Agenda — Santa Maria City Council, May 6, 2025 (part 1 of 4)

Mayor Alice Patino
Mayor Pro-Tem Carlos Escobedo
Councilmember Gloria Soto
Councilmember Maribel Aguilera-Hernandez
Councilmember Gloria Flores

CITY COUNCIL AGENDA

CITY OF SANTA MARIA, CALIFORNIA

Tuesday, May 6, 2025, 5:30 p.m.

HOW TO ACCESS MEETINGS

1. Meetings can be viewed in video format alongside the on-line interactive agenda at https://www.cityofsantamaria.org/services/departments/city-clerk-records/agendas-reports-meeting- videos.

2. The City of Santa Maria Broadcasts City Council Meetings Live on local Comcast Cable Channel 23, at cityofsantamaria.org/tv and on YouTube.com/@CityofSantaMariaCalifornia.

3. Closed Captioning is available in English and Spanish during City Council meetings on Comcast Cable Channel 23 and at cityofsantamaria.org/tv.

4. Meetings are replayed on local Comcast Cable Channel 23 and cityofsantamaria.org/tv on Thursdays at 9:00 a.m. and Tuesdays at 5:30 p.m. Meetings are available on demand at YouTube.com/@CityofSantaMariaCalifornia.

Attendance at public meetings may result in the streaming and recording of your image and/or voice.

AMERICANS WITH DISABILITIES ACT
In accordance with the Americans with Disabilities Act of 1990, if you require a disability-related modification or accommodation to attend or participate in this meeting, including auxiliary aids or services, please call the City Clerk’s Office at (805) 925-0951 extension 2306, or by email at [email protected] at least 48 hours before the meeting. Assisted Listening devices are available for those who attend in Council Chambers. Closed Captioning is available during meetings in English and Spanish on Comcast Channel 23 and at CityofSantaMaria.org/tv.

PUBLIC COMMENT (letters/emails)
(Must be received by 2:00 p.m. in advance of the meeting) Members of the public wishing to submit a public comment or a comment on an agenda item, can email [email protected] or mail to the City Council, Attn.: City Clerk's Office, 110 East Cook Street, Santa Maria, CA 93454. Letters/emails will not be read aloud during the meeting. All correspondence will be distributed to Councilmembers, submissions received after the deadline will not be processed until the following day but will become a part of the official record.

MEETINGS
The City Council holds regular meetings on the first and third Tuesday of every month. Regular meetings start at 5:30 p.m. in the Council Chambers at City Hall, 110 East Cook Street, Santa Maria, California. Special and Adjourned Regular meetings start time are to be determined.

POSTING LOCATIONS OF AGENDA AND/OR CANCELLATION NOTICES Regular meeting agendas will be posted at least 72 hours before the meeting (GC§ 54954(a)(1)).

Agenda and Cancellation Notices can be viewed online and are also posted at the following two locations: Santa Maria City Hall located at 110 East Cook Street, Santa Maria, California, and Santa Maria Public Library located at 421 South McClelland Street, Santa Maria, California.

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1. INVOCATION

2. PLEDGE OF ALLEGIANCE

3. CALL TO ORDER
ROLL CALL: Councilmember Aguilera-Hernandez, Councilmember Flores, Councilmember Soto, Mayor Pro Tem Escobedo, and Mayor Patino

4. PROCLAMATIONS

4.a Proclamation - “Water Awareness Month” – May 2025
The City Council will recognize the month of May 2025 as “Water Awareness Month” in the City of Santa Maria.

Environmental Notice: The activity is not a “Project” as defined under Section 15378 of the California Environmental Quality Act State Guidelines; therefore, pursuant to State Guidelines Section 15060(c)(3) no environmental review is required.

4.a.1 Presentation - Water Awareness Poster Contest Winners The City Council will receive a presentation of the 2025 Water Awareness Poster Contest winners.

4.b Proclamation – “Toastmasters International District 33 Day” - May 17, 2025 The City Council will recognize May 17th, 2025, as “Toastmasters International District 33 Day” in the City of Santa Maria.

4.c Proclamation – “Municipal Clerks Week” - May 4 through 10, 2025 The City Council will recognize the week of May 4th through 10th, 2025, as “Municipal Clerks Week” in the City of Santa Maria to acknowledge the Office of the Municipal Clerk, the oldest among public servants, a link between the citizens, the local governing bodies and agencies of government at other levels.

4.d Proclamation – “Compost Awareness Week” – May 4 through 10, 2025 The City Council will present a Proclamation recognizing May 4th through 10th, 2025, as Compost Awareness Week in the City of Santa Maria.

4.e Proclamation – “Go Rodeo Days” – May 6 through June 1, 2025.

The City Council will recognize May 6th through June 1st, 2025, as “Go Rodeo Days” in the City of Santa Maria.

4.f Proclamation - “National Police Week” - May 11 through May 17, 2025, and “Peace Officers’ Memorial Day” – May 14, 2025
The City Council will present a Proclamation recognizing the week of May 11th through May 17th, 2025, as “National Police Week” and Wednesday, May 14th, 2025, be declared “Peace Officers’ Memorial Day” in the City of Santa Maria.

4.g Proclamation – “National Public Works Week” – May 18 through May 24, 2025 The City Council will recognize May 18th through 24th, 2025, as “National Public Works Week” in the City of Santa Maria.

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4.h Proclamation Recognizing – “Ricardo Gabaldon”
The City Council will present a Proclamation honoring Ricardo Gabaldón for his contributions to the folklórico community.

5. PRESENTATIONS

5.a Swearing-in and Badge Pinning for New Police Chief
City Manager David W. Rowlands will introduce the incoming Police Chief Christopher Williams, Mayor Patino will administer the Oath of Office, followed by the badge pinning by his father, Richard Williams.

5.b Introduction of the New Director of Finance
City Manager David W. Rowlands will introduce the incoming Director of Finance Rebecca Campbell.

5.c Presentation - Businesses of the Quarter – April to June 2025 The City Council will recognize the Businesses of the Quarter (April to June 2025) – Dudley-Hoffman Mortuary, Crematory & Memory Gardens and Straw Hat Pizza.

5.d Presentation - Quarterly Economic Development Impact Report by Santa Maria Chamber of Commerce for Fiscal Year 2024-2025, January through March The City Council will receive a presentation from the Santa Maria Valley Chamber of Commerce on the Economic Development endeavors for the quarter of January through March of Fiscal Year 2024-2025.

6. PUBLIC COMMENT PERIOD (Not to exceed 15 Minutes)
Speakers may provide public comments on any matter within the subject matter jurisdiction of the City Council. Each speaker will be limited to 3 minutes, maximum 15 minutes for Public Comment Period. Unless a majority of the Council objects, the Mayor may provide speakers more or less time to speak. All comments or queries shall be addressed to the Council as a body and not to any specific member thereof. Pursuant to Government Code §54954.2(a)(2), the Ralph M. Brown Act, no action or discussion by the City Council shall be undertaken on any item not appearing on the posted agenda, except to briefly provide information, ask for clarification, provide direction to staff, or schedule a matter for a future meeting.

7. CONSENT CALENDAR
Items on the consent calendar are considered to be routine and customary and are enacted by a single motion with the exception of items removed by a member of the City Council for individual consideration, which shall be individually considered immediately after taking action on the Consent Calendar.

RECOMMENDATION:

Adopt the Consent Calendar as submitted.

7.a CITY MANAGER/CITY CLERK DEPARTMENT

7.a.1 Ordinances and Resolutions
RECOMMENDATION:

Waive the reading in full of all Ordinances and Resolutions. Ordinances on the Consent Agenda will be adopted by the same vote cast at the first meeting, unless City Council indicates otherwise.

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7.a.2 Approval of Minutes
RECOMMENDATION:

Approve the Minutes of the regular City Council meeting of April 15, 2025.

7.a.3 Adoption of Resolutions to Approve and Ratify the Successor Memorandum of Understanding with Santa Maria Fire Fighter’s Union Local #2020; and Approving the City’s Comprehensive Schematic Pay Schedule The City Council will consider adopting Resolutions approving the ratification and approval of the Successor Memorandum of Understanding with the Santa Maria Fire Fighter’s Union Local #2020, amending Resolution No. 2022-24a, approving a wage and benefits package, and approving the City’s Comprehensive Schematic pay Schedule for all full-time and part-time employees in accordance with CalPERS guidelines.

RECOMMENDATION:

1. Adopt a Resolution Approving and Ratifying the Successor Memorandum of Understanding (MOU) with the Santa Maria City Fire Fighter’s Union Local #2020; and
2, Adopt a Resolution approving the City’s Comprehensive Schematic Pay Schedule for all full-time and part-time employees in accordance with CalPERS guidelines.

7.a.4 Adoption of a Resolution Cancelling May 20, 2025, City Council Meeting The City Council will consider canceling the regular City Council Meeting on Tuesday, May 20, 2025.

RECOMMENDATION:

Adopt a Resolution canceling the regular City Council Meeting on Tuesday, May 20, 2025.

7.a.5 Adoption of a Resolution Awarding a Professional Services Agreement to Triton Technology Solutions for Upgrading Shepard Hall Audio Visual System The City Council will consider approving the award of a Professional Services Agreement to Triton Technology Solutions.

RECOMMENDATION:

Adopt a Resolution awarding a Professional Services Agreement for upgrading the audio-visual system in Shephard Hall to Triton Technology Solutions.

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7.a.6 Adoption of a Resolution Awarding a Professional Services Agreement to MGT Impact Solutions, LLC
The City Council will consider approving the award of a Professional Services Agreement to MGT Impact Solutions, LLC for a comprehensive classification and compensation study.

RECOMMENDATION:

Adopt a Resolution awarding a Professional Services Agreement to MGT Impact Solutions, LLC for a comprehensive classification and compensation study.

7.b COMMUNITY DEVELOPMENT DEPARTMENT

7.b.1 Adoption of Ordinance No. 2025-01 Amending Title 12 of the City of Santa Maria Municipal Code Adding New Definition for Battery Energy Storage Systems.

The City Council will consider adopting Ordinance No.2025-01 to adopt Zoning Text Amendments (Z2025-0002) amending Title 12 – Zoning, to add a new definition for Battery Energy Storage Systems to Chapter 12-2, limiting their location to the City’s General Manufacturing District contained in Chapter 12-17 with a Conditional Use Permit and/or Planned Development Permit, and establishing specific development standards for certain Battery Energy Storage System uses.

Environmental Notice: Pursuant to the California Environmental Quality Act (CEQA) Guidelines Section 15060(c)(2), the activity will not result in a direct or reasonably foreseeable indirect physical change in the environment.

Additionally or alternatively, this Ordinance is exempt from CEQA under CEQA Guidelines Section 15061(b)(3) as it can be seen with certainty that there is no possibility the activity in question may have a significant effect on the environment, Section 15307 (Class 7, categorical exemption for regulatory activity to assure the protection of natural resources), and Section 15308 (Class 8, categorical exemption for regulatory activity to assure the protection of the environment).

RECOMMENDATION:

Adopt Ordinance No. 2025-01 amending Title 12, to add a new definition for Battery Energy Storage System Facility Location to the City's General Manufacturing District contained in Chapter 12-17 with a Conditional Use Permit and/or Planned Development Permit, and Establishing specific development standards for certain Battery Energy Storage System uses.

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7.c FINANCE DEPARTMENT

7.c.1 Payment of Warrants
RECOMMENDATION:

Order ratified subject to having been certified as being in conformity with the budget and having been approved for payment by the Director of Finance.

7.c.2 Payment of Payroll
RECOMMENDATION:

Order ratified subject to having been certified by the proper Department Directors, as shown on records on file in the Department of Finance, and having been approved for payment by the Director of Finance.

7.d FIRE DEPARTMENT

7.d.1 Adoption of Ordinance No. 2025-02 Designating Fire Hazard Severity Zones in the City of Santa Maria
The City Council will consider adopting Ordinance No. 2025-02 designating Fire Hazard Severity Zones in the City of Santa Maria.

RECOMMENDATION:

Adopt Ordinance No. 2025-02 Designating Fire Hazard Severity Zones in the City of Santa Maria.

7.e PUBLIC WORKS DEPARTMENT

7.e.1 Adoption of a Resolution Approving the Proposed Establishment of a Multi- Way Stop Control at the Intersection of East Taylor Street and North Miller Street
The City Council will consider approving the establishment of a multi-way stop control at the intersection of East Taylor Street and North Miller Street pursuant to Section 7-5.20 of the Santa Maria Municipal Code.

RECOMMENDATION:

Adopt a Resolution establishing multi-way stop control at the intersection of East Taylor Street and North Miller Street.

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7.e.2 Adoption of a Resolution Approving the Submission of Santa Maria Regional Transit’s Fiscal Year 24/25 Low Carbon Transit Operations Grant For $537,586
The City Council will consider authorizing the Transit Program’s recommended Fiscal Year 2024/25 Low Carbon Transit Operations Program grant application for the amount of $537,586 to fund new transit service to the City of Guadalupe.

RECOMMENDATION:

Adopt a Resolution authorizing the Public Works Director, or designee, to submit the City of Santa Maria’s Low Carbon Transportation Operations Program grant with the Santa Barbara County Association of Governments for Fiscal Year 2024/25 for two new services to Guadalupe and execute the Certifications and Assurances and authorized agent forms for Low Carbon Transportation Operations Program.

7.e.3 Adoption of a Resolution Approving the Proposed Establishment of No Stopping Zones on Jason Way
The City Council will consider approving the establishment of No Stopping Zones on Jason Way adjacent to 1430 Jason Way driveways to improve safety for large vehicles entering and exiting the parking lot.

RECOMMENDATION:

Adopt a Resolution establishing No Stopping Zones on Jason Way, adjacent to 1430 Jason Way driveways.

7.e.4 Adoption of a Resolution Approving a Lot Line Adjustment The City Council will consider approving recordation of a Lot Line Adjustment between lots 117-330-099 and 117-990-020.

RECOMMENDATION:

Adopt a Resolution approving the recordation of a Lot Line Adjustment between lots 117-330-099 and 117-990-020.

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7.e.5 Adoption of a Resolution Approving Santa Maria Regional Transit’s Fiscal Year 2025-26 California Transit Development Act Claim for $6,884,219 The City Council will consider authorizing the Transit Division’s Transit Development Act Claim for Fiscal Year 2025-26 in the amount of $6,884,219 to partially fund Santa Maria Regional Transit’s operations and capital expenditures.

RECOMMENDATION:

Adopt a Resolution authorizing the Public Works Director, or designee, to file the City of Santa Maria’s claim for California Transit Development Act funds with the Santa Barbara County Association of Governments for allocation of Transit Development Act funds for Fiscal Year 2025-26.

7.e.6 Adoption of a Resolution Approving the Appropriation of Santa Maria Regional Transit’s Senate Bill 125 and Transit and Intercity Rail Capital Program Grant Funds
The City Council will consider appropriating Transit Division grant funds awarded through California Senate Bill-125 and the Transit & Intercity Rail Capital Program, totaling $17,544,169. The funds will support the procurement of an over-the-road coach, Bus Rapid Transit development, facility improvements, and electric vehicle charging infrastructure.

RECOMMENDATION:

Adopt a Resolution authorizing the appropriation of California Senate Bill 125 and Transit and Intercity Rail Capital Program grant funds and authorizing the Mayor to execute an agreement with the Santa Barbara County Association of Governments for Senate Bill 125 funding, effective upon mutual execution and continuing through June 30, 2028.

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7.e.7 Adoption of a Resolution Approving a US 101/Betteravia Road Interchange Project Study Report Caltrans Cooperative Agreement
The City Council will consider approving a Cooperative Agreement with Caltrans for the US 101/Betteravia Road Interchange Project Study Report.

RECOMMENDATION:

1. Adopt a Resolution approving a Cooperative Agreement (#05-0324) with Caltrans for the Project Study Report phase of the US 101/Betteravia Road Interchange and authorize the Mayor to execute the agreement; and

2. Authorize Director of Finance to appropriate $175,000 from the Growth Mitigation Traffic Account to fund the necessary oversight of the project.

7.e.8 Adoption of a Resolution Prohibiting Pedestrians and Bicyclists on Broadway (State Route 135) Northeast of Intersection with Preisker Lane The City Council will consider approving a Resolution, consistent with California Vehicle Code Section 21960, to prohibit pedestrians and bicyclists on Broadway (State Route 135) northeast of the intersection with Preisker Lane.

RECOMMENDATION:

Adopt a Resolution prohibiting pedestrians and bicyclists from travelling on Broadway (State Route 135) northeast of the intersection with Preisker Lane.

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7.f RECREATION & PARKS DEPARTMENT

7.f.1 Adoption of Resolutions on the Annexation and Assessment of Parcels into City Landscape Maintenance Districts
The City Council will consider the annexation and assessment of multiple businesses into the City’s Landscape Maintenance Districts.

RECOMMENDATION:

1. Adopt Resolution annexing and authorizing the assessment of Landscape Maintenance Fees to Bellecrest Senior Residences and Holiday Inn Express in the Northeast Landscape Maintenance District (Streets and Highways Code Section 22500, Et Seq.); and

2. Adopt a Resolution annexing and authorizing the assessment of Landscape Maintenance Fees to Heritage Walk Lofts located in the Northwest Landscape Maintenance District (Streets and Highways Code Section 22500, Et Seq.); and

3. Adopt a Resolution annexing and authorizing the assessment of Landscape Maintenance Fees to Starbucks Drive-Through located in the Southwest Landscape Maintenance District (Streets and Highways Code Section 22500, Et Seq.).

7.f.2 Adoption of Resolutions Approving the Engineer’s Reports and Intent to Levy and Collect the 2025 – 2026 Landscape Assessments
The City Council will consider the annual Engineer’s Reports for the City’s Landscape Maintenance Districts and Special Benefit Zones and setting the public hearing to consider the annual Districts’ assessments.

RECOMMENDATION:

1. Adopt a Resolution approving the Engineer’s Reports for the 2025-2026 landscape maintenance districts and special benefit zones assessment proceedings; and

2. Adopt a Resolution declaring the intent to levy and collect the property tax assessments for each of the four Landscape Maintenance Districts and the 20 Special Benefit Zones; and set a public hearing for June 3, 2025, to consider the proposed landscape assessments for approval.

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8. PUBLIC HEARING
ORDER OF PROCEEDINGS FOR PUBLIC HEARING ITEMS:

Council Agenda Report to be given.

Applicant/Appellant comments.

Questions from the City Council.

Written communications/Public input.

Public hearing to be closed.

City Council discussion and action.

8.a Adoption of Resolutions Approving Former Sears Building Remodel Downtown Permit and Public Convenience or Necessity Determination for a Type 21 Alcohol Beverage Control License for El Super at 226 East Main Street The City Council will consider the Former Sears Building Remodel Downtown Permit (DT2023-0012), and a Public Convenience or Necessity Determination for a Type 21 Alcohol Beverage Control License for El Super located at 226 East Main Street.

Environmental Notice: The project was adequately covered in a previously certified Final Environmental Impact Report (EIR) for the Santa Maria Downtown Specific Plan (SCH 2007041105) pursuant to California Environmental Quality Act State Guidelines Section 15162.

RECOMMENDATION:

1. Adopt a Resolution approving Downtown Permit (DT2023-0012) for the Former Sears Building Remodel at 226 East Main Street; and

2. Adopt a Resolution approving a determination of public convenience or necessity for the issuance of a Type 21 (Off-sale General) Alcohol Beverage Control license for El Super located at 226 East Main Street.

8.b Annual Report Regarding City of Santa Maria Workforce Vacancies, Recruitment and Retention Efforts Pursuant to AB 2561
The City Council will receive and file a report on the City’s workforce vacancies, recruitment, and retention efforts in compliance with Assembly Bill 2561 (Gov. Code § 3502.3.) as of December 27, 2024.

RECOMMENDATION:

1. Conduct a public hearing to report on vacancy levels, evaluate hiring and retention efforts; and

2. Receive and file this report and attachments on the City’s workforce vacancies and recruitment and retention efforts in compliance with Assembly Bill 2561 (Gov. Code § 3502.3.)

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9. REPORT BY CITY MANAGER

10. ORAL REPORTS OF COUNCILMEMBERS AND OFFICERS (INCLUDING AB 1234

REPORTS)

11. ADJOURNMENT
If you challenge a determination made on a matter on this agenda in court, you may be limited to raising only those issues you or someone else raised at the public hearing described on this agenda, or in written correspondence to the city council at, or prior to, the public hearing.

I, Donna G. Schwartz, hereby certify under penalty of perjury under the laws of the State of California that the foregoing agenda was posted not less than 72 hours at the following locations: City of Santa Maria City Hall and Library and made available at https://www.cityofsantamaria.org/services/departments/city-clerk-records/agendas-reports- meeting-videos on this 2nd day of May 2025.
/s/ DONNA G. SCHWARTZ, CMC
Chief Deputy City Clerk

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COUNCIL AGENDA REPORT

TO: Mayor and City Council

FROM: Shad Springer, Director of Utilities

DATE: May 6, 2025

SUBJECT: Proclamation - “Water Awareness Month” – May 2025

The City Council will recognize the month of May 2025 as “Water Awareness Month” in the City of Santa Maria.

BACKGROUND:

Each year, the Utilities Department, along with other water purveyors, observes the month of May as Water Awareness Month to educate the community and encourage the wise use of water.

DISCUSSION:

The Utilities Department maintains a water awareness and conservation program that includes community outreach, school education, complimentary home water visits, and suspected leak notifications. The objective of the City’s ongoing conservation campaign is to remind the community of the importance of conserving this natural resource.

Historically, water use increases in the month of May as summer approaches, especially for outdoor use. The community can help conserve over the summer by implementing the following tips outdoors and indoors:

Outdoor Conservation Tips
 Plant drought-tolerant or drought-resistant plants and trees.  Replace grass or turf with water-wise plants.
 Recycle indoor water to use on plants.
 Refrain from watering landscapes for 48 hours after rainfall.  Use a broom to clean driveways, patios, and sidewalks, instead of a hose.  Water outdoor landscapes in the early morning or late evening when temperatures are cooler (before 12:00 p.m. and after 4:00 p.m.).

2 Indoor Conservation Tips
 Install water-saving devices, such as low-flow showerheads, high-efficiency toilets, and kitchen and bathroom faucet aerators.
 Reduce showers by two minutes and save five gallons of water.  Turn water off while brushing teeth and save three gallons of water.  Fix leaky faucets and save up to 20 gallons of water per day.  Wash a full load of laundry (no partial loads) and save 15 to 50 gallons per load.

The City is currently participating in a WaterSMART Landscape Rebate Program, run through the Santa Barbara County Water Agency , with grant funding provided by the United States Bureau of Reclamation. The program incentivizes City residential and commercial water customers to replace water-thirsty landscapes and inefficient irrigation systems with water -wise plants and smart irrig ation systems. Qualified projects can receive rebates of up to $1,500 for residential projects and up to $2,500 for commercial and multi-family projects.

Fiscal Considerations
Costs for the water conservation program are within the Utilities Department’s budget allocation for Fund 002 for the current fiscal year.

Impact to the Community
Reducing water use helps residents and businesses save money while preserving this important natural resource.

ATTACHMENT(S) Proclamation – Water Awareness Month

City of Santa Maria
Santa Maria, California
Proclamation

WHEREAS, the City of Santa Maria maintains a robust water awareness and conservation program that includes community outreach, school education, complimentary home water visits, and suspected leak notifications to residential and commercial customers; and

WHEREAS, every industry, business, and resident can make a difference by conserving water at work, home, and school; and

WHEREAS, residents of all ages and businesses and industries of all types are invited and encouraged to implement just one of many tips and ideas to help conserve and save water in Santa Maria.

NOW, THEREFORE, I, ALICE M. PATINO, Mayor of the City of Santa Maria, hereb y proclaim the month of May 2025, as

“WATER AWARENESS MONTH”

in the City of Santa Maria and urge everyone to do their part to conserve and preserve this precious resource.

IN WITNESS WHEREOF, I have hereunto set my hand and have caused the Seal of the City of Santa Maria to be affixed hereto this 6th day of May 2025.

______________________________
Alice M. Patino, Mayor

COUNCIL AGENDA REPORT

TO: Mayor and City Council

FROM: Shad Springer, Director of Utilities

DATE: May 6, 2025

SUBJECT: Presentation - Water Awareness Poster Contest Winners

The City Council will receive a presentation of the 2025 Water Awareness Poster Contest winners.

BACKGROUND:

The Utilities Department sponsors an annual Water Awareness Poster Contest for third - grade students in the Santa Maria -Bonita School District. Students compete by creating colorful posters symbolizing the importance of water awareness and conservation.

DISCUSSION:

The Utilities Department will present the six winners of this year’s Water Awareness Poster Contest. Certificates and prizes will be awarded to students with winning posters in the following categories:

 Most Educational
 Most Colorful
 Most Artistic
 Most Water Aware
 Best Celebration of Water
 Best Slogan

Following the presentation, the winning posters will be featured on the City’s website and social media, and highlighted in the Santa Maria Times and the Santa Maria Sun.

Fiscal Considerations
Costs associated with this contest are part of the Utilities Department’s annual budget.

Impact to the Community
The Water Awareness Poster Contest is an extension of the classroom experience where students learn about conservation and the importance of using water wisely.

COUNCIL AGENDA REPORT

TO: Mayor and City Council

FROM: Donna G. Schwartz, Chief Deputy City Clerk

DATE: May 6, 2025

SUBJECT: Proclamation – “Toastmasters International District 33 Day” – May 17th, 2025

The City Council will recognize May 17th, 2025, as “Toastmasters International District 33 Day” in the City of Santa Maria.

BACKGROUND:

Toastmasters International is a global nonprofit that helps individuals develop public speaking and leadership skills. District 33 (District), established in 1949, serves Central California with around 125 clubs and 1,400 members. The District fosters personal and professional growth through workshops, contests, and support. On May 17, 2025, Santa Maria will host the Annual District 33 Conference, featuring contests, leadership sessions, and an award luncheon honoring Kim Colby Davis of CASA. The City of Santa Maria commends Toastmasters for its positive impact on individuals and the community.

Proclamation Requested by: Darnell Evans – Toastmasters Internatio nal District 33, Program Quality Director

Attachment: Proclamation

City of Santa Maria
Santa Maria, California
Proclamation

WHEREAS, Toastmasters International is a nonprofit educational organization that teaches public speaking and leadership skills through a global network of clubs, serving over 270,000 members in more than 14,000 clubs across 150 countries . It has empowered individuals from diverse backgrounds to become more confident speakers, communicators, and leaders, contributing to stronger communities and workplaces; and

WHEREAS, District 33 of Toastmasters International, established in 1949, proudly serves a large portion of Central California, including approximately 125 clubs and over 1,400 members organized into eight divisions, and has continuously worked to build new clubs and support all clubs in achieving excellence. District 33 provides a supportive and engaging environment where members gain essential communication, leadership, and professional development skills through hands -on experiences, workshops, and constructive feedback; and

WHEREAS, the Annual District 33 Conference, taking place on May 17, 2025, in Santa Maria, California, will bring together Toastmasters members from across the region for a day of skill - building, inspiration, and connection through events such as the International Speech Contest, Table Topics Contest, leadership development sessions, and the Communication & Leadership Award Luncheon, honoring Kim Colby Davis, Executive Director of CASA of Santa Barbara County, for her outstanding service and impact; and

WHEREAS, the City of Santa Maria recognizes and commends Toastmasters International and District 33 for their commitment to personal and professional growth, civic engagement, and the development of strong, effective leaders in our community.

NOW, THEREFORE, I, ALICE M. PATINO, Mayor of the City of Santa Maria hereby proclaim May 17, 2025 as:

“ Toastmasters International District 33 Day ”

in the City of Santa Maria and encourage all residents to recognize and support the mission and values of Toastmaste rs International and District 33 in developing communication and leadership excellence.

IN WITNESS WHEREOF, I have hereunto set my hand and have caused the Seal of the City of Santa Maria to be affixed hereto this 6th day of May, 2025.

______________________________
Alice M. Patino, Mayor

COUNCIL AGENDA REPORT

TO: Mayor and City Council

FROM: Donna G. Schwartz, Chief Deputy City Clerk

DATE: May 6, 2025

SUBJECT: Proclamation – “Municipal Clerks Week” - May 4 through 10, 2025

The City Council will recognize the week of May 4 th through 10 th, 2025, as “Municipal Clerks Week” in the City of Santa Maria to acknowledge the Office of the Municipal Clerk, the oldest among public servants, a link between the citizens, the local governing bodies and agencies of government at other levels.

BACKGROUND:

Initiated in 1969 by the International Institute of Municipal Clerks (IIMC), Municipal Clerks Week, an annual week of recognition and reflection on the importance of the clerk’s office, is recognized during the first week of May, with the 56th Annual Municipal Clerks Week this year May 4th through 10th, 2025.

No other office in m unicipal service has so many contacts. It serves the Mayor, the City Council, The City Manager, all administrative departments and the public, without exception. All of them call upon it, almost daily, for some service or information.

Municipal and Deputy Clerks continually strive to enhance their administrative expertise by actively participating in educational programs, seminars, workshops, and annual meetings hosted by state, provincial, county, and professional organizations. Given the diverse responsibilities of the Clerk, a comprehensive understanding of law, procedures, administration, and interpersonal relations is essential. Therefore, Clerks are dedicated to pursuing ongoing education and professional networking opportunities to strengthen their role as integral members of the municipal team.

Proclamation Requested by: Donna G. Schwartz, Chief Deputy City Clerk

Attachment(s): Proclamation

City of Santa Maria
Santa Maria, California
Proclamation

WHEREAS, The Office of the Municipal Clerk, a time honored and vital part of local government exists throughout the world; and

WHEREAS, The Office of the Municipal Clerk is the oldest a mong public servants and it is most appropriate that we recognize the accomplishments of the Office of the Municipal Clerk; and

WHEREAS, The Office of the Municipal Clerk provides the professional link between the citizens, the local governing bodies and agencies of government at other levels; and

WHEREAS, Municipal Clerks have pledged to be ever mindful of their neutrality and impartiality, rendering equal service to all; and

WHEREAS, The Municipal Clerk serves as the information center on functions of local government and community; and

WHEREAS, Municipal Clerks continually strive to improve the administration of the affairs of the Office of the Municipal Clerk through participation in education programs, seminars, workshops and the annual meetings of their state, provincial, county and professional organizations.

NOW, THEREFORE, I, ALICE M. PATINO, Mayor of the City of Santa Maria hereby proclaim the week of May 4 through May 10, 2025, as

“MUNICIPAL CLERKS WEEK”

in the City of Santa Maria and furthe r extend appreciation to our Elected City Clerk Patty Rodriguez, Chief Deput y City Clerk Donna G. Schwartz, Assistant City Clerk Alexandra Valadez and to our Deputy City Clerk Ashley Arciniega, for the vital services they perform and their exemplary dedication to the community they represent.

IN WITNESS WHEREOF, I have hereunto set my hand and have caused the Seal of the City of Santa Maria to be affixed hereto this 6th day of May 2025.

______________________________
Alice M. Patino, Mayor

COUNCIL AGENDA REPORT

TO: Mayor and City Council

FROM: Donna G. Schwartz, Chief Deputy City Clerk

DATE: May 6, 2025

SUBJECT: Proclamation – “Compost Awareness Week” – May 4 through 10, 2025

The City Council will p resent a Proclamation recognizing May 4th through 10th, 2025, as Compost Awareness Week in the City of Santa Maria.

BACKGROUND:

The Compost Research & Education Foundation, along with Canada, Australia, the United Kingdom, and other countries have declared the first full week of May to be the annual International Compost Awareness Week.

DISCUSSION:

Organic materials suitable for composting represent a large percentage of materials that are landfilled and could be composted each year and composting is an effective form o f waste reduction, reuse and recycling. Compost improves the soil structure, reduces erosion and run -off, supplies the soil with a variety of macro and micronutrients; and enables compost-amended soils to use less water. The City of Santa Maria has initiat ed Greenwaste and Foodwaste collection programs to aid in the efforts of Environmental Sustainability. Engel & Gray Inc. Regional Composting Facility, Santa Maria, has been successfully composting organic material for sustainable agricultural practices sin ce 1993, and the City has invested in collection programs to meet state requirements and save valuable landfill space.

