Agenda — Temecula City Council, June 9, 2026 (part 2 of 3)

w C-Y

SCHEDULE OF AUTHORIZED POSITIONS
As of July 1, 2026

INFORMATION TECHNOLOGY
Assistant Director Information Technology/Support Svcs
FY2026-27
Number of
Positions

1.0 salary Schedule 0
Monthly Salary
Minimum Maximum
13,045 18,434
Bargaining
Unit-
MCP
Exempt/Non-
Exempt
E
Director of Information Technology/Support Svcs

1.0 15,895 22,459
Exec
E
Information Technology Manager

1.0 11,820 16,699
MCP
E
Information Technology Specialist 1/11 (Confidential)

2.0 6,375 9,464
MCP
NE
Information Technology Supervisor (Confidential)

4.0 8,161 11,530
MCP
NE
Information Technology Supervisor (Multimedia Services) (Confidential)

1.0 8,161 11,530
MCP
NE
Information Technology Technician 1/11

0.5 5,496 8,161
MCP
NE
Management Analyst

1.0 7,212 10,190
MCP
E
Senior Administrative Assistant

1.0 6,068 7,769
Rep
NE
Senior Information Technology Specialist (Confidential)

2.0 7,393 10,449
MCP
NE
Support Services
Information Technology Technician 1/11

0.5 5,496 8,161
MCP
NE
Office Specialist 1/11- AM

0.6 4,401 5,919
Rep
NE
Office Specialist 1/11- PM

0.6 4,401 5,919
Rep
NE
Support Services Supervisor

COMMUNITY DEVELOPMENT
Assistant Director of Community Development
1 1.0

1.0 1 5,105 6,535
13,373 18,893
1 Rep
MCP
NE
E
Director of Community Development

1.0 16,293 23,022
Exec
E
Management Assistant

1.0 5,919 7,576
Rep
NE
Senior Administrative Assistant

1.0 6,068 7,769
Rep
NE
Planning
Assistant Planner

1.0 6,698 8,575
Rep
NE
Associate Planner I (underfill as Planning Technician)

1.0 7,769 9,942
Rep
NE
Associate Planner 1/11

1.0 7,769 10,974
Rep
NE
Community Development Technician II

2.0 6,535 8,365
Rep
NE
Community Development Technician 11 (underfill as Comm Dev Tech 1)

1.0 6,535 8,365
Rep
NE
Planning Manager

1.0 11,530 16,293
MCP
E
Principal Management Analyst

1.0 9,233 13,045
MCP
E
Principal Planner (underfill as Associate Planner I)

1.0 10,449 14,759
MCP
E
Senior Community Development Technician

2.0 7,212 9,233
Rep
NE
Senior Management Analyst

0.1 8,365 11,820
MCP
E
Senior Office Specialist

1.0 5,105 6,535
Rep
NE
Senior Planner

2.0 9,464 13,373
MCP
E
Building and Safety/Code Enforcement
Building Inspector l
Building Inspector 11
Building Official
Code Enforcement Manager

1.0 6,864 8,790
Rep
NE

2.0 7,576 9,700
Rep
NE

1.0 12,116 17,120
MCP
E

1.0 8,575 12,116
MCP
E
Code Enforcement Officer 1

2.0 5,775 7,393
Rep
NE
Code Enforcement Officer 11

1.0 6,375 8,161
Rep
NE
Plan Checker

1.0 9,233 11,820
Rep
NE
Senior Administrative Assistant

2.0 6,068 7,769
Rep
NE
Senior Building Inspector

2.0 8,365 10,709
Rep
NE
Senior Code Enforcement Officer (underfill as Code Enforcement Officer 11)

1.0 7,037 9,006
Rep
NE
Senior Management Analyst

0.9 8,365 11,820
MCP
E
Community Development Subtotal:

33.0

Page 2 of 4 ends

SCHEDULE OF AUTHORIZED POSITIONS
As of July 1, 2026

PUBLIC WORKS
Assistant Director of Public Works
Director of Public Works
Program Manager
Senior Administrative Assistant
FY2026-27
Number of
Positions

1.0 salary Schedule
Monthly Salary
Minimum Maximum
14,401 20,348
Bargaining
Unit-
MCP
Exempt/Non-
Exempt
E

1.0 16,293 23,022
Exec
E

1.0 9,233 13,045
MCP
E

1.0 6,068 7,769
Rep
NE
Senior Management Analyst

1.0 8,365 11,820
MCP
E
CIP Administration
Assistant Engineer 1/11

1.0 7,393 9,942
Rep
NE
Associate Engineer 1

2.0 8,575 10,974
Rep
E
Associate Engineer 11

2.0 9,464 12,116
Rep
E
Principal Civil Engineer

2.0 12,418 17,545
MCP
E
Senior Civil Engineer

1.0 11,251 15,895
MCP
E
Senior Public Works Inspector

2.0 8,161 10,449
Rep
NE
Senior Public Works Inspector (underfill as Public Works Inspector 1)

1.0 8,161 10,449
Rep
NE
Supervising Public Works Inspector

1.0 9,006 11,530
Rep
NE
Land Development/NPDES
Associate Civil Engineer

1.0 9,942 12,728
Rep
E
Associate Civil Engineer (underfill as Associate Engineer 1)

1.0 9,942 12,728
Rep
E
Associate Engineer 11

2.0 9,464 12,116
Rep
E
Management Assistant (underfill as Senior Office Specialist)

1.0 5,919 7,576
Rep
NE
Senior Management Analyst (underfill as Management Analyst)

1.0 8,365 11,820
MCP
E
Senior Office Specialist

1.0 5,105 6,535
Rep
NE
Senior Public Works Inspector

1.0 8,161 10,449
Rep
NE
Traffic
Associate Civil Engineer

1.0 9,942 12,728
Rep
E
Principal Civil Engineer

1.0 12,418 17,545
MCP
E
Senior Signal Technician

2.0 8,161 10,449
Rep
NE
Signal Technician1/11

1.0 7,037 9,464
Rep
NE
Maintenance (Streets, Facilities, Parks)
Custodian II - Facilities

2.0 3,987 5,105
Rep
NE
Field Supervisor - Trades

1.0 7,961 10,190
Rep
NE
Landscape Inspector 11

1.0 6,698 8,575
Rep
NE
Lead Maintenance Worker- Electrician

1.0 7,212 9,233
Rep
NE
Lead Maintenance Worker- Facilities

1.0 7,212 9,233
Rep
NE
Lead Maintenance Worker- HVAC

1.0 7,212 9,233
Rep
NE
Lead Maintenance Worker - Parks

2.0 5,775 7,393
Rep
NE
Lead Maintenance Worker- Streets (underfill as Maintenance Worker 11)

3.0 5,775 7,393
Rep
NE
Lead Maintenance Worker -Trades

1.0 7,212 9,233
Rep
NE
Maintenance Manager

1.0 12,116 17,120
MCP
E
Maintenance Superintendent

3.0 10,974 15,508
MCP
E
Maintenance WorkerI - Parks

1.0 4,741 6,068
Rep
NE
Maintenance Worker I - Streets

5.0 4,741 6,068
Rep
NE
Maintenance Worker 11- Facilities

2.0 6,221 7,961
Rep
NE
Maintenance Worker 11-Parks

1.0 5,231 6,698
Rep
NE
Maintenance Worker 11 - Streets

2.0 5,231 6,698
Rep
NE
Parks & Trails Specialist II
Senior Landscape Inspector
Senior Management Analyst
Senior Office Specialist
Public Works Subtotal:

3.0 6,375 8,161
Rep
NE

1.0 7,393 9,464
Rep
NE

1.0 8,365 11,820
MCP
E

1.0 64.1
1 5,105 6,535
1 Rep
NE

Page 3 of 4 ends

SCHEDULE OF AUTHORIZED POSITIONS
As of July 1, 2026
FIRE
Community Development Technician II
Fire Inspector II
Office Specialist 1/II
FY2026-27
Number of
Positions
Salary Schedule
Monthly Salary
Minimum Maximum
9 Exempt/Non-
Exempt

2.0 6,535 8,365
Rep
NE

1.0 8,790 11,251
Rep
NE

1.0 1.0
4,401 5,919
8,365 11,820
Rep
MCP
NE
E
Senior Management Analyst
Emergency Management
Emergency Manager
Fire Subtotal:

COMMUNITY SERVICES
Assistant Director of Community Services

1.0 6.0

1.0 1 8,790 12,418
13,045 18,434
1 MCP
MCP
E
E
Community Services Coordinator 1/11

6.0 5,919 7,961
Rep
NE
Community Services Manager

4.0 10,709 15,129
MCP
E
Community Services Specialist 1/11

1.0 5,105 6,864
Rep
NE
Community Services Superintendent

3.0 11,820 16,699
MCP
E
Community Services Supervisor 1/11

11.0 6,864 9,233
Rep
NE
Director of Community Services

1.0 15,895 22,459
Exec
E
Management Assistant

1.0 5,919 7,576
Rep
NE
Multimedia Coordinator

2.0 7,212 9,233
Rep
NE
Theater Technical Coordinator 1/11

1.0 5,919 7,961
Rep
NE
Theater Technical Coordinator 1/II (underfill as Theater Technical Specialist II) Community Services Subtotal:
1 1.0
1 32.0
5,919 7,961
Rep
NE
** Bargaining Units:

Rep = Represented
MCP = Management/Confidential
Exec = Executive
Authorized/Unfunded positions:

Community Development - Planning
Principal Planner
Community Services
Community Services Manager
Community Services Superintendent
Community Services Supervisor 1/II

1.0 10,449 14,759
MCP
E

2.0 10,709 15,129
MCP
E

1.0 11,820 16,699
MCP
E

2.0 6,864 9,233
Rep
NE
Limited Term Assignment Positions:

COMMUNITY SERVICES
Management Assistant

1.0 5,919 7,576
Rep
NE

HUMAN RESOURCES
Administrative Assistant (Confidential)

1.0 5,496 7,769
MCP
NE
Human Resources Technician 1/II

1.0 5,637 8,365
MCP
NE
Senior Management Analyst

1.0 8,365 11,820
MCP
E

INFORMATION TECHNOLOGY
Office Specialist 1/II - PM

1.0 4,401 5,919
Rep
NE

Page 4 of 4 ends

CITY OF TEMECULA

SALARY SCHEDULE
EFFECTIVE June 27, 2026
Adopted by City Council on June 9, 2026
S'l'iy Step,
Class Family/Title Level Class Code Time Base
MCP Only

ADMINISTRATIVE
Executive Assistant 11 4 950-004 Hourly

38.64 39.60

40.60 41.61

42.65 43.71

44.82 45.93

47.08 48.26

49.47 50.71

51.96 53.27

54.60 Monthly
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
Annually80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,.97.150
105,476.80
108,076.80
110,801.60
113,568.00
Executive Assistant l 4 951-004 Hourly

36.78 37.70

38.64 39.60

40.60 41.61

42.65 43.71

44.82 45.93

47.08 48.26

49.47 50.71

51.96 Monthly
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
Annually
76,502.40
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
Senior Administrative Assistant 4 952-004 Hourly

35.01 35.89

36.78 37.70

38.64 39.60

40.60 41.61

42.65 43.71

44.82 45.93

47.08 48.26

49.47 Monthly
6,068.40
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
Annually
72,820.80
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
Administrative Assistant 3 953-003 Hourly

31.71 32.52

33.32 34.15

35.01 35.89

36.78 37.70

38.64 39.60

40.60 41.61

42.65 43.71

44.82 Monthly
5,496.40
5,636.80
5,775.47
5,919.33
6,068.40
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
Annually
65,956.80
67,641.60
69,305.60
71,032.00
72,820.80
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
Senior Office Specialist 2 954-002 Hourly

29.45 30.18

30.95 31.71

32.52 33.32

34.15 35.01

35.89 36.78

37.70 38.64

39.60 40.60

41.61 Monthly
5,104.67
5,231.20
5,364.67
5,496.40
5,636.80
5,775.47
5,919.33
6,068.40
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
Annually
61,256.00
62,774.40
64,376.00
65,956.80
67,641.60
69,305.60
71,032.00
72,820.80
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
Office Specialist 11 1 955-001 Hourly

26.68 27.35

28.03 28.74

29.45 30.18

30.95 31.71

32.52 33.32

34.15 35.01

35.89 36.78

37.70 Monthly
4,624.53
4,740.67
4,858.53
4,981.60
5,104.67
5,231.20
5,364.67
5,496.40
5,636.80
5,775.47
5,919.33
6,068.40
6,220.93
6,375.20
6,534.67
Annually
55,494.40
56,888.00
58,302.40
59,779.20
61,256.00
62,774.40
64,376.00
65,956.80
67,641.60
69,305.60
71,032.00
72,820.80
74,651.20
76,502.40
78,416.00
Office Specialist l 1 956-001 Hourly

25.39 26.04

26.68 27.35

28.03 28.74

29.45 30.18

30.95 31.71

32.52 33.32

34.15 35.01

35.89 Monthly
4,400.93
4,513.60
4,624.53
4,740.67
4,858.53
4,981.60
5,104.67
5,231.20
5,364.67
5,496.40
5,636.80
5,775.47
5,919.33
6,068.40
6,220.93
Annually
52,811.20
54,163.20
55,494.40
56,888.00
58,302.40
59,779.20
61,256.00
62,774.40
64,376.00
65,956.80
67,641.60
69,305.60
71,032.00
72,820.80
74,651.20
Office Aide 1 959-001 Hourly

19.84 20.33

20.84 21.37

21.90 22.44

23.00 23.58

24.16 24.77

25.39 26.04

26.68 27.35

28.03 Monthly
3,438.93
3,523.87
3,612.27
3,704.13
3,796.00
3,889.60
3,986.67
4,087.20
4,187.73
4,293.47
4,400.93
4,513.60
4,624.53
4,740.67
4,858.53
Annually
41,267.20
42,286.40
43,347.20
44,449.60
45,552.00
46,675.20
47,840.00
49,046.40
50,252.80
51,521.60
52,811.20
54,163.20
55,494.40
56,888.00
58,302.40

ANALYST
Principal Management Analyst 7 901-007 Hourly

53.27 54.60

55.96 57.36

58.79 60.28

61.78 63.31

64.91 66.52

68.19 69.90

71.64 73.43

75.26 Monthly
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
12,727.87
13,045.07
Annually
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,684.80
135,012.80
138,361.60
141,835.20
145,392.00
149,011.20
152,734.40
156,540.80
Senior Management Analyst 6 902-006 Hourly

48.26 49.47

50.71 51.96

53.27 54.60

55.96 57.36

58.79 60.29

61.78 63.31

64.91 66.52

68.19 Monthly
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
Annually
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,694.80
135,012.80
138,361.60
141,835.20
Management Analyst 5 903-005 Hourly

41.61 42.65

43.71 44.82

45.93 47.08

48.26 49.47

50.71 51.96

53.27 54.60

55.96 57.36

58.79 Monthly
7,212.40
7,392.67
71576.40
7,769.80
7,961.20
9160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
Annually
86:548.80
88:712.00
90,916.80
93,225.60
95:534.40
97:926.40
100,380.80
102,897.60
105:476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
Management Assistant 4 904-004 Hourly

34.15 35.01

35.89 36.78

37.70 38.64

39.60 40.60

41.61 42.65

43.71 44.82

45.93 47.08

48.26 Monthly
5,919.33
6,068.40
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
Annually
71,032.00
72,820.80
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
Management Aide 111 3 905-003 Hourly

30.95 31.71

32.52 33.32

34.15 35.01

35.89 36.78

37.70 38.64

39.60 40.60

41.61 42.65

43.71 Monthly
5,364.67
5,496.40
5,636.80
5,775.47
5,919.33
6,068.40
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
Annually
64,376.00
65,956.80
67,641.60
69,305.60
71,032.00
72,820.80
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
Management Aide 11 2 906-002 Hourly

28.03 28.74

29.45 30.18

30.95 31.71

32.52 33.32

34.15 35.01

35.89 36.78

37.70 38.64

39.60 Monthly
4,858.53
4,981.60
5,104.67
5,231.20
5,364.67
5,496.40
5,636.80
5,775.47
5,919.33
6,068.40
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
Annually
58,302.40
59,779.20
61,256.00
62,774.40
64,376.00
65,956.80
67,641.60
69,305.60
71,032.00
72,820.80
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
Management Aide l 1 907-001 Hourly

25.39 26.04

26.68 27.35

28.03 28.74

29.45 30.18

30.95 31.71

32.52 33.32

34.15 35.01

35.89 Monthly
4,400.93
4,513.60
4,624.53
4,740.67
4,858.53
4,981.60
5,104.67
5,231.20
5,364.67
5,496.40
5,636.80
5,775.47
5,919.33
6,068.40
6,220.93
Annually
12,811,20
54,163.20
55,494.40
56,888.00
58,302.40
59,779.20
61,256.00
62,774.40
64,376.00
65,956.80
67,641.60
69,305.60
71,032.00
72,820.80
74,651.20
Intern 1 908-001 Hourly

18.88 19.35

19.84 20.33

20.84 21.37

21.90 22.44

23.00 23.58
24,16
Monthly
3,272.53
3,354.00
3,438.93
3,523.87
3,612.27
3,704.13
3,796.00
3,889.60
3,986.67
4,087.20
4,187.73
Annually
39,270.40
40,248.00
41,267.20
42,286.40
43,347.20
44,449.60
45,552.00
46,675.20
47,840.00
49,046.40
50,252.80
YAh0Uii 41

CITY OF TEMECULA

SALARY SCHEDULE
EFFECTIVE June 27, 2026
Adopted by City Council on June 9, 2026
Salary Step, MCP Only
Class Family/Title Level Class Code Time Base

COMMUNITY DEVELOPMENT
Director of Community Development 8 300-008 Hourly

94.00 96.34 98.77
101.22 103.75
106.35
109.00 111.73 114.52 117.39 120.32 123.33 126.41 129.57 132.82 Monthly
16,293.33
16,698.93 17,120.13
17,544.80 17,983.33
18,434.00
18,893.33 19,366.53 19,850.13 20,347.60 20,855.47 21,377.20 21,911.07 22,458.80 23,022.13 Annually
195,520.00
200,387.20 205,441.60
210,537.60 215,800.00
221,208.00
226,720.00 232,398.40 238,201.60 244,171.20 250,265.60 256,526.40 262,932.80 269,505.60 276,265.60 Asst Dir. of Community Development 7 330-007 Hourly

77.15 79.08 81.05

83.08 85.15

87.28 89.47 91.70 94.00 96.34 98.77 101.22 103.75 106.35 109.00 Monthly
13,372.67
13,707.20 14,048.67
14,400.53 14,759.33
15,128.53
15,508.13 15,894.67 16,293.33 16,698.93 17,120.13 17,544.80 17,983.33 18,434.00 18,893.33 Annually
160,472.00
164,486.40 168,584.00
172,806.40 177,112.00
181,542.40
186,097.60 190,736.00 195,520.00 200,387.20 205,441.60 210,537.60 215,800.00 221,208.00 226,720.00

COMMUNITY DEVELOPMENT- BUILDING & SAFETY
Building Official 7 331-007 Hourly

69.90 71.64

73.43 75.26

77.15 79.08

81.05 83.08

85.15 87.28

89.47 91.70

94.00 96.34

98.77 Monthly
12,116.00
12,417.60
12,727.87
13,045.07
13,372.67
13,707.20
14,048.67
14,400.53
14,759.33
15,128.53
15,508.13
15,894.67
16,293.33
16,698.93
17,120.13
Annually
145,392.00
149,011.20
152,734.40
156,540.80
160,472.00
164,486.40
168,584.00
172,806.40
177,112.00
181,542.40
186,097.60
190,736.00
195,520.00
200,387.20
205,441.60
Field Supervisor- Building 4 330-004 Hourly

55.96 57.36

58.79 60.28

61.78 63.31

64.91 66.52

68.19 69.90

71.64 Monthly
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
Annually
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,684.80
135,012.80
138,361.60
141,835.20
145,392.00
149,011.20
Plan Checker 4 308-004 Hourly

53.27 54.60

55.96 57.36

58.79 60.28

61.78 63.31

64.91 66.52

68.19 Monthly
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
Annually
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,694.80
135,012.80
138,361.60
141,835.20
Senior Building Inspector 3 332-003 Hourly

48.26 49.47

50.71 51.96

53.27 54.60

55.96 57.36

58.79 60.28

61.78 Monthly
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
Annually
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
Building Inspector ll 2 333-002 Hourly

43.71 44.82

45.93 47.08

48.26 49.47

50.71 51.96

53.27 54.60

55.96 Monthly
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
Annually
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
Building Inspector l 1 334-001 Hourly

39.60 40.60

41.61 42.65

43.71 44.82

45.93 47.08

48.26 49.47

50.71 Monthly
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
Annually
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80

COMMUNITY DEVELOPMENT- CODE ENFORCEMENT
Code Enforcement Manager 5 339-GO5 Hourly

49.47 50.71

51.96 53.27

54.60 55.96

57.36 58.79

60.28 61.78

63.31 64.91

66.52 68.19

69.90 Monthly
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
Annually
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,684.80
135,012.80
138,361.60
141,835.20
145,392.00
Field Supervisor- Code Enforcement 4 343-004 Hourly

44.82 45.93

47.08 48.26

49.47 50.71

51.96 53.27

54.60 55.96

57.36 Monthly
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
Annually
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
Senior Code Enforcement Officer 3 340-003 Hourly

40.60 41.61

42.65 43.71

44.82 45.93

47.08 48.26

49.47 50.71

51.96 Monthly
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
Annually
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
Code Enforcement Officer II 2 341-002 Hourly

36.78 37.70

38.64 39.60

40.60 41.61

42.65 43.71

44.82 45.93

47.08 Monthly
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
Annually
76,502.40
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
Code Enforcement Officer 1 1 342-001 Hourly

33.32 34.15

35.01 35.89

36.78 37.70

38.64 39.60

40.60 41.61

42.65 Monthly
5,775.47
5,919.33
6,068.40
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
Annually
69,305.60
71,032.00
72,820.80
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
84,448.G0
86,548.80
88,712.G0
YAffiLli 14

CITY OF TEMECULA

SALARY SCHEDULE
EFFECTIVE June 27, 2026
Adopted by City Council on June 9, 2026
Class Family/Title Level Class Code Time Base

COMMUNITY DEVELOPMENT- PIANN ING
Planning Manager 7 301-007 Hourly

66.52 68.19

69.90 71.64

73.43 75.26

77.15 79.08

81.05 83.08

85.15 87.28

89.47 91.70

94.00 Monthly
11,530.13
11,819.60
12,116.00
12,417.60
12,727.87
13,045.07
13,372.67
13,707.20
14,048.67
14,400.53
14,759.33
15,128.53
15,508.13
15,894.67
16,293.33
Annually
138,361.60
141,835.20
145,392.00
149,011.20
152,734.40
156,540.80
160,472.00
164,486.40
168,584.00
172,806.40
177,112.00
181,542.40
186,097.60
190,736.00
195,520.00
Principal Planner 6 302-006 Hourly

60.28 61.78

63.31 64.91

66.52 68.19

69.90 71.64

73.43 75.26

77.15 79.08

81.05 83.08

85.15 Monthly
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
12,727.87
13,045.07
13,372.67
13,707.20
14,048.67
14,400.53
14,759.33
Annually
125,382.40
128,502.40
131,684.80
135,012.80
138,361.60
141,835.20
145,392.00
149,011.20
152,734.40
156,540.80
160,472.00
164,486.40
168,584.00
172,806.40
177,112.00
Senior Planner 5 303-005 Hourly

54.60 55.96

57.36 58.79

60.28 61.78

63.31 64.91

66.52 68.19

69.90 71.64

73.43 75.26

77.15 Monthly
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
12,727.87
13,045.07
13:372.67
Annually
113,568.00
116:396.80
119:308.80
122:293.20
125:382.40
128,502.40
131,684.80
135,012.80
138,361.60
141,935.20
145:392.00
149,011.20
152:734.40
156:540.80
160,472.00
Associate Planner II 4 304-004 Hourly

49.47 50.71

51.96 53.27

54.60 55.96

57.36 58.79

60.28 61.78

63.31 Monthly
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
Annually
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,684.80
Associate Planner 1 3 305-003 Hourly

44.82 45.93

47.08 48.26

49.47 50.71

51.96 53.27

54.60 55.96

38.64 39.60

40.60 41.61

42.65 43.71

44.82 45.93

47.08 48.26

49.47 Monthly
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
Annually
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
Planning Technician 1 307-001 Hourly

35.01 35.89

36.78 37.70

38.64 39.60

40.60 41.61

42.65 43.71

44.82 Monthly
6,068.40
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
Annually
72,820.80
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60

COMMUNITY DEVELOPMENT - SERVICES
CommDev Processing Supervisor 4 320-004 Hourly

45.93 47.08

48.26 49.47

50.71 51.96

53.27 54.60

55.96 57.36

58.79 Monthly
7,961.20
8, 160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
Annually
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
Senior CommDev Technician 3 321-003 Hourly

41.61 42.65

43.71 44.82

45.93 47.08

48.26 49.47

50.71 51.96

53.27 Monthly
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
Annually
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
CommDev Technicianll 2 322-002 Hourly

37.70 38.64

39.60 40.60

41.61 42.65

43.71 44.82

45.93 47.08

48.26 Monthly
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
Annually
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
CommDev Technician l 1 323-001 Hourly

34.15 35.01

35.89 36.78

37.70 38.64

39.60 40.60

41.61 42.65

43.71 Monthly
5,919.33
6,068.40
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
Annually
71,032.00
72,820.80
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
YAhiGli4]

CITY OF TEMECULA

SALARY SCHEDULE
EFFECTIVE June 27, 2026
Adopted by City Council on June 9, 2026
Class Family/Tide Level Class Code Time Base

CITY CLERK
Director of Legislative Affairs/City Clerk 8 500-008 Hourly

91.70 94.00

96.34 98.77
101.22
103.75
106.35
109.00
111.73
114.52
117.39
120.32
12333
126.41
129.57
Monthly
15,894.67
16,293.33
16,698.93
17,120.13
17,544.80
17,983.33
18,434.00
18,893.33
19,366.53
19,850.13
20,347.60
20,855.47
21,377:20
21,911.07
22,458.80
Annually
190,736.00
195,520.00
200,387.20
205,441.60
210,537.60
215,800.00
221,208.00
226,720.00
232,398.40
238,201.60
244,171.20
250,265.60
256,526.40
262,932.80
269,505.60
Assistant City Clerk 7 501-007 Hourly

55.96 57.36

58.79 60.28

61.78 63.31

64.91 66.52

68.19 69.90

71.64 73.43

75.26 77.15

79.08 Monthly
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
12,727.87
13,045.07
13,372.67
13,707.20
Annually
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,684.80
135,012.80
138,361.60
141,835.20
145,392.00
149,011.20
152,734.40
156,540.80
160,472.00
164,486.40
Deputy City Clerk 7 502-007 Hourly

47.08 48.26

49.47 50.71

51.96 53.27

54.60 55.96

57.36 58.79

60.28 61.78

63.31 64.91

66.52 Monthly
8,16%3
1,365.07
8,574.80
8,789.73
9,001,40
1,233,47
9,464,00
1,611,73
9,942,40
10,110,27
10,448,53
10,701,13
10,973,73
11,211,07
11,530,13
Annually
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,684.80
135,012.80
138,361.60
Records Manager 6 510-006 Hourly

42.65 43.71

44.82 45.93

47.08 48.26

49.47 50.71

51.96 53.27

54.60 55.96

57.36 58.79

60.28 Monthly
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
Annually
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
136,396.80
119,308.80
122,283.20
125,382.40
Records Supervisor 4 511-004 Hourly

33.32 34.15

35.01 35.89

36.78 37.70

38.64 39.60

40.60 41.61

42.65 Monthly
5,775.47
5'919:33
6,068.40
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
7'037.33
7,212.40
7,392.67
Annually
69,305.60
71,032D0
72,820.80
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
Senior Records Coordinator 3 512-003 Hourly

