Turlock City Council
June 23, 2026

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Contents of this document are confidential and proprietary and for the express use of City of Turlock only. Any sharing of this content with third parties not approved by HRchitect is strictly prohibited. finds a way to get things done. I have worked with a lot of Consultants over the years and she will definitely stand out in my mind as one of the best.” – Ultimate Software, Project Manager 7 APPENDIX B – OPTIONAL SERVICES PRICED SEPARATELY

7.1 CHANGE MANAGEMENT PLAN FOR THE IMPLEMENTATION OF UKG The HRchitect Change Management methodology is a guided process that is divided into six (6) major interrelated areas.

Identification of the Change Team
The Change Management kick-off will focus on defining change team roles and responsibilities to establish the Change Team. The Change Team will consist of a Sponsor, Change Lead, Communications Lead, Training Lead, Core Change Team members, and Change Agents.

HRchitect will facilitate this session and provide guidance on the purpose of each role and recommendations for how and by whom the roles should be filled. During this phase, a RACI matrix will be developed, and specific people resources will be identified to fill the key Change Team roles.

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The chart below outlines the individuals who typically perform these roles and provides definitions of each role based on HRchitect’s change management methodology.

Deliverables: RACI of Change Team
Stakeholder Identification & Analysis
In this phase, we assess the impact of the change and identify all stakeholders who will be affected. We evaluate the organization’s readiness and level of acceptance, and we produce a comprehensive report outlining the change and its implications for the organization.

HRchitect will partner with the client team to develop a detailed Stakeholder Assessment. Using our proven templates, we will guide the client through identifying all internal and external stakeholders and evaluating how the change will affect each group.

Deliverables: Stakeholder & Impact Assessment
Communication Strategy
The Communication Plan is a foundational component of effective change management and is designed to build awareness, understanding, and commitment throughout the organization. Communication extends beyond sharing information; it is a key driver in shaping attitudes, behaviors, and adoption of new ways of working—critical elements for a successful transition.

HRchitect will utilize its established tools and templates to develop a stakeholder-specific communication strategy. This strategy will define the communication objectives, key messages, delivery channels, frequency, and responsible owners for each stakeholder group.

Upon approval of the strategy, HRchitect will create a detailed Communication Plan aligned to the overall system implementation timeline. This plan will outline all communication activities required to support enduser readiness, leadership alignment, and sustained adoption of the new solution.

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We apply a common set of guiding principles when creating communication plans:

Principle #1: A comprehensive and tailored communications program that targets specific audiences Principle #2: Communicate quickly, honestly, and often
Principle #3: Manage people’s expectations and deliver on all promises Principle #4: Be clear, honest and up-front about the outcomes for the business, teams, and individuals DELIVERABLES: COMMUNICATION STRATEGY AND PLAN
Training Strategy
The Training Strategy serves as the structured roadmap for equipping End Users with the knowledge and skills required to adopt new processes and effectively utilize the new system. This outlines the learning approach based on End User personas, preferred delivery methods, and the resources needed to design, develop, and deliver training.

As part of this engagement, HRchitect will provide a resource responsible for tracking and monitoring training enrollment and participation to ensure all stakeholders complete the appropriate learning activities and are prepared for go-live.

If custom training materials or modules are required, HRchitect will define the scope, timeline, and associated costs. Should HRchitect resources be utilized for custom training development, additional fees may apply.

DELIVERABLES: TRAINING STRATEGY AND PLAN
Measurement and Adoption Tracking
In this phase, HRchitect defines the approach for measuring both organizational readiness and post–go-live adoption. Readiness is assessed prior to go-live to identify gaps and confirm user preparedness, while post–golive measurement focuses on evaluating adoption and identifying areas needing reinforcement.

HRchitect will partner with the Client to create a Go-Live Readiness Checklist to be executed 3–4 weeks before rollout, as well as a Post–Go-Live Measurement to be conducted 3–4 weeks after implementation. Insights from the post–go-live assessment will inform updates to the change management approach for the Phase 2 rollout.

DELIVERABLES: GO-LIVE READINESS CHECKLIST, POST GO-LIVE CHECKLIST, SUCCESS MEASUREMENT PLAN

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Roles and Responsibilities
The project team is comprised of a Change Sponsor, Primary Change Team and Extended Change Team. The Change Sponsor is a Client Leader who will actively promote and support the change, communicate the vision across the organization, build a coalition with leaders and facilitate town halls and related Q&A sessions.

Other team roles are defined below:

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PRIMARY CHANGE TEAM ROLES AND RESPONSIBILITIES

HRCHITECT CHANGE LEAD CLIENT CHANGE LEAD CLIENT CHANGE CORE TEAM Develop Change Management
Strategy and Plan
Partner with HRchitect consultant to
determine change strategy, key
engagement activities, and identify
success measures. Mange Change
Plan and track progress
Collaborate with and support
Change Lead to plan and
implement change
management activities
Facilitate Change Management
weekly sessions, check-ins, and
any ad hoc meetings
Identify key participants and
coordinate logistics for meetings
and working sessions.

Participate/co-facilitate working
sessions and meetings
Identify participants, and
participate in meetings,
workshops, and working
sessions
Collaborate with client Change
Lead and Change Core Team on
key change activities and ensure
deliverables are met
Collaborate with client Change Core
Team and HRchitect Change Lead to
ensure deliverables are met
Identify and document
Stakeholder and Impact
Analysis information
Collaborate with client
Communications Lead to
develop Communication Plan
and provide guidance and
support as needed
Collaborate with client
Communications Lead, and
HRchitect Change Lead to ensure
deliverables are met
Active and positive support of
the change and encourage
stakeholder support and
engagement
Partner with client Training Lead
on Learning Plan development
Collaborate with client Training Lead
and HRchitect Change Lead to
ensure deliverables are met
Participate in implementation
discovery to understand the
change impacts for each
stakeholder group
Provide recommendations to
mitigate risks, manage
resistance, and business
readiness activities
Encourage and support active and
visible Sponsor/Leaders
engagement
Support development of
communication and
engagement activities
Collaborate with and guide client
Change Lead on engagement of
stakeholders
Provide recommendations and
approach to engage stakeholders
Callout potential risks to
people and processes
Collaborate with and guide
Client Change Lead on
identification and onboarding of
Change Agent Network
Collaborate with HRchitect
consultant to identify, onboard and
facilitate Change Agent Network
Support training delivery
Provide guidance on go-live and
sustainment activities
Determine and coordinate go-live
support and sustainment activities
Collect and analyze feedback
to assess business readiness
Partner with Client Change Lead
on checklists and project close
activities
Partner with HRchitect consultant on
checklists and project close activities
Support Change Agent
engagement, go-live, and
sustainment activities

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EXTENDED CHANGE TEAM ROLES AND RESPONSIBILITIES

CLIENT COMMUNICATION LEAD CLIENT TRAINING LEAD CLIENT CHANGE AGENTS Collaborate with HRchitect Change
Lead to develop the
Communication Plan
Collaborate with HRchitect
Change Lead to develop the
Training Plan and conduct
Learning Needs Analysis
Active and positive support of the
change
Participate in meetings and
working sessions
Participate in change
management meetings and
working sessions related to
training
Participate in meetings, workshops,
and working sessions
Execute and manage
Communication Plan and monitor
progress
Execute and manage
Learning Plan and monitor
progress
Collect employee feedback
Develop communications Support Training delivery Cascade key messages and project updates to teams
Partner with internal
communications department/team
for distribution
Support go-live activities Callout resistance and potential risks to people and processes
Support training delivery
Support go-live and sustainment
activities

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7.2 CLIENT SIDE ADVISORY
HRchitect shall provide Client with professional services (“Activities”) as defined below to facilitate the implementation and deployment of the UKG Ready platforms for duration of the project.

As part of the Client’s Project Team, HRchitect will provide project management, project strategic advisory and business process consulting services to Client throughout the lifecycle of the UKG implementation. As the leaders in all things UKG, client-side assistance from HRchitect is the best assurance that your UKG implementation will go smoothly and successfully.

Studies show that System Implementation engagements are 85% more successful when clients utilize HRchitect’s client-side consulting services • Client-side Project Management - An HRchitect Project Manager will be embedded within your project team and assist you with the following tasks:
• Managing Project plan and Project console
• Project team organization planning, Managing resources from Client and UKG side • Assistance with resolution of issues

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Contents of this document are confidential and proprietary and for the express use of City of Turlock only. Any sharing of this content with third parties not approved by HRchitect is strictly prohibited. • Identification of project risk and mitigating risk
• Ensuring client/UKG tasks and deliverables are met with time and Quality results • Assisting Client with understanding UKG tools and best practices for sticking to the timeline and deliverables
• Ensuring communication across teams
• Setting up Client with access to UKG training tools and ensuring Client has access needed to all training modules.
• Managing integration and data conversion tasks
• Project Manager will be available prior to the kickoff of the implementation and will support you through Go-live. If additional support is needed the contract can be extended.
• Client-side Subject Matter Expertise - HRchitect Client Side assistance will perform the following tasks:
o Act as a strategic advisor, providing guidance on best practices for system design and process improvement
o Assist with the review of functional requirements in preparation of UKG led requirement sessions.

Participate in Analysis and Discovery sessions and provide recommendations. o Lead team status calls and participate in other weekly defined project calls o Assist Client with preparation of Data conversion files as well as Integration spec creation o Interface with the vendor (UKG) to provide certainty of the project implementation and eliminate risk
o Assist with development of training plan, collateral, and delivery o HRchitect will provide Client with standard test cases and can assist with creation of test cases
o Assist with support of Parallel testing, Integration testing, UAT of all modules o Parallel and Live Payroll support
o Provide guidance in development and execution of an implementation Roadmap o Provide other consulting services as identified by the Client to ensure a successful deployment of the UKG platform
Assumptions:
• Services are assumed for the duration of the project and assume an average of 10-20 hours per week

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7.3 TRAINING
HRchitect offers three tiers of training services to meet your organization’s needs:

Tier 1:

System Administrator Training
Provide in-depth training for system administrators responsible for managing the UKG platform covering in depth configuration, set up user management, security, and system maintenance. • Two 5-hour sessions with the Administrators (up to max of 10 attendees) o This can be split up into groups based on modules purchased, such as one session for HR/Payroll/Benefits, and one for WFM
• Two 1-page quick user guides for selected functionality, such as Running Integrations, Time off Requests, Timesheet, and Committing Payroll.
• We will customize the agenda for the highest priority functions the client would like to include in these sessions.

Tier 2:

System Administrator Training and Train the Trainer
Provide in-depth training for system administrators responsible for managing the UKG platform covering in depth configuration, setup user management, security, and system maintenance. • Two 5-hour sessions with the Administrators (up to max of 10 attendees). • Five 1-page quick user guides for selected functionality, such as Running Integrations, Time off Requests, Timesheet, and Committing Payroll.
• Train the Trainer session courses can be recorded to utilize for future use. • We will customize the agenda for the highest priority functions the client would like to include in these sessions.
• This can be split up based on modules purchased, such as for Manager functions half the session can cover HR/Payroll/Benefits and half the session can cover Workforce Management. • One 3-hour session (up to 20 attendees). Train the trainer for Administrators or Trainers - Employee functions: Employee Functions teaches navigation and employee responsibilities such as reporting time and absence, requesting time off, and viewing reports. Training is focused on how to use the system as well as the applicable business processes and procedures. • One 4-hour Manager Functions (up to 20 attendees). Train the trainer for Administrators or Trainers - Manager Functions introduces manager views of employee timesheets and balances. Typical manager responsibilities include correcting and approving time, HR data, functions, reporting, scheduling employees, and managing time-off requests.

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Tier 3:

End user Training
Comprehensive training for employees and Managers who will be utilizing UKG for tasks such as Time and attendance management, scheduling, Payroll, HR Processes, and Reporting. • Five 1-page quick user guides for selected functionality, such as Running Integrations, Time off Requests, Timesheet, and Committing Payroll.
• This can be split up based on modules purchased, such as for Manager functions half the session can cover HR/Payroll/Benefits and half the session can cover Workforce Management. • This end user training can be performed remotely or onsite (travel expenses extra). • Employee functions for End Users: Two courses, up to four hours each. No max on attendees. Employee Functions teaches navigation and employee responsibilities such as reporting time and absence, requesting time off, and viewing reports. Training is focused on how to use the system as well as the applicable business processes and procedures.
• Manager Functions: Two courses, up to four hours each. Manager Functions introduces manager views of employee timesheets and balances. Typical manager responsibilities include correcting and approving time, HR data, functions, reporting, scheduling employees, and managing time-off requests. • System Administrator Training: Two courses, up to five hours each. For Administrators of the system - Provide in-depth training for system administrators responsible for managing the UKG platform covering in depth configuration, setup user management, security, and system maintenance.

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7.4 UKG READY SYSTEM ASSESSMENT
HRchitect will conduct virtual consulting services to facilitate improved utilization of the UKG Ready platform.

This includes the following:
• Review of client documentation and system in advance of assessment virtual workshop sessions. • Conduct up to fifteen (15) hours for analysis and assessment document review and process optimization opportunities specific to the UKG Ready modules currently deployed • Develop usage assessment and optimization opportunities report, including the estimated level of effort for defined deliverables specific to UKG Ready
• Review assessment report and define prioritization roadmap for UKG Ready Note: based on the prioritization of the assessment report, a detailed statement of work with associated cost estimates will be provided for the optimization services for the UKG Ready platform.

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7.5 PEOPLE, PROCESS, OPERATIONS ASSESSMENT
Our People, Process, Operations Assessment (PPOA) was developed specifically for organizations who are performing HR Digital Transformation projects. Our methodology consists of assessing 3 focus areas: Business Needs and Requirements, the Process Requirements, and the People effort. The resulting operational assessment will contain two or more options around the HR Service Delivery model that will be most successful.

DELIVERABLES
Project Status Dashboard Report
HRchitect will conduct weekly status meetings and create a weekly project status dashboard to keep the project on track.

The dashboard report will include the agreed upon timeline, decisions / action items that need to be made, and any notes from the weekly status meetings.

DELIVERABLE: PROJECT STATUS DASHBOARD
Project Definition
The initial step of the project will be to conduct a project definition session. During this session, the project scope, objectives, and a project timeline are defined.
● Project Objective
● Project Scope
● Success Criteria
● Milestone Timeline
DELIVERABLE: PROJECT CHARTER
Next Step
Decisions
Operational
Assessment
Business Needs
Processes
People

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Defining Business Needs and Requirements
Using our online requirements gathering questionnaire, HRchitect will lead the team through a series of Discovery meetings. These questionnaires are designed to gather service delivery model requirements in an easy formalized manner. The requirements that are gathered will be “future focused”.

These will be launched in a staggered cadence so that the team is not overwhelmed with survey taking and the related discussions are performed in the soonest time possible to survey completion, so the information is top of mind.

DELIVERABLE: SURVEYS, SURVEY RESULTS
Process Standardization Assessment
Once the surveys have been finalized and analyzed, HRchitect will conduct a series of meetings to review these findings and guide and coach the team so that standard practice is adopted wherever possible. HRchitect will use standard RACI process charts to help facilitate these discussions. The team will be challenged to adopt the standards unless there is a true business need to do otherwise.

By using the RACI methodology, HRchitect will be able to assess the organization structure and resource allocations used to complete these processes.

DELIVERABLE: PROCESS RACI CHARTS
Efficiency and Effectiveness of People
After the discovery meetings HRchitect will compile an HR Service Delivery model document. This will include the people, processes and applications that are in place along with recommendations for any changes with the goal of a more efficient and effective team.

DELIVERABLE: HR SERVICE DELIVERY MODEL

WORK CADENCE
The entire project is anticipated to take about 8 weeks in duration with the activities being performed as follows:

WEEK ACTIVITY
ONE Introduce the Project Charter, Plan for the surveys and meetings TWO Finalize Project Charter, Calendar all meetings
THREE Launch first set of surveys
FOUR Meetings from first set of surveys, launch second set of surveys FIVE Meetings on second set of surveys, launch third set of surveys SIX Meetings on third set of surveys
SEVEN HRchitect Prepares RACI, and HR Service Delivery Deliverables EIGHT HRchitect Presents RACI, and HR Service Delivery Deliverables

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SOW 01 - City of Turlock - UKG Ready
TeleStaff Implementation Services
Final Audit Report 2026-06-18
Created: 2026-06-18
By: Amber Heinz ([email protected])
Status: Signed
Transaction ID: CBJCHBCAABAA_pBKI5e3vWLUSPJeQywI6WmxXz0RGpk- "SOW 01 - City of Turlock - UKG Ready TeleStaff Implementati on Services" History
Document created by Amber Heinz ([email protected])
2026-06-18 - 1:55:40 PM GMT
Document emailed to Jennifer Sorenson ([email protected]) for signature 2026-06-18 - 1:55:48 PM GMT
Email viewed by Jennifer Sorenson ([email protected]) 2026-06-18 - 1:57:38 PM GMT
Document e-signed by Jennifer Sorenson ([email protected]) Signature Date: 2026-06-18 - 1:58:35 PM GMT - Time Source: server - Signature Appearance Selected: IMAGE Agreement completed.
2026-06-18 - 1:58:35 PM GMT

City Council Staff Report
June 23, 2026
From: Jessie Dhami, Human Relations Director
Prepared by: Jessie Dhami, Human Relations Director
Agendized by: Christopher Fisher, Interim City Manager

1. ACTION RECOMMENDED:

Resolution: Approving and updating the memorandum of understanding (“MOU”) between the City of Turlock (“City”) and the Turlock Associated Police Officers (“TAPO”) covering the period of July 1, 2024, through June 30, 2027, incorporating the tentative agreement dated July 17, 2024, and existing side letter agreements, and approving agreed upon terms and conditions following reopener negotiations.

2. NARRATIVE:

The City and TAPO recently entered into agreed upon terms and conditions concluding reopener negotiations that were non-economic and cost-neutral in nature. In addition, the City and TAPO previously entered into a tentative agreement for a successor MOU covering the period of July 1, 2024, through June 30, 2027, and three side letter agreements in 2022 and 2023. The resolution seeks to approve the agreement of terms and conditions following reopener negotiations, and update the MOU with those terms and conditions, and incorporated the above-referenced and previously ratified tentative agreement and side letter agreements.

Previously the City and TAPO entered into a tentative agreement covering the period of July 1, 2024, through June 30, 2027. That tentative agreement was ratified by the City and TAPO.

The tentative agreement provided for reopener negotiations after July 1, 2025, for certain listed issues understanding that the proposals shall be non-economic and cost neutral.

Recently, the City and TAPO concluded the reopener negotiation agreeing on various terms and conditions.

Key Highlights of the Proposed MOU are summarized below:

Reopener negotiations: the inclusion of code enforcement supervisor, assistant public safety communications supervisor and the investigation unit analyst to section 3:00 “Recognition” of the MOU; including the code enforcement supervisor and investigations unit analyst to section 17:01 “Uniforms” of the MOU, a change to the school year and summer session/summer break schedules for school resource officers at section 21:04 of the MOU, the inclusion of the street crimes unit work schedule at section 21:06b of the MOU, a change to the language regarding mandated overtime for patrol at section 21:12 of the MOU, the inclusion of the street crimes unit officer, sergeant, stancatt detective, gang enforcement detective, and S.I.U. detective to section 23:01 “Assignment Duration” of the MOU, clarification for holiday accruals for the “Juneteenth” holiday for 2025 and 2026, as well as changes to the “Call Back” provisions in section 21:14, which are considered cost-neutral. In the event the changes to the “Call Back” provisions are not cost-neutral, reopener

Agenda Staff Report
6/23/2026
language has been included should City management determine that the new language is creating an undue cost burden.

The agreed terms and conditions concluding the reopener negotiations are subject to approval by the City Council before the terms go into effect. The City is informed that TAPO has ratified the agreement.

The City’s negotiators have received guidance and tentative approval from the City Council throughout the reopener negotiation process with TAPO.

3. FISCAL IMPACT / BUDGET AMENDMENT:

The City and TAPO recently entered into agreed upon terms and conditions concluding reopener negotiations that were non-economic and cost-neutral in nature. In the event the changes to the “Call Back” provisions are not cost-neutral, reopener language has been included should City management determine that the new language is creating an undue cost burden.

4. ENVIRONMENTAL DETERMINATION:

This action is not subject to the provisions of the California Environmental Quality Act (CEQA) in accordance with Section 15378(b)(5) of the CEQA guidelines. This action consists of “organizational or administrative activities of governments that will not result in direct or indirect physical changes in the environment” and therefore is not considered a project.

5. ALTERNATIVES:

The City Council may choose to direct staff to return to the bargaining table for reopener negotiations to negotiate different terms and conditions. However, staff does not recommend alternatives since the negotiated terms and agreement meets the parameters set forth by the Council.

6. ATTACHMENTS:

1. Draft Resolution

2. T.A.P.O. MOU

BEFORE THE CITY COUNCIL OF THE CITY OF TURLOCK
ADOPTING A RESOLUTION APPROVING } RESOLUTION NO. 2026-
UPDATING THE MEMORANDUM OF }
UNDERSTANDING BETWEEN THE CITY OF }
TURLOCK AND THE TURLOCK }
ASSOCIATED POLICE OFFICERS }
COVERING THE PERIOD OF JULY 1, 2024 }
THROUGH JUNE 30, 2027, }
INCORPORATING THE TENTATIVE }
AGREEMENT DATED JULY 17, 2024, AND }
EXISTING SIDE LETTER AGREEMENTS, }
AND APPROVING AGREED UPON TERMS }
AND CONDITIONS FOLLOWING }
REOPENER NEGOTIATIONS }
___________________________ }
WHEREAS, the City of Turlock (“City”) and the Turlock Associated Police Officers (“TAPO”) entered into a Tentative Agreement for a successor Memorandum of Understanding (“MOU”) concluding labor negotiations for the 2024-2025 fiscal year; and WHEREAS, the Tentative Agreement covers a term of three (3) years, beginning on July 1, 2024, through June 30, 2027; and
WHEREAS, the City and TAPO entered into a side letter agreement in 2022 regarding school resource officer work hours, a side letter agreement in 2023 regarding Police Officer I and Police Officer II educational requirements and amending their respective job descriptions, and side letter agreement in 2023 regarding continuous service pay; and
WHEREAS, the above-referenced side letter agreements and tentative agreements have previously been ratified and in effect and publicly available; and WHEREAS, the above-reference tentative agreement provided for a reopener where the City and TAPO may make various proposals that are non-economical and cost neutral; and,
WHEREAS, the City and TAPO have engaged in reopener negotiations on various proposals that are non-economical and cost neutral in nature and recently concluded said negotiations; and
WHEREAS, the City and TAPO concluded reopener negotiations agreeing to the following; the inclusion of code enforcement supervisor, assistant public safety communications supervisor and the investigation unit analyst to the section 3:00 “Recognition” of the MOU; including the code enforcement supervisor and investigations unit analyst to section 17:01 “Uniforms” of the MOU, a change to the school year and summer session/summer break schedules for school resource officers at section 21:04 of the MOU, the inclusion of the street crimes unit work schedule at section 21:06b of

Resolution No. 2026-

the MOU, a change to the language regarding mandated overtime for patrol at section 21:12 of the MOU, the inclusion of the street crimes unit officer and sergeant and stancatt detective as well as gang enforcement detective, and S.I.U. detective to section 23:01
“Assignment Duration” of the MOU, clarification for holiday accruals for the “Juneteenth” holiday for 2025 and 2026, as well as changes to the “Call Back” provisions in section 21:14, which are considered cost-neutral. In the event the changes to the “Call Back” provisions are not cost-neutral, reopener language has been included should City management determine that the new language is creating an undue cost burden; and WHEREAS, while the above-referenced side letters and tentative agreement have already been ratified, the terms and conditions of employment following reopener negotiations that were reached with the Turlock Associated Police Officers are subject to implementation upon ratification by the City of Turlock City Council and the Turlock Associated Police Officers.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Turlock does hereby approve the agreed upon terms and conditions of the reopener negotiations, and update the Memorandum of Understanding (“MOU”) between the City of Turlock and Turlock Associated Police Officers.

