Agenda packet, regular meeting — West Covina City Council, November 18, 2025 (part 1 of 3)

CITY OF WEST COVINA

CITY COUNCIL/SUCCESSOR AGENCY
NOVEMBER 18, 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
Updated Agenda 11.15.25
Added Agenda Item No. 7 -CONSIDERATION OF A MEMORANDUM OF UNDERSTANDING (MOU) BETWEEN THE CITY AND THE WEST COVINA FIREFIGHTERS’ ASSOCIATION (WCFFA)

TUESDAY, NOVEMBER 18, 2025, 7:00 PM
REGULAR MEETING

INVOCATION
Led by Pastor Okubo from Immanueal First Lutheran Church

PLEDGE OF ALLEGIANCE
Led by Councilman Cantos

ROLL CALL

REPORTING OUT FROM CLOSED SESSION

PRESENTATIONS

HOPE UNIT PRESENTATION
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 APPROVAL OF A THREE PERCENT (3%) COST OF LIVING 1) CONSIDERATION OF APPROVAL OF A THREE PERCENT (3%) COST OF LIVING

ADJUSTMENT (COLA) FOR DEPARTMENT HEAD CLASSIFICATIONS FOR FISCAL YEARS 2025-2027
It is recommended that the City Council adopt the following resolution:

RESOLUTION NO. 2025-80 - A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST COVINA, CALIFORNIA, APPROVING A THREE PERCENT (3%) COST OF LIVING

ADJUSTMENT (COLA) FOR DEPARTMENT HEAD CLASSIFICATIONS FOR FISCAL YEARS 2025-2027

COMMUNITY DEVELOPMENT
2) CONSIDERATION OF APPROVAL OF TRAFFIC RECOMMENDATIONS FROM THE TRAFFIC COMMITTEE MEETINGS HELD BETWEEN JUNE 2025 AND OCTOBER 2025 It is recommended that the City Council approve the Traffic Committee recommendations detailed in the staff report for traffic engineering improvements citywide from the meetings held between June 2025 and October 2025.
3) CONSIDERATION OF APPROVAL OF FINAL TRACT MAP NO. 74976 It is recommended that the City Council approve final Tract Map No. 74976. 4) CONSIDERATION OF ACCEPTANCE OF WORK AND AUTHORIZATION TO FILE THE

NOTICE OF COMPLETION FOR THE STREET SWEEPING SIGNAGE INSTALLATION PROJECT – PROJECT NO. 25015
It is recommended that the City Council:

1. Accept the work performed by Square Signs LLC DBA Front Signs for the Street Sweeping Signage Installation Project (Project No. 25015), with a final contract amount of $389,105.23; and

2. Authorize the Acting City Manager and Deputy City Clerk to execute the Notice of Completion and file the Notice of Completion with the County of Los Angeles Registrar-Recorder; and

3. Authorize the Acting City Manager to release retention once appropriate.

FINANCE DEPARTMENT
5) CONSIDERATION OF A MEMORANDUM OF UNDERSTANDING (MOU) BETWEEN THE

CITY AND THE CITY OF WEST COVINA MID-MANAGEMENT EMPLOYEES' ASSOCIATION (MMEA)
It is recommended that the City Council adopt the following resolution:

RESOLUTION NO. 2025-086 - A RESOLUTION OF THE CITY COUNCIL OF THE CITY

OF WEST COVINA, CALIFORNIA, APPROVING THE MEMORANDUM OF

UNDERSTANDING BETWEEN THE CITY AND THE CITY OF WEST COVINA

MID-MANAGEMENT EMPLOYEES' ASSOCIATION (MMEA) FOR THE PERIOD OF JULY 1, 2024 THROUGH JUNE 30, 2028
6) CONSIDERATION OF REMOVAL OF POLICE ADMINISTRATIVE SERVICES MANAGER 6) CONSIDERATION OF REMOVAL OF POLICE ADMINISTRATIVE SERVICES MANAGER

CLASSIFICATION AND ESTABLISHMENT OF POLICE EXECUTIVE ADMINISTRATOR

CLASSIFICATION
Staff and the Human Resources Commission recommend that the City Council approve the removal of the Police Administrative Services Manager classification and the establishment of the Police Executive Administrator classification by adopting the following resolution:

RESOLUTION NO. 2025-89 - A RESOLUTION OF THE CITY COUNCIL OF THE CITY

OF WEST COVINA, CALIFORNIA, APPROVING THE REMOVAL OF THE POLICE

ADMINISTRATIVE SERVICES MANAGER CLASSIFICATION AND THE

ESTABLISHMENT OF THE POLICE EXECUTIVE ADMINISTRATOR CLASSIFICATION

AND APPROVING THE CLASS SPECIFICATIONS AND SALARY RANGE FOR SUCH

CLASSIFICATION
7) CONSIDERATION OF A MEMORANDUM OF UNDERSTANDING (MOU) BETWEEN THE CITY AND THE WEST COVINA FIREFIGHTERS’ ASSOCIATION (WCFFA) It is recommended that the City Council adopt the following resolution:

RESOLUTION NO 2025-XX – A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

WEST COVINA, CALIFORNIA, APPROVING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF WEST COVINA AND THE WEST COVINA FIREFIGHTERS’ ASSOCIATION (WCFFA) FOR THE PERIOD OF JULY 1, 2025 THROUGH JUNE 30, 2028

PUBLIC WORKS
8) CONSIDERATION OF AWARD OF CONTRACT FOR REQUEST FOR PROPOSALS (RFP NO. 2026-01) FOR TREE TRIMMING AND TREE MAINTENANCE SERVICES TO WEST COAST ARBORISTS, INC.

It is recommended that the City Council:

Award the contract for Request for Proposals (RFP) No. 2026-01 for tree trimming and tree maintenance services to West Coast Arborists, Inc.

1. Authorize the Acting City Manager to negotiate and execute a Maintenance Services Agreement, in such final form as approved by the City Attorney, with West Coast Arborists, Inc. for tree trimming and tree maintenance services, for a term of 5.5 years, beginning January 1, 2026 and ending June 30, 2031, in an amount not to exceed $3,623,146 (which includes 25% for additional work as approved by the City Manager).

2. Authorize the City Manager to approve change orders and amendments to the agreement, provided that West Coast Arborists, Inc.'s total compensation does not exceed $3,623,146.

3. END OF CONSENT CALENDAR

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 December 2, 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.
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.
b.

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: November 18, 2025
TO: Mayor and City Council
FROM: Milan Mrakich, Acting City Manager
SUBJECT: CONSIDERATION OF APPROVAL OF A THREE PERCENT (3%) COST OF LIVING

ADJUSTMENT (COLA) FOR DEPARTMENT HEAD CLASSIFICATIONS FOR FISCAL YEARS 2025-2027
RECOMMENDATION:

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

RESOLUTION NO. 2025-80 - A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST COVINA, CALIFORNIA, APPROVING A THREE PERCENT (3%) COST OF LIVING ADJUSTMENT (COLA) FOR DEPARTMENT HEAD CLASSIFICATIONS FOR FISCAL YEARS 2025-2027 BACKGROUND:

The City Council last approved an increase to the salary ranges for Department Head classifications in December 2022. Since that time, no further adjustments have been made to the Department Head Salary & Benefit Schedule.

As part of the City's ongoing efforts to maintain competitive and equitable compensation for executive-level classifications, staff is recommending a series of cost-of-living adjustments (COLAs) to the Department Head salary ranges for fiscal years 2025, 2026, and 2027.

DISCUSSION:

The proposed resolution would approve a 3% COLA to the salary ranges for Department Head classifications for each of the following fiscal years:
3% effective November 22, 2025
3% effective July 1, 2026
3% effective July 1, 2027
These adjustments are intended to ensure the City remains competitive in recruiting and retaining qualified Department Heads, and they align with comparable adjustments approved for other City management groups.

The resolution also specifies that the existing Appendix A to the Department Head Salary & Benefit Schedule will be replaced in its entirety with the new Appendix A attached to the resolution. For reference, the current Department Head Salary & Benefit Schedule is provided as Attachment No. 1.

LEGAL REVIEW:

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

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 impacts are FY 2025-26 $56,917, FY 2026-27 $115,541, and FY 2027-28 $175, 923 for a total of $348,381.

Attachments
Attachment No. 1 - Department Head Salary & Benefit Schedule Attachment No. 2 - Resolution No. 2025-80
CITY COUNCIL GOALS & OBJECTIVES: Protect Public Safety
Achieve Fiscal Sustainability and Financial Stability
A Creative and Active Community
Expand Economic Development Opportunities
Enhance City Image and Effectiveness
An Accessible Community

CITY OF WEST COVINA

DEPARTMENT HEAD

SALARY & BENEFIT SCHEDULE
EFFECTIVE DECEMBER 6, 2022
RESOLUTION NO. 2022-124
ATTACHMENT NO. 1
i

TABLE OF CONTENTS
ARTICLE ONE…............... SALARIES AND COMPENSATION................................ 1 SECTION I… ……... SALARY………………………………………………….. 1
Sub-Section A……. One-Time Pay …………………………………………… 1
Sub-Section B……. Salary Range Adjustment…………………………………. 1 SECTION II……….. DEFERRED COMPENSATION…………………………. 1
SECTION III……… PERS BENEFIT PLANS…………………………………. 1
Sub-Section A……. Miscellaneous Department Heads………………………… 1 Sub-Section B……. Sworn Public Safety Department Heads………………….. 2 SECTION IV……… PERS RETIREMENT BENEFITS..………………………. 3
Sub-Section A……. Unused Sick Leave………………………………………… 3
Sub-Section B……. 4th Level Survivor Benefits…………….………………….. 3 Sub-Section C……. Military Buy Back……………………..………………….. 3 SECTION V………. PERS RETIREMENT BENEFITS..………………………. 3
Sub-Section A……. Miscellaneous Department Heads.………………………… 3 Sub-Section B……. Sworn Public Safety Department Heads.………………….. 3 Sub-Section C……. EPMC Benefit Exclusion..……………..………………….. 4 SECTION VI……… ACTING PAY ASSIGNMENT…..………………………. 4
ARTICLE TWO.................. FRINGE BENEFITS………………................................... 5 SECTION I………… FRINGE BENEFITS ADMINISTRATION………………. 5
Sub-Section A……. Administration………...…………………………………… 5
Sub-Section B……. Selection and Funding…..…………………………………. 5 SECTION II……….. CAFETERIA PLAN……………………………………….. 5
Sub-Section A……. Health Insurance………………………………………….... 5 Sub-Section B……. Health Insurance Excess Amount……………….................. 6 Sub-Section C……. Health Insurance Cash In-Lieu………………...................... 6 Sub-Section D…….. Dental Insurance…………………………............................ 6 Sub-Section E…….. Vision Insurance…………………………............................ 6 SECTION III………. RETIREE HEALTH BENEFIT…………………………… 6
Sub-Section A……. Miscellaneous Department Heads………………………..... 6 Sub-Section B……. Tier 1 – Sworn Safety Dept. Heads (PD & FD Chiefs) ........ 7 Sub-Section C……. Tier 2 – Sworn Safety Dept. Heads (PD & FD Chiefs) …… 7 SECTION IV………. RETIREE HEALTH SAVINGS PLAN (RHS)……………. 7 SECTION V.………. SUPPLEMENTAL RETIREMENT PLAN – MISC………. 7 SECTION VI………. RETIREE DENTAL INSURANCE……………….………. 8
SECTION VII……… SECTION 125 PLAN……………..……………….………. 8
SECTION VIII…….. LIFE INSURANCE...……………..……………….………. 8
Sub-Section A……. Term Policy……………………..………………………..... 8
Sub-Section B……. Accidental Death & Dismemberment (AD&D) …............... 8 SECTION IX...…….. LONG TERM DISABILTY INSURANCE……….………. 8 SECTION X……….. STATE DISABILITY……………..……………….………. 9
SECTION XI………. TUITION REIMBURSEMENT………….………............... 9 Sub-Section A……. Maximum Reimbursement……...………………………..... 9 Sub-Section B…….. Administrative Policy…………..………………………...... 9 ii
Sub-Section C…….. Repayment Upon Termination..………………………........ 9 SECTION XII……… CAR ALLOWANCE………….………….………............... 9 SECTION XIII.……. UNIFORM ALLOWANCE…...………….………............... 9 SECTION XIV…….. MISUSE OF BENEFITS……...………….………............... 9 ARTICLE THREE.............. LEAVE POLICIES...……………….................................. 10 SECTION I………… HOLIDAYS………………………………..………………. 10
Sub-Section A…….. Fixed Holiday Schedule.…………………………………… 10 Sub-Section B…….. Floating Holiday Leave.…………………………………… 11 Sub-Section C…….. Floating Holiday Leave – Reinstated Dept. Heads………… 11 Sub-Section D…….. Floating Holiday Leave – Terminating Dept. Heads.……… 12 Sub-Section E…….. Limitations on Holiday Leave…………………...………… 12 Sub-Section F…….. Status Eligibility…………….…………………...………… 12 Sub-Section G…….. Observation of Saturday & Sunday Holidays…....………… 12 Sub-Section H…….. Holidays Occurring on a Regularly Scheduled Day Off…... 12 Sub-Section I.…….. Holiday Scheduling……….…………………...…………... 12 SECTION II..……… VACATION………………………………..……………… 13
Sub-Section A…….. Vacation Policy……….…………………………………… 13
Sub-Section B…….. Vacation Leave Accrual Schedule….……………………… 13 Sub-Section C…….. Limitation of Vacation Leave Accrual…………………….. 13 Sub-Section D…….. Vacation Leave Accrual for Holidays.…………………….. 14 Sub-Section E…….. Payment for Unused Vacation at Termination…………….. 14 Sub-Section F…….. Payment for Unused Vacation……………….…………….. 14 Sub-Section G…….. Annual Vacation Cash-Out Option………….…………….. 14 Sub-Section H…….. Vacation Leave Accrual – Reinstated/Reemployed……….. 14 Sub-Section I……... Vacation Leave – New Department Heads………..……….. 14 SECTION III.……… ADMINISTRATIVE LEAVE.……………..……………… 15
Sub-Section A…….. Annual Allotment of Administrative Leave…..…………… 15 Sub-Section B…….. Annual Administrative Leave Cash-Out Option………….. 15 Sub-Section C…….. Annual Administrative Leave Carry-Over Option..……….. 15 Sub-Section D…….. Administrative Leave Policy………...…………………….. 15 SECTION IV.……… SICK LEAVE………………..……………..……………… 15
Sub-Section A…….. Sick Leave Benefit………………………..…..…………… 15 Sub-Section B…….. Sick Leave Accrual Rate and Allowances..……………….. 16 Sub-Section C…….. Reinstatement of Sick Leave……………………...……….. 16 Sub-Section D…….. Annual Sick Leave Cash-Out Program…………………….. 16 Sub-Section E…….. Sick Leave Payoff Upon Separation……………………….. 17 Sub-Section F…….. Use of Sick Leave…………..……………….…………….. 17 Sub-Section G…….. Use of Sick Leave – Care of Immediate Family.………….. 18 Sub-Section H…….. Temporary Disability……………………………..……….. 18 Sub-Section I……... Sick Leave Limitations………………….………..……….. 18 Sub-Section J……... Sick Leave During Vacation…………….………..……….. 18 Sub-Section K…..... Holiday During Sick Leave..…………….………..……….. 19 Sub-Section L…..... Use of Sick Leave to Offset Disability Retirement.……….. 19 SECTION V..……… WORK RELATED DISABILITY LEAVE..……………… 19 Sub-Section A…….. Injury/Illness Arising Out of Job Duties.....…..…………… 19 iii
Sub-Section B…….. Salary Increases During Disability Leave...……………….. 19 Sub-Section C…….. Review of Safety Committee…………......……………….. 20 SECTION VI..……... BEREAVEMENT LEAVE………………...……………… 20
SECTION VII.……... MILITARY LEAVE……..………………...……………… 20
Sub-Section A…….. State Military and Veteran’s Code……......…..…………… 20 Sub-Section B…….. Inactive Military Service……………….....……………….. 20 Sub-Section C…….. Active Military Service…….…………......……………….. 21 SECTION VIII……...JURY DUTY……………..………………...……………… 21
Sub-Section A……..Jury Duty Policy………………………......…..…………… 21 Sub-Section B…….. Jury Fees Returned to City……….…….....……………….. 21 SECTION IX..……... FAMILY CARE LEAVE...………………...……………… 22 Sub-Section A……..Birth or Adoption..……………………......…..…………… 22 Sub-Section B…….. Family Illness…………………….…….....……………….. 22 Sub-Section C…….. Use of Paid Leave.……………….…….....……………….. 22 SECTION X...……... SPECIAL LEAVE OF ABSENCE WITH PAY…..……… 22 SECTION XI..……... LEAVES OF ABSENCE WITHOUT PAY………..………23 Sub-Section A……..Unauthorized Absence – Termination........…..…………… 23 Sub-Section B…….. Unauthorized Absence – Other Disciplinary Action…..….. 23 Sub-Section C…….. Authorized Absence…..………….…….....……………….. 23 Sub-Section D……..Leave of Absence Without Pay - Duration.……………….. 23 Sub-Section E…….. Leave of Absence – Due to Job Related Injury…..……….. 24 Sub-Section F…….. Accrual of Benefits……………….…….....……………….. 24 SECTION XII.……... FAILURE TO RETURN FROM LEAVE..………..……… 24 APPENDIX A….................. POSITION CLASSIFICATIONS & SALARIES…….... 25 1 ARTICLE ONE

SALARIES AND COMPENSATION
I. SALARY
Department Head salaries shall be provided in accordance with the following effective the first full pay period following City Council approval.

A. One-Time Pay
Within 45 days after City Council approval, Department Heads shall receive a one-time non-PERSable pay of five thousand dollars ($5,000.00). Any employee who already received $3,000 in one-time pay as part of an MOU with another City bargaining unit shall not be eligible to receive this $5,000 one-time pay.

B. Salary Range Adjustment
See Appendix “A” for the corresponding salary schedule effective the first full pay period following City Council approval. Individual salary adjustments within these new ranges will be made at the sole discretion of the City Manager.

II. DEFERRED COMPENSATION
The City shall contribute for each Department Head three hundred dollars ($300.00) per month to a deferred compensation plan. Department Heads may utilize the funds as follows:
• Department Heads may apply the City’s contribution to a deferred compensation plan from a list of plans provided by the City.
• Department Heads may apply the City’s contribution as they determine to medical, dental, or life insurance premiums.
• Department Heads may take cash in lieu of depositing funds in a deferred compensation plan.

III. PERS BENEFIT PLANS
A. Miscellaneous Department Heads
Tier 1 – 2.5% at age 55 (Employees Hired Prior to January 1, 2011) Department Heads 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 pretax basis.

Retirement benefits for Department Heads classified as miscellaneous employees under the 2.5% at age 55 formula shall be computed using the One-Year Final Compensation Option.
2 Tier 2 – 2% at age 60 (“Classic” PERS Members)
Department Heads 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 Department Heads classified as miscellaneous employees under the 2% at age 60 formula shall be computed using the One-Year Final Compensation Option.

Tier 3 – 2% at age 62 (New PERS Members, i.e. PEPRA)
All Department Heads 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.

B. Sworn Public Safety Department Heads
Tier 1 – 3% at age 50 (Employees Hired Prior to December 19, 2012) Department Heads classified as safety employees by PERS shall participate in the PERS 3% at age 50 PERS retirement benefit plan. The City shall pay 100% of the PERS employer cost. Each employee shall pay the full employee cost of nine percent (9%). Such contribution shall be made on a pre-tax basis.

Retirement benefits for Department Heads classified as public safety employees under the 3% at age 50 formula shall be computed using the One-Year Final Compensation Option.

Tier 2 – 3% at age 55 (“Classic” PERS Members)
Department Heads classified as safety employees by PERS hired between December 19, 2012 and January 1, 2013 or having reciprocity with another PERS agency (“classic member”) shall participate in the 3% 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 nine percent (9%). Such contribution shall be made on a pre-tax basis.

Retirement benefits for Department Heads classified as public safety employees under the 3% at age 55 formula shall be computed using the One-Year Final Compensation Option.
3 Tier 3 – 2.7% at age 57 (New PERS Members, i.e. PEPRA) Department Heads classified as “new safety members,” as defined by the Public Employees’ Pension Reform Act of 2013, hired on or after January 1, 2013 shall participate in the 2.7% at age 57 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.

IV. 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. 4th Level Survivor Benefits
Fourth Level of 1959 Survivor Benefits PERS Section 21574 for Department Heads.

C. Military Buy Back
Military service credit as public service credit under PERS section 21024.

V. EPMC REPLACEMENT RETIREMENT PLAN
A. Miscellaneous Department Heads
The City will provide to those Miscellaneous Department Heads retiring from the City a supplemental retirement plan that will provide a benefit based on .70% of PERSable compensation. The age and years of service factors utilized by PERS will be multiplied by .70% of their single highest year PERSable compensation to determine this benefit value. This benefit will be paid annually in January of each year and will include a 2% cost of living adjustment each year during the life of the retiree. At the time of retirement, Miscellaneous Department Heads can make a one-time election to receive either the ongoing annual stipends or a lump sum payment based on the present value of those annual stipends.

B. Sworn Public Safety Department Heads
The City will provide to those Sworn Department Heads retiring from the City a supplemental retirement plan that will provide a benefit based on .89% of PERSable compensation to all Sworn Department Heads. The age and years of service factors utilized by PERS will be multiplied by .89% of their single highest year PERSable compensation to determine this benefit value. This benefit will be paid monthly and will include a 2% cost of living adjustment in January of each year during the life of the retiree. At the time of retirement, Sworn Department Heads can make a one-time election to receive either the ongoing monthly 4 stipends or a lump sum payment based on the present value of those monthly stipends.

C. EPMC Benefit Exclusion
Miscellaneous and Public Safety Department Heads appointed or promoted to Department Head on or after January 1, 2013 are not eligible for the EPMC replacement retirement plan, and therefore this benefit shall not be provided to this cohort.

VI. ACTING PAY ASSIGNMENT
Acting pay is intended to compensate those employees assigned to perform the main executive duties of another department or a position having more responsibility and/or requiring a significantly higher level of expertise.

Those Department Heads that are serving in an acting capacity of a Department, in addition to their own Department may receive acting pay at a rate of five percent (5%) above their base salary after the completion of the thirtieth (30th) calendar day of such appointment until the completion of the appointment, provided such appointment is approved by the City Council.
5 ARTICLE TWO

FRINGE BENEFITS
I. FRINGE BENEFITS ADMINISTRATION
Fringe benefits shall be provided as set forth in the following guidelines for all Department Heads.

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
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.

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 Department Heads and retirees. In such case, the Department Heads and retirees who are eligible will be required to enroll in Medicare and continue to be eligible to participate in other City medical plans.

II. CAFETERIA PLAN
The City’s contributions for Medical, Dental, and Vision Insurance shall be provided as set forth below for all Department Heads.

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

1. Employee Only (Single): 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.

2. Employee Plus One (Two-Party): 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 Employee Plus One medical premium.
6 3. Employee Plus Two or More (Family): An employee who selects an Employee Plus Two or More 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.

B. Health Insurance Excess Amount
Should the City’s monthly contribution exceed the monthly medical premium amount for the employee’s selection, the excess amount can be received as cash, contributed to the employee’s deferred compensation plan or be used to purchase dental or vision insurance.

C. Health Insurance Cash In-Lieu
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.

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 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.

D. Dental Insurance
In addition to the provision 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 cafeteria 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 cafeteria amount shall be $62.23.

E. Vision Insurance
In addition to the provisions for medical and dental insurance, the cafeteria amount shall also include the employee only monthly cost for vision insurance.

Employees may enroll eligible dependents in the plan at the employee’s cost.

III. RETIREE HEALTH BENEFIT
The City’s monthly contributions for retiree health insurance shall be provided as set forth below for all Department Heads.

A. Miscellaneous Department Heads
The City shall provide Miscellaneous Department Heads an amount equal to the Public Employees’ Medical and Hospital Care Act (PEMCHA) statutory 7 minimum, as established by the State and afforded to other employees for the payment of premiums for retiree health insurance under the program. To receive this benefit, the retiree must elect to participate in a PERS Health Plan following retirement from the City
B. Tier 1 – Sworn Public Safety Department Heads (Police Chief & Fire Chief) Sworn Public Safety Department Heads hired prior to June 30, 2016 shall receive up to $1,004.80 per month per eligible retiree for the payment of premiums for retiree health insurance. To qualify for this benefit, the Sworn Department Head must have been continuously employed by the City and previously eligible for this benefit as a member of another West Covina Public Safety Bargaining Unit.

Additionally, any City of West Covina retiree receiving this benefit who comes out of retirement and returns to full-time service with the City shall have the benefit held in abeyance until their future retirement from the City. Upon the employee’s second retirement from the City, the benefit will be reinstated at the same monthly rate received upon their initial retirement from the City.

If a retired member should select an insurance carrier other than a carrier selected by the City, the City contribution shall be made to the employee upon submitting to the City proof of the selected insurance carrier’s premium. It is further understood that the contributions hereinabove set forth are due and payable to reduce the cost of retired members’ health insurance premiums.

C. Tier 2 – Sworn Public Safety Department Heads (Police Chief & Fire Chief) The City shall provide Sworn Public Safety Department Heads hired on or after June 30, 2016 an amount equal to the PEMCHA statutory minimum, as established by the State and afforded to other employees for the payment of premiums for retiree health insurance under the program. To receive this benefit, the retiree must elect to participate in a PERS Health Plan following retirement from the City.

IV. RETIREE HEALTH SAVINGS PLAN (RHS)
Effective July 1, 2015, the City shall contribute $250 per month into an RHS plan for each Department Head (Miscellaneous and Public Safety).

V. SUPPLEMENTAL RETIREMENT PLAN – MISC DEPARTMENT HEADS Miscellaneous Department Heads appointed prior to January 1, 2013 shall receive a Supplemental Retirement Benefit (PARS) of $856.81/month (2015 Benefit), which has a 2% cost-of-living adjustment effective on the anniversary date of commencement of the Retirement Benefit. Department Heads must have five years of service with the City, and retire from the City, to be eligible for the Supplemental Retirement Benefit.

Miscellaneous Department Heads appointed between January 1, 2013 and June 30, 2015 shall receive a $250 contribution in an RHS plan from the date of appointment to June 30, 2015, for the elimination of this benefit.
8 Miscellaneous Department Heads appointed after January 1, 2013 shall no longer receive a Supplemental Retirement Benefit. In-lieu of this benefit, Department Heads shall receive a $250 per month contribution into an RHS plan (see Section IV).

VI. RETIREE DENTAL INSURANCE BENEFIT
Department Heads that retire directly from the City shall be allowed to participate in the City’s employee dental insurance program based on employee monthly premium rates.

The City shall not contribute to the retiree’s monthly dental premium.

