Agenda packet — West Covina City Council, May 19, 2026

CITY OF WEST COVINA

CITY COUNCIL/SUCCESSOR AGENCY/

WEST COVINA COMMUNITY SERVICES FOUNDATION
MAY 19, 2026, 7:00 PM
REGULAR MEETING
CITY HALL COUNCIL CHAMBERS
1444 W. GARVEY AVENUE SOUTH
WEST COVINA, CALIFORNIA 91790
Mayor Letty Lopez-Viado
Mayor Pro Tem Ollie Cantos
Councilwoman Rosario Diaz
Councilmember Brian Gutierrez
Councilman Tony Wu
Please turn off all cell phones and other electronic devices prior to entering the Council Chambers

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

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

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

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

PUBLIC COMMENTS

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

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

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

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

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

AGENDA
CITY OF WEST COVINA
CITY COUNCIL/SUCCESSOR AGENCY

TUESDAY MAY 19, 2026, 7:00 PM
REGULAR MEETING

INVOCATION
Led by Chaplain MoseZetta Howard from Murph-Chapel St. Paul AME Church

PLEDGE OF ALLEGIANCE
Led by Councilman Wu

ROLL CALL

REPORTING OUT FROM CLOSED SESSION

PRESENTATIONS
Certificate Recognizing the Police Unity Tour
Retirement Presentation Honoring Officer Jeff Mosley
Proclamation Recognizing Nation Public Works Week
Proclamation Recognizing Mental Health Awareness Month and Certificate Celebrating 55 Years Strong for L.A. CADA
Proclamation Recognizing Asian American and Pacific Islander Month Taste of West Covina Presentation Recognizing Islands Restaurant Taste of West Covina Presentation Recognizing Preferred Services Insurance Legislative Update

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

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.

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.

APPROVAL OF MEETING MINUTES
1) CONSIDERATION OF APPROVAL OF THE MAY 5, 2026, CITY COUNCIL/SUCCESSOR AGENCY REGULAR SESSION MEETING MINUTES AND THE MAY 5, 2026, CITY COUNCIL/SUCCESSOR AGENCY CLOSED SESSION MEETING MINUTES.

That the Council approve the May 5, 2026, City Council/Successor Agency Regular Session Meeting Minutes and the May 5, 2026, City Council/Successor Agency Closed Session Meeting Minutes.

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

CITY AND THE WEST COVINA MAINTENANCE & CRAFTS EMPLOYEES' ASSOCIATION (WCMCA)
It is recommended that the City Council adopt the following resolution:

RESOLUTION NO. 2026-28 — A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

WEST COVINA, CALIFORNIA, APPROVING THE MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY AND THE WEST COVINA MAINTENANCE & CRAFTS ASSOCIATION (WCMCA) FOR THE PERIOD OF JULY 1, 2024, THROUGH JUNE 30, 2028. 3) AUDIT COMMITTEE UPDATE
It is recommended that the City Council receive and file the informational report. 4) PROPOSED FISCAL YEAR 2026-27 WEST COVINA COMMUNITY SERVICES

FOUNDATION BUDGET
It is recommended that the Board of Directors of the West Covina Community Services Foundation:

1. Receive and file the Proposed Annual Budget; and
Schedule the Annual Budget (incorporated in the Operating and Capital Improvement Program Budget) for consideration at the June 16, 2026 City Council meeting.

2. 5) CONSIDERATION OF BUDGET TRANSFER FOR COMMUNITY SERVICES DEPARTMENT It is recommended that the City Council approve the Budget Transfer of $182,751 for Other Special Events.

PUBLIC WORKS
6) CONSIDERATION OF NEED TO CONTINUE EMERGENCY REPAIRS AT FIRE STATION 3 It is recommended that the City Council review the emergency action for the emergency It is recommended that the City Council review the emergency action for the emergency conditions at Fire Station 3 and adopt the following resolution:

RESOLUTION NO. 2026-38 – A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

WEST COVINA, CALIFORNIA, DETERMINING, BY A FOUR-FIFTHS VOTE OF THE CITY

COUNCIL, THAT THERE IS A NEED TO CONTINUE THE EMERGENCY ACTION AT FIRE STATION 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 June 2, 2026 7:00 PM
RULES OF DECORUM
The following are excerpts from the West Covina Municipal Code:

Section 2-47. - Addressing the council.

Pursuant to the California Government Code, any person wishing to address the city council on any matter on the agenda or on any other matter within their jurisdiction, excluding any matter set for a public hearing, may do so upon first securing the recognition of the presiding officer during the time designated as “Oral Communications” on the agenda. The city council may not act on any item unless it is listed on the agenda.

Section 2-48. - Manner of addressing city council; time limit; persons addressing may be sworn. (a) Each person wishing to address the city council shall submit a speaker card to the city clerk prior to the commencement of the time designated for oral communications. No speaker cards will be accepted after the commencement of oral communications, except at the discretion of the presiding officer. (b) When called forward by the presiding officer or the city clerk, each person addressing the city council shall step up to the podium and give his or her name and city of residence in an audible tone of voice for the record.
(c) Each person addressing the city council during oral communications shall limit his or her comments (c) Each person addressing the city council during oral communications shall limit his or her comments to three (3) minutes, unless the time limit is modified by the presiding officer or the city council. In order to provide all speakers the opportunity to participate in oral communications, the presiding officer or the city council may reduce the time limit to allow reasonable time for all speakers to address the city council. (d) All remarks shall be addressed to the city council as a body and not to any member thereof. No person, other than the city council and the person having the floor, shall be permitted to enter into any discussion, either directly or through a member of the city council, without the permission of the presiding officer. No question shall be asked of a council member except through the presiding officer. (e) The presiding officer may require any person to be sworn as a witness before addressing the city 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 California Penal Code.

Section 2-50. - Decorum—Required.
(a) While the city council is in session, council members shall preserve order and decorum, and a council member shall neither, by conversation or otherwise, delay or disrupt the proceedings or the peace of the council nor interrupt any council member while speaking or refuse to obey the orders of the council or its presiding officer, except as otherwise herein provided. (b) Members of the public shall not willfully disrupt the meeting or act in a manner that actually disrupts, disturbs, impedes, impairs, or renders infeasible 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 presiding officer that the behavior is disrupting the meeting and failure to cease the behavior may result in removal from the meeting:
(1) Addressing the mayor or city council without first being recognized. (2) Persisting in addressing a subject or subjects, other than that before the mayor and city council. (3) Repetitiously addressing the same subject.
(4) Failing to relinquish the podium when directed to do so. (5) From the audience, interrupting or attempting to interrupt, a speaker, the presiding officer, a council member, or a staff member, or shouting or attempting to shout over a speaker, the presiding officer, a council member or a staff member.
(6) From the audience, engaging in disorderly, disruptive, or boisterous conduct, including, but not limited to, handclapping, stomping of feet, whistling, making noise, use of abusive, threatening or profane language or obscene gestures, yelling, obstructing the view of other audience members, or similar conduct which disrupts, disturbs, impedes, or renders infeasible the orderly conduct of the meeting.
(7) As a speaker, 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; interrupting or attempting to interrupt the presiding officer, a council member, or a staff member; shouting over or attempting to shout over the presiding officer, a council member, or a staff member; or engaging in any other disorderly conduct which disrupts, disturbs, impedes, or renders infeasible the orderly conduct of the meeting. Nothing in this section or any rules of the city 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.
(8) Engaging in behavior that constitutes use of force or a true threat of force. (c) It shall be unlawful to violate the provisions of this section. A person violating this section may be removed and barred from further participation at the meeting at which the violation occurs. (d) 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.

Section 2-51. - Enforcement of decorum.

The chief of police or any member or members of the police department or other members of the city staff may be designated by the council to be sergeant-at-arms when, in the opinion of the presiding officer, the services of a sergeant-at-arms is necessary, and the sergeant-at-arms shall carry out all orders and instructions given by the presiding officer for the purpose of maintaining order and decorum in accordance with section 2-50 at the council meeting, including, but not limited to, removing and barring from further participation at the meeting any person who is willfully disrupting the orderly conduct of the meeting.

Section 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:

Section 148. Resisting public or peace officers or emergency medical technicians in discharge of their duties; Removal of weapon from person or presence of public or peace officer. (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.

Section 403. Disturbance of assembly or meeting other than religious or political.

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 302 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: May 19, 2026
TO: Mayor and City Council
FROM: Milan Mrakich, Acting City Manager
SUBJECT: CONSIDERATION OF APPROVAL OF THE MAY 5, 2026, CITY

COUNCIL/SUCCESSOR AGENCY REGULAR SESSION MEETING MINUTES AND THE MAY 5, 2026, CITY COUNCIL/SUCCESSOR AGENCY CLOSED SESSION MEETING MINUTES.

