Agenda packet — Selma City Council, November 3, 2024 (part 1 of 2)

SELMA ROTARY CLUB
100TH ANNIVERSARY
WHEREAS, Rotary International was founded by Paul Harris on February 23, 1905, in Chicago, Illinois, and is celebrating its 119th anniversary, rooted in the mission of fostering goodwill, high ethical standards, and service to others; and
WHEREAS, the Selma Rotary Club was established on September 10, 1924, and has proudly reached its 100th anniversary, exemplifying the Rotary motto of "Service Above Self" through meaningful contributions to the community; and
WHEREAS, one of Rotary’s guiding principles, The Four-Way Test, created by Rotarian Herbert J. Taylor in 1932, promotes ethical standards by asking:

1. Is it the TRUTH?

2. Is it FAIR to all concerned?

3. Will it build GOODWILL and BETTER FRIENDSHIPS?

4. Will it be BENEFICIAL to all concerned?
WHEREAS, The Four-Way Test has become a global standard, inspiring personal and professional integrity, guiding Rotarians in their endeavors, and providing a moral compass for the organization and its members, including those of the Selma Rotary Club; and
WHEREAS, the Selma Rotary Club sponsors impactful programs such as the Annual Selma Marching Band Festival and Field Show Competition, the longest-running event of its kind in the Central San Joaquin Valley, celebrating its 59th year; and
WHEREAS, throughout its 100 years, the Selma Rotary Club has remained steadfast in its mission to serve the community with integrity, building friendships and promoting the well-being of all through its programs and projects, in accordance with The Four-Way Test; and
WHEREAS, the centennial milestone presents an opportunity not only to reflect on the club’s storied past but also to embrace the future with a continued commitment to truth, fairness, goodwill, and service.

NOW, THEREFORE, BE IT RESOLVED, that we, Mayor Scott Robertson, Mayor Pro Tem Beverly Cho and Council members Sarah Guerra, Blanca Mendoza-Navarro and John Trujillo do hereby congratulate the Rotary Club of Selma as it celebrates its 100th anniversary and extends best wishes for continued success.

Presented this 4th day of November, 2024.
. __________________________
Scott Robertson
Mayor of the City of Selma
CITY MANAGER’S/STAFF’S REPORT
COUNCIL MEETING DATE: November 4, 2024
__________________________________________________________________________ ITEM NO: A.

SUBJECT: Consideration of a Resolution Approving the Notice of Completion for the Fiscal Year 2023/2024 Selma Street Sealing Project
______________________________________________________________________________ BACKGROUND: The Fiscal Year 2023/2024 Selma Street Sealing Project (“Project”) was generally located on Park Street east of Sheridan Street, Grove Street between Orange Avenue and Locust Street, and Fourth Street between Grove Street and Tucker Avenue. The Project included the application of a Chip Seal for the street segments.

The Project was awarded to VSS International, Inc. through Resolution No. 2024-69R by the Council on June 17, 2024. Construction began on July 22, 2024, and was completed on October 21, 2024.

DISCUSSION: The Public Works and Engineering Department is requesting that the City Council approve the Notice of Completion for the Project. All work has been completed, has met all design standards, inspected and approved by the Public Works Director and City Engineer.

FISCAL IMPACT: The funding for this project was budgeted in Fund 213 – Local Traffic Funds (LTF) and Fund 211 – Gas Tax.

The estimated cost for the construction phase of the project was $276,250. The actual cost to date for the project was $259,530. The difference between budget and actuals are as detailed below. With the project cost under budget, unused Funds will be available for other Capital Improvement Projects.

Budget Actual Delta
Construction $221,000 $221,000 $0
Construction Contingency $22,100 $17,998 ($4,102)
Constr. Mngmt./Inspection/Testing/Admin $33,150 $20,532 ($12,618) Totals $276,250 $259,530 ($16,720)
______________________________________________________________________________ RECOMMENDATION: Adopt the Resolution Approving the Notice of Completion for the FY23/24 Selma Street Sealing Project and authorize the City Manager to execute the required documents.
______________________________________________________________________________ _____/s/______________________________ 10/23/2024____________ David Horn Date
City Engineer
_____/s/______________________________ 10/23/2024____________ Jerome Keene Date
Deputy City Manager
_____/s/______________________________ 10/23/2024____________ Fernando Santillan Date
City Manager
Attached: 1) Project Photos
Project Photos for the FY23/24 Selma Street Sealing Project

RESOLUTION NO. 2024-__

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA,

CALIFORNIA APPROVING FINAL ACCEPTANCE AND

NOTICE OF COMPLETION FOR THE
FY23/24 SELMA STREET SEALING PROJECT
WHEREAS, VSS International, Inc., a California Corporation, has completed the work for the FY23/24 Selma Street Sealing Project; and,
WHEREAS, the Public Works Inspector has inspected the improvements required by the City Engineer and all improvements required for this project have been completed; and, WHEREAS, the City Engineer recommends acceptance of the FY23/24 Selma Street Sealing Project and requests City Council to authorize the City Engineer to record the Notice of Completion for the project.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Selma hereby finds, determines, and declares the following:

1. The above recitals are true and correct;

2. City Council accepts the FY23/24 Selma Street Sealing Project and authorize the City Engineer to record the Notice of Completion.

3. Severability. The provisions of this Resolution are severable and if any provision, clause, sentence, word or part thereof is held illegal, invalid, unconstitutional, or inapplicable to any person or circumstances, such illegality, invalidity, unconstitutionality, or inapplicability shall not affect or impair any of the remaining provisions, clauses, sentences, sections, words or parts thereof of the Resolution or their applicability to other persons or circumstances.

4. Effective Date. That the City Clerk shall certify to the adoption of this Resolution and that the same shall be in full force and effect.

The foregoing Resolution was approved and adopted at a regular meeting of the City Council of the Cityof Selma held on the 4
th day of November 2024 by the following vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:
(Signatures on the following page)
____________________________
Scott Robertson
Mayor
ATTEST:
_______________________________
Reyna Rivera
City Clerk
Recording Requested By
City of Selma
- - - - - - - - - - - - - - - - -
When Recorded Return To:

City of Selma - City Clerk
1710 Tucker Street
Selma, CA 93662

THIS SPACE IS FOR RECORDING INFORMATION ONLY

NOTICE OF COMPLETION
(UNDER SECTION 1187 C.C.P.)
NOTICE IS HEREBY GIVEN that the undersigned, City of Selma, a Municipal Corporation, is the owner of the real estate situated in the City of Selma, County of Fresno, State of California, and described as follows, to-wit:

FY23/24 Selma Street Sealing Project;
That the address of said owner is City Hall, 1710 Tucker Street, Selma, California; That the nature of the title of the owner to said real estate is that of fee simple and/or easement; That the name of the Contractor is VSS International, Inc., 3785 Channel Drive, West Sacramento, CA 95691;
That on the 21st day of October, 2024, the Contract for the work on the above-described property was actually completed.

By: _______________________________
Fernando Santillan, City Manager
Owner
I, Fernando Santillan, being duly sworn says:

That I am the agent of the Owner of the property described in the foregoing Notice; that I have read the foregoing Notice and know the contents thereof, and that the same is true of my own knowledge.

CITY OF SELMA, a Municipal Corporation
By:_____________________________
Fernando Santillan City Manager
State of California Owner
County of Fresno
On November 4, 2024, before me, Reyna Rivera, City Clerk, personally appeared Fernando Santillan, City Manager, who proved to me on the basis of satisfactory evidence to be the person whose name is subscribed to the within instrument and acknowledged to me that he executed the same in his authorized capacity, and that by his signature on the instrument the person, or the entity upon behalf of which the person acted, executed the instrument. I certify under PENALTY OF PERJURY under laws of the State of California the foregoing paragraph is true and correct.

WITNESS my hand and official seal.
___________________________
Reyna Rivera, Selma City Clerk
(Acknowledgment taken by City Clerk pursuant to California Civil Code Section 1181) A notary public or other officer completing this
certificate verifies only the identity of the
individual who signed the document to which this
certificate is attached, and not the truthfulness,
accuracy, or validity of that document."
A notary public or other officer completing this
certificate verifies only the identity of the
individual who signed the document to which this
certificate is attached, and not the truthfulness,
accuracy, or validity of that document."
CITY MANAGER’S/STAFF’S REPORT
COUNCIL MEETING DATE: November 4, 2024
__________________________________________________________________________ ITEM NO: B.

SUBJECT: Consideration of a Resolution Approving the Notice of Completion for the Brentlinger Park Fence Replacement Project
______________________________________________________________________________ BACKGROUND: The Brentlinger Park Fence Replacement Project (“Project”) was generally located at Brentlinger Park along Rose Avenue and the Consolidated Irrigation District (CID) Canal. The Project included the removal and replacement of chain-link fencing and wrought iron fences and gates.

The Project was awarded to D&G Fence Company. through Resolution No. 2024-56 by the Council on May 20, 2024. Construction began on June 25, 2024, and was completed on October 8, 2024.

FISCAL IMPACT: The funding for this project will be the American Rescue Plan Act (“ARPA”) funds available to the City.

The estimated cost for the construction phase of the project was $159,680.25. The actual cost to date for the project was $151,276.77. The difference between budget and actuals are as detailed below. With the project cost under budget, unused Funds will remain in the ARPA Fund available for other Projects.

Budget Actual Delta
Construction $127,745.25 $127,745.25 $0
Construction Contingency $12,775.00 $3,000.00 ($9,775.00) Constr. Mngmt./Inspection/Testing/Admin $19,160.00 $20,531.52 $1,371.52 Totals $159,680.25 $151,276.77 ($8,403.48)
______________________________________________________________________________ RECOMMENDATION: Approve the Notice of Completion for the Brentlinger Park Fence Replacement Project and authorize the City Manager to execute the required documents. ______________________________________________________________________________ ________/s/___________________________ 10/30/2024________ David Horn Date
City Engineer
________/s/___________________________ 10/30/2024________ Jerome Keene Date
Deputy City Manager
________/s/___________________________ 10/30/2024________ Fernando Santillan Date
City Manager
Attached: 1) Project Photos
Project Photos for the Brentlinger Park Fence Replacement Project RESOLUTION NO. 2024-__

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA,

CALIFORNIA APPROVING FINAL ACCEPTANCE AND

NOTICE OF COMPLETION FOR THE

BRETLINGER FENCE REPLACEMENT PROJECT
WHEREAS, D&G Fence Company, has completed the work for the Brentlinger Park Fence Replacement Project; and,
WHEREAS, the Public Works Inspector has inspected the improvements required by the City Engineer and all improvements required for this project have been completed; and, WHEREAS, the City Engineer recommends acceptance of the Brentlinger Park Fence Replacement Project and requests City Council to authorize the City Engineer to record the Notice of Completion for the project.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Selma hereby finds, determines, and declares the following:

1. The above recitals are true and correct;

2. City Council accepts the Brentlinger Park Fence Replacement Project and authorize the City Engineer to record the Notice of Completion.

4. Effective Date. That the City Clerk shall certify to the adoption of this Resolution and that the same shall be in full force and effect.

The foregoing Resolution was approved and adopted at a regular meeting of the City Council of the Cityof Selma held on the 4
th day of November 2024 by the following vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

City of Selma - City Clerk
1710 Tucker Street
Selma, CA 93662

THIS SPACE IS FOR RECORDING INFORMATION ONLY

Bretlinger Fence Replacement Project;
That the address of said owner is City Hall, 1710 Tucker Street, Selma, California; That the nature of the title of the owner to said real estate is that of fee simple and/or easement; That the name of the Contractor is D&G Fence Company, 2200 Whitson Avenue, Selma, CA 93662; That on the 8
th day of October, 2024, the Contract for the work on the above-described property was actually completed.

By: _______________________________
Fernando Santillan, City Manager
Owner
I, Fernando Santillan, being duly sworn says:

That I am the agent of the Owner of the property described in the foregoing Notice; that I have read the foregoing Notice and know the contents thereof, and that the same is true of my own knowledge.

SUBJECT: Consideration and Resolution Approving the Memorandum of Understanding with Selma Police Officers Association from July 1, 2024 through June 30, 2027
______________________________________________________________________________ DISCUSSION: Labor negotiations with the Selma Police Officers Association (SPOA) bargaining unit have been ongoing since July 2024. City negotiators have recently concluded the meet and confer process with representatives of Selma Police Officers Association. Selma Police Officers Association and the City have reached an agreement which modified the Memorandum of Understanding (MOU) between the Selma Police Officers Association and the City. City Council authorization is required in order to implement the proposed amendments to the Selma Police Officers Association MOU.

RECOMMENDATION Approve the Resolution approving the Memorandum of Understanding with the Selma Police Officers Association for the term of July 1, 2024 through June 30, 2027.
______/s/___________________ __ _11/1/2024
Janie Venegas Date
Administrative Services Director
______/s/___________________ __ _11/1/2024
Fernando Santillan Date
City Manager
RESOLUTION NO. 2024 – __R

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA,

CALIFORNIA, APPROVING A MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF SELMA AND THE SELMA POLICE OFFICERS

ASSOCIATION (SPOA) BARGAINING UNIT FOR THE TERM OF
JULY 1, 2024 THROUGH JUNE 30, 2027
WHEREAS, the City Manager has been authorized by Resolution No. 92-56R, adopted June 15, 1992, to represent the City in the meet and confer process with recognized employee organizations; and
WHEREAS, there exists a Selma Police Officers Association bargaining unit in the City, comprised of employees who provide police safety services; and WHEREAS, the prior Memorandum of Understanding (MOU) expired June 30, 2024; and WHEREAS, parties of the Selma Police Officers Association bargaining unit and City of Selma staff met and bargained in good faith and have mutually agreed upon an MOU to cover the period from July 1, 2024 through June 30, 2027; and WHEREAS, said MOU has been presented by the City Manager for City Council approval; and
WHEREAS, the City Council is familiar with the terms and provisions of said MOU; and WHEREAS, all legal prerequisites to the adoption of this Resolution have occurred; and WHEREAS, the terms of the MOU shall be effective the first pay period after approval of the MOU.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SELMA DOES HEREBY RESOLVE AS FOLLOWS:

Section 1. The City Council finds that the above recitals are true and correct and are incorporated herein by reference.

Section 2. The City Council hereby approves the MOU, attached hereto as Exhibit A, and incorporated herein by reference.

Section 3. Authorize the City Manager to execute said MOU on behalf of the City.

Section 4. Severability. The provisions of this Resolution are severable and if any provision, clause, sentence, word or part thereof is held illegal, invalid, unconstitutional, or inapplicable to any person or circumstances, such illegality, invalidity, unconstitutionality, or inapplicability shall not affect or impair any of the remaining provisions, clauses, sentences, sections, words or parts thereof of the Resolution or their applicability to other persons or circumstances.

Section 5. Effective Date. That the City Clerk shall certify to the adoption of this Resolution and that the same shall be in full force and effect.

PASSED, APPROVED, AND ADOPTED this 4
th day of November 2024, by the following
vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

____________________________
ATTEST: Scott Robertson
Mayor
______________________________
Reyna Rivera
City Clerk

MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF SELMA
AND

SELMA POLICE OFFICERS ASSOCIATION

FOR THE PERIOD
JULY 1, 2024 THROUGH JUNE 30, 2027
2 Table of Contents
ARTICLE 1 – RECOGNITION......................................................................................... 4 ARTICLE 2 – SALARIES................................................................................................. 4 ARTICLE 3 – ADDITIONAL PAY..................................................................................... 5 ARTICLE 4 – K-9 MAINTENANCE PAY.......................................................................... 6 ARTICLE 5 - SHIFT DIFFERENTIAL PAY ...................................................................... 7 ARTICLE 6 – BILINGUAL PAY ....................................................................................... 7 ARTICLE 7 – CALL BACK COMPENSATION................................................................. 7 ARTICLE 8 – COMPENSATION FOR COURT STAND-BY TIME AND COURT APPEARANCES................................................................................................... 8 ARTICLE 9 – DEFERRED COMPENSATION................................................................. 9 ARTICLE 10 – WORK HOURS/OVERTIME.................................................................... 9 ARTICLE 11 – RETIREMENT PLAN............................................................................. 10 ARTICLE 12 – INSURANCE BENEFITS....................................................................... 12 ARTICLE 13 – STATE DISABILITY INSURANCE ........................................................ 13 ARTICLE 14 – COLLECTION OF FEES, DUES AND ASSESSMENTS....................... 13 ARTICLE 15 - HOLIDAYS OR HOLIDAY IN LIEU PAY ................................................ 14 ARTICLE 16 – HOLIDAY COMPENSATION................................................................. 15 ARTICLE 17 – VACATION............................................................................................ 15 ARTICLE 18 - VACATION BUY BACK ....................................................................... 16 ARTICLE 19 – SICK LEAVE ......................................................................................... 16 ARTICLE 20 – UNIFORM ALLOWANCE ...................................................................... 18 ARTICLE 21 – REVOLVING ACCOUNT FOR UNIFORM/EQUIPMENT ASSISTANCE18 ARTICLE 22 – UNIFORM REPLACEMENT.................................................................. 19 ARTICLE 23 – VEHICLE TAKE-HOME PROVISION.................................................... 19 ARTICLE 24 – BUSINESS CARDS............................................................................... 19 ARTICLE 25 – TRAINING ............................................................................................. 20 ARTICLE 26 – TRAINING FOR UNIT PRESIDENT...................................................... 20 ARTICLE 27 – EDUCATION INCENTIVE ..................................................................... 20 ARTICLE 28 – OUT OF CLASS ASSIGNMENTS......................................................... 21 ARTICLE 29 – SENIORITY........................................................................................... 21 3 ARTICLE 29 – NON-DISCRIMINATION........................................................................ 22 ARTICLE 30 – STAFFING............................................................................................. 22 ARTICLE 31 – CITY RIGHTS........................................................................................ 22 ARTICLE 32 – UNIT RIGHTS ....................................................................................... 22 ARTICLE 33 – BILL OF RIGHTS .................................................................................. 23 ARTICLE 34 – GRIEVANCE PROCEDURE ................................................................. 23 ARTICLE 35 – UNIT REPRESENTATIVE................................................................. 23 ARTICLE 36 – DISCIPLINARY APPEAL PROCEDURES ............................................ 23 ARTICLE 37 – SAVINGS CLAUSE............................................................................... 23 ARTICLE 38 – TERM AND REOPENING OF MEMORANDUM: .................................. 24 ARTICLE 39 – APPROVALS......................................................................................... 24 4 A MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF SELMA AND

SELMA POLICE OFFICERS ASSOCIATION
This Memorandum of Understanding (MOU) is made and entered into between the City of Selma, herein "City" by its City Manager in his capacity as the Municipal Employees Relations Officer and the Selma Police Officers Association, herein "Unit" pursuant to California Government Code, Section 3500, et seq and RESOLUTION NO. 92-R, A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA AMENDING RESOLUTION NO. 1027, PROVIDING FOR EMPLOYER-EMPLOYEE RELATIONS, approved the 15th day of June, 1992 as these documents are now or hereafter may be modified. City and Unit agree as follows:

ARTICLE 1 – RECOGNITION
City hereby confirms its continuing recognition of Unit as the exclusive bargaining agent for the following Position Classifications except as otherwise provided by law (whether presently filled or unfilled):

Community Services Officer
Corporal
Police Officer
Property/Evidence Technician
Safety Dispatcher I/II
City agrees to meet and confer and otherwise deal exclusively with representatives of Unit on all matters relating to the scope of representation pertaining to said employee Unit as provided under the above-referenced Resolution and Government Code Sections. In the event Resolution No. 92-56R is modified, the modified Resolution shall apply. The proposed modification shall be submitted to Unit prior to its adoption, for input.

Full
Implementation
July 1,
2024
July 1,
2025
July 1,
2026
Police Officer 5.66% 1.89% 1.89% 1.88%
Safety Dispatcher I 5.91% 1.97% 1.97% 1.97%
Safety Dispatcher II 7.88% 2.63% 2.63% 2.62%
B. Effective the pay period that includes July 1, 2024, all employees represented by this MOU shall receive a 3% Cost of Living Adjustment. 5 C. Effective the pay period that includes July 1, 2025, all employees represented by this MOU shall receive a 2% Cost of Living Adjustment.

D. Effective the pay period that includes July 1, 2026, all employees represented by this MOU shall receive a 2% Cost of Living Adjustment.

ARTICLE 3 – ADDITIONAL PAY
A. P.O.S.T. Certificates
Sworn Officers and Safety Dispatchers possessing the following P.O.S.T.

Certificates shall be paid an additional sum as follows:

1. P.O.S.T. Intermediate Certificate - 3% of base salary per month

2. P.O.S.T. Advanced Certificate - an additional 3% of base salary per month (Maximum amount for both certificates - 6% of base salary per month) B. Assignments
Covered employees who are assigned to perform the following duties in addition to their regular responsibilities shall receive an additional allowance of $100 per month.

1. Motorcycle Patrol Officer (MPO)
Must possess a POST approved 80-hour Motorcycle Training Course Certificate

2. Communications Training Officer (CTO)
Must possess a CTO Certificate

3. M.A.G.E.C.

4. US Marshall Apprehension Detail

5. A.C.T.

Covered employees who are assigned to perform the following duties in addition to their regular responsibilities shall receive and additional allowance of $250 per month for the following:

6. Field Training Officer (FTO)
Must possess FTO Certificate

7. K-9 Handler
Must possess certified K-9 certification
6 8. Detective
Stand-by pay for mandatory call out during weekends and nights a) Assigned Detectives will also receive a 5% increase to base salary.

9. School Resource Officer
Must complete SRO course within six (6) months from the date of assignment

10.Problem Oriented Policing Officer (POP)
A. The above amount shall be used in computing payment for overtime or call back time.

ARTICLE 4 – K-9 MAINTENANCE PAY
Officers performing the assignment of K-9 Officer are entitled to compensation for the off-duty time spent caring for and maintaining the canine and the K-9 vehicle/unit. The City and Unit acknowledge that the FLSA, which governs the entitlement to compensation for canine duties and care, entitles the parties to agree to the approximate amount of off-duty time spent for the performance of canine duties and care. The FLSA also allows the City and the Unit to agree on appropriate compensation for the performance of canine duties and care.

Following an investigation into the pertinent facts, including an inquiry of the Officers assigned to K-9 Special Assignment and consultation with K-9 Officer supervisors, the parties agree in good faith that additional time is required of the off-duty K-9 Officer to care for, groom, feed and train the canine and maintain and clean their canine vehicle/unit. The City and Unit understand and agree that this additional compensation is intended to compensate K-9 Officers for all off-duty hours spent caring for, grooming, feeding, exercising, following healthcare instructions, cleaning of kennel and patrol vehicle and otherwise maintaining their canine unit, in compliance with the FLSA and interpretive case and rulings.

Therefore, the City will pay the K-9 Officer, while in custody of a canine, an additional ten (10) hours per 14-day pay period at the rate of time and one-half (1 ½) the hourly rate of K-9 maintenance pay. The K-9 maintenance hourly rate, as of the ratification of this MOU is $11.00 per hour, excluding any certification, specialty or similar pays. The K-9 maintenance hourly rate, excluding any certification, specialty or similar pays, will be increased in conjunction with the State minimum wage hourly rate increases.

In the event of a medical emergency or other unusual circumstance requiring extraordinary care for the canine, the K-9 Officer must notify the department of the additional time that he/she is required to spend with the canine beyond the allotted ten (10) hours per 14-day pay period while in custody of the canine. Absent an emergency, the K-9 Officer must obtain approval from the department or notify the department of the additional time as soon as practicable.

Compensation will be paid at the K-9 maintenance hourly rate. 7 Assignment of this position is at the discretion of the Police Chief. Selection for canine assignment may not be appealed or grieved. The Police Chief or his designee has the sole discretion and authority to establish and/or modify policies and procedures for canine assignments.

All other time spent as a K-9 Officer will be paid in accordance with the pay of a non-K-9 Officer.

The parties also agree this compensation does not affect Article 4 – Additional Pay, K-9 Handler Pay. The ten (10) hours per 14-day pay period does not include up to 4 hours per pay period of actual off-duty in-house training nor up to 8 hours per month on-duty, actual training with outside vender, that the canine is required to undergo.

ARTICLE 5 - SHIFT DIFFERENTIAL PAY
A. Shift differential will be paid to employees covered by this MOU as follows:

1. Two percent (2%) of base salary for employees formally assigned to Swing Shift.

2. Two and one-half percent (2.5%) of base salary for employees formally assigned to “Relief Shift.”

3. Three percent (3%) of base salary for employees formally assigned to Graveyard Shift.
a. When the Police Department has set the work schedule to 12-hour shifts, the employees formally assigned to the night shift shall receive the three percent (3%) differential.

4. Overtime, special duty, shift trades or any other cause for an employee to work a shift that’s different than his/her formally assigned shift shall not make the employee eligible for shift differential pay.

ARTICLE 6 – BILINGUAL PAY
Positions represented by this MOU will be eligible to receive Bilingual Pay (Spanish, Punjabi, Arabic, and American Sign Language only). To receive this benefit, the employee will be required to pass an oral competency test administered by an independent party outside the employment of the City of Selma. Once certified the employee will receive a bilingual stipend of $23.08 per pay period (based on 26 pay periods).. Bilingual testing will be administered no less than each quarter. Should employee “no show” for the bilingual testing appointment, a waiting period of six (6) months is required before eligible to retest.

ARTICLE 7 – CALL BACK COMPENSATION
Call-Back is defined as the time an Unit employee is required to return to work or report to work for unscheduled or emergency work with less than 24-hours advance notice. When the City requires an Unit member to return to work for unscheduled or emergency work time, the employee 8 shall be entitled to call back compensation.

A. City shall compensate the employee a minimum of two (2) hours at the established overtime rate for call back, irrespective of the actual time worked. In the event the task exceeds two (2) hours duration, the total compensation shall be for hours actually worked at the established overtime rates, or equivalent comp time credits, as designated by the employee.

ARTICLE 8 – COMPENSATION FOR COURT STAND-BY TIME AND COURT

APPEARANCES
A. COURT STAND-BY TIME DEFINED: Court Stand-By Time is that time when an Unit Member is not working but is requested by the Court to be available for a workrelated court appearance.

1. City acknowledges that on occasion, Unit employees are requested by the Court to be available but are never called. Realizing this situation inconveniences the employee, the City agrees to compensate Unit Employee for three hours at their regular rate of pay when employee is on court stand-by during regularly scheduled off duty time and is not called to appear in court after all.
a. Employee will be responsible to submit a copy of the corresponding court subpoena for payroll verification.
b. If Unit employee is notified that a case has been rescheduled or cancelled on the same day that the employee is off work and waiting to be called, court stand-by payment will be made. If subpoena has been nullified due to a rescheduling or cancellation has been made by the Court prior to employee's scheduled time off, there will be no payment for court stand-by time.

B. COURT APPEARANCE PAY DEFINED: Court Appearance pay is compensation to Unit employees who actually appear in court. An Unit member who receives Court Appearance Pay will not be eligible for additional court stand-by compensation, even if the member had “waiting time” prior to the Court Appearance.

1. Unit Members required by the Court to appear on off duty time shall receive a minimum of three (3) hours at the overtime rate. If the actual time spent is more than three hours, the employee shall receive one and one-half times his/her regular pay for actual hours worked or equivalent comp time credits, as designated by the employee.
a. If an employee is required by the Court to appear for two separate court cases in the same day, one in the morning and the other in the 9 afternoon, the minimum compensation shall apply to each case. b. Employee will be responsible to submit a copy of the corresponding court subpoena for payroll verification.

2. If employee has logged on through the Selma Police Department Dispatch declaring that he/she is enroute to Court and learns while driving or upon arrival at the Court that the case has been cancelled, employee will be entitled to the Court Appearance Pay benefit.

C. City reserves the right to verify information regarding court appearances and court notification times.

ARTICLE 9 – DEFERRED COMPENSATION
City agrees to deposit up to one hundred dollars ($100.00) per month into a tax deferred retirement account voluntarily established by the employee in the employee’s name with one of the City’s 457 Tax Deferred Compensation Plans that the employee elects. City will match the employee’s contribution of up to fifty dollars ($50.00) per pay period (maximum of two pay periods per month) for a maximum of one hundred dollars ($100.00) per month. Conditions of said contributions shall be subject to IRS regulations governing such accounts
ARTICLE 10 – WORK HOURS/OVERTIME
A. An agreement between the Unit and the City allowing members to work extended shifts in order to work fewer days per week will not result in any increase or decrease in benefits based on the extended work day. The current regular work shift is twelve hours on duty, however during its term, the schedule may return to an eight hour shift or ten hour shift and may vary by position classification.

B. Daily Overtime – Unit shall be paid one and one-half times their hourly rate or may choose to accrue compensatory time at time and one-half for hours actually worked over and above a regular work shift or time worked on a regularly scheduled day off. Any paid or unpaid leave hours used during a regular work shift shall not be included as “hours worked” in computing daily overtime pay.

Examples: Officer John Doe began his shift on Monday morning at 7:00 a.m. and worked his entire 12 hour shift. At 6:55 p.m. his supervisor asked him to stay another 12 hours to cover for a co-worker who called in sick. Because there was no break in service, and Officer Doe continued to work past the 12 hour period, all 12 additional hours are considered overtime to be included in his paycheck or designated as accrued compensatory time.

Officer Jane Smith also began her shift on Monday morning at 7:00 a.m. During the morning, Jane was called away from the job for three hours due to a family illness. Jane returned to work and finished her shift, but at 6:55 p.m., she was also asked to stay and cover another 12 hour shift. Because Jane used three hours of Family Sick Leave, Jane’s actual work hours did not reach the 12 hour mark until 10:00 p.m. Therefore, Jane’s work hours between 7:00 and 10:00 p.m. will be paid at the regular rate, and all hours worked beyond 10:00 p.m. will be considered overtime. In summary, Jane will receive 12 hours of regular pay, three 10 hours of family sick leave, and nine hours of overtime pay or comp time.

C. FLSA Overtime - Employees covered by this MOU are non-exempt employees of the City and are subject to overtime provisions of the Fair Labor Standards Act. City reserves the exclusive right to designate work periods and satisfy other conditions as required by FLSA. For purposes of information, City advises Unit that a 7k exemption applied to a 28-day work period was established but has been amended to a 14-day work period, as requested by this Unit and agreed upon by City.

1. Unit employees covered by the FLSA 7k exemption shall be paid overtime at one and one-half their hourly pay or shall be allowed to accrue compensatory time at the rate of time and one-half for those hours actually worked over and above 80 hours in a 14-day work period as established by the City and according to Fair Labor Standards Act. If overtime hours will be or have been compensated under the daily overtime provisions as defined above, or at time and one-half under the “Call-Back” provisions, the hours will not be subject to additional FLSA overtime pay. As stated in Paragraph B any paid or unpaid leave hours used during the same 14-day work period shall not be included as “hours worked” in computing FLSA overtime pay.

Example of FLSA Overtime Pay: Officer Jane Smith has worked every assigned shift during the designated 14-day work period for a total of 80 hours. She has not taken any sick leave, vacation or other time off. During the last week of the 14-day work period, Jane worked two additional shifts of 12 hours each, resulting in her actual work hours totaling 104 hours. These hours exceeded 80 hours for the 14- day work period. Therefore, Jane is paid for 24 hours of FLSA overtime or allowed to accrue compensatory time at time and one-half for those hours in the work period.

D. Employees not covered by the FLSA 7k exemption (non-sworn) shall continue to be paid for any FLSA overtime that exceeds 40 hours in a work week.

C. Unit members with accumulated Comp Time may request and be granted a pay-off of such hours, however such payoff shall not exceed more than twenty (20) hours per pay period.

D. The maximum non-FLSA and FLSA comp time that sworn employees of this Unit can accrue is 480 hours. The maximum non-FLSA and FLSA comp time that nonsworn employees of this unit can accrue is 240 hours.

ARTICLE 11 – RETIREMENT PLAN
A. For Safety employees (sworn Police Officers) that are considered “classic” Safety members of CalPERS pursuant to the Public Employees’ Pension Reform Act (PEPRA), the City shall provide the CalPERS Safety 2% @ 50 Retirement Plan.

The employees’ share of the contributions shall be fully vested in each employee’s name in accordance with CalPERS policies.

1. Classic Safety employees shall continue to contribute the full 9% of 11 compensation earnable member contribution, and 3% of compensation earnable of the required employer contribution as cost sharing in accordance to Government Code 20516(f), for a total employee CalPERS contribution of 12%.

2. The City and Unit understand and agree that the additional 3% contribution by the employee of the employer’s required contribution as cost sharing in accordance to Government Code 20516(f), for a total employee CalPERS contribution of 12%, shall continue beyond the expiration date of this MOU and shall become a part of the status quo.

3. If and to the extent allowed by law and CalPERS, and in compliance with any restrictions imposed by CalPERS, effective January 1, 2018 and only on a go forward basis with no retroactivity, the City will work with SPOA to designate the 3% of the total 12% CalPERS contribution as a member contribution and not as cost sharing.

B. For Safety employees (sworn Police Officers) that are considered “new” Safety members of the Public Employees Retirement System (PERS), pursuant to the Public Employees’ Pension Reform Act (PEPRA) of 2013, the City shall provide the PERS Safety 2.7% @ 57 Retirement Plan. Under the PEPRA all new Safety members of the Public Employees Retirement System (PERS) will be required to contribute at least 50% of the total normal cost of the retirement plan, as determined by CalPERS.

C. For Miscellaneous employees of this Unit (Community Service Officers, Property/Evidence Technician and Safety Dispatchers) that are considered “classic” Miscellaneous members of CalPERS pursuant to the Public Employees’ Pension Reform Act (PEPRA), the City shall provide the CalPERS Miscellaneous 2.7% @ 55 Retirement Plan. The employees’ share of the contributions shall be fully vested in each employee’s name in accordance with CalPERS policies.

1. Classic Miscellaneous employees shall continue to contribute the full 8% of compensation earnable member contribution.

D. For Miscellaneous employees of this Unit (Community Service Officers, Property/Evidence Technician and Safety Dispatchers) that are considered “new” Miscellaneous members of the Public Employees Retirement System (PERS), pursuant to the Public Employees’ Pension Reform Act (PEPRA) of 2013, the City shall provide the PERS Miscellaneous 2% @ 62 Retirement Plan. Under the PEPRA all new Miscellaneous members of the Public Employees Retirement System (PERS) will be required to contribute at least 50% of the total normal cost of the retirement plan, as determined by CalPERS.
12 ARTICLE 12 – INSURANCE BENEFITS
A. The City shall offer health insurance, vision insurance and dental insurance and the City shall pay ninety percent (90%) of the average of the highest and lowest medical plan premiums for all regular and probationary employees and their eligible dependents.

B. The City shall offer $100,000 Group Life and Accidental Death Insurance. The City shall pay ninety percent (90%) of the premium.

C. The City shall offer Long Term Disability Insurance. Participant is at the sole expense of the employee.

D. The City shall offer Voluntary Benefits to include Flexible Spending Accounts for Health Care and Dependent Care.

E. In Lieu of Health Insurance Benefit:

Employees choosing not to enroll in a health insurance plan may receive an "in lieu of benefit" of $300 per month or $138.46 per pay period. This amount may be used to purchase other insurance options offered by the City at the time of implementation or hire, may be contributed to the employee's 457 Tax Deferred Compensation account, and/or received as non-PERSable taxable income. The In Lieu of Benefit shall apply only to the health insurance benefits. Employees choosing not to enroll in the dental, vision or basic life insurance plans will not receive the premium amounts in their flexible spending accounts, nor shall they receive an "in lieu of benefit" for declining these benefits.

F. Benefit for Employees with Ten or More Years of Service

1. The City agrees to provide 100% of the maximum premium allowances for health, dental, vision, and life insurance for individuals who have been employed by the City in a regular employment capacity for more than ten (10) years. The employee will become eligible for this provision the calendar year following the employee's tenth anniversary of their hire date or eligibility date.

Example: Employee eligible for health insurance benefits in calendar year 2014, eligible for 100% of maximum premium allowances effective calendar year 2025.

G. Retiree insurance
Employees who take PERS retirement within 120 days of retiring from the City of Selma may continue to be covered by the same health insurance program and provisions as active employees. Premiums will be paid 100% by the retired employee.
13 H. Health Benefits Committee:

1. City and Unit acknowledge the necessity for timely review of benefit plans.

2. City and Unit agree to the establishment of a Health Benefits Committee for the review of benefits plans.

3. The City agrees that the Unit may designate two committee members to represent the interests of the Unit.

4. The Unit representative will be responsible for notifying the City and the Health Benefits Committee, in the event the Unit does not agree with a committee recommendation.

5. Unless the Unit representative notifies the City of a disagreement, per section 4 above, the parties agree that the Committee process will fulfill all meet and confer obligations.

6. Should the health insurance administrator recommend future rate increases or program modifications be implemented, he/she shall make a recommend to the Health Insurance Committee stating the reasons why such increase or change is recommended. The Health Insurance Committee shall then make a recommendation to the City Manager within thirty (30) calendar days after receipt of said recommendation. The City Manager will make a decision based on the information provided, and present it to the City Council for implementation. The city and employees agree to pay any increased costs in the same proportion as the current contribution.

ARTICLE 13 – STATE DISABILITY INSURANCE
City agrees to permit participation, by Unit employees covered by this MOU, in the State Disability Insurance Program. Participation is at the sole expense of the employee.

ARTICLE 14 – COLLECTION OF FEES, DUES AND ASSESSMENTS
A. Employees who are members of the Unit may request that the City deduct from their wages their regular monthly dues. Such dues shall be deducted and transmitted to Unit upon voluntary, revocable, written authorization of the Unit employee in a manner complying with legal requirements.

B. For those employees who are members of Unit, City shall, upon submission of signed authorization by Employee, deduct from the first paycheck of each month an amount to be transmitted to the State Center Credit Union for the purpose of providing savings and loan payments. It shall be the obligation of Unit to furnish City with such authorization forms.
14 C. Unit promises to hold harmless and indemnify City for any liability City should incur for any mistakes, negligence, or wrong, sustained as a result of this service.

ARTICLE 15 - HOLIDAYS OR HOLIDAY IN LIEU PAY
A. Designated Holiday are as follows:

1. January 1 (New Year’s Day)

2. The third Monday in January (Martin Luther King Jr. Birthday)

3. The third Monday in February (Presidents’ Day)

4. The last Monday in May (Memorial Day)

5. June 19 (Juneteenth)

6. July 4 (Independence Day)

7. The first Monday in September (Labor Day)

8. November 11 (Veteran’s Day)

9. The fourth Thursday in November (Thanksgiving Day)

10. The day after Thanksgiving Day

11. December 24 (Christmas Eve)

12. December 25 (Christmas Day)

13. December 31 (New Year’s Eve)

14. The employee’s date of birth

15. Two floating holidays
If Section 12.7 – Holidays of the Personnel Rules and Regulations is amended, the resulting rule shall apply.

B. Unit employees shall observe the sixteen (16) holidays listed above in Section A. Each holiday is equivalent to eight (8) hours, for a total of 128 hours of holiday leave.

C. Unit employees will be paid straight time, with no additional pay, for the 1-13 holidays listed above in Section A.

1. Should a Unit employee be scheduled for the holiday, straight time is waived and Holiday Compensation is calculated per Article 10.

D. The employee’s Birthday holiday is credited on July 1 for the current fiscal year.

1. Birthday leave may accrue up to 16 hours.

E. The two floating holidays are credited on July 1 for the current fiscal year and should be used within the fiscal year.

1. Unused floating leave at the end of the fiscal year is lost. 15 2. Floating holiday leave is not to be accumulated, purchased, or converted to any form of compensation or leave.