VII. SECTION 125 PLAN
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, and dependent care expenses. Participation in the plan is voluntary for Department Heads and it is understood that the City shall not be obligated to contribute or pay any costs for those who participate in the plan.

VIII. LIFE INSURANCE
The City shall provide life insurance as set forth below for all Department Heads.

A. Term Policy
The City shall provide all Department Heads a term life insurance policy in the amount of $100,000 while actively employed with the City and a benefit of $10,000 following retirement directly from the City. Department Heads can voluntarily purchase additional life insurance from $10,000 to $500,000. The cost per $1,000 of coverage is based on age. Any additional life insurance over $100,000 will require a health screening which shall be at the employee’s or retiree’s own expense.

B. Accidental Death & Dismemberment (AD&D)
The City currently provides a $100,000 AD&D insurance policy which covers employees for AD&D while on duty. Employees can purchase additional AD&D benefits from $10,000 to $500,000. The cost per $1,000 of coverage is based on age. Any additional AD&D insurance over $100,000 will require a health screening which shall be at the employee’s own expense.

IX. LONG TERM DISABILITY INSURANCE
The City shall provide all Department Heads a long-term disability insurance (LTD) plan, which provides sixty percent (60%) of monthly earnings, to a maximum benefit of $10,000 per month. Benefits become payable on the later of: 1) 180 days; or 2) the date your accumulated leave time is exhausted. Coverage after 90 days may be purchased by the employee through payroll deduction and must be purchased within thirty (30) days of employment.
9 X. STATE DISABILITY
The City shall provide Department Heads the option to purchase State Disability Insurance. Department Heads shall be responsible for the full cost of the premiums and expenses associated with the state program.

XI. TUITION REIMBURSEMENT PROGRAM
The City shall provide assistance for the costs of tuition for all Department Heads in accordance with the following guidelines:

A. Maximum Reimbursement
Department Heads’ maximum annual tuition reimbursement (including books) shall be one-thousand five-hundred dollars ($1,500.00) per fiscal year subject to budget appropriations.

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

C. Repayment Upon Termination
Any Department Head who received tuition reimbursement and terminates (excluding layoffs) within two (2) years after receiving reimbursement must pay back reimbursed monies to City at termination.

Repayment shall be pro-rated over the 24-month period prior to termination date.

XII. CAR ALLOWANCE
The City shall provide a three-hundred dollar ($300) per month car allowance to all Department Heads in-lieu of having and/or regularly utilizing a City vehicle for conducting City business. The City Manager, at his/her discretion, may allow Department Heads the option of using a City vehicle in-lieu of the $300 monthly cash allowance.

XIII. UNIFORM ALLOWANCE
The City shall provide an annual uniform allowance of $1,000 to the Police Chief and Fire Chief. The allowance shall be paid in January of each year.

XIV. MISUSE OF BENEFITS
Department Heads 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 one or both of the following:
a) denial of requested benefits; and/or
b) disciplinary action up to and including termination. 10 ARTICLE THREE

LEAVE POLICIES
I. HOLIDAYS
The City shall provide holiday leave in accordance with the following schedules and guidelines:

A. Fixed Holiday Schedule
Presidents’ Day
Memorial Day
Independence Day
Labor Day
Veteran’s Day
Thanksgiving Day
The following provide the guidelines for the provision of the City’s officially recognized and fixed holiday schedule:

1. 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.

2. 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 fixed holiday schedule, 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.

3. Holiday in-lieu pay may be granted upon the City Manager’s approval.

Holiday in-lieu shall be limited to a maximum of twenty (20) hours per fiscal year.

4. Should the City eliminate the paid holiday closure from December 25th through January 1st, the fixed holiday schedule shall be recognized as follows:

New Year’s Day
Presidents’ Day
Memorial Day
Independence Day
Labor Day
Veteran’s Day
Thanksgiving Day
Day after Thanksgiving
11 Christmas Eve (unless Christmas falls Saturday through Monday) Christmas Day

5. Each fixed holiday granted to Department Heads shall be ten (10) hours of time off with pay.

B. Floating Holiday Leave
In addition to the City’s fixed holiday schedule, Department Heads shall be eligible to use up to forty (40) hours of floating holiday leave per each calendar year as approved by the City Manager. Floating holiday leave shall be provided in accordance with the following:

1. Floating holiday leave must be used by December 31st of the same calendar year in which it was accrued. Outstanding balances of floating holiday leave on December 31st of each calendar year shall expire on January 1st of the following calendar year. The hourly equivalent may not be paid in-lieu of time off.

2. 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 the City Manager approves the carry-over of the leave into the following calendar year.

3. If a Department Head is unable to use floating holiday leave due to work urgency, industrial injury, extended medical leave, special or prescheduled leave, the City Manager can authorize the carry-over of unused floating holiday leave for a period not to exceed six (6) months per year.

4. New Department Heads 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 Department Heads appointed after the beginning of the calendar year are entitled to floating holiday leave at a rate of .923 hours per pay period of full-time employment.

C. Floating Holiday Leave – Reinstated Department Heads Reinstated Department Heads 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.
12 D. Floating Holiday Leave – Terminating Department Heads Terminating Department Heads who have not used all the floating holiday leave that they are entitled to shall be paid off at the rate of 1.54 hours per pay period of full time employment in the current calendar year.

If the terminating Department Head has taken more floating holiday leave time than they are 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
A temporary Department Head who is filling a full-time position during the extended absence of a regular Department Head on a military leave for military duty, shall be entitled to the same holidays as a regular Department Head.

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

G. Observation of Saturday and Sunday Holidays
For those Department Heads 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.

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

H. Holidays Occurring on a Regularly Scheduled Day Off
For all other Department Heads with an alternate work schedule, when a holiday falls on a regularly scheduled day off, the Department Head shall be entitled to ten (10) hours leave time for the holiday. This time can be taken as either ten (10) hours “holiday in lieu” leave time or pay at straight time of the employee’s hourly rate of pay, at the discretion of the City Manager.

I. Holiday Scheduling
The City reserves the right to require Department Heads to work on fixed holidays.
13 II. VACATION
The City shall provide vacation leave in accordance with the following schedules and guidelines:

A. Vacation Policy
It is the policy of the City that when possible, Department Head vacations be taken annually in the year earned. The time during the year at which a Department Head may take vacation shall be determined by the City Manager, with due regard for the wishes of the Department Head and particular regard for the service needs of the City.

B. Vacation Leave Accrual Schedule
Eligible Department Heads shall accrue vacation leave in accordance with the following schedule:

Months of
Service
Hours
Accumulated Per
Pay Period
Hours
Accumulated Per
Month
Maximum
Accruals
1 – 12* 3.08 6.67 300
13 – 108 4.62 10.00 350
109 – 120 4.92 10.67 360
121 – 132 5.23 11.33 370
133 – 144 5.54 12.00 380
145 – 156 5.85 12.67 390
157 + 6.15 13.33 400
* At completion of 12 months add 40 hours
C. Limitation of Vacation Leave Accrual
Vacation leave for Department Heads shall be limited according to the following:

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

2. No Department Head 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 Department Head at work to perform duty assignments for a specified period of time.

3. If a Department Head 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, extraordinary circumstances, or 14 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.

E. Payment for Unused Vacation at Termination
Any Department Head, who has been in continuous full-time service of the City for a period of six (6) full months or more, who is terminating his/her employment, shall be paid for accrued vacation leave time on the effective date of termination.

F. Payment for Unused Vacation
Upon request of the Department Head and with approval of the City Manager, a Department Head may be paid the straight time daily equivalent of his/her salary in-lieu of vacation time off in order to address unusual or emergency conditions.

Such payment shall be for no more than forty (40) hours in any one calendar year, except as otherwise provided herein.

G. Annual Vacation Cash-Out Option
Department Heads with less than five (5) years City service may receive payment in-lieu of up to eighty (80) hours of accumulated vacation time in any one calendar year upon filing a written request with the Finance Department five days prior to requested date of issuance of the check, upon approval of the City Manager.

Department Heads with five (5) or more years of City service may receive payment in lieu of up to 120 hours accumulated vacation time in any one calendar year upon filing a written request with the Finance Department five (5) days prior to requested date of issuance of the check, upon approval of the City Manager.

H. Vacation Leave Accrual – Reinstated/Reemployed Dept. Heads Any Department Head who is reinstated or reemployed under the provisions of these rules shall accrue vacation at the same rate as prior to his/her termination.

I. Vacation Leave – New Department Heads

1. Vacation Leave Earned Upon Appointment: The City Manager is authorized to negotiate the vacation accrual rate for new Department Heads up to 160 maximum hours, based on the number of years of public service at any municipality and not based on the years of service with the City of West Covina.
15 2. New Department Heads – Upon completion of six (6) consecutive months of full-time service, may be credited with one-half of the annual vacation leave and may begin using such accrual. Thereafter, Department Heads may use vacation as they complete each month of service.

3. Each Department Head shall be granted an additional forty (40) hours of vacation leave with pay, upon completion of one year of employment, at the employee’s first anniversary date. Additional vacation, based on length of service, will accrue pursuant to these rules (see Article Three, Section II, Subsection B)
III. ADMINISTRATIVE LEAVE
The City shall provide all Department Heads administrative leave in accordance with the following guidelines.

A. Annual Allotment of Administrative Leave
Effective January 1, 2017, all Department Heads shall receive a maximum of onehundred forty (140) hours of administrative leave per year.

B. Annual Administrative Leave Cash-Out Option
In November of each year, Department Heads shall have the option to cash-out up to fifty (50) hours of Administrative Leave. The cash-out option is limited to one time per year.

C. Annual Administrative Leave Carry-Over Option
Department Heads may carry-over up to fifty (50) hours of Administrative Leave per year. There is no deadline on the use of the carry-over hours, but a maximum cap of one hundred (100) carry-over hours is established. Administrative leave that is carried over will be put into a separate leave account and will not be eligible for cash-out the following year or upon separation from the City.

D. Administrative Leave Policy
The specific details of the Administrative Leave Policy are set forth in Administrative Policy approved October 1, 1996, and as amended thereafter by the City Manager.

IV. SICK LEAVE
The City shall provide all Department Heads sick leave in accordance with the following guidelines.

A. Sick Leave Benefit
Sick leave is a benefit and not a right and is to be utilized by Department Heads 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. 16 Additionally, the sick leave benefit should be thought of as an insurance policy; it insures and protects employees against a loss in wages when they are unable to work because of an illness or injury.

B. Sick Leave Accrual Rate and Allowances

1. Department Heads 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 Department Head shall accrue 3.69 hours of sick leave per pay period. Thereafter for each pay period of service in which the Department Head has worked or has been paid for one-half (1/2) or more of the actual number of working hours in a pay period, he/she shall continue to accrue hours of credit for sick leave with pay.

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

4. Unused sick leave may be accumulated without limit.

C. Reinstatement of Sick Leave

1. Any Department Head 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, a Department Head 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. If through the course of continued employment accumulated sick leave exceeds 320 hours, payoff for such excess accumulations shall be made 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. Annual Sick Leave Cash-Out Program
Department Heads shall be eligible for the annual sick leave cash-out option. The annual sick leave cash-out program shall be administered as follows:

1. In November of each calendar year, the City will determine the amount of sick leave each Department Head accrued and saved during the preceding 12-month period. The maximum amount that can be accrued during a 12- month period is ninety-six (96) hours.
17 2. The maximum amount of sick leave that Department Heads may cash-out each calendar year is forty (40) hours. Cash-out amounts shall be based on the Department Head’s hourly rate.

3. To be eligible for the cash-out, Department Heads must have maintained a minimum of fifty-six (56) hours of unused sick leave accrued during the preceding 12-month period. These fifty-six (56) hours must be carried over into December. Department Heads may request cash payment or opt to bank for later use any hours that are in excess of the fifty-six (56) hour minimum carry-over.

4. Sick leave used by a Department Head during each calendar year will be charged against the Department Head’s current year earnings.

5. If fifty-six (56) 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.

6. To qualify for this program, Department Heads shall not be allowed to change sick leave to other forms of paid leave.

E. Sick Leave Payoff Upon Separation
Department Heads employed by the City before September 1, 2018 and with over three years of full-time salaried City service shall be paid for one third (1/3) or 400 hours, whichever is less, of all sick leave accrued at the time of separation.

The cash-out amount shall be based on the Department Head’s hourly rate at the time of separation.

Department Heads who are terminated and/or discharged from their employment with the City are not eligible for this provision.

F. Use of Sick Leave
Utilization of sick leave shall be controlled by the following guidelines.

1. Approval – Department Head sick leave can only be granted upon the approval of the City Manager in the case of bona fide illness or injury of the Department Head or in the event of the care or attendance of serious illness or death of a member of the Department Head’s immediate family.

2. Physician’s Certificate on Use of Sick Leave – The City Manager may require evidence in the form of a physician’s certificate, or written statement, as to the reason for any Department Head’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.
18 3. Physical Examination May be Required – Any Department Head absent from work, due to illness or accident, may be required by the City Manager 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 a Department Head 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 under Bereavement Leave of this Article Five, as spouse, parent, grandparent, brother, sister, child, stepchild, grandchild, and in-laws.

H. Temporary Disability

1. A Department Head who is entitled to temporary disability indemnity under Div. 4, Div. 4.5 of the State 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 Department Head shall be entitled to sick leave with pay while absent from duty on account of the following causes.

1. Disability arising from sickness or injury purposely self-inflicted or caused by any of his/her own willful misconduct.

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

3. 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 in addition to vacation leave. However, a Department Head who becomes seriously ill on an approved vacation may contact the City Manager and request that sick leave be granted in lieu of vacation for the 19 period of illness. The City Manager has discretion in approving or disapproving such request.

K. Holiday During Sick Leave
Observed holidays occurring during sick leave shall not be deducted from Department Head’s sick leave time.

L. Use of Sick Leave to Offset Disability Retirement
No Department Head 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 Department Head can no longer perform the duties of his/her or an alternate position.

V. WORK RELATED DISABILITY LEAVE
The City shall provide all Department Heads leave for a bona fide work injury and/or illness in accordance with the following guidelines.

A. Injury/Illness Arising Out of Job Duties
Whenever a Department Head is 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. 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 maximum medically improved (i.e., MMI or permanent and stationary) and unable to return to their usual and customary duties.

1. 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 here.

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

B. Salary Increases During Disability Leave
Relative to Department Heads, (1) salary 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. 20 C. Review of Safety Committee
The first three (3) work days of absence of Department Heads due to a disability shall be charged to the Department Head’s usable accumulation of sick leave or other time off benefits; provided, however, that the Safety Committee or its subcommittee, upon request of the Department Head, shall review the circumstances of the injury. If the Safety Committee rules that the Department Head 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 Department Head 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.

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

VII. MILITARY LEAVE
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 Department Head who is on inactive duty such as scheduled reserve drill periods, and who has been in the service of the public agency from which leave is taken 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 public agency service, all service of said public employee in the recognized military service shall be counted as public agency service.

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

1. Each full-time Department Head 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 Department Head 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 United States for such service and the gross wages that said Department Head 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 Department Heads’ dependents, provided that the dependents were covered for those benefits prior to the Department Head being called to active duty. Further, contributions to deferred compensation from the Medical and Dental Insurance benefit 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 Department Head who requests such payment provides satisfactory proof and documentation of eligibility to receive payment in accordance with procedures established by the City Manager.

VIII. JURY DUTY
The City shall provide all Department Heads leave for mandated jury duty in accordance with the following guidelines.

A. Jury Duty Policy
No deductions shall be made from the salary of a Department Head while on jury duty if he/she has waived or remitted to the City the fee for jury duty paid for hours the Department Head 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. A Department Head accepted for jury duty shall immediately notify the City Manager in writing of his/her decision to either waive or remit his/her jury fee to the City.

B. Jury Fees Returned to the City
The City will grant a Department Head required to serve on jury duty, or to report for examination to serve on jury duty, one (1) time for a maximum of 160 hours, paid leave for such purposes during any three (3) consecutive years of employment. All fees received by the Department Head for jury duty, exclusive 22 of mileage, shall be remitted to the City. City Administrative procedures will govern further details of this program.

IX. FAMILY CARE LEAVE
The City shall provide all Department Heads leave for family care in accordance with the following guidelines.

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 four months. Such leave shall not be conditioned on whether the Department Head is medically disabled but must be directly associated with the birth or adoption of a child. Only those Department Heads with at least one (1) year of continuous City employment shall be eligible.

B. Family Illness
Leaves due to serious health condition of a child, spouse or parent of a Department Head 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 twelve (12) month period. Only those Department Heads with at least one year of continuous City employment shall be eligible.

Certification from a health care provider that the Department Head’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
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 a Department Head 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 Department Heads on family care leave are entitled to return to the same or comparable position.

More specific details on the Family Medical Leave Policy is set forth in the City’s Administrative Policy on the subject (dated 1/3/94 & 4/6/94).

X. SPECIAL LEAVE OF ABSENCE WITH PAY
When a Department Head 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 Department Head a leave of absence with pay for 23 a period not exceeding six months and subject to such conditions as the City Council may deem advisable. If temporary disability payments are paid to such Department Head 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. The aggregate of all such leave shall not be more than one year.

XI. LEAVES OF ABSENCE WITHOUT PAY
Leaves of absence without pay shall be controlled and by the following rules and guidelines.

A. Unauthorized Absence – Automatic Termination
Any Department Head absent from his/her job for more than two (2) working days without prior permission of the City Manager, shall be considered to have automatically terminated his/her employment with the City, unless such leave is extended as approved by the City Manager for mitigating circumstances.

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

C. Authorized Absence
Upon the request of the Department Head, a leave of absence without pay may be granted by the Council or City Manager to a Department Head, who immediately preceding the effective date of such leave, shall have completed at least one year of continuous service.

A Department Head shall not be entitled to a leave of absence as a matter of right, but only upon good and sufficient reason.

D. Leave of Absence Without Pay - Duration

1. Request for leave of absence without pay shall be submitted to the City Manager, 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.

2. The City Manager may approve the request of leave of absence without pay, of one hundred twenty (120) calendar days or less.

3. The City Manager may approve 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.

5. A physician statement shall be required of any Department Head who requests leave of absence without pay because of medical conditions. 24 E. Leave of Absence – Due to Job Related Injury
The City Council may grant a leave of absence without pay for an indefinite period of time to any Department Head who is injured on the job or has a serious illness even though the Department Head 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 Department Head; 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. A Department Head 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 Department Head’s salary anniversary date shall be set forward one month for each thirty (30) consecutive days taken.

XII. FAILURE TO RETURN FROM LEAVE
Failure of the Department Head to return to his/her employment upon the termination of any authorized leave of absence shall constitute an automatic termination from City service of that Department Head, unless such leave is extended as approved by management for mitigating circumstances.

The City reserves the right to revoke or cancel any authorized leave for reasons which the City finds to be sufficient.

POSITION TITLE GRADE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 Assistant City Clerk   DH310 $7,699 $10,393
Assistant City Manager   DH250 $11,837 $15,976
Community Development Director DH100 $10,186 $13,753
City Manager    DH160 $18,550
Code Enforcement Director* DHXXX $9,475 $12,792
Community Services Director   DH020 $9,886 $13,346
Deputy City Manager   DH260 $8,547 $11,538
Finance Director** DH040 $12,162 ‐‐‐ $16,419
Fire Chief    DH180 $13,273 $17,919
Human Resources & Risk Management Director DH070 $9,618 $12,984 Planning Director    DH090 $9,475 $12,792
Police Chief** DH075 $15,022 $18,928
Public Services Director DH065 $11,569 $15,619
Public Works Director* DH060 $11,569 $15,619
*New Position Title
**Revised to reflect 5% increase from citywide Full‐Time Salary Schedule.

APPENDIX A
City of West Covina
Department Head
Position Classifications & Salary Schedule
Effective December 20, 2022
Resolution No. 2022-113

MONTHLY PAY RANGE
RESOLUTION NO. 2025-80

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

WEST COVINA, CALIFORNIA, APPROVING A THREE
PERCENT (3%) COST OF LIVING ADJUSTMENT FOR

DEPARTMENT HEAD CLASSIFICATIONS FOR FISCAL
YEARS 2025-2027
The City Council of the City of West Covina hereby finds and declares as follows:

WHEREAS, the City’s Department Head/Executive Management classifications 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, Public Services Director, and Public Works Director; and
WHEREAS, on December 6, 2022, the City Council adopted Resolution No. 2022- 124, approving a revised Department Head Salary & Benefit Schedule, including an increase of five percent (5%) in the salary ranges for all Department Head classifications; and
WHEREAS, the salary ranges for Department Head/Executive Management classifications have not been increased since December 2022; and WHEREAS, the City Council has reviewed the compensation for Department Head/Executive Management classifications and desires to implement a three percent (3%) Cost of Living Adjustment (COLA) for fiscal years 2025-2026, 2026-2027, and 2027- 2028 to maintain equity with other City classifications and the public sector labor market; and
WHEREAS, the City Council desires to amend the Department Head Salary & Benefit Schedule accordingly.

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

SECTION 1. The City Council hereby approves increasing the salary ranges for all Department Head/Executive Management classifications by three percent (3%) for fiscal years 2025-2026, 2026-2027 and 2027-2028.

SECTION 2. Appendix “A” to the Department Head Salary & Benefit Schedule shall be deleted in its entirety and replaced with the Appendix “A” attached hereto as Exhibit “A.”
SECTION 3. The City Clerk shall certify to the adoption of this resolution and shall ATTACHMENT NO. 2
enter the same in the book of original resolutions and it shall become effective immediately.

APPROVED AND ADOPTED this 18th day of November, 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. 2025-80 was duly adopted by the City Council of the City of West Covina, California, at a regular meeting thereof held on the 18th day of November, 2025, by the following vote of the City Council:

AYES:

NOES:

ABSENT:

ABSTAIN:

Monique S. De La Rosa
Deputy City Clerk

EXHIBIT A

APPENDIX A TO DEPARTMENT HEAD SALARY & BENEFIT SCHEDULE

APPENDIX A

CITY OF WEST COVINA

DEPARTMENT HEAD

POSITION CLASSIFICATIONS & SALARY SCHEDULE
POSITION TITLE GRADE CODE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 ASSISTANT CITY CLERK DH13 $8,644 $11,668
ASSISTANT CITY MANAGER DH04 $13,289 $17,936
CITY MANAGER DH01 $20,827 $20,827
CODE ENFORCEMENT DIRECTOR DH14 $10,638 $14,361
COMM DEVELOPMENT DIRECTOR DH07 $11,436 $15,441
COMMUNITY SERVICES DIRECTOR DH09 $11,099 $14,983
DEPUTY CITY MANAGER DH12 $9,595 $12,953
FINANCE DIRECTOR DH08 $13,655 $18,434
FIRE CHIEF DH03 $15,175 $20,487
HUMAN RESOURCES & RISK MGMT DIRECTOR DH10 $10,799 $14,578 PLANNING DIRECTOR DH11 $10,638 $14,361
POLICE CHIEF DH02 $16,865 $21,251
PUBLIC HEALTH OFFICER DH15 $15,165 $15,922 $16,719 $17,555 $18,434 PUBLIC SERVICES DIRECTOR DH05 $12,988 $17,536
PUBLIC WORKS DIRECTOR DH05 $12,988 $17,536
POSITION TITLE GRADE CODE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 ASSISTANT CITY CLERK DH13 $8,903 $12,018
ASSISTANT CITY MANAGER DH04 $13,688 $18,474
CITY MANAGER DH01 $21,452 $21,452
CODE ENFORCEMENT DIRECTOR DH14 $10,957 $14,792
COMM DEVELOPMENT DIRECTOR DH07 $11,779 $15,904
COMMUNITY SERVICES DIRECTOR DH09 $11,432 $15,432
DEPUTY CITY MANAGER DH12 $9,883 $13,342
FINANCE DIRECTOR DH08 $14,065 $18,987
FIRE CHIEF DH03 $15,630 $21,102
HUMAN RESOURCES & RISK MGMT DIRECTOR DH10 $11,123 $15,015 PLANNING DIRECTOR DH11 $10,957 $14,792
POLICE CHIEF DH02 $17,371 $21,889
PUBLIC HEALTH OFFICER DH15 $15,620 $16,400 $17,221 $18,082 $18,987 PUBLIC SERVICES DIRECTOR DH05 $13,378 $18,062
PUBLIC WORKS DIRECTOR DH05 $13,378 $18,062
Effective November 22, 2025 - 3 % COLA

MONTHLY PAY RANGE
Effective July 1, 2026 - 3 % COLA

MONTHLY PAY RANGE
Department Head Salary & Benefit Schedule
Appendix A
POSITION TITLE GRADE CODE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 ASSISTANT CITY CLERK DH13 $9,170 $12,379
ASSISTANT CITY MANAGER DH04 $14,099 $19,028
CITY MANAGER DH01 $22,096 $22,096
CODE ENFORCEMENT DIRECTOR DH14 $11,286 $15,236
COMM DEVELOPMENT DIRECTOR DH07 $12,132 $16,381
COMMUNITY SERVICES DIRECTOR DH09 $11,775 $15,895
DEPUTY CITY MANAGER DH12 $10,179 $13,742
FINANCE DIRECTOR DH08 $14,487 $19,557
FIRE CHIEF DH03 $16,099 $21,735
HUMAN RESOURCES & RISK MGMT DIRECTOR DH10 $11,457 $15,465 PLANNING DIRECTOR DH11 $11,286 $15,236
POLICE CHIEF DH02 $17,892 $22,546
PUBLIC HEALTH OFFICER DH15 $16,089 $16,892 $17,738 $18,624 $19,557 PUBLIC SERVICES DIRECTOR DH05 $13,779 $18,604
PUBLIC WORKS DIRECTOR DH05 $13,779 $18,604

MONTHLY PAY RANGE
Effective July 1, 2027 - 3 % COLA
Department Head Salary & Benefit Schedule
Appendix A
AGENDA ITEM NO. 2

It is recommended that the City Council approve the Traffic Committee recommendations detailed in the staff report for traffic engineering improvements citywide from the meetings held between June 2025 and October 2025.

BACKGROUND:

The West Covina Traffic Committee regularly meets and holds public meetings on the 3rd Wednesday of each month. The Traffic Committee consists of the Public Works Director or designee, Community Development Director or designee, Capital Improvement Program Manager, Finance Director or designee, and a representative from the Maintenance Division as designated by the Public Works Director (the Maintenance Supervisor). The Traffic Committee reviews resident, community, and City requests pertaining to any traffic-related items. The Traffic Committee reviews these requests and provides recommendations to the City Council for final approval.

DISCUSSION:

All the recommended items were presented and discussed at publicly held West Covina Traffic Committee meetings. The items presented were unanimously approved by the Traffic Committee for City Council consideration and approval. All recommendations meet standard engineering practice and guidelines as found in the California Manual on Uniform Traffic Control Devices (CAMUTCD), California Vehicle Code (CVC), with engineering judgment. Each item presented was submitted by either a resident, business, community member, or the City to review.

