Agenda packet, regular meeting — West Covina City Council, September 2, 2025

CITY OF WEST COVINA

CITY COUNCIL/SUCCESSOR AGENCY
SEPTEMBER 2, 2025, 7:00 PM
REGULAR MEETING
CITY HALL COUNCIL CHAMBERS
1444 W. GARVEY AVENUE SOUTH
WEST COVINA, CALIFORNIA 91790
Mayor Tony Wu
Mayor Pro Tem Letty Lopez-Viado
Councilman Ollie Cantos
Councilwoman Rosario Diaz
Councilmember Brian Gutierrez
Please turn off all cell phones and other electronic devices prior to entering the Council Chambers

AMERICANS WITH DISABILITIES ACT
The City complies with the Americans with Disabilities Act (ADA). If you will need special assistance at a Council meeting, please call (626) 939-8433 (voice) or (626) 960-4422 (TTY) from 8am to 5pm Monday through Thursday. Please call at least one day prior to the meeting date to inform us of your particular needs and to determine if accommodation is possible. For sign language interpreter services at Council meetings, please request no less than four working days prior to the meeting.

AGENDA MATERIAL
Agenda material is available for review at the City Clerk's Office, Room 317 in City Hall, 1444 W. Garvey Avenue South, West Covina and at www.westcovina.org. Any writings or documents regarding any item on this agenda, not exempt from public disclosure, provided to a majority of the City Council that is distributed less than 72 hours before the meeting, will be made available for public inspection in the City Clerk’s Office, Room 317 of City Hall located at 1444 W.

Garvey Avenue South, West Covina, during normal business hours.

NOTICE
The City Council will regularly convene on the first and third Tuesday of the month. The West Covina Community Development Commission, West Covina Public Financing Authority and the West Covina Community Services Foundation are agencies on which the City Council serves as members. Agendas may contain items for these boards, as necessary.

PUBLIC COMMENTS

ADDRESSING THE CITY COUNCIL
Any person wishing to address the City Council on any matter listed on the agenda, excluding any matter set for a public hearing, or on any other matter within their jurisdiction must complete a speaker card that is provided at the entrance to the Council Chambers and submit the card to the City Clerk prior to the commencement of Oral Communications. No speaker cards will be accepted after the commencement of Oral Communications, except at the discretion of the Presiding Officer.

Please identify on the speaker card whether you are speaking on an agenda item or non-agenda. Requests to speak on agenda items will be heard prior to requests to speak on non-agenda items. Comments are limited to three (3) minutes per speaker, unless modified by the Presiding Officer or the City Council.

Any testimony or comments regarding a matter set for a public hearing will be heard during the hearing.

While members of the public are free to level criticism of City policies and the action(s) or proposed action(s) of the City Council or its members, members of the public may not engage in behavior that is disruptive to the orderly conduct of the meeting, including, but not limited to, speaking off topic, speaking beyond the speaker’s allotted time limit, making slanderous or profane remarks or using loud, threatening, or abusive language which disrupts, disturbs, impedes, or renders infeasible the orderly conduct of the meeting. Members of the public may not threaten any person with physical harm or act in a manner that may reasonably be interpreted as an imminent threat of physical harm. The City of West Covina will not tolerate harassment based upon a person’s race, religious creed, color, national origin, ancestry, disability, medical condition, marital status, gender, sexual orientation, or age.

RULES OF DECORUM
Excerpts from the West Covina Municipal Code and Penal Code pertaining to the Rules of Decorum will be found at the end of agenda.

AGENDA
CITY OF WEST COVINA
CITY COUNCIL/SUCCESSOR AGENCY

TUESDAY SEPTEMBER 2, 2025, 7:00 PM
REGULAR MEETING

INVOCATION
Led by Pastor Al Richardson of New Beginning Christian Fellowship of West Covina

PLEDGE OF ALLEGIANCE
Led by Councilman Cantos

ROLL CALL

REPORTING OUT FROM CLOSED SESSION
PRESENTATIONS:

Film It - A Road to Transition
Historical Society of West Covina's Citizen of the year, Lloyd Johnson and the Historical Preservation Award Winner Glenn Kennedy
Chinese American Association of West Covina CAAWC
ORAL COMMUNICATIONS - Three (3) minutes per speaker
Please step forward to the podium and state your name and city of residence for the record when recognized by the Mayor.

CITY MANAGER'S REPORT
City Manager's report on current City projects.

CONSENT CALENDAR
All matters listed under CONSENT CALENDAR are considered to be routine and can be acted on by one roll call vote.

There will be no separate discussion of these items unless members of the City Council/Community Development Commission request specific items to be removed from the Consent Calendar for separate discussion or action.

ORDINANCES FOR ADOPTION - Procedural Waiver. Waive full reading of each ordinance on the agenda and authorize the approval of each ordinance by title only.

CITY MANAGER'S OFFICE
1) CONSIDERATION OF TWO NEW CLASSIFICATIONS FOR THE PAYROLL SERIES 1) CONSIDERATION OF TWO NEW CLASSIFICATIONS FOR THE PAYROLL SERIES Staff and the Human Resources Commission recommend that the City Council approve the repeal and replacement of the Payroll Series job description, by adopting the following resolution:

RESOLUTION NO. 2025-71 - A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

WEST COVINA, CALIFORNIA, APPROVING THE REPEAL AND REPLACEMENT OF THE

PAYROLL SERIES CLASS SPECIFICATION
2) CONSIDERATION OF UPDATED JOB DESCRIPTIONS, INCLUDING UPDATED

EDUCATIONAL REQUIREMENTS, AND SALARY RANGES FOR EXECUTIVE

MANAGEMENT POSITIONS
Staff and the Human Resources Commission recommend that the City Council adopt the following resolution:

RESOLUTION NO. 2025-72 - A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

WEST COVINA, CALIFORNIA, APPROVING THE REPEAL AND REPLACEMENT OF THE

EXECUTIVE MANAGEMENT CLASS SPECIFICATIONS AND REVISED SALARY RANGES

FOR EXECUTIVE MANAGEMENT POSITIONS
3) CONSIDERATION OF A MEMORANDUM OF UNDERSTANDING (MOU) BETWEEN THE

CITY AND THE CITY OF WEST COVINA GENERAL EMPLOYEES ASSOCIATION (WCGEA) It is recommended that the City Council adopt the following resolution:

RESOLUTION NO. 2025-73 - A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

WEST COVINA, CALIFORNIA, APPROVING THE MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY AND THE WEST COVINA GENERAL EMPLOYEES' ASSOCIATION (WCGEA) FOR THE PERIOD OF JULY 1, 2024 THROUGH JUNE 30, 2028

PUBLIC WORKS
4) REPORT REGARDING EMERGENCY REPAIRS AT WEST COVINA SPORTSPLEX PAVILION DUE TO DAMAGE SUSTAINED DURING JANUARY 7, 2025 WIND EVENT Staff recommends that the City Council receive and file this staff report regarding the emergency repair work completed by XFS Global at the West Covina Sportsplex Pavilion due to damages caused by the January 7, 2025 wind event.

END OF CONSENT CALENDAR

HEARINGS

PUBLIC HEARINGS
5) CONSIDERATION OF INTRODUCTION OF ORDINANCE NO. 2533 (CODE AMENDMENT NO. 25-01) TO ALLOW MODIFICATIONS TO EXISTING DRIVE-THROUGH FOOD

ESTABLISHMENTS WITH APPROVAL OF A CONDITIONAL USE PERMIT It is recommended that the City Council:

It is recommended that the City Council:

1. Conduct the public hearing; and

2. Introduce the following Ordinance:

ORDINANCE NO. 2533 - AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF WEST COVINA, CALIFORNIA, APPROVING CODE AMENDMENT NO. 25-01, AMENDING CHAPTER 26 (ZONING) OF THE WEST COVINA MUNICIPAL CODE AND

THE DOWNTOWN PLAN AND CODE TO ALLOW MODIFICATIONS TO EXISTING

DRIVE-THROUGH FOOD ESTABLISHMENTS THROUGH THE CONDITIONAL USE

PERMIT PROCESS

MAYOR/COUNCILMEMBERS REPORTS
AB 1234 Conference and Meeting Report (verbal, if any)
(In accordance with AB 1234, Councilmembers shall make a brief report or file a written report on any meeting/event/conference attended at City expense.)

CITY COUNCIL REQUESTS FOR REPORTS, STUDIES OR INVESTIGATION (Per City of West Covina Standing Rules 4.f - Requests for reports, studies, or investigations that are not readily available must be placed on the City Council/Successor Agency agenda as items of business and must be approved by a majority of the City Council/Successor Agency Board.)

CITY COUNCIL COMMENTS

ADJOURNMENT
Next Tentative City Council Meeting
Regular Meeting Date September 16, 2025 7:00 PM
RULES OF DECORUM
The following are excerpts from the West Covina Municipal Code:

Sec. 2-48. Manner of addressing council; time limit; persons addressing may be sworn.

Each person addressing the council shall step up to the rostrum, shall give his or her name and city of residence in an audible tone of voice for the record and unless further time is granted by the council, shall limit his or her address to five (5) minutes.
a.
b. The city council may establish a limit on the duration of oral communications.

All remarks shall be addressed to the council as a body and not to any member thereof. No person, other than the council and the person having the floor, shall be permitted to enter into any discussion, either directly or through a member of the council, without the permission of the presiding officer. No question shall be asked of a councilmember except through the presiding officer.
c.

The presiding officer may require any person to be sworn as a witness before addressing the council on any subject. Any such person who, having taken an oath that he or she will testify truthfully, willfully and contrary to such oath states as true any material matter which he knows to be false may be held to answer criminally and subject to the penalty prescribed for perjury by the provisions of the Penal Code of the state. d.

Sec. 2-50. Decorum--Required.

While the council is in session, the members shall preserve order and decorum, and a member shall neither, by conversation or otherwise, delay or disrupt the proceedings or the peace of the council nor interrupt any member while speaking or refuse to obey the orders of the council or its presiding officer, except as otherwise herein provided. a.

Members of the public shall not willfully disrupt the meeting or act in a manner that actually impairs the orderly conduct of the meeting. For the purposes of this code, “willfully disrupt” includes, but is not limited to, continuing to do any of the following after being warned by the Mayor that continuing to do so will be a violation of the law:
a. Addressing the Mayor and City Council without first being recognized. b. Persisting in addressing a subject or subjects, other than that before the Mayor and City Council. c. Repetitiously addressing the same subject.

Failing to relinquish the podium when directed to do so. b.
d. Failing to relinquish the podium when directed to do so.

From the audience, interrupting or attempting to interrupt, a speaker, the Mayor, a council member, or a staff member or shouting or attempting to shout over a speaker, the Mayor, a council member or a staff member. e.

As a speaker, interrupting or attempting to interrupt the Mayor, a council member, or a staff member, or shouting over or attempting to shout over the Mayor, a council member, or a staff member. Nothing in this section or any rules of the council shall be construed to prohibit public criticism of the policies, procedures, programs, or services of the City or of the acts or omissions of the City Council. It shall be unlawful to violate the provisions of this Section.
f.

If any subsection, sentence, clause, or phrase or word of this Section 2-50 is for any reason held to be invalid or unconstitutional, such decision shall not affect the validity of the remaining portions of this Section. The City Council hereby declares that it would have passed this section and each subsection, sentence, clause and phrase thereof, irrespective of the fact that any one or more subsections, sentences, clauses, phrases or words had been declared invalid or unconstitutional.

Sec. 2-52. Persons authorized to be within council area.

No person, except city officials, their representatives and members of the news media shall be permitted within the rail in front of the council chamber without the express consent of the council.

The following are excerpts from the Penal Code
148(a) (1) Every Person who willfully resists, delays, or obstructs any public officer, peace officer, or an emergency medical technician, as defined in Division 2.5 (commencing with Section 1797) of the Health and Safety code, in the discharge or attempt to discharge any duty of his or her office or employment, when no other punishment is prescribed, shall be punished by a fine not exceeding one thousand dollars ($1,000), or by imprisonment in a county jail not to exceed one year, or by both that fine and imprisonment.
403 Every person who, without authority of law, willfully disturbs or breaks up any assembly or meeting that is not unlawful in its character, other than an assembly or meeting referred to in Section 303 of the Penal Code or Section 18340 of the Elections Code, is guilty of a misdemeanor.

AGENDA ITEM NO. 1

AGENDA STAFF REPORT
City of West Covina | Office of the City Manager
DATE: September 2, 2025
TO: Mayor and City Council
FROM: Milan Mrakich, Acting City Manager
SUBJECT: CONSIDERATION OF TWO NEW CLASSIFICATIONS FOR THE PAYROLL SERIES RECOMMENDATION:

Staff and the Human Resources Commission recommend that the City Council approve the repeal and replacement of the Payroll Series job description, by adopting the following resolution:

RESOLUTION NO. 2025-71 - A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST

COVINA, CALIFORNIA, APPROVING THE REPEAL AND REPLACEMENT OF THE PAYROLL

SERIES CLASS SPECIFICATION
BACKGROUND:

As part of the City‘s ongoing process of maintaining its position classification plan, staff reviews class specifications to ensure that position specifications reflect the City’s current structure and is in alignment with current standards, requirements, and qualifications. This review further ensures that required skills, knowledge, abilities, and essential functions of each classification are in alignment with current demands and comparable with similar classifications within the public sector labor market.

DISCUSSION:

Finance staff has reviewed job classifications and proposes modifying them to create a progression of opportunity within the department, reflect current duties, and update current standards. These proposed job titles and descriptions have been provided to the applicable labor bargaining group (Confidential Employee Unit). The proposed progression and substantive changes are outlined in the table below.

Attachment
No. Proposed Title Substantive Changes
1 Payroll Specialist
II (new)
Created position to accurately
reflect current duties
2 Payroll Analyst
(new)
Created position to accurately
reflect current duties
LEGAL REVIEW:

The City Attorney's Office has reviewed the resolution and approved it as to form.

OPTIONS:

The City Council has the following options:

1. Approve staff's and the Human Resources Commission's recommendation; or

2. Provide alternative direction.

Prepared by: Carmelita Underwood, Director of Human Resources/Risk Management Department
Additional Approval: Roxanne E. Lerma, Assistant City Manager Fiscal Impact
FISCAL IMPACT:

The two (2) new positions are being proposed to accurately reflect their duties. Any changes will be in accordance to the City’s Personnel Rules and Regulations. The overall fiscal impact will be minimal and no additional funding is required for the proposed modifications. Salary range for the proposed Payroll Specialist II is an eight percent (8%) increase, which is consistent with the current salary schedule structure. Salary range for the proposed Payroll Analyst is at the same classification as the Human Resources Analyst due to the similarities in duties and responsibilities. The table below summarizes the proposed salary ranges.

Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Payroll
Specialist
CE08 $4,906 $5,165 $5,437 $5,722 $6,024 $6,205
Payroll
Specialist II
CE07 $4,808 NA NA NA $6,491 $6,686
Human
Resources
Analyst
CE15 $6,282 $6,612 $6,959 $7,325 $7,710 $7,941
Payroll
Analyst
CE15 $6,282 $6,612 $6,959 $7,325 $7,710 $7,941
Attachments
Attachment No. 1 - Payroll Specialist II Redline
Attachment No. 2 - Payroll Specialist II Final
Attachment No. 3 - Payroll Analyst
Attachment No. 4 - HR Commission Meeting Minutes 8.13.25 Attachment No. 5 - Resolution No. 2025-71
CITY COUNCIL GOALS & OBJECTIVES: Achieve Fiscal Sustainability and Financial Stability Expand Economic Development Opportunities
Enhance City Image and Effectiveness

PROPOSED

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Class Title: PAYROLL SPECIALIST II
Bargaining Unit: CONFIDENTIAL EMPLOYEES’ ASSOCIATION
Class Code: PAYROLL SPECIALIST
Salary Grade: CE078
Salary: $53,400.00 - $66,800.0057,696.00 - $80,232.00 Annually FLSA: NON-EXEMPT
Date Established:

JOB SUMMARY
The Payroll Specialist II is responsible for the preparation, administration, and maintenance of City-wide payroll operations, including recurring processes, tax submittals, reporting, and analysis. While the focus is primarily on payroll functions, this position may also be responsible for accounting duties, position control, and benefits coordination.

1. Performs a variety of complex accounting duties in the preparation, processing and maintenance of salary and payroll/benefits deductions calculations.

2. Verifies and makes changes to salaries; calculates overtime payments, retroactive pay and separation payouts.

3. Reviews timesheets and source documents for compliance with laws, rules and regulations; determines proper handling of payroll and technical transactions within designated responsibilities; coordinates correction of timesheet errors with staff.

4. Coordinates new hire and annual benefits open enrollment process with Human Resources staff to ensure accurate and timely implementation of insurance changes; provides employees with answers to benefits questions; assists with benefits fair as needed.

5. Assists with biennial budget process by developing salary and benefit forecasting.

6. Assists with position control and budgeting, including salary and position analysis.

7. Performs cash receiving, accounting for and safeguarding as required; issues receipts, classifies and codes transactions.

8. Provides ongoing City-wide end-user timekeeping system training.

9. Processes payments of employee benefits, federal taxes, and state programs (Paid Family Medical Leave).

10. Issues W-2 and 1095 forms; ensures compliance with all IRS regulations and the ATTACHMENT NO. 1
Payroll Specialist II – PROPOSED

Page 2 of 3 ends

Affordable Care Act; reconciles W-2 reports to quarterly tax payments; calculates and processes payments for garnished wages and child support.

11. Generates a variety of special and recurring reports which compile hours worked, overtime, benefits, accruals and leave tracking; researches and analyzes data for special reports, surveys, and budgeting processes; traces transactions to locate and resolve discrepancies.

12. Coordinates and maintains audits associated with payroll.

13. Reviews existing processes and systems for potential improvements and implements changes as necessary.

14. Reconciles payroll to the General Ledger.

15. Researches and assists in interpreting and applying payroll and benefit laws, rules, regulations, collective bargaining agreements, policies, and procedures.

16. Working closely with Human Resources staff to ensure consistent implementation of employment policies and practices, exercising the highest degree of confidentiality.

17. Answers questions from employees, resolves problems and recommends solutions.

18. Cross-trains in a wide variety of Finance duties; assists with cross-training of staff.

19. Maintains timely and regular attendance.

20. Other duties as assigned.

GENERAL QUALIFICATIONS
Knowledge of:

1. Laws, rules, and regulations related to payroll and benefits.

2. Principles and practices of public sector personnel administration, confidential records management, and effective customer service practices.

3. Generally Accepted Accounting Principles (GAAP).

4. Electronic record keeping and file maintenance principles and procedures.

5. City organization, operations, policies, and procedures Ability to:

1. Perform statistical, mathematical, and financial analysis, and interpret data.

2. Read and interpret documents, including collective bargaining agreements and legal regulations.

3. Perform arithmetic computations accurately and quickly.

4. Organize, prioritize, and manage multiple priorities to achieve maximum efficiency and to meet deadlines.

5. Process an accurate and timely payroll.

6. Maintain confidentiality of information.

7. Support and model the identified vision, values, and behaviors of the organization.

8. Establish and maintain effective working relationships Payroll Specialist II – PROPOSED

Page 3 of 3 ends

9. Use initiative and independent judgment within established procedural guidelines.

10. Operate a personal computer utilizing a variety of standard and specialist software.

11. Communicate effectively both orally and in writing.

Incumbents will possess the most desirable combination of training, skills, and experience as demonstrated by past and current employment.

An associate degree in accounting, business, finance, or a related field and three (3) years of payroll-related experience is preferred. Public sector accounting experience preferred.

PHYSCIAL REQUIREMENTS
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, employee regularly performs extensive and repetitive physical activity involving the arms, wrists, and hands, including writing, and using a keyboard. The employee is also regularly required to sit, talk, or hear, both in person and by telephone. The position also requires the occasional need to lift and carry materials and supplies weighing up to 25 pounds. Specific vision abilities required include close vision and the ability to adjust focus.

SUPPLEMENTAL INFORMATION
The City of West Covina is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodation to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.

PROPOSED

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Class Title: PAYROLL SPECIALIST II
Bargaining Unit: CONFIDENTIAL EMPLOYEES’ ASSOCIATION
Class Code: PAYROLL SPECIALIST
Salary Grade: CE07
Salary: $57,696.00 - $80,232.00 Annually
FLSA: NON-EXEMPT
Date Established:

1. Performs a variety of complex accounting duties in the preparation, processing and maintenance of salary and payroll/benefits deductions calculations.

2. Verifies and makes changes to salaries; calculates overtime payments, retroactive pay and separation payouts.

5. Assists with biennial budget process by developing salary and benefit forecasting.

6. Assists with position control and budgeting, including salary and position analysis.

7. Performs cash receiving, accounting for and safeguarding as required; issues receipts, classifies and codes transactions.

8. Provides ongoing City-wide end-user timekeeping system training.

9. Processes payments of employee benefits, federal taxes, and state programs (Paid Family Medical Leave).

10. Issues W-2 and 1095 forms; ensures compliance with all IRS regulations and the ATTACHMENT NO. 2
Payroll Specialist II – PROPOSED

Page 2 of 3 ends

Affordable Care Act; reconciles W-2 reports to quarterly tax payments; calculates and processes payments for garnished wages and child support.

12. Coordinates and maintains audits associated with payroll.

13. Reviews existing processes and systems for potential improvements and implements changes as necessary.

14. Reconciles payroll to the General Ledger.

15. Researches and assists in interpreting and applying payroll and benefit laws, rules, regulations, collective bargaining agreements, policies, and procedures.

16. Working closely with Human Resources staff to ensure consistent implementation of employment policies and practices, exercising the highest degree of confidentiality.

17. Answers questions from employees, resolves problems and recommends solutions.

18. Cross-trains in a wide variety of Finance duties; assists with cross-training of staff.

19. Maintains timely and regular attendance.

20. Other duties as assigned.

GENERAL QUALIFICATIONS
Knowledge of:

1. Laws, rules, and regulations related to payroll and benefits.

2. Principles and practices of public sector personnel administration, confidential records management, and effective customer service practices.

3. Generally Accepted Accounting Principles (GAAP).

4. Electronic record keeping and file maintenance principles and procedures.

5. City organization, operations, policies, and procedures Ability to:

1. Perform statistical, mathematical, and financial analysis, and interpret data.

2. Read and interpret documents, including collective bargaining agreements and legal regulations.

3. Perform arithmetic computations accurately and quickly.

4. Organize, prioritize, and manage multiple priorities to achieve maximum efficiency and to meet deadlines.

5. Process an accurate and timely payroll.

6. Maintain confidentiality of information.

7. Support and model the identified vision, values, and behaviors of the organization.

8. Establish and maintain effective working relationships

9. Use initiative and independent judgment within established procedural guidelines.

Payroll Specialist II – PROPOSED

Page 3 of 3 ends

10. Operate a personal computer utilizing a variety of standard and specialist software.

11. Communicate effectively both orally and in writing.

Incumbents will possess the most desirable combination of training, skills, and experience as demonstrated by past and current employment.

An associate degree in accounting, business, finance, or a related field and three (3) years of payroll-related experience is preferred. Public sector accounting experience preferred.

PROPOSED

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Class Title: PAYROLL ANALYST
Bargaining Unit: CONFIDENTIAL EMPLOYEES’ ASSOCIATION
Class Code: PAYROLL ANALYST
Salary Grade: CE15
Salary: $75,384.00 - $95,292.00 Annually
FLSA: EXEMPT
Date Established:

JOB SUMMARY
Under general direction, the Payroll Analyst plans, coordinates, and administers the full scope of the citywide payroll operations. This role is responsible for ensuring timely, accurate, and compliant payroll processing; managing system configuration; interpreting MOUs and labor provisions; overseeing compliance reporting (e.g., CalPERS, IRS, ACA); and responding to audits. The Payroll Analyst exercises advanced technical expertise, judgement, and discretion and may supervise or train payroll support staff.

1. Oversee, audit, and process bi-weekly payroll for all City employees.

2. Coordinate citywide payroll functions, including position control and labor costing in ERP system.

3. Reviews and verifies time records in electronic payroll timekeeping system prior to porting into ERP system and audits documents for completeness, accuracy and compliance with collective bargaining agreements, policies and procedures, regulations, and FLSA.

4. Reviews and verifies the calculations of variety of payroll actions, including but not limited to, new hire, set-up, overtime hours, salary adjustments, incentive and/or premium pay, retroactive pay, benefit withholdings, wage garnishments, withholding changes, and final paychecks based on appropriate provisions.

5. Manage payroll system configurations and updates; ensure proper alignment with CalPERS, collective bargaining agreements, or established by government regulations.

ATTACHMENT NO. 3
Payroll Analyst - PROPOSED

Page 2 of 4 ends

6. Manage electronic payroll timekeeping system is properly configured to process time records in accordance with collective bargaining agreements, policies and procedures, regulations, and FLSA.

7. Analyzes, interprets and applies new and updated rules from outside regulatory agencies and Personnel Rules and Regulations, policies, salary resolutions and Memoranda of Understanding (MOU) as they relate to employee compensation and benefits.

8. Monitor and implement changes in payroll-related legislation and policies.

9. Interpret and apply policies, rules, and regulations and responds to inquires relating to payroll, assist with individual payroll calculations and payroll related inquires.

10. Researches, analyzes, and resolves technical and/or payroll related problems or questions.

11. Assist during the audit process by providing documents, reports, and other payroll related items upon request; implements procedural changes recommended by auditor.

12. Analyze, reconcile, and audit payroll accounts; ensure accurate posting to General Ledger.

13. Track and apply vacation accruals tied to employee anniversary dates in accordance with collective bargaining agreements.

14. Prepares projections for total compensation costs for budget preparation, collective bargaining, and other requests.

15. Collaborate with Human Resources on personnel actions impacting payroll.

16. Train and support timekeepers and City staff on payroll system.

17. Lead and assist payroll support staff as needed.

18. Proposed policy and procedure improvements.

19. Perform other duties as assigned.

GENERAL QUALIFICATIONS
Knowledge of:

1. Laws, rules, and regulations related to payroll and benefits.

2. Principles and practices of public sector personnel administration, confidential records management, and effective customer service practices.

3. ERP systems (e.g., Munis, PeopleSoft, SAP)

4. Electronic record keeping and file maintenance principles and procedures.

5. City organization, operations, policies, and procedures.

Ability to:

Payroll Analyst - PROPOSED

Page 3 of 4 ends

1. Independently manage and process a complex, multi-departmental payroll.

2. Analyze and interpret payroll data, policies and financial records.

3. Principles and practices of public sector personnel administration, confidential records management, and effective customer services practices.

4. Organize, prioritize, and manage multiple priorities to achieve maximum efficiency and to meet deadlines.

5. Support and model the identified vision, values and behaviors of the organization.

6. Establish and maintain effective working relationships.

7. Use initiative and independent judgement within established procedural guidelines.

8. Communicate effectively with internal and external stakeholders.

Incumbents will possess the most desirable combination of training, skills, and experience as demonstrated by past and current employment.

An associate degree in accounting, business, finance, or a related field and three (3) years of payroll-related experience is preferred. Public sector accounting experience preferred.

PHYSCIAL REQUIREMENTS
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this class.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, employee regularly performs extensive and repetitive physical activity involving the arms, wrists, and hands, including writing, and using a keyboard. The employee is also regularly required to sit, talk, or hear, both in person and by telephone. The position also requires the occasional need to lift and carry materials and supplies weighing up to 25 pounds. Specific vision abilities required include close vision and the ability to adjust focus.

SUPPLEMENTAL INFORMATION
The City of West Covina is an Equal Opportunity Employer. In compliance with the Payroll Analyst - PROPOSED

Page 4 of 4 ends

Americans with Disabilities Act, the City will provide reasonable accommodation to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.