ARTICLE 16 – HOLIDAY COMPENSATION
Unit Employees working holidays shall receive their regular salary plus one and one-half (1 ½) their base hourly rate for up to eight hours worked (except Birthday), according to provisions of Article 15 above.

ARTICLE 17 – VACATION
A. All Unit Employees shall accrue vacation according to the following schedule:

Years of Service Days of
Vacation Per
Year
Bi-Weekly
Accrual
0 – 4 years 12 3.69 hours
5 – 9 years 18 5.53 hours
10 – 14 years 21 6.46 hours
15+ years 24 7.38 hours
The maximum vacation accrual is 360 hours.

If Section 12.1 – vacation Accrual of the Personnel Rules and Regulations is amended, the resulting rule shall apply.

B. The time at which the employee shall be granted a vacation is at the discretion of the Chief of Police. The predominant factor to be considered is the need of City.

However, in an effort to accommodate the employee's requested vacation schedule, the department shall open to bid vacation scheduling in the order of classification seniority for a thirty-one (31) day period beginning January 1 of each year. Insofar as possible, classification seniority shall govern where more than one employee bids for the same period.

1. The final vacation schedule as approved by the Chief of Police shall be posted in the employee work area.

C. Annual vacations applied for other than during the open bid period shall be granted at the discretion of the Chief of Police or his authorized representative. Changes in the vacation schedule and/or usage of less than two (2) week blocks, shall be authorized only by the Chief of Police or his authorized representative, whose decision shall be final and not subject to the grievance procedure. 16 ARTICLE 18 - VACATION BUY BACK
A. Unit employees who have taken a minimum of 80 hours of Vacation Leave during the previous calendar year will be eligible for Vacation Buy-Back of up to thirty (30) hours per year.

B. Employee may utilize this benefit one (1) time per calendar year.

C. Employee must submit a Vacation Buy Back form for this option.

ARTICLE 19 – SICK LEAVE
A. Full-time employees shall accrue sick leave at a rate of 3.69 hours on a biweekly basis, 26 times per year. This is equivalent to eight (8) hours per calendar month. Accrual shall begin at the date of hire.

B. Use of sick leave is governed by the City’s Personnel Rules and Regulations.

C. Sick Leave Incentive: Each eligible Unit employee shall be entitled to pay for a portion of earned sick leave credits on an annual basis, as follows:

1. First Tier: In order to be eligible for this incentive, Employee must have a minimum of 60 days (480 hours) of sick leave credit by the deadline date of November 1st. During the following twelve month period, employee will be able to continue accruing sick
leave and will be eligible to receive Sick Leave Incentive. a. At the end of each year, City agrees to pay each eligible employee with at least 480 hours of accrued sick leave credit up to 50% of sick leave earned during the previous l2-month period (November 1-October 31) henceforth referred to as the "benefit period". Regular, full-time employees earn twelve days of sick leave during the benefit period. If no sick leave is used during the benefit period, employee will receive payment for six days. If sick leave credits are used by the employee during the benefit period, employee is eligible for pay for 50% of the unused sick leave credits remaining over and above 480 hours. For example:

An employee who has 480 hours of sick leave credit at the beginning of the benefit period earns 96 hours (l2 days) and uses eight days of sick leave during the benefit period. Employee is eligible to receive payment for 50% of the unused four days (two days of pay). b. This benefit is not cumulative or retroactive and the employee must decide and declare annually whether to accept payment or receive sick leave credit. Any sick leave not paid for will continue 17 to be credited for the employee's benefit to a maximum of l20 days.
c. Payment to eligible employees shall be made by City annually in the month of December.

2. Second Tier: City agrees to pay each employee, who has accumulated 120 days (960 hours) of sick leave credit, 100% of sick leave credits earned but unused during the following twelve month period (which exceed the 960 hour sick leave accrual limit). When employee's sick leave has reached the maximum accrual of 960 hours, employee shall register the date with the Finance Department. Employee will then be allowed to register (but not accrue) the equivalent of eight additional hours per month, or 96 hours during the following twelve month period, for purposes of this benefit only. Employee would be eligible to receive payment for a maximum of 96 hours.
a. If employee uses sick leave during the 12 month period in which sick leave is being registered, sick leave hours shall first be deducted from any registered hours above the 960 hour maximum. Employee shall then be eligible to receive sick leave incentive for any hours that are still registered, but unused.
b. If employee uses more sick leave than those that have been registered above the 960 maximum, those sick leave hours would then be deducted from the 960 hour balance. Employee shall no longer be eligible for this sick leave incentive until employee has once again reached the 960 hour maximum. Employee shall then register the new date and start again to register additional sick leave hours.

D. At the conclusion of the 12 month period, employee shall have the option of receiving sick leave incentive payment immediately, or waiting until December to receive payment with other employees.

E. Family Sick Leave
a. 48 hours may be used to attend to the illness of a qualifying family member.

All conditions and restrictions pertaining to the use of sick leave by the employee as provided in the City of Selma Personnel Rules and Regulations shall also apply to the use of family sick leave.

0.004 year of service credit for each unused day of sick leave certified to the board by employer. This benefit is provided pursuant to Government Code Section 20965, Public Employee's Retirement Law.
b. Employees choosing NOT to elect city retiree health insurance can cash out up to thirty (30) days. Any balance not cashed out shall be reported to PERS in equivalent days toward service credit.

ARTICLE 20 – UNIFORM ALLOWANCE
A. Uniform allowance is provided for Unit Employees who are required to wear and maintain uniforms for wear. Personnel receiving a uniform allowance shall wear and appear in full uniform for duty or inspection upon order of the Chief of Police.

B. City shall pay to sworn personnel $1,200 each year or $300 quarterly for uniform purchase, replacement and maintenance. Maintenance shall include re-servicing of uniforms that have torn, as well as keeping uniforms clean.

C. City shall pay to Community Service Officers $800 each year or $200 quarterly for uniform purchase, replacement and maintenance. Maintenance shall include re-servicing of uniforms that have torn, as well as keeping uniforms clean.

D. City shall pay Safety Dispatchers $800 each year or $200 quarterly for the purchase of matching clothing, consisting of dark-colored pants and polo shirts with the Selma Police Department logo. City and Unit agree that the final standards for this casual dress uniform shall be determined by the Police Department in consultation with the affected employees.

E. City shall pay Property/Evidence Technician $300 each year, paid on a bi-weekly basis ($11.54 per pay period) for the purchase of polo shirts with the Selma Police Department logo and utility pants. City and Unit agree that the final standards for this casual dress uniform shall be determined by the Police Department in consultation with the affected employees.

F. If an Unit Employee has a balance on the uniform revolving account, the balance will be deduced from the starting balance prior to payout.

ARTICLE 21 – REVOLVING ACCOUNT FOR UNIFORM/EQUIPMENT ASSISTANCE City shall provide a revolving fund to assist employees of this MOU in the purchase of required uniforms, tack, and equipment.

A. Sworn personnel and Community Service Officers can utilize the revolving fund up to a maximum of $500 per employee at any given time and shall reimburse the City on a monthly basis, via payroll deductions based on the following:
19 AMOUNT OWED PAYMENT
$0 - $250 $50 per month or $25 per pay period
$251 - $500 $100 per month or $50 per pay period
B. Safety Dispatchers and Property/Evidence Technician can utilize the revolving fund up to a maximum of $300 per employee at any given time and shall reimburse the City on a monthly basis, via payroll deductions based on the following:

AMOUNT OWED MONTHLY PAYMENT
$0 - $300 $60 per month or $30 per pay period
ARTICLE 22 – UNIFORM REPLACEMENT
A. In the event an Unit member's uniform or equipment is damaged in the line of duty, City shall pay the initial replacement costs as expeditiously as possible. This payment may be made directly to the provider of said uniforms/equipment or may be in the form of reimbursement to the employee. To receive payment Unit members shall submit to City’s Finance Department documentation demonstrating when and how the uniform/equipment was damaged in the line of duty. This documentation must be approved and authorized by the Chief of Police.

ARTICLE 23 – VEHICLE TAKE-HOME PROVISION
City and Unit agree to allow all sworn employees hired prior to June 27, 2015 to take their assigned vehicles home to and from work only, but no more than 30 miles outside City of Selma’s city limits, without approval from the Chief of Police. The personal use of a city vehicle will result in the suspension of the vehicle take-home privilege.

City and Unit agree that all sworn employees hired on or after June 27, 2015 will not be allowed to take their assigned vehicles home.

City and Unit agree that all electric motorcycles shall not leave the City limits nor be utilized for take home vehicles. These units will be returned to the City of Selma’s charging stations at the end of the shift.

ARTICLE 24 – BUSINESS CARDS
City shall provide, at its cost, standard form City-approved business cards for all members of this Unit, except Safety Dispatcher/Clerks, to be used for City/Department business purposes. The City shall provide a maximum of 500 cards (one box) per qualified employee per year. 20 ARTICLE 25 – TRAINING
City and Unit mutually understand and agree that continuing law enforcement education and training is crucial in the police profession. Further, understanding that POST (Peace Officers Standards and Training) has established minimums for such training and education, the parties recognize the importance of meeting or exceeding those standards and further recognize the benefits to the Selma Police Department and individual employees that ongoing training offers.

A. Employees who are sworn officers shall qualify every three (3) months at the established department Pistol Range on off-duty time. City agrees to pay the employee for two hours of pistol range time, at the rate of one and one-half (1 1/2) times his/her base hourly rate. Employees are required to spend the time necessary to qualify every three (3) months.

B. City agrees to work toward bi-monthly department training programs, excluding firearms training. Nature, scope, content and frequency of such in-service training programs shall be determined by the Chief of Police subject to budget limitations.

ARTICLE 26 – TRAINING FOR UNIT PRESIDENT
A. City agrees to permit Unit President, or his designee, with up to two days of paid leave per calendar year for attendance at meetings, training seminars and conferences relating to Unit business. The two days of paid leave shall be granted based on a "leave bank" established by donations of vacation, overtime and/or compensatory time credits by members of Unit. The Chief of Police shall be responsible for maintaining records of the leave bank for this purpose.

ARTICLE 27 – EDUCATION INCENTIVE
A. City shall pay 2.5% of the Unit member's base salary per month to those employees who successfully complete six (6) months of employment and who have successfully attained an A.A. or A.S. degree in any field of study. City shall pay a bonus of 5% of the Unit member's base salary per month to those employees who have successfully completed six (6) months of employment and who have successfully completed or have attained a B.A. or B.S. degree in a field of study related to their work, or with local government in general. This incentive is available only to those employees whose employment qualifications require, or list as desirable, the degree listed herein.

1. Employees shall receive Education Incentive for the highest level of education received only and shall not be paid for more than one degree (as listed in this article). If approved by Police Chief and Personnel Officer, this incentive pay shall become effective upon date of presentation by the employee of proper documentation of the completion of the coursework. If copy of diploma/degree does not specify course of study, a certified transcript from the college or university must be included. No course shall be counted for which an employee receives less than a “C” or “Pass” grade.
21 ARTICLE 28 – OUT OF CLASS ASSIGNMENTS
Employees represented by Unit may be assigned to temporarily work in other position classifications according to the following policy:

A. The City shall provide "Acting" status pay differential of at least 5% or Step A of the higher classification when the employee has been assigned to serve the majority of significant duties of a higher position. The employee shall receive the highest pay rate as provided by this section. The determination of who is qualified for, and formally assigned to the higher capacity shall remain at the discretion of the Department Head (or City Manager, in the absence of a Department Head).

1. When an Unit Employee is assigned to a shift at the beginning of a shift and assumes the duties of a higher position, he or she shall receive the differential pay for the full shift. If the Unit Employee is assigned and assumes the duties of the higher position in mid-shift, he or she shall receive the differential pay for the actual time served, but in no case less than three (3) hours. a. No extra compensation for temporary work in other classifications shall apply to shift trades between employees.

ARTICLE 29 – SENIORITY
A. Seniority shall be total length of service in years, months and days from date of last hire.

1. New hires shall accrue seniority from date of hire but may not exercise such accrual until the satisfactory completion of a one (1) year probation period.

2. Promotional probation period shall be one (1) year

3. Promotions, demotions, and rehires shall be within the sole discretion of the City Manager or his/her designee. Demotions shall be subject to the grievance procedure. In making these determinations, the City Manager or his authorized representative shall consider:
a. Ability, efficiency, special skills
b. Seniority - length of service
Where, in the fair and impartial judgement of City Manager or his authorized representative, factors under (a) are relatively equal, (b) shall govern unless extenuating circumstances prevail.

4. Layoffs will be by seniority, provided the employee remaining has the ability to 22 perform the work. Employees shall be recalled in the inverse order of layoff;

5. Any person transferring from one department to another with the same job classification shall not suffer a reduction in compensation;

6. Seniority shall be lost by:
a. Termination from City employment
b. Failure to return from an authorized leave of absence c. Failure to respond within five (5) days of a notice of recall from layoff.

ARTICLE 29 – NON-DISCRIMINATION
City and Unit shall not discriminate against any employees in accordance with applicable laws.

ARTICLE 30 – STAFFING
While City reserves the right to make final decisions on staffing, City and Unit share the concern over the safe and efficient staffing levels. The parties wish to maintain an open dialogue to continually monitor this concern and ensure the most appropriate staffing possible.

ARTICLE 31 – CITY RIGHTS
City retains the exclusive right, subject to and in accordance with applicable laws as defined in Article II, Section 2 of RESOLUTION NO. 92-R, A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA AMENDING RESOLUTION NO. 1027, PROVIDING FOR EMPLOYER-EMPLOYEE RELATIONS.

ARTICLE 32 – UNIT RIGHTS
A. Unit shall cooperate with City to assure maximum service of the highest quality and efficiency to the citizens of the City of Selma.

B. Unit representatives shall have reasonable access to Employees, provided such access does not interfere with City business. Department Heads and first-line supervisors shall be notified by City of the provisions of this Article.

C. Representatives of the Unit shall have access to any Employee or Employees presenting a grievance and Employees have the right to have the Representative represent him or her at all stages of the grievance procedure and/or disciplinary actions.

D. Unit representatives are allowed up to four (4) hours per month to attend Unit business, upon availability.
23 ARTICLE 33 – BILL OF RIGHTS
The rights of Sworn Police Officers covered by this MOU are stated in the GOVERNMENT CODE OF THE STATE OF CALIFORNIA, Sections 3300-3311. The intention of this Article is to confirm City's and Unit’s understanding of these rights.

ARTICLE 34 – GRIEVANCE PROCEDURE
The grievance procedures are stated in Section 9 of the City of Selma Personnel Rules and Regulations.

ARTICLE 35 – UNIT REPRESENTATIVE
A. City recognizes that Unit may appoint a representative of its choice to report grievances pertaining to this MOU. Upon designating such a representative, Unit shall provide City, in writing, with the name of the representative.

B. The functions of the representative shall be to report alleged grievances, violations of this MOU or to report alleged safety violations. The Unit Representative may also participate in the meet and confer process.

C. The representative, if an employee of the City, shall keep at a minimum the time spent in the performance of his or her duties as outlined in this Article, and at all other times continue to perform his or her assigned jobs.

D. The Unit representative shall request permission from his/her supervisor to conduct, on City time, Unit business falling within the provisions of this Article. The supervisor may grant such activity time after considering the needs of the City and the representative's work assignments. The representative shall state the nature of the activity and the approximate amount of time requested. The Representative shall report to the supervisor upon completing such activity. Every effort shall be made to conduct Unit business at the end of representative's regularly assigned shift and to not interfere with the duties of other employees in the Unit.

ARTICLE 36 – DISCIPLINARY APPEAL PROCEDURES
The disciplinary procedures are stated in Section 7 of the City of Selma Personnel Rules and Regulations. For Safety members of this Unit, the Public Safety Officers Procedural Bill of Rights Act pursuant to Government Code Section 3304.5, will also be observed.

ARTICLE 37 – SAVINGS CLAUSE
A. This MOU is the entire agreement of the parties, terminating all prior MOU's and concluding all negotiation during the term of this MOU, except as provided in Article 24 31. The parties hereto may, from time to time meet to discuss the administration of this MOU.

B. Should any provisions of this MOU be found to be in contravention of any federal or State Law, by a court of competent jurisdiction, such particular provision shall be null and void, but all other provisions of this MOU shall remain in force and effect. The parties hereto shall negotiate any provision found to be in contravention of State or Federal Law.

ARTICLE 38 – TERM AND REOPENING OF MEMORANDUM:

This Memorandum of Understanding shall become effective July 1, 2024, except where otherwise provided, and shall remain in effective through June 30, 2027. No amendment or change to the provisions of this MOU shall be valid or binding unless reduced to writing and signed by duly authorized representative(s) of the parties.

ARTICLE 39 – APPROVALS
CITY COUNCIL APPROVAL:
"CITY" "UNIT"
City of Selma, Selma Police Officers Association
a municipal corporation

BY:

Fernando Santillan Detective Christian Guizar
City Manager/Personnel Officer SPOA President
CITY MANAGER’S/STAFF’S REPORT
COUNCIL MEETING DATE: November 4, 2024
_____________________________________________________________________________ ITEM NO: D.

SUBJECT: Consideration and Resolution Approving the Memorandum of Understanding with Police Middle-Management Employees from July 1, 2024, through June 30, 2027
______________________________________________________________________________ DISCUSSION: Labor negotiations with the Police Mid-Management Employees bargaining unit have been ongoing since July 2024. City negotiators have recently concluded the meet and confer process with representatives of the Police Middle-Management Employees. Police Mid-Management Employees and the City have reached an agreement which modified the Memorandum of Understanding (MOU) between the Police Middle-Management Employees and the City. City Council authorization is required to implement the proposed amendments to the Police Middle-Management Employees MOU.

RECOMMENDATION Approve the Resolution approving the Memorandum of Understanding with the Police Mid-Management Employees for the term of July 1, 2024 through June 30, 2027.
______/s/___________________ __ _11/1/2024
Janie Venegas Date
Administrative Services Director
______/s/___________________ __ _11/1/2024
Fernando Santillan Date
City Manager
RESOLUTION NO. 2024 – __R

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA,

CALIFORNIA, APPROVING A MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF SELMA AND POLICE MID-MANGEMENT EMPLOYEES

BARGAINING UNIT FOR THE TERM OF
JULY 1, 2024 THROUGH JUNE 30, 2027
WHEREAS, the City Manager has been authorized by Resolution No. 92-56R, adopted June 15, 1992, to represent the City in the meet and confer process with recognized employee organizations; and
WHEREAS, there exists an Police Mid-Management Employees bargaining unit in the City, comprised of employees who provide police management services; and WHEREAS, the prior Memorandum of Understanding (MOU) expired June 30, 2024; and WHEREAS, parties of the Police Mid-Management Employees bargaining unit and City of Selma staff met and bargained in good faith and have mutually agreed upon an MOU to cover the period from July 1, 2024 through June 30, 2027; and WHEREAS, said MOU has been presented by the City Manager for City Council approval; and
WHEREAS, the City Council is familiar with the terms and provisions of said MOU; and WHEREAS, all legal prerequisites to the adoption of this Resolution have occurred; and WHEREAS, the terms of the MOU shall be effective the first pay period after approval of the MOU.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SELMA DOES HEREBY RESOLVE AS FOLLOWS:

Section 1. The City Council finds that the above recitals are true and correct and are incorporated herein by reference.

Section 2. The City Council hereby approves the MOU, attached hereto as Exhibit A, and incorporated herein by reference.

Section 3. Authorize the City Manager to execute said MOU on behalf of the City.

Section 5. Effective Date. That the City Clerk shall certify to the adoption of this Resolution and that the same shall be in full force and effect.

PASSED, APPROVED, AND ADOPTED this 4
th day of November 2024, by the following
vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

____________________________
ATTEST: Scott Robertson
Mayor
______________________________
Reyna Rivera
City Clerk

MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF SELMA
AND

POLICE MIDDLE-MANAGEMENT EMPLOYEES

FOR THE PERIOD
JULY 1, 2024 THROUGH JUNE 30, 2027
2 Table of Contents
ARTICLE 1 – RECOGNITION .........................................................................................4 ARTICLE 2 – SALARIES .................................................................................................4 ARTICLE 3 – PREMIUM PAY..........................................................................................5 ARTICLE 4 – ASSIGNMENT PAY...................................................................................5 ARTICLE 5 – SHIFT DIFFERENTIAL PAY......................................................................5 ARTICLE 6 – BILINGUAL PAY........................................................................................6 ARTICLE 7 – CALL-BACK COMPENSATION.................................................................6 ARTICLE 8 – COMPENSATION FOR COURT STAND-BY TIME AND COURT APPEARANCES ...................................................................................................7 ARTICLE 9 – MANAGEMENT LEAVE.............................................................................8 ARTICLE 10 – DEFERRED COMPENSATION ...............................................................8 ARTICLE 11 – OVERTIME..............................................................................................8 ARTICLE 12 – RETIREMENT .........................................................................................9 ARTICLE 13 – INSURANCE BENEFITS .......................................................................10 ARTICLE 14 – STATE DISABILITY INSURANCE.........................................................11 ARTICLE 15 – COLLECTION OF FEES, DUES AND ASSESSMENTS .......................11 ARTICLE16 – LEGAL DEFENSE FUND .......................................................................12 ARTICLE 18 – HOLIDAY COMPENSATION .................................................................13 ARTICLE 19 – VACATION ............................................................................................13 ARTICLE 20 – VACATION BUY BACK .........................................................................13 ARTICLE 21 – SICK LEAVE..........................................................................................14 ARTICLE 22 – UNIFORM ALLOWANCE.......................................................................16 ARTICLE 23 – SHOULDER PATCHES; INSIGNIA .......................................................16 ARTICLE 24 – REVOLVING ACCOUNT FOR UNIFORM/EQUIPMENT ASSISTANCE16 ARTICLE 25 – UNIFORM REPLACEMENT ..................................................................17 ARTICLE 26 – COMPENSATION FOR USE OF A PRIVATE VEHICLE.......................17 ARTICLE 27 – VEHICLE TAKE-HOME PROVISION ....................................................17 ARTICLE 28 – PAYOFF OF COMPENSATORY TIME..................................................18 ARTICLE 29 – PHYSICAL FITNESS AND WELLNESS................................................18 ARTICLE 30 – BUSINESS CARDS ...............................................................................19 ARTICLE 31 – TRAINING..............................................................................................19 3 ARTICLE 32 – EDUCATION INCENTIVE......................................................................19 ARTICLE 33 – OUT OF CLASS ASSIGNMENTS..........................................................20 ARTICLE 34 – SENIORITY ...........................................................................................21 ARTICLE 35 – CITY RIGHTS ........................................................................................21 ARTICLE 36 – UNIT RIGHTS........................................................................................22 ARTICLE 37 – BILL OF RIGHTS...................................................................................22 ARTICLE 38 – GRIEVANCE PROCEDURE..................................................................22 ARTICLE 39 – UNIT REPRESENTATIVE:................................................................22 ARTICLE 40 – DISCIPLINARY APPEAL PROCEDURES.............................................23 ARTICLE 41 – SAVINGS CLAUSE...............................................................................23 ARTICLE 42 – TERM AND REOPENING OF MEMORANDUM...................................23 ARTICLE 43 – APPROVALS........................................................................................23

4 A MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF SELMA AND

POLICE MIDDLE MANAGEMENT EMPLOYEES
This Memorandum of Understanding (MOU) is made and entered into between the City of Selma, herein "City" by its City Manager in his capacity as the Municipal Employees Relations Officer and the Middle Management Employees, herein "Unit" representing employees of the City who occupy positions in the classifications listed herein, pursuant to the California Government Code, Section 3500, et seq and RESOLUTION NO. 92-56R, A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA AMENDING RESOLUTION NO. 1027, PROVIDING FOR EMPLOYER-EMPLOYEE RELATIONS, approved the 15th day of June, 1992 as these documents are now or hereafter may be modified.

City and Unit agree as follows:

ARTICLE 1 – RECOGNITION
The above resolution (Resolution 92-56R, A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA AMENDING RESOLUTION NO. 1027, PROVIDING FOR EMPLOYEREMPLOYEE RELATIONS) Article VII, Section 1 states the following: “managerial, supervisory and confidential employees may only be included in a unit consisting solely of managerial, supervisory or confidential employees respectively.” Therefore, City and Unit agree that all positions represented by this MOU are managerial, supervisory, or confidential as defined in Article I, Sections 7, 8 and 9. City and Unit further agree that employee unit will continue to be entitled “Police Mid-Management” for all purposes relating to employer-employee relations.

City hereby confirms its continuing recognition of Unit as the exclusive bargaining agent for the following Position Classifications except as otherwise provided by law (whether presently filled or unfilled):

MANAGERIAL
Police Commander – Exempt Classification

SUPERVISORY
Police Sergeant
Police Administrative Supervisor
City agrees to meet and confer and otherwise deal exclusively with representatives of Unit on all matters relating to the scope of representation pertaining to said employee unit as provided under the above-referenced Resolution and Government Code Sections. In the event Resolution No. 92-56R is modified, the modified Resolution shall apply. Any proposed modification shall be submitted to the Unit prior to its adoption, for input.

ARTICLE 2 – SALARIES
A. Effective the pay period that includes July 1, 2024, full implementation over a three-year period (see below) of the 60th percentile salary increases as 5 indicated in Salary Study accepted by City Council on September 3, 2024.

Full
Implementation
July 1,
2024
July 1,
2025
July 1,
2026
Police Commander 7.12% 2.38% 2.37% 2.37%
Police Sergeant 8.97% 2.99% 2.99% 2.99%
B. Effective the pay period that includes July 1, 2024, all employees represented by this MOU shall receive a 3% Cost of Living Adjustment.

C. Effective the pay period that includes July 1, 2025, all employees represented by this MOU shall receive a 2% Cost of Living Adjustment.

D. Effective the pay period that includes July 1, 2026, all employees represented by this MOU shall receive a 2% Cost of Living Adjustment.

ARTICLE 3 – PREMIUM PAY
A. Premium Pay shall be paid to Unit employees as follows:

P.O.S.T. CERTIFICATES: Sworn officers possessing the following P.O.S.T.

Certificates shall be paid an additional sum per month as follows:

P.O.S.T. Intermediate Certificate - 3% of base salary
P.O.S.T. Advanced Certificate - an additional 3% of base salary P.O.S.T. Supervisors Certificate - an additional 4% of base salary Maximum amount for all certificates - 10% of base salary per month The prior listed amounts shall be included in computing payment for Overtime and Call-Back time.

ARTICLE 4 – ASSIGNMENT PAY
Covered employees who are assigned to perform the following duties in addition to their regular responsibilities shall receive an additional allowance of $250 per month.

1. Detective

2. Police Commander
ARTICLE 5 – SHIFT DIFFERENTIAL PAY
A. Shift Differential Pay shall be paid to Police Sergeants only, as follows:

1. Two percent (2.0%) of base salary for employees formally assigned to Swing Shift.
6 2. Two and one-half percent (2.5%) of base salary for employees formally assigned to “Relief Shift.”

3. Three percent (3.0%) of base salary for employees formally assigned to graveyard shift.
a. A temporary assignment to a different shift (covering a full two-week payroll period at a minimum) will be eligible for shift differential pay. b. Overtime, special duty, shift trades or any other cause for an employee to work a shift that is different than his/her formally assigned shift shall not make the employee eligible for shift differential pay. c. When the Police Department has set the work schedule to 12-hour shifts, the employee(s) formally assigned to the night shift shall receive the three percent (3.0%) shift differential pay.

ARTICLE 6 – BILINGUAL PAY
Positions represented by this MOU shall be eligible to receive Bilingual Pay (Spanish and Punjabi only). To receive this benefit, the employee will be required to pass an oral competency test administered by an independent party outside the employment of the City of Selma. Once certified the employee will receive a bilingual stipend of $50.00 per month or $23.08 per pay period (based on 26 pay periods). Bilingual testing will be administered no less than each quarter. Should employee “no show” for the bilingual testing appointment, a waiting period of six (6) months is required before eligible to retest.

ARTICLE 7 – CALL-BACK COMPENSATION
Call-Back is defined as the time a Unit employee is required to return to work or report to the job for unscheduled or emergency work.

A. If notice is given to the employee 24 hours or more in advance of an event or requested return to work, it shall be considered as “scheduled work time,” and will not qualify for Call-Back Compensation.

B. When City requires a Unit member to return to work for unscheduled or emergency work time the employee shall be entitled to call back compensation.

C. City shall compensate Unit employee a minimum of three (3) hours at the established overtime rate for Call-Back Compensation, irrespective of the actual time worked.

D. In the event the task exceeds three (3) hours duration, the total compensation shall be for hours actually worked at the established overtime rates. After the minimum call-back time of three (3) hours is actually worked, work time shall be recorded in increments of one quarter of an hour (15 minutes).
7 ARTICLE 8 – COMPENSATION FOR COURT STAND-BY TIME AND COURT

APPEARANCES
A. COURT STAND-BY TIME: Court Stand-By Time is that time when a Unit member is not working but is requested by the Court to be available for a work-related court appearance.

1. City acknowledges that on occasion, Unit Employees are requested by the Court to be available but are never called. Realizing this situation inconveniences the employee, City agrees to compensate Unit Employee for three hours at their regular rate of pay when employee is on court standby during regularly scheduled off duty time and is not called to appear in court after all.
a. Employee will be responsible to submit a copy of the corresponding court subpoena for payroll verification.
b. If Unit employee is notified that a case has been rescheduled or cancelled on the same day that the employee is off work and waiting to be called, court stand-by payment will be made. If subpoena has been nullified due to a rescheduling or cancellation has been made by the Court prior to employee's scheduled time off, there will be no payment for court stand-by time.

B. COURT APPEARANCE PAY: Court Appearance Pay is compensation to Unit members who actually appear in court. A Unit member who receives Court Appearance Pay will not be eligible for additional Court Stand-By Pay, even if the member had “waiting time” prior to the court appearance.

1. Unit employees required to make court appearances on off duty time shall receive a minimum of two (2) hours at the overtime rate. If the actual time spent is more than two hours, the employee shall receive one and one-half times his/her regular pay for actual hours worked or equivalent comp time credits, as designated by the employee.
a. If an employee is required by the Court to appear on the same day for two separate court cases, one in the morning and the other in the afternoon, the minimum compensation shall apply to each court appearance.
b. Employee will be responsible to submit a copy of the corresponding court subpoena for payroll verification.

C. City reserves the right to verify information regarding court appearances and court notification times.
8 ARTICLE 9 – MANAGEMENT LEAVE

1. Police Commanders represented by this Unit are exempt from the overtime provisions of the Fair Labor Standards Act (FLSA).

2. As an FLSA-exempt employee of the City, Employees represented by this Unit shall receive eighty (80) hours of management leave each fiscal year.

3. Management leave will be credited each July and must be used by the last full pay period the following June. Leave may not be used in July until it is credited to the leave bank and registers on the paycheck. New employees shall receive prorated management leave based upon the number of pay periods remaining in the fiscal year.

4. Unused management leave at the end of the fiscal year is lost; it shall not be accumulated, purchased, or converted to any other form of compensation or leave.

5. Employees leaving city service shall only be entitled to partial year proration upon the number of pay periods worked in the fiscal year. Prorated management leave will be calculated and potential reimbursement of used hours may be reimbursed to the city from the final check.

ARTICLE 10 – DEFERRED COMPENSATION

City does recognize and acknowledge the management responsibilities assigned to and borne by the employees represented by Unit and the responsibility exercised by Unit's employees in management decisions and administrative policy execution. In consideration thereof City has determined that the granting of certain benefits herein is in the mutual best interest of City and Unit.

Therefore, City agrees to deposit up to one hundred and seventy-five dollars ($175.00) per month into a tax deferred retirement account voluntarily established by the employee in the employee’s name with one of the City’s 457 Tax Deferred Compensation plan that the employee elects. City will match the employee’s contribution of up to $87.50 per pay period (maximum of two pay periods per month) for a maximum of $175.00 per month. Conditions of said contributions shall be subject to IRS regulations governing such accounts.

ARTICLE 11 – OVERTIME
A. Sworn Police Department Employees shall be compensated at one and one-half (1½) times their base hourly rate or choose to accrue comp time credits at one and one-half times for those hours actually worked over and above the work shift schedule they are currently assigned to, whether it be a regular eight (8) hour shift, or an alternative agreed upon schedule. Sworn Police Department Employees shall also be compensated at one and one-half (1½) times their base hourly rate or choose to accrue comp time credits at one and one-half times for time worked on a regularly scheduled day off. FLSA overtime provisions shall 9 also apply in accordance with the established 14 day work period for employees in this classification. Any paid or unpaid leave hours used during the same work shift or work period shall not be included as “hours worked” in computing daily or FLSA overtime pay. City/Department management shall determine final shift arrangements.

B. Earned compensatory time off shall be permitted if employee makes the request within a reasonable period of time prior to the desired time off, and the absence will not unduly disrupt the operations of the affected department.

1. City and Unit agree that compensatory time off should be used for those occasions when the employee needs to be away from the workplace for a variety of reasons. It may also be used in conjunction with certain unpaid leaves that are available through federal and state regulations. The use of compensatory time off may be requested for a short period of time (not less than one-half hour) to a maximum of the employee’s compensatory leave balance.

2. The maximum non-FLSA and FLSA comp time that employees of this Unit can accrue is 480 hours.

ARTICLE 12 – RETIREMENT
A. For Unit employees that are considered “classic” Safety members of CalPERS pursuant to the Public Employees’ Pension Reform Act (PEPRA), the City shall continue to provide the CalPERS Safety 2% @ 50 Retirement Plan. The employees’ share of the contributions shall be fully vested in each employee’s name in accordance with CalPERS policies.

1. Classic Safety employees shall continue to contribute the full 9% of compensation earnable member contribution, and 3% of compensation earnable of the required employer contribution as cost sharing in accordance to Government Code 20516(f) for a total employee CalPERS contribution of 12%.

B. For Unit employees that are considered “new” Local Safety members of the Public Employees Retirement System (PERS), pursuant to the Public Employees’ Pension Reform Act (PEPRA) of 2013, the City shall provide the PERS Safety 2.7% @ 57 Retirement Plan. Under the PEPRA all “new” Local Safety members of the Public Employees Retirement System (PERS) will be required to contribute at least 50% of the total normal cost of the retirement plan, as determined by CalPERS.
10 ARTICLE 13 – INSURANCE BENEFITS
A. The City shall offer health insurance, vision insurance and dental insurance and the City shall pay ninety percent (90%) of the average of the highest and lowest medical plan premiums for all regular and probationary employees and their eligible dependents.

B. The City shall offer $100,000 Group Life and Accidental Death Insurance. The City shall pay ninety percent (90%) of the premium.

C. The City shall offer Long Term Disability Insurance. Participant is at the sole expense of the employee.

D. The City shall offer Voluntary Benefits to include Flexible Spending Accounts for Health Care and Dependent Care.

E. In Lieu of Health Insurance Benefit:

Employees choosing not to enroll in the dental, vision or basic life insurance plans will not receive the premium amounts in their flexible spending accounts, nor shall they receive an "in lieu of benefit" for declining these benefits.

F. Benefit for Employees with Ten or More Years of Service

Example: Employee eligible for health insurance benefits in calendar year 2014, eligible for 100% of maximum premium allowances effective calendar year 2025.

1. City and Unit acknowledge the necessity for timely review of benefit plans.

2. City and Unit agree to the establishment of a Health Benefits Committee for the review of benefits plans.

3. The City agrees that the Unit may designate two committee members to represent the interests of the Unit.

4. The Unit representative will be responsible for notifying the City and the Health Benefits Committee, in the event the Unit does not agree with a committee recommendation.

5. Unless the Unit representative notifies the City of a disagreement, per section 4 above, the parties agree that the Committee process will fulfill all meet and confer obligations.

ARTICLE 14 – STATE DISABILITY INSURANCE
City agrees to permit participation, by Unit employees covered by this MOU, in the State Disability Insurance Program. Participation is at the sole expense of the employee.

ARTICLE 15 – COLLECTION OF FEES, DUES AND ASSESSMENTS
A. Employees of Unit who are associate members of the Selma Police Officers Association may authorize City to deduct from their wages their regular monthly dues. Such dues shall be deducted and transmitted to the appropriate Unit upon voluntary, revocable, written authorization of the employee.

B. Associate membership in the Selma Police Officers Association shall be for social and association-related benefits such as legal representation, and Unit's employees shall cease to be voting members and shall not hold office in the Association.

C. Unit promises to hold harmless and indemnify City for any liability City should incur for any mistakes, negligence, or wrong, sustained as a result of this service. 12 ARTICLE16 – LEGAL DEFENSE FUND
City and Unit agree that the City will pay $370 annually per Unit employee for employee’s Legal Defense Fund (LDF), with the employee having the option of paying for additional coverage at their own expense.

ARTICLE 17 – HOLIDAYS OR HOLIDAY IN LIEU PAY
A. Designated Holiday are as follows:

1. January 1 (New Year’s Day)

2. The third Monday in January (Martin Luther King Jr. Birthday)

3. The third Monday in February (Presidents’ Day)

4. The last Monday in May (Memorial Day)

5. June 19 (Juneteenth)

6. July 4 (Independence Day)

7. The first Monday in September (Labor Day)

8. November 11 (Veteran’s Day)

9. The fourth Thursday in November (Thanksgiving Day)

10. The day after Thanksgiving Day

11. December 24 (Christmas Eve)

12. December 25 (Christmas Day)

13. December 31 (New Year’s Eve)

14. The employee’s date of birth

15. Two floating holidays
If Section 12.7 – Holidays of the Personnel Rules and Regulations is amended, the resulting rule shall apply.

B. Unit employees shall observe the sixteen (16) holidays listed above in Section A. Each holiday is equivalent to eight (8) hours, for a total of 128 hours of holiday leave.

C. Unit employees will be paid straight time, with no additional pay, for the 1-13 holidays listed above in Section A.

1. Should a Unit employee be scheduled for the holiday, straight time is waived and Holiday Compensation is calculated per Article 11.

D. The employee’s Birthday holiday is credited on July 1 for the current fiscal year.

1. Birthday leave may accrue up to 16 hours.

E. The two floating holidays are credited on July 1 for the current fiscal year and should be used within the fiscal year.

1. Unused floating leave at the end of the fiscal year is lost. 13 2. Floating holiday leave is not to be accumulated, purchased, or converted to any form of compensation or leave.

ARTICLE 18 – HOLIDAY COMPENSATION
Unit Employees working holidays shall receive their regular salary plus one and one half (1 1/2) times their base hourly rate for all hours worked on a holiday (except Birthday) according to provisions of Article 17 above.

ARTICLE 19 – VACATION
A. All Unit Employees shall accrue vacation according to the following schedule:

If Section 12.1 – vacation Accrual of the Personnel Rules and Regulations is amended, the resulting rule shall apply.

B. The time at which the employee shall be granted a vacation is at the discretion of the Chief of Police. The predominant factor to be considered is the need of City.

1. The final vacation schedule as approved by the Chief of Police shall be posted in the employee work area.

ARTICLE 20 – VACATION BUY BACK
A. Unit employees who have taken a minimum of 80 hours of Vacation Leave during the previous calendar year will be eligible for Vacation Buy-Back of up to forty (40) 14 hours per year.

B. Employee may utilize this benefit one (1) time per calendar year.

C. Employee must submit a Vacation Buy Back form for this option.

ARTICLE 21 – SICK LEAVE
A. Full-time employees shall accrue sick leave at a rate of 3.69 hours on a biweekly basis, 26 times per year. This is equivalent to eight (8) hours per calendar month. Accrual shall begin at the date of hire.