30.18 30.95

31.71 32.52

33.32 34.15

35.01 35.89

36.78 37.70

38.64 Monthly
5,231.20
5,364.67
5,496.40
5,636.80
5,775.47
5,919.33
6,068.40
6,220.93
6,375.20
6,534.67
6,697.60
Annually
62,774.40
64,376.00
65,956.80
67,641.60
69,305.60
71,032.00
72,820.80
74,651.20
71,512.40
78,416.00
80,371.20
Records Coordinator 2 513-002 Hourly

27.35 28.03

28.74 29.45

30.18 30.95

31.71 32.52

33.32 34.15

35.01 Monthly
4,740.67
4,858.53
4,981.60
5,104.67
5,231.20
5,364.67
5,496.40
5,636.80
5,775.47
5,919.33
6,068.40
Annually
56,888.00
58,302:40
59,779.20
61,256.00
62,774.40
64,376.00
65,956.80
67,641.60
69,305.60
71,032.00
72,820.80
Records Technician 1 514-001 Hourly

24.77 25.39

26.04 26.68

27.35 28.03

28.74 29.45

30.18 30.95

31.71 Monthly
4,293.47
4,400.93
4,513:60
41624.53
4,740.67
41858.53
4,981.60
5,104:67
1,231:20
11364.67
5,416.41
Annually
51,521.60
52,811.20
54,163.20
55,494.40
56,888.00
58,302.40
59,779.20
61,256.00
62,774.40
64,376.00
65,956.80

CITY MANAGER
City Manager (per Employment Contract) 9 100-009 Hourly 178.37
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 30,.7.87
Annually
371,014.39
Assistant City Manager 8 101-008 Hourly
113.72
116.57
119.49
122.48
125.55
128.68
131.89
135.19
138.58
142.03
145.59
149.24
152.97
156.79
160.70
Monthly
19,711.47
20,205.47
20,711.60
21,229.87
21,762.00
22,304.53
22,860.93
23,432.93
24,020.53
24,618.53
25,235.60
25,868.27
26,514.80
27,176.93
27,854.67
Annually
236,537.60
242,465.60
248,539.20
254,758.40
261,144.00
267,654.40
274,331.20
281,195.20
288,246.40
295,422.40
302,827.20
310,419.20
318,177.60
326,123.20
334,256.00
Deputy City Manager 8 102-008 Hourly
103.40
105.98
108.62
111.35
114.12
116.98
119.91
122.90
125.97
129.13
132.36
135.66
139.06
142.53
146.10
Monthly
17,922.67
18,369.87
18,827.47
19,300.67
19,780.80
20,276.53
20,784.40
21,302.67
21,834.80
22,382.53
22,942.40
23,514.40
24,103.73
24,705.20
25,324.00
Annually
215,072.00
220,438.40
225,929.60
231,609.00
237,369.60
243,319.40
249,412.80
255,632.00
262,017.60
268,590.40
275,308.80
282,172.80
289,244.80
296,462.40
303,888.00
Assistant to the City Manager 8 103-008 Hourly

77.15 79.08

81.05 83.08

85.15 87.28

89.47 91.70

94.00 96.34

98.77 101.22
103.75
106.35
109.00
Monthly
13,372.67
13,707.20
14,048.67
14,400.53
14,759.33
15,128.53
15,508.13
15,894.67
16,293.33
16,698.93
17,120.13
17,544.80
17,983.33
18,434.00
18,893.33
Annually
160,472.00
164,486.40
168,584.00
172,806.40
177,112.00
181,542.40
186,097.60
190,736.00
195,520.00
200,387.20
205,441.60
210,537.60
215,800.00
221,208.00
226,720.00
Economic Development Manager 6 120-006 Hourly

63.31 64.91

66.52 68.19

69.90 71.64

73.43 75.26

77.15 79.08

81.05 83.08

85.15 87.28

1.1,835.20
145,392.00
149,011.20
152,734.40
156,540.80
160,472.00
164,486.40
168,584.00
172,806.40
177,112.00
181,542.40
186,097.60
LTsixii

CITY OF TEMECULA

SALARY SCHEDULE
EFFECTIVE June 27, 2026
Adopted by City Council on June 9, 2026
Class Family/Title Level Class Code Time Base
Salary Step,
MCp0rly

COMMUNITY SERVICES
Director of Community Services 8 600-008 Hourly

91.70769.90

96.34 98.77
101.22
103.75
106.35
109.00
111.73
114.52
117.39
120.32
123.33
126.41
129.57
Monthly
15,894.67
16,698.93
17,120.13
17,544.80
17,983.33
18,434.00
18,893.33
19,366.53
19,850.13
20,347.60
20,855.47
21,377.20
21,911.07
22,458.80
Annually
190,736.00
200,387.20
205,441.60
210,537.60
215,800.00
221,208.00
226,720.00
232,398.40
238,201.60
244,171.20
250,265.60
256,526.40
262,932.80
269,505.60
Asst Director of Community Services 7 601-007 Hourly

75.26 79.08

81.05 83.08

85.15 87.28

89.47 91.70

94.00 96.34

98.77 101.22
103.75
106.35
Monthly
13,045.07
13,707.20
14,048.67
14,400.53
14,759.33
15,128.53
15,508.13
15,894.67
16,293.33
16,698.93
17,120.13
17,544.80
17,983.33
18,434.00
Annually
156,540.80
164,486.40
168,584.00
172,806.40
177,112.00
181,542.40
186,097.60
190,736.00
195,520.00
200,387.20
205,441.60
210,537.60
215,800.00
221,208.00
Community Services Superintendent 6 602-006 Hourly

68.19 71.64

73.43 75.26

77.15 79.08

81.05 83.08

85.15 87.28

89.47 91.70

94.00 96.34
Monthly
11,819.60
12,116.00
12,417.60
12,727.87
13,045.07
13,372.67
13,707.20
14,048.67
14,400.53
14,759.33
15,128.53
15,508.13
15,894.67
16,293.33
16,698.93
Annually
141,835.20
145,392.00
149,011.20
152,734.40
156,540.80
160,472.00
164,486.40
168,584.00
172,806.40
177,112.00
181,542.40
186,097.60
190,736.00
195,520.00
200,387.20
Community Services Manager 5 603-005 Hourly

61.78 63.31

64.91 66.52

68.19 69.90

71.64 73.43

75.26 77.15

79.08 81.05

83.08 85.15

87.28 Monthly
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
12,727.87
13,045.07
13,372.67
13,707.20
14,048.67
14,400.53
14,759.33
15,128.53
Annually
128,502.40
131,684.80
135,012.80
138,361.60
141,835.20
145,392.00
149,011.20
152,734.40
156,540.80
160,472.00
164,486.40
168,584.00
172,806.40
177,112.00
181,542.40
Community Services Supervisor II 4 610-004 Hourly

41.61 42.65

43.71 44.82

45.93 47.08

48.26 49.47

50.71 51.96

39.60 40.60

41.61 42.65

43.71 44.82

45.93 47.08

48.26 49.47

35.89 36.78

37.70 38.64

39.60 40.60

41.61 42.65

43.71 44.82

45.93 Monthly
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,769.90
7,961.20
Annually
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
Community Services Coordinator 1 3 613-003 Hourly

34.15 35.01

35.89 36.78

37.70 38.64

39.60 40.60

41.61 42.65

30.95 31.71

32.52 33.32

34.15 35.01

35.89 36.78

37.70 38.64

39.60 Monthly
5,364.67
5,496.40
5,636.80
5,775.47
5,919.33
6,068.40
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
Annually
64,376.00
65,956.80
67,641.60
69,305.60
71,032.00
72,820.80
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
Community Services Specialist l 2 615-002 Hourly

29.45 30.18

30.95 31.71

32.52 33.32

34.15 35.01

35.89 36.78

37.70 Monthly
5,104.67
5,231.20
5,364.67
5,496.40
5,636.80
5,775.47
5,919.33
6,068.40
6,220.93
6,375.20
6,534.67
Annually
61,256.00
62,774.40
64,376.00
65,956.80
67,641.60
69,305.60
71,032.00
72,820.80
74,651.20
76,502.40
78,416.00
Community Services Assistant 1 616-001 Hourly

28.03 28.74

29.45 30.18

30.95 31.71

32.52 33.32

34.15 35.01

35.89 Monthly
4,858.53
4,981.60
5,104.67
5,231.20
5,364.67
5,496.40
5,636.80
5,775.47
5,919.33
6,068.40
6,220.93
Annually
58,302.40
59,779.20
61,256.00
62,774.40
64,376.00
65,956.80
67,641.60
69,305.60
71,032.00
72,820.80
74,651.20
Senior Recreation Leader 1 617-001 Hourly

26.04 26.69

27.35 28.03

28.74 29.45

30.18 30.95

31.71 32.52

33.32 Monthly
4,513.60
4,624.53
4,740.67
4,858.53
4,981.60
5,104.67
5,231.20
5,364.67
5,496.40
5,636.80
5,775.47
Annually
54,163.20
55,494.40
56,888.00
58,302.40
59,779.20
61,256.00
62,774.40
64,376.00
65,956.80
67,641.60
69,305.60
Recreation Leader 1 618-001 Hourly

24.16 24.77

25.39 26.04

26.68 27.35

28.03 28.74

29.45 30.18

30.95 Monthly
4,187.73
4,293.47
4,400.93
4,513.60
4,624.53
4,740.67
4,858.53
4,981.60
5,104.67
5,231.20
5,364.67
Annually
50,252.80
51,521.60
52,811.20
54,163.20
55,494.40
56,888.00
58,302.40
59,779.20
61,256.00
62,774.40
64,376.00
Recreation Assistant 1 619-001 Hourly

22.44 23.00

23.58 24.16

24.77 25.39

26.04 26.68

27.35 28.03

28.74 Monthly
3,889.60
3,986.67
4,087.20
4,187.73
4,293.47
4,400.93
4,513.60
4,624.53
4,740.67
4,858.53
4,981.60
Annually
46,675.20
47,840.00
49,046.40
50,252.80
51,521.60
52,811.20
54,163.20
55,494.40
56,888.00
58,302.40
59,779.20
YAhiL]aM

CITY OF TEMECULA

SALARY SCHEDULE
EFFECTIVE June 27, 2026
Adopted by City Council on June 9, 2026
Class Family/Title Level Class Code Time Base

COMMUNITY SERVICES -AQUATICS
Lead Lifeguard 2 623-002 Hourly

26.04 26.68

27.35 28.03

28.74 29.45

30.18 30.95

31.71 32.52

24.16 24.77

25.39 26.04

26.68 27.35

28.03 28.74

29.45 30.18

22.44 23.00

23.58 24.16

24.77 25.39

26.04 26.68

27.35 28.03

22.44 23.00

23.58 24.16

24.77 25.39

26.04 26.68

27.35 28.03

COMMUNITY SERVICES - DAY CAMP
Day Camp Director 1 654-001 Hourly

27.35 28.03

28.74 29.45

30.18 30.95

31.71 32.52

33.32 34.15

35.01 Monthly
4,740.67
4,858.53
4,981.60
5,104.67
5,231.20
5,364.67
5,496.40
5,636.80
5,775.47
5,919.33
6,068.40
Annually
56,888.00
58,302.40
59,779.20
61,256.00
62,774.40
64,376.00
65,956.80
67,641.60
69,305.60
71,032.00
72,820.80
Assistant Day Camp Director 1 655-001 Hourly

24.77 25.39

26.04 26.68

27.35 28.03

28.74 29.45

30.18 30.95

31.71 Monthly
4,293.47
4,400.93
4,513.60
4,624.53
4,740.67
4,858.53
4,981.60
5,104.67
5,231.20
5,364.67
5,496.40
Annually
51,521.60
52,811.20
54,163.20
55,494.40
56,888.00
58,302.40
59,779.20
61,256.00
62,774.40
64,376.00
65,956.80
Day Camp Counselor 1 656-001 Hourly

22.44 23.00

23.58 24.16

24.77 25.39

26.04 26.68

27.35 28.03

COMMUNITY SERVICES -THEATER
Theater Technica l Coordi nator ll 3 640-003 Hourly

35.89 36.78

37.70 38.64

39.60 40.60

41.61 42.65

43.71 44.82

45.93 Monthly
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
Annually
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
94,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
Theater Technical Coordinator 1 3 641-003 Hourly

34.15 35.01

35.89 36.78

37.70 38.64

39.60 40.60

41.61 42.65

30.95 31.71

32.52 33.32

34.15 35.01

35.89 36.78

37.70 38.64

29.45 30.18

30.95 31.71

32.52 33.32

34.15 35.01

35.89 36.78

26.68 27.35

28.03 28.74

29.45 30.18

30.95 31.71

32.52 33.32

34.15 Monthly
4,624.53
4,740.67
4,858.53
4,981.60
5,104.67
5,231.20
5,364.67
5,496.40
5,636.80
5,775.47
5,919.33
Annually
55,494.40
56,888.00
58,302.40
59,779.20
61,256.00
62,774.40
64,376.00
65,956.80
67,641.60
69,305.60
71,032.00

FINANCE
Director of Finance 8 200-008 Hourly

94.00 96.34

98.77 101.22
103.75
106.35
109.00
111.73
114.52
117.39
120.32
123.33
126.41
129.57
132.82
Monthly
16,293.33
16,698.93
17,120.13
17,544.80
17,983.33
18,434.00
18,893.33
19,366.53
19,850.13
20,347.60
20,855.47
21,377.20
21,911.07
22,458.80
23,022.13
Annually
195,520.00
200,387.20
205,441.60
210,537.60
215,800.00
221,208.00
226,720.00
232,398.40
238,201.60
244,171.20
250,265.60
256,526.40
262,932.80
269,505.60
276,265.60
Assistant Director of Finance 7 201-007 Hourly

77.15 79.08

81.05 83.08

85.15 87.28

89.47 91.70

94.00 96.34

63.31 64.91

66.52 68.19

69.90 71.64

73.43 75.26

77.15 79.08

81.05 83.08

85.15 87.28

89.47 Monthly
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
12,727.87
13,045.07
13,372.67
13,707.20
14,048.67
14,400.53
14,759.33
15,128.53
15,508.13
Annually
131,684.80
135,012.80
138,361.60
141,835.20
145,392.00
149,011.20
152,734.40
156,540.80
160,472.00
164,486.40
168,584.00
172,806.40
177,112.00
181,542.40
186,097.60
Finance Manager 5 204-005 Hourly

54.60 55.96

57.36 58.79

60.28 61.78

63.31 64.91

66.52 68.19

69.90 71.64

73.43 75.26

77.15 Monthly
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
12,727.87
13,045.07
13,372.67
Annually
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,684.80
135,012.80
138,361.60
141,835.20
145,392.00
149,011.20
152,734.40
156,540.80
160,472.00
YAhY4rliM

CITY OF TEMECULA

SALARY SCHEDULE
EFFECTIVE June 27, 2026
Adopted by City Council on June 9, 2026
Class Family/Title Level Class Code Time Base

FINANCE -ACCOUNTING
Senior Accountant 4 240-004 Hourly

49.47 50.71

51.96 53.27 54.60

55.96 57.36

58.79 60,28

61.78 63.31

64.91 66.52

68.19 69.90
Monthly
8,574.80
8,789.73
9,006.40
9,233.47 9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53 10,973.73
11,251.07 11,530.13
11,819.60 12,116.00
Annually
102,897.60
105,476.80
108,076.80
110,801.60 113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40 131,684.80
135,012.80 138,361.60
141,835.20 145,392.00
Accountant II 3 241-003 Hourly

44.82 45.93

47.08 48.26 49.47

50.71 51.96

53.27 54.60

55.96 57.36

58.79 60.28

61.78 63.31
Monthly
7,768.80
7,961.20
8,160.53
8,365.07 8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73 9,942.40
10,190.27 10,448.53
10,708.53 10,973.73
Annually
93,225.60
95,534.40
97,926.40
100,380.80 102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80 119,308.80
122,283.20 125,382.40
128,502.40 131,684.80
Accountant 3 242-003 Hourly

42.65 43.71

44.82 45.93 47.08

48.26 49.47

50.71 51.96

53.27 54.60

55.96 57.36

58.79 60.28
Monthly
7,392.67
7,576.40
7,768.80
7,961.20 8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47 9,464.00
9,699.73 9,942.40
10,190.27 10,448.53
Annually
88,712.00
90,916.80
93,225.60
95,534.40 97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60 113,568.00
116,396.80 119,308.80
122,283.20 125,382.40

FINANCE- ACCOUNTING SUPPORT
Accounting Support Supervisor 4 250-004 Hourly

42.65 43.71

44.82 45.93

47.08 48.26

49.47 50.71

51.96 53.27

54.60 55.96

57.36 59.79

60.28 Monthly
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
Annually
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
Senior Accounting Technician 3 251-003 Hourly

38.64 39.60

40.60 41.61

42.65 43.71

44.82 45.93

47.08 48.26

49.47 50.71

51.96 53.27

54.60 Monthly
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
Annually
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
Accounting Technician ll 2 252-002 Hourly

35.01 35.89

36.78 37.70

38.64 39.60

40.60 41.61

42.65 43.71

44.82 45.93

47.08 48.26

33.32 34.15

35.01 35.89

36.78 37.70

38.64 39.60

40.60 41.61

42.65 43.71

44.82 45.93

47.08 Monthly
5,775.47
5,919.33
6,068.40
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
Annually
69,305.60
71,032.00
72,820.80
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
Accounting Assistant 1 254-001 Hourly

30.18 30.95

31.71 32.52

33.32 34.15

35.01 35.89

36.78 37.70

38.64 39.60

40.60 41.61

42.65 Monthly
5,231.20
5,364.67
5,496.40
5,636.80
5,775.47
5,919.33
6,068.40
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
Annually
62,774.40
64,376.00
65,956.80
67,641.60
69,305.60
71,032.00
72,820.80
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
Cashier 1 230-001 Hourly

30.18 30.95

31.71 32.52

33.32 34.15

35.01 35.89

36.78 37.70

FINANCE - BUSINESS LICENSE
Business License Supervisor 4 260-004 Hourly

40.60 41.61

42.65 43.71

44.82 45.93

47.08 48.26

49.47 50.71

36.78 37.70

38.64 39.60

40.60 41.61

42.65 43.71

44.82 45.93

33.32 34.15

35.01 35.89

36.78 37.70

38.64 39.60

40.60 41.61

30.18 30.95

31.71 32.52

33.32 34.15

35.01 35.89

36.78 37.70

CITY OF TEMECULA

SALARY SCHEDULE
EFFECTIVE June 27, 2026
Adopted by City Council on June 9, 2026
Class Family/Title Level Class Code Time Base

FINANCE -PAYROLL
Payroll Manager 5 220-005 Hourly

50.71 51.96

53.27 54.60

55.96 57.36

58.79 60.28

61.78 63.31

64.91 66.52

68.19 69.90

71.64 Monthly
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
Annually
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,694.80
135,012.80
138,361.60
141,835.20
145,392.00
149,011.20
Payroll Administrator 4 222-004 Hourly

45.93 47.08

48.26 49.47

50.71 51.96

53.27 54.60

55.96 57.36

58.79 60.28

61.78 63.31

64.91 Monthly
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
Annually
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,684.80
135,012.80
Payroll Supervisor 4 221-004 Hourly

43.71 44.82

45.93 47.08

48.26 49.47

50.71 51.96

53.27 54.60

55.96 57.36

58.79 60.28

61.78 Monthly
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
Annually
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
Senior Payroll Coordinator 3 223-003 Hourly

39.60 40.60

41.61 42.65

43.71 44.82

45.93 47.08

48.26 49.47

50.71 51.96

53.27 54.60

55.96 Monthly
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
Annually
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
Payroll Coordinator 2 224-002 Hourly

35.89 36.78

37.70 38.64

39.60 40.60

41.61 42.65

43.71 44.82

45.93 47.08

48.26 49.47

50.71 Monthly
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
Annually
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
Payroll Technician 1 225-001 Hourly

32.52 33.32

34.15 35.01

35.89 36.78

37.70 38.64

39.60 40.60

41.61 42.65

43.71 44.82

45.93 Monthly
5,636.80
5,775.47
5,919.33
6,068.40
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
Annually
67,641.60
69,305.60
71,032.00
72,820.80
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40

FINANCE -PURCHASING
Purchasing Manager 5 203-005 Hourly

47.08 48.26

49.47 50.71

51.96 53.27

54.60 55.96

57.36 58.79

60.28 61.78

63.31 64.91

66.52 Monthly
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
Annually
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,684.80
135,012.80
138,361.60
Purchasing Supervisor 4 204-004 Hourly

42.65 43.71

44.82 45.93

47.08 48.26

49.47 50.71

51.96 53.27

54.60 Monthly
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
Annually
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
Senior Buyer 3 205-003 Hourly

38.64 39.60

40.60 41.61

42.65 43.71

44.82 45.93

47.08 48.26

49.47 Monthly
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
Annually
80,371.20
82,368.00
84,449.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
Buyer II 2 206-002 Hourly

35.01 35.89

36.78 37.70

38.64 39.60

40.60 41.61

42.65 43.71

33.32 34.15

35.01 35.89

36.78 37.70

38.64 39.60

40.60 41.61

30.18 30.95

31.71 32.52

33.32 34.15

35.01 35.89

36.78 37.70

CITY OF TEMECULA

SALARY SCHEDULE
EFFECTIVE June 27, 2026
Adopted by City Council on June 9, 2026
Class Family/Title Level Class Code Time Base

FIRE - EMERGENCY MANAGEMENT
Emergency Manager 7 360-007 Hourly

50.71 51.96

53.21 54.60

55.96 57.36

58.79 60.28

61.78 63.31

64.11 11,12
68,11
11,11

71.64 Monthly
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
Annually
105p76.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128, 502A0
131,684.80
135,012.80
138,361.60
141,835.20
145,392.00
149,011.20

FIRE -PREVENTION
Field Supervisor - Fire 4 353-004 Hourly

61.78 63.31

64.91 66.52

68.19 69.90

71.64 73.43

75.26 77AS

79.08 Monthly
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
12,727.87
13'045.07
13,372.67
13,707.20
Annually
128,502.40
131,684.80
135,012.80
138,361.60
141,835.20
145,392.00
149,011.20
152,734.40
156,540.80
160,472.00
164,4086.40
Senior Fire Inspector 4 350-003 Hourly

55.96 57.36

58.79 60.28

61.78 63.31

64.91 66.52

68.19 69.90

71.64 Monthly
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
Annually
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,694.80
135,012.80
138,361.60
141,835.20
145,392.00
149,011.20
Fire Inspector II 2 351-002 Hourly

50.71 51.96

53.27 54.60

55.96 57.36

58.79 60.28

61.78 63.31

64.91 Monthly
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
Annually
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,684.80
135,012.80
Fire Inspector 1 1 352-001 Hourly

45.93 47.08

48.26 49.47

50.71 51.96

53.27 54.60

55.96 57.36

58.79 Monthly
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
Annually
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20

HUMAN RESOURCES
Director of HR/Risk Management 8 800-008 Hourly

91.70 94.00

96.34 98.77
101.22
103.75
106.35
109.00
111.73
114.52
117.39
120.32
123.33
126.41
129.57
Monthly
15,894.67
16,293.33
16,698.93
17,120.13
17,544.80
17,983.33
18,434.00
18,893.33
19,366.53
19,850.13
20,347.60
20,855.47
21,377.20
21,911.07
22,458.80
Annually
190,736.00
195,520.00
200,387.20
205,441.60
210,537.60
215,800.00
221,208.00
226,720.00
232,398.40
238,201.60
244,171.20
250,265.60
256,526.40
262,932.80
269,505.60
Asst Directorof HR/Risk Management 7 801-007 Hourly

71.64 73.43

75.26 77.15

79.08 81.05

83.08 85.15

87.28 89.47

91.70 94.00

96.34 98.77
101.22
Monthly
12,417.60
12,727.87
13,045.07
13,372.67
13,707.20
14,048.67
14,400.53
14,759.33
15,128.53
15,508.13
15,894.67
16,293.33
16,698.93
17,120.13
17,544.80
Annually
149,011.20
152,734.40
156,540.80
160,472.00
164,486.40
168,594.00
172,806.40
177,112.00
181,542.40
186,097.60
190,736.00
195,520.00
200,387.20
205,441.60
210,537.60
HR Manager 6 802-006 Hourly

61.78 63.31

64.91 66.52

68.19 69.90

71.64 73.43

75.26 77.15

79.08 81.05

83.08 85.15

61.78 63.31

64.91 66.52

68.19 69.90

71.64 73.43

75.26 77.15

79.08 81.05

83.08 85.15

87.28 Monthly
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
12,727.87
13,045.07
13,372.67
13,707.20
14,048.67
14,400.53
14,759.33
15,128.53
Annually
128,502.40
131,684.80
135,012.80
138,361.60
141,835.20
145,392.00
149,011.20
152,734.40
156,540.80
160,472.00
164,486,40
168,584.00
172,806.40
177,112.00
181,542.40
HR Supervisor 4 804-004 Hourly

41.61 42.65

43.71 44.82

45.93 47.08

48.26 49.47

50.71 51.96

53.27 54.60

55.96 57.36

58.79 Monthly
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
8,789:73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
Annually
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
Senior HR Technician 3 805-003 Hourly

37.70 38.64

39.60 40.60

41.61 42.65

43.71 44.82

45.93 47.08

48.26 49.47

50.71 51.96

53.27 Monthly
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
9,006:40
9,233.47
Annually
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
HR Technician ll 2 806-002 Hourly

34.15 35.01

35.89 36.78

37.70 38.64

39.60 40.60

41.61 42.65

43.71 44.82

45.93 47.08

32.52 33.32

34.15 35.01

35.89 36.78

37.70 38.64

39.60 40.60

41.61 42.65

43.71 44.82

29.45 30.18

30.95 31.71

32.52 33.32

34.15 35.01

35.89 36.79

37.70 38.64

39.60 40.60

41.61 Monthly
5,104.67
5,231.20
5,364.67
5,496.40
5,636.80
5,775.47
5,919.33
6,068.40
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
Annually
61,256.00

62.774.40
64,376.00
65,956.8n
67,641.60
69,305.--
71,032.00
72,820.80
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
9A4TIr]041

CITY OF TEMECULA

SALARY SCHEDULE
EFFECTIVE June 27, 2026
Adopted by City Council on June 9, 2026
Class Family/Title Level Class Code Time Base

INFORMATION TECHNOLOGY
Director of IT/Support Services 8 700-008 Hourly

91.70 94.00

75.26 77.15

79.08 81.05

83.08 85.15

87.28 89.47

91.70 94.00

96.34 98.77
101.22
103.75
106.35
Monthly
13,045.07
13,372.67
13,707.20
14,048.67
14,400.53
14,759.33
15,128.53
15,508.13
15,894.67
16,293.33
16,698.93
17,120.13
17,544.80
17,983.33
18,434.00
Annually
156,540.80
160,472.00
164,486.40
168,584.00
172,806.40
177,112.00
181,542.40
186,097.60
190,736.00
195,520.00
200,387.20
205,441.60
210,537.60
215,800.00
221,208.00
IT Manager 6 702-006 Hourly

68.19 69.90

71.64 73.43

75.26 77.15

79.08 81.05

83.08 85.15

87.28 89.47

91.70 94.00

96.34 Monthly
11,819.60
12,116.00
12,417.60
12,727.87
13,045.07
13,372.67
13,707.20
14,048.67
14,400.53
14,759.33
15,128.53
15,508.13
15,894.67
16,293.33
16,698.93
Annually
141,835.20
145,392.00
149,011.20
152,734.40
156,540.80
160,472.00
164,486.40
168,584.00
172,806.40
177,112.00
181,542.40
186,097.60
190,736.00
195,520.00
200,387.20
ITAdministrator 5 703-005 Hourly