ATTACHMENT NO.4
City ofWest Covina
Human Resources Commission

CITY OF WEST COVINA

HUMAN RESOURCES COMMISSION MEETING

MINUTES OF THE REGULAR MEETING
WEDNESDAY, AUGUST 13, 2025

MEETING CALLED TO ORDER

INVOCATION
6:21 p.m.

Commissioner Gomez
PLEDGE OF ALLEGIANCE Carmelita Underwood

ROLL CALL
Commissioners Present: E. Gomez, S. Verceles D. Carlock Commissioners Absent: H. Torres, R. Franco
Staff Present: Carmelita Underwood, Human Resources Director Karen Ogawa, Finance Director
ORAL COMMUNICATIONS - Three (3) minutes per speaker
Please state your name and city of residence for the record when recognized by the Committee Chair.

None.

APPROVAL OF MINUTES
1) APPROVAL OF THE MINUTES OF AUGUST 14, 2024, MEETING
It is recommended that the Human Resources Commission approve the Minutes for the Meeting of August 14, 2024.

Motion by Carlock seconded by Verceles to Approve the Minutes of the Meeting of August 14, 2024.

Motion carried 3-0; 2 absent

ATTACHMENT NO. 5
RESOLUTION NO. 2025-71

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

WEST COVINA, CALIFORNIA, APPROVING THE

ESTABLISHMENT OF THE PAYROLL SPECIALIST II AND

PAYROLL ANALYST CLASSIFICATIONS AND

APPROVING THE CLASS SPECIFICATIONS AND

SALARY RANGES FOR SUCH CLASSIFICATIONS
The City Council of the City of West Covina hereby finds and declares as follows:

WHEREAS, the Human Resources Department, as needed, reviews class specifications and/or pay grades to ensure position specifications and compensation are in alignment with current demands and comparable with similar classifications within the public sector labor market; and
WHEREAS, the Human Resources Department reviewed the specifications for the Payroll Series job descriptions and has proposed to establish the Payroll Specialist II and Payroll Analyst classifications; and
WHEREAS, on August 13, 2025, the Human Resources Commission reviewed and approved the class specifications for the Payroll Specialist II and Payroll Analyst classifications, attached hereto as Exhibit A and incorporated herein; and WHEREAS, the City Council desires to approve the establishment of the Payroll Specialist II and Payroll Analyst classifications; and
WHEREAS, the City Council also desires to approve the class specifications and salary ranges for the new classifications.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF WEST COVINA, CALIFORNIA DOES HEREBY RESOLVE AS FOLLOWS:

SECTION 1. The City Council hereby approves the establishment of the Payroll Specialist II and Payroll Analyst classifications.

SECTION 2. The City Council hereby approves the class specifications for the Payroll Specialist II and Payroll Analyst classifications attached hereto as Exhibit A.

SECTION 3. The City Council hereby approves the following salary range for the Payroll Specialist II classification:

CLASSIFICATION MONTHLY PAY RANGE
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
Payroll Specialist II $4,808.00 N/A N/A N/A $6,491.00 $6,686.00 SECTION 4. The City Council hereby approves the following salary range for the Payroll Analyst specification:

CLASSIFICATION MONTHLY PAY RANGE
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
Payroll Analyst $6,282.00 $6,612.00 $6,959.00 $7,325.00 $7,710.00 $7,941.00 SECTION 5. The City Clerk shall certify to the adoption of this resolution and shall enter the same in the book of original resolutions and it shall become effective immediately.

APPROVED AND ADOPTED this 2nd day of September, 2025.

Tony Wu
Mayor

APPROVED AS TO FORM ATTEST
Thomas P. Duarte Monique S. De La Rosa
City Attorney Deputy City Clerk
I, MONIQUE S. DE LA ROSA, DEPUTY CITY CLERK of the City of West Covina, California, do hereby certify that the foregoing Resolution No. 2025-71 was duly adopted by the City Council of the City of West Covina, California, at a regular meeting thereof held on the 2nd day of September, 2025, by the following vote of the City Council:

AYES:

NOES:

ABSENT:

ABSTAIN:

Monique S. De La Rosa
Deputy City Clerk

CITY OF WEST COVINA

1. Performs a variety of complex accounting duties in the preparation, processing and maintenance of salary and payroll/benefits deductions calculations.

2. Verifies and makes changes to salaries; calculates overtime payments, retroactive pay and separation payouts.

5. Assists with biennial budget process by developing salary and benefit forecasting.

6. Assists with position control and budgeting, including salary and position analysis.

7. Performs cash receiving, accounting for and safeguarding as required; issues receipts, classifies and codes transactions.

8. Provides ongoing City-wide end-user timekeeping system training.

9. Processes payments of employee benefits, federal taxes, and state programs (Paid Family Medical Leave).

10. Issues W-2 and 1095 forms; ensures compliance with all IRS regulations and the

EXHIBIT A
Payroll Specialist II

Page 2 of 3 ends

Affordable Care Act; reconciles W-2 reports to quarterly tax payments; calculates and processes payments for garnished wages and child support.

12. Coordinates and maintains audits associated with payroll.

13. Reviews existing processes and systems for potential improvements and implements changes as necessary.

14. Reconciles payroll to the General Ledger.

15. Researches and assists in interpreting and applying payroll and benefit laws, rules, regulations, collective bargaining agreements, policies, and procedures.

16. Working closely with Human Resources staff to ensure consistent implementation of employment policies and practices, exercising the highest degree of confidentiality.

17. Answers questions from employees, resolves problems and recommends solutions.

18. Cross-trains in a wide variety of Finance duties; assists with cross-training of staff.

19. Maintains timely and regular attendance.

20. Other duties as assigned.

GENERAL QUALIFICATIONS
Knowledge of:

1. Laws, rules, and regulations related to payroll and benefits.

2. Principles and practices of public sector personnel administration, confidential records management, and effective customer service practices.

3. Generally Accepted Accounting Principles (GAAP).

4. Electronic record keeping and file maintenance principles and procedures.

5. City organization, operations, policies, and procedures Ability to:

1. Perform statistical, mathematical, and financial analysis, and interpret data.

2. Read and interpret documents, including collective bargaining agreements and legal regulations.

3. Perform arithmetic computations accurately and quickly.

4. Organize, prioritize, and manage multiple priorities to achieve maximum efficiency and to meet deadlines.

5. Process an accurate and timely payroll.

6. Maintain confidentiality of information.

7. Support and model the identified vision, values, and behaviors of the organization.

8. Establish and maintain effective working relationships

9. Use initiative and independent judgment within established procedural guidelines.

Payroll Specialist II

Page 3 of 3 ends

10. Operate a personal computer utilizing a variety of standard and specialist software.

11. Communicate effectively both orally and in writing.

Incumbents will possess the most desirable combination of training, skills, and experience as demonstrated by past and current employment.

An associate degree in accounting, business, finance, or a related field and three (3) years of payroll-related experience is preferred. Public sector accounting experience preferred.

CITY OF WEST COVINA

1. Oversee, audit, and process bi-weekly payroll for all City employees.

2. Coordinate citywide payroll functions, including position control and labor costing in ERP system.

5. Manage payroll system configurations and updates; ensure proper alignment with CalPERS, collective bargaining agreements, or established by government regulations.

Payroll Analyst

Page 2 of 4 ends

6. Manage electronic payroll timekeeping system is properly configured to process time records in accordance with collective bargaining agreements, policies and procedures, regulations, and FLSA.

8. Monitor and implement changes in payroll-related legislation and policies.

9. Interpret and apply policies, rules, and regulations and responds to inquires relating to payroll, assist with individual payroll calculations and payroll related inquires.

10. Researches, analyzes, and resolves technical and/or payroll related problems or questions.

11.Assist during the audit process by providing documents, reports, and other payroll related items upon request; implements procedural changes recommended by auditor.

12.Analyze, reconcile, and audit payroll accounts; ensure accurate posting to General Ledger.

13. Track and apply vacation accruals tied to employee anniversary dates in accordance with collective bargaining agreements.

14.Prepares projections for total compensation costs for budget preparation, collective bargaining, and other requests.

15. Collaborate with Human Resources on personnel actions impacting payroll.

16. Train and support timekeepers and City staff on payroll system.

17. Lead and assist payroll support staff as needed.

18.Proposed policy and procedure improvements.

19. Perform other duties as assigned.

GENERAL QUALIFICATIONS
Knowledge of:

1. Laws, rules, and regulations related to payroll and benefits.

2. Principles and practices of public sector personnel administration, confidential records management, and effective customer service practices.

3. ERP systems (e.g., Munis, PeopleSoft, SAP)

4. Electronic record keeping and file maintenance principles and procedures.

5. City organization, operations, policies, and procedures.

Ability to:

Payroll Analyst

Page 3 of 4 ends

1. Independently manage and process a complex, multi-departmental payroll.

2. Analyze and interpret payroll data, policies and financial records.

3. Principles and practices of public sector personnel administration, confidential records management, and effective customer services practices.

4. Organize, prioritize, and manage multiple priorities to achieve maximum efficiency and to meet deadlines.

5. Support and model the identified vision, values and behaviors of the organization.

6. Establish and maintain effective working relationships.

7. Use initiative and independent judgement within established procedural guidelines.

8. Communicate effectively with internal and external stakeholders.

Incumbents will possess the most desirable combination of training, skills, and experience as demonstrated by past and current employment.

An associate degree in accounting, business, finance, or a related field and three (3) years of payroll-related experience is preferred. Public sector accounting experience preferred.

PHYSCIAL REQUIREMENTS
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this class.

SUPPLEMENTAL INFORMATION
The City of West Covina is an Equal Opportunity Employer. In compliance with the Payroll Analyst

Page 4 of 4 ends

AGENDA ITEM NO. 2

EDUCATIONAL REQUIREMENTS, AND SALARY RANGES FOR EXECUTIVE

MANAGEMENT POSITIONS
RECOMMENDATION:

Staff and the Human Resources Commission recommend that the City Council adopt the following resolution:

RESOLUTION NO. 2025-72 - A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST

COVINA, CALIFORNIA, APPROVING THE REPEAL AND REPLACEMENT OF THE EXECUTIVE

MANAGEMENT CLASS SPECIFICATIONS AND REVISED SALARY RANGES FOR EXECUTIVE

MANAGEMENT POSITIONS
BACKGROUND:

At the City Council Meeting held on February 18, 2025, the City Council directed staff to conduct a review of the Education, Training, and Experience sections within the job descriptions for Department Head/Executive Management Team positions. The purpose of this review is to ensure alignment with applicable state and federal hiring standards, with a specific focus on incorporating flexibility to allow relevant work experience to be considered in balance with formal educational requirements.

Currently, the City of West Covina's Department Heads/Executive Management Team consists of the following positions:

1. Assistant City Clerk

2. Assistant City Manager

3. City Manager

4. Code Enforcement Director

5. Community Development Director

6. Community Services Director

7. Deputy City Manager

8. Finance Director

9. Fire Chief

10. Human Resources & Risk Management Director

11. Planning Diector

12. Police Chief

13. Public Health Officer

14. Public Works Director
The Human Resources Department conducted a review and brought recommendations and findings to the Human Resources Commission on August 13, 2025. This review also included a compensation alignment analysis following a compaction issue created by the Assistant Finance Director classification and salary range.

DISCUSSION:

1. Education, Training, and Experience Updates:

To ensure consistency and flexibility in recruiting qualified candidates, the following standard language is being added to each classification’s Education, Training, and Experience section:
"Any combination of education, training, and/or experience that has provided the knowledge, skills, and abilities necessary to perform the essential duties of the position is qualifying. A typical way of obtaining the required qualifications is:
• Education: Graduation from an accredited college or university with a Bachelor’s degree in public administration, business administration, or a field closely related to the position’s area of assignment • Experience: Insert range, e.g., five to ten years of increasingly responsible professional experience in a field/department specialty, including a minimum of insert range, e.g., three to five years in a management or supervisory capacity
.• Substitution: Additional qualifying experience may substitute for the required education on a year for year basis.

Example:

Option 1:

Education: Graduation from an accredited college or university with a Bachelor’s degree in public administration, business administration, or a closely related field.

Experience: Three (3) years of increasingly responsible professional experience in a City or County Clerk’s office (or related department specialty), including at least two (2) years in a management or supervisory capacity.

Option 2:

Experience Substitution: Seven (7) years of increasingly responsible professional experience, including at least two (2) years in a management or supervisory capacity, may substitute for the required education on a year-for-year basis.

This revision creates a consistent baseline across executive-level job descriptions and reflects modern classification practices that support inclusive candidate qualification assessments.

2. Salary and Grade Code Changes:

Attachment
No. Proposed Title
Original
Change
Code
Proposed
Change
Code
Substantive
Changes
1 Assistant City Clerk DH13
DH12
Consistency in
compensation
across similarly
situated
Department Head
roles
2 Assistant City
Manager
DH04 No compaction
3 City Manager DH01 No compaction
4 Code Enforcement
Director
DH14
DH05
Consistency in
compensation
across similarly
situated
Department Head
roles.
5 Community
Development
Director
DH07 Position not
allocated
6 Community
Services Director
DH09 Position not
allocated
7 Deputy City
Manager
DH12 Position reallocated
to lower level
classification frozen.
8 Finance Director DH08 No compaction
9 Fire Chief DH03 No compaction
10 Human Resources
& Risk Director
DH10
DH05
Consistency in
compensation
across similarly
situated
Department Head
roles.
11 Planning Director DH11 Position not
allocated
12 Police Chief DH02 No compaction
13 Public Health
Officer
DH15 No compaction
14 Public Works
Director
DH05 No compaction
LEGAL REVIEW:

The City Attorney's Office has reviewed the resolution and approved it as to form.

OPTIONS:

The City Council has the following options:

1. Approve staff's and the Human Resources Commission's recommendation; or

2. Provide alternative direction.

Prepared by: Carmelita Underwood, Director of Human Resources/Risk Management Department
Additional Approval: Roxanne E. Lerma, Assistant City Manager Fiscal Impact
FISCAL IMPACT:

The fiscal impact of the grade and salary adjustments is anticipated to be minimal, as changes are The fiscal impact of the grade and salary adjustments is anticipated to be minimal, as changes are limited to active classifications and are necessary to maintain internal equity. Funds will be absorbed within departmental budget upon availability.

Current Salary:

Department
Head
Position Title Start Pay End Pay
DH13 Assistant City Clerk $8,392 $11,328
DH10 Human Resources/Risk
Director
$10,484 $14,153
DH14 Code Enforcement Director $10,328 $13,943
Mid-Management Position Title
MM31 Assistant Finance Director $12,569 $15,278
Steps 6, 7 and
8-Effective 9/2/25
Assistant Finance Director $12,569 $16,694
Proposed Salary and Grade Code Adjustment:

Department Head Position Title Start Pay End Pay
DH12 Assistant City Clerk $9,316 $12,576
DH05 Human Resources/Risk
Director
$12,610 $17,025
DH05 Code Enforcement Director $12,610 $17,025
Attachments
Attachment No. 1 - Proposed Assistant City Clerk Job Description Attachment No. 2 - Assistant City Manager
Attachment No. 3 - City Manager
Attachment No. 4 - Code Enforcement Director
Attachment No. 5 - Community Development Director
Attachment No. 6 - Community Services Director
Attachment No. 7 - Deputy City Manager
Attachment No. 8 - Finance Director
Attachment No. 9 - Fire Chief
Attachment No.10- Human Resources Risk Management Director Attachment No. 11 - Planning Director
Attachment No. 12 - Police Chief
Attachment No. 13 - Public Health Officer
Attachment No. 14 - Public Works Director
Attachment No. 15 -Human Resources Commissioner Meetings Minutes Attachment No. 16 - Resolution No. 2025-72
CITY COUNCIL GOALS & OBJECTIVES: Achieve Fiscal Sustainability and Financial Stability Maintain Good Intergovernmental Relations
Expand Economic Development Opportunities
Class Title:

Bargaining Unit:

Class Code:

Salary Grade:

Salary:

FLSA:

Date Updated:

Description
Job Summary:

PrapasedPROPOSED-REDLINED VERSION

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Assistant City Clerk
Department Head
DH2
DH13 DH12
$100,704- $135,936 $111,792-$150,912
(Exempt)
8/1/2025
Under general direction, organizes, supervises, coordinates, and manages coordination and recordation of all City Council meetings, records management, and the City's Pet License Program. As the City Clerk is an elected part-time position, the Assistant City Clerk is responsible for all the daily activities associated with the office of the City Clerk.

Examples of Duties
Essential Functions:
• Attends all meetings of the City Council and Community Development Commission, aooCommission and prepares corresponding minutes.
• Supervises the file maintenance of minutes, resolutions, ordinances, agreements and other official City documents.
• Attests and certifies City documents, including but not limited to, contracts, agreements, ordinances and resolutions.
• Prepares legal notices for hearings, ordinances, special meetings, public bids and elections.
• Assists the City Manager's office in the compilation of the agenda for City Council meetings.
• Responsible for compiling and recommending documents to be destroyed. • Supervises and coordinates the Citywide microfilm program. • Responsible for recordation of appropriate City documents with the County Recorder. • Serves as contract administrator for the microfilm program, municipal elections, and related programs as necessary.
• Supervises and coordinates the pet licensing program including contract administration for animal control activities.
• Supervises full-time and limited servicelimited-service City Clerk's office staff members. • Administers oaths and takes affidavits.
• Registers voters and conducts municipal elections.
• Serves as Filing officer for campaign reporting and statements of economic interest, pursuant to the Political Reform Act.

ATTACHMENT NO.1

ATTACHMENT NO. 2

Class Title:

Bargaining Unit:

Class Code:

Salary Grade:

Salary:

FLSA:

Date Updated:

Description

JOB SUMMARY
ProposedPROPOSED-REDLINED VERSION

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
City Manager
Department Head
CM
DH0l
Range
(Exempt)
07/14/2025
Under the direction of the City Council, the City Manager will serve as the Chief Executive Officer of the City and be the key staff advisor to the City Council. His/Her responsibilities will be to implement policies as directed by the City Council and enforce all municipal laws and regulations for the benefit of the community.

Examples of Duties
Powers and duties of the position, as set forth in the City's Municipal Code include, but are not limited to:
• Enforce all laws and ordinances of the City and see that all laws of the • State pertaining to the City are faithfully observed. • Recommend to the City Council for adoption such measures and ordinances as he/she deems necessary or expedient.
• Make investigations into any of the affairs of the City and any department or division thereof, and any contract or the proper performance of any obligations of the City.

ATTACHMENT NO. 4

ATTACHMENT NO. 5

ATTACHMENT NO. 6

Class Title:

Bargaining Unit:

Class Code:

Salary Grade:

Salary:

FLSA:

Date Updated:

Description

JOB SUMMARY
ProposedPROPOSED-REDLINED VERSION

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Deputy City Manager DEPUTY CITY MANAGER
Department Head
DH2
DH12
$111,792- $150,912
(Exempt)
07/14/2025
Under administrative direction, plans, directs, and coordinates activities of the Public Health Department; implements policies and establishes procedures related to public health and related community services; directs the development and administration of the department budget; serves as a member of the city's executive leadership team; performs related duties as required.

This position will function as the designated Public Health Officer of the City.

This position reports to the City Manager and is responsible for the overall planning, administration, and operation of the Public Health Department. The Public Health Officer will assist in establishing the city's Health Department.

The Public Health Officer is expected to exercise independent judgment, wisdom, common sense, and initiative in establishing efficient and effective departmental operations consistent with City Council policies and administrative guidelines established by the City Manager. The Public Health Officer will participate actively in addressing issues of concern to the city, which at times may not have a direct impact on their area of specialization.

Examples of Duties

1. Provides overall medical direction and guidance for the Public Health Department and is responsible for enforcing local health orders and ordinances and regulations prescribed by the State Department of Health Services and the State relating to public health.

2. Plans, directs, and coordinates various public health and environmental health programs of the city in conformance with the Health and Safety Code of the State of California, the city's health and sanitation code, and other related laws, standards, and regulations.

3. Directs assessment and analysis of operational and service demands and develops comprehensive plans to ensure the highest possible quality of life for the community; confers with legal advisors, citizens, and City officials on public health and ATTACHMENT NO. 7

ATTACHMENT NO. 8

ATTACHMENT NO. 9

ATTACHMENT NO. 10

ATTACHMENT NO. 11

ATTACHMENT NO. 12

ATTACHMENT NO. 13

Class Title:

Bargaining Unit:

Class Code:

Salary Grade:

Salary:

FLSA:

Date Updated:

Description
Description

PROPOSED- REDLINED VERSION

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Public Works Director
Depmiment Head
DH
DH05
$151,320- $204,300
(Exempt)
07/14/2025
Under general administrative direction, plans, directs, manages, and oversees the operation and activities of the Maintenance Division including the development, maintenance, of the City's community parks/open space, fleet management , maintenance and operation of City facilities, sewer lines, and streets. The Director ensures all resources are properly allocated and managed; provides long-range planning for department programs, projects and needs; coordinates assigned activities with other departments and outside agencies; provides highly responsible and complex administrative suppo1i to the City Manager; and does related work as required.

Examples of Duties
The duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to this class. • Assumes full management responsibility for the Public Works Department. • Develops, implements and monitors long-term plans, goals and objectives focused on achieving maintenance.
• Develops and submits appropriate application and documentation necessary to secure funding sources. Maintains appropriate records for compliance with these funding sources.
• Reviews work in progress, specifications, estimates, and contract documents for street, sewer, storm drain, bridge, and other projects.
• Provides direction for the department staff; approves a variety of policy and procedure changes and revisions; participates in special projects of department; reviews actions and effectiveness of the respective divisions.
• Directs the preparation and maintenance of records, field notes, reports, maps, plots, deeds, benchmarks, monuments, and similar information and records. • Manages and participates in the development and administration of the department's budget; directs the forecast of additional funds needed for staffing, equipment, and supplies; directors the monitoring of and approves expenditures; directs and implements budgetary adjustments as necessary.
• Selects, trains, motivates, and directs department personnel; evaluates and reviews work for acceptability and conformance with department standards, including program and project priorities and performance evaluations; works with employees to correct ATTACHMENT NO. 14

ATTACHMENT NO.15
City of West Covina
Human Resources Commission

CITY OF WEST COVINA

HUMAN RESOURCES COMMISSION MEETING

MINUTES OF THE REGULAR MEETING
WEDNESDAY, AUGUST 13, 2025

MEETING CALLED TO ORDER

INVOCATION
6:21 p.m.

Commissioner Gomez
PLEDGE OF ALLEGIANCE Carmelita Underwood

None.

APPROVAL OF MINUTES
1) APPROVAL OF THE MINUTES OF AUGUST 14, 2024, MEETING
It is recommended that the Human Resources Commission approve the Minutes for the Meeting of August 14, 2024.

Motion by Carlock seconded by Verceles to Approve the Minutes of the Meeting of August 14, 2024.

Motion carried 3-0; 2 absent

ATTACHMENT NO. 16
RESOLUTION NO. 2025-72

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

WEST COVINA, CALIFORNIA, APPROVING THE REPEAL

AND REPLACEMENT OF THE EXECUTIVE

MANAGEMENT CLASS SPECIFICATIONS AND REVISED

SALARY RANGES FOR EXECUTIVE MANAGEMENT

POSITIONS
The City Council of the City of West Covina hereby finds and declares as follows:

WHEREAS, the Human Resources Department, as needed, reviews class specifications and/or pay grades to ensure position specifications and compensation are in alignment with current demands and comparable with similar classifications within the public sector labor market; and
WHEREAS, the City’s Executive Management positions include the City Manager, Assistant City Manager, Deputy City Manager, Finance Director, Assistant City Clerk, Police Chief, Fire Chief, Code Enforcement Director, Community Development Director, Community Services Director, Human Resources and Risk Management Director, Planning Director, Public Health Officer, and Public Works Director; and WHEREAS, pursuant to the City Council’s direction, the Human Resources Department has reviewed the specifications for the Executive Management positions and prepared updates to such specifications; and
WHEREAS, on August 13, 2025, the Human Resources Commission reviewed and approved the revised class specifications and salary ranges for the Executive Management positions, attached hereto as Exhibit A and incorporated herein; and WHEREAS, the City Council desires to approve the repeal and replacement of the Executive Management class specifications and updated salary ranges for the Assistant City Clerk, Human Resources and Risk Management Director, and Code Enforcement Director positions.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF WEST COVINA, CALIFORNIA DOES HEREBY RESOLVE AS FOLLOWS:

SECTION 1. The City Council hereby approves the repeal of the existing class specifications for the Executive Management positions.

SECTION 2. The City Council hereby approves replacing the repealed specifications with the specifications attached hereto as Exhibit A.

SECTION 3. The City Council hereby approves the following salary range for the Assistant City Clerk classification:

CLASSIFICATION MONTHLY PAY RANGE
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
Assistant City Clerk $9,316.00 $12,576.00
SECTION 4. The City Council hereby approves the following salary range for the Human Resources & Risk Management Director classification:

CLASSIFICATION MONTHLY PAY RANGE
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
Human Resources & Risk
Management Director
$12,610.00 $17,025.00
SECTION 5. The City Council hereby approves the following salary range for the Code Enforcement Director classification:

CLASSIFICATION MONTHLY PAY RANGE
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
Code Enforcement
Director
$12,610.00 $17,025.00
SECTION 6. The City Clerk shall certify to the adoption of this resolution and shall enter the same in the book of original resolutions and it shall become effective immediately.

APPROVED AND ADOPTED this 2nd day of September, 2025.

Tony Wu
Mayor

APPROVED AS TO FORM ATTEST
Thomas P. Duarte Monique S. De La Rosa
City Attorney Deputy City Clerk
I, MONIQUE S. DE LA ROSA, DEPUTY CITY CLERK of the City of West Covina, California, do hereby certify that the foregoing Resolution No. 2025-72 was duly adopted by the City Council of the City of West Covina, California, at a regular meeting thereof held on the 2nd day of September, 2025, by the following vote of the City Council:

AYES:

NOES:

ABSENT:

ABSTAIN:

Monique S. De La Rosa
Deputy City Clerk

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Class Title: Assistant City Clerk
Bargaining Unit: Department Head
Class Code: DH2
Salary Grade: DH13 DH12
Salary: $111,792-$150,912
FLSA: (Exempt)
Date Updated: 8/1/2025
Description

JOB SUMMARY
Under general direction, organizes, supervises, coordinates, and manages coordination and recordation of all City Council meetings, records management, and the City's Pet License Program. As the City Clerk is an elected part-time position, the Assistant City Clerk is responsible for all the daily activities associated with the office of the City Clerk.

Examples of Duties
Essential Functions:
• Attends all meetings of the City Council and Community Development Commission and prepares corresponding minutes.
• Supervises the file maintenance of minutes, resolutions, ordinances, agreements and other official City documents.
• Attests and certifies City documents, including but not limited to, contracts, agreements, ordinances and resolutions.
• Prepares legal notices for hearings, ordinances, special meetings, public bids and elections.
• Assists the City Manager's office in the compilation of the agenda for City Council meetings.
• Responsible for compiling and recommending documents to be destroyed. • Supervises and coordinates the Citywide microfilm program. • Responsible for recordation of appropriate City documents with the County Recorder. • Serves as contract administrator for the microfilm program, municipal elections, and related programs as necessary.
• Supervises and coordinates the pet licensing program including contract administration for animal control activities.
• Supervises full-time and limited-service City Clerk's office staff members. • Administers oaths and takes affidavits.
• Registers voters and conducts municipal elections.
• Serves as Filing officer for campaign reporting and statements of economic interest, pursuant to the Political Reform Act.
• Conducts bid openings for capital improvement projects.

EXHIBIT A
• Maintains and updates City municipal code.