RECOMMENDATION:

That the Council approve the May 5, 2026, City Council/Successor Agency Regular Session Meeting Minutes and the May 5, 2026, City Council/Successor Agency Closed Session Meeting Minutes.

DISCUSSION:

That the City Council adopt the attached minutes.

Prepared by: Lisa Sherrick, Assistant City Clerk
Attachments
Attachment No. 1 - 5/5/2026 Closed Session Minutes Draft Attachment No. 2 - 5/5/2026 Regular Session Minutes Draft CITY COUNCIL GOALS & OBJECTIVES: Enhance City Image and Effectiveness ATTACHMENT NO. 1

CITY OF WEST COVINA

CITY COUNCIL/SUCCESSOR AGENCY
MAY 5, 2026, 6:00 PM

REGULAR MEETING - CLOSED SESSION
MANAGEMENT RESOURCE CENTER 3RD FLOOR
1444 W. GARVEY AVENUE SOUTH
WEST COVINA, CALIFORNIA 91790
Mayor Letty Lopez-Viado
Mayor Pro Tem Ollie Cantos
Councilwoman Rosario Diaz
Councilmember Brian Gutierrez
Councilman Tony Wu

MINUTES

CALL TO ORDER
A Regular Session Meeting was called to order by Mayor Lopez-Viado on Tuesday, May 5, 2026, at 6:00 p.m., in the Management Resource Center, 1444 West Garvey Avenue South, West Covina, California.

ROLL CALL
Council Members

Present: Council Members, Rosario Diaz, Tony Wu, Brian Gutierrez, Mayor Pro Tem Ollie Cantos, Mayor Letty Lopez-Viado
City Staff: Milan Mrakich, Acting City Manager, Nilesh Mehta, Assistant City Manager.

Thomas Duarte, City Attorney, Jamar M. Boyd-Weatherby, Jones Mayer, Michael Sargent, Graves & King
ATTACHMENT NO. 1

PUBLIC COMMENTS ON ITEMS ON THE AGENDA
None

CLOSED SESSION

1. PUBLIC EMPLOYEE PERFORMANCE EVALUATION -Pursuant to Government Code Â§ 54957(b)(1)
Title: Acting City Manager

3. CONFERENCE WITH LABOR NEGOTIATORS
Pursuant to Government Code Â§ 54957.6
City Negotiators: Mrakich, Duarte
Employee Organizations
 Confidential Employees
 Maintenance & Crafts Employees
 Non-Sworn
 W.C. Police Officers Association
 W.C. Firefighters Management Assoc.
 W.C. Firefighters Association, I.A.F.F., Local 3226
 General Employees
 Mid-Management Employees
 W.C. Police Management Association
Unrepresented Employee Group
 Department Heads

2. CONFERENCE WITH LEGAL COUNSEL - EXISTING LITIGATION - Pursuant to Government Code Â§ 54956.9(d)(1)

1.Harris, Jessica Dawn v. City of West Covina (LA Superior Court; Case No.26PSCV00803)

2.Kennedy, Carter (a minor) v. West Covina Unified School District (LA Superior Court Case; No. 26PSCV00800)

3. Rodriguez, David v. City of West Covina (LA Superior Court Case; No. 23PSCV03801)

4. Rosales, Giesela v. City of West Covina (LA Superior Court Case; No. 24PSCV03968)

5. Viz, Satvik v. City of West Covina (LA Superior Court Case; No. 24PSCV03006)

6. Welsh, Albert v. City of Covina (LA Superior Court Case; No. 22STCV13917) ATTACHMENT NO. 1

REPORTING OUT FROM CLOSED SESSION
With regard to item number one, public performance evaluation on a motion by Councilwoman Diaz and a second by Mayor Lopez-Viado on a vote of 5-0, the City Council directed the City Attorney to negotiate and draft an agreement between the City and Milan Mrakich naming him as City Manager and this agreement will be brought back on June 2, 2026 for Council action.

With regard to item number two, under existing litigation, number two, Kennedy v City of West Covina This case is a non-jurisdictional matter, the incident did not occur on the City property and this case has been dismissed.

ADJOURNMENT
A motion to adjourn the Regular Closed Meeting was made by Mayor Letty LopezViado, and the meeting was adjourned at 6:43 p.m. The next regularly scheduled Regular Closed City Council Meeting will be held on Tuesday, May 19, 2026, at 6:00 p.m. in the Management Resource Center 3rd Floor, 1444 West Garvey Avenue South, West Covina, California.

Submitted By:
____________________________
Lisa Sherrick
Assistant City Clerk
__________________________
Letty Lopez-Viado
Mayor
ATTACHMENT NO. 2

CITY OF WEST COVINA

CITY COUNCIL/SUCCESSOR AGENCY
MAY 5, 2026, 7:00 PM

REGULAR MEETING

CITY HALL COUNCIL CHAMBERS
1444 W. GARVEY AVENUE SOUTH
WEST COVINA, CALIFORNIA 91790
Mayor Letty Lopez-Viado
Mayor Pro Tem Ollie Cantos
Councilwoman Rosario Diaz
Councilmember Brian Gutierrez
Councilman Tony Wu

MINUTES

INVOCATION
Led by Pastor Mason Okubo from Immanuel First Lutheran Church

PLEDGE OF ALLEGIANCE
Led by Councilwoman Diaz

ROLL CALL
Council Members

Present: Council Members, Rosario Diaz, Brian Gutierrez, Tony Wu, Mayor Pro Tem Ollie Cantos, Mayor Letty Lopez-Viado
ATTACHMENT NO. 2

PRESENTATIONS
 Proclamation Recognizing National Corrections Officers and Employees Week  Proclamation Recognizing National Police Week
 Certificate Recognizing Baker2Vegas 1st Place
 Proclamation Recognizing the 57th Annual Professional Municipal Clerks Week  Proclamation Recognizing National Small Business Week  Taste of West Covina Presentation Recognizing El Pescador West Covina  Taste of West Covina Presentation Recognizing Mr. Menudo West Covina  Presentation by Vaccine Vet Clinic

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

ORAL COMMUNICATIONS - Three (3) minutes per speaker
John Shewmaker
Jerri Potras
Gloria G
Gregory McQueen
Josh Murry
Steve Bennett
Justin Harvey
Jesus Gomez
Patricia Mendoza
Samuel Martinez
J.D.

Ray Vincentt Vargas Jr

CONSENT CALENDAR
ACTION: Motion by Councilman Wu and Second by Councilwoman Diaz, 5-0 to:

Approve Consent Calendar Item No. 1, 2, and 4. (Item No.1 was not pulled however Councilmember Gutierrez voted ABSTAIN on Item No.1)
ATTACHMENT NO. 2
ACTION: Motion by Councilman Wu and Second by Councilwoman Diaz, 3-2 (No:

Cantos, Gutierrez) to: Approve Consent Calendar Item No. 3. (Item No.3 was pulled by Mayor Pro Tem Cantos)
ACTION: Motion by Councilman Wu and Second by Councilwoman Diaz, 5-0 to:

Approve Consent Calendar Item No. 5. (Item No.5 was pulled by Councilmember Gutierrez)

APPROVAL OF MEETING MINUTES
1) CONSIDERATION OF APPROVAL OF THE APRIL 21, 2026, CITY

COUNCIL/SUCCESSOR AGENCY REGULAR SESSION MEETING MINUTES AND THE APRIL 21, 2026, CITY COUNCIL/SUCCESSOR AGENCY CLOSED SESSION MEETING MINUTES.

Carried 4-1 (Abstain: Gutierrez) to: approve the April 21, 2026, City Council/Successor Agency Regular Session Meeting Minutes and the April 21, 2026, City Council/Successor Agency Closed Session Meeting Minutes.

COMMISSION SUMMARY OF ACTIONS
2) CONSIDERATION OF APPROVAL OF TRAFFIC RECOMMENDATIONS FROM THE TRAFFIC COMMITTEE MEETINGS BETWEEN DECEMBER 2025 AND MARCH 2026
Carried 5-0 to: approve the Traffic Committee recommendations detailed in the staff report for traffic engineering improvements citywide from the meetings held between December 2025 and March 2026.

CITY MANAGER'S OFFICE
3) CONSIDERATION OF EXCLUSIVE NEGOTIATION AGREEMENT FOR THE CITY

YARD PROJECT SITE IN THE CITY OF WEST COVINA
Carried 3-2 (No: Cantos and Gutierrez) to: authorize the Acting City Manager to negotiate and execute all necessary documents to effectuate an Exclusive Negotiation Agreement (ENA) with Brandywine Acquisition Group, LLC (Brandywine) for the sale of the City Yard property (811 South Sunset Avenue).

