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Policy
Probationary Procedure
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d.
630.1 PURPOSE AND SCOPE
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630.2 POLICY
An employee appointed or promoted to a position in the classified service shall serve a probationary period of not less than six (6) months beginning on the effective date of appointment or promotion. 630.3 REJECTION DURING PROBATIONARY PERIOD
During the probationary period, the city manager may reject a probationary employee or promotional appointee. A promotional appointee or probationary employee may be rejected without a hearing or right of appeal within the city's administrative process.
A promotional appointee shall be returned to the classification held prior to the promotion and shall assume the same pay rate held immediately prior to promotion. No new probationary period will be required of such employee.
630.4 EXTENSION OF PROBATIONARY PERIOD
The city manager may extend the probationary period up to an additional six (6) months. The city manager shall notify the employee of the extension of the probationary period, in writing, stating the reason for the extension, before the expiration of the probationary period. 630.5 ACTION AT END OF PROBATIONARY PERIOD
The city manager must take one of the following actions at least ten (10) working days prior to the end of an employee's probationary period:
Affirm in writing that the services and conduct of the employee have been found to be satisfactory and recommend that the employee be given permanent status.
For new employees, terminate the services of such employee.
Extend the employee's probationary period, as provided herein.
For persons promoted, reinstate the employee to the position held prior to the promotion.
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Policy
Termination
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631.1 RESIGNATION
In order to resign in good standing, an employee shall Inform the city manager in writing of the effective date of the resignation at least ten (10) working days in advance. This time limit may be waived, in writing, by the city manager. An employee absent from work without authorization for forty (40) consecutive working hours or more, without presenting a written explanation to the city manager as to the cause of the employee's absence, shall be considered as having voluntarily resigned form the city service. The city manager shall have sole discretion to determine if the employee explanation shall not result in a voluntary resignation.
631.2 LAYOFF
The city manager may lay off employees or demote employees in lieu of layoff. The city manager shall notify those employees to be laid off at least thirty (30) working days prior to the effective date of any such layoff. When possible, the city manager shall demote employees in lieu of layoff.
Whenever the city counsel determines that employees are to be laid off due to curtailment of work, lack of funds, due to the abolition of a position, in the interest of economy or for other legitimate reasons, the city counsel may authorize the appointing authority to lay off or demote in lieu of layoff without disciplinary action and without right of appeal. The city manager shall notify those employees to be laid off at least thirty (30) calendar days prior to the effective date of any such layoff. An employee laid off or demoted in lieu of layoff shall not have the right to file a written charge and without the right to appeal.
Except as otherwise provided in this article, whenever the city manager determines it is practical the employees shall be demoted in lieu of layoff.
Permanent employees shall not be laid off until all emergency, limited tenure, part-time, seasonal, and probationary employees in the same class have been separated from the city service. Except as otherwise provided in this section, the city manager shall first lay off employees with the least seniority. If the seniority of employees is comparable, the city manager shall consider merit factors in determining the order of layoff.
If an employee is demoted in lieu of layoff, the city manager may assign the employee to the pay rate in the pay range for the class that least reduces the employee's prevailing pay rate immediately prior to the demotion. Employees will only be considered for a demotion in lieu of layoff if they have demonstrated their ability to perform the lower job classification.
The city manager shall fill vacancies with all certified eligibles on a re-employment list established for a class prior to appointing eligibles from any other list for that same class. Employees shall only be considered for vacancies for which they have demonstrated qualifications. The name of any eligible on a re-employment list shall be removed by the city manager after two years of eligibility for appointment.
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Termination
f. The city shall meet and confer with the recognized employees' association on the impact of any determination to lay off employees at least twenty (20) working days prior to the effective date of such layoff.
631.3 RETIREMENT
An employee may retire in good standing by separating from the city service in compliance with the provisions of any city approved retirement plan.
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Policy
Military Leave
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632.1 PURPOSE AND SCOPE
This policy provides general guidance regarding leave to perform military service as a member of the Reserves or National Guard, or for active duty in the U.S. Armed Forces as provided in the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) (38 USC § 4301 et seq.).
This policy does not address every situation or circumstance that may arise when an employee is performing military service or ordered to active duty. As military leave situations arise, supervisors should consult with the Department of Human Resources or legal counsel to obtain specific guidance regarding military leave rights.
632.2 POLICY
The City supports employees who may be called or who volunteer to serve in the military. The City will comply with USERRA and state and local laws relating to military leave. 632.3 MILITARY LEAVE
Generally, employees on military leave are entitled to the same rights and benefits that are provided to employees having similar seniority, status, and pay who are on furlough or leave of absence (38 USC § 4316).
632.4 PROCEDURES AND RESPONSIBILITIES
Employees who require military leave shall provide as much advance written or verbal notice of the pending service as reasonably possible (38 USC § 4312).
Additionally, the employee should:
Provide copies of official orders or other official documentation, if available.
Select the benefit options desired during absence, if applicable.
Retain copies of all submitted documents.
632.5 COORDINATION WITH CONTRACTS, PRACTICES, AND OTHER RULES Wherever USERRA has more generous protections and benefits than state or local law, any applicable employment agreement, or local policy or practice, the City will apply the more beneficial right or benefit (38 USC § 4302).
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Chapter 7 - Title VI Program
Title VI Program - 241
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City of South El Monte Title VI Program
700.1 TABLE OF CONTENTS
TITLE VI PROGRAM 700.2
TITLE VI REQUIREMENTS WITHIN THE PROGRAM
Requirement to Notify Beneficiaries of Protection under Title VI
700.3
Requirement to Develop Title VI Complaint Procedures
and Complaint Form
700.4
Requirement to Record and Report Transit-Related
Title VI Investigations, Complaints, and Lawsuits
700.5
Promoting Inclusive Public Participation 700.6
Requirement to Provide Meaningful Access to LEP
Persons
700.7
Minority Representation of Decision and Advisory
Bodies
700.8
Requirement to Provide Additional Information upon
Request
700.9
Determination of Site or Location of Facilities 700.10
EXHIBIT A: Title VI Notice to the Public and List of
Locations
700.11
EXHIBIT B: Title VI Policy and Procedures 700.12
EXHIBIT C: Civil Rights Complaint Form 700.13
EXHIBIT D: List of Transit-Related Title VI
Investigations, Complaints, and Lawsuits
700.14
EXHIBIT E: Limited English Proficiency (LEP) Plan 700.15 EXHIBIT F: Decision Making Bodies 700.16
EXHIBIT G: Public Participation Plan 700.17
EXHIBIT H: City of South El Monte Transportation
Survey
700.18
Metropolitan Transportation Authority Letter 700.19
700.2 TITLE VI PROGRAM
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City of South El Monte Title VI Program
Reference: FTA Circular 4702,1B Title VI Requirements and Guidelines for Federal Transit Administration (FTA) Recipients (October 1, 2012),
INTRODUCTION
The purpose of this Title VI Program is to establish guidelines to effectively monitor and ensure that the City of South El Monte's services are in compliance with FTA Title VI requirements.
Title VI states that "no person in the United States shall, on the grounds of race, color, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance." The FTA is required to ensure that federallysupported transit services and related benefits are provided consistent with Title VI, The Title VI Report requires an update every three years.
The City of South El Monte will ensure that its programs, policies, and activities comply with Department of Transportation's (DOT) Title VI Regulations (49 CFR Part 21) and with Limited English Proficient (LEP) Persons requirements (70 FR 74087, December 14, 2005). The City is committed to creating and maintaining a public transportation system that is free of all forms of discrimination. The City will take necessary preventive corrective and disciplinary actions to stem behavior that violates this policy or the rights and privileges it is designed to protect. FTA requires recipients to document compliance with DOT Title VI regulations by submitting a Title VI Program to their FTA regional civil rights officer once every three years.
700.3 REQUIREMENT TO NOTIFY BENEFICIARIES OF PROTECTION UNDER
TITLE VI
In order to comply with 49 CFR, Section 21.9(d), the City shall provide information to the public regarding the City's obligations under DOT's Title VI regulations and apprise members of the public of the protections against discrimination afforded to them by Title VI.
The City of South El Monte informs members of the public of their Title VI protection rights with the Civil Rights Notice found in Exhibit A. A list of locations where notices is posted is also found in Exhibits A. The City also provides Title VI bilingual notice for public viewing at several locations, as reflected in Exhibit A. 700.4 REQUIREMENT TO DEVELOP TITLE VI COMPLAINT PROCEDURES AND
COMPLAINT FORM
The City is required to develop procedures for investigating and tracking Title VI complaints filed against the City and to make these procedures for filing a complaint available to the general public. Complaint form and notices can be found on the City's website and in Exhibit B and C of this document.
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700.5 REQUIREMENT TO RECORD AND REPORT TRANSIT-RELATED TITLE VI
INVESTIGATIONS, COMPLAINTS, AND LAWSUITS
The City is required to prepare and maintain a list of investigations, complaints, or lawsuits that pertain to allegations of discrimination on the basis of race, color, and/or national origin in transit-related activities and programs and that pertain to the entity submitting the report, not necessarily the larger agency or department of which the entity is a part.
The City of South El Monte Assistant City Manager/Human Resources Director will maintain a list of Title VI investigations, complaints, and lawsuits utilizing the form shown in Exhibit D, including a comprehensive summary and description of actions taken by the City, as required by the Title VI regulations The list shall include the date that the investigation, lawsuit, or complaint was filed; a summary of the allegations(s); the status of the investigation; lawsuit, or complaint; and actions taken by the City in response, or final findings related to the investigation, lawsuit, or complaint. The list shall be included in the City's Title VI submittal to FTA every three years. 700.6 PROMOTING INCLUSIVE PUBLIC PARTICIPATION
The City is required to develop a public participation plan that includes an outreach plan to engage minority and limited English proficient populations, as well as a summary of outreach efforts made since the last Title VI Program submission. Exhibit G
700.7 REQUIREMENT TO PROVIDE MEANINGFUL ACCESS TO LEP PERSONS Title VI and its implementing regulations require that FTA recipients take responsible steps to ensure meaningful access to the benefits, services, information, and other important portions of their programs and activities for LEP individuals, Individuals with Limited English Proficiency. The City's Language Assistance Plan is reflected in the City's LEP and includes language assistance measures. The City's approach includes a number of options available to LEP persons, including both oral and written language services. Specific details are included in the City's LEP Plan in Exhibit E. The City of South El Monte web site posts Transportation information. The City's web site provides material in both English and Spanish.
The City also provides easy access to bilingual (English and Spanish) administrative staff and drivers at the City's City Hall during operating hours to answer questions for those LEP passengers who utilize the City's bus system.
700.8 MINORITY REPRESENTATION OF DECISION AND ADVISORY BODIES The City will encourageparticipation of minorities on bodies that make decisions regarding transportation.
A table depicting the racial composition of South El Monte's Community Service Commission may be found in Exhibit F.
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700.9 REQUIREMENT TO PROVIDE ADDITIONAL INFORMATION UPON
REQUEST
At the discretion of the FTA, information other than that required by the referenced circular, may be requested in writing from a recipient in order to investigate complaints of discrimination or to resolve concerns about possible noncompliance with Title VI requirements.
The City Manager or his/her designee will be available to provide additional information, as needed, and to respond to any verbal or written complaint.
700.10 DETERMINATION OF SITE OR LOCATION OF FACILITIES
The City has not used any FTA funds for construction or a facility. 700.11 EXHIBIT A: TITLE VI NOTICE TO THE PUBLIC AND LIST OF LOCATIONS
CITY OF SOUTH EL MONTE
Title VI Notice & Complaint Process
The City of South El Monte is committed to ensuring that no person is excluded from participation in or denied the benefits of its services on the basis of race, color, or national origin as provided by Title VI of the Civil Rights Act of 1964. In addition to Title VI of the Civil Rights Act of 1964, the City also prohibits discrimination based on sex, age, disability, religion, medical condition, marital status or sexual orientation. Any person who believes that he or she has been subjected to discrimination under Title VI on the basis of race, color, national origin, disability, age, sexual orientation or gender may file a Title VI complaint with the City within 180 calendar days from the date of the alleged discrimination.
Complaints may be filed with the City in writing and may be addressed to:
City of South El Monte
City Manager
1415 N. Santa Anita Ave. South El Monte, CA 91733
A copy of the Title VI Complaint Form (in English or Spanish) and additional information may be obtained from the City's web site at" http://www.ci.south-el-monte.ea.us/" (under "City Departments & Services - Community Services - Senior Services and Transportation Services") or by calling 626-579-6540. The City will provide appropriate assistance to complainants who are limited in their ability to communicate in English.
If information is needed in another language please call 626-579-6540.
Si se necesita informacion en otro idioma, por favor / lame al 626-579-6540.
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700.11.1 CIUDAD DE SOUTH EL MONTE TITULO VI NOTICIA Y PROCESO DE QUEJAS
CIUDAD DE SOUTH EL MONTE
Titulo VI Noticia y Proceso de Quejas
La Ciudad de South El Monte, se compromete a garantizar que ninguna persona sea excluida de participar o denegar las beneficios de servicios basado por raza, color, o origen nacional segun lo dispuesto en el Titulo VI de la Ley de Derechos Civiles de 1964. Ademas el Titulo VI del Acta de Derechos Civiles de 1964, la Ciudad tambien prohibe la discriminacion por motivos de sexo, edad, discapacidad, religion, condicion medica, estado civil u orientacion sexual. Cualquier persona que cree que el o ella ha sido objeto de discriminacion en virtud del Titulo VI basado por raza, color, origen nacional, discapacidad, edad orientación sexual o género ler puede presentar una queja del Titulo VI con la Ciudad dentro de 180 dias del calendario a partir de la fecha de la supuesta discriminacion.
Las quejas pueden ser presentadas en la Ciudad por escrito y pueden ser dirigidas a:
City of South El Monte City Manager 1415 N. Santa Anita Ave. South El Monte, CA 91733 Una copia del Titulo VI Formulario de Queja (en Ingles o Espanol) y la infomación adicional se puede obtener desde el sitio web de la Ciudad en" http://www.ci.south-el-monte.caus/" (en "City Departments & Services - Community Services Senior Services and Transportation Services") o llamando al 626-579- 6540. La Ciudad proveera asistencia apropiada para los denunciantes que sean limitados en su capacidad de comunicarse en ingles.
Si se necesita informatión otro idioma, por favor hable al 626-579-6540. 700.11.2 CITY OF SOUTH EL MONTE TITLE VI LIST OF LOCATIONS The following is a list of locations where transit-related bilingual Title VI Public Notices are posted:
700.12 EXHIBIT B: TITLE VI POLICY AND PROCEDURES
POLICY STATEMENT
• City of South El Monte
• Web Site
• City Hall
• Fire Station
• Senior Center
• Community Center
• Buses/Vehicles
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City of South El Monte Title VI Program
The City of South EI Monte is committed to ensuring that no person is excluded from participation in, or denied the benefits of its service on the basis of race, color or national origin under Title VI of the Civil Rights Act of 1964. In addition to Title VI of the Civil Rights Act of 1964, the City also prohibits discrimination based on sex, age, disability, religion, medical condition, marital status or sexual orientation.
PURPOSE
This policy ensures that City programs (including fares, routing, scheduling, and quality of transportation services) are operated without regard to race, color, national origin, sex, age, disability, religion, medical condition, marital status or sexual orientation.
APPLICATION
This policy applies to all City of South El Monte employees, contractors, vendors, and customers.
GENERAL
The City of South El Monte is committed to ensuring that no person is excluded from participation in its services, or subject to denial of City benefits on the basis of race, color, national origin, sex, age, disability, religion, medical condition, marital status or sexual orientation. The City is also committed to promoting environmental justice. The City will accomplish its goals by:
PROCEDURES
Any person who believes that he/she may have been discriminated against on the basis of race, color, national origin, sex, age, disability, religion, medical condition, marital status or sexual orientation may file a complaint with the City Manager's Office. • Ensuring that the level and quality of service is provided without regard to race, color, national origin, sex, age, disability, religion, medical condition, marital status or sexual orientation;
• Promoting full and fair participation by all potentially affected populations in services provided by the City decision making;
• Preventing denial, reduction or delay in the benefits of City programs and activities on the basis of race, color, national origin, sex, age, disability, religion, medical condition, marital status or sexual orientation.
• Preventing denial, reduction, or delay of benefits related to programs and activities affecting minority and low-income populations; and
• Providing meaningful access to City services, programs, and activities by persons with limited English proficiency (LEP).
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1. 2.
3. Patrons with limited English proficiency, who need assistance, may contact the City of South El Monte, located at 1415 N. Santa Anita Avenue, CA 91733 or call (626)579- 6540.