PASSED AND ADOPTED at a regular meeting of the City Council of the City of Turlock this 23rd day of June, 2026, by the following vote:

AYES:

NOES:

NOT PARTICIPATING:

ABSENT:

ATTEST:
__________________________
_
Nichole Fiez, City Clerk,
City of Turlock, County of
Stanislaus, State of California

TAPO Memorandum of Understanding

MEMORANDUM
OF

UNDERSTANDING

BETWEEN

THE CITY OF TURLOCK
AND

TURLOCK ASSOCIATED POLICE OFFICERS
July 1, 20212024 to June 30, 2024 2027

TAPO Memorandum of Understanding Page i
July 1, 20242021- June 30, 20272024

TABLE OF CONTENTS
1:00 TERM OF AGREEMENT........................................................................................1 2:00 MANAGEMENT RIGHTS.......................................................................................1 2:01 General Terms ......................................................................................................1 2:02 Medical Examinations ..........................................................................................2 3:00 RECOGNITION ......................................................................................................2 4:00 EMPLOYEE RIGHTS.............................................................................................2 5:00 UNION MEMBERSHIP/DUES................................................................................3 6:00 WORK RULES.......................................................................................................4 6:01 Establishing ..........................................................................................................4 6:02 Revising ................................................................................................................4 6:03 Enforcing...............................................................................................................4 7:00 BULLETIN BOARDS .............................................................................................5 8:00 OUTSIDE EMPLOYMENT .....................................................................................5 9:00 PROBATIONARY PERIOD....................................................................................6 9:01 New Employees ....................................................................................................6 9:02 Probation Upon Promotion..................................................................................6 10:00 SALARIES .............................................................................................................6 10:01 Out-of-Classification Pay.....................................................................................6 10:02 Training Pay..........................................................................................................7 10:03 K-9 Pay ..................................................................................................................7 10:04 Special Operations Division Sworn Employees ................................................7 10:05 P.O.S.T. Certificate Pay........................................................................................8 10:06 Educational Incentive Pay ...................................................................................9 10:07 Bilingual Pay.........................................................................................................9 10:08 SWAT Pay............................................................................................................10 10:09 Base Salary and Regular Rate of Pay ...............................................................10 10:10 Special Assignment Pay ....................................................................................10 10:11 Continuous Service Pay ....................................................................................10 10:12 Retiree Court Pay ...............................................................................................10 11:00 RETIREMENT ......................................................................................................11 11:01 PERS Survivor Benefit.......................................................................................12 11:02 Retiree Health Plan.............................................................................................12 12:00 TAPO RETIREE HEALTH BENEFIT TRUST CONTRIBUTION..........................12 13:00 INSURANCE ........................................................................................................13 13:01 Medical Insurance ..............................................................................................13

TAPO Memorandum of Understanding Page ii
July 1, 20242021- June 30, 20272024
13:02 Flexible Spending Accounts (Section 125) ......................................................13 13:03 Deferred Compensation in Lieu of Insurance ..................................................13 14:00 LIFE INSURANCE ...............................................................................................14 15:00 ANNUAL LEAVE AND WAGES IN CASE OF DEATH .......................................14 16:00 LONG-TERM DISABILITY INSURANCE.............................................................14 17:00 UNIFORMS ..........................................................................................................15 17:01 Uniform Allowance .............................................................................................15 17:02 Uniform Pay/Special Assignment .....................................................................15 18:00 SAFETY CLOTHING............................................................................................15 19:00 EDUCATIONAL INCENTIVE PROGRAMS..........................................................16 20:00 COMPUTER LOAN PROGRAM ..........................................................................16 21:00 HOURS OF WORK ..............................................................................................16 21:01 Present for Work.................................................................................................16 21:02 Recognized Work Schedules – All TAPO Members Except Dispatch............17 21:03 Patrol Scheduling...............................................................................................18 21:04 School Resource Officer (SRO).........................................................................19 21:05 Detectives............................................................................................................20 21:06 Traffic Officers....................................................................................................20 21:07 Dispatch Work Schedules..................................................................................20 21:08 Dispatch Scheduling..........................................................................................20 21:09 Dispatch Scheduled and Unscheduled Absences...........................................21 21:10 Overtime..............................................................................................................22 21:11 Overtime for Missed Meal Periods ....................................................................23 21:12 Mandated Overtime for Patrol ...........................................................................23 21:13 Court Overtime ...................................................................................................24 21:14 Callback...............................................................................................................25 21:15 Standby Duty ......................................................................................................25 21:16 Compensatory Time ...........................................................................................25 22:00 JURY DUTY .........................................................................................................25 22:01 Jury Duty.............................................................................................................25 22:02 Jury Duty/Dispatch.............................................................................................25 23:00 COLLATERAL/SPECIAL ASSIGNMENTS DEFINED.........................................25 23:01 Assignment Duration .........................................................................................26 23:02 Change in Eligibility Requirements: (Sworn Officers Only)............................27 23:03 Delay of Rotation Out of Special Assignment..................................................27 23:04 Rotating In and Out of Special Assignments...................................................27 24:00 TRAINING ............................................................................................................28 24:01 Training ...............................................................................................................28

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24:02 External Training ................................................................................................28 24:03 TAPO Time Bank ................................................................................................29 25:00 VACATION ACCRUAL, ACCUMULATION AND USE........................................30 25:01 Vacation Annual Accrual Rates and Maximum Accumulation .......................30 25:02 Vacation Use.......................................................................................................30 25:03 Vacation Scheduling ..........................................................................................30 25:04 Holidays-Sworn and Non-Sworn.......................................................................31 26:00 SICK LEAVE ACCUMULATION AND USE.........................................................33 26:01 Accumulation of Sick Leave..............................................................................33 26:02 Illness of Employee and Immediate Family......................................................33 26:03 Fraction of a Day ................................................................................................34 26:04 Payment for Unused Sick Leave .......................................................................34 27:00 MISCELLANEOUS LEAVES OF ABSENCE.......................................................34 27:01 Long Term Leave................................................................................................34 27:02 Short Term Leave ...............................................................................................35 27:03 Requests for Leave ............................................................................................35 27:04 Return to Work....................................................................................................35 27:05 Parental Leave ....................................................................................................35 27:06 Military Service Leave ........................................................................................35 27:07 Bereavement Leave with Pay ............................................................................36 27:08 Donation of Accrued Time.................................................................................36 28:00 EXAMINATION PROCEDURES ..........................................................................36 28:01 Bulletins ..............................................................................................................36 28:02 Bulletin Contents................................................................................................36 28:03 Test Results ........................................................................................................36 28:04 Examination Protests.........................................................................................36 28:05 Examination Panels............................................................................................36 28:06 Probationary Employees ...................................................................................36 29:00 ADMINISTRATIVE LEAVE ..................................................................................37 30:00 COMPLAINT, GRIEVANCE DEFINITIONS .........................................................37 30:01 Grievance ............................................................................................................37 30:02 Complaint............................................................................................................37 31:00 GRIEVANCE PROCEDURE ................................................................................37 31:01 Representation ...................................................................................................37 31:02 Time Frames .......................................................................................................38 31:03 Notification..........................................................................................................38 31:04 Steps in the Grievance Procedure ....................................................................38 31:05 Appeal to City Manager......................................................................................39 32:00 DISCIPLINARY PROCEDURE ............................................................................39

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32:01 Application..........................................................................................................39 32:02 Types of Disciplinary Action .............................................................................40 32:03 Cause for Disciplinary Action............................................................................40 32:04 Disciplinary Procedures ....................................................................................42 32:05 Notification of Decision .....................................................................................42 32:06 Appeal of Decision – Arbitration.......................................................................42 33:00 SENIORITY DETERMINATIONS.........................................................................44 33:01 Computation of Continuous Service ................................................................44 33:02 Break in Continuous Service.............................................................................44 33:03 Layoff Provision .................................................................................................44 34:00 ADA COMPLIANCE.............................................................................................45 35:00 NON-DISCRIMINATION ......................................................................................45 36:00 ANTI-NEPOTISM .................................................................................................45 37:00 MAINTENANCE OF BENEFITS ..........................................................................45 38:00 ATTACHMENTS (Appendices)...........................................................................46 39:00 SAVINGS CLAUSE..............................................................................................46 40:00 REOPENER .........................................................................................................46 40:01 PROPOSED PAYROLL AND PAYROLL CYCLE CHANGES……………………46 SIGNATURES.................................................................................................................47 ATTACHMENT A – SALARY SCHEDULE
ATTACHMENT B – SWORN MATRIX
ATTACHMENT C – NON-SWORN MATRIX
ATTACHMENT D – TAPO DRUG-FREE WORKPLACE POLICY
ATTACHMENT E – PERS VALUATION TABLE

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MEMORANDUM OF UNDERSTANDING

WITH TURLOCK ASSOCIATED POLICE OFFICERS
The City of Turlock and the Turlock Associated Police Officers, through their authorized representatives, mutually acknowledge they have fulfilled their obligations to meet and confer under applicable law, and pursuant to this process, have reached an understanding and agreement which the representatives of the union and the representatives of the City recommend to the City Council of the City of Turlock for acceptance and approval. The terms of the agreement and understanding are as follows:
1:00 TERM OF AGREEMENT
This Memorandum of Understanding shall be effective from July 1, 2020 2024 to June 30, 20271. Absent mutual agreement and except where otherwise indicated, including but not limited to Section 6:00, the parties hereto shall have no obligation to meet and confer on any subject concerning the employees and work conditions of employees prior to January 01, 20271.
2:00 MANAGEMENT RIGHTS
2:01 General Terms
Nothing herein shall be construed to restrict any legal or inherent exclusive City right with respect to matters of general legislative or managerial policy, which include, among others: the exclusive right to determine the mission of its constituent departments, commissions and boards; set standards of service; determine the procedures and standards of selection for employment; direct its employees from duty because of lack of work or for other legitimate reasons; maintain the efficiency of governmental operations; determine the methods, means and personnel by which governmental operations are to be conducted; 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.

This agreement does not preclude the City from properly exercising its right to effectively manage the City, make decisions, determine the number of employees needed to perform a service, determine the mission or goal of a department or exercise any management right presently accorded to the City by law.

The City will abide by the Meyers-Milias-Brown Act where and when it applies to members of the Association.

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2:02 Medical Examinations
The City Manager may require an employee to submit to a medical examination by a physician or physicians designated by the City Manager to evaluate the capacity of the employee to perform the work of his/her position. Medical examination shall mean examination by physicians, psychiatrists, psychologists and other appropriate practitioners to determine the employee’s physical, mental, or emotional condition as any such condition relates to employment by the City.

The City will pay all fees for such examination by City-appointed doctors and the information from such examinations will be made available to the employee’s physician upon written request from that physician. This paragraph does not infringe upon the employee’s rights under the grievance procedure.
3:00 RECOGNITION
The Turlock Associated Police Officers shall be the exclusive representative for all sworn and non-sworn employees in the City of Turlock Police Department for the following classifications:

A. Animal Services Control Officer
B. Animal ControlServices Officer, Sr.

C. Animal ControlServices Supervisor
D. Community Service Officer I/II
E. Crime Prevention Specialist
F. Police Detective
G. Emergency Services Dispatcher I/II/LeadSr. and Trainee H. Evidence and Property Specialist I/II
I. Police Sergeant
J. Police Officer I/II
K. Public Safety Communications Supervisor
L. Public Safety Communications Assistant Supervisor
M. Code Enforcement Supervisor
N. Investigations Unit Analyst
4:00 EMPLOYEE RIGHTS
The City will comply with California Government Code section 3300-3313 (Public Safety

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Officers Procedural Bill of Rights Act) for all employees represented in this MOU. 5:00 UNION MEMBERSHIP/DUES

1. The City shall provide TAPO with a roster of all employees in the bargaining unit containing the name, job title, department, work location, membership status, work, home, and cell phone numbers, home address, and personal e-mail address on file within the City’s Human Resources database system at least every 120 days, or upon request from a TAPO representative. Further, the City shall provide such information related to new hires within 30 days of the date of hire.

2. The City shall provide TAPO with not less than 10 days’ notice in advance of a new hire orientation meeting, except that a shorter notice may be provided in specific instance where there is an urgent need critical to the employer’s operations that was not reasonably foreseeable.

3. The City shall provide release time not to exceed 30 minutes, including travel time, for one TAPO member to participate in a new employee orientation meeting.

4. TAPO shall submit a certification/list to the City that it has and will maintain individual employee authorizations for payroll deductions, signed by the individual, from whose salary or wages the deduction is to be made. The City shall rely upon written notification from TAPO for any and all employee requests to cancel or change payroll deductions for agency fees and membership dues.

TAPO is responsible to obtain and maintain voluntary written authorization for agency fee and membership dues deductions. Dues deductions shall automatically renew unless written notice is provided by TAPO. The City shall honor any changes to dues amounts provided by the Association. The Association is not required to provide a copy of individual employee authorizations to the City unless a dispute arises about the existence or terms of the authorization.

5. Dues deduction changes or cancellations received by the City prior to the 15th of the month will be processed no later than the first pay period of the second month. Example: If TAPO notifies the City of changes on January 15th, then the changes will be effective no later than the first full pay period in March. The

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parties recognize that there is a lapse in time due to pay period processing constraints. The City will attempt to process changes earlier if possible.

6. The City shall direct employee inquiries to cancel or change agency fees or dues deductions to TAPO, and shall not make any comments or recommendations regarding the inquiry.

7. TAPO shall indemnify, defend, and hold the City harmless against any claims made and/or any suit against the City which may arise as a result of deductions made in reliance on information provided to the City by TAPO. 6:00 WORK RULES
Wages, hours, terms and conditions of employment as defined by the MeyersMilias-Brown Act 6:01 Establishing
The employer agrees to negotiate changes in existing work rules or the establishment of new work rules with the Association but only as required by the Meyers-Milias-Brown Act (MMBA).
6:02 Revising
Proposed or modifications of existing work rules shall not become effective until the employer and the Association have negotiated them in accordance with the MMBA unless such changes may be implemented as defined by the MMBA without Association agreement. The work rule will become effective as to each employee after receipt and acknowledgement.
6:03 Enforcing
Employees shall comply with all existing reasonable rules that are not in conflict with the terms of this agreement provided the rules are uniformly applied and uniformly enforced.

Any unresolved complaint by TAPO as to the reasonableness of any new or existing rule, or any complaint by TAPO involving discrimination in the application of new or existing rules, shall be resolved through the grievance procedure.

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7:00 BULLETIN BOARDS
The employer shall provide the Association with space on bulletin boards in areas where the Association has employees it represents for the purposes of posting Association notices. The representative may post such notices, although not limited to the following notices, they may include:

A. Recreational and social events of the Association
B. Association meetings or meeting minutes
C. Association elections, appointments
D. Results of Association elections
Or the Association may buy its own bulletin board to place in a space mutually agreed upon by both parties.

The Association may disseminate items A through D using the City’s e-mail system. Any other items the Association wishes to disseminate using the City’s e-mail system must be approved by the Chief of Police.
8:00 OUTSIDE EMPLOYMENT
A. Every employee shall devote his or her time, attention and effort to the service and welfare of the City while on duty. Employees shall not engage in any off-duty business, occupation or calling for compensation without first obtaining the approval of the Department Head.

B. Off-duty employment will be approved provided:

1. There is an absence of interference with the full and efficient performance of scheduled duty and other duties as required by normal practices of the agency.

2. There is an absence of a demonstrable conflict of interest between outside employment and City employment.

3. Outside employment will not create any liability against the City of Turlock.

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9:00 PROBATIONARY PERIOD
9:01 New Employees
New employees shall serve an eighteen (18) month probationary period but will be eligible for a step increase after completing twelve (12) months of employment, contingent upon an overall performance rating of “meet standards” or above.

Lateral Emergency Services Dispatchers who have completed a probation period with a current employer and obtained a POST Dispatchers Certificate or Lateral Peace Officers who currently work in a California Law Enforcement Agency or have worked in a California Law Enforcement Agency within three (3) years of appointment to Turlock Police Department and possess a P.O.S.T. Basic Certificate, and shall serve a twelve (12) month probationary period.
9:02 Probation Upon Promotion
Employees promoted shall be required to serve a new twelve (12) month probationary period. An employee released during the probationary period from a position to which he/she has been promoted shall be reinstated to the position from which he/she was promoted.
10:00 SALARIES
The current salaries shall be paid in accordance with Attachment “A” attached, and which include the following base salary increases:

July 1, 20212024
-Sworn/Dispatchers: 8%7%
-Non-Sworn: 5% 3.5%
July 1, 20252022
-Sworn/Dispatchers: 7%6%
-Non-Sworn: 5%3%
July 1, 20262023
-Sworn/Dispatchers: 7%6%
-Non-Sworn: 4%3%

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10:01 Out-of-Classification Pay
Employees who are assigned to work out of their classification for more than two (2) hours will receive a premium payment of five percent (5%) of their base salary for that shift.

This out-of-classification pay shall not apply to duties that are reasonably contemplated within an employee’s existing job description, or to overtime opportunities that an employee voluntarily signs up for.
10:02 Training Pay
Employees assigned to training duties shall receive premium pay of five percent (5%) of base salary during the time that such duties are assigned. Training duties relate to training conducted during a formal training program, in specific skill sets required of a job classification, as opposed to training related to ongoing proficiency in perishable skills.
10:03 K-9 Pay
K-9 officers will be paid thirty (30) minutes per day, seven (7) days per week, at one and one-half (1½) times the regular rate of pay whether on or off duty, for the time caring for an assigned police K-9 including, but not limited to, handling, training, walking, boarding, feeding, grooming, veterinary examinations, or otherwise caring for the dog.

The parties agree that thirty (30) minutes per day, seven (7) days per week, is based on the actual time worked and the actual time reasonably required to work for the care and maintenance of the K-9. The parties have considered all the facts and circumstances surrounding the K-9 officer’s care of his/her police K-9 in arriving at the K-9 pay set forth herein.

Prior to appointment as a K-9 officer, the employee will be required to acknowledge and agree to this provision.
10:04 Detectives
All Special Operations Division Sworn Employees will have the option of receiving a $100.00 per month stipend, paid in increments of $50 twice per month, 24 times per year, in lieu of using their assigned vehicle for transit to and from home. Special Operations Division Sworn Employees wishing to continue to have a “take home vehicle” will be required to conform to the existing vehicle policy for public safety.

Any Special Operations Division Sworn Employees assigned a “take home vehicle” prior

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to August 1, 2014 may continue the use of the “take home vehicle” subject to conformance to the existing vehicle policy for public safety, regardless of the distance of their home from the Turlock Public Safety Facility. Any Special Operations Division Sworn Employees assigned a “take home vehicle” on or after August 1, 2014 may only use a “take home vehicle” if their home is within a 30-mile radius from the Turlock Public Safety Facility.

Any Special Operations Division Sworn Employee who lives outside the 30-mile radius is prohibited from being assigned a “take home vehicle” but will have the option to receive the $100 per month in lieu stipend paid in increments of $50 twice per month, 24 times per year.

All Special Operations Division Sworn Employees are issued cell phones in order to respond immediately while on duty, including break time. Special Operations Division Sworn Employees who are off duty, but not on call, shall at least respond by telephone if called.
10:05 P.O.S.T. Certificate Pay
Intermediate Certificate Pay
Sworn Peace Officer
Sworn Peace Officers including laterals who possess an Intermediate P.O.S.T.

Certificate shall receive Intermediate Certificate Pay of five percent (5%) of the employee’s base salary.

Dispatcher
Dispatchers including laterals who possess a Dispatcher Intermediate P.O.S.T.

Certificate will receive Dispatcher Intermediate Certificate Pay of two and one-half percent (2.5%) of the employee’s base salary.

Advanced Certificate Pay
Sworn Peace Officer
Sworn Peace Officers including laterals who possess an Advanced P.O.S.T. Certificate shall receive an additional Advanced Certificate Pay of five percent (5%) of the employee’s base salary.

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Dispatcher
Dispatchers including laterals who possess a Dispatcher Advanced P.O.S.T. Certificate will receive an additional Dispatcher Advanced Certificate Pay of two and one-half (2.5%) of the employee’s base salary.

Total Certificate Pay – Sworn Peace Officer
Total sworn certificate pay will be five percent (5%) of the employee’s base salary for intermediate certificate holders and five percent (5%) of the employee’s base salary for advanced certificate holders. Personnel holding both certificates will receive a total of ten percent (10%) of the employee’s base salary as set forth herein.

Total Certificate Pay – Dispatcher.

Total dispatcher certificate pay will be two and one-half (2.5%) of the employee’s base salary for dispatcher intermediate certificate holders and two and one-half (2.5%) of the employee’s base salary for advanced certificate holders. Dispatchers holding both certificates will receive a total of five percent (5%) of the employee’s base salary.

This pay recognizes the completion of a specialized educational and training program established by P.O.S.T. This certificate pay will become effective on the first payroll after the employee submitted the appropriate application(s) for certificate pay and the Chief signs the paperwork. In the event that P.O.S.T. fails to issue the certificate, the employee shall reimburse the City for all payments received. 10:06 Educational Incentive Pay
Personnel who have achieved the below-listed educational achievements shall receive the following incentive pay on a monthly basis:

Associate’s Degree or Equivalent Two and one-half percent (2.5%) of base salary Bachelor’s Degree An additional two and one-half percent (2.5%) of base salary beyond the Associate’s Degree incentive pay
Master’s Degree An additional two and one-half percent (2.5%) of base salary beyond the Bachelor’s Degree incentive pay
*Equivalent is defined for personnel who are attending, or attended, a four-year college which does not offer an Associate’s Degree but can provide transcripts to demonstrate completion of an equal amount of units as required for an Associate’s Degree. 10:07 Bilingual Pay
Employees who are verbally proficient in Portuguese, Spanish and other languages

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which are determined to be of need, shall receive a monthly premium pay of five percent (5%) of base salary for performing translation services. Incentive pay will become effective on the payroll closest to the date submitted by the employee for payment.

The parties agree that the designation of such positions shall not be subject to the grievance procedure. Members of the bargaining unit who possess bilingual skills agree to continue rendering needed interpretation services whether or not they receive bilingual pay. Employees receiving bilingual pay must be certified as being verbally competent in the second language except for those individuals who, by previous agreement, have been identified as competent by the department.

The Chief of Police will determine organizational needs as to bilingual employees fluent in languages other than Portuguese and Spanish. The Human Resource Division shall convene a proficiency exam certifying an employee’s proficiency, consistent with City policy.
10:08 SWAT Pay
Employees who are appointed to SWAT will receive a monthly premium pay of two and one-half percent (2.5%) of base salary for performing those services. SWAT appointment requires employees to meet the proficiency standards as determined by the Chief of Police.
10:09 Base Salary and Regular Rate of Pay
“Base Salary” is the hourly rate or monthly salary rate identified on the Salary Schedule which includes salary ranges for each job classification, as defined by the City of Turlock’s adopted Compensation Plan. Base Salary does not include any other forms of compensation.
(THE HOURLY NUMBERS BELOW NEED TO BE INSERTED)
Example of Base Salary as of July 1, 20245: Police Officer I Range 23.7 Step 1 Step 2 Step 3 Step 4 Step 5
Salary/Hrly Salary/Hrly Salary/Hrly Salary/Hrly Salary/Hrly $6187558/$35.69427.8346 $6497886/$37.48279.7269 $68227231/$39.357741.7173 $7163593/$41.32503.8058 $7520972/$43.38465.9923
All employee cash outs will be paid at “Base Salary” except for cash out of CTO which will be paid at the “Regular Rate of Pay” as these payouts are for actual hours worked. “Regular Rate of Pay” is defined as base salary, plus all incentive, certificate, and assignment pays earned during said pay period. Uniform allowances are exempt from inclusion in the regular rate of pay calculation.

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10.10 Special Assignment Pay

Employees assigned to Special Assignments (as defined in the first paragraph of Article 23:00) shall receive premium pay of two and one-half percent (2.5%) of base salary. In the event a new Special Assignment is created, the position(s) shall similarly receive premium pay of two and one-half percent (2.5%) of base salary.

10.11 Continuous Service Pay
Employees who have worked for the City of Turlock Police Department continuously from their date of hire shall receive the following continuous service pay:

Beginning with the fifth (5th) year and every year thereafter, 2.5% of base salary.

Beginning with the tenth (10th) year and every year thereafter, 1.5% of base salary.

Beginning with the fifteenth (15th) year and every year thereafter, an additional 1.5% of base salary.

Beginning with the twentieth (20th) year and every year thereafter, an additional 1.5% of base salary.

The five-year increments are cumulative. In the event an employee separates from employment and then returns to employment with the Police Department, their new date of hire upon reemployment shall begin their time as it applies to Continuous Service Pay.

Notwithstanding any other section of this MOU, continuous service as defined in this section means service which begins upon hire as a full-time employee of the City of Turlock Police Department, regardless of bargaining unit, and ends upon separation of employment from the City of Turlock Police Department. Employees who change work status from full-time to part-time then back to full-time will have their part time service included in the continuous service calculation. 10:12 Retiree Court Pay
A retiree who receives a subpoena to appear in court related to the course and scope of their employment as a sworn Turlock officer shall be paid a minimum of four (4) hour at the straight time pay rate for appearances before 12:00 p.m. An additional minimum of four (4) hours at the straight time pay rate shall be paid for appearances after 1:00 p.m. A straight time pay rate is defined as the rate of pay the employee earned at the time of retirement.

This section shall only apply to felony cases and only applies for thirty-six (36) months following the employee’s retirement date. The thirty-six (36) month limitation shall not apply to capital crimes, homicide cases, or crimes in which there is no prosecutorial statute of limitations.

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11:00 RETIREMENT
Sworn personnel are covered under the Safety Retirement Plan 3% @ 50 and nonsworn are covered under the Miscellaneous Retirement Plan 2.7% @ 55. Final compensation, for retirement purposes, will be calculated on the single highest year of PERS reportable wages as determined by CalPERS. Conversion of sick leave towards PERS service credit will be allowed in lieu of sick leave cash-out provisions.

NON-SWORN
The Employee will pay the employee’s 8% PERS contribution and the employee will pay 1% of the Employers PERS contribution designated as normal cost (NC) and attributable to the amendment to the PERS contract dated January 1, 2008 on the attached valuation dated April 6, 2011 (See Attachment E).

The total 9% PERS contribution shall be deducted as a pretax employee pension expense.

SWORN
Sworn “Classic” employees covered by this agreement participate in the Public Employees Retirement System (PERS) 3% @ 50, under the “Safety” PERS formula.

Sworn employees will pay the employee’s 9% PERS contribution, to be determined on a pre-tax basis.

NEW EMPLOYEES – SWORN AND NON-SWORN
Effective January 1, 2013, all new employees, as defined by AB 340, will participate in the Public Employees Retirement System (PERS) 2% @ 62 defined benefit formula for non-safety members. All new employees, as defined by AB 340, who are safety members will participate in the Public Employees Retirement System (PERS) Safety Option Plan Two, 2.7% @ 57. New employees shall have an initial contribution rate of at least fifty percent (50%) of the total normal cost rate for the defined benefit plan or the current contribution rate of similarly situated employees, which is currently a 9% PERS contribution, whichever is greater. All employees shall be subject to the mandatory provisions of AB 340.
11:01 PERS Survivor Benefit
The PERS Survivor Benefit is level Four (4).
11:02 Retiree Health Plan

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A retiree health plan will be offered to City employees who retire after October 1, 1987.

Premium payments will be the responsibility of the retired employee. Election to continue medical, dental and/or vision coverage of current City plan or alternate plan must be determined within thirty (30) days of retirement. Monthly premiums are those established on a citywide basis for Retiree/COBRA coverage in the beginning of each plan year.

Premiums may be adjusted once every twelve (12) months in conjunction with plan renewal under self-insured insurance plan effective July of each year.

To be eligible for this program, employees must comply with the eligibility rules of the TAPO Medical Benefit Trust Plan Document.
12:00 TAPO RETIREE HEALTH BENEFIT TRUST CONTRIBUTION
The City agrees to continue to contribute 3% of payroll toward the TAPO Retiree Health Trust Fund. The City agrees to transmit contributions to the TAPO VEBA trust fund on a per pay period basis immediately after the posting of each payroll period.

The parties agree that the term “payroll” as used in the MOU section shall have the following meaning: payroll = base salary (as shown on the salary range table) + benefits. As an example for fiscal year 2011/2012, the Parties agree that benefits for the purpose of this calculation only are 56% of base salary. The following is an example of the mathematical equation to illustrate the calculation of the City’s contribution to the TAPO’s retiree health trust fund:
as of July 1, 202418: base salary of Police Officer I (range 23.7, step 1), $6,1874,497.00 X 56% = $3,464.722,519.00; $6,1874,497.00 (base salary) + $3,464.722,519.00 (56% calculated for benefits) = $9,651.72535.00 X 3% = $289.556.05 monthly contribution to retiree health trust fund. as of January 1, 202519: base salary of Police Officer I (range 23.7, step 1), $6,5584,677.00 X 56% = $3,672.482,619.00; $6,5584,677.00 (base salary) + $3,672.482,619.00 (56% calculated for benefits) = $10,230.489,915.00 X 3% = $306.91297.45 monthly contribution to retiree health trust fund. 13:00 INSURANCE
13:01 Medical Insurance
Eligible bargaining unit members will be provided with the option of participating in either of the following:

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-EPO Plan (i.e., the $250/$500 Ded. - $2,500/$5,000 OOP plan); or, -HDHP/HSA Plan (i.e., the $1,400/$2,800 Ded. - $3,000/$6,000 OOP plan).

Effective on July 1, 2021, or as soon as administratively feasible thereafter, status quo of the five percent (5%) previously agreed to toward medical, dental, and vision benefit premiums.

Effective July 1, 2022, or as soon as administratively feasible thereafter, employees shall contribute seven and a half percent (7.5%) toward medical, dental, and vision benefit premiums.

Effective on July 1, 2023, or as soon as administratively feasible thereafter, employees shall contribute ten percent (10%) toward medical, dental, and vision benefit premiums.

Employee premium contributions shall be deducted from employee payroll on a pre-tax basis and in accordance with the law.
13:02 Flexible Spending Accounts (Section 125)
Employees have the option to elect to have a portion of their salary redirected on a pretax basis (through payroll deduction) into flexible spending accounts for 1) Employee insurance premium contributions, 2) Medical reimbursement for out-of-pocket medical expenses not covered under the employer’s group health plan, and 3) dependent care expenses such as child care.

The administration fees, $2.00 per plan per month, for administering the medical reimbursement plan and dependent care plan, will be the responsibility of the employee.