Proclamation Requested by: Bob Engel – Engle & Gray, Inc.

Attachment(s): Proclamation

City of Santa Maria
Santa Maria, California
Proclamation

WHEREAS, the Compost Research & Education Foundation, along with Canada, Australia, the United Kingdom, and other countries have declared the first full week of May to be the annual International Compost Awareness Week;

WHEREAS, organic materials suitable for composting represent a large percentage of materials that are landfilled and could be composted each year and composting is an effective form of waste reduction, reuse and recycling. Compost improves the soil structure, reduces erosion and run-off, supplies the soil with a variety of macro and micronutrients; and enables compost-amended soils to use less water, and

WHEREAS, using sustainable soil-enriching composts helps prevent the erosion of valuable topsoil without depleting valuable wildlife habitats . Community Sustainability is enhanced by composting green waste, biosolids, and other organic materials and promoting the use of renewable resources in landscaping, horticulture, and agriculture; and

WHEREAS, returning compo sted organic resources to the soil is a method of decreasing the dependence on chemical fertilizers, decreasing erosion, reducing water consumption, and non point pollution; and

WHEREAS, The City of Santa Maria has initiated Greenwaste and Foodwaste collection programs to aid in the efforts of Environmental Sustainability. Engel & Gray Inc. Regional Composting Facility, Santa Maria, has been successfully composting organic material for sustainable agricultural practices since 1993, and the City has invested in collection programs to meet state requirements and save valuable landfill space; and

NOW, THEREFORE, I, ALICE M. PATINO, Mayor of the City of Santa Maria, hereby recognize the week of May 4 – 10, 2025, as:

“COMPOST AWARENESS WEEK”

in the City of Santa Maria, as well as recognize of the efforts of the Composting Councils, Extension Agents, householders, landscapers, farmers, recyclers, public workers, composters, gardeners, and plant growers everywhere, along with Engel & Gray Inc., and Harvest Blend Compost.

IN WITNESS WHEREOF, I have hereunto set my hand and have caused the Seal of the City of Santa Maria to be affixed hereto this 6th day of May 2025.

__________________________________________
Alice M. Patino, Mayor

COUNCIL AGENDA REPORT

TO: Mayor and City Council

FROM: David W. Rowlands, City Manager

DATE: May 6, 2025

SUBJECT: Proclamation – “Go Rodeo Days” – May 6 through June 1, 2025.

The City Council will recognize May 6th through June 1st, 2025, as “Go Rodeo Days” in the City of Santa Maria.

BACKGROUND:

Santa Maria will host the 82nd annual Elks Rodeo and Parade from May 28th through June 1st, 2025. The first Santa Maria Elks Rodeo, held June 3rd through 4th, 1944, was referred to as the “Elks Recreational Foundation Benefit Wild West Show and Racing Meet.” The program included bronc riding, bareback riding, bulldogging, calf roping, steer stopping, and team roping, and had over 5,000 attendees.

DISCUSSION:

The first rodeo introduced a parade as part of the celebration. This year , the parade will take place on Saturday, May 31 st, traversing down Broadway between Mill and Enos Streets. After the parade, a street fair will occur in the JCPenney parking lot, located at 1321 South Broadway. The Cit y of Santa Maria will participate in Go Rodeo Days from May 6th through June 1st, 2025.

The Rodeo will feature events including Team Roping, Bull Riding, Bronc Riding, Bareback Riding, Tie Down Roping, Steer Wrestling, and the WPRA Barrel Racing and Breakaway Roping. This year’s event will also include specialty acts, the Flying Cowboys, Junior Breakaway Roping, and Elks Team Roping.

Proclamation requested by: Elks Rec

Attachment: Proclamation

City of Santa Maria
Santa Maria, California
Proclamation

WHEREAS, the time is fast approaching for the 82nd annual Elks Rodeo and Parade, May 28th through June 1st, 2025, in the City of Santa Maria, considered by many to be the event of the year; and

WHEREAS, continuing the tradition of Clarence Minetti and Leland "Butch" Simas, hundreds of loyal Elks Lodge #1538 members have volunteered and have been drafted to make this rodeo a tremendous success and to cause Elks Lodge #1538 to be named "Number One" Elks Lodge in the United States numerous times over the last 36 years; and

WHEREAS, the Santa Maria Elks Rodeo Parade will begin at 10:00 a.m. on Saturday, May 31st, and continue down Broadway from Mill to Enos Street. Immediately after the Parade, the Street Fair will begin at 1321 South Broadway; and

WHEREAS, it has been a long -standing tradition to begin wearing western clothes several weeks prior to the Elks Rodeo.

NOW, THEREFORE, I, ALICE M. PATINO, Mayor of the City of Santa Maria, hereby recognize May 6th through June 1st, 2025, as:

"GO RODEO DAYS"

in the City of Santa Maria and encourage all residents and businesses to enter the rodeo spirit by wearing western apparel.

IN WITNESS WHEREOF, I have hereunto set my hand and have caused the Seal of the City of Santa Maria to be affixed hereto this 6th day of May 2025.

____________________________________
Alice M. Patino, Mayor

COUNCIL AGENDA REPORT

TO: Mayor and City Council

FROM: Daniel Cohen, Interim Chief of Police

DATE: May 6, 2025

SUBJECT: Proclamation - “National Police Week” - May 11 through May 17, 2025, and “Peace Officers’ Memorial Day” – May 14, 2025

The City Council will present a Proclamation recognizing the week of May 11th through May 17th, 2025, as “National Police Week” and Wednesday, May 14th, 2025, be declared “Peace Officers’ Memorial Day” in the City of Santa Maria.

BACKGROUND:

Every year, the week beginning on Mother’s Day is recognized as "National Police Week”.

This week is set aside in memory of the men and women in law enforcement agencies across the nation who lost their lives while performing their duties. Since 1995, the Santa Maria Police Officers’ Association has coordinated a memorial service and, in cooperation with the Santa Maria Police Department, has invited Northern Santa Barbara County law enforcement agencies, other public entities, and the general public to participate.

DISCUSSION:

In honor of our fallen officers, law enforcement agencies across the State of California will join agencies across the nation in setting aside a time to remember those officers and their contribution to the communities they served. Santa Maria will host a memorial service at the Santa Maria Police Department located at 1111 West Betteravia Road, which will involve the Northern and Southern Santa Barbara County law enforcement agencies. The memorial service is open to other public agencies, as well as the general public.

The purpose of the memorial service has always been to educate the public as to the hazards faced by those sworn to protect them and to create an environment where the public can interact with their police departmen t. Although a formal environment exists, this is an alternative environment, different than what is created during an enforcement stop, or when a member of the public has been victimized. This type of ceremony has proven to generate civic pride and has p rovided a means for our officers to honor fallen kinsmen.

As part of the lead into National Police Week, a Proclamation has been prepared in recognition of May 11 th through May 17 th, 2025, as “National Police Week,” and proclaiming Wednesday, May 14 th, 2025, as “Peace Officers’ Memorial Day” in the City 2 of Santa Maria. Federal law requires the flag be flown at half -staff during this week in honor of law enforcement officers across the country who have died this past year in the performance of their duties.

Proclamation Requested by: The Santa Maia Police Department

Attachment: Proclamation

City of Santa Maria
Santa Maria, California
Proclamation

WHEREAS, of all the promises America offers, none is more precious or elusive than the right to be free from crime; and

WHEREAS, the dedicated men and women who have chosen law enforcement as a career face extraordinary risk and danger in preserving our freedom and security; and

WHEREAS, during the week of May 11 through May 17, 2025, “National Police Week” is observed to recognize the hazardous work, serious responsibility, and strong commitment of our Nation’s Peace Officers; and

WHEREAS, in conjunction with this important observance, the City of Santa Maria is observing May 14, 2025, as “Peace Officers’ Memorial Day” in commemoration of those noble officers who have tragically sacrificed their lives in the line of duty; and

WHEREAS, three California Peace Officers are recognized as being killed in the line of duty during 2024; and

WHEREAS, these special observances provide all Santa Marians with the opportunity to appreciate the heroic men and women who have dedicated their lives to preserving public safety.

NOW, THEREFORE, I, ALICE M. PATINO, Mayor of the City of Santa Maria hereby recognize the week of May 11 through May 17, 2025, as:

“NATIONAL POLICE WEEK”

And proclaim Wednesday, May 14, 2025, as:

“PEACE OFFICERS’ MEMORIAL DAY”

in the City of Santa Maria, and encourage all residents to remember those individuals who gave their lives for our safety and express our appreciation to those who continue to dedicate themselves to making Santa Maria a safer place in which to live.

IN WITNESS WHEREOF, I have hereunto set my hand and have caused the Seal of the City of Santa Maria to be affixed hereto this 6th day of May 2025.

Mayor Alice M. Patino

COUNCIL AGENDA REPORT

TO: Mayor and City Council

FROM: Brett Fulgoni, Director of Public Works

DATE: May 6, 2025

SUBJECT: Proclamation – “National Public Works Week” – May 18 through May 24, 2025

The City Council will recognize May 18th through 24th, 2025, as “National Public Works Week” in the City of Santa Maria.

BACKGROUND:

In 1960, President John F. Kennedy proclaimed “National Public Works Week” as an annual observance to highlight the essential role of public works in supporting community well-being. Public works professionals maintain and improve vital systems and services that contribute to health, safety, and quality of life.

In the City of Santa Maria, the Public Works and Utilities Departments manage essential services, including:

• Water: Production and delivery of clean water
• Wastewater: Collection and treatment services
• Stormwater: Collection, treatment, and flood control
• Solid Waste: Collection and disposal services
• Infrastructure: Streets, highways, and public transit systems • Facilities: Public buildings and fleet management

Public works professionals across North America celebrate this week annually by engaging in events and activities that promote public awareness and appreciation for their contributions.

DISCUSSION:

The American Public Works Association (APWA) sponsors “National Public Works Week”, which will be observed this year from May 18th through 24th, 2025.

The 2025 theme, “People, Purpose, Presence,” highlights the values that drive public works professionals to serve their communities every day:

• People: At the core of public works, people are the reason for every service provided.
2 • Purpose: Public works professionals are driven by a commitment to meet community needs.
• Presence: Their work is often unseen—when everything functions smoothly, their contributions go unnoticed. Yet, public works professionals remain ever - present, working behind the scenes to enhance the quality of life for all.

The Santa Maria City Council has a long history of supporting the public works profession and proudly recognizes the dedication of its public works employees.

Proclamation Requested by: Director of Public Works Brett Fulgoni

Attachment(s): Proclamation

City of Santa Maria
Santa Maria, California
Proclamation

WHEREAS, the City Council of the City of Santa Maria has supported the role of the Public Works and Utilities Departments to provide vital services to the community which are an integral part of the City’s residents’ everyday lives; and

WHEREAS, the support of an informed community is vital to the operation of public works systems and programs, such as the production and delivery of clean water; wastewater collection and treatment; stormwater collection, treatment, and control; solid waste collection and disposal; streets and highways; public transit; public buildings; and fleet services; and

WHEREAS, the health, safety, and comfort of the commu nity greatly depends on these facilities and services; and

WHEREAS, the quality and effectiveness of these services and facilities, as well as their planning, design, and construction are vitally dependent upon the efforts and skills of public works officials; and

WHEREAS, the efficiency of the qualified and dedicated personnel who staff the Public Works and Utilities Departments is materially influenced by the residents’ attitude and understanding of the importance of the work they perform; and

NOW, THEREFORE, I, ALICE M. PATINO, Mayor of the City of Santa Maria, hereby recognize the week of May 18 through 24, 2025, as:

“NATIONAL PUBLIC WORKS WEEK”

in the City of Santa Maria and call upon all residents and civic organizations to recognize the contributions public works officials make every day for better health, safety, and quality of life.

IN WITNESS WHEREOF, I have hereunto set my hand and have caused the Seal of the City of Santa Maria to be affixed hereto this 6th day of May 2025.

_____________________________________
Alice M. Patino, Mayor

COUNCIL AGENDA REPORT

TO: Mayor and City Council

FROM: Donna G. Schwartz, Chief Deputy City Clerk

DATE: May 6, 2025

SUBJECT: Proclamation Recognizing – “Ricardo Gabaldon”

The City Council will p resent a Proclamation honoring Ricardo Gabaldón for his contributions to the folklórico community.

BACKGROUND:

The Proclamation recognizes Ricardo Gabaldón Sr. for founding the Righetti High School Marimba Band and Ballet Folklórico in 1975 and dedicating 40 years to cultural education at Righetti High School. Through over 1,500 performances, the group has promoted Mexican heritage, empowered youth —particularly Chicano and Latino students —and fostered cross-cultural understanding across the Central Coast. Mr. Gabaldón’s work has left a lasting legacy in the Santa Maria community, now carried on by his son, Ricardo A.

Gabaldón Jr. The City honors Mr. Gabaldón for his extraordinary leadership in folklórico arts and his invaluable contributions to preserving the community's cultural heritage.

Proclamation Requested by: Mayor Patino

Attachment(s): Proclamation

City of Santa Maria
Santa Maria, California
Proclamation

WHEREAS, Ricardo Gabaldón Sr. founded the Righetti High School Marimba Band and Ballet Folklórico in 1975 as the cornerstone of the school’s Bilingual -Bicultural Program, creating a space for students of all backgrounds —particularly Chicano and Latino youth —to experience and celebrate the richness of Mexican music and dance; and

WHEREAS, Mr. Gabaldón devoted 40 years to teaching at Righetti High School, where he guided the group in deliv ering over 1,500 performances across the Central Coast, serving schools, civic organizations, and community groups, and offering young students the chance to witness positive cultural representation and role models in action; and

WHEREAS, many of the group’s performances have been held at elementary schools across the Central Coast, allowing younger students to experience the beauty and joy of Mexi can culture as portrayed by local teens, and helping instill pride, aspiration, and respect for cultural traditions; and

WHEREAS, the Marimba Band and Ballet Folklórico under his leadership became a powerful tool for building self -esteem, cultural identity, and cross -cultural understanding, while maintaining a long-standing tradition of excellence in performance; and

WHEREAS, Mr. Gabaldón’s dedication has left an enduring impact not only on Righetti High School, but also on the broader community, with his legacy continuing through his son, Ricardo A.

Gabaldón Jr., who now directs the program and teaches Spanish at Righetti; and

WHEREAS, the Gabaldón family's ongoing leadership ensures that future generations will continue to be inspired by music, dance, and pride in heritage.

NOW, THEREFORE, I, ALICE M. PATINO, Mayor of the City of Santa Maria hereby proudly recognize and honor:

“Ricardo Gabaldon Sr.”

for his extraordinary dedication to cultural education, youth empowerment, and exemplary leadership in the folklórico arts, as well as his invaluable contributions to preserving and enriching the cultural heritage of the City of Santa Maria.

IN WITNESS WHEREOF, I have hereunto set my hand and have caused the Seal of the City of Santa Maria to be affixed hereto this 6th day of May 2025.

______________________________
Alice M. Patino, Mayor

COUNCIL AGENDA REPORT

TO: Mayor and City Council

FROM: David W. Rowlands, City Manager

DATE: May 6, 2025

SUBJECT: Presentation - Businesses of the Quarter – April to June 2025

The City Council will recognize the Businesses of the Quarter (April to June 2025) – Dudley-Hoffman Mortuary, Crematory & Memory Gardens and Straw Hat Pizza.

BACKGROUND:

The City of Santa Maria and the Santa Maria Valley Chamber of Commerce are partnering to highlight different businesses in the city through a Business of the Quarter Program.

On four occasions this calendar year, this program will recognize local businesses chosen by the Chamber. The criteria are: Approximately 20 employees; in operation for at least five years; physically located wit hin the City Limits; and being a local Chamber of Commerce member in good standing. Not only does this give them valuable exposure. It also reminds the community of the unique, diverse, and long-standing businesses we are fortunate to have in Santa Maria.

Dudley-Hoffman Mortuary, Crematory & Memory Gardens is located on a pproximately

2.5 acres at 1003 East Stowell Road. Since 1876, it has provided service and guidance for the community. The family -owned business provides those who are grieving with a supportive environment in which they can begin to find closure and come to terms with the loss. Its Memory Gardens were built in 1978. The business hopes to one day expand its Memory Gardens and Cremation capabilities to better serve the community.

Representing the business tonight is Michael Hoffman, Vice President.

Straw Hat Pizza is located at 1822 North Broadway. This family pizza restaurant has 20 employees. Owners Randy and Mary Wise have seen significant sales growth by being actively involved in the community. Sports teams, churches, birthday parties, and service clubs are a vital part of their success. They purchased the business in 1984. The first location in town opened in 1967 and closed in 2001. This location they opened in 1996 and is still going strong. Representing the business tonight are the Owners Randy and Mary Wise.

COUNCIL AGENDA REPORT

TO: Mayor and City Council

FROM: Chuen Wu, Assistant City Manager

DATE: May 6, 2025

SUBJECT: Presentation - Quarterly Economic Development Impact Report by Santa Maria Chamber of Commerce for Fiscal Year 2024-2025, January through March

The City Council will receive a presentation from the Santa Maria Valley Chamber of Commerce on the Economic Development endeavors for the quarter of January through March of Fiscal Year 2024-2025.

BACKGROUND:

The City of Santa Maria partners with the Santa Maria Valley Chamber of Commerce to attract visitors to the city and provide economic development enhancement and support within the city. In exchange for these services, the Chamber receives a portion of the Transient Occupancy Tax (TOT) from the City.

DISCUSSION:

The Chamber supports economic growth and development in the Santa Maria Valley region. Throughout the quarter, the Chamber provided direct assistance to nine potential new businesses and eleven local enterprises.

Attachment(s):

A - Economic Impact Report January – March 2025
Santa Maria Valley
Santa Maria Valley Chamber | (805) 925-2403 | santamaria.com | santamariavalley.com January-March 2025
Prepared for the Community of Santa Maria

ECONOMIC

IMPACT REPORT
Attachment A
The Santa Maria Valley Chamber of Commerce is proud to present our Quarterly Economic Impact Report from January-March 2025, showcasing our ongoing efforts to support economic growth and development in the region.

Throughout the quarter, the Chamber provided direct assistance to nine potential new businesses and 11 local enterprises, offering guidance on financial resources, community engagement and process navigation. These efforts reflect our commitment to fostering a thriving business environment in the Santa Maria Valley.

The Chamber has been involved in various programs, promotions and initiatives to foster growth in the region.

Multiple large-scale events also took place, such as our annual Business EXPO & Job Fair, State of Vandenberg and Housing Summit. The Chamber also attended the annual Western Association of Chamber Executive’s conference for professional Chamber development. Additionally, high Transient Occupancy Tax (TOT) rates have increased in 2025 compared to the previous year, demonstrating a potential for strategic tourism initiatives to drive positive results.

Workforce development has been a priority through various programs such as Leadership Santa Maria Valley, Teacher Tours, NextGen CEO, a partnership with SBCEO’s Partners in Education and more.

The Chamber remains deeply engaged with local government and the community through collaborative events and meetings. This report underscores the Chamber’s vital role in driving economic success and supporting a healthy business community.

Introduction
Table of Contents
Economic Development.........................................................................................1 Business Attraction................................................................................................2 Business Retention & Assistance..........................................................................2 Requests for Information.......................................................................................3 Providing Business Support...............................................................................3-6 Tourism.................................................................................................................7-9 Workforce Development.................................................................................10-11 Community Involvement.................................................................................12-13 Media Mentions................................................................................................14-15 Economic Development
9 PotentialNew Businesses
11Business Retentionand Assistance
50+ Events andMeetings
7429
Units in HousingPipeline
Santa Maria Valley Economic Impact Report | 1
4Requests forInformation
The Chamber’s Economic Development department provided direct support to 9 businesses thinking of starting a business or moving their business to Santa Maria.

Business Type/Idea Support Provided
Fitness Business License
R & D Start up information, bus set up and bus license
Business start-up Information on different business entities and other assistance Fitness business Potential Landlord intro
Janitorial Business Bus License set up
Laundromat/Carwash Questions/location check
Laundromat business Info needed/bus license assistance
Independent Contractor Business License assistance
Dog food company Information needed to start up business Business Attraction
Santa Maria Valley Economic Impact Report | 2
Business Retention & Assistance
The Chamber’s Economic Development department provided business assistance services to 11 local businesses and residents.

Business Support Provided
SMX Swag for Airport headquarter meetings
Consulting firm Advice on an local issue
West Coast Kustoms AHC outreach for volunteers
SMVRR Meeting with VSFB
Laurus College Collaboration discussion
SMX Tourism info
Communications Company introductions
News Interview Car dealerships econ info
GO Biz Contact info
Planning/Architect firm Communication with city
Realtor Wanting assistance with finding a buyer
Santa Maria Valley Economic Impact Report | 3
Networking Opportunities
1 , 1 0 0 +
Networking Event Participants
This includes the Chamber’s weekly Build Your Business
networking events, monthly mixers, Open House, ribbon cuttings, Hispanic Business Alliance Grow Your Business monthly meeting, Chamber committee meetings, annual Housing Summit, annual State of Vandenberg, and annual Business Expo & Job Fair.

W.A.C.E. Conference
The Chamber team attended the annual Western Association of Chamber Executives (W.A.C.E.) conference for Chamber
development. Jennifer Harrison, VP of Marketing &
Communications, graduated from the prestigious W.A.C.E.

Academy. Molly Alves, VP of Operations & Membership,
completed her two year term as Chair of Emerging Leaders Council.

Requests for Information
Governor’s Office of Business & Economic Development (GO-Biz) RFI’s The Chamber’s Economic Development department received 4 RFI’s through REACH. The RFI’s were two for Project Fusion, one for Project Coco and one Project Voltify.

Providing Business Support
Chamber Membership
8 5 3Members 2 9New Members 9 2 %Retention Rate
Santa Maria Valley Economic Impact Report | 4
Businesses of the Quarter
Xtreme Electronics and The Garden Mediterranean Restaurant were recognized at the Businesses of the Quarter for the 1st Quarter of 2025. The businesses were recognized during a City Council meeting, and presented an award for this recognition.

Providing Business Support
Open House
The Chamber officially launched its newly remodeled office and brand new Visitor’s Center with an Open House to the public for an opportunity to mix with Chamber staff, ambassadors and other members. The event was a success with over 80 people attending.

The first 25 people were given a tote bag with Chamber swag. The staff took turns giving tours of the remodeled space.

Housing Summit
The Santa Maria Valley Chamber and the Home Builders
Association of the Central Coast for the 2025 Santa Maria Valley Housing Summit. Attendees learned about current and future housing inventory, market trends, and the positive or negative causes of those trends. Featured speakers included Chenin Dow, Community Development Director of Santa Maria; Mark
Schniepp, California Economic Forecast; Chris Guillen, Attorney with Brownstein Hyatt Farber Schreck; Matt Bronson, City Manager of Grover Beach; Jeff Pemstein, Western Region
Governmental Advocate for the National Association of Home Builders.

State of Vandenberg
This annual event is an exclusive opportunity to connect with the Lompoc Valley and Santa Maria Valley communities at the State of Vandenberg luncheon, held at Vandenberg Space Force Base. This informative event features Base leadership providing critical updates on the mission, priorities, and developments at Vandenberg Space Force Base.

Santa Maria Valley Economic Impact Report | 5
Providing Business Support
Business EXPO & Job Fair
This popular event, in partnership with the Workforce Development Board of Santa Barbara County, offered the opportunity for Chamber members to showcase their products and services to other local professionals, gain exposure, find their future workforce, and network with fellow Chamber members and area business owners to build their business. The “I Heart Santa Maria” theme was a festive way to get involved with the local business community! Military Affairs Committee
There were 5 committee members and 2 chamber staff present for the first meeting in January. After self-introductions, we brainstormed on ways that our committee might support
Vandenberg Space Force Base and on who would be good speakers to invite for future meetings.

In March, three members of the VSFB Military & Family Readiness came and spoke of their programs. A few of the needs that they shared were housing, information on what is available in the Santa Maria area for the airmen and families and job placement for spouses and for those transitioning into retirement from active duty.

Business & Government Roundtable
Laurie Tamura of Urban Planning Concepts & Rural Planning Services spoke at the first Business & Government Roundtable of 2025.

Topics discussed included the General Plan Update, ways the community can get involved in this process, and challenges around growth and development in the Santa Maria Valley community.

EconAlliance did a presentation about who they are and what they do for the second meeting.

Ambassador Committee
The 2025 Ambassador Committee’s first meeting of 2025 included an orientation where Ambassadors learned about their role in the committee, and sub-committee volunteer opportunities.

For the second meeting, there were 11 Ambassadors, 1 staff and 1 board member in attendance. The meeting included an update on a successful Expo & Job Fair and a report on new member outreaches. An announcement was made of our upcoming meetings and events as well as Ambassador assignments for these events. Our Ambassador profile for the month was presented by Noemi Robles of Northern Santa Barbara County United Way.

Business Outreach & Assistance was provided to the following Hispanic businesses:

Santa Maria Valley Economic Impact Report | 6
Business Type/Name Support Provided
Trucking Business Start Up Helped in starting business plan Salsa Business Start Up Explained all the steps and details they would need to start a business Cleaning Business License Assistance
Barbershop Renovation Questions/Guidance
Trucking Business Potential New Business Support
Trucking Business New Business Inquiry Support
Meeting with local media about HBA (Jan 30th)
HBA Committee Meeting (Jan 29th)
Meeting with local Medical non-profit about HBA
(Jan 10th)
HBA History & Creation Meeting (Jan 14th)
Potential Immigration in the Workplace Webinar
Watch Party - 21 attendees (2/26)
HBA Committee Meeting (2/26)
Grow Your Business Event - March 6th (16
attendees)
Meeting w/ WEV (Women’s Economic Venture)
March 5th
HBA Committee Meeting- March 19th
Additional Activities
Providing Business Support
Hispanic Business Support
The Chamber’s Economic Development department helps support Hispanic business outreach efforts through the Hispanic Business Group, which organizes educational and networking events. 215
Hispanic Business
Group Members

Tourism
Transient Occupancy Tax Data
The Santa Maria Valley’s Transient Occupancy Tax (TOT) data for 2025 started off on a positive note, with January recording a notable increase of 5.4% compared to the same month in 2024, totaling $210,060.22. This promising start indicates successful early-year tourism efforts and community engagement. While previous months did not maintain the same momentum, this initial growth highlights the potential for strategic tourism initiatives to drive positive results.

By building on the success of January and leveraging the strong community and visitor interest seen at the start of the year, the Santa Maria Valley has a solid foundation to revitalize and sustain tourism growth throughout the remainder of 2025 and beyond.

Santa Maria Valley Economic Impact Report | 7
Month 2025 Monthly Totals 2024 Monthly Totals Percentage Change January $210,060.22 $199,345.75 +5.37%

Tourism
Santa Maria Valley Economic Impact Report | 8
Website Traffic
Our tourism website (santamariavalley.com) remains a strong driver for hotel referrals. 140,000+Website Visits
2,600+Website Hotel Referrals
Brochure & Visitor Guide Distribution
1 7 7 5
Visitor guides
distributed to local
hotels, businesses and
through Certified Folder
Display placements
6 0 0
Wine guides and mapsdistributed to localhotels, businesses andthrough Certified FolderDisplay placements Group Leads and Details
Dayton Corvair Club
Western Region Convention for the VCCA (vintage Chevy club of America) 50 Welcome Bags were requested on 2/19/25 for the upcoming Western Region Convention of the Vintage Chevrolet Club of America (VCCA), which is scheduled to take place from April 29 to May 3. The event will feature a dinner in Santa Maria, driving tours of the area from Agoura Hills to Solvang, and visits to attractions such as the air museum at the airport and the Mendenhall Museum in Buellton. Participants will also have the opportunity to enjoy wine tastings along the wine trail and attend a judged car event.

Community Support
The Visitor’s Bureau provided support to community events by providing complimentary services to two groups by assembling 50 welcome bags and providing hotel rate sheets for their attendees.

Tourism
Santa Maria Valley Economic Impact Report | 9
Cocktail Contest
2025 Dine Out #SantaMariaStyle was held from Jan. 10 to Feb.

9. Numerous local restaurants offered special menu items and discounts as part of a promotional campaign. The Craft Cocktail contest showcased participating establishments that crafted unique cocktails reflecting the area's history and culture. Select judges voted for their favorites while patrons sampled these creations and voted for their favorites via social media.

For 2025, Maya Mexican Restaurant won the People's Choice award, while Huckleberry’s won the Judge’s Choice award.

Paid Advertising
The Visitor’s Bureau was featured in CCTC’s CA Road Trip Guide and Central Coast Map.

We hosted 2 FAM tours from January-March:

Russ Winton
Wine columnist
Alec Sills-Trausch
Outdoor Photographer and owner of Explore with Alec
Familiarization (FAM) Tours & Media
Trade Shows & Industry Partner Events
Los Angeles Travel Show
WACE Conference
Travel & Adventure Bay Area- March 14-16 (Jennifer/Efrain attended) TMD Advisory Committee Meeting
Teacher Tours
The February Teacher Tour focused on Tourism, Agriculture & Hospitality. 10 high school CTE teachers who teach in the agriculture, culinary arts and hospitality industries spent the day touring Babe Farms, Blast 825 Restaurant and Naughty Oak Brewing Company.

In March, over 25 educators from across the county participated in the Teacher Tour at Vandenberg Space Force Base.

Stops included the Hawk’s Nest, Museum, and Environmental Briefing. Teacher tours connect high school CTE teachers with local industry so they can better prepare students for local careers.

Workforce Development
Santa Maria Valley Economic Impact Report | 10
The Chamber partnered with Santa Barbara County Education Office’s Partners in Education to host a Meet & Greet aimed at connecting North County businesses with the organization and raising awareness about ways to support student programs, such as internships and computer donations. Seven local businesses attended, resulting in several new partnerships. Chair Emily Kitts also participated in a Board Meeting recognizing sponsorship support.

Additionally, the Chamber launched its third year of involvement with Partners in Education’s Career Coaching program by supporting the “Networking & Career Exploration” workshop and participating in the 8-week Career Readiness Training. This program equips students with skills like networking, resume writing, and financial literacy, and gives them the opportunity to apply for paid internships upon completion.

Partners in Education
NextGen CEO
NextGen CEO kicked off their Spring Session partnering with the Boys & Girls Clubs of the Mid-Central Coast at Evans Park & Railroad club sites, featuring 20+ student participants.

Workforce Development
Santa Maria Valley Economic Impact Report | 11
Leadership Santa Maria Valley
In January, Leadership Santa Maria Valley (LSMV) focused on Business and Economics. Suzanne Singh from the Chamber presented on business support, economic development, and housing. Attendees also heard from the owner of Cool Hand Lukes and toured Safran Cabin and ArtCraft Paint to compare large and small business challenges. Twenty-four people attended. On January 30th, LSMV held an Alumni Lunch & Learn with Fire Chief Brad Dandridge, who shared his leadership journey with 8 attendees.

February’s topic day focused on Government, comparing city management in Guadalupe and Santa Maria through meetings with local officials, offering insights into different municipal approaches.

In March, the focus was Health and Human Services. Participants toured the Wisdom Center, VTC, and Marian Regional Medical Center, and heard from Youth Well and Child Welfare Services— gaining a broad overview of local health services. Twenty people attended. On March 27th, LSMV hosted another Alumni Lunch & Learn with new Santa Maria City Manager Dave Rowlands, who shared his leadership journey with 31 attendees.

Workforce Development Board
At the Workforce Development Board full Board meeting, Michael Boyer was introduced as a new Board member and Molly Alves was introduced as a member of the Adult & Special Projects Programs Committee.

Advocacy
As part of the Chamber’s monthly Business & Government Roundtable to engage in advocacy and understand needs of our community, the Chamber discussed the General Plan Update and also signed onto a Letter of Support for CalChamber Film/TV Tax Credit.