B. Use of sick leave is governed by the City’s Personnel Rules and Regulations.

C. Sick Leave Incentive: Each eligible Unit employee shall be entitled to pay for a portion of earned sick leave credits on an annual basis, as follows:

1. First Tier: In order to be eligible for this incentive, Employee must have a minimum of 60 days (480 hours) of sick leave credit by the deadline date of November 1st. During the following twelve month period, employee will be able to continue accruing sick leave and will be eligible to receive Sick Leave Incentive.
a. At the end of each year, City agrees to pay each eligible employee with at least 480 hours of accrued sick leave credit up to 50% of sick leave earned during the previous l2-month period (November 1- October 31) henceforth referred to as the "benefit period". Regular, full-time employees earn twelve days of sick leave during the benefit period. If no sick leave is used during the benefit period, employee will receive payment for six days. If sick leave credits are used by the employee during the benefit period, employee is eligible for pay for 50% of the unused sick leave credits remaining over and above 480 hours. For example:

An employee who has 480 hours of sick leave credit at the beginning of the benefit period earns 96 hours (l2 days) and uses eight days of sick leave during the benefit period. Employee is eligible to receive payment for 50% of the unused four days (two days of pay).
b. This benefit is not cumulative or retroactive and the employee must decide and declare annually whether to accept payment or receive sick leave credit. Any sick leave not paid for will continue to be credited for the employee's benefit to a maximum of l20 days. c. Payment to eligible employees shall be made by City annually in the month of December.

2. Second Tier: City agrees to pay each employee, who has accumulated 120 15 days (960 hours) of sick leave credit, 100% of sick leave credits earned but unused during the following twelve month period (which exceed the 960 hour sick leave accrual limit). When employee's sick leave has reached the maximum accrual of 960 hours, employee shall register the date with the Finance Department. Employee will then be allowed to register (but not accrue) the equivalent of eight additional hours per month, or 96 hours during the following twelve month period, for purposes of this benefit only.

Employee would be eligible to receive payment for a maximum of 96 hours. a. If employee uses sick leave during the 12 month period in which sick leave is being registered, sick leave hours shall first be deducted from any registered hours above the 960 hour maximum. Employee shall then be eligible to receive sick leave incentive for any hours that are still registered, but unused.
b. If employee uses more sick leave than those that have been registered above the 960 maximum, those sick leave hours would then be deducted from the 960 hour balance. Employee shall no longer be eligible for this sick leave incentive until employee has once again reached the 960 hour maximum. Employee shall then register the new date and start again to register additional sick leave hours.

D. At the conclusion of the 12 month period, employee shall have the option of receiving sick leave incentive payment immediately, or waiting until December to receive payment with other employees.

E. Family Sick Leave
a. 96 hours may be used to attend to the illness of a qualifying family member.

All conditions and restrictions pertaining to the use of sick leave by the employee as provided in the City of Selma Personnel Rules and Regulations shall also apply to the use of family sick leave.

F. Retirement Credit for Unused Sick Leave
a. Unused accumulated sick leave, for each eligible employee, whose effective date of retirement is within four months of separation from the employer which granted the sick leave credit, and who will receive no compensation or remuneration at all for such sick leave, shall be credited at retirement with 0.004 year of service credit for each unused day of sick leave certified to the board by employer. This benefit is provided pursuant to Government Code Section 20965, Public Employee's Retirement Law. b. Employees choosing NOT to elect city retiree health insurance can cash out up to thirty (30) days. Any balance not cashed out shall be reported to PERS in equivalent days toward service credit.
16 ARTICLE 22 – UNIFORM ALLOWANCE
A. City shall provide an annual uniform allowance paid to Unit Employees as follows:

1. Uniform allowance is provided for Unit Employees who are sworn officers and who are required to wear or maintain uniforms for wear and for no others. Unit Employees receiving a uniform allowance shall wear and appear in full uniform for duty or inspection upon order of the Chief of Police.

2. City shall pay sworn Police Employees $1,000.00 each year for uniform purchase, replacement and maintenance. Maintenance shall include reservicing of uniforms that have torn, as well as keeping uniforms cleaned.

3. City shall provide one complete Class A Uniform to any new Police Commander whose position is included in this MOU. Commanders shall consult with Police Chief in determining appropriate uniform and accoutrements.

B. City agrees to make quarterly uniform allowance payments on the first payroll period following the completion of each calendar quarter. Payments shall be made in the months of January, April, July and October. Payments for uniform allowance shall be made as part of the employee's payroll check. For PERS classic members, uniform allowance is subject to PERS withholding but not Social Security, Federal and State withholding. For PERS new members, uniform allowance is not subject to PERS, Social Security, Federal nor State withholding.

Uniform allowance payments shall not be included in the base salary rate of employees.

1. If a balance on uniform revolving account, the balance will be deducted from the quarterly uniform allowance payment prior to payout.

C. City shall provide no other uniform allowance for employees in Unit.

ARTICLE 23 – SHOULDER PATCHES; INSIGNIA
City shall maintain at its cost a supply or otherwise provide, uniform shoulder patches and insignia required to identify rank or position in the Police Department.

ARTICLE 24 – REVOLVING ACCOUNT FOR UNIFORM/EQUIPMENT ASSISTANCE City shall continue to provide a revolving fund to assist Unit Employees in the purchase of required uniforms, tack, and equipment to a maximum of $750 per employee at any given time.

1. Unit Employees shall reimburse City via payroll deductions based on the following:

AMOUNT OWED PAYMENT
17 $0 - $250 $50 per month or $25 per pay period
$251 - $500 $100 per month or $50 per pay period
$501 - $750 $150 per month or $75 per pay period
ARTICLE 25 – UNIFORM REPLACEMENT
A. In the event a Unit member’s uniform or equipment is damaged in the line of duty, City shall reimburse employees for uniforms and equipment damaged in the line of duty. City's responsibility for reimbursement shall be limited to those articles required for the employee to perform his/her duties. City agrees to reimburse employees for personal property damaged in the line of duty only under the following conditions:

1. No Employee shall be reimbursed for any item lost or damaged in the performance of their duty in excess of $50.00.

2. Exception to the $50.00 limit: prescription eye glasses or contact lenses (contact lenses only if required by employee's doctor), or dentures.

3. No reimbursement shall be made if there is negligence or carelessness involved on the part of the employee.

E. City agrees to provide employees with safety equipment as required by State law.

ARTICLE 26 – COMPENSATION FOR USE OF A PRIVATE VEHICLE
Whenever in the conduct of business of City, a member of Unit, at a supervisor's request, uses a private vehicle whether for convenience or because a City vehicle is unavailable, shall be reimbursed for mileage at the IRS standard mileage rate. A member may refuse to use his/her private vehicle without prejudice. City retains the right to request proof of insurance at any time.

ARTICLE 27 – VEHICLE TAKE-HOME PROVISION
A. City and Unit agree that Police Sergeants are frequently called upon after hours to attend to emergencies of the City. For easier accessibility when such incidents occur, the City shall continue to allow Police Sergeants who were employed by the City on or prior to June 27, 2015 to drive their assigned City vehicle home each night.

B. Police Officers who are current employees of the City at time of promotion to Police Sergeant shall be allowed to drive their assigned City vehicle home each night.

C. Police Sergeants who are hired after June 27, 2015 as a lateral through an outside recruitment process will be eligible to drive their assigned City vehicle home each night after successfully completely their probationary period.

D. Only those qualified Police Sergeants who reside within thirty (30) miles of the City of Selma city limits shall be allowed to take their vehicles home. 18 E. City and Unit agree that the act of driving to and from the workplace is outside the scope of regular work and the Employee may not be covered by the City’s Workers’ Compensation program during those times. As a result, Employees shall maintain their own private insurance policies for any liabilities and/or injuries that may occur.

City retains the right to request proof of insurance at any time.

F. Police Sergeants may not use the City vehicle for personal reasons and must not allow any other person to drive their assigned City vehicle while away from work.

The personal use of a city vehicle will result in the suspension of the individual’s vehicle take-home privilege.

ARTICLE 28 – PAYOFF OF COMPENSATORY TIME
A. Unit employees with compensatory time may elect to receive payment for their accumulated comp time hours. City and Unit agree that employee may opt for one of the following methods:

1. Ten-hour payoff - Eligible employees may indicate their desire to receive payment for up to ten hours of comp time per payroll period by submitting the appropriate paperwork with their regular payroll.

2. 457 Contribution - Eligible employees may choose to convert comp time hours to the employee’s individual 457 Tax Deferred Compensation account on a quarterly basis only. Employee choosing this method must indicate the number of hours they wish to convert (limited to ten hours per payroll period) on the appropriate form. All hours so designated will be converted and applied to their 457 plan IF the employee has submitted a current 457 Change Form authorizing the total contribution prior to the last payroll of the quarter.
a. Any comp time that exceeds the limit of 480 hours for employees of this Unit will be paid off in either manner defined above as indicated by the employee.

ARTICLE 29 – PHYSICAL FITNESS AND WELLNESS
A. Physical fitness of all City employees is a top priority in ensuring the most efficient and effective service possible to our citizens, and in accomplishing City's risk management goals and objectives.

B. Unit Employees may participate in a voluntary physical fitness/agility test for unit employees as developed by City. Unit members shall be permitted input in the development of the program however the determination of the City Manager and Police Chief shall be final and conclusive in the adoption of said program.

C. City agrees to pay each entitled Unit member one annual $150.00 physical fitness 19 bonus/reimbursement, upon submission of current proof of payment of one annual gym membership fee of $150.00 (or more). In the event the Unit member pays for gym membership in a series of installments, member may submit receipts totaling $150.00 for reimbursement.

1. Unit members who qualify for the Physical Fitness Bonus must submit a Claim for Payment form.

2. Receipt(s) issued by the established physical fitness gymnasium for current individual membership must also accompany above-required Claim for Payment. Total reimbursement shall be paid for no more than $150.00 per year.

ARTICLE 30 – BUSINESS CARDS
City shall provide at its cost, standard form City-approved business cards for all Unit employees to be used for City business purposes.

ARTICLE 31 – TRAINING
A. City recognizes that continued training of Unit members is of benefit to both City and members in that it introduces employee to new methods and techniques of performing duties and sharpens and increases skills necessary to provide high levels of productivity. City shall, in so far as is fiscally possible, budget sums each year for continued training and education. City shall be responsible for the reasonable expenses of training programs, including travel and lodging, when such expenses and costs are authorized by the appropriate Department Head in advance.

B. City shall, in so far as is practical, encourage technical/vocational training in specific occupations. An example of such training is computer training.

Technical/vocational training for an employee shall have prior approval of the City Manager (and City Council if deemed appropriate) including arrangements for costs thereof.

ARTICLE 32 – EDUCATION INCENTIVE
A. City shall pay a bonus of 2.5% of the Unit employees’ base salary per month to those non-probationary employees who successfully complete or have attained an A.A. or A.S. degree in a field of study related to their work with City or with local government in general. City shall pay a bonus of 5% of the employees’ base salary per month to those non-probationary employees who successfully complete or have attained a B.A. or B.S. degree - also in a field of study related to their work, or with local government in general. This incentive is available only to those employees who earn and receive such a degree while employed by the City. The City Manager shall determine if the curriculum leading to the degree meets the qualifying standards.
20 B. Employees shall receive Education Incentive for the highest level of education received only and shall not be paid for more than one degree as listed above. If approved by the employee’s Department Head and the Personnel Officer, this incentive pay shall become effective upon the date of presentation by the employee of the proper documentation of the completion of coursework. If copy of diploma/degree does not specify course of study, a certified transcript from the college or university must be included. No course shall be counted for which an employee receives less than a “C” or “Pass” grade.

C. City shall grant incentive pay of one percent (1%) per month of an employee's salary to those non-probationary employees who successfully complete or have completed certification, training and/or education in a subject skill or a field of study related to the employee's duties and which will make the employee more productive in his/her work. This incentive shall be for training, education or courses that are desired by the unit employee for employee's own professional growth.

Training, education or courses qualifying for this incentive shall have the prior recommendation of the employees’ Department Head and approval of the City Manager. Incentive Pay shall not be paid for those courses or classes that are arranged and/or paid for by City as part of its commitment to employee training. A Master’s Degree shall qualify if all conditions of this section are met..

D. A second incentive bonus of one percent (1%) per month of an employee's salary shall be granted to non-probationary employees who successfully complete a second certification, training and/or educational course, using the same criteria as stated in Section C above.

ARTICLE 33 – OUT OF CLASS ASSIGNMENTS
Unit members may be assigned to temporarily work in other position classifications according to the following policy:

A. The City shall provide "Acting" status pay differential of at least 5%, or Step A of the higher classification when the employee has been assigned to serve the majority of significant duties of a higher position. The employee shall receive the highest pay rate as provided by this section. The determination of who is qualified for, and formally assigned to the higher capacity shall remain at the discretion of the Department Head (or City Manager, in the absence of a Department Head).

1. When a Unit Employee is assigned to a shift and assumes the duties of a higher position, he or she shall receive the differential pay for the full shift.

If the Unit Employee is assigned and assumes the duties of the higher position in mid-shift, he or she shall receive the differential pay for the actual time served, but in no case less than three (3) hours.
a. No extra compensation for temporary work in other classifications shall apply to shift trades between employees.
21 ARTICLE 34 – SENIORITY
Seniority shall be measured by total length of service in years, months and days from date of last hire.

A. Newly hired employees shall accrue seniority from date of hire but may not exercise rights of such accrual until the satisfactory completion of a one year probationary period.

Promotions and accompanying one-year probationary periods do not affect the original hire date for purposes of calculating seniority.

B. Promotions, demotions, and rehires shall be within the sole discretion of the City Manager or his/her designee. Demotions shall be subject to the appeals procedure. In making these determinations, the City Manager or his authorized representative shall consider 1) Seniority - Length of Service and 2) Ability, efficiency, and special skills;

1. Where in the fair and impartial judgement of the City Manager or his authorized representative, factors under #2 are relatively equal, #1, Seniority, shall govern unless extenuating circumstances prevail.

C. City policy dictates that layoffs shall be according to seniority (last person hired will be first person to be laid off), provided the remaining employee(s) has the ability to perform the work. Therefore, those employees of this Unit who have attained seniority within their job classification and/or department, and/or who have received promotions which have placed them (i.e. their job classifications) in this Unit, shall, before being considered for layoff, be given the opportunity of returning to a prior or lower job classification (or assuming similar duties of a previous position if that job classification or job title has changed) and replacing another employee with less seniority.

D. Employees who have been laid off shall be recalled in the inverse order of layoff.

E. Any person transferring from one department to another with the same job classification shall not suffer a reduction in compensation.

F. Seniority shall be lost by:

1. Termination from City employment.

2. Failure to return from an authorized leave of absence.

3. Failure to respond to notice of recall from layoff within the established time frame.

ARTICLE 35 – CITY RIGHTS
City retains the exclusive right, subject to and in accordance with applicable laws as defined in Article II, Section 2 of RESOLUTION NO. 92-R, A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA AMENDING RESOLUTION NO. 1027, PROVIDING FOR EMPLOYER-EMPLOYEE RELATIONS.
22 ARTICLE 36 – UNIT RIGHTS
A. Unit shall cooperate with City to assure maximum service of the highest quality and efficiency to the citizens of the City of Selma.

ARTICLE 37 – BILL OF RIGHTS
The rights of Sworn Police personnel covered by this MOU are stated in the Government Code of the State of California, Sections 3300-3312.

The intention of this Article is to confirm City's and Unit's understanding of these rights.

ARTICLE 38 – GRIEVANCE PROCEDURE
The grievance procedures are stated in Section 9 of the City of Selma Personnel Rules and Regulations.

ARTICLE 39 – UNIT REPRESENTATIVE:

A. City recognizes that Unit may appoint a representative of its choice to report grievances pertaining to this MOU. Upon designating such a representative, Unit shall provide City, in writing, with the name of the representative.

ARTICLE 40 – DISCIPLINARY APPEAL PROCEDURES
The disciplinary procedures are stated in Section 7 of the City of Selma Personnel Rules and Regulations.

For Safety members of this Unit, the Public Safety Officers Procedural Bill of Rights Act pursuant to Government Code Section 3304.5, will also be observed.

ARTICLE 41 – SAVINGS CLAUSE
A. This MOU is the entire agreement of the parties, terminating all prior MOU's and concluding all negotiation during the term of this MOU, except as provided in Article 35. The parties hereto may, from time to time meet to discuss the administration of this MOU.

ARTICLE 42 – TERM AND REOPENING OF MEMORANDUM
This Memorandum of Understanding shall become effective July 1, 2024, except where otherwise provided, and shall remain in effective through June 30, 2027. No amendment or change to the provisions of this MOU shall be valid or binding unless reduced to writing and signed by duly authorized representative(s) of the parties.

This contract expires June 30, 2027. It is mutually agreed that the first meeting of the parties will be scheduled no later than fifteen (15) calendar days after the City or Union receives notice from the other, which may be any date after January 1 of the year in which the current contract terminates. This notice must be made in writing, must specifically include a request to commence bargaining, and must include proposed dates for the meeting.
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ARTICLE 43 – APPROVALS
CITY COUNCIL APPROVAL:
"CITY" "UNIT"
24 City of Selma, Police Middle Management
a municipal corporation Employee Group
BY:______________________________ __________________________ Fernando Santillan Sgt. Andrew Guzman
City Manager/Personnel Officer

CITY MANAGER’S/STAFF’S REPORT
COUNCIL MEETING DATE: November 4, 2024
______________________________________________________________________________ ITEM NO: E.

SUBJECT: Consideration and Resolution Approving the Memorandum of Understanding with International Association of Firefighters Local 3716 from July 1, 2024 through June 30, 2026
______________________________________________________________________________ DISCUSSION: Labor negotiations with the International Association of Firefighters Local 3716 bargaining unit have been ongoing since July 2024. City negotiators have recently concluded the meet and confer process with representatives of International Association of Firefighters Local 3716. International Association of Firefighters Local 3716 and the City have reached an agreement which modified the Memorandum of Understanding (MOU) between the International Association of Firefighters Local 3716 and the City. City Council authorization is required in order to implement the proposed amendments to the International Association of Firefighters Local 3716 MOU.

The new terms of the MOU will be effective the first pay period after approval unless otherwise noted. The new terms include the following:
• Two (2) year agreement
• Substantial language cleanup
• Article 2 - Salaries
o Full implementation over a three-year period of the 60th percentile salary increases as indicated in approved Salary Study (retroactive to the pay period that includes July 1, 2024)
o Cost of Living increase of 3% (retroactive to the pay period to includes July 1, 2024)
• Article 8 – Payoff of Compensatory Time
o Increased from ten (10) hours to twenty-four (24) hours • Article 26 – Uniform Allowance
o Will be paid out in twenty-six (26) pay periods
FISCAL IMPACT: The MOU has a financial impact of $142,675.60 with $139,620.62 to the general fund and $3,054.98 to other funds.

RECOMMENDATION Approve the Resolution approving the Memorandum of Understanding with the International Association of Firefighters Local 3716 Bargaining Unit for the term of July 1, 2024 through June 30, 2026.
____/s/__________________________ 11/03/2024____________________ Janie Venegas Date
Administrative Services Director
____/s/__________________________ 11/03/2024____________________ Fernando Santillan Date
City Manager
RESOLUTION NO. 2024 – ___R

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA,

CALIFORNIA, APPROVING A MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF SELMA AND THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL 3716 BARGAINING UNIT FOR THE TERM OF JULY 1, 2024 THROUGH JUNE 30, 2026
WHEREAS, the City Manager has been authorized by Resolution No. 92-56R, adopted June 15, 1992, to represent the City in the meet and confer process with recognized employee organizations; and
WHEREAS, there exists an International Association of Firefighters Local 3716 bargaining unit in the City, comprised of employees who provide fire and emergency management services; and
WHEREAS, the prior Memorandum of Understanding (MOU) expired June 30, 2024; and WHEREAS, parties of the International Association of Firefighters Local 3716 bargaining unit and City of Selma staff met and bargained in good faith and have mutually agreed upon an MOU to cover the period from July 1, 2024 through June 30, 2026; and WHEREAS, said MOU has been presented by the City Manager for City Council approval; and
WHEREAS, the City Council is familiar with the terms and provisions of said MOU; and WHEREAS, all legal prerequisites to the adoption of this Resolution have occurred; and WHEREAS, the terms of the MOU shall be effective the first pay period after approval of the MOU.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SELMA DOES HEREBY RESOLVE AS FOLLOWS:

Section 1. The City Council finds that the above recitals are true and correct and are incorporated herein by reference.

Section 2. The City Council hereby approves the MOU, attached hereto as Exhibit A, and incorporated herein by reference.

Section 3. Authorize the City Manager to execute said MOU on behalf of the City.

Section 5. Effective Date. That the City Clerk shall certify to the adoption of this Resolution and that the same shall be in full force and effect.

PASSED, APPROVED, AND ADOPTED this 4
th day of November 2024, by the following
vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

____________________________
ATTEST: Scott Robertson
Mayor
______________________________
Reyna Rivera
City Clerk

MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF SELMA
AND
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL 3716

FOR THE PERIOD
JULY 1, 2024 THROUGH JUNE 30, 2026
2 Table of Contents
ARTICLE 1 – RECOGNITION......................................................................................... 4 ARTICLE 2 – SALARIES................................................................................................. 4 ARTICLE 3 – PREMIUM PAY....................................................................................... 5 ARTICLE 4 – CERTIFICATION PAY............................................................................ 6 ARTICLE 5 – BILINGUAL PAY....................................................................................... 7 ARTICLE 7 – COMPENSATION FOR USE OF A PRIVATE VEHICLE.......................... 7 ARTICLE 8 – PAYOFF OF COMPENSATORY TIME..................................................... 7 ARTICLE 9 – DEFERRED COMPENSATION................................................................ 7 ARTICLE 10 – NON-DISCRIMINATION ......................................................................... 8 ARTICLE 11 – CITY RIGHTS ......................................................................................... 8 ARTICLE 12 – UNIT RIGHTS ........................................................................................ 8 ARTICLE 13 – BILL OF RIGHTS..................................................................................... 8 ARTICLE 14 – GRIEVANCE PROCEDURE AND UNIT REPRESENTATIVE................. 9 ARTICLE 15 – UNIT REPRESENTATIVE................................................................... 9 ARTICLE 16 – COMPLIANCE WITH MOU .................................................................... 9 ARTICLE 17 – OUT OF CLASS................................................................................... 10 ARTICLE 18 – POSITION CLASSIFICATIONS............................................................ 10 ARTICLE 19 – SENIORITY ........................................................................................... 11 ARTICLE 20 – STANDARD WORK PERIOD .............................................................. 12 ARTICLE 21 – OVERTIME ........................................................................................... 12 ARTICLE 22 – CALL BACK COMPENSATION ........................................................... 13 ARTICLE 23 – RETIREMENT........................................................................................ 13 ARTICLE 24 – INSURANCE BENEFITS ...................................................................... 14 ARTICLE 25 – SAFETY................................................................................................ 16 ARTICLE 26 – UNIFORM ALLOWANCE...................................................................... 16 ARTICLE 27 – PERSONAL PROPERTY LOSS ........................................................... 17 ARTICLE 28 – COLLECTION OF FEES, DUES AND ASSESSMENTS....................... 18 ARTICLE 29 – SICK LEAVE......................................................................................... 19 ARTICLE 30 – VACATION............................................................................................ 20 ARTICLE 31 – HOLIDAYS............................................................................................ 21 ARTICLE 32 – IN-SERVICE TRAINING........................................................................ 22 3 ARTICLE 33 – PHYSICAL FITNESS AND WELLNESS............................................... 22 ARTICLE 34 – EDUCATION INCENTIVE..................................................................... 23 ARTICLE 35 – DISABILITY INSURANCE .................................................................... 24 ARTICLE 36 – ADOPTION OF AGREEMENT AND AMENDING PROCEDURE......... 24 ARTICLE 37 – SAVINGS CLAUSE............................................................................... 24 ARTICLE 38 – TERM AND REOPENING OF MEMORANDUM .................................... 24 ARTICLE 39 – APPROVALS........................................................................................ 25

A MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF SELMA AND
4 INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS LOCAL 3716
This Memorandum of Understanding (MOU) is made and entered into between the City of Selma, herein "City" by its City Manager in his capacity as the Municipal Employees Relations Officer and the International Association of Firefighters Local 3716, herein "Unit" representing employees of the City who occupy positions in the Classifications listed herein, pursuant to the California Government Code, Section 3500, et seq and RESOLUTION NO. 92-56R, A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA AMENDING RESOLUTION NO. 1027, PROVIDING FOR EMPLOYER-EMPLOYEE RELATIONS, approved the 15th day of June 1992 as these documents are now or hereafter may be modified. City and Unit agree as follows:

Fire Engineer
Firefighter
Non-Safety Emergency Medical Technician (EMT)
Non-Safety Paramedic
The term SAFETY will represent the Firefighter and Fire Engineer classifications.

The term NON-SAFETY will represent the EMT and Paramedic classifications.

City agrees to meet and confer and otherwise deal exclusively with representatives of Unit on all matters relating to the scope of representation pertaining to said employee Unit as provided under the above-referenced Resolution and Government Code Sections. In the event Resolution No. 92-56R is modified, the modified Resolution shall apply. The proposed modification shall be submitted to Unit prior to its adoption, for input.

ARTICLE 2 – SALARIES
A. Effective the pay period that includes July 1, 2024, full implementation over a three-year period of the 60th percentile salary increases as indicated in accepted Salary Study.

Full
Implementation
July 1,
2024
July 1,
2025
July 1,
2026
5 Fire Engineer 7.69% 2.57% 2.56% 2.56%
Firefighter 3.22% 1.08% 1.07% 1.07%
B. Effective the pay period that includes July 1, 2024, all employees represented by this MOU shall receive a 3% Cost of Living Adjustment.

C. Effective the pay period that includes July 1, 2025, all employees represented by this MOU shall receive a 2% Cost of Living Adjustment.

D. Effective the pay period that includes July 1, 2026, all employees represented by this MOU shall receive a 2% Cost of Living Adjustment.

ARTICLE 3 – PREMIUM PAY
The following premium pay shall be paid to Safety employees certified by the Fresno County Health Director and included as part of the basis for calculating overtime and call back compensation.

A. Emergency Medical Technician – Two Percent (2%) to Six Percent (6%) of hourly base pay.

Years 1 2 3 4 5+
2% 3% 4% 5% 6%
B. Paramedic - Six Percent (6%) to Twelve Percent (12%) of hourly base pay.

1. 1
st Certification
(Covering the first two years as a paramedic with the City of Selma, either as a newly hired paramedic, or newly certified paramedic).

From Date of Employment through Year 2 – Six Percent (6%) ------------------------------

2. 2
nd Certification
(Covering the second two-year period of certification as a paramedic with the City of Selma.)
Years Three and Four – Eight Percent (8%)
------------------------------

3. 3rd Certification
(Covering the second two-year period of certification as a paramedic with the City of Selma.)
6 Years Five and Six – Ten Percent (10%)
------------------------------

4. More than six years and thereafter service as Paramedic – Twelve Percent (12%)
C. The loss of either EMT or EMT/Paramedic certification shall result in the immediate loss of premium pay compensation for any Employee who fails to maintain the certification on a continuous and ongoing basis. Premium pay shall be reinstated at the last pay rate at the reinstatement of the certification.

ARTICLE 4 – CERTIFICATION PAY
Certification Pay for Safety employees who have obtained and provided valid certificates from the California State Fire Marshal's Office for Fire Investigator 1 or Fire Investigator, Fire Officer or Company Officer, Training Instructor or Fire and Emergency Services Instructor I, Hazardous Materials Technician, Prevention Officer or Fire Inspector I, Rescue Systems 1 or Rope Rescue Awareness/Operations and Firefighter II shall be paid as follows:

A. Two percent (2.0%) of the hourly base salary shall be paid to those employees covered by this MOU who have attained the above-listed certificates but are not assigned to perform the duties associated with their certificate.

B. An additional two percent (2%), for a maximum total of four percent (4%), of the hourly base salary shall be paid to those employees covered by this MOU who have attained an above-listed certificate and are assigned by the Fire Chief to perform the duties associated with their certificate.

1. If an employee is no longer required to perform the duties of their assignment(s) listed above, then the employee's certification pay will return to two percent (2%). Any decision to alter or discontinue such assignments shall be made by the Fire Chief. Such decisions shall not be made for punitive reasons, but for the overall effective management of the Fire Department.

C. A total of 2.5% of the hourly base salary shall be paid to those Non-Safety EMT's and Paramedics assigned by the Fire Chief or designee as Department Field Training Officers (FTO's). Final standards for minimum qualifications, position designation, and selection processes to be determined by the Fire Chief or designees in consultation with the affected employees.

D. It is agreed by all parties that the max certification pay to be paid to employees covered by this MOU hired on or after July 1, 2021 is 25%. 7 ARTICLE 5 – BILINGUAL PAY
Positions represented by this MOU will be eligible to receive Bilingual Pay (Spanish and Punjabi only). To receive this benefit, the employee will be required to pass an oral competency test administered by an independent party outside the employment of the City of Selma. Once certified the employee will receive the bilingual stipend of $25.00 per pay period (based on 24 pay periods). Bilingual testing will be administered no less than once per quarter. Should employee “no show” for the bilingual testing appointment, a waiting period of six (6) months is required before eligible to retest.

ARTICLE 7 – COMPENSATION FOR USE OF A PRIVATE VEHICLE
Whenever in the conduct of business of City, a member of Unit, at a supervisor's request, uses a private vehicle whether for convenience or because a City vehicle is unavailable, shall be reimbursed for mileage at the IRS standard mileage rate. A member may refuse to use his/her private vehicle without prejudice. City retains the right to request proof of insurance at any time.

ARTICLE 8 – PAYOFF OF COMPENSATORY TIME
A. Unit employees with compensatory time may elect to receive payment for their accumulated comp time hours. City and Unit agree that employee may opt for one of the following methods:

1. Twenty-four -hour payoff - Eligible employees may indicate their desire to receive payment for up to twenty-four hours of comp time per payroll period by submitting the appropriate paperwork with their regular payroll.

2. 457 Contribution - Eligible employees may choose to convert comp time hours to the employee's individual 457 Tax
Deferred Compensation account on a quarterly basis only.

Any comp time that exceeds the limit of 480 hours for employees of this Unit will be paid off in either manner defined above as indicated by the employee.

ARTICLE 9 – DEFERRED COMPENSATION
City will match the employee's contribution of up to fitty dollars ($50) per pay period 8 (maximum of two pay periods per month) for a maximum of one hundred dollars ($100) per month into a tax deferred retirement account voluntarily established by the employee in the employee's name with one of the City's 457 Tax Deferred Compensation Plan.

Conditions of said contributions shall be subject to IRS regulations governing such accounts.

ARTICLE 10 – NON-DISCRIMINATION
City and Unit agree not to discriminate against any employees in accordance with applicable laws.

ARTICLE 11 – CITY RIGHTS
A. City retains the exclusive rights set forth in the Employer-Employee Relations Resolution.

B. City specifically retains all the exclusive rights, subject only to the provisions of this MOU, to take whatever actions and set whatever policies it deems appropriate for the conduct of City business in accordance with applicable laws and council members determinations.

ARTICLE 12 – UNIT RIGHTS
A. Unit shall cooperate with City to assure maximum service of the highest quality and efficiency to the citizens of the City of Selma.

ARTICLE 13 – BILL OF RIGHTS
The rights of Firefighter personnel covered by this MOU are stated in the Government Code of the State of California, Sections 3250-3262.

The intention of this Article is to confirm City's and Unit's understanding of these rights. 9 ARTICLE 14 – GRIEVANCE PROCEDURE AND UNIT REPRESENTATIVE The grievance procedures are stated in Section 9 of the Personnel Rules and Regulations.

ARTICLE 15 – UNIT REPRESENTATIVE
A. City recognizes that Unit may appoint a representative of its choice to report grievances pertaining to this MOU. Upon designating such a representative, Unit shall provide City, in writing, with the name of the representative.

ARTICLE 16 – COMPLIANCE WITH MOU
A. In the event of any violation of the terms of this MOU, responsible and authorized representatives of the Unit or City, as the case may be, shall promptly take such action as is within their power to correct and terminate such violation for the purpose of bringing such unauthorized action(s) into compliance with the terms of this MOU. Employees acting or conducting themselves in violation of the terms of this MOU shall be subject to discipline, up to and including discharge. City shall enforce the terms of this MOU through its supervisory personnel. Unit shall enforce the terms of this MOU on the part of its members.

C. A dispute or difference of opinion concerning the enforcement of this MOU by City or Unit shall first be presented in writing to the other party and an attempt 10 shall be made to settle the matter as provided in this agreement.

ARTICLE 17 – OUT OF CLASS
Unit members may be assigned to temporarily work in other position classifications according to the following policy:

1. When a Unit Employee is assigned to a shift and assumes the duties of a higher position, he or she shall receive the differential pay for the full shift. If the Unit Employee is assigned and assumes the duties of the higher position in mid-shift, he or she shall receive the differential pay for the actual time served, but in no case less than three (3) hours. a. No extra compensation for temporary work in other
classifications shall apply to shift trades between employees.

ARTICLE 18 – POSITION CLASSIFICATIONS
A. It is recognized that the establishment of new or revised position classifications within the Unit may be warranted and approved by City. In the event that revised position classifications are recommended, Unit shall be given an opportunity to consult with the Personnel Officer, or designee. The final decision concerning revised position classifications shall remain with City.

B. Whenever the decision to hire or promote has been made, City agrees to provide for promotional opportunities based on the classification specifications for the vacant positions. A decision to open the position to accept new applications shall be made only after internal methods have been exhausted.

C. The City Manager as Personnel Officer shall have the authority in determining the methods for filling vacancies, the timing for filling such vacancies, and the methods of examination, in accordance with the City's Personnel Rules and Regulations and state law.
11 ARTICLE 19 – SENIORITY
Seniority shall be measured by total length of service in years, months and days from date of last hire.

A. Newly hired employees shall accrue seniority from date of hire but may not exercise rights of such accrual until the satisfactory completion of a one-year probation period. Promotions and accompanying one-year probationary periods do not affect the original hire date for purposes of calculating seniority.

D. Employees who have been laid off shall be recalled in the inverse order of layoff.

E. Any person transferring from one department to another with the same job classification shall not suffer a reduction in compensation.

F. Seniority shall be lost by:

1. Termination from City employment.

2. Failure to return from an authorized leave of absence. 12 3. Failure to respond to notice of recall from layoff within the established time frame.

ARTICLE 20 – STANDARD WORK PERIOD
The standard work period for city employees shall be as follows:

A. Fire Department Non-Shift Personnel
The standard work period for non-shift personnel shall be forty (40) hours per week.

B. Fire Department Shift Personnel
The standard FLSA section 7(k) work period for safety shift personnel in the Fire Department shall be a 14-day work period based on a 48/96 work schedule which begins with the start of the A shift 48/96 schedule.

1. For payroll purposes, the 14-day standard work period shall be paid out as follows:
i. 112 regular hours (56 regular hours per week)
ii. 12 FLSA hours paid out at straight time (6 FLSA hours per week)
C. Fire Department Non-Safety Shift Personnel
The standard FLSA work period for non-safety shift personnel in the Fire Department shall be a 14-day work period based on a 48/96 work schedule which begins with the start of the A shift 48/96 schedule.

1. For payroll purposes, the 14-day standard work period shall be paid out as follows:
i. 56 scheduled hours per standard work week

1. 40 regular hours

2. 8 overtime hours
ARTICLE 21 – OVERTIME
A. Overtime work for all eligible employees shall be defined as any time worked beyond forty (40) hours in a standard work week for non-shift personnel, and any time worked in excess of the standard work period as defined above. The use of vacation, sick and compensation time shall be included in the definition of time worked.

B. The maximum non-FLSA and FLSA comp time that employees of this Unit can accrue is 480 hours.
13 ARTICLE 22 – CALL BACK COMPENSATION
Call-Back is defined as the time a Unit employee is required to return to work or report to the job for unscheduled or emergency work.

A. City shall compensate Unit employee a minimum of three (3) hours at the established overtime rate, irrespective of the actual time worked.

B. In the event the task exceeds three (3) hours duration, the total compensation shall be for hours actually worked at the established overtime rates. After the minimum call-back time of three (3) hours is actually worked, work time shall be recorded in increments of one quarter of an hour (15 minutes).

ARTICLE 23 – RETIREMENT
A. For Safety employees of this Unit (Fire Engineer and Firefighter) that are considered "classic" Safety members of CalPERS pursuant to the Public Employees' Pension Reform Act (PEPRA), the City shall provide the CalPERS Safety 2% @ 50 Retirement Plan. The employees' share of the contributions shall be fully vested in each employee's name in accordance with CalPERS policies.

1. Classic Safety employees shall continue to contribute the full 9% of compensation earnable member contribution, and 3% of
compensation earnable of the required employer contribution as cost sharing in accordance to Government Code 20516(f), for a total employee CalPERS contribution of 12%.

2. The City and Unit understand and agree that the additional 3% contribution by the employee of the employer's required contribution as cost sharing in accordance to Government Code 20516(f), for a total employee CalPERS contribution of 12%, shall continue beyond the expiration date of this MOU and shall become a part of the status quo.

B. For Safety employees of this Unit (Fire Engineer and Firefighter) that are considered "new" Safety members of the California Public Employees Retirement System (CalPERS), pursuant to the Public Employees' Pension Reform Act (PEPRA) of 2013, the City shall provide the PERS Safety 2.7% @ 57 Retirement Plan. Under the PEPRA all "new" Safety members of the California Public Employees Retirement System (CalPERS} will be required to contribute at least 50% percent of the total normal cost of the retirement plan, as determined by CalPERS.
14 C. Other benefits provided through CalPERS for Safety members include:

1. Section 20965 – Unused Sick Leave Credit

2. Section 20037 – Three Year Final Compensation
D. For Miscellaneous employees of this Unit (Non-Safety EMT and Non-Safety Paramedic) that are considered “classic” Miscellaneous members of CalPERS pursuant to the Public Employees’ Pension Reform Act (PEPRA), the City shall provide the CalPERS Miscellaneous 2.7% @ 55 Retirement Plan. The employees’ share of the contributions shall be fully vested in each employee’s name in accordance with CalPERS policies.

1. Classic Miscellaneous employees shall continue to contribute the full 8% of compensation earnable member contribution.

E. For Miscellaneous employees of this Unit (Non-Safety EMT and Non-Safety Paramedic) that are considered “new” Miscellaneous members of the Public Employees Retirement System (PERS), pursuant to the Public Employees’ Pension Reform Act (PEPRA) of 2013, the City shall provide the PERS Miscellaneous 2% @ 62 Retirement Plan. Under the PEPRA all new Miscellaneous members of the Public Employees Retirement System (PERS) will be required to contribute at least 50% of the total normal cost of the retirement plan, as determined by CalPERS.

ARTICLE 24 – INSURANCE BENEFITS
A. The City shall offer health insurance, vision insurance and dental insurance and the City shall pay ninety percent(90%) of the average of the highest and lowest medical plan premiums for all regular and probationary employees and their eligible dependents.

B. The City shall offer $100,000 Group Life and Accidental Death Insurance.

The City shall pay ninety percent (90%) of the premium.

C. The City shall offer Long Term Disability Insurance. Participant is at the sole expense of the employee.

D. The City shall offer Voluntary Benefits to include Flexible Spending Accounts for Health Care and Dependent Care.

E. In Lieu of Health Insurance Benefit:

Employees choosing not to enroll in a health insurance plan may receive an "in lieu of benefit" of $300 per month or $138.46 per pay period. This 15 amount may be used to purchase other insurance options offered by the City at the time of implementation or hire, may be contributed to the employee's 457 Tax Deferred Compensation account, and/or received as non-PERSable taxable income. The In Lieu of Benefit shall apply only to the health insurance benefits. Employees choosing not to enroll in the dental, vision or basic life insurance plans will not receive the premium amounts in their flexible spending accounts, nor shall they receive an "in lieu of benefit" for declining these benefits.

