Agenda packet — Watsonville City Council, November 5, 2025 (part 2 of 2)

5 | Collection Systems Supervisor Job Description
moderate to heavy amounts of weight; to operate assigned equipment and vehicles; and to verbally communicate to exchange information.
• Vision: See in the normal visual range with or without correction and ability to distinguish colors. • Hearing: Hear in the normal audio range with or without correction.

Page 125 of 245 ends

Reso No. (CM)
Reference: Reso No.53-25(CM) (Rescind)
Meeting Date: 110525 SWZ ______ TV ______ HR ______
1 RESOLUTION NO.__________ (CM)

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

WATSONVILLE APPROVING AND AUTHORIZING THE REVISED JOB

CLASSIFICATION AND JOB DESCRIPTION FOR WASTEWATER

OPERATIONS SUPERVISOR (MID-MANAGEMENT) AT THE
ESTABLISHED SALARY RANGE OF $55.76-$74.73 PER HOUR OR
$9,665.39-$12,952.51 PER MONTH.

WHEREAS, on October 29, 2025, the Personnel Commission of the City of Watsonville reviewed and recommended to the City Council the revised job classification and job description of Wastewater Operations Supervisor; and WHEREAS, the City Manager has submitted her report and recommendation to the City Council to approve and authorize the revised job classification and job description of Wastewater Operations, a copy of which is attached hereto and incorporated herein by this reference.

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF WATSONVILLE, CALIFORNIA, AS FOLLOWS:

1. This action is exempt from the requirements of the California Environmental Quality Act (CEQA) in accordance with CEQA Guidelines Section 15378(b)(5), in that adopting a Resolution approving and authorizing the revised job classification and job description for Wastewater Operations Supervisor does not meet CEQA's definition of a “project,” because the action does not have the potential for resulting in either a direct physical change in the environment or a reasonably foreseeable indirect physical change in the environment and if a “project,” is exempt under the “common sense” exception (14 Cal. Code Regs. § 15061(b)(3)) because it can be seen with certainty that there is no possibility that this action may have a significant effect on the environment.

Page 126 of 245 ends

Reso No. (CM)
Reference: Reso No. 53-25(CM) (Rescind)
Meeting Date: 110525
2 2. That the job classification and description of Wastewater Operations Supervisor (Mid-Management), attached hereto, is hereby approved and authorized at the established Salary Range of $55.76-$74.73 per hour or $9,665.39-$12,952.51 per month. **********************************

Page 127 of 245 ends

1 | Wastewater Operations Supervisor Job Description
City of Watsonville
Job Description
JOB TITLE: Wastewater Operations Supervisor
DATE APPROVED:

DEPARTMENT: Public Works & Utilities SUPERSEDES: February 2025 REPORTS TO: Wastewater Division Manager
SUPERVISION: Wastewater Treatment Plant Operators
EMPLOYEE UNIT: Mid-Management
FLSA: Exempt
JOB SUMMARY:

Under general direction, organizes, directs, and supervises the safe and proper operation of the City’s wastewater treatment plant, water recycling, and related facilities; monitors plant operations to ensure compliance with state and federal regulations; and performs technical and administrative work in connection with plant operations and maintenance functions.

DISTINGUISHING CHARACTERISTICS:

This job class is responsible for the successful day-to-day operations of the wastewater treatment plant and water recycling facilities to ensure compliance with all regional, state, and federal regulatory agencies. This position functions at a full supervisory level of classification directing, coordinating, supervising and formally evaluating the work of others.

This position serves as the registered Chief Plant Operator (CPO) as defined under the State Water Resources Control Board (SWRCB) Operator Plant Certification regulations. The CPO is the operator responsible for the overall operation of the City’s wastewater treatment facility including compliance with state permit effluent discharge requirements and provides direct supervision to operators in training as required by Section 3682 of California Code of Regulations. The CPO provides advanced technical expertise regarding plant operations and certifies and files all necessary wastewater and recycled water treatment facility compliance reporting on behalf of the City.

EXAMPLES OF ESSENTIAL DUTIES:

The following duties are performed personally, in cooperation with the City Manager, and/or in coordination with other City employees, operating partners, community groups, and other public and private organizations.

Additional duties may be assigned.
• Plans, organizes, directs, schedules, trains, monitors, and formally evaluates the work of Wastewater Treatment Plant Operators and other assigned staff.
• Seeks out and pursues new ideas and better ways of performing the operations scope of responsibility; develops and implements short and long-term goals, objectives, policies, and priorities.

Page 128 of 245 ends

2 | Wastewater Operations Supervisor Job Description
• Supports and provides direction to the Utilities Maintenance Supervisor to establish an effective shortand long-term maintenance program for all wastewater treatment and recycled water facilities; seeks out and pursues cost effective improvements that reduce or eliminate ongoing maintenance problems. • Optimizes the performance of wastewater facilities to provide for the safe, efficient, and cost effective treatment, and disposal or reuse of wastewater and biosolids, while ensuring National Pollutant Discharge Elimination System (NPDES) compliance.
• Supports the Source Control Manager in administering an effective source control program which protects the resources of the City and which reduces, minimizes, or eliminates the discharge of pollutants to the environment.
• Supports the Laboratory Manager in providing analytical services and facilitates the resolution of environmental issues facing the wastewater treatment and recycling facilities. • Empowers all levels of operations staff to be creative problem solvers, and provide the resources to lead staff towards becoming more goal oriented, offering creativity and extending flexibility in solving problems and accomplishing goals and objectives.
• Plans, coordinates, and manages various projects related to wastewater treatment, biosolids disposal, energy recovery, and water recycling.
• Attends trainings and/or participates in professional organizations to maintain awareness of new trends and developments in the field of wastewater treatment; incorporates new developments as appropriate into operations.
• Develops, implements, and maintains effective employee training programs for operations staff; evaluates the need for, and implementation of refresher training annually, or as required. • Oversees and coordinates the use of operations interns and volunteers as required; ensures operatorsin-training (OITs) are supervised directly in accordance with wastewater treatment operator certification regulations.
• Uses SCADA and other platforms in a highly proficient manner to monitor, control, troubleshoot, and generate operational compliance reports for both wastewater and water recycling facilities. • Monitors laboratory test results and plant processes; makes operational adjustments as necessary. • Performs a variety of operations calculations to ensure compliance with federal and state requirements. • Prepares and reviews reports submitted to regulatory agencies and other technical reports and certifies regulatory reports and submits to regulatory agencies.
• Participates in the preparation and administration of the operations budget; submits budget recommendations; monitors expenditures.
• Advises Wastewater Division Manager of the status of the plant and operations personnel. • Prepares requisitions for tools, equipment, supplies, and services and maintains an adequate inventory of supplies and materials.
• Conducts regular plant inspections and ensures that treatment processes meet federal and state wastewater quality standards.
• Recommends improvement to procedures and equipment and assists the Wastewater Division Manager with identifying, planning, and implementing operations related capital improvement projects or equipment.
• Directs professional development program for operations staff. • May perform any of the duties assigned to the Wastewater Treatment Plant Operators; generally performs skilled work in participating in these activities and provides technical direction. • Leads by example, interacts, and coordinates with other agencies relating to wastewater and recycled water treatment operations.

Page 129 of 245 ends

3 | Wastewater Operations Supervisor Job Description
• Updates the Wastewater Treatment and Water Recycling Operations and Maintenance Manual as needed to keep current plant operating procedures.
• Performs related duties as required.

EMPLOYMENT STANDARDS
Knowledge of:
• Operations, services, and activities of a wastewater treatment plant. • Advanced principles and practices of wastewater treatment plant and water recycling operations. • State and federal standards and requirements for wastewater and recycled water treatment facilities. • Work and plant safety programs.
• Principles of supervision, training, and performance evaluation. • Basic principles and practices of budget preparation and administration. • Safety procedures pertaining to plant operations, including techniques for handling and storing hazardous chemicals.
• Principles and objectives of laboratory analysis for wastewater treatment and process control. • Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases.
• Pertinent federal, state and local laws, codes, and regulations.

Ability to:
• Supervise, organize, and review the work of assigned staff involved in wastewater treatment plant and water recycling.
• Select, train, direct, and evaluate staff.
• Establish and maintain work and plant safety programs. • Diagnose wastewater and water recycling process problems and make effective changes. • Establish and maintain records and files.
• Prepare a variety of reports.
• Recommend laboratory testing for wastewater process control. • Effectively interpret laboratory results and take effective course of action. • Participate in the preparation and administration of assigned budgets. • Actively listen and provide coaching, counseling, and guidance were appropriate. • Conduct higher level public tours of the wastewater treatment and water recycling facilities. • Meet the physical requirements necessary to safely and effectively perform required duties. • Operate office equipment including computers and supporting software applications. • Work in confined spaces and/or respond in an emergency. • Communicate clearly and concisely, both orally and in writing. • Establish and maintain effective working relationships with those contacted in the course of work.

EDUCATION/TRAINING AND EXPERIENCE:

Any combination of training and experience which would provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:

Education/Training:

Equivalent to the completion of the twelfth grade supplemented by advanced educational training in wastewater treatment and water recycling technologies, chemistry, engineering, or a related field.

Page 130 of 245 ends

4 | Wastewater Operations Supervisor Job Description
Experience:

Four years of increasingly responsible experience in a wastewater treatment plant and water recycling facilities while in possession of Grade III or higher Wastewater Treatment Plant Operator’s Certificate issued by the California State Water Resources Control Board.

LICENSE & CERTIFICATION:
• Possession of a valid Class C California driver’s license and a safe driving record. • Possession of a valid Grade V Wastewater Treatment Plant Operator certificate issued by the State Water Resource Control Board.

PHYSICAL DEMANDS AND WORKING ENVIRONMENT
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.
• Environment: Wastewater treatment plant and field environment; exposure to noise, dust, grease, fumes, gases, potentially hazardous chemicals, electrical energy, and inclement weather conditions including wet and/or humid conditions; work around water or wastewater; work on slippery surfaces; regularly work near moving mechanical parts; work safely in and around confined spaces; and work around moderately loud noise levels; may be required to work evenings, nights, and weekends. • Physical: Primary functions require sufficient physical ability and mobility to work in a wastewater treatment plant and field environment; walk, stand, and sit for prolonged periods of time; frequently stoop, bend, kneel, crouch, crawl, climb, reach, and twist; push, pull, lift, and/or carry moderate to heavy amounts of weights; operate assigned equipment and vehicles; ability to verbally communicate to exchange information.
• Vision: See in the normal visual range with or without correction. • Hearing: Hear in the normal audio range with or without correction.

Page 131 of 245 ends

Reso No. (CM)
Meeting Date: 110525 1
RESOLUTION NO.__________ (CM)

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

WATSONVILLE APPROVING AND AUTHORIZING THE NEW JOB

CLASSIFICATION AND JOB DESCRIPTION FOR FIELD SERVICES

SUPERVISOR (MID-MANAGEMENT) AT THE ESTABLISHED SALARY
RANGE OF $40.36-$54.09 PER HOUR OR $6,995.87-$9,375.13 PER MONTH.

WHEREAS, on October 29, 2025, the Personnel Commission of the City of Watsonville reviewed and recommended to the City Council the new job classification and job description of Field Services Supervisor; and
WHEREAS, the City Manager has submitted her report and recommendation to the City Council to approve and authorize the new job classification and job description of Field Services Supervisor, a copy of which is attached hereto and incorporated herein by this reference.

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF WATSONVILLE, CALIFORNIA, AS FOLLOWS:

1. This action is exempt from the requirements of the California Environmental Quality Act (CEQA) in accordance with CEQA Guidelines Section 15378(b)(5), in that adopting a Resolution approving and authorizing the new job classification and job description for Field Services Supervisor does not meet CEQA's definition of a “project,” because the action does not have the potential for resulting in either a direct physical change in the environment or a reasonably foreseeable indirect physical change in the environment and if a “project,” is exempt under the “common sense” exception (14 Cal. Code Regs. § 15061(b)(3)) because it can be seen with certainty that there is no possibility that this action may have a significant effect on the environment.

Page 132 of 245 ends

Reso No. (CM)
Meeting Date: 110525 2

2. That the new job classification and description of Field Services Supervisor (Mid-Management), attached hereto, is hereby approved and authorized at the established Salary Range of $40.36-$54.09 per hour or $6,995.87-$9,375.13 per month. **********************************

Page 133 of 245 ends

1 | Field Services Supervisor Job Description
City of Watsonville
Job Description
JOB TITLE: Field Services Supervisor DATE APPROVED:

DEPARTMENT: Public Works & Utilities SUPERSEDES: N/A
REPORTS TO: Assigned management staff
SUPERVISION: Oversees and directs work of Field Services Crew EMPLOYEE UNIT: Mid-Management
FLSA : Exempt
JOB SUMMARY:

Under general direction, plans, schedules, coordinates, and supervises the work of field maintenance crews in the development and maintenance of right of way maintenance, storm drainage and flood management properties, traffic systems, parks, trails, homelessness response, graffiti abatement, and various construction maintenance projects related to City facilities and infrastructure; participates in daily operations and maintenance duties as needed; and performs other duties as required.

DISTINGUISHING CHARACTERISTICS:

This job class is the full supervisory level and requires a thorough knowledge of the construction methods, materials, and procedures of field services operations to ensure the City’s easements, infrastructure, and environmental resources are properly installed and maintained.

EXAMPLES OF ESSENTIAL DUTIES:

Additional duties may be assigned.
• Plans, schedules, organizes, directs, coordinates, and supervises the maintenance, operation, repair, and construction of the City assets under the purview of the Field Services crew. • Supervises and formally evaluates the work of Field Services personnel and prioritizes projects • Determines the necessary personnel, equipment, and materials for various projects. • Supervises the usage of a variety of heavy equipment including backhoe, dump truck, container truck, trailers, bobcat, and related heavy equipment; ensures staff has received proper training in its use and safe practices.
• Supervises the full range of right of way maintenance, storm drainage, and flood management properties, traffic systems, parks, trails, homelessness response, graffiti abatement, and various construction maintenance projects.
• Evaluates and schedules homeless encampment clean ups, as necessary. Partners with neighboring agencies as needed for clean up efforts.
• With support of the crew lead determines the quantity and type of tools, materials, equipment, and labor needed for performance of duties.

Page 134 of 245 ends

2 | Field Services Supervisor Job Description
• Directs plans and organizes work schematics for maintenance and repair work in coordination with Engineering staff.
• Maintains records of work hours, equipment, and materials used on jobs; prepares related reports and correspondence.
• Trains employees in safe and proper work methods and practices in accordance with industry standard construction practices and Cal OSHA safety requirements. • Participates in the preparation and administration of the operations budget; submits budget recommendations; monitors expenditures..
• Initiates and carries out improvement projects; prepares and administers contracts and invoicing process for minor projects.
• Oversees proper maintenance of equipment and machinery. • Inspects facilities for proper completion of work assignments. • Develops and implements new work procedures and programs. • Contacts and coordinates with outside vendors and contractors for various services needed and manages contracts.
• Obtains permits from appropriate government agencies for flood control, street operations, homelessness activities, and related maintenance and operations activities. • Responds to questions and complaints from the public relating to division activities and explains city or department policies; consults with crew leaders to resolve technical, operational or personnel problems.
• May be called on during off-duty hours to assist with emergencies related to division activities. • Performs related duties as required.

EMPLOYMENT STANDARDS
Knowledge of:
• Operations, services, and activities of field maintenance activities. • Work scheduling processes or systems.
• Principles of supervision, training, and performance evaluation. • Principles and techniques of planning and organizing work. • Methods, materials, equipment, and techniques used in public works maintenance, repair, and construction.
• Traffic control and safe working practices in accordance with California MUTCD. • Safe work practices in accordance with City and industry standards and CalOSHA requirements. • Contract and project management principles.
• Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases.
• Pertinent federal, state and local laws, codes, and regulations.