61.78 63.31

64.91 66.52

68.19 69.90

71.64 73.43

75.26 77.15

79.08 81.05

83.08 85.15

87.28 Monthly
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
12,727.87
13,045.07
13,372.67
13,707.20
14,048.67
14,400.53
14,759.33
15,128.53
Annually
128,502.40
131,684.80
135,012.80
138,361.60
141,835.20
145,392.00
149,011.20
152,734.40
156,540.80
160,472.00
164,486.40
168,594.00
172,806.40
177,112.00
181,542.40
IT Supervisor 4 704-004 Hourly

47.08 48.26

49.47 50.71

51.96 53.27

54.60 55.96

57.36 58.79

60.28 61.78

63.31 64.91

42.65 43.71

44.82 45.93

47.08 48.26

49.47 50.71

51.96 53.27

54.60 55.96

57.36 58.79

60.28 Monthly
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
Annually
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,293.20
125,382.40
IT Specialist ll 2 706-002 Hourly

38.64 39.60

40.60 41.61

42.65 43.71

44.82 45.93

47.08 48.26

49.47 50.71

51.96 53.27

54.60 Monthly
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
Annually
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
IT Specialist 2 707-002 Hourly

36.78 37.70

38.64 39.60

40.60 41.61

42.65 43.71

44.82 45.93

47.08 48.26

49.47 50.71

33.32 34.15

35.01 35.89

36.78 37.70

38.64 39.60

40.60 41.61

42.65 43.71

44.82 45.93

31.71 32.52

33.32 34.15

35.01 35.99

36.78 37.70

38.64 39.60

40.60 41.61

42.65 43.71

INFORMATION TECHNOLOGY- SUPPORT SERVICES
Support services Supervisor 4 720-004 Hourly

29.45 30.18

30.95 31.71

32.52 33.32

34.15 35.01

35.89 36.78

26.68 27.35

28.03 28.74

29.45 30.18

30.95 31.71

32.52 33.32

24.16 24.77

25.39 26.04

26.68 27.35

28.03 28.74

29.45 30.18

21.90 22.44

23.00 23.58

24.16 24.77

25.39 26.04

26.68 27.35

28.03 Monthly
3,796.00
3,889.60
3,986.67
4,087.20
4,187.73
4,293.47
4,400.93
4,513.60
4,624.53
4,740.67
4,858.53
Annually
45,552.00
46,675.20
47,840.00
49,046.40
50,252.80
51,521.60
52,811.20
54,163.20
55,494.40
56,888.00
58,302.40
I9_T16e1-li41

CITY OF TEMECULA

SALARY SCHEDULE
EFFECTIVE June 27, 2026
Adopted by City Council on June 9, 2026
Class Family/Title Level Class Code Time Base

MEDIA/MARKETING
Multimedia Coordinator 3 921-004 Hourly

41.61 42.65

43.71 44.82

45.93 47.08

48.26 49.47

50.71 51.96

37.70 38.64

39.60 40.60

41.61 42.65

43.71 44.82

45.93 47.08

35.89 36.78

37.70 38.64

39.60 40.60

41.61 42.65

43.71 44.82

45.93 Monthly
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
Annually
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
Multimedia Assistant 1 924-001 Hourly

34.15 35.01

35.89 36.78

37.70 38.64

39.60 40.60

41.61 42.65

PUBUC WORKS
Director of PW/City Engineer 8 400-008 Hourly

94.00 96.34

83.08 85.15

87.28 89.47

91.70 94.00

96.34 98.77
101.22
103.75
106.35
109.00
111.73
114.52
117.39
Monthly
14,400.53
14,759.33
15,128.53
15,508.13
15,894.67
16,293.33
16,698.93
17,120.13
17,544.80
17,983.33
18,434.00
18,893.33
19,366.53
19,850.13
20,347.60
Annually
172,806.40
177,112.00
181,542.40
186,097.60
190,736.00
195,520.00
200,387.20
205,441.60
210,537.60
215,800.00
221,208.00
226,720.00
232,398.40
238,201.60
244,171.20
Program Manager 7 402-007 Hourly

53.27 54.60

55.96 57.36

58.79 60.28

61.78 63.31

64.91 66.52

68.19 69.90

71.64 73.43

PUBLIC WORKS -CUSTODIAL
Custodian ll 2 460-002 Hourly

23.G0

23.58 24.16

24.77 25.39

26.04 26.68

27.35 28.03

28.74 29.45
Monthly
3,986.67
4,087.20
4,187.73
4,293.47
4,400.93
4,513.60
4,624.53
4,740.67
4,858.53
4,981.60
5,104.67
Annually
47,840.00
49,046.40
50,252.80
51,521.60
52,811.20
54,163.20
55,494.40
56,888.00
58,302.40
59,779.20
61,256.00
Custodian 1 461-001 Hourly

20.84 21.37

21.90 22.44

23.00 23.58

24.16 24.77

25.39 26.04

26.68 Monthly
3,612.27
3,704.13
3,796.00
3,889.60
3,986.67
4,087.20
4,187.73
4,293.47
4,400.93
4,513.60
4,624.53
Annually
43,347.20
44,449.60
45,552.00
46,675.20
t7,640.00
49,046.--
50,252.60
51,521.60
52,611.20
54,163.20
55,494.40
IY_RIi Te.Ji41

CITY OF TEMECULA

SALARY SCHEDULE
EFFECTIVE June 27, 2026
Adopted by City Council on June 9, 2026
Class Family/Tide Level Class Code Time Base

PUBLIC WORKS -ENGINEERING
Principal Civil Engineer 6 402-006 Hourly

71.64 73.43

75.26 77.15

79.08 81.05

83.08 85.15

87.28 89.47

91.70 94.00

96.34 98.77
101.22
Monthly
12,417.60
12,727.87
13,045.07
13,372.67
13,707.20
14,048.67
14,400.53
14,759.33
15,128.53
15,508.13
15,894.67
16,293.33
16,698.93
17,120.13
17,544.80
Annually
149,011.20
152,734.40
156,540.80
160,472.00
164,486.40
168,584.00
172,806.40
177,112.00
181,542.40
186,097.60
190,736.00
195,520.00
200,387.20
205,441.60
210,537.60
Senior Civil Engineer 5 403-005 Hourly

64.91 66.52

68.19 69.90

71.64 73.43

75.26 77.15

79.08 81.05

83.08 85.15

87.28 89.47

91.70 Monthly
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
12,727.87
13,045.07
13,372.67
13,707.20
14,048.67
14,400.53
14,759.33
15,128.53
15,508.13
15,894.67
Annually
135,012.80
138,361.60
141,835.20
145,392.00
149,011.20
152,734.40
156,540.80
160,472.00
164,486.40
168,584.00
172,806.40
177,112.00
181,542.40
186,097.60
190,736.00
Associate Civil Engineer 4 404-004 Hourly

57.36 58.79

60.28 61.78

63.31 64.91

66.52 68.19

69.90 71.64

73.43 Monthly
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
12,727.87
Annually
119,308.80
122,283.20
125,382.40
128,502.40
131,684.80
135,012.80
138,361.60
141,835.20
145,392.00
149,011.20
152,734.40
Associate Engineer II 4 405-004 Hourly

54.60 55.96

57.36 59.79

60.28 61.78

63.31 64.91

66.52 68.19

69.90 Monthly
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
Annually
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,684.80
135,012.80
138,361.60
141,835.20
145,392.00
Associate Engineer 1 3 406-003 Hourly

49.47 50.71

51.96 53.27

54.60 55.96

57.36 58.79

60.28 61.78

44.82 45.93

47.08 48.26

49.47 50.71

51.96 53.27

54.60 55.96

42.65 43.71

44.82 45.93

47.08 48.26

49.47 50.71

51.96 53.27

38.64 39.60

40.60 41.61

42.65 43.71

44.82 45.93

47.08 48.26

49.47 Monthly
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
Annually
80,371.20
82,368.00
84,448.00
86,548.80
88,712.G0
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
Engineering Technician l 1 410-001 Hourly

36.78 37.70

38.64 39.60

40.60 41.61

42.65 43.71

44.82 45.93

PUBLIC WORKS -INSPECTIONS
Supervising PW Inspector 4 420-004 Hourly

51.96 53.27

54.60 55.96

57.36 58.79

60.28 61.79

63.31 64.91

66.52 Monthly
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
Annually
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,684.80
135,012.80
138,361.60
Senior PW Inspector 3 421-003 Hourly

47.08 48.26

49.47 50.71

51.96 53.27

54.60 55.96

57.36 58.79

60.28 Monthly
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
Annually
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
PW Inspector II 2 422-002 Hourly

42.65 43.71

44.82 45.93

47.08 48.26

49.47 50.71

51.96 53.27

38.64 39.60

40.60 41.61

42.65 43.71

44.82 45.93

47.08 48.26

49.47 Monthly
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
71961.20
8,160.53
8,365.07
8,574.80
Annually
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60

PUBLIC WORKS -MAINTENANCE
Maintenance Manager 7 430-007 Hourly

69.90 71.64

73.43 75.26

77.15 79.08

81.05 83.08

85.15 87.28

89.47 91.70

94.00 96.34

63.31 64.91

66.52 68.19

69.90 71.64

73.43 75.26

77.15 79.08

81.05 83.08

85.15 87.28

89.47 Monthly
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
12,727.87
13,045.07
13,372.67
13,707.20
14,048.67
14,400.53
14,759.33
15,128.53
15,508.13
Annually
131,684.80
135,012.80
138.361.60
I41,835.20
145,392.00
149,011.20
152,734.40
156,540.80
160,472.00
164,486.40
166,564.00
172,806.40
177,112.00
181,542.40
186,097.60
IY_TNi PZ.Ji41

CITY OF TEMECULA

SALARY SCHEDULE
EFFECTIVE June 27, 2026
Adopted by City Council on June 9, 2026
Class Family/Title Level Class Code Time Base

PUBLIC WORKS -LANDSCAPE
Maintenance Supervisor -landscape 5 443-005 Hourly

51.96 53.27

54.60 55.96

57.36 58.79

60.28 61.78

63.31 64.91

66.52 68.19

69.90 71.64

73.43 Monthly
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
12,727.87
Annually
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,684.80
135,012.80
138,361.60
141,835.20
145,392.00
149,011.20
152,734.40
Field Supervisor - Landscape 4 444-004 Hourly

47.08 48.26

49.47 50.71

51.96 53.27

54.60 55.96

57.36 58.79
60,21
Monthly
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
Annually
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
Senior Landscape Inspector 3 440-003 Hourly

42.65 43.71

44.82 45.93

47.08 48.26

49.47 50.71

51.96 53.27

38.64 39.60

40.60 41.61

42.65 43.71

44.82 45.93

47.08 48.26

35.01 35.89

36.78 37.70

38.64 39.60

40.60 41.61

42.65 43.71

PUBUC WORKS- PARKS & TRAILS
Parks& Trails Supervisor 4 490-004 Hourly

44.82 45.93

47.08 48.26

49.47 50.71

51.96 53.27

54.60 55.96

40.60 41.61

42.65 43.71

44.82 45.93

47.08 48.26

49.47 50.71

36.78 37.70

38.64 39.60

40.60 41.61

42.65 43.71

44.82 45.93

33.32 34.15

35.01 35.89

36.78 37.70

38.64 39.60

40.60 41.61

PUBLIC WORKS-STREETS/PARKS
Ma intena nce Supervisor - Streets/Parks 5 432-005 Hourly

48.26 49.47

50.71 51.96

53.27 54.60

55.96 57.36

58.79 60.28

61.78 63.31

64.91 66.52

68.19 Monthly
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
Annually
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,684.80
135,012.80
138,361.60
141,835.20
Field Supervisor - Streets/Parks 4 433-004 Hourly

36.78 37.70

38.64 39.60

40.60 41.61

42.65 43.71

44.82 45.93

33.32 34.15

35.01 35.89

36.78 37.70

38.64 39.60

40.60 41.61

30.18 30.95

31.71 32.52

33.32 34.15

35.01 35.89

36.78 37.70

38.64 Monthly
5,231.20
5,364.67
5,496.40
5,636.80
5,775.47
5,919.33
6,068.40
6,220.93
6,375.20
6,534.67
6,697.60
Annually
62,774.40
64,376.00
65,956.80
67,641.60
69,305.60
71,032.00
72,820.80
74,651.20
76,502.40
78,416.00
80,371.20
Maintenance Worker I - Streets/Parks 1 436-001 Hourly

27.35 28.03

28.74 29.45

30.18 30.95

31.71 32.52

33.32 34.15

CITY OF TEMECULA

SALARY SCHEDULE
EFFECTIVE June 27, 2026
Adopted by City Council on June 9, 2026
Class Family/Title Level Class Code Time Base

PUBLIC WORKS - FACILITIES
Maintenance Supervisor - Facilities 5 432-005 Hourly

48.26 49.47

50.71 51.96

53.27 54.60

55.96 57.36

58.79 60.28

61.78 63.31

64.91 66.52

68.19 Monthly
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
Annually
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,684.80
135,012.80
138,361.60
141,835.20
Field Supervisor- Facilities 4 472-004 Hourly

43.71 44.82

45.93 47.08

48.26 49.47

50.71 51.96

53.27 54.60

39.60 40.60

41.61 42.65

43.71 44.82

45.93 47.08

48.26 49.47

35.89 36.78

37.70 38.64

39.60 40.60

41.61 42.65

43.71 44.82

45.93 Monthly
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
Annually
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
Maintenance Worker I - Facilities 1 475-001 Hourly

32.52 33.32

34.15 35.01

35.89 36.78

37.70 38.64

39.60 40.60

41.61 Monthly
5,636.80
5,775.47
5,919.33
6,068.40
6,220.93
6,375.20
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
Annually
67,641.60
69,305.60
71,032.00
72,820.80
74,651.20
76,502.40
78,416.00
80,371.20
82,368.00
84,448.00
86,548.80

PUBLICWORKS-TRADES
Maintenance Supervisor - Trades 5 482-005 Hourly

50.71 51.96

53.27 54.60

55.96 57.36

58.79 60.29

61.78 63.31

64.91 66.52

68.19 69.90

71.64 Monthly
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
Annually
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,684.80
135,012.80
138,361.60
141,835.20
145,392.00
149,011.20
Field Supervisor - Trades 4 483-004 Hourly

45.93 47.08

48.26 49.47

50.71 51.96

53.27 54.60

55.96 57.36

58.79 Monthly
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
9,233.47
9,464.00
9,699.73
9,942.40
10,190.27
Annually
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
Lead Maintenance Worker - Trades 3 484-003 Hourly

41.61 42.65

43.71 44.82

45.93 47.08

48.26 49.47

50.71 51.96

37.70 38.64

39.60 40.60

41.61 42.65

43.71 44.82

45.93 47.08

48.26 Monthly
6,534.67
6,697.60
6,864.00
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
Annually
78,416.00
80,371.20
82,368.00
94,448.00
86,548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
Maintenance Worker I - Trades 1 486-001 Hourly

34.15 35.01

35.89 36.78

37.70 38.64

39.60 40.60

41.61 42.65

CITY OF TEMECULA

SALARY SCHEDULE
EFFECTIVE June 27, 2026
Adopted by City Council on June 9, 2026
Class Family/Title Level Class Code Time Base

PUBLIC WORKS -TRAFFIC SIGNALS -M
III
Maintenance Supervisor - Signals 5 453-005 Hourly

57.36 58.79

60.28 61.78

63.31 64.91

66.52 68.19

69.90 71.64

73.43111

75.26 77.15

79.08 81.U5
Monthly
9,942.40
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
11,819.60
12,116.00
12,417.60
12,727.87
13,045.07
13,372.67
13,707.20
14,048.67
Annually
119,308.80
122,283.20
125,382.40
128,502.40
131,684.80
135,012.80
138,361.60
141,835.20
145,392.00
149,011.20
152,734.40
156,540.80
160,472.00
164,406.40
168,584.00
Field Supervisor - Signals 4 454-004 Hourly

51.96 53.27

54.60 55.96

57.36 58.79

60.28 61.78

63.31 64.91

66.52 Monthly
9,006.40
9,233.47
91161,11
1,111.73
9,912,11
10,190.27
10,448.53
10,708.53
10,973.73
11,251.07
11,530.13
Annually
108,076.80
110,801.60
113,568.00
116,396.80
119,308.80
122,283.20
125,382.40
128,502.40
131,684.80
135,012.80
138,361.60
Senior Signal Technician 3 450-003 Hourly

47.08 48.26

49.47 50.71

51.96 53.27

54.60 55.96

57.36 58.79

42.65 43.71

44.82 45.93

47.08 48.26

49.47 50.71

51.96 53.27

54.60 Monthly
7,392.67
7,176.40
7,76%C,
7,961.20
8,160.53
8,365.07
81574.80
8,789.73
9,006.40
9,233.47
9,464.00
Annually
88,712.00
90,916.80
93,225.60
9,,534.40
97,926.40
too,380.80
102,897.60
105,476.80
108,076.80
110,801.60
113,568.00
Signal Technician l 2 452-002 Hourly

40.60 41.61

42.65 43.71

44.82 45.93

47.08 48.26

49.47 50.71

51.96 Monthly
7,037.33
7,212.40
7,392.67
7,576.40
7,768.80
7,961.20
8,160.53
8,365.07
8,574.80
8,789.73
9,006.40
Annually
84,448.00
86:548.80
88,712.00
90,916.80
93,225.60
95,534.40
97,926.40
100,380.80
102,897.60
105,476.80
108,076.80

ELECTED OFFICIAL- CITY COUNCIL
Council Member Monthly 1,900.00
(Compensation established by vate/ordirorm)
IWTI 04S-Ji41

AT -WILL EMPLOYMENT AGREEMENT

BETWEEN THE CITY OF TEMECULA AND

LUCAS WATSON
This employment agreement ("Agreement") is entered into by the City of Temecula ("City") and Lucas Watson, Assistant City Manager ("Employee"), each a "Party" and collectively the "Parties." 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 City Manager. Employee desires to be the Assistant City Manager and acknowledges that such employment is at -will and that either Party may lawfully terminate employment at any time with or without cause.

Employee agrees that they have no property interest in continued employment and shall not be provided with any right to a pre -disciplinary hearing or to appeal any determination by the City that employee be terminated.

The City desires, and Employee agrees that Employee shall serve at the will of the City as managed and determined by the City Manager, unless or until this Agreement is terminated.

NOW THEREFORE, the City agrees to hire Employee, subject to the terms and conditions identified below.

AGREEMENT
Section 1: TERM
This Agreement shall become effective retroactively to March 7, 2026, corresponding with Employee's appointment to the position of Assistant City Manager, and shall remain in full force and effect unless or until terminated by either Party. Any severance provided in Section 8 is a post -employment benefit and does not create any expectation of continued employment for any period of time.

Section 2: DUTIES
A. City engages Employee as the Assistant 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 their ability and experience that they 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 -1-

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's job classification is exempt from overtime requirements under the federal Fair Labor Standards Act (FLSA) or California law, based on the executive/administrative nature of the position and salary.

Section 3: AT -WILL EMPLOYMENT
Employee is an at -will employee and serves at the will and pleasure of the City through the City Manager. The City and employee each retain the option of terminating the employment relationship between them at any time, for any reason, subject to the provisions in Section 8.

Section 4: EXCLUSIVE EMPLOYMENT
Employee agrees to focus their 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 their services to other entities or individuals as long as such volunteer services are not in conflict or significantly interfere with the services to be provided by Employee under this Agreement. Employee shall comply with all applicable state and local conflict -of -interest, incompatible activities, and ethics codes or policies.

Section 5: COMPENSATION
As compensation for the services to be rendered by Employee, City agrees to pay Employee a base salary of $324,521.60 per year effective March 7, 2026, payable in twenty-six biweekly installments on the City's regular payroll schedule and subject to customary withholding. Effective July 1, 2026, Employee's base salary shall be adjusted to $334,256.00 per year pursuant to the cost -of -living adjustment approved by the City Council. Salary adjustments (merit increases), if any, during the term of this Agreement shall be at the sole discretion of the City Manager based upon the evaluation of Employee's job performance and within the base salary range established or otherwise approved by the City Council. Any and all adjustments shall be in accordance with City personnel policies and procedures.

Section 6: PERFORMANCE EVALUATION
At least annually, the City Manager or their designee will review and evaluate the performance of Employee as the Assistant City Manager. The purpose of the review shall be to provide the Employee with feedback on the performance of their duties; progress in meeting, achieving, or exceeding the City Council or City Manager's defined goals, objectives, priorities, activities, and programs; and to identify areas requiring improvement and how such improvement may be -2-

accomplished. Failure of the City to provide a performance evaluation for Employee shall not limit the City's ability to terminate this Agreement, as provided herein.

Section 7: BENEFITS
A. Retirement
As an employee of the City of Temecula, Employee will be enrolled in the California Public Employees Retirement System (CaIPERS) retirement plan, in the applicable miscellaneous plan for this job classification, as determined by CaIPERS and City resolutions in effect from time to time, as such plan may be amended by the City Council. The specific benefit formula and employee contribution rate shall be those applicable to Employee's CaIPERS membership status (i.e., "classic" or "PEPRA") under CaIPERS rules.

B. Automobile Allowance
Employee shall receive a monthly automobile allowance of $400 in lieu of mileage reimbursement, except as otherwise provided in the Auto Allowance Administrative Guideline. Auto allowance will only be provided when Employee is in an active, paid status and will be discontinued during any period of unpaid leave in a manner consistent with Section 19.1 of the Management Compensation Plan. Employee will not receive auto allowance while on end -of -service leave.

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, if Employee has achieved the highest possible overall performance rating on three out of their last five annual performance evaluations, they shall be eligible to receive a Retention Benefit in an amount equal to the then - applicable maximum normal annual contribution limit to an Internal Revenue Code Section 457(b) Deferred Compensation Plan. This amount shall be paid as income in twenty-six biweekly installments on the City's normal payroll schedule, 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's employment with the City should end prior to the full distribution of a Retention Benefit, Employee shall be paid for all earned Retention Benefit disbursements not yet received at the time Employee receives their final paycheck.

D. Other Executive Management benefits
Unless otherwise specified, Employee shall receive all benefits specified in the City's Management Compensation Plan for Management Staff, which may be amended, modified, or terminated at any time and without prior notice by City, subject to applicable law. -3-

Section 8: TERMINATION AND SEVERANCE PAY
A. Termination Without Cause, Severance Agreement
City may terminate Employee at any time without cause by providing Employee written notice thereof together with the applicable Severance Payment, provided for below.

If Employee is terminated without cause, or the City requests Employee's resignation, Employee shall be provided a Severance Payment equal to six months of their normal monthly base salary less any and all applicable or legally required deductions. The Severance Payment shall also include the value of all benefits including retirement, cafeteria allotments/health and welfare coverage and any other City -provided benefit excluding leave accruals and automobile allowance payments. The Severance Payment shall be paid in a lump sum on the next available pay date as soon as administratively practicable following the effective date of separation.

B. Termination by Employee
Employee may terminate their employment for any reason, at any time, with or without cause.

Employee is encouraged to provide the City with at least thirty days' prior written notice of resignation whenever practicable.

If Employee voluntarily resigns from their employment or retires without a request by the City, the City shall have no obligation to pay any Severance Payment provided in this Section.

C. Termination for Cause
City may immediately terminate Employee's employment with the City and this Agreement at any time by providing written notice of termination for cause to Employee. In the event the Employee is terminated for cause, the City shall have no obligation to pay any Severance Payment provided in this Section.

Termination "for cause" shall include, but is not limited to: (i) conviction of any crime involving an "abuse of office or position" as defined in Government Code Section 53243.4; (ii) conviction of a felony or misdemeanor with a nexus to the workplace; (iii) purposely violating City policies or procedures; (iv) insubordination; (v) willful destruction, theft, misappropriation, or misuse of City property or funds; (vi) intoxication on duty; (x) unexcused absence; (xi) dishonesty, fraud, or misconduct in office; (xii) engaging in unlawful discrimination, harassment, or retaliation; (xiii) gross negligent acts or omissions that materially and adversely impedes or disrupts the operations of the City and/or is detrimental to employees or public safety; (xiv) engaging in willful political activity during working hours while using City resources in violation of Government Code section 3201, et seq.; (xv) other failure of good behavior that causes material discredit to the City.

D. Waiver of Administrative Proceedings
Employee expressly waives any right to pre -termination or post -termination disciplinary review or appeal proceedings set forth under the City's Employment Policies or provided under state or federal law, except where such waiver is prohibited.
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E. Effect of Termination
Regardless of the form of Employee's termination of employment with the City, Employee shall be paid for all accrued, unused Comprehensive Annual Leave and Executive Leave, as provided for in this Agreement and required by law.

Section 9: EXECUTIVE COMPENSATION LIMITATIONS
A. Abuse of Office Conviction
In the event that Employee is convicted of a crime involving an abuse of their office or position as set forth in Government Code section 53243.4, Employee shall fully reimburse any compensation paid to Employee pursuant to Government Code section 53243.2 Such reimbursed compensation shall include but is not limited to: (i) Paid Administrative Leave paid to Employee during any pending investigation; (ii) provided funds for any criminal defense during Employee's employment with the City; or (iii) any cash settlement, Severance Payment, or any portion thereof related to the termination of Employee's employment with the City.

B. Determination by CalPERS
The City makes no representation or guarantee as to whether any of the compensation or payments in this Agreement are subject to CalPERS service credit or pensionable income, and Employee acknowledges that such determinations by CalPERS are outside of the City's control.

Employee assumes full risk as to any action or determination by CalPERS regarding the qualifications of service credit or pensionable income related to the compensation or payments made under this Agreement, and Employee agrees they shall have no recourse against City due to any decision or action by CalPERS.

Section 10: INDEMNIFICATION
Subject to, in accordance with, and to the extent provided by the California Tort Claims Act (Government Code Section 810 et seq.), City will indemnify, defend, and hold Employee harmless from and against any action, demand, suit, monetary judgment or other legal or administrative proceeding, and any liability, injury, loss or other damages, arising out of any negligent act or omission occurring during the Term of this Agreement or any extension thereto. The City shall have the discretion to compromise or settle any such claim, demand or action and pay the amount of any settlement or judgment rendered thereon. Notwithstanding the foregoing, City shall have no duty to indemnify, defend, or hold Employee harmless from any criminal proceeding, or with regard to any civil, criminal or administrative proceeding initiated by Employee.

Section 11: 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: Lucas Watson
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, and construed as a whole, according to its fair meaning. 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.

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 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. Dispute Resolution
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.

Parties shall be empowered to present evidence, both oral and documentary, to cross examine lI

adverse witnesses, and to present argument, both written and oral. Each party shall bear their own 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. Governing Law
This Agreement shall be governed by and construed in accordance with the laws of the State of California and the Parties agree that venue shall be in the County of Riverside.

H. Acknowledgement
Employee acknowledges that they have had the opportunity to consult legal counsel in regard to this Agreement, and that Employee has read and understands this Agreement and is fully aware of its legal effect. Employee represents that they have entered into this Agreement freely and voluntarily and based on Employee's own judgment and not on any representations or promises other than those contained in this Agreement.

Effective Date
This Agreement shall take effect on March 7, 2026.
[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:

In
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 their employment status is that of an at -will employee and that their 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 they were given the opportunity to consult with an attorney prior to signing this Agreement.

Dated:

Employee Signature
Employee Name (printed)
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ATTACHMENT A
Classification Specification
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AWA
1 The Heart of Southern California
Wine Country
Assistant
City Manager
Established Date: 07/01/2014
Revision Date: 08/07/2024
DESCRIPTION:

DEFINITION
Class Code: 101008
Under general direction of the City Manager, performs highly responsible managerial, administrative, and analytical work in support of City administration, and directs and manages the operations of Economic Development.

