Agenda packet — Selma City Council, October 6, 2026 (part 1 of 2)

1 AGENDA

SELMA CITY COUNCIL

MEETING TUESDAY
October 06, 2026
5:00 p.m. Special Meeting
6:00 p.m. Regular Meeting
Selma City Council Chambers
1710 Tucker Street
Selma, CA 93662
Teleconference Phone Number: +1 301 715 8592
Webinar ID: 891 6864 5005 https://zoom.us/j/89168645005

WHEN ON THE PHONE, IF YOU WISH TO ADDRESS COUNCIL DURING THE PUBLIC COMMENT PORTION OF THE AGENDA, PRESS *9 TO “RAISE HAND” AND WE WILL SELECT YOU FROM THE MEETING CUE. PRESS *6 TO UNMUTE AND MUTE YOURSELF.

Notice to Meeting Attendees: Members of the audience shall not engage in disorderly or boisterous conduct including the utterance of threatening or abusive language or other acts which disturb, disrupt or impede or otherwise render the orderly conduct of a City Council meeting infeasible. 5:00 P.M. SPECIAL MEETING

CALL TO ORDER
ROLL CALL: Council Members Avalos, Oceguera, Trujillo, Mayor Pro Tem Guerra and Mayor Robertson
POTENTIAL CONFLICTS OF INTEREST: Any council member who has a potential conflict of interest may now identify the item and recuse themselves from discussing and voting on the matter.

AGENDA CHANGES OR DELETIONS: To better accommodate members of the public or inconvenience in the order of presentation, items on the agenda may not be presented or acted upon in the orderlisted.AdditionstoAgenda may be added only pursuant to California Government Code Section 54954.2 (b).

ORAL COMMUNICATIONS
NOTICE(S) TO THE PUBLIC: At this time, any member of the public may address the City Council regarding any item on the regular meeting agenda over which the Council has jurisdiction. No action or discussion will be taken on any item not on the agenda. Issues raised will be referred to the City Manager for review. Members of the public should limit their remarks to three (3) minutes.

CONVENE TO CLOSED SESSION
This item has been set aside for the City Council to meet in a closed session to discuss matters pursuant to Government Code Section 54956.9(d)(4). The City Attorney will provide an oral report regarding the Closed Session.
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1. Pending Litigation Pursuant to Government Code Section 54956.9 a. City of Selma v Santillan (FCSCT Case No. 25CECG05076) b. Santillan v City of Selma (FCSC Case No.: 25CECG04748) c. Venegas v City of Selma (FCSC Case No.: 26CU01955)

2. Public Employee Performance Evaluation
a. Pursuant to Government Code Section 54957 (b)(1)
b. Title: City Manager

ADJOURNMENT OUT OF CLOSED SESSION

RECONVENE TO OPEN SESSION

CITY ATTORNEY REPORT
After any closed session, the legislative body shall reconvene into open session prior to adjournment and shall make any disclosures required by Section 54957.1 of action taken in the closed session. 6:00 P.M. REGULAR MEETING

CALL TO ORDER
INVOCATION: Pastor Jose Alvarez
PLEDGE OF ALLEGIANCE: Mayor Pro Tem Guerra
ROLL CALL: Council Members Avalos, Oceguera, Trujillo, Mayor Pro Tem Guerra and Mayor Robertson
POTENTIAL CONFLICTS OF INTEREST: Any council member who has a potential conflict of interest may now identify the item and recuse themselves from discussing and voting on the matter.

AGENDA CHANGES OR DELETIONS: To better accommodate members of the public or inconvenience in the order of presentation, items on the agenda may not be presented or acted upon in the order listed. Additions to Agenda may be added only pursuant to California Government Code Section 54954.2 (b).

2 3
2 - CONSENT CALENDAR
All items listed under the consent calendar category are considered routine. The complete consent calendar will be enacted by one motion by ROLL CALL VOTE. For purposes of discussion, any Council member may have an item removed from the consent calendar and made part of the regular agenda. The council can then approve the remainder of the consent calendar.
2-1
2-2
Approval - Meeting Minutes - Regular Meeting dated September 15, 2026 and Special Meeting September 15, 2026
Approval - Check Register Dated 09/02/26 Check Numbers 90504 to 90615 Fallert
Moreno
2-3
2-4
2-5
2-6
2-7
Informational - Quarterly Report on City Hiring
Approval - Consideration of Resolution 2026-108 adding the classification of Senior Center Coordinator, authorizing changes to the Division Chief of EMS (Non-Safety) Classification and delete the Senior Center Activities Coordinator and Senior Nutrition Coordinator classifications.

Approval - Adopt Resolution 2026-109 approving a four-year Memorandum of Understanding between the City of Selma and the International Association of Firefighters Local 3716 for the period of July 1, 2026 through June 30.

Approval - Adopt Resolution 2026-110 approving a four-year Memorandum of Understanding between the City of Selma and the Fire Middle Management Employees for the period of July 1, 2026 through June 30, 2030.

Approval - Adopt Resolution 2026-111 amending the Master Salary Chart for Fire Department Classifications, Police Cadet Part-Time Wages and add the Senior Center Coordinator to the Chart effective October 17, 2026.

Fallert
Fallert
Fallert
Fallert
Fallert
3 - DEPARTMENTAL REPORTS
City staff and contract employees present will be recorded in the minutes. 4 - PUBLIC HEARING
No Scheduled Public Hearing
5 - REGULAR BUSINESS
5-1 Discussion Item - City’s Policy on Naming Parks and Facilities. Fletcher 6 - FUTURE AGENDA ITEMS
Council requests for future agenda items. Not subject to public comment. Items require a consensus. 7 - COUNCIL REPORTS / COUNCIL COMMITTEE REPORTS
Brief report by Council members on City related functions as authorized by the Brown Act.

ADJOURNMENT
Upcoming Council Meetings:
• City Council Regular Meeting, Tuesday, October 20, 2026 • City Council Regular Meeting, Tuesday, November 03, 2026 3 4
• City Council Regular Meeting, Tuesday, November 17, 2026 Agendas for all City Council meetings are posted at least 72 hours prior to the meeting at the Council Chambers, 1710 Tucker Street. The City of Selma complies with the Americans with Disabilities Act (ADA of 1990) and Government Code Section 54953(g), and the City Council has adopted a reasonable accommodation policy to swiftly resolve accommodation requests. The policy can also be found on the City’s website here. Please contact the City Clerk’s Office, (559) 891-2200, to make an accommodation request, or to obtain an electronic or printed copy of the policy.

PUBLIC NOTIFICATION
I, Arturo Aguilar, Analyst/Deputy City Clerk for the City of Selma, declare under penalty of perjury that I posted the above Regular City Council Agenda for the meeting of October 06, 2026, near the front entrance of City Hall located at 1710 Tucker Street, Selma, CA and on the City’s website www.cityofselma.com on October 01, 2026.
//s//
Arturo Aguilar
Analyst/Deputy City Clerk
4 This Page Left Blank Intentionally
5 1-1
Proclamation Recognizing the
Sikh Community and
Condemning the 1984 Sikh
Genocide
6 This Page Left Blank Intentionally
7 2-1
Approval
Meeting Minutes
8 City of Selma
Meeting Minutes
September 15, 2026
1 Meeting Minutes
Special Meeting of the Selma City Council
September 15, 2026
Selma City Council Chambers 1710
Tucker Street
Selma, CA 93662
CALL TO ORDER: The Special Meeting of the Selma City Council was called to order by Mayor Robertson at 5:30 p.m.

ROLL CALL: Council Members Avalos, Oceguera, Mayor Pro Tem Guerra, and Mayor Robertson

Absent: Trujillo
POTENTIAL CONFLICTS OF INTEREST: None
AGENDA CHANGES OR DELETIONS: None
ORAL COMMUNICATIONS: None
CONVENE TO CLOSED SESSION: 5:33 p.m.

1. Pending Litigation Pursuant to Government Code Section 54957 - Highland Rose LP v. City of Selma, FCSCT No. 25CECG00503 RECONVENE TO OPEN SESSION: 5:55p.m.

CITY ATTORNEY REPORT: Nathan Hodges, Attorney reported that council has given direction to negotiate and finalize a settlement agreement and bring it back to council at the October 6, 2026 meeting.

ADJORNMENT: 5:56 p.m.

Approved the 6th day of October 2026.

APPROVED:
_________________________
Scott Robertson,
Mayor
ATTEST:
______________________________
Mirium Cruz
Interim City Clerk
9 City of Selma
Meeting Minutes
September 15, 2026
2 Meeting Minutes
Regular Meeting of the Selma City Council
September 15, 2026
CALL TO ORDER: Mayor Robertson called the meeting to order at 6:02 p.m.

INVOCATION: Mayor Robertson
PLEDGE OF ALLEGIANCE: Mayor Robertson
ROLL CALL: Council Members Avalos, Oceguera, Mayor Pro Tem Guerra, and Mayor Robertson, Absent: Trujillo

STAFF PRESENT: City Manager, Rogers, City Attorney, Constanzo, Deputy City Manager, Fallert, Finance Director, Moreno, Interim City Clerk, Cruz, Deputy City Clerk, Aguilar Police Chief Alcaraz, Public Works Director, Honn, Community Development Director, Mtunga, Public Information Director, Moreno, Engineering Staff Mohammad Alimi and Community Services Director, Fletcher.

POTENTIAL CONFLICTS OF INTEREST: None
AGENDA CHANGES OR DELETIONS: None
ORAL COMMUNICATIONS: None
1 - SPECIAL PRESENTATIONS
No Special Presentations

2 - CONSENT CALENDAR
All items listed under the consent calendar category are considered routine. The complete consent calendar will be enacted by one motion by ROLL CALL VOTE. For purposes of discussion, any Council member may have an item removed from the consent calendar and made part of the regular agenda. The council can then approve the remainder of the consent calendar. 2-1
2-2
Approval – Meeting Minutes – Regular Meeting dated September 1, 2026 and Special Meeting September 8, 2026
Approval - Check Register Dated 08/19/26 Check Numbers 90403 to 90503 2-3
2-4
Action item – Adopt Resolution 2026-96 awarding a construction contract to R.J.

Berry Jr., Inc. for the Selma FY 24-25 Street Rehabilitation, and Consideration of Resolution 2026-97 Amending the FY 26-27 Budget for the Specific Capital Improvement Projects
Action item – Adopt Resolution 2026-98 authorizing and filing the City of Selma Transportation Development Act (TDA) Funding Claim for Fiscal Year 2026- 2027, in accordance with the Fresno Council of Governments (Fresno COG)

10 City of Selma
Meeting Minutes
September 15, 2026
3 2-5
2-6
2-7
2-8
2-9
2-10
2-11
2-12
2-13
Policy Board’s approval of TDA funds apportionment and claims process Receive and file the City of Selma Cash and Investment Report-Q4 Fiscal Year 2025-26
Action item – Adopt Resolution 2026-99 approving the California Arts Council Arts and Youth Grant (AAY-26-30588)
Action item – Adopt Resolution 2026-100 Approving the California Arts Councils General Operating Support Grant (GEN-26-30573)
Action Item – Adopt Resolution 2026-101 Authorizing the Special Event Fee Waiver- Soup & Bread Festival
Action Item – Adopt Resolution 2026-102 Approving a Nonemergent Transportation Services Agreement between the City of Selma and Hanford Community Hospital dba Adventist Health Hanford, Hanford Community Hospital dba Adventist Health Selma, and Authorization for the City Manager or Designee to Execute All Necessary Associated Documents
Action Item – Adopt Resolution 2026-103 Approving the Purchase and Installation of an Automated External Defibrillator (AED) at the Selma Senior Center, Authorization for CPR/AED Training for SPARKS Staff and Authorizing the City Manager or Designee to Execute All Necessary Associated Documents
Action Item – Adopt Resolution 2026-104 Approving Amendment VII to the Agreement for Contracted Services Between the Fresno County Rural Transit Agency and the City of Selma
Action Item – Adopt Resolution 2026-105 authorizing the appointment of the City Manager and Deputy City Manager as Plan Sponsor for Mission Square Retirement 457 Employee Defined Contribution Retirement Plan Action Item – Adopt Resolution 2026-106 Authorizing the City Manager, or His Designee, to Execute a Shared Use Agreement with Walmart for the Placement of a Solar Canopy Structure Over a City Storm Drain Line
Moved by: Avalos Second by: Guerra Motion Carried 4-0
Moved to approve items 2-1, 2-3 thru 2-10, and 2-13
Moved by: Avalos Second by: Oceguera Motion Carried 4-0 Moved to approve item 2-2
Moved by: Avalos Second by: Guerra Motion Carried 4-0
Moved to approve item 2-11
Moved by: Robertson Second by: Oceguera Motion Carried 4-0 Moved to approve item 2-12

3 - DEPARTMENTAL REPORTS
City staff and contract employees present will be recorded in the minutes. 11 City of Selma
Meeting Minutes
September 15, 2026
4 4 – PUBLIC HEARING
4-1 Consideration and Necessary Action on Resolution of Necessity 2026-95, Declaring the Public Interest and Necessity Require Identified Real Property to be Taken or Acquired by the City of Selma for a Public Use and Purpose.

Neither Mr. Singh nor a representative of TMMT Farms were present to speak.

Moved by: Guerra Second by: Avalos Motion Carried 4-0
All consent calendar items approved on one motion
5 – REGULAR BUSINESS
5-1 Adopt Resolution 2026-107 Approving a Professional Services Agreement between Vitalvoice.ai Inc. and the City of Selma for Real-Time Language Interpretation, Transcription, and AI-Assisted Communication Services for the Selma Fire Department EMS Operations Division, and Authorization for the City Manager or Designee to Execute All Necessary Associated Documents
Moved by: Avalos Second by: Guerra Motion Carried 4-0

6 - FUTURE AGENDA ITEMS
Council requests for future agenda items. Not subject to public comment. Items require a consensus.

1. Avalos – No items

2. Oceguera – Would like a monthly report on Animal Services

3. Guerra – Would like to know timeline for old Save Mart building opening

4. Robertson – Would like to have a report on having a vendor for after-hours pick-up for Animals 7 - COUNCIL REPORTS / COUNCIL COMMITTEE REPORTS
Brief report by Council members on City related functions as authorized by the Brown Act.

ORAL COMMUNICATIONS:

Bryan Ramirez expressed need of after-hours Animal Services 7:00pm

ADJOURNMENT: 7:03 p.m.

Approved the 6th day of October 2026.

