Agenda packet — Victorville City Council, February 6, 2024 (part 2 of 2)

Item Description Quantity Net Price UM Total
N13458000 GATEWAY R900 CELLULAR V4 40 10367.000 EA 414680.00 N13070100 OUTDR UPS SYSTEM ASSY 40 2862.000 EA 114480.00 N13146100 R900 GATEWAY RF ANTENNA 40 435.000 EA 17400.00 Net Total: $546560.00
Tax: $47824.00
Freight: $0.00
Total: $594384.00
Quoted prices are based upon receipt of the total quantity for immediate shipment (48 hours). SHIPMENTS BEYOND 48 HOURS SHALL BE AT THE PRICE IN EFFECT AT TIME OF SHIPMENT UNLESS NOTED OTHERWISE. QUOTES FOR PRODUCTS SHIPPED FOR RESALE CONTRACTOR CUSTOMERS: IF YOU HAVE DBE/MBE/WBE//VBE/SDVBE/SBE GOOD FAITH EFFORTS DIVERSITY GOALS/ REQUIREMENTS ON A

FEDERAL, STATE, LOCAL GOVERNMENT, PRIVATE SECTOR PROJECT, PLEASE CONTACT YOUR BRANCH SALES REPRESENATIVE IMMEDIATELY PRIOR TO RECEIVING A QUOTE/ORDER.

ARE NOT FIRM UNLESS NOTED OTHERWISE.
https://www.ferguson.com/content/website-info/terms-of-sale LEAD LAW WARNING: It is illegal to install products that are not "lead free" in accordance with US Federal or other applicable law in potable water systems anticipated for human consumption. Products with *NP in the description are NOT lead free and can only be installed in non-potable applications. Buyer is solely responsible for product selection.

WATER FLOW RATE NOTICE: Lavatory Faucets with flow rates over 0.5 GPM are not allowed for 'public use' in California.

Seller not responsible for delays, lack of product or increase of pricing due to causes beyond our control, and/or based upon Local, State and Federal laws governing type of products that can be sold or put into commerce. This Quote is offered contingent upon the Buyer's acceptance of Seller's terms and conditions, which are incorporated by reference and found either following this document, or on the web at
Govt Buyers: All items are open market unless noted otherwise.

Attachment C

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INTENTIONALLY
Item Number: 13
City Council / Board of Directors
Written Communications
Meeting of: February 6, 2024
Submitted By:

Keith C. Metzler, City Manager

Subject:

Fentanyl Awareness Program
Recommendation:

That your Honorable City Council approve the attached Memorandum of Understanding between the City of Victorville and Institute for Public Strategies to provide substance misuse prevention services and activities to the residents of Victorville and surrounding communities.

Fiscal Impact:

The fiscal impact is not determined at this time, however, is not expected to be significant as the costs will be incidental to our budget for community outreach. To the extent costs associated with this MOU increase to a level that is greater than incidental, staff will bring back the item for further deliberation by Council.

Strategic Plan Goal:

Strategic Plan Goal F - Communication and Outreach. Developing and implementing a Fentanyl Awareness and Education Program will build connections with community partners, residents, and employees. Additionally, the program will provide services and activities to educate the public on the serious dangers of Fentanyl, bring awareness to the prevalence in our community and most importantly, equip people with lifesaving resources to promote a safe and healthy community.

Background:

At the June 20, 2023, regular City Council meeting, a request was made by Council Member Harriman to develop a Fentanyl Awareness and Education program which provides significant data regarding the fentanyl crisis. Staff was directed to provide information as to why there is a need for a Fentanyl Awareness and Education program and any legal issues that may arise if we launch said program. 3 4
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Following this request, staff began discussing options for a Fentanyl Awareness and Education program. Staff made contact with several organizations to determine what was being done by others to potentially avoid duplication of efforts. Staff was subsequently contacted by Ms. Carolina Gabaldon, Program Manager, with the Institute for Public Strategies (IPS). Following several meetings with staff, Ms. Gabaldon was invited to present information about the local Fentanyl crisis along with information about the program and resources that are already being offered by IPS in Victorville as well as surrounding cities and towns. At the November 7, 2023, regular City Council meeting, Ms.

Gabaldon presented significant data regarding the Fentanyl crisis and information as to why there is a need for a Fentanyl Awareness and Education program. Following the presentation, a motion was made by Council Member Harriman for city staff to collaborate with IPS in order to come up with a reasonable plan and program offer to bring back to the Council to review and approve. Since that time, staff has been working with Ms.

Gabaldon to develop a reasonable plan and program for Fentanyl Awareness and Education.

Discussion:

Attached for consideration is a Memorandum of Understanding (MOU) between the Institute for Public Strategies (IPS) and the City of Victorville which outlines a clear and reasonable plan and program for the purpose of providing substance misuse prevention services and activities to the residents of Victorville and surrounding communities. The program will provide services and activities to educate the public on the serious dangers of Fentanyl, bring awareness to the prevalence in our community and most importantly, equip people with lifesaving resources to promote a safe and healthy community to reduce opioid overdose harms. The MOU reflects the intent of both parties, IPS and the City of Victorville, to coordinate efforts to ensure the community is provided with expert substance misuse prevention services.

Under this MOU, the City of Victorville agrees to the following:
•Provide a mutually agreed upon location for educational presentations, Naloxone training, and Naloxone distribution at a mutually agreed upon time. •Provide a mutually agreed upon location for hosting a community/media event at a mutually agreed upon time, including security, trash receptacles, lighting (stage delivery, setup, and dismantling), and restroom facilities. •Support the work that the Institute for Public Strategies is doing in the community to prevent substance abuse disorders, reduce substance misuse issues, and raise awareness of the dangers of Fentanyl use.

Under this MOU, Institute of Public Strategies agrees to the following:
•Provide Fentanyl Education and Awareness Trainings that include Naloxone distribution.
•Disseminate information and resources to Victorville residents and residents of surrounding communities to prevent substance misuse.
•Provide Technical Assistance to qualified entities in applying for a standing order of Naloxone.
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•Provide evidence-based strategies and resources to assist in the development of a Fentanyl resource webpage for the City of Victorville. •Collaborate with community organizations and appropriate agencies to host Fentanyl Awareness community events.
•Collaborate with the Victorville Wellness Center to provide substance misuse prevention services.
•Coordinate one (1) community/media event with the City of Victorville on the topic of Fentanyl Awareness, Education, and Prevention.
•Table events hosted by the City of Victorville to disseminate substance misuse prevention materials.
•Create a media advisory to be published by news outlets and radio stations.