Reporting
The complaint must be filed within 180 days of the date of the alleged discrimination. Written complaints may be sent to City Manager, City of South El Monte, 1415 N. Santa Anita Avenue, South El Monte, CA 91733, or an online Civil Rights Complaint Form may be accessed at the City's website at http://www.ci.south-el-monte.ca.us/. Once completed, the complaint should be forwarded to the City Manager.
Any City employee who becomes aware of a discrimination complaint should immediately contact the City Manager for handling.
Reviewing
The City will review the complaint to determine whether it is within City jurisdiction based on the following criterion: whether Complainant has alleged discriminatory treatment or harassment based on race, color, national origin, sex, age, disability, religion, medical condition, marital status or sexual orientation.
If the City determines it has jurisdiction, an investigator will be assigned to conduct an investigation within 24 hours of the review. The Complainant will receive an acknowledgement letter informing her/him whether the complaint will be investigated. All complaints will be investigated promptly and handled in a confidential manner.
If jurisdiction is found not to exist in the Civil Rights Policy, the complaint will be forwarded to the appropriate department for resolution. The City will be notified of the steps taken to resolve the complaint.
Investigation Process
The investigator will take the followings steps to investigate the alleged discriminatory act:
Contacting the department management where the alleged
discrimination took place to determine if a departmental investigation has been initiated and the results of the investigation; Identifying and reviewing all relevant documents, practices and procedures to determine appropriate resolution; and
Identifying and interviewing persons with knowledge of the alleged discrimination, such as the Complainant; witnesses; others identified by the Complainant; people who may have been subject to similar activity; or others with relevant information.
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City of South El Monte Title VI Program
4. 5.
6. The investigation process and final investigative report is generally completed within 120 days. If no policy violation is found, and the Complainant wants to appeal the decision, he/she may appeal directly to the City Manager's Office.
Subsequent Complaints and Amended Charges
Any subsequent complaint or amended charge should be filed utilizing the Civil Rights Complaint Form. Amended charges can also be submitted via email or other written format. The City will review each subsequent complaint or amendment to determine whether the subsequent complaint should stand on its own or be incorporated into the original complaint and investigation.
Completion of Investigation
Upon completion of the investigation, the Investigator prepares a final investigative report for the City with a copy to the City Attorney. All principle parties receive written notification of the investigative findings.
Implementation of Remedial Actions
If a policy violation exists, appropriate remedial steps will be taken immediately.
DEFINITION OF TERMS
Title VI - Title VI of the 1964 Civil Rights Act prohibits discrimination on the basis of race, color, or national origin by recipients of federal financial assistance.
Equal Opportunity - requirement of non-discrimination in City services with regard to race, color, or national origin in accordance with Title VI of the 1964 Civil Rights Act, as amended. The City also prohibits discrimination based on sex, age and disability religion, medical condition, marital status, or sexual orientation.
Discrimination - any act or failure to act, whether intentional or unintentional, which has the purpose or effect of limiting, excluding, or denying a person transit services or benefits because of race, color, national origin, sex, age, disability, religion, medical condition, marital status, or sexual orientation.
Environmental Justice - efforts made to prevent minority communities and low• income communities from being subject to disproportionately high and adverse environmental effects.
RESPONSIBILITIES
The Human Resources Department maintains a log of all complaints received. The log includes the date the complaint was filed; a summary of the allegations; the status of the complaint; and actions taken by the City to resolve the complaint.
700.12.1 DECLARACIÓN DE LA POLÍTICA Y PROCEDIMIENTOS DE TITULO VI DE LA CIUDAD DE
SOUTH EL MONTE
DECLARACION DE POLIZA
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La Ciudad de South El Monte se compromete a garantizar que ninguna persona sea excluida al participar en, o le sean negados los servicios de beneficios basados en raza, color, origen/ nacionalidad por el Acta de Derechos Civiles de 1964 del Titulo VI. Ademas a estos Derechos Civiles, la Ciudad tambien prohibe la discriminación basada en sexo, edad, discapacidad, religion, medica, orientacion sexual o estado civil.
PROPOSITO
Esta poliza asegura que los programas de la Ciudad (incluyendo precios, rutas, horarios y calidad de los servicios de la transportation} sean dirigidos sin distincion de raza, color, origen/nacionalidad, sexo, edad. discapacidad, religion, condicion medica, orientacion sexual o estado civil.
APLICACION
Esta poliza se aplica a todos los empleados de la Ciudad de South el Monte, contratistas, proveedores y clientes.
GENERAL
La Ciudad de South El Monte se compromete a garantizar que nadie sea excluido al participar en servicios, o los beneficios sean negados basados en raza, color, origen/nacionalidad, sexo, edad, discapacidad, religion, condiciOn medica, orientacion sexual estado civil. La Ciudad tambien se ha comprometido a promover el cuidado ambiental. La Ciudad va a lograr sus objetivos a traves de:
Proporcionar acceso significativo de los servicios, programas y actividades de la Ciudad a personas con conocimiento limitado en el Ingles (LEP).
• Asegurarse de que el nivel y la calidad de los servicios sean proporcionados sin distincion de raza, color, origen/nacionalidad, sexo, edad, discapacidad, religion, condiciOn medico, orientacion sexual o estado civil;
• Promover participación completa y equitativa entre todas las comunidades potencialmente afectadas por los servicios ofrecidos por decisiones tomadas por la Ciudad; • Prevenir el negar y la reducción o retraso en los beneficios de los programas y actividades de la Ciudad basados en raza, color, origen/nacionalidad, sexo, edad, discapacidad, religion, condición medica orientacion sexual o estado civil.
• Prevenir el negar y lareducción o retraso en los beneficios de los programas y actividades que afecten a comunidades minoritarias y de bajos ingresos, y City of South El Monte Title VI Program - 250
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1. 2.
3. PROCEDIMIENTOS
Cualquier persona que se sienta que el o ella ha sido objeto de discriminación por motivos de raza, color, origen/nacionalidad, sexo, edad, discapacidad, religión, condición medica, orientacion sexual o estado civil puede presentar una queja al Departamento del Administrador de la Ciudad.
Personas con conocimientos limitados en el Ingles, que necesiten ayuda, pueden comunicarse con la Ciudad, localizado en 1415 N. Santa Anita Ave, South El Monte, CA 91733 o llamar al (626) 579-6540.
Notificando
La queja se debe presentar dentro de los 180 dfas siguientes a la fecha de la supuesta discriminación. Quejas por escrito pueden ser enviadas a la Ciudad de South el Monte, City Manager, 1415 N. Santa Anita Ave, South El Monte, CA 91733, o por el Sitio Web, formulario de Quejas de Derechos Civiles, que se puede encontrar en la Pagina Web de la Ciudad, http://www.ci.south-el-monte.ca.us/. Cuando se haya completado, la queja debe ser enviada al Departamento del Administrador de la Ciudad.
Cualquier empleado de la Ciudad que se entere de una queja de discriminacion debera comunicarse inmediatamente con el Departamento del Administrador de la Ciudad.
Revisando
La Ciudad revisara la queja para determinar si esta dentro de la jurisdicción de la Ciudad basandose en el siguiente basandose en los siguientes criterios: Si dicho demandante ha alegado trato discriminatorión o de acoso por razones relacionadas a raza, color, origen /nacionalidad, sexo, edad, discapacidad, religion, condition medica, orientacion sexual o estado civil.
Si la Ciudad determina que esta dentro de la jurisdicción, un investigador sera asignado para conducir una investigatión durante las 24 horas de la Revision. El demandante recibira una carta de notificatión informandole si se investigara la queja. Todas las quejas seran investigadas con prontitud y tratadas de manera confidential.
Si se encuentra que no existe jurisdicción de la Poliza de Derechos Civiles, la queja sera enviada al departamento correspondiente para su resolución. La Ciudad sera notificada de la determinación tomada para resolver la queja/reclamo.
Proceso de lnvestigación
El investigador tomara las medidas/pasos siguientes para investigar el presunto acto discriminatorio:
Ponerse en contacto con el departamento donde la supuesta discriminación ocurrio para determinar si se ha iniciado una investigacion y conocer los resultados de la investigación;
Identificar y revisar todos los documentos pertinentes, como las practicas y procedimientos para determinar la resolución adecuada,y Identificar y entrevistar personas relacionadas con la presunta discriminación, como el demandante; testigos; otras personas identificadas por el demandante; personas que hayan sido objeto de una actividad similar u otras personas con información relacionada.
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4. 5.
6. El proceso de investigación y el reporte final, por lo general, se concluye dentro de los 120 días . Si no se encuentra ninguna violación y el demandante desea apelar la decisión, el o ella puede apelar directamente a el Departamento del Administrador de la Ciudad.
Reclamaciones Subsecuentes y Modificatión de Cargos
Conclusion de la lnvestigación
Al terminar la investigación:, de la investigación, el investigador prepara un informe para la Ciudad, con una copia para el Abogado de Ia Ciudad. Todos los partidos principales relacionados reciben una notification por escrito acerca de las conclusiones de Ia investigación.
lmplementación de Acciones Correctivas
Si existe una violación, se tomaran inmediatamente las medidas correctivas apropiadas.
DEFINICIONES DE TERMINOS
Titulo VI - El Titulo VI del Acta de Derechos Civiles de 1964 prohibe la discriminación por motivos de raza, color, origen/nacionalidad de los beneficios de la asistencia financiera federal.
Igualdad de Oportunidades - Requisito de no-discriminación en los servicios de la Ciudad por raza, color, origen/nacionalidad de acuerdo con el Titulo VI del Acta de Derechos Civiles de 1964, segun enmendada. La Ciudad también prohibe la discriminación basada en sexo, edad, discapacidad, religion, condición medica, orientación sexual o estado civil.
Discriminación - cualquier acto u omisión de actuar, intencional o no intencional, que tiene por objeto o efecto limitar, excluir o negar a una persona servicios de transito o beneficios debido a su raza, color, origen national, sexo, edad, discapacidad, religion, condición medica, estado civil u orientación sexual.
Justicia/Cuidado Ambiental - Los esfuerzos realizados para impedir que las comunidades minoritaria y las de bajos ingresos esten sujetas a efectos excesivamente altos y adversos del medio ambiente.
RESPONSABILIDADES
El Departamento de Recursos Humos mantiene un registro de todas las quejas recibidas. El registro incluye la fecha cuando la queja fue entablada, un resumen de las declaraciones, estado actual de la queja y las medidas adoptadas por la Ciudad para resolver la queja. 700.13 EXHIBIT C: CIVIL RIGHTS COMPLAINT FORM
• Cualquier reclamación posterior o carga modificada deben presentarse utilizando el formulario de queja de derechos civiles. Modificación de los cargos tambien se pueden enviar por correo electranicó cualquier otro formato escrito. La Ciudad revisara cada queja o modificación posterior para determinar si la denuncia posterior debe valerse por si misma o ser incorporada en la denuncia y la investigacion initial.
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The City of South El Monte is committed to ensuring that no person is excluded from participation in or denied the benefits of its services on the basis of race, color or national origin, as provided by Title VI of the Civil Rights Act of 1964, as amended. In addition to Title VI of the Civil Rights Act of 1964, the City also prohibits discrimination based on sex, age, disability, religion, medical condition, marital status or sexual orientation.
The following information is necessary to assist us in processing your complaint. If you require any assistance in completing this form, please contact City Hall at 626579-6540. The completed form must be returned to City of South El Monte, City Manager
Office, 1415 N. Santa Anita Ave., South El Monte, CA 91733.
Name:_____________________________
Street Address:__________________________________________________________ Phone:_____________________________ Alternative Phone:_____________________________ Date of Incident: _____________________________ Time of Incident:
_____________________________
Which of the following best describes the reason for the alleged discrimination? ___Race
___Color
___National Origin
___Other (Please explain below)
Please describe the alleged discrimination incident. Explain what happened, whom you believe was responsible, and other specific relevant information. Please use the next page of this form if additional space is required.
_________________________________________________________________________________________________ Have you filed a complaint with any other federal, state or local agencies (Check one) Yes ___ NO ___ If yes, list agency or agencies and contact information below:
Agency: _____________________________
Street Address: __________________________________________________________ Phone: _____________________________
Contact Name: _____________________________
Agency: _____________________________
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Street Address: __________________________________________________________ Phone: _____________________________
Contact Name: _____________________________
I affirm that I have read the above charge, and it is true to the best of my knowledge.
Complainant's Signature __________________________________________________________ Date_____________________________
Print or Type Name of Complainant _____________________________ Date Received: _____________________________
Received By: _____________________________
The complaints related to Title VI of the Federal Transit Administration (FTA) may also be submitted directly to:
Federal Transit Administration
Office of Civil Rights, Region IX,
201 Mission Street, Suite 1650, San Francisco, California 94105-1839 700.13.1 LA CIUDAD DE SOUTH EL MONTE FORMULARIO DE QUEJAS TITULO VI La Ciudad de South El Monte centra sus esfuerzos en garantizar que nadie sea excluido de Ia participación en sus servicios ni que nieguen los beneficios de estos, con base en raza, color y origen nacional,
en conformidad con las disposiciones del Titulo VI de Ia Ley de Derechos Civiles de 1964 y enmiendas.
Ademas el Titulo VI del Acta de Derechos Civiles de 1964, Ia Ciudad también prohibe Ia discriminación por motivos de sexo, edad, discapacidad, religion, condicion medica, estado civil u orientation sexual.
La siguiente información es necesaria para ayudarnos en el procesamiento de su queja. Si requiere ayuda para llenar este formulario, por favor llame por telefono al626-579-6540.
EI formulario completo debe devolverse a City of South El Monte, City Manager's Office, 1415 N. Santa Anita Ave., South El Monte, CA 91733.
Nombre:_____________________________
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Dirección:__________________________________________________________ Telefono:_____________________________ Segundo Telefono:_____________________________ Fecha del incidente: _____________________________ Hora del incidente:
_____________________________
Cual de los siguientes describe mejor la razon por Ia supuesta discriminación? ___Raza___Color___Origen nacional___Otro raza (Por favor explique) Por favor, describa el supuesto incidente de discriminación. Explique lo sucedido; quien considera que fue responsable; y otra informacion especifica pertinente. Por favor, use el reverso de este formulario si requiere espacio adicional.
_________________________________________________________________________________________________ Ha presentado alguna queja ante otra agencia federal, estatal o local con respecto a este incidente? (Marque Uno) Si ___ No ___
Si la respuesta es afirmativa, por favor, a continuacion enumere la agencia o agencias y la informaciOn de contacto:
Agenda: _____________________________
Dirección: __________________________________________________________ Telefono: _____________________________
Nombre e contacto: _____________________________
Agencia: _____________________________
Dirección: __________________________________________________________ Telefono: _____________________________
Nombre del contacto: _____________________________
Confirmo que he leido el cargo que se indica arriba y que es verdadero hasta donde tengo conocimiento.
Firma del declarante __________________________________________________________ Fecha_____________________________
lmprima o escriba el nombre del declarante _____________________________ Fecha de recepcion:: _____________________________
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Recibido por: _____________________________
Las quejas relacionadas con Titulo VI de la Administración Federal de Transite (FTA) tambienpodran ser presentadas directamente a:
Federal Transit AdministrationOffice of Civil Rights, Region IX,201 Mission Street, Suite 1650, San Francisco, California 94105-1839
700.14 EXHIBIT D: LIST OF TRANSIT-RELATED TITLE VI INVESTIGATIONS,
COMPLAINTS, AND LAWSUITS
Action
Date (Month, Day,
Year)
Basis of Complaint Status Action(s) Taken
Investigations
(None)
Lawsuits
(None)
Complaints
(None)
700.15 EXHIBIT E: LIMITED ENGLISH PROFICIENCY (LEP) PLAN Introduction
This Limited English Proficiency (LEP) Plan has been prepared to address the City of South El Monte Transportation Services responsibilities as a recipient of federal financial assistance as they relate to the needs of individuals with limited English language skills. The plan has been prepared in accordance with Title VI of the Civil Rights Act of 1964, Federal Transit Administration Circular 4702.1A dated May 13, City of South El Monte Title VI Program - 256
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1. 2.
3. 4.
2007, which state that no person shall be subjected to discrimination on the basis of race, color, or national origin.
Executive Order 13166, titled Improving Access to services for Persons with Limited English Proficiency, indicated that differing treatment based upon a person's inability to speak, read, write, or understand English is a type of national origin discrimination. It directs each federal agency to publish guidance for its respective recipients clarifying their obligation to ensure that such discrimination does not take place. This order applies to all State and local agencies which receive federal funds.