APPROVED:
_________________________
Scott Robertson
ATTEST: Mayor
______________________________
Mirium Cruz
Interim City Clerk
12 This Page Left Blank Intentionally
13 2-2
Approval
Check Register
14 EMPLOYEE NAME TRANSACTION DATE VENDOR NAME DESCRIPTION OF PURCHASE ACCOUNT # AMOUNT ALEJANDRO ALVAREZ 07/30/2026 CECILIA SANCHEZ NOTARY SERVICES POLICE OFFICER CANDIDATES AUTHORIZATION WAIVER (2) 1000-3120-610000 60.00 ALEJANDRO ALVAREZ 08/01/2026 HILTON GARDEN INN FTO TRAINING (08/17-08/21) - CARLOS ROMERO 1000-3120-660000 204.61 ALEJANDRO ALVAREZ 08/01/2026 HILTON GARDEN INN FTO TRAINING (08/17-08/21) - CARLOS ROMERO 1000-3120-660000 144.27 ALEJANDRO ALVAREZ 08/01/2026 HILTON GARDEN INN FTO TRAINING (08/17-08/21) - CARLOS ROMERO 1000-3120-660000 220.90 ALEJANDRO ALVAREZ 08/01/2026 HILTON GARDEN INN FTO TRAINING (08/17-08/21) - CARLOS ROMERO 1000-3120-660000 189.15 ALEJANDRO ALVAREZ 08/01/2026 HILTON GARDEN INN FTO TRAINING (08/17-08/21) - CARLOS ROMERO 1000-3120-660000 162.29 ALEJANDRO ALVAREZ 08/13/2026 THE HOME DEPOT CODE ENFORCEMENT STAKES 1000-3131-610000 20.59 ANDREW GUZMAN 07/25/2026 HAMPTON INN AND SUITES SLI TRAINING 1000-3120-660000 505.59 ANDREW GUZMAN 08/03/2026 WINE & ROSES HOTEL K9 LIABILITY TRAINING 1000-3120-660000 29.89 ANDREW GUZMAN 08/21/2026 ARCO GAS STATION FUEL DURING TRAINING 6002-8030-610006 50.03 ANDREW GUZMAN 08/21/2026 HAMPTON INN AND SUITES SLI TRAINING 1000-3120-660000 505.59 ANIMAL SERVICES 07/21/2026 THE HOME DEPOT LIGHT BULBS 1000-6400-610011 32.50 ANIMAL SERVICES 07/22/2026 AMAZON DISINFECTANT CLEANER 1000-6400-610011 472.92 ANIMAL SERVICES 07/25/2026 ELM AVE FEED CAT FOOD 1000-6400-610011 110.58 ANIMAL SERVICES 07/25/2026 ELM AVE FEED CAT LITTER 1000-6400-610011 56.95 ANIMAL SERVICES 07/28/2026 THE HOME DEPOT CLEANING BRUSHES 1000-6400-610011 157.13 ANIMAL SERVICES 08/01/2026 THE HOME DEPOT MOP BUCKET & WATER 1000-6400-610011 245.69 ANIMAL SERVICES 08/04/2026 ELM AVE FEED DOG FOOD 1000-6400-610011 424.58 ANIMAL SERVICES 08/05/2026 ACE HARDWARE RUBBER MALLET 1000-6400-610011 13.43 ANIMAL SERVICES 08/06/2026 AMAZON BITE GLOVES 1000-6400-610011 72.66 ANIMAL SERVICES 08/06/2026 AMAZON BITE GLOVES 1000-6400-610011 41.21 ANIMAL SERVICES 08/06/2026 WALMART OFFICE SUPPLIES 1000-6400-610001 81.58 ANIMAL SERVICES 08/06/2026 WALMART KENNEL TECH WORK CLOTHING 1000-6400-604007 87.75 ANIMAL SERVICES 08/14/2026 WALMART GLOVES 1000-6400-610011 23.71 ANIMAL SERVICES 08/14/2026 AUTOZONE LATEX GLOVES 1000-6400-610011 95.42 ANIMAL SERVICES 08/17/2026 AMAZON FILE FOLDERS 1000-6400-610001 113.88 ANIMAL SERVICES 08/17/2026 AMAZON LATEX GLOVES 1000-6400-610011 153.62 ANIMAL SERVICES 08/17/2026 AMAZON LATEX GLOVES 1000-6400-610011 155.40 ANIMAL SERVICES 08/18/2026 WALMART CAT FOOD 1000-6400-610011 122.85 ANIMAL SERVICES 08/19/2026 AMAZON ANIMAL HANDLING TOOL 1000-6400-610011 29.28 ANIMAL SERVICES 08/22/2026 ELM AVE FEED CAT LITTER 1000-6400-610011 141.83 ANIMAL SERVICES 08/22/2026 AMAZON DISINFECTANT CLEANER 1000-6400-610011 236.46 ANTHONY RIVAS 07/25/2026 AMAZON WIRELESS MOBILE PRINTER AND INK 1000-3230-610000 428.08 ANTHONY RIVAS 08/11/2026 AMAZON PRINTER RETURN 1000-3230-610000 (384.50) ANTHONY RIVAS 08/11/2026 AMAZON WIRELESS MOBILE PRINTER 1000-3230-610000 379.65 CALEB GARCIA 08/01/2026 MCDONALD'S SUPPLIES (MEAL FOR VICTIM) 1000-3130-610000 11.47 CALEB GARCIA 08/14/2026 USPS POSTAGE 1000-3130-610003 8.15 CALEB GARCIA 08/17/2026 GULF OIL GAS STATION FUEL 6002-8030-610006 38.79 CITY OF SELMA STATION 1 07/26/2026 THE HOME DEPOT DEGREASER 1000-3220-610000 14.08 CITY OF SELMA STATION 1 07/30/2026 NAPA AUTO PARTS INTERN HELMET SCREWS 1000-3220-604020 7.04 CITY OF SELMA STATION 1 08/13/2026 WALMART ST 1, 2, & 3 CLEANING SUPPLIES 1000-3220-610000 177.50 CITY OF SELMA STATION 1 08/13/2026 WALMART ST 1, 2, & 3 CLEANING SUPPLIES 5000-3300-610000 88.75 CITY OF SELMA STATION 1 08/18/2026 NAPA AUTO PARTS RADIATOR FLUID 1000-3220-604008 29.28 CITY OF SELMA STATION 2 07/24/2026 TAYLOR'S TINS INTERN PPE 1000-3220-604020 216.00 CITY OF SELMA STATION 2 07/27/2026 ACE HARDWARE PPE STORAGE AT STATION 1000-3220-610000 16.26 CITY OF SELMA STATION 2 07/29/2026 ACE HARDWARE TOILET REPAIR PARTS 1000-3220-610000 24.97 CITY OF SELMA STATION 2 08/11/2026 THE HOME DEPOT STATION FAN 1000-3220-610000 164.99 City of Selma
US Bank Invoice for Cal-Card Transactions
Period: 07/23/2026 - 08/24/2026
US Bank Invoice for Cal-Card Transactions Page 1 of 8
15 EMPLOYEE NAME TRANSACTION DATE VENDOR NAME DESCRIPTION OF PURCHASE ACCOUNT # AMOUNT City of Selma
US Bank Invoice for Cal-Card Transactions
Period: 07/23/2026 - 08/24/2026
CITY OF SELMA STATION 2 08/22/2026 EL TORO LOCO MARKET STATION CLEANING SUPPLIES 1000-3220-610000 16.56 CYNTHIA GOMEZ 08/15/2026 FOOD 4 LESS OIS/HOMICIDE INVESTIGATION DRINKS 1000-3130-610000 38.45 CYNTHIA GOMEZ 08/15/2026 DELI DELICIOUS OIS/HOMICIDE INVESTIGATION FOOD 1000-3130-610000 129.00 CYNTHIA GOMEZ 08/17/2026 CITY OF SACRAMENTO CTO TRAINING - DISPATCHER TRISTAN 1000-3132-660000 224.00 CYNTHIA GOMEZ 08/23/2026 AMAZON SUPPLIES 1000-3131-610000 35.23 DANIEL DIAZ 07/23/2026 AMAZON AMBULANCE CONTAINERS 5000-3300-610000 34.76 DANIEL DIAZ 07/26/2026 AMAZON IPAD CASES 5000-3300-610000 90.24 DANIEL DIAZ 07/27/2026 CENTRAL VALLEY MEDICAL EDUCATION ACLS TRAINING 5000-3300-660000 120.00 DANIEL DIAZ 07/27/2026 DPH EMERGENCY MEDICAL SERVICES PARAMEDIC RECERTIFICATION 5000-3300-661001 78.00 DANIEL DIAZ 08/13/2026 UNITED AIRLINES FLIGHT 1000-3210-662000 468.41 DANIEL DIAZ 08/13/2026 EMERGENCY MEDICAL SERVICE PARAMEDIC RECERTIFICATION 5000-3300-661001 250.00 DANIEL DIAZ 08/13/2026 UNITED AIRLINES SEAT PURCHASE ON FLIGHT 1000-3210-662000 10.95 DANIEL DIAZ 08/17/2026 DPH EMERGENCY MEDICAL SERVICES PARAMEDIC RECERTIFICATION 5000-3300-661001 78.00 DANIEL DIAZ 08/18/2026 CE SOLUTIONS TRAINING 5000-3300-660000 414.92 DONAVON FULLNER 07/26/2026 NORTHERN FOOD MART BISCAR INCIDENT - FUEL (WILL BE REIMBURSED) 1000-3220-604016 126.16 DONAVON FULLNER 07/27/2026 ENTERPRISE RENT-A-CAR BISCAR INCIDENT RENTAL VEHICLE (WILL BE REIMBURSED) 1000-3220-604016 388.55 DONAVON FULLNER 07/28/2026 SURESTAY PLUS BY BEST WESTERN BISCAR INCIDENT- LODGING (WILL BE REIMBURSED) 1000-3220-604016 188.74 DONAVON FULLNER 07/28/2026 CHEVRON GAS STATION CASTLE INCIDENT - FUEL (WILL BE REIMBURSED) 1000-3220-604016 94.05 DONAVON FULLNER 07/30/2026 CREEKSIDE HOTEL & SUITES CASTLE INCIDENT - LODGING (WILL BE REIMBURSED) 1000-3220-604016 304.64 DONAVON FULLNER 08/07/2026 CHEVRON GAS STATION CASTLE INCIDENT - FUEL 1000-3220-604016 175.00 DONAVON FULLNER 08/07/2026 ROLLING HILLS RESORT CASTLE INCIDENT - LODGING (WILL BE REIMBURSED) 1000-3220-604016 121.00 DWAYNE MCPHERSON 07/23/2026 CHEVRON GAS STATION FUEL 2045-3130-610006 80.23 DWAYNE MCPHERSON 07/28/2026 CHEVRON GAS STATION FUEL 2045-3130-610006 75.17 DWAYNE MCPHERSON 07/30/2026 CHEVRON GAS STATION FUEL 2045-3130-610006 84.60 DWAYNE MCPHERSON 08/02/2026 AUTOZONE AC REFRIGERANT (TOYOTA CAMRY) 2045-3130-610000 92.21 DWAYNE MCPHERSON 08/04/2026 ARCO GAS STATION FUEL 2045-3130-610006 73.07 DWAYNE MCPHERSON 08/07/2026 CIRCLE K GAS STATION FUEL 2045-3130-610006 70.26 DWAYNE MCPHERSON 08/11/2026 ARCO GAS STATION FUEL 2045-3130-610006 74.33 DWAYNE MCPHERSON 08/13/2026 ARCO GAS STATION FUEL 2045-3130-610006 63.35 DWAYNE MCPHERSON 08/17/2026 CHEVRON GAS STATION FUEL 2045-3130-610006 79.26 DWAYNE MCPHERSON 08/20/2026 SHELL GAS STATION FUEL 2045-3130-610006 69.44 EMS DIVISION 552 07/29/2026 ACE HARDWARE SUPPLIES 5000-3300-610000 73.72 EMS DIVISION 552 08/17/2026 CIRCLE K GAS STATION FUEL 6002-8030-610006 83.46 EMS DIVISION 552 08/18/2026 MIRROR FINISH POLISHES CAR WASH SUPPLIES 5000-3300-610000 23.43 EMS DIVISION 553 07/23/2026 CHEVRON GAS STATION FUEL 6002-8030-610006 150.14 EMS DIVISION 553 08/05/2026 SHELL GAS STATION FUEL - GANN FIRE (WILL BE REIMBURSED) 1000-3220-604016 104.85 EMS DIVISION 553 08/09/2026 SHELL GAS STATION FUEL - GANN FIRE (WILL BE REIMBURSED) 1000-3220-604016 108.53 EMS DIVISION 553 08/09/2026 WALMART HEADLIGHT 5000-3300-604008 36.68 EMS DIVISION 553 08/11/2026 SHELL GAS STATION FUEL - GANN FIRE (WILL BE REIMBURSED) 1000-3220-604016 84.70 EMS DIVISION 553 08/12/2026 SHELL GAS STATION FUEL - GANN FIRE (WILL BE REIMBURSED) 1000-3220-604016 66.99 EMS DIVISION 556 07/23/2026 ACE HARDWARE SUPPLIES 5000-3300-610000 203.82 EMS DIVISION 556 08/02/2026 CHEVRON GAS STATION FUEL 6002-8030-610006 122.43 EMS DIVISION 557 08/05/2026 ACE HARDWARE SUPPLIES 5000-3300-610000 17.35 EMS DIVISION 557 08/09/2026 WALGREENS MEDICAL SUPPLIES 5000-3300-610009 21.68 FINANCE DEPARTMENT 07/28/2026 CANVA SUBSCRIPTION 1000-1500-604012 128.99 FINANCE DEPARTMENT 08/01/2026 SPECTRUMVOIP, INC. FCC MANDATED E911 6004-8050-640000 34.77 FINANCE DEPARTMENT 08/20/2026 AT&T U-VERSE INTERNET FOR WEED & SEED 1000-3120-642000 170.49 US Bank Invoice for Cal-Card Transactions Page 2 of 8
16 EMPLOYEE NAME TRANSACTION DATE VENDOR NAME DESCRIPTION OF PURCHASE ACCOUNT # AMOUNT City of Selma
US Bank Invoice for Cal-Card Transactions
Period: 07/23/2026 - 08/24/2026
HUMAN RESOURCES 08/20/2026 CALPELRA CALPELRA CONFERENCE 2026 1000-1400-662000 975.00 HUMAN RESOURCES 08/20/2026 CALPELRA CALPELRA MEMBERSHIP 1000-1400-663000 390.00 JASON ROGERS 07/23/2026 LEGENDS TAP HOUSE & GRILL MAYOR/CITY MANAGER LUNCH MEETING 1000-1300-662000 48.59 JASON ROGERS 08/12/2026 FRESNO COUNTY CLERK CEQA NOE FILING 1000-5200-600000 50.00 JASON ROGERS 08/12/2026 FRESNO COUNTY CLERK CEQA NOE FILING SERVICE FEE 1000-5200-600000 1.15 JASON ROGERS 08/20/2026 RODOLFO'S MEXICAN RESTAURANT MAYOR/CITY MANAGER LUNCH MEETING 1000-1300-662000 35.26 JASON ROGERS 08/20/2026 CECILIA SANCHEZ NOTARY SERVICES NOTARY SERVICES RINGO PARK PROJECT 1000-5400-600000 30.00 JONATHON KUTKA 08/06/2026 THE HOME DEPOT SURGE PROTECTOR - CITY HALL 1000-1400-610000 32.30 JONATHON KUTKA 08/12/2026 PATCH SUPPLY, INC. CHRIS NELSON PATCHES - PPE 1000-3220-604019 324.97 JONATHON KUTKA 08/22/2026 BEST BUY REFRIGERATOR STATION 2 1000-3220-610000 1,029.42 JONATHON KUTKA 08/22/2026 BEST BUY REFRIGERATOR STATION 2 5000-3300-610000 1,029.41 JORDAN WEBSTER 08/03/2026 CALIFORNIA FIRE CHIEFS ASSOCIATION ANNUAL MEMBERSHIP 1000-3210-663000 1,083.00 JORDAN WEBSTER 08/03/2026 CALIFORNIA FIRE CHIEFS ASSOCIATION ANNUAL MEMBERSHIP 5000-3300-660000 250.00 JORDAN WEBSTER 08/06/2026 CALIFORNIA FIRE CHIEFS ASSOCIATION ANNUAL CONFERENCE REGISTRATION 1000-3210-662000 600.00 JORDAN WEBSTER 08/09/2026 WALMART TIRES 1000-3220-604008 502.90 JOSELYNN RIZO 07/23/2026 AMAZON EVIDENCE TRUCK WEATHER MATS 1000-3120-610000 141.00 JOSELYNN RIZO 08/05/2026 AMAZON OFFICE SUPPLIES-ENVELOPES 1000-3131-610000 20.56 JOSELYNN RIZO 08/05/2026 AMAZON BREAK ROOM ICE MACHINE FILTER 1000-3131-610000 136.44 JOSELYNN RIZO 08/14/2026 AMAZON OFFICE SUPPLIES-VACUUM 1000-3131-610000 37.96 JOSELYNN RIZO 08/16/2026 AMAZON OFFICE SUPPLIES-KLEENEX, PENS, DRAIN STICKS, PERMANENT MARKERS 1000-3131-610000 91.24 JOSELYNN RIZO 08/17/2026 PANADERIA VANESSA COMMANDER INTERVIEW PANEL 1000-3110-610000 12.50 JOSELYNN RIZO 08/18/2026 DASH MEDICAL GLOVES EVIDENCE GLOVES 1000-3120-610000 246.94 JOSELYNN RIZO 08/20/2026 AMAZON SUPPLIES-BINDERS, EXTERIOR PD FLAG 1000-3131-610000 98.25 KIZITO OKOROANYANWU 07/21/2026 NAPA AUTO PARTS A/C FILTER DRYER 5002-4200-610004 103.15 KIZITO OKOROANYANWU 07/21/2026 TRUCK PRO DOT FITTINGS 5002-4200-610004 216.09 KIZITO OKOROANYANWU 07/22/2026 NAPA AUTO PARTS BRAKE PAD 5002-4200-610004 129.40 KIZITO OKOROANYANWU 07/22/2026 NAPA AUTO PARTS BRAKE PAD PAYMENT 5002-4200-610004 71.91 KIZITO OKOROANYANWU 07/22/2026 NAPA AUTO PARTS REFUND BRAKE PAD 5002-4200-610004 (71.91) KIZITO OKOROANYANWU 07/23/2026 FLEETPRIDE AIR RIDE BAG REAR ARBOC 5002-4200-610004 2,077.44 KIZITO OKOROANYANWU 07/23/2026 TRUCK PRO RT 195 RELAY 5002-4200-610004 205.32 KIZITO OKOROANYANWU 07/24/2026 O'REILLY AUTO PARTS ABS SENSOR ARBOC 5002-4200-610004 42.70 KIZITO OKOROANYANWU 07/27/2026 NAPA AUTO PARTS COOLANT ARBOC 5002-4200-610004 66.97 KIZITO OKOROANYANWU 07/28/2026 NAPA AUTO PARTS A/C COMPRESSOR REAR ABC 5002-4200-610004 531.78 KIZITO OKOROANYANWU 07/28/2026 NAPA AUTO PARTS ARB A/C DRIER FILTER 5002-4200-610004 593.21 KIZITO OKOROANYANWU 07/28/2026 NAPA AUTO PARTS AC COMPRESSOR 5002-4200-610004 532.40 KIZITO OKOROANYANWU 07/28/2026 NAPA AUTO PARTS ELD BELT V 5002-4200-610004 67.38 KIZITO OKOROANYANWU 07/28/2026 NAPA AUTO PARTS ARBOC RELAY 5002-4200-610004 32.41 KIZITO OKOROANYANWU 07/29/2026 NAPA AUTO PARTS AC COMPRESSOR 5002-4200-610004 252.36 KIZITO OKOROANYANWU 07/29/2026 NAPA AUTO PARTS ARBOC AIR FILTER 5002-4200-610004 61.67 KIZITO OKOROANYANWU 07/29/2026 NAPA AUTO PARTS RELAY 5002-4200-610004 146.05 KIZITO OKOROANYANWU 07/30/2026 AMAZON EL D BENDIX DRYER 5002-4200-610004 644.70 KIZITO OKOROANYANWU 07/30/2026 J&F DIESEL REPAIR RT 150 REPAIR 5002-4200-600000 1,098.90 KIZITO OKOROANYANWU 07/30/2026 J&F DIESEL REPAIR RT 155 REPAIR 5002-4200-600000 976.80 KIZITO OKOROANYANWU 07/30/2026 J&F DIESEL REPAIR RT 192 REPAIR 5002-4200-600000 1,287.51 KIZITO OKOROANYANWU 07/31/2026 NAPA AUTO PARTS MOTOR DRIVE OIL BYD 5002-4200-610004 613.30 KIZITO OKOROANYANWU 07/31/2026 NAPA AUTO PARTS RADIATOR CAP 5002-4200-610004 101.42 KIZITO OKOROANYANWU 07/31/2026 FUTURE FORD OF CLOVIS RT 171 REPAIR 5002-4200-600000 1,030.88 US Bank Invoice for Cal-Card Transactions Page 3 of 8
17 EMPLOYEE NAME TRANSACTION DATE VENDOR NAME DESCRIPTION OF PURCHASE ACCOUNT # AMOUNT City of Selma
US Bank Invoice for Cal-Card Transactions
Period: 07/23/2026 - 08/24/2026
KIZITO OKOROANYANWU 08/03/2026 O'REILLY AUTO PARTS BATTERY RT VOYAGER 5002-4200-610004 803.30 KIZITO OKOROANYANWU 08/04/2026 FRONTIER FASTENER SUPPLIES 5002-4200-610000 74.38 KIZITO OKOROANYANWU 08/05/2026 TRUCK PRO AIR DRYER 5002-4200-610004 892.78 KIZITO OKOROANYANWU 08/05/2026 WWW.APPS4RENT.COM FLEETMATE CLOUD SUB 5002-4200-600000 145.95 KIZITO OKOROANYANWU 08/08/2026 AMAZON SUPPLIES 5002-4200-610000 111.71 KIZITO OKOROANYANWU 08/10/2026 SOUTHERN TIRE MART RT 219 NEW TIRES X4 5002-4200-610004 3,236.37 KIZITO OKOROANYANWU 08/10/2026 NAPA AUTO PARTS BRAKE PAD 5002-4200-610004 573.40 KIZITO OKOROANYANWU 08/10/2026 THE HOME DEPOT DETAILER SUPPLIES 5002-4200-610000 632.03 KIZITO OKOROANYANWU 08/10/2026 NAPA AUTO PARTS RADIATOR 5002-4200-610004 260.75 KIZITO OKOROANYANWU 08/10/2026 NAPA AUTO PARTS ARBC REAR MAIN SEAL 5002-4200-610004 34.16 KIZITO OKOROANYANWU 08/10/2026 FRESNO CHRYSLER JEEP RT 235 REPAIR 5002-4200-600000 242.05 KIZITO OKOROANYANWU 08/11/2026 O'REILLY AUTO PARTS FAN CLUTCH 5002-4200-610004 327.87 KIZITO OKOROANYANWU 08/11/2026 THE HOME DEPOT PEST CONTROL 5002-4200-610004 154.83 KIZITO OKOROANYANWU 08/12/2026 O'REILLY AUTO PARTS REFUND FAN CLUTCH 5002-4200-610004 (158.62) KIZITO OKOROANYANWU 08/12/2026 O'REILLY AUTO PARTS RT 168 SENSOR TEMP 5002-4200-610004 361.00 KIZITO OKOROANYANWU 08/12/2026 O'REILLY AUTO PARTS RT 168 WATER PUMP 5002-4200-610004 164.51 KIZITO OKOROANYANWU 08/13/2026 O'REILLY AUTO PARTS ANTIFREEZE DEX5050 5002-4200-610004 16.26 KIZITO OKOROANYANWU 08/13/2026 O'REILLY AUTO PARTS RT 185 BATTERY 5002-4200-610004 255.82 KIZITO OKOROANYANWU 08/13/2026 O'REILLY AUTO PARTS RT 168 ORDEX5050 5002-4200-610004 81.30 KIZITO OKOROANYANWU 08/13/2026 O'REILLY AUTO PARTS TRUCK COVER LIFT 5002-4200-610004 97.62 KIZITO OKOROANYANWU 08/14/2026 SELMA CHRYSLER DODGE JEEP RT 232 REPAIR 5002-4200-600000 484.10 KIZITO OKOROANYANWU 08/14/2026 AMAZON SHOP SUPPLIES 5002-4200-610000 177.86 KIZITO OKOROANYANWU 08/15/2026 AMAZON SHOP SUPPLIES 5002-4200-610000 41.21 KIZITO OKOROANYANWU 08/17/2026 FLEETPRIDE AIR BAG AIR LIFT ELD X2 5002-4200-610004 367.09 KIZITO OKOROANYANWU 08/17/2026 FAHRNEY FORD RT 256 REPAIR 5002-4200-600000 2,380.12 KIZITO OKOROANYANWU 08/18/2026 O'REILLY AUTO PARTS RELAY 5002-4200-610004 9.74 KIZITO OKOROANYANWU 08/18/2026 NAPA AUTO PARTS RELAY 5002-4200-610004 16.21 KIZITO OKOROANYANWU 08/18/2026 NAPA AUTO PARTS RELAY 5002-4200-610004 64.84 KIZITO OKOROANYANWU 08/18/2026 O'REILLY AUTO PARTS ROTOR BRAKE PAD 5002-4200-610004 218.69 KIZITO OKOROANYANWU 08/18/2026 CENTRAL SUPPLY CO SUPPLIES 5002-4200-610000 28.38 KIZITO OKOROANYANWU 08/19/2026 SAFETY KLEEN SYSTEMS OIL SERVICE 5002-4200-600000 1,287.71 KIZITO OKOROANYANWU 08/19/2026 VALLEY TRANSPORT REFRIGERATION RT 171 REPAIR 5002-4200-600000 1,516.92 KIZITO OKOROANYANWU 08/19/2026 O'REILLY AUTO PARTS SHOP TRAINING REG 5002-4200-600000 299.00 KIZITO OKOROANYANWU 08/20/2026 AMAZON BYD CABINET KEYS 5002-4200-610000 56.40 KIZITO OKOROANYANWU 08/20/2026 O'REILLY AUTO PARTS GREASE 5002-4200-610004 9.84 KIZITO OKOROANYANWU 08/20/2026 O'REILLY AUTO PARTS RADIATOR 5002-4200-610004 259.93 KIZITO OKOROANYANWU 08/20/2026 NAPA AUTO PARTS RADIATOR HOSE RT ARBC 5002-4200-610004 196.33 KIZITO OKOROANYANWU 08/20/2026 NAPA AUTO PARTS SUPPLIES 5002-4200-610000 119.50 KIZITO OKOROANYANWU 08/20/2026 O'REILLY AUTO PARTS THERMOSTAT 5002-4200-610004 16.91 KIZITO OKOROANYANWU 08/20/2026 O'REILLY AUTO PARTS THERMOSTAT 5002-4200-610004 218.60 KIZITO OKOROANYANWU 08/20/2026 O'REILLY AUTO PARTS WIPER FLD 5002-4200-610004 46.73 KIZITO OKOROANYANWU 08/21/2026 RWC GROUP AMBER LIGHT 5002-4200-610004 65.24 KIZITO OKOROANYANWU 08/21/2026 NAPA AUTO PARTS RT ARBC ST BRAKE PAD 5002-4200-610004 250.78 KIZITO OKOROANYANWU 08/21/2026 O'REILLY AUTO PARTS RT 167 RADIATOR 5002-4200-610004 (45.26) KIZITO OKOROANYANWU 08/21/2026 NAPA AUTO PARTS RADIATOR RT ARBC RT 167 5002-4200-610004 460.91 KIZITO OKOROANYANWU 08/21/2026 NAPA AUTO PARTS RADIATOR REFUND 5002-4200-610004 (230.46) LISBETH FLETCHER 08/17/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 732.54 US Bank Invoice for Cal-Card Transactions Page 4 of 8
18 EMPLOYEE NAME TRANSACTION DATE VENDOR NAME DESCRIPTION OF PURCHASE ACCOUNT # AMOUNT City of Selma
US Bank Invoice for Cal-Card Transactions
Period: 07/23/2026 - 08/24/2026
LISBETH FLETCHER 08/19/2026 AMAZON ANIMAL HANDLING TOOL 1000-6400-610011 29.28 LISBETH FLETCHER 08/20/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 90.12 LISBETH FLETCHER 08/21/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 20.59 LISBETH FLETCHER 08/21/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 200.13 LISBETH FLETCHER 08/21/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 81.30 LISBETH FLETCHER 08/21/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 21.68 LISBETH FLETCHER 08/22/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 33.61 LISBETH FLETCHER 08/23/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 26.00 MAGGIE MORENO 07/22/2026 CSMFO CSMFO-MEETING/TRAINING 1000-2100-660000 30.00 MARGEE FALLERT 07/29/2026 RODOLFO'S MEXICAN RESTAURANT PANEL INTERVIEW LUNCH - DEPUTY CITYU CLERK 1000-1400-660000 36.33 MARGEE FALLERT 08/12/2026 AMAZON ZOOM MEETINGS LOGI WEBCAM EQUIPMENT 1000-1400-610001 151.84 MARGEE FALLERT 08/12/2026 AMAZON COUNCIL SNACK ORGANIZER 1000-1400-610000 30.36 MARGEE FALLERT 08/13/2026 AMAZON CHAMBERS TABLE CLOTH 1000-1400-610000 18.43 MARGEE FALLERT 08/20/2026 AMAZON FRAUD CHARGE- WILL BE REIMBURSED 8000-0000-220000 10.92 MATTHEW TIGER 07/22/2026 WALMART BREAKFAST ITEMS 1000-6210-651100 192.60 MATTHEW TIGER 07/24/2026 JODIE'S MEXICAN RESTAURANT ANIMAL SERVICES INTERVIEW PANEL LUNCH 1000-6100-662000 85.60 MATTHEW TIGER 07/24/2026 WALMART SNACK ITEMS 1000-6210-651100 7.56 MATTHEW TIGER 07/26/2026 EL MERCADO DISCOUNT CENTER COMMUNITY SWIM BOTTLED WATER 1000-6100-650000 5.89 MATTHEW TIGER 07/27/2026 WALMART BREAKAST ITEMS & SODAS 1000-6210-651100 67.77 MATTHEW TIGER 07/27/2026 CENTRAL CALIFORNIA ENTERPRISES, INC. SELMA LIVE 9/4/2026 SECURITY 1000-6100-654001 370.00 MATTHEW TIGER 07/28/2026 AMAZON SPARCS IPAD CASE 1000-6100-610001 13.01 MATTHEW TIGER 07/29/2026 AMAZON SPARCS IPAD SCREEN PROTECTOR 1000-6100-610001 8.66 MATTHEW TIGER 07/30/2026 CALIFORNIA DRY CLEANING SPARCS TABLECLOTHS DRYCLEANING 1000-6100-654000 69.00 MATTHEW TIGER 07/30/2026 AMAZON SPARCS IPAD STYLUS PEN 1000-6100-610001 16.25 MATTHEW TIGER 08/03/2026 WALMART BREAKFAST ITEMS 1000-6210-651100 66.65 MATTHEW TIGER 08/05/2026 ACE HARDWARE BALL FIELDS CHALK 1000-6110-650110 34.69 MATTHEW TIGER 08/06/2026 AMAZON STRING LIGHT POLES 1000-6100-654001 152.64 MATTHEW TIGER 08/06/2026 AMAZON WHEELCHAIR RAMP 1000-6100-654001 67.24 MATTHEW TIGER 08/07/2026 CALIFORNIA JUMPING OF FRESNO PUMPKIN PALOOZA BOUNCE HOUSE DEPOSIT 1000-6100-654000 802.90 MATTHEW TIGER 08/08/2026 SMART & FINAL SNACK ITEMS & SODAS 1000-6210-651100 250.79 MATTHEW TIGER 08/11/2026 AMAZON LUAU DANCE PARTY FAVORS & DECORATIONS 1000-6200-651000 57.45 MATTHEW TIGER 08/12/2026 AMAZON LUAU DANCE DECORATIONS & SLUSHY SYRUP MIX 1000-6200-651000 74.87 MATTHEW TIGER 08/12/2026 AMAZON LUAU DANCE DECORATIONS & SLUSHY SYRUP MIX 1000-6200-651000 72.51 MATTHEW TIGER 08/17/2026 EL MERCADO DISCOUNT CENTER BREAD 1000-6210-651100 10.00 MATTHEW TIGER 08/17/2026 DOLLAR TREE LUAU DANCE DECORATIONS 1000-6200-651000 12.30 MATTHEW TIGER 08/18/2026 TEAM ATHLETIC GOODS BASEBALL PLATES FOR BALL FIELDS 1000-6110-610000 538.85 MATTHEW TIGER 08/18/2026 AMAZON SENIOR CRAFTS KNITTING MACHINE 1000-6200-651000 169.48 MATTHEW TIGER 08/19/2026 WALMART BREAKFAST ITEMS & SODAS 1000-6210-651100 283.84 MATTHEW TIGER 08/21/2026 THE BEARS DEN SENIOR CITIZEN'S DAY DONUTS 1000-6200-651000 18.20 MATTHEW TIGER 08/21/2026 WALMART SNACK ITEMS 1000-6210-651100 11.76 MATTHEW TIGER 08/22/2026 ME-N-ED'S PIZZERIA ANIMAL SERVICES MICROCHIP EVENT STAFF LUNCH 1000-6100-654000 78.34 MICHAEL HONN 07/28/2026 APWA CENTRAL CALIFORNIA CHAPTER AUGUST 2026 MONTHLY MEMBERSHIP LUNCHEON 1000-4120-662000 15.00 MICHAEL HONN 07/28/2026 APWA CENTRAL CALIFORNIA CHAPTER AUGUST 2026 MONTHLY MEMBERSHIP LUNCHEON 2004-4110-662000 15.00 MICHAEL HONN 08/18/2026 WALMART CAULKING GUN 6003-8040-610000 6.99 NESTOR GALVAN 07/22/2026 SASE COMPANY, LLC DRUM-UNIT #4633 6002-8030-610004 776.69 NESTOR GALVAN 07/27/2026 TIFCO INDUSTRIES, INC. ALUM DRIVE RIVETS, NUT ALUM-STOCK 6002-8030-610000 498.55 NESTOR GALVAN 07/27/2026 TIFCO INDUSTRIES, INC. DRILL BITS, CABLE TIES, HEX NUTS - STOCK 6002-8030-610000 273.04 US Bank Invoice for Cal-Card Transactions Page 5 of 8
19 EMPLOYEE NAME TRANSACTION DATE VENDOR NAME DESCRIPTION OF PURCHASE ACCOUNT # AMOUNT City of Selma
US Bank Invoice for Cal-Card Transactions
Period: 07/23/2026 - 08/24/2026
NESTOR GALVAN 08/04/2026 FRESNO CHRYSLER JEEP AB FAN -UNIT #1008 6002-8030-610004 889.46 NESTOR GALVAN 08/05/2026 AUTOAUTH SERVICE AUTOAUTH SUBSCRIPTION-SCANNER 6002-8030-600000 270.00 NESTOR GALVAN 08/05/2026 AUTOZONE FUSES - STOCK 6002-8030-610000 17.34 NESTOR GALVAN 08/05/2026 AUTOAUTH SERVICE TECH CERTIFICATION-SCANNER 6002-8030-600000 5.97 NESTOR GALVAN 08/05/2026 AUTOAUTH SERVICE USER/TOOLS-SCANNER 6002-8030-600000 34.90 NESTOR GALVAN 08/10/2026 VEVOR.COM TRUCK TOOL BOX - UNIT #915 6002-8030-610000 1,952.33 NESTOR GALVAN 08/10/2026 PARTSTREE.COM VACUUM GASKETS -STOCK 6002-8030-610004 100.81 NESTOR GALVAN 08/11/2026 TIFCO INDUSTRIES, INC. TAPE, WRAP,SAFETY GLASSES-STOCK 6002-8030-610000 158.64 NESTOR GALVAN 08/13/2026 ARMANDO'S SMOG SMOG UNITS: 563,232,316,193,193,191,195,1005 6002-8030-600000 515.00 NESTOR GALVAN 08/17/2026 TIFCO INDUSTRIES, INC. UTILITY CART 6002-8030-610000 325.60 NESTOR GALVAN 08/18/2026 BARNES WELDING SUPPLY ACETYLENE 6002-8030-610000 294.93 NESTOR GALVAN 08/18/2026 BARNES WELDING SUPPLY ACETYLENE 6002-8030-610000 35.48 NESTOR GALVAN 08/19/2026 ARMANDO'S SMOG SMOG UNITS: 717,503,720,915,719,1003,1002 6002-8030-600000 432.60 NESTOR GALVAN 08/19/2026 ISAAC'S AUTOMOTIVE REPAIR SMOG UNITS: 806, 804 6002-8030-600000 147.81 NESTOR GALVAN 08/20/2026 ISAAC'S AUTOMOTIVE REPAIR SMOG UNITS: 502,718,805 6002-8030-600000 221.71 NICOLETTE ANDERSEN 07/21/2026 THE HOME DEPOT THE PROM SET SUPPLIES 5004-6300-650000 155.14 NICOLETTE ANDERSEN 07/22/2026 WALGREENS THE PROM BANNERS 5004-6300-650000 169.19 NICOLETTE ANDERSEN 07/23/2026 WALMART SNACK BAR SUPPLIES & TRAYS 5004-6300-650000 60.22 NICOLETTE ANDERSEN 07/23/2026 FOX DRUG STORE THE PROM MIC SUPPLIES 5004-6300-650000 12.97 NICOLETTE ANDERSEN 07/23/2026 AMAZON THE PROM SET SUPPLIES 5004-6300-650000 10.84 NICOLETTE ANDERSEN 07/23/2026 ROSS STORES THE PROM SET SUPPLIES & DRESSING 5004-6300-650000 40.12 NICOLETTE ANDERSEN 07/23/2026 AMAZON THE PROM/DRAGON PROPS & COSTUMES 5004-6300-650000 31.42 NICOLETTE ANDERSEN 07/24/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 52.04 NICOLETTE ANDERSEN 07/24/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 29.26 NICOLETTE ANDERSEN 07/24/2026 THE HOME DEPOT THE PROM SET SUPPLIES 5004-6300-650000 59.51 NICOLETTE ANDERSEN 07/24/2026 WALMART THE PROM SNACK BAR SUPPLIES 5004-6300-650000 155.90 NICOLETTE ANDERSEN 07/25/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 58.52 NICOLETTE ANDERSEN 07/26/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 7.54 NICOLETTE ANDERSEN 07/27/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 27.32 NICOLETTE ANDERSEN 07/27/2026 AMAZON CKP DRAGON MIC ELEMENTS 1000-6300-610000 123.66 NICOLETTE ANDERSEN 07/28/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 40.12 NICOLETTE ANDERSEN 07/29/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 38.91 NICOLETTE ANDERSEN 07/30/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 64.93 NICOLETTE ANDERSEN 07/30/2026 WALMART THE PROM SNACK BAR SUPPLIES 5004-6300-650000 254.97 NICOLETTE ANDERSEN 07/31/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 100.16 NICOLETTE ANDERSEN 07/31/2026 AMAZON CKP DRAGON COSTUMES MAKEUP 1000-6300-610000 49.86 NICOLETTE ANDERSEN 07/31/2026 LINKTREE LINKTREE SUBSCRIPTION 5004-6300-650000 16.34 NICOLETTE ANDERSEN 08/02/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 40.12 NICOLETTE ANDERSEN 08/03/2026 AMAZON CKP DRAGON MIC ELEMENTS 1000-6300-610000 111.90 NICOLETTE ANDERSEN 08/04/2026 SIGNUPGENIUS AUDITION SIGNUP PLATFORM SUBSCRIPTION 5004-6300-650000 29.99 NICOLETTE ANDERSEN 08/04/2026 PRINT SHACK CKP DRAGON POSTERS & POSTCARDS 1000-6300-610000 455.33 NICOLETTE ANDERSEN 08/04/2026 AMAZON CKP DRAGON PROPS & SET SUPPLIES 1000-6300-610000 94.14 NICOLETTE ANDERSEN 08/04/2026 AMAZON THE PROM REFUND 5004-6300-650000 (35.79) NICOLETTE ANDERSEN 08/04/2026 AMAZON THE PROM REFUND 5004-6300-650000 (31.45) NICOLETTE ANDERSEN 08/05/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 10.84 NICOLETTE ANDERSEN 08/05/2026 AMAZON CKP DRAGON PROPS 1000-6300-610000 291.53 NICOLETTE ANDERSEN 08/06/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 263.40 US Bank Invoice for Cal-Card Transactions Page 6 of 8
20 EMPLOYEE NAME TRANSACTION DATE VENDOR NAME DESCRIPTION OF PURCHASE ACCOUNT # AMOUNT City of Selma
US Bank Invoice for Cal-Card Transactions
Period: 07/23/2026 - 08/24/2026
NICOLETTE ANDERSEN 08/06/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 10.84 NICOLETTE ANDERSEN 08/06/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 32.52 NICOLETTE ANDERSEN 08/06/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 114.62 NICOLETTE ANDERSEN 08/06/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 43.36 NICOLETTE ANDERSEN 08/06/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 10.84 NICOLETTE ANDERSEN 08/06/2026 WALMART CKP DRAGON COSTUMES & PROPS CRAFT SUPPLIES 1000-6300-610000 6.51 NICOLETTE ANDERSEN 08/06/2026 AMAZON CKP DRAGON PROPS 1000-6300-610000 21.56 NICOLETTE ANDERSEN 08/06/2026 AMAZON CKP DRAGON PROPS 1000-6300-610000 113.11 NICOLETTE ANDERSEN 08/06/2026 THE HOME DEPOT CKP DRAGON SET SUPPLIES 1000-6300-610000 92.21 NICOLETTE ANDERSEN 08/06/2026 WALGREENS THE PROM SNACK BAR 5004-6300-650000 17.98 NICOLETTE ANDERSEN 08/07/2026 WALMART THE PROM SNACK BAR 5004-6300-650000 60.10 NICOLETTE ANDERSEN 08/08/2026 ACE HARDWARE CKP DRAGON SET SUPPLIES 1000-6300-610000 13.01 NICOLETTE ANDERSEN 08/09/2026 LITTLE CAESARS THE PROM CAST PARTY PIZZA 5004-6300-650000 122.47 NICOLETTE ANDERSEN 08/10/2026 AMAZON PRIME AMAZON PRIME MEMBERSHIP 1000-6100-663000 16.26 NICOLETTE ANDERSEN 08/10/2026 KENMARK, INC. CKP DRAGON BACKDROPS 1000-6300-610000 1,659.00 NICOLETTE ANDERSEN 08/11/2026 AMAZON IPAD SUPPLIES 5004-6300-610000 44.46 NICOLETTE ANDERSEN 08/11/2026 BULB AMERICA STAGE LIGHTING 5004-6300-610000 124.69 NICOLETTE ANDERSEN 08/12/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 36.87 NICOLETTE ANDERSEN 08/12/2026 ACE HARDWARE SAC CLEANING SUPPLIES 5004-6300-610000 21.68 NICOLETTE ANDERSEN 08/14/2026 THE HOME DEPOT CKP DRAGON SET SUPPLIES 1000-6300-610000 633.10 NICOLETTE ANDERSEN 08/15/2026 DREAMHOST WEBSITE HOSTING 5004-6300-650000 10.00 NICOLETTE ANDERSEN 08/16/2026 AMAZON CKP DRAGON COSTUMES 1000-6300-610000 112.58 NICOLETTE ANDERSEN 08/18/2026 WALMART CKP DRAGON COSTUMES 1000-6300-610000 100.35 NICOLETTE ANDERSEN 08/18/2026 THE HOME DEPOT SAC SUPPLIES 5004-6300-610000 75.86 NICOLETTE ANDERSEN 08/18/2026 THE HOME DEPOT SAC TOOLS & SUPPLIES 5004-6300-610000 28.15 NICOLETTE ANDERSEN 08/20/2026 AMAZON CKP DRAGON PROPS & SET SUPPLIES 1000-6300-610000 110.63 NICOLETTE ANDERSEN 08/20/2026 AMAZON CKP DRAGON PROPS & SET SUPPLIES 1000-6300-610000 124.71 NICOLETTE ANDERSEN 08/21/2026 THE HOME DEPOT CKP DRAGON SET SUPPLIES 1000-6300-610000 388.61 NICOLETTE ANDERSEN 08/23/2026 WALMART CKP DRAGON CRAFT & SET SUPPLIES 1000-6300-610000 78.56 NICOLETTE ANDERSEN 08/23/2026 AMAZON CKP DRAGON PROPS 1000-6300-610000 130.05 POLICE DEPT NO 2 08/13/2026 GALLS EQUIPMENT -CODE ENFORCEMENT 1000-3131-610000 269.23 POLICE DEPT NO 2 08/17/2026 HILTON GARDEN INN TRAINING/ HOTEL MONTEBELLO, CA 1000-3120-660000 200.00 POLICE DEPT NO 2 08/18/2026 SHELL GAS STATION TRAINING/ FUEL 6002-8030-610006 50.00 RENE GARZA 06/30/2026 LN CURTIS TACTICAL LAUNCHER 2045-3130-610000 1,401.84 RICHARD FIGUEROA 08/17/2026 CHEVRON GAS STATION FUEL (UNIT #1008-N163) 6002-8030-610006 40.00 RICHARD FIGUEROA 08/17/2026 CHEVRON GAS STATION FUEL (UNIT #1014-N096) 6002-8030-610006 40.00 RICHARD FIGUEROA 08/17/2026 CHEVRON GAS STATION FUEL (UNIT #1018-N164) 6002-8030-610006 50.00 RICHARD FIGUEROA 08/17/2026 CHEVRON GAS STATION FUEL (UNIT #189-N167) 6002-8030-610006 38.34 RUDOLFO ALCARAZ 07/23/2026 CHEVRON GAS STATION FUEL 1000-3110-600000 80.00 RUDOLFO ALCARAZ 08/13/2026 SURF THRU EXPRESS CAR WASH CAR WASH 1000-3110-600000 20.99 RUDOLFO ALCARAZ 08/14/2026 CALIFORNIA POLICE CHIEFS TRAINING-EXECUTIVE ASSISTANTS 02/01/27-02/03/27 1000-3110-660000 750.00 RUDOLFO ALCARAZ 08/15/2026 ANN'S DONUTS OIS INCIDENT 8/15/26 1000-3130-610000 37.50 RUDOLFO ALCARAZ 08/17/2026 LA ESTRELLA MEXICAN RESTAURANT COMMANDER INTERVIEW PANEL LUNCH 1000-3130-610000 259.28 RUDOLFO ALCARAZ 08/17/2026 ACE HARDWARE OLD PD EQUIPMENT REMOVAL TOOLS 1000-3130-610000 109.31 RUDOLFO ALCARAZ 08/18/2026 ACE TROPHY SHOP SPECIAL PRESENTATION 8/18/26 1000-3130-610000 190.71 RUDOLFO ALCARAZ 08/21/2026 LAZY DOG RESTAURANT SHERMAN BLOCK GRADUATION 1000-3130-610000 43.67 SAMANTHA SAUCEDA 07/28/2026 WALGREENS TEST PHOTO HEADSHOT 1000-3230-610000 4.87 US Bank Invoice for Cal-Card Transactions Page 7 of 8
21 EMPLOYEE NAME TRANSACTION DATE VENDOR NAME DESCRIPTION OF PURCHASE ACCOUNT # AMOUNT City of Selma
US Bank Invoice for Cal-Card Transactions
Period: 07/23/2026 - 08/24/2026
SAMANTHA SAUCEDA 07/29/2026 COLIN'S UPHOLSTERY, LLC ENG 110 UPHOLSTERY 1000-3220-604008 992.44 SAMANTHA SAUCEDA 07/31/2026 AMAZON OFFICE SUPPLIES 1000-3210-610000 22.76 SAMANTHA SAUCEDA 07/31/2026 AMAZON OFFICE SUPPLIES 1000-3210-610000 29.28 SAMANTHA SAUCEDA 08/11/2026 AMAZON STATION CAPTAIN PHONE SCREEN PROTECTORS 1000-3220-610000 20.60 TIM CANNON 08/14/2026 HARRAH'S HOTEL DEPOSIT/ EXECTUTIVE TRAINING SUMMIT 1000-3120-660000 192.83 TIM CANNON 08/14/2026 HARRAH'S HOTEL DEPOSIT/ EXECTUTIVE TRAINING SUMMIT 1000-3120-660000 192.83 TIM CANNON 08/20/2026 HARRAH'S HOTEL DEPOSIT/ EXECTUTIVE TRAINING SUMMIT 1000-3120-660000 (192.83) TIM CANNON 08/20/2026 HARRAH'S HOTEL DEPOSIT/ EXECTUTIVE TRAINING SUMMIT 1000-3120-660000 (192.83) TIM CANNON 08/21/2026 76 GAS STATION FUEL 6002-8030-610006 82.85 ULYSSES MARAVILLA 07/24/2026 VULCAN CALMAT BASE ROCK-STREETS 2004-4110-620000 214.03 ULYSSES MARAVILLA 07/28/2026 ME-N-ED'S PIZZERIA PW TRAINING -PARKS 1000-4120-662000 126.84 ULYSSES MARAVILLA 07/28/2026 ME-N-ED'S PIZZERIA PW TRAINING -STREETS 2004-4110-662000 126.84 ULYSSES MARAVILLA 08/06/2026 KIMBALL MIDWEST ENZYME CLEANER-BLGS 6003-8040-610000 189.66 ULYSSES MARAVILLA 08/09/2026 AMAZON VOLLEYBALL NETS -SHAFER PARK 1000-4120-610000 108.46 ULYSSES MARAVILLA 08/11/2026 AMAZON VALVE REPAIR KIT-BERRY PARK DRINKING FOUNTAIN 1000-4120-620000 120.19 ULYSSES MARAVILLA 08/22/2026 AMAZON GOAT HEAD BURR REMOVER-DOG PARK 1000-4120-610005 358.59 Total 345 105 68 71,528.73
US Bank Invoice for Cal-Card Transactions Page 8 of 8
22 Check
Number Check Date Vendor Name Check Description Category Amount 90505 09/02/2026 24-7 PetVets AS-Veterinary Services 257.40 90606 09/02/2026 South County Veterinary Hospital AS-Veterinary Services 1,034.02 90530 09/02/2026 California Building Standards Commission BD-Building Standards Fee 04/01/26-06/30/26 R 406.20 90560 09/02/2026 Jason Rogers CM-2026 League Cities Conference Per Diem/Mileage 421.50 90563 09/02/2026 Jim Avalos CM-2026 League Cities Conference Per Diem/Mileage 508.50 90564 09/02/2026 John Trujillo CM-2026 League Cities Conference Per Diem/Mileage 508.50 90551 09/02/2026 Five Cities EDA CM-CenterPoint District 2 Oct 25 - Dec 25 1,387.71 90509 09/02/2026 Agee Global Solutions CM-Strategic Advisory & Legislative Services 10,000.00 90566 09/02/2026 Koefran Industries, Inc. CS-Disposal Services July 2026 250.00 90554 09/02/2026 Fresno Roofing Co., Inc. CS-Dolomark White Marker Bags 759.33 90575 09/02/2026 Michael Nagy CS-Live Music Performance 110.00 90537 09/02/2026 City of Selma Community Services CS-Petty Cash Reimbursement 52.65 90609 09/02/2026 Susana Losoya Delgado CS-The Prom Assistant Stage Manager 400.00 90510 09/02/2026 Aimee Delano CS-The Prom Lightboard Operator 50.00 90615 09/02/2026 Veronica Bounthapanya CS-The Prom Sound Engineer 300.00 90614 09/02/2026 Vanessa Bounthapanya CS-The Prom Soundboard Operator 50.00 90550 09/02/2026 Fahrney Ford FD-Amb 556 A Service, FL-Regulator Unit #1007 & Compressor Unit #199
986.71
90603 09/02/2026 Sharp Ambulance Billing FD-Ambulance Billing July 2026 13,004.18 90507 09/02/2026 Adella Martinez FD-Ambulance Overpayment Refund 98.00 90573 09/02/2026 Mercedes Benz of Fresno FD-Ambulance Parts, Coolant Leak Repair, Alternator Replacement, Oil Leak Repair
6,952.85
90556 09/02/2026 Healthwise Services, LLC FD-Biohazard Disposal Service 263.67 90574 09/02/2026 Metro Uniform FD-Chief Uniform 563.96
90553 09/02/2026 Fresno County Fire Protection District FD-E111 Water Pump Leak/Replacement 1,581.96 90572 09/02/2026 Matteo Desantis FD-EMS Post 1231 Rose Ave Rent Aug-Oct 2026 9,777.69 90558 09/02/2026 Imagetrend, Inc. FD-EPCR Software 07/01/26-07/31/26 473.80 90528 09/02/2026 Bound Tree Medical, LLC FD-Medical Supplies 2,574.18 90570 09/02/2026 Life-Assist, Inc. FD-Medical Supplies 934.10 90546 09/02/2026 Daniel Anthony Rivas FD-Mutual Aid Reimbursement (Biscar & Castle Incidents) R 3,318.14 90547 09/02/2026 Donovan Fullner FD-Mutual Aid Reimbursement (Castle Incident) R 114.00 90544 09/02/2026 Crown Services Co. FD-Port A Potty for Training Grounds 201.88 90608 09/02/2026 Stryker Sales, LLC FD-Preventative Maintenance, Gurney Repair, Powerload Repair, Gurney Platorm
6,411.07
90541 09/02/2026 Comcast FD-Station 3 Internet Services 418.62 90533 09/02/2026 California PPE Recon, Inc. FD-Turnout Cleaning, Inspection & Repairs 5,265.50 90568 09/02/2026 L.N. Curtis & Sons FD-Turnouts, Equipment Adapters for Hose Tester 10,466.24 90605 09/02/2026 SJVAPCD FI-26/27 Portable Equipment Registrations 304.00 90522 09/02/2026 Avel Elizondo & Serina Elizondo FI-Administrative Citation Appeal/Refund 300.00 90552 09/02/2026 Frank Martinez FI-Administrative Citation Appeal/Refund 100.00 90562 09/02/2026 JHS Family Limited Partnership FI-Administrative Citation Appeal/Refund 200.00 90576 09/02/2026 Michelle Hoegh FI-Administrative Citation Appeal/Refund 100.00 90582 09/02/2026 Patricia Orosco & Cecilio Orosco FI-Administrative Citation Appeal/Refund 250.00 90594 09/02/2026 Printing Systems, Inc. FI-AP Checks 296.85 90613 09/02/2026 US Bank Corporate Payment Systems FI-Calcard Charges 07/23/26-08/24/26 Partial R 71,528.73 90516 09/02/2026 AT&T FI-CVTC Internet Service 08/06/26-09/05/26 R 194.92 90526 09/02/2026 BlueTriton Brands Inc FI-CVTC Water Service R 93.06 90525 09/02/2026 BlueTriton Brands Inc FI-CVTC Water Service 06/11/26-07/10/26 R 56.53 90527 09/02/2026 BlueTriton Brands Inc FI-CVTC Water Service 06/11/26-07/10/26 R 56.53 90577 09/02/2026 Mid Valley Disposal, LLC FI-Garbage July 2026 & CVTC Rental Charges Partial R 152,421.88 90611 09/02/2026 Tyler Technologies, Inc. FI-Incode Annual Fees 06/01/26-05/31/27, Fund Balance Migration to ERP Pro 10
3,645.00
90514 09/02/2026 AT&T FI-Internet for Weed & Seed 08/11/26-09/10/26 171.99 90540 09/02/2026 Comcast FI-Internet Service 08/01/26-08/31/26 1,336.71 90602 09/02/2026 Selma District Chamber of Commerce FI-Quarterly 2026-2027 Contract Payment 8,750.00 90567 09/02/2026 Kulow Bros. FI-Sidewalk Vendors Permit Stickers 467.45 Check Register Report
23 Check
Number Check Date Vendor Name Check Description Category Amount Check Register Report
90539 09/02/2026 Comcast FI-T1 Connection from PD to FCSO 07/01/26-07/31/26 754.55 90512 09/02/2026 AT&T FI-Telephone 07/12/26-08/11/26 100.94 90513 09/02/2026 AT&T FI-Telephone 07/12/26-08/11/26 55.80 90515 09/02/2026 AT&T FI-Telephone August 2026 47.80
90517 09/02/2026 AT&T FI-Telephone October 2025 40.01
90520 09/02/2026 AT&T Mobility FI-Telephone/MDT's 07/01/26-07/31/26 393.57 90521 09/02/2026 AT&T Mobility-CC FI-Telephone/MDT's 07/05/26-08/04/26 519.50 90519 09/02/2026 AT&T Mobility FI-Telephone/MDT's 07/12/26-08/11/26 1,262.96 90584 09/02/2026 PG&E FI-Utilities August 2026 12.93
90585-90586 09/02/2026 PG&E FI-Utilities August 2026 52,992.04 90587 09/02/2026 PG&E FI-Utilities August 2026 34.81
90588 09/02/2026 PG&E FI-Utilities August 2026 78.69
90589 09/02/2026 PG&E FI-Utilities August 2026 173.10
90590 09/02/2026 PG&E FI-Utilities August 2026 9.86
90591 09/02/2026 PG&E FI-Utilities August 2026 896.71
90534-90535 09/02/2026 California Water Service FI-Water Service July 2026 27,007.06 90578 09/02/2026 Napa Auto Parts FL-Auto Parts 2,776.91 90581 09/02/2026 O'Reilly Auto Parts FL-Fuses Unit #1008 14.73 90604 09/02/2026 SiteOne Landscape Supply, LLC FL-Landscape Supplies 345.34 90610 09/02/2026 The Mower's Edge, Inc. FL-Mower Parts 2,235.09 90598 09/02/2026 Safety-Kleen Systems, Inc. FL-Service Parts 383.73 90565 09/02/2026 Kimball Midwest FL-Supplies for Shop 493.92 90555 09/02/2026 Grainger FL-Truck Bed Rack Unit #915 238.96 90571 09/02/2026 Madison AI HR-Annual Licensing 07/01/26-06/30/27 23,000.00 90538 09/02/2026 Colonial Life & Accident Insurance Company HR-Employee Supplemental Insurance Premiums July & August 2026
2,439.14
90592 09/02/2026 Pipkin Detective Agency, Inc. HR-Employment Background 297.00 90524 09/02/2026 BCS Consulting, Inc. HR-IT Consulting Services 1,125.00 90569 09/02/2026 Liebert, Cassidy, Whitmore HR-Legal Fees July 2026 17,266.65 90549 09/02/2026 Eric Stewart HR-Mileage Reimb for City of Kerman HR Interviews 46.26 90580 09/02/2026 ODP Business Solutions, LLC HR-Office Supplies 100.67 90559 09/02/2026 Insurance and Benefits Trust of PORAC HR-Police Employees Life Insurance Premiums Oct 2026 570.00 90561 09/02/2026 Jeff Kestly HR-Retiree Medical Premium August 2026 226.20 90596 09/02/2026 Retire First HR-Retiree Post 65 Premiums Jan, Apr, Sept 2026 13,823.20 90548 09/02/2026 Employment Development Dept. HR-Unemployment Insurance 04/01/26-06/30/26 17,277.00 90508 09/02/2026 Adventist Health Toxicology PD-Blood Tox 06/18/26 75.00 90504 09/02/2026 1-800-BoardUp PD-Board Up 2214 Cypress R 1,799.51 90593 09/02/2026 Pitney Bowes Global Financial Services, LLC PD-Copy Machine Lease 06/16/26-09/15/26, FI-CH Postage Machine Lease 09/16-09/15/26
799.99
90532 09/02/2026 California Peace Officers Association PD-Membership 1,543.50 90557 09/02/2026 Humberto Salas PD-Officer Involved Shootings Training Per Diem 06/01/26-06/02/26 and PSP Training Course Per Diem
08/18/26-08/21/26