IPS is a nonprofit public health organization specializing in implementing prevention programs that reduce health disparities and advance equity. IPS works alongside residents and stakeholders to protect health and safety and prevent community trauma.

IPS receives funding for their programs from several local, state, and national government agencies such as St. Mary Medical Center, St. Joseph’s Foundation, California Office of Traffic Safety (OTS), San Bernardino County, and the Department of Justice (DOJ). IPS offers Naloxone (Narcan) training in the community and assists local community organizations and other entities with creating a standing order with the California Department of Public Health (CDPH).

Staff recommends that your Honorable City Council approves the attached MOU between the City of Victorville and the Institute for Public Strategies to provide substance misuse prevention services and activities to the residents of Victorville and surrounding communities.

Staff remains available for questions or comments.

Attachments: A. Memorandum of Understanding between Institute for Public Strategies and the City of Victorville

ATTACHMENT A
Memorandum of Understanding between Institute
for Public Strategies and the City of Victorville
Memorandum of
Understanding
Between
Institute for Public Strategies
AND
The City of Victorville
This Mem
orandum of Understanding (MOU) is hereby entered into for the purpose of providing substance misuse prevention services and activities to the residents of Victorville and surrounding communities.

The Institute for Public Strategies (IPS) will lead this project. The purpose of the program is to provide services and activities to educate the public on the serious dangers of Fentanyl, bring awareness to the prevalence in our community and most importantly, equip people with lifesaving resources to promote a safe and healthy community to reduce opioid overdose harms. Cross-collaboration between IPS programs, community-based organizations, and other agencies focused on Substance Use Disorder prevention to provided a well-rounded community experience.

The collaboration will be coordinated and overseen by Carolina Gabaldon, ([email protected]), Program Manager with IPS. This agreement reflects the intent of both parties to coordinate efforts to ensure the community is provided with expert substance misuse prevention services.

RESPONSIBILITIES AND EXPECTATIONS
IPS will be responsible for the following:

Provide Fentanyl Education and Awareness Trainings that include Naloxone distribution  Disseminate information and resources to Victorville residents and residents of surrounding communities to prevent substance misuse
 Provide Technical Assistance to qualified entities in applying for a standing order of Naloxone  Provide evidence-based strategies and resources to assist in the development of a Fentanyl resource webpage for the City of Victorville
 Collaborate with community organizations and appropriate agencies to host Fentanyl Awareness community events
 Collaborate with the Victorville Wellness Center to provide substance misuse prevention services  Coordinate 1 media event with the City of Victorville on the topic of Fentanyl Awareness, Education, and Prevention
 Table events hosted by the City of Victorville to disseminate substance misuse prevention materials
 Create a media advisory to be published by news outlets and radio stations

Under this Agreement, the City of Victorville agrees to:
• Provide a mutually agreed upon location for educational presentations, Naloxone training, and Naloxone distribution at a mutually
agreed upon time.
• Provide a mutually agreed upon location for hosting a community/media event at a mutually agreed upon time, including security, trash rec
eptacles, lighting (stage delivery, setup and
dismantling), and restroom facilities.
• Support work that Institute for Public Strategies
is doing in the community to prevent substance
use disorders, reduce substance misuse issues, and raise awareness of the dangers of Fentanyl use.

INDEMNIFICATION
To the fullest extent permitted by law, IPS shall immediately defend, indemnify, and hold harmless the City, its officers, employees, representatives, and agents (the “City Indemnitees”), from and against those actions, suits, proceedings, claims, demands, losses, costs, and expenses, including legal costs and reasonable attorneys’ fees, for any personal injuries, deaths, or property damage, including property owned by the City (collectively “Claims”) which may arise out of IPS’s negligence or willful misconduct in the performance of the services descr ibed in this agreement, unless such Claims are proven to be caused by the negligence or willful misconduct of the City Indemnitees.

INSURANCE
IPS and the City of Victorville warrant that through their respective programs of self-insurance and/or insurance, they have adequate coverage or resources to protect against liabilities arising out of the performance of the term, conditions or obligations of this agreement. At no time shall the employees of one party be considered the employees of the other.

TIME PERIOD
This Memorandum of Understanding will be in effect on the date it is signed by all parties and will be renewed or terminated 12 months after the effective date.

TERMINATION
This Agreement may be terminated in whole or in part at any time by either party without cause. If terminated, written notice of termination shall be given in writing to the other organization.

INSTITUTE FOR PUBLIC STRATEGIES CITY OF VICTORVILLE
Si
gnature: Signature:

Name: Name:

Title: Title:

Date: Date:

Brenda Simmons
CEO
1/19/2023
Item Number: 14
City Council / Board of Directors
Written Communications
Meeting of: February 6, 2024
Submitted By:

Jennifer Thompson, City Clerk

Subject:

Tiny Home Village - Letter of Acknowledgement
Recommendation:

Any action is at the discretion of Your Honorable City Council.

Fiscal Impact:

There is no fiscal impact associated with this item.

Background:

At the City Council meeting of January 16, 2024, it was moved by Mayor Becerra and approved by a majority vote to agendize an item for discussion and possible action regarding a letter of acknowledgement for the Tiny Home Village Project.

Discussion:

This item is being presented to Council so that Council can further discuss and determine whether to provide a letter of acknowledgement for the Tiny Home Village Project.

Staff remains available for any questions or comments you might have.