Background
The South El Monte Transportation Division administers the transit services that are operated within the City. The South El Monte City Council is the policymaking body for the system. The South El Monte Transportation Service consists of a Dial-a-Ride service for Senior Citizens (age 60 and over) and for Disabled residents, transporting children to their after school program at the Mini Center, transporting Senior Citizens to the Senior Center for their nutritional lunch, and transportation during City events. The City of South El Monte Transportation Services has developed this LEP Plan to help identify reasonable steps for providing language assistance to persons with limited English proficiency who wish to access services provided by the City. As defined by Executive Order 13166, LEP persons are those who do not speak English as their primary language and have limited ability to read, speak, write, or understand English.
This plan outlines how to identify a person who may need language assistance, the ways in which assistance may be provided, and how to notify LEP persons that assistance is available.
In order to prepare this plan, the City of South El Monte Transportation Services staff undertook the U.S.
Department of Transportation (U.S. DOT) four-factor LEP analysis which considers the following factors:
The number or proportion of LEP persons in the service area who may be served or are likely to encounter the City of South El Monte Transportation Services.
The frequency with which LEP persons come in contact with the City of South El Monte Transportation Services.
The nature and importance of programs, activities, or services provided by the City of South El Monte Transportation Services to the LEP population.
Resources available to the City of South El Monte Transportation Services and overall cost to provide LEP assistance.
A summary of the results of the City of South El Monte Transportation Services four•factor analysis is in the following section.
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3. 4.
Four-Factor Analysis
The number or proportion of LEP persons in the service area who may be served or are likely to encounter the City of South El Monte Transportation Services.
The South El Monte Transportation Services staff reviewed the 2010 U.S. Census and determined that, out of a population of 18,359 residents, 7,948 (43.3%) of City of South El Monte residents speak a language other than English less than very well. In the City of South El Monte of those persons with limited English proficiency, 37.4% speak Spanish being the majority within the City. (DP02) Asian and Pacific Islanders who speak English less than very well accounted for only 5.8% of the LEP population. In addition to using the 2010 U.S.
Census, the City also conducted a rider survey (Exhbit H) from October 2, 2013 to October 16, 2013 and it indicated that 91% of our riders were Hispanic or Latino and the remaining 9% were White or Caucasian. A survey will be conducted every year to monitor if any changes need to be addressed.
The frequency with which LEP come in contact with South El Monte Transportation Services.
The City transportation services are provided through-out the City. A high percentage of Hispanic/Latino individuals therefore come in contact with the program. The City researched its Transportation Schedule which shows data of who is riding and how often; and it reflected that 54% of riders utilize South El Monte Transportation Services three to five days per week and 46% one to two days per week. The schedule also reflected that majority (37%) of the riders use City transportation five days per week. The Recreation Supervisor, the Senior Services Specialist and the Administrative Intern have also spoken with staff about their contact with LEP individuals and have concluded that at the moment the City only gets Spanish Speaking customers. Staff will continue to speak with the Transportation Services Department regarding language assistance
The nature and importance of programs, activities, or services provided by the South El Monte Transportation Services to the LEP population.
The majority of LEP individuals in the City are Spanish-speaking elderly. On-board ridership surveys (Exhibit H) were conducted from October 2, 2013 to October 16, 2013 by the City and they indicated that 72 percent are captive transit riders, and 28 percent could have made their trip by another means. The South El Monte Transportation Services are important to these residents because the transportation can only be used for medical appointments, paying bills, the Nutrition Program at the Senior Center and it is limited to leisure purposes.
The transportation is also used to transport children to their after-school program.
The resources available to the South El Monte Transportation Services and overall cost to provide LEP assistance.
The South El Monte Transportation Services staff has access to a variety of resources that can help in outreaching and providing LEP assistance at low or no cost. Community-based resources include:
City of South El Monte City Hall
Offers Spanish translation in oral and written form
City of South El Monte Senior Center
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3. 4.
Offers Spanish translation in oral and written form
City of South El Monte Community Center
Offers Spanish translation in oral and written form
San Gabriel Valley Service Center
Offers Spanish translation in oral and written form
Utility assistance
Special service for Groups Older Adults Program
The above community resources will be used on a regular basis to assist in identifying needs of the City's LEP population. They will also serve as a means to widely disseminate bilingual transit service information and announcements and to notify the LEP population of planned workshops and outreach efforts.
Based on the four-factor analysis, the City of South El Monte will develop its LEP Plan as outlined in the following section.
Identification of LEP Population
South El Monte Transportation Services have developed several possible ways to assist in identifying LEP populations within the City, including:
Examine records to see if requests for language assistance have been received in the past, either at meetings or over the phone, to determine whether language assistance might be needed at future events or meetings.
Have a staff greet participants as they arrive to City sponsored events. By informally engaging participants in conversation it is possible to gauge each attendee's ability to speak and understand English.
At meetings relating to South El Monte Transportation Services we will develop identification cards that indicate primary language spoken, as appropriate. This will assist the City in identifying language assistance needs for future events and meetings.
Survey vehicle operators and other front-line staff, like dispatchers, Dial-A• Ride schedulers, and service development planners on their experience concerning any contacts with LEP persons.
Language Assistance Measures
There are plans for a number of language assistance options available to LEP persons, including both oral and written language services. There are also various ways in which the City of South El Monte Transportation Services staff can respond to LEP persons, whether in person, by telephone, or in writing. • Placement of statements in notices and publications that interpreter services are available for annual meetings in October.
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Outreach Techniques
When staff prepares a document or schedules a meeting, for which the target audience is expected to include LEP individuals, documents, meeting notices, flyers, and agendas will be printed in an alternative language based on the known LEP population. Interpreters will be available as needed. The City currently uses a variety of outreach approaches, as described below.
Public Outreach Activities
The City of South El Monte web site posts Transportation Services information. The City's web site provides material in both English and Spanish. The City also provides easy access to bilingual (English and Spanish) administrative staff and drivers at the City's Transit office during operating hours to answer questions during their regular shift schedules for those LEP passengers who use the City's transportation system.
The City reaches out to the community directly through meetings with agency and community staff and their clients, as needed. Infonnation regarding the City's transit services is disseminated at these meetings. Information is also made available at a variety of locations throughout the community and on the Transportation Services system.
Public Meetings
The City Council holds regular meetings on the second and fourth Tuesday of the month. Regular meetings convene at 6:30 p.m. in the Council Chambers at City Hall, 1415 N. Santa Anita Avenue, South • Survey bus drivers and other front-line staff, Dial-A-Ride schedulers, and service development planners on their experience concerning any contacts with LEP persons during the year. Staff surveys will be conducted once a year in October.
• The Recreation Supervisor, the Senior Services Specialist and the Administrative Intern have spoken with staff about their contact with LEP individuals and have concluded that at the moment the City only gets Spanish Speaking customers. Staff will continue to speak with the Transportation Services Department regarding language assistance
• Post the Title VI Policy and Procedures and LEP plan on the City website, www,ci south-el-monte. ca.us/
• When an interpreter is needed, for a language other than Spanish, in person or on the telephone, staff will attempt to access language assistance services from a professional translation service or qualified community volunteers.
• Various Title VI documents have also been translated into Spanish: Title VI Notice & Complaint Process, Title VI Complaint Form, and the Title VI Policy and Procedures. • All Transportation Services staff will be trained on the Title VI Policy and Procedures and the LEP Plan no later than January 1, 2014, Staff training will be begin soon as the Title VI Program is adopted by City Council,
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El Monte. Special meetings are convened at other times as announced. The public is encouraged to participate in the City's decision• making process and is invited to attend City Council Meetings.
The Community Services Commission acts in an advisory capacity to the City Council in all matters pertaining to social programming, health and welfare, child development, public recreation facilities and leisure activities. The nine-member Community Services Commission meets on the first Tuesday of each month at 6:00 p.m. in the City Council Chambers.
Senior Advisory Board holds meetings on matters pertaining to the Senior Center and its services. The three member Senior Advisory Board meets every third Wednesday at 9:30 a.m. in the Senior Center.
Participation in Community Activities & Surveys
The City engages in community activities that promote its transit services. These activities include functions where a broad cross-section of the community can access available transit information, including schedules, brochures and fliers. In addition, the City will also be surveying residents in regards to transportations services every October.
Assurances
The City of South El Monte Transportation Services will ensure that no person, on thegrounds of race, color, national origin, disability, age, or gender as provided by Title VI of the Civil Rights Act of 1964, will be excluded from participation in, be denied the benefits of, or be otherwise subjected to discrimination.
Further, the City will notify the public of protections against discrimination afforded them by Title VI Regulations and will take preventive corrective and disciplinary action necessary to stem behavior that violates the rights and privileges the regulations are designed to protect.
The City will post information on its web site and ensure that it reflects up to date information consistent with the requirements of 49 CFR Section 21.9(d).
Monitoring and Updating the LEP Plan
The City of South El Monte will update the LEP as required by U.S. DOT. At a minimum of three-years to correspond with the Title VI Program due dates; the plan will be reviewed and updated when more data from the 2020 U.S Census is available, or when it is clear that higher concentrations of LEP individuals are present in the City of South El Monte.
Availability of Title VI Documents
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The City of South El Monte LEP Plan, Title VI Policy and Procedures, and the Title VI Complaint form are included on the City's website at www.ci.south-el-monte.ca.us. Any person or agency with internet access will be able to access and download the plan from the City website. Alternatively, any person or agency may request a copy of the plan via email or in person and shall be provided a copy of the plan at no cost.
Questions or comments regarding the LEP Plan may be submitted to the City Manager's Office or the City of South El Monte Transportation Services Department:
Contact 1: City of South El Monte City Manager's Office 1415 N. Santa Anita Ave South El Monte, CA 91733
Phone: 626-579-6540 Fax: 626-579-2409 Email: [email protected] Contact 2: City of South El Monte Transportation Division 1556 Central Ave South El Monte, CA 91733 Phone: 626-448-0131 Fax: 626-448-6979 Email: [email protected] 700.16 EXHIBIT F: DECISION MAKING BODIES
At the City of South El Monte Transportation Services, decisions regarding policy, service changes, capital programming and facility locations are made by an elected Mayor and four City Council Members.
To help to guide decisions the City also has an appointed Community Services Commission and an elected Senior Advisory Board.
Community Services Commission
The Community Services Commission acts in an advisory capacity to the City Council in all matters pertaining to social programming, health and welfare, child development, public recreation facilities and leisure activities. The nine-member Community Services Commission meets on the first Tuesday of each month at 6:00 p.m. in the City Council Chambers. The members are appointed by a majority of the City Council and they serve one year. Currently, one of the chairs is vacant.
Encourage the Participation of Minorities
Several measures are taken to encourage the participation of everyone within the City. When chairs are about to become available on the commission the City will publish a notice on the City newspaper, "South El Monte News". Notices are also posted at City Hall, Senior Center, the library, and the City website.
Notices are posted on all platforms twice before selections are made by the City Council. The City Council appoints commissioners based on who is best fit to represent the community and its needs.
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Also, within the South El Monte Municipal Code it states, "the Community Services Commission shall consist of nine city residents appointed by a majority of the City Council, including two seniors sixty years of age or older and two youths between the ages of sixteen and twenty-five." In addition, the South El Monte Municipal Code under section 2.48.080 Purpose also encourages participation by all groups within the community to accomplish its purpose and it may do this by:
700.17 EXHIBIT G: PUBLIC PARTICIPATION PLAN
CITY OF SOUTH EL MONTE
Transportation Services Public
Participation Plan
Key Principles
The City of South El Monte Transportation Services Public Participation Plan (PPP) has been prepared to ensure that no one is precluded from participating. It ensures that:
Through an open public process, the City has developed a public participation plan to encourage and guide public involvement efforts and enhance access to transportation decision-making process by minority and Limited English Proficient (LEP) populations. In addition, the City will also be conducting surveys to answer questions, evoke discussion, base decisions on objective information, and compare results. A rider survey was conducted on October 2, 2013 through October 16, 2013 and new surveys will be conducted every year in October to monitor changes within the community. The yearly surveys will help base decisions on transportation services, The public participation plan describes the overall goals, guiding principles and outreach methods that the City uses to reach its riders. • Encouraging the involvement of all resident and business groups to foster mutual regard and understanding among all racial, religious, and socioeconomic and ethnic groups in the community. • Holding conferences and other public meetings in the interest of resolving tensions of producing possible discrimination and irritation in the community, and issue such publications and reports as will tend to effectuate said purposes.
• Potentially affected community members will have an appropriate opportunity to participate in decisions about a proposed transportation related activity that will affect their environment and/or health;
• The public's contribution can and will influence the City's decision making; • The concerns of all participants involved will be considered in the decision-making process; and • The City will seek out and facilitate the involvement of those potentially affected through public meetings and public surveys.
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Limited English Proficient (LEP):
LEP refers to persons for whom English is not their primary language and who have a limited ability to read, write, speak, or understand English. It includes people who reported to the U.S. Census that they speak English less than very well, not well, or not at all.
The steps outlined in the public participation plan offer meaningful opportunities for the public to be involved in the identification of social, economic and environmental impacts of proposed transportation decisions at the City. It is a guide for how Transportation Services engages its diverse community. The City may continue to improve its public participation methods over time based on feedback from all of its riders and community members including low-income, minority and LEP populations as well as customer and community-based organizations.
Goals of the Public Participation Plan
The overarching goals of Transportation Services Public Participation Plan include:
South El Monte Transportation Services Public Participation Process The PPP includes many new mediums extending beyond the traditional approach which relied on legal notices and newspaper coverage. While the plan maintains these elements to its outreach program along with traditional seat-drop flyers and website notices, the City has availed itself of the communication methods more widely used by members of our community and riders. The City will continue to notify residents of public participation with notices throughout the City, the newspaper, and the City website.
Meetings
• Clarity in Potential for Influence - The process clearly identifies and communicates where and how participants can have influence and direct impact on decision making. • Consistent Commitment - The South El Monte Transportation Services communicates regularly, develops trust with riders and our community and builds community capacity to provide public input. • Diversity - Participants represent a range of socioeconomic, ethnic and cultural perspectives. • Accessibility - Every reasonable effort is made to ensure that opportunities to participate are physically, geographically, temporally, linguistically, and culturally accessible. • Relevance - Issues are framed in such a way that the significance and potential effect is understood by participants.
• Participant Satisfaction - People who take the time to participate feel it is worth the effort to join the discussion and provide feedback.
• Quality Input and Participation - That comments received by South El Monte Transportation Services are useful, relevant and constructive, contributing to better plans, projects, strategies and decisions. This includes all comments during meetings and written comments within surveys City of South El Monte Title VI Program - 264
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1. 2.
3. 4.
5. 6.
7. 8.
1. 2.
3. The City Council holds regular meetings on the second and fourth Tuesday of the month. Regular meetings convene at 6:30 p.m. in the Council Chambers at City Hall, 1415 N. Santa Anita Avenue, South El Monte. Special meetings are convened at other times as announced. The Community Services Commission meets on the first Tuesday of each month at 6:00 p.m. in the City Council Chambers. The Community Services Commission is also encouraged to hold special meetings with various groups of the community to better serve the City and its needs. The Senior Advisory Board holds monthly meetings every third Wednesday of the month at 9:00 a.m. at the Senior Center which is an ADA compliant building.
The public is encouraged to participate in the City's decision-making process and is invited to attend all City meetings. The meetings, agendas and minutes are also posted online at the City website and copies can be requested at City Hall.
While there may be minor variation in the outreach process from time-to-time, the outline below provides the general steps for engaging riders in the decision making process.
Transportation Surveys
The City of South El Monte has already conducted a survey of its riders in October 2013 (Exhibit H) and it will continue to survey its residents every year in October to better address decision making.
The surveys will answer questions, evoke discussion, base decisions on objective information, and compare results.
Process In Motion
A proposal is developed internally or as a result of public comment or as a result of survey information;
An internal review by the appropriate bodies is conducted; A Title VI review of the proposal is conducted;
All City Council and Community Services Commission meetings have a public comment period;
Public outreach venues, dates and times are determined with consideration of the proposed changes and their impact on specific locations/populations within the service area; Bilingual (English and Spanish) public outreach materials and a program are developed; Outreach In advance of public information sessions is released; A summary package is presented detailing the outcome of the public participation process along with staff recommendations;
List of Outreach Events within the Last Three Years
Bi-Monthly City Council Meetings
Monthly Community Services Commission Meetings
Monthly Senior Advisory Board Meetings
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4. Transportation Survey on October 2013
700.18 EXHIBIT H: CITY OF SOUTH EL MONTE TRANSPORTATION SURVEY City of South El Monte
Transportation Survey
(Senior Citizens and Disability) October 2013
Services are needed for: 0 Senior 60+
Disable Escort / Caregiver
• Ethnicity
• White or Caucasian
• Black or African American
• Native American
• Hispanic or Latino
• Asian or Pacific Islander
• AS (Asian Indian)
• JA (Japanese)
• CA(Cambodian)
• CH (Chinese)
• H(Filipino)
• 00(Guamanian)
• HA (Hawaian)
• KO (Korean)
• LA (Laotian)
• SA(Samoan)
• VI (Vietnamese)
• .O(Other)
• Transportation Needed -Yes ___ No___
• Live Alone - Yes ___ No ___
• Low Income - Yes ___ No ___
• Medi-Cal - Yes ___ No ___
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For each of the following statements. please rate every item from 1 to 5 by circling the appropriate rating.