90.00 90518 09/02/2026 AT&T PD-Phone Ping 275.00
90511 09/02/2026 Andrew Guzman PD-Post SLI Class Per Diem 08/18/26-08/21/26 R 175.00 90595 09/02/2026 Purchase Power PD-Postage, FI-Postage Refill 189.63 90597 09/02/2026 Robbie Campbell PD-PSP Training Course Per Diem 08/18/26-08/21/26 60.00 90536 09/02/2026 City of Fresno Police Training Center PD-Registration Fees PSP Training 1,426.00 90607 09/02/2026 Stericycle, Inc. PD-Steri Safe OSHA Compliance 08/01/26-08/31/26 247.56 90506 09/02/2026 Action Towing and Dive Team PD-Vehicle/Evidence Storage July 2026 401.00 90583 09/02/2026 PBM Supply & MFG., Inc. PW-Adapters 40.01 90579 09/02/2026 Nelson's Ace Hardware PW-Buildings, Parks, Streets Supplies 200.15 90542 09/02/2026 Consolidated Electrical Distributors, Inc. PW-Cobra Heads & LED Photo Control 1,937.72 90529 09/02/2026 Brady Industries PW-Janitorial Supplies 1,665.03 90531 09/02/2026 California Park & Recreation Society PW-Membership Renewal 555.00 90545 09/02/2026 D&G Fence Co. PW-Pedestrian Crossing Rose & Locust 300.00 24 Check
Number Check Date Vendor Name Check Description Category Amount Check Register Report
90523 09/02/2026 Barbosa Auto Glass PW-Replace Windshield Unit #1009 480.00 90543 09/02/2026 Cool Air Specialty, Inc. PW-Replaced Cooler Motor -CVTC R 2,480.00 90612 09/02/2026 Uline PW-Street Sign Supplies 260.35
TOTAL 502,216.59
08/28/26 Selma Business Park FI-CVTC Rent September 2026 R 14,585.91 09/02/26 Selma Business Park FI-CVTC Utilities August 2026 R 4,544.90 09/02/26 US Bank FI-2017 General Obligation Bond B 1,090.00 09/02/26 US Bank FI-Taxable Pension Bond Series 2022 B 3,100.00 TOTAL 23,320.81
08/19/26 Blue Shield HR-Medical 9,207.57
08/19/26 Delta Dental HR-Dental 3,995.10
08/20/26 Enterprise AD-Vehicle Lease Payments 42,150.17 08/26/26 BCI Holdings HR-Healthnow Claims 53.60
08/26/26 Blue Shield HR-Medical 97,050.27
08/26/26 Delta Dental HR-Dental 1,911.30
09/01/26 BCI Holdings HR-Healthnow Claims 149.64
09/02/26 Blue Shield HR-Medical 11,317.25
09/02/26 Delta Dental HR-Dental 3,098.40
TOTAL 168,933.30
AD Administration
AS Animal Services
BD Building
CC City Clerk
CE Code Enforcement
CM City Manager
CS Community Services
DS Development Services
ED Economic Development
EN Engineering
FD Fire Department
FI Finance
FL Fleet
HR Human Resources
IT Information Technology
PD Police Department
PL Planning
PR Payroll
PW Public Works
RM Risk Management
Category Legend:

B Bond
G Grant
R Reimbursement
Wire Payments
ACH
Department Legend:
25 This Page Left Blank Intentionally
26 2-3
Quarterly Informational Report on
Personnel Activity
27 ITEM NO: 2-3

CITY COUNCIL STAFF REPORT
MEETING DATE: October 06, 2026
SUBJECT: Quarterly Informational Report on Personnel Activity SUBMITTED: Margee Fallert Deputy City Manager
APPROVED: Jason Rogers, City Manager
RECOMMENDATION:

This report is submitted for informational purposes only and there is no action requested from the City Council.

DISCUSSION:

The purpose of this report is to provide the Council an informational update on employment matters, including new hires, transfers, terminations and vacancies. This report covers from July 15, 2026 to September 30, 2026 and will continue to be provided quarterly.

Table 1: New Hires and Re-hires
Name Position Department Emp
Type
Effective
Date
Blake Collachi EMT – Per Diem Fire – EMS Division PT 07/22/2026 Johnthan Hall EMT – Per Diem Fire – EMS Division PT 07/22/2026 Jennifer Osuna EMT – Per Diem Fire – EMS Division PT 07/22/2026 Anmoldeep
Dhaliwal
HR Technician Human Resources FT 07/20/2026
Tawanda Mtunga Community
Development Director
Community
Development
FT 08/10/2026
Litzy Banda Safety Dispatcher Dispatch PT 08/19/2026
Arturo Aguilar Admin Analyst /
Deputy City Clerk
City Manager FT 09/08/2026
Tiffani McAlister Animal Services Tech Animal Services FT 09/21/2026 Evan Loftin Police Officer Police Department FT 09/28/2026 *Emp Type: FT = Full Time, PT = Part Time, RA = Retired Annuitant Table 2: Promotions, Transfers or Assignment Changes
Name Position Department Emp
Type
Effective
Date
Joshua Garcia Non-Safety Paramedic Fire – EMS Division FT 07/27/2026 Michael Caleb
Garca
Police Commander Police Department FT 08/24/2026
Humberto Salas Police Sergeant Police Department FT 09/05/2026 Ean Petersen Non-Safety EMT Fire – EMS Division FT 09/19/2026 *Emp Type: FT = Full Time, PT = Part Time, RA = Retired Annuitant Table 3: Employment Separations
Name Position Department Emp
Type
Effective Date
28 Ashley Greco Battalion Chief Fire Department FT 08/03/2026 Brevin Leibee Police Officer Police Department FT 08/20/2026 Anmoldeep
Dhaliwal
HR Technician Human Resources FT 08/21/2026
Maximus Perez Police Officer Police Department FT 08/25/2026 Annabelle Mayorga Lifeguard Community Services PT 08/28/2026 Emily Leanos Lifeguard Community Services PT 08/28/2026 Kamarin Holm Lifeguard Community Services PT 08/28/2026 Makaira Chavez Lifeguard Community Services PT 08/28/2026 Malakai Chavez Lifeguard Community Services PT 08/28/2026 Nina Valdez Lifeguard Community Services PT 08/28/2026
Jackson Waer Non-Safety EMT Fire – EMS Division FT 09/14/2026 Joseph Maldonado Maintenance
Worker I
Public Works – Streets FT 09/18/2026
Rubbie Torres Senior Nutrition
Coordinator
Community Services PT 09/30/2026
*Emp Type: FT = Full Time, PT = Part Time, RA = Retired Annuitant Table 4: Vacant Budgeted Positions
Position Department Emp Type Status
Human Resources
Technician
Human Resources FT 1st interviews scheduled
10/01/2026
Battalion Chief Fire Department FT Preparing recruitment Police Officer – 4 Police Department FT Continuous Recruitment (one in the hiring process)
Police Sergeant Police Department FT On hold
EMT – Per Diem Fire PT Continuous Recruitment
Paramedic – Per Diem Fire PT Continuous Recruitment
Maintenance Worker I Public Works – Streets FT Recruitment Posted FISCAL IMPACT:

No Fiscal Impact, all new employees were placed in budgeted positions.

Attachments:
☐ Resolution
☐ Ordinance
☐ Map
☐ Agreement
☐ Other
List:
29 This Page Left Blank Intentionally
30 2-4
Consideration of Resolution 2026-108
adding the classification of Senior Center
Coordinator, authorizing changes to the
Division Chief of EMS (Non-Safety)
Classification and delete the Senior Center
Activities Coordinator and Senior
Nutrition Coordinator classifications.
31 ITEM NO: 2-4

CITY COUNCIL STAFF REPORT
MEETING DATE: October 6, 2026
SUBJECT: Consideration of Resolution 2026-108 adding the classification of Senior Center Coordinator, authorizing changes to the Division Chief of EMS (Non-Safety) Classification and delete the Senior Center Activities Coordinator and Senior Nutrition Coordinator classifications.

SUBMITTED: Margee Fallert, Deputy City Manager
APPROVED: Jason Rogers, City Manager
RECOMMENDATION:

Adopt Resolution 2026-108 adding the classification of Senior Center Coordinator, authorizing changes to the Division Chief of EMS (Non-Safety) Classification and delete the Senior Center Activities Coordinator and Senior Nutrition Coordinator classifications.

DISCUSSION:

Due to a pending vacancy the Community Services Director has reviewed the existing job classifications for part-time staff and is recommending the consolidation of the Senior Center Activities Coordinator and Senior Nutrition Coordinator classifications into a new Senior Center Coordinator classification. This change provides a more complete list of the duties that are needed for this position.

With this change staff is recommending deleting the Senior Center Activities Coordinator and Senior Nutrition Coordinator classifications to keep only currently used classifications on the list.

In addition, staff is recommending minor changes to the Division Chief of EMS (Non-Safety) Classification due to discussions with the Fire Unit during negotiations.

FISCAL IMPACT:

All positions are budgeted and there is no fiscal impact Attachments:
☒ Resolution 2026-108
☐ Ordinance
☐ Map
☐ Agreement
☒ Other
List: Senior Center Coordinator
Division Chief of EMS (NonSafety)
32 RESOLUTION NO. 2026-108

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

AMENDING THE CITY'S CLASSIFICATION PLAN TO ADD THE CLASSIFICATION OF SENIOR CENTER COORDINATOR, REVISE THE DIVISION CHIEF OF EMS (NONSAFETY) CLASSIFICATION, AND DELETE THE CLASSIFICATIONS OF SENIOR

CENTER ACTIVITIES COORDINATOR AND SENIOR NUTRITION COORDINATOR WHEREAS, the City of Selma maintains a classification plan to establish job classifications, duties, responsibilities, and organizational requirements for positions within the City; and WHEREAS, the City has determined that revisions to certain classifications are necessary to better reflect the City's operational needs, organizational structure, and the duties and responsibilities assigned to affected positions; and
WHEREAS, the City Council desires to establish the classification of Senior Center Coordinator to provide an updated classification for the coordination and administration of senior center programs, activities, and related services; and
WHEREAS, the City Council further desires to amend the classification specification for Division Chief of EMS (Non-Safety) to reflect the revised duties, responsibilities, qualifications, and/or other classification requirements as set forth in the amended classification specification; and WHEREAS, in conjunction with these changes, the City Council finds it appropriate to eliminate the classifications of Senior Center Activities Coordinator and Senior Nutrition Coordinator from the City's classification plan; and
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Selma, California 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 of Senior Center Coordinator to the City of Selma's classification plan, with the classification specification attached hereto as Exhibit A and incorporated herein by reference.

Section 3. The City Council hereby approves the amended classification specification for Division Chief of EMS (Non-Safety), attached hereto as Exhibit B and incorporated herein by reference. The amended classification specification shall supersede the previously approved specification for this classification.

Section 4. The City Council hereby authorizes the deletion of the following classifications from the City of Selma's classification plan:

1. Senior Center Activities Coordinator.

2. Senior Nutrition Coordinator.

Upon the effective date of this Resolution, these classifications shall be removed from the City's active classification plan and any applicable classification and salary schedules, as appropriate. 33 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 by the City Council of the City of Selma, California, at a regular meeting held on the 6th day of October 2026, by the following vote:

AYES:

NOES:

ABSTAIN:

ABSENT:
____________________________
ATTEST: Scott Robertson
Mayor
______________________________
Mirium Cruz
Interim City Clerk
34 Department: Community Services
FLSA: Non-Exempt
Approved: October 6, 2026
Resolution: 2026-108

SENIOR CENTER COORDINATOR
PURPOSE:

Under general direction, plans, develops, organizes and implements a wide variety of programs and activities for seniors, including nutrition services; assists with the operation, control and maintenance of the Senior Center; provides outreach and support services to senior participants; and performs related duties as required.

SUPERVISION RECEIVED AND EXERCISED
Receives general direction from Recreation Supervisor. Provides functional supervision of volunteers and Senior Center program participants.

CLASS CHARACTERISTICS
This is a single-position classification that has the responsibility for coordinating Senior Center programs and services, including nutrition, health awareness, physical activities, social activities, recreation, hobby and educational programs, field trips, and related services. The position also assists with maintenance and control of the Senior Center.

ESSENTIAL FUNCTIONS STATEMENT: Management reserves the right to add, modify, change or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees may perform the essential functions of the job.

Essential Functions (Illustrative Only):
• Plans, develops, organizes and implements a wide variety of Senior Center programs, activities and services, including nutrition and nutrition grant programs. • Evaluates existing programs to determine effectiveness, popularity, and ability to meet the needs and interests of senior participants.
• Modifies existing programs and develops new programs and services to meet senior needs and desires.
• Maintains liaison with social service agencies and negotiates services for senior participants. • Searches for and applies for grants and gifts from governmental and private organizations. • Prepares program budgets and recommendations, including the Senior Nutrition budget, for incorporation into the Community Services Department Budget. • Visits other Senior Center programs and facilities to identify ideas, services and best practices that may benefit local seniors.
• Assists with recruiting, training, evaluating, and recommending discipline for volunteers • Compiles monthly reports concerning Senior Center programs, activities and services. • Collects money for Senior Center programs and maintains accounting records to determine program cost effectiveness.
• Develops and presents public relations and outreach efforts designed to attract seniors and increase 35 awareness of available programs and services.
• Represents the City at meetings concerning the Senior Center and senior citizens. • Assists with the operation, control and maintenance of the Senior Center. • Performs related duties as assigned.

QUALIFICATIONS / REQUIREMENTS:

Knowledge of:
• General knowledge of English spelling, writing, punctuation and syntax; some Spanish language ability.
• Knowledge of the principles, objectives and requirements of Senior Center programs and services.
• Knowledge of funding, budgeting and administrative practices applicable to senior programs. • Knowledge of supervision, training and methods of persuasion. • Knowledge of senior activities, the senior community and the interests and needs of older adults. • Knowledge of methods for promoting community programs and services.

Ability to:
• Ability to formulate, organize, promote, supervise and participate in community senior programs.
• Ability to speak and write effectively and establish cooperative working relationships. • Ability to supervise and train volunteers.
• Ability to prepare and administer program budgets and seek grant and other funding opportunities.
• Ability to maintain cooperative relationships with City personnel, commission members, public and private agencies, organizations and the general public. • Determine whether programs are viable and recommends modification or cancellation when appropriate.
• Identify and addresses funding and resource needs.
• Recruit, coordinate, and address issues involving volunteers.

REQUIREMENTS:

Education and Experience:

Any combination of training and experience which would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:

Two (2) years of increasingly responsible experience in the development and implementation of senior citizen programs.

Licenses and Certifications:

Possession of a valid Class C Driver’s License at the time of appointment CPR / First Aid / AED Certification within one year of appointment Food managers certification within one year of appointment Bi-Lingual proficiency in Spanish is highly desirable
36 ADDITIONAL INFORMATION:

May be required to work any shift including weekends, evenings and holidays. May be subject to call outs after hours and weekends.

Physical Demands
Ability to sit, stand, walk, run, kneel, crouch, stoop, squat, crawl, twist, climb, and lift 25 pounds.; ability to travel to different sites and locations.

Environmental Elements:

Employees work primarily in the office but are occasionally exposed to extreme noise, noxious odors, cold and hot temperatures and inclement weather conditions. Employees may interact with upset staff and/or members of the public.

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.

WORKING CONDITIONS WORK
The conditions described here are representative of those that must be met by employees to successfully perform the essential functions of this class. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

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.

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 37 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.

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.
38 Department: Fire
FLSA: Non-Exempt
Approved: Date: October 6, 2026
Resolution: 2026-108
Division Chief of EMS
(Non-Safety)

PURPOSE
Under limited direction, plans, organizes, and manages technical work involved in commanding and coordinating emergency medical services activities; performs professional administrative and managerial duties involved in the operations of the Fire Department; and performs related duties as assigned.

SUPERVISION RECEIVED AND 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 the Fire Chief and have direct supervision of subordinate EMS personnel.

DISTINGUISHING CHARACTERISTICS
The classification of Division Chief of EMS is a management-level non-sworn classification populated with a single incumbent. The Division Chief of EMS serves as the highest-ranking officer of the EMS Division working an administrative schedule and is responsible for administering the day-to-day activities and operations of the Fire Department’s EMS Division.

Incumbents may have direct oversight over the EMS Division scheduling, safety and personnel, training, logistics, disaster preparedness, and serve as Incident Commander.

The classification of Division Chief of EMS is distinguished from the next higher-level class of Fire Chief in that the latter performs at an executive level and is responsible for the administration and management of all services and operations of the Fire Department. It is further distinguished from the lower-level class of EMS Supervisor in that the latter performs at a supervisory-level and typically has daily operations responsibilities.

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.
• Responds to emergency incidents, deploys personnel and equipment, and when applicable assumes command of an emergency.
• Prepares written and oral reports and technical documents relating to emergency calls, emergency management, fire department operations and new procedures. 39 • Assists the Fire Chief in planning and budgeting and proposes recommendations for improvements.
• Establishes safety activities to ensure all response activities are conducted in a manner consistent with prescribed policies and procedures.
• Plans, coordinates and implements training programs for Fire Department staff, covering all facets of modern emergency medical service operations. • Administers overall EMS operations of all fire suppression and EMS personnel. • Plans, schedules, organizes, assigns, reviews, and evaluates the work of staff; provides input into recruitment, discipline, and other personnel matters; may counsel employees as required.
• Ensures the implementation of goals, objectives, policies, procedures and work standards of EMS management programs and systems.
• Identifies training needs of EMS personnel; drills and instructs personnel in the use of a variety of apparatus, equipment, tools, and devices; ensures conformance of training and instructional work with department policies and procedures. • Administers EMS Billing process.
• Establish and maintain CQI process
• Functions as designated infection control officer (DICO) for the City • Functions as Prehospital Liaison Officer (PLO) for the City. • Handles grievances from EMS Division Personnel, maintains departmental discipline and the conduct and general behavior of personnel.
• Represents the city at local and regional meetings, interacts with other agencies and coordinates interagency programs.
• Manage EMS Fleet and maintenance program.
• Performs related duties as assigned.

KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge of:
• Management and administration of publicly provided ambulance services. • Ambulance billing for public ambulance providers
• Principles and practices of employee supervision, including work planning, assignment, review, evaluation, and the training of staff in work procedures. • Principles, practices, and techniques of EMS administration. • Advanced methods and techniques of modern emergency medical services delivery. • Laws, ordinances, rules, regulations, and codes affecting the work of the Fire Department and coordination with other firefighting and ambulance agencies. • Operation and maintenance of modern emergency medical services equipment and fleet. • Operational area, neighboring providers, area hospitals, area resources, local EMS policies protocols, laws and regulations of the City.
40 Ability to:
• Assist in planning, organizing, and directing managing the work of the Fire Department. • Prepare clear and concise administrative and financial reports. • Develop, plan, and instruct in-service training programs. • Assist in the development and implementation of department policies and practices. • Help establish and maintain department morale and discipline. • Establish and maintain effective relationships with governmental officials, employees, and the general public.
• Operate modern apparatus and equipment used in emergency medical services delivery. • Assist in ensuring the readiness of the Fire Department to meet the medical emergency needs of the City.

MINIMUM QUALIFICATIONS
Experience:

Six (6) years of full-time progressively responsible EMS experience. In addition, including at least two (2) years at a level of Paramedic is desirable.

Education:

Graduation from an accredited college with an Associate degree program in Paramedicine, Fire Science, Fire Technology, Fire Administration, or related field.

Substitution:

Additional qualifying experience may substitute for the required education on a year-to-year basis.

Licenses and Certifications:
• Possession and maintenance of a valid Class C California Driver’s License and a satisfactory driving record.
• Possession of a valid Healthcare Provider CPR certification. • Possession of a current State of California Paramedic License and Fresno County Paramedic Certificate
• Possession of a valid Healthcare Provider CPR certification. • Possession of a valid Advanced Care Life Support certification. • Possession of a valid Pediatric Advanced Life Support certification. • Possession of a valid Pre-Hospital Trauma Life Support or International Trauma Life Support certification.
• Within twelve (12) months of appointment, the incumbent will acquire Instructor Certifications for Healthcare Provider CPR, Advanced Care Life Support, Pediatric Advanced Life Support, and Designated Infection Control Officer. • Within twenty-four (24) months of appointment, the incumbent will acquire Pre-Hospital Trauma Life Support or International Trauma Life Support, • Certification from other associations may be deemed acceptable at the discretion of the Fire Chief.
41 Background
If considered for appointment, candidates will 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. In addition, the candidate will be required to pass a medical examination and drug test.

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.

Physical Demands
While performing these job duties, incumbents require sufficient mobility to work in an office setting operating office equipment and respond to emergency situations requiring emergency apparatus and equipment. The incumbent is regularly required to sit, walk and stand; talk and hear; use hands to handle, feel or operate objects, tools, or controls; and perform repetitive movements of hands or wrists. Incumbents must have close visual acuity to perform activities such as preparing and analyzing data and figures while viewing a computer screen. This is partially a sedentary, partially a field classification that requires operating in emergency situations and identifying and assessing problems or hazards. While performing these job duties, incumbents require sufficient mobility to lift and carry up to 50 pounds on a regular basis; ability to maneuver a 200-pound individual in need of assistance.

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
The employee works primarily in an office environment and may be required to travel outside City boundaries to attend meetings.

Incumbents may be required to work extended hours including evenings, weekends, and holidays.

Employees may be called for field work and may be exposed to extreme noise, cold and hot temperatures, inclement weather conditions, road hazards, substantial heights, confining workspace, chemicals, mechanical and electrical hazards, hazardous physical substances, and fumes.  Employees may interact with upset staff and members of the public in interpreting and enforcing departmental policies and procedures.
42 This Page Left Blank Intentionally
43 2-5
Adopt Resolution 2026-109 approving
a four-year Memorandum of
Understanding between the City of
Selma and the International
Association of Firefighters Local 3716
for the period of July 1, 2026 through
June 30, 2030
44 ITEM NO: 2-5

CITY COUNCIL STAFF REPORT
MEETING DATE: October 6, 2026
SUBJECT: Adopt Resolution 2026-109 approving a four-year Memorandum of Understanding between the City of Selma and the International Association of Firefighters Local 3716 for the period of July 1, 2026 through June 30, 2030
SUBMITTED: Margee Fallert, Deputy City Manager
APPROVED: Jason Rogers, City Manager
RECOMMENDATION:

Adopt Resolution 2026-109 approving a four-year Memorandum of Understanding between the City of Selma and the International Association of Firefighters Local 3716 for the period of July 1, 2026 through June 30, 2030
DISCUSSION:

The International Association of Firefighters Local 3716 represents employees in the Firefighter, Fire Engineer, Non-Safety Emergency Medical Technician (EMT), and NonSafety Paramedic classifications. The City and IAFF Local 3716 have completed negotiations concerning wages, hours, and other terms and conditions of employment for the successor agreement.

The proposed MOU establishes the terms and conditions of employment for the bargaining unit for a four-year period from July 1, 2026 through June 30, 2030. The agreement supersedes prior agreements between the parties and establishes the negotiated wages, benefits, and working conditions applicable to employees represented by the Unit during the term of the agreement.