Section 125 Administration is provided by the City’s health insurance Administrator. 13:03 Deferred Compensation in Lieu of Insurance
Employees who are covered by an alternate health insurance provider through either spousal or registered domestic partner or parent coverage acceptable to the City, and which is not provided by the City, shall have the option to participate in the City’s deferred compensation program as established and administered under the adopted rules of the City. Upon proof of alternate health insurance, the City agrees to contribute $475 per month to the employee’s deferred compensation account for those employees not electing City health insurance. A spouse who is married to another City of Turlock employee and receiving the “in lieu” contributions effective on July 1, 2021, shall be grandfathered and allowed to continue receiving such contributions.

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Employees who wish to drop the City’s plan must do so during the open enrollment period and must present a certificate of insurance coverage through their spouse or registered domestic partner’s or parent’s employers’ plan. Employees who wish to be re-enrolled in the City’s plan at any time other than the open enrollment period may do so only as a result of loss of spousal or domestic partner’s or parent’s employers’ coverage due to a change in life status (death, divorce, termination of employment, etc.) Normal waiting provisions for coverage shall otherwise apply. 14:00 LIFE INSURANCE
The City agrees to furnish term life insurance for each full time regular employee. The amount of the insurance will be one and one-half (1½) times the annual base salary, plus $5,000 not to exceed $500,000.
15:00 ANNUAL LEAVE AND WAGES IN CASE OF DEATH
In case of the death of any employee, all wages or salaries, accrued sick leave and annual leave, excluding all liens, shall be paid as provided by law. 16:00 LONG-TERM DISABILITY INSURANCE
The employer agrees to furnish disability insurance for each full-time regular employee.

The terms of this coverage are as follows:

A. Eligibility – the first of the month following thirty (30) days of continuous employment with the City of Turlock;
B. Policy waiting period – sixty (60) days;
C. Maximum augmentation of salary if employee has accrued time – eighty percent (80%) of base salary; and
D. Policy provides for maximum salary protection equal to sixty-six and two-thirds percent (662/3%) of base salary.

Long Term Disability insurance will be provided to all full time employees at no cost.

Employees will be first eligible for coverage on the first day of the month after completing thirty (30) continuous days of employment with the City. The waiting (or elimination) period for benefits shall be sixty (60) consecutive days. The long-term disability benefit pays sixty-six and two-thirds percent (66⅔ %) of monthly salary, not to exceed $10,000 per month. Employees may augment the long-term disability monthly benefit with accrued leave not to exceed 80% of the employee’s base salary as set forth

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in paragraph C. (The City of Turlock does not participate in State Disability Insurance.) 17:00 UNIFORMS
17:01 Uniform Allowance
The City shall pay the following rates for uniform allowances in July and December of each year.

Peace Officers and Animal Control Services Officers $695.00 Community Service Officer, Crime Prevention Specialist, Evidence and Property Specialist, and Public Safety Communications Supervisor, Code Enforcement Supervisor, and Investigations Unit Analyst $640.00
Dispatchers $565.00
The allowance is for the employee’s use for purchase and cleaning of uniforms, to include jumpsuits, shoes, hats, shirts, pants, and jackets or coats, or other items designated by the City. The City shall determine which employees shall be uniformed.

Detectives, for the purpose of this paragraph, shall be considered uniformed.

Employees paid such allowances leaving City employment or changing to nonuniformed status shall have the pro-rated amount due the City deducted from their last paycheck while on uniformed status.
17:02 Uniform Pay/Special Assignment
Effective on the first payroll in August, the City will reimburse S.W.A.T. and Bicycle Patrol personnel $50 per year for City-mandated equipment to fulfill special assignment requirements.
18:00 SAFETY CLOTHING
The City shall make available safety clothing to employees who have occasion to work with chemicals or equipment that are hazardous and, during periods of inclement weather, to employees who are required to work outside. Safety clothing shall include rain gear, safety vests, helmets, face shields, gas masks, batons, weapons, leather gear and flashlights. The City shall determine the type, quality and quantity to be issued.

Recommendations of the Safety Committee will be considered. 19:00 EDUCATIONAL INCENTIVE PROGRAMS
An employee wishing to receive reimbursement for tuition and book fees for coursework

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related to the advancement of knowledge and skills of their classification, must request approval by the Chief of Police and the City Manager prior to enrollment in a course.

Upon successful completion witnessed by a certificate or passing grade, the employee will receive reimbursement for fees as outlined below:

A. The maximum individual reimbursement is $750 per fiscal year.

B. An amount of no more than $3,000 per fiscal year for Police Department employees may be used for this purpose. Allocation of funds will be on a firstcome-first-serve basis.

C. Participation in this program is contingent upon the availability of funds.

D. Participants in this program are required to have and maintain a minimum overall performance rating of “meet standards”.

E. New hire probationary employees are not eligible to participate in this program.

F. A copy of the class schedule must be attached to the proposal form. 20:00 COMPUTER LOAN PROGRAM
The City agrees to offer employees, after their initial probation period, the opportunity for a no-interest loan up to $2,500 for the purchase of a personal computer. The purchase may also include accessories such as monitors and printers. A two-year payback, guaranteed through payroll deduction is required. The program is subject to available funding. Employees who leave employment with the City will be required to pay the balance of the loan in full prior to separation. Program guidelines will be established by the City and reviewed by the Union prior to implementation. Employees are not limited to one use of the computer loan program, and have the ability to reapply after five (5) years from the beginning of the initial loan. 21:00 HOURS OF WORK
21:01 Present for Work
All employees are expected to be present for work during their scheduled work hours. It is the responsibility of employees to notify their immediate supervisor or person of authority that they will not be present for duty due to illness or other reasons.

Notification shall be made one (1) hour prior to the start of a scheduled shift or as soon as possible in the event of an emergency beyond the control of the employee.

Employees absent without notice for a period of more than twenty-four (24) hours shall

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be considered terminated. The notice of such termination shall be posted by first-class mail to the employee’s current address shown on the personnel folder.

Upon proof shown by the employee that he or she was incapacitated and unable to notify the employer of the absence, the employee shall be reinstated.

All employees represented herein shall be assigned to work a regular work schedule and each work shift shall have a regular starting time. The Turlock Police Department will post a 12-month work schedule each February denoting shift rotations. Schedule changes shall be posted a minimum of fifteen (15) days prior to implementation.

Sworn personnel assigned to a compressed work schedule (i.e.: a 4/10 or 4/11 work schedule) will work a 28-day work period as provided for by Federal Labor Standards Act §207k. This section does not supersede Section 21:10 Overtime. 21:02 Recognized Work Schedules- All TAPO Members Except Dispatch 5/8 Schedule: The 5/8 schedule consists of five (5) consecutive work shifts, generally Monday – Friday; followed by two (2) consecutive days off, generally Saturday – Sunday. A work shift consists of eight (8) consecutive hours of work, including a thirty (30) minute meal period and one (1) fifteen (15) minute break. 4/10 Schedule: The 4/10 schedule consists of four (4) consecutive work shifts, followed by three (3) consecutive days off. Scheduled work shifts and days off are fixed and constant from week to week. A work shift consists of ten (10) consecutive hours of work, including a forty-five (45) minute meal period and one (1) fifteen (15) minute break.

The parties agree to assign all CSO’s to the 4/10 work schedule, which shall be as follows:

Days 0600-1600, Monday through Thursday
Mid-day 0800-1800, Tuesday through Friday
Pre-swing 0900-1900, Monday through Thursday
Swing 1100-2100, Wednesday through Saturday
CSO’s assigned to Patrol must off shift from Days/Mid-Days to Pre-swings/Swings or vice-versa after two rotations. For the purposes of off shifting, Days and Mid-days shall be considered one shift, and Pre-swings and Swings shall be considered one shift.

The parties agree to assign all ACO’s and the ACO Supervisor to the 4/10 work schedule.

The ACO and ACO Supervisor schedule could be moved to the 5/8 schedule depending on the needs to of the department and at the Chief of Police discretion. If there is a change in the schedule TAPO shall be notified of the reason.
4/11 Schedule: The 4/11 schedule consists of four (4) consecutive work shifts,

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followed by four (4) consecutive days off. A work shift consists of eleven (11) consecutive hours of work, including a forty-five (45) minute meal period and two (2) fifteen (15) minute breaks.

Shifts identified for sworn officers include:
▪ Days 0600 – 1700 hrs
▪ Swings 1500 – 0200 hrs
▪ Nights 2000 – 0700 hrs
The department may adjust any shift up to one (1) hour either way, providing a minimum fifteen (15) day notice is given. Furthermore, the Department will maintain one (1) position per shift per team, (a total of three (3) positions per calendar day for a total of six (6) positions for patrol operations), in order to assign personnel as needed; commonly referred to as “reserved slots”.

Employees assigned to a 5/8 or 4/10 work schedule routinely work 2080 hours annually, as opposed to 2007 hours annually within the 4/11 work schedule. Therefore, employees assigned to a 4/11 schedule for twelve (12) consecutive months owe the City seventy-three (73) hours per year. In recognition, Turlock Police Department may schedule a total of eight (8) nine-hour days, pro-rated for less than twelve (12) consecutive months assigned to the 4/11 schedule, for training or patrol duty during the Stanislaus County fair, paid at employee’s regular rate of pay. During the annual Stanislaus County Fair, employees may be assigned to work one (1) nine-hour shift during any of the employee’s four (4) consecutive days off. These shifts shall include a sixty (60) minute meal period and one (1) fifteen (15) minute break. The remaining one (1) hour is credited towards missed breaks annually.

Nine-hour training or work days shall be posted a minimum of six (6) months in advance, with the exception of Stanislaus County Fair during which the one, nine-hour training or work day shall be scheduled with a fifteen (15) day prior notice. Training days shall be scheduled on the last regular day off to avoid double backs. Training days shall not be scheduled during a regular four (4) day off cycle containing a recognized holiday.
21:03 Patrol Scheduling
Schedule assignments, based on seniority, will occur once per year to cover three (3) four-month rotations, beginning each February 1st. This yearly schedule will be posted a minimum of thirty (30) days prior to February 1st. Shifts will be assigned by seniority, as calculated in Section 33:00 of this MOU, with the requirement all personnel must “offshift” to another shift after two (2) consecutive rotations on the same shift.

If a conflict arises in off-shifting during the shift bidding process, the issue will be resolved using reverse-seniority progressively. Reverse-seniority means the person

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who is next senior to the employee needing to off-shift will be moved, progressively, until the issue is resolved.

Shift selection forms shall be provided to all affected employees, allowing them to select their 1st, 2nd, and 3rd choices, during the first week of November, each year. Forms must be completed and returned no later than December 1st, each year. Failure to return a shift selection form will result in the individual employee being placed in the remaining shifts after all other employee preferences have been assigned. Special Assignment rotations will occur in accordance with the procedures set forth in section 23:00.

Each shift will have one (1) reserve slot, which will be the last slot for each shift. This slot will be used to provide for a shift change due to unforeseen circumstances.

Team rotations will be on the basis of need. Requests will be evaluated on a case-bycase basis, with preference given to an officer from each team willing to switch.

Approval will rest with the Operations Division Commander.

Requests for a shift change will be evaluated on the basis of need. Officers may switch shifts within their own team if approved by the manager assigned scheduling responsibility.

Management reserves the right to determine the shift and team of special assignments, assigned to Patrol, after bid-a-shift selections have been made in order to insure a balance of service needs.

Beat assignments and rotations will occur as evaluated by the shift supervisor. 21:04 School Resource Officer (SRO)
During the school year, SRO’s shall work a 5/8 schedule, with Saturday and Sunday off.

Their regular duty hours shall be 0730 – 1530 0800-1600 hrs, with a one (1) hour, paid meal period included. Any work performed beyond the regular shift shall be compensated as identified in this Memorandum of Understanding.

SRO’s may determine if they take a school holiday off pursuant to the MOU or work an eight (8) hour shift (with a one (1) hour paid meal period included) as assigned by management.

In the event of a school session summer break, SRO’s shall be assigned to Patrol.

SRO’s shall work a 4/10 schedule, either Monday Wednesday through Thursday Saturday or TuesdaySunday through Friday Wednesday. Regular duty hours shall be 0700 – 1700 hrs. Any work performed beyond the regular shift shall be compensated as identified in this Memorandum of Understanding. SRO’s are subject to mandatory overtime procedure and shall be placed at the bottom of the list upon transition to

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Patrol. SRO’s are subject to mandatory overtime procedures during summer session break and shall be placed at the bottom of the list upon transition to patrol during the summer session break. SROs will be counted towards minimum staffing during summer break on the days they are working only for non-preplanned events (5 days or less notice). All other planned events (5 days or more) the supervisor shall mandate for.

If more than one (1) officer is assigned as SRO, SRO’s seniority within the Turlock Police Department shall determine the choice from the above selections.

Management will endeavor to ensureinsure vacation requests from SRO’s receive preference, but shall not cancel a vacation request previously approved for other sworn personnel.

During the transition of work schedules between the school year and summer break, SRO’s shall receive a fifteen (15) day notice prior to schedule change and shall receive two (2) consecutive days off prior to beginning the new schedule. 21:05 Detectives
Detectives shall work a fixed 4-10 schedule. Detectives regular days off shall be either Friday, Saturday, Sunday, or Saturday, Sunday, Monday, determined by seniority in the detective unit. This does not apply to detectives assigned to special task forces. 21:06 Traffic Officers
Traffic officers shall be assigned a 4-10 work schedule (7AM-5PM). Regular days off shall be either Friday, Saturday, Sunday, or Saturday, Sunday, Monday.

Traffic Officer schedules can be adjusted in accordance with Article 23:01(F).

Street Crimes Unit
The Street Crimes Unit officers and sergeant shall be assigned to a 4-11 work schedule (1400-0100). The work schedule shall overlap two days of A team and two days of B team, unless otherwise agreed upon with TAPO.

Officers assigned to this unit shall be assigned a vehicle in accordance to 10:04 of this MOU.

The Street Crimes Unit officers and sergeant will not be subject to the mandate list. The Street Crime Unit schedules can be adjusted in accordance with Article 23:01(F).

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21:07 Dispatch Work Schedules
Dispatch shift schedule times shall coincide with patrol as much as is practical due to varied work schedules. Dispatch personnel rotation schedule will occur in four-month increments compatible with patrol.

Primary Schedule: The schedule consists of four (4) consecutive work shifts, followed by three (3) consecutive days off. Scheduled work shifts and days off are fixed and constant from week to week. A work shift consists of ten (10) consecutive hours of work, including a meal period. The schedule may include no more than two 5/8 shifts which consist of 5 consecutive work shifts of 8 consecutive hours of work, including a meal period, followed by 2 days off.

Modified Schedule: The modified schedule consists of (3) consecutive days at twelve (12) consecutive hours per day; followed or preceded by four (4) consecutive hours worked on a separate day, totaling forty (40) hours per week, or two (2) consecutive days at twelve hours per day, followed or preceded by (2) days at eight (8) hours per day totaling forty (40) hours per week.
21:08 Dispatch Scheduling
Shift bidding for dispatchers shall be based on seniority. Shift bidding begins February 15th, June 15th, and October 15th for the following four (4) month shift rotation. The dispatch supervisor will post the “shift bid roster” on these dates, wherein each dispatcher by seniority shall have forty-eight (48) hours to complete their shift bid.

Failure to participate in shift bidding will result in the individual employee being placed in the remaining shifts after all other employee preferences have been assigned. All dispatchers must “off-shift” to another shift after two (2) consecutive shifts. If a conflict arises in off-shifting during the shift bidding process, the issue will be resolved using reverse-seniority progressively. Reverse-seniority means the person who is next senior to the employee needing to off-shift will be moved, progressively, until the issue is resolved.

During the bidding process identified for Dispatchers above, Senior Dispatchers shall bid for shifts amongst other Senior Dispatchers utilizing the same protocol. The Department will maintain one (1) opening on each basic shift (Day, Swing and Grave) for Senior Dispatcher to bid to work. For purposes of shift bidding, Senior Dispatcher seniority shall be based upon continuous time in the classification of Senior Dispatcher.

In the event the City filled four (4) or more Senior Dispatcher positions, Senior Dispatchers would be allowed to bid for any Cover shift, in addition to the basic shifts.

Seniority shall be based upon time in classification.

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Shifts are identified as: Day, Day Cover, Swing, Swing Cover, Grave, and Grave Cover.
21:09 Dispatch Scheduled and Unscheduled Absences
There shall be a minimum of two (2) dispatchers per shift including lunch coverage.

In the event an unexpected or unscheduled absence occurs, the supervisor shall first request the on-duty dispatcher to extend their shift at the overtime regular rate of pay and/or request the next oncoming dispatcher to report earlier at the overtime regular rate of pay in order to staff such absence. If this request fails, the supervisor shall seek offduty dispatchers to voluntarily report to work at the overtime regular rate of pay. If the supervisor is unable to locate voluntary personnel to staff this absence, the supervisor shall mandate overtime to the dispatcher with the least amount of points. If the dispatcher with the least amount of points is unable to report to work due to illness, an approved leave, or other reasonable excuse, the supervisor shall mandate the next dispatcher with the least amount of points and so on.

Dispatchers shall accrue points for all scheduled and unscheduled overtime worked, excluding overtime for non-dispatching work such as warrant processing, training or other routine office work. Points accrued by each dispatcher shall be maintained and posted in communications to establish a Mandated Overtime List. All points earned shall accrue on an annual basis. On January 1st of each year this M.O.U is in effect, all points accrued by a dispatcher shall be eliminated and each dispatcher shall begin accruing points for the year from a zero balance.

Scheduled absences shall be posted by the 15th of each preceding month for voluntary overtime signup. After every effort has been made to fill schedule absences with voluntary signups, the supervisor may schedule overtime for dispatchers with the least amount of points utilizing the Mandated Overtime List for priority vacations, special events and unforeseen absences, i.e., sick time, in order to meet minimum staffing.

All dispatchers shall receive at least one (1) day off in a seven (7) day period. 21:10 Overtime
All overtime earned and compensated shall be based upon the regular rate of pay for the pay period in which the overtime occurred. Regular rate of pay is defined as base pay, plus all incentive, certificate, and assignment pays earned during said pay period.

Uniform allowances are exempt from inclusion in the regular rate of pay calculation.

Overtime shall be provided for time worked in excess of the employee’s regularly scheduled shift, except as otherwise expressly provided for in this Memorandum of Understanding. Compensation may be earned either as overtime pay or compensatory

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time off, as determined by the employee.

Overtime included in up to twelve (12) consecutive hours of work shall be compensated at time and a half. Overtime performed after twelve (12) consecutive hours shall be paid at double time at the regular rate of pay. Investigations personnel are excluded from this double time provision while conducting investigative assignments.

Overtime for Dispatchers assigned to the 3/12 modified schedule shall be compensated at time and one-half for work performed beyond twelve hours.

However, work performed starting the thirteenth (13th) hour shall be compensated at double time.
21:11 Overtime for Missed Meal Periods
Employees working a 4/11 schedule shall be compensated forty-five (45) minutes of overtime at regular rate of pay, regardless if they are working an eleven (11) hour or nine (9) hour shift, for any portion of a missed meal period. Missed breaks are not compensated.

Animal Control Services Officers shall be compensated, in quarter-hour increments of overtime at regular rate of pay, for the actual missed portion of their meal period.

Missed breaks are not compensated.

Dispatchers shall be compensated one (1) hour of overtime at the regular rate of pay for a missed meal period, if working more than six (6) hours in a shift. Dispatchers shall be compensated thirty (30) minutes of overtime at the regular rate of pay for a missed meal period, if working more than four (4) hours but less than six (6) hours in a shift.

Dispatchers called off their meal period within a thirty (30) minute period due to an emergency situation, will be compensated thirty (30) minutes of overtime at the regular rate of pay.
21:12 Mandated Overtime for Patrol
A Mandated Overtime List shall be established for use in those circumstances where officers and supervisors are required to work overtime. The List shall be posted and accessible by all personnel. Employees who appear at the top of the List shall be the next assigned to work overtime. Officers will be listed on a mandate list separate from Sergeants. Sergeants will be contained on a separate list and mandated if supervision is required.

Officers or supervisors assigned to Patrol and the Street Crimes Unit are subject to mandate. Officers or supervisors assigned as School Resource Officers are subject to mandate during the months they are assigned to Patrol and not working at the schools.

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Officers or supervisors assigned to the Traffic Unit or other assignments outside of the field operations division are exempt from these mandate procedures.

Initial placement on the list shall be by reverse seniority. Officers or supervisors moved into Patrol from a non-Patrol assignment shall be placed at the bottom of the current mandate list. Working a patrol overtime detail, voluntarily or by mandate, will move an officer or supervisor to the bottom of the mandate list. This does not apply to “extension of shift” overtime; in which employees have volunteered or were mandated to work overtime at the beginning or end of their regularly scheduled work shift. Officers or supervisors who volunteer or who are mandated to work scheduled overtime, but are subsequently cancelled shall be considered as having worked the overtime and shall be placed at the bottom of the mandate list.

Except as required to deal with emergency circumstances no overtime shall be mandated without fifteen (15) day notice; that will cause the employee to work within an eight (8) hour period of a previously scheduled shift; or that will cause the employee to work during a previously scheduled vacation or within the set of days off bordering that vacation. For these purposes, emergency circumstances shall include unanticipated events bringing an immediate threat to health and safety, which the Department does not have the on-duty resources to resolve or mitigate.

The fifteen (15) day requirement begins the day after the employee is personally notified or after notification has been left on an employee’s personally owned voice mail or Hiplink. This requirement ends the fifteenth day, meaning the employee is expected to appear as assigned on the fifteenth day.

Employees will not be mandated to work on any previously approved time off from work, excluding regular days off (RDO) that are not taken in conjunction with other approved time off; not just previously scheduled vacation.
21:13 Court Overtime
Any employee called as a witness arising out of and in the course of his/her City employment or during off-duty hours shall be compensated for the time spent in transit, if out of town, in preparation, while waiting to appear, and while testifying in the following manner:

Off-duty witness time shall accrue at the rate of time and a half for pay or compensatory time off.

Overtime shall be compensated at time and a half based upon the regular rate of pay for actual time spent in court, if such appearance is immediately following a regular work shift, or if such appearance is set within one (1) hour of the beginning of the regular work shift.

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A court appearance outside of a regularly scheduled duty day shift shall be compensated, except as provided above, with a minimum of four (4) hours of overtime at the regular rate of pay from 8:00 a.m. to 1:00 p.m. for the court appearance and required court related preparation time immediately prior to or following the appearance.

A separate minimum of four (4) hours of overtime at the regular rate of pay shall be recorded for any such appearance between 1:00 p.m. to 6:00 p.m. and for any required court related time immediately prior to or following an appearance.

If actual court time exceeds four (4) hours in either shift, excess will be paid at overtime at the regular rate of pay. All Turlock traffic court assignments provide a two (2) hour minimum. Callback minimums do not apply to individuals who are off on sick leave or workers’ compensation leave.

Employees who schedule leave utilizing vacation, holiday, or compensatory time off for the same day that the employee was previously subpoenaed for a court appearance shall be compensated as if the employee was not on leave, but working the employee’s regularly assigned shift.

Employees who appear in court while on suspension, workers’ compensation or leave without pay shall be paid at the regular rate of pay for hours worked.

Employees required to stand by as a witness for court proceedings, arising out of and in the course of City employment, shall be compensated at fifty percent (50%) of the regular rate of pay for each hour of standby performed. 21:14 Callback
An employee called into work by a supervisor outside of their regular shift shall be compensated a minimum of four (4) hours at time and a half at the regular rate of pay for an event with five (5) days (120 hours) or less advanced notice. unscheduled event or two (2) hours at time and a half at the regular rate of pay for a scheduled or planned event. An unscheduled event shall be considered any event wherein an employee is given five (5) days or less notice. An employee shall not receive callback pay in the event the Department provides at least one (1) hour telephonic notification cancelling the employee from the unscheduled or scheduled/planned event.

Callback minimum compensation shall not be provided to employees who are called into work to correct incomplete work.
1) An employee who is called into work prior to the start of their regularly assigned shift, will be compensated as provided for in this section and their scheduled workday will be considered to have officially started when they arrive at work. The employee is then responsible for working the total number of hours of their originally scheduled shift for that day. The employee may be

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sent home once the obligated hours have been worked, at the sole discretion of the Department.
2) If the Department determines a need for the employee to work beyond the obligated number of hours of their shift, the employee will receive overtime compensation beyond the number of hours worked and double time in accordance with Section 21:10 Overtime.
3) In the circumstance where an employee is called into work prior to the assigned shift beginning and is cleared from the incident two or more hours prior to the beginning of their assigned shift, the employee will receive the applicable compensation for the “callback” in accordance with this section.

The employee will be expected to report for and work the entire regularly scheduled shift. If the employee is cleared fromorm the incident which required the call-out, less than an hour before the start of their regularly scheduled shift they will remain at work and continue the shift as described in subsection a).

In the event an employee is called into work outside of their regularly scheduled workday, the employee is entitled to the 4-hour minimum per paragraph 1 of this Section. If the employee works beyond 4 hours, they are entitled to the additional pay for the time worked at time and a half of the regular rate of pay. If the employee is cleared from duty prior to 4 hours of work being completed, the employee is still entitled to the entire 4 hours of overtime pay. The employee shall not put in for additional overtime during the initial 4 hours of time and will only put in for additional time worked once the initial 4-hour minimum has been exhausted.

An employee shall not receive callback pay in the event the Department provides at least one3 (1) hour telephonic notification cancelling the employee from the unscheduled event.

OR
Scheduled Callback
An employee called into work by a supervisor outside of their regular shift shall be compensated a minimum of two (2) hours at time and a half at the regular rate of pay for the event with more than five (5) days (120) hours notice.

An employee shall not receive callback pay in the event the Department provides at least one (1) hour telephonic notification cancelling the employee from the scheduled event.

Callback minimum compensation shall not be provided to employees who are called into work to correct incomplete work.