The following recommendations were unanimously recommended for installation by the Traffic Committee (TC) and are brought before City Council for final approval and consideration:

June 2025 Traffic Committee Meeting

Traffic Review of E Puente Avenue from N Azusa Avenue to S Armel Drive:

Request: Request is for speeding and the installation of traffic calming measures along E Puente Avenue from N Azusa Avenue to S Armel Drive.

Approved TC Recommendation:

Remove and replace faded “25” mph school zone sign located on the south side of E Puente Avenue, approximately 165-ft west of S Armel Drive. (PW[1])

1. Remove non-compliant pedestrian signage (S1-1), “School” plaque, and “Ahead” plaque, and replace with new pedestrian ahead signage (SW24-3), located on the south side of E Puente Avenue, approximately 300-ft west of S Armel Drive.

2. Traffic Review of Fairway Lane and E Garvey Avenue N:

Request: Request is for the installation of Flashing Stop Signage and updates on the existing pavement markings.

Approved TC Recommendation:

Remove and Replace faded Stop Signs (R1 – 1) For new oversize (36’’x36’’) Stop Signs at the intersection of Fairway Lane and E Garvey Avenue N at all three approaches of the intersection.

1. Remove and Replace “3-Way” Plaque for new “All Way” Plaque (R1 –3p) underneath all three existing Stop Signs at the intersection of Fairway Lane And E Garvey Avenue N.

2. Install Red Reflective Strips on all three Stop Signs Signposts at the intersection of Fairway Lane And E Garvey Avenue N.

3. Remove and Replace the two direction Double Arrow (W1 – 7) & Object Marker (N – 1 (Ca)) located on the west side of Fairway Lane at the intersection with E Garvey Avenue N. (PW1)

4. Refresh Stop Bar And “Stop” Pavement Legends located on Fairway Lane at the intersection with E Garvey Avenue N. (PW1)

5. Install New Highly Reflective Neon Stop Ahead Warning Sign (W3 – 1) along the east side of Fairway Lane, approximately 250-ft south of E Garvey Avenue N, for northbound traffic.

6. Install New Highly Reflective Neon Stop Ahead Warning Sign (W3 – 1) along the north side of E Garvey Avenue N approximately east of Fairway Lane, for westbound traffic.

7. Install “Stop Ahead” Pavement Markings along Fairway Lane, approximately 290-ft north of E Garvey Avenue N.

8. Refresh the existing Red Curb located on all approaches to the intersection:

Refresh existing Red Curb located on the north side of Fairway Lane, at the intersection with E Garvey Avenue N. (PW1)
a.

Refresh existing Red Curb located on the south side of Fairway Lane, at the intersection with E Garvey Avenue N. (PW1)
b.

9. [1] City Public Works Department to install this item.

July 2025 Traffic Committee Meeting

Traffic Review of Montezuma Way and Citrus Street:

Request: Request is for the installation of an All-Way Stop control at the intersection due to limited visibility and speeding vehicles.

Approved TC Recommendation:

Remove and replace faded stop sign (R1 – 1) on the south side of Montezuma way, at the intersection with Citrus Street, for eastbound traffic. (PW1)

1. Install “Cross Traffic Does Not Stop” plaque (W4 – 4P) underneath the stop signs located along the eastbound direction of Montezuma Way.

2. Remove and replace faded stop ahead warning sign (W3 –1) located on the south side of Montezuma Way, approximately 460-ft south of Citrus Street, for northbound traffic. (PW1)

3. 4. Refresh the existing faded red curb located on Citrus Street, east of Montezuma Way.

Refresh the existing faded red curb located on Citrus Street, east of Montezuma Way. (PW1)

4. Refresh and extend the existing red curb located on Citrus Street, west of Montezuma Way. Install approximately 30-ft of additional red curb, for a total of 60-ft of red curb at this location to improve the view of oncoming northbound traffic due to the curve geometry of Citrus Street.

5. Install Speed Feedback Sign Speed, on the east side Citrus Street, approximately 30-ft south of Las Rosas Drive on the existing 40 MPH Speed Limit Sign to raise awareness of the speed at which northbound drivers approach the intersection.

6. Install “40” MPH pavement markings along the northbound direction of Citrus Street, adjacent to the existing Speed Limit Sign that is located on the east side of Citrus Street approximately 30-ft south of Las Rosas Drive, for northbound traffic.

7. Remove and replace faded “40” MPH Speed Limit Sign (R2 – 1) for a new oversize Speed Limit Sign (30’’x36’’) on the west side of Citrus Street, at the southwest corner of the intersection with S Spring Meadow Drive for northbound traffic. Install “40” pavement marking, along the southbound direction of Citrus Street, adjacent to the existing Speed Limit Sign.

8. Remove and replace the existing Side Road Sign (W2 – 2) that is located on the east side of Citrus Street, approximately 220-ft north of Montezuma Way. (PW1)

9. Traffic Review of S Walnut Avenue Between E Vine Avenue and Francisquito Avenue:

Request: Request is for speeding and the installation of traffic calming measures along S Walnut Avenue between E Vine Avenue and Francisquito Avenue.

Approved TC Recommendation:

Install “25” MPH Speed Limit Sign (R2 – 1) on the west side of S Walnut Avenue, approximately 105-ft south of E Vine Avenue. Install “25” pavement markings adjacent to sign, for southbound traffic.

1. Install “25” MPH Speed Limit Sign (R2 – 1) on the west side of S Walnut Avenue, approximately 115-ft north of E Merced Avenue. Install “25” pavement markings adjacent to sign, for northbound traffic.

2. Install transverse rumble strips along both directions of S Walnut Avenue, at the following locations:

Install transverse rumble strips along the northbound direction of S Walnut Avenue, approximately 230-ft north of E Merced Avenue.
a.

Install transverse rumble strips along the southbound direction of S Walnut Avenue, approximately 300-ft south of E Vine Avenue.
b.

3. Install School Zone sign (SW24 – 1 (CA)) on the west side of S Walnut Avenue, approximately 40-ft south of Vine Avenue.

4. Remove and replace faded Pedestrian sign (S1 – 1) that is located on the east side of S Walnut Avenue, approximately 305-ft south of Vine Avenue. (PW1)

5. Remove and replace faded School Zone sign (SW24 – 1 (CA)) that is located on the east side of S Walnut Avenue, approximately 400-ft north of E Merced Avenue. (PW1)

6. Remove and replace faded “25” MPH Speed Limit sign (R2 – 1) that is located along the west side of South Walnut Avenue, approximately 315-ft south of E Merced Avenue.

Replace with new oversized “25” MPH Speed Limit sign (R2 – 1) (30’’x36’’).

7. Install “25” MPH pavement markings along both southbound direction of South Walnut Avenue, approximately 315-ft south of E Merced Avenue.

8. August 2025 Traffic Committee Meeting

Traffic Review of 150 South Grand Avenue:

Request: Request is for the installation of red curb, near the senior assisted living facility, Regency Grand, located at 150 South Grand Avenue. Emergency vehicles have a difficult time finding available parking. As a result, emergency vehicles are pushed to double park on S Grand Avenue, creating traffic obstructions .

Approved TC Recommendation:

Install approximately 65-feet of red curb on the east side of South Grand Avenue, north of the driveway located at 150 South Grand Avenue.

1. Remove and replace faded/damaged Signal Ahead Warning Sign (W3 – 3) that is located on the east side of South Grand Avenue, approximately 55-ft north of the driveway at 150 South Grand Avenue. (PW1)

2. Traffic Review of S Nelson Street and Fairgrove Avenue:

Request: Request is for installing an All-Way Stop due to limited intersection visibility.

Approved TC Recommendation:

Install “Cross Traffic Does Not Stop” (W4 – 4P) Plaque and red reflective post, underneath the existing stop sign located along Nelson Street, at the intersection with Fairgrove Avenue.

1. Install “Stop Ahead” (W3 – 1) Sign and pavement markings on the east side of Nelson Street, approximately 130-ft south of Fairgrove Avenue.

2. Refresh the existing red curb that is located along the south side of Fairgrove Avenue, west of Nelson Street. (PW1)

3. Refresh and extend the existing red curb that is located along the south side of Fairgrove Avenue, east of Nelson Street. Extend the existing red curb to be a total of 75-ft of red curb.

4. Adjust and angle Stop Bar to allow vehicles to stop closer to the intersection. Angle the east end of the Stop Bar to connect with the ADA-Ramp to allow a clear path of travel between the south-east and the south-west corners of the intersection.

5. Relocate the existing “STOP” Bar pavement legend along the northbound direction of Nelson Street at Fairgrove Avenue, to be closer to the intersection.

6. Extend double yellow centerline to reach the location of the Stop Bar pavement marking on Nelson Street for Northbound traveling Vehicles.

7. Remove and replaced faded Curve Warning Sign (W1 – 2) and Advisory “35” MPH Speed Sign (W13 – 1P). Replace existing signs for new Curve Warning Sign (W1 – 2) and Advisory “30” MPH Speed Sign (W13 – 1P), at the following locations:

On the north side of Fairgrove Avenue, approximately 500-ft east of Nelson Street, for westbound traffic.
a.

On the south side of Fairgrove Avenue, approximately 30-ft east of Nelson Street, for eastbound traffic.
b.

8. Traffic Review of S Pima Avenue between S Bandy Avenue and E Stuart Avenue:

Request: Request is for the installation of parking tick marks along the segment to help residents use the parking spaces more efficiently.

Approved TC Recommendation:

Refresh the existing 20-ft of red curb located on the west side of S Pima Avenue, north of the Alley Way exit. (PW1)

1. Install parking ticks, with 8 ft width and 20 ft length, along both sides of S Pima Avenue where parking is allowed:

With approximately 480-ft of available parking, there would be roughly 24 marked parking spaces on the east side of S Pima Avenue.
a.

With approximately 120-ft and 275-ft of available parking, there would be roughly 19 marked parking spaces on the west side of S Pima Avenue. b.

2. Install 20-ft of red curb along the east side of S Pima Avenue, at the intersection with S Bandy Avenue.

3. Install 20-ft of red curb along the west side of S Pima Avenue, at the intersection with E Stuart Avenue.

4. Install 5-ft of red curb along the west side of S Pima Avenue, north of the driveway located on 158 S Bandy Avenue.

5. Traffic Review of E Walnut Creek Parkway between S Glendora Avenue and S Lark Ellen Avenue:

Request: Request is for speeding and installation of traffic calming measures along the segment of Walnut Creek Parkway between S Glendora Avenue and S Lark Ellen Avenue.

Approved TC Recommendation:

Remove and replace all three faded Stop Signs (R1 – 1) located at the intersection of Walnut Creek Parkway and Pima Avenue. (PW1)

1. Replace missing Stop Ahead Warning Sign (W3 – 1) for eastbound traffic along Walnut Creek Parkway, approaching Pima Avenue. Install signage on the south side of Walnut Creek Parkway, approximately 50-ft east of Ashwood Street. (PW1)

2. Replace Stop Ahead Warning Sign (W3 – 1) for westbound traffic along Walnut Creek Parkway, approaching Pima Avenue. Install signage on the north side of Walnut Creek Parkway, approximately 230-ft east of Pima Avenue. (PW1)

3. Remove and replace damaged Stop Sign (R1 – 1) located on the south-west corner of the intersection of Walnut Creek Parkway and Lark Ellen Avenue. (PW1)

4. Remove and replace Stop Ahead Warning Sign (W3 – 1) for westbound traffic along Walnut Creek Parkway, approaching Glendora Avenue. Install signage on the north side of Walnut Creek Parkway, approximately 60-ft west of Lark Ellen Avenue. (PW1)

5. Remove and replace faded/damaged “25” MPH speed limit sings (R2 – 1) & “Radar Enforced” Plaques (R48 – 1 (CA)) located along Walnut Creek Parkway. (PW1) Along the south side of Walnut Creek Parkway, approximately 170-ft east of South Glendora Avenue.
a.

Along the south side of Walnut Creek Parkway, approximately 140-ft west of Ashwood Street.
b.

Along the north side of Walnut Creek Parkway, approximately 150-ft west of Lark Ellen Avenue.
c.

Along the north side of Walnut Creek Parkway, approximately 60-ft west of Astell Avenue
d.

6. Install “25” MPH pavement markings along Walnut Creek Parkway, adjacent to the existing “25” Speed Limit Signage. Install pavement markings at the following locations:

Along the south side of Walnut Creek Parkway, approximately 170-ft east of South Glendora Avenue.
a.

Along the south side of Walnut Creek Parkway, approximately 140-ft west of Ashwood Street.
b.

Along the north side of Walnut Creek Parkway, approximately 150-ft west of Lark Ellen Avenue.
c.

Along the north side of Walnut Creek Parkway, approximately 60-ft west of Astell Avenue.
d.

7. Install “ALL-WAY” Plates and red reflective strips on all three Stop Signs located at the intersection of Walnut Creek Parkway and Pima Avenue.

8. Install missing Stop Ahead Warning Sign (W3 – 1) located on the south side of Walnut Creek Parkway, approximately 50-ft east of Ashwood Street.

9. Install new “Stop Ahead” pavement legends for westbound traffic along Walnut Creek Parkway.

10. Install pavement legends on the south side of Walnut Creek Parkway, approximately 260-ft west of Lark Ellen Avenue.

11. Traffic Review of S Bubblingwell Road Between E Truman Place and S Silverbirch Place:

Request: Request is for Speed Humps in front of 1041 S Bubblingwell Road located between E Truman Place and S Silverbirch Place.

Approved TC Recommendation:

Install “25” Speed Limit Sign (R2 – 1), for southbound traveling vehicles along S Bubblingwell Road, approximately 150-ft north of the intersection with S Silverbirch Place.

1. Install “25” pavement legend, for southbound traveling vehicles along S Bubblingwell Road, approximately 150-ft north of the intersection with S Silverbirch Place.

2. September 2025 Traffic Committee Meeting

Traffic Review of W Puente Avenue between N Vincent Avenue and N Sunset Avenue:

Request: Request is for speeding and the installation of traffic calming measures along W Puente Avenue between N Vincent Avenue and N Sunset Avenue.

Approved TC Recommendation:

Remove and replace faded Signal Ahead Warning Sign (W3 – 3) located on the south side of W Puente Avenue, approximately 300-ft west of N Vincent Avenue. (PW1)

1. Refresh faded “Signal Ahead” pavement marking located on the south side of W Puente Avenue, approximately 300-ft west of N Vincent Avenue. (PW1)

2. Install Signal Ahead Warning Sign (W3 – 3) and “Signal Ahead” pavement marking along the south side of W Puente Avenue, approximately 70-ft west of N Broadmoor Avenue, for westbound traffic.

3. Remove and replace faded “40” MPH Speed Limit Sign (R2 – 1) located on the south side of W Puente Avenue, approximately 105-ft east of N Sunset Avenue. (PW1)

4. Remove and replace faded “40” MPH Speed Limit Sign (R2 – 1) located on the north side of W Puente Avenue, approximately 145-ft west of N Vincent Avenue. (PW1)

5. Install “40” MPH Pavement Legend along the westbound direction of W Puente Avenue, approximately 145-ft west of N Vincent Avenue, adjacent to the existing “40” MPH Speed Limit Sign.

6. Install “40” MPH Pavement Legend along the eastbound direction of W Puente Avenue, approximately 105-ft east of N Sunset Avenue, adjacent to the existing “40” MPH Speed Limit Sign.

7. Install Solar Powered Radar Speed Feedback Signage with “40” MPH Speed Limit sign (R2 – 1) along the north side of W Puente Avenue, approximately 140-ft east of N Hartley Street, for westbound traveling vehicles.

8. Install Solar Powered Radar Speed Feedback Signage with “40” MPH Speed Limit sign (R2 – 1) along the north side of W Puente Avenue, approximately 140-ft east of N Hartley Street, for westbound traveling vehicles.

9. Install 8-feet-wide parking side stripes along both sides of W Puente Avenue, from N Vincent Avenue to N Sunset Avenue.

10. Traffic Review of W Merced Avenue and S Willow Avenue:

Request: Request is an intersection review of the Stop Signs due to vehicles continuously knocking over the median Stop Signs.

Approved TC Recommendation:

Remove and replace faded Stop Sign (R – 1) and “All-Way” Plaque (R1 – 3P) located on the south median for northbound traveling vehicles at the intersection of W Merced Avenue and S Willow Avenue. (PW1)

1. Reinstall fallen/damaged Stop Signs (R – 1), “All-Way” Plaque (R1 – 3P), and signpost located on the north median for southbound traveling vehicles at the intersection of W Merced Avenue and S Willow Avenue. (PW1)

2. Install red reflective strips on the Stop Sign signpost located on the medians of each approach of W Merced Avenue at the intersection with S Willow Avenue.

3. Install object marker (OM1 – 1) on the existing Stop Sign signposts that are located on the medians of each approach of W Merced Avenue at the intersection with S Willow Avenue.

4. Repaint the existing medians and centerline pavement markings with retroreflective yellow, along both directions of W Merced Avenue at the intersection with S Willow Avenue.

5. Install Raised Pavement Markers (RPMs) on the yellow centerlines located along the northbound and southbound directions of W Merced Avenue at the intersection with S Willow Avenue. Install RPMs along the centerlines and around the raised medians.

6. Remove and replace faded Stop Signs (R – 1) and “All-Way” Plaque (R1 – 3P) on all approaches to the intersection of W Merced Avenue and S Willow Avenue. (PW1)

7. Remove and replace damaged/faded red reflective strips on all signpost located at the intersection of W Merced Avenue and S Willow Avenue. (PW1)

8. Refresh faded red curb on all corners at the intersection of W Merced Avenue and S Willow Avenue. (PW1)

9. Refresh “STOP” and Stop Bar pavement markings at the intersection of W Merced Avenue and S Willow Avenue, on the following approaches:

Refresh pavement markings located along the northbound direction of W Merced Avenue, at the intersection with S Willow Avenue. (PW1) a.

Refresh pavement markings located along the southbound direction of W Merced Avenue, at the intersection with S Willow Avenue. (PW1) b.

10. Traffic Review of Citrus Street and Lark Hill Drive:

Request: Request is for speeding and vehicles failing to Stop at the intersection and running the Stop Signs.

Approved TC Recommendation:

Refresh “Stop” and directional pavement marking located along the westbound direction of Lark Hill Drive, at Citrus Street. (PW1)

1. Refresh “Stop Ahead” pavement marking located along the westbound direction of Lark Hill Drive, approximately 320-feet east of Citrus Street. (PW1)

2. Refresh “Stop” pavement marking located along the southbound direction of Citrus Street, at Lark Hill Drive. (PW1)

3. Remove and replace existing white standard crosswalk located along Citrus Street, approximately 60-feet north of Lark Hill Drive. Replace existing crosswalk for a high visibility “ladder” style crosswalk.

4. 5. Install 20-feet of red curb on the east side of Citrus Street, south of Lark Hill Drive.

Maintain a regular trimming schedule along Citrus Street and Lark Hill Drive, to prevent overgrowth from obstructing visibility of the existing signage. (PW1)

6. Traffic Review of Hollingworth Elementary School:

Request: Request is for speeding and the installation of traffic calming measures along S Sentous Avenue between Levelglen Drive and Hollingworth Street and Hollingworth Street between S Sentous Avenue and S Ferntower Avenue.

Approved TC Recommendation for S Sentous Avenue between Levelglen Drive and Hollingworth Street:

Install white side striping along S Sentous Avenue between La Puente Road and Hollingworth Street, and along S Sentous Avenue between Hollingworth Street and E Valley View Avenue. Side striping lane should be 8-ft wide on both sides of the street.

1. Remove and replace faded “25” MPH School Speed Limit Sign (SR4 – 1 (CA)) on the west side of S Sentous Avenue, approximately 35-ft south of Elberland Street. (PW1)

2. west side of S Sentous Avenue, approximately 35-ft south of Elberland Street. (PW1) Remove and replace Stop Ahead Warning Sign (W3 – 1) located along S Sentous Avenue, approaching the intersection with Hollingworth Street. Refresh “STOP AHEAD” Pavement Legends. Replace Stop Ahead signs and refresh pavement legends at the following locations:

On the east side of S Sentous Avenue, approximately 300-ft south of Hollingworth Street, for northbound traffic. (PW1)
a.

On the west side of S Sentous Avenue, approximately 450-ft south of Elberland Street, for southbound traffic. (PW1)
b.

3. Remove and replace faded School Sign with new “School Ahead” Signage (SW24-1) on the west side of S Sentous Avenue, at the northwest corner of the intersection with Levelglen Drive. (PW1)

4. Remove and replace noncompliant “15” MPH School Speed Limit Sign with new “25” MPH School Speed Limit Sign (SR4 – 1 (CA)) on the east side of S Sentous Avenue, approximately 210-ft south of Hollingworth Street.

5. Remove and Replace existing Stop Signs and Plaques with new Stop Signage (R1-1) and All-Way Plaques (R1-3P) at all four corners of the intersection at S Sentous Avenue and Hollingworth Street.

6. Refresh the existing crosswalks at the intersection of S Sentous Avenue and Hollingworth Street. Restripe crosswalks so all four legs are yellow ladder crosswalks.

7. Install new School Zone Sign (SW24-1) on the east side of S Sentous Avenue, approximately 115-ft north of the intersection with Hollingworth Street. The new signage will be located adjacent to the west gate at Hollingworth Elementary School.

8. Remove and replace faded School Zone Ahead sign with new School Zone Sign (SW24 – 1(CA)) on the south side of Hollingworth Street, approximately 150-ft west of the intersection with S Sentous Avenue.

9. Approved TC Recommendation for Hollingworth Street between S Sentous Avenue and S Ferntower Avenue:

Install white side striping along Hollingworth Street between S Sentous Avenue and Morganfield Avenue, on both sides of the street segment. Side striping lane should be 8-ft wide on both sides of the street.

1. Remove and replace faded “15” MPH School Speed Limit Signs (SR4 – 1 (CA)) that are located along the north side of Hollingworth Street, approximately 120-ft west of S Ferntower Avenue. (PW1)

2. Replace missing “15” MPH School Speed Limit Signs (SR4 – 1 (CA)) that are located along the south side of Hollingworth Street, approximately 75-ft east of S Sentous Avenue. (PW1)

3. Remove and replace faded School Zone Ahead sign with new School Zone Sign (SW24 – 1(CA)) on the north side of Hollingworth Street, approximately 185-ft east of the intersection with S Ferntower Avenue.

4. Install new School Zone Sign (SW24-1) on the south side of Hollingworth Avenue, approximately 265-ft east of the intersection with S Sentous Avenue.

5. October 2025 Traffic Committee Meeting

Traffic Review of W Sunkist Place, East of N Sunkist Avenue:

Request: Request is for traffic review of the current parking conditions along W Sunkist Place, east of N Sunkist Avenue. It was reported that when vehicles park along both sides of the street during garbage collection day, the garbage truck is unable to enter the street and provide service.

Approved TC Recommendation:

Install red curb along the south side of W Sunkist Place, from N Sunkist Avenue to the end of the cul-de-sac (approximately 215-ft).

1. Install “No Parking Any Time” along the proposed red curb on the south side of W Sunkist Place, at the beginning, in the middle, and end of the segment, on new Unistrut 2’’ SQ Galvanized Steel Post with breakaway anchor.

2. Traffic Review of Francisquito Avenue between Puente Avenue and Orange Avenue:

Request: Request is for speeding and the installation of traffic calming measures along the segment of Francisquito Avenue between Puente Avenue and Orange Avenue.

Approved TC Recommendation:

Install STOP sign on new signpost, “STOP” legend, and Stop bar along the southbound direction of S Siesta Avenue, at the intersection with Francisquito Avenue. Install Stop Sign on new Unistrut 2’’ SQ Galvanized Steel post with breakaway anchor.

1. Install STOP sign on new signpost, “STOP” legend, and Stop bar along the southbound direction of S Mayland Avenue, at the intersection with Francisquito Avenue. Install Stop Sign on new Unistrut 2’’ SQ Galvanized Steel post with breakaway anchor.

2. Install “Cross Traffic Does Not Stop” underneath the proposed STOP signs, along the southbound direction of S Siesta Avenue and S Mayland Avenue, at the intersection with Francisquito Avenue.

3. Refresh the existing red curb located along the north side of Francisquito Avenue, east and west of S Siesta Avenue. (PW1)

4. Refresh the existing “Keep Clear” pavement legends located along the westbound direction of Francisquito Avenue, approaching Puente Avenue. (PW1)

5. Install “40” MPH pavement legends along the westbound direction of Francisquito Avenue, adjacent to the existing “40” MPH Speed Limit sign. Install pavement legends along both westbound lanes.

6. Remove and replace faded Stop Sign, located along the southbound direction of S Rama Drive at the intersection with Francisquito Avenue. (PW1)

7. Install “Cross Traffic Does Not Stop” underneath the STOP sign, which is located along the southbound direction of South Rama Drive, at the intersection with Francisquito Avenue.

8. Install “40” MPH pavement legends along the westbound direction of Francisquito Avenue, adjacent to the existing “40” MPH Speed Limit sign. Install pavement legends along both westbound lanes.

9. Remove and replace the existing non-compliant “35” MPH speed limit sign that is located on the south side of Francisquito Avenue, approximately 260-ft east of Willow Avenue. Replace sign for a “40” MPH sign (R2 – 1), on the existing signpost, to be compliant with the City of West Covina Speed Survey (2017). Additionally, install “40” MPH pavement legends along the eastbound direction of Francisquito Avenue, adjacent to the proposed “40” MPH Speed Limit sign. Install pavement legends along both eastbound lanes.

10. Traffic Review of Valinda Avenue and Merced Avenue:

Request: Request is for speeding and the installation of traffic calming measures at Valinda Avenue and Merced Avenue for Merlinda Elementary School.

Approved TC Recommendation:

Install new Solar Yellow “Speed Feedback Signage” along Valinda Avenue between Merced Avenue and Merlinda Street, for northbound and southbound traffic traveling adjacent to Merlinda Elementary School.

Install Yellow “Speed Feedback Sign” for northbound traffic along Valinda Avenue, approximately 320-feet north of the intersection with Merced Avenue on existing light pole.
a.

1. existing light pole.

Install Yellow “Speed Feedback Sign,” including Type 1-B pole and foundation, for southbound traffic along Valinda Avenue, approximately 255-feet south of the intersection with Merlinda Street.
b.

Install new School Zone Signage (SW24-1) on new Unistrut 2” SQ Galvanized Steel Post with breakaway anchor, along Valinda Avenue, adjacent to Merlinda Elementary School.
a. Install signage for northbound traffic approximately 250-ft north of Merced Avenue. b. Install signage for northbound traffic approximately 250-ft south of Merlinda Street. c. Install signage for southbound traffic approximately 35-ft south of Merlinda Street.

2. Refresh existing pavement legends along Valinda Avenue adjacent to Merlinda Elementary School. Refresh the “SCHOOL ZONE” pavement legends, and the “SIGNAL AHEAD” pavement legends. (PW1)

3. Refresh existing pavement legends along Valinda Avenue adjacent to Merlinda Elementary School. Refresh the “SIGNAL AHEAD” pavement legends. (PW1)

4. Remove and replace faded school sign with new “School AHEAD” (SW24-3) signage for northbound traffic along Valinda Avenue south of the intersection with Merced Avenue.