The proposed agreement also reflects the City's ongoing efforts to address CalPERS compliance, compensation, work schedules, Fire Department staffing and operational requirements, and compliance with applicable state and federal requirements.

The proposed four-year MOU contains several significant changes to the existing agreement.

The principal negotiated changes are summarized below.

1. Four-Year Contract Term
The proposed MOU will be effective July 1, 2026 through June 30, 2030, except where individual provisions specify a different effective date. The agreement provides a process for reopening negotiations prior to expiration and requires written notice to commence bargaining.

2. Salary Adjustments – Sworn Fire Positions
The MOU provides base salary increases beginning October 17, 2026 in connection with negotiated changes to EMT premium pay, the FLSA work period, and holiday compensation.

The base salary increases include:
45 • 4.5% effective October 17, 2026 in exchange for elimination of the prior EMT Premium Pay of up to 6%;
• 5% effective October 17, 2026 in connection with the transition to the FLSA-compliant 24-day work period reducing the hours paid from 12 per pay period to 6 - ½ time hours (3 full hours) per pay period;
• In exchange for the reduction of paid Holiday time each pay period the following increases go into effect: 2% effective October 17, 2026; 2% effective July 1, 2027; 1.5% effective July 1, 2028; 1.5% effective July 1, 2029
• In addition, the agreement provides a 2.5% cost-of-living adjustment (COLA) effective July 1 of each year beginning in 2027 through 2029.

3. Salary Adjustments – Non-Safety EMT and Paramedic Positions The MOU also provides the same phased base salary increases associated with the restructuring of holiday compensation:
• 2% effective October 17, 2026; 2% effective July 1, 2027; 1.5% effective July 1, 2028; and 1.5% effective July 1, 2029.

Non-Safety classifications will also receive the 2.5% annual COLAs effective July 1, 2027, July 1, 2028, and July 1, 2029.

4. Paramedic Premium Pay
Beginning October 17, 2026, the MOU establishes 5% Paramedic Premium Pay for employees in the Firefighter and Fire Engineer classifications who possess and maintain the required California State Paramedic License and other required certifications. This is a change from the sliding scale that was previously used.

The premium is included in the basis for calculating overtime and call-back compensation and is intended to qualify as reportable special compensation under applicable CalPERS laws and regulations.

Employees who fail to maintain the required paramedic certification will lose the premium pay, with the premium reinstated upon restoration of the certification.

5. FLSA-Compliant Fire Shift Work Period
The proposed agreement changes the standard FLSA work period for sworn Fire Department shift personnel to a 24-day work period based on the 48/96 work schedule.

The agreement establishes a 182-hour FLSA cycle. For payroll purposes, the standard 14-day payroll period will reflect 112 regular hours, with six FLSA hours paid at half-time for the additional hours above the 53-hour work week. This is a change from the previous 14 day schedule and payment of 12 hours each pay period.

6. Longevity Pay
Effective October 17, 2026, the agreement establishes longevity pay based upon continuous full-time service with the City as follows:

Years of Continuous Service Longevity Pay
5 years 2.5%
10 years 5%
15 years 7.5%
20 years 10%
46 Longevity pay is not cumulative. Employees receive only the highest applicable percentage based upon completed years of continuous service.

The MOU provides that longevity pay will be included in regular compensation each pay period and is intended to qualify as reportable special compensation under applicable CalPERS laws and regulations.

7. Holiday Compensation
The proposed agreement restructures the manner in which holiday compensation is paid over the term of the MOU.

Currently members are paid 24 hours per holiday and during the contract period that will be reduced to 11.2 hours per holiday.

The new MOU also cleans up the movement to 26 pay periods for deferred compensation and health insurance benefits, cleans up miscalculations on various charts through out the agreement and gives examples of the conversion of sick leave to the 1.4 factor for CalPERS.

Attached for councils review is a strike-out - red line version of the document so changes can be easily reviewed and then a final clean copy of the document.

FISCAL IMPACT:

Approval of the MOU will result in increased base salaries. This will be offset with the reduction of FLSA, Holiday, Certification, and Premium Pay. There are no retractive increases as all classifications received previously approved increases on July 1, 2026 from the salary survey conducted and approved in 2024.

Attachments:
☒ Resolution 2026-109
☐ Ordinance
☐ Map
☐ Agreement
☒ Other
List: Strike Out MOU and a
Clean Copy of the MOU

47 RESOLUTION NO. 2026-109

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

CALIFORNIA, APPROVING A FOUR-YEAR MEMORANDUM OF

UNDERSTANDING BETWEEN THE CITY OF SELMA AND THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL 3716 FOR THE PERIOD OF JULY 1, 2026, THROUGH JUNE 30, 2030
WHEREAS, the International Association of Firefighters Local 3716 (“IAFF Local 3716”) represents City employees in the Firefighter, Fire Engineer, Non-Safety Emergency Medical Technician (EMT), and Non-Safety Paramedic classifications; and WHEREAS, the City of Selma (“City”) and IAFF Local 3716 have completed negotiations concerning wages, hours, and other terms and conditions of employment for a successor Memorandum of Understanding (“MOU”); and
WHEREAS, the proposed MOU establishes the terms and conditions of employment for the represented bargaining unit for a four-year period commencing July 1, 2026, and ending June 30, 2030, except as otherwise provided in the MOU; and
WHEREAS, , the proposed MOU supersedes prior agreements between the parties and sets forth the negotiated wages, benefits, and working conditions applicable to employees represented by IAFF Local 3716 during the term of the agreement; and WHEREAS, , the proposed MOU includes negotiated changes addressing salary adjustments, annual cost-of-living adjustments, paramedic premium pay, the Fair Labor Standards Act (FLSA) work period for sworn Fire Department shift personnel, longevity pay, holiday compensation, and related administrative and benefit provisions; and NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Selma, California as follows:

Section 1. The foregoing recitals are true and correct and are incorporated herein by reference.

Section 2. The City Council hereby approves the four-year Memorandum of Understanding between the City of Selma and the International Association of Firefighters Local 3716 for the period of July 1, 2026, through June 30, 2030, in the form presented to the City Council.

Section 3. The City Manager, or designee, is authorized to execute the MOU on behalf of the City and to take such administrative actions as are necessary to implement its terms, subject to the approved MOU and applicable law.

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. 48 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 by the City Council of the City of Selma, California, at a regular meeting held on the 6th day of October 2026, by the following vote:

AYES:

NOES:

ABSTAIN:

ABSENT:
____________________________
ATTEST: Scott Robertson
Mayor
______________________________
Mirium Cruz
Interim City Clerk
49 MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF SELMA
AND
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS LOCAL 3716

FOR THE PERIOD
JULY 1, 2024 2026 THROUGH JUNE 30, 2026 2030
50 2
Table of Contents

ARTICLE
1 - RECOGNITION ....................................................................................................................... 4 2 – SALARIES SWORN POSITIONS .......................................................................................... 4 3 – SALARIES NON-SWORN POSITIONS ................................................................................ 4 4- PREMIUM PAY – SWORN POSITIONS................................................................................. 5 5- CERTIFICATIONPAY- SWORN POSITIONS ................................................................ 6 6 – ASSIGNMENT PAY - SWORN POSITIONS ........................................................................ 6 7 – ASSIGNMENT PAY – NON-SWORN POSITIONS .............................................................. 6 8- BILINGUAL PAY.................................................................................................................... 7 9- LONGEVITY PAY ..................................................................................................................... 7 10 - COMPENSATION FOR USE OF A PRIVATE VEHICLE.................................................. 7 11 - PAYOFF OF COMPENSATORY TIME............................................................................... 7 12 - DEFERRED COMPENSATION ........................................................................................... 8 13- NON-DISCRIMINATION...................................................................................................... 8 14 - CITY RIGHTS........................................................................................................................ 8 15 - UNIT RIGHTS....................................................................................................................... 8 16- BILL OF RIGHTS ................................................................................................................... 8 17 - GRIEVANCE PROCEDURE AND UNIT REPRESENTATIVE......................................... 9 18 - UNIT REPRESENTATIVE..................................................................................................... 9 19 - COMPLIANCE WITH MOU ................................................................................................. 9 20 - OUT OF CLASS ......................., ............................................................................................10 21 - POSITION CLASSIFICATIONS..........................................................................................10 22 - SENIORITY...........................................................................................................................11 23 - STANDARD WORK PERIOD SWORN POSITIONS........................................................12 24 - STANDARD WORK PERIOD NON-SWORN POSITIONS..............................................12 25 - OVERTIME...........................................................................................................................12 26 - CALL BACK COMPENSATION........................................................................................13 27- RETIREMENT – SWORN POSITIONS ...............................................................................13 28 – RETIREMENT – NON-SWORN POSITIONS....................................................................13 29 - INSURANCE BENEFITS....................................................................................................14 51 3
30 - SAFETY................................................................................................................................16 31 - UNIFORM ALLOWANCE SWORN POSITIONS...............................................................16 32 - UNIFORM ALLOWANCE NON-SWORN POSITIONS.....................................................16 33 - PERSONAL PROPERTY LOSS...........................................................................................17 34 - COLLECTION OF FEES, DUES AND ASSESSMENTS....................................................18 35 - SICK LEAVE.........................................................................................................................19 36-VACATION .............................................................................................................................20 37 - HOLIDAYS ....................................................................., ......................................................21 38 - IN-SERVICE TRAINING.....................................................................................................22 39- PHYSICAL FITNESS AND WELLNESS ........................................................................... 22 40 - EDUCATION INCENTIVE ................................................................................................ 23 41 - DISABILITY INSURANCE...................................................................................... 24 42 - ADOPTION OF AGREEMENT AND AMENDING PROCEDURE ............................... 24 43 - SAVINGS CLAUSE............................................................................................................ 24 44- TERM AND REOPENING OF MEMORANDUM ............................................................. 24 A. ECONOMIC REOPENER – CALPERS CHANGES .................................................. 27 45 - APPROVALS ...................................................................................................................... 25 52 4

A MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF SELMA AND

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. Updated on October 6, 2026 by Resolution 2026 - XX City and Unit agree as follows:
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):

Firefighter
Fire Engineer
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 eventResolution No. 92-56R is modified, the modified Resolution shall apply. The proposed modification shall be submitted to Unit prior to its adoption, for input.
2 – SALARIES SWORN POSITIONS
Effective the pay period that includes July 1, 2024 July 1, 2026, full implementation over a threeyear period of the 60th percentile salary increases as indicated in accepted Salary Study. the following increases went into effect to achieve the 60th percentile salary increases as indicated in Salary Study accepted by City Council on September 3, 2024.
53 5
Full
implementation
July 1,
2024
July 1,
2025
July 1,
2026
Fire Engineer 7.69% 2.57% 2.56% 2.56%
Firefighter 3.22% 1.08% 1.07% 1.07%
A. Effective the pay period that includes July 1, 2024, all employees represented by this MOU shall receive a 3% Cost of Living Adjustment.

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

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

Classification Salary Increase
from Study
Cost of Living
Increase
Total
Fire Fighter 1.07% 2% 3.07%
Fire Engineer 2.56% 2% 4.56%
Effective the first full pay period (October 17, 2026) following the ratification of the contract and approval by the Selma City Council the following items will be put into place:

In exchange for no longer having the EMT Premium Pay in Article 3 of up to 6% the city will increase the base salary as follows
Classification Base Salary Increase
Firefighter 4.5%
Fire Engineer 4.5%
In exchange for moving from a 14-day standard work period with an additional 12 hours paid at straight time to an FLSA compliant 24-day work period with 6 hours of FLSA hours paid out as half time (3 half time hours per week) for the additional hours above the 53-hour work week the city will increase the base salary by the following:

Classification Base Salary Increase
Firefighter 5%
Fire Engineer 5%
In exchange for reducing the per pay period pay out of holidays over a 4-year period as outlined by Article 36 the city agrees to the following increase to base salary:
54 6
Year Base Salary Increase
Ratification of Contract 2026 2%
July 1, 2027 2%
July 1, 2028 1.5%
July 1, 2029 1.5%
The city agrees to the following Cost of Living Increases over the term of the contract, increases shall go into effect in the payroll period that includes July 1st of each year.

Year COLA Increase
July 1, 2027 2.5%
July 1, 2028 2.5%
July 1, 2029 2.5%
3 – SALARIES NON-SWORN
A. Effective the pay period that includes July 1, 2026, the following increases went into effect to achieve the 60th percentile salary increases as indicated in Salary Study accepted by City Council on September 3, 2024.

Classification Cost of Living Increase
EMT 2%
Paramedic 2%
B. Effective the first full pay period (October 17, 2026) following the ratification of the contract and approval by the Selma City Council the following items will be put into place:

In exchange for reducing the per pay period pay out of holidays over a 4-year period as outlined by Article 31 the city agrees to the following increase to base salary:

Year Base Salary Increase
Ratification of Contract 2026 2%
July 1, 2027 2%
July 1, 2028 1.5%
July 1, 2029 1.5%
The city agrees to the following Cost of Living Increase over the term of the contract:

Year COLA Increase
July 1, 2027 2.5%
July 1, 2028 2.5%
July 1, 2029 2.5%
55 7
4 - PREMIUM PAY SWORN POSITIONS
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. 1st 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. 2nd 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.)
Years Five and Six - Ten Percent (10%)

4. More than six years and thereafter service as Paramedic - Twelve Percent (12%) A. Effective October 17, 2026 Paramedic Premium Pay of five percent (5%) will be paid to those employees in the classification of Firefighter and Fire Engineer Rank who possess and maintain a valid California State Paramedic License certified by the Fresno County Health Director and any other certifications required by the City to perform Paramedic duties.

Premium pay will be included as part of the basis for calculating overtime and call back compensation.

B. This Premium Pay is intended to be considered special compensation and shall be reported to the California Public Employee’s Retirement System (CalPERS) in accordance with 56 8
applicable CalPERS laws and regulations. The Premium Pay shall be paid to all employees in the classifications who meet the eligibility requirements.

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 5 - CERTIFICATION PAY – SWORN POSITIONS
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:

Certification
Fire Investigator I or Fire Investigator (moved to new article 6) Fire Officer, Company Officer or Fire Officer II
Training Instructor or Fire and Emergency Services
Instructor 1
(moved to new article 6)
Hazardous Materials Technician
Prevention Officer or Fire Inspector I
Rescue Systems 1 or Rope Rescue Awareness/Operations
Firefighter II
Fire Marshall
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 and it is not a requirement of their job classification. 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 57 9
(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. Moved to Non-Safety Article 7
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%. Will be six percent 6 - ASSIGNMENT PAY – SWORN POSITIONS

Four percent (4.0%) of the hourly base salary shall be paid to those employees covered by this MOU who hold the applicable certification and are assigned to the following: All assignments of personnel shall be made at the sole discretion of the Fire Chief. Such assignments may be made, modified, or rescinded at any time based on the needs of the Department.

1. Fire Inspector: Compensation to “Fire Inspectors” who routinely review and inspect firerelated-permits, fire protection and fire alarm system, and infrastructure and development projects to ensure compliance with applicable fire codes, ordinances, and adopted standards, including related plan review, inspection, acceptance testing, and documentation. (Fire Inspector Pay will only be paid if it is not part of the employee’s minimum qualifications of their assigned job classification)

2. Fire Investigator - Compensation to “fire investigation” personnel who are routinely and consistently assigned to investigate causes of destructive burning.

3. Training Premium - Compensation to employees who are routinely and consistently assigned to train employees as part of the Departments designated training program.

4. It is agreed by all parties that the max assignment pay to be paid to employees covered by this MOU will be eight percent (8%)
7- ASSIGNMENT PAY – NON-SWORN POSITIONS

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. 8 -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 $23.08 per pay period (based on 24 26 pay periods). Bilingual testing will be administered no less than once per quarter. Should 58 10
employee "no show" for the bilingual testing appointment, a waiting period of six (6) months is required before eligible to retest.
9 – LONGEVITY PAY
Years of Continuous Full-Time Service with the City of Selma 5 Years 2.5%
10 Years 5%
15 Years 7.5%
20 Years 10%
Longevity Pay shall become effective on October 17, 2026 and employees will become eligible at the beginning of the pay period following the employee's completion of the applicable years of continuous service. For purposes of this Article, continuous service shall mean uninterrupted employment with the City of Selma, excluding any separation from City service.

The Longevity Pay percentages identified above are not cumulative. Employees shall receive only the single highest applicable Longevity Pay percentage based upon their completed years of continuous service.

Longevity Pay shall be paid uniformly to all employees in represented by this MOU who meet the eligibility requirements and shall be included in the employee's regular compensation each pay period The City and the Association acknowledge that this Longevity Pay is intended to qualify as reportable special compensation under applicable California Public Employees' Retirement System (CalPERS) laws and regulations.
10 - 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. 11-PAYOFF OF COMPENSATORY TIME
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 twice per year. 59 11
Employee choosing this method must indicate the number of hours they wish to convert in a lump sum (limited to twenty-four up to 200 hours each time) hours per payroll period) on the appropriate form.

All hours so designated will be converted and applied to their 457 plans.

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. 12 - DEFERRED COMPENSATION
City will match the employee's contribution of up to fitly dollars ($50) $46.15 per pay period (maximum of two pay periods per month 26 pay periods) 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. 13 - NON-DISCRIMINATION
City and Unit agree not to discriminate against any employees in accordance with applicable laws.
14 - 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. 15 - 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. 60 12
16 - 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 isto confirm City's and Unit's understanding of these rights. 17-GRIEVANCE PROCEDURE AND UNIT REPRESENTATIVE
The grievance procedures are stated in Section 9 of the Personnel Rules and Regulations. 18 - 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 Representativemay also participate in the meet and confer process.

C. The representative, if an employee of theCity, 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.

E. 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.
19 - 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 61 13
shall first be presented in writing to the other party and an attempt shall be made to settle the matter as provided in this agreement.
20 - OUT OF CLASS
Unit members may be assigned to temporarily work in other position classifications according to the following policy:

A. TheCity 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 forthe fullshift. 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 lessthan three (3) hours.
a. No extra compensation for temporary work in other
classificationsshall apply to shift trades between employees. b. Acting pay will not be subject to reporting to CalPERS 21 - 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 classificationsshall 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 or their designee 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.
62 14
22 - 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.

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.
23 - STANDARD WORK PERIOD – SWORN POSITIONS
63 15
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 24 day work period based on a 48/96 work schedule which begins with the start of the A shift 48/96 schedule. This work schedule is 182 hours in a 24-day FLSA cycle. For payroll purposes, the standard 14-day payroll period shall be paid as follows: one hundred twelve (112) regular hours (56 regular hours per week) 6 hours of FLSA hours paid out as half time (3 half time hours per week) for the additional hours above the 53-hour work week. FLSA Overtime shall be computed and paid or accrued as required by law utilizing the employee’s regular base wage hourly rate.
24 - STANDARD WORK PERIOD – NON-SWORN POSITIONS
A. 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.
a. For payroll purposes, the 14-day standard work period shall be paid out as follows:
i. 56 scheduled hours perstandard work week

1. 40 regular hours

2. 8 overtime hours
25 - 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 for shift personnel. 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.
26 - CALL BACK COMPENSATION
64 16
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).
27- RETIREMENT – SAFETY POSITIONS
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.

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

1. Section 20965 - Unused Sick Leave Credit

2. Section 20037 - Three Year Final Compensation
65 17
28 - RETIREMENT – NON-SAFETY POSITIONS
A. 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.

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

B. 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. 29 - 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 66 18
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.

Exam le: 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 must notify the Human Resources Department in writing prior to retirement of retiring from the City of Selma that they want to continue on health, dental or vision coverage with the City. 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.

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 67 19
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.
30 - 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.
31 - UNIFORM ALLOWANCE SAFETY POSITIONS
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 covered under this bargaining agreement $1,000.00 $1,100 each year for uniform purchase, replacement and maintenance.

2. Employees shall maintain uniforms in a clean, neat and pressed 68 20
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 ($42.31 per pay 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.
32 - UNIFORM ALLOWANCE NON-SAFETY POSITIONS
A. City shall provide an annual uniform allowance to be paid to Unit Employees as follows:

1. City agrees to pay each Non-Safety employee $500.00 $600.00 each year for uniform purchase, replacement and maintenance.

2. Employees shall maintain uniforms in a clean, neat and pressed 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 ($23.08 per pay 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.
69 21
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
33 - 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 contacts 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. 34 - COLLECTION OF FEES, DUES AND ASSESSMENTS
A. The Unit issolely 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.

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.

The Unit will 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. 35 - SICK LEAVE
A. All shift employees shall accrue sick leave at a rate of 11.07 8.307 hours on a biweekly basis, 26 times per year. This is equivalent to 24 18 hours per calendar month. Accrual shall begin at the date of hire.

B. FMLA/CRA Sick Leave Bank - In addition to the sick leave above shift personnel shall accrue an additional 6 hours per calendar month 2.769 hours on a biweekly basis that can be used for any FMLA or CFRA qualifying event. This sick leave has no cash value but will be combined with regular sick leave when an employee retires and the leave is reported to CALPERS.

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

D. Sick Leave for Shift Employees is asfollows:

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.

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 I2-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 (/2 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 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.

E. 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.

F. Retirement Credit for Unused Sick Leave
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a. Unused accumulated sick leave, and FMLA/CFRA Leave, for each eligible employee, whose effective date of retirement is within four months of separation from the employer which will be granted the sick leave credit,. Employees 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. When reporting unused sick leave to CALPERS shift personnel sick leave banks must be converted to an eight (8) hour day accrual to be reported correctly. The conversion will happen as follows:

Sick leave balances are converted from the 56-hour shift to the 40-hour time by dividing the employee's current shift sick leave balance by 1.4.

Examples of Conversion
Sick
Leave
FMLA/
CRFA
Total Conversion
Factor
Total Reportable
Hours
Total Reportable
Days
800+ 300 =1,000 /1.4 714.28 89
1600+ 500 =2,100 /1.4 1500 187.5
c. 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.
36 - VACATION
A. All Shift Employees shall accrue vacation according to the following schedule:

Years of
Service
Hours Per
Pav Period
Bi-Weekly Accrual Hours Per
Year
0-4 years 12 5.53 hours 144 hours
5- 9 vears 18 8.30 hours 216 hours
10 - 14 years 21 9.23 .69 hours 252 240 hours
15+ years 24 11.53 07 hours 288 300 hours
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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.
37 - 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 regardless if the holiday is worked or not.

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

2. Shift employees shall receive holiday pay at the a rate of 24 shown in the cart below: hours per holiday.

Effective Dates Number of Holidays
Subject to PERS
(holidays 1-13)
Number of
Hours per
Holiday
Per pay period
October 17, 2026 13 19.74 19.74*13/26 = 9.87
July 1, 2027 13 15.28 15.28*13/26 = 7.64
July 1. 2028 13 11.2 11.2*13/26 = 5.6
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Effective Dates Number of Holidays
NOT Subject to PERS
(holidays 14-15)
Number of
Hours per
Holiday
Per pay period
October 17, 2026 3 19.74 19.74*3/26 = 2.28
July 1, 2027 3 15.28 15.28*3/26 = 1.76
July 1. 2028 3 11.2 11.2*3/26 = 1.29

3. CalPERS reporting for "Holiday In-Lieu Pay" for birthday and floating holidays are not subject to CalPERS reporting. may require separate reporting for birthday and floating holidays.
38 - 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.

A. 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.
39 - 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.

8. 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.
75 27

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 physicals and cancer screenings upon submission of appropriate documentation to the City's Finance Department.
40 - 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 receivestwo 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 notspecify 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 76 28
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.
41 - 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. This unit is registered as an exempt unit with the State of California and cannot participate in the State Disability Insurance Program. Participation is at the sole expense of the employee If at any time the unit is able to produce documentation that they are no longer exempt than the city will enroll all employees in this unit at the employees’ sole expense.
42 - ADOPTION OF AGREEMENT AND AMENDING PROCEDURE
This MOU shall be deemed adopted and binding effectively terminating negotiations during itsterm upon approval and subscription of the Unit and City.

A. If either Unit or City desires to modify or change this MOU during itsterm, 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.
- B. No presently existing benefit, whether monetary or otherwise, may be reduced below its present level, except as agreed to in this MOU. 43 - SAVINGS CLAUSE
C. 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. D. 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.
44 - TERM AND REOPENING OF MEMORANDUM
This Memorandum of Understanding shall become effective July 1, 202426, except where otherwise provided, and shall remain in effective through June 30, 2026 30. 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. 77 This contract expires June 30, 2030. 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.

