Agenda packet — Soledad City Council, September 3, 2025 (part 1 of 2)

I. CALL TO ORDER
II. ROLL CALL
III. PLEDGE OF ALLEGIANCE
IV. ADDITIONS/MODIFICATIONS TO THE AGENDA
V. PUBLIC COMMENT
VI. YOUTH COUNCIL REPORT

CITY OF SOLEDAD

JOINT CITY COUNCIL/SUCCESSOR AGENCY/HOUSING AUTHORITY AND SUCCESSOR

HOUSING AGENCY REGULAR MEETING AGENDA
WEDNESDAY, SEPTEMBER 3, 2025

CITY HALL, COUNCIL CHAMBERS
6:30 PM
The public meeting will open at 6:30 p.m.
https://cityofsoledad.zoom.us/j/87396681855
Or Call:
1-669-900-6833 and use Meeting ID: 873 9668 1855
Welcome to your City of Soledad City Council/Successor Agency Meeting. Your City Councilmembers/Agencymembers are:

Mayor Anna Velazquez
Mayor Pro Tem Fernando Cabrera
Councilmember Fernando Ansaldo-Sánchez
Councilmember Evarista Bañuelos
Councilmember Ben Caldera
At this time any member of the public may address the City Council on items not appearing on the agenda and items of interest to the public that are within the jurisdiction of the Council. A public comment card should be filled out completely to ensure the speaker is called upon to give comment. Public comments are generally limited to three (3) minutes; the mayor may further limit the time for public comments depending on the agenda schedule. Please be brief and to the point.

No action or discussion shall be taken on an item not appearing on the agenda. 1 1

1. Soledad Youth Council Update
VII. COUNCIL PRESENTATIONS
VIII. CONSENT CALENDAR

1. Minutes

2. Warrants

3. Human Resources Activity Report

4. Parks and Recreation Activity Report
Attachments:

Staff Report

1. A Proclamation of the City Council of the City of Soledad Proclaiming September 15th through October 15th, 2025 as National Hispanic Heritage Month.

2. A proclamation of the City Council of the City of Soledad Proclaiming September 2025 as Childhood Cancer Awareness Month

3. A Proclamation of the City Council of the City of Soledad Proclaiming September 2025 as National Recovery Month

4. A Proclamation of the City Council of the City of Soledad Proclaiming September 13th - 21st, 2025, as Latino Conservation Week

5. A Proclamation of the City Council of the City of Soledad Proclaiming the Third Tuesday of September, 2025, as National Voter Registration Day

6. A Proclamation of the City Council of the City of Soledad Declaring the City of Soledad as an Official Supporter of the Salinas Valley Relay For Life Attachments:

Staff Report
Minutes of 08/20/2025
COUNCIL ACTION: _______________________________
Attachments:

Staff Report
08/09/2025 - 08/25/2025
COUNCIL ACTION: _______________________________
Attachments:

Staff Report
COUNCIL ACTION: _______________________________
Attachments:

Staff Report
July 2025.pdf
COUNCIL ACTION: _______________________________
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5. Public Works Activity Report

6. Community and Economic Development Department Activity Report

7. Police Department Activity Report

8. Fire Department Activity Report - August 2025

9. Resolution No. 6280, A Resolution of the City Council of the City of Soledad Authorizing the City Manager to Execute Amendment No. 2 to the Professional Services Agreement with Benitez Security Services, Inc., Extending the Contract Term Through October 31, 2025, and Increasing the Total Contract Amount to an Amount Not to Exceed $127,792

10. Resolution No. 6282, A Resolution of the City Council of the City of Soledad Approving the Classifications and Establishing Salary Ranges for the Information Technology Manager and Project Manager Positions
Attachments:

Staff Report
PW Activity Report
COUNCIL ACTION: _______________________________
Attachments:

Staff Report
Building Permits Issued 08/2025
COUNCIL ACTION: _______________________________
Attachments:

Staff Report
Police Department Activity Report
COUNCIL ACTION: _______________________________
Attachments:

Staff Report
Call Volume 08/2025
Activity Report 08/2025
COUNCIL ACTION: _______________________________
Attachments:

Staff Report
Resolution No. 6280
Exhibit A
Attachment A
Attachment B
Attachment C
COUNCIL ACTION: _______________________________
Attachments:
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IX. BUSINESS

1. Resolution No. 6279, a Resolution of the City Council of the City of Soledad Approving and Authorizing the City Manager to Execute a License Agreement Between the City of Soledad and Specialty Construction, Inc. for the use of 540 Gabilan Drive (APN: 022-441-016) as the Construction Staging Yard for the Soledad Recycled Water Conveyance Project

2. Resolution No. 6281, A Resolution of the City Council of the City of Soledad Adopting the 2025 Revised Soledad Personnel Rules and Regulation Manual

3. Presentation on the Talk to Me Technologies Communication Boards

4. Discussion on City Council Miramonte Advisory Committee X. MAYOR'S REPORTS AND ACKNOWLEDGEMENTS
XI. COUNCILMEMBERS' REPORTS AND ACKNOWLEDGEMENTS
XII. CITY MANAGER'S REPORT
XIII. FUTURE AGENDA ITEMS
Staff Report
Resolution No. 6282
Attachment No. 1 - Draft IT Manager Job Description
Attachment 2 - Draft Project Manager Job Description - Engineering COUNCIL ACTION: _______________________________
Attachments:

Staff Report
Resolution No. 6279
Exhibit A
Attachment 1 - Proposed Staging Yard Reference Map
COUNCIL ACTION: _______________________________
Attachments:

Staff Report
Resolution No. 6281
Exhibit A
COUNCIL ACTION: _______________________________
Attachments:

Staff Report
COUNCIL ACTION: _______________________________
Attachments:

Staff Report
COUNCIL ACTION: _______________________________
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XIV. ADJOURNMENT
In compliance with the American with Disabilities Act, if you need special assistance to participate in this meeting, please contact Deputy City Clerk Darlene Noriega at (831) 223-5014. Notification of at least 48hours prior to the meeting will enable the City to make reasonable arrangements to ensure accessibility to this meeting. (RCRF 35.102-35.104).

Any writing or documents provided to a majority of the City Council regarding any item on this agenda will be made available for public inspection at City Hall located at 248 Main Street, Soledad, California during normal business hours.

En caso que usted necesite ayuda en leer o en entender este aviso de Junta Publica, usted puede ponerse en contacto con la oficina del Edificio Municipal en 248 Calle Main o llamar al número (831) 223-5014, y el aviso será traducido para usted.

Cualquier escrito o documento proporcionado a la mayoría del Concejo Municipal con respecto a cualquier asunto en esta agenda se pondrá a disposición para inspección pública en el Ayuntamiento ubicado en 248 Main Street, Soledad, California durante el horario laboral.

Advanced submittal of public comments via email are due by 2:00 P.M. on the day of the scheduled meeting to the Deputy City Clerk at [email protected] Comments are limited to 250 words or less and effort will be made to read your comment into the record, but some comments may not be read due to time limitations. The City Clerk will read email comments, provided that the reading shall not exceed three (3) minutes. The email comments submitted shall become part of the record.

La entrega anticipada de comentarios públicos por correo electrónico debe presentarse antes de las 2:00 p.m. del día de la reunión programada a la Secretaria Municipal al email [email protected]. Los comentarios están limitados a 250 palabras o menos y se hará un esfuerzo para leer su comentario en el registro, pero es posible que algunos comentarios no se lean debido a limitaciones de tiempo. La Secretaria Municipal leerá los comentarios del correo electrónico, siempre que la lectura no exceda los tres (3) minutos. Los comentarios enviados por correo electrónico pasarán a formar parte del registro.
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08/27/2025

CERTIFICATION
I, Megan Hunter, City Clerk of the City of Soledad, do hereby certify that a copy of the foregoing Joint City Council/Successor Agency Regular Meeting Agenda was posted at City Hall by Friday, August 29, 2025, at 5:00 p.m.

Megan Hunter, City Clerk/Manager
6 SUBJECT: Soledad Youth Council Update
TO: Honorable Mayor Velazquez and City Council
FROM: Jessica Potts, Parks and Recreation Director and Youth Commissioners MEETING DATE: September 3, 2025

CITY OF SOLEDAD

STAFF REPORT
THROUGH: Megan Hunter, City Manager
AGENDA ITEM NO. 1.

Recommendation
Receive a presentation providing a program update on the Soledad Youth Council and Youth Commissioner Program.

Executive Summary
The Soledad Youth Council (SYC) is committed to fostering youth leadership, civic engagement, and community collaboration. This report provides an overview of key activities, presentations, and accomplishments from the past quarter, reflecting the Council’s active role in supporting city initiatives and addressing community needs.

Presenting: Cindy Alcaraz, Giovanni Bravo, and Marilyn Ramirez-Peña The Parks and Recreation Department is preparing to relaunch the Soledad Youth Council for the 2025– 26 academic year. With a newly structured Youth Commissioner framework and recruitment for general Youth Council members underway, the program is on track for a strong relaunch this fall.

Commissioners will provide a brief status update and outline the next steps.

Background
The Soledad Youth Council program promotes civic awareness, community engagement, and leadership among local high school students. As of April 2025, the Parks and Recreation Department assumed full management of the Youth Council and Youth Commissioner programs in order to improve consistency, oversight, and alignment with City priorities.

Three Youth Commissioners were officially onboarded in August:

Giovanni Bravo – Returning Commissioner
Cindy Alcaraz – First-year appointee
Marilyn Ramirez-Peña – First-year appointee
7 Commissioners began work and recruitment efforts for the Youth Council members mid-August and are currently focused on preparing for the program relaunch.

Review & Analysis
Since the appointment of the three 2025–26 Youth Commissioners in August, the Parks and Recreation Department has made significant progress in launching the new program year.

Youth Commissioner Activity and Contributions
The newly onboarded Youth Commissioners have played an active role in laying the groundwork for the year ahead. Their contributions over the past month include:

Recruitment Coordination: Commissioners worked closely with Parks and Recreation staff to promote the Youth Council recruitment, including creating an online application form, promotional flyers, and working with the school to post flyers and promote on campus.

Commissioners tabled during school hours and held an after-school information session.

Social Media Promotion: Using the Youth Council’s social media platforms, Commissioners created and scheduled content to boost visibility and community awareness around the program relaunch and membership recruitment.

Onboarding and Training: Commissioners participated in a structured onboarding process, reviewing the Youth Commissioner Manual, receiving orientation from department staff, and completing their first tasks in support of the upcoming program year.

Program Framework and Clarity
As part of the City’s ongoing restructuring of youth civic engagement efforts, two foundational documents have been finalized:

The Youth Commissioner Manual, which outlines paid staff responsibilities, expectations, and professional standards.

The Youth Council Guidelines, which clarify the structure, mission, and code of conduct for volunteer Council members.

Together, these documents provide a clear and sustainable framework to support both volunteer and paid youth leadership role
Upcoming Youth-Led Branding Initiative
Commissioners are preparing to launch a youth-led branding refresh for the Youth Council, slated for October 2025. This initiative will help modernize the Council’s public image and better communicate its mission and activities to the community.

Ongoing Civic and Departmental Integration
The City remains committed to integrating youth into civic initiatives such as the General Plan update, park development efforts, and citywide outreach campaigns. In addition, Commissioners will continue to contribute to Parks and Recreation programming through support at events, surveys, and peer engagement.
8 Financial Considerations
Youth Commissioners are paid through the Parks and Recreation operational budget at a rate of $16.50 per hour, with work hours not to exceed 10 per week per commissioner.

Alternatives
Receive the presentation and report as recommended
Request modifications to program reporting or structure Decline to receive the presentation or report
Planning/CEQA
This is not an action is not considered a project under the California Environmental Quality Act (CEQA).

Public Notice Requirements
Not required.
9 SUBJECT: Minutes
TO: Honorable Mayor Velazquez and City Council
FROM: Darlene Noriega, Deputy City Clerk

COUNCIL COMMUNICATION
THROUGH: Megan Hunter, City Manager

MEETING
DATE: September 3, 2025
AGENDA ITEM NO. 1.
10 Minutes
City of Soledad
Joint City Council/Successor Agency/Housing Authority/Successor Housing Agency/ Regular Meeting
August 20, 2025

CALL TO ORDER
Mayor Velazquez called the Joint City Council/ Successor Agency/ Housing Authority/ Successor Housing Agency/ Regular Meeting to order at 6:05 p.m.

ROLL CALL
The Following Councilmembers/Agency members were present when the meeting was called to order:

Mayor/Chair Anna M. Velazquez
Mayor Pro Tem/Agency Member Fernando Cabrera
Councilmember/Agency Member Fernando Ansaldo-Sánchez – Arrived at 6:27 p.m.

Councilmember/Agency Member Evarista Bañuelos
Councilmember/Agency Member Ben Caldera

THE FOLLOWING COUNCILMEMBER WAS ABSENT
None

PLEDGE OF ALLEGIANCE
Teresa Sullivan led the Pledge of Allegiance.

ADDITIONS/MODIFICATIONS TO THE AGENDA
City Manager Hunter had two modification requests:

1. No proclamation declaring August 26th would be presented during the council meeting. The proclamation will be presented directly to the staff of Pinnacles National Park at a different time.

The City Council will be updated on the date, time, and location for the giving of the proclamation.

2. Business item no. B-5 should come before the council before Business Item No. B-4.

PUBLIC COMMENT

1. Pacific Gas and Electric Company Government Relations Representative Central Coast Division Jazmine Venegas said she looks forward to scheduling meetings with each councilmember to learn the city's priorities.
11 City of Soledad City Council/Successor Agency Regular Meeting Minutes of August 20, 2025

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2. Angelica Godoy-Rodriguez expressed concern over how her email request—asking the City Council to create a subcommittee focused on the Miramonte development—was handled. Though her message was intended for the City Council, it was sent to City Clerk Darlene Noriega and forwarded to City Manager Hunter. Ms. Godoy-Rodriguez stated she has not received a response from the Clerk and is seeking clarity on how members of the public can communicate directly with the City Council without their messages being redirected.

Mayor Velazquez acknowledged that the Council should not respond during public comment periods but noted that this issue deserves further discussion. She would like to make sure Ms. Godoy-Rodriguez knew that staff reached out to her to discuss the request, but the Mayor could not meet due to illness. The city is being responsive and will follow up.

City Attorney Mike Rodriquez agreed with Mayor Velazquez that the item should be discussed at the next meeting.

PRESENTATIONS

1. Alliance on Aging Facilitator Teresa Sullivan presented an update regarding the Local Aging and Disabilities Action Plan.

Councilmembers had numerous comments.

CONSENT CALENDAR
Mayor Velazquez requested a separate discussion for item no. C-2.

There were no public comments.

Motion: Mayor Pro Tem Cabrera motioned to approve items C-1 and C-3. Motion was seconded by Councilmember Banuelos and carried by unanimous vote:

Action
Ayes: Cabrera, Banuelos, Caldera, Ansaldo-Sánchez, Velazquez Noes: None
Abstain: None

Absent: None
C-1. Minutes of 08/06/2025
C-3. Resolution No. 6275, A Joint Resolution of the City Council of the City of Soledad/City Council as Board to the Successor Agency to the Soledad Redevelopment Agency/Board of the Soledad Successor Housing Agency/Soledad Housing Authority Approving an Employment Agreement for City Manager/Successor Agency Director/Successor Housing Agency Director/Soledad Housing Authority Executive Director Services with Megan Hunter
Motion: Mayor Velazquez motioned to approve item no. C-2. Motion was seconded by Councilmember Banuelos and carried by unanimous vote:
12 City of Soledad City Council/Successor Agency Regular Meeting Minutes of August 20, 2025

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Action
Ayes: Cabrera, Banuelos, Caldera, Ansaldo-Sánchez, Velazquez Noes: None
Abstain: None

Absent: None
C-2. Warrants of 07/29/2025 – 08/08/2025

BUSINESS
B-1. Resolution No. 6277, A Resolution of the City Council of the City of Soledad Approving and Authorizing the Execution of a Purchase and Sale Agreement Between the City of Soledad and Hygelund Diana ET AL for the Property Located at 1232 Monterey for the Purchase Price of $300,000 Plus Closing Costs and Authorizing the Use of up to $310,000 from the Park Impact Fee Fund
Community and Economic Development Director Beatriz Trujillo presented the staff report.

Council members had numerous questions and comments.

Motion: Councilmember Ansaldo-Sánchez motioned to approve Resolution No. 6277. Motion was seconded by Councilmember Banuelos and carried by unanimous vote:

Action
Ayes: Ansaldo-Sánchez, Banuelos, Caldera, Cabrera, Velazquez Noes: None
Abstain: None

Absent: None
B-2. Parks and Recreation Capital Campaign Overview and Fundraising Strategy Parks and Recreation Director Jessica Potts presented the staff report.

There were no other public comments.

Councilmembers had numerous comments regarding the item and the brochure included in the presentation.

Mayor Velazquez suggested that each councilmember gather a list of names to whom they would like to present the Capital Campaign information. She also encouraged everyone to try to present the same information and facts.

Council Action:

This item was an informational presentation, and no action was taken.

The presentation was received by the City Council, and direction was provided to staff.

B-3. Resolution No. 6274, A Resolution of the City Council of the City of Soledad Approving an Agreement with the California Department of Forestry and Fire Protection for Services (“CAL FIRE”) 13 City of Soledad City Council/Successor Agency Regular Meeting Minutes of August 20, 2025

Page 4 of 7 ends

from July 1, 2025 To June 30, 2026 at a Not To Exceed Cost of $2,637,549, and Authorizing the City Manager to Execute Said Agreement on Behalf of the City of Soledad Finance Director Mike Howard presented the staff report.

Cal Fire Battalion Chief Jason Luckenbach presented further information regarding the agreement and presented a PowerPoint presentation.

There were no public comments.

Councilmembers had numerous questions regarding the item.

Motion: Councilmember Banuelos motioned to approve Resolution No. 6274. Motion was seconded by Mayor Pro Tem Cabrera and carried by unanimous vote:

Action
Ayes: Banuelos, Cabrera, Caldera, Ansaldo-Sánchez, Velazquez Noes: None
Abstain: None

Absent: None
B-5. Resolution No. 6278, A Resolution Approving Amendment #1 to the Consulting Services Agreement With TeamCivX Extending the Contract Term, Updating the Scope of Services, and Increasing Compensation by $60,000 for a Total Amount Not To Exceed $92,290, Approving a Related Budget Amendment, and Authorizing the City Manager to Execute Said Amendment on Behalf of the City City manager Hunter presented the staff report.

TeamcivX Consultant Josef Topete and Magellan Strategies Director of Survey Research Courtney Sievers added further clarifying information regarding the completed public survey.

Monica Andrade asked what the alternatives would be if the parcel tax were not passed. She would also like to know if a study can be done on the pros and cons of passing the ballot measure, focusing on the economic impact on the City and taxpayers, insurance rates, economic development, and how the parcel tax will affect taxpayers.

Councilmembers had numerous questions and comments.

Motion: Councilmember Banuelos motioned to approve Resolution No. 6278. Motion was seconded by Mayor Pro Tem Cabrera and carried by unanimous vote:

Action
Ayes: Banuelos, Cabrera, Caldera, Ansaldo-Sánchez, Velazquez Noes: None
Abstain: None

Absent: None
14 City of Soledad City Council/Successor Agency Regular Meeting Minutes of August 20, 2025

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B-4. Acceptance of the City and Soledad Successor Agency's Audited Financial Statements for Fiscal Year 2023-2024
Finance Director Mike Howard presented the staff report.

There were no public comments.

Motion: Councilmember Banuelos motioned to accept the City and Soledad Successor Agency's Audited Financial Statements for Fiscal Year 2023-2024. Motion was seconded by Mayor Pro Tem Cabrera and carried by unanimous vote:

Action
Ayes: Banuelos, Cabrera, Caldera, Ansaldo-Sánchez, Velazquez Noes: None
Abstain: None

Absent: None
B-6. Resolution No. 6276, A Resolution of the City Council of the City of Soledad Designating a Voting Delegate and Alternates for the League of California Cities Annual Conference and Expo and Directing Staff to Submit Names of the Delegates by September 24, 2025 City Manager Hunter presented the staff report.

Councilmembers attending are Mayor Velazquez, Mayor Pro Tem Caldera, Councilmember AnsaldoSánchez, and Councilmember Caldera.

Councilmember Bañuelos will not attend the League of California Cities Annual Conference and Expo.

Councilmember Ansaldo-Sánchez volunteered himself to be the voting delegate.

Councilmember Caldera said he will be the first alternate.

Mayor Pro Tem Cabrera said he will be the second alternate.

Motion: Mayor Pro Tem Cabrera motioned to approve Resolution No. 6276. Motion was seconded by Councilmember Ansaldo-Sánchez and carried by unanimous vote:

Action
Ayes: Cabrera, Ansaldo-Sánchez, Caldera, Banuelos, Velazquez Noes: None
Abstain: None

Absent: None
MAYOR’S REPORTS AND ACKNOWLEDGEMENTS
Mayor Velazquez had twelve items to report:

1. On 08/07, she attended the Salinas Valley Speaks event.

2. On 08/07, she attended the Soledad Chamber of Commerce Laptop Giveaway.

3. On 08/09, she attended a ribbon-cutting event for Serreza Beauty and other small businesses.

4. On 08/09, she attended the Latinas Professional Networking event. 15 City of Soledad City Council/Successor Agency Regular Meeting Minutes of August 20, 2025

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5. On 08/13, she attended the Community Center Kitchen ribbon cutting.

6. On 08/14, she attended the Groundwater Sustainability Committee meeting.

7. On 08/14, both she and City Manager Hunter met with Central Coast Water Board Executive Officer Ryan Lodge.

8. On 08/15, she attended the League of California Cities Advancing Equity Advisory Committee.

9. On 08/20, she met with Pacific Gas and Electric Company Government Relations Representative, Central Coast Division, Jazmine Venegas.

10. She announced that a proclamation has been requested from Relay For Life.

11. She voiced a Happy Birthday to her son.

12. She expressed Congratulations to MST for receiving the American Public Transportation Association Award.

COUNCILMEMBERS’ REPORTS AND ACKNOWLEDGEMENTS
Councilmember Ansaldo-Sánchez acknowledged the passing of his Grandfather, Candido Ansaldo, on August 09, 2025
Councilmember Caldera had five items to report:

1. On 07/26, he attended the Soledad Hot Summer Days event.

2. On 08/04, he attended the Agenda briefing with City Manager Hunter.

3. On 08/05, he attended the National Night Out event at the Soledad Community Center.

4. On 08/06, he attended the City of Soledad City Council meeting.

5. On 08/19, he attended the agenda briefing with City Manager Hunter.

Mayor Pro Tem Cabrera had three items to report:

1. On 08/07, he attended the Soledad Chamber of Commerce Laptop Giveaway.

2. On 08/11, he attended the MST Strategic Plan meeting. He proposed sheltered seats for the MST stops here in Soledad.

3. He announced the Central Coast Procurement Expo on 09/18, starting at 9:00 a.m. The event is free.

Councilmember Bañuelos had sixteen items to report:

1. On 08/05, she attended the National Night Out at the Soledad Community Center.

2. On 08/07, she attended the Laptop giveaway.

3. On 08/08, she attended the Soft Opening of Oak Street Wash & Dry.

4. On 08/08, she attended the last Music in the Park event with the Chicano All Stars group.

5. On 08/09, she attended a ribbon-cutting event for Serreza Beauty and other small businesses.

6. She thanked Powerhouse Brew coffeehouse.

7. She thanked JJ Tattoos for painting murals at the business.

8. On 08/13, she attended the Citizens Academy Committee at the CTF VSP meeting.

9. On 08/13, she attended the ribbon-cutting at the Soledad Community Center for the new kitchen.

10. On 08/13, she attended the Soledad Historical Society committee meeting.

11. On 08/14, she attended the Cemetery Board meeting.

12. On 08/18, she attended a meeting with the Soledad USPS Postmaster regarding the Art display.

13. On 08/18, she attended a Listening Session in Spreckels hosted by Supervisor Lopez’s office.

14. On 08/20, she attended a meeting with Supervisor Lopez regarding a display.

15. On 08/18, she met with City Manager Hunter for an agenda briefing.

16. On 08/20, she attended a meeting with the Tractor Supply store Manager regarding a soft and grand opening of their store.
16 City of Soledad City Council/Successor Agency Regular Meeting Minutes of August 20, 2025

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CITY MANAGERS REPORT

1. Between 08/29 and 09/02, she may be taking time off. Once the dates are confirmed, she will update the council regarding who will be acting City Manager.

2. On 09/03, there will be a mural ribbon cutting starting at 4:30 p.m.

3. On 09/03, the City Council meeting will start at 6:30 p.m.

4. On 09/09, there will be a three-hour Strategic Planning Special Meeting starting at 5:00 p.m.

5. On 09/11, there will be a 9-11 ceremony, led by Battalion Chief Luckenbach.

6. On 09/19, there will be a POW MIA ceremony, led by Chief Valenzuela.

7. On 11/11, there will be a Veterans Day ceremony led by Chief Valenzuela.

8. The crosswalks are currently being redone.

9. There will be two future agenda items regarding the signs and the Miramonte request. Details are being worked out.

Mayor Velazquez has asked that flyers for the 9-11 and POW MIA ceremonies be posted as soon as possible.

FUTURE AGENDA ITEMS
Councilmember Caldera had no items to request.

Councilmember Ansaldo-Sánchez has one request:

1. He would like to discuss a Miramonte Subcommittee.

Councilmember Bañuelos had one request:

She would like to know if there will be a Veterans Day event and, if so, how she can be involved.  Mayor Velazquez wants to ensure that Chief Valenzuela includes the Legion in Soledad.  Councilmember Bañuelos would also like to ensure that Chief Valenzuela includes the Historical Society.

Mayor Velazquez had two requests:

1. She would like to bring back the discussion of a Miramonte Subcommittee for housing.

2. She would like to discuss Anti-Displacement strategies for businesses.

City Manager Hunter said that during the 09/09 Strategic Planning meeting, she would like to make sure that all the items are looked at and prioritized, and the most important items are budgeted and moved forward.

ADJOURNMENT
Meeting adjourned at 11:13 p.m.

Minutes Approved: Sept. 03, 2025
_______________________________________
ANNA M. VELAZQUEZ, Mayor/Chair
________________________________________
MEGAN HUNTER, City Clerk
17 SUBJECT: Warrants
TO: Honorable Mayor Velazquez and City Council
FROM: Mike Howard, Finance Director