F. Benefit for Employees with Ten or More Years of Service

Example: Employee eligible for health insurance benefits in calendar year 2014, eligible for 100% of maximum premium allowances effective calendar year 2025.

H. Health Benefits Committee:

1. City and Unit acknowledge the necessity for timely review of benefit plans.

2. City and Unit agree to the establishment of a Health Benefits Committee for the review of benefit plans.

3. The City agrees that the Unit may designate two committee members to represent the interests of the Unit.

4. The Unit representatives will be responsible for notifying the City and Health Benefits Committee, in the even the Unit does not agree with a committee recommendation.

5. Unless the Unit representative notifies the City of a disagreement, per 16 section 4 above, the parties agree that the Committee process will fulfill all meet and confer obligations.

6. Should the health insurance administrator recommend future rates increases or program modifications be implements, he/she shall make a recommendation to the Health Benefits Committee stating the reasons why such increase or change is recommended. The Health Benefits Committee shall than make a recommendation to the City Manager within thirty (30) calendar days after receipt of said recommendation. The City Manager will make a decision based on the information provided and present it to the City Council for implementation. The City and employees agree to pay any increased costs in the same proportion as the current contribution.

ARTICLE 25 – SAFETY
A. Except for occupational hazards associated with the duties performed by emergency personnel, Employees shall not knowingly be required to work in unsafe conditions or with unsafe equipment. All Employees shall comply with adopted City of Selma Safety Rules and Regulations and City shall comply with applicable State law and regulations.

B. Should conditions or equipment be reported as being unsafe, the Unit Representative, Fire Chief and Personnel Officer shall meet upon request of any party to resolve the issue. If an unsafe condition or equipment is found to exist or a potentially unsafe condition is present, corrective action shall be taken at the earliest possible time.

C. The City's Safety Committee may be called upon to assist in resolving alleged safety violations and unresolved allegations shall be referred to the City Manager for immediate and final resolution.

ARTICLE 26 – UNIFORM ALLOWANCE
A. City shall provide an annual uniform allowance to be paid to Unit Employees as follows:

1. City agrees to pay each covered Safety Employee $1,000.00 each year for uniform purchase, replacement and maintenance.

2. City agrees to pay each Non-Safety employee $500.00 each year for uniform purchase, replacement and maintenance.

3. Employees shall maintain uniforms in a clean, neat and pressed 17 manner. Uniforms shall not be worn which have holes, stains, or other defects. Requirements for dress and work uniforms and the policy relative to the wear of each has been established by the Fire Chief and shall be mandatory for all affected employees.

B. City agrees to make uniform allowance payments on a twenty-six (26) payroll period (effective the first pay date of 2025).

1. For PERS classic members, uniform allowance is subject to PERS withholding but not Social Security, Federal and State withholding.

2. For PERS PEPRA new members, uniform allowance is not subject to PERS, Social Security, Federal nor State withholding.

3. Uniform allowance payments shall not be included in the base salary rate of employees.

C. After one (1) year of continuous employment, City agrees to reimburse Unit Employees up to $200 every twenty-four (24) months for boots.

D. City shall continue to provide a revolving fund to assist Unit Employees in the purchase of required uniforms, tack, and equipment to a maximum of $500 per employee at any given time.

1. Unit Employees shall reimburse City on a monthly basis via payroll deductions based on the following:

AMOUNT OWED PAYMENT
$0-$250 $50 per month or $25 per pay period
$251-$500 $100 per month or $50 per pay period
ARTICLE 27 – PERSONAL PROPERTY LOSS
A. City agrees to reimburse employees for uniforms and equipment damaged in the line of duty. City's responsibility for reimbursement shall be limited to those articles required for the employee to perform his/her duties. City agrees to reimburse employees for personal property damaged in the line of duty only under the following conditions:

1. No Employee shall be reimbursed for any item lost or damaged in the performance of their duty in excess of $50.00

2. Exception to the $50.00 limit: prescription eye glasses or contact 18 lenses (contact lenses only if required by employee's doctor), or dentures.

3. No reimbursement shall be made if there is negligence or carelessness involved on the part of the employee.

B. City agrees to provide employees with safety equipment as required by State law.

C. City shall provide no other uniform allowance for employees in Unit.

ARTICLE 28 – COLLECTION OF FEES, DUES AND ASSESSMENTS
A. The Unit is solely responsible for distributing to and collection from employees the dues deductions authorization forms. It is the employees' responsibility to submit requests to start or stop dues deductions directly to the Unit and not to the City. The Unit is responsible for maintaining the dues deductions forms from individual employees. Copies of an individual employee's dues deduction authorization need not be provided to the City unless a dispute arises about the existence or terms of the authorization.

B. The Unit will provide to the City an updated, certified dues deduction list of bargaining unit members on an annual basis, of those employee's who have provided written authorization for regular dues deductions. The City will deduct dues for only those employees who are in the bargaining unit in accordance with such certified list. The Unit will immediately notify the City of any change to an employee's dues deduction authorization, and will provide the City within five (5) business days of the Unit being advised, an updated, certified dues deduction list only noting any specific changes from the last list provided to the City. The City shall not be obligated to put into effect any new, changed or discontinued deduction until a certified list of employees who have provided the Unit with deduction authorization forms is submitted to the City in sufficient time to permit normal processing of the change or deduction. The City will transmit the balance of funds to the Unit without delay. T h e U n i t w ill provide the City an updated, certified dues deduction list of bargaining unit members on an annual basis, of those employees who have provided written authorization for regular dues deductions.

C. The Unit agrees to indemnify, defend and hold harmless the City against claims, demands, suits or any other action, including costs of such suits and reasonable attorney's fees and/or other forms of liability arising from the implementation of the provisions of this section, including claims for or related to employee authorizations, revocations, deductions made, cancelled, or changed in reliance on the Unit's representations and certifications regarding employee dues deduction authorizations.
19 ARTICLE 29 – SICK LEAVE
A. All shift employees shall accrue sick leave at a rate of 11.07 hours on a biweekly basis, 26 times per year. This is equivalent to 24 hours per calendar month. Accrual shall begin at the date of hire.

B. Use of sick leave is governed by the City’s Personnel Rules and Regulations.

C. Sick Leave for Shift Employees is as follows:

1. For record-keeping purposes, sick leave credits shall be earned and used on an hourly basis. It shall be provided further that sick leave credits shall continue to be earned at the rate of 24 hours per month.

2. Sick Leave Incentive: Each eligible employee shall be entitled to pay for a portion of earned sick leave credits on an annual basis, as follows:
a. In order to be eligible for this incentive, Employee must have a minimum of 1440 hours of sick leave credit by the deadline date of November 1st. During the following twelve-month period, employee will be able to continue accruing sick leave and will be eligible to receive Sick Leave Incentive.

1. At the end of each year, City agrees to pay each eligible employee with at least 1440 hours of accrued sick leave credit up to 30% of sick leave earned during the previous l2-month period (November 1-October 31) henceforth
referred to the "benefit period". Regular, full-time
employees earn 288 hours of sick leave during the
benefit period.
a. If no sick leave is used during the benefit period,
employee may be paid for 30% of the unused sick
leave credit remaining over 1440 hours (86.4
hours).
b. If sick leave credits are used by the employee
during the benefit period, employee is eligible for
pay for 30% of the unused sick leave credits
remaining over and above 1440 hours. For
example:

An employee who has 1440 hours of sick leave
credit at the beginning of the benefit period earns
288 hours (l2 24-hour days) and uses 120 hours
(5 days) of sick leave during the benefit period.
20 Employee is eligible to receive payment for 30%
of the unused 168 hours (7 days) sick leave
credit, which is 50.4 hours.

2. This benefit is not cumulative or retroactive and the employee must decide and declare annually whether to
accept payment or receive sick leave credit towards the fire department employees' retirement benefit (refer to #4 below).

3. Payment to eligible employees shall be made by City
annually in the month of December.

4. A Shift Employee who terminates employment with the
City for any reason during the year specified for the
benefit, will not be eligible to receive sick leave incentive.

D. Family Sick Leave
a. Twelve (12) days (288 hours) may be used to attend to the illness of a qualifying family member. All conditions and restrictions pertaining to the use of sick leave by the employee as provided in the City of Selma Personnel Rules and Regulations shall also apply to the use of family sick leave.

E. Retirement Credit for Unused Sick Leave
a. Unused accumulated sick leave, for each eligible employee, whose effective date of retirement is within four months of separation from the employer which granted the sick leave credit, and who will receive no compensation or remuneration at all for such sick leave, shall be credited at retirement with 0.004 year of service credit for each unused day of sick leave certified to the board by employer. This benefit is provided pursuant to Government Code Section 20965, Public Employee's Retirement Law. b. Employees choosing NOT to elect city retiree health insurance can cash out up to thirty (30) days. Any balance not cashed out shall be reported to PERS in equivalent days toward service credit.

ARTICLE 30 – VACATION
A. All Shift Employees shall accrue vacation according to the following schedule:

Years of
Service
Hours Per
Pay Period
Bi-Weekly Accrual Hours Per
Year
0 – 4 years 12 5.53 hours 144 hours
21 5 – 9 years 18 8.30 hours 216 hours
10 – 14 years 21 9.23 hours 240 hours
15+ years 24 11.53 hours 300 hours
Unit employees shall be allowed to accrue up to a maximum of 528 hours of vacation leave.

B. Accrual is based on 26 pay periods
C. If Section 12.1 – Vacation Accrual of the Personnel Rules and Regulations is amended, the resulting rule shall apply.

ARTICLE 31 – HOLIDAYS
A. Designated Holiday are as follows:

1. January 1 (New Year’s Day)

2. The third Monday in January (Martin Luther King Jr. Birthday)

3. The third Monday in February (Presidents’ Day)

4. The last Monday in May (Memorial Day)

5. June 19 (Juneteenth)

6. July 4 (Independence Day)

7. The first Monday in September (Labor Day)

8. November 11 (Veteran’s Day)

9. The fourth Thursday in November (Thanksgiving Day)

10. The day after Thanksgiving Day

11. December 24 (Christmas Eve)

12. December 25 (Christmas Day)

13. December 31 (New Year’s Eve)

14. The employee’s date of birth

15. Two floating holidays
If Section 12.7 – Holidays of the Personnel Rules and Regulations is amended, the resulting rule shall apply.

B. Unit employees shall receive “Holiday In-Lieu Pay” for the 16 holidays identified in Section A above at straight time, with no additional pay for the worked holiday.

1. “Holiday In-Lieu Pay” will be paid per pay period beginning the pay period that includes January 1, 2025.
a. “Holiday In-Lieu Pay” will be paid out in 26 pay periods.

2. Shift employees shall receive holiday pay at a rate of 24 hours per holiday.
22 3. CalPERS reporting for “Holiday In-Lieu Pay” may require separate reporting for birthday and floating holidays.

ARTICLE 32 – IN-SERVICE TRAINING
A. City recognizes that continued training of Unit members is of benefit to both City and members in that it introduces employee to new methods and techniques of performing duties and sharpens and increases skills necessary to provide high levels of productivity. City shall, in so far as is fiscally possible, budget sums each year for continued training and education. City shall be responsible for the reasonable expenses of training programs, including travel and lodging, when such expenses and costs are authorized by the appropriate Department Head in advance.

B. City shall, in so far as is practical, encourage technical/vocational training in specific occupations. An example of such training is computer training.

Technical/vocational training for an employee shall have prior approval of the City Manager (and City Council if deemed appropriate) including arrangements for costs thereof.

ARTICLE 33 – PHYSICAL FITNESS AND WELLNESS
A. Physical fitness of each and every Unit Employee is a top priority in ensuring the most efficient and effective service possible to our citizens, and in accomplishing City's risk management goals and objectives.

B. Employees may participate in a voluntary physical fitness/agility test for unit employees as developed by City. The Unit shall be permitted input in the development of the program. The determination of the City Manager and Fire Chief shall be final and conclusive in the adoption of said program.

C. City agrees to pay each Unit member one annual $200.00 physical fitness bonus/reimbursement upon submission of current proof of payment of one annual gym membership fee of $200.00 (or more). In the event the Unit member pays for gym membership in a series of installments, member may submit receipts totaling $200.00 for reimbursement.

1. Unit members who qualify for the Physical Fitness Bonus must submit a Claim for Payment.

2. Receipt issued by the established physical fitness gymnasium for current individual Unit membership must also accompany above Claim for Payment. Reimbursement shall be paid for no more than $200.00 per year.

D. City agrees to reimburse Unit member's insurance co-pay amount for annual 23 physicals and cancer screenings upon submission of appropriate documentation to the City's Finance Department.

ARTICLE 34 – EDUCATION INCENTIVE
A. City shall pay non-probationary Unit employees a bonus of 2.5% of employees' base salary per month for the successful completion of a Certificate of Achievement in Fire Science through an accredited college.

The City shall pay a bonus of 5% of the employee's base salary per month to those employees receiving an Associate's Degree. The City shall pay a bonus of 7% of the employee's base salary per month to those employees receiving a Bachelor's Degree. Each employee is entitled to only one education incentive pay increase. For example, if an employee receives two associate's degrees, said employee will only be entitled to one 5% increase in pay.

B. Employees shall receive Education Incentive for the highest level of education received only and shall not be paid for more than one degree as listed above. The maximum Education incentive per employee is 7%. If approved by the employee's Department Head and the Personnel Officer, this incentive pay shall become effective upon the date of presentation by the employee of the proper documentation of the completion of coursework. If copy of diploma/degree does not specify course of study, a certified transcript from the college or university must be included. No course shall be counted for which an employee receives less than a "C" or "Pass" grade.

C. City shall pay non-probationary Unit employees an additional 2.5% of the employees' base salary per month for the successful completion of a Fire Marshal's Certificate. However, if employee terminates City employment voluntarily within one year following the commencement of this benefit, Employee shall be required to pay 50% of the benefit back to the City, through final payroll deduction.

D. City shall grant incentive pay of one percent (1%) per month of an employee's salary to those non-probationary employees who successfully complete or have completed certification, training and/or education in a subject skill or a field of study related to the employee's duties and which will make the employee more productive in his/her work. This incentive shall be for training, education or courses that are desired by the unit employee for employee's own professional growth. Training, education or courses qualifying for this incentive shall have the prior recommendation of the employees' Department Head and approval of the City Manager. Incentive Pay shall not be paid for those courses or classes that are arranged and/or paid for by City as part of its commitment to employee training.

E. A second incentive bonus of one percent (1%) per month of an employee's 24 salary shall be granted to non-probationary employees who successfully complete a second certification, training and/or educational course, using the same criteria as stated in Section D above.

ARTICLE 35 – DISABILITY INSURANCE
A. City agrees to allow participation, by Unit employees covered by this MOU, in the State Disability Insurance Program. Participation is at the sole expense of the employee.

ARTICLE 36 – ADOPTION OF AGREEMENT AND AMENDING PROCEDURE A. This MOU shall be deemed adopted and binding effectively terminating negotiations during its term upon approval and subscription of the Unit and City.

B. If either Unit or City desires to modify or change this MOU during its term, said party shall serve written notice on the other party, setting forth the nature of the proposed modifications or changes. Failure of the other party to give written approval of the modifications or changes proposed within thirty (30) days of the required written notice shall be deemed a rejection of proposal.

C. No presently existing benefit, whether monetary or otherwise, may be reduced below its present level, except as agreed to in this MOU.

ARTICLE 37 – SAVINGS CLAUSE
A. This MOU is the entire agreement of the parties, terminating all prior MOU's and concluding all negotiations during the term of this MOU, except as provided in Article 11.

B. Should any provisions of this MOU be found to be in contravention of any Federal or State Law by a court of competent jurisdiction, such particular provision shall be null and void, but all other provisions of this MOU shallremain in force and effect. The parties hereto shall negotiate any provision found to be in contravention of State or Federal Law.

ARTICLE 38 – TERM AND REOPENING OF MEMORANDUM
This Memorandum of Understanding shall become effective July 1, 2024, except where otherwise provided, and shall remain in effective through June 30, 2026. No amendment or change to the provisions of this MOU shall be valid or binding unless reduced to writing and signed by duly authorized representative(s) of the parties. 25 This contract expires June 30, 2026. It is mutually agreed that the first meeting of the parties will be scheduled no later than fifteen (15) calendar days after the City or Unit receives notice from the other, which may be any date after January 1 of the year in which the current contract terminates. This notice must be made in writing, must specifically include a request to commence bargaining, and must include proposed dates for the meeting.

ARTICLE 39 – APPROVALS
DATE of COUNCIL APPROVAL:
“CITY” “UNIT”
City of Selma International Association of Firefighter
Local 3716
A Municipal Corporation
By: By:

Fernando Santillan Austin Martins, Representative
City Manager/Personnel Officer
By:

Zach Johnson, Representative
By:

Justin Arroyo, Representative
CITY MANAGER’S/STAFF’S REPORT
COUNCIL MEETING DATE: November 4, 2024
______________________________________________________________________________ ITEM NO: F.

SUBJECT: Consideration and Resolution Approving the Memorandum of Understanding with Fire Mid-Management Employees from July 1, 2024 through June 30, 2026
______________________________________________________________________________ DISCUSSION: Labor negotiations with the Fire Mid-Management bargaining unit have been ongoing since July 2024. City negotiators have recently concluded the meet and confer process with representatives of Fire Mid-Management. Fire Mid-Management and the City have reached an agreement which modified the Memorandum of Understanding (MOU) between the Fire Mid-Management and the City. City Council authorization is required in order to implement the proposed amendments to the Fire Mid-Management MOU.

The new terms of the MOU will be effective the first pay period after approval unless otherwise noted. The new terms include the following:
• Two (2) year agreement
• Substantial language cleanup
• Article 2 - Salaries
o Full implementation over a three-year period of the 60th percentile salary increases as indicated in approved Salary Study (retroactive to the pay period that includes July 1, 2024)
o Cost of Living increase of 3% (retroactive to the pay period to includes July 1, 2024)
• Article 8 – Payoff of Compensatory Time
o Increased from ten (10) hours to twenty-four (24) hours • Article 26 – Uniform Allowance
o Will be paid out in twenty-six (26) pay periods
FISCAL IMPACT: The MOU has a financial impact of $34,212.48 with $17,296.76 to the general fund and $16,915.69 to other funds.

RECOMMENDATION Approve the Resolution approving the Memorandum of Understanding with the Fire Mid-Management Bargaining Unit for the term of July 1, 2024 through June 30, 2026.
____/s/__________________________ 11/03/2024____________________ Janie Venegas Date
Administrative Services Director
____/s/__________________________ 11/03/2024____________________ Fernando Santillan Date
City Manager
RESOLUTION NO. 2024 – ___R

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA,

CALIFORNIA, APPROVING A MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF SELMA AND THE FIRE MID-MANAGEMENT

EMPLOYEES BARGAINING UNIT FOR THE TERM OF
JULY 1, 2024 THROUGH JUNE 30, 2026
WHEREAS, the City Manager has been authorized by Resolution No. 92-56R, adopted June 15, 1992, to represent the City in the meet and confer process with recognized employee organizations; and
WHEREAS, there exists a Fire Mid-Management Employees bargaining unit in the City, comprised of employees who provide fire mid-management services; and WHEREAS, the prior Memorandum of Understanding (MOU) expired June 30, 2024; and WHEREAS, parties of the Fire Mid-Management Employees bargaining unit and City of Selma staff met and bargained in good faith and have mutually agreed upon an MOU to cover the period from July 1, 2024 through June 30, 2026; and WHEREAS, said MOU has been presented by the City Manager for City Council approval; and
WHEREAS, the City Council is familiar with the terms and provisions of said MOU; and WHEREAS, all legal prerequisites to the adoption of this Resolution have occurred; and WHEREAS, the terms of the MOU shall be effective the first pay period after approval of the MOU.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SELMA DOES HEREBY RESOLVE AS FOLLOWS:

Section 1. The City Council finds that the above recitals are true and correct and are incorporated herein by reference.

Section 2. The City Council hereby approves the MOU, attached hereto as Exhibit A, and incorporated herein by reference.

Section 3. Authorize the City Manager to execute said MOU on behalf of the City.

Section 5. Effective Date. That the City Clerk shall certify to the adoption of this Resolution and that the same shall be in full force and effect.

PASSED, APPROVED, AND ADOPTED this 4
th day of November 2024, by the following
vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

____________________________
ATTEST: Scott Robertson
Mayor
______________________________
Reyna Rivera
City Clerk

MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF SELMA
AND

FIRE MIDDLE MANAGEMENT EMPLOYEES

FOR THE PERIOD
JULY 1, 2024 THROUGH JUNE 30, 2026
2 Table of Contents
ARTICLE 1 – RECOGNITION......................................................................................... 4 ARTICLE 2 – SALARIES................................................................................................. 4 ARTICLE 3 – PREMIUM PAY....................................................................................... 5 ARTICLE 4 – CERTIFICATION PAY............................................................................ 6 ARTICLE 5 – BILINGUAL PAY....................................................................................... 7 ARTICLE 7 – COMPENSATION FOR USE OF A PRIVATE VEHICLE.......................... 7 ARTICLE 8 – PAYOFF OF COMPENSATORY TIME..................................................... 7 ARTICLE 9 – DEFERRED COMPENSATION................................................................ 7 ARTICLE 10 – NON-DISCRIMINATION ......................................................................... 8 ARTICLE 11 – CITY RIGHTS ......................................................................................... 8 ARTICLE 12 – UNIT RIGHTS ........................................................................................ 8 ARTICLE 13 – BILL OF RIGHTS..................................................................................... 8 ARTICLE 14 – GRIEVANCE PROCEDURE AND UNIT REPRESENTATIVE................. 9 ARTICLE 15 – UNIT REPRESENTATIVE................................................................... 9 ARTICLE 16 – COMPLIANCE WITH MOU .................................................................... 9 ARTICLE 17 – OUT OF CLASS................................................................................... 10 ARTICLE 18 – POSITION CLASSIFICATIONS............................................................ 10 ARTICLE 19 – SENIORITY ........................................................................................... 11 ARTICLE 20 – STANDARD WORK PERIOD .............................................................. 12 ARTICLE 21 – OVERTIME ........................................................................................... 12 ARTICLE 22 – CALL BACK COMPENSATION ........................................................... 12 ARTICLE 23 – RETIREMENT........................................................................................ 13 ARTICLE 24 – INSURANCE BENEFITS ...................................................................... 14 ARTICLE 25 – SAFETY................................................................................................ 16 ARTICLE 26 – UNIFORM ALLOWANCE...................................................................... 16 ARTICLE 27 – PERSONAL PROPERTY LOSS: .......................................................... 17 ARTICLE 28 – COLLECTION OF FEES, DUES AND ASSESSMENTS....................... 18 ARTICLE 29 – SICK LEAVE......................................................................................... 19 ARTICLE 30 – VACATION............................................................................................ 23 ARTICLE 31 – VACATION BUY BACK .......................................................................... 23 ARTICLE 32 – HOLIDAYS............................................................................................ 24 3 ARTICLE 33 – IN-SERVICE TRAINING........................................................................ 25 ARTICLE 34 – PHYSICAL FITNESS AND WELLNESS............................................... 25 ARTICLE 35 – EDUCATION INCENTIVE..................................................................... 26 ARTICLE 36 – DISABILITY INSURANCE .................................................................... 27 ARTICLE 37 – ADOPTION OF AGREEMENT AND AMENDING PROCEDURE......... 27 ARTICLE 38 – SAVINGS CLAUSE............................................................................... 27 ARTICLE 39 – TERM AND REOPENING OF MEMORANDUM .................................... 27 ARTICLE 40 – APPROVALS ........................................................................................ 28 4 A MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF SELMA AND

FIRE MIDDLE MANAGEMENT EMPLOYEES
This Memorandum of Understanding (MOU) is made and entered into between the City of Selma, herein "City" by its City Manager in his capacity as the Municipal Employees Relations Officer and the Fire Middle Management Employees, herein "Unit" representing employees of the City who occupy positions in the Classifications listed herein, pursuant to the California Government Code, Section 3500, et seq and RESOLUTION NO. 92-56R, A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA AMENDING RESOLUTION NO. 1027, PROVIDING FOR EMPLOYEREMPLOYEE RELATIONS, approved the 15th day of June 1992 as these documents are now or hereafter may be modified. City and Unit agree as follows:

MANAGERIAL
Fire Battalion Chief
Fire Marshal

SUPERVISORY
EMS Supervisor
Fire Captain
City agrees to meet and confer and otherwise deal exclusively with representatives of Unit on all matters relating to the scope of representation pertaining to said employee Unit as provided under the above-referenced Resolution and Government Code Sections. In the event Resolution No. 92-56R is modified, the modified Resolution shall apply. The proposed modification shall be submitted to Unit prior to its adoption, for input.

ARTICLE 2 – SALARIES
A. Effective the pay period that includes July 1, 2024, full implementation over a three-year period (see below) of the 60th percentile salary increases as indicated in Salary Study accepted by City Council on September 3, 2024. 5 Full
Implementation
July 1,
2024
July 1,
2025
July 1,
2026
Fire Battalion Chief 11.33% 3.78% 3.78% 3.77%
Fire Marshal 7.70% 2.57% 2.57% 2.56%
EMS Supervisor 7.90% 2.64 2.63% 2.63%
Fire Captain 7.70% 2.57% 2.57% 2.56%
B. Effective the pay period that includes July 1, 2024, all employees represented by this MOU shall receive a 3% Cost of Living Adjustment.

C. Effective the pay period that includes July 1, 2025, all employees represented by this MOU shall receive a 2% Cost of Living Adjustment.

D. Effective the pay period that includes July 1, 2026, all employees represented by this MOU shall receive a 2% Cost of Living Adjustment.

ARTICLE 3 – PREMIUM PAY
A. Premium Pay shall be paid to Unit employees serving in either an EMT or Paramedic capacity and represented by Unit as follows:

The following premium pay shall be paid to Unitemployees certified by the Fresno County Health Director and included as part of the basis for calculating overtime and call back compensation.

1. Emergency Medical Technician – Two Percent (2%) to Six Percent (6%) of hourly base pay.

Years 1 2 3 4 5+
2% 3% 4% 5% 6%

2. Paramedic - Four Percent (4%) to Twelve Percent (12%) of hourly base pay.
1 st Certification
(Covering the first two years as a paramedic with the City of Selma, either as a newly hired paramedic, or newly certified paramedic).

Years 1 2
4% 5%
2 nd Certification
(Covering the second two-year period of certification as a paramedic with the City of Selma.
6 Years 3 4
6% 7%
3rd Certification
(Covering the third two-year period and thereafter of certification as a paramedic with the City of Selma.

Years 5 6 7 8 9+
8% 9% 10% 11% 12%
The loss of either EMT or EMT/Paramedic certification shall result in the immediate loss of premium pay compensation for any Employee who fails to maintain the certification on a continuous and ongoing basis. Premium pay shall be reinstated at the last pay rate at the reinstatement of the certification.

C. It is agreed by all parties that the max certification pay to be paid to employees covered by this MOU hired on or after July 1, 2021 is 25%. 7 ARTICLE 5 – BILINGUAL PAY
Positions represented by this MOU will be eligible to receive Bilingual Pay (Spanish and Punjabi only). To receive this benefit, the employee will be required to pass an oral competency test administered by an independent party outside the employment of the City of Selma. Once certified the employee will receive the bilingual stipend of $25.00 per pay period (based on 24 pay periods). Bilingual testing will be administered no less than once per quarter. Should employee “no show” for the bilingual testing appointment, a waiting period of six (6) months is required before eligible to retest.

1. Twenty-four hour payoff - Eligible employees may indicate their desire to receive payment for up to twenty-four hours of comp time per payroll period by submitting the appropriate paperwork with their regular payroll.

2. 457 Contribution - Eligible employees may choose to convert comp time hours to the employee's individual 457 Tax
Deferred Compensation account on a quarterly basis only.

Employee choosing this method must indicate the number of hours they wish to convert (limited to twenty-four hours per payroll period) on the appropriate form. All hours so
designated will be converted and applied to their 457 plan. a) Any comp time that exceeds the limit of 480 hours for employees of this Unit will be paid off in either manner defined above as indicated by the employee.

ARTICLE 9 – DEFERRED COMPENSATION
City will match the employee's contribution of up to eighty-seven dollars and fifty cents 8 ($87.50) per pay period (maximum of two pay periods per month) for a maximum of one hundred seventy-five dollars ($175) per month into a tax deferred retirement account voluntarily established by the employee in the employee's name with one of the City's 457 Tax Deferred Compensation Plan.

Conditions of said contributions shall be subject to IRS regulations governing such accounts.

ARTICLE 10 – NON-DISCRIMINATION
City and Unit agree not to discriminate against any employees in accordance with applicable laws.

ARTICLE 11 – CITY RIGHTS
A. City retains the exclusive rights set forth in the Employer-Employee Relations Resolution.

ARTICLE 12 – UNIT RIGHTS
A. Unit shall cooperate with City to assure maximum service of the highest quality and efficiency to the citizens of the City of Selma.

ARTICLE 13 – BILL OF RIGHTS
The rights of Firefighter personnel covered by this MOU are stated in the Government Code of the State of California, Sections 3250-3262.

B. A dispute or difference of opinion concerning the enforcement of this MOU by City or Unit shall first be presented in writing to the other party and an attempt 10 shall be made to settle the matter as provided in this agreement.

ARTICLE 17 – OUT OF CLASS
Unit members may be assigned to temporarily work in other position classifications according to the following policy:

D. Employees who have been laid off shall be recalled in the inverse order of layoff.

E. Any person transferring from one department to another with the same job classification shall not suffer a reduction in compensation.

F. Seniority shall be lost by:

1. Termination from City employment.

2. Failure to return from an authorized leave of absence. 12 3. Failure to respond to notice of recall from layoff within the established time frame.

ARTICLE 20 – STANDARD WORK PERIOD
The standard work period for city employees shall be as follows:

A. Fire Department Non-Shift Personnel
The standard work period for non-shift personnel shall be forty (40) hours per week.

1. For payroll purposes, the 14-day standard work period shall be paid out as follows:
i. 112 regular hours (56 regular hours per week)
ii. 12 FLSA hours paid out at straight time (6 FLSA hours per week)
ARTICLE 21 – OVERTIME
A. Overtime work for all eligible employees shall be defined as any time worked beyond forty (40) hours in a standard work week for non-shift personnel, and any time worked in excess of the standard work period as defined above. The use of vacation, sick and compensation time shall be included in the definition of time worked.

B. The maximum non-FLSA and FLSA comp time that employees of this Unit can accrue is 480 hours.

ARTICLE 22 – CALL BACK COMPENSATION
Call-Back is defined as the time a Unit employee is required to return to work or report to the job for unscheduled or emergency work.

A. City shall compensate Unit employee a minimum of three (3) hours at the established overtime rate, irrespective of the actual time worked. 13 B. In the event the task exceeds three (3) hours duration, the total compensation shall be for hours actually worked at the established overtime rates. After the minimum call-back time of three (3) hours is actually worked, work time shall be recorded in increments of one quarter of an hour (15 minutes).

ARTICLE 23 – RETIREMENT
A. For Safety employees of this Unit (Fire Battalion Chief, Fire Marshal and Fire Captain) that are considered "classic" Safety members of CalPERS pursuant to the Public Employees' Pension Reform Act (PEPRA), the City shall provide the CalPERS Safety 2% @ 50 Retirement Plan. The employees' share of the contributions shall be fully vested in each employee's
name in accordance with CalPERS policies.

B. For Safety employees of this Unit (Fire Battalion Chief, Fire Marshal and Fire Captain) that are considered "new" Safety members of the California Public Employees Retirement System (CalPERS), pursuant to the Public Employees' Pension Reform Act (PEPRA) of 2013, the City shall provide the PERS Safety

2.7% @ 57 Retirement Plan. Under the PEPRA all "new" Safety members of the California Public Employees Retirement System (CalPERS} will be required to contribute at least 50% percent of the total normal cost of the retirement plan, as determined by CalPERS.

C. Other benefits provided through CalPERS for Safety members include:

1. Section 20965 – Unused Sick Leave Credit

2. Section 20037 – Three Year Final Compensation
14 D. For Miscellaneous employees of this Unit (EMS Supervisor) that are considered “classic” Miscellaneous members of CalPERS pursuant to the Public Employees’ Pension Reform Act (PEPRA), the City shall provide the CalPERS Miscellaneous 2.7% @ 55 Retirement Plan. The employees’ share of the contributions shall be fully vested in each employee’s name in accordance with CalPERS policies.

1. Classic Miscellaneous employees shall continue to contribute the full 8% of compensation earnable member contribution.

E. For Miscellaneous employees of this Unit (EMS Supervisor) that are considered “new” Miscellaneous members of the Public Employees Retirement System (PERS), pursuant to the Public Employees’ Pension Reform Act (PEPRA) of 2013, the City shall provide the PERS Miscellaneous 2% @ 62 Retirement Plan. Under the PEPRA all new Miscellaneous members of the Public Employees Retirement System (PERS) will be required to contribute at least 50% of the total normal cost of the retirement plan, as determined by CalPERS.

ARTICLE 24 – INSURANCE BENEFITS
A. The City shall offer health insurance, vision insurance and dental insurance and the City shall pay ninety percent (90%) of the average of the highest and lowest medical plan premiums for all regular and probationary employees and their eligible dependents.

B. The City shall offer $100,000 Group Life and Accidental Death Insurance.

The City shall pay ninety percent (90%) of the premium.

C. The City shall offer Long Term Disability Insurance. Participant is at the sole expense of the employee.

D. The City shall offer Voluntary Benefits to include Flexible Spending Accounts for Health Care and Dependent Care.

E. In Lieu of Health Insurance Benefit:

Employees choosing not to enroll in a health insurance plan may receive an "in lieu of benefit" of $300 per month or $138.46 per pay period. This amount may be used to purchase other insurance options offered by the City at the time of implementation or hire, may be contributed to the employee's 457 Tax Deferred Compensation account, and/or received as non-PERSable taxable income. The In Lieu of Benefit shall apply only to the health insurance benefits. Employees choosing not to enroll in the 15 dental, vision or basic life insurance plans will not receive the premium amounts in their flexible spending accounts, nor shall they receive an "in lieu of benefit" for declining these benefits.

F. Benefit for Employees with Ten or More Years of Service

Example: Employee eligible for health insurance benefits in calendar year 2014, eligible for 100% of maximum premium allowances effective calendar year 2025.

H. Health Benefits Committee:

1. City and Unit acknowledge the necessity for timely review of benefit plans.

2. City and Unit agree to the establishment of a Health Benefits Committee for the review of benefit plans.

3. The City agrees that the Unit may designate two committee members to represent the interests of the Unit.

4. The Unit representatives will be responsible for notifying the City and Health Benefits Committee, in the even the Unit does not agree with a committee recommendation.

5. Unless the Unit representative notifies the City of a disagreement, per section 4 above, the parties agree that the Committee process will fulfill all meet and confer obligations.
16 6. Should the health insurance administrator recommend future rates increases or program modifications be implements, he/she shall make a recommendation to the Health Benefits Committee stating the reasons why such increase or change is recommended. The Health Benefits Committee shall than make a recommendation to the City Manager within thirty (30) calendar days after receipt of said recommendation. The City Manager will make a decision based on the information provided and present it to the City Council for implementation. The City and employees agree to pay any increased costs in the same proportion as the current contribution.

C. The City's Safety Committee may be called upon to assist in resolving alleged safety violations and unresolved allegations shall be referred to the City Manager for immediate and final resolution.

ARTICLE 26 – UNIFORM ALLOWANCE
A. City shall provide an annual uniform allowance to be paid to Unit Employees as follows:

1. City shall provide one complete full Class A Uniform to any new Fire Captain or Fire Battalion Chief whose position is included in this MOU.

Captains shall consult with Fire Chief in determining and ordering appropriate uniform and accoutrements.

2. City agrees to pay each covered Safety Employee $1,000.00 each year for uniform purchase, replacement and maintenance.

B. City agrees to make uniform allowance payments on a twenty-six (26) payroll period effective the first pay date of 2025).

1. For PERS classic members, uniform allowance is subject to PERS withholding but not Social Security, Federal and State withholding.

2. For PERS PEPRA new members, uniform allowance is not subject to PERS, Social Security, Federal nor State withholding.

3. Uniform allowance payments shall not be included in the base salary rate of employees.

C. After one (1) year of continuous employment, City agrees to reimburse Unit Employees up to $200 every twenty-four (24) for boots.

D. City shall continue to provide a revolving fund to assist Unit Employees in the purchase of required uniforms, tack, and equipment to a maximum of $500.00 per employee at any given time.

1. Unit Employees shall reimburse City on a monthly basis via payroll deductions based on the following:

AMOUNT OWED PAYMENT
$0-$250 $50 per month or $25 per pay period
$251-$500 $100 per month or $50 per pay period
ARTICLE 27 – PERSONAL PROPERTY LOSS:

A. City agrees to reimburse employees for uniforms and equipment damaged in the line of duty. City's responsibility for reimbursement shall be limited to those articles required for the employee to perform his/her duties. City agrees to reimburse employees for personal property damaged in the line of duty only under the following conditions:

1. No Employee shall be reimbursed for any item lost or damaged in the performance of their duty in excess of $50.00

2. Exception to the $50.00 limit: prescription eye glasses or contact lenses (contact lenses only if required by employee's doctor), or dentures.
18 3. No reimbursement shall be made if there is negligence or carelessness involved on the part of the employee.

B. City agrees to provide employees with safety equipment as required by State law.

C. City shall provide no other uniform allowance for employees in Unit.

B. The Unit will provide to the City an updated, certified dues deduction list of bargaining unit members on an annual basis, of those employee's who have provided written authorization for regular dues deductions. The City will deduct dues for only those employees who are in the bargaining unit in accordance with such certified list. The Unit will immediately notify the City of any change to an employee's dues deduction authorization, and will provide the City within five (5) business days of the Unit being advised, an updated, certified dues deduction list only noting any specific changes from the last list provided to the City. The City shall not be obligated to put into effect any new, changed or discontinued deduction until a certified list of employees who have provided the Unit with deduction authorization forms is submitted to the City in sufficient time to permit normal processing of the change or deduction. The City will transmit the balance of funds to the Unit without delay. ill provide the City an updated, certified dues deduction list of bargaining unit members on an annual basis, of those employees who have provided written authorization for regular dues deductions.

Accrual shall begin at the date of hire.

B. Non-Shift employees shall accrue sick leave at a rate of 3.69 hours on a biweekly basis, 26 times per year. This is equivalent to 8 hours per calendar month. Accrual shall begin at the date of hire.

C. Use of sick leave is governed by the City’s Personnel Rules and Regulations.

D. Sick Leave Incentive: Each eligible Unit employee (except Fire Captains) shall be entitled to pay for a portion of earned sick leave credits on an annual basis, as follows:

1. First Tier: In order to be eligible for this incentive, Employee must have a minimum of 60 days (480 hours) of sick leave credit by the deadline date of November 1st. During the following twelve month period, employee will be able to continue accruing sick leave and will be eligible to receive Sick Leave Incentive.
a. At the end of each year, City agrees to pay each eligible employee with at least 480 hours of accrued sick leave credit up to 50% of sick leave earned during the previous l2-month period (November 1-October 31) henceforth referred to as the "benefit period". Regular, full-time employees earn twelve days of sick leave during the benefit period. If no sick leave is used during the benefit period, employee will receive payment for six days. If sick leave credits are used by the employee during the benefit period, employee is eligible for pay for 50% of the unused sick leave credits remaining over and above 480 hours. For example:

An employee who has 480 hours of sick leave credit at the beginning of the benefit period earns 96 hours (l2 days) and uses eight days of sick leave during the benefit period.