Santa Maria Valley Economic Impact Report | 12
Community Involvement
Local Meetings & Events
The Chamber’s Economic Development department stays actively involved in the community to build relationships and understand the needs of local businesses and the community.

United Way Board Meeting
Business & Government Roundtable Meeting (attended twice) Upward Mobility Summit at Allan Hancock College
Strategies for Advancing Economic Mobility: Empowering Rural Workers & Learners (ACCE Live Webinar)
W.A.C.E. Emerging Leaders Council Meeting
W.A.C.E. Conference Auction Committee Meeting
W.A.C.E. Conference Planning Committee Meeting
Santa Ynez Valley Chamber Board Presentation – Workforce Development, Tiered Membership & Non-Dues Revenue
Western Association of Chamber Executives Annual Conference Western Association of Chamber Executives Emerging Leaders Council
Workforce Development Board PH2 Monthly Collaboration
Meeting (Second Chance/Justice-Involved Program)
Economic & Community Development
McCarty Davis & Hamed – Cal Poly
Community Development Chenin Meeting
HOA Meeting
EXPO & Job Fair
State of Vandenberg
SLO Housing Summit
Rotary Meetings (2)
Teacher Tour at Vandenberg Space Force Base
Partners in Education Career Coaching Sessions (2)
Workforce Development Board Full Board Meeting
Workforce Development Board Committee Meet & Greet
Partners in Education Career Coaching: “Networking &
Career Exploration”
Housing Summit Meeting
REACH Practitioners Network
Partnership Discussion with Laurus College
Chamber Ambassador Committee Meeting
Solvang Chamber
McCarty Davis
Ed Carcary – HBA Meeting
Objective Design Standards Meeting
Housing Summit Meeting
Glenn Morris Meeting – HDL Prep
Chamber Board Meeting (listed twice)
Chamber Board Culture Task Force Meetings (3) –
Finalizing Chamber’s Updated Mission & Core Values
New Community Development Meeting – Lunch
RRM Design – Erik Justesen
Mark Schniepp – California Economic Forecast / Housing
Summit
HBA Committee Meeting
Jeff Palmer – EV Fleet Business in SM
Employer Info Session with Workforce Development Board
(for Business Expo & Job Fair)
Business Support
Meeting with Family Services Agency – State of
Youth Mental Health Event Planning
Meeting with Elks Recreation – Community
Partnership Discussion
UPC – General Plan Update Discussion
West Coast Kustoms Meeting
REACH / Airport Meeting
SBSCC Workforce Meeting
Lunch with Several After Glines Funeral
City / HDL / Chamber Meeting
BYB Weekly Networking Event (4)
Chamber / Solomon Hills Meeting
Software Platform Meeting (2)
SMVRR / OmniTrax Meeting
SB & Ventura Chamber Meeting
LSMV Board Meeting
Northern Santa Barbara County United Way Board
Meeting

Santa Maria Valley Economic Impact Report | 13
Community Involvement
Local Meetings & Events
The Chamber’s Economic Development department stays actively involved in the community to build relationships and understand the needs of local businesses and the community.

EconAlliance Future Forum
Chamber Mixer at Toyota
Economic Development Webinar
Economic Development Presentation at LSMV
Human Trafficking Event
Vere Marketing Ribbon Cutting
Solomon Hills Open House Event
Upward Mobility Summit
Build Your Business (BYB) Weekly Networking Breakfast
(3)
Chamber Mixer at Boys & Girls Clubs of Mid Central Coast Softec Workshop: NextGen Leadership
United Way Press Conference with Marian Regional Medical Center on Literacy 2.0 Partnership
CASA Fundraiser
Community Events
Planes of Fame Groundbreaking Ceremony
Literacy 2.0 Event
Pathways to Success Event at Allan Hancock College
HBA Annual Installation and Awards
SBSCC Annual Installation & Gala
Chamber Mixer at Klondike Pizza
Orcutt Children’s Art Foundation Fundraiser
SMV Leadership
Glines Funeral
Oasis Senior Center Fundraiser
NextGen CEO Program Kickoff
Allan Hancock College Pathways to Success Event
Leadership Santa Maria Valley Alumni Speaker Series
with City Manager Dave Rowlands
City Council 6-Month Report & Business of the
Quarter Presentation for Q1
Tri-County Chamber Alliance Meeting (attended
twice)
CalChamber Webinar Watch Party: Preparing for
Potential Immigration Enforcement in the
Workplace
Government Relations
Conversations with Elected Officials (4)
Military Affairs Committee
Planning Commission Meeting
Planning Commission Study Session
City Council Meeting
SMX Board of Directors Meetings

Santa Maria Valley Economic Impact Report | 14
Chamber Media Mentions
Topic Publication
Visitor Center Santa Maria Times
Jennifer Harrison VP Announcement Santa Maria Times
Suzanne Singh VP Announcement Noozhawk
Santa Maria Times
Businesses of the Quarter Noozhawk
Santa Maria Times
State of Vandenberg Santa Maria Times
Planes of Fame KEYT
Jennifer Ayala Marketing Coordinator Santa Maria Times
Noozhawk
ICE Webinar KSBY
January
Topic Publication
Open House Santa Maria Times
KEYT
Restaurant Month
KEYT
Santa Maria Times
KSBY
Noozhawk
Noozhawk
Ground News
VP of Marketing & Communications Noozhawk
Santa Maria Times
Editorials Santa Maria Times
Santa Maria Times
February

Santa Maria Valley Economic Impact Report | 15
Chamber Media Mentions
March
Topic Publication
Chamber Leader Recognition Noozhawk
Santa Maria Times
Apricot Lane Ribbon Cutting KEYT
Housing Summit
Noozhawk
KSBY
Santa Maria Times
Noozhawk
Transient Occupancy Tax KEYT
Terri Oneschuck VP Promotion Noozhawk
Santa Maria Times
Business EXPO & Job Fair
KEYT
Santa Maria Times
Santa Maria Times
NextGen CEO Kickoff Noozhawk
Santa Maria Times
Tourism Media Mentions
Topic Publication
Planes of Fame Vintage Aviation News
Music KQED
Wine San Francisco Chronicle
Yahoo
Santa Maria Style Barbecue Islands
General Visit Sacramento Bee
January
February
Topic Publication
Santa Maria Style Barbecue
Barbecuebible
Barbecuebible
Barbecuebible
Food Republic
Beaches Visit California
Wildfire Support Pacific Coast Business Times
Hotel Key Card Promo Bay Area Travel Writers
(805) 925-2403 | santamaria.com | santamariavalley.com

1 CITY COUNCIL MEETING MINUTES CITY OF SANTA MARIA, CALIFORNIA

April 15, 2025, 5:30 p.m.

City Hall Council Chambers
110 East Cook Street
Santa Maria

Roll Call: Councilmember Maribel Aguilera -Hernandez, Councilmember Gloria Flores, Councilmember Gloria Soto, Mayor Pro Tem Carlos Escobedo, Mayor Alice Patino

Staff Present: City Manager David W. Rowlands, Assistant City Manager Chuen Wu, City Attorney Thomas Watson, Fire Marshal Jim Austin, Director of Public Works Brett Fulgoni, Director of Community Development Chenin Dow, Principal Planner Frank Albro, Library Director Dawn Jackson, Director of Recreation & Parks Alex Posada, Interim Chief of Police Daniel Cohen, Director of Utilities Shad Springer, Chief Deputy City Clerk Donna Schwartz, Assistant City Clerk Alexandra Valadez

_____________________________________________________________________

CLOSED SESSION

1. CALL TO ORDER
At 4:30 p.m. Mayor Patino called the meeting to order.

ROLL CALL:

MEMBERS PRESENT:

Councilmember Flores, Councilmember Soto, Mayor Pro Tem Escobedo, and Mayor Patino.

MEMBERS ABSENT:

Councilmember Aguilera-Hernandez.

STAFF MEMBERS PRESENT:

City Manager David W. Rowlands and City Attorney Thomas Watson were present, along with Chief Deputy City Clerk Donna G. Schwartz.

2. PUBLIC COMMENT PERIOD
Mayor Patino opened public comment, there being none, closed public comment.

3. RECESS-CLOSED SESSION
At 4:31 p.m. Mayor Patino recessed to Closed Session.

3.a Conference with Labor Negotiators, Pursuant to California Government Code §54957.6

4. RECONVENE TO OPEN SESSION
OPEN SESSION - 5:30 P .M.

5. INVOCATION
Jim Larrabee with First Christian Church gave the Invocation.

6. PLEDGE OF ALLEGIANCE
Councilmember Soto led the Pledge of Allegiance.

2 7. CALL TO ORDER
Mayor Patino convened the meeting and called the meeting to order at 5:35 p.m.

MEMBERS PRESENT:

Councilmember Aguilera -Hernandez, Councilmember Flores, Councilmember Soto, Mayor Pro Tem Escobedo, and Mayor Patino.

8. REPORT BY THE CITY ATTORNEY FROM CLOSED SESSION
City Attorney Watson reported that instructions were provided to the City's Labor Negotiator.

9. PROCLAMATIONS

9.a Proclamation – “Arbor Day” - April 25, 2025
The City Council recognized April 25, 2025, as “Arbor Day” in the City of Santa Maria and invites all residents a nd businesses to celebrate and take part in the festivities by planting trees and acknowledging the important role trees have in the City. The Proclamation was received by Candis Lott, Alvin Elementary School teacher.

9.b Proclamation – “William Alvin Newton Day” – April 25, 2025 The City Council recognized April 25 th as “William Alvin Newton Day” in the City of Santa Maria. The Proclamation was accepted by Dena Maddison, daughter of William Alvin Newton.

9.c Proclamation – “Alcohol Awareness Month” - April 2025 The City Council recognized the month of April 2025 as “Alcohol Awareness Month” in the City of Santa Maria and encouraged all Santa Maria residents to join in the effort to prevent alcohol misuse and promote healthy choices for a stronger commun ity. The Proclamation was accepted by Fighting Back Santa Maria Valley's Youth Action Coalition.

9.d Proclamation – “National Day of Prayer” - May 1, 2025 The City Council recognized May 1, 2025, as “National Day of Prayer” in the City of Santa Maria and encouraged people of all faiths to participate in “Day of Prayer” according to their own traditions. The Proclamation was accepted by Nuri Roman with Community of Prayer.

9.e Proclamation – “2025 Boys & Girls Clubs of Mid Central Coast Youth of the Year” The City Council recognized Ruth Sinico-Luna as the “2025 Youth of the Year for the Boys and Girls Clubs of Mid Central Coast”. The Proclamation was accepted by Ruth Sinico-Luna.

10. PRESENTATIONS

10.a Homelessness and Encampment Response – Costs, Goals, Objectives, and Action Items.

The City Council received a presentation on costs associated with assisting the unhoused by the City of Santa Maria, and goals, objectives, and action items for continuing to address homelessness and encampment response. The Pr esentation was given by Assistant City Manager Chuen Wu, along with Seargent Felix Diaz and Senior Park Services Officer Ruben Ramirez.

11. PUBLIC COMMENT PERIOD (Not to exceed 15 Minutes)
Mayor Patino invited public comment. One written public comment was received by Barry Stotts.

Speaking from the public was Gary Hall, Esther Jensen, and Andrew Klein.

3 12. CONSENT CALENDAR
Consent Calendar Items 12.a.1 through 12.c.1 were approved as presented, including the adoption of Resolution Nos. 2025 -40, 2025 -41, 2025-42, 2025 -43, 2025 -44, and 2025 -45. The recorded vote appears with each item below.

Moved by: Councilmember Escobedo
Seconded by: Councilmember Aguilera-Hernandez
Adopt the Consent Calendar as submitted.

Ayes (5): Councilmember Aguilera-Hernandez, Councilmember Gloria Flores, Councilmember Soto, Councilmember Escobedo, and Mayor Patino
Motion carried by a recorded vote (5 to 0)

12.a CITY MANAGER/CITY CLERK DEPARTMENT

12.a.1 Ordinances and Resolutions
Moved by: Councilmember Escobedo
Seconded by: Councilmember Aguilera-Hernandez
Waived the reading in full of all Ordinances and Resolutions. Ordinances on the Consent Agenda will be adopted by the same vote cast at the first meeting, unless City Council indicates otherwise.

Motion carried by a recorded vote

12.a.2 Approval of Minutes
Moved by: Councilmember Escobedo
Seconded by: Councilmember Aguilera-Hernandez
Approved the Minutes of the regular City Council meeting of April 1, 2025.

Motion carried by a recorded vote

12.b FINANCE DEPARTMENT

12.b.1 Payment of Warrants
Moved by: Councilmember Escobedo
Seconded by: Councilmember Aguilera-Hernandez
Order ratified subject to having been certified as being in conformity with the budget and having been approved for payment by the Director of Finance.

Motion carried by a recorded vote

12.b.2 Payment of Payroll
Moved by: Councilmember Escobedo
Seconded by: Councilmember Aguilera-Hernandez
Order ratified subject to having been certified by the proper Department Directors, as shown on records on file in the De partment of Finance, and having been approved for payment by the Director of Finance.

Motion carried by a recorded vote

4 12.b.3 Adoption of a Resolution Approving Accounts Receivable and Uncollectible Debt Policy Action: Adopted as Resolution No. 2025-40.

Moved by: Councilmember Escobedo
Seconded by: Councilmember Aguilera-Hernandez
Adopted a Resolution approving an Accounts Receivable and Uncollectible Debt Policy.

Motion carried by a recorded vote

12.c PUBLIC WORKS DEPARTMENT

12.c.1 Adoption of Resolutions Approving Professional Services Agreements for On-Call Environmental Planning And Permitting Services
Action: Adopted as Resolution No. 2025-41.

Moved by: Councilmember Escobedo
Seconded by: Councilmember Aguilera-Hernandez

1. Adopted a Resolution awarding a Professional Services Agreement for On -Call Environmental Planning and Permitting Services to Kevin Merk Associates, LLC.; and Motion carried by a recorded vote

Action: Adopted as Resolution No. 2025-42.

Moved by: Councilmember Escobedo
Seconded by: Councilmember Aguilera-Hernandez

2. Adopted a Resolution awarding a Professional Services Agreement for On -Call Environmental Planning and Permitting Services to Rincon Consultants Inc.; and Motion carried by a recorded vote

Action: Adopted as Resolution No. 2025-43.

Moved by: Councilmember Escobedo
Seconded by: Councilmember Aguilera-Hernandez

3. Adopted a Resolution awarding a Professional Services Agreement for On -Call Environmental Planning and Permitting Services to CSG Consultants Inc.; and Motion carried by a recorded vote

Action: Adopted as Resolution No. 2025-44.

Moved by: Councilmember Escobedo
Seconded by: Councilmember Aguilera-Hernandez

4. Adopted a Resolution awarding a Professional Services Agreement for On -Call Environmental Planning and Permitting Services to EMC Planning Group Inc.; and Motion carried by a recorded vote

5 Action: Adopted as Resolution No. 2025-45.

Moved by: Councilmember Escobedo
Seconded by: Councilmember Aguilera-Hernandez

5. Adopted a Resolution awarding a Professional Services Agreement for On -Call Environmental Planning and Permitting Services to Nichols Consulting Engineers.

Motion carried by a recorded vote

13. PUBLIC HEARING

13.a Introduction of an Ordinance Adopting the Cost-of-Service Study

13.b Introduction of an Ordinance regarding Zoning Text Amendments for Battery Energy Storage Systems, Title 12 of the City of Santa Maria Municipal Code
Staff report was given by Director of Community Development Chenin Dow.

Mayor Patino opened the public hearing at 6:51 p.m.

Speaking from the public was Eric Daniels and Andy Caldwell.

Mayor Patino closed the public hearing at 7:01 p.m.

Action: Introduced as Ordinance No. 2025-01.

Moved by: Councilmember Aguilera-Hernandez
Seconded by: Councilmember Escobedo

1. Conducted the first reading and introduce an Ordinance amending Title 12, to add a new definition for Battery Energy Storage Systems to Chapter 12 -2, limiting Battery Energy Storage Systems facility location to 12-17 with a Conditional Use Permit and/or Planned Development Permit, and Establishing specific development standards for certain Battery Energy Storage System uses; and

2. Set for adoption at the next regular City Council meeting.

Ayes (5): Councilmember Aguilera-Hernandez, Councilmember Gloria Flores, Councilmember Soto, Councilmember Escobedo, and Mayor Patino
Motion carried by a recorded vote (5 to 0)

13.c Adoption of a Resolution Approving Measure A Five-Year Local Program of Projects for Fiscal Year 2025/2026 through 2029/2030
Staff report was given by Director of Public Works Brett Fulgoni.

Mayor Patino opened and closed the public hearing at 7:14 p.m., with no public comments received.

Action: Adopted as Resolution No. 2025-46.

Adopted a Resolution approving t he Measure A Five -Year Local Program of Projects for fiscal years 2025/2026 through 2029/2030; and certifying that the City of Santa Maria will provide sufficient funding in the 2025/2026 budget to meet the Measure A Maintenance of Effort requirement.

Motion carried unanimously

13.d Introduction of an Ordinance Amending Section 11-9.05 of the Santa Maria Municipal Code Concerning Quimby Park Fees.

Director of Recreation & Parks Alex Posada gave the staff report. He announced that "Attachment B - Quimby Fee Proposal Update" was included in error and will be removed from the agenda packet.

Mayor Patino opened the public hearing at 7:42 p.m.

6 Two written public comments from Laurie Tamura and Michael Stoltey. Speaking from the public was Pete Simmons and Andy Caldwell.

Mayor Patino closed the public hearing at 7:50 p.m.

Moved by: Mayor Patino
Seconded by: Councilmember Aguilera-Hernandez
Continue the public hearing to June 3, 2025, to give staff the opportunity to engage the development community.

Ayes (5): Councilmember Aguilera-Hernandez, Councilmember Gloria Flores, Councilmember Soto, Councilmember Escobedo, and Mayor Patino
Motion carried by a recorded vote (5 to 0)

14. REGULAR BUSINESS

14.a Introduction of an Ordinance Designating Fire Hazard Severity Zones in the City of Santa Maria Staff report was given by Fire Marshal Jim Austin.

Action: Introduced as Ordinance No. 2025-02.

Moved by: Councilmember Aguilera-Hernandez
Seconded by: Councilmember Escobedo

1. Conducted the first reading and introduce an Ordinance designating Fire Hazard Severity Zones in the City of Santa Maria; and

2. Set for adoption at the next regular City Council meeting.

Ayes (5): Councilmember Aguilera-Hernandez, Councilmember Gloria Flores, Councilmember Soto, Councilmember Escobedo, and Mayor Patino
Motion carried by a recorded vote (5 to 0)

15. REPORT BY CITY MANAGER
City Manager Rowlands announced the next City Council meeting is scheduled for Tuesday, May 6, 2025, agenda will include proclamations recognizing Municipal Clerk’s Wee k, Peace Officers’ Memorial Day, Go Rodeo Days, and National Public Works Week. In addition, the meeting will feature the swearing-in and introduction of the City’s new Police Chief and Finance Director. A Public Hearing will also be held regarding the Dow ntown Permit for the proposed El Super Grocery Store at the former Sears building location.

16. ORAL REPORTS OF COUNCILMEMBERS AND OFFICERS (INCLUDING AB 1234 REPORTS) Councilmember Flores announced she attended several community events, including the Auti sm Awareness event hosted by Children’s Resource & Referral of Santa Barbara County, CommUnify, the 2025 Elks Lodge Queen Kick -Off Dinner, and the Scholarship Foundation of Santa Barbara Ribbon Cutting Ceremony.

Councilmember Escobedo had nothing to report.

Councilmember Aguilera-Hernandez reported she attended the 2025 Elks Lodge Queen Kick-Off Dinner, the Scholarship Foundation of Santa Barbara Ribbon Cutting Ceremony, and a meeting of the Women Lawyers Association.

Councilmember Soto had nothing to report.

Mayor Patino provided a detailed report of her recent activities, which included attending the Local Agency Formation Commission (LAFCO) Board Meeting, the grand opening of El Toro Loco Supermarket, the 2025 Elks Lodge Queen Kick -Off Dinner, and a follo w-up meeting regarding food trucks and pop -up vendors. She also participated in an Affordable Housing Tour at West Cox Cottages

7 and Centennial Gardens, attended the Marian Breakfast with the President, spoke at an Altrusa meeting, and appeared on a segment of the Ben Heighs Radio Show.

17. ADJOURNMENT
There being no further business before the City Council, Mayor Patino declared the City Council meeting adjourned at 8:05 p.m.

Chief Deputy City Clerk Alice M. Patino, Mayor

COUNCIL AGENDA REPORT

TO: Mayor and City Council

FROM: Graciela Reynoso, Chief Human Resources Officer

DATE: May 6, 2025

SUBJECT: Adoption of Resolutions to Approve and Ratify the Successor Memorandum of Understanding with Santa Maria Fire Fighter’s Union Local #2020; and Approving the City’s Comprehensive Schematic Pay Schedule

Description:

The City Council will consider adopting Resolutions approving the ratification and approval of the Successor Memorandum of Understanding with the Santa Maria Fire Fighter’s Union Local #2020, amending Resolution No. 2022-24a, approving a wage and benefits package, and approving the City’s Comprehensive Schematic pay Schedule for all full-time and part-time employees in accordance with CalPERS guidelines.

RECOMMENDATION:

1. Adopt a Resolution Approving and Ratifying the Successor Memorandum of Understanding (MOU) with the Santa Maria City Fire Fighter’s Union Local #2020; and

2. Adopt a Resolution approving the City’s Comprehensive Schematic Pay Schedule for all full-time and part-time employees in accordance with CalPERS guidelines.

BACKGROUND:

Over the last few months, City staff has met with Santa Maria City Fire Fighter’s Union Local #2020 to negotiate a reasonable successor Memorandum of Understanding (MOU).

Discussions focused on the State and local economic climate retention efforts, and strategies to attract and retain quality employees. Following these discussions, and in line with City Council direction, staff successfully negotiated a two-and-a-half-year tentative agreement for the Santa Maria City Fire Fighter’s Union Local #2020, which would take effect upon ratification by the City Council through midnight on June 25, 2027.

The updated Comprehensive Schematic Pay Schedule for all full-time and part -time employees in accordance with CalPERS guidelines reflects the salary increases in the successor MOU.

2 DISCUSSION:

The recommendation is to ratify and approve the Successor MOU (Attachment C) with the Santa Maria City Fire Fighter’s Union Local #2020. The negotiated package proposes a two-and-a-half-year term with a total 14 percent base salary increase; certain equity adjustments, and a one-time lump sum payment of $2,000 for unit members in the employ of the City, on the date of Council approval of the MOU, as well as an increase to health insurance, and other minimal adjustments.

A Comprehensive Schematic Pay Schedule (Pay Schedule) for the City of Santa Maria is created and presented in accordance with the California Public Employees’ Retirement System ( CalPERS) regulations, intended to ensure consistency when reporting compensation for City employees. The Public Employees’ Retirement Law (PERL) , Government Code Section 20636(b)(1) requires pay amounts to be paid pursuant to publicly available pay schedules. The Comprehensive Schematic Pay Schedule includes pay rate information for all full -time and part -time employees, enhancing the disclosure and transparency of public employee compensation. CalPERS requires that all pay rates be listed on a single-pay schedule as per CalPERS’ requirements.

Whenever there are changes to one or more pay rates, whether through the meet -and- confer process, employment contracts, new classifications, reclassifications, etc., CalPERS requires the City update the Pay Schedule and present it to the City Council for review and approval. Any updates will include an effective date and date of any revisions and are to be retained by the City and available for public inspection for not less than five years. The Pay Schedule (Attachment D) incorporates these changes and previously authorized positions. Upon adoption of the Resolution by the City Council, the Pay Schedule will be posted on the City of Santa Maria’s website.

Alternative(s)
A decision by the City Council not to approve the ratification of the Successor MOU for the Santa Maria City Fire Fighter’s Union Local #2020 will result in a continuation of negotiations. In addition, a decision by the City Council not to approve the Comprehensive Schematic Pay Schedule would result in the City being out of compliance with CalPERS regulations.

Fiscal Considerations
The fiscal impact of the proposed two-and-a-half-year agreement for the Santa Maria City Fire Fighter’s Union Local #2020 is estimated at $2.507 million. Of that amount, $1.129 million was included in the approved Fiscal Year 2024 -26 budget. The increases are anticipated to result in additional expenditures but are necessary to retain and attract qualified personnel in key public safety roles.

3 Impact to the Community
The successful ratification of the successor MOU agreement will help ensure that the Santa Maria Fire Department remains competitive in terms of employee compensation.

This is critical to maintaining a well-staffed, qualified workforce, which in turn will continue to support the City’s public safety and community goals. Furthermore, these agreements contribute to the ongoing recruitment and retention efforts that are necessary in the current economic climate.

ATTACHMENT(S)
A. Resolution Approving and Ratifying Successor MOU Fire Local #2020 B. Resolution FT_PT_LS_Salary Schematic
C. Successor MOU Fire Local #2020
D. FT_PT_LS_ Salary Schematic

Attachment A
RESOLUTION NO.

A RESOLUTION OF THE CITY COUNCIL

OF THE CITY OF SANTA MARIA, CALIFORNIA

APPROVING AND ADOPTING THE SUCCESSOR

MEMORANDUM OF UNDERSTANDING WITH THE
SANTA MARIA CITY FIRE FIGHTERS’ UNION LOCAL #2020

WHEREAS, the City Council is committed to a compensation policy that strengthens the recruitment and retention of well-qualified employees; and

WHEREAS, the City Manager assembled wage and benefits packages incorporated herein, that outlines and delineates the benefits structure for these employees consistent with other employee bargaining groups.

NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Santa Maria, California, as follows:

SECTION 1. The proposed Successor Memorandum of Underst anding with the Santa Maria City Fire Fighter’s Union Local #2020 Calendar Years 2025-2027 (attached to the City Council Agenda Report dated May 6, 2025 as Attachment C) , incorporated herein by reference, is hereby authorized and approved; and

SECTION 2 . It is hereby directed that all changes provided by the Successor Memorandum of Understanding with the Santa Maria City Fire Fighter’s Union Local #2020 shall be carried out and is effective herewith in the manner provided therein; and

SECTION 3. The Chief Deputy City Clerk is hereby authorized to make minor changes herein to address clerical errors, so long as substantial conformance of the intent of this document is maintained. In doing so, the Chief Deputy City Clerk shall consult with the City Manager and City Attorney concerning any changes deemed necessary.

PASSED AND ADOPTED at a regular meeting of the City Council of the City of Santa Maria held this 6th day of May 2025.

ATTEST:

Chief Deputy City Clerk

Mayor

APPROVED AS TO FORM:
_______________________________
City Attorney
APPROVED AS TO CONTENT:
_______________________________
Department Director
_______________________________
City Manager

Attachment B

RESOLUTION NO.

A RESOLUTION OF THE CITY COUNCIL

OF THE CITY OF SANTA MARIA, CALIFORNIA,

APPROVING AND ADOPTING A COMPREHENSIVE SCHEMATIC PAY

SCHEDULE FOR ALL FULL-TIME AND PART-TIME EMPLOYEES IN

ACCORDANCE WITH CALPERS GUIDELINES

WHEREAS, the California Public Employees’ Retirement System (“CalPERS”) requires adoption of a publicly-presented Comprehensive Salary Schedule to implement salary adjustments, as set forth in section 570.5 of Title 2 of the California Code of Regulations; and

WHEREAS, the California Public Employees’ Retirement System (“CalPERS”) limits “compensation earnable” for retirement purposes to amounts listed on a Comprehensive Schematic Salary Schedule meeting requirements set forth in section 570.5 of Title 2 of the California Code of Regulations, including that government agency employers provide and make available to the public the salary of all full -time and part - time employees in a single salary format specified by CalPERS; and

WHEREAS, the City has compiled the necessary salary data to create a single salary schedule in compliance with the requirements of CalPERS, attached to the City Council Agenda Report as Attachment D, effective May 31, 2025.

NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Santa Maria, California, as follows:

SECTION 1. The Comprehensive Salary Schematic Schedule for all full-time and part-time employees (attached to the City Council Agenda Report dated May 6, 2025, as Attachment D) is incorporated herein by reference, is hereby authorized and approved ; and

SECTION 2. The salary adjustments are hereby authorized and approved; and

SECTION 3. The Chief Deputy City Clerk is hereby authorized to make m inor changes herein to address clerical errors, so long as substantial conformance of the intent of this document is maintained. In doing so, the Chief Deputy City Clerk shall consult with the City Manager and City Attorney concerning any changes deemed necessary.

///

PASSED AND ADOPTED at a regular meeting of the City Council of the City of Santa Maria, California, held this 6th day of May 2025.

