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Item No. 23
CITY OF TEMECULA
AGENDA REPORT
TO: City Manager/City Council
FROM: Patrick Thomas, Director of Public Works/City Engineer DATE: June 14, 2022
SUBJECT: Receive and File Additional Temporary Street Closures for 2022 Summerfest Events
PREPARED BY: Anissa Sharp, Office Specialist II
Nick Minicilli, Senior Traffic Engineer
RECOMMENDATION: That the City Council receive and file the temporary closure of certain streets for the following 2022 Summerfest Events:
HIGH HOPES SUMMER CONCERT
STUFF THE BUS EVENT
VEGAN DISTRICT FOOD FAIR
BACKGROUND: Three additional special events have been added to the Summerfest lineup. They are scheduled between July 2022 and August 2022 and necessitate the physical closure of all or portions of certain streets within the Old Town area. These closures are necessary for event operation as well as to protect participants and viewers.
The three events and associated street closures are as follows:
1) HIGH HOPES SUMMER CONCERT — July 111
The High Hopes Summer Concert event will be held Friday, July 1st in the Town Square. The street closures scheduled are shown below:
Main Street
3:00 p.m. on Friday, July 1st
from the easterly driveway edge of
to
28636 Old Town Front Street
9:00 p.m. on Friday, July lst
at Be Good Restaurant to Mercedes Street
3:00 p.m. on Friday, July Pt
Mercedes Street
to
Third Street to Fourth Street
9:00 p.m. on Friday, July lst
Street closures for the High Hopes Summer Concert event are shown on Exhibit "A" attached hereto.
2) STUFF THE BUS EVENT — July 23,d
The Stuff the Bus event will be held Saturday, July 23rd in the Town Square. The street closures scheduled are shown below:
Main Street
3:00 p.m. on Friday, July 22nd
from the easterly driveway edge of
to
28636 Old Town Front Street
11:00 p.m. on Saturday, July 23rd
at Be Good Restaurant to Mercedes Street
3:00 p.m. on Friday, July 22nd
Mercedes Street
to
Third Street to Fourth Street
11:00 p.m. on Saturday, July 23rd
Street closures for the Stuff the Bus event are shown on Exhibit "A" attached hereto. 3) VEGAN DISTRICT FOOD FAIR — August 20th
The Vegan District Food Fair will be held Saturday, August 20`h in the Town Square. The street closures scheduled are shown below:
Main Street
7:00 a.m. on Saturday, August 20th
from the easterly driveway edge of
to
28636 Old Town Front Street
10:00 p.m. on Saturday, August 20th
at Be Good Restaurant to Mercedes Street
7:00 a.m. on Saturday, August 20th
Mercedes Street
to
Third Street to Fourth Street
10:00 p.m. on Saturday, August 20th
Street closures for the Vegan District Food Fair are shown on Exhibit "A" attached hereto.
Street closures are allowed by the California Vehicle Code upon approval by the local governing body for certain conditions. Under Vehicle Code Section 21101, "Regulation of Highways," local authorities, for those highways under their jurisdiction, may adopt rules and regulations by ordinance or resolution for, among other instances, "temporary closing a portion of any street for celebrations, parades, local special events, and other purposes, when, in the opinion of local authorities having jurisdiction, the closing is necessary for the safety and protection of persons
who are to use that portion of the street during the temporary closing." Chapter 12.12 of the Temecula Municipal Code, Parades and Special Events, provides standards and procedures for special events on public streets, highways, sidewalks, or public right of way and authorizes the City Council or City Manager to temporarily close streets, or portions of streets, for these events.
FISCAL IMPACT: The costs of police services, as well as services provided by the City Public Works Maintenance Division (for providing, placing, and retrieving of necessary warning and advisory devices), are appropriately budgeted within the City's operating budget.
ATTACHMENTS: Exhibit A — Summerfest Road Closures 2022
Exhibit A
Summerfest Road Closures 2022
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Item No. 24
ACTION MINUTES
TEMECULA COMMUNITY SERVICES DISTRICT MEETING
COUNCIL CHAMBERS
41000 MAIN STREET
TEMECULA, CALIFORNIA
MAY 24, 2022
CALL TO ORDER at 6:44 PM: President James Stewart
ROLL CALL: Alexander, Edwards, Rahn, Schwank, Stewart
CSD PUBLIC COMMENTS -None
CSD CONSENT CALENDAR
Unless otherwise indicated below, the following pertains to all items on the Consent Calendar.
Approved the Staff Recommendation (5-0): Motion by Edwards, Second by Rahn. The vote reflected unanimous approval.
21. Approve Action Minutes of May 10, 2022
Recommendation: That the City Council approve the action minutes of May 10, 2022.
22. Set Public Hearing to Approve TCSD Proposed Rates and Charges for Fiscal Year 2022-23 Recommendation: That the Board of Directors adopt a resolution entitled:
RESOLUTION NO. CSD 2022-03
A RESOLUTION OF THE BOARD OF DIRECTORS OF THE
TEMECULA COMMUNITY SERVICES DISTRICT OF THE CITY
OF TEMECULA ACKNOWLEDGING THE FILING OF A REPORT
WITH RESPECT TO THE PROPOSED RATES AND CHARGES FOR
FISCAL YEAR 2022-23 AND SETTING A TIME AND PLACE FOR
A PUBLIC HEARING IN CONNECTION THEREWITH
CSD DIRECTOR OF COMMUNITY SERVICES REPORT
CSD GENERAL MANAGER REPORT
CSD BOARD OF DIRECTORS REPORTS
CSD ADJOURNMENT
At 6:58 PM, the Community Services District meeting was formally adjourned to Tuesday, June 14, 2022 at 4:30 PM for a Closed Session, with a regular session commencing at 6:00 PM, City Council Chambers, 41000 Main Street, Temecula, California.
James Stewart, President
ATTEST:
Randi Johl, Secretary
[SEAL]
Item No . 25
TEMECULA COMMUNITY SERVICES DISTRICT
AGENDA REPORT
TO: General Manager/Board of Directors
FROM: Erica Russo, Director of Community Services
DATE: June 14, 2022
SUBJECT: Approve the Artworks Selected by the Members of the Utility Box Art Project Selection Committee
PREPARED BY: Tracy Frick, Community Services Manager
RECOMMENDATION: That the Board of Directors approve the artworks selected by the members of the Utility Box Art Project Selection Committee to be reproduced on vinyl and wrapped on Old Town Temecula Utility Boxes.
BACKGROUND: On October 27, 2020, staff presented a Public Arts Roadmap, which included a Utility Box Art Program to the Arts & Cultural Affairs Subcommittee (Edwards/Schwank). The presentation recommended a program of utility box wraps compatible with the use of Public Art funds and would provide opportunities for working with local artists.
The subcommittee directed staff to move forward with exploring options for the Utility Box Public Art program. Staff successfully researched ownership and obtained permissions and quotes to vinyl wrap up to 17 utility boxes throughout Old Town Temecula. Staff also received approval on March 22, 2022 from the Arts & Cultural Affairs Subcommittee to move forward with the Call for Artists and the creation of the Utility Box Art Project Selection Committee.
The Call for Artists was released to the community on April 11, 2022 with a broad theme of "Temecula" and a submission deadline of May 6, 2022 at 5pm. The art selection committee was provided anonymous digital copies (artist name redacted to ensure fairness), selection criteria, and ranking sheets for all art submissions on May 11 th for advanced review. After this review, art selection committee members met on May 25th, 2022, and selected 17 entries and 2 alternates.
The Art Selection Committee included
A. Nine (9) voting members:
a. Mayor ProTem, and Arts & Cultural Affairs Subcommittee Member Zak Schwank b. City Council and Arts & Cultural Affairs Subcommittee Member Maryann Edwards
c. Temecula Community Services Commission Chair Kathryn Sizemore d. Old Town Local Review Board Chair Ross Jackson
e. Planning Commission Chair Gary Watts
f. Public Traffic Safety Commission Commissioner Bradley Sullivan g. Race, Equity, Diversity, and Inclusion Commission Chair Denyse Wilson h. Bonnie Martland, Temecula Valley Museum, Inc. Board President, and former Arts Teacher at TVUSD
i. Tony Moramarco, owner Bigfoot Graphics and Art Instructor B. Three (3) non -voting members:
a. Bea Barnett, Community Services Superintendent
b. Tracy Frick, Project Manager and Community Services Manager c. Isabel Aguilera, Project Coordinator and Community Services Recreation Leader The Art Selection Committee selected the attached art for digital reproduction and installation on 17 Utility Boxes in Old Town Temecula in July 2022. Once approved by Council, staff will initiate the installation of the selected artwork.
FISCAL IMPACT: The fiscal impact of $21,400 has been budgeted as part of the Annual Operating Budget.
ATTACHMENTS: Seventeen pieces of Artwork and two alternate pieces
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Artist # 21
All Things Temecula
A nod to some of the things representative of Temecula that have taken root in this area (shown via the branched oak tree) and what it's known for, which include: Wine and the grape vineyards, Old West history, hot air ballooning, golfing, beautiful rolling vistas and wonderful sunset views and climates.
Artist # 9
Iconic Temecula, 2022
This piece was inspired by the unique history and culture of Temecula. My family came here in 1989 and I have watched the valley flourish from a few housing tracts to a bustling city.
The icons shown are personal reminders of how this city has shaped my life, from going to the Rod Run and Duck Pond as a child, to relaxing at the wineries and raising my kids here as an adult. I hope to share these memories with both visitors and locals.
Artist # 3
Living on the Rainbow
When I first visited Temecula I thought it was one of the best towns I had ever seen (growing up in Los Angeles). Now that I have been lucky enough to spend the best years of my life here I feel like I'm living on a rainbow and Temecula is the pot of gold!
Artist # 24
Temeculand!
My inspiration for this piece came from theme park maps. As a Disneyland passholder for over 20 years, I remember a cast member handing me the map when I entered the park as a child and the excitement it gave me... the anticipation of all the fun things we would do at the park that day. I remember clutching it and referencing it everywhere we went throughout the day. Though, most of all I appreciated the art that went into making them. They tend to throw traditional art methods like perspective and scale out the window. I did a deep dive into theme park maps from across the county in preparation for this piece, taking inspiration from many.
When creating this piece, I wanted to do something that would highlight all the fun things there are to do in the city of Temecula. Things that appeal to people of all ages while still appealing to the theme park aesthetic. I was able to turn Old Town into an old western theme town, the duck pond became a photo op at the heart of the park (much like Cinderella's castle), for commerce/souvenirs I included the Temecula Mall (the greatest mall in the County), Ronald Reagan Memorial Park became a land for skating and water fun, and, of course, we have hot air balloon rides.
While not directly a part of Temecula, I did include major draws to the area, using Pechanga to create Casino Run on the edge of the park and an exit (much like the one found at Galaxy's edge) that leads to another world of adventure... Wine Country.
I tried to keep everything in the general layout of the actual City. Now, there isn't a lot to do on the northwest side of town except for the commercial buildings and the DMV, which is why I created the Teenage Test Track. Since my teenagers and all the others in the area head that way to test for their driver's licenses, this was a perfect opportunity to include Temecula's own Autopia of sorts.
The style of this piece is something I use in many of my personal pieces which I have come to call Simply Complicated. While no one part of this piece is anything special, all the tiny line art and details come together to make a much more thoughtful and complicated piece that catches the eye from far away but draws people into piece to admire all the tiny details.
Artist # 23
Temeculuck
When I think of Temecula, I think of the duck pond, and a diverse and unique community. With these ideas in mind, I set out to create a piece with a diverse paddling of brightly colored ducks. I believe that it will bring a fun pop of color to the area and people passing by will enjoy looking at all the different ducks! One version is text free, while the other version spells out "Temecula" with the silhouettes of more ducks. I call it "Temeculuck."
Artist # 63
Haven Avenue
Temecula Valley boasts many attractions to be enjoyed by residents and visitors. In thinking beyond the wineries and the balloon festival for which it is well known, I decided on the lesser -known Rose Haven Heritage Garden, situated off Jedediah Smith Road, a 3.4 acre private garden, open to the public and maintained by the Temecula valley Rose Society. Temecula Valley is highly suited to the cultivation of roses as it provides a climate conducive to their growth and development. Parties and celebrations as well as individual contemplation and meditation are invited here. I've enjoyed this garden experience several times with my daughter and also with her family. It truly offers an avenue to have a protracted experience, much like a haven would offer. Sharing this idea in a painting seemed a good fit for me.
And so, I've chosen this beautiful garden, or collection of garden experiences really, as my inspiration. It was hard to decide on just one area in this varied expanse of vistas. This painting in acrylics depicts the fence at the edge of the property near the entrance, with a view of the mountains so typical of Temecula, which give it its ideal valley climate, and a selection of roses that are somewhat representative of the exceptional variety of floral treasurers within.
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Artist # 58
The Merc
I remember the merc from my first days in Temecula when it had wonderful antiques for sale. Now The Merc is a venue for ticket sales to the theater right next door and a small intimate spot for music concerts: Jazz, Country, you name it!
Artist # 64
Mountain Lion
Roaming all of the southwest & Temecula.
Artist # 12
It's Pouring
This is a reformat of an original acrylic painting of pouring wine bottles into glasses on an abstract background. I feel that is captures the light of the Temecula valley and fits with my mid century meets modern aesthetic. I try to capture energy in my work whether the subject be inanimate or not.
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California Poppies
After a rare rainy winter our local hills are covered with beautiful California poppies, and once you see them in full bloom you will never forget them. Even in dry years you can see them in spring popping up here and there along our hiking trails and even occasional working their way through cracks in pavement.
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Artist # 7
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Rose Haven
I have often thought of the many hands that have cultivated immense beauty at the Rose Haven in Temecula. I have seen people wandering and lingering, smelling the flowers, capturing the beauty on their cameras, and celebrating life by being there with a friend. The Rose Haven has been like a welcomed hug when I needed to be still and shed some tears. This vibrant garden has inspired dreams and helped me to see different perspectives The art piece was to express gratitude to those with dirt under their nails, a sun hat on, and a desire to tend to the growth and blooms at the Rose Haven.
Artist # 59
Red Neckerchief
This grizzly wizened mustachioed cowboy has experience showing his face. The neckerchief, an important part of the clothing worn by working cowboys stands out prominently.
Artist # 45
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Vail Ranch, Bringing in Cattle
Vail Ranch was a large sprawling working ranch. Cowboys came from many other places to work there.
Artist # 14
Digital Vineyard Sunset Scene
Represents the beautiful Temecula Valley and it's glorious Balloons and grapevines. Image created on Pad and tweaked in Photoshop
Item No . 26
TEMECULA COMMUNITY SERVICES DISTRICT
AGENDA REPORT
TO: General Manager/Board of Directors
FROM: Erica Russo, Director of Community Services
DATE: June 14, 2022
SUBJECT: Approve Non -Exclusive Entertainment Services Agreement with TNT Entertainment Group, LLC for Entertainment and Technical Services PREPARED BY: Dawn Adamiak, Community Services Superintendent RECOMMENDATION: That the Board of Directors approve a non-exclusive entertainment services agreement with TNT Entertainment Group, LLC for entertainment and technical services.
BACKGROUND: TNT Entertainment Group, LLC, has been providing high quality entertainment and technical services at signature special events, activities, and programs for over five years. They have provided entertainment and technical services to signature events such as, New Year's Eve Grape Drop, Patriotic Salute to Veterans, and the annual Halloween Family Carnival. The owners and staff are reliable, professional, and work well with performers, musicians, and City staff. Staff recommends approving the two-year agreement for entertainment and technical services.
FISCAL IMPACT: The total Fiscal Impact is not to exceed $200,000 for the two-year term of the agreement. Funding was requested in the annual operating budget process.
ATTACHMENTS: Agreement
NON-EXCLUSIVE
ENTERTAINMENT SERVICES AGREEMENT BETWEEN
TEMECULA COMMUNITY SERVICES DISTRICT AND
TNT ENTERTAINMENT GROUP, LLC
ENTERTAINMENT AND TECHNICAL SERVICES
THIS AGREEMENT is made and effective as of June 14, 2022, between the Temecula Community Services District, a community services district (hereinafter referred to as "City"), and TNT Entertainment Group, LLC, an S Corporation (hereinafter referred to as "Entertainer"). In consideration of the mutual covenants and conditions set forth herein, the parties agree as follows:
TERM
This Agreement shall commence on June 14, 2022, and shall remain and continue in effect until tasks described herein are completed, but in no event later than June 30, 2024, unless sooner terminated pursuant to the provisions of this Agreement.
The City may, upon mutual agreement, extend the contract for one (1) additional one (1) year term. In no event shall the contract be extended beyond June 30, 2025.
If Agreement is extended beyond the original term, the Agreement price shall be adjusted at the beginning of each fiscal year in accordance with the changes in the Consumer Price Index (CPI) for all Urban Consumers for the Riverside -San Bernardino -Ontario Core Based Statistical Area using the most recently published month annual percentage change.
2. SERVICES
Entertainer shall perform the services and tasks described and set forth in Exhibit A, attached hereto and incorporated herein as though set forth in full. Entertainer shall complete the tasks according to the schedule of performance which is also set forth in Exhibit A.
3. PERFORMANCE
Entertainer shall faithfully and competently exercise the ordinary skill and competence of members of their profession. Entertainer shall employ all generally accepted standards and practices utilized by persons engaged in providing similar services as are required of Entertainer hereunder in meeting its obligations under this Agreement.
4. LOCATION AND REALIABILITY OF PERFORMANCE
The date, time, and location of Entertainers performance shall be determined at the time of City's request for "Event Price Quote/Agreement". All entertainment shall be provided within City limits. Time and reliability are of the essence in this Agreement.
5. PAYMENT
a. The City agrees to pay Entertainer in accordance with the payment rates and terms and the schedule of payment as set forth in Exhibit B, Payment Rates and Schedule, 08/06/2021
attached hereto and incorporated herein by this reference as though set forth in full, based upon actual time spent on the above tasks. Any terms in Exhibit B, other than the payment rates and schedule of payment, are null and void. This amount shall not exceed Two Hundred Thousand Dollars and No Cents ($200,000.00) for the total term of this agreement unless additional payment is approved as provided in this Agreement.
b. Entertainer will submit invoices for actual services performed. Payment shall be made within thirty (30) days of receipt of each invoice as to all non -disputed fees. If the City disputes any of Entertainer's fees, it shall give written notice to Entertainer within thirty (30) days of receipt of an invoice of any disputed fees set forth on the invoice. For all reimbursements authorized by this Agreement, Entertainer shall provide receipts on all reimbursable expenses in excess of fifty dollars ($50) in such form as approved by the Director of Finance.
6. NON-EXCLUSIVE AGREEMENT
Entertainer understands this is a non-exclusive Agreement between the City and Entertainer and no guarantee of work or cost as outlined in Sections 2 and 5 is given or implied.
7. EQUIPMENT/MATERIALS
Entertainer(s) shall provide their own sound equipment and any other special equipment and materials that are required for the performance unless other arrangements are made in writing and approved with the City prior to the performance. Sound equipment shall be adequate for the size of the anticipated audience and location of the performance. The City reserves the right to inspect all equipment and/or materials being used for any performance.
8. USE OF COPYRIGHTED MATERIAL
The Entertainer shall be fully responsible for paying any legally required royalties of fees for the use by the Entertainer of copyrighted material and shall comply at all times with all applicable copyright laws.
9. ASSIGNMENT
The Entertainer shall not assign the performance of this Agreement, nor any part thereof, nor any monies due hereunder, without prior written consent of the City. Upon termination of this Agreement, Entertainers sole compensation shall be payment for actual services performed up to, and including, the date of termination or as may be otherwise agreed to in writing between the City and Entertainer.
10. SUSPENSION, TERMINATION, OR CANCELLATION OF PERFORMANCE
AND AGREEMENT WITHOUT CAUSE
a. A performance may be cancelled, terminated, or suspended at any time, with or without cause, at the sole discretion of the General Manager or his delegate without default or breach of this Agreement by the City. The City may also at any time, for any reason, with or without cause suspend or terminate this Agreement, or any portion hereof, by serving upon the Entertainer at least ten (10) days prior written notice. Upon receipt of said notice, the Entertainer shall immediately cease all work under this Agreement, unless the notice provides otherwise. If the City suspends or terminates this Agreement, or a portion of this Agreement, such suspension or termination shall not make void or invalidate the remainder of this Agreement. 08/06/2021
b. In the event this Agreement is terminated pursuant to this Section, the City shall pay to Entertainer the actual value of the work performed up to the time of termination, provided that the work performed is of value to the City. Upon termination of the Agreement pursuant to this Section, the Entertainer will submit an invoice to the City, pursuant to Section entitled "PAYMENT" herein.
11. DEFAULT OF ENTERTAINER
a. The Entertainer's failure to comply with the provisions of this Agreement shall constitute a default. In the event that Entertainer is in default for cause under the terms of this Agreement, City shall have no obligation or duty to continue compensating Entertainer for any work performed after the date of default and can terminate this Agreement immediately by written notice to the Entertainer. If such failure by the Entertainer to make progress in the performance of work hereunder arises out of causes beyond the Entertainer's control, and without fault or negligence of the Entertainer, it shall not be considered a default. b. If the General Manager or his delegate determines that the Entertainer is in default in the performance of any of the terms or conditions of this Agreement, it shall serve the Entertainer with written notice of the default. The Entertainer shall have ten (10) days after service upon it of said notice in which to cure the default by rendering a satisfactory performance. In the event that the Entertainer fails to cure its default within such period of time, the City shall have the right, notwithstanding any other provision of this Agreement, to terminate this Agreement without further notice and without prejudice to any other remedy to which it may be entitled at law, in equity or under this Agreement.
12. INDEMNIFICATION
The Entertainer agrees to defend, indemnify, protect and hold harmless the City of Temecula, Temecula Community Services District, and/or the Successor Agency to the Temecula Redevelopment Agency, its officers, officials, employees and volunteers from and against any and all claims, demands, losses, defense costs or expenses, including attorney fees and expert witness fees, or liability of any kind or nature which the City of Temecula, Temecula Community Services District, and/or the Successor Agency to the Temecula Redevelopment Agency, its officers, agents, employees or volunteers may sustain or incur or which may be imposed upon them for injury to or death of persons, or damage to property arising out of Entertainer's negligent or wrongful acts or omissions arising out of or in any way related to the performance or non- performance of this Agreement, excepting only liability arising out of the negligence of the City of Temecula, Temecula Community Services District, and/or the Successor Agency to the Temecula Redevelopment Agency.
13. INSURANCE REQUIREMENTS
Entertainer shall procure and maintain for the duration of the contract insurance against claims for injuries to persons or damages to property, which may arise from or in connection with the performance of the work hereunder by the Entertainer, its agents, representatives, or employees.
a. Minimum Scope of Insurance. Coverage shall be at least as broad as:
CG 00 01 11 85 or 88.
1) Insurance Services Office Commercial General Liability form No. 08/06/2021
2) Insurance Services Office Business Auto Coverage form CA 00 01 06 92 covering Automobile Liability, code 1 (any auto). If the Entertainer owns no automobiles, a non -owned auto endorsement to the General Liability policy described above is acceptable. 3) Worker's Compensation insurance as required by the State of California and Employer's Liability Insurance. If the Entertainer has no employees while performing under this Agreement, worker's compensation insurance is not required, but Entertainer shall execute a declaration that it has no employees. b. Minimum Limits of Insurance. Entertainer shall maintain limits no less than:
1) General Liability: One million ($1,000,000) per occurrence for bodily injury, personal injury and property damage. If Commercial General Liability Insurance or other form with a general aggregate limit is used, either the general aggregate limit shall apply separately to this project/location or the general aggregate limit shall be twice the required occurrence limit.
2) Automobile Liability: One million ($1,000,000) per accident for bodily injury and property damage.
3) Worker's Compensation as required by the State of California; Employer's Liability: One million dollars ($1,000,000) per accident for bodily injury or disease.
Entertainer warrants and represents to the City of Temecula, Temecula Community Services District, and/or the Successor Agency to the Temecula Redevelopment Agency that it has no employees and that it will obtain the required Worker's Compensation Insurance upon the hiring of any employees.
C. Deductibles and Self -Insured Retentions. Any deductibles or self -insured retentions shall not exceed Twenty -Five Thousand Dollars and No Cents ($25,000). d. Other Insurance Provisions. The general liability and automobile liability policies are to contain, or be endorsed to contain, the following provisions:
1) The Entertainer's insurance shall apply separately to each insured against whom claim is made or suit is brought, except with respect to the limits of the insurer's liability.
2) Each insurance policy required by this agreement shall be endorsed to state: should the policy be canceled before the expiration date the issuing insurer will endeavor to mail thirty (30) days' prior written notice to the City. 3) If insurance coverage is canceled or, reduced in coverage or in limits the Entertainer shall within two (2) business days of notice from insurer phone, fax, and/or notify the City via certified mail, return receipt requested of the changes to or cancellation of the policy.
e. Acceptability of Insurers. Insurance is to be placed with insurers with a current A.M. Best rating of A-:VII or better, unless otherwise acceptable to the City. Self-insurance shall not be considered to comply with these insurance requirements. f. Verification of Coverage. Entertainer shall furnish the City with original endorsements effecting coverage required by this clause. The endorsements are to be signed by a person authorized by that insurer to bind coverage on its behalf. The endorsements are to be on forms provided by the City. All endorsements are to be received and approved by the City before work commences. As an alternative to the City's forms, the Entertainer's insurer may provide complete, certified copies of all required insurance policies, including endorsements affecting the coverage required by these specifications. 08/06/2021
14. INDEPENDENT CONTRACTOR
a. Entertainer is and shall at all times remain as to the City a wholly independent contractor. The personnel performing the services under this Agreement on behalf of Entertainer shall at all times be under Entertainer's exclusive direction and control. Neither City nor any of its officers, employees, agents, or volunteers shall have control over the conduct of Entertainer or any of Entertainer's officers, employees, or agents except as set forth in this Agreement. Entertainer shall not at any time or in any manner represent that it or any of its officers, employees or agents are in any manner officers, employees or agents of the City.
Entertainer shall not incur or have the power to incur any debt, obligation or liability whatever against City, or bind City in any manner.
b. No employee benefits shall be available to Entertainer in connection with the performance of this Agreement. Except for the fees paid to Entertainer as provided in the Agreement, City shall not pay salaries, wages, or other compensation to Entertainer for performing services hereunder for City. City shall not be liable for compensation or indemnification to Entertainer for injury or sickness arising out of performing services hereunder.
15. LEGAL RESPONSIBILITIES
The Entertainer shall keep itself informed of all local, State and Federal ordinances, laws and regulations which in any manner affect those employed by it or in any way affect the performance of its service pursuant to this Agreement. The Entertainer shall at all times observe and comply with all such ordinances, laws and regulations. The City, and its officers and employees, shall not be liable at law or in equity occasioned by failure of the Entertainer to comply with this section.
16. RELEASE OF INFORMATION
a. All information gained by Entertainer in performance of this Agreement shall be considered confidential and shall not be released by Entertainer without City's prior written authorization. Entertainer, its officers, employees, agents or subcontractors, shall not without written authorization from the General Manager or unless requested by the City Attorney, voluntarily provide declarations, letters of support, testimony at depositions, response to interrogatories or other information concerning the work performed under this Agreement or relating to any project or property located within the City. Response to a subpoena or court order shall not be considered "voluntary" provided Entertainer gives City notice of such court order or subpoena.
b. Entertainer shall promptly notify City should Entertainer, its officers, employees, agents or subcontractors be served with any summons, complaint, subpoena, notice of deposition, request for documents, interrogatories, request for admissions or other discovery request, court order or subpoena from any party regarding this Agreement and the work performed there under or with respect to any project or property located within the City. City retains the right, but has no obligation, to represent Entertainer and/or be present at any deposition, hearing or similar proceeding. Entertainer agrees to cooperate fully with City and to provide City with the opportunity to review any response to discovery requests provided by Entertainer. However, City's right to review any such response does not imply or mean the right by City to control, direct, or rewrite said response.
08/06/2021
17. NOTICES
Any notices which either party may desire to give to the other party under this Agreement must be in writing and may be given either by (i) personal service, (ii) delivery by a reputable document delivery service, such as but not limited to, Federal Express, that provides a receipt showing date and time of delivery, or (iii) mailing in the United States Mail, certified mail, postage prepaid, return receipt requested, addressed to the address of the party as set forth below or at any other address as that party may later designate by Notice. Notice shall be effective upon delivery to the addresses specified below or on the third business day following deposit with the document delivery service or United States Mail as provided above.
Mailing Address: City of Temecula
Attn: General Manager
41000 Main Street
Temecula, CA 92590
To Consultant: TNT Entertainment Group, LLC
Attn: Tori Daniels
40345 Calle Torcida
Temecula, CA 92591
18. LICENSES
At all times during the term of this Agreement, Entertainer shall have in full force and effect, all licenses required of it by law for the performance of the services described in this Agreement.
19. GOVERNING LAW
The City and Entertainer understand and agree that the laws of the State of California shall govern the rights, obligations, duties and liabilities of the parties to this Agreement and also govern the interpretation of this Agreement. Any litigation concerning this Agreement shall take place in the municipal, superior, or federal district court with geographic jurisdiction over the City of Temecula. In the event such litigation is filed by one party against the other to enforce its rights under this Agreement, the prevailing party, as determined by the Court's judgment, shall be entitled to reasonable attorney fees and litigation expenses for the relief granted.
20. PROHIBITED INTEREST
No officer, or employee of the City of Temecula that has participated in the development of this agreement or its approval shall have any financial interest, direct or indirect, in this Agreement, the proceeds thereof, the Entertainer, or Entertainer's sub -contractors for this project, during his/her tenure or for one year thereafter. The Entertainer hereby warrants and represents to the City that no officer or employee of the City of Temecula that has participated in the development of this agreement or its approval has any interest, whether contractual, non - contractual, financial or otherwise, in this transaction, the proceeds thereof, or in the business of the Entertainer or Entertainer's sub -contractors on this project. Entertainer further agrees to notify the City in the event any such interest is discovered whether or not such interest is prohibited by law or this Agreement.
08/06/2021
21. ENTIRE AGREEMENT
This Agreement contains the entire understanding between the parties relating to the obligations of the parties described in this Agreement. All prior or contemporaneous agreements, understandings, representations and statements, oral or written, are merged into this Agreement and shall be of no further force or effect. Each party is entering into this Agreement based solely upon the representations set forth herein and upon each party's own independent investigation of any and all facts such party deems material.
22. AUTHORITY TO EXECUTE THIS AGREEMENT
The person or persons executing this Agreement on behalf of Entertainer warrants and represents that he or she has the authority to execute this Agreement on behalf of the Entertainer and has the authority to bind Entertainer to the performance of its obligations hereunder. The General Manager is authorized to enter into an amendment on behalf of the City to make the following non -substantive modifications to the agreement: (a) name changes; (b) extension of time; (c) non -monetary changes in scope of work; (d) agreement termination. 08/06/2021
IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be executed the day and year first above written.
TEMECULA COMMUNITY SERVICES
DISTRICT
By
James Stewart, TCSD President
ATTEST:
By:
Randi Johl, Secretary
APPROVED AS TO FORM:
By:
TNT ENTERTAINMENT GROUP, LLC
(Two Signatures of corporate officers required unless corporate documents authorize only one person to sign the agreement on behalf of the corporation.)
By:
Tori . a els, President
Peter M. Thorson, General ENTERTAINER
Counsel
TNT Entertainment Group, LLC
Attn: Tori Daniels
40345 Calle Torcida
Temecula, CA 92591
951-693-1680
torimdaniels(&vahoo.com
City Purchasing Mgr.
Initials and Date:
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a
08/06/2021
TASKS TO BE PERFORMED
Entertainer and/or his sub -contractors shall provide performances, on an as needed basis, upon request of the City of Temecula. Entertainer recognizes and agrees that this Agreement is for the purpose of establishing a contractual relationship between the City and the Entertainer for future performances at City events and recreational activities. The procedure for assigning work is set forth as follows:
The General Manager or their designee's shall submit to the Entertainer a written or verbal request for performance. The type of performance, location, date, and time shall be described or conveyed to the Entertainer.
2. Within five (5) business days of the date of the written or verbal request for performance, the Entertainer shall respond in writing with an event price quote/Agreement.
3. Upon acceptance of the Entertainers response by the General Manager and/or the Director of Community Services or their designee's, the Entertainer shall proceed to "book" the event. The Entertainers performance or the performance of any sub -contractors of any event shall be pursuant to the terms of this Agreement.
4. Performances throughout the term of the Agreement, may include, but not limited to the following:
a. Symphony Concerts
b. 4th of July Extravaganza
c. Summer Concert Series
d. New Year's Eve Grape Drop
e. Temecula CultureFest
f. Juneteenth
5. Scope of Services
a. The Entertainer shall provide professional Disc Jockey/Master of Ceremony (DJ/MC), Entertainment and Technical Services for a variety of special events throughout the year
b. The Entertainer will provide sound, stage, and lighting services and inflatable movie screens as necessary
C. Responsible to ensure the availability of complete concert quality sound system(s) and component equipment, as and where required d. Rental, transportation, set-up and tear -down of all sound systems and equipment including lights, stage and movie screens
e. Provide sound technician, monitoring services and light technician, as and where required
f. Sound monitoring level devices on all stages and equipment for all events and personnel shall respond to the requests of event staff regarding noise levels during performances
g. Signature events may require set-up of equipment one day prior to the event including sound checks
08/06/2021
h. Booking quality, family -friendly bands and managing the stage i. Entertainer employees must present themselves in a professional manner both in appearance and attitude while on -site
j. Sound technician should be on -site prior to opening of event and stay through the end of the event as designated by City Event Staff k. DJ/MC shall provide professional public speaking, proper use of a microphone, posture, staging and movements
I. Technical aspects include proper introductions, opening and closings, transitions, and presiding over the ceremonial aspects of an event M. Clear understanding of current music and trends, appropriate lyrics and what works for a variety of people, ages, and backgrounds 10 08/06/2021
EXHIBIT B
PAYMENT RATES AND SCHEDULE
Quotes shall be provided as requested by City staff for each service requested. Cost of services shall be as quoted, but in no event shall the total Agreement amount exceed $200,000.00 as outlined in Section 5 of this Agreement. The not to exceed payment amount listed herein is an estimated expenditure and this Agreement does not guarantee Entertainer this amount in services.
11 08/06/2021
Item No . 27
TEMECULA COMMUNITY SERVICES DISTRICT
AGENDA REPORT
TO: General Manager/Board of Directors
FROM: Erica Russo, Director of Community Services
DATE: June 14, 2022
SUBJECT: Approve Amendment to the Cooperation Agreement with the Temecula Valley Museum, Inc. for the Operation of the Wedding Chapel, Courtyard and Concessions Facility
PREPARED BY: Tracy Frick, Community Services Manager
RECOMMENDATION: That the Board of Directors approve the amendment to the cooperation agreement with the Temecula Valley Museum, Inc. for the operation of the wedding chapel, courtyard, and concessions facility.
BACKGROUND: The Temecula Valley Museum facility comprises a museum, chapel, concessions facility, and public park. The Temecula Valley Museum is located at 28314 Mercedes Street in Old Town Temecula. It is a 7,200-square foot two-story history -based facility with permanent and rotating exhibits and houses a 511-square foot gift shop. The Chapel of Memories is located at 28300 Mercedes Street in Old Town Temecula. The Chapel of Memories is 3,400- square feet, consisting of the former St. Catherine's Church (a historic structure) with an attached fenced courtyard. The adjacent Concessions Facility, also located at 28300 Mercedes Street in Old Town Temecula, is 200-square feet and includes cabinetry, a sink, a refrigerator, and a utility closet with sink.
From the opening of the Temecula Valley Museum and Chapel of Memories until 2019, the Temecula Valley Museum, Inc., a non-profit organization, managed both the gift shop and chapel rental operations. Proceeds from the gift shop and Chapel operations have allowed contributions of items by Temecula Valley Museum, Inc. including a new refrigerator, exhibit cases, DVD player and monitor, new carpeting, window coverings and furnishings for the Chapel. In addition, funding for security cameras and monitors, computers, video transfers, special exhibit receptions, and acquisitions for the Museum's permanent collection including historic books, paintings and motorized vehicles have also been provided.
In 2019, due to difficulty maintaining consistent operations of the gift shop, the Temecula Valley Museum, Inc. Board of Directors determined that it was in the best interest of the organization and the City to relinquish the right to operate the 51-square foot gift shop to the City while retaining right of first refusal should the issue be revisited in the future.
Temecula Valley Museum, Inc. continues in its mission to lead revenue generation and fund- raising activities to enhance and assist in the operation and maintenance of the Museum facility and Chapel through operation of the Wedding Chapel, Courtyard and Concessions facility.
This agreement extends to June 30, 2027, the current right of the Temecula Valley Museum, Inc. to use the 3,400 - square foot Chapel, provides right of first refusal should the City wish to discontinue operations of 511-square foot museum gift shop, and continues Temecula Valley Museum Inc.'s use of the 200 -square foot courtyard and concessions facility adjacent to the Chapel to hold fundraising events and opportunities. Proceeds from the courtyard and concessions facility will continue to be utilized to offer additional educational opportunities to the public.
FISCAL IMPACT: City of Temecula will receive revenue in the amount of 10% of net proceeds from Chapel operations, paid quarterly. This revenue and any costs associated with facility maintenance have been included as part of the Annual Operating Budget process.
ATTACHMENTS: Agreement
FIRST AMENDMENT TO AMENDED AND RESTATED COOPERATION
AGREEMENT BETWEEN TEMECULA COMMUNITY SERVICES
DISTRICT AND TEMECULA VALLEY MUSEUM, INC. FOR THE
OPERATION OF THE WEDDING CHAPEL, COURTYARD AND
CONCESSIONS FACILITY
This FIRST AMENDMENT TO AMENDED AND RESTATED COOPERATION
AGREEMENT BETWEEN TEMECULA COMMUNITY SERVICES DISTRICT AND TEMECULA VALLEY MUSEUM, INC. FOR THE OPERATION OF THE WEDDING CHAPEL, COURTYARD AND CONCESSIONS FACILITY ("First Amendment") is made and entered into as of June 14, 2022 by and between the Temecula Community Services District ("TCSD") and Temecula Valley Museum, Inc. a California non-profit corporation ("Association").
The TCSD and the Association are referred to below collectively as the "Parties". In consideration of the mutual covenants and conditions set forth herein, the Parties agree as follows:
1. Recitals. This First Amendment is made with the respect to the following facts and for the purposes, which the Parties acknowledge are true and correct:
A. On February 12, 2019 ("Effective Date"), the City and Association entered into that certain Agreement titled "Amended and Restated Cooperation Agreement Between Temecula Community Services District and Temecula Valley Museum, Inc. for the Operation of the Wedding Chapel, Courtyard and Concessions Facility" ("Agreement").
B. The Parties desire to extend the term of the Agreement to June 30, 2027 as authorized pursuant to Section 3 and to provide the Parties the option to extend the Agreement for an additional five-year term. Accordingly, the Parties agree to amend Section 3 of the Agreement as set forth in this First Amendment.
2. Subsection A. ("Term") of Section 3. ("Term; Termination") of the Agreement is hereby amended to read as follows:
A. Term. This Agreement will remain and continue from the Effective Date until June 30, 2027, unless sooner terminated by the Parties pursuant to Section 3.13. below. The Parties may mutually agree to extend the term for one additional five-year term. If the Parties agree to extend the term by the additional five-year term, the Agreement will terminate on June 30, 2032. The Parties will confirm any such additional extension of the term by entering into a written amendment executed by both Parties.
3. Except for the changes specifically set forth herein, all other terms and conditions of the Agreement shall remain in full force and effect.
IN WITNESS WHEREOF, the Parties have executed this First Amendment as of the date set forth below.
TEMECULA COMMUNITY SERVICES
DISTRICT
Dated:
By:
James Stewart, President
Attest:
By:
Randi Johl, Secretary
Approved as to form:
By:
Peter M. Thorson
TEMECULA VALLEY MUSEUM, INC
(Two signatures of corporate officers required unless corporate documents authorize only one person to sign the agreement on behalf of the corporation.)
Dated: 6-1-1 ,
By
Bette B. Martland, President
Dated: 5-1 / %' Zo ZZ-
By: Uaj
Dale Garcia, Treasurer
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Item No . 28
CITY OF TEMECULA / TEMECULA COMMUNITY SERVICES DISTRICT / SARDA
AGENDA REPORT
TO: City Council/Board of Directors
FROM: Aaron Adams, City Manager/General Manager/Executive Director DATE: June 14, 2022
SUBJECT: Approve Fiscal Years 2023-27 Capital Improvement Program (CIP) and Adopt Fiscal Year 2022-23 CIP and Annual Operating Budgets for the City of Temecula, the Temecula Community Services District (TCSD) and the Successor Agency to the Redevelopment Agency (SARDA)
PREPARED BY: Jennifer Hennessy, Director of Finance/Treasurer RECOMMENDATION: That the City Council/Board of Directors adopt the following resolutions entitled:
RESOLUTION NO. 2022-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
TEMECULA APPROVING THE CAPITAL IMPROVEMENT
PROGRAM FOR FISCAL YEARS 2023-27 AND ADOPTING
THE CAPITAL IMPROVEMENT PROGRAM BUDGET FOR
FISCAL YEAR 2022-23
RESOLUTION NO. CSD 2022-
A RESOLUTION OF THE BOARD OF DIRECTORS OF THE
TEMECULA COMMUNITY SERVICES DISTRICT OF THE
CITY OF TEMECULA ADOPTING THE FISCAL YEAR 2022-
23 PRELIMINARY ANNUAL OPERATING BUDGET AND
ESTABLISHING CONTROLS ON CHANGES IN
APPROPRIATIONS
RESOLUTION NO. SARDA 2022-
A RESOLUTION OF THE BOARD OF DIRECTORS OF THE
SUCCESSOR AGENCY TO THE TEMECULA
REDEVELOPMENT AGENCY APPROVING THE CAPITAL
IMPROVEMENT PROGRAM FISCAL YEARS 2023-27,
ADOPTING THE CAPITAL IMPROVEMENT PROGRAM
BUDGET FOR FISCAL YEAR 2022-23, ADOPTING THE
FISCAL YEAR 2022-23 ANNUAL OPERATING BUDGET AND
ESTABLISHING CONTROLS ON CHANGES IN
APPROPRIATIONS
RESOLUTION NO. 2022-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
TEMECULA ADOPTING THE FISCAL YEAR 2022-23
ANNUAL OPERATING BUDGET, ESTABLISHING
CONTROLS ON CHANGES IN APPROPRIATIONS,
ESTABLISHING CONTRACT AUTHORITY OF CITY
MANAGER, ESTABLISHING LAWSUIT SETTLEMENT
AUTHORITY OF CITY MANAGER
RESOLUTION NO. 2022-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
TEMECULA REVISING THE SCHEDULE OF AUTHORIZED
POSITIONS
RESOLUTION NO. 2022-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
TEMECULA ESTABLISHING THE APPROPRIATIONS LIMIT
FOR FISCAL YEAR 2022-23
DISCUSSION: At its May 19, 2022 Budget Workshop, the City Council was presented the Proposed Fiscal Years 2023-27 Capital Improvement Program and 2022-23 CIP and Annual Operating Budgets for the City, Temecula Community Services District (TCSD), and the Successor Agency to the Temecula Redevelopment Agency (SARDA).
At this workshop, the Council recommended bringing forward the Fiscal Years 2023-27 CIP and Proposed Budgets in their entirety. Since the workshop, TCSD staff requested an additional $175,000 in Fiscal Year 2021-22 Contract Class revenue, due to the high demand for classes and activities generated with the release of the latest activities guide. The corresponding payment to Contract Class instructors of $122,500 is also reflected in the TCSD expenditure budget.
The attached Transmittal Letter summarizes the highlights of the Fiscal Year 2022-23 Proposed Annual Operating Budget and Fiscal Years 2023-27 Capital Improvement Program documents.
FISCAL IMPACT: The specific fiscal impacts by Fund are noted in the Fiscal Years 2023-27 Capital Improvement Program and Fiscal Year 2022-23 Annual Operating Budget documents.
ATTACHMENTS:
1. Transmittal Letter
2. Resolution - Approving the CIP for Fiscal Years 2023-27 and Adopting the CIP
Budget for Fiscal Year 2022-23
3. Resolution - Adopting the Fiscal Year 2022-23 TCSD Preliminary Annual Operating Budget
4. Resolution — Approving the SARDA CIP Fiscal Years 2023-27 and Adopting the CIP Budget for Fiscal Year 2022-23, and Adopting the Fiscal Year 2022-23 Annual Operating Budget
5. Resolution - Adopting the Fiscal Year 2022-23 Annual Operating Budget
6. Resolution - Schedule of Authorized Positions
7. Resolution - Appropriations Limit for Fiscal Year 2022-23
City of Temecula
Fiscal Year 2022-23
Annual Operating Budget
June 14, 2022
Honorable Mayor and Members of the City Council:
I am pleased to submit the Proposed Annual Operating Budget for the Fiscal Year 2022-23. This budget document was developed to serve as the financial plan for the City's programs and policies. It reflects the resources necessary to meet the goals, programs, and service priorities that the City Council is committed to providing its citizens.
The Fiscal Year 2022-23 Proposed Annual Operating Budget has been developed after a considerable review process. Departmental budget submittals were prepared and reviewed by line item in connection with projected revenues. Detailed performance objectives and accountability measures were developed consistent with the City's Quality of Life Master Plan. Five-year revenue and expenditure projections were developed to identify the future impacts of proposed staffing and program changes, as well as the impact of proposed capital improvement projects. The resulting budget is realistic and balanced and continues to provide quality services to the community while effectively utilizing available resources.
As you will read below, the City has fully rebounded from the COVID-19 global pandemic and the local economy remains strong. The City's General Fund is not only balanced for the ensuing fiscal year, but also projected to be balanced for the next five fiscal years. Additionally, the City's reserve funds are fully funded across all five years of the long-range financial forecast.
CITY OF TEMECULA PROFILE
The City of Temecula is a dynamic community comprised of approximately 109,925 citizens. The City maintains 42 parks on 337 developed acres throughout the community, which provide recreation opportunities for both the citizens of Temecula, as well as surrounding communities. Police and Fire protection services are provided through contracts with Riverside County. The Temecula Valley Unified School District provides 32 schools with 26,562 students at the kindergarten through 12th grade levels within the City. The City of Temecula prides itself on its community focus and quality of life.
Temecula's residents enjoy one of the finest
lifestyles Southern California has to offer.
Environmental and residential factors create a
beautiful setting that attracts young, well-
educated families to upscale homes that are
relatively inexpensive by Southern California
standards. Geography contributes to the City's
population and retail growth from San Diego and
Orange Counties.
Temecula's leadership has approached economic growth from a qualitative standpoint, providing the City with a favorable share of the region's higher paying and high technology career opportunities. The City's average income levels are higher than the surrounding region, the educational performance of its young people is above the state average, and Temecula has been recognized as one of Nation's safest cities. 41000 Main Street, Temecula, CA 92590 ♦ Phone (951) 694-6444 ♦ Facsimile (951) 694-6479
City of Temecula
' Fiscal Year 2022-23
a Annual Operating Budget
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ECONOMIC INDICATORS
The City of Temecula monitors several economic and demographic indicators, which play a role in the development of revenue projections.
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Population Median Households Average Median #of Jobs Unemployment 109,925 Age 36,626 Income Home Price 55,400 Rate 2.9%
36.1 years $143,718 $766,000 (Apr'22)
(Apr'22)
• Estimated Population: down 2.5% from 2021 (Source: State Department of Finance) • Median Age: up 0.4 years from 2021 (Source: claritas360Report— 10126121) • Number of Households: up 0.7% from 2021 (source: claritos360Report —10126121) • Average Household Income: up 8.3%from 2021 (source:Claritas360Report —10126121) • April Median Home Price: up 19.7% from April 2021 (Source: Southwest Riverside County Association of Realtors)
• Number of Jobs: up 0.5% from 2021 (source: EDD)
• April Unemployment Rate: down from 5.8% in April 2021, Riverside County: 3.8%, CA: 4.6%, Nation: 3.6% (source: EDD & BLS) Temecula continued to see growth in the majority of its economic indicators, with significant growth noted in the housing market due to low inventory of homes on the market combined with record low mortgage rates. Population figures decreased statewide by 0.3 percent. Although Riverside County as a whole increased by 0.5 percent, Temecula saw a decrease of 2.5% from the previously reported estimate.
LOCAL ECONOMY AND LEGISLATIVE IMPACTS
Local Economy
As the nation rebounds from the global COVID-19 pandemic, Temecula's economy remains healthy, safe and in -demand. Both national retailers and local entrepreneurs continued to invest in Temecula by opening businesses during the pandemic or have started construction.
With Temecula's regional shopping mall, Old Town district, and auto mall, shoppers from the entire Temecula Valley region contribute to the City's sales tax base. Temecula is currently ranked in the top 13% in California for sales tax per capita, out of 539 reporting agencies, and the Promenade Mall, located within Temecula, is currently above 90% leased.
41000 Main Street, Temecula, CA 92590 ♦ Phone (951) 694-6444 ♦ Facsimile (951) 694-6479
City of Temecula
Fiscal Year 2022-23
Annual Operating Budget
The
The Temecula economy continues to attract new businesses, with several new establishments that have recently opened or are expected to open soon. Both national franchises and local establishments alike will be a welcomed addition to the local economy.
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Temecula's retail rent per square foot has increased by 13% over the past year to a rate of $2.55 per square foot. Similar to retail rent, both office and industrial rent have also increased over the past year.
However, as businesses rebound from the pandemic, the retail vacancy rate continues to be higher than pre -pandemic levels.
Retail Market Rent
2021 2022
$2.26/sq.ft. $2.55/sq.ft.
Retail Vacancy Rate
2021 2022
7.10% 16.40%
Office Rent
2021 2022
$1.93/sq.ft. $2.01/sq.ft.
Industrial Rent
2021 2022
$0.99/sq.ft. $1.27/sq.ft.
Temecula's hospitality and tourism sector continues to experience a healthy economic rebound. Hoteliers remain economically positive in the Temecula market with increasing occupancy and average daily rates.
Additionally, a total of six new hotel establishments are currently in the Planning process.
Hotel Occupancy
Hotel Average
Daily Rate
Mar'21
Mar'22
Mar'21
Mar'22
42.90%
68.30%
$104.62
$121.72
Development activity within Temecula reached historic levels during 2021, with over 1,000 building permits issued each quarter. The community experienced a 10% increase in land development permits, a 68% increase in new home permits, and a 33% increase in building permits over the past year.
Land Development Permits
New Homes Permits
Building
Permits
2020 2021
2020 2021
2020
2021
788 870
272 456
3,486
4,652
Legislative Impacts
The City of Temecula actively follows state and federal legislative proposals each year and works closely with the League of California Cities and the National League of Cities to stay informed and engaged to ensure the City supports legislation that aligns with the City's local legislative platform guiding principles:
41000 Main Street, Temecula, CA 92590 ♦ Phone (951) 694-6444 ♦ Facsimile (951) 694-6479
City of Temecula
Fiscal Year 2022-23
Annual Operating Budget
I. Preservation of Local Control - Support measures that preserve and protect the City's general law powers and duties to enact legislation and policy direction concerning local affairs. Oppose measures that preempt local authority.
II. Promotion of Fiscal Stability - Support measures that promote fiscal stability, predictability, and financial independence. Support measures that preserve and promote the City's revenue base. Oppose measures that mandate costs with no guarantee of local reimbursement or offsetting benefit. Oppose measures that shift local funds to the county, state, or federal government, without offsetting benefit.
III. Support Funding Opportunities -Support measures that allow the City to compete for its fair share of regional, state and federal funding including competitive grants and other funding programs. Support measures that promote dedicated funding streams at the regional, state and federal levels allowing the City to maximize local revenues, offset and leverage capital expenditures, and maintain City goals and standards.
Recent legislation that potentially impacts the City's operations include the following:
California Senate Bill 1383 (Recycling Organic Waste) - On January 1, 2022, SB1383 went into effect, requiring the recycling of organic waste. The law is in response to a statewide effort to reduce emissions of short-lived climate pollutants (SLCP) in an effort to achieve the state's climate goals and the 75% organic waste diversion goal by 2025. The financial impact to the City's budget is not yet fully known, but it is anticipated that the City will provide administrative oversight for the program and potential economic impacts to commercial development are expected.
Initiative 21-0042 (The Taxpayer Protection and Government Accountability Act) — The ballot measure, if approved, would define all levies, charges, and fees as taxes. All of these would require a two-thirds legislative vote and voter approval to be enacted. Currently, a two-thirds majority vote is required for the approval of new or increasing special-purpose taxes. A general-purpose tax requires a simple majority approval. This ballot measure would greatly impact the City's ability to maintain fees and charges to keep pace with inflation or enact or modify general-purpose taxes in the future. 2022-23 GOALS AND OBJECTIVES 110011hom
The City Council adopted the Temecula 2030 Quality of Life Master Plan (QLMP) in October 2011. The QLMP defines the strategic priorities of S C U t Temecula's residents, leaders, and partners for the City's next twenty years.
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It reflects the vision for the City's future and commits the City to aPi performance -based process to accomplish those goals. This plan was LM developed by engaging residents, businesses, local institutions, and regional 1�4�`� partners in an inclusive process. 9 s r E V� 4 /
41000 Main Street, Temecula, CA 92590 ♦ Phone (951) 694-6444 ♦ Facsimile (951) 694-6479
City of Temecula
Fiscal Year 2022-23
Annual Operating Budget
The QLMP outlines six Core Values:
�,y Healthy and Livable City
d
A Sustainable City
Economic Prosperity
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Transportation Mobility and Connectivity
k,nX A Safe and Prepared Community V
Ta
Accountable and Responsive City
Government
In an effort to incorporate the QLMP into the City's budget process, City of Temecula executive staff developed goals based on the Core Values of the Quality of Life Master Plan. These goals are used by each department to develop short-term objectives and performance measures for completion in the upcoming fiscal year and are reflected in the Department Information and Performance Measures sections of the budget document.
The City is in the process of updating the QLMP and will be revisiting each of the six Core Values through a Blue Ribbon Committee and extensive community outreach. A seventh Core Value related to the Race, Equity, Diversity, and Inclusion (REDI) initiative will also be evaluated as part of this QLMP update.
GENERAL FUND ANALYSIS
The General Fund forecast over the coming five
years is balanced, with its Reserve for Economic
Uncertainty and its Secondary Reserve fully funded
in all five years.
Ending fund balance for Fiscal Year 2022-23 is
projected to be $48,534,318, of which $22,990,124
is committed to fulfilling the Fund's policy -level
reserves of 25% of Operating Expenditures. A total
of $386,630 of fund balance is committed to cover
the costs of a Police Officer position funded by the
Pechanga Tribe, plus $479,443 is assigned to future
Capital Improvement Projects.
A total of $24,678,121 in fund balance is unassigned
and available for one-time appropriations.
FY22-23 General Fund Balance
$48,534,318
50,000,00o
45,000,000
40,000,000
Available
(Unassigned)
35,000,000
Fund Balance
30,000,000
Assigned/
25,000,000
Committed
20,000,000 -
Secondary
Reserve
15,000,000
(5%)
10,000,000 ,,,
Reserve for
Economic
5,000,000
Uncertainty
(20%)
General Fund Revenue Highlights
Fiscal Year 2022-23 General Fund revenue is projected to increase by 3.2% over the prior year with a total of $103,455,801. Tax revenues are projected to increase by 4.3%. Total revenue includes the second and final deposit of Federal American Rescue Plan Act (ARPA) funding of $7,039,754, used to fund public safety services.