FIRE DEPARTMENT
4) CONSIDERATION OF SECOND AMENDMENT TO THE AGREEMENT WITH THE

REGENTS OF THE UNIVERSITY OF CALIFORNIA FOR EMS EDUCATOR ATTACHMENT NO. 2

SERVICES FOR THE FIRE DEPARTMENT
Carried 5-0 to: authorize the Acting City Manager to execute the Second Amendment to EMS Educator Services Agreement with the Regents of the University of California on behalf of the UCLA Center for Prehospital Care.

PUBLIC WORKS
5) CONSIDERATION OF NEED TO CONTINUE EMERGENCY REPAIRS AT FIRE STATION 3
Carried 5-0 to: review the emergency action for the emergency conditions at Fire Station 3 and adopt the following resolution:

RESOLUTION NO. 2026-35 A RESOLUTION OF THE CITY COUNCIL OF THE

CITY OF WEST COVINA, CALIFORNIA, DETERMINING, BY A FOUR-FIFTHS

VOTE OF THE CITY COUNCIL, THAT THERE IS A NEED TO CONTINUE THE EMERGENCY ACTION AT FIRE STATION 3

END OF CONSENT CALENDAR

DEPARTMENTAL REGULAR MATTERS

FINANCE DEPARTMENT
6) PROPOSED FISCAL YEAR 2026-27 OPERATING AND CAPITAL IMPROVEMENT

PROGRAM (CIP) BUDGET
ACTION: Motion by Mayor Pro Tem and Second by Councilmember Gutierrez Diaz, 2-3(No: Wu, Diaz, Lopez-Viado) to: Strike language Page 25: “Continue to respond to the global COVID-19 pandemic” and “With due regard to General Fund fiscal impacts, respond to California Department of Public Health (CDPH) proposed regulations. Seek provisional approval from CDPH for creation of a fiscally sustainable municipal health department. Prepare a Community Health Needs Assessment, Community Health Improvement Plan and other studies as may be required by CDPH and the Public Health Accreditation Board. Negotiate and execute agreement(s) for Health Department laboratory services”. And language on Page 53: “Advanced the Establishment of the West Covina Health Department: The City Manager’s Office continues to work in close coordination with the California Department of Public Health (CDPH) on the establishment of a local health department. This critical effort underscores the City’s dedication to expanding public health services and ensuring community well-being” – 2-3
ATTACHMENT NO. 2
ACTION: Motion by Mayor Lopez-Viado and Second by Councilman Wu, 5-0 to::

1. Receive and file the Proposed Fiscal Year 2026-27 Operating and Capital Improvement Program Budget; and

2. Schedule the budget for consideration at the June 16, 2026 City Council meeting. 7) LONG-RANGE FINANCIAL FORECAST FOR FY 2027-2031
No objection to receive and file the Long-Range Financial Forecast for fiscal years ending 2027-2031.

MAYOR/COUNCILMEMBERS REPORTS
 Councilmembers Diaz, Wu, and Mayor Pro Tem Cantos spoke on their attendance at the JPIA Conference.

CITY COUNCIL REQUESTS FOR REPORTS, STUDIES OR INVESTIGATION  Mayor Pro Tem Cantos asked for a resolution to present to Council regarding data centers and battery storage facilities. Second by Councilman Wu, no objection.
 Mayor Pro Tem Cantos would like to convene with all stakeholders for the purpose of determining a framework for doing a public safety tax supportive of police and fire. Second by Councilmember Gutierrez 3-2 (No: Diaz, Wu)

CITY COUNCIL COMMENTS
 Councilmembers wished all a Happy Mother’s Day
 Councilmember Gutierrez thanked Finance Director Ogawa for her work on the budget and also wished all a Happy Mother’s Day.
 Mayor Pro Tem Cantos shared information from Los Angeles County Commissioner Matt Kuranza, there is a $1000 grant for a kid who puts together the top video for 3 minutes about climate sustainability. If interested, please contact Mayor Pro Tem.
-THIS SECTION IS INTENTIONALLY LEFT BLANK-
ATTACHMENT NO. 2

ADJOURNMENT
A motion to adjourn the Regular Meeting was made, and the meeting was adjourned at 11:14 p.m. The next regularly scheduled Regular Closed City Council Meeting will be held on Tuesday, May 19, 2026, at 7:00 p.m. in the Council Chamber, 1444 West Garvey Avenue South, West Covina, California.

Submitted By:
____________________________
Lisa Sherrick, CMC
Assistant City Clerk
__________________________
Letty Lopez Viado
Mayor
AGENDA ITEM NO. 2

THE CITY AND THE WEST COVINA MAINTENANCE & CRAFTS EMPLOYEES'

ASSOCIATION (WCMCA)
RECOMMENDATION:

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

RESOLUTION NO. 2026-28 — A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST

COVINA, CALIFORNIA, APPROVING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE

CITY AND THE WEST COVINA MAINTENANCE & CRAFTS ASSOCIATION (WCMCA) 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 West Covina Maintenance & Crafts Employees' Association (WCMCA) expired on June 30, 2024. City Management and representatives for the WCMCA 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 WCMCA 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.

SalarySchedule:
4-year term (July 1, 2024-June 30, 2028)

1. 2. One-time NonPERSable Pay - Within 30 days after City Council approval of the MOU, employees shall receive a one-time non-PERSable pay of $375.00 (Three Hundred seventy-five Dollars) pro-rata, based upon date-of-hire effective July 1, 2024. The employees will receive the one-time payment on a check separate from their regular paycheck.

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

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

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

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

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

However, fifty (50%) percent of the hours eligible for cash out maximum (180 hours) must be put into the employee's RHS Account and the remaining balance of 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 convert unused sick leave hours upon retirement to CalPERS service credit as pursuant to CalPERS regulations.

This supersedes Section 10.5.E in the Personnel Rules or its equivalent/successor language.

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

3. Overtime Policy: Vacation, sick leave, bereavement leave, and compensatory time off shall not be considered hours worked. Jury duty and holiday shall count towards time worked. WCMCA agrees with the city's above-mentioned policy. However, WCMCA is including a sunset clause that the current language will expire on June 30, 2028, and will revert to the status quo as stated in the MOU dated July 1, 2021, through June 30, 2024. Bargaining unit members who are called out to work on an emergency basis outside of their regularly scheduled shift as requested by the West Covina Police Department, West Covina Fire Department, or the City Manager or designee will be paid at time and a half.

4. Compensatory Time: Article IX, B.1. Maintenance & Crafts Unit employees may accumulate up to a total of sixty (60) hours. Accrued compensatory time in excess of sixty (60) hours will be paid out within ninety (90) days after council approval of the MOU.

5. 6. Special Pays: Effective first full pay period after council approval of the MOU:
a) Class A Commercial Drivers License (CDL) – 5%
b) Electrician IMSA Traffic Signal Certification – 5%
c) Pesticide Application License – 5%
d) Encampment Remediation:

1.5% effective first full pay period after council approval

1.5% effective first full pay period after July 1, 2026

2.0% effective full pay period after July 1, 2027.

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

The approximate fiscal impact for Fiscal Year 2025-26 $42,053,Fiscal Year 2026-27 $147,425,Fiscal Year 2027-28 $162,964.

Attachments
Attachment No. 1 -Resolution 2026-028
CITY COUNCIL GOALS & OBJECTIVES: Achieve Fiscal Sustainability and Financial Stability Maintain Good Intergovernmental Relations
Expand Economic Development Opportunities
ATTACHMENT NO. 1
RESOLUTION NO. 2026-28

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
MAINTENANCE & CRAFTS EMPLOYEES’ ASSOCIATION
FOR THE PERIOD OF JULY 1, 2024 THROUGH JUNE 30,
2028
The City Council of the City of West Covina hereby finds and declares as follows:

WHEREAS, the current Memorandum of Understanding between the City of West Covina (the “City”) and the West Covina Maintenance & Crafts Employees’ Association (WCMCA) expired on June 30, 2024; and
WHEREAS, the City and the WCMCA 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 the WCMCA 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 West Covina Maintenance & Crafts Employees’ Association, 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’s labor counsel.

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 19th day of May, 2026.