ATTEST:

Chief Deputy City Clerk

Mayor

APPROVED AS TO FORM:
_______________________________
City Attorney
APPROVED AS TO CONTENT:
_______________________________
Department Director
_______________________________
City Manager

City of Santa Maria
Schematic Full-Time Bi-Weekly Rates
Adopted 05-06-2025
Effective 05-31-2025
Grade Description Assoc. Step A Step B Step C Step D Step E Step F Step G Step H 322 ACCOUNT CLERK - SCALE HOUSE g 1,882.48 1,976.60 2,075.43 2,179.20 2,288.16 324 ACCOUNT CLERK I g 1,836.52 1,928.35 2,024.77 2,126.01 2,232.31 323 ACCOUNT CLERK II g 2,031.08 2,132.63 2,239.26 2,351.22 2,468.78 370 ACCOUNTING TECHNICIAN I g 2,230.37 2,341.89 2,458.98 2,581.93 2,711.03 371 ACCOUNTING TECHNICIAN II g 2,459.52 2,582.50 2,711.63 2,847.21 2,989.57 374 ACCOUNTING TECHNICIAN III g 2,582.49 2,711.61 2,847.19 2,989.55 3,139.03 367 ADMINISTRATIVE ASSISTANT g 2,448.11 2,570.52 2,699.05 2,834.00 2,975.70 436 ADMINISTRATIVE LEADER m 3,631.57 3,794.99 3,965.76 4,144.22 4,330.71 4,525.59 4,729.24 4,942.06 447 ARFF SPECIALIST I f 3,014.45 3,165.17 3,323.43 3,489.60 3,664.08 448 ARFF SPECIALIST II f 3,315.84 3,481.63 3,655.71 3,838.50 4,030.43 176 ASSISTANT CITY ATTORNEY (Org Leader Broadband - Non Safety) m 6,519.61 - - - 10,866.01 146 ASSISTANT CITY MANAGER (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 203 ASSISTANT PLANNER g 2,505.71 2,631.00 2,762.55 2,900.68 3,045.71 008 ASSISTANT TO THE CITY MANAGER m 4,696.07 4,930.87 5,177.41 5,436.28 5,708.09 204 ASSOCIATE PLANNER g 3,161.43 3,319.50 3,485.48 3,659.75 3,842.74 176 ASST DIR OF RECREATION & PARKS (Org Leader Broadband - Non Safety) m 6,519.61 - - - 10,866.01
388 AUTOMOTIVE SERVICE WRITER g 2,660.01 2,793.01 2,932.66 3,079.29 3,233.25 140 BUILDING DIVISION MANAGER m 5,111.39 5,366.96 5,635.31 5,917.08 6,212.93 217 BUILDING INSPECTOR I g 2,643.11 2,775.27 2,914.03 3,059.73 3,212.72 220 BUILDING INSPECTOR II g 2,914.72 3,060.46 3,213.48 3,374.15 3,542.86 347 BUILDING PERMIT TECHNICIAN I g 2,264.17 2,377.38 2,496.25 2,621.06 2,752.11 348 BUILDING PERMIT TECHNICIAN II g 2,505.98 2,631.28 2,762.84 2,900.98 3,046.03 438 BUSINESS LEADER m 5,164.46 5,396.86 5,639.72 5,893.51 6,158.72 6,435.86 6,725.48 7,028.13 164 BUSINESS SYSTEMS ANALYST m 4,035.23 4,236.99 4,448.84 4,671.28 4,904.84 230 CAD TECHNICIAN g 2,775.70 2,914.49 3,060.21 3,213.22 3,373.88 264 CHIEF BUILDING INSPECTOR g 3,212.43 3,373.05 3,541.70 3,718.79 3,904.73 130 CHIEF DEPUTY CITY CLERK m 4,546.61 4,773.94 5,012.64 5,263.27 5,526.43 146 CHIEF HUMAN RESOURCES OFFICER (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56
146 CHIEF INFORMATION OFFICER (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 150 CHIEF OF POLICE (Corp Leader Broadband - Safety) psmp 8,735.19 - - - 13,102.79 226 CHIEF PUBLIC WORKS INSPECTOR g 2,814.06 2,954.76 3,102.50 3,257.63 3,420.51 146 CITY ATTORNEY (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 179 CITY MANAGER (Broadband) m 10,254.32 - - - 14,601.85 166 CODE ENFORCEMENT OFFICER I g 2,444.12 2,566.33 2,694.65 2,829.38 2,970.85 167 CODE ENFORCEMENT OFFICER II g 2,669.02 2,802.47 2,942.59 3,089.72 3,244.21 165 CODE ENFORCEMENT SUPERVISOR g 3,212.58 3,373.21 3,541.87 3,718.96 3,904.91 168 CODE ENFORCEMENT TECHNICIAN g 1,965.60 2,063.88 2,167.07 2,275.42 2,389.19 211 COMMUNITY PROGRAMS MANAGER m 4,388.79 4,608.23 4,838.64 5,080.57 5,334.60 340 CONFIDENTIAL OFFICE CLERK I m 1,652.49 1,735.11 1,821.87 1,912.96 2,008.61 341 CONFIDENTIAL OFFICE CLERK II m 1,825.81 1,917.10 2,012.96 2,113.61 2,219.29 311 CONFIDENTIAL SECRETARY m 2,283.61 2,397.79 2,517.68 2,643.56 2,775.74 343 CONFIDENTIAL TECHNICIAN I m 2,283.61 2,397.79 2,517.68 2,643.56 2,775.74 344 CONFIDENTIAL TECHNICIAN II m 2,517.68 2,643.56 2,775.74 2,914.53 3,060.26 346 CONFIDENTIAL TECHNICIAN III m 2,914.54 3,060.27 3,213.28 3,373.94 3,542.64 146 CORPORATE/EXECUTIVE LEADER - NON SAFETY (Broadband) m 8,258.16 - - - 12,604.56 150 CORPORATE/EXECUTIVE LEADER - SAFETY (Broadband) psm 8,735.19 - - - 13,102.79 265 CREW LEADER/MAINTENACE SPECIALIST g 2,553.71 2,681.40 2,815.47 2,956.24 3,104.05 298 CRIME ANALYST g 2,866.05 3,009.35 3,159.82 3,317.81 3,483.70 421 CRIME LAB AND EVIDENCE SUPV pn 4,365.70 4,583.99 4,813.19 5,053.85 5,306.54 417 CRIMINALISTICS TECHNICIAN I pn 2,724.19 2,860.40 3,003.42 3,153.59 3,311.27 418 CRIMINALISTICS TECHNICIAN II pn 3,531.91 3,708.51 3,893.94 4,088.64 4,293.07 331 CUSTOMER SERVICE CLERK g 1,581.36 1,660.43 1,743.45 1,830.62 1,922.15 389 CUSTOMER SERVICE TECHNICIAN g 2,303.07 2,418.22 2,539.13 2,666.09 2,799.39 439 DEPUTY BUILDING OFFICIAL m 4,089.11 4,293.57 4,508.25 4,733.66 4,970.34 373 DEPUTY CITY CLERK m 2,528.57 2,655.00 2,787.75 2,927.14 3,073.50 009 DEPUTY CITY MANAGER m 6,249.56 6,562.04 6,890.14 7,234.65 7,596.38 176
DEPUTY DIRECTOR OF PUBLIC WORKS/CITY ENGINEER (Org Leader Broadband - Non Safety) m 6,519.61 - - - 10,866.01
176 DEPUTY DIRECTOR - SOLID WASTE (Org Leader Broadband - Non Safety) m 6,519.61 - - - 10,866.01
178 DEPUTY FIRE CHIEF (Org Leader Broadband- Safety) psmf 6,769.78 - - - 11,137.38 424 DIGITAL FORENSICS EXAMINER pn 3,809.88 4,000.37 4,200.39 4,410.41 4,630.93 146 DIR OF COMMUNITY DEVELOPMENT (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56
146 DIR OF PUBLIC WORKS (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 146 DIR OF RECREATION & PARKS (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 146 DIRECTOR OF FINANCE (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 146 DIRECTOR OF UTILITIES (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 319 DISPATCHER I pn 2,654.51 2,787.24 2,926.60 3,072.93 3,226.58 Bi-Weekly Rates

Page 1 of 4 ends

Attachment D
City of Santa Maria
Schematic Full-Time Bi-Weekly Rates
Adopted 05-06-2025
Effective 05-31-2025
Grade Description Assoc. Step A Step B Step C Step D Step E Step F Step G Step H Bi-Weekly Rates
320 DISPATCHER II pn 3,079.23 3,233.19 3,394.85 3,564.59 3,742.82 441 ELECTRICAL AND INSTRUMENTATION TECHNICIAN g 3,504.82 3,680.06 3,864.06 4,057.26 4,260.12 239 ELECTRICIAN I g 2,789.77 2,929.26 3,075.72 3,229.51 3,390.99 227 ELECTRICIAN II g 3,229.51 3,390.99 3,560.54 3,738.57 3,925.50 302 ENGINEER I g 3,213.18 3,373.84 3,542.53 3,719.66 3,905.64 303 ENGINEER II g 3,542.55 3,719.68 3,905.66 4,100.94 4,305.99 317 ENGINEER III g 3,905.69 4,100.97 4,306.02 4,521.32 4,747.39 231 ENGINEERING TECH II g 2,501.43 2,626.50 2,757.83 2,895.72 3,040.51 232 ENGINEERING TECH III g 2,775.70 2,914.49 3,060.21 3,213.22 3,373.88 228 EQUIPMENT MECHANIC I g 2,310.21 2,425.72 2,547.01 2,674.36 2,808.08 225 EQUIPMENT MECHANIC II g 2,489.64 2,614.12 2,744.83 2,882.07 3,026.17 190 EXECUTIVE ASSISTANT m 3,102.38 3,257.50 3,420.38 3,591.40 3,770.97 253 FACILITIES SUPERVISOR g 3,368.66 3,537.09 3,713.94 3,899.64 4,094.62 281 FIELD MECHANIC g 2,616.93 2,747.78 2,885.17 3,029.43 3,180.90 332 FINANCE CLERK I g 1,882.50 1,976.63 2,075.46 2,179.23 2,288.19 333 FINANCE CLERK II g 2,075.85 2,179.64 2,288.62 2,403.05 2,523.20 329 FINANCE LEAD CLERK g 2,283.48 2,397.65 2,517.53 2,643.41 2,775.58 449 FIRE BATTALION CHIEF psmf 6,300.85 6,615.89 6,946.68 7,294.01 7,658.71 450 FIRE CAPTAIN f 4,353.22 4,570.88 4,799.42 5,039.39 5,291.36 189 FIRE CHIEF (Corp Leader Broadband - Safety) psmf 8,735.19 - - - 13,102.79 451 FIRE ENGINEER f 3,788.14 3,977.55 4,176.43 4,385.25 4,604.51 452 FIRE FIGHTER f 3,315.84 3,481.63 3,655.71 3,838.50 4,030.43 453 FIRE FIGHTER IN TRAINING f 2,482.91 2,607.06 2,737.41 2,874.28 3,017.99 443 FIRE INSPECTOR I f 2,892.68 3,037.32 3,189.19 3,348.65 3,516.08 444 FIRE INSPECTOR II f 3,189.20 3,348.66 3,516.09 3,691.89 3,876.48 446 FIRE MARSHAL m 6,154.11 6,461.82 6,784.91 7,124.16 7,480.37 295 FIRE PREVENTION OFFICER I f 3,014.45 3,165.17 3,323.43 3,489.60 3,664.08 296 FIRE PREVENTION OFFICER II f 3,315.84 3,481.63 3,655.71 3,838.50 4,030.43 254 FLEET SERVICES SUPERVISOR g 3,537.12 3,713.98 3,899.68 4,094.66 4,299.39 182 GIS ANALYST g 3,788.79 3,978.23 4,177.14 4,386.00 4,605.30 299 GIS MANAGER m 3,916.84 4,112.68 4,318.31 4,534.23 4,760.94 192 GIS TECHNICIAN I g 2,952.08 3,099.68 3,254.66 3,417.39 3,588.26 193 GIS TECHNICIAN II g 3,254.65 3,417.38 3,588.25 3,767.66 3,956.04 440 GRAPHICS TECHNICIAN g 2,264.17 2,377.38 2,496.25 2,621.06 2,752.11 372 GRANTS SPECIALIST I g 2,577.56 2,706.44 2,841.76 2,983.85 3,133.04 378 GRANTS SPECIALIST II g 2,841.78 2,983.87 3,133.06 3,289.71 3,454.20 209 GROUNDSKEEPER g 1,747.19 1,834.55 1,926.28 2,022.59 2,123.72 400 HEAVY EQUIPMENT MECHANIC g 2,827.18 2,968.54 3,116.97 3,272.82 3,436.46 401 HOUSING & COMMUNITY SERVICE TECHNICIAN g 2,505.98 2,631.28 2,762.84 2,900.98 3,046.03 423 INVESTIGATIVE SPECIALIST pn 2,641.67 2,773.75 2,912.44 3,058.06 3,210.96 426 INVESTIGATIVE SPECIALIST I pn 2,641.67 2,773.75 2,912.44 3,058.06 3,210.96 427 INVESTIGATIVE SPECIALIST II pn 2,912.45 3,058.07 3,210.97 3,371.52 3,540.10 286 LABORATORY COORDINATOR g 3,110.89 3,266.43 3,429.75 3,601.24 3,781.30 275 LANDFILL HEAVY EQUIP LEAD OPR g 2,720.12 2,856.13 2,998.94 3,148.89 3,306.33 274 LANDFILL HEAVY EQUIP OPR g 2,467.17 2,590.53 2,720.06 2,856.06 2,998.86 276 LANDFILL HEAVY EQUIP OPR II g 2,590.53 2,720.06 2,856.06 2,998.86 3,148.80 432 LEAD CUSTOMER SERVICE TECHNICIAN g 2,748.95 2,886.40 3,030.72 3,182.26 3,341.37 282 LEAD MECHANIC g 2,885.20 3,029.46 3,180.93 3,339.98 3,506.98 425 LEAD POLICE SERVICE TECHNICIAN pn 2,760.60 2,898.63 3,043.56 3,195.74 3,355.53 307 LEAD WASTEWATER OPERATOR g 3,244.92 3,407.17 3,577.53 3,756.41 3,944.23 308 LEAD WATER OPERATOR g 3,244.92 3,407.17 3,577.53 3,756.41 3,944.23 428 LEGAL OFFICE SPECIALIST - CONFIDENTIAL m 2,914.54 3,060.27 3,213.28 3,373.94 3,542.64 350 LIBRARIAN I g 2,404.28 2,524.49 2,650.71 2,783.25 2,922.41 248 LIBRARIAN II g 2,656.43 2,789.25 2,928.71 3,075.15 3,228.91 147 LIBRARIAN III m 4,480.11 4,704.12 4,939.33 5,186.30 5,445.62 352 LIBRARY ASSISTANT I g 2,029.25 2,130.71 2,237.25 2,349.11 2,466.57 354 LIBRARY ASSISTANT II g 2,237.54 2,349.42 2,466.89 2,590.23 2,719.74 351 LIBRARY CLERK g 1,581.36 1,660.43 1,743.45 1,830.62 1,922.15 146 LIBRARY DIRECTOR (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 353 LIBRARY TECHNICIAN g 2,231.49 2,343.06 2,460.21 2,583.22 2,712.38 244 MAINTENANCE WORKER I g 2,009.99 2,110.49 2,216.01 2,326.81 2,443.15 240 MAINTENANCE WORKER II g 2,166.15 2,274.46 2,388.18 2,507.59 2,632.97 330 OFFICE ASSISTANT I g 1,701.70 1,786.79 1,876.13 1,969.94 2,068.44 328 OFFICE ASSISTANT II g 1,880.15 1,974.16 2,072.87 2,176.51 2,285.34 176 ORGANIZATIONAL / ENTERPRISE LEADER - NON SAFETY (Broadband) m 6,519.61 - - - 10,866.01 177 ORGANIZATIONAL / ENTERPRISE LEADER - SAFETY (Broadband) psm 6,769.78 - - - 11,137.38 382 OUTREACH COORDINATOR g 2,264.17 2,377.38 2,496.25 2,621.06 2,752.11 183 PARK SERVICES OFFICER g 2,167.65 2,276.03 2,389.83 2,509.32 2,634.79 238 PARK SERVICES OFFICER II g 2,630.23 2,761.74 2,899.83 3,044.82 3,197.06 283 PARK SERVICES OFFICER III g 3,066.01 3,219.31 3,380.28 3,549.29 3,726.75 268 PARKS & FOREST SUPERVISOR g 3,340.50 3,507.53 3,682.91 3,867.06 4,060.41 430 PEG PRODUCTION MANAGER m 3,128.45 3,284.87 3,449.11 3,621.57 3,802.65 278 PLAN CHECK ENGINEER m 4,961.19 5,209.25 5,469.71 5,743.20 6,030.36 124 PLANNING DIVISION MANAGER m 6,287.93 6,602.33 6,932.45 7,279.07 7,643.02 216 PLANNING TECHNICIAN g 2,286.82 2,401.16 2,521.22 2,647.28 2,779.64

Page 2 of 4 ends

City of Santa Maria
Schematic Full-Time Bi-Weekly Rates
Adopted 05-06-2025
Effective 05-31-2025
Grade Description Assoc. Step A Step B Step C Step D Step E Step F Step G Step H Bi-Weekly Rates
297 PLANS EXAMINER g 3,056.10 3,208.91 3,369.36 3,537.83 3,714.72 422 POLICE CORPORAL p 3,832.64 4,024.27 4,225.48 4,436.75 4,658.59 177 POLICE DIVISION COMMANDER (Org Leader Broadband - Safety) psmp 6,769.78 - - - 11,137.38 416 POLICE LIEUTENANT pmm 6,012.25 6,312.86 6,628.50 6,959.93 7,307.93 413 POLICE OFFICER p 3,556.32 3,734.14 3,920.85 4,116.89 4,322.73 355 POLICE RECORDS SUPERVISOR g 2,820.25 2,961.26 3,109.32 3,264.79 3,428.03 327 POLICE RECORDS TECH-DETECTIVES g 2,315.25 2,431.01 2,552.56 2,680.19 2,814.20 325 POLICE RECORDS TECHNICIAN I g 2,143.88 2,251.07 2,363.62 2,481.80 2,605.89 326 POLICE RECORDS TECHNICIAN II g 2,315.25 2,431.01 2,552.56 2,680.19 2,814.20 410 POLICE SERGEANT pmm 4,853.51 5,096.19 5,351.00 5,618.55 5,899.48 256 POLICE SERVICES TECHNICIAN pn 2,503.95 2,629.15 2,760.61 2,898.64 3,043.57 390 POLICE TRAINEE pn 2,984.16 3,133.37 3,290.04 3,454.54 3,627.27 293 PRINCIPAL CIVIL ENGINEER m 5,534.48 5,811.20 6,101.76 6,406.85 6,727.19 127 PRINCIPAL PLANNER m 4,936.40 5,183.22 5,442.38 5,714.50 6,000.23 437 PROGRAM LEADER m 4,330.70 4,525.58 4,729.24 4,942.06 5,164.45 5,396.85 5,639.71 5,893.50 362 PROPERTY-EVIDENCE CLERK g 2,501.80 2,626.89 2,758.23 2,896.14 3,040.95 241 PUBLIC WORKS INSPECTOR g 2,552.46 2,680.08 2,814.08 2,954.78 3,102.52 135 PUBLIC WORKS OPERATIONS MGR m 5,111.39 5,366.96 5,635.31 5,917.08 6,212.93 169 PUBLIC WORKS TECHNICIAN I g 2,264.17 2,377.38 2,496.25 2,621.06 2,752.11 170 PUBLIC WORKS TECHNICIAN II g 2,505.98 2,631.28 2,762.84 2,900.98 3,046.03 257 RECREATION COORDINATOR g 2,615.79 2,746.58 2,883.91 3,028.11 3,179.52 285 RECREATION SUPERVISOR g 3,027.35 3,178.72 3,337.66 3,504.54 3,679.77 259 RECREATION TECHNICIAN g 2,264.17 2,377.38 2,496.25 2,621.06 2,752.11 316 REGULATORY COMPLIANCE MANAGER m 5,111.39 5,366.96 5,635.31 5,917.08 6,212.93 252 REGULATORY COMPLIANCE SPECIALIST I g 2,541.68 2,668.76 2,802.20 2,942.31 3,089.43 314 REGULATORY COMPLIANCE SPECIALIST II g 2,802.20 2,942.31 3,089.43 3,243.90 3,406.10 431 REGULATORY COMPLIANCE SUPERVISOR g 3,212.58 3,373.21 3,541.87 3,718.96 3,904.91 312 SECRETARY g 2,152.89 2,260.53 2,373.56 2,492.24 2,616.85 313 SECRETARY TO THE CITY MANAGER m 2,823.18 2,964.34 3,112.56 3,268.19 3,431.60 176 SENIOR ASSISTANT CITY ATTORNEY (Org Leader Broadband - Non Safety) m 6,519.61 - - - 10,866.01
349 SENIOR BUILDING PERMIT TECH g 2,674.53 2,808.26 2,948.67 3,096.10 3,250.91 292 SENIOR CIVIL ENGINEER g 4,277.68 4,491.56 4,716.14 4,951.95 5,199.55 267 SENIOR CREW LEADER-MAINT SPEC g 2,681.38 2,815.45 2,956.22 3,104.03 3,259.23 321 SENIOR DISPATCHER pn 3,396.37 3,566.19 3,744.50 3,931.73 4,128.32 237 SENIOR PARK SERVICES OFFICER g 3,587.70 3,767.09 3,955.44 4,153.21 4,360.87 205 SENIOR PLANNER g 3,727.09 3,913.44 4,109.11 4,314.57 4,530.30 201 SENIOR PLANS EXAMINER g 3,542.55 3,719.68 3,905.66 4,100.94 4,305.99 337 SENIOR POLICE RECORDS TECH g 2,431.01 2,552.56 2,680.19 2,814.20 2,954.91 163 SENIOR PROJECT MANAGER m 4,696.07 4,930.87 5,177.41 5,436.28 5,708.09 210 SENIOR SYSTEMS ANALYST m 5,052.85 5,305.49 5,570.76 5,849.30 6,141.77 304 SENIOR TRAFFIC SIGNAL TECH g 2,998.81 3,148.75 3,306.19 3,471.50 3,645.08 184 SHAREPOINT DEVELOPER g 3,865.00 4,058.25 4,261.16 4,474.22 4,697.93 195 SOLID WASTE COLLECTIONS SUPV g 3,500.14 3,675.15 3,858.91 4,051.86 4,254.45 196 SOLID WASTE EQUIP CREW LDR g 2,403.48 2,523.65 2,649.83 2,782.32 2,921.44 246 SOLID WASTE EQUIP LEAD OPR g 2,658.08 2,790.98 2,930.53 3,077.06 3,230.91 222 SOLID WASTE EQUIPMENT OPR I g 2,244.12 2,356.33 2,474.15 2,597.86 2,727.75 224 SOLID WASTE EQUIPMENT OPR II g 2,289.00 2,403.45 2,523.62 2,649.80 2,782.29 197 SOLID WASTE LANDFILL SUPV g 3,500.14 3,675.15 3,858.91 4,051.86 4,254.45 154 SOLID WASTE MANAGER m 5,534.48 5,811.20 6,101.76 6,406.85 6,727.19 380 SPECIAL DISTRICTS COORDINATOR g 3,340.50 3,507.53 3,682.91 3,867.06 4,060.41 411 SPECIAL DISTRICTS PLANNING TECHNICIAN g 2,264.17 2,377.38 2,496.25 2,621.06 2,752.11 358 SPECIAL DISTRICTS SUPERVISOR g 3,726.44 3,912.76 4,108.40 4,313.82 4,529.51 381 SPECIAL DISTRICTS TECHNICIAN g 2,577.04 2,705.89 2,841.18 2,983.24 3,132.40 271 STREET MAINT SUPERVISOR g 3,368.66 3,537.09 3,713.94 3,899.64 4,094.62 214 SYSTEMS ANALYST I g 3,504.82 3,680.06 3,864.06 4,057.26 4,260.12 215 SYSTEMS ANALYST II g 3,865.00 4,058.25 4,261.16 4,474.22 4,697.93 290 TRAFFIC SIGNAL TECHNICIAN g 2,789.60 2,929.08 3,075.53 3,229.31 3,390.78 202 TRANSIT ASSISTANT g 1,747.19 1,834.55 1,926.28 2,022.59 2,123.72 229 TRANSIT COORDINATOR g 2,456.60 2,579.43 2,708.40 2,843.82 2,986.01 185 TRANSIT PLANNER g 3,176.23 3,335.04 3,501.79 3,676.88 3,860.72 288 TRANSIT SERVICES MANAGER m 5,111.39 5,366.96 5,635.31 5,917.08 6,212.93 383 UTILITIES ACCOUNTING TECH I g 2,230.37 2,341.89 2,458.98 2,581.93 2,711.03 384 UTILITIES ACCOUNTING TECH II g 2,459.52 2,582.50 2,711.63 2,847.21 2,989.57 385 UTILITIES ACCOUNTING TECH III g 2,582.49 2,711.61 2,847.19 2,989.55 3,139.03 387 UTILITIES OUTREACH SPECIALIST g 2,270.26 2,383.77 2,502.96 2,628.11 2,759.52 207 UTILITIES TECHNOLOGY ANALYST g 3,504.82 3,680.06 3,864.06 4,057.26 4,260.12 334 UTILITY BILLING LEAD CLERK g 2,283.48 2,397.65 2,517.53 2,643.41 2,775.58 223 UTILITY BILLING SUPERVISOR g 2,397.63 2,517.51 2,643.39 2,775.56 2,914.34 306 WASTEWATER OPERATOR g 2,748.95 2,886.40 3,030.72 3,182.26 3,341.37 405 WASTEWATER OPERATOR I g 2,441.33 2,563.40 2,691.57 2,826.15 2,967.46 406 WASTEWATER OPERATOR II g 2,748.95 2,886.40 3,030.72 3,182.26 3,341.37 407 WASTEWATER OPERATOR III g 3,030.73 3,182.27 3,341.38 3,508.45 3,683.87 305 WASTEWATER OPERATOR TRAINEE g 2,441.33 2,563.40 2,691.57 2,826.15 2,967.46 198 WASTEWATER SUPERVISOR g 4,021.94 4,223.04 4,434.19 4,655.90 4,888.70 247 WATER CONSERVATION SPECIALIST g 2,031.08 2,132.63 2,239.26 2,351.22 2,468.78

Page 3 of 4 ends

City of Santa Maria
Schematic Full-Time Bi-Weekly Rates
Adopted 05-06-2025
Effective 05-31-2025
Grade Description Assoc. Step A Step B Step C Step D Step E Step F Step G Step H Bi-Weekly Rates
309 WATER OPERATOR g 2,748.95 2,886.40 3,030.72 3,182.26 3,341.37 402 WATER OPERATOR I g 2,441.33 2,563.40 2,691.57 2,826.15 2,967.46 403 WATER OPERATOR II g 2,748.95 2,886.40 3,030.72 3,182.26 3,341.37 404 WATER OPERATOR III g 3,030.73 3,182.27 3,341.38 3,508.45 3,683.87 310 WATER OPERATOR TRAINEE g 2,441.33 2,563.40 2,691.57 2,826.15 2,967.46 258 WATER RESOURCES LEAD OPERATOR g 3,297.27 3,462.13 3,635.24 3,817.00 4,007.85 134 WATER RESOURCES MANAGER m 5,534.48 5,811.20 6,101.76 6,406.85 6,727.19 263 WATER RESOURCES OPERATOR g 2,990.68 3,140.21 3,297.22 3,462.08 3,635.18 199 WATER SUPERVISOR g 4,021.94 4,223.04 4,434.19 4,655.90 4,888.70 243 WATER SYSTEM OPERATOR I g 2,381.85 2,500.94 2,625.99 2,757.29 2,895.15 249 WATER SYSTEM OPERATOR II g 2,681.82 2,815.91 2,956.71 3,104.55 3,259.78

Page 4 of 4 ends

City of Santa Maria
Schematic Hourly Rates (Part-Time - Limited Service)
Adopted 05-06-2025
Effective 05-31-2025
Grade Description Assoc. Step A Step B Step C Step D Step E za ACCOUNT CLERK AIDE z 20.96 22.01 23.11 24.27 25.48
ac ADMINISTRATIVE AIDE I e 21.07 22.12 23.23 - -
ab ADMINISTRATIVE AIDE II e 24.39 25.62 26.89 - -
aa ADMINISTRATIVE AIDE III e 28.33 29.75 31.24 - -
al ASSIST LIBRARY TECHNICIAN e 16.75 17.59 18.47 - -
as ASSISTANT CLERK - OFFICE e 16.50 17.33 18.19 - -
ap ASST PUBLIC WORKS INSPECTOR e 29.06 30.51 32.04 - -
ae AQUATICS SAFETY & EDUCATIONAL SPEC e 17.90 18.80 19.74 - - cd CERTIFIED DISPATCH AIDE e 31.44 33.01 34.66
zc CLERK II z 18.09 18.99 19.94 20.94 21.99
zx COMMUNITY OUTREACH COORDINATOR z 25.57 26.85 28.19 29.60 31.08 cl CONSULTANT I e 39.92 41.92 44.02 - -
cm CONSULTANT II e 46.23 48.53 50.96 - -
cn CONSULTANT III e 53.85 56.54 59.36 - -
co CONSULTANT IV e 63.04 68.29 73.54 - -
cp CUSTOMER SERVICE PHONE OPER* e 16.50 17.33 18.19 - - ya EMERGENCY SERVICES SPECIALIST z 35.08 36.83 38.67 40.60 42.63 ec EXECUTIVE CONSULTANT e 112.00 117.60 123.48
zp FACILITY SPECIALIST II z 21.55 22.63 23.76 24.95 26.20 zq FACILITY SPECIALIST III z 23.17 24.33 25.55 26.83 28.17 lo GENERAL LABORER e 16.50 17.33 18.19 - -
d1 INTERIM DIRECTOR I e 63.04 68.29 73.54 - -
d2 INTERIM DIRECTOR II e 78.80 84.05 89.30 - -
d3 INTERIM DIRECTOR III e 94.55 99.81 105.06 - -
ci INTERN - GENERAL e 16.50 17.33 18.19 - -
ei INTERN - PROFESSION e 16.50 17.33 18.19 - -
i1 INVESTIGATIVE OFFICER I e 73.54 0.00 0.00 - -
i2 INVESTIGATIVE OFFICER II e 105.06 0.00 0.00 - -
zf LABORER III z 19.02 19.97 20.97 22.02 23.12
lp LIBRARY PAGE e 16.50 17.33 18.19 - -
zg LIBRARY TECHNICAL ASSISTANT z 21.51 22.59 23.72 24.91 26.16 lg LIFEGUARD e 16.50 17.33 18.19 - -
mt MAINTENANCE TECHNICIAN e 16.50 17.33 18.19 - -
ma MULTIMEDIA ASSISTANT e 16.50 17.33 18.19 - -
ps PARK SERVICES AIDE e 16.50 17.33 18.19 - -
zy PARK SERVICES COORDINATOR z 44.60 46.83 49.17 51.63 54.21 pc POLICE CADET e 16.75 17.59 18.47 - -
zi POLICE RECORDS CLERK z 19.93 20.93 21.98 23.08 24.23 po PROVISIONAL OFFICER e 39.91 41.91 44.01 46.21 48.52
ra RECREATION ACTIVITY SPECIALIST z 19.22 20.18 21.19 22.25 23.36 re RECREATION LEADER II e 16.50 17.33 18.19 - -
rc REGULATORY COMPLIANCE CLERK e 16.50 17.33 18.19 - -
ao RESERVE POLICE OFFICER LEVEL 1 e 21.01 - - - -
bo RESERVE POLICE OFFICER LEVEL 2 e 17.86 - - - -
ze SECURITY GUARD z 21.85 22.94 24.09 25.29 26.56
zz SENIOR LIFEGUARD z 21.22 22.28 23.39 24.56 25.79
sl SKILLED LABORER e 22.02 23.12 24.28 - -
sa STAFF AIDE - FACILITIES e 16.50 17.33 18.19 - -
zt STAFF ASSISTANT z 18.48 19.40 20.37 21.39 22.46
si SWIM INSTRUCTOR e 17.90 18.80 19.74 - -
sc SWIM POOL CLERK e 16.50 17.33 18.19 - -
t1 TECHNICAL AIDE I e 16.50 17.33 18.19 - -
t2 TECHNICAL AIDE II e 16.50 17.33 18.19 - -
t3 TECHNICAL AIDE III e 18.20 19.11 20.06 - -
tp TEMPORARY PLANNER e 34.84 36.59 38.41 - -
zr TRANSIT TECHNICIAN z 21.51 22.59 23.72 24.91 26.16
Hourly Rates

Page 1 of 1 ends

MEMORANDUM OF UNDERSTANDING
SAN
TA MARIA CITY FIRE FIGHTERS' UNION LOCAL #2020
CALENDAR YEARS 2025-2027

TABLE OF CONTENTS
CHAPTER 1. DEFINITIONS ............................................................................................................................................ 1-1

1.1 D EFINITIONS ......................................................................................................................................................... 1-1 CHAPTER 2. RECOGNITION AND IMPLEMENTATION ............................................................................................... 2-1

2.1 RECOGNITION ....................................................................................................................................................... 2-1

2.2 IMPLEMENTATION .................................................................................................................................................. 2-1

2.3 TERM ................................................................................................................................................................... 2-1

2.4 MEET AND CONFER REPRESENTATIVES .................................................................................................................. 2-2

2.5 MEET AND CONFER IN GOOD FAITH ....................................................................................................................... 2-2

2.6 WRITTEN NOTICE .................................................................................................................................................. 2-2

2.7 MEDIATION ........................................................................................................................................................... 2-2

2.8 T IME OFF FOR MEETINGS ...................................................................................................................................... 2-2 CHAPTER 3. COMPENSATION, WORK HOURS AND PREMIUM PAY ....................................................................... 3-1 ARTICLE I. SALARIES AND SALARY ADJUSTMENTS .................................................................................................. 3-1

3.1 SALARIES ............................................................................................................................................................. 3-1

3.2 SALARY SURVEY PROCEDURE ............................................................................................................................... 3-1

3.3 BILINGUAL PAY ..................................................................................................................................................... 3-2

3.4 EQUITY ADJUSTMENTS .......................................................................................................................................... 3-2

3.5 L ONGEVITY PAY .................................................................................................................................................... 3-3 ARTICLE II. HOURS OF WORK AND SPECIAL PAY PROVISIONS................................................................................ 3-4

3.10 WORK HOURS ....................................................................................................................................................... 3-4

3.11 OVERTIME ............................................................................................................................................................ 3-4

3.12 E MERGENCY WORK RESPONSE ............................................................................................................................. 3-5

3.13 E MERGENCY CALL BACK PAY ................................................................................................................................ 3-5

3.14 BREAK PERIODS ................................................................................................................................................... 3-5

3.15 W ORKDAY ............................................................................................................................................................ 3-6

3.16 SUNDAY AND HOLIDAY........................................................................................................................................... 3-7

3.17 COURT APPEARANCES .......................................................................................................................................... 3-7