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Reopener
The City of Turlock and the Turlock Associated Police Officers agree that following twelve (12) months from the date of ratification of the [insert date], amendment to the Callback provision, the parties may meet and confer on this provision should City management determine that the language of the amended provision is creating an undue cost burden. The purpose of the reopener is to meet and confer as to whether the provision will revert to its pre-amendment language, and/or include additional guardrails with the intent of alleviating the cost burden to the City.
21:15 Standby Duty
Employees assigned standby duty shall be compensated at a rate of 25% of the regular rate for each hour of standby duty performed. Notwithstanding the above, Investigations personnel shall be compensated for seven (7) hours of overtime at the regular rate of pay per week of standby.
21:16 Compensatory Time
No more than one hundred (100) hours total compensatory time off shall be accumulated. Employees may cash out up to twenty (20) hours of CTO on the second paycheck of November of each year to coincide with sick/vacation leave buyback. 22:00 JURY DUTY
22:01 Jury Duty
Any employee who shall be summoned for attendance to any court for jury duty during his/her normal working hours shall suffer no loss in salary, nor shall retain additional salary or benefits due to payments by the court. Such salary, emoluments or benefits except for mileage and food allowance shall be paid to the City. 22:02 Jury Duty/Dispatch
Graveyard shift dispatchers will exchange shifts with day shift dispatcher for the duration of their jury duty assignment. If employee is released when there are more than two (2) hours remaining in their shift, they will return to work to replace the relief dispatcher for the balance of the shift.
23:00 COLLATERAL/SPECIAL ASSIGNMENTS DEFINED

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A Special Assignment is defined as an assignment in which an employee is removed from routine patrol duties and accepts responsibility of an assignment on a regular fulltime basis that is unrelated to routine patrol. Whereas, a Collateral Assignment is defined as an assignment in which an employee performs regular full-time patrol duties and, in addition, accepts responsibility of an assignment on a part-time basis. K-9 is a collateral assignment, but is considered a special assignment for the purpose of promotional eligibility, and is not subject to the three (3) years employment eligibility requirement, listed in section B.
23:01 Assignment Duration
The following provisions will be used in determining rotations to special assignments:

A. Special Assignments are limited to the following for duration:
(1) Two (2) year assignments:
(a) Stancatt Officer
(ab) Traffic CSO
(2) Four (4) year assignments: (CSO, Officers and Sergeants) (a) Rotational Detectives and Detective Sergeants
(b) School Resource Officer
(c) Stanislaus County Special Investigations Unit (S.I.U.) Detective Officer
(d) K-9 Officer (Collateral Assignment)
(e) Traffic Officer and Traffic Sergeant
(f) Professional Standards & Training Officer and Sergeant (g) Gang Enforcement Task Force Detective Officer
(h) Crime Prevention Sergeant
(i) Neighborhood Resource Officer
(j) Special Investigations Unit Officer and Sergeant
(k) Street Crime Unit Officer and Sergeant
(l) Stancatt Detective
In the event new Special Assignments are created, the Chief of Police shall determine which term above shall apply. In the event a new Special Assignment is created, the position(s) shall receive premium pay as defined in Section 10:10.

B. An officer shall work in the Turlock Police Department for at least three (3) years, sworn service, before being eligible for special assignments. The three (3) years is counted from date of hire to time of final filing date, listed in the special assignment announcement.

C. Notwithstanding the above, Officers may be eligible for K-9 Collateral Assignments upon completion of probation.

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D. An officer shall work at least one (1) year in patrol between Special Assignments, excluding K-9 Patrol Officers.

E. The primary duties assigned to the Professional Standards and Training Officer are that of a Public Information Officer, managing the Department’s training and processing City permits as determined by the Department. The PSTO shall not become involved in Internal Affair matters other than language translation.

F. CSOs, Officers and Sergeants assigned to Special Assignments shall receive premium pay as defined in section 10:10. That premium pay is compensation, in part, for the unusual and irregular scheduling needs of Special Assignments along with minor communications that may occur from time to time during off duty time which are de minimis. CSOs, Officers and Sergeants assigned to Special Assignments must have a willingness to meet flexible schedules to accommodate the needs of the Unit, Department and City to include irregular hours and call back.

They must have a willingness to work overtime details as necessary for the respective Special Assignment. They must have a willingness to have a flexible schedule to accommodate special events, investigations, or details associated with the respective Special Assignment. All Special Assignments shall have a regular work schedule and regular shift starting time as defined in section 21:01; however, the Department may as deemed necessary for the respective Special Assignment temporarily change work schedules. Schedule changes shall be posted a minimum of fifteen (15) days prior to implementation.

G. In the event an insufficient number of applicants apply for a Special Assignment, upon closing of the final filing date for the Special Assignment, the requirements can be waived or lessened, but not made more restrictive by the Chief of Police.

An insufficient number of applicants shall mean at least the same number of applicants as there are vacant position(s) for a specific Special Assignment. 23:02 Change In Eligibility Requirements: (Sworn Officers Only) If a special assignment announcement is posted but after the final filing date there are no qualified, interested applicants, the eligibility requirements may be modified by the Chief of Police, and a new special assignment announcement posted. If modification, as to required minimum length of employment is necessary, the Chief of Police will, at minimum, require that an employee’s initial probationary period be completed prior to the final filing date on the special assignment announcement. 23:03 Delay of Rotation Out of Special Assignment
The Chief of Police can delay rotation out of non-patrol special assignments for up to three (3) months due to the needs of the Department. If a longer delay is necessary, the Chief shall notify the TAPO President of the reasons for such and the revised rotation

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date. The Chief of Police may delay rotation out of non-patrol special assignments for up to two (2), 1-year extensions (i.e., for up to a maximum of two (2) years), based upon the needs of the special assignment and department. Furthermore, only K-9 Patrol Officers may extend beyond the four (4) year term and remain in such assignment as determined by the serviceability of their respective K-9 upon initial assignment. 23:04 Rotating In and Out of Special Assignments
Employees rotating into special assignments will, if possible, be assigned during the months of February, June and October, to correspond with patrol shift rotations.

Employees rotating out of special assignments will initially be required to fill the vacancy left by the employee rotating into the special assignment. During the next shift bidding, the employee will be able to pick which patrol team and shift he/she wants to be assigned, as his/her seniority allows. If the employee, rotating out of, or rotating into the special assignment is identified well in advance of the annual shift bidding date, the employee rotating out of the special assignment will be allowed to bid, by seniority for the team and shift he/she desires during the next closest shift rotational month, February, June or October. If, due to this paragraph, someone is needed to change teams to balance team totals, the least senior person will be chosen.

Prior to assigning someone to another team, to fill a vacancy, the scheduling manager will post an announcement requesting a volunteer(s) to change teams. If more than one person volunteers to switch teams, the most senior employee will be chosen. 24:00 TRAINING
24:01 Training
The Police Department will annually evaluate training needs for all personnel, giving first priority to attaining minimum training standards adopted by the California Peace Officers Standards and Training and whenever fiscally possible provide enhanced training supporting career development for personnel and succession planning for the organization.
24:02 External Training
Absent a mutual agreement of an employee who may attend training, employees shall receive a minimum fifteen (15) days’ notice prior to any change in their regular work schedule.

Once proper notice is provided, the City may adjust an employee’s regular work hours, days and days off immediately prior to, during or immediately after training in order for the employee’s work schedule to coincide with the training schedule; noting overall work

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hours required by the City as well as an employee’s overall time off.

Regardless of any work schedule adjustment to attend training, an employee assigned to twenty-four (24) hours or more training shall be assigned time off from work a minimum twenty-four (24) hours prior to the first day of training or travel time to attend training and another minimum of twenty-four (24) hours off work after the last day of training or travel time returning from training.

Normally, the parties agree a day of training is equal to a day worked. However, if an employee is required to attend training (including required work beyond training; i.e. homework and/or travel) on any day which exceeds his/her adjusted training schedule to which he/she is assigned; overtime shall be paid pursuant to this agreement.

Employees shall be compensated for travel to and from training in accordance with City Travel policy. Employees who travel less than sixty (60) miles from the Turlock Public Safety Facility must travel on the day of training. Employees who travel sixty (60) miles or more from the Turlock Public Safety Facility to attend training may travel the day before the training actually begins and the day after training has been completed.

However, employees are expected to return on the last day of training if they can arrive at home prior to 9:00 PM. Compensation for employees who travel more or less than sixty (60) miles is described above.

Considering the twenty-four (24) hour period of time off prior to the first day of training or travel time to attend training and twenty-four (24) hours off after the last day of training or travel time returning from training: The twenty-four (24) hour period of time off for employees required to travel sixty (60) miles or more shall be calculated from midnight the night before the day of training and backwards plus travel time and 12:01 A.M. the day after training plus travel time provided the employee does not return home before 9:00 P.M. on the last day of training.

The parties will refer to the current City of Turlock Travel Policy and Procedures, per diem, lodging, etc.
24:03 TAPO Time Bank
The parties agree that a TAPO time bank has been established for the purpose of authorizing TAPO members to request use of this time for TAPO business as determined by the TAPO President. Any use of TAPO time bank shall be approved by the TAPO President prior to submission of the request. Time bank does not include time used by TAPO for meet and confer with the Chief of Police or City.

Time bank requests shall be submitted and approved consistent with the existing policy for approval of vacation time. The TAPO time bank request shall be approved unless staffing is required on an overtime basis in order for the request to be approved or in case of operational necessity such as a special event and full staffing is needed. The

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Chief reserves the right to approve time bank requests which incur overtime costs.

TAPO time bank shall not supersede previously approved vacation requests of other personnel.

During the last full pay period that begins in January of each year, each employee covered by this MOU shall contribute an equal amount of hours, or a portion thereof as determined by the TAPO President, of vacation leave to the TAPO time bank. This time, if not utilized by TAPO within the year it is contributed, shall not be returned to the contributing members, nor shall this time be subject to cash-out, but rolled over to the next year’s TAPO time bank. This shall be a separate and distinct account.

TAPO shall hold the City and its officers and employees harmless for transferring the vacation time from employees covered by this MOU as provided for in this Section.

When a TAPO member is utilizing time bank hours the member will be considered off duty for all purposes including, but not limited to, workers’ compensation. 25:00 VACATION ACCRUAL, ACCUMULATION AND USE
25:01 Vacation Annual Accrual Rates and Maximum Accumulation Years of
Service
Annual
Accrual Rate
Maximum
Accumulation
0 to 4
100 hours (8.33 hours per
month) 320 hours
4+ to14 140 hours (11.67 hours per
month) 360 hours
14 + 210 hours (17.5 hours per
month) 400 hours
The total annual accrual hours represented above are not exact but the monthly accrual rate has been agreed to by the Parties.
25:02 Vacation Use
Upon completion of twelve (12) months’ employment, all employees shall take a minimum of ten (10) days or eighty (80) hours of vacation time during the next year.

Maximum vacation carryover shall be limited as per the chart set forth in section 25:01.

When an employee reaches their maximum vacation accumulation, no further vacation will accrue until the employee’s accumulation is decreased below the allowed maximum accumulation. Employees may choose to sell back up to twenty (20) hours of vacation each year on the second paycheck of November to be concurrent with sick leave sell back. Payment shall be based on the employee’s base salary as of November 1st of

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each year. Manual override of vacation accumulation limitation will be permitted when an employee’s approved vacation of forty (40) hours or more was cancelled by the Department. The employee will be notified within fifteen (15) calendar days from the date their request is received whether their vacation has been approved. If the Police Chief or their designee withdraws authorization to utilize previously approved vacation time due to operational necessity and the time cannot be rescheduled, the manual override will be implemented.

Persons who retire or separate from the City and who are eligible for payments of accrued vacation in their final check shall be paid at base salary in effect at the time.

When approved, non-sworn personnel may take minimum increments of four (4) hours of vacation time.
25:03 Vacation Scheduling
Employees are required to request vacation leaves of one (1) workweek or more, fortyfive (45) days prior to the beginning of their vacation. Exceptions may be made by mutual agreement. Every effort shall be made to permit personnel to take vacation time of their choosing.
25:04 Holidays-Sworn and Non-Sworn
Since holidays may not in all cases be celebrated on the traditional or calendar day of observance due to the need for continual law enforcement services to the City, each holiday will be taken at the request of the employee with department approval.

Patrol personnel (to include CSO) working the 4-11 schedule on Christmas Day will receive five and one-half (5.5) hours of straight time pay at base salary, in addition to their pay for hours worked. If a holiday/holiday in lieu cannot be scheduled due to service needs, then the employee will receive overtime at regular rate of pay.

In addition, if a non-patrol employee is scheduled to be off on a recognized holiday and the employee is mandated to work by the Department or is rescheduled to work by the Department, the employee has the option to be paid for that holiday at the employee’s base salary. An employee scheduled to work on a holiday due to routine scheduling or due to a request by the employee is not eligible to be paid for the holiday.

Employees assigned to the 4-11 schedule will be allowed to accumulate a maximum of one hundred thirty-two (132) holiday hours Employees assigned to the 5/2 and 4/10 schedule will be allowed to accumulate a maximum of four (4) days/shifts, respectively.

When an employee reaches their maximum holiday accumulation, no further holiday time will accrue until the employee’s accumulation is decreased below the allowed maximum accumulation. Manual override of the holiday accumulation limitation will be permitted if the Chief withdraws authorization to utilize previously approved holiday time or request to utilize holiday time off is denied due to operational necessity and the time

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cannot be rescheduled.

For purposes of fiscal year 2025-2026, all unit members will receive holiday accruals for Juneteenth 2025 and Juneteenth 2026.Unit members will receive Juneteenth 2025 and Juneteenth 2026 accruals in the first pay period following ratification. Unit members will receive accruals for Juneteenth in subsequent years in the regular course of holiday accruals. Accruals for the Juneteenth holiday are not subject to the holiday cash out provisions of this section.

Should an employee not take their Juneteenth holiday in the same calendar year in which it was accrued, it may be carried over into the subsequent calendar year. Not more than two earned Juneteenth holidays will be accrued.

Recognized Holidays
Holiday / Holiday in lieu Month to be taken

1. New Year’s Day January

2. Presidents’ Day February

3. Memorial Day JuneMay

4. Juneteenth June

54. Independence Day July

65. Admissions Day August

76. Labor Day September

87. Veterans’ Day October

98. Thanksgiving Day November
109. Christmas Day December
110. Unidentified Day any month of the year
121. Unidentified Day any month of the year
132. Unidentified Day any month of the year
Holiday Accrual
5/2 schedule twelve (132) days
4/10 schedule twelve (132) holiday shifts per calendar
year
4/11 schedule 14332 holiday hours per calendar year
3/12 Modified
Schedule
15644 holiday hours per calendar year.

Sworn Employees Assigned to 4/11 Work Schedule Holiday Cash Out Sworn employees assigned to a 4-11 work schedule may request either the holiday time off, with Department approval, or may request to be paid their annual holiday accrual up to a maximum of one hundred thirty-two (132) hours as set forth below. Sworn employees transferred to, or from, a 4-11 work schedule during the calendar year shall be paid for holidays accrued while assigned to a 4-11 work schedule. Holiday Pay for

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sworn employees shall be paid on the first pay check in December in the form of a separate paycheck. The Christmas holiday is to be included in Holiday Pay even though the compensation is paid before the actual Christmas holiday occurs.

Sworn employees assigned to a 4-11 work schedule may cash out up to sixty-six (66) hours of their unused holiday accrual for the calendar year (January through June) on the second paycheck in May. The remaining sixty-six (66) hours up to a total of 132 hours that may be cashed out for the calendar year shall be cashed out on the first paycheck in December of each calendar year, including the Christmas holiday of that year. Holiday accrual for the calendar year shall be either used or cashed out, as set forth herein, and shall not carry over to the following calendar year.

Holiday leave credited for the 2010 calendar year for those employees assigned to the 4/11 schedule shall be maintained in a separate leave account and may be taken as paid time off as determined by the employee with supervisory approval. Holiday leave time is use it or lose it and shall never have a cash value, even when separating employment. This leave may be carried over to subsequent years.

In addition, employees assigned to the 4/11 schedule that accrued holiday leave hours between January 1, 2011 through June 30, 2011, will have that accrued time, not to exceed sixty (60) hours, added to the holiday leave time set forth in the preceding paragraph subject to the same terms and conditions including, but not limited to, holiday leave time is use it or lose it with no cash value, even when separating employment.

Dispatchers Assigned to the 4/10 Work Schedule Holiday Compensation Dispatch personnel assigned to the 4/10 schedule who are required to work on the following holidays: New Year’s Day, Martin Luther King, Jr. Day, Presidents’ Day, Memorial Day, Independence Day, Labor Day, Veterans’ Day, Thanksgiving Day, and Christmas Day will receive the following compensation. Dispatchers required to work at least one (1) hour but less than five (5) hours shall receive two (2) hours of straight time at base salary while dispatchers who are required to work five (5) hours or more shall receive four (4) hours of straight time at base salary for such work. Independence Day and Veterans’ Day, for the purpose of this bonus pay provision, will be observed on their actual days (July 4th and November 11th).

Dispatchers assigned to 3/12 Modified Schedule Holiday cash out:

Holiday accrual for the calendar year for Dispatchers assigned to the 3/12 modified schedule shall be one hundred fifty-six forty four (15644) hours. Dispatchers assigned to the 3/12 modified schedule may request either the holiday time off with departmental approval, or may request to be paid their annual holiday accrual. Dispatchers transferred to, or from, a 3/12 modified schedule during the calendar year shall be paid for the holidays accrued while assigned to a 3/12 modified schedule. Holiday pay for Dispatchers shall be paid on the second paycheck in May and the first paycheck in

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December. The Christmas holiday is to be included in the Holiday Pay even though the compensation is paid before the actual Christmas holiday occurs.

Dispatchers assigned to the 3/12 modified schedule may cash out up to seventy-two (72) hours of their unused holiday accrual for the calendar year (January through June) on May 31st to be paid on the second paycheck in May. The remaining seventy-two (72) hours up to a total of one hundred forty-four (144) hours that may be cashed out for the calendar year shall be included in the first paycheck in December including the Christmas holiday of that year.

All unused holiday accrual shall be cashed out the first pay check in December. 26:00 SICK LEAVE ACCUMULATION AND USE
26:01 Accumulation of Sick Leave
Each full-time employee shall earn sick leave at the rate of eight (8) hours for each month worked or major portion thereof.

Sick leave earned shall be added to the employee’s sick leave accumulation account on the completion of the pay period and shall be recorded on the paycheck. 26:02 Illness of Employee and Immediate Family
Sick leave earned may be applied to an absence caused by illness or injury to an employee and for medical and dental office calls, or when there is an illness or injury in the immediate family that requires an employee to be absent from duty to care for such person.

As many as six (6) eight-hour days of annual sick leave may be used for illness of the employee’s immediate family. In situations where an immediate family member has a catastrophic illness and requires the employee’s care, they may use additional sick leave, which will be determined on a case-by-case basis with their Department Head. 26:03 Fraction of a Day
In instances involving the use of a fraction of a day’s sick leave, the minimum charge to the employee’s sick leave account shall be one (1) hour. Additional actual absence in excess of one (1) hour shall be charged to the nearest full hour. 26:04 Payment for Unused Sick Leave
After completion of four (4) years continuous service, an employee may be compensated at a rate of 50% for accrued sick leave earned in the previous year less

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the amount of sick leave taken. Employees may choose to sell back this amount each year on October 31st to be concurrent with vacation sellback. This check will be available on second paycheck of November. Payment shall be based on the employee’s base salary as of October 16th of each year. An employee may use all accumulated sick leave until disability retirement.

Employees who leave City employment for reasons of death, retirement, or who voluntarily terminate, shall receive compensation at a rate of 25% of base salary for each hour of accumulated unused sick leave. This compensation does not apply to employees during their initial probation.

Employees who retire from the City are allowed the option of converting their remaining sick leave hours at a rate of 50% of their base salary to pay for health insurance premiums. Conversion of sick leave accrual towards PERS service credit will be allowed in lieu of sick leave cash out provisions.
27:00 MISCELLANEOUS LEAVES OF ABSENCE
27:01 Long Term Leave
Upon written request, Leave of Absence Without Pay may be granted by the City Manager to any permanent employee for a period not to exceed six (6) months for the following reasons:

A. Illness or disability not covered by sick leave.

B. Education or training which will benefit the employer.

C. Personal reasons.

In the event of unusual or special circumstances, a leave of absence may be extended if recommended by the Department Head and approved by the City Manager and the City Council.

All accumulated vacation time shall be exhausted prior to being granted leave of absence without pay.
27:02 Short Term Leave
A leave of absence without pay not to exceed forty (40) working hours may be granted a permanent employee by the Department Head.
27:03 Requests for Leave

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Requests for leave of absence shall be made in writing to the Department Head. For leave of absence in excess of forty (40) hours the Department Head shall submit the request with his recommendations to the City Manager.
27:04 Return to Work
An employee who does not return to work by the date of leave expiration shall be considered to have voluntarily resigned from employment unless (in the opinion of the City Manager) there is a demonstrable reason for an extension. 27:05 Parental Leave
Parental leave without pay may be granted to male and female employees who anticipate the adoption or delivery of a child upon the request of that employee for a period not to exceed six (6) months. Prior to the granting of parental leave, the employee shall have exhausted all earned and accumulated compensatory time off, vacation, and sick leave.
27:06 Military Service Leave
Provisions in the State Code shall govern the approval for military leave. The City shall provide up to thirty (30) days per calendar year for active and inactive leave when documented by written orders. Leave days when charged to military leave bank are only charged when they fall on regular workdays.
27:07 Bereavement Leave with Pay
Not chargeable to vacation or sick leave, the conditions as reflected in Section 19:04 of the Personnel System Rules and Regulations will be followed in administering requests to use this benefit.
27:08 Donation Of Accrued Time

1. The City agrees to allow employees to donate their vacation and/or sick leave to fellow employees who have incurred catastrophic, (i.e. life threatening) illnesses or injuries and do not have sufficient time on the books to carry them through the waiting period to qualify for long term disability payments. Such cases must be approved by the City Manager. The decision of the City Manager shall be final and binding and not subject to the grievance procedure.

2. The City agrees to allow employees to donate their vacation and/or sick time to fellow employees who must care for an immediate family member who has incurred catastrophic (i.e. life threatening) illnesses or injuries. Such cases must

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be approved by the City Manager. The decision of the City Manager shall be final and binding and not subject to the grievance procedure.

3. Such donations will not count towards payment for unused sick leave under Section 26:04. A maximum of eight (8) hours sick leave may be donated by an employee each time.

4. Employee’s immediate family is defined as: spouse/registered domestic partner; father/mother; son/daughter; mother-in-law/father-in-law; step relations and adopted children.
28:00 EXAMINATION PROCEDURES
28:01 Bulletins
All examination announcements shall be disseminated via department e-mail at least fifteen (15) days prior to the examination.
28:02 Bulletin Contents
Examination bulletins shall contain the following information:

A. The position being tested for.

B. The minimum requirements for qualifications.

C. The passing score required clearly stated on written and oral examinations (if any).
28:03 Test Results
Each employee shall have the opportunity to review his or her examination papers and scoring on such examination papers.
28:04 Examination Protests
Protests and/or complaints with regard to examinations shall be processed through the grievance procedure. Any protest must be made in writing within ten (10) calendar days of the posting of the examination results.
28:05 Examination Panels
Examinations for promotional positions will be arranged and conducted by the

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Personnel Office. A majority of evaluators will be drawn from outside of the Department.

The rule of the 10-point spread will be implemented in scoring oral examinations. 28:06 Probationary Employees
No probationary employee in the bargaining unit shall be eligible to take promotional examinations.
29:00 ADMINISTRATIVE LEAVE
An employee who is under investigation may be placed on administrative leave with full pay and benefits until the investigation is completed and must be notified of reason at time of placement on administrative leave. If the investigation and administrative leave last longer than thirty (30) days, the employee shall be given reasonable notice of such extension and an estimate of the total time needed. This section shall not apply to routine citizen or other complaints of a minor nature. Administrative leave with pay shall not be considered a discredit to the employee.
30:00 COMPLAINT, GRIEVANCE DEFINITIONS
30:01 Grievance
A grievance is defined as an employee-initiated allegation that a term or condition of employment established by State law, City ordinance, resolution, Memorandum of Understanding or written departmental policy is being violated; provided, however, that such term or condition of employment is not subject to the discretion of the City or is not a subject outside of the scope of representation as defined in Section 3500 et seq. of the Government Code or the City’s Employee Relations Resolution. This grievance procedure shall not apply to matters within the scope of applicable Federal or State grievance procedures.
30:02 Complaint
A complaint is defined as an employee-initiated allegation or dispute concerning items that are not defined grievances as defined herein. Complaints shall be directed through the chain of command with the Chief of Police being the final appeal location unless the Chief of Police is the subject of the complaint, then it shall be forwarded to the City Manager for final resolution.

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31:00 GRIEVANCE PROCEDURE
31:01 Representation
At each step of the grievance procedure, the employee may be represented by a representative of his or her choosing.
31:02 Time Frames
The time frames established in the grievance procedure may be extended by mutual agreement of the employee and the City. Failure to meet such time frames by the employee shall constitute withdrawal of the grievance. Such failure by the City shall entitle the employee to request the next step of the procedure. 31:03 Notification
A grievance shall be submitted in writing and shall include at a minimum:

A. Nature of the grievance
B. Date when the incident occurred
C. Description of the incident
D. Rule violated
E. Specific remedy sought by the employee(s)
31:04 Steps in the Grievance Procedure
A. First Step – Informal Discussions. Employees are encouraged to discuss and resolve allegations of a grievance with their immediate supervisor within fifteen (15) working days of the occurrence causing the alleged grievance. The immediate supervisor shall inform the employee verbally of his or her decision within ten (10) working days of the initial discussion. If the employee is not satisfied with the verbal responses of the immediate supervisor, he or she may proceed to the next step.

B. Second Step – Immediate Supervisor. If the employee remains unsatisfied from the results of the first step, the grievance may be submitted in writing to the employee’s immediate supervisor within ten (10) working days of the immediate supervisor’s response in the first step. An attempt shall be made to resolve the grievance between the employee and his or her designated representative, if any, and the immediate supervisor. The supervisor shall deliver a written answer within ten (10) working days of the submission of the written grievance.

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C. Third Step – Intermediate Supervisor. If the employee remains unsatisfied from the results of the second step, the grievance may be submitted to the immediate supervisor’s supervisor, if any, within the department organization within ten (10) working days after the immediate supervisor’s answer is received by the employee. After an attempt to resolve the grievance between the employee and his or her designated representative, if any, the intermediate supervisor, if any, shall deliver a written answer within ten (10) working days after submission of the grievance. If there is no intermediate supervisor, the grievance shall go directly to the Department Head.

D. Fourth Step – Department Head. If the employee remains unsatisfied from the results of the second or third step, the grievance may be submitted in writing to the employee’s Department Head within ten (10) working days after the immediate or intermediate supervisor’s answer is received by the employee. The Department Head shall meet with the employee and his or her designated representative, if any, within ten (10) working days after submission of the grievance to the Department Head. The Department Head shall review the grievance and may affirm, reverse, or modify the disposition made at the second and/or third step. The Department Head’s answer shall be delivered in writing to the employee within ten (10) working days after the aforementioned meeting.

E. Fifth Step - City Manager. If the grievance is not satisfactorily resolved in the fourth step, the employee may appeal the decision of the Department Head to the City Manager. The appeal must be in writing and submitted within ten (10) working days of receiving the Department Head’s decision. At the option of the employee, the grievance may be submitted directly to the City Manager. 31:05 Appeal to City Manager
Within ten (10) working days of submission of the grievance to the City Manager, the City Manager shall meet with the employee and his or her designated representative, if any, and other appropriate persons to assess the grievance. The City Manager may affirm, reverse, or modify the disposition of the grievance. The City Manager shall deliver a written decision to the employee within ten (10) working days after the aforementioned meeting. This decision shall be final and binding on all parties. 32:00 DISCIPLINARY PROCEDURE
32:01 Application
The Department Head will evaluate and apply necessary and appropriate disciplinary action whenever an employee fails to meet the required standards of conduct or performance. Discipline is the enforcement of conformity to policies, rules, and

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regulations, and other administrative or legal requirements or practices designed to maintain a standard of cooperation and conduct necessary to carry out the service mission of the City organization successfully. The disciplinary action, when taken, shall be documented in such a manner as to be defendable at review and/or upon filing of a grievance by the disciplined employee. The concept of progressive discipline shall govern the imposition of discipline.
32:02 Types of Disciplinary Action
Disciplinary actions include written reprimands, suspensions, rank and salary demotions, and dismissal as defined below:

A. Written Reprimand. Written reprimand is a written statement from the Department Head or designee to a subordinate of an action which meets any of the grounds for disciplinary action listed in these rules. After verbal consultation, an official notification in writing by the appointing authority to the employee stating the cause(s) for dissatisfaction with his or her services and that further disciplinary measure may be taken if the cause is not corrected. Appeals regarding written reprimands may be made to the Department Head. The Department Head’s findings are final. Written reprimands, and all copies, shall be purged from an employee’s personnel file, or any other file, after five (5) years from the date that the document was placed in the personnel file.