DISTINGUISHING CHARACTERISTICS
The Assistant City Manager is an Executive Management level classification. The employee assists the City Manager with the overall administration of the City. The employee is a member of the City's Executive Management team and acts with a high level of independence while performing difficult professional, managerial and administrative work on behalf of the City Manager. This employee requires strong analytical and administrative skills, as well as diplomacy in managing complex and sensitive assignments and projects. The Assistant City Manager is distinguished from the Deputy City Manager by the level of responsibility assumed and the complexity of duties assigned.

SUPERVISION RECEIVED AND EXERCISED
Receives general 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:

Provides professional analysis and advice to the City Manager, City Council, and department representatives regarding legal requirements and administrative practices; conducts complex research and analysis for a variety of organizational projects and services; reviews, analyzes, and makes recommendations on state and federal legislation affecting municipal operations • Coordinates activities of the City Manager's Office with other City departments and outside agencies; participates in developing and implementing policies, procedures, and objectives to ensure efficient, effective, and consistent delivery of services; identifies operational problems -11

and issues and works with departments to resolve them; serves as department head in the absence of the City Manager
• Selects, trains, coaches, motivates, manages and evaluates the work of lower -level staff; sets work priorities and establishes and revises policies and procedures; directs staff training and development; determines and executes disciplinary actions; recommends and oversees the use of consultants and outside professional services
• Represents the City before the City Council, community, outside agencies, and professional organizations; makes public presentations to groups such as the City Council, boards and commissions, citizen groups, developers, and other public agencies; serves as the primary liaison with federal, regional, and local agencies; collaborates with interested parties in meetings with developers, architects, engineers, contractors, and other public agencies • Serves as a member of the City's executive management team, assisting the City Manager with the City's overall administrative and policy planning process • Manages the preparation and administration of the budgets and assigned capital improvement projects; assists with the preparation of the budget for the City Manager's Office and related non -departmental accounts
• Keeps abreast of changes in federal, state, and local laws, rules and regulations; monitors projects to ensure City and Agency compliance with applicable statutes and regulations • Manages and/or directs special projects, as assigned
• Represents and acts on behalf of the City Manager, as directed • Prepares and writes a variety of reports and documentation, including personnel matters, after action event and incident reporting, and organizational updates • Performs other duties of a similar nature
MINIMUM QUALIFICATIONS:

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, Urban Planning or a closely related field; and nine (9) years of management and/or administrative experience in general municipal government administration, and economic development. Master's Degree in Public Administration, Business Administration, or a related field is desirable.
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KNOWLEDGE, SKILLS & ABILITIES
Knowledge of:
• Principles and practices of municipal government administration • Principles, practices, and operations of urban planning, community development, and real estate management
• Applicable federal, state, and local laws, ordinances, regulations, and guidelines governing City administration
• Principles of municipal budget development and contract administration • Principles and practices of public relations
• Principles of employee supervision, training, and performance evaluation • Methods and techniques of research, statistical analysis and report preparation • Occupational hazards and safety measures appropriate to work performed Skill to:
• Operate various types of standard office equipment, including a personal computer and related softwa re
• Operate a motor vehicle in a safe manner
Ability to:
• Analyze a variety of complex administrative and organizational problems and make sound policy and procedural recommendations
• Develop and implement goals, objectives, policies, and procedures • Provide professional leadership and direction for the City and the department • Effectively and accurately analyze complex data in order to determine consequences, identify alternatives, and draw logical conclusions
• Negotiate and manage contracts with consultants and developers and effectively represent the City in meetings with various individuals and organizations • Identify and respond to community and City Council issues, concerns, and needs • Communicate clearly and effectively, both orally and in writing, including making public presentations and preparing comprehensive written reports -13

• Evaluate situations, identify problems, and exercise sound independent judgment within established guidelines
• Interpret, explain, and apply policies, procedures, laws, codes, and regulations pertaining to City administration
• Establish and maintain courteous, cooperative. and effective working relationships with those encountered in the course of work
• Supervise, plan, train, direct, and evaluate the work of lower level staff • Prepare accurate, comprehensive, and precise written reports and analyses • Plan, organize, and prioritize multiple projects and tasks in order to meet strict deadlines • Prepare budgets and allocate limited resources in a cost effective manner • Use proper English, spelling, grammar and punctuation • 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.

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.

Required to work outside of regular work hours (e.g. evenings, holidays and weekends) to attend meetings and special events.

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.

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, information and documents; analyze and solve complex problems; use math and -14

mathematical reasoning; perform highly detailed work under changing, intensive deadlines, on multiple concurrent tasks; work with constant interruptions; and interact with officials and the public, including occasionally dissatisfied or quarrelsome individuals.

The employee typically works in office conditions; the noise level is frequently quiet or moderately quiet, at or below 50 decibels. The employee is required to attend evening meetings and to travel to different redevelopment sites and public and private facilities.

SUPPLEMENTAL INFORMATION:

Flexibly Staffed: No
FLSA Status: Exempt
Conflict of Interest: Form 700 Required
Department: City Manager
Bonding Required: Yes
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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"), each a "Party" and collectively the "Parties." 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 and that either Party may lawfully terminate employment at any time with or without cause.

The City desires, and Employee agrees that Employee shall serve at the will of the City as managed and determined by the City Manager, unless or until this Agreement is terminated.

NOW THEREFORE, the City agrees to hire Employee, subject to the terms and conditions identified below.

AGREEMENT
Section 1: TERM
The effective date of this Agreement shall be July 1, 2026, and shall remain in full force and effect unless or until terminated by either Party. Any severance provided in Section 8 is a post -employment benefit and does not create any expectation of continued employment for any period of time.

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.

of Temecula and the laws and regulations of the State of California and the United States.

Section 5: COMPENSATION
As compensation for the services to be rendered by Employee, City agrees to pay Employee a base starting salary of no less than $226,720.00 per year, payable in twenty-six biweekly installments on the City's regular payroll schedule and subject to customary withholding. Salary adjustments (merit increases), if any, during the term of this Agreement shall be at the sole discretion of the City Manager based upon the evaluation of Employee's job performance and within the base salary range established or otherwise approved by the City Council. Any and all adjustments shall be in accordance with City personnel policies and procedures.

Section 6: PERFORMANCE EVALUATION
At least annually, the City Manager or their designee will review and evaluate the performance of Employee as the Assistant to the City Manager. The purpose of the review shall be to provide the Employee with feedback on the performance of their duties; progress in meeting, achieving, or exceeding the City Council or City Manager's defined goals, objectives, priorities, activities, and programs; and to identify areas requiring improvement and how such improvement may be accomplished. Failure of the City to provide a performance evaluation for Employee shall not limit the City's ability to terminate this Agreement, as provided herein. -2-

Section 8: TERMINATION AND SEVERANCE PAY
A. Termination Without Cause, Severance Agreement
City may terminate Employee at any time without cause by providing Employee written notice -3-

thereof together with the applicable Severance Payment, provided for below.

B. Termination by Employee
Employee may terminate their employment for any reason, at any time, with or without cause.

Employee is encouraged to provide the City with at least thirty days' prior written notice of resignation whenever practicable.

If Employee voluntarily resigns from their employment or retires without a request by the City, the City shall have no obligation to pay any Severance Payment provided in this Section.

Section 9: EXECUTIVE COMPENSATION LIMITATIONS
A. Abuse of Office Conviction
In the event that Employee is convicted of a crime involving an abuse of their office or position as set forth in Government Code section 53243.4, Employee shall fully reimburse any compensation paid to Employee pursuant to Government Code section 53243.2. Such reimbursed compensation shall include but is not limited to: (i) Paid Administrative Leave paid to Employee during any pending investigation; (ii) provided funds for any criminal defense during Employee's employment with the City; or (iii) any cash settlement, Severance Payment, or any portion thereof related to the termination of Employee's employment with the City.

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.

INE

C. Assignment
This Agreement is not assignable by either the City or Employee.

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.

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 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.

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. Governing Law
This Agreement shall be governed by and construed in accordance with the laws of the State of California and the Parties agree that venue shall be in the County of Riverside.

Effective Date
This Agreement shall take effect on July 1, 2026.
[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:

In
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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Dated:

Employee Signature
Employee Name (printed)
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ATTACHMENT A
Classification Specification
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Aft
The Heart of Southern California
Wine Country
Established Date: 07/01/2014
Revision Date: 07/01/2026
DESCRIPTION:

DEFINITION
Assistant
to the
City Manager
Class Code: 103008
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 citywide 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 responsible for leading, managing and directing the work of the Office of Public Information. The employee oversees assigned administrative support staff and serves as the primary administrative support staff member performing a high level of 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, Deputy 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; Provides assistance to -11

the City Council including special projects as assigned and serves as the project manager for the annual State of the City
• 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 the Office of Public Information which serves as the lead for citywide public outreach, branding and public relations programs related to assigned functions • Oversees the development and implementation of goals, objectives, and priorities for each assigned service area within the Office of Public Information • Oversees and performs professional public service communication duties involving the coordination and dissemination of information to the public and media; including citywide digital and print publications, social media content, eblasts, channel 3 content, newsletters, emergency crisis communications, related webpage content, press releases and presentations to the community
• Develops and creates public information and education materials, fact sheets, brochures, pamphlets, presentations to the community, FAQs, surveys and other materials • 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 and 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
• Selects, supervises, motivates, plans, trains, directs, and evaluates the work of lower -level staff; prepares and presents employee performance reviews; develops and establishes work methods and standards; conducts or directs staff training and development; reviews and evaluates employee performance; works with employees to correct deficiencies; implements disciplinary procedures; recommends employee terminations • 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
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• 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
• Creates and/or Makes Presentations to the general public or outside organizations • 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:

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:
• Principles and practices of municipal government administration • Principles of contract administration and grant applications • Principles and practices of public relations
• Principles of employee supervision, training, and performance evaluation • Methods and techniques of research, statistical analysis and report preparation • Occupational hazards and safety measures appropriate to work performed Skill to:
• Operate various types of standard office equipment, including a personal computer and related softwa re
• Operate a motor vehicle in a safe manner
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Ability to:
• 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 • Analyze a variety of complex administrative and organizational problems and make sound policy and procedural recommendations
• Develop and implement goals, objectives, policies, and procedures • Provide professional leadership and direction for the City, and the department • Effectively and accurately analyze complex data in order to determine consequences, identify alternatives, and draw logical conclusions
• Negotiate and manage contracts with consultants and developers, and effectively represent the City in meetings with various individuals and organizations • Identify and respond to community and City Council issues, concerns, and needs • Communicate clearly and effectively, both orally and in writing, including making public presentations, and preparing comprehensive written reports • Use proper English, spelling, grammar and punctuation • Evaluate situations, identify problems, and exercise sound independent judgment within established guidelines
• Interpret, explain, and apply policies, procedures, laws, codes, and regulations pertaining to City administration
• Establish and maintain courteous, cooperative, and effective working relationships with those encountered in the course of work
• Supervise, plan, train, direct, and evaluate the work of lower -level staff • Prepare accurate, comprehensive, and precise written reports and analyses • Plan, organize, and prioritize multiple projects and tasks in order to meet strict deadlines • Serve as emergency services worker in the event of an emergency

LICENSES AND/OR CERTIFICATES

May be required to occasionally work outside of regular work hours (e.g. evenings, holidays, and weekends).

WORKING CONDITIONS & PHYSICAL DEMANDS:

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
-15

AT -WILL EMPLOYMENT AGREEMENT

BETWEEN THE CITY OF TEMECULA AND

MICHAEL HESLIN
This employment agreement ("Agreement") is entered into by the City of Temecula ("City") and Michael Heslin, Director of Information Technology/Support Services ("Employee"), each a "Party" and collectively the "Parties." 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 Director of Information Technology/Support Services. Employee desires to be the Director of Information Technology/Support Services and acknowledges that such employment is at -will and that either Party may lawfully terminate employment at any time with or without cause.

The City desires, and Employee agrees that Employee shall serve at the will of the City as managed and determined by the City Manager, unless or until this Agreement is terminated.

NOW THEREFORE, the City agrees to hire Employee, subject to the terms and conditions identified below.

AGREEMENT
Section 1: TERM
The effective date of this Agreement shall be July 1, 2026 and shall remain in full force and effect unless or until terminated by either Party. Any severance provided in Section 8 is a post -employment benefit and does not create any expectation of continued employment for any period of time.

Section 2: DUTIES
A. City engages Employee as the Director of Information Technology/Support Services 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.

of Temecula and the laws and regulations of the State of California and the United States.

Section 5: COMPENSATION
As compensation for the services to be rendered by Employee, City agrees to pay Employee a base starting salary of no less than $269,505.60 per year, payable in twenty-six biweekly installments on the City's regular payroll schedule and subject to customary withholding. Salary adjustments (merit increases), if any, during the term of this Agreement shall be at the sole discretion of the City Manager based upon the evaluation of Employee's job performance and within the base salary range established or otherwise approved by the City Council. Any and all adjustments shall be in accordance with City personnel policies and procedures.

Section 6: PERFORMANCE EVALUATION
At least annually, the City Manager or their designee will review and evaluate the performance of Employee as the Director of Information Technology/Support Services. The purpose of the review shall be to provide the Employee with feedback on the performance of their duties; progress in meeting, achieving, or exceeding the City Council or City Manager's defined goals, objectives, priorities, activities, and programs; and to identify areas requiring improvement and how such improvement may be accomplished. Failure of the City to provide a performance evaluation for Employee shall not limit the City's ability to terminate this Agreement, as provided herein. -2-

Section 8: TERMINATION AND SEVERANCE PAY
A. Termination Without Cause, Severance Agreement
City may terminate Employee at any time without cause by providing Employee written notice -3-

thereof together with the applicable Severance Payment, provided for below.

B. Termination by Employee
Employee may terminate their employment for any reason, at any time, with or without cause.

Employee is encouraged to provide the City with at least thirty days' prior written notice of resignation whenever practicable.

If Employee voluntarily resigns from their employment or retires without a request by the City, the City shall have no obligation to pay any Severance Payment provided in this Section.

Section 9: EXECUTIVE COMPENSATION LIMITATIONS
A. Abuse of Office Conviction
In the event that Employee is convicted of a crime involving an abuse of their office or position as set forth in Government Code section 53243.4, Employee shall fully reimburse any compensation paid to Employee pursuant to Government Code section 53243.2. Such reimbursed compensation shall include but is not limited to: (i) Paid Administrative Leave paid to Employee during any pending investigation; (ii) provided funds for any criminal defense during Employee's employment with the City; or (iii) any cash settlement, Severance Payment, or any portion thereof related to the termination of Employee's employment with the City.

TO CITY: City Manager
City of Temecula
41000 Main Street
Temecula, CA 92590
TO EMPLOYEE: Michael Heslin
Most recent address on file in Human Resources.

INE

C. Assignment
This Agreement is not assignable by either the City or Employee.

G. Governing Law
This Agreement shall be governed by and construed in accordance with the laws of the State of California and the Parties agree that venue shall be in the County of Riverside.

Effective Date
This Agreement shall take effect on July 1, 2026.
[Signatures Begin on Next Page].
-7-

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:

In
Aaron Adams, City Manager
ATTEST:

Randi Johl, Director of Legislative Affairs/
City Clerk
Approved as to form:

Peter M. Thorson, City Attorney
- 8 -

Dated:

Employee Signature
Employee Name (printed)
-9-

ATTACHMENT A
Classification Specification
- 10

AWA
1 The Heart of Southern California
Wine Country
Director of
Information Technology/
Support Services
Established Date: 07/01/2014
Class Code: 700008
Revision Date: 08/27/2021
DESCRIPTION:

DEFINITION
Under general direction, creates and guides the implementation of the overall information technology strategy for the City and performs work of considerable difficulty leading, planning, directing and managing the activities of Information Technology (IT) and Support Services. The employee is accountable for setting the direction for Citywide Technology strategy, and directing and managing Information Technology and Support Services. The employee performs a variety of high-level administrative and professional duties and directs and supervises staff and activities in the City's Information Technology (IT) and Support Services. The employee is expected to exercise independent judgment and initiative in establishing efficient and effective departmental operations consistent with City Council policies and administrative guidelines established by the City Manager. The employee must also participate actively in addressing issues of concern to the City that at times may not have a direct impact on the employee's area of specialization.

DISTINGUISHING CHARACTERISTICS
The Director of Information Technology/Support Services is a single -position, at -will classification at the Executive Management level. The employee is accountable for setting the direction for Citywide Technology strategy, and directing and managing Information Technology and Support Services. The Director of Information Technology/Support Services is distinguished from lower level staff by assuming the highest level of assignments and responsibilities within his/her department.

SUPERVISION RECEIVED AND EXERCISED
Receives general 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:

Directs, manages and oversees the operations of the City's Information Technology and Support Services Department; collaborates with City Council, appointed boards and commissions and the City's executive management team; develops, implements and monitors long-term strategies, goals and objectives in support of the City's vision, mission and core values
-11

• Implements policies and procedures related to Information Technology, provides highly responsible professional and technical staff assistance to the City Manager, and operating departments; serves as a liaison to the public; serves as a member of the City's executive management team
• Establishes, interprets and enforces operating policies that are consistent with the City's objectives and organizational policies; evaluates the results of overall operations and service levels and provides regular reports
• Manages, directs and coordinates all services and activities of Information Technology and Support Services; manages and directs department divisions and programs, including Core Infrastructure and Technical Support, Enterprise Application Services, Geographic Information Systems (GIS), Media Services and Support Services
• Develops and administers the annual operating budget in collaboration with the City Manager's Office; identifies related needs and is responsible for the effective use of resources within authorized budget allocations
• Defines the responsibilities, authority and accountability of all direct subordinate managers and provides them with regular performance evaluations and general guidance • Directs the preparation of requests for proposals, reviews proposals, and selects and hires consultants for selected projects
• Develops long-term strategic planning to identify fiscal resources necessary to implement the City's priorities
• Advises, and otherwise provides assistance to the City Manager, the City Council, other City personnel, outside agencies, and the public regarding department related issues • Represents the City, or delegates such authority, in relations with the community, advisory committees, local, county, state, and federal agencies, other departments, and professional organizations
• Directs and oversees IT programs and improvement measures and reports the outcomes to senior level management and employees, outside agencies, committees, task forces, commissions, boards, community groups and the public
• Develops service -related issue plans for forecasting long-range department operational and capital improvement needs, and presents reports to the City Council, City Manager and Department Heads
• Performs complex managerial work in information technology; provides information technology guidance, support and services to the City Manager and Department Heads on proposed policy and procedural changes affecting department operations
• Manages key security issues relating to City information systems including disaster recovery planning.
• Plans, organizes and implements system analysis and design; system development and implementation, programming, user support and training, installation of security systems, network operations, infrastructure, help desk operation and software and equipment acquisitions
-12

• Oversees the City's community emergency notification system • Guides and manages the development of strategic technological vision that aligns with the strategic business requirements of the City
• Selects, supervises, motivates, plans, trains, directs, and evaluates staff; prepares and presents employee performance reviews; provides/coordinates staff training; works with employees to correct deficiencies; implements disciplinary procedures; recommends employee terminations; approves time sheets and expense reports
• Advises, coaches and mentors management and supervisory staff on leadership, training, safety and disciplinary matters; develops training programs and provides effective and positive motivational leadership to department staff
• Works collaboratively with other City departments to ensure consistent and comprehensive information technology services for the City
• Identifies and analyzes the City's information service needs; establishes and directs the City's strategic long term goals, policies and procedures
• Manages and participates in the IT Master Plan; provides strategic advice on evaluation, selection, implementation and maintenance of information systems • Develops City policies and procedures and ensures compliance with local, state and federal laws and regulations; informs and advises on all information technology and support services issues including reviewing and interpreting laws and regulations affecting the City • Directs and oversees IT programs and improvement measures and reports the outcomes to senior level management and employees, outside agencies, committees, task forces, commissions, boards, community groups and the public
• Provides commitment to continuous process improvements and exceptional customer service in support of the City's vision, mission and core values • Develops cooperative professional relationships with representatives of outside agencies, media reporters and editors, federal, state and other public sector organizations, community leaders, private consultants and citizens
• Formulates the strategy for Citywide information technology training requirements and coordinates the training program
• Serves as City Technology Representative on a variety of boards, commissions and committees; prepares and presents staff reports and other necessary correspondence • Manages the installation, maintenance, operation and support of the City's Geographic Information System
• Manages the evaluation, research, implementation, training, support, and maintenance of enterprise applications
• Oversees the installation, configuration, maintenance, repair, optimization and performance monitoring of the City IT infrastructure including servers, SAN, storage, switches, firewalls, security systems, archive devices, redundant power systems, and related networking devices and connections.
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• Directs and administers the City's telecommunication system, including telephone system, cellular phones, mobile devices; oversees, monitors, reviews and approves telecommunication and utility invoices
• Directs and manages the City Media Services function including the planning, design and production of public meetings, content for City website, public via social networking sites, eGovernment Services, and visual presentations.
• Manages the operations within Support Services, including mailroom, copy services, Tech Support, and front reception
• Prepares and writes a variety of reports and documentation, including detailed Risk Management incident reports
• Performs other duties of a similar nature
MINIMUM QUALIFICATIONS:

EDUCATION AND/OR EXPERIENCE
Bachelor's Degree from an accredited college/university with a major in Management Information Systems, Information Technology, Computer Science or a closely related field; and seven (7) years of progressively responsible professional information technology experience, including four (4) years in a management capacity. Master's Degree in a related field is desired.

KNOWLEDGE, SKILLS & ABILITIES
Knowledge of:
• Principles, practices and theories of information technology, information systems and information management
• Operational characteristics, services and activities of a support services program including telecommunication systems, wireless/radio communications and graphic arts • Rules, regulations, policies and procedures of an information technology department • Operations, services and activities of comprehensive information technology programs • Strategic planning principles, practices and procedures • Organizational structure, and overall operation, mission and goals of the City • Project management techniques and procedures
-14

• Capabilities of emerging technology and systems; computer systems, hardware and software and their capabilities and limitations; trends and developments in the field of information technology, including telecommunications and videos
• Principles and procedures of a Citywide telecommunication system; theories related to wireless/radio communications, telecommunications and network communications • Business applications for computer hardware and software • Principles and practices of management and supervision including effective leadership styles and methods; supervisory practices and procedures including training, performance evaluation, and discipline
• Methods of determining program needs; principles and practices of administration and program development
• Principles and practices of municipal budget preparation and administration • Pertinent federal, state, and local laws governing information technology operations • Recent developments, current literature and sources of information related to information technology services, planning and administration
• Public relations practices and techniques
• Research methods and report writing; statistical analysis; record keeping practices and procedures
• 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, hardware, and testing devices
• Operate a motor vehicle in a safe manner
Ability to:
• Provide leadership and strategic direction, and oversee the activities and functions of Information Technology and Support Services
• Work independently and manage and prioritize work
• Conduct research and analyze complex issues, develop, recommend, and implement solutions; effectively apply knowledge and principles
• Represent the City before both public and private sector agencies • Identify and respond appropriately to issues, concerns and needs • Develop, implement and administer goals, objectives and procedures for providing effective and efficient services which meet the needs of the City -15

• Direct the development of policies and regulations; manage a broad range of diverse projects simultaneously
• Prepare clear and concise administrative and financial reports and other correspondence • Analyze problems, identify alternative solutions, project consequences of proposed actions and implement recommendations in support of goals; make recommendations to management • Identify and evaluate new technology and gauge the appropriateness for the City; adapt to changing technologies and learn functionality of new equipment and systems • Deploy and manage a web enabled environment and e-commerce technology; coordinate a Citywide telecommunications system and network
• Communicate respectfully and effectively with a diverse internal and external customer base; maintain confidentiality of information; remain calm, and exercise sound judgment when dealing with sensitive, complex, tense and/or confrontational situations • Manage, organize, review and evaluate the work of employees; effectively train and provide professional development opportunities for staff; motivate employees to achieve goals and objectives
• Communicate clearly and concisely verbally and in writing; prepare and maintain accurate written reports, correspondence, and other written materials • Use proper English, spelling, grammar and punctuation • Establish and maintain courteous, cooperative, and effective working relationships with those encountered in the course of work
• 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.

May be required to occasionally work outside of regular work hours (e.g. evenings, holidays and weekends) to attend meetings and special events.

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 -16

accommodations may be made to enable individuals with disabilities to perform the essential functions.

The employee is regularly required to use written and oral communication skills; read and interpret financial and statistical data, information and documents; analyze and solve problems; observe and interpret people and situations; learn and apply new information or skills; perform highly detailed work on multiple, concurrent tasks; work under intensive deadlines; and interact with staff and others encountered in the course of work.

The employee typically works in office conditions; the noise level is frequently quiet or moderately quiet, at or below 50 decibels. The employee may be required to travel to work sites or other locations for meetings.

SUPPLEMENTAL INFORMATION:

Flexibly Staffed: No
FLSA Status: Exempt
Conflict of Interest: Form 700 Required
Department: Information Technology/Support Services
Bonding Required: No
-17

AT -WILL EMPLOYMENT AGREEMENT

BETWEEN THE CITY OF TEMECULA AND

ERICA RUSSO
This employment agreement ("Agreement") is entered into by the City of Temecula ("City") and Erica Russo, Director of Community Services ("Employee"), each a "Party" and collectively the "Parties." 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 Director of Community Services. Employee desires to be the Director of Community Services and acknowledges that such employment is at -will and that either Party may lawfully terminate employment at any time with or without cause.

The City desires, and Employee agrees that Employee shall serve at the will of the City as managed and determined by the City Manager, unless or until this Agreement is terminated.

NOW THEREFORE, the City agrees to hire Employee, subject to the terms and conditions identified below.

Section 2: DUTIES
A. City engages Employee as the Director of Community Services 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.

Section 6: PERFORMANCE EVALUATION
At least annually, the City Manager or their designee will review and evaluate the performance of Employee as the Director of Community Services. The purpose of the review shall be to provide the Employee with feedback on the performance of their duties; progress in meeting, achieving, or exceeding the City Council or City Manager's defined goals, objectives, priorities, activities, and programs; and to identify areas requiring improvement and how such improvement may be accomplished. Failure of the City to provide a performance evaluation for Employee shall not limit the City's ability to terminate this Agreement, as provided herein. -2-

Section 8: TERMINATION AND SEVERANCE PAY
A. Termination Without Cause, Severance Agreement
City may terminate Employee at any time without cause by providing Employee written notice -3-

thereof together with the applicable Severance Payment, provided for below.

B. Termination by Employee
Employee may terminate their employment for any reason, at any time, with or without cause.

Employee is encouraged to provide the City with at least thirty days' prior written notice of resignation whenever practicable.

If Employee voluntarily resigns from their employment or retires without a request by the City, the City shall have no obligation to pay any Severance Payment provided in this Section.

Section 9: EXECUTIVE COMPENSATION LIMITATIONS
A. Abuse of Office Conviction
In the event that Employee is convicted of a crime involving an abuse of their office or position as set forth in Government Code section 53243.4, Employee shall fully reimburse any compensation paid to Employee pursuant to Government Code section 53243.2. Such reimbursed compensation shall include but is not limited to: (i) Paid Administrative Leave paid to Employee during any pending investigation; (ii) provided funds for any criminal defense during Employee's employment with the City; or (iii) any cash settlement, Severance Payment, or any portion thereof related to the termination of Employee's employment with the City.

TO CITY: City Manager
City of Temecula
41000 Main Street
Temecula, CA 92590
TO EMPLOYEE: Erica Russo
Most recent address on file in Human Resources.

INE

C. Assignment
This Agreement is not assignable by either the City or Employee.

G. Governing Law
This Agreement shall be governed by and construed in accordance with the laws of the State of California and the Parties agree that venue shall be in the County of Riverside.