3.18 S HIFT EXCHANGES ................................................................................................................................................ 3-8

3.19 MANDATORY TIME OFF (MTO) PROGRAM .............................................................................................................. 3-8

3.20 CHANGE IN SHIFT ASSIGNMENTS ........................................................................................................................... 3-8

3.21 CONVERSION OF PERSONNEL TO 40-HOUR WORK WEEK ........................................................................................ 3-8

3.22 FIRE INVESTIGATION ON CALL PROGRAM .............................................................................................................. 3-12 CHAPTER 4. RETIREMENT ............................................................................................................................................ 4-1

4.1 C ALPERS ............................................................................................................................................................ 4-1

4.2 DEFERRED INCOME ............................................................................................................................................... 4-3 CHAPTER 5. INSURANCE .............................................................................................................................................. 5-1

5.1 GENERAL ELIGIBILITY ............................................................................................................................................ 5-1

5.2 DISABILITY INSURANCE .......................................................................................................................................... 5-1

5.3 H EALTH INSURANCE .............................................................................................................................................. 5-1

5.4 LIFE INSURANCE ................................................................................................................................................... 5-2

5.5 DENTAL INSURANCE .............................................................................................................................................. 5-2

5.6 OPTICAL INSURANCE ............................................................................................................................................. 5-2

5.7 POST-EMPLOYMENT HEALTH PLAN ........................................................................................................................ 5-2 Attachment C
ii
CHAPTER 6. UNIFORMS AND EQUIPMENT ................................................................................................................. 6-1

6.1 UNIFORM ALLOWANCE ........................................................................................................................................... 6-1

6.2 UNIFORMS DAMAGED ............................................................................................................................................ 6-1

6.3 AUXILIARY GEAR ................................................................................................................................................... 6-2

6.4 OTHER EQUIPMENT ............................................................................................................................................... 6-2 CHAPTER 7. SPECIAL PROVISIONS ............................................................................................................................ 7-1

7.1 RULES AND REGULATIONS ..................................................................................................................................... 7-1

7.2 DEPARTMENT GUIDELINES ..................................................................................................................................... 7-1

7.4 RESIDENCY REQUIREMENT .................................................................................................................................... 7-1

7.5 CHANGING EMPLOYEE REPRESENTATION GROUPS ................................................................................................. 7-1

7.6 PROBATION........................................................................................................................................................... 7-2

7.7 MOVE UP .............................................................................................................................................................. 7-2

7.8 UNION BUSINESS .................................................................................................................................................. 7-2

7.9 ELIMINATION OF FIRE SERVICE .............................................................................................................................. 7-3

7.10 ACCESS TO FACILITIES .......................................................................................................................................... 7-3

7.11 BULLETIN BOARDS AND ELECTRONIC NOTICES ....................................................................................................... 7-3

7.12 COPY MACHINES ................................................................................................................................................... 7-3

7.13 COMMUNICATIONS AND COMPUTER SYSTEMS......................................................................................................... 7-4

7.14 PRINTING OF CONTRACT ....................................................................................................................................... 7-4

7.15 AMERICANS WITH DISABILITIES ACT ....................................................................................................................... 7-4

7.16 CONDITION OF EMPLOYMENT ................................................................................................................................. 7-5

7.17 OCCUPATIONAL WELLNESS PROGRAM ................................................................................................................... 7-5

7.18 PARAMEDIC PROGRAM .......................................................................................................................................... 7-5

7.19 EXAMINATION PROCESS ........................................................................................................................................ 7-5

7.20 MEAL CONTRIBUTION ............................................................................................................................................ 7-5 CHAPTER 8. PAY PRACTICES ...................................................................................................................................... 8-1

8.1 PAYROLL STEP PLAN............................................................................................................................................. 8-1

8.2 PAYROLL AND PAY PERIOD .................................................................................................................................... 8-1

8.3 "Y" RATE .............................................................................................................................................................. 8-1 CHAPTER 9. LEAVE PROVISIONS ................................................................................................................................ 9-1

9.1 SICK LEAVE .......................................................................................................................................................... 9-1

9.2 BEREAVEMENT LEAVE ........................................................................................................................................... 9-3

9.3 UNAUTHORIZED ABSENCE – AUTOMATIC TERMINATION ........................................................................................... 9-4 CHAPTER 10. VACATION .............................................................................................................................................. 10-1

10.1 ACCUMULATION OF VACATION ............................................................................................................................. 10-1

10.2 GENERAL PROVISIONS ........................................................................................................................................ 10-1

10.3 CONSTRUCTIVE RECEIPT ..................................................................................................................................... 10-2 CHAPTER 11. HOLIDAYS ............................................................................................................................................... 11-1

11.1 HOLIDAYS OBSERVED ......................................................................................................................................... 11-1

11.2 PROCLAIMED HOLIDAYS ...................................................................................................................................... 11-2

11.3 CLOSING OF CITY OFFICES .................................................................................................................................. 11-3 CHAPTER 12. LAYOFF PROCEDURE ........................................................................................................................... 12-1

12.1 GENERAL PURPOSE ............................................................................................................................................ 12-1

12.2 EMPLOYEE EVALUATIONS .................................................................................................................................... 12-1

12.3 REDUCTION IN FORCE - DEMOTION ...................................................................................................................... 12-1

12.4 REDUCTION IN FORCE - LAYOFF ........................................................................................................................... 12-1

12.5 DETERMINING LENGTH OF SENIORITY ................................................................................................................... 12-2

12.6 ORDER OF REDUCTION IN FORCE ......................................................................................................................... 12-2

12.7 DETERMINING ORDER OF LAYOFF AND DEMOTION FOR EMPLOYEES WITH IDENTICAL SENIORITY AND/OR JOB PERFORMANCE .................................................................................................................................................. 12-2

12.8 REINSTATEMENT OF EMPLOYEE DEMOTED AS A RESULT OF A REDUCTION IN FORCE .............................................. 12-3

12.9 RE-EMPLOYMENT OF EMPLOYEES LAID OFF AS A RESULT OF A REDUCTION IN FORCE ............................................ 12-3 iii

12.10 DURATION OF REINSTATEMENT AND RE-EMPLOYMENT LISTS ................................................................................. 12-3

12.11 RESTORATION OF BENEFITS UPON RE-EMPLOYMENT FOLLOWING A REDUCTION IN FORCE ..................................... 12-4

12.12 OBLIGATION TO SERVE PROBATIONARY PERIOD ................................................................................................... 12-4

12.13 PAYOFF OF ACCRUALS UPON LAYOFF .................................................................................................................. 12-4

12.14 NON-DISCRIMINATION IN REDUCTION IN FORCE .................................................................................................... 12-5

12.15 COMPUTING LENGTH OF SERVICE ........................................................................................................................ 12-5 CHAPTER 13. GRIEVANCE PROCEDURE AND DISCIPLINARY APPEALS .............................................................. 13-1

13.1 GRIEVANCE PROCEDURE AND DISCIPLINARY APPEALS .......................................................................................... 13-1 CHAPTER 14. MANAGEMENT RIGHTS AND RESPONSIBILITIES ............................................................................. 14-1

14.1 GENERAL PROVISIONS ........................................................................................................................................ 14-1

14.2 AUTHORITY OF THIRD-PARTY NEUTRAL ................................................................................................................ 14-2

14.3 IMPACT OF MANAGEMENT RIGHTS ........................................................................................................................ 14-2

14.4 EXCHANGE OF INFORMATION ............................................................................................................................... 14-2 CHAPTER 15. SLOW DOWN, WORK STOPPAGE, OR STRIKE .................................................................................. 15-1

15.1 SLOW DOWN OR WORK STOPPAGE ..................................................................................................................... 15-1 CHAPTER 16. EDUCATIONAL INCENTIVE PAY .......................................................................................................... 16-1

16.1 GENERAL PROVISIONS ........................................................................................................................................ 16-1

16.2 2.5% EDUCATIONAL INCENTIVE PAY .................................................................................................................... 16-1

16.3 5.0% & 7.5% EDUCATIONAL INCENTIVE PAY ........................................................................................................ 16-1

16.4 ADDITIONAL BENEFITS ......................................................................................................................................... 16-2

16.5 CERTIFICATE INCENTIVE PROGRAM ...................................................................................................................... 16-2 CHAPTER 17. SAFETY ................................................................................................................................................... 17-1

17.1 SAFETY .............................................................................................................................................................. 17-1 CHAPTER 18. RENEGOTIATION ................................................................................................................................... 18-1

18.1 RENEGOTIATION .................................................................................................................................................. 18-1 CHAPTER 19. PRIOR AND EXISTING CONDITIONS ................................................................................................... 19-1

19.1 PRIOR AND EXISTING CONDITIONS ....................................................................................................................... 19-1 CHAPTER 20. PRE-EMPTIVE LAWS ............................................................................................................................. 20-1

20.1 PRE-EMPTIVE LAWS ............................................................................................................................................ 20-1 LOCAL 2020 MOU CY 2025-27
DEFINITIONS PAGE 1-1
CHAPTER 1. DEFINITIONS

1.1 Definitions
(See Municipal Code Section 2-20.01)

The following terms as used in this MOU shall, unless the context clearly indicates otherwise, have the respective meanings herein set forth:

24 Hour Shift – 24 consecutive hours of work beginning at 8am daily. (MOU 06-04-19)

AFFORDABLE CARE ACT (ACA) – Full time employee – For purposes of the Affordable Care Act only, full-time shall be defined as those employees regularly scheduled to work 30 hours per week over the measurement period.
(MOU 01-21-14)

CITY - shall mean the City of Santa Maria, a municipal corporation, and where appropriate herein, according to the content, "City" refers to the City Council, the governing body of said City.

CITY MANAGER - shall mean the City Manager of the City of Santa Maria or his/her designated representative.

CONTINUOUS SERVICE - shall mean employment in a regular position which has not been interrupted by resignation, discharge, or retirement.

COUNCIL - shall mean the City Council, the governing body of the City of Santa Maria.

DEPARTMENT HEAD - shall mean the Fire Chief of the Santa Maria Fire Department or his/her designated representative.

EMERGENCY - shall mean an unforeseen circumstance requiring immediate action, a sudden unexpected happening, an unforeseen occurrence or condition, a pressing necessity.

EMPLOYEE - shall mean all City of Santa Maria personnel except those covered by the miscellaneous, police, management and confidential or limited -service areas, all of which are identified in the City’s resolution regarding employer employee relations. (MOU 12-06-11)

EMPLOYEES' UNION - shall mean the Santa Maria City Fire Fighters' Union Local 2020.

FIRE CHIEF - shall mean the Fire Chief of the City of Santa Maria or his/her designated representative.
(MOU 1-17-95)

GRIEVANT - shall mean an employee or group of employees claiming to be adversely affected by an act or omission of the employer.

LOCAL 2020 MOU CY 2025-27
DEFINITIONS PAGE 1-2
GRIEVANCE - is defined as a written allegation by a grievant, as defined herein, claiming violation(s) of the specific expressed terms of the Memorandum of Understanding (MOU), or City personnel rules or departmental operational directives for which there is no other specific method or review provided by City law. Certain matters are specifically excluded from the grievance procedure (see Chapter 13 of this MOU).

MANAGEMENT - shall mean the City Manager and/or his/her Assistant and the Department Heads of the City of Santa Maria.
(MOU 2-22-03)

MANAGEMENT REPRESENTATIVES - shall mean the City Manager of the City of Santa Maria and/or those to whom he/she has delegated the duties and responsibilities set forth in the City Council's resolution regarding employer-employee relations.

MEMORANDUM - shall mean the currently effective provisions of any MOU made and entered into by and between the City of Santa Maria and the majority representative of all City personnel except those covered by the miscellaneous, police, or management areas, all of which are identified in the City's resolution regarding employer-employee relations.

NON-SHIFT EMPLOYEE - shall mean an employee permanently assigned to a forty (40) hour work week. Non-shift employees may include, but are not limited to, persons in Fire Prevention. (MOU 1-17-95)

PRO-RATED - shall mean the providing of a benefit and/or leave accrual on a proportional basis; based on the employee being in a full-time paid status on City payroll (112 hours per pay period for shift employees and 80 hours per pay period for non- shift employees), over a full payroll calendar year (twenty-six pay periods). Employees in a paid status on City payroll for less than the aforementioned time frame will be provided said benefits and/or leave at a proportionally reduced rate. At no time may an employee receive more than 100% of said negotiated benefit regardless of hours worked.
(MOU 2-05-08)

REGULAR EMPLOYEE - shall mean an employee who is not on probation and is employed in a full-time regular position.
(MOU 2-05-08)

REGULAR POSITION - shall mean a budgeted position established on a year -round basis requiring work on a regular schedule unless otherwise authorized by minute order of the City Council.
(MOU 2-05-08)

QUALIFIED – shall mean a member is considered qualified when they have met all the requirements set forth by the department to perform the duties of a certain rank of job function. (MOU 06-04-19)

SENIORITY - shall mean total continuous full -time equivalent service as a regular employee unless the context herein indicates otherwise.

SHIFT EMPLOYEE - shall mean an employee assigned to a fifty-six (56) hour work week.

LOCAL 2020 MOU CY 2025-27
RECOGNITION AND IMPLEMENTATION PAGE 2-1
CHAPTER 2. RECOGNITION AND IMPLEMENTATION

2.1 Recognition

2.1.1 Pursuant to the provisions of Resolution 2002- 29 of the City regarding Employer - Employee Relations, the Santa Maria City Fire Fighters' Union Local 2020 has been found to be, and is recognized as, a majority representative of all sworn fire personnel not covered by a management unit. Management hereby recognizes the Santa Maria City Fire Fighters' Union Local 2020 as the certified majority representative of employees in the City of Santa Maria Fire Department in the following classifications:
• ARFF Specialist I
• ARFF Specialist II
• Fire Captain
• Fire Engineer
• Fire Fighter
• Fire Fighter in Training
• Fire Inspector I
• Fire Inspector II
• Fire Prevention Officer I
• Fire Prevention Officer II
(Side letter 2020-01)

2.1.2 The parties agree that the above ARFF classifications shall remain represented unit classes only so long as they remain 100 percent (100%) funded by the Airport District and have not yet been absorbed into the Fire Fighter classification. (MOU 02-15-11)

2.2 Implementation

2.2.1 This MOU constitutes a mutual recommendation to be jointly submitted to the Council.

It is agreed that this MOU shall not be binding upon the parties, either in whole or in part, unless and until the Council:

2.2.1.1 Acts, by majority vote, formally to approve the MOU; and/or

2.2.1.2 Enacts amendments to all City ordinances required to implement the provisions set forth.

2.3 Term

2.3.1 The term of this MOU shall be effective upon ratification by City Council through 12:00 Midnight on June 25, 2027.
(MOU 05-06-25)
LOCAL 2020 MOU CY 2025-27
RECOGNITION AND IMPLEMENTATION PAGE 2-2

2.4 Meet and Confer Representatives

2.4.1 The Santa Maria City Fire Fighters' Union Local 2020 agrees to Meet and Confer with the designated representative of the City Council only, and the City Council's representative agrees to Meet and Confer with the Santa Maria City Fire Fighters' Union Local 2020 (Local 2020) designated representative only.
(MOU 1-1-76)

2.5 Meet and Confer in Good Faith

2.5.1 Pursuant to Government Code 3505 and City Resolution 2002-29, Section 7, the City shall meet and confer in good faith with Local 2020 representatives on all matters within the scope of representation. This shall include but not be limited to wages, hours, and other terms and conditions of employment . Nothing within this MOU shall constitute a waiver of rights guaranteed to the parties under the Meyers-Milias-Brown Act (Govt. Code Section 3500 et seq.). (AMENDED MOU 2-22-03)

2.6 Written Notice

2.6.1 Pursuant to Government Code Section 3504.5 and City Resolution 2002- 29, Section 9, the City, except in cases of emergencies, shall provide Local 2020 representatives reasonable written notice of any changes relating to matters within the scope of representation to include but not limited to wages, hours, or any other terms and conditions of employment. (MOU 2-22-03)

2.7 Mediation

2.7.1 Pursuant to Government Code Section 3505.2, if, after a reasonable period of time the City representative and Local 2020 representatives fail to reach an agreement on matters relating to the scope of representation and impasse is declared, the City will agree to mediation.

The Mediator will be mutually agreed on with costs of mediation to be split equally between the City of Santa Maria and Local 2020.
(MOU 1-1-91)

2.8 Time Off for Meetings

2.8.1 Pursuant to Government Code Section 3503.3, the City shall allow a reasonable number of Local 2020 representatives time off from work, including previously assigned overtime without loss of compensation or other benefits for the purpose of formally meeting and conferring with either City Administration or Fire Department Management on matters within the scope of representation.
(MOU 06-04-19)
LOCAL 2020 MOU CY 2025-27
COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-1
CHAPTER 3. COMPENSATION, WORK HOURS AND PREMIUM PAY

ARTICLE I. SALARIES AND SALARY ADJUSTMENTS

3.1 Salaries

3.1.1 Effective the first full payroll period after May 30, 2025, a onetime lump sum payment of $2,000 will be given to those unit members in the employ of the City. (MOU 05-06-25)

3.1.2 Effective the first full payroll after May 30, 2025, a base salary increase of ten percent (10%) will be given to those unit members in the employ of the City following the City Council approval of the MOU.
(MOU 05-06-25)

3.1.3 Effective the first full payroll period after June 26, 2026, a base salary increase of four percent (4%) will be given to unit members in the employ of the City. (MOU 05-06-25)

3.2 Salary Survey Procedure

3.2.1 For purposes of preparing a salary survey for consideration during the meet and confer process, salaries shall be set at the combined m edian and average of the salary -only survey.

However, no provision in this MOU shall be interpreted to mandate the setting of prospective salary and/or other forms of compensation at a level indicated in the survey. (MOU 2-05-08)

3.2.2 It is understood and agreed that the City will benchmark, for salary -only survey purposes, the position of Fire Captain.

3.2.3 Comparable salaries shall be made based on the top base pay step, up to the maximum "E" step or fifth step in the salary range.

3.2.4 The City agrees to reduce its top step salary of Fire Captain by a half-percent (½%) for salary survey purposes, in recognition of acknowledging no more than five salary steps in other agencies.
(MOU 02-24-01)

3.2.4.1 Should fifty percent (50%) or more of the agreed to surveyed agencies have more than an "E" step or fifth step as their top "merit" step, Section 3.2.3 and 3.2.4 above will sunset at the conclusion of the then-current MOU and the City will agree to recognize the top "merit" step from other surveyed agencies and agree to incorporate said language in the ensuing MOU.

LOCAL 2020 MOU CY 2025-27
COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-2

3.2.5 The parties agree to add an additional percentage calculated by dividing the number of current Tier I employees by the number of budgeted Local 2020 positions to the top step salary of Fire Captain for salary survey purposes, in recognition of implementing the 3% at 50 CalPERS retirement benefit. The parties agree to add this additional percentage for salary survey purposes until all surveyed CalPERS agencies have a 3% at 50 CalPERS retirement plan, however, due to Public Employee Pension Reform Act (PEPRA ) legislation, the parties agree to reduce the percentage commensurately with the percentage of unit members in Tier I. (MOU 06-04-19)

3.2.6 The agencies to be used for salary-only survey purposes shall be as follows:

City of Lompoc City of Oxnard
City of San Luis Obispo City of Santa Barbara
City of Ventura County of Santa Barbara
County of Ventura Carpinteria-Summerland
(MOU 1-1-91)

3.3 Bilingual Pay

3.3.1 A salary differential shall only be paid to those employees who are required by the Department Head to use both English and Spanish in communicating with the general public while performing the duties of his/her position. Any eligible employee within Local 2020 who demonstrates appropriate skills in both speaking and understanding the Spanish language, at a basic level, shall receive a two percent (2%) salary differential above his/her regular scheduled salary, within the indiv idual's designated classification. Eligible employees who demonstrate Spanish speaking skills at an advanced level shall receive a three percent (3%) salary differential.
(MOU 12-06-11)

3.3.2 The Human Resources Office will test for the skill level required. (MOU 2-19-05)

3.4 Equity Adjustments

3.4.1 Effective the first full payroll period after May 30, 2025, equity adjustments will be provided as follows:

Fire Captain – 7.5%
Fire Engineer – 6.5%
Firefighter and all other represented classifications – 3%

3.4.2 Effective January 9, 2027, equity adjustments will be provided to each represented classification, with a maximum increase of 5%, using the procedures identified in Section 3.2 for each represented classification to achieve the average of mean and median p ay. For example, if the salary survey indicates the Fire Captain classification is 3% less than the average of mean and median market pay, a 3% equity adjustment will be provided. if the salary survey shows the Fire Inspector classification is 7% less than the average of mean and median market pay, a 5% equity adjustment will be provided, in accordance with the 5% maximum. (MOU 05-06-25)
LOCAL 2020 MOU CY 2025-27
COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-3

3.5 Longevity Pay

3.5.1 Effective the first full payroll period after ratification by City Council , employees hired before December 31, 2012, with five (5) years of service and who have been continuously employed by the department will be provided with a one percent (1%) longevity pay. (MOU 03-02-22)

3.5.2 Effective the first full payroll period after ratification by City Council , employees hired before July 1, 2011, with five (5) years of service and who have been continuously employed by the department will be provided with an additional two percent (2%) longevity pay. (MOU 03-02-22)

3.5.3 Effective the first full payroll period after ratification by City Council , employees with five (5) years of service and who have been continuously employed by the department will be provided with four percent (4%) longevity pay.
(MOU 03-02-22)
LOCAL 2020 MOU CY 2025-27
COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-4
ARTICLE II. HOURS OF WORK AND SPECIAL PAY PROVISIONS

3.10 Work Hours

3.10.1 The official work week or work period for shift employees shall be fifty-six (56) average hours per week based on a three (3) platoon schedule. The work period for purposes of calculating unpaid premium overtime shall be twenty -four (24) calendar days. Pursuant to the Fair Labor Standards Act (FLSA), actual hours worked which exceed one hundred and eighty- two (182) hours in a twenty-four (24) calendar day work period shall be paid at premium overtime in accordance with FLSA.

3.10.2 Except as otherwise provided, no employee shall be employed in one or more positions, full or part-time, more than the total number of hours for the employee's work period as defined in Section 3.10.1, above, except on overtime authorized by the department. (MOU 1-1-91)

3.10.3 The official work week or work period for non-shift employees shall be forty (40) hours per week. Pursuant to the Fair Labor Standards Act (FLSA), actual hours worked which exceed forty (40) hours in a seven (7) calendar day work period shall be paid at premium overtime in accordance with FLSA.
(MOU 11-03-09)

3.10.4 Effective July 6, 2019, the City agrees to offer a 9/80 alternative workweek to the Fire Prevention Division of the Santa Maria Fire Department. However, should adequate coverage or staffing become an issue, the City retains the right to discontinue the alternative work schedule upon notice to the union.
(Side letter 2019-01)

3.10.5 The employer shall give non-shift employees a minimum of one working day notice on any adjustment of a work schedule. For purposes of this section, a work week will be a minimum of forty (40) hours. Unless otherwise mutually agreed to, said adjustment of a work schedule will only be at the beginning or end of a workday.
(MOU 02-24-01)

3.11 Overtime
(See Municipal Code Section 2-20.17 and CAM 76-7)

3.11.1 Incidental overtime is not compensable and may not be credited as overtime.

Incidental overtime shall be less than eight minutes in one day. Any time worked eight minutes or more and less than 38 minutes will be rounded to thirty minutes. Any time worked 38 minutes or more and less than 68 minutes will be rounded to one hour. (MOU 02-24-01)

3.11.2 All time worked, except for an employee's assigned shift (56 hour/week), shall be considered overtime and, as such, shall be compensated at one- and one-half times the regular hourly wage.
(MOU 1-1-89)
LOCAL 2020 MOU CY 2025-27
COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-5

3.11.3 Overtime requested to be paid in compensatory time, by the employee, shall be paid at one and one- half times compensatory time up to a maximum of 16 hours per 24 -hour shift, with any balance paid as overtime at one and one-half times the regular hourly wage. (MOU 1-1-89)

3.11.4 The maximum accumulated compensatory time shall be 144 hours for shift employees and 100 hours for non-shift employees. Any time worked exceeding the maximum accumulated compensatory time limit will automatically be converted into overtime paid at one and one -half times the regular hourly wage.
(MOU 05-06-25)

3.11.5 Unless waived by the parties, shift employee s’ work schedules shall not be changed during the work set in progress when the purpose of such change is to avoid overtime. (MOU 1-5-99)

3.12 Emergency Work Response

3.12.1 All sworn fire personnel are responsible for providing current contact information including that of their designated emergency contact person and for responding to work upon call at all times outside the regular work week for response in time of national emergency, civil disorder, or a disaster, and to be compensated for the extra work. Any changes to contact information including address or phone number shall be provided to Administration within 48 hours.
(MOU 06-04-19)

3.13 Emergency Call Back Pay

3.13.1 When an employee is recalled and responds to an emergency in progress (vacation not included) or to cover a station that is uncovered due to an emergency in progress or to cover an employee who must immediately leave due to an illness or to investigate fire or other incident, the employee will receive a minimum of two hours of time worked and pay shall start from the time the call is received. Except in those instances when an employee has a delayed response due to personal commitments, in which case pay shall start from the time the employee begins travel to the work site. Non-emergency call back pay shall start at the time the employee arrives at the station or office.
(MOU 03-02-22)

3.13.2 For purposes of emergency call-back coverage, the Fire Chief will work in cooperation with a designated committee of Local 2020 members and will meet for the purpose of establishing a primary means of calling back personnel for emergency station coverage and other emergency call back issues.
(MOU 1-5-99)

3.14 Break Periods

3.14.1 There shall be two fifteen (15) minute rest periods per workday. The fifteen (15) minute period shall begin when work stops at the work site and work shall begin fifteen (15) minutes later at the work site.
(MOU 1-17-95)
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COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-6

3.15 Workday

3.15.1 The normal workday shall be from 0800 to 1700 hours, Monday to Saturday for shift employees and Monday to Friday for non-shift employees, with a lunch period from 1200 to 1300 hours, barring any emergencies or reasonable special assignments as determined by the Fire Chief, which includes public programs or in-service training. Saturday and Sunday are excluded for non-shift employees.

3.15.2 Shift Employees Only: The following activities will be accomplished from 0800 to 1000 hours each day:
- Morning check
- Pass on
- Physical fitness
Physical fitness shall be allowed for one (1) hour from 0830 to 1000 hours each day for personnel who participate in the Department Wellness and Fitness Program. This time period may be superseded by mandatory or special types of training or other important circumstances that require immediate attention. Personnel who participate in the Department Wellness and Fitness Program shall be in appropriate uniform and be fully prepared to train or conduct other assigned duties no later than 1000 hours. If the normal physical fitness time is superseded by operational demands, employees will be allowed the remainder of their physical fitness time prior to 1700 whenever possible or later during their 24-hour shift.
(MOU 06-04-19)

3.15.3 Shift Employees Only: If at all possible, training shall be conducted from 1000 to 1700 hours, minus the lunch period and barring any emergencies. For scheduled training nights, from 1800 to 2200 hours . If at all possible, special training sessions or classes, which must start before 1000 hours or after 1700 hours, will be scheduled in advance and the department will notify affected employees at least one (1) shift before the training is to commence. (MOU 06-04-19)

3.15.4 Shift Employees Only: All reasonable efforts will be made to conduct tours or programs from 1000 to 1700 hours, minus the lunch period and barring any emergencies . Without prior notification to the employees, no tours , ride-alongs or programs will be scheduled before 0700 hours or after 2000 hours. All tours and programs will conclude no later than 2000 hours. (MOU 06-04-19)

3.15.5 Non-Shift Employees Only: Physical fitness may be allowed for up to three (3) hours per week upon approval of Fire Management for personnel who participate in the Department Wellness and Fitness Program.
(MOU 2-19-05)

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COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-7

3.15.6 Shift Employees Assigned to Airport Duties Only : The normal workday is hereby modified to include specialized Airport inspections and reporting. This includes visual inspection, corrective action and record keeping related to runways, taxiways, lighting, and the Airport Operational Area (AOA) perimeter . Specialized Airport inspections are conducted daily, including Sundays and holidays. Inspections are to be conducted prior the first commercial flight and at dusk.
(MOU 02-15-11)

3.16 Sunday and Holiday

3.16.1 To ensure operational readiness, apparatus shall be properly checked, and stations cleaned as required by department policy . The City and Local 2020 agree that pre- scheduled public programs may be held on Sundays.

3.16.2 For purposes of this Section and Section 3 -15, holidays shall be New Year’s Day, Memorial Day, 4th of July, Labor Day, Thanksgiving Day, and Christmas Day. For purposes of this section, the holiday will be the actual calendar day that the holiday falls on and not the day Fire Administrative Offices are closed.

3.16.3 The Sunday routine may include station or crew projects, meetings or individual career development as determined by the Station Captain.
(MOU 2-05-08)

3.17 Court Appearances

3.17.1 Whenever an employee has been subpoenaed as a witness by a court of competent jurisdiction in connection with a matter arising out of the course of his/her employment with the Fire Department and is required to respond to such a subpoena on a scheduled day off, said employee shall be granted a minimum of two (2) hours pay at time and one-half. (AMENDED MOU 2-22-03)

LOCAL 2020 MOU CY 2025-27
COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-8

3.18 Shift Exchanges

3.18.1 An employee may exchange all or any portion of a work shift in a manner consistent with the FLSA and department policy, provided that the replacement is a qualified employee. To assure that replacements are qualified employees, it is required that all shift exchanges follow procedures set forth in the Department's Staffing and Time- Off Guidelines. The City is not responsible for shift exchange arrangements made between employees and is not responsible for any record keeping. Outstanding shift exchange paybacks are the responsibility of the individuals involved. According to the FLSA, shift exchanges are not considered "hours worked" and, therefore, do not have to be paid back in the twenty-four (24) day cycle. (MOU 06-04-19)

3.18.2 An employee who owes exchange time to another employee shall work for the other employee and will not be allowed to pay it back in vacation time or other paid leave time. (MOU 1-17-95)

3.19 Mandatory Time Off (MTO) Program

3.19.1 Should the City Council declare a period as a time of economic hardship and the City institutes a City -wide Mandatory Time Off (MTO) program, all non- shift personnel will comply with the provisions of said program.
(MOU 2-22-03)

3.19.2 Employees may continue to participate in the Voluntary Time Off (VTO) Program, as outlined in the current CAM 1993-01 if they so choose.

3.20 Change in Shift Assignments

3.20.1 When the department moves a shift employee to a different shift, it will be done on the first day of a new twenty-four (24) day cycle whenever possible. If this is not possible, the City will meet with the employee to determine such schedules . Shift employees shall be paid overtime (i.e., time and one half) for all hours worked over 182 hours in the twenty-four (24) day cycle. In the event the shift employee is not scheduled to work at least eight shifts in a twenty - four (24) day cycle, additional hours/shift(s) will be scheduled to ensure the employee meets the 192 hours within the twenty-four (24) day work cycle . Reasonable efforts shall be made to schedule said additional hours by both the City and the employee. (MOU 1-21-97)

3.21 Conversion of Personnel to 40-Hour Work Week

3.21.1 The City and Santa Maria City Fire Fighters’ Union Local 2020 met and conferred in good faith on the topic of conversion of personnel to 40-hour work week and vise-versa to a 56- hour work week. It was mutually agreed upon that said conversions shall take place at the beginning of a payroll period and that compensation shall be on a “blended rate” method as prescribed by the Federal Labor Standards Act (FLSA).
(MOU 03-03-15)

3.21.2 The following methodology will be used for conversion purposes in all instances when a 56-hour (shift) employee is required to convert to a 40- hour work week and when a 40- hour (non-shift) employee is required to convert to a 56-hour work week.

LOCAL 2020 MOU CY 2025-27
COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-9

3.21.2.1 When the Fire Chief has determined that he/she has "modified duty" work available, the employee shall report for his/her “modified duty” assignment on the Monday following the completion of a (4 shift) work cycle when the expected length of disability extends beyond one 40-hour work week (Monday - Friday).