Ability to:
• Plan, assign, direct, and coordinate field services operations, maintenance, construction, and repair activities, and confirm installation performed by crew meets City standards. • Prepare estimates of time, material, and equipment needed to perform projects. • Assist in developing specifications and effective recommendations for expansion of public works facilities and ensuring the proper completion of minor contract work. • Assist with the preparation of operating and capital improvement budgets and control of expenditures.

Page 135 of 245 ends

3 | Field Services Supervisor Job Description
• Research and prepare comprehensive and complete reports. • Effectively and tactfully represent the Public Works and Utilities Department with the public, contractors, other agencies, and organizations as directed. • Work from plans and specifications.
• Train, direct, and formally evaluate the work of others. • Maintain accurate schedules and records.
• Operate office equipment including computers and supporting software applications. • Communicate clearly and concisely, both orally and in writing. • Establish and maintain effective working relationships with those contacted in the course of work.

EDUCATION/TRAINING AND EXPERIENCE:

Any combination of training and experience which would provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:

Education/Training:

Equivalent to the completion of the twelfth grade.

Experience:

Two years of increasingly responsible experience performing duties comparable to the Utility Crew Leader position with the City of Watsonville, or seven years of outside field maintenance experience.

LICENSE & CERTIFICATION:
• Possession of a valid California Class A driver’s license or a Class B driver’s license with a Tanker Endorsement, and a safe driving record.
• Possession of Forklift Operator Certification in accordance with OSHA standards.

PHYSICAL DEMANDS AND WORKING ENVIRONMENT
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.
• Environment: Standard office setting and outdoor field environment; travel from site to site; exposure to noise, dust, grease, smoke, fumes, noxious odors, gases, mechanical and electrical hazards, and all types of weather and temperature conditions; work in or around water; exposure to hazardous traffic conditions; work and/or walk on various types of surfaces including slippery or uneven surfaces and rough terrain; work at heights; incumbents may be required to respond to emergency and public calls after hours including evenings and weekends.
• Physical: Primary functions require sufficient physical ability and mobility to work in an office setting and in a field environment; to walk, stand, and sit for prolonged periods of time; to frequently stoop, bend, kneel, crouch, crawl, climb, reach, twist, grasp, and make repetitive hand movement in the performance of daily duties; to climb unusual heights on ladders; to lift, carry, push, and/or pull moderate to heavy amounts of weight; to operate assigned equipment and vehicles; and to verbally communicate to exchange information.
• Vision: See in the normal visual range with or without correction. • Hearing: Hear in the normal audio range with or without correction.

Page 136 of 245 ends

4 | Field Services Supervisor Job Description

Page 137 of 245 ends

Reso No. (CM)
Meeting Date: 110525 SWZ ______ TV ______ HR ______ 1
RESOLUTION NO.__________ (CM)

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

WATSONVILLE APPROVING AND AUTHORIZING THE NEW JOB

CLASSIFICATION AND JOB DESCRIPTION FOR SOLID WASTE

OPERATIONS SUPERVISOR (MID-MANAGEMENT) AT THE
ESTABLISHED SALARY RANGE OF $40.36-$54.09 PER HOUR OR
$6,995.87-$9,375.13 PER MONTH.

WHEREAS, on October 29, 2025, the Personnel Commission of the City of Watsonville reviewed and recommended to the City Council the new job classification and job description of Solid Waste Operations Supervisor; and WHEREAS, the City Manager has submitted her report and recommendation to the City Council to approve and authorize the new job classification and job description of Solid Waste Operations Supervisor, a copy of which is attached hereto and incorporated herein by this reference.

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF WATSONVILLE, CALIFORNIA, AS FOLLOWS:

1. This action is exempt from the requirements of the California Environmental Quality Act (CEQA) in accordance with CEQA Guidelines Section 15378(b)(5), in that adopting a Resolution approving and authorizing the new job classification and job description for Solid Waste Operations Supervisor does not meet CEQA's definition of a “project,” because the action does not have the potential for resulting in either a direct physical change in the environment or a reasonably foreseeable indirect physical change in the environment and if a “project,” is exempt under the “common sense” exception (14 Cal. Code Regs. § 15061(b)(3)) because it can be seen with certainty that there is no possibility that this action may have a significant effect on the environment.

Page 138 of 245 ends

Reso No. (CM)
Meeting Date: 110525 2

2. That the job classification and description of Solid Waste Operations Supervisor (Mid-Management), attached hereto, is hereby approved and authorized at the established Salary Range of $40.36-$54.09 per hour or $6,995.87-$9,375.13 per month. **********************************

Page 139 of 245 ends

1 | Solid Waste Operations Supervisor Job Description
City of Watsonville
Job Description
JOB TITLE: Solid Waste Operations Supervisor DATE APPROVED:

DEPARTMENT: Public Works & Utilities SUPERSEDES:

REPORTS TO: Solid Waste Division Manager
SUPERVISION: Integrated Waste Workers
EMPLOYEE UNIT: Mid-Management
FLSA : Exempt
JOB SUMMARY:

Under general direction, supervises, assigns, reviews, and participates in the work of staff responsible for collection, transport, and disposal of refuse and recyclables on residential and commercial routes and other assigned routes; ensures work quality and adherence to established policies and procedures; and performs the more technical and complex tasks relative to assigned area of responsibility.

DISTINGUISHING CHARACTERISTICS:

This job class functions at a full supervisory working level which includes training, directing, and coordinating personnel as assigned. This class requires a working knowledge of solid waste collection, disposal and recycling methods and procedures. Employees in this classification may be required to function as acting Solid Waste Division Manager and/or Landfill Supervisor in their absence.

EXAMPLES OF ESSENTIAL DUTIES:

The following duties are performed personally, in cooperation with the Public Works Director, and/or in coordination with other City employees, operating partners, community groups, and other public and private organizations. Additional duties may be assigned.
• Plans, prioritizes, assigns, supervises, reviews, and participates in the work of staff responsible for collection, transport, and disposal of refuse and recyclables on residential and commercial routes and other assigned routes; schedules and dispatches crews and provides technical assistance in order to resolve problems.
• Establishes schedules and methods for providing solid waste collections services; identifies resource needs; reviews needs with appropriate management staff; allocates resources accordingly. • Participates in the development of goals and objectives as well as policies and procedures; makes recommendations for changes and improvements to existing standards, policies, and procedures; participates in the implementation of approved policies and procedures; monitors work activities to ensure compliance with established policies and procedures. • Participates in the selection of assigned solid waste staff; provides or coordinates staff training; works with employees to correct deficiencies; implements discipline procedures. • Participates in the preparation and administration of assigned program budget; submits budget recommendations; monitors expenditures.

Page 140 of 245 ends

2 | Solid Waste Operations Supervisor Job Description
• Performs the most technical and complex tasks of the work unit including plan check verification of plans; reviews new business licenses and sets up solid waste collection plan. • Monitors routes and ensures procedures are completed in a satisfactory and thorough manner and in compliance with City, departmental and safety policies and procedures; responds to and resolves complex work related or equipment operating problems.
• Responds to accidents and injuries and coordinates completion of necessary paperwork as necessary. • Develops schedules and routes for solid waste collections; ensures that section activities are carried out in a safe and efficient manner; ensures that solid waste operations and activities are in compliance with appropriate permits.
• Researches and makes recommendations on vehicles and equipment. • Conducts studies and analyzes issues related to division programs, personnel, equipment, policies and procedures and other division responsibilities; develops systems for evaluating and tracking a variety of subjects including, but not limited to, routes, personnel, processes, safety, equipment and materials. • Oversees an effective maintenance and safety program for assigned solid waste division machinery, equipment and personnel in accordance with Department of Transportation commercial driving guidelines.
• Maintains inventories for equipment and supplies; completes purchase orders and requisitions as needed.
• Responds to and resolves difficult and sensitive citizen inquiries and complaints in an efficient and timely manner; responds to emergency situations as necessary.
• Coordinates assigned solid waste activities with those of other divisions and outside agencies and organizations.
• Maintains records concerning operations and programs; prepares reports on operations and activities. • May fill in for solid waste collections staff as needed including operating heavy equipment and collection vehicles.
• Performs related duties as required.

EMPLOYMENT STANDARDS
Knowledge of:
• Operational characteristics, services, and activities of a solid waste collection program. • Advanced practices, techniques and materials used in solid waste operations. • Operational characteristics of different types of refuse/recycling vehicles, loaders and other standard equipment.
• Occupational hazards and standard safety practices related to the operation of a wide variety of refuse collection vehicles and equipment including identification of waste types and proper handling and disposal.
• Principles of supervision, training, performance evaluation, and discipline. • Pertinent federal, state and local laws, codes, regulations, rules, standards, and ordinances governing refuse and recyclable materials collection and disposal. • Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases.
• Basic principles and practices of municipal budget preparation and administration. • Principles and procedures of record keeping.
• Principles and practices of solid waste collection equipment operation, maintenance, route development and work scheduling.

Page 141 of 245 ends

3 | Solid Waste Operations Supervisor Job Description
Ability to:
• Plan, supervise, and coordinate solid waste collections work. • Supervise, organize, and review the work of assigned staff. • Select, train, and evaluate staff.
• Recommend and implement goals, objectives, policies and procedures for providing solid waste collections operations.
• Manage an effective safety program.
• Conduct studies of varied scope and purpose on issues related to solid waste. • Analyze work and operational problems.
• Participate in the preparation and administration of assigned budgets. • Maintain records and prepare routine reports.
• Operate office equipment including computers and supporting word processing, spreadsheet, and database applications.
• Communicate clearly and concisely, both orally and in writing. • Establish and maintain effective working relationships with those contacted in the course of work.

EDUCATION/TRAINING AND EXPERIENCE:

Any combination of training and experience which would provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:

Education/Training:

Equivalent to the completion of the twelfth grade.

Experience:

Four years of experience in solid waste equipment operation including one year of lead supervisory responsibility.

LICENSE & CERTIFICATION:
• Possession of a valid California Class B driver’s license and a safe driving record.

PHYSICAL DEMANDS AND WORKING ENVIRONMENT
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.
• Environment: Standard office setting and outdoor field environment; travel from site to site; exposure to noise, dust, grease, smoke, fumes, noxious odors, gases, mechanical hazards, and all types of weather and temperature conditions; exposure to hazardous traffic conditions; work and/or walk on various types of surfaces including slippery or uneven surfaces and rough terrain. • Physical: Primary functions require sufficient physical ability and mobility to work in an office setting and in a field environment; to walk, stand, and sit for prolonged periods of time; to frequently stoop, bend, kneel, crouch, crawl, climb, reach, twist, grasp, and make repetitive hand movement in the performance of daily duties; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate assigned equipment and vehicles; and to verbally communicate to exchange information. • Vision: See in the normal visual range with or without correction. • Hearing: Hear in the normal audio range with or without correction.

Page 142 of 245 ends

Reso No. (CM)
Meeting Date: 110525 SWZ ______ TV ______ HR ______ 1
RESOLUTION NO.__________ (CM)

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

WATSONVILLE APPROVING AND AUTHORIZING THE NEW JOB

CLASSIFICATION AND JOB DESCRIPTION FOR LANDFILL

SUPERVISOR (MID-MANAGEMENT) AT THE ESTABLISHED SALARY
RANGE OF $40.36-$54.09 PER HOUR OR $6,995.87-$9,375.13 PER MONTH.

WHEREAS, on October 29, 2025, the Personnel Commission of the City of Watsonville reviewed and recommended to the City Council the new job classification and job description of Landfill Supervisor; and
WHEREAS, the City Manager has submitted her report and recommendation to the City Council to approve and authorize the new job classification and job description of Landfill Supervisor, a copy of which is attached hereto and incorporated herein by this reference.

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF WATSONVILLE, CALIFORNIA, AS FOLLOWS:

1. This action is exempt from the requirements of the California Environmental Quality Act (CEQA) in accordance with CEQA Guidelines Section 15378(b)(5), in that adopting a Resolution approving and authorizing the new job classification and job description for Landfill Supervisor does not meet CEQA's definition of a “project,” because the action does not have the potential for resulting in either a direct physical change in the environment or a reasonably foreseeable indirect physical change in the environment and if a “project,” is exempt under the “common sense” exception (14 Cal. Code Regs. § 15061(b)(3)) because it can be seen with certainty that there is no possibility that this action may have a significant effect on the environment.

Page 143 of 245 ends

Reso No. (CM)
Meeting Date: 110525 2

2. That the job classification and description of Landfill Supervisor (MidManagement), attached hereto, is hereby approved and authorized at the established Salary Range of $40.36-$54.09 per hour or $6,995.87-$9,375.13 per month. **********************************

Page 144 of 245 ends

1 | Landfill Supervisor Job Description
City of Watsonville
Job Description
JOB TITLE: Landfill Supervisor DATE APPROVED:

DEPARTMENT: Public Works & Utilities SUPERSEDES: N/A
REPORTS TO: Solid Waste Division Manager
SUPERVISION: Over Landfill Equipment Operators
EMPLOYEE UNIT: Mid-Management
FLSA : Exempt
JOB SUMMARY:

Under general direction, supervises, assigns, reviews, and participates in the work of staff responsible for performing a variety of semi-skilled and skilled heavy equipment operation and maintenance tasks relative to the operations and type of work performed at the City’s landfill; ensures work quality and adherence to established policies and procedures; and performs the more technical and complex tasks relative to assigned area of responsibility.

DISTINGUISHING CHARACTERISTICS:

EXAMPLES OF ESSENTIAL DUTIES:

Additional duties may be assigned.
• Plans, prioritizes, assigns, supervises, reviews, and participates in the work of staff responsible for performing a variety of semi-skilled and skilled heavy equipment operation and maintenance tasks relative to the operations and type of work performed at the City’s landfill; ensures safe and compliant waste disposal by supervising staff, monitoring equipment, maintaining facility upkeep, and adhering to all environmental regulations.
• Establishes schedules and methods for providing landfill maintenance operations; identifies resource needs; reviews needs with appropriate management staff; allocates resources accordingly. • Participates in the development of goals and objectives as well as policies and procedures; makes recommendations for changes and improvements to existing standards, policies, and procedures; participates in the implementation of approved policies and procedures; monitors work activities to ensure compliance with established policies and procedures. • Participates in the selection of assigned landfill operations staff; provides or coordinates staff training; works with employees to correct deficiencies; implements discipline procedures.

Page 145 of 245 ends

2 | Landfill Supervisor Job Description
• Participates in the preparation and administration of assigned program budget; submits budget recommendations; monitors expenditures.
• Performs the most technical and complex tasks of the work unit including maintaining current awareness of legislation and issues which affect hazardous materials and hazardous waste disposal. • Responds to accidents and injuries at the landfill and coordinates completion of necessary paperwork as necessary.
• Develops schedules for landfill operations staff; ensures that section activities are carried out in a safe and efficient manner; ensures that landfill operations and activities are in compliance with environmental regulations.
• Researches and makes recommendations on vehicles and equipment. • Conducts studies and analyzes issues related to division programs, personnel, equipment, policies and procedures and other division responsibilities; develops systems for evaluating and tracking a variety of subjects including, but not limited to, personnel, processes, equipment and materials. • Oversees an effective maintenance and safety program for assigned solid waste division machinery, equipment and personnel.
• Maintains inventories for equipment and supplies; completes purchase orders and requisitions as needed.
• Responds to and resolves difficult and sensitive citizen inquiries and complaints in an efficient and timely manner; responds to emergency situations as necessary.
• Coordinates assigned landfill activities with those of other divisions and outside agencies and organizations.
• Maintains records concerning operations and programs; prepares reports on operations and activities. • May fill in for landfill operations staff as needed including operating heavy equipment. • Performs related duties as required.