41000 Main Street, Temecula, CA 92590 ♦ Phone (951) 694-6444 ♦ Facsimile (951) 694-6479
115,000,000
105,000,000
95,000,000
General Fund 5-Year Projections
Revenues over Expenditures
A(tua15 Projected
85,000,000 -
75,000,000 - —
City of Temecula
Fiscal Year 2022-23
Annual Operating Budget
65,000,000 - —
55,000,000
"" L6 0
,ly.0
Expenditures —Revenues
The Fiscal Year 2022-23 General Fund major revenue sources are summarized below:
• Sales Tax ($46,456,396) is projected to increase by 3.9% compared to the prior fiscal year as taxable retail sales continue to grow within the local economy. Newly opened establishments include a Lexus dealership, Dick's Sporting Goods, and an Amazon Last Mile Delivery facility, which all help contribute to the growth in Sales Tax revenue. • Property Tax ($10,481,183) is projected to increase by 6.3%, due to a strong housing market combined with rising median home values. With record low inventories, combined with favorable interest rates, housing sales and prices have risen dramatically over the past year, with a 13% increase in the median home price since April 2021.
• Franchise Fees ($3,775,740) are projected to increase 1.0% due to anticipated increases in utility rates charged for electricity, gas, and cable services. • Transient Occupancy Tax ($3,859,035) is
projected to increase by 3.0% as the
hospitality sector has rebounded
significantly since the pandemic. The
recent opening of Staybridge Suites and
Hilton Garden Inn have both contributed to
the growth in this sector of the economy.
• Licenses, Permits & Service Charges
($5,087,844) are projected to decrease by
13.2% due to completion of the majority
of the Sommer's Bend housing
development in the prior fiscal year.
• Intergovernmental Revenues ($9,912,006)
are projected to increase by 6.8% due to the increases expected in Property Tax In Lieu of Vehicle License Fees which is driven by property value assessments within the City. • Operating Transfers In ($3,774,278) are projected to increase by 6.5% due primarily to growth in the Gas Tax Fund, which is anticipated to transfer $3,282,716 for street and road maintenance.
The Supplemental Law Enforcement Services Fund is anticipated to transfer $367,286 to supplement the Police Department budget. The final repayment of $124,276 for an advance to 41000 Main Street, Temecula, CA 92590 ♦ Phone (951) 694-6444 ♦ Facsimile (951) 694-6479
City of Temecula
Fiscal Year 2022-23
Annual Operating Budget
the Development Impact Fees Fund for the rehabilitation of Fire Station 73 is also included as an Operating Transfer In.
• Operating Transfers In - Measure S ($6,382,496) will continue to fund 11 Police Officers ($4,135,320), staffing for Fire Station No. 95 ($1,990,964), funding for the future replacement of the newly acquired fire ladder truck and inspection vehicles ($170,390), plus funding for enhanced park maintenance services ($85,822).
General Fund Expenditure Hiahliahts
The largest expenditure of the General Fund
is Public Safety, making up 57% of total
General Fund expenditures. In accordance
with the Measure S ballot language and City
Council appropriation guidelines, the City
has invested heavily in Public Safety over the
past several years and continues to hold
Public Safety as its highest priority.
In addition to the ongoing Measure S-
funded Public Safety expenditures, the
Police Department will increase the number
of sworn officers to 118.9 and the Fire
Department will continue to provide four
firefighter personnel per engine at all five
fire stations.
General Fund expenditures total $91,960,495, which represents a 10.6% increase over the prior fiscal year. The majority of the increase is reflected in the Police Department, as noted below:
• Police ($41,061,970) is increasing by 8.9% over the prior year due to the addition of five sworn officers, an increase in daily patrol hours (from 205 hours per day to 210), which is offset by the reduction in one K9 officer that will be provided through a County allocation instead of dedicated to the City. The contract rates charged by the County are projected to increase by 2.5%to account for increased CalPERS pension costs and labor increases resulting from union negotiations. The budget also includes the replacement of two Police motorcycles. • Fire ($11,222,582) is increasing by 18.0% due to a change in CalPERS pension rates, as a result of the expiration of a two-year State -imposed reduction in pension rates. The total Fire contract of $19.7 million is offset by the Structural Fire Tax Credit of $10.3 million. • Non -Safety Departments ($38,280,838) represents a 10.9% increase over the prior year, due primarily to the addition of authorized positions and a negotiated adjustment to the City's Salary Schedule to bring wages up to local market rates.
• Non -Departmental ($1,395,106) reflects a 0.3% increase due to inflationary adjustments in the Property Tax Administration Fees and CalPERS Replacement Benefit. 41000 Main Street, Temecula, CA 92590 ♦ Phone (951) 694-6444 ♦ Facsimile (951) 694-6479
City of Temecula
Fiscal Year 2022-23
Annual Operating Budget
T.nea�o€sa
Operating Transfers Out & One -Time Payments
This category of expenditures reflects funds that are transferred to the newly established COVID-19 Pandemic Community Reinvestment Program Fund, Debt Service Funds, Capital Improvement Program and the Fire Facility Acquisition Fund.
• Community Reinvestment Program Fund ($7,040,000) to provide grant funding to support local businesses, non -profits, workforce development, higher education, behavioral health, affordable housing and homeless services.
• Debt Service Fund ($2,159,642) for the annual Civic Center and Margarita Recreation Center Financing Leases
• Capital Improvement Fund ($500,000) for the General Plan Update project. • Fire Facilities Acquisition Fund ($1,500,000) to be transferred into a set -aside fund to accumulate resources for the potential acquisition of property and/or fire station rehabilitation. The Fiscal Year 2022-23 ending fund balance in this new fund is estimated to be $3,000,000.
Overall, the General Fund remains structurally balanced, with revenues exceeding expenditures, and reserves are fully -funded each year of the ensuing five-year financial forecast. The City continues to budget in a conservative, yet realistic, manner while keeping close watch on several economic indicators.
As conditions change, adjustments to the Fiscal Year 2022-23 revenue or expenditure budgets will be recommended and presented to the City Council for their approval.
MEASURE S FUN
With the approval of a one -cent transactions and use tax measure in November 2016, the Measure S Fund was established to account for this new revenue source. Fiscal Year 2022-23 Measure S revenue is projected to increase by 4.0% to $37,610,081, as the local economy continues to expand.
Measure S appropriations of $38,044,429 for Fiscal
Year 2022-23 reflect the priorities established in
Budget Policy IV —Transactions and Use Tax Funding,
and confirmed by the City Council at their February 8,
2022 meeting:
Public Safety (17°o) The budget includes $6,596,674 of
Measure S funding for 11 Police Officers ($4,135,320),
staffing for Fire Station No. 95 ($1,990,964), and
funding for the future replacement of the newly
acquired fire ladder truck and inspection vehicles
($170,390).
Measure S - FY22-23 Appropriations
$38,044,429
Asset Management/Investment (10%)
As noted in Council's appropriation guidelines for Measure S, ensuring adequate reserves are set aside for the future replacement of City -owned assets is critical to the long-term viability of the City's operations.
For Fiscal Year 2022-23, Measure S is contributing $500,000 to each of the Fleet and Technology 41000 Main Street, Temecula, CA 92590 ♦ Phone (951) 694-6444 ♦ Facsimile (951) 694-6479
City of Temecula
Fiscal Year 2022-23
Annual Operating Budget
Replacement Funds, $660,000 to the Facilities Replacement Fund, and $2,000,000 to the Streets Maintenance Fund.
Capital Improvement Program (39%)
The Fiscal Year 2022-23 budget includes $14,942,089 of Measure S revenue allocated to fund multiple CIP projects. The influx on Measure S funding has allowed the City to leverage other funding sources, such as Development Impact Fees and various grant funds, to complete projects in a timelier manner.
Major Projects for Fiscal Year 2022-23 include:
• Community Recreation Center Renovation - $3,893,391- to augment funding from Quimby Fees, Development Impact Fees (Parks/Recreation) and developer contributions to reconfigure portions of the CRC and enhance safety features throughout the facility. • Margarita Recreation Center - $1,765,000 — to augment funding from capital financing and Development Impact Fees (Parks/Recreation and Police Facilities) to construct a new recreation center at the Michael "Mike" Naggar Community Park.
• Diaz Road Expansion - $1,328,555 - to augment Measure A and TUMF funding for the conversion of Diaz Road to a major arterial (4-lanes) between Cherry Street and Rancho California Road. • Park Restrooms/Renovations/ADA Improvements - $1,025,000 - for restrooms at the Vail Ranch and Long Canyon Parks.
• The MERC Concession Upgrade - $604,000 —to upgrade and expand the concession area to a full - service kitchen.
• Playground Equipment Enhancement and Safety Surfacing - $500,000 - to fund improvements at the Long Canyon Creek Park and Redhawk Parks.
General/Community Services (34%)
The Temecula Community Services District (TCSD) has historically been funded with voter -approved Measure C funding and program -related revenue. Measure S funding is used to augment Measure C, in order to maintain the award -winning programs, activities and events TCSD provides to the citizenry. • TCSD Operations contribution - $11,784,280
• Library contribution - $975,563
• Enhanced Custodial Services - $85,822
The ending fund balance within the Measure S Fund is projected to be $11,021,315, which will carry - forward to the ensuing fiscal year. Over the ensuing five-year period, Measure S is projected to have adequate resources to fund public safety, asset management, capital projects and general services.
MAJOR SPECIAL REVENUE FUNDS
Special Revenue Funds are used to account for activities paid for by taxes or other designated revenue sources that have specific limitations on use according to law. The City has several Special Revenue Funds.
The major Special Revenue funds are highlighted below.
41000 Main Street, Temecula, CA 92590 ♦ Phone (951) 694-6444 ♦ Facsimile (951) 694-6479
City of Temecula
Fiscal Year 2022-23
Annual Operating Budget
Fund 100 - Gas Tax: Gas Tax revenue is projected to be $3,282,718, which reflects an increase of 11.4% as volume of gasoline sales increases. These funds are transferred to the General Fund to support street and road maintenance.
Fund 102 — Road Maintenance Rehabilitation Account (RMRA): Per the Road Repair and Accountability Act of 2017 (SB1-Beall), increased gas tax and vehicle registration fees were imposed to fund street and road projects and other transportation uses Statewide. RMRA revenue is projected to be $2,584,827, which is an increase of 10.1% due to the rebounding economy. These funds are allocated to the Pavement Rehabilitation Capital Improvement Project.
Fund 103—Street Maintenance: This fund was established in Fiscal Year 2018-19 to accumulate resources for the future replacement of streets and roads throughout the City. Measure S contributes annually to this fund, which has a projected Fiscal Year 2022-23 ending balance of $7,483,094.
Fund 105 — NPDES In Lieu Fees: This fund was established in Fiscal Year 2019-20 to account for the collection of In Lieu fees associated with the National Pollutant Discharge Elimination System (NPDES).
Revenue is received as private development subject to NPDES requirements occur. Fiscal Year 2022-23 revenue is projected to be $200,000, however no expenditures have been programmed for these funds.
Fund 106 — Uptown Temecula New Streets In Lieu Fees: This fund was established in Fiscal Year 2019-20 in conjunction with the adoption of the Uptown Temecula Specific Plan New Streets In Lieu Fee.
Developers within the Specific Plan who cannot build new streets will be charged the In Lieu Fee. For Fiscal Year 2022-23, revenue is projected to be $105,000, bringing the ending fund balance to $1,195,014.
Fund 108 —American Rescue Plan Act (ARPA) Fund: This fund was established in Fiscal Year 2021-22 to account for the receipt of the Federal ARPA grant funding of $14,079,508, which is received in two equal installments in Fiscal Year 2021-22 and Fiscal Year 2022-23. The funds were transferred to the General Fund to support public safety services.
Fund 110 — COVID-19 Pandemic Community Reinvestment Program Fund: This fund was established in Fiscal Year 2021-22 to provide grant funding to support the local economy in the rebounding from the global pandemic. Revenue is transferred into this fund from available General Fund balance. The Council approved six funding categories, including: (1) Business Support, (2) Non -Profit Support, (3) Homeless Services, (4) Housing Assistance, (5) Behavioral Health Services, and (6) Higher Education/Workforce Development.
Fund 120 — Development Impact Fees (DIF): DIF revenue is projected to be $13,564,460, which reflects an increase of 122% due to the increased activity occurring in the Sommer's Bend development as well as anticipated activity in the Heirloom Farms development. DIF revenue varies from year-to-year as it is based on anticipated development projects. The majority of DIF Revenues are transferred to the CIP to fund capital projects. Fiscal Year 2022-23 ending fund balance is projected to be $7,994,742.
Fund 125 — Public, Education & Government (PEG): PEG Fund revenues are received from local cable operators for the sole purpose of supporting the access facilities within the City. PEG Revenues are projected to be $203,300, which will be spent on various technology equipment used to support the 41000 Main Street, Temecula, CA 92590 ♦ Phone (951) 694-6444 ♦ Facsimile (951) 694-6479
City of Temecula
Fiscal Year 2022-23
Annual Operating Budget
broadcast of City Council meetings and events. Fiscal Year 2022-23 ending fund balance is projected to be $650,468.
Fund 140 — Community Development Block Grant (CDBG): CDBG revenue is projected to be $1,205,894, for operations and capital projects. Prior year carry-over of CDBG-CV funds totaling $630,894 is intended to provide aid to the community in response to the COVID-19 pandemic. Fiscal Year 2022-23 ending fund balance is projected to be $1,032,675.
Fund 145 —Temecula Energy Efficiency Asset (TEAM) Fund: This fund was established to capture energy efficiency rebates to be used to fund future energy efficiency projects. In Fiscal Year 2020-21, the City received a rebate of $640,754 for the acquisition of street lights and conversion to LED bulbs. These funds, combined with the existing fund balance, are programmed to fund an Electric Vehicle Charging Station capital project, lighting along Murrieta Creek, and Sports Field Lighting upgrades. Fiscal Year 2022-23 ending fund balance is projected to be $142,309.
Fund 150—AB2766 Motor Vehicle Subvention Fund: This fund was established to account for subvention funds used to implement programs/projects to reduce air pollution from motor vehicles. Fiscal Year 2022- 23 revenue is projected to be $150,489. The majority of these funds are programmed for capital projects, including the Citywide Bike Lane and Trail Program. Fiscal Year 2022-23 ending fund balance is projected to be $5,027.
Fund 160— Supplemental Law Enforcement Services Fund: This fund was established to account for state grant funds to assist cities in delivering front-line law enforcement services. Fiscal Year 2022-23 revenue is projected to be $280,665 and will be transferred to the General Fund to support law enforcement.
Fund 165—Affordable Housing Fund: The Affordable Housing Fund reflects the housing -related activities of the former Temecula Redevelopment Agency. Total Revenue for Fiscal Year 2022-23 of $821,000 includes the State Department of Finance allocation of $250,000 designated for the administration of the wind down of redevelopment obligations. Expenditures reflect the ongoing administration of the City's Affordable Housing program as well as $557,000 for the Habitat for Humanity — Old Town Units capital project.
Fund 170— Measure A: Measure A revenue is projected to be $3,280,500, which reflects a 22.3% decrease from the prior year. This revenue is restricted for use on local streets and roads, and is programmed to support street and road maintenance. Fiscal Year 2022-23 ending fund balance is projected to be $1,285,338.
INTERNAL SERVICE FUNDS
Internal Service Funds are used to account for the funding of goods and services provided by one department to other benefitting departments on a cost -reimbursement basis. Additionally, the City maintains several Replacement Funds designed to accumulate resources for the future replacement of City equipment, technology, and facilities.
41000 Main Street, Temecula, CA 92590 ♦ Phone (951) 694-6444 ♦ Facsimile (951) 694-6479
City of Temecula
Fiscal Year 2022-23
Annual Operating Budget
Fund 300 — Insurance: Projected expenses total $1,517,257, which covers the cost of administering the City's liability and property insurance programs. The projected fund balance is $722,053, which exceeds the desired balance of $450,000.
Fund 305 — Workers' Compensation: Projected expenses total $470,770, which covers the cost of administering the City's self -insured Workers' Compensation program. The projected fund balance is $1,668,429, which exceeds the desired balance of $1.5 million.
Fund 310 —Vehicles and Equipment: Projected expenses total $670,500 to replace two fire medic squads ($426,000), a construction dump truck ($150,000), a pressure washer ($35,000), three arrow boards ($19,500) and a replacement vehicle for Community Development ($40,000). The projected fund balance is $5,274,230.
Fund 320 — Information Technology: Projected expenses total $5,910,265, which provides for the management of the City's computers, audio-visual equipment, cyber security, and telephone systems.
The projected fund balance is $1,117,284.
Fund 325 —Technology Replacement: Projected expenses total $160,000 to replace the City's telephones ($30,000), a UPS battery ($50,000), a GIS plotter ($10,000) and fund the annual computer lifecycle replacement program ($70,000). The projected fund balance is $2,485,713.
Fund 330 — Support Services: Projected expenses total $379,963, which provides for the management of the City's central reception, printing and mail activities. The projected fund balance is $4,235.
Fund 335 — Support Services Replacement: Projected expenses total $25,000 to replace the Central Services plotter and paper folder machines. The projected fund balance is $403,948.
Fund 340 — Facilities: Projected expenses total $1,651,435, which provide for the operations and maintenance of the City's buildings and parking structure. The projected fund balance is $589,111.
Fund 350 — Facility Replacement: Projected expenses total $500,000 for the City Facilities Rehabilitation capital project. The projected fund balance is $242,473.
SUCCESSOR AGENCY TO THE REDEVELOPMENT AGENCY (SARDA)
Fund 380 — SARDA: Projected expenses total $5,899,866 to pay debt service expenditures on the outstanding 2017A and 2017B Redevelopment Agency Tax Allocation Bonds.
TEMECULA COMMUNITY SERVICES DISTRICT (TCSD)
The Temecula Community Services District was established as an assessment district to provide a comprehensive neighborhood and community park system, as well as a complement of recreational and cultural programs and events. TCSD also provides street lighting, median and slope maintenance, refuse hauling and a recycling program, and library services (known as Service Level Funds). 41000 Main Street, Temecula, CA 92590 ♦ Phone (951) 694-6444 ♦ Facsimile (951) 694-6479
City of Temecula
Fiscal Year 2022-23
Annual Operating Budget
Combined revenue for TCSD totals $30,133,322, which reflects an increase of 12.7% over the prior year as TCSD programs return to pre -pandemic levels. The majority of the increase is from TCSD Operations as events, programs and recreational classes have resumed after the pandemic. Additionally, a transfer of $1 million from the COVID-19 Community Reinvestment Program Fund for homeless services is included in the Fiscal Year 2022-23 revenue projection.
Combined expenditures for TCSD total $29,772,002 and reflect an increase of 6.8% over the prior year, due primarily to the re -opening of facilities, programs, classes, and events. Additionally, it is anticipated that the new Margarita Recreation Center will open in the Spring of 2023, so an addition of four full- time/authorized positions are included in the TCSD Operations budget.
Ending fund balance for TCSD
is projected to be $4,227,753 for
Fiscal Year 2022-23. $320.00
52a°.o°
5zn°.o°
As noted in the adjacent chart, 1210.00
TCSD's Special Tax (Measure C) funds $"0.03
approximately 24% of the District's
Parks and Recreation budget. The
remaining 76% comes from Measure
S and programmatic revenues.
TCSD Per Capita Funding
I$244.3L
$197.62
$74.44
F H_19 "n 20 FY20-21 FV21-22 FY22-23
■ special Tax TCSD Funding
CAPITAL IMPROVEMENT PROGRAM (CIP)
The City's five-year Capital Improvement Program (CIP) is presented to the City Council under separate cover. This program provides a five-year plan for capital improvements that is updated annually to ensure compliance with the program. The impact of capital projects on maintenance and operating costs were taken into consideration in the development of the operating budget. Circulation, infrastructure, parks, affordable housing, and other various projects are identified in the CIP budget.
The CIP includes a total of $793,744,301 in identified
capital projects, with a total of $590,098,244 in project funding. There is $203,646,057 in "Unspecified" project funding, indicating that a revenue source has not yet
been secured for these projects, which have been
identified as necessary infrastructure for the City, and will require that funding sources be identified before the project construction can commence. Capital projects
are categorized into four Project Types.
Project
Number of
Total Project
Type
Projects
Cost
Circulation
30 619,776,487
Infrastructure
52 111,436,853
Parks/Recreation
20 44,632,961
SARDA
3 17,898,000
Various sources contribute to the funding of the Capital Improvement Program, including many City Funds, State and Federal Grants, Community Facility District Funds, Successor Agency Funds, and Transportation Uniform Mitigation Fee (TUMF) Funds.
41000 Main Street, Temecula, CA 92590 ♦ Phone (951) 694-6444 ♦ Facsimile (951) 694-6479
10 i r �
The City has incurred $6.5 million in
debt (private placement loan) to
fund the Margarita Recreation
Center project. The rate on this
debt is 3.42% and matures on
September 1, 2033. Repayment of
this debt comes from the General
Fund.
The City seeks all available funding
sources for projects, including
federal, state, and local grants,
outside contributions and City
funds. Total funding for the Fiscal
Years 2023-27 CIP program reflects
66% from outside funding sources,
with the remaining 34% provided by
City of Temecula
Fiscal Year 2022-23
Annual Operating Budget
Capital Project Funding
Sources
TCSD District TUMF, 75,884,302,
Funds, 13%
462,303 , 0%
State/Local Grants,
City Funds,
91,907,814, 33%
23,048,733 , 4%
SARDA,
13,457,218,
z%
Reimbursements, 1
41,807,364 , 7%
Community Facility
Districts ,
55,840,088 , 9%
Federal Grants,
142,364,579 , 24%
Development
Impact Fees ,
45,325,843 , 89/
various City funds, including
Measure S, Measure A, Development Impact Fee Funds, General Fund, RMRA Funds, and several other sources.
A total of nine new projects have been added to the CIP including the following:
• Auto Mall Wayfinding Signs
• Bike Lane and Trail Program — Ronald Reagan Sports Park Trails • Butterfield Stage Road Storm Drain Improvements
• Habitat for Humanity — Old Town Units
• Harveston Community Park Building Renovations and Expansion • Infill Recreation Amenities
• Rancho California Road Median Improvements
• The MERC Concession Upgrade
• Utility Undergrounding — Main Street and Vicinity
As part of the development of the Capital Improvement Program budget, each project is evaluated to identify any ongoing impacts to the Operating Budget. Seven projects reflect the addition of ongoing operating costs, while one project identifies ongoing operating savings. The amounts identified on the table are incorporated into the General Fund Five -Year Forecast. 41000 Main Street, Temecula, CA 92590 ♦ Phone (951) 694-6444 ♦ Facsimile (951) 694-6479
C(flwl
All
155 - PARK RESTROOMS RENOVATIONS,
EXPANSION AND AMERICANS WITH DISABILITIES
City of Temecula
Fiscal Year 2022-23
Annual Operating Budget
ACT (ADA) IMPROVEMENTS 5250 - OTHER OUTSIDE SERVICES Janitorial Services 26,530 27,061 27,602 28,154 688 - CITYWIDE STREETLIGHT ACQUISITION &
LIGHT EMITTING DIODE (LED) RETROFIT 5319-STREET LIGHTING Electricity Savings (655,636) (675,305) (695,564) (709,475) 690 - I-15/STATE ROUTE 79 SOUTH
INTERCHANGE ENHANCED LANDSCAPING 5415- LANDSCAPE MAINTENANCE Required by Caltrans 56,240 58,490 60,830 62,046 692 - MARGARITA RECREATION CENTER
5100 - SALARIES & WAGES Staffing for MRC (4 positions) 483,699 498,210 513,157 528,551 5240-UTILITIES Additional Utility Costs 55,000 55,000 55,000 55,000 5250- OTHER OUTSIDE SERVICES Janitorial/Security 50,000 50,000
50,000
50,000
5378- CONTRACTED CLASSES Contract Classes 164,145
176,520
185,000
190,000
5418- POOL MAINTENANCE Swimming Pool maintenance 100,000 100,000
100,000
100,000
852,844
879,730
903,157
923,551
Maintenance and Operations for
711- CITYWIDE SURVEILLANCE CAMERAS 5250- OTHER OUTSIDE SERVICES Surveillance System 350.000 350.000 350,000 350,000 724- CITYWIDE FINANCIAL SYSTEM UPGRADE
5211-SOFTWARE& MAINTENANCE Annual Software Maintenance
66,934
66,934
66,934
66,934
780 - OLD TOWN SURVEILLANCE & SOUND
Maintenance fees for Old Town
SYSTEM
Total Incremental Operating& Maintenance Impacts
5215- REPAIR & MAINTENANCE -EQUIPMENT Sound System
50,000
746,912
50,000
756,910
50,000
762,959
50,000
771,210
2022-23 AUTHORIZED STAFFING
Total authorized Full Time Equivalent (FTE) positions total 196.45 authorized positions, including one authorized/unfunded position. The increase reflects 17.75 new positions compared to the prior year, of which 10 were added as part of the Fiscal Year 2021-22 Mid -Year Budget update. All positions added since last fiscal year are summarized by department below:
• Community Development (6 positions)
o Code Enforcement Officer 1 (2)
o Community Development Technician I
o Building Inspector 11
o Planning Technician
o Assistant Director of Community Development
• Temecula Community Services District (5 positions)
o Senior Recreation Leader
o Aquatics Supervisor
o Aquatics Coordinator
o Community Services Coordinator (previously authorized/unfunded) o Community Services Supervisor (previously authorized/unfunded) • Public Works (4 positions)
o Associate Civil Engineer
o Supervising Public Works Inspector
o Lead Maintenance Worker I
o Maintenance Worker I
• Human Resources (1 position)
o Management Assistant
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City of Temecula
Fiscal Year 2022-23
Annual Operating Budget
• Economic Development (1 position)
o Management Analyst
• Information Technology/Support Services (0.5 position) o Senior Administrative Assistant (conversion from Y2 to full-time) • Finance (0.25 position)
o Senior Accounting Technician -Payroll (conversion from % to full-time) Total Authorized Positions remains below the peak in Fiscal Year 2007-08 by 14.3 positions.
In addition to the Authorized
Positions, the City employs a
significant number of part-time,
non-benefitted Project employees,
primarily to assist with the
multitude of programs offered by
the Temecula Community Services
District. For Fiscal Year 2022-23, an
estimated 58.7 full-time equivalents
(FTE) will be hired as seasonal and
part-time support.
City of Temecula
History of Authorized Positions
250.00
210.75
196.45
200.00
150.00
100.00
50, 00
o s
Public Safety personnel is provided through contracts with Riverside County and CalFire. A total of 118.9 sworn Police Officers and 18 Community Service Officers are included in the Police budget, and a total of 71 personnel are reflected in the Fire Department budget for Fiscal Year 2022-23.
BUDGET POLICIES
As part of the annual budget process, in February, the Council is presented the budget priorities and policy metrics used in the current budget to discuss changes to incorporate in the next budget. On February 8, 2022, the Council affirmed that public safety will remain as the top priority and the core values outlined in the Quality of Life Master Plan will remain the guiding principles behind appropriation recommendations. Several Budget and Fiscal Policy metrics were also affirmed, with recommended changes as noted below:
• Include reference to public safety staffing levels (reflected in Budget Policy IV.B. — Transactions and Use Tax Funding and Budget Policy VI.1.1.b and c — Staffing Policy) • Increase City Manager approval authority from $60,000 to $100,000 (reflected in Budget Policy XILA— Signature Delegation Policy)
• Increase the City Manager settlement authority from $25,000 to $100,000 (reflected in Budget Policy XILB —Signature Delegation Policy)
• Increase the eligibility threshold for assets to be replaced using the Technology Replacement Fund from $3,000 to $5,000 (reflected in Budget Policy VII —Asset Management and Replacement) 41000 Main Street, Temecula, CA 92590 ♦ Phone (951) 694-6444 ♦ Facsimile (951) 694-6479
City of Temecula
Fiscal Year 2022-23
Annual Operating Budget
Additionally, staff recommends modifications to Budget Policy VI —Asset Management and Replacement, to reflect the City's current practice of managing the various asset replacement funds established over the past several years.
Finally, staff recommends the removal of the Investments section of the Budget Policies and replace it with a stand-alone Investment Policy, updated to reflect allowable investments as outlined in state law.
Per the California Government Code, Section 53646, "...the treasurer or chief fiscal officer of the local agency may annually render to the legislative body ... a statement of investment policy..." This language changed from "shall" annually render to "may" roughly ten years ago, therefore this policy is only required to be approved when changes are recommended. The updated stand-alone Investment Policy will be presented to the City Council at their June 14, 2022 meeting for consideration and approval.
CONCLUSION
In conclusion, the City of Temecula is in a strong fiscal position with the General Fund balanced and all reserves fully funded not only in Fiscal Year 2022-23 but throughout the ensuing five-year period. The Capital Improvement Program is the largest in the City's history and will deliver a wide array of improvements to infrastructure, facilities, affordable housing, enhanced parks, new trails and many other amenities the citizens of Temecula enjoy.
I would like to express my appreciation to the City Council for providing the direction and support crucial to achieving the City's goals. I would also like to recognize the contributions of City staff for not only creating a responsive operating budget, but also for their commitment to providing top quality services to all who live, work and play in Temecula. I would like to give special thanks to the City's Budget Team:
Jennifer Hennessy, Director of Finance; Patricia Hawk, Fiscal Services Manager; and Catlin Dorset, Senior Accounting Technician for their long hours and dedication to the City and this budget process.
Sincerely,
Aaron Adams
City Manager
41000 Main Street, Temecula, CA 92590 ♦ Phone (951) 694-6444 ♦ Facsimile (951) 694-6479
RESOLUTION NO.2022-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF TEMECULA APPROVING THE CAPITAL
IMPROVEMENT PROGRAM FOR FISCAL YEARS 2023-27
AND ADOPTING THE CAPITAL IMPROVEMENT
PROGRAM BUDGET FOR FISCAL YEAR 2022-23
THE CITY COUNCIL OF THE CITY OF TEMECULA DOES HEREBY RESOLVE AS FOLLOWS:
Section 1. Adoption of this Program is categorically exempt from environmental review under the California Environmental Quality Act (CEQA). Pursuant to Section 15262 of the State Guidelines for Implementation of CEQA, a project involving only feasibility or planning studies for possible future actions, which actions the City Council has not approved, adopted, or funded, does not require preparation of an EIR or Negative Declaration, but does require consideration of environmental factors. In reviewing this Program and conducting public hearings on it, the City Council has considered relevant environmental factors. This City Council, as the lead agency for environmental review, pursuant to the California Environmental Quality Act and the Guidelines promulgated there under (collectively "CEQA), has reviewed the scope and nature of this Capital Improvement Program and has concluded that the planning and prioritization process comprising this activity is not a project pursuant to CEQA because it does not order or authorize the commencement of any physical or other activity that would directly or indirectly have a significant effect upon the environment. The Capital Improvement Program merely establishes a listing of priority and allocates funds for the City to commence the necessary planning studies, including review pursuant to CEQA, at a future unspecified date. The future planning studies will be conducted at the earliest possible time so as to ensure thorough review pursuant to CEQA. Recognizing that the protection of the environment is a key factor in the quality of life within the City of Temecula and to further the City's strict adherence to both the spirit and letter of the law as regards to CEQA, this City Council has also considered this Capital Improvement Program as if it were a Project pursuant to CEQA. Reviewing this Program as a Project, this City Council concludes the Project would be exempt from review under CEQA, both pursuant to Section 15061(b)(3) and to the categorical exemption set forth in Section 15262 of CEQA. Section 15061(b)(3) would apply because it can be seen with certainty that this prioritizing and fund allocation program cannot and does not have the potential to cause a significant effect on the environment. No physical activity will occur until all required CEQA review is conducted at the time the physical improvements prioritized in the Program are undertaken. Section 15262 provides a categorical exemption to actions that are feasibility or planning studies related to possible future actions. This Council is aware of and has considered the current and relevant environmental factors as an integral component of the review of this Program. This Council, as lead agency, hereby determines and decides that the exemption provided in both Sections 15061(b)(3) and 15262 apply in the event this is deemed a Project pursuant to CEQA.
Section 2. On May 18, 2022, the Planning Commission found the Capital Improvement Program consistent with the General Plan in accordance with Government Code Section 65401 of State Planning and Zoning Law.
Section 3. The City Council hereby finds and declares that the requirements of Government Code Section 65402(a) shall not apply to: (1) the disposition of the remainder of a larger parcel which was acquired and used in part for street purposes; (2) acquisitions, dispositions, or abandonments for street widening; or (3) alignment projects, provided such dispositions for street purposes, acquisition, dispositions, or abandonments for street widening, or alignment projects are of a minor nature.
Section 4. The City Council hereby finds that the acquisition of land necessary for the City of Temecula Capital Improvement Program Fiscal Years 2023-27 is consistent with the General Plan.
Section 5. That a certain document now on file in the office of the City Clerk of the City of Temecula, entitled "City of Temecula Capital Improvement Program Fiscal Years 2023- 27" include herein appropriations for Fiscal Year 2022-23, and are hereby adopted. The CIP appropriations for the Fiscal Year 2021-22 which have not been completed, encumbered, nor included in the Fiscal Years 2023-27 CIP, are hereby carried over for each applicable project to the Fiscal Year 2022-23. Certain Development Impact Fees from future revenue may be used to replace the expenditure of current capital reserve funds in the CIP.
Section 6. That the following controls are hereby placed on the use and transfers of budget appropriations:
A. No expenditures of funds shall be made unless there is an unencumbered appropriation available to cover the expenditure.
B. The City Manager may authorize expenditures of funds in amounts up to one hundred thousand dollars ($100,000). Any expenditure of funds in excess of $100,000 requires City Council action.
C. The City Manager may approve change orders on Public Works contracts in amounts up to one hundred thousand dollars ($100,000), if sufficient appropriated funds are available.
D. The City Manager may authorize transfers up to one hundred thousand dollars ($100,000) between approved Capital Improvement Program projects.
E. Notwithstanding Section 6.13. above, pursuant to Section 3.32.050 of the Municipal Code, the City Manager may authorize Public Works contracts in amounts up to one -hundred thousand dollars ($100,000). Any expenditures of Public Works funds in excess of one -hundred thousand dollars ($100,000) require City Council action, except that the City Manager may approve change orders on Public Works contracts approved by the Council in amounts up to project contingency established by Council.
Section 7. Certification: The City Clerk shall certify the adoption of this resolution.
PASSED, APPROVED, AND ADOPTED by the City Council of the City of Temecula this 14th day of June, 2022.
Matt Rahn, Mayor
ATTEST:
Randi Johl, City Clerk
[SEAL]
STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE ) ss
CITY OF TEMECULA )
I, Randi Johl, City Clerk of the City of Temecula, do hereby certify that the foregoing Resolution No. 2022- was duly and regularly adopted by the City Council of the City of Temecula at a meeting thereof held on the 14th day of June, 2022, by the following vote:
AYES: COUNCIL MEMBERS:
NOES: COUNCIL MEMBERS:
ABSTAIN: COUNCIL MEMBERS:
ABSENT: COUNCIL MEMBERS:
Randi Johl, City Clerk
RESOLUTION NO. CSD 2022-
A RESOLUTION OF THE BOARD OF DIRECTORS OF THE
TEMECULA COMMUNITY SERVICES DISTRICT OF THE
CITY OF TEMECULA ADOPTING THE FISCAL YEAR
2022-23 PRELIMINARY ANNUAL OPERATING BUDGET
AND ESTABLISHING CONTROLS ON CHANGES IN
APPROPRIATIONS
THE BOARD OF DIRECTORS OF THE TEMECULA COMMUNITY SERVICES DISTRICT OF THE CITY OF TEMECULA DOES HEREBY RESOLVE AS FOLLOWS:
Section 1. That the Fiscal Year 2022-23 Temecula Community Services District (TCSD) Preliminary Operating Budget is hereby adopted.
Section 2. That the following controls are hereby placed on the use and transfers of budget appropriations:
A. No expenditure of funds shall be made unless there is an unencumbered appropriation available to cover the expenditure.
B. The Department Director may prepare a transfer of appropriations within departmental budget accounts, with the approval of the General Manager.
C. The Board of Directors must authorize transfers (appropriations) of funds from the Unreserved Fund Balance and transfers between departmental budget accounts.
D. In accordance with City of Temecula Municipal Code Section 2.60.030, the General Manager shall administer the City personnel system. This General Manager is authorized to fix and alter the titles, compensation, and number of positions in the Schedule of Authorized Positions as needed, subject to the total personnel expenditure budget limitations approved by the Board of Directors.
E. The General Manager may authorize expenditures of funds in amounts up to one hundred thousand dollars ($100,000). Any expenditure of funds in excess of $100,000 requires Board of Directors action.
F. The General Manager may authorize Public Works contracts in amounts up to one - hundred thousand dollars ($100,000). Any expenditures of Public Works funds in excess of $100,000 require Board of Directors action, except that the General Manager may approve change orders on Public Works contracts approved by the Board in amounts up to the project contingency established by the Board.
G. Pursuant to Section 3.28.130 of the Municipal Code, the General Manager may authorize purchases of supplies and equipment in amounts up to one -hundred thousand dollars ($100,000). Any purchases of supplies and equipment in excess of $100,000 shall be awarded to
the lowest responsible bidder pursuant to formal bid procedures and require City Council action, except that the General Manager may approve change orders on purchases of supplies and equipment approved by the Board in amounts up to the contingency established by Board.
H. Pursuant to Section 3.28.250 of the Municipal Code, purchases of supplies and equipment of an estimated value of one -hundred thousand dollars ($100,000) or less, may be made by the purchasing agent in the open market pursuant to the procedure prescribed in Sections
3.28.260 through 3.28.280 and without observing the procedure prescribed in Sections 3.28.130 through 3.28.240; provided, however, that all bidding may be dispensed with for purchases of supplies and equipment having a total estimated value of $5,000 or less.
I. Appropriations and Revenue Estimates for grant funded programs for Fiscal Year 2021-22 which have not been expended or encumbered, are hereby carried over for the applicable grant program to the Fiscal Year 2022-23.
Section 3. The Finance Director is authorized to make temporary short term interfund loans between appropriate funds in order to cover short term cash needs caused by cash flow timing differences. These interfund loans must have an identified repayment source.
Section 4. Outstanding encumbrances shown on the District books at June 30, 2022, are hereby appropriated for such contracts or obligations for Fiscal Year 2022-23.
Section 5. There are numerous occasions when small dollar valued purchases must be made for or on behalf of the District; and it is appropriate that a petty cash fund be used to provide for the purchase of these smaller dollar valued items; now, therefore, the Board of Directors of the Temecula Community Services District of the City of Temecula does hereby resolve, determine, and order as follows:
A. There is hereby established a renewable petty cash fund to be maintained in the Finance Department.
B. The imprest balance amount of the petty cash fund shall be three thousand dollars ($3,000).
C. Vouchers, receipts, or other evidence of payment shall be required before reimbursement shall be made from said petty cash fund, in such form as shall be required by Finance Director.
Section 6. The Board Secretary shall certify adoption of the resolution.
PASSED, APPROVED, AND ADOPTED by the Board of Directors of the Temecula Community Services District of the City of Temecula this 14th day of June, 2022.
James Stewart, President
ATTEST:
Randi Johl, Secretary
[SEAL]
STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE ) ss
CITY OF TEMECULA )
I, Randi Johl, Secretary of the Temecula Community Services District of the City of Temecula, do hereby certify that the foregoing Resolution No. CSD 2022- was duly and regularly adopted by the Board of Directors of the Temecula Community Services District of the City of Temecula at a meeting thereof held on the 141h day of June, 2022, by the following vote:
AYES: BOARD MEMBERS:
NOES: BOARD MEMBERS:
ABSTAIN: BOARD MEMBERS:
ABSENT: BOARD MEMBERS:
Randi Johl, Secretary
RESOLUTION NO. SARDA 2022-
A RESOLUTION OF THE BOARD OF DIRECTORS OF THE
SUCCESSOR AGENCY TO THE TEMECULA
REDEVELOPMENT AGENCY APPROVING THE CAPITAL
IMPROVEMENT PROGRAM FISCAL YEARS 2023-27,
ADOPTING THE CAPITAL IMPROVEMENT PROGRAM
BUDGET FOR FISCAL YEAR 2022-23, ADOPTING THE
FISCAL YEAR 2022-23 ANNUAL OPERATING BUDGET
AND ESTABLISHING CONTROLS ON CHANGES IN
APPROPRIATIONS
THE BOARD OF DIRECTORS OF THE SUCCESSOR AGENCY TO THE TEMECULA REDEVELOPMENT AGENCY DOES HEREBY RESOLVE AS FOLLOWS:
Section 1. Adoption of this Program is categorically exempt from environmental review under the California Environmental Quality Act (CEQA). Pursuant to Section 15262 of the State Guidelines for Implementation of CEQA, a project involving only feasibility or planning studies for possible future actions, which actions the City Council has not approved, adopted, or funded, does not require preparation of an EIR or Negative Declaration, but does require consideration of environmental factors. In reviewing this Program and conducting public hearings on it, the City Council has considered relevant environmental factors. This City Council, as the lead agency for environmental review, pursuant to the California Environmental Quality Act and the Guidelines promulgated there under (collectively "CEQA), has reviewed the scope and nature of this Capital Improvement Program and has concluded that the planning and prioritization process comprising this activity is not a project pursuant to CEQA because it does not order or authorize the commencement of any physical or other activity that would directly or indirectly have a significant effect upon the environment. The Capital Improvement Program merely establishes a listing of priority and allocates funds for the City to commence the necessary planning studies, including review pursuant to CEQA, at a future unspecified date. The future planning studies will be conducted at the earliest possible time so as to ensure thorough review pursuant to CEQA. Recognizing that the protection of the environment is a key factor in the quality of life within the City of Temecula and to further the City's strict adherence to both the spirit and letter of the law as regards to CEQA, this City Council has also considered this Capital Improvement Program as if it were a Project pursuant to CEQA. Reviewing this Program as an Project, this City Council concludes the Project would be exempt from review under CEQA, both pursuant to Section 15061(b)(3) and to the categorical exemption set forth in Section 15262 of CEQA. Section 15061(b)(3) would apply because it can be seen with certainty that this prioritizing and fund allocation program cannot and does not have the potential to cause a significant effect on the environment. No physical activity will occur until all required CEQA review is conducted at the time the physical improvements prioritized in the Program are undertaken. Section 15262 provides a categorical exemption to actions that are feasibility or planning studies related to possible future actions. This Council is aware of and has considered the current and relevant environmental factors as an integral component of the review of this Program. This Council, as lead agency, hereby determines and decides that the exemption provided in both Sections 15061(b)(3) and 15262 apply in the event this is deemed a Project pursuant to CEQA.
Section 2. On May 18, 2022, the Planning Commission found the Capital Improvement Program consistent with the General Plan in accordance with Government Code Section 65401 of State Planning and Zoning Law.
Section 3. The Board of Directors of the Successor Agency to the Temecula Redevelopment Agency hereby finds and declares that the requirements of Government Code Section 65402(a) shall not apply to: (1) the disposition of the remainder of a larger parcel which was acquired and used in part for street purposes; (2) acquisitions, dispositions, or abandonments for street widening; or (3) alignment projects, provided such dispositions for street purposes, acquisition, dispositions, or abandonments for street widening, or alignment projects are of a minor nature.
Section 4. The Board of Directors of the Successor Agency to the Temecula Redevelopment Agency hereby finds that the acquisition of land necessary for the City of Temecula Capital Improvement Program FY 2023-27 is consistent with the General Plan.
Section 5. That a certain document now on file in the office of the City Clerk of the City of Temecula, entitled "City of Temecula Capital Improvement Program Fiscal Years 2023- 27" include herein appropriations for Fiscal Year 2022-23, is hereby adopted. The CIP appropriations for the Fiscal Year 2021-22 which have not been completed, encumbered, nor included in the Fiscal Years 2023-27 CIP, are hereby carried over for each applicable project to the Fiscal Year 2022-23.
Section 6. That the following controls are hereby placed on the use and transfers of budget appropriations:
A. No expenditures of funds shall be made unless there is an unencumbered appropriation available to cover the expenditure.
B. The Executive Director may authorize expenditures of funds in amounts up to $100,000. Any expenditure of funds in excess of $100,000 requires Board of Directors action.
C. The Executive Director may approve change orders on Public Works contracts in amounts up to $100,000, if sufficient appropriated funds are available.
D. The Executive Director may authorize transfers up to $100,000 between approved Capital Improvement Program projects.
E. Notwithstanding Section 7.13. above, pursuant to Section 3.32.050 of the Municipal Code, the Executive Director may authorize Public Works contracts in amounts up to $100,000.
Any expenditures of Public Works funds in excess of $100,000 require City Council action, except that the Executive Director may approve change orders on Public Works contracts approved by the Council in amounts up to project contingency established by Council.
Section 7. That the Fiscal Year 2022-23 SARDA Operating Budget is hereby adopted.
Section 8. That the following controls are hereby placed on the use and transfers of budget appropriations:
A. No expenditure of funds shall be made unless the Oversight Board of the Successor Agency to the Temecula Redevelopment Agency has adopted a resolution approving the Fiscal Year 2022-23 SARDA Operating Budget and the State Department of Finance has approved the expenditure on the Recognized Obligation Payment Schedule (ROPS), pursuant to Health and Safety Code Section 34177.
B. The Department Director may prepare a transfer of appropriations within departmental budget accounts, with the approval of the Executive Director.
C. In accordance with City of Temecula Municipal Code Section 2.60.030, the Executive Director shall administer the City personnel system. The Executive Director is authorized to fix and alter the titles, compensation, and number of positions in the Schedule of Authorized Positions as needed, subject to the total personnel expenditure budget limitations approved by the Agency Board.
D. The Executive Director may authorize expenditures of funds in amounts up to $100,000. Any expenditure of funds in excess of $100,000 requires Agency Board action.
E. The Executive Director may authorize Public Works contracts in amounts up to $100,000. Any expenditure of Public Works funds in excess of $100,000 require Agency Member action, except that the Executive Director may approve change orders on Public Works contracts approved by the Agency Board in amounts up to the project contingency established by the Agency Board.
F. Pursuant to Section 3.28.130 of the Municipal Code, the Executive Director may authorize purchases of supplies and equipment in amounts up to $100,000. Any purchases of supplies and equipment in excess of $100,000 shall be awarded to the lowest responsible bidder pursuant to formal bid procedures and require Agency Board action, except that the Executive Director may approve change orders on purchases of supplies and equipment approved by the Agency Board in amounts up to the contingency established by Agency Board.
G. Pursuant to Section 3.28.250 of the Municipal Code, purchases of supplies and equipment of an estimated value of $100,000 or less, may be made by the purchasing agent in the open market pursuant to the procedure prescribed in Sections 3.28.260 through 3.28.280 and without observing the procedure prescribed in Sections 3.28.130 through 3.28.240; provided, however, that all bidding may be dispensed with for purchases of supplies and equipment having a total estimated value of $5,000 or less.
Section 9. The Director of Finance is authorized to make temporary short term interfund loans between appropriate funds in order to cover short term cash needs caused by cash flow timing differences. These interfund loans must have an identified repayment source. 3 Section 10. Outstanding encumbrances shown on the Agency books at June 30, 2022, are hereby appropriated for such contracts or obligations for Fiscal Year 2022-23.
Section 11. There are numerous occasions when small dollar valued purchases must be made for or on behalf of the Agency; and it is appropriate that a petty cash fund be used to provide for the purchase of these smaller dollar valued items; now, therefore, the Board of Directors of the Successor Agency to the Temecula Redevelopment Agency of the City of Temecula does hereby resolve, determine, and order as follows:
A. There is hereby established a renewable petty cash fund to be maintained in the Accounting and Purchasing Department.
B. The imprest balance amount of the petty cash fund shall be $3,000.
C. Vouchers, receipts, or other evidence of payment shall be required before reimbursement shall be made from said petty cash fund, in such form as shall be required by Finance Director.
Section 12. The Agency Secretary shall certify adoption of the resolution.
PASSED, APPROVED, AND ADOPTED by the Board of Directors of the Successor Agency to the Temecula Redevelopment Agency this 14th day of June, 2022.
Matt Rahn, Chair
ATTEST:
Randi Johl, Secretary
[SEAL]
STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE ) ss
CITY OF TEMECULA )
I, Randi Johl, Secretary of the Successor Agency to the Temecula Redevelopment Agency, do hereby certify that the foregoing Resolution No. SARDA 2022- was duly and regularly adopted by the Board of Directors of the Successor Agency to the Temecula Redevelopment Agency at a meeting thereof held on the 14th day of June, 2022, by the following vote:
AYES: BOARD MEMBERS:
NOES: BOARD MEMBERS:
ABSTAIN: BOARD MEMBERS:
ABSENT: BOARD MEMBERS:
Randi Johl, Secretary
RESOLUTION NO. 2022-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF TEMECULA ADOPTING THE FISCAL YEAR 2022-23
ANNUAL OPERATING BUDGET, ESTABLISHING
CONTROLS ON CHANGES IN APPROPRIATIONS,
ESTABLISHING CONTRACT AUTHORITY OF CITY
MANAGER, ESTABLISHING LAWSUIT SETTLEMENT
AUTHORITY OF CITY MANAGER
THE CITY COUNCIL OF THE CITY OF TEMECULA DOES HEREBY RESOLVE AS FOLLOWS:
Section 1. That certain document now on file in the office of the City Clerk of the City of Temecula entitled "City of Temecula Annual Operating Budget Fiscal Year 2022-23" is hereby adopted.
Section 2. That the following controls are hereby placed on the use and transfers of budget appropriations:
A. No expenditure of funds shall be made unless there is an unencumbered appropriation available to cover the expenditure.
B. The Department Director may prepare a transfer of appropriations within departmental budget accounts, with the approval of the City Manager.
C. The City Council must authorize transfers (appropriations) of funds from the Unreserved Fund Balance and transfers between departmental budget accounts.
D. In accordance with City of Temecula Municipal Code Section 2.60.030, the City Manager shall administer the City personnel system. The City Manager is authorized to fix and alter the titles, compensation, and number of positions in the Schedule of Authorized Positions as needed, subject to the total personnel expenditure budget limitations approved by the City Council.
E. The City Manager may authorize expenditures of funds in amounts up to one - hundred thousand dollars ($100,000). Any expenditure of funds in excess of $100,000 requires City Council action.
F. The City Manager is hereby authorized to enter into the following types of agreements on behalf of the City, Temecula Community Services District, and the Successor Agency to the Temecula Redevelopment Agency where the amount of the agreement is one - hundred thousand dollars ($100,000) or less, there exists an unencumbered appropriation in the fund account against which the cost of the agreement is to be charged, and all applicable procedures for approval of the agreement have been fulfilled: public works construction agreements; agreements for purchase of supplies or equipment; personal, professional, consultant
and maintenance services agreements; theater, entertainment and talent agreements; and real property leases, licenses and facility use agreements in which the term is one (1) year or less. All reimbursement agreements and fee waiver agreements shall be approved by the City Council.
G. The City Manager, in consultation with the City Attorney, is hereby authorized to settle personal injury and property damage lawsuits and enter into settlement agreements on behalf of the City, Temecula Community Services District, and the Successor Agency to the Temecula Redevelopment Agency where the amount of the settlement does not exceed one -hundred thousand dollars ($100,000).
H. Pursuant to Section 3.28.250 of the Municipal Code, purchases of supplies and equipment of an estimated value of one -hundred thousand dollars ($100,000) or less, may be made by the purchasing agent in the open market pursuant to the procedure prescribed in Sections 3.28.260 through 3.28.280 and without observing the procedure prescribed in Sections
3.28.130 through 3.28.240; provided, however, that all bidding may be dispensed with for purchases of supplies and equipment having a total estimated value of five thousand dollars ($5,000) or less.
I. Appropriations and Revenue estimates for grant funded programs for FY 2021-22 which have not been expended, encumbered or received, are hereby carried over for the applicable grant program to the subsequent fiscal year.
J. Appropriations for the transfer of funds to the Capital Improvement Program for FY 2021-22 which have not been expended are hereby carried over to the subsequent fiscal year.
Section 3. The Director of Finance, in consultation with the City Manager, is delegated the authority to determine and define the amounts of those components of fund balance that are classified as "Assigned Fund Balance".
Section 4. The Director of Finance is authorized to make temporary short term interfund loans between appropriate funds in order to cover short term cash needs caused by cash flow timing differences. These interfund loans must have an identified repayment source.
Section 5. Outstanding encumbrances shown on the City books at June 30, 2022, are hereby appropriated for such contracts or obligations for FY 2022-23.
Section 6. There are numerous occasions when small dollar valued purchases must be made for or on behalf of the City; and it is appropriate that a petty cash fund be used to provide for the purchase of these smaller dollar valued items; now, therefore, the City Council of the City of Temecula does hereby resolve, determine, and order as follows:
A. There is hereby established a renewable petty cash fund to be maintained in the Finance Department.
B. The imprest balance amount of the petty cash fund shall be three thousand dollars ($3,000).
N
C. Vouchers, receipts, or other evidence of payment shall be required before reimbursement shall be made from said petty cash fund, in such form as shall be required by Director of Finance.
Section 7. Pursuant to California Government Code Section 53607, the City Council hereby delegates its investment authority for Fiscal Year 2022-2023 to the City's duly appointed City Treasurer and designates the City Treasurer as the City's Investment Officer.
Section 8. The City Council hereby delegates authority to the Investment Officer or her/his designee(s), including but not limited to the City Manager, Assistant City Manager, and the Assistant Director of Finance, to invest funds in accordance with the City's adopted Statement of Investment Policy.
Section 9. The City Clerk shall certify adoption of the resolution.
PASSED, APPROVED, AND ADOPTED by the City Council of the City of Temecula this 14th day of June, 2022.
ATTEST:
Randi Johl, City Clerk
[SEAL]
Matt Rahn, Mayor
3 STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE ) ss
CITY OF TEMECULA )
I, Randi Johl, City Clerk of the City of Temecula, do hereby certify that the foregoing Resolution No. 2022- was duly and regularly adopted by the City Council of the City of Temecula at a meeting thereof held on the 14th day of June, 2022, by the following vote:
AYES: COUNCIL MEMBERS:
NOES: COUNCIL MEMBERS:
ABSTAIN: COUNCIL MEMBERS:
ABSENT: COUNCIL MEMBERS:
Randi Johl, City Clerk
RESOLUTION NO.2022-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF TEMECULA REVISING THE SCHEDULE OF
AUTHORIZED POSITIONS AND SALARY SCHEDULE
THE CITY COUNCIL OF THE CITY OF TEMECULA DOES HEREBY RESOLVE AS FOLLOWS:
Section 1. The Schedule of Authorized Positions and Salary Schedule, attached hereto, is hereby adopted pursuant to Section 45001 of the California Government Code. Such list is attached to this Resolution and incorporated herein by this reference.
Section 2. The Schedule of Authorized Positions and Salary Schedule shall become effective July 1, 2022, and may be, thereafter, amended.
Section 3. The City Manager shall implement the attached Schedule of Authorized Positions and Salary Schedule and has the authority to select and appoint employees and approve Executive Staff employment agreements in accordance with the City of Temecula's Municipal Code and personnel policies.
Section 4. In accordance with City of Temecula Municipal Code Section 2.60.030, the City Manager shall administer the City personnel system. This resolution specifically authorizes the City Manager to fix and alter the titles, compensation, and number of positions in the Schedule of Authorized Positions as needed, subject to the total personnel expenditure budget limitations approved by the City Council.
Section 5. All prior resolutions and parts of this resolution in conflict with this Resolution are hereby rescinded.
Section 6. The City Clerk shall certify to the adoption of this Resolution.
PASSED, APPROVED, AND ADOPTED by the City Council of the City of Temecula this 10 day of June, 2022.