Typical Qualifications

REQUIRED KNOWLEDGE & ABILITIES
Required Knowledge:

Knowledge of municipal recordkeeping requirements, Brown Act provisions, Fair Political Practices regulations, and contract administration; ability to supervise staff, prepare reports and communicate effectively both orally and in writing.

MINIMUM QUALIFICATIONS
Education, Training, and Experience
Any combination of education, training, and/or experience that has provided the knowledge, skills, and abilities necessary to perform the essential duties of the position is qualifying. A typical way of obtaining the required qualifications is:

Option 1:
• Education: Graduation from an accredited college or university with a bachelor’s degree in public administration, business administration, or a field closely related to the position’s area of assignment.
• Experience: 3 years of increasingly responsible professional experience in progressively responsible experience in a City or County Clerk's office including a minimum of 2 years in management or supervisory capacity.

Option 2:
• Substitution: Additional qualifying experience may substitute for the required education on a year-for-year basis
• Experience: 7 years of increasingly responsible professional experience and including a minimum of 2 years in a management or supervisory capacity Physical Requirements:

This position also requires extensive and repetitive physical activity involving the arms, wrists, and hands, including writing and using a keyboard. It also requires physical abilities associated with the ability to read, write and communicate in a work environment requiring no extraordinary physical strength or other special physical qualifications.

SUPPLEMENTAL INFORMATION:

The City of West Covina is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodation to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.

Other Necessary Requirements
Other Class Spec Title 1
Other Class Spec Title 2

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Class Title: Assistant City Manager
Bargaining Unit: Department Head
Class Code: DH2
Salary Grade: DH04
Salary: $154,824- $208,968
FLSA: (Exempt)
Date Updated: 07/14/2025
Description
Job Summary:

To assist the City Manager in planning, organizing, and directing the activities of all City departments; to supervise the activities of the City manager's Office; to coordinate activities among and with other divisions and departments; to provide highly complex staff assistance to the City Manager and City Council; to be responsible for oversight of specific operational areas of the city as may be assigned by the City manager; to serve as the Acting City Manager in the City Manager's absence; and to do related work as required.

Examples of Duties
Essential Functions
• Assist the City manager in developing, planning, implementing, and administering Citywide goals and objectives, as well as policies and procedures necessary to provide or improve new or modified programs, systems, policies, and procedures. Perform or supervise comprehensive management analyses of a wide range of municipal policies, organization, procedures, budgetary and finance areas; provide staff assistance to the City Manager and City Council; prepare and present staff reports and other necessary correspondence.
• Provide highly complex staff assistance to the city Council, commissions, committees and the City Manager in matters related to a wide variety of City administration activities and programs.
• Provide direction, supervision and/or advice to City department management; prepare the City's work program; coordinate interdepartmental activities, as well as City activities with outside agencies and organizations.
• Exercise direct and indirect supervision over management, professional, and clerical staff.

Assigns work activities; directs special projects and programs; monitors work flow, and reviews and evaluates work products, methods, and procedures. • Serves as Acting City Manager in the City Manager's absence. • Assist the City Manager in directing the development and administration of the City's budget, which may include supervision of the preparation of the Executive Budget.

Provide direct oversight of the management of the City Budget and City work program, including those management information systems established to track progress of the City operations toward achieving established goals.
• Direct, supervise, and participate in the City's legislative information program, ombudsman program and the community image program. supervise and direct the City's ombudsman Program; review and respond to the sensitive or complex citizen complaints or requests for information; oversee the preparation of City publications. • Meet with members of the public including members of the business community and citizen groups to explain City policies, procedures, goals, and objectives; negotiate agreements and resolve difficult City administration-related problems and questions.

Typical Qualifications
Required Knowledge:

Knowledge of: modern principles, methods, and problems in municipal public administration including organization, personnel, and fiscal management systems and procedures; knowledge of research methodology, including statistical and financial analysis, and report preparation; knowledge of city government and intergovernmental relationships.

Education, Training, and Experience
Any combination of education and experience that provides the required knowledge, skills, and abilities to perform the essential duties of the position is qualifying. Incumbents will possess the most desirable combination of training, skills, and experience as demonstrated by past and current employment.

Education, Training, and Experience
Any combination of education, training, and experience that has provided the knowledge, skills, and abilities necessary to perform the essential duties of the position is qualifying. A typical way of obtaining the required qualifications is:

Option 1:

Education: Graduation from an accredited college or university with a bachelor’s degree in public administration, business administration, or a field closely related to the position’s area of assignment. Master’s degree desired.

Experience: 5 years of increasingly responsible professional experience in [field/department specialty], including a minimum of [insert range, e.g., three to five years] in management or supervisory capacity.

Option 2:

Substitution: Additional qualifying experience may substitute for the required education on a year-for-year basis.

Experience: 9 years of increasingly responsible professional or management experience in administrative analysis, and administrative research in a municipal government setting, including a minimum of 5 years in management or supervisory capacity Physical Requirements:

Supplemental Information
The City of West Covina is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodation to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.

Other Necessary Requirements
Other Class Spec Title 1
Other Class Spec Title 2

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Class Title: City Manager
Bargaining Unit: Department Head
Class Code: CM
Salary Grade: DH01
Salary: Range
FLSA: (Exempt)
Date Updated: 07/14/2025
Description

JOB SUMMARY
Under the direction of the City Council, the City Manager will serve as the Chief Executive Officer of the City and be the key staff advisor to the City Council. His/her responsibilities will be to implement policies as directed by the City Council and enforce all municipal laws and regulations for the benefit of the community.

Examine or cause to be examined the official conduct of any officer or employee of the City.
• Investigate all complaints in relation to matters concerning the administration of the City government and in regard to the service maintained by public utilities in the City, and to see that all franchises, permits, contracts and privileges granted by the City are faithfully performed and observed.
• Exercise general supervision over all public buildings, public parks and all other public property which are under the control and jurisdiction of the City. Direct the planning and construction of all public works.
• Authority to control and give directions to all heads of departments and to subordinate officers, and employees of the City under his/her jurisdiction through their department heads.
• Appoint, remove, promote and demote any and all officers and employees of the City, except the City Clerk, City Attorney and City Treasurer, subject to the rules and regulations of any applicable civil service or other personnel system in effect. • Recommend to the City Council such organization or reorganization of offices, positions, departments or units under his/her direction, including the transfer of employees between departments and offices, as may be indicated in the interest of efficient, effective and economical conduct of the City's business.
• Attend all meetings of the City Council, unless excused therefrom. May participate in Council deliberations but will not have a vote.
• May attend any and all meetings of City commissions, boards or committees created by the City Council, upon his/her own volition and will attend such meetings upon direction of the City Council.
• Keep the City Council at all times fully advised as to the financial condition and future needs of the City and to make such recommendations as may seem appropriate or desirable. Prepare and submit to the City Council at the end of each fiscal year a comprehensive report of the finances and administrative activities of the City for the preceding fiscal year.
• Prepare and submit the proposed annual budget and the proposed annual salary plan to the City Council for its approval and be responsible for the administration thereof upon adoption by the City Council.
• Prepare and enforce rules and regulations governing the contracting for, purchasing, storing, distribution and disposal of all supplies, materials and equipment required by any office, department or agency of the City and to recommend them to the City Council for adoption.
• Devote his/her entire time to the duties of the office in the interests of the City.

Perform such other duties and exercise such other powers as may be delegated from timeto-time by ordinance, resolution or other action of the City Council.

Typical Qualifications:

Education, Training, and Experience
Any combination of education and experience that provides the required knowledge, skills, and abilities to performs the essential job duties of the position is qualifying. A typical way of obtaining the required qualification is:

Option 1:
• Education: Graduation from an accredited college or university with a bachelor’s degree in public administration, business administration, or a field closely related to the position’s area of assignment. A master's degree in a related field is desirable. • Experience: The selected candidate must have significant experience in municipal finance, economic development, employee/labor relations, and will have worked as a City Manager or Assistant City Manager in a medium or large municipality with comparable demographics and scope of services.

Option 2:
• Substitution: Additional qualifying experience may substitute for the required education on a year-for-year basis.
• Experience: The selected candidate should have 10 years of increasingly responsible professional or management experience in municipal finance, economic development, employee/labor relations, and will have worked as a City Manager or Assistant City Manager in a medium or large municipality with comparable demographics and scope of services. Experience with California municipalities is preferred.

REQUIRED KNOWLEDGE, SKILLS & ABILITIES
The qualified candidate will have excellent interpersonal, written and oral communication skills. In addition, he/she should have knowledge of: Federal and State laws, rules and regulations regarding local government operations as well as the principles and procedures of municipal organizations.

ADDITIONAL REQUIREMENTS
The City Manager should also be able to:
• Analyze trends (problems and opportunities) and develop long range plans in consideration.
• Effectively supervise subordinate personnel.
• Establish and maintain effective working relationships. • Foster teamwork and stakeholder buy-in.
• Lead and gain the cooperation of the City Council, officials, employees, and the public. • Ensure outstanding customer service is delivered by the organization.

Supplemental Information
Other Necessary Requirements
Other Class Spec Title 1
Other Class Spec Title 2

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Class Title: Public Safety Director
Bargaining Unit: Department Head
Class Code: DH
Salary Grade: DH05
Salary: $151,320 $204,300
FLSA: (Exempt)
Date Updated: 08/07/2025
Description
Job Summary
Under general direction, the Code Enforcement Director is responsible for the development and administration of the city code enforcement programs designed to address quality of life issues throughout the city. This includes zoning, health, building, fire, safety, and other forms of municipality codes. The Director oversees and manages the code enforcement and parking enforcement for the city. The Director, directs, supervises incumbents provides leadership, represent the unit during various meetings, responds to request for information, presents in public and private meetings, and answers inquiries from elected and appointed officials. The Director coordinates the development of enforcement and compliance programs and serves as a key member of the City's management team. The Director will also function as the liaison with the City Manager's office concerning enforcement issues. This position coordinates with other City departments, has significant contact with local and regional law enforcement agencies and monitors updates to State and Federal Law. The Director shall also serve as a liaison and lead contact for the City’s Emergency Operation Plan.

Examples of Duties

ESSENTIAL FUNCTIONS
The duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to this class. • Assumes management responsibility for assigned services and activities of the Code Enforcement Division including enforcement of certain buildings, Health and Safety, Business and Professions, vehicle, and City municipal and zoning codes that protect health, safety, and general welfare of residents and visitors. • Develops, implements and supervises a code enforcement program involved in the efficient and effective enforcement of codes related to housing, dangerous buildings, abandoned/inoperative vehicles, trash, weeds, business operating without proper business license, and other health and safety violations.
• Manages and participates in the development and implementation of goals, objectives, policies, and priorities for assigned programs.
• Recommends and administers policies and procedures.
• Monitors and evaluates the efficiency and effectiveness of service delivery methods and procedures.
• Recommends, within departmental policy, appropriate service and staffing levels. • Plans, directs, coordinates, and reviews the work plan for assigned staff involved in investigating code violations and initiating procedures to abate violations. • Assigns work activities, projects, and programs to implement Council's plans. • Reviews and evaluates work products, methods, and procedures. • Meets with staff to identify and resolve problems.
• Participates in field activities and investigations.
• Reviews reports prepared by Code Enforcement Officers. • May issue citations and prepare requests for criminal complaints as appropriate. • Prepares cases for prosecution, and materials for city council's and committees' hearings. • May testify in court regarding compliance action.
• Reviews and analyzes statistical information from reports. • Track case information and review data entry for consistency. • Selects, trains, motivates, and evaluates assigned personnel. • Provides or coordinates staff training.
• Works with employees to correct deficiencies.
• Implements discipline and termination procedures.
• Oversees and participates in the development and administration of the Code Enforcement Division's annual budget.
• Participates in the forecast of funds needed for staffing, equipment, materials, and supplies, monitors and approves expenditures, and implements adjustments. • Provides responsible staff assistance to the City Manager; conducts a variety of organizational studies, investigations, and operational studies; recommends modifications to Code Enforcement programs, policies, and procedures as appropriate. • Serves as the liaison for the Code Enforcement Division to other divisions, departments, and outside agencies.
• Attends various meetings to work with and educate citizens. • Responds to and resolves difficult and sensitive inquiries and complaints. • Negotiates and resolves sensitive and controversial issues. • Serves as staff on a variety of boards, commissions, and committees. • Prepares and presents staff reports and other necessary correspondence. • Attends seminars, classes, professional group meetings, and reviews professional literature.
• Stays abreast of current developments, new trends, and innovations in the field of code enforcement.
• Performs related duties as required.

Typical Qualifications
Any combination of education and experience that has provided the knowledge, skills, and abilities necessary for an executive level position. A typical way of obtaining the required qualifications is to possess the equivalent of:

Knowledge of:
• Operational characteristics, services, and activities of a comprehensive municipal code enforcement program.
• Principles and practices of program development and administration. Principles and practices of municipal budget preparation and administration. Principles of supervision, training, and performance evaluation.
• Pertinent federal, state, and local laws, codes, and regulations including current land use, zoning, municipal, and applicable building codes as they apply to code enforcement, mobile-home enforcement, and business licensing.
• Procedures involved in the enforcement of codes and regulations including methods and techniques of conducting and documenting field investigations. • Legal procedures involved in the enforcement of land use and environmental regulations. • Court documents and procedures including procedures for citation issuance and obtaining various types of inspection warrants.
• City services and organizational structure as they relate to code enforcement. Effective customer service and public relations practices.
• Principles and procedures of record keeping.
• Methods and techniques of business correspondence and technical report preparation. • Modern office procedures, methods, and equipment including computers and supporting word processing and spreadsheet applications
Ability to:
• Oversee and participate in the management of a comprehensive code enforcement program.
• Oversee, direct, and coordinate the work of lower-level staff. • Select, supervise, train, and evaluate staff.
• Participate in the development and administration of division goals, objectives, and procedures.
• Research, analyze, and evaluate new service delivery methods and techniques. Prepare and administer large program budgets.
• Prepare clear and concise administrative and financial reports. • Analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals. • Interpret and apply federal, state, and local policies, laws, and regulations. Operate office equipment including computers and supporting word processing, spreadsheet, and database applications.
• Prepare and conduct presentations to groups of varying sizes. • Represent the City in a professional manner in dealing with staff, citizens, news media, and other agencies and groups.
• Demonstrate an awareness and appreciation of the cultural diversity of the community.

Communicate clearly and concisely, both orally and in writing. • Establish and maintain effective working relationships with those contacted in the course of work.

Minimum Qualifications
Education, Training, and Experience
Any combination of education, training, and/or experience that has provided the knowledge, skills, and abilities necessary to perform the essential duties of the position is qualifying. A typical way of obtaining the required qualifications:

Option 1:
• Education: Graduation from an accredited college or university with a bachelor’s degree in public administration, business administration, or a field closely related to the position’s area of assignment.
• Experience: 15 years of increasingly responsible professional experience in progressively responsible experience Fifteen years (full-time equivalent) of increasingly responsible code enforcement, investigative, and/or inspection experience including 10 years (full-time equivalent) of administrative and supervisory responsibility.

Option 2 :
• Substitution: Additional qualifying experience may substitute for the required education on a year-for-year basis
• Experience: 15years of increasingly responsible professional experience and including a minimum of 10 years in a management or supervisory capacity Fifteen years (full-time equivalent) of increasingly responsible code enforcement, investigative, and/or inspection experience including ten years (full-time equivalent) of administrative and supervisory responsibility.

Physical Requirements
Public contact.

Communication with diverse community.

Ability to handle pressure and fluctuating workload.

Use of dexterity to type, write and perform related duties.

Handle light weights, and move around as needed Stand, sit and walk for extended periods of time.

Read, interpret and apply rules, regulations, policies and procedures.

Other/ Special Requirements
Licenses/Certificates:
• A valid CA Driver License.
• Possession of PC 832, or ability to obtain PC 832 within six months from employment.

Physical Requirements
This position also requires extensive and repetitive physical activity involving the arms, wrists, and hands, including writing and using a keyboard. It also requires physical abilities associated with the ability to read, write and communicate in a work environment requiring no extraordinary physical strength or other special physical qualifications.

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Class Title: Community Development Director
Bargaining Unit: Department Head
Class Code: NON-REP
Salary Grade: DH07
Salary: $133,236- $179, 892
FLSA: (Exempt)
Date Updated: 07/14/2025
Description
Description

JOB SUMMARY
Under the direction of the City Manager, the Community Development Director is responsible for the development and administration of programs designed to address community development programs and services. The Director oversees the following divisions: Building, Economic Development/Housing, Engineering, and Planning. The Director coordinates the development review process and serves as a key member of the City's management team. The position will also oversee the building plan check and inspection process and the Planning Commission and function as the liaison with the City Manager's office concerning development issues. The Director will supervise the maintenance of accurate City maps and engineering records. The position plans, directs and coordinates the activities of the City of West Covina Community Development Commission, West Covina Housing Authority, and the Successor Agency of the former West Covina Redevelopment Agency; coordinates with other City departments, has significant contact with developers and monitors development projects.

Examples of Duties
Essential Job Functions:

Under general direction of the City Manager and with minimal assistance, incumbents in this position classification must ably perform the following functions:

Coordinates the administrative and business management functions of the Community Development Department, including oversight of the Building, Economic Development/Housing, Engineering, and Planning Divisions, the processing and preparation of budgets, including general, special revenue, grants, and capital improvement, and internal service funds, revenue, fee rates and schedules, equipment, and personnel functions.

Plans, organizes directs and manages all activities of the Community Development Department including development/environmental review, planning, building and safety, zoning, engineering, community preservation and housing/community development.

Coordinates Community Development Department activities with those of other departments as needed.

Advises the City Manager, City Council, the Planning Commission and other City departments/ divisions on issues pertaining to applicable Community Development issues.

Serves as the City's representative in development and land use matters.

Serves as staff representative to the Planning Commission and as a technical advisor to the Successor Agency of the West Covina Redevelopment Agency.

Represents the City in related issues before a variety of groups, the public and other agencies.

Develops, recommends, administers, interprets and enforces departmental policies and procedures and assists in the development and administration of the City's community development related policies and regulations.

Selects and is responsible for the training, supervision, and evaluation of all departmental staff.

Makes Community Development Department budget recommendations and administers the expenditure of funds.

Directs and participates in the preparation of a wide variety of surveys, plans, specifications, requests for proposals, studies, reports, contracts, agreements, agenda reports, correspondence, resolutions and ordinances in accordance with applicable state and federal laws and local codes and standards.

Formulates, recommends and implements department goals and develops workload indicators to measure progress towards goal achievement.

Prepares, coordinates, and administers the City's General Plan.

Actively recruits and assists businesses with relocation and those who wish to develop in the City. Seeks, develops and makes recommendations on alternative sources of funding as appropriate.

Reviews and analyzes a variety of materials, records, contracts, reports and other data and makes recommendations for change as needed.

Attends a variety of City Council, Commission, other public meetings and civic functions and represents the City.

Assists in the preparation of the Community Development Department annual budget and the control of expenditures that relate to division activities and develops appropriate justification for requested changes in personnel, materials and equipment.

Serves as Acting City Manager as assigned.

Perform related duties as needed.

Typical Qualifications

REQUIRED KNOWLEDGE & ABILITIES
Required Knowledge
Knowledge of principles, methods and practices of economic development; familiarity with the fundamentals of real-estate analysis including financial and economic review processes; knowledge of laws and practices affecting City Planning, Engineering, and Building and Safety; and knowledge of the principles of organization, administration, budget and personnel management.

Required Abilities
Ability to effectively manage and supervise subordinate personnel, develop and maintain positive working relationships, communicate effectively both orally and in writing, facilitate quality customer service, effectively resolve conflicts, anticipate changing circumstances and operational needs, make critical decisions, and provide effective assistance and recommendations to the City Manager.

MINIMUM QUALIFICATIONS
Education, Training, and Experience
Any combination of education and experience that provides the required knowledge, skills, and abilities to perform the essential job duties of this position is qualifying. Incumbents will possess the most desirable combination of training, skills, and experience as demonstrated by past and current employment.

Option 1:
• Experience: 8 years of experience in community development comprising of three years in a supervisory position or other managerial capacity; supervision over building and safety, engineering, city planning, and economic development/housing projects; experience in the implementation and development of major commercial developments; building code, successor agency knowledge, public works knowledge, and/or general plan implementation, also desired.
• Education: Graduation from an accredited college or university with a bachelor’s degree in public administration, business administration, urban planning, civil engineering, or a field closely related to the position’s area of assignment.

Possession of an advanced graduate degree in public or business administration, urban planning, civil engineering, or related fields. is highly desirable and may substitute for required experience.

Option 2:
• Substitution: Additional qualifying experience may substitute for the required education on a year-for-year basis.
• Experience: 12years of increasingly responsible professional experience and including a minimum of 3 years in management or supervisory capacity.

Licenses and Certifications
Must possess a valid Class C driver's license.

American Institute of Certified Planners (AICP) certification highly desirable.

License as a Professional Engineer (PE) with the State of California is highly desirable.

Physical Requirements
This position requires extensive and repetitive physical activity involving the arms, wrists, and hands, including writing and using a keyboard. It also requires physical abilities associated with the ability to read, write and communicate in a work environment requiring no extraordinary physical strength or other special physical qualifications.

Supplemental Information
SUPPLEMENTAL INFORMATION:

Other Necessary Requirements
Other Class Spec Title 1
Other Class Spec Title 2

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Class Title: Community Services Director
Bargaining Unit: Department Head
Class Code: DH
Salary Grade: DH09
Salary: $129,312- $174,564
FLSA: (Exempt)
Date Updated: 07/14/2025
Description
JOB SUMMARY:

Under general direction, administers a department responsible for planning, organizing, and directing community recreation programs, senior services, community social services, public transportation programs, special community events, the Community Development Block Grant Program, and park plans and programs.

Examples of Duties
Essential Functions:
• Administers community related programs, activities and events through subordinate department staff.
• Ensures that services and programs are provided according to related laws, ordinances, rules and regulations.
• Makes presentations to the City Council and public groups regarding program proposals and changes; advises the city council, City personnel and the public on Human Services issues.
• Acts as Secretary to the Community Services and Senior Citizens, Commissions; establishes agendas and provides direction at monthly meetings. • Provides liaison to the Los Angeles County Transportation Commission for Prop A funding.
• Selects department employees; reviews and evaluates performance; executes necessary disciplinary action.
• Represents the City and acts as a liaison in discussions and planning of community projects with advisory groups, other public agencies, professional organizations or community groups.
• Directs preparation of departmental budgets; makes budget presentations and justifies submissions.
• Develops and implements new or revised programs based upon the changing needs of the community.

Non-essential Functions:
• Coordinates the preparation of grant applications and reports.

Typical Qualifications

REQUIRED KNOWLEDGE & ABILITIES
Required Knowledge
Thorough knowledge of the principles, procedures and resources of public, private, and interagency human services programs, including funding sources, grant administration; knowledge of public administration principles and practices; knowledge of laws affecting community programs and services; ability to make public presentations, prepare and present reports; direct staff, and manage a wide range of departmental operations.

Education, Training, and Experience
Any combination of education, training, and/or experience that has provided the knowledge, skills, and abilities necessary to perform the essential duties of the position is qualifying. A typical way of obtaining the required qualifications is:

Option 1:
• Education: Graduation from an accredited college or university with a bachelor’s degree in public administration, recreation administration, sociology or a field closely related to the position’s area of assignment.
• Experience: 9 years of increasingly responsible professional experience in progressively responsible experience in a human services role including a minimum of 2 years in management or supervisory capacity.

Option 2:
• Substitution: Additional qualifying experience may substitute for the required education on a year-for-year basis.
• Experience: 9 years of increasingly responsible professional experience and including a minimum of 2 years in management or supervisory capacity Physical Requirements:

This position requires extensive and repetitive physical activity involving the arms, wrists, and hands, including writing and using a keyboard. It also requires physical abilities associated with the ability to read, write and communicate in a work environment requiring no extraordinary physical strength or other special physical qualifications.

SUPPLEMENTAL INFORMATION:

Licenses: Possession of a valid California Class C Driver's License with a satisfactory driving record is required.

Special: Candidate must also possess the ability to travel to different sites and locations.

Other Necessary Requirements
Other Class Spec Title 1
Other Class Spec Title 2

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Class Title: DEPUTY CITY MANAGER
Bargaining Unit: Department Head
Class Code: DH2
Salary Grade: DH12
Salary: $111,792- $150,912
FLSA: (Exempt)
Date Updated: 07/14/2025
Description

JOB SUMMARY
Under administrative direction, plans, directs, and coordinates activities of the Public Health Department; implements policies and establishes procedures related to public health and related community services; directs the development and administration of the department budget; serves as a member of the city's executive leadership team; performs related duties as required.

This position will function as the designated Public Health Officer of the City.

Examples of Duties
Essential Functions:

Typical Qualifications

REQUIRED KNOWLEDGE & ABILITIES
Required Knowledge:

Principles and practices of public health including current trends in policy, treatment, prevention, education, related issues in a large and diverse urban population and of medicine relating to evaluation, diagnosis and treatment in family planning and communicable disease diagnosis, control, and treatment.

1. Administrative principles and methods, including goal setting, program and budget development and implementation.

2. Public health administration and Federal, State and local laws, regulations and programs related to public health and communicable diseases.

3. Operating policies and functions of the State Department of Health Services and the United States Public Health Service.

4. Emergency medical services and disaster response activities and planning.

5. Effective public and community relations.

6. Principles and practices of effective employee supervision, including selection, training, goal setting, and positive motivational techniques.

Ability to:

1. Provide leadership and management necessary to address public health concerns.

2. Assess and analyze public health information and community needs.

3. Plan, organize, manage, and coordinate the work of staff engaged in preparing and maintaining City-wide financial records and reports.

4. Plan and organize health operations to meet community health needs and State and Federal laws/regulations within available resources.

5. Maintain confidential information according to legal standards and/or Federal, State, and City government regulations.

6. Analyze complex administrative problems, evaluate alternatives, and make effective recommendations.

7. Establish and maintain cooperative working relationships with a variety of citizens, public and private organizations and businesses, commissions, committees, and city staff.

8. Develop and manage budgets conduct a variety of complex research and analysis.

9. Prepare presentation-quality narrative and statistical reports.

10. Communicate clearly and concisely both orally and in writing.

11. Understand the impacts of the Affordable Care Act and other policies on public health and demonstrate flexibility in the face of the changing landscape of public health.

12. Work with the legislative process and establish and maintain a positive rapport with local, State, and Federal policy makers, City management and employees, public health providers and the public.

Option 1:
• Education: Graduation from a accredited college or university with a bachelor’s degree in public administration, or a field closely related to the position’s area of assignment. • Experience: 9 years of increasingly responsible professional experience in progressively responsible experience municipal government including a minimum of 2 years in a management or supervisory capacity.

Option 2:
• Substitution: Additional qualifying experience may substitute for the required education on a year-for-year basis.
• Experience: 9 years of increasingly responsible professional experience and including a minimum of 2 years in a management or supervisory capacity Licenses/ Certifications
Valid license as a Physician and Surgeon issued by the State of California.

Board certification in a medical specialty recognized by the American Board of Medical Specialties (ABMS).

Valid Drug Enforcement Administration (DEA) certificate is required within five (5) months of appointment and must be maintained during employment.

Valid California Class C driver's license with a satisfactory driving record.