COUNCIL COMMUNICATION
THROUGH: Megan Hunter, City Manager

MEETING
DATE: September 3, 2025
AGENDA ITEM NO. 2.
18 8/26/2025 4:05:27 PM Page 1 of 30
Check Report
Soledad, CA By Check Number
Date Range: 08/09/2025 - 08/25/2025
Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Bank Code: APRAB-Mechanics Bank
Payment Type: EFT
BRYANT BRYANT L JOLLEY 08/25/2025 EFT 0.00 45,500.00 10280 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 081125 Invoice 06/30/2025 FY 23-24 Audit & SCO Reporting 0.00 45,500.00 100-1300-52225 AUDITING SERVICES FY 23-24 Audit & SCO Reporting 22,750.00 309-0000-52225 AUDITING SERVICES FY 23-24 Audit & SCO Reporting 4,875.00 310-0000-52225 AUDITING SERVICES FY 23-24 Audit & SCO Reporting 4,875.00 311-0000-52225 AUDITING SERVICES FY 23-24 Audit & SCO Reporting 4,750.00 410-0000-52225 AUDITING SERVICES FY 23-24 Audit & SCO Reporting 3,700.00 516-0000-52200 PROFESSIONAL SERVICES… FY 23-24 Audit & SCO Reporting 4,550.00 MISLAW MISSION LAWN AND GARDEN CARE 08/25/2025 EFT 0.00 47,600.00 10281 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 8601 Invoice 06/30/2025 Landscape Maint. Stormwater Area 0.00 2,800.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Landscape Maint. Stormwater A… 2,800.00 8602 Invoice 06/30/2025 Landscape Maint. Stormwater Area 0.00 2,800.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Landscape Maint. Stormwater A… 2,800.00 8603 Invoice 06/30/2025 Landscape Maint. Stormwater Area 0.00 2,800.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Landscape Maint. Stormwater A… 2,800.00 8604 Invoice 06/30/2025 Landscape Maint. Stormwater Area 0.00 2,800.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Landscape Maint. Stormwater A… 2,800.00 8605 Invoice 06/30/2025 Landscape Maint. Stormwater Area 0.00 2,800.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Landscape Maint. Stormwater A… 2,800.00 8608 Invoice 06/30/2025 Landscape Maint. Stormwater Area 0.00 2,800.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Landscape Maint. Stormwater A… 2,800.00 8609 Invoice 06/30/2025 Landscape Maint. Stormwater Area 0.00 2,800.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Landscape Maint. Stormwater A… 2,800.00 8610 Invoice 06/30/2025 Landscape Maint. Stormwater Area 0.00 2,800.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Landscape Maint. Stormwater A… 2,800.00 8611 Invoice 06/30/2025 Landscape Maint. Stormwater Area 0.00 2,800.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Landscape Maint. Stormwater A… 2,800.00 8612 Invoice 06/30/2025 Landscape Maint. Stormwater Area 0.00 2,800.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Landscape Maint. Stormwater A… 2,800.00 8613 Invoice 06/30/2025 Landscape Maint. Stormwater Area 0.00 2,800.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Landscape Maint. Stormwater A… 2,800.00 8614 Invoice 06/30/2025 Landscape Maint. Stormwater Area 0.00 2,800.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Landscape Maint. Stormwater A… 2,800.00 8615 Invoice 06/30/2025 Landscape Maint. Stormwater Area 0.00 2,800.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Landscape Maint. Stormwater A… 2,800.00 8616 Invoice 06/30/2025 Landscape Maint. Stormwater Area 0.00 2,800.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Landscape Maint. Stormwater A… 2,800.00 8617 Invoice 06/30/2025 Landscape Maint. Stormwater Area 0.00 2,800.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Landscape Maint. Stormwater A… 2,800.00 8618 Invoice 06/30/2025 Landscape Maint. Stormwater Area 0.00 2,800.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Landscape Maint. Stormwater A… 2,800.00 8619 Invoice 06/30/2025 Landscape Maint. Stormwater Area 0.00 2,800.00 19 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number 651-0000-52516 LANDSCAPE MAINT. (EAS… Landscape Maint. Stormwater A… 2,800.00 360PSM 360PSM INC. 08/25/2025 EFT 0.00 3,961.11 10282
Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount Community 14 Invoice 08/22/2025 Labor Compliance - CC Modernization 0.00 273.18 211-0000-57000 CAPITAL OUTLAY - IMPR… Labor Compliance - CC Moderni… 273.18 Fire Metal 7 Invoice 08/22/2025 Labor Compliance - Fire Metal Bldg. 0.00 956.13 772-0000-52200 PROFESSIONAL SERVICES… Labor Compliance - Fire Metal B… 956.13 Fire Station 7 Invoice 08/22/2025 Labor Compliance - Fire Station 0.00 956.13 772-0000-52200 PROFESSIONAL SERVICES… Labor Compliance - Fire Station 956.13 Front Street 11 Invoice 08/22/2025 Labor Compliance - Front St. 0.00 1,365.90 412-0000-57000 CAPITAL OUTLAY - IMPR… Labor Compliance - Front St. 1,365.90 WFR 3 Invoice 08/22/2025 Labor Compliance - WRF Metal Bldg. 0.00 409.77 310-0000-57000 CAPITAL OUTLAY - IMPR… Labor Compliance - WRF Metal B… 409.77 ADQUAL A&D AGRICULTURAL & SAFETY SUPPLIES 08/25/2025 EFT 0.00 114.42 10283 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 276781 Invoice 08/22/2025 Cleaning Sewer / First Aid Kits 0.00 114.42 310-0000-52134 COLLECTION SYSTEM MA… Cleaning Sewer / First Aid Kits 114.42 BENITEZ BENITEZ SECURITY SERVICE INC 08/25/2025 EFT 0.00 16,128.00 10284 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 3016 Invoice 08/22/2025 Security Provisional Encampment 0.00 5,376.00 121-0000-52200 PROFESSIONAL SERVICES… Security Provisional Encampment 5,376.00 3039 Invoice 08/22/2025 Security Encampment 0.00 5,376.00 121-0000-52200 PROFESSIONAL SERVICES… Security Encampment 5,376.00 3053 Invoice 08/22/2025 Security Encampment 0.00 5,376.00 121-0000-52200 PROFESSIONAL SERVICES… Security Encampment 5,376.00 CANNOA CANNON CORPORATION 08/25/2025 EFT 0.00 45,097.35 10285 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 92839 Invoice 08/22/2025 SCADA Support Services 0.00 8,524.00 309-0000-52200 PROFESSIONAL SERVICES… SCADA Support Services 2,567.38 310-0000-52200 PROFESSIONAL SERVICES… SCADA Support Services 5,956.62 92886 Invoice 08/22/2025 Well Upgrades No.4 0.00 831.50 309-0000-57000 CAPITAL OUTLAY - IMPR… Well Upgrades No.4 831.50 92887 Invoice 08/22/2025 Water System Reliability Assessment 0.00 18,405.25 309-0000-57000 CAPITAL OUTLAY - IMPR… Water System Reliability Assess… 9,945.25 779-0000-52136 FACILITIES MASTER PLAN Water System Reliability Assess… 8,460.00 92888 Invoice 08/22/2025 WRF Boundary Staking Survey 0.00 8,577.75 310-0000-57000 CAPITAL OUTLAY - IMPR… WRF Boundary Staking Survey 8,577.75 92941 Invoice 08/22/2025 Splash Pad SCADA Integration 0.00 8,758.85 651-0000-52522 PARK MAINTENANCE Splash Pad SCADA Integration 8,758.85 MARKMI MARK A. MILLER 08/25/2025 EFT 0.00 14,427.50 10286 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 4 Invoice 08/22/2025 Manhole Rehabilitation 0.00 14,427.50 310-0000-57000 CAPITAL OUTLAY - IMPR… Manhole Rehabilitation 14,427.50 MISLAW MISSION LAWN AND GARDEN CARE 08/25/2025 EFT 0.00 6,390.00 10287 20 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 8439 Invoice 08/22/2025 Font St. Landscape / RSV 0.00 1,650.00 410-0000-52531 STREET MAINTENANCE Font St. Landscape / RSV 1,350.00 647-0000-52530 STREET LANDSCAPING Font St. Landscape / RSV 300.00 8443 Invoice 08/22/2025 Gabilan Maint. 0.00 680.00
410-0000-52531 STREET MAINTENANCE Gabilan Maint. 680.00 8445 Invoice 08/22/2025 Orchard Landscape 0.00 780.00
651-0000-52516 LANDSCAPE MAINT. (EAS… Orchard Landscape 780.00 8606 Invoice 08/22/2025 Landscape Maint. Stormwater Area 0.00 2,800.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Landscape Maint. Stormwater A… 2,800.00 8622 Invoice 08/22/2025 Water Leak Repair Rusconi St. 0.00 480.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Water Leak Repair Rusconi St. 480.00 CULLIG QUALITY WATER ENTERPRISES, INC. 08/25/2025 EFT 0.00 44.70 10288 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 1259206 Invoice 08/22/2025 WWTP / Water System 0.00 44.70 309-0000-52053 LAB ANALYSIS & TESTING WWTP / Water System 22.35 310-0000-52053 LAB ANALYSIS & TESTING WWTP / Water System 22.35 WARBEY ROBIN WARBEY 08/25/2025 EFT 0.00 4,710.00 10289
Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 3736 Invoice 08/22/2025 IT Services July 2025 0.00 4,710.00 100-1320-52200 PROFESSIONAL SERVICES… IT Services July 2025 4,710.00 ANDLOC RUTH MARIA MILLA-LEON 08/25/2025 EFT 0.00 311.86 10290 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 42813251 Invoice 08/22/2025 Keys Bathroom Storage 0.00 236.48 100-2100-52518 FACILITIES EXPENSE Keys Bathroom Storage 236.48 46558 Invoice 08/22/2025 Keys For Parks 0.00 75.38
100-2100-52518 FACILITIES EXPENSE Keys For Parks 75.38
SHREDD SHREDDING SOURCE SOLUTIONS 08/25/2025 EFT 0.00 75.00 10291 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 9423 Invoice 08/22/2025 Shredding Service 0.00 75.00
100-1400-52200 PROFESSIONAL SERVICES… Shredding Service 75.00 TORPET TORO PETROLEUM CORP. 08/25/2025 EFT 0.00 1,417.75 10292 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 0699994-IN Credit Memo 06/30/2025 Credit - Pump Out 0.00 -1,832.71 310-0000-52085 FUEL Credit - Pump Out -1,832.71
0701073-IN Invoice 08/22/2025 Fuel 0.00 1,279.84
100-1400-52085 FUEL Fuel 1,279.84
0721392-IN A Invoice 08/22/2025 Fuel 0.00 1,970.62
100-1400-52085 FUEL Fuel 1,970.62
USABLU USABLUE BOOK 08/25/2025 EFT 0.00 3,029.48 10293
Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount INV00782445 Invoice 08/22/2025 Pump Tubing 0.00 257.77
310-0000-52525 REPAIRS & MAINTENANCE… Pump Tubing 257.77 INV00785839 Invoice 08/22/2025 Ammonia Reagents 0.00 432.78 310-0000-52053 LAB ANALYSIS & TESTING Ammonia Reagents 432.78 21 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number INV00788811 Invoice 08/22/2025 pH Buffers 0.00 123.06
310-0000-52053 LAB ANALYSIS & TESTING pH Buffers 123.06 INV00789353 Invoice 08/22/2025 S. Solids Filters 0.00 478.97 310-0000-52053 LAB ANALYSIS & TESTING S. Solids Filters 478.97 INV00794422 Invoice 08/22/2025 Electrical Fundamentals 0.00 122.95 310-0000-52091 TRAVEL, MEETINGS & TRA… Electrical Fundamentals 122.95 INV00794664 Invoice 08/22/2025 Lab Liquid Detergent 0.00 567.09 310-0000-52053 LAB ANALYSIS & TESTING Lab Liquid Detergent 567.09 INV00797455 Invoice 08/22/2025 Glass Filter 0.00 198.83 310-0000-52053 LAB ANALYSIS & TESTING Glass Filter 198.83 INV00798407 Invoice 08/22/2025 Flange Mtr. Connection & Cl2 Dispenser 0.00 848.03 309-0000-52044 CHEMICAL Cl2 Dispenser 643.36
309-0000-52521 METER REPAIR/REPLACE… Flange Meter Connection 204.67 VASQUEZ SHOT VASQUES SHOTOKAN KARATE ACADEMY LLC 08/25/2025 EFT 0.00 2,223.90 10294 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 081125 Invoice 08/22/2025 Karate Instructor Summer 2025 0.00 935.55 100-2200-52200 PROFESSIONAL SERVICES… Karate Instructor Summer 2025 935.55 081125 B Invoice 08/22/2025 Karate Instructor July 0.00 1,288.35 100-2200-52200 PROFESSIONAL SERVICES… Karate Instructor July 1,288.35 Total EFT: 0.00 191,031.07
22 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Payment Type: Regular
JP COO J.P. COOKE COMPANY 08/22/2025 Regular 0.00 -100.75 57075 AFLAC AFLAC HEADQUARTERS 08/22/2025 Regular 0.00 2,511.67 58151 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount INV0000756 Invoice 08/22/2025 AFLAC CONTRIBUTION 0.00 1,012.96 100-0000-21140 AFLAC PAYABLE AFLAC CONTRIBUTION 278.91
309-0000-21140 AFLAC PAYABLE AFLAC CONTRIBUTION 207.22
310-0000-21140 AFLAC PAYABLE AFLAC CONTRIBUTION 485.64
311-0000-21140 AFLAC PAYABLE AFLAC CONTRIBUTION 31.21
312-0000-21140 AFLAC PAYABLE AFLAC CONTRIBUTION 7.15
410-0000-21140 AFLAC PAYABLE AFLAC CONTRIBUTION 2.83
INV0000757 Invoice 08/22/2025 AFLAC CONTRIBUTION 0.00 1,498.71 100-0000-21140 AFLAC PAYABLE AFLAC CONTRIBUTION 734.00
309-0000-21140 AFLAC PAYABLE AFLAC CONTRIBUTION 198.82
310-0000-21140 AFLAC PAYABLE AFLAC CONTRIBUTION 513.09
311-0000-21140 AFLAC PAYABLE AFLAC CONTRIBUTION 38.80
312-0000-21140 AFLAC PAYABLE AFLAC CONTRIBUTION 7.18
410-0000-21140 AFLAC PAYABLE AFLAC CONTRIBUTION 6.82
CALIFS CALIFORNIA STATE DISBURSEMENT UNIT 08/22/2025 Regular 0.00 725.07 58152 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount INV0000759 Invoice 08/22/2025 CHILD SUPPORT CONTRIBUTION 0.00 725.07 100-0000-21194 CHILD SUPPORT/GARNISH… CHILD SUPPORT CONTRIBUTION 655.91 312-0000-21194 CHILD SUPPORT/GARNISH… CHILD SUPPORT CONTRIBUTION 18.69 410-0000-21194 CHILD SUPPORT/GARNISH… CHILD SUPPORT CONTRIBUTION 50.47 COMM F COMMUNITY FOUNDATION FOR MONTEREY COUNTY 08/22/2025 Regular 0.00 110.00 58153 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount INV0000758 Invoice 08/22/2025 CAPITAL CAMPAIGN DONATION 0.00 110.00 100-0000-21195 MISC. PAYROLL DEDUCTI… CAPITAL CAMPAIGN DONATION 74.53 309-0000-21195 MISC. PAYROLL DEDUCTI… CAPITAL CAMPAIGN DONATION 15.17 310-0000-21195 MISC. PAYROLL DEDUCTI… CAPITAL CAMPAIGN DONATION 15.17 311-0000-21195 MISC. PAYROLL DEDUCTI… CAPITAL CAMPAIGN DONATION 5.13 VANTAG MISSION SQUARE-303584 08/22/2025 Regular 0.00 11,059.48 58154 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount INV0000755 Invoice 08/22/2025 EMPLOYEE DEDUCTION 0.00 598.07 100-0000-21210 ICMA PAYABLE EMPLOYEE DEDUCTION 184.76
309-0000-21210 ICMA PAYABLE EMPLOYEE DEDUCTION 68.07
310-0000-21210 ICMA PAYABLE EMPLOYEE DEDUCTION 305.33
311-0000-21210 ICMA PAYABLE EMPLOYEE DEDUCTION 34.55
312-0000-21210 ICMA PAYABLE EMPLOYEE DEDUCTION 5.36
INV0000760 Invoice 08/22/2025 Directors' 7% Ret. Contr. 0.00 472.07 100-0000-21171 PERS Directors' 7% Ret. Contr. 241.81
309-0000-21171 PERS Directors' 7% Ret. Contr. 92.10
310-0000-21171 PERS Directors' 7% Ret. Contr. 92.10
311-0000-21171 PERS Directors' 7% Ret. Contr. 46.06
INV0000761 Invoice 08/22/2025 DEFERRED-EMPLOYEE PORTION 0.00 8,630.00 100-0000-21145 DEFERRED COMP. PAYAB… DEFERRED-EMPLOYEE PORTION 4,008.66 309-0000-21145 DEFERRED COMP. PAYAB… DEFERRED-EMPLOYEE PORTION 1,594.75 310-0000-21145 DEFERRED COMP. PAYAB… DEFERRED-EMPLOYEE PORTION 2,326.92 311-0000-21145 DEFERRED COMP. PAYAB… DEFERRED-EMPLOYEE PORTION 222.93 312-0000-21145 DEFERRED COMP. PAYAB… DEFERRED-EMPLOYEE PORTION 137.47 410-0000-21145 DEFERRED COMP. PAYAB… DEFERRED-EMPLOYEE PORTION 339.27 INV0000762 Invoice 08/22/2025 DEFERRED-EMPLOYEE PORTION 0.00 1,359.34 23 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number 100-0000-21145 DEFERRED COMP. PAYAB… DEFERRED-EMPLOYEE PORTION 1,359.34 PRINCI PRINCIPAL LIFE INSURANCE COMPANY 08/22/2025 Regular 0.00 3,786.27 58155 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount INV0000763 Invoice 08/22/2025 DENTAL INSURANCE 0.00 3,256.24 100-0000-21160 MEDICAL INSURANCE PA… DENTAL INSURANCE 1,683.42 121-0000-21160 MEDICAL INSURANCE PA… DENTAL INSURANCE 8.30 122-0000-21160 MEDICAL INSURANCE PA… DENTAL INSURANCE 19.36 309-0000-21160 MEDICAL INSURANCE PA… DENTAL INSURANCE 484.48 310-0000-21160 MEDICAL INSURANCE PA… DENTAL INSURANCE 891.39 311-0000-21160 MEDICAL INSURANCE PA… DENTAL INSURANCE 53.56 312-0000-21160 MEDICAL INSURANCE PA… DENTAL INSURANCE 37.28 410-0000-21160 MEDICAL INSURANCE PA… DENTAL INSURANCE 78.43 531-0000-21160 MEDICAL INSURANCE PA… DENTAL INSURANCE 0.02 INV0000784 Invoice 08/22/2025 VISION INSURANCE 0.00 530.03 402-0000-48011 CITY EMPLOYEE CONTRIB… VISION INSURANCE 530.03 SEIU L SEIU LOCAL 521 08/22/2025 Regular 0.00 1,383.97 58156 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount INV0000779 Invoice 08/22/2025 EMPLOYEE CONTRIBUTION 0.00 23.00 100-0000-21185 SEIU LOCAL 521 EMPLOYEE CONTRIBUTION 9.13 309-0000-21185 SEIU LOCAL 521 EMPLOYEE CONTRIBUTION 1.43 310-0000-21185 SEIU LOCAL 521 EMPLOYEE CONTRIBUTION 10.03 312-0000-21185 SEIU LOCAL 521 EMPLOYEE CONTRIBUTION 0.48 410-0000-21185 SEIU LOCAL 521 EMPLOYEE CONTRIBUTION 1.93 INV0000780 Invoice 08/22/2025 EMPLOYEE CONTRIBUTION 0.00 1,360.97 100-0000-21185 SEIU LOCAL 521 EMPLOYEE CONTRIBUTION 505.80 309-0000-21185 SEIU LOCAL 521 EMPLOYEE CONTRIBUTION 280.10 310-0000-21185 SEIU LOCAL 521 EMPLOYEE CONTRIBUTION 525.95 311-0000-21185 SEIU LOCAL 521 EMPLOYEE CONTRIBUTION 13.66 312-0000-21185 SEIU LOCAL 521 EMPLOYEE CONTRIBUTION 10.85 410-0000-21185 SEIU LOCAL 521 EMPLOYEE CONTRIBUTION 24.61 SPOA SOLEDAD POLICE OFFICERS ASSOCIATION 08/22/2025 Regular 0.00 840.00 58157 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount INV0000783 Invoice 08/22/2025 POLICE OFFICERS CONTRIBUTIONS 0.00 840.00 100-0000-21190 SOLEDAD POLICE OFFICE… POLICE OFFICERS CONTRIBUTIO… 840.00 STAEDD STATE OF CALIFORNIA E.D.D. 08/22/2025 Regular 0.00 12,508.02 58158 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount INV0000787 Invoice 08/22/2025 STATE TAX W/H 0.00 12,508.02 100-0000-21130 STATE TAX PAYABLE STATE TAX W/H 7,905.61 121-0000-21130 STATE TAX PAYABLE STATE TAX W/H 39.76
122-0000-21130 STATE TAX PAYABLE STATE TAX W/H 120.06
309-0000-21130 STATE TAX PAYABLE STATE TAX W/H 1,422.47 310-0000-21130 STATE TAX PAYABLE STATE TAX W/H 2,392.95 311-0000-21130 STATE TAX PAYABLE STATE TAX W/H 218.60
312-0000-21130 STATE TAX PAYABLE STATE TAX W/H 95.70
410-0000-21130 STATE TAX PAYABLE STATE TAX W/H 312.66
531-0000-21130 STATE TAX PAYABLE STATE TAX W/H 0.21
STPERS STATE OF CALIFORNIA PERS 08/22/2025 Regular 0.00 58,128.57 58159 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount INV0000765 Invoice 08/22/2025 CHIEF & LIEUTENANT 0.00 1,781.11 100-0000-21171 PERS CHIEF & LIEUTENANT 1,781.11
24 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number INV0000766 Invoice 08/22/2025 City of Soledad Conf PEPRA 0.00 304.57 100-0000-21171 PERS City of Soledad Conf PEPRA 152.30
309-0000-21171 PERS City of Soledad Conf PEPRA 60.91
310-0000-21171 PERS City of Soledad Conf PEPRA 60.91
311-0000-21171 PERS City of Soledad Conf PEPRA 30.45
INV0000767 Invoice 08/22/2025 EMPLOYEE CONTRIBUTION 0.00 10,961.06 100-0000-21171 PERS EMPLOYEE CONTRIBUTION 4,831.35
121-0000-21171 PERS EMPLOYEE CONTRIBUTION 76.87
122-0000-21171 PERS EMPLOYEE CONTRIBUTION 179.37
309-0000-21171 PERS EMPLOYEE CONTRIBUTION 1,491.65
310-0000-21171 PERS EMPLOYEE CONTRIBUTION 3,584.25
311-0000-21171 PERS EMPLOYEE CONTRIBUTION 252.31
312-0000-21171 PERS EMPLOYEE CONTRIBUTION 128.75
410-0000-21171 PERS EMPLOYEE CONTRIBUTION 416.15
531-0000-21171 PERS EMPLOYEE CONTRIBUTION 0.36
INV0000768 Invoice 08/22/2025 City of Soledad Regular Empl 0.00 11,570.91 100-0000-21171 PERS City of Soledad Regular Empl 5,118.64 121-0000-21171 PERS City of Soledad Regular Empl 78.96
122-0000-21171 PERS City of Soledad Regular Empl 184.23 309-0000-21171 PERS City of Soledad Regular Empl 1,594.62 310-0000-21171 PERS City of Soledad Regular Empl 3,743.96 311-0000-21171 PERS City of Soledad Regular Empl 290.41 312-0000-21171 PERS City of Soledad Regular Empl 132.31 410-0000-21171 PERS City of Soledad Regular Empl 427.41 531-0000-21171 PERS City of Soledad Regular Empl 0.37
INV0000769 Invoice 08/22/2025 City of Soledad Police 0.00 8,366.81 100-0000-21171 PERS City of Soledad Police 8,366.81
INV0000770 Invoice 08/22/2025 City of Soledad Conf. Employee 0.00 341.53 100-0000-21171 PERS City of Soledad Conf. Employee 174.12 309-0000-21171 PERS City of Soledad Conf. Employee 83.71 310-0000-21171 PERS City of Soledad Conf. Employee 83.70 INV0000771 Invoice 08/22/2025 City of Soledad Reg Managers 0.00 573.86 100-0000-21171 PERS City of Soledad Reg Managers 154.94 309-0000-21171 PERS City of Soledad Reg Managers 143.46 310-0000-21171 PERS City of Soledad Reg Managers 143.46 311-0000-21171 PERS City of Soledad Reg Managers 57.38
312-0000-21171 PERS City of Soledad Reg Managers 28.70
410-0000-21171 PERS City of Soledad Reg Managers 45.92
INV0000772 Invoice 08/22/2025 City of Soledad Managers 0.00 835.37 100-0000-21171 PERS City of Soledad Managers 225.55
309-0000-21171 PERS City of Soledad Managers 208.85
310-0000-21171 PERS City of Soledad Managers 208.85
311-0000-21171 PERS City of Soledad Managers 83.54
312-0000-21171 PERS City of Soledad Managers 41.77
410-0000-21171 PERS City of Soledad Managers 66.81
INV0000773 Invoice 08/22/2025 City of Soledad Police 0.00 689.60 100-0000-21171 PERS City of Soledad Police 689.60
INV0000774 Invoice 08/22/2025 City of Soledad Police 0.00 2,427.92 100-0000-21171 PERS City of Soledad Police 2,427.92
INV0000775 Invoice 08/22/2025 City of Soledad Police 0.00 1,437.62 100-0000-21171 PERS City of Soledad Police 1,437.62
INV0000776 Invoice 08/22/2025 City of Soledad Police 0.00 8,223.29 100-0000-21171 PERS City of Soledad Police 8,223.29
INV0000777 Invoice 08/22/2025 EMPLOYEE CONTRIBUTION 0.00 4,120.09 100-0000-21171 PERS EMPLOYEE CONTRIBUTION 1,646.39
309-0000-21171 PERS EMPLOYEE CONTRIBUTION 1,050.96
310-0000-21171 PERS EMPLOYEE CONTRIBUTION 907.14
25 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number 311-0000-21171 PERS EMPLOYEE CONTRIBUTION 67.63
312-0000-21171 PERS EMPLOYEE CONTRIBUTION 125.48
410-0000-21171 PERS EMPLOYEE CONTRIBUTION 322.49
INV0000778 Invoice 08/22/2025 City of Soledad Regular Empl 0.00 6,494.83 100-0000-21171 PERS City of Soledad Regular Empl 2,650.11 309-0000-21171 PERS City of Soledad Regular Empl 1,651.78 310-0000-21171 PERS City of Soledad Regular Empl 1,442.36 311-0000-21171 PERS City of Soledad Regular Empl 98.46
312-0000-21171 PERS City of Soledad Regular Empl 182.65 410-0000-21171 PERS City of Soledad Regular Empl 469.47 **Void** 08/22/2025 Regular 0.00 0.00 58160
SUNLIF SUN LIFE ASSURANCE COMPANY OF CANADA 08/22/2025 Regular 0.00 2,347.29 58161 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount INV0000764 Invoice 08/22/2025 LIFE, AD&D, LTD 0.00 1,100.48 100-0000-21150 INSURANCE PAYABLE LIFE, AD&D, LTD 624.49 121-0000-21150 INSURANCE PAYABLE LIFE, AD&D, LTD 3.62
122-0000-21150 INSURANCE PAYABLE LIFE, AD&D, LTD 8.46
309-0000-21150 INSURANCE PAYABLE LIFE, AD&D, LTD 147.54 310-0000-21150 INSURANCE PAYABLE LIFE, AD&D, LTD 243.00 311-0000-21150 INSUARNCE PAYABLE LIFE, AD&D, LTD 22.23
312-0000-21150 INSURANCE PAYABLE LIFE, AD&D, LTD 14.23
410-0000-21150 INSURANCE PAYABLE LIFE, AD&D, LTD 36.89
531-0000-21150 INSURANCE PAYABLE LIFE, AD&D, LTD 0.02
INV0000781 Invoice 08/22/2025 LIFE, AD&D, LTD 0.00 935.34 100-0000-21150 INSURANCE PAYABLE LIFE, AD&D, LTD 525.26 121-0000-21150 INSURANCE PAYABLE LIFE, AD&D, LTD 3.43
122-0000-21150 INSURANCE PAYABLE LIFE, AD&D, LTD 8.00
309-0000-21150 INSURANCE PAYABLE LIFE, AD&D, LTD 123.77 310-0000-21150 INSURANCE PAYABLE LIFE, AD&D, LTD 213.39 311-0000-21150 INSUARNCE PAYABLE LIFE, AD&D, LTD 17.86
312-0000-21150 INSURANCE PAYABLE LIFE, AD&D, LTD 12.05
410-0000-21150 INSURANCE PAYABLE LIFE, AD&D, LTD 31.56
531-0000-21150 INSURANCE PAYABLE LIFE, AD&D, LTD 0.02
INV0000782 Invoice 08/22/2025 SUPPLEMENTAL 0.00 311.47
100-0000-21150 INSURANCE PAYABLE SUPPLEMENTAL 175.63
121-0000-21150 INSURANCE PAYABLE SUPPLEMENTAL 1.22
122-0000-21150 INSURANCE PAYABLE SUPPLEMENTAL 2.83
309-0000-21150 INSURANCE PAYABLE SUPPLEMENTAL 45.53
310-0000-21150 INSURANCE PAYABLE SUPPLEMENTAL 61.91
311-0000-21150 INSUARNCE PAYABLE SUPPLEMENTAL 11.29
312-0000-21150 INSURANCE PAYABLE SUPPLEMENTAL 4.35
410-0000-21150 INSURANCE PAYABLE SUPPLEMENTAL 8.71
JP COO J.P. COOKE COMPANY 08/22/2025 Regular 0.00 100.75 58162 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 878207 Invoice 04/04/2025 Dog Tags 0.00 100.75
312-0000-52235 ANIMAL SERVICES Dog Tags 100.75
ATTCAL AT&T 08/22/2025 Regular 0.00 126.81 58163
Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 000023482694 Invoice 06/30/2025 Telecom 0.00 126.81
100-1400-52410 TELEPHONE/DATA/PAGER Telecom 126.81
CYPRESSCOAST CYPRESS COAST FENCE 08/22/2025 Regular 0.00 1,250.00 58164 26 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 25-06-01 Invoice 06/30/2025 Fencing Encampment 0.00 1,250.00 121-0000-52200 PROFESSIONAL SERVICES… Fencing Encampment 1,250.00 DAVIDC DAVID CONSTRUCTION & MANAGEMENT, INC 08/22/2025 Regular 0.00 26,372.00 58165 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 24026/PARTIAL R…Invoice 06/30/2025 SCC Partial Release of Retention 0.00 26,372.00 211-0000-57000 CAPITAL OUTLAY - IMPR… SCC Partial Release of Retention 26,372.00 LNCURT L.N. CURTIS & SON 08/22/2025 Regular 0.00 1,664.35 58166 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount PINV998070 Invoice 06/30/2025 Truck Equipment - FD 0.00 1,664.35 100-1450-52051 TOOLS & MINOR EQUIPM… Truck Equipment - FD 1,664.35 TERMIN RENTOKIL NORTH AMERICA INC 08/22/2025 Regular 0.00 57.00 58167 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 460691444 Invoice 06/30/2025 WWTP Pest Control 0.00 57.00 310-0000-52520 MAINTENANCE AGREEM… WWTP Pest Control 57.00 SALINA S & L INVESTMENTS 08/22/2025 Regular 0.00 518.29 58168 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 739 Invoice 06/30/2025 Uniforms 0.00 518.29
100-1400-52048 UNIFORM PURCHASE Uniforms 518.29
SALSOL SALINAS VALLEY SOLID WASTE AUTHORITY 08/22/2025 Regular 0.00 7,070.00 58169 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount CCPP 24-25 Invoice 06/30/2025 Beverage Recycling Program 0.00 7,070.00 311-0000-52066 AGENCY FEES Beverage Recycling Program 7,070.00 SOUBAY SOUTH BAY REGIONAL PUBLIC SAFETY TRAINING CONSORTI 08/22/2025 Regular 0.00 151.00 58170 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 225706 Invoice 06/30/2025 Training - Alejandre 0.00 151.00 312-0000-52235 ANIMAL SERVICES Training - Alejandre 151.00 CAJUST STATE OF CALIFORNIA JUSTICE DEPARTMENT 08/22/2025 Regular 0.00 211.00 58171 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 829275 Invoice 06/30/2025 Livescan Fees 0.00 211.00
100-1400-52200 PROFESSIONAL SERVICES… Livescan Fees 211.00 EDIS EMPLOYER DRIVEN INSURANCE SERVICES 08/22/2025 Regular 0.00 25,041.31 58172 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 063025 Invoice 06/30/2025 EDIS Claims Holding 0.00 25,041.31 402-0000-51240 MEDICAL PREMIUM EDIS Claims Holding 25,041.31 A & G A&G MACHINE SHOP INC 08/22/2025 Regular 0.00 894.76 58173 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 2193 Invoice 08/22/2025 Boneyard Light Pole Install 0.00 894.76 310-0000-52525 REPAIRS & MAINTENANCE… Boneyard Light Pole Install 894.76 ACCBUS ACC BUSINESS 08/22/2025 Regular 0.00 2,048.49 58174 27 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 5107655013 Invoice 08/22/2025 Internet - City Hall 0.00 2,048.49 100-8000-52400 UTILITIES Internet - City Hall 2,048.49
ACCBUS ACC BUSINESS 08/22/2025 Regular 0.00 1,014.89 58175 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 2674965016 Invoice 08/22/2025 WWTP Internet Service 0.00 1,014.89 310-0000-52410 TELEPHONE/DATA/PAGER WWTP Internet Service 1,014.89 ALCANA ALCANTAR ACE HARDWARE 08/22/2025 Regular 0.00 2,402.46 58176 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 7785 Invoice 08/22/2025 Plug 0.00 5.45
309-0000-52525 REPAIRS & MAINTENANCE… Plug 5.45
7863 Invoice 08/22/2025 Wrench, Hammer, Screwdriver 0.00 70.08 309-0000-52525 REPAIRS & MAINTENANCE… Wrench, Hammer, Screwdriver 35.04 310-0000-52525 REPAIRS & MAINTENANCE… Wrench, Hammer, Screwdriver 35.04 8111 Invoice 08/22/2025 Plant Repairs 0.00 1.52
310-0000-52525 REPAIRS & MAINTENANCE… Plant Repairs 1.52 8126 Invoice 08/22/2025 Equipment - FD 0.00 21.59
100-1450-52518 FACILITIES EXPENSE Equipment - FD 21.59
8215 Invoice 08/22/2025 Chain Link 0.00 14.15
100-2100-52525 REPAIRS & MAINTENANCE… Chain Link 14.15
8281 Invoice 08/22/2025 Gas Mix Oil 0.00 43.69
100-2100-52525 REPAIRS & MAINTENANCE… Gas Mix Oil 43.69 8297 Invoice 08/22/2025 Janitorial / Tools for Shop 0.00 78.61 310-0000-52051 TOOLS & MINOR EQUIPM… Janitorial / Tools for Shop 69.89 310-0000-52518 FACILITIES EXPENSE Janitorial / Tools for Shop 8.72 8336 Invoice 08/22/2025 Keys & Tags 0.00 13.73
100-8000-52518 FACILITIES EXPENSE Keys & Tags 13.73
8337 Invoice 08/22/2025 Concrete & Paint 0.00 52.36
309-0000-57000 CAPITAL OUTLAY - IMPR… Concrete & Paint 52.36 8338 Invoice 08/22/2025 Concrete Mix 0.00 15.27
309-0000-57000 CAPITAL OUTLAY - IMPR… Concrete Mix 15.27 8358 Invoice 08/22/2025 Hex Key 0.00 9.81
309-0000-52051 TOOLS & MINOR EQUIPM… Hex Key 9.81
8407 Invoice 08/22/2025 Facility 0.00 18.77
100-2200-52518 FACILITIES EXPENSE Facility 18.77
8417 Invoice 08/22/2025 Trash Cans 0.00 53.06
650-0000-52518 FACILITIES EXPENSE Trash Cans 53.06
8428 Invoice 08/22/2025 Janitorial 0.00 29.44
100-2200-52518 FACILITIES EXPENSE Janitorial 29.44
8431 Invoice 08/22/2025 Station Tools - FD 0.00 448.96
100-1450-52041 OPERATIONAL SUPPLIES Station Tools - FD 448.96 8467 Invoice 08/22/2025 Flat Bar 0.00 44.10
100-2100-52525 REPAIRS & MAINTENANCE… Flat Bar 44.10
8493 Invoice 08/22/2025 Shop Tools / Janitorial Supplies 0.00 35.79 310-0000-52051 TOOLS & MINOR EQUIPM… Shop Tools / Janitorial Supplies 16.58 310-0000-52518 FACILITIES EXPENSE Shop Tools / Janitorial Supplies 19.21 8503 Invoice 08/22/2025 Janitorial 0.00 13.74
100-2200-52518 FACILITIES EXPENSE Janitorial 13.74
8509 Invoice 08/22/2025 Fuel Can / Staple Gun 0.00 59.81 28 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number 100-2100-52525 REPAIRS & MAINTENANCE… Fuel Can / Staple Gun 59.81 8517 Invoice 08/22/2025 Marking Paint 0.00 12.43
410-0000-52531 STREET MAINTENANCE Marking Paint 12.43
8549 Invoice 08/22/2025 Smoke Detectors - FD 0.00 120.16 100-1450-52045 FIRE PREVENTION Smoke Detectors - FD 120.16 8576 Invoice 08/22/2025 Risers 0.00 5.87
650-0000-52525 REPAIRS & MAINTENANCE… Risers 5.87
8599 Invoice 08/22/2025 Irrigation Parts 0.00 45.38
100-2100-52525 REPAIRS & MAINTENANCE… Irrigation Parts 45.38 8600 Invoice 08/22/2025 Flush Truck Wrench / M80 Monitor 0.00 261.09 310-0000-52134 COLLECTION SYSTEM MA… Flush Truck Wrench / M80 Moni… 261.09 8603 Invoice 08/22/2025 Janitorial 0.00 58.47
100-2200-52518 FACILITIES EXPENSE Janitorial 58.47
8613 Invoice 08/22/2025 UV / Fuzzy Filters Repairs 0.00 144.04 310-0000-52525 REPAIRS & MAINTENANCE… UV / Fuzzy Filters Repairs 144.04 8622 Invoice 08/22/2025 Facility 0.00 7.42
100-2200-52518 FACILITIES EXPENSE Facility 7.42
8630 Invoice 08/22/2025 Concrete For Backflow Pads 0.00 61.09 100-2100-52525 REPAIRS & MAINTENANCE… Concrete For Backflow Pads 61.09 8646 Invoice 08/22/2025 Storage Bins - Outreach Material 0.00 49.13 310-0000-52051 TOOLS & MINOR EQUIPM… Storage Bins - Outreach Material 49.13 8647 Invoice 08/22/2025 Anchoring Cables for Sewer Monitors 0.00 104.44 310-0000-52134 COLLECTION SYSTEM MA… Anchoring Cables for Sewer Mon… 104.44 8656 Invoice 08/22/2025 Fastners For Tire 0.00 30.74
100-1450-52525 REPAIRS & MAINTENANCE… Fastners For Tire 30.74 8662 Invoice 08/22/2025 Sewer Monitor & Tool Hanger 0.00 53.45 310-0000-52134 COLLECTION SYSTEM MA… Sewer Monitor & Tool Hanger 53.45 8664 Invoice 08/22/2025 Spray Paint / Lids 0.00 58.96
309-0000-52051 TOOLS & MINOR EQUIPM… Spray Paint / Lids 58.96 8676 Invoice 08/22/2025 Tape / Brace - FD 0.00 66.36
100-1450-52518 FACILITIES EXPENSE Tape / Brace - FD 66.36 8688 Invoice 08/22/2025 UV Maintenance & Janitorial 0.00 163.38 310-0000-52518 FACILITIES EXPENSE UV Maintenance & Janitorial 68.20 310-0000-52525 REPAIRS & MAINTENANCE… UV Maintenance & Janitorial 95.18 8701 Invoice 08/22/2025 Screws / Fasteners - FD 0.00 18.55 100-1450-52518 FACILITIES EXPENSE Screws / Fasteners - FD 18.55 8721 Invoice 08/22/2025 Hand Soap 0.00 15.93
100-2100-52525 REPAIRS & MAINTENANCE… Hand Soap 15.93
8726 Invoice 08/22/2025 Encampment - Client Supply 0.00 62.90 121-0000-52200 PROFESSIONAL SERVICES… Encampment - Client Supply 62.90 8760 Invoice 08/22/2025 Plant Treatment 0.00 17.46
100-2100-52525 REPAIRS & MAINTENANCE… Plant Treatment 17.46 8782 Invoice 08/22/2025 Insect Killer - Vehicles / Indoors 0.00 15.28 310-0000-52518 FACILITIES EXPENSE Insect Killer - Vehicles / Indoors 15.28 **Void** 08/22/2025 Regular 0.00 0.00 58177
AMAZON AMAZON CAPITAL SERVICES 08/22/2025 Regular 0.00 1,847.84 58178 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 11F6-1VWN-XJ1N Invoice 08/22/2025 Blades 0.00 81.94
100-2100-52525 REPAIRS & MAINTENANCE… Blades 81.94
14Q6-9MHC-L63X Invoice 08/22/2025 Handle Cover 0.00 98.31 100-2100-52525 REPAIRS & MAINTENANCE… Handle Cover 98.31 29 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number 19C9-QRDJ-QFRK Invoice 08/22/2025 Electrical Ref - J. Padilla 0.00 21.53 310-0000-52091 TRAVEL, MEETINGS & TRA… Electrical Ref - J. Padilla 21.53 1G6L-K7WD-6R96 Invoice 08/22/2025 Indicator Solution 0.00 71.34 651-0000-52522 PARK MAINTENANCE Indicator Solution 71.34 1MMK-XWWF-C… Invoice 08/22/2025 Cooler for EE's Event 0.00 56.80 100-1310-52100 EMPLOYEE FUNCTIONS Cooler for EE's Event 56.80 1MW1-XF6W-D4… Invoice 08/22/2025 Office Supplies 0.00 51.85 100-8000-52040 OFFICE SUPPLIES Office Supplies 51.85
1NK7-LWL7-CHKX Invoice 08/22/2025 Special Event - Kitchen Ribbon Cut 0.00 56.82 100-2200-52105 SPECIAL EVENTS Special Event - Kitchen Ribbon C… 56.82 1NLJ-6PNJ-6NNY Invoice 08/22/2025 Equipment - FD 0.00 220.81 100-1450-52051 TOOLS & MINOR EQUIPM… Equipment - FD 220.81 1NTK-4WHW-9K… Invoice 08/22/2025 Hedge Trimmer 0.00 11.76 100-2100-52051 TOOLS & MINOR EQUIPM… Hedge Trimmer 11.76 1TY6-YHCY-DLDM Invoice 08/22/2025 Office Supplies - City Hall 0.00 67.61 100-8000-52040 OFFICE SUPPLIES Office Supplies - City Hall 67.61 1V7K-FRJM-L733 Invoice 08/22/2025 Office Supply 0.00 526.44 122-0000-52040 OFFICE SUPPLIES Office Supply 526.44
1Y3M-R7Y4-DW… Invoice 08/22/2025 Apparatus Supplies - FD 0.00 424.23 100-1450-52525 REPAIRS & MAINTENANCE… Apparatus Supplies - FD 424.23 1YVD-W4C7-R4F9 Invoice 08/22/2025 EQ Basin Supplies 0.00 158.40 310-0000-52051 TOOLS & MINOR EQUIPM… EQ Basin Supplies 158.40 ANIMAL ANIMAL DAMAGE MANAGEMENT, INC. 08/22/2025 Regular 0.00 200.00 58179 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 405347 Invoice 08/22/2025 Rodent Control - Chaves / Vosti 0.00 200.00 100-2100-52518 FACILITIES EXPENSE Rodent Control - Chaves / Vosti 200.00 VELAZQ ANNA VELAZQUEZ 08/22/2025 Regular 0.00 728.99 58180 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 082025 Invoice 08/22/2025 Per Diem - League of California Cities 0.00 728.99 100-1000-52091 TRAVEL, MEETINGS & TRA… Per Diem - League of California C… 728.99 AONRIS AON RISK INSURANCE SERVICES WEST INC. 08/22/2025 Regular 0.00 18,234.00 58181 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 8200000383639 Invoice 08/22/2025 Auto Physical Damage Ins. 0.00 18,234.00 100-8000-52320 VEHICLE INSURANCE Auto Physical Damage Ins. 18,234.00 CALBEN BENJAMIN CALDERA 08/22/2025 Regular 0.00 728.99 58182 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 082025 Invoice 08/22/2025 Per Diem - League of California Cities 0.00 728.99 100-1000-52091 TRAVEL, MEETINGS & TRA… Per Diem - League of California C… 728.99 JBHEAT BENJAMIN LARA CHAVEZ 08/22/2025 Regular 0.00 600.00 58183 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount ooo140 Invoice 08/22/2025 A/C Server Room 0.00 600.00
100-1400-52518 FACILITIES EXPENSE A/C Server Room 600.00 BFSLAN BFS LANDSCAPE ARCHITECTS 08/22/2025 Regular 0.00 6,342.07 58184 30 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 24038.06 Invoice 08/22/2025 Toledo Basin CD Outreach Phase I 0.00 6,342.07 770-0000-57000 CAPITAL OUTLAY - IMPR… Toledo Basin CD Outreach Phase I 6,342.07 PRIMO BLUE TRITON BRANDS INC 08/22/2025 Regular 0.00 855.75 58185 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 05G8720069420 Invoice 08/22/2025 CH / Water Dispenser 0.00 280.46 100-8000-52200 PROFESSIONAL SERVICES… City Hall 205.52
121-0000-52200 PROFESSIONAL SERVICES… Water & Dispenser 74.94 05H8720069420 Invoice 08/22/2025 Water & Dispenser 0.00 264.71 100-8000-52040 OFFICE SUPPLIES Water & Dispenser 264.71 05H8720131987 Invoice 08/22/2025 Primo Water For Gateway Center 0.00 54.96 100-1200-52040 OFFICE SUPPLIES Primo Water For Gateway Center 54.96 05H8720133707 Invoice 08/22/2025 Water Service 0.00 255.62 100-1400-52200 PROFESSIONAL SERVICES… Water Service 255.62 SOLISB BRIAN SOLIS 08/22/2025 Regular 0.00 301.00 58186 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 082725 Invoice 08/22/2025 SBSLI Session 3 0.00 301.00
100-1400-52091 TRAVEL, MEETINGS & TRA… SBSLI Session 3 301.00 CAROLL CAROLLO ENGINEERS, INC. 08/22/2025 Regular 0.00 20,384.26 58187 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount FB70309 - 20 Invoice 08/22/2025 Recycled Water Conveyance 0.00 20,384.26 213-0000-52200 PROFESSIONAL SERVICES… Recycled Water Conveyance 20,384.26 CINTAS CINTAS CORPORATION NO. 3 08/22/2025 Regular 0.00 1,143.61 58188 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 4238948087 Invoice 08/22/2025 Uniforms WW/Water 0.00 264.74 309-0000-52520 MAINTENANCE AGREEM… Uniforms WW/Water 44.45 310-0000-52520 MAINTENANCE AGREEM… Uniforms WW/Water 220.29 4239679619 Invoice 08/22/2025 Parks / St. Uniforms 0.00 127.46 100-1400-52520 MAINTENANCE AGREEM… Parks / St. Uniforms 9.67 100-1500-52520 MAINTENANCE AGREEM… Parks / St. Uniforms 3.14 100-2100-52520 MAINTENANCE AGREEM… Parks / St. Uniforms 61.87 311-0000-52520 MAINTENANCE AGREEM… Parks / St. Uniforms 1.06 312-0000-52520 MAINTENANCE AGREEM… Parks / St. Uniforms 11.68 410-0000-52520 MAINTENANCE AGREEM… Parks / St. Uniforms 40.04 4239679626 Invoice 08/22/2025 Uniforms WW/Water 0.00 266.10 309-0000-52520 MAINTENANCE AGREEM… Uniforms WW/Water 40.32 310-0000-52520 MAINTENANCE AGREEM… Uniforms WW/Water 225.78 4240437310 Invoice 08/22/2025 Parks/St. Uniforms 0.00 147.30 100-1400-52520 MAINTENANCE AGREEM… Parks/St. Uniforms 11.17 100-1500-52520 MAINTENANCE AGREEM… Parks/St. Uniforms 3.62 100-2100-52520 MAINTENANCE AGREEM… Parks/St. Uniforms 71.50 311-0000-52520 MAINTENANCE AGREEM… Parks/St. Uniforms 1.23 312-0000-52520 MAINTENANCE AGREEM… Parks/St. Uniforms 13.50 410-0000-52520 MAINTENANCE AGREEM… Parks/St. Uniforms 46.28 4240437364 Invoice 08/22/2025 Uniforms WW/Water 0.00 338.01 309-0000-52520 MAINTENANCE AGREEM… Uniforms WW/Water 60.49 310-0000-52520 MAINTENANCE AGREEM… Uniforms WW/Water 277.52 CISO CITY OF SOLEDAD 08/22/2025 Regular 0.00 134.91 58189 31 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 073125 Invoice 08/22/2025 858 Mora Cir - Workforce Housing 0.00 134.91 100-1200-52400 UTILITIES 858 Mora Cir - Workforce Housi… 134.91 NAMTAG COLLER INDUSTRIES INCORPORATED 08/22/2025 Regular 0.00 71.48 58190 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 770897A Invoice 08/22/2025 Office Supplies - Name Tags 0.00 35.74 100-1200-52040 OFFICE SUPPLIES Office Supplies - Name Tags 11.91 100-1200-52040 OFFICE SUPPLIES Office Supplies - Name Tags 11.92 100-1300-52040 OFFICE SUPPLIES Office Supplies - Name Tags 11.91 771806A Invoice 08/22/2025 Office Supplies - Name Tags 0.00 35.74 100-1200-52040 OFFICE SUPPLIES Office Supplies - Name Tags 35.74 CPM COMMERCIAL PUMP & MECHANICAL, INC 08/22/2025 Regular 0.00 27,980.00 58191 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 24104-03 Invoice 08/22/2025 WRF Blue Building Well 0.00 10,090.00 310-0000-52525 REPAIRS & MAINTENANCE… WRF Blue Building Well 10,090.00 25026-1 Invoice 08/22/2025 Well #6 Demo Remove Motor 0.00 17,890.00 309-0000-57000 CAPITAL OUTLAY - IMPR… Well #6 Demo Remove Motor 17,890.00 CSC OF CSC OF SALINAS 08/22/2025 Regular 0.00 234.32 58192 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 001090171 Invoice 08/22/2025 Truck Repair Parts - FD 0.00 234.32 100-1450-52525 REPAIRS & MAINTENANCE… Truck Repair Parts - FD 234.32 CWEA CWEA 08/22/2025 Regular 0.00 375.00 58193
Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 49748 Invoice 08/22/2025 CWEA Membership / Cert. Renew 0.00 375.00 310-0000-52091 TRAVEL, MEETINGS & TRA… CWEA Membership / Cert. Ren… 375.00 CYPRESSCOAST CYPRESS COAST FENCE 08/22/2025 Regular 0.00 1,250.00 58194 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 25-08-18 Invoice 08/22/2025 Fencing Encampment 0.00 1,250.00 121-0000-52200 PROFESSIONAL SERVICES… Fencing Encampment 1,250.00 GUERR DAMIAN GUERRERO 08/22/2025 Regular 0.00 17,000.00 58195 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 282 Invoice 08/22/2025 Monthly Service 0.00 3,500.00
650-0000-52519 MAINTENANCE Monthly Service 3,500.00
283 Invoice 08/22/2025 Orchard Park Maint. 0.00 4,000.00 651-0000-52522 PARK MAINTENANCE Orchard Park Maint. 4,000.00 284 Invoice 08/22/2025 West St. Maint. 0.00 2,500.00
647-0000-52530 STREET LANDSCAPING West St. Maint. 2,500.00 285 Invoice 08/22/2025 Rancho San Vicente 0.00 1,500.00 647-0000-52530 STREET LANDSCAPING Rancho San Vicente 1,500.00 286 Invoice 08/22/2025 Serra Bioswell Maint. 0.00 1,750.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Serra Bioswell Maint. 1,750.00 287 Invoice 08/22/2025 Serra Cul-de-Sac 0.00 250.00
651-0000-52516 LANDSCAPE MAINT. (EAS… Serra Cul-de-Sac 250.00 288 Invoice 08/22/2025 Davalos Park Bioswell 0.00 1,750.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Davalos Park Bioswell 1,750.00 32 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number 289 Invoice 08/22/2025 Calle Val Verde Bioswell 0.00 1,750.00 651-0000-52516 LANDSCAPE MAINT. (EAS… Calle Val Verde Bioswell 1,750.00 DATA DATAFLOW BUSINESS SYSTEMS, INC. 08/22/2025 Regular 0.00 512.26 58196 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 429833 Invoice 08/22/2025 Copier - Comm. Center 0.00 90.01 100-2200-52520 MAINTENANCE AGREEM… Copier - Comm. Center 90.01 430232 Invoice 08/22/2025 Copier - C.H. 0.00 422.25
100-8000-52520 MAINTENANCE AGREEM… Copier - C.H. 422.25 DUNNED DUNN EDWARDS PAINTS 08/22/2025 Regular 0.00 203.72 58197 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 014360 Invoice 08/22/2025 Facility Paint 0.00 203.72
100-2200-52518 FACILITIES EXPENSE Facility Paint 203.72 EDGES EDGES ELECTRICAL GROUP, LLC 08/22/2025 Regular 0.00 1,998.74 58198 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount S6484870.001 Invoice 08/22/2025 E-Stop Pull Station Compactor 0.00 1,998.74 310-0000-52525 REPAIRS & MAINTENANCE… E-Stop Pull Station Compactor 1,998.74 ELCAMI EL CAMINO ELECTRIC, INC. 08/22/2025 Regular 0.00 5,681.42 58199 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 7151 Invoice 08/22/2025 SCC Light Poles Replaced 0.00 5,681.42 100-2200-52518 FACILITIES EXPENSE SCC Light Poles Replaced 5,681.42 EMCPLA EMC PLANNING GROUP INC. 08/22/2025 Regular 0.00 436.39 58200 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 25-017-6 Invoice 08/22/2025 Almond Acres 0.00 436.39
120-0000-52200 PROFESSIONAL SERVICES… Almond Acres 436.39 EDIS EMPLOYER DRIVEN INSURANCE SERVICES 08/22/2025 Regular 0.00 1,776.50 58201 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 365002-0 Invoice 08/22/2025 Claim Funding 0.00 1,776.50 402-1300-51238 MEDICAL, DENTAL & RX C… Claim Funding 1,776.50 EVCON EVCON 08/22/2025 Regular 0.00 1,133.00 58202
Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 081925 Invoice 08/22/2025 EP25-016 Encroachment Permit Deposit R… 0.00 1,133.00 120-0000-52200 PROFESSIONAL SERVICES… EP25-016 Encroachment Permit… 1,133.00 EVERBA EVERBANK, N.A. 08/22/2025 Regular 0.00 156.48 58203 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 10446426 Invoice 08/22/2025 Copier - C.H. 0.00 156.48
100-8000-52230 LEASE CONTRACTS Copier - C.H. 156.48
FEDPAS FEDEX 08/22/2025 Regular 0.00 33.78 58204
Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 8-949-59706 Invoice 08/22/2025 Shipping / Postage 0.00 33.78 100-1400-52042 POSTAGE, SHIPPING & FR… Shipping / Postage 33.78 FSANCH FERNANDO ANSALDO-SANCHEZ 08/22/2025 Regular 0.00 728.99 58205 33 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 100325 Invoice 08/22/2025 Per Diem - League of California Cities 0.00 728.99 100-1000-52091 TRAVEL, MEETINGS & TRA… Per Diem - League of California C… 728.99 CABRER FERNANDO CABRERA 08/22/2025 Regular 0.00 728.99 58206 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 100325 Invoice 08/22/2025 Per Diem - League of California Cities 0.00 728.99 100-1000-52091 TRAVEL, MEETINGS & TRA… Per Diem - League of California C… 728.99 CIT FIRST-CITIZENS BANK & TRUST CO 08/22/2025 Regular 0.00 327.72 58207 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 47577509 Invoice 08/22/2025 Copier - WWTP/CH 0.00 327.72 100-8000-52230 LEASE CONTRACTS Copier - WWTP/CH 172.25
309-0000-52230 LEASE CONTRACTS Copier - WWTP/CH 62.19
310-0000-52230 LEASE CONTRACTS Copier - WWTP/CH 93.28
FLAGCENTER FLAGCENTER.COM, LLC 08/22/2025 Regular 0.00 1,431.60 58208 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount FC25-2181 Invoice 08/22/2025 Truck Flag - FD 0.00 1,431.60 100-1450-52525 REPAIRS & MAINTENANCE… Truck Flag - FD 1,431.60 GRAINE GRAINGER 08/22/2025 Regular 0.00 3,915.54 58209
Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 9589677815 Invoice 08/22/2025 Keypads B. Building / Metal Building 0.00 3,576.50 310-0000-52518 FACILITIES EXPENSE Keypads B. Building / Metal Build… 3,576.50 9594863335 Invoice 08/22/2025 No Drinking Water Signs 0.00 36.45 310-0000-52052 SAFETY EQUIPMENT No Drinking Water Signs 36.45 9594863343 Invoice 08/22/2025 Cooling Neck Towels 0.00 51.47 310-0000-52052 SAFETY EQUIPMENT Cooling Neck Towels 51.47 9598134295 Invoice 08/22/2025 Battery Kit 0.00 72.49
310-0000-52051 TOOLS & MINOR EQUIPM… Battery Kit 72.49
9608214566 Invoice 08/22/2025 Well #11 Relays 0.00 136.79 309-0000-52533 WELL MAINTENANCE PR… Well #11 Relays 136.79 9611993552 Invoice 08/22/2025 Well #11 Relays 0.00 41.84 309-0000-52533 WELL MAINTENANCE PR… Well #11 Relays 41.84 GRANIC GRANICUS, LLC 08/22/2025 Regular 0.00 10,527.34 58210 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 210958 Invoice 08/22/2025 Agreement/NonDept 0.00 9,617.16 100-8000-52520 MAINTENANCE AGREEM… Agreement/NonDept 9,617.16 210959 Invoice 08/22/2025 Maintenance Agreement/NonDept. 0.00 910.18 100-8000-52520 MAINTENANCE AGREEM… Maintenance Agreement/NonD… 910.18 GREENR GREEN RUBBER-KENNEDY AG 08/22/2025 Regular 0.00 3,122.74 58211 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount G-435260 Invoice 08/22/2025 Fittings for Flush Truck 0.00 220.04 310-0000-52134 COLLECTION SYSTEM MA… Fittings for Flush Truck 220.04 G-435682 Invoice 08/22/2025 Headworks Repairs 0.00 153.17 310-0000-52525 REPAIRS & MAINTENANCE… Headworks Repairs 153.17 G-435704 Invoice 08/22/2025 Headworks Repairs 0.00 157.49 310-0000-52525 REPAIRS & MAINTENANCE… Headworks Repairs 157.49 34 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number S-808666 Invoice 08/22/2025 Rewrap Brush - Escalator #2 0.00 2,592.04 310-0000-52525 REPAIRS & MAINTENANCE… Rewrap Brush - Escalator #2 2,592.04 HILINE HI-LINE ELECTRIC COMPANY, INC. 08/22/2025 Regular 0.00 458.52 58212 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 3111560 Invoice 08/22/2025 Shop Tools Restock 0.00 458.52 310-0000-52051 TOOLS & MINOR EQUIPM… Shop Tools Restock 458.52 HILLYA HILLYARD, INC. 08/22/2025 Regular 0.00 833.30 58213 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 605907242 Invoice 08/22/2025 Janitorial 0.00 833.30
100-2200-52518 FACILITIES EXPENSE Janitorial 833.30
HOLLOW HOLLOWAY ENVIRONMENTAL SOLUTIONS, LLC. 08/22/2025 Regular 0.00 19,738.14 58214 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount INV-HES-3548 Invoice 08/22/2025 Sludge Hauling - July 2025 0.00 19,738.14 310-0000-52526 SLUDGE DISPOSAL Sludge Hauling - July 2025 19,738.14 HYDROT HYDRO TURF INC. 08/22/2025 Regular 0.00 1,082.89 58215 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount I805465 Invoice 08/22/2025 Reclaimed Water Sprinklers 0.00 1,082.89 100-2100-52525 REPAIRS & MAINTENANCE… Reclaimed Water Sprinklers 1,082.89 HZELEC HZ ELECTRIC 08/22/2025 Regular 0.00 2,900.00 58216 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 120 Invoice 08/22/2025 Fire Station Fire Alarm 0.00 2,900.00 772-0000-52200 PROFESSIONAL SERVICES… Fire Station Fire Alarm 2,900.00 CORIX ICONIX WATERWORKS (US) INC. 08/22/2025 Regular 0.00 574.75 58217 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount U2516030036 Invoice 08/22/2025 CIP Dry/Wet Barrel Hydtant Repair 0.00 574.75 309-0000-57000 CAPITAL OUTLAY - IMPR… CIP Dry/Wet Barrel Hydtant Rep… 574.75 J&SREF J & S REFRIGERATION, INC. 08/22/2025 Regular 0.00 1,262.97 58218 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 12055 Invoice 08/22/2025 AC Repair 0.00 822.97
100-1400-52518 FACILITIES EXPENSE AC Repair 822.97
12262 Invoice 08/22/2025 AC Repair 0.00 440.00
100-1400-52518 FACILITIES EXPENSE AC Repair 440.00
JAV la J.A.V. Language Solutions LLC 08/22/2025 Regular 0.00 720.00 58219 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 25-0439 Invoice 08/22/2025 Translation / Prof. Services 0.00 720.00 100-1000-52200 PROFESSIONAL SERVICES… Translation / Prof. Services 720.00 JARFAY JARVIS FAY LLP 08/22/2025 Regular 0.00 12,562.50 58220 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 20663 Invoice 08/22/2025 Attorney Services - General 0.00 11,572.50 100-1150-52215 ATTORNEY SERVICES Attorney Services - General 11,572.50 20664 Invoice 08/22/2025 Attorney Services 0.00 36.00
100-1150-52215 ATTORNEY SERVICES Attorney Services 36.00 35 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number 20665 Invoice 08/22/2025 Attorney Services - Miramonte 0.00 265.00 120-0000-52200 PROFESSIONAL SERVICES… Attorney Services - Miramonte 265.00 20666 Invoice 08/22/2025 Attorney services 0.00 477.00
100-1200-52200 PROFESSIONAL SERVICES… Attorney Services 477.00 20667 Invoice 08/22/2025 Attorney Services 0.00 212.00
120-0000-52200 PROFESSIONAL SERVICES… Attorney Services 212.00 REYTIR JESUS REYES 08/22/2025 Regular 0.00 145.00 58221 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 013232 Invoice 08/22/2025 Flat Tire Repair 0.00 30.00
100-1400-52080 FLEET SERVICES Flat Tire Repair 30.00
013392 Invoice 08/22/2025 Alignment 0.00 115.00
100-2100-52080 FLEET SERVICES Alignment 115.00
JETMULCH JETMULCH, INC. 08/22/2025 Regular 0.00 5,559.45 58222 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 29703-OL Invoice 08/22/2025 Playground Mulch 0.00 5,559.45 647-0000-52522 PARK MAINTENANCE Playground Mulch 5,559.45 ALVJOE JOEL ALVAREZ 08/22/2025 Regular 0.00 99.02 58223 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 081925 Invoice 08/22/2025 Reimburse For Safety Training Lunch 0.00 99.02 120-0000-52200 PROFESSIONAL SERVICES… Reimburse For Safety Training L… 99.02 ARREOL JORGE ARREOLA 08/22/2025 Regular 0.00 411.60 58224 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 081525 Invoice 08/22/2025 Field Training Officer Update 0.00 411.60 100-1400-52091 TRAVEL, MEETINGS & TRA… Field Training Officer Update 411.60 GARCJO JOSE GARCIA 08/22/2025 Regular 0.00 125.00 58225 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 082025 Invoice 08/22/2025 25/26 Work Boots Stipend 0.00 125.00 309-0000-52048 UNIFORM PURCHASE 25/26 Work Boots Stipend 125.00 CENSIG JULIO GIL 08/22/2025 Regular 0.00 74.29 58226
Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 7788 Invoice 08/22/2025 Vehicle Decals 0.00 74.29
100-1400-52080 FLEET SERVICES Vehicle Decals 74.29
KSB KSB, INC. 08/22/2025 Regular 0.00 5,956.26 58227
Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount I20000038486 Invoice 08/22/2025 Wilo Mixer Repairs 0.00 5,956.26 310-0000-52525 REPAIRS & MAINTENANCE… Wilo Mixer Repairs 5,956.26 LNCURT L.N. CURTIS & SON 08/22/2025 Regular 0.00 1,494.25 58228 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount INV976295 Invoice 08/22/2025 Foam For Truck - FD 0.00 1,494.25 100-1450-52051 TOOLS & MINOR EQUIPM… Foam For Truck - FD 1,494.25 LAWPRO LAWSON PRODUCTS 08/22/2025 Regular 0.00 379.27 58229 36 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 9312705453 Invoice 08/22/2025 Gloves - Shop 0.00 65.09
310-0000-52052 SAFETY EQUIPMENT Gloves - Shop 65.09
9312709248 Invoice 08/22/2025 Gloves Restock - Shop 0.00 48.58 310-0000-52052 SAFETY EQUIPMENT Gloves Restock - Shop 48.58 9312709249 Invoice 08/22/2025 Shop Tools - Restock 0.00 152.64 310-0000-52051 TOOLS & MINOR EQUIPM… Shop Tools - Restock 152.64 9312728394 Invoice 08/22/2025 Glvoes - Restock 0.00 112.96 310-0000-52052 SAFETY EQUIPMENT Glvoes - Restock 112.96 LINDE LINDE GAS & EQUIPMENT INC 08/22/2025 Regular 0.00 82.56 58230 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 51069197 Invoice 08/22/2025 Welding Gas 0.00 82.56
100-2100-52085 FUEL Welding Gas 82.56
AGULAR MARIA MARIA SARA AGUILAR 08/22/2025 Regular 0.00 150.00 58231 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 081425 Invoice 08/22/2025 Staff Lunch Catering 0.00 150.00 100-2200-52091 TRAVEL, MEETINGS & TRA… Staff Lunch Catering 150.00 MASTER MASTER PAINTING AND COATINGS 08/22/2025 Regular 0.00 29,700.00 58232 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 1020 Invoice 08/22/2025 Metal Building Floor Sealer 0.00 29,700.00 310-0000-57000 CAPITAL OUTLAY - IMPR… Metal Building Floor Sealer 29,700.00 MNS MNS ENGINEERS, INC 08/22/2025 Regular 0.00 11,697.50 58233 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 90756 Invoice 08/22/2025 CM - Orchard Lane Park 0.00 2,015.00 770-0000-52200 PROFESSIONAL SERVICES… CM - Orchard Lane Park 2,015.00 90808 Invoice 08/22/2025 WRF Flood Protection 0.00 4,197.50 310-0000-57000 CAPITAL OUTLAY - IMPR… WRF Flood Protection 4,197.50 90809 Invoice 08/22/2025 MGP Grant Writing / Generators 0.00 4,900.00 100-8000-52200 PROFESSIONAL SERVICES… MGP Grant Writing / Generators 1,633.34 309-0000-52200 PROFESSIONAL SERVICES… MGP Grant Writing / Generators 1,633.33 310-0000-52200 PROFESSIONAL SERVICES… MGP Grant Writing / Generators 1,633.33 90810 Invoice 08/22/2025 UCDR Grant Admin 0.00 585.00
213-0000-52200 PROFESSIONAL SERVICES… UCDR Grant Admin 585.00 ARIMOI MOISES ARIZMENDI 08/22/2025 Regular 0.00 30.00 58234 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 080825 B Invoice 08/22/2025 PW - Water 0.00 30.00
309-0000-52091 TRAVEL, MEETINGS & TRA… PW - Water 30.00 MOTEL6 MOTEL 6 08/22/2025 Regular 0.00 23,518.50 58235
Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 9436ACJ265 Invoice 08/22/2025 Motel Voucher 0.00 3,919.75 121-0000-52190 RENT/UTILITY ASSISTANCE Motel Voucher 3,919.75 9436ACJ267 Invoice 08/22/2025 Motel Voucher 0.00 3,919.75 121-0000-52190 RENT/UTILITY ASSISTANCE Motel Voucher 3,919.75 9436ACJ271 Invoice 08/22/2025 Motel Vouchers 0.00 3,919.75 121-0000-52190 RENT/UTILITY ASSISTANCE Motel Vouchers 3,919.75 37 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number 9436ACJ274 Invoice 08/22/2025 Motel Voucher 0.00 3,919.75 121-0000-52190 RENT/UTILITY ASSISTANCE Motel Voucher 3,919.75 9436ACJ276 Invoice 08/22/2025 Motel Voucher 0.00 3,919.75 121-0000-52190 RENT/UTILITY ASSISTANCE Motel Voucher 3,919.75 9436ACJ278 Invoice 08/22/2025 Motel Voucher 0.00 3,919.75 121-0000-52190 RENT/UTILITY ASSISTANCE Motel Voucher 3,919.75 VILLALOBOSN NANCY VILLALOBOS 08/22/2025 Regular 0.00 10.84 58236 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 082225 Invoice 08/22/2025 Little Einsteins Material 0.00 10.84 100-2200-52031 PROGRAM SUPPLIES Little Einsteins Material 10.84 NEWSV NEWSV MEDIA 08/22/2025 Regular 0.00 80.23 58237
Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 151070 Invoice 08/22/2025 Public Notice - Tractor 0.00 80.23 310-0000-57000 CAPITAL OUTLAY - IMPR… Public Notice - Tractor 80.23 OREAUT O'REILLY AUTO PARTS 08/22/2025 Regular 0.00 3,203.56 58238 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 3566-256054 Credit Memo 08/22/2025 Temp Sensor - Chief Unit 0.00 -1.06 100-1400-52080 FLEET SERVICES Temp Sensor - Chief Unit -1.06 3566-258701 Invoice 08/22/2025 Water Pump 0.00 68.23
310-0000-52080 FLEET SERVICES Water Pump 68.23
3566-259330 Invoice 08/22/2025 Wiper Blades 0.00 9.83
100-2100-52080 FLEET SERVICES Wiper Blades 9.83
3566-259341 Credit Memo 08/22/2025 Parts Return 0.00 -2.75 310-0000-52080 FLEET SERVICES Parts Return -2.75
3566-259583 Invoice 08/22/2025 Oil Filter - Forklift 0.00 15.30 310-0000-52525 REPAIRS & MAINTENANCE… Oil Filter - Forklift 15.30 3566-259617 Invoice 08/22/2025 Power Steering Hose 0.00 62.44 100-2100-52080 FLEET SERVICES Power Steering Hose 62.44 3566-259619 Invoice 08/22/2025 Rental Tool 0.00 43.69
100-2100-52080 FLEET SERVICES Rental Tool 43.69
3566-259800 Credit Memo 08/22/2025 Water Pump Return 0.00 -54.49 310-0000-52080 FLEET SERVICES Water Pump Return -54.49
3566-260190 Invoice 08/22/2025 Steering Cooler 0.00 152.39 100-2100-52080 FLEET SERVICES Steering Cooler 152.39
3566-260223 Invoice 08/22/2025 Tire Sensor Unit 53 0.00 106.44 100-1400-52080 FLEET SERVICES Tire Sensor Unit 53 106.44 3566-260302 Invoice 08/22/2025 Battery 0.00 102.45
100-2100-52080 FLEET SERVICES Battery 102.45
3566-260303 Credit Memo 08/22/2025 Rental Tool 0.00 -106.13 100-2100-52080 FLEET SERVICES Rental Tool -106.13
3566-260455 Invoice 08/22/2025 Preventive Maint. 0.00 72.29 121-0000-52525 REPAIRS & MAINTENANCE… Preventive Maint. 72.29 3566-260483 Invoice 08/22/2025 Battery Cleaner 0.00 9.82 100-1400-52080 FLEET SERVICES Battery Cleaner 9.82
3566-260517 Invoice 08/22/2025 Vehicle Supplies - Restock 0.00 28.38 310-0000-52518 FACILITIES EXPENSE Vehicle Supplies - Restock 28.38 3566-260605 Invoice 08/22/2025 Brake Parts 0.00 786.84
100-1400-52080 FLEET SERVICES Brake Parts 786.84
3566-260655 Credit Memo 08/22/2025 Brake Hoses 0.00 -83.55 38 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number 100-1400-52080 FLEET SERVICES Brake Hoses -83.55
3566-260730 Invoice 08/22/2025 Wiper Blades 0.00 47.17
100-2100-52080 FLEET SERVICES Wiper Blades 47.17
3566-260776 Invoice 08/22/2025 Brake Clean 0.00 23.27
100-2100-52525 REPAIRS & MAINTENANCE… Brake Clean 23.27 3566-261251 Invoice 08/22/2025 Service Truck - Valve 0.00 60.35 309-0000-52080 FLEET SERVICES Service Truck - Valve 60.35 3566-261253 Invoice 08/22/2025 Tools / Vehicle Cleaning Supplies Restock 0.00 88.45 310-0000-52051 TOOLS & MINOR EQUIPM… Tools / Vehicle Cleaning Supplies… 44.22 310-0000-52080 FLEET SERVICES Tools / Vehicle Cleaning Supplies… 44.23 3566-261579 Invoice 08/22/2025 Brake Rotors/Pads Unit 52 0.00 822.76 100-1400-52080 FLEET SERVICES Brake Rotors/Pads Unit 52 822.76 3566-261774 Invoice 08/22/2025 Brake Pad & Rotor 0.00 726.92 100-1400-52080 FLEET SERVICES Brake Pad & Rotor 726.92
3566-261915 Invoice 08/22/2025 Vehicle Supplies Restock 0.00 97.33 310-0000-52080 FLEET SERVICES Vehicle Supplies Restock 97.33 3566-262395 Invoice 08/22/2025 DoorHandle 0.00 39.88
310-0000-52080 FLEET SERVICES DoorHandle 39.88
3566-262579 Invoice 08/22/2025 Vehicle Supplies Restock 0.00 87.31 310-0000-52080 FLEET SERVICES Vehicle Supplies Restock 87.31 PACCRE PACIFIC CREST ENGINEERING INC. 08/22/2025 Regular 0.00 571.25 58239 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 15286 Invoice 08/22/2025 Site Work Fire Station 0.00 571.25 211-0000-57000 CAPITAL OUTLAY - IMPR… Site Work Fire Station 571.25 P.G.E. PACIFIC GAS & ELECTRIC 08/22/2025 Regular 0.00 54,288.48 58240 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 081325 Invoice 08/22/2025 Lights 0.00 7.51
410-0000-52400 UTILITIES Lights 7.51
081325 B Invoice 08/22/2025 Gallardo Park Lights 0.00 333.87 100-2100-52400 UTILITIES Gallardo Park Lights 333.87
081325B Invoice 08/22/2025 Water 0.00 48,913.18
309-0000-52400 UTILITIES Water 48,913.18
081325C Invoice 08/22/2025 Lights 0.00 55.46
410-0000-52400 UTILITIES Lights 55.46
081325D Invoice 08/22/2025 Signals 0.00 192.52
410-0000-52400 UTILITIES Signals 192.52
081325E Invoice 08/22/2025 Signals 0.00 192.63
410-0000-52400 UTILITIES Signals 192.63
081325F Invoice 08/22/2025 Orchard Lane Park 0.00 2,932.52 651-0000-52400 UTILITIES Orchard Lane Park 2,932.52
081325G Invoice 08/22/2025 Miravale II St. Lights 0.00 136.30 651-0000-52422 STREET LIGHTING Miravale II St. Lights 136.30 081325H Invoice 08/22/2025 Orchard Villas Landscape 0.00 117.46 651-0000-52400 UTILITIES Orchard Villas Landscape 117.46 081325J Invoice 08/22/2025 Fire Station App Bay 0.00 38.08 100-1450-52400 UTILITIES Fire Station App Bay 38.08
081425 Invoice 08/22/2025 Fire Dept. 0.00 1,281.81
100-1450-52400 UTILITIES Fire Dept. 1,281.81
081425B Invoice 08/22/2025 Liberty Ct. Landscape 0.00 8.38 651-0000-52400 UTILITIES Liberty Ct. Landscape 8.38
39 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number 081425D Invoice 08/22/2025 Signals 0.00 78.76
410-0000-52400 UTILITIES Signals 78.76
PENINS PENINSULA WELDING & MEDICAL SUPPLY, INC. 08/22/2025 Regular 0.00 132.00 58241 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 283182 Invoice 08/22/2025 Cylinder Tanks Rental 0.00 132.00 310-0000-52525 REPAIRS & MAINTENANCE… Cylinder Tanks Rental 132.00 PURPOW PITNEY BOWES BANK INC PURCHASE POWER 08/22/2025 Regular 0.00 83.80 58242 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 081125 Invoice 08/22/2025 Non-Dept Office Supplies 0.00 83.80 100-8000-52040 OFFICE SUPPLIES Non-Dept Office Supplies 83.80 PLACEW PLACEWORKS, INC. 08/22/2025 Regular 0.00 26,476.00 58243 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount SOLE-04.0 - 8 Invoice 08/22/2025 REAP 2.0 / General Plan Update 0.00 26,476.00 100-1200-52200 PROFESSIONAL SERVICES… General Plan Update 25,278.50 208-0000-52200 PROFESSIONAL SERVICES… REAP 2.0 1,197.50 RODRIP PRISCILIA RODRIGUEZ 08/22/2025 Regular 0.00 45.98 58244 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 081525 Invoice 08/22/2025 Desserts For Ribbon Cutting 0.00 45.98 100-2200-52105 SPECIAL EVENTS Desserts For Ribbon Cutting 45.98 TERMIN RENTOKIL NORTH AMERICA INC 08/22/2025 Regular 0.00 126.45 58245 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 14548408 Invoice 08/22/2025 OLP Pest Control 0.00 64.95 651-0000-52200 PROFESSIONAL SERVICES… OLP Pest Control 64.95 462874004 Invoice 08/22/2025 WWTP Pest Control 8/25 0.00 61.50 310-0000-52520 MAINTENANCE AGREEM… WWTP Pest Control 8/25 61.50 AGUILA ROLANDO AGUILAR 08/22/2025 Regular 0.00 22.70 58246 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 081125 Invoice 08/22/2025 Summer Camp Craft Materials 0.00 22.70 100-2200-52031 PROGRAM SUPPLIES Summer Camp Craft Materials 22.70 SALINA S & L INVESTMENTS 08/22/2025 Regular 0.00 566.30 58247 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 775 Invoice 08/22/2025 Uniforms - TF 0.00 173.47
100-1400-52048 UNIFORM PURCHASE Uniforms - TF 173.47
796 Invoice 08/22/2025 Uniforms - DC 0.00 392.83
100-1400-52048 UNIFORM PURCHASE Uniforms - DC 392.83
SAFETY SAFETY-KLEEN SYSTEMS, INC. 08/22/2025 Regular 0.00 382.06 58248 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 97555421 Invoice 08/22/2025 Oil + Liquid Absorbents 0.00 382.06 310-0000-52520 MAINTENANCE AGREEM… Oil + Liquid Absorbents 382.06 MY JEE SALINAS LINCOLN MERCURY, INC 08/22/2025 Regular 0.00 5,354.74 58249 40 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 265373 Invoice 08/22/2025 Transmission 0.00 5,354.74
100-2100-52080 FLEET SERVICES Transmission 5,354.74
MEDCLE SANDRA LOPEZ MEDINA 08/22/2025 Regular 0.00 4,542.50 58250 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 1001 Invoice 08/22/2025 Janitorial - WW 0.00 980.00
309-0000-52518 FACILITIES EXPENSE Janitorial - WW 196.00 310-0000-52518 FACILITIES EXPENSE Janitorial - WW 784.00 1003 Invoice 08/22/2025 Trailer - Janitorial 0.00 450.00 310-0000-52518 FACILITIES EXPENSE Trailer - Janitorial 450.00 1004 Invoice 08/22/2025 Janitorial - City Hall 0.00 2,257.50 100-8000-52518 FACILITIES EXPENSE Janitorial - City Hall 2,257.50 1006 Invoice 08/22/2025 Janitor For Gateway Center 0.00 520.00 100-1200-52520 MAINTENANCE AGREEM… Janitor For Gateway Center 520.00 1008 Invoice 08/22/2025 Blue Building - Janitorial 0.00 335.00 310-0000-52518 FACILITIES EXPENSE Blue Building - Janitorial 335.00 PREMIERSMOGS SANDRA ROMAYOR 08/22/2025 Regular 0.00 50.00 58251 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 1346 Invoice 08/22/2025 Smog Test - FD 0.00 50.00
100-1450-52525 REPAIRS & MAINTENANCE… Smog Test - FD 50.00 SIGIRR SIGNATURE IRRIGATION 08/22/2025 Regular 0.00 66.76 58252 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 730 Invoice 08/22/2025 Grit Tank Drain Repairs 0.00 32.86 310-0000-52525 REPAIRS & MAINTENANCE… Grit Tank Drain Repairs 32.86 731 Invoice 08/22/2025 Headworks Repairs 0.00 33.90
310-0000-52525 REPAIRS & MAINTENANCE… Headworks Repairs 33.90 SIGNOF SIGNS OF SUCCESS, INC. 08/22/2025 Regular 0.00 151.64 58253 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 79147 Invoice 08/22/2025 OLP Sign Update 0.00 151.64
651-0000-52049 PRINTING & ADVERTISING OLP Sign Update 151.64 SOLAUT SOLEDAD AUTO PARTS 08/22/2025 Regular 0.00 3,258.11 58254 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 189092 Invoice 08/22/2025 Floor Jacks - Shop 0.00 360.48 310-0000-52052 SAFETY EQUIPMENT Floor Jacks - Shop 360.48 189106 Invoice 08/22/2025 Forklift Pedal Pads 0.00 94.72 310-0000-52525 REPAIRS & MAINTENANCE… Forklift Pedal Pads 94.72 189110 Invoice 08/22/2025 Oil Restock 0.00 79.58
310-0000-52525 REPAIRS & MAINTENANCE… Oil Restock 79.58 189112 Invoice 08/22/2025 Kill Switch - Shop Stock 0.00 221.73 310-0000-52525 REPAIRS & MAINTENANCE… Kill Switch - Shop Stock 221.73 189113 Invoice 08/22/2025 Forklift Paint 0.00 439.48
310-0000-52525 REPAIRS & MAINTENANCE… Forklift Paint 439.48 189126 Invoice 08/22/2025 Oil Valve 0.00 232.48
310-0000-52080 FLEET SERVICES Oil Valve 232.48
189127 Invoice 08/22/2025 Oil Valve 0.00 232.48
310-0000-52080 FLEET SERVICES Oil Valve 232.48
41 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number 189128 Invoice 08/22/2025 Oil Valve 0.00 232.48
310-0000-52080 FLEET SERVICES Oil Valve 232.48
189129 Invoice 08/22/2025 Oil Valve 0.00 238.48
310-0000-52080 FLEET SERVICES Oil Valve 238.48
189130 Invoice 08/22/2025 Oil Valve 0.00 232.48
310-0000-52134 COLLECTION SYSTEM MA… Oil Valve 232.48
189140 Invoice 08/22/2025 Dump Truck A/C Repairs 0.00 287.82 310-0000-52525 REPAIRS & MAINTENANCE… Dump Truck A/C Repairs 287.82 189148 Invoice 08/22/2025 Gas Cap 0.00 43.59
309-0000-52080 FLEET SERVICES Gas Cap 43.59
189151 Invoice 08/22/2025 Vac Trailer Repairs 0.00 466.46 309-0000-52525 REPAIRS & MAINTENANCE… Vac Trailer Repairs 466.46 189152 Invoice 08/22/2025 Vac Trailer - Repairs 0.00 95.85 309-0000-52525 REPAIRS & MAINTENANCE… Vac Trailer - Repairs 95.85 SOLTRU SOLEDAD TRUE VALUE 08/22/2025 Regular 0.00 58.90 58255 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 359747 Invoice 08/22/2025 Shop Tools / Janitorial Restock 0.00 58.90 310-0000-52051 TOOLS & MINOR EQUIPM… Shop Tools / Janitorial Restock 40.43 310-0000-52518 FACILITIES EXPENSE Shop Tools / Janitorial Restock 18.47 SPCAMO SPCA OF MONTEREY COUNTY 08/22/2025 Regular 0.00 12,370.00 58256 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 07-25 Invoice 08/22/2025 ACO Fees 0.00 12,370.00
312-0000-52235 ANIMAL SERVICES ACO Fees 12,370.00
SPECT SPECTRUM 08/22/2025 Regular 0.00 150.00 58257
Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 107895501070725 Invoice 08/22/2025 Telecom - ISP 0.00 150.00 100-2100-52410 TELEPHONE/DATA/PAGER Telecom - ISP 150.00 TEMPLE TEMPLETON UNIFORMS 08/22/2025 Regular 0.00 182.28 58258 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 15146 Invoice 08/22/2025 Boots - Solis 0.00 182.28
100-1400-52048 UNIFORM PURCHASE Boots - Solis 182.28
TMOBIL T-MOBILE USA, INC 08/22/2025 Regular 0.00 374.13 58259 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 081225 Invoice 08/22/2025 Cellular Phones 0.00 374.13
100-1000-52415 CELLULAR PHONE Cellular Phones 269.54
100-1100-52415 CELLULAR PHONE Cellular Phones 104.59
TMOBIL T-MOBILE USA, INC 08/22/2025 Regular 0.00 14.99 58260 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 072125 B Invoice 08/22/2025 Telecom 0.00 14.99
100-1320-52415 CELLULAR PHONE Telecom 14.99
TRICIT TRI-CITIES DISPOSAL AND RECYCLING, INC. 08/22/2025 Regular 0.00 1.18 58261 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 073125 Invoice 08/22/2025 Finance Charge 0.00 1.18
310-0000-52200 PROFESSIONAL SERVICES… Finance Charge 1.18 42 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number TROJAN TROJAN TECHNOLOGIES GROUP ULC 08/22/2025 Regular 0.00 89,597.47 58262 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 200/50003358 Invoice 08/22/2025 UV Protection Face Shield 0.00 204.84 310-0000-52052 SAFETY EQUIPMENT UV Protection Face Shield 204.84 200/50004450 Invoice 08/22/2025 UV Lamps (4 Banks) 0.00 89,392.63 310-0000-52525 REPAIRS & MAINTENANCE… UV Lamps (4 Banks) 89,392.63 USBANK U.S. BANK 08/22/2025 Regular 0.00 3,100.00 58263 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 7831597 Invoice 08/22/2025 Bond Trustee Fee 0.00 3,100.00 309-0000-52200 PROFESSIONAL SERVICES… Bond Trustee Fee 3,100.00 USBANP U.S. BANK CORPORATE PAYMENT SYSTEM 08/22/2025 Regular 0.00 37,575.99 58264 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 070725 DW Invoice 08/22/2025 Credit Card Purchases 0.00 8,300.58 100-2100-52091 TRAVEL, MEETINGS & TRA… Class For Monterey Water Works 50.00 309-0000-52052 SAFETY EQUIPMENT Work Boots 90.37
309-0000-52091 TRAVEL, MEETINGS & TRA… Class For Monterey Water Works 75.00 309-0000-52091 TRAVEL, MEETINGS & TRA… Credit For Hover Dam Tour For T… -40.00 309-0000-52091 TRAVEL, MEETINGS & TRA… Hotel Reservation for Class at Tri… 367.88 309-0000-52091 TRAVEL, MEETINGS & TRA… APWA Meeting 25.00 309-0000-52091 TRAVEL, MEETINGS & TRA… Class Fee For Groundwater Reso… 17.50 309-0000-52091 TRAVEL, MEETINGS & TRA… Renewal Fee for Cross Connecti… 135.00 309-0000-52091 TRAVEL, MEETINGS & TRA… Flight for Class at Tri-State 173.05 309-0000-52091 TRAVEL, MEETINGS & TRA… Lunch at the Windmill 31.57 309-0000-52520 MAINTENANCE AGREEM… Subscription for SCADA 357.72 309-0000-52520 MAINTENANCE AGREEM… Google Suite 285.60
309-0000-52533 WELL MAINTENANCE PR… Electrical Contactor For Well 7 940.19 310-0000-52052 SAFETY EQUIPMENT Work Boots 90.36
310-0000-52090 TRAINING - SAFETY Class For Monterey Water Works 75.00 310-0000-52091 TRAVEL, MEETINGS & TRA… Replacement HMI Motor for W… 2,490.00 310-0000-52091 TRAVEL, MEETINGS & TRA… Class Fee For Groundwater Reso… 17.50 310-0000-52091 TRAVEL, MEETINGS & TRA… Electrical Box Lids 1,075.69 310-0000-52091 TRAVEL, MEETINGS & TRA… Hotel Reservation for Class at Tri… 485.84 310-0000-52091 TRAVEL, MEETINGS & TRA… Hotel Reservation for Class at Tri… 367.88 310-0000-52091 TRAVEL, MEETINGS & TRA… APWA Meeting 25.00 310-0000-52091 TRAVEL, MEETINGS & TRA… Pesticide Applicators Class 115.00 310-0000-52091 TRAVEL, MEETINGS & TRA… Departure Flight for Class at Tri-… 141.48 310-0000-52091 TRAVEL, MEETINGS & TRA… Flight for Class at Tri-State 173.05 310-0000-52091 TRAVEL, MEETINGS & TRA… Return Flight for Class at Tri-State 100.00 310-0000-52091 TRAVEL, MEETINGS & TRA… Lunch at the Windmill 31.58 310-0000-52091 TRAVEL, MEETINGS & TRA… Credit For Hover Dam Tour For T… -40.00 310-0000-52520 MAINTENANCE AGREEM… Subscription for SCADA 357.72 310-0000-52520 MAINTENANCE AGREEM… Google Suite 285.60
080625BO Invoice 08/22/2025 Credit Card Purchases 0.00 4,652.05 100-1200-52105 SPECIAL EVENTS Work Force Housing Open House 38.35 100-1200-52105 SPECIAL EVENTS Work Force Housing Open House 3.49 100-1250-52025 BUILDING CODES UPDATES New Order Code Council 444.10 120-0000-52200 PROFESSIONAL SERVICES… Propane 1,732.25
121-0000-52200 PROFESSIONAL SERVICES… Container Rental 358.52 121-0000-52200 PROFESSIONAL SERVICES… Propane 1,686.65
121-0000-52200 PROFESSIONAL SERVICES… Monthly Storage Fee 175.00 121-0000-52525 REPAIRS & MAINTENANCE… Supplies - Provisional Encampm… 213.69 080625DN Invoice 08/22/2025 Credit Card Purchases 0.00 2,153.10 100-1100-52115 SUNDRY POW MIA Flags - 2 131.08
100-1200-52105 SPECIAL EVENTS Hot Summer Days - Weights for … 121.02 100-1200-52105 SPECIAL EVENTS Hot Summer Days - Zip Ties 10.91 43 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number 100-1400-52070 FOOD SERVICES Chief Valenzuela Meet and Greet 182.05 100-1400-52070 FOOD SERVICES Chief Valenzuela Meet and Greet 26.62 100-1400-52070 FOOD SERVICES Chief Zvalenzuela Meet and Gre… 58.99 121-0000-52200 PROFESSIONAL SERVICES… Homeless Encampment 1,622.43 080625FD Invoice 08/22/2025 Credit Card Purchases 0.00 872.72 100-1450-52051 TOOLS & MINOR EQUIPM… Elevator Rescue Kit 872.72 080625FL Invoice 08/22/2025 Credit Card Purchases 0.00 8,610.97 100-1400-52010 MEMBERSHIP DUES Membership 35.00
100-1400-52052 SAFETY EQUIPMENT Tourniquets 54.52
100-1400-52070 FOOD SERVICES Food-Chief Valenzuela's Lunch 751.87 100-1400-52070 FOOD SERVICES Drinks: Car Show 160.50
100-1400-52070 FOOD SERVICES ICE: Car Show 13.09
100-1400-52070 FOOD SERVICES Cake-Chief Valenzuela's Lunch 60.00 100-1400-52091 TRAVEL, MEETINGS & TRA… Training: Vargas 2,861.10 100-1400-52091 TRAVEL, MEETINGS & TRA… Training: SGT Solis 611.88 100-1400-52091 TRAVEL, MEETINGS & TRA… Training: P. Alviar 300.00 100-1400-52091 TRAVEL, MEETINGS & TRA… Training: SGT Solis 175.00 100-1400-52091 TRAVEL, MEETINGS & TRA… Training: SGT Contreras 600.00 100-1400-52091 TRAVEL, MEETINGS & TRA… Training: Det. Lozano 175.00 100-1400-52091 TRAVEL, MEETINGS & TRA… Uniforms-Records -609.62 100-1400-52091 TRAVEL, MEETINGS & TRA… Training: CSO Escarsega 478.90 100-1400-52115 SUNDRY Sun Screen/Misc: Car Show 101.08
100-1400-52200 PROFESSIONAL SERVICES… Awards Dinner 144.00 100-1400-52200 PROFESSIONAL SERVICES… Car Rental: Lt. Santiago 614.06 100-1400-52400 UTILITIES Cable Service 112.98
100-3100-52200 PROFESSIONAL SERVICES… Pop Corn: National Night Out Ev… 119.96 100-3100-52200 PROFESSIONAL SERVICES… Sign:Chief Valenzuela's Lunch 36.05 100-3100-52200 PROFESSIONAL SERVICES… Camera App 15.60
312-0000-52235 ANIMAL SERVICES Training: CSO Escarsega -695.00 312-0000-52235 ANIMAL SERVICES Training: CSO Celaya -695.00 312-0000-52235 ANIMAL SERVICES Training: CSO Alejandre -695.00 312-0000-52235 ANIMAL SERVICES Training: CSO Alejandre 550.00 312-0000-52235 ANIMAL SERVICES Training: CSO Escarsega 550.00 312-0000-52235 ANIMAL SERVICES Training: CSO Alejandre 745.00 312-0000-52235 ANIMAL SERVICES Training: CSO Celaya 745.00 312-0000-52235 ANIMAL SERVICES Training: CSO Escarsega 745.00 312-0000-52235 ANIMAL SERVICES Training: CSO Celaya 550.00 080625FU Invoice 08/22/2025 Credit Card Purchases 0.00 5,805.92 100-1000-52070 FOOD SERVICES Food 30.47
100-1200-52105 SPECIAL EVENTS Packing Tape 10.48
100-1200-52105 SPECIAL EVENTS Food 48.25
100-1320-52520 MAINTENANCE AGREEM… Cloud Backup 12.74
100-1320-52520 MAINTENANCE AGREEM… Domain and Privacy Protection 53.97 100-1320-52520 MAINTENANCE AGREEM… Cloud Back-Up 12.12
100-1320-52520 MAINTENANCE AGREEM… Cloud Back-Up 12.21
100-1320-52520 MAINTENANCE AGREEM… File Transfer Manager 799.00 100-1320-52520 MAINTENANCE AGREEM… Online Form Builder 1,188.00 100-1400-52070 FOOD SERVICES Coffee Traveler 22.00
121-0000-52200 PROFESSIONAL SERVICES… Propane - Encampment 1,512.99 121-0000-52200 PROFESSIONAL SERVICES… Propane - Encampment 1,718.69 121-0000-52200 PROFESSIONAL SERVICES… Propane - Encampment (out of s… 200.00 121-0000-52525 REPAIRS & MAINTENANCE… Storage / Provisional Encampme… 185.00 080625HR Invoice 08/22/2025 Credit Card Purchases 0.00 1,290.50 211-0000-57000 CAPITAL OUTLAY - IMPR… PG&E Meter Labels App Bay Proj. 57.36 309-0000-52030 ORDINANCE & PUBLISHI… PW Standards 171.65 309-0000-52052 SAFETY EQUIPMENT Bottled Water 134.34
310-0000-52030 ORDINANCE & PUBLISHI… PW Standards 171.65 310-0000-52051 TOOLS & MINOR EQUIPM… Tool Box For Shop / WWTP 382.36 310-0000-52052 SAFETY EQUIPMENT Bottled Water 201.50
44 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number 410-0000-52040 OFFICE SUPPLIES PW Standards 171.64
080625JL Invoice 08/22/2025 Credit Card Purchases 0.00 1,277.83 100-1450-52040 OFFICE SUPPLIES Incorrect Purchase 413.20 100-1450-52040 OFFICE SUPPLIES Incorrect Purchase 345.82 100-1450-52040 OFFICE SUPPLIES Incorrect Purchase 241.18 100-1450-52400 UTILITIES Verizon Monthly Statement 109.14 100-1450-52400 UTILITIES Dish Network - Monthly TV Servi… 168.49 080625MH Invoice 08/22/2025 Credit Card Purchases 0.00 4,612.32 100-1320-52520 MAINTENANCE AGREEM… IT 360.00
100-1320-52520 MAINTENANCE AGREEM… IT 64.99
100-1320-52520 MAINTENANCE AGREEM… IT 99.75
100-1320-52520 MAINTENANCE AGREEM… IT 432.00
100-1320-52520 MAINTENANCE AGREEM… IT 180.00
100-1320-52520 MAINTENANCE AGREEM… IT 3.25
100-1320-52520 MAINTENANCE AGREEM… IT 207.98
100-1320-52520 MAINTENANCE AGREEM… IT 35.00
100-1320-52520 MAINTENANCE AGREEM… IT 3,033.35
100-1320-52520 MAINTENANCE AGREEM… IT 46.00
100-1320-52520 MAINTENANCE AGREEM… IT 120.00
100-1320-52520 MAINTENANCE AGREEM… IT 30.00
**Void** 08/22/2025 Regular 0.00 0.00 58265
**Void** 08/22/2025 Regular 0.00 0.00 58266
**Void** 08/22/2025 Regular 0.00 0.00 58267
ULINE ULINE, INC 08/22/2025 Regular 0.00 65.34 58268
Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 195995732 Invoice 08/22/2025 Containers - Chlorine Storage 0.00 65.34 310-0000-52051 TOOLS & MINOR EQUIPM… Containers - Chlorine Storage 65.34 VALELE VALLEY ELECTRIC MOTOR SERVICE, INC. 08/22/2025 Regular 0.00 2,431.16 58269 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 34072 Invoice 08/22/2025 Spare Motor - Brush on Escalator 0.00 1,430.77 310-0000-52525 REPAIRS & MAINTENANCE… Spare Motor - Brush on Escalator 1,430.77 34095 Invoice 08/22/2025 Emergency W3 Pump Repairs 0.00 1,000.39 310-0000-52525 REPAIRS & MAINTENANCE… Emergency W3 Pump Repairs 1,000.39 VALLEYINST VALLEY INSTRUMENT SERVICE, INC 08/22/2025 Regular 0.00 10,548.79 58270 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 725280 Invoice 08/22/2025 Testing Equipment - Fluke Analyzer 0.00 10,548.79 309-0000-52051 TOOLS & MINOR EQUIPM… Testing Equipment - Fluke Analy… 2,109.76 310-0000-52051 TOOLS & MINOR EQUIPM… Testing Equipment - Fluke Analy… 8,439.03 VIA VIA HEART PROJECT 08/22/2025 Regular 0.00 232.89 58271 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 5589 Invoice 08/22/2025 AED Electrode Pads 0.00 232.89
310-0000-52052 SAFETY EQUIPMENT AED Electrode Pads 232.89 WILBUR WILLBUR-ELLIS COMPANY 08/22/2025 Regular 0.00 1,427.35 58272 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 17318998 Invoice 08/22/2025 Herbicide 0.00 1,427.35
100-2100-52044 CHEMICAL Herbicide 1,427.35
Z&M EN Z&M ENTERPRISE, LLC 08/22/2025 Regular 0.00 1,302.46 58273 45 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount 1628 Invoice 08/22/2025 UV Sensor Sleeves 0.00 1,302.46 310-0000-52525 REPAIRS & MAINTENANCE… UV Sensor Sleeves 1,302.46 Total Regular: 0.00 671,752.23
46 Check Report Date Range: 08/09/2025 - 08/25/2025
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Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Payment Type: Bank Draft
EFTPS EFTPS 08/22/2025 Bank Draft 0.00 9,601.12 DFT0000088 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount INV0000785 Invoice 08/22/2025 MEDICARE W/H 0.00 9,601.12 100-0000-21110 FICA/MEDICARE PAYABLE MEDICARE W/H 5,844.02 121-0000-21110 FICA/MEDICARE PAYABLE MEDICARE W/H 27.62 122-0000-21110 FICA/MEDICARE PAYABLE MEDICARE W/H 105.82 309-0000-21110 FICA/MEDICARE PAYABLE MEDICARE W/H 1,083.70 310-0000-21110 FICA/MEDICARE PAYABLE MEDICARE W/H 1,977.70 311-0000-21110 FICA/MEDICARE PAYABLE MEDICARE W/H 155.12 312-0000-21110 FICA/MEDICARE PAYABLE MEDICARE W/H 103.54 410-0000-21110 FICA/MEDICARE PAYABLE MEDICARE W/H 303.48 531-0000-21110 FICA/MEDICARE PAYABLE MEDICARE W/H 0.12
EFTPS EFTPS 08/22/2025 Bank Draft 0.00 41,053.06 DFT0000089 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount INV0000786 Invoice 08/22/2025 FICA W/H 0.00 41,053.06
100-0000-21110 FICA/MEDICARE PAYABLE FICA W/H 24,988.24 121-0000-21110 FICA/MEDICARE PAYABLE FICA W/H 118.08
122-0000-21110 FICA/MEDICARE PAYABLE FICA W/H 452.48
309-0000-21110 FICA/MEDICARE PAYABLE FICA W/H 4,633.60
310-0000-21110 FICA/MEDICARE PAYABLE FICA W/H 8,456.04
311-0000-21110 FICA/MEDICARE PAYABLE FICA W/H 663.84
312-0000-21110 FICA/MEDICARE PAYABLE FICA W/H 442.76
410-0000-21110 FICA/MEDICARE PAYABLE FICA W/H 1,297.46
531-0000-21110 FICA/MEDICARE PAYABLE FICA W/H 0.56
EFTPS EFTPS 08/22/2025 Bank Draft 0.00 30,202.58 DFT0000090 Account Number Account Name Item Description Distribution Amount Payable # Payable Type Post Date Payable Description Discount Amount Payable Amount INV0000788 Invoice 08/22/2025 FEDERAL TAX 0.00 30,202.58 100-0000-21120 FEDERAL TAX PAYABLE FEDERAL TAX 18,259.02 121-0000-21120 FEDERAL TAX PAYABLE FEDERAL TAX 97.02
122-0000-21120 FEDERAL TAX PAYABLE FEDERAL TAX 319.25
309-0000-21120 FEDERAL TAX PAYABLE FEDERAL TAX 3,225.93 310-0000-21120 FEDERAL TAX PAYABLE FEDERAL TAX 6,735.26 311-0000-21120 FEDERAL TAX PAYABLE FEDERAL TAX 526.71
312-0000-21120 FEDERAL TAX PAYABLE FEDERAL TAX 271.90
410-0000-21120 FEDERAL TAX PAYABLE FEDERAL TAX 766.98
531-0000-21120 FEDERAL TAX PAYABLE FEDERAL TAX 0.51
Total Bank Draft: 0.00 80,856.76
Regular Checks
Manual Checks
Voided Checks
Discount
Payment
Payment Type Count
Bank Code APRAB Summary
Bank Drafts
EFT's
118
0 6
3 15