EMPLOYMENT STANDARDS
Knowledge of:
• Operational characteristics, services, and activities of a landfill operations program. • Advanced practices, techniques and materials used in landfill operations. • Operational characteristics of different types of vehicles, loaders and other standard equipment. • Occupational hazards and standard safety practices related to the operation of a wide variety of landfill vehicles and equipment.
• Principles of supervision, training, performance evaluation, and discipline. • Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases.
• Basic principles and practices of municipal budget preparation and administration. • Principles and procedures of record keeping.
• Pertinent federal, state, and local laws, codes, and regulations.

Ability to:
• Plan, supervise, and coordinate landfill operations work. • Supervise, organize, and review the work of assigned staff. • Select, train, and evaluate staff.
• Recommend and implement goals, objectives, policies and procedures for providing landfill operations. • Manage an effective safety program.

Page 146 of 245 ends

3 | Landfill Supervisor Job Description
• Conduct studies of varied scope and purpose on issues related to landfill. • Analyze work and operational problems.
• Participate in the preparation and administration of assigned budgets. • Safely and effectively operate light, medium, and heavy duty equipment associated with landfill operations.
• Maintain records and prepare routine reports.
• Operate office equipment including computers and supporting word processing, spreadsheet, and database applications.
• Communicate clearly and concisely, both orally and in writing. • Establish and maintain effective working relationships with those contacted in the course of work.

EDUCATION/TRAINING AND EXPERIENCE:

Any combination of training and experience which would provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:

Education/Training:

Equivalent to the completion of the twelfth grade.

Experience:

Four years of experience in landfill equipment operation including one year of lead supervisory responsibility.

LICENSE & CERTIFICATION:
• Possession of a valid California Class B driver’s license and a safe driving record. • Possession of a Solid Waste Association of North America (SWANA) Manager of Landfill Operations (MOLO) Certification must be obtained within 12 months of appointment.

PHYSICAL DEMANDS AND WORKING ENVIRONMENT
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.
• Environment: Standard office setting and outdoor field environment; travel from site to site; exposure to noise, dust, grease, smoke, fumes, noxious odors, gases, mechanical hazards, and all types of weather and temperature conditions; exposure to hazardous traffic conditions; work and/or walk on various types of surfaces including slippery or uneven surfaces and rough terrain. • Physical: Primary functions require sufficient physical ability and mobility to work in an office setting and in a field environment; to walk, stand, and sit for prolonged periods of time; to frequently stoop, bend, kneel, crouch, crawl, climb, reach, twist, grasp, and make repetitive hand movement in the performance of daily duties; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate assigned equipment and vehicles; and to verbally communicate to exchange information. • Vision: See in the normal visual range with or without correction. • Hearing: Hear in the normal audio range with or without correction.

Page 147 of 245 ends

Reso No. (CM)
Reference: Reso No.193-20(CM) (Rescind)
Meeting Date: 110525 SWZ ______ TV ______ HR ______
1 RESOLUTION NO.__________ (CM)

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

WATSONVILLE APPROVING AND AUTHORIZING THE REVISED JOB

CLASSIFICATION AND JOB DESCRIPTION FOR ENVIRONMENTAL

COMPLIANCE DIVISION MANAGER (MANAGEMENT) AT THE
ESTABLISHED SALARY RANGE OF $62.95-$84.36 PER HOUR OR
$10,911.40-$14,622.34 PER MONTH AND REPEALING THE JOB

CLASSIFICATION AND DESCRIPTION OF ENVIRONMENTAL

SUSTAINABILITY MANAGER
WHEREAS, on October 29, 2025, the Personnel Commission of the City of Watsonville reviewed and recommended to the City Council the revised job classification and job description of Environmental Compliance Division Manager; and WHEREAS, the City Manager has submitted her report and recommendation to the City Council to approve and authorize the revised job classification and job description of Environmental Compliance Division Manager, a copy of which is attached hereto and incorporated herein by this reference.

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF WATSONVILLE, CALIFORNIA, AS FOLLOWS:

1. This action is exempt from the requirements of the California Environmental Quality Act (CEQA) in accordance with CEQA Guidelines Section 15378(b)(5), in that adopting a Resolution approving and authorizing the revised job classification and job description for Environmental Compliance Division Manager does not meet CEQA's definition of a “project,” because the action does not have the potential for resulting in either a direct physical change in the environment or a reasonably foreseeable indirect physical change in the environment and if a “project,” is exempt under the “common sense” exception (14 Cal. Code Regs. § 15061(b)(3)) because it can be

Page 148 of 245 ends

Reso No. (CM)
Reference: Reso No. 193-20(CM) (Rescind)
Meeting Date: 110525
2 seen with certainty that there is no possibility that this action may have a significant effect on the environment.

2. That the job classification and description of Environmental Compliance Division Manager (Management), attached hereto, is hereby approved and authorized at the established Salary Range of $62.95-$84.36 per hour or $10,911.40-$14,622.34 per month.

3. That the job classification and description of Environmental Sustainability Manager is hereby revoked effective immediately.
**********************************

Page 149 of 245 ends

1 | Environmental Compliance Division Manager Job Description City of Watsonville
Job Description
JOB TITLE: Environmental Compliance Division Manager DATE APPROVED:

DEPARTMENT: Public Works & Utilities SUPERSEDES: October 2020 REPORTS TO: Public Works & Utilities Director or designee SUPERVISION: Source Control Supervisor, Environmental Project Managers/Analysts, other staff as assigned
EMPLOYEE UNIT: Management
FLSA : Exempt
JOB SUMMARY:

Under administrative direction, directs, manages, supervise, and coordinates the activities and operations of the Environmental Compliance Division within the Public Works Department; establishes policies for the administration of the division; directs the implementation and coordination of City-wide policies and programs relating to environmental affairs; coordinates assigned activities with other divisions, departments, and outside agencies; and provides highly responsible and complex administrative support to the Public Works & Utilities Director.

DISTINGUISHING CHARACTERISTICS:

The Environmental Compliance Division Manager is considered a Division Manager with responsibility for the management of a division that includes several line areas/sections or functional work groups of significant depth and complexity. Responsibilities include overall administration and implementation of a division including development of division objectives and design and implementation of supporting units, programs, processes, policies, and/or procedures to successfully achieve those objectives. A Division Manager is also responsible for the development, administration, and control of the associated budget(s). In addition to the administrative and supervisory responsibilities associated with the management of a division, the Environmental Compliance Division Manager has a primary role in addressing environmental problems and issues resulting from City-wide departmental operations and keeping abreast of closely related legal and regulatory developments.

EXAMPLES OF ESSENTIAL DUTIES:

Page 150 of 245 ends

2 | Environmental Compliance Division Manager Job Description • Plans, directs, coordinates, and reviews the work plan for assigned staff; assigns work activities, projects, and programs; reviews and evaluates work products, methods, and procedures; meets with staff to identify and resolve problems.
• Participates in the selection of assigned staff; provides or coordinates staff training and development; prepares performance appraisals and recommendations for disciplinary actions, wage and salary actions, promotions, and related employment actions.
• Oversees and participates in the development and administration of the division’s annual budget; forecasts funds needed for staffing, equipment, materials, and supplies; monitors and approves expenditures; recommends adjustments as necessary.
• Confers with representatives of private industry, regulatory agencies, citizen organizations, and staff members on environmental affairs and issues.
• Strategically plan for long-term stormwater regulatory programs; advises and directs corrective actions for stormwater compliance and reviews private development compliance with City’s MS4 stormwater compliance; manage and facilitate state and Regional Board audits of stormwater permits. • Directs the preparation of reports and presents staff findings and recommendations to the City Manager, City Officials, and officials and representatives of other governmental and community agencies.
• Directs the preparation of advice, policies, programs, and recommendations for enhancing the quality of the City's environment with respect to air, water, stormwater, land use, pollution prevention, power, and flood control.
• Determines courses of action for the control and elimination of various types of pollution. • Directs the review of proposed City policies, programs, and projects to advise on their environmental impact and regulatory compliance.
• Manages and implements the City’s Phase II MS4 stormwater permit; manages and oversees the stormwater Industrial General Permit for City-owned facilities. • Oversees coordination activities and plan implementation of the Local Hazard Mitigation Plan, Climate Action Plan, and other environmental regulatory compliance related planning documents. • Coordinates City responses to environmental documents, reports, impact statements when multiple City departments are concerned.
• May direct efforts of the Public Works and Utilities laboratory functions and ensures compliance with current and future TNI regulations.
• Directs efforts of the source control program to ensure compliance with federal, state, and local regulations related to source control issues.
• Directs and oversees environmental grant identification, application, procurement, stakeholder analysis, and administration efforts specific to the division. • Provides staff assistance to the Public Works & Utilities Director; makes presentations and when requested serves on a variety of committees to work with regulatory agencies, the public, elected officials, and other agencies.
• Coordinates assigned environmental compliance activities with those of other divisions and outside agencies and organizations.
• May attend and participate in professional group meetings; maintains awareness of new trends and developments in the field of environmental affairs; incorporates new developments as appropriate into programs.
• Performs related duties as required.

Page 151 of 245 ends

3 | Environmental Compliance Division Manager Job Description

EMPLOYMENT STANDARDS
Knowledge of:
• Operations, services, and activities of a comprehensive environmental compliance program. • Principles of supervision, training, and performance evaluation. • Issues, problems, sources, and corrective programs related to air pollution, water, wastewater, and stormwater pollution, land use, and hazardous material management. • Monitoring techniques and investigative measures used by regulatory and compliance agencies. • Organization of local, state, and federal government, with particular reference to those agencies and offices having responsibility for environmental regulation compliance. • Principles and practices of municipal budget preparation and control. • Principles and procedures of record keeping.
• Principles of business letter writing and report preparation. • Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases.

Ability to:
• Oversee and participate in the management of a comprehensive environmental compliance program. • Plan, organize, and supervise work, including providing for employee training and development, and appraisal.
• Develop and interpret compliance plans and programs designed for environmental pollution mitigation. • Prepare, plan, direct, and coordinate the preparation of clear, concise, accurate, and comprehensive technical and administrative reports and correspondence. • Prepare, organize, analyze, and develop environmental compliance policies. • Develop and maintain cooperative relationships with governmental officials and agencies, civic organizations, and private industry.
• Represent the Department and City effectively at hearings before regulatory agencies and at conferences with public officials and representatives concerned with environmental compliance affairs. • Analyze and evaluate administrative problems and make appropriate recommendations for action. • Make oral presentations to City Council, Commissions, Boards, and community groups as directed. • Plan and organize work to meet changing priorities and deadlines. • Operate office equipment including computers and supporting word processing, spreadsheet, and database applications.
• Communicate clearly and concisely, both orally and in writing. • Establish and maintain effective working relationships with those contacted in the course of work.

EDUCATION/TRAINING AND EXPERIENCE:

Any combination of training and experience which would provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:

Education/Training:

Equivalent to a Bachelor’s degree from an accredited college or university with major course work in environmental science, public administration, business administration, or a closely related field, and broad and extensive work in environmental and regulatory compliance, budget management, program management, grant writing and administration.

Page 152 of 245 ends

4 | Environmental Compliance Division Manager Job Description Experience:

Five years of increasingly responsible experience in the field of regulatory affairs with respect to water, sewer, and stormwater compliance and enforcement including two years in a supervisory or administrative capacity preferred.

LICENSE & CERTIFICATION:
• Possession of a valid California Class C driver’s license and a safe driving record.

PHYSICAL DEMANDS AND WORKING ENVIRONMENT
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.
• Environment: Work is performed primarily in a standard office environment with some travel to different sites; incumbents may be exposed to inclement weather conditions; incumbents may be required to work extended hours including evenings and weekends and may be required to travel outside City boundaries to attend meetings.
• Physical: Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; to travel to other locations using various modes of private and commercial transportation; and to verbally communicate to exchange information.
• Vision: See in the normal visual range with or without correction. • Hearing: Hear in the normal audio range with or without correction.

Page 153 of 245 ends

1 Reso No. (CM)
Meeting Date: 110525 SWZ ______ TV ______ HR ______
RESOLUTION NO. (CM)

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WATSONVILLE

RATIFYING A MEMORANDUM OF UNDERSTANDING BETWEEN THE

CITY AND THE PUBLIC SAFETY MID-MANAGEMENT UNIT FOR FISCAL YEARS 2025-2028
WHEREAS, in accordance with provisions of the Myers-Milias Brown Act (Government Code section 3500 et seq.), City of Watsonville's Resolution No. 56-08 (CM), and City of Watsonville Administrative Rule V.1.1., the bargaining team from the City met and conferred in good faith with the bargaining team from the Public Safety MidManagement unit regarding the terms and conditions set forth in the Memorandum of Understanding, a copy of which is attached hereto and incorporated herein by reference; and
WHEREAS, the Council of the City of Watsonville after reviewing the Memorandum of Understanding hereby determines to ratify the Memorandum of Understanding.

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF WATSONVILLE, CALIFORNIA, AS FOLLOWS:

1. Adopting a Resolution ratifying the Memorandum of Understanding between the City and the Public Safety Mid-Management unit does not meet CEQA’s definition of a “project,” because the action does not have the potential for resulting in either a direct physical change in the environment or a reasonably foreseeable indirect physical change in the environment.

2. That the Memorandum of Understanding between the City and the Public Safety Mid-Management Unit, with term from July 1, 2025 to June 30, 2028, attached hereto marked Exhibit “A,” and incorporated herein by this reference, is hereby ratified. ********************************

Page 154 of 245 ends

4908-4658-2391 v1

MEMORANDUM OF UNDERSTANDING

BETWEEN

THE CITY OF WATSONVILLE
AND

PUBLIC SAFETY MID-MANAGEMENT UNIT
2025-2028
Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 155 of 245 ends

4908-4658-2391 v1

TABLE OF CONTENTS

1.0 GENERAL PROVISIONS ...........................................................................................1

2.0 AUTHORIZED DEDUCTIONS...................................................................................1

2.1 Dues............................................................................................................................. 1

2.2 Hold Harmless.............................................................................................................. 1

3.0 USE OF CITY FACILITIES........................................................................................2

4.0 REASONABLE TIME OFF.........................................................................................2

5.0 HOURS OF WORK AND SHIFT SCHEDULES........................................................2

5.1 Work Schedule and Change of Shift.............................................................................. 2

5.2 Hours of Work.............................................................................................................. 2

5.3 Implementation of 4-10 Work Schedule ........................................................................ 3

5.4 Investigations Schedule ................................................................................................ 3

6.0 MEDICAL AND LIFE INSURANCE..........................................................................3

7.0 OVERTIME..................................................................................................................4

8.0 COURT TIME..............................................................................................................5

9.0 COMPENSATORY TIME OFF ..................................................................................6

10.0 ADMINISTRATIVE LEAVE.......................................................................................6

11.0 HOLIDAYS...................................................................................................................7

12.0 UNIFORM AND SAFETY EQUIPMENT...................................................................8

12.1 Safety Equipment ..................................................................................................... 8

12.2 Uniform Allowance .................................................................................................. 8

12.3 Optional Equipment.................................................................................................. 8

12.4 Required Equipment and Uniform Standards............................................................. 8

12.5 Replacement of Safety Equipment ............................................................................ 8

12.6 Personal Property...................................................................................................... 9

12.7 Clothing Replacement............................................................................................... 9

13.0 VACATION ..................................................................................................................9

14.0 SICK LEAVE..............................................................................................................10

15.0 PAID LEAVE..............................................................................................................11

16.0 EDUCATION INCENTIVE PLAN............................................................................11

17.0 PAY DIFFERENTIALS .............................................................................................11

17.1 Detective Pay.......................................................................................................... 11

17.2 Bilingual Pay.......................................................................................................... 12

17.3 Bonus Pay Restrictions........................................................................................... 12

17.4 Longevity Pay………………………………… ……………………………………12

17.5 Shift Differential Pay…………………………………………………………………12

17.6 Motorcycle Patrol Premium Pay…………………………………………………..…12

18.0 SALARIES..................................................................................................................13

19.0 RETIREMENT...........................................................................................................13

20.0 DEFERRED COMPENSATION PLAN....................................................................14

21.0 TUITION REIMBURSEMENT.................................................................................14

22.0 RESIDENCY...............................................................................................................15

23.0 MANAGEMENT RIGHTS ........................................................................................15

24.0 PEACEFUL PERFORMANCE .................................................................................17

25.0 IRS-125 PROGRAM...................................................................................................17

26.0 HEPATITIS/TB TESTING........................................................................................17

27.0 SAVINGS CLAUSE....................................................................................................17

28.0 ENACTMENT............................................................................................................17

29.0 NON-DISCRIMINATION..........................................................................................17

30.0 VEHICLES .................................................................................................................18

31.0 FAMILY CARE AND MEDICAL LEAVE POLICY ...............................................18

32.0 ELIGIBILITY LIST...................................................................................................19 Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 156 of 245 ends

1 PSMM MOU 2025-2028

MEMORANDUM OF UNDERSTANDING

BETWEEN

THE CITY OF WATSONVILLE
AND

PUBLIC SAFETY MID-MANAGEMENT
2025-2028
This Memorandum of Understanding made and entered into this 1st day of July 1,2025, by and between the representatives of the City of Watsonville (hereinafter the "City") and Public Safety Mid-Management (hereinafter "Unit") representing police Sergeants and Lieutenants.