Effective Date
This Agreement shall take effect on July 1, 2026.
[Signatures Begin on Next Page].
-7-

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:

In
Aaron Adams, City Manager
ATTEST:

Randi Johl, Director of Legislative Affairs/
City Clerk
Approved as to form:

Peter M. Thorson, City Attorney
- 8 -

Dated:

Employee Signature
Employee Name (printed)
-9-

ATTACHMENT A
Classification Specification
- 10

AWA
1 The Heart of Southern California
Wine Country
Director of
Community Services
Established Date: 07/01/2014
Class Code: 600008
Revision Date: 07/24/2024
DESCRIPTION:

DEFINITION
Under general direction, plans, directs, and coordinates the activities of the Community Services Department including park development, acquisition and rehabilitation, recreation programs, cultural arts classes, special events, youth and senior services, volunteer services and facilities maintenance; implements policies and establishes procedures related to department functions; develops and administers the department budget; establishes and maintains liaison to the public; establishes and maintains liaison with various community and cultural groups; serves as a member of the City's executive management team; performs related duties as assigned.

DISTINGUISHING CHARACTERISTICS
The Director of Community Services is a single -position, at -will classification at the Executive Management level. The employee requires an advanced generalist's knowledge of park development and administration, and the development and implementation of community services programs and special events. The employee performs a variety of high-level administrative and professional duties and directs and supervises staff and activities in the City's Community Services Department. The employee is expected to exercise independent judgment, wisdom, common sense, and initiative in establishing efficient and effective departmental operations consistent with City Council policies and administrative guidelines established by the City Manager. The employee must also actively participate in addressing issues of concern to the City that, at times may not have a direct impact on the employee's area of specialization. The Director of Community Services is distinguished from lower level staff by assuming the highest level of assignments and responsibilities within his/her department.

SUPERVISION RECEIVED AND EXERCISED
Receives general 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:
• Develops and implements policies and regulations relating to recreational activity, facility and vehicle maintenance, park development, special events and community services -11

• Plans, directs, and coordinates the Community Services Department activities and services; develops procedures to conduct activities; ensures that activities are conducted in accordance with related laws, ordinances, rules and regulations; develops comprehensive plans to satisfy future needs for department services
• Provides staff assistance to the City Council, Community Services Commission and related committees and commissions
• Develops and implements policies relating to the use of land for development of parks and related facilities; assists in the acquisition of land for future park(s) and facilities; inspects future park sites and work in progress
• Coordinates and directs the preparation of grant applications as appropriate to secure funding for park development projects; ensures that funds are allocated and expended as stipulated by the grant
• Directs the preparation of requests for proposals, reviews proposals and selects and hires consultants for selected projects
• Advertises and reviews construction bids for selected projects; supervises and inspects completed work; acts as contract administrator on projects involving parks and park facilities • Administers contractual agreements with school districts, other governmental agencies, and private organizations; manages park maintenance through departmental staff or contract services; maintains liaison with contracting agencies and service providers; ensures adherence with contract provisions
• Prepares and administers the budget for the Community Services department; participates in discussions regarding most effective utilization of available City funds and setting of priorities • Develops long-term strategic planning to identify fiscal resources necessary to implement the City's priorities
• Administers Capital Improvement Projects
• Advises, and otherwise provides assistance to the City Manager, the City Council, other City personnel, outside agencies, and the public regarding department related issues • Selects, supervises, motivates, plans, trains, directs, and evaluates the work of lower level staff; prepares and presents employee performance reviews; develops and establishes work methods and standards; conducts or directs staff training and development; reviews and evaluates employee performance; works with employees to correct deficiencies; implements disciplinary procedures; recommends employee terminations • Represents the City, or delegates such authority, in relations with the community, advisory committees, local, county, state, and federal agencies, other departments, and professional organizations
• Promotes and coordinates volunteerism
• Prepares and writes a variety of reports and documentation, including detailed Risk Management incident reports
• Performs other duties of a similar nature
-12

MINIMUM OUALIFICATIONS:

EDUCATION AND/OR EXPERIENCE
Bachelor's Degree from an accredited college/university with substantial course work in Recreation, Sociology, Public Administration or a related field; and at least seven (7) years of increasingly responsible professional experience in public recreation and community services with included experience in administration of a variety of community services programs. At least three (3) years in a management/supervisory capacity. Master's Degree in a related field is desirable.

KNOWLEDGE, SKILLS & ABILITIES
Knowledge of:
• Extensive knowledge of the principles and practices of public leisure programs and community services, including recreation and senior services
• Inter -governmental and private leisure programs, facilities, and resources • Pertinent laws, ordinances, rules and regulations related to assessment districts • Tax assessment and assessment district administration • Principles and practices of landscape maintenance programs • Community organization and methods for assessing and stimulating meaningful public interest and participation; program evaluation methods; role of citizen committees, organization of city government, and the effective methods of professional leadership within this framework • Principles and practices of budget preparation and administration • Grant application procedures and administration
• Principles and practices of personnel administration, supervision and training • Occupational hazards and safety measures appropriate to work performed Skill to:
• Operate various types of standard office equipment, including a personal computer and related softwa re
• Operate a motor vehicle in a safe manner
-13

Ability to:
• Analyze and make sound recommendations on complex community services and park administration issues; evaluate alternatives and make appropriate, creative recommendations • Exercise sound, independent judgment and initiative within established guidelines • Interpret City rules, policies and procedures and applicable local state and federal legislation • Communicate respectfully and effectively with a diverse internal and external customer base; maintain confidentiality of information; remain calm, and exercise sound judgment when dealing with sensitive, complex, tense and/or confrontational situations • Establish and maintain courteous, cooperative, and effective working relationships with those encountered in the course of work
• Manage a major function within the City
• Communicate effectively both orally and in writing
• Use proper English, spelling, grammar and punctuation • Plan, organize, and carry out studies and analyses; prepare clear, complete, and technically accurate reports, correspondence, analytical studies and other written materials using standard office and computer equipment; analyze data, develop recommendations based on findings, and reach sound and defensible conclusions; collect data • Work effectively with various governmental agencies, private firms, and the general public • Analyze situations and take effective action
• Speak before groups, organizations, regulatory bodies and professional meetings • Respond constructively to conflict and develop effective resolutions • 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.

May be required to occasionally work outside of regular work hours (e.g. evenings, holidays and weekends) to attend meetings and special events.
-14

WORKING CONDITIONS & PHYSICAL DEMANDS:

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: Form 700 Required
Department: Community Services
Bonding Required: No
-15

AT -WILL EMPLOYMENT AGREEMENT

BETWEEN THE CITY OF TEMECULA AND

RANDIP JOHL OLSON
This employment agreement ("Agreement") is entered into by the City of Temecula ("City") and Randip Johl Olson, Director of Legislative Affairs/City Clerk ("Employee"), each a "Party" and collectively the "Parties." 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 Director of Legislative Affairs/City Clerk. Employee desires to be the Director of Legislative Affairs/City Clerk and acknowledges that such employment is at -will and that either Party may lawfully terminate employment at any time with or without cause.

The City desires, and Employee agrees that Employee shall serve at the will of the City as managed and determined by the City Manager, unless or until this Agreement is terminated.

NOW THEREFORE, the City agrees to hire Employee, subject to the terms and conditions identified below.

Section 2: DUTIES
A. City engages Employee as the Director of Legislative Affairs/City Clerk 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.

of Temecula and the laws and regulations of the State of California and the United States.

Section 6: PERFORMANCE EVALUATION
At least annually, the City Manager or their designee will review and evaluate the performance of Employee as the Director of Legislative Affairs/City Clerk. The purpose of the review shall be to provide the Employee with feedback on the performance of their duties; progress in meeting, achieving, or exceeding the City Council or City Manager's defined goals, objectives, priorities, activities, and programs; and to identify areas requiring improvement and how such improvement may be accomplished. Failure of the City to provide a performance evaluation for Employee shall not limit the City's ability to terminate this Agreement, as provided herein. -2-

Section 8: TERMINATION AND SEVERANCE PAY
A. Termination Without Cause, Severance Agreement
City may terminate Employee at any time without cause by providing Employee written notice -3-

thereof together with the applicable Severance Payment, provided for below.

B. Termination by Employee
Employee may terminate their employment for any reason, at any time, with or without cause.

Employee is encouraged to provide the City with at least thirty days' prior written notice of resignation whenever practicable.

If Employee voluntarily resigns from their employment or retires without a request by the City, the City shall have no obligation to pay any Severance Payment provided in this Section.

Section 9: EXECUTIVE COMPENSATION LIMITATIONS
A. Abuse of Office Conviction
In the event that Employee is convicted of a crime involving an abuse of their office or position as set forth in Government Code section 53243.4, Employee shall fully reimburse any compensation paid to Employee pursuant to Government Code section 53243.2. Such reimbursed compensation shall include but is not limited to: (i) Paid Administrative Leave paid to Employee during any pending investigation; (ii) provided funds for any criminal defense during Employee's employment with the City; or (iii) any cash settlement, Severance Payment, or any portion thereof related to the termination of Employee's employment with the City.

TO CITY: City Manager
City of Temecula
41000 Main Street
Temecula, CA 92590
TO EMPLOYEE: Randip Johl Olson
Most recent address on file in Human Resources.

INE

C. Assignment
This Agreement is not assignable by either the City or Employee.

G. Governing Law
This Agreement shall be governed by and construed in accordance with the laws of the State of California and the Parties agree that venue shall be in the County of Riverside.

Effective Date
This Agreement shall take effect on July 1, 2026.
[Signatures Begin on Next Page].
-7-

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:

In
Aaron Adams, City Manager
ATTEST:

Erika Ramirez, Deputy City Clerk
Approved as to form:

Peter M. Thorson, City Attorney
- 8 -

Dated:

Employee Signature
Employee Name (printed)
-9-

ATTACHMENT A
Classification Specification
- 10

Ank
f
The Heart of Southern California
Wine Country
Established Date: 07/01/2014
Revision Date: 08/27/2021
DESCRIPTION:

DEFINITION
Director of Legislative
Affairs/City Clerk
Class Code: 500008
Under general direction, this position is responsible for providing direction to plan, administer, and coordinate the operations and responsibilities of the City Clerk's Department, including Legislative Affairs, and the Records Management Division.

DISTINGUISHING CHARACTERISTICS
The Director of Legislative Affairs/City Clerk is a single -position, at -will classification at the Executive Management level. The employee requires considerable independent judgment and provides technical advice to the City Manager and City Council. The employee is a member of the City's executive team and is expected to actively participate in managing a wide variety of City issues.

SUPERVISION RECEIVED AND EXERCISED
Receives general 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:
• Oversees, prepares, and makes recommendations on updates to the City's Legislative Platform • Monitors legislation through the legislative process, and provides updates on their progress to City Council Members and City management and staff; provides reports regarding the status and impact of pending legislation
• Compiles, analyzes, and communicates information on legislative issues affecting the City's internal and external stakeholders
• Provides recommendations and options for engaging on specific legislation and supporting/opposing interest groups
• Coordinates with legislative advocacy firms to influence the formation, edits, or repeal of legislation impacting the City
-11

• Oversees, plans, coordinates and develops preparation of City Council agendas in cooperation with City Management staff
• Oversees and coordinates the publication of ordinances, resolutions and notices of hearings • Oversees coordination, execution and administration of all City contracts; attests signatures of City Council and City Officials
• Oversees and coordinates bid opening process with initiating department, and monitors process through bid opening and award of contract
• Oversees the preparation and coordination of the publication, posting and distribution of legal notices for public meetings and hearings; ensures that legal requirements are met for publication and posting of agendas and minutes
• Oversees the processing, indexing, filing and retrieving of all official City documents; responds to inquiries from City Council Members, City management and staff, and the general public regarding Council actions, official records, and interpretation of related policies, procedures and laws; researches, compiles and analyzes data for special projects and reports, as needed • Certifies copies of official records
• Makes presentations in various public forums; attends Mayor meetings and Executive Staff meetings
• Oversees, prepares and administers department budget
• Maintains official records of City business in accordance with federal, state and local requirements
• Schedules and coordinates appeals hearings; selects appropriate hearing officers; maintains script and background information for hearing officers; schedules recording rooms; writes and distributes all official communication for hearings
• Oversees all State Fair Political Practices Commission requirements • Schedules and provides training for 700 Form filers, as required by law • Manages support to Commissions; oversees all advertising, posting and lists necessary to maintain City Commissions posting requirements, including Maddy Act posting, as required by law
• Oversees and directs in the preparation of accurate and official action minutes of City Council meetings
• Plans, processes and administers municipal elections and election related matters • Ensures all public documents and City Council actions are in the correct format, include required attachments and obtains appropriate signatures prior to recording or sending elsewhere for further action
• Directs the processing, indexing, filing and retrieving of all official City documents; oversees the response to inquiries from City Council Members, City management and staff, and the general public regarding Council actions, official records, and interpretation of related policies, -12

procedures and laws; researches, compiles and analyzes data for special projects and reports, as needed
• Provides assistance to the public and City staff by helping to identify records and information relevant to public records requests; ensures timely response to all requests and justifies any nondisclosure and/or ensures deletion of any portions that are exempt from the mandate of the Public Records Act
• Maintains the City Municipal Code Book; serves as the official custodian of the City Seal; administers oaths
• Prepares and presents verbal and written reports, as needed; formulates and presents proposals and recommendations
• Attends City Council meetings and other public meetings, as appropriate • Performs Notary Public duties
• Supervises, motivates, plans, trains, directs, and evaluates the work of lower level staff • Develops and directs the implementation of department goals, objectives, policies, procedures and work standards; coordinates departmental activities with other City departments and outside agencies
• Provides assistance to the Mayor, City Manager and City Council, as needed • Prepares and writes a variety of reports and documentation, including detailed Risk Management incident reports
• Performs other duties of a similar nature
MINIMUM QUALIFICATIONS:

EDUCATION AND/OR EXPERIENCE
Bachelor's Degree from an accredited college/university in Public or Business Administration; and five (5) years of increasingly responsible analytical experience creating, maintaining and certifying records and information for a government or public entity. Three (3) years of supervisory experience is desired. Master's Degree in Public or Business Administration is desirable.

KNOWLEDGE, SKILLS & ABILITIES
Knowledge of:
• Objectives, programs, policies and procedures of a municipal clerk's office • Pertinent federal, state, and local laws, code, and regulations related to division operations -13

• Pertinent legislative processes and procedures
• Political insight and understanding
• Principles and procedures of record keeping and reporting • Procedures for administering municipal elections; familiarity with specialized electronic records management software
• Terminology of ordinances and resolutions
• Principles and procedures for municipal budgeting
• Occupational hazards and safety measures appropriate to work performed Skill to:
• Communicate effectively with a variety of personalities in a tactful, pleasant, and professional manner
• Operate various types of standard office equipment, including a personal computer and related softwa re
• Operate a motor vehicle in a safe manner
Ability to:
• Interpret, explain, and apply division policies and procedures and pertinent federal, state, and local laws, codes, and regulations
• Plan, organize and conduct municipal elections
• Organize and prioritize projects and tasks in order to meet strict deadlines • Prepare and maintain accurate and precise written documents such as reports, records, forms and correspondence; establish and maintain complex records and filing systems • Maintain professionalism, courtesy and composure at all times, including stressful situations, and handle disputes and complaints in a calm manner
• Evaluate situations, identify problems, and exercise sound independent judgment within established guidelines
• Perform assignments with a high degree of independence • Establish and maintain courteous, cooperative, and effective working relationships with those encountered in the course of work
• Understand and follow oral and written instructions
• Communicate clearly and concisely, orally and in writing -14

• Communicate respectfully and effectively with a diverse internal and external customer base; maintain confidentiality of information; remain calm, and exercise sound judgment when dealing with sensitive, complex, tense and/or confrontational situations • 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.

Certification as a Notary Public by the State of California is required within six (6) months of appointment.

Certification by the International Institute of Municipal Clerks as a Certified Municipal Clerk is desirable.

May be required to occasionally work outside of regular work hours (e.g. evenings, holidays and weekends) to attend meetings and special events.

WORKING CONDITIONS & PHYSICAL DEMANDS:

The employee typically works in office conditions; the noise level is frequently quiet or moderately quiet, at or below 50 decibels.
-15

SUPPLEMENTAL INFORMATION:

Flexibly Staffed: No
FLSA Status: Exempt
Conflict of Interest: Form 700 Required
Department: City Clerk
Bonding Required: Yes
-16

AT -WILL EMPLOYMENT AGREEMENT

BETWEEN THE CITY OF TEMECULA AND
MATTHEW D. PETERS
This employment agreement ("Agreement") is entered into by the City of Temecula ("City") and Matthew D. Peters, Director of Community Development ("Employee"), each a "Party" and collectively the "Parties." 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 Director of Community Development. Employee desires to be the Director of Community Development and acknowledges that such employment is at -will and that either Party may lawfully terminate employment at any time with or without cause.

The City desires, and Employee agrees that Employee shall serve at the will of the City as managed and determined by the City Manager, unless or until this Agreement is terminated.

NOW THEREFORE, the City agrees to hire Employee, subject to the terms and conditions identified below.

Section 2: DUTIES
A. City engages Employee as the Director of Community Development 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.

of Temecula and the laws and regulations of the State of California and the United States.

Section 5: COMPENSATION
As compensation for the services to be rendered by Employee, City agrees to pay Employee a base starting salary of no less than $276,265.60 per year, payable in twenty-six biweekly installments on the City's regular payroll schedule and subject to customary withholding. Salary adjustments (merit increases), if any, during the term of this Agreement shall be at the sole discretion of the City Manager based upon the evaluation of Employee's job performance and within the base salary range established or otherwise approved by the City Council. Any and all adjustments shall be in accordance with City personnel policies and procedures.

Section 6: PERFORMANCE EVALUATION
At least annually, the City Manager or their designee will review and evaluate the performance of Employee as the Director of Community Development. The purpose of the review shall be to provide the Employee with feedback on the performance of their duties; progress in meeting, achieving, or exceeding the City Council or City Manager's defined goals, objectives, priorities, activities, and programs; and to identify areas requiring improvement and how such improvement may be accomplished. Failure of the City to provide a performance evaluation for Employee shall not limit the City's ability to terminate this Agreement, as provided herein. -2-

Section 8: TERMINATION AND SEVERANCE PAY
A. Termination Without Cause, Severance Agreement
City may terminate Employee at any time without cause by providing Employee written notice -3-

thereof together with the applicable Severance Payment, provided for below.

B. Termination by Employee
Employee may terminate their employment for any reason, at any time, with or without cause.

Employee is encouraged to provide the City with at least thirty days' prior written notice of resignation whenever practicable.

If Employee voluntarily resigns from their employment or retires without a request by the City, the City shall have no obligation to pay any Severance Payment provided in this Section.

Section 9: EXECUTIVE COMPENSATION LIMITATIONS
A. Abuse of Office Conviction
In the event that Employee is convicted of a crime involving an abuse of their office or position as set forth in Government Code section 53243.4, Employee shall fully reimburse any compensation paid to Employee pursuant to Government Code section 53243.2. Such reimbursed compensation shall include but is not limited to: (i) Paid Administrative Leave paid to Employee during any pending investigation; (ii) provided funds for any criminal defense during Employee's employment with the City; or (iii) any cash settlement, Severance Payment, or any portion thereof related to the termination of Employee's employment with the City.

TO CITY: City Manager
City of Temecula
41000 Main Street
Temecula, CA 92590
TO EMPLOYEE: Matthew D. Peters
Most recent address on file in Human Resources.

INE

C. Assignment
This Agreement is not assignable by either the City or Employee.

G. Governing Law
This Agreement shall be governed by and construed in accordance with the laws of the State of California and the Parties agree that venue shall be in the County of Riverside.

Effective Date
This Agreement shall take effect on July 1, 2026.
[Signatures Begin on Next Page].
-7-

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:

In
Aaron Adams, City Manager
ATTEST:

Randi Johl, Director of Legislative Affairs/
City Clerk
Approved as to form:

Peter M. Thorson, City Attorney
- 8 -

Dated:

Employee Signature
Employee Name (printed)
-9-

ATTACHMENT A
Classification Specification
- 10

AWA
1 The Heart of Southern California
Wine Country
Director of
Community Development
Established Date: 07/01/2014
Class Code: 300008
Revision Date: 08/27/2021
DESCRIPTION:

DEFINITION
Under general direction, plans, directs, and coordinates the activities of the Community Development department; implements policies and establishes procedures related to planning, housing, code enforcement, business licensing and building inspection functions; develops and administers the department budget; establishes and maintains liaison to the public; performs related duties, as assigned.

DISTINGUISHING CHARACTERISTICS
The Director of Community Development is a single -position, at -will classification at the Executive Management level, and is responsible for the development and administration of programs designed to address primary areas of City service. The employee is expected to exercise independent judgment, wisdom, common sense, and initiative in establishing efficient and effective departmental operations consistent with City Council policies and administrative guidelines established by the City Manager. The employee must also function as a member of the City's management team and participate actively in addressing issues of concern to the City that at times may not have a direct impact on their area of specialization. The Director of Community Development is distinguished from lower level staff by assuming the highest level of assignments and responsibilities within his/her department.

SUPERVISION RECEIVED AND EXERCISED
Receives general 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:

Develops and implements policies and regulations relating to the use of land, including planning, zoning, housing, and building and safety; ensures that policies are administered equitably
• Plans, directs, and coordinates department activities and services; develops procedures to conduct activities; ensures that activities are conducted in accordance with related laws, -11

ordinances, rules, and regulations; develops comprehensive plans to satisfy future needs for department services
• Directs and participates in the development, maintenance, and implementation of the City's General Plan; implements and administers the Uniform Building and associated codes • Prepares and administers the budget for the Community Development Department • Advises, and otherwise provides assistance to the City Manager, the City Council, the Planning Commission, other citizen committees, other City personnel, and the public regarding department related issues
• Conducts or directs the conduct of studies, and the preparation and presentation of reports, regarding the use of land, development and maintenance of affordable housing, building inspection, and code enforcement in the City of Temecula and related department activities • Administers contract services pertaining to planning, housing, code enforcement building and safety services, and other consultant services; maintains liaison with service providers and ensures adherence to contract provisions
• Selects, supervises, motivates, plans, trains, directs, and evaluates the work of lower level staff; prepares and presents employee performance reviews; provides/coordinates staff training; works with employees to correct deficiencies; implements disciplinary procedures; recommends employee terminations; approves time sheets and expense reports • Represents the City, or delegates such authority, in relations with the community, advisory committees, local, county, state, and federal agencies, other planning and community development departments, and professional organizations • Serves as Secretary to the Planning Commission
• Develops and directs the implementation of department goals, objectives, policies, procedures and work standards
• Prepares and writes a variety of reports and documentation, including detailed Risk Management incident reports
• Performs other duties of a similar nature
MINIMUM OUALIFICATIONS:

EDUCATION AND/OR EXPERIENCE
Bachelor's Degree from an accredited college/university in Urban or Regional Planning, Urban Design, Public or Business Administration, or a closely related field; and a minimum of seven (7) years of progressively responsible professional planning experience encompassing both advanced -12

and current planning in a municipal agency, with a minimum of three (3) years of management experience in a municipal planning department. Master's Degree in a related field is desired.

KNOWLEDGE, SKILLS & ABILITIES
Knowledge of:
• Extensive knowledge of modern principles and practices of urban planning and community development
• Principles and practices of municipal planning, zoning, environmental issues, permit procedures, site planning and architectural design
• Principles and practices of statistics, graphic presentations, engineering drawings, landscape review, historic preservation, Community Development Block Grant, code amendment process, demographics, business license regulations, legislative review and Air Quality District regulations
• Applicable federal and state planning and zoning laws, including CEQA and the Subdivision Map Act
• Methods and techniques used in the development and maintenance of master plans • Principles, objectives and procedures of modern municipal planning • Considerable knowledge of building, electrical, mechanical, and related codes and regulations, including the Uniform Building Code
• Methods, materials, techniques, and practices employed in building inspection design and construction
• Principles of employee supervision, training, and performance evaluation • Methods and techniques of research, statistical analysis and report preparation • Occupational hazards and safety measures appropriate to work performed Skill to:
• Operate various types of standard office equipment, including a personal computer and related softwa re
• Operate a motor vehicle in a safe manner
Ability to:
• Analyze a variety of complex administrative and organizational problems and make sound policy and procedural recommendations
• Effectively and accurately analyze complex data in order to determine consequences, identify alternatives, and draw logical conclusions
-13

• Evaluate situations, identify problems, and exercise sound independent judgment within established guidelines
• Interpret, explain, and apply policies, procedures, laws, codes, and regulations pertaining to Community Development
• Negotiate and manage contracts with consultants and developers and effectively represent the City in meetings with various individuals and organizations • Communicate clearly and effectively, both orally and in writing, including making public presentations and preparing comprehensive written reports • Use proper English, spelling, grammar and punctuation • Establish and maintain courteous, cooperative, and effective working relationships with those encountered in the course of work
• Supervise, plan, train, direct, and evaluate the work of lower level staff • Develop new policies impacting division operations/procedures • Prepare accurate, comprehensive, and precise written reports and analyses • Plan, organize, and prioritize multiple projects and tasks in order to meet strict deadlines • Prepare budgets and allocate limited resources in a cost effective manner • 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.

Membership in the American Institute of Certified Planners (A.I.C.P.) is desirable.

Required to work outside of regular work hours (e.g. evenings, holidays and weekends) to attend meetings and special events.

WORKING CONDITIONS & PHYSICAL DEMANDS:

The employee may need to assist staff in performing inspections of work in the field that may require walking on uneven ground, working around machinery, fumes, dirt and gas, and in varying temperatures. The employee must maintain composure and good judgment while under stress.

The employee typically works in office conditions; the noise level is frequently quiet, at or below 50 decibels. The employee is required to attend evening meetings and to travel to different redevelopment sites and public and private facilities.

SUPPLEMENTAL INFORMATION:

Flexibly Staffed: No
FLSA Status: Exempt
Conflict of Interest: Form 700 Required
Department: Community Development
Bonding Required: No
-15

AT -WILL EMPLOYMENT AGREEMENT

BETWEEN THE CITY OF TEMECULA AND

RONNIE MORENO
This employment agreement ("Agreement") is entered into by the City of Temecula ("City") and Ronnie Moreno, Director of Public Works/City Engineer ("Employee"), each a "Party" and collectively the "Parties." 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 Director of Public Works/City Engineer. Employee desires to be the Director of Public Works/City Engineer and acknowledges that such employment is at -will and that either Party may lawfully terminate employment at any time with or without cause.

The City desires, and Employee agrees that Employee shall serve at the will of the City as managed and determined by the City Manager, unless or until this Agreement is terminated.

NOW THEREFORE, the City agrees to hire Employee, subject to the terms and conditions identified below.

Section 2: DUTIES
A. City engages Employee as the Director of Public Works/City Engineer 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.

of Temecula and the laws and regulations of the State of California and the United States.

Section 6: PERFORMANCE EVALUATION
At least annually, the City Manager or their designee will review and evaluate the performance of Employee as the Director of Public Works/City Engineer. The purpose of the review shall be to provide the Employee with feedback on the performance of their duties; progress in meeting, achieving, or exceeding the City Council or City Manager's defined goals, objectives, priorities, activities, and programs; and to identify areas requiring improvement and how such improvement may be accomplished. Failure of the City to provide a performance evaluation for Employee shall not limit the City's ability to terminate this Agreement, as provided herein. -2-

Section 8: TERMINATION AND SEVERANCE PAY
A. Termination Without Cause, Severance Agreement
City may terminate Employee at any time without cause by providing Employee written notice -3-

thereof together with the applicable Severance Payment, provided for below.

B. Termination by Employee
Employee may terminate their employment for any reason, at any time, with or without cause.

Employee is encouraged to provide the City with at least thirty days' prior written notice of resignation whenever practicable.

If Employee voluntarily resigns from their employment or retires without a request by the City, the City shall have no obligation to pay any Severance Payment provided in this Section.