Attachments: A. Request from Family Assistance Program

ATTACHMENT A

Family Assistance Program is looking to apply for $1,500,000 to San Bernardino County Housing Development Fund. This funding will be used for the Tiny Home Village for TransiHon age youth and youth drop in center expansion. As part of the applicaHon, the county of San Bernardino requires that all applicants who are within independent city limits, receive a leKer of acknowledgement for the project that is being proposed and considered for funding by San Bernardino County Housing Development Fund. The project proposed is the Tiny Home Village and Youth Drop-In Center Expansion that received a CondiHonal Use Permit from the City’s Planning Commission on May 11, 2022. Reference Plan21-000327; ResoluHon No. P-22-006 & P-22-007. The project received $1 million from San Manuel Band of Mission Indians for the construcHon of the Hny home village. Private funding from private donors, Southwest Gas FoundaHon and Ontario Reign have also been secured for this project. To address the addiHonal construcHon condiHons Hed to this capital improvement project, Family Assistance Program along with San Bernardino County applied for the Youth Set Aside, Homekey Round 3 funding, with the ﬁnal decision sHll pending. To ensure that the all construcHon needs are met, Family Assistance Program seeks to apply for $1,500,000 of gap funding from San Bernardino County Housing Development Fund. If awarded this will help distribute resources from the county’s Homeless Strategic AcHon Plan to the High Desert region, with, speciﬁcally Victorville. Adding ﬁnancial resources to help us address the exisHng homelessness crisis and prevent a new generaHon of homeless individuals by speciﬁcally targeHng investments in the youth populaHon. Project Background: The Tiny Home Village and Youth Drop in Center Expansion will retroﬁt an exisHng building and add ten beds for transiHonal age youth, six bathrooms with showers, a commercial kitchen, four recreaHonal areas for youth and two staﬀ oﬃces. The project will also add 14 Hny homes for transiHonal age youth. The site will have 24-hour staﬀ on the property, including on site security. The site will focus on the needs of transiHonal age youth (TAY), 18-24 year olds. The site will conHnue to work collaboraHvely with the Youth Coordinated Entry System, The Wellness Center, Victor Valley High School and Victor Valley College. Currently Family Assistance Program operates three transiHonal housing units for TAY and therefore has the pipeline to transiHon young people from the high service need area into a shared housing model for TAY and eventually help them transiHon into their own unsubsidized housing unit. The need to address housing and homelessness is high in the City of Victorville. According the Youth Coordinated Entry System, there are between 16-25 homeless youth every week who are waiHng for housing and/or emergency shelter. These youth require separate strategies and intervenHons to help them move away from unsafe living environments and into permanent housing. This is why there are youth speciﬁc programs, such as the Youth Coordinated Entry System, Youth Point in Time Count, California Youth Crisis Hotline, and youth set aside funding like the State’s Homekey funding, to name a few. In addiHon to the social investment that this project will have on the city, once the project is completed it will be a posiHve capital improvement project. This project will bring in a minimum of $3 million in infrastructure improvements. It will rehabilitate a vacant building and the surrounding areas, including repave the alleyway, upgrade sidewalks, landscaping, trash can enclosures, underline uHlity lines, all of which are part of the city’s speciﬁc plan to address blight. This capital investment will have a posiHve impact on the physical surroundings of the neighborhood and will help create a safe space for young people who already frequent the neighborhood and are looking for opportuniHes to be part of the local workforce and uHlize the social ameniHes in the region, such as the parks and upcoming night markets and new business.

Item Number: 15
City Council / Board of Directors
Written Communications
Meeting of: February 6, 2024
Submitted By:

Sophie L. Smith, Deputy City Manager
Josefina Trevino, Human Resources Officer

Subject:

Fringe Benefits Update - Resolution No. 24-006 or Resolution No. 24-007 Recommendation:

That the Honorable City Council adopt Resolution No. 24-006 which revises the fringe benefits available to Council members who are also CalPERS retirees, retroactive to July 1, 2023, or Resolution No. 24-007 which revises the fringe benefits available to Council members who are also CalPERS retirees incorporating updated language from the Council meeting of January 16, 2024, retroactive to July 1, 2023.

Fiscal Impact:
$6,000 for FY 23-24
Background:

Below are the fringe benefits currently offered to City Council Members, as approved in Benefits Resolution 23-038 adopted with the FY 23-24 budget:

Fringe – The amount of $900 per month is provided by the City for health, dental, and vision coverage for all Council Members. If eligible family members are enrolled, they must be enrolled in the same coverage as elected by the Council Member. The maximum cashback benefit for Council Members waiving medical benefits is $400 per month. Council Members may purchase dental and vision coverage with this amount. Any remaining balance may be deposited into a flexible spending account or included as taxable income on their paychecks.

The City of Victorville contracts with CalPERS to provide all medical plans to active employees, as well as its retirees. CalPERS offers two categories to differentiate between active and retired employees. The medical plans available to Council Members fall within the “active” category.
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Because Mayor Becerra is a retiree from the City of Victorville, she is currently enrolled in a “retiree” medical program through CalPERS. She has earned this benefit through her past employment with the City of Victorville. As a Council Member, although she is entitled to an additional benefit up to $900, she must waive the Council Member medical benefits provided through an “active” plan, and instead take the cashback benefit of $400 monthly. She cannot enroll in the “active” plan to try to take advantage of the full Council Member benefit of $900 because of her status as a CalPERS retiree. Mayor Becerra inquired whether she could access the “active” employee medical insurance plan, instead of the retiree plan. According to CalPERS, the retiree cannot be enrolled in the active plan unless they are reinstated from retirement, or “un-retire.” With this restriction, a CalPERS retiree does not have access to the full benefit provided to all Council Members of $900 per month. The maximum amount they may receive is $400 per month. This scenario would not apply to any retirees from other agencies, including CalSTRS, since CalPERS is a separate entity.

In order for a Council Member, who is also a CalPERS retiree, to receive the full $900 monthly benefit, one of the proposed language revisions listed below would need to be added to the Benefits Resolution (please see italics)
Language from the staff report of January 16, 2024 (Proposed Resolution No. 24-006) Any Council Member who is a CalPERS retiree and not allowed to enroll in the City’s active plan, may receive a maximum of $900 per month cash back.

Language discussed during the meeting of January 16, 2024 (Proposed Resolution No. 24-007)
Any council member who is a CalPERS retiree and not allowed to enroll in the City's active plan may apply up to a maximum of $900 towards a CalPERS retiree medical premium.

Discussion:

At the December 5, 2023 Council meeting, then-Mayor Pro Tem Becerra requested, and the City Council unanimously agreed, to add an item for discussion and possible action at the December 19, 2023 meeting. The discussion was in reference to the Council's benefits. Specifically, whether or not a Council Member, who is also a CalPERS retiree, is entitled to the same benefits as the rest of the Council. Then-Mayor Pro Tem Becerra also questioned if a CALSTRS retiree is similarly impacted. Mayor Pro Tem Becerra requested discussion and possible action to potentially reach a solution.