B. Suspension. Suspension is the temporary separation of the employee from City service, without pay, for disciplinary purposes and not to exceed ninety (90) calendar days in one (1) calendar year.

C. Demotion in Rank or Pay. A demotion in rank or pay is a change in status resulting in a lower rate of pay. A demotion may involve movement from one salary step or from a position in one class to a position in a lower-paid class.

D. Dismissal. Dismissal is the discharge of an employee from City service for disciplinary purposes by the City Manager.
32:03 Cause for Disciplinary Action
The causes for disciplinary action include, but are not limited to, the following:

A. Insubordination, which shall consist of violation of any official regulation or order or failure to obey any proper directions made and given by a supervisor in the course of employment.

B. Incompetence, inability or failure to perform the duties required by the position, as well as willful neglect of official duty.

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C. Gross carelessness in the discharge of assigned duties.

D. Substance abuse or consumption of alcoholic beverages during working hours, or reporting to work in a state of intoxication.

E. Misconduct in office or employment.

F. Presentation or use of known false information in any manner to commit or attempt to commit fraud, or the falsification or unauthorized alteration of City documents or records.

G. Repeated tardiness, excessive absences, absence without leave, or improper or unauthorized use of leave privileges or benefits.

H. Gambling for money or articles of value while on duty.

I. Careless, negligent, improper and unauthorized use of City equipment, property, or funds for private or personal purposes on duty misuse.

J. Unauthorized discussion or release of confidential informational documents or records.

K. Violation of Personnel Ordinance or Rules and Regulations or a promulgated department rule, regulation, or policy including Harassment in Employment.

L. Unlawful use, sale, or possession of narcotics, which impair job performance.

M. Refusal or failure to promptly or properly report an injury or disability arising from or in the course of employment.

N. Engaging in unauthorized or incompatible employment elsewhere, or engaging in political activities during work hours.

O. Dishonesty.

P. Conviction of a felony or conviction of a misdemeanor involving moral turpitude, including pleas of nolo contendere.

Q. Discourteous treatment of the public or other employees.

R. Violation of safety procedures, unsafe work activities or action that could result in an injury to self or others.

S. Other failure of good behavior either during or outside of duty hours, which is of such a nature that causes discredit to the City.

TAPO Memorandum of Understanding Page 46
July 1, 20242021-June 30, 20272024
T. Refusal to take or subscribe to any oath or affirmation that is required by law in connection with employment.

U. Filing a false police report.
32:04 Disciplinary Procedures
When a permanent employee is to be suspended, demoted in salary or rank, or dismissed, a written notice of the proposed action is to be prepared by appointee of the Department Head, reviewed by the Personnel Officer, and then delivered to the employee, in person or by certified mail. The written notice shall include:

A. The reasons for the proposed action.

B. The charges being considered.

C. The proposed disciplinary action to be taken.

D. A statement advising that before the proposed disciplinary action takes effect, the employee may request to meet with the department head to respond to the proposed disciplinary action. The employee shall have ten (10) working days from the date the proposed disciplinary action is received to request an administrative hearing with the Department.

All charges filed against a permanent employee shall be documented in clear and concise language. The employee shall be given an opportunity to review the documents or materials upon which the proposed disciplinary action is based and shall be supplied a copy of the documents. The employee is entitled to be represented at any meeting concerned with potential disciplinary action when the employee’s presence is required at said meeting.
32:05 Notification of Decision
Within ten (10) working days after the employee has had the opportunity to respond in an administrative hearing to the proposed discipline and present evidence on his or her behalf, the Department Head shall notify the employee of any disciplinary action to be taken and the effective date.
32:06 Appeal of Decision – Arbitration
Advisory Arbitration
The employee may appeal the decision within ten (10) working days of receiving the

TAPO Memorandum of Understanding Page 47
July 1, 20242021-June 30, 20272024
notification of disciplinary action. The appeal shall be made directly to the City Manager.

A. City Manager. The City Manager will hold a hearing with the employee within ten (10) working days of receiving the appeal. Within ten (10) working days following the conclusion of the hearing, the City Manager shall make a decision to sustain, revoke, or modify the decision of the Department Head and shall provide notice to the employee.

B. Advisory Arbitration to City Manager and City Council. For suspensions, demotions in rank or salary, or terminations, an employee may submit an appeal to the City Clerk’s office within ten (10) working days of the notice of decision from the City Manager to have the matter reviewed by an arbitrator.

C. Selection of Arbitrator. Upon filing of an appeal, the City shall request a list of seven (7) hearing officers from the State Mediation and Conciliation Service. The City and employee shall alternately strike names from the list until only one (1) name remains and the remaining name shall be that of the Hearing Officer. The parties shall toss a coin to determine who will strike first.

D. Cost of Arbitrator. The cost of the arbitrator shall be borne equally by the employee and the City.

The arbitrator shall submit a written advisory opinion to the City Manager, as well as the Administrative record of the Advisory Arbitration Hearing, from which the City Manager will determine to confirm or modify the arbitrator’s recommendation with ten (10) working days of receipt, and refer the aforementioned recommendation and Administrative Record to the City Council for their review and action.

The City Council shall consider this matter within thirty (30) calendar days of its referral from the City Manager and render a decision within ten (10) calendar days of considering the matter. The employee will be given an opportunity to address the City Council regarding the City Manager’s determination on discipline after considering advisory arbitration prior to the City Council’s final action. Said opportunity to address the Council is for a brief summation of remaining issues related to the advisory arbitrator’s recommendation and the City Manager’s determination. Such address does not constitute a new hearing and any action by the City Council will be based on the Administrative Record provided by the Advisory Arbitrator.

Binding Arbitration
As an alternative to Advisory Arbitration identified in Section 32:06(B) of the MOU, TAPO may appeal the disciplinary action to Binding Arbitration for terminations, demotions, suspensions of more than one (1) work day/shift, reduction-in-pay or transfers for purposes of punishment. Written Reprimands shall not be appealed to arbitration. An employee shall submit an appeal to the City Clerk’s office within thirty

TAPO Memorandum of Understanding Page 48
July 1, 20242021-June 30, 20272024
(30) calendar days of receiving the notice of decision from the City Manager to have the matter reviewed by an arbitrator. Failure of the employee to submit an appeal within thirty (30) calendar days of receipt shall be considered a withdrawal of appeal.

Selection of Arbitrator: Upon filing of an appeal, an arbitrator may be selected by mutual agreement between the City and the employee or his/her representative. However, should the parties fail to mutually agree on an arbitrator they shall make a joint request of the State Conciliation Service for a list of seven (7) qualified arbitrators. The arbitrator shall be selected from the list by the parties alternately striking names with the first strike determined by chance, until only one (1) name remains, and that person shall serve as arbitrator.

Cost of Arbitrator: The cost of employing the arbitrator shall be borne entirely by the City. All other costs such as, but not limited to, attorney fees, court reporter, and transcripts shall be borne only by the party incurring that cost.

Decision of Arbitrator: Unless the parties agree otherwise, the arbitrator shall render the decision in writing within sixty (60) calendar days following the close of the hearing. A copy of the written decision shall contain findings of fact which may be stated in the language of the pleadings or be referenced thereto. If requested by either party the decision shall be accompanied by findings of fact and conclusions of law.

The arbitrator shall determine whether to sustain, reject, or modify the disciplinary action against the employee and shall determine the appropriate remedy or disposition of the case. A copy of the written decision shall be transmitted to both parties. Service by mail to the employee’s representative and to the employees last known address shall be sufficient for purposes of this section. A copy of the decision shall be placed in the employeesemployee’s personal history file. The decision of the arbitrator shall be final and binding on both parties.
33:00 SENIORITY DETERMINATIONS
Seniority shall be based upon time in rank (classification) with ties being broken by a flip of the coin.
33:01 Computation of Continuous Service
Only full-time (paid status) appointment to an allocated position shall be counted in computing seniority; contract or part-time service shall not be counted. 33:02 Break in Continuous Service
For purposes of seniority determinations, a break in continuous service is defined as not being in an active status with the City of Turlock for a period of more than ninety (90)

TAPO Memorandum of Understanding Page 49
July 1, 20242021-June 30, 20272024
consecutive unpaid calendar days. Approved leaves of absence in excess of ninety (90) calendar days are not considered as a break in continuous service. 33:03 Layoff Provision
In the event of layoff, total continuous service within the City of Turlock Police Department will determine seniority for bumping purposes. In determining bumping rights, the first criteria to be used shall be time in rank (classification); the second criteria shall be continuous service time in the Turlock Police Department.

Any reduction in force will be conducted as provided by the City Personnel Systems Rules and Regulations except as provided above.
34:00 ADA COMPLIANCE
The City and TAPO acknowledge and agree that the ADA may require modification of City policy or M.O.U. provision to provide reasonable accommodation to individuals protected under the act on a case-by-case basis. The City and the Union agree to meet and confer if the accommodation will require some modification of the M.O.U. or city policy which affects any term or condition of employment or is otherwise a mandatory subject of bargaining.

Said meet and confer will be a case-by-case basis and no single accommodation shall establish a past practice.
35:00 NON-DISCRIMINATION
The parties agree that the provisions of this agreement shall be applied without favor or discrimination based upon race, ancestry, religion, color, age, national origin, political affiliation, action or belief, physical or mental disability medical condition, pregnancy related condition, sex, marital status or sexual orientation, or genetic history. The parties agree to recognize, respect, and support the City’s commitment to nondiscrimination in employment as set forth in state and federal law.
36:00 ANTI-NEPOTISM
For the purposes of interpreting the City’s Anti-Nepotism Resolution (94-005), Police/Fire Dispatchers shall not be considered as having sole authority to make assignments and, thus, do not fall within a supervisory conflict of interest relationship with Police Officers. However, should a relationship as defined in the resolution occur between a Dispatcher and an Officer for the purposes of morale, separate shift

TAPO Memorandum of Understanding Page 50
July 1, 20242021-June 30, 20272024
assignments might be required to ensure a conflict of interest violation does not occur. 37:00 MAINTENANCE OF BENEFITS
Both parties recognize that there may be legally derived and legally sanctioned benefits that are currently enjoyed by Association members or the City that are not enumerated in this Memorandum of Understanding due to oversight of parties to this Agreement.

Both parties agree that it is their intent that such legally derived and legally sanctioned benefits, whether they be enjoyed by the City or the employee be maintained at their current status, except as they may be amended by this Agreement or by the courts. 38:00 ATTACHMENTS (Appendices)
A. All attachments (appendices) are to be considered a part of this Memorandum of Understanding.

B. The Personnel Systems Rules and Regulations of the City of Turlock shall be incorporated herein, and any article, section, or portion of this attachment that is contrary to any other portion of this Memorandum of Understanding shall not stand.
39:00 SAVINGS CLAUSE
In the event any article, section, or portion of this Agreement should be held invalid and unenforceable by a court of competent jurisdiction, such decision shall apply only to the specific article, section, or portion thereof specifically specified in the court’s decision; and upon issuance of such a decision, the employer and the Association agree to immediately negotiate a substitute for the invalidated article, section, or portion thereof. 40:00 REOPENER
The parties agree that during the term of this MOU, either party may make proposals concerning the procedure in which contributions are made to TAPO’s Retiree Health and Welfare Trust Fund through the meet and confer process. Any change, as a result of said discussions, requires a mutual agreement of the parties, during the term of this MOU.The parties agree that from July 1, 2025, through the expiration of this MOU, either party may make proposals concerning recognition, school resource officer scheduling, street crimes unit and corporals, and call back with the understanding that the proposals shall be non-economic and cost neutral. Any change, as a result of said discussions, requires a mutual agreement of the parties, during the term of this MOU.

TAPO Memorandum of Understanding Page 51
July 1, 20242021-June 30, 20272024
40:01 PROPOSED PAYROLL AND PAYROLL CYCLE CHANGES__________ The parties agree to change from a 24 pay period schedule to a 26 pay period[JD1] schedule, with paydays being made on a bi-weekly (every 2 weeks) basis, when administratively feasible.[JD2][JD3][JD4]

TAPO Memorandum of Understanding Page 52
July 1, 20242021-June 30, 20272024
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding at Turlock, California, on the dates set forth below.

TURLOCK ASSOCIATED POLICE OFFICERS
_________________________________ _______________________ Tim Redd Richard FortadoGregory Roton, President Date Signed

GOYETTE AND ASSOCIATES
_________________________________ _______________________ Paul Konsdorf Tony Silva, Labor Representative Date Signed

TAPO NEGOTIATING TEAM MEMBERS
_________________________________ _______________________ Brandon BertramRichard Fortado Date Signed
_________________________________ _______________________ Mike Parmley Date Signed
_________________________________ _______________________ Ruth HooverNAME
Date Signed
_________________________________ _______________________ NAME Date Signed

CITY OF TURLOCK
_________________________________ _______________________ Kevin R. Dale Andrew Aller, Lead Negotiator Date Signed _________________________________ _______________________ Sarah Eddy Jessie Dhami, Human Resources ManagerRelations Director Date Signed

SWORN MATRIX CHANGES

SWORN EDUCATION EXPERIENCE CERTIFICATIONS SPECIAL TRAINING POLICE OFFICER I 30 College Semester
Units HS Diploma or
Equivalent
None Completion of Academy
POLICE OFFICER II 30 College Semester
Units HS Diploma or
Equivalent
18 months as PO I Basic Certificate
POLICE DETECTIVE 30 College Semester
Units
5yrs./3yrs. In Turlock Intermediate Certificate ****1 yr. of TPD Investigative
Assignment
POLICE SERGEANT • 60 College Semester Units with 5 Years of Experience as a PO II with TPD,
• Supervisory Experience, either 4 Years as
an FTO or 2 Years as Police Corporal or 2
Years as a Police Detective with TPD
OR
• Possession of a Bachelor’s degree from
an accredited college or university in law
enforcement or related field and 5
years’ experience as a PO II with TPD
Advanced Certificate (1) Special Assignment
****For the purposes of this matric, “Investigative Assignment” means TPD Rotational Detective – MOU Section 23:01(A)(2)(a) and Gang Enforcement Task Officer – MOU Section 23:01(A)(2)(g) and Stanislaus County Special Investigation MOU Section 23:01(K)(2)(c) and Turlock Police Department Special Investigations Unit Officer MOU Section 23:01(K)(2)(j) and Turlock Traffic Unit Officer who has completed four-years in this assignment while serving on the Major Accident Investigation Team MOU Section 23:01(A)(2)(e).

NON-SWORN MATRIX CHANGES

NON-SWORN EDUCATION EXPERIENCE CERTIFICATIONS SPECIAL TRAINING

ANIMAL SERVICES CONTROL

OFFICER
HS diploma or
equivalent
2 Years with Animals 6
months working with
animals at the level
equivalent to a Kennel
Attendant; 1 Year
experience is desirable
PC 832 w/in 6 months
AND Certificate in
Euthanasia w/in 6
months
CDL

ANIMAL SERVICES CONTROL
OFFICER, SR.

HS diploma or
equivalent and 6 college
semester units in
related field
24 months as an ACO
similar to that of the
City of Turlock
PC 832 AND Certificate
in Euthanasia w/in 6
months
CDL

ANIMAL SERVICES CONTROL

OFFICER SUPERVISOR
60 College Semester
Units
3 years’ experience in
an Animal Control
Agency with 1 year in a
Senior or supervisory
capacity
PC 832, Certificate of
Euthanasia AND
completion of the
National Animal Control
Association Level I
Training Academy or
equivalent
CDL
CSO I; EVID & PROP 30 College Semester
Units
HS diploma or
equivalent
2 Years working with
public
CSO-job related courses
w/in 18 months
CDL
CSO II; EVID & PROP II 30 College Semester
Units
HS diploma or
equivalent
2 Years as CSO I;
2 Years as EVID & PROP
I
CDL

NEIGHBORHOOD PRESERVATION

OFFICER

CODE ENFORCEMENT

SUPERVISOR
60 College Semester
Units
2 Years Technical
Administration 2 years
of experience in
interpreting &
enforcement of codes
and regulations
PC 832 w/in 6 months of
appointment
CDL

ESD TRAINEE HS diploma or
equivalent
None DOJ CLETS Workbook
w/in 6 Months AND
Type 35 WPM
ESD I HS diploma or
equivalent
12 Months Dispatch
experience for a law
enforcement or fire a
agency
DOJ CLETS Workbook
w/in 6 Months AND
Type 35 WPM
CAD
ESD II HS diploma or
equivalent
36 Months of
Dispatching Experience
OR
18 Months as a
Dispatcher I with the
City of Turlock
DOJ CLETS Workbook
w/in 6 Months AND
POST Basic Dispatch
Certificate AND Type 45
35 WPM
CAD
ESD SENIOR LEAD HS diploma or
equivalent & 15 College
Semester Units & 3
Units in Supervisory
Training
12 Months as a
Dispatcher II with the
City of Turlock
DOJ CLETS Workbook
AND POST Basic
Dispatch Certificate AND
Type 45 35 WPM
CAD
Public Safety Comm Asst Supv HS diploma or
equivalent & 20 College
Semester Units
1 Year Experience as a
Lead Emergency
Services Dispatcher
with the City of Turlock
DOJ CLETS Workbook
AND POST Basic
Dispatch Certificate
CAD
Public Safety Comm Supv Possession of an
Associate’s Degree OR
minimum of 20 units at
time of appointment
and be enrolled in a
two-year college and
obtain an Associate’s
Degree within 36
months of date of
appointment
3 years’ experience in a
public safety agency in
a dispatch related area.
1 of the 3 years of
experience shall be in a
lead or supervisory
capacity
CAD

I. PURPOSE

TAPO DRUG-FREE WORKPLACE POLICY

CITY OF TURLOCK
It is the intention of this policy to eliminate and prevent substance abuse and its effects in the workplace. While the City of Turlock has no intention of intruding into the private lives of its employees, Involvement with drugs and alcohol off the job can take its toll on job performance and employee safety. Our concern is that employees are in a condition to perform their duties safely and efficiently, in the Interests of their fellow workers and the public as well as themselves. The presence and influence of drugs and alcohol on the job, and the influence of these substances on employees during working hours are inconsistent with this objective. For definition purposes throughout this policy, "impair" or "impairment" shall be considered use by an employee of alcohol and/or all substances, drugs, or medication, legal or Illegal, which impairs an employee's ability, physically and/or mentally to perform safely and effectively the functions and duties of his or her position. Employees who think they may have an alcohol or drug usage problem are urged to seek on their own volition confidential assistance from the Employee Assistance Program. Although not legally required as a public employer, the City of Turlock will be supportive in accordance with Labor Code 1025 et seq. of those who seek help voluntarily, the City cannot and will not tolerate performance problems caused by substance abuse. This policy provides guidelines for the detection and deterrence of alcohol and drug abuse. It also outlines the responsibilities of City managers and employees. To that end, the City will act to prevent and/or eliminate any substance abuse (alcohol, illegal drugs, prescription drugs or any other substance which impair an employee's ability safely and effectively to perform the functions of the particular job) which increases the potential for accidents, absenteeism, substandard performance, poor employee morale or damage to the City's reputation. All employees covered by this policy should be aware that violations of this policy may result in discipline, which includes but is not limited to termination. In recognition of the public service responsibilities entrusted to the employees of the City, and that drug and alcohol usage can Impair an employee's ability both mentally and physically to perform the duties and functions safely and effectively, the following policy is agreed upon. II. POLICY It is city policy that employees shall not be impaired by alcohol or drugs; nor possess alcohol or illegal drugs at the assigned work sites. Employees shall not have their ability to work impaired as a result of the use of alcohol or drugs.

ATTACHMENT D Page 1 of 6

TAPO DRUG-FREE WORKPLACE POLICY

CITY OF TURLOCK
It is city policy that no alcoholic beverages are permitted at the assigned work site unless expressly authorized by the City Manager. It is the duty of the employee to notify his/her supervisor before beginning work, after taking prescribed medications or drugs which the employee has knowledge or has been medically advised that the prescribed medication could interfere with the safe and effective performance of duties or operation of equipment. Failure to notify the supervisor may result in the employee being disciplined, up to and including termination. In the event there is a question regarding an employee's ability to safely and effectively perform assigned duties while using such medications or drugs, clearance from a qualified medical practitioner may be required by the Department Head or his/her designee. Such clearance may be obtained by the employee on City time and at City expense If the employee is directed to obtain the verification prior to commencing or resuming his/her assigned duties. Use of City time must be reasonable and no overtime liability shall be incurred. In the event such clearance cannot be obtained, a good faith effort shall be made to find modified duty. Modified duty in this case is not subject to the Grievance Procedure. The City reserves the right to search, without consent or warrant, all areas and property in which the City maintains control or joint control with the employee. Controlled and jointly controlled areas Include City vehicles, offices, desks, file cabinets, lockers, etc. Notwithstanding the above, no employee shall have his/her personal locker or other personal storage space for storage that may be assigned exclusively to him/her searched except in his/her presence, or with his/her consent, or unless a valid search warrant has been obtained. This section shall apply only to lockers or other space for storage that are owned or leased by the City. All such searches shall be based on probable cause. "Probable cause" as used in this policy shall have the same meaning as when applied in California criminal law. The City may notify the appropriate law enforcement agency that an employee may have illegal drugs in his/her possession or in an area not jointly or fully controlled by the City. Refusal to submit immediately to a medical examination, subject to Section VI of this policy, based on probable cause for suspicion of drug or alcohol impairment while on duty when ordered by the Department Head or his/her designee may constitute Insubordination and may be grounds for discipline which Includes but is not limited to termination. For the purpose of this policy, designee shall be defined as the Assistant Department Head or other City manager who is assigned the authority to act for the Department Head in his/her absence. Employees displaying objective symptoms of alcohol or drug impairment shall be prevented from engaging in further work and shall remain at the work site for a reasonable time until he/she can be safely transported from the work site.

ATTACHMENT D Page 2of6

TAPO DRUG-FREE WORKPLACE POLICY

CITY OF TURLOCK
The City is committed to providing reasonable accommodation as provided under Labor Code 1025 et seq. to any employee who enters a drug rehabilitation program. The City has established a voluntary Employee Assistance Program ("EAP") to assist those employees who seek help for alcohol or drug problems. Employees should contact their supervisor or Personnel for additional information. 111. APPLICATION This policy applies to all employees of the City in the classifications covered by this Memorandum of Understanding. This policy applies to alcohol and to all substances, drugs or medication, legal or illegal, which impair an employee's ability to perform his/her assigned functions and duties. IV. EMPLOYEE RESPONSIBILITIES An employee must: A. not report to work or be subject to duty (on-call) while his/her physical and/or mental ability to perform job duties is impaired from on- or off-duty alcohol or drug use;
B. not possess impairing drugs (Illegal drugs and prescription drugs without a prescription) during working hours or while subject to duty, on breaks, or at any time while at the assigned work site;
C. not directly or through a third party sell or provide drugs or alcohol to any person, including any employee, while either or both employees are on duty; D. submit immediately to a medical examination when ordered, in writing by a Department Head or designee when probable cause exists that the employee is either physically or mentally unable to perform the duties of his/her position; E. notify his/her supervisor before beginning work or prior to taking any medically prescribed medication or drugs at work which the employee has knowledge or has been medically advised that the prescribed medication could interfere with the safe and effective performance of duties or operation of City equipment; F. provide within two (2) work days of request, bona fide verification of a current, valid prescription for any potentially Impairing drug or medication identified when a medical examination reveals the presence of such drugs or medications. Extensions of time beyond the two work days may be granted upon the showing of good cause. The prescription must be in the employee's name; ATTACHMENT D Page 3 0f 6

TAPO DRUG-FREE WORKPLACE POLICY

CITY OF TURLOCK
G. must abide by the regulation of the Drug-Free Workplace Act of 1988. Thus, such employees who are convicted of any criminal drug statute for a violation occurring in the workplace must notify personnel no later than five (5) days after the conviction. Once the City is notified of the conviction, it must then notify the appropriate federal agency of the conviction. With respect to any employee so convicted, the City will take appropriate action up to and including termination. As a condition of continued employment, the City may require the convicted employee to participate satisfactorily in a generally recognized drug abuse rehabilitation program. A felony conviction for possession or sale of illicit drugs will be cause for termination. V. MANAGEMENT RESPONSIBILITIES AND GUIDELINES A. Department Heads or their designees are responsible for reasonable enforcement of this policy;
B. A Department Head or designee may order in writing an employee to submit to a medical examination when the Department Head or his/her designee has probable cause to believe that an employee is intoxicated or otherwise impaired by drugs or alcohol while on the job or receiving compensation for on-call duty and thereby subject to being called and is not physically and/or mentally able to perform the duties of his/her position. The medical examination may Include sampling of urine for purposes of testing for alcohol or drugs;
C. A Department Head or designee ordering an employee to undergo a medical examination shall document in writing the facts constituting probable cause that the employee in question is intoxicated or impaired by alcohol or drugs prior to the request for the medical exam;
D. A Department Head or designee encountering an employee who refuses an order to submit to a medical examination shall remind the employee of the requirements and disciplinary consequences of this policy. Where there Is probable cause to believe that the employee is at that time impaired by alcohol or drugs, the employee shall remain at work site for a reasonable time until he/she can be safely transported home or removed to another appropriate location; E. A Department Head or designee shall not physically search the person of an employee, nor shall they search the personal possessions of an employee without the freely and voluntarily given written consent by the employee; F. Management employees and non-management supervisors shall notify their Department Head or deslgnee when they have probable cause to believe that an employee may have illegal drugs in his or her possession or in an area not jointly or fully controlled by the City. If the Department Head or deslgnee concurs that there is ATTACHMENT D Pa e 40f6

TAPO DRUG-FREE WORKPLACE POLICY

CITY OF TURLOCK
probable cause to suspect illegal drug possession, the Department Head or designee shall notify the appropriate parties, including the Personnel Officer or designee. G. The Department Head or designee may have due consideration to successful completion of a generally recognized substance abuse treatment program when determining what, if any, disciplinary action to impose on an employee for violations related to drug or alcohol abuse. VI. MEDICAL EXAMINATION AND PROCEDURE The medical examination may test for any substance which could physically and/or mentally impair an employee's ability to perform safely and effectively the functions and duties of the job, including, but not limited to prescription medications, heroin, cocaine, morphine, and its derivatives, P.C.P., methadone, barbiturate, amphetamines, marijuana, other cannabinoids, and other illegal substances defined by state law. An employee shall have the right to representation and the employee shall be informed of the right to representation prior to any meeting to be held for the primary purpose to investigate allegations of drug or alcohol impairment, and/or Illegal sales or possession; and if the allegations were subsequently found to be true, formal disciplinary action would result. (Employees have the right to waive representation.) Employees shall have the right to have a representative present prior to being medically examined for probable cause to suspect use. The representative must be available and present within a reasonable time from the time of the request. The City reserves the right to administer a medical examination within two hours of the call to the representative, depending upon the circumstances. A second specimen shall be obtained and maintained by the laboratory facility. Within forty-five (45) days of the receipt of a notice of Intended discipline the employee or his/her representative may request and secure the specimen at the employee's or the representative's expense. It is the affirmative obligation of the employee or representative to request the second specimen from the City. VII. RESULTS OF MEDICAL EXAMINATION A. Alcohol/Drug Tests

1. A positive result from a drug and/or alcohol test obtained during a medical examination may result in disciplinary action up to and including termination. 2. If a drug screen Is positive, the employee must provide within two (2) work days of the request, bona fide verification of a valid current prescription for the drug identified in the drug screen. Extension of the time beyond the two work days may ATTACHMENT D Page 5of6
7

TAPO DRUG-FREE WORKPLACE POLICY

CITY OF TURLOCK
be granted upon the showing of good cause. The prescription must be in the employee's name. If the employee does not provide acceptable verification of a valid prescription, or if the prescription Is not in the employee's name, or the employee has not previously notified his/her supervisor that he/she has taken impairing prescription medication, the employee will be subject to disciplinary action up to and including termination. 3. If an alcohol or drug test Is administered during the medical examination and is positive for alcohol or drugs, the City shall conduct an investigation to gather all relevant facts. The decision to impose discipline of less than termination or to discharge will be carried out in conformance with the Appeals Procedure provided in the Memorandum of Understanding between the Turlock Associated Police Officers and the City of Turlock. 4. Testing and reporting of test results will follow the guidelines as established by the Department of Health and Human Services as promulgated in Volume 53, No. 69 of the Federal Register as incorporated herein and made a part of this policy by reference. VIII. CONFIDENTIALITY Medical or laboratory reports or test results shall not appear in an employee's personnel file. Information of this nature will be contained in a separate confidential medical folder that will be securely kept under the control of the Personnel Department.