Letty Lopez-Viado
Mayor

APPROVED AS TO FORM ATTEST
Thomas P. Duarte Lisa Sherrick, CMC
City Attorney Assistant City Clerk
I, LISA SHERRICK, CMC, ASSISTANT CITY CLERK of the City of West Covina, California, do hereby certify that the foregoing Resolution No. 2026-28 was duly adopted by the City Council of the City of West Covina, California, at a regular meeting thereof held on the 19th day of May, 2026, by the following vote of the City Council:

AYES:

NOES:

ABSENT:

ABSTAIN:

Lisa Sherrick, CMC
Assistant City Clerk

EXHIBIT A

MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF WEST
COVINA
AND

CITY OF WEST COVINA

MAINTENANCE & CRAFTS EMPLOYEES'

ASSOCIATION
JULY 1, 2024 THROUGH JUNE 30, 2028

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 13
ARTICLE FOUR FRINGE BENEFITS 20
ARTICLE FIVE LEAVE POLICIES 27
ARTICLE SIX GENERAL PROVISIONS 41
SIGNATURE PAGE 44
APPENDIX “A” MAINTENANCE & CRAFTS EMPLOYEE UNIT
JOB TITLES/CLASSIFICATIONS 45
APPENDIX “B” MAINTENANCE & CRAFTS SALARY SCHEDULE 46
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 Maintenance & Crafts Employees Association (hereinafter referred to as "Association"), representing the Maintenance & Crafts Unit Employees.

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

III. RECOGNITION
A. Maintenance & Crafts Unit Employees
Pursuant to the provisions of the City of West Covina Municipal Code, Employee Organization, Article V Section 2-205 through 2-228, and the City of West Covina Personnel Rules, as amended, the City recognizes the Maintenance & Crafts Employees Association, representing Maintenance & Crafts Unit Employees.

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

C. Classifications Recognized
Specific classifications recognized by the City of West Covina being represented by the Maintenance & Crafts Employees Association are listed in Appendix "A" of this agreement.

IV. ASSOCIATIONS AND EMPLOYEE RIGHTS AND RESPONSIBILITIES A. Association and Employee Rights
The City and the Association shall comply with the provisions of Government Code section 3500, et seq., as amended, or any subsequent State law governing meet and confer rights of employee organizations. The parties further agree that during 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 (24 2 pay periods) from unit employees whose classification and position are recognized to be represented by the Association and who voluntarily authorize the deduction in writing, or on forms approved by the City.

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

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

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

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

D. Association Benefit Plans - Dues
The City will allow employees to add an amount of money, to pay for Association sponsored benefits plans, to the lump sum 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.
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 Memoranda 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 assignment pay.

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

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

H. Bulletin Boards

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

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

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

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

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

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

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

C. Association Responsibilities

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

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

SALARIES AND COMPENSATION
I. SALARY SCHEDULE
A. SALARY SCHEDULE
Effective the first full pay period following the City Council’s approval of the MOU and not earlier, the base salary shall increase by 3%; effective the first full pay period following July 1, 2026, the base salary shall increase by 3%; effective the first full pay period following July 1, 2027, the base salary shall increase by 3%.

In addition, upon City Council approval of the agreement, an additional merit step 6 shall be added. On July 1, 2026, an additional merit step 7 shall be added. On July 1, 2027, an additional merit step 8 shall be added. Employees shall be eligible for the merit increases on their anniversary date with the City.

One-time NonPERSable Pay – Within 30 days after City Council approval of the MOU, employees shall receive a one-time non-PERSable pay of $375.00 (Three Hundred seventy-five Dollars) pro-rata, based upon date-of- hire effective July 1, 2024. The employees will receive the one-time payment on a check separate from their paycheck.

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

C. SALARY ADMINISTRATION

1. Specific Information in Personnel Rules
Specific detailed information dealing with such subjects 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.

2. 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.

3. 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.

4. Base Salary
Base salary shall mean only the assigned salary to any unit classification 8 exclusive of any other type of form of compensation.

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

6. Y-Rating
a. When a personnel action, such as a demotion due to layoff, reclassification, or job rehabilitation results in the lowering of the incumbent unit employee's salary range, the affected incumbent's salary may be "Y-rated" by the City, at the City's sole discretion. b. "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.
c. The employee's base salary shall remain at the same level until the salary range of the new classification equals or exceeds the Yrated salary. d. Those unit employees on a job rehabilitation shall be Y-rated upon written agreement and mutual consent between the affected employee and the City.

II. Bilingual Allowance
A. Eligibility

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

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

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

B. Compensation

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 9 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. Currently, these languages 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 RegistrarRecorder/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.

III. 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 person on a temporary leave or disability shall not exceed 12 months, unless extension is approved by the City Manager. An acting appointment made to a vacant position during recruitment for a permanent employee to fill the position shall not exceed 960 hours in a fiscal year. Acting appointments shall be made from existing promotional lists, if available.

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

B. Compensation

1. Maintenance & Crafts Unit employees assigned and approved by management in an acting capacity will be paid five percent (5%) above their base salary immediately effective upon the City Manager’s approval. . Such compensation shall continue for the length of the assignment, and shall 10 terminate per Section A-2 above.

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

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

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

V. 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 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 aqe 62
11 All Unit members classified as "new members", as defined by the Public Employees' Pension Reform Act of 2013, hired on or after January 1, 2013 shall participate in the 2% at age 62 PERS retirement benefit plan, with their final compensation based upon the average of their highest annual compensation earned over a three (3) year period. New members will be required to pay the appropriate share of their pension costs and other provisions, as required by the Public Employees' Pension Reform Act of 2013. Contributions shall be made on a pre-tax basis.

Cost-Sharing
Effective the first full pay period following July 1, 2022, both classic and new members shall pay an additional 2% of compensation earnable towards the employer contribution pursuant to cost sharing in accordance with Government Code Section 20516(f); effective the first full pay period following July 1, 2023, both classic and new members shall pay an additional 1% of compensation earnable towards the employer contribution pursuant to cost sharing in accordance with Government Code Section 20516(f). The Parties agree that should the MOU expire without a successor agreement in place, the cost sharing contribution as described above shall continue.

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

D. Military Buyback
Military service credit as public service credit under PERS section 21024.

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

This supersedes Section 10.5.E in the Personnel Rules or its equivalent/successor language. "Employees, upon termination of continuous service, other than by discharge, shall be paid at the employee's hourly rate of pay for one-half (1/2) of all sick leave accrued to the time of such retirement at their current rate of compensation to a maximum of three hundred sixty (360) hours. However, fifty (50%) percent of the hours eligible for cash out maximum (180 hours) must be put into the employee's RHS Account and the remaining balance of 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 convert unused sick leave hours upon retirement to CalPERS service credit as pursuant to CalPERS regulations.

This supersedes Section 10.5.E in the Personnel Rules or its equivalent/successor language.

IV. CLASS “A” DRIVER’S LICENSE REQUIREMENTS AND STIPEND A. CLASS “A” REQUIREMENT
12 The following job classifications within the street and Sewer Maintenance Divisions must have a Class “A’ Driver’s License for promotion and retention of his/her job:
- Senior Maintenance Worker
- Equipment Operator
- Lead Maintenance Worker
B. CLASS “A” REQUIRED STIPEND
Job classifications (positions) required to maintain a Class “A” Driver’s License shall receive a stipend of $100 per month.

C. CLASS “A’ OPTIONAL STIPEND
Any regular unit employee not required to have a Class “A” License but opts to maintain the license for performance shall receive a stipend of $25 per month.

V. SPECIAL CERTIFICATION PAY
Employees covered by this agreement, who hold the following certifications, shall receive additional percentage pay as shown below:
a) Class A Commercial Driver’s License (CDL)-5%
b) Electrician IMSA Traffic Signal Certification-5%
c) Pesticide Application License-5%
d) Encampment Remediation:
a. 1.5% effective the first full pay period after council approval. b. Additional 1.5% effective the first full pay period after July 1, 2026. c. Additional 2.0% effective the first full pay period after July 1, 2027. 13 ARTICLE THREE

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

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

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

C. 4/10 Work Schedules — Unit Employees

1. On or after January 1, 2004, the City may implement a 4/10-work schedule for all unit employees.

2. It is understood that City reserves the right to keep City Hall open Monday through Friday and adjust work days/schedules accordingly. City Hall will remain open Monday through Friday, except for holidays, as set forth in this agreement.

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

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

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

E. 7-Day Work Week— Fixed and Regularly Recurring
The work weeks shall be fixed and regularly recurring 7-day work weeks as set forth in the aforementioned.
14 III. TIME WORKED
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.

C. Lunch Breaks
Unit employees are paid for a lunch break (30 minutes) on the basis that lunch is taken at the job site. The purpose of this is to eliminate job breakdown and travel time. Should the employee choose to leave the job site, the 30 minutes include time involved in going to and coming from the job site.
15 VI. OVERTIME
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 and approved by management, payment will be paid or compensatory time accrued at time and onehalf for all hours worked in excess of the normal daily work shift. *Vacation, sick leave, bereavement leave, and compensatory time off shall be considered hours worked. However, City recognized holidays and hours performing jury duty shall be considered hours worked.
*The above-mentioned section is considered a sunset clause that the current language will expire on June 30, 2028, and will revert to the status quo as stated in the MOU dated July 1, 2021, through June 30, 2024.