Matt Rahn, Mayor
ATTEST:
Randi Johl, City Clerk
[SEAL]
STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE ) ss
CITY OF TEMECULA )
I, Randi Johl, City Clerk of the City of Temecula, do hereby certify that the foregoing Resolution No. 2022- was duly and regularly adopted by the City Council of the City of Temecula at a meeting thereof held on the 14th day of June, 2022, by the following vote:
AYES: COUNCIL MEMBERS:
NOES: COUNCIL MEMBERS:
ABSTAIN: COUNCIL MEMBERS:
ABSENT: COUNCIL MEMBERS:
Randi Johl, City Clerk
R
SCHEDULE OF AUTHORIZED POSITIONS
As of July 1, 2022
City of Temecula
Fiscal Year 2022-23
Annual Operating Budget
low
FY2022-23
Number of
Positions
Salary Schedule
Bargaining
Unit'*
Exempt/Non-
Exempt
Monthly Salary
Minimum Maximum
CITY COUNCIL
Councilmember
5.0 600 800
N/A
E
City Council Subtotal:
5.0 CITY MANAGER
Assistant City Manager
1.0 16,486 23,294
Exec
E
Assistant to the City Manager
City Manager
Executive Assistant
Senior Office Specialist
1.0 10,131 14,316
MCP
E
1.0 N/A 25,624
Contract
E
1.0 5,332 7,533
MCP
E
0.75 4,269 5,465
Re
NE
City Manager Subtotal:
4.75 OFFICE OF PUBLIC INFORMATION & ECONOMIC DEVELOPMENT
1.0 9,178 12,969
MCP
E
Economic Development Manager
Management Analyst
2.0 6,032 8,523
MCP
E
Administrative Assistant
1.0 4,597 5,885
Rep
NE
Multimedia Specialist 1
1.0 5,202 6,658
Rep
NE
Office of Public Information & Economic Development Subtotal:
5.0 CITY CLERK
Deputy City Clerk
1.0 6,824 9,643
MCP
E
Director of Legislative Affairs/City Clerk
1.0 13,293 18,782
Exec
E
Management Assistant
1.0 4,950 6,337
Rep
NE
Records Manager
1.0 6,183 8,736
MCP
E
Records Technician
1.0 3,591 4,597
Rep
NE
City Clerk Subtotal:
5.0 HUMAN RESOURCES
Director of HR/Risk Management
1.0 13,293 18,782
Exec
E
Human Resources Technician I (Confidential)
2.0 4,713 6,658
MCP
NE
Management Assistant (Confidential) - Limited Term
1.0 4,950 6,996
MCP
NE
Management Analyst (Risk Management)
1.0 6,032 8,523
MCP
E
Senior Mana ement Analyst
2.0 6,996 9,883
MCP
E
of Human Resources Subtotal:
7.0 EMERGENCY MANAGEMENT
Management Analyst
1.0 6,032 8,523
MCP
E
Emergency Management Subtotal:
1.0 FINANCE
Accountant 1
1.0 6,183 7,914
Rep
NE
Accounting Assistant (Cashier & AP)
3.0 4,375 5,600
Rep
NE
Accounting Technician 1/11
1.0 4,829 6,497
Rep
NE
Assistant Director of Finance
1.0 11,183 15,801
MCP
E
Director of Finance
1.0 13,626 19,252
Exec
E
Fiscal Services Manager
2.0 9,178 12,969
MCP
E
Management Analyst
1.0 6,032 8,523
MCP
E
Finance Manager
1.0 7,914 11,183
MCP
E
Senior Accountant (Confidential)
1.0 7,171 10,131
MCP
NE
Senior Accounting Technician
1.0 5,600 7,171
Rep
NE
Senior Accounting Technician (Confidential)
1.0 5,600 7,914
MCP
NE
Senior Accountino Technician - Pa roll Confidential
1.0 5,600 7,914
MCP
NE
Finance Subtotal:
15.00 R
SCHEDULE OF AUTHORIZED POSITIONS
As of July 1, 2022
City of Temecula
Fiscal Year 2022-23
Annual Operating Budget
FY2022-23
Number of
Positions
Salary Schedule
Bargaining
Unit*
Exempt/Non-
Exempt
Monthly Salary
Minimum Maximum
INFORMATION TECHNOLOGY
Assistant Director Information Technology/Support Svcs
1.0 10,910 15,416
MCP
E
Director of Information Technology/Support Svcs
1.0 13,293 18,782
Exec
E
Information Technology Manager
1.0 9,883 13,965
MCP
E
Information Technology Specialist I (Confidential)
1.0 5,332 7,533
MCP
NE
Information Technology Specialist 11 (Confidential)
1.0 5,600 7,914
MCP
NE
Information Technology Supervisor (Confidential)
4.0 6,824 9,643
MCP
NE
Information Technology Supervisor (Multimedia Services) (Confidential)
1.0 6,824 9,643
MCP
NE
Information Technology Technician 11 (Confidential)
1.0 4,829 6,824
MCP
NE
Senior Administrative Assistant
1.0 5,075 6,497
Rep
NE
Senior Information Technology Specialist (Confidential)
1.0 6,183 8,736
MCP
NE
Support Services
Office Specialist 11 -AM
Office Specialist 11 - PM
Support Services Supervisor
Support Services Technician
0.6 3,867 4,950
Rep
NE
0.6 3,867 4,950
Rep
NE
1.0 4,269 5,465
Rep
NE
0.5 3,503 4,486
Rep
NE
Information Technology Subtotal:
15.7 COMMUNITY DEVELOPMENT
Assistant Director of Community Development
1.0 11,183 15,801
MCP
E
Deputy City Manager
1.0 14,988 21,178
Exec
E
Principal Management Analyst
1.0 7,722 10,910
MCP
E
Senior Administrative Assistant
1.0 5,075 6,497
Rep
NE
SARDA/CDBG
Principal Planner
0.35 8,736 12,343
MCP
E
Planning
Assistant Planner
2.0 5,600 7,171
Rep
NE
Associate Planner 1
1.0 6,497 8,315
Rep
NE
Associate Planner 11
1.0 7,171 9,178
Rep
NE
Community Development Technician 1
1.0 4,950 6,337
Rep
NE
Community Development Technician 11 (Underfill as Comm Dev Tech 1)
1.0 5,465 6,996
Rep
NE
Community Development Technician 11
3.0 5,465 6,996
Rep
NE
Planning Manager
1.0 9,643 13,626
MCP
E
Planning Technician
1.0 5,075 6,497
Rep
NE
Principal Planner
0.65 8,736 12,343
MCP
E
Senior Management Analyst
1.1 6,996 9,883
MCP
E
Senior Office Specialist
1.0 4,269 5,465
Rep
NE
Senior Planner
1.0 7,914 11,183
MCP
E
Building and Safety/Code Enforcement
Administrative Assistant
2.0 4,597 5,885
Rep
NE
Building Inspector 1
1.0 5,741 7,349
Rep
NE
Building Inspector 11
4.0 6,337 8,112
Rep
NE
Building Official
1.0 10,131 14,316
MCP
E
Code Enforement Officer 1
2.0 4,829 6,183
Rep
NE
Code Enforcement Officer 11
1.0 5,332 6,824
Rep
NE
Field Supervisor - Code Enforcement
1.0 6,497 8,315
Rep
NE
Plan Checker
1.0 7,722 9,883
Rep
NE
Senior Code Enforcement Officer
1.0 5,885 7,533
Rep
NE
Senior Management Analyst
0.9 6,996 9,883
1 MCP
E
Community Development Subtotal:
34.0 R
SCHEDULE OF AUTHORIZED POSITIONS
As of July 1, 2022
City of Temecula
Fiscal Year 2022-23
Annual Operating Budget
FY2022-23
Number of
Positions
Salary Schedule
Bargaining
Unit-
Exempt/Non-
Exempt
Monthly Salary
Minimum Maximum
PUBLIC WORKS
Administrative Assistant (Underfill as Office Specialist II .5)
1.0 4,597 5,885
Rep
NE
Director of Public Works
1.0 13,626 19,252
Exec
E
Principal Management Analyst
1.0 7,722 10,910
MCP
E
CIP Administration
Associate Civil Engineer
3.0 8,315 10,644
Rep
E
Associate Engineer II
3.0 7,914 10,131
Rep
E
Engineering Manager
1.0 11,463 16,196
MCP
E
Senior Office Specialist
1.0 4,269 5,465
Rep
NE
Principal Civil Engineer
1.0 10,384 14,673
MCP
NE
Senior Civil Engineer
1.0 9,409 13,293
MCP
E
Senior Public Works Inspector
2.0 6,824 8,736
Rep
NE
Supervising Public Works Inspector
1.0 7,533 9,643
Rep
NE
Land Development/NPDES
Associate Civil Engineer
1.0 8,315 10,644
Rep
E
Associate Civil Engineer (Underfill as Associate Engineer II)
1.0 8,315 10,644
Rep
E
Associate Engineer 1
1.0 7,171 9,178
Rep
E
Associate Engineer II
1.0 7,914 10,131
Rep
E
Engineering Tech 1
1.0 5,332 6,824
Rep
NE
Management Assistant
1.0 4,950 6,337
Rep
NE
Principal Civil Engineer
1.0 10,384 14,673
MCP
E
Senior Management Analyst
1.0 6,996 9,883
MCP
E
Senior Public Works Inspector
2.0 6,824 8,736
Rep
NE
Traffic
Associate Engineer II
1.0 7,914 10,131
Rep
E
Senior Civil Engineer
1.0 9,409 13,293
MCP
E
Senior Signal Technician
2.0 6,824 8,736
Rep
NE
Maintenance (Streets, Facilities, Parks)
Custodian II - Facilities
2.0 3,335 4,269
Rep
NE
Field Supervisor - Trades
1.0 6,658 8,523
Rep
NE
Landscape Inspector 11
1.0 5,600 7,171
Rep
NE
Lead Maintenance Worker- Electrician
1.0 6,032 7,722
Rep
NE
Lead Maintenance Worker- HVAC
1.0 6,032 7,722
Rep
NE
Lead Maintenance Worker - Streets
3.0 4,829 6,183
Rep
NE
Lead Maintenance Worker- Parks
2.0 4,829 6,183
Rep
NE
Lead Maintenance Worker- Facilities
1.0 5,741 7,349
Rep
NE
Maintenance Manager
1.0 10,131 14,316
MCP
E
Maintenance Superintendent
3.0 9,178 12,969
MCP
E
Maintenance Worker I - Streets
4.0 3,964 5,075
Rep
NE
Maintenance Worker I - Parks
1.0 3,964 5,075
Rep
NE
Maintenance Worker I - Facilities
2.0 4,713 6,032
Rep
NE
Maintenance Worker II - Streets/Parks
3.0 4,375 5,600
Rep
NE
Management Assistant
1.0 4,950 6,337
Rep
NE
Management Assistant (Limited Term)
1.0 4,950 6,337
Rep
NE
Park Attendant 1
1.0 4,829 6,183
Rep
NE
Park Attendant II (Underfill as Park Attendant 1)
1.0 5,332 6,824
Rep
NE
Park Attendant II
1.0 5,332 6,824
Rep
NE
Senior Landscape Inspector
1.0 6,183 7,914
1 Rep
NE
Public Works Subtotal:
62.0 City Temecula
Fiscal Year 2022-23
Annual Operating Budget
SCHEDULE OF AUTHORIZED POSITIONS
As of July 1, 2022
FY2022-23
Number of
Positions
Salary Schedule
Bargaining
Unit-
Exempt/Non-
Exempt
Monthly Salary
Minimum Maximum
FIRE
Community Development Technician II
2.0 5,465 6,996
Rep
NE
Fire Inspector 1
1.0 6,658 8,523
Rep
NE
Management Analyst
1.0 6,032 8,523
MCP
E
Fire Subtotal:
4.0 COMMUNITY SERVICES
Aquatics Coordinator
1.0 4,950 6,337
Rep
NE
Aquatics Supervisor 1
2.0 5,465 6,996
Rep
NE
Aquatics Supervisor 11
1.0 5,741 7,349
Rep
NE
Community Services Assistant
1.0 4,063 5,202
Rep
NE
Community Services Coordinator 1
2.0 4,950 6,337
Rep
NE
Community Services Coordinator 11
2.0 5,202 6,658
Rep
NE
Community Services Manager
9.0 8,954 12,652
MCP
E
Community Services Specialist 1
2.0 4,269 5,465
Rep
NE
Community Services Superintendent
2.0 9,883 13,965
MCP
E
Community Services Supervisor 1
4.0 5,741 7,349
Rep
NE
Community Services Supervisor 11
2.0 6,032 7,722
Rep
NE
Director of Community Services
1.0 13,293 18,782
Exec
E
Management Aide 11
1.0 4,063 5,202
Rep
NE
Management Assistant
1.0 4,950 6,337
Rep
NE
Multimedia Coordinator
2.0 6,032 7,722
Rep
NE
Office Specialist 11
1.0 3,867 4,950
Rep
NE
Principal Management Analyst
1.0 7,722 10,910
MCP
E
Theater Technical Assistant
1.0 3,867 4,950
Rep
NE
Theater Technical Coordinator 11
1.0 5,202 6,658
Rep
NE
Community Services Subtotal:
37.0 Total By Department
Positions
"Bargaining Units:
Rep = Represented
MCP = Management/Confidential
City Council
5.0 City Manager
4.75 Exec = Executive
Economic Development
5.0 City Clerk
5.0 Human Resources
7.0 Emergency Management
1.0 Finance
15.0 Information Technology
15.7 Community Development
34.0 Public Works
62.0 Fire
4.0 Communitv Services
37.0 Unfunded positions include: (1) Office Specialist II (PW)
CITY OF TEMECULA
SALARY SCHEDULE
EFFECTIVE JULY 1, 2022
I qw Salary Steps MCP Only
Class Family / Title Level Class Code Time Base r 4.00
ADMINISTRATIVE
Executive Assistant 4.00 951-004 Hourly
30.76 31.53
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 40.36
41.37 42.40
43.46 Monthly
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
Annually
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
Senior Administrative Assistant 4.00 952-004 Hourly
29.28 30.01
30.76 31.53
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 40.36
41.37 Monthly
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
Annually
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
Administrative Assistant 3.00 953-003 Hourly
26.52 27.19
27.86 28.56
29.28 30.01
30.76 31.53
32.31 33.12
33.95 34.80
35.67 36.56
37.48 Monthly
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
Annually
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
Senior Office Specialist 2.00 954-002 Hourly
24.63 25.24
25.88 26.52
27.19 27.86
28.56 29.28
30.01 30.76
31.53 32.31
33.12 33.95
34.80 Monthly
4,269.20
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
Annually
51,230.40
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
Office Specialist II 1.00 955-001 Hourly
22.31 22.87
23.44 24.03
24.63 25.24
25.88 26.52
27.19 27.86
28.56 29.28
30.01 30.76
31.53 Monthly
3,867.07
3,964.13
4,062.93
4,165.20
4,269.20
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
Annually
46,404.80
47,569.60
48,755.20
49,982.40
51,230.40
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
Office Specialist 1 1.00 956-001 Hourly
21.24 21.77
22.31 22.87
23.44 24.03
24.63 25.24
25.88 26.52
27.19 27.86
28.56 29.28
30.01 Monthly
3,681.60
3,773.47
3,867.07
3,964.13
4,062.93
4,165.20
4,269.20
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
Annually
44,179.20
45,281.60
46,404.80
47,569.60
48,755.20
49,982.40
51,230.40
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
Office Aide111 1.00 957-001 Hourly
19.72 20.21
20.72 21.24
21.77 22.31
22.87 23.44
24.03 24.63
25.24 25.88
26.52 27.19
27.86 Monthly
3,418.13
3,503.07
3,591.47
3,681.60
3,773.47
3,867.07
3,964.13
4,062.93
4,165.20
4,269.20
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
Annually
41,017.60
42,036.80
43,097.60
44,179.20
45,281.60
46,404.80
47,569.60
48,755.20
49,982.40
51,230.40
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
Office Aide11 1.00 958-001 Hourly
18.31 18.77
19.24 19.72
20.21 20.72
21.24 21.77
22.31 22.87
23.44 24.03
24.63 25.24
25.88 Monthly
3,173.73
3,253.47
3,334.93
3,418.13
3,503.07
3,591.47
3,681.60
3,773.47
3,867.07
3,964.13
4,062.93
4,165.20
4,269.20
4,374.93
4,485.87
Annually
38,084.80
39,041.60
40,019.20
41,017.60
42,036.80
43,097.60
44,179.20
45,281.60
46,404.80
47,569.60
48,755.20
49,982.40
51,230.40
52,499.20
53,830.40
Office Aide 1.00 959-001 Hourly
16.59 17.01
17.43 17.87
18.31 18.77
19.24 19.72
20.21 20.72
21.24 21.77
22.31 22.87
23.44 Monthly
2,875.60
2,948.40
3,021.20
3,097.47
3,173.73
3,253.47
3,334.93
3,418.13
3,503.07
3,591.47
3,681.60
3,773.47
3,867.07
3,964.13
4,062.93
Annually
34,507.20
35,380.80
36,254.40
37,169.60
38,084.80
39,041.60
40,019.20
41,017.60
42,036.80
43,097.60
44,179.20
45,281.60
46,404.80
47,569.60
48,755.20
ANALYST
Principal Management Analyst 7.00 901-007 Hourly
44.55 45.66
46.80 47.97
49.17 50.40
51.66 52.95
54.28 55.63
57.02 58.45
59.91 61.41
62.94 Monthly
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
10,384.40
10,644.40
10,909.60
Annually
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
118,601.60
121,576.00
124,612.80
127,732.80
130,915.20
Senior Management Analyst 6.00 902-006 Hourly
40.36 41.37
42.40 43.46
44.55 45.66
46.80 47.97
49.17 50.40
51.66 52.95
54.28 55.63
57.02 Monthly
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
Annually
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
118,601.60
Management Analyst 5.00 903-005 Hourly
34.80 35.67
36.56 37.48
38.41 39.37
40.36 41.37
42.40 43.46
44.55 45.66
46.80 47.97
49.17 Monthly
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
Annually
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
Management Assistant 4.00 904-004 Hourly
28.56 29.28
30.01 30.76
31.53 32.31
33.12 33.95
34.80 35.67
36.56 37.48
38.41 39.37
40.36 Monthly
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
Annually
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
Management Aide III 3.00 905-003 Hourly
25.88 26.52
27.19 27.86
28.56 29.28
30.01 30.76
31.53 32.31
33.12 33.95
34.80 35.67
36.56 Monthly
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
Annually
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
PAGE 1 OF 14 Adopted 6/14/2022
CITY OF TEMECULA
SALARY SCHEDULE
EFFECTIVE JULY 1, 2022
Class Family / Title Level Class Code Time Base
23.44 24.03
r
24.63 25.24
I
25.88 Salary Steps
r
26.52 4.00
27.19 4.50
27.86 5.00
28.56 5.50
29.28 6.00
30.01 30.76
MCP
31.53 Only
32.31 33.12
Management Aide II 2.00 906-002 Hourly
Monthly
4,062.93
4,165.20
4,269.20
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
Annually
48,755.20
49,982.40
51,230.40
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
Management Aide 1.00 907-001 Hourly
21.24 21.77
22.31 22.87
23.44 24.03
24.63 25.24
25.88 26.52
27.19 27.86
28.56 29.28
30.01 Monthly
3,681.60
3,773.47
3,867.07
3,964.13
4,062.93
4,165.20
4,269.20
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
Annually
44,179.20
45,281.60
46,404.80
47,569.60
48,755.20
49,982.40
51,230.40
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
Intern 1.00 908-001 Hourly
15.41 15.79
16.19 16.59
17.01 17.43
17.87 18.31
18.77 19.24
19.72 Monthly
2,671.07
2,736.93
2,806.27
2,875.60
2,948.40
3,021.20
3,097.47
3,173.73
3,253.47
3,334.93
3,418.13
Annually
32,052.80
32,843.20
33,675.20
34,507.20
35,380.80
36,254.40
37,169.60
38,084.80
39,041.60
40,019.20
41,017.60
COMMUNITY DEVELOPMENT
Director of Community Development 8.00 300-008 Hourly
78.61 80.57
82.59 84.65
86.77 88.94
91.16 93.44
95.77 98.17
100.62
103.14
105.72
108.36
111.07
Monthly
13,625.73
13,965.47
14,315.60
14,672.67
15,040.13
15,416.27
15,801.07
16,196.27
16,600.13
17,016.13
17,440.80
17,877.60
18,324.80
18,782.40
19,252.13
Annually
163,508.80
167,585.60
171,787.20
176,072.00
180,481.60
184,995.20
189,612.80
194,355.20
199,201.60
204,193.60
209,289.60
214,531.20
219,897.60
225,388.80
231,025.60
Asst Dir. of Community Development 7.00 330-007 Hourly
64.52 66.13
67.78 69.48
71.21 72.99
74.82 76.69
78.61 80.57
82.59 84.65
86.77 88.94
91.16 Monthly
11,183.47
11,462.53
11,748.53
12,043.20
12,343.07
12,651.60
12,968.80
13,292.93
13,625.73
13,965.47
14,315.60
14,672.67
15,040.13
15,416.27
15,801.07
Annually
134,201.60
137,550.40
140,982.40
144,518.40
148,116.80
151,819.20
155,625.60
159,515.20
163,508.80
167,585.60
171,787.20
176,072.00
180,481.60
184,995.20
189,612.80
COMMUNITY DEVELOPMENT- BUILDING 8, SAFETY
Building Official 7.00 331-007 Hourly
58.45 59.91
61.41 62.94
64.52 66.13
67.78 69.48
71.21 72.99
74.82 76.69
78.61 80.57
82.59 Monthly
10,131.33
10,384.40
10,644.40
10,909.60
11,183.47
11,462.53
11,748.53
12,043.20
12,343.07
12,651.60
12,968.80
13,292.93
13,625.73
13,965.47
14,315.60
Annually
121,576.00
124,612.80
127,732.80
130,915.20
134,201.60
137,550.40
140,982.40
144,518.40
148,116.80
151,819.20
155,625.60
159,515.20
163,508.80
167,585.60
171,787.20
Field Supervisor - Building 4.00 330-004 Hourly
46.80 47.97
49.17 50.40
51.66 52.95
54.28 55.63
57.02 58.45
59.91 Monthly
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
10,384.40
Annually
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
118,601.60
121,576.00
124,612.80
Plan Checker 4.00 308-004 Hourly
44.55 45.66
46.80 47.97
49.17 50.40
51.66 52.95
54.28 55.63
57.02 Monthly
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
Annually
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
118,601.60
Senior Building Inspector 3.00 332-003 Hourly
40.36 41.37
42.40 43.46
44.55 45.66
46.80 47.97
49.17 50.40
51.66 Monthly
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
Annually
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
Building Inspector )) 2.00 333-002 Hourly
36.56 37.48
38.41 39.37
40.36 41.37
42.40 43.46
44.55 45.66
46.80 Monthly
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
Annually
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
Building Inspector ) 1.00 334-001 Hourly
33.12 33.95
34.80 35.67
36.56 37.48
38.41 39.37
40.36 41.37
42.40 Monthly
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
Annually
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
COMMUNITY DEVELOPMENT - CODE ENFORCEMENT
Field Supervisor - Code Enforcement 4.00 343-004 Hourly
37.48 38.41
39.37 40.36
41.37 42.40
43.46 44.55
45.66 46.80
47.97 Monthly
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
Annually
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
Senior Code Enforcement Officer 3.00 340-003 Hourly
33.95 34.80
35.67 36.56
37.48 38.41
39.37 40.36
41.37 42.40
43.46 Monthly
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
Annually
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
Code Enforcement Officer II 2.00 341-002 Hourly
30.76 31.53
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 Monthly
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
Annually
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
PAGE 2 OF 14 Adopted 6/14/2022
CITY OF TEMECULA
SALARY SCHEDULE
EFFECTIVE JULY 1, 2022
I
Class Family / Title Level Class Code Time Base
I Salary Steps MCP Only
r r 4.00 4.50 5.00 5.50 6.00
27.86 28.56 29.28 30.01 30.76 31.53 32.31 33.12 33.95 34.80 35.67 Code Enforcement Officer 1 1.00 342-001 Hourly
Monthly
4,829.07 4,950.40 5,075.20 5,201.73 5,331.73 5,465.20 5,600.40 5,740.80 5,884.67 6,032.00 6,182.80 Annually
57,948.80 59,404.80 60,902.40 62,420.80 63,980.80 65,582.40 67,204.80 68,889.60 70,616.00 72,384.00 74,193.60
COMMUNITY DEVELOPMENT- PLANNING
Planning Manager 7.00 301-007 Hourly
55.63 57.02
58.45 59.91
61.41 62.94
64.52 66.13
67.78 69.48
71.21 72.99
74.82 76.69
78.61 Monthly
9,642.53
9,883.47
10,131.33
10,384.40
10,644.40
10,909.60
11,183.47
11,462.53
11,748.53
12,043.20
12,343.07
12,651.60
12,968.80
13,292.93
13,625.73
Annually
115,710.40
118,601.60
121,576.00
124,612.80
127,732.80
130,915.20
134,201.60
137,550.40
140,982.40
144,518.40
148,116.80
151,819.20
155,625.60
159,515.20
163,508.80
Principal Planner 6.00 302-006 Hourly
50.40 51.66
52.95 54.28
55.63 57.02
58.45 59.91
61.41 62.94
64.52 66.13
67.78 69.48
71.21 Monthly
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
10,384.40
10,644.40
10,909.60
11,183.47
11,462.53
11,748.53
12,043.20
12,343.07
Annually
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
118,601.60
121,576.00
124,612.80
127,732.80
130,915.20
134,201.60
137,550.40
140,982.40
144,518.40
148,116.80
Senior Planner 5.00 303-005 Hourly
45.66 46.80
47.97 49.17
50.40 51.66
52.95 54.28
55.63 57.02
58.45 59.91
61.41 62.94
64.52 Monthly
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
10,384.40
10,644.40
10,909.60
11,183.47
Annually
94,972.80
97,344.00
1 99,777.60
102,273.60
1 104,832.00
107,452.80
110,136.00
1 112,902.40
115,710.40
1 118,601.60
121,576.00
124,612.80
1 127,732.80
130,915.20
1 134,201.60
Associate Planner11 4.00 304-004 Hourly
41.37 42.40
43.46 44.55
45.66 46.80
47.97 49.17
50.40 51.66
52.95 Monthly
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
Annually
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
Associate Planner 3.00 305-003 Hourly
37.48 38.41
39.37 40.36
41.37 42.40
43.46 44.55
45.66 46.80
47.97 Monthly
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
Annually
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
Assistant Planner 2.00 306-002 Hourly
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 40.36
41.37 Monthly
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
Annually
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
Planning Technician 1.00 307-001 Hourly
29.28 30.01
30.76 31.53
32.31 33.12
33.95 34.80
35.67 36.56
37.48 Monthly
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
Annually
60,902.40
62,420.80
1 63,980.80
65,582.40
67,204.80
68,889.60
1 70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
COMMUNITY DEVELOPMENT - SERVICES
CommDev Processing Supervisor 4.00 320-004 Hourly
38.41 39.37
40.36 41.37
42.40 43.46
44.55 45.66
46.80 47.97
49.17 Monthly
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
Annually
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
Senior CommDev Technician 3.00 321-003 Hourly
34.80 35.67
36.56 37.48
38.41 39.37
40.36 41.37
42.40 43.46
44.55 Monthly
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
Annually
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
CommDev Technician 11 2.00 322-002 Hourly
31.53 32.31
33.12 33.95
34.80 35.67
36.56 37.48
38.41 39.37
40.36 Monthly
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
Annually
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
CommDev Technician 1 1.00 323-001 Hourly
28.56 29.28
30.01 30.76
31.53 32.31
33.12 33.95
34.80 35.67
36.56 Monthly
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
Annually
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
CITY CLERK
Director of Legislative Affairs/City Clerk 8.00 500-009 Hourly
76.69 78.61
80.57 82.59
84.65 86.77
88.94 91.16
93.44 95.77
98.17 100.62
103.14
105.72
108.36
Monthly
13,292.93
13,625.73
13,965.47
14,315.60
14,672.67
15,040.13
15,416.27
15,801.07
16,196.27
16,600.13
17,016.13
17,440.80
17,877.60
18,324.80
18,782.40
Annually
159,515.20
163,508.80
167,585.60
171,787.20
176,072.00
180,481.60
184,995.20
189,612.80
194,355.20
199,201.60
204,193.60
209,289.60
214,531.20
219,897.60
225,388.80
Deputy City Clerk 7.00 501-007 Hourly
39.37 40.36
41.37 42.40
43.46 44.55
45.66 46.80
47.97 49.17
50.40 51.66
52.95 54.28
55.63 Monthly
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
Annually
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
PAGE 3 OF 14 Adopted 6/14/2022
CITY OF TEMECULA
SALARY SCHEDULE
EFFECTIVE JULY 1, 2022
I
Class Family / Title Level Class Code Time Base
35.67 36.56
37.48 38.41
39.37 Salary Steps
40.36 41.37
42.40 43.46
44.55 45.66
46.80 MCIP
47.97 Only
49.17 50.40
Records Manager 6.00 510-006 Hourly
Monthly
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
Annually
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
Records Supervisor 4.00 511-004 Hourly
27.86 28.56
29.28 30.01
30.76 31.53
32.31 33.12
33.95 34.80
35.67 Monthly
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
Annually
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
Senior Records Coordinator 3.00 512-003 Hourly
25.24 25.88
26.52 27.19
27.86 28.56
29.28 30.01
30.76 31.53
32.31 Monthly
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
Annually
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
Records Coordinator 2.00 513-002 Hourly
22.87 23.44
24.03 24.63
25.24 25.88
26.52 27.19
27.86 28.56
29.28 Monthly
3,964.13
4,062.93
4,165.20
4,269.20
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
Annually
47,569.60
48,755.20
49,982.40
51,230.40
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
Records Technician 1.00 514-001 Hourly
20.72 21.24
21.77 22.31
22.87 23.44
24.03 24.63
25.24 25.88
26.52 Monthly
3,591.47
3,681.60
3,773.47
3,867.07
3,964.13
4,062.93
4,165.20
4,269.20
4,374.93
4,485.87
4,596.80
Annually
43,097.60
44,179.20
45,281.60
46,404.80
47,569.60
48,755.20
49,982.40
51,230.40
52,499.20
53,830.40
55,161.60
CITY MANAGER
City Manager (per Employment Contract) 8.00 100-009 Hourly 147.83
Monthly
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
25,623.87
Annually
307,486.40
Assistant City Manager 8.00 101-008 Hourly
95.11 97.49
99.93 102.43
104.99
107.61
110.30
113.06
115.89
118.78
121.75
124.80
127.92
131.12
134.39
Monthly
16,485.73
16,898.27
17,321.20
17,754.53
18,198.27
18,652.40
19,118.67
19,597.07
20,087.60
20,588.53
21,103.33
21,632.00
22,172.80
22,727.47
23,294.27
Annually
197,828.80
202,779.20
207,854.40
213,054.40
218,379.20
223,828.80
229,424.00
235,164.80
241,051.20
247,062.40
253,240.00
259,584.00
266,073.60
272,729.60
279,531.20
Deputy City Manager 7.00 102-007 Hourly
86.47 88.63
90.84 93.12
95.44 97.83
100.28
102.78
105.35
107.99
110.69
113.45
116.29
119.20
122.18
Monthly
14,988.13
15,362.53
15,745.60
16,140.80
16,542.93
16,957.20
17,381.87
17,815.20
18,260.67
18,718.27
19,186.27
19,664.67
20,156.93
20,661.33
21,177.87
Annually
179,857.60
184,350.40
188,947.20
193,689.60
198,515.20
203,486.40
208,582.40
213,782.40
219,128.00
224,619.20
230,235.20
235,976.00
241,883.20
247,936.00
254,134.40
Assistant to the City Manager 6.00 103-007 Hourly
58.45 59.91
61.41 62.94
64.52 66.13
67.78 69.48
71.21 72.99
74.82 76.69
78.61 80.57
82.59 Monthly
10,131.33
10,384.40
10,644.40
10,909.60
11,183.47
11,462.53
11,748.53
12,043.20
12,343.07
12,651.60
12,968.80
13,292.93
13,625.73
13,965.47
14,315.60
Annually
121,576.00
124,612.80
127,732.80
130,915.20
134,201.60
137,550.40
140,982.40
144,518.40
148,116.80
151,819.20
155,625.60
159,515.20
163,508.80
167,585.60
171,787.20
Economic Development Manager 5.00 120-006 Hourly
52.95 54.28
55.63 57.02
58.45 59.91
61.41 62.94
64.52 66.13
67.78 69.48
71.21 72.99
74.82 Monthly
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
10,384.40
10,644.40
10,909.60
11,183.47
11,462.53
11,748.53
12,043.20
12,343.07
12,651.60
12,968.80
Annually
1 110,136.00
1 112,902.40
1 115,710.40
1 118,601.60
1 121,576.00
1 124,612.80
127,732.80
130,915.20
1 134,201.60
1 137,550.40
1 140,982.40
144,518.40
148,116.80
1 151,819.20
1 155,625.60
COMMUNITY SERVICES
Director of Community Services 8.00 600-008 Hourly
76.69 78.61
80.57 82.59
84.65 86.77
88.94 91.16
93.44 95.77
98.17 100.62
103.14
105.72
108.36
Monthly
13,292.93
13,625.73
13,965.47
14,315.60
14,672.67
15,040.13
15,416.27
15,801.07
16,196.27
16,600.13
17,016.13
17,440.80
17,877.60
18,324.80
18,782.40
Annually
159,515.20
163,508.80
167,585.60
171,787.20
176,072.00
180,481.60
184,995.20
189,612.80
194,355.20
199,201.60
204,193.60
209,289.60
214,531.20
219,897.60
225,388.80
Asst Director of Community Services 7.00 601-007 Hourly
62.94 64.52
66.13 67.78
69.48 71.21
72.99 74.82
76.69 78.61
80.57 82.59
84.65 86.77
88.94 Monthly
10,909.60
11,183.47
11,462.53
11,748.53
12,043.20
12,343.07
12,651.60
12,968.80
13,292.93
13,625.73
13,965.47
14,315.60
14,672.67
15,040.13
15,416.27
Annually
130,915.20
134,201.60
137,550.40
140,982.40
144,518.40
148,116.80
151,819.20
155,625.60
159,515.20
163,508.80
167,585.60
171,787.20
176,072.00
180,481.60
184,995.20
Community Services Superintendent 6.00 602-006 Hourly
57.02 58.45
59.91 61.41
62.94 64.52
66.13 67.78
69.48 71.21
72.99 74.82
76.69 78.61
80.57 Monthly
9,883.47
10,131.33
10,384.40
10,644.40
10,909.60
11,183.47
11,462.53
11,748.53
12,043.20
12,343.07
12,651.60
12,968.80
13,292.93
13,625.73
13,965.47
Annually
118,601.60
121,576.00
124,612.80
127,732.80
130,915.20
134,201.60
137,550.40
140,982.40
144,518.40
148,116.80
151,819.20
155,625.60
159,515.20
163,508.80
167,585.60
Community Services Manager 5.00 603-005 Hourly
51.66 52.95
54.28 55.63
57.02 58.45
59.91 61.41
62.94 64.52
66.13 67.78
69.48 71.21
72.99 Monthly
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
10,384.40
10,644.40
10,909.60
11,183.47
11,462.53
11,748.53
12,043.20
12,343.07
12,651.60
1 Annually
107,452.80
110,136.00
112,902.40
115,710.40
118,601.60
121,576.00
124,612.80
127,732.80
130,915.20
134,201.60
137,550.40
140,982.40
144,518.40
148,116.80
151,819.20
PAGE 4 OF 14 Adopted 6/14/2022
CITY OF TEMECULA
SALARY SCHEDULE
EFFECTIVE JULY 1, 2022
I
Class Family / Title Level Class Code Time Base
1.00 34.80
1.50 35.67
2.00 36.56
37.48 38.41
Salary Steps
r
39.37 4.00
40.36 4.50
41.37 5.00
42.40 5.50
43.46 44.55
MCIP
Only
Community Services Supervisor II 4.00 610-004 Hourly
Monthly
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
Annually
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
Community Services Supervisor 1 4.00 611-004 Hourly
33.12 33.95
34.80 35.67
36.56 37.48
38.41 39.37
40.36 41.37
42.40 Monthly
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
Annually
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
Community Services Coordinator II 3.00 612-003 Hourly
30.01 30.76
31.53 32.31
33.12 33.95
34.80 35.67
36.56 37.48
38.41 Monthly
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
Annually
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
Community Services Coordinator 1 3.00 613-003 Hourly
28.56 29.28
30.01 30.76
31.53 32.31
33.12 33.95
34.80 35.67
36.56 Monthly
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
Annually
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
Community Services Specialist 11 2.00 614-002 Hourly
25.88 26.52
27.19 27.86
28.56 29.28
30.01 30.76
31.53 32.31
33.12 Monthly
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
Annually
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
Community Services Specialist 1 2.00 615-002 Hourly
24.63 25.24
25.88 26.52
27.19 27.86
28.56 29.28
30.01 30.76
31.53 Monthly
4,269.20
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
Annually
51,230.40
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
Community Services Assistant 1.00 616-001 Hourly
23.44 24.03
24.63 25.24
25.88 26.52
27.19 27.86
28.56 29.28
30.01 Monthly
4,062.93
4,165.20
4,269.20
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
Annually
48,755.20
49,982.40
51,230.40
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
Senior Recreation Leader 1.00 617-001 Hourly
21.77 22.31
22.87 23.44
24.03 24.63
25.24 25.88
26.52 27.19
27.86 Monthly
3,773.47
3,867.07
3,964.13
4,062.93
4,165.20
4,269.20
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
Annually
45,281.60
46,404.80
47,569.60
48,755.20
49,982.40
51,230.40
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
Recreation Leader 1.00 618-001 Hourly
20.21 20.72
21.24 21.77
22.31 22.87
23.44 24.03
24.63 25.24
25.88 Monthly
3,503.07
3,591.47
3,681.60
3,773.47
3,867.07
3,964.13
4,062.93
4,165.20
4,269.20
4,374.93
4,485.87
Annually
42,036.80
43,097.60
44,179.20
45,281.60
46,404.80
47,569.60
48,755.20
49,982.40
51,230.40
52,499.20
53,830.40
Recreation Assistant 1.00 619-001 Hourly
18.77 19.24
19.72 20.21
20.72 21.24
21.77 22.31
22.87 23.44
24.03 Monthly
3,253.47
3,334.93
3,418.13
3,503.07
3,591.47
3,681.60
3,773.47
3,867.07
3,964.13
4,062.93
4,165.20
Annually
39,041.60
40,019.20
41,017.60
42,036.80
43,097.60
44,179.20
45,281.60
46,404.80
47,569.60
48,755.20
49,982.40
COMMUNITY SERVICES - AQUATICS
Aquatics Supervisor 11 4.00 620-004 Hourly
33.12 33.9S
34.80 35.67
36.56 37.48
38.41 39.37
40.36 41.37
42.40 Monthly
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
Annually
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
Aquatics Supervisor 1 4.00 621-004 Hourly
31.S3
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 40.36
Monthly
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
Annually
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
Aquatics Coordinator 3.00 622-003 Hourly
28.56 29.28
30.01 30.76
31.53 32.31
33.12 33.95
34.80 35.67
36.56 Monthly
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
Annually
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
Lead Lifeguard 2.00 623-002 Hourly
21.77 22.31
22.87 23.44
24.03 24.63
25.24 25.88
26.52 27.19
27.86 Monthly
3,773.47
3,867.07
3,964.13
4,062.93
4,165.20
4,269.20
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
Annually
45,281.60
46,404.80
47,569.60
48,755.20
49,982.40
51,230.40
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
PAGE 5 OF 14 Adopted 6/14/2022
CITY OF TEMECULA
SALARY SCHEDULE
EFFECTIVE JULY 1, 2022
I
Class Family / Title Level Class Code Time Base
1.00 20.21
1.50 20.72
2.00 21.24
2.50 21.77
22.31 Salary Steps
r
22.87 4.00
23.44 4.50
24.03 5.00
24.63 5.50
25.24 6.00
25.88 6.50
MCP
7.00 Only
7.50 8.00
Senior Lifeguard 1.00 624-001 Hourly
Monthly
3,503.07
3,591.47
3,681.60
3,773.47
3,867.07
3,964.13
4,062.93
4,165.20
4,269.20
4,374.93
4,485.87
Annually
42,036.80
43,097.60
44,179.20
45,281.60
46,404.80
47,569.60
48,755.20
49,982.40
51,230.40
52,499.20
53,830.40
Lifeguard 1.00 625-001 Hourly
18.77 19.24
19.72 20.21
20.72 21.24
21.77 22.31
22.87 23.44
24.03 Monthly
3,253.47
3,334.93
3,418.13
3,503.07
3,591.47
3,681.60
3,773.47
3,867.07
3,964.13
4,062.93
4,165.20
Annually
39,041.60
40,019.20
41,017.60
42,036.80
43,097.60
44,179.20
45,281.60
46,404.80
47,569.60
48,755.20
49,982.40
Water Safety Instructor 1.00 626-001 Hourly
18.77 19.24
19.72 20.21
20.72 21.24
21.77 22.31
22.87 23.44
24.03 Monthly
3,253.47
3,334.93
3,418.13
3,503.07
3,591.47
3,681.60
3,773.47
3,867.07
3,964.13
4,062.93
4,165.20
Annually
39,041.60
40,019.20
41,017.60
42,036.80
43,097.60
44,179.20
45,281.60
46,404.80
47,569.60
48,755.20
49,982.40
COMMUNITY SERVICES - DAY CAMP
Day Camp Director 1.00 654-001 Hourly
22.87 23.44
24.03 24.63
25.24 25.88
26.52 27.19
27.86 28.56
29.28 Monthly
3,964.13
4,062.93
4,165.20
4,269.20
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
Annually
47,569.60
48,755.20
49,982.40
51,230.40
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
Assistant Day Camp Director 1.00 655-001 Hourly
20.72 21.24
21.77 22.31
22.87 23.44
24.03 24.63
25.24 25.88
26.52 Monthly
3,591.47
3,681.60
3,773.47
3,867.07
3,964.13
4,062.93
4,165.20
4,269.20
4,374.93
4,485.87
4,596.80
Annually
43,097.60
44,179.20
1 45,281.60
46,404.80
47,569.60
48,755.20
49,982.40
51,230.40
52,499.20
53,830.40
55,161.60
COMMUNITY SERVICES - THEATER
Theater Technical Coordinator)) 3.00 640-003 Hourly
30.01 30.76
31.53 32.31
33.12 33.95
34.80 35.67
36.56 37.48
38.41 Monthly
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
Annually
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
Theater Technical Coordinator) 3.00 641-003 Hourly
28.56 29.28
30.01 30.76
31.53 32.31
33.12 33.95
34.80 35.67
36.56 Monthly
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
Annually
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
Theater Technical Specialist II 2.00 642-002 Hourly
25.88 26.52
27.19 27.86
28.56 29.28
30.01 30.76
31.53 32.31
33.12 Monthly
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
Annually
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
Theater Technical Specialist 2.00 643-002 Hourly
24.63 25.24
25.88 26.52
27.19 27.86
28.56 29.28
30.01 30.76
31.53 Monthly
4,269.20
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
Annually
51,230.40
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
Theater Technical Assistant 1.00 644-001 Hourly
22.31 22.87
23.44 24.03
24.63 25.24
25.88 26.52
27.19 27.86
28.56 Monthly
3,867.07
3,964.13
4,062.93
4,165.20
4,269.20
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
Annually
46,404.80
47,569.60
48,755.20
49,982.40
51,230.40
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
FINANCE
Director of Finance 8.00 200-008 Hourly
78.61 80.57
82.59 84.65
86.77 88.94
91.16 93.44
95.77 98.17
100.62
103.14
105.72
108.36
111.07
Monthly
13,625.73
13,965.47
14,315.60
14,672.67
15,040.13
15,416.27
15,801.07
16,196.27
16,600.13
17,016.13
17,440.80
17,877.60
18,324.80
18,782.40
19,252.13
Annually
163,508.80
167,585.60
171,787.20
176,072.00
180,481.60
184,995.20
189,612.80
194,355.20
199,201.60
204,193.60
209,289.60
214,531.20
219,897.60
225,388.80
231,025.60
Assistant Director of Finance 7.00 201-007 Hourly
64.52 66.13
67.78 69.48
71.21 72.99
74.82 76.69
78.61 80.57
82.59 84.65
86.77 88.94
91.16 Monthly
11,183.47
11,462.53
11,748.53
12,043.20
12,343.07
12,651.60
12,968.80
13,292.93
13,625.73
13,965.47
14,315.60
14,672.67
15,040.13
15,416.27
15,801.07
Annually
134,201.60
137,550.40
140,982.40
144,518.40
148,116.80
151,819.20
155,625.60
159,515.20
163,508.80
167,585.60
171,787.20
176,072.00
180,481.60
184,995.20
189,612.80
Fiscal Services Manager 6.00 202-006 Hourly
52.95 54.28
55.63 57.02
58.45 59.91
61.41 62.94
64.52 66.13
67.78 69.48
71.21 72.99
74.82 Monthly
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
10,384.40
10,644.40
10,909.60
11,183.47
11,462.53
11,748.53
12,043.20
12,343.07
12,651.60
12,968.80
Annually
110,136.00
112,902.40
115,710.40
118,601.60
121,576.00
124,612.80
127,732.80
130,915.20
134,201.60
137,550.40
140,982.40
144,518.40
148,116.80
151,819.20
155,625.60
Finance Manager 5.00 204-005 Hourly
45.66 46.80
47.97 49.17
50.40 51.66
52.95 54.28
55.63 57.02
58.45 59.91
61.41 62.94
64.52 Monthly
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
10,384.40
10,644.40
10,909.60
11,183.47
Annually
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
118,601.60
121,576.00
124,612.80
127,732.80
130,915.20
134,201.60
PAGE 6 OF 14 Adopted 6/14/2022
CITY OF TEMECULA
SALARY SCHEDULE
EFFECTIVE JULY 1, 2022
I I Salary Steps MCP Only
Class Family / Title Level Class Code Time Base
FINANCE - ACCOUNTING
Senior Accountant 4.00 240-004 Hourly
41.37 42.40
43.46 44.55
45.66 46.80
47.97 49.17
50.40 51.66
52.95 54.28
55.63 57.02
58.45 Monthly
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
Annually
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
118,601.60
121,576.00
Accountant)) 3.00 241-003 Hourly
37.48 38.41
39.37 40.36
41.37 42.40
43.46 44.55
45.66 46.80
47.97 49.17
50.40 51.66
52.95 Monthly
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
Annually
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
Accountantl 3.00 242-003 Hourly
35.67 36.56
37.48 38.41
39.37 40.36
41.37 42.40
43.46 44.55
45.66 46.80
47.97 49.17
50.40 Monthly
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
Annually
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
FINANCE - ACCOUNTING SUPPORT
Accounting Support Supervisor 4.00 250-004 Hourly
35.67 36.56
37.48 38.41
39.37 40.36
41.37 42.40
43.46 44.55
45.66 46.80
47.97 49.17
50.40 Monthly
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
Annually
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
Senior Accounting Technician 3.00 251-003 Hourly
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 40.36
41.37 42.40
43.46 44.55
45.66 Monthly
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
Annually
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
Accounting Technician)) 2.00 252-002 Hourly
29.28 30.01
30.76 31.53
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 40.36
41.37 Monthly
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
Annually
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
Accounting Technician) 2.00 253-002 Hourly
27.86 28.56
29.28 30.01
30.76 31.53
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 Monthly
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
Annually
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
Accounting Assistant 1.00 254-001 Hourly
25.24 25.88
26.52 27.19
27.86 28.56
29.28 30.01
30.76 31.53
32.31 33.12
33.95 34.80
35.67 Monthly
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
Annually
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
Cashier 1.00 230-001 Hourly
25.24 25.88
26.52 27.19
27.86 28.56
29.28 30.01
30.76 31.53
32.31 Monthly
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
Annually
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
FINANCE - BUSINESS LICENSE
Business License Supervisor 4.00 260-004 Hourly
33.95 34.80
35.67 36.56
37.48 38.41
39.37 40.36
41.37 42.40
43.46 Monthly
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
Annually
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
Senior Business License Technician 3.00 261-003 Hourly
30.76 31.53
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 Monthly
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
Annually
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
Business License Technician 2.00 262-002 Hourly
27.86 28.56
29.28 30.01
30.76 31.53
32.31 33.12
33.95 34.80
35.67 Monthly
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
Annually
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
Business License Assistant 1.00 263-001 Hourly
25.24 25.88
26.52 27.19
27.86 28.56
29.28 30.01
30.76 31.53
32.31 Monthly
4,374.93
41485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
Annually
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
PAGE 7 OF 14 Adopted 6/14/2022
CITY OF TEMECULA
SALARY SCHEDULE
EFFECTIVE JULY 1, 2022
I I Salary Steps MCP Only
Class Family / Title Level Class Code Time Base 1.00 2.00 r 4.50 5.00 6.00
FINANCE - PAYROLL
Payroll Manager 5.00 220-005 Hourly
42.40 43.46
44.55 45.66
46.80 47.97
49.17 50.40
51.66 52.95
54.28 55.63
57.02 58.45
59.91 Monthly
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
10,384.40
Annually
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
118,601.60
121,576.00
124,612.80
Payroll Administrator 4.00 222-004 Hourly
38.41 39.37
40.36 41.37
42.40 43.46
44.55 45.66
46.80 47.97
49.17 50.40
51.66 52.95
54.28 Monthly
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
Annually
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
Payroll Sup ervisor 4.00 221-004 Hourly
36.56 37.48
38.41 39.37
40.36 41.37
42.40 43.46
44.55 45.66
46.80 47.97
49.17 50.40
51.66 Monthly
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
Annually
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
Senior Payroll Coordinator 3.00 223-003 Hourly
33.12 33.95
34.80 35.67
36.56 37.48
38.41 39.37
40.36 41.37
42.40 43.46
44.55 45.66
46.80 Monthly
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
Annually
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
Payroll Coordinator 2.00 224-002 Hourly
30.01 30.76
31.53 32.31
33.12 33.95
34.80 35.67
36.56 37.48
38.41 39.37
40.36 41.37
42.40 Monthly
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
Annually
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
Payroll Technician 1.00 225-001 Hourly
27.19 27.86
28.56 29.28
30.01 30.76
31.53 32.31
33.12 33.95
34.80 35.67
36.56 37.48
38.41 Monthly
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
Annually
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
FINANCE - PURCHASING
Purchasing Manager 5.00 203-005 Hourly
39.37 40.36
41.37 42.40
43.46 44.55
45.66 46.80
47.97 49.17
50.40 51.66
52.95 54.28
55.63 Monthly
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
Annually
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
Purchasing Supervisor 4.00 204-004 Hourly
35.67 36.56
37.48 38.41
39.37 40.36
41.37 42.40
43.46 44.55
45.66 Monthly
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
Annually
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
Senior Buyer 3.00 205-003 Hourly
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 40.36
41.37 Monthly
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
Annually
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
Buyer 11 2.00 206-002 Hourly
29.28 30.01
30.76 31.53
32.31 33.12
33.95 34.80
35.67 36.56
37.48 Monthly
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
Annually
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
Buyer 2.00 207.00 Hourly
27.86 28.56
29.28 30.01
30.76 31.53
32.31 33.12
33.95 34.80
35.67 Monthly
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
Annually
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
Purchasing Assistant 1.00 208-001 Hourly
25.24 25.88
26.52 27.19
27.86 28.56
29.28 30.01
30.76 31.53
32.31 Monthly
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
Annually
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
FIRE
Field Supervisor - Fire 4.00 353-004 Hourly
51.66 52.95
54.28 55.63
57.02 58.45
59.91 61.41
62.94 64.52
66.13 Monthly
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
10,384.40
10,644.40
10,909.60
11,183.47
11,462.53
Annually
107,452.80
110,136.00
112,902.40
115,710.40
118,601.60
121,576.00
124,612.80
127,732.80
130,915.20
134,201.60
137,550.40
Senior Fire Inspector 4.00 350-003 Hourly
46.80 47.97
49.17 50.40
51.66 52.95
54.28 55.63
57.02 58.45
59.91 Monthly
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
10,384.40
Annually
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
118,601.60
121,576.00
124,612.80
PAGE 8 OF 14 Adopted 6/14/2022
CITY OF TEMECULA
SALARY SCHEDULE
EFFECTIVE JULY 1, 2022
I
Class Family / Title Level Class Code Time Base
1.00 42.40
43.46 2.00
44.55 2.50
45.66 E&W61
46.80 Salary Steps
3.50 47.97
4.00 49.17
4.50 50.40
5.00 51.66
5.50 52.95
6.00 54.28
MCIP
Only
Fire Inspector11 2.00 351-002 Hourly
Monthly
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
Annually
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
Fire Inspector 1 1.00 352-001 Hourly
38.41 39.37
40.36 41.37
42.40 43.46
44.55 45.66
46.80 47.97
49.17 Monthly
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
Annually
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
HUMAN RESOURCES
Director ofHR/Risk Management 8.00 800-008 Hourly
76.69 78.61
80.57 82.59
84.65 86.77
88.94 91.16
93.44 95.77
98.17 100.62
103.14
105.72
108.36
Monthly
13,292.93
13,625.73
13,965.47
14,315.60
14,672.67
15,040.13
15,416.27
15,801.07
16,196.27
16,600.13
17,016.13
17,440.80
17,877.60
18,324.80
18,782.40
Annually
159,515.20
163,508.80
167,585.60
171,787.20
176,072.00
180,481.60
184,995.20
189,612.80
194,355.20
199,201.60
204,193.60
209,289.60
214,531.20
219,897.60
225,388.80
Asst Director of HR/Risk Management 7.00 801-007 Hourly
59.91 61.41
62.94 64.52
66.13 67.78
69.48 71.21
72.99 74.82
76.69 78.61
80.57 82.59
84.65 Monthly
10,384.40
10,644.40
10,909.60
11,183.47
11,462.53
11,748.53
12,043.20
12,343.07
12,651.60
12,968.80
13,292.93
13,625.73
13,965.47
14,315.60
14,672.67
Annually
124,612.80
127,732.80
1 130,915.20
134,201.60
1 137,550.40
140,982.40
144,518.40
1 148,116.80
151,819.20
1 155,625.60
159,515.20
163,508.80
1 167,585.60
171,787.20
1 176,072.00
HR Supervisor 4.00 804-004 Hourly
34.80 35.67
36.56 37.48
38.41 39.37
40.36 41.37
42.40 43.46
44.55 45.66
46.80 47.97
49.17 Monthly
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
Annually
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
Senior HR Technician 3.00 805-003 Hourly
31.S3
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 40.36
41.37 42.40
43.46 44.55
Monthly
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
Annually
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
HR Technician11 2.00 806-002 Hourly
28.56 29.28
30.01 30.76
31.53 32.31
33.12 33.95
34.80 35.67
36.56 37.48
38.41 39.37
40.36 Monthly
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
Annually
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
HR Technician 2.00 807-002 Hourly
27.19 27.86
28.56 29.28
30.01 30.76
31.53 32.31
33.12 33.95
34.80 35.67
36.56 37.48
38.41 Monthly
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
Annually
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
HR Assistant 1.00 808-001 Hourly
24.63 25.24
25.88 26.52
27.19 27.86
28.56 29.28
30.01 30.76
31.53 32.31
33.12 33.95
34.80 Monthly
4,269.20
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
Annually
51,230.40
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
INFORMATION TECHNOLOGY
Director of IT/Support Services 8.00 700-008 Hourly
76.69 78.61
80.57 82.59
84.65 86.77
88.94 91.16
93.44 95.77
98.17 100.62
103.14
105.72
108.36
Monthly
13,292.93
13,625.73
13,965.47
14,315.60
14,672.67
15,040.13
15,416.27
15,801.07
16,196.27
16,600.13
17,016.13
17,440.80
17,877.60
18,324.80
18,782.40
Annually
159,515.20
163,508.80
167,585.60
171,787.20
176,072.00
180,481.60
184,995.20
189,612.80
194,355.20
199,201.60
204,193.60
209,289.60
214,531.20
219,897.60
225,388.80
Asst Director of IT/Support Services 7.00 701-007 Hourly
62.94 64.52
66.13 67.78
69.48 71.21
72.99 74.82
76.69 78.61
80.57 82.59
84.65 86.77
88.94 Monthly
10,909.60
11,183.47
11,462.53
11,748.53
12,043.20
12,343.07
12,651.60
12,968.80
13,292.93
13,625.73
13,965.47
14,315.60
14,672.67
15,040.13
15,416.27
Annually
130,915.20
134,201.60
137,550.40
140,982.40
144,518.40
148,116.80
151,819.20
155,625.60
159,515.20
163,508.80
167,585.60
171,787.20
176,072.00
180,481.60
184,995.20
IT Manager 6.00 702-006 Hourly
57.02 58.45
59.91 61.41
62.94 64.52
66.13 67.78
69.48 71.21
72.99 74.82
76.69 78.61
80.57 Monthly
9,883.47
10,131.33
10,384.40
10,644.40
10,909.60
11,183.47
11,462.53
11,748.53
12,043.20
12,343.07
12,651.60
12,968.80
13,292.93
13,625.73
13,965.47
Annually
118,601.60
121,576.00
124,612.80
127,732.80
130,915.20
134,201.60
137,550.40
140,982.40
144,518.40
148,116.80
151,819.20
155,625.60
159,515.20
163,508.80
167,585.60
IT Administrator 5.00 703-005 Hourly
51.66 52.95
54.28 55.63
57.02 58.45
59.91 61.41
62.94 64.52
66.13 67.78
69.48 71.21
72.99 Monthly
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
10,384.40
10,644.40
10,909.60
11,183.47
11,462.53
11,748.53
12,043.20
12,343.07
12,651.60
Annually
1 107,452.80
1 110,136.00
1 112,902.40
1 115,710.40
1 118,601.60
1 121,576.00
1 124,612.80
1 127,732.80
1 130,915.20
1 134,201.60
1 137,550.40
1 140,982.40
1 144,518.40
1 148,116.80
1 151,819.20
IT Supervisor 4.00 704-004 Hourly
39.37 40.36
41.37 42.40
43.46 44.55
45.66 46.80
47.97 49.17
50.40 51.66
52.95 54.28
55.63 Monthly
6,824.13
6,995:73
7,170.80
7,349.33
7,533.07
7,7242:00
7,914.40
8,112.00
1,314.80
8,522.80
1,736:00
8,954.40
9,178.00
9,408.53
9,642.53
Annually
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
PAGE 9 OF 14 Adopted 6/14/2022
CITY OF TEMECULA
SALARY SCHEDULE
EFFECTIVE JULY 1, 2022
I
Class Family / Title Level Class Code Time Base
1.00 35.67
36.56 2.00
37.48 2.50
38.41 39.37
Salary Steps
r
40.36 4.00
41.37 4.50
42.40 5.00
43.46 5.50
44.55 6.00
45.66 46.80
MCP
47.97 Only
49.17 50.40
Senior IT Specialist 3.00 705-003 Hourly
Monthly
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
Annually
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
IT Specialist II 2.00 706-002 Hourly
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 40.36
41.37 42.40
43.46 44.55
45.66 Monthly
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
Annually
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
IT Specialist 1 2.00 707-002 Hourly
30.76 31.53
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 40.36
41.37 42.40
43.46 Monthly
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
Annually
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
IT Technician II 1.00 708-001 Hourly
27.86 28.56
29.28 30.01
30.76 31.53
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 Monthly
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
Annually
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
IT Technician I 1.00 709-001 Hourly
26.52 27.19
27.86 28.56
29.28 30.01
30.76 31.53
32.31 33.12
33.95 34.80
35.67 36.56
37.48 Monthly
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
Annually
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
MEDIA/MARKETING
Multimedia Coordinator 3.00 921-004 Hourly
34.80 35.67
36.56 37.48
38.41 39.37
40.36 41.37
42.40 43.46
44.55 Monthly
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
Annually
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
Multimedia Specialist II 2.00 922-003 Hourly
31.53 32.31
33.12 33.95
34.80 35.67
36.56 37.48
38.41 39.37
40.36 Monthly
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
Annually
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
Multimedia Specialist 1 2.00 923-002 Hourly
30.01 30.76
31.53 32.31
33.12 33.95
34.80 35.67
36.56 37.48
38.41 Monthly
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
Annually
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
Multimedia Assistant 1.00 924-001 Hourly
28.56 29.28
30.01 30.76
31.53 32.31
33.12 33.95
34.80 35.67
36.56 Monthly
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
51740.80
5,884.67
6,032.00
6,182.80
6,337.07
Annually
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
PUBLIC WORKS
Director of PW/City Engineer 8.00 400-008 Hourly
78.61 80.57
82.59 84.65
86.77 88.94
91.16 93.44
95.77 98.17
100.62
103.14
105.72
108.36
111.07
Monthly
13,625.73
13,965.47
14,315.60
14,672.67
15,040.13
15,416.27
15,801.07
16,196.27
16,600.13
17,016.13
17,440.80
17,877.60
18,324.80
18,782.40
19,252.13
Annually
163,508.80
167,585.60
171,787.20
176,072.00
180,481.60
184,995.20
189,612.80
194,355.20
199,201.60
204,193.60
209,289.60
214,531.20
219,897.60
225,388.80
231,025.60
PUBLIC WORKS - CUSTODIAL
Custodian ll 2.00 460-002 Hourly
19.24 19.72
20.21 20.72
21.24 21.77
22.31 22.87
23.44 24.03
24.63 Monthly
3,334.93
3,418.13
3,503.07
3,591.47
3,681.60
3,773.47
3,867.07
3,964.13
4,062.93
4,165.20
4,269.20
Annually
40,019.20
41,017.60
42,036.80
43,097.60
44,179.20
45,281.60
46,404.80
47,569.60
48,755.20
49,982.40
51,230.40
Custodian 1.00 461-001 Hourly
17.43 17.87
18.31 18.77
19.24 19.72
20.21 20.72
21.24 21.77
22.31 Monthly
3,021.20
3,097.47
3,173.73
3,253.47
3,334.93
3,418.13
3,503.07
3,591.47
3,681.60
3,773.47
3,867.07
Annually
36,254.40
37,169.60
38,084.80
39,041.60
40,019.20
41,017.60
42,036.80
43,097.60
44,179.20
45,281.60
46,404.80
PUBLIC WORKS - ENGINEERING
Engineering Manager 7.00 401-007 Hourly
66.13 67.78
69.48 71.21
72.99 74.82
76.69 78.61
80.57 82.59
84.65 86.77
88.94 91.16
93.44 Monthly
11,462.53
11,748.53
12,043.20
12,343.07
12,651.60
12,968.80
13,292.93
13,625.73
13,965.47
14,315.60
14,672.67
15,040.13
15,416.27
15,801.07
16,196.27
Annually
137,550.40
140,982.40
144,518.40
148,116.80
151,819.20
155,625.60
159,515.20
163,508.80
167,585.60
171,787.20
176,072.00
180,481.60
184,995.20
189,612.80
194,355.20
PAGE 10 OF 14 Adopted 6/14/2022
CITY OF TEMECULA
SALARY SCHEDULE
EFFECTIVE JULY 1, 2022
I
Class Family / Title Level Class Code Time Base
1.00 59.91
1.50 61.41
2.00 62.94
2.50 64.52
3.00 66.13
Salary Steps
3.50 67.78
4.00 69.48
4.50 71.21
5.00 72.99
5.50 74.82
6.00 76.69
78.61 MCIP
80.57 Only
82.59 84.65
Principal Civil Engineer 6.00 402-006 Hourly
Monthly
10,384.40
10,644.40
10,909.60
11,183.47
11,462.53
11,748.53
12,043.20
12,343.07
12,651.60
12,968.80
13,292.93
13,625.73
13,965.47
14,315.60
14,672.67
Annually
124,612.80
127,732.80
130,915.20
134,201.60
137,550.40
140,982.40
144,518.40
148,116.80
151,819.20
155,625.60
159,515.20
163,508.80
167,585.60
171,787.20
176,072.00
Senior Civil Engineer 5.00 403-005 Hourly
54.28 55.63
57.02 58.45
59.91 61.41
62.94 64.52
66.13 67.78
69.48 71.21
72.99 74.82
76.69 Monthly
9,408.53
9,642.53
9,883.47
10,131.33
10,384.40
10,644.40
10,909.60
11,183.47
11,462.53
11,748.53
12,043.20
12,343.07
12,651.60
12,968.80
13,292.93
Annually
112,902.40
115,710.40
1 118,601.60
121,576.00
1 124,612.80
127,732.80
130,915.20
1 134,201.60
137,550.40
1 140,982.40
144,518.40
148,116.80
1 151,819.20
155,625.60
1 159,515.20
Associate Civil Engineer 4.00 404-004 Hourly
47.97 49.17
50.40 51.66
52.95 54.28
55.63 57.02
58.45 59.91
61.41 Monthly
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
10,384.40
10,644.40
Annually
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
118,601.60
121,576.00
124,612.80
127,732.80
Associate Engineer11 4.00 405-004 Hourly
45.66 46.80
47.97 49.17
50.40 51.66
52.95 54.28
55.63 57.02
58.45 Monthly
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
Annually
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
118,601.60
121,576.00
Associate Engineer 3.00 406-003 Hourly
41.37 42.40
43.46 44.55
45.66 46.80
47.97 49.17
50.40 51.66
52.95 Monthly
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
Annually
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
Assistant Engineer II 2.00 407-002 Hourly
37.48 38.41
39.37 40.36
41.37 42.40
43.46 44.55
45.66 46.80
47.97 Monthly
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
Annually
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
Assistant Engineer 1 2.00 408-002 Hourly
35.67 36.56
37.48 38.41
39.37 40.36
41.37 42.40
43.46 44.55
45.66 Monthly
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
Annually
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
Engineering Technician11 1.00 409-001 Hourly
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 40.36
41.37 Monthly
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
Annually
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
Engineering Technician 1 1.00 410-001 Hourly
30.76 31.53
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 Monthly
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
Annually
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
PUBLIC WORKS - INSPECTIONS
Construction Manager 4.00 415-004 Hourly
49.17 50.40
51.66 52.95
54.28 55.63
57.02 58.45
59.91 61.41
62.94 Monthly
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
10,384.40
10,644.40
10,909.60
Annually
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
118,601.60
121,576.00
124,612.80
127,732.80
130,915.20
Supervising PW Inspector 4.00 420-004 Hourly
43.46 44.55
45.66 46.80
47.97 49.17
50.40 51.66
52.95 54.28
55.63 Monthly
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
Annually
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
Senior PW Inspector 3.00 421-003 Hourly
39.37 40.36
41.37 42.40
43.46 44.55
45.66 46.80
47.97 49.17
50.40 Monthly
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
Annually
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
PW Inspector II 2.00 422-002 Hourly
35.67 36.56
37.48 38.41
39.37 40.36
41.37 42.40
43.46 44.55
45.66 Monthly
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
Annually
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
PW Inspector 1.00 423-001 Hourly
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 40.36
41.37 Monthly
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
Annually
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
PAGE 11 OF 14 Adopted 6/14/2022
CITY OF TEMECULA
SALARY SCHEDULE
EFFECTIVE JULY 1, 2022
I I Salary Steps MCP Only
Class Family / Title Level Class Code Time Base r 3.50 4.00 4.50 5.00 6.00 r
PUBLIC WORKS - MAINTENANCE
Maintenance Manager 7.00 430-007 Hourly
58.45 59.91
61.41 62.94
64.52 66.13
67.78 69.48
71.21 72.99
74.82 76.69
78.61 80.57
82.59 Monthly
10,131.33
10,384.40
10,644.40
10,909.60
11,183.47
11,462.53
11,748.53
12,043.20