Physical Requirements:

The physical and mental demands described here are representative of those that must be met by employees to successfully perform the essential functions of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical Demands
While performing the duties of this job, the employee is regularly required to sit, talk, or hear, both in person and by telephone; use hands to finger, handle and feel computers and standard business equipment; and reach with hands and arms. The employee is frequently required to stand and walk and on occasion will lift up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

Mental Demands
While performing the duties of this class, an employee uses written and oral communication skills; reads and interprets complex data, information and documents; analyzes and solves complex problems; uses math and mathematical reasoning; observes and interprets people and situations; learns and applies new information and skills; performs highly detailed work; deals with changing deadlines, frequent interruptions and multiple concurrent tasks; and interacts with others encountered in the course of work, including frequent contact with customers and/or the public and dissatisfied individuals.

Work Environment
The employee works in an office environment where the noise level is usually quiet. The employee may be required to respond to emergency situations. The employee may be exposed to biological hazards and disease/infestations.

Other Necessary Requirements
Other Class Spec Title 1
Other Class Spec Title 2

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Class Title: Finance Director
Bargaining Unit: Department Head
Class Code: DH
Salary Grade: DH08
Salary: $159,084- $214,764
FLSA: EXEMPT
Date Updated: 06/27/2025
Description

JOB SUMMARY
Under administrative direction, plans, organizes, directs the auditing, budget preparation, general accounting, grant accounting, cashiering services, business licensing, information technology, transient occupancy tax, and treasury functions, and purchasing activities of the City; oversees various City tax and other revenue-producing programs; participation in special Citywide management functions and projects such as long-term capital budgeting, installation of data processing programs; and performs related duties as required.

Examples of Duties
Essential Functions:
• The duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to this class.

Oversees or directs the preparation of the City budget; supervises the review of budget requests and the compilation of estimates and projections to effect a balanced budget. • Forecasts budget revenues; analyzes reserves; attends all budget meetings and hearings held with various departments and divisions; assists with review of all budget documents for the City; performs analysis; reviews cash flow projections; prepares long-term financial analyses for the City.
• Monitors and evaluates legislative, regulatory, and other governing body rulemaking changes that may have a financial impact on the City; reviews City financial policies and Finance Department procedures to enhance financial management internal controls over various types of financial transactions.
• Oversee the review of revenue and expenditure reports in comparison with planned budget and recommend control necessary to keep budget in balance. Directs the preparations of reports for State and private agencies.
• Provides direction for the staff of the Finance Department to assist department heads on financial problems and maintaining cost records of financial activities. Oversees the general accounting system of the City. Oversees and is responsible for the disbursement of all monies. Directs the audit of all expenditures as to budget or Council authorization. Directs and approves payment of all bills, purchase orders, invoices, payrolls, and demands.
• Directs the preparation of all financial reporting and audits. • Responsible for the preparation of the Annual Comprehensive Financial Report and annual budget in conformance with CSMFO and GFOA established guidelines; preparation of the Budget Letter of Transmittal, Management's Discussion and Analysis and ACFR Letter of Transmittal.
• Directs the staff and operations of the City's Information Technology Division.. • Evaluates policies, operating methods, and results of the program of motel-hotel tax, sales tax, cashiering, and data processing, including the preparation of regular and special reports covering the revision, improvement, or adjustment of these programs and related services, fees, or expenditures.
• Responsible for the collection of business license taxes, transient occupancy taxes and the billing and collection of accounts and loans receivable; manages the preparation of various annual and periodic reports to a variety of external entities. Supervises the operations internal services.
• Directs the City's cash management program and the investment of idle funds as directed by the Finance Director; monitor cash balances in all funds; review transactions in relation to community facilities districts, assessment districts, and long-term debt investments.
• Develops and implements departmental goals, objectives and priorities • Develops and administers policies and procedures.
• Establishes appropriate service and staffing levels.
• Allocates resources accordingly.
• Monitors and evaluates the efficiency and effectiveness of service delivery methods and procedures.
• Selects, trains, motivates, and evaluates assigned personnel. • Provides or coordinates staff training; works with employees to correct deficiencies. • Prepares and reviews agenda item reports; conducts a variety of organizational studies, investigations, and operational studies; recommends modifications to finance programs, policies and procedures as appropriate.
• May plan, organize, direct and administer the City's Human Resources and Risk Management programs and services.
• May serve as Personnel Officer.
• May act as chief negotiator and participates in negotiations during meet and confer sessions with various employee organizations. Act as advisor to the City Council and City Manager on labor relations matters.
• May serve as Acting City Manager when so designated.
• Performs related work as assigned.

Typical Qualifications

REQUIRED KNOWLEDGE & ABILITIES
Required Knowledge:

Principles, methods, and practices of municipal finance administration.

Principles and practices of public administration.

Approved principles and standard practices of centralized accounting, auditing, payroll, and revenue projection and management.

Purchasing, data processing and duplicating services and the laws affecting municipal finance administration.

Computer applications in administrative functions.

Pertinent Federal, State and local laws, codes and regulations pertaining to public finance and accounting.

Principles of research, statistical analysis and report preparation.

General office procedures; operation and care of general-purpose computer equipment.

Principles and practices of supervision, training and performance evaluation; Economic/business cycles.

Microsoft Excel (including pivot tables), Word and PowerPoint.

City finance policies and procedures, Civil Service Rules and labor contract provisions.

Ability to:

Organize, and direct work involved in finance administration.

Deal effectively with superiors and subordinates.

Deal effectively with the general public, City staff, and representatives of various public and private agencies.

Analyze and make sound recommendations on complex accounting and financial issues, data and operations.

Understand, interpret, explain and apply federal, state and local policy, law, regulations and court decisions regulating the City's financial accounting, reporting and record keeping.

Develop and implement sound financial and accounting procedures and controls.

Communicate clearly and effectively, orally and in writing.

Prepare and present oral and written reports.

Define issues, analyze problems, evaluate alternatives and develop sound, independent conclusions and recommendations in accordance with laws, regulations, rules and policies.

Prepare clear, concise and comprehensive correspondence, reports, studies and other written materials.

Exercise sound, expert independent judgment within general policy guidelines.

Exercise tact and diplomacy in dealing with sensitive and complex issues and situations.

Establish and maintain effective working relationships with the City Manager, Mayor and Council Members, department heads and managers, staff, representatives of other agencies, the public and others encountered in the course of work.

Option 1:

Education: Graduation from an accredited college or university with a bachelor’s degree in accounting, finance administration, public administration, or a field closely related to the position’s area of assignment.

Experience: 11 years of increasingly responsible professional experience in progressively responsible experience in a governmental accounting or finance including a minimum of 4 years in management or supervisory capacity.

Option 2:

Substitution: Additional qualifying experience may substitute for the required education on a year-for-year basis.

Experience: 15 years of increasingly responsible professional experience and including a minimum of 4 years in management or supervisory capacity Licenses/Certifications
Certified Public Accountant (CPA) designation, Certified Public Finance Officers (CPFO), or other accreditation in a related field is desirable.

Physical Requirements:

SUPPLEMENTAL INFORMATION:

Other Necessary Requirements
Other Class Spec Title 1
Other Class Spec Title 2

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Class Title: Fire Chief
Bargaining Unit: Department Head
Class Code: DH2
Salary Grade: DH03
Salary: $176,796 -$238,680
FLSA: (Exempt)
Date Updated: 07/14/2025
Description

JOB SUMMARY
Under general direction, plans, organizes, directs, coordinates, and administers the overall, citywide operation of the Fire Department, including fire suppression and prevention, emergency medical services, and citizen aid; develops and evaluates goals and objectives to improve departmental services; serves as a member of the City management team; may be involved in administrative projects outside the normal area of specialization; and does related work as required.

Examples of Duties
Essential Functions:
• Plans, organizes, staffs, directs, coordinates, prepares, and administers the Department's budget and activities.
• Participates in the interviewing, selection, training, and evaluation of employees. • Reviews and analyzes statistical and activity reports regarding projected City development and the location, nature, and frequency of reported fires, fire prevention and suppression technology.
• Administers the development of in-service training programs to increase departmental efficiency and prepare employees for advancement.
• Establishes and interprets departmental policies, priorities, and procedures in association with administrative staff.
• Coordinates fire protection and inspection activities with other City departments and fire agencies.
• Handles citizen complaints or problems concerning departmental activities referred by lower level supervisors.
• Represents the Department at a variety of meetings with representatives from public and private agencies.
• Speaks before public and professional groups on the plans, objectives, policies, and program of the Department.
• Prepares and presents periodic oral and written reports on departmental activities. • Responds to major incidents and manages/coordinates information, resources and priorities in accordance with the "Standardized Emergency Management System".

Typical Qualifications

REQUIRED KNOWLEDGE & ABILITIES
Required Knowledge:

Thorough knowledge of modern methods of fire department administration; principles of public administration, budgeting, training, personnel, and municipal government; the newest developments in techniques and equipment used in firefighting; fire prevention, equipment, maintenance, and drill procedures; city ordinances pertaining to fire fighting and fire prevention.

Ability to plan, lay out, and review the activities of the Fire Department and maintain discipline; organize civilian defense auxiliaries; prepare and review reports; establish and maintain effective public relations.

Required Knowledge:

Option 1:
• Experience: 4 years of increasingly responsible professional experience in progressively responsible experience in a Battalion Chief or higher level. • Education: Graduation from an accredited college or university with a bachelor’s degree in fire science, public administration, or a field closely related to the position’s area of assignment.

Option 2:
• Experience: 8 years of professional fire department or agency experience at the Battalion Chief or higher level.
• Substitution: Additional qualifying experience may substitute for the required education on a year for year basis.

Licenses:

Possession of a valid Class C California Driver's License.

Physical Requirements:

SUPPLEMENTAL INFORMATION:

Other Necessary Requirements
Other Class Spec Title 1
Other Class Spec Title 2

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Class Title: Human Resources & Risk Management Director Bargaining Unit: Department Head
Class Code: DH2
Salary Grade: DH10DH05
Salary: 151,320 - $204,300
FLSA: (Exempt)
Date Updated: 08/01/2025
Description

JOB SUMMARY
Under general administrative direction, plans, organizes, directs and administers the City's Human Resources and Risk Management programs and services; acts as chief spokesperson in the meet and confer process with represented City employees; develops goals, policies and procedures for human resource and risk management related issues; is responsible for recruitment, classification, training, benefit administration, records management, employee relations, workers' compensation and risk management activities; performs related work as required.

Examples of Duties
Essential Functions
• Plans, organizes, staff, directs, coordinates, prepares, and administers the budget for a centralized Human Resources and Risk Management system; formulates and recommends policies, regulations, and practices for carrying out comprehensive programs.
• Directs, coordinates, and supervises the administration of the City classification and salary plan, recruitment, examination, selection, employee training and development, employee discipline/grievance, workers' compensation, liability and loss prevention, safety and benefit programs.
• May act as chief negotiator and participates in negotiations during meet and confer sessions with various employee organizations. Act as advisor to the City Council and City Manager on labor relations matters.
• Develops, revises, and implements procedures and policies to meet requirements of City departments, ordinances and state and federal laws.
• Consults with and advises City staff and Human Resources Commission on matters related to interpretation and implementation of Human Resources and Risk Management policies, rules, practices, ordinances, and resolutions and on issues which affect Human Resources, Risk Management, and employee relations programs. • Actively oversees all open workers' compensation and liability claims by working closely with employees, claimants, the City's third-party administrators, physicians, consultants, and attorneys. Coordinates the settlement/resolution of these claims. Analyzes, monitors, and recommends monetary reserves for claim adjudication. • Negotiates with insurance companies and makes recommendations for the purchase of insurance or retention of risk in all areas of municipal liability, workers' compensation, and property and casualty.
• Administers and coordinates the City's benefit plans, including health, dental, vision, life and long-term disability insurance.
• Supervises the analysis of City training needs and the development and evaluation of training programs related to employee development and safety. • Assists and consults with City management regarding employee relations as well as other Human Resources and Risk Management issues.
• Develops and administers the City's safety management and safety training program. • Reviews and analyzes reports, legislation, court cases, and other information relating to Human Resources, workers' compensation, safety, and risk management matters. • Schedules, develops reports, and maintains records of proceedings for the City Human Resources Commission.
• Coordinates the unemployment insurance program.

Typical Qualifications

REQUIRED KNOWLEDGE & ABILITIES
Required Knowledge:

Extensive knowledge of modern principles and practices of public personnel administration, including methods of recruitment and selection, performance evaluation, training and development, employee relations, salary and benefit administration, workers' compensation, and risk management; federal, state and local laws, rules and regulations regarding local government operations related to personnel and risk management functions; risk management principles, methods, and procedures, principles and practices of management necessary to plan, analyze, develop, director and evaluate programs, administrative policies, organizational structures and staffing; current trends in personnel and risk management administration including recent court decisions and legislative developments; principles and practices of business management including budgeting and offices practices and control; Ability to plan, organize, assign, and coordinate the activities of professional and clerical staff. Deal constructively and develop effective resolutions for Human Resources and Risk Management issues and employee concerns.

Option 1:

Education: Bachelor's degree from an accredited college or university with a major study in business administration, public administration, or related field.

Experience: 4 years of increasingly responsible experience in an administrative capacity in the field of human resources management, including at least 3 years of administrative experience in Human Resources relating to Recruitment, Operations, Employee Relations, Benefits, Labor Relation, Workers' Compensation and Risk Management as it relates to Employee Litigation, Property & General Litigations Claims and Damages
Option 2:
• Substitution: 8 years of increasingly responsible experience in an administrative capacity in the field of human resources management, including at least 3 years of administrative experience Risk Management as it relates to Employee Litigation, Property & General Litigations Claims and Damages. Additional qualifying experience may substitute on a year for year basis. A Master's Degree in a related field is desirable. • Experience: Experience with labor negotiations is desirable.

SUPPLEMENTAL INFORMATION:

Special Requirements:

Possession of a valid Class C California drivers' license and a satisfactory driving record.

Other Necessary Requirements
Other Class Spec Title 1
Other Class Spec Title 2

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Class Title: Planning Director
Bargaining Unit: Department Head
Class Code: DH2
Salary Grade: DH11
Salary: $123,936- $167,316
FLSA: (Exempt)
Date Updated: 08/07/2025
Description

JOB SUMMARY
Under general direction, administers and manages the activities of the Planning Department.

Directs the research, analyses and implementation of urban planning, zoning and development, and environmental review documents; serves as administrative officer to the City's Planning Commission; performs related duties as necessary.

Examples of Duties
Essential Functions:
• Administers planning, zoning and code enforcement activities and functions of the Planning Department.
• Plans and directs the compilation, analyses, interpretation, and presentation of community planning, growth, and development data.
• Serves as administrative officer and secretary to the Planning Commission; advises the Commission on municipal planning issues.
• Coordinates and directs the development of short and long-range planning goals and programs relating to the physical and cultural development of the City. • Maintains liaison with other city departments and participates in their activities as they relate to community planning.
• Makes presentations to the City Council, City Commissions, community groups, planning professionals and groups interested in city planning and development issues. • Prepares or directs the preparation of comprehensive reports and visual presentations of proposed projects.
• Prepares the departmental budget and provides information justifying the data submitted. • Meets with developers to discuss plans, needs of the City and compliance guidelines; negotiates development projects with developers on behalf of the City.

Typical Qualifications

REQUIRED KNOWLEDGE & ABILITIES
Required Knowledge:

Knowledge of the principles and practices of urban planning; trends and developments in local governmental planning; principles of management and public administration; architectural, landscape, economics and engineering principles as they relate to urban planning; state and local laws as they relate to planning and zoning and environmental review. Ability to coordinate civic interests with sound community planning; effectively manage staff involved in planning, zoning and code enforcement; make presentations to community groups, the Planning commission, civic groups and the City Council; formulate and administer a departmental budget.

Option 1:
• Education: A bachelor’s degree in planning, economics, public administration, architecture or closely related.
• Experience: 5 years progressively responsible professional level experience in local planning, at least 2 of which have been at a supervisory or management level.

Option 2:
• Substitution: Additional qualifying experience may substitute for the required education on a year for year basis.
• Experience: 9 year progressively responsible level experience in local planning, at least 2 of which have been at a supervisory or management level.

Physical Requirements:

Other / Special Requirements:

Licenses:

Possession of a valid California Class C Driver's License with a satisfactory driving record is required.

SUPPLEMENTAL INFORMATION:

Other Necessary Requirements
Other Class Spec Title 1
Other Class Spec Title 2

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Class Title: Police Chief
Bargaining Unit: Department Head
Class Code: PMA
Salary Grade: DH02
Salary: $196,488- $247,584
FLSA: (Exempt)
Date Updated: 08/07/25
Description

JOB SUMMARY
Under general direction, assesses current and long-range law enforcement needs of the community and recommends appropriate polices, programs, and facilities; maintains public support for law enforcement by insuring integrity of operations, developing high standards of professional conduct, and promoting understanding of departmental activities; provides leadership, planning, direction, and control to the law enforcement program; promotes and participates in improving the law enforcement profession; functions as a member of the City's management team; and performs related duties as required.

Examples of Duties
Essential Functions:
• Duties may include, but are not limited to, the following:
• Keeps abreast of community trends and developments through personal observation and study and interaction with City officials, staff, and community representatives. • Analyzes and interprets facts and information in term of law enforcement requirements, and formulates and recommends practical and effective policies, programs, and facilities to meet these requirements.
• Confers with the City Manager and City Council on policy or program recommendations and major problems.
• Insures the correct translation and application of law and policy by administrative and operating staff.
• Maintains discipline among the employees of the department through direct involvement or enforcement of established policies.
• Assumes responsibility for the preservation of law and order, prevention and detection of crime, and enforcement of laws, ordinances, and rules and regulations. • Establishes and administers programs for the continued development of staff. • Directs the conduct of research and special studies which may involve other than law enforcement issues.
• Approves, recommends, and administers the departmental annual budget and directs the preparation of or prepares related regular and special reports. • Attends conferences concerning modern methods of police administration and may participate as a speaker or discussion leader.
• Maintains harmonious and cooperative working relationships with other law enforcement agencies and organizations having programs which are associated with those of the Police Department.
• Hears and resolves citizens' complaints and promotes good public relations. • Responds to major emergencies and may assist in the direction of police activities.

Typical Qualifications

REQUIRED KNOWLEDGE & ABILITIES
Required Knowledge:

Knowledge of municipal police administration and management; principles and techniques of organization, analysis, personnel management, training, budget administration, and administrative controls; legal, technical, and operating practices of law enforcement, deployment of men and equipment, and patrol operations; causes, prevention, and control of crime and juvenile delinquency; traffic enforcement, police records system, and statistical reporting systems; County Sheriff, mutual aid, state, and federal law enforcement agencies and functions; rules of evidence, arrest, custody of persons, search and seizure, civil rights, and related constitutional, legal, and court decisions affecting police jurisdictions.

Ability to analyze departmental operations and activities and prepare comprehensive reports; prepare and submit the departmental budget; establish and maintain favorable and effective working relations with City officials, officials of other jurisdictions, and the general public; direct the activities of supervisors and, through them, a large number of subordinates, relying primarily on proper leadership and organization; analyze usual and unusual metropolitan types of law enforcement problems and adopt effective courses of.

Option 1:
• Education: A Bachelor's degree, in police science or closely related field; Master's Degree and completion of P.O.S.T. Command College or FBI National Academy and the ability to obtain the P.O.S.T. Management Certificate within one year of employment are highly desirable.
• Experience: 6 years of progressively responsible administrative and supervisory experience in municipal law enforcement, which would have included experience in major phases of crime prevention, law enforcement and police department operations.

Option 2:
• Substitution: Additional qualifying experience may substitute for the required education on a year for year basis.
• Experience: 10 years of progressively administrative and supervisory experience in municipal law enforcement, which would have included experience in major phases of crime prevention, law enforcement and police department operations.

Physical Requirements:

SUPPLEMENTAL INFORMATION:

Other Necessary Requirements
Other Class Spec Title 1
Other Class Spec Title 2

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Class Title: Public Health Officer
Bargaining Unit: Department Head
Class Code: DH
Salary Grade: DH15
Salary: $176,676- $214,764
FLSA: (Exempt)
Date Updated: 07/14/2025
Description

Examples of Duties
Examples of Duties
Essential Functions:

Under general direction of the City Manager and with minimal assistance, incumbents in this position classification must ably perform the following functions:

Coordinates the administrative and business management functions of the Community Development Department, including oversight of the Building, Economic Development/Housing, Engineering, and Planning Divisions, the processing and preparation of budgets, including general, special revenue, grants, capital improvement, and internal service funds; revenue, fee rates and schedules, equipment, and personnel functions.

Coordinates Community Development Department activities with those of other departments as needed.

Advises the City Manager, City Council, the Planning Commission and other City departments/ divisions on issues pertaining to applicable Community Development issues.

Serves as the City's representative in development and land use matters.

Serves as staff representative to the Planning Commission and as a technical advisor to the Successor Agency of the West Covina Redevelopment Agency.

Represents the City in related issues before a variety of groups, the public and other agencies.

Selects and is responsible for the training, supervision, and evaluation of all departmental staff.

Makes Community Development Department budget recommendations and administers the expenditure of funds.

Directs and participates in the preparation of a wide variety of surveys, plans, specifications, request for proposals, studies, reports, contracts, agreements, agenda reports, correspondence, resolutions and ordinances in accordance with applicable state and federal laws and local codes and standards.

Formulates, recommends and implements department goals and develops workload indicators to measure progress towards goal achievement.

Prepares, coordinates, and administers the City's General Plan.

Actively recruits and assists businesses with relocation and those who wish to develop in the City.

Seeks, develops and makes recommendations on alternative sources of funding as appropriate.

Reviews and analyzes a variety of materials, records, contracts, reports and other data and makes recommendation for change as needed.

Attends a variety of City Council, Commission, other public meetings and civic functions and represents the City.

Serves as Acting City Manager as assigned.

Perform related duties as needed.

Typical Qualifications

MINIMUM QUALIFICATIONS
Education, Training, and Experience
Any combination of education, training, and experience that has provided the knowledge, skills, and abilities necessary to perform the essential duties of the position is qualifying. A typical way of obtaining the required qualifications is:

Option 1:
• Experience: Eight years of experience in community development comprising of three years in a supervisory position or other managerial capacity; supervision over building and safety, engineering, city planning, and economic development/housing projects; experience in the implementation and development of major commercial developments; building code, successor agency knowledge, public works knowledge, and/or general plan implementation, also desired.
• Education: Bachelor's degree from an accredited university in public administration, business administration, urban planning, civil engineering, or related fields.

Option 2:

Substitution: Additional qualifying experience may substitute for the required education on a year for year basis.

Experience: 12 years of experience in community development compromising of three years in a supervisory position or other managerial capacity; supervision over building and safety, engineering, city planning, and economic development/housing projects; experience in the implementation and development of major commercial developments; building code, successor agency knowledge, public works knowledge, and/or general plan implementations, also desired.

Possession of an advanced graduate degree in public or business administration, urban planning, civil engineering, or related fields. is highly desirable and may substitute for required experience.

Licenses and Certifications
Must possess a valid Class C driver's license.

American Institute of Certified Planners (AICP) certification highly desirable.

License as a Professional Engineer (PE) with the State of California is highly desirable.

Supplemental Information

Other Necessary Requirements
Other Class Spec Title 1
Other Class Spec Title 2

CITY OF WEST COVINA

CLASSIFICATION SPECIFICATION
Class Title: Public Works Director
Bargaining Unit: Department Head
Class Code: DH
Salary Grade: DH05
Salary: $151,320- $204,300
FLSA: (Exempt)
Date Updated: 07/14/2025
Description

JOB SUMMARY
Under general administrative direction, plans, directs, manages, and oversees the operation and activities of the Maintenance Division including the development, maintenance, of the City’s community parks/open space, fleet management, maintenance and operation of City facilities, sewer lines, and streets. The Director ensures all resources are properly allocated and managed; provides long-range planning for department programs, projects and needs; coordinates assigned activities with other departments and outside agencies; provides highly responsible and complex administrative support to the City Manager; and does related work as required.

Examples of Duties
Essential Functions:

The duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to this class. • Assumes full management responsibility for the Public Works Department. • Develops, implements and monitors long-term plans, goals and objectives focused on achieving maintenance.
• Develops and submits appropriate application and documentation necessary to secure funding sources. Maintains appropriate records for compliance with these funding sources.
• Reviews work in progress, specifications, estimates, and contract documents for street, sewer, storm drain, bridge, and other projects.
• Provides direction for the department staff; approves a variety of policy and procedure changes and revisions; participates in special projects of department; reviews actions and effectiveness of the respective divisions.
• Directs the preparation and maintenance of records, field notes, reports, maps, plots, deeds, benchmarks, monuments, and similar information and records. • Manages and participates in the development and administration of the department’s budget; directs the forecast of additional funds needed for staffing, equipment, and supplies; directors the monitoring of and approves expenditures; directs and implements budgetary adjustments as necessary.
• Selects, trains, motivates, and directs department personnel; evaluates and reviews work for acceptability and conformance with department standards, including program and project priorities and performance evaluations; works with employees to correct deficiencies; implements discipline and termination procedures; responds to staff questions and concerns.
• Confers with engineers, developers, architects, and a variety of outside agencies and the general public in acquiring information and coordination of engineering, public works, utilities, streets, and related matters; provides information regarding these matters. • Performs site inspections during construction to ensure methods and materials are in compliance with regulations for system safety or design. • Represents the department to other City departments, elected officials, and outside agencies; explains and interprets departmental programs, policies, and activities; negotiates and resolves significant and controversial issues. • Manages the inspection of development projects and City capital and maintenance projects to ensure compliance with codes, ordinances, approved plans, specifications, and conditions.
• Manages Public Works contracts; conducts negotiation and administration of contracts. • Oversees the Landscaping Maintenance Districts as well as the Citywide Assessment Districts.
• Ensures overall quality of the department's service by developing, reviewing, and implementing policies and procedures to meet legal requirements and City needs; continuously monitors and evaluates the efficiency and effectiveness of service delivery methods and procedures; assesses and monitors the distribution of work, support systems and internal reporting relationships; identifies opportunities for improvement; and directs the implementation of change.
• Prepares, reviews, and presents staff reports, various management and information updates, as well as reports on special projects as assigned by the City Manager. • Responds to and resolves difficult situations and sensitive citizen inquires and complaints.
• Oversees the development of specifications and bid documents for a variety of public works and public utilities-related designs, construction and maintenance projects, recommends contract awards, negotiates contract provisions and coordinates, reviews, inspects and monitors and approves contractor’s performance. • Reviews and advises for completeness and accuracy on developments plans, permits for work in City rights-of-way, project construction plans and specifications. • Manages the application process for acquiring and administering County, State and Federal Grants.
• Performs related duties as assigned.
• Assigns the design and execution of projects to subordinate staff, contractors, and consultants.
• Reviews work in progress and approves final designs, specifications, estimates, and contract documents for the Public Services Department.
• Prepares and administers the annual budget for the Public Services Department, approves the forecast of funds needed for staffing, equipment, materials, and supplies, approves expenditures, and implements budgetary adjustments as appropriate and necessary. • Oversees the planning, development, and delivery of a comprehensive recreation and leisure programs; identifies community needs and directs staff in delivery of programs; creates fee structures.
• Oversees the maintenance and repair of City facilities; creates maintenance programs and directs staff in maintenance programs including preventative maintenance programs; plans for building repairs and renovations; coordinates with consultants and provides appropriate recommendations.
• Identifies grant and other funding opportunities; oversees the preparation of grant applications and administers grant programs.
• Prepare and present verbal and written reports to the City Council, County Board of Supervisors, Commission, governmental agencies, and community groups. • Formulate and recommend a variety of policy and procedure changes and revisions; participates in special projects of the department; reviews actions and effectiveness of the respective divisions.
• Reviews and approves the work of consultants engaged by the city. • Continuously monitor and evaluate the efficiency and effectiveness of programs and services delivery methods, based on desired outcomes. Assess workloads, administrative support systems, and internal working relationships to identify opportunities for improvement.
• Plans, directs, and coordinates, through subordinate level staff, the Public Services Department’s work plan; assigns projects and programmatic areas of responsibility; reviews and evaluates work methods and procedures; meets with key staff to identify and resolve problems.
• Selects, trains, motivates, and evaluates assigned personnel; provides or coordinates staff training; works with employees to correct deficiencies; implements.