Use the following scale:
1 = Strongly Disagree, 2 = Disagree, 3 = Neither Agree Nor Disagree, 4 = Agree, and 5 = Strongly Agree South El Monte Transportation Services are important to our community 1 2 3 4 5 South El Monte Transportation Services meet our community needs 1 2 3 4 5 It is important for Senior Citizens and Disabled residents to have transportation for their medical needs 1 2 3 4 5
It is important for Senior Citizens and Disabled residents to have transportation for leisure time 1 2 3 4 5 It is important for Senior Citizens and Disabled residents to have transportation to pay their bills 1 2 3 4 5 It is important for Senior Citizens to have transportation to visit the. Senior Center 1 2 3 4 5 It is important for South El Monte Transportation Services information to be provided hi Spanish I 2 3 4 5 It is important for City staff to be bilingual 1 2 3 4 5 South 131 Monte Transportation. Services provide service in a timely manner 1 2 3 4 5 South El Monte Transportation Services provide service in a friendly manner 1 2 3 4 5 Additional Comments:
_________________________________________________________________________________________________ _________________________________________________________________________________________________ _________________________________________________________________________________________________ Para-Transit Program for Senior Citizens (age 60 and over) and Disabled residents of the City of South El Monte. Parts of our fleet are wheelchair capable and maybe used for 11ips to the banks, medical appointments, nutrition site and shopping. Hours of operation are 8:30 a.m. to 4:00 p.m., Monday through Friday. No weekend and holiday, service. Assistance companions of elderly and disabled riders may also ride free.
• SSI/SSP - Yes ___ No ___
• Veteran - Yes ___ No ___
• Do you own a Car? Yes ___ No ___
• How often do you use City transportation services per ____ City of South El Monte Title VI Program - 267
City of South El Monte Policy Manual
Custody Policy
Published with permission by City of South El Monte
Copyright Lexipol, LLC 2025/11/26, All Rights Reserved.
City of South El Monte Title VI Program
700.19 METROPOLITAN TRANSPORTATION AUTHORITY LETTER
April 8, 2014
Metropolitan Transportation Authority One Gateway Plaza Los Angeles, CA 90012-2952 213.922.2000 Tel metro.net
Jennifer Vasquez
Assistant City Manager City of South El Monte1415 Santa Anita Avenue South El Monte, CA 91733 Re: Title VI Program Concurrence
Dear Ms. Vasquez,
This letter is to confirm that the Los Angeles County Metropolitan Transportation Authority (Metro) received the City of South El Monte's Title VI program, on April 8, 2014. This submission is for the triennial cycle of July 19, 2013 to July 22, 2016. A Title VI Program submission is required pursuant to Title VI of the Civil Rights Act of 1964; Title 49, Chapter 53, Section 5332 of the United States Code; and the Federal Transit Administration's (FTA) Circular 4702. lB, "Title VI Program Guidelines for Federal Transit Administration Recipients," effective October 1, 2012.
Based upon the information you provided us with and our understanding of the FTA's Title VI Circular, 4702.lB, we have determined that your program meets the requirements set forth in the FTA's Title VI Circular, 4702.lB. Please plan to submit a Title VI program by the next program due date of July 16, 2016, but please be aware that LACMTA will continue to monitor your agency's website as well as conduct periodic audits to ensure continued compliance with the Title VI requirements.
Thank you for your ongoing cooperation in meeting all of the FTA civil rights program requirements Should you need assistance or if you have any questions regarding the comments above, please do not hesitate to contact me directly at (213) 922-2403 or at [email protected] Sincerely,
Linda Hoos
Equal Employment Opportunity & Civil Rights Manager
Civil Rights Programs Compliance
Gabriela Garcia
Civil Rights Compliance Administrator
Civil Rights Programs Compliance
City of South El Monte Title VI Program - 268
r
1 RESOLUTION N0. 83- 2595
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF SOUTH EL MONTE, CALIFORNIA,
ADOPTING PERSONNEL RULES.
WHEREAS, the City Council is authorized and directed
under the provisions of Ordinance No. 693 to adopt rules for the administration of the personnel system created in said ordinance; and
WHEREAS, the objectives of these rules are to
facilitate efficient and economical services to the public and to provide for an equitable system of personnel management in the municipal government; and
WHEREAS, these rules set forth in detail those procedures which insure similar treatment for those who compete for original employment and promotion, and define many of the obligations, rights, privileges and prohibitions which are pLaced upon a11 empLoyees in the competitive service of the City; and
WHEREAS, at the same time, within the limits of
administrative feasibility, considerable latitude sha11 be given the City Manager in the interpretation of these rules; NOW THEREFORE BE IT RESOLVED, that the City Council
of the City of South E1 Monte does hereby adopt the Personnel Rules attached as Exhibit " A".
PASSED, APPROVED AND ADOPTED this 10th day of
November, 1983.
AYES:
NOES:
ABSENT:
ABSTAIN
Gonzales, Gracia, Meis, Perez, ( Mayor) Kelly
None
None
None
ayo
ATTEST:
G/
Gf..- q ° L.`
y
lerc
STATE OF CALIFORNIA )
COUNTY OF LOS ANG LES ) SS:
CITY OF SOUTH EL MONTE )
I, Margaret M. Garcia, City C1erk of the City of South E1 Monte, California, do hereby certify that the foregoing kesoiution, being Resolution No. 83- 2595, was duly passed and adopCed by the City Council of the City of South E1 Mcnte, at a regular meeting of said Council held on the 10th day of Tlovemher, 1983. y/' `.
i•
C ' ye r -- --
ATTACHMENT C
1 CITY OF SOUTA EL MON:' E
PERSONLJiL RIILES
Approved and Adopted by Resolution Number
GXHIBIT " A"
w.:._: - Page 389 of 443
TABLE OF CONTEPITS
RULEI DEFINITION OF TERMS .......................
SECTION 1 - APPOINTI2IG AUT80RITY•.......
SECTION 2 - APPOINTMENT ..............................
SECTION3 - CI ASSIFICATION• ............................
SECTION 4 - CLASSIFIED SERVICE ..........................
SECTION5 - DAY .........................................
SECTION6 - DEMOTION ,,,,,,,,,,,,,,,,,,,,,,,,,
SECTION 7 - DEPARTISENT DIRECTOR ...........
SECTION 8 - DISCHARGE ...................................
SECTION9 - ELIGIBLE ....................................
SECTION 10 - EMPLOYEE ...............................
SECTION11 - EI LOYMENT LIST .............................
SECTZON12 - PAY RANGE ...................................
SECTION13 - PAY RATE ....................................
SECTION 14 - PERSONNEL DIRECTOR ..........................
SECTION 15 - POSITION .........................
SECTION 16 - PItEVAILING PAY RATE .........................
SECTION 17 - PROtiOTION ...................................
SECTION18 - REJECTZON ...................................
SEC:' ION 19 - REPRIMAND ...................................
SECTZON 20 - SENIORITY ..................
SECTION 21 - SUSPENSION ..................
SECTION 22 - TERMIPIATION ..........................•.....• SECTION 23 - TRANSFER ....................................
RULE II ADMITIISTRATIVE PROCEDURES ...................
SECTION
SECTION
SECTION
SECTION
SECTION
SECTION
1 2
3 4
5 6
PURPOSE OF PERSONNEL RULES ...................
DELEGATION OF AUTHORITY
ADMINISTRATIVE ORDERS .......................
UNCLASSIFIID SERVICE ........................
PERSOIQIJEL FILES .............................
SEVERABILITY ................................
Page
F1
1 1
1 1
1 1
1 1
1 1
1 1
1 2
2 2
2 2
2 2
2 2
2 2
2 3
3 3
3 3
RUI,E III CLASSIFICATION PROCEDURES ................... 4 SECTION 1- PREPAIiATIOtI OF CLASSIFZCATION. PLAN .......... 4 SECTION 2- AI,LOCATION OF POSITIONS ..................... 4 SECTION 3- CZ,ASS SPECIFICATIONS ........................ 4 R[ JLE IV RECRUITMENT PROCEDUIiES ...................... 4 SECTION 1- AIJNOLINCEMENT OF VACANCY ..................... 4 SECTION 2- ApPLICATION PROCESS ......................... 5 SECTION 3- DISQUALIFICATION OF APPLICANTS .............. 5 SECTION 4- BACItGRDUND INVESTIGA IOPI ,,,,,,,,,,,,,,,,,,,, 5
Page
RULE V EXAMINATI027 FROCEDURES ...................... 5 SECTION 1— NATURE OF EXAMIMATION PROCESS .:::::::::::::: 5 SECTION 2— OPEN AND CLOSED EXAMINATIONS .. 5
SECTI02i 3— ADMINISTRATION OF EXADIILIATIOI7S .............. 5 SECTION 4— GRADING OF E;XAMItIAT20NS ..................... 5 SECTION 5— NOTICE AND REVIEW OF EXAMINATION RESiJI TS .... 6 RULE VI EN iOYMENT LIST PROCEDURES .................. 6 SECTION 1— pREppRpTION OF EMPLOYMEIIT LIST .............. 6 SECTION 2— DURATION OF EMpLOYMENT LIST ................. 6 SECTION 3— REMOVAL OF NAMES FROM EMPLOYMENT LIST ....... 6 RULE VII APPOINT?' NT PROCEDURES ...................... 6 SECTION 1— TYPES OF ApPOINTMENT ........................ 6 SECTION 2— EVALUATION OF ELIGIBLES ..................... 6 SECTION 3 — REEMPLOYMENT ....................... 7
SECTION 4 — REIPISTATEMENT . ................ •• 7
SECTION 5— VOLUNTARY DEMOTZON• .......................... 7 RULE VIII MEDICAL EVALUATION PROCEDURES ............... 7 SECTION 1— PRE—APPOI2ITMENT MEDICAL EXAllINATION ......... 7 SECTION 2— DISCRETIONARY MEDICAL EVALUATION . 8
RIII,E IX PERFORMANCE EVALUAT20N PROCEDURES ........... 8 SECTION 1— PURPOSE OF PERFORMANCE EVALUATION ........... B SECTION 2— PREPARATION OF PERFORMANCE EVAI,UATION ....... 8 SECTION 3— DISCUSSION OF PERFORMANCE EVALUATION ........ 9 J
RULE X PROBATIONARY PROCEDURES ..................... 9
SECTIOPi 1— DURATION OF PROBATIONARY PERIOD ,,,,,,,,,,,,, 9 SECTION 2— REJECTION DURING PROBATIONARY PERIOD ........ 9 SECTION 3— EXTENSION OF PROBATIOLdARY PERIOD ............ 9 SECTION 4— ACTION AT END OF PROBATIONARY PERIOD ........ 9 RULE XI TERMINATIOPI PROCEDURES ...................... 10 SECTION 1 — RESIGNATIOt7 ................... 10
SEGTION 2 — LAYOFF ...........................•... ...... 10 SECTIOPI 3 — LAYOFF ............... 10
SECTION4 — RETIREMENT .................................. 11 2—
Page
RULE ; tII DISCIPLIL7ARY PROCEDURES ..................... 11
SECTION
SECTION
SECTIOPI
SECTION
SECTION
SECTION
SECTIOP7
1 2
4 6
7 LEGITIMATE REASONS FOR DISCIPLINARY ACTION .,
DISCIPLSNSNG AUTHORITY ......................
NOTICE OF DISCIPLINE ........................
REPRESEt7TATION ... ....................
EMERGENCY SUSPENSION ........................
REPRIMAND .. ................................
ox x, wAxrriric ................................
11 12
13 13
13 13
14 RULEXIII APPEAL PROCEDURES ........................... 14 SECTIOt7
SECTIOtd
SECTION
SECTION
SECTION
SECTION
SECTION
SECTION
SECTI OD]
SECTI02I
SECTION
1 2
3 4
5 6
7 8
9 10
11 REQUEST FOR DISCIPLINARY HEARING ............
SCHEDULING OF DISCIPLINARY HEARING ..........
HEARIP7G OFFICER , _, ,,,,,,
REPRESENTATI02d AT DISCIPLIMARY HEARING ......
BURDE27 OF PROOF AND EVIDENCE ................
CONDUCT OF DISCIPLINARY BEARItiG .............
HEARIPIG OFFICER' S DECISIOtI ..................
APPEAL OF HEARI27G OFFICER' S DECISION ........
REQUEST FOR APPEAL HEARING ............
REPRESENTATION AT APPEAL HEAItING ............
CITY COUt7CIL' S DECISION .....................
14 14
14 14
14 15
15 15
15 16
16 RULE XIV GRIEVANCE P•ROCEDURES ........................ 16 SECTION 1— PURPOSE OF GRIEVAMCE PROCEDURE .........:::.. 16 SECTION 2— l7ATTERS SUBJECT TO GRIEVANCE PROCEDURE . . 16 SECTIOt7 3— GENERAL PROCEDURES .......................... 17 SECTION 4— INFORMAL DISCUSSION OF GRIEVANCE ............ 17 SECTION 5— FOI2MAL GRIEVANCE PROCEDURE .................. 18 RULE XV MISCF'r.t.ax OUS PROCEDURES .................... 18 SECTIOtd 1— OUTSIDE F.i LOYMENT ........................... 18 SECTION 2— Et LOYMEt7: OF RELATIVES AND tfARRIED PEItSONS . 19 3—
a...,,,
r-.,. Page 392 of 443
I
CJW15- 1B
RULE I
DEFINITION OF TERMS
The following terms, whenever used in these
personnel rules, shall have the meanings set forth in
this rule.
SECTION 1- APPOINTING AUTHORITY: The city manager shall be the appointing authority.
SECTION 2- APPOINTMENT: The offer to an individual of a position in a classification.
SECTION 3- CLASSIFICATION: A position or positions assigned to the same job title.
SECTION 4- CLASSIFIED SERVICE: All classifications in the city service except those in the unclassified service.
SECTION 5- DAY: A calendar day.
SECTION 6- DEMOTION: A reduction in the pay rate of an
employee up to 15%.
SECTION 7- DEPARTMENT DIRECTOR: An individual having the responsibility of heading a city department.
SECTION. 8- DISCHARGE: The involuntary termination of an empl4yee for a legitimate reason for a disciplinary purpose.
SECTION 9- ELIGIBLE: An individual satisfactorily completing. the examination process for a classification and available for appointment.
SECTION 10 - EMPLOYEE: An individual compensated through the city payroll and assigned to a classification in the classified service.
SECTION 11 - EMPLOYNENT LIST: A listing of names of individuals e igible for appointment to a classification.
SECTION 12 - PAY RANGE: A level of pay established in the compensation plan.
SECTION 13 - PAY RATE: A specified dollar amount assigned to a merit step wit in a pay range.
1-
CJki15- 2B
SECTION 14 - PERSONNEL DIRECTOR: The city manager shall be the personnel director.
SECTION 15 - POSITION: The duties and responsibilities
assigned to an employee within a classification.
J
SECTION 16 - PREVAILING PAY RATE: The regular, hourly pay rate assigned to an employee.
SECTION 17 - PROMOTION: The appointment of an employee to a different classification with a higher pay rate.
SECTION 18 - REJECTION: The termination of a probationary employee or the assignment of a promotional appointee to a former classification during the probationary period.
SECTION 19 - REPRIMAND: A reprimand is a written criticism of an employee' s work per£ ormance and issued to an employee in accordance with administrative policies and procedures.
SECTION 20 - SENIORITY:
emp oyee o t e City.
SECTION 21 - SUSPENSION:
emp oyee rom emp oyment,
reason for a disciplinary
Total time employed as a full time
The temporary separation of an
without pay, for a legitimate
purpose.
SECTION 22. - TERMINATION: The separation of an employee from employment with the city.
SECTION 23 - TRANSFER: A transfer is the assignment of an employee from one position to another position in the same classification.