0.00 0.00

0.00 142 0.00
Payment
671,852.98

0.00 -100.75
80,856.76
191,031.07
943,640.06
Payable
Count
300
0 0
3 56
359
47 Check Report Date Range: 08/09/2025 - 08/25/2025
8/26/2025 4:05:27 PM Page 30 of 30
All Bank Codes Check Summary
Payment Type Discount
Payment
Count Payment
Payable
Count
Regular Checks
Manual Checks
Voided Checks
Bank Drafts
EFT's
118
0 6
3 15

0.00 0.00

0.00 142 0.00
671,852.98

0.00 -100.75
80,856.76
191,031.07
943,640.06
300
0 0
3 56
359
Fund Name Period Amount
Fund Summary
999 POOLED CASH 8/2025 943,640.06
943,640.06
48 SUBJECT: Human Resources Activity Report
TO: Honorable Mayor Velazquez and City Council
FROM: Francine Uy, Human Resources Manager

COUNCIL COMMUNICATION
THROUGH: Megan Hunter, City Manager

MEETING
DATE: September 3, 2025
Open Recruitments:

Community Engagement Manager - Closes 9/19/25
Management Analyst (Housing) - Closes 9/19/25
Police Officer Cadet/Trainee - Continuous
Police Officer - Continuous
Water Reclamation Shift Supervisor - Open until filled
Recruitment/Vacancy Status Update:

IT Manager (formally IT Director) - Pending Council approval of new Classification and Salary Range
Police Officer Cadet/Trainee and Police Officer - Oral board interviews scheduled for 8/28/25
Temporary Maintenance Worker - In review
Temporary Utility Maintenance Worker - In review
Water Reclamation Operator OIT/I/II - In review
IT Manager (formally IT Director) - Future recruitment following assessment New Hires:

None
Temporary Staffing:
(1) Water Reclamation Chief Plant Operator - Special assignment; ending 9/10/25 (1) Office Specialist (Community Development) - Peak workload in the Building Division
(1) Office Specialist (Finance) - Backfill for FMLA leave (1) Office Assistant (Police Department) - Peak workload in the Records Division (1) Administrative Assistant (Police Department) - Peak workload in the Records Division
(1) Maintenance Worker - Parks Maintenance - Backfill for WC injury (2) Utility Maintenance Mechanic - (1) Backfill vacant WR Shift Supervisor, (1) Backfill AGENDA ITEM NO. 3.
49 for non-industrial injury
50 SUBJECT: Parks and Recreation Activity Report
TO: Honorable Mayor Velazquez and City Council
FROM: Jessica Potts, Parks and Recreation Director

COUNCIL COMMUNICATION
THROUGH: Megan Hunter, City Manager

MEETING
DATE: September 3, 2025
AGENDA ITEM NO. 4.
51 City of Soledad – Parks & Recreation Department
Monthly Activity Report: July 2025

1. Executive Summary
In July, the Parks and Recreation Department saw increased facility usage and continued momentum across summer programming, welcoming 2,699 visits to the Community Center. This engagement increase reflects expanded drop-in activity, program participation, and seasonal community events.

Summer Break Camp remained a major highlight, with 148 participants enrolled over five weeks and 652 free lunches provided through a continued partnership with Soledad Unified School District. This year’s camp featured enhanced programming through meaningful collaborations, including:
• The Greenfield Community Science Workshop’s Science Bus, which provided hands-on science activities during STEM Week
• A full summer partnership with First Tee of Monterey County to offer golf enrichment • A guest presentation by Save the Whales focused on environmental education • Weekly literacy and activity sessions from the Monterey County Free Libraries These partnerships provided diverse, high-quality experiences that deepened learning and increased youth exposure to science, literacy, and environmental topics.

The department also hosted the second Music in the Park event at César Chávez Park, which drew an estimated 220 attendees for a night of music and community connection. In celebration of Parks and Recreation Month, weekly Pop-Up Rec events were also held at César Chávez Park, providing free, accessible outdoor play for families.

Adult and senior programming continued with strong participation in Volleyball League, Hip-Hop Dance, So Co Social, and wellness activities. Department staff also moved forward in meeting with Pajaro CDC to develop an incubator kitchen program, submitted two grants, and helped organize and enhance the Hot Summer Days event, including youth performances from Parks & Recreation's Folklorico and Karate programs.

2. Key Metrics Dashboard
Category July
Trackable
Total
Total Community Center Visits 3,427
Active Memberships 311
Membership Visits 2178
Drop-In Fitness Center Visits 89
52 Drop-In Open Gym 431
Pre-K Programs: (Art& Science): Ages 2-5 (weekly sessions) 25 Youth Program Participants: (Art& Science, Dance & Drama): Ages 6-17 (weekly sessions) 97 Camp: Ages 5-12 (daily/weekly-seasonal. Camp-32 max) 148 Youth Sports: (Basketball League: 5-13, wkly practice & games), Karate (2 programs 2x wk/6 wk sessions) 307
Inclusive Programs: 0
Adult Activities: Volleyball (weekly games – 13 teams), Hip Hop 84 Senior Programs: Social, fitness, culinary 47
Special Event/Activity: (Mobile Recreation in the Park Program – César Chávez), Music in the Park (est. 220) 240
City Sponsored/Waiver (Celebration Nation) Unknown
City Use/SPR Partnership: (City Staff Lunch, City Staff Volleyball Game, GFCSW Bike Repair) Unknown

3. Program Highlights
Pre-K Programs: Little Ensteins (6), Tiny Tots Baseball (11), Tiny Tots Soccer (12), Folklorico Chiquitos Dance (14)
Youth & Teen Programs: Digital Doodles (5), Summer Camp (5 wks, total reg= 148. Provided 652 free lunches in partnership with SUSD)
Youth Sports: Youth Summer Basketball (129), Karate (36) Performing Arts: Folklorico Dance (10)
Senior Engagement: SoCo Social (37), Cooking Demonstration (4), Sit and Stretch Class (6) Community Events: Pop Up in Rec in the Park - Weekly at César Chávez Park (20), Music in the Park (est. 220)

4. Collaborations & Outreach
• Music in the Park
The second concert in the summer series drew an estimated 220 attendees to César Chávez Park, providing a free and engaging evening of live music and community gathering. • Mobile Rec in the Park: Held weekly Pop-Up Rec events at César Chávez Park as part of Parks and Recreation Month, providing free play opportunities and public engagement. • Summer Camp Partnerships:
o Greenfield Community Science Workshop provided their Science Bus during STEM week.
o First Tee of Monterey County led weekly golf enrichment sessions. o Save the Whales offered environmental education through a guest presentation. o Monterey County Free Libraries ran weekly reading and literacy activities. 53 o Soledad Unified School District partnered to provide 652 free lunches across five weeks of camp.
• Greenfield Community Science Workshop
Staff coordinated with GFCSW to host a Bike Repair & Giveaway workshop, distributing over 30 refurbished bikes and providing free safety checks for youth and families. • Hot Summer Days
Staff supported the City’s Hot Summer Days event by managing the youth activity area and coordinating performances from the department’s Karate and Folklorico programs. • City & Partner Events
Coordinated internal and partner use of the Community Center, including the city staff lunch to meet the new Chief of Police and an annual staff volleyball game. • NRPA Workforce Development Cohort: Staff participated in the monthly cohort session and shared updates on the Park Attendant Program implementation. • Maintained general operations, facility oversight, and staff coordination

5. Facilities & Rentals
Council
Waiver
City/SPR
Use
Rented
Sports Fields - Little League, Soccer Orgs, Warriors
Football, Travel Ball 141 0 168
Sports Fields - Resident rent/use 0 0 0
SCC Facility - Celebration Nation 3 9.5 0

6. Staffing & Operations
• Youth Council: Former Youth Commissioners assisted in the interview and onboarding process for new candidates, supporting the transition into the 2025–26 program year. • Incubator Kitchen Program: Continued internal planning and partnership development with the Pajaro Community Development Corporation to support local food entrepreneurs. • Grant Submissions: Submitted proposals for two funding opportunities: the Siembra Latinos Fund and the MBARD Clean Air Management Program, both aimed at expanding program capacity and infrastructure (EV charging stations).
• Capital Campaign: Staff continued working with TMD Creative on campaign strategy and donor materials for the Community Center improvement campaign. • Master Plan Finalization: Staff worked with BFS and Planning Department staff to finalize the Parks and Recreation Master Plan and draft City Park Design Standards. • Bi-weekly staff program planning meetings
• General operations, facilities upkeep, staff management 54 7. Visual Highlights
Music in the Park
Break Camp
Digital Doodles – Character Design
55 SUBJECT: Public Works Activity Report
TO: Honorable Mayor Velazquez and City Council
FROM: Juan Huerta, Assistant Engineer and Don Wilcox, Public Works Director

COUNCIL COMMUNICATION
THROUGH: Megan Hunter, City Manager

MEETING
DATE: September 3, 2025
AGENDA ITEM NO. 5.
56 PUBLIC WORKS DEPARTMENT ACTIVITY REPORT

MEETING
DATE: September 3, 2025
Projects and Activities
 Front Street Maintenance Project
 The project is in its final stages of completion, the reinstallation of the crosswalks.  Community Center Modernization Project
 The Community Center Modernization Project has been substantially completed with the release of partial retention completed. Staff is working with the contractors to ensure code compliance regarding auto and manual lights dimming in the gym.  FD Apparatus Bay Building
 The FD App pay building is near complete, with the fire alarm system being the final item to complete the project. Staff is working with the contractors to ensure some fencing issues are corrected.
 WRF Metal Building
 The WRF metal building structure has completed construction and the final item to complete is the fire alarm system.
 WRF Manhole Replacement Project
 The WRF manhole replacement project has begun its initial stages of pre-construction activities, with the first stage of construction tentatively scheduled for September.  RW Conveyance Project
 The RW conveyance project is nearing its start date for construction activities, which are tentatively scheduled to begin in September. A groundbreaking event will be scheduled as soon as the contractor is on-site.

Projects out for Bids (PlanetBids) Updates:
 The only project currently out for bid is for the procurement of a new Tractor for the WRF, as their old one is non-operational. Bids are due on 8/26/2025.
57 Water Department Activities
 Well Maintenance
 PW Staff worked to troubleshoot and replace an electrical contactor at Well 7, which has corrected the electrical problems that have been occurring at that well site.  PW staff set up monitoring equipment and changed out six electrical relays on Well 11 to help clear up issues on start-up of the Well.
 Storm Drain Cleaning
 Staff have been working on cleaning the large storm drain line on San Vicente Road after mud from the unincorporated county hills came down from San Vicente Road into the catch basins on Vista De Soledad. The mud has to be removed in order to ensure the storm drain pipes have the capacity to carry floodwater.
 Water Breaks/Repairs
 PW staff have repaired a hydrant located at 500 Front St  PW staff have begun the semi-annual flushing of hydrants to ensure they are free from debris and in working order

 Cross Connection Program
 PW staff have conducted backflow testing to ensure proper operation of backflows within the city.

 SCADA Upgrades
 SCADA upgrades to La Cuesta have been scheduled for November.

Water Reclamation Facility Activities:
 WRF activities
 Staff cleaned and repaired Headworks screen 1 and it has been reinstalled and is back in service.
 Staff have begun work on repairing Fuzzy filter 1 as well as cleaning sludge basin #2  Staff assisted in the preliminary excavation for the WRF manhole replacement project assisting contractors with confirming measurements and angles of the manholes within the plant.
 Staff replaced the EV charger located at City Hall with a newer more efficient charger  Staff have begun maintenance on the UV sterilization system located at the WRF.  WRF Repairs
 Staff have completed repairs of the WRF’s well, and it is now back online.  Maintenance has been performed on the city’s CAT loader and some of the other fleet vehicles for both wastewater and water.
 WRF Projects
 Floor coating for the new WRF Metal building has been completed. 58 PW Streets Department:
 Parks and Street Maintenance
 Streets/Park staff continue routine maintenance of city parks and streets and have identified areas where striping needs to be refreshed utilizing the Front St. project striping contractor  Staff replaced the bench on Front Street at Benito in front of La Placita. 59 Figure 1. Front St Crosswalks
60 Figure 2. Storm Drain Cleaning
61 Figure 3. Hydrant Flushing
62 Figure 4. Valve repair at Well site
63 Figure 5. Hydrant Repair
64 SUBJECT: Community and Economic Development Department Activity Report TO: Honorable Mayor Anna Velazquez and City Council
FROM: Beatriz Trujillo, Community and Economic Development Director

COUNCIL COMMUNICATION
THROUGH: Megan Hunter, City Manager

MEETING
DATE: September 3, 2025
ECONOMIC DEVELOPMENT DIVISION UPDATES:

CDBG BUSINESS ASSISTANCE LOAN PROGRAM
The CDBG Loan Review Committee evaluated an application from an existing mobile business seeking funding to expand its business. After careful consideration, the committee requested additional information from the applicant, and the application was not approved at this time. Once the applicant submits the requested information, the committee will re-evaluate the request.

In the meantime, Economic Development staff will continue providing information, resources, and guidance to businesses interested in applying for funding through the CDBG Small Business Assistance Loan Program.

BUSINESS ENGAGEMENT
The Economic Development staff continues to collaborate with El Pájaro Community Development Corporation (CDC) and the Small Business Development Center (SBDC) to provide support for local businesses. Both agencies remain available for consulting at the Gateway Center on Wednesdays and Thursdays.

Economic Development staff also assisted the Soledad Chamber of Commerce in coordinating Council Members' participation at the laptop distribution event held on August 8th. This impactful event provided laptops to residents and contributed to bridging the digital divide.

Additionally, staff supported Jeanette Serrano, the owner of Serreza’s Beauty, by providing information and guidance for the business’s grand opening event on August 9th.

SOLEDAD CONTAINER VILLAGE PROJECT
Staff has continued to work on a grant application for the U.S. Economic Development Administration (EDA) to support the pre-development stage of the Container Village AGENDA ITEM NO. 6.
65 Project. A complete application is expected to be submitted in the coming months.

ART MURAL PROJECT
The mural at the Fire Arial Apparatus Building has been completed. ED staff is preparing to host the ribbon-cutting ceremony on September 3, 2025, from 4:30 p.m. to 6:00 p.m.

HOUSING DIVISION UPDATES:

ENCAMPEMENT RESOLUTION
As the provisional encampment at 990 Los Coches Road moves into its second month, participants continue to be expected to adhere to the program guidelines. Step Up remains onsite providing support services, and the behavioral health team has increased their services and works closely with individuals to tailor to their specific needs and emotional wellbeing. Essential hygiene kits are distributed by partnering service providers to participants on a weekly basis. To ensure safety, security services remain in place on-site 24 hours a day, 7 days a week.

Additionally, 10 participants have transitioned to permanent housing and continue to receive regular case management, with a focus on maintaining housing stability.

Participants are being supported in adhering to lease conditions and following a good neighbor policy. Other participants have been connected to CalWORKs and public benefits. This is an essential step for participants to increase their income and selfsufficiency.

Our motel voucher program has continued to accommodate nine individuals at Motel 6.

Simultaneously, the city is working on the development of a 16-bed modular interim site at Los Coches and individuals will be able to transition to these safer and more stable units. The anticipated completion of the interim site is set for the end of September.

YOUTH PROGRAM DEMONSTRATION PROGRAM
In July, the City of Soledad entered a subrecipient agreement with Bay Area Community Services (BACS) to utilize City Council–approved funds in support of homeless youth ages 18–24. This initiative is designed to promote housing stability and provide pathways out of homelessness for young people in our community.

To prepare for the program launch, the city hired two part-time staff members, fully funded by this grant, who will assist with implementation and provide direct supportive services to youth participants. Outreach efforts are actively underway to identify and engage eligible youth in need of assistance.

The City’s Homeless Services Coordinator has also developed partnerships with local service providers and community agencies to expand available resources and strengthen the network of support for young people experiencing homelessness.

The Youth Homelessness Demonstration Program (YHDP) began on August 4th and is operating from the Gateway Center.

PLANNING DIVISION UPDATES:

SOLEDAD GENERAL PLAN
As part of the ongoing 2045 General Plan Update, the City of Soledad has been working closely with planning consultant PlaceWorks, Inc. and the General Plan Steering 66 Committee to shape the future vision for growth, mobility, and land use in Soledad.

Following the approval of the Land Use Alternatives, Placeworks is working on the Environmental Impact Report (EIR) as the next phase of the General Plan Update. In addition staff is working on a community engagement plan for the next phase of public review based on Planning Commission and City Council direction. This milestone brings the City closer to finalizing a comprehensive, long-range plan that will guide development and infrastructure investments through the year 2045. For more information about the General Plan on the website Siempre Soledad - www.soledadgeneralplan2045.com, or you can get the material at City Hall.

SOLEDAD MARKETPLACE
Tractor Supply is under construction. Construction is set to end by Fall of 2025.

DaVita has been finalized by the City and is currently open for service.

Quick Quack Car Wash has received permits to build at the Soledad Marketplace and is currently preparing construction plans for submission. No expected submission date has been provided.

HOLIDAY INN
The project applicant has submitted the Site Plan and Architectural Design plan for City staff to review. The application was incomplete, and comments/ deficiencies were sent back to the applicant for additional information and submission. The city has been in communication with the applicant and expects to resubmit plans by the beginning of September 2025.

SOLEDAD RENWABLE OASIS TRUCK STOP
Staff is currently working with the applicant towards a complete planning application to start with the environmental work that is needed to comply with CEQA. The developer anticipated resubmitting an application in early September 2025.

ALMOND ACRES SUBDIVISION
The City, as the lead agency, has prepared a Draft Environmental Impact Report (EIR) for a proposed residential subdivision consisting of 55 single-family and 12 multi-family housing units, located on a 12-acre site between Cedar and Orchard Lane. The project would retain the existing mobile home neighborhood and develop the remaining 9.16 acres.

The public comment period began on June 27 and ended on August 7, 2025. Public comments were received by County agencies like the Air District, MST and state agencies like the California Department of Fish & Wildlife. Staff is currently reviewing the comments and making edits to the proposed draft in response to those comments. It is anticipated that the project will be before the Planning Commission late November of 2025.

SUHSD HOUSING PROJECT
Staff is actively collaborating with SUSD to advance the construction process. The building permit has been issued as of April 4th, 2025. The City is working closely with the applicant to ensure that the remaining deferred items are addressed, including the affordable housing agreement.

MIRAMONTE (FORMER MIRAVALE III)
67 Staff is currently working on the Certification of Completion with the Local Agency Formation Commission (LAFCO). City Manager Megan Hunter has been leading the meetings with LAFCO to discuss the agricultural conservation easement efforts. The team will continue to meet LAFCO's requirements. Additionally, staff has been meeting with the Developer’s team to finalize a draft of the Parks and Landscape Master Plan and the Fire Station/Police Substation Plan to help towards the approval of the Development Agreement. The Development Agreement is still being worked on under the guidance of the City Manager. This Development Agreement is expected to be presented to the City Council in late 2025 for final review and approval.

BUILDING DIVISION UPDATE:

Please see the attached building permit log.
68 Permit List
19 Records
Permit # Issued Any Parcel Number Site Address Type Project Description 240426 07/30/2025 22421020000 388 FRANSCIONI ST RESIDENTIAL ADDITION

OR REMODEL
TO CONSTRUCT NEW 535 S.F. ADDITION TO EXISTING SINGLE

FAMILY DWELLING
250163 07/31/2025 22304012000 683 TERRAZA ST RESIDENTIAL ADDITION OR REMODEL NEW MASTER BEDROOM ADDITION 480 SF & NEW PORCH 114 SF 250180 07/31/2025 22511078000 1086 SAN RAFAEL SOLAR / PV SYSTEM pv roof mount(3.28kw)(8 panels) 2 ess 250201 07/31/2025 22331024000 1007 BARCELONA ST SOLAR / PV SYSTEM Roof mount, 8 modules, 3.240 kW, ESS battery +BUI, load panel 125amp
250209 07/31/2025 022302057000 1224 WEST ST SOLAR / PV SYSTEM Solar rooftop install, 10 modules, 4.05kW, 1 Solaredge home battery (BAT-10K1P)+BUI
250220 08/04/2025 022211006000 120 Front Street

RESIDENTIAL WINDOW

REPLACEMENT
REPLACING 5 WINDOWS "LIKE FOR LIKE"
250131 08/05/2025 22511053000 1039 SAN RAFAEL
(UNIT A)

ACCESSORY DWELLING
UNIT
499 SQ.FT. DETACHED ADU
250205 08/06/2025 022481027000 845 La Colina SOLAR / PV SYSTEM ROOF MOUNT SOLAR 13 MODULES, 5.33 KWS, 1ESS 250225 08/06/2025 22135009000 501 NORTH ST RESIDENTIAL RE-ROOF RE-ROOF: TEAR OFF EXISTING & REPLACE WITH 30YR COMP.

SHINGLES INCLUDING GARAGE
250228 08/07/2025 22482027000 1136 VISTA AVE SOLAR / PV SYSTEM ROOF MOUNT SOLAR 7 MODULES, 250140 08/08/2025 22033006000 131 OAK ST NEW COMMERCIAL SIGN 1 3/8" Sandblasted Exterior Commercial Sign.
250222 08/08/2025 22511056000 1349 SANTA CLARA SOLAR / PV SYSTEM Solar rooftop install, 11 modules, 4.455kW, 1 Solaredge home battery (BAT-10K1P)+BUI
250229 08/08/2025 022333002000 821 PORTOLA ST RESIDENTIAL RE-ROOF RE-ROOF; REMOVE EXISTING & REPLACE WITH COMP SHINGLES 8/21/25, 9:49 AM office.smartgovcommunity.com/Permits/PermitList/Print https://office.smartgovcommunity.com/Permits/PermitList/Print 1/2 69 Permit # Issued Any Parcel Number Site Address Type Project Description 250148 08/14/2025 22154038000 1059 PALM AVE
(UNIT B)

ACCESSORY DWELLING
UNIT
Convert garage to JADU- 1059 PALM AVE 499 sq. ft.
250176 08/14/2025 22341009000 1307 APPALACHIAN

ST (UNIT A)

ACCESSORY DWELLING
UNIT
DETACHED ADU 375 sq. ft. W/ 1 KITCHEN & 1 BATHROOM, 1
BEDROOM.
250221 08/15/2025 022533092000 1264 SAN ANTONIO
ST SOLAR / PV SYSTEM PV Roof Mount, 3.28KW, 8 Panels, 1 ESS, NEW 125A SUB PANEL TOBE INSTALLED 250237 08/15/2025 22401060000 286 GOLDENROD ST SOLAR / PV SYSTEM ROOF MOUNT SOLAR 11 MODULES, 4.51 KWS, 1ESS 250223 08/18/2025 22482044000 523 SAN FERNANDO SOLAR / PV SYSTEM Roof mounted PV, 11 modules, 4.455kW, essential loads panel, tying into the existing sub panel, (1) 9.7kWh SolarEdge Energy Bank BAT10K1P with BUI. 250239 08/18/2025 022511054000 1031 San Rafael SOLAR / PV SYSTEM ROOF MOUNT SOLAR, 10 MODULES, 4.1 KWS, 1ESS 8/21/25, 9:49 AM office.smartgovcommunity.com/Permits/PermitList/Print https://office.smartgovcommunity.com/Permits/PermitList/Print 2/2 70 SUBJECT: Police Department Activity Report
TO: Honorable Mayor Velazquez and City Council
FROM: Patrick G. Valenzuela, Chief of Police

COUNCIL COMMUNICATION
THROUGH: Megan Hunter, City Manager

MEETING
DATE: September 3, 2025
AGENDA ITEM NO. 7.
71 SOLEDAD POLICE DEPARTMENT
Monthly Crime Date and Calls for Service 2025
Activity Jan. March April May June Jdy Aug. Oct. Nov. Dec. Ycarly Totals
Murder/Attempted Murder I 0 0 I 0 0 0 2
Sexual Assault 0 0 2 1 0 0 0
2024.Armed Robbery 0 0 0 0 0 0 1 0 0 0 0 0 I
Armed Robbery 0 0 0 0 0 0 I 0 I
2024Strong Arm Robbery 0 1 0 0 0 I 0 0 0 0 2
Strong Arm Robbery 0 0 0 0 0 0 0 0 0
Aggravated Assault 2 4 2 0 3 2 t7
Arson 0 0 0 0 0 0 0 0
Burglary 0 2 0 4 I 1 4 0 t2
I-arceny 0 0 0 0 0 0 0 0 0
3 0 I
o Auto Theft I I 0 t2
DUI Stops * checkpoint 0 0 0 0 0 0 0 0 0
Minor ABCAOBACCO Violations 0 0 0 0 0 0 0
Youth Violence Related Incidents 2 2 0 3 3 0 l5
Trafiic CitationsAMamings Issued t12 76 60 63 68 4l 7l 52 543 Total Arrests 30 l5 35 22 t4 14 t7 184
Dogs Impounded l6 0 4 18 l0 t7 15 3 83
Cats & Other Impounds 2 0 0 0 0 I 5
ACO Contacts 30 3 7 47 32 34 41 19 213
Animals u-ansported to SPCA 4 2 2 4 7 6 2 4t
Code Enforcement Contacts 99 4 15 17 2l 60 77 77 293
Parking Enforcement Citations/Warnings 106 89 20 25 43 47 30 46 406 Vehicle Abatement Contacts 25 I 18 58 61 68 105 65 402
Commercial Enforcement Contacts 5 0 5 I 0 0 0 0 t2
Community Policing 535 518 409 433 518 655 260 1,422 4,750 Victim Advocate Contacts 74 72 7t 104 l0l 100 105 l5 642 Domestic Violence 0 5 6 l0 l0 2 6 4 43
Total Calls for Sen'ice 1,392 1,367 817 r,377 1,277 97e 1,392 906 9,501 TOTAL MONTHLY ACTIVITY 2,369 2,t76 1,456 2,218 2,17t 2,024 2,631 17,183 IIII

IIII IIII IIII IIII IITI IIII IIIT III ITII

IIIT IIII IIII IIII IITI IIII IIIT IIII IIII II
Feb. Sept.
0 0
0 0
I
0 0 0
2 1 I
t4
2,138
----T--- tl
72 O1 /25/2025 to
o8/76/2o2s
Prepared by: Deputy Chief Fred J. Lombardi
202s
lsol.d.d Policc lrep.attrcnt

GOMMUNITY ENGAGEMENT REPORT
Citizan Contact!: Officsrs hlvo E d. rpproriBat.ly 1300 outreach contacte duEing this r.porting p.riod (Music in the Prrk rDd National Night Out).

Businecg Chacks: Offi.cels conducted 59 business outreach contacts Apart8ent/Relidontial contlcts: Officers Ead€ 16 contacts vith rseidents on xel]-being checks.

Schoola: Officerr conductad 5 ralk-throughs and dliva-bys 32 tiE s !! part of achool zone enforc€!.nt thEoughout Tr.ffic Enforcernt (,nit, Sp.cial att€ntion continua3 around th. lchool rith ths traffic Unit. Eigh focu! on firat iG.k of school.

City Parka: Continuour patrol and 7 ralk-throughB, rith park visitor contacts Dlde ,
Youth Outraach: Nu.marou6 youth rere contact.d by offi,cera - advocat. pEovid€d sti.ck6r3 and goodie brga throughout the reporting period.

CSO' s sho
soledrd FrrE r'.
conduct coruttrunity
Mark€t: Officers,
engaqement w]- th
aupport ttaff att.nd th. Earkat .!ch re.k rnd
t.I.a attaade€! and vandor!.
speci4 Evants: Music in the Park and Natr-onal Nrght Out.

Frc€boot: 7633 Likc3, 1189 Co@onta, 521 Shrlea, 23,56{ photoB vierod, LLl,832 Paopla Re.chad- fq currcntly hava 12,889 Follorarc, and thia nurbcr increala! $onthly and ia rttribut.d to tho hard york of tha d.p!rt!€nt'a vErioua unlta, rr ,all ar ou! outrarch Ln parron and on aocial lrcdia.

Churchos: on-going drive bys of alf churches throughout the city voluntee!/Reserve/Explorer Units/Misc: N/A
J- -t
.:"f",+
Police
73 Victim Assistance Advocate activity report- C. Zamudio July 28rh 202S-August 18tt' 2025
Referral Services:04
On-scene crisis response: 03
Meetings:00
Victim Advocate Training: 04
Schools visited: 00
Other Details: 13
TOTAL:39
Community Outreach:07
Follow ups:08
74 Soledad Police Department
Departrnent Activity Report
CSO: ESCARSEGA Jan. Feb. March Ap.il May Jrrne July Aug. Sepr Oct. Nov. Dec Abandoned Vehicle s
72-Hour Tag: Public
0 I 4
6 23 21 16
72-Hour Tag: Private
0 00
60200
Ve hicles Towed
000
200 I 2
Tota.l AV Contacts
000 t2
6 25 23 180000
Commercial Enforcement
Commercial Enforcement Contacts
000
00 0
0 0
0000
Animal Control
Dog Licenses Issued
0 I 0 I 610
Dogs [n Custody
00 2
337
6 0
Other Animals In Custody
000
0000 I
Animal Bites
100
000 I 2
SPCA Transport
00 30
o1
0 .) Deceased Animals 0 0 0
020
Citations
10 000
0 00
Warning Citations
000
000
0 0
Breeding License Applications
000
00000
Contacts regarding Breeding
000
0 0
1 0
Total Animal Control Contacts
2 2
6 16 t2
0 Municipal Code Violations
Complaints 24
1 20 50
0 55 40 53
Wamings
0d
0 I 0
Citations
727
700
0 0
Total Municipal Code Contacts 32 27 55 53
000
Calls for Service
Other Calls for Service 37 28 30 6l0 25 57 44
Total Calls for Service 7t 30 59 139 t2 t2l 133 ll8
0000
IIII IIII rITI

IIII IIII IIII IIII IIII IIII ITII IIII IIII IIII

IIII IIII IIII
IIII
0 0
2 60
0 lo l4ll
0 6
3 0 010
0 0
ol
ol
110
75 Soledad Police Departrnent
Departnent Activity Report
CSO:AI,EIANDRE Jan. Feb. Ap.il Mav July Aw. OcL Dec,
Abandoned Vehides
7?Hour Tag: Public
6 20 25 43 t7
7?Hour Tag: kivate
000
039 I
Vehicles Towed000
0 2
Total AV Contacts0 I 22 34 JI 20000
Commercial Enforcement
Commercia.l Enforcement Conacts
0 U
0 0000
0 0
Animal Contol
Dog Licenses Issued00
0 7 I 5
Dogs In Custody00 13
7 l062
Other Animals In Crutody
000
000
Animal Bircs
00 3141
SPCA Transport02
9344 I
Deceased Animals000 I 2 I
Citations I 000
Waming Citations000
00 U
Breeding Liccnse Applications
000
0000
Contacts regarding f, lg6ding
000
0000
Toal Animal Conrol Contacb
25 34 22 18 2l l3
000
n
Municipal Code Violations
Complaints
0 I 0
9 456 I
WarninSs000 I
Citations0
0 15
90 I 0
Totat Municipal Code Conace I I 25 l55 l3 I 0
00 Calls for Service
Other Calls for Sewice 148 tt7 38 56
Total Ca]ls for Service
0 188 104 147 64
0 0
0 IIII IIII IIII
IIII IIII IIII IIII IIII IIII IIII IIII rIII IIII
IIII
Nov.
60 58
2 0 I 2
c) I 0 0 0 0 I
229
March June Sepu
OIT lo 6 ls 6 t3
0 0 010
=TTs
olo l o |
2 0
lo
2lo 16lo l
lo
0 OTT 22 30
It 34
0 76
Soledad Police Deparbnent
Deparmeft Activity Report
Aw. Sepg Oct Nov. Dec. GSO: P. CclEra Jan. Feb. Mar€h April May June July Abandoned Vehicles
72Hour Tag: Public l3
0 I r8 t7 l5 l9 l9
72-Hour Tag: hirarc
000
5 2033
Vehides Towed
0 2 I 2
Total AV
3 24 2l t7 95 270000
Commercial Enforcement
Commercial Enforccment Contacts
5 0
4 2000
0 00
0 0
Animal Conrol
Dog Liccnscs Issued
0 00
00 0
Dogs In Custody
00 0
0003 I
Other Animals In Custody I 0
0 02000
Animal Bitcs
00 0 I I 0
00 SFCA Transport I 0
0 I 0 I I
Deceased Animals
0000 I 3 I
Ciations
0 00
00 0
Waming Citarions
0 00
0000
0 Brceding Liccnse Applications
0 0
000
Contacts reSarding 3rc€din
g000
0 000
Toal Animd Contol Conacts
704
5 I 8
300
0 0
Muaicipal Codc Violations
Complaint
0 6
62 l58
Waningr t2
02 I I 02
Citarions 33
078 l3
Total Municipal Code Conacts 50 l5 34 t4 23
00 0
Calls for Servicc
Other Calls for Service t4 27
Toal Calls for Service 80 43 56 80
0 IIII IIII IIII

IIII IIII IIII IIII IIII IIII IIII IIII IIII IIII

IIII IIII IIII
IIIII I 5
35 I 0
200
0 000
0 39
l8I
l5
0 26 65 010
0 0 ll 93
0 8
5 4
18 lo
2 77
6ty ot Soledad
Credlt Ca.d Purahase Lo8
C.edit C-i.d Xolde.I{ame :

Statement Closlng Date:
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August 6, 2025
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78 SUBJECT: Fire Department Activity Report - August 2025 TO: Honorable Mayor Velazquez and City Council
FROM: Jason Luckenbach, Fire Department Battalion Chief

COUNCIL COMMUNICATION
THROUGH: Megan Hunter, City Manager

MEETING
DATE: September 3, 2025
Activity Report - August 2025 - Fire Department
AGENDA ITEM NO. 8.
79 Station 37 - Call Volume
29 120
15 7
3 174
16 118
19 12
5 170
0 20 40 60 80 100 120 140 160 180 200
Fires
Medicals
Traffic Accidents
Hazardous Conditions
Public Service Assists
Total Calls (Last 30 days)
Fires Medicals Traffic Accidents Hazardous
Conditions
Public Service
Assists
Total Calls
(Last 30 days)
Current 16 118 19 12 5 170
2024 29 120 15 7 3 174
JULY 19TH - AUGUST 19TH
Current 2024
80 City of Soledad Fire Department
525 Monterey Street, Soledad, CA 93960

STAFF REPORT
August 21st, 2025

To: Mayor and City Council
From: Jason Luckenbach, Battalion Chief
Subject: Activity Report – August 2025
BUSINESS INSPECTIONS / PRE-PLANS:
 (9) Life/Safety Business Inspections have been completed  (4) Re-Inspections completed
HYDRANT TESTING:
 (4) Hydrants Tested in the month of March
TRAINING:
 August – Multiple on-going trainings utilizing the new ladder truck 81 OPERATIONS:
 Engine 37 New Motor has been delivered and is being installed….

PUBLIC RELATIONS:
 August 14th, 2025 – Station Crew attended the Budget Lunch & Learn at the Community Center regarding the City budget.
 August 1th, 2025 – Station Crew attended the Commercial Kitchen Ribbon Cutting event at the Community Center
INCIDENTS:
 No Significant Incidents to Report
82 SUBJECT: Resolution No. 6280, A Resolution of the City Council of the City of Soledad Authorizing the City Manager to Execute Amendment No. 2 to the Professional Services Agreement with Benitez Security Services, Inc., Extending the Contract Term Through October 31, 2025, and Increasing the Total Contract Amount to an Amount Not to Exceed $127,792 TO: Honorable Mayor Velazquez and City Council
FROM: Beatriz Trujillo, Community and Economic Development Director MEETING DATE: September 3, 2025

CITY OF SOLEDAD

STAFF REPORT
THROUGH: Megan Hunter, City Manager
AGENDA ITEM NO. 9.

Recommendation
It is recommended that the City Council adopt Resolution No.6280, “Authorizing the City Manager to Execute Amendment No. 2 to the Professional Services Agreement with Benitez Security Services, Inc., Extending the Agreement Term Through October 31, 2025, and Increasing the Total Contract Amount to an Amount Not to Exceed $127,792” for continued provision of 24-hour unarmed security services at the ERF Provisional Encampment.

Executive Summary
The City of Soledad entered into a contract with Benitez Security Services, Inc. in May 2025 to provide 24-hour unarmed security at the ERF-3 Provisional Encampment Site located at 990 Los Coches Road.

On July 16, 2025, the City Council approved Amendment No. 1, extending the contract through September 28, 2025, and increasing the not-to-exceed amount to $100,224.

To ensure uninterrupted coverage through the transition period to the new Interim Housing Site, staff recommends approval of Amendment No. 2, which:

Extends the contract term by five additional weeks, through October 31, 2025 Increases the contract amount by $26,800 for continued security services Covers holiday pay rate adjustments unaccounted for in May (Memorial Day) and July (Independence Day), totaling $768 (48 hours × $16/hour difference) With this amendment, the contract’s new not-to-exceed total will be $127,792. The amendment will be fully funded through ERF-3 grant funds, with no impact on the City’s General Fund.

Background
The Encampment Resolution Funding (ERF) Program was established in 2022 under Chapter 7 of Part 1 of Division 31 of the California Health and Safety Code (sections 50250 et seq.) to support local 83 jurisdictions in resolving encampments and transitioning individuals into safe and stable housing. In March 2023, Round 3 of the ERF Program (ERF-3) was authorized and funded statewide with $400 million. On January 17, 2024, the City Council authorized staff to partner with the County of Monterey to jointly develop and submit an ERF-3 application. On April 18, 2024, the County of Monterey was awarded $4,726,964 for the Salinas River/Soledad Encampment Project, with $2,691,087.60 subgranted to the City of Soledad to develop an Interim Housing Site and provide related services.

In February 2025, due to significant health and safety concerns, the riverbed encampment required provisional relocation to 990 Los Coches Road while the development of the Interim Housing Site is in progress. The County awarded the City an additional $193,331.60 to support provisional relocation and operational costs. As part of this effort, the City entered into an agreement with Benitez Security Services, Inc. on May 20, 2025, for 24-hour unarmed security services at the ERF-3 Provisional Encampment Site. Benitez Security has provided consistent coverage, maintaining participant safety, supporting compliance with site rules, and ensuring the security of nearby residents and businesses.

Amendment No. 1 extended the contract to September 28, 2025, and increased the contract amount to $100,224.

Review & Analysis
Approval of Amendment No. 2 is necessary to:

Extend the contract term by five weeks, through October 31, 2025, at a cost of $26,800 to ensure continuous 24-hour coverage during the transition to the Interim Housing Site.

Provide retroactive coverage for unbudgeted holiday premium pay, totaling $768 for Memorial Day and Independence Day.

The development of the modular Interim Housing units is currently underway, but progress has been slower than originally anticipated in order to ensure full compliance with stormwater management, drainage requirements, and fire code regulations. Until the Interim Housing Site is completed and operational, security at the provisional site remains essential.

Benitez Security Services has demonstrated reliability and effectiveness in providing site security and maintaining stability among participants. Their continued presence is critical until participants can relocate to the modular Interim Housing Site. Once the Interim Housing Site becomes operational, the need for 24-hour on-site security is expected to decrease significantly as individuals move into a more structured, service-supported environment. All other terms and conditions of the original agreement remain unchanged.

Financial Considerations
Amendment No. 2 will continue to be fully funded through ERF-3 grant funds. No General Fund dollars will be used.

Alternatives
Approve Amendment No. 2 to the Professional Services Agreement with Benitez Security Services, Inc. (Recommended)
Do not approve Amendment No. 2. This alternative is not recommended, as it would result in a lapse in security services at the ERF-3 Provisional Encampment Site. 84 Resolution No. 6280
Exhibit A
Attachment A
Attachment B
Attachment C
Planning/CEQA
Not a Project the City of Soledad has determined that the proposed action is not a project as defined by the California Environmental Quality Act (CEQA) (CEQA Guidelines Section 15378).

Public Notice Requirements
Not Required
Attachment(s):
85 RESOLUTION NO. 6280

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SOLEDAD AUTHORIZING THE CITY MANAGER TO EXECUTE AMENDMENT NO. 2 TO THE

PROFESSIONAL SERVICES AGREEMENT WITH BENITEZ SECURITY SERVICES, INC., EXTENDING THE CONTRACT TERM THROUGH OCTOBER 31, 2025, AND

INCREASING THE TOTAL CONTRACT AMOUNT TO AN AMOUNT NOT TO EXCEED $127,872
WHEREAS, in 2022, the State of California established the Encampment Resolution Funding (ERF) Program to increase collaboration between the California Interagency Council on Homelessness (CAL-ICH), local jurisdictions, and Continuums of Care (CoCs) to address homelessness and encampment issues in a coordinated and data-driven manner; and WHEREAS, the City of Soledad partnered with the County of Monterey to develop and submit a joint application for Round 3 of the ERF Program (ERF-3), which was awarded to the County in April 2024, and subsequently resulted in a sub-grant to the City of Soledad in the amount of $2,691,087.60 for the development of an Interim Housing Site and associated services; and WHEREAS, to ensure the safety and stability of individuals temporarily relocated to the ERF-3 Provisional Encampment Site at 990 Los Coches Road, the City entered into a Professional Services Agreement with Benitez Security Services, Inc. on May 20, 2025, for the provision of 24-hour unarmed security services; and
WHEREAS, on July 16, 2025, the City Council approved Amendment No. 1, extending the contract term through September 28, 2025, and increasing the contract amount by $54,144 for a new total not to exceed $100,224; and
WHEREAS, the development of the modular Interim Housing units is underway, but progress has been slower than anticipated in order to ensure compliance with stormwater, drainage, and fire code regulations, thereby requiring the continuation of 24-hour site security; and WHEREAS, to ensure uninterrupted coverage during this transition period, Amendment No. 2 will extend the contract term through October 31, 2025, and increase the contract amount by $27,648 for a new total not to exceed $127,872; and
WHEREAS, all other terms and conditions of the original Agreement shall remain in full force and effect; and
WHEREAS, this action will be fully funded through Encampment Resolution Funding Round 3 (ERF-3) grant funds, without impacting the City’s General Fund.

WHEREAS the proposed action is not a project under the California Environmental Quality Act (CEQA) as defined by CEQA Guidelines Section 15378. 86 NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Soledad that the Council approves Amendment No. 2 to the Professional Services Agreement with Benitez Security Services, Inc., a copy of which is attached hereto as Exhibit A and by this reference incorporated herein, increasing the total contract to a not to exceed amount of $127,872, and authorizing the City Manager to execute the same on behalf of the City of Soledad.

PASSED AND ADOPTED by the City Council of the City of Soledad at a regular meeting duly held on the 3
rd of September 2025 by the following vote:

AYES, and in favor thereof, Councilmembers:

NOES, Councilmembers:

ABSENT, Councilmembers:

ABSTAIN, Councilmembers:

ANNA M. VELAZQUEZ, Mayor
ATTEST:

MEGAN HUNTER, City Clerk
87 EXHIBIT A

Page 1 of 1 ends

September 3, 2025
CONTRACT AMENDMENT NUMBER 2
TO THE CONTRACT TITLED:

PROFESSIONAL SERVICES AGREEMENT BETWEEN THE CITY OF SOLEDAD AND BENITEZ SECURITY SERVICES, INC.

This Contract Amendment No. 2 (“Amendment”) is made with reference to the Professional Services Agreement executed on May 20, 2025, by and between the City of Soledad (“City”) and Benitez Security Services, Inc. (“Contractor”) for the provision of 24-hour unarmed security services at the ERF Provisional Encampment Site located at 990 Los Coches Road, Soledad, CA.

The original agreement was authorized for an amount not to exceed $46,080 and had a termination date of July 20, 2025. On July 16, 2025, the City Council approved Amendment No. 1, extending the contract term through September 28, 2025, and increasing the contract amount by $54,144 for a new total not to exceed $100,224.

This Amendment No. 2 hereby modifies the Agreement as follows:

1. Term Extension: The term of the Agreement is extended through October 31, 2025.

2. Contract Amount: Compensation is increased by $27,648, for a new total not to exceed amount of $127,872.

All other terms and conditions of the original Agreement shall remain in full force and effect.

Megan Hunter Jesus H. Benitez
City Manager Chief Executive Officer
City of Soledad Benitez Security Services, Inc.
88 Attachment A
89 90
91 92
93 94
95 96
97 98
99 100
101
102
103
Attachment B

Page 1 of 1 ends

July 16, 2025
CONTRACT AMENDMENT NUMBER 1
TO THE CONTRACT TITLED:

PROFESSIONAL SERVICES AGREEMENT BETWEEN THE CITY OF SOLEDAD AND BENITEZ SECURITY SERVICES, INC.

This Contract Amendment No. 1 (“Amendment”) is made with reference to the Professional Services Agreement executed on May 20, 2025, by and between the City of Soledad (“City”) and Benitez Security Services, Inc. (“Contractor”) for the provision of 24-hour unarmed security services at the ERF Provisional Encampment Site located at 990 Los Coches Road, Soledad, CA.

The original agreement was authorized for an amount not to exceed $46,080 and had a termination date of July 20, 2025.

This Amendment hereby modifies the Agreement as follows:

1. Term Extension: The term of the Agreement is extended through September 28, 2025.

2. Contract Amount: Compensation is increased by $54,144, for a new total not to exceed amount of $100,224.

All other terms and conditions of the original Agreement shall remain in full force and effect.

Megan Hunter Jesus H. Benitez
City Manager Chief Executive Officer
City of Soledad Benitez Security Services, Inc.
104
Attachment C
Benitez Security Services
Scope of Services
ERF Provisional Encampment Site – 990 Los Coches Rd., Soledad, California

1. Scope of Work
Benitez Security Services, Inc. shall provide unarmed security services at the designated ERF site located in Soledad, California. The services shall be delivered in accordance with the terms and expectations outlined below:
 Position: One (1) Unarmed Security Officer
 Coverage: 24 hours per day, 7 days per week (24/7)
 Duties: Observe and report; enforce client policies as directed; uphold local laws to the best of ability and within the scope of authority; provide a security presence to deter unauthorized access or activity.

Benitez Security Services shall deploy personnel who are fully trained through the company's in-house program and licensed per California State requirements. Officers are expected to maintain a professional demeanor and provide excellent customer service at all times.

2. Staffing and Rates
- Standard Hourly Rate: $32.00 per hour (Local City Rate) - Weekly Cost (1 officer): $5,376.00
- Optional: Two (2) Officers — Weekly Cost: $10,752.00

3. Holiday Rate
- Holiday Hourly Rate: $48.00 per hour
- Additional costs for holiday service will be reflected in the weekly/monthly invoices accordingly.

4. Disclaimers
- This scope does not include a formal security plan or analysis. Benitez Security Services has not been contracted to perform a site security assessment. - All services will be provided based on the information and needs communicated by the client.
- Benitez Security Services will use best efforts and standard industry practices to fulfill duties and uphold client expectations within the law.