12,343.07
12,651.60
12,968.80
13,292.93
13,625.73
13,965.47
14,315.60
Annually
121,576.00
124,612.80
127,732.80
130,915.20
134,201.60
137,550.40
140,982.40
144,518.40
148,116.80
151,819.20
155,625.60
159,515.20
163,508.80
167,585.60
171,787.20
Maintenance Superintendent 6.00 431-006 Hourly
52.95 54.28
55.63 57.02
58.45 59.91
61.41 62.94
64.52 66.13
67.78 69.48
71.21 72.99
74.82 Monthly
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
10,384.40
10,644.40
10,909.60
11,183.47
11,462.53
11,748.53
12,043.20
12,343.07
12,651.60
12,968.80
Annually
110,136.00
112,902.40
115,710.40
118,601.60
121,576.00
124,612.80
127,732.80
130,915.20
134,201.60
137,550.40
140,982.40
144,518.40
148,116.80
151,819.20
155,625.60
PUBLIC WORKS - LANDSCAPE
Maintenance Supervisor- Landscape 5.00 443-005 Hourly
43.46 44.55
45.66 46.80
47.97 49.17
50.40 51.66
52.95 54.28
55.63 57.02
58.45 59.91
61.41 Monthly
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
10,384.40
10,644.40
Annually
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
118,601.60
121,576.00
124,612.80
127,732.80
Field Supervisor - Landscape 4.00 444-004 Hourly
39.37 40.36
41.37 42.40
43.46 44.55
45.66 46.80
47.97 49.17
50.40 Monthly
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
Annually
81,889.60
83,948.80
1 86,049.60
88,192.00
90,396.80
1 92,664.00
94,972.80
1 97,344.00
99,777.60
102,273.60
1 104,832.00
Senior Landscape Inspector 3.00 440-003 Hourly
35.67 36.56
37.48 38.41
39.37 40.36
41.37 42.40
43.46 44.55
45.66 Monthly
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
Annually
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
Landscape Inspectorll 2.00 441-002 Hourly
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 40.36
41.37 Monthly
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
Annually
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
Landscape Inspector 1.00 442-001 Hourly
29.28 30.01
30.76 31.53
32.31 33.12
33.95 34.80
35.67 36.56
37.48 Monthly
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
Annually
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
PUBLIC WORKS - PARK ATTENDANT
Supervising Park Attendant 4.00 630-004 Hourly
37.48 38.41
39.37 40.36
41.37 42.40
43.46 44.55
45.66 46.80
47.97 Monthly
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
Annually
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
Park Attendant III 3.00 631-003 Hourly
33.95 34.80
35.67 36.56
37.48 38.41
39.37 40.36
41.37 42.40
43.46 Monthly
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
Annually
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
Park Attendant)) 2.00 632-002 Hourly
30.76 31.53
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 Monthly
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
Annually
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
Park Attendant) 1.00 633-001 Hourly
27.86 28.56
29.28 30.01
30.76 31.53
32.31 33.12
33.95 34.80
35.67 Monthly
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
Annually
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
PUBLIC WORKS - STREETS/PARKS
Maintenance Supervisor - Streets/Parks 5.00 432-005 Hourly
40.36 41.37
42.40 43.46
44.55 45.66
46.80 47.97
49.17 50.40
51.66 52.95
54.28 55.63
57.02 Monthly
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
Annually
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
118,601.60
Field Supervisor - Streets/Parks 4.00 433-004 Hourly
30.76 31.53
32.31 33.12
33.95 34.80
35.67 36.56
37.48 38.41
39.37 Monthly
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
Annually
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
PAGE 12 OF 14 Adopted 6/14/2022
CITY OF TEMECULA
SALARY SCHEDULE
EFFECTIVE JULY 1, 2022
Class Family / Title Level Class Code Time Base
1.00 27.86
1.50 28.56
2.00 29.28
2.50 30.01
I
30.76 Salary Steps
3.50 31.53
4.00 32.31
4.50 33.12
5.00 33.95
5.50 34.80
6.00 35.67
MCP
Only
Lead Maintenance Worker - Streets/Parks 3.00 434-003 Hourly Monthly
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
Annually
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
Maintenance Worker ll- Streets/Parks 2.00 435.00 Hourly
25.24 25.88
26.52 27.19
27.86 28.56
29.28 30.01
30.76 31.53
32.31 Monthly
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
Annually
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
Maintenance Workerl- Streets/Parks 1.00 436-001 Hourly
22.87 23.44
24.03 24.63
25.24 25.88
26.52 27.19
27.86 28.56
29.28 Monthly
3,964.13
4,062.93
4,165.20
4,269.20
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
Annually
47,569.60
48,755.20
49,982.40
51,230.40
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
PUBLIC WORKS - FACILITIES
Maintenance Supervisor- Facilities 5.00 432-005 Hourly
40.36 41.37
42.40 43.46
44.55 45.66
46.80 47.97
49.17 50.40
51.66 52.95
54.28 55.63
57.02 Monthly
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
Annually
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
118,601.60
Field Supervisor - Facilities 4.00 472-004 Hourly
36.56 37.48
38.41 39.37
40.36 41.37
42.40 43.46
44.55 45.66
46.80 Monthly
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
Annually
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
Lead Maintenance Worker - Facilities 3.00 473-003 Hourly
33.12 33.95
34.80 35.67
36.56 37.48
38.41 39.37
40.36 41.37
42.40 Monthly
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
Annually
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
Maintenance Worker II - Facilities 2.00 474-002 Hourly
30.01 30.76
31.53 32.31
33.12 33.95
34.80 35.67
36.56 37.48
38.41 Monthly
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
Annually
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
Maintenance Worker I - Facilities 1.00 475-001 Hourly
27.19 27.86
28.56 29.28
30.01 30.76
31.53 32.31
33.12 33.95
34.80 Monthly
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
Annually
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
PUBLIC WORKS - TRADES
Maintenance Supervisor - Trades 5.00 482-005 Hourly
42.40 43.46
44.55 45.66
46.80 47.97
49.17 50.40
51.66 52.95
54.28 55.63
57.02 58.45
59.91 Monthly
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
10,384.40
Annually
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
118,601.60
121,576.00
124,612.80
Field Supervisor - Trades 4.00 483-004 Hourly
38.41 39.37
40.36 41.37
42.40 43.46
44.55 45.66
46.80 47.97
49.17 Monthly
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
Annually
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
Lead Maintenance Worker -Trades 3.00 484-003 Hourly
34.80 35.67
36.56 37.48
38.41 39.37
40.36 41.37
42.40 43.46
44.55 Monthly
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
Annually
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
Maintenance Worker ll- Trades 2.00 485-002 Hourly
31.53 32.31
33.12 33.95
34.80 35.67
36.56 37.48
38.41 39.37
40.36 Monthly
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
Annually
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
Maintenance Workerl-Trades 1.00 486-001 Hourly
28.S6
29.28 30.01
30.76 31.53
32.31 33.12
33.95 34.80
35.67 36.56
Monthly
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
5,600.40
5,740.80
5,884.67
6,032.00
6,182.80
6,337.07
Annually
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
67,204.80
68,889.60
70,616.00
72,384.00
74,193.60
76,044.80
PUBLIC WORKS - TRAFFIC SIGNALS
Maintenance Supervisor -Signals 5.00 453-005 Hourly
47.97 49.17
50.40 51.66
52.95 54.28
55.63 57.02
58.45 59.91
61.41 62.94
64.52 66.13
67.78 Monthly
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
9,883.47
10,131.33
10,384.40
10,644.40
10,909.60
11,183.47
11,462.53
11,748.53
Annually
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
118,601.60
121,576.00
124,612.80
127,732.80
130,915.20
134,201.60
137,550.40
140,982.40
PAGE 13 OF 14 Adopted 6/14/2022
CITY OF TEMECULA
SALARY SCHEDULE
EFFECTIVE JULY 1, 2022
I
Class Family / Title Level Class Code Time Base
1.00 43.46
1.50 44.55
2.00 45.66
46.80 47.97
Salary Steps
r
49.17 4.00
50.40 4.50
51.66 5.00
52.95 5.50
54.28 6.00
55.63 MCP
Only
Field Supervisor - Signals 4.00 454-004 Hourly
Monthly
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
8,954.40
9,178.00
9,408.53
9,642.53
Annually
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
107,452.80
110,136.00
112,902.40
115,710.40
Senior Signal Technician 3.00 450-003 Hourly
39.37 40.36
41.37 42.40
43.46 44.55
45.66 46.80
47.97 49.17
50.40 Monthly
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
8,112.00
8,314.80
8,522.80
8,736.00
Annually
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
97,344.00
99,777.60
102,273.60
104,832.00
Signal Technician II 2.00 451-002 Hourly
35.67 36.56
37.48 38.41
39.37 40.36
41.37 42.40
43.46 44.55
45.66 Monthly
6,182.80
6,337.07
6,496.53
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
7,722.00
7,914.40
Annually
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
92,664.00
94,972.80
Signal Technician 1 2.00 452-002 Hourly
33.95 34.80
35.67 36.56
37.48 38.41
39.37 40.36
41.37 42.40
43.46 Monthly
5,884.67
6,032.00
6,182.80
6,337.07
6,496.S3
6,657.73
6,824.13
6,995.73
7,170.80
7,349.33
7,533.07
Annually
70,616.00
72,384.00
74,193.60
76,044.80
77,958.40
79,892.80
81,889.60
83,948.80
86,049.60
88,192.00
90,396.80
SUPPORT SERVICES
Support Services Supervisor 4.00 720-004 Hourly
24.63 25.24
25.88 26.52
27.19 27.86
28.56 29.28
30.01 30.76
31.53 Monthly
4,269.20
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
5,075.20
5,201.73
5,331.73
5,465.20
Annually
51,230.40
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
60,902.40
62,420.80
63,980.80
65,582.40
Senior Support Services Technician 3.00 721-003 Hourly
22.31 22.87
23.44 24.03
24.63 25.24
25.88 26.52
27.19 27.86
28.56 Monthly
3,867.07
3,964.13
4,062.93
4,165.20
4,269.20
4,374.93
4,485.87
4,596.80
4,712.93
4,829.07
4,950.40
Annually
46,404.80
47,569.60
48,755.20
49,982.40
51,230.40
52,499.20
53,830.40
55,161.60
56,555.20
57,948.80
59,404.80
Support Services Technician 2.00 722-002 Hourly
20.21 20.72
21.24 21.77
22.31 22.87
23.44 24.03
24.63 25.24
25.88 Monthly
3,503.07
3,591.47
3,681.60
3,773.47
3,867.07
3,964.13
4,062.93
4,165.20
4,269.20
4,374.93
4,485.87
Annually
42,036.80
43,097.60
44,179.20
45,281.60
46,404.80
47,569.60
48,755.20
49,982.40
51,230.40
52,499.20
53,830.40
Support Services Assistant 1.00 723-001 Hourly
18.31 18.77
19.24 19.72
20.21 20.72
21.24 21.77
22.31 22.87
23.44 Monthly
3,173.73
3,253.47
3,334.93
3,418.13
3,503.07
3,591.47
3,681.60
3,773.47
3,867.07
3,964.13
4,062.93
Annually
38,084.80
39,041.60
40,019.20
41,017.60
42,036.80
43,097.60
44,179.20
45,281.60
46,404.80
47,569.60
48,755.20
PAGE 14 OF 14 Adopted 6/14/2022
RESOLUTION NO.2022-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF TEMECULA ESTABLISHING THE APPROPRIATIONS
LIMIT FOR FISCAL YEAR 2022-23
THE CITY COUNCIL OF THE CITY OF TEMECULA DOES HEREBY RESOLVE AS FOLLOWS:
Section 1. The Appropriations Limit will be calculated based on the changes in City population and California per capita personal income.
Section 2. The Appropriations Limit for the City of Temecula for FY 2022-23, attached hereto, is hereby adopted.
Section 3. The City Clerk shall certify to the adoption of this resolution and shall cause a certified resolution to be filed in the office of the City Clerk.
PASSED, APPROVED, AND ADOPTED by the City Council of the City of Temecula this 14th day of June, 2022.
Matt Rahn, Mayor
ATTEST:
Randi Johl, City Clerk
[SEAL]
STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE ) ss
CITY OF TEMECULA )
I, Randi Johl, City Clerk of the City of Temecula, do hereby certify that the foregoing Resolution No. 2022- was duly and regularly adopted by the City Council of the City of Temecula at a meeting thereof held on the 14th day of June, 2022, by the following vote:
AYES: COUNCIL MEMBERS:
NOES: COUNCIL MEMBERS:
ABSTAIN: COUNCIL MEMBERS:
ABSENT: COUNCIL MEMBERS:
Randi Johl, City Clerk
City of Temecula
Fiscal Year 2022-23
a
Annual Operating Budget
GANN APPROPRIATIONS LIMIT
Article XIIIB of the California State Constitution, more commonly referred to as the Gann Initiative or Gann Limit, was approved by California voters in November 1979, and placed limits on the amount of proceeds of taxes that state and local government agencies can receive and spend each year. For cities that incorporated after 1978- 79 (such as the City of Temecula), the voters set the initial appropriations limit at the time of incorporation.
Proposition 111 was approved by California voters in June 1990, which provided new adjustment formulas which make the appropriations limit more responsive to local growth issues. Each year the City Council must adopt by resolution the appropriations limit for the following year. Following is the calculation of the City's Gann Appropriations Limit for Fiscal Year 2022-23:
Fiscal Year 2021-22 Appropriations Limits.....
City Population Growth .................................
Per Capita Personal Income Change ..............
Fiscal Year 2022-23 Appropriations Limit ......
.......................................................... $312,834,479 ......................................................................0.42 ...............7.55
...$335,045,727
Appropriations subject to the limit in the Fiscal Year 2022-23 Budget total $97,674,737 which is $237,370,990 less than the computed limit. Additional appropriations to the budget funded by non -tax sources such as service charges, restricted revenues from other agencies, grants or beginning fund balances would be unaffected by the appropriations limit. However, any supplemental appropriations funded through increased tax sources would be subject to the appropriations limit and could not exceed the $237,370,990 variance indicated. Further, any overall actual receipts from tax sources greater than $237,370,990 from budget estimates will result in proceeds from taxes in excess of the City's appropriations limit, requiring refunds of the excess within the next two fiscal years or voter approval of an increase in the City's appropriations limit. Voter approval for an increase in the City's appropriations limit is not anticipated in the future due to the margin between the limit and tax revenue.
GANN Appropriations Limit
400,000,000
350,000,000
—
300,000,000
—
250,000,000
200,000,000
150,000,000
—
100,000,000
50,000,000-
- —
0 2016-17
2017-18 2018-19 2019-20 2020-21
2021-22
2022-23
■ Appropriations Subject to Limit Legal Limit
Annual Operating Budget
Item No. 29
CITY OF TEMECULA
AGENDA REPORT
TO: City Manager/City Council
FROM: Isaac Garibay, Director of Human Resources and Risk Management DATE: June 14, 2022
SUBJECT: Approve a Memorandum of Understanding (MOU) with Teamsters Local 911 Succeeding the MOU that Expires June 30, 2022; Approve the Amended and Restated Management Compensation Plan; Approve the Amended and Restated City Council Compensation Plan; and Approve the Assistant to the City Manager's Employment Agreement
RECOMMENDATION: That the City Council approve the following:
1. Memorandum of Understanding between the City of Temecula and the General Employees of the City of Temecula represented by the California Teamster Public, Professional, and Medical Employee Union Local 911 effective July 1, 2022 through June 30, 2026; and
2. Amended and Restated Management Compensation Plan; and
3. Amended and Restated City Council Compensation Plan; and
4. Assistant to the City Manager's Employment Agreement.
BACKGROUND:
Memorandum of Understanding with California Teamster Public, Professional, and Medical Employee Union Local 911
The City and Union have an MOU in effect covering a term of July 1, 2021 through June 30, 2022 which was collaboratively developed by the City and Union's negotiating teams with a focus on maintaining financial and labor stability through the most uncertain times of the COVID-19 pandemic.
As a result of many fiscally proactive measures while navigating the pandemic, the City is in an improved and very fiscally stable and sustainable position, and is projected to remain stable and sustainable over at least the next five years. With that, the City is able to consider a longer -term, successor MOU with more attention placed on employee compensation and benefit offerings to improve recruitment and retention. With both public and private sector agencies being faced with
unprecedented staffing challenges, the City is specifically experiencing recruitment and retention challenges in large part because agencies directly competing with the City for talent are offering employee compensation and benefits packages that have outpaced those offered by the City of Temecula.
The City Council discussed the details associated with successor MOU negotiations and provided final direction to staff in Closed Session on April 12, 2022. As a result, following is a summary of the new terms of the successor MOU:
• MOU term of 07/01/2022 to 06/30/2026.
• Effective the first pay period in Fiscal Year 2022-23, the City will implement the findings of a compensation study completed in Spring of 2022. The City shall determine the methodology used for conducting and implementing the compensation study. Comparable cities used in the compensation study shall include the following cities: Carlsbad, Escondido, Menifee, Moreno Valley, Murrieta, Oceanside, Poway, San Marcos and Vista. • Effective the first pay periods in Fiscal Year 2023-24, 2024-25 and 2025-26 Employees shall be entitled to a cost of living adjustment (COLA) in base salary. The COLA shall be the lesser of either the percentage change in the Annual Consumer Price Index for Urban and Clerical Workers (CPI-W) for all items in Riverside -San Bernardino -Ontario, CA for the prior calendar year as compared to the Annual CPI-W of two calendar years prior, or the percentage Change in Recurring Revenue of the City's primary operating funds (General Fund 001, Measure S Fund 002, Gas Tax 100 and the Temecula Community Services District Fund 190) of the prior fiscal year as compared to two fiscal years prior.
Recurring revenue is defined as ongoing taxes (i.e. Sales Tax, Measure S Tax, Property Tax, etc.), franchise fees, charges for services, fines and forfeitures, use of money and property, program revenue, and intergovernmental revenues, and excludes any one-time revenue. The list of account codes may be modified by the Finance Department if necessary to meet the needs of the City, however the impacts of those modifications will be subject to the meet and confer process with the Union. In the event the CPI-W or the Change in Recurring Revenue is below 0% for a given year, the COLA for that year will be 0%. • Increase the Health Flex Contribution from $400 per month to $600 per month effective July 1, 2022. The Health Flex Contribution may only be used toward City -sponsored health, dental, and vision insurance premiums, or deposited into a health flexible spending account as permitted by IRS laws. Any unused portion of the Health Flex Contribution shall be forfeited by the employee (i.e. this is a "use it or lose it" benefit), and the forfeited funds will be used toward enhancing wellness and morale for all City employees. • Remove any reference to a specific language as a qualifier for Bilingual Pay. If the City determines a business need for an employee to exercise a second language (including ASL), that language shall be acceptable for the purposes of qualifying for Bilingual Pay. • Increase Notary Pay from $25 per pay period to $50 per pay period for those employees who qualify.
• Convert Christmas Eve and New Year's Eve from half -day to full -day City -paid holidays.
• Increase clothing allowance from $125 per year to $150 per year for those employees who qualify.
• Increase Tuition Reimbursement Limit from $1,200 to $1,500 per fiscal year for those employees who qualify.
• Increase the maximum paid bereavement leave from three days to five days for all circumstances (i.e., without regard to travel).
• Other non -fiscal, administrative changes highlighted in the attached, red -lined version of the proposed successor MOU.
All other terms of the prior MOU will be carried forward into the proposed successor MOU in substantially the same form. The Union held a membership meeting to consider the general terms of the proposed MOU and ratified it by a majority vote. Staff recommends approval of the proposed successor MOU.
Amended and Restated Management Compensation Plan
The City's past practice is to extend similar terms and conditions of employment to Management, Confidential and Executive employees not covered by the MOU. Compensation and benefits for these non -represented employees are detailed in the attached, red -lined version of the proposed amended and restated MCP. Staff recommends approval of the amended and restated MCP, which outlines similar terms and conditions of employment to those being recommended for represented staff covered by the MOU where applicable.
Amended and Restated City Council Compensation Plan
The City's past practice is to extend similar terms and conditions of employment to City Councilmembers not covered by the MOU or MCP. Compensation and benefits for City Councilmembers are detailed in the attached, red -lined version of the amended and restated CCP.
Staff recommends approval of the amended and restated CCP, which outlines similar terms and conditions of employment to those being recommended for represented staff covered by the MOU where applicable.
Assistant to the City Manager's Employment Agreement
The Assistant to the City Manager position is being proposed to be converted from a Mid -manager classification to an Executive management classification. The conversion would afford the compensation package afforded to other Executive Staff members, including a car allowance of $400 per month, and a performance -based Retention Benefit which could provide an amount equal to the maximum normal contribution limit to an Internal Revenue Code Section 457(b) Deferred Compensation Plan. This amount shall be paid as income in twenty-six (26) biweekly installments at the same time as Employee is typically paid, and may be contributed to a deferred compensation plan. Staff recommends that the City enter into an Employment Agreement with Elizabeth Lowrey,
the incumbent of the Assistant to the City Manager classification, including benefits in the Management Compensation Plan approved by the City Council.
FISCAL IMPACT: The estimated cost of the proposed MOU, MCP, CCP and Employment Agreement is $2,140,945. This amount reflects a 1.3% of the City's primary operating budgets (including the General Fund, Measure S Fund, Gas Tax Fund and the Temecula Community Services Fund) in the Fiscal Year 2022-23 Annual Operating Budget presented to the City Council at the May 19, 2022 Budget Workshop, and at the June 14, 2022 City Council meeting for proposed adoption.
ATTACHMENTS: 1. Memorandum of Understanding between the City of Temecula and the General Employees of the City of Temecula represented by the California Teamster Public, Professional, and Medical Employee Union Local 911 effective July 1, 2022 through June 30, 2026
2. Amended and Restated Management Compensation Plan (July 1, 2022)
3. Amended and Restated City Council Compensation Plan (July 1, 2022)
4. Employment Agreement with Elizabeth Lowrey
ay T EIVIt
J"4 . 1989-91
000
MEMORANDUM OF UNDERSTANDING
(M.O.U)
Between the City of Temecula and
Teamsters Local 911
Effective July 1,
Table of Contents
Foreword.................................................................................................................................... 1 Preamble................................................................................................................................... 1 Article1 Recognition.............................................................................................................. 1 Article2 Implementation......................................................................................................... 1 Article3 Term......................................................................................................................... 1 Article 4 Authorized Agents.................................................................................................... 1 4.1 City's Authorized Agent............................................................................................ 2 4.2 General Employees Authorized Agent..................................................................... 2 Article5 City Rights................................................................................................................ 2 Article6 Employee Rights...................................................................................................... 2 Article7 Union Rights............................................................................................................. 2 7.1 Agency Shop........................................................................................................... 2 7.2 New Hire Notification............................................................................................... 2 7.3 Union Dues Process................................................................................................ 3 7.4 Religious Exemption................................................................................................ 3 7.5 Failure to Elect......................................................................................................... 3 7.6 Union Dues Collection............................................................................................. 3 7.7 Dues Check Offs...................................................................................................... 3 7.8 Records................................................................................................................... 4 7.9 Rescission of Agreement......................................................................................... 4 7.10 Indemnification........................................................................................................ 4 7.11 Bargaining Unit Communications............................................................................. 4 7.12 Union Roster............................................................................................................ 4 7.13 Employee Representatives...................................................................................... 4 Article8 Personnel Files......................................................................................................... 5 8.1 Derogatory Material................................................................................................. 5 8.2 Derogatory Material on File...................................................................................... 5 8.3 Customer/Citizen Letters of Commendation............................................................. 5 Article9 Seniority................................................................................................................... 5 Article 10 Compensation Adjustments.................................................................................... 6 10.1 Longevity Compensation......................................................................................... 6 10.2 Special Merit Pay..................................................................................................... 7 10.3 Bilingual Pay............................................................................................................ 7 10.4 Notary Pay............................................................................................................... 7 10.5 PERS Reportability.................................................................................................. 8 Article11 Holiday Pay............................................................................................................ 8 11.1 Assigned Schedule for Holiday Pay......................................................................... 8 11.2 Pro -Rated Holiday Pay............................................................................................ 8 11.3 Scheduled to Work a Holiday................................................................................... 8 11.4 Work Plan for Holiday Pay on Employee's Scheduled Day Off ................................ 8 Article12 City Holidays.......................................................................................................... 8 Article13 Overtime................................................................................................................. 9 13.1 5/40 and 4/10 Workweek........................................................................................10
13.2 9/80 Workweek.......................................................................................................10
13.3 Time Worked..........................................................................................................10
13.4 Called Back to Work...............................................................................................10
13.5 Assignments...........................................................................................................10
13.6 Administrative Leave..............................................................................................10 Article 14 Overtime Authorization..........................................................................................10 Article 15 Compensatory Time..............................................................................................11
15.1 Accrual ........ ........................................................................................................... 11 15.2 Time Used for Leave..............................................................................................11
15.3 Cash Out................................................................................................................11 Article 16 Call -Out Policy.......................................................................................................11 Article17 Stand -By Pay........................................................................................................12
17.1 Rotation of Storm -Watch Crews..............................................................................12 Article 18 Shift Differential Pay..............................................................................................13 Article19 City Uniforms.........................................................................................................13
19.1 Uniforms.................................................................................................................13
19.2 Care of Uniforms.....................................................................................................13
19.3 Wearing of Uniforms...............................................................................................14
19.4 Uniform Replacement.............................................................................................14
19.5 Safety Equipment...................................................................................................14
19.6 Safety Boots/Shoes Allowance...............................................................................14
19.7 Additional Boot Allowance......................................................................................14
19.8 Clothing Allowance.................................................................................................14 Article 20 Temporary Upgrade Assignment...........................................................................14
20.1 Salary.....................................................................................................................15
20.2 Length of Temporary Upgrade Assignment.............................................................16
20.3 Temporary Upgrade Work Exclusions.....................................................................16 Article 21 Probationary Periods.............................................................................................17
21.1 Promotional and Transfer Probation.......................................................................17 Article 22 Eligibility for Merit Increases..................................................................................17 Article 23 Tuition Reimbursement.........................................................................................18
23.1 Required Educational or Training Courses..............................................................18
23.2 Training Time..........................................................................................................18
23.3 Reimbursement......................................................................................................18 Article 24 Employee Computer Purchase Program...............................................................19 Article25 Safety Programs....................................................................................................19
25.1 Safe Driving Program.............................................................................................19
25.2 Injury and Illness Prevention Plan(IIPP).................................................................20 Article 26 Driver's License Renewal......................................................................................20 Article 27 Comprehensive Annual Leave Policy....................................................................20
27.1 CAL Accrual............................................................................................................21
27.2 Requesting Time Off...............................................................................................21
27.3 Scheduling..............................................................................................................22
27.4 Separation of Employment......................................................................................23
27.5 CAL Donations.......................................................................................................23
27.6 Comprehensive Annual Leave Time Cash Out.......................................................23 Article 28 Bereavement Leave..............................................................................................24 Article 29 Leave of Absence under FMLA, CFRA and PDL...................................................24
29.1 Statement of Policy.................................................................................................24
29.2 Employee Notice of Leave......................................................................................25
29.3 Employee Benefits While on Leave........................................................................25
29.4 Substitution of Paid Accrued Leaves......................................................................25
29.5 Medical Certification...............................................................................................26
29.6 Reinstatement upon Return from Leave.................................................................27
29.7 Required Forms......................................................................................................28
29.8 Pregnancy Leave....................................................................................................28
29.9 Bonding Leave........................................................................................................28
Article30 Jury Duty...............................................................................................................29
30.1 Defining "Practical" Return to Full Duty...................................................................29
30.2 Supervisor Determination.......................................................................................30 Article31 Military Leave........................................................................................................30 Article 32 Leaves of Absence without Pay.............................................................................30
32.1 Benefits While on Leave without Pay......................................................................31
32.2 Procedure for Requesting Leave of Absence without Pay.......................................31
32.3 Procedure for Unforeseen Circumstances..............................................................31 Article 33 Health and Wellness Benefits................................................................................32
33.1 Health Coverage.....................................................................................................32
33.2 Dental Coverage.....................................................................................................33
33.3 Vision Coverage.....................................................................................................33
33.4 Disability Insurance.................................................................................................33
33.5 Flexible Spending Account.....................................................................................33
33.6 Retiree Medical, Dental and Vision Premium Reimbursement................................34 Article34 Life Insurance........................................................................................................36 Article35 Retirement.............................................................................................................36
35.1 Tier 3......................................................................................................................36
35.2 Tier 2......................................................................................................................36
35.3 Tier 1......................................................................................................................36
35.4 Survivor Benefits.....................................................................................................37 Article 36 Deferred Compensation........................................................................................37 Article37 Late Starts.............................................................................................................37 Article38 Rest Periods..........................................................................................................37 Article39 Hours of Work.......................................................................................................38
39.1 Participation............................................................................................................38 Article 40 Grievance Procedure.............................................................................................38
40.1 Grievance...............................................................................................................38
40.2 Representation.......................................................................................................38
40.3 Grievance Discussion.............................................................................................38
40.4 Non -Reviewable Grievance....................................................................................39
40.5 Filing of Grievance..................................................................................................39
40.6 Grievance Time Limits............................................................................................39 Article41 Discipline...............................................................................................................40 Article 42 Alcohol and Drug Policy........................................................................................45 Article 43 Reduction in Workforce.........................................................................................45 Article44 Job Actions............................................................................................................46 Article 45 Reasonable Accommodation of Employees with Disabilities.................................46 Article 46 Reclassifications....................................................................................................47
46.1 Reclassification Request Process...........................................................................47
46.2 Reclassification Implementation..............................................................................47 Article 47 Performing Arts/Theater Staff................................................................................48 Article 48 Posting of Vacancies.............................................................................................48
48.1 Internal/Promotional Recruitments...........................................................................48
48.2 Internal/External Recruitments.................................................................................49 Article49 Severability............................................................................................................49 Article 50 Performance Evaluations.......................................................................................49 Article 51 Personnel Rules and Policies................................................................................50 Article 52 Notice to Meet and Confer on Policy Changes......................................................50 Article 53 Reporting Project Employee Hours........................................................................50
Appendix A - Represented Classifications for Regular Employees ............................................. 1 AppendixB — Y-Rated Employees............................................................................................. 3 Appendix C — Article 33.6 Employees........................................................................................ 4 iv
Foreword
The Memorandum of Understanding is made and entered into between the City of Temecula (hereinafter referred to as the "City"), and the designated the California Teamsters Public, Professional, and Medical Employees Union Local 911 (hereinafter referred to as the "Union") of General Employee Unit of the City of Temecula.
Preamble
It is the purpose of this Memorandum of Understanding (hereinafter referred to as WOU") to promote and provide for harmonious relations, cooperation, and understanding between the City Management representatives and the General employees covered under this Memorandum; to provide an orderly and equitable means of resolving any misunderstandings or differences which may arise under this Memorandum; and to set forth the agreement of the parties as a result of good faith negotiations regarding wages, hours, and other terms and conditions of employment of the employees covered under this Memorandum. This Memorandum of Understanding is entered into pursuant to the Meyers-Milias-Brown Act (Government Code 3500 et seq.) and has been jointly prepared by the parties. Further, all side letters dated outside of the term of this MOU shall be either incorporated into this MOU, or deemed invalid and unenforceable Article 1 Recognition
The City recognizes California Teamsters Public, Professional, and Medical Employees Union Local 911 (hereinafter referred to as the "Union") as the exclusively recognized labor organization representing authorized, regular employees assigned to job classifications as set forth in Appendix "A" of agreement. All bargaining unit employees shall be referred to as "regular employees."
Article 2 Implementation
This Memorandum constitutes a recommendation to be submitted to the City Council subsequent to ratification by Union members. It is agreed that this Memorandum shall not be binding upon the parties either in whole or in part unless and until:
The City Council formally acts, by majority vote, to approve and adopt said Memorandum.
Article 3 Term
The term of this Memorandum shall commence at 12:00 a.m., July 1, 20212022, except as expressly provided otherwise in this agreement, when the terms and conditions for its effectiveness, as set forth in Article 2 Implementation, are fully met. This Memorandum shall expire and otherwise be fully terminated at 11:59 p.m., June 30, 20222026. Current terms and conditions of work shall remain in full force and effect until such time a successor can be reached or imposed (per Government Code 3500 et. seq.).
Article 4 Authorized Agents
For the purpose of administering the terms and provisions of this Memorandum:
4.1 City's Authorized Agent
City's principal authorized agent shall be the City Manager or a duly authorized representative, 41000 Main Street, Temecula, CA 92590, (951) 694-6444, except where a particular City representative is specifically designated in connection with the performance of a specific function or obligation set forth herein.
4.2 General Employees Authorized Agent
General employees authorized representative or the California Teamsters Public, Professional, and Medical Employees Union Local 911 shall be the duly authorized staff representative (Address: 9900 Flower Street, Bellflower, CA 90706 (562) 595-4518). The Union shall provide a list of authorized representatives (i.e. Union Stewards) to the City upon execution of this Memorandum, and anytime there is a change to that list.
Article 5 City Riahts
The rights of the City include, but are not limited to, the exclusive right to determine the mission of its constituent departments, commissions, committees, and boards; set standards of service; to manage the City, schedule working hours; establish, modify or change work schedules or standards; determine the procedures and standards of selection for action; relieve its employees from duty because of lack of work or for other legitimate reasons; maintain the efficiency of operations; determine the methods, means and personnel by which operations are to be conducted; determine the content of job classifications; take all necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology of performing its work.
Article 6 Employee Rights
Employees of the City shall have the right to form, join and participate in the activities of employee organizations of their own choosing for the purpose of representation on all matters of employer - employee relations, including but not limited to wages, hours and other terms and conditions of employment. Employees of the City also shall have the right to refuse to join or participate in the activities of employee organizations and shall have the right to represent themselves individually in their employment relations with the City. No employee shall be interfered with, intimidated, restrained, coerced or discriminated against by the City or by any employee organization because of their exercise of these rights.
Article 7 Union Rights
7.1 Agency Shop
This section was stricken as a result of Janus v. AFSCME, Council 31 - 138 S. Ct. 2448 (2018).
7.2 New Hire Notification
All new regular employees assigned to non -confidential job classifications listed in Appendix A shall be informed by the Human Resources Department, at the time of employment, that a Memorandum of Understanding is in effect for their classification. Human Resources will provide the regular employee with a copy of this Memorandum of Understanding and will collect contact 2 information on a form, mutually developed between the City and the Union, to comply with reporting requirements outlined in AB119.
The Human Resources Department will schedule a new hire orientation, which will include a meeting with a Union steward. Pursuant to AB119, the Union will be given a 10-day notice prior to the scheduled orientation. The Union Steward will inform the employee of their option to join the Union, provide the employee with the Union membership enrollment form, and instruct the employee on where to return the membership enrollment form.
Within seven (7) working days, the City shall notify the Union of each new regular employee in the bargaining unit, providing the Union the employee's name, classification, date of hire, and pay rate.
7.3 Union Dues Process
This section was stricken as a result of Janus v. AFSCME, Council 31 - 138 S. Ct. 2448 (2018), and is covered in section 7.2.
7.4 Religious Exemption
This section was stricken as a result of Janus v. AFSCME, Council 31 - 138 S. Ct. 2448 (2018).
7.5 Failure to Elect
This section was stricken as a result of Janus v. AFSCME, Council 31 - 138 S. Ct. 2448 (2018).
7.6 Union Dues Collection
Upon receipt of a signed Union membership enrollment form from the Union, the Human Resources Department shall initiate deduction of union dues from the employee.
Employees on leave without pay, or employees who earn a salary less than the union deduction shall not have a union dues or agency fee deduction for that pay period. For the purposes of this section, leave without pay shall mean that an employee is not receiving any pay in the form of Comprehensive Annual Leave (CAL) time, Compensatory Time, Holiday Pay, or any other type of paid leave benefit such as Workers' Compensation, short-term, or long-term disability payments. The City will notify the Chief Union Steward, on a quarterly basis, of any status changes in the bargaining unit.
The Union shall notify the City of any agency fee payer who elects to only pay fair share fees, the fee equal to direct representation costs as determined by the Union's certified financial report. The Union shall notify the City of the amount of the fair share fee to be deducted from the fair share fee payer's paycheck.
7.7 Dues Check Offs
The City shall deduct Union dues from the first paycheck of each month and remit to the Union for the duration of this Agreement no later than approximately the 20th of the month.
All such monies that employees individually authorize in writing shall comply with appropriate laws and regulations.
7.8 Records
On an annual basis, the Union shall provide the Finance Department a copy of the Union's certified financial report as required by Government Code Section 3502.5 (f).
The City shall provide the Union a list of all bargaining unit members and dues paying status with each union dues check remitted to the Union.
7.9 Rescission of Agreement
The Agency Shop agreement may be rescinded at any time during the term of the Memorandum of Understanding by a majority vote of all the employees in the bargaining unit. A request for such vote must be supported by a petition containing the signatures of at least thirty (30) percent of the employees in the unit. The election shall be by secret ballot and conducted by the California State Mediation and Conciliation Service and in accordance with state law.
7.10 Indemnification
The Union shall indemnify, defend and hold the City harmless from and against all claims, demands and liabilities and other actions relating to the City's implementation and compliance with this agreement.
7.11 Bargaining Unit Communications
The Union shall be provided suitable and adequate space on designated City bulletin boards at reasonable work locations for posting information concerning official Union business and activities. All postings shall contain the date of the posting and the identification of the document as a Union sponsored publication. All postings shall be done by an authorized Union representative after the following procedure is followed.
Procedure
A. All posted materials must be approved by the Human Resources Department.
B. Posted materials must be dated by Human Resources Department and may be removed by the Human Resources Department and/or the Union after ten (10) calendar days.
C. Unauthorized materials may not be posted on City bulletin boards.
City Email
The Union may utilize the City's e-mail system for bargaining unit communication, with prior Human Resources approval.
7.12 Union Roster
The Union shall provide the City, and shall maintain, a current list of the names and all authorized representatives of the General Employee Unit.
7.13 Employee Representatives
4 Four (4) Union Stewards, along with three (3) alternate Union Stewards, will be allowed reasonable release time from regularly scheduled duties to attend meet and confer sessions as designated by City Management. Because of the potential impact on the operation of an individual department, the four (4) Union Stewards, along with three (3) alternate Union Stewards, shall not have more than two (2) absent at one time from the same department.
Employee representatives shall receive reasonable release time to investigate and present grievances; and attend Union sponsored training with prior approval from the Human Resources Department (training not to exceed more than 2 times per year).
The City Manager agrees to meet with Union representatives on an as -needed basis, on a mutually agreeable date and time, at a mutually agreeable location. Either party wanting to meet shall make such request in writing. These meetings shall not be used to bypass any meet and confer process already in progress.
Article 8 Personnel Files
The official personnel file of each employee shall be maintained in the Human Resources Department. A bargaining unit member and/or a Union representative authorized by the member, in writing, may review or obtain copies of material from the employee's file with the exception of material that includes ratings, reports or records which are obtained prior to the employment of the employee involved.
8.1 Derogatory Material
Derogatory written materials (generally written reprimands and disciplinary suspension, excluding performance evaluation) shall be removed from an employee's official file in the Human Resources Department, providing there have been no further occurrences of documented violations, at the employee's request. Written reprimands are eligible to be removed, after two (2) years and disciplinary suspension after three (3) years if above criteria have been met. In order for the derogatory written materials to be removed, the Human Resources Department must receive a formal written request from the employee to remove such materials.
8.2 Derogatory Material on File
Regular employees shall be provided a copy of any derogatory material that is to be placed in their official file kept within the Human Resources Department.
8.3 Customer/Citizen Letters of Commendation
All customer or citizen letters of a positive nature and/or any City commendations, letters of achievements and recognition will be placed in the employee's personnel file, at the employee's request.
Article 9 Seniority
For the purpose of this Memorandum, "seniority" shall mean a bargaining unit member's total continuous length of employment with the City in a regular, allocated position, based on the employee's most recent hire date.
Continuous length of employment shall include actual time worked, authorized leave of absence with or without pay, military leave, family leave and injury leave without pay not to exceed one (1) year. Except for military leave, a single injury leave above one (1) year will not be counted for purposes of calculating seniority.
Article 10 Compensation Adiustments
Wages: Effective July 1, 2019, all employees subject to this agreement shall receive a Cost of Living Adjustment equivalent to the lower of either the percentage change of the CPI for Urban and Clerical Workers for Riverside -San Bernardino -Ontario, CA for January 2019 compared to January 2018, or 3%. If the CPI comparison is negative, the Cost of Living Adjustment shall be 0%. The HR Department shall notify employees as soon as practicable in 2019 as to what the wage increase will be in 2019.
Effective the first pay period in Fiscal Year 2022-23, the City will implement the findings of a compensation study to be completed in Spring of 2022. The City shall determine the methodology used for conducting and implementing the compensation study. Comparable cities used in the compensation study shall include the following cities: Carlsbad, Escondido, Menifee, Moreno Valley, Murrieta, Oceanside, Poway, San Marcos and Vista.
Effective the first pay periods in Fiscal Year 2023-24, 2024-25 and 2025-26 Employees shall be entitled to a cost of living adjustment (COLA) in base salary. The COLA shall be the lesser of either the percentage change in the Annual Consumer Price Index for Urban and Clerical Workers (CPI-W) for all items in Riverside -San Bernardino -Ontario, CA for the prior calendar year as compared to the Annual CPI-W of two calendar years prior, or the percentage Change in Recurring Revenue of the City's primary operating funds (General Fund 001, Measure S Fund 002, Gas Tax 100 and the Temecula Community Services District Fund 190) of the prior fiscal year as compared to two fiscal years prior. Recurring revenue is defined as ongoing taxes (i.e.
Sales Tax, Measure S Tax, Property Tax, etc.), franchise fees, charges for services, fines and forfeitures, use of money and property, program revenue, and intergovernmental revenues, and excludes any one-time revenue. Attached as Exhibit "C," is the list of recurring revenue account codes to be used in this calculation and an example of the Change in Recurring Revenue calculation. The list of account codes may be modified by the Finance Department if necessary to meet the needs of the City, however the impacts of those modifications will be subject to the meet and confer process with the Union. In the event the CPI-W or the Change in Recurring Revenue is below 0% for a aiven vear, the COLA for that vear will be 0%.
10.1 Longevity Compensation
Upon completion of ten (10) years of City Service, represented employees will receive a one (1) time lump sum Longevity Bonus of $350.
Upon completion of 15 years of City Service, represented employees will receive a one (1) time lump sum Longevity Bonus of $500.
Upon completion of 20 years of City Service, represented employees will receive a one (1) time lump sum Longevity Bonus of $750.
Upon completion of 25 years of City Service, represented employees will receive a one (1) time lump sum Longevity Bonus of $1,000.
9 10.2 Special Merit Pay
In an effort to recognize and reward sustained superior performance, the City will provide a Special Merit Pay Program to eligible regular employees.
All regular employees will be eligible for $500 in Special Merit Pay, on their service anniversary date, after completing five (5) years of service if they have a rating of "commendable or outstanding" on three (3) out of their last five (5) annual evaluations.
The overall rating category will be used to determine eligibility. The overall rating needs to be commendable or outstanding including + or —. Combination ratings such as Typically Meets/Commendable (T/C) will not be counted as an eligible rating but a combination of Commendable/Outstanding will qualify.
Should there be a change to the rating categories as a result of revisions to the City's Performance Evaluation format, the City agrees to meet and confer to discuss needed adjustments to Article 10.2.