5. Install new right “Turning Vehicles Yield to Pedestrians” (R10-15) Signage on new Unistrut 2’’ SQ Galvanized Steel post with breakaway anchor for westbound traffic along Merced Avenue, at the northeast corner of the intersection with Merced Avenue.

6. Refresh the existing crosswalks at all four legs of the intersection at Valinda Avenue and Merced Avenue. (PW1)

7. LEGAL REVIEW:

The City Attorney's Office has reviewed the staff report.

ENVIRONMENTAL REVIEW:

Staff has reviewed the proposed project and has determined that it is categorically exempt from CEQA pursuant to CEQA Guidelines Section(s) 15302: Replacement or reconstruction; (c) Replacement or reconstruction of existing utility and/or facilities involving negligible or no expansion of capacity.

Prepared by: Jana Robbins, PTP,RSP, Project Manager (Traffic Division) Additional Approval: Roxanne E. Lerma, Assistant City Manager Fiscal Impact
FISCAL IMPACT:

The proposed improvements will be included either as part of an existing project, or under the Annual Citywide Traffic Signage, Stripping, Pavement Markers Program (Project No. C23016). This program allocates $100,000 annually to enhance vehicle mobility and safety. Minor improvements and/or signage replacement may be done in-house by maintenance staff.

CITY COUNCIL GOALS & OBJECTIVES: Protect Public Safety
Enhance City Image and Effectiveness
AGENDA ITEM NO. 3

It is recommended that the City Council approve final Tract Map No. 74976.

BACKGROUND:

Pursuant to the Subdivision Map Act, regulation and control of the design and improvement of subdivisions are vested in the legislative bodies of local agencies. West Covina's regulations are set forth in Chapter 26 (Zoning) of the West Covina Municipal Code (WCMC). Pursuant to Section 26-304 of Chapter 26 of the WCMC, the Planning Commission is responsible for approving tentative tract maps, and the City Council is responsible for approval or denial of final maps in accordance with the Subdivision Map Act and Chapter 26.

On June 25, 2024, the West Covina Planning Commission approved Tentative Tract Map No. 74976.

The tract map subdivides two (2) single-family residential parcels into a total of six lots. The parcels are located on the south side of Francisquito Avenue, between Frandale Avenue and Craig Drive.

DISCUSSION:

The property owner has satisfied all conditions for approval of the tract map. The tract map (Attachment No. 1) was reviewed by the City’s consultant, Transtech, and determined to be in compliance with current State law and technically correct. In accordance with Section 66458 of the California Government Code, the final map must now be approved or disapproved at the first City Council meeting at which it is received, or at the next regular meeting. If no action is taken by the next regular meeting of the City Council, the map shall be deemed approved.

The recordation of the final map is dependent on the developer’s actions. The developer needs to arrange with the Los Angeles County to pay all present property taxes and bond for future property tax encumbrance.

LEGAL REVIEW:

The City Attorney's Office has reviewed the staff report.

OPTIONS:

The City Council has the following options:

1. Approve Staff's recommendation; or

2. Provide alternative direction.

ENVIRONMENTAL REVIEW:

The proposed action is statutorily exempt from the requirements of the California Environmental Quality Act (CEQA) pursuant to CEQA Guidelines Section 15268(b)(3). Pursuant to Section 15268(a) of the CEQA Guidelines, ministerial projects are exempt from the requirements of CEQA. Pursuant to Section 15268(b)(3) of the CEQA Guidelines, approval of final subdivision maps are presumed to be ministerial.

Prepared by: Michael Lloyd, City Engineer
Additional Approval: Roxanne E. Lerma, Assistant City Manager Fiscal Impact
FISCAL IMPACT:

All fees have been paid to process the final map.

Attachments
Attachment No. 1 - Tract Map No. 74976
CITY COUNCIL GOALS & OBJECTIVES: A Well-Planned Community 6 NUMBERED LOTS

1.84 ACRES
OWNER'S STATEMENT:

WE HEREBY STATE THAT WE ARE THE OWNERS OF OR ARE INTERESTED IN THE LANDS INCLUDED wITHIN THE SUBDIVISION SHOWN ON THIS MAP WITHIN THE DISTINCTIVE BORDER LINES, AND WE CONSENT TO THE PREPARATION AND FILING OF SAID MAP AND SUBDIVISION.

WINNIE WM

WE HEREBY DEDICATE TO CITY OF WEST COVINA AN EASEMENT FOR STREETS, HIGHWAYS AND OTHER PUBLIC WAYS SHOWN ON SAID MAP WITHIN SAID sUBDIVISION.

FRANCISQuITO CWV GROUP LLC, A CALIFORNIA LIMITEDJABILTY COMPANY NOTARY ACKNOWLEDGMENT:

COUNTY OF Los Angeles
Juy
MORTGAGE ELECTRONIC REGISTRATION SYSTEMS, INc. (MERS), SOLELY AS NOMINEE FOR EAST WEST BANK, A BANKING cORPORATION, AS BENEFICIARY, UNDER A DEED OF TRUST RECORDED SEPTEMBER 04 2020, AS INSTRUMENT NO. 20201059393 OF OFFICIAL RECORDS, RECORDS OF LOs ANGELES cOUNTY EXECUTED THE INSTRUMENT.
|A NOTARY PUBLIc OR OTHER OFFICER COMPLETING THIS CERTIFICATE VERIFIES ONLY THE

IDENTITY OF THE INDIVIDUAL WHO SIGNED THE DOCUMENT TO WHICH THIS CERTIFICATE IS ATTACHED, AND NOT THE TRUTHFULNESs, ACCURACY, OR VALIDITY OF THAT DOCUMENT.

STATE OF CALIFORNIA

WITNESS MY HAND AND OFFICIAL SEAL
ODonovon, Assistat Seeretary
sIGNATURECKe
FOREGOING PARAGRAPH IS TRUE AND CORRECT.

DATE COMMISSION EXPIRES:

COMMISsION NUMBER:

IN THE CITY OF WEST COVINA, COUNTY OF LOS ANGELES, STATE OF CALIFORNIA oTADY PURLLC PERSONALLY APPEARED Wi mlak.A.CAeieM A). WHO PROVED TO ME ON THE BASIS OF SATISFAcTORY EVIDENCE TO BE THE PERSON WHOSE NAMEARE SUBSCRIBED TO THE wITHIN INSTRUMENT AND ACKNOWLEDGED TO ME THATHETAEY EXECUTED THE SAME IN HISETHEIR AUTHORIZED CAPACITY(), AND THAT BY HIS(ETHEIR SIGNATURE ON THE INSTRUMENT THE PERSON,OR THE ENTITY UPON BEHALF OF WHICH THE PERSONAcTED ON
COUNTY OF Anbeles

I CERTIFY UNDER PENALTY OF PERJURY UNDER THE LAWS OF THE STATE OF CALIFORNIA THAT THE NAME OF NOTARY:Mua sA Aho cOUNTY IN WHICH COMMISSIONEDA BY:

TRACT MAP NO. 74976
BEING A SUBDIVISION OFA PORTION LOT 307,
OF E.J. BALDWIN'S FIFTH SUBDIVISION, AS PER MAP
RECORDED IN BOOK 12, PAGES 134 AND 135, OF MAPS,
WITNESS MY HAND AND OFFICIAL SEAL.
sIGNATURE

IN THE OFFICE OF THE COUNTY RECORDER OF SAID COUNTY,
FOR SUBDIVISION PURPOSES.

BEFORE ME,
OR OTHER OFFICER cOMPLETING THIS CERTIFICATE VERIFIES ONLY THE

DENTITY OF THE INDIVIDUAL WHO SIGNED THE DOCUMENT TO WHICH THIS CERTIFICATE IS ATTACHED, AND NOT THE TRUTHFULNESS, ACCURACY, OR VALIDITY OF THAT DOCUMENT.

STATE OF CALIFORNIA

FOREGOING PARAGRAPH IS TRUE AND CORRECT

VANNEE G TNG

STATE OF CALIFORNIA
BEFORE ME.ß WHO PROVED NOTARY PUBLIC, PERSONALLY APPEAREDETO 3E THE PERSON(S) WHOSE NAME(S) ISIARE EARED

HEWTHN NSTRUMENT AND ACKNOWLEDGED TO ME THAT HEISHETHEY EXECUTED COUNTY OF Los Ahades
Auqust 5, 2025

THE SAME IN HIS/HERITHEIR AUTHORIZED CAPACITY(IES), AND THAT BY HIS/HER/THEIR SIGNATURE(S)

ON THE INSTRUMENT THE PERSON(S), OR THE ENTITY UPON BEHALF OF WHICH THE PERSON(S) ACTED EXECUTED THE INSTRUMENT.

I CERTIFY UNDER PENALTY PERJURY UNDER THE LAWS OF THE STATE OF CALIFORNIA THAT THE Mum suk Am
WITNESS MY HAND AND OFFICIAL SEAL.

SIGNATURE
NAME
NAME OF NOoTARY;NED & 14S COUNTY IN WHICH CE 22
COMMISSION NUMBER:2L

MUN SUK AHN
ouCSMA
Ai le TRueNb
ENOTARY: ConnieL. Blackmole
INTY IN WHICH COMMISSIONED: Las Anles
DATE COMMISSION EXPIRES: may 25, 2026
COMMISsION NUMBER: 244OsS57

A NOTARY PUBLIC OR OTHER OFFICER COMPLETOWHICH THIS CERTIFICATE IS

IDENTITY OF THE INDIVIDUAL WHO SIGNED THE DO

ATTACHED, AND NOT THE TRUTH
Nctary PubilC Caito
Comin # 241441
Comm Expires Sep 1. 2026

TIFICATE VERIFIES ONLY THE
CCURACY, OR VALIDITY OF THAT DOCUMENT.

BEFORE ME, Conne L. Blackmgre WHO PROVED NOTARY PÚBLIC, PERSONALLY APPEARED Pe9AY 0DOhoVan

TO ME ON THE BASIS OF SATISFACTORY EVIDENCE TO BE THE PERSON(S) WHOSE NAME(S) ISIARE

SUBSCRIBED TO THE WITHIN INSTRUMENT AND ACKNOWLEDGED TO ME THAT HSE CAPACITY( THE SAME IN HHS/HER/THER AUTHORIZED

ON THE INSTRUMENT THE PERSON(S, OR

EXECUTED THE INSTRUMENT
-
CERTEY UNDER PENALTY OF PERJURY UNDER THE LAWs OF THE STATE OF CALIFORNIA THAT THE FOREGOING PARAGRAPH IS TRUE AND CORRECT.

ENTITY PON BEHALF OF WHICH THE PERSONHG ACTED,
CUTED

CONNIE L BUC
S Angeles County
let Mu 25 2026
SURVEYOR'S STATEMENT:

THIS MAP WAS PREPARED BY ME OR UNDER MY DIRECTIGN

COMPLETED FIELD SURVEY THE SUBDIVISION MAP
GERARD0 GARCIAMONTES, P.LS. 9195
BASIS OF BEARINGS:

ACT AND LOCAL ORDINANCE AT THE REQUEST OF
KEVIN LAM, ON FEBRUARY 12, 2024. I HEREBY STATE THAT THIS FINAL MAP SUBSTANTIALLY CONFORMS TO THE cONDITIONALLY APPROVED TENTATIVE MAP: THAT ALL MONUMENTS ARE OF THE CHARAO

AND OCCUPY THE POSITIONS INDICATED OR THAT THEY WILL BE SET IN THOSE POS I AE TWELVE MONTHS FROM THE FILING DATEOTcE THAT TIE NOTES FOR ALL CENTERLINE

SOENCETERNE TIE MONUMENTS WILL BE ON FILE IN THE OFFICE OF THE LOS ANGELES COUNTY SURVEYOR WITHIN TWELVE MONTHS FROM THE FILING DATE SHOWN HEREON.

AS T BASIS OF
CITY ENGINEER'S CERTIFICATE:

THE BEARING N 8920' 40" W OF THE CENTERLINE OF FRANCISQUITO AVENUE, AS SHOWN PER TRACT MAP NO. 22466, AS PEK M F NTY WAS TAKEN PAGES 46 AND 47,OF MAuONN ON THIS MAP.

NGELES
SATISFIED THAT THIS MAP ISs TECHNICALLY CORRECT.
dAID e AG ANCTS. 5173

ON BEHALF OF THE CITY ENGINEER
CITY TREASURER'S CERTIFICATE:

CITY TREASURER- CITY OF WEST COVINA
I HEREBY CERTIFY THAT T HAVE EXAMETEATIONS THEREOF: THAT ALL PROVISIONS OF S MAP: THAT IT CONFORMS SUBsTANTIALLY
SUBDINISION MAP ACT AND SUBDIVIsION ORDINANCES OF THE CITY APPLICABLE AT THE TIME OF

APPROVAL OF THE TENTATIVE MAP HAVE BEEN COMPLIED WITH, AND THAT I AM LAND
CITY CLERK'S CERTIFICATE:

MEETING HELD ON

CITY CLERK - CITY OF WEST COVINA
14Jue 2ozs
DATE

EXECUTIVE OFFICER, BOARD OF SUPERVISORS

IHEREBY CERTIFY THAT THE CITY COUNCIL OF THE CITY OF WEST COVINA AT A BY
IHEREBy CERTIFY THAT ALL SPECIAL ASSESSMENIeTUENITHIN SUUBDIVISION OR ANY PART THEREOF IS SUBJECT. AND WHICH MAY BE PAID IN FULL, HAVE BEEN PAID IN FULL.

LOS ANGELES COUNTY TAX CERTIFICATES:

DATE
DEPUTY
SIGNATURE OMISSION:

IS BASED UPONA TRUE AND
OF THE COUNTY OF LOS ANGELES, STATE OF CALIFORNIA.

DATE
SHEET 1 OF 3 SHEETS
N IY 2g 2024 IN CONFORMANGE
, 2025, APPROVED THE ATTACHED MAP AND ACCEPTED

ON BEHALF OF THE PUBLIC ALL STREETS, HIGHWAYS AND OTHER PUBLIC WAYS AS SHOWN ON THE ATTACHED t
SOILS REPORT NOTE:

DATE:

THEREBY CERTIFY THAT ALL CERTIFICATES HAVE BEEN FILED AND DEPOSITS HAVE BEEN MADE THAT ARE REQUIRED UNDER PROVISIONs OF SECTIONS 66492 AND 66493 OF THE sUBDIVIsION MAP ACT.

MARION H. SMYIH, HOLDER O AN EASEMENT FORWATER LINES
NOTE: SAID EASEMENT IS INDETERMINATE IN NATURE
SORDS,
AaL LAN
NO. 9195

E JURISDIHO
RE
ORDS o
RAG
No. 5173

OF CALIE
IN ACCORDANCE WITH THE PROVISIONS OF SECTION 66436(a)3A(-vi) OF THE SUBDIVISION MAP ACT, THE FOLLOWING sIGNATURES HAVE BEEN OMITTED, AS THEIR INTEREST CAN NOT RIPEN INTO A FEE AND SAID SIGNATURES ARE NOT REQUIRED BY THE LOCAL AGENCY.

ER
0EI 22155, PAGE 128
COUNTY.

PURSUANT TO SECTION 66490 OF THE SUBDIVISION MAP ACT, A SOILS REPORT COVERING THE AREA wITHIN THE SUBDIVIsION WAS PREPARED BY GEOTECHNICAL ENGINEERING INVESTIGATION UNDER PROJECT NUMBER 1591-S, DATED JULY 06, 2017, A COPY OF SOILS REPORT IS ON FILE WITH THE CITY OF WEST COVINA DEPARTMENT OF PUBLIC WORKS.

ATTACHMENT NO. 1
SCALE 1"= 40'
SCALE: 1- 40'
NOTES
LEGEND
8 AVENUE
30 FRANDALE
30 60'
60 924 925.
30 30'

0.00'
AVENUE

FRANDALE
30 60
=356
N
C040'05* E
TRACT MAP NO. 74976
INDICATES THE BoUNDARY OF THE

LAND BEING SUBDIVIDED BY THIS MAP
N 8920 10 W
Z2466, M.B. 66
N 8920'40* wBASS OF BEARINGS)
892040* W
BC. EST AT CALC REC ANG (Oe s 47
PRC. EST AT PEC RADIUS (100) DS 7

FRANCISQUITO
N, EST AT CALC REC ANG (900000) & PEC DNST (140 90)
FROM NOIH EC PER TRACT NO 22466, VB 658 PCS 46 & 47
NOTHWG FO.

L=39, 28
rC EST AT PEC PADUS (0 00) REC CISI (573)
NO 7466, MB 63A POS 46 47

NOTHING
cOUNTY OF LOS ANGELES, STATE OF CALIFORNIA,

FOR SUBDIVISION PURPOSES
900108*
R921'05W

IN THE CITY OF VWEST COVINA,
114.77
(10)

BOUNDARY ESTABLISHMENT
6 LOTS
79,568 Sg.Ft. (1.8 ACRES )
ALWOOD
(SEE SHEET 3 HEREON)
2)
4)
(16
N 892040* W
or 12 /1'Y60) PER
152 75
PADIIS / 1O 00) & REC DIST (4497)
AVENUE
/RNO 22466. MB 638 POS. 46 & 47
BC. ESI. AT CALC REC ANG. (8959'15") & REC. DIST. (260.01") ): FROU FRANCISQUTO AVENUE PER TRACT NO. 24813, MB 65, PGS 69 & 70. NOTHING FD. SET SAW LS. 9195 PRC Fsr AT REC RADIUS (30.00) & REC DIST (44 97')
ROM NOR THEASI BC PER TRACI NO 24813, MB. 65, PGS 69 & 70 NOTHING FD. SET SAW I s grg5 STREET
18315'
, 23r PEe TRACT NO 24813 MB 651, PGS 69 & 70,
NOTHING FD, SET SAW LS 9195
INT, EST AT CALC KANeMR KSt POS 6o A 20
NO HING ED. SEI SAw LS 9195
6|0'
' MOE STRIP FOR SIREET

RIGHT OF WAY DEDICA TED HEREON
L=2357
l=2355"
408 15
045*
26752' -
191.15
FD. L&T NO REF. IN

CROSS GUTTER ON C/
36753
FD. L&T. STAMPED LS 23.

NO REE, ON CA PROD.
8 22
w22
60 PER SAID TRACT
Ey LINE OF LOr g - L0T 1 PER
DRIVE
60 CRAIG
8 DRIVE
SHEET 2 OF 3 SHEETS
(5) TRACT NO 22466 MB 638 PCS 46 & 47
30 CRAIG
NWIy COR. oF LOT 11 PER TRACT NO. 22466, MB 638
POS, 46 & 47, NOTHING FD, SET 29P. LS 9195
NEly COR OF LOT I1 PER TRACT NO 22466, MB. 638 PCS 46 & 47 £ST. AT CALC REC ANG. (8959'15') & REC DIST. (165 00) FROW FRANDALE AVENUE PER SAID TRAC, NOTHING FD, SET 2P. LS 9195 30 M.

NWIy COR. OF LOT 1 PER TRACT NO. 24813, MB. 651, PGS, 69 & 70.

ESI. BY INT. HOL DING CALC REC ANG (900045) & REC DST (191 15) FROM SEly PER SAID TRACT, NOTHING FD, SET 2°P, LS 9195
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LEGEND
30 AVENUE

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30 60'

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LAND BEING SUBDIvDED BY THIS MAP
30 TRACT MAP NO. 74976
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COUNTY OF LOS ANGELES, STATE OF CALIFORNIA,

FOR SUBDIVISION PURPOSES
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IN THE CITY OF WEST COVINA,
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9,632 Sq.Ft.

LOT 3
9,461 Sq.Ft.

LOT 2
9,461 Sq.Ft.

LOT 1
9,649 Sq.Ft.

95.00 110.01
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LOT 6
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21,271 Sq.Ft.
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260.01'
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25750
250
SHEET3 OF 3 SHEETS
AGENDA ITEM NO. 4

THE NOTICE OF COMPLETION FOR THE STREET SWEEPING SIGNAGE INSTALLATION PROJECT – PROJECT NO. 25015
RECOMMENDATION:

It is recommended that the City Council:

1. Accept the work performed by Square Signs LLC DBA Front Signs for the Street Sweeping Signage Installation Project (Project No. 25015), with a final contract amount of $389,105.23; and

2. Authorize the Acting City Manager and Deputy City Clerk to execute the Notice of Completion and file the Notice of Completion with the County of Los Angeles Registrar-Recorder; and

3. Authorize the Acting City Manager to release retention once appropriate.

BACKGROUND:

On October 15, 2024, the City Council awarded a construction services agreement totaling $351,095.00 to Square Signs LLC DBA Front Signs, for the Street Sweeping Signage Installation Project (Project No. 25015). The project construction budget also includes a contingency budget of $52,664.25 (15% of awarded amount) for any unforeseen conditions as necessary. The total established construction budget was $403,759.25.

The work consisted of furnishing all materials, equipment, tools, labor, and incidentals as described in detail in the Bidding and Contract Documents, Plans and Specifications to construct the project. Major work components included installation of street sweeping restriction signage throughout the City.

Signage was installed on existing streetlights, existing signposts, or on new Unistrut signposts which were installed in either concrete or dirt.

DISCUSSION:

All required improvements were constructed in conformance with the approved plans and specifications.

The work was performed within the contractually specified duration and to the City Engineer’s satisfaction. Construction costs totaled $385,105.23, which is within the approved construction budget.

The City retains five percent (5%) of each payment to the contractor as retention to ensure payment to subcontractors and material suppliers before final payment to the contractor. The City Council’s acceptance of the project and the City's recordation of the Notice of Completion trigger timeframes within acceptance of the project and the City's recordation of the Notice of Completion trigger timeframes within which subcontractors or material suppliers must file claims for payment if they have not been paid by the contractor.

If no claims are filed within 35 days of the filing of the Notice of Completion, the City will release retention and any remaining amount due to the contractor.

LEGAL REVIEW:

The City Attorney's Office has reviewed the staff report.

OPTIONS:

The City Council has the following options:

1. Approve Staff's recommendation; or

2. Provide alternative direction.

Prepared by: Robert Ortega, CIP Project Manager
Additional Approval: Roxanne E. Lerma, Assistant City Manager Fiscal Impact
FISCAL IMPACT:

Construction Cost $351,095.00
Contingency Budget allowance authorization to
staff to utilize for unforeseen conditions as
necessary (15%)
$52,664.25
Total Construction Budget $403,759.25
Actual Expenditures $389,105.23
(Over)/Under Budget $14,654.02
Account 197.503.80.85.00.00.72.72000. C25015
Attachments
Attachment No.1 - Street Sweeping NOC
CITY COUNCIL GOALS & OBJECTIVES: A Creative and Active Community A Well-Planned Community
Enhance City Image and Effectiveness

RECORDING REQUESTED BY
AND WHEN RECORDED MAIL TO:

City Clerk
City of West Covina
1444 W. Garvey Ave. S.

West Covina, CA 91790
EXEMPT FROM RECORDING FEES –
GOVERNMENT CODE §§ 6103, 27383
SPACE ABOVE LINE FOR RECORDER’S USE ONLY

NOTICE OF COMPLETION
(California Civil Code § 9204)
NOTICE IS HEREBY GIVEN THAT:

1. Name and Address of Owner. The City of West Covina (“City”), a municipal corporation, whose address is 1444 W. Garvey Ave. S., West Covina, CA 91790, is the fee owner of the public work of improvement described herein and of the property containing said public work of improvement.

2. Description of Public Work of Improvement. The public work of improvement is the project known as:

Street Sweeping Signage Installation (Project No. 25015)).

3. Location of Public Work of Improvement. The public work of improvement is generally located at:

Multiple Locations – Citywide.

4. Award of Contract; Contractor. On October 15, 2024, the City awarded a contract to construct the public work of improvement to Square Signs LLC DBA Front Sign, 3520 Valhalla Dr., Burbank, CA 91505.

5. Date of Completion. The public work of improvement was completed to the satisfaction of the City Engineer on: October 24, 2025.

6. Date of Acceptance. The City Council accepted the public work of improvement on November 18, 2025.
_______________________________________
Milan Mrakich, Acting City Manager Date
City of West Covina

VERIFICATION
I, the undersigned, say: I am the Deputy City Clerk of the City of West Covina, the declarant of the foregoing Notice of Completion; I have read said Notice of Completion and know the contents thereof; the same is true of my own knowledge. I declare under penalty of perjury that the foregoing is true and correct.

Executed on _____________________, at West Covina, California. _______________________________
Monique S. De La Rosa
Deputy City Clerk
ATTACHMENT NO.1
AGENDA ITEM NO. 5

THE CITY AND THE CITY OF WEST COVINA MID-MANAGEMENT EMPLOYEES'

ASSOCIATION (MMEA)
RECOMMENDATION:

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

RESOLUTION NO. 2025-086 - A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

WEST COVINA, CALIFORNIA, APPROVING THE MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY AND THE CITY OF WEST COVINA MID-MANAGEMENT EMPLOYEES' ASSOCIATION (MMEA) 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 Mid-Management Employees' Association (MMEA) expired on June 30, 2024. City Management and representatives for the MMEA 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 MMEA 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.

1. Salary Schedule
4-year term (July 1, 2024 - June 30, 2028)
One-time NonPERSable Pay - Within 30 days after City Council approval of the MOU, employees shall receive a one-time non-PERSable pay of $700.00 pro-rata, based upon date-of-hire effective July 1, 2024. The employees will receive the one-time payment on a date-of-hire effective July 1, 2024. The employees will receive the one-time payment on a check separate from their regular paycheck.

Effective July 1, 2025: 2% across the board COLA and 3% Step 6 added* Effective July 1, 2026: 2% across the board COLA and 3% Step 7 added* Effective 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.

Salary Administration: Article Ill B shall be revised to the following: "All step increases and extra compensation shall be made effective at the start of the next regular pay period."

2. 3. Bilingual Allowance: Reference to "Communication Supervisors only" shall be removed.

Compensation Time: Compensatory time off (Comp Time) shall be capped at 120 hours. Any accrued Comp Time in excess of 120 hours shall be paid out within 30 days of accrual. The prior provision allowing for accumulation or use of Comp Time beyond this limit is eliminated.

4. Overtime Policy:

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

Overtime will be paid upon earning and compensatory time will no longer be an option to accrue. Article Three, Section VII, Use of Compensatory Time, will be removed.

Accrued compensatory time will be paid out as of June 30, 2025.

5. Uniform Requirements: The following positions shall be added under Article Four, Section XI.

Uniform Requirements:

6. Forensic Supervisor
Code Enforcement Supervisor
Records Supervisor
Records Manager
Sick Leave Payoff Upon Termination: Sick Leave is only paid upon termination to those hired prior to July 1, 2018. This supersedes Section 10.5.E in the Personnel Rules or its equivalent/successor language.