5. Contact Information
Jesus H. Benitez, CEO
Benitez Security Services, Inc.

PPO License No. 121519
Phone: (831) 585-2909
105
SUBJECT: Resolution No. 6282, A Resolution of the City Council of the City of Soledad Approving the Classifications and Establishing Salary Ranges for the Information Technology Manager and Project Manager Positions
TO: Honorable Mayor Velazquez and City Council
FROM: Fran Uy, Human Resources Manager and Megan Hunter, City Manager MEETING DATE: September 3, 2025

CITY OF SOLEDAD

STAFF REPORT
THROUGH: Megan Hunter, City Manager
AGENDA ITEM NO. 10.

Recommendation
It is recommended that the City Council consider and adopt Resolution No.6282, "A Resolution of the City Council Approving the Classifications and Establishing Salary Ranges for the Information Technology Manager and Project Manager Positions."
Executive Summary
As part of the FY 2025–26 budget, staff proposed key staffing adjustments, including converting the Information Technology Director position to an Information Technology Manager and reclassifying an Assistant Engineer in Public Works to a Project Manager. While these changes were incorporated into the budget, separate action is required to formally establish the classifications and salary ranges.

For Information Technology, staff determined that given the City’s size and reliance on outside consultants for more complex projects, an IT Manager position is more appropriate than a Directorlevel role.

In Public Works, the City had previously underfilled the Associate Engineer position with an Assistant Engineer. However, with increasing construction activity and staff taking on higher-level responsibilities such as bid preparation, contract oversight, and construction management, the Project Manager classification is a better fit for current operational needs.

Overall, these changes will allow the City to reduce its dependence on contractors, improve efficiency, and save costs while better aligning staff capacity with the City’s workload.

Background
On June 18, 2025, the City Council approved the Fiscal Year 2025–2026 budget. As part of the 106
discussions, staff noted that the Information Technology Director position would be underfilled with an IT Manager, with the resulting savings redirected to consultant support for major projects such as the ongoing network server upgrades. No budget adjustments were required.

Staff also explained that the City’s IT operations have evolved significantly in recent years.

Historically, IT services were provided entirely through managed service contracts. In 2020, the City ended its contract with APEX Technology Management, Inc. and established in-house IT positions.

However, in 2024, both the IT Technician and IT Director resigned, prompting the City Manager to execute a service agreement with Robin Warbey Consulting to support the transition. Robin identified critical vulnerabilities and, with Council approval, continued work in 2025 to stabilize the system and replace network servers. This hybrid approach—combining in-house staff with consultant expertise— has proven to be the most effective model, with the IT Manager position allowing resources to be redirected toward specialized consultant services.

At the same budget meeting, staff also recommended reclassifying the Assistant Engineer position to Project Manager. While the salary for this role had already been budgeted at the higher rate, the reclassification was needed to provide additional supervisory capacity and expanded responsibilities in plan review, bidding, and construction management. This change is intended to improve efficiency and reduce reliance on outside consultants.

Review & Analysis
As part of the FY 2025–26 budget, staff proposed two key staffing adjustments: converting the Information Technology Director position to an Information Technology Manager and reclassifying an Assistant Engineer in Public Works to a Project Manager. While these adjustments were incorporated into the budget, separate Council action is required to formally establish the classifications and salary ranges.

Information Technology
Given the City’s size and its continued use of outside consultants for complex projects, staff determined that an IT Manager classification is more appropriate than a Director-level role. The IT Manager will provide technical leadership in planning, managing, and directing technology services for City departments while supporting the City Manager with highly technical and complex administrative tasks. Duties include technology and infrastructure management, department and user support, cybersecurity and risk management, web and communication systems, strategic planning and administration, IT asset management, and cloud and virtualization services.

The IT Director classification will remain in place to provide flexibility to fill a higher-level position in the future if needed. No additional full-time equivalent (FTE) positions are being added for FY 25/26.

The recommended salary range for the IT Manager is Range 62 ($7,759.02 – $9,252.77 per month) of the Mid-Management Salary Schedule. This position is FLSA-exempt and will be placed in the Unrepresented/Confidential group. A draft job description is included as Attachment 1.

Public Works
The City had previously underfilled an Associate Engineer position with an Assistant Engineer.

However, with growing construction activity and the need for expanded responsibilities such as plan review, bid preparation, contract oversight, and construction management, the Project Manager classification is a better fit for current operational needs. 107
Resolution No. 6282
Attachment No. 1 - Draft IT Manager Job Description
Attachment 2 - Draft Project Manager Job Description - Engineering The Project Manager will report to the Public Works Director and oversee capital improvement projects from planning and design through bidding and construction. Responsibilities include managing consultants, reviewing plans and specifications, evaluating bids, coordinating with agencies and stakeholders, preparing reports, and representing the department at Council and Commission meetings.

The position also requires effective public communication and professional collaboration with contractors, utilities, and regulatory agencies.

The recommended salary range for the Project Manager is Range 67 ($8,036.29 – $9,583.43 per month) of the Mid-Management Salary Schedule. This position is also FLSA-exempt and will be placed in the Unrepresented/Confidential group. A draft job description is included as Attachment 2.

This reclassification reflects the City’s original intent to have a higher-level engineering position but, at the time, the recruitment did not yield candidates with sufficient experience. Since then, the Assistant Engineer has gained the necessary expertise, taken on expanded responsibilities with special assignment pay, and successfully reduced reliance on outside contractors by managing projects directly.

Financial Considerations
Approving the proposed IT Manager and Project Manager classifications and salary ranges does not impact the FY 25/26 budget. These actions were considered during the budgetary process.

Alternatives
Adopt the Resolution.

Modify the Resolution..

Do not approve the Resolution and provide other direction.

Planning/CEQA
The proposed reclassifications and establishment of corresponding salary ranges is not considered a project for the purposes of CEQA.

Public Notice Requirements
Not required.

Attachment(s):
108
RESOLUTION NO. 6282

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SOLEDAD

APPROVING THE CLASSIFICATIONS AND ESTABLISHING THE SALARY

RANGES FOR THE INFORMATION TECHNOLOGY MANAGER AND PROJECT

MANAGER POSITIONS
WHEREAS, as part of the FY 2025–26 budget, key staffing adjustments were proposed, including converting the Information Technology Director position to an Information Technology Manager and reclassifying an Assistant Engineer in Public Works to a Project Manager; and WHEREAS, for Information Technology, it was determined that, given the City’s size and reliance on outside consultants for more complex projects, an IT Manager position is more appropriate than a Director-level role; and
WHEREAS, the IT Manager will provide technical leadership in planning, managing, and directing technology services for City departments while supporting the City Manager with highly technical and complex administrative tasks; and
WHEREAS, in Public Works, the City previously filled the Associate Engineer position with an Assistant Engineer; however, with increasing construction activity and higher-level responsibilities such as bid preparation, contract oversight, and construction management, the Project Manager classification is a better fit for current operational needs; and WHEREAS, the Project Manager will report to the Public Works Director and oversee capital improvement projects from planning and design through bidding and construction; and WHEREAS, overall, these changes will allow the City to reduce its dependence on contractors, improve efficiency, and save costs while better aligning staff capacity with the City’s workload; and
WHEREAS, while these changes were incorporated into the budget, separate action is required to formally establish the classifications and salary ranges; and WHEREAS, the proposed reclassifications and establishment of corresponding salary ranges is not considered a project for the purposes of CEQA.

NOW THEREFORE, BE IT HEREBY RESOLVED that the City Council of the City of Soledad hereby:

1. Approves the establishment of the job classifications of Information Technology Manager and Project Manager;

2. Establishes the salary range for the Information Technology Manager at Range 62 ($7,759.02 – $9,252.77 per month; FLSA Exempt) of the Mid-Management Salary Schedule;
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3. Establishes the salary range for the Project Manager at Range 67 ($8,036.29 – $9,583.43 per month; FLSA Exempt) of the Mid-Management Salary Schedule; and

4. Authorizes the City Manager to finalize and implement the job descriptions.

PASSED AND ADOPTED by the City Council of the City of Soledad at a regular meeting duly held on the 3rd day of September 2025, by the following vote:

AYES, and in favor thereof, Councilmembers:

NOES, Councilmembers:

ABSENT, Councilmembers:

ABSTAIN, Councilmembers:

ANNA M. VELAZQUEZ, Mayor
ATTEST:

MEGAN HUNTER, City Clerk
110

INFORMATION TECHNOLOGY MANAGER

DEFINITION
The Information Technology Manager provides technical leadership in planning, supervising, managing, and directing the provision of technology services to city departments and provides highly technical and complex administrative support to the City Manager.

EXAMPLES OF ESSENTIAL JOB FUNCTIONS (Illustrative Only) 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 can perform the essential functions of the job.

Technology & Infrastructure Management
 Maintain availability, security, and integrity of City data, systems, and networks.  Oversee servers, workstations, software applications, security patches, and backups.  Manage hardware and networking equipment, including VPNs, routers, wiring, and remote access.
 Monitor and resolve system performance, failures, and cybersecurity risks.

Department & User Support
 Provide technical support to City staff, including after-hours and on-call assistance.  Support connectivity at all City facilities (City Hall, Police, Fire, Public Works, Community Center, Wastewater Plant, Gateway Center).
 Ensure reliable operation of specialized systems, including Police records, utility billing, timekeeping, permitting, and evidence tracking.
 Provide support for mobile devices, tablets, and other specialized equipment.

Security & Risk Management
 Develop and implement IT security policies, risk management, and disaster recovery plans.  Coordinate with external agencies and vendors (e.g., Monterey County Sheriff, CLETS, SCADA providers) to ensure secure access and compliance.  Manage City’s security camera systems, radios, and related software.

Web, Media & Communication Systems
 Manage the City’s website, social media platforms, and support departmental content needs.
 Ensure reliable operation of multimedia equipment during public meetings.

Strategic Planning & Administration
 Plan and implement new technology solutions to improve efficiency and public service.  Prepare reports, budgets, and recommendations for IT systems and upgrades.  Advise City management and departments on IT needs, policies, and best practices.  Provide excellent customer service and promote innovation and fiscal responsibility.

Attachment 1
111
IT Asset & Inventory Management
 Maintain inventory of IT hardware, software, licenses, and warranties.  Track asset lifecycle and manage upgrades, replacements, and secure disposal.

Cloud & Virtualization Services
 Administer Microsoft 365 and related cloud services (Exchange, SharePoint, Teams, OneDrive, Endpoint Management).
 Support virtualization platforms and ensure seamless system integration.

Other Duties
 Perform additional responsibilities as assigned.

QUALIFICATIONS
Knowledge of:
 Principles, applications, and techniques of database management.  Computer systems design, programming, and operations.  Computer hardware and software systems planning and technical support functions.  Data, telephony and radio communications networks.
 Technical infrastructure of internet and intranet environments.  Principles and practices of business and public administration.  Microsoft 365 administration, including Exchange Online, SharePoint, Teams, OneDrive, and Azure AD.
 Software licensing models and subscription management (e.g., Microsoft, Adobe, antivirus, endpoint protection).
 Cloud computing platforms and services, especially Microsoft Azure and related hybrid environments.
 Information security principles, cybersecurity best practices, and regulatory compliance (e.g., CJIS, HIPAA, NIST).
 Backup and disaster recovery planning, including cloud-based and on-premises solutions.  IT asset lifecycle management, including procurement, inventory, and end-of-life strategies.  ITIL or other IT service management frameworks.

Ability to:
 Perform a broad range of supervisory responsibilities over others.  Establish a plan for and use of technical and staff resources.  Communicate orally in the English language with customers, clients, and the public, using a telephone or in a one-on-one or group setting.
 Produce written documents in the English language with clearly organized thoughts, and with proper sentence construction, punctuation, and grammar.  Review or check the work products of others to ensure conformance to standards.  Comprehend and make inferences from written material.  Administer and maintain cloud-based productivity tools, including managing permissions, policies, and user support.
 Oversee licensing and billing for software subscriptions, ensuring cost-effective and compliant use.
 Troubleshoot and resolve complex technical issues across multiple systems and platforms. 112
 Analyze IT needs and recommend solutions that align with organizational goals and budget constraints.
 Lead cross-functional IT projects and implement new technologies effectively.  Develop, document, and enforce IT policies, procedures, and security protocols.  Train non-technical staff on technology tools and ensure user adoption.  Stay current with emerging technologies and evaluate their relevance for the organization.

Education and Experience:

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

Three years of experience in the information technology field, managing IT operations or programs, and a bachelor's degree in business or public administration, computer sciences, or a related field. Other combinations of experience and education that meet the minimum requirements may be substituted.

Bilingual - English/Spanish preferred but not required.

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. Standing in work areas and walking between work areas may be required, including working in confined spaces to install and repair equipment. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard, typewriter 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. Employees must possess the ability to lift, carry, push, and pull materials and objects necessary to perform job functions.

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.
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Attachment 2
CITY OF SOLEDAD Approved: 9/3/25
FLSA: EXEMPT

ENGINEERING PROJECT MANAGER

DEFINITION
Under direction, performs complex professional project management; manages consultants and programs during planning, design, bidding and construction phases of a variety of capital improvement projects; and does related work as required.

SUPERVISION RECEIVED AND EXERCISED
Receives direct or general supervision from the Public Works Director or Designee. May exercise general or project direction over assigned staff.

CLASS CHARACTERISTICS
The Public Works Director, City Engineer, and/or similar positions provide general direction in terms of project objectives and resolution of technical issues or financial constraints. Incumbent is expected to work independently and manage a wide range of projects.

EXAMPLES OF ESSENTIAL JOB FUNCTIONS (Illustrative Only) 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 can perform the essential functions of the job.
 Review specifications for the construction of streets, storm drains, water, sewers, buildings, parks, street lighting and other facilities.
 Review plans, cost estimates and specifications for City projects prepared by consultants.  Check plans, cost estimates and specifications for completeness, obtain bids, and evaluate bid proposals.
 Meet with City, State and other officials to resolve any issues or concerns affecting projects.  Prepare and compile reports.
 Provide information to the public on current and proposed projects.  May represent the department, as assigned, at Council and Commission meetings as well as attend project meetings and conferences.
 Support the relationship between the City of Soledad and the general public by demonstrating courteous and cooperative behavior when interacting with citizens, visitors, and City staff.  Interact with other City departments, federal and state agencies, architects, engineers, contractors, utilities, neighborhood representatives, and the public in a professional manner.  Maintain confidentiality of work-related issues and City information.  Direct, prioritize, coordinate, and monitor projects. 114
Engineering Project Manager

Page 2 of 3 ends

 Manage programs (such as the City's sidewalk repair program).  Coordinate constructability/bid-ability reviews of projects.  Develops and reviews project schedules and ensures projects meet scope, cost and schedule benchmarks.
 Manage on-call contract task orders for design, surveying, and environmental monitoring.  Conduct meetings with contractors, design engineers, and other stakeholders to coordinate projects, and resolve disputes.
 Perform other job-related duties within the scope of this job classification as assigned.

QUALIFICATIONS
Knowledge of:
 Principles and practices of supervision, including resource management.  Project management, schedule, budget preparation, and tracking.  Regulations, ordinances, and standards governing public works projects.  Public works contracting laws and regulations.
 Environmental regulations, including CEQA, Section 401 and 404 Permits, MS4 storm water regulations, and noise ordinances.
 Cost estimating and construction scheduling.
 ADA standards and requirements.
 Basic mathematics, including algebra, geometry, and trigonometry.  Serve as team leader in organizing, coordinating, and prioritizing multiple projects.  Administer construction contracts, consultant services agreements, and vendor purchase orders.
 Check and interpret drawings, specifications, and technical reports.  Prepare progress reports and project correspondence.
 Use computer software programs for project and budget tracking, correspondence and spreadsheets.
 Comply with federal aid and other grant funding requirements.

Skill in:
 Reviewing plans and specifications, and cost estimates.  Preparing comprehensive reports.
 Technical writing.
 Preparing Gantt charts and budgets.
 Leading and coordinating projects.
 Evaluating competing priorities and adjust in workflow to meet deadlines.

Education and Experience:

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

An undergraduate (4-year BA/BS level) degree in construction management, civil engineering, land surveying, architecture, or related technical field plus a minimum of three (3) years' experience in engineering or construction having responsibility for project management. 115
Engineering Project Manager

Page 3 of 3 ends

Or:

A qualifying 2-year undergraduate degree (AA/AS level) plus a minimum of five (5) years' experience in engineering or project management, including at least three (3) years of experience in public works.

An equivalent combination of education and experience may be considered.

PHYSICAL DEMANDS
 Standing & Walking – Primarily sedentary classification although standing in work areas and walking in public works sites may be required.
 Sitting - Ability to work in a seated position at a computer station for extended periods of time.
 Lifting - Ability to safely lift up to 35 pounds; this requirement includes bending at knees to facilitate proper lifting techniques.
 Climbing - Ability to ascend 10 ft. or more up ladder(s).  Manual Dexterity - Ability to perform multiple work activities requiring a significant level of physical and mental coordination, such as accurate field measuring, repair and calibration of instruments, operating a computer keyboard; copying, and adding machines.  Visual – Ability to read printed materials and view a computer screen for long periods.  Hearing and Speech - Ability to communicate in person, before groups, and over the telephone.  Mobility – Ability to work in a standard office setting and operate a motor vehicle to visit various meeting sites, reach, carry, push, pull, stoop, and bend.  Reflexes - Ability to quickly and automatically respond to emergency and safety situations.  Ability to function in confined spaces and/or hazardous environment.  Wear and operate in protective equipment as assigned, when working in hazardous or potentially hazardous conditions, including but not limited to head protection, eye protection, respiratory protection, hand protection, foot protection, knee protection, and full body protection.

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. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures. 116
SUBJECT: Resolution No. 6279, a Resolution of the City Council of the City of Soledad Approving and Authorizing the City Manager to Execute a License Agreement Between the City of Soledad and Specialty Construction, Inc. for the use of 540 Gabilan Drive (APN: 022-441-016) as the Construction Staging Yard for the Soledad Recycled Water Conveyance Project
TO: Honorable Mayor Velazquez and City Council
FROM: Alex Ramos, Assistant Engineer & Don Wilcox, Public Works Director MEETING DATE: September 3, 2025

CITY OF SOLEDAD

STAFF REPORT
THROUGH: Megan Hunter, City Manager
AGENDA ITEM NO. 1.

Recommendation
It is recommended that the City Council of the City of Soledad Consider and Adopt Resolution No. 6279, “A Resolution of the City Council of the City of Soledad Authorizing the City Manager to Execute a License Agreement Between the City of Soledad and Specialty Construction, Inc. For the Use of 540 Gabilan Drive (APN: 022-441-016) as the Construction Staging Yard for the Soledad Recycled Water Conveyance Project”.

Executive Summary
Specialty Construction, Inc. (SCI) is now ready to commence the construction of the highly anticipated Recycled Water Conveyance Project (“Project”). SCI will need a temporary staging yard for the storage and safekeeping of equipment, materials, and soil spoils. Both SCI and City Staff have been coordinating to identify a suitable staging yard location within the City, and after careful review and consideration, it was determined that 540 Gabilan Drive is the most viable option considering its centralized location. The City greatly benefits from having the Contractor utilize a city-owned property as opposed to a privately owned property so that the City has control over the location of materials, equipment, and spoils, which helps minimize impacts to both traffic and residents. The proposed license, which is non-exclusive, will also allow the City to conduct necessary testing and other related activities associated with the City’s effort to eventually use the involved parcel of land for the development of housing. As such, staff is recommending that the City Council consider and adopt a resolution approving the proposed License Agreement with SCI for the use of 540 Gabilan Drive as the staging yard for the Project.
117
Background
When local agencies, such as the City of Soledad, undertake city projects, the involved contractors mobilize into the city and often establish a temporary staging yard for equipment and materials storage and safekeeping. Typically, the staging locations selected are under the ownership of the agency and the Contractor must agree to a set of conditions to be granted use of the property. Once the project is completed, the site is returned to the City in as good or better condition than when it was originally. A recent example of this was during the Front Street Maintenance Project in which Monterey Peninsula Engineering (MPE) was given access to utilize the vacant lots found along Front Street between the Ace Hardware and Cesar Chavez Park. MPE ensured the staging yard area was cleaned, graded, and improved before ultimately returning the site back to the City.

On May 21, 2025, the City Council approved a construction services contract with Specialty Construction, Inc. in the amount of $13,780,764.80 for the Construction of the Soledad Recycled Water Conveyance Project and concurrently a construction services contract change order in the deductive amount of -$1,504,419.05, for a total net contract approval amount of $12,276,345.75, plus a $650,000 construction contingency for a total not to exceed amount of $12,926,345.75.

Since the contract's approval, SCI has diligently worked to wrap up other commitments to ensure adequate resources are dedicated to the Recycled Water Conveyance Project. The contractor has informed City Staff of their intent to begin mobilization and construction shortly after. SCI and City Staff have been coordinating to identify suitable staging yard locations within the City, including areas at the Water Reclamation Facility.

Review & Analysis
Given that the Recycled Water Conveyance Project (“Project”) extends throughout the City, 540 Gabilan Drive was determined by both SCI and City Staff to be the best choice given its centralized location. SCI and Staff did consider utilizing two other properties along Gabilan Drive to serve as potential sites, the vacant parcel located at the intersection of San Vicente & Gabilan Drive (APN: 022- 351-018), and the vacant parcel at the intersection of Orchard Ln & Gabilan (APN: 022-441-014). Both vacant parcels are privately owned and despite attempts to contact each respective owner, the contractor did not receive any responses, thus leaving 540 Gabilan as the most viable option. A site map is attached for reference as Attachment 1.
540 Gabilan is a vacant and undeveloped property that the city recently purchased with the goal of developing it into affordable housing. City staff has drafted a Request for Qualifications (RFQ) to solicit a developer to build the required affordable housing and expects to issue the RFQ on or before September 5th. Entering into this License Agreement between the City and SCI will not interfere with any plans or timelines for developing the property. Once a developer is identified, it will take at least two years to develop shovel-ready plans and secure financing before breaking ground. By then, the Recycled Water Project will be complete. The License Agreement includes provisions that allow the city to terminate the agreement earlier if needed to support a future housing development.

Utilizing 540 Gabilan Drive as the staging yard ultimately benefits the City. This location will minimize impact to both traffic and residents, ensure oversight of materials and equipment stored onsite, and avoid the risks that may be associated with private lease agreements. The fact that the 540 Gabilan site is available for immediate use would also enable the Project to continue moving forward and meet the strict deadlines tied to the grant funding. 118
Resolution No. 6279
Exhibit A
Attachment 1 - Proposed Staging Yard Reference Map
Staff has prepared a License Agreement (the “License”) for the use of 540 Gabilan. The License outlines a list of conditions to which the Contractor must agree, including but not limited to:

Contractor shall be responsible for monitoring, reporting, and remediation of any vehicle leaks, chemical spills, or other hazardous materials on the property.

The License will be non-exclusive, allowing the City to conduct on-site environmental tests and to engage in other on-site activities associated with the future sale of the property to a housing developer.

Contractor is responsible for adequately securing the property, including the installation of fencing along the perimeter.

Contractor is responsible for keeping the site clear of weeds and debris.

Contractor is responsible for rough grading of the site.

Contractor acknowledges that the City retains the right to issue a 30-day notice to vacate the property in the event the property is to be sold.

The License will also contain standard legal provisions recommended by the City Attorney. A copy of the draft is attached as Exhibit A. Upon approval and execution of the License, SCI will be authorized to mobilize and start using the site.

Financial Considerations
Approving the License Agreement will not result in a cost to the city or the contractor. In fact, if the lot remains vacant, the city would continue to incur costs for fencing and ongoing maintenance.

Alternatives
Approve the License Agreement as presented; or
Modify and approve the License Agreement; or
Do not approve the License Agreement. This is not recommended, as 540 Gabilan Drive is the most practical option to ensure adherence to the strict timeline for the Recycled Water Conveyance Project.

Planning/CEQA
The proposed License Agreement and therefore use of 540 Gabilan Drive is categorically exempt under Class 4 Minor Alterations to Land, having met the qualifying criteria provided under CEQA Guidelines Section 15304. Class 4 consists of minor public or private alterations in the condition land, water, and/or vegetation which do not involve the removal of healthy, mature, scenic trees except for forestry and agricultural purposes. Section 15304 provides some examples, but not limited to, minor temporary use of land having negligible or no permanent effects on the environment.

Public Notice Requirements
None required.

Attachment(s):
119
RESOLUTION NO. 6279

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SOLEDAD

APPROVING AND AUTHORIZING THE CITY MANAGER TO EXECUTE A

LICENSE AGREEMENT BETWEEN THE CITY OF SOLEDAD AND SPECIALTY CONSTRUCTION, INC. FOR THE USE OF 540 GABILAN DRIVE (APN: 022-441-016)

AS THE CONSTRUCTION STAGING YARD FOR THE SOLEDAD RECYCLED

WATER CONVEYANCE PROJECT
WHEREAS, local agencies, such as the City of Soledad, undertake city projects, contractors mobilize into the city and often establish a temporary staging yard for equipment and materials storage and safekeeping; and
WHEREAS, the staging locations are typically under the ownership of the agency, and the Contractor must agree to a set of conditions to be granted use of the property; and WHEREAS, on May 21, 2025, the City Council approved a construction services contract with Specialty Construction, Inc. (SCI) in the amount of $13,780,764.80 for the Construction of the Soledad Recycled Water Conveyance Project and concurrently a construction services contract change order in the deductive amount of -$1,504,419.05, for a total net contract approval amount of $12,276,345.75, plus a $650,000 construction contingency for a total not to exceed amount of $12,926,345.75; and
WHEREAS, SCI and City staff have been working together to identify suitable staging yard locations within the City, including areas at the Water Reclamation Facility; however, since the Recycled Water Conveyance Project extends throughout the City, 540 Gabilan Drive was determined to be the best choice due to its central location; and WHEREAS, 540 Gabilan Drive is an existing vacant and undeveloped property that the City recently purchased with the intent of developing the lot into affordable housing, and City Staff have drafted a Request for Qualifications to identify a developer to construct the affordable housing; and
WHEREAS, entering into this License Agreement will not impact any future plans the City has for the development of 540 Gabilan Drive as it will take a couple of years to develop shovel-ready plans and secure financing to break ground on an affordable housing project; and WHEREAS, utilizing 540 Gabilan as a staging yard ultimately benefits the City by helping to reduce traffic and resident impact, providing oversight of stored materials and equipment, and avoiding risks linked to private lease agreements.

WHEREAS, by entering into a License Agreement, the City ensures the 540 Gabilan Drive property is safeguarded and formally memorializes the conditions the contractor must adhere to for the use of said property, in addition to containing legal provisions recommended by the City Attorney; and
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WHEREAS, staff recommends the City Council consider and approve this resolution and therefore the approval of the proposed License Agreement with SCI to allow use of 540 Gabilan Drive as a staging yard for the Recycled Water Conveyance Project; and WHEREAS, the approval of the License Agreement will not result in a cost to the City or the Contractor; and
WHEREAS, the proposed License Agreement and therefore use of 540 Gabilan Drive is categorically exempt under the Class 4 Minor Alteration to Land, having met the qualifying criteria provided under CEQA Guidelines Section 15304; and
NOW THEREFORE, BE IT HEREBY RESOLVED, by the Council of the City of Soledad that the “License Agreement” between the City of Soledad and Specialty Construction Inc., a copy of which is attached hereto as Exhibit “A” and by this reference incorporated herein, in substantial form and content, is approved. Upon completion to the satisfaction of the City Manager and the City Attorney, the Council then authorizes and directs the City Manager to execute the License Agreement on behalf of the City of Soledad.

PASSED AND ADOPTED by theCity Council ofthe City of Soledad at a regular meeting duly held on the 3rd day of September 2025 by the following vote:

AYES, and in favor thereof, Councilmembers:

NOES, Councilmembers:

ABSENT, Councilmembers:

ABSTAIN, Councilmembers:

ANNA M. VELAZQUEZ, Mayor
ATTEST:

MEGAN HUNTER, City Clerk
121
Exhibit A
1 LICENSE AGREEMENT BY AND BETWEEN THE CITY OF SOLEDAD AND SPECIALITY CONSTRUCTION, INC. FOR USE OF PROPERTY FOR TEMPORARY

CONSTRUCTION STORAGE AND RELATED USES
This License Agreement (“Agreement”) is entered into as of this ____ day of August, 2025 (the “Effective Date”) by and between the City of Soledad, a California municipality, (the “City”) and Specialty Construction, Inc, a California Corporation, (“Licensee”). The City and Licensee are referred collectively herein as the “Parties”.

RECITALS
A. The City owns real property located at 540 Gabilan Drive, Soledad, County of Monterey, identified by Accessor’s Parcel Number: 022-441-016000, and as more particularly depicted in Exhibit A, attached hereto and incorporated by reference (“City” ); and
B. Licensee is a California Corporation; and
C. Licensee has been retained as the contractor for City’s Recycled Water Conveyance Project (“Project”); and
D. Licensee desires to use a portion of the City Property (as depicted in the attached Exhibit B, and referred herein as the “License Area”) as a laydown area for storage of construction materials, equipment and spoils for a period of sixteen (16) months, through December of 2026; and
E. The City has determined that the temporary use proposed by Licensee provides a common benefit to the City and Licensee; and F. Licensee understands, agrees, and acknowledges that the City Property is the subject of and will be used for the development of housing, with the ultimate goal of disposition of the same to qualified developer and is anticipated to be the subject of various due diligence testing and inspections in 2025-2026; and G. The City is willing to provide to Licensee a license to use the License Area for the aforesaid purposes, subject to the terms and conditions set forth herein.

AGREEMENT
NOW, THEREFORE, for good and valuable consideration, receipt of which is hereby acknowledged, the Parties agree as follows:

1. Recitals. The recitals above are true and correct, and incorporated by reference as though fully set forth in this Agreement.
122
Exhibit A
2 2. Grant of License. Starting on September __, 2025 (the “Commencement Date”) the City confers to Licensee a revokable, personal, non-exclusive, and nonpossessory privilege to enter upon and use the License Area for the limited purpose of the temporary storage of construction materials, project spoils, equipment, supplies, and processing of materials and spoils associated with the Project, together with the right of ingress and egress from the City Property and subject to the terms, conditions, and restrictions set forth below.
a. This Agreement gives Licensee a license only and notwithstanding anything to the contrary herein, this license does not constitute a grant by the City of any ownership, leasehold, easement, or other property interest or estate whatsoever in the City Property, or any portion thereof.
b. The Parties acknowledge and agree that nothing in this Agreement shall be construed as a lease or establish any rights of tenancy, nor shall this Agreement serve as any evidence of a landlord-tenant relationship.
c. Nothing in this Agreement shall be construed as granting or creating any franchise rights pursuant to any federal, state, or local laws. d. Licensee acknowledges and agrees that neither the City nor any of its elected or appointed officials, directors, employees, agents, or representatives have made, and the City expressly disclaims, any representations or warranties, express or implied, concerning the present or future suitability of the License Area for Licensee’s intended activities.

3. Term of License.
a. Term. The privilege conferred to Licensee pursuant to this Agreement shall be for a “Term” commencing on the
Commencement Date and expiring on December 31, 2026
(“Expiration Date”). Prior to the expiration of this Agreement, the City’s City Manager may, at her sole discretion, extend the Expiration Date for an additional period upon written request of Licensee at least thirty (30) days prior to the Expiration Date.
b. Right of Revocation. Either the City or Licensee may, at its sole option, freely revoke this license and terminate this Agreement at any time without cause or liability, upon thirty (30) days written notice.

Upon any expiration, revocation, or termination, Licensee shall immediately surrender the License Area in the condition required under this Agreement.
123
Exhibit A
3 4. Use of License Area.
a. Authorized Activities on the License Area. Licensee may enter upon and use the License Area solely for the temporary storage of construction materials, project spoils, equipment, supplies, and processing of materials and spoils associated with the Project (“Activities”). Licensee shall not conduct any vehicle maintenance, repair, or other activities on City Property without the prior written consent of the City. Prior to the Commencement Date, Licensee shall submit, for City review and approval, a site plan depicting the License Area, identifying areas to be used for vehicle storage and adequate fire and public safety vehicle access in and through the License Area. b. Alterations. Licensee shall not make any alterations, additions, improvements or other changes on or with respect to the City Property or License Area.
c. Subject to City Uses. The license granted by this Agreement is non-exclusive in nature and the City reserves the right to use the License Area in common with Licensee. The City reserves the right enter into agreement(s) with other parties for use of the City Property. d. Responsibility for Equipment and Materials. Licensee shall be solely responsible for all materials, equipment and vehicles stored by Licensee, its Agents or Invitees (as such terms are defined below) on the License Area pursuant hereto, and the City shall have no duty whatsoever for the materials, equipment, vehicles or any other personal property of Licensee stored on the License Area.

5. Restrictions on Use. Licensee agrees that, by way of example only and without limitation, the following uses of the License Area by Licensee, or any other person claiming by or through Licensee, are inconsistent with the limited purpose of the licensed conferred herein, and are strictly prohibited as provided below:
a. Dumping. Licensee shall not cause or permit the dumping or other disposal in, on, under, or about the City Property of landfill, refuse, Hazardous Material (as defined below) or any other materials, including but not limited to materials that are unsightly or could pose a hazard to the human health or safety, native vegetation or wildlife, or the environment.
b. Hazardous Material. Licensee shall not cause, nor shall Licensee allow any of its Agents or Invitees (as such terms are defined below) to cause, any Hazardous Material (as defined below) to be brought 124
Exhibit A
4 upon, kept, used, stored, generated, released or disposed of in, on, under, or about the City Property, or transported to, from, or over the City Property. Licensee shall immediately notify the City when Licensee learns of, or has reason to believe that, a release of Hazardous Material has occurred in, on, under, or about the City Property. Licensee shall further comply with all laws, rules, regulations, and guidelines requiring notice of such releases or threatened releases to governmental agencies, and shall take all action necessary or desirable to mitigate the release or minimize the spread of contamination. In the event that Licensee or its Agents or Invitees cause a release of Hazardous Material, Licensee shall, without cost to the City and in accordance with all laws, rules, regulations, and guidelines, and using the highest and best technology available, promptly return the City Property to the condition immediately prior to the release. In connection therewith, Licensee shall afford the City a full opportunity to negotiate and participate in any discussion with governmental agencies and environmental consultants regarding any settlement agreement, cleanup or abatement agreement, consent decree, or other compromise proceeding involving Hazardous Material, and any other abatement or clean-up plan, strategy, and procedure. “Hazardous Material” means material that, because of its quantity, concentration or physical or chemical characteristics, is at any time now or hereafter deemed by any federal, state, or local governmental authority to pose a present or potential hazard to public health, welfare, or the environment. Hazardous Material includes, without limitation, the following: any material or substance defined as a “hazardous substance, pollutant or contaminant” pursuant to the Comprehensive Environmental Response, Compensation and
Liability Act of 1980, as amended, 42 U.S.C. sections 9601 et seq., or pursuant to Section 25316 of the California Health & Safety Code or any other federal, state, or local law; a “hazardous waste” listed pursuant to Section 25140 of the California Health & Safety Code; any asbestos and asbestos containing materials whether or not such materials are part of the City Property or are naturally occurring substances in the City Property; and any petroleum, including, without limitation, crude oil or any fraction thereof, natural gas or natural gas liquids, provided, the foregoing shall not prohibit Licensee from conveying vehicles to, from, and across the City Property. The term “release” or “threatened release” when used with respect to Hazardous Material shall include any actual or imminent spilling, leaking, pumping, pouring, emitting, emptying, discharging, injecting, escaping, leaching, dumping, or disposing in, on, under, or about the City Property.
125
Exhibit A
5 c. Nuisances and Non-Interference. Licensee shall not conduct any activities in, on, under, or about the City Property that constitute waste, nuisance or unreasonable annoyance (including, without limitation, emission of objectionable odors, noises, or lights) to the City, to the owners or occupants of neighboring property, or to the public, or that constitute waste or nuisance per se. Licensee shall not conduct any activities in, on, under, or about the City Property that interferes with the City’s business and operations. d. Use of Other City Property. Licensee acknowledges that the license given under this Agreement shall be limited strictly to the License Area. This Agreement does not confer any rights to Licensee to traverse over or otherwise use any other property owned by the City.

6. Covenant to Maintain License Area. In connection with its use hereunder, Licensee shall at all times, at its sole cost, maintain the License Area in a good, clean, safe, secure, sanitary, and sightly condition. Licensee shall not create or permit, nor shall Licensee allow any of its Agents or Invitees to cause or permit, any unsafe conditions on or about the License Area, shall promptly report to the City the discovery of any unsafe conditions, and shall take all actions necessary and reasonably appropriate to correct any unsafe conditions. Licensee shall erect fencing, based upon a plan approved by City, around the License area and maintain as reasonably required by existing conditions all reasonable safeguards for safety and protection, including posting danger signs, placing traffic cones and/or barricades, and other warnings as necessary or appropriate with respect to hazards on or about the License Area. Licensee shall also be required to keep the License Area free of weeds and rough graded.

7. Removal or Alteration of Facilities. Without limiting the City’s rights hereunder, Licensee shall promptly, at the City’s written request, alter or remove at Licensee’s sole expense any and all facilities, improvements, plantings, or other property installed or placed in, on, under or about the License Area by Licensee, as may be necessary to avoid any actual or potential interference with any of the City’s business, operations and use of the City Property. In any such written request, the City shall have the right to specify reasonable time limits for completion of the work. If after such written request Licensee fails to complete the requested work within the prescribed time limits, the City shall have the right to perform the requested work and charge Licensee all costs and expenses incurred by the City in performing the work. Such amount shall be due and payable upon the City’s demand.

8. Signs. Licensee shall not place, erect, or maintain any sign, advertisement, banner, or similar object in, on, or about the City Property without the City’s prior written consent, which the City may withhold in its sole discretion.

9. Surrender. Upon the Expiration Date or within thirty (30) days after any earlier revocation or termination of this Agreement, Licensee shall surrender the License Area in the same or better condition as received. At such time, Licensee shall remove all of 126
Exhibit A
6 its property from the License Area and any signs, and upon the City’s request, other structures or improvements permitted hereunder, and shall repair, at Licensee’s sole cost and expense, any damage to the City Property caused by such removal.

Licensee’s obligations under this Section shall survive any termination of this Agreement.

10. Repair of Damage. If any portion of the City Property or any personal property of the City located on or about the City Property is damaged or threatened by any of the activities conducted by Licensee or anyone acting by or through Licensee hereunder, Licensee shall immediately notify the City by electronic mail of such damage or threat.

The City may, but shall not be obligated to, remedy such damage or threat at Licensee’s sole cost and expense, or the City may elect to witness Licensee’s repair work. In the event the City elects not to remedy such damage or threat, Licensee—at its sole cost and expense—shall repair any and all such damage and restore the City Property or personal property to its previous condition subject to the City’s inspection, review, and approval. The City has no responsibility or liability of any kind with respect to any utilities that may be on, in, or under the City Property.

11. Indemnity. Licensee shall indemnify, defend, reimburse, and hold harmless the City, its elected and appointed officials, employees, agents, and contractors (together, “Indemnified Parties”), from and against any and all demands, claims, legal or administrative proceedings, losses, costs, penalties, fines, liens, judgments, damages and liabilities of any kind (“Claims”), arising in any manner out of: (a) any injury to or death of any person or damage to or destruction of any property occurring in, on, or about the City Property, or any part thereof, whether such injury, death, damage, or destruction is caused by the person or property of Licensee, its officers, directors, members, employees, agents, consultants, contractors, or subcontractors (collectively, “Agents”), its invitees, guests, or business visitors (collectively, “Invitees”), or third persons, relating to any use or activity under this Agreement; (b) the use of the City Property or any activities conducted thereon by Licensee, its Agents, or Invitees; (c) any release or discharge, or threatened release or discharge, of any Hazardous Material caused or allowed by Licensee, its Agents, or Invitees, on, in, under, or about the City Property, any improvements situated on the City Property, or into the environment; and/or (d) any failure by Licensee to faithfully observe or perform any terms, covenants, or conditions of this Agreement; except solely to the extent of Claims resulting directly from the gross negligence or willful misconduct of any Indemnified Parties.

In addition to Licensee’s obligation to indemnify the City and the Indemnified Parties, Licensee specifically acknowledges and agrees that it has an immediate and independent obligation to defend the City from any claim that actually or potentially falls within this indemnity provision even if such allegation is or may be groundless, fraudulent, or false, which obligation arises at the time such claim is tendered to Licensee by the City and continues at all times thereafter. The foregoing indemnity shall include, without limitation, reasonable attorneys’, experts’ and consultants’ fees and costs, investigation and remediation costs and all other reasonable costs and expenses incurred by the Indemnified Parties. Licensee’s obligations under this Section shall 127
Exhibit A
7 survive the expiration or other termination of this Agreement. The City and the Indemnified Parties shall have no liability to Licensee for any damage or loss to property or injury or death to any such person arising on the City Property or out of the Activities conducted on the City Property, except for damages to Licensee’s property caused by the sole negligence or willful misconduct of the City.

12. As Is Condition of City Property; Disclaimer of Representations. Licensee acknowledges the City Property, and accepts the License Area, in their “AS IS” condition, without representation or warranty of any kind by the City and subject to all applicable laws, rules, regulations, and ordinances governing the use of the City Property. Without limiting the foregoing, this Agreement is made subject to any and all existing and future covenants, conditions, restrictions, easements, encumbrances and other title matters affecting the City Property, whether foreseen or unforeseen, and whether such matters are of record or would be disclosed by an accurate inspection or survey. Licensee agrees that it will be responsible for the payment of all utilities, as needed, including water, gas, electricity, and other services delivered to the License Area necessary for use of the License Area for authorized Activities.

13. No Assignment. This Agreement is personal to Licensee and shall not be assigned, conveyed, or otherwise transferred by Licensee to any third party under any circumstances. Any attempt to assign, convey, or otherwise transfer any rights and interests conferred by this Agreement shall be null and void and cause the immediate termination and revocation of this Agreement.

14. Covenant Not to Discriminate. In the performance of its activities pursuant to this Agreement, Licensee shall not discriminate against any of its employees, any City employee working with Licensee, or applicant for employment with Licensee, or against any person seeking accommodations, advantages, facilities, privileges, services, or membership in all business, social, or other establishments or organizations, on the fact or perception of a person’s race, religion, creed, color, national origin, ancestry, physical disability, mental disability, medical condition (cancer-related or genetic characteristics), marital or domestic partner status, gender and/or gender identity, age (40 or over), or sexual orientation.

15. Liens. Licensee shall not permit any liens of any type, including but not limited to mechanic’s or material men’s liens, stop notices or other liens (collectively, “Liens”) to be filed against the City Property by reason of any action or inaction by Licensee. If any Liens of any type are filed against the City Property during the term of this Agreement as a result, directly or indirectly, of any action or inaction by Licensee, Licensee shall cause the same to be discharged, by payment of the claim, by posting and recording the bond contemplated by the California Civil Code section 3143, or by other action acceptable to the City, within twenty (20) days after demand by the City. Licensee shall indemnify, hold harmless, and defend the City and the Indemnified Parties from and against any and all claims relating to such Liens.
128
Exhibit A
8 16. Compliance with Laws. Licensee shall, at its sole cost and expense, conduct and cause to be conducted all Activities on the City Property allowed hereunder in a safe and reasonable manner and in compliance with all laws, statutes, ordinances, rules, regulations, requirements, policies, orders, and standards, of any governmental or other regulatory entity and all covenants, restrictions and provisions of record, whether presently in effect or subsequently adopted and whether or not in the contemplation of the Parties. Licensee shall, at its sole cost and expense, procure and maintain in force at all times during its use of the City Property any and all business license(s) and other licenses or approvals necessary to conduct the activities allowed hereunder. Licensee understands and agrees that the City is entering into this Agreement in its capacity as a property owner with a proprietary interest in the License Area. Licensee further understands and agrees that no approval by the City for purposes of this Agreement shall be deemed to constitute approval of any federal, state, or local regulatory authority with jurisdiction, and nothing herein shall limit Licensee’s obligation to obtain all such regulatory approvals at Licensee’s sole cost and expense.

17. Insurance. During the term of this Agreement, Licensee shall maintain the following insurance coverages. The insurance carrier is required to maintain an A.M.

Best rating of not less than “A:VII”:
a. Commercial General Liability Insurance. Commercial general liability insurance written on a form that provides coverage at least as broad as form ISO CG 00 01 10 01 (12/04 Edition), covering the insured with a duty to defend against claims of bodily injury, personal injury, and property damage arising out of Licensee’s activities (which shall include the Activities described in Section 4 above), assumed liabilities, or use of the City Property, including contractual liability coverage for the performance by Licensee of the indemnity provisions set forth in this Agreement, and coverage for damage to the City Property (including all improvements in Licensee’s care, custody, or control), for limits of liability not less than:

Bodily Injury, Personal Injury and Products: $1,000,000 each occurrence, and $2,000,000 aggregate; Damage to Rented
Premises: $50,000 each occurrence.
b. Workers’ Compensation and Employers’ Liability. Workers’ compensation policy written in accordance with the laws of the State of California. This policy shall include Employer’s liability coverage with limits not less than $1,000,000 per occurrence. Licensee shall submit to the City, along with the certificate of insurance, a Waiver of Subrogation endorsement in favor of District, its officers, agents, employees, and volunteers.
129
Exhibit A
9 c. Automobile Insurance. Automobile insurance with limits not less than $100,000 for bodily injury per person and $100,000 per accident, and $100,000 for property damage per accident.
d. Umbrella/Excess Coverage. Umbrella and/or excess liability insurance with limits not less than $5,000,000 per occurrence and $5,000,000 aggregate. Licensee’s umbrella and/or excess coverage shall apply in excess of Licensee’s primary coverage identified herein.
e. Environmental Hazard. Environmental insurance for a minimum of $1,000,000 for each occurrence for any liability arising out of the discharge, disbursal, or release of hazardous substances, including but not limited to toxic chemicals, liquids or gases, hydraulic fluid, oil, diesel, construction materials or other irritants, contaminants or pollutants, into or upon the License Area.
f. Damage to Licensee’s Property. Licensee hereby waives any recovery of damages against the City and the City’s insurance carriers for loss or damage to any of Licensee’s personal property. g. Other Provisions.
i. The minimum limits of policies of insurance required of Licensee under this Agreement shall in no event limit the liability of Licensee under this Agreement. All policies required hereunder shall be endorsed to: (i) name the City as an additional insured; (ii) be primary insurance as to all claims thereunder and provide that any insurance carried by the City is excess and is non-contributing with any insurance required of Licensee; (iii) provide that such insurance shall not be canceled or coverage changed unless thirty (30) days’ prior written notice shall have been given to the District; and (iv) contain a waiver of subrogation and cross-liability endorsement or severability of interest clause acceptable to the City. ii. All policies required hereunder shall also provide for severability of interests and that an act or omission of one of the named insureds which would void or otherwise reduce coverage shall not reduce or void the coverage as to any insured, and shall afford coverage for all claims based on acts, omissions, injury, or damage which occurred or arose (or the onset of which occurred or arose) in whole or in part during the policy period. Sudden and accidental pollution coverage in the liability policies required hereunder shall be limited to losses resulting from Licensee's activities (and 130
Exhibit A
10 Licensee's Agents and Invitees) under this Agreement (excluding nonnegligent aggravation of existing conditions with respect to Hazardous Materials).
iii. Prior to the Commencement Date of this Agreement, Licensee shall deliver to the City certificates of insurance and additional insured policy endorsements from insurers in a form satisfactory to the City, evidencing the coverages required hereunder, together with complete copies of the policies at the City’s request. In the event Licensee fails to procure such insurance, or to deliver such policies or certificates, the City may procure, at its option, the same for the account of Licensee, and the cost thereof shall be paid to the City within five (5) days after delivery to Licensee of bills therefore. iv. Should any of the required insurance be provided under a form of coverage that includes a general annual aggregate limit or provides that claims investigation or legal defense costs are included in such general annual aggregate limit, such general aggregate limit shall double the occurrence or claims limits specified above. v. Licensee's compliance with the provisions of this Section shall in no way relieve or decrease Licensee's indemnification obligations under this Agreement or any of Licensee's other obligations hereunder. Notwithstanding anything to the contrary in this Agreement, the license conferred herein and this Agreement shall terminate immediately, without notice to Licensee, upon the lapse of any required insurance coverage. Licensee shall be responsible, at its expense, for separately insuring Licensee's personal property. vi. Upon written confirmation that insurance provided by Licensee for the Project provides coverage for this License Agreement in an amount equal to or greater than the provisions set forth above, no further insurance will be required.

18. Notices. Any notice, request, demand, approval, or consent given or required to be given under this Agreement shall be in writing and shall be deemed to have been given when mailed by United States registered or certified mail, postage prepaid, return receipt requested, to the City or Licensee, as the case may be, at the respective addresses listed below, or may be made by personal service.

TO THE DISTRICT:

City of Soledad
248 Main Street
Soledad, CA 93960
Attn: Megan Hunter, City Manager
TO LICENSEE:

Specialty Construction, Inc.
645 Clarion Court
San Luis Obispo, CA 93401
131
Exhibit A
11 With copy to:

Mike Rodriquez
Jarvis Fay LLP
555 12th Street, Suite 1630
Oakland, CA 94607
Attn: Tom Seidel, Vice President
Civil Division Manager

19. Applicable Law, Venue, and Jurisdiction. This Agreement and all rights and remedies of the Parties hereto shall be construed and enforced in accordance with the laws of the State of California. In the event that suit shall be brought by either Party to enforce or interpret this Agreement, the Parties agree that venue shall be exclusively vested in the Superior Court of California for the County of Monterey.

20. Captions and Headings. Captions and section headings used in this Agreement are for convenience and reference only, and shall not affect the construction or interpretation of any provision of this Agreement.

21. No Presumption Against the Drafter. This Agreement shall be interpreted and construed only by the contents herein and there shall be no presumption or standard of construction in favor of or against either Party. Neither of the Parties shall be deemed the drafter of this Agreement and the presumption against the drafter under California Civil Code section 1654 shall not apply.

22. Waiver of Default; Cumulative Remedies. No waiver of any default by any party to this Agreement shall be implied from any omission by any other party to take any action in respect of such default if such default continues or is repeated. No express waiver of any default shall affect any default or cover any period of time other than the default and period of time specified in such express waiver. The consent or approval by any party to or of any act or request by any other party requiring consent or approval shall not be deemed to waive or render unnecessary the consent to or approval of any subsequent similar acts or requests. The rights and remedies given to any party by this Agreement shall be deemed to be cumulative and no such rights and remedies shall be exclusive of any of the others, or of any other right or remedy at law or in equity which any such party might otherwise have by virtue of a default under this Agreement, and the exercise of one such right or remedy by any such party shall not impair such party’s standing to exercise any other right or remedy.

23. Relocation Waiver. Licensee fully releases and discharges the City from all and any manner of rights, demands, liabilities, obligations, claims, or causes of action, in law or equity, of whatever kind or nature, whether known or unknown, whether now existing or hereinafter arising, which arise from or relate in any manner to the sale of the City Property, the full or partial termination of Licensee’s right to use the License Area as permitted under this Agreement, or the relocation of Licensee’s business operations or the relocation of any person or persons, business or businesses, or other occupant or occupants located on the License Area, including, without limitation, the specific waiver 132
Exhibit A
12 and release of any right to any relocation benefits, assistance and/or payments under Government Code sections 7260 et seq. (“Relocation Assistance Law”), notwithstanding that such relocation assistance, benefits and/or payments may be otherwise required under the Relocation Assistance Law or other state or federal law, and compensation for any interest in Licensee’s business operations or the License Area including, but not limited to, improvements; license or leasehold bonus value; fixtures, furniture, or equipment; loss of business goodwill; severance damages; attorneys’ fees or any other compensation of any nature whatsoever. Licensee acknowledges and agrees that the release and waiver set forth in this paragraph are material consideration for the City’s licensing of the License Area to Licensee on the terms set forth herein and that, but for this release and waiver, the City would not have licensed the License Area to Licensee. It is hereby intended that the above release relates to both known and unknown claims that the Licensee may have, or claim to have, against the City with respect to the subject matter contained in this Section 23.

By releasing and forever discharging claims both known and unknown which are related to or which arise under or in connection with the items set out above, the Licensee expressly waives any rights under California Civil Code section 1542, which provides:
“A GENERAL RELEASE DOES NOT EXTEND TO CLAIMS THAT THE

CREDITOR OR RELEASING PARTY DOES NOT KNOW OR SUSPECT TO

EXIST IN HIS OR HER FAVOR AT THE TIME OF EXECUTING THE RELEASE

AND THAT, IF KNOWN BY HIM OR HER, WOULD HAVE MATERIALLY

AFFECTED HIS OR HER SETTLEMENT WITH THE DEBTOR OR RELEASED PARTY.”

24. Entire Agreement; Severability. This Agreement contains the sole and complete agreement between the Parties relating to the City Property, the License Area and the License. This Agreement may not be changed orally, and may be amended or modified only by a writing signed by both Parties. In the event that any provision of this Agreement is held to be or becomes invalid or unenforceable, the validity and enforceability of the remaining provisions, or such provision in other circumstances, shall not in any way be affected or impaired.

25. Consultation with Counsel. LICENSEE REPRESENTS AND WARRANTS TO

THE CITY THAT IT HAS READ AND UNDERSTANDS THE CONTENTS OF THIS

AGREEMENT, HAS HAD AN OPPORTUNITY TO REVIEW AND DISCUSS IT WITH

COUNSEL OF ITS CHOOSING, AND AGREES TO COMPLY WITH AND BE BOUND BY ALL OF ITS PROVISIONS.

26. Counterparts. This Agreement may be executed in any number of counterparts, each of which shall be deemed an original, and when taken together they shall constitute one and the same Agreement. Signatures may be made by telecopy or PDF provided the original is promptly mailed to the other party. 133
Exhibit A
13 IN WITNESS WHEREOF, the Parties have executed this Agreement, which shall become effective on the date it is fully executed by the Parties hereto.

CITY OF SOLEDAD,
a California municipality:

By:_____________________________
Megan Hunter
General Manager
Dated:

SPECIALTY CONSTRUCTION, INC, a
California corporation:

By:_____________________________
Tom Seidel
Vice President
Civil Division Manager
Dated:
134
135
SUBJECT: Resolution No. 6281, A Resolution of the City Council of the City of Soledad Adopting the 2025 Revised Soledad Personnel Rules and Regulation Manual
TO: Honorable Mayor Anna Velazquez
FROM: Francine Uy, Human Resources Manager
MEETING DATE: September 3, 2025

CITY OF SOLEDAD

STAFF REPORT
THROUGH: Megan Hunter, City Manager
AGENDA ITEM NO. 2.

Recommendation
It is recommended that the City Council adopt Resolution No.6281, Adopting the 2025 Revised Soledad Personnel Rules and Regulations Manual.

Executive Summary
The City’s Personnel Rules and Regulations Manual establishes a clear framework of rights, responsibilities, and procedures that will strengthen personnel management, reduce legal risks, and foster a fair, supportive, and professional work environment for all City employees. A comprehensive update to the Personnel Rules and Regulations Manual was completed in September 2025, which was last revised in 2016. This update was undertaken to ensure compliance with evolving laws, promote fairness and equity in the workplace, and provide clear, consistent guidance for employees and management.

Background
On June 2, 2010, the City Council adopted Resolution No. 4513, adopting the Soledad Personnel Rules and Regulations Manual.

In September 2016, the City Council adopted Resolution No. 5225, adopting the Updated Personnel Rules and Regulations Manual, which, among other matters, included a comprehensive update of the Non-Discrimination policy to reflect changes in the law including Equal Employment Opportunity/hiring/disabled for applicants and employees, a comprehensive update of the entire policy against Harassment, Discrimination and Retaliation, a revision to the employment, selection and appointment policy regarding criminal conviction history and veterans’ preference, and adding a new Sick Leave policy for part time employees in order to comply with Healthy Workplace Healthy Families Act, just to make a few.
136
It is crucial to update the Personnel Rules for several key reasons: to ensure compliance with evolving laws and regulations, adapt to changes in the City and its workforce, promote fairness, equity, and a positive work culture, improve communication and clarity, mitigate legal risks, and defend against lawsuits. It is a critical component of effective city management.

Review & Analysis
The City’s Personnel Rules and Regulations Manual is one of the most important tools we have for managing our workforce. It lays out the policies that guide how we hire, support, and hold accountable the people who deliver services to our community every day. The last comprehensive update to this document was in 2016, and since then, both the legal landscape and the City’s own workforce needs have changed significantly.

Recognizing this, the City began a detailed review of the Personnel Rules and Regulations Manual in summer 2023. This effort was led by the City’s team, which included the City Manager, Human Resources Manager, City Attorney, and the City’s employee relations attorneys from Burke, Williams, and Sorensen, LLP. The goal was not only to ensure our policies complied with the latest laws but also to make the manual more useful, practical, and responsive to today’s workplace realities.

Below are examples of key changes that have been made to the current rules as set forth in the proposed 2025 Revised Updated Personnel Rules and Regulations Manual:

1. A comprehensive update of the entire Nepotism Policy

2. Added a new Consensual Romantic Relationships Policy

3. Revised the Outside Employment: Off-Duty Notification Policy

4. Revised the Pre-Employment Medical Examination Policy

5. Added an Acting Appointment Policy

6. Added a Standard Work Schedule Policy

7. Added a Leave of Absence Provisions Policy

8. Revised the Bereavement Leave Policy

9. Added a Paid Administrative Leave Policy

10. Added a School Leave Policy

11. Added a Reproductive Loss Leave Policy

12. Revised the Disciplinary Procedures Policy

13. Added a Disaster and Emergency Services Workers Policy In addition, several policies were removed from the 2016 Personnel Rules and Regulations Manual and were added as separate comprehensive appendices to the proposed 2025 Revised Personnel Rules and Regulations Manual, as follows:

1. Preventing Harassment, Discrimination, and Retaliation

2. Anti-Bullying

3. Drug and Alcohol-Free Workplace

4. Drug-Free Workplace Policy for Drivers of Commercial Vehicles

5. Electronic Communications

6. Leave of Absence Manual for Temporary Part-Time Employees

7. Family Care and Medical Leave, Pregnancy Disability, and Military Family Leave

8. Employer - Employee Relations

9. Service and Emotional Support Animal
137
Resolution No. 6281
Exhibit A
The process was intentionally collaborative. Beginning in December of 2024, the City shared the draft document with both the Soledad Police Officers Association (SPOA) and the Service Employees International Union (SEIU), Local 521. Over the course of several months, staff held meet-and-confer sessions to walk through the changes, answer questions, and further revise where needed. Staff is pleased to report that both employee organizations have signed off on the proposed document.

In summary, the proposed 2025 Revised Personnel Rules and Regulations Manual establishes a clear set of policies and procedures for dealing with a large array of personnel-related matters. The Manual provides a reasonable degree of security for our qualified workforce and defines obligations, rights, privileges, benefits, and prohibitions that are placed upon City employees. A sound personnel management system assists our employees in getting the most out of their employment and ensures the formation of a fair and equitable system designed to help employees deliver the best possible service to the people we serve. The proposed 2025 Revised Personnel Rules and Regulations Manual will provide a sound personnel management system that will serve the City organization and City employees well for many years to come.