Section 9: EXECUTIVE COMPENSATION LIMITATIONS
A. Abuse of Office Conviction
In the event that Employee is convicted of a crime involving an abuse of their office or position as set forth in Government Code section 53243.4, Employee shall fully reimburse any compensation paid to Employee pursuant to Government Code section 53243.2. Such reimbursed compensation shall include but is not limited to: (i) Paid Administrative Leave paid to Employee during any pending investigation; (ii) provided funds for any criminal defense during Employee's employment with the City; or (iii) any cash settlement, Severance Payment, or any portion thereof related to the termination of Employee's employment with the City.

TO CITY: City Manager
City of Temecula
41000 Main Street
Temecula, CA 92590
TO EMPLOYEE: Ronnie Moreno
Most recent address on file in Human Resources.

INE

C. Assignment
This Agreement is not assignable by either the City or Employee.

G. Governing Law
This Agreement shall be governed by and construed in accordance with the laws of the State of California and the Parties agree that venue shall be in the County of Riverside.

Effective Date
This Agreement shall take effect on July 1, 2026.
[Signatures Begin on Next Page].
-7-

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:

In
Aaron Adams, City Manager
ATTEST:

Randi Johl, Director of Legislative Affairs/
City Clerk
Approved as to form:

Peter M. Thorson, City Attorney
- 8 -

Dated:

Employee Signature
Employee Name (printed)
-9-

ATTACHMENT A
Classification Specification
- 10

Aft
a
The Heart of Southern California
Wine Country
Director of
Public Works/City Engineer
Established Date: 07/01/2014
Class Code: 400008
Revision Date: 03/23/2023
DESCRIPTION:

DEFINITION
Under general direction, plans, directs, and coordinates the activities of the Public Works Department including: land development, capital improvement projects, traffic engineering, street and right-of-way maintenance and operation. The employee provides highly complex staff assistance to the City Manager and City Council; implements policies and establishes procedures related to municipal engineering services and public works programs; serves as City Engineer; develops and administers the department budget; establishes and maintains liaison to the public; performs related duties as assigned.

DISTINGUISHING CHARACTERISTICS
This Director of Public Works/City Engineer is a single -position, at -will classification at the Executive Management level, and is responsible for the development and administration of programs designed to address primary areas of City service. The employee is expected to exercise independent judgment, wisdom, common sense, and initiative in establishing efficient and effective departmental operations consistent with City Council policies and administrative guidelines established by the City Manager. The employee must also function as a member of the City's executive team and participate actively in addressing issues of concern to the City that at times may not have a direct impact on their area of specialization. The Director of Public Works/City Engineer is distinguished from lower level staff by assuming the highest level of assignments and responsibilities within his/her department.

SUPERVISION RECEIVED AND EXERCISED
Receives general 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:
-11

Develops, plans, implements and administers department goals and objectives as well as policies and procedures necessary to provide assigned engineering and public works services; approves new or modified programs, systems, policies and procedures Directs and manages the City engineering function including the planning, design and construction of public works facilities, traffic engineering operations, permit issuance and inspections, as well as development review and approval, ensuring that such activities and programs are carried out according to sound engineering practices and principles; serves as the City Engineer; reviews and approves engineering plans and subdivision maps • Directs and manages the construction and maintenance of City streets and right of way, facilities and fleet maintenance activities; ensures proper usage of materials, equipment and work methods; maintains facilities and equipment according to City standards • Directs facility and parks maintenance and operations; directs traffic engineering operations and maintenance of traffic control systems
• Meets with members of the public including local developers, members of the business community and citizen groups to explain City policies, procedures, goals and objectives; negotiates agreements and resolves difficult public works related problems and questions • Serves as technical advisor to the City Council and the Planning Commission; serves on variety of committees; advises other members of City management in matters related to public works activities and programs, subdivisions and development construction • Directs the development and administration of the Public Works Department budget; directs the forecast of funds needed for staffing, equipment, materials and supplies; monitors and approves expenditures; makes mid -year adjustments
• Directs, manages and participates in the development of the department work plan and the City's Capital Improvement Program; directs the development of plans and specifications for public works maintenance and construction activities; administers contracts; approves progress payments and accepts improvements; assigns work activities, projects and programs; monitors work flow; reviews and evaluates work products, methods and procedures • Coordinates department activities with those of other departments and outside agencies and organizations; provides staff assistance to the City Manager and City Council; prepares and presents staff reports and other necessary correspondence; researches public work problems and prepares a variety of comprehensive reports
As City Engineer, directs and participates in the design of systems and facilities; oversees construction activities; compiles estimates, contract provisions, and specifications; approves completed plans
-12

• Selects, supervises, motivates, plans, trains, directs, and evaluates staff; prepares and presents employee performance reviews; provides/coordinates staff training; works with employees to correct deficiencies; implements disciplinary procedures; recommends employee terminations; approves time sheets and expense reports
• Represents Public Works or delegates such authority in relations with the community, advisory committees, local, state, and federal agencies, other public works agencies, and professional organizations; schedules public hearings and leads discussions regarding proposed public works projects
• Prepares and writes a variety of reports and documentation, including detailed Risk Management incident reports
• Performs other duties of a similar nature
MINIMUM QUALIFICATIONS:

EDUCATION AND/OR EXPERIENCE:

Bachelor's Degree from an accredited college/university in Civil Engineering or a closely related field and a minimum seven (7) years of progressively responsible related civil engineering experience, including or supplemented by four (4) years of experience in a management or supervisory capacity. Master's Degree in a related field is desired.

KNOWLEDGE, SKILLS & ABILITIES
Knowledge of:
• Extensive knowledge of municipal public works planning, engineering, maintenance, and construction; fleet, streets, grounds, and utilities maintenance programs • Considerable knowledge of municipal organization, administration, budgeting, and cost accounting
• Modern principles and practices of management, personnel administration, staffing, supervision
• Civil engineering principles related to planning, traffic, streets, public buildings, and capital facilities planning
• Technical, legal, and financial requirements involved in the conduct of municipal public works studies, planning, and construction; techniques and methods of preparing designs, plans, specifications, estimates, and reports for proposed municipal facilities • Principles and practices of customer service
• Principles and practices of employee supervision, training, and performance evaluation -13

• Occupational hazards and safety measures appropriate to work performed Skill to:
• Operate various types of standard office equipment, including a personal computer, tablet and related software
• Analyze unusual situations and resolve them through application of management principles and practices
• Plan, direct, and coordinate the work of the Public Works Department • Operate a motor vehicle in a safe manner
Ability to:
• Establish and maintain courteous, cooperative, and effective working relationships with those encountered in the course of work
• Communicate clearly and concisely, both orally and in writing • Use proper English, spelling, grammar and punctuation • Research and prepare complex reports on a variety of subjects • Supervise, plan, train, direct, and evaluate the work of lower level staff • Make decisions regarding operational and personnel functions; understand, explain and apply policies and procedures
• Identify methods to maximize service effectiveness and efficiency; deal constructively with conflict and develop effective resolutions
• Assist in planning and enforcing a balanced budget; develop new policies impacting division operations/procedures
• Interpret financial statements and cost accounting reports; administer contracts and ensure compliance with contract provisions
• 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.

Certificate of Registration as a Professional Civil Engineer issued by the State of California.

Authorization to sign subdivision maps is desirable.

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 -14

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.

Participation in the emergency standby/call out program is required.

May be required to occasionally work outside of the regular work hours (e.g. evenings, holidays and weekends) to attend meetings and special events.

WORKING CONDITIONS & PHYSICAL DEMANDS:

The employee typically works in office conditions; the noise level is frequently quiet or moderately quiet, at or below 70 decibels. Travel requirements 15-20%.

SUPPLEMENTAL INFORMATION:

Flexibly Staffed: No
FLSA Status: Exempt
Conflict of Interest: Form 700 Required
Department: Public Works
Bonding Required: No
-15

AT -WILL EMPLOYMENT AGREEMENT

BETWEEN THE CITY OF TEMECULA AND

JENNIFER HENNESSY
This employment agreement ("Agreement") is entered into by the City of Temecula ("City") and Jennifer Hennessy, Director of Finance ("Employee"), each a "Party" and collectively the "Parties." 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 Director of Finance. Employee desires to be the Director of Finance and acknowledges that such employment is at -will and that either Party may lawfully terminate employment at any time with or without cause.

The City desires, and Employee agrees that Employee shall serve at the will of the City as managed and determined by the City Manager, unless or until this Agreement is terminated.

NOW THEREFORE, the City agrees to hire Employee, subject to the terms and conditions identified below.

Section 2: DUTIES
A. City engages Employee as the Director of Finance 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.

Section 6: PERFORMANCE EVALUATION
At least annually, the City Manager or their designee will review and evaluate the performance of Employee as the Director of Finance. The purpose of the review shall be to provide the Employee with feedback on the performance of their duties; progress in meeting, achieving, or exceeding the City Council or City Manager's defined goals, objectives, priorities, activities, and programs; and to identify areas requiring improvement and how such improvement may be accomplished.

Failure of the City to provide a performance evaluation for Employee shall not limit the City's ability to terminate this Agreement, as provided herein.
-2-

Section 8: TERMINATION AND SEVERANCE PAY
A. Termination Without Cause, Severance Agreement
City may terminate Employee at any time without cause by providing Employee written notice -3-

thereof together with the applicable Severance Payment, provided for below.

B. Termination by Employee
Employee may terminate their employment for any reason, at any time, with or without cause.

Employee is encouraged to provide the City with at least thirty days' prior written notice of resignation whenever practicable.

If Employee voluntarily resigns from their employment or retires without a request by the City, the City shall have no obligation to pay any Severance Payment provided in this Section.

Section 9: EXECUTIVE COMPENSATION LIMITATIONS
A. Abuse of Office Conviction
In the event that Employee is convicted of a crime involving an abuse of their office or position as set forth in Government Code section 53243.4, Employee shall fully reimburse any compensation paid to Employee pursuant to Government Code section 53243.2. Such reimbursed compensation shall include but is not limited to: (i) Paid Administrative Leave paid to Employee during any pending investigation; (ii) provided funds for any criminal defense during Employee's employment with the City; or (iii) any cash settlement, Severance Payment, or any portion thereof related to the termination of Employee's employment with the City.

TO CITY: City Manager
City of Temecula
41000 Main Street
Temecula, CA 92590
TO EMPLOYEE: Jennifer Hennessy
Most recent address on file in Human Resources.

INE

C. Assignment
This Agreement is not assignable by either the City or Employee.

G. Governing Law
This Agreement shall be governed by and construed in accordance with the laws of the State of California and the Parties agree that venue shall be in the County of Riverside.

Effective Date
This Agreement shall take effect on July 1, 2026.
[Signatures Begin on Next Page].
-7-

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:

In
Aaron Adams, City Manager
ATTEST:

Randi Johl, Director of Legislative Affairs/
City Clerk
Approved as to form:

Peter M. Thorson, City Attorney
- 8 -

Dated:

Employee Signature
Employee Name (printed)
-9-

ATTACHMENT A
Classification Specification
- 10

AWA
1 The Heart of Southern California
Wine Country
Director of Finance
Established Date: 07/01/2014
Class Code: 200008
Revision Date: 08/27/2021
DESCRIPTION:

DEFINITION
Under general direction, plans, directs and coordinates the activities of the Finance Department; implements policies and establishes procedures related to finance, purchasing, utility billing, and revenue collection functions; develops and administers the department and Citywide budget; provides advisory support on Labor Negotiations; provides highly responsible professional and technical staff assistance, to the City Manager/City Council, and operating departments; establishes and maintains liaison to the public; performs related duties as required; serves as a member of the City's executive management team in the consideration of general City policies, programs and concerns; performs related duties, as assigned.

DISTINGUISHING CHARACTERISTICS
The Director of Finance is a single -position, at -will classification at the Executive Management level requiring an advanced generalist's knowledge of municipal finance and budgeting for the development and administration of programs designed to address primary areas of City service.

The employee performs a variety of high-level administrative and professional duties and directs and supervises staff and activities in the City's Finance Department. The employee is expected to exercise independent judgment, wisdom, common sense, and initiative in establishing efficient and effective departmental operations consistent with City Council policies and administrative guidelines established by the City Manager. The employee must also participate actively in addressing issues of concern to the City that at times may not have a direct impact on the employee's area of specialization. The Director of Finance is distinguished from lower level staff by assuming the highest level of assignments and responsibilities within his/her department.

SUPERVISION RECEIVED AND EXERCISED
Receives general 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:

Directs the fiscal management of the City, including budget preparation and monitoring, revenue forecasting, collection and disbursement of funds, accounting, financial reporting and auditing, and investment of funds, debt issuance and administration -11

• Plans, directs, and coordinates the administration of the City's finance, purchasing, and utility billing activities and services; recommends policies and implements procedures to conduct activities; ensures that activities are conducted in accordance with related laws, ordinances, rules and regulations; develops comprehensive plans to satisfy future needs for departmental services
• Assists the City Manager in budget preparation and administration for the City and the Redevelopment Agency; estimates anticipated revenues; assists in reviewing proposed budget allocations; conducts fiscal analysis and submits data and reports for use in evaluating operating departments proposals
• Conducts studies or oversees the conduct of complex studies relating to the development of rates and charges for utilities, development impact fees, and user charges; prepares and supervises the preparation of reports to the State Controller, County Auditor Controller and other Federal, State or County agencies
• Administers contracts for department services; reviews Citywide contractual agreements and ensures that City contractual services are provided in accordance with contract provisions • Advises, and otherwise provides assistance to the City Council, City Manager, other City staff and the public regarding financial matters
• Represents the City, or delegates such authority, in relations with the community, advisory committees, other local, state and federal agencies and professional organizations • Selects, supervises, motivates, plans, trains, directs, and evaluates the work of lower level staff; prepares and presents employee performance reviews; provides/coordinates staff training; works with employees to correct deficiencies; implements disciplinary procedures; recommends employee terminations; approves time sheets and expense reports • Prepares and writes a variety of reports and documentation, including detailed Risk Management incident reports
• Performs other duties of a similar nature
MINIMUM QUALIFICATIONS:

EDUCATION AND/OR EXPERIENCE
Bachelor's Degree from an accredited college/university, preferably with substantial course work in Accounting, Business or Public Administration or a closely related field, and seven (7) years of increasingly responsible professional experience in governmental finance including at least four (4) years in a management/supervisory capacity. Master's Degree in a related field is desired.

KNOWLEDGE, SKILLS & ABILITIES
Knowledge of:
-12

• Extensive knowledge of the principles and practices of public administration including, budgetary practices
• Accounting principles, practices, and methods
• Ordinances, resolutions, and laws affecting municipal financial operations • Methods and techniques of public administration research, analysis and report preparation • Legislation related to public agency finance including, grant accounting, bond issuances and cash forecasting and investment
• Principles and practices of financial planning
• Research methods and techniques and methods of report presentation • Principles and practices of personnel administration, supervision and training • Occupational hazards and safety measures appropriate to work performed Skill to:
• Operate various types of standard office equipment, including a personal computer and related softwa re
• Analyze unusual situations and resolve them through application of management principles and practices
• Operate a motor vehicle in a safe manner
Ability to:
• Research and prepare complex reports on a variety of subjects • Supervise, plan, train, direct, and evaluate the work of lower level staff • Represent the City in a variety of meetings
• Make decisions regarding operational and personnel functions; operate programs within allocated amounts; develop new policies impacting division operations/procedures • Establish and maintain courteous, cooperative, and effective working relationships with those encountered in the course of work
• Communicate clearly and concisely, both orally and in writing • Use proper English, spelling, grammar and punctuation • Understand, explain and apply policies and procedures • Identify methods to maximize service effectiveness and efficiency • Deal constructively with conflict and develop effective resolutions -13

• Plan and enforce a balanced budget; interpret financial statements and cost accounting reports; administer contracts and ensure compliance with contract provisions • 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.

Certification as a Certified Public Accountant is desirable.

May be required to occasionally work outside of regular work hours (e.g. evenings, holidays and weekends) to attend meetings and special events.

WORKING CONDITIONS & PHYSICAL DEMANDS:

The employee works under typical office conditions; the noise level is frequently quiet or moderately quiet, at or below 50 decibels. The employee may be required to travel to work sites or other locations for meetings.

SUPPLEMENTAL INFORMATION:

Flexibly Staffed: No
FLSA Status: Exempt
Conflict of Interest: Form 700 Required
Department: Finance
Bonding Required: Yes
-14

Dy T EIVIt
o �,-
Jf,� 1989
Y"; 4, NEV 000

MEMORANDUM OF UNDERSTANDING
(M.O.U)
Between the City of Temecula and
Teamsters Local 986
Effective July 1, 2026

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...................................................................................................................... 3 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......................................................................................5

10.1 Longevity Compensation............................................................................................6

10.2 Special Merit Pay.......................................................................................................6

10.3 Bilingual Pay...............................................................................................................7

10.4 Notary Pay..................................................................................................................7

10.5 CalPERS Reportability...............................................................................................7 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............................................................................................9

13.2 9/80 Workweek...........................................................................................................9

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.................................................................................................13

19.4 Uniform Replacement...............................................................................................14

19.5 Uniform Costs...........................................................................................................14

19.6 Safety Equipment.....................................................................................................14

19.7 Safety Footwear Allowance......................................................................................14

19.8 Additional Safety Footwear Allowance.....................................................................15

19.9 Clothing Allowance...................................................................................................15 Article 20 Temporary Upgrade Assignment............................................................................15

20.1 Salary.......................................................................................................................16

20.2 Length of Temporary Upgrade Assignment.............................................................16

20.3 Temporary Upgrade Work Exclusions......................................................................17 Article 21 Probationary Periods...............................................................................................17

21.1 Promotional Probation..............................................................................................17 Article 22 Eligibility for Merit Increases...................................................................................18 Article 23 Tuition Reimbursement...........................................................................................18

23.1 Course Eligibility and Reimbursement Requirements..............................................18

23.2 Training Time...........................................................................................................19 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.....................................................................21

27.1 CAL Accrual.............................................................................................................21

27.2 Requesting Time Off................................................................................................22

27.3 Scheduling................................................................................................................22

27.4 Separation of Employment.......................................................................................23

27.5 CAL Donations.........................................................................................................23

27.6 Comprehensive Annual Leave Time Cash Out........................................................24 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 Pregnancy Leave.....................................................................................................28

29.8 Bonding Leave.........................................................................................................28 Article30 Jury Duty.................................................................................................................28

30.1 Defining "Practical" Return to Full Duty....................................................................29

30.2 Supervisor Determination.........................................................................................29

Article31 Military Leave..........................................................................................................29 Article 32 Leaves of Absence without Pay..............................................................................30

32.1 Benefits While on Leave without Pay.......................................................................30

32.2 Procedure for Requesting Leave of Absence without Pay.......................................31

32.3 Procedure for Unforeseen Circumstances...............................................................31 Article 33 Health and Wellness Benefits................................................................................. 31 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................................33 Article34 Life Insurance.........................................................................................................35 Article35 Retirement..............................................................................................................35

35.1 Tier 3........................................................................................................................35

35.2 Tier 2........................................................................................................................ 35 35.3 Tier 1........................................................................................................................36

35.4 Survivor Benefits...................................................................................................... 36 Article 36 Deferred Compensation.......................................................................................... 36 Article37 Late Starts...............................................................................................................36 Article38 Rest Periods...........................................................................................................37 Article39 Hours of Work.........................................................................................................37

39.1 Participation..............................................................................................................37 Article 40 Grievance Procedure.............................................................................................. 38 40.1 Grievance................................................................................................................. 38 40.2 Representation......................................................................................................... 38 40.3 Grievance Discussion...............................................................................................38

40.4 Non -Reviewable Grievance......................................................................................38

40.5 Filing of Grievance...................................................................................................38

40.6 Grievance Time Limits..............................................................................................39 Article41 Discipline.................................................................................................................39 Article 42 Alcohol and Drug Policy..........................................................................................44 Article 43 Reduction in Workforce...........................................................................................44 Article44 Job Actions.............................................................................................................45 Article 45 Reasonable Accommodation of Employees with Disabilities..................................46 Article 46 Reclassifications.....................................................................................................46

46.1 Reclassification Request Process............................................................................46

46.2 Reclassification Implementation...............................................................................46 Article 47 Performing Arts/Theater Staff.................................................................................47 Article 48 Posting of Vacancies...............................................................................................47

48.1 Internal/Promotional Recruitments............................................................................47

48.2 Internal/External Recruitments..................................................................................48 Article49 Severability..............................................................................................................48 Article 50 Performance Evaluations........................................................................................48 Article 51 Personnel Rules and Policies.................................................................................49 Article 52 Notice to Meet and Confer on Policy Changes.......................................................49 Article 53 Reporting Project Employee Hours.........................................................................49 Appendix A - Represented Classifications for Regular Employees..............................................1 AppendixB — Y-Rated Employees................................................................................................3 Appendix C — Article 33.6 Employees...........................................................................................4 Appendix D — Article 10 Compensation Adjustments...................................................................5 Appendix E — Temporary Employees...........................................................................................8

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 986 (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 Recoanition
The City recognizes California Teamsters Public, Professional, and Medical Employees Union Local 986 (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 Imalementation
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, 2026, 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, 2029. 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 986 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.

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
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
This section was stricken as a result of Janus v. AFSCME, Council 31 - 138 S. Ct. 2448 (2018).

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
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). 4 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 with 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.

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, authorized 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 Adjustments
Effective at the beginning of the first pay period in Fiscal Years 2026-27, 2027-28 and 2028-29, 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. In no event shall the COLA exceed 3% in any year. 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 Appendix "D", 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 given year, the COLA for that year will be 0%.

For Fiscal Year 2026-27, the COLA calculated pursuant to the formula described above is 1 %.

Employees shall receive an additional 2% cost of living adjustment, applied in addition to the calculated COLA, for a total increase of 3% for Fiscal Year 2026-27 only.

10.1 Longevity Compensation
The following longevity bonuses are calculated based on an employee's total years of service with the City. These longevity payments are single bonuses and are not ongoing payments. All payments made pursuant to this section are scheduled to be made in the pay period of the relevant anniversary date; however, if such payment date is missed, the longevity payment will be made as soon as practicable following notice of the mistake or oversight.

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.

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 "above expectations 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 above expectations or outstanding to qualify .
9 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 is eligible for Special Merit Pay but does not have three (3) qualifying evaluations among their last five (5) received, and their most recent annual evaluation is more than 90 days overdue, then they must have ratings of "above expectations or outstanding" on at least two (2) of their last four (4) annual evaluations received. The Special Merit Pay will be paid to an eligible employee as soon as practicable following the 90-day period.

10.3 Bilingual Pay
Effective July 1, 2022, regular employees who have demonstrated the ability, by passing a City administered test, to translate a second language (including American Sign Language), and are routinely and consistently assigned to positions requiring communication skills other than English, will receive $50 per pay period for bilingual compensation. Bilingual Pay shall be limited to one language per employee. Bilingual Pay assignments will be made based on City needs.

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.

Employees shall not be paid Bilingual Pay while on end -of -service leave as defined in Section 27.4.

10.4 Notary Pay
The City will provide $50 per pay period to employees who obtain and maintain a notary public certificate from the State of California.

Employees shall not be paid Notary Pay while on end -of -service leave as defined in Section 27.4.

10.5 CalPERS 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
Authorized part-time employees receive holiday pay depending on the employee's work schedule for the applicable City observed holiday.

11.3 Scheduled to Work a Holiday
Work on a holiday: if a regular non-exempt employee is required to work on an observed 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. 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 an observed 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 holiday will be observed.

Article 12 City Holidays
Regular employees receive a total of 13 City holidays each calendar year. The City recognizes 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
Christmas Eve
Christmas Day
New Year's Eve
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. 9 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:

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 5140 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
9 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. Administrative leave accrued under a temporary upgrade assignment, will be cashed out at the employee's temporary upgrade rate of pay.

Article 14 Overtime Authorization
This Article applies to non-exempt regular employees.

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.
10 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 MOU.

15.3 Cash Out
All compensatory time that is available to a regular employee will be cashed out, at the employee's regular rate of pay, 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.

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 employee's regular 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 the employee's base hourly rate of pay, 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 the 11 employee's base hourly 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 $350 for each seven (7) day stand-by period or pro -rated on a daily basis ($50/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 by phone 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 stand-by coverage. In both instances above the substituting employee will receive the appropriate daily rate of 1/7 of weekly amount described above for each stand-by duty day.

17.1 Rotation of Storm -Watch Crews
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.
12 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 base hourly rate of pay) for all hours worked on Sundays, observed holidays, and the hours worked between 10 p.m. and 6 a.m.

Any overtime worked on Sundays, observed 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 base hourly 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.

Subject to Article 10.5 above, the value of shift differential will be reported to CalPERS as special compensation when the employee is routinely and consistently scheduled to work other than a standard daytime shift.

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.

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
13 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 Uniform Costs
The purchase and maintenance of the uniforms discussed in Article 19.1-19.4 will be $240 per year. Subject to Article 10.5 above, the value of the uniform provided will reported to CaIPERS as special compensation for employees in Classic retirement tiers as "Uniform Allowance"; however, it will not be reported for PEPRA employees.

19.6 Safety Equipment
The City provides each field employee with appropriate safety equipment, as determined by each supervisor.

19.7 Safety Footwear Allowance
The City shall provide a safety footwear allowance of $200 per fiscal year for classifications determined by the Human Resources & Risk Management Department.

The safety footwear classification and rating requirement shall be assigned by Risk Management in compliance with Section 3385 of the California Code of Regulations and must comply with the American Society for Testing and Materials ("ASTM") or the American National Standards Institute ("ANSI") standards required for the work to be performed by the employee. Only ASTM/ANSI compliant safety footwear shall be worn by eligible employees. The safety footwear allowance will be available for use beginning on July 1st of each fiscal year. Eligible employees shall choose safety footwear from a specified vendor determined by the Human Resources & Risk Management Department. Alternatively, eligible employees may purchase ASTM/ANSI compliant footwear from a vendor of their choice and submit a completed request for reimbursement with receipt(s) to Risk Management, provided the footwear meets the classification and rating requirements. Eligible employees who fail to purchase their safety footwear within the fiscal year will not be eligible to roll any of the $200 amount forward to the following fiscal year. Employees are prohibited from returning the safety footwear for reimbursement from the vendor after they have submitted and/or received reimbursement from the City.

The City and the Union both reserve the right to make changes to add or delete classifications from this list upon mutual agreement.

Assistant Engineer 1/11
Parks & Trails Specialist 1/11
Associate Civil Engineer
Parks & Trails Supervisor
Associate Engineer 1/11
Plan Checker
Building Inspector 1/11
Public Works Inspector 1/11
Building Official
Senior Building Inspector
Code Enforcement Officer 1/11
Senior Code Enforcement Officer
Custodian 1/11
Senior Fire Inspector
Field Supervisor (Building, Code, Fire)
Senior Landscape Inspector
Field Supervisor (Streets, Parks, Facilities, Traffic Signals, Landscape Inspection) Senior Parks & Trails Specialist
Fire Inspector 1/11
Senior Public Works Inspector
Landscape Inspector 1/11
Senior Signal Technician
Lead Maintenance Worker
Signal Technician 1/11
Maintenance Worker 1/11
Supervising Public Works Inspector
14 Classifications assigned to Homeless Outreach
Employees are not eligible for the safety footwear/allowance while on end -of -service leave as defined in Section 27.4.

19.8 Additional Safety Footwear Allowance
If field staff require specialized footwear or have unusual wear and tear because of work functions, additional footwear allowance may be provided at the discretion of the Department Director. Special requests must be supported by a formal written request and appropriate documentation, submitted to the supervisor and Risk Management for approval.

19.9 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 $150. 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. Subject to Article 10.5 above, the clothing allowance provided will be reported to CaIPERS as special compensation for employee in Classic retirement tiers as "Uniform Allowance"; however, it will not be reported for PEPRA employees.

Employees are not eligible for the clothing allowance while on end -of -service leave as defined in Section 27.4.