At the December 19, 2023 Council meeting, the issue involving fringe benefits for a Council member who is also a CalPERS retiree was discussed among the three Council members present (Mayor Becerra, Councilmember Irving and Councilmember Harriman).

Mayor Becerra called for a motion to approve the revised language outlined in the staff 3 4
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report, retroactive to July 2023. As the discussion was moving toward a motion, the City Attorney advised Mayor Becerra that adopting the changes at the December 19 meeting could be problematic as she likely needed to recuse herself from voting on the item due to a conflict of interest.

The City Manager recommended staff could be directed to bring back, at a future meeting, an amendment to the currently adopted benefits resolution to reflect the additional language that was suggested in the December 19 staff report to address the issue.

Because there were only three Council members present at the December 19 meeting, Mayor Becerra’s recusal would leave the Council without a quorum. The City Attorney advised that a motion directing staff to bring a Resolution with the suggested language change to the next Council meeting, as suggested by the City Manager, would be appropriate. The three Council members voted for the item to return at the January Council meeting.

At the January 16, 2024, Council meeting discussion occurred regarding potential revised language to further clarify the intent on how this fringe benefit is administered, however, due to a tie vote, the motion failed. Also, during this meeting Council Member Jones requested this item be brought back at the meeting of February 6, 2024, and said motion was approved by a majority vote. This item is being brought back providing the original language as outlined in the January 16, 2024, staff report, along with the additional language discussed during said meeting. Either language revision is acceptable from a staff perspective and would be administered in the same manner previously discussed.

Staff remains available for any questions or comments you may have.

Attachments: A. Staff Report of December 19, 2023
B. Resolution No. 24-006 - Language from staff report of January 16, 2024
C. Resolution No. 24-007 - Language discussed during the meeting of January 16, 2024

ATTACHMENT A
Item Number: 22
City Council / Board of Directors
Written Communications
Meeting of: December 19, 2023
Submitted By:

Sophie L. Smith, Deputy City Manager
Josefina Trevino, Human Resources Officer
Subject:

Council Member Benefits
Recommendation:

Any action is at the discretion of the Honorable City Council Fiscal Impact:

Dependent upon action taken
Discussion:

At the December 5, 2023 meeting, Mayor Pro Tem Becerra requested, and the City Council unanimously agreed to add this item for discussion and possible action at the December 19, 2023 meeting. The discussion is in reference to the Council's benefits. Specifically, whether or not a Council Member, that is also a CalPERS retiree, is entitled to the same benefits as the rest of the Council. Mayor Pro Tem Becerra also questioned if a CALSTRS retiree is similarly impacted. Mayor Pro Tem Becerra requested discussion to possibly reach a solution.

Background:

Below are the fringe benefits currently offered to City Council Members, as approved in Benefits Resolution 23-038 adopted with the FY 23-24 budget:

Discussion:

Because Mayor Pro Tem Becerra is a retiree from the City of Victorville, she is currently enrolled in a “retiree” medical program through CalPERS. She has earned this benefit through her past employment with the City of Victorville. As a Council Member, although she is entitled to an additional benefit up to $900, she must waive the Council Member medical benefits provided through an “active” plan, and instead take the cashback benefit of $400 monthly. She cannot enroll in the “active” plan to try to take advantage of the full Council Member benefit of $900 because of her status as a CalPERS retiree. Mayor Pro Tem Becerra inquired whether she could access the “active” employee medical insurance plan, instead of the retiree plan. According to CalPERS, the retiree cannot be enrolled in the active plan unless they are reinstated from retirement, or “un-retire.” With this restriction, a CalPERS retiree does not have access to the full benefit provided to all Council Members of $900 per month. The maximum amount they may receive is $400 per month. This scenario would not apply to any retirees from other agencies, including CalSTRS, since CalPERS is a separate entity.

In order for a Council Member, who is also a CalPERS retiree, to receive the full $900 monthly benefit, the proposed language would need to be added the Benefits Resolution (please see italics)
Fringe – The amount of $900 per month is provided by the City for health, dental, and vision coverage for all Council Members. If eligible family members are enrolled, they must be enrolled in the same coverage as elected by the Council Member. The maximum cashback benefit for Council Members waiving medical benefits is $400 per month. Any Council Member who is a CalPERS retiree and not allowed to enroll in the City’s active plan, may receive a maximum of $900 per month cash back . Council Members may purchase dental and vision coverage with this amount. Any remaining balance may be deposited into a flexible spending account or included as taxable income on their paychecks.

Staff is available for any questions that you may have.

ATTACHMENT B

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Benefits

RESOLUTION NO. 24-006

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF VICTORVILLE AMENDING FRINGE BENEFITS FOR COUNCIL MEMBERS OF THE CITY OF VICTORVILLE INCLUDED IN RESOLUTION NUMBER 23 -038 AND SUBSEQUENT AMENDMENTS.

WHEREAS, copies of said Fringe Benefits relating to an appropriation of funds at the City of Victorville were prepared and distributed to the City Council, and have been available for the inspection by the public in the office of the City Clerk of the City of Victorville.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF VICTORVILLE DOES HEREBY RESOLVE AS FOLLOWS:

SECTION 1. That the Table of Organization for Fiscal Year 2023 -2024 does not require any revisions currently. A total of 538 full-time positions are authorized to be filled in accordance with the Personnel Ordinance of the City of Victorville. No changes to the salaries and compensation of officers and employees of the City of Victorville were established by this amendment to the Fringe Benefits for Fiscal-Year 2023-2024.

SECTION 2. FRINGE BENEFITS - The following is provided as an overview and should not be considered as a complete description of benefits. The fringe benefits for the City of Victorville full-time employees effective July 1, 2023, unless otherwise specified, through June 30, 2024, shall be:

Annual Vacation Leave - All full-time employees shall earn annual vacation credits accrued bi-weekly in the beginning of the years listed below and are authorized to accumulate vacation leave credits as follows:

Years of Full-Time
Employment
Annual Vacation Hours Earned Hours Earned Per Pay
Period (26 pay periods
per year)
Maximum Vacation
Accrual Hours
0-5 80 3.08 160
6-10 120 4.62 240
11-15 160 6.15 320
16+ 200 7.69 400

Full-time employees are eligible to use annual leave time as it accrues. Effective January 1, 2012, accruals will be earned every pay period. (See City of Victorville Personnel Rules, Rule X, Sections 1 and 2.) Sick Leave – Accrued at the rate of 3.7 hours per pay period for all probationary and full-time employees, for a total of 96 hours per year.