1.0 GENERAL PROVISIONS

1.1 Effective July 1, 2025, and continuing through and including June 30, 2028, this Memorandum contains all items agreed upon by and between the City and the Unit.

1.2 The Personnel Rules and Regulations of the City of Watsonville are not altered, changed or modified by this MOU unless a specific reference is made herein.

1.3 Existing salaries and monetary benefits not changed, modified or specifically made reference to in this Agreement, shall remain in full force and effect during the term of this MOU.

2.0 AUTHORIZED DEDUCTIONS

2.1 Dues
The City agrees to deduct from the wages of employees dues in the amount and for the term prescribed by members of Unit. Any employee desiring to have such deduction made must sign an appropriate assignment form.

City shall remit such deduction each month to the Treasurer of the Unit in accordance with normal payroll procedure.

2.2 Hold Harmless
The Unit shall indemnify and hold City harmless from any and all claims, demands, suits, or any other action arising from the deduction of said sums, including all costs and attorney's fees incurred by the City in defending same.

Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 157 of 245 ends

2 PSMM MOU 2025-2028

3.0 USE OF CITY FACILITIES
Subject to approval by management, City facilities shall be made available upon timely application for use by employees and the Unit. Application for such use shall be made to the management person under whose control facility is placed.

4.0 REASONABLE TIME OFF
Employee members of the Unit shall be allowed reasonable time off without loss of pay for the purpose of participating in contract negotiations. Employee members of the Unit shall be extended the same privilege to participate in any meetings mutually called by the parties during the term of this Agreement for review of grievances and contract compliance questions. There shall be no more than three (3) employees excused from their duties at any one time to participate in these functions.

5.0 HOURS OF WORK AND SHIFT SCHEDULES

5.1 Work Schedule and Change of Shift
The Police Chief or his designated representative shall prepare a schedule showing the hours each employee of the department is to work except in emergency situations. The Police Chief shall give thirty (30) calendar days notice of a change in shift schedules and there shall be ten (10) calendar days notice of change in individual assignment except in cases of emergency or in cases of temporary assignment to maintain minimum staffing requirements caused by scheduled leave. Notice of change of individual assignment to maintain minimum staffing under these conditions shall be at least three (3) calendar days. No prior notice shall be required in emergency situations.

Employees assigned to the Operations Division will be allowed to select their shift based on seniority in classification.

Exceptions to the scheduling and seniority provisions set forth above:

1. Certified bilingual personnel may be exempt to ensure adequate allocation among shifts.

2. Probationary employees will be placed administratively on a team and shift.

3. Exemption: through the evaluation process, disciplinary action, legitimate operational needs, distribution of probationary employees, personnel hardship, medical reasons, legal reasons or restrictions, or extenuating circumstances, and officer may be assigned or reassigned to a certain shift.

5.2 Hours of Work
The normal work week for all covered employees not assigned to the Patrol Division shall consist of forty (40) hours; eight (8) hours per day not including meal periods.

Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 158 of 245 ends

3 PSMM MOU 2025-2028

5.3 Implementation of 4-10 Work Schedule

5.3.1 The Department shall continue the 4-10 work schedule through the term of this agreement (except as provided for in Sections

5.3.4) The work schedule shall apply to individuals assigned to patrol and any other divisions as specified by the Chief of police.

5.3.2 The Department shall have the option of scheduling employee's holidays off in conjunction with the employees’ regular days off.

5.3.3 The Department shall assign shifts and days off to employees scheduled on the 4-10 work schedule. Employees may indicate a preference for shifts and or days off prior to Department scheduling. With the approval of the Department, employees may trade work schedules.

5.3.4 If at any time Department staffing drops below a total of thirty four (34) in the classification of Police Officer (including trainees), the Department shall have the option of immediately discontinuing the 4-10 schedule until such time as staffing rises to thirty four (34) police officers or more.

5.3.6 Individuals working the 4-10 schedule shall accrue time off at current (5-8 schedule) rates, converted to hours. Time off shall be charged at actual hours; i.e. 10 hours per day. Effective January 1, 2008, the holiday accrual rate shall be consistent with a 10-hour schedule.

5.4 Investigations Schedule
All Sergeants assigned to the Investigations Division are scheduled to work an 80 hour work period within a two week pay period. The Investigations unit shall work a 4/10 schedule. Days off will be on Mondays and Fridays with half the staff off on either day. If the Police Chief determines it is operationally necessary to change to a 5/8 schedule, this may be implemented after providing 30 days notice to the employees and Association unless a shorter amount of notice is necessary for Department operations. Like patrol officers, the lunch period will be termed a “working lunch” and such a period shall not significantly detract from the eight-hour work day.

6.0 MEDICAL AND LIFE INSURANCE
The City shall maintain the current health insurance coverage options for all Unit employees.

Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 159 of 245 ends

4 PSMM MOU 2025-2028
The City shall contribute the same monthly amount per full time employee towards health insurance coverage as provided to Fire Local 1272 or the City’s Management Unit, whatever is greater. The following is the current monthly amount per full time employee.

January 1, 2025 $1,437.50

6.1 Beginning on or after December 1, 2021, any annual health plan increases will be shared equally between the City and the Employees, provided the increased City and Employee contributions do not exceed $45 per month per employee. Increases above the $45/month cap are subject to the meet and confer process.

6.3 The Unit agrees to participate jointly with the City and other employee groups in review of insurance coverage’s during the term of this agreement. Upon health insurance committee recommendations to change or modify insurance coverage’s; the parties agree to reopen negotiations on this issue only.

Should changes occur due to insurance changes result in City cost below those set forth above, the intent of the parties is that the savings shall accrue to the employees.

6.4 The City shall maintain in effect life insurance coverage of Fifty Thousand Dollars ($50,000). Dependent life insurance shall be Two Thousand Dollars ($2,000.00).

6.5 Unit members may participate in the City's Long Term Disability Insurance, at their own expense (approximately 75%).

7.0 OVERTIME

7.1 Sergeants required to work more than the hours in a regularly assigned shift (i.e., more than eight (8) hours in one day if on a 5/8 schedule or more than ten (10) hours in one day if on a 4/10 work schedule) or more than forty (40) hours in one assigned work week shall be compensated at one and one-half (1-1/2) times their regular rate for time worked in access of the limited noted above.

7.2 For purposes of calculating overtime compensation, approved leave (except leave without pay) shall be considered as time worked.

7.3 Sergeants who are recalled to duty shall be entitled to a minimum of four (4) hours overtime compensation. Employees called in early prior to a duty shift or held over from a duty shift shall not be entitled to the four hour recall minimum, but shall be entitled to regular overtime compensation.

7.4 There shall be no pyramiding of overtime.

Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 160 of 245 ends

5 PSMM MOU 2025-2028

7.5 All overtime, including court time, shall be paid from the time an employee leaves the Police Department building until they return to it.

7.6 All required in person off-duty training and in-person mandatory meetings as approved or directed by the Police Chief shall be covered under section

7.3. The minimum call back shall not apply to remedial training. If an employee attends a scheduled, mandatory meeting as approved or directed by the Police Chief in a virtual setting, they shall be entitled to a minimum of one (1) hour overtime compensation.

7.7 In the event it is mandatory to fill an overtime position, patrol or special event, the following shall be applied:

1. Except in cases of emergency, notice of mandatory overtime shall be issued at least ten (10) calendar days in advance for pre-planned events, and three (3) calendar days for all other situations.

2. Mandatory overtime shall be assigned at the bottom of the seniority list except for the following exceptions:
a. Employee is working
b. Employee has not had a separation of work assignments of eight (8) or more hours
c. There must be a separation of 29 days or more from mandatory overtime assignments unless the pool of eligible officers has been exhausted. In the event this happens a 29 day separation will not be required.
d. Light duty employees, employees off of work due to injury or administrative leave
e. Employee is unavailable due to the mandatory overtime day overlapping with a pre-approved vacation on his/her days of work f. Declaration in the form of a memorandum, to the preparer of the overtime, that the employee is unavailable due to a pre-planned event. The Division Captain or his/her designee will render the final decision.

3. The Department shall maintain an updated list identifying the employees who are subject to the mandatory overtime assignment each day.

8.0 COURT TIME
Sergeants who must return from off-duty status to make court appearances on behalf of the City shall receive overtime in accordance with Section 7 of this MOU. A minimum of four (4) hours over-time shall be paid each court appearance involving a separate return from off duty status. This four (4) hour minimum compensation shall not apply for appearances occurring during an extension of the regular work Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 161 of 245 ends

6 PSMM MOU 2025-2028
day either before or after the assigned shift. The Sergeant shall not receive more than one (1) four (4) hour minimum compensation on a single court day, unless there are separate call backs more than four (4) hours apart.

Employees anticipating court appearances are responsible for checking the Santa Cruz County District Attorney’s online scheduling system, or the current acceptable practice. Employees shall continue to be responsible for calling appropriate tape recordings and/or phone numbers to receive updated information as to court appearances. The City will institute a centralized system for notifying employees of court appearance changes through the Records Division; and maintain a system of logging all calls handled by the Division. Employees shall still be responsible for responding to calls received directly from the Court or its Sergeants. If Sergeants are contacted a minimum of two hours prior to a Santa Cruz court appearance or a minimum of one hour prior to a Watsonville court appearance, they shall not appear in court and no minimum payment shall be due.

9.0 COMPENSATORY TIME OFF

9.1 Sergeants assigned to the 5-8 schedule shall be allowed to accrue a maximum of forty (40) hours of compensatory time off. Compensatory time off shall accrue at the overtime rates as specified in Section 7.0.

9.2 Sergeants working a 4-10 work schedule shall not be eligible for compensatory time off.

10.0 ADMINISTRATIVE LEAVE

10.1 Due to their shift work responsibilities and other work requirements in excess of the normal work week, Lieutenants shall receive Administrative Leave of eighty (80) hours per year beginning July 1st. Unused administrative leave as of June 30 shall be paid off at the regular rate pay for the succeeding month.

Lieutenants are not eligible to receive overtime.

10.2 The City shall pro-rate Administrative Leave up to a maximum of 6.66 hours per month for new hires in the Lieutenant classification and for every month during the fiscal year for which a Lieutenant was employed before termination of City service.

10.2 Not withstanding that employees are exempt from the FLSA, upon issuance of a Proclamation of a local emergency by the City Council or the Director of Emergency Services pursuant to Chapter 2 of Title 4 of the Municipal Code, Unit employees are eligible for overtime (time and one half) compensation. Such overtime eligibility shall cease when the City Manager determines that the disaster response has ended.

Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 162 of 245 ends

7 PSMM MOU 2025-2028

10.3 Upon institution of a Department wide emergency as evidenced by Department wide cancellation of days off and vacations, overtime exempt Lieutenant(s) may be made eligible for additional (straight time) compensation if:

1. The Chief of Police approves request(s) for additional compensation by a Lieutenant(s). The decision by the Chief of Police is final.

10.4 Unit employees exempt from overtime shall not be required to utilize paid leave time nor be subject to paid deduction for authorized absences of less than one day.

11.0 HOLIDAYS
The following holidays will be observed for the term of this agreement:

January 1 (New Year's Day)
Third Monday in January (Martin Luther King's Birthday) Third Monday in February (Washington's Birthday)
Last Monday in May (Memorial Day)
July 4
First Monday in September (Labor Day)
November 11 (Veteran's Day)
Thanksgiving Day
Friday following Thanksgiving (in lieu of Election Day) December 24 (in lieu of Admission Day)
December 25 (Christmas)
December 31
In lieu of February 12 (Lincoln's Birthday) employees shall receive one (1) floating holiday which shall be credited during the month of February. Employees shall have the option of receiving pay for a floating holiday by notifying the City in advance of the holiday.

Recognized holidays which fall on Saturday shall be observed on the preceding Friday. Recognized holidays which fall on a Sunday shall be observed on the following Monday.

Employees assigned to a 5/8 work schedule will observe the holidays specified in the MOU. In addition, beginning in 2020, Sergeants assigned to a 5/8 work schedule will observe Cesar Chavez Day and will be provided with 8 hours of CTO on the first full pay period in January which will expire on the last full pay period of December of that same year if not used. This equates to a total of 120 hours to equal those on a 4/10 schedule.

Employees assigned to the detective bureau working a 4/10 schedule will observe the City recognized holidays, as specified in the MOU, with the exception of Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 163 of 245 ends

8 PSMM MOU 2025-2028
Lincoln’s Birthday. Employees assigned to the detective bureau will therefore receive a total of 12 holidays.

Employees assigned to a 4/10 work schedule (or any other alternative work schedule) will receive 10 hours of holiday pay per month, for a total of 120 hours of holiday pay. Holiday time-off will generally be as follows: Blue team holidays will be taken the first Wednesday of every month and Gold team holidays will be taken every third Wednesday. The Department has the discretion to change these days with proper advanced notice.

12.0 UNIFORM AND SAFETY EQUIPMENT

12.1 Safety Equipment
The City shall provide all safety equipment which is mandated by State law or required by the Chief of Police. The Chief shall determine the suitability of all safety equipment. In the event a Police Officer desires to replace any issued item for a different type, such replacement shall require the approval of the Chief and shall occur at the expense of the Officer.

12.2 Uniform Allowance
Uniform allowance shall be increased by $100 per year for a total of One Thousand Two Hundred ($1,200.00) Dollars per year per officer for the purchase and maintenance of required uniform items and footwear effective in the first full pay period upon ratification by the Unit and approval by the City Council.

Newly-hired officers shall be advanced the first two (2) quarters of uniform allowance payment for the initial purchase of uniform items. Each officer shall be required to maintain proper dress as required by the Chief of Police.

12.3 Optional Equipment
With the approval of the Chief, Police Officers may carry additional items for their use while on duty at their own expense.

12.4 Required Equipment and Uniform Standards
The Chief of Police shall issue a list of all required safety equipment, uniform items, approved optional equipment, and standards for the wearing of uniforms.

12.5 Replacement of Safety Equipment
All uniform and/or safety equipment items issued to the employee by the City shall remain the property of the City whether new issue or replacement. All Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 164 of 245 ends

9 PSMM MOU 2025-2028
replacement of worn, damaged, or faulty equipment will require that the item to be replaced be surrendered to the Chief of Police or his authorized representative.