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

B. Overtime Authorization

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

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

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

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

B. Comp Time Accrual
Employees may accumulate up to a total of sixty (60) hours. Employees who have accrued compensatory time in excess of sixty (60) hours will be paid out within ninety (90) days after council approval of the MOU.

C. Use of Compensatory Time
Accumulated compensatory time may be utilized as paid leave on a straight time hour for hour basis at the mutual convenience of management and employees without such options being tied to sick leave usage. All compensatory time utilized 16 as paid leave by an employee shall be debited from their accrued compensatory time bank
VIII. TIME WORK INCREMENTS
A. Increments — Less Than One Hour

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

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

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

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

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

B. Accumulation

1. Total Hours Comp Time —Maintenance & Crafts Employees Maintenance & Crafts Unit employees may accumulate up to a total of one hundred twenty (120) compensatory hours, unless otherwise set forth in this agreement.

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

3. Compensatory Time - Change in Classification
Any unit employee who changes classification and who has accumulated 17 any hours of compensatory time shall have all their accumulated compensatory hours paid off at their current hourly rate of pay.

X. EMERGENCY OVERTIME REQUIREMENT
The City reserves the right to require unit 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. Travel time to work and returning home shall not be counted as time worked.

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.
a. An employee assigned to be on stand-by shall be provided a duty truck for call-out response during all off-duty hours during the standby assignment. The duty truck shall be taken home by the assigned employee during all off-duty hours to ensure the most expeditious and efficient responses to callouts.

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

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

C. On-Call

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

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

D. Court Stand-by "On-Call"
Court stand-by "on-call" is when a unit employee is subpoenaed and placed on stand-by "on-call" time on job related matters during their assigned off duty nonwork time. 18 XII. CALL-BACK COMPENSATION
A. When a Maintenance & Crafts Unit employee is required to return to work, the City agrees to pay to the employee a minimum of two (2) hours at time and one-half, and time and one-half on an hour-for-hour basis for each hour worked thereafter.

B. Whenever a Maintenance & Crafts Unit employee is required to work on a callback basis, the employee may elect to receive compensatory time off. Under these circumstances, the City will credit a minimum of three (3) hours of comp time for each occasion of call-back and straight comp time on an hour-for-hour basis for each hour in excess of three (3) hours worked.

C. Maintenance & Crafts Unit Employees required to return to work on a call-back basis shall have a minimum break of eight (8) hours from the time they are released from call-back duty until they are required to return to work, without loss of pay.

D. Should Maintenance & Crafts Unit employees be directed to report to work at a time providing a break of less than eight (8) hours, they shall be paid at the rate of time-and-one-half for any hours between return to work and the eight (8) hour minimum.

E. In extreme emergency situations requiring extensive consecutive work hours by the employee, the City reserves the right to adjust scheduled work hours to provide employees with adequate rest time and meet the ongoing work requirements necessary to satisfy the emergency.

XIII. COURT TIME PAY
Time spent in court beyond the regularly scheduled shift will be paid at a time and onehalf rate with a two (2) hour minimum guarantee.

XIV. STAND-BY, REMOTE ASSISTANCE AND HOLIDAY WEEK — MAINTENANCE &

CRAFTS UNIT EMPLOYEES
A. Maintenance & Crafts Unit employees required to serve on stand-by for a period of one week (7 calendar days) will be compensated fourteen (14) hours straight time pay. A listing of names and dates of employees placed on stand-by will be provided. The City will attempt to solicit volunteers first. Stand-by will be rotated uniformly among the eligible employees.

B. Maintenance & Crafts Unit employees who receive a call for assistance during offwork hours that does not require return to the work site, shall receive a minimum 30 minutes straight time pay.

C. Holiday Week
When a Maintenance & Crafts Unit employee is required to serve on stand-by when a fixed holiday occurs during the employee's workweek, the employee shall receive sixteen (16)hours pay at straight time pay. If two consecutive recognized fixed holidays fall within the employee's work week, the employee shall receive twenty (20)hours pay at straight time pay.
19 D. Thanksgiving Holiday Week
When a Maintenance & Crafts Unit employee is required to serve on stand-by during the Thanksgiving Holiday Week, the employee shall receive eighteen (18) hours pay at straight time.

E. Holiday Closure Week
When a Maintenance & Crafts Unit employee is required to serve on stand-by duty during the holiday Closure week (December 24th through January 1st), the employee shall receive twenty-five (25) hours pay at straight time. 20 ARTICLE FOUR

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

B. Selection and funding

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

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

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

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

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

A. Health Insurance

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

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

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

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

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

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

7. The City’s contribution to medical premiums for all new unit employees hired on or after July 1, 2018 shall be capped in accordance with the following schedule Family $1,250/month
2-Party $950/month
Single $550/month
B. Dental Insurance
In addition to the above amount for medical insurance, the cafeteria amount shall also include up to $62.23 monthly for dental insurance for the member and eligible dependents. If the dental insurance plan selected by the member is less than $62.23, the 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 only monthly cost for vision insurance.

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

D. Deferred Compensation Matching
All unit employees may receive a deferred compensation matching benefit up to $50 per month. The benefit shall be conditioned on a matching principle in which the City will contribute up to $50 per month to each employee’s deferred compensation account on an employee-employer dollar-for-dollar matching basis. 22 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
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.

VI. RETIREE HEALTH SAVINGS PLAN
A. Employee Contribution: $25 per month minimum
B. Employer Contribution: $100 per month
C. Employer Lump Sum RHS Contribution.

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

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

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

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

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

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

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

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, and dependent care expenses.

B. It is understood by the parties that participation in the Plan is voluntary for employees and the City will not be obligated to contribute to pay any employee costs for those who participate in the Plan.
24 VIII. STATE DISABILITY INSURANCE
The City agrees to make available at the employee's expense, SDI as provided through the State of California.

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

B. Retired Employee Life Insurance - $5,000
The City shall provide all unit employees who retire from the City, after the date of adoption of this agreement by the City Council, a term life insurance policy in the amount of five thousand dollars ($5,000).

X. LONG TERM DISABILITY INSURANCE
A. Benefit
The City shall provide for all unit employees a long-term disability insurance (LTD) plan, which provides sixty percent (60%) of monthly earnings, to a maximum benefit of five thousand dollars ($5,000) per month. Coverage becomes effective on the later of: 1) 180 days; 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 Human Resources Department.

XI. UNIFORM
A. Uniform T-Shirts

1. The City shall provide Maintenance Department employees required by management to wear a uniform a maximum of four (4) City-approved pocketed t-shirts per calendar year.

2. Any additional T-shirts are to be paid by employee.

B. Uniform Short-Pants

1. Short pants may be worn by Maintenance Department employees as approved by Management.

2. Management shall determine and approve which assignments are appropriate for short pants and evaluate the appearance of the short pants.
25 C. Uniform Jackets
The City shall provide uniform jackets to Maintenance Department employees as approved by management.

D. Uniform Requirements
Unit employees who are required to wear uniforms 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. SAFETY BOOT ALLOWANCE
The City shall establish a voucher program with a mutually acceptable local safety boot provider. Unit employees shall be eligible to redeem up to $400 per calendar year (January 1 – December 31) for purchase of safety boots. The Vendors agreed upon by the parties shall be Red Wing and Boot Barn. The Vendor may only be changed by mutual agreement of the parties.

XIII. TUITION REIMBURSEMENT PROGRAM
A. Maximum Reimbursement
Unit Employees maximum annual tuition reimbursement (including books) shall be $686 per fiscal year.

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

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

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

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

XV. 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, 26 retirement, medical, dental, or other insurance policies or any other benefit to which they would not otherwise be entitled shall be subject to: 1) denial of requested benefits; and/or b) disciplinary action up to and including termination. 27 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
Thanksgiving Day
Veteran’s Day

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

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

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

5. Any employee required to work between December 25th and January 1st on their normal work day(s) will receive compensatory time off or holiday pay based on actual hours worked up to a maximum of forty (40) hours. 28 6. Holiday in-lieu pay shall be limited to a maximum of twenty (20) hours per fiscal year. Any holiday in-lieu time in excess of twenty (20) hours must be taken as compensatory time off.

7. Should the City eliminate the above compensated holiday closure from December 25th through January 1st, the following fixed holidays shall be recognized.