Healthy Workplaces/Healthy Families Act of 2014 Paid Sick Leave – A part-time employee who, on or after July 1, 2015, works in California for 30 or more days within a year from the beginning of employment is entitled to paid sick leave. Paid sick leave accrues at the rate of one hour per every 30 hours worked, paid at the employees’ regular wage rate. Accrual shall begin on the first day of employment. Accruals may be capped at 48 hours or 6 days.

Sick Leave Yearly Payoff - Non-represented full-time employees who maintain a minimum of 144 hours and have completed 5 years of full-time of continuous service with the City of Victorville will be able to receive a payoff of their

Page 2 of 8 ends

Benefits

accrued sick leave hours. The maximum payoff cannot exceed 144 hours, every December, beginning December 2021.

Non-represented part-time employees who maintain a minimum of 72 hours and have completed 5 years of part-time continuous service with the City of Victorville will be able to receive a payoff of their accrued sick leave hours. The maximum payoff cannot exceed 72 hours, every December, beginning December 2021.

The sick leave payoff will be based on the following scale:

Sick Leave Accrued as of Date of
Termination
Cash Payment of hours of
Accrued Sick Leave
240 hours or less 35%
241 to 320 hours 40%
321 to 400 hours 45%
401 to 480 hours 50%
481 to 560 hours 55%
561 to 640 hours 60%
641 to 720 hours 65%
721 to 800 hours 70%
801 to 880 hours 75%
881 to 960 hours 80%
961 to 1,040 hours 85%
1,041 to 1,120 hours 90%
1,121 to 1,200 hours 95%
1,201 hours and above 100%

Upon completion of five (5) years of continuous service, sick leave payout upon separation of service or termination is calculated according to the above formula, pursuant to Resolution 09-103.

Holidays

Day Date Holiday
Monday July 3, 2023 Independence Day Eve
Tuesday July 4, 2023 Independence Day
Monday September 4, 2023 Labor Day
Friday November 10, 2023 Veterans Day
Thursday November 23, 2023 Thanksgiving Day
Friday November 24, 2023 Day after Thanksgiving
Monday December 25, 2023 Christmas Holiday
Friday December 29, 2023 Christmas Eve Holiday (Observed) Monday January 1, 2024 New Year's Day Holiday
Monday January 15, 2024 Martin Luther King, Jr. Day
Monday February 19, 2024 President's Day
Monday May 27, 2024 Memorial Day Holiday
Wednesday June 19, 2024 Juneteenth
1 Floating Holiday

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Benefits

Total of 14 Holidays

Note: Actual holidays vary each year. Three days in December are designated as permanent Cost of Living Adjustment (COLA) reduction days and applied to the December holiday schedule. Actual COLA reduction days taken are based on individual department needs and must be taken within 30 days. Days off during the December holidays shall not be prorated for any employee hired after January 1, 2023.

Floating Holiday may be taken in conjunction with another holiday, vacation, or sick leave day. No partial holiday may be taken. Floating Holiday may be taken after six months of service.

Premium Holiday Pay- Based on the approved holidays in this section and excluding the floating holiday, nonexempt, full-time, non-represented employees who are eligible for paid holidays but who are required to work on a company holiday will be paid at one and one-half times their regular rate of pay for the hours worked in addition to holiday pay.

Part-time employees who are required to work on an approved company holiday will be eligible to receive one and one-half times their regular rate of pay for the hours worked.

Stability Pay – Non-represented employees will receive stability pay, starting after 10 years of part -time or full-time service or the combination of the two with the City of Victorville, during the last pay period of the fiscal year, beginning on July 2023, based on the following scale:

Years of Service Amount
10 - 14 $500
15 - 19 $1,000
20 + $1,500

Executive Leave – Provided to Department Heads, Assistant Department Heads, and other designated staff, based on the City Manager’s evaluation of the amount of time worked. Advance written approval by the City Manager is required. (See Administrative Policy D-1.)

Compensatory Time – Employees eligible for compensatory time may accrue such time, up to the limit of 80 hours for full-time employees. Compensatory time may not be earned until 40 hours have been worked in a workweek.

Compensatory time earned after 40 hours in a workweek are earned at one and one-half rates. It is the employee’s choice whether to receive compensatory time or overtime pay. Part-time employees and Safety Shift Personnel are not eligible for compensatory time.

Retirement – Effective July 1, 2015, the City ceased to pay the 8.0% employee share of contributions to the California Public Employees’ Retirement System (CalPERS). The City ceased to report the Employer Paid Member Contributions (EPMC) to PERS as special compensation. The City shall participate in the CalPERS replacement benefit plan or equivalent. The City provides all full-time employees 4th level 1959 Survivor’s Benefits.

For full-time employees and Council Members hired on or after January 1, 2013, CalPERS contributions will be implemented according to the Public Employees’ Pension Reform Act of 2013 (PEPRA) AB 340 and AB 197. Council Members have the option to elect membership to CalPERS.

Miscellaneous Classic Formula: Member formula: 2.5% @ 55 Employees pay CalPERS 8% employee contribution.

Miscellaneous PEPRA Formula: Member formula 2.0% @ 62 Employee will pay the statutorily mandated employee contribution rate of one half of the total normal cost.

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Benefits

Safety Classic Formula: Member formula: 2% @ 50 Employee pay CalPERS 9% employee contribution. Safety PEPRA Formula: Member formula 2.7% @ 57. Employee will pay the statutorily mandated employee contribution rate of one half of the total normal cost.

Deferred Compensation – As of January 1, 2023, full-time employees shall be eligible to transfer up to $22,500 of annual salary per year into a City-approved Deferred Compensation Plan; full-time employees 50 years of age and above are allowed a catch -up provision of $7,500. An additional standard provision is available to full -time employees who are planning on retiring within three years. Under this provision funds not utilized may be contributed the year prior to retirement. Deferred Compensation funds may be accessed through a loan program.

A 401(a) Defined Contribution Plan is available for new full -time employees who may elect an employee contribution, under Section 401(a) of the Internal Revenue Code. The plan document allows a 60-day period for the individuals to make an election from the initial date of hire. Pursuant to Federal Regulations, effective December 31, 2009, existing full-time employees may not enroll or modify an existing 401(a) plan.