12.6 Personal Property
For purposes of replacement or repair of personal property destroyed in the line of duty, the City will pay up to $200 for replacement, repair, or insurance deductible (whichever is less) for the following:
1) Watch
2) Prescription eyeglasses
3) Prescription or non-prescription sunglasses or reading glasses 4) Personal cell phone
5) Earpieces
Proof of damage occurring while acting in the course and scope of employment including a police report shall be submitted along with proof of replacement cost and submitted through the reimbursement process as established by the Department. In the event the cost of repair or replacement exceeds $200, the employee may be reimbursed for any additional sums that are found to be reasonable. The reasonableness of any such additional sums shall be determined by the Chief of Police whose decision is final. The above replacement payments will not be paid more than one time for any of the above items within a contract year.

12.7 Clothing Replacement
Uniform and clothing items damaged in the line of duty will be replaced or repaired at City expense. Replacement or repair will take place only when the damage was not due to the negligence of the employee. Personal clothing items damaged in the line of duty would be repaired or the City would pay the reasonable value of the irreparable item\s not to exceed $150 per year.

12.8 Safety Equipment for Motorcycle Patrol
A Sergeant assigned to Motorcycle Patrol shall receive all required safety equipment, including jacket, breeches, helmet, gloves, glasses, and boots.

Assignment to the Motorcycle Patrol Unit shall be at the sole discretion of the Chief of Police. It is understood that a transfer from the Motorcycle Patrol Unit is not necessarily a matter of disciplinary action and may or may not require notice other than that described in Section 5.0 and its subsections.

13.0 VACATION

13.1 Each employee shall accrue vacation as specified below:
0 through 5 years of service 12 days per year (96 hours) Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 165 of 245 ends

10 PSMM MOU 2025-2028
6 through 12 years of service 16 days per year (128 hours) 13 or more years of service 20 days per year (160 hours)

13.2 For employees hired or promoted to the position of Sergeant after July 1, 2025:

Employees with more than two (2) times their annual vacation accrual on the books shall bring their accrual within the accrual maximum by June 30, 2027.

After one year of service, each employee will be expected to take during each year the vacation to which he/she is entitled.

When an employee’s vacation balance reaches two times their annual vacation accrual, the employee will not accrue vacation until the vacation balance is below the accrual maximum.

If an employee is denied requested vacation due to the needs of the City, the department must send a memo explaining the situation for consideration by the City Manager prior to the employee reaching the maximum accrual. Only the City Manager may grant temporary exceptions to this section in extraordinary circumstances.

Employees may cash out up to eighty (80) hours of vacation provided that they retain on the books at least eighty (80) hours of vacation at the time of the cash out. The cash out will be on the second pay date in December with a twelve (12) day notice to payroll prior to the relevant pay day.

14.0 SICK LEAVE

14.1 Each employee shall accrue sick leave in the amount of one and one-quarter (1-1/4) days per month of service (10 hours). Sick leave is payable only in the cases of bona fide illness or injury.

14.2 Sick leave accumulated by Lieutenants and Sergeants in any calendar year in excess of 125 days (1000 hours) shall be paid at the rate of Fifty (50%) percent on the first payroll of December. The balance of such unused sick leave shall be added to the employee's accumulation and be eligible for PERS credit upon retirement. Unused sick leave may not be used to delay the date of an employee's disability retirement.

14.3 In accordance with California "Kin Care" law, in the event of an illness in the immediate family, an employee shall be granted accrued sick leave not to exceed one-half of the annual sick leave allowance (7.5 days) by the department head. For the purposes of this section, immediate family shall include parents, spouses, domestic partners, and children. For purposes of this section, “parent” and “child” include biological, foster, adopted, step, or legal guardian relationships and a “child” also includes the child of a domestic partner. Where unusually close ties exist, the department may Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 166 of 245 ends

11 PSMM MOU 2025-2028
determine other relationships to be included in the definition on a case-bycase basis.

15.0 PAID LEAVE
Paid leave may be taken in increments of less than one (1) day subject to normal leave procedures. Seventy-two (72) hours advance notice of absence except in case of emergency or sickness will be given to the department by all officers.

16.0 EDUCATION INCENTIVE PLAN

16.1 Sergeants who have obtained a POST Advanced Certificate will receive a differential of two and one half percent (2.5%) of their base wage rate, and Sergeants who have obtained a POST Supervisory Certificate or a BA or BS will receive a differential of five percent (5%) of their base wage rate.

Officers promoting to the rank of Sergeant who were receiving educational incentive pay pursuant to section 20 of the POA MOU shall continue to receive such pay for up to 24 months pending receipt of the POST Supervisory Certificate.

16.2 Lieutenants shall receive a five percent (5%) differential for the POST Management Certificate. Sergeants promoting to the rank of Lieutenant who were receiving educational incentive pay pursuant to section 16.1 above, shall continue to receive such pay for up to 24 months pending receipt of the POST Management Certificate.

16.3 Employees who thereafter obtain such certificates will be paid in the applicable differential commencing with the first full pay period after submitting documented proof of same to the City.

16.4 Employees with a Master’s degree from a regionally accredited university shall receive 2.5% on the first full pay period after verification is provided to Human Resources.

17.0 PAY DIFFERENTIALS

17.1 Detective Pay
Sergeants assigned to the Detective Bureau shall receive a differential of 5% for the period of their assignment as a Detective. Assignment to the Detective Bureau shall be at the sole discretion of the Chief of Police. It is understood that transfer from the Detective Bureau is not necessarily a matter of disciplinary action and may or may not require a notice other than that described in Section 5.0 and its sub-sections.

Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 167 of 245 ends

12 PSMM MOU 2025-2028

17.2 Bilingual Pay
Unit employees who can demonstrate proficiency in reading and speaking the Spanish language shall receive a bonus pay of 5% of base pay per month.

This bonus shall apply to Officers in regular active service to the City. The City shall establish a method of testing for competency in the Spanish language. An Officer must pass the City's competency test on an annual basis to maintain the bonus pay. The City Manager may waive the annual testing requirement for individuals upon recommendation of the Police Chief.

17.3 Bonus Pay Restrictions
Detective and Bilingual Bonus pay shall not affect a member's pay rate for purposes of computing overtime or other benefits based on salary.

17.4 Longevity Pay
Any employee with at least 5 years of service as a sworn peace officer with the City of Watsonville shall receive a two (2%) Longevity Pay Premium, and any employee with at least 10 years of service as a sworn peace officer with the City of Watsonville shall receive an additional two percent (2%) Longevity Pay Premium, and any employee with at least 15 years of service as a sworn peace officer with the City of Watsonville shall receive an additional two and one-half percent (2.5%) Longevity Pay Premium (for a total six and one-half percent (6.5%) Longevity Pay Premium).

17.5 Shift Differential
Effective upon the first full pay period on or after July 1, 2019 or ratification of the contract, any employee assigned to graveyard shift will be subject to a

2.5% shift differential. This does not apply to shift trades, overtime or other short term assignments requiring occasional graveyard work.

Effective upon the first full pay period after January 1, 2022 and ratification of the contract, the shift differential shall increase to 5.0% for any employee assigned to the graveyard shift. This does not apply to shift trades, overtime or other short term assignments requiring occasional graveyard work.

17.6 Motorcycle Patrol Premium Pay
Effective the first full pay period after Council approval, a single Sergeant assigned to the Motorcycle Patrol Unit shall be entitled to a five percent (5%) increase in base pay, and the prior 2022 Side Letter Agreement between the City and the Unit regarding Motorcycle Duty shall cease to exist. At no time will more than one (1) member be entitled to receive Motorcycle Patrol Premium Pay.

Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 168 of 245 ends

13 PSMM MOU 2025-2028

18.0 SALARIES

18.1 Year one: Effective the first full pay period beginning September 27, 2025 and upon Unit ratification and approval by City Council, each step in the salary range for all employees shall be increased by a 3% cost of living increase.

One Time Ratification Bonus
Effective the first full pay period after approval by City Council, all employees will receive a flat, one-time non-pensionable $2,500.00 ratification bonus in connection with Side Letter Agreement between the City and the Unit dated June 6, 2024.

Year two: Effective the first full period after July 1, 2026, each step in the salary range for all employees shall be increased by a 3% cost of living increase.

Year three: Effective the first full period after July 1, 2027, each step in the salary range for all employees shall be increased by a 3% cost of living increase.

19.0 RETIREMENT

19.1 TIER 1: The following benefits are included in the City's retirement plan for employees hired on or before July 1, 2011:
(a) 3% at 50 formula.
(b) 1959 Survivor Benefits Fourth Level: Employee to pay employee contribution, City to pay employer contribution for Fourth level Benefit. (c) Government Code 21222.1 funded to May 31, 1983.
(d) Government Code 21222.2.
(e) Military Service Credit
(f) Single Highest Year
(g) Credit for unused Sick Leave Section 20862.8
TIER 2: For employees hired between July 1, 2011 and December 31, 2012 and for “Classic” members as commonly understood following the California Public Employees' Pension Reform Act of 2013 (PEPRA) and CalPERS guidance (i.e., employees that do not meet the definition of “new members”), hired after July 1, 2011 the retirement formula shall be 3% at 55 with final compensation based on the average of the highest wages earned in any consecutive 3-year period.

Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 169 of 245 ends

14 PSMM MOU 2025-2028
TIER 3: Pursuant to California Public Employee's Pension Reform Act of 2013 (PEPRA) the City shall provide the CalPERS 2.7% at 57 retirement plan for Public Safety employees that meet the definition of “new members” hired on or after January 1, 2013. Final compensation shall be based on the average of the highest wages earned in any consecutive 3 year period.

19.2 Tier 1 and Tier 2 employees shall pay the 9% employee contribution towards PERS pursuant to the terms and conditions of IRS Code section 414(h)(2).

Per PEPRA, Tier 3 employees shall contribute 50% of the normal cost of the CalPERS benefit, or what is determined by CalPERS to be the employee contribution rate.

Effective the first full pay period commencing on or after July 1, 2018 (or as soon thereafter as administratively feasible), all Tier 1, Tier 2 and Tier 3 members will contribute an additional three percent (3%) toward the cost of their respective retirement benefits. The parties mutually recognize and acknowledge that the additional employee contributions provided herein satisfy the cost-sharing terms set forth in Government Code section 20516.5.

Further, these additional employee pension contributions for Tier I and Tier II employees will be applied to the employee account with CalPERS pursuant to a contract amendment.

19.3 PORAC Trust
The Unit will establish participation in a retiree medical trust administered by the PORAC Retiree Medical Trust. The City will assist with the facilitation of member participation in the PORAC Retiree Medical Trust, at no cost to the City. The parties agree to enter into a side letter agreement to effectuate this clause.

20.0 DEFERRED COMPENSATION PLAN
Employees shall be allowed to participate in a deferred compensation plan which currently exists for management personnel.

Employees must contribute to the deferred compensation plan in order to receive the following matching City contributions:
• Effective the first full pay period of January 2026, the City will provide a matching contribution of up to $50.00 per paycheck to those employees who contribute to the deferred compensation plan.

21.0 TUITION REIMBURSEMENT
Tuition reimbursement shall be governed by the City Administrative Rule and Regulation 3.1.1. City Administrative Rule and Regulation 3.1.1 Tuition Reimbursement is modified as follows:

Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 170 of 245 ends

15 PSMM MOU 2025-2028
Section II. 2. is modified to allow reimbursement of claims not to exceed $2,000 per year.

It is acknowledged that employees may submit requests for POST training for approval for reimbursement provided, however, that it is acknowledged that training not mandated by the City shall be undertaken on the employee’s own time.

22.0 RESIDENCY
As a condition of employment, all Safety employees hired by the City Police Department after July 2, 1983 shall, within six (6) months of date of hire, establish a bona fide residence and reside within a reasonable distance from the Watsonville Police Building. For this purpose "reasonable distance" shall be construed to mean fifty (50) miles.

23.0 MANAGEMENT RIGHTS
All City rights, under state law and charter, and all City rights which existed prior to the recognition of the P.O.A. shall remain vested with the City, unless expressly abridged by this MOU. These rights include but are not limited to:
• the exclusive right to determine the mission of its constituent departments, commissions, boards;
• set standards and levels of service;
• determine the procedures and standards of selection for employment and promotions;
• direct its employees;
• establish and enforce dress and grooming standards;
• determine the methods and means to relieve its employees from duty because of lack of work or other lawful reasons;
• maintain the efficiency of governmental operations;
• determine the methods, means and numbers and kinds of personnel by which government operations are to be conducted;
• determine the content and intent of job classifications; • determine methods of financing;
Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 171 of 245 ends

16 PSMM MOU 2025-2028
• determine style and/or types of City-issued wearing apparel, equipment or technology to be used;
• determine and/or change the facilities, methods, technology, means, organizational structure and size and composition of the work force and allocate and assign work by which the City operations are to be conducted;
• determine and change the number of locations, relocation’s and types of operations, processes and materials to be used in carrying out all City functions including, but not limited to, the right to contract for or subcontract any work or operations of the City;
• to assign work to and schedule employees in accordance with requirements as determined by the City and to establish and change work schedules and assignments upon reasonable notice;
• establish and modify productivity and performance programs and standards;
• discharge, suspend, demote, reprimand, withhold salary increases and benefits, or otherwise discipline employees in accordance with applicable law;
• establish employee performance standards including, but not limited to, quality and quantity standards, and to require compliance therewith; • 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.

The exercise by the City through its Council and management representatives of its rights hereunder shall not in any way, directly or indirectly, be subject to the recognized grievance procedure.

Section A. The City Manager and Department Heads have and will continue to retain exclusive decision-making authority on matters not officially and expressly modified by specific provisions of this MOU
Section B. In the exercise of the rights set forth in Section 22.0, the City has the right to make reasonable rules and regulations.

Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 172 of 245 ends

17 PSMM MOU 2025-2028

24.0 PEACEFUL PERFORMANCE
During the life of this Agreement, Unit employees shall not engage in any work stoppages, strikes, slow-downs, or boycott picketing. No lock-outs shall be made by the City.

In the event that any employee covered by this Agreement, individually or collectively, violates the provisions of this section, the Association shall make a good faith effort to stop such violations of this section.

25.0 IRS-125 PROGRAM

25.1 The City shall maintain in effect the IRS-125 program.

26.0 HEPATITIS/TB TESTING
Upon request, the City will provide employees with Hepatitis and/or TB tests.

27.0 SAVINGS CLAUSE
If any provision of this Agreement shall be held invalid by operation of law or by any court of competent jurisdiction, or if compliance with enforcement of any provision shall be restrained by any tribunal, the remainder of this Agreement shall not be affected hereby, and the parties shall enter into negotiations for the sole purpose of arriving at a mutually satisfactory replacement of such provision.

28.0 ENACTMENT
It is understood that the foregoing shall be jointly submitted to the City Council for approval and upon approval this Agreement becomes final and binding.

29.0 NON-DISCRIMINATION
The City, the Association and the Union will continue to comply with applicable laws prohibiting discrimination on the basis of age, race, color, creed, religion, gender, gender identity, sexual orientation, national origin, marital status or registered domestic partnership, medical condition including genetic characteristics, or physical or mental disability.

The City shall not discharge or otherwise discriminate against any employee by reason of any Union activity not interfering with the performance of his work; and the Union, the Association and its members shall not in any manner discriminate against any employee by reason of his refusal to engage in Union activity.

The City recognizes and agrees to abide by the Police Officers' Bill of Rights.

Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 173 of 245 ends

18 PSMM MOU 2025-2028

30.0 VEHICLES
The City shall provide a take-home vehicle for the Sergeant serving as the Investigations Supervisor.

31.0 FAMILY CARE AND MEDICAL LEAVE POLICY

31.1 In accordance with the Federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), the City of Watsonville (City) will provide unpaid family and medical care leave for eligible employees for up to 12 weeks per 12-month period for the following reasons only:
a. The birth of a child or to care for a newborn of an employee; b. The placement of a child with an employee in connection with the adoption or foster care of a child;
c. Leave to care for a child, parent or spouse who has a serious health condition; or
d. Leave because of a serious health condition that makes the employee unable to perform the functions of his/her position.
e. A qualifying exigency arising out of the fact that an employee’s spouse, domestic partner, child or parent is on active military duty or has been notified of an impending order to active duty (“Qualifying Exigency Leave”).

An eligible employee is entitled to up to twenty-six (26) workweeks of military caregiver leave during a single twelve (12) month period. The twelve (12) month period begins on the first day the employee takes leave and ends twelve (12) months after that date. Unlike other types of family medical leave, military caregiver leave is a one-time entitlement only; it does not renew annually. This leave entitlement does not increase the amount of leave an employee may take for other FMLA/CFRA qualifying reason during a single 12-month period. However, the employee is limited to taking a maximum of twenty-six (26) weeks during the single 12-month period. For example, and employee may combine military caregiver leave with other types of family medical leave during a single 12-month period. However, the employee is limited to taking a maximum of twenty-six (26) weeks of leave in such circumstances.

Military caregiver leave is to care for a military service member who is undergoing treatment for a serious injury or illness incurred in the line of active duty, or a veteran who is being treated for a serious injury or illness that occurred in the line of active duty during the five years preceding the date of treatment, if the employee is the spouse, domestic partner, child, parent or next of kin of the service member (“Military Caregiver Leave”).

Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 174 of 245 ends

19 PSMM MOU 2025-2028
When applicable, an eligible family member may take the qualifying exigency leave up to a maximum of fifteen (15) days to match a military member’s Rest and Recuperation leave orders.

31.2 An employee is eligible for leave if the employee:

1. Has been employed for at least 12 months; and

2. Has been employed for at least 1,250 hours during the 12-month period immediately preceding the commencement of the leave,

31.3 If an employee requests leave for any reason permitted under this policy, he/she must exhaust all accrued leaves (except sick leave) in connection with the leave. The exhaustion of accrued leave will run concurrently with the leave under this policy.

If an employee requests leave for his/her own serious health condition, in addition to exhausting accrued leave, the employee must also exhaust accrued sick leave. Workers compensation disability leave and 4850 leave will run concurrently with family leave.

31.4 This section provides a benefit summary only. For further information, refer to the City's Administrative Rule on this subject.

32.0 ELIGIBILITY LIST
1) Effective September 6, 2018 the Eligibility List for Sergeant shall be two years and may not be extended. The eligibility list may be abolished by the Human Resources Director at any time subject to the request of the Police Chief.

PUBLIC SAFETY MID-MANAGEMENT UNIT
Date: _______________ ______________________________
Ely Uretsky, Unit Representative
Date: _______________ ______________________________
Jarrod Pisturino, Unit Representative
Date:_________________________ ______________________________ Charles Bailey, Unit Representative
Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83 11/4/2025 | 1:15 PM PST
11/4/2025 | 12:43 PM PST
11/4/2025 | 1:54 PM PST

Page 175 of 245 ends

20 PSMM MOU 2025-2028

CITY OF WATSONVILLE
Date: _______________ ______________________________
Tamara Vides, City Manager
Date: _______________ ______________________________
City Attorney
Date: _______________ ______________________________
City Clerk
Docusign Envelope ID: 5705E5E4-2EC8-45A1-A911-D9DD5B33DA83

Page 176 of 245 ends

Page 1 of 6 ends

11/4/2025 7:06:38 PM
C:\Program Files\eSCRIBE\TEMP\1963640005\1963640005,,,RESCIND RESOLUTION 119-14 AND AMEND ORDINANCE 1295- 13 PROJECT LABOR AGREEMENT.docx
0 CITY COUNCIL AGENDA REPORT
MEETING DATE: Wednesday, November 5, 2025
TO: CITY COUNCIL
WRITTEN BY: City Attorney Samantha W. Zutler
RECOMMENDED BY: CITY ATTORNEY ZUTLER
APPROVED BY: TAMARA VIDES, CITY MANAGER
SUBJECT: CONSIDER OPTIONS REGARDING PLA: 1) ADOPT SIDE LETTER PRESENTED BY TRADES COUNCIL; OR 2) RESCIND RESOLUTION NO. 119-14 (CM) AND INTRODUCE AMENDMENT TO ORDINANCE NO.
1295-13.

RECOMMENDATION:

Consider options regarding Project Labor Agreement:

1. Adopt October 23, 2025, Trades Council Side Letter; or

2. Adopt Resolution Rescinding Resolution No. 119-14 and Introduce, for First Reading Only, waiving full reading of the text, an Ordinance Amending Ordinance No. 1295-13.

BACKGROUND:

In 2014, the City Council adopted Ordinance No. 1295-13, which required the use of Project Labor Agreements (PLAs) for city-funded construction projects. At that same time, the City Council adopted resolution No. 119-14 (CM), which approved the form of a master PLA to be used for all City construction projects exceeding $600,000 and involving three or more trades.

In recent years, the current PLA has impacted the City’s ability to efficiently bid and complete certain projects. The $600,000 threshold amount is also outdated. The City has discussed various revisions to the PLA with the Trades Council but has been unable to reach agreement. Since the current PLA has no expiration date, staff recommend the Council exercise its legislative authority to rescind Resolution 119-

Page 177 of 245 ends

1 14, by which the current PLA is adopted, and amend Ordinance No. 1295-13 to include a framework for a more modern PLA that would allow the City to complete necessary projects.

Staff presented this item at the October 14, 2025, City Council meeting. At that meeting, the Council discussed terms of a potential side letter with representatives of the Trades Council. Following that discussion, the City Council ordered a special meeting to be held on November 5, 2025, to allow for further negotiation between the Trades Council and the City Council. In the meantime, Councilmembers and the Trades agreed that, prior to the November 5 meeting, the Trades would present a draft side letter responding to the City’s primary concerns about the current PLA, including: 1) a term; 2) an increase to the project threshold; and 3) an approach for projects that the City has been or may be unable to bid. On October 23, 2025, the Trades Council submitted the attached side letter. The table below compares the side letter provided by the City on September 24, 2025, and the side letter provided by the trades on October 23:

PROVISION CITY TRADES COUNCIL
Term Shall sunset on December
31, 2027 unless extended
Shall sunset on December 31, 2028 unless further
extended
Project threshold
$1,500,000. The threshold
shall increase annually, on
the anniversary date of the
execution of this Side
Letter, by the ENR
Construction Cost Index.

All public works or improvement projects paid for
in whole or in part by City of Watsonville funds
with an estimated cost of one million five hundred
thousand dollars ($1,500,000) or more.

The Trades also proposed eliminating the
provision in the current PLA, applying the PLA to
projects employing three or more crafts.

Projects the City is unable
to bid on:

Option 1
The PLA shall only apply to
the following projects:
paving projects,
underground pipeline
projects, new building
construction. Or
Option 2
The PLA shall not apply to
the following projects:

Headworks and Influent
Pump Station
Improvements; Chromium
A. With respect to the following Projects, the
City shall require PLA compliance:

1. Replace Headworks Diversion, project
#14410

2. Chromium 6 Treatment Plants,
project #14346

3. Airport - Hames, Amesti and Rider
Tank Coating, project #14826
However, due to the unique nature of the
foregoing Projects, in the event the City does not
receive at least three (3) contractor bids after
expiration of the bid deadline, the City may choose
to re-bid the Project without application of the
PLA.

In order to do so, the City must first notify the
Council in writing via email and offer to meet with
the (Trades) Council to address the needs of the
Project and provide any information that would be
helpful to facilitate contractor bidding.

Page 178 of 245 ends

2 IV Treatment; Sewer Pump
Station 14 Improvements;
Airport Reservoir Coating
Improvements; Freedom
Reservoir and Pump
Station Improvements;
WWTF Cogen
Replacement/ Electrical
Improvements; WWTF
Aeration Process
Improvements; and WWTF
Dewatering Process
Improvements.

N/A Section 2.2 of the PLA is hereby amended and fully
restated as follows: “Project Description: The
Agreement shall govern the award of all
Construction Contracts for public works,
improvement or construction projects, paid for in
whole or in part by City of Watsonville funds with
an estimated cost of one million five hundred
thousand dollars ($1,500,000) or more. The City
and the Council may mutually agree in writing to
add additional projects or components to the
scope of this PLA.

N/A Section 7.2 of the PLA is hereby amended and fully
restated as follows: “The Contractors/Employers
shall make and transmit all deductions for Union
dues, fees, and assessments that have been
authorized by employees in writing in accordance
with the applicable Master Agreement. This
Agreement does not require any employee of a
non-Union contractor to join a Union or to pay
dues or fees to a Union as a condition of working
on the Project; however, nothing in this Article is
intended to supersede the requirements of the
applicable Master Agreements as to
Contractors/Employers signatory to such Master
Agreements and as to employees of those
Contractors/Employers who are performing
Covered Work.”
DISCUSSION:

Page 179 of 245 ends

3 The City and the Trades Council entered into the current PLA in 2014. In recent years, the City has had difficulty completing construction projects, specifically water and wastewater related projects. At times, contractors decline to bid on the project or bid well over the engineer’s estimate, resulting in the City being unable to complete the projects. Staff’s understanding is that these circumstances are due to the restrictive nature of the current PLA. For example, over the last ten years, the City has been unable to award the following projects:
 Corralitos Creek Water Treatment Plant Project: The Engineer’s Estimate was $3 million. Two bids were received, the lowest bid received was $5.1 million (71% above estimate).  Digester Mixing Improvements Project: The Engineer’s Estimate was $1.1 million. One bid was received in the amount of $1.8 million (63% above estimate).  Digester Mixing Improvements Project (Rebid): The Engineer’s Estimate was $1.1 million. One bid was received in the amount of $1.5 million (36% above estimate).  Miles Lane Sewer Pump Station: The Engineer’s Estimate was $1.3 million. No bids received.  Water Well #4 Pump Station: The original Engineer’s Estimate was $3 million. One bid was received in the amount of $5.6 million (69% above estimate).
 Landfill Phase III Closure Phase IV Opening: The Engineer’s Estimate was $7.2 million. One bid was received in the amount of $12.6 million (76% above estimate).  WWTF Electrical System Hazard Mitigation Project: The Engineer’s Estimate was $19 million. One bid was received in the amount of $26 million (36% above estimate).  Nature Center Building: The Engineer’s Estimate was $6.1 million. Six bids were received, the lowest of which was $8.6 million (41% above estimate).
 Miles Lane Sewer Pump Station (Rebid): The Engineer’s Estimate was $1.3 million. No responsive bids received.

At times, when able to successfully bid and award a project, the City has paid in excess of 20% over the engineer’s estimate. For example, the City paid well in excess of the engineer’s estimate for the following pipeline, building, and roadway projects:
 Manana Lane Sewer Replacement Project: The Engineer’s Estimate was $1 million. Two bids were received, the lowest of which was $1.5 million (49% above estimate).  Airport Freedom Trunk Sewer Replacement: The Engineer’s Estimate was $3.3 million. Five bids were received, the lowest of which was $4.3 million (30% above estimate).  Freedom Blvd Road Reconstruction: The Engineer’s Estimate was $3 million. Four bids were received, the lowest of which was $4.3 million (43% above estimate).  Landfill Phase III Closure Phase IV Opening: The Engineer’s Estimate was $7.5 million. Seven bids were received, the lowest of which was $9.2million (22% above estimate).  Water Main Replacement Union, Beach, Lincoln: The Engineer’s Estimate was $3.8 million. Two bids were received, the lowest of which was $4.7 million (24% above estimate).

Below is a list of key terms of the current PLA:

Page 180 of 245 ends

4  Applies to all projects in excess of $600,000 and employing workers in three or more crafts. Since 2014, construction costs have increased exponentially. In 2025, nearly every construction project the City bids exceed $600,000; the average construction cost for the city is $2.5 million over the past 5 years.
 No term or expiration date. The document does not include a term or expiration date, so does not include the ability for either party to terminate the agreement.

Below is a summary of amendments to the Ordinance:
 Instead of requiring a PLA, it authorizes a PLA, so long as the PLA complies with the framework provided in the amended Ordinance.
 Requires that any PLA allow the City to complete construction projects in a timely and cost-effective manner.
 Requires that any PLA include the following provisions:
o A term, at the end of which the PLA expires, unless the City and Trades Council agree to an extension or renewal;
o A list of specific types and/ or sizes of projects or the characteristics of projects that will be subject to the PLA;
o Apply to all projects with a projected project cost of $1,500,000 or more. That amount is adjusted annually by an amount equivalent to the DGS California Construction Cost Index; o A provision allowing the City Council to rescind the PLA for a specific project if the Council finds that the PLA is preventing the City from timely and efficient completion of a project necessary for the health and safety of Watsonville residents, or is preventing the City from receiving outside funding;
o A provision affirming the City’s compliance with Watsonville Municipal Code Section 7.15.03 (Local Hiring Requirement Imposed) and 7-15.04 (Apprentice Hiring Requirement); o All provisions required by Public Contract Code Section 2500, as amended from time to time; and o A requirement that the Trades Council provide an annual update to the City Council regarding the impacts of the PLA, including project completion costs, use of apprenticeships, and the use of local union labor.

Procedurally, in 2014, the Council adopted an Ordinance requiring the City enter into a PLA, then a resolution adopting the master PLA. Staff recommends a similar process here:

1. Rescind Resolution 119-14 (CM), which adopted the current PLA.

Amend Ordinance No. 1295-13 (CM), as explained above. The amendments authorize the City to enter into a future PLA, consistent with the framework outlined in the Ordinance. Any future PLA would be subject to approval by the Council by resolution.

CALIFORNIA ENVIRONMENTAL QUALITY ACT (CEQA) DETERMINATION:

Page 181 of 245 ends

5 No environmental review is required for this item. Rescinding a resolution by with the current PLA is adopted and implementing a framework for a future PLA is a project subject to the California Environmental Quality Act (“CEQA”) because neither action has the potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines, §§ 15060, subd. (b)(2)-(3), 15378.) Any construction project bid pursuant to a future PLA will be subject to environmental review at that time.

FINANCIAL IMPACT:

The recommended action will not impact the General Fund.