Employee is eligible to receive payment for 50% of the unused four days (two days of pay).
b. This benefit is not cumulative or retroactive and the employee must decide and declare annually whether to accept payment or receive sick leave credit. Any sick leave not paid for will continue to be credited for the employee's benefit to a maximum of l20 days.
c. Payment to eligible employees shall be made by City annually in the month of December.
20 2. Second Tier: City agrees to pay each employee, who has accumulated 120 days (960 hours) of sick leave credit, 100% of sick leave credits earned but unused during the following twelve month period (which exceed the 960 hour sick leave accrual limit). When employee's sick leave has reached the maximum accrual of 960 hours, employee shall register the date with the Finance Department. Employee will then be allowed to register (but not accrue) the equivalent of eight additional hours per month, or 96 hours during the following twelve month period, for purposes of this benefit only. Employee would be eligible to receive payment for a maximum of 96 hours. a. If employee uses sick leave during the 12 month period in which sick leave is being registered, sick leave hours shall first be deducted from any registered hours above the 960 hour maximum. Employee shall then be eligible to receive sick leave incentive for any hours that are still registered, but unused.
b. If employee uses more sick leave than those that have been registered above the 960 maximum, those sick leave hours would then be deducted from the 960 hour balance. Employee shall no longer be eligible for this sick leave incentive until employee has once again reached the 960 hour maximum. Employee shall then register the new date and start again to register additional sick leave hours. c. At the conclusion of the 12 month period, employee shall have the option of receiving sick leave incentive payment immediately, or waiting until December to receive payment with other employees.

3. Employees who terminate employment with the City, for any reason, during the year specified for the benefit, are not eligible for this benefit with the following exception: Any employee covered by this MOU who retires from City service shall receive any available Sick Leave Incentive, calculated on a pro-rated basis with his/her final paycheck.

E. Sick Leave for Fire Captains and Fire Battalion Chiefs is as follows:

2. Sick Leave Incentive: Each eligible employee shall be entitled to pay for a portion of earned sick leave credits on an annual basis, as follows:
a. In order to be eligible for this incentive, Employee must have a minimum of 1440 hours of sick leave credit by the deadline date of November 1st. During the following twelve month period, employee will be able to continue accruing sick leave and will be eligible to 21 receive Sick Leave Incentive.

1. At the end of each year, City agrees to pay each eligible employee with at least 1440 hours of accrued sick leave credit up to 30% of sick leave earned during the previous l2-month period (November 1-October 31) henceforth referred to the "benefit period". Regular, full-time employees earn 288 hours of sick leave during the benefit period.
a. If no sick leave is used during the benefit period,
employee may be paid for 30% of the unused sick leave
credit remaining over 1440 hours (86.4 hours).
b. If sick leave credits are used by the employee during the benefit period, employee is eligible for pay for 30% of the unused sick leave credits remaining over and above
1440 hours. For example:

An employee who has 1440 hours of sick leave credit at
the beginning of the benefit period earns 288 hours (l2 24-hour days) and uses 120 hours (5 days) of sick leave during the benefit period. Employee is eligible to receive payment for 30% of the unused 168 hours (7 days) sick
leave credit, which is 50.4 hours.

2. This benefit is not cumulative or retroactive and the employee must decide and declare annually whether to accept payment or receive sick leave credit towards the fire department employees' retirement benefit (refer to #4 below).

3. Payment to eligible employees shall be made by City annually in the month of December.

4. A Fire Captain or Fire Division Chief who terminates employment with the City for any reason during the year specified for the benefit, will not be eligible to receive sick leave incentive pay unless the employee is retiring from service with the City of Selma and is eligible for one or both of the following options:
a. Any employee covered by this MOU who retires from City service shall receive any available Sick Leave Incentive, calculated on a pro-rated basis with his/her final
paycheck.
b. Sick Leave Buyout at Retirement: Any Sick Leave
22 balance remaining at the retirement date of any eligible Fire Captain or Division Chief who was employed by the
Selma Fire Department on the date this benefit was
initially approved (December 17, 2001) shall be
reimbursed to the retiree in the following manner:

1. If the retiree is enrolled in a City Health Insurance Plan, an amount equal to that which is being
deducted from the retiree’s retirement check to
cover the cost of their health insurance premium
shall be reimbursed to the retiree on a monthly
basis.

2. If there is no health insurance deduction from the
retiree’s retirement check, but the retiree is
purchasing other dental, vision or chiropractic
plans from the City, the City will deduct those
amounts from the sick leave balance. The retiree
will not be responsible for any portion of those
premiums until the sick leave balance has been
depleted.

3. If the retiree is not participating in any health,
dental, vision, chiropractic or other insurance plan
for the City, the City shall reimburse the retiree for
the sick leave balance at $200 per month, until
the sick leave balance has been depleted.

F. Family Sick Leave
a. Twelve (12) days (288 hours for Shift or 96 hours for Non-Shift employees) may be used to attend to the illness of a qualifying family member. All conditions and restrictions pertaining to the use of sick leave by the employee as provided in the City of Selma Personnel Rules and Regulations shall also apply to the use of family sick leave.

G. Retirement Credit for Unused Sick Leave
a. Unused accumulated sick leave, for each eligible employee, whose effective date of retirement is within four months of separation from the employer which granted the sick leave credit, and who will receive no compensation or remuneration at all for such sick leave, shall be credited at retirement with 0.004 year of service credit for each unused day of sick leave certified to the board by employer. This benefit is provided pursuant to Government Code Section 20965, Public Employee's Retirement Law. 23 b. Employees choosing NOT to elect city retiree health insurance can cash out up to thirty (30) days. Any balance not cashed out shall be reported to PERS in equivalent days toward service credit.

ARTICLE 30 – VACATION
A. All Shift Employees shall accrue vacation according to the following schedule:

Years of
Service
Hours Per
Pay Period
Bi-Weekly Accrual Hours Per
Year
0 – 4 years 12 5.53 hours 144 hours
5 – 9 years 18 8.30 hours 216 hours
10 – 14 years 21 9.23 hours 240 hours
15+ years 24 11.53 hours 300 hours
Shift employees shall be allowed to accrue up to a maximum of 682.5 hour of vacation leave.

B. All Non-Shift Employee shall accrue vacation according to the following schedule:

Years of
Service
Hours Per
Pay Period
Bi-Weekly Accrual Hours Per
Year
0 – 4 years 8 5.53 hours 104 hours
5 – 9 years 12 8.30 hours 144 hours
10 – 14 years 14 9.23 hours 168 hours
15+ years 16 11.53 hours 192 hours
Non-Shift employees shall be allowed to accrue up to a maximum of 432 hour of vacation leave.

C. Accrual is based on 26 pay periods
D. If Section 12.1 – Vacation Accrual of the Personnel Rules and Regulations is amended, the resulting rule shall apply.

ARTICLE 31 – VACATION BUY BACK
A. Shift employees who have taken a minimum of 96 hours of Vacation Leave during the previous calendar year will be eligible for Vacation Buy-Back of up to ninety-six (96) hours per year.

B. Non-Shift employees who have taken a minimum of 40 hours of Vacation Leave during the previous calendar year will be eligible for Vacation BuyBack of up to forty (40) hours per year. 24 C. Employee may utilize this benefit one (1) time per calendar year.

D. Employee must submit a Vacation Buy Back form for this option.

ARTICLE 32 – HOLIDAYS
A. Designated Holiday are as follows:

1. January 1 (New Year’s Day)

2. The third Monday in January (Martin Luther King Jr. Birthday)

3. The third Monday in February (Presidents’ Day)

4. The last Monday in May (Memorial Day)

5. June 19 (Juneteenth)

6. July 4 (Independence Day)

7. The first Monday in September (Labor Day)

8. November 11 (Veteran’s Day)

9. The fourth Thursday in November (Thanksgiving Day)

10. The day after Thanksgiving Day

11. December 24 (Christmas Eve)

12. December 25 (Christmas Day)

13. December 31 (New Year’s Eve)

14. The employee’s date of birth

15. Two floating holidays
If Section 12.7 – Holidays of the Personnel Rules and Regulations is amended, the resulting rule shall apply.

B. Unit employees shall receive “Holiday In-Lieu Pay” for the 16 holidays identified in Section A above at straight time, with no additional pay for the worked holiday.

1. “Holiday In-Lieu Pay” will be paid per pay period beginning the pay period that includes January 1, 2025.
a. “Holiday In-Lieu Pay” will be paid out in 26 pay periods.

2. Shift employees shall receive holiday pay at a rate of 24 hours per holiday.

3. Non-shift employees shall receive the day off for holidays 1-13 and shall receive holiday pay at a rate of 8 hours per holiday for holidays 14-15 listed in Article 33-A above.

4. CalPERS reporting for “Holiday In-Lieu Pay” may require separate reporting for birthday and floating holidays.
25 ARTICLE 33 – IN-SERVICE TRAINING
A. City recognizes that continued training of Unit members is of benefit to both City and members in that it introduces employee to new methods and techniques of performing duties and sharpens and increases skills necessary to provide high levels of productivity. City shall, in so far as is fiscally possible, budget sums each year for continued training and education. City shall be responsible for the reasonable expenses of training programs, including travel and lodging, when such expenses and costs are authorized by the appropriate Department Head in advance.

B. City shall, in so far as is practical, encourage technical/vocational training in specific occupations. An example of such training is computer training.

Technical/vocational training for an employee shall have prior approval of the City Manager (and City Council if deemed appropriate) including arrangements for costs thereof.

ARTICLE 34 – PHYSICAL FITNESS AND WELLNESS
A. Physical fitness of each and every Unit Employee is a top priority in ensuring the most efficient and effective service possible to our citizens, and in accomplishing City's risk management goals and objectives.

1. Unit members who qualify for the Physical Fitness Bonus must submit a Claim for Payment.

D. City agrees to reimburse Unit member's insurance co-pay amount for annual physicals and cancer screenings upon submission of appropriate 26 documentation to the City's Finance Department.

ARTICLE 35 – EDUCATION INCENTIVE
A. City shall pay non-probationary Unit employees a bonus of 2.5% of employees' base salary per month for the successful completion of a Certificate of Achievement in Fire Science through an accredited college.

The City shall pay a bonus of 5% of the employee's base salary per month to those employees receiving an Associate's Degree.. The City shall pay a bonus of 7% of the employee's base salary per month to those employees receiving a Bachelor's Degree.. Each employee is entitled to only one education incentive pay increase. For example, if an employee receives two associate's degrees, said employee will only be entitled to one 5% increase in pay.

E. A second incentive bonus of one percent (1%) per month of an employee's salary shall be granted to non-probationary employees who successfully 27 complete a second certification, training and/or educational course, using the same criteria as stated in Section D above.

ARTICLE 36 – DISABILITY INSURANCE
A. City agrees to allow participation, by Unit employees covered by this MOU, in the State Disability Insurance Program. Participation is at the sole expense of the employee.

ARTICLE 37 – ADOPTION OF AGREEMENT AND AMENDING PROCEDURE A. This MOU shall be deemed adopted and binding effectively terminating negotiations during its term upon approval and subscription of the Unit and City.

C. No presently existing benefit, whether monetary or otherwise, may be reduced below its present level, except as agreed to in this MOU.

ARTICLE 38 – SAVINGS CLAUSE
A. This MOU is the entire agreement of the parties, terminating all prior MOU's and concluding all negotiations during the term of this MOU, except as provided in Article 11.

B. Should any provisions of this MOU be found to be in contravention of any Federal or State Law by a court of competent jurisdiction, such particular provision shall be null and void, but all other provisions of this MOU shall remain in force and effect. The parties hereto shall negotiate any provision found to be in contravention of State or Federal Law.

ARTICLE 39 – TERM AND REOPENING OF MEMORANDUM
This Memorandum of Understanding shall become effective July 1, 2024, except where otherwise provided, and shall remain in effective through June 30, 2026. No amendment or change to the provisions of this MOU shall be valid or binding unless reduced to writing and signed by duly authorized representative(s) of the parties.

This contract expires June 30, 2026. It is mutually agreed that the first meeting of the parties will be scheduled no later than fifteen (15) calendar days after the City or Union 28 receives notice from the other, which may be any date after January 1 of the year in which the current contract terminates. This notice must be made in writing, must specifically include a request to commence bargaining, and must include proposed dates for the meeting.

ARTICLE 40 – APPROVALS
DATE of COUNCIL APPROVAL:
“CITY” “UNIT”
City of Selma Fire Middle Management
A Municipal Corporation Employee Group
By: By:

Fernando Santillan Donavon Fullner, Representative
City Manager/Personnel Officer
By:

Anthoy Rivas, Representative
CITY MANAGER’S/STAFF’S REPORT
COUNCIL MEETING DATE: November 4, 2024
______________________________________________________________________________ ITEM NO: G.

SUBJECT: Consideration and Resolution Approving the Memorandum of Understanding with the California League of City Employees Associations from July 1, 2024 through June 30, 2027
______________________________________________________________________________ DISCUSSION: Labor negotiations with the previous bargaining groups for Public Works/Transit and Secretarial/Technical/Clerical have been ongoing since April 2023. In July 2023, the bargaining unit of California League of City Employees Associations (CLOCEA) was formed and approved by City Council. It combined the two previous bargaining units. City negotiators have recently concluded the meet and confer process with CLOCEA representatives, and an agreement has been reached for a new Memorandum of Understanding (MOU) between the California League of City Employees Associations and the City. City Council authorization is required to implement the proposed agreement to the California League of City Employees Associations MOU.

The new terms of the MOU will be effective the first pay period after approval unless otherwise noted. The new terms include the following:
• Three (3) year agreement
• Substantial language cleanup
• Article 2 - Salaries
o Full implementation of 60th percentile salary increases as indicated in approved Salary Study (retroactive to the pay period that includes July 1, 2024)
o Cost of Living increase of 3% (retroactive to the pay period to includes July 1, 2024)
• Article 3 – Covid Payment
o All classifications who were employed with the City of Selma during the pandemic (March 2020 to June 2021) shall receive a “one-time” payment of $1,500 and classifications who were not employed shall receive a “one-time” payment of $250 (payable the first pay period after ratification) • Article 13 – Compensatory Time Off
o Forty-eight hours (48) hours advance notice required to utilize compensatory time off
o Maximum leave accrual of 270 hours
• Article 14 – Working Out of Class
o Temporary work for more than ten (10) consecutive days shall require compensation of the pay rate of the classification required to work in or 5% higher than current pay, whichever is greater
• Article 15 – Overtime
o Overtime calculated beyond the forty (40) hours in a standard work week, use of any leave banks will not be included in definition of time worked o Non-emergency and after-hours work must be pre-authorized • Article 17 – Stand-By Pay
o Employees assigned to Stand-By pay shall receive two dollars ($2.00) per hour as Stand-By Pay
• Article 18 – Stand-By Duty
o A weekly “On Call Rotation Schedule” shall be developed • Article 21 – Release Time
o Up to four (4) hours per month for Unit business for up to three (3) Board of Directors
• Article 22 – Work Cell Phone
o Work cell phone provided to employees who are required to be available via cell phone as determined by the City and those on “Stand-By Duty” o Current cell phone stipend will be discontinued the pay period that includes December 1, 2024
• Article 29 – AB119
o A 10-day advance notice of new employee orientation and information to be provided to the Unit
• Article 31 – Maintenance of Membership
o Union dues will be deducted from the paychecks of all good standing members, with the option to resign and stop deductions during a 30-day window before the Agreement's termination, and exceptions require written authorization from the Union
• Article 32 – Payroll Deduction
o Membership dues shall be made two (2) times per month (24 pay periods annually) and forwarded to the Unit
• Article 33 – Access Rule
o Union Representatives must notify the City Human Resources Department one hour in advance of visits to work locations if a Department Head objects, and they must not disrupt work or solicit membership during City time; access will be regulated to avoid interference with operations and may require escorts
FISCAL IMPACT: The MOU has a $198,879 financial impact with $87,456 to the general and $87,456 to other funds.

RECOMMENDATION Approve the Resolution approving the Memorandum of Understanding with the California League of City Employees Associations from July 1, 2024 through June 30, 2027
______/s/___________________ __ _11/1/2024
Janie Venegas Date
Administrative Services Director
______/s/___________________ __ _11/1/2024
Fernando Santillan Date
City Manager
RESOLUTION NO. 2024 – __R

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA,

CALIFORNIA, APPROVING A MEMORANDUM OF UNDERSTANDING

BETWEEN THE CALIFONIA LEAGUE OF EMPLOYEES ASSOCIATIONS
(CLOCEA) BARGAINING UNIT FOR THE TERM OF
JULY 1, 2024 THROUGH JUNE 30, 2027
WHEREAS, the City Manager has been authorized by Resolution No. 92-56R, adopted June 15, 1992, to represent the City in the meet and confer process with recognized employee organizations; and
WHEREAS, there exists a California League of Employees Associations bargaining unit in the City, comprised of employees who provide public works, transit, secretarial, clerical and technical services; and
WHEREAS, the prior Memorandum of Understanding (MOU) expired June 30, 2022; and WHEREAS, parties of the California League of Employees Associations bargaining unit and City of Selma staff met and bargained in good faith and have mutually agreed upon an MOU to cover the period from July 1, 2024 through June 30, 2027; and WHEREAS, said MOU has been presented by the City Manager for City Council approval; and
WHEREAS, the City Council is familiar with the terms and provisions of said MOU; and WHEREAS, all legal prerequisites to the adoption of this Resolution have occurred; and WHEREAS, the terms of the MOU shall be effective the first pay period after approval of the MOU.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SELMA DOES HEREBY RESOLVE AS FOLLOWS:

Section 1. The City Council finds that the above recitals are true and correct and are incorporated herein by reference.

Section 2. The City Council hereby approves the MOU, attached hereto as Exhibit A, and incorporated herein by reference.

Section 3. Authorize the City Manager to execute said MOU on behalf of the City.

Section 5. Effective Date. That the City Clerk shall certify to the adoption of this Resolution and that the same shall be in full force and effect.

PASSED, APPROVED, AND ADOPTED this 4
th day of November 2024, by the following
vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

____________________________
ATTEST: Scott Robertson
Mayor
______________________________
Reyna Rivera
City Clerk

MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF SELMA
AND

CALIFORNIA LEAGUE OF CITY

EMPLOYEES ASSOCIATIONS
“CLOCEA”

FOR THE PERIOD
JULY 1,2024 THROUGH JUNE 30, 2027
2 3
Table of Contents
ARTICLE 1 – RECOGNITION .................................................................................... 5 ARTICLE 2 – SALARIES .............................................................................................. 5 ARTICLE 3 – COVID PAYMENT.................................................................................. 6 ARTICLE 4 –BILINGUAL PAY ...................................................................................... 6 ARTICLE 5 – DEFERRED COMPENSATION............................................................ 6 ARTICLE 6 –RETIREMENT ......................................................................................... 6 ARTICLE 7 – INSURANCE BENEFITS ......................................................................... 7 ARTICLE 8–STATE DISABILITY INSURANCE (SDI) .................................................. 8 ARTICLE 9 – HOLIDAYS .............................................................................................. 9 ARTICLE 10 – VACATION............................................................................................ 9 ARTICLE 11 – VACATION BUY BACK.................................................................... 10 ARTICLE 12 – SICK LEAVE....................................................................................... 10 ARTICLE 13 – COMPENSATORY TIME OFF........................................................ 12 ARTICLE 14 – WORKING OUT OF CLASS............................................................... 12 ARTICLE 15 – OVERTIME ......................................................................................... 12 ARTICLE 16 – CALL-BACK COMPENSATION.......................................................... 12 ARTICLE 17 – STAND-BY PAY .................................................................................. 13 ARTICLE 18 – STAND-BY DUTY............................................................................... 13 ARTICLE 19 – SPECIAL COMPENSATION............................................................... 13 ARTICLE 20 – TRAINING......................................................................................... 14 ARTICLE 22 – WORK CELL PHONE......................................................................... 15 ARTICLE 23 – EQUIPMENT ...................................................................................... 15 ARTICLE 24 – CLASS B OR HIGHER DRIVER’S LICENSE REIMBURSEMENT..... 16 ARTICLE 25 – PERSONAL PROPERTY LOSS......................................................... 16 ARTICLE 26 – SAFETY.............................................................................................. 16 ARTICLE 27 – UNIFORM ALLOWANCE.................................................................... 17 ARTICLE 28 – REVOLVING FUND............................................................................. 18 ARTICLE 29 – GRIEVANCE ....................................................................................... 18 ARTICLE 30 – AB119................................................................................................. 18 ARTICLE 31 – MAINTENANCE OF MEMBERSHIP .................................................. 19 ARTICLE 32 – PAYROLL DEDUCTION..................................................................... 19 ARTICLE 33 – ACCESS RULE .................................................................................. 19 4 ARTICLE 34 – RELEASE TIME ................................................................................. 19 ARTICLE 35 – ADOPTION OF AGREEMENT AND AMENDING PROCEDURE......... 20 ARTICLE 36 – SAVINGS CLAUSE.............................................................................. 20 ARTICLE 37 – LONGEVITY PAY............................................................................... 21 ARTICLE 38 – TERM AND REOPENING OF MEMORANDUM................................. 21 ARTICLE 39 – APPROVALS...................................................................................... 21 ATTACHMENT “A”.................................................................................................... 22 5 A MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF SELMA AND

CALIFORNIA LEAGUE OF CITY EMPLOYEES

ASSOCIATIONS
This Memorandum of Understanding (MOU) is made and entered into between the City of Selma, herein "City" by its City Manager in his/her capacity as the Municipal Employees Relations Officer and the California League of City Employees Associations, herein “CLOCEA,” representing employees of the City who occupy positions in the Classifications listed herein or which may later be added as determined by formal or informal unit determination, pursuant to the California Government Code, Section 3500, et seq as approved by the City of Selma on July 25, 2023.

ARTICLE 1 – RECOGNITION
City hereby confirms its continuing recognition of CLOCEA as the exclusive bargaining agent for employees of City whose positions are in the following Position Classifications:

Account Clerk I/II Information Systems Technician
Accounting Technician Lead Maintenance Worker
Administrative Assistant I/II Maintenance Worker I/II
Animal Services Officer Office Assistant I/II
Animal Services Technician Police Clerk I/II
Assistant Planner Transit Fleet Services Coordinator
Associate Planner Transit Mechanic I/II/III
Building Inspector Transit Shuttle Driver
Code Enforcement Officer I/II
Community Services Coordinator CONFIDENTIAL
Crime Analyst Human Resource Technician
Custodian Payroll Technician
Development Services Technician
Engineering Technician
Equipment Mechanic I/II/III
ARTICLE 2 – SALARIES
Year 1 (2024-2025):

Full implementation of 60% percentile salary adjustments as indicated in Salary Study accepted by City Council on September 3, 2024, for all employees represented by this MOU retroactive to the pay period that includes July 1, 2024. The classifications identified in the Salary Study are indicated in Attachment A.
6 In addition, all employees represented by this MOU will also receive a 3% Cost of Living Allowance increase in their base salary retroactive to the pay period that includes July 1, 2024.

Year 2 (2025-2026):

All employees represented by this MOU will receive a 2% Cost of Living Allowance increase in their base salary effective the pay period that includes July 1, 2025.

Year 3 (2026-2027):

All employees represented by this MOU will receive a 2% Cost of Living Allowance increase in their base salary effective the pay period that includes July 1, 2026.

ARTICLE 3 – COVID PAYMENT
Effective the first pay period after ratification of this contract, all classifications who were employed with the City of Selma during the pandemic (March 2020 to June 2021) shall receive a “one-time” payment of $1,500 in recognition of the uninterrupted work performed during the Covid-19 Pandemic. All classifications who were not employed with the City of Selma during the pandemic shall receive a “one-time” payment of $250.

ARTICLE 4 –BILINGUAL PAY
Positions represented by this MOU shall be eligible to receive Bilingual Pay (Spanish and Punjabi only). To receive this benefit, the employee will be required to pass an oral competency test administered by an independent party outside the employment of the City of Selma. Once certified the employee will receive a bilingual stipend of $50.00 per month. Bilingual testing will be administered no less than each quarter. Should employee “no show” for the bilingual testing appointment, the employee must wait a period of six months before another test will be scheduled.

ARTICLE 5 – DEFERRED COMPENSATION
City agrees to deposit up to one hundred dollars ($100.00) per month into a tax deferred retirement account voluntarily established by the employee in the employee's name with one of the City's 457 Tax Deferred Compensation Plan that the employee elects. City will match the employee's contribution of up to $50.00 per pay period (maximum of two pay periods per month) for a maximum of $100.00 per month. Conditions of said contributions shall be subject to IRS regulations governing such accounts.

ARTICLE 6 –RETIREMENT
A. For CLOCEA employees that are considered "classic" Miscellaneous members of CalPERS pursuant to the Public Employees' Pension Reform Act (PEPRA), the City shall continue to provide the CalPERS Miscellaneous

2.7% @ 55 Retirement Plan. The employees' share of the contributions shall be fully vested in each employee's name in accordance with CalPERS 7 policies.

1. Classic Miscellaneous employees shall continue to contribute the full 8% of compensation earnable member contribution.

B. For CLOCEA employees that are considered "new" Miscellaneous members of the Public Employees Retirement System (PERS), pursuant to the Public Employees' Pension Reform Act (PEPRA) of 2013, the City shall provide the CalPERS Miscellaneous 2% @ 62 Retirement Plan. Under the PEPRA all "new" Miscellaneous members of the Public Employees Retirement System (PERS) will be required to contribute at least 50% of the total normal cost of the retirement plan, as determined by CalPERS.

ARTICLE 7 – INSURANCE BENEFITS
A. The City shall offer health insurance, vision insurance and dental insurance and the City shall pay ninety percent (90%) of the average of the highest and lowest medical plan premiums for all regular and probationary employees and their eligible dependents.

B. The City shall offer $100,000 Group Life, Accidental Death and Dismemberment and Long-Term Disability Insurance. The City shall pay ninety percent (90%) of the premium.

C. The City shall offer Voluntary Benefits to include Flexible Spending Accounts for Health Care and Dependent Care.

D. In Lieu of Health Insurance Benefit:

E. Benefit for Employees with Ten or More Years of Service

F. Retiree insurance
Employees who take PERS retirement within 120 days of retiring from the City of Selma may continue to be covered by the same health insurance program and provisions as active employees. Premiums will be paid 100% by the retired employee.

G. Health Benefits Committee:

1. City and CLOCEA acknowledge the necessity for timely review of benefit plans.

2. City and CLOCEA agree to the establishment of a Health Benefits Committee for the review of benefits plans.

3. The City agrees that CLOCEA may designate two committee members to represent the interests of the Unit.

4. The CLOCEA representative will be responsible for notifying the City and the Health Benefits Committee, in the event CLOCEA does not agree with a committee recommendation.

5. Unless the CLOCEA representative(s) notifies the City of a disagreement, per section 4 above, the parties agree that the Committee process will fulfill all meet and confer obligations.

6. Should the health insurance administrator recommend future rate increases or program modifications be implemented, he/she shall make a recommendation to the Health Benefits Committee stating the reasons why such increase or change is recommended. The Health Benefits Committee shall then make a recommendation to the City Manager within thirty (30) calendar days after receipt of said recommendation. The City Manager will decide based on the information provided and present it to the City Council for implementation. The city and employees agree to pay any increased costs in the same proportion as the current contribution.

ARTICLE 8–STATE DISABILITY INSURANCE (SDI)
City agrees that employees may secure disability coverage at the sole expense of the employee. T h e City shall provide access to State Disability Insurance (SDI) to employees in CLOCEA and reserves the right to extend coverage privileges to all employees of the City, including CLOCEA.
9 ARTICLE 9 – HOLIDAYS
A. Designated Holiday are as follows:

1. January 1 (New Year’s Day)

2. The third Monday in January (Martin Luther King Jr. Birthday)

3. The third Monday in February (Presidents’ Day)

4. The last Monday in May (Memorial Day)

5. June 19 (Juneteenth)

6. July 4 (Independence Day)

7. The first Monday in September (Labor Day)

8. November 11 (Veteran’s Day)

9. The fourth Thursday in November (Thanksgiving Day)

10. The day after Thanksgiving Day

11. December 24 (Christmas Eve)

12. December 25 (Christmas Day)

13. December 31 (New Year’s Eve)

14. The employee’s date of birth

15. Two floating holidays
If Section 12.7 – Holidays of the Personnel Rules and Regulations is amended, the resulting rule shall apply.

B. The employee’s Birthday holiday is credited on July 1 for the current fiscal year.

1. Birthday leave may accrue up to 16 hours.

C. The two floating holidays are credited on July 1 for the current fiscal year and should be used within the fiscal year.

1. Unused floating leave at the end of the fiscal year is lost.

2. Floating holiday leave is not to be accumulated, purchased, or converted to any form of compensation or leave.

ARTICLE 10 – VACATION
A. All Unit Employees shall accrue vacation according to the following schedule:

Years of Service Days of
Vacation Per
Year
Bi-Weekly
Accrual
Maximum
Accrual
0 – 4 years 12 3.69 hours 192 hours
5 - 9 years 18 5.53 hours 288 hours
10 – 14 years 21 6.46 hours 336 hours
15+ years 24 7.38 hours 384 hours
10 ARTICLE 11 – VACATION BUY BACK
A. Unit employees who have taken a minimum of 80 hours of Vacation Leave during the previous calendar year will be eligible for Vacation Buy-Back of up to twenty (20) hours per year.

1. Employee must submit a Vacation Buy Back form for this option.

ARTICLE 12 – SICK LEAVE
A. Full-time employees shall accrue sick leave at a rate of 3.69 hours on a biweekly basis, 26 times per year. This is equivalent to eight (8) hours per calendar month. Accrual shall begin at the date of hire.

B. Sick Leave Incentive: Each eligible employee shall be entitled to pay for a portion of earned sick leave credits on an annual basis, as follows:
a. First Tier: In order to be eligible for this incentive, Employee must have a minimum of 60 days (480 hours) of sick leave credit by the deadline date of November 1st. During the following twelve-month period, employees will be able to continue accruing sick leave and will be eligible to receive Sick Leave Incentive.
i. At the end of each year, City agrees to pay each eligible employee with at least 480 hours of accrued sick leave credit up to 50% of sick leave earned during the previous I2-month period (November 1-October 31) henceforth referred to as the "benefit period".

Regular, full-time employees earn twelve days of sick leave during the benefit period. If no sick leave is used during the benefit period, employee will receive payment for six days. If sick leave credits are used by the employee during the benefit period, employee is eligible for pay for 50% of the unused sick leave credits remaining over and above 480 hours. For example:

An employee who has 480 hours of sick leave credit at the beginning of the benefit period earns 96 hours (12 days) and uses eight days of sick leave during the benefit period. Employees areeligible to receive payment for 50% of the unused four days (two days of pay).
ii. This benefit is not cumulative or retroactive and the employee must decide and declare annually whether to accept payment or receive sick leave credit. Any sick leave not paid for will continue to be credited for the employee's benefit to a maximum of 120 days. iii. Payment to eligible employees shall be made by City annually in the month of December.
b. Second Tier: City agrees to pay each employee who has accumulated 11 120 days (960 hours) of sick leave credit, 100% of sick leave credits earned but unused during the following twelve-month period (which exceed the 960 hour sick leave accrual limit). When employee's sick leave has reached the maximum accrual of 960 hours, employee shall register the date with the Finance Department. Employees will then be allowed to register (but not accrue) the equivalent of eight additional hours per month, or 96 hours during the following twelve-month period, for purposes of this benefit only. Employee would be eligible to receive payment for a maximum of 96 hours.
i. If employee uses sick leave during the 12-month period in which sick leave is being registered, sick leave hours shall first be deducted from any registered hours above the 960 hour maximum.

Employee shall then be eligible to receive sick leave incentive for any hours that are still registered, but unused.
ii. If employees use more sick leave than those that have been registered above the 960 maximum, those sick leave hours would then be deducted from the 960-hour balance. Employees shall no longer be eligible for this sick leave incentive until employee has once again reached the 960-hour maximum. Employee shall then register the new date and start again to register additional sick leave hours.
iii. At the conclusion of the 12-month period, employees shall have the option of receiving sick leave incentive payment immediately or waiting until December to receive payment with other employees. c. Employees who terminate employment with the City, for any reason, during the year specified for the benefit, are not eligible for this benefit.

C. Family Sick Leave
a. Twelve (12) days or 96 hours may be used to attend to the illness of a qualifying family member. All conditions and restrictions pertaining to the use of sick leave by the employee as provided in the City of Selma Personnel Rules and Regulations shall also apply to the use of family sick leave.

D. Retirement Credit for Unused Sick Leave
a. Unused accumulated sick leave, for each eligible employee, whose effective date of retirement is within four months of separation from the employer which granted the sick leave credit, and who will receive no compensation or remuneration at all for such sick leave, shall be credited at retirement with 0.004 year of service credit for each unused day of sick leave certified to the board by employer. This benefit is provided pursuant to Government Code Section 20965, Public Employee's Retirement Law. 12 b. Employees choosing NOT to elect city retiree health insurance can cash out up to thirty (30) days. Any balance not cashed out shall be reported to PERS in equivalent days toward service credit.

ARTICLE 13 – COMPENSATORY TIME OFF
A. Earned compensatory time off shall be permitted if employee makes the request at least forty-eight (48) hours in advance of time prior to the desired time off, and the absence will not unduly disrupt the operations of the affected department.

1. City and Union agree that compensatory time off should be used for those occasions when the employee needs to be away from the workplace for a variety of reasons. If may also be used in conjunction with certain unpaid leaves that are available through federal and state regulations. The use of compensatory time off may be requested for a short period of time (not less than one-half hour) to a maximum of the employee’s compensatory leave balance.

2. The maximum compensatory leave accrual shall not exceed 270 hours.

ARTICLE 14 – WORKING OUT OF CLASS
Whenever any employee covered by this MOU is required to temporarily work above their assigned classification for a period of more than (10) consecutive working days, they shall be paid at the rate of the classification he/she is required to work in or 5% higher than his/her usual pay, whichever is greater. Any increase greater than 5% requires the written approval of the City Manager.

ARTICLE 15 – OVERTIME
City and Union agree that compensation for Overtime work shall be paid in the form of additional pay or time and one-half compensatory time credits.

B. Overtime work for all eligible employees shall be defined as any time worked beyond forty (40) hours in a standard work week. The use of any leave banks shall not be included in the definition of time worked.

C. Any “non-emergency” or scheduled “after hours” work must be pre-authorized by the employee’s supervisor.

D. An employee may elect to be paid at the time and one-half (1-1/2) of their normal rate of pay or time and one-half (1-1/2) compensatory time off credits.

E. The maximum accrual for compensatory time 270 hours.

ARTICLE 16 – CALL-BACK COMPENSATION
Call-Back is defined as the time an CLOCEA employee is required to return to work or 13 report to the job for unscheduled or emergency work.

A. The city shall compensate CLOCEA employees a minimum of three (3) hours at the established overtime rate for Call-Back, irrespective of the actual time worked.

ARTICLE 17 – STAND-BY PAY
Effective the first full pay period following ratification of this contract, the employees covered by this MOU shall be entitled to Stand-By Pay as follows:

A. Those employees assigned to Stand-By Duty shall receive Two Dollars ($2.00) per hour as Stand-By.

B. Stand-By hours shall be defined as those hours outside of an employee's normal workday, (i.e., overnight, weekends, holidays, etc.).

C. Employees assigned to “Stand-By” shall dress and respond within thirty (30) minutes if a call so requires.

ARTICLE 18 – STAND-BY DUTY
Effective as soon as reasonably possible, the City and CLOCEA shall develop a weekly “ON CALL ROTATION SCHEDULE.” This schedule will ensure 24/7/365 coverage to respond to emergency calls for service. Employees assigned to weekly “Stand-By” shall be issued a take home vehicle to respond to calls for the duration of their stand-by.

Employees assigned a weekly “Stand-By”, and who reside within 30 miles of the City of Selma Corporation Yard, shall be issued a take home vehicle to respond to calls for the duration of their standby. Employees recognize and agree that vehicles are for City use only and may not be used for personal use under any circumstance. Employees who misuse city vehicles will be subject to discipline and loss of access to city vehicles. Employees who are not issued a take home vehicle shall have access to a city vehicle at the City Corporation Yard.

The actual Stand-By start/end days of the week shall be agreed upon subject to discussions with the affected department head(s) and agreed upon by CLOCEA.

ARTICLE 19 – SPECIAL COMPENSATION
A. When the city requires an employee covered by this MOU to extend the workday to perform work at a City Council and/or City Commission meeting, the employee shall receive a minimum of three (3) hours at the established 14 overtime rate and may, at his/her option, be paid within the applicable payroll period or accumulate compensatory time off.

B. In the event the task exceeds three (3) hours duration, the total compensation shall be for hours actually worked at the established overtime rates. After the minimum time of three (3) hours is actually worked, work time shall be recorded in increments of one quarter of an hour (15 minutes).

C. Above provision shall only apply if said employee has worked a full eight hours prior to the meeting. Any paid or unpaid leave hours used during the same work shift shall not be included as "hours worked." Actual overtime worked or accrued for that day (including meeting time) shall be compensated at time and one half (1 ½) as stated in paragraph A above.

ARTICLE 20 – TRAINING
The City and CLOCEA mutually agree that continuing training of employees is a benefit to both parties and the City shall, limited by budget appropriations, encourage employees to take special courses and programs of instruction in order to improve productivity through the use of newly learned or improved skills. The City recognizes the need for fully operable, modern, efficient and safe equipment and furnishings.

ARTICLE 21 – EDUCATION INCENTIVE
A. City shall grant incentive pay of one percent (1%) per month of an employee's salary to those non-probationary employees who successfully complete or have completed certification, training and/or education in a subject skill or a field of study found by the City Manager to be related to the employee's duties, and which will or has made the employee more productive in his/her work. This incentive shall be for training, education, or courses that are desired by the CLOCEA employee for employee's own professional growth. Training, education or courses qualifying for this incentive shall have the prior recommendation of the Department Head and approval of the City Manager.

Incentive Pay shall not be paid for those courses or classes that are arranged and/or paid for by City as part of its commitment to employee training.

B. A second incentive bonus of one percent (1%) per month of an employee's salary shall be granted to non-probationary employees who successfully complete a second certification, training and/or educational course, using the same criteria as stated in Section A above.

C. City shall pay 2.5% of the employees' base salary per month to those nonprobationary employees who successfully complete an A.A. or A.S. degree in a field of study related to their work with City or with local government in general.

City shall pay a bonus of 5% per month to those non-probationary employees who successfully complete a B.A. or B.S. degree - also in a field of study related to their work, or with local government in general. The Personnel Officer shall 15 determine if the curriculum leading to the degree meets the qualifying standards as described in this paragraph.

1. Employees shall receive Education Incentive for the highest level of education received only and shall not be paid for more than one degree as listed in Article C above. If approved by the employee's Department Head and the Personnel Officer, this incentive pay shall become effective upon the date of presentation by the employee of the proper documentation of the completion of coursework. If the copy of diploma/degree does not specify course of study, a certified transcript from the college or university must be included. No course shall be counted for which an employee receives less than a "C" or "Pass" grade.

D. Education incentives shall not be paid for a level of education or for skills established as qualifying requirements for employment in a position, nor for such levels of post-secondary education attained prior to employment with City.

ARTICLE 22 – WORK CELL PHONE
Employees who are required to be available via cell phone (as determined by the City) shall be supplied with a cell phone at no cost to the employee. Employees who are assigned to perform "Stand-By" duty shall answer their work cell phone at all times.