Typical Qualifications

REQUIRED KNOWLEDGE & ABILITIES
Required Knowledge:

Knowledge of:
• Operations, services, and activities of a comprehensive recreation, parks/open space, and facilities maintenance program.
• General knowledge of the field of traffic and sanitary engineering on the municipal level. • Philosophy, principles, and techniques of providing and assessing the recreational, parks, and facility needs of a community.
• Practices and methods of parks, facilities maintenance. • Occupational hazards and standard safety practices.
• Skills in resource development to garner grants, legislative appropriations, donations, sponsorships, and in-kind services for programs.
• Principles and practices of public administration, including long-range planning, budgeting, purchasing, and maintaining public records.
• Applicable federal, state, and local laws, regulations, and standards. • Standard office equipment, including personal computers and computerized applications and programs including Microsoft office suite.
• Research methods and report preparation and presentation. • Business arithmetic.
• Principles and practices of sound business communication; correct English usage, including spelling and grammar.
• The principles of administration, budgeting, supervision, personnel, and training. • Municipal organization operation and applicable state and federal laws. • Discipline and termination procedures.

Ability to:
• Plan and coordinate the work of engineering and technical personnel engaged in office and field work.
• Prepare, review, and approve comprehensive reports, plans, and estimates in a professional manner.
• Maintain effective working relationships with administrative personnel, public officials, contractors, and members of the public.
• Prepare contract documents and supervise and coordinate the administration of such contracts.
• Prepare and operate in accordance with an approved budget. • Develop and administer effective department and program goals, objectives, policies, and methods for evaluating achievement and performance levels. • Organize, set priorities, and exercise expert independent judgment within areas of responsibility.
• Develop and implement appropriate procedures and controls. • Communicate effectively, both orally and in writing.
• Present proposals and recommendations clearly, logically, and persuasively. • Operate a computer and standard business software.
• Use tact and diplomacy in dealing with sensitive and complex issues, situations and concerned people.
• Make accurate mathematical calculations.
• Understand and follow written and oral instructions.
• Operate a computer and standard business software and other standard office equipment. • Exercise tact and diplomacy in dealing with sensitive, complex, and confidential personnel issues and employee situations.
• Establish and maintain effective working relationships with all those encountered in the course of work.

Option 1:
• Education: Bachelor’s degree in parks and recreation administration, public administration, or related field.
• Experience: 7 years of increasingly responsible experience in progressively responsible experience in the development, implementation, operation, of parks, recreation, and facilities programs including three 3 years in a supervisory capacity.

Option 2:
• Substitution: Additional qualifying experience may substitute for the required education on a year for year basis.
• Experience: 11 years of increasingly responsible experience in progressively responsible experience in the development, implementation, operation of parks, recreation, and facilities programs including 3 years in a supervisory capacity.

Master's Degree in a related field is desirable.

Licenses/ Certificates/ Special Requirements
A valid California Class C Driver’s License with a satisfactory driving record is required.

Physical Requirements:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions Work is performed in a variety of environmental conditions. There is exposure to temperature variations, noise, vibrations, fumes, odors, and dust. Physical demands require bending, stooping, standing, and walking. Mental demands require the use of written and oral communication skills; reading and interpretation of data, information, and documents; analysis and solving of problems; use of math and logical reasoning; observation and interpretation of situations; learning and applying new information or new skills; working under deadlines with constant interruptions; interacting with City staff and other organizations; and may involve dealing with dissatisfied or quarrelsome individuals.

SUPPLEMENTAL INFORMATION:

The City of West Covina is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the city will provide reasonable accommodation to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.

Other Necessary Requirements
Other Class Spec Title 1
Other Class Spec Title 2
AGENDA ITEM NO. 3

THE CITY AND THE CITY OF WEST COVINA GENERAL EMPLOYEES

ASSOCIATION (WCGEA)
RECOMMENDATION:

It is recommended that the City Council adopt the following resolution:

RESOLUTION NO. 2025-73 - A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST

COVINA, CALIFORNIA, APPROVING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE

CITY AND THE WEST COVINA GENERAL EMPLOYEES' ASSOCIATION (WCGEA) FOR THE PERIOD OF JULY 1, 2024 THROUGH JUNE 30, 2028
BACKGROUND:

Under California law, the Meyers-Milias-Brown Act (MMBA) of 1968 established collective bargaining for California municipalities. Collective bargaining is the process by which workers, through their associations, and employers negotiate contracts to determine terms of employment, including pay, benefits, hours, leave, and job health & safety policies. MMBA is a formalized union-management consultation and bargaining procedure.

The Memorandum of Understanding between the City and the City of West Covina General Employees' Association (WCGEA) expired on June 30, 2024. City Management and representatives for the WCGEA have met and conferred in accordance with the MMBA regarding terms and conditions of employment, including wages, benefits and hours, and have reached an agreement on a comprehensive Memorandum of Understanding.

DISCUSSION:

The comprehensive Memorandum of Understanding (MOU) is attached to this report as Exhibit A to Attachment No. 1 and covers the period of July 1, 2024 through June 30, 2028.The City and WCGEA have agreed upon the following changes to the existing labor agreement to be incorporated into the successor agreement, which would become effective upon approval of the MOU by the City Council. All other provisions from the existing agreement are proposed to remain in the agreement without changes.

Salary Schedule
4-year term (July 1, 2024 -June 30, 2028)

1. 2. One-time NonPERSable Pay - Within 30 days after City Council approval of the MOU, employees shall receive a one-time non-PERSable pay of $400.00 (Four Hundred Dollars) pro-rata, based upon date-of-hire effective July 1, 2024. The employees will receive the one-time pro-rata, based upon date-of-hire effective July 1, 2024. The employees will receive the one-time payment on a check separate from their regular paycheck.

3. Effective first full pay period after Council approval of the MOU: 2% across the board COLA and 3% Step 6 added*

4. Effective first full pay period after July 1, 2026: 2% across the board COLA and 3% Step 7 added*

5. Effective first full pay period after July 1, 2027: 2% across the board COLA and 3% Step 8 added*
*Employees would be eligible for a salary increase on the anniversary date following each effective date.

2. Sick Leave Payoff.Upon Retirement: Addition of the following:

Sick Leave is only paid upon retirement to those hired prior to July 1, 2018.

This supersedes Section 10.5.E in the Personnel Rules or its equivalent/successor language. "Employees, upon termination of continuous service, other than by discharge, shall be paid for 50 percent of all sick leave accrued to the time of such termination which is in excess of 320 hours, but does not exceed a maximum accrual of 800 hours."
Sick Leave Annual Payoff Program will only be made available to employees hired before July 1, 2025

3. Overtime Policy- Vacation, sick leave, bereavement leave, and compensatory time off shall not be considered hours worked. Jury duty and holidays shall count towards time worked.

4. Bargaining unit members who are called out to work on an emergency basis outside of their regular scheduled shift as requested by West Covina Police Department, West Covina Fire Department, or the City Manager or designee will be paid at time and a half.

5. Compensatory Time
Article VIII, B.1. General Unit employees may accumulate up to a total of forty (40) hours. Accrued compensatory time in excess of forty (40) hours will be paid out within ninety (90) days after council approval of the MOU.

Staff recommends that the City Council adopt the proposed resolution, approving the MOU and authorizing the Acting City Manager to execute the agreement.

LEGAL REVIEW:

The City Attorney's Office has reviewed the resolution and approved it as to form. The City's labor counsel has reviewed and approved the MOU.

Prepared by: Carmelita Underwood, Director of Human Resources/Risk Management Department
Additional Approval: Roxanne E. Lerma, Assistant City Manager Attachments
Attachment No. 1 - Resolution No. 2025-73
CITY COUNCIL GOALS & OBJECTIVES: Achieve Fiscal Sustainability and Financial Stability Maintain Good Intergovernmental Relations
Expand Economic Development Opportunities
RESOLUTION NO. 2025-73

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

WEST COVINA, CALIFORNIA, APPROVING THE

MEMORANDUM OF UNDERSTANDING BETWEEN THE
CITY AND THE WEST COVINA GENERAL EMPLOYEES’
ASSOCIATION (WCGEA) FOR THE PERIOD OF JULY 1,
2024 THROUGH JUNE 30, 2028
The City Council of the City of West Covina hereby finds and declares as follows:

WHEREAS, the current Memorandum of Understanding between the City of West Covina (the “City”) and the West Covina & General Employees’ Association (WCGEA) expired on June 30, 2024; and
WHEREAS, the City and the WCGEA have met and conferred regarding wages, hours, and other terms and conditions of employment for a successor Memorandum of Understanding in accordance with the provisions of the Meyer-Millias-Brown Act (California Government Code section 3500 et seq.); and
WHEREAS, the City and WCGEA have reached an agreement and memorialized their agreement regarding wages, benefits, hours and other terms and conditions of employment in the Memorandum of Understanding for the period of July 1, 2024 through June 30, 2028, which is attached hereto as Exhibit “A”.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF WEST COVINA, CALIFORNIA DOES HEREBY RESOLVE AS FOLLOWS:

SECTION 1. The Memorandum of Understanding between the City and West Covina General Employees’ Association (WCGEA), attached hereto as Exhibit “A”, is hereby approved.

SECTION 2. The Acting City Manager is authorized to execute the Memorandum of Understanding on behalf of the City, in substantially the form as attached and in such final form as approved by the City Attorney.

SECTION 3. The City Clerk shall certify to the adoption of this resolution and shall enter the same in the book of original resolutions and it shall become effective immediately.

ATTACHMENT NO. 1
APPROVED AND ADOPTED this 2nd day of September, 2025.

Tony Wu
Mayor

APPROVED AS TO FORM ATTEST
Thomas P. Duarte Monique S. De La Rosa
City Attorney Deputy City Clerk
I, MONIQUE S. DE LA ROSA, DEPUTY CITY CLERK of the City of West Covina, California, do hereby certify that the foregoing Resolution No. 2025-73 was duly adopted by the City Council of the City of West Covina, California, at a regular meeting thereof held on the 2nd day of September, 2025, by the following vote of the City Council:

AYES:

NOES:

ABSENT:

ABSTAIN:

Monique S. De La Rosa
Deputy City Clerk

EXHIBIT A

MEMORANDUM OF UNDERSTANDING
9842837.1 WE20-065

MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF WEST COVINA
AND

CITY OF WEST COVINA

GENERAL EMPLOYEES' ASSOCIATION
JULY 1, 2024 THROUGH JUNE 30, 2028

EXHIBIT A
9868402.1 WE020-065

TABLE OF CONTENTS

ARTICLE SUBJECT PAGE
ARTICLE ONE RIGHTS AND RESPONSIBILITIES 1
ARTICLE TWO SALARIES AND COMPENSATION 7

ARTICLE THREE WORK WEEKS/SCHEDULES/OVERTIME/
COMPENSATORY TIME 12
ARTICLE FOUR FRINGE BENEFITS 18
ARTICLE FIVE LEAVE POLICIES 25
ARTICLE SIX GENERAL PROVISIONS 38
SIGNATURE PAGE 41
APPENDIX “A” GENERAL EMPLOYEE’S BARGAINING GROUP
JOB TITLES/CLASSIFICATIONS 42
APPENDIX “B” GENERAL SALARY SCHEDULE 43
1 WE020\065\9840787.v1

ARTICLE ONE

RIGHTS AND RESPONSIBILITIES
I. PARTIES TO MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding (herein referred to as MOU or Agreement interchangeably) has been prepared pursuant to the terms of the City of West Covina Municipal Code, Employee Organizations, Art. V, Sec. 2-205 through 2-228, and the West Covina Personnel Rules, as amended, which is hereby incorporated by reference. This Agreement has been executed by representatives of the City of West Covina (hereinafter referred to as "City") on behalf of the City; and the General Employees' Bargaining Group Representatives of the West Covina General Employees' Bargaining Group (hereinafter referred to as "General Employees' Association"), representing the General Unit Employees.

II. GENDER
The terms "they" and "their" may be used in this agreement as substitutes for the terms "his," "hers," "his/her," "he," "she," or other terms which would indicate masculine or feminine gender.

III. RECOGNITION
A. General Unit Employees
Pursuant to the provisions of the City of West Covina Municipal Code, Employee Organization, Article V Section 2-205 through 2-228, and the City of West Covina Personnel Rules, as amended, the City recognizes the West Covina General Employees' Bargaining Group as the exclusive recognized employee organization on behalf of all full-time salaried non-management and non-mid-management General Unit employees of the City of West Covina.

B. Exclusions
Those classifications and positions excluded include employees designated as confidential, executive, management, mid-management, or hourly.

C. Classifications Recognized
Specific classifications recognized by the City of West Covina being represented by the General Employees' Bargaining Group are listed in Appendix "A-1" of this Agreement.

IV. ASSOCIATIONS AND EMPLOYEE RIGHTS AND RESPONSIBILITIES A. Association and Employee Rights
The City and the Association shall comply with the provisions of Government Code section 3500, et seq., as amended, or any subsequent State law governing meet and confer rights of employee organizations. The parties further agree that during 2 WE020\065\9840787.v1
the term of this Memorandum of Understanding, each party shall retain those rights respectively vested by local, state and federal law, which cannot otherwise be waived by this Agreement.

B. Payroll Deduction

1. The City shall, during the term of this Agreement, and in a manner consistent with applicable law, deduct monies for membership dues on a bi-monthly basis (24 pay periods) from unit employees whose classification and position are recognized to be represented by the Association and who voluntarily authorize the deduction in writing, or on forms approved by the City.

2. The City shall not be obligated to put into effect any new, changed, or discontinued deduction until the pay period commencing thirty (30) days after receiving the request.

3. The City shall remit to the recognized employee organization the monies from authorized deductions made in accordance with procedures set forth by the City.

4. In the event the employee shall not be entitled to any pay for the first pay period of any month, such deduction shall be made from the wages of such employee earned in the next succeeding pay period in said month. If such employee shall not be entitled to any pay during the succeeding pay period in said month, the City shall not make dues deduction thereafter in respect to the dues of said employee for said month.

C. Indemnification
The Association shall indemnify, defend, and hold the City harmless against any and all claims, demands, suits, or other forms of liability (monetary or otherwise) and for all damages and legal costs that shall arise out of or by reason of action taken or not taken by the City in complying with the provisions of this Article. If an improper deduction is made, the Association shall refund directly to the employee any such amount.

D. Association Benefit Plans - Dues
The City will allow employees to add an amount of money, to pay for Association sponsored benefits plans, to the lump sum bi-monthly (24 pay periods) deduction for Association dues.

E. Association Representation Responsibilities
The Association agrees and shall assume its responsibilities as recognized designated representative to represent all unit employees without discrimination, interference, restraint, or coercion, and to comply with exclusive representation responsibilities as set forth in the City of West Covina Municipal Code, Employee Organizations, Article V, Sec. 2-205 through 2-228, and Personnel Rules, as amended.
3 WE020\065\9840787.v1
F. Association Release Time — Time Off For Meeting and Conferring

1. The City and Association recognize that it is of benefit both to the City and Association that representatives designated by the Association to serve as the Association negotiating committee be granted leave from duty with full pay during scheduled working hours to participate in meet and confer sessions as requested by the City.

2. The Association negotiating committee shall be allowed release time as approved by management in order to prepare for meet and confer sessions required for subsequent new Memorandums of Understanding.

3. Individual negotiating committee members shall give management as much advance notice as possible about the dates, times, and duration of the requested release time.

4. Unless otherwise agreed to by both parties, the negotiating terms for the Association shall not exceed three (3) members each.

5. Full pay, as stated, shall mean the employee's current base salary, fringe benefits, and any assignment pay.

6. Each party shall provide the other a list of representatives at least two weeks prior to the date set for meeting and conferring unless both parties agree such notice is impractical.

G. Release Time-Grievances
Representatives of the Association shall be granted reasonable release time from their assigned work as approved by management to provide representation services such as grievance matters.

H. Bulletin Boards

1. The City may permit the Associations to use certain designated bulletin boards approved by management located at City facilities to post Association related information including e-mail and fax.

2. The Associations agree to continually self-monitor all information posted on bulletin boards to ensure they are maintained in an orderly manner. All materials posted should be dated and maintained in an orderly manner.

3. No item(s) that can reasonably be interpreted as inflammatory, libelous, obscene, or slanderous may be posted on bulletin boards.

V. MANAGEMENT RIGHTS AND RESPONSIBILITIES
A. Management Rights
The City continues to reserve, retain, and is vested with, solely and exclusively, all rights of management, regardless of the frequency of use, which have not been 4 WE020\065\9840787.v1
expressly abridged by specific provisions of the Memorandum of Understanding or by law, to manage the City for the citizens of West Covina, as such rights existed prior to the execution of the Memorandum of Understanding. The City continues to reserve and retain solely and exclusively all rights of management, including those City rights set forth in the City of West Covina Municipal Code, Employee Organizations, Art. V, Sec. 2-205 through 2-228, and Personnel Rules, as amended, and including but not limited to the following rights:

1. To manage the City and to determine policies and procedures and the right to manage the affairs of the City.

2. To take into consideration the existence or non-existence of facts which are the basis of the management decision.

3. To determine the necessity, organization, and implementation and termination of any service or activity conducted by the City or other governmental jurisdictions, and to expand or diminish services.

4. To determine nature, manner, means, type, time, quantity, quality, technology, standards, level, and extent of services to be provided to the public.

5. To determine methods of financing.

6. To determine quality, quantity, and types of equipment or technology to be used.

7. To determine and/or change the facilities, methods, technology, equipment and apparatus, means, operations to be performed, organizational structure, size, and composition of the work force and allocate and assign work by which the City operations and services are to be conducted.

8. To plan, determine, and manage City budget which includes, but is not limited to, changes in the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all City functions, including the right to contract for or subcontract any work or operation of the City.

9. To assign work to and schedule employees in accordance with requirements as determined by the City as to work hours and changes to work hours, schedules, including call back, standby, and overtime, and assignments except as otherwise listed by this agreement.

10. To lay off employees of the City from duties because of lack of work or funds, or under conditions where continued work would be ineffective or non-productive or not cost effective as determined by the City.

11. To establish and modify goals and objectives related to productivity and performance programs and standards, including, but not limited to, quality and quantity, and require compliance thereto.
5 WE020\065\9840787.v1

12. To direct, supervise, recruit, select, hire, evaluate, promote, transfer, discipline, discharge, terminate, suspend, demote, reprimand, reduce or withhold salary increases and benefits, and otherwise discipline employees for cause.

13. To determine qualifications, skills, abilities, knowledge, selection procedures and standards, job classifications, and to reallocate and reclassify employees.

14. To hire, transfer intra- or inter-division, promote, reduce in rank, demote, reallocate, and terminate employees and take other personnel action for non-disciplinary reasons in accordance with this Agreement and Personnel Rules.

15. To determine policies, procedures, and standards for selection, training, and promotion of employees.

16. To establish employee performance standards, including quality, and quantity standards, and to require compliance therewith.

17. To maintain order and efficiency in its facilities and operations.

18. To establish, implement, and/or modify rules and regulations, policies and procedures related to productivity, performance, efficiency, standards of ethics, conduct, safety, health, and order in the City and to require compliance therewith.

19. To restrict the activity of an employee organization on City property and facilities and on City time except as set forth in this agreement.

20. To determine the issues of public policy and the overall goals and objectives of the City's divisions and to take necessary action to achieve the goals and objectives of the City's Departments.

21. To require the performance of other services not specifically stated herein in the event of emergency or disaster as deemed necessary by the City.

22. To take any and all necessary steps and action to carry out the service requirements and to determine the issues of public policy and the overall mission of the City and the mission of the Agency in emergencies or any other time deemed necessary by the City not specified above.

B. Authority of Third Party Neutral
All management rights, powers, authority, and functions, whether heretofore or hereinafter exercised, shall remain vested exclusively with City. No third party neutral shall have the authority to diminish any of the management rights, which are included in this Agreement.

C. Impact of Management Rights
6 WE020\065\9840787.v1
The City agrees to meet with the Association, except in emergencies as defined elsewhere in this Agreement, over the exercise of a management right which significantly and directly impacts upon the wages, hours, and terms and conditions of employment of unit employees, unless remedies for the impact consequences of the exercise of a management right upon unit employees are provided for in this Agreement, Personnel Rules, Administrative Policies, or Departmental Rules.

VI. NO STRIKE/JOB ACTION PROVISION
In addition to all no strike/job action provisions and penalties in the West Covina Municipal Code or Personnel Rules, the following provisions shall apply.

A. Prohibited Conduct
The Association, its officers, agents, representatives, and/or members when on duty, agree they will not call, cause, engage, or condone any strike, walkout, sit down, work stoppage, slowdown, sickout, blue flu, pretended illness, or engage or honor any other form or types of job action by unit employees or by any other employees of the City or employees of any other employer by withholding or refusing to perform services or honor any type or form of picket line of any union or employee organization.

B. Employee Termination
Any employee who participates in any conduct prohibited in Section A above shall be considered an unauthorized absence and shall be subject to discharge or other disciplinary action by the City, regardless of whether the Association carries out in good faith its responsibilities set forth below.

C. Association Responsibilities

1. In the event that the Association, its officers, agents, representatives, and/or members engage in any of the conduct prohibited in A, Prohibited Conduct, above, the Association shall immediately instruct any persons engaging in such conduct that their conduct is in violation of this Memorandum of Understanding and unlawful, and they must immediately cease engaging in conduct prohibited in A, Prohibited Conduct, above, and return to work.

2. If the Association performs all of the responsibilities in good faith set forth in C (1) above, its officers, agents, and representatives shall not be liable for damages for prohibited conduct performed by employees who are covered by this Agreement in violation of A, Prohibited Conduct, above. 7 WE020\065\9840787.v1

ARTICLE TWO

SALARIES AND COMPENSATION
I. SALARY SCHEDULE
Bargaining unit members shall receive a one-time, non-PERSable ratification bonus within thirty (30) days after City Council approval of this MOU in the amount of four hundred dollars ($400.00) pro-rata, based upon date-of-hire effective July 1, 2024.

Such ratification bonus payment will be made on a check separate from the regular paycheck.

Effective the first full pay period after City Council approval of this MOU, a two percent (2%) COLA shall be applied to all General Unit salary schedules and a new Step 6 commensurate with a three percent (3%) increase shall be added to such salary schedules. Bargaining unit members would be eligible for such new step increase, if applicable, on their anniversary date following this effective date.

Effective July 1, 2026, a two percent (2%) COLA shall be applied to all General Unit salary schedules and a new Step 7 commensurate with a three percent (3%) increase shall be added to such salary schedules. Bargaining unit members would be eligible for such new step increase, if applicable, on their anniversary date following this effective date.

Effective July 1, 2027, a two percent (2%) COLA shall be applied to all General Unit salary schedules and a new Step 8 commensurate with a three percent (3%) increase shall be added to such salary schedules. Bargaining unit members would be eligible for such new step increase, if applicable, on their anniversary date following this effective date.

II. SALARIES ROUNDED OFF
All salaries shall be rounded to the nearest whole dollar.

III. SALARY ADMINISTRATION
A. Specific Information in Personnel Rules
Specific detailed information dealing with such subject as salary anniversary dates, increases within the salary range, salary on appointments and other related types of salary administration issues are set forth in the City Personnel Rules.

B. Effective Date of Step Increases and Extra Compensation All step increases and extra compensation shall be made effective at the start of the next regular pay period, except as otherwise approved by management.

C. Right to Raise Salaries, Other Compensation and Benefits The City reserves the right to raise salaries, and other compensation, and benefits during the term of this agreement. The City shall meet and consult with the Association prior to implementing increased compensation and benefits.

D. Base Salary
8 WE020\065\9840787.v1
Base salary shall mean only the assigned salary to any unit classification exclusive of any other type of form of compensation.

E. Extra Pay/Compensation
Extra pay shall be defined as compensation above the unit employee's base salary for special assignments, allowances and/or bonuses.

F. Y-Rating
9 WE020\065\9840787.v1

1. When a personnel action, such as a demotion due to layoff, reclassification, or job rehabilitation results in the lowering of the incumbent unit employee's salary range, the affected incumbent's salary may be "Y-rated" by the City, at the City's sole discretion.

2. "Y-rated" shall mean the maintenance of the incumbent employee's salary rate at the level effective the day preceding the effective date of the personnel action in lieu of placing the employee in a lower salary range.

3. The employee's base salary shall remain at the same level until the salary range of the new classification equals or exceeds the Y-rated salary.

4. Those unit employees on job rehabilitation shall be Y-rated upon written agreement and mutual consent between the affected employee and the City.

IV. DEFERRED COMPENSATION
A. The City shall contribute for each general unit employee up to fifty dollars ($50.00) per month to a deferred compensation plan on a dollar-for-dollar matching basis to the employee’s contribution.

B. The employee may select the deferred compensation plan from a list of plans provided by the City.

C. Employees may apply the City's contribution as they determine to be applied to medical, dental or life insurance premiums.

V. BILINGUAL ALLOWANCE
A. Eligibility

1. The department head shall designate certain unit employees to receive bilingual pay, who have been certified by the Human Resources Department as possessing the skills necessary to communicate effectively in English and a second language with the public in order to conduct the business of the City.

2. No more than one unit employee within an office will receive bilingual pay, unless it is determined by the department head that the need for an exception exists. An exception may occur within an office, wherein unit employees take different lunches and or work flex-schedules.

3. Human Resources Department shall certify, through examination, that the employee has a basic fundamental conversational skill level in the second language.

B. Compensation
10 WE020\065\9840787.v1

1. Eligible employees assigned to Bilingual Allowance receive extra compensation of one hundred dollars ($100.00) per month above their base salary.

2. This extra pay compensation shall become effective the first pay period following the receipt of the Bilingual certificate and approval by the Director of Human Resources. This extra compensation shall terminate immediately upon the day the assignment is revoked by the Department Head.

C. Limitations

1. Eligible languages will be those languages identified by the Los Angeles County Registrar-Recorder/County Clerk for use in municipal elections held in the City of West Covina or those languages designated by the City Manager. Currently, these languages identified by the Los Angeles County Registrar-Recorder/County Clerk for use in municipal elections held in the City of West Covina are Chinese (Mandarin and Cantonese), Spanish, Tagalog, and Vietnamese. Should the eligible languages change, employees currently receiving bilingual pay for a language no longer identified by the Los Angeles County Registrar-Recorder/County Clerk for use in municipal elections, will continue to receive bilingual pay. However, no additional employees will receive bilingual pay for use of that language.

2. Only one (1) allowance will be paid to an employee regardless of the number of certified languages.

VI. ACTING PAY ASSIGNMENT
A. Eligibility

1. Acting pay is intended to compensate those employees assigned to perform a significant portion of a higher level position having a greater degree of responsibility and independence and/or requiring a significantly higher level of expertise.

2. An acting appointment may be made to a higher class or position occupied by a person on temporary leave, disability, or the position is vacant. Such acting appointment made to a higher class or position occupied by a person on temporary leave or disability shall not exceed 12 months, unless extension is approved by the City Manager. An acting appointment made to a vacant position during recruitment for a permanent employee to fill the position shall not exceed 960 hours in a fiscal year. (Government Code section 20480.) Acting appointments shall be made from existing promotional lists, if available.

3. Should no promotional eligibility list exist, acting appointments shall be made in accordance with the provisional appointments section of the Personnel Rules, except as further approved by the City Manager. Upon the return of the incumbent from leave or disability, the acting appointment shall be immediately terminated, and the appointee shall resume regular 11 WE020\065\9840787.v1
duties, compensation and privileges as if he/she had continued his/her duties in his/her regular classification.