ALTERNATIVE ACTION:

The Council could choose:

1. Adopt October 23, 2025, Trades Council Side Letter or

2. Adopt Resolution Rescinding Resolution No. 119-14 and Introduce, for First Reading Only, waiving full reading of the text, an Ordinance Amending Ordinance No. 1295-13, or

3. Adopt a modified side letter with agreement from the Trades Council ATTACHMENTS AND/OR REFERENCES (IF ANY):
1) Resolution No. 119-14 (CM)
2) Ordinance No. 1295-13 red-lined
3) September 24, 2025 City Side Letter
4) October 23, 2025 Trades Council Side Letter

Page 182 of 245 ends

Page 183 of 245 ends

Page 184 of 245 ends

Page 185 of 245 ends

Page 186 of 245 ends

Page 187 of 245 ends

Page 188 of 245 ends

Page 189 of 245 ends

Page 190 of 245 ends

Page 191 of 245 ends

Page 192 of 245 ends

Page 193 of 245 ends

Page 194 of 245 ends

Page 195 of 245 ends

Page 196 of 245 ends

Page 197 of 245 ends

Page 198 of 245 ends

Page 199 of 245 ends

Page 200 of 245 ends

Page 201 of 245 ends

Page 202 of 245 ends

Page 203 of 245 ends

Page 204 of 245 ends

Page 205 of 245 ends

Page 206 of 245 ends

Page 207 of 245 ends

Page 208 of 245 ends

Page 209 of 245 ends

Page 210 of 245 ends

Page 211 of 245 ends

Page 212 of 245 ends

Page 213 of 245 ends

Attachment 1

Page 1 of 7 ends

ORDINANCE NO. (CM)

AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF
WATSONVILLE AMENDING CHAPTER 17 (PROJECT LABOR

AGREEMENTS FOR PUBLIC WORKS CONSTRUCTION PROJECTS)
OF TITLE 7 (PUBLIC WORKS) OF THE WATSONVILLE MUNICIPAL

CODE AUTHORIZING THE USE OF PROJECT LABOR AGREEMENTS

FOR CERTAIN CITY FUNDED CONSTRUCTION PROJECTS
WHEREAS, on ------------, the City Council passed Ordinance No. 1295-13 (CM), which added Chapter 17 (Project Labor Agreements for Public Works Construction Projects) of Title 7 (Public Works) of the Watsonville Municipal Code Requiring the Use of Project Labor Agreements for Certain City Funded Construction Projects; and WHEREAS, on August 26, 2014, the City Council adopted Resolution No. 119-14 (CM), approving the form of Master Project Labor Agreement for the City of Watsonville for City construction projects exceeding $600,000 and involving three or more trades, and authorizing the City Manager to execute same; and
WHEREAS, in recent years, the City has had difficulty bidding construction projects, specifically water and wastewater related projects, resulting in the City not receiving sufficient responses to a request for proposals, or the City receiving responses well in excess of the engineer’s estimate. These circumstances have made it difficult or impossible for the City to complete multiple projects important to our community; and WHEREAS, it is the City’s understanding that the above circumstances are due to the restrictive nature of the current PLA, adopted pursuant to the requirements in Ordinance No. 1295-13 (CM), including an outdated threshold of $600,000 and no exemption for specific projects; and
WHEREAS, the City wishes to amend the current Ordinance to update the terms that must be included in any future Project Labor Agreement applicable to public projects in the City of Watsonville.
o-0-o

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF WATSONVILLE, CALIFORNIA, DOES HEREBY ORDAIN AS FOLLOWS:

Page 214 of 245 ends

Attachment 1

Page 2 of 7 ends

SECTION 1. ENACTMENT.

Title 7 (Public Works), Chapter 17 (Project Labor Agreements for Public Works Construction Projects) of the Watsonville Municipal Code is hereby amended to read as follows:

CHAPTER 7-17

AUTHORIZATION TO ENTER INTO PROJECT LABOR AGREEMENT FOR CERTAIN

PUBLIC WORKS CONSTRUCTION PROJECTS
Sec. 7-17.01 Findings.

City-funded construction projects can involve numerous contractors and employees in different trades, have critical timelines for completion, and require a skilled and properly trained workforce to successfully complete the work in a proper and timely manner. In order to avoid costly delays and additional expense to the City, it is essential that construction on such projects proceed without the labor disruptions that can occur on long-term projects both from external labor relations problems and from the frictions that often arise when a large number of contractors and their employees work in proximity to one another on a job site.

The City reaffirms its commitment to the hiring of local residents and apprenticeship programs, as stated in Watsonville Municipal Code Section 7.15.03 (Local Hiring Requirement Imposed) and 7-15.04 (Apprentice Hiring Requirement).

However, the City is a full service city, with limited resources, and is committed to the efficient and timely delivery of services to its residents. The City therefore seeks to

Page 215 of 245 ends

Attachment 1

Page 3 of 7 ends

balance its support of organized labor and training opportunities with its commitment to its community. To that end, the City finds that any Project Labor Agreement must allow the City to complete construction projects in a timely and cost-effective manner.

Sec. 7-17.02 Definitions.

For the purposes of this chapter, certain words and phrases used are defined as follows:
(a) “Project Labor Agreement” shall mean a prehire collective bargaining agreement with one or more labor organizations that establishes terms and conditions of employment for a specific construction project or projects and is an agreement described in Title 29, Section 158 (f) of the United States Code. (b) “Contractor” shall mean a person performing a public works construction project.
(c) “Subcontractor” shall mean any person with whom a Contractor or other subcontractor enters into a contract to perform a portion of any public works construction project.

Page 216 of 245 ends

Attachment 1

Page 4 of 7 ends

(d) “Public Works Construction Project” (or “Project”) shall include all site preparation, construction, alteration, demolition, installation, improvement, painting, repair or off-haul work as defined in Labor Code section 1720.3, paid for in whole or in part by City funds with a projected construction cost of $1,500,000 or more and employing workers in three or more crafts.
(e) “Union” shall mean the Monterey/Santa Cruz Building & Construction Trades Council and its affiliated unions and any other unions that become signatory to a project labor agreement governing the construction of a public works construction project.

Sec. 7-17.03 Application of Project Labor Agreement.

This Chapter shall apply to all Public Works Construction Projects unless the existence of a Project Labor Agreement will jeopardize State, federal or other public funding sources, or otherwise prevent the City from completing the Project in a timely and cost-efficient manner.

The bid documents for any Public Works Construction Project subject to a Project Labor Agreement shall include a requirement that the successful bidder, including all Contractors , sign an agreement to be bound and to enter into a Project Labor Agreement. The successful General Contractor bidder shall execute a master Project Labor Agreement, which will be filed with the City Clerk and govern its work on the Project.

Any Project Labor Agreement must be approved by resolution of the City Council.

Page 217 of 245 ends

Attachment 1

Page 5 of 7 ends

Sec. 7-17.04 Required provisions.

Unless the Council by majority vote determines otherwise, any Project Labor Agreement shall contain the following:
(a) A term, at the end of which the Project Labor Agreement expires, unless the Parties mutually agree to an extension or renewal;
(b) A list of specific types and/or sizes of projects or the characteristics of such projects that will be subject to the Project Labor Agreement; (c) Annual increases, equivalent to the DGS California Construction Cost Index, in the projected construction cost of Public Works Construction Projects; (d) A provision allowing the City Council to rescind the Project Labor Agreement, for a specific project, if the City Council finds that the Project Labor Agreement is preventing the City from timely and efficient completion of a Public Works Construction Project necessary for the health and safety of Watsonville residents, or is preventing the City from receiving outside funding;
(e) Provisions affirming the City’s compliance with Watsonville Municipal Code Section 7.15.03 (Local Hiring Requirement Imposed) and 7-15.04 (Apprentice Hiring Requirement);
(f) All provisions required by Public Contract Code Section 2500, as amended from time to time; and
(g) A requirement that the Trades Council provide an annual update to the City Council regarding the impacts of the PLA, including project completion costs, use of apprenticeships, and the use of local union labor.
(h) All Contractors shall recognize the Union as the exclusive bargaining representative of the craft workers employed on the Project;

Page 218 of 245 ends

Attachment 1

Page 6 of 7 ends

(i) All Contractors shall use the union hiring hall procedures for satisfying craft needs on the Project;
(j) All Contractors shall hire apprentices indentured in the State-approved joint apprenticeship program for the craft or trade involved for work on the Project in accordance with the apprentice ratios in California Labor Code Section 1777.5, as amended from time to time;
(k) Any local hire ordinance adopted by the City of Watsonville shall be incorporated into the Project Labor Agreement;
(l) Except as otherwise provided in the operative Project Labor Agreement, the wages and benefits of the craft employees performing work on the Project shall be governed by the collective bargaining agreement of the union traditionally recognized as the bargaining representative of the craft(s) in question. (m) The Project Labor Agreement shall not apply to the Contractors’ parent companies, subsidiaries, affiliates, managerial, executive, clerical or supervisory employees above the level of general foreperson.
(n) The contractors are acting on their own behalf and have no authority, express, implied, actual, apparent, or ostensible, to bind the City. (o) The Project Labor Agreement does not apply to any work performed on or near or leading to or into the public works construction project site by federal, state, or other governmental entities or their contractor(s) for work which is not part of the public works construction project.

Page 219 of 245 ends

Attachment 1

Page 7 of 7 ends

Sec. 7-17.05 Compliance with State and Federal Law.

This Chapter shall be enforced only to the extent that it is consistent with the laws of the State of California and the United States. Nothing in this Chapter is intended to exempt any business from complying with State or Federal law, or from complying with State requirements for apprenticeship programs. No employer shall be required to violate its obligations under an agreement governed by the National Labor Relations Act and the Labor-Management Relations Act of 1947. If any provision of this Chapter is held by a court of law to be in conflict with State or Federal law, the applicable law shall prevail over the terms of this chapter, and the conflicting provisions of this chapter shall not be enforceable.

SECTION 2. PUBLICATION.

This amended ordinance shall be published in the Watsonville RegisterPajaronian and/or Santa Cruz Sentinel in compliance with the provisions of the Charter of the City of Watsonville.

SECTION 3. EFFECTIVE DATE.

This amended ordinance shall take effect thirty (30) days after its adoption.

Page 220 of 245 ends

SIDE LETTER OF AGREEMENT

CITY OF WATSONVILLE

MASTER PROJECT LABOR AGREEMENT
This Side Letter of Agreement (“Side Letter”) is made by and between the City of Watsonville (the “City”) and the Monterey/Santa Cruz Building and Construction Trades Council (the “Council”), on behalf of its affiliated unions. This Side Letter amends the Master Project Labor Agreement (the “PLA”) between the City, the Council, on behalf of its affiliated local Unions, entered into in 2014. This Side Letter is effective upon execution by a representative from the Council (on behalf of its affiliated unions) and a representative of the City.

AGREEMENT
The City and the Council hereby agree as follows:

A. The following sentence is added as the second sentence of Section 19.2 of the PLA: “This Agreement shall sunset on December 31, 2027, unless extended prior to that date through written agreement by the City, the Council, and Unions.” B. The $600,000 PLA coverage threshold referenced in Sections 1.7 and 2.2 of the PLA is revised to $1,500,000. The threshold shall increase annually, on the anniversary date of the execution of this Side Letter, by the ENR Construction Cost Index.

C. Option 1
The PLA shall only apply to the following projects: paving projects, underground pipeline projects, new building construction.

Option 2
The PLA shall not apply to the following projects: Headworks and Influent Pump Station Improvements; Chromium IV Treatment; Sewer Pump Station 14 Improvements; Airport Reservoir Coating Improvements; Freedom Reservoir and Pump Station Improvements; WWTF Cogen Replacement/ Electrical Improvements; WWTF Aeration Process Improvements; and WWTF Dewatering Process Improvements.

D. All other terms of the PLA shall remain in effect.

E. The Council affirms that it is authorized to sign this Side Letter on behalf of all of its affiliated Unions.

Agreed by the parties per execution below:

CITY OF WATSONVILLE
Attachment 3

Page 1 of 2 ends

Dated: By: ________________________________________________________ Name: ____________________________________________________ Title: ______________________________________________________

MONTEREY/SANTA CRUZ BUILDING AND CONSTRUCTION TRADES COUNCIL Dated: By: ________________________________________________________ Name: ____________________________________________________ Title: ______________________________________________________ Attachment 3

Page 2 of 2 ends

SIDE LETTER OF AGREEMENT
PAGE 1

SIDE LETTER OF AGREEMENT

CITY OF WATSONVILLE

MASTER PROJECT LABOR AGREEMENT
In 2014, the City of Watsonville (“City”) and the Monterey/Santa Cruz Building and Construction Trades Council (“Council”), together with those Unions that became signatory thereto, entered into a Master Project Labor Agreement (“PLA”) for the City of Watsonville that applied to certain City public works projects. This Side Letter amends the PLA to extend its term and modify specific provisions of the agreement. This Side Letter is effective upon execution by a representative from the Council and a representative from the City.

AGREEMENT
The City and the Council hereby agree as follows:

A. Section 1.7 of the PLA is hereby amended and fully restated as follows: “‘Project’ means all public works or improvement projects paid for in whole or in part by City of Watsonville funds with an estimated cost of one million five hundred thousand dollars ($1,500,000) or more.

The City and the Council may mutually agree in writing to add additional projects or components to the scope of this PLA.

B. Section 2.2 of the PLA is hereby amended and fully restated as follows: “Project Description:

The Agreement shall govern the award of all Construction Contracts for public works, improvement or construction projects, paid for in whole or in part by City of Watsonville funds with an estimated cost of one million five hundred thousand dollars ($1,500,000) or more.

The City and the Council may mutually agree in writing to add additional projects or components to the scope of this PLA.

C. Section 7.2 of the PLA is hereby amended and fully restated as follows: “The Contractors/Employers shall make and transmit all deductions for Union dues, fees, and assessments that have been authorized by employees in writing in accordance with the applicable Master Agreement. This Agreement does not require any employee of a non-Union contractor to join a Union or to pay dues or fees to a Union as a condition of working on the Project; however, nothing in this Article is intended to supersede the requirements of the applicable Master Agreements as to Contractors/Employers signatory to such Master Agreements and as to employees of those Contractors/Employers who are performing Covered Work.”
D. Section 19.2 of the PLA is hereby amended and fully restated as follows: “This Agreement shall sunset on December 31, 2028, unless further extended through written agreement by the City and the Council.”
E. With respect to the following Projects, the City shall require PLA compliance:

1. Replace Headworks Diversion, project #14410

2. Chromium 6 Treatment Plants, project #14346

3. Airport - Hames, Amesti and Rider Tank Coating, project #14826 Attachment 4

Page 1 of 2 ends

Page 223 of 245 ends

SIDE LETTER OF AGREEMENT
PAGE 2
However, due to the unique nature of the foregoing Projects, in the event the City does not receive at least three (3) contractor bids after expiration of the bid deadline, the City may choose to re-bid the Project without application of the PLA. In order to do so, the City must first notify the Council in writing via email and offer to meet with the Council to address the needs of the Project and provide any information that would be helpful to facilitate contractor bidding.

F. All other terms of the PLA shall remain in effect.

G. The Council affirms that it is authorized to execute this Side Letter on behalf of its affiliated local Unions.

Agreed by the parties per execution below:

CITY OF WATSONVILLE
Dated: By: ________________________________________________________ Name: ____________________________________________________ Title: ______________________________________________________

Page 2 of 2 ends

Page 224 of 245 ends

1 Reso No. ______ (CM)
Reference: Reso No. 119-14 (CM) (Rescind)
Meeting Date: 110525 SWZ ______ TV ______ PWU ______
RESOLUTION NO. __________ (CM)

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WATSONVILLE RESCINDING RESOLUTION NO. 119-14 (CM)
WHEREAS, on August 26, 2014, the City Council adopted Resolution No. 119-14 (CM), approving the form of Master Project Labor Agreement for the City of Watsonville for City construction projects exceeding $600,000 and involving three or more trades, and authorizing the City Manager to execute same; and
WHEREAS, Resolution No. 119-14 (CM) authorized adoption of the Master Project Labor Agreement (“PLA”) between the City of Watsonville and the Monterey/ Santa Cruz Building and Construction Trades Council (“Trades Council”), and its affiliated local Unions, which was executed on August 27, 2014, and has been in place since that time; and
WHEREAS, in recent years, the City has had difficulty bidding construction projects, specifically water and wastewater related projects, resulting in the City not receiving sufficient responses to a request for proposals, or the City receiving responses well in excess of the engineer’s estimate. These circumstances have made it difficult or impossible for the City to complete multiple projects important to our community; and WHEREAS, it is the City’s understanding that the above circumstances are due to the restrictive nature of the current PLA, which includes an outdated threshold of $600,000, and does not include an exemption for specific projects; and WHEREAS, the current PLA does not include a term or expiration date, so it does not include the ability for the City to terminate the Agreement; and

Page 225 of 245 ends

2 Reso No. ______ (CM)
Reference: Reso No. 119-14 (CM) (Rescind)
Meeting Date: 110525
WHEREAS, the City Council reaffirms its commitment to union labor, labor organizations, and the use of local labor; and
WHEREAS, the City remains open and willing to enter into a new PLA that includes terms that allow the City to complete projects important for our community.