The reports or test results may be disclosed to City management on a strictly need-toknow basis and to the employee on written request. Disclosures without employee consent may also occur when:

A. the information is compelled by law or by judicial or administrative process;
B. the information has been placed at issue in a formal dispute between the City and the employee;
C. the information is to be used in administering an employee benefit plan; D. the information is needed by medical personnel for the diagnosis or treatment of the employee who Is unable to authorize disclosure. ATTACHMENT D Pa e6of6

PERS VALUATION
W
A
CalPERS
Callfornla Public Employees Retirement System Actuarial Orce P.0. Box 942701 Sacramento, CA 94229-2701 1TTY: (016) 795-3240
(888) 226.7377 phone . ($16) 796-2744 f%¥
www.calpors.ca.gov
April 8, 2011 Sarah Tamey Eddy
Human Resources Manager 156 S. Broadway, Suite 235
Turlock, CA 95380
Dear Ms. Eddy
This letter gives Information on the maximum amount of employee cost share for your Miscellaneous, Safety Fire and Safety Police Plans. Current Public Employee Retirement Law allows permanent cost sharing of the normal cost (NC) and 20 years of cost sharing due to the increase in unfunded liability (UL) from some past amendment. The 20 years of cost sharing due to the increase in unfunded llablllty begins from the effective date of the contract amendment. The tables that follow lay out all the necessary Information for the maximum amount of cost sharing:

Misc 44 ,fee Saf n Safefpe[lee []gn
Amendment 2.7%055 3%050 3%0)50
Effective Date 1/1/2008 7/1/2004 7/1/2004 NC Increase 1.870% 4.556% 4.104% UL Increase 3.336% 9.437% 7.425% Temporary Cost Share 5.206% 13.993% 11.629% Temporary Expiration Date 1/1/2028 7/1/2024 7/1/2024 Permanent Cost Share 1.870% 4.556% 4.104%
PR12?-
Remember that these are maximum cost share amounts. Actual cost share amounts can be anything up to the amounts listed above. Should you have any questions, I can be reached at 916-795-1410. Sincerely, Rick Santos, CFA, ASA, MAAA Senior Pension Actuary, CaIPERS
ATTACHMENT E Pgge 1Qr 1

City Council Staff Report
June 23, 2026
From: Jessie Dhami, Human Relations Director
Prepared by: Darlene Ingersoll, Principal HR Analyst
Agendized by: Christopher Fisher, Interim City Manager

1. ACTION RECOMMENDED:

Resolution: Approving the salary range of Water Resources Analyst II, Turlock City Employees Association (TCEA), range 30.3 and amending the TCEA Salary Schedule effective July 1, 2026.

2. NARRATIVE:

On December 9, 2025, Council approved the job description of Water Resources Analyst I/II as part of the Classification Study Final Report. On February 24, 2026, Council approved an augmentation, as part of the (Mid-Year) Amendments to the Fiscal Year 2025-2026 Budget, of reclassification of Environmental Compliance Inspector to Water Resources Analyst I, Turlock City Employees Association (TCEA), range 27.3, effective March 1, 2026. The amended TCEA Salary Schedule is now being brought forward for Council approval.

Staff recommends TCEA, range 30.3, for the position of Water Resources Analyst II. This provides an alignment with other comparable positions, provides a broader salary range within the series of Water Resources Analyst I/II, since there is not a senior classification and also provides employee growth and advancement opportunities.

The position is represented by TCEA for labor relations purposes and TCEA has no concerns with the recommended salary range.

Section 2-4-207 of the Turlock Municipal Code provides that the City Manager is responsible for the efficient administration of all affairs of the City which are under his control. Section 2-4-207(d) of the Turlock Municipal Code provides the City Manager with the power and duty to recommend to the City Council the reorganization of offices, positions, departments, or units under his direction as he may deem in the interest of the efficient, effective, and economical conduct of the City’s business.

3. FISCAL IMPACT / BUDGET AMENDMENT:

Adequate funds have been requested through the FY 2026-2027 budget process.

4. ENVIRONMENTAL DETERMINATION:

This action is not subject to the provisions of the California Environmental Quality Act (CEQA) in accordance with Section 15378(b)(5) of the CEQA guidelines. This action consists

Agenda Staff Report
6/23/2026
of “organizational or administrative activities of governments that will not result in direct or indirect physical changes in the environment” and therefore is not considered a project.

5. ALTERNATIVES:

Council may choose not to approve the requested item and direct staff accordingly.

6. ATTACHMENTS:

1. Draft Resolution

2. TCEA Salary Schedule

BEFORE THE CITY COUNCIL OF THE CITY OF TURLOCK
IN THE MATTER OF APPROVING THE } RESOLUTION NO. 2026-
SALARY RANGE OF WATER RESOURCES }
ANALYST II, TURLOCK CITY EMPLOYEES }
ASSOCIATION (TCEA), RANGE 30.3 AND }
AMENDING THE TCEA SALARY SCHEDULE }
EFFECTIVE JULY 1, 2026 }
WHEREAS, on December 9, 2025, City Council approved job descriptions as part of the Classification Study Final Report including Water Resources Analyst I/II; and WHEREAS, on February 24, 2026, City Council approved Water Resources Analyst I, TCEA, range 27.3 and now TCEA Salary Schedule is brought forward for Council approval; and
WHEREAS, staff recommends TCEA, range 30.3 for the position of Water Resources Analyst II; and
WHEREAS, the position is represented by TCEA for labor relations purposes and TCEA has no concerns with the recommended salary range; and WHEREAS, Section 2-4-207 of the Turlock Municipal Code provides that the City Manager is responsible for the efficient administration of all affairs of the City which are under his control. Section 2-4-207(d) of the Turlock Municipal Code provides the City Manager with the power and duty to recommend to the City Council the reorganization of offices, positions, departments, or units under his direction as he may deem in the interest of the efficient, effective, and economical conduct of the City’s business.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Turlock does hereby approve the salary range of Water Resources Analyst II, Turlock City Employees Association (TCEA), range 30.3 and amending the TCEA Salary Schedule effective July 1, 2026.

PASSED AND ADOPTED at a regular meeting of the City Council of the City of Turlock this 23rd day of June, 2026, by the following vote:

AYES:

NOES:

NOT PARTICIPATING:

ABSENT:

ATTEST:
__________________________
Nichole Fiez, City Clerk
City of Turlock, County of Stanislaus,
State of California

TCEA MONTHLY SALARY SCHEDULE
EFFECTIVE 7/1/26
RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5

MONTHLY MONTHLY MONTHLY MONTHLY MONTHLY
OFFICE ASST I 13.9 3582 3761 3949 4147 4354
FACILITIES MAINTENANCE ASSISTANT 15.2 3814 4004 4205 4415 4636 ACCOUNT CLERK I 15.2 3814 4004 4205 4415 4636
OFFICE ASST II 15.9 3949 4147 4354 4572 4800
TRAFFIC TECHNICIAN TRAINEE 16.6 4085 4289 4504 4729 4965 ACCOUNT CLERK II 17.2 4205 4415 4636 4867 5111
FIELD SERVICES TECHNICIAN 17.2 4205 4415 4636 4867 5111 MAINTENANCE WORKER I 17.2 4205 4415 4636 4867 5111
SHIPPING & RECEIVING INVENTORY SPECIALIST 17.2 4205 4415 4636 4867 5111 FLEET MAINT SERVICE WKR 17.9 4354 4572 4800 5040 5292
COMMUNITY SERV COORDINATOR 18.0 4371 4589 4819 5060 5313 PARTS CLERK 18.2 4415 4636 4867 5111 5366
ACCOUNTS PAYABLE CLERK 19.2 4636 4867 5111 5366 5634
ACCOUNT CLERK, SR. 19.2 4636 4867 5111 5366 5634
MAINTENANCE WORKER II 19.2 4636 4867 5111 5366 5634
CODE COMPLIANCE TECHNICIAN 19.2 4636 4867 5111 5366 5634 PLANNING ASSISTANT 19.2 4636 4867 5111 5366 5634
SECRETARY 19.2 4636 4867 5111 5366 5634
UTILITIES MAINTENANCE WORKER I 19.4 4682 4916 5162 5420 5691 WATER CONSERVATION WORKER 19.4 4682 4916 5162 5420 5691 TRAFFIC TECHNICIAN I 19.6 4729 4965 5214 5474 5748
CODE ENFORCEMENT OFFICER 20.2 4867 5111 5366 5634 5916
BUILDING INSPECTOR, TRAINEE 20.8 5015 5266 5529 5806 6096 FLEET MAINTENANCE MECHANIC I 20.9 5040 5292 5557 5835 6126 NEIGHBORHOOD SERVICES TEC 21.0 5060 5313 5579 5857 6150 POLICE RECORDS TECHNICIAN 21.0 5060 5313 5579 5857 6150 STAFF SERVICES ASSISTANT 21.0 5060 5313 5579 5857 6150
LABORATORY ANALYST I 21.1 5085 5339 5606 5887 6181
ACCOUNTING TECHNICIAN 21.2 5111 5366 5634 5916 6212
MAINTENANCE WORKER, SR. 21.2 5111 5366 5634 5916 6212
SECRETARY, SR. 21.2 5111 5366 5634 5916 6212
COMMUNITY DEV-SERVICE TEC 21.3 5136 5393 5663 5946 6243 UTILITIES MAINTENANCE WORKER II 21.4 5162 5420 5691 5976 6274 WASTEWATER PLANT OPERATOR I 21.9 5292 5557 5835 6126 6433 WATER TREATMENT PLANT OPERATOR I 21.9 5292 5557 5835 6126 6433 ADMINISTRATIVE ASSISTANT, PUBLIC SAFETY 22.0 5313 5579 5857 6150 6458 ADMINISTRATIVE ASSISTANT 22.0 5313 5579 5857 6150 6458
PERMIT TECHNICIAN 22.5 5447 5719 6005 6306 6621
FLEET MAINTENANCE MECHANIC II 22.9 5557 5835 6126 6433 6754 PLANNING TECHNICIAN 23.0 5579 5857 6150 6458 6781
PURCHASING SPECIALIST 23.0 5579 5857 6150 6458 6781
RECREATION COORDINATOR 23.0 5579 5857 6150 6458 6781
STAFF SERVICES TECHNICIAN 23.0 5579 5857 6150 6458 6781 CRIME AND COMMUNITY INFORMATION ANALYST 23.2 5634 5916 6212 6523 6849 PUBLIC SAFETY BUSINESS ANALYST 23.2 5634 5916 6212 6523 6849 SECRETARY, SUPERVISING 23.2 5634 5916 6212 6523 6849
MAINTENANCE TEAM LEADER 23.2 5634 5916 6212 6523 6849
UTILITIES MAINTENANCE WORKER, SR. 23.4 5691 5976 6274 6588 6917 LAND SURVEYING TECHNICIAN I 23.6 5748 6035 6337 6654 6987 POLICE RECORDS TECHNICIAN, SR. 23.6 5748 6035 6337 6654 6987 TRAFFIC TECHNICIAN II 23.6 5748 6035 6337 6654 6987
REVISED 06/23/2026
EFFECTIVE 07/01/2026

TCEA MONTHLY SALARY SCHEDULE
EFFECTIVE 7/1/26
RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
WASTEWATER PLANT OPERATOR II 23.9 5835 6126 6433 6754 7092 BUILDING INSPECTOR I 24.1 5887 6181 6490 6815 7155
FIRE PREVENTION INSPECTOR 24.1 5887 6181 6490 6815 7155 LABORATORY ANALYST II 24.1 5887 6181 6490 6815 7155
ACCOUNTANT I 24.2 5916 6212 6523 6849 7191
PLANNER, ASSISTANT 24.3 5946 6243 6555 6883 7227
HOUSING FINANCE SPECIALIST, TRAINEE 24.3 5946 6243 6555 6883 7227 FLEET MAINTENANCE MECHANIC, SR. 24.9 6126 6433 6754 7092 7447 ELECTRICAL/MECHANICAL TECHNICIAN I 25.0 6150 6458 6781 7120 7476 INFORMATION TECHNOLOGY TECHNICIAN 25.2 6212 6523 6849 7191 7551 HOUSING FINANCE SPECIALIST I 25.3 6243 6555 6883 7227 7588 HOUSING REHABIL. SPEC I 25.3 6243 6555 6883 7227 7588

HOUSING REHABILITATION SPECIALIST / INSPECTOR
TRAINEE 25.3 6243 6555 6883 7227 7588
HOUSING PROGRAM SPECIALIST I 25.3 6243 6555 6883 7227 7588 FIRE OPERATIONS SUPPORT ANALYST 25.6 6337 6654 6987 7336 7703 PLANS EXAMINER I 25.6 6337 6654 6987 7336 7703
PURCHASING COORDINATOR 25.6 6337 6654 6987 7336 7703
TRAFFIC TECHNICIAN, SR. 25.6 6337 6654 6987 7336 7703
WASTEWATER PLANT OPERATOR, SR. 25.9 6433 6754 7092 7447 7819 LABORATORY ANALYST, SR. 26.1 6490 6815 7155 7513 7889
ACCOUNTANT II 26.2 6523 6849 7191 7551 7928
HOUSING REHABIL. SPEC II 26.3 6555 6883 7227 7588 7968
HOUSING FINANCE SPECIALIST II 26.3 6555 6883 7227 7588 7968 HOUSING PROGRAM SPECIALIST II 26.3 6555 6883 7227 7588 7968 UTILITIES SUPERVISOR, ASSISTANT 26.4 6588 6917 7263 7626 8008 MAINTENANCE SUPERVISOR, ASSISTANT 26.4 6588 6917 7263 7626 8008 ELECTRONIC/INSTRUMENTATION TECHNICIAN 27.0 6781 7120 7476 7850 8242 ELECTRICAL/MECHANICAL TECHNICIAN II 27.0 6781 7120 7476 7850 8242 WATER TREATMENT PLANT OPERATOR II 27.0 6781 7120 7476 7850 8242 MAINTENANCE TECHNICIAN II 27.0 6781 7120 7476 7850 8242 BUILDING INSPECTOR II 27.1 6815 7155 7513 7889 8283
HOUSING REHABILITATION SPECIALIST / INSPECTOR I 27.1 6815 7155 7513 7889 8283 PUBLIC WORKS CONSTRUCTION INSPECTOR 27.1 6815 7155 7513 7889 8283 INFORMATION TECHNOLOGY ANALYST I 27.2 6849 7191 7551 7928 8325 PLANNER, ASSOCIATE 27.3 6883 7227 7588 7968 8366
REDEV/ECON DEV ANALYST 27.3 6883 7227 7588 7968 8366
TRANSIT PLANNER 27.3 6883 7227 7588 7968 8366
WATER RESOURCES ANALYST I 27.3 6883 7227 7588 7968 8366 ENVIRONMENTAL COMPLIANCE INSPECTOR 27.4 6917 7263 7626 8008 8408 ENGINEERING PROJECT COORDINATOR 27.6 6987 7336 7703 8088 8492

COORDINATOR FOR UNSHELTERED/HOMELESS
PROGRAMS 27.6 6987 7336 7703 8088 8492
LAND SURVEYING TECHNICIAN II 27.6 6987 7336 7703 8088 8492 PLANT OPERATOR, LEAD 27.9 7092 7447 7819 8210 8620
PARKS,REC & PUB FAC SUPERVISOR 27.9 7092 7447 7819 8210 8620 RECREATION SUPERVISOR 27.9 7092 7447 7819 8210 8620
STAFF SERVICES ANALYST 28.0 7120 7476 7850 8242 8654
FLEET MAINTENANCE SUPERVISOR 28.5 7300 7665 8048 8450 8873 PLANS EXAMINER II 28.6 7336 7703 8088 8492 8917
ELECTRONIC/INSTRUMENTATION TECHNICIAN, SR. 29.0 7476 7850 8242 8654 9087 ELECTRICAL/MECHANICAL TECHNICIAN, SR. 29.0 7476 7850 8242 8654 9087 INSTRUMENT AND CONTROL TECHNICIAN, SR. 29.0 7476 7850 8242 8654 9087 MAINTENANCE TECHNICIAN, SR. 29.0 7476 7850 8242 8654 9087 WATER TREATMENT PLANT OPERATOR, SR. 29.0 7476 7850 8242 8654 9087 REVISED 06/23/2026
EFFECTIVE 07/01/2026

TCEA MONTHLY SALARY SCHEDULE
EFFECTIVE 7/1/26
RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
HOUSING REHABILITATION SPECIALIST / INSPECTOR II 29.2 7551 7928 8325 8741 9178 INFORMATION TECHNOLOGY ANALYST II 29.2 7551 7928 8325 8741 9178 ENGINEER, ASSISTANT 29.6 7703 8088 8492 8917 9363
ELECT/MECH MAINTENANCE SUPV, ASST 30.0 7850 8242 8654 9087 9541 BUILDING INSPECTOR, SR. 30.1 7889 8283 8697 9132 9589
PUBLIC WORKS CONSTRUCTION INSPECTOR, SR. 30.1 7889 8283 8697 9132 9589 ASSET ANALYST 30.3 7968 8366 8785 9224 9685
PLANNER, SR. 30.3 7968 8366 8785 9224 9685
TRANSIT ANALYST 30.3 7968 8366 8785 9224 9685
WATER RESOURCES ANALYST II 30.3 7968 8366 8785 9224 9685 UTILITIES SUPERVISOR 30.4 8008 8408 8829 9270 9733
POLICE RECORDS SUPERVISOR 30.4 8008 8408 8829 9270 9733 WATER QUALITY CONTROL LABORATORY SUPERVISOR 30.4 8008 8408 8829 9270 9733 WATER QUALITY CONTROL SUPERVISOR 30.4 8008 8408 8829 9270 9733 FINANCIAL CUSTOMER SERVICES SUPERVISOR 30.4 8008 8408 8829 9270 9733 PURCHASING SUPERVISOR 30.4 8008 8408 8829 9270 9733
ACCOUNTANT III 31.2 8325 8741 9178 9637 10119
PLANS EXAMINER, SR. 31.6 8492 8917 9363 9831 10323
ENGINEER, ASSOCIATE 31.6 8492 8917 9363 9831 10323
LAND SURVEYOR, ASST 31.6 8492 8917 9363 9831 10323

PUBLIC WORKS CONSTRUCTION
INSPECTOR, SENIOR - ROADS 32.1 8697 9132 9589 10068 10572 ELECTRICAL/MECHANICAL MAINTENANCE SUPERVISOR 33.0 9087 9541 10018 10519 11045 MAINTENANCE SUPERVISOR 33.0 9087 9541 10018 10519 11045 WATER TREATMENT PLANT OPERATIONS SUPERVISOR 33.0 9087 9541 10018 10519 11045 PLANNER, PRINCIPAL 33.6 9363 9831 10323 10839 11381
CIVIL ENGINEER, ASSOCIATE 33.6 9363 9831 10323 10839 11381 LAND SURVEYOR 33.6 9363 9831 10323 10839 11381
INFORMATION TECHNOLOGY ANALYST, SR. 34.2 9637 10119 10625 11156 11714 CIVIL ENGINEER, SR. 35.6 10323 10839 11381 11950 12547
GIS COORDINATOR 36.2 10625 11156 11714 12299 12914
INFO TECH COORDINATOR 36.2 10625 11156 11714 12299 12914 REVISED 06/23/2026
EFFECTIVE 07/01/2026

City Council Staff Report
June 23, 2026
From: Adrienne Werner, Development Services Director
Prepared by: Adrienne Werner, Development Services Director Agendized by: Christopher Fisher, Interim City Manager

1. ACTION RECOMMENDED:

Make a CEQA determination and take action on the appeal of the April 2, 2026, Planning Commission decision to uphold the administrative decision declaring Building Permit #25- 1123 valid.

2. NARRATIVE:

DISCUSSION OF ISSUE:

Shawn Sheridan ("appellant") filed an appeal challenging the City’s administrative determination regarding Building Permit #25-1123 issued for work related to exterior stair construction at the apartment complex located at 290 N. Thor Street.

Mr. Sheridan alleges that the permit was improperly issued under an owner-builder designation and asserts that the individual who applied for the permit did not have legal authority to do so. The appeal also raises concerns regarding field modifications to the approved plans and potential life-safety issues associated with the stair construction.

Through the appeal, Mr. Sheridan has requested that the City revoke Building Permit #25- 1123 and require that future construction be completed under a new permit issued to the legal property owner and constructed by a licensed contractor.

BACKGROUND
On July 11, 2025, the Building and Safety Division received a complaint regarding the exterior stairway lighting and deteriorating stairs at 290 N. Thor Street. On July 28, 2025, the building inspector verified the complaint and followed up in writing to the property owner(s) notifiying them of the complaint, the Turlock Municipal Code (TMC) violations and requested the property owner contact the Building & Safety Division by August 11, 2025 so staff can assist them in correcting the TMC violations and clearing the complaint. No contact from the property owners was received by the deadline; therefore, a second letter was sent to the property owners on August 12, 2025, again outlining the code violations and requesting they contact the Building & Safety Division by August 26, 2025.

On September 5, 2025, the Building & Safety Division received an application for the repair/replacement of two sets of stairs for the apartment building at 290 N. Thor Street. The plan check review process began on September 25, 2025. The building permit and plans were approved on November 26, 2025, and the building permit issued on December 9, 2025.

Agenda Staff Report
6/23/2026
Construction on the stairs for 290 N. Thor Street, #202 began in January 2026. Construction and inspection of the stairs at 290 N. Thor Street, #202 began first to allow the contractor to work through any issues with the building staff prior to beginning construction of the stairs leading to 290 N. Thor Street, #200. The first inspection for the footings was done on January 28, 2026. On February 10, 2026, the building inspector was onsite for an inspection on the first set of stairs and a Notice to Contractor/Builder was issued noting items that needed to be corrected prior to scheduling the next inspection.

On February 9, 2025, building department staff, legal staff, and the Development Services Director met with Mr. Sheridan to discuss his concerns regarding the building permit and the repair/replacement of the stairs at 290 N. Thor Street. During the course of the meeting, Mr.

Sheridan alleged that the building permit was issued fraudulently based on the signature of the property owner on the permit and the owner-builder acknowledgment form. The building staff and the Director concluded the meeting affirming the building permit and plans were valid.

Subsequently, on February 13, 2026, the City Attorney’s office concluded, after review of the files, there was nothing to warrant stopping the construction of the stairs.

After discussion with Mr. Sheridan on March 2, 2026, the Interim City Manager also affirmed the validity of the building permit.

On March 9, 2026, Mr. Sheridan filed an appeal, with the City Clerk’s office disputing the Development Services Director and Interim City Manager’s determination that the building permit is valid.

In response to the receipt of the March 9, 2026, appeal submitted to the City Clerk’s office and at the request of the appellant, the Interim City Manager directed the Building & Safety Division to issue a Stop Work Order. Construction of the exterior stairs immediately ceased and would not resume until a decision regarding the appeal was rendered.

BUILDING PERMIT APPLICATION
Anyone may apply for a building permit. However, permits can only be issued to the property owner, a licensed contractor, or an authorized agent of either with a completed owner-builder form. Authorization is verified by reviewing a copy of a driver’s license or through a notarized document.

The original authorized agent form submitted for Building Permit 25-1123 was later questioned by the appellant. Because our standard process is to verify identification without retaining copies of the individual’s driver’s licenses, we did not keep a copy of the driver’s license on file. To address the concern and confirm that the permit was properly authorized, staff requested that the property owner complete an updated owner-builder form. On February 18, 2026, the updated form and copies of driver’s licenses were provided to the Building & Safety Division and retained for verification.

Based on the updated documentation submitted to the Building & Safety Division, it was confirmed that Armando Garcia Sr. authorized Armando Garcia Jr. to act on his behalf.

Agenda Staff Report
6/23/2026
Furthermore, Armando Garcia Jr. is a State of California licensed contractor and as such would have been able to pick up the building permit in that capacity as well.

PLANNING COMMISSION
As provided in the Turlock Municipal Code, any action or decision made by the Building & Safety Division may be appealed to the Planning Commission.

The Turlock Municipal Code Section 1-4-01 Right to Appeal states:
(a) Planning appeals. Any action or decision of the Planning, Development Engineering, or Building and Safety Division of Community Development Services may be appealed to the Planning Commission. Any action or decision of the Planning Commission may be appealed to the City Council.

As noted in the Turlock Municipal Code, the Planning Commission serves as the decisionmaking body responsible for reviewing the administrative determination. The Planning Commission’s role was very narrow. The Planning Commission’s role was not to re-perform building plan review or construction inspection, but rather to determine whether the administrative determination was made appropriately under the City’s procedures and applicable regulations.

The primary issues raised by the appellant and brought forward to the Planning Commission were:

1. Whether the permit applicant had the legal authority to apply for the building permit.

As noted above, anyone may apply for a building permit. Osvaldo Reyes completed, signed, and electronically submitted the application and plans electronically to the Building & Safety Division through the online link.

Likewise, in response to the plan check comments Mr. Reyes received on October 29, 2025, he uploaded the re-submittal application and corrections on November 24, 2025.

2. Whether the permit was appropriately issued under an owner-builder designation.

Building Permit #25-1123 was signed on December 29, 2025 and issued to Armando Garcia. Armando Garcia’s driver’s license was provided to staff to confirm the signature of the permit holder. In accordance with City policy, the driver’s license is used for identification and is not retained on file. Upon receiving the complaint from the appellant, staff requested the property owner update the owner-builder acknowledgement form. The updated forms and driver’s licenses were received by the Building & Safety Division on February 18, 2026.