Financial Considerations
There is no financial impact to the current fiscal year budget associated with the adoption of the 2025 Revised Personnel Rules and Regulations Manual. Costs associated with the revision were budgeted in the current and previous two fiscal years, totaling approximately $22,000.

Alternatives
Adopt the proposed Resolution.

Make minor modifications to the Personnel Rules and Regulations Manual, or continue this item to a date certain, provide direction to Staff concerning revisions to the proposed Personnel Rules and Regulations Manual, and direct Staff to return to City Council for further consideration.

Do not adopt the proposed Resolution.

Planning/CEQA
Consideration and approval of the 2025 Revised Personnel Rules and Regulations Manual is exempt from analysis pursuant to the California Environmental Quality Act (“CEQA”) since such action is not a “project” within the meaning of Section 15378 of the State CEQA Guidelines because there is no potential for the action to result in direct or indirect physical change to the environment. In addition, the action is not subject to CEQA pursuant to State CEQA Guidelines Section 15061, as it can be seen with certainty that there is no possibility it may have a significant effect on the environment.

Public Notice Requirements
Not required.

Attachment(s):
138
RESOLUTION NO. 6281

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SOLEDAD ADOPTING THE 2025 REVISED SOLEDAD PERSONNEL RULES AND REGULATIONS MANUAL WHEREAS, on June 2, 2010, the Soledad City Council adopted Resolution No. 4513, Adopting the City’s Personnel Rules and Regulations Manual, which set forth a comprehensive set of guidelines concerning City personnel policies and employee conduct; and WHEREAS, on October 12, 2016, the City adopted Resolution No. 5225, adopting the Revised Personnel Rules and Regulations Manual; and
WHEREAS, in the Summer of 2023, the City embarked on a comprehensive effort to review and update the Personnel Rules Manual of 2016 with a goal of incorporating new changes in the law; and
WHEREAS, the City has met and conferred with all affected employee organizations regarding the proposed Personnel Rules and Regulations Manual dated September 2025; and WHEREAS, it is intended that the Soledad Personnel Rules and Regulations Manual dated September 2025 will replace the personnel policies established by Resolution No. 5225.

NOW THEREFORE, BE IT HEREBY RESOLVED by the City Council of the City of Soledad as follows:

1. Consideration and approval of the 2025 Revised Personnel Rules and Regulations Manual is exempt from analysis pursuant to the California Environmental Quality Act (“CEQA”) since such action is not a “project” within the meaning of Section 15378 of the State CEQA Guidelines because there is no potential for the action to result in direct or indirect physical change to the environment. In addition, the action is not subject to CEQA pursuant to State CEQA Guidelines Section 15061, as it can be seen with certainty that there is no possibility it may have a significant effect on the environment.

2. That the 2025 Revised City of Soledad Personnel Rules and Regulations Manual of September 2025, a copy of which is attached hereto as Exhibit A and by this reference incorporated herein, is hereby approved, and the policies therein shall supplant the 2016 Personnel Rules and Regulations Manual and become effective immediately.

PASSED AND ADOPTED by the City Council of the City of Soledad at a regular meeting duly held on the 3rd day of September 2025, by the following vote:
139
AYES, and in favor thereof, Councilmembers:

NOES, Councilmembers:

ABSENT, Councilmembers:

ABSTAIN, Councilmembers:
_________________________________
ANNA M. VELAZQUEZ, Mayor
ATTEST:
_____________________________________
MEGAN HUNTER, City Manager
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September 2025 City of Soledad Personnel Rules and Regulations

EXHIBIT A
City of Soledad
Personnel Rules and Regulations
Manual
September 2025
Adopted: September 3, 2025
Resolution No. 6281
141
September 2025 City of Soledad Personnel Rules and Regulations 1 City Manager’s Message
As an employee, you are part of a dedicated team committed to delivering quality service to our community. This Personnel Manual has been updated in accordance with modern personnel standards to help you understand the City’s policies, procedures, and expectations, as well as the benefits and resources available to you.

Our employees are the City’s most valuable asset. The policies in this manual are intended to ensure consistency, fairness, and transparency across the organization, while also supporting your success in your role. By establishing clear expectations, we strengthen our ability to promote a respectful, inclusive, and professional workplace.

The Personnel Manual reflects the City’s goal of building a strong organizational foundation that allows us to operate as an effective and efficient leader, highly regarded in South Monterey County. It is a living document that is updated periodically to ensure alignment with best practices, legal requirements, and the changing needs of our community and workforce.

I encourage you to review this manual carefully and keep it as a reference throughout your career with the City. If you have questions, please reach out to your supervisor or the Human Resources Department for guidance.

Thank you for your dedication, professionalism, and service to the people of Soledad.

Together, we make a positive difference every day.

Megan Hunter, City Manager
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September 2025 City of Soledad Personnel Rules and Regulations 2 Below is a list of recognized labor organizations for the City of Soledad as of the date this updated Manual was adopted by the City Council. Upon approval and adoption by resolution of this Manual by the Council, all previous personnel rules and regulations manuals, administrative orders, personnel policies, and past practices within the scope of this Manual, whether in writing or oral, are superseded and become null and void. The labor organizations representatives whose signatures appear below confirm that the City of Soledad has met all obligations of the meet and confer process, as required by the Meyers-Milias-Brown Act (MMBA), Government Code Section 3500. et. seq., and any applicable provisions of the State Employer-Employees Relations Act of 1978 (SEERA or Dills Act), Government Code Section 3512, et. seq., and agree to the implementation of these Rules and Regulations. In the event of any conflict between this Manual and a current ratified and approved MOU, it is understood the provisions of the MOU take precedent.

As used in this Manual, “ratified” shall mean an initial or successor MOU ratified by a majority of employees in that bargaining unit prior to being submitted to the City Council for approval. “Approved” shall mean an initial or successor MOU approved by a vote of the majority of the City Council. It is understood and agreed that disputes or disagreements concerning the application and interpretation of this Manual shall be adjudicated exclusively as an appeal to the City Manager, whose decision will be final and binding on all parties.

For the Soledad Police Officers Association:
_____________________________________ __________________________ Stacy R. McPherson, Labor Relations Consultant Date
Mastagni Holstedt, A.P.C.

For the Mid-Managers SEIU Local 521:
______________________________________ __________________________ Jay Donato, SEIU Representative Date
For the General Employees SEIU Local 521:
______________________________________ __________________________ Jay Donato, SEIU Representative Date
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September 2025 City of Soledad Personnel Rules and Regulations 3 For the City of Soledad, a Municipal Corporation:
______________________________________ __________________________ Francine Uy, Human Resources Manager Date
______________________________________ __________________________ Megan Hunter, City Manager Date
Approved as to form:
______________________________________ __________________________ Michael F. Rodriquez, City Attorney Date
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September 2025 City of Soledad Personnel Rules and Regulations

TABLE OF CONTENTS
Page
-iSection 1 Introduction and Administrative Provisions ................................................1

1.01. Objective of Personnel Rules and Regulations Manual...............................1

1.02. Adoption of Personnel Rules and Regulations Manual................................1

1.03. Amendment and Revision of the Personnel Rules and Regulations Manual ...........................................................................................................2

1.04. Administration of the Personnel Classification Plan.....................................2

1.05. Right to Contract for Special Service............................................................3

1.06. Application of Rules.......................................................................................3

1.07. Status of Present Employees........................................................................4

1.08. Employment Constitutes Acceptance of Rules ............................................4

1.09. Severability ....................................................................................................4 Section 2 Definition of Terms ......................................................................................1

2.01. Alternate Employment List ............................................................................1

2.02. Anniversary Date...........................................................................................1

2.03. At Will.............................................................................................................1

2.04. Business Day.................................................................................................1

2.05. City.................................................................................................................1

2.06. City Council....................................................................................................1

2.07. City Manager .................................................................................................1

2.08. Classification Plan .........................................................................................1

2.09. Classification Seniority ..................................................................................2

2.10. Classification and Compensation Plan .........................................................2

2.11. Confidential Employee ..................................................................................2

2.12. Classified Service..........................................................................................2

2.13. Continuous Service .......................................................................................2

2.14. Day.................................................................................................................3

2.15. Eligible ...........................................................................................................3

2.16. Eligibility List ..................................................................................................3

2.17. Employee Relations Officer ..........................................................................3

2.18. Employment List............................................................................................3 145
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TABLE OF CONTENTS
(continued)
Page
-ii2.19. Examination...................................................................................................3

2.20. Exempt...........................................................................................................3

2.21. Full-Time Employee ......................................................................................3

2.22. Non-Exempt...................................................................................................3

2.23. Non-Pay Status .............................................................................................4

2.24. Part-Time Employee......................................................................................4

2.25. Pay/Paid Status.............................................................................................4

2.26. Performance Review Date ............................................................................4

2.27. Personnel Officer...........................................................................................4

2.28. Position..........................................................................................................4

2.29. Probationary Period.......................................................................................4

2.30. Promotion ......................................................................................................5

2.31. Protected Classification.................................................................................5

2.32. Provisional Appointment ...............................................................................5

2.33. Reassignment................................................................................................5

2.34. Reclassification..............................................................................................5

2.35. Regular/Permanent Employee......................................................................5

2.36. Reinstatement ...............................................................................................5

2.37. Salary Steps ..................................................................................................6

2.38. Seniority.........................................................................................................6

2.39. Separation .....................................................................................................6

2.40. Supervisory Employee ..................................................................................6

2.41. Suspension....................................................................................................6

2.42. Temporary Employee....................................................................................6

2.43. Volunteer .......................................................................................................6

2.44. Y-Rating.........................................................................................................7 Section 3 Non-Discrimination Policy...........................................................................1

3.01. Equal Employment Opportunity ....................................................................1

3.02. Disabled Applicants and Employees ............................................................1

3.03. Lactation Breaks and Accommodation .........................................................2 146
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(continued)
Page
-iii3.04. Religious Accommodation.............................................................................3 Section 4 Policy Against Harassment, Discrimination, and Retaliation.....................1 Section 5 Whistleblowing Policy .................................................................................1

5.01. Definition of “Whistleblowing”........................................................................1

5.02. Scope of Policy..............................................................................................1

5.03. Procedure ......................................................................................................1

5.04. Protection From Retaliation Because of Good Faith Complaints, Reports, or Inquiries......................................................................................1 Section 6 Additional Employment Policies and Working Conditions .........................1

6.01. Violence in the Workplace; Bullying..............................................................1

6.02. Alcohol and Controlled Substance Abuse and Testing................................1

6.03. Nepotism; Employment of Relatives.............................................................1

6.04. Consensual Romantic Relationships............................................................5

6.05. Conflict of Interest .........................................................................................7

6.06. Solicitation .....................................................................................................7

6.07. Outside Employment; Off-Duty Notification..................................................7

6.08. Request for Assistance from Private Citizen................................................9

6.09. Financial Affairs.............................................................................................9

6.10. Gifts or Payments..........................................................................................9

6.11. Personal Conduct..........................................................................................9

6.12. Tobacco Products in the Workplace.............................................................9

6.13. Dress and Grooming Standards .................................................................10 Section 7 Employment, Selection and Appointment ..................................................1

7.01. Application Forms..........................................................................................1

7.02. Application .....................................................................................................1

7.03. Announcement ..............................................................................................2

7.04. Recruitment ...................................................................................................2

7.05. Special Provisions .........................................................................................3

7.06. Conduct of Examination................................................................................3

7.07. Nature and Types of Examination ................................................................3 147
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Page
-iv7.08. Notification of Examination Results and Review of Papers .........................3

7.09. Promotional Examinations ............................................................................3

7.10. Scoring Examinations and Qualifying Scores ..............................................4

7.11. Eligibility Lists ................................................................................................4

7.12. Re-Employment Lists ....................................................................................5

7.13. Certification and Appointment.......................................................................5

7.14. Removal of Names From List .......................................................................6

7.15. Temporary Appointments..............................................................................7

7.16. Types and Categories of Appointment .........................................................7

7.17. Personnel Officer’s Discretion Regarding Vacant Position..........................8

7.18. Citizenship .....................................................................................................8

7.19. Legal Authority to Work.................................................................................8

7.20. Minimum Employment Age ...........................................................................8

7.21. Pre-Employment Medical Examination.........................................................8

7.22. Background/Reference Checks ....................................................................9

7.23. Reappointment; Break in Service ...............................................................10

7.24. Acting Appointment .....................................................................................10

7.25. Transfer .......................................................................................................10

7.26. Demotion .....................................................................................................11

7.27. Termination..................................................................................................11 Section 8 Probationary Period and Seniority..............................................................1

8.01. Objective of Probationary Period ..................................................................1

8.02. Performance Evaluation Reports..................................................................1

8.03. Probationary Period.......................................................................................2

8.04. Rejection of Probationer................................................................................2

8.05. Rejection Following Promotion .....................................................................2

8.06. Seniority for Lay Off Purposes......................................................................3

8.07. Loss of Seniority............................................................................................3 Section 9 Position Classification Plan.........................................................................1

9.01. Classified Service Plan .................................................................................1 148
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(continued)
Page
-v9.02. Adoption, Amendment and Revision of Plan................................................1

9.03. Assignment of Positions................................................................................1

9.04. New Positions................................................................................................1

9.05. Reclassification..............................................................................................1

9.06. Salary Schedule Conformance .....................................................................1

9.07. Interpretation of Class Specifications ...........................................................1

9.08. Use of Class Title ..........................................................................................2 Section 10 Compensation and Salary Administration ..................................................1

10.01. Application of Salary Ranges and Rates ......................................................1

10.02. Advancement within Salary Range...............................................................1

10.03. Criteria for Step Increase ..............................................................................2

10.04. Request for Step Increase ............................................................................2

10.05. Assignment for Reclassification and Demotion............................................2

10.06. Computation of Salary...................................................................................3

10.07. Compensation during Attendance at Training Courses During Vacation, Holidays, and Days Off .................................................................3 Section 11 General Working Conditions.......................................................................1

11.01. Attendance.....................................................................................................1

11.02. Meal and Break Periods................................................................................1

11.03. Standard Workweek......................................................................................1

11.04. Standard Work Schedule ..............................................................................1

11.05. Overtime and Compensatory Time...............................................................2

11.06. Compensatory Time Accumulation and Use................................................2

11.07. Bilingual Pay..................................................................................................3

11.08. Paid Holidays.................................................................................................3

11.09. Tuition Reimbursement.................................................................................4

11.10. Credit for Training..........................................................................................4

11.11. Training Responsibility ..................................................................................4

11.12. Uniform, Official Badge or Insignia ...............................................................4

11.13. Compensation for Use of Private Automobile on City Business and City Vehicle Assignment ...............................................................................4 149
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-vi11.14. Pay Periods ...................................................................................................5

11.15. Deductions from Pay.....................................................................................6

11.16. On-The-Job Injuries/Workers' Compensation ..............................................6

11.17. Modified Duty: Return to Work Program.......................................................7

11.18. Reports of Change Status.............................................................................8

11.19. Absence Without Leave/ Job Abandonment ................................................8

11.20. Resignation and Exit Interview......................................................................8 Section 12 Personnel Files and Records Policy...........................................................1

12.01. In General......................................................................................................1

12.02. Inspection of Current or Former Employee’s Personnel File .......................2

12.03. Obtaining Copies of a Current or Former Employee’s Personnel File .................................................................................................................3 Section 13 Leave of Absence Provisions .....................................................................1

13.01. Effect of Leave of Absence ...........................................................................1

13.02. Annual Vacation Leave .................................................................................1

13.03. Use of Vacation .............................................................................................2

13.04. Holidays Falling During Vacation..................................................................3

13.05. Vacation at Termination ................................................................................3

13.06. Sick Leave for Full-time Employees .............................................................3

13.07. Bereavement Leave ......................................................................................6

13.08. Catastrophic Leave; Medical Leave of Absence Without Pay .....................7

13.09. Authorized Leave Without Pay......................................................................9

13.10. Pregnancy Disability Leave (PDL)................................................................9

13.11. Family Care Leave ......................................................................................10

13.12. Worker’s Compensation Leave and Benefits .............................................10

13.13. Fitness for Duty Leave ................................................................................10

13.14. Jury Duty Leave...........................................................................................12

13.15. Witness Duty ...............................................................................................12

13.16. Military Leave ..............................................................................................13

13.17. Paid Administrative Leave...........................................................................13 150
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(continued)
Page
-vii13.18. School Leave...............................................................................................14

13.19. Reproductive Loss Leave............................................................................15

13.20. Employee Time Off to Vote.........................................................................16 Section 14 Layoff Procedure.........................................................................................1

14.01. Layoff Due to Lack of Work, Funds or Other Reasons ................................1 Section 15 Grievance Procedure..................................................................................1

15.01. Grievance Procedure ....................................................................................1

15.02. Advisory Arbitration Procedure .....................................................................3 Section 16 Disciplinary Procedure ................................................................................1

16.01. Purpose .........................................................................................................1

16.02. Causes for Disciplinary Action ......................................................................1

16.03. Types of Disciplinary Action..........................................................................3

16.04. Administrative Leave With Pay .....................................................................5

16.05. Notice of Intended Disciplinary Action and Skelly Conference....................5

16.06. Appeal of Discipline.......................................................................................6 Section 17 Disaster And Emergency Service Workers ................................................1

17.01. Employees Designated as Disaster Service Workers..................................1

17.02. Oath or Affirmation ........................................................................................1

17.03. Declaration of Disaster or Emergency..........................................................1

17.04. Employee Disaster Responsibilities..............................................................1 151
September 2025 City of Soledad Personnel Rules and Regulations Section 1 -- Page 1
Section 1 Introduction and Administrative Provisions

1.01. Objective of Personnel Rules and Regulations Manual The objective of this Personnel Rules and Regulations Manual (“Manual”) is to give credit and recognition to City service, assure effective and economic service to the public, and provide a fair and equitable system of personnel management in the municipal service. This Manual sets forth procedures which assure equal treatment of employees, and define the obligations, rights, privileges, benefits, and prohibitions placed upon all employees in the municipal service. The tenure of every employee shall be conditioned on good behavior and satisfactory performance of duties. Disciplinary actions are intended to be corrective and, although not required, progressive in nature with the objective of obtaining compliance with rules, orders, procedures, standards of conduct, and expected job performance.

1.02. Adoption of Personnel Rules and Regulations Manual This Manual, once adopted by resolution of the City Council, establishes regulations governing the Personnel System, including:

A. Preparation, revision, and maintenance of a Classification Plan covering all positions in the Classified Service, including employment standards and qualifications for each class. See Compensation and Benefit Plan.

B. Preparation, revision, and administration of a Compensation Plan correlated to the position Classification Plan, providing a rate or range of pay for each class. See Compensation and Benefit Plan.

C. Announcement of all tests and acceptance of applications for employment.

D. Preparation and conduct of tests, and the use of employment lists containing names of persons eligible for appointment.

E. Certification and appointment of persons from employment eligibility lists, and procedures for provisional and emergency appointments.

F. Performance evaluations of employees during probationary periods, and special evaluations at the discretion of the City Manager.

G. Transfer, promotion, demotion, reinstatement, disciplinary action, and layoff of employees.

H. Separation of employees from City Service.

I. Standardization of hours of work, attendance and leave regulations, working conditions, and development of employee performance standards, welfare, and training.
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September 2025 City of Soledad Personnel Rules and Regulations Section 1 -- Page 2
J. The establishment of access to personnel records.

K. The establishment of grievance and appeal procedures.

L. Other related matters deemed necessary for the proper functions of City organization and its employees.

1.03. Amendment and Revision of the Personnel Rules and Regulations Manual Unless it involves an emergency, the parties agree to meet and confer as soon as requested, on those changes to the Manual which impact terms and conditions of employment. Proposed amendments or revisions to this Manual are subject to City Council approval shall be placed on the City Council Agenda. At the time of consideration, any interested party may appear and be heard. The City may adopt revisions to this Manual as deemed necessary to facilitate the efficient conduct of City business.

The provisions of these sections shall not prohibit the adoption of a revision to this Manual by emergency ordinance or resolution in compliance with current law relating to the adoption of such emergency ordinance or resolution.

1.04. Administration of the Personnel Classification Plan The City Manager shall oversee the administration of the Classification Plan.

Recommendations for removal or appointment to fill positions in various departments of the City shall be made by Department Directors to the City Manager who shall consider the recommendations. The City Manager has the power to hire, layoff and terminate employees at all levels, except the City Attorney.

As used herein, the City Manager, Personnel Officer, Equal Employment Officer, and Employer Relations Officer are one and the same, unless modified at a later date by action of the City Council. Therefore, the words City Manager and the other noted designations in this paragraph are used interchangeably in this Manual.

The City Manager may delegate any of the powers and duties to any other officer or confidential employee of the City. The Personnel Officer shall:

A. Administer all the provisions of this Manual and other personnel rules and policies not specifically reserved to the City Council.

B. Prepare and recommend to the City Council any and all revisions and amendments to this Manual.

C. Prepare or cause to be prepared a position Classification Plan, including class specifications and revisions to the plan. The plan, and any revisions thereof, shall become effective upon approval by the City Council. 153
September 2025 City of Soledad Personnel Rules and Regulations Section 1 -- Page 3
D. Prepare or cause to be prepared a Compensation Plan, and revisions thereof, covering all classifications in the Classified Service. The plan, and any revisions thereof, shall become effective upon approval by the City Council.

E. When required, provide for the publishing or posting of notices of tests for positions in the Classified Service; the receiving of applications thereof; the conducting and grading of tests; and the certification of the appointment to the appropriate position in the Classified Service.

1.05. Right to Contract for Special Service
The City Manager shall consider and make recommendations to the City Council regarding the extent to which the City should contract for the performance of technical or special services in connection with the operation of City as it pertains to personnel administration. The City Manager with City Council approval may contract with any qualified person or agency for the performance of all or any of the following responsibilities and duties:

A. The preparation of Personnel Rules and Regulations Manual and subsequent revisions and amendments;
B. The preparation of a position Classification Plan, and subsequent revisions and amendments;
C. The preparation of a Compensation Plan, and subsequent revisions and amendments;
D. The preparation, conduct and grading of competitive tests; and E. Special and technical services of an advisory or informational nature on matters relating to personnel administration.

1.06. Application of Rules
This Manual shall apply to all departments. Any Department Director may, with the specific approval of the City Manager, establish special rules to meet the needs of that department or any of its divisions if said rules and regulations are consistent with and do not conflict with this Manual, federal law, state law, local law, or a ratified and approved MOU then in effect. Where the written provisions of a ratified and approved MOU are in conflict with this Manual, the MOU shall prevail.

This Manual applies to employees in the Classified Service. Temporary employees are only covered by section 7.15 and section 14. Department Directors are only subject to section 13.
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September 2025 City of Soledad Personnel Rules and Regulations Section 1 -- Page 4

1.07. Status of Present Employees
Any person holding a position included in the Classified Service, as referenced in Section 2.12, who, on the effective date of the adoption of this Manual, has served continuously in such position or in some other position in the Classified Service, for a period equal to the probationary period prescribed in Section 2.29 of this Manual for the employee's class, shall assume regular status in the Classified Service in the position held on such effective date without a qualifying test, and shall thereafter be subject in all respects to the provisions of this Manual.

Any other employees holding positions in the Classified Service shall be regarded as probationers serving the balance of their probationary periods as prescribed in this Manual before obtaining regular/permanent status, as referenced in Section

2.37. The probationary period in Section 2.29 shall be computed from the date of employment.

1.08. Employment Constitutes Acceptance of Rules
In accepting employment with the City, each employee agrees to be governed by and comply with this Manual, and administrative procedures established by the Personnel Officer, and agree that he or she has read this Manual and understand directives of the department in which employed. The tenure and continued employment of every employee shall be conditioned on good behavior and satisfactory performance of duties. Disciplinary actions are intended to be corrective and progressive in nature with the objective of obtaining compliance with rules, orders, procedures, standards of conduct, and expected job performance.

Upon accepting employment with the City, each employee shall be given a copy of this manual and sign a receipt. A signed receipt constitutes the employee's acceptance of this Manual. The receipt will be made part of the personnel file of each employee.

1.09. Severability
If any provision of this Manual, or the application of such provision to any person or circumstance is held invalid, the remainder of this Manual or the application of such provision to persons, or circumstance other than those as to which it is held invalid, shall not be affected.
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September 2025 City of Soledad Personnel Rules and Regulations Section 2 -- Page 1
Section 2 Definition of Terms

2.01. Alternate Employment List
An existing list of qualified candidates in a classification which has similar or equivalent skills and qualifications at an equivalent salary range.

2.02. Anniversary Date
Anniversary date means the date of hire to City classified service. Subsequent salary increases in a new classification do not alter an employee's anniversary date.

2.03. At Will
At Will employees are categorized as unclassified employees not represented by any recognized labor organization. These employees work at the pleasure of the City Manager and/or the City Council, and may be dismissed at any time without the benefit of appeal or administrative hearing, unless otherwise required by law.

2.04. Business Day
Business Day means a day in which City Hall is open and doing business with the public.

2.05. City
City means the City of Soledad, a Municipal Corporation, and, where appropriate, also refers to the City Council or any duly authorized City representative as defined in this Manual.

2.06. City Council
City Council shall mean the City Council of the City of Soledad.

2.07. City Manager
The City Manager is the Chief Executive Officer of the City and shall have the powers and duties as provided under Chapter 2.08 of the City’s Municipal Code, as amended from time to time. The City Manager is also the City’s Personnel Officer, Equal Employment Officer, and Employee Relations Officer.

2.08. Classification Plan
Classification Plan shall mean a list of class titles for all regular positions in the Classified Service. It shall include job descriptions, a written specification including the class title and general description of the work, a summary statement of required duties and responsibilities, desirable qualifications for appointment, and other pertinent information, as the Personnel Officer may deem necessary. 156
September 2025 City of Soledad Personnel Rules and Regulations Section 2 -- Page 2

2.09. Classification Seniority
Classification seniority shall refer to the length of time an employee has been in a specific classification approved by the City Council Classification resolution, and listed in the Classification and Compensation Plan, sometimes referred to as the Classification Plan. Classification seniority is distinctly different from anniversary date, which refers to the date of hire and start of City service.

2.10. Classification and Compensation Plan
Classification and Compensation Plan shall mean a list of job classifications, salary pay rates, ranges and steps covering all classes and positions in the Classified Service.

2.11. Confidential Employee
Confidential employees are employees who in the course of their duties have access to confidential information related to the City's administration of employeremployee relations. Confidential positions may be added or deleted upon recommendation by the City Manager and authorization of the City Council.

2.12. Classified Service
The offices, positions, and employments in the service of the City, except:

A. Elective and appointed officials;
B. City Manager;
C. Assistant City Manager;
D. City Clerk;
E. Department Directors;
F. Persons engaged under contract to provide expert, professional, technical or other services;
G. Volunteer personnel;
H. Non-permanent part-time, Temporary and/or provisional positions; I. Emergency employees hired to meet the immediate requirements of an emergency condition, such as fire, flood, or earthquake which threatens life or property.

2.13. Continuous Service
Continuous Service shall mean employment on a regular basis which is not interrupted by lay-off for a period not to exceed one year. 157
September 2025 City of Soledad Personnel Rules and Regulations Section 2 -- Page 3

2.14. Day
Day means calendar day unless expressly stated otherwise.

2.15. Eligible
A person whose name is on an Employment List.

2.16. Eligibility List
A list of eligible candidates for filling vacancies in specific classifications. An Eligibility List is typically developed following an open competitive recruitment.

2.17. Employee Relations Officer
Employee Relations Officer shall mean the City Manager or his or her designee.

2.18. Employment List
A list of eligible candidates for filling position vacancies in specific classifications.

An employment List may be an Eligibility List, Re-employment List, or Promotional List.

2.19. Examination
A. Open-competitive examination: A structured examination process for a particular position which is open to all persons meeting the qualifications for the position.

B. Promotional examination: An examination for a particular position.

Admission to the examination is limited to employees in the Classified Service meeting the qualifications for the position.

2.20. Exempt
An employee who is exempt from the overtime provisions of the Fair Labor Standards Act (FLSA).

2.21. Full-Time Employee
A permanent full time employee whose normal work hours equal or exceed forty (40) hours per week.

2.22. Non-Exempt
An employee who is subject to the overtime pay provisions of the Fair Labor Standards Act (FLSA).
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2.23. Non-Pay Status
Non-Pay Status shall mean any period in which an employee is not at work and on leave of absence without pay.

2.24. Part-Time Employee
An employee in the classified service in a regular position whose normal work week is less than the standard forty-hour week, shall be entitled to participate in City-sponsored health and welfare programs. Leave benefits such as vacation, sick leave, holiday, etc. shall be prorated based on a percentage of their regular work week, unless otherwise required by law.

2.25. Pay/Paid Status
Pay Status shall mean the period in which an employee is at work, or on vacation, sick leave, leave with full pay in lieu of temporary disability benefits pursuant to Labor Code § 4850, compensatory time off, paid military leave, or on an approved leave of absence with pay.

2.26. Performance Review Date
Performance review date refers to the date on which a performance review shall be performed on the employee's anniversary date in the existing classification.

Performance review dates are not to be confused with Anniversary dates, which refers to the date the employee was first hired for City service.

2.27. Personnel Officer
Personnel Officer shall mean the City Manager.

2.28. Position
A position consists of a variety of duties, responsibilities, or things to be done and assigned by a competent authority requiring the full or part-time employment of one person.

2.29. Probationary Period
An evaluation period that is considered part of the selection process during which employees are required to demonstrate satisfactory performance for the duties to which they are appointed. Employees that satisfy the requisite probationary period and are subsequently reclassified do not serve a new probationary period.

Employees that are reassigned to a new position are required to serve a new probationary period.
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September 2025 City of Soledad Personnel Rules and Regulations Section 2 -- Page 5

2.30. Promotion
Promotion shall mean the movement of an employee from one classification to another classification having a higher rate of pay.

2.31. Protected Classification
Protected classification includes race, religion, color, sex, gender (including pregnancy, childbirth, breastfeeding or related medical conditions), reproductive health decision making, gender identity, gender expression, sexual orientation , national origin, creed, ancestry, military or veteran status, marital status, age (40 and over), medical condition, genetic information, physical or mental disability (whether perceived or actual).

2.32. Provisional Appointment
An appointment of a person, not currently employed by the City, possessing desired qualifications needed for a specified period of time to perform specialized duties at the discretion of the City Manager.

2.33. Reassignment
A change of an employee from one position to another position with the same pay grade.

2.34. Reclassification
The duties of any position which have changed materially so as to necessitate reclassification, shall be allocated by the Personnel Officer to a more appropriate class, whether new or already created. Reclassification shall not be used for the purpose of avoiding restrictions concerning demotions and promotions. A reclassification shall become effective after approval of the City Manager.

2.35. Regular/Permanent Employee
A full-time or part-time employee in the classified service who has successfully completed the required probationary period, and has been retained as provided in this Manual.

2.36. Reinstatement
The reinstatement of a former regular or probationary employee. The Personnel Officer may reinstate any employee for good cause and may, upon such reinstatement, compensate, in whole or in part, such employee for past tenure in the position.
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2.37. Salary Steps
Salary Steps shall mean a series of progressive steps between a specific minimum and maximum rate, as approved or modified from time to time by the City Council, or ratified and approved MOU.

2.38. Seniority
Seniority are of two varieties: (1) the "anniversary date" which refers to when an employee started City service, and (2) "classification seniority" which refers to the length of time an employee has occupied a specific classification approved by City Council resolution and listed in the Classification and Compensation Plan.

2.39. Separation
The separation of any employee under this Manual, including termination by the City, retirement, death, lay-off, or resignation.

2.40. Supervisory Employee
Any employee authorized, on behalf of the City, to supervise, assign, direct, discipline, or adjust the grievances of other employees, or effectively recommend such action, if the exercise of such authority is not merely routine or clerical in nature and requires the use of independent judgment.

2.41. Suspension
Suspension shall mean the temporary removal of an employee from pay status as a result of disciplinary action.

2.42. Temporary Employee
An appointment of a person for a limited time to meet a temporary or seasonal should not exceed one thousand (1,000) hours per fiscal year. Temporary employees do not serve a probationary period, may be terminated at any time without advance notice to the extent allowed by law, and receive no Citysponsored benefits, unless otherwise required by law. Temporary employees are not meant to be appointed indefinitely, nor shall their employment term in any way be construed to be indefinite.

2.43. Volunteer
An individual who performs service for civic, charitable, or humanitarian reasons, without promise, expectation, or receipts of compensation. Reimbursement or payments for expenses and/or the granting of benefits shall not constitute compensation for the purpose of determining volunteer status. It should be specifically noted that City employees may not be asked, directed or volunteer to perform work or functions for which they would otherwise be compensated. 161
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2.44. Y-Rating
A salary paid above the maximum established salary range for the incumbent’s classification. Y-rating may occur when a position is reclassified to a lower pay grade or an employee is demoted from his/her class to a lower class. An employee whose salary is Y-rated will retain his/her current rate of pay until such time that the class has a higher maximum salary rate.
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Section 3 Non-Discrimination Policy

3.01. Equal Employment Opportunity
The City is committed to a policy of equal employment opportunities for applicants and employees. The City does not discriminate against applicants or employees with respect to terms or conditions of employment on the basis of race (including traits associated with race, such as hair texture and hairstyles), religious creed, color, national origin, ancestry, sex, age over 40, physical or mental disability, medical condition, pregnancy (including childbirth and related medical conditions or disabilities), sexual orientation, marital status, gender identity, gender expression, genetic characteristics or information, military or veteran’s status, reproductive health decision making, any other category protected by federal and/or state law, or any combination of such protected characteristics, a perception that the individual has any of those characteristics or any combination of those characteristics; nor does the City discriminate against applicants or employees who associate with an individual having such characteristics, or any combination of these characteristics.

3.02. Disabled Applicants and Employees
As used in this Section, Personnel Officer shall mean the City Manager, or any officer or employee the City Manager may delegate to perform any of the powers and duties contained herein.

The City’s employment practices (e.g., hiring, training, testing, transfer, promotion, compensation, benefits, and discharge) will not discriminate unlawfully against disabled employees or applicants. The City will engage in the interactive process, as defined by the Americans with Disabilities Act (ADA) and the Fair Employment and Housing Act (FEHA), to determine whether an applicant or employee is able to perform the essential functions of his/her position. During this process, the City will examine possible reasonable accommodations that will make it possible for the employee or applicant to so perform.

An applicant or employee who desires a reasonable accommodation in order to perform essential job functions should make such a request in writing to the Personnel Officer. The request must identify: 1) the job-related functions at issue; and 2) the desired accommodation(s). Reasonable accommodation can include, but is not limited to job restructuring, reassignment to a vacant position for which the employee is qualified, and making facilities accessible. In accordance with applicable law, the City may permit use of accrued leave or authorize a temporary unpaid leave as a reasonable accommodation, if such leave is reasonably expected to result in the employee’s return to work, with or without additional reasonable accommodation
The City determines, in its sole discretion, whether reasonable accommodations(s) can be made, and the type of reasonable accommodations(s) to provide.

Medical Examinations.
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A. Depending on the essential functions of a position, a job related medical examination may be required for:

1. Applicants who have received a conditional offer of employment;

2. Employees seeking a transfer from one position requiring general physical abilities to another position requiring physical abilities of a different nature;

3. Employees returning to work from a medical leave of absence. The physician conducting the medical examination will be supplied with a current job description indicating the essential functions of the position; or

4. When a supervisor observes or receives a reliable report of an employee’s possible lack of fitness for duty. Observations and reports may be based on, but are not limited to, employee’s own selfreport of potential unfitness, dexterity, coordination, alertness, speech, vision acuity, concentration, response to criticism, interactions with the public, co-workers, and supervisors.

B. The results of all medical examinations will be kept in a confidential medical file separated from the personnel file in conformity with the Confidentiality of Medical Information Act (“CMIA”). No employee will hold any position in which the employee is not able to perform the essential functions of the job, with or without reasonable accommodation.

3.03. Lactation Breaks and Accommodation
In accordance with applicable state and federal law, an employee who needs to express breast milk for the employee’s infant child will be permitted to take a reasonable amount of break time for that purpose, as a lactation accommodation. The break time must, if possible, run concurrently with, and not exceed, any break time already provided to the employee. For non-exempt employees, any additional break time (that exceeds or takes place outside of authorized paid rest time) is unpaid if the employee is otherwise relieved of all work during that time. If approved by Human Resources Manager, employees may use available accrued leave or may make up time that is otherwise unpaid. To the extent an employee’s requested use of additional break time would seriously disrupt the City’s operations, the City may limit or delay the employee’s use of such time. Once a lactation break has been approved, the break should not be interrupted by another person except for a non-intrusive announcement of emergency or urgent circumstances.

A. Requesting a Lactation Accommodation. An employee seeking lactation accommodation must contact Human Resources by email, or via other written communication. The City will respond via email or other written document within a reasonable period of time to acknowledge the request.

Before implementing a lactation accommodation the City will request input from the employee and the employee’s supervisor(s) regarding the 164
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anticipated timing of lactation break(s) and the proposed location(s) for taking lactation breaks.

B. City Response to Accommodation Request. Following a lactation accommodation request, the City will provide written details to the employee regarding the terms of the lactation accommodation that will be provided.

The written response will include:

1. Identification of a room or space, other than a bathroom, that is in, or is in close proximity to, the employee’s work area, is safe, clean, free of hazardous materials, and is otherwise functional as a space for expressing milk. The room or space will contain a place to sit and a surface to place a breast pump and personal items and contains access to electricity or alternative devices (such as extension cords or charging stations) needed to operate an electric or batterypowered breast pump.

2. Identification of a sink with running water and a refrigerator (or if not available, another City-provided cooling device suitable for storing expressed milk) that are in close proximity to the employee’s work area and that will be accessible for the employee’s use.

3. Assurance that while using the space to express milk, the employee will be shielded from view and free from intrusion by co-workers or the public.

4. Assurance that if the designated space is a room that may also be used for purposes other than lactation, the City will ensure that the use of the room for the expression of milk will take priority over other uses for the duration of each lactation break.

C. Employee Complaints. Employees who believe they have been denied appropriate accommodation under this section or have been subjected to discrimination or retaliation in violation of the lactation accommodation requirements under California law are encouraged to notify Human Resources. Employees also have the right to file a complaint with the nearest Labor Commissioner’s Bureau of Field Enforcement (BOFE) Office and may visit
http://www.dir.ca.gov/dlse/HowToReportViolationtoBOFE.htm for more information regarding California’s complaint process.

3.04. Religious Accommodation
The City will make reasonable accommodations to the known religious creed of an applicant during the hiring process and of an employee in the course of employment, unless doing so would impose an undue hardship on the City. 165
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Section 4 Policy Against Harassment, Discrimination, and Retaliation City policy prohibits unlawful harassment and discrimination based on an employee's race (including traits associated with race, such as hair texture and hairstyles), color, ancestry, sex, gender, sexual orientation, gender identity, gender expression, age (over 40), religion, ethnicity, national origin, creed, physical or mental disability, medical condition, genetic information, marital status, pregnancy, reproductive health decision-making, childbirth or related medical conditions, breastfeeding, military or veteran's status, any other characteristic protected by state or federal law or local ordinance, or any combination of such protected characteristics, a perception that the individual has any of those characteristics or any combination of those characteristics, including based on association with individuals with these protected characteristics, or any combination of these characteristics. In addition, City policy prohibits retaliation because of the employee's opposition to a practice the employee reasonably believes to constitute employment discrimination or harassment or because of the employee's participation in an employment discrimination or harassment investigation, proceeding or hearing, or request for reasonable accommodation. The City's full policy against unlawful harassment, discrimination, and retaliation is set forth in a council adopted policy, and may be accessed by accessing City website. Additionally employees may receive a hard copy by making a request to Human Resources.
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Section 5 Whistleblowing Policy

5.01. Definition of “Whistleblowing”
A. For purposes of this provision, "Whistleblowing" consists of disclosure of information that the employee reasonably believes constitutes a violation of state or federal law, or a violation of or noncompliance with a local, state, or federal rule or regulation, regardless of whether disclosing the information is part of the employee's job duties, when that disclosure is made to one or more of the following:

1. A government or law enforcement agency;

2. A person with authority over the employee;

3. Another employee who has authority to investigate, discover, or correct the violation or noncompliance; or

4. Any public body conducting an investigation, hearing, or inquiry, including, but not limited to, information given as testimony.

5.02. Scope of Policy
The City encourages employee complaints, reports or inquiries about practices believed to be unlawful or constitute serious violation of the City policies, including illegal or improper conduct by the City itself, by its leadership, or by others on its behalf. Other subjects for which the City has existing complaint procedures shall be addressed under those other procedures. This policy is not intended to provide a means of appeal from outcomes in those other procedures.

5.03. Procedure
Complaints, reports or inquiries may be made under this policy on a confidential or anonymous basis. They should describe in detail the specific facts demonstrating the bases for the complaints, reports or inquiries. They may be directed to the Personnel Officer or City Manager, or to the City Attorney if involving the Personnel Officer or City Manager. The City will conduct a prompt, discreet, and objective review or investigation in response. However, employees must recognize that the City may be unable to fully evaluate or address a report or inquiry that is made anonymously or made in a vague or general manner.

5.04. Protection From Retaliation Because of Good Faith Complaints, Reports, or Inquiries
A. The City prohibits retaliation by or on behalf of the City against employees for making good faith complaints, reports or inquiries under this policy or by participating in a review or investigation under this policy. Any employee who makes a complaint using this procedure or otherwise engages in “Whistleblowing” will not suffer adverse employment actions (discharge, 167
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demotion, suspension, harassment, or other forms of discrimination) due to making such complaint. This protection extends to those whose allegations are made in good faith but prove to be mistaken or unsubstantiated.

Employees who participate or assist in an investigation will also be protected. Every reasonable effort will be made to protect the anonymity of the “whistleblowing” employee however, anonymity cannot be guaranteed.

B. The City reserves the right to discipline persons who make bad faith, knowingly false, or vexatious complaints, reports or inquiries or who otherwise abuse this policy.
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Section 6 Additional Employment Policies and Working Conditions

6.01. Violence in the Workplace; Bullying
The City is committed to providing a safe, violence-free workplace and strictly prohibits employees, consultants, customers, visitors, or anyone else on City premises or engaging in a City related activity from behaving in a violent or threatening manner. Employees should refer to the City’s Workplace Violence Prevention Plan, which is attached to this Manual as an appendix, for further details.

Further, the City Maintains a stand-alone policy prohibiting bullying in the workplace, which is attached to this Manual as an appendix. Employees should refer to the City’s Anti-Bullying Policy for further details. .

6.02. Alcohol and Controlled Substance Abuse and Testing The City maintains a drug and alcohol free workplace. Employees should refer to the City’s Drug and Alcohol Free Workplace Policy for additional details. Further, employees who are required to maintain a Commercial Driver’s License are also subject to the City’s Drug-Free Workplace Policy for Drivers of Commercial Vehicles. The City’s Drug and Alcohol Free Workplace Policy is attached as appendix ______ and the City’s Drug Free Workplace Policy for Drivers of Commercial Vehicles is attached as appendix ________.

6.03. Nepotism; Employment of Relatives
A. Definitions:

1. Applicant: A person who applies for a position at the City and is not a Current Employee

2. Change of Status: A change in the legal status or personnel status of one or more Current Employees.
a. Changes in legal status include but are not limited to marriage, divorce, separation, or any such change through which a Current Employee becomes a Family Member or ceases to
be a Family Member of another Current Employee.
b. Changes in personnel status include but are not limited to promotion, demotion, transfer, resignation, retirement or termination of a Current Employee who is a Family Member of another Current Employee.

3. Current Employee: A person who is presently a City employee. 169
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4. Direct Supervision: One or more of the following roles, undertaken on a regular, acting, overtime, or other basis shall constitute Direct Supervision:
a. Occupying a position in an employee’s line of supervision; or b. Functional supervision, such as a lead worker, crew leader, or shift supervisor; or
c. Participating in personnel actions including, but not limited to, appointment, transfer, promotion, demotion, layoff,
suspension, termination, assignments, approval of merit increases, evaluations, and grievance adjustments.

5. Family Member: A spouse, domestic partner, parent, parent-in-law, step-parent, legal guardian, sister, step-sister, sister-in-law, brother, step-brother, brother-in-law, child, step-child, legal ward, daughterin-law, son-in-law, grandchild, or grandparent.

6. Prohibited Conduct: Conduct by Family Members including, but not limited to, one or more of the following:
a. Participation directly or indirectly in the recruitment or selection process for a position for which a Family Member is an Applicant.
b. Direct Supervision of a Family Member that does not comply with limitations set forth in this Section;
c. Conduct by one or more Family Members that has an adverse effect on supervision, safety, security or morale.

B. Applicants for Employment:

1. No qualified Applicant may be denied the right to file an application for employment and compete in the examination process. However, consistent with this Section, the City may reasonably regulate, condition, or prohibit the employment of an Applicant.

2. Disclosure of Relationship: Each Applicant is required to disclose the identity of any Family Member who is a Current Employee.

3. Review of Human Resources Manager: For each Applicant who has a Family Member who is a Current Employee, the Human Resources Manager shall assess whether any of the following circumstances exist:
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a. Business reasons of supervision, safety, security or morale warrant the City’s refusal to place the Applicant under Direct Supervision by the Family Member; or
b. Business reasons of supervision, security, or morale that involve potential conflicts of interest or other hazards that are greater for Family Members than for other employees, which warrant the City’s refusal to permit employment of Family Members in the same department, division, or facility.

4. Decision of Human Resources Manager: If the Human
Resources Manager determines that either of the above
circumstances exist, the Human Resources Manager shall
exercise his or her discretion to either reject the Applicant or consider the Applicant for employment in a position that does not present either of the above circumstances.
a. Following examination, if the Applicant is successfully certified as eligible, he or she may be employed in a position for which the Human Resources Manager has determined that neither circumstance exists pursuant to Section 6.04.B.3.
b. When an eligible Applicant is refused appointment by virtue of this Section 6.04, his or her name shall remain on any
employment list that has been created for openings in the same classification. For each opening, the Human Resources Manager shall make a determination consistent with Section

6.04.B.3.

C. Guidelines for Current Employees.

1. Employees shall report a Change of Status to the Human Resources Manager within a reasonable time after the effective date of the Change of Status. Wherever feasible, Employees shall report a Change of Status in advance of the effective date.

2. Within thirty days from receipt of notice, the Human Resources Manager shall undertake a case-by-case consideration and individualized assessment of the particular work situation to determine whether the Change of Status has the potential for creating an adverse impact on supervision, safety, security, or morale.
a. The Human Resources Manager shall consult with an
affected Department Director to make a good faith effort to regulate, transfer, condition or assign duties in such a way as to minimize potential problems of supervision, safety, security, or morale.
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b. Notwithstanding the above provisions, the City retains the right to exercise its discretion to determine that the likelihood for creating an adverse impact on supervision, safety,
security, or morale cannot be sufficiently minimized and to take further action as set forth in Sections 6.04.D.2.a or

6.04.D.2.b.

D. Monitoring by Department Director.

1. Following a Change of Status or new hire of a Family Member, affected Department Directors shall reasonably monitor and regulate both Family Members’ conduct and performance for a period of one year from the date of the Human Resources Manager determination.

The Department Director shall document these actions. Successive Department Directors may re-visit such a determination at their discretion.

2. If the Department Director determines, subject to any applicable requirements of due process, that an employee has engaged in Prohibited Conduct, the Department Director shall re-visit the Human Resources Manager determination. Depending on the severity of the Prohibited Conduct, the Department Director may recommend that the Human Resources Manager take one or more of the following additional measures:
a. Transfer one of the Family Members to a similar position that would not be in violation of this policy. The transfer will be granted provided the Family Member qualifies and there is an opening to be filled. There can be no guarantee that the new position will be within the same classification or at the same salary level. Upon the Department Director’s
recommendation, the Human Resources Manager will make
an effort to transfer the employee who engaged in the
prohibited conduct, however, in certain circumstances, such as availability of positions, the City may transfer either of the Family Members to avoid separation of an employee to the extent possible.
b. If the situation cannot be resolved by transfer, one of the Family Members must separate from City employment. If one of the employees does not voluntarily resign, the employee with primary responsibility for the Prohibited Conduct will be discharged.

3. Department Directors who receive complaints from other employees that one or more Family Members has engaged in Prohibited Conduct shall respond in accordance with existing complaint and disciplinary procedures, where applicable.
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4. Where situations exist prior to the effective date of this section that may be in conflict with this section, every effort shall be made to reasonably address the situation so as to avoid any future conflict.

E. Appeal of Human Resources Manager Determination.

Current Employees and Applicants affected by the application of this section, may appeal the action to the Human Resources Manager within ten days of the action. The Human Resources Manager shall hear the individual’s concerns and issue a written decision within 30 days of receipt of the individual’s appeal. An individual who is dissatisfied with the Human Resources Manager decision may appeal to the City Manager within five days of receipt of the Human Resources Manager decision. The City Manager shall hear the individual’s concerns and issue a written decision within 30 days of the receipt of the individual’s appeal. The decision of the City Manager is final and binding, and no other appeal may be had unless the employee is entitled to further administrative appeal under other provisions of this Manual or by law.

F. Employee Complaints:

Employees who believe that they have been adversely affected by Prohibited Conduct by one or more Family Member should submit complaints to a Department Director or to the Human Resources Manager.

G. Savings Clause:

Should any provision of this section, or any application thereof, be unlawful by virtue of any federal, state, or local laws and regulations, or by court decision, such provision shall be effective and implemented only to the extent permitted by such law, regulation or court decision, but in all other aspects, the provisions of this section shall continue in full force and effect.

6.04. Consensual Romantic Relationships
A. General:

Consensual romantic or sexual relationships between City employees can lead to misunderstandings, complaints of favoritism, adverse effects on employee morale, and possible claims of sexual harassment during or after termination of the relationship. As a result, such relationships present existing or potential conflicts that adversely affect efficient operation of the City. Relationships that present an actual conflict under this section are therefore prohibited.

B. Application:

This section shall apply to all City employees, regardless of gender or sexual orientation, who have a romantic or sexual relationship with another 173
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City employee. The provisions of Section 6.04 regarding nepotism shall govern employees who marry or become domestic partners with another City employee.

C. Definition of Conflict:

For purposes of this section, there is a conflict if business issues of supervision, safety, security, and/or morale would be impacted by a romantic or sexual relationship between two employees.

D. Supervisor’s Duty to Report:

If a romantic or sexual relationship exists between a Supervisor and another employee (including another Supervisor), the Supervisor shall promptly disclose the relationship to the Human Resources Manager and request a determination as to whether the relationship presents a conflict. The disclosure must identify the names and positions of both employees. A Supervisor’s failure to comply with this section shall be grounds for discipline up to and including termination.

E. Determination by Human Resources Manager.

Within five working days, the Human Resources Manager shall issue a written determination as to whether the relationship presents a conflict, and is thereby prohibited. The Human Resources Manager, in consultation with the City Manager, shall have exclusive discretion in making the determination.

F. Resolution of Conflicts.

Subject to limitations imposed by the Municipal Code and applicable provisions of this Manual, the Human Resources Manager will attempt in good faith to work with the Supervisor and the other employee to consider options to eliminate the conflict, including removing the Supervisory authority that created the conflict, reassignment, transfer or voluntary demotion of a Supervisory employee, or where the Human Resources Manager determines that modification of a Supervisor’s assignment is not feasible, reassignment, transfer or voluntary demotion of a non-Supervisory employee. The Human Resources Manager retains discretion to determine that the conflict may be resolved via voluntary resignation or termination only.

G. Prohibited On-Duty Conduct.

All City employees are prohibited from engaging in intimate, physical, or other conduct in furtherance of a romantic or sexual relationship with another City employee at City facilities or assigned work locations, including off-site meetings, conferences, and similar activities. Such conduct is further prohibited during work hours. Moreover, upon termination of a 174
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sexual or romantic relationship with another City employee, employees are prohibited from engaging in behavior that adversely affects the working conditions of any City employee. In general, all employees are expected to observe appropriate standards of workplace conduct in their interactions with other City employees.

H. Complaints.

Employees who believe that they have been adversely affected by romantic or sexual relationships between City employees should follow the complaint procedures provided under the City’s Policy Against Harassment, Discrimination, and Retaliation, which is attached to this Manual as an appendix. The complaint procedures are available to all employees regardless of their past or present participation in a romantic or sexual relationship with another City employee.

6.05. Conflict of Interest
No employee shall engage in any business transaction, or have a financial interest, direct or indirect, which is incompatible with the proper discharge of the employee's official duties, is against public interest, or would tend to impair independence of judgment or action in the performance of official duties, or in otherwise contrary to existing State or federal laws or regulations of the City.

6.06. Solicitation
Employees are prohibited from soliciting funds, donations, or anything of value during working hours from other employees, members of the public, vendors, or other third parties, or while wearing a City uniform, unless the activity relates to a City-sponsored event and has been dully authorized by the City Manager or Department Director. Any infraction of this nature will result in appropriate disciplinary action up to and including termination.

6.07. Outside Employment; Off-Duty Notification
In accordance with California Government Code Section 1125 et seq., no employee may engage in any outside employment, enterprise, or activity that is inconsistent, incompatible, in conflict with, or adverse to their employment or their ability to perform their duties and responsibilities, including performance of overtime work and emergency duties, or any other aspect of City operations.

Employees must notify their Department Director in writing of all actual or planned outside employment so that the City may assess whether such outside employment conflicts with the employee’s City employment.

A. Employees may be permitted to engage in off-duty employment or activity if such secondary employment or activity meets the following standards:

1. The outside employment or activity does not conflict with the interests of the City.
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2. The outside employment or activity does not involve the receipt or acceptance by the employee of any money or other consideration from anyone other than the City for the performance of an act which the employee would be required or expected to render in the regular course of their City employment or as part of their duties as a City employee.

3. The outside employment or activity must not adversely affect the employee's duties at the City.

4. The outside employment or activity does not involve the use of the employee’s City time, facilities, equipment, supplies, badge, uniform, prestige, and/or influence for private gain or advantage.

5. The outside employment or activity must be such that the City bears no responsibility or liability for injury incurred on the outside job.

6. The outside employment or activity does not involve the performance of an act, outside their capacity as an City employee, which may later be subject directly or indirectly to the control, inspection, review, audit, or enforcement of any other officer or employee of the City.

B. Subject to review by the Personnel Officer or designee, the basis for approval by the immediate supervisor and Department Director is as follows:

1. No employee will be allowed to engage in any outside employment or activity for compensation, which is inconsistent, incompatible, in conflict with, or inimical to their duties as an employee, without first filling out an off-duty employment permit, which in turn is to be approved or denied by the employee's Department Director. A copy of each permit shall be approved by the Department Director and the Personnel Officer, and renewed at least on a yearly basis. Forms for this purpose are available at Human Resources. Approved permits will be maintained in the employee's personnel file.

2. Each request to engage in outside employment or activity is to be considered individually. Work which is incompatible to the department, may be so designated in writing by the Department Director and the Department Director may refuse permits for such outside employment.

C. Department Director Determination. When an employee reports outside employment or activity, the Department Director will determine whether the employee’s outside employment or activity conflicts with the performance of their duties, and shall advise the employee of their determination in writing.
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D. Appeal of Department Director’s Decision. Within 14 days of the employee’s receipt of the Department Director’s written determination, the employee may appeal the decision by filing a written appeal with the Human Resources Manager. The employee shall specify the grounds on which they challenge the Department Director’s decision, and shall attach all relevant documentary evidence. The Human Resources Manager shall schedule a meeting with the employee and the Department Director to discuss the Department Director’s decision. The Human Resources Manager shall issue a written decision to the employee and the Department Director no later than 14 days from the date of the meeting. The decision of the Human Resources Manager shall be binding and final, and is not subject to further appeal or grievance.

6.08. Request for Assistance from Private Citizen
Under no circumstances shall a City employee request or authorize a private individual to assist in any manner in the performance of the employee's job function or duties, except for volunteers or public safety personnel engaged in an emergency.

6.09. Financial Affairs
Employees shall so arrange their personal financial affairs in order that creditors and collection agencies will not cause disruptions in the workplace by using the offices of the City, contacting Department Directors or the Personnel Officer for the purpose of making collections.

6.10. Gifts or Payments
No City employee shall accept any gift, service, money or thing of value including, but not limited to, tickets to events or trips from members of the public, vendors, or other third parties with which the employee has or may have official dealings. It should be understood that such gifts are not for personal use or benefit, and should be shared by all employees. Any questions should be referred to the Personnel Officer for proper disposition or disposal.

6.11. Personal Conduct
The conduct of all employees shall be governed at all times by ordinary and reasonable rules of behavior observed by law-abiding citizens, and shall not reflect unfavorably upon City service. This shall apply whether or not the employee is acting in an official employment capacity. Failure to do so may result in disciplinary action up to and including termination.

6.12. Tobacco Products in the Workplace
Smoking or tobacco products shall not be permitted in any workplace, meeting room, classroom, or restroom of any City facility except for designated areas. 177
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Smoking or tobacco products shall not be permitted in any City vehicle, or within twenty (20) feet of any City building or worksite.

6.13. Dress and Grooming Standards
The professional environment of the City is maintained by the image employees present to the public. It is expected that all employees will dress in a manner consistent with good hygiene and safety. Neatness and cleanliness are necessary at all times. Individual City departments may adopt different dress and grooming standards, depending on the needs of their operations, subject to approval by the Personnel Officer.
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Section 7 Employment, Selection and Appointment

7.01. Application Forms
Application forms shall be made as prescribed on the job announcement.

Application forms shall require information covering training, experience, education and other pertinent information. All applications must be signed by the individual applying. Incomplete applications are subject to rejection.

7.02. Application
A. All candidates for employment and volunteer positions without pay, shall file with Human Resources an application on an official City application form.

Applications for open recruitments are available on website designated for the purpose of processing applications by the City, and applications for internal recruitments and volunteer roles are provided by the Human Resources Department. Such application may be rejected if it is not signed, dated and completed in its entirety, or if the applicant does not meet all the qualifications specified in the job description to warrant acceptance.

B. Criminal Conviction History.

1. The City shall not ask any applicant for employment to disclose, through any written form or verbally, at any time, information concerning an arrest or detention that did not result in conviction, or information concerning a referral to, and participation in, any pretrial or post trial diversion program, or concerning a conviction that has been judicially dismissed or ordered sealed pursuant to law, including, but not limited to, Sections 1203.4, 1203.4a, 1203.45, and 1210.1 of the Penal Code.

2. Unless otherwise required by law, the City shall not ask an applicant for employment to disclose, orally or in writing, information concerning the conviction history of the applicant, until the City makes the applicant a conditional offer of employment. The job announcement for the position in question will advise whether a lawful exception to this provision applies, such as for positions subject to the stringent requirements of Public Resources Code Section 5164.

3. Applicants who receive a conditional offer of employment will be requested to complete a supplemental application regarding criminal conviction history for review by the City, and a background screening, as part of the examination process.