RULE ZI
ADMINISTRATIVE PROCEDURES
SECTION 1- PURPOSE OF PERSONNEL RULES: These personnel
rules establis the po icies and procedures for the administration. of the city' s personnel system. The personnel rules shall govern the employment relations between the city and only those employees occ pying positions in classifications in the classif= ed service. All employment relations matters contained in the personnel rules which are concerned with the merits, necessity and organization ot the city are not 2-
I nll J—JD
subject to the meet and confer
of the personnel rules impacts
of representation.
process unless the modification
on matters within the scope
SECTION 2- DELEGATION OF AUTHORITY: All duties, responsibilities, powers and authorities granted by the personnel rules to the city manager may be delegated to any subordinate employee at the discretion of the city manager.
SECTION 3- ADMINISTRATIVE ORDERS: The city manager has the exclusive authority to issue a ministrative orders to
implement these personnel rules.
SECTION 4- UNCLASSIFIED SERVICE: The unclassified service consists o t e o owing:
a) Elective officers;
b)
and agencies;
c)
d)
Individuals serving on boards, commissions,
Individuals performing services under contract;
City attorney;
e) Individuals performing services during a
declared emergency;
f) Individuals appointed to part- time or seasonal
classifications;
g) City manager;
h) Volunteers;
i) Individuals performing services on a temporary
basis.
SECTION 5- PERSONNEL FILES: Personnel files shall be
maintained by the city manager and kept in a secured place in the City Clerk' s office. The contents of personnel
files shall be confidential and shall be reviewed by others in accordance with administrative policies and procedures and applicable law.
SECTION 6- SEVERABILITY: In the event that any rule,
section, or subsection of these personnel rules shall be declared invalid by any court, or by any state or federal law or regulation, such determination shall not affect the 3-
r
CJW15- 4B
validity of the other rules, sections and subsections of these personnel rules.
RULE III
CLASSIFICATION PROCEDURES
SECTION 1- PREPARATION OF CLASSIFICATION PLAN: The
city manager shall be responsible for the preparation and maintenance of the classification plan. The classification plan shall contain a compilation of job specifications for classifications in the classified service. The classification plan shall be prepared and modified only after the city manager consults with any affected recognized employee
organization.
SECTION 2- ALLOCATION OF POSITIONS: The city manager shall a locate every position in the classified service to one of the classifications established by the classification plan and shall allocate all positions substantially similar to the same classification. Each department director shall promptly report to the personnel director any material
changes in the duties of any position so that the classification plan shall be current.
SECTION 3- CLASS SPECIFICATIONS: The classification plan shall consist of 7ob specifications which shall set forth a descriptive title, typical duties and responsibilities and the training, experience, and other qualifications necessary or desirable for the effective performance of each position within a classification.
1 RULE ZV
RECRUITMENT PROCEDIIRES
SECTION 1- ANNOUNCEMENT OF VACANCY: The city manager shall determine when a vacancy exists in a position. The city manager shall publicly announce a vacancy in a classification in the classified service for a reasonable time prior to the closing date for receipt of applications. The announcement shall specify the title and pay rate of the classification, examples of duties,- qualifications, and application procedures. 4-
1 CJW15- 5B
SECTION 2- APPLICATION PROCESS: Applicants shall prepare and submit their applications as prescribed in the announcement and shall sign the application under penalty of perjury.
SECTION 3 - DIS ICATION OF APPLICANTS:
manager may disquality any appli
process for a legitimate reason.
4 - INVESTIGATION:
pertorm pre- employment ( criminal tiacxgr
of Motor Vehicle investigations) on an
appointment with the written permission
the
The city
recruitment
The city manager will
ound an3 Department
applicant prior to
of the prospective
employee. Said investigation shall only be for pre- employment purposes.
RULE V
EXAMINATION PROCEDORES
SECTZON 1- NATURE OF EXAMINATION PROCESS: The examination process shall measure the relative abilities of the applicants to perform the duties and responsibilities of a particular classification and shall examine the qualifications of an applicant by a variety of inethods as determined by the city manager.
SECTION 2- OPEN AND CLOSED EXAMINATIONS: The personnel
director shall have the exclusive authority tc: determine whether an open or closed examination shall be conducted prior to the preparation of an employment list.
SECTION 3- ADMINISTRA:' ION OF EXAMINATIONS: The city
manager shall be responsible for the preparation of all examinations. The city manager may request assistance from other individuals regarding the administration, construction, and grading of examinations. The personnel director may change the location of an examination or postpone or cancel an examination upon the showing of a legitimate reason.
SECTION 4- GRADING OF EXAMINATIONS: The city manager may use any reasonable manner or method to grade the examinations.
The city manaqer shall determine the eligibility of applicants for appointment based upon the grades received during the examination process.
5-
1JW17- bB
SECTION 5- NOTICE AND REVIEW OF EXAMINATION RESULTS: The city manager shall notify each applicant of the results of the examination process. Applicants shall have the right to review their own examination papers in the presence of the city manager within five ( 5) days after the announcement of the examination results. The city manager shall have the exclusive authority to resolve any challenge to the examination process.
RULE VI
EMPLOYMENT LIST PROCEDURES
SECTION 1- PREPARATION OF EMPLOYMENT LIST: The city
manager shall prepare an employment list based on the
results of the examination process. The employment list shall contain the names of at least two ( 2) individuals more than the number of vacancies in the classification. The city manager may arrange the names on the employment list in any reasonable manner.
SECTION 2- DURATION OF EMPLOYMENT LIST: An employment
list shall be effective for one ( 1) year. The city manager may cancel an employment list at any time for a legitimate reason.
SECTION 3- REMOVAL OF NAMES FROM EMPLOYMENT LIST: The city manager has the exclusive authority to remove an individual' s name from an employment list for a legitimate reason.
RULE VII
APPOINTMENT PROCEDURES
SECTION 1- TYPES OF APPOINTMENT: The city manager has the exclusive authority to fill vacancies in the classified service. At the discretion of the city manager, vacancies shall be filled by demotion, re- employment, reinstatement, transfer, or appointment from an employment list. An
appointment shall not be effective until the individual reports for duty at the designated time.
SECTION 2- EVALUATION OF ELIGIBLES: When the app inting aut ority eci es to i
a vacancy by an appointment from
6-
CJW15- 7B
an employment list, the personnel director shall transmit the employment list to the department director for evaluation.
The department director shall review the names of the top eligibles for each vacancy. After the interview process, the department director shall recommend to the appointing authority, in writing, the name of an eligible to fill each vacancy. Th.e appointing authority may approve the recommendation of the department director, return the recommendation to the department director for further evaluation of the eligibles, or appoint an eligible from the employment list.
If the department director does not wish to make a selection from the top three eligibles, the department director may request the personnel director to authorize the creation of another eligibilty list.
SECTION 3- REEMPLOYMENT: Employees laid off or demoted in lieu of layoff may have their names placed on a reemployment list for their former classification. Such employees
may be offered the opportunity to be reappointed to their former classification only if a vacancy in such classification occurs within one ( 1) year of the effective date of their layoff or demotion in lieu of layoff.
SECTION 4- REINSTATEMENT: A former employee, with a
satisfactory employment record with the city, may be
reinstated, within one ( 1) year of the effective date of a resignation, to a vacant position in the same or comparable classification formerly occupied by the employee. The names of former employees approved for reinstatement shall be included by the city manager on the employment list for . their former classification.
1 SECTION 5- VOLUNTARY DEMOTION: _ Upon written request of an employee and with the approval of the city manager an employee may voluntarily demote to a different classification. A voluntarily demoted employee shall be assigned to the highest pay rate in the pay range for such employee' s new classification which is no more than the employee' s pay rate in effect immediately prior to such demotion.
RULE VIII
MEDICAL EVALUATION PROCEDURES
SECTION 1- PRE- APPOINTMENT MEDICAL EXAMINATION: Job
applicants for positions in the classified service may be 7-
rCJW15- 8B
required to be medically examined in order to determine their present ability to perform the position for which they are being considered. The examining physician shall be
selected by the city.
SECTION 2- DISCRETIONARY MEDICAL EVALUATION: The city
manager may require an employee to be medically examined.
The physician shall be selected by the city. Examinations shall be ordered to assure the employee' s ability to perform the duties of the employee' s classification, the safety of the employee, fellow employees or the public. If the
medical examination report concludes that the employee
cannot perform the duties of the employee' s classification, an employee will be placed on medical disability leave until the employee is able to return to work. The employee shall not return to work without written authorization from the physician chosen by the City. if the employee and the
employee' s physician do not agree with the results of the examination by the physician chosen by the city, the employee, his physician and the City will choose an independent third physician to do an examination of the employee.
All medical examinations that are required by the
city shall be at the city' s expense.
RULE IX
PERFORMANCE EVALUATION PROCEDURES
SECTION 1- PURPOSE OF PERFORMANCE EVALUATION: The employee' s supervisor shall be responsible for the evaluation of the work performance of an employee. The city manager may use the performance evaluation zeport to promote or train an employee or as a basis for disciplinary action. The evaluator shall use only job related factors to evaluate an employee' s work perf ormance.
SECTION 2- PREPARATION OF PERFORMANCE EVALUATION: A
prodationary empl
evaluated at leas
Probationary empl
evaluated six ( 6)
a classification
employee may also
of the city manag
employees immedia
oyee or promotional appointee shall be
t once during the probationary period.
oyees or promotional appointees shall be
months after acquiring permanent status in
and thereafter every six ( 6) months. An
be evaluated at any time at the disCretion
er. The city manager shall notify the
te supervisor at least ten ( 10) days prior
8-
CJW15- 9B
to due date of the evaluation.
SECTION 3- DISCUSSION OF PERFORMANCE EVALUATION: The
evaluator shall discuss the performance evaluation with the evaluated employee upon completion of the evaluation.
RULE X
PROBATIONARY PROCEDURES
SECTION 1- DURATION OF PROBATIONARY PERIOD: An employee appointed or promoted to a position in the classified service shall serve a probationary period of not less than six
6) months beginning on the effective date of appointment or promotion.
SECTION 2- REJECTION DURING PROBATIONARY PERIOD: During t e probationary period, the city manager may re7ect a
probationary employee or promotional appointee. A promotional appointee or probationary employee may. b.- r-ejected without a hearing or right of appeal within the city' s administrative process.
A promotional appointee shall be returned to the classification held prior to the promotion and shall assume the same pay rate held immediately prior to promotion. No new probationary period will be required of such employee.
SECTION 3- EXTENSION OF PROBATIONARY PERIOD: The city
manager may extend the probationary period up to an additional six ( 6) months. The city manager shall notify the employee of the extension of the probationary period, in writing, stating the reason for the extension, before the expiration of the probationary period.
SECTION 4 - ACT
manager must
10) working
period:
PROBATIONARY
taxe one of the following ac
days prior to the end o£ an
PERIOD: The city
tions at least ten
employee' s probationary
a) Affirm in writing that the services and
conduct of the employee have been found to be satisfactory and recommend that the employee be given permanent status. b) For new employees, terminate the services of
such employee.
CJW15- lOB
c) Extend the employee' s probationary period, as
provided herein.
d) For persons promoted, reinstate the employee
to the position held prior to the promotion.
RULE XI
TERMINATION PROCEDURES
SECTION 1- RESIGNATION: In order to resign in good standing, an employee s all in orm the city manager. in writing of the effective date of the resignation at least ten ( 10) working days in advance. This time Iimit may be waived, in writing, by the city manager. An employee absent from work without authorization for forty ( 40) consecutive working houzs or more, without presenting a written explanation to the
city manager as to the cause of the employees' s absence, shall be considered as having voluntarily resigned form the city service. The city manager shall have sole discretion to determine if the employee explanation shall not result in a voluntary resignation.
SECTION 2- LAYOFF: The city manager may lay off employees or demote employees in lieu of layoff. The city manager shall notify those employees to bc laid off at least thirty 30) working days prior to the effective date of any such layoff. When possible, the city manager shall demote
employees in lieu of layoff.
SECTION 3 - LAYOFF:
a) Whenever the city counsel determines that
employees are to be laid off due to curtailment of work, lack of funds, due to the abolition of a position, in the interest of economy or for other legitimate reasons, the city counsel may authorize the appointing authority to lay off or demote in lieu of layoff without disciplinary action and without right of appeal. The city manager shall notify those employees to be laid off at least thirty ( 30) calendar days prior to the effective date of any such layoff. An employee laid off or demoted in lieu of layoff shall not have the right to file a written charge and without the right to appeal.
b) Except as otherwise provided in this article,
whenever the city manager determines it is practical the employees shall be demoted in lieu of layoff.
10-
R,.. ....>. 3...,.,,•.. Page 402 of 443
CJW15- 11B
c) Permanent employees shall not be laid off until
all emergency, limited tenure, part- time, seasonal, and probationary employees in the same class have been separated from the city service. Except as otherwise provided in this section, the city manager shall first lay off employees with the least seniority. If the seniority of employees is comparable, the city manager shall consider merit factors in determining the order of layoff.
d) if an employee is demoted in lieu of layoff,
the city manager may assign the employee to the pay rate in the pay range for the class that least reduces the employee' s prevailing pay rate immediately prior to the demotion.
Employees will only be considered for a demotion in lieu of layoff if they have demonstrated their ability to perform the Iower job classification.
e) The city manager shall fill vacancies with all
certified elibiles on a re- employment list established for a class prior to appointing elibiles from any other list for that same class. Employees shall only be considered for vacancies for which they have demonstrated qualifications.
The name of any elibile on a re- employment list shall be removed by the city manager after two years of eligibility for appointment.
f) The city shall meet and confer with the recognized employees' association on the impact of any determination to lay off employees at least twenty ( 20) working days prior to the effective date of such layoff.
SECSION 4- RETIREMENT: An employee may retire in good
standing by separating from the city service in compliance with the provisions of any city approved retirement plan.
RULE XII
DISCIPLINARY PROCEDURES
SECTION 1- LEGITIMATE REASONS FOR DISCIPLINARY ACTION:
Discip inary action consists of the discharge, involuntary demotion or suspension of an employee. An employee shall not be discharged, involuntarily demoted or suspended except for a legitimate reason. A legitimate reason for disciplinary action may include but shall not be limited to the following:
11-
t
I
wl- 1[ a
a)
b)
c)
d)
Violation of administrative orders;
Failure to properly perform assigned duties;
Theft of city property;
Insubordination;
e) Conviction of a felony, or conviction of a
misdemeanor relating to the employee' s fitness to perform assigned duties;
f) Unauthorized absence from employment;
g) Tardiness;
h) Failure to maintain satisfactory working
relationships with other employees or the public;
i) Reporting for work, or being at work, under
the ,! nfluence of or in possession of alcohol, or nonprescribed controlled substances;
tion;
record;
j)
k)
1)
m)
n)
o)
P)
improper use of city funds;
Unauthorized use of city property;
Failure to properly care for city property;
Misstat.ement of material fact;
Failure to maintain any employment qualificawillful falsefication of any city report or Failure to comply with safety standards;
q) Other failure of good behavior either during
or outside of employment such that the employee' s conduct causes discredit to the city.
SECTION 2- DISCIPLINING AUTHORITY: The city manager or his designee shall have the responsibility to institute disciplinary action, to schedule and conduct any predisciplinary conference and to impose disciplinary action. 12-
CJW15- 13B
SECTION 3- NOTICE OF DISCIPLINE: Except as otherwise
provided in these personnel rules, prior to imposing any disciplinary action, the city manager shall notify the
employee in writing of the nature of the proposed disciplinary action and its proposed effective date, the reason for the proposed disciplinary action, any specific charges aqainst the employee, and of the employee' s right to receive copies of the written documents and materials upon which the
proposed disciplinary action is based, and of the employee' s right to respond to the charge, either orally or in writing.
SECTION 4- REPRESENTATION: If an employee requests or is required to meet with the city manager or any supervisor and such meeting involves the possible imposition of disciplinary action against the employee, the employee, upon request, shall be entitled to have one representative present at such meeting.
SECTION 5- EMERGENCY SUSPENSION: When the city manager
etermines t at an emp oyee s conduct threatens or has
caused injury to persons or property, or presents the possibility for additional misconduct, the city manager may impose a suspension against the employee, effective immediately, until a predisciplinary conference is conducted pursuant to the personnel rules. Within three ( 3) days of such emergency suspension, the city manager shall notify the employee, in writing, of the nature of any proposed disciplinary action, the reason for the disciplinary action, and of any specific tiarge against the employee, and of the employee' s right to eceive copies of the written documents and materials upon hich the disciplinary action is based, and of the employee' s right to respond to the charge, either orally or in writing.
The city manager, unless otherwise requested by the employee, shall conduct a disciplinary conference in not less than ten 10) days after the effective date of the emergency suspension.