3.21.2.1.1 The conversion to a 40- hour work week shall take place when the employee has been off -duty for four (4) consecutive work shifts or when the expected return- to-duty prognosis (as estimated by the treating physician) encompasses four (4) consecutive work shifts. For purposes of benefit conversion, such conversion will be done concurrently with the beginning of a payroll period.

3.21.2.1.2 For the purposes of work rules and general operating practices, when a shift employee is converted to a 40- hour work week, he/she shall be subject to the work rules in place for a 40- hour work week employee of the department, and his/her leave balances and benefit accrual rates shall be adjusted accordingly, based on a conversion factor of 0.7143.

3.21.2.1.3 Conversely, when a 40- hour (non-shift) employee is converted to a 56-hour work week, his/her leave balances and benefit accrual rates shall also be adjusted based on a conversion factor of 1.4. Such instances of conversion would only take place in instanc es when the expectation is that the 40- hour (non-shift) employee would be needed in a 56- hour work week capacity for at least one pay period. For purposes of benefit conversion, such conversions will be done concurrently with the beginning of a payroll period.

3.21.3 When a 56-hour shift employee is converted to a 40- hour work week due to a work - related injury, a reduction in hours below the 40-hour work week shall be coded as sick industrial.

Employees are to use the appropriate paid leave benefits, i.e., sick, sick industrial, vacation, etc., for absences less than 40-hours in a 40-hour work week.

3.21.4 A 40-hour work week schedule shall be Monday through Friday, 0800 to 1700 hours with any other modifications approved by the Fire Chief and pursuant to the current MOU. Upon reassignment from a 40- hour work week to a 56- hour work week, the employee’s leave balances, and benefit accrual rates shall be readjusted back to that of a 56-hour shift employee and vice-versa.

3.21.5 For purposes of pending retirements, all leave balances will be converted back to the employee's original benefit complement prior to his/her separation from City service. (MOU 2-22-03)

3.21.6 For purposes of this section, shift employees who participate in the Department Wellness and Fitness Program may, where practical, with the consent of the treating medical provider and City’s Risk Management Division, participate in physical fitness activity time for one (1) hour each day between 0800 and 1700.

LOCAL 2020 MOU CY 2025-27
COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-10

3.21.7 In order to provide the most conducive learning environment for new personnel beginning their probationary year Local 2020 and the City agree to implement the following changes to the 40 -hour work week schedule related to work performed by members as instructors at the Recruit Academy. This agreement applies only to members who are designated as Academy Coordinators or Assistant Coordinators at the Recruit Academy. (Side letter 2018-01)

3.21.7.1 Academy Coordinators and/or Assistant Coordinators assigned to work in the Recruit Academy may be converted to a 40- hour work week and shall work a four/ten schedule, working ten hours on Monday , Tuesday, Thursday, and Friday from 0 700 until 1800 hours with one hour break for lunch during the term of the assignment. During this time, assigned individuals will be allowed to work suppression shifts (nights, Wednesdays, and weekends) on overtime. The hours worked in the Academy (at the 40-hour rate) will be added to the suppression hours (at the 56- hour rate). The overtime (i.e., the extra half (.5) time will be calculated at the employee’s regular rate of pay based on the weighted average (a.k.a. “blended rate”) for work performed in both assignments during the particular work week. Fire holiday cash out will not be affected. Attached hereto as Appendix “A” are sample scenarios designed to demonstrate the intended application of this agreement to the effected employees.
(Side letter 2018-01)

3.21.7.2 In the event either party discovers a material mistake as to fact in the calculation formula applied, said party may request a meet and confer with the other to seek to remedy the error. The parties shall meet as soon as practicable and in good faith once such a request is made by a party.
(Side Letter 03-09-18)

3.21.7.3 It is understood there is no guarantee that physical fitness time will be available during this time period. There may be times when the afore-stated employee(s) will be able to participate in physical fitness with the new recruits, but this will be dependent on scheduled activities.
(Side Letter 03-09-18)

3.21.8. In order to facilitate an administrative non- shift assignment, Local 2020 and the City agree to implement the following changes to the 40- hour week schedule related to work performed by employees who are designated in an acting capacity by the Fire Chi ef or his/her designee at the administrative level.

3.21.8.1. Suppression personnel assigned in an administrative non- shift capacity may be converted to a 40-hour work week allowing for a 4/10 work schedule with a one-hour break for lunch, during the term of the assignment. Such conversion must begin at the start of a pay period and last the entire duration of the pay period. During this time, assigned individuals will be allowed to work suppression shifts outside the 4/10 work schedule on overtime.

LOCAL 2020 MOU CY 2025-27
COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-11

3.21.8.2. The hours worked while serving in an administrative non- shift capacity (at the 40-hour rate) will be added to the suppression hours (at the 56- hour rate). The overtime (i.e., the extra half (0.5) time) will be calculated at the employee’s regular rate of pay based on the weighted average (a.k.a. “blended rate”) for work performed in both assignments during the particular work week. Fire holiday cash out will not be affected. Attached hereto as Appendix “A” are sample scenarios designed to demonstrate the intended application of this agreement to the affected employees.

3.21.8.3. In the event either party discovers a material mistake as to fact in the calculation formula applied, said party may request a meet and confer with the other to seek to remedy the error. The parties shall meet as soon as reasonable and in good faith once s uch a request is made by a party. The parties agree that any mistakes will be corrected whether the acting employee is overpaid or underpaid. The parties further agree to work reasonably with one another to correct any mistakes.

3.21.8.4. Physical fitness time will be available during this time period and shall be coordinated with the supervisor.
(Side letter 2019-02)

3.21.8.5 A fifteen percent (15%) premium shall be paid to members when assigned temporarily or permanently to a non- shift administrative work schedule (i.e., 80 hours per biweekly pay period). Premium pay shall commence on the first day of appointment and shall end on the last day of the appointment due to either the voluntary/involuntary reassignment, separation, or retirement. Premium pay shall be removed for any absences (except vacation) of ten (10) consecutive working days or more. If the member works in a suppression (shift) capacity during this assignment, s/he will be paid in accordance with Section 3.21.8.2. The premium pay also applies to members identified in Section 3.21.7.1. This provision does not apply to members assigned to temporary modified duty.

A department issued cell phone or cell phone stipend will be provided to the member in accordance with CAM 97-05.
(Side letter 2023-01)

3.21.9. Personnel classified as an ARFF qualified Fire Prevention Officer I/II shall be allowed to work ARFF suppression shifts outside of their regular work schedule on an overtime basis, as needed. Regularly assigned suppression members shall have the right of first refusal for said overtime work.

3.21.9.1. The overtime rate for these members working in suppression assignments will be calculated at the employee’s regular rate of pay based on the weighted average (a.k.a. “blended rate”) for work performed in both assignments during the particular work week.

3.21.9.2. In the event either party discovers a material mistake as to fact in the calculation formula applied, said party may request a meet and confer with the other to seek to remedy the error. The parties shall meet as soon as reasonable and in good faith once such a request is made by a party. The parties agree that any mistakes will be corrected whether the acting employee is overpaid or underpaid. The parties further agree to work reasonably with one another to correct any mistakes.
(Side letter 2020-02)
LOCAL 2020 MOU CY 2025-27
COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-12

3.22 Fire Investigation on Call Program

3.22.1 The City agrees to compensate employees assigned to standby status at a rate of $7.00 per hour for all hours the employee is required to be on call. (MOU 05-06-25)
LOCAL 2020 MOU CY 2025-27
RETIREMENT PAGE 4-1
CHAPTER 4. RETIREMENT

4.1 CalPERS

4.1.1 Safety retirement benefits shall be provided to the following full-time classifications:
• ARFF Specialist I
• ARFF Specialist II
• Fire Captain
• Fire Engineer
• Fire Fighter
• Fire Fighter in Training
• Fire Inspector I
• Fire Inspector II
• Fire Prevention Officer I
• Fire Prevention Officer II
(Side letter 2020-01)

4.1.2 The City has amended its California Public Employees' Retirement System (CalPERS) contract to provide the CalPERS Section 21024 Military Service Credit as Public Service benefit.

4.1.3 The City shall provide unit members with the fourth level 1959 survivor benefit and the CalPERS credit for unused sick leave benefit (see Section 9.1).

4.1.4 For those unit members in the employ of the City prior to July 1, 2011, the City shall provide the 3% at 50 CalPERS retirement formula based on the single highest year ( one-year final compensation) retirement formula. The City shall also provide the Employer Paid Members Contribution (EPMC) benefit by Resolution to those unit members in the employ of the City prior to July 1, 2011, with the benefit resulting in the City reporting to CalPERS the nine percent (9%) EPMC as special compensation.
(MOU 12-06-11)

4.1.4.1 Effective January 24, 2015, pursuant to Government Code §20516(f), Tier 1 Unit Members shall contribute two percent (2%) of compensation towards the employer’s mandated CalPERS contribution, which shall be in accordance with Section 414(h)(2) of the Internal Revenue Code whereby the employee contributions shall be tax deferred. (Side Letter 07-02-15)

LOCAL 2020 MOU CY 2025-27
RETIREMENT PAGE 4-2

4.1.4.2 Effective upon ratification pursuant to Government Code §20516(f), Tier I Unit Members shall contribute an additional five percent (5%) for a total of seven percent (7%) towards cost -sharing of the employer’s mandated CalPERS contribution. That is, Tier I members shall contribute 7% towards the employer mandated contribution and the City shall contribute 9% towards the Employer Paid Member Contribution (EPMC). The members’ contribution shall be in accordance with Section 414(h)(2) of the Internal Revenue Co de whereby the employee contributions shall be tax deferred.

In the event any or all contributions made by the City to the Employer Paid Member Contribution ( EPMC) are reduced or eliminated, the agreement under 20516(f) for contributions to the employer rate shall simultaneously be reduced by a commensurate percentage or terminate.
(MOU 06-04-19)

4.1.4.3 Effective January 18, 2020, pursuant to Government Code §20516(f), Tier I Unit Members shall contribute an additional four percent (4.0%) for a total of eleven percent (11.0%) towards cost -sharing of the employer’s mandated CalPERS contribution. That is, Tier I members shall contribute 11% towards the employer mandated contribution and the City shall contribute 9% towards the Employer Paid Member Contribution (EPMC). The members’ contribution shall be in accordance with Section 414(h)(2) of the Internal Revenue Code whereby the employee contributions shall be tax deferred

In the event any or all contributions made by the City to the Employer Paid Member Contribution ( EPMC) are reduced or eliminated, the agreement under 20516() for contributions to the employer rate shall simultaneously be reduced by a commensurate percentage or terminate.
(MOU 06-04-19)

4.1.5 The City shall provide the 3% at 55 CalPERS retirement benefit for those classic unit members hired on or after July 1, 2011, based on 36 consecutive months of employment (three- year average highest compensation) retirement formula, with the employees required to pay nine percent (9%) of CalPERS retirement -related costs. The nine percent (9%) costs paid by the employee shall be done in the following method pursuant to Government Code § 20516, and in particular, subsection (f) which allows for cost sharing contracts that are inc onsistent with Section 20516(a) (requiring that the cost sharing be uniform with respect to all members in the Fire Fighter classifications). Therefore, as to classic safety unit members hired on and after July 1, 2011 only, such new hires shall contribute six percent (6%) of compensation toward the employer’s mandated CalPERS contribution made on behalf of its safety employees.

Additionally, said new hires shall also contribute three percent (3%) of their compensation to CalPERS, as and for the employee designated member contribution to the retirement system.

From July 1, 2011 through March 7, 2015, the City shall not report the value of the six percent (6%) EPMC as special compensation for those members hired after July 1, 2011. Effective March 7, 2015, the City shall begin reporting the value of the six percent (6%) EPMC as special compensation for those classic members hired after July 1, 2011. (Side Letter 07-02-15)

LOCAL 2020 MOU CY 2025-27
RETIREMENT PAGE 4-3

4.1.5.1 Effective upon ratification, pursuant to Government Code §20516(f), Tier II Unit Members shall contribute an additional three percent (3%) towards cost -sharing of the employer’s mandated CalPERS contribution for a total of twelve percent (12%). That is, members shall pay 9% towards the employer contribution and 3% on the Employee’s contribution for a total of 12%.

4.1.6 In addition, said six percent (6%) contribution paid by the member toward the employer’s mandated CalPERS contribution shall be in accordance with Section 414(h)(2) of the Internal Revenue Code whereby the employee contributions shall be tax deferred. (MOU 02-15-11)

4.1.7 As defined under the Publ ic Employee Pension Reform Act (PEPRA), public safety “non-classic” employees (aka new members) hired on or after January 1, 2013 shall be covered under the CalPERS 2.7% at 57 retirement benefit, based on 36 consecutive months of employment (three- year average highest compensation), and the employees shall pay fifty percent (50%) of the total “normal” cost of the benefit (as determined by CalPERS annually), through a payroll deduction. Eligibility for other benefits provided to classic employees under this MOU through CalPERS (as stated above) shall be determined by the provisions of PEPRA for “non-classic employees” aka new members.

4.1.8 (Side Letter 07- 02-15) City agrees to amend the contract with CalPERS to allow for the Post Retirement Survivor Allowance. As a result of implementing this retirement benefit, both parties agree to a corresponding reduction of $39.14 a month to the City’s post-employment health plan benefit contribution that the employee receives, which is in recognition of paying for the cost of this benefit enhancement.
(MOU 2-05-08)

4.2 Deferred Income

4.2.1 The City will provide a deferred compensation plan to employees. (MOU 2-19-05)
LOCAL 2020 MOU CY 2025-27
INSURANCE PAGE 5-1
CHAPTER 5. INSURANCE

5.1 General Eligibility
(See Municipal Code Section 2-10.01 through 2-10.07)

5.1.1 A new employee shall be eligible for life insurance, disability, and sick leave with his/her first day of employment.
(MOU 1-1-76)

5.2 Disability Insurance

5.2.1 A disability insurance program shall continue to be provided through Local 2020, with employees continuing to pay the entire premium themselves. (MOU 2-22-03)

5.3 Health Insurance

5.3.1 A new full-time employee shall be eligible to enroll for health insurance upon his/her first day of employment. The effective date of coverage may vary for new employees based upon required earnings/premium deductions in the month prior to the benefit commencing. (MOU 2-19-05)

5.3.2 The City will contribute the Minimum Employer Contribution (MEC) as required by the Public Employees’ Medical and Hospital Care Act ( PEMAHCA) per month per employee to be used solely toward City-sponsored health benefits. For 2025, the MEC is $158.00 per month. (MOU 05-06-25)

5.3.3 Effective after ratification by the City Council, the pro-rated monthly optional medical insurance contribution, regardless of the health plan chosen, shall be cover the entire cost of Employee Only, Employee +1, and Employee + Family for the CalPERS GOLD plan or equivalent.
(MOU 05-06-25)

5.3.4 The City shall provide a pro- rated cash- in-lieu option to those who do not elect to participate in the medical insurance plan provided they are in compliance with the below stated evidence of coverage provision. Effective December 17, 2022, the cash -in-lieu amount shall increase to match the City’s contribution towards the employee only optional medical insurance for the year.
(MOU 05-06-25)

LOCAL 2020 MOU CY 2025-27
INSURANCE PAGE 5-2

5.3.4.1 To establish eligibility for the cash- in-lieu option, employees who do not elect to use the City-sponsored medical benefits shall provide evidence of major medical insurance coverage and sign a City provided form certifying that they have other continuing major medical insurance coverage in compliance with Federal and State law and regulations. Once eligibility has been established, to maintain continued eligibility to receive the cash- in-lieu option employees shall provide said documents prior to January 31st on an annual basis, or as requested by the City. The employee must notify the City within 30 days of the loss of other minimum essential coverage. The cash-in-lieu option shall no longer be payable, if the employee and family members cease to be enrolled in other minimum essential coverage. (MOU 06-04-19)

5.4 Life Insurance

5.4.1 The City will pay life insurance premium benefits for all employees of $3.64 bi -weekly for single employees to a maximum of $20,000 coverage and $0. 38 cents bi -weekly for dependents. Any increase in premiums will be shared 75% by the City and 25% by the employee.
(MOU 1-5-99)

5.5 Dental Insurance

5.5.1 The City shall provide a dental insurance program and cover the cost of premiums for all employees and family.
(MOU 2-22-03)

5.6 Optical Insurance

5.6.1 The City will make available an optical plan for the employees to participate in. Cost of the plan shall be covered by the employee.
(MOU 1-21-97)

5.7 Post-Employment Health Plan

5.7.1 The City h as agreed to contribute twenty -three dollars and eight cents ($23.08 ) per pay period toward a post-employment health plan for employees. (MOU 03-02-22)
LOCAL 2020 MOU CY 2025-27
UNIFORMS AND EQUIPMENT PAGE 6-1
CHAPTER 6. UNIFORMS AND EQUIPMENT

6.1 Uniform Allowance

6.1.1 The City agrees to provide the following:

(MOU 01-21-14)

6.1.2 An exception to the above may be made when a new employee promotes into an eligible classification prior to the end of his/her initial (new hire) probationary period . In this exception, an employee may be reimbursed $750 for the purchase of uniforms at the successful completion of a minimum of 26 pay periods from the date of hire and upon having successfully passed probation.
(MOU 01-21-14)

6.2 Uniforms Damaged

6.2.1 Employees of the Fire Department are required to engage in hazardous activities in the course of their employment possibly damaging or destroying personal property. The employee’s supervisor will complete a report and submit it through the chain of command, explaining the details of why the uniform was damaged during an emergency incident and why it was unavoidable. If a uniform is damage d or destroyed during an emergency incident, and if the integrity of the garment has been compromised and cannot be repaired or cleaned (as determined by management), the uniform will be replaced by the City. If the damage was caused by a careless act or a non-hazardous activity at the fault of the employee, the uniform replacement cost will be the responsibility of said employee. (MOU 02-19-13)

New
employees in
the Fire Fighter
Unit upon hire
After
successfully
passing (new
hire) probation
(and not a
promotional
probation)
After successfully passing
(new hire) probation (and not
a promotional probation)
Benefit One-time
$1,000
check
issued
One time $750
check issued
Pro-rated uniform allowance of
twenty-eight dollars and eighty
four cents ($28.84) per pay
period
To Be Used For Initial
uniform
purchase
Costs associated
with the purchase
of uniforms
including the
Class A uniform
required at the
end of new hire
probation
This allowance is for complete
uniform maintenance and
normal replacement
LOCAL 2020 MOU CY 2025-27
UNIFORMS AND EQUIPMENT PAGE 6-2

6.2.2 Employees should refrain from wearing, during the normal course of their duties, valuable and expensive personal property as replacement cost may not fully compensate for the loss of the item in question. The maximum replacement cost for prescription glass es shall be two hundred dollars ($200) and seventy-five dollars ($75) for all other personal property. (MOU 2-05-08)

6.3 Auxiliary Gear

6.3.1 Auxiliary gear will be provided to employees pursuant to departmental policy . Should the department desire to modify or amend the existing policy, the City agrees to meet and confer with representatives of Local 2020.
(MOU 2-19-05)

6.4 Other Equipment

6.4.1 The City will provide and replace as required, and maintain the following:

6.4.1.1 Necessary cooking, food refrigeration, and housekeeping equipment, including cooking, and eating utensils.

6.4.1.2 Necessary community linen supplies, including laundry supplies, washing machine and dryer.
(MOU 03-02-22)

6.4.1.3 Bed linens and blankets.
(MOU 1-1-91)

6.4.1.4 The City shall continue to provide basic over -the-counter medication consistent with practice and shall not be held liable for any adverse reactions to the medications by the employees as a result of using such over-the-counter medication. Employees are advised to consult with his/her physician before taking any medication. (MOU 03-03-15)
LOCAL 2020 MOU CY 2025-27
SPECIAL PROVISIONS PAGE 7-1
CHAPTER 7. SPECIAL PROVISIONS

7.1 Rules and Regulations

7.1.1 Reasonable rules and regulations specific to wages, hours and working conditions shall be established by the Fire Chief working in cooperation with the Local 2020 Executive Board (E -Board). The purpose of the collaborative effort shall be to clarify and establish consistent practices.
(MOU 06-04-19)

7.1.2 The Fire Chief and the Local 2020 E -Board shall meet regularly and expeditiously to complete their work within a reasonable time.
(MOU 02-15-11)

7.1.3 Time spent by Local 2020 members attending meetings with City and/or Fire Management on their regularly scheduled work shifts shall be recognized as hours worked. (MOU 02-15-11)

7.1.4 In the event of differing opinions, the Fire Chief shall exercise management prerogative in determining final policies, provided that the Fire Chief and Local 2020 shall fulfill the obligation to meet and confer as required.
(MOU 1-17-95)

7.2 Department Guidelines

7.2.1 The Fire Chief may include Local 2020 to develop and utilize the Department Guidelines, as it pertains to emergency and non- emergency oper ations. The Fire Chief, at his/her discretion, may include designated committees of Local 2020 to participate in additions, deletions, or modifications to those items in the manual pertaining to emergency operations. (MOU 06-04-19)

7.2.2 Generally, standard operating guidelines (SOGs) contained within the manual shall serve as guidelines by which employees shall perform their duties. (MOU 06-04-19)

7.4 Residency Requirement

7.4.1 The City agrees to eliminate the residency requirement of having all Fire Fighters live within a 30-minute response time of any fire station.
(MOU 1-1-91)

7.5 Changing Employee Representation Groups

7.5.1 Any time an employee changes from one employee group to another, that employee will be covered by the provisions of the MOU regarding the new employee group if applicable and the employee gives up any claim to the MOU provision of the employee’s old group. (MOU 2-05-08)
LOCAL 2020 MOU CY 2025-27
SPECIAL PROVISIONS PAGE 7-2

7.6 Probation

7.6.1 New Probation

7.6.1.1 A new or re-employed employee in a full-time position shall be placed on probation for twenty-six (26) consecutive pay periods from the date of appointment. Periods of time on unpaid leave exceeding five (5) days (consecutive or not) shall automatically extend the probationary period by at least that number of days the employee is on unpaid leave. (MOU 06-04-19)

7.6.2 Promotional Probation

7.6.2.1 A full-time employee shall be placed on promotional probation for twenty-six (26) consecutive pay periods from the date of promotion. Periods of time on unpaid leave exceeding five (5) days (consecutive or not) shall automatically extend the probationary period by at least that number of days the employee is on unpaid leave. (MOU 06-04-19)

7.7 Move Up
(See CAM 77-3.1)

7.7.1 A five percent (5%) differential in salary shall be allowed for those personnel who are assigned to perform a full range of duties above their classification for twenty -four (24) consecutive work hours. The employee working in a higher classification shall be compensated back to and including the first day he/she worked in the higher classification. (MOU 03-02-22)

7.7.2 At the end of an employee's assignment to the higher class, the employee shall have the right to return to his/her former class. A move up shall not exceed a period of four (4) months. (MOU 1-1-91)

7.8 Union Business

7.8.1 The City recognizes the importance of union business and will allow employees who are members of the Executive Board or their designated representatives of the Local 2020 to conduct union business on paid City time for negotiations and grievance resolution. No union business, unless specifically authorized by the Fire Chief, shall be conducted during normal work hours, i.e., 0800 to 1700 hours, except employee lunch periods and breaks. (MOU 06-04-19)

7.8.2 Local 2020 shall notify the Fire Chief or his/her designee at least three (3) days in advance of any regular or special meeting, and at least one (1) day in advance of any emergency meeting, for any meeting conducted within City facilities . There shall be no more than one regular meeting per month. Notice of emergency meetings shall include the reasons why such meetings are emergency meetings . All meetings shall be conducted outside the normal "workday." The City will allow out -of-district meetings for on-duty personnel for up to three (3) hours, unless otherwise approved by a Chief Officer.
(MOU 02-24-01)
LOCAL 2020 MOU CY 2025-27
SPECIAL PROVISIONS PAGE 7-3

7.8.3 The Association will be provided with a paid leave bank of a maximum of 312 hours per year, which do not roll over . Association officers , bargaining team members or designees may draw from the bank. Requests to use the time from the time bank must be made reasonably in advance of the use. Approval is subject to operational necessity of the department and normal time off approval processes. Time bank hours can be used for Local 2020 operational needs including but not limited to Association training, meetings, and ancillary business. The Chief has the sole discretion to approve additional leave beyond the 312-hour bank. (MOU 05-06-25)

7.9 Elimination of Fire Service

7.9.1 If the fire service function of the Santa Maria Fire Department is merged into another agency or if another agency assumes said function, then prior to such action, the City shall meet and confer with Local 2020 concerning the effects of such action. (MOU 1-1-91)

7.10 Access to Facilities

7.10.1 The City agrees that representatives of the Local 2020, regional representatives, or international representatives, with the prior authorization of the Fire Chief or his/her designee, shall have reasonable access to fire stations or the fire classroom after normal working hours to conduct union business providing such visits will not interfere with the conduct of normal City business and employees' work. Such request for use of facilities shall be made in writing at least three (3) days in advance of the proposed use.
(MOU 1-17-95)

7.11 Bulletin Boards and Electronic Notices

7.11.1 Local 2020 shall be authorized to maintain bulletin boards at each fire station for the posting of Association related business. Bulletin boards shall be identified with the name of the Association and the Association may designate persons responsible for such boards. All notices shall be professional in nature and in good taste.
(MOU 06-04-19)

7.12 Copy Machines

7.12.1 The City shall allow the Association's Executive Board or a designated representative to use the copy machine located in Fire Administration, provided that:

7.12.1.1 To protect confidentiality of copied materials, Association members shall be authorized to operate the copy machine.

7.12.1.2 Requests for copies shall be limited to running copies of official Association business notices and related material. No personal materials shall be copied.

LOCAL 2020 MOU CY 2025-27
SPECIAL PROVISIONS PAGE 7-4

7.12.2 The Fire Administration photocopy machine may be used, with prior notice to Fire Administration, for the copying of small quantities provided that the Association supplies its own paper and pays three cents ($.03) per copied page. Should the Association use City paper for copying Association materials , the Association will pay the standard copy rate established through the City’s User Fees (currently $.25/pp) The copy machine shall be made available for use during regular business hours only.
(MOU 03-02-22)

7.13 Communications and Computer Systems

7.13.1 The Association shall be permitted the use of the Fire Department telephone to transmit to members of the Association items of importance concerning the Association after normal working hours. No long-distance calls will be made unless the Association is using its own calling card. The City agrees to allow the Association access to any Fire Department computer system, so long as its use does not interfere with normal work activities of Fire Department personnel . The Association and its members may use the Fire Department’s computer system only for purposes of communicating factual information to its members and may not be used to communicate derogatory information regarding the City and/or its employees. The Association shall be allowed the use of the interoffice mail and voice mail system for brief informational notices after normal working hours. However, unit members shall be permitted to use communication and computer systems for time sensitive issues that require immediate attention.
(MOU 03-03-15)

7.14 Printing of Contract

7.14.1 The City agrees to provide Local 2020 with an e-file copy of this MOU. (MOU 06-04-19)

7.15 Americans with Disabilities Act

7.15.1 The City and Local 2020 acknowledge the passage of the Americans with Disabilities Act (ADA). It is agreed that the City shall take all necessary actions to comply with the provisions of this act. If necessary, sections of this MOU and/or the City personnel rules may be suspended in order to achieve compliance.

7.15.2 The City has the legal obligation to meet with the individual employee to be accommodated before any adjustment is made in working conditions. Local 2020 will be notified of proposed accommodations prior to implementation by the City . Prior to disregarding any provision of the MOU in order to undertake required accommodations for an individual protected by the ADA, the City will provide Local 2020 with written notice of its intent to disregard the provision and will allow Local 2020 the opportunity to meet and consult regarding alternatives to disregarding any provision of the agreement.
(MOU 1-17-95)

LOCAL 2020 MOU CY 2025-27
SPECIAL PROVISIONS PAGE 7-5

7.16 Condition of Employment

7.16.1 Employees hired after January 1, 1997 shall be non-tobacco users. All job bulletins shall specify that only non-tobacco users need apply . New employees hired under this non- tobacco provision shall be required to sign a statement affirming that, as a condition of continued employment, he/she shall refrain from using tobacco products. An employee may be disciplined and/or dismissed for good cause if he/she begins using tobacco products. (MOU 1-21-97)

7.17 Occupational Wellness Program

7.17.1 Reasonable rules and regulations shall be established by the Fire Chief working in cooperation with a designated committee made up of three representatives of Local 2020, two Fire Management representatives, and a Risk Management representative. The purpose of this committee is to establish and implement a mandatory wellness and physical fitness program. (MOU 06-04-19)

7.17.1.1 The committee shall meet on a regular interval in order to establish guidelines and to define the parameters and desired results for the program . The committee shall also be tasked with monitoring the operations of the program and act as primary liaison to the Fire Chief pertaining to program issues.

7.17.1.2 The basic components to this program will be determined by the committee. (MOU 2-05-08)

7.18 Paramedic Program

7.18.1 Should the City decide to establish a para medic program, the City and Local 2020 agree to meet and confer regarding negotiable impacts of the program. (MOU 2-22-03)

7.19 Examination Process

7.19.1 The City agrees to meet with Local 2020 to discuss the promotional examination process.
(MOU 2-22-03)

7.20 Meal Contribution

7.20.1 Employees are required by the City as a condition of employment to contribute financially to meals in the Fire Station at a charge equal to the value of the meal irrespective of whether the employee chooses to eat the meal. Employees shall be solely responsible for any financial or tax liability regarding this provision. Accordingly, the City shall be held harmless from any such liability. The City also shall not be responsible for maintaining any records or providing administration regarding this provision.
(MOU 03-03-15)

LOCAL 2020 MOU CY 2025-27
PAY PRACTICES PAGE 8-1
CHAPTER 8. PAY PRACTICES
(See Municipal Code Section 2-20.06 and CAM 72-3 and CAM 72-6)

8.1 Payroll Step Plan

8.1.1 There shall be a minimum of one (1) year between each step in the pay plan. (MOU 1-1-76)

8.2 Payroll and Pay Period

8.2.1 Payrolls shall be included in a register of audited demands and be presented to the Council at their next meeting for ratification and approval . There shall be attached thereto an affidavit certifying as to their accuracy and availability of funds for payment thereof, signed by the Director of Finance or his/her designee, who shall have executed an official bond to the City in an amount equal to that of the Director of Finance covering the faithful performance by such officer of the duties of his/her office.
(MOU 06-04-19)

8.2.2 The City will implement its current bi -weekly payroll system for pay and the deposit every other Friday and provides for the employees’ checks to be automatically deposited in local banks, savings and loan, or credit unions, as chosen by the employee. Employees’ checks will be deposited with the appropriate bank, etc. by noon of the pay day. (MOU 1-1-79)

8.3 "Y" Rate
(See Municipal Code Section 2-38.a)

8.3.1 Performance-related “Y” rating shall be when an employee who is not performing up to the established standards set for his/her job may be "Y" rated, so that he/she would not receive their next salary range step increase. If and when his/her performance comes up to the standard level, he/she would then have the "Y" rating removed.
(MOU 2-19-05)
(Resolution 3112, 1-1-71)
LOCAL 2020 MOU CY 2025-27
LEAVE PROVISIONS PAGE 9-1
CHAPTER 9. LEAVE PROVISIONS

9.1 Sick Leave
(See Municipal Code Section 2-20.21)

9.1.1 Accumulation of Sick Leave

9.1.1.1 Shift employees accumulate sick leave at the rate of 12.9 hours per month with no maximum accumulation.
(MOU 1-1-76)

9.1.1.2 Non-shift employees accumulate sick leave at the rate of eighty -eight (88) hours annually with no maximum accumulation.
(AMENDED MOU 2-22-03)

9.1.1.3 Full-time employees are eligible to use sick leave as it is accumulated and may be required to submit satisfactory proof of the necessity for sick leave. (MOU 01-21-14)

9.1.2 Permitted Uses of Sick Leave

9.1.2.1 Sick Leave may be applied to:

9.1.2.1.1 An absence necessitated by employee's personal illness, injury, or disability due to pregnancy or childbirth.

9.1.2.1.2 Medical, dental, or optical examination or treatment.

9.1.2.1.3 Absence due to exposure to a contagious disease off duty when quarantine is imposed by health authorities or when it is determined by a physician designated by the City that the presence of the employee on duty would endanger the health of others.
(MOU 1-1-91)

9.1.2.1.4 Up to 77.4 hours per payroll calendar year per shift employee may be used for "Family Illness" leave charged to sick leave. Up to forty -four (44) hours per payroll calendar year per non- shift employee may be used for "Family Illness" leave charged to sick leave. “Family Illness” in this regard shall be def ined consistent with State and Federal law . Family Illness may also be used by an employee when s/he is responsible (primary care giver) for the care of said family member and said member is seeking medical, dental, or optical treatment. A shift employee may carry over from one payroll calendar year to the next up to a maximum of 18.6 hours of unused family illness leave . At no time shall a shift employee have available more than 96 hours of family illness leave per calendar year.
(MOU 06-04-19)
LOCAL 2020 MOU CY 2025-27
LEAVE PROVISIONS PAGE 9-2

9.1.2.1.5 Illness while on paid vacation will be charged to sick leave rather than vacation only under the following conditions:

9.1.2.1.5.1 The illness or injury of the employee was of a nature that would preclude the effective use of vacation and would prevent the employee from performing his/her normal duties.