7. Sick Leave Annual Payoff Program: Will only be made available to employees hired before July 1, 2025.

8. Administrative Leave: The position of Deputy Fire Marshal will be added to Article Five, Section III, C. Communications Supervisors-In Lieu of Administrative Leave.

9. 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 Fiscal Impact
FISCAL IMPACT:

The approximate fiscal impacts are for FY 2025-26 $66,911, FY 2026-27 $135,160, and FY 2027-28 $204,773 for a total of $406,844.

Attachments
Attachment No. 1 - Resolution No. 2025-86
CITY COUNCIL GOALS & OBJECTIVES: Achieve Fiscal Sustainability and Financial Stability Maintain Good Intergovernmental Relations
Expand Economic Development Opportunities
ATTACHMENT NO. 1
RESOLUTION NO. 2025-86

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

WEST COVINA, CALIFORNIA, APPROVING THE

MEMORANDUM OF UNDERSTANDING BETWEEN THE
CITY AND THE CITY OF WEST COVINA MIDMANAGEMENT EMPLOYEES’ ASSOCIATION (MMEA) 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 City of West Covina Mid-Management Association (MMEA) expired on June 30, 2024; and
WHEREAS, the City and the MMEA 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-Milias-Brown Act (California Government Code section 3500 et seq.); and
WHEREAS, the City and MMEA 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 City Council hereby approves the Memorandum of Understanding between the City and the City of West Covina Mid-Management Employees’ Association (MMEA), attached hereto as Exhibit “A.” SECTION 2. The City Council authorizes the Acting City Manager 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.

APPROVED AND ADOPTED this 18th day of November, 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. 2025-86 was duly adopted by the City Council of the City of West Covina, California, at a regular meeting thereof held on the 18th day of November, 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
13063789.1 WE020-099

MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF WEST COVINA
AND

CITY OF WEST COVINA

MID-MANAGEMENT EMPLOYEES' ASSOCIATION
JULY 1, 2024 THROUGH JUNE 30, 2028
13063789.1 WE020-099

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 24
ARTICLE SIX GENERAL PROVISIONS 40
SIGNATURE PAGE 43
APPENDIX “A” MID-MANAGEMENT EMPLOYEE UNIT
JOB TITLES/CLASSIFICATIONS 44
APPENDIX “B” MIDDLE MANAGEMENT SALARY SCHEDULE 45
13063789.1 WE020-099 1

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 Representatives of the West Covina MidManagement Employees Association, (hereinafter referred to as "Association"), representing the Mid-Management Unit Employees; and pursuant to Government Code 3500, as amended, et seq., and hereby satisfies the City's duty to meet and confer with the Association during the life of this agreement.

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. WCMMEA Recognized Employee Organization — Mid-Management Unit Employees
Pursuant to the previsions 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 representatives of the WCMMEA as the exclusive recognized employee organization on behalf of all fulltime salaried Mid-Management Unit employees of the City of West Covina.

B. Exclusions
Those classifications and positions excluded include employees designated as management, general, public safety, or hourly.

C. Classifications Recognized
Specific classifications recognized by the City of West Covina being represented by the West Covina Mid-Management Employees Association listed in Appendix "A" of this agreement.
13063789.1 WE020-099 2
IV. ASSOCIATION AND EMPLOYEE RIGHTS AND RESPONSIBILITIES A. Association and Employee Rights
The City and the Association shall comply with the provisions of Government Code 3500, as amended, or any subsequent State law governing meet and confer rights of employee organizations. The parties further agree that during 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
The City shall, during the term of this Agreement, and in a manner consistent with applicable law, deduct monies for membership dues on a semi-monthly basis (over 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 folios approved by the City.

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 semi-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, Art. V, Sec. 2-205 through 2-228, and Personnel Rules, as amended.

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.
13063789.1 WE020-099 3

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 teams 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 assigned merit 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 Associations 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 pen-nit the Association to use certain designated bulletin boards approved by management located at City facilities to post Association related information including reasonable use of e-mail or fax.

2. The Association agrees 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 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. 2-205-216, and Personnel Rules, as amended, and including but not limited to the following rights:
13063789.1 WE020-099 4

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.

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.
13063789.1 WE020-099 5

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
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. 13063789.1 WE020-099 6
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 of 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 on 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 CU) 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. 13063789.1 WE020-099 7

ARTICLE TWO

SALARIES AND COMPENSATION
I. SALARY SCHEDULE
Effective within thirty (30) days after City Council approval of this MOU, members of the Mid-Management bargaining unit shall receive a one-time, non-PERSable payment of seven hundred dollars ($700.00) pro-rata, based upon date-of-hire effective July 1, 2024. The bargaining unit members will receive this one-time payment on a check separate from their regular paycheck.

Effective the first full pay period following July 1, 2025, a two percent (2%) COLA shall be applied to all Mid-Management 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 the first full pay period following July 1, 2026, a two percent (2%) COLA shall be applied to all Mid-Management 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 the first full pay period following July 1, 2027, a two percent (2%) COLA shall be applied to all Mid-Management 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.
13063789.1 WE020-099 8
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
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, differentials, and bonuses.

F. Y-Rating

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.

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 a job rehabilitation shall be Y-rated upon written agreement and mutual consent between the affected employee and the City.

IV. Deferred Compensation
A. Mid-Management Unit Employees

1. The City shall contribute for each Mid-Management unit employee, one hundred fifty dollars ($150.00) per month to a deferred compensation plan.

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

3. 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 eligible unit employees to receive bilingual pay, who have been certified by the Human Resources 13063789.1 WE020-099 9
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 or crew will receive bilingual pay, unless it is determined by the department head that such 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

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 be paid 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 if the position is vacant. Such acting appointment made to a higher class or position occupied by a person 13063789.1 WE020-099 10
on a temporary leave or disability shall not exceed twelve (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 no 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 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 duties, compensation and privileges as if he/she had continued his/her duties in his/her regular classification.

B. Compensation

1. Employees
All Unit employees serving in an acting status, will be paid five percent (5%) above their base salary immediately effective upon the City Manager’s approval, provided such acting appointments are made in writing by Management with a copy to the Human Resources Department.

2. 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 create 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
Tier One “Classic” PERS Members – 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 13063789.1 WE020-099 11
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.

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.

Tier Two “Classic” PERS Members – 2% at age 60
Unit members classified as miscellaneous employees by PERS hired between January 1, 2011, and January 1, 2013, or having reciprocity with another PERS agency 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 pretax 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.
“New” PERS Members – 2% at age 62
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
As of July 1, 2023, classic and new members shall pay an additional 3% 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. 13063789.1 WE020-099 12

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 PERIODS
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 days.

B. Work Schedules — Unit Employees

1. It is understood that City Hall will remain open Monday through Thursday, except for holidays, as set forth in this agreement.

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

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

D. 9/80 Work Schedule and Work Week
9/80 work schedule shall consist of a 7-day work period of 40 hours as follows:

Employees working a 9/80 work schedule will have a regular day off every other week as determined by the City. 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 Week— Fixed and Regularly Recurring
The work weeks shall be fixed and regularly recurring 7-day work weeks as set forth in the aforementioned section.
13063789.1 WE020-099 13
III. TIME WORKED
A. Maximum Time Worked — 7-Day Work Period
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.

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

V. 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
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.

VI. OVERTIME - COMMUNICATIONS SUPERVISOR AND DEPUTY FIRE MARSHAL A. Overtime Policy
It is the policy of the City of West Covina to avoid the necessity for overtime work whenever possible. However, when overtime is necessary for employees who are eligible for overtime and not administrative leave and when approved by supervisor 13063789.1 WE020-099 14
or manger, payment will be paid or compensatory time accrued attime and one- half for all hours worked in excess of the normal daily work shift. Jury duty shall be considered hours worked.

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 which calls for immediate action, as determined by management.

VII. USE OF COMPENSATION TIME- COMMUNICATION SUPERVISOR AND DEPUTY

FIRE MARSHALL
A.. Compensatory Time Off
Compensatory time off shall be capped at one hundred (120) hours. Any Accrued Comp Time in excess of 120 hours shall be paid out within 30 days of accrual. The prior provision allowing for accumulation or use of Comp Time beyond this limit is hereby eliminated.

VIII. TIME WORK INCREMENTS — COMMUNICATIONS SUPERVISOR AND DEPUTY

FIRE MARSHAL
E. Increments — Less Than One Hour

1. All authorized time worked which is beyond the 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. 13063789.1 WE020-099 15
F. Increments Over One Hour
Any time work increments which are over one hour shall be compensated in the same procedure as mentioned herein.

IX. OVERTIME "COMPENSATORY TIME" ACCUMULATED AND PAYMENT - COMMUNICATIONS SUPERVISOR AND DEPUTY FIRE MARSHAL
Effective within thirty (30) days after City Council approval of this MOU, the ability to accumulate compensatory time off shall be eliminated, and all accumulated compensatory time which has not been utilized shall be paid off on a straight time basis at the employee's rate of pay.

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

XI. 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 as directed by management.

3. Unit employees required to serve on stand-by for a period of one week (7 calendar days) will be compensated with ten (10) hours of pay. Those employees on the stand-by schedule who serve less than seven (7) calendar days will be compensated on a pro-rata basis at the rate of 1.43 hours per day served.

C. Court Standby "On-Call"
13063789.1 WE020-099 16
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.

XII. CALL-BACK COMPENSATION
Communications Supervisors and Deputy Fire Marshal Call-Back Communications Supervisors and Deputy Fire Marshal required to return to work while on regularly scheduled time off, shall receive a minimum of two (2) hours pay at the rate of time-and-one-half.

XIII. COMMUNICATIONS SUPERVISORS COURT STAND-BY
A. Compensation Per Occurrence
Communications Supervisors who are placed on stand-by by the courts shall be paid forty dollars ($40) per occurrence provided such stand-by occurs outside of the employee's regular assigned work shift.

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 13063789.1 WE020-099 17
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 I hilt 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 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 13063789.1 WE020-099 18
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 cafeteria 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 cafeteria amount shall be $62.23.

C. Vision Insurance
In addition to the above amounts for medical and dental insurance, the cafeteria amount shall also include the employee and family monthly cost for vision insurance.

III. RETIREE HEALTH BENEFIT — CITY'S MONTHLY CONTRIBUTION A. City Contribution Amount
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.

IV. 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.

V. EMPLOYEE HEALTH BENEFITS COMMITTEE
A. New Health Benefit Plan — Meet and Confer
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.
13063789.1 WE020-099 19
VI. RETIREE HEALTH SAVINGS PLAN
** The RHS Plan will be 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
13063789.1 WE020-099 20

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

3. A 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 62th birthday, whichever comes first. Unit employees who are age 62 within the first six months of the program shall have six months beyond their 62th birthday to retire before losing any lump sum entitlement.

5. Employees working beyond the sunset provisions under section C4 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 Amount of
As of 7/1/07 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.

VII. 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 who participate in the Plan.

VIII. LIFE INSURANCE
A. Term Policy - Mid-Management Unit Employees
The City shall provide all mid-management unit employees a term life insurance policy in the amount of $100,000 while employed and a post-retirement death benefit of $10,000.
13063789.1 WE020-099 21
IX. 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 $5,000 per month. Coverage becomes effective on the later of: 1) 180 days; or 2) the date your accumulated sick leave payments end, if applicable.

Coverage after 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 Risk Management Department.

X. UNIFORM ALLLOWANCE
Senior Code Enforcement Officers, Communications Supervisors, Deputy Fire Marshals, Forensic Specialist Supervisors, Code Enforcement Supervisors, Records Supervisors, Records Manager and the Communication Managers shall receive a Uniform Allowance of six hundred dollars ($600) per year. Such allowance shall be paid in the month of January of each year.

XI. UNIFORM REQUIREMENTS
Unit employees who are required to wear uniforms or who are provided uniform allowance must wear 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.

XII. TUITION REIMBURSEMENT PROGRAM
A. Maximum Reimbursement — Mid-Management Employees
Mid-Management unit employees' 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 are set forth in Administrative Policy approved on August 13, 1992, and as amended thereafter.

C. Reimburse City If Terminate Within Two Years — Mid-Management Employee

1. Any Mid-Management employee who received tuition reimbursement and terminates (excluding layoffs) within two (2) years after receiving reimbursement must pay back reimbursed monies to City at termination. 13063789.1 WE020-099 22

2. Mid-Management employee reimbursement shall be based on pro-rated monthly basis over a 24-month period.

XIII. 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 the rate 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 amended thereafter.

XIV. STATE DISABILITY INSURANCE
The City agrees to make available at the employee's expense, SDI as provided through the State of California. This provision is new for FY 2014-2015 and will be implemented within 30 days of passage by the City Council.

XV. 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: a) denial of requested benefits; and/or b) disciplinary action up to and including termination.

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
13063789.1 WE020-099 23

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 holiday 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 1st on their normal work day(s) will receive holiday compensatory time off or holiday pay based on actual hours worked up to a maximum of forty (40) hours. Communications Supervisors may earn up to sixty (60) hours of holiday compensatory time off or holiday pay based on actual hours worked.

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 holiday 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.

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
13063789.1 WE020-099 24

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. Communications Supervisors Working on Fixed Holidays

1. Communications Supervisors who work on a fixed holiday shall earn holiday pay or holiday compensatory time, on the basis of one (1) hour pay or one (1) hour holiday compensatory time for each hour worked up to a maximum of twelve (12) hours for that holiday. Banked holiday compensatory time shall not exceed 120 hours.

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

1. In addition to the City's fixed holidays, Mid-Management 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. If an employee is unable to use Floating Holiday leave due to work urgency, industrial injury, extended medical leave, special or pre-scheduled leave as authorized by management, the City Manager can authorize to carry over unused holiday leave balance for a period not to exceed six (6) months per fiscal year.

D. Floating Holiday Leave

1. 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.

2. New employees appointed after the beginning of the calendar year are entitled to floating holiday leave at a rate of 1.54 hours per pay period of full-time employment.

E. 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.
13063789.1 WE020-099 25
F. Floating Holiday Leave — Terminating Employees

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 1.54 hours per pay period of full time employment in the current calendar year.

2. If the terminating employees have taken more floating holiday leave time than they are 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.

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

H. 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, holiday compensatory time, jury duty, and injured on duty.

I. 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.

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

J. Holidays Occurring on Regular Scheduled Day Off
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 leave time for the holiday based on the employee's regular work schedule. This time can be taken as either ten (10) hours "holiday in lieu" leave time or pay, at straight time at the employee's hourly rate of pay, at the discretion of the employee.

K. Holiday Scheduling
The City reserves the right to require employees to work on fixed holidays. 13063789.1 WE020-099 26
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 — 12* 3.08 6.67 240
13 —108 4.62 10.00 280
109 —120 4.92 10.67 288
121— 132 5.23 11.33 296
133 — 144 5.54 12.00 304
145 — 156 5.85 12.67 312
157 + 6.15 13.33 320
* At completion of 12 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, and is not eligible to cash out vacation leave per the provisions of this Section, the Human Resources Director shall 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. 13063789.1 WE020-099 27
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

1. Eligibility
Upon request of the employee and the department head and with approval of the City Manager, in order to address unusual or emergency conditions, an employee 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, except as otherwise provided herein.

2. Mid-Management Unit Employees
a. Mid-Management Unit employees with less than five (5) years City service, exempt or non-exempt, may receive payment in lieu of up to eighty (80) hours of accumulated vacation time in any one fiscal year upon filing a written request with the Finance Department five days prior to requested date of issuance of the check, upon approval of their department head.
b. Mid-Management Unit employees with five (5) or more years of City service, exempt or non-exempt, may receive payment in lieu of up to one hundred twenty 120 hours accumulated vacation time in any one fiscal year upon filing a written request with the Finance Department five (5) days prior to requested date of issuance of the check, upon approval of their department head.
c. Employees must have a minimum of one hundred (160) hours of accumulated vacation hours to buy back vacation leave.
d. Vacation buy back may only occur twice during any fiscal 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

1. New employees — Upon completion of six (6) consecutive months of fulltime 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.

2. Each Mid-Management employee shall be granted an additional forty (40) hours of vacation leave with pay, upon completion of one year of employment, at the employee's first anniversary date. Additional vacation, 13063789.1 WE020-099 28
based on length of service, will accrue pursuant to these rules (see Article Five, Section II-B chart.)
III. ADMINISTRATIVE LEAVE — MID-MANAGEMENT
A. Amount of Administrative Leave
Mid-Management Unit employees, except Communications Supervisors and Deputy Fire Marshal, are eligible for a minimum of sixty (60) hours per year of Administrative Leave, pro-rata, based upon date-of-hire or entrance into a midmanagement position effective January 1 of each year.

B. Additional Administrative Leave — Mid-Management Only Additional Administrative Leave, based on the member's annual vacation earnings, may be granted by the Department Head. Such additional leave shall be calculated at the rate of up to twenty-five percent (25%) of the employee's annual earned vacation rate as of January 1 of each year.

C. Communications Supervisors and Deputy Fire Marshal — In Lieu of Administrative Leave

1. In lieu of Administrative Leave, Communications Supervisors and Deputy Fire Marshal shall receive overtime in accordance with the provisions of Article Three, Section V and VI.

D. Administrative Leave Policy
Employees may submit a request to the City Manager to carry over a maximum of forty (40) hours of unused Administrative Leave to the next calendar year; which must be used within six (6) months. Approval of requests are sole discretion of the City Manager.

IV. SICK LEAVE
A. Sick Leave Benefit
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 frill-time service, each City employee shall accrue 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 hours in a pay period, he/she shall continue to accrue hours of credit for sick leave with pay.
13063789.1 WE020-099 29

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
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.

1. Upon reemployment, an employee who has separated employment in good standing will have sick leave time reinstated in 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 only be made available to unit employees hired before July 1, 2025 and is administered as follows:

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 eligible to be cashed each calendar year at the employee's current 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.

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

7. Employee 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.
13063789.1 WE020-099 30

8. 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 Termination
Sick leave is only paid upon termination to those Mid-Management employees hired before July 1, 2018. This supersedes Section 10.5.E in the Personnel Rules or its equivalent/successor language. Such payment will be for one third (1/3) of all sick leave accrued to the time of such termination at current compensation to a maximum of 400 hours and the remaining sick leave hours may be converted to CalPERS service credit as pursuant to CalPERS regulations. For those employees hired on or after July 1, 2018, such employees may covert unused sick leave hours upon termination to CalPERS service credit as pursuant to CalPERS regulations.

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.

Employees may use sick leave for medical, dental, and vision care appointments but are encouraged to schedule such appointments that are non-emergency or routine on regular days off when possible. When using sick leave for non-emergency medical, dental, and vision care appointments employees will provide as much advanced notice as possible to the supervisor and attempt to schedule the appointments at a time so as to be the least disruptive to the work operations i.e. at the beginning or end of the shift.

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.
13063789.1 WE020-099 31
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 spouse, domestic partner, parent, grandparent, brother, sister, child, stepchild, grandchild, and in-laws.

H. Temporary Disability

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 alder the City's physician has determined that the employee can no longer perform the duties of his/her or an alternate position.
13063789.1 WE020-099 32
V. 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.

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 here.

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 Workers' 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 13063789.1 WE020-099 33
determinations provided for in this section shall be made to the City Manager, whose decision shall be final.

VI. 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 of proof may be requested.

VII. MILITARY LEAVE
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.
13063789.1 WE020-099 34

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.

VIII. JURY DUTY
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 a maximum of one hundred sixty (160) hours paid leave for such purposes during any three (3) consecutive years of employment. 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.

IX. 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 four months. 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 twelve (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 13063789.1 WE020-099 35
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, holiday 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.

2. More specific details on the Family Medical Leave Policy is set forth in the City's Administrative Policy on the subject (dated 1/3/94 & 4/6/94) and as amended thereafter and City Personnel Rules.

X. 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 (6) 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.

XI. 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 circumstances.

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 13063789.1 WE020-099 36
Council or City Manager to an employee, who immediately preceding the effective date of such leave, shall have completed at least one (1) 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.

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 13063789.1 WE020-099 37
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.

XII. FAILURE TO RETURN FROM LEAVE
A. 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 of that employee, unless such leave is extended as approved by management for mitigating circumstances.

B. The City reserves the right to revoke or cancel any authorized leave for reasons, which the City finds to be sufficient.

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 13063789.1 WE020-099 38
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 Memorandums of Understanding, oral or written, expressed or implied, between the parties, and shall govern their entire relationship of 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.

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. 13063789.1 WE020-099 39
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. NOTICE OF FUTURE MEET AND CONFER
The City of West Covina and the Association shall endeavor to meet and confer five (5) months prior to the expiration of the current MOU.

VII. 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 in the form of a resolution by 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 each Association.

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 , 2025.

D. Term of 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. 13063789.1 WE020-099

PARTIES TO THE AGREEMENT

MID-MANAGEMENT EMPLOYEES' ASSOCIATION
__________________________ __________________________
Name Date
President
__________________________ __________________________
Name Date
Vice President
__________________________ __________________________
Name Date
Treasurer
__________________________ __________________________
Name Date
Secretary

CITY OF WEST COVINA
__________________________ __________________________
Paulina Morales Date
City Manager
Laura Drottz Kalty
Lead Negotiator Date
APPROVED AS TO FORM:
__________________________ __________________________
Thomas Duarte Date
City Attorney
ATTEST:
__________________________ __________________________
Lisa Sherrick Date
Assistant City Clerk
13063789.1 WE02-099
APPENDIX “A”

CITY OF WEST COVINA MID-MANAGEMENT EMPLOYEE UNIT
The following are those classifications that have been recognized by the City to be assigned to the Mid-Management Unit:

JOB TITLES/CLASSIFICATIONS
Accounting Manager
Assistant Finance Director
Assistant to the City Manager
Code Enforcement Manager Code
Enforcement Supervisor
Communications Manager *
Communications Supervisor *
Community Services Manager
Deputy Community Development Director
Deputy Community Services Director
Deputy Fire Marshal *
Deputy Director of Public Works
Economic Development/Housing Manager
Economic Development Project
Coordinator Fire Marshall
Forensic Specialist Supervisor
Human Resources Manager
Information Technology Manager
Management Analyst I, II
Human Resources Analyst I, II
Park Maintenance Supervisor
Planning Manager
Police Administrative Services Manager
Police Records Supervisor
Police Records Manager
Principal Planner
Project Manager
Public Services Manager
Public Works Superintendent
Purchasing Manager
Recreation Services Supervisor Recreation
Superintendent
Senior Citizens Services Supervisor Senior
Human Resources Analyst
Senior Planner
Street Maintenance Supervisor
* Communications Managers, Communications Supervisors, and the Deputy Fire Marshal receive overtime pay and do not qualify for Administrative Leave benefits. 44 POSITION TITLE GRADE CODE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 ACCOUNTING MANAGER MM21 $7,234 $ 9,768 $ 10,061
ASSISTANT FINANCE DIRECTOR MM31 $12,820 $ 13,461 $ 14,123 $ 14,841 $ 15,584 $ 16,052 ASSISTANT TO THE CITY MANAGER MM25 $7,547 $ 10,190 $ 10,496 CODE ENFORCEMENT MANAGER MM27 $8,164 $ 11,058 $ 11,390
CODE ENFORCEMENT SUPERVISOR MM05 $5,798 $ 7,826 $ 8,061 COMMUNICATIONS MANAGER MM12 $6,740 $ 8,987 $ 9,257
COMMUNICATIONS SUPERVISOR MM03 $5,607 $ 7,574 $ 7,801
COMMUNITY SERVICES MANAGER MM19 $6,739 $ 9,097 $ 9,370
DEPUTY COMM DEVELOPMENT DIRECTOR MM13 $9,276 $ 12,523 $ 12,899 DEPUTY COMM SERVICES DIRECTOR MM07 $8,333 $ 11,251 $ 11,589 DEPUTY FIRE MARSHAL MM14 $6,439 $ 7,826 $ 8,061
DEPUTY DIRECTOR OF PUBLIC WORKS MM33 $10,577 $ 11,134 $ 11,720 $ 12,336 $ 12,986 $ 13,376 ECON DEVELOPMENT PROJECT COORDINATOR MM16 $6,136 $ 8,284 $ 8,533 ECON DEVELOPMENT/HOUSING MANAGER MM26 $8,163 $ 11,022 $ 11,353 FIRE MARSHAL MM25 $7,549 $ 10,190 $ 10,496
FORENSIC SPECIALIST SUPERVISOR MM18 $8,652 $ 9,084 $ 9,538 $ 10,016 $ 10,517 $ 10,833 HUMAN RESOURCES MANAGER MM20 $8,164 $ 11,058 $ 11,390
INFORMATION TECHNOLOGY MANAGER MM28 $8,976 $ 11,342 $ 11,682 MANAGEMENT ANALYST I MM01 $4,929 $ 6,651 $ 6,851
MANAGEMENT ANALYST II MM16 $6,136 $ 8,284 $ 8,533
PARK MAINTENANCE SUPERVISOR MM06 $5,831 $ 7,873 $ 8,109 PLANNING MANAGER MM29 $8,657 $ 11,687 $ 12,038
POLICE ADMIN SERVICES MANAGER MM22 $7,242 $ 9,776 $ 10,069 POLICE RECORDS MANAGER MM18 $8,652 $ 9,084 $ 9,538 $ 10,016 $ 10,517 $ 10,833 POLICE RECORDS SUPERVISOR MM04 $5,789 $ 7,812 $ 8,046
PRINCIPAL PLANNER MM23 $7,280 $ 9,829 $ 10,124
PROJECT MANAGER MM08 $9,139 $ 11,109 $ 11,442
PUBLIC SERVICES MANAGER MM24 $7,541 $ 10,180 $ 10,485
PUBLIC WORKS SUPERINTENDENT MM30 $8,874 $ 11,979 $ 12,338 PURCHASING MANAGER MM17 $6,448 $ 8,707 $ 8,968
RECREATION SERVICES SUPERVISOR MM02 $5,451 $ 7,359 $ 7,580 RECREATION SUPERINTENDENT MM11 $6,607 $ 8,920 $ 9,188
SENIOR CITIZEN'S SERV SUPERVIS MM02 $5,451 $ 7,359 $ 7,580 SENIOR HUMAN RESOURCES ANALYST MM32 $7,142 $ 7,499 $ 7,874 $ 8,268 $ 8,682 $ 8,942 SENIOR PLANNER MM29 $6,343 $ 8,564 $ 8,821
STREET MAINTENANCE SUPERVISOR MM09 $5,942 $ 8,022 $ 8,263 HUMAN RESOURCES ANALYST I MM34 $5,363 $ 7,243 $ 7,460
HUMAN RESOURCES ANALYST II MM08 $5,864 $ 7,916 $ 8,153
*Eligible for Step 6 based on employees hire date/next evaluation date for Fiscal Year 2025-26.