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 additional duties, which are outside the scope of the employee's regular classification, 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, 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 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; 15 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 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 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. 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 unless the employee is performing the higher level duties 100% of the time.

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.

20.2 Length of Temporary Upgrade Assignment
The City Manager, or a 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 one (1) calendar year in a higher classification unless due to extenuating circumstances and approved by the City Manager.

Nothing in this article shall be interpreted to supersede, waive or alter the City's obligations under Government Code section 20480, including the requirement to limit out -of -class appointments to no more than 960 hours per fiscal year during an active recruitment.
16 Employees serving in a temporary upgrade assignment will retain their performance evaluation date and merit increase eligibility of their regular position. When eligible, a merit increase may be granted to the temporary upgrade rate if the employee is not at the top step of the upgraded assignment salary range. Consistent with the temporary upgrade assignment, any merit increase associated with a performance evaluation will also expire upon completion of the temporary upgrade assignment and the employee will return to the pay rate of their regular position, inclusive of any merit increases applicable to that position.

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 a higher level of responsibility, knowledge, skills, and/or abilities than is outlined in their 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 46 (Reclassifications).

Article 21 Probationary Periods
All original appointments, shall be subject to a probationary period of not less than one (1) year of employment in the position. During the original probationary period, an employee may be rejected at any time with or without cause and without the right to a hearing or appeal. An employee on their original probation shall receive an evaluation at three (3) months, six (6) months and nine (9) 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.

21.1 Promotional Probation
Promotional appointments shall be subject to a probationary period of not less than six (6) months of employment in the position. During the promotional probationary period, an employee may be rejected at any time with or without cause and without the right of a hearing or appeal. Any employee rejected during a promotional probation shall be reinstated to the last position in which they held regular, non -probationary status unless they were discharged for cause from the City.

Promotional appointments for employees who have not completed their original probationary period in a prior classification, shall be subject to a probationary period of twelve (12) months. During the probationary period, an employee may be rejected from employment or promotion at any time with or without cause, and without the right of a hearing or appeal.

21.2 Probationary Period Extensions
17 The City can extend an employee's probationary period for a maximum of six (6) months, separate from and not including any extension related to a leave of absence. If a probationary employee takes a leave of absence for more than thirty (30) consecutive calendar days, the probationary period shall be automatically extended by the length of that consecutive leave.

Article 22 Eliaibility 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 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.

Supervisors and managers shall conduct performance evaluation meetings within 30 days of the employee's performance evaluation due date. In accordance with Article 50 Performance Evaluations, if an annual evaluation becomes 90 days overdue, a .5 step increase will automatically be given (if applicable) by Human Resources.

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. However, if an employee takes a leave of absence for more than 30 consecutive calendar days, their merit eligibility date shall automatically be extended by the length of that consecutive leave.

Approved merit adjustments will be retroactive to the official evaluation due date and effective at the beginning of the applicable pay period.

Employees are not eligible for merit increases while on end -of -service leave as defined in Section

27.4. Article 23 Tuition Reimbursement
Employees requesting tuition reimbursement must obtain supervisor pre -approval before enrolling in courses. If approved, the supervisor shall submit the pre -approval form to Human Resources for review and 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 $1,500 to an employee for training or educational expenses in any one (1) fiscal year and will be issued on a first come basis subject to the availability of budgeted funds. Additional funds may be approved by the City Manager.

23.1 Course Eligibility and Reimbursement Requirements
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 and is not eligible for tuition reimbursement.
18 Any other educational or training course that is job or career related shall, if prior approval is received, be reimbursed after successful completion. All college or other graded classes shall require a minimum grade of a "C" in order to receive such reimbursement.

For courses that are not graded, the employee must receive a "Pass" or equivalent to be eligible for 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).

There is no mileage reimbursement for travel to and from educational classes.

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.

Article 24 Emolovee Comouter 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. Employees who are on paid or unpaid administrative leave in connection with a disciplinary investigation or action are temporarily ineligible to request new loans under the computer purchase program.

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 in the first available payroll cycle following loan approval.

In the event of termination of employment for any reason, the entire unpaid balance shall immediately be due and payable, in accordance with the executed Employee Computer Purchase Program agreement. 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 25 Safety Programs

25.1 Safe Driving Program
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. In order to be eligible, 19 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. 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."
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 referred to as safe driving hours. These five (5) additional safe driving hours will be deposited in the first pay period of the subsequent fiscal year. The safe driving hours 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.

25.2 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 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 as required by their classification. 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 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 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, or any other purposes for which leave must be provided by law. Regular employees earn Comprehensive Annual Leave from the date of hire.

27.1 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 Increment
Annual Leave
Biweekly
Maximum
(start of year)
(hours)
Accrual Rate
Accumulation
(hours/pay period)
(hours)
At Hire
161

6.192
322
Years 2-3
177

6.808
354
Years 4-5
217

8.346
434
Years 6-7
233

8.962
466
Years 8-9
249

9.577
498
Years 10+
273

10.500
546
Years 15+
273

10.500
626
The CAL accrual rate for FLSA exempt employees is as follows:

Biweekly
Maximum
Annual Increment
Annual Leave
Accrual Rate
Accumulation
(start of year)
(hours)
(hours/pay period)
(hours)
At Hire
177

6.808
354
Years 2-3
193

7.423
386
Years 4-5
233

8.962
466
Years 6-7
249

9.577
498
Years 8-9
265

10.192
530
Years 10+
289

11.115
578
Years 15+
289

11.115
658
Annual leave accrual: annual leave will be earned on a prorated basis 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. 21 27.2 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 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.

27.3 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.
22 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.

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 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.

27.4 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 the employee's base hourly rate of pay. An employee may run out their remaining Comprehensive Annual Leave balance and any other available accrued leaves in lieu of a cash out (i.e. end -of -service leave) if the employee provides a minimum notice of 45 calendar days before the end -of - service leave commences. In cases with extraordinary circumstances, end -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 end -of -service leave who engages in work without prior approval from their Department Director will be separated from employment immediately.

27.5 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 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 18 hours each time CAL donations are requested, however full-time employees must have 80 hours remaining and part time employees must have a proration 23 of 80 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.

27.6 Comprehensive Annual Leave Time Cash Out
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 base hourly rate of pay excluding any other specialty pays (e.g., temporary upgrade) or deposited into a pre- or post -tax 457 account.

B. Must maintain a balance of 80 hours after cash out is taken.

C. Must have taken at least 40 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 their 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 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 five (5) paid business days for bereavement of an individual who is a member of the employee's immediate family.

A. For the purposes of this policy, immediate family (including natural, adopted, foster, step or in-laws) shall be defined as spouse, registered domestic partner, child, parent, sibling, grandchild, grandparents, aunts, uncles, nieces and nephews. Bereavement leave may also be taken for individuals who served in a significant parental role (e.g. in loco parentis) regardless of biological or legal status.

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 29 Leave of Absence under FMLA, CFRA and PDL

29.1 Statement of Policy
24 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.

29.2 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 they 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 their 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.

29.3 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 their 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 their 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.).

Employees shall retain the status of employee while on leave.

29.4 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.
25 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.

29.5 Medical Certification
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.

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.
0 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.

29.6 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 their 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 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 Human Resources will result in denial of reinstatement.

29.7 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 the employee 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, and prior to the employee being reinstated, Human Resources may require a statement from the attending physician that the employee is physically capable of resuming the regular duties of the employee's 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.

29.8 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 receive up to eight weeks of paid 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 year 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. Bonding leave provided under this section will run concurrently with any applicable leave entitlements under the FMLA/CFRA.

Article 30 Jury Duty
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 M

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 for jury duty, the employee must provide a copy of the summons to their supervisor immediately upon receipt, regardless of whether they are 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.

30.1 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 their 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.

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.

30.2 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 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, or as otherwise required by law.

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 32 Leaves of Absence without Pay
Leave of Absence without Pay is to be used for the purpose of unforeseen circumstances or other situations where leave is requested by the employee. In all cases, unpaid leave must be approved by the City Manager or designee\. Employees should refer to Human Resources for specific details.

32.1 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.

The City will continue payment of the Health Flex Contribution and Cafeteria Contribution for two (2) monthly premium payment periods, except as otherwise required by law. Any premium amount in excess of the City's contributions will continue to be the employee's responsibility.
30 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.

32.2 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, except as otherwise required by law. In extreme cases, and at City Manager's approval, the maximum leave may be extended beyond six (6) months.

Employees shall retain the status of employee while on an approved Leave of Absence without Pay. However, a Leave without Pay which exceeds 30 consecutive calendar days shall result in an adjustment to the employee's annual performance evaluation and merit eligibility dates.

32.3 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.

Article 33 Health and Wellness Benefits
The City shall provide each regular employee with a Health Flex Contribution of $1,000 per month effective July 1, 2026. Effective January 1, 2027, the Health Flex Contribution shall increase to $1,050 per month, Effective January 1, 2028, the Health Flex Contribution shall increase to $1,100 per month. 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 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. Any forfeited funds in excess of $150,000 in a fiscal year shall revert to the City's general fund.

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 CalPERS statutory minimum payment for each calendar year of this Agreement for both active employees and annuitants 31 (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, and flexible spending accounts. Any unused portion of the $1,200 allotment will be paid as taxable income only to employees who were hired prior to July 1, 2026, and who, as of July 1, 2026, are serving in an authorized or limited term position. Employees hired on or after July 1, 2026, shall not be eligible to receive any unused portion of the Cafeteria Contribution 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.

33.1 Health Coverage
The City agrees to continue offering the CalPERS Health Plan. The City has established an Eligible Opt Out Arrangement 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 City -sponsored health insurance. The conditions that must be satisfied for the Eligible Opt Out Arrangement 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 documentation of 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.

F. According to the ACA, the City 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 does not have the alternative minimum essential health coverage. 32 The City agrees to meet with the Benefit Committee to discuss any changes in the CaIPERS Health Plan prior to open enrollment.

33.2 Dental Coverage
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.

33.3 Vision Coverage
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.

33.4 Disability Insurance
The City will provide and pay the monthly premium for short-term and long-term disability insurance for all represented employees. Enrollment in both short-term disability (STD) and long-term disability (LTD) is mandatory. The short-term disability insurance elimination (waiting) period will be up to seven (7) calendar days for all disability types.

Employees should refer to Human Resources regarding specific details on short term and long term disability coverages. The City agrees to meet with the Benefit Committee prior to selection of short-term and long-term disability insurance.

33.5 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 expenses.

33.6 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. 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 have retired from the City of Temecula on or after July 1, 2003, in accordance with CalPERS standards; and,

4. Must have been continuously employed in a regular, authorized position from July 1, 2005, until their retirement from the City of Temecula, with the exception of 33 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 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 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 43 of this MOU.

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. Eligible City of Temecula employees (as defined above), who retire during the term of this 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, up to the current monthly cafeteria contribution, for continued medical, dental and vision coverage as provided for in sections 33.1, 33.2 and 33.3 of this agreement.

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 reimbursement will be based on proof of continued medical, dental or vision insurance and verification of the premium payment for employee and spouse coverage. The maximum reimbursement is inclusive of any required employer contributions. Be advised — the CalPERS medical premium on a 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 the mandatory employer contribution rate as established by CalPERS annually.

If a retiree moves from the CalPERS service area, and coverage under the City provided medical, dental, and/or vision plans is not available, the retiree may request that an alternate medical, dental, and/or vision plan be approved by the City, if allowed by law.

The medical, dental, and/or vision insurance benefits will continue for eligible retirees and their spouse, even after qualifying 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 34 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 and 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 Human Resources Department.

F. For all coverages, excluding CalPERS medical, eligible retirees, or their authorized legal representative, must submit to the City's Human Resources Department, proof of coverage and the premium payment 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. If proof of coverage is not received within the identified timeframe, reimbursements will not be made until the proof of coverage is received for that year.

It is the responsibility of the retired employee to notify the 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.

Article 34 Life Insurance
The first day of the month following date of hire, and upon proper application and acceptance by the insurance carrier, an authorized employee shall be covered under a group life insurance plan for the amount of $50,000. The City will pay the monthly premium for basic life insurance.

Voluntary Life Insurance will be available to regular employees (outside the City's Section 125 Cafeteria Plan) at no cost to the City.

Article 35 Retirement
The City has established a multi -tiered retirement benefit.

35.1 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, 2025, that percentage is 8%. New members shall also be subject to all other applicable provisions of PEPRA.

This retirement formula shall be known as Tier 3.

35.2 Tier 2
35 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

35.3 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.

For retirement tiers 1 and 2, employees shall pay 3% of their PERS 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).

35.4 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.

Article 36 Deferred Comaensation
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 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 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.

Article 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.

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.

39.1 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.
37 Article 40 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.

40.1 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.

40.2 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.

40.3 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 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.

40.4 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.

40.5 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. 38 40.6 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
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 41 DisciDline
General Statement of Polic
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 39 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 Warning:

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 Director 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.

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 40 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.

I-)emntinn-
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, 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.

Dismissal:

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. An 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. 41 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, probationary rejection, 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 an 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 by certified mail to the employee's last known address. The notice should include the following information:

1. 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.

B. 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. 42 C
07 E.

F
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:

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.

Major 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 43 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 Discialinary 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.

Article 42 Alcohol and Drua Polic
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.

Article 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 Layoff:

The order of layoff of 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. 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 44 Evaluation format, the City agrees to meet and confer to discuss needed adjustments to Article 43.

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-emplovment 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.

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 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. 45 Article 45 Reasonable Accommodation of Emplovees 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.

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 order to undertake required reasonable accommodations for an individual protected by the Act, the City will provide the business representative of the Union with notice of its intent to disregard the provision, and if requested will allow the business representative of the Union the opportunity to discuss options to disregarding the agreement.

Article 46 Reclassifications

46.1 Reclassification Request Process
During the term of this Agreement, an authorized employee who demonstrates that they are working out of classification may request a reclassification review. Such requests require prior approval from the employee's Supervisor and Department Director, and only those approved may be submitted to the Human Resources Department.

Approved requests must be submitted to Human Resources by September 1st, in order for the process to be completed in time for the annual operating budget, as determined by the City Manager. Upon submission, the employee will be required to complete a Position Description Questionnaire (PDQ).

Upon review of the PDQ, Human Resources will determine whether the employee's duties have fundamentally and permanently changed. Such changes may result from, but are not limited to, department reorganizations, changes in staffing levels, implementation of new or expanded programs or services, reallocation of work, changes in reporting relationships, or other factors impacting the nature, level, or scope of assigned responsibilities. Human Resources will also identify the appropriate methodology for conducting the reclassification study.

The results of the study will be provided to the employee by May 1st of the following calendar year. The results are final and not subject to appeal.

Employees who have not completed their original probationary period or those in limited - term assignments, are not eligible to participate.

46.2 Reclassification Implementation
46 Employees shall be placed into their new position's salary range at the salary step in the range closest to their 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 their 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 their performance evaluation date and merit increase eligibility prior to being reclassified.

Article 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 MOU.

A. Employees are provided Shift Differential in accordance with Article 18 of the MOU.

B. Employees who do not receive a meal break after the 5th hour shall be compensated at

1.5 times their base 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 MOU.

D. Employees shall receive an 8-hour rest period between work periods, as outlined in Article 13.4 (Overtime).

Article 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.

48.1 Internal/Promotional Recruitments
Internal/promotional bargaining unit vacancies will be posted for a minimum of three (3) calendar days.
• Internal/promotional recruitment opportunities may be open to all City employees (i.e.

Regular and Project employees) at the discretion of the City. 47 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.

48.2 Internal/External Recruitments
All bargaining unit vacancies will be posted for a minimum of three (3) calendar days prior to recruiting externally Entry-level positions 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 49 Severabil
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 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 50.

All managers and supervisors will be enrolled in a City -sponsored supervisor academy at the first opportunity following 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.

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 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 48 in position (except reclassification) results in adjusting the promotional and/or annual evaluation dates based on the effective date of the position change.

If an employee takes a leave of absence for more than 30 consecutive calendar days, their annual performance evaluation due date shall automatically be extended by the length of that consecutive leave.

Overdue Evaluations
An overdue evaluation report will be given to the Union Chief Steward and Department Directors, by Human Resources, on a mutually agreed upon schedule. Human Resources and the Union will work cooperatively to ensure the timely receipt of annual evaluations. If an annual evaluation becomes 90 days overdue, a .5 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 51 Personnel Rules and Policies
The City shall submit any proposed changes to Personnel Rules to the Union prior to implementation.

Article 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 53 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.
49 Postinq 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:

For the Union:

Luke Watson
Neil Sholander
Deputy City Manager
Attorney/Business Representative,
Teamsters Local 986
Jennifer Hennessy
Leslie Waggoner
Director of Finance
Union Steward
Rebecca Obmann
Margo Board
Assistant Director of Human Resources/Risk
Union Steward
Management
Paula Majors
Jeff Beardshear
Fiscal Services Manager
Union Steward
Nicole Collins
Jessica Walker
Senior Human Resources Analyst
Union Steward
Jessica Robinson
David Kiser
Human Resources Analyst
Union Steward
50 Appendix A - Represented Classifications for Regular Employees Accountant I '
Management Assistant
Accountant 11 `
Multimedia Assistant
Accounting Assistant
Multimedia Coordinator
Accounting Support Supervisor
Multimedia Specialist I
Accounting Technician I *
Multimedia Specialist 11
Accounting Technician II '
Office Aide**
Administrative Assistant
Office Specialist I
Assistant Engineer I *
Office Specialist 11
Assistant Engineer 11 *
Parks & Trails Specialist I
Assistant Planner
Parks & Trails Specialist II
Associate Civil Engineer
Parks & Trails Supervisor
Associate Engineer I
Plan Checker
Associate Engineer 11
Planning Technician
Associate Planner I
Public Works Inspector I
Associate Planner 11
Public Works Inspector 11
Building Inspector I
Purchasing Assistant
Building Inspector 11
Purchasing Supervisor
Business License Assistant
Records Coordinator
Business License Supervisor
Records Supervisor
Business License Technician
Records Technician
Buyer I *
Recreation Assistant**
Buyer 11 *
Recreation Leader**
Cashier
Sr. Accountant
Code Enforcement Officer I
Sr. Accounting Technician
Code Enforcement Officer 11
Sr. Administrative Assistant
Community Development Processing Supervisor
Sr. Building Inspector
Community Development Services Technician I
Sr. Business License Technician
Community Development Services Technician 11
Sr. Buyer
Community Services Assistant
Sr. Code Enforcement Officer
Community Services Coordinator I *
Sr. Community Development Services Tech
Community Services Coordinator 11 *
Sr. Fire Inspector
Community Services Specialist I *
Sr. Landscape Inspector
Community Services Specialist 11 *
Sr. Office Specialist
Community Services Supervisor I *
Sr. Parks & Trails Specialist
Community Services Supervisor 11 *
Sr. Public Works Inspector
Custodian I
Sr. Records Coordinator
Custodian 11
Sr. Recreation Leader**
Engineering Technician I *
Sr. Signal Technician
Engineering Technician 11 *
Sr. Support Services Technician
Field Supervisor (Building, Code, Fire)
Signal Technician I
Field Supervisor (Streets, Parks, Facilities, Traffic Signals, Trades, Landscape Signal Technician 11
Inspection)
Fire Inspector I
Supervising Public Works Inspector
Fire Inspector II
Support Services Assistant
Landscape Inspector I
Support Services Supervisor
Landscape Inspector 11
Support Services Technician

Lead Maintenance Worker
Maintenance Worker I
Maintenance Worker II
Management Aide I
Management Aide II
Management Aide III
`Flexibly staffed position
`*Classification added due to AB 1484 (see Appendix E)
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 986, and subject to provisions set forth in City Employer -Employee Resolution 93-38 adopted by City 5/11/1993.

Appendix B — Y-Rated Employees

Appendix C — Article 33.6 Employees
Employee Name
Employee Number
Norma Pamela Espinoza
00347
Jill Flores
00307
IV

Appendix D —Article 10 Compensation Adjustments
Recurring Revenue Account Codes

GENERAL FUND

BUILDING & SAFETY
001.162.000
4255 -ADMINISTRATIVE CITATIONS

GENERAL FUND

BUILDING & SAFETY
001.162.000
4264 - WEED ABATEMENT

GENERAL FUND

PUBLIC WORKS
001.164.000
4255 -ADMINISTRATIVE CITATIONS

GENERAL FUND

PARKS MAINTENANCE
001.167.000
4004 - SPECIAL TAX (MEASURE C)

GENERAL FUND

PARKS MAINTENANCE
001.167.000
4094 - LEASE INCOME

GENERAL FUND

SHERIFF'S OFFICE
001.170.000
4055 - PARKING CITATIONS

GENERAL FUND

SHERIFF'S OFFICE
001.170.000
4059 - FINGER PRINTING FEE

GENERAL FUND

SHERIFF'S OFFICE
001.170.000
4067 -VEHICLE IMPOUND FEES

GENERAL FUND

SHERIFF'S OFFICE
001.170.000
4069 - TAXI FEES

GENERAL FUND

SHERIFF'S OFFICE
001.170.000
4070 - CASH OVER & SHORT

GENERAL FUND

SHERIFF'S OFFICE
001.170.000
4555 - MASSAGE CITATIONS

GENERAL FUND
FIRE
001.171.000
4756 - FIRE ANNUAL INSPECTION

GENERAL FUND
FIRE
001.171.000
4757 - FIRE OPERATING PERMIT FEES

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4008 - RESIDUAL RPTTF DISTRIBUTION

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4010 - PROPERTY TAX - SECURED

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4012 - PROPERTY TAX - UNSECURED

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4013 - SUPPLEMENTAL TAX - AB 2345

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4016 - PROPERTY TRANSFER TAX

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4018- FRANCHISE FEES

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4020- TRANSIENT OCCUPANCY TAX

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4024 - SALES & USE TAX - STATE

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4028 - HOMEOWNER PROPERTY TAX RELIEF

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4043 - PROPERTY TAX IN LIEU OF VLF

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4046 - MOTOR VEHICLE IN LIEU -STATE

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4047 - VEHICLE CODE FINES

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4056 - BUSINESS LICENSE

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4057 - PASSPORT PROCESSING

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4065 - INVESTMENT INTEREST

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4070 - CASH OVER & SHORT

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4075 - RENTAL INCOME

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4078 - REIMBURSEMENT-PECHANGA IGA

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4094- LEASE INCOME

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4168 - INTEREST INCOME - LEASES

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4181 - REIMBURSEMENT SERVICES CFD

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4182 - FIA - SERVICES

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4545 - GASB 31 - FMV ON INVESTMENTS

GENERAL FUND

NON -DEPARTMENTAL
001.199.000
4941 - AB1379 COLLECTION STATE $4 FEE

MEASURE S FUND

NON -DEPARTMENTAL
002.199.000
4019 - MEASURE S SALES TAX REVENUES

MEASURE S FUND

NON -DEPARTMENTAL
002.199.000
4065 - INVESTMENT INTEREST

MEASURE S FUND

NON -DEPARTMENTAL
002.199.000
4545 - GASB 31- FMV ON INVESTMENTS
V

GAS TAX FUND

NON -DEPARTMENTAL
100.199.000
4065 - INVESTMENT INTEREST

GAS TAX FUND

NON -DEPARTMENTAL
100.199.000
4545 - GASB 31 - FMV ON INVESTMENTS

GAS TAX FUND

NON -DEPARTMENTAL
100.199.000
4700 - GAS TAX 2106

GAS TAX FUND

NON -DEPARTMENTAL
100.199.000
4701- GAS TAX 2105

GAS TAX FUND

NON -DEPARTMENTAL
100.199.000
4702 - GAS TAX 2107

GAS TAX FUND

NON -DEPARTMENTAL
100.199.000
4704 - GAS TAX 2107.5

GAS TAX FUND

NON -DEPARTMENTAL
100.199.000
4706 -GAS TAX 2103

TCSD FUND

OPERATIONS
190.180.000
4004 - SPECIAL TAX (MEASURE C)

TCSD FUND

OPERATIONS
190.180.000
4065 - INVESTMENT INTEREST

TCSD FUND

OPERATIONS
190.180.000
4070 - CASH OVER & SHORT

TCSD FUND

HUMAN SERVICES
190.181.000
4977 - INCLUSIVE CLASSES/ACTIVITIES

TCSD FUND

HUMAN SERVICES
190.181.000
4978 - SENIOR/INCLUSIVE DAY CAMP

TCSD FUND

HUMAN SERVICES
190.181.000
4980- CLASSES/ACTIVITIES

TCSD FUND

HUMAN SERVICES
190.181.000
4983 -TRANSPORTATION

TCSD FUND

HUMAN SERVICES
190.181.000
4986 - EXCURSIONS

TCSD FUND

HUMAN SERVICES
190.181.000
4990- INDOOR RENTALS

TCSD FUND

HUMAN SERVICES
190.181.000
4992 - SPECIAL EVENTS

TCSD FUND

HUMAN SERVICES
190.181.000
4995 - HIGH HOPES

TCSD FUND

COMMUNITY RECREATION CENTER
190.182.000
4966 - OPEN GYM RESIDENT/NONRESIDENT

TCSD FUND

COMMUNITY RECREATION CENTER
190.182.000
4984 - DAY CAMP

TCSD FUND

COMMUNITY RECREATION CENTER
190.182.000
4990 - INDOOR RENTALS

TCSD FUND

COMMUNITY RECREATION CENTER
190.182.000
4992 - SPECIAL EVENTS

TCSD FUND

COMMUNITY RECREATION CENTER
190.182.000
4998 - SKATE PARK

TCSD FUND

SPECIAL EVENTS
190.183.000
4161 - SPECIAL EVENT PERMITS

TCSD FUND

SPECIAL EVENTS
190.183.000
4992 - SPECIAL EVENTS

TCSD FUND

TEMECULA COMMUNITY CENTER
190.184.000
4921 - INDOOR RENTALS - CONFERENCE CENTER

TCSD FUND

TEMECULA COMMUNITY CENTER
190.184.000
4989 - PICNIC SHELTER RENTALS

TCSD FUND

TEMECULA COMMUNITY CENTER
190.184.000
4990- INDOOR RENTALS

TCSD FUND

MUSEUM AND CULTURAL ARTS
190.185.000
4508 - GIFT SHOP

TCSD FUND

MUSEUM AND CULTURAL ARTS
190.185.000
4951-TOURS

TCSD FUND

MUSEUM AND CULTURAL ARTS
190.185.000
4953 - FIELD TRIPS

TCSD FUND

MUSEUM AND CULTURAL ARTS
190.185.000
4980-CLASSES/ACTIVITIES

TCSD FUND

MUSEUM AND CULTURAL ARTS
190.185.000
4990 - INDOOR RENTALS

TCSD FUND

MUSEUM AND CULTURAL ARTS
190.185.000
4991 - ADMISSIONS

TCSD FUND

MUSEUM AND CULTURAL ARTS
190.185.000
4992 - SPECIAL EVENTS

TCSD FUND

AQUATICS
190.186.000
4970 - SWIM LESSONS

TCSD FUND

AQUATICS
190.186.000
4971- LAP SWIM

TCSD FUND

AQUATICS
190.186.000
4972 - PUBLIC SWIM

TCSD FUND

AQUATICS
190.186.000
4973 - FAMILY NIGHT SWIM

TCSD FUND

AQUATICS
190.186.000
4974 - POOL RENTALS

TCSD FUND

AQUATICS
190.186.000
4976 - NON RESIDENT SWIM

TCSD FUND

AQUATICS
190.186.000
4980- CLASSES/ACTIVITIES

TCSD FUND
SPORTS
190.187.000
4959 - ADULT BASKETBALL LEAGUE

TCSD FUND
SPORTS
190.187.000
4960 - ADULT SOFTBALL

TCSD FUND
SPORTS
190.187.000
4961 - ADULT KICKBALL

TCSD FUND
SPORTS
190.187.000
4962 - HOCKEY

TCSD FUND
SPORTS
190.187.000
4963 -TOURNAMENTS
V(

TCSD FUND
SPORTS
190.187.000
4965 - YOUTH LEAGUES - NON RESIDENT

TCSD FUND
SPORTS
190.187.000
4988 - FIELD RENTALS/LIGHTS

TCSD FUND

COMMUNITY THEATER
190.189.000
4070- CASH OVER & SHORT

TCSD FUND

COMMUNITY THEATER
190.189.000
4901- FRONT OF HOUSE FEES

TCSD FUND

COMMUNITY THEATER
190.189.000
4906-THEATER-STAGEHAND LABOR REIMB.