If a regular employee's annual evaluation is 90 days overdue and they are eligible for Special Merit Pay, a rating of "commendable or outstanding" will be required on only two (2) out of the employee's last four (4) annual evaluations. The Special Merit Pay will be paid to an eligible employee as soon as practicable following the 90-day period.
10.3 Bilingual Pay
Regular employees who have demonstrated the ability, by passing as aRaalCity administered test, to translate a second language (including American Sign Language), both written and spoken Spanish, will receive $50 per pay period for bilingual compensation. Bilingual Pay shall be limited to one language per employee.
This bilingual compensation is provided as an incentive to recruit and retain bilingual employees in order to ensure that the City provides quality customer service to residents.
For the purpose of this policy, the City will provide bilingual compensation to a maximum of two (2) regular employees in each operating department.-, per language where there is a business need for translation. If more than two (2) employees are eligible, actual compensation will be awarded based on the two (2) highest scores on the aRRUat City administered test. Based on service level needs, the number of eligible employees can be modified by the City Manager or designee, to meet the City's needs.
Employees shall not be paid Bilingual Pay while on end -of -service leave as defined in Section 28.4.
10.4 Notary Pay
The City will provide $2-5-.9050 per pay period to employees who maintain a public notary and who are designated by the City as a Public Notary.
Employees shall not be paid Notary Pay while on end -of -service leave as defined in Section 28.4.
10.5 PERS Reportability
The City makes no representation as to whether any of the compensation or payments in this Agreement are subject to CalPERS service credit or pensionable income.
Employees/Union expressly acknowledge that any determination by CalPERS to not fully credit the compensation and/or service time provided under this Agreement is not a proper basis on which to void the Agreement. Employees/Union further acknowledge that they will not pursue any claim or action against the City related to any determination made by CalPERS in connection with this Agreement.
Article 11 Holiday Pay
11.1 Assigned Schedule for Holiday Pay
Based upon the eligible employee's assigned schedule, they will receive holiday pay for eight (8), or nine (9), or ten (10) hours, depending on the employee's work schedule for the applicable City observed holiday,
11.2 Pro -Rated Holiday Pay
Regular part-time employees receive holiday pay on a pro -rated basis based on the employee's assigned work schedule.
11.3 Scheduled to Work a Holiday
Work on a holiday: if a regular non-exempt employee is required to work on a holiday, then that employee will be paid for the actual hours of work at the rate of one and one half times that employee's regular rate. In addition, the employee will be paid holiday pay in accordance with the above plus shift differential (Article 18). Those employees on stand- by status, who work on a City holiday, should be compensated as outlined in Article 17 (Stand-by Pay).
11.4 Work Plan for Holiday Pay on Employee's Scheduled Day Off If a holiday occurs on an employee's scheduled day off, the employee will receive holiday pay in the amount of eight (8), nine (9), or ten (10) hour increments, as applicable, preceding the observed holiday. Alternatively, the City Manager may determine another date in which the holidav will be observed.
Article 12 City Holidays
Regular employees receive a total of 12 City holidays each calendar year. The City observes the following 4-1--12 fixed holidays:
New Year's Day
Martin Luther King, Jr. Birthday
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Friday following Thanksgiving Day
day —Christmas Eve "f+eFRE)OR
Christmas Day
1/day New Year's Eve °f+n
Observance: holidays which fall on a Saturday will normally be observed on the preceding Friday, holidays which fall on a Sunday will normally be observed on the following Monday. The City Manager will determine the actual dates on which holidays will be observed each year.
Either an eight (8), nine (9), or ten (10) hour floating holiday is provided at the beginning of each fiscal year depending on the employee's assigned work plan at the time floating holidays are issued. The floating holiday hours will be pro -rated at the time of hire. When using a floating holiday, employee must use the hours in one block. The floating holiday cannot be used to make up time for being short time during a regular workday. The floating holiday needs to be treated as a regular City observed holiday. The floating holiday may not be carried over year to year and cannot be cashed out at the end of a fiscal year or upon separation of employment.
Eligibility: regular employees who are on paid status (i.e.: receiving regular wages or using a paid time off such as CAL or comp time) for their entire regular work shifts immediately prior to and immediately following the holiday will be paid for the holiday. Partial wage replacement such as Workers' Compensation or short-term and long-term disability payments shall be considered paid status for the purpose of eligibility.
Article 13 Overtime
With the exception of Article 13.6, Article 13 applies to non-exempt, regular employees.
The City shall comply with the Fair Labor Standards Act. All employees required to perform in excess of 40 hours in a workweek, as defined in Sections 13.1 and 13.2, shall receive compensation at the rate of time and one-half of the employee's regular rate of pay for hours worked in excess of 40 hours. All employees required to perform work in excess of 12 hours in a workday shall receive compensation at the rate of double the time of the employee's regular rate of pay for those hours in excess of 12 hours.
In determining a regular employee's eligibility for overtime, paid and unpaid time off, as listed below, shall be excluded from the total hours worked. Also excluded are duty free lunches, travel time to and from work, and time spent conducting bona fide volunteer activities. Paid time off includes, but is not limited to, the following:
A. Unscheduled Comprehensive Annual Leave
B. Unscheduled Compensatory Time
C. Administrative Leave
D. Jury Duty
E. Bereavement Leave
F. Military Leave
There shall be no pyramiding of overtime, except for shift differential pay, as outlined in Article
18. Time worked shall be computed by rounding to the nearest 15 minute increment. As defined, if less than 7 minutes are worked then time worked will be rounded down and if the employee works between 7 and 15 minutes, then time worked will be rounded up. Employees may elect to receive compensation or bank the overtime hours in accordance with Article 15 (Compensatory Time). In addition, the following provisions apply:
13.1 5/40 and 4/10 Workweek
Workweek defined: for the purpose of computing overtime, the workweek for regular employees who work the 5/40 or 4/10 schedule is a seven (7) day period beginning at 12:01 a.m. on each Saturday and ending at midnight on each Friday.
13.2 9/80 Workweek
Workweek defined: for the purpose of computing overtime, the workweek for regular employees who work the 9/80 schedule is a seven (7) day period beginning exactly four hours after the start time of the regular employee's work schedule on the day of the week the employee is scheduled to work eight (8) hours.
13.3 Time Worked
Time worked: for purposes of this policy, hours worked include only those hours in which the regular employee performs services authorized by the City.
13.4 Called Back to Work
A regular employee who is called back to work following the end of their regularly scheduled work shift and proceeds to work more than five (5) consecutive overtime hours shall then be entitled to an eight (8) hour rest period without compensation, upon completion of the assignment and upon leaving the duty station.
If the eight (8) hour rest period extends into the employee's next regularly scheduled work shift, the employee shall suffer no loss of pay or accrued leave as a result thereof. As is practical, employees who have earned a rest period shall be relieved at the start of their regular work shift in order to take such rest period.
13.5 Assignments
Overtime assignments will be offered through an equitable process. Assignments for scheduled events will first be offered to volunteer(s). Assignments for unscheduled events will be issued based upon qualifications, experience, and resources needed.
13.6 Administrative Leave
Bargaining unit employees designated as exempt under the Fair Labor Standards Act (FLSA) shall be afforded 40 hours of Administrative Leave annually as an offset for not being able to earn overtime, Compensatory Time, Call -Out pay, Stand -By pay, or Shift Differential pay.
Administrative leave will be provided at the beginning of each fiscal year and must be taken during the fiscal year that it is acquired. If this leave is not taken during the year it is acquired, it will be cashed out with the CAL cash out pay period in June.
Article 14 Overtime Authorization
This Article applies to non-exempt regular employees.
10 No regular employee shall work overtime unless the working of overtime hours has been specifically authorized in advance, if possible, by the employee's supervisor.
Violations of this article can result in disciplinary actions pursuant to Article 42 (Discipline) and the City's Disciplinary Policy.
Article 15 Compensatory Time
This Article applies to non-exempt regular employees.
In lieu of receiving overtime pay pursuant to Article 13 (Overtime) and Article 14 (Overtime Authorization) a regular employee may elect, to receive compensatory time off on a time and one- half basis for each hour worked. In addition, the following shall apply regulating the usage of compensatory time off:
15.1 Accrual
No regular employee shall accrue more than 80 hours of compensatory time.
15.2 Time Used for Leave
Compensatory Time may be used for leave subject to scheduling in accordance with Article 28 (Comprehensive Annual Leave) of this M.O.U.
15.3 Cash Out
All compensatory time that is available to a regular employee will be cashed out, at full value, and given to the employee in a pay period between November 15 and December
10. The compensatory time cash out will be paid out on a separate check. Under sole discretion of the City Manager, employees may carryover a maximum of 80 hours of Compensatory Time that would need to be used within 60 days. Requests to carry over Compensatory Time shall be made in writing to the Human Resources Department by November 1st.
Article 16 Call -Out Policy
This Article applies to non-exempt regular employees.
Call -out duty applies to all regular employees and occurs when any City employee is required to perform services not in conjunction with a regularly scheduled work shift. For the purpose of this policy, there are two types of call -out. The first is when an employee is required to physically leave their residence and report to duty. This is termed, a response call -out. The second type of call - out is termed a non -response call -out and occurs when an employee is contacted remotely and can resolve the problem without having to physically leave their residence and report to work.
Regular employees who are designated as on stand-by status when called out will be compensated from the time they leave their residence to the time that they return to their residence. Employees who are not designated on stand-by status and are called out will receive compensation for the time they leave their residence to the time that they leave the duty station.
Regular employees who have a response call -out will be credited with all hours worked; with a minimum of three (3) hours, including travel time, at one and one-half times the regular (non- 11 overtime) rate of pay. In addition, call -out Pay will be paid to employees and cannot be included in any Comp Time bank.
Regular employees who have a non -response call -out will be compensated at one (1) hour of time and one-half, if the non -response call -out occurs between 6:31 a.m. and 12 midnight. If the non -response call -out occurs between 12:01 a.m. and 6:30 a.m., the employee will be compensated at two (2) hours of one and one-half times regular (non -overtime) rate of pay. If applicable, employees are subject to the provisions of Article 13 (Overtime) regarding rest periods during call -out situations.
Article 17 Stand -By Pay
This Article applies to non-exempt regular employees.
In any situation where a regular employee has been in a designated "stand-by" status and is to remain on -call, the employee shall be compensated at the rate of $230 for each seven (7) day stand-by period or pro -rated on a daily basis ($32.86/day). Employees who are designated as on stand-by status when called out will be compensated from the time they leave their residence to the time that they return to their residence. Employees may also be designated on stand-by status for individual days and stand-by status can be applied to any regular employee. Compensation for daily stand-by pay will be computed at 1/7 of the weekly amount described above.
Assignments for stand-by duty will be scheduled on a rotational basis. This 7-day stand-by period includes designated weekdays off that are part of an alternative Work Plan, as well as weekends and holidays. If applicable, regular employees are subject to the provisions of Article 13 (Overtime) regarding rest periods during stand-by situations.
Regular employees on stand-by status shall be required, at all times, to carry a functioning, City provided cell phone and be able to respond within 15 minutes of being contacted. Upon responding, the employee must give an estimated response time to the caller. In addition, employees are expected to maintain a level of fitness for duty that is required for your normal work schedule.
Regular employees designated as stand-by on a City holiday will receive an additional $50 for that day.
A: Substitution of stand-by duty: Supervisor must approve all substitutions. There are two (2) types of substitutions related to stand by duty, as follows:
Straight Substitution: Employee may request co-worker substitution, subject to approval of supervisor with minimum of 48 hours' notice. Substitutions shall not be assigned between employees. In this instance, the supervisor will, to the extent possible, solicit and assign volunteers through a lottery system.
2. Emergency Substitution: In an emergency situation (employee or City related), or with less than 48 hours prior notice, your supervisor shall assign a qualified substitute, (including additional employees) to provide standby coverage. In both instances above the substituting employee will receive the appropriate daily rate of 1/7 of weekly amount described above for each standby duty day.
17.1 Rotation of Storm -Watch Crews
12 As regular employees of the public sector, all City employees are designated as Disaster Service Workers by the California Government Code. In association with this designation, the Public Works Maintenance Superintendent, or designee, may implement a Storm - Watch Schedule to protect public interests in the event that existing or impending weather conditions and/or reports indicate the potential for flooding or other severe storm related problems exist.
Article 18 Shift Differential Pay
This Article applies to non-exempt regular employees.
Regular employees are eligible to receive a 5% shift differential (above their appropriate rate of pay) for all hours worked on Sundays, holidays, and the hours worked between 10 p.m. and 6 a.m.
Any overtime worked on Sundays, holidays, and the hours between 10 p.m. and 6 a.m. will be based on the shift differential overtime rate. During the term of this agreement, shift differential will be provided to traffic signal staff for all work conducted on Saturdays. The City reserves the right to change how responses are handled relative to traffic signal service needs on weekends.
Regular employees are eligible to receive a 5% split shift differential (above their appropriate rate of pay) for all hours worked in a 8-, 9- or 10-hour day where their regularly scheduled shift is split into segments with two hours or more between segments.
Article 19 City Uniforms
City uniforms provide easy identification for customers and the public, a professional appearance, and a convenience for City employees.
Each field employee in Fire, Community Development, Public Works, and Community Services is responsible for wearing a City furnished uniform at all times while performing City -related work.
19.1 Uniforms
The City shall provide designated field employees with uniforms. The uniforms consist of shirts and pants. Departments will annually provide a minimum of five (5) City staff shirts (style determined by individual departments) to field employees in Fire, Community Development, Public Works, and Community Services. Department Directors may authorize additional City provided shirts based upon operational needs. In lieu of uniform pants and at the employee's request, jeans will be provided to field employees through the City's uniform company.
19.2 Care of Uniforms
The City shall provide laundry service for the uniforms. 13 Each field employee shall take proper care of uniforms and maintain high standards of personal grooming and neatness. Hair, jewelry and accessories must not impede the safe and efficient execution of assigned duties.
19.3 Wearing of Uniforms
A uniform, or any part of it, shall be worn only during working hours and while traveling to and from work. City uniforms may only be worn outside of work hours with department authorization.
19.4 Uniform Replacement
The City will determine the need for, and timing of, employee's uniform replacement.
19.5 Safety Equipment
The City provides each field employee with appropriate safety equipment, as determined by each supervisor.
19.6 Safety Boots/Shoes Allowance
Safety boots or shoes, as determined by the City, shall be worn with the uniform. Ordinary tennis shoes, sandals, etc., are not permitted without specific department approval for safety reasons. The safety boot/shoes allowance is $175. For designated staff, the boot allowance will be paid in the first full pay period of July. Regular employees receiving the boot allowance must wear boots that are appropriate for their duties and said boots must be maintained in a good/safe condition.
19.7 Additional Boot Allowance
If field staff require specialized boots or have unusual wear and tear because of work functions (special needs shall be supported with a formal request and appropriate documentation to the supervisor for approval) additional boot allowance may be provided at the discretion of the Department Director.
19.8 Clothing Allowance
Regular employees in the classification of Building Inspectors, Landscape Inspectors, Public Works Inspectors, Code Enforcement Officers, and Fire Inspectors, are eligible for an annual clothing allowance of $4-2-5150. This allowance is intended to cover the cost of replacing clothes due to field hazards and normal wear and tear. In addition, all field employees are required to wear collared shirts, presentable work pants and applicable safety shoes. The clothing allowance will be given in the first full pay period of July.
Article 20 Temporary Upgrade Assignment
As a result of vacancies, leaves of absence or other reasons, it may be necessary to temporarily reassign all or a portion of the duties of an authorized position to another employee. When such assignments require the employee to assume signifiGant additional duties, which are outside the scope of the employee's regular assignment, it is appropriate to adjust the employee's salary to reflect the interim changes. This policy allows the City to temporarily upgrade the affected employee. It is the responsibility of the Department Director to notify Human Resources 14 Department, in writing, to implement the temporary upgrade for any affected employee. Human Resources will, in turn, notify the union when a temporary upgrade is initiated and/or terminated.
With the approval of the City Manager, an employee may be temporarily appointed to a higher level classification to perform additional duties, on an interim basis, provided that all the following criteria are satisfied:
A. The higher level position OS VaGaRt a ;d-is approved by the City Manager for new or continued staffing,,--
B. The duties of the higher level position are outside of the scope of the employee's current classification, as determined by the City Manager or designee,, C. The VaGaRG}-assignment is expected to continue for at least 15 business days, but not longer than one (1) calendar year, —Land,
D. The employee possesses the minimum qualifications or the requisite knowledge, skills and abilities to perform the work of the higher classification.
20.1 Salary:
If an employee is placed in a temporary upgrade assignment as a result of a vacancy or leave of absence, -the salary of an -the the. ,sl, � ^f � employee in a Temporary Upgrade AssigRmeRt shall be increased between 5% and 10% for the period of the temporary assignment, or to the first step in the range of the temporary classification, whichever is greater. If an employee is performing duties of a non -represented management classification as part of the temporary upgrade, the employee's salary shall be increased by approximately 10%, or to the first step in the range of the temporary classification, whichever is greater, and shall be subject to the FLSA designation (i.e,-. exempt vs. non- exempt) of the management position. Employees who are non-exempt, but assume an exempt Temporary Upgrade Assignment shall accrue Administrative/Executive Leave on a pro -rated basis.
For temporary upgrade assignments that are not related to a vacancy or leave of absence, the employee shall be compensated on an hour -for -hour basis for each instance where the higher classification work is assigned. Temporary upgrade work must be reported on the timesheet that corresponds with the pay period it was worked. The employee shall be compensated at a rate equivalent to a 5-10% increase, or to the first step in the range of the higher classifications, whichever is greater. The employee's FLSA designation (i.e., exempt vs. non-exempt) will not change nor will the employee be eligible for Administrative/Executive Leave.
If a position is created (i.e., a classification does not already exist) for a Ttemporary Uupgrade Aassignment, the range shall be set at the lowest range found in the Classification Level in the Classification Structure following an internal assessment justifying said placement.
Upgrade Assignment, the Fange- S. ...e Ow eu_
The difference between an employee's usual pay and
temporary upgrade pay will only be reported to CalPERS as income to the extent permissible by law. Human Resources will provide copies of, and/or citations to, the applicable law(s) upon request of the employee.
15 20.2 Length of Temporary Upgrade Assignment
The City Manager, or a designee, shall establish the effective dates of a Tomes temporary fie —upgrade "cc;tassignment.^ccoT In addition, the employee assigned to perform the duties of a higher classification shall not serve for more than 180 calendar days in a higher classification unless the vacancy is ongoing due to extenuating circumstances and approved by the City Manager.
In the event an employee serves in a Temporary temporary Upgrade —upgrade ^cciTassignment for more than 1-year, the employee will be eligible for a review evaluating their performance in the temporary upgraded assignment. A compensation increase may be granted as a result of this review if the employee is not at the top step of the upgraded assignment salary range. Consistent with the temporary upgrade assignment, any compensation increase associated with an annual review will also expire upon completion of the temporary upgrade assignment.
Under no circumstances shall compensation for a temporary upgrade assignment be issued more than ninety (90) days retroactively, unless approved by the City Manager.
20.3 Temporary Upgrade Work Exclusions
In an effort to assist employees in obtaining experience or training for future promotional opportunities, employees may from time -to -time volunteer to perform the duties of a higher job classification. Such voluntary performance on the part of the employee shall not be eligible for compensation as a temporary upgrade assignment.
It is understood that, from time to time. a Department Director may assign a temporary project or task to an employee which requires "hi her level of responsibility, knowledge, skills, and/or abilities than is outlined in his/her current Classification Specification. It is recognized that the infrequent assigning of such project or tasks is meant to be non - habitual and does not constitute out of classification work subject to reclassification process as outlined in Article 4�4Q (Reclassificationsl. 16 rM111-1610 NJ". "few
Article 22-21 Probationary Periods
All appointments, excluding promotional appointments, shall be subject to a probationary period of not less than one (1) year of employment in the position. An employee on their original probation shall receive an evaluation at three (3) months, six (6) months and nine (9) months. The City can extend probation for a maximum of six (6) months. Employees will successfully pass probation if no extension is implemented and if no evaluation is provided by the last day of the probationary period. Passing probation is also not contingent on an employee receiving a probationary evaluation on time.
2221.1 Promotional and Transfer Probation
Promotional and transfer probationary appointments shall be subject to a probationary period of not less than six (6) months of employment in the position. During the probation period, the employee may be rejected at any time regardless of service without the right of a hearing or appeal. Any employee rejected during a promotional probation to which they have been promoted shall be reinstated to a position in the class from which they were promoted unless they were discharged for cause from the City.
Article 23-22 Eligibility for Merit Increases
Each probationary or regular employee will be considered for, but is not guaranteed, a merit adjustment annually at their regular or adjusted performance evaluation date. Merit adjustments 17 may be denied, deferred for future consideration, or granted at .5, 1, or 1.5 step intervals, at the Department Director's discretion and subject to City Manager's approval.
During the life of this agreement, supervisors and managers shall conduct performance evaluation meetings within 30 days of the employee's performance evaluation due date.
Regular and Promotional Probationary employees are eligible for merit adjustments at or near the completion of their one (1) year of continuous service in their current position and annually thereafter, provided that the employee is not a Y-Rated employee, has not changed positions, or is not at the maximum rate for their salary range.
Approved merit adjustments will be retroactive to the official evaluation due date.
Article 2423 Tuition Reimbursement
When a regular employee is ready to enroll in courses and receive tuition reimbursement, the employee must receive supervisor pre -approval for the tuition reimbursement. If approved, the supervisor shall submit a pre -approval form to Human Resources for consideration. As a condition of being reimbursed, the employee will agree to continue employment with the City for one (1) year beyond the date of the receipt of the reimbursement. If the employee leaves the City, the amount of the reimbursement will be due to the City. Reimbursement is limited to no more than $1,2-00-500 for training or educational expenses in any one (1) fiscal year. Additional funds may be approved on appeal to the City Manager.
23.1 Required Educational or Training Courses
Any educational or training course that is a requirement for continuation of employment or is an identified part of a job evaluation shall be paid for by the City. Any other educational or training course that is job related shall, if prior approval for reimbursement is given by the City Manager or a designee, be reimbursed 100% after successful completion. All college or other graded classes shall require a minimum grade of a "C" in order to receive such reimbursement. Books or other materials shall only be paid for if some defined benefit can be shown to the City (i.e. books become part of the City reference library).
Once the employee has received their official course grade, they then attach appropriate receipts and proof of grades to the City's Tuition Reimbursement form, complete the employee portion, have their Supervisor/Department Director complete their portion and submit the completed packet to Human Resources Department. Once reviewed and approved by Human Resources, the approved packet is submitted to the Department of Finance for processing. The employee will receive their approved tuition reimbursement amount on the next pay period.
23.2 Training Time
In general, training time during working hours shall be considered part of employment.
Non -mandatory training after hours shall be considered voluntary, and no additional pay, overtime or compensatory time shall be given by the City, unless advanced special written approval is granted. Study time shall be considered completely voluntary.
23.3 Reimbursement
Although the City applauds employees for their efforts in pursuit of additional education, the City shall not pay for educational degrees or for education in general, but will only 18 reimburse employees for required or job -related classes and training. No reimbursement shall occur if an educational class does not provide a benefit to the City. The only exception to this is the City will reimburse employees for three (3) general education classes, as long as the classes are a part of a degree or certificate program. These three (3) classes must be approved, in advance, as required by this policy. There is no mileage reimbursement for travel to and from educational classes. Required forms must be completed and necessary documentation (receipts and grades) must be provided, in order to receive reimbursement. Final and conclusive determinations of the reimbursement amount shall be made by the City Manager after review of the request and recommendations by the Department Director and the Human Resources Administrator.
Article 2-5-24 Emalovee Computer Purchase Proaram
This program allows regular employees to borrow, at no interest, up to $2,000 to purchase a personal computer, iPad and/or similar "computer tablet" devices, and related accessories with a loan repayment plan of up to 24 months. An employee must show proof of payment (i.e. not simply proof of order), and may only have one loan outstanding under this program at any time.
To qualify for the program, employees must be a regular employee, and have successfully passed their initial probationary period.
Loans are made to employees as reimbursement of costs (see Employee Computer Purchase Program Administrative Guideline for further details). Repayment will be made through equal biweekly payroll deductions over a maximum period of up to 24 months. At the time of submittal, employees have the option to request a 12-month loan. Repayment in full will be accepted at any time, without penalty to the employee. Loan repayment shall commence within two to four weeks of receiving disbursement.
In the event of termination of employment for any reason, the entire unpaid balance shall immediately be due and payable, without notice. Any remaining unpaid balance shall first be deducted from the final paycheck to the extent allowed by law. In the event the final paycheck is not sufficient to pay off the principal sum, then any resultant balance must be paid, in full, with other resources of the borrower.
Article 2-6-25 Safety Programs
2-625.1 Safe Driving Program
Bargaining Unit employees, who are assigned to a City vehicle, are eligible to participate in the Safe Driving Program. Employees assigned to pool vehicles do not qualify. Eligible employees must not have been in any "preventable" vehicle accidents during any given full fiscal year.
An accident is any event involving a City vehicle resulting in or causing personal injury or damage to any person, object, or property in an amount exceeding $150 in total damages.
The City Safety Committee will determine whether the accident was "preventable" or "non - preventable" if the employee and the City do not agree on the determination of whether an accident was "preventable" or "non -preventable."
19 Preventable - the employee failed to do everything possible to prevent the accident, including anticipating the hazard and applying the appropriate defensive driving procedures.
Non -Preventable - the employee did everything possible to prevent the accident, including anticipating the hazard and applying the appropriate defensive driving procedures.
For the period of July 1 through June 30 of each Fiscal Year, qualifying employees who experience no "preventable" accidents will be credited with five (5) additional floating holiday hours as described in Article 12 (City Holidays). These five (5) additional floating holiday hours will be deposited in the first pay period of the subsequent Fiscal Year. The five (5) additional floating holiday hours must be used in one block, and the City Manager (or his/her designee) will pre -approve an afternoon where eligible employees can take the time off together if they choose to participate. All other provisions of Article 12 (City Holidays) shall apply to the use of the five (5) additional floating holiday hours. 2625.2 Injury and Illness Prevention Plan (IIPP)
It is the intention of the City of Temecula to maintain a safe and healthy work environment for all employees. This Injury and Illness Prevention Plan (IIPP) was designed to promote a safe work environment. To meet this goal, it shall be the policy of the City of Temecula to give precedence to safety above expediency of any operation and to comply with established state laws and City ordinances and standards. Continued efforts in safety education, field operational review, working condition safety and accident prevention analysis, in conjunction with active participation by supervisors and employees, will ensure a successful Injury and Illness Prevention Plan (IIPP).
Article 27-26 Driver's License Renewal
It is the employee's responsibility to carry a valid driver's license when driving a City vehicle or on City business. For employees in positions that require a California Commercial driver's license (Class A & B or Class C with a passenger endorsement), renewal requirements, DMV fees, physicals and training are to be paid by the City.
Release time: for the purposes of obtaining and/or renewing a Commercial Driver's Licenses, pursuant to the scope of responsibilities within their classification specification and upon supervisory approval, employees are provided release time to process paperwork at the DMV.
Paid release time shall not be granted if the employee's license has already expired.
When an employee is notified by the Department of Motor Vehicles that their Commercial Driver's License is about to expire, the employee needs to follow the DMV instruction for Commercial Driver's License renewals. Once the renewal process is completed, proof of the renewal (Medical Examiner Certificate) must be submitted to Human Resources for verification purposes.
Article 28-27 Comprehensive Annual Leave Policy
The intent of this policy is to ensure that all employees have an adequate amount of authorized time off each year for rest and relaxation, personal business or personal/family illness. Regular employees earn Comprehensive Annual Leave from the date of hire.
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2827.1 CAL Accrual
Regular employees who are paid for less than 80 hours in a pay period will earn Comprehensive Annual Leave credits on a pro -rated basis for that pay period.
The CAL accrual rate for FLSA non-exempt employees is as follows:
Annual
Annual Leave
Biweekly
Maximum
Increment
(hours)
Accrual Rate
Accumulation
(hours/pay period)
(hours)
Hire Date
161
6.192
322
2-4 Years
177
6.808
354
4-6 Years
217
8.346
434
6-8 Years
233
8.962
466
8-10 Years
249
9.577
498
10+ Years
273
10.500
546
15+ Years
273
10.500
626
The CAL accrual rate for FLSA exempt employees is as follows:
Annual
Annual Leave
Biweekly
Maximum
Increment
(hours)
Accrual Rate
Accumulation
(hours/pay period)
(hours)
Hire Date
177
6.808
354
2-4 Years
193
7.423
386
4-6 Years
233
8.962
466
6-8 Years
249
9.577
498
8-10 Years
265
10.192
530
10+ Years
289
11.115
578
15+ Years
289
11.115
658
Annual leave accrual: annual leave will be earned on a prorated rate each pay period.
Maximum balance: The maximum accrued unused Comprehensive Annual Leave accumulation, which an employee may have at any one time, is two (2) times the employee's annual accrual. Employees with 15 or more years of service may accrue up to a maximum of two (2) times the employee's annual accrual, plus 80 hours.
However, the City Manager may grant an employee, on a case by case basis, the ability to accrue annual leave above two (2) times the annual accrual limit for good cause shown. 2827.2 Requesting Time Off
A leave request form is to be submitted by the employee and approved by the employee's supervisor prior to the leave commencing. In the event of an unforeseen absence, the employee shall contact their immediate supervisor or representative as directed by the Department Director within 30 minutes of the start of their normal scheduled shift. If a regular employee requests specific days off at least six weeks in advance, and if that 21 request is otherwise proper under this Article, that time shall be considered locked and cannot be displaced by a non -regular employee seeking to take the same time off. 2827.3 Scheduling
The scheduling of Comprehensive Annual Leave shall be determined by the employee's supervisor based upon: first, the needs of the City; second, the employee's request; and then seniority. Departments will determine a schedule as to when they will route their departmental vacation calendar. Employees with greater seniority within the department will be given the first opportunity to select their vacation. If after the needs of the City and the employee's request have been taken into consideration, and two (2) employees have requested the same period of time off, which will cause a staffing conflict within the same job area or function, seniority will be used as the determining factor as to who will receive the requested time off. However, if the same staffing conflict arises the following year, and seniority was used as the basis for resolving that conflict in the previous year, the employee granted that time off in question the previous year will not be granted the same period of time off in the subsequent year only.
A leave request form needs to be submitted by the regular employee and approved by the employee's supervisor prior to the leave commencing. Scheduled CAL Leave needs to be approved 48 hours in advance by the employee's supervisor. If a CAL Leave request is submitted less than 48 hours in advance, the supervisor is under no obligation to approve the CAL Leave request. Supervisors shall return the time off request form to the employee, with their signature approval, within a reasonable time which is outlined in the policy below.
The supervisor is encouraged to make their decision within 24 hours of the request; however, in the event that additional time is needed, this decision should be generally made within five (5) business days. If the request is submitted less than 48 hours prior to the specified time off, the supervisor will be under no compulsion to approve the request based on the MOU language. The above noted turnaround time for this approval is also important when considering an employee's request for multiple time -off requests over the course of a year.
The MOU and current City policy do not require an employee to have a designated number of CAL hours available in order to take scheduled time off. However, the employee must have enough hours in their CAL Leave bank to cover their leave request, before the scheduled leave commences. If there are insufficient CAL hours in the employee's bank when the scheduled time off is about to commence, the supervisor may use their authority to cancel the abovementioned scheduled time off.
If the requested leave is relating to a personal issue, the employee has the option of stating "personal" for the reason and the supervisor need not ask for a more detailed explanation.
The supervisor can offer the City's Employee Assistance Program (EAP) if deemed appropriate.
The City strongly encourages that all employees keep a "safe" number of available CAL hours in case of unforeseen needs or to satisfy the time needed to get through a disability elimination period, illness or personal leave.
Prior authorized leave of absences such as workers' compensation, disability, or extended illness should not be factored in when approving/disapproving time -off requests. 22 In addition, the City encourages communication between employees and designated supervisors. It is acceptable for the employee and supervisor to agree on a conditional approval of vacation time and that the terms of this conditional approval are documented on the Leave Form.
In lieu of Article 4 -40 (Grievance Procedure), any disputes that arise out of the scheduling of CAL time, will be handled by Human Resources Department. The determination of Human Resources will be final and no formal grievance may be filed in CAL scheduling.
Holidays during Comprehensive Annual Leave: City holidays which occur during an employee's Comprehensive Annual Leave are not deducted from Comprehensive Annual Leave balance.
2827.4 Separation of Employment
Upon separation from employment from the City, an employee shall be entitled to cash out any remaining Comprehensive Annual Leave balance at regular, non -overtime rate of pay. An employee may run out remaining Comprehensive Annual Leave balance in lieu of a cash out (i.e. teFmiRal loa„oend-of-service leave) if the employee provides a minimum notice of 45 calendar days before the tem;iRal to „eend-of-service leave commences. In cases with extraordinary circumstances, terminal leav-Bend-of-service leave requested with less than 45 calendar days' notice are subject to approval at the sole discretion of the City Manager.
In all instances, written notice of separation from employment shall: 1) include the final date of employment; 2) be final and irrevocable; and, 3) may be accepted by the employee's supervisor, manager, director, or the Human Resources Department. An employee on terminal leaveend-of-service leave who engages in work without prior approval from their Department Director will be separated from employment immediately. 2827.5 CAL Donations
An employee may request the use of CAL donations in extraordinary situations or if in the event of a medical hardship to the employee or an immediate family member of the employee. Refer to Article 29-28 (Bereavement Leave) for definition of family member. A "medical hardship" is defined as a serious medical condition that would require the prolonged absence of the employee from duty and would result in a substantial loss of income to the employee because the employee would have and would be required to exhaust all of their available paid leave. Upon approval from the City Manager, or designee, the employee may use up to a maximum of 160 hours of donated CAL per fiscal year. The City reserves the right to request a physician's verification of the medical condition. In addition, the application of this section is independent of any federal or state mandated protected leave (e.g., FMLA, CFRA, PDL, etc.). Employees may donate a maximum of 16 hours each time CAL donations are requested, however full-time employees must have 120 hours remaining and part time employees must have a proration of 120 hours based on their full-time equivalent allocation on the Schedule of Authorized Positions remaining in their CAL bank after the donation. The City will pool all hours that are donated and employees, who are eligible and approved to use donated CAL hours will receive donations from the pool.
2827.6 Comprehensive Annual Leave Time Cash Out
23 In June, employees may cash out Comprehensive Annual Leave (CAL) time under the following criteria:
A. May cash out up to a maximum of 120 hours to be taken as taxable wages at the employee's regular rate of pay without consideration for any other specialty pays (e.g., temporary upgrade) or deposited into a pre- or post -tax 457 account.
B. Must maintain a balance of 120 hours after cash out is taken.
C. Must have taken at least 80 hours of CAL time during the fiscal year.
The CAL time cash out will be provided by the end of the fiscal year. The CAL time cash out pay period will be determined by the City's Finance Department, in accordance with the ending of the fiscal year. The City Manager in his/her sole discretion may allow an employee to cash out CAL time before the end of the fiscal year if the employee is faced with a financial emergency or to avoid losing CAL accrual when the employee is approaching their CAL accrual maximum and the employee's Department Director confirms that taking time off is not an option; however, the employee is still only allowed one cash out per fiscal year as outlined in this section.
Article 29-28 Bereavement Leave
The City recognizes the importance of providing employees time off to mourn and take care of any details relating to the death of a member of their immediate family. Employees may also use CAL time in conjunction with bereavement leave.
Regular employees may receive a maximum of three five (35) business days for bereavement of an individual who is a member of the employee's immediate family or of other similar relation as determined by the City Manager. if ,n ornp'Gyee must travel Fnere than 500 miles eRe way, to leave.attend a funeral, the employee is eligible fer five §gyga:(-Z5) b6lSiRess days ef bereavemeRt A. For the purposes of this policy, immediate family (including natural, step or in-laws) shall be defined as spouse, registered domestic partner, mother, father, sister, brother, daughter, son, grandchild, and grandparents.
B. A leave request form must be completed by the employee and approved by their supervisor. Depending upon circumstances, employees can submit bereavement leave and Comprehensive Annual Leave requests after the employee returns to work. In addition, the supervisor may require verification that bereavement leave was warranted.
Article 30-29 Leave of Absence under FMLA, CFRA and PDL 3029.1 Statement of Policy
It is the intent of the City to comply fully with the Family and Medical Leave Act of 1993 (FMLA) and the California Family Rights Act of 1995 (CFRA). Nothing in this MOU is intended to restrict employees' rights under these laws. Unless otherwise provided in this article, "Leave" under this article shall mean leave of absence, including employees' rights and obligations, pursuant to the FMLA and CFRA. Further, employees shall be reasonably accommodated for any disability protected by law (e.g., Americans with Disability Act or "ADA") if the employee requests such accommodation.
24 3029.2 Employee Notice of Leave
Although the City recognizes that emergencies arise which may require regular employees to request immediate leave, employees are required to give as much notice as possible of their need for leave. If leave is foreseeable, at least 30 days' notice is required. In addition, if an employee knows that he/she will need leave in the future, but does not know the exact date(s) (e.g. for the birth of a child or to take care of a newborn), the employee shall inform his/her supervisor as soon as possible that such leave will be needed. Such notice may be orally given. If the City determines that an employee's notice is inadequate or the employee knew about the requested leave in advance of the request, the City may delay the granting of the leave until it can, in its discretion adequately cover the position with a substitute.
For any foreseeable leave due to a qualifying exigency under the Armed Forces Reserves or National Guard, an employee must provide notice of the need for leave as soon as practicable, regardless of how far in advance such leave is foreseeable. 3029.3 Employee Benefits While on Leave
While on leave, employees will continue to be covered by the City of Temecula group health insurance to the same extent that coverage is provided while the employee is on the job. Employees shall be responsible for the continuation of City of Temecula provided health care insurance premiums if on a Leave for more than the 12 weeks specified by the law. Employee contribution rates are subject to any change in rates that occurs while the employee is on leave.
If an employee fails to return to work after his/her leave entitlement has been exhausted or expires, the City shall have the right to recover its share of health plan premiums for the entire leave period, unless the employee does not return because of the continuation, recurrence, or onset of a serious health condition of the employee or his/her family member which would entitle the employee to leave, or because of circumstances beyond the employee's control. The City shall have the right to recover premiums through deduction from any sums due to the City (e.g. unpaid wages, vacation pay, etc.).
Regular employees shall retain the status of employee while on Leave. However, a Leave used in conjunction with any other FMLA leave of absences, which exceeds 24 weeks, shall result in an adjustment to the employee's Comprehensive Annual Leave and salary review date.
3029.4 Substitution of Paid Accrued Leaves
While on leave under this policy, as set forth herein, an employee may elect to concurrently use paid accrued leaves. Similarly, the City may require an employee to concurrently use paid accrued leaves after requesting leave for medical or family care.
A. Employee's Right to Use Paid Accrued Leaves Concurrently with Leave for Medical or Family Care.
Where an employee has earned or accrued paid CAL time, administrative leave, or compensatory time, that paid leave may be used concurrently for all or part of 25 any (otherwise) unpaid leave under this policy. Use of CAL time does not extend the leave beyond the 12 weeks specified by law.
B. City's Right to Require an Employee to Use Paid Leave When Using Leave for Medical or Family Care
Employees may exhaust their accrued leaves concurrently with FMLA/CFRA leave to the same extent that employees have the right to use their accrued leaves concurrently with FMLA/CFRA leave.
Employees are required to use accrued Compensatory Time as a first means of paid leave concurrently with any leave for medical or family care. 3029.5 Medical Certification
Regular employees who request leave for their own serious health condition or to care for an eligible family member who has a serious health condition must provide written certification from the health care provider of the individual requiring care.
If the leave is requested because of the employee's own serious health condition, the certification must include a statement that the employee is unable to work at all or is unable to perform the essential functions of his/her position.
Regular employees who request leave to care for an injured service member who is an eligible family member of the employee must provide written certification from a health care provider regarding the injured service member's serious injury or illness.
When an employee requests leave because of a qualifying exigency under the Armed Forces Reserves or National Guard, an employer may require the employee to provide a copy of the covered military member's active duty orders or other documentation issued by the military which indicates that the covered military member is on covered active duty or call to active duty status in a foreign country, and the dates of the covered military member's active duty service.
A. Time to Provide a Certification
When an employee's leave is foreseeable, and at least 30 days' notice has been provided, the employee must provide medical certification before the leave begins.
When this is not possible, the employee must provide the requested certification to the City within the time frame requested by the City (which must allow at least 15 calendar days after the employer's request), unless it is not practicable under the particular circumstances to do so despite the employee's diligent, good faith efforts.
B. Consequences for Failure to Provide an Adequate or Timely Certification If an employee provides an incomplete medical certification the employee will be given a reasonable opportunity to cure any such deficiency. However, if an employee fails to provide a medical certification within the time frame established by this policy, the City may delay the taking of leave until the required certification is provided.
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C. Second and Third Medical Opinions
If the City has reason to doubt the validity of a certification, the City may require a medical opinion of a second health care provider chosen and paid for by the City.
If the second opinion is different from the first, the City may require the opinion of a third health care provider jointly approved by the City and the employee, but paid for by the City. The opinion of the third provider will be binding. An employee may request a copy of the health care provider's opinions when there is a recertification.
D. Intermittent Leave or Leave on a Reduced Leave Schedule If an employee requests intermittent leave (a few days or hours at a time) or on a reduced leave schedule to care for an immediate family member with a serious health condition, the employee must provide medical certification that such leave is medically necessary. "Medically necessary" means there must be a medical need for the leave and that the requested leave can best be accomplished through an intermittent or reduced leave schedule.
3029.6 Reinstatement upon Return from Leave
A. Right to Reinstatement
Upon expiration of leave (no more than 12 weeks or 26 weeks for military situations), an employee is entitled to be reinstated to the classification of employment held when the leave commenced, or to an equivalent classification with equivalent employment benefits, pay, and other terms and conditions of employment. Employees have no greater rights to reinstatement, benefits and other conditions of employment than if the employee had been continuously employed during the leave period.
If a definite date of reinstatement has been agreed upon at the beginning of the leave, the employee will be reinstated on the date agreed upon. If the reinstatement date differs from the original agreement of the employee and City the employee will be reinstated within two business days, where feasible, after the employee notifies the employer of his/her readiness to return.
B. Employee's Obligation to Report Periodically on Condition Employees may be required to periodically provide an update report and intent date to return to work. This will avoid any delays to reinstatement when the employee is ready to return.
C. Return to Work Certification
As a condition of reinstatement of an employee whose leave was due to the employee's own serious health condition, which made the employee unable to perform job duties, the employee must obtain and present a certification from their health care provider stating that the employee is able to resume work. The return to work certification must be provided to Human Resources Department prior to the employee resuming any duties. Failure to provide such certification will result in denial of reinstatement.
27 If the health care provider imposes work restrictions on the employee, the return to work certification must list any work restrictions and the time frame for those restrictions. At the conclusion of the work restriction schedule, the employee must obtain and present a certification from the health care provider that the employee is able to resume work. Failure to provide such certification to the Human Resources Department will result in denial of reinstatement. 3029.7 Required Forms
Employees must fill out the following applicable forms in connection with leave under this policy:
1. "Request for Leave of Absence Form" provided by the City.
2. Medical certification —either for the employee's own serious health condition or for the serious health condition of an eligible family member.
3. "Statement of Family Relationship" when leave is to care for an eligible family member.
4. Authorization for payroll deductions for benefit plan coverage continuation; and
5. Certification to return work from appropriate health care provider. 3029.8 Pregnancy Leave
It is the intent of the City to comply fully with the California Pregnancy Disability Leave Law. A pregnant employee shall be entitled to a leave of absence without pay for up to four (4) months so long as the employee's attending physician certifies that she is physically unable to work due to pregnancy, childbirth or related medical condition. During said leave of absence, the employee has the option of using CAL time to supplement any short-term disability benefits. In addition, employees who are out on Pregnancy Leave will also be designated as protected under FMLA concurrently as applicable under these laws.
Upon expiration of the approved leave, prior to the employee being reinstated, the department director may require a statement from the attending physician that the employee is physically capable of resuming the regular duties of her position. Failure to return to work after the authorized four (4) month leave period causes the employee to have no reinstatement rights. An employee who plans to take such a leave should give reasonable notice of the date the leave shall commence and the estimated duration of the leave.
3029.9 Alternative Parentalponding Leave
The City shall provide sox weeks of paid leave to employees for the purpose of bonding with a child in connection with the surrogate birth, adoption, or foster care placement of that child, equivalent to leave benefits afforded under the State's Paid Family Leave program. The nhild may be-f; em a sarregate er Rea surregate paFeRt sFagepsYThe sox Employees may receive up to eight weeks of bonding leave shall be paid at the rate of 2/3 of the employee's current base salary, ap,d. Nno other benefits shall be enhanced or reduced as a result of using this leave. Employees may use other accrued paid leave (e.g., CAL time) to supplement their pay up to 100% of their W
current base salary in conjunction with this leave. The six -eight weeks of leave need not be used consecutively; however, it is limited to the first year after the birth, adoption, or foster care placement of the child. Supporting documentation will be required. Alternative Parental L o-a„o RteRded to provide paid leave to pareRtS similar te that afforded tO Rew methers eligible fer disability leave, se Alterative-Parenta4Bonding Leave may Abe used in combination with disability leave connected with giving birth to a child, but not until disability benefits have been exhausted.
Article 34-30 Jury Dut
The City encourages employees to serve as jurors when called upon to do so. When an employee serves on jury duty or is called to testify on a case involving official City business, the employee receives full pay from the City (Government Code Section 1230). However, if an employee is testifying on a civil/criminal case that does not involve official City business, then the employee is required to utilize any accrued Comprehensive Annual Leave (CAL) time that the employee has available. Employees are not required to submit, to the City, any compensation received from the court for serving as a juror.
If an employee is called to report to jury duty, the employee shall obtain a "Jury Attendance Certification" form from the court upon dismissal by the judge. The "Jury Duty Certification" form must be attached to the employee's timesheet for verification of jury duty attendance by payroll.
Because the time on the "Jury Attendance Certification" form provided by the court and the actual time the employee is released from the jury pool and/or leaves the courthouse may differ, the employee must handwrite the actual time of release on the form. The time should be noted upon instruction from their supervisor or designee to either return to work or be released from work.
Jury Duty attendance shall be recorded on the timesheet under the code for jury duty regardless of whether the employee is instructed to return to work or not.
When an employee receives an initial summons to report forjury duty, the employee must provide a copy of the summons to his or her supervisor immediately upon receipt, regardless of whether s/he is called to serve. It is the responsibility of each supervisor to record the employee's absence for jury duty in a manner similar to that used to record the employee absences (i.e. department calendar, weekly staff agenda).
If an employee needs to appear in court regarding a personal situation or is summoned to report to the court for a civil or criminal case that does not involve official City business, then the employee is required to utilize available Comprehensive Annual Leave (CAL) time. A leave request form must be submitted and approved by the supervisor prior to the leave commencing.
Approved personal leave (CAL) time shall be recorded on the timesheet under the code for CAL time.
3430.1 Defining "Practical" Return to Full Duty
When released early, which is defined as more than two hours remaining in the business day, from any day of jury duty, the employee shall contact his/her supervisor, or designee, to determine if it is practical to return to full duty. In determining whether an employee shall return to work following the completion of jury duty for that day, reasonable consideration shall be given to such factors as: courthouse delays, parking conditions, travel time, and a rest period. If two (2) hours or less are remaining in the City's standard business day (8 a.m. to 5 p.m.), the employee does not need to contact their supervisor or return to work.
NN
Employees are not required to report to work at the City each day prior to reporting to the court for jury duty unless the report time after 12 noon is ordered. 3430.2 Supervisor Determination
If upon discussion with the supervisor or designee it is determined that it is NOT practical for an employee to return to full duty that day, the supervisor's written release stating "not practical to return to full duty", along with the supervisor's initials and date, must be noted on the employees "Jury Attendance Certification" form and attached to their timesheet.
Article 32-31 Military Leave
The City recognizes the importance of allowing employees time off to serve in the U.S. Armed Forces. This policy allows for employees to take time necessary for the defense of our country.
Military leave shall be granted in accordance with the provisions of state and federal law. An employee requesting leave for this purpose shall provide their department director and Human Resources, whenever possible, with a copy of the military orders specifying the dates, site and purpose of the activity or mission. Within the limits of such orders, the department director may determine when the leave is to be taken and may modify the employee's work schedule to accommodate the request for leave. Upon completion of military service, the employee will be reinstated with full seniority to their former position or to a comparable position, if application for reemployment is made within 90 calendar days of release from the service or related hospitalization.
An employee who is a member of the National Guard or of a reserve component of the U.S.
Armed Forces shall, upon furnishing a copy of the official orders or instructions, be granted a military training leave. Training leaves will not, except in an emergency, or in the event of extenuating circumstances, exceed two (2) weeks per year, plus reasonable travel time. Upon presentation of a military pay voucher or endorsed orders, employees will receive full pay for up to 30 calendar days within one (1) fiscal year. If the leave is greater than 30 days, then the employee may utilize accrued Comprehensive Annual Leave time.
If the employee is placed on active duty, the City is required, by law, to return the employee to the same classification, upon the employee's return to City service.
Consistent with the City of Temecula City Council Resolution 90-067, the military leave policy has been extended, for those employee's called to active duty as follows:
A. With appropriate documentation, the City will pay the difference between the City employee's salary and the employee's military pay, and; B. The difference in salary will be paid for the entire duration of active duty.
Article 3-3-32 Leaves of Absence without Pay
This provision applies to leaves which are not covered by other provisions within the MOU.
Leave of Absence without Pay is to be used for the purpose of unforeseen circumstances related to FMLA, CFRA or pregnancy leaves or other situations where leave is requested by the employee. In all cases, Leaves without Pay must be approved by the City Manager or designee, 30 and do not continue accrual of benefits. Employees should refer to Human Resources for specific details.
3332.1 Benefits While on Leave without Pay
Employees may be required to exhaust their Comprehensive Annual Leave prior to commencing Leave of Absence without Pay status, except as provided in the Family Care Leave Policy and Holiday Pay Policy.
Employees shall not accrue Comprehensive Annual Leave time if on a Leave of Absence without Pay in excess of five (5) business days.
The City will continue payment of City provided health care insurance premiums for two (2) monthly premium payment periods.
Employees shall be responsible for the continuation of City provided health care insurance premiums if on Leave of Absence without Pay for more than two (2) monthly premium payment periods.
333' .2 Procedure for Requesting Leave of Absence without Pay The Department Director, subject to the approval of the City Manager, may grant requests for Leave of Absence without Pay. Employees generally provide a minimum of two (2) weeks' notice, in writing, to request a Leave of Absence without Pay.
Employees must give reasonable notice, to their Department Director, before returning to work.
The maximum leave which may be taken is six (6) months at the sole discretion of the City Manager. In extreme cases, and at City Manager's approval, the maximum leave may be extended beyond six months.
Employees shall retain the status of employee while on Leave of Absence without Pay.
However, a Leave without Pay which exceeds 30 days shall result in an adjustment to the employee's salary and Comprehensive Annual Leave accrual review dates. 333` .3 Procedure for Unforeseen Circumstances
Requests for Leave of Absence without Pay may be granted, at the discretion of the City Manager, for prolonged illness or personal reasons, including disabilities not related to worker's compensation. The above procedures will apply to a requested Leave of Absence without Pay with the exception of providing a two (2) week minimum notice. Employees who request a Leave of Absence Without Pay for illness or personal reasons must provide a written notice of such leave as far in advance as possible. In addition, the City may require a doctor's certification or other official documents in order to verify legitimacy of the employee's request.
31 Article 34-33 Health and Wellness Benefits
The City shall provide each regular employee with a Health Flex Contribution of $400 der MORM00 per month effective July 1, 2022-. This allotment is intended to bring the City into compliance with the U.S. Patient Protection and Affordable Care Act ("ACA"). The Health Flex Contribution may only be used toward City -sponsored health, dental, and vision insurance premiums, or deposited into a health flexible spending account as permitted by IRS laws. Any unused portion of the $400 aiig+rr,gr,+Health Flex Contribution shall be forfeited by the employee (i.e. this is a "use it or lose it" benefit), and the forfeited funds will be used toward enhancing wellness and morale for all City employees.-
The City shall also provide each regular employee with a Cafeteria Contribution of $1,200 per month for full-time employees and pro -rated based on full-time equivalency for part-time employees. Consistent with past practice, this payment includes the CaIPERS statutory minimum payment for each calendar year of this Agreement for both active employees and annuitants (retirees). The Cafeteria Contribution must be applied to all mandatory benefits as determined by the City. The first day of the month following the date of hire, an employee shall be covered under mandatory benefits as set forth in the contract between the City and the carrier(s). The employee can then apply the remainder of the Cafeteria Contribution to optional benefits provided by the City, including: health insurance premiums, dental insurance premiums, vision insurance premiums, addi+i^ al life 'RSUrarno r,romi, imo and flexible spending accounts,, and ethe oupplomeRtal Any unused portion of the $1,200 allotment may be deposited n�m in+e r+ofo rro r+ r,or,o�+inn �nng� 4- �r +-konwill be paid as taxable income.
The Union agrees to meet and confer with the City over any state or federally mandated changes in benefits that occur during the term of this agreement. In addition, City agrees to include two (2) union stewards as part of the formal Benefit Committee that meets to discuss changes in any health and welfare benefit proposal for the next plan year. The benefit committee will meet prior to the start of the open enrollment period to educate employees on benefits provided during the upcoming plan year.
3433.1 Health Coverage
During the life of this agreement, the City agrees to continue offering the CalPERS Health Plan. The Citv has established an Eliaible Opt Out Arranaement to comply with IRS rules as a condition to an employee receiving the Cafeteria Contribution as taxable income (i.e. cash) in lieu of enrolling in AR empleyee cooking + „pt e6it of City -sponsored dal health insurance. The conditions that must be satisfied for the Eliaible ODt Out Arranaement are as follows:
A. The employee must have minimum essential health coverage through another source (other than coverage in the individual market, whether or not obtained through Covered California).
B. All individuals in the employee's expected tax family must have (or will have) the required minimum essential health coverage. An employee's expected tax family includes all individuals for whom the employee reasonably expects to claim a personal exemption deduction for the taxable year(s) that cover the employee's plan year to which the opt -out arrangement applies.
C. The employee must provide reasonable dOG rnented documentation o%T^Gof minimum essential health coverage pursuant to the ACA, which must cover both the 32 employee and all individuals in the employee's expected tax family, if any, for the applicable period. Reasonable evidence may include an attestation by the employee.
D. Each year, during open enrollment or as otherwise required by the City, the employee must provide the City with an attestation or other reasonable documentation, subject to the City's approval confirming such alternate coverage.
E. The employee must provide the attestation or reasonable documentation no earlier than a reasonable time before coverage starts (e.g., open enrollment). The attestation or reasonable documentation may also be provided within a reasonable time after the plan year starts.
According to the ACA, the City must -cannot make payment if the City knows or has reason to know that the employee or a member of the employee's expected tax family m prnhpr does not have the alternative minimum essential health coverage.
F.
The City agrees to meet with the Benefit Committee to discuss any changes in the CalPERS Health Plan prior to open enrollment.
3433.2 Dental Coverage
During the life of this agreement, the City agrees to continue to offer dental coverage to represented employees. The City agrees to meet with the Benefit Committee prior to selection of the dental plan for the respective Plan Year. -3433.3 Vision Coverage
During the life of this agreement, the City agrees to continue to offer vision coverage to represented employees. The City agrees to meet with the Benefits Committee prior to selection of the vision care plan for the respective Plan Year. 3433.4 Disability Insurance
The City mandates enrollment in short-term and long-term disability insurance for all represented employees. The City agrees to meet with the Benefit Committee prior to selection of short-term and long-term disability insurance. The STD disability insurance elimination period of 0 - 7 calendar days for accident/in-patient hospitalization; and the STD disability insurance elimination period of 7 -14 calendar days for illness and outpatient procedures. Employees should refer to Human Resources regarding specific details on short term and long term disability coverage's.