New Year's Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve (unless Christmas falls on a Saturday,
Sunday, or Monday)
Christmas Day
B. Floating Holiday Leave (Previously Referred to as "Personal Leave”)

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

2. 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.

3. 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.

4. 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.

5. 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.

C. Floating Holiday Leave — Reinstated Employees
Reinstated employees shall receive floating holiday leave credit for all prior service in the current year in ascertaining the number of hours usable and when they may be used.
29 D. 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 3.33 hours per month of employment in the current calendar year. If the employee's termination date is after the 18th of the month, the employee will receive floating holiday leave credit for that month.

2. If the terminating employee has taken more floating holiday leave time than 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

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

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

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

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

G. Observation of Saturday and Sunday Holidays

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

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

3. For all other employees, when a holiday falls on a regularly scheduled day off, the employee shall be entitled to up to ten (10) hours straight compensatory time for the holiday based on their normal work schedule.

This compensation can be taken as either compensatory time or pay, at the discretion of the employee.
30 H. Holiday Scheduling
The City reserves the right to require employees to work on fixed holidays.

II. VACATION
A. Vacation Policy
It is the policy of the City that where possible employee vacations be taken annually in the year earned. The time during the year at which an employee may take vacation shall be determined by management, with due regard for the wishes of the employee and particular regard for the service needs of the City.

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

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

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

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

3. If an employee has reached the maximum allowed unused vacation leave balance, and is unable to take vacation leave due to work urgency, industrial injury, extended medical leave, special or pre-scheduled leave as authorized by management, 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.
31 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.

E. Payment for Unused Vacation Leave Time at Termination Any employee who is terminating his/her employment, shall be paid for accrued vacation leave time as of the effective date of termination.

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

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

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

III. SICK LEAVE
A. Sick Leave Benefit

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

B. Sick Leave Earned

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

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

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

4. Unused sick leave may be accumulated without limit.
32 C. Reinstatement of Sick Leave

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

2. Upon reemployment, an employee who has separated employment in good standing will have sick leave time reinstated in 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 for employees hired prior to July 1 , 2025 shall be 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 that may be cashed out 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 of each year.

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

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

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

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

E. Sick Leave Payoff Upon Retirement
33 Unit employees hired prior to July 1, 2018 and who retire from the City other than by discharge, shall be paid at the employee's hourly rate of pay for one-half (1/2) of all sick leave accrued to the time of such retirement at their current rate of compensation to a maximum of three hundred sixty (360) hours. However, fifty (50%) percent of the hours eligible for cash out maximum (180 hours) must be put in to the employee's RHS Account and the remaining balance of 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 convert unused sick leave hours upon retirement to CalPERS service credit as pursuant to CalPERS regulations.

Sick Leave is only paid upon retirement to those hired prior to July 1, 2018. This supersedes Section 10.5.E in the Personnel Rules or its equivalent/successor language. "Employees, upon termination of continuous service, other than by discharge, shall be paid at the employee's hourly rate of pay for one-half (1/2) of all sick leave accrued to the time of such retirement at their current rate of compensation to a maximum of three hundred sixty (360) hours. However, fifty (50%) percent of the hours eligible for cash out maximum (180 hours) must be put into the employee's RHS Account and the remaining balance of 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 convert unused sick leave hours upon retirement 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
34 Any employee absent from work, due to illness or accident, may be required by management to submit to and successfully complete a physical examination before returning to active duty. The physical examination will be conducted by a physician of the City's choice, with all costs to be paid by the City.

G. Use of Sick Leave — Care of Immediate Family

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

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

H. Temporary Disability

1. A City employee who is entitled to temporary disability indemnity under Division 4, Part 2, Ch 2 of the 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
35 No employee shall use sick leave days to offset the date of disability retirement.

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

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

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 subcommittee, 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 36 causes where no danger could have been anticipated or precautions and actions taken by the employee to prevent or reduce the injury. Appeal of Safety Committee determinations provided for in this section shall be made to the City Manager, whose decision shall be final.

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

VI. MILITARY LEAVE
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 37 appropriate deductions and withholdings.

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

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

VII. Jury Duty

1. 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.

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

VIII. FAMILY CARE LEAVE

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

2. Family Illness
Leaves due to serious health condition of a child, spouse or parent of an employee may be granted for a reasonable period of time by the City Manager, provided such period including paid and unpaid leave, shall not exceed twelve (12) weeks in any 12-month period. Only those employees with at least one year of continuous City employment shall be eligible. Certification from a health care provider that the employee's leave is necessary and the prospective length of such leave may be required upon request. Family care leave shall be administered in a manner 38 consistent with Sections 12945, 12945.2 and 19702.3 of the California Government Code. California law shall prevail unless preempted by federal law.

3. Use of Paid Leave

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

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

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

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

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

C. Authorized Absence

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

2. An employee shall not be entitled to a leave of absence as a matter of right, but only upon good and sufficient reason.
39 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.
40 2. The Human Resources Director may approve the request of leave of absence without pay, of one hundred twenty (120) calendar days or less upon the recommendation of Department Head.

3. The City Manager may approve, upon recommendation of the Department Head, requests of more than one hundred twenty (120) calendar days, not to exceed one (1) full year.

4. The City Manager may later, due to mitigating circumstances, extend such leave of absence without pay for one (1) additional full year with the approval of the Department Head.

5. A physician statement shall be required of any employee who requests leave of absence without pay as a result of medical conditions.

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

E. Leave of Absence — Employee Injured on Job
The City Council may grant a leave of absence without pay for an indefinite period of time to any employee who is injured on the job, or has a serious illness even though the employee does not meet the one-year of continuous service requirements.

F. Accrual of Benefits
Leave of absence without pay granted by the City shall not be construed as a break in service of employment, and rights accrued at the time leave is granted shall be retained by the employee; however, vacation credits, sick leave credits, increases in salary and other similar benefits shall not accrue to a person granted such leave during the period of absence. An employee reinstated after leave of absence without pay shall receive the same step in the salary range he/she received when he/she began his/her leave of absence. Time spent on such leave without pay shall not count toward service for increases within the salary range, and the employee's salary anniversary date shall be set forward one month for each thirty (30) consecutive leave days taken.

XI. FAILURE TO RETURN FROM LEAVE

1. Failure of the employee to return to his/her employment upon the termination of any authorized leave of absence shall constitute an automatic termination from City service, unless such leave is extended as approved by management for mitigating circumstances.

2. The City reserves the right to revoke or cancel any authorized leave for reasons, which the City finds to be sufficient.
41 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 Associations shall have the right to meet with the City regarding the impact on employees of the suspension of these provisions in this Memorandum of Understanding.

III. SEVERABILITY PROVISION
A. MOU Remains in Full Force and Effect
Should any article, section, subsection, subdivision, sentence, clause, phrase or provision of this Memorandum of Understanding be found in conflict or inconsistent with such applicable provisions of Federal or State law or otherwise held to be invalid, unenforceable, inoperative, void, or invalid by a court of competent jurisdiction, all other provisions of this Memorandum of Understanding shall remain in full force and effect for the duration of this Memorandum of Understanding.

B. Successor Provision
In the event any provision shall have been found to be inoperative, void or invalid as aforementioned, the City and the Association shall, upon the request of either party, meet and confer in an effort to agree upon a successor provision.

IV. PROVISIONS OF MEMORANDUM
A. Sole and Entire Memorandum of Understanding
It is the intent of the parties hereto that the provisions of this Memorandum of Understanding shall supersede all prior agreements and 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 42 June 30, 2015 MOU except as modified by said side letters and this MOU. Unless the Parties agreed otherwise in this MOU, if the terms and conditions contained in the consolidated MOU differ from those established in one or more of the side letters or in the July 1, 2014 to June 30, 2015 MOU, the terms of the former will prevail and the Parties will meet to correct the issue in the consolidated MOU. This paragraph is intended only to cover the initial term of the consolidated MOU and will become ineffective on June 30, 2024.

B. Personnel and Departmental Rules

1. It is understood and agreed that there exist within the City, in written form, Personnel and Departmental Rules.

2. Except as specifically modified by this Memorandum of Understanding (MOU) these rules and regulations and any subsequent amendments thereby, shall be in full force and effect.

3. Before any new or subsequent amendments to these Personnel and/or departmental rules and regulations, which directly affect wages, or significantly alter hours, and terms and conditions of employment are implemented, the City shall meet with the Association regarding such changes.

4. Nothing provided herein shall prevent the City from implementing such rules and regulations provided it has met with the Association as required.

V. AMENDMENTS TO MEMORANDUM OF UNDERSTANDING
The provisions of this Memorandum of Understanding can be amended, supplemented, rescinded, or otherwise altered only by mutual agreement in writing, hereafter signed by the designated representatives of the City and the Association.