TCSD FUND

COMMUNITY THEATER
190.189.000
4907-THEATER-TICKET SERVICES REIMB.

TCSD FUND

COMMUNITY THEATER
190.189.000
4910-THEATER-TEMECULAPRESENTS

TCSD FUND

COMMUNITY THEATER
190.189.000
4990- INDOOR RENTALS

TCSD FUND

COMMUNITY THEATER
190.189.000
4991-ADMISSIONS

TCSD FUND

COMMUNITY THEATER
190.189.000
4997-CONCESSIONS

TCSD FUND

COMMUNITY THEATER
190.189.000
4999 -THEATER-EQUIPMENT RENTALS

TCSD FUND

CONFERENCE CENTER
190.193.000
4990- INDOOR RENTALS

TCSD FUND

CONTRACT CLASSES
190.197.000
4982 - CONTRACTED CLASSES

TCSD FUND

NON -DEPARTMENTAL
190.199.000
4545 - GASB 31 - FMV ON INVESTMENTS

TCSD FUND

WORKFORCE DEVELOPMENT
190.202.000
4248-TCSD WORKFORCE PROGRAMS
Vil

Appendix E — Temporary Employees

1. PURPOSE AND INTENT
This addendum to the Memorandum of Understanding (MOU) between The City of Temecula (City) and Teamsters Local 986 (Teamsters) for the period beginning July 1, 2022 is intended to comply with AB 1484. The addendum was originally effective July 1, 2024 through June 30, 2026, and shall remain in effect and automatically continue to apply to any successor MOU between the City and Teamsters unless and until replaced, amended, or rescinded by mutual agreement of the parties or as otherwise required by law. City and Teamsters acknowledge that AB 1484 amends Section 3507.7 of the California Government Code and applies to the City of Temecula. All terms of the MOU (as amended where applicable) between the City and Teamsters outside of this addendum are still in effect and only apply to Regular (also referred to as "Authorized") employees.

The City will adopt the effective California Government Code definition of Temporary Employee for the purposes of consistency and ease of compliance and administration.

Currently, that definition is as follows:

Temporary Employee: a temporary employee, casual employee, seasonal employee, periodic employee, extra -help employee, relief employee, limited -term employee, per diem employee, and any other public employee who has not been hired for a permanent position. "Temporary employee" shall not include an employee employed by a temporary services employer (also known as "Temp Agencies') as defined in Section 201.3 of the Labor Code.

There are Temporary Employees working in the classifications identified in Appendix A of the MOU who perform the same or similar type of work as Regular ("Authorized") employees already represented by Teamsters. Consequently, pursuant to the legislative changes to Cal.

Gov. Code 3507.7, employees in those classifications are automatically included in the bargaining unit currently represented by Teamsters 986. The City may appoint a Temporary Employee to any classification listed in Appendix A of the MOU, which is a continuation of an established practice. The parties agree to meet and confer on the classifications in Appendix A of the MOU if and when other temporary employees not identified in the table are assigned the same or similar type of work as Authorized employees currently represented by Teamsters.

Teamsters shall NOT represent temporary employees who DO NOT perform the same or similar type of work as Regular (AKA "Authorized") employees already represented by Teamsters; specifically, those classifications are those that are deemed "Management" or "Confidential" under the provisions set forth in City Employer -Employee Resolution 93-38 adopted by City 5/11/1993, and the classifications that are listed below:

Assistant Day Camp Director
Day Camp Director
Day Camp Counselor
Intern
Lead Lifeguard
Lifeguard
Senior Lifeguard
Water Safety Instructor
VIII

2. CITY RIGHTS
Although it is the City's intent to hire all employees through a fair and competitive process, the City retains the right to appoint any temporary employees with or without a formal recruitment and competitive process. "Appoint" for the purposes of this proposal shall include all forms of appointments, including but not limited to hiring, administrative reclassifications, promotions, transfers, temporary upgrades, etc.

3. EMPLOYEE RIGHTS
A. Any wage adjustment made to a Regular (AKA "Authorized") classification shall also apply to temporary employees in the same classification.

B. Temporary employees shall be subject to the same qualifications for membership in the California Public Employees' Retirement System (CaIPERS) established by law or by contract between the City and CaIPERS; specifically, this includes temporary employees who are non-CaIPERS members to work 1,000 hours for a CaIPERS agency in a fiscal year (i.e., July 1st through June 30th) prior to being enrolled as a new CaIPERS member with the City of Temecula, and that temporary employees who are non-CaIPERS members participate in an alternative retirement plan as mandated by the U.S. Omnibus Budget Reconciliation Act (OBRA).

C. The City shall provide temporary employees and/or Teamsters with all rights and/or benefits explicitly afforded to them by law, including but not limited to California Government Code Section 3507.7, the Fair Employment and Housing Act (FEHA), the Fair Labor and Standards Act (FLSA), the California Occupational Safety and Health Act (Cal/OSHA), the Family and Medical Leave Act of 1993 (FMLA), the California Family Rights Act of 1995 (CFRA), the Americans with Disability Act (ADA), and the U.S. Patient Protection and Affordable Care Act (ACA).

D. Temporary employees shall not have automatic hiring preference over external candidates for Regular (AKA "Authorized") positions.

E. Temporary employees shall not be eligible to participate in the reclassification study process detailed in Article 46 of the MOU.

F. Temporary employees shall retain at -will status and may be terminated with or without cause or notice.

G. Temporary employees are subject to the City's personnel rules, polices and guidelines, and do not have any rights to an appeal process for any level of discipline.

Consequently, temporary employees shall not have a probationary period.

H. Temporary employees who become Regular (AKA "Authorized") employees shall not have their service as a temporary employee count toward any benefit afforded by the MOU or the City unless otherwise required by law.

Temporary employees shall not strike or otherwise engage in withholding services or concerted action during the term of this agreement consistent with Regular (AKA "Authorized") employees.

4. EMPLOYEE REPRESENTATIVES
One (1) Union Steward will be allowed reasonable release time from regularly scheduled duties to attend meet and confer sessions as designated by City Management to represent Temporary Employees. Because of the potential impact on the operation of an individual department, the Union shall not have more than two (2) Union Stewards absent at one time from the same department.
0 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).

5. BILINGUAL PAY
Employees who have demonstrated the ability, by passing a City administered test, to translate a second language (including American Sign Language), and are routinely and consistently assigned to positions requiring communication skills other than English, will receive $50 per pay period for bilingual compensation. Bilingual Pay shall be limited to one language per employee. Bilingual Pay assignments will be made based on City needs.

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.

6. HOLIDAY PAY
Temporary employees will receive holiday pay at their base hourly rate for each City observed holiday, regardless of whether they work on the holiday or not. Full-time temporary employees will receive eight (8) hours of holiday pay per City -observed holiday.

Part-time temporary employees shall receive four (4) hours of holiday pay per City - observed holiday. If an employee is required to work on a holiday, they will receive overtime pay at one and one half times their regular rate of pay for all hours worked in addition to the holiday pay. Employees are not eligible to accrue paid time off in lieu of receiving this compensation.

7. PAID SICK LEAVE
Employees eligible for Paid Sick Leave under the Healthy Workplaces, Healthy Families Act of 2014 (AB-1522) shall be credited with five (5) days of Paid Sick Leave at the beginning of each fiscal year or as required by law.

8. EMPLOYEE COMPUTER PURCHASE PROGRAM
This program allows employees to borrow, at no interest, up to $1,000 to purchase a personal computer, iPad and/or similar "computer tablet" devices, and related accessories with a loan repayment plan of up to 12 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 have been employed by the City for ninety (90) calendar days.

Repayment in full will be accepted at any time without penalty to the employee. Loan repayment shall commence in the first available payroll cycle following loan approval. 0 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.

9. SAFETY FOOTWEAR ALLOWANCE
Temporary Employees working in the classifications identified in Article 19.7 Safety Footwear Allowance, will be eligible for the safety footwear allowance.

33 Wine Counuy
City of Temecula
Management Compensation Plan
Effective July 1, 2026

Table of Contents
Section 1: Introduction..................................................................................................3 Section2: Personnel Files.............................................................................................3

2.1 Derogatory Material...................................................................................................3

2.2 Derogatory Material on File........................................................................................4

2.3 Customer/Citizen Letters of Commendation..............................................................4 Section3: Hours of Work..............................................................................................4

3.1 Participation...............................................................................................................4

3.2 Work Week................................................................................................................4

3.4 Alternating Day Off Designation.................................................................................5

3.5 Flexible Working Hours..............................................................................................5 Section 4: Compensation Adjustments....................................................................... 5 4.1 Longevity Compensation...........................................................................................5

4.2 Special Merit Pay.......................................................................................................6

4.3 Bilingual Pay..............................................................................................................6

4.4 Notary Pay.................................................................................................................7

4.5 Call -Out Pay..............................................................................................................7

4.6 Stand -By Pay.............................................................................................................7

4.7 CalPERS Reportability...............................................................................................8 Section5: Holiday Pay.................................................................................................. 8 5.1 Assigned Schedule for Holiday Pay...........................................................................8

5.2 Pro -Rated Holiday Pay..............................................................................................8

5.3 Scheduled to Work a Holiday.....................................................................................8

5.4 Work Plan for Holiday Pay on Employee's Scheduled Day Off.................................9

5.5 Floating Holiday.........................................................................................................9 Section6: City Holidays................................................................................................ 9 Section7: Overtime..................................................................................................... 10 7.1 Time Worked...........................................................................................................10 Section 8: Overtime Authorization............................................................................. 10 Section 9: Compensatory Time.................................................................................. 10 9.1 Accrual.....................................................................................................................11

9.2 Time Used for Leave................................................................................................11

9.3 Cash Out..................................................................................................................11 Section 10: Shift Differential Pay................................................................................ 11 Section 11: Temporary Upgrade Assignment........................................................... 11 11.1 Salary .......................................................................................................................12

11.2 Length of Temporary Upgrade Assignment.............................................................12

11.3 Temporary Upgrade Work Exclusions.....................................................................13 Section 12: Probationary Periods............................................................................... 13 12.1 Promotional Probation.............................................................................................13

12.2 Probationary Period Extensions...............................................................................14 Section 13: Eligibility for Merit Increases/Performance Evaluations ....................... 14 13.1 Performance Evaluations.........................................................................................14

13.2 Overdue Evaluations...............................................................................................15 Section 14: Tuition Reimbursement........................................................................... 15 14.1 Course Eligibility and Reimbursement Requirements..............................................15

14.2 Training Time...........................................................................................................15

Section 15: Employee Computer Purchase Program ................................................ 15 Section16: Paid Leave................................................................................................ 16 16.1 Comprehensive Annual Leave.................................................................................16

16.2 CAL Donations.........................................................................................................17

16.3 Executive and Administrative Leave........................................................................18

16.4 CAL/Executive/Administrative Leave Time Cash Out..............................................18

16.5 Bereavement Leave.................................................................................................19

16.6 Jury Duty and Court Related Absences...................................................................19 Section 17: Leave of Absence under FMLA, CFRA and PDL.................................... 20 17.1 Statement of Policy..................................................................................................20

17.2 Employee Notice of Leave.......................................................................................20

17.3 Employee Benefits While on Leave.........................................................................21

17.4 Substitution of Paid Accrued Leaves.......................................................................21

17.5 Medical Certification................................................................................................22

17.6 Reinstatement upon Return from Leave..................................................................23

17.7 Pregnancy Disability Leave......................................................................................24

17.8 Bonding Leave.........................................................................................................24 Section 18: Military Leave........................................................................................... 24 Section 19: Leaves of Absence Without Pay............................................................. 25 19.1 Benefits While on Leave without Pay.......................................................................25

19.2 Procedure for Requesting Leave of Absence without Pay.......................................25

19.3 Procedure for Unforeseen Circumstances...............................................................26 Section 20: Health and Wellness Benefits................................................................. 26 20.1 Health Coverage......................................................................................................27

20.2 Dental Coverage......................................................................................................27

20.3 Vision Coverage......................................................................................................28

20.4 Disability Insurance..................................................................................................28

20.5 Flexible Spending Account......................................................................................28

20.6 Retiree Medical, Dental and Vision Premium Reimbursement................................28 Section21: Life Insurance...........................................................................................30 Section22: Retirement................................................................................................30 Section 23: Deferred Compensation.......................................................................... 31 Section 24: Alcohol and Drug Policy..........................................................................31 Section 25: Uniform Allowance and Safety Footwear Allowance ........................... 31 25.1 Clothing Allowance..................................................................................................31

25.2 Safety Footwear Allowance.....................................................................................32

25.3 Additional Safety Footwear Allowance.....................................................................33 Section 26: Reasonable Accommodation of Employees with Disabilities ..............33
Section27: Discipline..................................................................................................33 Section 28: Classifications Covered under this Plan ................................................. 33 Section 29: Reclassifications...................................................................................... 35 29.1 Reclassification Request Process............................................................................35

29.2 Reclassification Implementation..............................................................................36 Section 30: Safety Programs......................................................................................36

30.1 Safe Driving Program..............................................................................................36 Appendix A — Section 4 Compensation Adjustments ............................................... 38 iK

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 with 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.
3 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.

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. 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 rd

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 at the beginning of the first pay period in Fiscal Years 2026-27, 2027-28„ and 2028- 29, 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. In no event shall the COLA exceed 3% in any year. 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 Appendix "A" 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 given year, the COLA for that year will be 0%.

For Fiscal Year 2026-27, the COLA calculated pursuant to the formula described above is 1 %.

Employees shall receive an additional 2% cost of living adjustment, applied in addition to the calculated COLA, for a total increase of 3% for Fiscal Year 2026-27 only.

4.1 Longevity Compensation
The following longevity bonuses are calculated based on an employee's total years of service with the City. These longevity payments are single bonuses and are not ongoing payments. All payments made pursuant to this section are scheduled to be made in the pay period of the relevant anniversary date; however, if such payment date is missed, the longevity payment will be made as soon as practicable following notice of the mistake or oversight.

Upon completion of 10 years of City Service, employees covered by this plan will receive a one time lump sum Longevity Bonus of $350.
5 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 "Above Expectations" or "Outstanding" on three out of their last five annual evaluations. The overall rating category will be used to determine eligibility. 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 is eligible for Special Merit Pay but does not have three (3) qualifying evaluations among their last five (5) received, and their most recent annual evaluation is more than 90 days overdue, then they must have ratings of "Above Expectations" or "Outstanding" on at least two (2) of their last four (4) annual evaluations received. The Special Merit Pay will be paid to an eligible employee as soon as practicable following the 90-day period.

Executive Staff members receiving the Executive Retention Benefit are not eligible for Special Merit Pay as outlined in this section.

4.3 Bilingual Pay
Effective July 1, 2022, employees, who have demonstrated the ability, by passing an annual City administered test, to translate a second language (including American Sign Language), and are routinely and consistently assigned to positions requiring communication skills other than English, will receive $50 per pay period for bilingual compensation. Bilingual Pay shall be limited to one language per employee. Bilingual Pay assignments will be made based on City needs.

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.

Employees shall not be paid Bilingual Pay while on end -of -service leave as defined in Section 16.4.

4.4 Notary Pay
The City will provide $50 per pay period to employees who obtain and maintain a notary public certificate from the State of California.

Employees shall not be paid Notary Pay while on end -of -service leave as defined in Section 16.4.

4.5 Call -Out Pay
This Section applies only to FLSA non-exempt regular employees in the IT Classification Series.

Call -out duty occurs when the City employee is required to perform services either remotely or on -site which are not in conjunction with a regularly scheduled work shift.

Regular employees who are designated as on stand-by status when called out will be compensated from the time they leave their residence or begin remote work to the time that they return to their residence or end remote work. Employees who are not designated on stand-by status and are called out will receive compensation for the time they leave their residence or begin remote work to the time that they leave the duty station or end remote work. Only the employee who performs the work related to the call -out will be eligible for compensation in accordance with this section.

Regular employees who have a 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 rate of pay. In addition, call -out Pay will be paid to employees and cannot be included in any Comp Time bank.

4.6 Stand -By Pay
This Article applies only to FLSA non-exempt regular employees in the IT Classification Series.

In any situation where an employee has been in a designated "stand-by" status and is to remain on -call, the employee shall be compensated at the rate of $350 for each seven (7) day stand-by period or pro -rated on a daily basis ($50/day). Employees who are designated as on stand-by status when called out will be compensated from the time they leave their residence or begin remote work to the time that they return to their residence or end remote work. Employees may also be designated on stand-by status for individual days. Compensation for daily stand-by pay will be computed at 1/7 of the weekly amount described above.

Employees on stand-by status shall be required, at all times, to carry a functioning cell phone and be able to respond by phone within 15 minutes of being contacted. The City 7 shall provide a cell phone upon request; however, employees may opt to use their own mobile device(s) as allowed in the City's technology use policies. 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.

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. The substituting employee will receive the prorated daily rate of 1/7 of weekly amount described above for each standby duty day.

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. The substituting employee will receive the prorated daily rate of 1/7 of weekly amount described above for each standby duty day.

4.7 Ca1PERS Reportability
The City makes no representation as to whether any of the compensation or payments in this MCP are subject to CaIPERS service credit or pensionable income. Any determination by CaIPERS to not fully credit the compensation and/or service time provided under this MCP is outside of the City's control.

Section 5: Holiday PaX

5.1 Assigned Schedule for Holiday Pay
Based upon the eligible employee's assigned schedule, they will receive holiday pay for the applicable City observed holiday.

5.2 Pro -Rated Holiday Pay
Authorized part-time employees receive holiday pay based on the employee's assigned work schedule for the applicable City observed holiday.

5.3 Scheduled to Work a Holiday
If a Confidential non-exempt employee is required to work on an observed 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

1.1 Section 10. In addition, the employee will be paid holiday pay in accordance with Section

5.1 or 5.2.

SA 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 holiday will be observed.

5.5 Floating Holiday
Based upon the eligible employee's assigned schedule, an 8, 9 or 10 hour 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 13 City holidays each calendar year. The City recognizes the following 12 fixed holidays:

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.
9 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 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
G. Bonding 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.

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 Discipline 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 16 (Paid Leave). In addition, the following shall apply regulating the usage of compensatory time off:
10 9.1 Accrual
No employee shall accrue more than 80 hours of Compensatory Time.

9.2 Time Used for Leave
Compensatory Time may be used for leave subject to scheduling in accordance with Section 16 (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 the employee's regular rate of pay, 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.

Section 10: Shift Differential Pa
Non-exempt employees are eligible to receive a 5% shift differential (above their base hourly rate of pay) for all hours worked on Sundays, observed holidays, as well as the hours worked between 10 p.m. and 6 a.m. Any overtime worked on Sundays, observed 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 base hourly 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.

Subject to Section 4.7 above, the value of shift differential will be reported to CalPERS as special compensation when the employee is routinely and consistently scheduled to work other than a standard daytime shift.

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 additional duties, which are outside the scope of the employee's regular classification, 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, in writing, to implement the temporary upgrade for any affected employee.

A. The higher level position is approved by the City Manager for new or continued staffi ng;
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; 11 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 higher classification.

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 temporary 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. Employees assigned to an executive -level temporary upgrade assignment shall be eligible for executive benefits associated with the upgraded classification for the duration of the assignment.

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 eligible for Administrative/Executive Leave unless the employee is performing the higher level duties 100% of the time.

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 Temporary Upgrade 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 one calendar year in a higher classification unless due to extenuating circumstances and approved by the City Manager.

Nothing in this article shall be interpreted to supersede, waive or alter the City's obligations under Government Code section 20480, including the requirement to limit 12 out -of -class appointments to no more than 960 hours per fiscal year during an active recruitment.

Employees serving in a temporary upgrade assignment will retain their performance evaluation date and merit increase eligibility date of their regular position. When eligible, a merit increase may be granted to the temporary upgrade rate if the employee is not at the top step of the upgraded assignment salary range. Consistent with the temporary upgrade assignment, any merit increase associated with a performance evaluation will also expire upon completion of the temporary upgrade assignment and the employee will return to the pay rate of their regular position, inclusive of any merit increases applicable to that position.

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 job classification. Such voluntary performance on the part of the employee shall not be eligible for compensation as a temporary upgrade assignment.

Section 12: Probationary Periods
All original appointments, shall be subject to a probationary period of not less than one year of employment in the position. During the original probationary period, an employee may be rejected at any time with or without cause and without the right to a hearing or appeal. An employee on their original probation shall receive an evaluation at three months, six months and nine 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.

12.1 Promotional Probation
Promotional appointments shall be subject to a probationary period of not less than six months of employment in the position. During the promotional probationary period, an employee may be rejected at any time with or without cause and without the right of a hearing or appeal. Any employee rejected during a promotional probation shall be reinstated to the last position in which they held regular, non -probationary status unless they were discharged for cause from the City.

Promotional appointments for employees who have not completed their original probationary period in a prior classification, shall be subject to a probationary period of 13 twelve months. During the probationary period, an employee may be rejected from employment or promotion at any time with or without cause, and without the right of a hearing or appeal.

12.2 Probationary Period Extensions
The City can extend an employee's probationary period for a maximum of six (6) months, separate from and not including any extension related to a leave of absence. If a probationary employee takes a leave of absence for more than thirty (30) consecutive calendar days, the probationary period shall be automatically extended by the length of that consecutive leave.

Section 13: EliLyibility 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.

Supervisors and managers shall conduct performance evaluation meetings within 30 days of the employee's performance evaluation due date. In accordance with Section 13.2, if an annual evaluation becomes 90 days overdue, a .5 step increase will automatically be given (if applicable) by Human Resources.

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. However, if an employee takes a leave of absence for more than 30 consecutive calendar days, their merit eligibility date shall automatically be extended by the length of that consecutive leave.

Approved merit adjustments will be retroactive to the official evaluation due date and effective at the beginning of the applicable pay period.

Employees are not eligible for merit increases while on end -of -service leave as defined in Section 16.4.

13.1 Performance Evaluations
Newly hired employees will be evaluated at the completion of three, six, nine, and 12 months, and annually thereafter. Five rating levels with measurable criteria and detailed definitions have been established to ensure consistency in the evaluation process throughout all City departments. When a change in supervisory assignment occurs during an evaluation period, the evaluation will be completed by the current supervisor with input from prior supervisor(s), as appropriate, and such changes shall not alter established evaluation due dates unless otherwise required due to a qualifying position change.
14 If an employee takes a leave of absence for more than 30 consecutive calendar days, their annual performance evaluation due date shall automatically be extended by the length of that consecutive leave.

13.2 Overdue Evaluations
Human Resources and supervisory staff will work cooperatively to ensure the timely presentation of annual evaluations. If an annual evaluation becomes 90 days overdue, an automatic .5 step increase will be given (if applicable).

Section 14: Tuition Reimbursement
Employees requesting tuition reimbursement must obtain supervisor pre -approval before enrolling in courses. If approved, the supervisor will submit the pre -approval form to Human Resources for review and 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 $1,500 to an employee for training or educational expenses in any one fiscal year and will be issued on a first come basis subject to the availability of budgeted funds. Additional funds may be approved by the City Manager.

14.1 Course Eligibility and Reimbursement Requirements
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 and is not eligible for tuition reimbursement. Any other educational or training course that is job or career related shall, if prior approval is received, be reimbursed after successful completion. All college or other graded classes shall require a minimum grade of a "C" in order to receive such reimbursement. For courses that are not graded, the employee must receive a "Pass" or equivalent to be eligible for 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). There is no mileage reimbursement for travel to and from educational classes.

14.2 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.

Section 15: 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. 15 To qualify for the program, employees must be an authorized employee, and have successfully passed their initial probationary period. Employees who are on paid or unpaid administrative leave in connection with a disciplinary investigation or action are temporarily ineligible to request new loans under the computer purchase program.

This program will be administered pursuant to the City's Employee Computer Purchase Program Administrative Guideline.

Section 16: 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.

16.1 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, personal/family illness, or any other purpose for which leave must be provided by law. 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 on a pro -rated basis for that pay period.

Employees covered by this plan will earn CAL from the date of hire by the following accrual rates:

Annual
Increment
(start of year)
Annual Leave
(hours)
Biweekly
Accrual Rate
(hours/pay period)
Maximum
Accumulation
(hours)
At Hire
177

6.808
354
Years 2-3
193

7.423
386
Years 4-5
233

8.962
466
Years 6-7
249

9.577
498
Years 8-9
265

10.192
530
Years 10+
289

11.115
578
Years 15+
289

11.115
658
Annual leave will be earned on a prorated basis 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 16 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.

Employees requesting Comprehensive Annual Leave (CAL) shall submit a leave request to their supervisor prior to the leave commencing. Scheduled CAL needs to be approved 48 hours in advance by the employee's supervisor. If a CAL request is submitted less than 48 hours in advance, the supervisor is under no obligation to approve the request.

Supervisors are encouraged to respond to leave requests within 24 hours of receiving the request; however, if additional time is needed, this decision should be generally made within five (5) business days. In the event of an unforeseen absence, the employee shall notify their immediate supervisor or designee within 30 minutes of the start of their normal scheduled shift.

The scheduling of Comprehensive Annual Leave (CAL) shall be determined by the employee's supervisor based upon the needs of the City, employee requests, and seniority. Departments will establish timelines for the submission and routing of departmental vacation calendars. Employees with greater seniority within the department will be given the first opportunity to select their vacation periods, subject to operational needs. If two or more employees request the same period of leave causing a staffing conflict within the same job area or function, seniority will determine who will receive the requested time off. However, if the same staffing conflict arises the following year, the employee granted the time off in the prior year will not be granted the same period in the subsequent year.

Employees are not required to maintain a minimum CAL balance in order to request or schedule leave. However, employees must have sufficient accrued CAL hours available at the commencement of the approved leave. If sufficient CAL hours are unavailable at the time the leave is scheduled to begin, the supervisor may cancel the approved leave.

The City strongly encourages employees to keep a "safe" number of CAL hours available in case of unforeseen needs or to satisfy the time needed to get through a disability elimination period, illness or personal leave.

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.

Prior authorized leave of absences such as workers' compensation, disability, or extended illness should not be factored in when approving/disapproving time -off requests.

Holidays occurring during an employee's CAL leave are not deducted from the employee's CAL balance.

16.2 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 16.5, 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 17 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 18 hours each time CAL donations are requested, however full-time employees must have 80 hours remaining and part time employees must have a proration of 80 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.

16.3 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 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 an 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.

16.4 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 base hourly rate of pay excluding any other specialty pays (e.g., temporary upgrade) or deposited into a pre- or post -tax 457 account, provided a balance of 80 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 their 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.

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 M.,

their 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.

Executive or Administrative Leave accrued under a temporary upgrade assignment will be cashed out at the employee's temporary upgrade rate of pay.

Upon separation from employment from the City, an employee shall be entitled to cash out their remaining Comprehensive Annual Leave balance at the employee's base hourly rate of pay. An employee may run out their remaining Comprehensive Annual Leave balance and any other available accrued leaves in lieu of a cash out (i.e. end -of - service leave) if the employee provides a minimum notice of 45 calendar days before the end -of -service leave commences. In cases with extraordinary circumstances, end -of - service leave requested with less than 45 calendar days' notice is subject to approval by the City Manager at their 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.

Temecula City CouncilJune 9, 2026

Temecula City Council
June 9, 2026