A. ECONOMIC REOPENER – CALPERS CHANGES
The City and the Association agree that, during the term of this Agreement, should there be any material changes to CalPERS laws, regulations, policies, or requirements that may affect compensation, benefits, or other economic provisions applicable to employees covered by this Agreement, the City agrees to meet and discuss with the Association regarding the potential impact of such changes.

The parties' obligation to meet and discuss under this provision shall not be construed as an agreement or commitment by the City to modify, amend, or otherwise change any provision of this Agreement. Any changes to this Agreement shall be subject to mutual agreement of the parties and the City's applicable approval process.

Nothing in this provision shall require the City to agree to any proposal or result in an automatic adjustment to wages, benefits, or other economic terms and conditions of employment. 45 - APPROVALS
DATE of COUNCIL APPROVAL: October 6 , 2026
"CITY"
City of Selma
A Municipal Corporation
78 CITY OF SELMA | FIREFIGHTERS MEMORANDUM OF UNDERSTANDING ━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━

MEMORANDUM

OF UNDERSTANDING

BETWEEN

CITY OF SELMA
AND

INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS LOCAL 3716

AGREEMENT TERM
JULY 1, 2026 • JUNE 30, 2030
Adopted October 6, 2026
79 2
Table of Contents

ARTICLES
1 - RECOGNITION ........................................................................................................................ 4 2 - SALARIES SWORN POSITIONS ............................................................................................ 4 3 - SALARIES NON-SWORN POSITIONS .................................................................................. 6 4 - PREMIUM PAY-SWORN POSITIONS ................................................................................... 6 5 - CERTIFICATIONPAY-SWORN POSITIONS............................................................... 7 6 - ASSIGNMENT PAY-SWORN POSITIONS ........................................................................... 7 7 - ASSIGNMENT PAY-NON-SWORN POSITIONS ................................................................. 8 8 - BILINGUAL PAY .................................................................................................................... 8 9 - LONGEVITY PAY ................................................................................................................... 8 10 - COMPENSATION FOR USE OF A PRIVATE VEHICLE .................................................. 9 11 - PAYOFF OF COMPENSATORY TIME............................................................................... 9 12 - DEFERRED COMPENSATION............................................................................................ 9 13 - NON-DISCRIMINATION ...................................................................................................... 9 14 - CITY RIGHTS ........................................................................................................................ 9 15 - UNIT RIGHTS.......................................................................................................................10 16 - BILL OF RIGHTS..................................................................................................................10 17 - GRIEVANCE PROCEDURE AND UNIT REPRESENTATIVE........................................10 18 - UNIT REPRESENTATIVE................................................................................................... 10 19 - COMPLIANCE WITH MOU ...............................................................................................11 20 - OUT OF CLASS ......................., ............................................................................................11 21 - POSITION CLASSIFICATIONS ..........................................................................................11 22 - SENIORITY ...........................................................................................................................12 23 - STANDARD WORK PERIOD SWORN POSITIONS........................................................13 24 - STANDARD WORK PERIOD NON-SWORN POSITIONS..............................................13 25 - OVERTIME............................................................................................................................13 26 - CALL BACK COMPENSATION..........................................................................................14 27 - RETIREMENT-SWORN POSITIONS ..................................................................................14 28 - RETIREMENT-NON-SWORN POSITIONS ........................................................................15 29 - INSURANCE BENEFITS .....................................................................................................15 30 - SAFETY................................................................................................................................. 17 80 3
31 - UNIFORM ALLOWANCE SWORN POSITIONS ..............................................................17 32 - UNIFORM ALLOWANCE NON-SWORN POSITIONS.....................................................17 33 - PERSONAL PROPERTY LOSS ..........................................................................................18 34 - COLLECTION OF FEES, DUES AND ASSESSMENTS ...................................................18 35 - SICK LEAVE ........................................................................................................................19 36 - VACATION...........................................................................................................................21 37 - HOLIDAYS ....................................................................., ......................................................22 38 - IN-SERVICE TRAINING.................................................................................................... 23 39 - PHYSICAL FITNESS AND WELLNESS........................................................................... 23 40 - EDUCATION INCENTIVE ................................................................................................ 24 41 - DISABILITY INSURANCE..................................................................................................... 25 42 - ADOPTION OF AGREEMENT AND AMENDING PROCEDURE............................... 25 43 - SAVINGS CLAUSE............................................................................................................ 25 44 - TERM AND REOPENING OF MEMORANDUM ............................................................. 25 C. ECONOMIC REOPENER-CALPERS CHANGES...................................................... 26 45 - APPROVALS...................................................................................................................... 26 81 4

A MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF

SELMA AND 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.

Updated on October 6, 2026 by Resolution 2026 - XX City and Unit agree as follows:
1 - RECOGNITION
A. 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):

1. Firefighter

2. Fire Engineer

3. Non-Safety Emergency Medical Technician (EMT)

4. Non-Safety Paramedic
B. The term SAFETY will represent the Firefighter and Fire Engineer classifications. The term NON-SAFETY will represent the EMT and Paramedic classifications.

C. City agreesto meet and confer and otherwise deal exclusively with representatives of Unit on allmatters 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. 2 - SALARIES SWORN POSITIONS
A. Effective the pay period that includes July 1, 2026, the following increases went into effect to achieve the 60th percentile salary increases as indicated in Salary Study accepted by City Council on September 3, 2024.

Classification Salary Increase from Study Cost of Living Increase Total Fire Fighter 1.07% 2% 3.07%
82 5
Fire Engineer 2.56% 2% 4.56%
B. Effective October 17, 2026 the following items will be put into place:

1. In exchange for no longer having the EMT Premium Pay of up to 6% the city will increase the base salary as follows
Classification Base Salary Increase
Firefighter 4.5%
Fire Engineer 4.5%

2. In exchange for moving from a 14-day standard work period with an additional 12 hours paid at straight time to an FLSA compliant 24-day work period with 6 hours of FLSA hours paid out as half time (3 half time hours per week) for the additional hours above the 53- hour work week the city will increase the base salary by the following:

Classification Base Salary Increase
Firefighter 5%
Fire Engineer 5%

3. In exchange for reducing the per pay-payment pay out of holidays over a 4-year period as outlined by Article 37 the city agrees to the following increase to base salary:

Year Base Salary Increase
October 17, 2026 2%
July 1, 2027 2%
July 1, 2028 1.5%
July 1, 2029 1.5%
C. The city agrees to the following Cost of Living Increases over the term of the contract; increases shall go into effect in the payroll period that includes July 1st of each year.

Year COLA Increase
July 1, 2027 2.5%
July 1, 2028 2.5%
July 1, 2029 2.5%
3 - SALARIES NON-SWORN
A. Effective the pay period that includes July 1, 2026, the following increases went into effect to achieve the 60th percentile salary increases as indicated in Salary Study accepted by City Council on September 3, 2024.
83 6
Classification Cost of Living Increase
EMT 2%
Paramedic 2%
B. Effective October 17, 2026 the following items will be put into place:

1. In exchange for reducing the per pay period pay out of holidays over a 4-year period as outlined by Article 37 the city agrees to the following increase to base salary:

Year COLA Increase
July 1, 2027 2.5%
July 1, 2028 2.5%
July 1, 2029 2.5%
4 - PREMIUM PAY SWORN POSITIONS
A. Effective October 17, 2026 Paramedic Premium Pay of five percent (5%) will be paid to those employees in the classification of Firefighter and Fire Engineer Rank who possess and maintain a valid California State Paramedic License certified by the Fresno County Health Director and any other certifications required by the City to perform Paramedic duties.

Premium pay will be included as part of the basis for calculating overtime and call back compensation.

C. The loss of 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.
84 7
5 - CERTIFICATION PAY - SWORN POSITIONS
A. Two percent (2.0%) of the hourly base salary shall be paid to those employees covered by this MOU who have attained the below-listed certificates and it is not a requirement of their job classification.

Certification
Fire Officer, Company Officer or Fire Officer II
Rescue Systems 1 or Rope Rescue Awareness/Operations
Firefighter II
Fire Marshall
B. It is agreed by all parties that the max certification pay to be paid to employees covered by this MOU will be six percent (6%)
6 - ASSIGNMENT PAY - SWORN POSITIONS
A. Four percent (4.0%) of the hourly base salary shall be paid to those employees covered by this MOU who hold the applicable certification and are assigned to the following: All assignments of personnel shall be made at the sole discretion of the Fire Chief. Such assignments may be made, modified, or rescinded at any time based on the needs of the Department.

2. Fire Investigator - Compensation to “fire investigation” personnel who are routinely and consistently assigned to investigate causes of destructive burning.

3. Training Premium - Compensation to employees who are routinely and consistently assigned to train employees as part of the Departments designated training program.

4. It is agreed by all parties that the max assignment pay to be paid to employees covered by this MOU will be eight percent (8%)
85 8
7 - ASSIGNMENT PAY - NON-SWORN POSITIONS

A. 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.
8 - BILINGUAL PAY
A. 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 $23.08 per pay period (based on 26 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. 9 - LONGEVITY PAY
A. Years of Continuous Full-Time Service with the City of Selma:
5 Years 2.5%
10 Years 5%
15 Years 7.5%
20 Years 10%

1. Longevity Pay shall become effective on October 17, 2026 and employees will become eligible at the beginning of the pay period following the employee's completion of the applicable years of continuous service. For purposes of this Article, continuous service shall mean uninterrupted employment with the City of Selma, excluding any separation from City service.

2. The Longevity Pay percentages identified above are not cumulative. Employees shall receive only the single highest applicable Longevity Pay percentage based upon their completed years of continuous service.

3. Longevity Pay shall be paid uniformly to all employees in represented by this MOU who meet the eligibility requirements and shall be included in the employee's regular compensation each pay period. The City and the Association acknowledge that this Longevity Pay is intended to qualify as reportable special compensation under applicable California Public Employees' Retirement System (CalPERS) laws and regulations. 86 9
10 - COMPENSATION FOR USE OF A PRIVATE VEHICLE
A. 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.
11 - 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:

2. 457 Contribution - Eligible employees may choose to convert comp time hours to the employee's individual 457 Tax Deferred Compensation account twice per year.

Employee choosing this method must indicate the number of hours they wish to convert in a lump sum (limited to up to 200 hours each time) on the appropriate form. All hours so designated will be converted and applied to their 457 plans.

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. 12 - DEFERRED COMPENSATION
A. City will match the employee's contribution of up to $46.15 per pay period 26 pay periods) 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.

B. Conditions of said contributions shall be subject to IRS regulations governing such accounts. 13 -NON-DISCRIMINATION
A. City and Unit agree not to discriminate against any employees in accordance with applicable laws.
14 - CITY RIGHTS
A. City retains the exclusive rights set forth in the Employer-Employee Relations Resolution.
87 10
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. 15 - 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.

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

B. The intention of this Article isto confirm City's and Unit's understanding of these rights. 17 - GRIEVANCE PROCEDURE AND UNIT REPRESENTATIVE
A. The grievance procedures are stated in Section 9 of the Personnel Rules and Regulations. 18 - 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 88 11
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.
19 - 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.

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 shall be made to settle the matter as provided in this agreement.
20 -OUT OF CLASS
Unit members may be assigned to temporarily work in other positions 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 shallreceive the differential pay forthe fullshift. 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 lessthan three (3) hours. a. No extra compensation for temporary work in other classificationsshall apply to shift trades between employees.
b. Acting pay will not be subject to reporting to CalPERS 21 - POSITION CLASSIFICATIONS
A. It isrecognized 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 classificationsshall remain with City.
89 12
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 or their designee 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.
22 - SENIORITY
A. Seniority shall be measured by total length of service in years, months and days from date of last hire.

B. 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.

C. 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;

D. 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.

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

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

G. Seniority shall be lost by:

1. Termination from City employment.
90 13

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. 23 - STANDARD WORK PERIOD-SWORN POSITIONS
The standard work period for city employees shall be as follows:

A. Fire Department Non-Shift Personnel

1. The standard work period for non-shift personnel shall be forty (40) hours per week.

B. Fire Department Shift Personnel

1. The standard FLSA section 7(k) work period for safety shift personnel in the Fire Department shall be a 24 day work period based on a 48/96 work schedule which begins with the start of the A shift 48/96 schedule. This work schedule is 182 hours in a 24-day FLSA cycle. For payroll purposes, the standard 14-day payroll period shall be paid as follows: one hundred twelve (112) regular hours (56 regular hours per week) 6 hours of FLSA hours paid out as half time (3 half time hours per week) for the additional hours above the 53-hour work week. FLSA Overtime shall be computed and paid or accrued as required by law utilizing the employee’s regular base wage hourly rate. 24 -STANDARD WORK PERIOD - NON-SWORN POSITIONS
Fire Department Non-Safety Shift Personnel
A. 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:
a. 56 scheduled hours perstandard work week
a) 40 regular hours
b) 8 overtime hours
25 -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 for shift personnel. 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.
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26 - 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).
27 - RETIREMENT - SAFETY POSITIONS
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.

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.

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

1. Section 20965 - Unused Sick Leave Credit

2. Section 20037 - Three Year Final Compensation
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28 - RETIREMENT - NON-SAFETY POSITIONS
A. For Miscellaneous employees ofthis 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. ClassicMiscellaneous employeesshall continue to contribute the full 8% of compensation earnable member contribution.

B. 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.
29 - 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:

1. 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.
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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 forthis 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

1. Employees who take PERS retirement must notify the Human Resources Department in writing prior to retirement from the City of Selma that they want to continue on health, dental or vision coverage with the City. Premiums will be paid 100% by the retired employee.

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.

6. Should the health insurance administrator recommend future rates increases or program modifications be implements, he/she shallmake 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.
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30 - 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.

C. The City's SafetyCommittee 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.
31 -UNIFORM ALLOWANCE SAFETY POSITIONS
A City shall provide an annual uniform allowance to be paid to Unit Employees as follows:

1. City agrees to pay each Safety Employee covered under this bargaining agreement $1,100 each yearfor uniform purchase, replacement and maintenance.

2. Employees shall maintain uniforms in a clean, neat and pressed 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 ($42.31 per pay period).

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. 32 -UNIFORM ALLOWANCE NON-SAFETY POSITIONS
A. City shall provide an annual uniform allowance to be paid to Unit Employees as follows:

1. City agrees to pay each Non-Safety employee $600.00 each year for uniform purchase, replacement and maintenance.
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B. City agrees to make uniform allowance payments on a twenty-six (26) payroll period ($23.08 per pay period).

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. 33 -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 contacts 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. 34 -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 employees who have provided written 96 19
authorization forregular dues deductions. TheCity will deduct duesfor 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. The Unit will 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.
35 -SICK LEAVE
A. All shift employees shall accrue sick leave at a rate of 8.307 hours on a biweekly basis, 26 times per year. Thisis equivalent to 18 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 for Shift Employees is asfollows:

1. For record-keeping purposes, sick leave credits shall be earned and used on an hourly basis.

3. At the end of each year, City agreesto pay each eligible employee with at least 1440 hours of accrued sick leave credit up to 30% of sick leave earned during the previous I2-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 (/2 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.

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

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

6. 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.

E. Family Sick Leave

1. 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.

F. Retirement Credit for Unused Sick Leave

1. Unused accumulated sick leave, and FMLA/CFRA Leave, for each eligible employee, whose effective date of retirement is within four months of separation from the employer will be granted the sick leave credit. Employees 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.
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2. When reporting unused sick leave to CALPERS shift personnel sick leave banks must be converted to an eight (8) hour day accrual to be reported correctly. The conversion will happen as follows:
a. Sick leave balances are converted from the 56-hour shift to the 40-hour time by dividing the employee's current shift sick leave balance by 1.4. b. Examples of Conversion:

Sick Leave FMLA/
CRFA
Total Conversion
Factor
Total Reportable
Hours
Total Reportable
Days
800+ 300 =1,000 /1.4 714.28 89.2
1600+ 500 =2,100 /1.4 1500 187.5

3. 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.
36 -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 9.69 hours 252 hours
15+ years 24 11.07 hours 288 hours
B. Unit employees shall be allowed to accrue up to a maximum of 528 hours 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.
99 37 -HOLIDAYS
A. Designated Holiday’s 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
a. If Section 12.7 - Holidays of the Personnel Rules and Regulations is amended, the resulting rule shall apply.

1. "Holiday In-Lieu Pay" will be paid per pay period over 26 pay periods.

2. Shift employees shall receive holiday pay at the rate shown in the chart below:

Effective Dates Number of Holidays Subject to
CALPERS (holidays 1-13)
Number of Hours per
Holiday
Per pay period
October 17, 2026 13 19.74 19.74*13/26 = 9.87
July 1, 2027 13 15.28 15.28*13/26 = 7.64
July 1. 2028 13 11.2 11.2*13/26 = 5.6
Effective Dates Number of Holidays NOT Subject
to CALPERS (holidays 14-15)
Number of Hours per
Holiday
Per pay period
October 17, 2026 3 19.74 19.74*3/26 = 2.28
July 1, 2027 3 15.28 15.28*3/26 = 1.76
July 1. 2028 3 11.2 11.2*3/26 = 1.29

3. "Holiday In-Lieu Pay" for birthday and floating holidays are not subject to CalPERS reporting.
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38 - 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 forthe reasonable expenses oftraining 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.
39 -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 inthe adoption of said program.

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 E. Physicals and cancer screenings upon submission of appropriate documentation to the City's Finance Department.
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40 -EDUCATION INCENTIVE
A. City shall pay 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 associates 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, thisincentive 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 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 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 salary shall be granted to employees who successfully complete a second certification, training and/or educational course, using the same criteria as stated in Section D above 102
41 -DISABILITY INSURANCE
A. This unit is registered as an exempt unit with the State of California and cannot participate in the State Disability Insurance Program. If at any time the unit is able to produce documentation that they are no longer exempt than the city will enroll all employees in this unit at the employees’ sole expense.
42 -ADOPTION OF AGREEMENT AND AMENDING PROCEDURE
A. This MOU shall be deemed adopted and binding effectively terminating negotiations during itsterm upon approval and subscription of the Unit and City.

1. 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.

B. No presently existing benefit, whether monetary or otherwise, may be reduced below its present level, except as agreed to in this MOU.
43 - 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. 44 -TERM AND REOPENING OF MEMORANDUM
A. This Memorandum of Understanding shall become effective July 1, 2026, except where otherwise provided, and shall remain in effective through June 30, 2030. 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.

B. This contract expires June 30, 2030. 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. 103
C. ECONOMIC REOPENER – CALPERS CHANGES

2. The parties' obligation to meet and discuss under this provision shall not be construed as an agreement or commitment by the City to modify, amend, or otherwise change any provision of this Agreement. Any changes to this Agreement shall be subject to mutual agreement of the parties and the City's applicable approval process.

By: ____________________________ By: ____________________________ Che Johnson, Ray Ramirez,
Liebert Cassidy Whitmore Labor Consultant
104
This Page Left Blank Intentionally
105
2-6
Adopt Resolution 2026-110 approving
a four-year Memorandum of
Understanding between the City of
Selma and the Fire Middle
Management Employees for the period
of July 1, 2026 through June 30, 2030
106
ITEM NO: 2-6

CITY COUNCIL STAFF REPORT
MEETING DATE: October 6, 2026
SUBJECT: Adopt Resolution 2026-110 approving a four-year Memorandum of Understanding between the City of Selma and the Fire Middle Management Employees for the period of July 1, 2026 through June 30, 2030
SUBMITTED: Margee Fallert, Deputy City Manager
APPROVED: Jason Rogers, City Manager
RECOMMENDATION:

Adopt Resolution 2026-110 approving a four-year Memorandum of Understanding between the City of Selma and the Fire Middle Management Employees for the period of July 1, 2026 through June 30, 2030
DISCUSSION:

The Fire Middle Management Employees (Fire MME) represents employees in the Fire Captain, Fire Battalion Chief, Fire Marshal, EMS Supervisor and Division Chief of EMS (Non-Safety) classifications. The City and have completed negotiations concerning wages, hours, and other terms and conditions of employment for the successor agreement.

The proposed four-year MOU contains several significant changes to the existing agreement.

The principal negotiated changes are summarized below.

The base salary increases include:
• 4.5% effective October 17, 2026 in exchange for elimination of the prior EMT Premium Pay of up to 6%;
107
• 2.5% in exchange for removing certification pay that is part of the minimum qualifications of the job or certifications that are not utilized by the city. • 5% effective October 17, 2026 in connection with the transition to the FLSA-compliant 24-day work period reducing the hours paid from 12 per pay period to 6 - ½ time hours (3 full hours) per pay period;
• In exchange for the reduction of paid Holiday time each pay period the following increases go into effect: 2% effective October 17, 2026; 2% effective July 1, 2027; 1.5% effective July 1, 2028; 1.5% effective July 1, 2029
• In addition, the agreement provides a 2.5% cost-of-living adjustment (COLA) effective July 1 of each year beginning in 2027 through 2029.
• Salary Differentials for the Fire Marshal and Division Chief of EMS

3. Paramedic Premium Pay
Beginning October 17, 2026, the MOU establishes 5% Paramedic Premium Pay for employees in the Battalion Chief, Captain and Division Chief of EMS classifications who possess and maintain the required California State Paramedic License and other required certifications. This is a change from the sliding scale that was previously used.

The premium is included in the basis for calculating overtime and call-back compensation and is intended to qualify as reportable special compensation under applicable CalPERS laws and regulations.

Employees who fail to maintain the required paramedic certification will lose the premium pay, with the premium reinstated upon restoration of the certification.

4. FLSA-Compliant Fire Shift Work Period
The proposed agreement changes the standard FLSA work period for sworn Fire Department shift personnel to a 24-day work period based on the 48/96 work schedule.

5. Longevity Pay
Effective October 17, 2026, the agreement establishes longevity pay based upon continuous full-time service with the City as follows:

Years of Continuous Service Longevity Pay
5 years 2.5%
10 years 5%
15 years 7.5%
20 years 10%
Longevity pay is not cumulative. Employees receive only the highest applicable percentage based upon completed years of continuous service.

7. Holiday Compensation
The proposed agreement restructures the manner in which holiday compensation is paid over the term of the MOU.

Currently members are paid 24 hours per holiday and during the contract period that will be reduced to 11.2 hours per holiday.

Attached for councils review is a strike-out - red line version of the document so changes can be easily reviewed and then a final clean copy of the document.

FISCAL IMPACT:

Attachments:
☒ Resolution 2026-110
☐ Ordinance
☐ Map
☐ Agreement
☒ Other
List: Strike Out MOU and a
Clean Copy of the MOU
109
RESOLUTION NO. 2026-110

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

CALIFORNIA, APPROVING A FOUR-YEAR MEMORANDUM OF

UNDERSTANDING BETWEEN THE CITY OF SELMA AND THE FIRE MIDDLE

MANAGEMENT EMPLOYEES FOR THE PERIOD OF
JULY 1, 2026, THROUGH JUNE 30, 2030
WHEREAS, the Fire Middle Management Employees (Fire MME) represents City employees in the Fire Captain, Fire Marshal, Fire Battalion Chief, EMS Supervisor and Division Chief of EMS (Non-Safety) classifications; and
WHEREAS, the City of Selma (“City”) and Fire MME have completed negotiations concerning wages, hours, and other terms and conditions of employment for a successor Memorandum of Understanding (“MOU”); and
WHEREAS, the proposed MOU establishes the terms and conditions of employment for the represented bargaining unit for a four-year period commencing July 1, 2026, and ending June 30, 2030, except as otherwise provided in the MOU; and
WHEREAS, the proposed MOU supersedes prior agreements between the parties and sets forth the negotiated wages, benefits, and working conditions applicable to employees represented by Fire MME during the term of the agreement; and WHEREAS, the proposed MOU includes negotiated changes addressing salary adjustments, annual cost-of-living adjustments, paramedic premium pay, the Fair Labor Standards Act (FLSA) work period for sworn Fire Department shift personnel, longevity pay, holiday compensation, and related administrative and benefit provisions; and NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Selma, California as follows:

Section 1. The foregoing recitals are true and correct and are incorporated herein by reference.

Section 2. The City Council hereby approves the four-year Memorandum of Understanding between the City of Selma and the Fire MME for the period of July 1, 2026, through June 30, 2030, in the form presented to the City Council.