APPENDIX B

MONTHLY PAY RANGE
Effective November 22, 2025 - 2 % COLA , 3% Step 6*
POSITION TITLE GRADE CODE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 ACCOUNTING MANAGER MM21 $ 7,379 $9,963 $10,262 $10,570
ASSISTANT FINANCE DIRECTOR MM31 $ 13,076 $ 13,730 $ 14,405 $ 15,138 $15,896 $16,373 $16,864 ASSISTANT TO THE CITY MANAGER MM25 $ 7,698 $10,394 $10,706 $11,027 CODE ENFORCEMENT MANAGER MM27 $ 8,327 $11,279 $11,618 $11,967 CODE ENFORCEMENT SUPERVISOR MM05 $ 5,914 $7,983 $8,222 $8,469 COMMUNICATIONS MANAGER MM12 $ 6,875 $9,167 $9,442 $9,725 COMMUNICATIONS SUPERVISOR MM03 $ 5,719 $7,725 $7,957 $8,196 COMMUNITY SERVICES MANAGER MM19 $ 6,874 $9,279 $9,557 $9,844 DEPUTY COMM DEVELOPMENT DIRECTOR MM13 $ 9,462 $12,773 $13,157 $13,552 DEPUTY COMM SERVICES DIRECTOR MM07 $ 8,500 $11,476 $11,821 $12,176 DEPUTY FIRE MARSHAL MM14 $ 6,568 $7,983 $8,222 $8,469
DEPUTY DIRECTOR OF PUBLIC WORKS MM33 $ 10,789 $ 11,357 $ 11,954 $ 12,583 $13,246 $13,644 $14,053 ECON DEVELOPMENT PROJECT COORDINATOR MM16 $ 6,259 $8,450 $8,704 $8,965 ECON DEVELOPMENT/HOUSING MANAGER MM26 $ 8,326 $11,242 $11,580 $11,927 FIRE MARSHAL MM25 $ 7,700 $10,394 $10,706 $11,027
FORENSIC SPECIALIST SUPERVISOR MM18 $ 8,825 $ 9,266 $ 9,729 $ 10,216 $10,727 $11,050 $11,382 HUMAN RESOURCES MANAGER MM20 $ 8,327 $11,279 $11,618 $11,967 INFORMATION TECHNOLOGY MANAGER MM28 $ 9,156 $11,569 $11,916 $12,273 MANAGEMENT ANALYST I MM01 $ 5,028 $6,784 $6,988 $7,198
MANAGEMENT ANALYST II MM16 $ 6,259 $8,450 $8,704 $8,965 PARK MAINTENANCE SUPERVISOR MM06 $ 5,948 $8,030 $8,271 $8,519 PLANNING MANAGER MM29 $ 8,830 $11,921 $12,279 $12,647
POLICE ADMIN SERVICES MANAGER MM22 $ 7,387 $9,972 $10,270 $10,578 POLICE RECORDS MANAGER MM18 $ 8,825 $ 9,266 $ 9,729 $ 10,216 $10,727 $11,050 $11,382 POLICE RECORDS SUPERVISOR MM04 $ 5,905 $7,968 $8,207 $8,453 PRINCIPAL PLANNER MM23 $ 7,426 $10,026 $10,326 $10,636
PROJECT MANAGER MM08 $ 9,322 $11,331 $11,671 $12,021
PUBLIC SERVICES MANAGER MM24 $ 7,692 $10,384 $10,695 $11,016 PUBLIC WORKS SUPERINTENDENT MM30 $ 9,051 $12,219 $12,585 $12,963 PURCHASING MANAGER MM17 $ 6,577 $8,881 $9,147 $9,421
RECREATION SERVICES SUPERVISOR MM02 $ 5,560 $7,506 $7,732 $7,964 RECREATION SUPERINTENDENT MM11 $ 6,739 $9,098 $9,372 $9,653 SENIOR CITIZEN'S SERV SUPERVIS MM02 $ 5,560 $7,506 $7,732 $7,964 SENIOR HUMAN RESOURCES ANALYST MM32 $ 7,285 $ 7,649 $ 8,031 $ 8,433 $8,856 $9,121 $9,395 SENIOR PLANNER MM29 $ 6,470 $8,735 $8,997 $9,267
STREET MAINTENANCE SUPERVISOR MM09 $ 6,061 $8,182 $8,428 $8,681 HUMAN RESOURCES ANALYST I MM34 $ 5,470 $7,388 $7,609 $7,837 HUMAN RESOURCES ANALYST II MM08 $ 5,981 $8,074 $8,316 $8,565

MONTHLY PAY RANGE
Effective July 4, 2026 - 2 % COLA , 3% Step 7

APPENDIX B
POSITION TITLE GRADE CODE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ACCOUNTING MANAGER MM21 $ 7,527 $ 10,162 $ 10,467 $ 10,781 $ 11,104 ASSISTANT FINANCE DIRECTOR MM31 $ 13,338 $ 14,005 $ 14,693 $ 15,441 $ 16,214 $ 16,700 $ 17,201 $ 17,717 ASSISTANT TO THE CITY MANAGER MM25 $ 7,852 $ 10,602 $ 10,920 $ 11,248 $ 11,585 CODE ENFORCEMENT MANAGER MM27 $ 8,494 $ 11,505 $ 11,850 $ 12,206 $ 12,572 CODE ENFORCEMENT SUPERVISOR MM05 $ 6,032 $ 8,143 $ 8,386 $ 8,638 $ 8,897 COMMUNICATIONS MANAGER MM12 $ 7,013 $ 9,350 $ 9,631 $ 9,920 $ 10,218 COMMUNICATIONS SUPERVISOR MM03 $ 5,833 $ 7,880 $ 8,116 $ 8,360 $ 8,611 COMMUNITY SERVICES MANAGER MM19 $ 7,011 $ 9,465 $ 9,748 $ 10,041 $ 10,342 DEPUTY COMM DEVELOPMENT DIRECTOR MM13 $ 9,651 $ 13,028 $ 13,420 $ 13,823 $ 14,238 DEPUTY COMM SERVICES DIRECTOR MM07 $ 8,670 $ 11,706 $ 12,057 $ 12,420 $ 12,793 DEPUTY FIRE MARSHAL MM14 $ 6,699 $ 8,143 $ 8,386 $ 8,638 $ 8,897 DEPUTY DIRECTOR OF PUBLIC WORKS MM33 $ 11,005 $ 11,584 $ 12,193 $ 12,835 $ 13,511 $ 13,917 $ 14,334 $ 14,764 ECON DEVELOPMENT PROJECT COORDINATOR MM16 $ 6,384 $ 8,619 $ 8,878 $ 9,144 $ 9,418 ECON DEVELOPMENT/HOUSING MANAGER MM26 $ 8,493 $ 11,467 $ 11,812 $ 12,166 $ 12,531 FIRE MARSHAL MM25 $ 7,854 $ 10,602 $ 10,920 $ 11,248 $ 11,585 FORENSIC SPECIALIST SUPERVISOR MM18 $ 9,002 $ 9,451 $ 9,924 $ 10,420 $ 10,942 $ 11,271 $ 11,610 $ 11,958 HUMAN RESOURCES MANAGER MM20 $ 8,494 $ 11,505 $ 11,850 $ 12,206 $ 12,572 INFORMATION TECHNOLOGY MANAGER MM28 $ 9,339 $ 11,800 $ 12,154 $ 12,518 $ 12,894 MANAGEMENT ANALYST I MM01 $ 5,129 $ 6,920 $ 7,128 $ 7,342 $ 7,562 MANAGEMENT ANALYST II MM16 $ 6,384 $ 8,619 $ 8,878 $ 9,144 $ 9,418 PARK MAINTENANCE SUPERVISOR MM06 $ 6,067 $ 8,191 $ 8,436 $ 8,689 $ 8,950 PLANNING MANAGER MM29 $ 9,007 $ 12,159 $ 12,525 $ 12,900 $ 13,287 POLICE ADMIN SERVICES MANAGER MM22 $ 7,535 $ 10,171 $ 10,475 $ 10,790 $ 11,114 POLICE RECORDS MANAGER MM18 $ 9,002 $ 9,451 $ 9,924 $ 10,420 $ 10,942 $ 11,271 $ 11,610 $ 11,958 POLICE RECORDS SUPERVISOR MM04 $ 6,023 $ 8,127 $ 8,371 $ 8,622 $ 8,881 PRINCIPAL PLANNER MM23 $ 7,575 $ 10,227 $ 10,533 $ 10,849 $ 11,174 PROJECT MANAGER MM08 $ 9,508 $ 11,558 $ 11,904 $ 12,261 $ 12,629 PUBLIC SERVICES MANAGER MM24 $ 7,846 $ 10,592 $ 10,909 $ 11,236 $ 11,573 PUBLIC WORKS SUPERINTENDENT MM30 $ 9,232 $ 12,463 $ 12,837 $ 13,222 $ 13,619 PURCHASING MANAGER MM17 $ 6,709 $ 9,059 $ 9,330 $ 9,609 $ 9,897 RECREATION SERVICES SUPERVISOR MM02 $ 5,671 $ 7,656 $ 7,887 $ 8,123 $ 8,367 RECREATION SUPERINTENDENT MM11 $ 6,874 $ 9,280 $ 9,559 $ 9,846 $ 10,141 SENIOR CITIZEN'S SERV SUPERVIS MM02 $ 5,671 $ 7,656 $ 7,887 $ 8,123 $ 8,367 SENIOR HUMAN RESOURCES ANALYST MM32 $ 7,431 $ 7,802 $ 8,192 $ 8,602 $ 9,033 $ 9,303 $ 9,583 $ 9,870 SENIOR PLANNER MM29 $ 6,599 $ 8,910 $ 9,177 $ 9,452 $ 9,736 STREET MAINTENANCE SUPERVISOR MM09 $ 6,182 $ 8,346 $ 8,597 $ 8,855 $ 9,121 HUMAN RESOURCES ANALYST I MM34 $ 5,579 $ 7,536 $ 7,761 $ 7,994 $ 8,234 HUMAN RESOURCES ANALYST II MM08 $ 6,101 $ 8,235 $ 8,482 $ 8,736 $ 8,998

MONTHLY PAY RANGE
Effective July 3, 2027 - 2 % COLA , 3% Step8

APPENDIX B
AGENDA ITEM NO. 6

MANAGER CLASSIFICATION AND ESTABLISHMENT OF POLICE EXECUTIVE

ADMINISTRATOR CLASSIFICATION
RECOMMENDATION:

Staff and the Human Resources Commission recommend that the City Council approve the removal of the Police Administrative Services Manager classification and the establishment of the Police Executive Administrator classification by adopting the following resolution:

RESOLUTION NO. 2025-89 - A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST

COVINA, CALIFORNIA, APPROVING THE REMOVAL OF THE POLICE ADMINISTRATIVE

SERVICES MANAGER CLASSIFICATION AND THE ESTABLISHMENT OF THE POLICE

EXECUTIVE ADMINISTRATOR CLASSIFICATION AND APPROVING THE CLASS

SPECIFICATIONS AND SALARY RANGE FOR SUCH CLASSIFICATION BACKGROUND:

The Police Administrative Services Manager classification was established in 2005 to provide high-level administrative, budgetary, and managerial support to the Police Department under the direction of the Chief of Police. At the time, the Department’s management structure included three Commander positions and nine Lieutenants, in addition to the Administrative Services Manager.

Over time, the organizational structure of the Department has evolved. Commander positions were reclassified to Captain in 2015, and the City recently increased the number of Captains from two to three.

With this change and the reduction in overall mid-management staffing levels compared to 2005, the Administrative Services Manager has assumed significantly expanded responsibilities in order to support the Department’s operational, administrative, IT, and fiscal functions.

The conclusion of the West Covina Service Group (West Covina Software Development Enterprise) also shifted responsibility for CAD/RMS billing and contracts, Message Switch obligations, and related software services to the Administrative Services Manager position. These responsibilities exceed the scope of the current classification.

Additionally, compensation for comparable positions in neighboring jurisdictions has increased, and the current classification and salary structure are no longer aligned with the regional labor market. To ensure internal consistency, appropriate classification, and market competitiveness, staff recommends that the City remove the outdated classification and establish a new classification, Police Executive Administrator, that more accurately reflects current duties, responsibilities, and the complexity of the role.

DISCUSSION:

A revised class specification has been drafted for the new Police Executive Administrator classification and is attached as Exhibit A to Resolution No. 2025-89. The new classification includes several responsibilities that have become essential functions of the position but were not part of the original class specification, including:

Oversight and management of Police Department payroll and related personnel processes; Management of Police IT systems, services, and associated contracts; Coordination, purchasing, and outfitting of police fleet vehicles and related contractual obligations; Administration of Request for Proposal (RFP) and bid processes; Required participation in Department management meetings and decision-making These duties reflect current organizational needs and the functional realities of the position.

Consistent with the City’s standard methodology, staff conducted a salary survey using peer agencies that are also used for comparing Police and City classifications. Salary data was reviewed from the following agencies:

Burbank – Police Administrator
Ontario – Police Administrative Director
Pasadena – Police Administrator
Pomona – Administrative Services Manager
The market median and average salary ranges were considered; however, staff recommends establishing a salary range that aligns with the City’s existing Mid-Management salary structure.

Based on this review and internal alignment, staff recommends a salary range of $124,440 – $152,772 annually. This is the same range reflected in the proposed class specification and included in the attached resolution.

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 the recommendation made by staff and the Human Resources Commission; 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 overall fiscal impact will be minimal and no additional funding is required for the proposed modifications.

Attachments
Attachment No. 1 Resolution No. 2025-89
Attachment No. 2 Human Resources Minutes_10.15.25
CITY COUNCIL GOALS & OBJECTIVES: Achieve Fiscal Sustainability and Financial Stability Maintain Good Intergovernmental Relations
ATTACHMENT NO. 1

ATTACHMENT NO. 2
City of West Covina
Human Resources Commission

CITY OF WEST COVINA

HUMAN RESOURCES COMMISSION MEETING

MINUTES OF THE SPECIAL MEETING
WEDNESDAY, OCTOBER 15, 2025
MEETING CALLED TO ORDER 6:15 p.m.

INVOCATION Commissioner Torres
PLEDGE OF ALLEGIANCE Commissioner Torres

ROLL CALL
Commissioners Present: E. Gomez, S. Verceles D. Carlock, H. Torres, R. Franco Commissioners Absent: None
Staff Present: Carmelita Underwood, Human Resources Director Milan Mrakich, Acting City Manager
Tony Cortina, Police Chief
ORAL COMMUNICATIONS – Three (3) minutes per speaker
Please state your name and city of residence for the record when recognized by the Committee Chair.

Kelly Mc Donald and Renee Chavez.

ACTION ITEMS TO CITY MANAGER/CITY COUNCIL
1) CONSIDERATION OF POLICE ADMINISTRATIVE JOB DESCRIPTION

FOR THE POLICE DEPARTMENT
It is recommended that the Human Resources Commission approve the updated job description and salary grade for the Police Administrative Job Description for the Police Department.
2 Motion by Gomez seconded by Verceles to Approve the updated job description and salary grade for the Police Administrative Job Description for the Police Department.

Motion carried 5-0.
2) CONSIDERATION OF UPDATED JOB DESCRIPTIONS FOR

EXECUTIVE ASSISTANT JOB DESCRIPTION
It is recommended that the City repeal the current Fire and Police Administrative Services position and replace it with the proposed Police Executive Administrator position as outlined in the proposed job description. It is also recommended that the salary range for this position be set at the median salary range from the surveyed cities for similar positions as a means of attracting and retaining qualified candidates by offering a competitive salary range that will carry into the future.

1. Executive Assistant
Motion by Franco seconded by Verceles to Approve the updated job description for executive management position.

Motion carried 4-0; 1 absent
3) APPROVAL OF THE JOB DESCRIPTION AND SSALATY GRADE FOR

POLICE JAIL SUPERVISOR
It is recommended that the Human Resources Commission approve the following:

1. Establish and approve the new job description and salary grade for the Police Jail Supervisor position.

Motion by Gomez seconded by Franco to Approve the updated job description for executive management position.

Motion carried 4-0; 1 absent
DIRECTOR’S REPORT

COMMISSIONER REPORTS
ADJOURNMENT – 7:15 p.m.

Carmelita Underwood
Human Resources Director
AGENDA ITEM NO. 7

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

RESOLUTION NO 2025-XX – A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST

COVINA, CALIFORNIA, APPROVING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF WEST COVINA AND THE WEST COVINA FIREFIGHTERS’ ASSOCIATION (WCFFA) FOR THE PERIOD OF JULY 1, 2025 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 West Covina Firefighters’ Association (WCFFA) expired on June 30, 2025. City Management and representatives for the WCFFA 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 as Exhibit A to Attachment No. 1 and covers the period of July 1, 2025 through June 30, 2028. The City and WCFFA 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.

1. 3-Year Contract: July 1, 2025 – June 30, 2028
Salary Administration:
a. Three percent (3.0%) increase effective the first full pay period following July 1, 2025

2. b. Three percent (3.0%) increase effective the first full pay period following July 1, 2026 c. Three percent (3.0%) increase effective the first full pay period following July 1, 2027 FLSA hours worked calculation for overtime to include sick leave, bereavement leave, jury duty and holiday leave

3. Uniform allowance shall be reported to California Public Employees Retirement System (CalPERS) as special compensation

4. Tuition Reimbursement Program:
a. California State Fire Marshall courses will be eligible for tuition reimbursement City-wide tuition reimbursement program will be separate from Fire Department specific professional development programs
b.

5. Special Pay:

Engineers, Captains, Firefighters, and Firefighter Paramedics while acting out of rant shall receive shift premium
a.

All members that are tiller qualified shall receive two and one half percent (2.5%) above the base salary and reported to CalPERS as special compensation b.

All members who obtain RT130 certification shall receive five percent (5.0%) above the base salary and reported to CalPERS as special compensation
c.

6. Minimum Staffing:
a. Minimum of 22 sworn members daily as determined by unit type b. Four (4) three-person engine companies
c. One (1) four-person truck or quint company
d. City shall maintain a maximum of 3 Firefighters positions through attrition

7. Promotional Lists; Acting Temporary and Rank for Rank Coverage:

Scheduled promotional exams conducted every two (2) years during spring season for Fire Captain, Fire Engineer, and Firefighter Paramedic
a.
b. Fire Captain and Firefighter Paramedics exams held in odd numbered years c. Fire Engineer exams held in even numbered years

8. Sick Leave on Termination:
a. Accrued sick leave may be used as service credit
b. Accrued sick leave above 1,200 hours will be applied as service credit

9. 10. Holiday pay reported to CalPERS as special compensation Use of vacation leave shall be administered in accordance with the leave management and overtime filling department policies

11. A separate bank of hours shall be established when an employee reaches maximum vacation leave accrual while on workers competition leave

12. Overtime distribution will be in accordance with the West Covina Firefighter Association policy on overtime

13. LEGAL REVIEW:

The City Attorney's Office has reviewed the resolution and approved it as to form. The City's labor counsel, Liebert Cassidy Whitmore, 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 Fiscal Impact
FISCAL IMPACT:

The approximate fiscal impacts are for FY 2025-26 $1,040,323, FY 2026-27 $1,115,128, and FY 2027-28 $1,711,833 for a total of $3,867,284.

Attachments
Attachment No. 1 - Resolution
Exhibit A to Attachment No. 1 - MOU
CITY COUNCIL GOALS & OBJECTIVES: Maintain Good Intergovernmental Relations Enhance City Image and Effectiveness
ATTACHMENT NO. 1
RESOLUTION NO. 2025-XX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

WEST COVINA, CALIFORNIA, APPROVING THE

MEMORANDUM OF UNDERSTANDING BETWEEN THE

CITY OF WEST COVINA AND THE WEST COVINA
FIREFIGHTERS’ ASSOCIATION (WCFFA) FOR THE
PERIOD OF JULY 1, 2025 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 Firefighters’ Association (WCFFA) expired on June 30, 2025; and
WHEREAS, the City and the WCFFA 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-Milias-Brown Act (California Government Code section 3500 et seq.); and
WHEREAS, the City and WCFFA 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, 2025 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 City Council hereby approves the Memorandum of Understanding between the City and the West Covina Firefighters’ Association (WCFFA), attached hereto as Exhibit “A.”
SECTION 2. The City Council authorizes the Acting City Manager 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.

APPROVED AND ADOPTED this 18th day of November, 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-XX was duly adopted by the City Council of the City of West Covina, California, at a regular meeting thereof held on the 18th day of November, 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

EXHIBIT A

MEMORANDUM OF UNDERSTANDING

BETWEEN REPRESENTATIVES OF

MANAGEMENT FOR THE CITY OF WEST COVINA AND
WEST COVINA FIREFIGHTERS’ ASSOCIATION, I.A.F.F., LOCAL 3226 JULY 1, 2025 THROUGH JUNE 30, 2028
1 10223829.2 WE020-076

TABLE OF CONTENTS
Page
PREAMBLE..................................................................................................................1 SECTION 1. RECOGNITION/REPRESENTATION UNIT........................................... 1 SECTION 2. SCOPE AND PREVAILING RIGHTS......................................................1 SECTION 3. TERM OF MEMORANDUM OF UNDERSTANDING..............................2 SECTION 4. STATE AND FEDERAL OBLIGATIONS, SEPARABILITY.......................2 SECTION 5. SALARY ADJUSTMENTS...................................................................... 3 SECTION 6. FLSA CREDIT........................................................................................ 4 SECTION 7. RETIREMENT........................................................................................ 4 SECTION 8. CAFETERIA PLAN................................................................................. 5 SECTION 9. RETIREE HEALTH SAVINGS PLAN (RHS).......................................... 6 SECTION 10. RETIREE HEALTH INSURANCE......................................................... 6 SECTION 11. RETIREE LIFE INSURANCE................................................................ 8 SECTION 12. PERS EMPLOYEE CONTRIBUTION AND COST SHARING.............. 8 SECTION 13. SUPPLEMENTAL RETIREMENT PLAN...............................................8 SECTION 14. UNIFORM ALLOWANCE...................................................................... 9 SECTION 15. FIRE SERVICE SENIORITY PAY......................................................... 9 SECTION 16. EDUCATIONAL INCENTIVE..................................................................9 SECTION 17. TUITION REIMBURSEMENT PROGRAM........................................... 11 SECTION 18. BILINGUAL PAY...................................................................................11 SECTION 19. SPECIAL PAY...................................................................................... 11 SECTION 20. MILEAGE AND EXPENSE REIMBURSEMENT................................... 12 2 10223829.2 WE020-076
SECTION 21. MINIMUM STAFFING POLICY............................................................. 12 SECTION 22. ACTING TEMPORARY AND RANK FOR RANK COVERAGE.............12 SECTION 23. JURY DUTY.......................................................................................... 12 SECTION 24. USE OF FACILITIES.............................................................................13 SECTION 25. SICK LEAVE......................................................................................... 13 SECTION 26. BEREAVEMENT LEAVE...................................................................... 15 SECTION 27. HOLIDAYS............................................................................................ 15 SECTION 28. MINIMUM CALLBACK.......................................................................... 15 SECTION 29. REQUIRED HOLD OVER AND CALLBACK.........................................15 SECTION 30. EDUCATIONAL LEAVE........................................................................ 16 SECTION 31. TRANSFER AND BID SYSTEM........................................................... 16 SECTION 32. VACATION............................................................................................ 18 SECTION 33. OVERTIME............................................................................................ 19 SECTION 34. COMPENSATORY TIME...................................................................... 19 SECTION 35. DISCIPLINE – FIREFIGHTER BILL OF RIGHTS................................. 20 SECTION 36. GRIEVANCE PROCEDURE..................................................................20 SECTION 37. PAYROLL DEDUCTIONS..................................................................... 20 SECTION 38. LAYOFF POLICY AND PROCEDURE.................................................. 21 SECTION 39. DISABILITY DISCRIMINATION............................................................. 21 SECTION 40. MISCELLANEOUS LEAVES OF ABSENCE......................................... 21 SECTION 41. WORKERS’ COMPENSATION.............................................................. 22 SECTION 42. SAFETY EQUIPMENT............................................................................22 SECTION 43. NOTICE OF FUTURE MEET AND CONFER.........................................22 EXHIBIT “A” – FIREFIGHTER BILL OF RIGHTS PROCEDURE................................. 24 3 10223829.2 WE020-076
APPENDIX “A-1” – CITY OF WEST COVINA FIREFIGHTER’S
ASSOCIATION CLASSIFICATIONS.......................................................................... 28 APPENDIX “A-2” – FIREFIGHTER’S ASSOCIATION SALARY RANGES ……………29 APPENDIX “A-3” – HOLIDAY LEAVE TIME/HOLIDA PAY – REQUEST FORM………30 5 10223829.2 WE020-076

MEMORANDUM OF UNDERSTANDING

BETWEEN THE REPRESENTATIVES OF

MANAGEMENT FOR THE CITY OF WEST COVINA

AND WEST COVINA FIREFIGHTERS' ASSOCIATION
LOCAL #3226, I.A.F.F., AFL-CIO-CLC

PREAMBLE
In the interest of maintaining harmonious and stable relationships between the City of West Covina (hereinafter City) and employees represented by the West Covina Firefighters' Association, (hereinafter referred to as the "Association"), representatives of management for the City and representatives of the Association have met and conferred in good faith regarding wages, hours, fringe benefits, and other terms and conditions of employment for employees represented by the Association.

The representatives have reached an understanding as to recommendations to be made to the City Council for the City of West Covina and have agreed that the parties hereto will jointly urge said Council to adopt one or more resolutions which will provide for the changes in wages, hours, fringe benefits, and other terms and conditions of employment contained in these joint recommendations.

SECTION 1. RECOGNITION/REPRESENTATION UNIT
The City hereby recognizes the West Covina Firefighters' Association Local #3226, I.A.F.F., for the term of the Memorandum of Understanding, notwithstanding any ordinance, resolution, rule, or regulation to the contrary as the majority representative of the employees in the bargaining unit which consists of Firefighters, Firefighter/Paramedics, Engineers, and Captains, subject to the right of an employee to represent himself/herself.

The recognition requirements of Rule XVI, Section 16.3 of the Personnel Rules, City of West Covina, are waived for the term of this Memorandum. It is further agreed that during the term of this Memorandum of Understanding, no class will be removed from the bargaining unit except upon mutual agreement of the City and Association.

SECTION 2. SCOPE AND PREVAILING RIGHTS
It is the intent and purpose of this Memorandum to assure sound and mutually beneficial working and economic relations between the parties hereto, to provide an orderly and peaceful means of resolving any misunderstanding or difference, which may arise, and to set forth herein the basic agreement between the parties concerning wage, hours and other terms and working conditions of employment.