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF WATSONVILLE, CALIFORNIA, AS FOLLOWS:

1. No environmental review is required for this item. Rescinding a resolution by with the current PLA is adopted and implementing a framework for a future PLA is a project subject to the California Environmental Quality Act (“CEQA”) because neither action has the potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines, §§ 15060, subd. (b)(2)-(3), 15378.) Any construction project bid pursuant to a future PLA will be subject to environmental review at that time.

2. Resolution No. 119-14 (CM), approving form of Master Project Labor Agreement for the City of Watsonville for City construction projects exceeding $600,000 and involving three or more trades, and authorizing the City Manager to execute same, adopted on August 26, 2014, is hereby rescinded.
********************************

Page 226 of 245 ends

1 Ord No. ______ (CM)
Reference: Ord. No. 1295-13 (CM) (Amend)
Meeting Date: 101425 SWZ ______ TV ______ PWU ______
ORDINANCE NO. Introduction (CM)

AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF
WATSONVILLE AMENDING CHAPTER 17 (PROJECT LABOR

AGREEMENTS FOR PUBLIC WORKS CONSTRUCTION PROJECTS)
OF TITLE 7 (PUBLIC WORKS) OF THE WATSONVILLE MUNICIPAL

CODE AUTHORIZING THE USE OF PROJECT LABOR AGREEMENTS

FOR CERTAIN CITY FUNDED CONSTRUCTION PROJECTS
WHEREAS, on October 8, 2013, the City Council passed Ordinance No. 1295-13 (CM), which added Chapter 17 (Project Labor Agreements for Public Works Construction Projects) of Title 7 (Public Works) of the Watsonville Municipal Code Requiring the Use of Project Labor Agreements for Certain City Funded Construction Projects; and WHEREAS, on August 26, 2014, the City Council adopted Resolution No. 119-14 (CM), approving the form of Master Project Labor Agreement for the City of Watsonville for City construction projects exceeding $600,000 and involving three or more trades, and authorizing the City Manager to execute same; and
WHEREAS, in recent years, the City has had difficulty bidding construction projects, specifically water and wastewater related projects, resulting in the City not receiving sufficient responses to a request for proposals, or the City receiving responses well in excess of the engineer’s estimate. These circumstances have made it difficult or impossible for the City to complete multiple projects important to our community; and WHEREAS, it is the City’s understanding that the above circumstances are due to the restrictive nature of the current PLA, adopted pursuant to the requirements in Ordinance No. 1295-13 (CM), including an outdated threshold of $600,000 and no exemption for specific projects; and

Page 227 of 245 ends

2 Ord No. ______ (CM)
Reference: Ord. No. 1295-13 (CM) (Amend)
Meeting Date: 101425
WHEREAS, the City wishes to amend the current Ordinance to update the terms that must be included in any future Project Labor Agreement applicable to public projects in the City of Watsonville.
o-0-o

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF WATSONVILLE, CALIFORNIA, DOES HEREBY ORDAIN AS FOLLOWS:

SECTION 1. ENACTMENT.

Chapter 17 (Project Labor Agreements for Public Works Construction Projects) of Title 7 (Public Works) of the Watsonville Municipal Code is hereby amended to read as follows:

CHAPTER 7-17

AUTHORIZATION TO ENTER INTO PROJECT LABOR AGREEMENT FOR CERTAIN

PUBLIC WORKS CONSTRUCTION PROJECTS
Sec. 7-17.01 Findings.

Page 228 of 245 ends

3 Ord No. ______ (CM)
Reference: Ord. No. 1295-13 (CM) (Amend)
Meeting Date: 101425
The City reaffirms its commitment to the hiring of local residents and apprenticeship programs, as stated in Watsonville Municipal Code Section 7.15.03 (Local Hiring Requirement Imposed) and 7-15.04 (Apprentice Hiring Requirement).

The City supports organized labor and the hiring of organized labor on City construction projects and believes that entering into a Project Labor Agreement can be an effective way of encouraging the use of organized labor on certain projects. However, the City is a full service city, with limited resources, and is committed to the efficient and timely delivery of services to its residents. The City therefore seeks to balance its support of organized labor and training opportunities with its commitment to its community. To that end, the City finds that any Project Labor Agreement must allow the City to complete construction projects in a timely and cost-effective manner.

Sec. 7-17.02 Definitions.

Page 229 of 245 ends

4 Ord No. ______ (CM)
Reference: Ord. No. 1295-13 (CM) (Amend)
Meeting Date: 101425
(d) “Public Works Construction Project” (or “Project”) shall include all site preparation, construction, alteration, demolition, installation, improvement, painting, repair or off-haul work as defined in Labor Code section 1720.3, paid for in whole or in part by City funds with a projected construction cost of $1,500,000 or more and employing workers in three or more crafts.
(e) “Union” shall mean the Monterey/Santa Cruz Building & Construction Trades Council and its affiliated unions and any other unions that become signatory to a project labor agreement governing the construction of a public works construction project.

Sec. 7-17.03 Application of Project Labor Agreement.

The successful General Contractor bidder shall execute a master Project Labor Agreement, which will be filed with the City Clerk and govern its work on the Project.

Any Project Labor Agreement must be approved by resolution of the City Council.

Sec. 7-17.04 Required provisions.

Unless the Council by majority vote determines otherwise, any Project Labor Agreement shall contain the following:

Page 230 of 245 ends

5 Ord No. ______ (CM)
Reference: Ord. No. 1295-13 (CM) (Amend)
Meeting Date: 101425
(a) A term, at the end of which the Project Labor Agreement expires, unless the Parties mutually agree to an extension or renewal;
(b) A list of specific types and/or sizes of projects or the characteristics of such projects that will be subject to the Project Labor Agreement; (c) Annual increases, equivalent to the DGS California Construction Cost Index, in the projected construction cost of Public Works Construction Projects; (d) A provision allowing the City Council to rescind the Project Labor Agreement, for a specific project, if the City Council finds that the Project Labor Agreement is preventing the City from timely and efficient completion of a Public Works Construction Project necessary for the health and safety of Watsonville residents, or is preventing the City from receiving outside funding;
(e) Provisions affirming the City’s compliance with Watsonville Municipal Code Section 7.15.03 (Local Hiring Requirement Imposed) and 7-15.04 (Apprentice Hiring Requirement);
(f) All provisions required by Public Contract Code Section 2500, as amended from time to time; and
(g) A requirement that the Trades Council provide an annual update to the City Council regarding the impacts of the PLA, including project completion costs, use of apprenticeships, and the use of local union labor.
(h) All Contractors shall recognize the Union as the exclusive bargaining representative of the craft workers employed on the Project; (i) All Contractors shall use the union hiring hall procedures for satisfying craft needs on the Project;

Page 231 of 245 ends

6 Ord No. ______ (CM)
Reference: Ord. No. 1295-13 (CM) (Amend)
Meeting Date: 101425
(j) All Contractors shall hire apprentices indentured in the State-approved joint apprenticeship program for the craft or trade involved for work on the Project in accordance with the apprentice ratios in California Labor Code Section 1777.5, as amended from time to time;
(k) Any local hire ordinance adopted by the City of Watsonville shall be incorporated into the Project Labor Agreement;
(l) Except as otherwise provided in the operative Project Labor Agreement, the wages and benefits of the craft employees performing work on the Project shall be governed by the collective bargaining agreement of the union traditionally recognized as the bargaining representative of the craft(s) in question. (m) The Project Labor Agreement shall not apply to the Contractors’ parent companies, subsidiaries, affiliates, managerial, executive, clerical or supervisory employees above the level of general foreperson.
(n) The contractors are acting on their own behalf and have no authority, express, implied, actual, apparent, or ostensible, to bind the City. (o) The Project Labor Agreement does not apply to any work performed on or near or leading to or into the public works construction project site by federal, state, or other governmental entities or their contractor(s) for work which is not part of the public works construction project.

Sec. 7-17.05 Compliance with State and Federal Law.

Page 232 of 245 ends

7 Ord No. ______ (CM)
Reference: Ord. No. 1295-13 (CM) (Amend)
Meeting Date: 101425
State requirements for apprenticeship programs. No employer shall be required to violate its obligations under an agreement governed by the National Labor Relations Act and the Labor-Management Relations Act of 1947. If any provision of this Chapter is held by a court of law to be in conflict with State or Federal law, the applicable law shall prevail over the terms of this chapter, and the conflicting provisions of this chapter shall not be enforceable.

SECTION 2. PUBLICATION.

This amended ordinance shall be published in the Watsonville Register-Pajaronian and/or Santa Cruz Sentinel in compliance with the provisions of the Charter of the City of Watsonville.

SECTION 3. EFFECTIVE DATE.

This amended ordinance shall take effect thirty (30) days after its adoption.

Page 233 of 245 ends

CONSIDER OPTIONS REGARDING

PROJECT LABOR AGREEMENT
November 5, 2025 Page 234 of 245

BACKGROUND ON NEGOTIATIONS

TIMELINE

1. Conversations began in March 2023

2. Since March 2025 PW Director and Trade Council been discussing modifications

3. On September 24, 2025, the City provided the desired terms in writing to address the issues

4. October 14, 2025, Council discussed the desired terms to be modified on the PLA to address issues Current PLA has been in place for over 10 years with no revisions or adjustments - Difficulty in successfully bidding and awarding water/wastewater projects - Contract with no term
- The provision of threshold does not reflect increased construction costs

Page 235 of 245 ends

DATA ON BID RESULTS

Page 236 of 245 ends

TIMELINE OF NEGOTIATIONS
Sep 24, 2025 Oct 6 , 2025 Oct 14, 2025 Oct 23, 2025 Nov 5, 2025 City Provided Trades
Council Proposed
Side Letter
Trades Council
Proposed City Side
Letter
City Met during
Council Meeting
A term (2 years)
Increase to the
project threshold
($600K to $1.5 Million)
An approach for
projects that the city
may have been
unable to bid (two
options proposed)

TBD TBD
Received Trades
Council Updated
Side Letter
Consideration of
Trades Council
updated
Agreement on the
term (2 years
requested, 3 years
proposed) and the
Project Threshold.

No agreement on
exemptions
Consider creating a
new framework to
reset the terms of the
City's Project Labor
Agreement through the
established ordinance

Page 237 of 245 ends

OPTIONS

1. Adopt the October 23, 2025, Trades Council Side Letter

2. Adopt the October 23, 2025, Trades Council Side Letter with modifications (if Trades Council agrees)

3. Adopt a resolution rescinding Resolution No. 119-14 and Introduce, for First Reading Only, waiving full reading of the text, an ordinance Amending Ordinance No.1295-13

4. Any other modifications

Page 238 of 245 ends

BACKUP SLIDES

Page 239 of 245 ends

Comparison of City and Trades Side Letters
PROVISION CITY (9/24/25) TRADES COUNCIL (10/23/25)
Term Shall sunset on December 31, 2028, unless
further extended
Shall sunset on December 31, 2027, unless
extended

Page 240 of 245 ends

PROVISION CITY TRADES COUNCIL
Project
threshold
All public works or improvement projects paid for in
whole or in part by City of Watsonville funds with an
estimated cost of one million five hundred
thousand dollars ($1,500,000) or more.

The Trades also proposed eliminating the
provision in the current PLA, applying the PLA to
projects employing three or more crafts.
$1,500,000. The threshold shall increase annually,
on the anniversary date of the execution of this
Side Letter, by the ENR Construction Cost Index.

Comparison of City and Trades Side Letters
(September 24 and October 23, 2025)
Current PLA Applies to projects
employing three or more trades

Page 241 of 245 ends

PROVISION CITY TRADES COUNCIL
Projects the
City is unable
to award
A. With respect to the following Projects, the City shall require PLA compliance:

1. Replace Headworks Diversion, project #14410

2. Chromium 6 Treatment Plants, project #14346

3. Airport - Hames, Amesti and Rider Tank Coating,
project #14826
However, due to the unique nature of
the foregoing Projects, in the event the City
does not receive at least three (3) contractor bids
after expiration of the bid deadline, the City may
choose to re-bid the Project without application of
the PLA.

In order to do so, the City must first notify
the Council in writing via email and offer to meet
with the (Trades) Council to address the needs of
the Project and provide any information that
would be helpful to facilitate contractor bidding.

Option 1
The PLA shall only apply to the following projects:

Paving projects, underground pipeline projects,
new building construction.

Or
Option 2
The PLA shall not apply to the following projects:

1. Replace Headworks Diversion

2. Chromium IV Treatment

3. Sewer Pump Station 14

4. Airport Reservoir Coating

5. Freedom Reservoir and Pump Station

6. WWTF Cogen Replacement/Electrical

7. WWTF Aeration and Dewatering Process
Comparison of City and Trades Side Letters
(September 24 and October 23, 2025)

Page 242 of 245 ends

PROVISION CITY TRADES COUNCIL
Projects the
City is unable
to bid on
Section 2.2 of the PLA is hereby amended and fully
restated as follows: “Project Description:

The Agreement shall govern the award of all
construction contracts for public works,
improvement or construction projects paid for in
whole or in part by City of Watsonville funds with an
estimated cost of one million five hundred
thousand dollars ($1,500,000) or more.

The City and the Council may mutually agree in
writing to add additional projects or components to
the scope of this PLA.”
Not mentioned.

Comparison of City and Trades Side Letters
(September 24 and October 23, 2025)

Page 243 of 245 ends

PROVISION CITY TRADES COUNCIL
Projects the
City is unable
to bid on
Section 7.2 of the PLA is hereby amended and fully
restated as follows:
“The Contractors/Employers shall make and
transmit all deductions for Union dues, fees, and
assessments that have been authorized by
employees in writing in accordance with the
applicable Master Agreement. This Agreement does
not require any employee of a non-Union contractor
to join a Union or to pay dues or fees to a Union as a
condition of working on the Project; however,
nothing in this Article is intended to supersede the
requirements of the applicable Master Agreements
as to Contractors/Employers signatory to such
Master Agreements and as to employees of those
Contractors/Employers who are performing
Covered Work.”
Not mentioned.

Comparison of City and Trades Side Letters
(September 24 and October 23, 2025)

Page 244 of 245 ends

ORDINANCE
Sets the framework for the PLA to exist
Sets the terms of the Actual Contract with Labor

RESOLUTION
OCTOBER 2013
NOVEMBER 2025
- Requires the City perform all public works projects pursuant to a PLA - Requires the PLA apply to all projects in excess of $600k and 3 or more trades
• A term, at the end of which the PLA expires, unless the City and Trades Council agree to an extension or renewal;
• A list of specific types and/or sizes of projects or the characteristics of projects that will be subject to the PLA;
• Apply to all projects with a projected project cost of $1,500,000 or more. That amount is adjusted annually by an amount equivalent to the DGS California Construction Cost Index; • A provision allowing the City Council to rescind the PLA for a specific project if the Council finds that the PLA is preventing the City from timely and efficient completion of a project necessary for the health and safety of Watsonville residents, or is preventing the City from receiving outside funding;
• A provision affirming the City’s compliance with Watsonville Municipal Code Section 7.15.03 (Local Hiring Requirement Imposed) and 7-15.04 (Apprentice Hiring Requirement); • All provisions required by Public Contract Code Section 2500, as amended from time to time; and
• A requirement that the Trades Council provide an annual update to the City Council regarding the impacts of the PLA, including project completion costs, use of apprenticeships, and the use of local union labor.
- Adopts the Current PLA
AUGUST 2014
TBD
- Term: 2-3 Years
- Applies to all projects over $1.5 million
- OTHER TERMS TO BE NEGOTIATED

Page 245 of 245 ends

Watsonville City CouncilNovember 5, 2025

Watsonville City Council
November 5, 2025