B. Compensation

1. General Unit Employees
General Unit employees assigned and approved by management in an acting status, shall be paid five percent (5%) above their base salary immediately effective upon the City Manager’s approval until the completion of the appointment, provided such acting appointments are made in writing by Management with a copy to the Human Resources Department.

2. Attempt to Appoint Different Qualified Employees
Whenever practical, based on the experience and expertise required to perform the higher level duties, management will attempt to appoint different qualified employees to acting assignments based on the needs of the organization.

3. Limitations Appointments to Higher Level Positions
Acting appointments to higher-level positions do not require the assignment of another employee to cover the duties of the employee so assigned.

VII. LIMITATION ON ASSIGNMENTS
Assignments to extra pay positions are temporary, not a separate classification and do not have permanent status and are not subject to selection procedures, appeals, grievances or seniority. Assignments are not a property right and have no due process rights.

VIII. PERS RETIREMENT BENEFITS
The contract between the City and Public Employees' Retirement System (PERS) shall provide the following benefits:

A. Unused Sick Leave
Unused accumulated sick leave may be converted to additional service credit at the time of retirement pursuant to PERS Section 20862.8.

B. PERS RETIREMENT FORMULAS

2.5% at age 55 (West Covina Employees Hired Prior to January 1, 2011) Unit members classified as miscellaneous employees by PERS shall participate in the 2.5% at age 55 PERS retirement benefit plan. The City shall pay 100% of the PERS employer cost. Each employee shall pay the full employee cost of eight percent (8%). Such contribution shall be made on a pre-tax basis. 12 WE020\065\9840787.v1
Retirement benefits for Unit members classified as miscellaneous employees under the 2.5% at age 55 formula shall be computed using the One-Year Final Compensation Option.
2% at age 60 ("Classic" PERS Members)
Unit members classified as miscellaneous employees by PERS hired between January 1, 2011, and January 1, 2013, or having reciprocity with another PERS agency ("classic member") shall participate in the 2% at age 60 PERS retirement benefit plan. The City shall pay 100% of the PERS employer cost. Each employee shall pay the full employee cost of seven percent (7%). Such contribution shall be made on a pre-tax basis.

Retirement benefits for Unit members classified as miscellaneous employees under the 2% at age 60 formula shall be computed using the One-Year Final Compensation Option.
2% at age 62 (New PERS Members)
All Unit members classified as "new members," as defined by the Public Employees' Pension Reform Act of 2013, hired on or after January 1, 2013 shall participate in the 2% at age 62 PERS retirement benefit plan, with their final compensation based upon the average of their highest annual compensation earned over a three (3) year period. New members will be required to pay the appropriate share of their pension costs and other provisions, as required by the Public Employees' Pension Reform Act of 2013 Contributions shall be made on a pre-tax basis.

Cost-Sharing
Effective the first full pay period following ratification of the MOU and not earlier, both classic and new members shall pay an additional 1% of compensation earnable towards the employer contribution pursuant to cost sharing in accordance with Government Code Section 20516(f); effective the first full pay period following July 1, 2022, both classic and new members shall pay an additional 1% of compensation earnable towards the employer contribution pursuant to cost sharing in accordance with Government Code Section 20516(f); effective the first full pay period following July 1, 2023, both classic and new members shall pay an additional 1% of compensation earnable towards the employer contribution pursuant to cost sharing in accordance with Government Code Section 20516(f).

The Parties agree that should the MOU expire without a successor agreement in place, the cost sharing contribution as described above shall continue.

C. 4th Level Survivor Benefits
Fourth Level of 1959 Survivor Benefits PERS Section 21574 for employees covered by this agreement.

D. Military Buy Back
Military service credit as public service credit under PERS section 21024. 13 WE020\065\9840787.v1

ARTICLE THREE

WORK WEEKS/SCHEDULES/OVERTIME/COMPENSATORY TIME
I. HOURS OF WORK POLICY
It is the policy of the City that the hours of work, as negotiated by unit employees or determined by the City Council for non-represented employees, shall constitute a week's work for all full-time employees, except that work days and work weeks of a different number of hours may be established in order to meet the varying needs of the different City departments.

II. WORK WEEKS
A. 7-Day Work Week
The work week for unit employees shall be a fixed and regularly recurring period of 168 consecutive hours consisting of seven (7) consecutive 24-hour periods.

B. 5/8 and 4/10 Work Schedules and Work Week
5/8 and 4/10 work schedules shall consist of a seven (7)-day work week of forty (40) hours that begins on Sunday at 12:00 a.m. and ends on Saturday at 11:59 p.m., except as modified by management.

C. 4/10 Work Schedules — Unit Employees
It is understood that City Hall will remain open Monday through Friday, except for holidays, as set forth in this agreement.

The City Manager maintains the final authority to determine work schedules as required.

D. 9/80 Work Schedule
9/80 work schedule shall consist of a seven (7)-day work period of forty (40) hours as follows:

Employees working a 9/80 work schedule will have a regular day off every other week. For such employees working a 9/80 work schedule, each employee’s designated work week shall begin exactly four hours after the start of his/her eight hour shift on the day of the week that corresponds to the employee’s alternating regular day off.

E. 7-Day Work Period — Fixed and Regularly Recurring
The work periods shall be fixed and regularly recurring 7-day work periods as set forth in the aforementioned.

III. TIME WORKED
Maximum Time Worked — 7-Day Work Period
14 WE020\065\9840787.v1
The maximum time worked per each 7 day work period which is paid at the straight time rate of pay shall be forty (40) hours inclusive of breaks and exclusive of time not considered work time.

III. CHANGE IN WORKING HOURS
Any foreseeable absence or deviation from regular working hours desired by an employee shall, in advance, be approved by management.

IV. BREAKS — REST PERIODS
A. Two 15-Minute Breaks — Rest Periods

1. Number of Breaks
Unit employees may receive two break-rest periods for each scheduled workday actually worked, and a break-rest period of 15 minutes for each four consecutive hours of overtime worked as approved by management.

2. Non-accumulative
Rest periods are not accumulative and shall not be added to any meal times, vacation, or any form of authorized absence from work unless authorized by management.

3. Not Used at Beginning and End of Workshift
These breaks may not be used at the beginning or the end of work shift unless authorized by management.

B. Rest Period Procedure

1. Scheduled Not to Impair Service
Rest periods are scheduled or rescheduled by management as job requirements dictate.

2. Length of Rest Period
VII. OVERTIME
The rest period shall consist of fifteen minutes cessation of work and will include time involved in going to and coming from a rest area.

A. Overtime Policy
It is the policy of the City of West Covina to avoid the necessity for overtime work 15 WE020\065\9840787.v1
whenever possible. However, when overtime is necessary and approved by 16 WE020\065\9840787.v1
management, payment will be paid or compensatory time accrued at time and onehalf for all hours worked in excess of the normal daily work shift. Only holidays and jury duty shall be considered hours worked for purpose of calculating overtime.

Bargaining unit members who are called out to work on an emergency basis outside of their regular scheduled shift as requested by the West Covina Police Department, West Covina Fire Department, or the West Covina City Manager or designee will be paid at time and a half.

B. Overtime Authorization

1. If in the judgment of management, work beyond the established work week is required by his/her employees, such work, except in the case of immediate emergency, shall be performed only with the prior authorization of management.

2. In emergencies, where prior authorization cannot be issued, management shall obtain approval for the overtime worked at the earliest opportunity thereafter, in no case to exceed five (5) calendar days after the day in which the overtime was worked.

3. An emergency shall be construed as an unforeseen combination of circumstances that calls for immediate action, as determined by management.

VI. USE OF COMPENSATORY TIME
A. Approval
Upon the approval of his/her supervisor, an employee may elect to receive compensatory time off in lieu of pay for overtime hours worked. Such compensatory time off shall be credited to the employee's account on a time and one-half basis, i.e., one and one-half hours for each overtime hour worked.

B. Once Comp Time is Approved No Request for Cash Payment Once compensatory time off is selected and approved by management, the employee may not request cash payment. Upon separation, an employee shall be paid for accumulated, unused, compensatory time.

C. Use of Compensatory Time
Accumulated compensatory time may be utilized as paid leave on a straight time hour for hour basis at the mutual convenience of management and employees without such options being tied to sick leave usage. All compensatory time utilized as paid leave by an employee shall be debited from their accrued compensatory time bank.
17 WE020\065\9840787.v1
VII. TIME WORK INCREMENTS
A. Increments — Less Than One Hour

1. All authorized time worked which is beyond the unit employee's work shift schedule which is less than one-hour increments shall be compensated in the following manner:

Time Time Worked
0 - 10 minutes 0
11 - 20 minutes ¼ hour
21 - 30 minutes ½ hour
31 - 50 minutes ¾ hour
51 - 60 minutes 1 hour

2. Incidental Overtime — Not Compensable
Incidental overtime is not compensable, and may not be credited as overtime. Incidental overtime is defined as overtime of less than ten minutes in any one day, which is non-recurrent in nature.

B. Increments Over One Hour
Any time worked increments, which are over one hour, shall be compensated in the same procedure as mentioned herein.

VIII. OVERTIME "COMPENSATORY TIME" ACCUMULATED AND PAYMENT A. Eligibility
Unit employees may choose, in lieu of overtime payment, to have overtime hours worked converted to a compensatory time bank.

B. Accumulation

1. Total Hours Comp Time — General Employees
General Unit employees may accumulate up to a total of forty (40) compensatory hours, unless otherwise set forth in this agreement. Accrued compensatory time in excess of forty (40) hours will be paid out within ninety (90) days after City Council approval of this MOU.

2. Compensatory Time at Termination
All accumulated compensatory time which has not been utilized prior to a unit employee's employment termination from the City shall be paid off on a straight time basis at the employee's current hourly rate of pay.

3. Compensatory Time - Change in Classification
Any unit employee who changes classification and who has accumulated any hours of compensatory time shall have all their accumulated 18 WE020\065\9840787.v1
compensatory hours paid out at the hourly rate of pay of the prior classification.

IX. EMERGENCY OVERTIME REQUIREMENT
The City reserves the right to require unit employees to work overtime in an emergency as determined by management.

X. DEFINITIONS — Call-back, Stand-By, On-Call, and Court Stand-By "On-Call" A. Call-back

1. Call-back is unscheduled time worked, performed by an off duty unit employee called back to work after they have completed their regular work schedule and have left work or are on their day off.

2. Unit employees must physically return to the worksite in order to receive call-back pay.

B. Stand-by

1. Stand-by is an assignment given to unit employees by management requiring them to be accessible via phone, recall (pager) devices, or other methods approved by management.

2. Unit employees on a stand-by assignment shall be required to return to work immediately as directed by management.

3. Unit employees on stand-by assignment may be required to work related duties as directed by management.

C. On-Call

1. On-Call is an assignment given to unit employees by management requiring them to be accessible via phone; recall (pager) device; or other methods approved by management.

2. Unit employees on on-call status may be required to return to work immediately as directed by management.

D. Court Stand-by "On-Call"
Court stand-by "on-call" is when a unit employee is subpoenaed and placed on stand-by "on-call" time on job related matters during their assigned off duty nonwork time.

XI. CALL-BACK COMPENSATION
A. General Employees Call-Back Pay
19 WE020\065\9840787.v1

1. If an employee is required to return to work at the request of his/her department head while on regularly scheduled time off, the employee shall receive a minimum of two (2) hours pay at the rate of time-and-one-half.

2. Unit employees shall be compensated at the applicable rate for all time worked in excess of two (2) hours, which includes necessary travel time from the employee's home to the job site and return.

3. The minimum provided for herein shall not be paid more than twice during any one calendar day.

XII. COURT TIME PAY
Time spent in court beyond the regularly scheduled shift will be paid at a time and onehalf rate with a two (2) hour minimum guarantee. 20 WE020\065\9840787.v1

ARTICLE FOUR

FRINGE BENEFITS
I. FRINGE BENEFITS ADMINISTRATION PROVISION
A. Administration
The City reserves the right to select, administer, or fund any fringe benefits programs involving insurance that now exist or may exist in the future.

B. Selection and funding

1. In the administration of fringe benefits programs involving insurance, the City shall have the right to select any insurance carrier, self insure, or other method of providing coverage to fund the benefits provided, as long as the benefits of the plan are substantially the same.

2. The City may choose to exercise its right to select the insurance carrier and select Medicare as the City's Retirement Insurance Carrier for eligible unit employees and retirees. In such case, the employees and retirees who are eligible will be required to enroll in Medicare and continue to be eligible to participate in other City medical plans.

C. Changes
The City shall meet with the Associations prior to any change of insurance carrier or method funding coverage for any fringe benefits listed in this article.

II. CAFETERIA PLAN
City contributions for Medical, Dental, and Vision Insurance will be provided as set forth below for all Unit members.

To comply with the Public Employees' Hospital and Medical Care Act (PEMCHA), the City will contribute the statutory minimum amount for medical insurance. In addition, the City will contribute an additional amount for current Unit members into a cafeteria plan in accordance with IRS Code Section 125. These additional amounts will be as follows:

A. Health Insurance

1. Any West Covina employee, hired before June 30, 2012, who does not participate in the City's health insurance plan and can demonstrate that he/she has health insurance coverage from another source will receive a City contribution of six hundred dollars ($600) per month. This amount may be received as cash, contributed to the employee's deferred compensation plan or be used to purchase dental or vision insurance.

2. All employees hired on or after July 1, 2012, who do not participate in the City's health insurance plan and can demonstrate that he/she has health insurance coverage from another source will receive a City contribution of 21 WE020\065\9840787.v1
three hundred dollars ($300). This amount may be received as cash, contributed to the employee's deferred compensation plan or be used to purchase dental or vision insurance.

3. An employee who selects an Employee Only medical plan will receive a City contribution in an amount that when added to the PEMCHA statutory minimum amount equals the monthly Los Angeles Region Kaiser Employee Only medical premium or $600, whichever is greater.

4. An employee who selects an Employee plus One medical plan will receive a City contribution in an amount that when added to the PEMCHA statutory minimum amount equals the monthly Los Angeles Region Kaiser 2-party medical premium.

5. An employee who selects an Employee plus Two or More (Family) medical plan will receive a City contribution in an amount that when added to the PEMCHA statutory minimum amount equals the monthly Los Angeles Region Kaiser Family medical premium.

6. Should the monthly City contribution exceed the monthly medical premium amount, any excess amount can be received as cash, contributed to the employee's deferred compensation plan or be used to purchase dental or vision insurance.

7. The City’s contribution to medical premiums for all new unit employees hired on or after July 1, 2018 shall be capped in accordance with the following schedule:

Family $1,250/month
2-Party $950/month
Single $550/month
B. Dental Insurance
In addition to the above amount for medical insurance, the cafeteria amount shall also include up to $62.23 monthly for dental insurance for the member and eligible dependents. If the dental insurance plan selected by the member is less than $62.23, the amount shall be the cost of the dental insurance plan selected. If the dental insurance plan selected by the member is equal to or more than $62.23 per month, the amount shall be $62.23.

C. Vision Insurance
The City shall pay for a Vision Plan for employees only. Employees may enroll eligible dependents in the Plan at the employee's expense.

IV. RETIREE HEALTH BENEFIT — CITY'S MONTHLY CONTRIBUTION A. City Contribution Amount
22 WE020\065\9840787.v1
Provided that employees represented by the Associations have participated in the Public Employees' Medical and Hospital Care Act (PERS Health Plan) with the City, the City will contribute an amount equal to the PEMCHA statutory minimum towards the payment of premiums for retiree health insurance under the Program.

B. If City No Longer in PERS Health Plan
Should the City withdraw from the PERS Health Plan during the term of this agreement, the City and Associations shall meet to determine what the monthly contributions toward the new medical health plan would be and when it would be effective.

V. RETIREE DENTAL INSURANCE BENEFIT
Employees that retire directly from City employment, shall be able to participate in a City Retiree Dental Insurance Plan based on retiree rates. This Plan shall include coverage for the retiree and eligible family members. The City shall not contribute to the monthly premium.

VII. EMPLOYEE HEALTH BENEFITS COMMITTEE AND STUDY
Should a new health benefit plan be selected by the City (medical and/or dental) the City agrees to meet and confer over how the City's current medical and dental insurance monthly premium contribution shall be applied to any new health benefit plan.

VIII. RETIREE HEALTH SAVINGS PLAN
** The RHS Plan is subject to regulatory and provider regulations** A. Employee Contribution $25 per month minimum
B. Employer Contribution $100 per month
C. Employer Lump Sum RHS Contribution

1. Employee must be a full-time West Covina City employee as of July 1, 2006, to qualify for this benefit.

2. Employee must take a service or disability retirement from the City of West Covina to qualify for this benefit.

3. Lump sum RHS contribution to the Plan to be paid by the City at the time of the qualifying employee's retirement (In the event of death prior to retirement lump sum paid immediately to spouse/dependents from the Plan.)

4. To obtain the lump sum benefit employee must retire from the City of West Covina by July 1, 2017, or after the first pay period following the employee's 62nd birthday, whichever comes first. Unit employees who are age 62 within the first six months of the program shall have six months beyond their 62nd birthday to retire before losing any lump sum entitlement. 23 WE020\065\9840787.v1

5. Employees working beyond the sunset provisions under "D" above will have their lump sum amount reduced by $900 each year after the 10 year/age 62 provision until they retire.

6. AMOUNT OF BENEFIT
*Employee's Years of Service as of 7/1/07 Amount of Lump Sum Payment 5 - 9 years $200 per year
More than 9 years - 14 years $400 per year
More than 14 years - 19 years $600 per year
More than 19 years $800 per year
(maximum benefit $25,000)
* Break in service cannot exceed one year to qualify for continuous full-time service credit. (Part-time hours do not count toward service credit)

7. Effective July 1, 2013, the PARS EPMC Supplemental Retirement Plan will be eliminated for all unit employees.

8. Effective July 1, 2013, employees that participated in the PARS EPMC Supplemental Retirement Plan will be eligible to receive lump sum contributions to their RHS account as follows:
a. The City will contribute into the employee's RHS account a lump sum of three hundred dollars ($300) annually each July for a period of six (6) years.
b. An employee must be an active employee of the City as of July 1st of each year to receive year's lump sum contribution.
c. The maximum amount contributed under this provision shall be eighteen hundred dollars ($1,800).
d. Should an employee leave the City prior to completion of the six (6) years, the employee will only receive this benefit for the years he/she was an employee of the City.

IX. SECTION 125 PLAN
A. The City has established a program consistent with Section 125 of the IRS Code, which enables employees to voluntarily use pre-tax earnings for medical, dental, vision, and dependent care expenses.

B. It is understood by the parties that participation in the Plan is voluntary for employees and the City will not be obligated to contribute to pay any employee costs for those who participate in the Plan.

X. STATE DISABILITY INSURANCE
24 WE020\065\9840787.v1
The City agrees to make available at the employee's expense, SDI as provided through the State of California.

XI. LIFE INSURANCE
A. Term Policy
Within 30 days of approval of this agreement, the City will provide group term life insurance in an amount equal to the employee's annual salary or $50,000, whichever is greater.

B. Retired Employee Life Insurance - $500
The City shall provide all unit employees who retire from the City after the date of adoption of this Agreement a term life insurance policy in the amount of five hundred dollars ($500).

XII. LONG TERM DISABILITY INSURANCE
A. Benefit
The City shall provide for all unit employees a long-term disability insurance (LTD) plan, which provides sixty percent (60%) of monthly earnings, to a maximum benefit of five thousand dollars ($5,000) per month. Coverage becomes effective on the later of: 1) 180 days from the date of injury; or 2) the date your accumulated sick leave payments end, if applicable. Coverage after ninety (90) days may be purchased by the employee through payroll deduction.

B. More Specific Information
More specific information is set forth in the City of West Covina's Group Long Term Disability Plan booklet, available in the City's Human Resources Department.

XIII. UNIFORM ALLOWANCE — In Lieu of Issue
A. Fire Protection Specialist

1. Each January, employees in the classification of Fire Protection Specialist shall receive an annual uniform allowance of six hundred dollars ($600) per calendar year.

2. Should the Community Service Officer in the Non-sworn Safety Unit receive an increase to their uniform allowance during the term of this contract, the Fire Protection Specialist will receive the same increase in their uniform allowance.

B. Payment
Payment will be made in January of each calendar year. If an employee receiving such a payment terminates during the course of that year, the uniform allowance 25 WE020\065\9840787.v1
will be prorated for those months served and the unearned balance will be deducted from the final paycheck for that employee.

C. Purpose of Uniform Allowance

1. The purpose of the uniform allowance is for those employees in classification receiving allowance to purchase and maintain their required City uniform in lieu of City issue.

2. It is the responsibility of all employees receiving uniform allowance to purchase and maintain uniforms per requirements and conditions set forth by management.

D. Uniform Requirements
Unit employees who are required to wear uniforms or who are provided uniform allowance must wear his/her uniform on duty unless permission to do otherwise has been received from the immediate supervisor. Employees who are on duty and do not comply with uniform requirements shall be subject to disciplinary action.

XIII. TUITION REIMBURSEMENT PROGRAM
A. Maximum Reimbursement
Employee's maximum annual tuition reimbursement (including books) shall be one thousand five hundred dollars ($1,500.00) per fiscal year.

B. Administrative Policy
The specific details of the Tuition Reimbursement Program is set forth in Administrative Policy approved on August 13, 1992, and as amended thereafter.

XIV. MILEAGE REIMBURSEMENT — PRIVATE VEHICLE
A. Using Private Vehicles for Approved City Business
The City shall pay mileage reimbursement for City employees using private vehicles for authorized City business approved by management.

B. Mileage Reimbursement Rate
The mileage reimbursement rate shall be rates set forth by the IRS.

C. Administrative Policy
The specific details of the mileage reimbursement policy is set forth in Administrative Policy approved on February 8, 2003, and as amended thereafter.

XV. SAFETY BOOT ALLOWANCE
26 WE020\065\9840787.v1
Each January of each calendar year, employees required by management to wear safety shoes/boots shall receive a boot allowance of one hundred fifty dollars ($150) per calendar year.

XVI. MISUSE OF BENEFITS
Employees who fraudulently gain or fraudulently attempt to gain for themselves or others by deception, omission, or fraud the benefits of the City's Workers' Compensation, retirement, medical, dental, or other insurance policies or any other benefit to which they would not otherwise be entitled shall be subject to: 1) denial of requested benefits; and/or 2) disciplinary action up to and including termination. 27 WE020\065\9840787.v1

ARTICLE FIVE

LEAVE POLICIES
I. HOLIDAYS
A. Official Fixed Holidays

1. The City shall recognize the following days as official City fixed holidays.

President's Day
Memorial Day
Independence Day
Labor Day
Veteran’s Day
Thanksgiving Day

2. Fixed Holidays— Full Shift Leave With Pay
Each fixed holiday granted to employees shall be a full shift of up to ten (10) hours of time off with pay. Any additional time taken off above ten hours per each fixed holiday must be deducted from the employee's other leaves, such as vacation, floating holiday leave, or compensatory time.

3. City Hall and most City departments will be permanently closed from Christmas Day through New Year's Day. The Christmas Day and New Year's Day holidays will be part of this closure and thus have been removed from the list of fixed holidays, with the exception of New Year's Day when it falls on a Sunday. In this case New Year's Day will be observed on the following Monday. Christmas Eve will only be recognized as a Holiday when it falls on a Monday through Thursday in any given year.

4. Each year employees will receive a separate bank of holiday hours that can only be used to cover their absence from work from December 25th through January 1st. The amount of these separate holiday hours granted to each employee will be based on the employee's normal work hours on these days. The employee must be an active employee of the City of West Covina on the above dates to receive these holiday hours.

5. Any employee required to work between December 25th and January 1 st on
their normal work day(s) will receive compensatory time off or holiday pay based on actual hours worked up to a maximum of forty (40) hours.

6. Holiday in-lieu pay shall be limited to a maximum of twenty (20) hours per fiscal year. Any holiday in-lieu time in excess of twenty (20) hours must be taken as compensatory time off.

7. Should the City eliminate the above compensated holiday closure from December 25th through January 1st, the following fixed holidays shall be recognized.
28 WE020\065\9840787.v1
New Year's Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Veteran’s Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve (unless Christmas falls on a Saturday,
Sunday, or Monday)
Christmas Day

8. Fixed Holidays — 10 Hours Leave With Pay
Each fixed holiday granted to employees shall be ten (10) hours of time off with pay.

B. Floating Holiday Leave (Previously Referred to as "Personal Leave")

1. In addition to the City's fixed holidays, General Unit employees shall be eligible to use up to forty (40) hours of Floating holiday leave per each calendar year as approved by management.

2. Floating Holiday leave becomes usable January 1 of each calendar year and must be used by December 31 of the same calendar year. The hourly equivalent may not be paid in lieu of time off.

3. Floating Holiday leave may not be accumulated and carried over into the next calendar year. Any unused floating holiday leave time remaining at the end of each calendar year, if any, shall be null and void unless approved by City Manager.

4. New employees are not eligible to receive and use Floating Holiday leave until they have been continuously employed with the City for a period of one (1) month.

5. New employees appointed after the beginning of the calendar year are entitled to floating holiday leave at a rate of 1.385 hours per pay period of full-time employment.

C. Floating Holiday Leave — Reinstated Employees
Reinstated employees shall receive Floating Holiday leave credit for all prior service in the current year in ascertaining the number of hours usable and when they may be used.

D. Floating Holiday Leave — Terminating Employees
29 WE020\065\9840787.v1

1. Terminating employees who have not used all the floating holiday leave that they are entitled to shall be paid off at the rate of 3.0 hours per month of employment in the current calendar year. If the employee's termination date is after the 18th of the month, the employee will receive floating holiday leave credit for that month.

2. If the terminating employee has taken more floating holiday leave time than he is entitled to, the amount of time taken in excess shall be deducted from vacation, sick leave pay-off, or salary when final payroll checks are computed.

E. Limitations on Holiday Leave

1. The holiday cash out option shall be limited to a maximum of two (2) days per fiscal year.

2. Holiday leave shall not apply to any employee hired on a part-time, temporary, extra help, hourly, or daily basis.

3. A temporary employee, who is filling a full-time position, during the absence of a regular employee on a military leave of absence for military duty, shall be entitled to the same holidays as a regular employee.

F. Paid Status Eligibility
Employees are eligible to receive holiday leave with pay only if they are in a "paid status" on the regularly scheduled workday or shift immediately preceding the holiday and the regularly scheduled workday or shift immediately following the holiday. "Paid status" includes vacation, sick leave, compensatory time, bereavement leave, jury duty and injured on duty.

G. Observation of Friday and Sunday Holidays

1. For those employees whose normal workweek is Monday through Thursday, when a holiday falls on a Sunday, the following Monday shall be deemed to be the holiday in lieu of the day observed.

2. When a holiday falls on a Friday, the preceding Thursday shall be deemed to be the holiday in lieu of the day observed.

3. For all other employees, when a holiday falls on a regularly scheduled day off, the employee shall be entitled to up to ten (10) hours straight compensatory time for the holiday based on the employee's regular work schedule. This compensation can be taken as up to ten (10) hours compensatory time or pay, at the discretion of the employee.

H. Holiday Scheduling
The City reserves the right to require employees to work on fixed holidays. 30 WE020\065\9840787.v1
II. VACATION
A. Vacation Policy
It is the policy of the City that where possible employee vacations be taken annually in the year earned. The time during the year at which an employee may take vacation shall be determined by management, with due regard for the wishes of the employee and particular regard for the service needs of the City.