Employees who are provided with a work cell phone shall be liable for any loss or damage to their assigned cell phone. If the phone ceases to work or it is determined by the Department Head or their designee that the loss or damage was unavoidable, then such damage or loss will be covered by the City. Employees shall notify their immediate supervisor if their phone is lost, damaged, or ceases to operate. Employees shall not use their assigned cell phone for personal use, nor will they be required to use their personal cell phones for City business.

The city and CLOCEA agrees that the current Cell Phone Stipend shall be discontinued effective December 1, 2024.

ARTICLE 23 – EQUIPMENT
A. Safety Glasses: When safety glasses are required by City and Safety regulations, City shall provide payment for such safety glasses not to exceed $350 over the course of this MOU. Employees shall provide City with certification that the safety glasses they have selected are Cal-OSHA approved glasses. Employees may purchase more than one pair of safety glasses; however, payment or reimbursement shall not exceed the above amount.

B. Tool Replacement: City shall replace stolen tools for the Equipment Mechanic.

Such replacement shall only be provided for tools stolen as a result of a break-in and not lost due to carelessness. The City Public Works Director shall make sure 16 that all reasonable security precautions are being taken against theft. The Equipment Mechanic shall be responsible for providing an itemized list of all tools and their approximate value to the City. Any tool not on said list shall not be covered by this provision.

ARTICLE 24 – CLASS B OR HIGHER DRIVER’S LICENSE REIMBURSEMENT A. The City shall provide employees who possess a Class B or higher driver’s license, as a requirement of their position, a payment of up to $300.00 annually for reimbursement of the required DOT bi-annual physical and the cost of the difference between renewing a Class B or higher license and a Class C license.

1. To receive reimbursement, employees shall provide the City with proof of payment.

ARTICLE 25 – PERSONAL PROPERTY LOSS
A. The City shall reimburse employees for prescription eyeglasses or contact lenses and dentures if damaged in the line of duty. Prescription eyeglasses or contact lenses must be required by a licensed practitioner.

1. No reimbursement shall be made if there is negligence or carelessness on the part of the employee.

ARTICLE 26 – SAFETY
A. Except for occupational hazards associated with the duties performed by employees who are covered by this MOU, employees shall not knowingly be required to work in unsafe conditions or with unsafe equipment. All employees shall comply with adopted City of Selma Safety Rules and Regulations and the City shall comply with applicable State and Federal laws and regulations.

B. Should conditions or equipment be reported as being unsafe, the CLOCEA representative, Department Head and City Manager, or their designee shall meet upon request of any party to resolve the issue. If work conditions or any equipment is found to be potentially unsafe, corrective action shall be taken immediately to ensure the safety of the employee and the public.

C. The City’s Safety Committee may be called upon to assist in resolving alleged safety violations. Unresolved allegations shall be referred to the City Manager for immediate and final resolution.

D. City and CLOCEA agree to modify the working schedule of the Public Works employees covered by this MOU during the hottest months of the summer. 17 ARTICLE 27 – UNIFORM ALLOWANCE
A. Uniform allowance shall be provided for Police Department employees whose positions are included in this MOU for uniform purchase, replacement and maintenance. CLOCEA agrees that same employees are required to wear and maintain regulation police uniforms and civilian clothing is not acceptable work attire. Personnel receiving a uniform allowance shall wear and appear in full uniform for duty or inspection upon order of the Chief of Police.

1. City shall pay Police Employees $600.00 each year for uniform purchase, replacement and maintenance. Maintenance shall include reservicing of uniforms that have torn, as well as keeping uniforms clean.

B. Uniform allowance shall be provided for the positions of Code Enforcement Officer for uniform purchase, replacement and maintenance. Employees in this position will be required to wear and maintain police type regulation uniform with City arm patches. On days when an informal uniform is warranted, employees may wear a uniform of cotton slacks (no jeans) and polo shirt with appropriate City logo. Employees shall wear and appear in full uniform for duty or inspection upon order of the Chief of Police.

1. City shall pay Code Enforcement Officer $600 each year for uniform purchase, replacement and maintenance. Maintenance shall include reservicing of uniforms that have torn, as well as keeping uniforms clean.

C. City shall provide Building Inspector with polo shirts and a jacket, all with City of Selma logo. Shirts and jackets will be provided only as needed upon request of Building Inspector. City shirts must be worn with cotton slacks or jeans in good condition. City ID must be worn and visible at all times.

D. City shall provide $250 per year to Code Enforcement Officer(s) and Building Inspector(s) for the purchase of appropriate work boots.

E. City agrees to make quarterly uniform allowance payments on the first payroll period following the completion of each calendar quarter. Payments shall be made in the months of January, April, July and October. Payments for uniform allowance shall be made as part of the employee's payroll check. For PERS classic members, uniform allowance is subject to PERS withholding but not Social Security, Federal and State withholding. For PERS new members, uniform allowance is not subject to PERS, Social Security, Federal nor State withholding. Uniform allowance payments shall not be included in the base salary rate of employees.

C. Uniforms for individuals occupying all positions within the Public Works Department is as follows:
18 1. City shall annually furnish work jackets prior to October 1 of the year. Old jackets may be retained by the employee.

2. City shall provide ten (10) work shirts to be worn during working hours.

3. City shall also provide ten (10) t-shirts to be worn at the employee’s discretion. These shirts shall be provided prior to May 1 of each year.

4. City shall provide a $400.00 boot allowance for the purchase of OSHA-approved steel-toe boots each year.
a. The boot allowance is paid out the first pay period of every January and July.
b. New hires receive a pro-rated amount if hired after the first pay period in January or July.

ARTICLE 28 – REVOLVING FUND
A. City shall provide a revolving fund to assist Employees whose positions are listed in Article 28 with the purchase of uniforms used in the performance of their duties. Purchases under this provision shall be limited to three hundred dollars ($300) each. Employees using the funds provided herein shall reimburse the City by payroll deduction based on the following formula:

Amount Owed Monthly Payment
$1 - $300.00 $60 per month or $30 per pay period
B. City and CLOCEA agree that any employee who leaves employment with any amount owed to the revolving fund will pay the City in full within 30 days of separation unless other arrangements are agreed to by both parties in advance of the employee's last day of work.

ARTICLE 29 – GRIEVANCE
The grievance procedures are stated in Section 9 of the Personnel Rules and Regulations.

ARTICLE 30 – AB119
Pursuant to Assembly Bill 119, the following must be provided to the Union; A. Providing 10 days' advance notice of any new employee orientation (Gov. Code §3556);
B. Providing to the union the name, job title, department, work location, work, 19 home, personal cellular telephone number, personal email address, and home address of any new employee within 30 days of hire or by the first pay period of the month following hire (Gov. Code §3558);
C. Providing to the union the information in #B every 120 days for all employees (Gov. Code §3558).

ARTICLE 31 – MAINTENANCE OF MEMBERSHIP
Beginning the effective date of this Agreement, all employees who are members of the Union in good standing and all such employees who thereafter voluntarily become members of the Union shall have Union dues deducted from their paychecks during the term of this Agreement, subject however, to the right to resign from Union membership during a thirty (30) calendar day window period commencing ninety (90) calendar days prior to the termination date of the agreement, and discontinue further Union dues deductions.

Exceptions to this requirement are permissible only upon written release authorized by the Union. The Union shall furnish any information needed by the City to fulfill its obligations under the provisions of this Article.

ARTICLE 32 – PAYROLL DEDUCTION
It is understood and agreed by the parties that the Union has the right to payroll deduction of membership dues and any other subsequent deduction upon written authorization by the affected employee. Such deductions shall be made two (2) times per month (24 pay periods annually) and forwarded to the Union.

ARTICLE 33 – ACCESS RULE
It is agreed that in the event a City Department Head formally objects to Union Representatives visiting a work location, the Representatives must provide notice to the City Human Resources Department one hour in advance of visits to such work location.

Further, it is understood that regardless of objection or lack thereof, Union Representatives are not to disrupt the work of City employees in any fashion or solicit Union membership during City time.

Access shall be restricted so as not to interfere with the normal operations of the Department or with established safety or security requirements. Union Representatives may not utilize employee only entrances and may be required to be escorted into various areas of workspace at the discretion of the Department Head.

ARTICLE 34 – RELEASE TIME
It is understood by the City and the Union that good organization, competent leadership, and well-informed representatives for both Management and Labor improve the employer/employee relationship and the communication process. 20 Further, it is understood and agreed that morale and job performance may be directly related to a healthy, balanced, and mutually respectful employer-employee relationship.

Consistent with the foregoing, it is therefore agreed that the Union may designate up to three (3) directors who will be granted four (4) hours per month of release time to attend meetings of the Union Board of Directors and shall be considered as “time worked” for FLSA purposes.

All employees shall be released on the same day as designated by the Union, and the stewards' meetings shall be held at a site other than on City premises. Such release time may not be accumulated from month to month; employees who are sick or otherwise absent from work waive their right to release time. The Union may designate up to five (5) representatives who shall be authorized to attend all negotiation meetings between the Union and City. No more than three (3) employee representatives shall be authorized to attend meetings of both the Health Insurance, Labor/Management, and Safety committees and or any other committee which may exist or may be formed.

ARTICLE 35– ADOPTION OF AGREEMENT AND AMENDING PROCEDURE A. This MOU shall be deemed adopted and binding effectively terminating negotiations during its term upon approval and subscription of the CLOCEA and City.

B. If either CLOCEA or City desires to modify or change this MOU during its term, said party shall serve written notice on the other party, setting forth the nature of the proposed modifications or changes. Failure of the other party to give written approval of the modifications or changes proposed within thirty (30) days of the required written notice shall be deemed a rejection of proposal.

C. No presently existing benefit, whether monetary or otherwise, may be reduced below its present level during the term of this MOU, except as agreed to in this MOU.

ARTICLE 36 – SAVINGS CLAUSE
A. This MOU is the entire agreement of the parties, terminating all prior MOU's and concluding all negotiation during the term of this MOU, except as provided in Article 8. The parties hereto may, from time to time, meet to discuss the administration of this MOU.

B. Should any provisions of this MOU be found to be in contravention of any Federal or State Law, or by a court of competent jurisdiction, such particular provision shall be null and void, but all other provisions of this MOU shall remain in force and effect. As soon as reasonably possible, the parties hereto shall meet to negotiate any provision found to be in contravention as identified herein. 21 ARTICLE 37 – LONGEVITY PAY
Reserved
ARTICLE 38 – TERM AND REOPENING OF MEMORANDUM
This Memorandum of Understanding shall become effective July 1, 2024, except where otherwise provided, and shall remain in full force and effect through June 30, 2027. No amendment or change to the provisions of this MOU shall be valid or binding unless reduced to writing and signed by duly authorized representative(s) of the parties.

This contract expires June 30, 2027. It is mutually agreed that the first meeting of the parties will be schedule no later than fifteen (15) calendar days after the City or Union receives notice from the other, which may be any date after January 1 of the year in which the current contract terminates. This notice must be made in writing, must specifically include a request to commence bargaining, and must include proposed dates for the meeting.

ARTICLE 39 – APPROVALS
DATE OF COUNCIL APPROVAL:
“CITY” “CLOCEA”
City of Selma California League of City Employees
A Municipal Corporation
By: By:

Fernando Santillan Mike Cosenza
City Manager/Municipal CLOCEA Administrator
Employee Relations Officer
By:

Maria Hernandez
CLOCEA, Member Services Specialist
By:

Robyn Lewis
CLOCEA, City of Selma Director
By:

Angel Perez
CLOCEA, City of Selma Director
By:

Sylvia Luna
CLOCEA, City of Selma Director
22 ATTACHMENT “A”
for the

MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF SELMA AND

CALIFORNIA LEAGUE OF CITY EMPLOYEES

ASSOCIATIONS
Administrative Assistant I – 4.87%
Administrative Assistant II – 4.87%
Animal Services Officer – 1.18%
Assistant Planner – 5.65%
Associate Planner – 5.65%
Building Inspector – 6.95%
Code Enforcement Officer I – 19.41%
Code Enforcement Officer II – 6.15%
Community Services Coordinator – 11.03%
Custodian – 2.75%
Development Services Technician – 3.37%
Engineering Technician – 3.85%
Equipment Mechanic I – 25.24%
Equipment Mechanic II – 23.98%
Equipment Mechanic III – 23.98%
Information Systems Technician – 1.68%
Lead Maintenance Worker – 1.96%
Maintenance Worker I – 1.96%
Maintenance Worker II – 1.96%
Office Assistant I – 6.65%
Office Assistant II – 7.5%
Police Clerk I – 11.63%
Police Clerk II – 10.50%
Transit Fleet Services Coordinator – 3.68%
Transit Mechanic I – 23.98%
Transit Mechanic II – 23.98%
Transit Mechanic III – 23.98%
Transit Shuttle Driver – 30.85%

CONFIDENTIAL
Human Resource Technician – 1.50%
CITY MANAGER’S/STAFF’S REPORT
COUNCIL MEETING DATE: November 4, 2024
__________________________________________________________________________ ITEM NO: H.

SUBJECT: Consideration of a Resolution Approving Job Descriptions and Salary Ranges for Payroll Technician and Police Administrative Supervisor, Retitling of the Building Planning Technician, Clerical Assistant I/II, Recreation Coordinator, Director of Finance, and Maintenance Worker III Job Classifications and Amending the Salary Ranges for Deputy City Manager, Finance Director, Police Chief and Public Works Director
______________________________________________________________________________ BACKGROUND: Per the City of Selma Municipal Code Section 2-2-2, section (D), any revisions to class specifications are required to be approved by the City Council. In addition, any updates to the Master Salary Schedule are also required to be approved by the City Council.

DISCUSSION: The classification and compensation study prepared by Ramos HR Consulting and accepted by City Council on August 19, 2024, recommended the new class of Payroll Technician and Police Administrative Supervisor, retitling of specific job classifications and salary adjustments for Deputy City Manager, Police Chief, Finance Director and Public Works Director.

Staff is seeking to establish new job descriptions and salary ranges for the following:

Payroll Technician
Police Administrative Supervisor
The new classification of Payroll Technician is required to capture the specific duties of payroll processing. The new classification of Police Administrative Supervisor is required to capture the combined duties of dispatch and records supervision.

The new classifications were approved by the appropriate bargaining units prior to submittal as required.

Staff is also recommending that the following salary range be adopted for the position listed below:

Current Monthly Proposed Monthly
Payroll Technician N/A $4,085 - $5,266
Police Administrative Supervisor N/A $5,661 - $7,316
Staff is seeking to retitle the following job classifications:

Current Job Classification Title Proposed Job Classification Title Building Planning Technician Development Services Technician Clerical Assistant I/II Office Assistant I/II
Director of Finance Finance Director
Recreation Coordinator Community Services Coordinator
Maintenance Worker III Lead Maintenance Worker
The new classification titles were approved by the appropriate bargaining units prior to submittal as required.

The Classification and Compensation Study received identified the following salaries are not at the 60th percentile as is Council’s stated goal for competitive compensation. Staff is recommending that the following salary ranges be adopted for the position listed below:

Current Monthly Proposed Monthly
Deputy City Manager $11,250 - $14,358 $12,256 - $15,840 Finance Director $9,312 - $11,884 $11,296 - $14,599
Police Chief $11,157 - $14,240 $12,384 - $16,005
Public Works Director $10,621 - $13,692 $10,622 - $13,727 A mid-year budget adjustment will be brought to Council to account for the budget impacts associated with the creation of the new positions and salary adjustments. ______________________________________________________________________________ RECOMMENDATION: Adoption of a Resolution Approving Job Descriptions and Salary Ranges for Payroll Technician and Police Administrative Supervisor, Retitling of the Building Planning Technician, Clerical Assistant I/II, Recreation Coordinator, Director of Finance, and Maintenance Worker III Job Classifications and Amending the Salary Ranges for Deputy City Manager, Finance Director, Police Chief and Public Works Director ______________________________________________________________________________ ____/s/__________________________ 11/03/2024____________________ Janie Venegas Date
Administrative Services Director
____/s/__________________________ 11/03/2024____________________ Fernando Santillan Date
City Manager
RESOLUTION NO. 2024 – __

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA,

CALIFORNIA APPROVING THE JOB DESCRIPTIONS AND SALARY RANGES FOR PAYROLL TECHNICIAN AND POLICE ADMINISTRATIVE SUPERVISOR;

RETITLING OF THE BUILDING PLANNING TECHNICIAN, CLERICAL

ASSISTANT I/II, RECREATION COORDINATOR, DIRECTOR OF FINANCE AND

MAINTENANCE WORKER III JOB CLASSIFICATIONS AND AMENDING THE

SALARY RANGES FOR DEPUTY CITY MANAGER, FINANCE DIRECTOR,

POLICE CHIEF AND PUBLIC WORKS DIRECTOR
WHEREAS, On June 3, 2024, the City Council adopted the 2024/2025 fiscal year budget approving Full-Time Employee (FTE) quantities; and,
WHEREAS, The City Council has determined it is in the best interest of the city to add the Payroll Technician and Police Administrative Supervisor classifications and salary ranges in order to capture the advanced level duties of the positions; and, WHEREAS, The City Council has determined it is in the best interest of the city to retitle the Building Planning Technician to Development Services Technician, Clerical Assistant I/II to Office Assistant I/II, Recreation Coordinator to Community Services Coordinator, Director of Finance to Finance Director and Maintenance Worker III to Lead Maintenance Worker; and
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Selma hereby finds, determines, and declares the following:

Section 1. The above recitals are true and correct;
Section 2. The City Council hereby approves the following:
a. The Payroll Technician and Police Administrative Supervisor job descriptions attached hereto are hereby adopted;
b. The Payroll Technician position will be added as a new classification, allocated to the Human Resources Department, and shall be a represented, non-exempt position, with a salary range of $4,085 - $5,266 monthly; c. The Police Administrative Supervisor position will be added as a new classification, allocated to the Police Department, and shall be a represented, non-exempt position, with a salary range of $5,661 - $7,316 monthly; d. The following job classifications shall be retitled: Building Planning Technician retitled to Development Services Technician, Clerical Assistant I/II retitled to Office Assistant I/II, Recreation Coordinator retitled to Community Services Coordinator, Director of Finance retitled to Finance Director and Maintenance Worker III retitled to Lead Maintenance Worker; e. The Deputy City Manager salary range shall be amended to $12,256 - $15,840 monthly;
f. The Finance Director salary range shall be amended to $11,296 - $14,599 monthly;
g. The Police Chief salary range shall be amended to $12,384 - $16,005 monthly; h. The Public Works salary range shall be amended to $10,622 - $13,727 monthly;
i. The City Manager, or designee, shall update the Master Salary Schedule accordingly.

Section 3. Severability. The provisions of this Resolution are severable and if any provision, clause, sentence, word or part thereof is held illegal, invalid, unconstitutional, or inapplicable to any person or circumstances, such illegality, invalidity, unconstitutionality, or inapplicability shall not affect or impair any of the remaining provisions, clauses, sentences, sections, words or parts thereof of the Resolution or their applicability to other persons or circumstances.

Section 4. Effective Date. That the City Clerk shall certify to the adoption of this Resolution and that the same shall be in full force and effect.

The foregoing Resolution was approved and adopted at a regular meeting of the City Council of the Cityof Selma held on the 4
th day of November 2024 by the following vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:
____________________________
Scott Robertson
Mayor
ATTEST:
_______________________________
Reyna Rivera
City Clerk
Department: Human Resources
Approved: November 4, 2024
Resolution 2024-XXR

PAYROLL TECHNICIAN

PURPOSE
Under general supervision, performs complex paraprofessional payroll related accounting work; performs related bookkeeping and accounting duties; and performs related duties as assigned.

DISTINGUISHING CHARACTERISTICS
The classification of Payroll Technician is a single incumbent journey-level classification.

Incumbents have independent responsibility for the completion of paraprofessional payroll accounting duties.

This classification is distinguished from that of Accounting Technician in that the Payroll Technician is required to exercise independent judgment and initiative in completing complex and sensitive accounting work for the City’s centralized payroll function.

SUPERVISION RECEIVED AND EXERCISED
General supervision is provided by professional or management personnel. Responsibilities may include the direct supervision of accounting and general clerical personnel.

Employees in this class typically report to the Administrative Services Director.

ESSENTIAL FUNCTIONS
The duties listed below are intended only as illustrations of the various types of work that may be performed. Specific duties will depend upon work assignment. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to this class.

1. Prepares and submits payroll accounting information for data processing.

2. Reconciles any differences between accounting records and data processing reports.

3. Provides data on monies due, collected, and delinquent for payroll accounting information and annual auditors’ reports.

4. Answers questions and advises on procedures in preparing payroll accounting transactions.

5. Participates in the preparation and auditing of payroll materials requiring analysis of supporting documents.

6. Ensures that all entries and adjustments are entered properly into the City’s computerized payroll system.

7. Determines corrective entries involved in maintaining payroll accounting controls.

8. Coordinates payroll accounting activities with other City departments, divisions, and sections.

9. Performs related duties as assigned.

KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge of:

1. Principles and practices of financial record keeping and accounting.

2. Basic principles of payroll.

3. Computers and computer software including spreadsheets, databases, and word processing.

4. Modern office procedures and equipment.

5. Applicable laws and regulations including wage and hour laws.

Ability to:

1. Understand and interpret the principles, laws, and procedures involved in financial record keeping and accounting functions.

2. Prepare financial reports and maintain on-line ledgers and journals.

3. Analyze data and draw logical conclusions.

4. Key data into spreadsheets, databases, on-line ledgers and journals quickly and accurately.

5. Maintain cooperative working relationships with other team members, departments, and general public.

MINIMUM QUALIFICATIONS
Experience:

Two (2) years of progressively responsible experience performing financial and statistical record keeping including one (1) year at the paraprofessional level maintaining a payroll system or processing payroll records.

Education:

Graduation from high school or possession of GED.

Licenses and Certifications:
• Possession and maintenance of a valid Class C California Driver’s License

WORKING CONDITIONS
The conditions described here are representative of those that must be met by employees to successfully perform the essential functions of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Positions in this classification frequently lift and carry reports and records that typically weigh less than 20 pounds.

Mental Demands
While performing the duties of this job, an employee uses written and oral communication skills; reads and interprets data, information, and documents; analyzes and solves problems; uses math and mathematical reasoning; observes and interprets people and situations; learns and applies new information and skills; performs highly detailed work; deals with changing deadlines, constant interruptions and multiple concurrent tasks; and interacts with others encountered in the course of work.

Work Environment
Employees work in an office environment with moderate noise levels, controlled temperature conditions and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures.

Department: Police
Approved: November 4, 2024
Resolution 2024-XXR

POLICE ADMINISTRATIVE SUPERVISOR

PURPOSE
Under limited direction, plans, organizes, and supervises technical work involved in overseeing non-sworn personnel within the dispatch and police records divisions of the Police Department.

DISTINGUISHING CHARACTERISTICS
The classification of Police Administrative Supervisor is a civilian supervisory-level classification populated by a single incumbent. Employees have considerable latitude in the application of departmental policy and follow general guidelines or professional and administrative standards in accomplishing assignments. As a working supervisor, the incumbent demonstrates professional and technical competence while working as a team member within both divisions.

SUPERVISION RECEIVED/EXERCISED
Incumbents work under limited direction and exercise considerable independent judgment subject to departmental regulations and general administrative review.

Employees in this class typically report to a Police Commander and have direct supervision of technical and administrative non-sworn personnel.

1. Plans, coordinates, supervises, and participates in administrative and technical work within the communications and police records functions of the police department.

2. Ensures proper interpretation and implementation of all rules and regulations governing public-safety emergency communications.

3. Develops record keeping systems and files necessary to the dispatch function, and supervise the maintenance of records.

4. Serves as administrative liaison to other City departments ad outside allied agencies.

5. Prepares work schedules to provide for adequate shift coverage.

6. Evaluates the work of subordinate staff to ensure work standards are being met and to determine training needs.

7. Applies federal, state and local laws, codes and regulations related to the gathering, maintenance, and release of information.

8. Evaluates the operations and activities of assigned responsibility and recommends improvements.

9. Builds and maintains respectful, positive working relations with staff, supervisors, outside agencies, and the public using principles of good customer service.

10. Performs related duties as assigned.

KNOWLEDGE, SKILLS, AND ABILITIES:

Knowledge of:
• Principles, practices, methodologies and techniques of emergency communications and law enforcement records management.
• Communications, telecommunications, computer assistance dispatch, and data processing systems and equipment.
• Pertinent local, state, and federal laws, ordinances, rules, and regulations. • Principles of supervision and training
• Personnel leadership and performance evaluation techniques. • Laws, rules, and regulations pertaining to the submission, storage, retrieval, and release of police records information.

Ability to:

1. Organize, implement, and direct police communications and records division operations and activities.

2. Plan, assign, review and supervise the work of subordinate personnel.

3. Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines.

4. Effectively formulate, organize, and manage policy in the areas of police records and evidence.

5. Understand, interpret, apply, implement, and explain laws, regulations, rules, policies, and procedures related to police records processing and retention.

6. Establish, maintain, and foster positive and harmonious working relationships with those contacted in the course of work.

MINIMUM QUALIFICATIONS
Experience:

Four (4) years of increasingly responsible communications experience in a public safety agency, including one (1) year providing technical and functional supervision over assigned staff. Experience involving records and evidence management is highly desirable.

Education:

Graduation from an accredited college with an Associate degree in public safety, public administration, or a closely related field.

Licenses and Certification:
• Possession of, or ability to obtain, a valid Class C California Driver’s License. • Possession of, or ability to obtain, Peace Officer Standards and Training (POST) Basic Dispatching certificate.
• Possession of, or ability to obtain, Peace Officer Standards and Training (POST) Records Supervisor certificate within one year of appointment.

Special Requirements
Medical Examination / Drug Test:

If considered for appointment, candidates may be required to pass a medical examination and a drug test.

Background:

If considered for appointment, candidates may be required to pass a background investigation, which may include a criminal history check for job-related convictions, fingerprinting, polygraph test, psychology exam and drug use history.

Physical Demands
Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle and to visit various City and meeting sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person, before groups, and over the telephone. This is primarily a sedentary office classification although standing in work areas and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Positions in this classification frequently lift and carry reports and records that typically weigh less than 20 pounds.

Environmental Elements:

Employees work in an office environment with moderate noise levels, controlled temperature conditions and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures.

CITY MANAGER’S/STAFF’S REPORT
COUNCIL MEETING DATE: November 4, 2024
__________________________________________________________________________ ITEM NO: I.

SUBJECT: Consideration of a Resolution Adopting the 2025 Health Benefit Plans and Maximum City Contributions for Eligible City Employees
______________________________________________________________________________ DISCUSSION: The City has a long-standing practice to establish the maximum 90% maximum City contribution for medical which has previously been based on the lowest premium plan.

In January 2024, the City established self-funded medical plans. A Health Benefits Committee (HBC) was established with representatives from all bargaining units, including the retirees. The HBC meets quarterly to review claims and discuss potential changes to plans for maximum benefit to the employee and the City.

The HBC met on October 4, 2024, to review renewal information for 2025. The HBC unanimously voted to recommend moving to a $65,000 Stop Loss Deductible with HealthNow Administrative Services with an Independent Pharmacy Manager, Delta Dental and Ameritas for the 2025 plan year. The selected plan includes a 12% rate increase on plan rates.

The change is as follows:
- HealthNow Administrative Services – no change
- $65,000 Stop Loss Deductible – change from $55,000
o City would be responsible for up to $65,000 of one single claim o The City currently has one claim that has exceeded $55,000 and one claim that has reached $40,000. This is for the reporting period of 1/1/24 thru 9/30/24. - Independent Pharmacy Manager (IPM) – change from Express Scripts o IPM requires an annual administrative fee
▪ Express Scripts waived administrative fee
o IPM will assign a dedicated local account manager
▪ Express Scripts does not assign a dedicated account manager is located on the East Coast
o City will receive all pharmacy rebates directly
▪ Express Scripts retained all rebates
o Delta Dental – no change
o Ameritas Plan Sponsor for Vision to offer VSP and EyeMed – no change Medical plan rates were previously established based on the lowest premium plan. City staff recommends taking the average of the highest and lowest plans to establish the maximum 90% maximum City contribution for 2025 for Options 1, 3 and 4.

The 90% maximum city contribution based on the average of the highest and lowest plan premiums results in zero premiums for Option 2. The city does not pay 100% of plan costs, therefore, city staff is recommending 90% maximum city contribution for Option 2 be based on Option 2 plan premiums.

The 2025 plan rates, as well as the recommended maximum City contribution, are below:
2025 City of Selma Plan Rates
Option 1, 3
and 4
Option 2
Blue Shield Network 90%
Maximum
City
Contribution
based on
High/Low
Average
90%
Maximum
City
Contribution
based on
High/Low
Average
Option 1
HMO
Option 2
PPO
$500
deductible
Option 3
PPO
$0
deductible
Option 4
EPO
$0
deductible
Monthly Cost
Employee Only $750.40 $566.72 $725.76 $613.76 $592.70 $510.05 Employee + 1 $1,447.04 $1,057.28 $1,393.28 $1,171.52 $1,126.94 $951.55 Family
Coverage $1,863.68 $1,386.56 $1,794.24 $1,505.28 $1,462.61 $1,247.90 As there is no change to the dental and vision plans, staff recommendsthe 2024 dental and vision rates be approved for the 2025 plan year.

The 2025 plan rates for dental and vision, as well as the maximum City contribution, is below:
2025 City of Selma Plan Rates
Delta
Dental
90%
Maximum
City
Contribution
VSP &
EyeMed
90%
Maximum
City
Contribution
Monthly Cost Monthly Cost
Employee Only $68.75 $61.88 $8.52 $7.67
Employee + 1 $78.75 $70.88 $17.08 $15.37
Family
Coverage $88.75 $79.88 $25.53 $22.98
Pre-65 retirees will continue to be eligible for the same medical plans as active employees and they are required to pay the full premium with no city contribution.

Post-65 retirees will be eligible for a Retiree First benefit plan. The 2025 rates are below.

The City provided contributions to retirees in 2024 and such contributions will continue in 2025.

Retiree First Post-65
Plan Rate
Retiree Only $286.20
The City provided contributions to retirees in 2024 and such contribution will continue in 2025.
______________________________________________________________________________ RECOMMENDATION: Adoption of Resolution approving and adopting the 2025 Maximum City Contributions for Eligible City Employees. ______________________________________________________________________________ ________/s/___________________________ 10/30/2024________ Janie Venegas Date
Administrative Services Director
________/s/___________________________ 10/30/2024________ Fernando Santillan Date
City Manager
RESOLUTION NO. 2024-__

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA,
CALIFORNIA APPROVING AND ADOPTING THE 2025 MAXIMUM CITY

CONTRIBUTIONS FOR ELIGIBLE CITY EMPLOYEES
WHEREAS, The City Council has historically established maximum city contributions for medical insurance by utilizing the lowest premiums of an offered medical plan; however, for 2025 the maximum city contributions for medical insurance will be established by averaging the highest and lowest plans; and
WHEREAS, The City Council has also historically established maximum city contributions for the dental and vision insurance plans based on the premiums of these plans; and WHEREAS, The City Council approves the 2025 maximum city contributions for medical based on averaging the highest and lowest plans and the 2025 maximum city contributions for dental and vision insurance plans based on the premiums of the plans shown in Exhibit A; and
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Selma hereby finds, determines, and declares the following:

Section 1. The above recitals are true and correct;
Section 2. The City Council hereby approves the 2025 maximum city contributions for medical, dental and vision as set forth in Exhibit A.

Section 4. Effective Date. That the City Clerk shall certify to the adoption of this Resolution and that the same shall be in full force and effect.

The foregoing Resolution was approved and adopted at a regular meeting of the City Council of the Cityof Selma held on the 4
th day of November 2024 by the following vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:
(Signatures on following page)
____________________________
Scott Robertson
Mayor
ATTEST:
_______________________________
Reyna Rivera
City Clerk

EXHIBIT A
2025 City of Selma Plan Rates
Option 1, 3
and 4
Option 2
Blue Shield Network 90%
Maximum
City
Contribution
based on
High/Low
Average
90%
Maximum
City
Contribution
based on
High/Low
Average
Option 1
HMO
Option 2
PPO
$500
deductible
Option 3
PPO
$0
deductible
Option 4
EPO
$0
deductible
Monthly Cost
Employee Only $750.40 $566.72 $725.76 $613.76 $592.70 $510.05 Employee + 1 $1,447.04 $1,057.28 $1,393.28 $1,171.52 $1,126.94 $951.55 Family
Coverage $1,863.68 $1,386.56 $1,794.24 $1,505.28 $1,462.61 $1,247.90 2025 City of Selma Plan Rates
DENTAL
Delta
Dental
90%
Maximum
City
Contribution
VISION
VSP &
EyeMed
90%
Maximum
City
Contribution
Monthly Cost Monthly Cost
Employee Only $68.75 $61.88 $8.52 $7.67
Employee + 1 $78.75 $70.88 $17.08 $15.37
Family
Coverage $88.75 $79.88 $25.53 $22.98
Retiree First Post-65
Plan Rate
Retiree Only $286.20
CITY MANAGER’S/STAFF’S REPORT
COUNCIL MEETING DATE: November 4, 2024
______________________________________________________________________________ ITEM NO: J.

SUBJECT: Consideration and Resolution Adopting the Revised Master Salary Schedule for all City Employees
______________________________________________________________________________ DISCUSSION: Section 36506 of the Government Code of the State of California provides that the City Council shall, by resolution or ordinance, fix the compensation for all appointive officials and employees. Pursuant to Section 570.5 of Title 2 of the California Code of Regulations pay rates must be approved and adopted by the City Council and be publicly available in a salary schedule which identifies the position title, the pay rate for each position, which may be stated as a single amount or as multiple amounts within a range, and that indicates the time base, including, but not limited to, whether the time base is hourly, daily, bi-weekly, monthly, bi-monthly, or annually.

California Public Employees’ Retirement System (CalPERS), pursuant to its interpretation of Title 2, California Code of Regulations section 570.5, recommends all CalPERS employers maintain their compensation levels in one publicly available document, approved and adopted by the governing body, which meets all of the requirements of Title 2 CCR section 570.5. CalPERS has indicated it may revisit their interpretation of Title 2 CCR section 570.5, however, at this time no documented change to their interpretation has been published.

Therefore, in an effort to comply with CalPERS’ current recommended interpretation of Title 2 CCR section 570.5 the City’s various salary schedules, which have been previously individually approved and adopted by the City Council, have been consolidated into a single salary schedule.

Approval of the attached Master Salary Schedule, reflecting the new salary ranges (per the approved 2024 Salary & Compensation Study and approved/adopted MOUs), retro-effective July 1, 2024, will fix the compensation for all appointive officers and employees of the City, satisfying Section 36506 of the Government Code of the State of California and California Code of Regulations section 570.5.

RECOMMENDATION: Adopt the Resolution approving the Revised Master Salary Schedule for all Employees of the City of Selma.
______/s/___________________ __ _11/1/2024
Janie Venegas Date
Administrative Services Director
_______/s/___________________ __ _11/1/2024
Fernando Santillan Date
City Manager
RESOLUTION NO. 2024-__R

A RESOLUUTION OF THE CITY COUNCIL OF THE CITY OF SELMA,

CALIFORNIA APPROVING THE MASTER SALARY SCHEDULE REFLECTING

CHANGES IN JOB CLASSIFICATIONS AND PAY RATES
WHEREAS, Section 3500, et al, of the California Government Code requires the City and recognized employee representatives to meet and confer over hours, wages, and terms and conditions of employment, including the addition, deletion, reclassification, and compensation of positions covered by recognized representation units, and WHEREAS, Section 36506 of the California Government Code requires that the City Council shall, by Resolution or Ordinance, fix the compensation for all appointive officers and employees; and
WHEREAS, pursuant to Section 570.5 of Title 2 of the California Code of Regulation, pay rates shall be duly approved and adopted by the City Council in accordance with requirements of public meeting laws and be publicly available in a salary schedule which identifies the position title, the pay rate for each position, which may be stated as a single amount or as multiple amounts within a range, and that indicates the time base, including, but not limited to, whether the time base is hourly, daily, bi-weekly, monthly, bimonthly, or annually; and WHEREAS, the California Public Employees’ Retirement System (CalPERS), requests all CalPERS contracted employers to list their compensation levels in one document, approved and adopted by the governing body, in accordance with Title 2, California Code of Regulations Section 570.5. and meeting all the requirements thereof; and WHEREAS, all relevant City employee unions, associations, and bargaining units have been consulted and conferred with throughout the process of the development of the compensation study and new salary schedule; and
WHEREAS, the proposed revised Master Salary Schedule is attached as “Exhibit A:

Master Salary Schedule”, and is effective as of November 4, 2024 and implemented retroactively to July 1st, 2024.

WHEREAS, the fiscal impact of the recommended job classification actions, position allocations, and representation unit pay rates will require an increase in budget appropriations in a total estimated amount of $510,854.73.

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Selma as follows:

Section 1. The above recitals are true and correct and are incorporated herein by reference.

Section 2. The City Council hereby approves the recommended job classification and position allocation actions recommended by the City Manager.

Section 3. The City Council hereby adopts a single consolidated Master Salary Schedule that meets all the requirements of Title 2 CCR Section 570.5, attached hereto as Exhibit A, and incorporated herein by reference.

Section 4. All prior resolutions concerning compensation for City employees that conflict with this resolution or the attached Master Salary Schedule are hereby repealed.

Section 5. Severability. The provisions of this Resolution are severable and if any provision, clause, sentence, word or part thereof is held illegal, invalid, unconstitutional, or inapplicable to any person or circumstances, such illegality, invalidity, unconstitutionality, or inapplicability shall not affect or impair any of the remaining provisions, clauses, sentences, sections, words or parts thereof of the Resolution or their applicability to other persons or circumstances.

Section 6. Effective Date. That the City Clerk shall certify to the adoption of this Resolution and that the same shall be in full force and effect.