A. Employee and Employer Rights
6 10223829.2 WE020-076
The parties hereto agree that except as stated herein, this agreement does not in any manner abridge, modify or restrict the rights and prerogatives of the employees and the City as set forth in the West Covina Municipal Code. It is understood that these rights and prerogatives of the City include but are not limited to determinations as to levels of service, manning requirements, work schedules, overtime assignments and approval, number and location of work stations, nature of work performed, contracting for any work for operations, employee performance standards, including but not limited to quality and quantity standards and reasonable work and safety rules and regulations in order to maintain the efficiency and economy desirable in the performance of city services. It is further agreed that the City agrees to meet and confer with the Association regarding the impact of such management decisions on matters within the scope of representation.

B. Maintenance of Benefits
All rights and privileges and working conditions within the scope of representation in effect at the time of the signing of the agreement and not changed herein, in addition to all rights, privileges and working conditions provided for in the current Memorandum of Understanding, shall remain in full force and effect during the term of this agreement unless changed subsequent to completion of required meet and confer process.

C. Contracting
Should the City consider contracting out any bargaining unit work, it shall notify the Association of its intent for such work and meet and confer in good faith prior to the implementation if it impacts wages, benefits or conditions of employment. Absent such impacts, management shall be provided discretion in entering into agreements with other agencies.

SECTION 3. TERM OF MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding shall remain in full force and effect from the date of approval by the City Council through midnight June 30, 2025. Terms and conditions of the Memorandum of Understanding shall continue, unless changed, by completion of the meet and confer process.

SECTION 4. STATE AND FEDERAL OBLIGATIONS, SEPARABILITY
A. State and Federal Obligations
This Memorandum shall not in any way interfere with the obligation of the parties hereto to comply with State and Federal law or any rule, legislation, regulation or order issued by such government authority pertaining to matters covered herein. 7 10223829.2 WE020-076
B. Separability
If any provision of this Memorandum or the application of this Memorandum should be rendered or declared invalid by any court action or by reason of any existing, pending, or subsequently enacted legislation, the remaining parts or portions of this Memorandum shall remain in full force and effect, and the parties shall meet and confer with regard to replacement or modification of the invalidated portions and the impact of the invalidation on the bargaining unit.

SECTION 5. SALARY ADJUSTMENTS
A. Preamble
In an effort to achieve salaries, which are competitive in the market, the City and the Association agree to work cooperatively to determine sources of additional revenue, areas of cost savings, and new methods of providing quality services to the community. Participation by the employees shall play a significant role in achieving departmental goals and maintaining a high level of productivity.

B. Salary Administration — 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. Base Salary Increase
Effective the first full pay period following July 1, 2025, the base salary shall increase by Three (3) percent.

Effective the first full pay period following July 1, 2026, the base salary shall increase by three (3) percent.

Effective the first full pay period following July 1, 2027, the base salary shall increase by three (3) percent.

D. Deferred Compensation
The City shall match up to fifty dollars ($50.00) per month for those employees that participate in a deferred compensation plan.
8 10223829.2 WE020-076
SECTION 6. FLSA CREDIT
When an employee represented by the Association, during said employee's regular working hours, is engaged in special assignment and/or level I and level II training, the hours worked shall be considered as actual hours worked for the purpose of the hours worked calculation for overtime. Special Assignments shall be those that benefit the department and/or the City and are authorized by the Fire Chief and shall include, but not be limited to, the following:
. Public Education
. Committee Assignments
. Video Team
. Negotiations
Only the following leave time shall be considered hours worked for the purpose of the hours worked calculation for overtime:

A. Vacation Leave
B. Comp Time Used
C. Sick Leave
D. Bereavement Leave
E. Jury Duty
F. Holiday Leave
The parties agree that to the extent permitted by law, this is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571, 571.1 SECTION 7. RETIREMENT
Public Employees' Retirement System - The City's contract with the State of California Public Employees' Retirement System shall provide the following:

A. Fourth Level of 1959 Survivor Benefits (Section 21574) B. Credit for unused sick leave. (Section 20862.2) C. Three percent (3%) at age fifty (50) formula. (Section 21362.2) D. The retirement formula for all new hires shall be the three percent (3%) at age fifty-five (55) formula. (Government Code Section 21363.1)
E. One-half (1/2) pay continuance. (Section 21263) (Post Retirement Survivor)
F. One year final Compensation. (Section 21367.53)
G. As soon as practicable in September 2014, retirement benefits for all 9 10223829.2 WE020-076
new employees hired on or after the effective date of the PERS contract amendment shall be computed using the Three Year Average Final Compensation Option pursuant to Government Code Section 20037.

H. Retiree death benefit $600 dollars. (Section 21367.53) I. PERS member contribution. Effective the first day of the pay period beginning on or after July 1, 2012, the Employee shall pay the normal members contribution (9% of salary) required under the Public Employees' Retirement System.

J. Military service credit as public service. (Section 21024) K. Continuation of Pre-Retirement Death Benefits After Remarriage Of Survivor (Section 21551)
L. Pre-Retirement Optional Settlement 7. Death Benefit (Section 71545) SECTION 8. CAFETERIA PLAN
Medical, Dental and Vision Insurance will be provided as set forth below for all bargaining unit members:

To comply with the Public Employees' Hospital and Medical Care Act (PEHMCA) the City will contribute the statutory minimum amount ($149 in 2022 and a yet undetermined amount for 2023) for the provision of medical insurance. In addition, the City will contribute an additional amounts for current bargaining unit members into a cafeteria plan in accordance with IRS Code section 125. Those additional amounts will be as follows:
1) Health Insurance:

An employee who selects an Employee only medical plan will receive a City contribution in an amount when added to the PEMCHA statutory minimum equals the monthly Kaiser Employee Only medical premium.

An employee who selects an Employee Plus One medical plan will receive a City contribution in an amount when added to the PEMCHA statutory minimum amount equals the monthly Kaiser Employee 2-Party medical premium.

An employee who selects and Employee Plus Two or More plan will receive a City contribution in an amount when added to the PEMCHA statutory minimum amount equals the monthly Kaiser Family medical premium.

An employee who selects a single party plan with a monthly premium of less than $600, will receive the difference between that amount and $600 in cash.

An employee who does not take the City's health insurance and can 1 10223829.2 WE020-076
demonstrate that he/she has health insurance from another source will receive $600.00 per month. Under either of these two scenarios, that amount can be received as cash, placed in the employee's deferred compensation account or used to purchase dental or vision insurance above the amounts provided through the cafeteria plan.
2) Dental Insurance: In addition to the above amount, the cafeteria amount shall also include up to $62.23 monthly for dental insurance. If the dental insurance plan chosen by the member is less than $62.23, the amount shall be the cost of the dental insurance chosen. If the dental insurance plan chosen by the member is equal to or more than $62.23, per month, the amount shall be $62.23.
3) Vision Insurance: In addition to the above amounts for medical and dental, the cafeteria amount shall also include up to $45.42 monthly for vision insurance. If the vision insurance plan chosen by the member is less than $45.42, the amount shall be the cost of the vision insurance chosen. If the vision insurance plan chosen by the member is equal to or more than $45.42 per month, the amount shall be $45.42.

SECTION 9. RETIREE HEALTH SAVINGS PLAN (RHS)
. Employees will contribute $50 per month to the RHS Plan. . The City will contribute $50.00 per month to the employees RHS Plan.
. The RHS Plan will be subject to regulatory and provider regulations. . For employees on or after July 1, 2012, the City shall contribute and additional $150.00 per month for a total of $200.00 per month to those employees’ RHS Plan.

SECTION 10. RETIREE HEALTH INSURANCE
The City contracts with CaIPERS for the provision of health insurance. To comply with the Public Employees' Hospital and Medical Care Act, the City will contribute the statutory minimum amount ($149 in 2022 and a yet undetermined amount for 2023) for the provision of retiree medical insurance for all retirees in the bargaining unit In addition to the provision of the statutory minimum amount for all retirees, to comply with PEHMCA, the City will provide a retiree longevity stipend to offset the cost of retiree medical benefits as follows:
1) Tier 1 Employees: For employees hired prior to July 1, 2012 with a minimum of five years sworn service with the West Covina Fire Department, when they retire from the City, each month the City will contribute up to nine hundred thirty-one dollars 1 10223829.2 WE020-076
and twenty six cents ($931.26) minus the PERS statutory minimum for that year into a qualified Health Reimbursement Account (HRA). The City will cover all administrative costs associated with the HRA and benefits will not be reduced to retirees as a result of administrative fees/costs. For retirees that do not use PERS Medical, the amount placed into the HRA will not be reduced by the PERS statutory minimum. The money placed into the HRA by the City on behalf of the retiree will be available to be used to purchase health insurance
If the retiree chooses a plan that is less $931.26, the amount the City will contribute into the HRA per month will be the amount of the plan chosen minus the PERS statutory minimum for that year. If the retiree chooses a plan that is $931.26 or more, the amount the City will contribute into the HRA per month will be $931.26 minus the PERS statutory minimum for that year. For retirees that do not use PERS Medical, the amount placed into the HRA will not be reduced by the PERS statutory minimum.

Effective January 1, 2013, for employees hired prior to July 1, 2012 with a minimum of five years sworn service with the West Covina Fire Department, when they retire from the City, each month the City will contribute up to one thousand four dollars and eighty cents ($1,004.80) minus the PERS statutory minimum for that year into a qualified Health Reimbursement Account (HRA). The money placed into the HRA by the City on behalf of the retiree will be available to be used to purchase health insurance. The City will cover all administrative costs associated with the HRA and benefits will not be reduced to retirees as a result of administrative fees/costs. For retirees that do not use PERS Medical, the amount placed into the HRA will not be reduced by the PERS statutory minimum.

Effective January 1, 2013, if the retiree chooses a plan that is less $1,004.80, the amount the City will contribute into the HRA per month will be the amount of the plan chosen minus the PERS statutory minimum for that year. If the retiree chooses a plan that is $1,004.80 or more, the amount the City will contribute into the HRA per month will be $1,004.80 minus the PERS statutory minimum for that year. The City will cover all administrative costs associated with the HRA and benefits will not be reduced to retirees as a result of administrative fees/costs. For retirees that do not use PERS Medical, the amount placed into the HRA will not be reduced by the PERS statutory minimum.

Employees hired prior to July 1, 2012 with less than five years sworn service with the West Covina Fire Department are not eligible for the retiree longevity stipend, until they reach five years of service.
2) Tier 2 Employees' Employees hired on or after July 1, 2012 will not receive the retiree longevity stipend, but like all retirees of the City, as set forth above, 1 10223829.2 WE020-076
the City will contribute the PERS statutory minimum amount on the retiree's behalf.

Dental Insurance
The City shall permit retirees to participate at their own cost, and at no cost to the City, in the City’s group dental plan, if permissible by the current plan.

SECTION 11. RETIREE LIFE INSURANCE
The City shall authorize the classes represented by the Association, who retire from the City to purchase life insurance through the City's plan, if permissible. The City shall contribute up to sixty-six dollars ($66) per year to offset the premium for the minimum ten thousand dollar ($10,000) policy for each such employee for the remainder of their retirement.

SECTION 12. PERS EMPLOYEE CONTRIBUTION AND COST SHARING The Employee who qualifies as a “Classic Member” shall pay the entire nine percent (9%) member contribution to the Public Employees' Retirement System and an additional six percent (6%) of compensation earnable towards the employer contribution pursuant to cost sharing for a total contribution of fifteen percent (15%). The contributions above the full statutorily required employee contribution to the CalPERS system shall be made pursuant to California 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 until a successor agreement is in place. The Employee who qualifies as a “New Member” shall pay 50% of the applicable normal cost as their member contribution (California Government Code Section 7522.30(c)).

SECTION 13. SUPPLEMENTAL RETIREMENT PLAN
The City will provide to those employees in the Firefighters' unit who concurrently retire from the City and Cal PERS, a supplemental retirement plan that will provide a benefit based on 0.89% of PERSable compensation.
. The age and years of service factors utilized by PERS will be multiplied by 0.89% of their single highest year PERSable compensation to determine this benefit value.
. This benefit will be paid monthly and will include a 2% cost of living adjustment each year during the life of the retiree.
. At the time of retirement, employees can make a one-time election to receive either the ongoing monthly stipends or a lump sum payment based on the present value of those annual stipends. Ongoing stipends that have an 1 10223829.2 WE020-076
actuarially determined net present value of less than $5,000 will automatically receive the lump sum distribution.
. Employees must have at least one year of full-time employment with the City of West Covina to qualify for this benefit. Employees must be vested in CaIPERS (minimum of 5 years) to qualify for this benefit.
. Employees hired on or after July 1, 2012, will not receive the benefits provided in this Section.

SECTION 14. UNIFORM ALLOWANCE
The City shall provide a uniform allowance of $1,000 per year to each employee. The parties agree that to the extent permitted by law, this is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571, 571.1 SECTION 15. FIRE SERVICE SENIORITY PAY
In recognition of sworn service the City shall provide all sworn fire personnel covered by this agreement additional compensation for years of service as follows:

Years of
Service
Firefighter Firefighter
Paramedic
Engineer Captain
5 $133.00 $155.00 $155.00 $181.00
10 $266.00 $310.00 $310.00 $363.00
15 $333.00 $388.00 $388.00 $454.00
20 $433.00 $504.00 $504.00 $590.00
25 $599.00 $698.00 $698.00 $816.00
All sworn fire personnel covered by this agreement shall include years of service from other full time paid fire suppression positions with a comparable fire agency in determining eligibility. A maximum of 5 years from comparable fire agencies shall be allowed.

The parties agree that to the extent permitted by law, this is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(1) as Longevity Pay.

SECTION 16. EDUCATIONAL INCENTIVE
Employees represented by the Association shall be eligible for the following educational incentives in the month following the month in which the degree is obtained. If incentive 1 10223829.2 WE020-076
pay is based on units a grade of "C" or above must be achieved, courses taken on a pass/fail grading system are acceptable as long as the eligible employee passes the course. If education pay is based on a completed degree the GPA is not considered.

Associate Degree or Equivalent
Firefighter $185 per month
Firefighter/Paramedic $195 per month
Fire Engineer $195 per month
Fire Captain $218 per month
Associate Degree or Equivalent plus Fire Certification II:

Firefighter $320 per month
Firefighter/Paramedic $340 per month
Fire Engineer $340 per month
Fire Captain $385 per month
Bachelor's Degree
Firefighter $285 per month
Firefighter/Paramedic $295 per month
Fire Engineer $295 per month
Fire Captain $318 per month
Bachelor's Degree plus Fire Certification II:

Firefighter $420 per month
Firefighter/Paramedic $440 per month
Fire Engineer $440 per month
Fire Captain $485 per month
Master's Degree:

Firefighter $385 per month
Firefighter/Paramedic $395 per month
Fire Engineer $395 per month
Fire Captain $485 per month
Master's Degree plus Fire Certification II:

Firefighter $520 per month
Firefighter/Paramedic $540 per month
Fire Engineer $540 per month
Fire Captain $585 per month
In order for an employee to be eligible for an educational incentive pay increase for their Bachelor's or Master's Degree, said degree must be from an accredited institution and be in a field that supports the employee's job related responsibilities or has value to the 1 10223829.2 WE020-076
organization (Department and/or City). An employee's Associates of Arts Degrees or equivalent college units will qualify the employee for educational incentive pay if the degree or college units are meeting general education requirements, support job related responsibilities or have value to the organization. Employees currently receiving educational pay for their degrees will continue to receive educational incentive pay under the new educational incentive pay program, subject only to proof that their degree is from an accredited institution.

The parties agree that to the extent permitted by law, this is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) as Educational Incentive.

SECTION 17. TUITION REIMBURSEMENT PROGRAM
A. Unit employee's maximum tuition reimbursement (including books) shall be $2,736 per fiscal year.

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

C. Tuition Reimbursement will be eligible for any California State Fire Marshall courses after submitting a completed tuition reimbursement form directly to Human Resources for the city-wide tuition reimbursement program.

D. The city-wide tuition reimbursement program will be separate from any Fire Department specific professional development programs SECTION 18. BILINGUAL PAY
Employees with bilingual skills shall receive one hundred dollars ($100) per month provided they possess and are using a language skill necessary for effective communication within the community, are assigned by the Fire Chief and have been certified by Human Resources. The Fire Chief shall determine the language skills necessary to effectively conduct fire business and activities with the citizens of the community, subject to approval of the City Manager. Human Resources shall certify, through testing, that the employee has a basic fundamental conversational skill level. Only one (1) allowance will be paid to an employee regardless of the number of certified languages.

The parties agree that this is special compensation and shall be reported as such, to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(4) as Bilingual Premium.
1 10223829.2 WE020-076
SECTION 19. SPECIAL PAY
A. Emergency Medical Technician Pay
. Engineers and Captains shall receive four percent (4%) above base salary for maintaining a current and valid EMT-P certification. . All classifications in this unit not receiving pay for maintaining his/her EMT-P certification, shall receive two percent (2%) above base salary for maintaining his/her current and valid EMT-I certificate.

The parties agree that this is special compensation and shall be reported as such, to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(4) as an educational premium.
. Engineers Captains. and Firefighters as well as Firefighter Paramedics, while acting out of rank shall receive a shift premium when serving as the assigned Paramedic on an Engine, Ladder Truck or Quint. The shift premium will equal the pro rated shift differential between top step firefighter and top step firefighter paramedic ($146 starting first full Pay period after 7/1/25, $150 starting first full Pay period after 7/1/26 and $155 starting first full Pay period after 7/1/2027) Two (2) members will receive the PM shift premium on ALS Unit as defined by LADHS. The parties agree that this is special compensation and shall be reported as such, to the extent legally permissible, pursuant to Title 2 CCR, Section 571, 571.1. .
. Fire Investigator PayCertified Level I, Fire Investigators shall receive one hundred dollars ($100) per month.
. Certified Level II, Fire Investigators shall receive two hundred and fifty dollars ($250) per month.
. The Fire Chief shall determine the number of positions eligible for Fire Investigator Pay.

The parties agree that this is special compensation and shall be reported as such, to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(4) as a fire investigator premium.

Tiller Operator Qualification Pay
All members that are tiller qualified and represented by this agreement shall receive two and one half percent (2.5%) above base salary. 1 10223829.2 WE020-076
The parties agree that this is special compensation and shall be reported as such, to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(4), 571.1 as an educational premium.

Mutual Aid Deployment Eligible Pay
All FFA members who obtain RT130 certification shall receive five percent (5%) above base salary. In the event the State renames the certification course, the parties agree to amend as such.

The parties agree that this is special compensation and shall be reported as such, to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(4), 571.1 as an educational premium
SECTION 20. MILEAGE AND EXPENSE REIMBURSEMENT
The City shall reimburse for mileage and expenses incurred during the course of City business consistent with the provisions of the City-wide Travel and Expense Reimbursement Policy. The mileage reimbursement rate shall be the rate set forth by the IRS.

SECTION 21. MINIMUM STAFFING POLICY
The City will maintain a minimum staffing of Companies and Units as follows:

A. A Minimum of 22 Sworn Members of the West Covina
Firefighters Association daily to maintain operational readiness for all risk incidents. Minimum unit staffing is determined by unit type below
B. Four (4) Three-person engine companies (1 Captain, 1 Engineer, 1 Firefighter), one of whom shall be a
Paramedic.

C. One (1) four-person truck or quint company (1 Captain, 1 Engineer, 2 Firefighters), one of whom shall be a paramedic.

D. Three (3) two-person paramedic rescue ambulances (2
Firefighters/Paramedics).

E. The City shall maintain a maximum of 3 Firefighter positions through attrition.

SECTION 22. PROMOTIONAL LISTS; ACTING TEMPORARY AND RANK FOR RANK

COVERAGE
1 10223829.2 WE020-076
Scheduled promotional exams will be conducted every two years, during spring season, for Fire Captain, Fire Engineer, and Firefighter Paramedic to ensure a continuous list of qualified personnel are available for acting positions as well as promotional opportunities.

Fire Captain and Firefighter Paramedic examinations will be held in odd numbered years and Fire Engineer will be held in even numbered years. Additional examinations may be scheduled if requested by the personnel officer of the Department in accordance with the city personnel rules
Acting temporary and rank for rank coverage provisions shall be used only in the event of short time, temporary absences, i.e. Company Officer training meetings.

SECTION 23. JURY DUTY
Personnel Rules X, Section 10.27, Jury Duty, Witness Leave shall be changed according to the following: Number 3: The City will grant an employee required to serve on jury duty or to report for examination to serve on jury duty one time for a maximum of 160 hours paid leave for such purposes during any three consecutive years of employment. All fees received by the employee for jury duty, exclusive of mileage, shall be remitted to the City.

SECTION 24. USE OF FACILITIES
Official Association meetings involving Association members may be held in City facilities upon prior approval of City management and the meetings shall be private.

SECTION 25. SICK LEAVE
Use of leave for reasons of illness or injury shall be administered in accordance with City Personnel Rule X, Section 10.21, except as noted by exception as follows:

A. Allowance/Accumulation
Fire Department employees working on the platoon system shall accrue sick leave under the same conditions as general City employees and at the same rate using the 1:1.5 ratio factors.

B. Sick Leave Notification
Employees shall make notification to the appropriate on duty Captain between 1700 hours and 0700 hours prior to a scheduled shift day. Sick leave call in before 1700 hours on a day prior to an employee's scheduled work date must be made by the employee by 1 10223829.2 WE020-076
telephone to the on-duty Assistant Fire Chief. When calling in sick, call your station first.

If your station is not in quarters, then call Station 2.

C. Physician Documentation
To qualify for sick leave pay, an employee shall report any illness or disability to their on duty Captain or Assistant Fire Chief as indicated in Section B. If an employee is required to use sick leave for a period exceeding two (2) consecutive 24-hour shift days, a physician's statement may be required to confirm the employee's absence from work and/or their ability to continue work. Such statement shall describe the reason for the absence and, if appropriate, an expected date for the return of the employee to work. A physician's report may also be required to verify any absence of an employee due to an illness or disability of the employee's immediate family.

Proof of medical treatment may be required after absence due to illness or injury for periods extending three (3) non-consecutive shifts per calendar year. If documentation is to be required it will be requested before or during the time of the second normal shift day that the employee would have been working. If absence has been due to an off duty injury that prohibits return to full duty, the City reserves the right to require an evaluation by the City's occupational physician at the City's expense.

D. Sick Leave Recuperation
Sick leave is provided for the purpose of recuperating from illness or injury. Participation in other work or recreational activities is not considered appropriate use of sick leave time.

Employees may be contacted at any time while on sick leave to secure an update on health status unless on extended sick leave or where regular contact is deemed impractical or unnecessary due to a physician's statement or other approved documentation.

E. Immediate Family
No more than three shifts for fire platoon employees 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, and not more than three shifts for fire platoon employees of sick leave within any calendar year may be granted to an employee for each absence due to death of his/her immediate family. The phrase "immediate family" is construed to mean the grandparent, parent, spouse, domestic partner, in-laws, child, stepchild, grandchild, brother, or sister.

F. Sick Leave Annual Payoff Program
1 10223829.2 WE020-076
The employee Sick Leave Annual Payoff Program shall be administered as follows:
. By November of each calendar year, the City will determine the amount of unused sick leave for each regular employee.
. The maximum amount of sick leave hours cashed each calendar year at the employee's hourly rate is eighty (80) hours.
. Each employee must carry over to a sick leave "bank" a minimum of sixty four (64) current year unused hours in December, and may request cash payment for any hours above sixty four (64) current year unused hours or may add it to the sick leave bank.
. Sick leave used by an employee during each calendar year will be charged against the employee's current year earnings.
. If sixty four (64) 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. .
. To qualify for this program, employees shall not be allowed to change sick leave to other forms of paid leave.

G. Sick leave on Termination
Employees upon termination of continuous service, other than by discharge, may use accrued sick leave as service credit , or be paid for 50 percent of all sick leave accrued between 480 hours and 1200 hours. Hours above 1200 will be applied as service credit. The maximum total payoff would be the equivalent of 360 hours at full pay.

SECTION 26. BEREAVEMENT LEAVE
Personnel Rules X, Section 10.25, as they relate to fire unit members, shall be amended according to the following: Three shifts of said leave per occurrence will be available to a fire platoon shift employee in the event of the death of said employee's grandparent, parent, spouse, in-laws, child, stepchild, grandchild, brother, or sister. If additional bereavement leave is necessary, a department head must approve it. This leave is supplemental to the current sick leave program.

SECTION 27. HOLIDAYS
Holidays shall be granted on the basis of one holiday (12 hours) per month with no specific date designated to all classifications represented by this Memorandum. On an annual basis, employees can elect to take said time as follows:
1 10223829.2 WE020-076
A. Holiday Pay = 12 hours (per month)
B. Holiday Leave Time (Comp) = 8 hours (per month)
Election must be made by December 1st of the previous calendar year. See attached Appendix 1 Holiday I eave Time/Holiday Pay Request Form. If an employee terminates prior to the effective date of the traditional holiday, the holiday pay will be deducted from the final check.The parties agree that to the extent permitted by law, this is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(5) SECTION 28. MINIMUM CALLBACK
Approved overtime for Fire Department employees entitled to it shall include only hours worked when employees are requested or required to return to, work by their department from off duty, provided however, that such employees shall receive a minimum of three hours pay for hours worked of three hours or less.

SECTION 29. REQUIRED HOLD OVER AND CALLBACK
The City reaffirms its right to require - on a mandatory basis - the hold over of employees or to the calling of employees back to work during their off-duty time when conditions necessitate, as determined by the Department Head.

SECTION 30. EDUCATIONAL LEAVE
When assigned by the Fire Chief, employees may be granted leave with pay for educational purposes to attend conferences, seminars, briefing sessions or other functions of a similar nature that are intended to improve, maintain or upgrade the individual's skills and professional ability.

Training activities are to be organized in the following categories for the purpose of administration and Compensation:

LEVEL I - Activities that the Department requires individuals to attend and are necessary for the employee to do his/her job.

The Department will pay registration, per diem, mileage, lodging, and coverage for the individual's position consistent with the appropriate City policy. Overtime will be paid if the individual is off duty while attending. If the individual is on duty they shall return to scheduled duty after the activity is over. When individuals attend multi-day programs that are out of the local area they will be covered on scheduled workdays and given overtime 1 10223829.2 WE020-076
for the amount of actual hours conducting Department related activities. One 24 hour shift of work missed equals two nine (9) hour days of training.

LEVEL II - Activities either published by the Department or those that are, initiated by the employee without being suggested by the Department.

Attendance requires approval of the Fire Chief. Administered the same as Level I with the exception that the individual will not receive overtime pay and if related to Association business only coverage is provided. 144 hours of Level II coverage will continue to be available for WCFA
LEVEL III - Classes and work-related seminars that the individual requests and college-level courses that the individual attends
The Department will reimburse tuition or registration fees similar to those for the Tuition Reimbursement Program in the case of classes or seminars that are not eligible for reimbursement under the City's Tuition Reimbursement Program with the approval of the Fire Chief.

SECTION 31. TRANSFER AND BID SYSTEM
Introduction. The following Transfer and Bid System program will remain in effect during the term of this MOU. If problems occur during the term of the MOU, the City and the Association will meet to look at alternative approaches to resolve those problems. If the problems cannot be worked out to the satisfaction of both parties, the City will revert back to its previously effective Transfer and Rotation programs.