Employer contributions will not be offered in any new recruitments effective July 1, 2022. Employees receiving employer contributions toward deferred compensation prior to July 1, 2022, will be grandfathered into the pre-existing deferred compensation structure, and will continue to receive the employer contribution offered for the following non-represented classifications (should the grandfathered employee maintain continuous employment with the City and receive a promotion to a higher position): Fire Chief $800, Division Chief $750, Battalion Chief $750, Fire Marshal $750.

Retirement Medical Coverage – City employees and Council Members who meet CalPERS’s requirements and retire simultaneously with the City of Victorville are considered City retirees.

The City shall be responsible for retirees’ (beginning with eight years of service) medical insurance premium as follows:

Years of Service 25 + 20-24 15-19 8-14
City Paid 100% 75% 50% 25%

Retirees must have been previously enrolled in medical coverage, for twelve consecutive months, in the City’s medical insurance plan at time of retirement to be eligible to receive the medical reimbursement based on the above table.

For early retirees under age 65 - Payment is based on the single-party rate of the medical options available through the City’s insurance plan, not to exceed $900 per month.

For retirees age 65 and over – Payment is based on available Medicare Supplemental options single-party rate, available through the City’s insurance plan, not to exceed $900 per month.

City Retirees from non-represented groups may postpone their medical insurance enrollment to a later date.

Out-of-state City Retirees Medical Reimbursement– City Retirees from non -represented groups residing outside the state of California will be eligible to enroll in medical insurance plans outside of CalPERS and remain eligible to receive medical reimbursement based on the years of service according to the table above. Proof of payment will be required.

Retirees age 65 and over must be enrolled with Medicare Part A (Hospital) and Part B (Medical) in order to be eligible for a retiree medical plan offered through the City.

Retirees may continue dental and vision insurance coverage at their own expense.

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Benefits

Effective February 11, 2000, an employee may opt for a one time pay-off, at the time of retirement, in lieu of monthly medical retirement benefits. This shall be paid on a pro-rated basis, contingent upon years of service described in the chart below.

Years of Service 25 + 20-24 15-19 8-14
City Paid 100% 75% 50% 25%
Pay-off Amount $18,800 $15,039 $11,278 $7,522

These amounts may change annually, based on the CPI applied to the City employees’ wages.

Medicare - Employees hired after April 1, 1986, shall contribute 1.45% of their base salary as a matching share of contribution to provide Medicare coverage, available upon retirement, based on Social Security Administration guidelines.

Fringe – The amount of $900 per month is provided by the City for health, dental, and vision coverage for all full-time employees and Council Members. Married couples who are both full -time employees with the City may utilize the full fringe each for family medical, dental and vision. If eligible family members are enrolled, they must be enrolled in the same coverage as elected by the employee. The maximum cash back benefit for employees and Council Members waiving medical benefits is $400 per month. Any Council Member who is a CalPERS retiree and not allowed to enroll in the City’s active plan may receive a maximum of $900 per month cash back. Employees and Council Members may purchase dental and vision coverage with this amount. Any remaining balance may be deposited into a flexible spending account or included as taxable income on their paychecks. Flexible spending accounts are provided for pre- tax deposits to cover expenses for health care and/or dependent day care. The City is responsible for the monthly administrative fee associated with the health care and dependent day care plans.

Additionally, full-time employees who enroll in medical, dental and vision plans and are paying out-of-pocket, the City will subsidize 50% of the total out-of-pocket cost up to $700 per month. This subsidy does not apply to Council Members or retirees.

Workers' Compensation Program – Insurance provided by the City for work -related injuries occurring to the employee during the course of employment. (See City of Victorville Personnel Rules, Rule X, Section 4.) (See Family and Medical Leave Act Policy No. B-25)

Employee Assistance Program – The City provides for a confidential counseling program for employees and eligible dependents.

Unemployment Insurance – May provide income for the employee if laid off or involuntarily terminated for reasons other than misconduct.

Life insurance - Group term life insurance and accidental death and dismemberment insurance is paid by

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Benefits

the City at the rate of .162 per thousand dollars of base salary and is rounded to the nearest $1,000. For Full- time employees, the benefit is one times annual salary, to a maximum of $250,000. A maximum of $10,000 life insurance policy is paid by the City for Council Members.

Short-Term Disability (STD) Insurance – Full-time employees shall contribute .61% per $100 of monthly salary.

Employee premiums are post -tax; therefore, benefits will not be taxed upon receipt of payment. Employees may be eligible to receive disability payments after 7 days of missed work, and benefits shall continue for 13 weeks for a qualifying illness or injury. STD pays 60% of employees’ weekly base pay, with a minimum of $50 per week, up to a maximum of $1,600 per week. Part-time employees are not eligible. (See City of Victorville Personnel Rules, Rule X, Section 12.) (See Family and Medical Leave Act Policy No. B-25).

Long-Term Disability – The City provides coverage for full-time employees after 90 days of disability. The City’s premium is $.70 per $100 of monthly salary and covers 66.67% of employees’ monthly salary. Minimum of $50 per month to a maximum of $5,000 per month.

Paid Parental Leave - Non-represented full-time and part-time employees are eligible for up to four (4) weeks of paid maternity/paternity/adoption leave. Paid Parental Leave (PPL) is compensated at 60% of the employee’s weekly earnings and must be coordinated with sick and/or annual leave accruals, accordingly. Paid Parental Leave may not be used in conjunction with short-term disability benefits.

Paid Parental Leave is associated with the birth of an employee’s own child or the placement of a child with the employee in connection with adoption. The purpose of paid parental leave is to enable the employee to care for and bond with a newborn or a newly adopted child. Paid Parental Leave may be taken within the first year of the employee’s child's arrival by birth or adoption. This leave is not subject for an extension or a payout.

If both parents are employees, both may access the paid benefits of this policy. This policy will run concurrently with Family and Medical Leave Act (FMLA) leave, as applicable. In order to be eligible to take Paid Parental Leave, a full- time employee must have been employed with the City for at least 12 months and have passed probation. A part-time employee must have 12 months of continuous service. Additionally, the employee must have worked at least 1,250 hours during the 12 consecutive months immediately preceding the date the leave would begin, (Temporary employees, interns, planning commissioners, and council members are not eligible for this benefit).