3. Whether modifications to the permitted construction occurred without appropriate review or approval.

Agenda Staff Report
6/23/2026
The appeal and addendum assert that construction deviates from approved plans. Under the California Building Code, any deviation from approved plans is addressed through:
• Field inspections
• Correction notices
• Plan revisions (if required)
On February 10, 2025, the building inspector inspected the construction of the stairs at 290 N. Thor Street. The building inspector provided a Notice to Contractor/Builder (NTB) as well as an email updating items found during the inspection that needed to be corrected. Instead of a simple "failed" notice, the NTB and email explicitly state what needs to be fixed or modified to meet requirements. The notice serves as a reference for the next inspection, allowing the inspector, and the contractor, to confirm that issues from previous inspections have been addressed. Re-inspection is required once the items on the list are completed. These are technical enforcement matters under the authority of the Building Division.

4. Whether the construction poses potential safety concerns.

The appellant raises concerns regarding potential safety issues associated with the stair construction. Life-safety compliance is governed by the California Building Code and is verified through the City’s standard processes, which include:
• Plan review
• Field inspections
• Identification and correction of deficiencies prior to final approval During the course of construction, City building inspection staff conducted site inspections of the work associated with Building Permit #25-1123. Based on the inspection(s) performed to date, the Building Inspector did not identify or document conditions that would classify the stair construction as unsafe at the time of inspection.

It is important to note that inspections are conducted at specific stages of construction to verify compliance with applicable code requirements. The absence of identified safety violations during inspection indicates that, at the time of inspection, the work observed was not found to present an immediate life-safety hazard under the standards of the California Building Code.

The existence of an active building permit does not exempt a project from compliance with all applicable safety requirements. Any deficiencies identified through subsequent inspections or review must be corrected prior to final approval. The Building Division retains authority to require corrections,

Agenda Staff Report
6/23/2026
withhold final approval, or take enforcement action if conditions are later determined to be noncompliant or unsafe.

At the April 2, 2026, Planning Commission meeting, the Planning Commission reviewed the building permit application and documents and the application for appeal. The Planning Commission’s role was limited in scope. The Planning Commission was tasked with deciding whether the administrative determination by the Development Services Director and the Interim City Manager, regarding the building permit, was valid.

After staff presentation and testimony from the public, the Planning Commission voted 7-0 to deny the appeal and uphold the administrative decision declaring Building Permit #25- 1123 valid.

After the April 2, 2026, Planning Commission decision, the Stop Work Order was lifted and construction on the stairs resumed. On April 13, 2026, a final inspection was performed, and the building permit signed off by the building inspector, and the complaint closed.

Appeal of Planning Commission Decision
In accordance with TMC 1-4-01(a)…Any action or decision of the Planning Commission may be appealed to the City Council. On April 10, 2026, the appellant filed an appeal of the Planning Commission’s decision with the City Clerk’s office.

The appeal challenges the Planning Commission’s decision upholding the administrative decision regarding Building Permit #25-1123 based on the building permit being issued to an individual other than the property owner.

The action the appellant is requesting of the City Council is to uphold the appeal, subsequently reversing the Planning Commission’s April 2nd decision and revoke Building Permit #25-1123.

3. FISCAL IMPACT / BUDGET AMENDMENT:

The appropriate appeal application fee was paid by the appellant in accordance to our adopted fee schedule.

4. ENVIRONMENTAL DETERMINATION:

The appeal involves the review of an administrative determination regarding a building permit and does not itself authorize new development. Therefore, the action is not a project under the California Environmental Quality Act (CEQA) pursuant to CEQA Guidelines Section 15378.

5. ALTERNATIVES:

1. The City Council may uphold the April 2, 2026, Planning Commission decision and deny the appeal determining that the administrative determination was made in

Agenda Staff Report
6/23/2026
accordance with applicable procedures and within the authority given to the Building Official provided by the California Building Code.

2. The City Council may uphold the appeal, overturning the April 2, 2026, Planning Commission decision determining:
a. The administrative determination was inconsistent with the applicable procedures or regulations; and
b. Substantial evidence demonstrates that the permit was improperly issued or administered; and
c. Overturning the determination is necessary to ensure compliance with applicable laws; and
d. City Council directs staff to rescind Planning Commission Resolution Number 2026-07; and
e. City Council directs staff to initiate the application of a new permit and plan review.

6. ATTACHMENTS:

1. Resolution Upholding Planning Commission Decision - denying appeal

2. Resolution Overturning Planning Commission Decision - upholding appeal

3. 3-9-26 APPEAL APPLICATION OF ADMINISTRATIVE DECISION_Redacted

4. 4-10-26 APPEAL OF PLANNING COMMISSION DECISION_Redacted

5. 7-11-25 Complaint

6. 7-28-25 & 8-12-25 Enforment Letters

7. 9-24-25 Building Permit Application

8. BP# 25-1123, Plans, Approved

9. BP#25-1123 (Issued 12-9-25)

10. 2-18-26 Updated Owner-Builder Acknowledgement

11. City Attorney comment

12. Job Card & NTB

13. 4-13-26 Final Inspection

BEFORE THE CITY COUNCIL OF THE CITY OF TURLOCK

WHEREAS, a complaint was filed on July 11, 2025 with the Building & Safety Division regarding the exterior stairway lighting and the deterioration of the stairs at the apartment complex located at 290 N. Thor Street, Stanislaus County APN 061-024-058; and WHEREAS, on September 5, 2025 a building permit application and plans for the repair/replacement of two sets of stairs for the apartment complex located at 290 N. Thor Street was electronically submitted and received by the Building & Safety Division; and WHEREAS, the building permit application and plans were reviewed and approved on November 26, 2025; and
WHEREAS, the approved building permit was issued on December 9, 2025; and WHEREAS, on February 9, 2026 building department staff, legal staff, and the Development Services Director met with Mr. Sheridan to discuss his complaint that Building Permit #25-1123 was issued fraudulently based on the signature of the property owner on the permit and the owner-building acknowledgement form and should be revoked; and WHEREAS, the Development Services Director, Interim City Manager, and City Attorney affirmed the validity of Building Permit #25-1123; and WHEREAS, an appeal of the City’s administrative decision regarding the validity of Building Permit #25-1123 was received in the City Clerk’s office on March 9, 2026; and WHEREAS, the appellant requested construction on the stairs be suspended until a decision on the appeal had been made; and
WHEREAS, the Interim City Manager agreed to suspend construction on the stairs at the appellant’s request; and
WHEREAS, on March 10, 2026, a Stop Work Order was posted on the property immediately ceasing construction activity until authorization to proceed is issued; and }
}
}
}
}
}
}
}
}
RESOLUTION NO. 2026- IN THE MATTER OF DENYING THE APPEAL OF THE APRIL 2, 2026, PLANNING COMMISSION

DECISION AND UPHOLDING THE PLANNING

COMMISSION DETERMINATION THAT THE

ADMINISTRATIVE DECISION DECLARING
BUILDING PERMIT NO. 25-1123, FOR THE
PROPERTY AT 290 N. THOR STREET,
STANISLAUS COUNTY APN 061-024-058 VALID

AND THAT THE BUILDING PERMIT WAS
PROPERLY ISSUED.

ATTACHMENT 1

Resolution No. 2026-

WHEREAS, after the public hearing held on April 2, 2026, the Planning Commission denied the appeal determining that the administrative determination for Building Permit 25- 1123 was made in accordance with applicable procedures; and WHEREAS, upon the Planning Commission decision denying the appeal, the Stop Work Order was lifted and construction on the stairs resumed; and WHEREAS, a request for inspection was called in on March 12, 2026 and scheduled for March 13, 2026; and
WHEREAS, the building inspector performed and completed the inspection, finaled the building permit and closed out the complaint.

NOW THEREFORE, BE IT RESOLVED, that the City Council of the City of Turlock does hereby determine:

Section 1. This request is not subject to the provisions of the California Environmental Quality Act (CEQA) in accordance with Section 15378(b)(5) [Project] of the CEQA guidelines. This is an organizational or administrative activity involving the appeal of the administrative determination the Building Permit 25-1123 is valid. This action will not result in direct or indirect physical changes in the environment.

Section 2. The City Council of the City of Turlock upholds the April 2, 2026 Planning Commission decision determining that the administrative decision regarding Building Permit 25-1123 was made in accordance with applicable procedures and pursuant to the authority granted to the Building Official under the California Building Code, including Sections 104.1 and 105.1.

PASSED AND ADOPTED at a regular meeting of the City Council of the City of Turlock this 23rd day of June, 2026, by the following vote:

AYES: ( )
NOES: ( )
NOT PARTICIPATING: ( )
ABSENT: ( )
ATTEST:
___________________________
Nichole Fiez, City Clerk,
City of Turlock, County of Stanislaus,
State of California

BEFORE THE CITY COUNCIL OF THE CITY OF TURLOCK

WHEREAS, a complaint was filed on July 11, 2025 with the Building & Safety Division regarding the exterior stairway lighting and the deterioration of the stairs at the apartment complex located at 290 N. Thor Street, Stanislaus County APN 061-024-058; and WHEREAS, on September 5, 2025 a building permit application and plans for the repair/replacement of two sets of stairs for the apartment complex located at 290 N. Thor Street was electronically submitted and received by the Building & Safety Division; and WHEREAS, the building permit application and plans were reviewed and approved on November 26, 2025; and
WHEREAS, the approved building permit was issued on December 9, 2025; and WHEREAS, on February 9, 2026 building department staff, legal staff, and the Development Services Director met with Mr. Sheridan to discuss his complaint that Building Permit #25-1123 was issued fraudulently based on the signature of the property owner on the permit and the owner-building acknowledgement form and should be revoked; and WHEREAS, the Development Services Director, Interim City Manager, and City Attorney affirmed the validity of Building Permit #25-1123; and WHEREAS, an appeal of the City’s administrative decision regarding the validity of Building Permit #25-1123 was received in the City Clerk’s office on March 9, 2026; and WHEREAS, the appellant requested construction on the stairs be suspended until a decision on the appeal had been made; and
WHEREAS, the Interim City Manager agreed to suspend construction on the stairs at the appellant’s request; and
WHEREAS, on March 10, 2026, a Stop Work Order was posted on the property immediately ceasing construction activity until authorization to proceed is issued; and }
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RESOLUTION NO. 2026- IN THE MATTER OF OVERTURNING THE APRIL 2, 2026, PLANNING COMMISSION DECISION AND

DETERMINING THAT THE ADMINISTRATIVE
DECISION REGARDING BUILDING PERMIT NO. 25-
1123, FOR THE PROPERTY AT 290 N. THOR
STREET, STANISLAUS COUNTY APN 061-024-058

WAS INCONSISTENT WITH THE APPLICABLE

PROCEDURES OR REGULATIONS AND WAS
IMPROPERLY ISSUED.

ATTACHMENT 2

Resolution No. 2026-

WHEREAS, after the public hearing held on April 2, 2026, the Planning Commission denied the appeal determining that the administrative determination for Building Permit 25- 1123 was made in accordance with applicable procedures; and WHEREAS, upon the Planning Commission decision denying the appeal, the Stop Work Order was lifted and construction on the stairs resumed; and WHEREAS, a request for inspection was called in on March 12, 2026 and scheduled for March 13, 2026; and
WHEREAS, the building inspector performed and completed the inspection, finaled the building permit and closed out the complaint.

NOW THEREFORE, BE IT RESOLVED, that the City Council of the City of Turlock does hereby determine:

Section 1. This request is not subject to the provisions of the California Environmental Quality Act (CEQA) in accordance with Section 15378(b)(5) [Project] of the CEQA guidelines. This is an organizational or administrative activity involving the appeal of the administrative determination the Building Permit 25-1123 is valid. This action will not result in direct or indirect physical changes in the environment.

Section 2. The City Council of the City of Turlock overturns the April 2, 2026 Planning Commission decision determining that the administrative decision regarding Building Permit 25-1123 was not made in accordance with applicable procedures.

Section 3. The City Council of the City of Turlock directs Planning staff to rescind Planning Commission Resolution 2026-07 and directs the Building and Safety staff to initiate the application of a new permit and plan review.

PASSED AND ADOPTED at a regular meeting of the City Council of the City of Turlock this 23rd day of June, 2026, by the following vote:

AYES: ( )
NOES: ( )
NOT PARTICIPATING: ( )
ABSENT: ( )
ATTEST:
___________________________
Nichole Fiez, City Clerk,
City of Turlock, County of Stanislaus,
State of California

ARMANDO GARCIA PREPARED FOR APARTMENT STAIR REPAIR NORTH PROJECT TEAM BUILDING CODE ANALYSIS VICINITY MAP BUILDING INFORMATION Site Location 290 N. THOR ST., TURLOCK, CA 95380 OZR Drafting + Design [email protected] www.ozrdraftingdesign.com (209)205-7046 SIGNED: 11.24.2025 C-40050
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APPROVED

BUILDING & SAFETY

APPROVED

CITY OF TURLOCK BUILDING DIVISION
All construction shall be in accordance with approved plansand specifications and shall not be changed, modified oraltered without approval from the Buillding Official. Theissuance or granting of a permit or approval of plans andspecifications shall not be construed to be a permit for, or anapproval of, any violation of any of the provisions of the Cityof Turlock Building Code adopted by the City Council or ofany other ordinance of the jurisdiction. No permit presumingto give authority to violate or cancel the provisions of thiscode shall be valid. The issuance of a permit based uponplans, specifications and other data shall not prevent theBuilding Official from thereafter requiring the correction oferrors in said plans, specifications and other data or frompreventing building operations being carried on thereunderwhen in violation of this code or of any other ordinance of thisjurisdiction. 11/26/2025

CITY OF TURLOCK

REVIEWED FOR

CODE COMPLIANCE

APPROVED PLANS MUST BE ON JOB
SITE AT ALL TIMES.

PROPERTY BOUNDRIES MUST BE
CLEARLY MARKED. SURVEY IF
NECESSARY.

BP# 25-1123 290 N Thor St

AREAS OF STAIRS TO BE DEMO'D AND REBUILT GENERAL NOTES Model No. Fasteners Nails SD Screws BEAM/POST Stringer Wide Face Stringer Narrow Face BEAM/POST Stringer Wide Face Stringer Narrow Face LSCZ 8-10dx1½ 8-10dx1½ 1-10dx1½ 8-SD #9x1½ 8-SD #9x1½ 1-SD #9x1½ Installation: · Before fastening, position the stair stringer with the LSCZ on the carrying member to verify where the bend should be located. · Tabs on the LSCZ must be positioned to the inside of the stairs. · The fastener that is installed into the bottom edge of the stringer must go into the second-to-last hole. · A minimum distance of 3 4" measured from the lowest rim-joist fastener to the edge of rim joist is required.

1. Indicates connector is available in stainless steel. Replace Z in model number with SS when ordering. Stainless steel models must be fastened with nails. 2. Refer to current Wood Construction Connectors catalog for additional information. LSCZ LSCZ Typical Installation LSCZ Stair Framing Stair Stringer RIMJOIST RIMJOIST Scale: 1 Site Plan NTS NORTH Scale: 2 Stair Detail NTS Scale: 7 Handrail Detail NTS Scale: 3 Stair Nosing Projection DTL NTS Scale: 4 Landing Detail NTS Scale: 5 Top Landing Detail NTS Scale: 8 Handrail Detail NTS Scale: 9 Handrail Detail NTS Scale: 10 Landing Detail NTS OZR Drafting + Design [email protected] www.ozrdraftingdesign.com (209)205-7046 Scale: 6 Stringer Attachment DTL NTS SIGNED: 11.24.2025 C-40050

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BUILDING & SAFETY

1'-0" 1'-0" 11" MIN" TYP.
3'-0"
MIN.
3'-7" 4'-0"
±3'-10"
1'-0" 4'-0"
±4'-3" 3'-0" 3'-7" MIN. 3'-7"
3'-7" 1'-0" 1'-0" 1'-0" 11" MIN" TYP.
3'-7"
3'-0"
MIN.
1'-0" 3'-0" 3'-7" MIN. 3'-7" 3'-7" 12"+TREAD WIDTH
±8'-2" ±11'-10"
±8'-2" ±11'-10" 8'-3"
4'-7" 3'-3 1/2"
4'-7" 3'-3 1/2" 8'-3" 1'-0" 11"
7" MIN" TYP.

MAX"
TYP. 1'-0"
1'-6" 4" MAX" TYP.
2'-10"
TYP.
2'-10"
TYP.
±5'-8" 1'-0"
1'-6" 11"
7" MIN" TYP.

MAX"
TYP.
2'-10"
TYP. 12"+TREAD WIDTH 4" MAX" TYP. 14"
42" MIN.

GUARDRAIL HEIGHT TYP.
42" MIN.

GUARDRAIL HEIGHT TYP.
42" MIN.

GUARDRAIL HEIGHT TYP. 1'-0" 11"
7" MIN" TYP.

MAX"
TYP. 1'-0"
1'-6" 4" MAX" TYP.
2'-10"
TYP.
2'-10"
TYP.
±5'-8" 1'-0"
1'-6" 11"
7" MIN" TYP.

MAX"
TYP. 2'-10"
TYP. 12"+TREAD WIDTH 4" MAX" TYP. 14"
42" MIN.

GUARDRAIL HEIGHT TYP.
42" MIN.

GUARDRAIL HEIGHT TYP.
42" MIN.

GUARDRAIL HEIGHT TYP.
42" MIN.

GUARDRAIL HEIGHT TYP. Scale: 1 Proposed East Stair Layout 3/8"=1'-0" Scale: 3 East Stair SE Elev. 3/8"=1'-0" Scale: 2 Proposed West Stair Layout 3/8"=1'-0" Scale: 4 East Stair NE Elev. 3/8"=1'-0" Scale: 5 West Stair NE Elev. 3/8"=1'-0" Scale: 6 East Stair NW Elev. 3/8"=1'-0" OZR Drafting + Design [email protected] www.ozrdraftingdesign.com (209)205-7046 SIGNED: 11.24.2025 C-40050

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BUILDING & SAFETY

City Council Staff Report
June 23, 2026
From: Anthony Sims, Economic Development Director
Prepared by: Anthony Sims, Economic Development Director Agendized by: Christopher Fisher, Interim City Manager

1. ACTION RECOMMENDED:

Resolution: Approval of Memorandum of Understanding (MOU) Between the City of Turlock and California State University, Stanislaus for the Virtual Turlock Project

2. NARRATIVE:

The City of Turlock and California State University, Stanislaus (Stanislaus State) have developed a proposed Memorandum of Understanding (MOU) to establish a collaborative partnership for the continued development and maintenance of the “Virtual Turlock” project.

The proposed agreement term would run from July 1, 2026 through June 30, 2029, with the City contributing $5,000 annually to support project sustainability and ongoing student involvement.

The Virtual Turlock project is intended to serve as a digital platform showcasing the City of Turlock through immersive virtual tours, community storytelling, economic development content, tourism promotion, and interactive technology. The project is envisioned as a “digital front door” for the community, designed to highlight Turlock’s businesses, quality of life, downtown, parks, events, educational institutions, and investment opportunities.

Under the proposed partnership, Stanislaus State’s Computer Science Department would provide technical leadership and student project development, while the City of Turlock would assist with content, branding, economic development coordination, and community engagement. The project will also provide Stanislaus State students with hands-on experience in software development, web design, digital media, and collaborative project management through the “Virtual Turlock Fellows” program.

The project scope includes development of a virtual tour web application, integration of interactive tourism and business features, community storytelling opportunities, economic development marketing tools, and optional innovation features such as drone video integration, virtual reality (VR), augmented reality (AR), and interactive dashboards.

The annual City contribution would assist with project sustainability, including student assistant support, hosting services, software and development tools, content management, and ongoing updates to the Virtual Turlock platform. The partnership is intended to create long-term value for the community by supporting tourism promotion, economic development marketing, student workforce development, and digital innovation.

Staff is requesting City Council approval of the Memorandum of Understanding between the City of Turlock and California State University, Stanislaus for the Virtual Turlock project.

Agenda Staff Report
6/23/2026

3. FISCAL IMPACT / BUDGET AMENDMENT:

Appropriate funds have been requested during the Fiscal Year 2026-2027 budget process in GL Account # 110-10-102.43060_000 Contract Services General

4. ENVIRONMENTAL DETERMINATION:

This action is not subject to the provisions of the California Environmental Quality Act (CEQA) in accordance with Section 15378(b)(5) of the CEQA guidelines. This action consists of “organizational or administrative activities of governments that will not result in direct or indirect physical changes in the environment” and therefore is not considered a project.

5. ALTERNATIVES:
• Council may choose not to approve the proposed Memorandum of Understanding (MOU) establishing a collaborative partnership for the continued development and maintenance of the “Virtual Turlock” project.
• Council may choose to approve the Memorandum of Understanding (MOU) with modifications as directed by the City Council.
• Council may choose to continue the item to a future meeting and direct staff to provide additional information.

6. ATTACHMENTS:

1. Resolution Virutal Turlock CSUS and COT 6-23-26

2. Virtual Turlock_agreement_PE_revised

BEFORE THE CITY COUNCIL OF THE CITY OF TURLOCK

WHEREAS, the City of Turlock and California State University, Stanislaus have developed a proposed Memorandum of Understanding (MOU) establishing a collaborative partnership for the continued development and maintenance of the “Virtual Turlock” project; and WHEREAS, the Virtual Turlock project is intended to serve as a digital platform showcasing the City of Turlock through immersive virtual tours, community storytelling, tourism promotion, economic development content, and interactive technology; and WHEREAS, the Virtual Turlock project will provide residents, visitors, prospective businesses, and future students with an innovative digital gateway to explore Turlock's businesses, quality of life amenities, educational institutions, parks, events, and investment opportunities; and WHEREAS, California State University, Stanislaus will provide technical leadership, software development expertise, and student project participation through its Computer Science Department, while the City of Turlock will assist with project content, branding, community engagement, and economic development coordination; and
WHEREAS, the Virtual Turlock project will provide Stanislaus State students with valuable hands-on experience in software development, web design, digital media, project management, and emerging technologies through participation in the "Virtual Turlock Fellows" program; and WHEREAS, the partnership supports workforce development, student career readiness, innovation, tourism promotion, digital engagement, and economic development initiatives benefiting both the City of Turlock and California State University, Stanislaus; and WHEREAS, the project may include development of virtual tours, interactive mapping, business and tourism promotion features, economic development marketing tools, community storytelling content, virtual reality (VR), augmented reality (AR), drone video integration, and other innovative digital experiences; and
WHEREAS, the proposed agreement term shall run from July 1, 2026 through June 30, 2029, with the City of Turlock contributing $5,000 annually to support project sustainability, student involvement, software tools, hosting services, and ongoing platform maintenance; and WHEREAS, the Virtual Turlock project is intended to create long-term value for the community by promoting tourism, economic development, workforce development, community engagement, and digital innovation.
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IN THE MATTER OF APPROVING A RESOLUTION NO. 2026-XXX

MEMORANDUM OF UNDERSTANDING
(MOU) BETWEEN THE CITY OF TURLOCK

AND CALIFORNIA STATE UNIVERSITY,

STANISLAUS FOR THE VIRTUAL
TURLOCK PROJECT.

Resolution No. 2026-XXX

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Turlock does hereby approve the Memorandum of Understanding between California State University, Stanislaus and the City of Turlock for the Virtual Turlock Project effective July 1, 2026.

PASSED AND ADOPTED at a regular meeting of the City Council of the City of Turlock this 23rd day of June, 2026, by the following vote:

AYES: ( )
NOES: ( )
NOT PARTICIPATING: ( )
ABSENT: ( )
ATTEST:
___________________________
Nichole Fiez, City Clerk,
City of Turlock, County of Stanislaus,
State of California

Subaward Agreement between City of Turlock and The Trustees of the California State University, on behalf of California State University, Stanislaus (Stanislaus State) This Subaward Agreement is entered into this day , between the Trustees of the California State University, on behalf of California State University, Stanislaus referred to as “Stanislaus State” and City of Turlock, referred to as “Agency”.

WHEREAS, Stanislaus State Computer Science department shall be responsible for the oversight and implementation of the “Virtual Turlock” project, designed to modernize Turlock’s digital presence and support community growth. (Scope of Work Exhibit A).

THEREFORE, the parties mutually agree as follows:

Article 1: PERIOD OF PERFORMANCE
The period of performance begins July 1, 2026 (‘Beginning Date”) and shall not extend beyond June 30, 2029 (“Ending Date”). Stanislaus State is not obligated to continue working or provide services, and the Agency is not obligated to compensate Stanislaus State for expenses incurred or commitments made before the Beginning Date or after the Ending Date.

Article 2: STATEMENT OF WORK
Stanislaus State agrees to provide the necessary personnel, facilities, equipment, materials, and data to perform the Scope of Work in accordance with its proposal, which is incorporated into this Agreement as Exhibit A.

Article 3: ESTIMATED COST
The total estimated cost budget which is hereby incorporated into this Agreement as Exhibit B is $15,000 and represents the maximum funding for the period of performance unless modified in writing by the parties.

Article 4: DISPURSEMENT OF FUNDS
Agency will disperse funding in the amount of $5,000 to Stanislaus State on an annual basis, as outlined in Exhibit B. Annual funding of $5,000 will be dispersed to Stanislaus State at the start of each project year, for a total of $15,000 for the 3-year project period.

Article 5: NOTICES
All notices required to be given by either party to the other party shall be made in writing. Notices shall be effective upon their receipt. Notice to each party shall be addressed as follows:

California State University, Stanislaus
One University Circle
Turlock, CA 95382
Attn: Financial Services- Grant Accounting
City of Turlock
156 S. Broadway, Suite 230
Turlock, CA 95380
Attn: Anthony Sims – Economic Development
Article 6: INDEMNIFICATION
A. City of Turlock agrees to indemnify, defend, and hold harmless the State of California, Board of Trustees of the California State University, California State University, Stanislaus and their respective officers, agents and employees from any and all claims and losses accruing or resulting to any other person, firm or corporation furnishing or supplying work, service, materials or supplies in connection with the performance of this Contract, and from any and all claims and

losses accruing or resulting to any person, firm or corporation related to, arising out of or resulting from City of Turlock performance of this Contract.

B. California State University, Stanislaus agrees to indemnify, defend, and hold harmless City of Turlock and their respective officers, agents and employees from any and all claims and losses accruing or resulting to any other person, firm or corporation furnishing or supplying work, service, materials or supplies in connection with the performance of this Contract, and from any and all claims and losses accruing or resulting to any person, firm or corporation related to, arising out of or resulting from California State University, Stanislaus performance of this Contract.

Article 7: INSURANCE
Stanislaus State will carry Commercial General Liability in the amount of One Million Dollars ($1,000,000) and General Liability Aggregate in the amount of Two Million Dollars ($2,000,000).

Stanislaus State will carry State Statute Workers’ Compensation coverage. Stanislaus State’s officers, directors, employees, agents and volunteers shall be covered under one or more of these policies as appropriate.

Article 8: AMENDMENTS
Any and all amendments must be made in writing and must be agreed to and executed by the parties before becoming effective.

Article 9: TERMINATION
A. Either party has the right to terminate this agreement for any reason by giving thirty (30) days written notice of intent to terminate. Upon receipt of such notification, Stanislaus State shall cease incurring costs under this Agreement and take action to cancel all outstanding obligations.