VI. RATIFICATION AND IMPLEMENTATION
A. Acknowledgement
The City and Association acknowledge that this Memorandum of Understanding shall not be in full force and effect until ratified by those Association members voting who are in classifications requested by each Association set forth in this Agreement and adopted 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 the 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 November , 2021.

D. Term or Memorandum of Understanding
43 The term of this Memorandum of Understanding shall be for a period of three (3) years, commencing on July 1, 2021 and terminating June 30, 2024 at 11:59 p.m. 44 All other terms of the MOU other than the aforementioned terms would remain the same.

CITY OF WEST COVINA
Milan Mrakich, Acting City Manager Date
Carmelita Underwood, HR Director Date
West Covina Maintenance & Craft Association
Carlos Rubio IBT 986 Date
Jason Swanson, IBT 986 Date
Jeffrey Arceo,City Employee Date
Bryon Lewis, City Employee Date
Jose Medina, City Employee Date
45 APPENDIX "A"

CITY OF WEST COVINA MAINTENANCE &

CRAFTS EMPLOYEE UNIT
The following are those classifications, which have been recognized by the City to be assigned to the Maintenance & Crafts Employee Unit:

JOB TITLES/CLASSIFICATIONS
Building Maintenance Leadworker Electrician I, II
Electrician Leadworker Equipment
Mechanic I, II
Equipment Mechanic Lead Worker
Equipment Operator
Maintenance Leadworker Maintenance
Worker I, II, III Senior Maintenance Worker
Maintenance Services Coordinator
46 47
AGENDA ITEM NO. 3

AGENDA STAFF REPORT
City of West Covina | Office of the City Manager
DATE: May 19, 2026
TO: Mayor and City Council
FROM: Milan Mrakich, Acting City Manager
SUBJECT: AUDIT COMMITTEE UPDATE
RECOMMENDATION:

It is recommended that the City Council receive and file the informational report.

BACKGROUND:

On February 3, 2026, the City Council adopted Resolution No. 2026-16, revising the Rules and Regulations. The revisions established that the Audit Committee shall hold one (1) regular meeting per quarter, scheduled for the fourth Wednesday of January, April, July, and October. Additionally, the revisions clarified the two-year appointment term for committee members.

DISCUSSION:

At the February 25, 2026, Audit Committee meeting, Marsha Solorio was appointed Chair and Deanna Stanley was appointed Vice-Chair.

The Committee requested that the draft Annual Comprehensive Financial Report (ACFR) be provided for review prior to adoption by the City Council. Additional information requested by the Committee includes:

Purchasing Card Policy
Purchasing Violation Log
Corrective Action Plan updates
Year-to-date budget reports
LEGAL REVIEW:

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

OPTIONS:

It is recommended that the City Council receive and file this informational report.

Prepared by: Karen Ogawa, Finance Director
Additional Approval: Roxanne E. Lerma, Assistant City Manager Fiscal Impact
FISCAL IMPACT:

This agenda item is a receive and file; therefore, there is no fiscal impact associated with this action.

CITY COUNCIL GOALS & OBJECTIVES: Achieve Fiscal Sustainability and Financial Stability A Well-Planned Community
Enhance City Image and Effectiveness
AGENDA ITEM NO. 4

AGENDA STAFF REPORT
City of West Covina | Office of the City Manager
DATE: May 19, 2026
TO: Mayor and City Council
FROM: Milan Mrakich, Acting City Manager
SUBJECT: PROPOSED FISCAL YEAR 2026-27 WEST COVINA COMMUNITY SERVICES

FOUNDATION BUDGET
RECOMMENDATION:

It is recommended that the Board of Directors of the West Covina Community Services Foundation:

2. BACKGROUND:

On February 1, 2005, the City of West Covina authorized the formation of the West Covina Community Services Foundation (Foundation), a California Public Benefit Corporation. According to the bylaws, the Foundation was organized for charitable purposes and its primary purposes and objectives consist of:
(1) providing services beneficial to the public interest by seeking to offer, improve, or expand services that enhance the quality of life for residents, (2) preserving public buildings, structures, and documents of historical significance to the community; (3) qualifying and being more competitive when seeking to acquire grant funding; (4) receiving gifts of funds for public purposes; and (5) pursuing any other opportunities available that would benefit the public interest.

The Foundation does this by receiving gifts of funds from donors for specific purposes (i.e., 4th of July Celebration, Summer Concerts, etc.).

DISCUSSION:

The Budget provides the framework for providing services and programs to the community of West Covina. The services and programs included in the Budget represent the delivery of core services and priorities.

The proposed Budget (Attachment No. 1) demonstrates a financial plan for the next 12 months.

LEGAL REVIEW:

The City Attorney's Office has not reviewed this report.

Prepared by: Karen Ogawa, Finance Director
Additional Approval: Roxanne E. Lerma, Assistant City Manager Attachments
Attachment No. 1 - Proposed Budget FY 2026-27
CITY COUNCIL GOALS & OBJECTIVES: A Creative and Active Community Maintain Good Intergovernmental Relations
Enhance City Image and Effectiveness
FY 2024-25 FY 2024-25 FY 2025-26 FY 2025-26 FY 2026-27 INCREASE/

BUDGET ACTUAL BUDGET ESTIMATE PROPOSAL (DECREASE)
Revenues:

Donations:

Police $ - $ 210,000 $ - $ 100 $ 100 $ -
Fire - 4,480 - 790 100 (690)
Community Services - 50,145 - 40,000 - (40,000)
Cal Street Hockey Rink - - - - 72,000 72,000
Duke "Maverick" Baseball - - - - 10,000 10,000
State of City - - 50,000 28,000 50,000 22,000
Special Events:

Community Services 60,000 53,952 60,000 10,000 - (10,000) State of City 50,000 51,593 - - 25,000 25,000
Citywide - - - - 40,000 40,000
Senior Center - - - - 7,000 7,000
Total Revenues $ 110,000 $ 370,170 $ 110,000 $ 78,890 $ 204,200 $ 125,310 Expenditures:

Explorer Program $ - $ 5,882 $ - $ - $ - $ -
Fire Donation Expense - - - 1,290 - (1,290)
Miscellaneous Expense - 2,462 - - - -
Police Donation Expense - - 210,000 207,900 - (207,900) Police Wall of Honor 3,300 - 3,300 3,300 - (3,300)
Senior Center Events - - - - 7,000 7,000
Special Events:

July 4th Event - 37,267 - - - -
Let It Snow - - - 2,258 - (2,258)
State of the City - 78,626 - 79,291 75,000 (4,291)
Summer Concerts - 32,958 - 8,850 - (8,850)
Super Moon Festival - 1,160 - - - -
Citywide Events 110,000 612 110,000 286 40,000 39,714
Park/Field Improvements - - - - 82,000 82,000
Tax Filings - 1,055 - 810 - (810)
Total Expenditures $ 113,300 $ 160,021 $ 323,300 $ 303,985 $ 204,000 $ (99,985) Revenue over Expenditures $ (3,300) $ 210,149 $ (213,300) $ (225,095) $ 200 $ 225,295 Fund Balance, Beginning $ 14,946 $ 14,946 $ 225,095 $ 225,095 $ (0) Fund Balance, Ending $ 11,646 $ 225,095 $ 11,795 $ (0) $ 200 West Covina Community Services Foundation, Inc.

PROPOSED BUDGET FY 2026-27
ATTACHMENT NO 1
AGENDA ITEM NO. 5

DEPARTMENT
RECOMMENDATION:

It is recommended that the City Council approve the Budget Transfer of $182,751 for Other Special Events.

BACKGROUND:

The City annually hosts and supports a variety of community events designed to promote civic engagement, cultural enrichment, and economic activity. These events may include seasonal celebrations, parades, concerts, holiday programming, community festivals, and other public gatherings.

Due to increased operational costs, expanded programming, public safety measures, and higher attendance levels, the adopted budget allocations for the Fiscal Year 2025/2026 Budget are insufficient to fully support planned citywide special events through the remainder of the fiscal year.

The proposed budget transfer would provide additional appropriations necessary to maintain event operations and service levels.

DISCUSSION:

The proposed budget transfer is before the City Council in accordance with Resolution No. 2025-30, which requires that amendments resulting from changed circumstances following adoption of the budget be presented to the City Council for confirmation and approval. Accordingly, City Council approval is required to authorize the transfer of unused appropriations from the Community Services Administration personnel line item to support required citywide special event expenditures during the current fiscal year.

Staff recommends transferring available funds from the Community Services Administration personnel line item with unused appropriations to provide necessary funding for required citywide special event expenditures during the current fiscal year and to cover operational event costs and vendor payments.