PASSED, APPROVED AND ADOPTED at a Regular Meeting of the City Council of the City of Selma on the 4
th of November 2024, by the following roll call vote:

AYES: Council Members:

NOES: Council Members:

ABSTAIN: Council Members:

ABSENT: Council Members:
___________________________
Scott Robertson, Mayor
ATTEST:
___________________________
Reyna Rivera, City Clerk

CODE A B C D E F GROUP
1 Account Clerk I 200 Annual $ 36,768.77 $ 38,703.97 $ 40,741.02 $ 42,885.28 $ 45,142.40 $ 47,399.52 CLOCEA ACC-1 Monthly $ 3,064.06 $ 3,225.33 $ 3,395.09 $ 3,573.77 $ 3,761.87 $ 3,949.96 Biweekly $ 1,414.18 $ 1,488.61 $ 1,566.96 $ 1,649.43 $ 1,736.25 $ 1,823.06 Hourly $ 17.68 $ 18.61 $ 19.59 $ 20.62 $ 21.70 $ 22.79
2 Account Clerk II 201 Annual $ 40,854.19 $ 43,004.41 $ 45,267.80 $ 47,650.31 $ 50,158.22 $ 52,666.14 CLOCEA ACC-2 Monthly $ 3,404.52 $ 3,583.70 $ 3,772.32 $ 3,970.86 $ 4,179.85 $ 4,388.85 Biweekly $ 1,571.32 $ 1,654.02 $ 1,741.07 $ 1,832.70 $ 1,929.16 $ 2,025.62 Hourly $ 19.64 $ 20.68 $ 21.76 $ 22.91 $ 24.11 $ 25.32
3 Accountant 203 Annual $ 62,520.85 $ 65,811.42 $ 69,275.18 $ 72,921.24 $ 76,759.20 $ 80,597.16 misc ACC-4 Monthly $ 5,210.07 $ 5,484.29 $ 5,772.93 $ 6,076.77 $ 6,396.60 $ 6,716.43 mid-mgmt Biweekly $ 2,404.65 $ 2,531.21 $ 2,664.43 $ 2,804.66 $ 2,952.28 $ 3,099.89 Hourly $ 30.06 $ 31.64 $ 33.31 $ 35.06 $ 36.90 $ 38.75
4 Accounting Technician 202 Annual $ 49,025.02 $ 51,605.29 $ 54,321.36 $ 57,180.38 $ 60,189.87 $ 63,199.36 CLOCEA ACC-3 Monthly $ 4,085.42 $ 4,300.44 $ 4,526.78 $ 4,765.03 $ 5,015.82 $ 5,266.61 Biweekly $ 1,885.58 $ 1,984.82 $ 2,089.28 $ 2,199.25 $ 2,315.00 $ 2,430.74 Hourly $ 23.57 $ 24.81 $ 26.12 $ 27.49 $ 28.94 $ 30.38
5 Administrative Assistant I 103 Annual $ 46,354.12 $ 48,793.81 $ 51,361.91 $ 54,065.17 $ 56,910.70 $ 59,906.00 CLOCEA DMN1 Monthly $ 3,862.84 $ 4,066.15 $ 4,280.16 $ 4,505.43 $ 4,742.56 $ 4,992.17 Biweekly $ 1,782.85 $ 1,876.69 $ 1,975.46 $ 2,079.43 $ 2,188.87 $ 2,304.08 Hourly $ 22.29 $ 23.46 $ 24.69 $ 25.99 $ 27.36 $ 28.80
6 Administrative Assistant II 104 Annual $ 50,989.84 $ 53,673.52 $ 56,498.44 $ 59,472.04 $ 62,602.15 $ 65,897.00 CLOCEA DMN2 Monthly $ 4,249.15 $ 4,472.79 $ 4,708.20 $ 4,956.00 $ 5,216.85 $ 5,491.42 Biweekly $ 1,961.15 $ 2,064.37 $ 2,173.02 $ 2,287.39 $ 2,407.78 $ 2,534.50 Hourly $ 24.51 $ 25.80 $ 27.16 $ 28.59 $ 30.10 $ 31.68
7 Animal Services Manager 816 Annual $ 72,180.00 $ 75,789.00 $ 79,578.45 $ 83,557.37 $ 87,735.24 $ 92,122.00 misc Monthly $ 6,015.00 $ 6,315.75 $ 6,631.54 $ 6,963.11 $ 7,311.27 $ 7,676.83 mid-mgmt Biweekly $ 2,776.15 $ 2,914.96 $ 3,060.71 $ 3,213.75 $ 3,374.43 $ 3,543.15 Hourly $ 34.70 $ 36.44 $ 38.26 $ 40.17 $ 42.18 $ 44.29
EFFECTIVE NOVEMBER 7, 2024

MASTER SALARY SCHEDULE

CITY OF SELMA

JOB CLASSIFICATIONS STEPS

CODE A B C D E F GROUP
EFFECTIVE NOVEMBER 7, 2024

MASTER SALARY SCHEDULE

CITY OF SELMA

JOB CLASSIFICATIONS STEPS
8 Animal Services Officer 817 Annual $ 45,564.86 $ 47,963.02 $ 50,487.38 $ 53,144.62 $ 55,941.70 $ 58,886.00 CLOCEA Monthly $ 3,797.07 $ 3,996.92 $ 4,207.28 $ 4,428.72 $ 4,661.81 $ 4,907.17 Biweekly $ 1,752.49 $ 1,844.73 $ 1,941.82 $ 2,044.02 $ 2,151.60 $ 2,264.85 Hourly $ 21.91 $ 23.06 $ 24.27 $ 25.55 $ 26.90 $ 28.31
9 Animal Services Technician 818 Annual $ 44,748.00 $ 46,985.40 $ 49,334.67 $ 51,801.40 $ 54,391.47 $ 57,111.05 CLOCEA Monthly $ 3,729.00 $ 3,915.45 $ 4,111.22 $ 4,316.78 $ 4,532.62 $ 4,759.25 Biweekly $ 1,721.08 $ 1,807.13 $ 1,897.49 $ 1,992.36 $ 2,091.98 $ 2,196.58 Hourly $ 21.51 $ 22.59 $ 23.72 $ 24.90 $ 26.15 $ 27.46
10 Assistant Planner 303 Annual $ 62,567.93 $ 65,860.98 $ 69,327.34 $ 72,976.15 $ 76,817.00 $ 80,860.00 CLOCEA PLAN2 Monthly $ 5,213.99 $ 5,488.41 $ 5,777.28 $ 6,081.35 $ 6,401.42 $ 6,738.33 Biweekly $ 2,406.46 $ 2,533.11 $ 2,666.44 $ 2,806.78 $ 2,954.50 $ 3,110.00 Hourly $ 30.08 $ 31.66 $ 33.33 $ 35.08 $ 36.93 $ 38.88
11 Associate Planner 304 Annual $ 69,519.57 $ 73,178.50 $ 77,030.00 $ 81,084.21 $ 85,351.80 $ 89,844.00 CLOCEA PLAN3 Monthly $ 5,793.30 $ 6,098.21 $ 6,419.17 $ 6,757.02 $ 7,112.65 $ 7,487.00 Biweekly $ 2,673.83 $ 2,814.56 $ 2,962.69 $ 3,118.62 $ 3,282.76 $ 3,455.54 Hourly $ 33.42 $ 35.18 $ 37.03 $ 38.98 $ 41.03 $ 43.19
12 Building Inspector 300 Annual $ 64,152.63 $ 67,529.08 $ 71,083.25 $ 74,824.47 $ 78,762.60 $ 82,908.00 CLOCEA BLD-3 Monthly $ 5,346.05 $ 5,627.42 $ 5,923.60 $ 6,235.37 $ 6,563.55 $ 6,909.00 Biweekly $ 2,467.41 $ 2,597.27 $ 2,733.97 $ 2,877.86 $ 3,029.33 $ 3,188.77 Hourly $ 30.84 $ 32.47 $ 34.17 $ 35.97 $ 37.87 $ 39.86
13 City Clerk/PIO 404 Annual $ 81,333.99 $ 85,614.72 $ 90,120.76 $ 94,863.96 $ 99,856.80 $ 104,849.64 misc CTCLK Monthly $ 6,777.83 $ 7,134.56 $ 7,510.06 $ 7,905.33 $ 8,321.40 $ 8,737.47 mid-mgmt Biweekly $ 3,128.23 $ 3,292.87 $ 3,466.18 $ 3,648.61 $ 3,840.65 $ 4,032.68 Hourly $ 39.10 $ 41.16 $ 43.33 $ 45.61 $ 48.01 $ 50.41
14 City Planner 306 Annual $ 105,223.78 $ 110,761.88 $ 116,591.45 $ 122,727.84 $ 129,187.20 $ 135,646.56 misc PLAN5 Monthly $ 8,768.65 $ 9,230.16 $ 9,715.95 $ 10,227.32 $ 10,765.60 $ 11,303.88 mid-mgmt Biweekly $ 4,047.07 $ 4,260.07 $ 4,484.29 $ 4,720.30 $ 4,968.74 $ 5,217.18 Hourly $ 50.59 $ 53.25 $ 56.05 $ 59.00 $ 62.11 $ 65.21

CODE A B C D E F GROUP
EFFECTIVE NOVEMBER 7, 2024

MASTER SALARY SCHEDULE

CITY OF SELMA

JOB CLASSIFICATIONS STEPS
15 Code Enforcement Officer I 800 Annual $ 51,918.38 $ 54,650.93 $ 57,527.29 $ 60,555.04 $ 63,742.15 $ 67,097.00 CLOCEA CODE Monthly $ 4,326.53 $ 4,554.24 $ 4,793.94 $ 5,046.25 $ 5,311.85 $ 5,591.42 Biweekly $ 1,996.86 $ 2,101.96 $ 2,212.59 $ 2,329.04 $ 2,451.62 $ 2,580.65 Hourly $ 24.96 $ 26.27 $ 27.66 $ 29.11 $ 30.65 $ 32.26
16 Code Enforcement Officer II 801 Annual $ 57,686.92 $ 60,723.07 $ 63,919.02 $ 67,283.18 $ 70,824.40 $ 74,552.00 CLOCEA CODE2 Monthly $ 4,807.24 $ 5,060.26 $ 5,326.59 $ 5,606.93 $ 5,902.03 $ 6,212.67 Biweekly $ 2,218.73 $ 2,335.50 $ 2,458.42 $ 2,587.81 $ 2,724.02 $ 2,867.38 Hourly $ 27.73 $ 29.19 $ 30.73 $ 32.35 $ 34.05 $ 35.84
17 Community Services Coordinator 501 Annual $ 51,110.55 $ 53,800.58 $ 56,632.19 $ 59,612.83 $ 62,750.35 $ 66,053.00 CLOCEA Retitle REC-2 Monthly $ 4,259.21 $ 4,483.38 $ 4,719.35 $ 4,967.74 $ 5,229.20 $ 5,504.42 Biweekly $ 1,965.79 $ 2,069.25 $ 2,178.16 $ 2,292.80 $ 2,413.48 $ 2,540.50 Hourly $ 24.57 $ 25.87 $ 27.23 $ 28.66 $ 30.17 $ 31.76
18 Community Services Officer 802 Annual $ 43,625.76 $ 45,921.86 $ 48,338.80 $ 50,882.94 $ 53,560.99 $ 56,239.04 police PD-CS Monthly $ 3,635.48 $ 3,826.82 $ 4,028.23 $ 4,240.25 $ 4,463.42 $ 4,686.59 Biweekly $ 1,677.91 $ 1,766.23 $ 1,859.18 $ 1,957.04 $ 2,060.04 $ 2,163.04 Hourly $ 20.97 $ 22.08 $ 23.24 $ 24.46 $ 25.75 $ 27.04
19 Crime Analyst 815 Annual $ 57,933.00 $ 60,831.00 $ 63,872.00 $ 67,066.00 $ 70,419.00 $ 73,940.00 CLOCEA Monthly $ 4,827.75 $ 5,069.25 $ 5,322.67 $ 5,588.83 $ 5,868.25 $ 6,161.67 Biweekly $ 2,228.19 $ 2,339.65 $ 2,456.62 $ 2,579.46 $ 2,708.42 $ 2,843.85 Hourly $ 27.85 $ 29.25 $ 30.71 $ 32.24 $ 33.86 $ 35.55
20 Custodian 606 Annual $ 37,430.11 $ 39,400.11 $ 41,473.80 $ 43,656.63 $ 45,954.35 $ 48,373.00 CLOCEA CUST Monthly $ 3,119.18 $ 3,283.34 $ 3,456.15 $ 3,638.05 $ 3,829.53 $ 4,031.08 Biweekly $ 1,439.62 $ 1,515.39 $ 1,595.15 $ 1,679.10 $ 1,767.48 $ 1,860.50 Hourly $ 18.00 $ 18.94 $ 19.94 $ 20.99 $ 22.09 $ 23.26
21 Development Services Technician 301 Annual $ 49,347.88 $ 51,945.14 $ 54,679.09 $ 57,556.94 $ 60,586.25 $ 63,775.00 CLOCEA Retitle BLD-1 Monthly $ 4,112.32 $ 4,328.76 $ 4,556.59 $ 4,796.41 $ 5,048.85 $ 5,314.58 Biweekly $ 1,898.00 $ 1,997.89 $ 2,103.04 $ 2,213.73 $ 2,330.24 $ 2,452.88 Hourly $ 23.72 $ 24.97 $ 26.29 $ 27.67 $ 29.13 $ 30.66

CODE A B C D E F GROUP
EFFECTIVE NOVEMBER 7, 2024

MASTER SALARY SCHEDULE

CITY OF SELMA

JOB CLASSIFICATIONS STEPS
22 712 Annual $ 81,831.20 $ 86,138.11 $ 90,671.69 $ 95,443.89 $ 100,467.25 $ 105,755.00 fire Monthly $ 6,819.27 $ 7,178.18 $ 7,555.97 $ 7,953.66 $ 8,372.27 $ 8,812.92 mid-mgmt Biweekly $ 3,147.35 $ 3,313.00 $ 3,487.37 $ 3,670.92 $ 3,864.13 $ 4,067.50 Hourly $ 39.34 $ 41.41 $ 43.59 $ 45.89 $ 48.30 $ 50.84
23 Engineering Technician 302 Annual $ 56,749.87 $ 59,736.70 $ 62,880.74 $ 66,190.25 $ 69,673.95 $ 73,341.00 CLOCEA ENG-1 Monthly $ 4,729.16 $ 4,978.06 $ 5,240.06 $ 5,515.85 $ 5,806.16 $ 6,111.75 Biweekly $ 2,182.69 $ 2,297.57 $ 2,418.49 $ 2,545.78 $ 2,679.77 $ 2,820.81 Hourly $ 27.28 $ 28.72 $ 30.23 $ 31.82 $ 33.50 $ 35.26
24 Equipment Mechanic I 610 Annual $ 55,185.28 $ 58,089.77 $ 61,147.13 $ 64,365.40 $ 67,753.05 $ 71,319.00 CLOCEA EQU-1 Monthly $ 4,598.77 $ 4,840.81 $ 5,095.59 $ 5,363.78 $ 5,646.09 $ 5,943.25 Biweekly $ 2,122.51 $ 2,234.22 $ 2,351.81 $ 2,475.59 $ 2,605.89 $ 2,743.04 Hourly $ 26.53 $ 27.93 $ 29.40 $ 30.94 $ 32.57 $ 34.29
25 Equipment Mechanic II 611 Annual $ 60,703.89 $ 63,898.83 $ 67,261.93 $ 70,802.03 $ 74,528.45 $ 78,451.00 CLOCEA EQU-2 Monthly $ 5,058.66 $ 5,324.90 $ 5,605.16 $ 5,900.17 $ 6,210.70 $ 6,537.58 Biweekly $ 2,334.76 $ 2,457.65 $ 2,587.00 $ 2,723.15 $ 2,866.48 $ 3,017.35 Hourly $ 29.18 $ 30.72 $ 32.34 $ 34.04 $ 35.83 $ 37.72
26 Equipment Mechanic III 612 Annual $ 66,774.20 $ 70,288.63 $ 73,988.03 $ 77,882.14 $ 81,981.20 $ 86,296.00 CLOCEA EQU-3 Monthly $ 5,564.52 $ 5,857.39 $ 6,165.67 $ 6,490.18 $ 6,831.77 $ 7,191.33 Biweekly $ 2,568.24 $ 2,703.41 $ 2,845.69 $ 2,995.47 $ 3,153.12 $ 3,319.08 Hourly $ 32.10 $ 33.79 $ 35.57 $ 37.44 $ 39.41 $ 41.49
27 Executive Assistant to the CM 405 Annual $ 59,045.68 $ 62,153.34 $ 65,424.57 $ 68,867.97 $ 72,492.60 $ 76,308.00 At-Will ADM3 Monthly $ 4,920.47 $ 5,179.45 $ 5,452.05 $ 5,739.00 $ 6,041.05 $ 6,359.00 Biweekly $ 2,270.99 $ 2,390.51 $ 2,516.33 $ 2,648.77 $ 2,788.18 $ 2,934.92 Hourly $ 28.39 $ 29.88 $ 31.45 $ 33.11 $ 34.85 $ 36.69
28 Finance Manager 205 Annual $ 93,365.87 $ 98,279.87 $ 103,452.49 $ 108,897.36 $ 114,628.80 $ 120,360.24 misc ACC-5 Monthly $ 7,780.49 $ 8,189.99 $ 8,621.04 $ 9,074.78 $ 9,552.40 $ 10,030.02 mid-mgmt Biweekly $ 3,591.00 $ 3,780.00 $ 3,978.94 $ 4,188.36 $ 4,408.80 $ 4,629.24 Hourly $ 44.89 $ 47.25 $ 49.74 $ 52.35 $ 55.11 $ 57.87
Emergency Medical Services (EMS)
Supervisor

CODE A B C D E F GROUP
EFFECTIVE NOVEMBER 7, 2024

MASTER SALARY SCHEDULE

CITY OF SELMA

JOB CLASSIFICATIONS STEPS
29 Fire Battalion Chief * 709 Annual $ 104,732.80 $ 110,245.05 $ 116,047.42 $ 122,155.18 $ 128,584.40 $ 135,352.00 fire FIRE7 Monthly $ 8,727.73 $ 9,187.09 $ 9,670.62 $ 10,179.60 $ 10,715.37 $ 11,279.33 mid-mgmt Biweekly $ 4,028.18 $ 4,240.19 $ 4,463.36 $ 4,698.28 $ 4,945.55 $ 5,205.85 *112 biweekly hours Hourly $ 35.97 $ 37.86 $ 39.85 $ 41.95 $ 44.16 $ 46.48 30 Fire Captain * 710 Annual $ 86,259.55 $ 90,799.53 $ 95,578.45 $ 100,608.90 $ 105,904.10 $ 111,478.00 fire FIRE4 Monthly $ 7,188.30 $ 7,566.63 $ 7,964.87 $ 8,384.07 $ 8,825.34 $ 9,289.83 mid-mgmt Biweekly $ 3,317.68 $ 3,492.29 $ 3,676.09 $ 3,869.57 $ 4,073.23 $ 4,287.62 *112 biweekly hours Hourly $ 29.62 $ 31.18 $ 32.82 $ 34.55 $ 36.37 $ 38.28 31 Fire Engineer * 708 Annual $ 71,002.14 $ 74,739.09 $ 78,672.73 $ 82,813.40 $ 87,172.00 $ 91,760.00 fire FIRE2 Monthly $ 5,916.84 $ 6,228.26 $ 6,556.06 $ 6,901.12 $ 7,264.33 $ 7,646.67 Biweekly $ 2,730.85 $ 2,874.58 $ 3,025.87 $ 3,185.13 $ 3,352.77 $ 3,529.23 *112 biweekly hours Hourly $ 24.38 $ 25.67 $ 27.02 $ 28.44 $ 29.94 $ 31.51 32 Firefighter * 707 Annual $ 63,609.44 $ 66,957.30 $ 70,481.37 $ 74,190.92 $ 78,095.70 $ 82,206.00 fire FIRE1 Monthly $ 5,300.79 $ 5,579.78 $ 5,873.45 $ 6,182.58 $ 6,507.98 $ 6,850.50 Biweekly $ 2,446.52 $ 2,575.28 $ 2,710.82 $ 2,853.50 $ 3,003.68 $ 3,161.77 *112 biweekly hours Hourly $ 21.84 $ 22.99 $ 24.20 $ 25.48 $ 26.82 $ 28.23 33 Fire Marshal 706 Annual $ 86,259.55 $ 90,799.53 $ 95,578.45 $ 100,608.90 $ 105,904.10 $ 111,478.00 fire FIRE3 Monthly $ 7,188.30 $ 7,566.63 $ 7,964.87 $ 8,384.07 $ 8,825.34 $ 9,289.83 mid-mgmt Biweekly $ 3,317.68 $ 3,492.29 $ 3,676.09 $ 3,869.57 $ 4,073.23 $ 4,287.62 Hourly $ 41.47 $ 43.65 $ 45.95 $ 48.37 $ 50.92 $ 53.60
34 Fleet Maintenance Supervisor 613 Annual $ 68,502.00 $ 72,107.36 $ 75,902.49 $ 79,897.36 $ 84,102.48 $ 88,307.60 misc FLSUP Monthly $ 5,708.50 $ 6,008.95 $ 6,325.21 $ 6,658.11 $ 7,008.54 $ 7,358.97 mid-mgmt Biweekly $ 2,634.69 $ 2,773.36 $ 2,919.33 $ 3,072.98 $ 3,234.71 $ 3,396.45 Hourly $ 32.93 $ 34.67 $ 36.49 $ 38.41 $ 40.43 $ 42.46
35 Grants Manager 107 Annual $ 61,704.00 $ 64,789.20 $ 68,026.66 $ 71,430.09 $ 75,001.60 $ 78,715.68 misc GRANT Monthly $ 5,142.00 $ 5,399.10 $ 5,668.89 $ 5,952.51 $ 6,250.13 $ 6,559.64 mid-mgmt Biweekly $ 2,373.23 $ 2,491.89 $ 2,616.41 $ 2,747.31 $ 2,884.68 $ 3,027.53 Hourly $ 29.67 $ 31.15 $ 32.71 $ 34.34 $ 36.06 $ 37.84

CODE A B C D E F GROUP
EFFECTIVE NOVEMBER 7, 2024

MASTER SALARY SCHEDULE

CITY OF SELMA

JOB CLASSIFICATIONS STEPS
36 Human Resources Manager 403 Annual $ 93,365.87 $ 98,279.87 $ 103,452.49 $ 108,897.36 $ 114,628.80 $ 120,360.24 misc HR-1 Monthly $ 7,780.49 $ 8,189.99 $ 8,621.04 $ 9,074.78 $ 9,552.40 $ 10,030.02 mid-mgmt Biweekly $ 3,591.00 $ 3,780.00 $ 3,978.94 $ 4,188.36 $ 4,408.80 $ 4,629.24 Hourly $ 44.89 $ 47.25 $ 49.74 $ 52.35 $ 55.11 $ 57.87
37 Human Resources Technician 402 Annual $ 49,635.73 $ 52,248.13 $ 54,998.03 $ 57,892.67 $ 60,939.65 $ 64,147.00 CLOCEA HR-2 Monthly $ 4,136.31 $ 4,354.01 $ 4,583.17 $ 4,824.39 $ 5,078.30 $ 5,345.58 Biweekly $ 1,909.07 $ 2,009.54 $ 2,115.31 $ 2,226.64 $ 2,343.83 $ 2,467.19 Hourly $ 23.86 $ 25.12 $ 26.44 $ 27.83 $ 29.30 $ 30.84
38 Info System Coor/GIS Supervisor 401 Annual $ 58,287.37 $ 61,355.13 $ 64,584.34 $ 67,983.52 $ 71,561.60 $ 75,328.00 misc IS-S Monthly $ 4,857.28 $ 5,112.93 $ 5,382.03 $ 5,665.29 $ 5,963.47 $ 6,277.33 mid-mgmt Biweekly $ 2,241.82 $ 2,359.81 $ 2,484.01 $ 2,614.75 $ 2,752.37 $ 2,897.23 Hourly $ 28.02 $ 29.50 $ 31.05 $ 32.68 $ 34.40 $ 36.22
39 Information System Technician 400 Annual $ 56,131.62 $ 59,085.91 $ 62,195.70 $ 65,469.16 $ 68,914.90 $ 72,542.00 CLOCEA IS-T Monthly $ 4,677.63 $ 4,923.83 $ 5,182.97 $ 5,455.76 $ 5,742.91 $ 6,045.17 Biweekly $ 2,158.91 $ 2,272.54 $ 2,392.14 $ 2,518.04 $ 2,650.57 $ 2,790.08 Hourly $ 26.99 $ 28.41 $ 29.90 $ 31.48 $ 33.13 $ 34.88
40 Lead Maintenance Worker 609 Annual $ 48,156.26 $ 50,690.80 $ 53,358.73 $ 56,167.09 $ 59,123.25 $ 62,235.00 CLOCEA Retitle MNT-3 Monthly $ 4,013.02 $ 4,224.23 $ 4,446.56 $ 4,680.59 $ 4,926.94 $ 5,186.25 Biweekly $ 1,852.16 $ 1,949.65 $ 2,052.26 $ 2,160.27 $ 2,273.97 $ 2,393.65 Hourly $ 23.15 $ 24.37 $ 25.65 $ 27.00 $ 28.42 $ 29.92
41 Maintenance Worker I 607 Annual $ 39,400.15 $ 41,473.84 $ 43,656.68 $ 45,954.40 $ 48,373.05 $ 50,919.00 CLOCEA MNT-1 Monthly $ 3,283.35 $ 3,456.15 $ 3,638.06 $ 3,829.53 $ 4,031.09 $ 4,243.25 Biweekly $ 1,515.39 $ 1,595.15 $ 1,679.10 $ 1,767.48 $ 1,860.50 $ 1,958.42 Hourly $ 18.94 $ 19.94 $ 20.99 $ 22.09 $ 23.26 $ 24.48
42 Maintenance Worker II 608 Annual $ 43,778.20 $ 46,082.32 $ 48,507.71 $ 51,060.74 $ 53,748.15 $ 56,577.00 CLOCEA MNT-2 Monthly $ 3,648.18 $ 3,840.19 $ 4,042.31 $ 4,255.06 $ 4,479.01 $ 4,714.75 Biweekly $ 1,683.78 $ 1,772.40 $ 1,865.68 $ 1,963.87 $ 2,067.24 $ 2,176.04 Hourly $ 21.05 $ 22.15 $ 23.32 $ 24.55 $ 25.84 $ 27.20

CODE A B C D E F GROUP
EFFECTIVE NOVEMBER 7, 2024

MASTER SALARY SCHEDULE

CITY OF SELMA

JOB CLASSIFICATIONS STEPS
43 Management Analyst 106 Annual $ 66,796.03 $ 70,311.61 $ 74,012.22 $ 77,907.60 $ 82,008.00 $ 86,108.40 misc NYLM Monthly $ 5,566.34 $ 5,859.30 $ 6,167.69 $ 6,492.30 $ 6,834.00 $ 7,175.70 mid-mgmt Biweekly $ 2,569.08 $ 2,704.29 $ 2,846.62 $ 2,996.45 $ 3,154.15 $ 3,311.86 Hourly $ 32.11 $ 33.80 $ 35.58 $ 37.46 $ 39.43 $ 41.40
44 Non-Safety EMT * 701 Annual $ 43,014.40 $ 45,165.12 $ 47,423.38 $ 49,794.54 $ 52,284.27 $ 54,898.49 fire EMT12 Monthly $ 3,584.53 $ 3,763.76 $ 3,951.95 $ 4,149.55 $ 4,357.02 $ 4,574.87 Biweekly $ 1,654.40 $ 1,737.12 $ 1,823.98 $ 1,915.17 $ 2,010.93 $ 2,111.48 *112 biweekly hours Hourly $ 20.68 $ 21.71 $ 22.80 $ 23.94 $ 25.14 $ 26.39 45 Non-Safety Paramedic 702 Annual $ 50,453.78 $ 53,109.24 $ 55,904.46 $ 58,849.80 $ 61,944.00 $ 65,041.20 fire PAR24 Monthly $ 4,204.48 $ 4,425.77 $ 4,658.71 $ 4,904.15 $ 5,162.00 $ 5,420.10 Biweekly $ 1,940.53 $ 2,042.66 $ 2,150.17 $ 2,263.45 $ 2,382.46 $ 2,501.58 *112 biweekly hours Hourly $ 24.26 $ 25.53 $ 26.88 $ 28.29 $ 29.78 $ 31.27 46 Office Assistant I 100 Annual $ 37,546.95 $ 39,523.10 $ 41,603.26 $ 43,792.91 $ 46,097.80 $ 48,524.00 CLOCEA Retitle CLK-1 Monthly $ 3,128.91 $ 3,293.59 $ 3,466.94 $ 3,649.41 $ 3,841.48 $ 4,043.67 Biweekly $ 1,444.11 $ 1,520.12 $ 1,600.13 $ 1,684.34 $ 1,772.99 $ 1,866.31 Hourly $ 18.05 $ 19.00 $ 20.00 $ 21.05 $ 22.16 $ 23.33
47 Office Assistant II 101 Annual $ 41,718.40 $ 43,914.10 $ 46,225.37 $ 48,658.29 $ 51,219.25 $ 53,915.00 CLOCEA Retitle CLK-2 Monthly $ 3,476.53 $ 3,659.51 $ 3,852.11 $ 4,054.86 $ 4,268.27 $ 4,492.92 Biweekly $ 1,604.55 $ 1,689.00 $ 1,777.90 $ 1,871.47 $ 1,969.97 $ 2,073.65 Hourly $ 20.06 $ 21.11 $ 22.22 $ 23.39 $ 24.62 $ 25.92
48 Payroll Technician 207 Annual $ 49,025.02 $ 51,605.29 $ 54,321.36 $ 57,180.38 $ 60,189.87 $ 63,199.36 CLOCEA New POL-6 Monthly $ 4,085.42 $ 4,300.44 $ 4,526.78 $ 4,765.03 $ 5,015.82 $ 5,266.61 Biweekly $ 1,885.58 $ 1,984.82 $ 2,089.28 $ 2,199.25 $ 2,315.00 $ 2,430.74 Hourly $ 23.57 $ 24.81 $ 26.12 $ 27.49 $ 28.94 $ 30.38
49 Police Administrative Supervisor 809 Annual $ 67,936.42 $ 71,512.02 $ 75,275.81 $ 79,237.70 $ 83,408.10 $ 87,798.00 police New Monthly $ 5,661.37 $ 5,959.33 $ 6,272.98 $ 6,603.14 $ 6,950.68 $ 7,316.50 mid-mgmt Biweekly $ 2,612.94 $ 2,750.46 $ 2,895.22 $ 3,047.60 $ 3,208.00 $ 3,376.85 Hourly $ 32.66 $ 34.38 $ 36.19 $ 38.10 $ 40.10 $ 42.21

CODE A B C D E F GROUP
EFFECTIVE NOVEMBER 7, 2024

MASTER SALARY SCHEDULE

CITY OF SELMA

JOB CLASSIFICATIONS STEPS
50 Police Clerk I 803 Annual $ 40,292.32 $ 42,412.97 $ 44,645.23 $ 46,994.98 $ 49,468.40 $ 52,072.00 CLOCEA POL-C Monthly $ 3,357.69 $ 3,534.41 $ 3,720.44 $ 3,916.25 $ 4,122.37 $ 4,339.33 Biweekly $ 1,549.70 $ 1,631.27 $ 1,717.12 $ 1,807.50 $ 1,902.63 $ 2,002.77 Hourly $ 19.37 $ 20.39 $ 21.46 $ 22.59 $ 23.78 $ 25.03
51 Police Clerk II 804 Annual $ 44,321.40 $ 46,654.10 $ 49,109.58 $ 51,694.30 $ 54,415.05 $ 57,279.00 CLOCEA PD-C Monthly $ 3,693.45 $ 3,887.84 $ 4,092.47 $ 4,307.86 $ 4,534.59 $ 4,773.25 Biweekly $ 1,704.67 $ 1,794.39 $ 1,888.83 $ 1,988.24 $ 2,092.89 $ 2,203.04 Hourly $ 21.31 $ 22.43 $ 23.61 $ 24.85 $ 26.16 $ 27.54
52 Police Commander 813 Annual $ 102,382.82 $ 107,771.39 $ 113,443.57 $ 119,414.29 $ 125,699.25 $ 132,315.00 police POL-5 Monthly $ 8,531.90 $ 8,980.95 $ 9,453.63 $ 9,951.19 $ 10,474.94 $ 11,026.25 mid-mgmt Biweekly $ 3,937.80 $ 4,145.05 $ 4,363.21 $ 4,592.86 $ 4,834.59 $ 5,089.04 Hourly $ 49.22 $ 51.81 $ 54.54 $ 57.41 $ 60.43 $ 63.61
53 Police Officer 811 Annual $ 66,218.63 $ 69,703.82 $ 73,372.44 $ 77,234.15 $ 81,299.10 $ 85,578.00 police POL-1 Monthly $ 5,518.22 $ 5,808.65 $ 6,114.37 $ 6,436.18 $ 6,774.93 $ 7,131.50 Biweekly $ 2,546.87 $ 2,680.92 $ 2,822.02 $ 2,970.54 $ 3,126.89 $ 3,291.46 Hourly $ 31.84 $ 33.51 $ 35.28 $ 37.13 $ 39.09 $ 41.14
54 Police Sergeant 812 Annual $ 83,669.71 $ 88,073.38 $ 92,708.82 $ 97,588.23 $ 102,724.45 $ 108,131.00 police POL-3 Monthly $ 6,972.48 $ 7,339.45 $ 7,725.73 $ 8,132.35 $ 8,560.37 $ 9,010.92 mid-mgmt Biweekly $ 3,218.07 $ 3,387.44 $ 3,565.72 $ 3,753.39 $ 3,950.94 $ 4,158.88 Hourly $ 40.23 $ 42.34 $ 44.57 $ 46.92 $ 49.39 $ 51.99
55 Principal Planner 305 Annual $ 88,617.63 $ 93,281.71 $ 98,191.28 $ 103,359.24 $ 108,799.20 $ 114,239.16 misc PLAN4 Monthly $ 7,384.80 $ 7,773.48 $ 8,182.61 $ 8,613.27 $ 9,066.60 $ 9,519.93 mid-mgmt Biweekly $ 3,408.37 $ 3,587.76 $ 3,776.59 $ 3,975.36 $ 4,184.58 $ 4,393.81 Hourly $ 42.60 $ 44.85 $ 47.21 $ 49.69 $ 52.31 $ 54.92

CODE A B C D E F GROUP
EFFECTIVE NOVEMBER 7, 2024

MASTER SALARY SCHEDULE

CITY OF SELMA

JOB CLASSIFICATIONS STEPS
56 Property/Evidence Technician 806 Annual $ 46,002.66 $ 48,423.85 $ 50,972.48 $ 53,655.24 $ 56,479.20 $ 59,303.16 police POL-E Monthly $ 3,833.56 $ 4,035.32 $ 4,247.71 $ 4,471.27 $ 4,706.60 $ 4,941.93 Biweekly $ 1,769.33 $ 1,862.46 $ 1,960.48 $ 2,063.66 $ 2,172.28 $ 2,280.89 Hourly $ 22.12 $ 23.28 $ 24.51 $ 25.80 $ 27.15 $ 28.51
57 Public Works Inspector 616 Annual $ 63,648.00 $ 66,830.40 $ 70,171.92 $ 73,680.48 $ 77,364.60 $ 81,232.80 misc Monthly $ 5,304.00 $ 5,569.20 $ 5,847.66 $ 6,140.04 $ 6,447.05 $ 6,769.40 mid-mgmt Biweekly $ 2,448.00 $ 2,570.40 $ 2,698.92 $ 2,833.86 $ 2,975.56 $ 3,124.34 Hourly $ 30.60 $ 32.13 $ 33.74 $ 35.42 $ 37.19 $ 39.05
58 Public Works Supervisor 614 Annual $ 72,648.00 $ 76,280.40 $ 80,094.42 $ 84,099.14 $ 88,304.10 $ 92,719.30 misc MNT-4 Monthly $ 6,054.00 $ 6,356.70 $ 6,674.54 $ 7,008.26 $ 7,358.68 $ 7,726.61 mid-mgmt Biweekly $ 2,794.15 $ 2,933.86 $ 3,080.55 $ 3,234.58 $ 3,396.31 $ 3,566.13 Hourly $ 34.93 $ 36.67 $ 38.51 $ 40.43 $ 42.45 $ 44.58
59 Recreation Supervisor 502 Annual $ 50,762.22 $ 53,433.92 $ 56,246.23 $ 59,206.56 $ 62,322.69 $ 65,438.83 misc REC-1 Monthly $ 4,230.19 $ 4,452.83 $ 4,687.19 $ 4,933.88 $ 5,193.56 $ 5,453.24 mid-mgmt Biweekly $ 1,952.39 $ 2,055.15 $ 2,163.32 $ 2,277.18 $ 2,397.03 $ 2,516.88 Hourly $ 24.40 $ 25.69 $ 27.04 $ 28.46 $ 29.96 $ 31.46
60 Safety Dispatcher I 807 Annual $ 49,545.19 $ 52,152.84 $ 54,897.72 $ 57,787.08 $ 60,828.50 $ 64,030.00 police PD-DI Monthly $ 4,128.77 $ 4,346.07 $ 4,574.81 $ 4,815.59 $ 5,069.04 $ 5,335.83 Biweekly $ 1,905.58 $ 2,005.88 $ 2,111.45 $ 2,222.58 $ 2,339.56 $ 2,462.69 Hourly $ 23.82 $ 25.07 $ 26.39 $ 27.78 $ 29.24 $ 30.78
61 Safety Dispatcher II 808 Annual $ 53,853.61 $ 56,688.01 $ 59,671.59 $ 62,812.20 $ 66,118.10 $ 69,598.00 police PD-D2 Monthly $ 4,487.80 $ 4,724.00 $ 4,972.63 $ 5,234.35 $ 5,509.84 $ 5,799.83 Biweekly $ 2,071.29 $ 2,180.31 $ 2,295.06 $ 2,415.85 $ 2,543.00 $ 2,676.85 Hourly $ 25.89 $ 27.25 $ 28.69 $ 30.20 $ 31.79 $ 33.46
62 Senior Accountant 204 Annual $ 70,335.92 $ 74,037.85 $ 77,934.58 $ 82,036.40 $ 86,354.10 $ 90,671.81 misc ACC-6 Monthly $ 5,861.33 $ 6,169.82 $ 6,494.55 $ 6,836.37 $ 7,196.18 $ 7,555.98 mid-mgmt Biweekly $ 2,705.23 $ 2,847.61 $ 2,997.48 $ 3,155.25 $ 3,321.31 $ 3,487.38 Hourly $ 33.82 $ 35.60 $ 37.47 $ 39.44 $ 41.52 $ 43.59

CODE A B C D E F GROUP
EFFECTIVE NOVEMBER 7, 2024

MASTER SALARY SCHEDULE

CITY OF SELMA

JOB CLASSIFICATIONS STEPS
63 Senior Administrative Assistant 108 Annual $ 58,637.89 $ 61,724.10 $ 64,972.73 $ 68,392.35 $ 71,991.95 $ 75,781.00 misc Monthly $ 4,886.49 $ 5,143.67 $ 5,414.39 $ 5,699.36 $ 5,999.33 $ 6,315.08 mid-mgmt Biweekly $ 2,255.30 $ 2,374.00 $ 2,498.95 $ 2,630.48 $ 2,768.92 $ 2,914.65 Hourly $ 28.19 $ 29.68 $ 31.24 $ 32.88 $ 34.61 $ 36.43
64 Transit Fleet Service Coordinator 605 Annual $ 66,713.07 $ 70,224.29 $ 73,920.30 $ 77,810.84 $ 81,906.15 $ 86,217.00 CLOCEA TRAN5 Monthly $ 5,559.42 $ 5,852.02 $ 6,160.03 $ 6,484.24 $ 6,825.51 $ 7,184.75 Biweekly $ 2,565.89 $ 2,700.93 $ 2,843.09 $ 2,992.72 $ 3,150.24 $ 3,316.04 Hourly $ 32.07 $ 33.76 $ 35.54 $ 37.41 $ 39.38 $ 41.45
65 Transit Maintenance Manager 600 Annual $ 71,673.29 $ 75,445.57 $ 79,416.39 $ 83,596.20 $ 87,996.00 $ 92,395.80 misc TMMNG Monthly $ 5,972.77 $ 6,287.13 $ 6,618.03 $ 6,966.35 $ 7,333.00 $ 7,699.65 mid-mgmt Biweekly $ 2,756.67 $ 2,901.75 $ 3,054.48 $ 3,215.24 $ 3,384.46 $ 3,553.68 Hourly $ 34.46 $ 36.27 $ 38.18 $ 40.19 $ 42.31 $ 44.42
66 Transit Mechanic I 601 Annual $ 54,633.58 $ 57,509.03 $ 60,535.82 $ 63,721.92 $ 67,075.70 $ 70,606.00 CLOCEA TMEC1 Monthly $ 4,552.80 $ 4,792.42 $ 5,044.65 $ 5,310.16 $ 5,589.64 $ 5,883.83 Biweekly $ 2,101.29 $ 2,211.89 $ 2,328.30 $ 2,450.84 $ 2,579.83 $ 2,715.62 Hourly $ 26.27 $ 27.65 $ 29.10 $ 30.64 $ 32.25 $ 33.95
67 Transit Mechanic II 602 Annual $ 60,703.89 $ 63,898.83 $ 67,261.93 $ 70,802.03 $ 74,528.45 $ 78,451.00 CLOCEA TMEC2 Monthly $ 5,058.66 $ 5,324.90 $ 5,605.16 $ 5,900.17 $ 6,210.70 $ 6,537.58 Biweekly $ 2,334.76 $ 2,457.65 $ 2,587.00 $ 2,723.15 $ 2,866.48 $ 3,017.35 Hourly $ 29.18 $ 30.72 $ 32.34 $ 34.04 $ 35.83 $ 37.72
68 Transit Mechanic III 603 Annual $ 66,774.20 $ 70,288.63 $ 73,988.03 $ 77,882.14 $ 81,981.20 $ 86,296.00 CLOCEA TMEC3 Monthly $ 5,564.52 $ 5,857.39 $ 6,165.67 $ 6,490.18 $ 6,831.77 $ 7,191.33 Biweekly $ 2,568.24 $ 2,703.41 $ 2,845.69 $ 2,995.47 $ 3,153.12 $ 3,319.08 Hourly $ 32.10 $ 33.79 $ 35.57 $ 37.44 $ 39.41 $ 41.49
69 Transit Shuttle Driver 604 Annual $ 51,700.95 $ 54,422.05 $ 57,286.37 $ 60,301.44 $ 63,475.20 $ 66,816.00 CLOCEA TRAN2 Monthly $ 4,308.41 $ 4,535.17 $ 4,773.86 $ 5,025.12 $ 5,289.60 $ 5,568.00 Biweekly $ 1,988.50 $ 2,093.16 $ 2,203.32 $ 2,319.29 $ 2,441.35 $ 2,569.85 Hourly $ 24.86 $ 26.16 $ 27.54 $ 28.99 $ 30.52 $ 32.12