B. Stanislaus State will be reimbursed for all expenses incurred in accordance with Exhibit B, and any reasonable non-cancelable obligations, up to the maximum reimbursement amount. Upon payment of such costs, Agency shall be entitled to, and Stanislaus State agrees to deliver, all data, reports, information, and deliverables which Stanislaus State has generated through the date of termination.

C. In the event that Stanislaus State commits any breach of or defaults on any of the terms or conditions of this Agreement, and also fails to remedy such default or breach within ten (10) days of receipt of written notice thereof from Agency, Agency may, at its option and in addition to any other remedies which it may have at law or in equity, terminate the whole or any part of this Agreement, and such termination shall be effective on the date of Stanislaus State’s receipt of such written notice.

Article 10: DISPUTES
Any dispute arising under or resulting from this Agreement that is not resolved within 60 days by mutual agreement shall be brought to the attention of the parties authorized representatives for resolution. If the informal dispute resolution process is unsuccessful, the parties may pursue all remedies not inconsistent with this Agreement.

Article 11: CONFIDENTIALITY
Stanislaus State and Agency shall maintain the privacy of personal information and protected data as confidential information. Confidential information shall not be used, disclosed or released without full compliance with applicable state and federal privacy laws, and this Agreement.

Article 12: COMPLIANCE WITH THE LAW
Stanislaus State shall comply with all applicable federal, California state and local laws, regulations and other requirements.

Article 13: CERTIFICATIONS
By accepting this contract with California State University, Stanislaus, City of Turlock certifies neither it nor its principals or its subcontractors are presently debarred, suspended, proposed for debarment, declared ineligible or voluntarily excluded from participation in this transaction by any Federal department or Agency.

IN WITNESSS WHEREOF, this agreement contains the entire agreement between both parties superseding any prior or concurrent agreements as to the services being provided, and no oral or written terms or conditions which are not contained in this agreement shall be binding. This agreement may not be changed except by mutual agreement of the parties reduced to writing and signed.

City of Turlock California State University, Stanislaus:

Chris Fisher
Acting City Manager
Rose McAuliffe
Vice President for Business and Finance
05/26/2026
Signature Date Signature Date
Anthony Sims
Economic Development Director
Richard Ogle, PhD
Provost and Vice President for Academic Affairs
Signature Date Signature Date
Katie Lucchesi
City Attorney
Signature Date
Richard Ogle
Richard Ogle (May 27, 2026 16:06:28 PDT)
05/27/2026

Exhibit A
Scope of Work

1. Project Summary
Virtual Turlock project is to develop a virtual tour application for the city of Turlock. The Agency and Stanislaus State agree to have on-going partnership, and two partners will keep collaborating to develop the Virtual Turlock application, to update UI (User Interfaces) and contents (videos, images, places), and to maintain the application system involving plugins, domain, and hosting thereafter.

Virtual Turlock is not a single website but a digital front door of the Agency, ending up the Turlock’s gateway to the future. Through the immersive partnership with the city of Turlock and Stanislaus State, two partners will showcase the heart of our community: thriving downtown, vibrant cultural life, Stanislaus State, growing businesses, and the quality of life in the Turlock area. This application will make a foundation and framework that will involve highlighted landmarks, tourism and business websites, branding tools, and economic development engines showing investment, ending up attracting visitors, investors, and residents. Virtual Turlock will be polished, inviting, and always evolving. Each year, new stories will be added, new features will be launched, and new Stanislaus State students will leave their mark. Under the strong collaboration with the Agency and Stanislaus State, Turlock is not only seen but experienced by the world.

The project is designed to do more than highlight landmarks. It will serve as:
• A tourism and branding tool that puts Turlock on the map as a regional destination. • An economic development engine that attracts investment, businesses, and talent. • A living partnership between the City and Stan State, where students gain practical experience while shaping their community’s future.

2. Project Scope
The project scope is to develop a virtual tour web application for the Agency and deliver the application to the Agency, involving big-picture vision, community engagement, economic development tie-in, and long-term sustainability. In addition, the project may include optional innovation features. • Big-Picture Vision
o Opening “Why Virtual Turlock” statement that ties the project to Turlock’s future identity – a city that blends tradition with innovation.
o Turlock’s digital front door for investors, visitors, and residents. • Community Engagement
o Highlighting opportunities for community storytelling. For example, residents can submit photos, local artists contribute audio/music, and students gather oral histories. o Using gamification. For example, digital passport or “badge system” may be given to visitors for completing the full tour.
• Economic Development Tie-in
o Creating a dedicated “Invest in Turlock” virtual hub. o Including case studies of local businesses.
o Including clickable businesses with platform.
o Developing workforce pipelines linked to Stan State programs. o Sharing incentives and city resources for new businesses. • Long-Term Sustainability
o A flagship City-Stanislaus State innovation hub that gets refreshed annually. o Building “Virtual Turlock Fellows” program where each year’s students hand off to the next students – ensuring continuity and fresh content.

• Optional innovation features
o Implementing Virtual Reality (VR) and Augmented Reality (AR) compatibility: For example, virtual reality headset tours. AR pops-up at real-world landmarks. o Including drone video flyovers of parks, downtown, and Westside Industrial Specific Plan (WISP).
o Providing interactive data dashboards (e.g., business growth and hosting statistics). o Including Point of View (POV) Tour of events and parks (e.g., Christmas parade, Turlock Trot, Donnelly Park)

3. Project Roles
This is a collaborative project between the Agency and Stanislaus State, and the project is developed and maintained under on-going relationship between the City and Stanislaus State. Stanislaus State plays a role in technical lead. Agency collaborates as a visionary and content provider and approves branding, messaging, and ensures alignment with economic development and community goals. The detailed roles of two parties are as follows.
• Agency’s role:
o Providing content (photos, videos, narratives, logos, maps, marketing materials). o Supplying branding guidelines and approving design drafts. o Ensuring cross-departmental input (tourism, communications, development services, Parks and Rec).
• Stanislaus State’s role:
o Technical build-out (coding, web platform, interactive features). o Designing and implementing user flow and functionality. o Presenting prototypes and progress reports.
o Ensuring academic quality and timeline adherence.

4. Project Plan and Deliverables (3 years)
The following table shows the project plan for 3 years including project activities and corresponding deliverables. The detailed explanation of each activity is shown below the table.

Year 1 Year 2 Year 3
Project Activities Fall Spring Fall Spring Fall Spring Deliverables • Design specification
• Program code
• Development manuals
• Database (data dictionary)
• System architecture configuration
X X X
Application development
(responsive UI interface,
dynamic loading,
authentication, authorization,
managing dashboard)
• Testing cases and results (time,
performance, overhead) Testing (integrated) X X X X
• Image and video files
• Video and site tours Contents addition X X X X
• Migration plan and tasks
documents
• Pilot operation results
• Survey documents
Migration and pilot operation X X
Update and debug system X X X • Update and bug fixes documents • User and operation manual
• Measured success metrics results X Official launch & production operation

• Progress presentations
• Final report (end of year 3) Reports (presentation) X X X X X X • Application Development
This activity includes design and implementation of the system including responsive UI, dynamic loading functionalities (e.g., data are loaded from databases instead of using static information in code), authentication, authorization, and managing dashboard to add/edit/delete management data (e.g., the location information of site tour hotspot links on videos). This activity also includes planning and deploying webhosting, domain, and scalable storage along with unit testing. The measurable outcomes are design specifications, program code, development manuals, database data dictionaries, and system architecture configuration.
• Testing (integrated)
The testing involves unit, integrated, and user experience testing and checks user acceptance, performance (e.g., response time) and overhead (storage usage). The testing cases are planned, discussed and shared with the agency city before the testing. The measurable outcomes are testing cases and results (user acceptance, response time, performance, and overhead). • Contents addition
In this activity, videos for video tours (e.g., main street) and 360-degree images for site tours (e.g., city hall) are collected and edited. Site tours (e.g., buildings or stores) are created and integrated into corresponding videos (e.g., streets). The links to videos are added to the main page, and annotated text information (for link and information hotspots on videos and site tours) is created. The videos are uploaded to YouTube accounts, and 360-degree images and site tours are uploaded to webhosting accounts. The Agency and Stanislaus State discuss and decide the location of videos and images and the content acquisition plan, coworking on the content acquisition. The measurable outcomes are video and image files, and video and site tours with annotations. • Migration and pilot operation
This activity involves the migration of the Virtual Turlock application from the development system to the production system, which includes all code, data, and configurations. After migration, the city and Stanislaus State perform the pilot operation with a selected user group before full launch. This can identify technical, operational, and user-experience issues, mitigating issues before full launch.

The measurable outcomes are migration plan and tasks documents, pilot operation results, and survey documents that are collected from the selected user group. • Update and debug system
Throughout pilot and production operation after migration, the application system may be updated, and bugs are fixed based on testing results (user acceptance, time, performance, and overhead) and user satisfaction. The measurable outcomes are update and bug fixes documents. • Official launch & production operation
Based on consensus of readiness to official launch after pilot operation, the city and Stanislaus State launch the Virtual Turlock application officially to the public and begin production operation. The following events may be offered for marketing purposes but are not limited to:
o Ribbon-cutting press event (with live demo).
o Joint City-Stan State social campaign with teaser clips. o Tie into local/regional tourism campaigns.

Success can be measured with the following metrics but are not limited to:
o Website traffic and dwell time.

o Business recruitment tied to the tour.
o Number of students involved each semester.
o Media coverage secured.

Exhibit B
Budget
Title: Virtual Turlock project
PI: Dr. Daehee Kim
Project dates: 7/1/2026-6/30/2029

1. Budget Justification
Virtual Turlock project is a flagship City-Stanislaus State innovation lab that gets refreshed annually in multi years. “Virtual Turlock Fellowship” (shown as “Student Assistant” under “Personnel” section) is given to two students each year who will be working on “Virtual Turlock” project under the “Virtual Turlock Fellows” program. The students are recruited one semester early before the fellowship program year so that the new students can learn on-going development skills and techniques from the previous year’s students during the overlapping semester, enabling them to continue developing and maintaining the project system. Recruiting talented students under the fellowship program is of great importance to keep developing and updating the application for the success of the Virtual Turlock project. In addition, the fellowship enables students to significantly improve their development technical skills and soft skills including communication, teamwork, and leadership by continuously collaborating with employees in the Agency.

The item under “Other” section includes purchase or operation of webhosting accounts, domains, cloud storage, developing devices including cameras and others.

Year 1 Year 2 Year 3 Total
Personnel
Salaries
Student Assistant A - 60 hours of effort per year $ 1,080 $ 1,080 $ 1,080 $ 3,240 Student Assistant B - 60 hours of effort per year $ 1,080 $ 1,080 $ 1,080 $ 3,240 Total Salaries $ 2,160 $ 2,160 $ 2,160 $ 6,480
Fringe Benefits
Fringe benefits @ 4.45% for Student Assistant A $ 48 $ 48 $ 48 $ 144 Fringe benefits @ 4.45% for Student Assistant B $ 48 $ 48 $ 48 $ 144 Total Fringe Benefits $ 96 $ 96 $ 96 $ 288
Other
Website hosting/domain/developing devices $ 2,289 $ 2,289 $ 2,289 $ 6,867 Total Other $ 2,289 $ 2,289 $ 2,289 $ 6,867
Total Direct Costs $ 4,545 $ 4,545 $ 4,545 $ 13,635
Indirect Costs
10% Total Direct Costs $ 455 $ 455 $ 455 $ 1,365
TOTAL $ 5,000 $ 5,000 $ 5,000 $ 15,000

City Council Staff Report
June 23, 2026
From: Jessie Dhami, Human Relations Director
Prepared by: Jessie Dhami, Human Relations Director
Agendized by: Christopher Fisher, Interim City Manager

1. ACTION RECOMMENDED:

Resolution: Appointing John J. Murphy to the Position of City Manager for the City of Turlock and Approving the Related Employment Agreement (Human Relations)

2. NARRATIVE:

The City of Turlock engaged in a competitive recruitment process related to the vacant City Manager position. During the recruitment process, John J. Murphy distinguished himself as the leading candidate.

Mr. Murphy has over two decades of experience in city and county administration roles, including serving as a city manager. Most recently, Mr. Murphy served as the township manager of a New Jersey township. He is looking forward to returning to California and becoming the next Turlock City Manager.

The City Council and Mr. Murphy have negotiated the terms of an Employment Agreement.

The Employment Agreement provides for a start date of June 30, 2026, or an earlier date if Mr. Murphy’s schedule allows. Mr. Murphy will be placed at Step 5 of the City Manager salary schedule. Because he is relocating from out-of-state, the Agreement provides him with up to $10,000 reimbursement for relocation costs. Other terms and conditions of employment are detailed in the Employment Agreement. The agreement has been reviewed and approved as to form by the City’s outside employment counsel, Kevin R. Dale of Atkinson, Andelson, Loya, Ruud & Romo.

3. FISCAL IMPACT / BUDGET AMENDMENT:

Per the terms of the employment agreement, Mr. Murphy will be placed at Step 5 of the City Manager salary schedule (Range 45.7), which equates to $22,425 per month FY 25-26. The City Manager’s salary is expensed to Fund 110 (General Fund), G/L account number 110- 10-108.41001, “Full Time Salaries.” The total fiscal impact, inclusive of salary and all benefits, in fiscal year 2026-2027 is $351,726

4. ENVIRONMENTAL DETERMINATION:

This action is not subject to the provisions of the California Environmental Quality Act (CEQA) in accordance with Section 15378(b)(5) of the CEQA guidelines. This action consists of “organizational or administrative activities of governments that will not result in direct or indirect physical changes in the environment” and therefore is not considered a project within the meaning of CEQA.

5. ALTERNATIVES:

Agenda Staff Report
6/23/2026

1. The City Council could direct staff to renegotiate one or more terms of the agreement with Mr. Murphy and return with a revised agreement for Council consideration at a future meeting. This alternative is not recommended as the agreement presented represents City Council direction previously provided in closed session.

2. The City Council could reject the appointment of Mr. Murphy and direct staff to continue the recruitment process to identify additional candidates for the position. This alternative is not recommended as Mr. Murphy was determined to be the strongest candidate through the competitive recruitment process.

3. Provide staff with alternative direction.

6. ATTACHMENTS:

1. Draft Resolution - City Manager

2. Employment Agreement - City Manager

BEFORE THE CITY COUNCIL OF THE CITY OF TURLOCK
RESOLUTION NO. 2026-

WHEREAS, the City of Turlock has engaged in a competitive recruitment process related to the vacant City Manager position; and
WHEREAS, following the recruitment process, applicant John J. Murphy distinguished himself as the leading candidate; and
WHEREAS, Mr. Murphy has over two decades of experience in city and county administration roles including serving as a city manager; and WHEREAS, Mr. Murphy has agreed to perform the duties of City Manager pursuant to the Turlock Municipal Code, the City Manager job description, City policy and applicable law, and subject to direction by the City Council; and WHEREAS, the City has negotiated and prepared an Employment Agreement between the City and Mr. Murphy which sets forth the terms and conditions of employment; and
WHEREAS, this action is not a project under CEQA Guidelines Section 15378(b)(5) because the action consists of “organizational or administrative activities of governments that will not result in direct or indirect physical changes in the environment” and therefore is not considered a project within the meaning of CEQA.

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

1. The City Council hereby finds that the above recitations are true and correct and, accordingly, are incorporated as a material part of this Resolution.

2. John J. Murphy is hereby appointed to the position of City Manager for the City of Turlock, effective June 30, 2026, or earlier in accordance with the Employment Agreement.

3. The Employment Agreement between the City of Turlock and John J. Murphy attached hereto is hereby approved.

PASSED AND ADOPTED at a regular meeting of the City Council of the City of Turlock this 23rd day of June, 2026, by the following vote:
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IN THE MATTER OF APPOINTING JOHN J.

MURPHY TO THE POSITION OF CITY

MANAGER FOR THE CITY OF TURLOCK

AND APPROVING THE RELATED

EMPLOYMENT AGREEMENT

Resolution No. 2026-

AYES:

NOES:

NOT PARTICIPATING:

ABSENT: ATTEST:
__________________________
Nichole Fiez, City Clerk,
City of Turlock, County of Stanislaus,
State of California

CITY MANAGER

EMPLOYMENT AGREEMENT BETWEEN
THE CITY OF TURLOCK AND JOHN J. MURPHY
This Employment Agreement (“Agreement”) is hereby entered into by and between the City of Turlock (“City”) and John J. Murphy (“Mr. Murphy” or “Employee”).

WHEREAS, the City of Turlock desires to employ Mr. Murphy as the City Manager; and, WHEREAS, this Employment Agreement sets forth the terms and conditions of employment.

NOW, THEREFORE, the parties hereby agree as follows:

1. Effective Date. City hereby employs Mr. Murphy as the City Manager effective on June 30, 2026. Employee is authorized to commence employment on an earlier date if his schedule permits.

2. Acceptance. Mr. Murphy accepts such employment pursuant to the terms set forth herein.

Mr. Murphy agrees to perform the duties and discharge the responsibilities of City Manager as set forth in the Turlock Municipal Code, the City Manager job description, City policy and applicable law, and subject to direction by the City Council. Employee shall devote their full attention to service as City Manager and shall not be employed or work in any other capacity, unless approved in writing by the City Council.

To the extent Employee seeks approval to engage in activities such as membership on nonprofit boards, community service organizations, or managing personal and real property investments outside of the City’s jurisdiction, it is contemplated that such activities will occur outside of normal working hours. In addition to seeking City Council approval, Employee shall ensure that any such activities do not create nor tend to create a disqualifying conflict of interest as defined by the California Political Reform Act of 1974, as amended, nor shall such services impair Employee’s ability to fully perform their duties for City hereunder.

3. Term. The initial term of this Agreement shall be for a period of five (5) years commencing on the Effective Date. If the parties desire to consider an extension of this Agreement, they agree to begin discussions of such an extension at least ten (10) months prior to the expiration of the initial term. An extension is not mandatory and any failure of either party to discuss or agree to any extension shall not constitute a breach of this Agreement.

4. At-Will. The City Manager position is at-will and serves at the will and pleasure of the City Council. Either party may terminate the employment relationship as set forth in Section 11, below.

5. Compensation. The City Manager position is exempt pursuant to the FLSA. Employee shall be placed on Step 5 of the City Manager salary schedule (Range 45.7), which currently equates to a base salary of Twenty-Two Thousand, Four Hundred and Twenty

Five Dollars ($22,425) per month. The City Manager salary schedule shall receive any future base salary increases that are provided to the Turlock Management Employees group. Step advancement on the salary schedule shall be at the sole discretion of the City Council, and in relation to the annual evaluation process set forth below.

6. Relocation Expenses. Employee shall receive up to $10,000 for reimbursement of relocation costs, including for up to thirty (30) days of hotel lodging. Employee shall submit related receipts in relation to receiving relocation expense reimbursement.

7. Work Schedule. Employee serves in an exempt position and does not accrue overtime or compensatory time off, but is expected to engage in those hours of work which are necessary to fill the obligations of the position. Employee shall generally follow a 9/80 work schedule as set forth in the City’s Regulations for Alternate Work Schedules (Resolution No. 2022-027), with every other Friday off. It is recognized that Employee must devote a great deal of time outside of “normal office hours” to the business of the City. As such, Employee may reasonably “flex” their hours at times they determine it is necessary and appropriate for the work to be performed.

8. Evaluation. City Council shall conduct an initial review and evaluation of Employee’s performance as City Manager following Employee’s initial six (6) months of employment.

A formal “360-degree” multi-rater assessment shall be conducted following Employee’s initial twelve (12) months of employment. City Council intends to use a process similar to that referenced in the “360-Degree Assessments” section of the ICMA Manager Evaluations Guide (June 2025). Thereafter, City Council shall review and evaluate Employee on at least an annual basis, and may choose to use the “360-Degree” assessment process as it deems appropriate.

9. Benefits. Employee shall receive benefits as follows:
a. Health and Welfare Benefits. Employee shall be eligible to participate in the City’s health and welfare benefits plan, and shall be subject to the same employee contribution amounts as applicable to the Turlock Management Employees group. b. Leave Entitlements. Employee shall receive the same management leave, vacation, sick leave, bereavement leave, and holidays as applicable to the Turlock Management Employees group, with the exceptions set forth below. In accordance with Resolution No. 2022-071, Employee shall be provided with pre-accrual of vacation and sick leave hours as follows:
i. Vacation: 80 hours;
ii. Sick leave: 40 hours.

Further, Employee shall accrue 14 hours of vacation per month. c. Deferred Compensation. Employee shall be eligible to participate in the City’s 401(a) deferred compensation program under the same terms provided to the Turlock Management Employees group. The 8% employee contribution and 3.5%

employer contribution match amounts shall be applicable to the City Manager position.

Further, the City shall, on a one-time basis, contribute $32,500 to the Citysponsored 457 plan on Employee’s behalf for the 2026 calendar year. This amount equates to the maximum contribution allowable for 2026, including the age 50+ “catch up” amount. This contribution shall be governed by the terms and conditions of the 457 plan as they now exist, or as they may be changed in the future. This contribution shall be divided and made on a monthly basis for the remaining months during the 2026 calendar year. Thereafter, any future contributions to the 457 plan shall be at Employee’s own expense.
d. Retiree Health Savings Vantage Care Plan. Employee shall be eligible to participate in the City’s Retiree Health Savings Vantage Care Plan under the same terms provided to the Turlock Management Employees group. e. Life Insurance. Employee shall receive the same life insurance benefits as provided to the Turlock Management Employees group.
f. Long-Term Disability. Employee is eligible for long-term disability benefits as applicable to the Turlock Management Employees group.
g. Professional Development. Employee shall be eligible for up to seven hundred dollars ($700) per fiscal year for purposes of professional development. The terms of professional development funds shall be administered in the same manner as applied to the Turlock Management Employees group. In addition to the professional development funds referenced above, City agrees to pay for Employee’s membership in the International City/County Management Association (“ICMA”). Further, City also agrees to pay for Employee’s attendance at the annual ICMA conference in accordance with its travel and expense reimbursement policies. To the extent Employee desires additional funds for participation in other national, regional, state, or local associations and organizations, or for participation in local service organizations, such costs must be approved in advance by the City Council.
h. CalPERS Participation. Employee shall be enrolled in the CalPERS retirement system pursuant to applicable CalPERS rules and procedures, including the applicable employee contribution rate. The parties understand and agree that determination regarding CalPERS retirement plan applicability is in the sole discretion of CalPERS and pursuant to applicable statutes. i. Vehicle allowance. Employee shall receive a vehicle allowance of $400 per month.

10. Cell Phone. City agrees to provide Employee with a cell phone stipend during the term of this Agreement under the same terms provided to the Turlock Management Employees group.

11. Termination. This Agreement may be terminated as follows:
a. Termination by Mutual Consent. – This Agreement may be changed, modified, or terminated by mutual written agreement of the City and Employee upon thirty (30) calendar days’ written prior notice.
b. Termination by Employee. – Notwithstanding any other provisions of this Agreement, Employee shall have the option to terminate this Agreement by providing the City with a written notice of resignation. This notice shall be provided no less than thirty (30) calendar days prior to said resignation date. The Employee and City may mutually agree to a resignation notice of less than thirty (30) calendar days.
c. Termination For Cause. – This Agreement and the services of Employee may be terminated for cause. For purposes of defining “for cause” in this Agreement, Section 7.1.5 “Causes for Discipline” of the City’s Personnel System Rules and Regulations shall apply. In accordance with Section 2-4-216 of the Turlock Municipal Code, Employee shall not be removed from office during or within the period of thirty (30) days next succeeding any municipal election held in the City at which election a member of the Council is elected. During the period of thirtyone (31) days to sixty (60) days following any election that results in a change in the membership of the City Council, Employee shall not be removed from office except upon a vote of at least four (4) members of the City Council. In the event Employee is terminated for breach of any of the disciplinary grounds set forth in the City’s Personnel Rules and Regulations or other applicable City policies, they shall be furnished with a written notice stating the City Council’s intention to terminate them and the reasons thereof at least thirty (30) days before the effective date of termination. Employee may request a hearing before the City Council within seven (7) days after delivery of the written notice. The purpose of any hearing shall be to allow Employee an opportunity to present to the City Council their grounds of opposition to their termination prior to the action of the City Council. In accordance with Government Code section 54957(b)(2), Employee shall be notified of the date and time of any such hearing, and may request to have the hearing held in an open session meeting.

Employee shall have the right, at their own expense, to have a representative of their choice during any appeal to the City Council. The appeal to the City Council shall be Employee’s exclusive right to any appeal or hearing otherwise required by law, rule, Municipal Code, or policy, and the decision of the City Council shall be final and binding and shall not depend on any particular showing or degree of proof at the hearing.
d. Termination Without Cause. – This Agreement and the services of Employee may be terminated without cause by the City Council at any time, and in relation to the consideration set forth in this paragraph. In accordance with Section 2-4-216 of the Turlock Municipal Code, Employee shall not be removed from office during or within the period of thirty (30) days next succeeding any municipal election held

in the City at which election a member of the Council is elected. During the period of thirty-one (31) days to sixty (60) days following any election that results in a change in the membership of the City Council, Employee shall not be removed from office except upon a vote of at least four (4) members of the City Council. In the event that Employee is terminated without cause, they shall receive a Notice of Termination Without Cause and a lump sum payment equivalent to three (3) months of their then annual salary. Employee shall also be eligible to continue participating in the City’s health benefit plan, and subject to remitting of the monthly employee contribution, for a period up to three (3) months. Following completion of one (1) year of employment with the City, the three (3) month lump sum payment and continuing benefits referenced above shall both be increased to six (6) months. The lump sum payment and health benefit participation referenced herein shall be subject to Employee entering into a comprehensive waiver and release of all claims against the City, at the time of termination.

Notwithstanding any other provision of this Agreement, and as mandated by Government Code section 53243 et seq., in the event Employee is convicted of a crime constituting “abuse of office,” they shall reimburse the City for salary and monies to the fullest extent mandated by law (e.g., paid leave, criminal defense expenses, cash settlement, etc.). In the event of such conviction, the City shall make no payments barred by Government Code section 53243 et seq.

12. Indemnification. In accordance with and subject to the provisions of California’s Government Claims Act (Government Code § 825 et seq.), and any other applicable law, City shall defend, indemnify, and hold harmless Employee in any civil action against and for all losses sustained by Employee in direct consequence of the discharge of their duties on the City’s behalf for the period of their employment. City shall defend, indemnify, and hold harmless Employee against any tort, professional liability claim or demand, or other civil legal action, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance of their duties as City Manager. City may compromise and settle any such claim or suit and pay the amount of any settlement or judgment rendered thereon. Whenever Employee shall be sued for damages arising out of the performance of their duties, the City may provide defense counsel for Employee in such suit and indemnify them from any judgment rendered against them; provided that such indemnity shall not extend to any judgment for damages arising out of any willful wrongdoing of Employee.

Said duty to indemnify shall survive termination of employment and expiration of this Agreement to protect Employee for any such acts undertaken or committed in their capacity as City Manager, regardless of whether the notice of filing of a lawsuit occurs during or following their employment with the City.

13. General Provisions.
a. Severability. The terms of this Agreement are contractual and not a mere recital.

Should any provision or part of any provision or application thereof be held invalid, the invalidity shall not affect any other provisions or applications of the Agreement which can be given effect without the invalid provision or application, and to this end, the provisions of this Agreement are declared to be severable.