The imposition of an emergency suspension against an employee does not preclude the city manager from proposing a more severe disciplinary action against such employee receiving an emergency suspension. The appeal rights of an employee receiving an emergency suspension shall be governed by the procedures provided for in these personnel rules for employees disciplined in a nonemergency situation.
SECTION 6 - R£ PRIMAND:
of an employee s work
employee in accordance
L
A reprimand is a written criticism
performance and may be issued to an
with administrative orders.
13-
f
i
CJW15- 14B
SECTION 7- ORAL WARNING: A private conference between an employee and the city manager oz his designee at which the employee is informed of a deficiency in performance or conduct and advised as to corrective action which should be taken to improve the performance or conduct in question. A confidential written = ecord. should be made of such a conference and a copy given to the employee. The written record will be included in the employee' s personnel file and may form the basis of disciiplinary action.
RULE XIII.
APPEAL PROCEDURES
SECTION 1- REQUEST FOR DZSCIPLINARY BEARZNG: Employees
shall have the right to appeal the imposition of disciplinary action. When an employee requests a disciplinary hearing, the request shall be in writinq, signed by the employee, and presented to the city manage= within ten Z10) days after the effective date of the impos_ tion of the disciplinary action..
Any such request shall be addressed to the city manager and shall identify the subject matter of the appeal, the grounds for the appeal, and the relief desired by the employee. Al1 disciplinary hearings shall be conducted in private unless the employee requests, in writing, a public hearing. If the employee fails to request a disciplinary hearing within the prescribed time, the employee shall have waived the right to a hearing and all rights to further appeal of the disciplinary action.
SECTION 2- SCHEDULING OF DISCIPLINARY HEARING: The city manager sha l sc edule any iscip inary earing within a
reasonable time after the filing of the employee' s request, consider.ing the availability of a hearing officer and the convenience of the employee and the witnesses.
SECTION 3- AEARING OFFICER: The city manager may be the hearing officer for a disciplinary hearing or the city
manager may designate any third party as the hearing officer. s: crtvd 4- xEPAESENTATION AT DISCIPLINARY HEARING: At the disciplinary hearing, the employee may appear personally and may be represented by counsel or other representative.
The employee and the city shall have the right to produce and confront witnesses, and to present any relevant oral or documentary evidence.
SECTION 5- BURDEN OF PROOF AND FVIDENCE: The city shall 14-
CJW15- 15B
have the burden of proof at the disciplinary hearing and sha21 be required to prove the charges against the employee by a preponderance of the evidence. The disciplinary
hearing shall not be conducted according to the technical rules of evidence.
SECTION 6- CONDUCT OF DISCIPLINARY HEARING: The conduct of the disciplinary hearing shall be under the control of the hearing officer with due regard for the rights and
privileges of the parties. The city manager shall promulgate reasonable rules and regulations governing the conduct of the disciplinary hearing. . The rules and regulations shall be available to employees. During the examination of a
witness, the hearing officer may exclude from the hearing, any and all other witnesses. The hearing officer shall have the power to issue subpoenas to compel the attendance of witnesses or the production of documents.
SECTION 7- HEARING OFFICER' S DECISION: Within a reasonable time after the isciplinary hearing, the hearing officer shall issue a written decision containing findings of fact and conclusions of law. The hearing officer shall have the authority to affirm, revoke or reduce the disciplinary
action imposed against the employee. Except as otherwise provided for in these personnel rules, the hearing officer' s decision constitutes a final resolution of any disciplinary action and no further appeal shall be permitted within the city' s administrative process.
SECTION 8- APPEAL OF HEARING OFFICER` S DECISION: If the disciplinary action reviewed by the hearing officer constitutes dis harge or a suspension of more than ten { 10) working days, the city or the employee may request an appeal hearing before the city council to review the hearing
officer' s decision. If the employee fails to request an appeal hearing within the prescribed time, the employee shall have waived the right to an appeal hearing and all rights to further appeal of the disciplinary action.
SECTION 9- REQUEST FOR APPEAL 9EARING: When an employee requests an appeal hearing, the request shall be in writing, signed by the employee and filed with the city council
within ten ( 10) working days after notification of the hearing officer' s decision. The appeal shall be addressed to the city council, and shall identify the decision appealed from, the grounds for the appeal and the relief requested by the employee. All appeal hearings shall be conducted in private unless the employee requests, in
writing, a public hearing. The city council shall schedule 15-
CJW15- 16B
and conduct any appeal hearing within fifteen ( 15) working days after the filing of the appeal.
SECTION 10 - REPRESENTATION AT APPEAL HEARING: At the
appeal hearing, the employee may appear personally and
may be represented by counsel or other representative.
The employee and the city shall have the right to present oral and written arguments to the city council.
SECTION 11 - CITY COUNCIL' S DECISION: The decision of the city council shall be in writing and contain findings of fact and conclusions of law within ten ( 10) working days following the hearing. The city council may affirm, revoke or reduce the decision of the hearing officer. The decision of the city council shall constitute a final resolution of any appealable disciplinary action.
SECTION 1
proce ure
concerning
the city.
a)
RULE XIV
GRIEVANCE PROCEDURES
PURPOSE OF GRIEVANCE PROCEDURE: The grievance
s a e use to reso ve emp oyee complaints
the express terms and conditions of employment with
The grievance procedure shall not be used for:
The resolution of any complaint concerning any
disciplinary action; or
b) The resolution of any complaint concerning any
aspect of the employment examination process;
SECTION 2- MATTERS SUBJECT TO GRIEVANCE PROCEDURE:
cedures
reprisal
Improper application of rules, regulations and proUnfair treatment, including coercion, restraint or Reduction in force action - layoff
Promotion procedures unfairly implemented
Discrimination because of race, religion, color,
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I:JlY1. 7 1/ B
creed, handicap or national origin
A violation of the specific terms of a memorandum of
understanding between the city and the recognized employees' 9roup
Any matter affecting an employee' s:
Working Schedule
Fringe Henefits
Holidays
Vacation
Sick Leave
Retirement
Performance Evaluation
Change in Classification or Salary
And other terms and conditions of employment.
ECTION 3 - GENERAL PROCEDURES:
a) Either party has
of a conferee or legal counsel
cedure.
the right to the representation
at any step in the grievance protb) Any grievance not filed or appealed to the next step within the specified time limts shall be deemed settled on the basis of the last decision, and not subject to further appeal or reconsideration. Hy mutual agreement and for good cause, rezsonable extensions of time may be given to either party in writing at any step in the grievance procedure.
c) An employee who has filed a grievance shall
suffer no discriminstion for filing the grievance.
d) The settlement of any specific complaints or
grievances shall not constitute a precedent for settlement of complaints or grievances, nor for the interpretation or application of any provision of this Memorandum of Understanding to other individua2s or cirrumstances.
SECTION 4- INFORMAL DISCUSSION OF GRIEVANCE:
17-
When an employee
zsfi: iE;,':( vk'ffAU..':.t Page 409 of 443
l
CJW15- 18B
has a grievance, the employee shall first informally discuss the matter with the employee' s immediate supervisor within seven ( 7) working days from the date of the incident or decision generating the grievance. if after a discussion with the immediate supervisor, the grievance has not been satisfactorily resolved, the employee shall have the right to informally discuss the grievance with the supervisor' s immediate superior. If after such a discussion, the grievance has not been satisfactorily resolved the employee shall have the right to file a formal grievance.
If an employee' s grievance is with his ar her
visor and feels it won' t get resolved at that
may proceed to the next step of the grievance
justification.
immediate superlevel he or she
procedure, with
SECTION 5- EORMAL GRIEVANCE PROCEDURE: The formal grievance sha 1 be used to resolve an employee s grievance not satisfactorily resolved by informal discussion. a) An employee shall have the right to present a
formal grievance, in writing, within seven (' rj
working days after the informal discussion of the
grievance with the immediate supervisor and the
immediate supervisor' s superior. All formal
grievances shall state the reasons for the
complaint and the employee' s suggested solution.
b) A forma. Z grievance shall be presented to the ; ity manager. When the employee presents a forma.
grievance to the city manager, the city manager
shall discuss the qrievance with the empl. oyee, or
the employee' s representative. Within fifteen
15) days after receipt of the formal grievance,
the city manager shall render a written decision
regarding its merits. The decision of the city
manager shall resolve the grievance and no
further review of the subject matter of the
grievance shall be permitted within the city' s
administrative process.
RULE XV
MISCELLANEOUS PROCEDURES
SECTION 1- EMPLOYMENT OF RELATIVES AND MARRIED PERSONS: No husban and wi e; ather, son, or daughter; mot er, sor. or daughter shall be employed in the same municipal department. 18-
City Council Agenda Report
Agenda Item No. 7.e.
DATE: December 2, 2025
TO: Honorable Mayor and Members of the City Council
APPROVED BY: Rene Salas, City Manager
SUBMITTED BY: George Lopez, Community Development Analyst SUBJECT: CONSIDERATION AND APPROVAL OF RESOLUTION NO.
25-106, APPROVING ACCEPTANCE OF FUNDS FROM THE
CALIFORNIA DEPARTMENT OF JUSTICE (DOJ),TOBACCO
GRANT PROGRAM FOR FY 2025-26
SUMMARY: The California Department of Justice (DOJ) Tobacco Grant Program provides support for enforcement and educational activities to identify illegal tobacco vendors and retailers throughout the City to establish compliance with tobacco laws and ordinances to limit access and sales of tobacco-related products to minors. The City was awarded $291,235 in Tobacco Grant.
RECOMMENDED ACTION: Staff recommends City Council:
1. Adopt Resolution No. 25-106, accepting the DOJ Tobacco Grant; and
2. Authorize the City Manager to execute any and all documents necessary to further the award acceptance and compliance with the terms of the grant.
FISCAL/FINANCIAL IMPACT: The $291,235 Tobacco Grant is planned to be used for additional staff time needed to identify tobacco vendors and retailers throughout the City to establish compliance with tobacco laws and ordinances to limit access and sales of tobacco-related products to minors.
DISCUSSION: The California Department of Justice (DOJ) Tobacco Grant Program provides support for enforcement and educational activities to identify illegal tobacco vendors and retailers throughout the City to establish compliance with tobacco laws and ordinances to limit access and sales of tobacco-related products to minors.
Important Provisions Outlined Below:
1. Enforcement Activities: Authorized retailers only activities that target retailers for illegal sales/marketing of tobacco products were approved. It is expected that the flavor ban will be enforced within one or more enforcement activities. Unauthorized
use: community or school patrols, or other enforcement actions related to tobacco use and possession, are not permitted.
2. Education Activities: Authorized use: Retailer and/or officer educational activities on tobacco laws and ordinances, if included, are authorized as noted below.
Unauthorized use: School or community education efforts, including media campaigns, are not permitted as part of this award. All educational efforts should be directed to retailers and/or officers.
3. Removed Personnel or Other Items: If specific personnel or other items were removed and not funded, they cannot be reinstated during the grant term.
4. Reduced Line Items: If a specific line item was reduced, the intention was to not fully fund it or the activities it represents.
5. Mileage/Fuel: If a specific line item was reduced, the intention was to not fully fund it or the activities it represents.
6. Equipment: All equipment items must be purchased during the first year of the project as noted in the Budget Detail. Their award is intended to support project goals and be used to support grant activities throughout the grant term.
Planned Spending Outlined Below:
• The first year DOJ budget details are for 1 Project Coordinator ($45,240), Youth Liaison ($17,160), and Code Enforcement Officers Overtime ($33,009). • The second year DOJ budget details are for 1 Project Coordinator ($45,240), Youth Liaison ($17,160), and Code Enforcement Officers Overtime ($34,647). • The third year DOJ budget details are for to 1 Project Coordinator ($45,240), Youth Liaison ($17,160), and Code Enforcement Officers Overtime ($36,379).
Goals and Activities Outlined Below:
Retail Inspections Summary:
• Each year, 31 tobacco retailers will be inspected to ensure compliance with local, state, and federal tobacco regulations, especially those protecting minors. Code Enforcement Officers and WCLA staff will identify and investigate vendors, conduct youth and adult purchase assessments, inspect advertising and sales practices, and document all findings. Follow-up inspections will be scheduled based on the results.
Retailer Education Summary:
• Each year, 31 retailers will receive educational materials, 16 will receive on-site education, and 16 will participate in grantee-provided educational classes, which are part of a diversion program. The City and WCLA will conduct one-on-one educational sessions to explain local, state, and federal tobacco laws, focusing on tobacco, e-cigarettes, and vaping. Through presentations and Q&A, retailers will learn how compliance supports public health, particularly in communities facing higher rates of poverty and health issues like asthma and heart disease. Followup training will be provided for non-compliant retailers, and the project will also host positive engagement events for retailers in good standing, including
opportunities to meet City leaders and discuss business and community development.
Enforcement Officer Education Summary:
• Each year, two Code Enforcement Officers will receive training on local, state, and federal tobacco laws to strengthen the division’s enforcement capabilities. WCLA staff will provide instruction on best practices and applicable regulations, supported by resources from the Public Health Law Center. Additional backup staff will also be prepared through this training effort. Over the 36-month period, this initiative will expand access to educational materials and tools for tobacco vendors and retailers, and increase their awareness of relevant laws through quarterly oneon-one education meetings.
New Task Force Summary:
• The City and WCLA will create a diverse task force to support tobacco enforcement, education, and prevention, using expanded social media outreach and leadership development to strengthen community engagement. WCLA will guide communication efforts and train emerging leaders to address evolving tobacco industry tactics. Code Enforcement Officers, WCLA staff, and a Youth Liaison will conduct youth and adult purchase assessments, inspections, and retailer education sessions to fulfill the project’s scope of work.
Staff recommends City Council:
1. Adopt Resolution No. 25-106, accepting the DOJ Tobacco Grant.
2. Authorize the City Manager to execute any and all documents necessary to further the award acceptance and compliance with the terms of the grant.
Staff report prepared by: George Lopez Community Development Analyst.
ATTACHMENT(S):
A. Award Letter
B. Summary of Award 25-26
C. 2025-26 LOI Template
D. Copy of South El Monte City of_ Budget Detail 25-26
E. Resolution 25-106
Rob Bonta
Attorney General
DIVISION OF OPERATIONS
OFFICE OF FISCAL SERVICES
GRANT SERVICES BRANCH
TOBACCO GRANT PROGRAM
P.O. Box 160187
Sacramento, CA 95816-0187
E-Mail Address: [email protected]
November 20, 2025
Rene Salas, City Manager
South El Monte, City of
1415 Santa Anita Ave
South El Monte, CA 91733
Re: Tobacco Grant Award Notification Fiscal Year 2025-26 (RFP: DOJ-PROP56-2025-26-1) Dear: Rene Salas
Congratulations! On behalf of the California Department of Justice (DOJ), Tobacco Grant Program, I am pleased to inform you that your agency’s grant application for the fiscal year 2025-26 grant cycle has been approved for grant funds authorized under the California Healthcare, Research and Prevention Tobacco Tax Act of 2016. The total amount of your agency’s grant award is $291,235 under Award # DOJ-PROP56-2025-26-1-057.
The Tobacco Grant Program award process is highly competitive, and for the 2025-26 grant cycle, the Department received approximately $50 million in requests. As noted in the application materials, grant funding prioritized support for local retailer enforcement including prosecution and task force collaboration. Consequently, some awards were approved with modifications to align with these funding priorities and because of limited funds. Attached is a Summary of the Award and Budget Detail outlining the funding provided along with any modifications applied.
To accept the 2025-26 grant award, please complete and return a signed copy of your Letter of Intent (see template and instructions attached) by email within 15 calendar days of the date of this letter. This letter will affirm one of the following:
1. Your agency will seek a resolution from the governing body to accept the award (if your agency has a governing body)
2. Your agency has a governing body but does not require a resolution to accept the award, OR
3. No governing body exists and therefore no resolution is required.
Please email the signed Letter of Intent as noted above to [email protected] with the subject line including the name of your agency: “FY 25-26_Letter of Intent_South El
ATTACHMENT A
November 20, 2025
Monte, City of.” Upon receipt of this information, DOJ will provide your agency with additional documents for execution/use (e.g., Memorandum of Understanding, Governing Body Resolution template, Grantee Handbook, etc.). These documents will contain more information about the process for reimbursement and other important details. Activities for reimbursement under this grant may commence on or after the date of this letter, depending upon your selected start date.
Should you have any questions regarding this letter or the required follow up information, please email [email protected].