,3433.5 Flexible Spending Account
The City will continue to offer, as long as lawfully permitted, a Flexible Spending Account during the term of this agreement in accordance with applicable IRS statutes in order to provide employees the greatest possible tax benefit.
Included in the Flexible Spending Account are reimbursement accounts for medical, dental and vision plan deductibles and co -payments; and other health care expenses not covered by existing medical and dental vision coverage. An additional element of the program includes reimbursement of child/dependent care.
33 3433.6 Retiree Medical, Dental and Vision Premium Reimbursement The City will provide medical, dental and vision benefits, for eligible employees and their spouse, upon retirement from the City of Temecula, as follows:
A. Employee must meet all of the following criteria in order to qualify for the Retiree Medical, Dental and Vision Premium Reimbursement benefit:
1. Must have been hired on or before June 30, 2005, in a regular, authorized position;
2. Mmust have, upon retirement, completed a minimum of 12 years of cumulative service to the City of Temecula in a regular, authorized position status;
3. Mmust have retired from the City of Temecula on or after July 1, 2003, in accordance with CalPERS standards; and,
4. Mmust have been continuously employed in a regular, authorized position from July 1, 2005, until his or her retirement from the City of Temecula, with the exception of bargaining unit members referenced in Appendix C. Employees referenced in Appendix C shall remain continuously employed in a regular, authorized position from March 19, 2019, until their retirement from the City of Temecula to be eligible for the benefit.
Part-time, regular, benefited employees shall also be eligible provided that total service in Temecula, as defined by CaIPERS, meets the required minimum for this benefit and if they meet the other criteria set forth in this article.
If a retired Temecula employee reinstates to a regular benefited position with any S,at+ferRia CalPERS Agency, including the City of Temecula, this benefit will be discontinued and will not be reinstated. The only exception to this rule shall be in the event of a Reduction in Workforce and the employee had been re-employed by the City of Temecula pursuant to Article 44-43 of this M.Q.UMOU.
This benefit will discontinue upon the death of the retired City employee.
B. Retirement from the City of Temecula shall be defined as a CalPERS service or industrial disability retirement, and employee must be eligible for such retirement at the time of or within 120 days of separation from City service. -The date of eligibility shall be the employee's official CalPERS retirement date.
C. Employees who have retired prior to the effective date of this MOU will be eligible for this benefit in accordance with the terms of the agreement at time of retirement.
D_11—Eligible City of Temecula employees (as defined above), who retire during the term of this M.Q.U.MOU will be eligible for a reimbursement; for monthly premiums (not including co -payments, prescriptions, and other non -premium expenses) purchased and paid for by them, of —up to the current monthly cafeteria plan allotment, for continued medical, dental and vision coverage as provided for in sections 3433.1, 3433.2 and 3433.3 of this agreement. This payment will begin within 30 days of the employees' CaIPERS retirement, and upon written notice from the employee and verification of current premium payment amounts, and will continue through the term 34 of this agreement.
E. The amount of the actual payMeot reimbursement will be based on proof of continued medical, dental or vision insurance and verification of the premium payment aMeeRtfor employee and spouse coverage. -The maximum reimbursement is inclusive of any required employer contributions. Be advised - the CalPERS medical premium on a PERS retiree's check is the premium amount AFTER the City of Temecula's mandatory employer contribution has been deducted. -Therefore, the net amount reimbursed will be the monthly premium based the mandatory employer contribution rate- as established by CalPERS annually, t4at iso ded—ted. IR addi+,� by the Gity.
If e""�'cn,p:oyee-a retiree moves from the CalPERS service area, and coverage under the City provided medical, dental, and/or vision plans is not available, emcee -the retiree may request that an alternate medical, dental, and/or vision plans be approved by the City, if allowed by law. Coverage limited te empleyee, an�'�pliGable, spouse.
The medical, dental, and/or vision insurance benefits will continue for eligible ems, le retirees and their spouse, even after the employee ^ e-sgualifying for Medicare coverage. -Medicare supplemental coverage and related premiums will be set in accordance with CalPERS benefit standards. -When a retiree transitions to a CalPERS Supplement/Managed Medicare or Combination medical plan, the City will automatically reimburse the standard Part B premium, not to exceed the maximum monthly allotment. Proof of coverage and premium payment will be required for retirees not enrolled in CalPERS medical, or for Medicare premiums exceeding the standard Part B premium.
The existing Dental dental and Vision vision benefit plans only allow continuation of coverage for retirees for 18 months, after retirement. Following this time period, it is the retiree's responsibility to enroll in dental and vision coverage of their choice. In order to receive reimbursement (not to exceed the monthly allotment), the retiree needs to submit proof of coverage annually to the City's DireGtOF of Human Resources Department.
F. For all coverages, excluding CalPERS medical, WhiGh are outside the RGRS medical plan _Se vicearea, eligible retired empleyeesretirees, or their authorized legal representative, must submit, to the City's Human Resources Department, proof of coverage and the premium aMepayment for the upcoming year. The timeframe for submissions will be determined by Human Resources and a schedule of the reimbursement dates including deadlines for submitting changes will be established and distributed annually. within 30 days of the payment. If proof of coverage is not received within said 30 daysthe identified timeframe, payments reimbursements will not be made until the proof of coverage is received for that year.
Re-tre-a-stive Payments Will not be thoomminix fonn
en a timely -basis. It is the responsibility of the retired employee to notify the Dirovn eGtere Human Resources Department of any changes in premium amounts or change in status. Retroactive payments will not be made if the employee fails to submit this information on a timely basis.
35 Article 35-34 Life Insurance
The first day of the month following date of hire a regular employee, upon proper application and acceptance by the insurance carrier, shall be covered under a group life insurance plan for the amount of $50,000.
Voluntary Life Insurance will be available to regular employees (outside the City's Section 125 Cafeteria Plan) at no cost to the City.
Article 36-35 Retirement
The City has established a multi -tiered retirement benefit. 3635.1 Tier 3
Pursuant to the Public Employment Pension Reform Act of 2013, (also known as "PEPRA", Assembly Bill 340), those who first become employed by the City on or after January 1, 2013, and who are "new members" as that term is defined in PEPRA, shall be subject to a third tier Public Employees Retirement System (PERS) formula of 2% @ age 62, and a benefit based on the highest 36 months of employment. New members shall pay their entire PERS member contribution by payroll deduction at a rate set by PERS or at 50% of normal cost as that term is defined in PEPRA. As of July 1, 2020, that percentage is 7.25%. New members shall also be subject to all other applicable provisions of PEPRA.
This retirement formula shall be known as Tier 3.
3635.2 Tier 2
The City's second tier PERS retirement formula of 2% @ age 60 applies to employees hired on or after September 24, 2011, and up to and concluding December 31, 2012, as allowable by law. Tier two also applies to those hired at any time after September 24, 2011, who had prior membership in PERS or in another retirement system that has reciprocity with PERS. Highlights include the following:
• A three-year final compensation
• Annual 2% Cost Of Living Adjustment (COLA)
• Post -Retirement Survivor Allowance
• Fourth Level of 1959 Survivor's Benefit
• Military Service Credit as Public Service
3635.3 Tier 1
The City's first tier PERS retirement formula of 2.7% @ age 55 applies to employees hired prior to September 24, 2011 as allowable by law. Highlights include the following:
• One-year final compensation
• Annual 2% Cost Of Living Adjustment (COLA)
• Post -Retirement Survivor Allowance
• Fourth Level of 1959 Survivor's Benefit
• Military Service Credit as Public Service.
36 For retirement tiers 1 and 2, employees shall pay 3% of their PIERS member contribution. The City agrees to continue to pay the balance of the Member Contribution (EPMC), required by the Public Employee's Retirement System to maintain the current level of benefits for employees covered by this Memorandum during the term of this agreement.
Regular employees are not covered under Social Security (1.45% Medicare only). 3635.4 Survivor Benefits
The City of Temecula's PIERS 1959 Survivor Benefit coverage (Government Code section 21574) is a higher level of cash benefit paid to survivors of an employee who dies prior to retirement. The City provides Level 4 of PERS' Survivor Benefit.
Article 37-36 Deferred Compensation
The City shall provide for a Deferred Compensation Plan which may be utilized by any employee on an optional basis. The City reserves the right to accept or reject any particular plan and to impose specific conditions upon the use of any plan. Such plan shall be implemented without cost to the City.
Article 38-37 Late Starts
This Article applies to non-exempt regular employees.
A regular employee who is tardy to work or upon returning from break or lunch shall be docked pay at the discretion of the Department Director or designee(s). Such docking shall be rounded to the nearest 15-minute increment. However, if the employee is tardy for a period of less than 7 minutes, then no docking of pay shall occur. If the employee is tardy between 7 and 15 minutes, then a full 15 minutes shall be docked. An employee and their department manager, upon mutual agreement, may make up late time by either coming in early, staying late, or shortening their lunch hour (lunch hours can only be shortened if employee is on a 1 hour a day lunch schedule) to make the time up. It is understood the time to be made up must be made up within the same 7-day work period the late time occurred, that no overtime will result from making up late time, and that there shall be no disruption to City services or operations. In addition, no provisions of this article are subject to the grievance procedure. Finally, an employee may be disciplined for continued late starts.
Article 3-9-38 Rest Periods
All represented employees may take, for each full eight (8), nine (9), or ten (10) hour shift worked at the direction of the respective department, a 15 minute break each four or 4 '/2 -hour period.
Rest and lunch periods must be arranged with your supervisor and are intended to be uninterrupted time. Employees working in the field shall take, at the direction of the department, rest periods nearby the work site. Rest periods/meals are for the good of the employee, but periods cannot be used to make up for other lost time or to arrive at work late or leave work early.
Exceptions to this rule must be with supervisory approval. Rest periods are not cumulative. In the event the employee is called off their lunch break because of an emergency or if the department schedules a hands-on mandatory lunch meeting, the employee is entitled to be compensated for this time.
37 Article 40-39 Hours of Work
The City has an absolute right to assign work schedules for City employees. If the City proposes to change the work schedule of a classification or an employee in a classification, represented by the Union, the City will provide the employee and Union with a written notice which will include the valid business need for the schedule modification. Such written notice will be provided at least ten (10) business days in advance of any change.
During the term of this agreement, the City will continue to offer alternative work plans where business needs (e.g., customer service and employee productivity) are prioritized and uncompromised. Examples of alternative work plans include:
• 9/80 Work Plan: an employee works nine (9) days in a two -workweek period, but not more than 40 hours in either workweek.
• 4/10 Work Plan: an employee works four (4) 10-hour days in a workweek for a total of 40 hours.
4039.1 Participation
Participation in the alternative work plans is on a City wide basis. Employees have the option of participating in an alternative work plan if the Department Director has agreed and the affected classification is eligible based upon the scheduling and service needs of the department. Upon Department Director approval, employees may change work plans on a temporary or on -going basis.
Article 4440 Grievance Procedure
The purpose of this article is to promote improved employer -employee relationships by establishing procedures for appealing management actions. To afford employees, individually or through representation, a systematic means of obtaining further consideration of problems after every reasonable effort has failed to resolve them through discussion. This process is intended to provide settlement of grievances as near as practicable to the point of origin. 4440.1 Grievance
A grievance is any alleged violation as to the interpretation or application of personnel policies and practices or the application of any negotiated agreement or any law, rule or regulation governing personnel matters for which there is not another administrative appeal process.
4440.2 Representation
A regular employee is entitled to representation in the preparation and presentation of a grievance at any step in the grievance procedure. The grievant is entitled to be released from work for a reasonable period of time in order to present the grievance. 4440.3 Grievance Discussion
A regular employee or employee representative will be unimpeded and free from restraint, discrimination, interference, or reprisal in seeking appropriate adjustment of a grievance 38 provided, however, that an employee's representative may not participate in an informal discussion with the supervisor as required prior to the filing of a formal written grievance. 4440.4 Non -Reviewable Grievance
A grievance is not reviewable under this procedure if it is a matter which would require the modification of a policy established by the City Council or by law, or is reviewable under some other administrative procedure and/or rules of the City, such as:
A. Employee requested applications for changes in title, job classification or salary.
B. Appeals from formal disciplinary action.
C. Appeals from work performance evaluations. However, there may be an allowable grievance if a bargaining unit member conducts a formal evaluation of another bargaining unit member.
4440.5 Filing of Grievance
In order for an employee to file a grievance, the employee must raise the issue with the immediate supervisor or Department Director, in writing, within 15 business days after the employee knew or, by reasonable diligence, should have known of the circumstances giving rise to the grievance and should be subject to all processing set forth herein. 4440.6 Grievance Time Limits
The time limits set forth in the grievance procedure may be extended by mutual consent of both parties.
Step 1
An employee, before reducing the grievance to writing, will take the matter up with their immediate supervisor in an informal conference. The employee and the supervisor are each entitled to the presence of a silent observer. The silent observer for the grievant must be the union steward. An observer that interrupts or participates in the discussion may be excluded from the discussion by either the employee or the supervisor. The supervisor will have five (5) business days to render a decision in writing. Failure of the supervisor to render a decision in writing within five (5) business days, entitles the employee to move the grievance to the next step.
Step 2
If the grievance is not settled in Step 1, the employee and their representative, if any, may within five (5) business days' appeal, in writing, to the employee's Department Director.
The Department Director shall schedule a meeting, to hear the grievance, which will take place within ten (10) business days from the date the grievance is referred to Step 2. The Department Director shall issue a decision within ten (10) business days. The employee may within five (5) business days move the grievance to Step 3. Failure by the employee to raise the issue to the next level will result in the grievance procedure ending.
Final Step
39 If the grievance is not settled in Step 2, the employee and their representative, if any, may within five (5) business days' appeal, in writing, to the City Manager. The City Manager or, if designated, the Assistant City Manager shall schedule a meeting to take place within 15 business days. The City Manager or Assistant City Manager shall have 15 business days to render a decision which will be final and binding.
Article 42-41 Discipline
General Statement of Policv:
It is the City's belief that rules of conduct are most effective when they are written and communicated to employees and supervisors, consistently enforced, and the difference between major and minor forms of misconduct recognized.
The City's goal is to administer discipline on an equitable and corrective basis. Effective discipline reinforces training by identifying rules and their reasons, correcting misconduct or improving job performance, serving as a deterrent through enforcement, and penalizing in relation to the severity of the offense and the employee's past record. In general, the City will not use supporting documents older than three (3) years when considering a disciplinary action.
At the request of the employee, Union representation will be provided during investigative conferences that may result in formal discipline. Formal discipline is defined as a minimum of a written reprimand. If the supervisor anticipates that discipline, resulting in a written reprimand or greater discipline will result, the supervisor shall notify the employee that they have a right to request Union representation prior to further discussion of the issue.
Definition of Disciplinary Action:
"Disciplinary Action" means action taken by the Department Director or designee for disciplinary reasons, pursuant to the City of Temecula Discipline Policy. Such disciplinary actions include: 1) a formal warning, 2) a written reprimand, 3) disciplinary suspension, 4) reduction in pay, 5) demotion, 6) dismissal, or 7) any other action taken for disciplinary purposes.
Informal Discussion:
Though not a disciplinary action, when a minor job performance problem develops, an informal discussion shall usually occur to assist the employee in clarifying and remedying the problem. An informal discussion is designed to clarify standards, policies and procedures or rules and regulations so that problems are resolved early and thus, the need to utilize disciplinary action may be avoided.
Formal Warnin
The formal warning shall be given in response to minor misconduct. The warning should be prompt, calm, and constructive, and every effort shall be made for the formal warning to be given in private. The supervisor/department Department direGteF shall include in the formal warning a review of appropriate department standards and policies, employee performance expected in the future and consequences for failure to correct performance or behavior. A formal warning will be documented in memorandum format by the supervisor/department director and a copy of the formal warning memorandum to the employee. This memorandum does not go into the employee's central personnel file. In addition, the employee may request that a Union representative be present during this process.
40 Written Reprimand:
The written reprimand shall be given by the Department Director or designated authority when a formal warning has not succeeded in stopping the misconduct or when the misconduct is considered too serious to warrant a formal warning. Misconduct includes failure to meet City performance standards. The Department Director should first counsel the employee about the misconduct, as if giving a formal warning. At the end of the discussion, if no extenuating circumstances are discovered, the Department Director shall inform the employee that a letter of reprimand shall follow and shall be placed in their central personnel file located in the Human Resources Department. The written reprimand shall include a full, accurate and factual statement of the reason for the reprimand, if applicable, appropriate department standards and policies, employee performance expected in the future, and consequences for failure to correct performance or behavior. The employee and/or their representative has the right to request a meeting with Human Resources to discuss the content of the written reprimand prior to it being placed in the employee's central personnel file. Finally, the employee has the right to attach a written response to the written reprimand to be placed in the employee's central personnel file.
Disciplinary Suspension:
Disciplinary suspensions without pay are actions which generally deprive an employee of pay for any period up to 30 business days and are usually given when serious misconduct or repetition of past problems for which the employee has been reprimanded require a strong management response. The nature of the offense, its severity and the circumstances dictate the length of suspension. Recurrence of the same or similar offenses can result in a second or third disciplinary suspension of progressively increased duration or in a dismissal. A disciplinary suspension is given an employee when formal warnings or written reprimands have not been effective, or when the misconduct warrants more than a written reprimand.
The City distinguishes between minor disciplinary suspension as one (1) to five (5) business days and major disciplinary suspensions as six (6) to 30 business days. Minor suspensions can be used as steps in progressive discipline. Major suspensions are used as steps in progressive discipline. Major suspensions are used as a more severe step in progressive discipline or where the act of misconduct does not warrant dismissal.
Department Directors shall institute disciplinary suspensions only after Human Resources and City Manager approval.
Reduction in Pay:
The reduction of an employee's base pay through the loss of a grade or step is the action given when a disciplinary suspension has not been effective, or when the misconduct is too serious for disciplinary suspension alone.
Department Directors shall institute a reduction in an employee's base pay only after Human Resources and City Manager approval.
Demotion:
The Department Director may demote an employee for disciplinary reasons or because the employee's ability to perform the required duties falls below standards for that position, provided that the employee has been given a reasonable time to improve. Upon request of the employee, 41 and with the consent of the appointing authority, demotion may be made to a vacant position. No employee shall be demoted to a position unless they possess the minimum qualifications for such a position.
Department Directors shall institute a demotion only after Human Resources and City Manager approval.
nismiSSal-
Dismissal or involuntary separation of an employee from City employment shall be imposed only when all other disciplinary measures have failed and the employee is deemed beyond rehabilitation or when an act of misconduct is deemed very serious. A career employee may be dismissed by the Department Director for just cause as outlined in these rules.
Resignation:
An alternative to Disciplinary Action: At times, an employee may offer to resign instead of facing disciplinary action. By doing so, the employee loses the right to appeal. A resignation must be completely voluntary.
If the action taken is a written reprimand, disciplinary probation, a disciplinary suspension, a reduction in pay, a demotion, or a dismissal, documentation shall be in accordance with this policy.
A copy of all such disciplinary documents shall be placed in the employee's central personnel file located in the Human Resources Department.
The employee shall sign and receive a copy of such disciplinary documents. If the employee refuses to sign the statement, that fact should be noted in writing by the supervisor.
Actions that are not Appealable:
Denial of merit or pay increases, performance evaluations, informal discussions, oral counselings, and formal warnings.
Disciplinary Action Subject to Skelly Procedure:
Prior to a disciplinary suspension, a reduction in pay, a demotion, or a dismissal of a career employee for disciplinary purposes, the procedure set forth in this section shall be complied with.
Administrative Suspensions with Pay:
Pending investigation of an accusation against an employee, the City Manager may approve the temporary suspension of an employee with pay, pending the undertaking or completion of an investigation or opportunity to respond as may be required to determine if any disciplinary action shall be taken.
Skelly Procedure:
A. Written Notice: The Department Director or designated authority shall give the employee a written notice of the proposed disciplinary action at least ten (10) business days prior to the effective date. The written notice shall be personally delivered to the employee or sent 42 C
I
by certified mail to the employee's last known address. The notice should include the following information:
A description of the proposed action to be taken and its proposed effective date or dates;
2. The specific grounds and particular facts upon which the action is proposed to be taken;
3. The employee's right to receive a copy of the written materials alleged to support the proposed action; and
4. A statement advising the employee of the right to respond, orally or in writing, and the time period in which to do so.
Employee Review and Response:
The employee shall be given an opportunity to review the documents or materials upon which the proposed disciplinary action is based. Within ten (10) business days after receipt of the written notice, the employee shall have the right to respond to the Department Director, orally or in writing, concerning the proposed action. Failure to respond within the time specified may result in the employee's waiver of their pre -disciplinary procedural rights. By mutual agreement, the specified time period may be extended.
Department Director Decision:
The Department Director or designee shall, within ten (10) business days, provide a written decision to the employee after reviewing the employee's response, if any. The decision shall be personally delivered to the employee or sent by certified mail to the employee's last known address. The decision shall acknowledge the employee's response and shall be dated and signed by the Department Director. If disciplinary action is to be taken, the written response shall include a statement informing the employee of the right to appeal and the time period within which the appeal must be made.
If mutually agreed upon, the effective date of
postponed to allow the Department Director
employee's response before making a decision
Appeal of Department Director's Decision:
any proposed disciplinary action may be
enough time to adequately review the
An employee may appeal a Department Director's decision within ten (10) business days of receiving the decision. An appeal shall be accompanied by a copy of the written notice of disciplinary action served on the employee, the Department Director's written decision, a brief statement of the facts and reasons for the appeal and a brief statement of the relief requested.
If, within the ten (10) day appeal period, the employee involved does not file an appeal, unless good cause for the failure is shown, the action of the Department Director or designee shall be conclusive. If an employee withdraws the appeal, the employee waives the right to further review. Appeals filed within the ten (10) day requirement shall be handled in accordance with the following provisions:
43 E. Minor Disciplinary Suspension, Reduction in Pay and Demotion:
An employee may appeal a disciplinary suspension of five (5) days or less, or a reduction in pay of 5% or less annualized by submitting a written response to Human Resources within ten (10) business days after the employee has received the Department Director's decision. Such an appeal and decision of the matter is based only upon the written record.
Human Resources shall render a written decision within ten (10) business days after receipt of the appeal. The City Manager may modify the disciplinary action, but in no event shall have the authority to increase the disciplinary action. The City Manager's written decision is the final and conclusive administrative review.
F. Manor Disciplinary Suspension, Reduction in Pay, Demotion and Dismissal:
Disciplinary suspensions of greater than five (5) days, reductions in pay greater than 5% annualized any demotions from class to class, or a dismissal may be appealed to the City Manager. The City Manager may designate the Assistant City Manager or another person mutually agreed to by the City Manager and the Union, to serve as Hearing Officer who shall determine the hearing procedure. The hearing need not be conducted according to technical rules relating to evidence and witnesses. However, the Hearing Officer shall ensure that the matter before them can be fairly determined on reliable evidence.
The Hearing Officer, shall render a written record of their findings, conclusion and decision as soon after the conclusion of the hearing as possible and in no event later than 20 business days after conducting the hearing, unless the parties otherwise agree. The Hearing Officer may modify the disciplinary action, but in no event shall have the authority to increase the disciplinary action. The Hearing Officer's decision on the appeal is final and conclusive administrative review. However, if an employee reports directly to the City Manager, then a hearing officer may be called in, to act as the final level of administrative review.
G. Amended Notice of Disciplinary Action:
At any time an appeal is submitted for decision, the Department Director or designated authority may, with the consent of the City Manager, amend the disciplinary action or provide a supplemental notice of disciplinary action.
A decision not to impose any disciplinary action should be accompanied by a directive from the Department Director to delete all references to the pending action from the employee's personnel file(s). Failure by the Department Director to make further investigations or to provide an additional written answer shall not affect the ability of the City to impose disciplinary action.
If the amended or supplemental notice of disciplinary action presents new causes or allegations, the employee shall be afforded a reasonable opportunity to prepare a response, but the employee shall not be required to file a further appeal. Any objections to the amended or supplemental causes or allegations may be made verbally or in writing during the appeal interview.
44 Article 43-42 Alcohol and Drug Policy
It is the policy of the City of Temecula to have a work environment free from the effects of drugs and alcohol. To accomplish this objective, represented employees agree to abide by the City of Temecula Alcohol and Drug Policy over the life of this agreement.
Article 44-43 Reduction in Workforce
The City may separate any employee or class of positions without prejudice, because of financial or economic condition of the City, reduction of work, or abandonment of activities. The City shall give such employees not less than two (2) weeks advance notice of separation and the reason therefore. However, no regular employee shall be separated from a department while emergency, project, probationary, part-time, or temporary employees are employed and serving in the same positions in the department. The order of layoff shall be as follows:
Order of Lavoff:
The order of layoff of career employees shall be made in accordance with a system, which favors retention of the more meritorious employees, based upon evaluation of the following factors in the listed order of importance:
A. The three (3) most recent performance evaluation records once finalized and filed in Human Resources Department. The overall evaluation rating will be utilized for purposes of determining performance. If the overall evaluation rating category includes a combination rating such as Commendable/Outstanding (C/O), the rating will be combined to determine overall performance. Those employees with the lowest overall ratings will be further evaluated in Section B and C, detailed below. Should there be a change to the rating categories as a result of revisions to the City's Performance Evaluation format, the City agrees to meet and confer to discuss needed adjustments to Article 4443.
B. Documented disciplinary actions above the written reprimand level during the preceding 12 months
C. Seniority (as defined in Article 9) in relation to the following categories:
1. in the City
2. in the classification
3. in the department.
In exceptional circumstances, the City may determine that it is not cost effective to replace specific employees, within a classification, who have received specialized training to perform duties or carry out responsibilities related to a specific department.
Re-employment List:
The name of every regular employee who is laid off, for longer than one (1) pay period due to a reduction -in -force, shall be placed on the Re-employment List, in order of layoff. Vacancies to be filled within a department shall be offered, first in reverse order of layoff (last employee reduced is first rehired), to individuals named on the Re-employment List who, at the time of the reduction - in -force, held a position in the same job classification. 45 The City may also offer voluntary layoff packages to employees. These packages, at the discretion of the City Manager, may provide 90 days of compensation for employees who volunteer to participate in a voluntary reduction of workforce process.
Individual names may be removed from the Re-employment List for any of the following reasons:
A. The expiration of 12 months from the date of placement on the list.
B. Re-employment with the City in a regular position.
C. Request in writing to be removed from the list.
Status on Re-employment:
A regular employee who has been laid off or terminates in lieu of reassignment and is re-employed in a regular position within 12 months from the date of layoff or termination shall be entitled to:
A. Restoration of seniority accrued prior to layoff.
B. Credit for all service prior to layoff for the purpose of determining the rate of accrual of Comprehensive Annual Leave.
C. Placement in the salary range as if the employee had been on a leave of absence without pay if they are reinstated to the same job classification.
Article 45-44 Job Actions
The Union agrees not to strike or otherwise engage in withholding services or concerted action during the term of this agreement. Also, the City agrees not to lock out the employees.
Article 45-45 Reasonable Accommodation of Employees with Disabilities Because the Americans with Disabilities Act (ADA) and the Fair Employment and Housing Act (FEHA) requires reasonable accommodations for individuals protected under the Act, and because these reasonable accommodations must be determined on an individual case -by -case basis, the parties agree that the provisions of this agreement may be disregarded in order for the City to avoid discrimination relative to hiring, promotions, granting permanency, transfer, layoff, reassignment, termination, rehire, rates of pay, job and duty classification, seniority, leave, fringe benefits, training opportunities, hours of work, or other terms and privileges of employment.
The Union recognizes that the City has the legal obligation to meet with the individual employee to be reasonably accommodated before any adjustment is made in working conditions. The Union will be notified of these proposed reasonable accommodations prior to implementation by the City.
Any reasonable accommodation provided to an individual protected by the ADA shall not establish a past practice, nor shall it be cited or used as evidence of a past practice in the Grievance procedure.
Prior to disregarding any provision of this agreement in accommodations for an individual protected by the
representative of the Union with written notice of its
requested will allow the business representative of the to disregarding the agreement.
order to undertake required reasonable
Act, the City will provide the business
intent to disregard the provision, and if
Union the opportunity to discuss options
46 Article 47-46 Reclassifications
47-6.1 Reclassification Request Process
If any regular employee, during the term of this agreement, believes they are working out of classification, he/she is entitled to request a reclassification study to be conducted by the Human Resources Department. This request must be made by October 1st so the process can be completed in time for the mid -year budget or annual budget as determined by the City. The employee will then be required to complete a Position Description Questionnaire (PDQI. If the PDQ demonstrates that the employee's work has fundamentally changed due to a department reorganization, changes to staffing_ levels. introduction of new programs or services, and/or re -allocations of work and internal reporting relationships, then the employee will be referred to an independent consultant who can objectively complete the reclassification study. The independent consultant shall determine the methodology used to conduct the reclassification study. The results of the study will be shared with the subject employee by May 1 It of the following calendar year. and the results are not appealable.
47-46.2 Reclassification Implementation
Employees shall be placed into his/her new position's salary range at the salary step in the range closest to his/her current salary without going under, or to the first step in the range of the reclassification, whichever is greater.
Employees whose current salary range is higher than their recommended classification's salary range shall retain their current salary range as a "y-rated" salary range. Y-rated salary ranges are not subject to cost of living increases; however, if the unmodified salary range for an employee's classification exceeds that of their y-rated classification's salary range due to a cost of living increase, the employee shall be placed in their classification's unmodified salary range at the salary step in the range closest to his/her current salary without going under. Those employees assigned to y-rated salary ranges shall be listed in Appendix B.
Employees shall not serve a probationary period as a result of being reclassified, and shall retain his/her performance evaluation date and merit increase eligibility prior to being reclassified.
47 Article 48-47 Performing Arts/Theater Staff
This Article applies to non-exempt regular employees.
Regular employees who work at the City of Temecula Old Town Temecula Community Theater are provided benefits in accordance with the M-O-U.
A. Employees are provided Shift Differential in accordance with Article 18 of the M.O.U.
B. Employees who do not receive a meal break after the 5tn hour shall be compensated at
1.5 times their hourly rate of pay until a meal break is provided, in accordance with Article
40. C. With regards to overtime, all employees shall be compensated in compliance with Article 13 (Overtime) of the M-O-U.
D. Employees shall receive an 8-hour rest period between work periods, as outlined in Article 13.4 (Overtime).
Article 49-48 Posting of Vacancies
The City will fill all bargaining unit vacancies consistent with this MOU. The City agrees to conduct a competitive process for any bargaining unit vacancy, including internal recruitment opportunities, during the life of this agreement.
4948.1 Internal/Promotional On y-Recruitments
• All-Internal/promotional bargaining unit vacancies will be posted for a minimum of three (3) calendar days Prior to FenFYi+inn extemall, CntFy level positions in a posted externally from the beginning of the Fenn fitment • Internal/promotional recruitment opportunities may be open to all City employees (i.e.
Regular and Project employees) at the discretion of the City.
Applicants who have submitted a timely employment application shall be placed on an Eligibility List, once Human Resources verifies that the minimum qualifications of the position have been met.
a. If there is only one (1) candidate on the Eligibility List, that employee may be appointed without an interview.
b. If more than one (1) candidate is on the Eligibility List, the department must invite all candidates on the Eligibility List to be interviewed. If only one (1) candidate accepts the invitation to be interviewed, that employee may be appointed without an interview.
• If the internal recruitment is not successful, the vacancy may be posted externally. 48 4948.2Internal/External Recruitments
• All bargaining unit vacancies will be posted for a minimum of three (3) calendar days Drior to recruitina externally Entrv-level Dositions in a Classification Series as defined by the City's Classification Plan Definitions may be posted externally from the beginning of the recruitment.
• The first round of interviews shall score applicants and establish an Eligibility List. • Only applicants on the Eligibility List may be appointed.
Article W49 Severabilit
If any provision of this agreement shall be declared void or unenforceable by a court of competent jurisdiction, the remaining provisions of this agreement shall remain in full force and effect, except that either party to the agreement may request the other party to meet and confer in regard to amending the agreement to replace the provisions declared void or unenforceable. However, there will be no obligation on either party to agree on a replacement provision.
Article 54-50 Performance Evaluations
Five (5) rating levels with measurable criteria and detailed definitions have been established to ensure consistency in the evaluation process throughout all City departments. Should there be a change to the rating categories as a result of revisions to the City's Performance Evaluation format, the City agrees to meet and confer to discuss needed adjustments to Article 5450.
All managers and supervisors will be trained in communication skills to enhance their ability/knowledge to give employees the tools needed to achieve acceptable rating levels and maintain a successful career path within one year of becoming a manager or supervisor of a bargaining unit member. Bargaining Unit members working in a supervisory position may conduct performance evaluations for other bargaining unit members; however, those in lead roles shall only provide input to managers and/or supervisors conducting performance evaluations.
If an employee's overall rating drops two (2) rating levels from one evaluation period to the next evaluation period — the employee has the right to appeal the rating with representation from both the Union and the Human Resources Department present.
When there is a change with whom a bargaining unit member reports to, their evaluation for that rating period will be completed in the following manner:
a. The evaluation will be completed by the new supervisor with input from the supervisor that had the employee under their supervision the most during that 12- month period.
b. The new supervisor will provide input and establish a new set of goals/objectives. c. A change in supervisor does not change the employee's evaluation date unless the new supervisor is due to a position change (except reclassification). A change in position (except reclassification) results in adjusting the promotional and/or annual evaluation dates based on the effective date of the position change.
Overdue Evaluations
An overdue evaluation report will be given to the Union Chief Steward, by Human Resources Department, on a mutually agreed upon schedule. Human Resources Department and the Union 49 will work cooperatively to ensure the timely receipt of annual evaluations. At 60 days past the official evaluation due date, the Director of Human Resources will contact the appropriate Department Director, of the affected employee, at which time a date will be determined to give the evaluation and the employee notified of the determined date. If an annual evaluation becomes 90 days overdue, a step increase will automatically be given (if applicable) by Human Resources.
If an extenuating circumstance exists, the manager will discuss this with the affected employee and will come to a mutually agreed upon extension. If any evaluation becomes 120 days overdue, it may be subject to the Union filing a grievance.
Article 5-2-51 Personnel Rules and Policies
The City shall submit any proposed changes to Personnel Rules to the Union prior to implementation.
Article 53-52 Notice to Meet and Confer on Policy Changes The City shall meet and confer on any policy change that comes within the scope of representation under the Meyers-Milias-Brown Act (MMBA).
Article 5453 Reporting Project Employee Hours
The City shall provide a quarterly report to Union Leadership, outlining Project Employee Titles, Department, and year-to-date Hours Worked.
50 Posting of Agreement
A copy of this agreement will be initially distributed to all represented employees and given to all new employees hired into the unit after the date of adoption.
The undersigned, representing the City and the Representatives do hereby adopt the terms and conditions set forth herein, and recommend the City Council and members of the Unit approve it.
For the City:
Isaac Garibay
Director of Human
Management
Resources/Risk
GFeg But;eFLuke Watson
Ass;sta„t-Deputy City Manager
Jennifer Hennessy
Director of Finance
Luke W.,+c^nRebecca Obmann
DoreGtOr Gf GGMM Rit y Deyelopmor,+Senior
Human Resources Analyst
For the Union:
Neil Sholander
Attorney/Business Representative,
Teamsters Local 911
Leslie Wytrykus
Union Steward
William Becerra, Jr.
Union Steward
Tom Cole
Union Steward
51 Appendix A - Represented Classifications for Regular Employees Accountant I '
Lead Maintenance Worker
Accountant II '
Maintenance Worker I
Accounting Assistant
Maintenance Worker II
Accounting Support Supervisor
Management Aide I
Accounting Technician I '
Management Aide 11
Accounting Technician 11 *
Management Aide III
Administrative Assistant
Management Assistant
Aquatics Coordinator
Multimedia Assistant
Aquatics Supervisor I '
Multimedia Specialist I
Aquatics Supervisor 11 *
Multimedia Specialist 11
Assistant Engineer I *
Multimedia Coordinator
Assistant Engineer II '
Office Specialist I
Assistant Planner
Office Specialist 11'
Associate Civil Engineer
Park RangenAttendant I
Associate Engineer I
Park Attendant Rangenll
Associate Engineer 11
Park Attendant Rangenlll
Associate Planner I
Plan Checker
Associate Planner 11
Planning Technician
Building Inspector I
Public Works Inspector I
Building Inspector 11
Public Works Inspector 11
Business License Assistant
Purchasing Assistant
Business License Supervisor
Purchasing Supervisor
Business License Technician
Records Coordinator
Buyer I *
Records Supervisor
Buyer 11 *
Records Technician
Cashier
Senior Accountant
Code Enforcement Officer I
Senior Accounting Technician
Code Enforcement Officer 11
Senior Administrative Assistant
Community Development Processing Supervisor
Senior Building Inspector
Community Development Services Technician I
Senior Business License Technician
Community Development Services Technician 11
Senior Buyer
Community Services Assistant
Senior Code Enforcement Officer
Community Services Coordinator I *
Senior Community Development Services Tech
Community Services Coordinator 11 *
Senior Fire Inspector
Community Services Specialist I *
Senior IT Specialist
Community Services Specialist 11 *
Senior Landscape Inspector
Community Services Supervisor I *
Senior Office Specialist
Community Services Supervisor 11
Senior Public Works Inspector
Construction Manager
Senior Records Coordinator
Custodian I
Senior Signal Technician
Custodian 11
Senior Support Services Technician
Engineering Technician I
Signal Technician I
Engineering Technician 11 *
Signal Technician 11
Field Supervisor (Building, Code, Fire)
Supervising Park AttendantRanger
Field Supervisor (Streets, Parks, Facilities, Traffic Signals, Supervising Public Works Inspector
Landscape Inspection)
Fire Inspector I
Fire Inspector 11
IT Specialist I
IT Specialist 11
IT Supervisor
IT Technician I
IT Technician II *
Landscape Inspector I
Landscape Inspector II
*Flexibly staffed position.
Support Services Assistant
Support Services Supervisor
Support Services Technician
Theater Technical Assistant
Theater Technical Coordinator I *
Theater Technical Coordinator II *
Theater Technical Specialist I
Theater Technical Specialist II
Any additions, removals, or changes to Appendix A of the MOU is subject to meet and confer with Teamsters Local 911, and subject to provisions set forth in City Employer -Employee Resolution 93-38 adopted by City 5/11/1993.
Appendix B — Y-Rated Employees
Employee Name Classification
Sam Sek Custodian II (Y-Rate)
Stephen "Jay" Oldham Senior Public Works Inspector (Y-Rate)
Appendix C — Article 3433.6 Employees
Employee Name
Employee Number
Norma Pamela Espinoza
00347
Jill Flores
00307
A
3 OFN
The Hirt -of Southarn California
Wine Country
City of Temecula
Management Compensation Plan
Effective July 1, 20212022
Table of Contents
Section1: Introduction..................................................................................................6 Section2: Personnel Files.............................................................................................6
2.1 Derogatory Material................................................................................................. 6
2.2 Derogatory Material on File..................................................................................... 7
2.3 Customer/Citizen Letters of Commendation............................................................ 7 Section3: Hours of Work..............................................................................................7
3.1 Participation............................................................................................................ 7
3.2 Work Week............................................................................................................. 7
3.4 Alternating Day Off Designation.............................................................................. 8
3.5 Flexible Working Hours........................................................................................... 8 Section 4: Compensation Adjustments.......................................................................8
4.1 Longevity Compensation......................................................................................... 8 4.2 Special Merit Pay.................................................................................................... 9
4.3 Bilingual Pay........................................................................................................... 9
4.4 Notary Pay.............................................................................................................10
4.5 PERS Reportability................................................................................................10 Section5: Holiday Pay................................................................................................ 10 5.1 Assigned Schedule for Holiday Pay........................................................................10
5.2 Pro -Rated Holiday Pay...........................................................................................10
5.3 Scheduled to Work a Holiday.................................................................................10
5.4 Work Plan for Holiday Pay on Employee's Scheduled Day Off...............................10
5.5 Floating Holiday.....................................................................................................10 Section6: City Holidays.............................................................................................. 11 Section7: Overtime..................................................................................................... 11 7.1 Time Worked..........................................................................................................12 Section 8: Overtime Authorization............................................................................. 12 Section 9: Compensatory Time.................................................................................. 12 9.1 Accrual...................................................................................................................12
9.2 Time Used for Leave..............................................................................................13
9.3 Cash Out................................................................................................................13 Section 10: Shift Differential Pay................................................................................ 13 Section 11: Temporary Upgrade Assignment........................................................... 13 11.1 Salary.....................................................................................................................14
11.2 Length of Temporary Upgrade Assignment............................................................14
11.3 Temporary Upgrade Work Exclusions....................................................................15 Section 12: Probationary Periods............................................................................... 16 12.1 Promotional and Transfer Probation.......................................................................16 Section 13: Eligibility for Merit Increases/Performance Evaluations ....................... 16 13.1 Performance Evaluations.......................................................................................16
13.2 Overdue Evaluations..............................................................................................17 Section 14: Tuition Reimbursement........................................................................... 17 14.1 Required Educational or Training Courses.............................................................17
14.2 Training Time.........................................................................................................17
14.3 Reimbursement......................................................................................................17 Section 15: Employee Computer Purchase Program ................................................ 18 Section16: Paid Leave................................................................................................ 18 16.1 Comprehensive Annual Leave...............................................................................18
16.2 CAL Donations.......................................................................................................19
16.3 Executive and Administrative Leave.......................................................................19
16.4 CAL/Executive/Administrative Leave Time Cash Out.............................................20
16.5 Bereavement Leave...............................................................................................21
16.6 Jury Dutv and Court Related Absences..................................................................21 Section 17: Leave of Absence under FMLA, CFRA and PDL.................................... 22 17.1 Statement of Policy................................................................................................22
17.2 Employee Notice of Leave......................................................................................23
17.3 Employee Benefits While on Leave........................................................................23
17.4 Substitution of Paid Accrued Leaves......................................................................23
17.5 Medical Certification...............................................................................................24
17.6 Reinstatement upon Return from Leave.................................................................25
17.7 Required Forms.....................................................................................................26
17.8 Pregnancy Disability Leave....................................................................................26
17.9 Bonding Leave.......................................................................................................27 Section 18: Military Leave ......................................... 27 Section 19: Leaves of Absence Without Pay............................................................. 28 19.1 Benefits While on Leave without Pay.....................................................................28
19.2 Procedure for Requesting Leave of Absence without Pay......................................28
19.3 Procedure for Unforeseen Circumstances..............................................................29 Section 20: Health and Wellness Benefits................................................................. 29 20.1 Health Coverage....................................................................................................30
20.2 Dental Coverage....................................................................................................30
20.3 Vision Coverage.....................................................................................................30
20.4 Disability Insurance................................................................................................30
20.5 Flexible Spending Account.....................................................................................31
20.6 Retiree Medical, Dental and Vision Premium Reimbursement................................31 Section21: Life Insurance...........................................................................................33 Section22: Retirement................................................................................................33 Section 23: Deferred Compensation.......................................................................... 34 Section 24: Alcohol and Drug Policy..........................................................................34 Section 25: Uniform Allowance and Boot Reimbursement.....................................35 Section 26: Reasonable Accommodation of Employees with Disabilities..............35 Section27: Discipline..................................................................................................35 Section 28: Classifications Covered under this Plan ................................................. 35 Section 29: Reclassifications...................................................................................... 36 29.1 Reclassification Studies.........................................................................................36
29.2 Reclassification Request Process..........................................................................36
29.3 Reclassification Imglementation.............................................................................36
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Section 1: Introduction
This Management Compensation Plan (MCP) will govern the compensation and schedule of benefits for Confidential, Management, and Executive Management employees of the City of Temecula (City).
Definitions
Executive Management: Employees who are either Department Directors or defined as Executive Management by the Temecula Municipal Code or by City Policy. Executive Management employees are generally exempt from Fair Labor Standards Act (FLSA) overtime requirements. This exemption is based upon the fact that all executive management employees have passed the salary and duty tests required for this exemption.
2. Management: All employees defined as Management employees by the Temecula Municipal Code or City policy. Management employees are generally exempt from FLSA overtime requirements. This exemption is based upon the fact that all management employees have passed the salary and duty tests required for this exemption.
3. Confidential: Confidential Employees are defined as an employee whose duties normally require access to confidential information; an employee who acts in a confidential capacity who contributes significantly to the development of management policies and procedures. Confidential employees will be reviewed on a classification -by -classification basis to determine if they are or are not eligible for exempt status.
Section 2: Personnel Files
The official personnel file of each employee shall be maintained in the Human Resources Department. An employee may authorize a supervisor/manager in writing to review or obtain copies of the employee's file with the exception of material that includes ratings, reports or records which are obtained prior to the employment of the employee involved.
2.1 Derogatory Material
Derogatory written materials (generally written reprimands and disciplinary suspension, excluding performance evaluation) shall be removed from an employee's official file in the Human Resources Department, providing there have been no further occurrences of documented violations, at the employee's request. Written reprimands are eligible to be removed, after two (2) years and disciplinary suspension after three (3) years if above criteria have been met. In order for the derogatory written materials to be removed, Human Resources must receive a formal written request from the employee to remove such materials.
9 2.2 Derogatory Material on File
Employees shall be provided a copy of any derogatory material that is to be placed in their official file.
2.3 Customer/Citizen Letters of Commendation
All customer or citizen letters of a positive nature and/or any City commendations, letters of achievements and recognition will be placed in the employee's personnel file, at the employee's request.
Section 3: Hours of Work
The City has an absolute right to assign work schedules for City employees. If the City proposes to change the work schedule of a classification or an employee in a classification, covered by this plan, the City will provide the employee with a written notice which will include the valid business need for the schedule modification. Such written notice will be provided at least ten (10) business days in advance of any change.
The City will continue to offer alternative Work Plans where business needs (e.g., customer service and employee productivity) are prioritized and uncompromised. Examples of alternative Work Plans include:
• 9/80 Work Plan: an employee works nine days in a two -workweek period, but scheduled to work 40 hours in either workweek.
• 4/10 Work Plan: an employee works 4 10-hour days in a workweek for a total of 40 scheduled work hours.
Unlike non-exempt employees, exempt employees receive a salary for their services and are not responsible for reporting their work hours on an hour for hour basis. Management employees will receive full day compensation when hours worked, on that day, is only partial, with the understanding that Management (exempt) employees work more than an average of 40-hours per week.
3.1 Participation
Employees have the option of participating in an alternative Work Plans if the Department Director has agreed, and the affected classification is eligible based upon the scheduling and service needs of the department. Upon Department Director approval, employees may change between Work Plans on a temporary or on -going basis.
3.2 Work Week
5/40 and 4/10 work week defined: for the purpose of computing overtime, the workweek for employees who work the 5/40 or 4/10 schedule is a seven (7) day period beginning at 12:01 a.m. on each Saturday and ending at midnight on each Friday. 7 9/80 work week defined: for the purpose of computing overtime, the work week for regular employees who work the 9/80 schedule is a seven (7) day period beginning exactly four hours after the start time of the regular employee's work schedule on the day of the week the employee is scheduled to work eight (8) hours.
3.4 Alternating Day Off Designation
Friday will be the only alternating day off during the week unless modified by the Department Director. Executive Staff member modifications must be approved by the City Manager.
3.5 Flexible Working Hours
An employee may flex their work hours within the assigned work schedule (9/80 vs. traditional) with Department Director approval. Flexible work hours are defined as start and stop times within a day which may vary, including lunch duration, as long as it stays within their assigned work schedule and is in accordance with relevant labor laws.
Section 4: Compensation Adjustments
Effective July 1, 2019, all employees subject to this Management Compensation Plan shall receive a Cost of Living Adjustment equivalent to the lower of either the percentage change of the CPI for Urban and Clerical Workers for Riverside -San Bernardino -Ontario, CA for January 2019 compared to January 2018, or 3%. If the CPI comparison is negative, the Cost of Living Adjustment shall be 0%.
Effective the first pay period in Fiscal Year 2022-23, the City will implement the findings of a compensation study to be completed in Spring 2022. The City shall determine the methodology used for conducting and implementing the compensation study. Comparable cities used in the compensation study shall include the following cities: Carlsbad, Escondido, Menifee, Moreno Vallev. Murrieta. Oceanside. Poway. San Marcos and Vista.
Effective the first pay periods in Fiscal Year 2023-24, 2024-25 and 2025-26 Employees shall be entitled to a cost of living ad'lustment (COLA) in base salary. The COLA shall be the lesser of either the percentage change in the Annual Consumer Price Index for Urban and Clerical Workers (CPI-W) for all items in Riverside -San Bernardino -Ontario, CA for the prior calendar year as compared to the Annual CPI-W of two calendar years prior, or the percentage Change in Recurring Revenue of the City's primary operating funds (General Fund 001, Measure S Fund 002, Gas Tax 100 and the Temecula Community Services District Fund 190) of the prior fiscal year as compared to two fiscal years prior. Recurring revenue is defined as ongoing taxes (i.e. Sales Tax, Measure S Tax, Property Tax, etc.), franchise fees, charges for services, fines and forfeitures, use of money and property, program revenue, and intergovernmental revenues, and excludes any one-time revenue. Attached as Exhibit "C", is the list of recurring revenue account codes to be used in this calculation and an example of the Change in Recurring Revenue calculation. This list of account codes may be modified by the Finance Department if necessary to meet the needs of the City,...In the event the CPI-W or the Change in Recurring Revenue is below 0% for a aiven vear. the COLA for that vear will be 0%.
4.1 Longevity Compensation
N.
Upon completion of 10 years of City Service, employees covered by this plan will receive a one time lump sum Longevity Bonus of $350.
Upon completion of 15 years of City Service, employees covered by this plan will receive a one time lump sum Longevity Bonus of $500.
Upon completion of 20 years of City Service, employees covered by this plan will receive a one time lump sum Longevity Bonus of $750.
Upon completion of 25 years of City Service, employees covered by this plan will receive a one time lump sum Longevity Bonus of $1,000.
4.2 Special Merit Pay
In an effort to recognize and reward sustained superior performance, the City will provide a Special Merit Pay Program to eligible employees.
Employees will be eligible for $500 in Special Merit Pay, on their service anniversary date, after completing five (5) years of service if they have an overall rating of "Commendable" or "Outstanding" on three out of their last five annual evaluations. The overall rating needs to be Commendable or Outstanding including + or —. Combination ratings such as Typically Meets/Commendable (T/C) will not be counted as an eligible rating. Should there be a change to the rating categories as a result of revisions to the City's Performance Evaluation format, the City agrees to discuss needed adjustments to this provision.
If an employee's annual evaluation is 90 days overdue and they are eligible for Special Merit Pay, a rating of "Commendable" or "Outstanding" will be required on only two out of the employee's last four annual evaluations. The Special Merit Pay will be paid to an eligible employee as soon as practicable following the 90 day period.
Executive Staff members are not eligible for Special Merit Pay as outlined in this section.
4.3 Bilingual Pay
Employees, who have demonstrated the ability to translate beth written and oneLon Spanish, by passing an annual City administered test, to translate a second language (including American Sign Language), will receive $50 per pay period for bilingual compensation. Bilingual Pay shall be limited to one language per employee.
This bilingual compensation is provided as an incentive to recruit and retain bilingual employees in order to ensure that the City provides quality customer service to residents.
For the purpose of this policy, the City will provide bilingual compensation to a maximum of two employees in each operating department, per language where there is a business need for translation. If more than two employees are eligible, actual compensation will be awarded based on the two highest scores on the annual City administered test. Based on service level needs, the number of eligible employees can be modified by the City Manager or designee to meet the City's needs. 9 Employees shall not be paid Bilingual Pay while on end -of -service leave as defined in Section 167.4.
4.4 Notary Pay
The City will provide $25-.G 50 per pay period to employees who maintain a public notary and who are designated by the City as a Public Notary.
Employees shall not be paid Notary Pay while on end -of -service leave as defined in Section 167.4.
4.5 PERS Reportability
The City makes no representation as to whether any of the compensation or payments in this MCP are subject to CalPERS service credit or pensionable income. Any determination by CalPERS to not fully credit the compensation and/or service time provided under this MCP is outside of the City's control.
Section 5: Holiday Pay
5.1 Assigned Schedule for Holiday Pay
Based upon the eligible employee's assigned schedule, they will receive holiday pay for hours worked on the applicable City observed holiday.
5.2 Pro -Rated Holiday Pay
Regular part-time employees receive holiday pay on a pro -rated basis based on the employee's assigned work schedule.
5.3 Scheduled to Work a Holiday
If a Confidential Non-exempt Employee is required to work on a holiday, then that employee will be paid for the actual hours of work at the rate of one and one half times that employee's regular rate of pay plus a shift differential, in accordance with Section
10. In addition, the employee will be paid holiday pay in accordance with Section 5.1 or
5.2. 5.4 Work Plan for Holiday Pay on Employee's Scheduled Day Off If a holiday occurs on an employee's scheduled day off, the employee will receive holiday pay in the amount of eight (8), nine (9), or ten (10) hour increments, as applicable, preceding the observed holiday. Alternatively, the City Manager may determine another date in which the holidav will be observed.
5.5 Floating Holiday
10 Based upon the eligible employee's assigned schedule, a floating holiday will be provided at the beginning of each fiscal year. The floating holiday hours will be pro -rated at the time of hire. When using a floating holiday, employee must use the hours in one block. The floating holiday cannot be used to make up time for being short time during a regular workday. The floating holiday needs to be treated as a regular City observed holiday. The floating holiday may not be carried over year to year and cannot be cashed out at the end of a fiscal year.
Section 6: City Holidays
Benefitted employees receive a total of 12 City holidays each calendar year. The City observes the following 12 fixed holidays:
New Year's Day
Martin Luther King, Jr. Birthday
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Friday following Thanksgiving Day
d 1 z-ayChristmas Eve #gin
Christmas Day
%New Year's Eve °f+n
Observance: holidays which fall on a Saturday will normally be observed on the preceding Friday, holidays which fall on a Sunday will normally be observed on the following Monday. The City Manager will determine the actual dates on which holidays will be observed each year. must be SGheduled ; adVaRGe, SiMiIaF tO SGhedu'!Rg her tome an eight (8), nine (9), or ten (10) hour floating holiday is provided at the beginning of each fiscal year depending on the employee's assigned work plan at the time floating holidays are issued. The floating holiday hours will be pro -rated at the time of hire. When using a floating holiday, the employee must use the hours in one block. The floating holiday cannot be used to make up time for being short time during a regular workday. The floating holiday needs to be treated as a regular City observed holiday. The floating holiday may not be carried over year to year and cannot be cashed out at the end of a fiscal year or upon separation of employment.
Eligibility: regular employees who are on paid status for their entire regular work shifts immediately prior to and immediately following the holiday will be paid for the holiday. Workers' Compensation, short-term, and long-term disability payments shall be considered paid status for the purpose of eligibility.
Section 7: Overtime
All non-exempt employees required to perform in excess of 40 hours in a work week, as defined in Sections 3.2 and 3.3, shall receive compensation at the rate of time and one-half of the employee's regular rate of pay for hours worked in excess of 40 hours. All employees required 11 to perform in excess of 12 hours in a workday shall receive compensation at the rate of double time of the employee's regular rate of pay for those hours in excess of 12 hours. For the purposes of determining double time, a work day is defined as the 24-hour period beginning at 12:OOAM and ending at 11:59:59PM.