C. Ineligibility or Disqualification.

1. The Personnel Officer may withdraw anyone from consideration if the candidate does not meet required qualifications and whose 179
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appointment is not in the best interest of the City. Whenever an application is disqualified or rejected, written notice shall be mailed to the applicant. Except as otherwise required by law, no specific reason need be given for the rejection, other than the applicant was not qualified for the position.

2. Reasons for disqualification may include, but shall not be limited to the following:
a. Lack of any of the requirements and qualifications established for the examination or position for which applied.
b. Failing to successfully complete pre-employment drug screening as may be required.
c. Conviction of a felony, or plea of no contest, or conviction of a misdemeanor involving moral turpitude, as may be permitted by law. d. Resignation from any position to avoid dismissal.
e. Deception or fraud in making the application.
f. Unacceptable driving record, as determined by most recent DMV readout, when a license is required for the position sought. g. Request by applicants that their names be withdrawn from consideration.
h. Failure to apply within the time frame specified by the Personnel Officer to an advertised/posted position.
i. Disqualification or unsuitability for employment for any reason specified in any City or pertinent department rules and regulations.

7.03. Announcement
All announcements for positions in the Classified Service shall be publicized by posting in City Hall, on official bulletin boards, on the City’s website, and by such other methods as the Personnel Officer deems advisable. The announcements shall specify the title and pay of the class for which the position is announced, the nature of the work to be performed, and minimum qualifications.

7.04. Recruitment
Recruitment for qualified applicants may be a continuing process so the City may have available applications of interested, qualified persons for possible future employment. Notices of employment opportunities may be placed in newspapers, magazines, announcements, college placement offices, community organizations, the City’s website, or professional agencies offering services that will result in 180
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response from qualified persons. However, the City shall not pay any fee or service charge for any applicant referred to City by any employment agency, unless it is the result of a contractual agreement with the employment agency.

7.05. Special Provisions
A. The Personnel Officer may authorize the expenditure of funds or reimburse applicants for cost and expenses related to the recruiting and selection process where it is in the best interest of the City to do so.

B. The Personnel Officer may limit the number of qualified applicants to be examined in the selection process when there is a large pool of qualified applicants compared to the number of anticipated vacancies. Qualified applicants to be examined may be determined by lot, date of application or other means as determined by the Personnel Officer.

7.06. Conduct of Examination
The Personnel Officer may contract with any industry recognized agency for the development and conduct of examinations. The Personnel Officer shall see that grading of examinations are performed by an employee in Human Resources.

7.07. Nature and Types of Examination
The selection techniques used in the examination process shall be impartial, and relate to subjects which, in the opinion of the Personnel Officer, fairly measure the relative capacities of the persons examined to execute the duties and responsibilities of the class to which applicants seek to be appointed.

Examinations shall consist of selection techniques which test fairly for knowledge, skills, and abilities of candidates.

7.08. Notification of Examination Results and Review of Papers Each candidate taking an examination shall be given written notice of the results thereof within thirty (30) days.

7.09. Promotional Examinations
A. The City, at its sole discretion, may provide existing qualified regular or probationary employees the opportunity to apply before positions become available to applicants who are not in City service.

B. Only regular or probationary employees who meet the requirements set forth in the promotional examination announcements may compete in promotional examinations. For each promotional examination, if there is only one qualified candidate for a vacancy, the pertinent Department Director, at their sole discretion, may request Human Resources to initiate an open recruitment for external candidates for such vacancy. 181
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C. Promotional recruitment announcements will be posted for a minimum of five (5) business days in all departments and at a central location in Human Resources and by electronic mail to City employees until the final filing date specified in the announcement. The announcement will specify a selection process which may include any one or a combination of the following:
application appraisal, written test, performance test, physical fitness test, personal interview, or any other selection techniques as may be determined by the Personnel Officer’s judgement in consultation with the pertinent Department Director. The City may utilize a Subject Matter Expert, at its sole discretion, as may be necessary to evaluate the candidate's capacity to perform the job tasks.

D. The Personnel Officer may extend the filing period for any recruitment based upon consideration of the quantity and quality of applications received.

7.10. Scoring Examinations and Qualifying Scores
A. Upon scoring of all selection components, the names of applicants will be placed on eligibility lists, ranked according to scores.

B. A candidate's score in a given examination shall be the average scores on each competitive part of the examination, weighed as shown in the examination announcement. Failure in one part of the examination may be grounds for declaring such applicants as failing the entire examination, or disqualified for subsequent parts of an examination.

C. In case of tied scores, the following rules shall apply:

1. For purposes of placement on the list of eligibles, if an applicant who has a tied score is a veteran, as that term is defined in Section 50088 of the California Government Code, or as may be amended, the tie will be broken in favor of the veteran, such that the veteran will be placed at a higher position than the non-veteran.

2. All other candidates with tied scores shall be listed in alphabetical order.

7.11. Eligibility Lists
A. Eligibility Lists: Within a reasonable time after successful completion of all phases of the City's recruitment process, the Personnel Officer or designee shall prepare and keep available an Eligibility List. If there are less than three (3) candidates on the list, the Personnel Officer may cause the list to expire, and may commence a new recruitment.

B. Duration of Lists: Employment/Eligibility lists may remain in effect for a period between six and twelve months, at the Personnel Officer’s sole discretion, unless exhausted, and may be extended prior to the expiration 182
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date by action of the Personnel Officer. All open-competitive and promotional lists shall remain in effect for a period between six and twelve months, at the Personnel Officer’s sole discretion, unless exhausted or abolished within that period as provided below. The Personnel Officer may extend any such list for additional periods, but in no event shall an employment list remain in effect for more than two (2) years. The effective date of a list shall be the date it is approved by the Personnel Officer.

7.12. Re-Employment Lists
A. The names of probationary and regular employees who have been laid off will be placed on appropriate re-employment lists in the order of total continuous cumulative time served on probationary and regular status.

Such names may remain on the lists for one year unless such persons are rehired prior to that date. Re-employment Lists may be extended at the discretion of the Personnel Officer, but in no event shall an employment list remain in effect for more than two (2) years.

B. When a re-employment list is to be used to fill vacancies, the Personnel Officer shall certify from the top of such list, the number of names equal to the number of vacancies to be filled, and the appointing authority shall appoint such persons to fill the vacancies. The Personnel Officer shall send a notice of certification to persons appearing on the re-employment list.

7.13. Certification and Appointment
A. Filing Vacancies.

1. The Department Director shall notify the Personnel Officer or designee of an anticipated vacancy in an authorized position, except for positions outside the classified service. The Personnel Officer and Department Director shall determine the means to be used to fill the vacancy.

2. With the approval of the Personnel Officer, the vacancy may be filled through a transfer, reassignment or voluntary demotion of an employee. If appointment is not made in accordance with the foregoing, then the vacancy shall be filled by appointment from an existing employment list in the following order:
a. Re-employment List: A list established as a result of a reduction in force.
b. Promotional List: A list of qualified employees in City service who successfully completed a promotional examination process. c. Open-competitive List: A list of qualified applicants outside City service.
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3. If there are less than two (2) candidates on the applicable promotional list and/or less than three (3) candidates on the applicable open-competitive list, the Personnel Officer may:
a. Authorize appointment from among the available candidates. b. Cancel the existing employment list and declare an alternate employment list.
c. Cancel the existing employment list and order a new examination.

The Personnel Officer may also authorize a temporary appointment for the interim period while the recruitment process is conducted.

The interim period may not exceed six (6) months.

B. Certification of Candidates.

1. When a vacancy is to be filled from either a promotional or an opencompetitive list, the Personnel Officer shall provide the Department Director with a list containing an appropriate number of candidates.

The number of candidates certified shall depend upon the type of recruitment and number of vacancies. The names of the top three (3) candidates from a promotional list or the top seven (7) candidates from an open-competitive list will be certified for a single vacancy and, where there is more than one vacancy, one additional name for each vacancy in excess of one.

2. Following interview and recommendation by the Department Director, the City Manager may appoint from those candidates certified and interviewed. Appointments shall not be retroactive.

3. Regular appointments are contingent upon results of reference checks, background investigations, pre-employment drug testing, agility, psychological, physical and any other examinations, which may be required at the discretion of the Personnel Officer.

7.14. Removal of Names From List
A. The name of any person appearing on an employment, re-employment, or promotional list shall be removed by the Personnel Officer if the eligible person requests in writing that the name be removed, or the employees or applicants fail to respond to notices of certification mailed via certified mail to the last known address.

B. The names of persons on promotional employment lists who resign from City service shall automatically be dropped from such lists. 184
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7.15. Temporary Appointments
A. Temporary positions and appointments exist to fill a temporary need, including but not limited to vacation relief, sick leave relief, temporary projects, extra help to accelerate a program, seasonal work, surges of work, and under special circumstances to temporarily substitute for a regular appointment. Because they are intended to be interim in nature, work hours shall not exceed one thousand (1,000) in a twelve (12) month period.

Temporary appointments may be terminated at any time by the Personnel Officer without cause and without recourse to the appeal and grievance procedure.

B. Temporary appointments may be made from existing appropriate employment lists or from among qualified applicants. Qualified applicants for this purpose shall mean individuals who meet the minimum qualifications for the classification as defined in the class specification.

C. In no event shall a period of temporary appointment constitute satisfactory completion of any part of a probationary period for any appointment in a regular position in City service.

D. Temporary employees shall not gain a property interest in their jobs.

7.16. Types and Categories of Appointment
All vacancies in the Classified Service may be filled by transfer, promotion, demotion, re-employment, reinstatement, or from eligibility lists certified by the Personnel Officer. In the absence of persons eligible for appointment in this manner, provisional appointments may be made in accordance with this Manual.

Employment in the Classified Service is divided into the following categories:

A. Regular: Regular employees are those who have been appointed to an authorized position in the City's Classification and Compensation Plan, having successfully completed the probationary period, and retained as provided in this Manual. A regular employee may be full-time or part-time.

Part-time employees who have been appointed to an authorized position in the City's Compensation and Benefit Plan through appointment from an eligibility list are designated as Regular employees after successfully completing a probationary period.

B. Probationary: Probationary employees are those who, through the regular examining process, have been appointed to an authorized position in the City's Classification and Compensation Plan, but have not completed the applicable probationary period.
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7.17. Personnel Officer’s Discretion Regarding Vacant Position Nothing in this Section shall require the Personnel Officer to fill any vacancy in the Classified Service. The Personnel Officer has the discretion to recommend to the City Council that the vacant position be eliminated, retitled, or an alternative position or positions be created in place thereof. However, nothing within this Section shall require the Personnel Officer to replace any vacant position.

7.18. Citizenship
Except as otherwise provided by State or Federal law, employment is open to qualified individuals who are citizens of the United States, qualified non-citizens of the United States, and those who have employment rights under the United States Constitution, or State and Federal Law (e.g., non-residents holding temporary work permits).

7.19. Legal Authority to Work
All offers of employment and continued employment are conditioned on furnishing satisfactory evidence of identity and legal status to work in the United States. Each applicant must document legal authority to work in the United States, and verify identity in accordance with applicable federal statutes by completing and signing required forms, such as the I-9. All offers for employment will be contingent on receiving this verification, which must be completed as soon as possible after an offer of employment is made, but no later than at the time an individual first reports to work. Failure to provide proof of legal residence and authorization to work in the United States shall be the basis for disqualification of employment and immediate termination.

7.20. Minimum Employment Age
All persons who are selected for regular employment by the City must be at least eighteen (18) years of age. All persons who are selected for temporary and/or seasonal employment by the City must be at least sixteen (16) years of age.

Applicants may be asked to provide proof of age at any time. Persons employed under the age of eighteen (18) must provide a valid minor work permit and shall not be assigned to "hazardous" duties as determined by the Department Director and Personnel Officer.

7.21. Pre-Employment Medical Examination
Following a conditional offer of employment, prospective employees may be required to complete a job related pre-employment medical examination. The City may require that employees take a psychological and/or a medical examination, as it deems necessary in order to determine employees to be mentally and physically capable of performing the essential functions of the job. Conditional offers of employment are made contingent upon passing this medical examination, however, the City will make reasonable accommodations to the special needs of any disabled individual as required by law. A licensed health care provider chosen 186
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by the City will perform such examination without cost to the prospective employee.

The prospective employee will be required to complete a medical history questionnaire and a medical records release as necessary to facilitate the examination. The health care provider will indicate the employee’s fitness for employment on the examination form.

A. Instances that May Require Medical Examination. Depending on the essential functions of a position, a medical examination may be required for:

1. Applicants who have received a conditional offer of employment;

2. Employees seeking a transfer from one position requiring general physical abilities to another position requiring physical abilities of a different nature;

4. When a supervisor observes or receives a reliable report of an employee’s possible lack of fitness for duty. Observations and reports may be based on, but are not limited to, employee’s own selfreport of potential unfitness, dexterity, coordination, alertness, speech, vision acuity, concentration, inappropriate response to criticism, such as profane response to criticism, interactions with the public, co-workers, and supervisors.

B. Confidentiality. The results of all medical and psychological examinations will be kept confidential as required by law. Examination results for newly hired employees and employees transferring to another position will be kept in the employee’s confidential medical file. No employee will hold any position in which the employee is not able to perform the essential functions of the job, with or without reasonable accommodation.

C. Regulatory Compliance. Certain employees are subject to regulations issued by the Department of Transportation and/or the California Department of Motor Vehicles. All such employees must meet the standards set forth in those regulations as part of the hiring process and as part of continued employment.

7.22. Background/Reference Checks
As soon as possible and practicable, a live fingerprint scan, background and reference check will be performed and completed for each applicant or employee receiving a conditional offer of employment. The City shall comply with all requirements of the Federal Fair Credit Reporting Act and the California Investigative Consumer Reporting Agencies Act.
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7.23. Reappointment; Break in Service
Except as otherwise required by law and further provided in this section, an employee who voluntarily leaves the City Service and is rehired at a later date does not receive seniority or service credit for past City employment and is not eligible to reinstate any prior benefits and will be subject to this Manual as a new employee.

Employees rehired within 60 days after separation will have their service bridged.

This means that the employee will retain the original date of hire and will continue to accrue insurance benefits, previously in effect. In addition, these employees who have been rehired within 60 days of separation will accrue benefits, including leave accruals) at the same rate as was in effect prior to the separation.

With regard to accrued sick leave benefits at separation, an employee who is reinstated within twelve months of separation is eligible to be reinstated with 100% of the remaining balance after being laid-off or separated, except as described in Section 13.06.L. Further, an employee who is reinstated after twelve months but before twenty-four months of separation, is eligible to be reinstated with 50% of the remaining balance after being laid-off or separated, except as described in Section 13.06.L

7.24. Acting Appointment
Acting appointments may be used to fill positions that are vacant or that are temporarily vacated, such as when the incumbent employee is on an extended leave of absence.

A. A Department Director may recommend that the Personnel Officer assign a current employee to an acting appointment when the needs of the City require that employee to temporarily perform the duties of a higher classification for a period of more than 10 consecutive working days. With the Personnel Officer’s advance written authorization, the employee shall receive acting pay at the next higher step in the worked classification which is at least 5% above the employee’s current salary. The acting pay shall commence on the eleventh day following the Personnel Officer’s written authorization. No employee shall be appointed to perform any of the duties of a higher classification unless that employee is deemed to possess the minimum qualification of the higher classification by the Personnel Officer.

B. In no case shall an employee serve more than 960 hours in a fiscal year or six (6) total months, whichever comes first, in a “vacant position” in a higher classification. For purposes of this section, a “vacant position” refers to a position that is vacant during an active recruitment for a permanent appointment. A vacant position does not include a position that is temporarily vacated due to another employee’s leave of absence.

7.25. Transfer
An employee may be transferred by the Personnel Officer from one position to another position in a comparable class. No employee shall be transferred to a 188
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position for which the employee does not possess the minimum qualifications. For transfer purposes, a comparable class is one with the same maximum salary, involves the performance of similar duties, and requires substantially the same basic qualifications. If the transfer involves a change from one department to another, both Department Directors must consent to the transfer, unless the Personnel Officer orders the transfer for purposes of economy, efficiency, or the best interest of the City.

7.26. Demotion
The Personnel Officer or Department Director may demote an employee:

1. Whose ability to perform required duties falls below acceptable standards;

2. For disciplinary reasons, subject to the terms of Article 16 of this Manual where applicable;

3. When the need for the position which an employee fills no longer exists;

4. When an employee requests such demotion.

7.27. Termination
At the discretion of the Personnel Officer or Department Director, an employee may be terminated or separated in the following manner:

1. On a weekday, other than a weekday that lands on a holiday; or

2. On the last weekday of a pay period.

The last day worked will constitute the employee’s termination or separation date. 189
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Section 8 Probationary Period and Seniority

8.01. Objective of Probationary Period
The probationary period shall be regarded as part of the selection process and utilized to closely observe and employee's work performance, evaluate the adjustment of a new employee to the position, and reject any probationary employee whose performance does not meet acceptable standards of work.

8.02. Performance Evaluation Reports
A. The City will make reasonable efforts to timely provide each employee a performance evaluation report as follows:

1. For Probationary Employees
Length of Probation Performance Evaluation Dates
0 to 6 months Mid-point of probation
Greater than 6
months
Mid-point and 2-weeks before end of
probation

2. For Regular/Permanent Employees
a. Every twelve (12) months on the anniversary date of the employee’s successful passing of probation, or the
anniversary date of appointment to a different position or classification.
b. In the event a performance evaluation is not completed within fifteen (15) days after the anniversary date, the employee shall automatically receive a "satisfactory" rating (i.e., attains goals), which will be documented in a memo to file.

B. The performance evaluation report will be signed by the employee's Supervisor and Department Director as soon as practicable. Each report will be discussed with and signed by the evaluated employee, then submitted to the Personnel Officer and permanently retained in the employee's personnel file. If the employee refuses to sign their evaluation, the employee’s supervisor will note the employee’s refusal to sign and sign below this note. Sworn peace officers are entitled to thirty (30) days to provide a response to their performance evaluation. All other employees are entitled to fourteen (14) days to provide a response to their performance evaluation.

C. Employee will receive a review of their job performance in order to determine whether or not a step adjustment is in order. Step increases are not to be construed as automatic in nature. If an employee's performance proves to be satisfactory, that employee shall be eligible for an increase which is defined as a Merit or Step Increase. A step increase shall not be 190
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denied as a result of the failure to complete an annual performance evaluation.

8.03. Probationary Period
A. A working evaluation period during which employees are required to demonstrate satisfactory performance for the duties to which they are appointed. Probationary periods range from six (6) to eighteen (18) months depending on the position, and will be extended for periods of paid or unpaid leave of absence upon recommendation of a Department Director and approval of the City Manager.

B. A promotional appointment shall be probationary for six (6) months, twelve (12) months, or eighteen (18) months, as applicable. Promotional probationary periods will be extended for periods of paid or unpaid leave of absence upon recommendation of a Department Director and approval of the City Manager.

8.04. Rejection of Probationer
A. Probationary employees do not have property or vested rights to their position with the City and are considered at-will employees. During the probationary period, an employee may be rejected at any time by the City Manager without cause and without the right of appeal. The Department Director shall notify the Personnel Officer in advance as to whether a regular appointment or rejection is recommended.

B. Notification of rejection in writing shall be served on the probationary employee and a copy included in the employee's personnel file.

8.05. Rejection Following Promotion
Any employee rejected during the probationary period following a promotional appointment shall be reinstated to the position from which the employee was promoted if it remains vacant, unless:

1. Charges are filed and the employee is discharged in the manner provided in this Manual for positions in the classified service;

2. No vacancy exists for the classification to which the employee would revert; or

3. No funding is available in the classification to which the employee would revert.

If there is no vacancy in the employee’s prior position or a similar position or if no such position is funded, the employee may request to be placed on a reemployment list for the employee’s prior position. If there is vacancy in the employee’s prior position, and the employee returns to the prior position, the 191
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employee will not have to serve a new probationary period for their prior position.

If the employee returns to a prior position, under this section, the employee will receive credit, for the purpose of seniority, for their years of service in their prior position.

8.06. Seniority for Lay Off Purposes
A. Whenever more than one person is appointed to the same classification on the same day, the seniority of each individual will be equal. In the event of a reduction in force (RIF), for whatever reason, individuals with the same seniority date will be laid off based on the following criteria:

1. Years of service with the City;

2. Overall performance in City employment; and

3. Special knowledge, skill, training, or experience.

8.07. Loss of Seniority
Seniority shall not be broken by vacations, sick time, or any authorized leave of absence or call to military service. All seniority rights shall be lost by an employee under the following circumstance if the employee:

1. Resigns;

2. Is discharged and fails to successfully appeal;

3. Fails to return to work when recalled after a layoff; or

4. Is laid off for one year without being recalled, or two (2) years if the Re-employment List has been extended.
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Section 9 Position Classification Plan

9.01. Classified Service Plan
The Personnel Officer shall ascertain and record the duties and responsibilities of all positions in the Classified Service and, after consulting with Department Directors, shall recommend a Classification Plan for such positions. The Classification Plan shall consist of classes of positions in the Classified Service defined by class specifications, including job title. The Classification Plan shall be so developed and maintained that all positions substantially similar with respect to duties, responsibilities, authority, and character of work are included within the same class, and that the same schedules of compensation may be made to apply with equity under like working conditions to all positions in the same class.

9.02. Adoption, Amendment and Revision of Plan
The Classification Plan shall be adopted and may be amended from time to time by resolution of the City Council. Notice of City Council consideration of the proposed Classification Plan amendments, or revisions, shall be provided to Recognized Employee Organizations that represent the new or amended position class.

9.03. Assignment of Positions
Following the adoption of the Classification Plan, the Personnel Officer shall assign every position in the Classified Service to one of the classes established by the Plan.

9.04. New Positions
Newly established classifications shall be approved by the City Council.

9.05. Reclassification
The duties of any position which have changed materially so as to necessitate reclassification, shall be allocated by the Personnel Officer to a more appropriate class, whether new or already created. Reclassification shall not be used for the purpose of avoiding restrictions concerning demotions and promotions. A reclassification shall become effective after approval of the City Manager.

9.06. Salary Schedule Conformance
Employees shall be assigned a salary in conformance with the classification salary schedule, as the same may be amended from time to time by the City Council.

9.07. Interpretation of Class Specifications
The class specifications, commonly referred as "job descriptions" are descriptive and explanatory and not restrictive. They are intended to indicate the kinds of 193
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positions that are allocated to the various classes and should not be construed as limiting the assignment of duties and responsibilities to any position or modifying the authority of any Department Director to assign, direct and control the work of employees under supervision. The use of a particular expression or an illustration as to duties should not be interpreted to exclude others not mentioned that are of similar in kind or quantity, nor shall be any specific omission necessarily mean that such duty or requirement is not included. The specifications for each class should be considered in its entirety, and in relation to other classes in the classification plan. Consideration should be given to the general duties, specific tasks, responsibilities, qualifications, and relation to other positions so that collectively they describe the kind of employment the class is designed to embrace.

9.08. Use of Class Title
Class title shall be the official title of every position allocated to the class for the purpose of personnel actions, and shall be used on all payrolls, budget estimates, official records, and reports relating to the position. Any other "working title" desired and authorized to be used by the Department Director may be used as a designation for purposes of internal administration or in contacts with the public, subject to advanced approval of the City Manager or designee. 194
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Section 10 Compensation and Salary Administration

10.01. Application of Salary Ranges and Rates
A. Appointment: Initial appointments designated in the City Job Classification Plan shall normally be at the first step of appropriate salary range. Because it is sometimes difficult to secure qualified personnel at the normal hiring rate, or a person of unusually high qualifications is available, the City Manager may hire or promote at a higher range and step at the City Manager’s sole discretion. If the City Manager exercises such discretion to hire or promote a person at a step higher than the first step of the pertinent salary range, said person shall be eligible for a step increase.

B. Promotion: Any employee receiving a promotion shall start on the first step of the salary range of the class to which promoted, and be eligible for merit increases as elsewhere provided, unless the present salary level is equal to or exceeds the first step of the class to which promoted. In that event, the employee shall be assigned to the step in the salary range to which promoted, which is the equivalent to at least a five (5%) increase in salary.

C. Out of Class Pay: An employee working out of class for at least ten (10) consecutive work days to temporarily perform duties in a higher classification shall be compensated at the next higher step in the worked classification which is at least 5% above the employee's current salary. At no time should any employee work out of class for a period of more than 6 (six) months. There will also be no change to the employees current benefits.

10.02. Advancement within Salary Range
An employee shall be considered for salary advancement in accordance with the following time intervals:

Step 1 Payable during probationary period. The first step in an assigned range is normally the minimum rate at the initial hiring for a specific classification.

Step 2 Payable after successful completion of probation.

Step 3 Payable after one year of service at Step "2" and upon recommendation of the Department Director based on a positive performance evaluation and an employee's demonstrated ability to meet or exceed job standards. Approval by the City Manager is required.

Step 4 Payable after one year of service at Step "3" and upon recommendation of the Department Director based on a positive performance evaluation and an employee's demonstrated ability to 195
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meet or exceed job standards. Approval by the City Manager is required.

Step 5 Payable after one year of service at Step "4" and upon recommendation of the Department Director based on a positive performance evaluation and an employee's demonstrated ability to meet or exceed job standards. Approval by the City Manager is required.

A. Step advancements are merit increases and are not automatic. An employee must perform the duties of the position and be rated satisfactory by the Department Director to receive a step advancement.

B. Salary adjustments shall become effective on the first day of the pay period coinciding with or following the employee's step advancement, promotion, demotion, reclassification, transfer, basic salary rate change, longevity pay eligibility, bilingual pay eligibility, education incentive pay eligibility, etc.

Such salary adjustments shall not be retroactive.

10.03. Criteria for Step Increase
No salary advancement shall be made which exceeds any maximum rate established in the pay plan for the class to which the advanced employee's position is assigned.

10.04. Request for Step Increase
A. In the event the Department Director fails to complete the required performance evaluation, the step increase within range shall not be withheld.

B. Nothing herein prohibits granting a merit salary advancement prior to the normal time intervals, subject to approval of the Personnel Officer. A Department Director may recommend a step increase through the City Manager for any employee in the department as a result of outstanding service or any special circumstances which merit a step increase on a date other than the anniversary date. Such step increases are effective on the date approved by the City Manager, and does not change the employee's anniversary date.

10.05. Assignment for Reclassification and Demotion
A. No Classified employee shall suffer a salary reduction as a result of reclassification, but the employee's salary may be held at the current amount at time of reclassification until the salary range of the new classification is equal to or exceeds the employee's salary. This shall be referred to as "Y-rate". An employee may be placed in a lower or higher salary step at the time of reclassification with the approval of the Personnel Officer.
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B. In the event of demotion due to discipline, the Personnel Officer shall determine the step within the applicable salary range to which the employee shall be assigned.

10.06. Computation of Salary
Salary rates for all authorized classified positions are set forth in the Classification and Compensation Plan. Hourly rates are based on 2080 hours per year. Hourly rates for Fire personnel are based on 2912 hours per year.

10.07. Compensation during Attendance at Training Courses During Vacation, Holidays, and Days Off
City employees should feel free to attend training courses available during their vacation, holidays or days off if authorized to do so in advance by the Department Director. The City will compensate employees and reimburse cost, as may be required by law, for attendance at training courses held during days off, weekends, vacations, or holidays only where employees have been directed by their Department Director to attend on the following basis:

A. Days Off: The City will adjust an employee’s regularly scheduled day off as necessary to facilitate the employee’s attendance of training courses held on their regularly scheduled day(s) off.

B. Holidays: Employees directed to attend training courses on a holiday will be compensated double times their regular rate of pay, or allowed to take off another paid day in lieu of the missed holiday, unless a different rate of compensation is provided in a current ratified and approved MOU, in which case the latter shall apply.

C. Vacations: Employees directed to attend training coursed held on vacation days will be permitted to reschedule their vacation days, subject to Department staffing needs, spent in such training courses. 197
September 2025 City of Soledad Personnel Rules and Regulations Section 11 -- Page 1
Section 11 General Working Conditions

11.01. Attendance
Employees shall be in attendance and on time at their assigned workstation in accordance with Department rules regarding hours of work. All departments shall keep daily attendance records of employees. An employee absent without approved leave may be subject to disciplinary action.

11.02. Meal and Break Periods
Each regular employee should be entitled to an uninterrupted, unpaid meal period of a minimum of thirty (30) minutes and a maximum of sixty (60) minutes at or about the mid-point of their workday. The length of the meal period and the time the meal period is taken shall be determined by the Department Director unless provided otherwise in a ratified and approved MOU. Employees are entirely relieved of responsibilities and restrictions during their meal period, unless they have been directed to work by a supervisor or management staff, in which case it will be treated as paid time.

Each regular employee is also entitled to two (2) fifteen-minute paid break periods to be scheduled by a supervisor based on operational needs. The initial break period shall be taken within the first half of the shift, and the second within the second half of the shift.

11.03. Standard Workweek
The standard workweek for City employees shall begin at 12:00 a.m. of each Saturday and end at 11:59 p.m. of each Friday.

11.04. Standard Work Schedule
The standard work schedule for each employee shall be designated in each individual employee’s offer letter and related job description as necessary for each classification. However, the City may vary from such work schedule as may be necessary, subject to availability, as a reasonable accommodation for qualified individuals with a disability as may be required by law. Unless otherwise prohibited by law, the Police Chief may schedule sworn staff as may be required to optimize Police Department’s operations.

Except as otherwise provided in this section, a Department Director, at their sole discretion, may approve variations of up to thirty minutes to the start and end times of an employee’s work schedule. Any variation of more than thirty minutes from the employee’s designated work schedule must receive prior approval from the City Manager. Nothing in this paragraph is intended to limit a Department Director’s ability to approve an employee’s scheduled absence, such as sick leave or vacation leave, as provided under this Manual or in a pertinent MOU. 198
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Exempt employees are expected to work the number of hours necessary to complete assigned work in timely manner notwithstanding any specified work schedule
The City may consider adopting a telecommuting policy if, at the City’s sole discretion, such policy would be in the City’s best interest for recruitment and retention purposes. Should the City adopt such policy, it will be adopted as appendix ______ to this Manual. . .

11.05. Overtime and Compensatory Time
Except as otherwise specified in a pertinent MOU, Overtime is any time worked beyond the standard forty (40) hour work week for non-exempt employees.

A. Overtime shall be worked only at the request and authorization of the Department Director. Except as otherwise provided in a pertinent MOU, regular employees required to work in excess of forty (40) hours in a work week shall be compensated at time-and-a-half, or compensatory time off at a rate of time-and-a-half at the option of the Department Director. Unless otherwise required by law, the workweek commences at 12:00 a.m. each Saturday and ends at 11:59 p.m. each Friday.

B. Work schedules may be changed, by mutual agreement between the City and a pertinent bargaining unit, as necessary to satisfy staffing needs. (e.g., four-ten hour days, or as provided in a ratified and approved MOU.) C. The use of compensatory time shall be scheduled by mutual agreement between the employee and Department Director or their designee.

Employees retain the right to cash payment for any compensatory time on the books as provided in a ratified and approved MOU, or with the approval of the Personnel Officer.

D. Unless otherwise previously accrued in a non-exempt position, employees in an exempt position shall not be eligible for overtime pay and/or compensatory time off.

E. Classified employees who are designated as exempt under the Fair Labor Standards Act (FLSA) shall not be eligible for overtime pay and/or compensatory time off.

F. There may be variations to standard overtime and work schedules as permitted by FLSA Section 7(k) exemption. Such variations are provided in relevant MOUs.

11.06. Compensatory Time Accumulation and Use
Employees may accumulate up to forty-eight (48) hours of compensatory time off.

If compensatory time is not allowed, the employee shall be paid for such overtime in cash at the rate of one and one-half times the regular rate of pay, or as provided 199
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in a ratified and approved MOU. Non-exempt employees who move to an exempt status shall have their approved compensatory time off cashed out by the end of the current fiscal year.

11.07. Bilingual Pay
The City retains the right to determine how many and which positions it needs to provide bilingual services, and which languages shall qualify. To be eligible, the Department Director must approve the employee for certification testing, and then pass an examination in the applicable language certifying that the person has the appropriate language skills.

11.08. Paid Holidays
A. All regular and probationary employees are entitled to municipal holidays off as provided in a ratified and approved MOU or Resolution adopted by the City Council.

B. When a holiday falls on a Saturday, the preceding Friday shall be deemed to be the holiday. When a holiday falls on a Sunday, the following Monday shall be deemed to be the holiday. Unless otherwise required by law, employees must be on paid status on the working day immediately preceding the holiday, and on the working day immediately following the holiday, in order to receive holiday pay.

C. When a holiday occurs during an employee’s approved leave of absence covered by the Family Medical Leave Act, the California Family Rights Act, the California Pregnancy Disability Act, or any other legally mandated leave, the employee will receive full holiday pay only if the employee is in paid status the working day immediately preceding the holiday and the working day immediately following the holiday.

D. Employees who are required to continue their job responsibilities on holidays (such as in the Public Works, and Police Departments) shall receive holiday pay as provided in a ratified and approved MOU, and/or Resolution adopted by the City Council. The rate of pay for the holiday shall be based on eight (8) hours.

E. In cases where employees are afforded a Floating Holiday, the "holiday" must be used no later than December 31, the end of the City's current calendar year. If not used by that date, said floating holiday will be canceled and removed from Payroll Records. There is no waiting period applicable to use of Floating Holidays for newly hired employees.

F. Council approved holidays, except floating holidays, will be considered work days for purposes of calculating overtime.
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11.09. Tuition Reimbursement
A. Regular employees may be eligible to receive tuition reimbursement, as provided in this section, for educational purposes which improve their ability to accomplish their City job duties, subject to approval of the Department Director and the Personnel Officer.

B. Except as provided in a ratified and approved MOU, reimbursement will be for books, tuition, and enrollment only up to a maximum of five hundred ($500) dollars per fiscal year. The employee must achieve at least a "C" in the class, and be reimbursed after proper proof of completion of the class.

11.10. Credit for Training
Participation in and successful completion of special training courses may be considered in making advancement and promotions, as provided in a ratified and approved MOU. Evidence of such activity shall be filed by the employee with the Department Director and Human Resources.

11.11. Training Responsibility
The City encourages the training of employees. Responsibility for developing training programs for employees shall be assumed jointly by the Personnel Officer and Department Directors. Such training programs may include, but not limited to, lecture courses, workshops, demonstrations, assignment of reading materials, or such other assignments as may be available for the purpose of improving the effectiveness and broadening the knowledge of municipal employees in the performance of their respective duties.

11.12. Uniform, Official Badge or Insignia
Officials or employees who wear a uniform, badge, or other official insignia as evidence of authority and City identity shall not permit such uniform or insignia to be used or worn by any other person.

11.13. Compensation for Use of Private Automobile on City Business and City Vehicle Assignment
A. General Policy:

It is the policy of the City to assure that all employees requiring transportation for the satisfactory completion of their assigned duties will either (1) have a City vehicle available for their use as required by the nature of their work, or (2) be reimbursed the IRS authorized mileage rate for the use of their own private vehicle when such use is authorized.

B. Authorization for Use of Privately-Owned Vehicles:
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Use of privately owned vehicles in connection with official City business during normal work hours shall be authorized prior to such use by the Personnel Officer or Department Director.

C. Mileage Allowance:

Subject to direction concerning the use of a City vehicle, the City will make a City vehicle available for official use to employees when so required. If there are no City vehicles available and the employee must use a personal vehicle, the employee will be reimbursed at the IRS authorized mileage reimbursement rate in effect at the time.

D. Administrative Regulations:

Administrative regulations covering conditions for use, financial responsibility, procedures for requesting travel authorization and reimbursement shall be established by the City Manager, or designee, consistent with the Fair Labor Standards Act (FLSA).

E. With the approval of the City Manager, the Department Director may from time to time authorize the use and assignment of a City vehicle for ongoing "Bonafide-Official" business of the City in the course of employment of the employee. The Department Director shall take into consideration the employees job duties, responsibilities and "around-the-clock" availability.

Vehicles shall not be used for personal use. City Employees shall report all accidents involving personal or City assigned vehicles while being used in City Business, no matter how minor the damage may be to the employee's immediate supervisor or City Manager or designee handling risk and insurance claims. Any injury sustained by an employee while operating a vehicle (personal or City assigned vehicles) on city business should be reported as required under the worker's compensation policy.

Each employee shall be responsible for the lawful operations of vehicles in accordance with both state and local law. Violations of law are the responsibility of the vehicle operator. Fines and other expenses that result from traffic violations or parking violations, other than mechanical problems of a City vehicle, are responsibilities of the employee.

Employees shall give due consideration of the Internal Revenue Code (IRC) under "Imputed Income" creating a taxable issue which may apply to assignment of city vehicles.

11.14. Pay Periods
A. Pay periods for all employees shall be on a biweekly basis, every other Friday of each month. When a regular payday coincides with a holiday, paychecks will be issued on the workday immediately preceding such 202
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holiday. Salaries will be paid on a regular payday only, unless early payment is approved by the Personnel Officer.

B. The method of distributing payroll checks shall be established by the Personnel Officer. All employees are encouraged to participate in the City's direct deposit program.

11.15. Deductions from Pay
Deductions from employee's pay shall include all required employment deductions, as well as union dues, voluntary deductions, or court orders.

11.16. On-The-Job Injuries/Workers' Compensation
A. Report of Injury:

Any employee who sustains any injury on the job shall report the injury to a supervisor or Department Director before completing the shift in which the injury occurred, unless the employee is unable to report the injury due to physical incapacity or other extenuating circumstance. The injury report must be written and made within the specified time or said employee may be subject to disciplinary action up to and including dismissal for noncompliance.

B. Treatment at Authorized Facilities:

Any employee who sustains an on the job injury shall report for medical treatment only at those medical facilities approved by the City for treatment of employees or pre-designated physician, unless such injury requires employee to urgently receive emergency treatment to avoid serious bodily harm or death.

If the employee suffers the injury at a location outside the City which makes this impractical, the employee may seek medical attention at the nearest medical facility where the injury occurred.

C. Workers' compensation benefits shall be as provided in Section 13.12 of these Personnel Rules.

D. Unless otherwise required by law, any employee absent from work because the employee is reporting to medical facilities for treatment of on the job injuries shall be required to use paid sick leave.

E. To the extent required by law, the City will engage the employee in the interactive process and provide an employee with reasonable accommodation to attend follow-up treatment, provided that such accommodation does not result in an undue hardship to City. 203
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11.17. Modified Duty: Return to Work Program
A. Program Objectives:

The City acknowledges the high cost of workers' compensation insurance, and strives to reduce this cost by all reasonable means. An essential feature of a cost containment effort includes the availability of a modified duty return to work program which enables injured employees to return to work as soon as medically released. This program may be available to employees requesting a reasonable accommodation for reasons other than workplace injuries.

B. Modified duty/return to work assignments are designated, subject to availability, for injured employees who can return to work within the physical restrictions set forth by the attending physician. Modified duty/return to work assignments are temporary in nature to assist injured or ill employees to progress to full-duty status. The length of the assignments will be at the discretion of the Personnel Officer in consultation with the Department Director. Assignments established for modified duty/return to work participants are not permanent in nature. The City has the responsibility to reasonably accommodate injured employees within their current work assignment, under the requirements of the Americans With Disabilities Act (ADA).

C. Modified duty/return to work assignments will be established on a case-bycase basis, depending on the specific limitations of the injured employee.

Modified duty/return to work assignments shall be established with the approval of the Department Director and Personnel Officer. Assignments may be made based on the following:

1. The assignment is not designed to be demeaning and/or punitive;

2. The assignment should benefit the employee by offering an opportunity to return to work and benefit the City by providing supplemental tasks, enhancing services, or having tasks accomplished which may not have otherwise been completed without additional expense;

3. Modified duty/return to work assignments will be based upon the availability of modified duty assignments. Any modified duty/return to work assignment shall be made based upon the business necessity or business requirements of the City.

While assigned to a modified duty/return to work assignments, the injured employee will earn the employee’s normal classification rate. 204
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11.18. Reports of Change Status
All actions involving employment and change in status of employment shall be reported by the Department Director to the Personnel Officer in writing utilizing the Personnel Action Form (PAF). Copies of such reports shall be furnished to the employee involved. All recommendations of transfer, promotion, demotion, change of salary rate, and any other temporary or permanent change in status of employees shall be submitted in writing to the Personnel Officer by the respective Department Director utilizing the PAF.

11.19. Absence Without Leave/ Job Abandonment
If an employee is absent from work for more than three consecutive full shifts without notice and authorization, the City will take the following actions:

A. The City will send the employee a notice to the employee’s last known address through a method providing delivery confirmation, such notice shall be considered delivered upon the mail carrier providing the City with confirmation of delivery. The notice provided under this subparagraph “A” will inform the employee of the following:
i. The City considers the employee to have abandoned
employment with the City;
ii. The employee has three working days from the delivery of the notice to inform the City of intent to return to work; and iii. The notice must also advise the employee that failure to contact the City within the designated three working days provided in subparagraph “A.ii.” above, will be treated as an automatic resignation, effective on the fourth working day after the notice’s delivery.

B. If, within 10 days of the effective date of resignation as provided in subparagraph “A.iii.” above, the employee demonstrates good cause for the failure to contact the City, the City Manager, at the City Manager’s sole discretion, may reverse the resignation. The reversal of the resignation does not forfeit the City’s right to discipline the employee in accordance with Section 16 of this Manual, and an employee’s absence under this Section

13.06 F may be deemed just cause for termination by the City.

11.20. Resignation and Exit Interview
A. Resignation: An employee wishing to leave City employment in good standing shall file with the Department Director a written resignation stating the effective date and reasons for leaving the service at least fourteen (14) calendar days prior to the effective date of said resignation. A final performance evaluation as to the resigned employee's service performance and other pertinent information may be forwarded to the Personnel Officer by the Department Director. Failure of the employee to give notice as 205
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required by this section may be cause for denying future employment by the City. The Department Director or the Personnel Officer may authorize a resignation in good standing when, in their opinion, there are sufficient reasons to waive the requirements of this section.

B. Exit Interview: The Personnel Officer or designee may conduct an exit interview for employees who resign to verify the reasons for resignation.

Copies of the information obtained during the exit interview shall be furnished to the Department Director as appropriate.

C. Employees, including those released during their initial probationary period, or dismissed for disciplinary reasons, will receive their final paycheck on the next regular payday following separation from City service. The final paycheck will include payment for all earned salary due and not previously paid, and accrued but unused leave balances subject to pay-off. 206
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Section 12 Personnel Files and Records Policy

12.01. In General
A. Personnel Files and Records Generally. An employment history of each City employee will be maintained by the City. Each employee will have a personnel file. The City will also maintain a separate medical information file for each employee that includes all medical related information in compliance with the California Confidentiality of Medical Information Act , and other applicable laws and regulations.

B. Personnel File. The personnel file shall contain, but is not limited to, information pertinent to date of employment, positions held, salary history, payroll, benefits, sick leave, annual leave, performance evaluations, leave of absence requests, training data, compensation and other information as may be deemed appropriate and/or required by law.

C. Medical Information File. All medical information maintained about an employee or applicant is kept separately from their general personnel file and is treated as confidential in accordance with applicable state and/or federal law. The City will not request or obtain medical information about an employee or applicant except in compliance with the California Confidentiality of Medical Information Act. To enable the City to obtain certain medical information, the employee or applicant may be requested to sign an authorization that complies with the requirements of the Confidentiality of Medical Information Act.

D. Official Repository. The official repository of the personnel file and records for all employees shall be maintained by Human Resources. Department files may be established for the purpose of having readily available pertinent employee records related to the employee's daily performance. An employee shall be entitled to read any statement written by the Supervisor or Department Director, regarding the employee's work performance or conduct, if such statement is to be placed in the personnel file. The employee shall acknowledge reading such material by affixing a signature or initials and date on the document, with the understanding that such signature or initials merely signifies that the employee has read the material in the file and may not necessarily indicate agreement with its content. If the employee refuses to initial, the Personnel Officer, or designee, will sign, noting the refusal of the employee to affix the employee’s signature or initials.

E. Responsibility to Update Personal Data. Each employee has the responsibility to keep personal data up-to-date and must notify Human Resources within ten (10) calendar days in the event of any change of name, address, telephone number, persons(s) to be notified in case of an emergency, and any change of beneficiary or dependent(s). 207
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F. Request for Verification or Personnel Information. Request for verification of employment or employment-related inquiries should be directed to the Personnel Officer or designee. The City will only verify length of employment and current employment status. Except as may otherwise be required by law, any requests for additional information contained in the personnel file shall be based upon written employee consent and must be approved by the Personnel Officer, or designee.

G. Timeline to Respond to Adverse Comments. An employee shall have thirty (30) calendar days upon becoming aware of any adverse comment entered in the employee's personnel file, within which to file a written response.

Such written response shall be attached to and shall accompany the adverse comment. Personnel files are the permanent property of the City, and access to the information they contain is restricted, subject to, and in accordance with, this Policy.

12.02. Inspection of Current or Former Employee’s Personnel File A. Inspection of Personnel File. A current or former employee wishing to inspect their personnel file must submit a written request to the Personnel Officer, along with reasonable proof of identity. A current or former employee who seeks to authorize another person to inspect copies of their personnel file must provide a satisfactory written authorization for inclusion with the written request along with proof of identity.

B. Procedure for Inspection. Except as may otherwise be required by law, the City shall issue a written notice setting a date for inspection of the personnel file within thirty calendar days of receipt of the request, to take place during normal business hours. With the requesting person's written consent, the date for inspection may be extended on one occasion by up to five calendar days. If the requesting person is a former employee who was terminated for violation of City policy or law involving harassment or workplace violence, the City shall have discretion to mail a copy of the personnel file at the City’s expense instead of scheduling an in-person inspection.

C. Place of Inspection. A current employee may inspect their personnel file at the place the employee reports to work. Inspection by former employees and authorized representatives shall take place at the Personnel Officer’s office, unless otherwise mutually agreed in writing by the City, and may require additional reasonable proof of identity.

D. City Employee Presence. A designated City employee must be present throughout the inspection. No personnel files nor contents of personnel files shall be removed from the place of inspection without advance written authorization from the Personnel Officer.

E. Access to Personnel File. The employee will have access to all contents of the file except those materials which are a part of the employment/selection process, including letters of reference and letters of recommendation, and 208
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any records relating to investigations of possible criminal offenses. A copy of the material in the personnel file to which the employee has access will be provided to the employee upon request, at the prevailing cost for duplication.

12.03. Obtaining Copies of a Current or Former Employee’s Personnel File A. Obtaining a Copy of Personnel File. A current or former employee wishing to obtain copies of documents or other materials in their personnel file in person or by mail must submit a written request to the Personnel Officer along with reasonable proof of identity. A current or former employee who seeks to authorize another person to obtain copies of their personnel file must provide a satisfactory written authorization for inclusion with the written request. Reasonable proof of identity may be required at the time of inperson pick up of requested documents.

B. Procedure for Obtaining a Copy of Personnel File. The City shall issue a written notice setting a date on which the requested copies may be picked up in person during normal business hours and identifying the cost of reproduction that must be paid to the City at the time of pick up. The date for in-person pick up of the documents shall be no more than thirty calendar days after receipt of the request by the City. With the requesting person's written consent, that date may be extended on one occasion by up to five calendar days. If the requesting person is a former employee who was terminated for violation of City policy or law involving harassment or workplace violence, the City shall have discretion to mail a copy of the personnel file at the expense of the City instead of scheduling an in-person pick up. If the requesting person chooses delivery by mail instead of inperson pick up, the notice provided by the City under this Section. shall also identify the additional actual postage expenses for which the requesting person must reimburse the City prior to receipt of the copies. 209
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Section 13 Leave of Absence Provisions

13.01. Effect of Leave of Absence
A. Effect of Leave of Absence on Employee Benefits. Fully or Partially Paid Leave of Absence. Unless otherwise required by law, an employee on a leave of absence who continues to receive full compensation through the use of employee’s accrued leave banks will continue to receive full employment benefits. Such employment benefits, may include, but are not limited to, the accrual of paid leaves, and health insurance contributions, which remain at the rate the employee would receive if the employee was working the employee’s normal work schedule.

1. Employees whose time worked or use of paid leave accruals are insufficient to provide full pay for more than ¾ of the pay period will not receive the full accrual of paid leaves to which their regular work schedule would otherwise entitle them for that pay period. Such accruals shall instead be pro-rated as follows:
¾ or less, but more than ½ ¾ of usual accruals
½ or less, but more than ¼ ½ of usual accruals
¼ or less, but more than 0 ¼ of usual accruals
0 0
B. Unpaid Leave of Absence. Unless otherwise required by law, an employee on an unpaid leave of absence shall not accrue any employment benefits, including, but not limited to, the accrual of paid leaves, and health insurance contributions. In addition, the employee’s performance evaluation will be extended and any merit increases are not provided during an unpaid leave of absence.

13.02. Annual Vacation Leave
A. Except as otherwise provided in subparagraph E of this Section 13.02, employees shall be entitled to accrual of vacation leave upon the date of hire. Eligible employees working a forty-hour work week shall earn vacation credits based on the following schedule, or as provided in a current ratified and approved MOU.

YEARS OF SERVICE
ANNUAL

EXECUTIVE

MANAGEMENT
ANNUAL

REGULAR FULL-TIME

CLASSIFIED SERVICE

EMPLOYEE
Date of hire – 36 months 15 days/yearly
10 hours/monthly
10 days/yearly

6.67 hours/monthly
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YEARS OF SERVICE
ANNUAL

EXECUTIVE

MANAGEMENT
ANNUAL

REGULAR FULL-TIME

CLASSIFIED SERVICE

EMPLOYEE

4.62 hours/bi-weekly 3.08 hours/bi-weekly
37 – 120 months
20 days/yearly

13.33 hours/monthly

6.15 hours/bi-weekly
15 days/yearly
10 hours/monthly

4.62 hours/bi-weekly
121 – 180 months
22 days/yearly

14.67 hours/monthly

6.77 hours/bi-weekly
17 days/yearly

11.33 hours/monthly

5.23 hours/bi-weekly
181 months and over
25 days/yearly

16.67 hours/monthly

7.7 hours/bi-weekly
20 days/yearly

13.33 hours/monthly

6.15 hours/bi-weekly
B. Vacation accrues to an eligible employee only during pay periods when the employee is on pay status one-half time or more. Employees cannot use accrued vacation leave during the same pay period in which the leave is accrued. Employees on a half-time pay status shall accrue only half of their vacation entitlement. An employee on full-time pay status shall accrue full vacation during that pay period. An employee on a part-time status (no less than 30 hours/week) shall accrue vacation on a prorated basis, or shall accrue full vacation credits when assigned to full-time status approved by the Personnel Officer.

C. All employees may not accrue more than two times the annual accrual specified in Section 13.01 (A).

D. A full-time employee reaching the accrual cap provided in this section shall continue accruing additional vacation beyond the cap if: 1) vacation has been delayed by the full-time employee’s Department Director’s written request; 2) approved by the full-time employee; and 3) such request receives final approval by the Personnel Officer.

E. Temporary employees are not eligible for vacation leave benefits.

13.03. Use of Vacation
A. An employee must complete six (6) months of continuous service before becoming eligible to use accrued vacation leave.

B. Request for vacation leave usage of two weeks or more must be requested at least two (2) weeks prior to the desired vacation period and approved before leaving on vacation. Employees who leave on any vacation, regardless of length, without advance approval shall be considered to have abandoned their work, and be subject to appropriate disciplinary action up to and including discharge.

C. Vacation or compensatory time may be used when taking time off for illness of family members who do not qualify under the sick leave policy or other applicable rules and regulations.
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D. An employee shall not work for the City during vacation leave. However, upon approval by the City Manager, a Department Director may request an employee to work during their vacation leave. If an employee works during vacation, the employee shall receive compensation for hours worked, and shall not be charged vacation for any hours worked.

13.04. Holidays Falling During Vacation
In the event a City holiday falls within an employee's vacation period which would have excused the employee from work, and for which no other compensation is made, said holiday shall not be charged as a vacation day.

13.05. Vacation at Termination
A. Employees who terminate their employment shall be paid in a lump sum for all accrued vacation and compensatory time earned at the employee's applicable rate of pay on the pay period following last day of work.

B. Vacation leave will not be granted immediately prior to termination of employment for the purpose of extending service to encompass paid holidays or completing a full month of service for additional vacation leave accrual. City service cannot be extended through the use of vacation, sick leave, or any other compensable accumulation balances.

C. In the event of death of an employee during employment with the City, all earned vacation and compensable paid leave balances will be paid to employee's designated beneficiary on file with Human Resources.

13.06. Sick Leave for Full-time Employees
A. Applicability: Unless otherwise stated in this Section, this section does not apply to part-time employees.

B. Definitions.

The following terms as used in this Section 13.05 shall have the following meanings:

1. Family Member: Family Member shall include any of the following: a biological, adopted, or foster child, stepchild, legal ward, a child to whom the employee stands in loco parentis, or a child of a domestic partner, regardless of the child’s age or dependency status; a biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child; a spouse; a registered domestic partner; a grandparent; a grandchild; a sibling; and a father-in-law, mother-inlaw, sister-in-law, brother-in-law, or a designated person, which, for purposes of this section, means a person identified by the employee 212
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at the time the employee requests paid sick days. The City may limit an employee to one designated person per twelve (12) month period.

C. Accrual.

1. All eligible employees working a forty-hour workweek shall earn sick leave credits based on the following schedule:

PER YEAR PER MONTH PER PAY PERIOD
12 DAYS 1 DAY 3.69 HOURS

2. Unless otherwise required by law, sick leave accrues to an eligible employee only in those pay periods when the employee is on pay status one-half time or more; employees who are on a half time pay status shall accrue only half of their sick leave entitlement. An employee on a pay status on a full-time basis shall accrue full sick leave credits during that pay period.

3. Carryover and Cap on Accrued Sick Leave: Unused sick leave may be accumulated up to a maximum of 720 hours. Accrued and unused sick leave may be carried over from calendar year to calendar year.

D. Sick Leave Eligibility: Regular and probationary employees shall be eligible to accrue sick leave. Use of sick leave prior to the first 90 days of employment may be granted for extraordinary reasons with the approval of the Personnel Officer.

E. Use of Sick Leave. Upon the oral or written request of an Employee, the City shall permit eligible Employees to use accrued sick leave for the following purposes:

1. Diagnosis, care, or treatment of an existing health condition of, or preventative care for, an Employee or an Employee’s family member.

2. For Employees who are victims of domestic violence, sexual assault, or stalking, taking time off to obtain or attempt to obtain any relief, including, but not limited to, a temporary restraining order, restraining order, or other injunctive relief, to help ensure the health, safety, or welfare of the victim or his or her child.

3. For an employee who is a victim or whose family member is a victim, as defined in subdivision (j) of Section 12945.8 of the Government Code, the purposes described in paragraph (3) of subdivision (a), or subdivision (b), of Section 12945.8 of the Government Code.

This rule is also applicable to Section 13.06 of these Personnel Rules.
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4. Work-related Injury or Illness. When an injury or illness is job-related, the employee shall be charged with Sick Leave usage only to the extent that their salary is not covered by worker's compensation.

F. Request for Sick Leave.

1. The employee shall notify the immediate supervisor prior to the time set for the beginning of daily duties, but in any event no later than fifteen (15) minutes after the time set for the beginning the employee's daily duties. If the need for sick leave unforeseeably arises, the employee shall notify the immediate supervisor as soon as practicable. Failure to provide such notification may be the basis for disciplinary action, up to and including termination.

2. An Employee is not responsible for searching for or finding another employee to cover their shift in order to use sick leave.

G. Verification of Need for Sick Leave: Unless otherwise deemed necessary by the Department Director, employees off work on sick leave for a period of three or more consecutive days may be required at any time to provide a doctor’s note or other relevant documentation certifying that the reason for the employee’s absence is a permitted use of sick leave, and if the employee is unable to return to work, stating how long the Employee is expected to be unable to do so. This rule is also applicable to Section 13.06 of these Personnel Rules.

H. Deductions of Sick Leave.

1. All City employees shall be charged sick leave at the rate of their normally scheduled shift for each full day of absence, unless exceptions to this rule are approved by the Personnel Officer. An absence less than a full day will be charged to sick leave at the rate of one hour of sick leave for each hour absent.

I. When illness occurs on a Holiday: Employees scheduled to work on a holiday that report sick will have their scheduled shift charged to sick leave..

J. Depletion of Sick Leave: In accordance with Section 13.09, upon completion of accumulated sick leave for a permitted purpose, a leave of absence without pay may be authorized by the Personnel Officer.

K. Sick Leave Buy Back: Upon an employee's resignation, the City shall compensate employees in all classifications a portion of their accumulated sick leave if leaving in good standing, based upon the City Manager’s sole discretion. Employees who are involuntarily terminated are not considered to have left in good standing. In case of resignation, each employee shall be compensated up to but not exceeding fifteen (15) days or 120 hours of accumulated sick leave. In case of retirement, each employee shall be compensated up to but not exceeding thirty (30) days or 240 hours. 214
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Retirement shall be defined as meeting service and age requirements necessary to qualify and receive pension payments. Said compensation shall be based on the individual's regular salary rate of pay.

L. Reinstatement of Unused Sick Leave: If an employee separates from employment and is rehired by the City within one year from the date of separation, previously accrued and unused sick leave shall be reinstated to the employee, provided any such leave was not paid out pursuant to Section

13.06(K). An employee who is rehired by the City after one year but before two years from the date of separation, 50% of the employee’s previously accrued and unused sick leave shall be reinstated, provided any such leave was not paid out pursuant to Section 13.06(K).

The rehired employee shall be entitled to use the previously accrued and unused sick leave and to also accrue additional sick leave upon rehiring.

This rule is also applicable to Section 13.06 of these Personnel Rules.

M. Records Documenting Hours Worked and Sick Days Accrued and Used:

The City shall keep records documenting the hours worked and Sick Leave accrued and used by an employee for three years. This rule is also applicable to Section 13.06 of these Personnel Rules.

N. Employee Inspection of Records Pertaining to Sick Leave: Upon reasonable request to the Personnel Officer, and within ten (10) calendar days after the request, the City shall afford current and former Employees the right to inspect or copy records pertaining to their hours worked and Sick Leave accrued and used. This rule is also applicable to Section 13.06 of these Personnel Rules.

13.07. Bereavement Leave
A. Eligibility and Available Leave. An employee is eligible to receive leave under this section if the employee has been employed by the City for at least thirty days prior to commencement of leave. If an employee loses an immediate family member, as defined in this section below, the employee will be allowed to take up to five (5) days of leave per death. Leave days under this section need not be consecutive, but shall be completed within three months of the date of death of the immediate family member. The City may request verification of death within thirty (30) days of death, or as may otherwise be permitted by law.

B. Pay While on Leave. Each employee is eligible to receive up to 40 hours of pay per year while on bereavement leave as provided in this section.