Safety shoes - All employees, with the exception of Safety Personnel, who are required to wear safety shoes, shall receive $225 reimbursement per fiscal year. Employees may purchase multiple pair of shoes so long the allowance is not exceeded. Exceptions are governed by Administrative Policy No. G-7.

Uniforms - Payment for non-safety uniform service shall not exceed $174 per year per employee for those employees required to wear uniforms. Reimbursement to Victorville Municipal Utilities Service employees who maintain their own uniforms, due to specialized uniforms and handling, shall not exceed $300 per year.

The following non-represented Victorville Fire Department Positions will receive uniform allowance as follows: Fire Chief, Deputy Chief of Operations, Division Chief, Battalion Chief, Battalion Chief / Deputy Fire Marshal, EMS Manager $75.00 per month. Emergency Management Coordinator, EMS Specialist, EMS Administrative Technician, Fire Inspector $37.50 per month.

Resolution 24-006 Fiscal Year 2023-2024 Section 2 Fringe Benefits Page 7 of 8

Per CalPERS PEPRA legislation passed January 1, 2013, Uniform allowance is not pensionable for PEPRA CalPERS members.

Stand-by Pay – Available to qualified full -time non -safety and non -exempt regular employees who are required to be immediately available for duty. Employees called to work while on Stand -by will be paid at a rate of $300 per week plus their regular rate of pay for the hours actually worked, subject to FLSA overtime provisions.

Bilingual Pay – Upon the recommendation of the Department Head and based on the need of the Department, full-time and part -time employees who are proficient in speaking a qualified foreign language shall receive $50.00 per month of additional pay as a bilingual pay incentive. To be eligible, personnel must pass the City’s written and oral exam. Currently the qualified foreign language is Spanish.

Tuition Reimbursement – Available to full -time regular employees, after one year of full -time service. All courses taken for reimbursement must be approved by the City Manager/Deputy City Manager and the Personnel Officer prior to the beginning of the course. Courses eligible for reimbursement must be job related and toward a related degree. Tuition reimbursement will include any associated fees including books, permits and other required fees (excluding shipping costs) up to a maximum of $3,000 per fiscal year based on prior approval by the Department Head and Personnel Officer. The Tuition Reimbursement program may be suspended if allocated funds are exhausted and/or if the Council chooses not to allocate the funds necessary to continue the program in any particular fiscal year due to budget constraints. (See Tuition Reimbursement Administrative Policy No: B-31)

Work Week – Full-time non -safety employees will work a 40 -hour week schedule. All Safety non -shift employees will work a 40-hour week schedule.

Work schedules:

The work schedule effective July 13th, 2019 will be a 9/80 schedule, whereby all full -time employees will work 40 hours per week. Exceptions to the 9/80 schedule may be approved by the City Manager if it is determined that it is in the best interest of the City. The work week begins each Friday at 12:01pm and ends each Friday at 12:00pm, with the exception of certain Library Staff, Airport Field Operations Workers, VMUS Field Operations Workers, Community Services Park Maintenance Workers, Code Enforcement Officers, Engineering Traffic Field Workers and Animal Control Officers, who will have a work week beginning each Saturday at 12:00am and ending each Friday at 11:59pm.

Overtime will be calculated for all non -exempt employees, who exceed 40 total actual hours worked over a consecutive 168 hours or 7 days (per FLSA) between these times, excluding Safety Shift Personnel.

For all non-exempt, employees, including Safety Shift Personnel, only hours actually worked will be counted when calculating overtime pay. Approved paid leave shall not be considered as time worked for the purpose of computing the total number of hours worked in the work period. Overtime is calculated pursuant to federal law.

Per Resolution No. 22-096, any overtime pay provided to the Battalion Chiefs is a benefit provided pursuant to this resolution and is not required under the FLSA; and thus, the City will compensate Battalion Chiefs' overtime at a rate which will be one and one-half times the Battalion Chief's base hourly rate.

Resolution 24-006 Fiscal Year 2023-2024 Section 2 Fringe Benefits Page 8 of 8

Regular hours worked each pay period will continue to be paid at a standard 112 hours and not based on the actual shift hours worked.

Extra hours actually worked in a pay period will be computed as overtime based on the standard 112 hours that are paid in each pay period for the Battalion Chief classification. An example is provided in Exhibit A to Resolution No. 22-096 for further illustration.

All overtime work is subject to pre-approval by the Fire Chief; and the Fire Chief may authorize overtime for shift work or emergency incidents beyond the Battalion Chiefs' regularly scheduled assignments.

Time spent in meetings and trainings outside the Battalion Chiefs' regularly scheduled assignments, as pre- approved by the Fire Chief, will be compensated at the overtime rate.

The Battalion Chiefs will no longer qualify for Executive Leave under the Rule IV, Section 5 of the City's Personnel Rules and Regulations.

The Battalion Chief/Deputy Fire Marshal and the Battalion Chief assigned to the Training Division will continue to be eligible for Executive Leave under Rule IV, Section 5 of the City's Personnel Rules and Regulations for extra hours worked beyond their 9/ 80 work schedule and directly related to their primary assignments. However, if either position works beyond their primary assignment to cover as Battalion Chief over a suppression shift, or assist on incidents, the City will compensate such hours as overtime at a rate which will be one and one-half times the Battalion Chief’s base hourly rate based on a 56 hour workweek.

City of Victorville Fire Department Additional Compensation – Included in Memorandum of Understanding in effect May 17, 2022, through May 16, 2027.

ATTACHMENT C

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RESOLUTION NO. 24-007

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF VICTORVILLE AMENDING FRINGE BENEFITS FOR COUNCIL MEMBERS OF THE CITY OF VICTORVILLE INCLUDED IN RESOLUTION NUMBER 23 -038 AND SUBSEQUENT AMENDMENTS.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF VICTORVILLE DOES HEREBY RESOLVE AS FOLLOWS:

SECTION 1. That the Table of Organization for Fiscal Year 2023- 2024 does not require any revisions currently. A total of 538 full-time positions are authorized to be filled in accordance with the Personnel Ordinance of the City of Victorville. No changes to the salaries and compensation of officers and employees of the City of Victorville were established by this amendment to the Fringe Benefits for Fiscal-Year 2023-2024.