In determining an employee's eligibility for overtime, paid and unpaid time off, as listed below, shall be excluded from the total hours worked. Also excluded are duty free lunches, travel time to and from work, and time spent conducting bona fide volunteer activities. Paid time off includes, but is not limited to, the following:
A. Unscheduled Comprehensive Annual Leave
B. Unscheduled Compensatory Time
C. Administrative Leave
D. Jury Duty
E. Bereavement Leave
F. Military Leave
There shall be no pyramiding of overtime, except for shift differential pay. Time worked shall be computed by rounding to the nearest 15 minute increment. As defined, if less than 7 minutes are worked then time worked will be rounded down and if the employee works between 7 and 15 minutes, then time worked will be rounded up. Employees may elect to receive compensation or bank the overtime as Compensatory Time. In addition the following provisions apply.
7.1 Time Worked
Time worked: for purposes of this section, hours worked include only those hours in which the employee performs services authorized by the City.
Section 8: Overtime Authorization
No non-exempt employee shall work overtime unless the working of overtime hours has been specifically authorized in advance, by the employee's supervisor.
Violations of this section can result in disciplinary actions pursuant to the City's Disciplinary Policy.
Section 9: Compensatory Time
In lieu of receiving overtime pay pursuant to Section 7 (Overtime) and Section 8 (Overtime Authorization) a non-exempt employee may elect to receive compensatory time off on a time and one-half basis for each hour worked. Compensatory Time Off is considered permissive leave and subject to department approval consistent with Section 17 (Paid Leave). In addition, the following shall apply regulating the usage of compensatory time off:
9.1 Accrual
No employee shall accrue more than 80 hours of Compensatory Time. 12 9.2 Time Used for Leave
Compensatory Time may be used for leave subject to scheduling in accordance with Section 17 (Paid Leave) of this MCP.
9.3 Cash Out
All Compensatory Time that is available to a non-exempt employee will be cashed out, at full value, and given to the employee in a pay period between November 15 and December 10. The Compensatory Time cash out will be paid out on a separate check.
Under sole discretion of the City Manager, employees may carryover a maximum of 80 hours of Compensatory Time that would need to be used within 60 days. Requests to carry over Compensatory Time shall be made in writing to the Human Resources Department by November 1st
Section 10: Shift Differential Pay
Non-exempt employees are eligible to receive a 5% shift differential (above their appropriate rate of pay) for all hours worked on Sundays, holidays, as well as the hours worked between 10 p.m. and 6 a.m. Any overtime worked on Sundays, holidays and the hours between 10 p.m. and 6 a.m. will be based on the shift differential overtime rate.
Employees are eligible to receive a 5% split shift differential (above their appropriate rate of pay) for all hours worked in a day where their regular shift is split into segments with two hours or more between segments.
Section 11: Temporary Upgrade Assignment
As a result of vacancies, leaves of absence or other reasons, it may be necessary to temporarily reassign all or a portion of the duties of an authorized position to another employee. When such assignments require the employee to assume si^^radditional duties, which are outside the scope of the employee's regular assignment, it is appropriate to adjust the employee's salary to reflect the interim changes. This policy allows the City to temporarily upgrade the affective employee. It is the responsibility of the Department Director to notify the Human Resources Department, in writing, to implement the temporary upgrade for any affected employee.
With the approval of the City Manager, an employee may be temporarily appointed to a higher level classification to perform additional duties, on an interim basis, provided that all the following criteria are satisfied:
A. The higher level position is approved by the City Manager for new or continued staffing;
B. The duties of the higher level position are outside of the scope of the employee's current classification, as determined by the City Manager or designee; C. The assignment is expected to continue for at least 15 business days, but not longer than one (1) calendar year; and,
D. The employee possesses the minimum qualifications or the requisite knowledge, skills and abilities to perform the work of the hiaher classification. 13 11.1 Salary
If an employee is placed in a temporary upgrade assignment as a result of a vacancy or leave of absence, the salary of the employee shall be increased between 5% and 10% for the period of the temporary assignment, or to the first step in the range of the temporary classification, whichever is greater. An employee who is temporarily upgraded shall be subject to the FLSA designation (i.e., exempt vs. non-exempt) of the temporary upgrade position. Employees who are non-exempt, but assume an exempt Tom, �ry temporary fie -upgrade assignment shall accrue Administrative/Executive Leave on a pro -rated basis as consistent with the accrual assigned to the assumed Classification in the Management Compensation Plan.. Temporary Upgrades hall be For temporary upgrade assignments that are not related to a vacancy or leave of absence, the employee shall be compensated on an hour -for -hour basis for each instance where the higher classification work is assigned. Temporary upgrade work must be reported on the timesheet that corresponds with the pay period it was worked. The employee shall be compensated at a rate equivalent to a 5-10% increase, or to the first step in the range of the higher classification, whichever is greater. The employee's FLSA designation (i.e., exempt vs. non-exempt) will not change nor will the employee be eliaible for Administrative/Executive Leave.
If a position is created (i.e., a classification does not already exist) for a temporary upgrade assignment, the range shall be set at the lowest range found in the Classification Level in the Classification Structure following an internal assessment justifying said placement.
The difference between an employee's usual pay and temporary upgrade pay will only be reported to CalPERS as income to the extent permissible by law. Human Resources will provide copies of, and /or citations to, the applicable law(s) upon request of the employee.
11.2 Length of TemporaryUpgrade Assignment
The City Manager, or designee, shall establish the effective dates of a temporary upgrade assignment. In addition, the employee assigned to perform the duties of a higher classification shall not serve for more than 180 calendar days in a higher classification unless the vacancy is ongoing due to extenuating circumstances and approved by the City Manager.
In the event an employee serves in a Temperary temporary Upgradeupgrade Assignment-assignment for more than 1-year, the employee will be eligible for a review evaluating their performance in the temporary upgraded assignment. A compensation increase may be granted as a result of this review if the employee is not at the top step of the upgraded assignment salary range. Consistent with the temporary upgrade assignment, any compensation increase associated with an annual review will also expire upon completion of the temporary upgrade assignment. 14 Under no circumstances shall compensation for a temporary upgrade assignment to issued more than ninety (90) days retroactively, unless approved by the City Manager.
11.3 Temporary Upgrade Work Exclusions
In an effort to assist employees in obtaining experience or training for future promotional opportunities, employees may from time -to -time volunteer to perform the duties of a higher mob classification. Such voluntary performance on the part of the employee shall not be eligible for compensation as a temporary upgrade assignment.
It is understood that, from time to time, a Department Director may assign a temporary project or task to an employee which requires a higher level of responsibility, knowledge, skills, and/or abilities than is outlined in his/her current Classification Specification. It is recognized that the infrequent assigning of such project or tasks is meant to be non - habitual and does not constitute out of classification work subject to reclassification studies -process as outlined in Section 34-.229a (Reclassifications). 15 Section 12-3: Probationary Periods
All appointments, excluding promotional appointments, shall be subject to a probationary period of not less than one year of employment in the position. An employee on their original probation shall receive an evaluation at three months, six months and nine months. The City can extend probation for a maximum of six months. Employees will successfully pass probation if no extension is implemented and if no evaluation is provided by the last day of the probationary period. Passing probation is also not contingent on an employee receiving a probationary evaluation on time.
123.1 Promotional and Transfer Probation
Promotional and transfer probationary appointments shall be subject to a probationary period of not less than six months of employment in the position. During the probation period, the employee may be rejected at any time regardless of service without the right of a hearing or appeal. Any employee rejected during a promotional probation to which they have been promoted shall be reinstated to a position in the class from which they were promoted unless they were discharged for cause from the City.
Section 143: Eligibility for Merit Increases/Performance Evaluations Each probationary or regular employee will be considered for, but is not guaranteed, a merit adjustment annually at their regular or adjusted performance evaluation date. Merit adjustments may be denied, deferred for future consideration, or granted at .5, 1, or 1.5 step intervals, at the Department Director's discretion and subject to City Manager's approval. Annual Performance Evaluation meetings will be completed within 30 days of the employee's performance evaluation due date.
Regular and Promotional Probationary employees are eligible for merit adjustments at or near the completion of their one year of continuous service in their current position and annually thereafter, provided that the employee is not a Y-Rated employee, has not changed positions, or is not at the maximum rate for their salary range.
Approved merit adjustments will be retro-active to the official evaluation due date.
13.4-.1 Performance Evaluations
The Management --Evaluation ProgramFival tier Syste,;4 (MEP), a paperless system located in NEOGOV ® wlll be used for the employees covered by this MCP. --The MEPS will be utilized in evaluating an employee's performance, setting goals and objectives and recommending adjustments to annual compensation. The MEPS will utilize five ratings for each evaluation criteria: Outstanding, Commendable, Typically Meets, Improvement Needed, and Unsatisfactory. Newly hired Management employees will be evaluated at the completion of three, six, nine, and 12 months, and annually thereafter.
16 134.2 Overdue Evaluations
Human Resources and Supervisory staff will work cooperatively to ensure the timely presentation of annual evaluations. At 60 days past the official evaluation due date, the Director of Human Resources will meet with the appropriate Department Director, of the affected employee, at which time a date will be determined to give the evaluation. If an annual evaluation becomes 90 days overdue, an automatic step increase will be given (if applicable).
Section 1-54: Tuition Reimbursement
When an employee is ready to enroll in classes that they would like to receive tuition reimbursement for, they must first submit a tuition reimbursement pre -approval form to their supervisor. If approved, the supervisor, in turn, would submit the pre -approval form to Human Resources for consideration. As a condition of being reimbursed, the employee agrees to continue employment with the City for one year past the date of the receipt of the reimbursement. If the employee leaves the City, the amount of the reimbursement will be due to the City. Reimbursement is limited to no more than $1,298-500 for training or educational expenses in any one fiscal year. Additional funds may be approved on appeal to the City Manager.
154.1 Required Educational or Training Courses
Any educational or training course that is a requirement for continuation of employment or is an identified part of a job evaluation shall be paid for by the City. Any other educational or training course that is job related shall, if prior approval for reimbursement is given by the City Manager or a designee, be reimbursed 100% after successful completion. All college or other graded classes shall require a minimum grade of a "C" in order to receive such reimbursement. Books or other materials shall only be paid for if some defined benefit can be shown to the City (i.e. books become part of the City reference library). Once the employee has received their official course grade, they then attach appropriate receipts and proof of grades to the City's Tuition Reimbursement form, complete the employee portion, have their Supervisor/Department Director complete their portion and submit the completed packet to Human Resources. Once reviewed and approved by Human Resources, the approved packet is submitted to the Department of Finance for processing. The employee will receive their approved tuition reimbursement amount on the next payroll cycle.
14-5.2 Training Time
In general, training time during working hours shall be considered part of the job. Non - mandatory training after hours shall be considered voluntary, and no additional pay, overtime or compensatory time shall be given by the City, unless advanced special written approval is granted. Study time shall be considered completely voluntary. 1-54.3 Reimbursement
Although the City applauds employees for their efforts in pursuit of additional education, the City shall not pay for educational degrees or for education in general, but will only 17 reimburse employees for required or job -related classes and training. No reimbursement shall occur if an educational class does not provide a benefit to the City.
The only exception to this is, the City will reimburse employees for three general education classes, as long as the classes are a part of a degree or certificate program.
These three classes must be approved, in advance, as required by this policy. There is no mileage reimbursement for travel to and from educational classes. Required forms must be completed and necessary documentation (receipts and grades) must be provided, in order to receive reimbursement. Final and conclusive determinations of the reimbursement amount shall be made by the City Manager after review of the request and recommendations by the Department Director and the Director of Human Resources/Risk Management.
Section 156: Employee Computer Purchase Program
This program allows regular employees to borrow, at no interest, up to $2,000 to purchase a personal computer, iPad and/or similar "computer tablet" devices, and related accessories with a loan repayment plan of up to 24 months. An employee must show proof of payment (i.e. not simply proof of order), and may only have one loan outstanding under this program at any time.
To qualify for the program, employees must be a regular employee, and have successfully passed their initial probationary period.
This program will be administered pursuant to the City's Employee Computer Purchase Program Policy.
In the event of termination of employment for any reason, the entire unpaid balance shall immediately be due and payable, without notice. Any remaining unpaid balance shall first be deducted from the final paycheck to the extent allowed by law. In the event the final paycheck is not sufficient to pay off the principal sum, then any resultant balance must be paid, in full, with other resources of the borrower.
Section 16-7: Paid Leave
The City recognizes that there are various reasons for an employee to be away from the workplace. The following subsections describe the types of leave that may be utilized. 167.1 Comprehensive Annual Leave
Comprehensive Annual Leave (CAL) is to ensure that all employees have an adequate amount of time off each year for rest and relaxation, personal business or personal/family illness. Regular employees earn Comprehensive Annual Leave (CAL) from the date of hire.
Employees who are paid for less than 80 hours in a pay period will earn Comprehensive Annual Leave credits on a pro -rated basis for that pay period.
IN
Employees covered by this plan will earn CAL from the date of hire by the following accrual rates:
Biweekly
Maximum
Annual
Annual Leave
Accrual Rate
Accumulation
Increment
(hours)
(hours/pay
(hours)
period)
Hire Date
177
6.808
354
2-4 Years
193
7.423
386
4-6 Years
233
8.962
466
6-8 Years
249
9.577
498
8-10 Years
265
10.192
530
10+ Years
289
11.115
578
15+ Years
289
11.115
658
Annual leave will be earned on a prorated rate each pay period.
The maximum balance of unused CAL an employee may have at any one time is two times the employee's annual accrual. Employees with 15 or more years of service may accrue up to a maximum of two times the employee's annual accrual, plus 80 hours. The City Manager may grant an employee, on a case by case basis, the ability to accrue annual leave above the annual accrual limit for good cause shown.
The administration of Comprehensive Annual Leave shall be pursuant to the City's Administrative Guideline.
16-7.2 CAL Donations
An employee may request the use of CAL donations in extraordinary situations or if in the event of a medical hardship to the employee or an immediate family member of the employee. Refer to Section 4-716.5, Bereavement Leave, for definition of family member.
A "medical hardship" is defined as a serious medical condition that would require the prolonged absence of the employee from duty and would result in a substantial loss of income to the employee because the employee would have and would be required to exhaust all of their available paid leave. Upon approval from the City Manager, or designee, the employee may use up to a maximum of 160 hours of donated CAL per fiscal year. The City reserves the right to request a physician's verification of the medical condition. In addition, the application of this section is independent of any federal or state mandated protected leave (e.g., FMLA, CFRA, PDL, etc.). Employees may donate a maximum of 16 hours each time CAL donations are requested, however full-time employees must have 120 hours remaining and part time employees must have a proration of 120 hours based on their full-time equivalent allocation on the Schedule of Authorized Positions remaining in their CAL bank after the donation. The City will pool all hours that are donated and employees, who are eligible and approved to use donated CAL hours will receive donations from the pool.
167.3 Executive and Administrative Leave
All Executive Management employees covered by this MCP will be provided with a total of 80 hours of Executive Leave per fiscal year. All other Management employees 19 covered by this MCP will be provided with a total of 60 hours of Administrative Leave per fiscal year. Confidential employees are not entitled to Executive or Administrative Leave as that group is eligible to receive overtime pay.
Executive and Administrative leave will be provided at the beginning of each fiscal year and must be taken during the fiscal year that it is acquired. If this leave is not taken during the year it is acquired, it will be cashed out with the CAL cash out pay period in June.
The City Manager may approve up to an additional 40 hours of Executive Leave per year where the employee has provided exceptional service. Upon the recommendation of the employee's Department Director, the City Manager may approve up to an additional 40 hours of Administrative Leave per year where the employee has provided exceptional service.
167.4 CAL/Executive/Administrative Leave Time Cash Out
Employees covered by this MCP may cash out up to 120 hours of CAL per fiscal year to be taken as taxable wages at the employee's regular rate of pay without consideration for any other specialty pays (e.g., temporary upgrade) or deposited into a pre- or post - tax 457 account, provided a balance of 120 CAL hours is available after the cash out.
CAL may be cashed out twice a year, once near the beginning of December and once in June. The CAL cash out pay periods will be determined by the City's Finance Department. The City Manager in his/her sole discretion may allow an employee to cash out CAL time outside of the pay periods determined by the City's Finance Department if the employee is faced with a financial emergency; however, the employee is still only allowed two cash outs per fiscal year as outlined in this section.
Upon separation from employment from the City, an employee shall be entitled to cash out their remaining Comprehensive Annual Leave balance at their regular, non -overtime rate of pay. An employee may run out their remaining Comprehensive Annual Leave balance in lieu of a cash out (i.e. terminal leave -end -of -service leave) if the employee provides a minimum notice of 45 calendar days before the teFM„alend-of-service leave commences. In cases with extraordinary circumstances, terminalend-of-serviceleave requested with less than 45 calendar days' notice is subject to approval by the City Manager at his/her sole discretion. In all instances, written notice of separation from employment shall: 1) include the final date of employment; 2) be final and irrevocable; and, 3) may be accepted by the employee's supervisor, manager, director, or anyone in the Human Resources Department_
Executive Leave and Administrative Leave may be cashed out twice a year to be taken as taxable wages or deposited into a pre- or post -tax 457 account, once near the beginning of December and once in June. The Executive/Administrative Leave cash out pay periods will be determined by the City's Finance Department. The City Manager in his/her sole discretion may allow an employee to cash out Executive Leave or Administrative Leave outside of the pay periods determined by the City's Finance Department if the employee is faced with a financial emergency; however, the employee is still only allowed two cash outs per fiscal year as outlined in this section. Any Executive or Administrative Leave not used during the fiscal year in which it was acquired will be cashed out and included with any CAL cash out in June of each year. 20 176.5 Bereavement Leave
The City recognizes the importance of providing employees time off to mourn and take care of any details relating to the death of a member of their immediate family.
Employees may receive a maximum of three five business days for bereavement of an individual who is a member of the employee's immediate family or of other similar relation as determined by the City Manager. if an employee must travel mere than 500 moles, one way, to atteRd a fURerall the employee is eligible fer five bUSiRess day bereaveMeRt leave. -Employees may also use CAL time in conjunction with bereavement leave.
For the purposes of this section, immediate family (including natural, step or in-laws) shall be defined as spouse, domestic partner, mother, father, sister, brother, daughter, son, grandchild, and grandparents.
Administration of Bereavement Leave shall be pursuant to the City's Administrative Guideline.
176.76 Jury Duty and Court Related Absences
The City encourages employees to serve as jurors when called upon to do so. When an employee serves on jury duty or is called to testify on a case involving official City business, the employee receives full pay from the City. Employees are not required to submit any compensation received from the court for serving as a juror to the City.
If an employee needs to appear in court regarding a personal situation or is summoned to report to court for a civil or criminal case that does not involve official City business then the employee is required to utilize available CAL or other types of leave.
Administration of Jury Duty and Court Related Absences shall be pursuant the Administrative Guideline.
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Section 1817: Leave of Absence under FMLA, CFRA and PDL
17.1 Statement of Policy
It is the intent of the City to comply fully with the Family and Medical Leave Act of 1993 (FMLA) and the California Family Rights Act of 1995 (CFRA). Nothing in this MCP is intended to restrict employees' rights under these laws. Unless otherwise provided in this section, "Leave" under this article shall mean leave of absence, including employees' rights and obligations, pursuant to the FMLA and CFRA. Te the extent n^already previded fGF 6IRdeF GUrreRt leave PGliGies and provisions, the Gity will previ family and mediGal GaFe le-ave fe.r eligible employees as requiped by state and fed- iaw—.Further, employees shall be reasonably accommodated for any disability protected by law (e.g., Americans with Disability Act or "ADA") if the employee requests such accommodation.A deoaistrat;OR Of-;FGteGted leaves shall�;umsu Rt W the City dMinio+ro+iye Gund^lines
22 17.2 Employee Notice of Leave
Although the City recognizes that emergencies arise which may require regular employees to request immediate leave, employees are required to give as much notice as possible of their need for leave. If leave is foreseeable, at least 30 days' notice is required. In addition, if an employee knows that he/she will need leave in the future, but does not know the exact date(s) (e.g., for the birth of a child or to take care of a newborn), the employee shall inform his/her supervisor as soon as possible that such leave will be needed. Such notice may be orally given. If the City determines that an employee's notice is inadequate or the employee knew about the requested leave in advance of the request, the City may delay the granting of the leave until it can, in its discretion adequately cover the position with a substitute.
For any foreseeable leave due to a qualifying exigency under the Armed Forces Reserves or National Guard, an employee must provide notice of the need for leave as soon as practicable, regardless of how far in advance such leave is foreseeable.
17.3 Employee Benefits While on Leave
While on leave, employees will continue to be covered by the City of Temecula group health insurance to the same extent that coverage is provided while the employee is on the mob. Employees shall be responsible for the continuation of City of Temecula provided health care insurance premiums if on a Leave for more than the 12 weeks specified by the law. Employee contribution rates are subject to any change in rates that occurs while the employee is on leave.
If an employee fails to return to work after his/her leave entitlement has been exhausted or expires, the City shall have the right to recover its share of health plan premiums for the entire leave period, unless the employee does not return because of the continuation, recurrence, or onset of a serious health condition of the employee or his/her family member which would entitle the employee to leave, or because of circumstances beyond the employee's control. The City shall have the right to recover premiums through deduction from any sums due to the City (e.g., unpaid wages, vacation pay, etc.).
Regular employees shall retain the status of employee while on Leave. However, a Leave used in conmunction with any other FMLA leave of absences, which exceeds 24 weeks, shall result in an admustment to the employee's Comprehensive Annual Leave and salary review date.
17.4 Substitution of Paid Accrued Leaves
While on leave under this policy, as set forth herein, an employee may elect to concurrently use paid accrued leaves. Similarly, the City may require an employee to concurrently use paid accrued leaves after requesting leave for medical or family care.
A. Employee's Right to Use Paid Accrued Leaves Concurrently with Leave for Medical or Family Care.
23 Where an employee has earned or accrued paid CAL time, administrative leave, or compensatory time, that paid leave may be used concurrently for all or part of any (otherwise) unpaid leave under this policy. Use of CAL time does not extend the leave beyond the 12 weeks specified by law.
B. City's Right to Require an Employee to Use Paid Leave When Using Leave for Medical or Family Care
Employees may exhaust their accrued leaves concurrently with FMLA/CFRA leave to the same extent that employees have the right to use their accrued leaves concurrently with FMLA/CFRA leave.
Employees are required to use accrued Compensatory Time as a first means of paid leave concurrently with any leave for medical or family care.
17.5 Medical Certification
Regular employees who request leave for their own serious health condition or to care for an eligible family member who has a serious health condition must provide written certification from the health care provider of the individual requiring care.
If the leave is requested because of the employee's own serious health condition, the certification must include a statement that the employee is unable to work at all or is unable to perform the essential functions of his/her position.
Regular employees who request leave to care for an injured service member who is an eligible family member of the employee must provide written certification from a health care provider regarding the injured service member's serious injury or illness.
When an employee requests leave because of a qualifying exigency under the Armed Forces Reserves or National Guard, an employer may require the employee to provide a copy of the covered military member's active duty orders or other documentation issued by the military which indicates that the covered military member is on covered active duty or call to active duty status in a foreign country, and the dates of the covered military member's active dutv service.
A. Time to Provide a Certification
When an employee's leave is foreseeable, and at least 30 days' notice has been provided, the employee must provide medical certification before the leave begins. When this is not possible, the employee must provide the requested certification to the City within the time frame requested by the City (which must allow at least 15 calendar days after the employer's request), unless it is not practicable under the particular circumstances to do so despite the employee's diligent, good faith efforts.
B. Consequences for Failure to Provide an Adequate or Timely Certification 0 If an employee provides an incomplete medical certification the employee will be given a reasonable opportunity to cure any such deficiency. However, if an employee fails to provide a medical certification within the time frame established by this policy, the City may delay the taking of leave until the required certification is provided.
C. Second and Third Medical Opinions
If the City has reason to doubt the validity of a certification, the City may require a medical opinion of a second health care provider chosen and paid for by the City.
If the second opinion is different from the first, the City may require the opinion of a third health care provider jointly approved by the City and the employee, but paid for by the City. The opinion of the third provider will be binding. An employee may request a copy of the health care provider's opinions when there is a recertification.
D. Intermittent Leave or Leave on a Reduced Leave Schedule If an employee requests intermittent leave (a few days or hours at a time) or on a reduced leave schedule to care for an immediate family member with a serious health condition, the employee must provide medical certification that such leave is medically necessary. "Medically necessary" means there must be a medical need for the leave and that the reauested leave can best be accomplished throuah an intermittent or reduced leave schedule.
17.6 Reinstatement upon Return from Leave
A. Right to Reinstatement
Upon expiration of leave (no more than 12 weeks or 26 weeks for military situations), an employee is entitled to be reinstated to the classification of employment held when the leave commenced, or to an equivalent classification with equivalent employment benefits, pay, and other terms and conditions of employment. Employees have no greater rights to reinstatement, benefits and other conditions of employment than if the employee had been continuously employed during the leave period.
If a definite date of reinstatement has been agreed upon at the beginning of the leave, the employee will be reinstated on the date agreed upon. If the reinstatement date differs from the original agreement of the employee and City the employee will be reinstated within two business days, where feasible, after the employee notifies the employer of his/her readiness to return.
B. Employee's Obligation to Report Periodically on Condition Employees may be required to periodically provide an update report and intent date to return to work. This will avoid any delays to reinstatement when the employee is ready to return.
25 C. Return to Work Certification
As a condition of reinstatement of an employee whose leave was due to the employee's own serious health condition, which made the employee unable to perform job duties, the employee must obtain and present a certification from their health care provider stating that the employee is able to resume work. The return to work certification must be provided to Human Resources Department prior to the employee resuming any duties. Failure to provide such certification will result in denial of reinstatement.
If the health care provider imposes work restrictions on the employee, the return to work certification must list any work restrictions and the time frame for those restrictions. At the conclusion of the work restriction schedule, the employee must obtain and present a certification from the health care provider that the employee is able to resume work. Failure to provide such certification to the Human Resources Department will result in denial of reinstatement.
17.7 Required Forms
Employees must fill out the following applicable forms in connection with leave under this Policy:
1. "Request for Leave of Absence Form" provided by the City.
2. Medical certification —either for the employee's own serious health condition or for the serious health condition of an eliaible familv member.
3. "Statement of Family Relationship" when leave is to care for an eligible family member.
4. Authorization for payroll deductions for benefit plan coverage continuation; and
5. Certification to return work from appropriate health care provider. 1817.18 Pregnancy Disability Leave
It is the intent of the City to comply fully with the California Pregnancy Disability Leave Law. A pregnant employee shall be entitled to a leave of absence without pay for up to four months so long as the employee's attending physician certifies that she is physically unable to work due to pregnancy, childbirth or related medical condition. During said leave of absence withe t pay, the employee has the option of using CAL time to supplement any short-term disability benefits. In addition, employees who are out on Pregnancy Leave will also be,aced endesignated as protected under FMLA concurrently as applicable under these laws. Their DregnaRGy anal FMLA Leaves will FUR
GeRG error tly
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Upon expiration of the approved leave,_ the employee shall be reinstated to her former leave and the eMPIE)Yee WGWIGI OthePWIE;e ROt have beeR land off. The GE)mpara �GSitiG Sone hayiRg similar terms of pay, i8•Catienrrje b Genrtent and nrmmefinnol pertunitio&.—Pprior to the employee being reinstated, the Department Director may require a statement from the attending physician that the employee is physically capable of resuming the regular duties of her position. Failure to return to work after the authorized fours month leave period causes the employee to have no reinstatement rights. An employee who plans to take such a leave should give reasonable notice of the date the leave shall commence and the estimated duration of the leave.
17.9 Bonding Leave
The City shall provide paid leave to employees for the purpose of bonding with a child in connection with the birth, adoption or foster care placement of that child, equivalent to leave benefits afforded under the State's Paid Family Leave program. Employees may received up to eight weeks of bonding leave paid at the rate of 2/3 of the employee's current base salary. No other benefits shall be enhanced or reduced as a result of using this leave. Employees may use other accrued paid leave (e.g., CAL time) to supplement their pay up to 100% of their current base salary in conjunction with this leave. The eight weeks of leave need not be used consecutively: however, it is limited to the first near after the birth, adoption, or foster care placement of the child. Supporting documentation will be required. Bonding Leave may be used in combination with disability leave connected with giving birth to a child, but not until disability benefits have been exhausted.
Section 18: Military Leave
The City recognizes the importance of allowing employees time off to serve in the U.S. Armed Forces. This policy allows for employees to take time necessary for the defense of our Country.
Military Leave shall be granted in accordance with the provisions of state and federal law. An employee requesting leave for this purpose shall provide their Department Director and Human Resources, whenever possible, with a copy of the military orders specifying the dates, site and purpose of the activity or mission. Within the limits of such orders, the Department Director may determine when the leave is to be taken and may modify the employee's work schedule to accommodate the request for leave. Upon completion of military service, the employee will be reinstated with full seniority to their former position or to a comparable position, if application for reemployment is made within 90 calendar days of release from the service or related hospitalization.
An employee who is a member of the National Guard or of a reserve component of the U.S.
Armed Forces shall, upon furnishing a copy of the official orders or instructions, be granted a military training leave. Training leaves will not, except in an emergency, or in the event of extenuating circumstances, exceed two (2) weeks per year, plus reasonable travel time. Upon presentation of a military pay voucher or endorsed orders, employees will receive full pay for up to 30 calendar days within one (1) fiscal year. If the leave is greater than 30 days, then the employee may utilize accrued CAL or other types of leave available to the employee. 27 Consistent with the City of Temecula City Council Resolution 90-067, the military leave has been extended, for those employee's called to active duty as follows:
A. With appropriate documentation, the City will pay the difference between the City employee's salary and the employee's military pay; and, B. The difference in salary will be paid for the entire duration of active duty.
Section 44189: Leaves of Absence Without Pay
This provision applies to leaves which are not covered by other provisions within the MCP.
Leave of Absence without Pay is to be used for the purpose of unforeseen circumstances related to FMLA, CFRA or pregnancy leaves or other situations where leave is requested by the employee. In all cases, Leaves without Pay must be approved by the City Manager or designee, and do not continue accrual of benefits. Employees should refer to Human Resources for specific details.
19.1 Benefits While on Leave without Pav
Employees may be required to exhaust their Comprehensive Annual Leave prior to commencing Leave of Absence without Pay status, except as provided in the Family Care Leave Policy and Holiday Pay Policy.
Employees shall not accrue Comprehensive Annual Leave time if on a Leave of Absence without Pay in excess of five (5) business days.
The City will continue payment of City provided health care insurance premiums for two (2) monthly premium payment periods.
Employees shall be responsible for the continuation of City provided health care insurance premiums if on Leave of Absence without Pay for more than two (2) monthly premium payment periods.
19.2 Procedure for Requesting Leave of Absence without Pay The Department Director, subject to the approval of the City Manager, may grant requests for Leave of Absence without Pay. Employees generally provide a minimum of two (2) weeks' notice, in writing, to request a Leave of Absence without Pay.
Employees must give reasonable notice, to their Department Director, before return to work.
The maximum leave which may be taken is six (6) months at the sole discretion of the City Manager. In extreme cases, and at City Manager's approval, the maximum leave may be extended beyond six months.
W1
Employees shall retain the status of employee while on Leave of Absence without Pay.
However, a Leave without Pay which exceeds 30 days shall result in an adjustment to the employee's salary and Comprehensive Annual Leave accrual review dates.
19.3 Procedure for Unforeseen Circumstances
Requests for Leave of Absence without Pay may be granted, at the discretion of the City Manager, for prolonged illness or personal reasons, including disabilities not related to worker's compensation. The above procedures will apply to a requested Leave of Absence without Pay with the exception of providing a two (2) week minimum notice.
Employees who request a Leave of Absence Without Pay for illness or personal reasons must provide a written notice of such leave as far in advance as possible. In addition, the City may require a doctor's certification or other official documents in order to verify legitimacy of the employee's request.
Administration of Leaves of Absence Without Pay shall be pursuant the Administrative Guidelines
Section 202019: Health and Wellness Benefits
The City shall provide each regular employee with a Health Flex Contribution of $490-600 per month (,nereasORQ +e $600 nor men+h effective July 1, 2022. This allotment is intended to bring the City into compliance with the U.S. Patient Protection and Affordable Care Act ("ACA"). The Health Flex Contribution may only be used toward City -sponsored health, dental, and vision insurance premiums, or deposited into a health flexible spending account as permitted by IRS laws. Any unused portion of the $400 olletmen+Health Flex Contribution shall be forfeited by the employee (i.e. this is a "use it or lose it" benefit) and the forfeited funds will be used toward enhancing wellness and morale for all City employees.
The City shall also provide each employee with a Cafeteria Contribution of $1,200 per month for full-time employees and pro -rated based on full-time equivalency for part-time employees.
Consistent with past practice, this payment includes the CalPERS statutory minimum payment for each calendar year of this Agreement for both active employees and annuitants (retirees).
The Cafeteria Contribution must be applied to all mandatory benefits as determined by the City.
The first day of the month following the date of hire, an employee shall be covered under mandatory benefits as set forth in the contract between the City and the carrier(s). The employee can then apply the remainder of the Cafeteria Contribution to optional benefits provided by the City, including: health insurance premiums, dental insurance premiums, vision insurance premiums, ,additiGRal life insurance nromi„ms,and flexible spending accounts—a_P4 other supplemental ino„ronne premiums. Any unused portion of the $1,200 allotment mom rdenesiterd in+e a deferred nemnensatien onnei ,n+ er t ke- will be paid as taxable income.
The City will discuss any state or federally mandated changes in benefits that occur following adoption of this MCP. The City agrees to include two MCP covered employees as part of the formal Benefit Committee that meets to discuss annual changes in any health and welfare benefit proposal for the next plan year. The benefit committee will meet prior to the start of the open enrollment period to educate employees on benefits provided during the upcoming plan year.
29 2-02019.1 Health Coverage
While this MCP is in effect, the City will continue offering the CalPERS Health Plan. The City has established an Eligible Opt Out Arrangement as a condition to an emplovee receiving the Cafeteria Contribution as taxable income (i.e., cash) in lieu of enrolling in o .levee seeking to opt out of —City -sponsored me�'�lhealth insurance. The conditions that must be satisfied for the Eliaible Oat Out Arranaement are as follows:
A. The employee must have minimum essential health coverage through another source (other than coverage in the individual market, whether or not obtained through Covered California).
B. All individuals in the employee's expected tax family must have (or will have) the required minimum essential health coverage. An employee's expected tax family includes all individuals for whom the employee reasonably expects to claim a personal exemption deduction for the taxableyear(s) that cover the employee's plan year to which the opt -out arrangement applies.
C. The employee must provide dGG imented reasonable documentation eviden^Gof minimum essential health coverage pursuant to the ACA, which must cover both the employee and all individuals in the employee's expected tax family, if any, for the applicable period. Reasonable evidence may include an attestation by the employee.
D. -Each year, during open enrollment or as otherwise required by the City, the employee must provide the City with an attestation or other reasonable documentation, subject to the City's approval confirming such alternate coverage.
E. The employee must provide the attestation or reasonable documentation no earlier than a reasonable time before coverage starts (e.g., open enrollment). The attestation or reasonable documentation may also be provided within a reasonable time after the plan year starts.
A-.F. According to the ACA, the City must etcannot make payment if the City knows or has reason to know that the employee or a member of the employee's expected tax family member does not have the alternative minimum essential health coverage.
The City will meet with the Benefit Committee to discuss any changes in the City's Health Plan prior to open enrollment.
2420-1-9.2 Dental Coverage
While this MCP is in effect, the City will continue to offer dental coverage to employees covered by the MCP. The City will meet with the Benefit Committee prior to selection of the dental plan for a respective Plan Year.
20201-9.3 Vision Coverage
While this MCP is in effect, the City will continue to offer vision coverage to employees covered by the MCP. The City will meet with the Benefit Committee prior to selection of the vision care plan for a respective Plan Year.
202019.4 Disability Insurance
30 The City mandates enrollment in short-term (STD) and long-term disability insurance to employees covered by this MCP. The City will meet with the Benefit Committee prior to selection of short-term and long-term disability insurance. The STD disability insurance elimination period of 0 - 7 calendar days for accident/in-patient hospitalization; and the STD disability insurance elimination period of 7 -14 calendar days for illness and outpatient procedures shall be the basis for the available coverage. Employees should refer to Human Resources regarding specific details on short term and long term disability coverage.
2-02019.5 Flexible Spending Account
While this MCP is in effect and as long as lawfully permitted, the City will continue to offer a Flexible Spending Account in accordance with applicable IRS statutes in order to provide employees the greatest possible tax benefit.
Included in the Flexible Benefits Program are reimbursement accounts for eligible healthcare expenses and eligible child/dependent care expenses. 202044.6 Retiree Medical, Dental and Vision Premium Reimbursement The City will provide medical, dental and vision benefits, for eligible employees and their spouse, upon retirement from the City of Temecula, as follows:
A. A. -Employee must meet all of the following criteria in order to qualify for the Retiree Medical, Dental and Vision Premium Reimbursement benefit:
1. Must have been hired on or before June 30, 2005 in a regular, authorized position;
2. m'rrr 'Must have, upon retirement, completed a minimum of 12 years of cumulative service to the City of Temecula in a regular, authorized position status;
3. must Must have retired from the City of Temecula on or after July 1, 2003 in accordance with CaIPERS standards; and,
4. must Must have been continuously employed in a regular, authorized position from July 1, 2005 until his or her retirement from the City of Temecula.
Part-time, regular, benefited employees shall also be eligible provided that total service in Temecula, as defined by CalPERS, meets the required minimum for this benefit and if they meet the other criteria set forth in this article.
If a retired Temecula employee reinstates to a regular benefited position with any GalifeFRi 9 PERSCaIPERS Agency, including the City of Temecula, this benefit will be discontinued and will not be reinstated.
This benefit will discontinue upon the death of the retired City employee.
B. Retirement from the City of Temecula shall be defined as a CaIPERS service or industrial disability retirement, and employee must be eligible for such retirement at 31 the time of or within 120 days of separation from City service. -The date of eligibility shall be the employee's official CalPERS retirement date.
C. Q—Employees who have retired prior to the effective date of this MCP will be eligible for this benefit in accordance with the terms of the agreement at time of retirement.
D. 9—Eligible City of Temecula employees (as defined above), who retire during the term of this MCP will be eligible for a reimbursement, for monthly premiums (not including co -payments, prescriptions, and other non -premium expenses) purchased and paid for by them, of -up to the current monthly cafeteria plan allotment, for continued medical, dental and vision coverage as provided for in sections 20.1, 20.2 and 20.3 of this MCP. This payment will begin within 30 days of the employees' CalPERS retirement, and upon written notice from the employee and verification of current premium payment amounts and will continue through the term of this agreement.
E. The amount of the actual fit -reimbursement will be based on proof of continued medical, dental or vision insurance and verification of the premium payment an4eu4#for employee and spouse coverage. The maximum reimbursement is inclusive of any required employer contributions. Be advised - the CalPERS medical premium on a PERS retiree's check is the premium amount AFTER the City of Temecula's mandatory employer contribution has been deducted. -Therefore, the net amount reimbursed will be the monthly premium less based OR the mandatory employer contribution rate, as established by CalPERS annually, that is ded Gted In adtiOn,e the maximum omti,nd of paymeRd per-vviii--frn-r de aRY rnaR datery meth -Gal p aymeRtG made by the Gity.
If employee moves from the CalPERS service area, and coverage under the City's provided medical, dental, and/or vision plans is not available, emcee the retiree may request that an alternate medical, dental, and/or vision plans be approved by the City, if allowed by law. Coverage is limited to emleyee,and of applicable, torso The medical, dental, and/or vision insurance benefits will continue for eligible empleyeesretirees and their spouse, even after the empleyee g alifiooqualifying for Medicare coverage. Medicare supplemental coverage and related premiums will be set in accordance with CalPERS benefit standards. When a retiree transitions to a CalPERS Supplement/Management Medicare or Combination medical plan, the City will automatically reimburse the standard Part B premium, not to exceed the maximum monthly allotment. Proof of coverage and premium payment will be required for retirees not enrolled in CalPERS medical, or for Medicare premiums exceeding the standard Part B premium.
The existing Dental dental and Vision vision benefit plans only allow continuation of coverage for retirees for 18 months; after retirement. Following this time period, it is the retiree's responsibility to enroll in dental and vision coverage of their choice. In order to receive reimbursement (not to exceed the monthly allotment), the retiree needs to submit proof of coverage annually to the City's DireGtGF of Human Resources Department.
32 F. For all coverages, excluding CalPERS medical, `"'hiGh are outside the PERS merdiGal plan Se, Ee area, eligible retired emple.yeesretirees, or their authorized legal representative, must submit, to the City's Human Resources Department, proof of coverage and the premium payment amount for the upcoming year. The timeframe for submissions will be determined by Human Resources and a schedule of the reimbursement dates, including deadlines for submitting changes will be established and distributed annually. within 30 days of the rst payment. If proof of coverage is not received w0thin said 30 daysthe identified timeframe, paymeRts reimbursements will not be made until the proof of coverage is received for that year.
Qet�Gti�y��mTentJ Will net he monde if the employee fails to submit this �ermotien OR o timely basis. It is the responsibility o''f�� the Fetirerd empleyeeretiree to notify the DiFeGtOF of Human Resources Department of any changes in premium amounts or change in status. Retroactive payments will not be made if the employee fails to submit this information on a timely basis.
Section 21: Life Insurance
The first day of the month following the date of hire, and upon proper application and acceptance by the insurance carrier, an employee will be covered under a group life insurance plan for the amount of $50,000, with the premium being deducted from the employee's City cafeteria plan allotment amount. For employees covered by this MCP, an additional $100,000 of group life insurance coverage will also be provided with the additional cost for said coverage being paid for by the City of Temecula.
Dependent Life Insurance and Voluntary Life Insurance is available to employees requesting additional coverage. This coverage is available outside of the City's Section 125 Cafeteria Plan and is purchased directly by the employee with no cost to the City.
Section 22: Retirement
The City has established a multi -tiered retirement benefit. Employees who are not eligible to participate in PERS will be able to participate in an alternate City approved retirement plan, as allowable by law. The City's contribution to an alternate retirement plan would be limited to the same cost as provided by the City to PERS.
Tier 3
Pursuant to the Public Employment Pension Reform Act of 2013, (also known as "PEPRA", Assembly Bill 340), those who first become employed by the City on or after January 1, 2013, and who are "new members" as that term is defined in PEPRA, shall be subject to a third tier Public Employees Retirement System (PERS) formula of 2% @ age 62, and a benefit based on the highest 36 months of employment. New members shall pay their entire PERS member contribution by payroll deduction at a rate set by PERS at 50% of normal cost as that term is defined in PEPRA. New members shall also be subject to all other applicable provisions of PEPRA. This retirement formula shall be known as Tier 3.
Tier 2
33 The City's second tier PERS retirement formula of 2% @ age 60 applies to employees hired on or after September 24, 2011, and up to and concluding December 31, 2012, as allowable by law. Tier two also applies to those hired at any time after September 24, 2011, who had prior membership in PERS or in another retirement system that has reciprocity with PERS, as determined by CalPERS. Highlights include the following:
• A three-year final compensation
• Annual 2% COLA
• Post -Retirement Survivor Allowance
• Fourth Level of 1959 Survivor's Benefit
• Military Service Credit as Public Service
Tier 1
The City's first tier PERS retirement formula of 2.7% @ age 55 applies to employees hired prior to September 24, 2011 as allowable by law. Highlights include the following:
• One-year final compensation
• Annual 2% COLA
• Post -Retirement Survivor Allowance
• Fourth Level of 1959 Survivor's Benefit
• Military Service Credit as Public Service.
For retirement tiers 1 and 2, employees shall pay 3% of the PERS employer contribution. The City shall pay the Member Contribution (EPMC), required by the Public Employee's Retirement System to maintain the current level of benefits for employees covered by this MCP.
Employees covered by this MCP will be eligible for the City reporting the value of the Employer Paid Member Contribution as Special Compensation to PERS. The City will pay the cost of this Special Compensation benefit, the "PERS on PERS" cost. This provision shall not be effective unless and until the City completes all applicable approvals and process required by law.
Regular City employees are not covered under Social Security (Medicare only).
Survivor Benefits: The City of Temecula's PERS 1959 Survivor Benefit coverage (Government Code section 21574) is a higher level of cash benefit paid to survivors of an employee who dies prior to retirement. The City provides Level 4 of PERS' Survivor Benefit.
Section 23: Deferred Compensation
The City will provide for a Deferred Compensation Plan which may be utilized by any employee on an optional basis. The City reserves the right to accept or reject any particular plan and to impose specific conditions upon the use of any plan. Such plan shall be implemented without cost to the City.
Section 24: Alcohol and Drug PolicX
It is the policy of the City to have a work environment free from the effects of drugs and alcohol.
To accomplish this objective, employees covered by this MCP agree to abide by the City of Temecula Alcohol and Drug Policy while this MCP is in effect. 011
Section 25: Uniform Allowance and Boot Reimbursement
Employees covered by this MCP that are responsible for field operations and that are routinely working in the field are eligible for an annual clothing allowance of $1-25150. This allowance is intended to cover the cost of replacing clothes subject to abnormal wear and tear due to field hazards.
In the event an employee covered by this MCP is required to wear safety boots or shoes the employee will be eligible for an annual boot allowance of $175.
Section 26: Reasonable Accommodation of Emnlovees with Disabilities Because the Americans with Disabilities Act (ADA) and the Fair Employment and Housing Act (FEHA) requires reasonable accommodations for individuals protected under the Act(s), and because these reasonable accommodations must be determined on an individual case -by -case basis, the provisions of this MCP may be disregarded in order for the City to avoid discrimination relative to hiring, promotions, granting permanency, transfer, layoff, reassignment, termination, rehire, rates of pay, job and duty classification, seniority, leave, fringe benefits, training opportunities, hours of work, or other terms and privileges of employment.
The City has the legal obligation to meet with the individual employee to be reasonably accommodated before any adjustment is made in working conditions.
Any reasonable accommodation provided to an individual protected by the Act(s) shall not establish a past practice, nor shall it be cited or used as evidence of a past practice.
Section 27: Discipline
It is the City's belief that rules of conduct are most effective when they are written and communicated to employees and supervisors, consistently enforced, and the difference between major and minor forms of misconduct recognized. The City's goal is to administer discipline on an equitable and corrective basis. Effective discipline reinforces training by identifying rules and their reasons, correcting misconduct or improving job performance, serving as a deterrent through enforcement, and penalizing in relation to the severity of the offense and the employee's past record.
All Disciplinary actions shall be pursuant to the City's Discipline Policy.
Section 28: Classifications Covered under this Plan
All authorized positions not represented by the Teamsters 911 are eligible for the benefits outlined in this MCP unless otherwise specified.
35 Section 29: Reclassifications
298.1 Reclassification Studies
If any employee covered by this MCP believes they are working out of classification, he/she is entitled to request a reclassification study to be conducted by the Human Resources Department. This request must be made by October 1st so the process can be completed in time for the mid -near budget or annual budget as determined by the City. Only employees whose work has fundamentally changed due to a department reorganization, changes to staffing levels, introduction of new programs or services, and/or re -allocations of work and internal reporting relationships may be considered for reclassification.
298.2 Reclassification Request Process
Employees must make a request for a reclassification study in writing to the Human Resources Department to initiate the process. The employee will then be required to complete a Position Description Questionnaire (PDQ). If the PDQ demonstrates that the employee's work has fundamentally changed due to a department reorganization, changes to staffing levels, introduction of new programs or services, and/or re- allocations of work and internal reporting relationships, then the employee will be referred to an independent consultant who can objectively complete the reclassification study. The independent consultant shall determine the methodology used to conduct the reclassification study. The results of the study will be shared with the subject employee by May 1st of the following calendar year, and the results are not appealable.
29.13 Reclassification Implementation
Employees shall be placed into his/her new position's salary range at the salary step in the range closest to his/her current salary without going under, or to the first step in the range of the reclassification, whichever is greater.
Employees whose current salary range is higher than their recommended classification's salary range shall retain their current salary range as a "y-rated" salary range. Y-rated salary ranges are not subject to cost of living increases; however, if the unmodified salary range for an employee's classification exceeds that of their y-rated classification's salary range due to a cost of living increase, the employee shall be placed in their classification's unmodified salary range at the salary step in the range closest to his/her current salary without going under.
Employees shall not serve a probationary period as a result of being reclassified, and shall retain his/her performance evaluation date and merit increase eligibility prior to being reclassified.
0 33
Tho H*4et -oF 5outhern Cblif xnia
Wine Country
City of Temecula
City Council Compensation Plan
Effective July 1, 20212022
Table of Contents
Section 1: Introduction..................................................................................................2 Section 2: Health and Wellness Benefits..................................................................... 2 2.1 Health Coverage..................................................................................................... 2 2.2 Dental Coverage....................................................................................................32-
2.3 Vision Coverage...................................................................................................... 3 2.5 Flexible Spending Account...................................................................................... 3 2.6 Retiree Medical, Dental and Vision Premium Reimbursement ................................. 3 Section 3: Life Insurance.............................................................................................54 Section 4: Retirement..................................................................................................65 Section 5: Deferred Compensation............................................................................ 76 Section 6: Automobile Allowance..............................................................................76
Section 1: Introduction
This City Council Compensation Plan (CCP) will govern the compensation and schedule of benefits for the City Council of the City of Temecula (City). As authorized by the provisions of Government Code Sections 53200 to 53299 and 36516 and other applicable law, Members of the City Council will receive certain retirement, health and welfare benefits as specifically designated in this CCP, and in the City of Temecula Fair Political Practices Commission Form 806.
Section 2: Health and Wellness Benefits
The City shall provide each City Council Member with a Health Flex Contribution of $409-600 per month effective July 1, 2022. This allotment is intended to bring the City into compliance with the U.S. Patient Protection and Affordable Care Act ("ACA"). The Health Flex Contribution may only be used toward City -sponsored health, dental, and vision insurance premiums, or deposited into a health flexible spending account as permitted by IRS laws. Any unused portion of the $400 alletmon+Health Flex Contribution shall be forfeited by the City Council Member (i.e. this is a "use it or lose it" benefit) and the forfeited funds will be used toward enhancing wellness and morale for all City employees.
The City shall also provide each City Council Member with a Cafeteria Contribution of $1,200 per month. Consistent with past practice, this payment includes the PERS statutory minimum payment for each calendar year of this Agreement for both active City Council Members and annuitants (retirees). The Cafeteria Contribution must be applied to all mandatory benefits as determined by the City. The first day of the month following the date of hire, a City Council Member shall be covered under mandatory benefits as set forth in the contract between the City and the carrier(s). The City Council Member can then apply the remainder of the Cafeteria Contribution to optional benefits provided by the City, including: health insurance premiums, dental insurance premiums, vision insurance premiums, additional lifo in „r ,n,.^ premiums and flexible spending accounts,, ^�other supplemental ins iranGe nromii imc. Any unused portion of the $1,200 allotment may be deposited in+^ ^ deferred rgmn^nc^+i^n aGGeYn+will be paid as taxable income.
2.1 Health Coverage
While this CCP is in effect, the City will continue offering the CaIPERS Health Plan. The City has established an Eligible Opt Out Arrangement as a condition to a City Council Member receiving the Cafeteria Contribution as taxable income (i.e., cash) in lieu of enrolling in ^ Gity GOURnil Member cooking to ept eut of City -sponsored, �'�lhealth insurance. The conditions that must be satisfied for the Eligible Opt Out Arrangement are as follows:
A. The City Council Member must have minimum essential health coverage through another source (other than coverage in the individual marker, whether or not obtained through Covered California).
B. All individuals in the City Council Member's expected tax family must have (or will have) the required minimum essential health coverage. A City Council Member's expected tax family includes all individuals for whom the City Council Member reasonably expects to claim a personal exemption deduction for the taxable year(s)
that cover the City Council Member's plan year to which the opt -out arrangement applies.
C. The City Council Member must provide decUR;eRted—evideTeereasonable documentation of minimum essential health coverage pursuant to the ACA, which must cover both the City Council Member and all individuals in the ernpleyee s Ciitt r Council Member's expected tax family, if any, for the applicable period. Reasonable evidence may include an attestation by the City Council Member.
D. Each year, during open enrollment or as otherwise required by the City, the City Council Member must provide the City with an attestation or other reasonable documentation, subject to the City's approval confirming such alternate coverage.
E. The City Council Member must provide the attestation or reasonable documentation no earlier than a reasonable time before coverage starts (e.g., open enrollment). The attestation or reasonable documentation may also be provided within a reasonable time after the plan year starts.
F. -According to the ACA, the City must cannot make payment if the City knows or has reason to know that the City Council Member or a member of the City Council Member's expected tax family allow the Gity G.,,,n..iI Member to ept n„+ Of snr�nsered mediGaI ins uran�f the �" kReWc that the Gity COURril Member or apvrr.�vr �-rr T r-mvararr y--rcrry war -mum vr�y--vvcrrrcn-� vTcn�ucr-vr family memhor does not have the alternative minimum essential health coverage.
2.2 Dental Coverage
While this CCP is in effect, the City will continue to offer dental coverage to City Council Member covered by the CCP.
2.3 Vision Coverage
While this CCP is in effect, the City will continue to offer vision coverage to City Council Member covered by the CCP.
2.5 Flexible Spending Account
While this CCP is in effect and as long as lawfully permitted, the City will continue to offer a Flexible Spending Account in accordance with applicable IRS statutes in order to provide City Council Member the greatest possible tax benefit.
Included in the Flexible Spending Account are reimbursement accounts for eligible healthcare expenses and eligible child/dependent care expenses.
2.6 Retiree Medical, Dental and Vision Premium Reimbursement The City will provide medical, dental and vision benefits, for eligible City Council Members and their spouse, upon retirement from the City of Temecula, as follows:
A. The City Council Member must meet all of the following criteria in order to qualify for the Retiree Medical, Dental and Vision Premium Reimbursement benefit:
1. Must have been hired on or before June 30, 2005 in a regular, authorized position;
3 2. must Must have, upon retirement, completed a minimum of 12 years of cumulative service to the City of Temecula in a regular, authorized position status;
3. must Must have retired from the City of Temecula on or after July 1, 2003 in accordance with CalPERS standards; and,
4. must Must have been continuously employed in a regular, authorized position from July 1, 2005 until his or her retirement from the City of Temecula If a retired City Council Member reinstates to a regular benefited position with any California CalPERS Agency, including the City of Temecula, this benefit will be discontinued and will not be reinstated.
This benefit will discontinue upon the death of the retired Citv Council Member.
B. Retirement from the City of Temecula shall be defined as a CalPERS service or industrial disability retirement, and employee must be eligible for such retirement at the time of or within 120 days of separation from City service. The date of eligibility shall be the City Council Member's official CalPERS retirement date.
C. City Council Members who have retired prior to the effective date of this CPP will be eligible for this benefit in accordance with the terms of the agreement at time of retirement.
D. Eligible City Council Members (as defined above), who retire during the term of this CPP will be eligible for a reimbursement; for monthly premiums (not including co - payments, prescriptions, and other non -premium expenses) purchased and paid for by them, of -up to the current monthly cafeteria plan allotment, for continued medical, dental and vision coverage as provided for in sections 2.1, 2.2 and 2.3 of this CPP.
This payment will begin within 30 days of the City Council Member's CalPERS retirement, and upon written notice from the employee and verification of current premium payment amounts and will continue through the term of this agreement.
E. The amount of the actual payrn reimbursement will be based on proof of continued medical, dental or vision insurance and verification of the premium payment arneun for employee and spouse coverage. The maximum reimbursement is inclusive of any required employer contributions. -Be advised - the CalPERS medical premium on a PERS-retiree's check is the premium amount AFTER the City of Temecula's mandatory employer contribution has been deducted. -Therefore, the net amount reimbursed will be the monthly premium less wed on the mandatory employer contribution rate, as established by CalPERS annually, that is doduGted in addition, made by the Gity.