These 40 hours of pay for bereavement leave shall not be chargeable to any other leave balance. Once an employee exhausts available pay under this section, such employee may use other available accrued paid leave to receive pay during additional bereavement leave.
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C. Immediate Family Member. For purposes of this section, immediate family shall mean a spouse, domestic partner, parent (including biological, foster, adoptive, and in loco parentis), parent-in-law, step-parent, legal guardian, sister (including biological, adoptive, or affinity through common legal or biological parent), step-sister, sister-in-law, brother (including biological, adoptive, or affinity through common legal or biological parent), stepbrother, brother-in-law, child (including biological, foster, adoptive, child of domestic partner, person to whom the employee stands in loco parentis), step-child, legal ward, daughter-in-law, son-in-law, grandchild, or grandparent.

D. When authorized by the Department Director, leave for family members other than immediate family and others shall be taken as vacation or compensatory time off. Exceptions are at the discretion of the Personnel Officer.

13.08. Catastrophic Leave; Medical Leave of Absence Without Pay A. Policy and Guidelines:

1. Catastrophic leave benefits have been established for the benefit of regular City employees who have exhausted all accumulated leave rights. Catastrophic leave is an attempt to provide a portion or all of an employee’s pay during the time the employee would otherwise be on medical leave of absence without pay due to an unforeseen catastrophic illness or unforeseen catastrophic injury. Although employees on catastrophic leave will receive catastrophic pay, for all other purposes, such employees will be considered on leave of absence without pay, and shall not accrue any vacation, sick or holiday leave rights.

2. The Catastrophic Leave Bank will consist of voluntary time transfers of donor vacation and sick leave, and shall not be administered in a fashion, which is discriminatory or gives preferential treatment to a particular employee.

3. Catastrophic leave and leave of absence without pay, including leaves of absence under the Family Medical Leave Act (FMLA), shall run concurrently. An eligible employee may be paid catastrophic leave for a maximum ninety (90) day period for all or a portion of the time off work, depending on the amount of catastrophic leave donated to the employee. One extension of ninety (90) days may be granted at the sole discretion of the Personnel Officer.

4. This policy allows employees to donate sick leave or vacation to a catastrophic leave bank when the donating employee’s combined vacation, sick, and/or compensatory time would not be reduced to less than forty (40) hours, and the recipient employee has met all the 216
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requirements of this section. Information about donors will be kept strictly confidential.

5. Donated hours do not affect eligibility for Sick Leave Payout at Calendar Year End.

6. Each year, an employee may donate up to a maximum of forty (40) hours of sick leave, vacation leave, or compensatory time off, or any combination thereof. All donations are irrevocable.

B. Establishing a Catastrophic Leave Bank.

Procedures for establishing a Catastrophic Leave Bank will be established, administered, and distributed by Human Resources. Employee donations are irrevocable and will be placed in the Catastrophic Leave Bank on a straight hour-per-hour basis.

1. Regular employees, or their designees, requesting catastrophic leave donations from the Bank must submit a written request to the Personnel Officer, or designee. The request must provide sufficient information to enable a determination to be made whether the employee qualifies for catastrophic leave. This information will be maintained confidential.

2. Catastrophic leave requests for injury/illness must include medical verification from a physician which describes the employee's catastrophic illness or injury, however, such verification should not contain a diagnosis of health condition.

3. Medical insurance coverage will continue as if the recipient employee was on sick leave; however, the recipient employee will not accrue sick leave, vacation benefits, or holidays while using catastrophic leave.

4. Federal and state income taxes will be deducted from the leave recipient's pay at the time of usage based on the recipient's normal payroll deductions.

C. Participation in the Catastrophic Leave Program shall be terminated when one or more of the following occurs:

1. The employee has exhausted ninety (90) calendar days of "Leave of Absence Without Pay". Any leave of absence for a period of time longer than ninety (90) calendar days must be approved by the Personnel Officer, during which such time the employee may only participate in the Catastrophic Leave Program if approved by the Personnel Officer, and shall be supported by the same
documentation noted above.
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2. Donated leave credits have been exhausted.

3. If the recipient employee should become eligible to receive long-term disability payments, the employee will no longer be eligible to receive donations under this section.

13.09. Authorized Leave Without Pay
A. Leave of absence without pay may be granted in cases of emergency, or where such absence would not be contrary to the best interests of the City.

The Personnel Officer shall make such determination. Such leave is not a right but a privilege.

B. Leave of absence without pay may be authorized by the Personnel Officer depending on the merit of the individual case. Written request for leave of absence without pay must be made by the employee in writing to the Human Resources Manager,, subject to approval of the Personnel Officer. A leave request form cannot be substituted for notification in writing for an authorized leave of absence.

C. Employees on an authorized leave of absence without pay may not extend such leave beyond ninety (90) days without the expressed approval of the Personnel Officer. Employees are required to submit an additional written request for each extension of leave of absence.

D. No vacation, sick leave or holiday benefits shall be accrued during the time that an employee is on leave of absence without pay.

E. While on an approved absence without pay, the employee shall be responsible for direct payment to the City for health insurance providers.

The City shall not provide fringe benefits such as uniform, bilingual pay, etc. during absences without pay.

F. It is the employee's responsibility to continue paying Union dues or representational fees directly to the Union, or formally recognized employee organization during absences without pay.

Failure on the part of an employee on leave to report promptly at its expiration, or within three (3) working days after written notice to return to duty during this leave shall be cause for discharge for work abandonment consistent with section _____ of this Manual.

13.10. Pregnancy Disability Leave (PDL)
A. Employees who are disabled due to pregnancy, childbirth, or related medical conditions shall be granted leave in accordance with the full provisions governing such leave set forth in the City’s separate Family Care And Medical Leave, Pregnancy Disability Leave, And Military Family Leave Policy, which is attached to this Manual as an appendix. 218
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13.11. Family Care Leave
A. Employees shall be granted family care or medical leave in accordance with the Family Medical Leave Act and the California Family Rights Act. The full provisions governing such leave set forth in the City’s separate Family Care And Medical Leave, Pregnancy Disability Leave, And Military Family Leave Policy.

13.12. Worker’s Compensation Leave and Benefits
Employees shall receive disability benefits as required by the Labor Code.

A. An employee who is required to be off work because of the employee’s workers’ compensation injury or illness shall be designated as being on workers’ compensation leave. Such workers’ compensation leave shall be unpaid except as otherwise required by law. The employee is required to exhaust available paid leave banks, in coordination with any workers’ compensation benefits the employee is receiving. The City will exhaust the employee’s paid leaves in the following order, unless another order is more beneficial to the employee or the employee requests a different order within 14 days of the date of injury: sick leave, compensatory time off, holiday, administrative leave, and vacation.

B. Unless otherwise required by law, if an employee falls into unpaid leave status, the employee will not accrue any employment benefits, including, but not limited to, the accrual of vacation, sick leave or holiday benefits.

C. The City coordinates benefits with State Disability, therefore an employee utilizing State Disability to supplement their income while away from work can never earn more, or not exceed the amount they would have regularly been paid by the City. If this occurs, the employee must reimburse the City all monies in excess of their regular pay from the first paycheck they receive from the City upon their return to work.

D. An employee on workers’ compensation leave may also qualify for leave under the FMLA/CFRA. The City will inform the employee if the employee qualifies under the FMLA/CFRA in accordance with City policy. Unless otherwise required by law, the City may require leave qualifying under the FMLA, CFRA or other State or Federal law for the employee’s own serious health condition to be exhausted concurrently with leave qualifying under this policy.

13.13. Fitness for Duty Leave
A. Purpose/Policy. Employees are expected to report to work fit for duty, which means able to perform their job duties in a safe, appropriate, and effective manner, free from adverse effects of physical, mental, emotional, and/or personal problems that impact their duties. This Section is intended to provide a safe environment and protect the health and welfare of employees 219
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and the public. If an employee feels unfit to perform the employee’s duties, the employee must notify the employee’s supervisor immediately.

B. Reasons for Fitness for Duty Leave. In the discretion of the City, an employee may be placed on a paid Fitness for Duty Leave and/or ordered to participate in a fitness for duty examination in any of the following situations:

1. An employee returns from a medical leave of absence of more than five working days.

2. An employee is involved in the interactive process with the City under Section 3.02.

3. Supervisor observes or receives a reliable report of an employee’s possible lack of fitness for duty. Observations and reports may be based on, but are not limited to, employee’s own self-report of potential unfitness, dexterity, coordination, alertness, speech, vision acuity, disproportionate response to criticism, and inappropriate or uncharacteristic interactions with the public, co-workers, and supervisors, or uncharacteristic lack of concentration based on supervisor observation.

4. Fitness for duty examinations based on a reasonable suspicion that an employee is under the influence of illegal drugs or alcohol shall be conducted in accordance with the City’s Alcohol and Controlled Substance Abuse Policy and Drug Testing Policy.

C. Procedures for Ordering a Fitness for Duty Examination. When a Supervisor becomes aware of or observes behavior that makes the supervisor reasonably suspect that the employee may not be fit for duty, the Supervisor, shall refer the employee to Human Resources Manager who will determine if a fitness for duty examination is appropriate, and, if so, will schedule the employee for a fitness for duty examination. If the circumstances warrant it, the Personnel Officer may place the employee on paid leave pending the results of the employee’s fitness for duty examination. The examination shall be paid for by the City.

D. Procedure Following Receipt of Examination Results. The doctor examining the employee shall be limited to finding the employee “fit for duty” or “fit for duty with restrictions” or “unfit for duty”. In the case of finding an employee fit for duty, the doctor may issue work restrictions. In no case shall the doctor reveal the underlying cause of the fitness or unfitness for duty without the employee’s permission.

1. Fit for Duty. If the doctor finds the employee is fit for duty, the employee shall return to work immediately and perform all duties of the employee’s position.
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2. Fit for Duty with Restrictions. If the doctor finds the employee is fit for duty with restrictions, the doctor shall specifically enumerate what restrictions are necessary and for how long those restrictions are necessary. The City shall then evaluate those restrictions, and determine if the City can reasonably accommodate those
restrictions. If the employee’s restrictions are based on a disability as defined by the ADA and/or FEHA, the City shall engage in the interactive process as set forth in Section 3.02.

3. Unfit for Duty. If the employee is found to be unfit for duty, the employee shall not be permitted to work. The employee may request a leave of absence in accordance with the appropriate applicable provision(s) of this Manual. If the employee can provide certification of fitness for duty prior to the exhaustion of all paid and unpaid leave that the employee is entitled to under this Manual, the employee shall be returned to work. However, if such certification is from the employee’s own health care provider, the City may request a second opinion from a doctor of its choosing and at its cost to evaluate the employee under the requirements of this Section. If the two certifications conflict, a third opinion will be sought from a doctor chosen by the City and the employee, at the expense of the City.

The opinion of fit or unfit rendered by the third doctor shall be binding.

If the employee’s restrictions are based on a disability as defined by the ADA and/or FEHA, the City shall engage in the interactive process as set forth in Section 3.02.

13.14. Jury Duty Leave
A. Regular employees of the City required to serve as jurors shall be entitled to be absent from duty during the period of such service, or while requested by the Clerk of the Court to be present as a result of such call. . The City will provide paid leave under this section to regular employees for up to ten working days. Employees remaining on jury duty leave beyond the first ten working days, may use available accrued leave to receive compensation during their leave.

B. An employee called to Jury Duty service on regular day off shall not be compensated by the City.

C. A Leave Request must be submitted with a copy of the Jury Duty Notice attached for each such absence.

13.15. Witness Duty
A. A regular employee who is requested to appear by subpoena as a witness in court, or to respond to an official order from a governmental agency for reasons that are work related but are not brought about through an action of the employee, or through the connivance or misconduct of the employee, will be granted a leave of absence with pay to appear in court. The 221
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employee shall remit all fees received for such appearances to the City within three (3) business days from the date any fee is received by the employee. Compensation for mileage or subsistence allowance shall not be considered as a fee and shall be retained by the employee.

B. In those instances where the required testimony is not work-related (e.g., a car accident witnessed after hours or on a day off), and in which the employee is called to appear as a witness in court other than as a litigant, the employee will be granted a leave of absence without pay to appear in court. Employee has the option of requesting the time off from vacation leave, floating holidays, and compensatory time off and retain any received fees for such appearance.

13.16. Military Leave
A. Military leave shall be granted in accordance with the provisions of applicable federal and state laws. All employees entitled to military leave shall give the Department Director an opportunity within the limits of military regulations and obligations, such as weekend reserve duty, to determine when such leave shall be taken.

B. An employee who interrupts municipal City employment because of extended military leave shall be compensated for accrued vacation at the time the leave becomes effective.

C. In accordance with Section 395.01 of the California Military and Veterans Code, employees who have been employed by the City for at least one year will be paid their regular salaries for up to thirty (30) days of active duty. An employee’s service time in the military shall be credited towards the one year employment requirement as required by law and provided in this subparagraph. Employees will continue to receive their leave accruals as may be required by law.

D. Employees returning from military duty shall be reinstated to their regular full time job classification, or comparable position, without any loss of benefits.

13.17. Paid Administrative Leave
The City has the right to place an employee on leave at any time with full pay. An employee may be placed on paid administrative leave pending investigation of misconduct, potential disciplinary action, or other reasons that the City Manager, at the City Manager’s discretion, believes warrant such leave. A paid administrative leave shall not have any negative effect on the employee’s benefits. Paid administrative leave may also be referred to as “Relief of Duty.” An employee assigned to paid administrative leave shall be required to be available by phone during the employee’s regular working hours. In addition, employees on a paid administrative leave are prohibited from entering City facilities or property or communicating with City employees, except as otherwise permitted by law. The 222
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City Manager may place other reasonable restrictions on an employee during the period of paid administrative leave.

13.18. School Leave
The City will grant a leave of absence to an employee who is the parent, guardian, or grandparent of a child, in accordance with the following provisions.

A. Permissible Purposes:

1. To participate in the activities of the child’s primary or secondary school or licensed child care provider;

2. To find, or to enroll, or reenroll the child in, a primary or secondary school or licensed child care provider.

3. To address an emergency, such as:
a. A request from child care provider or school that the child be picked up.
b. A provision in the attendance policy for the child care provider or school, other than a planned holiday, that prohibits the child from attending.
c. Closure or unexpected unavailability of the child care provider or school, other than during planned holidays.
d. A natural disaster, including, but not limited to, fire, earthquake, or flood.

4. To appear at the school of a suspended child pursuant to a request made by the child’s school under California Education Code section 48900.1.

B. An employee may take up to 40 hours of leave per calendar year, but no more than eight hours in one calendar month. However, no limit shall be placed on the amount of leave taken under section 13.19(A)(4). If more than one City employee requests leave in connection with the same child, only the first employee to provide notice is entitled to receive leave. The second employee may also be permitted to take a simultaneous leave of absence if the second employee obtains written supervisory approval. The amount of leave available is fixed at a maximum of 40 hours per calendar year, regardless of the number of children, grandchildren, or wards that an employee may have.

C. An employee must provide reasonable advance notice of the need for leave and must make all reasonable efforts to schedule the leave so as not to unduly disrupt the operations of the City. If an emergency makes such 223
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notice impossible, the employee shall notify the employee’s Department Director as soon as possible. Employees returning from leave are required to provide written verification from the school or child care provider of the employee’s need for leave at the specific time and date. If an employee fails to provide sufficient verification, the City may determine that the leave time was unauthorized.

D. Leave under this section is unpaid. However, an employee may choose to use any accrued vacation, floating holidays, and compensatory time off when taking leave under this section.

13.19. Reproductive Loss Leave
Upon completion of thirty (30) days of employment with the City, an employee shall be eligible to receive reproductive loss leave as provided in this section.

A. Definitions applicable to this section.

1. Reproductive loss event: means the day or, for a multiple-day event, the final day of a failed adoption, failed surrogacy, miscarriage, stillbirth, or an unsuccessful assisted reproduction.

2. Failed adoption: means the dissolution or breach of an adoption agreement with the birth mother or legal guardian, or an adoption that is not finalized because it is contested by another party. This event applies to any person who would have been the parent if the adoption was completed.

3. Failed surrogacy: means the dissolution or breach of a surrogacy agreement, or a failed embryo transfer to the surrogate. This event applies to any person who would have been the parent if the child was born as a result of the surrogacy.

4. Miscarriage: means a miscarriage by a person, by the person’s current spouse or domestic partner, or by another individual if the person would have been a parent of a child born as a result of the pregnancy.

5. Stillbirth: means a stillbirth resulting from a person’s pregnancy, the pregnancy of a person’s current spouse or domestic partner, or another individual, if the person would have been a parent of a child born as a result of the pregnancy that ended in stillbirth.

6. Unsuccessful assisted reproduction: means an unsuccessful round of intrauterine insemination or of an assisted reproductive technology procedure. This event applies to a person, the person’s current spouse or domestic partner, or another individual, if the person would have been a parent of a child born as a result of the pregnancy. 224
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B. Leave Entitlement. An employee may receive up to five (5) days of unpaid leave under this section following a reproductive loss event. If an employee experiences more than one reproductive loss event within a twelve (12)- month period, the City may grant additional reproductive loss leave, under this section, up to twenty (20) days within a twelve (12) month period. An employee may use leave entitlement under this section nonconsecutively.

Except as otherwise provided in subsection C “Impact of Other Leave” below, leave under this section shall be completed within three (3) months of the reproductive loss event.

C. Impact of Other Leave. If prior to or immediately following a reproductive loss event, an employee is on or chooses to go on leave under sections [Sections for PDL and FMLA/CFRA leave], or any other leave entitlement under state or federal law, the employee shall complete leave under this section within three (3) months of the end date of the other leave.

D. Use of Accrued Paid Leave. An employee may use vacation leave, sick leave, or other leave that is otherwise available to the employee to receive compensation while on leave under this section.

E. Nonretaliation; Noninterference. The City will not retaliate against an employee, including imposing any disciplinary action, because of the employee’s exercise of the right for leave under this section or an employee giving information or testimony as to their own reproductive loss leave, or another person’s reproductive loss leave. Further, the City will not interfere with, restrain, or deny the exercise of, or the attempt to exercise, any right provided under this section.

F. Confidentiality Provision. The City will maintain the confidentiality of any employee requesting leave under this section. Any information provided to the City pursuant to this section will be maintained as confidential and will not be disclosed except, as necessary, to internal personnel, legal counsel, or as may otherwise be required by law.

13.20. Employee Time Off to Vote
Time off with pay to vote at any general, local primary, or presidential primary election shall be granted to employees. Employees who are registered voters may request time off to vote at an election if the employee does not have sufficient time outside regular working hours to vote. The employee may, without loss of pay, take up to two hours of time off to vote. The time off for voting shall be only at the beginning or the end of the regular work shift, whichever allows the most free time to vote, and the least time off from work. The employee shall give the direct supervisor at least two (2) working days’ notice of the need for time off to vote. 225
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Section 14 Layoff Procedure

14.01. Layoff Due to Lack of Work, Funds or Other Reasons A. The City Manager shall have the sole right to determine which class or classes shall be subject to lay-off. Before regular employees are separated due to lack of work, the City shall explore reasonable possibilities of reassignment. Reduction in Force (RIF) includes the following:
• Temporary Reduction: Recall to work is expected within twelve (12) months.
• Permanent Reduction: Recall to work is not expected because the position has been eliminated, the contract has expired, the department has closed, or the reduction in force is due to budgetary constraints.

B. Whenever, in the judgment of the City Manager, one or more positions are to be eliminated for reasons of lack of work, lack of funds, reorganization, or other reasons of economy or efficiency, an employee filling such position may be laid off, transferred or demoted without taking disciplinary action or the right of appeal, based on the following criteria:
• Years of service;
• Overall performance in City employment; and
• Special knowledge, skill, training, or experience.

C. Thirty (30) calendar days before the effective day of layoff, the City Manager shall notify the employee in writing of the intended action indicating the reasons, and a statement certifying whether or not the employee's services have been satisfactory. A copy of such notice shall be given to the Department Director and the affected employee. If certified as having given satisfactory service, the name of the employee laid off shall be placed on an appropriate reemployment list as provided in this Manual. Such nondisciplinary action shall not be subject to appeal.

An employee who asserts layoff is pretext for disciplinary termination may be entitled to a "Levine Hearing" upon request.

D. In the event of a reduction in force (RIF), or the reduction or elimination of a particular classification, there shall be no bumping into positions in which the employee has previous City service credit unless otherwise provided in a ratified and approved MOU.

E. In the case of layoffs, temporary and probationary employees within the class or classes subject to lay-off will be laid off before any regular employees are affected by layoffs.
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The order of lay-off of probationary and regular employees shall be according to seniority based on classification; seniority with the employee(s) having the lowest seniority to be laid off first. Among employees with equal seniority, the order of lay-off shall be determined as provided in paragraph "B", above.

F. Before hiring new regular employees from outside the City, employees laid off or demoted in lieu of lay-off shall have the right of return to their prior class or to any lower class in the same or comparable classification series.

This right shall remain effective for one (1) year from the date of demotion or separation from City service. Re-employment Lists may be extended at the discretion of the Personnel Officer, but in no event shall an employment list remain in effect for more than two (2) years. When considering recall of employees with similar skills and abilities for job classifications for which they qualify, past performance and date of hire may be considered as the primary selection criteria. Employees recalled shall not be required to serve a new probationary period, unless recalled or rehired to a new or different classification. An employee to be recalled shall be notified by certified letter sent to the last known address on record. If the employee does not contact the City to make satisfactory arrangements for return to work within ten (10) days of the mailing date of the letter, the offer of recall will be deemed withdrawn, and the employee will be eligible for reinstatement only if some exceptional circumstances prevent the employee from responding, to the satisfaction of the City Manager.
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Section 15 Grievance Procedure

15.01. Grievance Procedure
A. General Provisions: As used in this Manual, a grievance is exclusively limited to a dispute concerning an alleged violation in terms and conditions of employment as provided in an existing ratified and approved Memorandum of Understanding (MOU).

1. If a grievant fails to carry the grievance forward to the next level within the prescribed time period, the grievance shall be considered settled based upon the decision rendered at the previous step.

2. If a Department Director fails to respond with a written answer within the specified time period, the grievant may appeal the grievance to the next higher level.

3. Grievants may be represented by a Union Representative, Steward or person of their choice at any formal level of this procedure.

4. Time limits and formal levels may be waived by mutual written consent of the parties.

5. Proof of service shall be accomplished by registered mail served on the employee at the last known address on record in the employee's Human Resources personnel file.

6. For purposes of this grievance procedure, "day" is defined as a day in which City Hall is open and doing business with the public.

B. Grievance Procedure — Informal level

1. The employee may bring a grievance to the attention of the immediate supervisor at the earliest possible date, but no later than ten (10) calendar days from either the date of the alleged action that caused the grievance, or the date the employee should reasonably have become aware of such action. The employee shall inform the immediate supervisor of the desire to discuss an informal grievance.

The supervisor shall discuss, or set a date and time for such discussion, and inform the employee. The grievance does not need to be in writing at the informal stage. The supervisor and the employee shall discuss and attempt resolution of the issues at the informal level.

2. If the issues are not resolved at the informal level, or a supervisor is not available for discussion during the informal level, the employee may, within the time limits specified herein, file a formal grievance. 228
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3. If the employee does not make himself/herself available for discussion during the informal process, the grievance shall be considered abandoned.

C. Grievance Procedure — Formal Level
The employee may file a formal grievance within fifteen (15) calendar days from either the date of the alleged action that caused the grievance, or the date the employee should reasonably have become aware of such action, provided the following have taken place:
• The employee has taken the grievance to the immediate supervisor for discussion.
• The issues have either been discussed without resolution or without resolution satisfactory to the employee; or a supervisor was not available for discussion.

Level 1. A formal grievance shall be submitted to the Department Director in writing on a union grievance form containing the name, classification, department of the grievant, the date and a description of the action that caused the grievance, the section(s) of the MOU allegedly violated, and the remedy sought. The formal grievance shall be signed by the employee, and specify the date(s) of discussion with the supervisor, and a brief summary of the outcome of that discussion.

The Department Director may meet with the grievant, and shall thereafter render a decision and comments in writing, and return the grievance to the employee within twenty (20) calendar days after receiving the grievance. If the grievant does not agree with the decision reached, or if no answer has been received within twenty (20) calendar days, the employee may present the grievance to the City Manager. Failure of the employee to take further action within twenty (20) calendar days after receipt of the decision, or within twenty (20) calendar days from the receipt of the grievance by the Department Director if no decision is rendered, will constitute withdrawal of the grievance.

Level 2. Upon receiving the grievance, the City Manager shall discuss the grievance with the employee and all other appropriate persons within ten (10) calendar days of receipt of the grievance.

The City Manager may designate an individual not in the employee’s normal line of supervision to advise or conduct whatever investigation is deemed appropriate or necessary concerning the grievance. The City Manager shall render a decision in writing to the employee within twenty (20) calendar days after receiving the grievance.
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All employees shall be free from reprisal, discrimination or coercion for using the grievance procedure. Compliance with all the steps outlined above shall be considered as mandatory to the exhaustion of available internal administrative remedies.

15.02. Advisory Arbitration Procedure
A. Eligibility:

Grievances not settled pursuant to the grievance procedure above and which either party desires to contest further, may be submitted to Advisory Arbitration. Only those grievances which directly concern or involve the interpretation or application of the specific terms and provisions of a current ratified and approved Memorandum of Understanding may be appealed to Advisory Arbitration.

B. Appointment of Arbitrator:

1. As soon as possible, but no later than ten (10) calendar days after either party receives written notice from the other of the desire to submit the issue to advisory arbitration, the parties shall meet and attempt to agree on the appointment of an Arbitrator.

2. If no agreement is reached within ten (10) calendar days, an arbitrator shall be selected from a list of five (5) persons requested from the California State Mediation and Conciliation Service by alternate striking of names until one name remains. The party who strikes the first name from the panel shall be determined by mutual agreement. If there is no agreement on who should make the first strike, the party with the earliest letter in the alphabet by last name shall make the first strike. The Arbitrator remaining on the list received from the State Mediation and Conciliation Service shall serve as the Arbitrator.

C. Conduct of Hearing:

1. The Arbitrator shall preside at the hearing and conduct the proceedings in accordance with acceptable arbitration procedures, be limited to the cited MOU sections at issue, and not exceed the authority allowed in the interpretation and application of the affected MOU provision(s).

2. Either the City or the employee's representative may call any employee as a witness, and the City agrees to release said witness from work at no loss of pay with adequate prior notification to the City. A list of desired witnesses must be received by the City Manager at least five (5) calendar days prior to the date of the hearing so that adequate coverage for the absent employees may be arranged.
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D. Timeliness of Decision:

The decision of the Arbitrator shall be rendered no later than forty-five (45) days from the close of the hearing, and submission of legal briefs by the parties, if briefs are requested by the Arbitrator. Such decision shall be set forth in writing, dated, and signed by the Arbitrator.

E. Effect of Decision:

City Council may overrule or modify the Arbitrator’s decision within thirty (30) calendar days from the date of the decision. City Council's decision shall be final and binding on all parties If City Council does not overrule or modify the Arbitrator’s decision within thirty (30) calendar days from the date of the decision, the Arbitrator’s decision will be considered final and binding on all parties.

F. Extension of Time Limits:

The parties may extend any of the time limits by mutual agreement, and approval of the Arbitrator.

G. Copies of Proceedings:

All parties to the proceedings shall receive a copy of all documents, rulings and decisions at their own expense.

H. Fees and Expenses:

All fees and expenses of the hearing shall be shared equally by the City and the appealing party, except that each party shall be responsible for the fees of its own counsel if utilized.

I. Single Grievance:

The Arbitrator may collectively hear multiple grievances which raise the same issue, the same or related MOU provisions, or the same factual matters.

J. Limitation on Arbitrator's Authority:

The Arbitrator shall have no power to alter, amend, change, add to, or subtract from the cited or affected provisions of the MOU raised by the grievance.
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Section 16 Disciplinary Procedure

16.01. Purpose
The standard for all City employees shall be to render the best service to the public, reflect credit upon City service, and serve the public interest and trust. The continued employment of every employee shall be conditioned on good behavior and satisfactory performance of assigned duties.

Progressive corrective and disciplinary action is intended to improve employee performance and compliance with City Rules and Regulations, procedures, personnel policies, standards of conduct, and performance. However, the City is not required to take disciplinary action in sequential or progressive order and may skip to any level of discipline as appropriate in its sole discretion. The level of the disciplinary action imposed will be commensurate with the offense and may take into account any mitigating or exacerbating factors.

The procedures set forth in this section shall not apply to any employee outside the classified service and probationary employees. The following categories of persons who can be terminated at any time and have no rights to any pre or postdisciplinary procedures: 1) Temporary employees, 2) seasonal employees, 3) probationary employees, 4) any person employed under contract (unless the contract provides otherwise), 5) any person designated "at will".

The City Manager may take disciplinary action based on the recommendation of a Department Director, or initiate such action based on his/her own authority. In addition to any disciplinary action initiated by the City Manager, Department Directors are authorized to take appropriate disciplinary action up to, but excluding termination. The provisions of this section shall be subject to the Peace Officers Bill of Rights, Government Code Section 3300, et. seq.

16.02. Causes for Disciplinary Action
Disciplinary action may be taken for reasonable cause. Generally, reasonable cause exists where there has been an improper act or omission by an employee in the employee’s official capacity and when any conduct by an employee brings discredit to the City, affects the employee’s ability to perform their duties, causes other employees not to be able to perform their duties, or involves any improper use of their position for the advantage of self or others. Examples of reasonable cause for discipline may include but is not limited to::

A. Violation of this Manual, Ordinances, regulations, rules, a City Department rule, policy or procedure, and/or City policies and procedures, including safety policies, and CalOSHA/OSHA Safety Standards.

B. Absence without leave.

C. Excessive absenteeism.
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D. Use of sick leave in a manner not authorized or provided in this Manual, or other City policies.

E. Making any false statement, omission or misrepresentation of material fact in the conduct of City or City-related business, including, but not limited to, City investigations.

F. Falsification of records, providing wrong or misleading information or other fraud in securing an appointment, promotion or maintaining employment.

G. Falsification of information, including any document or any allegation of misconduct, that the employee knows as false at the time the falsification was made.

H. Unsatisfactory job performance or incompetence.

I. Failure to maintain any required employment qualification.

J. Inefficiency.

K. Malfeasance or misconduct, which shall be deemed to include, but not limited to conviction of a felony. "Conviction" shall be construed to be a determination of guilty by a court, including a plea of not guilty or nolo contendre, regardless of sentence, grant of probation, or lesser disposition; or misdemeanor involving moral turpitude.

L. Insubordination, dishonesty, theft, or disobedience, including, but not limited to, negligence or misconduct which causes damage to public property, tools, equipment, communications and computer systems, intellectual property, or waste of supplies.

M. The use, possession or consumption of, or being under the influence of an alcoholic beverage during the work day or at any time while at the workplace or in City uniform; the use, possession, consumption or sale, or being under the influence of illegal drugs or narcotics not lawfully prescribed.

N. Sexual harassment, discrimination, retaliation, or workplace violence or threats.

O. Mishandling of public funds.

P. Discourteous treatment of the public or other employees.

Q. Malicious gossip and/or spreading rumors that falsely harm another person’s character or reputation; engaging in behavior designed to create discord and lack of harmony; interfering with another employee on the job; or willfully restricting work output or encouraging others to do the same.

R. Failure to cooperate with a supervisor or fellow employees. 233
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S. Assault, battery, horseplay, or fighting while on duty or under the guise of office.

T. Gambling on City property or during working hours.

U. Sleeping on the job, other than as may be permissible during state and local emergencies as covered under Government Code section 8558.

V. Acceptance or solicitation of bribes or extortion.

W. Acceptance from any source of any emolument, reward, gift or other form of remuneration in addition to the employee’s regular compensation, as a personal benefit to the employee for actions performed in the normal course of the employee’s assigned duties.

X. Refusal or failure to report to work in a disaster or an emergency.

Y. Disclosure of confidential or proprietary City information to unauthorized persons, employees, or organizations.

Z. Use of City tools, equipment, or other property for private, personal, unauthorized, or inappropriate purposes.

AA. Unapproved outside employment or activity in violation of the City's outside employment policy, or any enterprise which constitutes a conflict of interest with City service.

BB. Conduct which impairs, disrupts, or causes discredit to the City, the employee's continued employment or that of other employees.

CC. Failure to report any contact with law enforcement authorities which may affect employment with the City.

DD. Altering, falsifying, and tampering with time records; recording time on another employee's time card, clocking in for another employee, or asking another employee to clock in or out for the employee.

EE. Disobedience to proper authority, refusal or failure to perform assigned work, to comply with a lawful order, or to accept a reasonable and proper assignment from a supervisor.

FF. Use of abusive or vulgar language toward or in the presence of others (employees, guests, members of the public) in the workplace.

16.03. Types of Disciplinary Action
As used in this section, "disciplinary action" shall mean any of the following taken singularly or in combination:
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A. Counseling Memo: A counseling memorandum will be placed in the employee's personnel file. The employee does not have the right to a prediscipline conference, as provided in section 16.05 below nor an evidentiary appeal as provided for in this Manual. Sworn Police employees have the right to an administrative appeal before the Police Chief to discuss the counseling memorandum before or after it is placed in their employee's file.

The Police Chief’s decision in response to the administrative appeal shall be final and binding and no further appeal is permitted.

B. Oral Admonishment or Reprimand: An oral admonishment or reprimand shall be memorialized in writing, and will be placed in the employee's personnel file. The employee does not have the right to a pre-discipline conference, as provided in section 16.05 below nor an evidentiary appeal as provided for in this Manual. Police employees have the right to an administrative appeal before the Police Chief to discuss the oral admonishment or reprimand before or after it is placed in their officer's file.

The Police Chief’s decision in response to the administrative appeal shall be final and binding and no further appeal is permitted.

C. Written Admonishment or Reprimand: A Department Director may reprimand an employee by furnishing the employee a written statement of the reasons for the reprimand. A copy of the admonishment or reprimand will be retained in the employee's personnel file, and may not be appealed.

The employee shall have the right to provide a written rebuttal, to be attached to the reprimand in the employee's personnel file. The employee does not have the right to a pre-discipline conference, as provided in section

16.05 below nor an evidentiary appeal as provided for in this Manual. Police employees have the right to an administrative appeal before the Police Chief to discuss the written reprimand before or after it is placed in their officer's file. The Police Chief’s decision in response to the administrative appeal shall be final and binding and no further appeal is permitted.

D. Suspension: A Department Director may suspend an employee.

Documents related to a suspension become part of the employee's permanent work record. An employee subject to suspension will receive prior written notice and the right to appeal any suspension exceeding two (2) days as provided herein. FLSA-exempt employees are not subject to suspension except in work day increments for violation of workplace conduct rules, or violations of major safety rules.

E. Demotion: A Department Director may demote an employee. Documents related to a demotion become part of the employee's permanent work record. An employee subject to demotion shall be entitled to prior written notice and the right to an appeal as provided herein.

F. Reduction in Pay: A Department Director may reduce an employee's pay.

A reduction in pay for disciplinary purposes may take one of two forms: 1) a decrease in salary to a lower step within the salary range; or 2) a decrease 235
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in salary paid to an employee for a fixed period of time. Documents related to a reduction in pay become part of the employee's permanent work record.

An employee subject to a reduction in pay shall be entitled to prior written notice and the right to an appeal as provided herein. FLSA-exempt employees are not subject to reductions in pay.

G. Termination: An employee may be terminated by the City Manager. A terminated employee is entitled to prior written notice and appeal as provided herein. Documents related to discharge become part of the employee's permanent work record.

16.04. Administrative Leave With Pay
A Department Director or the City Manager may place an employee on administrative leave with pay pending potential disciplinary action 1) when it is believed the employee's continued presence in the work place could have detrimental consequences to the City's operations; or 2) pending investigation into charges of misconduct; or 3) the employee presents a threat to self or other employees or City property.

16.05. Notice of Intended Disciplinary Action and Skelly Conference A. Notices of Proposed Disciplinary Action
In cases of proposed disciplinary action, except counseling, oral admonishment or reprimand, written admonishment or reprimand, or suspensions of two or fewer days, the proposed disciplinary action shall be served on the employee personally or by mail at the last known address of record on file in Human Resources. The written notice of intended disciplinary action shall include:

1. The reasons for the proposed disciplinary action, the facts alleged to be the basis for the intended action, and copies of any documents, reports, or materials upon which the disciplinary action is based;

2. The specific proposed action to be taken, including any time period or other conditions associated with the discipline;

3. The proposed effective date of the intended disciplinary action;

4. The right of the employee to respond to the proposed disciplinary action either in writing or orally, or both, at the option of the employee. The employee shall be advised that the employee has ten (10) calendar days within which to file a written response or request, in writing, an informal pre-disciplinary conference before, depending on the level of recommended discipline, either a Department Director or the City Manager or designee; and 236
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5. Failure to respond within the specified time shall constitute a waiver of the right to respond prior to the imposition of disciplinary action.

The employee's failure to make an oral response at the arranged conference time, or the employee's failure to submit a written response by the date and time specified in the notice, constitutes a waiver of the employee's right to respond prior to the imposition of the proposed discipline. In that case, the proposed disciplinary action, including terminations, will be imposed on the date specified in the notice of intended disciplinary action.

B. Pre-Disciplinary "Skelly" Conference
An employee shall have the right to request an informal pre-disciplinary Skelly conference for demotions, suspensions that are greater than 2 days, reductions in pay, and terminations. The appointing authority may continue the conference for the convenience of the City, or upon written application from the employee, for a period not to exceed an additional fifteen (15) calendar days from the receipt of the request by either party. The Skelly pre-disciplinary conference is not an evidentiary hearing, but an opportunity for the employee or the employee’s representative to present facts or circumstances which may cause the proposed disciplinary action to be modified or dismissed. The Skelly Officer may investigate any matter raised during the conference. The Skelly Officer may provide a written recommendation to impose, modify, or withdraw the discipline, to the individual recommending the proposed discipline.

Unless otherwise approved by the employee and the City, depending on the level of discipline, the City Manager or Department Director shall render a written decision within ten (10) calendar days from the close of the conference, and send the written decision to impose, modify, or withdraw discipline, to the last known address of the employee on record with Human Resources or facilitate personal service of such written decision on the employee.

16.06. Appeal of Discipline
A regular employee may appeal any disciplinary action except counseling, oral admonishment or reprimand, written admonishment or reprimand, or suspension of 2 or fewer days, pursuant to these procedures.

The appeal must be received within ten (10) calendar days from the time the employee is notified of the disciplinary decision. Failure to file an appeal within such period constitutes a waiver of the right to appeal. The appeal must be in writing and must specifically state the reason for the appeal. As soon as practicable, the parties shall agree on a hearing date.

Appeals of suspensions greater than two days, demotions or reductions in pay shall be heard by the City Manager or his or her designee. 237
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Either party may be represented at the hearing by someone of the party’s choice, including legal counsel. The conduct and decorum of the hearing shall be under control of the City Manager or designee, with due regard to the rights and privileges of the parties appearing before the City Manager. All testimony shall be presented under oath, and need not be conducted according to technical rules of evidence.

The City Manager or designee shall limit the City Manager’s decision to the interpretation, application, enforcement, or the intent of the terms or provisions of this Manual. All fees and expenses of the hearing shall be shared equally by the City and the labor organization representing the employee in the appeal, except that each party shall be responsible for the fees of its own counsel. If a transcript of the hearing is requested, the party making such a request shall bear the entire cost.

The decision of the City Manager or designee shall be final and binding.

An employee who is terminated has the right to appeal the decision to a neutral hearing officer. No later than fifteen (15) calendar days from the date the City Manager receives notice of the requested appeal, the parties shall select a hearing neutral by mutual agreement of the parties, or from a list of five (5) names requested from the State Mediation and Conciliation Service. If selected from a list provided by the Service, the parties will use the strike method. The party with the first strike shall be selected by agreement and if the parties cannot agree, between the City Manager and appellant, the person with the earliest letter in the alphabet by last name shall make the first strike. If both parties have the same first letter in their last name, then the person with the earliest second letter in their last name shall make the first strike.

The hearing neutral shall notify all parties in writing of the time and place of the hearing, and shall have authority to call witnesses requested by the parties. Either party may be represented at the hearing by someone of the party’s choice, including legal counsel. The conduct and decorum of the hearing shall be under control of the hearing neutral, with due regard to the rights and privileges of the parties. All testimony, shall be presented under oath, and need not be conducted according to technical rules of evidence. The hearing neutral shall have no authority to add to, delete, or alter any provisions of this Manual, but shall limit the decision to the interpretation, application, enforcement, or the intent of the terms or provisions of this Manual. All fees and expenses of the hearing shall be shared equally by the City and any labor organization representing the employee in the appeal, except that each party shall be responsible for the fees of its own counsel.

If a transcript of the hearing is requested, the party making such request shall bear the entire cost.

The decision of the neutral shall be final and binding. 238
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Section 17 Disaster And Emergency Service Workers

17.01. Employees Designated as Disaster Service Workers The protection of the health and safety, and the preservation of lives and property from the effects of natural, man-made, or war-caused emergencies which result in conditions of disaster or extreme peril to life, proper, and resources, is paramount to the City. When a disaster strikes, the Soledad community looks to City employees for leadership and assistance in mitigating its effects. The assistance of City employees is vital to ensuring that this community recovers from a disaster as quickly as possible. It is important that all City employees be available to assist in responding to disasters, regardless of the position they hold. As such, in accordance with the provisions of Government Code sections 3100 et seq., all City employees are declared to be disaster service workers.

17.02. Oath or Affirmation
All employees are required to take and subscribe to the oath or affirmation set forth in Section 3 of Article XX of the Constitution of California at the commencement of their employment. The City Clerk shall maintain the oath or affirmation of all City employees for at least five years after the employee’s termination of employment.

17.03. Declaration of Disaster or Emergency
Upon the declaration of a disaster or an emergency, employees are required to follow direction given in accordance with the City Emergency Operations Plan.

17.04. Employee Disaster Responsibilities
A. Off-Duty Procedures.

1. Employees With Pre-Designated Roles. After ensuring that their families are safe and any short-term arrangements have been made for their families' security, employees who have pre-designated emergency or disaster roles shall respond according to those established procedures.

2. Employees Without Pre-Designated Roles.
a. Communication Systems Not Functioning. When the telephones or other communication devices are not functioning, employees who do not have pre-designated emergency or disaster roles should gather information from radio and television broadcasts, and comply with any instructions given for City employees. Unless an employee cannot physically report to work, all City employees are expected to report to work at their normally scheduled time after ensuring the safety and security of their own families.
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b. Communication Systems Are Functioning. If the telephones or other communication devices are working, employees shall make every effort to contact their immediate supervisor for instructions as soon as possible. Unless otherwise instructed or if it is physically impossible for the employee to report to work, all City employees are expected to report to work at their normally scheduled time after ensuring the safety and security of their own families.

B. On-Duty Procedures.

1. Remain On Duty. All employees are expected to remain on duty at their normal work location or at a disaster location, unless dismissed by the proper authority. Every attempt possible will be made by the City to assist each employee in communicating with the pertinent employee’s family.

2. Ongoing Disasters. For disasters extending beyond the normal work day, employees are required to follow the direction and order of the proper authority.

C. Employees Physically Unable to Report to Work. In the event that an employee is unable to return to work because road and transit conditions prevent travel by automobile, public transit, or other conveyance, the employee has the following two options: 1) to the extent such employee is able to work remotely, such employee may work remotely subject to City Manager approval; or 2) such employee may become a disaster service worker in the City where the employee resides.

D. Any employee who cannot return to the City, is not able to work remotely as provided in this paragraph “C,” and serves as a disaster worker for another municipality is required to contact the personnel department of that municipality for further instructions and to obtain written documentation of the employee’s assignment. The employee is required to notify the employee’s own immediate supervisor of the employee’s status of working in the other municipality.

1. Compensation for Work Performed at Another Municipality.

Employees who are unable to report to work during a disaster will be entitled to receive compensation from the City for the service performed at another municipality, provided that the employee provide written proof from the other municipality of the amount of time the employee worked there. That information should be logged on the employee’s timesheet and submitted through the normal payroll process. Alternatively, the employee may present written proof from the other municipality that the employee offered the employee’s services, but that the other municipality rejected the employee’s assistance.
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2. Returning to Soledad. Employees are required to communicate with their supervisor as soon as possible, and are required to return to their normal or disaster duties at the City as soon as travel, by any reasonable means, to the City is possible.

E. Timekeeping Requirements. All employees are required to complete special timekeeping forms daily, which will keep a record of the following information:

1. The kind of disaster work performed;

2. The number of hours worked; and

3. The location where work was performed.

F. Failure to Report to Work During a Disaster. An employee who fails to report to work as a disaster worker at the City or at another municipality will be considered on unpaid leave during the duration of the emergency, and may be subject to discipline, unless the employee submits documentation that supports justification to receive paid leave.
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September 3, 2025 City of Soledad Personnel Rules and Regulations Acknowledgment -- Page 1

CITY OF SOLEDAD
Acknowledgement of Receipt of
Personnel Rules and Regulations
September 2025
This is to acknowledge that I have received a copy of the Personnel Rules and Regulations Manual dated September 3, 2025 (“Manual”), and I understand it contains important information on the City's Rules and Regulations, and my obligations and responsibilities as an employee. I acknowledge that I am expected to read, understand, and adhere to the Manual and familiarize myself with the provisions in this Manual. I understand that I am governed by this Manual, and that the City may change, modify, or revise the Manual from time to time at its sole and absolute discretion with or without prior notice. The City will advise and meet and confer as may be required by law with recognized employee organizations of any changes, modifications, or revisions to this Manual which affect terms and conditions of employment, as defined by applicable MMBA and PERB provisions.

I acknowledge and agree to abide by this Manual and any new or revised Manual.

Employee’s Signature Date
Print Name Department
This document shall be signed by the employee and placed in the employee’s personnel file 242
September 2025 City of Soledad Personnel Rules and Regulations Appendices to Personnel Rules and Regulations Manual
• Preventing Harassment, Discrimination, and Retaliation • Anti-Bullying
• Drug and Alcohol-Free Workplace
• Drug-Free Workplace Policy for Drivers of Commercial Vehicles • Electronic Communications
• Leave of Absence Manual for Temporary Part-Time Employees • Family Care and Medical Leave, Pregnancy Disability Leave, and Military Family Leave
• Employer - Employee Relations
• Service and Emotional Support Animal
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1 PREVENTING HARASSMENT, DISCRIMINATION, AND RETALIATION I. PURPOSE AND POLICY
The City of Soledad (“City”) is committed to preventing harassment, discrimination, and retaliation, and maintains a strict policy prohibiting all types of harassment, discrimination, or retaliation because of race (including traits associated with race, such as hair texture and hairstyles), color, national origin, ancestry, religion, creed, sex, gender, gender identity, gender expression, genetic characteristics or information, physical or mental disability, medical condition, marital status, sexual orientation, age, pregnancy, reproductive health choices, childbirth, or related medical conditions, military or veteran status, any other basis protected by applicable federal, state, or local law, or any combination of such protected characteristics, a perception that the individual has any of those characteristics or any combination of those characteristics, including based on association with individuals with these protected characteristics, or any combination of these characteristics . All such harassment, discrimination, or retaliation is prohibited.

This policy applies to all officials, employees, interns, and volunteers involved in the operations of the City, as well as to applicants for employment, or any participant of another limited duration program to provide unpaid work experience, and prohibits harassment and discrimination by any employee including supervisors and co-workers, and by others doing business with the City. This policy prohibits retaliation by any employee, including supervisors and co-workers. If harassment occurs on the job by someone not employed by the City, the procedures in this policy should be followed as if the harasser were an employee of the City.

Conduct that may not be prohibited under harassment, discrimination, or retaliation law may nevertheless violate this policy, violate other City policies, or other City standards of conduct.

II. DEFINITIONS
A. Discrimination: Discrimination is any action or conduct by which an employee is treated differently or less favorably than other employees similarly situated to the employee, because the employee is a member of a Legally Protected Category or Characteristic. Examples of conduct that can constitute discrimination if based on an individual’s Legally Protected Category or Characteristic include, but are not limited to the following:

1. Failing or refusing to hire an individual based on their Legally Protected Category or Characteristic.

2. Terminating an individual from employment based on their Legally Protected Category or Characteristic.

3. Singling out or targeting an individual for different or less favorable treatment because of their Legally Protected Category or Characteristic 244
2 B. Employee: Any individual under the direction and control of the City under any appointment or contract of hire or apprenticeship, express or implied, oral or written. For purposes of this policy, the term “employee” includes any individual who is an unpaid intern or volunteer of the City. The inclusion of any individual, including but not limited to unpaid interns and volunteers, in the definition of “employee” for purposes of this policy should not be interpreted to affect the applicability of any other policy or procedure of the City.

C. Harassment: Unwelcome verbal, visual, or physical conduct based on membership in a Legally Protected Category or Characteristic that creates an intimidating, offensive, or hostile work environment. Such conduct constitutes harassment when:

1. Submission to the conduct is made either an explicit or implicit condition of employment, or an unpaid internship or volunteer program;

2. Submission to or rejection of the conduct is used as the basis for an employment decision, or any decision related to an unpaid internship or volunteer program; or

3. The harassment unreasonably interferes with an employee’s work performance or creates an intimidating, hostile, or offensive work environment.

Harassing conduct can take many forms and includes, but is not limited to, slurs, jokes, statements, gestures, pictures, computer images, or cartoons regarding an employee’s Legally Protected Category or Characteristic. Harassment is prohibited whether it involves a co-worker, subordinate, supervisor or manager, or third parties doing business with or for the City.

D. Legally Protected Category or Characteristic: Race (including traits associated with race, such as hair texture and hairstyles), color, national origin, ancestry, religion, creed, sex, gender, gender identity, gender expression, genetic characteristics or information, physical or mental disability, medical condition, marital status, sexual orientation, age (40 and over), pregnancy, reproductive health choices, childbirth, breastfeeding, or related medical conditions, military or veteran status, any other basis protected by applicable federal, state, or local law, or any combination of such protected characteristics, a perception that the individual has any of those characteristics or any combination of those characteristics, including based on association with individuals with these protected characteristics, or any combination of these characteristics.

E. Sexual Harassment: Sexual advances, requests for sexual favors, or visual, verbal, or physical conduct of a sexual nature may all constitute sexual harassment when:
(1) submission to such conduct is made a term or condition of employment, an unpaid internship, or volunteer program; or (2) submission to or rejection of such conduct is used as basis for employment decisions, or any decision relating to an 245
3 unpaid internship or volunteer program, affecting the individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an employee’s work performance or creating an intimidating, hostile or offensive working environment. This definition includes potential forms of offensive behavior. The following is a non-exclusive list of some examples:

1. Unwanted sexual advances.

2. Offering employment benefits in exchange for sexual favors.

3. Making or threatening reprisals after a negative response to sexual advances.

4. Visual conduct, such as leering, making sexual gestures, displaying of sexually explicit jokes, comments about an employee’s body or dress.

5. Verbal sexual advances or propositions.

6. Verbal abuse of a sexual nature, graphic verbal commentary about an individual’s body, sexually degrading words to describe an individual, suggestive or obscene letters, notes, or invitations.

7. Physical conduct, such as touching, assault, impeding, or blocking movements.

8. Retaliation for reporting harassment or threatening to report harassment.

9. Electronic communications such as email, texts, or internet use that violate this policy
Sexual harassment can occur between members of the same or opposite sex and need not be motivated by sexual desire or attraction. Sexual harassment can be based on pregnancy, child birth, or related medical conditions where such conduct unreasonably interferes with the employee’s work performance, affect or impact an employee’s terms and conditions or privileges of employment or creates an intimidating, hostile or offensive work environment. Sexual harassment on the job is prohibited, whether it involves co-worker harassment, harassment by a supervisor or manager, or harassment by third parties doing business with or for the City.

F. Supervisor: Any individual having the authority to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees or the responsibility to direct them, or to adjust their grievances, or to effectively recommend such action, if the exercise of that authority is not of a merely routine or clerical nature, but requires the use of independent judgment.

G. Retaliation. Taking adverse action against any employee because of the employee’s opposition to a practice that the employee reasonably believes 246
4 constitutes employment discrimination or harassment or because of the employee’s participation in an employment discrimination or harassment investigation, proceeding, or hearing. Retaliation also includes adverse action against an employee because of opposition or participation by a family member or close associate of the employee. Further, retaliation includes adverse employment action due to an employee’s request for a reasonable accommodation.

1. Examples of Opposition: Opposition to perceived harassment or discrimination includes threatening to file a discrimination complaint with the Equal Employment Opportunity Commission (“EEOC”), the California Civil Rights Department (“CRD”), union, or court, or complaining or protesting about alleged employment discrimination or harassment to a manager, union official, co-worker, or other official. Opposition also includes a complaint or protest made on behalf of another employee or made by the employee’s representative. A complaint about an employment practice constitutes protected opposition only if the employee communicates to the City a reasonable good faith belief that the practice opposed constitutes employment discrimination or harassment. Opposition in a manner which disrupts the workplace, or which constitutes an unlawful activity, or engaging in badgering or threatening of employees or supervisors is not protected.

2. Examples of Participation: The City prohibits retaliation against any individual because the individual has filed a charge, testified, assisted or participated in any manner in an investigation, proceeding, hearing or litigation under federal or state employment discrimination or harassment statutes or at other hearings regarding protected employee rights, such as an application for unemployment benefits. The City also prohibits retaliation against somebody closely related to or associated with the employee exercising such rights.

3. Examples of Adverse Actions: For purposes of this policy, an adverse action includes the following acts, when the act is taken because of the employee’s opposition to or participation in disciplinary actions, negative performance evaluations, undesirable transfer, undesirable assignments, negative comments, unwarranted criticism, undesirable change in benefits, undesirable change in work schedule, unwarranted exclusion from meetings or events, or undesirable change in work duties.

III. PROCEDURES
A. Training and Policy Dissemination:

1. Non-Supervisory Employees: All employees will be given a copy of this policy and will receive guidance from the Human Resources Division on its provisions and the City’s commitment to provide a harassment-free, discrimination-free, and retaliation-free workplace. All non-supervisory 247
5 employees and temporary/seasonal employees will receive training in accordance with the requirements of the Fair Employment Housing Act (Government Code section 12950.1) and implementing regulations.

2. Supervisory Employees:
(a) All supervisors will be trained once every two years on matters relating to the prevention, reporting, and investigation of harassment, discrimination, and retaliation. Further, individuals appointed to supervisory positions from a non-supervisory position or as a new employee shall receive training within six months of their hiring or assumption of the supervisory position. (b) Supervisory training will last for a minimum of two hours. (c) Supervisory training will be conducted in a classroom or other interactive setting and will, at a minimum, cover the following topics:
(1) Information and practical guidance regarding federal and state statutory laws about sexual harassment;
(2) Information about the correction of sexual harassment and the remedies available to victims of sexual harassment; (3) Practical examples aimed at instructing supervisors in the prevention of harassment, discrimination, and retaliation; and
(4) Information and practical guidance regarding the prevention of abusive conduct, which is defined as follows: conduct of an employer or employee in the workplace, with malice, that a reasonable person would find hostile, offensive, and
unrelated to an employer’s legitimate business interests.

Abusive conduct may include repeated infliction of verbal abuse, such as the use of derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating, or the gratuitous sabotage or undermining of a person’s work
performance. A single act does not constitute abusive
conduct, unless especially severe and egregious.

B. Preventing Harassment, Discrimination, and Retaliation: The City’s complaint procedure provides for a prompt, thorough, impartial, and objective investigation of every harassment, discrimination, or retaliation claim, appropriate disciplinary action against one found to have engaged in prohibited harassment, discrimination, or retaliation, and appropriate remedies to any victim of harassment, 248
6 discrimination, or retaliation. The City encourages reporting of all perceived incidents of harassment, discrimination, and retaliation.

1. Optional Process: An employee who believes that another person has harassed, discriminated, or retaliated against the employee is encouraged to, but is not required to, confront this person and politely, but firmly inform the person of the conduct that the employee finds offensive or retaliatory and request that the person cease this behavior. If the employee does not wish to confront the person harassing, discriminating, or retaliating against the employee, or if the employee’s attempts to do so have failed, the employee should file a complaint with the City.

2. Filing a Complaint: Employees should follow this procedure to notify the City of harassment, discrimination, or retaliation. Employees who believe they have been harassed, discriminated against, including by persons doing business with or for the City, or retaliated against on the job, should promptly report the complaint to their immediate supervisor, any supervisor, the Human Resources Manager, or to the City Manager as soon as possible.

In addition to being able to report potential harassment, discrimination, or retaliation to any supervisory employee, the following suggested reporting procedures are available when filing a complaint about certain individuals in the City:
• Complaints regarding a person within the employee’s direct chain of command may be provided to the Human Resources Manager. • Complaints regarding the Human Resources Manager may be provided to the City Manager.
• Complaints regarding the City Manager or the City Attorney may be submitted to the City Clerk for consideration by the City Council during closed session.
• Complaints regarding a member of the City Council may be reported to the City Manager or the City Attorney.

The complaints should be as detailed as possible, and should include: details of the incident(s), name(s) of individuals involved, and the name(s) of any witness(es).

The employee should also attach any documentary evidence to the complaint.

Notification to the City of potential harassment, discrimination, or retaliation is essential. The City assures employees that they will not be penalized in any way for filing a good faith complaint of potential discrimination, harassment, or retaliation.
249
7 Supervisors and managers must immediately refer all harassment, discrimination, or retaliation complaints to the City’s Human Resources Manager.

ALL EMPLOYEES SHOULD NOTE THAT THE FAILURE TO USE THE
CITY’S COMPLAINT PROCEDURE MAY HAVE AN ADVERSE EFFECT

ON ANY CLAIM UNDER THIS POLICY WHEN SUCH CLAIMS ARE
LITIGATED.

3. Investigation of Complaints: All incidents of harassment, discrimination, and retaliation that are reported must be investigated. The Human Resources Manager, or other appropriate person if the circumstances warrant, will promptly undertake or direct an effective, thorough, and objective investigation of the harassment, discrimination, or retaliation allegations. The investigation will be completed, and the determination regarding the harassment, discrimination, or retaliation alleged will be made, and such determination will be communicated to the complainant and the accused.

Employees may be placed on administrative leave during an investigation until the conclusion of a discrimination, harassment, or retaliation investigation.

4. Corrective Action: If the City determines that a policy violation has occurred, the City will take effective remedial action commensurate with the circumstances. Appropriate action will also be taken to deter any such future violation of the policy.

In light of the City’s duty to prevent harassment, discrimination, and retaliation and in light of the City’s desire to have a professional and productive work environment, the City reserves the right to take appropriate corrective action when an employee engages in inappropriate conduct that does not fully rise to the legal standards and definitions set forth in Section II but violates other City policy or standards of conduct. For example, the City may take appropriate corrective action for inappropriate conduct, even if such conduct was not subjectively unwelcome or offensive to another employee of the City.

C. Anonymity and Confidentiality:

1. While the City will investigate anonymous complaints, the City strongly discourages anonymous complaints. EMPLOYEES CHOOSING TO FILE

A COMPLAINT ANONYMOUSLY MUST BE AWARE THAT

ANONYMITY IN THE COMPLAINT PROCEDURE MAY

COMPROMISE THE CITY'S ABILITY TO COMPLETE A THOROUGH
INVESTIGATION. Employees should also be aware that should the City learn of the identity of an anonymous complainant, the City cannot guarantee that the complainant’s identity will remain confidential, if the City determines in its discretion that disclosure is necessary to complete the investigation.
250
8 2. The City will take all reasonable steps available to maintain the confidentiality of all complaints of harassment, discrimination, and/or retaliation as well as all information gathered during an investigation.