9.1.2.1.5.2 The employee must notify his/her supervisor within four (4) calendar days of the beginning of the illness or prior to the end of his/her vacation leave, whichever is sooner, to request that his/her illness on vacation be charged to sick leave.

9.1.2.1.5.3 Upon the employee's return to work, the employee may be required to furnish the department with a certificate signed by a licensed physician or registered nurse stating the period of disablement. (MOU 2-22-03)

9.1.3 Prohibited Uses of Sick Leave

9.1.3.1 Sick leave shall not be applied to absence caused by illness or injury to a member of the employee's family except as provided in Section 9.1.2.1.4, above. (MOU 1-1-91)

9.1.3.2 Sick leave is a benefit to be used for verifiable personal illnesses or as provided in Section 9.1.2. above. Employees shall not engage in nor condone misuses of this benefit. (MOU 1-17-95)

9.1.4 General Provisions

9.1.4.1 In any use of sick leave, an employee's account shall be charged to the nearest half hour.
(MOU 1-17-95)

9.1.4.2 An employee may be required to furnish a certificate issued by a licensed physician or registered nurse or other City approved evidence of illness, injury, or medical condition, or medical or dental office calls when the department has notified the employee in advance of such a requirement or when the employee has been under the care of a physician.
(MOU 1-1-91)

9.1.4.3 The City’s sick leave incentive program will compensate employees at the rate of 50% for all accrued sick leave beyond 384 hours to a maximum of 1,600 hours when the employee leaves City service upon regular retirement, disability retirement, or death. For example, should an employee have 1,800 hours of sick leave accrual, the maximum amount eligible to be cashed out would be 608 hours (1,600 minus 384 = 1,216 @ 50%). (MOU 2-15-11)

LOCAL 2020 MOU CY 2025-27
LEAVE PROVISIONS PAGE 9-3

9.1.4.3.1 Unused sick leave at time of retirement, for which there is no compensation or remuneration at all to the employee, would be converted to additional service credit at the rate of 0.004 years of service credit for each full day, i.e., 250 days of sick leave for one additional year of service credit . Sick leave hours will be converted to days in the following manner: the unused hours of sick leave for which there is no compensation or remuneration will be divided by eight (8). Any fraction of a day will not be counted toward service credit. There is no limit on the amount of accumulated sick leave that can be converted to service credit .

PERS rules mandate that this benefit shall apply to members whose effective date of retirement is within four months of separation from employment and who retire after the effective date of this benefit in the agency's contract. The effective date of this benefit will depend upon PERS requirements and time needed for completion.
(MOU 1-21-97)

9.1.4.3.2 The City shall retire an employee prior to the exhaustion of sick leave in conjunction with an industrial or non- industrial injury upon a determination that the employee's condition is permanent and stationary for disability retirement purposes. The emplo yee's unused sick leave shall be compensated pursuant to the terms of the City's sick leave incentive program as described above. These provisions are intended to contravene Government Code Section 21025.2 insofar as it provides that an employee's disabil ity retirement will not commence until all sick leave benefits are exhausted.
(MOU 02-05-08)

9.1.5 The city will pay an amount equivalent to 100% of an employee's accrued sick leave, up to a maximum of 84 shifts (2,016 hours), to the employee’s beneficiary when an employee’s death results from personal injury sustained in the line of duty, which qualifies the employee’s beneficiary to Public Safety Officers death benefits under the “Public Safety Officers Benefits Act of 1976”.
(MOU 03-02-22)

9.2 Bereavement Leave

9.2.1 Up to four (4) shifts per calendar year per employee may be used for family bereavement leave charged to sick leave for anyone related to the employee by blood or marriage within the fourth degree of consanguinity. For family members within the first degree of consanguinity, bereavement leave may be used per occurrence. (MOU 03-02-22)

LOCAL 2020 MOU CY 2025-27
LEAVE PROVISIONS PAGE 9-4

9.3 Unauthorized Absence – Automatic Termination
(See CAM 77-9)

9.3.1 Any employee absent from his/her position for more than three working days, without notification or prior permission of his/her department head, may be considered to have automatically terminated his/her employment with the City; and therefore, does not have rights of appeal. However, prior to separation from employment, the City shall serve a Notice of Intent upon the employee, by personal delivery or by depositing said notice in the U.S. Mail. The employee has five (5) calendar days from personal service, or eight (8) calendar days from the date of mailing, to request an informal hearing before the City Manager or his/her designee. The employee may respond verbally or in writing, prior to the automatic termination provision being invoked. At this meeting, the employee will be allowed to provide written and/or oral information concerning, but not limited to:
(MOU 03-03-15)

9.3.1.1 Whether or not the employee obtained prior permission for their absence; or

(MOU 03-03-15)

9.3.1.2 Any other circumstances that would excuse the failure of notification of the absence. The final determination will be based upon the reasons furnished by the employee to the appointing authority for not having obtained prior permission. If the employee fai ls to provide a valid reason for the absence, the determination of the appointing authority shall be final.
(MOU 06-04-19)

LOCAL 2020 MOU CY 2025-27
VACATION PAGE 10-1
CHAPTER 10. VACATION

10.1 Accumulation of Vacation
(See Municipal Code Section 2-20.19 and CAM 71-5)

10.1.1 The following vacation schedule shall be instituted for shift employees (for example, from the commencement from employment through completion of three full years, 132 annual hours are earned. From the commencement of a seventh year and through completion of a seventh full year of service, the employee earns 156 hours of vacation):

Years 0-3 4-6 7 8 9 10-11 12 13 14 15 16
Hours
Earned
Year
132 144 156 168 180 192 204 216 228 240 252
(MOU 02-15-11)

10.1.2 The following vacation schedule shall be instituted for non-shift employees:

Years 0-3 4-6 7 8 9 10-11 12 13 14 15 16
Hours
Earned
Year
80 96 104 112 120 128 136 144 152 160 168
(MOU 02-15-11)

10.1.3 The maximum allowable vacation credit at any one time for a shift employee shall be 480 hours and 336 hours for a non-shift employee. When an employee reaches the maximum allowable vacation credit, no additional vacation credit will be accrued until the vacation balance is below the maximum.
(MOU 12-29-90)

10.1.3.1 Notwithstanding the provisions above, an employee absent due to a work-related injury, receiving Workers Compensation benefits and unable to take vacation, will be paid the excess biweekly vacation accrual at their straight time rate of pay. (MOU 03-02-22)

10.2 General Provisions

10.2.1 Employees may use earned vacation time upon accrual, provided the vacation request is approved by the employee's Chief Officer and the employee has passed probation. (MOU 12-29-90)

10.2.2 In any use of vacation, an employee's account shall be charged to the nearest half - hour.
(MOU 1-17-95)
LOCAL 2020 MOU CY 2025-27
VACATION PAGE 10-2

10.2.3 Vacations may be scheduled for employees insofar as practicable while meeting staffing levels on the basis of employee requests. In cases of conflict among requests, vacation assignments will be made on the basis of seniority. Seniority for vacation scheduling purposes shall be determined by continuous service in the department.

10.2.4 Illness while on paid vacation will be charged to sick leave rather than vacation only under the conditions specified in the Leave Provisions Chapter.

10.2.5 No employee shall be required to return to work for the City in any capacity during the time of his/her paid vacation from the City service, except in cases of emergency.

10.2.6 An employee separating from City service shall be paid for all accrued vacation in a lump sum payment.
(MOU 1-17-95)

10.2.7 Shift employees performing at an overall rating level of at least acceptable or above are eligible to cash-out up to ninety-six (96) hours of vacation at straight time on one occasion, so long as they have (after said cash-out) a minimum vacation balance of at least ninety-six (96) hours on the books per calendar year. Non-shift employees performing at an overall rating level of at least acceptable or above are eligible to cash -out up to forty (40) hours of vacation at straight time on one occasion anytime during the calendar year, so long as they have (after said cash-out) a minimum vacation balance of at least forty (40) hours on the books. (MOU 06-04-19)

10.2.8 An employee utilizing vacation leave shall have the ability to work his or her shift on an overtime basis.
(MOU 03-02-22)

10.3 Constructive Receipt

10.3.1 Employees will receive a cash payment for unused vacation provided they meet the requirement set forth in the applicable provision of the MOU and abide by Section 10.3.2.

10.3.2 Employees have the option to declare their intent to cash out accrued leave under the following conditions in accordance with Internal Revenue Code Section 451:

10.3.2.1 Hours cashed out will be paid at straight time.

10.3.2.2 By December 1 of each year, employees can declare their intent to cash out the leave (or a portion of the leave) they will earn during the following payroll calendar year. For example: elections made by December 1, 2022, shall apply to cash outs in the 2023 calendar year.

10.3.2.3 Employees can choose any pay period(s) during the payroll calendar year to receive the elected cash out; however, the specific pay period must be declared by December 1, and must declare the selected pay period for cash out at the time of election.

10.3.2.4 Elections are final and cannot be rescinded
LOCAL 2020 MOU CY 2025-27
VACATION PAGE 10-3

10.3.2.4.1 Employees must manage their hours to ensure sufficient hours are available for each cash out. If an employee fails to meet the requirement, the employee will not be eligible for that cash out during the year.

10.3.2.4.2 Employees will be eligible for partial cash outs if the full amount of hours elected are not available at the elected time of cash out. For example, if an employee elects to cash out 40 vacation hours during the first pay period in November but only 20 hours are available at that time, 20 hours would be cashed out.

10.3.2.4.3 Employees must complete the City’s standardized election form.

10.3.2.4.4 Failure to submit an irrevocable election form by December 1 of each year shall be the same as not electing to cash out leave during the following payroll calendar year.
(MOU 03-02-22)

LOCAL 2020 MOU CY 2025-27
HOLIDAYS PAGE 11-1
CHAPTER 11. HOLIDAYS

11.1 Holidays Observed
(See Municipal Code section 2-20.20 and CAM 78-2)

11.1.1 Shift employees shall observe the following holidays:

New Year's Day January 1
Lincoln's Birthday February 12
Washington's Birthday Third Monday in February
Cesar Chavez Day March 31
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Columbus Day Second Monday in October
Veterans’ Day November 11
Thanksgiving Day Fourth Thursday in November
Christmas Eve December 24
Christmas Day December 25
New Year’s Eve December 31
(MOU 05-06-25)

11.1.2 Shift employees that work on a designated holiday and are held over from the previous shift work must work a minimum of one (1) hour on a holiday to earn Compensatory Time Straight.
(MOU 03-03-15)

11.1.3 Non-shift employees shall observe the following holidays:

New Year's Day
Cesar Chavez Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
The Day After Thanksgiving Day
Christmas Day

11.1.3.1 Non-shift employees will be eligible to receive, on a pro- rated basis (rounded to the nearest half -hour), five additional days ( forty [40] hours) of floating holiday time on the first payroll period in the calendar year to be scheduled off by formal request of each individual employee with the approval of the department head. (MOU 12-06-11)

LOCAL 2020 MOU CY 2025-27
HOLIDAYS PAGE 11-2

11.1.3.2 Non-shift employees are eligible to cash out up to forty (40) hours of floating holiday time at straight time on one occasion anytime during year term of the MOU . If any floating holiday hours remain on the books at the end of the final payroll period of the calendar year, they will automatically be cashed out at straight time and included in the next payroll check.
(MOU 2-19-05)

11.1.4 For employees separating service or starting during the calendar year, floating holidays will be pro -rated (rounded to the nearest half -hour) based on the number of full pay periods elapsed or remaining during the payroll year. If an employee, prior to separating service, used more floating holiday time than the pro- rated amount for the payroll year, the excess used floating holiday time will be deducted from vacation leave hours, then if needed, from the employee’s final paycheck without the necessity of the City securing a judgment. (MOU 03-03-15)

11.1.5 For any shift employees having any floating holiday hours remain on the books at the end of the final payroll period of the calendar year, they will automatically be cashed out at straight time and included in the last payroll check of the calendar year. (MOU 06-04-19)

11.1.6 General Provisions

11.1.6.1 Unless otherwise indicated in this MOU, shift employees in Local 2020 shall be paid for six and one half (6.5) pro-rated work shifts effective the last pay period ending in November of each year in recognition of the current payroll calendar year’s holidays . This shall constitute full payment for all holidays, with the exception of when a shift employee WORKS on a designated legal holiday, he/she shall be compensated with twelve (12) hours of compensatory time off for each holiday worked.
(MOU 05-06-25)

11.1.6.1.1 If a shift employee exceeds the one hundred forty-four (144) maximum hours of accumulated compensatory time he/she shall automatically receive the holiday time in overtime pay at straight time. (MOU 05-06-25)

11.2 Proclaimed Holidays

11.2.1 For holidays proclaimed by the Mayor or Mayor pro tempore, (if the Mayor is unable to act by reason of absence or otherwise, or by the acting Mayor, if both the Mayor and Mayor pro tempore are unable to act by reason of absence or otherwise), fire fighters shall receive 1/2 day's extra pay and twelve hours of compensatory time if the holiday is actually worked. (MOU 01-21-14)

LOCAL 2020 MOU CY 2025-27
HOLIDAYS PAGE 11-3

11.3 Closing of City Offices

11.3.1 All City offices and departments whose continuous functioning is not essential to the public welfare shall be closed to the public on every Saturday, every Sunday, and every holiday which is City designated. If, however, a department head determines that the functioning of said department is necessary on any such days in order to avoid unreasonable inconvenience to the public, said department head may, with the approval of the City Manager, direct that such department remain open with only such personnel present as he/she finds necessary. (MOU 12-06-11)
LOCAL 2020 MOU CY 2025-27
LAYOFF PROCEDURES PAGE 12-1
CHAPTER 12. LAYOFF PROCEDURE

12.1 General Purpose

12.1.1 To provide a means by which employees are to be demoted or laid off when a reduction in force occurs.

12.2 Employee Evaluations

12.2.1 Where employee evaluation forms are used, the last regular annual evaluation form shall be used. Employees with a rating of "Unsatisfactory" shall be demoted or laid off first; those with a rating of "Below Average" second; those with a rating of "Satisfactory" third; those with a rating of "Above Average" fourth; and those in the "Outstanding" category last . If more than one employee is in a category, the one with the least seniority shall go first.

12.3 Reduction in Force - Demotion

12.3.1 Except as otherwise provided, whenever there is a reduction in work force, the appointing authority shall first demote to a vacant position or to a part time position (vacant or filled), if any, in a lower class for which the employee is qualified, the employee with less than three years continuous service in that classification, and with the lowest performance rating. For those employees with more than three years of service in the affected classification, the employee with the least continuous City service in that classification shall be demoted first . All persons so demoted shall have their names placed on the classification reinstatement eligibility list.

12.4 Reduction in Force - Layoff

12.4.1 Except as otherwise provided, whenever there is a reduction in work force, the appointing authority shall secondly lay off employees by class, by the affected department .

Those employees with the lowest performance rating and less than three years continuous service in that classification shall be laid off first. For those employees with more than three years of service in the affected classification and department, the employee with the least continuous City service in the affected classification shall be laid off first.

12.4.1.1 Whenever two or more employees with less than three years continuous service in the affected classification have the same performance category ratings, the first to be laid off will be the one with the least seniority. Whenever two or more employees with more than three years continuous service in the affected classification have the same seniority status, the employee with the lowest category performance rating shall be laid off first.

12.4.1.2 Any employee so laid off will be given ten working days notice in writing by the appointing authority. All probationary and regular employees to be laid off shall have their names placed on the City re-employment eligibility list. (MOU 2-05-08)
LOCAL 2020 MOU CY 2025-27
LAYOFF PROCEDURES PAGE 12-2

12.4.1.2.1 NOTICE: The appointing authority shall send written notice to the last known address of each employee affected by a layoff at least ten working days prior to the effective date of the action. The notice shall include the: (a) reason for the layoff; (b) classes to which the employee may demote within the department, if any; (c) effective date of the action; (d) appeal rights of the employee; and (e) conditions governing retention on and reinstatement from re-employment lists.

12.5 Determining Length of Seniority

12.5.1 In determining continuous City service seniority, all uninterrupted employment including periods of authorized leaves of absence, periods of employment prior to a previous layoff, in a full-time position as listed in Schedule II of the Schematic List of Classes and approved in the adopted fiscal budget, shall be counted as continuous City service seniority .

Time served as a part time employee or employment under a federal program, shall not be credited toward seniority for this purpose. In determining classification seniority, all time that an employee has been employed in a particular classification and not within a classification series (e.g., Account Clerk II, Steno Clerk, Maintenance Worker III, etc.) shall be counted as classification seniority.

12.6 Order of Reduction in Force

12.6.1 In a reduction in force situation, the following layoff shall be followed:

12.6.1.1 Probationary employees in reverse order of their classification job performance in the affected classifications.

12.6.1.2 Should there be need for further reduction, regular employees in the affected classifications shall be involuntarily demoted: those with less than three years of service based upon their job performance; those with three years of regular employee service demoted in reverse order of their classification seniority. (MOU 2-05-08)

12.7 Determining Order of Layoff and Demotion for Employees with Identical Seniority and/or Job Performance

12.7.1 Should two or more employees have identical classification seniority and/or job performance, the order of layoff and demotion shall be determined by random selection.

12.7.2 If the seniority of two or more employees in the affected classification is equal, departmental seniority shall be determined.

12.7.2.1 Bumping: An employee designated to be laid off may bump into the next lower classification within the same department if the employee has previously held regular employee status in such classification with the City . An employee who is bumped shall be laid off in the same manner as an employee whose position is abolished. (MOU 2-05-08)
LOCAL 2020 MOU CY 2025-27
LAYOFF PROCEDURES PAGE 12-3

12.7.2.1.1 Employees who have not actually held status in a lower classification shall be allowed to demote to a vacant position or to a position held by a City probationary employee in such lower class but may not bump regular City employees already in the lower classification.
(MOU 2-05-08)

12.7.2.2 Transfer: All efforts will be made by the City to transfer any employee who is to be affected by a reduction in force to another vacant position for which such employee may qualify.

12.8 Reinstatement of Employee Demoted as a Result of a Reduction in Force

12.8.1 Employees who are demoted as a result of a reduction in force shall have their names placed on a classification reinstatement list, in the order of their classification seniority (for those with three or more years in the classification) . For those with less than three years of service, their reinstatement will be based upon the performance evaluations . Vacant positions within a classification shall first be offered to employees on this list.

12.9 Re-employment of Employees Laid Off as a Result of a Reduction in Force

12.9.1 Employees who are laid off and who held probationary or regular employee status at the time of layoff shall have their names placed on a re-employment list for classification in which they previously held status and for classifications at the same or lower salary range for which they qualify in the order of their classification seniority (for those with three or more years in the classification). For those with less than three years of service, their reinstatement will be based upon the performance evaluations . Vacant positions in such classifi cations will be offered to eligibles on the re-employment list who qualify for such vacancies prior to an open or promotional recruitment.
(MOU 2-05-08)

12.9.2 Once a person on a re-employment list is reinstated to a regular position as a result of his/her re-employment rights, his/her name shall be removed from the re-employment list for the classification to which he/she was reinstated and from all re-employment lists for classifications at the same or lower salary range of the classification in which he/she was reinstated. (MOU 1-17-95)

12.10 Duration of Reinstatement and Re-employment Lists

12.10.1 The eligibility of individuals on the reinstatement and re-employment lists shall extend for a period of one year from the date of demotion or layoff . Eligibles not responding to written notification of an opening within ten working days from the date the notice is mailed to them shall have their names removed from either the re-employment or reinstatement lists.

LOCAL 2020 MOU CY 2025-27
LAYOFF PROCEDURES PAGE 12-4

12.10.2 An employee's name may be removed from the reinstatement/re-employment list if any of the following occur:

12.10.2.1 The individual indicates that he/she will be unable to return to employment with the City during the life of the list; or

12.10.2.2 The individual cannot be reached after reasonable efforts have been made to do so. The City shall utilize certified mail or personal delivery when contacting individuals. (MOU 1-17-95)

12.11 Restoration of Benefits Upon Re-employment Following a Reduction in Force

12.11.1 Upon re-employment following a reduction in force, an individual will have the following benefits restored:

12.11.1.1 Prior sick leave accruals.

12.11.1.2 Seniority at time of layoff for purposes of determining merit increases, vacation accruals, and future reduction in force.

12.11.1.3 The salary step paid to an employee who is re- employed shall be equivalent to that which the employee was receiving immediately prior to layoff. If the employee chooses to be re-employed in a classification which has a salary range lower than the classification from which he was laid off, then salary placement will be made at a point either equivalent to his/her salary immediately prior to layoff, or, if the maximum of the salary range of the position to which the employee is to be re- employed is less than the employee's salary immediately prior to layoff, then the employee will receive the maximum of the salary range.

12.12 Obligation to Serve Probationary Period

12.12.1 A person appointed from a re-employment list or classification reinstatement list must serve a new probationary period in order to attain regular employee status if they are appointed to a different classification or are placed in another department. (MOU 2-05-08)

12.12.2 If a person is appointed to a position from a re- employment list which he/she has not previously held, the appointment shall be subject to a probationary period. The person would be eligible for a merit increase after satisfactory completion of six months of employment in the position, subject to the limitations of the salary range.

12.12.3 If the employee should fail to pass probation, his/her name shall be placed back on any re-employment list(s) which the employee had initially been on, prior to his/her appointment into the position.
(MOU 1-17-95)

12.13 Payoff of Accruals Upon Layoff

12.13.1 Laid off employees are to be paid for all accrued holidays, vacation, and overtime when separated as a result of layoff.

LOCAL 2020 MOU CY 2025-27
LAYOFF PROCEDURES PAGE 12-5

12.14 Non-Discrimination in Reduction in Force

12.14.1 Layoffs and demotions which result from a reduction in force shall be made without regard to an employee's race, color, national origin, religion, sex, age, citizenship, or physical handicaps.

12.15 Computing Length of Service

12.15.1 Only continuous time spent in a permanent full-time position shall be computed for seniority rating.
(MOU 1-1-85)
LOCAL 2020 MOU CY 2025-27
GRIEVANCE PROCEDURES AND DISCIPLINARY APPEALS PAGE 13-1 CHAPTER 13. GRIEVANCE PROCEDURE AND DISCIPLINARY APPEALS

13.1 Grievance Procedure and Disciplinary Appeals

13.1.1 The purpose of this chapter is to provide an orderly method for the settlement of a dispute between the City and its employees . Such a dispute shall be defined as a grievance and must be presented within thirty (30) calendar days of the date it occurred or within thirty (30) calendar days of the date the employee could reasonably be expected to have knowledge of the occurrence. An employee may request the assistance of another person of his/her own choosing in preparing and presenting his/her appeal at any level of review. Grievances shall be processed in accordance with the following steps, time limits, and conditions herein set forth:

13.1.1.1 Grievance shall be submitted in writing to the immediate supervisor who shall promptly meet and discuss grievance with the employee and reply within ten (10) calendar days.

13.1.1.2 In the event the decision of the immediate supervisor does not satisfy the grievance, it may be appealed in writing within ten (10) calendar days to the department head who shall within ten (10) calendar days meet and discuss the grievance with the employees.

The department head shall reply within ten (10) calendar days his/her decision and reply in writing.

13.1.1.3 Any appeal of the department heads decision must be made in writing to the City Manager within not more than ten (10) calendar days following the date the employee is informed of the department heads decision. The City Manager shall either act as Hearing Officer in this appeal or appoint a Hearing Officer in his absence. The Hearing Officer shall meet and discuss the grievance with the employee and shall reply at the earliest possible date. The Hearing Officer’s decision shall be final.
(MOU 2-22-03)

13.1.1.4 If the employee fails to appeal the decision at any level within the organization within ten (10) calendar days of the decision, the matter will be considered closed and shall not be subject of further appeal.
(MOU 2-22-03)

13.1.2 All grievances shall be submitted on forms provided by the City.

13.1.3 Should the employee or the City at any step of the grievance require additional time to reply within the stipulated time period, the party requiring the additional time shall notify the other party. A thirty (30) day maximum extension is all that will be allowed unless agreed to by both parties.
(MOU 1-1-85)

13.1.4 The above grievance procedures are not to be used for:

13.1.4.1 The procedure is not to be used for achieving changes in wages, hours and working conditions.

LOCAL 2020 MOU CY 2025-27
GRIEVANCE PROCEDURES AND DISCIPLINARY APPEALS PAGE 13-2

13.1.4.2 The procedure is not to be used to challenge the content of employee evaluations or performance reviews.

13.1.4.3 The procedure is not to be used to challenge the decision to reclassify, layoff, deny reinstatement, or deny a step or merit increase to an employee unless it violates an expressed provision of the MOU or law.

13.1.4.4 This procedure is not to be used in disciplinary cases of oral reprimand, written reprimand, punitive transfer, reduction in pay, demotion, suspension, or termination. (MOU 2-22-03)
LOCAL 2020 MOU CY 2025-27
MANAGEMENT RIGHTS AND RESPONSIBILITIES PAGE 14-1
CHAPTER 14. MANAGEMENT RIGHTS AND RESPONSIBILITIES

14.1 General Provisions

14.1.1 The City reserves, retains, and is vested with, solely and exclusively, all rights of Management which have not been expressly abridged by specific provisions of this MOU or by law to manage the City, as such rights existed prior to the execution of this MOU. The sole and exclusive rights of Management, as they are not abridged by this agreement or by law, shall include but not be limited to, the following rights:

14.1.1.1 To manage the City generally and to determine the issues of policy.

14.1.1.2 To determine the existence or nonexistence of facts which are the basis of the management decision.

14.1.1.3 To determine the necessity and organization of any service or activity conducted by the City and expand or diminish services.

14.1.1.4 To determine the nature, manner, means, technology, and extent of services to be provided to the public.

14.1.1.5 To determine methods of financing.

14.1.1.6 To determine types of equipment or technology to be used.

14.1.1.7 To determine and/or change the facilities, methods, technology, means, organizational structure, and size and composition of the work force, and allocate and assign work by which the City operations are to be conducted.

14.1.1.8 To determine and change the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all City functions including, but not limited to, the right to contract or subcontract any work or operation of the City.

14.1.1.9 To assign work to and schedule employees in accordance with requirements as determined by the City and to establish and change work schedules and assignments upon reasonable notice.

14.1.1.10 To lay off employees from duties because of lack of work or funds, or under conditions where continued work would be ineffective or non-productive.

14.1.1.11 To establish and modify productivity and performance programs and standards.

14.1.1.12 To discharge, suspend, demote, reprimand, withhold salary increases and benefits, or otherwise discipline employees for cause.

14.1.1.13 To determine minimum qualifications, skills, abilities, knowledge, selection procedures and standards, job classifications, and to reclassify employees in accordance with this MOU and applicable resolutions and codes of the City.

LOCAL 2020 MOU CY 2025-27
MANAGEMENT RIGHTS AND RESPONSIBILITIES PAGE 14-2

14.1.1.14 To establish reasonable employee performance standards including, but not limited to, quality and quantity standards; and to require compliance therewith.

14.1.1.15 To maintain order and efficiency in its facilities and operations.

14.1.1.16 To establish and promulgate and/or modify rules and regulations to maintain order and safety and health in the City which are not in contravention with this Agreement.

14.1.1.17 To restrict the activity of an employee organization on municipal property and on municipal time except as set forth in this MOU.

14.1.1.18 To take any and all necessary action to carry out the Mission of the Agency in emergencies.

14.1.1.19 Nothing herein shall constitute a waiver of rights guaranteed to the parties under the Meyers-Milias-Brown Act (Govt. Code §3500 et seq.). (MOU 1-17-95)

14.2 Authority of Third-Party Neutral

14.2.1 All management rights, powers, authority, and functions, whether heretofore or hereinafter exercised, shall remain vested exclusively with the City. No third-party neutral shall have the authority to diminish any of the management rights which are included in this chapter.

14.3 Impact of Management Rights

14.3.1 Where required by law, the City agrees prior to implementation, to meet and confer with the union over the impact of the exercise of a management right upon wages, hours, and other terms and conditions of employment of its members unless the impact consequ ences of the exercise of a management right upon the union members is provided for in this MOU, Personnel Rules and Regulations, or Departmental Rules and Regulations. (MOU 1-1-85)

14.4 Exchange of Information

14.4.1 The City shall, upon specific request, send t o Local 2020 electronic copies of City CAMs (these include Personnel rules and regulations), department policies and all memos addressed to "ALL PERSONNEL" of the Fire Department . In exchange, Local 2020 agrees to provide the City, upon specific request, with electronic copies of the International and Local 2020 Constitution and Bylaws, and any changes to these documents . The exchange of information shall not include confidential information.
(MOU 06-04-19)
LOCAL 2020 MOU CY 2025-27
SLOW DOWN, WORK STOPPAGE, OR STRIKE PAGE 15-1
CHAPTER 15. SLOW DOWN, WORK STOPPAGE, OR STRIKE

15.1 Slow Down or Work Stoppage

15.1.1 Local 2020 does not condone a slow down or work stoppage by its members or by the union. If a slow down or work stoppage does occur, Local 2020 will immediately call a meeting of its membership to determine the reasons for such action, explain the proper procedure for handling grievances, and then meet with the City's representatives process in an attempt to resolve the issue.
(MOU 06-04-19)
LOCAL 2020 MOU CY 2025-27
EDUCATIONAL INCENTIVE PAY PAGE 16-1
CHAPTER 16. EDUCATIONAL INCENTIVE PAY
(See CAM 76-4)

16.1 General Provisions

16.1.1 Upon the approval of the City Manager, educational incentive pay shall be paid in addition to regular pay when education is in addition to the regular requirements of the job specifications and is work-related. An employee may not receive more than a 7.5% increase. (MOU 06-04-19)

16.1.2 The City agrees to provide educational incentive pay upon date of hire for all new employees.
(MOU 2-05-08)

16.2 2.5% Educational Incentive Pay

16.2.1 Employees hired prior to July 11, 2011 shall be eligible to receive a 2.5% educational incentive for having obtained 60 recognized college classroom units or equivalent . For employees hired on or after July 11, 2011, the City will provide a 2.5% educational incentive pay to those employees whom have obtained an AA or AS Degree. (MOU 02-15-11)

16.3 5.0% & 7.5% Educational Incentive Pay

16.3.1 The City will provide a 5% educational incentive pay to those employees that have a B.A. Degree with 120 recognized college classroom units of which 40 units must be upper division course work in a job-related discipline.