If the retired City Council Member moves from a CalPERS service area, and coverage under the City provided medical, dental, and/or vision plans is not available, the retired City Council Member may request that an alternate medical, dental, and/or vision plans be approved by the City, if allowed by law. lj
Coverage is limited to the retired Gity COURGOI Member, and of appliGable, to spouse.
The medical, dental, and/or vision insurance benefits will continue for eligible retired City Council Members and their spouse, even after the he/she qualifiesqualifying for Medicare coverage. -Medicare supplemental coverage and related premiums will be set in accordance with CaIPERS benefit standards. When a retired City Council Member transitions to a CalPERS Supplement/Managed Medicare or Combination medical plan, the City will automatically reimburse the standard Part B premium, not to exceed the maximum monthly allotment. Proof of coverage and premium payment will be required for retirees not enrolled in CalPERS medical, or for Medicare premiums exceeding the standard Part B premium.
The existing DeRtaldental and ViSOGR vision benefit plans only allow continuation of coverage for retirees for 18 months; after retirement. Following this time period, it is the retiree's responsibility to enroll in dental and vision coverage of their choice. In order to receive reimbursement (not to exceed the monthly allotment), the retiree needs to submit proof of coverage annually to the City's DaFeGtGF o Human Resources Department.
F. For all coverages, excluding CalPERS medical, Whinh ore eutsiide the PERS Rqe dinal nl, R SeFV+cGaFea, eligible retired e"�eeeCity Council Members, or their authorized legal representative, must submit, to the City's Human Resources Department, proof of coverage and the premium payment a►4eue�for the upcoming year. The timeframe for submissions will be determined by Human Resources and a schedule of the reimbursement dates including deadlines for submitting changes will be established and distributed annually. within 3n .days of +ho firs+ no.,mon+. -If proof of coverage is not received within said 30 daysLhe identified timeframe, payme-1 will not be made until the proof of coverage is received for that year.
RetroaGtipayments will not be made Of the employee �Ic to submit this �-payri�crrc��vm--r-rv�v�r-r-�ucr� crrrpv�c� r��aAmrr-c�Tv �ermotien on a timelyis. It is the responsibility of the retired employee to notify the Dire�eHuman Resources Department of any changes in premium amounts or change in status. Retroactive payments will not be made if the employee fails to submit this information on a timelv basis.
Section 3: Life Insurance
The first day of the month following the date of hire, and upon proper application and acceptance by the insurance carrier, a City Council Member will be covered under a group life insurance plan for the amount of $50,000, with the premium being deducted from the employee's City cafeteria plan allotment amount. For City Council Members covered by this CCP, an additional $100,000 of group life insurance coverage will also be provided with the additional cost for said coverage being paid for by the City of Temecula.
Dependent Life Insurance and Voluntary Life Insurance is available to City Council Members requesting additional coverage. This coverage is available outside of the City's Section 125 Cafeteria Plan and is purchased directly by the City Council Member with no cost to the City. 5 Section 4: Retirement
The City has established a multi -tiered retirement benefit. City Council Members who are not eligible to participate in PERS will be able to participate in an alternate City approved retirement plan, as allowable by law. The City's contribution to an alternate retirement plan would be limited to the same cost as provided by the City to PERS.
Tier 3
Pursuant to the Public Employment Pension Reform Act of 2013, (also known as "PEPRA", Assembly Bill 340), those who first become City Council Members of the City on or after January 1, 2013, and who are "new members" as that term is defined in PEPRA, shall be subject to a third tier Public Employees Retirement System (PERS) formula of 2% @ age 62, and a benefit based on the highest 36 months of employment. New members shall pay their entire PERS member contribution by payroll deduction at a rate set by PERS at 50% of normal cost as that term is defined in PEPRA. New members shall also be subject to all other applicable provisions of PEPRA. This retirement formula shall be known as Tier 3.
Tier 2
The City's second tier PERS retirement formula of 2% @ age 60 applies to City Council Members hired on or after September 24, 2011, and up to and concluding December 31, 2012, as allowable by law. Tier two also applies to those hired at any time after September 24, 2011, who had prior membership in PERS or in another retirement system that has reciprocity with PERS, as determined by CalPERS. Highlights include the following:
• A three-year final compensation
• Annual 2% COLA
• Post -Retirement Survivor Allowance
• Fourth Level of 1959 Survivor's Benefit
• Military Service Credit as Public Service
Tier 1
The City's first tier PERS retirement formula of 2.7% @ age 55 applies to City Council Members hired prior to September 24, 2011 as allowable by law. Highlights include the following:
• One-year final compensation
• Annual 2% COLA
• Post -Retirement Survivor Allowance
• Fourth Level of 1959 Survivor's Benefit
• Military Service Credit as Public Service.
For retirement tiers 1 and 2, City Council Members shall pay 3% of the PERS employer contribution. The City shall pay the Member Contribution (EPMC), required by the Public Employee's Retirement System to maintain the current level of benefits for City Council Members covered by this CCP.
City Council Members are not covered under Social Security (Medicare only).
A
Survivor Benefits: The City of Temecula's PIERS 1959 Survivor Benefit coverage (Government Code section 21574) is a higher level of cash benefit paid to survivors of an employee who dies prior to retirement. The City provides Level 4 of PIERS' Survivor Benefit.
CalPERS Reportability: The City makes no representation as to whether any of the compensation or payments in this CCP are subject to CalPERS service credit or pensionable income. Any determination by CalPERS to not fully credit the compensation and/or service time provided under this CCP is outside of the City's control.
Section 5: Deferred Compensation
The City will provide for a Deferred Compensation Plan which may be utilized by any City Council Member on an optional basis. Such plan shall be implemented without cost to the City.
Section 6: Automobile Allowance
City Council Members will receive a monthly automobile allowance in lieu of mileage reimbursement. The monthly dollar amount will be set at $400/month as outlined in the annual operating budget.
7 AT -WILL EMPLOYMENT AGREEMENT
BETWEEN THE CITY OF TEMECULA AND
ELIZABETH G. LOWREY
This employment agreement ("Agreement") is entered into by the City of Temecula ("City") and Elizabeth G. Lowrey, Assistant to the City Manager ("Employee"). In addition to the terms and conditions of this Agreement, employee is a participant in the City's Management Compensation Plan and entitled to the benefits provided therewith.
Recitals
City desires to employ Employee as an at -will employee in the position of Assistant to the City Manager. Employee desires to be the Assistant to the City Manager and acknowledges that such employment is at -will. Employee shall be subject to lawful termination from employment without the City stating, showing, or proving that any cause or reason exists and/or is the basis for the City Manager's determination to terminate employee. Accordingly, employee shall not be provided with any basis or forum by which to challenge any determination by the City Manager that employee be terminated. Inasmuch as employee serves at the will of the City Manager, there is no term of this Agreement, and it shall remain in force and effect unless or until terminated as provided for herein.
The City Manager, pursuant to the authority granted by the City of Temecula Municipal Code and City Council, agrees to hire Employee, as an at -will employee, subject to the terms and conditions identified below.
AGREEMENT
Section 1: TERM
The effective date of this Agreement shall be July 1, 2022. The City and Employee each retain the option of terminating the employment relationship between them at any time regardless of cause or reason.
Section 2: DUTIES
A. City engages Employee as the Assistant to the City Manager to perform the functions and duties specified in the Classification Specification for the position (Attachment "A", incorporated herein by this reference), as the same may be modified by the City Manager, and to perform such other legally permissible and proper duties and functions as the City Manager shall assign.
B. Employee agrees that to the best of his/her ability and experience that he/she will at all times conscientiously perform the duties and obligations required, either express or implied, by the terms of this Agreement, the ordinances, resolutions and adopted policies of the City of Temecula and the laws and regulations of the State of California and the United States.
C. As a public employee, Employee is required to work a full and complete work week pursuant to the established work schedule as determined by the City Manager, and devote whatever time is necessary to fulfill the employment responsibilities and duties as
identified in this Agreement. Employee is generally exempt from Fair Labor Standards Act (FLSA) overtime requirements. This exemption is based upon the fact that all executive management employees have passed the salary and duty tests required for this exemption.
Section 3: EXCLUSIVE EMPLOYMENT
Employee agrees to focus his/her professional time, ability and attention to City business during the term of this Agreement. Consequently, Employee agrees not to engage in any other business pursuits, whatsoever, directly or indirectly, render any services of a business, commercial, or professional nature to any other person or organization, for compensation, without the prior written consent of the City Manager. This does not preclude Employee from volunteering his/her services to other entities or individuals as long as such volunteer services are not in conflict with the services to be provided by Employee under this Agreement.
Section 4: COMPENSATION
As compensation for the services to be rendered by Employee, City agrees to pay Employee a base starting salary of no less than $148,096, per year, payable in twenty-six (26) biweekly installments at the same time as other employees of the City are paid and subject to customary withholding. Salary adjustments (merit increases), if any, in Employee's salary during the term of this Agreement shall be at the sole discretion of the City Manager based upon the City Manager's evaluation of Employee's job performance and within the base salary range established by the City Council or as otherwise approved by the City Council. Any and all adjustments shall be in accordance with City personnel policies and procedures. Employee's salary shall be reflected in the City's publicly available salary schedule.
Section 5: BENEFITS
A. Retirement
As an employee of the City of Temecula, Employee will be enrolled in the California Public Employees Retirement System (PERS) retirement plan, as such plan may be amended by the City Council. As of the date of this employment agreement, such plan includes the 2.7% @ 55 and 2.0% @ 60 benefit formulas for "classic" miscellaneous employees depending on their hire date, or the 2.0% at 62 benefit formula for "new" miscellaneous employees.
B. Automobile Allowance
Employee shall receive a monthly automobile allowance in lieu of mileage reimbursement.
This allowance will only be provided when Employee is actively at work and not out on extended FMLA/CFRA Leave. The monthly dollar amount will be set at $400 per month as outlined in the annual operating budget.
C. Retention Benefit
If the City's General Fund Reserves are fully funded at the then -established standards of the City Council, the City's Retention Benefit outlined in this section may be offered to Employee at the discretion of the City Manager.
After completing five years of executive service with the City of Temecula, and if Employee -2-
has achieved the highest possible overall performance rating on three out of their last five annual performance evaluations, he/she shall be eligible to receive an amount equal to the then maximum normal contribution limit to an Internal Revenue Code Section 457(b) Deferred Compensation Plan (i.e., $20,500 in 2022). This amount shall be paid as income in twenty-six (26) biweekly installments at the same time as Employee is typically paid, and subject to customary withholding. Employee may elect to place these funds in a City -sponsored Internal Revenue Code Section 457(b) Deferred Compensation Plan as allowable by law. If Employee should separate from employment with the City of Temecula prior to the full distribution of an earned Retention Benefit, Employee shall be paid for all earned Retention Benefit disbursements not yet received.
D. Other Executive Management benefits
Unless otherwise specified, Employee shall receive all benefits specified by the then current Management Compensation Plan of the City Council of Temecula for Management Staff, including, without limitation, those related to Comprehensive Annual Leave, Executive Leave, Holidays, Health, Dental, and Vision Insurance, Life Insurance, Flexible Benefits Plans, Deferred Compensation, and other types of leave in accordance with other policies established by the City.
Section 6: TERMINATION AND SEVERANCE PAY
A. Employee is an at -will employee and serves at the will and pleasure of the City Manager.
The City and employee each retain the option of terminating the employment relationship between them at any time regardless of cause or reason.
B. If Employee is requested to resign or is terminated, he/she shall be provided severance compensation in the form of his monthly base salary for a period of six months after the effective date of his termination. Said monies shall be paid on regular City pay dates in installments during each payroll period in amounts equal to that which employee would have received for base salary and all benefits including retirement, cafeteria allotments/health and welfare coverages and any other benefits except leave accruals and automobile allowance payments. In addition, employee can request, at any time during the payout period, to receive a lump sum for any remaining balances due under this agreement. This action would conclude the City's obligation. The employee shall not receive any compensation as provided for herein in the event that he is terminated for good and sufficient cause.
C. Notwithstanding paragraphs A and B, above, if Employee resigns or retires, or is terminated for cause, Employee shall be terminated forthwith on receiving notice and shall only receive payment for services rendered up to the time of notice plus any accrued and unused Comprehensive Annual Leave and Executive Leave, and the City shall have no obligation to pay any severance provided in this section. Furthermore, Employee agrees that any severance provided shall be fully reimbursed to the City if the Employee is convicted of a crime involving an abuse of his office or position.
D. Upon termination, Employee shall be paid for all earned, but unused, Comprehensive Annual Leave and Executive Leave.
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Section 7: EXECUTIVE COMPENSATION LIMITATIONS
If Employee is on Paid Administrative Leave during a pending investigation, any salary provided for that purpose shall be fully reimbursed to the City if Employee is convicted of a crime involving an abuse of his office or position.
If Employee is provided funds for any legal criminal defense during his employment with the City, any funds provided for that purpose shall be fully reimbursed to the City if the Employee is convicted of a crime involving an abuse of his office or position.
If this Agreement is terminated, any cash settlement related to the termination that Employee may receive from the City shall be fully reimbursed to the City if Employee is convicted of a crime involving an abuse of his office or position.
The City makes no representation or guarantee as to whether any of the compensation or payments in this Agreement shall be subject to CalPERS service credit or pensionable income.
Any determination by CalPERS to not fully credit the compensation and/or service time provided under this Agreement is outside of the City's control. Employee takes full risk as to CalPERS action and agrees he/she shall have no recourse against City due to any decision or action on this matter by CalPERS.
Section 8: RESIGNATION / RETIREMENT
Employee may resign at any time. Employee may retire, provided he/she is eligible for retirement, at any time.
Section 9: DISABILITY
If Employee is permanently disabled or otherwise unable to perform his duties because of sickness, accident, injury, mental incapacity or health for a period of thirty (30) calendar days beyond any earned sick leave, City shall have the option to terminate this Agreement; however, the City's option to terminate under this Section shall be limited by its obligation to engage in the interactive process for reasonable accommodations and to provide reasonable accommodations as required by law. Nothing in this Section shall be construed to limit or restrict Employee's benefits or rights under workers' compensation or the Public Employees Retirement System ("PERS").
However, an employee terminated under this section shall not be eligible for severance pay, as delineated in Section 6 of this Agreement.
In cases of disability as described in this section, Employee shall be compensated for any earned, but unused, Comprehensive Annual Leave and Executive Leave.
Section 10: GENERAL PROVISIONS
A. Notice
Any notices required by this Agreement shall be in writing and either delivered in person or by first class, certified, return receipt requested US Mail with postage prepaid. Such notice shall be addressed as follows:
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TO CITY: City Manager
City of Temecula
41000 Main Street
Temecula, CA 92590
TO EMPLOYEE: Elizabeth G. Lowrey
Most recent address on file in Human Resources.
B. Entire Agreement
The text of this Agreement shall constitute the entire and exclusive agreement between the parties. All prior oral or written communications understanding or agreements between the parties, not set forth herein, shall be superseded in total by this Agreement. No Amendment or modification to this Agreement may be made except by a written agreement signed by the Employee and the City Manager and approved as to form by the City Attorney.
C. Assignment
This Agreement is not assignable by either the City or Employee. This Agreement shall not be construed against any one party but shall be construed as if jointly prepared by employee and City. Any uncertainty or ambiguity shall not be construed against any one party.
D. Severability
In the event of any inconsistencies between the rules, policies and regulations of the City, this Agreement shall govern. In the event that any provision of this Agreement is finally held or determined to be illegal or void by a court having jurisdiction over the parties, the remainder of this Agreement shall remain in full force and effect unless the parts found to be void are wholly inseparable from the remaining portions of this Agreement.
E. Effect of Waiver
The failure of either party to insist on strict compliance with any of the terms, covenants, or conditions in this Agreement by the other party shall not be deemed a waiver of that term, covenant or condition, nor shall any waiver or relinquishment of any right or power at any one time or times be deemed a waiver or relinquishment of that right or power for all or any other time or times.
F. Jurisdiction
Any dispute between the parties shall be submitted to final and binding arbitration pursuant to the rules of the American Arbitration Association (AAA). Any dispute between the parties shall be submitted to final and binding arbitration pursuant to the rules of the American Arbitration Association (AAA.) The arbitration shall be conducted by a single arbitrator chosen pursuant to AAA rules and shall be conducted pursuant to the AAA rules and the California Arbitration Act.
The arbitrator shall have the authority to allow discovery, including depositions, shall render a decision in writing that fully explains the decision, and may award the same categories of relief which may be awarded by a California Superior Court jury or judge. Both parties shall be empowered to present evidence, both oral and documentary, to cross examine adverse witnesses, and to present argument, both written and oral. Each party shall bear their own -5-
attorney's fees and arbitration costs including witness fees, subpoena fees, and other charges incurred at the discretion of the Employee and the Employee's counsel. The City shall bear the full costs of the arbitrator and all other expenses unique to the arbitration process. The arbitrator may award attorney's fees to the prevailing party if such an award could be made in a California Superior Court. This arbitration provision shall apply to all claims for which arbitration is legally applicable in contract, tort or statute including but not limited to the California Fair Employment and Housing Act, Title VII of the U.S. Civil Rights Act of 1964 as amended, the Age Discrimination in Employment Act, the Americans with Disabilities Act, and all other statutes and regulations applicable to the employment relationship.
G. Effective Date
This Agreement shall take effect on July 1, 2022.
[Signatures Begin on Next Page].
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IN WITNESS WHEREOF, the City of Temecula has caused this Agreement to be signed and executed on its behalf by its City Manager and executed by the Employee.
City of Temecula, a general law City and California municipal corporation Dated:
By:
Aaron Adams, City Manager
ATTEST:
Randi Johl, Director of Legislative Affairs/
City Clerk
Approved as to form:
Peter M. Thorson, City Attorney
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In signing this Agreement, Employee understands and agrees that his/her employment status is that of an at -will employee and that his/her rights to employment with the City are governed by the terms and conditions of this Agreement rather than the ordinances, resolutions, and policies of the City of Temecula which might otherwise apply to employees of the City. Employee further acknowledges that he/she was given the opportunity to consult with an attorney prior to signing this Agreement.
Dated:
Employee Signature
Elizabeth G. Lowrey
Employee Name (printed)
-s-
ATTACHMENT A
Classification Specification
m
Ilt
A
The Heart of Southern California A s s i s t a n t
Wine Country
to the
City Manager
Established Date: 07/01/2014
Revision Date: 07/01/2022
DESCRIPTION:
DEFINITION
Class Code: 103007
Under administrative direction, performs a broad range of the most complex and sensitive administrative support functions in support to the City Manager and Assistant City Managers.
DISTINGUISHING CHARACTERISTICS
The Assistant to the City Manager is a single -position, at -will classification at the Executive Management level. The employee manages critical and/or sensitive projects and priority initiatives established by the City Council, providing high-level research, analysis, and reports, monitoring legislative and other intergovernmental activities, overseeing various public outreach and public relations programs, and acting as liaison between the City Manager's office and the public. Serves as the City's primary Public Information Officer. The employee typically serves as the primary administrative support staff member and performs the most complex and sensitive duties. The employee requires a thorough knowledge of departmental operations, policies, and procedures, and involves the frequent use of tact, discretion, initiative and independent judgment.
SUPERVISION RECEIVED AND EXERCISED
Receives administrative direction from the City Manager or his/her designee.
Supervision is exercised.
EXAMPLES OF DUTIES:
Duties may include, but are not limited to, the following:
Plans, organizes and coordinates the activities of assigned functions, programs and projects; develops strategies and programs for implementing the City's goals and objectives
Works closely with the City Manager, Assistant City Manager and Department Directors on matters pertaining to assigned functions, programs and projects; conducts major analytical and research assignments and develops recommendations related to a variety of administrative and operational issues with Citywide impact 1of5
Assistant to the City Mgr
• Researches and prepares written and oral reports recommending improvement of services, implementation of new program, changes in organizational design and measures to improve efficiency of operations or community support • Oversees public outreach and public relations programs related to assigned functions • Oversees and performs professional public service communication duties involving the coordination and dissemination of information to the public and media • Oversees the development of methods and techniques for accomplishing improved communication between the City and community
• Coordinates with departments to ensure information to the community is clear, accurate and comprehensive
• Oversees and works with staff to plan, organize and launch programs; writes copy for materials of public interest
• Develops and assists in the development of strategies to accomplish City goals and objectives
• Prepares and/or reviews drafts of proposed agreements; negotiates terms and conditions; consults with legal counsel on the preparation of contracts and legal filings; monitors the progress of legal filings on behalf of the City • May supervise, motivate, plan, train, direct, and evaluate the work of lower level staff • Oversees the work of consultants, contractors, advising attorneys and community project team members; coordinates activities with those of outside agencies, community groups and other City employees
• Receives and responds to requests for public information; responds to citizen inquiries on a variety of topics related to assigned activities
• Directs and participates in the preparation of correspondence, reports, resolutions, ordinances, contracts, presentation materials, etc.; researches, prepares and presents oral and written reports
• Represents the City in multi -jurisdictional meetings and with community groups, advisory boards and other governmental agencies; serves as liaison to commissions, boards and inter -agency task forces/committees
• Monitors legislative and other intergovernmental activities affecting the City and prepares and/or coordinates appropriate responses to legislation impacting operations of the City and/or community at large
• Prepares and writes a variety of reports and documentation, including detailed Risk Management incident reports
• Performs other duties of a similar nature
MINIMUM QUALIFICATIONS:
2of5
Assistant to the City Mgr
A combination of education, experience, and training that has provided the necessary knowledge, skills, and abilities is required for entry into the classification. The City of Temecula utilizes equivalencies to substitute two years of applicable experience and similar responsibility for one year of college in order for a candidate to meet Minimum Qualifications. A typical combination of education, experience, and training for this classification includes:
EDUCATION AND/OR EXPERIENCE
Bachelor's Degree from an accredited college/university in Public Administration, Business Administration or related field; and five (5) years of highly responsible municipal management experience, or any combination of education and experience that provides equivalent knowledge, skills and abilities. Master's Degree is desired.
KNOWLEDGE, SKILLS & ABILITIES
Knowledge of:
• Objectives, programs, policies, and procedures of the assigned department • Pertinent federal, state, and local laws, codes, and regulations related to departmental operations
• Basic principles and practices of budget administration • Principles and procedures of record keeping and reporting • Occupational hazards and safety measures appropriate to work performed Skill to:
• Operate various types of standard office equipment, including a personal computer and related software
• Operate a motor vehicle in a safe manner
Ability to:
Recommend modifications to existing policies, and modify strategies and/or methods to meet unusual conditions within the context of existing management principles; analyze and categorize data and information, in order to determine consequences and to identify and select alternatives; decide the time, place and sequence of operations within an organizational framework and oversee their execution
• Utilize consulting data, advisory data and information such as organizational analyses, economic forecasts, staff reports, state, federal and local regulations, budget materials and summaries, personnel reviews, contracts, requests for proposals, correspondence, consultant reports, invoices, legal briefs, administrative manuals, and computer software manuals
• Communicate clearly and effectively, both orally and in writing with elected and appointed officials, City Manager, Assistant City Manager, Department Directors, various 3of5
Assistant to the City Mgr
commissions and task forces, attorneys, vendors, contractors, consultants, citizens and other City personnel
• Establish and maintain courteous, cooperative, and effective working relationships with those encountered in the course of work
• Manage and direct a group of workers, including the ability to provide counseling and mediation
• Persuade, convince and train others; advise and interpret regarding the application of policies, procedures and standards to specific situations • Use conceptual reasoning in performing synthesis functions; supervise, manage, lead, teach, direct and control
• Exercise the judgment, initiative, decisiveness, and creativity required in situations involving the direction, control, and planning of multiple programs, and in critical or unexpected situations involving considerable risk or loss to the organization • Calculate percentages, fractions, decimals, ratios, and present values. Ability to interpret statistical reports and use balance statements
• Use proper English, spelling, grammar and punctuation • Supervise, plan, train, direct, and evaluate the work of lower level staff • Serve as emergency services worker in the event of an emergency
LICENSES AND/OR CERTIFICATES
Possession of a valid California Class C driver's license and an acceptable driving record.
Emergency Management Certifications as determined by the City.
SPECIAL REQUIREMENTS
Satisfactory results from a background investigation and administrative screening. The administrative screening may include a pre -employment drug screening for positions which are designated as safety sensitive or security sensitive, including but not limited to being responsible for the care and custody of children and operating heavy equipment.
May be required to occasionally work outside of regular work hours (e.g. evenings, holidays, and weekends).
WORKING CONDITIONS & PHYSICAL DEMANDS:
The physical and mental demands described here are representative of those that must be met by employees to successfully perform the essential functions of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
4 of 5
Assistant to the City Mgr
While performing the duties of this job, the employee is regularly required to stand and sit; talk or hear, both in person and by telephone; use hands to finger, handle, feel or operate standard office equipment; and reach with hands and arms. The employee frequently stands or walks, and lifts and moves records and documents or objects weighing up to 50 pounds alone, and up to 100 pounds with assistance. Specific vision abilities required by this job include close vision, color vision, and the ability to adjust focus.
The employee is regularly required to use written and oral communication skills; read and interpret data; use math and mathematical reasoning; analyze and solve problems; learn and apply new information; perform highly detailed work on multiple, concurrent tasks; meet intensive and changing deadlines and interact with City staff, customers, vendors, contractors, and the public.
The employee typically works in office conditions; the noise level is frequently quiet or moderately quiet, at or below 50 decibels.
SUPPLEMENTAL INFORMATION:
Flexibly Staffed: No
FLSA Status: Exempt
Conflict of Interest: Required
Department: City Manager
Bonding Required: No
5of5
Assistant to the City Mgr
Item No. 30
CITY OF TEMECULA
AGENDA REPORT
TO: City Manager/City Council
FROM: Aaron Adams, City Manager
DATE: June 14, 2022
SUBJECT: City Council Travel/Conference Report
PREPARED BY: Luisa Tovar, Executive Assistant
RECOMMENDATION: That the City Council receive and file report.
On May 22, 23 and 24, 2022, Council Member Maryann Edwards and Council Member James Stewart traveled to Las Vegas, NV to attend the International Council of Shopping Centers Annual Conference.
ATTACHMENT: Itineraries
ANNUAL CONFERENCE
INTERNATIONAL COUNCIL OF SHOPPING CENTERS (ICSC)
LAS VEGAS, NEVADA
MAY 23, 24, 2022
MARYANN EDWARDS
SUNDAY, MAY 22, 2022
Hotel: PARIS LAS VEGAS, 3655 Las Vegas Boulevard South, Las Vegas, NV 89109.
Phone: 877-796-2096, Confirmation #ZLXRP, $362.58 + fees and taxes.
MONDAY, MAY 23, 2022
8:OOam-5:OOpm Registration Open
11:00am-11:30am Conference Meeting with LOOPNET Booth #424 (Kim Eoff) 11:30am-12:OOpm Conference Meeting with (Restaurant Broker) IRA SPLIKY & ASSOCIATES, City Booth # 2922
12:OOpm-12:30pm Conference Meeting with GREEN TEAM, City Booth #2922 (Miglena Minkova) 12:30pm-1:OOpm Break
1:OOpm-1:30pm Conference Meeting with COSTCO, City Booth #2922 (Jennifer Murrillo) 1:30pm-2:OOpm Conference Meeting with CAPRIOTTI'S SANDWICH SHOP, City Booth #2922 (Dennis Watts)
2:OOpm-2:30pm Conference Meeting with FLITE GOLF, Booth #8660 (Smith, Campbell) 2:30pm-3:OOpm Conference Meeting with THE LEARNING EXPERIENCE, City Booth #2922 (Amer Boukai)
3:OOpm-3:30pm Conference Meeting with LEWIS MANAGEMENT CORP Booth #3001 (Kate Corbett) 5:30pm-7:OOpm Networking Event: Endless Possibilities in Riverside County Gordon Biersch Brewery Restaurant, 3987 Paradise Rd, Las Vegas, NV TUESDAY, MAY 24, 2022
8:30am-9:OOam Conference Meeting with CHOICE HOTELS Booth #9151 (Daniel Johnson) 9:OOam-9:30am Conference Meeting with VOLTA CHARGING Booth #4543 (Christina Slayton) 9:30am-10:00am Conference Meeting with BUXTON Booth #2711 (Lisa Hill) 10:OOam-10:30am Conference Meeting with PLAM PLAZA / KIMCO REALITY Booth #3358 (Ben Terry) 10:30am-11:00am Break
11:00am-11:30am Conference Meeting with TOP GOLF Booth #6743 (Joe Wojdowski & Kevin McDougal) 11:30am-12:OOpm Conference Meeting with PR DEVELOPMENT & WHOLE FOODS, Booth #3501 (Bret & PGilholly)
12:OOpm-12:30pm Break
12:30pm-1:OOpm Conference Meeting with PALOMAR VILLAGE, City Booth #2922 (Gabriella Ball) 1:OOpm-1:30pm Conference Meeting with CLAIM JUMPER, City Booth #2922 (Wrick, Sun, Ray)
ANNUAL CONFERENCE
INTERNATIONAL COUNCIL OF SHOPPING CENTERS (ICSC)
LAS VEGAS, NEVADA
MAY 23, 24, 2022
JAMES STEWART
SUNDAY, MAY 22, 2022
Hotel: PARIS LAS VEGAS, 3655 Las Vegas Boulevard South, Las Vegas, NV 89109.
Phone: 877-796-2096, Confirmation #PMXRP, $362.58 + fees and taxes.
MONDAY, MAY 23, 2022
8:OOam-5:OOpm Registration Open
11:00am-11:30am Conference Meeting with LOOPNET Booth #424 (Kim Eoff) 11:30am-12:OOpm Conference Meeting with (Restaurant Broker) IRA SPLIKY & ASSOCIATES, City Booth # 2922
12:OOpm-12:30pm Conference Meeting with GREEN TEAM, City Booth #2922 (Miglena Minkova) 12:30pm-1:OOpm Break
1:OOpm-1:30pm Conference Meeting with COSTCO, City Booth #2922 (Jennifer Murrillo) 1:30pm-2:OOpm Conference Meeting with CAPRIOTTI'S SANDWICH SHOP, City Booth #2922 (Dennis Watts)
2:OOpm-2:30pm Conference Meeting with FLITE GOLF, Booth #8660 (Smith, Campbell) 2:30pm-3:OOpm Conference Meeting with THE LEARNING EXPERIENCE, City Booth #2922 (Amer Boukai)
3:OOpm-3:30pm Conference Meeting with LEWIS MANAGEMENT CORP Booth #3001 (Kate Corbett) 5:30pm-7:OOpm Networking Event: Endless Possibilities in Riverside County Gordon Biersch Brewery Restaurant, 3987 Paradise Rd, Las Vegas, NV TUESDAY, MAY 24, 2022
8:30am-9:OOam Conference Meeting with CHOICE HOTELS Booth #9151 (Daniel Johnson) 9:OOam-9:30am Conference Meeting with VOLTA CHARGING Booth #4543 (Christina Slayton) 9:30am-10:00am Conference Meeting with BUXTON Booth #2711 (Lisa Hill) 10:OOam-10:30am Conference Meeting with PLAM PLAZA / KIMCO REALITY Booth #3358 (Ben Terry) 10:30am-11:00am Break
11:00am-11:30am Conference Meeting with TOP GOLF Booth #6743 (Joe Wojdowski & Kevin McDougal) 11:30am-12:OOpm Conference Meeting with PR DEVELOPMENT & WHOLE FOODS, Booth #3501 (Bret & PGilholly)
12:OOpm-12:30pm Break
12:30pm-1:OOpm Conference Meeting with PALOMAR VILLAGE, City Booth #2922 (Gabriella Ball) 1:OOpm-1:30pm Conference Meeting with CLAIM JUMPER, City Booth #2922 (Wrick, Sun, Ray)
REQUESTS TO SPEAK
AND ELECTRONIC
COMMENTS SUBMITTED
FOR THE RECORD
Public Comment:
REQUEST TO SPEAK
CITY OF TEMECULA
Date. vl ��i 2�02�
Non -Agenda Item: X Agenda Item:
Agenda Item No. For�< Against 0 t-(a I D,,Cf_r(20CL_A�k�oj Request to Speak forms for Public Comments or items listed on the Consent Calendar may be submitted to the City Clerk rp for to the City Council commencing the Public Comment period. For all Public Hearing or Council Business items on the Agenda, a Request to Speak form may be submitted to the City Clerk prior to the City Council addressing that item. Once the speaker is called to speak, please come forward to the podium and state your name for the record.
%r f/ /
Name: v`e Phone Number:
Address: � C
Email address:
If you are representipg/an organization or group, please give the name:
Please note that all information presented at a City Council meeting becomes public record.
All information provided is optional.
Public Comment
Agenda Item No.
REQUEST TO SPEAK
CITY OF TEMECULA
Non -Agenda Item: El Agenda Item: ❑
For Against El
Date: 0 1) ,
Request to Speak forms for Public Comments or items listed on the Consent Calendar may be submitted to the City Clerk prior to the City Council commencing the Public Comment period. For all Public Hearing or Council Business items on the Agenda, a Request to Speak form may be submitted to the City Clerk prior to the City Council addressing that item. Once the speaker is called to speak, please come forward to the podium and state your name for the record. ,� /�
" �
Address: �p [ - l a r7 9
If y�u are represen in an organizatiion/Ar group, please give the name:
!t,1-AI-)) Pr)G L v) SIC1, 01,- A 6C1.�i�Y1�i
Please note that all information presented at a City Council meeting becomes public record.
All information provided is optional.
REQUEST TO SPEAK
CITY OF TEMECULA
Date:6 1)qlc `
Public Comment: Non -Agenda Item -.','�Agenda Item: ❑
Agenda Item No. For ❑ Against X
Request to Speak forms for Public Comments or items listed on the Consent Calendar may be submitted to the City Clerk prior to the City Council commencing the Public Comment period. For all Public Hearing or Council Business items on the Agenda, a Request to Speak form may be submitted to the City Clerk prior to the City Council addressing that item. Once the speaker is called to speak, please come forward to the podium and state your name for the re d. &A ►/��`n
Name: ' i e— l' Phone Number:
Address:
Email address:
If you are representing an organization or group, please give the name:
Please note that all information presented at a City Council meeting becomes public record.
All information provided is optional.
EAl'.C.'y
REQUEST TO SPEAK
CITY OF TEMECULA
Public Comment: Non -Agenda Item: Agenda Item:
Agenda Item No. For Against El
Date: Y I o I �
❑ �- k � Tt` 0 C \ e � 0- --
Request to Speak forms for Public Comments or items listed on the Consent Calendar may be submitted to the City Clerk prior to the City Council commencing the Public Comment period. For all Public Hearing or Council Business items on the Agenda, a Request to Speak form may be submitted to the City Clerk prior to the City Council addressing that item. Once the speaker is called to speak, please come forward to the podium and state your name for the regard. RI �(,,
Name: r� Phone Number: il
d `� �� C J I i, `�,,_ g 2- S 1
Email address: n
you are representing an organization or group, please give the name:
Please note that all information presented at a City Council meeting becomes public record.
All information provided is optional.
REQUEST TO SPEAK
CITY OF TEMECULA
1989
Public Comment: Non -Agenda Item: M Agenda Item:
Date: 6_/W-t)
Agenda Item No. For F51 Against El P R I D 6- �p
Request to Speak forms for Public Comments or items listed on the Consent Calendar may be submitted to the City Clerk prior to the City Council commencing the Public Comment period. For all Public Hearing or Council Business items on the Agenda, a Request to Speak form may be submitted to the City Clerk prior to the City Council addressing that item. Once the speaker is called to speak, please come forward to the podium and state your name for the record.
Name:
Address
Email address:
If you are representing an organization or group, please give the name:
Phone Number:
Please note that all information presented at a City Council meeting becomes public record.
All information provided is optional.
Public Comment:
Agenda Item No.
REQUEST TO SPEAK
CITY OF TEMECULA
Date:
Non -Agenda Item: 0 Agenda Item: El
For Against
Request to Speak forms for Public Comments or items listed on the Consent Calendar may be submitted to the City Clerk prior to the City Council commencing the Public Comment period. For all Public Hearing or Council Business items on the Agenda, a Request to Speak form may be submitted to the City Clerk rp for to the City Council addressing that item. Once the speaker is called to speak, please come forward to the podium and state your name for the record.
Name: _Z3_v�`�" Phone Number:
Address:
Email address:
If you are representing an organization or group, please give the name:
Please note that all information presented at a City Council meeting becomes public record.
All information provided is optional.
Public Comment:
Agenda Item No.
REQUEST TO SPEAK
CITY OF TEMECULA
Non -Agenda Item: T1 Agenda Item: EJ
For ❑ Against ❑
Date: 6 // 7 / 2 —�_
Request to Speak forms for Public Comments or items listed on the Consent Calendar may be submitted to the City Clerk prior to the City Council commencing the Public Comment period. For all Public Hearing or Council Business items on the Agenda, a Request to Speak form may be submitted to the City Clerk prior to the City Council addressing that item. Once the speaker is called to speak, please come forward to the podium and state your name for the record. %
Name: �f*'t`N / aJ L Phone Number:
Address: ` v��~c CA- 92-S-6 Z
Email address: '�
If you are representing an organization or group, please give the name:
Please note that all information presented at a City Council meeting becomes public record.
All information provided is optional.
REQUEST TO SPEAK /
CITY OF TEMECULA
;r
1989
Date: e,
Public Comment: Non -Agenda Item: Agenda Item: ❑
VAgenda Item No. For Against El
Request to Speak forms for Public Comments or items listed on the Consent Ca VtZ e ar ma e sub7ot;e WCity
Clerk rp for to the City Council commencing the Public Comment period. For all Public Hearing or Council Business items on the Agenda, a Request to Speak form may be submitted to the City Clerk prior to the City Council addressing that item. Once the speaker is called to speak, please come forward to the podium and state your name for the re`cord�.
Name: %liG�%% /�J//i�CG� Phone Number:
Address:
Email address:
If you are representing an organization or groLV, please give the name:
Please note that all information presented at a City Council meeting becomes public record.
All information provided is optional.
REQUEST TO SPEAK
CITY OF TEMECULA
1989
Public Comment: Non -Agenda Item: 10 Agenda Item:
Agenda Item No. For ❑ Against ❑
Date: 6 liq
Request to Speak forms for Public Comments or items listed on the Consent Calendar may be submitted to the City Clerk prior to the City Council commencing the Public Comment period. For all Public Hearing or Council Business items on the Agenda, a Request to Speak form may be submitted to the City Clerk prior to the City Council addressing that item. Once the speaker is called to speak, please come forward to the podium and state your name for the reco (aa7eI
.� 1Name: \ I/ \��.� (1 Phone Number:
Address:
If you are representing an organization or group, please give the name:
Please note that all information presented at a City Council meeting becomes public record.
All information provided is optional.
\ REQUEST TO SPEAK
,
\' CITY OF TEMECULA
s
Date: �� l
Public Comment: Non -Agenda Item: V Agenda Item: El
Agenda Item No. For El Against
Request to Speak forms for Public Comments or items listed on the Consent Calendar may be submitted to the City Clerk prior to the City Council commencing the Public Comment period. For all Public Hearing or Council Business items on the Agenda, a Request to Speak form may be submitted to the City Clerk prior to the City Council addressing that item. Once the speaker is called to speak, please come forward to the podium and state your name for the record.
Name: 1 Phone Number:
Address
Email address:
If you are representing an organization or group, please give the name. - Please note that all information presented at a City Council meeting becomes public record.
All information provided is optional.
REQUEST TO SPEAK
y., CITY OF TEMECULA
1989
Date: Z I " 1 / ZC 2- 2-
Public Comment: Non -Agenda Item: 51 Agenda Item: ❑
Agenda Item No. For ❑ Against
Request to Speak forms for Public Comments or items listed on the Consent Calendar may be submitted to the City Clerk rp for to the City Council commencing the Public Comment period. For all Public Hearing or Council Business items on the Agenda, a Request to Speak form may be submitted to the City Clerk prior to the City Council addressing that item. Once the speaker is called to speak, please come forward to the podium and state your name for the record.
Name: C)O Phone Number
Address
.
Email address:
If you are representing an organization or group, please give the name:
Please note that all information presented at a City Council meeting becomes public record.
All information provided is optional.
From:
Randi Johl
Sent:
Monday, June 13, 2022 8:54 AM
To:
'Doug Price'
Subject:
RE: Pride Proclamation
Thank you for your comments. They were received and will be read and/or included into the record pursuant to the Public Comment policy outlined on the agenda at the next meeting.
Randi Johl, JD, MMC, CDE
Legislative Director / City Clerk
(951) 694-6421
[email protected]
41000 Main St, Temecula, CA 92590
Please note that email correspondence with the City of Temecula, along with attachments, may be subject to the California Public Records Act, and therefore may be subject to disclosure unless otherwise exempt. -----Original Message -----
From: Doug Price
Subject: Pride Proclamation
CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe.
Thank you for supporting the LGBTQ+ Community with a Pride Proclamation. One of things that makes me proud to be a resident, is that this great city is inclusive. The world needs more love and less hate.
Sincerely,
Doug Price
From:
Randi Johl
Sent:
Monday, June 13, 2022 8:54 AM
To:
'Susan Martin'
Subject:
RE: LGBTQ+
Thank you for your comments. They were received and will be read and/or included into the record pursuant to the Public Comment policy outlined on the agenda at the next meeting.
Randi 1ohl, JD, MMC, CDE
Legislative Director / City Clerk
(951) 694-6421
[email protected]
41000 Main St, Temecula, CA 92590
Please note that email correspondence with the City of Temecula, along with attachments, may be subject to the California Public Records Act, and therefore may be subject to disclosure unless otherwise exempt. -----Original Message -----
From: Susan Martin
Subject: LGBTQ+
CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe.
As an ally to the LGBTQ community, thank you for supporting PRIDE with a proclamation. There is no place for hate and discrimination in Temecula!
In support,
Sue Martin
Sent from my Whone
From:
Randi Johl
Sent:
Monday, June 13, 2022 8:54 AM
To:
'ctmassa'
Subject:
RE: Public Comment for Tuesday's City Council Meeting
Thank you for your comments. They were received and will be read and/or included into the record pursuant to the Public Comment policy outlined on the agenda at the next meeting.
Randi Johl, JD, MMC, CDE
Legislative Director / City Clerk
(951)694-6421
rand i.iohl dtemeculaca.gov
41000 Main St, Temecula, CA 92590
Please note that email correspondence with the City of Temecula, along with attachments, may be subject to the California Public Records Act, and therefore may be subject to disclosure unless otherwise exempt.
From: ctmassa
Subject: Public Comment for Tuesday's City Council Meeting CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe.
Hi Randi,
I hope you are doing well. I am on vacation this week but would like to submit this written public comment for the Pride proclamation as this week's meeting. Thank you for accepting into the record.
Hello Temecula City Council, I wanted to take this moment to commend the Council for recognizing Pride month, and for their acceptance of the LGBTQIA+ community. There is almost no better way, for a town that promotes itself with "Love," to do just that. It takes all kinds of people to make a city. This recognition makes me, a Christian, a wife and mother, and a staunch Ally, proud of our Temecula.
There will be some who do not support this proclamation, and that confounds me. Is that really Christ -like behavior? Tolerance is always key and is one of the most overt ways to show love. Let's teach our neighbors, and our children, not to judge a book by its cover, not to make assumptions
about the life someone lives, and to not live in fear of what one doesn't know or understand. Come together as community, seek to understand, build bridges, and show love. Temecula has a heart —for all of its residents, not just the cis, straight ones. All need to feel welcome here.
Thank you for your time, and for recognizing these important, contributing, and deserving members of our community.
Thanks,
Christine T. Massa
From: Randi Johl
Sent: Monday, June 13, 2022 8:53 AM
To:
Subject: RE: City Council Comments ... The Deadly Sin Pride Thank you for your comments. They were received and will be read and/or included into the record pursuant to the Public Comment policy outlined on the agenda at the next meeting.
Randi Johl, JD, MMC, CDE
Legislative Director / City Clerk
(951)694-6421
randi iohl(&temeculaca.gov
41000 Main St, Temecula, CA 92590
Please note that email correspondence with the City of Temecula, along with attachments, may be subject to the California Public Records Act, and therefore may be subject to disclosure unless otherwise exempt.
From:
Sent: Sunday, June 12, 2022 3:31 PM
To: Council Comments
Cc: Jessica Alexander ; Maryann Edwards ;
Matt Rahn ; Zak Schwank ; James Stewart
; Council Assistant ; Erika Ramirez
; Randi Johl ; REDI Commission
Subject: City Council Comments ... The Deadly Sin Pride ICAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe.
The following comment is submitted to be read at the June 14 Temecula City Council Meeting in regards to Public Comments - Non -Agenda Items Dear Temecula City Council;
Regarding the City Council's Presentation of Proclamation for Pride Month, it's quite apparent that this concept of pride sorely needs to be addressed.
Our American society and constitutional republic are deeply ingrained with the Western Canon of which Judeo-Christianity serves as the base foundation.
Throughout Western religions, numerous theologians have studied and written about the Seven Deadly Sins.
Biblically, the sin of pride is foremost associated with the fall of Lucifer and his casting out of Heaven. Pride is to be rebellious against God and His Natural Order. World leaders, celebrities, and even our own neighbors, friends and family regularly exhibit willful demonstrations of pride.
Vladimir Putin's invasion of Ukraine is a glaring example of pride as Putin seeks a vainglorious restoration of a long gone Imperial Russian Empire.
President Biden regularly exhibits his pride by falsely claiming the US has the 'fastest -growing economy in the world' despite the fact that America has suffered a negative growth rate of -1.4%. Joe Biden's pride is yoked to his ideological belief that he is right, regardless of the economic hardships endured by too many Americans.
We see our own family, friends, and perhaps even ourselves, overly preoccupied with "selfie" photos and constant ramblings on social media; just more preening and self -promoting ... me, me, me.
Why does this City Council, and too much of our society at large, so readily twist the sin of pride into a false virtue by issuing such Pride Month proclamations? To increase self-esteem, misguided elementary school teachers extolled students to "believe in themselves." Kids are given participation awards. The month of June has become an exhibition of crass vanity when a strong cup of humility is needed.
Lastly a bit of gentle advice to local LGBTQ folks, as many have long maintained that sexuality is biologically ingrained, like hair color or eye color.
Yet we do not have a national month for brunettes or a national blue -eyes week, nor should we.
If you don't want to be treated differently for being gay, then stop acting like being gay somehow makes you special. Your sexual orientation is neither a great achievement nor a holiday. You have not accomplished anything noteworthy by simply being attracted to one sex or another.
Respectfully Submitted,
Rick Reiss
N
Temecula, CA
92592
P.S. I have Cc this to the City Council Members, Staff and Bcc this to various interested parties as well as media contacts.
Sent from my iPad
References:
http://www.deadlysins.com/pride/
http://www.artandpopularculture.com/Western canon
http://www.artandpopularculture.com/Bible
https://christian.net/resources/seven-deadly-sins-a-history-of-christianity-and-the- bible
https://www.christianity.com/theology/theological-faq� how-did-lucifer-fall-and-become- satan-11557519.html
https://www.euronews.com/my-europe/2022/02/24/what-s-really-behind-putin-s- invasion-of-ukraine
https://www.cnn.com/2022/06/10/politics/fact-check-biden-fastest-arowina-economy- jimmy-kimmel/index.html
https://www.forbes.com/sites/jonathanponciano/2022/05/26/us-economy-shrank-15- last-quarter-in-worst-showing-since-covid-recession-new-Qdp-estimate- shows/?sh=3c4d49824e14
From:
Randi Johl
Sent:
Monday, June 13, 2022 8:51 AM
To:
'Erin McMillan'
Subject:
RE: Thank you
Thank you for your comments. They were received and will be read and/or included into the record pursuant to the Public Comment policy outlined on the agenda at the next meeting.
Randi Johl, JD, MMC, CDE
Legislative Director / City Clerk
(951)694-6421
randi.johl c(btemeculaca.gov
41000 Main St, Temecula, CA 92590
Please note that email correspondence with the City of Temecula, along with attachments, may be subject to the California Public Records Act, and therefore may be subject to disclosure unless otherwise exempt.
From: Erin McMillan
Subject: Thank you
CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe.
Thank you for supporting LGBTQ+ PRIDE with the Proclamation.
Erin Benites
From:
Randi Johl
Sent:
Tuesday, June 14, 2022 1:54 PM
To:
'Terri Ayer'
Subject:
RE: Pride Month
Thank you for your comments. They were received and will be read and/or included into the record pursuant to the Public Comment policy outlined on the agenda at the next meeting.
Randi Johl, JD, MMC, CDE
Legislative Director / City Clerk
(951)694-6421
[email protected]
41000 Main St, Temecula, CA 92590
Please note that email correspondence with the City of Temecula, along with attachments, may be subject to the California Public Records Act, and therefore may be subject to disclosure unless otherwise exempt.
From: Terri Ayer
Subject: Pride Month
CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe.
Hello... Temecula does not need a Pride Month! If you do a that, then I want a straight month. We are bombarded with this pride stuff.
Thank you
Terri Ayer
Sent from my Verizon, Samsung Galaxy smartphone
From:
Randi Johl
Sent:
Tuesday, June 14, 2022 1:52 PM
To:
'Prince Nova'
Subject:
RE: Pride Proclamation, My Story.
Thank you for your comments. They were received and will be read and/or included into the record pursuant to the Public Comment policy outlined on the agenda at the next meeting.
Randi Johl, JD, MMC, CDE
Legislative Director / City Clerk
(951)694-6421
randi.johl(cbtemeculaca.gov
41000 Main St, Temecula, CA 92590
Please note that email correspondence with the City of Temecula, along with attachments, may be subject to the California Public Records Act, and therefore may be subject to disclosure unless otherwise exempt.
From: Prince Nova
Subject: Pride Proclamation, My Story.
CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe.
As I am unable to attend the Pride Proclamation to read this, I hope someone will at least read this, all of this.
My name is Elliot Novak, I am 18 years old, and I am an openly queer transmasculine person. This is a very short version of my story. I came out as queer when I was 10, there was no difficulty met, my friends at the time accepted me and so did my family. I came out as transgender at 13 and began my social transition, my family accepted me but my peers did not. My teachers welcomed my new name and my pronouns and I was welcomed by staff at my middle school but my peers were ruthless. They would change my name on assignments and make it known that my friends were no longer friends, i give them grace though, it was in the midst of the election and most were regurgitating their parents words and also it was middle school, everyone is horrible in middle school. And so I started high school, my name changed in the system within a few weeks of freshmen year and only the few students I was in middle school with new my deadname. Unfortunately that is when I came into trouble with staff. I remember distinctly a teachers aid refusing to use my chosen name because "it wasnt on the paper work" all while being ok with nicknames or middle names. I quickly learned that it was better to stay quiet. I'm not a quiet person. She continued to do so until eventually one of my actual friends said if she didn't stop and use Elliot she would file an official complaint. From then on she never called my deadname or chosen name in attendance. I was harassed and bullied to the point that I had tried to hang myself in the
school bathroom. I was sent to residential therapy for a little over a month and came back before finals. I was a dead man walking to many when I came back.
Sophomore year I decided to start the first ever Gay Straight Alliance at River Springs Charter school, although I am unaware of it current active status. To even found the club I ran into hurdles, and when I talked to other club leaders I realized that they didn't have to do the same. I had to fill out a club application, as expected, but then had to maintain and prove attendance, which none of the other clubs had to do. Our members always fluctuated as some students would put others or target us. All clubs were supposed to have a page in the yearbook, when publishing day came, the GSA page mysteriously disappeared, instead the Christian club had two pages. A failing club in a small, queerphobic school was expected, what wasn't was the staffs failure to protect ALL of their students. After reporting to the principal the sexual harassment many of my friends were facing on the basis that they were queer, led by one student, the principal failed to act. When I said I would inform the teachers I was told I was running an agenda against a student who disagreed with me when I had screenshots and videos of him assaulting my friends. I was told because it didn't happen to me, I couldn't do anything. My friends and I were groped, and deadnamed, told we hadn't found the right dick yet, and threatened to be raped, and the school did nothing while plastering anti -bullying posters and zero -tolerance policies. I still believe that if it weren't for us being openly queer, the faculty that was aware would've have acted.
Junior year, I transferred to Great Oak High School. At this point I decided to lay low, I would stay to my friend group and keep to myself. I would still wear my pronoun pins and pride jackets, but I would sit as far away from everyone in class and try to stay to myself. I wasn't going to make the same mistake twice. I befriended the teachers, and they were all so amazing with my name and pronouns, some even defending against other students in class, but despite this I was still targeted. In third period English I was relentlessly sexually harassed by a student, he would sit on my desk, go through my things, touch me without permission, try and guess my deadname me and much more. He would shout slurs at me in the halls and in class. I never said anything back except an occasional snap of please stop. One day I was pulled into a counselors office, apparently he has been showing lewd photos to other students and saying who I would have sex with, who he would force me to be intimate with when he watched and other gross sexual things, I was unaware but other students reported him for that. I told the faculty that I was unaware that had happened but of the other things he had done to me and thankfully my classmates had similar testimonies to support me. I appreciate Great Oak for taking action, changing his class and dealing appropriate consequences.
Senior year was all online due to the pandemic but as numbers were lessening the school had decided to still run homecoming. I was nominated for homecoming king. I am not social and didn't keep up with school events, so I didn't nominate myself and whoever did is still a mystery, all I know is I was ecstatic that I was, let alone in the correct category. When I asked my mom if I could continue with my nomination, she was hesitant, she thought it was going to be a Carrie situation. I still decided to continue to run and I made it to the final 5. When I arrived to the football stadium, I could feel eyes on me. Tickets were limited to the game, only to family, staff and nominees. The nominees were dressed nice so it was easier to find us in the barren bleachers. I was called various slurs and when the game was happening I saw cheerleaders pointing to me and whispering. I didn't win and didn't expect to win with the TikTok twins running, but I didn't expect to make it to the final 5 either. There were a few people who I didn't know who congratulated me but the stares and dirty looks were stronger.
I wanted to share my story to show that LGBTQ+ people have lives, and emotions, we aren't some scary entity created by the media. We live and breathe and feel as much as anyone else. I don't want to hear of bullying and suicide. I want these kids to express themselves and learn and grow in a loving environment. Staff and peers should be nurturing and helping each other grow. Temecula having a Pride Proclamation honoring our Queer Youth is a step forward, and we need to keep moving forward instead of getting scared and running back. is
1 From:Justine Hose <
Sent:Tuesday, June 14, 2022 10:45 AM
To:Council Comments
Subject:Non agenda speaker
CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe.
Hi, I am a homeowner in the Sommers bend community here in Temecula. I would like to speak on the safety of the roads in our neighborhood and the ongoing speeding issues. We have a lot of traffic due to the public Sommers bend sports park in our neighborhood. I would like to address the possibility of a paved road to the wineries possibly raising the thought of a gate for the community but not the Sommers bend road.
Thank you,
Justine Hose
Sent from my iPhone
From: Randi Johl
Sent: Tuesday, June 14, 2022 1:52 PM
To: '
Subject: RE: Pride Proclamation
Thank you for your comments. They were received and will be read and/or included into the record pursuant to the Public Comment policy outlined on the agenda at the next meeting.
Randi Johl, JD, MMC, CDE
Legislative Director / City Clerk
(951) 694-6421
rand i.iohl()temeculaca.gov
41000 Main St, Temecula, CA 92590
Please note that email correspondence with the City of Temecula, along with attachments, may be subject to the California Public Records Act, and therefore may be subject to disclosure unless otherwise exempt.