Sincerely,
JENNIFER IVERY JOHNSON
Manager, Grant Services Branch
For ROB BONTA
Attorney General
Attachments:
Letter of Intent
Summary of Award
Budget Detail
Tobacco Grant Program
GRANT SERVICES BRANCH – LOCAL
ASSISTANCE
DIVISION OF OPERATIONS
11/19/2025 Page 1 of 4
ATTACHMENT B
TOBACCO GRANT SUMMARY OF AWARD
DOJ-PROP56-2025-26-1-057
SOUTH EL MONTE, CITY OF
This Summary of Award document will be used by the Tobacco Grant Program when determining whether an activity or expense claimed was approved for funding and is reimbursable. Activities other than those presented here may not be reimbursable. A Grant Modification may be necessary for material deviations. Please consult with your Grant Program Officer before engaging in any activity beyond this scope or if you have questions about the scope of the activities and budget allowability.
By signing the Memorandum of Understanding, your agency agrees to the commitments outlined below and this document becomes part of the Grant Agreement.
AWARD SUMMARY
Award Amount: $291,235 Requested Amount: $291,235
Removed from Award: None Reduced Line Items: None
Other Changes or Stipulations:
IMPORTANT PROVISIONS FOR ALL GRANTEES
I. Enforcement Activities
a. Authorized - If enforcement activities were proposed, only activities that target retailers for illegal sales/marketing of tobacco products were approved. It is expected that the flavor ban will be enforced within one or more enforcement activities. b. Unauthorized - Community or school patrols, or other enforcement actions related to tobacco use and possession, are not permitted.
II. Educational Activities
a. Authorized – Retailer and/or officer educational activities on tobacco laws and ordinances, if included, are authorized as noted below. b. Unauthorized – School or community education efforts, including media campaigns, are not permitted as part of this award. All educational efforts should be directed to retailers and/or officers.
III. Removed Personnel or Other Items
11/19/2025 Page 2 of 4
a. If specific personnel or other items were removed and not funded, they cannot be reinstated during the grant term.
IV. Reduced Line Items
a. If a specific line item was reduced, the intention was to not fully fund it or the activities it represents.
V. Mileage/Fuel
a. Budgets that include mileage or fuel were amended to include both together in one line item for flexibility and the type of backup documentation available. Mileage is limited to the state rate in effect at the time of travel.
VI. Equipment
a. All equipment items must be purchased during the first year of the project as noted on the Budget Detail. Their awarding is intended to support project goals and be used to support grant activities throughout the grant term.
Please reference the Tobacco Grant Program Grantee Handbook for more information regarding allowable costs.
GOALS AND ACTIVITIES
Retail Inspections
• Per year, 31 retailers will be inspected.
• Additional details regarding these inspections:
o Code Enforcement Officers and WCLA staff will identify and investigate tobacco vendors/retailers throughout the City to establish compliance with local, state, and federal tobacco ordinances to limit access and sales of tobacco related products to minors. Code Enforcement Officers and WCLA will conduct youth and adult purchase assessment, inspection, check advertising locations, and sales. All inspections will be documented, reviewed and scheduled for post-inspection.
Minor Decoy Operations – Not Applicable
Shoulder Tap Operations – Not Applicable
Undercover Buys – Not Applicable
Retailer Education
• Per year, 31 retailers will receive educational materials. • Per year, 16 retailers will receive on-site education. • Per year, 16 retailers will participate in grantee-provided educational classes. • Classes ARE part of a diversion program.
• Additional details regarding these retailer education activities:
o The City and WCLA will sponsor one-on-one tobacco vendor/retailer educational meetings. Together, City and WCLA staff will prepare the educational materials and deliver the presentation to participants. The participants, through question-and-answer sessions with the aid of educational materials, will learn about the purpose, objectives
11/19/2025 Page 3 of 4
and goals of local, state, and federal tobacco ordinances that address tobacco smoking, e-cigarettes, and vaping. Moreover, participants will gain a better understanding how their compliance to tobacco related ordinances can help reduce the public health burden upon the youth and their families, especially in communities already experiencing a higher rate of poverty, asthma, and heart disease relative to communities in Los Angeles County and the State. WCLA and the City will conduct, as necessary, follow-up training to retailers out of compliance. Also, the project team will organize and host events for retailers in good standing. For example, retailers and vendors can meet with City leaders to share ideas on business development and community building.
Enforcement Officer Education
• Per year, 2 enforcement officers will receive education about tobacco laws and ordinances. • Additional details regarding these officer education activities:
o The goal is to increase the Code Enforcement Division's ability to enforce local, state ordinances and federal law. 2 Code Enforcement Officers will be trained; the intention is to train back-up staff. WCLA staff will deliver appropriate training to Code Enforcement, which includes best practices and local, state and federal law. Resources will be provided by the Public Health Law Center. Also, this effort will increase vendors and retailers of tobacco related products access to educational resources and training tools.
This effort will raise vendors and retailers' awareness of local, state, and federal tobacco ordinances through the delivery of quarterly one-on-one quarterly education meetings over a 36-month period.
Prosecution – Not Applicable
Task Force
New Task Force. Grantee will conduct the following activities related to this task force:
• The City and the WCLA will establish a diverse task force to aid enforcement, education, and prevention activities. The task force will be instrumental in the campaign to broaden and foster diverse support for the project. From 2010 to the present the percentage self-identifying Asian residents has increased from 11% to 20% (U.S. Census 2020). The City, with WCLA's focus on leadership development and grass roots organizing experience, is integral to an inclusive tobacco education and enforcement project. The project will use social media to expand outreach and tobacco education to residents, stakeholder groups, business and community partners, and civic leaders. In addition to traditional social media tools, such as Facebook, Instagram, PSA's, and the City's website. WCLA will oversee the implementation of emerging communication and outreach tools. The WCLA will provide leadership development training to increase and sustain community engagement and create opportunities for emerging community leaders to implement evidence-based tactics and strategies in response to the tobacco industry's change in marketing tactics.
11/19/2025 Page 4 of 4
Other Activities
• Code Enforcement Officers and WCLA will conduct youth and adult purchase assessment, inspection, check advertising locations, and sales. The Youth Liaison plays a key role in the implementation of the Youth Adult Purchase Assessments, one on one retailer educational sessions and virtual training. They will assist the Project Coordinator with Youth Adult Purchase Assessments, one on one retailer educational sessions and virtual training. They will serve as the youth lead and will work with Code Enforcement and other contract staff to complete the program's scope of work.
PARTNERING AGENCIES
Based upon the proposal submitted and any subsequent modifications approved by DOJ, the following agencies are expected to partner with and support the activities and fulfillment of goals referenced above:
• LAC+USC Medical Center Foundation/Wellness Center
The LAC+USC Medical Center Foundation/Wellness Center, as a partner with the City's Code Enforcement Division, will serve the following roles and es and responsibilities: participate in partnership with the City of South El Monte's Code Enforcement Division in the following specific roles and responsibilities: * Project Coordination * Provide Youth Liaison * Code Enforcement Education and Training * Task Force Coordination * Retailer Education and compliance Measures * Youth Adult Purchase Assessment
Please notify your Grant Program Officer of any proposed changes to partnering agencies, particularly if they are included within your budget.
Tobacco Grant Program
Grant Services Branch – Local
Assistance
Division of Operations
CALIFORNIA DEPARTMENT OF JUSTICE • P.O. BOX 160187 • SACRAMENTO, CALIFORNIA 95816-0187
ATTACHMENT C
Tobacco Grant Program – Letter of Intent
The purpose of the Letter of Intent (LOI) is to notify the Department of Justice (DOJ) of an agency’s intention to accept the grant award from the Tobacco Grant Program. The LOI must be returned to the DOJ within 15 calendar days of the date of the Award Letter. Further documents and next steps will be provided upon return of this LOI.
The following are instructions for drafting the LOI utilizing the template below:
• The LOI must be on agency letterhead of the awarded agency. • Complete all fields indicated by [ ].
• Check one of the affirming statements as indicated in the body of the letter. • Sign and complete the contact fields as indicated under the closing of the letter. • Email this letter to [email protected].
[Date]
Department of Justice
Division of Operations
Tobacco Grant Program
P.O. Box 160187
Sacramento, CA 95816-0187
Re: Letter of Intent to Accept Tobacco Grant Program Award (Fiscal Year 2025-26) Dear Tobacco Grant Program Specialist:
Please accept this letter as indicative of our agency’s intent to accept the Tobacco Grant Program award of $[insert grant amount] for the 2025-26 grant cycle. The agency intends to accept the conditions specified in the Summary of Award and Budget Detail documents sent with the award letter.
In addition, on behalf of the agency, I affirm the following (please check one):
[ ] The agency will seek a resolution from its governing body to accept the award. [ ] The agency has a governing body but is not required to seek a resolution from it in order to accept this award.
CALIFORNIA DEPARTMENT OF JUSTICE OFFICE OF THE ATTORNEY GENERAL [ ] The agency does not have a governing body and therefore does not require a resolution to accept the award.
Sincerely,
[Signature]
[Name]
[Title]
[Phone Number]
[Email Address]
DOJ-PROP56-2025-26-1-057 ATTACHMENT D
TOBACCO GRANT BUDGET DETAIL
AWARD BUDGET
Costs Per Fiscal Year (July 1 - June 30)
A. Personnel Services
Salaries
Classification/Positions Computation FY 2025-26 FY 2026-27 FY 2027-28 FY 2028-29 TOTALS Project Coordinator $ 45,240 $ 45,240 $ 45,240 $ - $ 135,720 Youth Liaison $ 17,160 $ 17,160 $ 17,160 $ - $ 51,480
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
SUBTOTAL $ 62,400 $ 62,400 $ 62,400 $ - $ 187,200
Overtime
Classification/Positions Computation FY 2025-26 FY 2026-27 FY 2027-28 FY 2028-29 TOTALS Code Enforcement Officers $ 33,009 $ 34,647 $ 36,379 $ - $ 104,035 $ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
SUBTOTAL $ 33,009 $ 34,647 $ 36,379 $ - $ 104,035
Benefits
Classification/Positions Computation FY 2025-26 FY 2026-27 FY 2027-28 FY 2028-29 TOTALS NONE $ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
SUBTOTAL $ - $ - $ - $ - $ -
TOTAL PERSONNEL SERVICES $ 95,409 $ 97,047 $ 98,779 $ - $ 291,235 AGENCY: CITY OF SOUTH EL MONTE
DOJ-PROP56-2025-26-1-057 ATTACHMENT D
TOBACCO GRANT BUDGET DETAIL
AWARD BUDGET
B. Operating Expenses and Equipment
Equipment (Tangible items with a PER-UNIT cost of $5,000 or more) Description Computation FY 2025-26 FY 2026-27 FY 2027-28 FY 2028-29 TOTALS NONE $ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
SUBTOTAL $ - $ - $ - $ - $ -
Other Expenses (Excludes Equipment and Travel/Training) Description Computation FY 2025-26 FY 2026-27 FY 2027-28 FY 2028-29 TOTALS NONE $ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
SUBTOTAL $ - $ - $ - $ - $ -
Travel Expenses/Registration Fees*
Description and Destination Computation FY 2025-26 FY 2026-27 FY 2027-28 FY 2028-29 TOTALS NONE $ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
$ - $ - $ - $ - $ -
*For approved tobacco related training and travel only. Travel cannot exceed current state rates.
SUBTOTAL $ - $ - $ - $ - $ -
TOTAL OPERATING EXPENSES AND EQUIPMENT $ - $ - $ - $ - $ - C. Administrative Costs*
Description Enter Desired Percentage (up to 5%) FY 2025-26 FY 2026-27 FY 2027-28 FY 2028-29 TOTAL Administrative Costs 0.0% $ - $ - $ - $ - $ -
*Administrative costs must not exceed 5% of the total budget for Sections A & B. TOTAL $ - $ - $ - $ - $ - AGENCY: CITY OF SOUTH EL MONTE
DOJ-PROP56-2025-26-1-057 ATTACHMENT D
TOBACCO GRANT BUDGET DETAIL
AWARD BUDGET
SUMMARY
Budget Category FY 2025-26 FY 2026-27 FY 2027-28 FY 2028-29 Total Request A. Personnel Services $ 95,409 $ 97,047 $ 98,779 $ - $ 291,235 B. Operating Expenses and Equipment $ - $ - $ - $ - $ - C. Administrative Costs $ - $ - $ - $ - $ -
TOTAL PROJECT COSTS $ 95,409 $ 97,047 $ 98,779 $ - $ 291,235 AGENCY: CITY OF SOUTH EL MONTE
ATTACHMENT E
RESOLUTION NO. 25-106
A RESOLUTION OF THE SOUTH EL MONTE CITY COUNCIL
APPROVING THE DEPARTMENT OF JUSTICE, TOBACCO
GRANT PROGRAM AWARD IN THE AMOUNT OF $291,235.
WHEREAS, the City of South El Monte (the “City”) desires to participate in the California Department of Justice (DOJ), Tobacco Grant Program; and WHEREAS, the City will use the funds over a three year period for additional personnel; and
WHEREAS, the City will commit to the outlines on the agreement WHEREAS, the City will follow the funding allocation goals and activities
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SOUTH EL MONTE DOES HEREBY RESOLVE, DETERMINE AND ORDER AS FOLLOWS:
SECTION 1. The City shall accept the award from the California Department of Justice (DOJ), Tobacco Grant Program
SECTION 2. The City Manager shall execute the Agreement on behalf of the City.
SECTION 3. The City Clerk shall certify to the adoption of this Resolution.
PASSED, APPROVED AND ADOPTED this 2nd day of December 2025.
_____________________________
Gloria Olmos, Mayor
ATTEST:
_________________________
Adrian Garcia, MMC, City Clerk
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) SS:
CITY OF SOUTH EL MONTE )
I, Adrian Garcia, City Clerk of the City of South El Monte, hereby certify that the foregoing Resolution, being Resolution No. 25-106 was passed and approved by the City Council of the City of South El Monte at a regular meeting of said Council held on the 2nd day of December 2025, and that said Resolution was adopted by the following vote:
AYES: Councilmember(s):
NOES: Councilmember(s):
ABSENT: Councilmember(s):
ABSTAIN: Councilmember(s):
________________________________
Adrian Garcia, MMC, City Clerk
City Council Agenda Report
Agenda Item No. 9.a.
DATE: December 2, 2025
TO: Honorable Mayor and Members of the City Council
APPROVED BY: Rene Salas, City Manager
SUBMITTED BY: Adrian Garcia, MMC, City Clerk
SUBJECT: SELECTION OF MAYOR PRO TEM
SUMMARY: The City Council will consider appointing a Mayor Pro Tem from among its members. The term of office shall be one year, or until the City Council selects a successor.
RECOMMENDED ACTION: Staff recommends City Council select a Mayor Pro Tem from among its members for a term of one year.
FISCAL/FINANCIAL IMPACT: None.
DISCUSSION: Per Section 2.16.050 of the South El Monte Municipal Code, the council shall, by a majority vote of its membership, select a Mayor Pro Tem within the one-month period following each general election. The term of office of the Mayor Pro Tem shall be one year, or until the council selects a successor. The Mayor Pro Tem has all of the powers and duties of the Mayor if the Mayor is absent or unable to act.
ATTACHMENT(S):
A. Listing of Vice Mayor Mayor Pro Tem Terms 2004 - Present
CITY OF SOUTH EL MONTE
LISTING OF MAYOR/VICE MAYOR
MAYOR/MAYOR PRO TEM
2004 TO PRESENT
March 23, 2004
Mayor Blanca M. Figueroa
Vice Mayor Luis “Louie” Aguinaga
November 30, 2005
Mayor Blanca M. Figueroa
Vice Mayor Joseph J. Gonzales
July 12, 2006
Mayor Blanca M. Figueroa
Mayor Pro Tem Angelica R. Garcia
November 27, 2007
Mayor Blanca M. Figueroa
Mayor Pro Tem Hector Delgado
November 12, 2008
Mayor Blanca M. Figueroa
Mayor Pro Tem Luis “Louie” Aguinaga
December 8, 2009
Mayor Luis “Louie” Aguinaga
Mayor Pro Tem Joseph J. Gonzales
December 14, 2010
Mayor Luis “Louie” Aguinaga
Mayor Pro Tem Hector Delgado
December 13, 2011
Mayor Luis “Louie” Aguinaga
Mayor Pro Tem Willhans A. Ili
December 11, 2012
Mayor Luis “Louie” Aguinaga
Mayor Pro Tem Angelica R. Garcia
December 10, 2013
Mayor Luis “Louie” Aguinaga
Mayor Pro Tem Joseph J. Gonzales
January 13, 2015
Mayor Luis “Louie” Aguinaga
Mayor Pro Tem Hector Delgado
January 12, 2016
Mayor Luis “Louie” Aguinaga
Mayor Pro Tem Gloria Olmos
August 9, 2016
Mayor Luis “Louie Aguinaga - Resigned
August 9, 2016
Mayor Pro Tem Gloria Olmos
January 10, 2017
Mayor Pro Tem Gloria Olmos
March 7, 2017
Mayor Gloria Olmos
April 11, 2017
Mayor Gloria Olmos
Mayor Pro Tem Angelica R. Garcia
December 12, 2017
Mayor Gloria Olmos
Mayor Pro Tem Richard Angel
January 8, 2019
Mayor Gloria Olmos
Mayor Pro Tem Manuel Acosta
January 14, 2020
Mayor Gloria Olmos
Mayor Pro Tem Gracie Retamoza
January 12, 2021
Mayor Gloria Olmos
Mayor Pro Tem Richard Angel
January 11, 2022
Mayor Gloria Olmos
Mayor Pro Tem Manuel Acosta
January 10, 2023
Mayor Gloria Olmos
Mayor Pro Tem Richard Angel
January 9, 2024
Mayor Gloria Olmos
Mayor Pro Tem Rudy Bojorquez
City Council Agenda Report
Agenda Item No. 9.b.