16.3.2 The City will provide a 7.5% educational incentive pay to those employees that have a M.A. Degree with 2/3rds of the recognized graduate college classroom units being graduate course work in a job-related discipline.
(MOU 03-03-15)

16.3.3 No unit member shall receive an aggregate of education incentive as prescribed i n Section 16.2.1, 16.3.1, 16.3.2 and certification incentive as prescribed in Section 16.5 greater than 7.5%.
(MOU 03-03-15)

16.3.3.1 Example: Fire Fighter has a B.A. Degree and holds a Chief Fire Officer certificate.

Said Fire Fighter is receiving a 5% Educational Incentive under Section 16.3.1. Under Section 16.5.1., a Chief Fire Officer certificate is 5%; however, the Fire Fighter cannot receive an aggregate of greater than 7.5%, thus he/she would receive a total of 7.5% for the B.A. degree and the Chief Fire Officer certificate.
(MOU 03-03-15)
LOCAL 2020 MOU CY 2025-27
EDUCATIONAL INCENTIVE PAY PAGE 16-2

16.4 Additional Benefits

16.4.1 All full-time employees may be eligible for reimbursement up to $850 per calendar year for the cost of tuition, books, travel, and certificates if a grade of “C” or better is obtained. This benefit may also be used for employee- initiated training classes that result in a course completion certificate provided by California State Fire Training or a recognized training organization approved by the Fire Chief. If travel is reimbursed, then provisions in CAM 95- 1 must be followed and City Manager approval is required. (MOU 03-02-22)

16.4.1.1 Receipts must be received by the City for processing within 60 days of course completion.
(MOU 01-21-14)

16.5 Certificate Incentive Program

16.5.1 All eligible unit members shall receive Certification Incentive pay beginning upon the ratification of this MOU by the City Council according to the following education incentive pay guidelines:
• Company Officer certificate = 2.5%
• Chief Fire Officer certificate = 5%
• Executive Chief Fire Officer certificate = 7.5%

LOCAL 2020 MOU CY 2025-27
SAFETY PAGE 17-1
CHAPTER 17. SAFETY

17.1 Safety

17.1.1 Local 2020 will actively participate in all phases of an employee safety program which shall provide appropriate controls for dealing with repeated violators of the established safety regulations.
(MOU 1-1-79)

17.1.2 The City shall make reasonable efforts to provide and maintain a safe place of employment. Employees shall be alert to unsafe practices, equipment, and conditions, and report any such unsafe practices, equipment, or conditions to their immediate supervisors. (MOU 1-1-91)

17.1.3 The City shall furnish all equipment which is necessary for employees to perform their job in a safe manner.
(MOU 1-1-91)
LOCAL 2020 MOU CY 2025-27
RENEGOTIATION PAGE 18-1
CHAPTER 18. RENEGOTIATION

18.1 Renegotiation

18.1.1 The parties agree to commence the negotiations process within one hundred and fifty (150) days prior to expiration of this MOU.
(MOU 05-06-25)

18.1.2 The City and Local 2020 agree to meet in a joint Labor/Management Committee to discuss the Fire Fighter in Training classification, the Layoff Procedure and Education Incentive procedures.
(MOU 06-04-19)

LOCAL 2020 MOU CY 2025-27
PRIOR AND EXISTING CONDITIONS PAGE 19-1
CHAPTER 19. PRIOR AND EXISTING CONDITIONS

19.1 Prior and Existing Conditions

19.1.1 Except as herein modified, there shall be no change in the wages, hours, or working conditions set forth in this MOU or as specified in the Santa Maria Fire Department (SMFD) DEPARTMENT SENIORITY POLICY dated December 8, 2005, and the SMFD STAFFING AND TIME OFF POLICY dated December 1, 2007, unless changes are made by mutual consent. It is agreed that the appendix to the DEPARTMENT SENIORITY POLICY will be updated periodically in order to reflect the current personnel complement of the department. (MOU 2-05-08)

19.1.2 The City authorizes the Fire Chief to update SMFD S taffing and Time Off Guidelines to include Engine 6 into minimum staffing.
(MOU 05-06-25)
LOCAL 2020 MOU CY 2025-27
SIGNATURES PAGE 20-1
CHAPTER 20. PRE-EMPTIVE LAWS

20.1 Pre-Emptive Laws

20.1.1 In any chapter, article, section, sub-article, sentence, clause, phrase or portion of this MOU or any addition, addendum or exhibit, thereto should be held invalid or unenforceable by operation of law, or by any tribunal or office of competent jurisdiction, or if compliance with or enforcement of any chapter, article, sub-article, sentence, clause, phrase or portion of this MOU should be retained by such tribunal or office, the remainder of this document shall not be affected thereby, and the parties shall enter into the meet and confer process for the purpose of arriving at a mutually satisfactory replacement for such chapter or section. (MOU 2-22-03)

LOCAL 2020 MOU CY 2025-27
SIGNATURES PAGE 20-2

CITY OF SANTA MARIA Local 2020

_________________________________ _______________________________ David W. Rowlands Matthew Chircop
City Manager Local 2020 President

_________________________________ _______________________________ Thomas Watson Jeremy Mace
City Attorney Local 2020 First Vice President

_________________________________ _______________________________ Graciela Reynoso Cody Joy
Chief Human Resources Officer Local 2020 Second Vice President

_________________________________ _______________________________ Erica Anaya Chad Wennerstrom
Human Resources Administrative Leader Bargaining Team Member

_______________________________
Matthew Luis
Bargaining Team Member

COUNCIL AGENDA REPORT

TO: Mayor and City Council

FROM: Donna G. Schwartz, Chief Deputy City Clerk

DATE: May 6, 2025

SUBJECT: Adoption of a Resolution Cancelling May 20, 2025, City Council Meeting

Description:

The City Council will consider canceling the regular City Council Meeting on Tuesday, May 20, 2025.

RECOMMENDATION:

Adopt a Resolution canceling the regular City Council Meeting on Tuesday, May 20, 2025.

BACKGROUND:

Section 2-1.01 of the Santa Maria Municipal Code sets the time, day, and place for holding City Council meetings to discuss items of City business. The City Council has the authority to cancel meetings.

DISCUSSION:

Staff recommends City Council cancel the second meeting in May, and address items that arise between now and at the June 3, 2025, regular City Council Meeting.

Impact to the Community
While the public will not have the ability to bring concerns to the City Council on May 20, 2025, Councilmembers and staff remain available by email or telephone to address residents’ concerns during the regular business days prior to the June 3 rd meeting and thereafter.

ATTACHMENT(S)

A. Resolution

RESOLUTION NO.

A RESOLUTION OF THE CITY COUNCIL OF THE

CITY OF SANTA MARIA, CALIFORNIA,

CANCELING THE REGULAR CITY COUNCIL
MEETING ON TUESDAY, MAY 20, 2025

WHEREAS, the City Council meets on a regular schedule twice a month , on the first and third Tuesdays; and

WHEREAS, the City Council has the authority to cancel meetings when necessary; and

WHEREAS, it has been determined that the May 20, 2025 , City Council Meeting will be cancelled.

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Santa Maria the May 20, 2025, City Council Meeting is cancelled.

PASSED AND ADOPTED at a regular meeting of the City Council of the City of Santa Maria, California, held this 6th day of May 2025.

Mayor
ATTEST:

Chief Deputy City Clerk

APPROVED AS TO FORM:

By:

City Attorney

APPROVED AS TO CONTENT:

By: -------------------------------
Department Director

By:

City Manager

COUNCIL AGENDA REPORT

TO: Mayor and City Council

FROM: David W. Rowlands, City Manager

DATE: May 6, 2025

SUBJECT: Adoption of a Resolution A warding a Professional Services Agreement to Triton Technology Solutions for Upgrading Shepard Hall Audio Visual System

Description:

The City Council will consider approving the award of a Professional Services Agreement to Triton Technology Solutions.

RECOMMENDATION:

Adopt a Resolution awarding a Professional Services Agreement for upgrading the audio- visual system in Shephard Hall to Triton Technology Solutions.

BACKGROUND:

Shepard Hall, located in the City Library, is a heavily used meeting space for City staff and the public. Users of the space rely on well-functioning audio and video technology to conduct meetings, host Library programs, perform demonstrations, and provide educational sessions (in -person and remotely via Teams, Zoom, and other online technologies). Shepard Hall may also be used for overflow attendance during highly attended public meetings, and it used to be tied to the production control center located at City Hall. The current audio-visual equipment has passed its useful life and has become unreliable and difficult to use and operate. This project will upgrade the audio -visual components of the system and will upgrade the connection to the production control center in City Hall, making the entire system more reliable and easier to use.

DISCUSSION:

The City issued a Request for Proposal (RFP) eliciting responses from qualified vendors to propose a solution for Shepard Hall that includes PTZ cameras, DVD/Blu -ray player, HDMI switcher with visual touch panel, wall ports with tested structural cabling, MS Teams Certified Room with Zoom compatibility, wireless presentation system supporting Airplay and Miracast, UPS, PDU, and staff training. The RFP solution also requires 2 integration with the Council Chambers and with the tower control room audio -video system.

The City received three responses to the RFP , which were reviewed by a panel of City staff stakeholders. Triton Technology Solutions was determined to have submitted the most comprehensive, cost-effective, and complete solution.

Alternative
City Council could decide not to award this Professional Services Agreement to Triton Technology Solutions and direct staff to seek alternative ways to maintain acceptable audio-visual services in Shepard Hall.

Fiscal Considerations
The cost for this pr oject is $189,096.77. Funding has been secured through the Public, Education and Government (PEG) account, the City’s Business Equipment Replacement fund, and a Library 2024-2026 approved budget request.

Impact to the Community
The completion of this p roject and the associated audio -visual system upgrades will benefit the community by providing stable, reliable, and easy-to-use technology in heavily used Shepard Hall. It will improve the quality of public meetings, educational sessions, and demonstrations.

ATTACHMENT(S)

A. Resolution – Triton Technology Solutions
B. Professional Services Agreement – Triton Technology Solutions

Attachment A
RESOLUTION NO.

A RESOLUTION OF THE CITY COUNCIL

OF THE CITY OF SANTA MARIA, CALIFORNIA,

AWARDING A PROFESSIONAL SERVICES AGREEMENT TO

TRITON TECHNOLOGY SOLUTIONS FOR UPGRADING THE

AUDIO-VISUAL SYSTEM IN SHEPARD HALL

WHEREAS, the audio-visual technology in Shepard Hall has passed its useful life and has become unreliable and increasingly difficult to use; and

WHEREAS, Shepard Hall is a heavily use d resource for City staff and the public for meetings, programs, presentations, and educational sessions; and

WHEREAS, the City received proposals from three vendors following a competitive bid process; and

WHEREAS, following deliberations, the selection committee determined that Triton Technology Solutions submitted the most qualified, comprehensive, and responsive bid.

NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Santa Maria, California, as follows:

SECTION 1. Awarding a Professional Services Agreement for Shepard Hall Audio- Visual upgrade services to Triton Technology Solutions for a fee of $189,096.77; and

SECTION 2. Authorizing City Manager, or designee, to execute the Professional Services Agreement upon receipt of information required by the Request for Proposal; and

SECTION 3. The Chief Deputy City Clerk is hereby authorized to make m inor changes herein to address clerical errors, so long as substantial conformance of the intent of this document is maintained. In doing so, the Chief Deputy City Clerk shall consult with the City Manager and City Attorney concerning any changes deemed necessary.

///

Attachment A
PASSED AND ADOPTED at a regular meeting of the City C ouncil of the City of Santa Maria, California, held this 6th day of May 2025.

ATTEST:

Chief Deputy City Clerk

Mayor

APPROVED AS TO FORM:
_______________________________
City Attorney
APPROVED AS TO FORM:
_______________________________
Department Director
_______________________________
City Manager

Page 1 of 22 ends

AGREEMENT FOR PROFESSIONAL SERVICES
This Agreement is made on , by and between, Triton Technology Solutions Inc., a California Corporation (“Contractor” or “Consultant”) and the City of Santa Maria, a California Municipal Corporation and charter city (“City”), in Santa Maria, California, based on the following recitals:

WHEREAS City wishes to engage with Contractor to build and install an audiovisual system in Shepard Hall that integrates with the Council Chambers and with the tower control room, audio and video system, PTZ cameras, DVD/Blu-ray player, HDMI switcher with visual touch panel, wall ports with tested structural cabling, MS Teams Certified Room with Zoom compatibility, wireless presentation system supporting Airplay and Miracast, UPS, PDU, as well as connecting to customer furnished equipment), and for staff training.

WHE
REAS City has executed a competitive procurement process for the requested project; and, WHE
REAS City has evaluated all responses and concluded contractor submitted the most comprehensive, cost effective, complete solution and responsive bid; and, WHE
REAS Contractor has asserted to be qualified and experienced in implementing the project deliverables included in Exhibit A (Triton Technology Solutions RFP dated February 27, 2025); and, WHE
REAS, the Fixed Price, Not To Exceed cost for the services and equipment is $189,096.77 NOW
, THEREFORE, IT IS AGREED:

1. Recitals true. The above recitals are true.

2. General.

2.01. Term and Termination. The term of this contract is effective beginning on the latest date provided on the signature page below and terminates upon completion of the scope of work. This contract may be extended by mutual consent of the parties. This contract may be terminated for breach of its terms or conditions, or because of discovery of any act which violates local, state or federal law. Termination is effective 14 days after deposit of notice as specified in this Agreement.

2.02. Services to be Performed. Contractor shall determine the method, details and means of providing project management, discovery and design, implementation, testing and migration services. More specifically, Contractor agrees to perform the specific services listed in Exhibit “A.”

2.03 City’s Duties. City’s duties under this Agreement are to cooperate with Contractor in the performance of the contract and timely pay invoices.

2.04. Payment. Payment terms under this Agreement are listed in Exhibit “B.”

2.05. Insurance. Contractor shall provide insurance as listed in Exhibit “C.”

2.06. Exhibits. Exhibits “A”, “B”, “C” and “D” are attached and incorporated.

Attachment B

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3. Contractor’s Obligations.

3.01. Minimum Amount of Service. Contractor shall devote sufficient time to perform services under this agreement efficiently and effectively. Contractor may represent, perform services for and be employed by additional individuals or entities, in Contractor’s sole discretion, as long as the performance of these extra-contractual services does not interfere with or present a conflict with City's business.

3.02. Tools and Equipment. Except as otherwise stated in this Agreement, Contractor will supply all tools and equipment necessary to perform this Agreement.

3.03. Status. Contractor (including its employees) is an independent contractor. No employer/employee relationship exists between Contractor and the City. Contractor's assigned personnel shall not be entitled to any benefits payable to employees of the City. The City is not required to make any deductions or withholdings from the compensation payable to Contractor under this agreement.

3.04. Indemnification. To the fullest extent permitted by law, the Contractor shall indemnify, defend (with independent counsel approved by the City) and hold harmless the City, and its directors, officers, and employees from and against all liabilities (including without limitation all claims, losses, damages, penalties, fines, and judgments, associated investigation and administrative expenses, and defense costs, including but not limited to reasonable attorneys’ fees, court costs and costs of alternative dispute resolution) regardless of nature or type that arise out of, pertain to, or relate to the negligence, reckless, or willful misconduct of the Consultant or the acts or omissions of an employee, agent or subcontractor of the Consultant. The provisions of this paragraph survive completion of the services or the termination of this contract. The provisions of this Section are not limited by the provisions of the Section relating to insurance.

4. Miscellaneous

4.01. Notices. All communication relating to the day -to-day activities of this Agreement shall be exchanged between a designated representative of the CITY and a representative of CONTRACTOR, listed below. All notices shall be addressed as follows unless a written change is filed with the City:

To City: To Contractor:

If the designated Representative or address of either party changes during the term of this agreement, a written notice shall be given to the other party prior to the effective date of change.

Any written notices required under this agreement shall be effective five (5) Tim Mellin Kristen Tetherton
City of Santa Maria Triton Technology Solutions, Inc.
110 East Cook Street, Room 7 32234 Paseo Adelanto Suite E-1 Santa Maria, CA 93454 San Juan Capistrano, CA 92675
805.925.0951 x 2040 949.388.3919

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days after deposit into United States mail, postage prepaid, addressed to the designated Representative, or upon confirmation of receipt of delivery if another notification process is used.

4.02. Compliance With Laws, etc. Contractor shall comply with all laws, including but not limited to the rules and policies of the City, in performing this agreement.

4.03. Integration. This agreement constitutes the entire agreement of the parties with respect to the subject matter. All modifications, amendments, or waivers of the terms of this agreement must be in writing and signed by the appropriate representatives of the parties.

4.04. Interpretation. This agreement shall be interpreted in accordance with the laws of the State of California.

4.05. Jurisdiction. Jurisdiction and venue of all disputes over the terms of this agreement shall be in the County of Northern Santa Barbara, State of California.

4.06. Warranty of authority. Each person signing this agreement on behalf of a party warrants that he or she has authority to do so.

4.07. No Waiver. Failure to enforce with respect to a default shall not be construed as a waiver.

4.08. Severability. The provisions of this agreement are severable. If any part of this agreement is held invalid by a court of competent jurisdiction, the remainder of the agreement shall remain in full force and effect unless amended or modified by mutual written consent of the parties.

4.09. Submittals. In addition to any other submittals required by this agreement, Contractor shall submit copies of its current business license and current certificate of workers compensation coverage to the City before beginning work on this project.

4.10. Prevailing Wage. Contractor and all sub- consultants are required to pay the general prevailing wage rates of per diem wages and overtime and holiday wages determined by the Director of the Department of Industrial Relations under Section 1720 et seq. of the California Labor Code. Prevailing wage requirements are attached as Exhibit D.

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IN WITNESS WHEREOF, this agreement is executed by the parties on the date first written above.

Triton Technology
Solutions Inc.
a California Corporation
CITY OF SANTA MARIA, a political
subdivision of the State of California

Donna G. Schwartz
Chief Deputy City Clerk

APPROVED AS TO FORM:

Risk Manager

City Attorney

Signature

Name

Title

David W. Rowlands
City Manager

ATTEST:

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Exhibit “A”

Statement of Work

The scope of work for this project proposed in Contractor’s Request for Proposal (RFP) Response dated February 27, 2025 includes:

1. Installation of an audiovisual system solution in Shepard Hall that integrates with the Tower Studio, the Dante Studio software and its integration with Council Chambers.

2. The audiovisual system includes the scope items specified in Table 1 below and meets the criteria established therein.

NOTE: Although the first year Master Service and Support Agreement is included in the Triton Technology Solutions RFP Response, it will be negotiated and signed separately at a later date once the installation has been completed, inspected and invoiced.

3. Complete the Installation of scope items as follows:

Table 1: Scope Summary

LOCATION IN SCOPE NOT IN SCOPE
Shepard Hall Council Chamber Interconnection (Link)
Includes: Dante Encoder, Dante Decoder, ROI-HDMI Scan converter, ROI- SDI Scan converter, Mini 3G/HD/SD-SDI Quad split multiviewer w/ HDMI Pull-out 1RU rackmount HDMI monitor
Projector
installation
Audio & Video System:

Replace AV mixer/ amplifier, microphone system, including: Rechargeable Handheld transmitter, Hybrid bodypack transmitter, Desktop base transmitter, Gooseneck microphone, Access point transceiver w/ 8 wireless channels, Networked docking stations for bodypack, handheld and boundary transmitters, Networked docking stations for gooseneck boundary transmitters only, Wireless headset microphone, 4 low profile ceiling speakers, In ceiling woofer, 4-channel amplifier (350 watts per channel), CBOX multicast router for A/V data management
Projector
screen installation
PTZ Cameras
Replace camera systems w/ 3 ceiling mounted Panasonic AW-UE50 pan/tilt/zoom cameras, PTZ Remote controller, Sliding rack shelf w/ stay open latch
Computer
installation
DVD/ Blu-ray player
Replace DVD/ Blu-ray player w/ Multimedia player w/ remote control

HDMI Switcher/ Visual Touch Panel
Replace HDMI switcher, visual touch panel. Includes: Intent Digital support services, Wall mount touch panel controller, PoE Ethernet serial module, PoE Ethernet relay module, Control software support

Wall Ports/ Test Structured Cabling
Replace wall ports & test/ replace structured cabling:

Includes: USB 3.2 Extender wall plate, Extender client, AV Rack

MS Teams Room Certified & Zoom Compatibility
Add MS Teams & Zoom compatible peripherals: Meeting room DSP W/ 4 integrated PoE ports; Low profile ceiling mic, AVB beamtracking Surface-mount ceiling mic, Rack shelf for meeting room DSP

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Exhibit “A”

Statement of Work (continued)

Wireless Presentation System Supporting Airplay & Miracast Wireless collaboration system, 3 host switcher for USB/ HDMI devices, USB 3.2 Extender wall plate, Extender client, USB Capture device

UPS & PDU
High performance UPS with lithium-ion batteries
PDU with surge suppression, Network interface & Charging ports

Customer Furnished Equipment
Connect to and configure integration with: Projector, Projector screen Actuator, Computer, Network switches: Library, Tower and City Hall Network closet (Connect to switches, collaborate with IT for configuration

Training & Resources for studio team
Includes: Comprehensive training manual with troubleshooting & basic self- service maintenance components, 4-hour on site PEG team training

4. This scope of work includes Triton performing all the phases detailed below in our Project Process with the deliverables detailed in each phase. The scope of work includes the following functionality:

4.1 Three Panasonic AW-UE50 pan/tilt/zoom cameras will be ceiling mounted at the existing camera locations. These cameras will be POE powered and will include a 1G IP encoder that will allow the cameras to be wired using CAT 6a cabling. These three cameras can be controlled from the Tower’s existing Panasonic PTZ controller. All three signals will go back to the Tower, but one camera chosen in the design phase is available to be used for IMAG or video conferencing in Shepard Hall. There is a local PTZ controller to set up shots in the room, but the control panel will also have the ability to access the camera’s presets from the touch panel. When the Tower is not using these cameras in a production, the library staff will have access to one of them to be used for a Teams/Zoom or other remote type meetings.

4.2 Sources available to the Shepard Hall audiovisual system. There will be four (4) IP encode / decode pairs to deliver the three cameras and one of the sources detailed below to the Tower as well. This could be set up to follow whatever source is on the screen in the room as well.

4.2.1 ClickShare Barco CX-50 wireless presenter. This will allow presenters using the room to connect to the audiovisual system wirelessly. This can be done either by using a USB puck plugged into a laptop or using the ClickShare App on their BYOD. Presenters must be given the password to be able to use the App. This can be configured to send the device’s 2nd screen to the confidence monitor at Podium for use with PowerPoint to show note view vs the presentation slides. This can be discussed during the design process.

4.2.2 An OFE Staff PC with HDMI output and USB3 capability.

4.2.3 Blu-Ray player for HD content only

4.2.4 External HDMI wall plate input

4.2.5 External USB wall plate input, required for when the public brings in a computer and wants to have a Zoom/Teams/Other remote meeting utilizing their own laptop.

4.2.6 Source from the Tower SDI router will be available to the audio-visual system in Shephard Hall.

This could be available in password protected mode if desired.

4.2.7 Five wireless microphones, (1) gooseneck, (2) handheld, and (2) lavalier. These sources are available to the audio DSP via DANTE.

4.2.8 Two ceiling mounted boundary microphones. These are used exclusively when

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Exhibit “A”

Statement of Work (continued)

4.2.8.1 Zoom/Teams/Other remote meeting is occurring. These would be used if the public uses the room, and do not have access to wireless microphones.

4.3 A Biamp Tesira ForteX 1600 digital signal processor will be used to provide the mixing of all audio signals for the room and will be networked via DANTE with the council chambers Biamp DSP so that audio signals can come from the council chamber back to Shepard Hall or vice versa where audio is generated in Shepard Hall and can be heard in the council chamber. This device is both Teams and Zoom certified.

NOTE: all Cameras, Teams peripherals, microphones and speakers are not wall mounted as that space is in use for art gallery items.

4.4. Eight Sonance ceiling mounted speakers and two ceiling mounted subwoofers will be installed in Shepard Hall and fed by a new amplifier.

4.5 There will be a 10” wall mounted touch panel that is installed near the existing equipment cabinet in Shepard Hall. This touch panel will control all the following devices:

4.5.1 Selection and presets for three Panasonic AW-UE50 cameras

4.5.2 Selection of all audio and video sources

4.5.3 Control of the existing Epson PRO L1300U Projector

4.5.4 Control of the existing projector screen.

4.5.5 Volume control of the audio playing through the speakers.

4.5.6 Control of the Blu-Ray player

4.5.7 Control of confidence monitor.

4.5.8 There will be separate menu control functions for the public and the library staff. This will be detailed during the design.

4.6 The main display will be the existing projector screen that the Epson PRO L1300U Projector will project onto.

4.7 The city will provide the Network Switches that all devices will need to sit on. The city will be responsible for making sure the existing switches have the ports needed for all the equipment to sit on. We anticipate the need for 20 – 22 GigE ports in Shepard Hall and six (6) ports in the Tower.

The city is responsible for setting up and configuration of all switches. These switches must include IGMP snooping and multicast support including mDNS capabilities. We would vet the switches and configuration in cooperation with the vendor and the City IT team.

4.7.1 Juniper EX3400 with one located in the library and one located in the Tower.

4.7.2 Juniper QFX5110 is located in the City Hall network closet.

4.8 The audiovisual infrastructure includes AV over IP encoders for sources and decoders for destinations.

All of this will utilize the city’s existing network, and the switches must be compliant and capable of supporting this AVOIP system and DANTE.

4.9 The scope of work states the need for library staff to access the three Panasonic PTZ cameras when the Tower is not controlling or using these cameras. This requires a Multiview monitor that will be installed in the existing cabinet which will display the three camera feeds so the staff can select which camera they want to view or use.

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Exhibit “A”

Statement of Work (continued)

4.10 The system includes a 3 host USB/HDMI switcher.

4.11 The Tower and Council Chamber Intent Digital Control system will need to be updated to include control of the Shepard Hall system. This will allow Shepard Hall to be used in the following applications:

4.11.1 Shepard Hall can be used an overflow room for the council meetings where the audience can hear the meeting and participate during public comment, as well as watch what the program feed from the Tower.

4.11.2 Shepard Hall can be used to have other meetings so that the Tower can record the meetings and send them out for distribution.

4.11.3 Shepard Hall and the Council Chamber will have the ability to share resources of both spaces so that both the audio and video can be heard and seen in the other room during a meeting.

4.11.4 Shepard Hall can be used as a standalone room with no interaction with the Tower or Council Chamber. When this occurs, there will be the ability for the public to use limited resources in the room without any library staff helping or the library staff will have the ability to use all the resources in the room.

NOTE: As Library is the main user of Shepard Hall, it will be important to determine the most optimal configuration for use as a standalone room during the use case discovery process.

4.12 Triton will install a 16RU Pull and Turn rack that will go into the current cabinet that holds the AV equipment. This rack will include a PDU and an online UPS.

4.13 As an option, Triton is providing pricing on a 43” confidence monitor that would be ceiling mounted and a 10” monitor that would be mounted to the podium. The pricing for these is not included in the base bid price but in the optional pricing.

NOTE: This project will follow the Triton Project Process which is our methodology we follow for every project.

Our Process allows us to figure everything out during the design prior to installing the first cable or piece of equipment. We will not do any project without going through this process as this process allows us to deliver a functional system to all of our satisfied clients.

PROJECT PROCESS

5. This project includes our Project Process, which describes our approach and methodology to a design and build project. The entire process is made up of four phases in which each one is built upon the other.

The two phases, Program Phase and Design Phase, will require collaboration between us and the city to define all the project requirements. Without collaboration, it is not possible to define the customer’s objectives and expectations, nor design a system that will meet them.

Within both the Program and Design Phase, the client will be required to review and approve all deliverables before proceeding to the next phase. This allows the client to fully understand their systems specification, capabilities, budgets, timelines, etc. This review and approval process confirms that the design meets their objectives and expectations.

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Exhibit “A”

Statement of Work (continued)

The Project Process includes value engineering throughout the entire process, which allows us to discuss alternative designs, products and/or processes that could be applied to the project with the benefit of saving the customer money. Our Project Process is as follows:

5.1 PROGRAM PHASE: The first phase of the process is to develop the conceptual design and define overall project goals. This phase allows the project team to brainstorm at a high level and determine the specific functionality for each system area and location of the project. The deliverables of this phase include block and flow diagrams, a Rough Order of Magnitude (ROM) estimate of proposed equipment, space layout drawings and preliminary functional description of the system.

5.1.1 Conduct and attend one onsite and one offsite meeting.

5.1.2 Provide Needs Analysis

5.1.3 Review Existing Documentation – Facilities

5.1.4 Benchmark Comparable Facilities

5.1.5 Conduct Program Meeting – Management, Operator, Engineering

5.1.6 Program Report including:

5.1.6.1 Conceptual Design

5.1.6.2 ROM estimate of proposed equipment

5.1.6.3 Equipment Demonstrations

5.1.6.4 Preliminary functional description of system

5.1.7 This phase is signed off as completed by the client before moving to Design Phase.

5.2 DESIGN PHASE: The Design Phase refines the research and design findings from the Program Phase.

This second phase takes the information from Program Phase and develops the design into detail.

Once this phase is completed, the client will know everything that needs to be known about the project from a technical standpoint including how all equipment will be wired, where the equipment will be installed, what size technical furniture or a number of racks will be required, as well as electrical and mechanical requirements. A final Bill of Material is prepared inclusive of specific line-item equipment lists. This phase includes the following:

5.2.1 Conduct and attend one onsite and two offsite meetings.

5.2.2 Research Benchmark Equipment

5.2.3 Develop System Design

5.2.4 Establish the Infrastructure

5.2.4.1 Concept

5.2.4.2 Schematic, Design (Wire Diagrams)

5.2.5 Critical Design Review of Technical Systems

5.2.6 Final space planning, floor plans, equipment locations, etc.

5.2.7 Rack elevations and/or console and furniture layouts.

5.2.8 Mounting Details (Projector, Monitors, Cameras, etc.)

5.2.9 I/O Panel Design and Layout

5.2.10 Identification of power, and conduit requirements. The customer will complete the implementation of power and conduit requirements.

5.2.11 Deliverables and Approval

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Exhibit “A”

Statement of Work (continued)

5.2.11.1 Provide 11X17 Drawings using Triton Title Blocks in both hard and soft copy. Soft copy is delivered in both AutoCAD and pdf formats. Drawings include single line drawings that document every cable and all the equipment that will be installed in this project. (Cables not documented include power, keyboard, and mice.) Depending on the project other drawings may include floor plans, reflected ceiling plan, console and rack elevations.

5.2.11.2 Provide Bill of Material (BOM) in both hard and soft copy formats. Soft copy is provided in both Excel and pdf formats. It will be formatted with the following order:
item #, quantity, manufacturer, equipment model #, description, price, and extended price. If there is Customer Furnished Equipment (CFE) that is required in this project, those items will be designated as CFE on the BOM with no price associated with it.

5.2.11.3 Provide Cable Database in both hard and soft copy formats. Soft copy is provided in Excel format.

5.2.11.4 Project cost quote for remaining phases.

5.2.11.5 Project Timeline for remaining phases.

5.2.2 This phase is signed off as completed by the client before moving to Installation Phase.

5.3 INSTALLATION PHASE: Once the customer approves the design, the project moves to the installation phase. Deliverables and activities in this phase are as follows:

5.3.1 Installation Coordination Meeting

5.3.2 Create cable labels.

5.3.3 Prepare Submittals

5.3.3.1 Shop Drawings

5.3.3.2 Sample Finishes

5.3.3.3 Detailed Technical Drawings

5.3.4 Customer to procure all equipment.

5.3.5 Preparing a New Site for Installation

5.3.5.1 Rack

5.3.5.2 Grounds

5.3.5.3 Cable Trays

5.3.6 Pre-Assembly and testing

5.3.7 Assemble and test the Technical System

5.3.8 Install Equipment

5.3.9 Run Cables

5.3.10 Label all cables and equipment.

5.3.11 Vendor Commissioning

5.3.12 Deliverable

5.3.12.1 All Equipment Installed

5.3.12.2 Wiring Complete

5.3.13 This phase is signed off as completed by the client before moving to Commissioning Phase.

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Santa Maria City CouncilMay 6, 2025

Santa Maria City Council
May 6, 2025