However, the City retains sole discretion to determine whether disclosure of information is necessary to complete the investigation or for other legitimate purposes.

3. In order to protect the integrity of the investigation and the privacy of the individuals involved, the City may request that all employees involved in an investigation of harassment, discrimination, and/or retaliation complaints as complainant(s), witness(es), or accused are required to keep all information related to the investigation confidential.

D. Obligation to Cooperate: All employees involved in a workplace investigation into alleged harassment, discrimination, or retaliation are required to fully and truthfully cooperate with the investigation. Failure to fully and truthfully cooperate with the investigation is grounds for disciplinary action as provided for in the City’s Personnel Rules and Regulations Manual, up to and including termination.

E. Obligation to Report:

1. Supervisory Employees: Any supervisor who receives a complaint of harassment, discrimination, or retaliation, who witnesses harassment, discrimination, or retaliation or who has any reason to believe that harassment, discrimination, or retaliation may have occurred in the workplace is required to report the conduct immediately to the Human Resources Manager. Failure to report may result in disciplinary action being taken against the supervisor as provided for in the City’s Personnel Rules, up to and including termination.

2. Non-Supervisory Employees: While non-supervisory employees are not required under this policy to report potential harassment, discrimination, or retaliation, they are strongly encouraged to do so. If a non-supervisory employee elects to report potential harassment, discrimination, or retaliation, the employee may report to any supervisor or to the Human Resources Manager.

F. Intentionally False Complaints: Employees are prohibited from making an intentionally false complaint of harassment, discrimination, and/or retaliation. An intentionally false complaint is a complaint that the employee demonstrably does not believe to be true. Any employee making an intentionally false complaint is subject to disciplinary action, up to and including termination.

G. Additional Enforcement Information: In addition to the City’s internal complaint procedure, employees should also be aware that the EEOC and the CRD investigate 251
9 and prosecute complaints of harassment, discrimination, or retaliation in employment.

1. You can contact the EEOC as follows: Los Angeles District Office, 255 East Temple, 4th Floor, Los Angeles, California, 90012; 800-669- 4000/800-669-6820 (TTY) or 213-894-1000; www.eeoc.gov.

2. You can contact the CRD as follows: 2218 Kausen Drive, Suite 100, Elk Grove, California 95758; 800-884-1684/800-700-2320 (TTY) or 916-478- 7251; www.calcivilrights.ca.gov.

Employees should feel free, without fear of retaliation, to follow the procedures set forth above if they believe they have been harassed, discriminated or retaliated against as described in this policy.

For more information, contact the City’s Human Resources Department.

IV. EXCEPTIONS
There are no exceptions to this policy without the express authorization of the City Manager.
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CITY OF SOLEDAD

POLICY AGAINST HARASSMENT, DISCRIMINATION, AND RETALIATION

ACKNOWLEDGEMENT OF RECEIPT
By my signature below, I acknowledge that I have received, read and understood the City of Soledad’s Policy Against Harassment, Discrimination, and Retaliation, and I will abide by its terms. I understand that failure to fully comply with all terms set forth in the Policy may lead to disciplinary action, up to and including termination.

Name (PLEASE PRINT)
Signature
Date
253

CONFIDENTIAL

HARASSMENT/DISCRIMINATION/RETALIATION

COMPLAINT FORM
Name of Complainant: Date:

Job Title: Department:

I prefer to be contacted at ______________________________ Best time to Contact:  a.m.  p.m.

Nature of complaint: (Please provide as much information as possible. Include description of incident, date, location, parties involved and other details you feel that we need to know.

Use additional sheets if necessary)
Corrective Action Desired:

I certify that the above statement is true and accurate:

Signature Date
254
1 ANTI-BULLYING POLICY
I. POLICY STATEMENT
The City of Soledad (“City”) is committed to providing a safe work environment. In addition to prohibiting all forms of discrimination and harassment, the City also prohibits any form of “intimidation or bullying” or abusive conduct in the workplace or elsewhere, such as at off-site events.

II. POLICY COVERAGE
Every Employee and other individuals, such as temporary workers, unpaid interns, volunteers, consultants, independent contractors, and visitors, have the right to be treated with respect. “Bullying” is defined as conduct of an individual that a reasonable person would find hostile, offensive, intimidating, humiliating, or degrading that is unrelated to the City’s legitimate business interests. Bullying may be intentional or unintentional and may include any written, visual, verbal, or physical act, when the act physically harms the individual or damages the individual’s property; has the effect of interfering with an Employee’s ability to work; is severe or pervasive; and creates an intimidating or threatening environment.

Unlike harassment or discrimination, bullying does not need to be motivated by an individual’s protected characteristic. Bullying comes in many shapes and sizes and can take many forms. Some examples of bullying include (this is a non-exhaustive list):

1. Use of disrespectful and devaluing language or comments.

2. Persistent or constant criticism of an Employee in front of other persons for the purpose of humiliating the Employee.

3. Invasion of privacy, such as spying, stalking, or rummaging through personal belongings.

4. Behavior that frightens, humiliates, belittles, or degrades, including criticism that is delivered with yelling or screaming.

5. Assigning undesirable work as a punishment.

6. Using confidential information to humiliate an Employee publicly or privately.

7. Withholding information that affects an Employee’s performance.

8. Intimidating an Employee through inappropriate personal comments, disparaging opinions, or criticism with no basis in fact.

9. Taking credit for another Employee’s work.

10. Isolating an Employee from other co-workers.

11. Purposefully excluding an Employee from work meeting(s).

12. Acts of intimidation or making threats against an Employee.

13. Sabotage, or deliberately subverting, obstructing, or disrupting another person’s work performance.

14. Spreading malicious rumors, gossip, or innuendo that is untrue.

15. Tormenting or taunting.

16. Using threatening gestures.

17. Unwanted physical contact, pushing, or shoving.
255
2 18. Use of any violence.

19. Graffiti or tagging.

Such conduct can also occur via use of electronic or telephonic communications such as the internet, e-mail, and chat-room misuse, mobile threats by text messaging, or calls or misuse of cameras and video equipment.

III. COMPLAINT PROCEDURE
The City will not tolerate bullying in any form. Any individual who believes that the individual is being or has been subjected to any form of bullying should immediately report such bullying to the individual’s supervisor or Human Resources. In addition, any person who believes they have witnessed bullying or have received a report or knowledge of such conduct, whether the perpetrator is a Employee or a non-Employee, should immediately report the conduct to their supervisor or Human Resources.

The complaint should be as detailed as possible, and must include details of the incident(s), names of individuals involved, and the names of any witnesses. Any supporting documentary evidence should be attached to the complaint.

Any complaint of bullying or similar behaviors will be investigated before any disciplinary action is taken. If the City determines that bullying has occurred, the City will take effective remedial action commensurate with the circumstances, and appropriate action will be taken to deter any future conduct. Employees who violate this bullying policy are subject to disciplinary action, up to and including dismissal.

Anonymous Complaints: While the City will investigate anonymous complaints, the City strongly discourages anonymous complaints. EMPLOYEES CHOOSING TO FILE A COMPLAINT

ANONYMOUSLY MUST BE AWARE THAT ANONYMITY IN THE COMPLAINT

PROCEDURE MAY COMPROMISE THE CITY'S ABILITY TO COMPLETE A THOROUGH INVESTIGATION. Employees should also be aware that should the City learn of the identity of an anonymous complainant, the City cannot guarantee that the complainant’s identity will remain confidential, if the City determines in its discretion that disclosure is necessary to complete the investigation.

IV. RESPONSIBILITIES
A. Supervisor Responsibilities:

1. Informing Employees of this policy.

2. Modeling appropriate behavior.

3. Taking all steps necessary to prevent bullying from occurring.

4. Receiving complaints in a fair and serious manner, and documenting steps taken to resolve complaints.

5. Monitoring the work environment and taking immediate appropriate action to stop potential violations, such as correcting inappropriate behavior or language. 256
3 6. Following up with those who have complained to ensure that the behavior has stopped and ensuring that there are no reprisals.

7. Assisting, advising, or consulting with Employees and Human Resources regarding this policy and complaint procedure.

8. Assisting in the investigation of complaints involving Employee(s) in their departments and, if the complaint is substantiated, recommending appropriate corrective or disciplinary action in accordance with City rules, up to and including dismissal.

9. Implementing appropriate disciplinary and remedial actions.

10. Reporting potential violations of this policy of which the supervisor becomes aware, regardless of whether a complaint has been submitted to Human Resources or the department head.

11. Participating in periodic training and scheduling Employees for training as required or requested by the City.

B. Employee Responsibilities:

1. Treating all individuals with respect and consideration.

2. Modeling appropriate behavior.

3. Participating in periodic training as required or requested by the City.

4. Fully cooperating with the City’s investigations by responding fully and truthfully to all questions posed during the investigation.

V. POLICY AGAINST RETALIATION
No Employee will be subjected to any form of retaliation for reporting an incident of bullying, or participating in an investigation by the City or its representatives into allegations of bullying.

Additionally, all Employees have a duty to cooperate in an honest and forthright manner in connection with any investigation being conducted by the Deputy Human Resources and Risk Management Director or designee.

VI. FALSE ACCUSATIONS
While the City vigorously defends our Employees’ right to work in an environment free of bullying, it also recognizes that false accusations can have serious consequences. Accordingly, Employees are prohibited from making an intentionally false complaint of bullying. An intentionally false complaint is a complaint that the Employee demonstrably does not believe to be true. Any Employee making an intentionally false complaint shall be subjected to disciplinary action, up to and including dismissal.
257
4 CITY OF SOLEDAD

ANTI-BULLYING POLICY

ACKNOWLEDGEMENT OF RECEIPT
By my signature below, I acknowledge that I have received, read and understood the City of Soledad’s Anti-Bullying (“Policy”), and I will abide by its terms. I understand that failure to fully comply with all terms set forth in the Policy may lead to disciplinary action, up to and including termination.

Name (PLEASE PRINT)
Signature
Date
258
1 DRUG AND ALCOHOL FREE WORKPLACE POLICY
I. PURPOSE
A. The City of Soledad (“City”) is committed to providing a healthy and safe work environment for its employees. The purpose of this policy is to maintain a workplace that is free of drugs and alcohol and to discourage drug and alcohol abuse (“substance abuse”) by employees. There is a vital interest in maintaining safe and efficient working conditions for employees. Substance abuse is incompatible with health, safety, efficiency, and success. Employees who are under the influence of alcohol or who have any illegal drugs in their system, or who abuse legal drugs while conducting or performing business endanger their own health and safety and the health and safety of others.

B. Substance abuse can also cause a number of other work-related problems, including absenteeism and tardiness, substandard job performance, increased workloads for coworkers, disruption to other employees, delays in the completion of work, inferior quality of service, and disruption of resident relations. This policy governs not only the abuse of alcohol and illegal drugs but also the use and abuse of legal drugs in the workplace. Employees who use legal drugs, including prescription and over-the-counter drugs, should consult with a health care provider regarding the medication’s impact on work and must comply with those provisions set forth in this policy that address such use.

C. To further its interest in avoiding accidents, to promote and maintain safe and efficient working conditions for its employees, to protect its business, property, equipment, and operations, and to comply with all federal and state requirements, including, but not limited to, the Drug-Free Workplace Act of 1988 (41 U.S.C. § 8103) and the California Drug-Free Workplace Act of 1990 (Government Code § 8355), the City has established this policy concerning employee use of alcohol and drugs. As a condition of hire and continued employment, each employee must abide by this policy. Each employee will be given a copy of this policy upon their hire.

D. In the spirit of creating a drug- and alcohol-free work environment, nothing in the policy shall be construed to restrict the City’s ability to use common sense, prudence, technology, or external resources to protect the safety of its employees, its customers, or the public, unless otherwise prohibited by law.

Nothing in this policy is intended to diminish the City’s commitment to employ qualified disabled individuals or to provide reasonable accommodation to such individuals consistent with all federal, state, and local laws.

II. APPLICABILITY
A. This policy applies to all applicants and employees of the City. 259
2 B. Certain employees may be subject to the Omnibus Transportation Employee Testing Act of 1991 (Pub. L. No. 102-143, 105 Stat. 952, as amended) which requires alcohol and drug-testing of safety-sensitive transportation employees who are required to have a commercial driver’s license (49 CFR Parts 40, 382, 391, 392, and 395, as amended). To comply with Department of Transportation (DOT) regulations, the City has developed specific guidelines regarding when and how drug and alcohol testing will occur, as well as provisions on rehabilitative services available to all covered employees. The specific guidelines for covered employees who are required to have a commercial driver’s license are set forth in a separate commercial driver policy. Covered employees who are required to have a commercial driver’s license are covered by this policy except where this policy conflicts with the commercial driver policy or with the Omnibus Transportation Employee Testing Act of 1991, as amended, the Federal Highway Administration Regulations, as amended, Federal Motor Carrier Safety Administration, as amended, or any other applicable Department of Transportation City regulations governing drug testing of employees required to possess a commercial driver’s license, in which case the commercial driver policy or transportation-specific legal requirement will control.

III. DEFINITIONS
A. Controlled Substances. Any drug or substance that is classified into the five schedules or classes on the basis of its potential for abuse, accepted use, and accepted safety under medical supervision by the federal Drug Enforcement Administration. Examples of controlled substances include, but are not limited to, marijuana metabolites, cocaine metabolites, opiate metabolites, amphetamines, and phencyclidine (PCP). Controlled substances may be further classified as illegal or legal drugs.

B. Illegal Drugs. A controlled substance, a legal drug which has not been legally obtained, or a legal drug which was legally obtained, but that is being sold or distributed unlawfully.

C. Legal Drugs. Any drug, including any prescription drug or over-the-counter drug, that has been legally obtained and that is not unlawfully sold or distributed.

D. Abuse of any Legal Drug. Abuse of any legal drug means the use of any legal drug (i) for any purpose other than the purpose for which it was prescribed or manufactured; or (ii) in a quantity, frequency, or manner that is contrary to the instructions or recommendations of the prescribing physician or manufacturer.

E. Drug Paraphernalia. Drug paraphernalia means any device or instrument used for injecting, smoking, consuming, or otherwise administering a controlled substance/legal drug/illegal drug, which includes, but is not limited to the items set forth in California Health and Safety Code section 11364.

F. Reasonable Suspicion. Reasonable suspicion means a belief based upon objective facts, evidence, or other indicators sufficient to lead a reasonably prudent person to suspect that an employee is under the influence of drugs or alcohol so that the employee’s ability to 260
3 perform the functions of the job is impaired or reduced. For example, any of the following, alone or in combination, may constitute reasonable suspicion (this is not an exhaustive list):

1. Slurred speech;

2. Alcohol odor on breath/person;

3. Cannabis odor on breath/person;

4. Unsteady walking and movement;

5. Physical symptoms of impairment (e.g., glassy eyes, eye dilation, shaking, or erratic movement);

6. An accident involving City property that provides a reasonable basis to believe that the accident was likely to have been caused by impairment from drugs or alcohol;

7. Physical or verbal altercation;

8. Unusual behavior;

9. Job impairment;

10. Possession of alcohol, drugs, or prohibited drug paraphernalia; or

11. Information obtained from a reliable source with personal knowledge.

G. Possession. Possession means that an employee has the substance on the employee’s person or otherwise under the employee’s control.

H. Under the Influence. The use or misuse of any of the following in a manner and to a degree that impairs the employee’s work performance or ability to use City property or equipment safely:

1. Any alcoholic beverage;

2. Any illegal drug or substance; or

3. Any legal drug.

I. Impaired. Diminished capacity, ability, mental acuity, or performance.

J. Safety-Sensitive Employees. Safety-sensitive employees are employees who hold safetysensitive positions. Safety-sensitive positions are those requiring the performance of duties that present risks to self and others so that even a momentary lapse of attention can have disastrous consequences, including, but not limited to the following:
261
4 1. Positions that include interaction with children, where employees are directly responsible for protecting children, or where employees have continuous interaction or supervision that puts them in a position of influence over children.

2. Positions that have a history of drug or alcohol use include those where the City has established the existence of documented problems with drug or alcohol use by employees in a particular position or particular department.

Positions that are subject to the Omnibus Transportation Employee Testing Act of 1991 are also classified as “safety-sensitive” as that term is defined by the Department of Transportation regulations and federal law. Testing for these employees is addressed in a separate policy.

IV. POLICY
A. No Right of Privacy.

The City respects the individual privacy of its employees. However, employee privacy does not extend to the employee’s use of City-provided equipment, supplies, or property.

Employees should be aware that the terms of this policy limit their privacy in the workplace and that employees have no reasonable expectation of privacy with respect to City property, which may be searched at any time.

B. Cannabis
The City recognizes that the State of California has legalized the use of cannabis for recreational and certain medical uses. However, under federal law, the use of cannabis remains prohibited, and cannabis remains a controlled substance. The City will not take action against an employee solely because of the employee’s lawful, off-duty use of cannabis. However, the City reserves the right to take disciplinary action under this policy, up to and including termination, when an employee is actually impaired by cannabis on duty or engages in any other conduct involving cannabis that violates this Policy. Any action involving cannabis use will be consistent with Government Code Section 12954.

C. Advance Notification To City Of Use Of Legal Drugs

1. Use of Legal Drugs. The City recognizes that it may be necessary for employees to use legal drugs from time to time. The City also recognizes that even legal drugs can impair the employee's ability to adequately or safely perform their duties. In order to accommodate employees who use legal drugs while helping avoid serious adverse consequences resulting from such drug use, employees are required to notify the City so that the City can determine if any work restrictions are advisable under the circumstances.

2. When Notification is Required. Employees who know or should know that their use of legal drugs might endanger their own safety or the safety of another person, might pose a risk of significant damage to the City’s property, or might interfere with their job performance or the efficient operation of the City’s business, are 262
5 obligated to report such drug use to the Human Resources Office. The City reserves the right to have either a City-designated physician or the employee's own physician determine whether it is advisable for the employee to continue working while taking such drugs.

3. Duty to Disclose. Employees who operate or who are responsible in any way for the operation, custody, or care of the City’s property, or for the safety of other employees or other persons, have a duty to disclose the nature of their job duties to any prescribing physician or pharmacist and/or to a City physician or pharmacist and to inquire of the physician(s) or pharmacist whether their use of the prescribed drug might result in the dangers, risks, or impairment that this policy is intended to prevent.

4. Restrictions on Work. The City reserves the right to restrict the work activities of any employee who is using legal drugs or prohibit any employee from working entirely while the employee is using legal drugs.

5. Duty to Refrain from Working. No employee using legal drugs may report for or remain at work while impaired.

D. Prohibited Conduct

1. Scope. Employees may not engage in any of the prohibited conduct identified in this policy any time the employee is:
a. On City premises, in the workplace, or in uniform;
b. Conducting or performing City business, regardless of location; c. Operating or responsible for the operation, custody, or care of City vehicles, equipment, or other property, or
d. Responsible in any way for the safety of other individuals associated with City, including, but not limited to, colleagues, management, visitors, residents, and vendors.

2. Alcohol. The following acts are prohibited, and commission of these acts may subject an employee to discipline, up to and including, termination:
a. The unauthorized use, possession, purchase, sale, manufacture, distribution, transportation, or dispensation of alcohol; or
b. Being impaired due to alcohol use.
263
6 3. Controlled Substances. The unlawful manufacture, distribution, dispensation, possession, or use of any controlled substance are prohibited, and commission of these acts may subject an employee to discipline, up to and including, termination.

4. Illegal Drugs. The following acts are prohibited, and commission of these acts may subject an employee to discipline, up to and including, termination:
a. The purchase, sale, manufacture, distribution, transportation, dispensation, use, or possession of any illegal drug or drug paraphernalia; or b. Having any illegal drug in an employee’s system.
i. Cannabis. As it relates to testing for cannabis, consistent with Government Code section 12954, and except as otherwise required under federal law, this section shall only apply to an employee who has psychoactive cannabis metabolites in their system.

5. Legal Drugs. The following acts are prohibited, and commission of these acts may subject an employee to discipline, up to and including termination:
a. The abuse of any legal drug; or
b. The purchase, sale, manufacture, distribution, transportation, dispensation, use, or possession of any legal prescription or over-the-counter drug in a manner inconsistent with law; or
c. Working while impaired by the use of a legal drug in violation of section IV above; or
d. Working without providing the required notice in violation of section IV, above; or
e. Failure to make proper disclosure in violation of section IV, above.

V. SUBSTANCE SCREENING
A. Job Applicants
Job applicants may be required to undergo drug and alcohol testing as a condition of employment with the City. No drug and/or alcohol test shall be administered prior to the applicant receiving a conditional offer of employment. Only positions that present a special need for drug and/or alcohol testing will be subject to this section. For purposes of pre-employment drug and/or alcohol testing, special needs include safetysensitive positions.

B. Employees
Current employees will be subject to drug or alcohol testing in the following circumstances:
264
7 1. Following a determination that reasonable suspicion exists in accordance with this policy; or

2. When an employee is subject to return to duty and/or follow-up testing following an employee’s return from drug and/or alcohol rehabilitation and/or treatment.

C. Testing

1. The City may use each or all of the following testing methods:
a. Pre-employment testing;
b. Reasonable suspicion testing;
c. Post-accident testing; and
d. Testing authorized or required by federal or state regulations, including Department of Transportation regulations.

2. Consent. Prior to the administration of any drug and/or alcohol testing, the City’s testing provider shall attempt to obtain from the employee a completed and signed consent form. This form will document the employee’s consent in writing to examination and testing and will authorize the release of such information to the City. Refusal by the employee to sign a consent form is considered insubordination and may be independent grounds for disciplinary action, up to and including termination.

3. Interference with a Required Test or Refusal to Cooperate. An employee will be subject to the same consequences as a positive test if the employee:
a. Refuses the screening or test by engaging in behavior such as refusal to provide a urine specimen, body fluid specimen, hair, or breath sample without a valid medical explanation; a verbal declaration of refusal; or physical absence; b. Adulterates, dilutes, contaminates, or tampers with the specimen, or attempts to do so;
c. Substitutes the specimen with that of another person, or sends an imposter to provide a specimen, or attempts to do either act;
d. Refuses to sign the required forms or documentation; e. Otherwise refuses to cooperate in the testing process in such a way that prevents conducting or completion of the test.

4. Results. If the drug screen is positive, the employee may be requested to provide, within one (1) business day of the test results, bona fide verification of a valid 265
8 current prescription for the drug identified in the drug screen. The prescription must be in the employee’s name.

5. Cannabis. Consistent with Government Code section 12954, and except as otherwise required under federal law, the City will not screen for nonpsychoactive cannabis metabolites.

VI. CONSEQUENCES OF POLICY VIOLATIONS
Violation of this policy by any employee may result in discipline, up to and including discharge, depending on the circumstances and at the sole discretion of the City. For those employees employed in positions covered by the DOT regulations, discipline will be administered in accordance with Title 13 of the California Code of Regulations and Title 49 of the Code of Federal Regulations.

A. Effect of Criminal Conviction
An employee who is convicted under a criminal drug statute for a violation occurring in the workplace, while conducting or performing City business regardless of location, or during any City-related activity or event will be deemed to have violated this policy.

B. Effect of a Positive Test
An employee who receives a positive test for drugs or alcohol will be in violation of this policy. An applicant who receives a positive test result for drugs or alcohol may have their conditional offer of employment rescinded and may not be hired.

C. Refusal to Test
Whenever an employee refuses an order to submit to a drug or alcohol test upon appropriate direction, the employee shall be reminded of the requirements of this policy and the disciplinary consequences for refusal. Such refusal may be considered insubordination and is grounds for disciplinary action up to and including termination.

Refusal to test includes, but is not limited to:

1. Failing to appear at the collection site in the time allotted;

2. Leaving the collection site before the testing process is completed;

3. Failing to provide a breath, urine, hair, or saliva specimen;

4. Failing to permit the observation or monitoring of specimen collection when required;

5. Failing to provide a sufficient amount of urine or breath specimen without a valid medical explanation;

6. Adulterating or diluting a urine, breath, or saliva specimen;

7. Failing or refusing to take a second test when required; 266
9 8. Failing to cooperate with any part of the testing process; for example: refusing to sign the testing form when required.

Return to Duty/Follow-up Testing
Employees who violate this policy may also be required to participate in a drug and/or alcohol rehabilitation or counseling programs as a condition of continued employment. In certain instances (such as an employee who tested positive for drugs or alcohol or has successfully completed drug or alcohol rehabilitation), and solely at the City’s discretion, the City may enter into an agreement with an employee who would otherwise be disciplined to permit the employee to keep their job upon fulfilling certain requirements pertaining to drug and/or alcohol rehabilitation, including, but not limited to, submitting to return to duty and/or follow-up testing when directed to do so by the City in accordance with this policy.

VII. CRIMINAL CONVICTIONS
Employees must notify the City of any conviction under a criminal drug statute for a violation occurring in the workplace, while conducting or performing City business regardless of location, or during any City-related activity or event, in writing, no later than 5 days after any such conviction. For purposes of this policy, a conviction includes a finding of guilt, a plea of nolo contendre or no contest, and/or an imposition of sentence by any judicial body charged with responsibility to determine violations of federal or state criminal drug and alcohol statutes. When required by applicable law, the City will notify agencies under contract of any employee who has been convicted under a criminal drug statute for a violation occurring while conducting or performing City business, regardless of location.

VIII.CONFIDENTIALITY
Disclosures made by employees to the Human Resources and Risk Manager concerning their use of legal drugs will be treated confidentially and will not be revealed to managers or supervisors unless there is an important work-related reason to do so, or disclosure is required by law. Disclosures made by employees to the Human Resources and Risk Manager concerning their participation in any drug or alcohol rehabilitation program will be treated confidentially. Laboratory reports and/or test results shall not be maintained in an employee’s general personnel file and information of this nature will be maintained in a separate confidential medical folder.

Managers and supervisors must restrict communications concerning possible violations of this policy to persons who have an important work-related reason to know. In addition, managers and supervisors must not disclose the fact of an employee's participation in any drug or alcohol counseling or rehabilitation program.

IX. VOLUNTARY ASSISTANCE OR REHABILITATION
A. In General
The City encourages employees who suspect they may have alcohol or drug problems to seek voluntary assistance and rehabilitation at an early date. Accordingly, an eligible employee who decides to seek treatment or rehabilitation will not be subject to discipline 267
10 solely because of seeking such treatment. However, the City reserves the right to discipline employees, up to and including termination, who are found to have engaged in activity prohibited by this policy.

B. Employee Assistance
The Employee Assistance Program (EAP) is available to assist employees in these efforts to overcome problems with drugs and/or alcohol. Information pertaining to such programs may be obtained by direct contact with the EAP agency or by contacting Human Resources and Risk Manager.

C. Leave of Absence for Voluntary Receipt of Assistance and Rehabilitation Employees who wish to voluntarily enter and participate in an approved alcohol or drug rehabilitation program are encouraged to contact the Human Resources and Risk Manager, who will determine whether the City can accommodate the employee by providing unpaid leave to complete the program. The City reserves the right to deny such leave in accordance with applicable state or federal law if granting the leave is unreasonable or would impose an undue hardship on the City. 268
11 EMPLOYEE ACKNOWLEDGMENT OF

RECEIPT OF DRUG AND ALCOHOL FREE WORKPLACE POLICY
My signature below acknowledges that I have received my copy of the City’s Drug and Alcohol Free Workplace Policy (“Policy”) and that I have read the Policy and understand my rights and obligations under the same.

I understand that this Policy only represents the City’s current policies, procedures, rights, and obligations. Regardless of what the Policy states or provides, the City retains the right to add, change, or delete provisions of the Policy at any time and in its sole discretion.

By signing below, I agree to abide by all provisions of the Policy. I understand that failure to fully comply with all provisions of the Policy may lead to disciplinary action, up to and including termination.

PRINT FULL NAME:

SIGNATURE:

DATE:
[RETAIN IN EMPLOYEE PERSONNEL FILE]
269
1 APPENDIX A

REASONABLE SUSPICION REPORT
Employee Name:

Job Title:

Department:

Supervisor:

OBSERVATION: Location/Building:

Date: Time: From: ☐AM ☐PM To: ☐AM ☐PM
CAUSE FOR SUSPICION (Answer all that apply):

1. Presence of Drugs, Alcohol, and/or Paraphernalia (specify):

2. Appearance:
☐ Normal ☐ Flushed ☐ Puncture Marks
☐ Disheveled ☐ Bloodshot Eyes ☐ Inappropriate wearing of sunglasses ☐ Tremors ☐ Profuse Sweating ☐ Dilated/Constricted Pupils ☐ Body Odor ☐ Dry-mouth Symptoms ☐ Runny Nose/Sores
☐ Other:

3. Behavior:

Speech: ☐ Normal ☐ Incoherent ☐ Slurred ☐ Silent
☐ Confused ☐ Slowed ☐ Whispering
☐ Other:

Awareness:☐ Normal ☐ Confused ☐ Mood Swings ☐ Euphoria
☐ Lethargic ☐ Disoriented ☐ Paranoid ☐ Lack of Coordination ☐ Other:

4. Motor Skills
Balance: ☐ Normal ☐ Swaying ☐ Falling ☐ Staggering
☐ Other:

Walking & Turning:
☐ Normal ☐ Swaying ☐ Arms Raised for Balance
☐ Stumbling ☐ Falling ☐ Reaching for Support
☐ Other:

Other Observed Action or Behavior (specify, add other sheets as needed)

270
2 Suspicion Reported by:

Signature: _______________________________________________

Title:

Date: Time: ☐AM ☐PM
Witnessed by: (must be a supervisor or manager trained in physical, behavioral, speech, and performance indicators of probable alcohol misuse and use of controlled substances) Signature: _______________________________________________

Title:

Date: Time: ☐AM ☐PM
OPTIONAL - 2
nd Signature: _________________________________
Title:

Date: Time: ☐AM ☐PM
271
1 DRUG-FREE WORKPLACE POLICY FOR

DRIVERS OF COMMERCIAL VEHICLES
I. PURPOSE
This Policy supplements the City of Soledad’s (“City”) Drug-Free Workplace Policy, establishing a drug-free workplace, and applies to those employees who are required to hold a commercial driver’s license. In the event that this Policy conflicts with the City’s Drug-Free Workplace Policy, this Policy and the federal Department of Transportation statutes and regulations, as amended, shall supersede the City’s Drug-Free Workplace Policy.

This Policy is adopted pursuant to the Omnibus Transportation Employee Testing Act of 1991 (Pub. L. No. 102-143, 105 Stat. 952, as amended), and the regulations that implement it (49 CFR Parts 40, 382, 391, 392, and 395, as amended), as amended. This Policy incorporates those federal requirements, and any amendments that may be made subsequent to the adoption of this Policy. This Policy expressly restates portions of those requirements; however, the partial restatement should not in any way be interpreted to mean that those requirements not restated herein are inapplicable to drivers.

It is the goal of the City to create a healthy and safe working environment to deliver the best and most efficient municipal service to the citizens of Soledad. It is the responsibility of all City employees to cooperate in efforts to protect the life, personal safety, and property of co-workers and citizens. The City will not tolerate any drug or alcohol use, which may affect the job performance or pose a hazard to the safety and welfare of the employee, the public, and/or other employees of the City. Drug and alcohol use, which affects the employee’s job performance or jeopardizes City and public safety, is proper cause for disciplinary action, up to and including termination. Any questions regarding this Policy and the DOT drug and alcohol testing can be directed to the Human Resources Director.

The City is, therefore, committed to establishing and maintaining a safe and healthy work environment free from the influence of alcohol and drugs. With this objective in mind, the City has established the following Drug-Free Workplace Policy for Drivers of Commercial Vehicles.

II. APPLICABILITY
This Policy applies to any employee who is required to possess a commercial driver's license as part of their job.

Those classifications include, but are not limited to the following:

A. Wastewater Collections System Supervisor
B. Water Reclamation Operator-in-Training (Assigned to Collections) 272
2 III. DEFINITIONS
A. Accident: An occurrence associated with the operation of a vehicle, if, as a result, any of the following occur:

1. An individual dies; or

2. An individual suffers bodily injury and immediately receives medical treatment away from the scene of the accident; or

3. One or more of the motor vehicles involved incurred disabling damage requiring that the motor vehicle be transported away from the scene by a tow truck or other motor vehicle.

B. Alcohol: The intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular weight alcohols, including methyl and isopropyl alcohol.

C. Breath Alcohol Technician (“BAT”): A person who instructs and assists employees in the alcohol testing process and operates an evidential breath testing device.

D. Commerce:

1. Any trade, traffic, or transportation within the jurisdiction of the United States between a place in a state and a place outside of such state, including a place outside of the United States; and

2. Trade, traffic, and transportation in the United States which affects any trade, traffic, and transportation described in Section D.1. above.

E. Commercial Motor Vehicle: A motor vehicle or combination of motor vehicles used in commerce to transport passengers or property if the vehicle:

1. Has a gross combination weight rating of 26,001 or more pounds, inclusive of a towed unit with a gross vehicle weight rating of more than 10,000 pounds; or

2. Has a gross vehicle weight rating of 26,001 or more pounds, including the driver; or

3. Is designed to transport 16 or more passengers, including the driver; or

4. Is of any size and is used in the transportation of materials found to be hazardous for the purposes of the Hazardous Materials Transportation Act (49 USC § 5103(b)) and which requires the motor vehicle to be placarded under the Hazardous Materials Regulations (49 CFR pat 172, subpart F).

F. Designated Employer Representative (“DER”): An employee who is able to receive communications and test results from service agents and who is authorized to 273
3 take immediate actions to remove employees from safety-sensitive duties and to make required decisions in the testing and evaluation processes. The City’s DER is the Human Resources Manager or their designee.

G. Disabling Damage: Damage that precludes the departure of a motor vehicle from the scene of the accident in its usual manner in daylight after simple repairs. This includes damage to the motor vehicle where the vehicle could have been driven but would have been further damaged if so driven. This excludes the following:

1. Damage that can be remedied temporarily at the scene of the accident without special tools or parts;

2. Tire disablement or other damage even if no spare tire is available;

3. Headlamp or taillight damage; and

4. Damage to turn signals, horn, or windshield wipers, which make the vehicle inoperable.

H. DOT: The federal Department of Transportation.

I. Driver: Any person who operates a commercial motor vehicle. This includes, but is not limited to, full-time, regularly employed drivers; casual, intermittent, or occasional drivers; leased drivers; and independent owner-operator contractors.

J. FMCSA: The Federal Motor Carrier Safety Regulations.

K. Medical Review Officer (“MRO”): A person who is a licensed physician and who is responsible for receiving and reviewing laboratory results generated by the City’s drug testing program and evaluating medical explanations for certain drug test results.

L. Performing a Safety Sensitive Function: A driver is considered to be performing a safety-sensitive function during any period in which the driver is actually performing, ready to perform, or immediately available to perform any safety-sensitive functions.

M. Safety Sensitive Function: All time from the time a driver begins to work or is required to be in readiness to work until the time the driver is relieved from work and all responsibility for performing work. Safety-sensitive functions are:

1. All time at a City plant, terminal, facility, or other property, or on any public property, waiting to be dispatched, unless the driver has been relieved from duty by the City;

2. All time inspecting equipment as required by sections 392.7 and 392.8 of Title 49, Subtitle B, Chapter III of the Code of Federal Regulations, or otherwise inspecting, servicing, or conditioning any commercial motor vehicle at any time;

3. All time spent at the driving controls of a commercial motor vehicle in operation; 274
4 4. All time, other than driving time, in or upon any commercial motor vehicle, except time spent resting in a sleeper berth;

5. All time loading or unloading a vehicle, supervising, or assisting in the loading or unloading, attending a vehicle being loaded or unloaded, remaining in readiness to operate the vehicle, or in giving or receiving receipts for shipments loaded or unloaded; and

6. All time repairing, obtaining assistance, or remaining in attendance upon a disabled vehicle.

N. Substance Abuse Professional (“SAP”): A person who evaluates employees who have violated this Policy and/or other DOT drug and alcohol regulations and who makes recommendations concerning education, treatment, follow-up testing, and aftercare.

O. Transferee: A person who transfers from a position in the City service that does not have safety-sensitive functions to a position in the City service that does have safetysensitive functions.

IV. PROCEDURE
A. General Prohibitions:

1. Legal Drugs: As a City policy in addition to DOT/FMCSA regulations, a driver must receive authorization to work from the City’s Human Resources Manager or designee and the City’s MRO prior to taking any legal drug which may cause drowsiness or which may otherwise impair to any extent the employee’s ability to safely and efficiently perform the driver’s job. (a) The City’s MRO, after consultation with the Human Resources Manager, may authorize the employee to work while under the influence of a legal drug upon receipt of a fully completed and signed authorization form which states to the City’s satisfaction that the employee will not be impaired in the performance of the employee’s duties. The City, in its discretion, may request the MRO to issue an independent decision, which will be binding on the employee, at any time and as to any driver who is working or intends to work while under the influence of a legal drug. In making such an independent determination, the MRO may require the employee to submit to a physical examination to ensure that the drug does not impair job performance.

2. Illegal Drugs: As a City policy in addition to DOT/FMCSA regulations, the use, sale, purchase, offer to sell, transfer, possession, manufacture, or distribution of an illegal drug by any employee while in a City facility or a City vehicle, or on City property or while in City uniform or while performing City business on duty is strictly prohibited. The presence of any 275
5 amount determined to be a positive test result per DOT/FMCSA regulations of any illegal drug or its metabolites in any employee while performing City business or in a City facility, a City vehicle, or in City uniform or on City property is prohibited.
(a) As a City policy in addition to DOT/FMCSA regulations, no employee shall bring drug paraphernalia, which is used in the storage, concealment, injection, ingestion, or consumption of illegal drugs, onto City premises or property or into City vehicles. (b) Drivers are prohibited from performing safety-sensitive functions while under the influence of marijuana, cocaine, opiates, amphetamines, and/or phencyclidine. Drivers are prohibited from ingesting or consuming marijuana, cocaine, opiates, amphetamines, and phencyclidine at any time, whether on duty or off duty.

3. Alcohol: As a City policy in addition to DOT/FMCSA regulations, the possession, consumption, or sale of any amount of alcoholic beverage while at work, or on City property, or in a City vehicle or in a City uniform is prohibited for all employees.

4. In General: No driver shall report for duty or remain on duty requiring the performance of safety-sensitive functions while having an alcohol concentration of 0.04 or greater. Drivers are prohibited from using alcohol while performing safety-sensitive functions. Drivers are prohibited from using alcohol within four hours prior to performing a safety-sensitive function.

5. On Duty: No driver who is found to have an alcohol concentration of 0.02 or greater, but less than 0.04, may perform safety-sensitive functions until:
(a) The employee’s alcohol concentration measures less than 0.02; or (b) The start of the driver’s next regularly scheduled duty period, but not less than eight hours following administration of the test. The employee shall be retested to ensure that his/her alcohol level is below 0.02.

6. On Call Employees: Any driver who is subject to being on call or who is on standby is prohibited from using alcohol while on call or on standby. If a driver has consumed alcohol during this time, and the driver is called to report to duty, the driver must immediately notify their supervisor that the driver has consumed alcohol. The employee must also notify the supervisor whether the employee believes that the employee can perform a safetysensitive function. If the employee admits to having consumed alcohol, but asserts that the employee can perform safety-sensitive functions, the employee shall be required to submit to an alcohol test prior to performing any safety-sensitive functions.
276
6 7. Following an Accident: Drivers who are required to submit to a postaccident alcohol test under Section IV.C.3, are prohibited from using alcohol for eight hours following the accident, or until he/she undergoes a post-alcohol accident test, whichever occurs first.

B. Employee Assistance Program: The City maintains an Employee Assistance Program (“EAP”) which offers confidential, professional counseling to employees and their family members. It provides a constructive way by which employees can deal with alcohol and/or drug-related problems before such problems impact job performance, family relations, and other areas of one’s life. Employees experiencing personal or work performance problems associated with alcohol or drug use are urged to utilize the EAP.

1. It is the responsibility of employees to seek assistance from the EAP before alcohol and/or drug problems lead to disciplinary action, which can include termination for a first offense. Enrollment and participation in the EAP will not be used as the basis for disciplinary action and will not be used against the employee in any disciplinary proceeding. However, enrollment and participation in the EAP will not exempt an employee from discipline if that employee is found to have violated this Policy.

2. Provisions for leaves of absence for employees with alcohol and/or drug related problems who have not been found in violation of the Policy and who voluntarily have sought assistance through the EAP will be granted in accordance with the City Personnel Rules.

3. Any employee who tests positive for the presence of illegal drugs or alcohol at or above the cut-off levels established by the DOT shall be referred to an SAP to determine what assistance, if any, the employee needs in resolving problems associated with drug or alcohol misuse.

4. The cost of any treatment or rehabilitation services may be covered by the medical insurance plans available at the City, which may require a copayment by the employee, paid directly by the employee or the employee’s insurance provider.

5. Information on the EAP can be obtained from the Human Resources Department.

C. Types of Drug and Alcohol Testing:

1. Pre-Employment/Promotional:
(a) All applicants and transferees who will perform safety-sensitive functions are required to submit to a pre-employment drug and alcohol test. Only applicants and transferees who have been made a conditional offer of employment or transfer shall be subject to the pre-employment/promotional drug and alcohol tests. No applicant 277
7 or transferee shall be permitted to perform safety-sensitive functions until the applicant or transferee’s drug test has a verified negative result. No applicant or transferee shall perform safety-sensitive functions until the applicant’s or transferee’s alcohol test indicates that the applicant’s or transferee’s has an alcohol concentration of less than 0.02.
(b) When a driver or applicant has not performed a safety-sensitive function for 90 consecutive calendar days, regardless of the reason, and the employee has not been in the City’s random selection pool during that time, the City shall ensure that the employee takes a preemployment drug test with a verified negative result. (c) If an applicant does not pass an alcohol and drug test, the applicant must wait 12 months before reapplying and then present evidence of completion of a drug and/or alcohol rehabilitation program that is acceptable to the City before the applicant is eligible to reapply for a job requiring performance of safety-sensitive functions.

2. Random: All drivers are subject to random drug and alcohol testing. The minimum annual percentage rate for random drug testing is fifty percent (50%) of all drivers; the random alcohol testing rate shall be ten percent (10%) of all drivers. The City may test more than these minimum percentages.
(a) Selection of Employees: The selection of employees for random drug and alcohol testing shall be made by a scientifically valid method, such as a random number table or a computer-based random number generator that is matched with employees’ social security numbers, or other identifying numbers. Each driver shall have an equal chance of being tested each time selections are made. (b) Testing Pool: Drivers will be placed in a pool that will include all employees who are required to be randomly tested by the DOT. The City may contract with a third-party administrator to assign employees to a pool and administer that pool for random testing.

Such a pool may include non-City employees.
(c) Timing: The City will ensure that random drug and alcohol tests are unannounced and unpredictable, and that the dates for administering the random tests are spread reasonably throughout the calendar year.

Random testing will be conducted at all times of day when safetysensitive functions are performed. (d) Procedures: Employees who are notified that they have been selected for random testing under this section are required to proceed immediately to the test site. A driver shall only be randomly 278
8 tested for alcohol misuse while the employee is performing safetysensitive functions, just before the employee is to perform safetysensitive functions, or just after the employee has ceased performing such functions. A driver can be randomly tested for drugs anytime while on duty.

3. Post-Accident:
(a) Post-Accident Alcohol Test: As soon as practicable following an occurrence involving a commercial motor vehicle operating on a public road in commerce, the City shall test for alcohol for each of its surviving drivers:
(1) Who was performing safety-sensitive functions with respect to the vehicle, if the accident involved the loss of human life; or
(2) Who receives a citation within eight hours of the occurrence under state or local law for a moving traffic violation arising from the accident, if the accident involved:
(a) Bodily injury to any person who, as a result of the injury, immediately receives medical treatment away
from the scene of the accident; or
(b) One or more motor vehicles incurring disabling
damage as a result of the accident, requiring the
motor vehicle to be transported away from the scene
by a tow truck or other motor vehicle.
(3) If an alcohol test is required, it should be administered within two hours following the accident, but it must be administered within eight hours following the accident. If it is not administered within eight hours following the accident, the City shall cease attempts to administer the alcohol test. (b) Post-Accident Drug Test: As soon as practicable following an occurrence involving a commercial motor vehicle operating on a public road in commerce, the City shall test for controlled substances for each of its surviving drivers:
(1) Who was performing safety-sensitive functions with respect to the vehicle, if the accident involved the loss of human life; or
(2) Who receives a citation within 32 hours of the occurrence under state or local law for a moving traffic violation arising from the accident, if the accident involved:
279
9 (a) Bodily injury to any person who, as a result of the injury, immediately receives medical treatment away
from the scene of the accident; or
(b) One or more of the motor vehicles incurring
disabling damage as a result of the accident,
requiring the motor vehicle to be transported away
from the scene by a tow truck or other motor vehicle.
(3) If a drug test is required, it must be administered within 32 hours following the accident, or the City must cease its attempts to administer the drug test.
(c) Failure to Remain Available: A driver who is subject to postaccident drug and/or alcohol testing, and who fails to remain readily available for such testing, including notifying the employee’s supervisor or Director of their location if the driver leaves the scene of the accident prior to submission to such test, will be deemed to have refused to submit to testing.
(d) Need for Medical Attention: Nothing in the post-accident testing requirements should be read to require the delay of necessary medical attention for the injured following an accident or to prohibit a driver from leaving the scene of an accident for the period necessary to obtain assistance in responding to the accident or to obtain necessary emergency medical care.

4. Reasonable Suspicion: The City shall order an employee to submit to a drug and/or alcohol test when the City has reasonable suspicion to believe that the driver has used a prohibited drug and/or engaged in alcohol misuse. (a) Finding of Reasonable Suspicion: The City’s determination that reasonable suspicion exists shall be based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech, or body odors of the driver. The observations may include indications of the chronic and withdrawal effects of controlled substances. A supervisor who is trained in detecting the signs and symptoms of drug use and alcohol misuse must make the required observations.
(b) Reasonable Suspicion Alcohol Testing: An employee may only be subjected to alcohol testing if the observations are made during, just preceding, or just after the period of the workday that the driver is performing safety sensitive functions. A reasonable suspicion alcohol test should be performed within two hours of the reasonable suspicion finding, but in no case shall an alcohol test be performed more than eight hours after making the reasonable suspicion finding. 280
10 (c) Written Record of Reasonable Suspicion: A written record shall be made of the observations leading to an alcohol or drug test and signed by the supervisor who made the observations, within 24 hours of the observed behavior or before the results of the tests are released, whichever is earlier.

5. Return to Duty and Follow Up Testing: When a driver refuses to submit to a test, has a verified positive drug test result, and/or has a confirmed alcohol test result of 0.04 or greater, the City shall require the employee submit to a drug and/or alcohol test, before returning the employee to duty to perform a safety sensitive function. All testing under this Section shall be in accordance with 49 CFR Part 40, Subpart O.

D. Refusal to Submit to Testing:

1. Acts that Constitute a Refusal to Submit to Testing: In accordance with DOT regulations, a driver who engages in any of the following conduct has refused to submit to a drug and/or alcohol test under this Section:
(a) Fails to appear for any test (except a pre-employment test) within a reasonable time, as determined by the City, consistent with DOT regulations, after being directed to do so by the City. (b) Fails to remain at the testing site until the testing process is complete, except for an employee who leaves the testing site prior to the commencement of a pre-employment test;
(c) Fails to provide a urine specimen for any drug test, except for an employee who leaves the testing site prior to the commencement of a pre-employment test;
(d) In the case of a directly observed or monitored collection in a drug test, fails to permit the observation or monitoring of the driver’s provision of a specimen;
(e) Fails to provide a sufficient amount of urine when directed, and it has been determined, through a required medical evaluation, that there was no adequate medical explanation for the failure; (f) Fails or declines to take a second test the City or collector has directed the driver to take;
(g) Fails to undergo a medical examination or evaluation, as directed by the MRO as a part of the verification process, or as directed by the DER when the employee cannot produce a sufficient amount of urine;
(h) Fails to cooperate with any part of the testing process; or 281
11 (i) Is reported by the MRO as having a verified adulterated or substituted test result.

2. Consequences for Refusal to Submit to Testing:
(a) Applicants: Any applicant who refuses to submit to testing shall be disqualified for employment.
(b) Employees: The City shall treat any refusal to submit to testing by an employee to be both insubordination and as though the employee had tested positive for being under the influence of drugs or alcohol, and the City will act accordingly.

E. Alcohol Testing Procedures: Testing will be performed in strict compliance with DOT regulations for alcohol and drug testing (49 CFR Part 40, as amended) by professionals on contract with the City. A complete copy of 49 CFR Part 40, as amended, is available for review in the Human Resources Division.

F. Drug Testing Procedures: Testing will be performed in strict compliance with DOT regulations for alcohol and drug testing (49 CFR Part 40, as amended) by professionals on contract with the City. A complete copy of 49 CFR Part 40, as amended, is available for review in the Human Resources Department.

G. Medical Review Officer: The City’s MRO shall be qualified under the DOT regulations, and will adhere to all pertinent DOT regulations in performing duties as an MRO. The MRO shall have no relationship with the drug testing laboratory that creates a conflict of interest.

The City’s MRO shall be qualified employees or contractors of Agile Occupational Medicine or other qualified person so designated.

H. Breath Alcohol Technician: The City’s BAT shall be qualified under the DOT regulations, and will adhere to all pertinent DOT regulations in performing duties as a BAT. The City’s BAT shall be qualified employees or contractors of Agile Occupational Medicine or other qualified person so designated.

I. Testing Laboratory: The City shall only use testing laboratories that are certified by the Department of Health and Human Services under the National Laboratory Certification Program. The testing laboratory must adhere to all requirements set forth in the DOT regulations. The drug testing laboratory and the MRO may not have any relationship that creates a conflict of interest. The City’s drug and alcohol testing laboratory is Agile Occupational Medicine.

J. Consequences of a Positive Test or a Refusal to Test:

1. Pre-Employment Test: An applicant whose test results are positive for any illegal drug or alcohol will not be hired.

2. Transfer, Reasonable Suspicion, Post-Accident, Return-to-Duty, or Random Tests:
282
12 (a) Drugs:
(1) A driver who refuses to submit to an alcohol test under this Policy shall not be permitted to perform safety-sensitive functions.
(2) As a City policy in addition to DOT/FMCSA regulations, a driver whose test results are positive for any illegal drug will be subject to disciplinary action, up to and including
termination.
(3) A driver who receives a verified positive drug test result shall be placed off work and shall be referred to an SAP for evaluation. The SAP shall make a determination as to
whether the employee requires rehabilitation, and if so, shall recommend a course of rehabilitation to be completed under the City’s EAP.
(4) A driver whose test results are positive for a legal drug which has not been approved by the City’s MRO for use by that employee at work (or such authorization has been revoked) may be placed off work pending the employee obtaining
such approval.
(b) Alcohol:
(1) A driver who refuses to submit to an alcohol test under this Policy shall not be permitted to perform safety-sensitive functions.
(2) As a City policy in addition to DOT/FMCSA regulations, a driver whose test results are positive for alcohol will be subject to disciplinary action, up to and including
termination.
(3) A driver whose final test result shows an alcohol percentage of 0.02 or greater but less than 0.04 shall be removed from duty and shall not return to work for eight hours or until a test result below 0.02 is obtained, whichever comes first. (4) A driver whose final test result shows an alcohol percentage at 0.04 or greater shall be suspended from work and shall be referred to a SAP for evaluation. The SAP shall make a
determination as to whether the employee requires
rehabilitation, and if so, shall recommend a course of
rehabilitation to be completed under the City’s EAP.
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13 K. Employee Admission of Drug and/or Alcohol Use:

1. As a City policy in addition to DOT/FMCSA regulations, an employee who admits to alcohol misuse or drug use is subject to the referral, evaluation, and treatment provisions of the DOT drug testing regulations discussed above when the following conditions are met:
(a) The driver does not self-identify in order to avoid drug or alcohol testing under this Policy;
(b) The driver makes the admission of alcohol misuse or drug use prior to performing a safety-sensitive function; and
(c) The driver does not perform a safety-sensitive function until the City is satisfied that the employee has been evaluated and has successfully completed education or treatment.

2. In the event that all of the above criteria are not met, the employee remains subject to all DOT regulations regarding referral, evaluation, and treatment.

L. Reporting of Drug-Related Convictions: As a City policy in addition to DOT/FMCSA regulations, a conviction of a felony for use, offer to sell, purchase, or obtain possession, sale, manufacture, distribution, or dispensation of illegal drugs, or for abuse of legal drugs, is grounds for immediate termination. Employees arrested on such charges will be suspended without pay pending resolution of the criminal charges.

Employees must notify their immediate supervisor within five days of any arrest or conviction of a criminal drug statute and any arrest or conviction of a criminal statute relating to alcohol, including but not limited to driving under the influence. Failure to do so is grounds for immediate termination.

M. Condition of Employment: As a City policy, in addition to DOT/FMCSA regulations, compliance with this Policy is a condition of employment. Failure or refusal of an employee to cooperate fully, sign any required document, submit to any inspection or test, or follow any prescribed course of substance abuse treatment is grounds for termination.

N. Clearinghouse: The City shall not allow an employee to perform safety-sensitive functions without conducting a pre-employment query of the DOT Clearinghouse in strict compliance with DOT/FMCSA regulations for alcohol and drug clearinghouse (49 CFR Part 382.701 et seq., as amended). The City shall not conduct any query without employee consent and shall conduct an annual query of consenting drivers as required by DOT/FMCSA regulations. Additionally, the City or its designated service agent(s), MRO, and/or SAP shall report the following required information to the Clearinghouse within the required time and maintain necessary documentation as required by DOT/FMCSA regulations:

1. A verified positive, adulterated, or substituted drug test result; 284
14 2. An alcohol confirmation test with a concentration of 0.04 or higher;

3. refusal to submit to any test required by DOT/FMCSA regulations;

4. A report of actual knowledge that an employee has used alcohol on duty, used alcohol within four hours of coming on duty, used alcohol prior to post-accident testing, or has used a controlled substance;

5. A SAP report of the successful completion of the return-to-duty process;

6. A negative return-to-duty test; and

7. A report of completion of follow-up testing.

A complete copy of 49 CFR Part 382, as amended, is available for review in the Human Resources Division.

O. Confidentiality: The City shall make every effort to assure confidentiality throughout the testing process and to protect the individual dignity and right to privacy of all employees.

Personal data regarding the drug and alcohol testing results and EAP evaluations will be forwarded only to the MRO or the SAP and are confidential. Except as required by law, or expressly authorized or required by the regulations, the City shall not release any information from the records it is required to maintain, except as required to be disclosed or reported under the regulations. The employee, and the union if so authorized by the employee, upon written request, is entitled to obtain copies of any records pertaining to the employee’s drug and alcohol testing.
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1 ELECTRONIC COMMUNICATIONS POLICY
I. PURPOSE
The City of Soledad (“City”) is making every effort to provide its employees with the best technology available to conduct the City’s business. In this regard, the City has installed, at substantial cost, equipment such as computers and advanced technological systems such as electronic mail (e-mail) for use to conduct its official business. This Policy was created to advise all users regarding the access to and the disclosure of information created, transmitted, received, and stored via the use of land-line telephones, City-owned cellular phones, the Internet, City email, computer systems, and Electronic Storage Systems. This policy also identifies the appropriate use of City cellular phones, ownership of City cellular phones, and address privacy of any data contained on or transmitted using City cellular phones, as outlined under this policy.

The City’s Policy regarding the use of the Electronic Communications Systems, including, but not limited to, Internet, intranet, and e-mail, is, among other things, intended to guide employees on the performance of their duties. This Policy is also intended to place all users on notice that they should have no expectation of privacy when using any of the City’s Electronic Communications Systems.

The City reserves the right to monitor Internet use, all e-mail, and other computer transmissions, land-line telephones, City-owned cellular phones, as well as any stored information, created, or received by users within any of the City’s Electronic Communications Systems. The reservation of this right is to ensure that public resources are being used appropriately and to ensure that the City’s Electronic Communications Systems are operating as efficiently as possible in order to protect the public interest. All computer applications, programs, and any information, whether work-related or personal, created or stored by users on City’s Electronic Communications Systems, are City Property.

This policy applies to all employees of the City and to any person who is given access to the City’s Electronic Communications Systems. No person shall access the City’s Electronic Communications Systems without reading and complying with the procedures set forth in this Policy.

II. DEFINITIONS
A. Cellular Phone (Mobile Phone): A type of short-wave analog or digital telecommunication in which a subscriber has a wireless connection from a mobile telephone to a relatively nearby transmitter. Types of cellular phones include Digital/Analog, satellite, Wi-Fi, as well as Smartphones such as Android, iPhone, and other data-enabled phones, including devices equipped with direct connect functionality.

B. Electronic Communications: Any transfer of signs, signals, writing, images, sounds, data, or intelligence of any nature transmitted in whole or part by a wire, radio, electromagnetic, photoelectric, or photo optical system, including but not limited to telephone calls, cellular phone calls, fax machine transmissions, text messages, and e-mail. 286
2 C. Electronic Communications Systems: All electronic equipment, devices, software, data, and/or other means of electronic communication (either furnished by the City or property of the employee used to conduct City business), including, but not limited to computer hardware and software, telephones, fax machines, cellular telephones, pagers, e-mail, Internet/World Wide Web, voice mail, personal digital assistants, and tablets. It also includes any wire, radio, electromagnetic, photo optical, photo electronic facilities for the transmission of Electronic Communications, and any computer facilities or related electronic equipment for the Electronic Storage of such communications, as well as any newly created devices yet to be created.

D. Electronic Mail (E-mail): E-mail may include non-interactive communication of text, data, images, or voice messages between a sender and designated recipient(s) by systems utilizing telecommunications links. It may also include correspondence transmitted and stored electronically using software facilities called “e-mail”, “facsimile” or “instant messaging” system; or voice messages transmitted and stored for later retrieval from a computer system.

E. Electronic Storage Systems: Any stored data, wire, or Electronic Communication incidental to electronic transmission thereof. It also means any stored communications by an Electronic Communications service for purposes of backup protection of such communication.

F. Handsfree: An adjective used to describe a device that can be used without the use of hands; most commonly used with mobile phones. Hands-free devices are equipped with both a speaker and a microphone. Common examples of hands-free devices are mobile headsets and earpieces, which can be wired or wireless, as well as Bluetooth devices, which use wireless technology to exchange data over short distances.

G. Messaging (Instant / Text (SMS) / PIN): A text-based conference over telecommunication lines such as the Internet and/or cellular frequencies between two or more people who may or may be connected at the same time.

H. Internet: A worldwide network of networks, connecting informational networks communicating through a common communications language or “protocol.” I. Land-line: Standard telephone and data communications systems that use in-ground and telephone pole cables in contrast to wireless cellular and satellite services.

Soledad City CouncilSeptember 3, 2025

Soledad City Council
September 3, 2025