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. 110
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 by the City Council of the City of Selma, California, at a regular meeting held on the 6th day of October 2026, by the following vote:

AYES:

NOES:

ABSTAIN:

ABSENT:
____________________________
ATTEST: Scott Robertson
Mayor
______________________________
Mirium Cruz
Interim City Clerk
111

MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF SELMA
AND

FIRE MIDDLE MANAGEMENT EMPLOYEES

FOR THE PERIOD
JULY 1, 20242026 THROUGH JUNE 30, 2026 2030
112
2 Table of Contents

ARTICLE
1 - RECOGNITION ....................................................................................................................... 4 2- SALARIES ............................................................................................................................... 4 3 – SALARY DIFFERENTIALS – ............................................................................................... 4 A. FIRE MARSHAL ............................................................................................................. 4 B. DIVISION CHIEF OF EMS ............................................................................................. 4 4 - PREMIUM PAY ...................................................................................................................... 5 5 - CERTIFICATION PAY ........................................................................................................... 6 6 – ASSIGNMENT PAY .............................................................................................................. 6 7- BILINGUAL PAY.................................................................................................................... 7 8- LONGEVITY PAY .................................................................................................................... 7 9 - COMPENSATION FOR USE OF A PRIVATE VEHICLE.................................................... 7 10 - PAYOFF OF COMPENSATORY TIME ............................................................................... 7 11 - DEFERRED COMPENSATION ........................................................................................... 7 12 - NON-DISCRIMINATION ...................................................................................................... 8 13 - CITY RIGHTS........................................................................................................................ 8 14 - UNIT RIGHTS....................................................................................................................... 8 15 - BILL OF RIGHTS .................................................................................................................. 8 16 - GRIEVANCE PROCEDURE AND UNIT REPRESENTATIVE.......................................... 9 17 - UNIT REPRESENTATIVE.................................................................................................. 9 18 - COMPLIANCE WITH MOU................................................................................................ 9 19 - OUT OF CLASS................................................................................................................... 10 20 - POSITION CLASSIFICATIONS ........................................................................................ 10 21- SENIORITY .......................................................................................................................... 11 22 - STANDARD WORK PERIOD........................................................................................... 12 23 - OVERTIME.......................................................................................................................... 12 24 - CALL BACK COMPENSATION....................................................................................... 12 25- RETIREMENT...................................................................................................................... 13 26 - INSURANCE BENEFITS.................................................................................................... 14 27 - SAFETY............................................................................................................................... 16 113
3 28- UNIFORM ALLOWANCE.................................................................................................. 16 29 - PERSONAL PROPERTY LOSS:......................................................................................... 17 30- COLLECTION OF FEES, DUES AND ASSESSMENTS................................................... 18 31 - SICK LEAVE ....................................................................................................................... 19 32-VACATION ............................................................................................................................ 23 33 -VACATION BUY BACK ...................................................................................................... 23 34 - HOLIDAYS .......................................................................................................................... 24 35 - IN-SERVICE TRAINING.....................................................................................................25 36 - PHYSICAL FITNESS AND WELLNESS ...........................................................................25 37 - EDUCATION INCENTIVE.................................................................................................. 26 38 - DISABILITY INSURANCE................................................................................................. 27 39 -ADOPTION OF AGREEMENT AND AMENDING PROCEDURE .................................. 27 40 - SAVINGS CLAUSE............................................................................................................ 27 41- TERM AND REOPENING OF MEMORANDUM............................................................... 27 A. ECONOMIC REOPENER – CALPERS CHANGES ..................................................... 27 42 - APPROVALS ....................................................................................................................... 28 114
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 EMPLOYER- EMPLOYEE RELATIONS, approved the 15th day of June 1992 as these documents are now or hereafter may be modified. Updated on October 6,2026 by Resolution 2026 - XX City and Unit agree as follows:
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):

MANAGERIAL
Fire Battalion Chief
Division Chief of EMS (Non-Safety)
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.
2 - SALARIES
A. Effective the pay period that includes July 1, 2024, full implementation over a threeyear period (see below) of the 60th percentile salary increases as indicated in Salary Study accepted by City Council on September 3, 2024. July 1, 2026 the following increases went into effect to achieve the 60th percentile salary increases as indicated in Salary Study accepted by City Council on September 3, 2024. 115
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.

E. Effective the pay period that includes July 1, 2026, the unit pre-bargained for and received effective June 26, 2026 the following:

Classification Salary Increase
from Study
Cost of Living
Increase
Total
Fire Captain 2.56% 2% 4.56%
Division Chief of EMS 2.63% 2% 4.63%
Battalion Chief 3.77% 2% 5.77%
Fire Marshal 2.56% 2% 4.56%
Effective the first full pay period following the ratification of the contract and approval by the Selma City Council the following items will be put into place:

In exchange for no longer having the EMT Premium Pay in Article 3 of up to 6% the city will increase the base salary as follows
Classification Base Salary Increase
Fire Captain 4.5%
Fire Battalion Chief 4.5%
Fire Marshal 4.5%
Division Chief of EMS 4.5%
EMS Supervisor 4.5%
In exchange for removing certification pay that is either part of the minimum qualifications of the job or a certification that currently the city does not have a need for the city will move the base salary by the following:

Classification Base Salary Increase
Fire Captain 2.5%
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6 Battalion Chief 2.5%
Fire Marshal 2.5%
Division Chief of EMS 2.5%
EMS Supervisor 2.5%
In exchange for moving from a 14-day standard work period with an additional 12 hours paid at straight time to an FLSA compliant 24-day work period with 6 hours of FLSA hours paid out as half time (3 half time hours per week) for the additional hours above the 53-hour work week the city will increase the base salary by the following:

Classification Base Salary Increase
Fire Captain 5%
Fire Battalion Chief 5%
In exchange for reducing the per pay period pay out of holidays over a 4-year period as outlined by Article 31 the city agrees to the following increase to base salary for shift personnel:

Year Base Salary Increase
Ratification of Contract 2026 2%
July 1, 2027 2%
July 1, 2028 1.5%
July 1, 2029 1.5 %
The city agrees to the following Cost of Living Increases over the term of the contract,increases shall go into effect in the payroll period that includes July 1st of each year.

Year COLA Increase
July 1, 2027 2.5%
July 1, 2028 2.5%
July 1, 2029 2.5%
3 – SALARY DIFFERENTIALS
A. The salary range for the Fire Marshal classification shall be established at five percent (5%) above the salary range for the Fire Captain classification on the Master Salary Chart effective October 17, 2026.

B. The salary range for the Division Chief of EMS classification shall be established at five percent (5%) above the salary range for the Battalion Chief classification on the Master Salary Chart effective October 17, 2026.
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7 C. The salary differentials provided herein recognize that the Fire Marshal and EMS Division Chief classifications are assigned to a regular Monday through Friday, forty (40) hour workweek and are not assigned to shift work. Employees in these classifications shall not be eligible for CalPERS-eligible Holiday Pay or FLSA Shift Pay associated with shift assignments.

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.

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. 1st 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%
2nd Certification
(Covering the second two-year period of certification as a paramedic with the City of Selma 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%
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8 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.

Effective October 17, 2026 Paramedic Premium Pay of five percent (5%) will be paid to those employees in the classification of Battalion Chief, Captain and Division Chief of EMS Rank who possess and maintain a valid California State Paramedic License certified by the Fresno County Health Director and any other certifications required by the City to perform Paramedic duties.

Premium pay will be included as part of the basis for calculating overtime and call back compensation.

This Premium Pay is intended to be considered special compensation and shall be reported to the California Public Employee’s Retirement System (CalPERS) in accordance with applicable CalPERS laws and regulations. The Premium Pay shall be paid to all employees in the classifications who meet the eligibility requirements.
5 - 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 below-listed certificates but are not assigned to perform the duties associated with their certificate or if the certificate is not a requirement of their job classification. If the employee is assigned to perform the duties they will not be eligible for certification pay but will receive compensation under Article 4.1 Assignment Pay.

C. It is agreed by all parties that the max certification pay to be paid to employees covered 119
9 by this MOU hired on or after July 1, 2021 is 25%. Will be six percent (6%).

Certification
Fire Investigator I or Fire Investigator (moved to new article 6) Fire Officer or Company Officer
Training Instructor or Fire and Emergency
Services Instructor 1
(moved to new article 6)
Hazardous Materials Technician (moved to new article 6) Prevention Officer or Fire Inspector I
Rescue Systems 1 or Rope Rescue
Awareness/Operations
Firefighter II
Fire Marshall
Fire Officer 3 or Chief Officer Equivalency
6 - Assignment Pay:

Four percent (4.0%) of the hourly base salary shall be paid to those employees covered by this MOU who hold the applicable certification and are assigned to the following:

1. Hazardous Materials Team: Compensation to employees who hold the Hazardous Materials Technician Certification and are assigned to a local or regional Haz Mat Team

2. Fire Inspector: Compensation to “Fire Inspectors” who routinely review and inspect firerelated-permits, fire protection and fire alarm system, and infrastructure and development projects to ensure compliance with applicable fire codes, ordinances, and adopted standards, including related plan review, inspection, acceptance testing, and documentation. (Fire Inspector Pay will only be paid if it is not part of the employee’s minimum qualifications of their assigned job classification)

3. Fire Investigator: Compensation to employees that hold the “fire investigation” personnel who are routinely and consistently assigned to investigate causes of destructive burning

4. Training Premium - Compensation to employees who are routinely and consistently assigned to train employees as part of the Departments designated training program.

5. All assignments of personnel shall be made at the sole discretion of the Fire Chief. Such assignments may be made, modified, or rescinded at any time based on the needs of the Department.

6. It is agreed by all parties that the max assignment pay to be paid to employees covered by this MOU will be twelve percent (12%)
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10 7 - 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 23.08 per pay period (based on 24 26 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.
8– LONGEVITY PAY
Years of Continuous Full-Time Service with the City of Selma 5 Years 2.5%
10 Years 5%
15 Years 7.5%
20 Years 10%
Longevity Pay shall become effective on October 17, 2026 and employees will become eligible at the beginning of the pay period following the employee's completion of the applicable years of continuous service. For purposes of this Article, continuous service shall mean uninterrupted employment with the City of Selma, excluding any separation from City service.

Longevity Pay shall be paid uniformly to all Members of this MOU who meet the eligibility requirements and shall be included in the employee's regular compensation each pay period.

The City and the Association acknowledge that this Longevity Pay is intended to qualify as reportable special compensation under applicable California Public Employees' Retirement System (CalPERS) laws and regulations.
9 - 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. 10 - PAYOFF OF COMPENSATORY TIME
A. Unit employees with compensatory time may elect to receive payment for 121
11 their accumulated comp time hours. City and Unit agree that employee may opt for one of the following methods:

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 twice per year.

Employee choosing this method must indicate the number of hours they wish to convert in a lump sum (limited to up to 200 hours each time) 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.
11 - DEFERRED COMPENSATION
City will match the employee's contribution of up to eighty-seven dollars and fifty cents ($87.50) eighty dollars and seventy seven cents (80.77) per pay period (maximum of two pay periods per month 26 pay periods) 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. 12 - NON-DISCRIMINATION
City and Unit agree not to discriminate against any employees in accordance with applicable laws.
13 - 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 councilmembers determinations.
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12 14 - 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.

8. 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.
15 - 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 isto confirm City's and Unit's understanding of these rights. 16 - GRIEVANCE PROCEDURE AND UNIT REPRESENTATIVE
The grievance procedures are stated in Section 9 of the Personnel Rules and Regulations. 17 - 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.

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.
18 - 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.

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 shall be made to settle the matter as provided in this agreement. 19 - OUT OF CLASS
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 forthe fullshift. 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 lessthan three (3) hours.
a. No extra compensation for temporary work in other
classificationsshall apply to shift trades between employees. b. Acting pay will not be subject to reporting to CalPERS 124
14 20 - 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 classificationsshall remain with City.

C. The City Manager or their designee 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.
21 - SENIORITY
Seniority shall be measured by total length of service in years, months and days from date of last hire.

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;

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 125
15 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.
22 - 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:
a. 112 regular hours (56 regular hours per week)
b. 12 FLSA hours paid out atstraight time (6 FLSA hours per week) 23 - OVERTIME
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16 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.
24 - 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.

C. 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).
25 - RETIREMENT
A. For Safety employees of this Unit(FireBattalion 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 withCalPERS policies.

B. For Safety employees ofthis Unit (Fire Battalion Chief, Fire Marshal and Fire Captain) that are considered "new" Safety members of the California Public Employees 127
17 Retirement System (CalPERS), pursuant to the Public Employees' PensionReform 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
D. For Miscellaneous employees of this Unit (EMS Supervisor, Division Chief of EMS) 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, Division Chief of EMS) 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. 26 - INSURANCE BENEFITS
A. TheCity 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.
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18 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

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 129
19 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.

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.
27 - 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.

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.
28 - 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 isincluded in this MOU. Captains shall 130
20 consult with Fire Chief in determining and ordering appropriate uniform and accoutrements.

2. City agrees to pay each covered Safety Employee covered under this bargaining agreement $1,000.00 $1,100 each year for uniform purchase, replacement and maintenance.

3. Employees shall maintain uniforms in a clean, neat and pressed 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 ($42.31 per pay 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 UnitEmployees 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
29 - 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 131
21 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.

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. 30 - 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. 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, 132
22 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. 31 - SICK LEAVE
A. All shift employees shall accrue sick leave at a rate of 11.07 8.307 hours on a biweekly basis, 26 times per year. This is equivalent to 24 18 hours per calendar month. 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. Thisis equivalent to 8 hours per calendar month. Accrual shall begin at the date of hire.

C. FMLA/CRA Sick Leave Bank - In addition to the sick leave above shift personnel shall accrue an additional 6 hours per calendar month 2.769 hours on a biweekly basis that can be used for any FMLA or CFRA qualifying event. This sick leave has no cash value but will be combined with regular sick leave when an employee retires and the leave is reported to CALPERS.

D. Use of sick leave is governed by the City's Personnel Rules and Regulations.

E. 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 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 (/2 days) and uses eight days of 133
23 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 120 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. 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.

F. Sick Leave for Fire Captains and Fire Battalion Chiefs is as follows:
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24 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 18 hours per month.

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 I2-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% ofthe unused sick leave credit remaining over 1440 hours (86.4 hours).
b. Ifsick 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:

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
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. Ifthe retiree is enrolled in a CityHealth Insurance Plan, an amount equal to that which is being deducted from
the retiree's retirement check to cover the cost oftheir 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 theCity, the City shall reimburse the retiree for the sick leave balance at $200 per month, until the sick leave
balance has been depleted.
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26 G. 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.

H. Retirement Credit for Unused Sick Leave
a. Unused accumulated sick leave and FMLA/CFRA Leave, for each eligible employee, whose effective date of retirement is within four months of separation from the employer which will be granted the sick leave credit. Employees 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. When reporting unused sick leave to CALPERS shift personnel sick leave banks must be converted to an eight (8) hour day accrual to be reported correctly. The conversion will happen as follows:

Sick leave balances are converted from the 56-hour shift to the 40-hour time by dividing the employee's current shift sick leave balance by 1.4.

Examples of Conversion
Sick
Leave
FMLA/
CRFA
Total Conversion
Factor
Total Reportable
Hours
Total Reportable
Days
700+ 300 =1,000 /1.4 714.28 89
1600+ 500 =2,100 /1.4 1500 187.5
c. 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.
32 - VACATION
A. All Shift Employees shall accrue vacation according to the following schedule:

Years of
Service
Hours Per Pav
Period
Bi-Weekly Accrual Hours Per
Year
0-4 vears 12 5.53 hours 144 hours
5- 9 vears 18 8.30 hours 216 hours
10 - 14 vears 21 9.23 .69 hours 252 240 hours
15+ vears 24 11.53 .07 hours 288 300 hours
Shift employees shall be allowed to accrue up to a maximum of 682.5 hour of 137
27 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 vears 8 5.53 3.69 hours 96 104 hours
5- 9 vears 12 8.30 5.53 hours 144 hours
10 - 14 vears 14 9.23 6.46 hours 168 hours
15+ years 16 11.53 7.38 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. 33 - 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 Buy-Back of up to forty (40) hours per year.

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

D. Employee must submit a Vacation Buy Back form for this option. 34 - HOLIDAVS
A. Designated Holiday are asfollows:

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)
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28 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.

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

1. Shift employees shall receive holiday pay at a the rate shown in the chart below: of 24 hours per holiday.

Effective Dates Number of Holidays
Subject to PERS
(holidays 1-13)
Number of
Hours per
Holiday
Per pay period
October 17, 2026 13 19.74 19.74*13/26 = 9.87
July 1, 2027 13 15.28 15.28*13/26 = 7.64
July 1. 2028 13 11.2 11.2*13/26 = 5.6
Effective Dates Number of Holidays
NOT Subject to PERS
(holidays 14-15)
Number of
Hours per
Holiday
Per pay period
October 17, 2026 3 19.74 19.74*3/26 = 2.28
July 1, 2027 3 15.28 15.28*3/26 = 1.76
July 1. 2028 3 11.2 11.2*3/26 = 1.29

2. 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.

3. CalPERS reporting for "Holiday In-Lieu Pay"for birthday and floating holidays are not subject to CalPERS reporting may require separate reporting for birthday and floating holidays.
139
29 35 - 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.
36 - 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 140
30 documentation to the City's Finance Department.
37 - 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 receivestwo 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 ofstudy, a certified transcript fromthe college or universitymust be included. No course shall be counted for which an employee receives lessthan a "C" or "Pass" grade.

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 salary shall be granted to non-probationary employees who successfully 141
31 complete a second certification, training and/or educational course, using the same criteria as stated in Section D above.
38 - DISABILITY INSURANCE
A. City agrees to allow participation, by Unit employees covered by this MOU, This unit is registered as an exempt unit with the State of California and cannot participate in the State Disability Insurance Program. Participation is at the sole expense of the employee If at any time the unit is able to produce documentation that they are no longer exempt than the city will enroll all employees in this unit at the employees’ sole expense.
39 - 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. 40 - 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.

The parties hereto shall negotiate any provision found to be in contravention of State or Federal Law.
41 - TERM AND REOPENING OF MEMORANDUM
This Memorandum of Understanding shall become effective July 1, 2024 2026, except where otherwise provided, and shall remain in effective through June 30, 2026 2030. 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 2030. 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. 142
32 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.

Nothing in this provision shall require the City to agree to any proposal or result in an automatic adjustment to wages, benefits, or other economic terms and conditions of employment.
42 APPROVALS
DATE of COUNCIL APPROVAL: October 6, 2026
"CITY"
City of Selma
A Municipal Corporation
"UNIT"
Fire Middle Management
Employee Group
143
CITY OF SELMA | MEMORANDUM OF UNDERSTANDING
━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━

MEMORANDUM

OF UNDERSTANDING

BETWEEN

CITY OF SELMA
AND

FIRE MIDDLE MANAGEMENT EMPLOYEES

AGREEMENT TERM
JULY 1, 2026 • JUNE 30, 2030
Adopted October 6, 2026
144
2 Table of Contents

ARTICLES
1 - RECOGNITION ........................................................................................................................ 4 2 - SALARIES ................................................................................................................................ 4 3 - SALARY DIFFERENTIALS.................................................................................................... 6 A. FIRE MARSHAL ............................................................................................................. 6 B. DIVISION CHIEF OF EMS ............................................................................................. 6 4 - PREMIUM PAY....................................................................................................................... 6 5 - CERTIFICATION PAY ........................................................................................................... 6 6 - ASSIGNMENT PAY ............................................................................................................... 7 7 - BILINGUAL PAY.................................................................................................................... 7 8 - LONGEVITY PAY ................................................................................................................... 8 9 - COMPENSATION FOR USE OF A PRIVATE VEHICLE.................................................... 8 10 - PAYOFF OF COMPENSATORY TIME ............................................................................... 8 11 - DEFERRED COMPENSATION ........................................................................................... 9 12 - NON-DISCRIMINATION ...................................................................................................... 9 13 - CITY RIGHTS ........................................................................................................................ 9 14 - UNIT RIGHTS........................................................................................................................ 9 15 - BILL OF RIGHTS..................................................................................................................10 16 - GRIEVANCE PROCEDURE AND UNIT REPRESENTATIVE .........................................10 17 - UNIT REPRESENTATIVE................................................................................................... 10 18 - COMPLIANCE WITH MOU ...............................................................................................10 19 - OUT OF CLASS ................................................................................................................... 11 20 - POSITION CLASSIFICATIONS......................................................................................... 11 21 - SENIORITY .......................................................................................................................... 12 22 - STANDARD WORK PERIOD ........................................................................................... 12 23 - OVERTIME........................................................................................................................... 13 24 - CALL BACK COMPENSATION......................................................................................... 13 25 - RETIREMENT...................................................................................................................... 13 26 - INSURANCE BENEFITS .................................................................................................... 14 27 - SAFETY................................................................................................................................ 16 145
3 28 - UNIFORM ALLOWANCE................................................................................................... 16 29 - PERSONAL PROPERTY LOSS:.......................................................................................... 17 30 - COLLECTION OF FEES, DUES AND ASSESSMENTS.................................................... 17 31 - SICK LEAVE......................................................................................................................... 18 32 - VACATION........................................................................................................................... 22 33 - VACATION BUY BACK ...................................................................................................... 22 34 - HOLIDAYS ............................................................................................................................ 23 35 - IN-SERVICE TRAINING...................................................................................................... 24 36 - PHYSICAL FITNESS AND WELLNESS............................................................................. 24 37 - EDUCATION INCENTIVE................................................................................................... 25 38 - DISABILITY INSURANCE.................................................................................................. 25 39 - ADOPTION OF AGREEMENT AND AMENDING PROCEDURE.................................. 26 40 - SAVINGS CLAUSE ............................................................................................................. 26 41 - TERM AND REOPENING OF MEMORANDUM............................................................... 26 C. ECONOMIC REOPENER - CALPERS CHANGES ........................................................ 26 42 - APPROVALS......................................................................................................................... 27 146
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 EMPLOYER- EMPLOYEE RELATIONS, approved the 15th day of June 1992 as these documents are now or hereafter may be modified. Updated on October 6,2026 by Resolution 2026 - 110 City and Unit agree as follows:
1 - RECOGNITION
A. 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):

1. MANAGERIAL
Fire Battalion Chief
Division Chief of EMS (Non-Safety)
Fire Marshal

2. SUPERVISORY
EMS Supervisor
Fire Captain
B. 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. 2 - SALARIES
A. Effective the pay period that includes July 1, 2026 the following increases went into effect to achieve the 60th percentile salary increases as indicated in Salary Study accepted by City Council on September 3, 2024.
147
5 Classification Salary Increase from Study Cost of Living Increase Total Fire Captain 2.56% 2% 4.56%
Division Chief of EMS 2.63% 2% 4.63%
Battalion Chief 3.77% 2% 5.77%
Fire Marshal 2.56% 2% 4.56%
B. Effective October 17, 2026 the following items will be put into place:

1. In exchange for no longer having the EMT Premium Pay in Article 3 of up to 6% the city will increase the base salary as follows:

Classification Base Salary Increase
Fire Captain 4.5%
Fire Battalion Chief 4.5%
Fire Marshal 4.5%
Division Chief of EMS 4.5%
EMS Supervisor 4.5%

2. In exchange for removing certification pay that is either part of the minimum qualifications of the job or a certification that currently the city does not have a need for the city will move the base salary by the following:

Classification Base Salary Increase
Fire Captain 2.5%
Battalion Chief 2.5%
Fire Marshal 2.5%
Division Chief of EMS 2.5%
EMS Supervisor 2.5%

3. In exchange for moving from a 14-day standard work period with an additional 12 hours paid at straight time to an FLSA compliant 24-day work period with 6 hours of FLSA hours paid out as half time (3 half time hours per week) for the additional hours above the 53-hour work week the city will increase the base salary by the following:

Classification Base Salary Increase
Fire Captain 5%
Fire Battalion Chief 5%

4. In exchange for reducing the per pay period pay out of holidays over a 4-year period as outlined by Article 34 the city agrees to the following increase to base salary for shift personnel:

Year Base Salary Increase
October 17, 2026 2%
July 1, 2027 2%
July 1, 2028 1.5%
July 1, 2029 1.5 %
148
6 5. The city agrees to the following Cost of Living Increases over the term of the contract; increases shall go into effect in the payroll period that includes July 1st of each year.

Year COLA Increase
July 1, 2027 2.5%
July 1, 2028 2.5%
July 1, 2029 2.5%
3 - SALARY DIFFERENTIALS
A. The salary range for the Fire Marshal classification shall be established at five percent (5%) above the salary range for the Fire Captain classification on the Master Salary Chart effective October 17, 2026.