A. There shall be two types of transfers:
. Employee Requested
. City Initiated
B. Open Position Transfer:
. When a station assignment has been vacated it may be filled through the open position transfer process, which takes into consideration employee requests.
. Notice of vacancies shall be posted on City bulletin boards. . Any employee desiring to fill a vacant position must submit a request, in writing, to the City within seven (7) calendar days of posting of the notice. . If more than one employee requests to be transferred to an open position, seniority in rank shall be considered.
. The City shall have the prerogative to grant or deny a request for transfer. . The transfer request will be approved or denied, in writing, within fourteen (14) calendar days of posting.
1 10223829.2 WE020-076
C. Mutual Agreement Transfers:
. Employees of equal rank may request transfers.
. Requests for transfers shall be submitted, in writing, through regular channels to the City.
. The City may either grant or deny the request for transfer. . The request, approved or disapproved, shall be returned to the employee within fourteen (14) calendar days of receipt of the request.

D. Annual Bid System:
. Station assignments shall be open for bid according to the following:
. All classes shall have the option of bidding for transfer to be effective in January of each year.
. Fire Captains shall have the opportunity to bid for transfer each year. . Fire Engineers shall have the opportunity to bid for transfer each year. . Firefighters and Paramedics shall have the opportunity to bid for transfer each year.
. All transfer requests shall be processed in accordance with the following provisions:
. All transfer requests shall be submitted to the City no later than 1700 hours on December 1st of the year preceding the actual transfer. . If more than one employee bids to the same station,
assignment and seniority in rank shall be considered.
. The approval or denial of a request for transfer shall not be subject to the grievance or appeal process.

E. City-Initiated Transfers:

The City reserves the right to initiate transfer of personnel to meet the needs of the organization, taking into consideration concerns of employees.

F. The decision to transfer, or the denial of a request to transfer, pursuant to all categories of transfer mentioned herein shall not be subject to the grievance procedure or appeal process.

SECTION 32. VACATION
Use of vacation leave shall be administered in accordance with leave management and overtime filling department policies
A. Eligible unit employees shall earn and accumulate to a maximum vacation leave paid at the fifty-six (56) hourly rate as follows. A separate bank of hours shall be opened when an employee reaches maximum vacation leave accrual while on workers competition leave.

B.
1 10223829.2 WE020-076
Months of
Service
Hours
Accumulated Per
Pay Period
Hours
Accumulated Per
Month
Maximum
Accruals
1 - 60* 4.62 10.00 360
61 - 108 6.93 15.00 420
109 - 120 7.38 16.00 432
121 - 132 7.85 17.00 444
133 - 144 8.31 18.00 456
145 - 156 8.77 19.00 468
157 - 167 9.23 20.00 480
168 - 179 9.69 21.00 492
180 - 191 10.15 22.00 504
192+ 10.62 23.00 516
At the completion of 60 months, add 60 hours of vacation leave.

C. Vacation days cannot be canceled after 1800 hours the day before.

Limitations on the number of people allowed off on vacation per shift:
2 Captains
2 Engineers
1 Firefighter
3 Firefighter/ Paramedics
SECTION 33. OVERTIME
Overtime distribution will be the responsibility of IAFF Local 3226 and will be in accordance with the West Covina Firefighters Association policy on overtime.

SECTION 34. COMPENSATORY TIME
A. Unit employees may elect to receive compensatory time off in lieu of pay for overtime hours worked. Employees may elect to receive part compensatory time off and part overtime 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. A maximum of 112.5 shifts (2,700 hours) department-wide will be available to all unit employees to be taken as compensatory time during each calendar year. Taking compensatory time in lieu of pay for overtime hours worked will be on a first come first serve basis until the 112.5 shifts (2,700 hours) for the calendar year has been exhausted. For purposes of this section the calendar year will begin on the first day of the first pay period beginning on or after January 1 of each year.
1 10223829.2 WE020-076
C. Unit employees working overtime hours that were created as a result of another unit employee utilizing compensatory time off shall not receive Compensatory time off in lieu of pay for those overtime hours worked.

D. Unit employees may accumulate up to a total of one hundred and forty-four (144) compensatory hours.

E. No member of the WFCA may work more than a maximum of 48 hours of Compensatory Overtime prior to April 30. On May 1, all remaining compensatory hours will be available to all members, within the established guidelines set forth in Section 30 within the Memorandum of Understanding.

F. Once compensatory time off is selected and approved by management, the employee may not request cash payment for these hours. Upon separation of employment, the employee shall be paid for accumulated compensatory time.

G. 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. All compensatory time utilized as paid leave by an employee shall be debited from their accrued compensatory time bank.

H. . It will be the responsibility of the person requesting compensatory time off in lieu of pay for overtime hours worked to inform the Staffing Captain when accepting the overtime position that the employee is electing to receive compensatory time off in lieu of pay.

SECTION 35. DISCIPLINE — FIREFIGHTER BILL OF RIGHTS
Personnel rules XIV, Section 14.4 is hereby set forth in the attached Exhibit A, and amended thereafter.

SECTION 36. GRIEVANCE PROCEDURE
Refer to Personnel Rule XV, Grievance and Complaint Procedure.

SECTION 37. PAYROLL DEDUCTIONS
It is mutually agreed that the City will, during the term of this agreement, deduct monies and remit to the Association as authorized by employee payroll deduction authorization in the same manner as in effect prior to the effective date of this agreement.

SECTION 38 LAYOFF POLICY AND PROCEDURE
Refer to Personnel Rule XI, Layoff/Reemployment.

SECTION 39. DISABILITY DISCRIMINATION
A. The City's policy shall be to make such efforts as are consistent with federal and state laws to place physically or mentally disabled employees in such 1 10223829.2 WE020-076
positions that can be made available in the City service where their disabilities will not affect the performance of their duties. This policy will extend to all terms, conditions and privileges of employment.

The Americans With Disabilities Act (ADA) accommodation for individuals on a case-by-case basis. Prior to accommodation for individuals on a caseby-case basis. Prior to the City providing an accommodation, which would be contrary to negotiated agreements, the City shall provide written notice of intent to disregard provisions and shall meet and confer over options prior to implementation.

The City has a legal obligation to meet with individual employees as necessary to discuss possible accommodation before any adjustments are made to working conditions. The Association shall be notified prior to the implementation of proposed accommodations by the City, which affects an employee or group of employees within their respective bargaining unit.

Accommodations provided to an individual protected by the ADA shall not establish a past practice, nor shall it be cited or used as evidence of past practice in any grievance process.

B. No employee shall hold any position in a class where such individual poses a risk to the health or safety of the individual or others.

SECTION 40. MISCELLANEOUS LEAVES OF ABSENCE
In conformance with Resolution 1277 and Rule X of the Personnel Rules and Regulations of the City of West Covina, upon the written request of an employee stating the reasons therefore, leaves of absence with or without pay up to a maximum of one year may be granted for such purposes as to attend school, handle personal business, if temporarily incapacitated or for some other satisfactory reason. The granting of a leave of absence entitles an employee to return to his classification before or at the expiration of his leave of absence. Therefore, a leave of absence shall be granted only to an employee who intends to return to his classification with the City.

SECTION 41. WORKERS' COMPENSATION
The City will recognize applicable current Workers' Compensation Law.

SECTION 42. SAFETY EQUIPMENT
The City agrees to furnish or otherwise provide all safety equipment for each fire safety employee as may be required by law, judicial mandate, or administrative regulation. 1 10223829.2 WE020-076
SECTION 43. NOTICE OF FUTURE MEET AND CONFER
If the Association desires to meet and confer with representatives of the City of West Covina concerning improvements or changes in wages, hours, or other conditions of employment for the employee members represented by the Association, which would take effect on or after July 1, 2025, the Association shall serve upon the City Manager a written request to meet and confer.
1 10223829.2 WE020-076
West Covina Firefighters' Association Local #3226

IAFF, AFL-CIO, CLC
__________________
President
__________________
Vice-President
City of West Covina
__________________
City Manager
__________________
Human Resources/Risk Management Director
1 10223829.2 WE020-076
EXHIBIT "A"

FIREFIGHTER BILL OF RIGHTS PROCEDURE
The following appeals procedures are adopted pursuant to Government Code § 3254.5 of the Firefighters Procedural Bill of Rights Act.

1. DEFINITIONS
. The term "firefighter" means an employee who is considered a "firefighter" under Government Code § 3251(a) except for the Fire Chief who is identified as such. The classifications of employees who are firefighters include:

Firefighters, Firefighter/Paramedics, Fire Engineers, Fire Captains and Assistant Fire Chiefs.
. The term "punitive action" means any action defined by Government Code § 3251(c), i.e., "any action that may lead to dismissal, demotion, suspension, reduction in salary, written reprimand, or transfer for purposes of punishment."

2. APPEAL OF A PUNITIVE ACTION NOT INVOLVING DISCHARGE, DEMOTION OR SUSPENSION OF A FIREFIGHTER FOR MORE THAN FIVE
(5) SHIFTS/DAYS
Pursuant to Government Code § 11445.20, the following informal hearing procedure shall be utilized for an appeal by a firefighter of a punitive action not involving a discharge, demotion or a suspension greater than five (5) shifts/days. . Notice of Appeal- Within five (5) calendar days of receipt by a firefighter of notification of punitive action as set forth above, the firefighter shall notify the Fire Chief in writing of the firefighter's intent to appeal the punitive action. The notice of appeal shall specify the action being appealed and the substantive and procedural grounds for the appeal.
. Presiding Officer- In an informal hearing, the Fire Chief or his/her designee shall be the presiding officer. The Fire Chief or his/her designee shall conduct the informal hearing in accordance with these procedures. The determination of the Fire Chief shall be final and binding. If the Fire Chief cannot serve as the hearing officer because of actual bias, prejudice or interest as defined by Government Code §11425.40, then the City Manager or his/her designee shall serve as the Presiding Officer. In such cases, the determination of the City Manager shall be final and binding. . Burden of Proof- The employer shall bear the burden of proof at the hearing. If the action being appealed does not involve allegations of misconduct by the employer, the limited purpose of the hearing shall be to provide the officer the 1 10223829.2 WE020-076
opportunity to establish a record of the circumstances surrounding the action. The Department's burden of proof shall be satisfied if the Department establishes by a preponderance of the evidence that the action was reasonable. The Department's burden of proof may be satisfied even though reasonable persons may disagree about the appropriateness of the action.
. However, if the punitive action involves charges of misconduct, the Department shall have the burden of proving by a preponderance of the evidence the facts, which form the basis for the charge and that the punitive action was reasonable under the circumstances.
d. Conduct of Hearing-
. formal rules of evidence do not apply, although the Presiding Officer shall have discretion to exclude evidence, which is incompetent, irrelevant or cumulative, or the presentation of which will otherwise consume undue time. . The parties may present opening statements.
. The parties may present evidence through documents and testimony.

Witnesses shall testify under oath.
. Subpoenas may be issued pursuant to Government Code
§§ 11450.05- 11450.50.
. Unless the punitive action involves a loss of compensation, the parties shall not be entitled to confront and cross-examine witnesses. . Following the presentation of evidence, if any, the parties may submit oral-and/or-written closing arguments for-consideration by the hearing officer. e. Recording of the Hearing- If the punitive action involves the loss of compensation, then the hearing shall be stenographically recorded by a certified court reporter. Otherwise, the hearing may be tape recorded. The per diem cost of the court reporter shall be equally borne by the parties. The cost to receive a transcript of the hearing shall be borne by the party requesting the transcript. f. Representation- The firefighter may be represented by an association representative or attorney of his or her choice at all stages of the proceedings. All costs associated with such representation shall be borne by the firefighter. 1 10223829.2 WE020-076
g. Decision- The decision shall be in writing pursuant to Government Code §11425.50. The decision shall be served by first class mail, postage pre-paid, upon the firefighter as well as his/her attorney or representative, shall be accompanied by an affidavit or certificate of mailing, and shall advise the firefighter that the time within which judicial review of the decision may be sought is governed by Code of Civil Procedure § 1094.6.

3. APPEAL OF A DISCIPLINARY DECISION INVOLVING
DISCHARGE, DEMOTION OR SUSPENSION OF A
FIREFIGHTER FOR MORE THAN FIVE (5) SHIFTS/DAYS
. In those instances where the procedures in Government Code §§ 11400, et seq. are inapplicable to an administrative appeal, the administrative appeal shall be conducted in accordance with Chapter 5 (commencing with Section 11500) of Part 1 of Division 3 of Title 2 of the California Government Code. . Notice of Discipline as Accusation- The final notice of discipline which may be issued at the conclusion of any pre-disciplinary procedures shall serve as the Accusation as described in Government Code §§ 11500, et seq. The notice shall be prepared and served in conformity with the requirements of Government Code §§11500, et seq.
. Administrative Law Judge- Pursuant to Government Code § 11512, the City has determined that appeals shall continue to be heard by the Human Resources Commission with the administrative law judge presiding at the hearing, pursuant to Government Code § 11512(b). The administrative law judge shall rule on the admission and exclusion of evidence and advise the Human Resources Commission on matters of law. The Human Resources Commission shall exercise all other powers relating to the conduct of the hearing.
. Time and Place of Hearing- Pursuant to Government Code § 11508, unless otherwise decided by the Human Resources Commission, a hearing shall be conducted at West Covina City Hall at a time to be determined by the Human Resources Commission.
. Notice of the Hearing –Notice of the hearing shall be provided to the parties pursuant to Government Code § 11509
. The Human Resources Commission (known formerly as, and sometimes referred to as, the Personnel Commission) may recommend to sustain or modify the disciplinary action taken when it appears in the record that there was a substantial violation or omission of procedure or where the specific evidence produced in the hearing warrants such recommendation. 1 10223829.2 WE020-076
In all instances, the Human Resources Commission shall certify copies of its findings and recommendations to the City Manager, and to the appellant employee. The City Manager, shall then affirm, revoke or modify the original action taken. Such affirmation, revocation, or modification taken shall be final. Judicial review of the City Manager's decision may be had pursuant to Government Code § 11523.
1 10223829.2 WE020-076
APPENDIX "A-1"

CITY OF WEST COVINA

FIREFIGHTER'S ASSOCIATION CLASSIFICATIONS
The following are those classifications, which have been recognized by the City to be assigned to the Firefighter's Association.

JOB TITLES/CLASSIFICATIONS
Firefighter
Firefighter Paramedic
Fire Engineer
Fire Captain
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APPENDIX A-2

FIREFIGHTER'S ASSOCIATION SALARY RANGES
Effective July 1, 2025 – 3% COLA
Effective the first full pay period following July 1, 2025 Position Title Grade Monthly Base Pay
Step 1 Step 2 Step 3 Step 4 Step 5
Firefighter FR010
Firefighter/Paramedic FR020
Fire Engineer FR030
Fire Captain FR040
Effective July 1, 2026 – 3% COLA
Effective the first full pay period following July 1, 2026 Position Title Grade Monthly Base Pay
Step 1 Step 2 Step 3 Step 4 Step 5
Firefighter FR010
Firefighter/Paramedic FR020
Fire Engineer FR030
Fire Captain FR040
Effective July 1, 2027 – 3% COLA
Effective the first full pay period following July 1, 2027 Position Title Grade Monthly Base Pay
Step 1 Step 2 Step 3 Step 4 Step 5
Firefighter FR010
Firefighter/Paramedic FR020
Fire Engineer FR030
Fire Captain FR040
1 10223829.2 WE020-076
APPENDIX "A-3"

HOLIDAY LEAVE TIME/HOLIDAY PAY
- Request Form -
Employee Name:

Date:

Indicate your preference for Holiday Leave time to be either credited to your Holiday Leave Time record as 8 hours per month or payment of 12 hours of Holiday Pay per month. Holiday Pay is paid at straight time, but is subject to PERS.

Return this form to your Payroll Timekeeper no later than December 1st of the prior year to which the leave will be taken.

THIS SELECTION CANNOT BE CHANGED ONCE IT IS MADE
I ELECT:
 Holiday Pay
 Holiday Leave (Comp) Time
Employee Signature
Date
Z: Forms Holiday Comp Time Holiday Pay Request Form — Fire AGENDA ITEM NO. 8

RECOMMENDATION:

It is recommended that the City Council:

Award the contract for Request for Proposals (RFP) No. 2026-01 for tree trimming and tree maintenance services to West Coast Arborists, Inc.

2. Authorize the City Manager to approve change orders and amendments to the agreement, provided that West Coast Arborists, Inc.'s total compensation does not exceed $3,623,146.

3. BACKGROUND:

The Public Works Department is responsible for maintenance of all City-owned facilities, public infrastructure and its urban forest. Of the 34,000 active tree sites maintained in the inventory database, the City of West Covina maintains approximately 24,000 trees located within public rights-of-way, parks, and City facilities. Routine tree trimming, maintenance, and emergency response services are necessary to ensure public safety, preserve the urban forest, and enhance the City’s appearance.

Since 1997, West Coast Arborists, Inc. (WCA) has been providing tree maintenance services for the City of West Covina. The Maintenance Services Agreement had a term through June 30, 2025. Currently, the agreement with WCA is being extended on a month-to-month basis while the City conducted the formal Request for Proposals process.

This staff report was originally presented at the City Council meeting held on November 4, 2025, and was continued to the November 18, 2025, City Council meeting at the direction of the City Council.

DISCUSSION:

In compliance with the City’s procurement requirements, staff issued the Request for Proposals (RFP In compliance with the City’s procurement requirements, staff issued the Request for Proposals (RFP No. 2026-01) on July 10, 2025, seeking qualified contractors to provide comprehensive tree trimming and maintenance services. The RFP included options for various service levels, including:

Regular tree trimming and pruning - 3-, 5- (current) and 7-year cycles Grid LMD/Slope Tree Aesthetic Trimming (Aerial and Climbing) – 5- and 7-year cycles Grid Palm Tree Pruning – 2-year cycle (current)
Tree removals and stump grinding
Emergency and storm response
Tree planting and establishment care
Inventory management and data reporting
Arborist services
Tree Health Care Services
The RFP was advertised and sent out to subscribers through the City’s third-party website, Planet Bids.

A mandatory pre-proposal meeting was held on July 24, 2025, and was attended by thirteen (13) tree maintenance contractors.

The City received seven (7) proposals by the submission deadline, August 14, 2025. A three (3) person review panel evaluated the proposals based on qualifications, experience, proposed work plan, understanding of the City’s needs, and cost competitiveness using the following criteria:

Criteria Maximum
Points
Completeness of Proposal 20
Relevant Experience and Qualifications of Proposed
Project Team 30
Capacity to Perform 30
Proposed Cost 20
Total 100
The seven (7) bidders ranked as follows:

Contractor Name: Ranking: Average
Score:

Great Scott Tree Services, Inc. 1 82
Mariposa Tree Management Inc. 2 81
West Coast Arborists, Inc. 3 80
North Star Land Care 4 76
United Pacific Services, Inc. 5 71
Greenfield Landscaping and
Maintenance Inc. 6 68
Golden West Arbor Services 7 65
Upon reviewing the scores, the top five (5) bidders were invited to interview and present their tree inventory / maintenance software applications and were provided with specific questions to be addressed during their presentation.

After thorough evaluation, West Coast Arborists, Inc. was determined to be the most qualified firm to provide the required services. The contractor demonstrated:

Proven municipal experience with similar-sized tree inventories Certified arborists on staff
Modern equipment and safety record compliance
Pricing structure with scalable service options.

West Coast Arborists, Inc. has demonstrated the ability to adapt to the City’s operational needs, including providing prompt emergency response during and after regular business hours, while maintaining flexibility to adjust trimming cycles in coordination with other service requests. The most recent example of their ability to respond was the windstorm in January 2025, where they responded with Public Works staff to clear large branches, downed trees and assist with clearing right of ways. WCA worked the night of the windstorm and days afterward to assist with removal of tree debris throughout the City, limiting the impact on residents and businesses.

Staff exercised the City's right to negotiate with WCA pursuant to Section 10.6 (DISCLAIMERS AND RESERVATION OF RIGHTS) of the RFP. Staff negotiated with WCA for an agreement term of five-and one-half (5.5) years that maintains current pricing for the first two and one-half (2.5) years with a maximum allowable CPI increase of 4% for years 3, 4 and 5. The agreement is structured such that there is no minimum guarantee of work for WCA. The agreement provides flexibility to the City to address the current fiscal budget and tree trimming and tree maintenance services can be scaled appropriately based on performance and available funding. Attachment No. 7 contains the current fee schedule with pricing good through 2028.

WCA is a 53-year-old firm that specializes in providing tree maintenance services for public agencies.

Since beginning work in the community, WCA has routinely demonstrated the requisite job knowledge, experience, and qualifications to perform tree maintenance services. Their services include:

Geographic Information System (GIS) Mapping and Database System This GIS system helps the City to actively track tree maintenance schedules, identify fiscal year tree species, and respond to inquiries from the community. The GIS system has also proved beneficial in documenting service request histories for claim-related issues.

Certified Arborist Services
The City regularly consults with WCA's designated arborist to evaluate tree species in the community.

These services help staff to identify diseases and health issues and take appropriate action to improve tree health. When necessary, detailed “Arborist Reports” are prepared for an additional fee.

Proactive Customer Service Approach
WCA is quick to respond to emergency situations, tree maintenance requests, and assist with grant proposals for our community. The firm is also a dedicated partner, participating in community events such as Earth Day and Arbor Day.

Contract Term
Section 2-330(a) of the West Covina Municipal Code states: "Unless otherwise approved by the city council, the maximum duration for any agreement for goods and/or services shall not exceed five (5) years. Prior to approving any agreement with a duration that exceeds five (5) years, the city shall document the rationale for entering into the agreement and why such agreement is in the best interest of the city."
As outlined above, pursuant to staff's negotiations with WCA, WCA has agreed to a 5.5-year term and to maintain their current pricing from January 1, 2026 through June 30, 2028. Starting July 1, 2028, WCA will increase their rates by the percent increase by the Consumer Price Index. The agreement allows a maximum annual increase of 4%. The pricing negotiated with WCA provides a significant savings to the City versus the proposed rates from the other bidders.

Therefore, based on the pricing offered by WCA as well as their demonstrated ability to perform tree maintenance services, staff believes it is in the best interest of the City to approve an agreement with a term of 5.5 years.

LEGAL REVIEW:

The City Attorney's Office has reviewed the draft agreement and approved it as to form and will approve the final form of the agreement prior to execution.

OPTIONS:

The City Council has the following options:

1. Adopt staff's recommendation; or

2. Provide alternative direction.

ENVIRONMENTAL REVIEW:

The proposed action is exempt from the California Environmental Quality Act (CEQA) under Section 15301 (Existing Facilities) of the CEQA Guidelines, as it involves routine maintenance of existing public infrastructure.

Prepared by: Renee M. G. Chavez, Management Analyst I
Additional Approval: Roxanne E. Lerma, Assistant City Manager Fiscal Impact
FISCAL IMPACT:

The annual cost of services for Fiscal Year 2025-2026 is $504,400 not to exceed $630,500 based on the negotiated contract pricing with an additional 25% for selected service options and City priorities to be approved by the City Manager.

There is no fiscal impact as funding for services is available in the approved FY2025-2026 Public Works Maintenance Budget.

Fund Account No. Amount
General Fund 110.503.61.52.63.00.61.61300 $30,000
Gas Tax 124.503.61.52.65.00.61.61300 $30,000
Maintenance District No. 1 181.503.61.52.64.00.61.61300 $12,500 Maintenance District No. 2 182.503.61.52.64.00.61.61300 $16,000 Maintenance District No. 3 183.503.61.52.64.00.61.61300 $4,000 Maintenance District No. 4 184.503.61.52.64.00.61.61300 $51,600 Maintenance District No. 6 186.503.61.52.64.00.61.61300 $11,600 Maintenance District No. 7 187.503.61.52.64.00.61.61300 $11,600 Citywide Maintenance District 188.503.61.52.62.00.61.61300 $325,500 Sewer Tax 189.503.61.52.66.00.61.61200 $11,600
Total $504,400
Future years’ costs will be budgeted accordingly, and will be contingent upon available funding and satisfactory performance. Based upon available funds, staff will provide City Council options for tree maintenance in future fiscal years.

Attachments
Attachment No. 1 - RFP 2026-01 Tree Trimming and Tree Maintenance Services Attachment No. 2 - City of West Covina Grid Trim Map
Attachment No. 3 - City of West Covina LMD Map
Attachment No. 4 - RFP Addendum No. 1
Attachment No. 5 - RFP Addendum No 2
Attachment No. 6 - RFP Proposed Fee Schedule Comparison Attachment No. 7 - WCA 2026 and Current Rate Schedules
Attachment No. 8 - West Coast Arborists, Inc. Proposal
Attachment No. 9 - Great Scott Tree Services, Inc. Proposal Attachment No 10 United Pacific
Attachment No. 11 - West Covina MSA - West Coast Arborists - January 1 2026 CITY COUNCIL GOALS & OBJECTIVES: Protect Public Safety
Achieve Fiscal Sustainability and Financial Stability
A Well-Planned Community
Enhance City Image and Effectiveness

TREE TRIMMING AND TREE MAINTENANCE

SERVICES

1. GENERAL
Approved by:

Roxanne Lerma
Effective Date
July 10, 2025
The City of West Covina (City) is seeking proposals from qualified companies to provide services for tree trimming and tree maintenance services for the City's Urban Forest, which consists of approximately 24,000 trees that are included in the 34,000 active sites maintained in the inventory database.

The City desires to obtain the best possible tree care to maintain the City's Urban Forest at a level expected by the City's residents, City Council, City staff, and visitors to the community.

2. RFP SCHEDULE
• RFP release: July 10, 2025.
• Mandatory Pre-Proposal Meeting: July 24, 2025@ 10:00 a.m. at City Yard 825 S. Sunset Avenue, West Covina, 91790. Please RSVP through PlanetBids by clicking on RSVP button under Bid Information tab.
• Questions due: July 29, 2025@ 3:00 p.m.
(Questions must be posted on City's Planet Bids portal) • Responses to questions posted: August 4, 2025
(Responses will be posted on City's Planet Bids portal) • Proposals due: August 14, 2025@ 2:00 p.m.
• Potential interview: September 3, 2025
• Selection of proposer (tentative date): October 7, 2025 (For contracts awarded by the City Council, City Council agendas are posted on www.westcovina.org on the Wednesday prior to the first and third Tuesdays each month.)

3. PROPOSAL SUBMISSION
Proposals must be for the entire scope of services outlined in this RFP.

Incomplete proposals will not be considered. Proposals will be received electronically (online only) via City of West Covina's PlanetBids portal at https://www.westcovina.org/departments/finance/finance/bids-rfps.

Proposals must be submitted with the following attachments:

City of West Covina Request for Proposals

Page 1 of 89 ends

West Covina City CouncilNovember 18, 2025

West Covina City Council
November 18, 2025