B. Vacation Leave Earned and Accumulated
Eligible employees shall earn and accumulate to a maximum vacation leave as follows:

Months of
Service
Hours Accumulated
Per Pay Period
Hours Accumulated
Per Month
Maximum
Accruals
1 - 60* 3.08 6.67 280
61 - 108 4.62 10.00 280
109 - 120 4.92 10.67 280
121 - 132 5.23 11.33 280
133 - 144 5.54 12.00 280
145 - 156 5.85 12.67 280
157 + 6.15 13.33 280
* At completion of 60 months add 40 hours
C. Limitation — Vacation Leave Accrual

1. Employees shall not be allowed to accrue vacation leave beyond the stated maximums.

2. No employee shall lose earned vacation leave because of work urgency as approved by management. Work urgency is defined as the department's need to have the employee at work to perform duty assignments for a specified period of time.

3. If an employee has reached the maximum allowed unused vacation leave balance, and is unable to take vacation leave due to work urgency, industrial injury, extended medical leave, special or pre-scheduled leave as authorized by management, the Human Resources Director will approve a waiver of the maximum allowed unused balance for a period not to exceed six (6) months per fiscal year.

D. Vacation Leave Accrual for Holidays
When a fixed holiday falls within a scheduled vacation period, absence on that day shall be charged to holiday hours. An employee must be on paid status on the day before and after the holiday to be compensated for the holiday. 31 WE020\065\9840787.v1
E. Payment for Unused Vacation Leave Time at Termination Any employee who is terminating his/her employment, shall be paid for accrued vacation leave time as of the effective date of termination.

F. Payment for Unused Vacation Leave Time
Upon the employee’s request, he/she may be paid the straight time daily equivalent of his/her salary in lieu of vacation time off. Such payment shall be for no more than forty (40) hours in any one calendar year..

G. Vacation Leave — Reinstated/Reemployed Employees
Any employee who is reinstated or reemployed under the provisions of these rules shall accrue vacation at the same rate as prior to his/her termination.

H. Vacation Leave — New Employees
New employees — Upon completion of six (6) consecutive months of full-time service, may be credited with one-half of the annual earnings and may begin using such accrual. Thereafter, employees may use vacation as they complete each month of service.

III. SICK LEAVE
A. Sick Leave Benefit

1. Sick leave is to be utilized by employees who are unable to work because of an injury or illness not arising out of the course of their employment, except as provided otherwise in this article.

B. Sick Leave Earned

1. Employees shall accrue ninety-six (96) hours of sick leave per calendar year.

2. Following completion of thirty (30) calendar days of continuous full-time service, each City employee shall receive 3.69 hours per pay period of sick leave pay. Thereafter, for each pay period of service in which the employee has worked or has been paid for one-half (1/2) or more of the actual number of working days of such month, he/she shall continue to accrue 3.69 hours of credit for sick leave with pay.

3. Sick leave may be used by new employees following thirty (30) calendar days of employment.

4. Unused sick leave may be accumulated without limit.

C. Reinstatement of Sick Leave
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1. Any employee who is reinstated to full-time City employment shall be given full credit for his/her unused accumulated sick leave at the time of termination, provided, however, that no payoff for accumulated sick leave was received upon termination.

2. Upon reemployment, an employee who has separated employment in good standing will have sick leave time reinstated in the amount accumulated at the time of separation up to a maximum of 320 hours. In the event that through the course of continued employment accumulated sick leave exceeds 320 hours, payoff for such excess accumulations shall be in accordance with the payoff provisions of the program, but in no case shall the aggregate of such amount(s) exceed that provided by the policy.

D. Sick Leave Annual Payoff Program
The employee Sick Leave Annual Payoff Program shall be administered as follows only for employees hired prior to July 1, 2025:

1. By November of each calendar year, the City will determine the amount of unused sick leave for each regular employee.

2. Sick leave used by an employee during each calendar year will be charged against the employee's current year earnings.

3. The maximum amount of sick leave hours cashed out each calendar year at the employee's hourly rate is sixty (60) hours.

4. Each employee must carry over to a sick leave "bank" a minimum of thirtysix (36) current year unused hours in December.

5. If thirty-six (36) hours per calendar year of unused sick leave are not available, the number of unused hours must be carried over to the sick leave bank.

8. Employees with a minimum of seventy-six (76) hours of unused current year sick leave accrual, all hours above seventy-six (76) hours to a maximum of ninety-six (96) hours of the current year's unused sick leave will automatically be transferred to the employee's RHS account.

9. Employees may opt to receive cash payment for any hours of unused current year sick leave accrual between thirty-six (36) and seventy-six (76) hours or leave these hours in their sick leave bank.

10. To qualify for this program, employees shall not be allowed to charge sick leave to other forms of paid leave.

E. Sick Leave Payoff Upon Retirement
Bargaining unit employees who were hired before July 1, 2018, upon termination of continuous service, other than by discharge, shall be paid for fifty percent (50%) of all sick leave accrued to the time of such termination which is in excess of three 33 WE020\065\9840787.v1
hundred twenty (320) hours, but does not exceed a maximum accrual of eight hundred (800) hours. .

F. Use of Sick Leave

1. Approval
Sick leave can only be granted upon the approval of management or his/her designee in the case of bona fide illness or injury of the employee or in the event of the care or attendance of serious illness or death of a member of the employee's immediate family.

Appointments for medical, dental, ear, or vision care shall be made on the employee's day off when practicable. Sick leave shall only be authorized for such purposes when: 1) An employee is unable to take care of such appointments on his/her day off; and 2) an employee provided reasonable advance notice and received prior approval from the supervisor.

Employees are to provide as much notice as practical for pre-scheduled appointments.

2. Physician's Certificate on Use of Sick Leave
Management may require evidence in the form of a physician's certificate, or written statement, as to reason for any employee's absence of two (2) or more consecutive working days for which sick leave was requested. A failure to supply or provide said certificate or written statement shall be grounds for denial of sick leave pay and the imposition of such disciplinary action as may be deemed appropriate.

3. Physical Examination May be Required
Any employee absent from work, due to illness or accident, may be required by management to submit to and successfully complete a physical examination before returning to active duty. The physical examination will be conducted by a physician of the City's choice, with all costs to be paid by the City.

G. Use of Sick Leave — Care of Immediate Family

1. No more than forty-eight (48) hours of sick leave within any calendar year may be granted to an employee for the care or attendance upon members of his/her immediate family.

2. The phrase "immediate family", for the use of sick leave, is defined as grandparent, parent, spouse, domestic partner, in-laws, child, stepchild, grandchild, brother, or sister.

H. Temporary Disability
34 WE020\065\9840787.v1

1. A City employee who is entitled to temporary disability indemnity under Division 4, Part 2, Ch. 2 of the California Labor Code may elect to take that number of days or portions of days of his/her accumulated sick leave, or his/her accumulated vacation, as when added to his/her disability indemnity will result in payment to him/her of his/her full salary.

2. When his/her accumulated sick leave, or vacation, or both are exhausted, he/she is still entitled to receive disability indemnity.

I. Sick Leave Limitations
No employee shall be entitled to sick leave with pay while absent from duty on account of the following causes:

1. Sickness or disability sustained while on leave of absence, other than regular vacation leave or sick leave.

2. Disability or illness arising from compensated employment other than with the City of West Covina.

J. Sick Leave During Vacation
Sick leave shall not be used in lieu of or to extend vacation leave. However, an employee who becomes seriously ill on an approved vacation may contact his/her department head and request that sick leave be granted in lieu of vacation for the period of illness. Management has discretion in approving or disapproving such request.

K. Holiday During Sick Leave
Observed holidays occurring during sick leave shall not be deducted from employee's sick leave time.

L. Use of Sick Leave to Offset Disability Retirement
No employee shall use sick leave days to offset the date of disability retirement.

The effective date of disability retirement shall be as soon as practicable after the City's physician has determined that the employee can no longer perform the duties of his/her or an alternate position.

IV. WORK RELATED DISABILITY LEAVE
A. Injury/Illness Arising Out Of and In The Course of Job Duties Whenever employees of the City are disabled, whether temporarily or permanently, by injury or illness arising out of and in the course of their duties, they shall be entitled, regardless of their period of service with the City, to leave of absence while so disabled, without loss of salary, as provided below. 35 WE020\065\9840787.v1
B. Temporary Disability Compensation

1. Temporary disability compensation, if any, being considered as and credited to salary for this purpose — for the period of such disability, but not exceeding one (1) year, or until such earlier date as they are determined to be permanent and stationary and unable to return to their usual and customary duties.

2. The leave of absence hereby granted shall be in addition to, and shall not be charged to or deducted from, accumulated sick leave except as provided herein.

3. Such leave, however, shall not be paid for more than three (3) days unless and until such employees are determined by the City to be legally entitled to receive benefits under the Worker's Compensation Law of the State of California based upon such injury or illness. When and while applicable, this section shall supersede the provisions of the Grievance Procedure.

C. Salary Step Increases During Leave
Relative to unit employees, (1) promotion or step increases which would have come due during a disability leave shall take effect upon the day the employee returns to regular duties in accordance with existing rules; (2) holidays occurring during disability shall not be counted as disability leave days, but shall be considered as holidays for which time off has been utilized; and (3) vacation and sick leave benefits shall continue to accrue during periods of industrial disability leaves.

D. Review of Safety Committee
The first three (3) work days of absence of unit employees due to a disability shall be charged to the employee's usable accumulation of sick leave or other time off benefits; provided, however, that the Safety Committee or its sub-committee, upon request of the employee, shall review the circumstances of the injury. If the Safety Committee rules that the employee had no possible opportunity to prevent or reduce the injury through any alternative action, disability time off charged to the employee's time off benefits may be restored. Such restorations shall be limited to causes where no danger could have been anticipated or precautions and actions taken by the employee to prevent or reduce the injury. Appeal of Safety Committee determinations provided for in this section shall be made to the City Manager, whose decision shall be final.

V. BEREAVEMENT LEAVE
Bereavement leave up to forty (40) hours per occurrence will be available to an employee in the event of the death of said employee's immediate family member, which is defined as a grandparent, parent, spouse, domestic partner, in-laws, child, stepchild, grandchild, brother, or sister. If additional bereavement leave is necessary, sick leave may be used as approved by the Department Head. Evidence or proof may be requested.

VI. MILITARY LEAVE
36 WE020\065\9840787.v1
A. State Military and Veteran's Code
Military leave with pay shall be granted in accordance with Section 395 of the State Military and Veteran's Code.

B. Inactive Military Service

1. Any unit employee who is on inactive duty such as scheduled reserve drill periods, and who has been in the service of the City for a period not less than one year immediately prior to the day on which the absence begins shall be entitled to receive his/her salary or compensation as such public employee for the first thirty (30) calendar days of any such absence.

2. Pay for such purposes shall not exceed thirty (30) days in any one year of City service. All service of said public employee in the recognized military service shall be counted as City service.

3. The City may grant a military leave of absence without pay for an indefinite period of time to any employee who is called into active military service even though the employee does not meet the one (1) year of continuous service requirements.

C. Active Military Service

1. Each full-time officer or employee of the City who has been or is called to active military service with the Armed Forces of the United States in connection with the activation of the Military Reserves shall be entitled to military leave with full pay for the period of absence on military service in excess of the period covered by said Rule 10, Section 10.26.

2. The amount of pay each such employee shall be entitled to receive from the City for said additional period of military leave shall be the difference between the gross pay and allowances actually received by the officer or employee from the Unites States for such service and the gross wages that said employee would have received from the City Of West Covina if he or she had not been called to active military duty, subject to all necessary and appropriate deductions and withholdings.

3. The City shall also provide continued health and dental benefits to the employees' dependents, provided that the dependents were covered for those benefits prior to the employee being called to active duty. Further, contributions to deferred compensation from the Cafeteria Plan shall not be made during the time of activation.

4. The City shall not pay any wage or benefit provided for in this resolution until and unless the officer or employee who requests such payment provides satisfactory proof and documentation of eligibility to receive payment in accordance with procedures established by the City Manager.

VII. JURY DUTY
37 WE020\065\9840787.v1
A. Jury Duty Policy
No deductions shall be made from the salary of an employee while on jury duty if he/she has waived or remitted to the City the fee for jury duty paid for hours the employee is scheduled to work. If he/she has not so waived or remitted the jury fee, he/she shall be paid only for the time actually worked in his/her regular position. An employee accepted for jury duty shall immediately notify management in writing whether or not he/she waives or remits his/her jury fee to the City.

B. Jury Fees Returned to the City
The City will grant an employee required to serve on jury duty, or to report for examination to serve on jury duty, up to one hundred sixty (160) hours of paid leave for such purposes per year. All fees received by the employee for jury duty, exclusive of mileage, shall be remitted to the City. City Administrative procedures will govern further details of this program.

VIII. FAMILY CARE LEAVE
A. Birth or Adoption
Leaves due to pregnancy or subsequent to the birth or adoption of a child for parental care purposes, will be granted for a reasonable period of time by the City Manager, provided such period, including paid leave and leave without pay, shall not exceed twelve (12) weeks in a twelve (12)-month period. Such leave shall not be conditioned on whether the employee is medically disabled but must be directly associated with the birth or adoption of a child.

B. Family Illness
Leaves due to serious health condition of a covered family member as defined under applicable California and federal law of an employee may be granted for a reasonable period of time by the City Manager, provided such period including paid and unpaid leave, shall not exceed twelve (12) weeks in any 12-month period. Only those employees with at least one year of continuous City employment shall be eligible. Certification from a health care provider that the employee's leave is necessary and the prospective length of such leave may be required upon request.

Family care leave shall be administered in a manner consistent with Sections 12945, 12945.2 and 19702.3 of the California Government Code. California law shall prevail unless preempted by federal law.

C. Use of Paid Leave

1. Paid benefit time such as vacation, personal leave days, compensatory time and administrative leave may be taken during any family leave period so long as the total time off does not exceed twelve (12) weeks. Such leave must be used prior to an employee taking leave without pay except during the disability period of a female employee, which is in conjunction with the birth of a child. Sick leave may only be used during the disability period or as provided under Personnel Rules. All employees on family care leave are entitled to return to the same or comparable position.
38 WE020\065\9840787.v1

2. More specific details on the Family Care Leave policy is set forth in City's Administrative Policy and Personnel Rules.

IX. SPECIAL LEAVE OF ABSENCE WITH PAY
When an employee has exhausted all sick leave and vacation time to which he/she is entitled, the City Council may, upon showing of good cause and justifiable and deserving circumstances, grant to such employee a leave of absence with pay for a period not exceeding six months and subject to such conditions as the City Council may deem advisable. If the special leave of absence request is in relation to an employee’s disability accommodation then the leave shall be determined through the interactive process on a case-by-case basis. If temporary disability payments are paid to such employee during any such leave of absence with pay, they shall be credited to and considered a part of his/her salary, and the City shall pay only the difference which when added thereto would equal his/her full salary.

X. LEAVES OF ABSENCE WITHOUT PAY
A. Unauthorized Absence — Automatic Termination
Any employee absent from his/her job for more than two (2) working days without prior permission of the department head, shall be considered to have automatically terminated his/her employment with the City unless such leave is extended as approved by management for mitigating circumstance.

B. Unauthorized Absence — Other Disciplinary Action
Any unauthorized absence may be cause for disciplinary action.

C. Authorized Absence

1. Upon the request of the employee and the recommendation of the appointing authority, a leave of absence without pay may be granted by the Council or City Manager to an employee, who immediately preceding the effective date of such leave, shall have completed at least one year of continuous service.

2. An employee shall not be entitled to a leave of absence as a matter of right, but only upon good and sufficient reason.

3. If the leave without pay request is in relation to a disability accommodation, then the leave will be determined through the interactive process on a caseby-case basis without the aforementioned restrictions.

D. Leave of Absence Without Pay - Duration

1. Request for leave of absence without pay shall be made as prescribed by the Human Resources Director, and shall state specifically the reasons for the request, the date when leave is desired to begin, and the probable date of return to work.
39 WE020\065\9840787.v1

2. The Human Resources Director may approve the request of leave of absence without pay, of one hundred twenty (120) calendar days or less upon the recommendation of Department Head.

3. The City Manager may approve, upon recommendation of the Department Head, requests of more than one hundred twenty (120) calendar days, not to exceed one (1) full year.

4. The City Manager may later, due to mitigating circumstances, extend such leave of absence without pay for one (1) additional full year with the approval of the Department Head.

5. A physician statement shall be required of any employee who requests leave of absence without pay as a result of medical conditions.

6. If the leave without pay request is in relation to a disability accommodation, then the leave will be determined through the interactive process on a caseby-case basis without the aforementioned restrictions.

E. Leave of Absence — Employee Injured on Job
The City Council may grant a leave of absence without pay for an indefinite period of time to any employee who is injured on the job, or has a serious illness even though the employee does not meet the one-year of continuous service requirements.

F. Accrual of Benefits
Leave of absence without pay granted by the City shall not be construed as a break in service of employment, and rights accrued at the time leave is granted shall be retained by the employee; however, vacation credits, sick leave credits, increases in salary and other similar benefits shall not accrue to a person granted such leave during the period of absence. An employee reinstated after leave of absence without pay shall receive the same step in the salary range he/she received when he/she began his/her leave of absence. Time spent on such leave without pay shall not count toward service for increases within the salary range, and the employee's salary anniversary date shall be set forward one month for each thirty (30) consecutive leave days taken.

Xl. FAILURE TO RETURN FROM LEAVE

1. Failure of the employee to return to his/her employment upon the termination of any authorized leave of absence shall constitute an automatic termination from City service, unless such leave is extended as approved by management for mitigating circumstances.

2. The City reserves the right to revoke or cancel any authorized leave for reasons which the City finds to be sufficient.
40 WE020\065\9840787.v1

ARTICLE SIX

GENERAL PROVISIONS
I. WAIVER PROVISION ON BARGAINING DURING TERM AGREEMENT Except as specifically provided for in this Agreement or by mutual agreement in writing during the terms of this Agreement, the Association hereby agrees not to seek to negotiate or bargain with respect to any matters pertaining to rates, wages, hours, and terms and conditions of employment covered by this Memorandum of Understanding.

During the term of this Agreement, the parties agree to meet and confer regarding updates to various policies and rules when requested by the City.

II. EMERGENCY WAIVER PROVISIONS
In the event of circumstances beyond the control of the City, such as acts of God, fire, flood, insurrection, civil disorder, national or local emergency, or similar circumstances as determined by management, the provisions of this Memorandum of Understanding, which restrict the City's ability to respond to these emergencies shall be suspended for the duration of such emergency. After the emergency is over, the Association shall have the right to meet with the City regarding the impact on employees of the suspension of these provisions in this Memorandum of Understanding.

III. SEVERABILITY PROVISION
A. MOU Remains in Full Force and Effect
Should any article, section, subsection, subdivision, sentence, clause, phrase or provision of this Memorandum of Understanding be found in conflict or inconsistent with such applicable provisions of Federal or State law or otherwise held to be invalid, unenforceable, inoperative, void, or invalid by a court of competent jurisdiction, all other provisions of this Memorandum of Understanding shall remain in full force and effect for the duration of this Memorandum of Understanding.

B. Successor Provision
In the event any provision shall have been found to be inoperative, void or invalid as aforementioned, the City and the Association shall, upon the request of either party, meet and confer in an effort to agree upon a successor provision.

IV. PROVISIONS OF MEMORANDUM
A. Sole and Entire Memorandum of Understanding
It is the intent of the parties hereto that the provisions of this Memorandum of Understanding shall supersede all prior agreements and Memoranda of Understanding, oral or written, expressed or implied, between the parties, and shall govern their entire relationship and any and all rights or claims which may be asserted hereunder or otherwise. This Memorandum of Understanding is not intended to cover any matters preempted by Federal or State law. 41 WE020\065\9840787.v1
The Parties reached agreement on a consolidated MOU to include all mutually agreed side letters signed between 2016 and 2020 with the intention of maintaining the existing terms and conditions of employment contained in the July 1st 2014 to June 30, 2015 MOU except as modified by said side letters and this MOU. Unless the Parties agreed otherwise in this MOU, if the terms and conditions contained in the consolidated MOU differ from those established in one or more of the side letters or in the July 1, 2014 to June 30, 2015 MOU, the terms of the former will prevail and the Parties will meet to correct the issue in the consolidated MOU. This paragraph is intended only to cover the initial term of the consolidated MOU and will become ineffective on June 30, 2024.

B. Personnel and Departmental Rules

1. It is understood and agreed that there exist within the City, in written form, Personnel and Departmental Rules.

2. Except as specifically modified by this Memorandum of Understanding (MOU) these rules and regulations and any subsequent amendments thereby, shall be in full force and effect.

3. Before any new or subsequent amendments to these Personnel and/or departmental rules and regulations, which directly affect wages, or significantly alter hours, and terms and conditions of employment are implemented, the City shall meet with the Association regarding such changes.

4. Nothing provided herein shall prevent the City from implementing such rules and regulations provided it has met with the Association as required.

V. AMENDMENTS TO MEMORANDUM OF UNDERSTANDING
The provisions of this Memorandum of Understanding can be amended, supplemented, rescinded, or otherwise altered only by mutual agreement in writing, hereafter signed by the designated representatives of the City and the Association.

VI. RATIFICATION AND IMPLEMENTATION
A. Acknowledgement
The City and Association acknowledge that this Memorandum of Understanding shall not be in full force and effect until ratified by those Association members voting who are in classifications requested by each Association set forth in this Agreement and adopted by Resolution of the City Council.

B. Mutual Recommendation
This Agreement constitutes a mutual recommendation by the parties hereto, to the City Council, that one or more ordinances and/or resolutions be adopted accepting its provisions and effecting the changes enumerated herein relating to wages, hours, fringe benefits, and other terms and conditions of employment for unit employees represented by the Association.
42 WE020\065\9840787.v1
C. Ratification
Subject to the foregoing, this Memorandum of Understanding is hereby ratified by the authorized representatives of the City and the Association and entered into on July 16, 2025.

D. Term or Memorandum of Understanding
The term of this Memorandum of Understanding shall be for a period of four (4) years, commencing on July 1, 2024, and terminating after June 30, 2028 at 11:59 p.m.
41 9842837.1 WE020-065
APPENDIX "A"

CITY OF WEST COVINA

GENERAL EMPLOYEE'S BARGAINING GROUP
The following are those classifications that have been recognized by the City to be assigned to the General Employee Unit:

JOB TITLES/CLASSIFICATIONS
Account Clerk
Administrative Technician
Code Enforcement Officer
Office Assistant I
Office Assistant II
Community Planner
Community Services Coordinator
Computer Systems Technician
Head Cook
Economic Development Specialist
Fire Protection Specialist
Fleet Services Coordinator
Housing Program Coordinator (CDBG)
Operations Technician
Parking Enforcement Officer
Planning Assistant
Planning Associate
Administrative Assistant I
Senior Account Clerk
42 WE020\065\9840787.v1
POSITION TITLE GRADE CODE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 Account Clerk GN03 $3,533 $3,711 $3,895 $4,090 $4,295 $4,424 Administrative Assistant I GN04 $3,766 $3,954 $4,151 $4,359 $4,578 $4,715 Administrative Technician GN03 $3,533 $3,711 $3,895 $4,090 $4,295 $4,424 Code Enforcement Officer GN09 $4,718 $4,954 $5,202 $5,461 $5,734 $5,906 Community Enhancement Officer GN09 $4,718 $4,954 $5,202 $5,461 $5,734 $5,906 Community Services Coordinator GN13 $4,906 $5,152 $5,409 $5,679 $5,964 $6,143 Economic Development Specialist GN12 $4,794 $5,034 $5,286 $5,550 $5,827 $6,002 Fire Protection Specialist GN14 $5,203 $5,462 $5,735 $6,023 $6,324 $6,514 Fleet Services Coordinator GN17 $5,705 $5,989 $6,288 $6,603 $6,934 $7,142 Head Cook GN08 $4,201 $4,410 $4,632 $4,863 $5,106 $5,259 Housing Program Coordinator GN18 $5,957 $6,255 $6,567 $6,895 $7,240 $7,457 Office Assistant I GN01 $2,758 $2,896 $3,040 $3,193 $3,352 $3,452 Office Assistant II GN02 $3,160 $3,318 $3,484 $3,658 $3,841 $3,957 Parking Engorcement Officer GN11 $3,522 $3,699 $3,883 $4,078 $4,282 $4,410 Planning Aide GN06 $3,894 $4,089 $4,294 $4,508 $4,735 $4,877 Planning Assistant GN15 $5,242 $5,503 $5,779 $6,068 $6,372 $6,563 Planning Associate GN16 $5,618 $5,899 $6,192 $6,503 $6,829 $7,034 Police Officer Recruit GN10 $4,752 $4,989 $5,239 $5,501 $5,775 $5,949 Senior Account Clerk GN05 $3,823 $4,015 $4,215 $4,426 $4,647 $4,787 Victim Advocate GN07 $3,969 $4,168 $4,376 $4,594 $4,825 $4,969 *Eligible for Step 6 based on employee's hire date/next evaluation date POSITION TITLE GRADE CODE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 Account Clerk GN03 $3,604 $3,785 $3,973 $4,172 $4,381 $4,513 $4,648 Administrative Assistant I GN04 $3,841 $4,033 $4,234 $4,447 $4,669 $4,809 $4,954 Administrative Technician GN03 $3,604 $3,785 $3,973 $4,172 $4,381 $4,513 $4,648 Code Enforcement Officer GN09 $4,812 $5,053 $5,306 $5,570 $5,849 $6,025 $6,205 Community Enhancement Officer GN09 $4,812 $5,053 $5,306 $5,570 $5,849 $6,025 $6,205 Community Services Coordinator GN13 $5,004 $5,255 $5,517 $5,793 $6,083 $6,266 $6,454 Economic Development Specialist GN12 $4,890 $5,134 $5,391 $5,661 $5,944 $6,122 $6,306 Fire Protection Specialist GN14 $5,307 $5,571 $5,850 $6,144 $6,450 $6,644 $6,843 Fleet Services Coordinator GN17 $5,819 $6,109 $6,414 $6,736 $7,073 $7,285 $7,503 Head Cook GN08 $4,285 $4,499 $4,724 $4,961 $5,208 $5,364 $5,525 Housing Program Coordinator GN18 $6,076 $6,380 $6,698 $7,033 $7,385 $7,606 $7,834 Office Assistant I GN01 $2,813 $2,954 $3,100 $3,256 $3,419 $3,521 $3,627 Office Assistant II GN02 $3,223 $3,384 $3,554 $3,731 $3,918 $4,036 $4,157 Parking Engorcement Officer GN11 $3,593 $3,772 $3,961 $4,160 $4,368 $4,499 $4,634 Planning Aide GN06 $3,972 $4,171 $4,380 $4,599 $4,830 $4,974 $5,124 Planning Assistant GN15 $5,347 $5,613 $5,895 $6,189 $6,499 $6,694 $6,895 Planning Associate GN16 $5,731 $6,017 $6,316 $6,633 $6,965 $7,174 $7,390 Police Officer Recruit GN10 $4,847 $5,089 $5,343 $5,611 $5,891 $6,067 $6,249 Senior Account Clerk GN05 $3,899 $4,095 $4,299 $4,514 $4,740 $4,882 $5,029 Victim Advocate GN07 $4,048 $4,251 $4,463 $4,686 $4,921 $5,069 $5,221

APPENDIX B

MONTHLY PAY RANGE
Effective September 13, 2025 - 2 % COLA Step 6*

MONTHLY PAY RANGE
Effective July 1, 2026 - 2 % COLA Step 7
POSITION TITLE GRADE CODE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 Account Clerk GN03 $3,676 $3,861 $4,053 $4,255 $4,469 $4,603 $4,741 $4,883 Administrative Assistant I GN04 $3,918 $4,113 $4,319 $4,536 $4,763 $4,906 $5,053 $5,204 Administrative Technician GN03 $3,676 $3,861 $4,053 $4,255 $4,469 $4,603 $4,741 $4,883 Code Enforcement Officer GN09 $4,908 $5,154 $5,412 $5,682 $5,966 $6,145 $6,329 $6,519 Community Enhancement Officer GN09 $4,908 $5,154 $5,412 $5,682 $5,966 $6,145 $6,329 $6,519 Community Services Coordinator GN13 $5,104 $5,360 $5,628 $5,909 $6,205 $6,391 $6,583 $6,780 Economic Development Specialist GN12 $4,988 $5,237 $5,499 $5,774 $6,063 $6,245 $6,432 $6,625 Fire Protection Specialist GN14 $5,413 $5,683 $5,967 $6,266 $6,579 $6,777 $6,980 $7,190 Fleet Services Coordinator GN17 $5,935 $6,231 $6,542 $6,870 $7,214 $7,431 $7,653 $7,883 Head Cook GN08 $4,371 $4,589 $4,819 $5,060 $5,312 $5,472 $5,636 $5,805 Housing Program Coordinator GN18 $6,197 $6,507 $6,832 $7,174 $7,532 $7,758 $7,991 $8,231 Office Assistant I GN01 $2,870 $3,013 $3,162 $3,322 $3,487 $3,592 $3,700 $3,810 Office Assistant II GN02 $3,288 $3,452 $3,625 $3,805 $3,997 $4,116 $4,240 $4,367 Parking Engorcement Officer GN11 $3,664 $3,848 $4,040 $4,243 $4,455 $4,589 $4,726 $4,868 Planning Aide GN06 $4,052 $4,254 $4,468 $4,691 $4,926 $5,074 $5,226 $5,383 Planning Assistant GN15 $5,454 $5,725 $6,013 $6,313 $6,629 $6,828 $7,033 $7,244 Planning Associate GN16 $5,845 $6,137 $6,443 $6,765 $7,105 $7,318 $7,537 $7,764 Police Officer Recruit GN10 $4,944 $5,190 $5,450 $5,723 $6,009 $6,189 $6,374 $6,566 Senior Account Clerk GN05 $3,977 $4,177 $4,385 $4,605 $4,835 $4,980 $5,129 $5,283 Victim Advocate GN07 $4,129 $4,336 $4,553 $4,780 $5,020 $5,170 $5,325 $5,485 Effective July 1, 2027 - 2 % COLA Step 8

MONTHLY PAY RANGE
10361394.l WE020-065-J/26/23
Side Letter of Agreement
Between the
City of West Covina
and the
City of West Covina General Employees' Association
This side letter of agreement ("Agreement") memorializes an agreement entered into between the City of West Covina ("City") and the City of West Covina General Employees' Association ("Association") (collectively "Parties"} with respect to the following:

WHEREAS, the Parties entered Into a Memorandum of Understanding with a term of July 1, 2024 to June 30, 2028 ("MOU"}; and
• WHEREAS, the Parties have met and conferred in good faith concerning the terms and conditions of this Agreement and its implementation; and WHEREAS, all other terms and conditions of the MOU shall remain in full force and effect.