Years of Full-Time
Employment
Vacation Hours Earned Hours Earned Per Pay
Period (26 pay periods
per year)
Maximum Vacation
Accrual Hours
0-5 80 3.08 160
6-10 120 4.62 240
11-15 160 6.15 320
16+ 200 7.69 400

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accrued sick leave hours. The maximum payoff cannot exceed 144 hours, every December, beginning December 2021.

The sick leave payoff will be based on the following scale:

Upon completion of five (5) years of continuous service, sick leave payout upon separation of service or termination is calculated according to the above formula, pursuant to Resolution 09-103.

Holidays

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Total of 14 Holidays

Floating Holiday may be taken in conjunction with another holiday, vacation, or sick leave day. No partial holiday may be taken. Floating Holiday may be taken after six months of service.

Part-time employees who are required to work on an approved company holiday will be eligible to receive one and one-half times their regular rate of pay for the hours worked.

Years of Service Amount
10 - 14 $500
15 - 19 $1,000
20 + $1,500

Miscellaneous Classic Formula: Member formula: 2.5% @ 55 Employees pay CalPERS 8% employee contribution.

Miscellaneous PEPRA Formula: Member formula 2.0% @ 62 Employee will pay the statutorily mandated employee contribution rate of one half of the total normal cost.

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A 401(a) Defined Contribution Plan is available for new full-time employees who may elect an employee contribution, under Section 401(a) of the Internal Revenue Code. The plan document allows a 60-day period for the individuals to make an election from the initial date of hire. Pursuant to Federal Regulations, effective December 31, 2009, existing full-time employees may not enroll or modify an existing 401(a) plan.

Employer contributions will not be offered in any new recruitments effective July 1, 2022. Employees receiving employer contributions toward deferred compensation prior to July 1, 2022, will be grandfathered into the pre- existing deferred compensation structure, and will continue to receive the employer contribution offered for the following non-represented classifications (should the grandfathered employee maintain continuous employment with the City and receive a promotion to a higher position): Fire Chief $800, Division Chief $750, Battalion Chief $750, Fire Marshal $750.

Retirement Medical Coverage – City employees and Council Members who meet CalPERS’s requirements and retire simultaneously with the City of Victorville are considered City retirees.

The City shall be responsible for retirees’ (beginning with eight years of service) medical insurance premium as follows:

Years of Service 25 + 20-24 15-19 8-14
City Paid 100% 75% 50% 25%

For early retirees under age 65 - Payment is based on the single-party rate of the medical options available through the City’s insurance plan, not to exceed $900 per month.

For retirees age 65 and over – Payment is based on available Medicare Supplemental options single-party rate, available through the City’s insurance plan, not to exceed $900 per month.

City Retirees from non-represented groups may postpone their medical insurance enrollment to a later date.

Out-of-state City Retirees Medical Reimbursement – City Retirees from non- represented groups residing outside the state of California will be eligible to enroll in medical insurance plans outside of CalPERS and remain eligible to receive medical reimbursement based on the years of service according to the table above. Proof of payment will be required.

Retirees age 65 and over must be enrolled with Medicare Part A (Hospital) and Part B (Medical) in order to be eligible for a retiree medical plan offered through the City.

Retirees may continue dental and vision insurance coverage at their own expense.

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Years of Service 25 + 20-24 15-19 8-14
City Paid 100% 75% 50% 25%
Pay-off Amount $18,800 $15,039 $11,278 $7,522

These amounts may change annually, based on the CPI applied to the City employees’ wages.

Fringe – The amount of $900 per month is provided by the City for health, dental, and vision coverage for all full-time employees and Council Members. Married couples who are both full -time employees with the City may utilize the full fringe each for family medical, dental and vision. If eligible family members are enrolled, they must be enrolled in the same coverage as elected by the employee. The maximum cash back benefit for employees and Council Members waiving medical benefits is $400 per month. Any council member who is a CalPERS retiree and not allowed to enroll in the City's active plan may apply up to a maximum of $900 towards a CalPERS retiree medical premium. Employees and Council Members may purchase dental and vision coverage with this amount. Any remaining balance may be deposited into a flexible spending account or included as taxable income on their paychecks. Flexible spending accounts are provided for pre-tax deposits to cover expenses for health care and/or dependent day care. The City is responsible for the monthly administrative fee associated with the health care and dependent day care plans.

Employee Assistance Program – The City provides for a confidential counseling program for employees and eligible dependents.

Unemployment Insurance – May provide income for the employee if laid off or involuntarily terminated for reasons other than misconduct.

Life insurance - Group term life insurance and accidental death and dismemberment insurance is paid by

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Short-Term Disability (STD) Insurance – Full-time employees shall contribute .61% per $100 of monthly salary.

Resolution 24-007 Fiscal Year 2023-2024 Section 2 Fringe Benefits Page 7 of 8

Per CalPERS PEPRA legislation passed January 1, 2013, Uniform allowance is not pensionable for PEPRA CalPERS members.

Stand-by Pay – Available to qualified full -time non- safety and non- exempt regular employees who are required to be immediately available for duty. Employees called to work while on Stand- by will be paid at a rate of $300 per week plus their regular rate of pay for the hours actually worked, subject to FLSA overtime provisions.

Work Week – Full-time non- safety employees will work a 40- hour week schedule. All Safety non- shift employees will work a 40-hour week schedule.

Work schedules:

Overtime will be calculated for all non- exempt employees, who exceed 40 total actual hours worked over a consecutive 168 hours or 7 days (per FLSA) between these times, excluding Safety Shift Personnel.

Resolution 24-007 Fiscal Year 2023-2024 Section 2 Fringe Benefits Page 8 of 8

Regular hours worked each pay period will continue to be paid at a standard 112 hours and not based on the actual shift hours worked.

Time spent in meetings and trainings outside the Battalion Chiefs' regularly scheduled assignments, as pre- approved by the Fire Chief, will be compensated at the overtime rate.

The Battalion Chiefs will no longer qualify for Executive Leave under the Rule IV, Section 5 of the City's Personnel Rules and Regulations.

City of Victorville Fire Department Additional Compensation – Included in Memorandum of Understanding in effect May 17, 2022, through May 16, 2027.

Victorville City CouncilFebruary 6, 2024

Victorville City Council
February 6, 2024