DATE: December 2, 2025
TO: Honorable Mayor and Members of the City Council
APPROVED BY: Rene Salas, City Manager
SUBMITTED BY: Adrian Garcia, MMC, City Clerk
SUBJECT: CONSIDERATION AND APPROVAL OF APPOINTMENT/REAPPOINTMENT OF REPRESENTATIVE TO THE GREATER
LOS ANGELES COUNTY VECTOR CONTROL DISTRICT
BOARD OF TRUSTEES
SUMMARY: Staff is requesting appointment.
RECOMMENDED ACTION: Staff is requesting reappointing Trustee Delgado or appointing a new trustee for a two (2) or four (4) Year Term.
FISCAL/FINANCIAL IMPACT: None.
DISCUSSION: The term of office for Trustee Hector Delgado as a member of the Board of Trustees of the Greater Los Angeles County Vector Control District ("District") will expire on January 5, 2026. Pursuant to Section 2024 of the State Health and Safety Code (SHSC) governing the dates of term of office of members appointed to the Board of Trustees, the City Council may consider reappointing Trustee Delgado or appointing a new trustee for a two (2) or four (4) year term of office, commencing on the first Monday of January 2026.
Representatives are expected to attend the District’s general board meetings held monthly on the 2nd Thursday of the month.
ATTACHMENT(S):
A. Greater LA County Vector Control District Board of Trustees Appointment
City Council Agenda Report
Agenda Item No. 9.c.
DATE: December 2, 2025
TO: Honorable Mayor and Members of the City Council
APPROVED BY: Rene Salas, City Manager
SUBMITTED BY: Ariana De La Cruz, Director of Community Services SUBJECT: CONSIDERATION AND APPROVAL OF THE CITY'S 2026
SPECIAL EVENTS CALENDAR
SUMMARY: The City's 2026 Special Events Calendar includes recommended dates, times, and locations for the City-sponsored events held by the Community Services Department. All scheduled events are subject to modifications, date changes, and/or cancelations
RECOMMENDED ACTION: Staff recommends City Council discuss and approve the proposed City's 2026 Special Calendar with the following changes:
1. The proposed 2026 Night Market Series; and
2. The proposed Fourth of July Celebration event; and
3. The proposed National Day of Prayer event; and
4. The proposed State of the City event; and
5. The proposed Women and Girls Empowerment Brunch; and
6. The proposed Meet and Greet with the South El Monte Special Assignment Officers.
FISCAL/FINANCIAL IMPACT: Funding for the events scheduled from January 1, 2026, to June 30, 2026, is included in the City's approved Fiscal Year ("FY") 2025/2026 Special Events, Night Market, and Senior Services budget in the projected amount of $120,000.00. The events scheduled between July 1, 2026, and December 31, 2026, will be discussed during budget sessions for FY 2026/2027.
DISCUSSION: In 2025, the City hosted approximately 38 City Special Events and 19 Senior Services Luncheons. The Community Services Department strives to provide safe and successful events that invite community engagement in City facilities, streets, and parks. The department partners with community members and agencies to promote information, sponsorship opportunities, and resources. The City’s 2026 Special Events Calendar includes the City-sponsored events and senior services luncheons. Staff proposes the following changes to selected events that differ from the traditional dates
and locations:
2026 Night Market Series
The Night Market series are held on Santa Anita Avenue from 6:00 p.m. to 9:30 p.m. The Night Markets feature a live band performance, over 40 vendors, a beer garden sponsored by a local youth sports organizations, and activities for all members of the community.
In 2025, the City Council approved hosting ten Night Markets throughout the year, two in the spring, six (6) in the summer, and two (2) in the fall. However, due to competing community programs and activities such as back-to-school night and youth sports, there was a noticeable decrease in attendance in the last two (2) Night Markets held in the fall.
Staff recommends removing the two (2) fall night markets and direct the resources to other events.
The proposed 2026 Night Market series is as follows:
Spring Night Market Events
April 2, 2026
May 7, 2026
Summer Night Market Events
June 12, 2026
June 25, 2026
July 16, 2026
July 30, 2026
August 13, 2026
August 20, 2026
*Night Markets held in June and July will feature live viewing of the FIFA World Cup during broadcasting hours.
Fourth of July Celebration
In 2025, the City Council approved hosting two (2) events, the Firework Festival held on July 3, 2025, featuring the live firework show at South El Monte High School and the 4th of July Celebration on July 4, 2025 with its traditional planned festivities at New Temple Park.
For 2026, staff were able to secure a live firework show on July 4, 2026. With the firework show confirmed, the City can host a one-day event on Saturday, July 4, 2026 with the traditional festivities and conclude the night with a live firework show. Please find the details below of the proposed event:
2026 Proposed 4th of July Celebration
Date: Saturday, July 4, 2026
Locations: South El Monte High School (“SEMHS”)
Time: 5:30 p.m. to 9:30 p.m.
Activities:
- SEMHS: Band Performance, Kids Fun Zone, Live Firework Show, and Food Vendors - 4th of July Boxing Show will be held at the South El Monte Community Center from 1:00
p.m. to 4:00 p.m.
State of the City
The State of the City address is an annual presentation reporting on past year’s accomplishments, outlines future plans, and challenges, and foster community engagement and transparency by sharing progress on economic development, public safety, infrastructure, and other key initiatives. The event invites the local business community to sponsor a table at the selected venue. All proceeds are allocated into the City scholarships account and distributed to students attending schools in the City.
In the efforts of creating an inclusive event, City staff is recommending the participation of all city council members and Department Directors to discuss city accomplishments. We would also include our School District partners to provide updates on school projects.
National Day of Prayer
The National Day of Pray event is held on the first Thursday of May. The observation calls on members of the community to pray for the United States, the State of California, and the City of South El Monte. Community leaders guide event attendees through prayers for first responders, armed forces, local businesses, churches, education and overall health.
In the efforts of creating an inclusive event, staff is recommending that a greater variety of dominations be invited to give community prayers and have all City Council Members speak as part of introductions.
Women’s Empowerment Event
On September 27, 2025 the City, in collaboration with the Women and Girls Commissioners, hosted the 3rd annual Women and Girls Empowerment Brunch. This is an annual event that supports, empowers, and motivates attendees through guest speakers sharing challenges and triumphs in today’s diverse world. All in attendance receive a complimentary brunch, promotional item, and event shirt. With the great success and growth of the event, City staff along with the Women’s and Girls Empowerment Commission are proposing changes to the event. The recommendation is to change the concept of a brunch to an “evening of empowerment.” The proposed details for the events are as follows:
Women and Girls Evening of Empowerment
Date: Friday, April 24, 2026
Time: 5:00 p.m. to 8:00 p.m.
Location: Senior Center
Target Audience: High school students and women
Meet and Greet with the South El Monte Special Assignment Officers The Meet and Greet with the South El Monte Special Assignment Officers provides an opportunity for members of the community to meet the South El Monte Sheriffs team, ask questions, and provide feedback on the public safety issues. The events are set up
throughout the City of South El Monte, visiting different neighborhoods while a complimentary meal for all in attendance. The proposed details for the events are as followed:
Meeting Dates: Quarterly
Time: 6:00 p.m. to 7:00 p.m.
Locations: Throughout the City of South El Monte
World Cup Viewing Events
In the summer of 2026, the United States along with Canada and Mexico, will be hosting the FIFA World Cup. In celebration, the City will be converting the Kruse property into a viewing hub where members of the community can watch live soccer matches.
Throughout the World Cup tournament, the hub will be open daily, featuring live matches, a beer garden, food vendors, and play areas for children. The proposed World Cup Viewing events are as follows:
Date: June 11, 2026 to July 19, 2026
Location: Kruse Property
Times: will vary based on broadcasting
Activities:
- Live Viewing of World Cup Tournament
- Food Vendors
- Beer Garden
- Children’s Play Zone
The proposed changes and updates to the City’s 2026 Special Events Calendar were presented and approved by the Community Services Commission meeting on October 14, 2025. With the approval of the Community Services Commission, staff is seeking input and approval from the City Council for the City’s 2026 Special Events Calendar.
ATTACHMENT(S):
A. Proposed City of South El Monte 2026 Special Events Calendar
ATTACHMENT A
City of South El Monte 2026 Special Events Calendar
Date Day Special Event Location Time
First Saturday of the
month between March
and October
• Special Dates:
July 11th and
September 12th
Saturday Community Bike Rides Community Center Meeting Time: 8:30 a.m.
Departure: 9:00 a.m. to
11:00 a.m.
February 11, 2026 Wednesday Valentine’s Day Luncheon Community Center 10:00 a.m. to 2:30 p.m.
February 25, 2026 Wednesday Lunar New Year Community Center 10:00 a.m. to 12:30 p.m.
February 28, 2026 Thursday Women & Girls
Empowerment Brunch
Senior Center/ Community
Center
9:00 a.m. to 2:00 p.m.
March 14, 2026 Saturday Baby Pageant Community Center 10:30 a.m. to 12:00 p.m.
March 16, 2026 Monday St. Patrick’s Day Luncheon Senior Center 10:00 a.m. to 12:30p.m.
March 19, 2026 Thursday State of The City TBD 10:00 a.m. to 1:00 p.m.
April 1, 2026 Wednesday Easter Luncheon Senior Center 10:00 a.m. to 12:30 p.m.
April 4, 2026 Saturday Easter Pancake Breakfast Shively Park 10:00 a.m. to 1:00 p.m.
April 16, 2026 Thursday April Night Market Kruse Property 6:00 p.m. to 9:30 p.m.
April 22, 2026 Wednesday Senior Center Volunteer
Dinner
Senior Center 4:30 p.m. to 7:30 p.m.
April 24, 2026 Friday Women and Girls Evening
of Empowerment
Senior Center 5:00 p.m. to 8:00 p.m.
May 5, 2026 Tuesday Cinco De Mayo Luncheon Community Center 10:00 a.m. to 2:30 p.m.
May 7, 2026 Thursday National Day of Prayer Community Center 10:00 a.m. to 12:00 p.m.
ATTACHMENT A
May 7, 2026 Thursday Cinco De Mayo Night
Market
Kruse Property 6:00 p.m. to 9:30 p.m.
May 8, 2026 Friday Mother’s Day Luncheon Community Center 10:00 a.m. to 2:30 p.m.
May 25, 2026 Monday Memorial Day Ceremony City Hall Front Lawn 11:00 a.m. to 1:00 p.m.
May 27, 2025 Wednesday Deputy Day New Temple Park 9:00 a.m. to 12:00 p.m.
June 10, 2026 Wednesday Father’s Day Luncheon Community Center 10:00 a.m. to 2:30 p.m.
June 11, 2026 Thursday 1
st Summer Night Market Kruse Property 6:00 p.m. to 9:30 p.m.
June 18, 2026 Thursday 1
st Movie in the Park Mary Van Dyke Park 7:00 p.m. to 9:30 p.m.
June 25, 2026 Thursday 2
nd Summer Night Market Kruse Property 6:00 p.m. to 9:30 p.m.
July 1, 2026 Wednesday July 4th Luncheon Senior Center 11:15 p.m. to 2:30 p.m.
July 4, 2026 Saturday Fourth of July Celebration South El Monte High School 5:30 p.m. to 9:00 p.m.
July 16, 2026 Thursday 3
rd Summer Night Market
Concert
Kruse Property 6:00 p.m. to 9:30 p.m.
July 22, 2026 Wednesday City Anniversary Luncheon Community Center 10:00 a.m. to 2:30 p.m.
July 23, 2026 Thursday 2
nd Movie in the Park Mary Van Dyke Park 7:00 p.m. to 9:30 p.m.
July 30, 2026 Thursday 4
th Summer Night Market
Concert City Anniversary
Celebration
Kruse Property 6:00 p.m. to 9:00 p.m.
August 6, 2026 Thursday National Night Out & 3rd
Movie in the Park
Mary Van Dyke Park NNO 5:00 p.m. to 8:00
p.m.
Movie: 8:00 p.m. to 9:30
p.m.
August 13, 2026 Thursday 5
th Summer Night Market
Concert
Kruse Property 6:00 p.m. to 9:30 p.m.
ATTACHMENT A
August 20, 2026 Thursday 6
th Summer Night Market
Concert/ Fire Station
Recognition
Kruse Property 6:00 p.m. to 9:30 p.m.
August 26, 2026 Wednesday Senior Prom Community Center 10:00 a.m. to 2:30 p.m.
September 9, 2026 Wednesday Grandparent’s Day
Luncheon
Community Center 8:30 a.m. to 2:30 p.m.
September 10, 2026 Thursday 9/11 Memorial Ceremony Community Center Gym 11:00 a.m. to 12:00 p.m.
September 16, 2026 Wednesday Mexican Independence
Day Luncheon
Community Center 10:00 a.m. to 2:30 p.m.
October 14, 2026 Wednesday Senior Services Rodeo Senior Center 4:00 p.m. to 7:30 p.m.
October 15, 2026 Thursday Walk to End Domestic
Violence
City Hall Front Lawn 6:00 p.m. to 8:30 p.m.
October 30, 2026 Friday Halloween Luncheon Community Center 10:00 a.m. to 2:30 p.m.
October 31, 2026 Saturday Halloween Spooktacular Shively Park 6:00 p.m. to 9:00 p.m.
November 9, 2026 Monday Veterans Day Luncheon Senior Center 10:00 a.m. to 12:30 p.m.
November 11, 2026 Wednesday Veterans Day Ceremony City Hall Front Lawn 11:00 a.m. to 1:00 p.m.
November 12, 2026 Thursday Harvard Day Academy Community Center 9:00 a.m. to 2:00 p.m.
November 21, 2026 Saturday Turkey Dash 5k and 1k
Trot
City Hall Parking Lot 8:30 a.m. to 10:30 a.m.
November 23, 2026 Monday Thanksgiving Luncheon Community Center 10:00 a.m. to 12:30 p.m.
November 24, 2026 Tuesday Thanksgiving Turkey
Distribution Drive Thru
Community Center Parking
Lot
10:00 a.m. to 3:00 p.m.
December 3, 2026 Thursday Tree Lighting Ceremony City Hall Front Lawn 6:00 p.m. to 8:30 p.m.
December 12, 2026 Saturday Christmas Wish Toy
Giveaway
Community Center 11:00 a.m. to 6:00 p.m.
December 14th -16th
M/T/W Santa Coming to Town Around City 6:00 p.m. to 7:00 p.m.
December 21, 2026 Monday Christmas Luncheon Community Center 10:00 a.m. to 12:30 p.m.
ATTACHMENT A
December 28, 2026 Monday New Year’s Luncheon Community Center 11:15 a.m. to 2:30 p.m. *Calendar Dates, Locations, & Times Subject to Change.
City Council Agenda Report
Agenda Item No. 12.a.
DATE: December 2, 2025
TO: Honorable Mayor and Members of the City Council
APPROVED BY: Rene Salas, City Manager
SUBMITTED BY:
SUBJECT: COUNCILMEMBER MANUEL ACOSTA
Donate $10,000 to Marian Outreach at Epiphany Church in South El Monte
Discussion/Action: Marian Outreach serves between 70 to 80 families, comprising of more than 260 individuals, with weekly food distribution within the South El Monte community. Given current economic conditions and the present uncertainty of government programs, food insecurity is keenly felt by our families. Lately, there has been a surge of more families coming to their door for assistance. A $10,000 donation will help them continue serving our families in need. Marian Outreach is a 501(c)3 non-profit corporation.
SUMMARY:
RECOMMENDED ACTION:
FISCAL/FINANCIAL IMPACT:
DISCUSSION:
ATTACHMENT(S):
None