NOW THEREFORE, the Parties have agreed as follows:

Within 30 days after ratification of this Agreement, all current employees covered by the Association who were employed by the City as of November 2, 2021 and who received $4,00.00 (Four Hundred Dollars) in one-time non-PERSable pay pursuant to Article Two, Section 1 of the MOU, The employees will receive the one-time payment on a check separate from their paycheck. 10361394.1 WE020-065-l/26/23
All other terms of the MOU other than the aforementioned terms would remain the same.

CITY OF WEST COVINA
_____________________________________ _______________________________ Milan Mrakich, Acting City Manager Date
______________________________________ ________________________________ Peter Q. Nguyen, Chief Negotiator Date

GENERAL EMPLOYEE ASSOCIATION
______________________________________ ________________________________ Victoria De Frank, Chief Negotiator Date
______________________________________ __________________________________ Thomas Stapleton, President Date
________________________________ ________________________________ Miriam Machado, Vice President Date
10361394.1 WE020-065-l/26/23
AGENDA ITEM NO. 4

AGENDA STAFF REPORT
City of West Covina | Office of the City Manager
DATE: September 2, 2025
TO: Mayor and City Council
FROM: Milan Mrakich, Acting City Manager
SUBJECT: REPORT REGARDING EMERGENCY REPAIRS AT WEST COVINA SPORTSPLEX PAVILION DUE TO DAMAGE SUSTAINED DURING JANUARY 7, 2025 WIND EVENT RECOMMENDATION:

Staff recommends that the City Council receive and file this staff report regarding the emergency repair work completed by XFS Global at the West Covina Sportsplex Pavilion due to damages caused by the January 7, 2025 wind event.

BACKGROUND:

On January 7, 2025, the City of West Covina experienced a major windstorm with gusts reaching 60-70 mph, leading to downed trees, power outages, and widespread damage to public infrastructure, including the West Covina Sportsplex Pavilion. The continuation of the windstorm and related damage and clean-up required the City of West Covina's declaration of a local emergency on January 8th.

DISCUSSION:

Section 2-357(b) of the West Covina Municipal Code authorizes the City Manager, in cases of an emergency when it is impractical to convene a meeting of the City Council, to order the repair or replacement of a public facility, take any directly related and immediate action required by that emergency, and procure the necessary equipment, services, and supplies for those purposes, without giving notice for bids to let contracts. Pursuant to Section 2-357(b), if the City Manager takes such action, the City Manager is required to report to the City Council at its next regularly scheduled meeting the reasons justifying why the emergency will not permit a delay resulting from a competitive solicitation for bids and why the action is necessary for respond to the emergency.

The damage to the Sportsplex included significant structural impairment to the Pavilion’s roofing and support components, posing safety risks and requiring immediate action. Staff worked with FEMA for remediation and mitigation options, but due to high cost and timeframe for repairs, insurance was utilized to get the Sportsplex Pavilion operational.

Due to the urgent nature of the damage and safety concerns, the Acting City Manager authorized the emergency repair services. XFS Global was retained to perform the repairs, which included removal of debris, structural stabilization, roof restoration, and associated safety inspections.

The project was covered under the City's property insurance policy. The total project cost of $400,746.61 less the deductible of $10,000 and the cost of the labor and materials bond required by statute for public works repair projects in the amount of $9,774.26 is being reimbursed by the insurance provider. works repair projects in the amount of $9,774.26 is being reimbursed by the insurance provider.

As outlined above, the emergency repairs to the West Covina Sportsplex Pavilion were necessary to address public safety concerns due to the damage to the Pavilion structure caused by the January 7, 2025 wind event. The construction services agreement is included as Attachment No. 3.

The Acting City Manager is presenting this report as required by Section 2-357(b). Staff recommends that the City Council receive and file this report.

OPTIONS:

The City Council has the following options:

1. Approve staff's recommendation, or

2. Provide alternative direction
Prepared by: Renee M. G. Chavez, Management Analyst I
Additional Approval: Roxanne E. Lerma, Assistant City Manager Fiscal Impact
FISCAL IMPACT:

The fiscal impact to the City is $19,774.26 includes payment of the $10,000 insurance deductible and the cost of the labor and materials bond required by statute, $9,774.26. These expenses will be covered through account number 242.504.61.51.10.39.61.61200 that has sufficient funding budgeted. The remaining repair costs are being paid by the City's insurance provider. No additional allocation is required.

Attachments
Attachment No. 1 - Aerial Photo of Sportsplex Prior to Wind Event Attachment No. 2 - Damage Photos
Attachment No. 3 - Construction Services Agreement - XFS CITY COUNCIL GOALS & OBJECTIVES: Protect Public Safety
Achieve Fiscal Sustainability and Financial Stability
A Creative and Active Community
A Well-Planned Community
Enhance City Image and Effectiveness
West Covina Sportsplex - Pavilion
Office Building ≈3,074 ft2
Indoor Soccer/Multi-Sport Pavilion
ATTACHMENT NO 1.

West Covina Sportsplex Pavilion Tent Damage
ATTACHMENT NO. 2
West Covina Sportsplex Pavilion Tent Damage
West Covina Sportsplex Pavilion Tent Damage
ATTACHMENT NO.
3 AGENDA ITEM NO. 5

AGENDA STAFF REPORT
City of West Covina | Office of the City Manager
DATE: September 2, 2025
TO: Mayor and City Council
FROM: Milan Mrakich, Acting City Manager
SUBJECT: CONSIDERATION OF INTRODUCTION OF ORDINANCE NO. 2533 (CODE AMENDMENT NO. 25-01) TO ALLOW MODIFICATIONS TO EXISTING

DRIVE-THROUGH FOOD ESTABLISHMENTS WITH APPROVAL OF A

CONDITIONAL USE PERMIT
RECOMMENDATION:

It is recommended that the City Council:

1. Conduct the public hearing; and

2. Introduce the following Ordinance:

ORDINANCE NO. 2533 - AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF WEST COVINA, CALIFORNIA, APPROVING CODE AMENDMENT NO. 25-01, AMENDING CHAPTER 26 (ZONING) OF THE WEST COVINA MUNICIPAL CODE AND THE DOWNTOWN PLAN AND

CODE TO ALLOW MODIFICATIONS TO EXISTING DRIVE-THROUGH FOOD

ESTABLISHMENTS THROUGH THE CONDITIONAL USE PERMIT PROCESS BACKGROUND:

On February 20, 2024, the City Council approved Code Amendment No. 23-01, adopting Ordinance No. 2519, known as the “Development Code Update” which amended the City of West Covina Municipal Code including the consolidation of the Subdivision Code (Chapter 20) and the Zoning Code (Chapter 26) into one Development Code (Chapter 26). The Development Code Update included provisions prohibiting the construction and new uses of drive-through food establishments throughout the City to address over-concentration issues.

On June 17, 2025, the City Council voted by minute action to direct staff to explore amending the Development Code to allow for existing drive-throughs to be modified to correct traffic, queuing, vacancy, or other related issues. The former Carl's Jr./Spotless Burger restaurant was used as an example: the site's drive-through was approved through a conditional use permit (CUP) as a reverse drive-through, where the drive-through window is accessible through the passenger's side of the vehicle; due to this configuration, the property owner has had problems attracting restaurant tenants, which have all expressed the desire to reconstruct a new building with a different drive-through configuration.

Planning Commission Review
On July 22, 2025, the Planning Commission held a public hearing to consider Code Amendment No. 25-01 and voted to recommend City Council approval and adoption of the draft ordinance (Attachment No. 1). During the public hearing, there were no members of the public who spoke for or against the No. 1). During the public hearing, there were no members of the public who spoke for or against the Code Amendment.

DISCUSSION:

The following is an outline of the proposed changes to the West Covina Development Code as recommended by the Planning Commission and reflected in the proposed ordinance:

Downtown Plan & Code
Table 4.3.1 - Revised to explicitly state that modifications to existing drive-throughs in the T-4 General Urban zones would be permitted through a CUP.

Subsection E of Section 10.1 - Provides findings for CUP approval that cross-reference the required findings in Section 26-116(i) of the Development Code, and lists the existing applicable drive-through standards within the Development Code.

Development Code
Table 2-12 of Section 26-51 and Subsections (a) through (c) of Section 26-116 - Revised to explicitly state that modifications to existing drive-throughs in the Neighborhood Mixed Use (NMU), Regional Mixed Use (RMU) and Service Mixed Use (SMU) zones would be permitted through a CUP, and created a distinction between new and existing drive-throughs.

Subsections "c)" through "f)" of Section 26-127(b)(1)(xv) - Corrected clerical error in numbering.

FINDINGS
Before a Code Amendment is adopted, the following findings are required to be met:
(a) The proposed amendment ensures and maintains internal consistency with the goals, policies, and strategies of all elements of the General Plan, and, in the case of a Zoning Code amendment, will not create any inconsistencies with this Chapter.

The purpose of the code amendment is to allow for the modifications of existing permitted drive-through food establishments to correct issues related to traffic, queuing, vacancy, etc. Therefore, Code Amendment No. 25-01 ensures and maintains internal consistency with the goals, policies, and strategies of all elements in the General Plan and will not create any inconsistencies within Chapter 26. (b) The proposed amendment would not be detrimental to the public interest, health, safety, convenience or welfare of the City.

The proposed amendment will not be detrimental to the public interest, health, safety, convenience or welfare of the City. Code Amendment No. 25-01 is designed to improve the welfare of the City by allowing the opportunity to modify existing permitted drive-throughs to correct issues that are negatively impacting the community.
(c) The proposed amendment is in compliance with the provisions of the California Environmental Quality Act (CEQA).

Code Amendment No. 25-01 is statutorily exempt from CEQA under Section 15061(b)(3) of the CEQA Guidelines, which provides that CEQA only applies to projects that have the potential for causing a significant effect on the environment. The Code Amendment would not result in direct or indirect physical change in the environment and does not involve any construction or additions to any existing structures.

GENERAL PLAN CONSISTENCY
The proposed code amendment is consistent with the following General Plan Policies:

Our Prosperous Community Policy 2.1: Maintain and enhance the City's current tax base Our Prosperous Community Policy 2.4: Build on and grow West Covina's regional appeal Our Prosperous Community Policy 2.9: Support local businesses LEGAL REVIEW:

The City Attorney's Office has reviewed the proposed ordinance and approved it as to form.

OPTIONS:

The City Council has the following options:

1. Approve staff's recommendation; or

2. Provide alternative direction.

ENVIRONMENTAL REVIEW:

Pursuant to the State California Environmental Quality Act (CEQA) Guidelines, the ordinance is exempt from CEQA under Section 15061(b)(3) (Common Sense Exemption) of the CEQA Guidelines, which provides that CEQA only applies to projects that have the potential for causing a significant effect on the environment. The ordinance would not result in physical change in the environment and does not involve any construction or additions to any existing structures.

Additional Approval: Roxanne E. Lerma, Assistant City Manager Fiscal Impact
FISCAL IMPACT:

This is strictly an administrative item, therefore; there is no fiscal impact associated with this action.

Attachments
Attachment No. 1 - Ordinance No. 2533
Attachment No. 2 - Planning Commission Resolution
CITY COUNCIL GOALS & OBJECTIVES: A Well-Planned Community Expand Economic Development Opportunities
Enhance City Image and Effectiveness
ATTACHMENT NO. 1
ORDINANCE NO. 2533

AN ORDINANCE OF THE CITY COUNCIL OF THE CITY

OF WEST COVINA, CALIFORNIA, APPROVING CODE
AMENDMENT NO. 25-01, AMENDING CHAPTER 26
(ZONING) OF THE WEST COVINA MUNICIPAL CODE

AND THE DOWNTOWN PLAN AND CODE TO ALLOW

MODIFICATIONS TO EXISTING DRIVE-THROUGH FOOD

ESTABLISHMENTS THROUGH THE CONDITIONAL USE

PERMIT PROCESS
The City Council of the City of West Covina hereby finds and declares as follows:

WHEREAS, on February 20, 2024, the City Council approved Code Amendment No. 23-01, adopting Ordinance No. 2519, known as the “Development Code Update” which amended the City of West Covina Municipal Code including the consolidation of the Subdivision Code (Chapter 20) and the Zoning Code (Chapter 26) into one Development Code (Chapter 26), and included provisions prohibiting the construction and new uses of drive-through food establishments throughout the City; and WHEREAS, on June 17, 2025, the City Council voted by minute action to direct staff to explore amending the Development Code to allow for existing drive-throughs to be modified; and
WHEREAS, it is necessary to amend Chapter 26 (Zoning) of the West Covina Municipal Code and the Downtown Plan and Code to allow the modifications of existing drive-throughs to provide the opportunity to correct traffic, queuing, and vacancy issues that are contributed by the existing drive-through design; and WHEREAS, on July 22, 2025, the Planning Commission conducted a duly noticed public hearing as prescribed by law to consider the code amendment, gave all persons interested therein an opportunity to be heard, and voted to recommend the City Council’s approval and adoption of the code amendment; and
WHEREAS, on September 2, 2025, the City Council conducted a duly noticed public hearing as prescribed by law on this Ordinance; and WHEREAS, the Ordinance is exempt from the California Environmental Quality Act (CEQA) under Section 15061(b)(3) (Common Sense Exemption) of the CEQA Guidelines, which provides that CEQA only applies to projects that have the potential for causing a significant effect on the environment. The Ordinance would not result in direct or indirect physical changes in the environment and does not involve any construction or additions to any existing structures; and
2 WHEREAS, the City Council has duly considered all information presented to it, including written staff reports and any testimony provided at the public hearing, with all testimony received being made a part of the public record,

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

SECTION 1. Recitals. The City Council finds that all facts set forth in the recitals to this Ordinance are true and correct and incorporated herein as findings.

SECTION 2. Record. The findings made in this Ordinance are based upon the information and evidence presented at the hearings and submitted into the record of the proceedings.

SECTION 3. Notice and Opportunity to Comment. The City Council finds that agencies and interested members of the public have been afforded ample notice and opportunity to comment on Code Amendment No. 25-01.

SECTION 4. General Plan Consistency. Based on the evidence presented, Code Amendment No. 25-01 is found to be consistent with the City’s General Plan.

SECTION 5. Findings. In accordance with Section 26-292 of Chapter 26 of the West Covina Municipal Code, the City Council makes the following findings regarding Code Amendment No. 25-01:
(a) The proposed amendment ensures and maintains internal consistency with the goals, policies, and strategies of all elements of the General Plan, and, in the case of a Zoning Code amendment, will not create any inconsistencies with this Chapter.

The purpose of the code amendment is to allow for the modifications of existing permitted drive-through food establishments to correct issues related to traffic, queuing, vacancy, etc. Therefore, Code Amendment No. 25-01 ensures and maintains internal consistency with the goals, policies, and strategies of all elements in the General Plan and will not create any inconsistencies within Chapter 26.
(b) The proposed amendment would not be detrimental to the public interest, health, safety, convenience or welfare of the City.

Code Amendment No. 25-01 is designed to improve the welfare of the City by allowing the opportunity to modify existing permitted drive-throughs to correct issues that are negatively impacting the community. Therefore, the proposed amendment will not be detrimental to the public interest, health, safety, convenience or welfare of the City.
3 (c) The proposed amendment is in compliance with the provisions of the California Environmental Quality Act (CEQA).

SECTION 6. Code Amendment. Table 4.3.1 (Permitted Land Uses) of Section 3 (Land Use Standards) of the West Covina Downtown Plan and Code shall be amended to allow modifications to existing permitted drive-throughs in the T4-GU zones through a conditional use permit process.

SECTION 7. Code Amendment. Subsection E of Section 10.1 of the West Covina Downtown Plan and Code shall be renumbered to F with a new subsection E to read as follows (changes denoted in underline and strikethrough):

E. Drive-through findings and standards
i. Findings. The Planning Commission shall not grant a Conditional Use Permit to modify an existing drive-through facility without making the findings (1) through (6) listed in Section 26-116(j) of the West Covina Municipal Code. ii. Design Standards. The following standards shall apply to the design of any development providing a drive-through service and/or modifying an existing drive -through.
a. Drive-through lanes shall not obstruct the circulation routes necessary for access to the property, parking areas (including backup area of parking spaces), and pedestrian walkways.
b. Drive-through facilities within an integrated shopping center shall be consistent with the center in terms of architectural design and detailing, roof material, exterior finish materials and color.
c. Each drive-through aisle shall be appropriately screened with a combination of landscaping, low decorative walls, and/or berms to prevent headlight glare from impacting adjacent residences, businesses, public rights-of-way, and parking lots.
d. Landscaping along the drive-through aisle shall be a minimum of five (5) feet in width.
4 e. Decorative paving shall be incorporated at project entrances and in pedestrian areas to improve the aesthetics of the pedestrian environment. f. New buildings with drive-through facilities shall orient the primary building entrance toward the street to provide direct access to the public sidewalk. iii. Queuing. Modifications to existing drive-through facilities shall require a parking and queuing study that is based on similar operations, addressing the anticipated traffic volumes and vehicular stacking needs of the proposed business. Queuing lanes shall not interfere with the use of or access to any parking or loading spaces.
iv. Noise. Noise levels shall not increase ambient noise levels by five (5) dba as measured at all property lines abutting residential development and other sensitive receptors. This may be achieved through one (1) or more of the following methods, as determined by the Community Development Director or their designee and/or Planning Commission:
a. All deliveries and exterior building and landscaping maintenance and cleaning activities may be limited as necessary to achieve compatibility with adjacent sensitive land uses.
b. Hours of operation may be limited as necessary to achieve compatibility with adjacent sensitive land uses.
c. The applicant shall provide a noise study prepared by an acoustic engineer indicating that the proposed operation will not increase ambient noise levels by five (5) dba as measured at all property lines abutting residential development and other sensitive receptors.
d. The applicant shall provide the plans and specifications for any potential noise sources (e.g., the speaker system, trash compactor, delivery trucks, etc.).
e. If speakers are utilized, the speaker box shall be oriented away from adjacent residences and other sensitive receptors.

F E.Other Municipal Code Standards
All other requirements of the Municipal Code not specifically provided in the Downtown Plan apply including, but not limited to, screening (i.e. rooftop mechanical equipment), trash enclosures, and the installation of underground utilities.

SECTION 8. Code Amendment. “Service, recreational, educational and public assembly uses” Category of Table 2-12 of Section 26-51 of the West Covina Municipal 5 Code shall be amended to add the following uses and inserted/arranged consistently in alphabetical order (changes denoted in underline):

Uses and Permit
Requirements for Mixed-Use
Zones Zones Special
Regulatio
ns
Use Types OP
MU NMU RMU SMU M-1
Drive-through, modification of
existing permitted drivethroughs only (food
establishments)
CUP CUP CUP Section
26-116
Drive-through, new (food
establishments)
SECTION 9. Code Amendment. Subsection (a) of Section 26-116 of the West Covina Municipal Code shall be amended to read as follows (changes denoted in underline and strikethrough):
(a) New drive-throughDrive-through facilities shall not be within five hundred (500) feet of another drive-through facility. This shall be measured from the building and/or queuing lane, whichever is closer.

SECTION 10. Code Amendment. Subsection (b) of Section 26-116 of the West Covina Municipal Code shall be amended to read as follows (changes denoted in underline and strikethrough):
(b) Area requirements. Every new drive-through facility shall be located on a site having an area of not less than ten thousand (10,000) square feet and a minimum street frontage of not less than one hundred (100) feet.

SECTION 11. Code Amendment. Subsection (c) of Section 26-116 of the West Covina Municipal Code shall be amended to read as follows (changes denoted in underline and strikethrough):
(c) New drive-throughDrive-through facilities are prohibited in the West Covina Downtown Plan area.

SECTION 12. Code Amendment. Renumber Subsections c) through f) of Section 26-127(b)(1)(xv) of the West Covina Municipal Code to Section 26-127(b)(1)(xvi) through (xix), respectively to read as follows (changes denoted in underline and strikethrough):
6 (xv) Occupation of parking spaces by the facility and by the attendant may not reduce available parking spaces below the minimum number required for the primary host use unless all of the following conditions exist:
a) The facility is located in a convenience zone or a potential convenience zone as designated by the California Department of Conservation. b) A parking study shows that the existing parking capacity is not already fully utilized during the time the recycling facility is in operation. (xvi) c) If the permit expired without renewal, the recycling facility shall be removed from the site on the day following permit expiration. (xvii) d) A twelve-inch (12”) by twelve-inch (12”) sign which states the redemption value offered shall be posted daily.
(xviii) e) The small collection facility shall be screened when determined by the review authority to reduce visibility impacts from off-site and main traffic areas on-site. (xix) f) Small collection facilities shall only be located on a property with a market that is greater than twenty thousand (20,000) square feet in floor area.

SECTION 13. CEQA. Pursuant to the California Environmental Quality Act (CEQA) Guidelines, the City Council finds and determines that the Ordinance is exempt from CEQA under Section 15061(b)(3) (Common Sense Exemption) of the CEQA Guidelines, which provides that CEQA only applies to projects that have the potential for causing a significant effect on the environment. The Ordinance would not result in direct or indirect physical changes in the environment and does not involve any construction or additions to any existing structures.

SECTION 14. Severability. If any section, subsection, sentence, clause, phrase, or portion of this Ordinance is for any reason held to be invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of this Ordinance. The City Council of the City of West Covina hereby declares that it would have adopted this Ordinance and each section, subsection, sentence, clause, phrase, or portion thereof, irrespective of the fact that any one or more sections, subsections, sentences, clauses, phrases, or portions be declared invalid or unconstitutional.

SECTION 15. Certification. The City Clerk shall certify passage of this Ordinance and shall cause the same to be published as required by law.

SECTION 16. Effective Date. This Ordinance shall take effect and be in force on the 31st day after the date of its passage.

PASSED, APPROVED AND ADOPTED this _____ day of ________, 2025.

Tony Wu
Mayor

APPROVED AS TO FORM ATTEST
Thomas P. Duarte Monique S. De La Rosa
City Attorney Deputy City Clerk
I, MONIQUE S. DE LA ROSA, DEPUTY CITY CLERK of the City of West Covina, California, do hereby certify that the foregoing Ordinance No. 2533 was introduced at a regular meeting of the City Council held on the 2nd day of September, 2025, and adopted at a regular meeting of the City Council held on the ____ day of _______, 2025 by the following vote of the City Council:

AYES:

NOES:

ABSENT:

ABSTAIN:

Monique S. De La Rosa
Deputy City Clerk

PLANNING COMMISSION
RE SOLUTION NO. 25 -6169

A RESOLUTION OF THE PLANNING COMMISSION OF

THE CITY OF WEST COVINA, CALIFORNIA,

RECOMMENDING TO THE CITY COUNCIL APPROVAL
OF CODE AMENDMENT NO. 25-01, AMENDING
CHAPTER 26 (ZONING) OF THE WEST COVINA

MUNICIPAL CODE AND THE DOWNTOWN PLAN AND

CODE TO ALLOW MODIFICATIONS TO EXISTING

DRIVE-THROUGH FOOD ESTABLISHMENTS THROUGH

THE CONDITIONAL USE PERMIT PROCESS
WHEREAS, on February 20, 2024, the City Council approved Code Amendment No. 23-01, adopting Ordinance No. 2519, known as the "Development Code Update" which amended the City of West Covina Municipal Code including the consolidation of the Subdivision Code (Chapter 20) and the Zoning Code (Chapter 26) into one Development Code (Chapter 26), and included provisions prohibiting the construction and new uses of drive-through food establishments throughout the City; and
WHEREAS, on June 17, 2025, the City Council voted by minute-motion to direct staff to explore Amending the Development Code to allow for existing drive-throughs to be modified; and
WHEREAS, it is necessary to amend Chapter 26 (Zoning) of the West Covina Municipal Code and the Downtown Plan and Code to allow the modifications of existing drive-throughs to provide the opportunity to correct traffic, queuing, and vacancy issues that are contributed by the existing drive-through design; and
WHEREAS, on July 22, 2025, the Planning Commission conducted a duly noticed public hearing as prescribed by law to consider the code amendment, gave all persons interested therein an opportunity to be heard, and voted to recommend the City Council's approval and adoption of the code amendment; and
WHEREAS, based on review of the State California Environmental Quality Act (CEQA) Guidelines, the Planning Commission finds and determines that the ordinance is statutorily exempt from CEQA under Section 15061 (b )(3) of the CEQA Guidelines, which provides that CEQA only applies to projects that have the potential for causing a significant effect on the environment. The ordinance would not result in physical change in the environment and does not involve any construction or additions to any existing structures; and ATTACHMENT NO. 2

West Covina City CouncilSeptember 2, 2025

West Covina City Council
September 2, 2025