CODE A B C D E F GROUP
EFFECTIVE NOVEMBER 7, 2024

MASTER SALARY SCHEDULE

CITY OF SELMA

JOB CLASSIFICATIONS STEPS
70 Administrative Services Director 408 Annual $ 124,320.00 $ 130,860.00 $ 137,748.00 $ 144,996.00 $ 152,628.00 $ 160,260.00 depthead Monthly $ 10,360.00 $ 10,905.00 $ 11,479.00 $ 12,083.00 $ 12,719.00 $ 13,355.00 Biweekly $ 4,781.54 $ 5,033.08 $ 5,298.00 $ 5,576.77 $ 5,870.31 $ 6,163.85 Hourly $ 59.77 $ 62.91 $ 66.23 $ 69.71 $ 73.38 $ 77.05
71 Animal Services Director 819 Annual $ 99,252.00 $ 104,214.60 $ 109,425.33 $ 114,896.60 $ 120,641.43 $ 126,673.50 depthead Monthly $ 8,271.00 $ 8,684.55 $ 9,118.78 $ 9,574.72 $ 10,053.45 $ 10,556.13 Biweekly $ 3,817.38 $ 4,008.25 $ 4,208.67 $ 4,419.10 $ 4,640.06 $ 4,872.06 Hourly $ 47.72 $ 50.10 $ 52.61 $ 55.24 $ 58.00 $ 60.90
72 City Manager 406 Annual $ 231,525.00 exec mgmt
DEPT Monthly $ 19,293.75
Biweekly $ 8,904.81
Hourly $ 111.31
73 Community Development Director 307 Annual $ 111,744.00 $ 117,336.00 $ 123,204.00 $ 129,360.00 $ 135,828.00 $ 142,619.40 depthead DEPT3 Monthly $ 9,312.00 $ 9,778.00 $ 10,267.00 $ 10,780.00 $ 11,319.00 $ 11,884.95 Biweekly $ 4,297.85 $ 4,512.92 $ 4,738.62 $ 4,975.38 $ 5,224.15 $ 5,485.36 Hourly $ 53.72 $ 56.41 $ 59.23 $ 62.19 $ 65.30 $ 68.57
74 Community Services Director 510 Annual $ 97,428.00 $ 102,300.00 $ 107,415.00 $ 112,785.84 $ 118,425.12 $ 124,346.38 depthead DEPT4 Monthly $ 8,119.00 $ 8,525.00 $ 8,951.25 $ 9,398.82 $ 9,868.76 $ 10,362.20 Biweekly $ 3,747.23 $ 3,934.62 $ 4,131.35 $ 4,337.92 $ 4,554.81 $ 4,782.55 Hourly $ 46.84 $ 49.18 $ 51.64 $ 54.22 $ 56.94 $ 59.78
75 Deputy City Manager 407 Annual $ 147,082.60 $ 154,823.79 $ 162,972.41 $ 171,549.91 $ 180,578.85 $ 190,083.00 exec mgmt DEPT1 Monthly $ 12,256.88 $ 12,901.98 $ 13,581.03 $ 14,295.83 $ 15,048.24 $ 15,840.25 Biweekly $ 5,657.02 $ 5,954.76 $ 6,268.17 $ 6,598.07 $ 6,945.34 $ 7,310.88 Hourly $ 70.71 $ 74.43 $ 78.35 $ 82.48 $ 86.82 $ 91.39
76 Finance Director / Treasurer 206 Annual $ 135,558.68 $ 142,693.35 $ 150,203.53 $ 158,108.98 $ 166,430.50 $ 175,190.00 depthead Retitle DEPT5 Monthly $ 11,296.56 $ 11,891.11 $ 12,516.96 $ 13,175.75 $ 13,869.21 $ 14,599.17 Biweekly $ 5,213.80 $ 5,488.21 $ 5,777.06 $ 6,081.11 $ 6,401.17 $ 6,738.08 Hourly $ 65.17 $ 68.60 $ 72.21 $ 76.01 $ 80.01 $ 84.23

DEPARTMENT HEADS AND EXECUTIVE MANAGEMENT - FLSA EXEMPT

CODE A B C D E F GROUP
EFFECTIVE NOVEMBER 7, 2024

MASTER SALARY SCHEDULE

CITY OF SELMA

JOB CLASSIFICATIONS STEPS
77 Fire Chief 711 Annual $ 148,205.36 $ 156,005.64 $ 164,216.46 $ 172,859.44 $ 181,957.30 $ 191,534.00 depthead DEPT6 Monthly $ 12,350.45 $ 13,000.47 $ 13,684.71 $ 14,404.95 $ 15,163.11 $ 15,961.17 Biweekly $ 5,700.21 $ 6,000.22 $ 6,316.02 $ 6,648.44 $ 6,998.36 $ 7,366.69 Hourly $ 71.25 $ 75.00 $ 78.95 $ 83.11 $ 87.48 $ 92.08
78 Police Chief 814 Annual $ 148,616.24 $ 156,438.14 $ 164,671.73 $ 173,338.66 $ 182,461.75 $ 192,065.00 depthead DEPT7 Monthly $ 12,384.69 $ 13,036.51 $ 13,722.64 $ 14,444.89 $ 15,205.15 $ 16,005.42 Biweekly $ 5,716.01 $ 6,016.85 $ 6,333.53 $ 6,666.87 $ 7,017.76 $ 7,387.12 Hourly $ 71.45 $ 75.21 $ 79.17 $ 83.34 $ 87.72 $ 92.34
79 Public Works Director 615 Annual $ 127,464.93 $ 134,173.61 $ 141,235.38 $ 148,668.83 $ 156,493.50 $ 164,730.00 depthead DEPT8 Monthly $ 10,622.08 $ 11,181.13 $ 11,769.62 $ 12,389.07 $ 13,041.13 $ 13,727.50 Biweekly $ 4,902.50 $ 5,160.52 $ 5,432.13 $ 5,718.03 $ 6,018.98 $ 6,335.77 Hourly $ 61.28 $ 64.51 $ 67.90 $ 71.48 $ 75.24 $ 79.20

CODE A B C D E F GROUP
EFFECTIVE NOVEMBER 7, 2024

MASTER SALARY SCHEDULE

CITY OF SELMA

JOB CLASSIFICATIONS STEPS
80 Art Instructor 503 Hourly $ 16.00
81 EMT - Per Diem 700 Hourly $ 16.00
PTEMT
82 Fire Department Secretary 704 Hourly $ 16.00
83 Office Assistant 102 Hourly $ 16.00
84 Paramedic - Per Diem 703 Hourly $ 27.00
PTPAR
85 Police Cadet 810 Hourly $ 21.00
86 Recreation / Arts Coordinator 500 Hourly $ 16.00
87 Safety Dispatcher 820 Hourly $ 38.53
88 Senior Center Activity Coordinator 505 Hourly $ 16.00 89 Senior Nutrition Coordinator 506 Hourly $ 16.00
90 Special Projects Manager 507 Hourly Range from $20
to $175
91 Sports Field Maintenance Worker 508 Hourly $ 16.00
92 Visual Arts Instructor 509 Hourly $ 16.00

PART-TIME, SEASONAL, AND TEMPORARY UNREPRESENTED EMPLOYEES 10/07/24 - City Council Approved changes by Resolution 2024-105R; New job classification and salary for Senior Administrative Assistant and retitle job classifications for Fire Battalion Chief (formerly Fire Division Chief) and Finance Manager (formerly Finance Department Manager)

CODE A B C D E F GROUP
EFFECTIVE NOVEMBER 7, 2024

MASTER SALARY SCHEDULE

CITY OF SELMA

JOB CLASSIFICATIONS STEPS
08/15/22 - City Council Approved changes by Resolution 2022-81R; title change of Administrative Analyst (Economic Development Analyst) to Management Analyst (Economic Development )
07/18/22 - City Council Approved changes by Resolution 2022-59R; Salary increase for Police Chief based on 20% police department increase to combat compaction; 2% salary increase for Non-Safety Paramedics
04/04/22 - City Council Approved changes by Resolution 2022-25R; New job classication of Special Projects Manager 10/17/23 - City Council Approved changes by Resolution 2023-93R; New job classification and salary for Administratative Services Director; Police Chief salary increase of 5%; Public Works Director salary increase of 25%
12/04/23 - City Council Approved changes by Resolution 2023-107R; Hourly rate increase for Part-Time, Seasonal and Temporary Unrepresented Employees from $15.50 to $16 effective //
12/04/23 - City Council Approved changes by Resolution 2023-108R; New job classification and salary for Animal Services Manager and Animal Services Officer; Salary increase of 11% for for Clerical Assistant I; Salary increase of 10.16% for Clerical Assistant II; Salary increase of 40.66% for Public Works Supervisor 06/19/23 - City Council Approved changes by Resolution 2023-48R; New job classification of Crime Analyst 03/21/22 - City Council Approved changes by Resolution 2022-20R; New job classifications and salary ranges for Accounting Technician, Code Enforcement Officer II, Engineering Technician, Executive Assistant to the City Manager, Human Resources Technician and Senior Accountant; Salary increases for Associate Planner, Police Chief and Public Works Director; Reclassification of Code Enforcement Officer to Code Enforcement Officer I; Reclassification of Code Enforcement Officer I with no salary change; Fire MOU 4% salary increase; Fire Mid-Management 4% salary 12/05/22 - City Council Approved changes by Resolution 2022-115R; Master Salary Schedule update retro to 7/1/2022 12/04/23 - City Council Action; City Manager salary increase of 5% effective 12/08/23 per Employment Contract 02/05/24 - City Council Approved changes by Resolution 2024-16R; New job classification and salary for Public Works Inspector 02/20/24 - City Council Approved changes by Resolution 2024-22R; New job classifications and salary for Animal Services Director, Animal Services Technician and Emergency Medical Services (EMS) Supervisor
05/06/24 - City Council Approved changes by Resolution 2024-49R; 10% salary increase for Dispatcher I and 8% increase for Dispatcher II; increase retro-active to the pay period that includes l
08/19/24 - City Council Approved changes by Resolution 2024-92R; 28.52% salary increase for Fire Chief; increase retro-active to pay period that includes July 1, 2024

CODE A B C D E F GROUP
EFFECTIVE NOVEMBER 7, 2024

MASTER SALARY SCHEDULE

CITY OF SELMA

JOB CLASSIFICATIONS STEPS
Resolutions prior to 2022 may be obtained from the City of Selma City Clerk. 03/21/22 - City Council Approved changes by Resolution 2022-19R; New job classifications and salary ranges for Accounting Technician, Code Enforcement Officer II, Engineering Technician, Executive Assistant to the City Manager, Human Resources Technician and Senior Accountant; Salary increases for Associate Planner, Police Chief and Public Works Director; Reclassification of Code Enforcement Officer to Code Enforcement Officer I; Reclassification of Code Enforcement Officer I with no salary change 01/18/22 -City Council Approved changes by Resolution 2022-5R; Reclassified vacant Assistant City Manager to Deputy City Manager; Reclassified Finance Director to Director of Finance/Treasurer; Master Salary Scheudule Update
02/07/22 - City Council Approved changes by Resolution 2022-11R; Reclassification of one vacant Safety Dispatcher II to Supervising Safety Dispatcher and New Job Classifications of Supervising Safety Dispatcher and Non-Safety EMT (24 and 12) CHECK
NUMBER
CHECK

DATE STATUS VENDOR NAME CHECK DESCRIPTION CATEGORY AMOUNT 85384 10/02/24 Printed U.S. BANK CORPORATE PMT SYSTEM FIN -CALCARD CHARGES 8/23/24-9/23/24 PARTIAL R 67,939.34 85385 10/02/24 Printed JAMES UHL / BREAKING THE CHAIN

CONSULTING
ADMIN -STRENGTHS PLUS ORGANIZATIONAL DEVELOPMENT PAYMENT#3 8,750.00 85386 10/02/24 Printed UNDERGROUND SERVICE ALERT PW -2024 UNDERGROUND MEMBERSHIP FEE & 2023 BILLABLE TICKETS 3,796.23 85387 10/02/24 Printed VILLAGE TIRE INC. FLEET -NEW TIRES UNIT#1606 1,773.55 85388 10/02/24 Printed DANIEL VIVEROS / D&G FENCE PW -BRENTLINGER PARK FENCE REPLACEMENT 8/16-9/15/24 9,009.80 85389 10/02/24 Printed WILLDAN ENGINEERING ENG -PROFESSIONAL SERVICES DIF UPDATE 7/27-8/23/24 1,100.00 85390 10/02/24 Printed CALEB WILSON COMM SERV -SAC EVIL DEAD PROPS SUPPLIES REIMBURSEMENT 253.37 85391 10/02/24 Printed JOSEPH WITT / TOLLHOUSE LEATHER
WORKS
FD -2 HELMET SHIELDS AND PASSPORT TAGS 259.15
85403 10/09/24 Printed CADDYSHACK RODENT SERVICE, LLC PW -RODENT CONTROL BRENTLINGER & SHAFER PARK 3,152.50 85404 10/09/24 Printed CALIFORNIA TURF EQUIPMENT &

SUPPLY INC
PW -72"LAZER DIESEL TURBO YAN MOWER W/ MULCH KIT 24,315.10 85405 10/09/24 Printed CENCAL AUTO & TRUCK PARTS, INC /

NAPA AUTO PARTS
FLEET -AUTO PARTS 2,840.94
85406 10/09/24 Printed CENTRAL CALIFORNIA SPCA PD -VETERINARY SERVICES 5,217.00 85407 10/09/24 Printed CENTRAL SANITARY SUPPLY, LLC. PW -JANITORIAL SUPPLIES 484.11 85408 10/09/24 Printed DATA TICKET, INC. PD -APPEAL PROCESSING AUGUST 2024 200.00 85409 10/09/24 Printed DATAPATH LLC IT -MICROSOFT 365 MONTHLY BILLING & MANAGED SERVICES AUG 2024 13,764.69 85410 10/09/24 Printed DAWSON-MAULDIN LLC PW -PROGRESS PAYMENT #1 AMBERWOOD SEWER TRUNK 177,932.62 85411 10/09/24 Printed DEPARTMENT OF JUSTICE PD -FINGERPRINTING AUGUST 2024 296.00 85412 10/09/24 Printed FAHRNEY ENTERPRISES INC. / TOYOTA

OF SELMA
FLEET -OIL CHANGE & TIRE ROTATION UNIT#321 143.48
85413 10/09/24 Printed JOEL A FEDOR / FEDOR PLUMBING PW -BACKFLOW INSPECTIONS 2,720.00 85414 10/09/24 Printed FRESNO COUNTY EDC ECO DEV -CVTC JULY 2024 R 45,466.87 85415 10/09/24 Printed FRESNO OXYGEN FD -MEDICAL OXYGEN 153.80 85416 10/09/24 Printed GUGU & ISHER VETERINARY INC /

SELMA PET CLINIC
PD -VETERINARY SERVICES 361.85
85417 10/09/24 Printed J'S COMMUNICATION INC. PD -TECH SERVICES FOR 2 UNIT DOCKING INSTALLS 550.00 85418 10/09/24 Printed JOHNSON CONTROLS SECURITY PW -TROUBLESHOOT FIRE ALARM AT SALAZAR CENTER 1,054.62 85419 10/09/24 Printed KINGS INDUSTRIAL OCCUPATION HR -PRE EMPLOYMENT PHYSICALS & DRUG TESTS 1,033.93 85420 10/09/24 Printed KNIGHT'S SITE SERVICES, INC. PD -TEMPORARY FENCING AT ANIMAL SHELTER 653.57 85421 10/09/24 Printed WILLIAM JAY LEIST / LEIST AND

ASSOCIATES
HR -INTERNAL AFFAIRS INVESTIGATION 5,143.45
85422 10/09/24 Printed LES SCHWAB TIRE CENTERS OF FLEET -OIL CHANGE & TIRE SERVICES 2,184.90 85423 10/09/24 Printed MACLEOD WATTS, INC. FIN -PREPARE GASB 75 6/30/24 1,930.00 85424 10/09/24 Printed MEDLINE INDUSTRIES, INC. FD -MEDICAL SUPPLIES 560.58 85425 10/09/24 Printed MIDSTATE AUTOMOTIVE EQUIPMENT

COMPANY
FLEET -ANNUAL 2 POST LIFT REPAIRS & INSPECTIONS 1,064.66 85426 10/09/24 Printed BLANCA MENDOZA NAVARRO ADMIN -LEAGUE OF CITIES ANNUAL CONFERENCE PER DIEM & MILEAGE 474.14 85427-
85428
10/09/24 Printed ODP BUSINESS SOLUTIONS LLC ADMIN -OFFICE SUPPLIES 569.38 85429 10/09/24 Printed ROBERT OROZCO JR / DAVE'S TOWING PD -TOWING OF VEHICLE TO SELMA PD FOR PROCESSING 330.00 85430 10/09/24 Printed RRM DESIGN GROUP COMM SERV -THOMPSON PARK PROJECT AUGUST 2024 G 4,486.25 85431 10/09/24 Printed SAN JOAQUIN VALLEY AIR POLLUTION

CONTROL DIST
PW -24/25 PORTABLE EQUIPMENT REGISTRATION 387.00
85432 10/09/24 Printed SITEONE LANDSCAPE SUPPLY, LLC. PW -IRRIGATION SUPPLIES 3,334.77 85433 10/09/24 Printed SOUTH COUNTY VETERINARY PD -VETERINARY SERVICES 47.00 85434 10/09/24 Printed SUNBELT RENTALS PD -PORTABLE AC/DEHU UNIT FOR ANIMAL SHELTER 8/7-10/1/24 2,881.37 85435 10/07/24 Void Void Check 0.00
85436 10/09/24 Printed SWANSON-FAHRNEY FORD SALES INC
/ FAHRNEY FORD
FLEET -AUTO SERVICE & PARTS 6,543.36
85437 10/09/24 Printed T&T PAVEMENT MARKINGS PW -MELTING POT FOR STREET STRIPING MACHINE 38,910.52 85438 10/09/24 Printed THE MOWER'S EDGE INC. FLEET -FUEL CAPS FOR WEED EATER & FLUID FOR MOWERS 75.45 85439 10/09/24 Printed TIREHUB, LLC. FLEET -PD INTERCEPTOR TIRES (STOCK) 2,681.37 85440 10/09/24 Printed JOHN TRUJILLO ADMIN -LEAGUE OF CITIES ANNUAL CONFERENCE PER DIEM & MILEAGE 474.14 85441 10/09/24 Printed WILLDAN ENGINEERING ENG -DIF UPDATE 7/1-7/26/24 4,315.00 85442 10/16/24 Printed ALTEC, INC. FLEET -BUCKET TRUCK INSPECTION & REPAIRS UNIT#2600 3,101.24 85443 10/16/24 Printed AT&T FIN -PD FIRE ALARM 9/23/24-10/22/24 464.37 85444 10/16/24 Printed AT&T FIN -PD FIRE ALARM 9/20/24-10/19/24 382.64 85445 10/16/24 Printed AT&T MOBILITY FIN -TELEPHONE/MDT'S 9/1/24-9/30/24 389.07 85446 10/16/24 Printed BENNY BACA / COOL AIR SPECIALTY PW -PD SEVER ROOM DIAGNOSTICS 127.00 85447 10/16/24 Printed BANNER PEST CONTROL INC FIN -PEST CONTROL SEPTEMBER 24 596.00 85448 10/16/24 Printed BELMONT NURSERY PW -ASSORTED FLOWERS FOR DOWNTOWN 199.46 85449 10/16/24 Printed JAY W. BROCK / TOP DOG TRAINING
CENTER
PD -SERVICE MAINTENANCE TRAINING 9/30/24 180.00
85450 10/16/24 Printed BROWN'S DOCK & DOOR, INC. PW -INSTALLED NEW DOORS AT SALAZAR CENTER 11,000.00 85451 10/16/24 Printed CALIFORNIA BUILDING STANDARDS BLDG -BUILDING STANDARDS FEE 7/1/24-9/30/24 R 929.70 85452 10/16/24 Printed CALIFORNIA PARK & RECREATION PW -MEMBERSHIP RENEWAL 185.00 85453 10/16/24 Printed CALIFORNIA TURF EQUIPMENT & PW -AIR FILTERS FOR HEDGE TRIMMERS 199.58 85454 10/16/24 Printed CALIFORNIA WATER SERVICE FIN -WATER SERVICE SEPTEMBER 2024 22,612.14 85455 10/16/24 Printed ROD CARSEY / ROD CARSEY

CONSULTING
BLDG -PLAN CHECKS SEPTEMBER 2024 9,965.45
85456 10/16/24 Printed CENCAL AUTO & TRUCK PARTS, INC FLEET -AUTO PARTS 1,210.86 85457 10/16/24 Printed CENTRAL CALIFORNIA ELECTRONICS PW -PD FIRE ALARM MONITORING 10/1/24-12/31/24 120.00 85458 10/16/24 Printed CENTRAL VALLEY ASTRONOMERS COMM SERV -ASTRONOMY NIGHT AT BRENTLINGER PARK 9/20/24 250.00 85459 10/16/24 Printed CENTRAL VALLEY LOCK & SAFE INC PW -KEYS FOR CITY HALL, SALAZAR CENTER, PARK RESTROOMS &

PADLOCKS
717.60
85460 10/16/24 Printed CLE INTERNATIONAL COMM DEV -CEQUA CONFERENCE 12/9-12/10/24 SAN FRANCISCO 1,095.00

CHECK REGISTER REPORT
CHECK
NUMBER
CHECK

DATE STATUS VENDOR NAME CHECK DESCRIPTION CATEGORY AMOUNT

CHECK REGISTER REPORT
85461 10/16/24 Printed COOK'S COMMUNICATION CORP PD -RADIOS FOR NEW DURANGO'S 19,059.25 85462 10/16/24 Printed DELRAY TIRE FD -TIRES FOR T111 2,216.87 85463 10/16/24 Printed DELTA DENTAL OF CALIFORNIA HR -DENTAL CLAIMS 9/20-10/3/24 7,010.30 85464 10/16/24 Printed DESTINY FAMILY HOMES BLDG -REFUND PERMIT RES-24-59 2,894.60 85465 10/16/24 Printed DIVISION OF THE STATE FIN -ADA FEE 7/1/24-9/30/24 R 129.20 85466 10/16/24 Printed FAHRNEY ENTERPRISES INC. / TOYOTA

OF SELMA
FLEET -OIL CHANGE & TIRE ROTATION UNIT#316 143.48
85467 10/16/24 Printed RICHARD FIGUEROA PD -SUPERVISORY COURSE TRAINING PER DIEM 10/28-11/8 150.00 85468 10/16/24 Printed FINANCIAL PACIFIC LEASING FD -SQUAD 111 ANNUAL LEASE 21,922.40 85469 10/16/24 Printed FREEWAY LANES FIN -BUSINESS LIC OVERPAYMENT REIMBURSEMENT 734.00 85470 10/16/24 Printed FRESNO COUNTY SHERIFF PD -RMS/JMS/CAD ACCESS FEES SEPTEMBER 2024 486.00 85471 10/16/24 Printed FRESNO COUNTY TREASURER COMM SERV -FOOD FACILITY INSPECTION 75.40 85472 10/16/24 Printed FRESNO ECONOMIC OPPORTUNITIES COMM SERV -SENIOR MEALS SEPTEMBER 2024 4,002.18 85473 10/16/24 Printed FRESNO OXYGEN FD -MEDICAL OXYGEN 281.90 85474 10/16/24 Printed FRESNO TRUCK CENTER INC PW -VALVE PARK BRAKE UNIT#1315 206.73 85475 10/16/24 Printed GAR BENNETT LLC PW -IRRIGATION SUPPLIES 57.71 85476 10/16/24 Printed GRENZ TPA INSURANCE ADMIN /

AMERICAN RIVER BENEFIT ADMIN
HR -FIRE EMPLOYEE LIFE INS PREMIUMS NOVEMBER 2024 615.42 85477 10/16/24 Printed GRISWOLD, LASALLE, COBB, DOWD CITY ATTORNEY -LEGAL FEES SEPTEMBER 2024 18,022.86 85478 10/16/24 Printed HEALTHWISE SERVICES, LLC. PD -38 GALLON PHAM KIOSK CONTAINER R 173.75 85479 10/16/24 Printed HPS MECHANICAL, INC. ENG -PROGRESS PAYMENT #2 CLARKSON LIFT STATION 14,250.00 85480 10/16/24 Printed JORGENSEN & COMPANY FD -FOUR GAS MONITORS W/ CALIBRATIONS 323.38 85481 10/16/24 Printed LABOR FIRST, LLC / RETIRE FIRST HR -RETIREE POST 65 PREMIUMS NOVEMBER 2024 5,016.00 85482 10/16/24 Printed LES SCHWAB TIRE CENTERS OF FD -MAINTENANCE SERVICE UNIT 8564 253.85 85483 10/16/24 Printed MADCO ELECTRIC INC. PW -REPAIRS TO CIRCUIT AT ARRANTS/MCCALL 7,500.00 85484 10/16/24 Printed MID VALLEY DISPOSAL LLC PW -SWEEPER PILE DISPOSAL AUGUST 2024 1,900.00 85485 10/16/24 Printed MYERS STEVENS & TOOHEY & CO. HR -POLICE EMPLOYEES LIFE INS SEPTEMBER 2024 646.00 85486 10/16/24 Printed ODP BUSINESS SOLUTIONS LLC ADMIN -OFFICE SUPPLIES 328.50 85487 10/16/24 Printed ROBERT OROZCO JR / DAVE'S TOWING PD -TOWING OF BROKEN DOWN VEHICLE IN SALLY PORT 330.00 85488 10/16/24 Printed PG&E FIN -UTILITIES SEPTEMBER 2024 690.95 85489 10/16/24 Printed PG&E FIN -UTILITIES SEPTEMBER 2024 53,711.89 85490 10/16/24 Printed PG&E FIN -UTILITIES SEPTEMBER 2024 8,451.28 85491 10/16/24 Printed PITNEY BOWES BANK INC PD -POSTAGE REFILL 135.25 85492 10/16/24 Printed PITNEY BOWES BANK INC FIN -POSTAGE REFILL FOR CITY HALL 1,083.68 85493 10/16/24 Printed PROFESSIONAL PRINT & MAIL, INC ADMIN -ENVELOPES 344.28 85494 10/16/24 Printed QUAD KNOPF, INC. PLANNING -PROFESSIONAL SERVICE 8/18/24-9/14/24 PARTIAL R 4,618.50 85495 10/16/24 Printed QUINN COMPANY PW -MASSEY FERGUSON TRACTOR 65,114.69 85496 10/16/24 Printed RAMOS HR CONSULTING INC HR -CLASSIFICATION AND COMPENSATION STUDY 5,400.00 85497 10/16/24 Printed DANIEL ANTHONY RIVAS FD -STRIKE TEAM REIMBURSEMENT R 1,163.30 85498 10/16/24 Printed ROBERT HALF FINANCE & HR -BOOKKEEPER & SENIOR ACCOUNTANT 9/27-10/4/24 10,292.50 85499 10/16/24 Printed GISELA ROSALES / CAMACHO TIRES FLEET -TIRE REPLACEMENTS UNIT#183 & 195 160.00 85500 10/16/24 Printed SUKHJEET SAMRA PD -CODE ENFORCEMENT COURSE PER DIEM 10/7-10/11/24 75.00 85501 10/16/24 Printed JONATHAN SARDISCO FD -PARAMEDIC RECERTIFICATION REIMBURSEMENT 298.00 85502 10/16/24 Printed KARANJOOT SINGH COMM DEV- REFUND CONDITIONAL USE PERMIT APP PLAN 24-14 4,175.00 85503 10/16/24 Printed SOCIAL VOCATIONAL SERVICES INC PW -RESTROOM MAINTENANCE SEPTEMBER 2024 1,238.40 85504 10/16/24 Printed SWANSON-FAHRNEY FORD SALES INC PW -AUTO PARTS UNIT#196 336.97 85505 10/16/24 Printed TARGET SOLUTIONS LEARNING LLC FD -VECTOR CHECK IT -VEHICLES & STATIONS 10/31/24-10/31/25 1,966.94 85506 10/16/24 Printed TEC WEST, INC. HR -ADMIN ASSIST,ACCOUNT CLERK 9/22-9/29/24 4,414.40 85507 10/16/24 Printed TELEFLEX LLC FD -MEDICAL SUPPLIES 733.86 85508 10/16/24 Printed TERRA WEST CONSTRUCTION INC. PW -CIP HIGHLAND & ROSE DEVELOPMENT PROJ PP#3 24,570.71 85509 10/16/24 Printed GLENDA THOMPSON COMM SERV -TRIP REFUND 35.00 85510 10/16/24 Void TYLER TECHNOLOGIES, INC. FIN -ACCOUNTING PROGRAM PROJECT MANAGEMENT (VOID-RECEIVED A

CREDIT INVOICE)
1,950.00
85511 10/16/24 Printed U.S. BANK EQUIPMENT FINANCE FIN -COPY MACHINE LEASES OCTOBER 2024 2,726.13 85512 10/16/24 Printed VALLEY SHREDDING LLC PD -RECYCLE SHREDDING ON SITE 69.00 85513 10/16/24 Printed VERIZON FD -VEHICLE TRACKING SEPTEMBER 2024 94.75 85514 10/16/24 Printed VERIZON WIRELESS FIN -CELL PHONES & AIRCARDS 8/19/24-9/18/24 2,547.68 85515 10/16/24 Printed VINCENT COMMUNICATIONS INC FD -RADIO ANTENNA 20.07 85516 10/16/24 Printed WA BUTLER COMPANY / COVETRUS

NORTH AMERICA
PD -ANIMAL CARE 2,627.64
85517-
85521
10/16/24 Printed YAMABE & HORN ENGINEERING, INC COMM DEV -ENGINEERING SERVICES AUGUST 2024 PARTIAL R 216,400.10 85522 10/22/24 Printed TENAYA LODGE AT YOSEMITE ADMIN -LODGING FEES FOR EXEC. MANAGEMENT TEAM RETREAT 4,697.00 TOTAL 1,032,213.72
Grant: G PD State Appropriation: PDSA (457) Reimbursement: R 10/17/24 IRG MASTER ECO DEV -CVTC NOVEMBER LEASE 12,350.42 10/17/24 IRG MASTER ECO DEV -CVTC UTILITIES 8/29-9/5/24 2,135.92

WIRE/EFT

EMPLOYEE NAME TRANSACTION DATE VENDOR NAME DESCRIPTION OF PURCHASE ACCOUNT NUMBER AMOUNT ALEJANDRO ALVAREZ 8/21/2024 FERA DOUBLE TREE HOTELS POST SLI COURSE SESSION 8 100-2200-610.915.000 515.58 ALEJANDRO ALVAREZ 8/21/2024 ARCO GAS STATION FUEL 701-9200-600.257.000 40.00 ALEJANDRO ALVAREZ 8/28/2024 CPTMA CA POLICE TRAINING MANAGERS 100-2200-610.900.000 250.00 ALEJANDRO ALVAREZ 8/29/2024 USPS POSTAGE (FBI ACADEMY; CHIEF) 100-2100-600.120.000 162.35 AMY SMART 8/23/2024 CRESO RESCO ECONOMY WORK TABLE AND ICE BIN FOR SENIOR CENTER 100-4500-656.895.000 1,238.12 AMY SMART 8/26/2024 WALGREENS PHOTO FRAMES FOR SENIOR CENTER 100-4100-600.250.000 54.81 AMY SMART 8/26/2024 ANTONIO'S SELMA CS TRAINING LUNCH 100-4100-610.915.000 130.31 AMY SMART 9/2/2024 HOBBY LOBBY OFFICE SUPPLIES 100-4100-600.250.000 27.23 AMY SMART 9/12/2024 GROSH BACKDROPS & DRAPERY BACKDROP FOR ADDAMS FAMILY PRODUCTION 100-4300-600.250.000 1,230.18 AMY SMART 9/13/2024 SAVE MART SPECIAL EVENTS TRAINING LUNCH 100-4100-610.915.000 114.84 AMY SMART 9/23/2024 KINGSBURG CLEANERS DRYCLEANING FOR EVENT TABLECLOTHS 100-4100-656.905.000 28.04 ANDREW GUZMAN 8/23/2024 COLLEGE OF THE SEQUOIAS CODE ENFORCEMENT TRAINING 100-2200-610.915.000 25.00 ANDREW GUZMAN 8/27/2024 PATRIOTIC DESIGNS PROMOTIONAL SIGNAGE 100-2200-600.250.000 600.00 ANDREW GUZMAN 8/28/2024 AMERICAN RED CROSS TRAINING NEW OFFICER 100-2200-610.915.000 20.00 ANDREW GUZMAN 8/29/2024 CODE 3 TECHNOLOGIES TELESCOPING MDT CAR MOUNTS 100-2200-600.250.000 696.81 ANDREW GUZMAN 9/11/2024 GALL'S FINGERPRINT KITS 100-2200-600.250.000 599.51 CALEB GARCIA 8/26/2024 MAVERICK DATA, CEDAR VALLEY UT WARRANT BUILDER TRAINING SUBSCRIPTION 100-2100-610.915.000 257.78 CALEB GARCIA 8/29/2024 CNOA, SAN JOSE, CA TRAINING 100-2100-610.915.000 350.00 CALEB GARCIA 8/30/2024 DOUBLE TREE HOTEL, WHITTIER CA HOTEL FOR TRAINING 100-2100-610.915.000 732.14 CALEB GARCIA 9/18/2024 USPS CERTIFIED MAIL 100-2100-600.250.000 12.68 CASSY L FAIN 9/8/2024 CHEVRON GAS STATION FUEL/TRAINING 701-9200-600.257.000 110.90 CASSY L FAIN 9/11/2024 HAMPTON INN/FOLSOM, CA HOTEL/TRAINING 100-2200-610.915.000 319.77 CASSY L FAIN 9/12/2024 CHEVRON GAS STATION FUEL/TRAINING 701-9200-600.257.000 82.96 CITY OF SELMA FIRE QRT MST 8/27/2024 NELSON'S ACE HARDWARE DC OFFICE MATERIALS 100-2525-600.100.000 (10.84) CITY OF SELMA FIRE QRT MST 8/27/2024 NELSON'S ACE HARDWARE DC OFFICE MATERIALS 100-2525-600.100.000 75.90 CITY OF SELMA STATION 1 8/26/2024 NAPA AUTO PARTS T-111 10 HR MAINTENANCE SUPPLIES 100-2525-600.250.000 136.56 CITY OF SELMA STATION 1 8/26/2024 THE HOME DEPOT T-111 10 HR MAINTENANCE ODORLESS MINERAL SPIRITS 100-2525-600.250.000 24.91 CITY OF SELMA STATION 1 9/5/2024 WAL-MART ST 1 AND ST 2 GATORADE 100-2525-600.250.000 82.80 CITY OF SELMA STATION 1 9/9/2024 MIRROR FINISH POLISHES ST 1 & 2 & 3 CAR WASH SOAP 100-2525-600.250.000 119.32 CITY OF SELMA STATION 1 9/9/2024 WAL-MART ST 1 & 2 & 3 STATION SUPPLIES 100-2525-600.250.000 68.71 CITY OF SELMA STATION 1 9/15/2024 THE HOME DEPOT ST 1 KEY, HITCH PIN, ST 1 TOOLS 295-2500-700.200.000 10.03 CITY OF SELMA STATION 1 9/16/2024 THE HOME DEPOT ST 1 FOAM TAPE, DOOR SEAL/SWEEP CAPTAIN'S ROOM 100-2525-600.250.000 22.63 CITY OF SELMA STATION 1 9/16/2024 THE HOME DEPOT ST 1 DISH SPONGES ST 1 SUPPLIES 100-2525-600.250.000 9.74 CITY OF SELMA STATION 1 9/17/2024 NAPA AUTO PARTS ST 1 WINDSHIELD BUG WASH E-111 & T-111 100-2525-600.250.000 13.00 CITY OF SELMA STATION 1 9/17/2024 IGNITION USA T-111 SEARAT TOOL 295-2500-700.200.000 87.99 CITY OF SELMA STATION 1 9/21/2024 NAPA AUTO PARTS E111 FUSE KIT 100-2525-600.250.000 7.58 CITY OF SELMA STATION 2 9/20/2024 THE HOME DEPOT FRIDGE FILTERS 100-2525-600.250.000 65.04 CITY OF SELMA TRAINING DIV 8/30/2024 CURTIS WEB READING MATERIALS ENGINEERS 295-2525-610.915.000 492.04 CITY OF SELMA TRAINING DIV 9/3/2024 RED HELMET ENGINEER KOVAN CLASS 295-2525-610.915.000 440.00 CITY OF SELMA TRAINING DIV 9/3/2024 RED HELMET ENGINEER GALARZA CLASS 295-2525-610.915.000 440.00 CITY OF SELMA TRAINING DIV 9/20/2024 LEGENDS TAP HOUSE ENGINEER ACADEMY LUNCH 100-2525-600.400.000 120.25 CYNTHIA GOMEZ 8/24/2024 STARBUCKS WORKING PANEL PER COMMANDER GARZA 100-2200-600.250.000 24.00 CYNTHIA GOMEZ 9/11/2024 AMAZON SUPPLIES FOR DEPARTMENT ID CARD MACHINE 100-2200-600.250.000 60.26 CYNTHIA GOMEZ 9/12/2024 HOBBY LOBBY SUPPLIES - VICTIM CARE BASKET 100-2200-600.250.000 109.75 CYNTHIA GOMEZ 9/12/2024 SAM'S CLUB ENHANCEMENT CORP. - SNACK BAR 800-0000-121.000.000 252.09 DANIEL DIAZ 8/22/2024 RITE AID MEDICAL SUPPLIES 600-2600-600.280.000 20.60 US BANK INVOICE FOR CALCARD CHARGES: 08/23/24-09/23/24

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Selma City CouncilNovember 3, 2024

Selma City Council
November 3, 2024