B. The salary range for the Division Chief of EMS (Non-Safety) classification shall be established at five percent (5%) above the salary range for the Battalion Chief classification on the Master Salary Chart effective October 17,2026.

C. The salary differentials provided herein recognize that the Fire Marshal and EMS Division Chief classifications are assigned to a regular Monday through Friday, forty (40) hour workweek and are not assigned to shift work. Employees in these classifications shall not be eligible for CalPERS-eligible Holiday Pay or FLSA Shift Pay associated with shift assignments.

D. These salary differentials are intended to compensate for the differences in work schedules and the compensation components applicable to shift-work classifications. 4 - PREMIUM PAY
A. Effective October 17, 2026 Paramedic Premium Pay of five percent (5%) will be paid to those employees in the classification of Battalion Chief, Captain and Division Chief of EMS Rank who possess and maintain a valid California State Paramedic License certified by the Fresno County Health Director and any other certifications required by the City to perform Paramedic duties. Premium pay will be included as part of the basis for calculating overtime and call back compensation.

B. This Premium Pay is intended to be considered special compensation and shall be reported to the California Public Employee’s Retirement System (CalPERS) in accordance with applicable CalPERS laws and regulations. The Premium Pay shall be paid to all employees in the classifications who meet the eligibility requirements. 5 - CERTIFICATION PAY
A. Two percent (2.0%) of the hourly base salary shall be paid to those employees covered by this MOU who have attained the below listed certificates but are not assigned to perform the duties associated with their certificate or if the certificate is not a requirement of their job classification. If the employee is assigned to perform the duties, they will not be eligible for certification pay but will receive compensation under Article 6 Assignment Pay. 149
7 Certification
Rescue Systems 1 or Rope Rescue Awareness/Operations
Fire Marshall
Fire Officer 3 or Chief Officer Equivalency

1. It is agreed by all parties that the max certification pay to be paid to employees covered by this MOU will be six percent (6%).
6 - ASSIGNMENT PAY
A. Four percent (4.0%) of the hourly base salary shall be paid to those employees covered by this MOU who hold the applicable certification and are assigned to the following:

1. Hazardous Materials Team: Employees who hold the Hazardous Materials Technician Certification and are assigned to a local or regional Haz Mat Team

2. Fire Inspector: Compensation to “Fire Inspectors” who routinely review and inspect fire-related-permits, fire protection and fire alarm system, and infrastructure and development projects to ensure compliance with applicable fire codes, ordinances, and adopted standards, including related plan review, inspection, acceptance testing, and documentation. (Fire Inspector Pay will only be paid if it is not part of the employee’s minimum qualifications of their assigned job classification)

3. Fire Investigator: Employees that hold the “fire investigation certification” and who are routinely and consistently assigned to investigate causes of destructive burning

4. Training Premium - Compensation to employees who are routinely and consistently assigned to train employees as part of the Departments designated training program.

5. All assignments of personnel shall be made at the sole discretion of the Fire Chief. Such assignments may be made, modified, or rescinded at any time based on the needs of the Department.

6. It is agreed by all parties that the max assignment pay to be paid to employees covered by this MOU will be twelve percent (12%)
7 - BILINGUAL PAY
A. 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 $23.08 per pay period (based on 26 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. 150
8 8 - LONGEVITY PAY
A. Years of Continuous Full-Time Service with the City of Selma 5 Years 2.5%
10 Years 5%
15 Years 7.5%
20 Years 10%
B. Longevity Pay shall become effective on October 17, 2026 and employees will become eligible at the beginning of the pay period following the employee's completion of the applicable years of continuous service. For purposes of this Article, continuous service shall mean uninterrupted employment with the City of Selma, excluding any separation from City service.

C. The Longevity Pay percentages identified above are not cumulative. Employees shall receive only the single highest applicable Longevity Pay percentage based upon their completed years of continuous service.

D. Longevity Pay shall be paid uniformly to all Members of this MOU who meet the eligibility requirements and shall be included in the employee's regular compensation each pay period.

E. The City and the Association acknowledge that this Longevity Pay is intended to qualify as reportable special compensation under applicable California Public Employees' Retirement System (CalPERS) laws and regulations.
9 -COMPENSATION FOR USE OF A PRIVATE VEHICLE
A. 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.
10 - 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.
151
9 2. 457 Contribution - Eligible employees may choose to convert comp time hours to the employee's individual 457 Tax Deferred Compensation account twice per year.

B. 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. 1 1 - DEFERRED COMPENSATION
A. City will match the employee's contribution of up eighty dollars and seventy-seven cents (80.77) per pay period 26 pay periods) 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.

B. Conditions of said contributions shall be subject to IRS regulations governing such accounts.
12 - NON-DISCRIMINATION
A. City and Unit agree not to discriminate against any employees in accordance with applicable laws.
13 - 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 councilmembers’ determinations.
14 - 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.

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. 152
10 15 - BILL OF RIGHTS
A. The rights of Firefighter personnel covered by this MOU are stated in the Government Code of the State of California, Sections 3250-3262.

B. The intention of this Article isto confirm City's and Unit's understanding of these rights. 16 - GRIEVANCE PROCEDURE AND UNIT REPRESENTATIVE
A. The grievance procedures are stated in Section 9 of the Personnel Rules and Regulations.
17 - 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.
18 - 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 asis 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. 153
11 B. A dispute or difference of opinion concerning the enforcement ofthis MOU by City or Unit shall first be presented in writing to the other party and an attempt shall be made to settle the matter as provided in this agreement.
19 - OUT OF CLASS
A. Unit members may be assigned to temporarily work in other position classifications according to the following policy:

1. 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).

2. 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 classificationsshall apply to shift trades between employees.
b. Acting pay will not be subject to reporting to CalPERS 20 - 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 classificationsshall remain with City.

C. The City Manager or their designee 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.
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12 21 - SENIORITY
A. Seniority shall be measured by total length of service in years, months and days from date of last hire.

1. 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.

2. Promotions, demotions, and rehiresshall 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; a. 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.

3. 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.

4. Employees who have been laid off 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 to notice of recall from layoff within the established time frame. 22 - STANDARD WORK PERIOD
A. The standard work period for city employees shall be as follows:

1. Fire Department Non-Shift Personnel
a. The standard work period for non-shift personnel shall be forty (40) hours per week. 155
13 2. Fire Department Shift Personnel
a. The standard FLSA section 7(k) work period for safety shift personnel in the Fire Department shall be a 24 day work period based on a 48/96 work schedule which begins with the start of the A shift 48/96 schedule. This work schedule is 182 hours in a 24-day FLSA cycle. For payroll purposes, the standard 14-day payroll period shall be paid as follows: one hundred twelve (112) regular hours (56 regular hours per week) 6 hours of FLSA hours paid out as half time (3 half time hours per week) for the additional hours above the 53-hour work week. FLSA Overtime shall be computed and paid or accrued as required by law utilizing the employee’s regular base wage hourly rate.
23 - 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.
24 - CALL BACK COMPENSATION
A. 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.

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

2. 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 callback time of three (3) hours is actually worked, work time shall be recorded in increments of one quarter of an hour (15 minutes).
25 - 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.

1. Classic Safety employees shall continue to contribute the full 9% of compensation earnable member contribution, and 3% of compensation earnable of the required 156
14 employer contribution as cost sharing in accordance to Government Code 20516(f), for a total employee CalPERS contribution of 12%.

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
D. For Miscellaneous employees of this Unit (EMS Supervisor, Division Chief of EMS) 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, Division Chief of EMS) 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.
26 - 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.
157
15 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

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.

G. Retiree insurance

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.
158
16 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.

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. 27 - 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. AllEmployees shall comply with adoptedCity of Selma SafetyRules and Regulations and City shall comply with applicable State law and regulations.

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.
28 - 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 Employee covered under this bargaining agreement $1,100 each year for uniform purchase, replacement and maintenance.

3. Employees shall maintain uniforms in a clean, neat and pressed manner. Uniforms shall not be worn which have holes, stains, or other defects.

B. 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. 159
17 C. City agrees to make uniform allowance payments on a twenty-six (26) payroll period ($42.31 per pay period).

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

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

2. Uniform allowance payments shall not be included in the base salary rate of employees. 29 - 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 eyeglasses 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.

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

B. The Unit will provide to 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. 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 160
18 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 formsissubmitted 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. I’ll 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.
31 - SICK LEAVE
A. All shift employees shall accrue sick leave at a rate of 8.307 hours on a biweekly basis, 26 times per year. This is equivalent to 18 hours per calendar month. Accrual shall begin at the date of hire.

D. Use of sick leave is governed by the City's Personnel Rules and Regulations.

E. 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 I2-month period (November 1-October 31) henceforth referred to as the "benefit period". Regular, full-time employees earn twelve days of sick leave 161
19 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 (/2 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 120 days.
c. Payment to eligible employees shall be made by City annually in the month of December.

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 162
20 available Sick Leave Incentive, calculated on a pro-rated basis with his/her final paycheck.

F. 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 receive Sick Leave Incentive. a) 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 I2-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.
i. 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). ii. 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 (/2 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.
iii. 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).
iv. Payment to eligible employees shall be made by City annually in the month of December.
v. 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 163
21 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:

G. Any employee covered by this MOU who retiresfrom City service shall receive any available Sick Leave Incentive, calculated on a pro-rated basis with his/her final paycheck.

H. Family Sick Leave

1. 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.

I. Retirement Credit for Unused Sick Leave

1. Unused accumulated sick leave and FMLA/CFRA Leave, for each eligible employee, whose effective date of retirement is within four months of separation from the employer will be granted the sick leave credit. Employees 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.

Examples of Conversion:

Sick Leave FMLA/ CRFA Total Conversion
Factor
Total
Reportable
Hours
Total
Reportable
Days
700+ 300 =1,000 /1.4 714.28 89
1600+ 500 =2,100 /1.4 1500 187.5

3. Employees choosing NOT to elect city retiree health insurance can cash out up to thirty (30) days. Any balance not cashed outshall be reported to PERS in equivalent days toward service credit.
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22 32 - VACATION
A. All Shift Employees shall accrue vacation according to the following schedule:

Years of Service Hours Per Pav 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 9.69 hours 252 hours
15+ Years 24 11 .07 hours 288hours

1. 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 3.69 hours 96 hours
5-9 Years 12 5.53 hours 144 hours
10-14 Years 14 6.46 hours 168 hours
15+ Years 16 7.38 hours 192hours

1. 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.
33 - 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 Buy-Back of up to forty (40) hours per year.

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

D. Employee must submit a Vacation Buy Back form for this option. 165
23 34 - HOLIDA YS
A. Designated Holiday are asfollows:

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
a. If Section 12.7 - Holidays of the Personnel Rules and Regulations is amended, the resulting rule shall apply.

1. "Holiday In-Lieu Pay" will be paid per pay period over 26 pay periods.

2. Shift employees shall receive holiday pay at the rate shown in the chart below:

Effective Dates Number of Holidays
Subject to PERS
(holidays 1-13)
Number of
Hours per
Holiday
Per pay period
October 17, 2026 13 19.74 19.74*13/26 = 9.87
July 1, 2027 13 15.28 15.28*13/26 = 7.64
July 1. 2028 13 11.2 11.2*13/26 = 5.6
Effective Dates Number of Holidays
NOT Subject to PERS
(holidays 14-15)
Number of
Hours per
Holiday
Per pay period
October 17, 2026 3 19.74 19.74*3/26 = 2.28
July 1, 2027 3 15.28 15.28*3/26 = 1.76
July 1. 2028 3 11.2 11.2*3/26 = 1.29

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.
166
24 4. "Holiday In-Lieu Pay" for birthday and floating holidays are not subject to CalPERS reporting.
35 - 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. 36 - 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.

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 documentation to the City's Finance Department.
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25 37 - EDUCATION INCENTIVE
A. City shall pay 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.

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 lessthan a "C" or "Pass" grade.

E. A second incentive bonus of one percent (1%) per month of an employee's salary shall be granted to employees who successfully complete a second certification, training and/or educational course, using the same criteria as stated in Section D above. 38 - DISABILITY INSURANCE
A. This unit is registered as an exempt unit with the State of California and cannot participate in the State Disability Insurance Program. If at any time the unit is able to produce documentation that they are no longer exempt than the city will enroll all employees in this unit at the employees’ sole expense.
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26 39 - 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.
40 - SAVINGS CLAUSE
A. ThisMOUis 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. 41 - TERM AND REOPENING OF MEMORANDUM
A. This Memorandum of Understanding shall become effective July 1, 2026, except where otherwise provided, and shall remain in effective through June 30, 2030. 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.

B. This contract expires June 30, 2030. 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.

C. ECONOMIC REOPENER – CALPERS CHANGES

1. The City and the Association agree that, during the term of this Agreement, should there be any material changes to CalPERS laws, regulations, policies, or requirements that may affect compensation, benefits, or other economic provisions applicable to employees covered by this Agreement, the City agrees to meet and discuss with the Association regarding the potential impact of such changes. 169
27 2. The parties' obligation to meet and discuss under this provision shall not be construed as an agreement or commitment by the City to modify, amend, or otherwise change any provision of this Agreement. Any changes to this Agreement shall be subject to mutual agreement of the parties and the City's applicable approval process.

3. Nothing in this provision shall require the City to agree to any proposal or result in an automatic adjustment to wages, benefits, or other economic terms and conditions of employment.
42 APPROVALS
Date of Council Approval: October 6 , 2026
"CITY"
City of Selma
A Municipal Corporation
By:____________________________
Jason Rogers,
City Manager
By:____________________________
Margee Fallert,
Deputy City Manager
By:____________________________
Che Johnson,
Liebert Cassidy Whitmore
"UNIT"
Fire Middle Management
Employee Group
By: ____________________________
Joey Frankmore,
President
By: ____________________________
Ray Ramirez,
Labor Consultant
170
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171
2-7
Adopt Resolution 2026-111 amending
the Master Salary Chart for Fire
Department Classifications, Police
Cadet Part-Time Wages and add the
Senior Center Coordinator to the Chart
effective October 17, 2026
172
ITEM NO: 2-7

CITY COUNCIL STAFF REPORT
MEETING DATE: October 6, 2026
SUBJECT: Adopt Resolution 2026-111 amending the Master Salary Chart for Fire Department Classifications, Police Cadet Part-Time Wages and add the Senior Center Coordinator to the Chart effective October 17, 2026 SUBMITTED: Margee Fallert, Deputy City Manager
APPROVED: Jason Rogers, City Manager
RECOMMENDATION:

Adopt resolution 2026-111 implementing negotiated increases with the International Association of Firefighters Local 3716; Fire Middle Management Employees; make changes to the Part-Time wage for the Police Cadet classification; and add the position of Senior Center Coordinator to the Master Salary Chart effective October 17, 2026.

DISCUSSION:

The City of Selma maintains a Master Salary Chart identifying the authorized salary ranges and wage rates for City classifications. Periodic amendments are necessary to ensure the chart accurately reflects negotiated labor agreements, approved classifications, established compensation relationships, and administrative corrections.

The proposed amendments address four separate matters affecting the City's compensation schedule.

1. Fire Department Classifications — Negotiated MOU Salary Adjustments The City has negotiated salary adjustments for classifications represented by the Fire Department bargaining unit pursuant to the applicable MOUs. The Master Salary Chart must be updated to incorporate the negotiated salary changes and ensure the published salary ranges accurately reflect the terms of the agreement.

The proposed amendment will revise the salary ranges for all affected Fire Department classifications consistent with the negotiated MOU. The changes will ensure the Master Salary Chart aligns with the compensation provisions approved through the collective bargaining process.

2. Police Cadet — Part-Time Wage Adjustment
Staff proposes to revise the part-time hourly wage for the Police Cadet classification by benchmarking the position against the part-time Code Enforcement Officer classification.

This change moves the wage from $21.00 per hour to $22.70. 173
This adjustment is intended to establish the Police Cadet hourly wage in accordance with the City's identified compensation relationship between these part-time positions. The Master Salary Chart will be amended to reflect the resulting hourly rate.

3. Addition of Part Time Senior Center Coordinator Classification to Master Salary Chart The City proposes to add the Senior Center Coordinator classification to the Master Salary Chart to reflect the City's approved classification structure and corresponding salary range.

The addition will ensure the classification and its authorized compensation are formally incorporated into the City's consolidated salary schedule. This part-time position is being placed at the California Mandated Minimum Wage.

Section 36506 of the California Government Code provides that the City Council shall fix the compensation of all appointive officers and employees by resolution or ordinance.

Additionally, Section 570.5 of Title 2 of the California Code of Regulations requires that pay rates be approved and adopted by the City Council and included in a publicly available salary schedule. This schedule must list the position title, pay rate (whether a single amount or within a range), and the applicable time base (hourly, daily, bi-weekly, monthly, bi-monthly, or annually).

The California Public Employees’ Retirement System (CalPERS), pursuant to its interpretation of Title 2 CCR § 570.5, recommends that all CalPERS employers maintain compensation levels in a single, publicly available document that is approved and adopted by the governing body and meets all regulatory requirements. While CalPERS has indicated that it may revisit its interpretation, no formal revisions have been issued to date.

To maintain compliance with CalPERS' current recommended interpretation and with Title 2 CCR § 570.5, the city continues to maintain and adopt a unified Master Salary Schedule.

FISCAL IMPACT:

Approval of the Master Salary Chart will result in increased base salaries for the Fire Department Classifications. This will be offset with the reduction of FLSA, Holiday, Certification, and Premium Pay. For the part-time positions, these are budgeted positions, and there is no impact.

Attachments:
☒ Resolution 2026-111
☐ Ordinance
☐ Map
☐ Agreement
☒ Other
List: Master Salary Schedule
174
RESOLUTION NO. 2026-111

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

AMENDING THE MASTER SALARY CHART TO INCORPORATE NEGOTIATED FIRE

DEPARTMENT SALARY ADJUSTMENTS, REVISE THE PART-TIME POLICE CADET

HOURLY WAGE AND ADD THE SENIOR CENTER COORDINATOR CLASSIFICATION WHEREAS, the City of Selma maintains a Master Salary Chart establishing the authorized salary ranges and wage rates for classifications within the City's organizational structure; and WHEREAS, the City Council finds that the Master Salary Chart should accurately reflect negotiated compensation provisions, approved classifications, established compensation relationships, and previously authorized salary rates; and WHEREAS, the City has negotiated salary adjustments for classifications within the Fire Department pursuant to the applicable Memorandum of Understanding ("MOU"), and the Master Salary Chart must be amended to reflect the negotiated salary rates and applicable effective dates; and
WHEREAS, the City desires to revise the part-time hourly wage for the Police Cadet classification by benchmarking the position against the part-time Code Enforcement Officer classification and updating the Master Salary Chart accordingly; and WHEREAS, the City desires to add the Senior Center Coordinator classification to the Master Salary Chart to reflect the City's approved classification structure and corresponding salary range; and
WHEREAS, the City Council finds that amending the Master Salary Chart to incorporate these changes will maintain accurate and consistent compensation records and ensure the City's official salary schedule reflects the applicable approved salary rates and classifications.

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Selma, California as follows:

Section 1. Fire Department Salary Adjustments. The Master Salary Chart is hereby amended to incorporate the negotiated salary adjustments for all applicable Fire Department classifications in accordance with the applicable MOU and shall go into effect on October 17, 2026.

Section 2. Police Cadet Part-Time Wage. The Master Salary Chart is hereby amended to revise the part-time hourly wage for the Police Cadet classification based on the established compensation benchmark of the part-time Code Enforcement Officer classification.

Section 3. Addition of Senior Center Coordinator Classification. The Senior Center Coordinator classification is hereby added to the City's Master Salary Chart at the approved salary range as shown in the Master Salary Chart.

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 175
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 by the City Council of the City of Selma, California, at a regular meeting held on the 6th day of October 2026, by the following vote:

AYES:

NOES:

ABSTAIN:

ABSENT:
____________________________
ATTEST: Scott Robertson
Mayor
______________________________
Mirium Cruz
Interim City Clerk
176

CODE A B C D E F GROUP
1 Account Clerk I 200 Annual $ 39,798.35 $ 41,788.27 $ 43,877.68 $ 46,071.56 $ 48,375.14 $ 50,793.90 CLOCEA ACC-1 Monthly $ 3,316.53 $ 3,482.36 $ 3,656.47 $ 3,839.30 $ 4,031.26 $ 4,232.83 Biweekly $ 1,530.71 $ 1,607.24 $ 1,687.60 $ 1,771.98 $ 1,860.58 $ 1,953.61 Hourly $ 19.13 $ 20.09 $ 21.10 $ 22.15 $ 23.26 $ 24.42
2 Account Clerk II 201 Annual $ 44,220.39 $ 46,431.41 $ 48,752.98 $ 51,190.63 $ 53,750.16 $ 56,437.67 CLOCEA ACC-2 Monthly $ 3,685.03 $ 3,869.28 $ 4,062.75 $ 4,265.89 $ 4,479.18 $ 4,703.14 Biweekly $ 1,700.78 $ 1,785.82 $ 1,875.11 $ 1,968.87 $ 2,067.31 $ 2,170.68 Hourly $ 21.26 $ 22.32 $ 23.44 $ 24.61 $ 25.84 $ 27.13
3 Accountant 203 Annual $ 67,672.29 $ 71,055.90 $ 74,608.69 $ 78,339.13 $ 82,256.09 $ 86,368.89 CLOCEA ACC-4 Monthly $ 5,639.36 $ 5,921.32 $ 6,217.39 $ 6,528.26 $ 6,854.67 $ 7,197.41 Biweekly $ 2,602.78 $ 2,732.92 $ 2,869.57 $ 3,013.04 $ 3,163.70 $ 3,321.88 Hourly $ 32.53 $ 34.16 $ 35.87 $ 37.66 $ 39.55 $ 41.52
4 Accounting Technician 202 Annual $ 55,717.68 $ 58,503.57 $ 61,428.74 $ 64,500.18 $ 67,725.19 $ 71,111.45 CLOCEA ACC-3 Monthly $ 4,643.14 $ 4,875.30 $ 5,119.06 $ 5,375.02 $ 5,643.77 $ 5,925.95 Biweekly $ 2,142.99 $ 2,250.14 $ 2,362.64 $ 2,480.78 $ 2,604.82 $ 2,735.06 Hourly $ 26.79 $ 28.13 $ 29.53 $ 31.01 $ 32.56 $ 34.19
5 Administrative Assistant I 103 Annual $ 50,299.23 $ 52,814.19 $ 55,454.90 $ 58,227.65 $ 61,139.03 $ 64,195.98 CLOCEA DMN1 Monthly $ 4,191.60 $ 4,401.18 $ 4,621.24 $ 4,852.30 $ 5,094.92 $ 5,349.67 Biweekly $ 1,934.59 $ 2,031.32 $ 2,132.88 $ 2,239.52 $ 2,351.50 $ 2,469.08 Hourly $ 24.18 $ 25.39 $ 26.66 $ 27.99 $ 29.39 $ 30.86
6 Administrative Assistant II 104 Annual $ 55,329.50 $ 58,095.97 $ 61,000.77 $ 64,050.81 $ 67,253.35 $ 70,616.02 CLOCEA DMN2 Monthly $ 4,610.79 $ 4,841.33 $ 5,083.40 $ 5,337.57 $ 5,604.45 $ 5,884.67 Biweekly $ 2,128.06 $ 2,234.46 $ 2,346.18 $ 2,463.49 $ 2,586.67 $ 2,716.00 Hourly $ 26.60 $ 27.93 $ 29.33 $ 30.79 $ 32.33 $ 33.95
7 Analyst/Deputy City Clerk 411 Annual $ 67,036.39 $ 70,388.21 $ 73,907.62 $ 77,603.00 $ 81,483.15 $85,557.31 CLOCEA Monthly $ 5,586.37 $ 5,865.68 $ 6,158.97 $ 6,466.92 $ 6,790.26 $ 7,129.78 Mid-Mgmt Biweekly $ 2,578.32 $ 2,707.24 $ 2,842.60 $ 2,984.73 $ 3,133.97 $ 3,290.67 Hourly $ 32.23 $ 33.84 $ 35.53 $ 37.31 $ 39.17 $ 41.13

MASTER SALARY SCHEDULE

CITY OF SELMA

JOB CLASSIFICATIONS STEPS
Effective October 17, 2026

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Selma City CouncilOctober 6, 2026

Selma City Council
October 6, 2026