A transfer of $8,000 is requested for the Memorial Day event to cover required printing, promotional materials, sound services, food service, and event supplies.

A transfer of $55,000 is requested for the Electric Boba Fest and Night Market to cover required entertainment services, equipment rentals, health department fees, sound and lighting services, promotional materials, and operational event support.

A transfer of $25,000 is requested for the Summer Concerts program to support live entertainment, sound services, promotional materials, family activity programming, and related event operations.

Additionally, a transfer of $80,000 is requested for the Fourth of July event to cover required deposits and advance payments for pyrotechnic services, traffic control, equipment rentals, health department fees, and event supplies. These funds will be transferred to the appropriate special events account to ensure timely payment processing during the current fiscal year.

Approval of the proposed budget transfer is necessary to maintain scheduled community events and meet operational and vendor payments.

LEGAL REVIEW:

The City Attorney's Office did not review this staff report.

OPTIONS:

The City Council has the following options:

1. Approve Staff's recommendation; or

2. Provide alternative direction.

Prepared by: Roxanne Lerma, Assistant City Manager
Fiscal Impact
FISCAL IMPACT:

Attachments
Attachment No. 1 - Special Events Budget Transfer
CITY COUNCIL GOALS & OBJECTIVES: Achieve Fiscal Sustainability and Financial Stability A Creative and Active Community
Enhance City Image and Effectiveness
FY 2024-25 FY 2025-26 Increase /
(Actual) Estimate (Decrease)
Arbor Day 3,243 $ 6,052 $ 2,808 $
Christmas Parade 9,700 $ 11,400 $ 1,699 $
Easter Eggstravaganza 18,727 $ 14,222 $ (4,505) $
Electric Boba Fest & Night Market - $ 55,000 $ 55,000 $ Festival of Frights 52,984 $ 60,480 $ 7,496 $
Health & Wellness Expo 8,439 $ - $ (8,439) $
July 4th Event 148,145 $ 124,494 $ (23,650) $
Kartober 362 $ 327 $ (35) $
Let It Snow 39,827 $ 45,468 $ 5,641 $
Memorial Day Event 7,850 $ 8,000 $ 150 $
Moon Festival 45,664 $ 38,893 $ (6,772) $
Spring Festival Event 80,123 $ - $ (80,123) $
State of the City - $ 8,921 $ 8,921 $
Summer Concerts 18,301 $ 25,000 $ 6,699 $
Touch a Truck 9,988 $ 18,435 $ 8,447 $
Veterans Day 9,863 $ 12,070 $ 2,207 $
Water Days Event 20,707 $ 5,576 $ (15,131) $
Miscellaneous Special Events 88,723 $ 104,414 $ 15,691 $ Total $ 562,647 $ 538,751 $ (23,896)
FY 2025-26 Budget 356,000 $
Required Budget Transfer $ 182,751

CITY OF WEST COVINA

OTHER SPECIAL EVENTS
AGENDA ITEM NO. 6

It is recommended that the City Council review the emergency action for the emergency conditions at Fire Station 3 and adopt the following resolution:

RESOLUTION NO. 2026-38 – A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST

COVINA, CALIFORNIA, DETERMINING, BY A FOUR-FIFTHS VOTE OF THE CITY COUNCIL, THAT THERE IS A NEED TO CONTINUE THE EMERGENCY ACTION AT FIRE STATION 3 BACKGROUND:

On April 7, 2026, the City Council adopted Resolution No. 2026-32 determining that an emergency exists at Fire Station 3 due to a rodent infestation, that the emergency will not permit the competitive solicitation for bids, and directing and authorizing the Acting City Manager to cause emergency repairs to be performed and to take any directly related and immediate action required by the emergency.

Pursuant to Public Contract Code Section 22050(c), the City Council is required to review the emergency action at every regularly scheduled meeting until the action is terminated, to determine, by a four-fifths vote, that there is a need to continue that action. The City Council is also required to terminate the action at the earliest possible date that conditions warrant.

On April 21, 2026, the City Council adopted Resolution No. 2026-34, determining, by a four-fifths vote, that there was a need to continue the emergency action at Fire Station 3.

On May 5, 2026, the City Council adopted Resolution No. 2026-35, determining, by a four-fifths vote, that there was a need to continue the emergency action at Fire Station 3.

DISCUSSION:

The Acting City Manager authorized staff to proceed with all necessary work under the emergency The Acting City Manager authorized staff to proceed with all necessary work under the emergency action to safeguard the immediate health and safety of personnel at Fire Station 3. As detailed in the April 7, 2026 staff report, the rodent infestation presents serious health and sanitation hazards, exposing firefighters to unsafe living and working conditions.

The City has executed a Construction Services Agreement with Sunshine Pacific Group America, Inc., and repair work continues at Fire Station 3.

Public Works continues to coordinate closely with Fire Department Management and Fire Station 3 personnel to maintain safety during the remediation process, including the provision of temporary accommodations.

As the repair work is ongoing, staff recommends that the City Council determine there is a need to continue the emergency action.

LEGAL REVIEW:

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

OPTIONS:

The City Council has the following options:

1. Approve staff’s recommendation; or

2. Provide alternative direction.

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

This is strictly an administrative item. Therefore, there is no fiscal impact associated with this action.

Attachments
Attachment No. 1 - Resolution No. 2026-38
CITY COUNCIL GOALS & OBJECTIVES: Protect Public Safety
Achieve Fiscal Sustainability and Financial Stability
Enhance City Image and Effectiveness
ATTACHMENT NO. 1
RESOLUTION NO. 2026-38

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

WEST COVINA, CALIFORNIA, DETERMINING, BY A

FOUR-FIFTHS VOTE OF THE CITY COUNCIL, THAT

THERE IS A NEED TO CONTINUE THE EMERGENCY
ACTION AT FIRE STATION 3
The City Council of the City of West Covina hereby finds and declares as follows:

WHEREAS, Public Contract Code section 1102 defines an “emergency” as “a sudden, unexpected occurrence that poses a clear and imminent danger, requiring immediate action to prevent or mitigate the loss or impairment of life, health, property, or essential public services”; and
WHEREAS, pursuant to Public Contract Code section 22050(a)(1), in the case of an emergency, the City, pursuant to a four-fifths vote of the City Council, may repair or replace a public facility, take any directly related and immediate action required by that emergency, and procure the necessary equipment, services, and supplies for those purposes, without giving notice for bids to let contracts; and WHEREAS, pursuant to Public Contract Code section 22050(a)(2), before the City Council takes any action pursuant to paragraph (1), it shall make a finding, based on substantial evidence set forth in the minutes of its meeting, that the emergency will not permit a delay resulting from a competitive solicitation for bids, and that the action is necessary to respond to the emergency; and
WHEREAS, pursuant to Section 2-357(a) of the West Covina Municipal Code, in cases of an emergency, the City Council, after making a finding, based on substantial evidence set forth in the minutes of the meeting, that the emergency will not permit a delay resulting from a competitive solicitation for bids, and that the action is necessary to respond to the emergency, may, by a four-fifths (⅘) vote of the City Council, repair or replace a public facility, take any directly related and immediate action required by that emergency, and procure the necessary equipment, services, and supplies for those purposes, without giving notice for bids to let contracts; and WHEREAS, City staff recently identified a significant rodent and rat infestation within Fire Station 3; and
WHEREAS, the infestation poses a clear and imminent danger requiring immediate action to avoid health and safety issues; and WHEREAS, on April 7, 2026, the City Council adopted Resolution No. 2026-32, finding, by a four-fifths vote, that an emergency exists at Fire Station 3 which will not permit the competitive solicitation for bids and directing and authorizing the Acting City Manager to cause emergency repairs to be performed and to take any directly related and immediate action required by the emergency; and
WHEREAS, pursuant to Public Contract Code section 22050(c), if the City Council orders emergency repairs, the City Council is required to review the emergency action at its next regularly scheduled meeting and at every regularly scheduled meeting thereafter until the action is terminated, to determine, by a four-fifths vote, that there is a need to continue the action, and to terminate the action at the earliest possible date that conditions warrant so that the remainder of the emergency action may be completed by a competitive solicitation for bids; and
WHEREAS, on April 21, 2026, the City Council adopted Resolution No. 2026-34, determining, by a four-fifths vote, that there was a need to continue the emergency action at Fire Station 3; and
WHEREAS, on May 5, 2026, the City Council adopted Resolution No. 2026-35, determining, by a four-fifths vote, that there was a need to continue the emergency action at Fire Station 3.

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

SECTION 1. Based upon the information provided in the staff report accompanying this resolution, the City Council determines that there is a need to continue the emergency action at Fire Station 3.

SECTION 2. The City Manager shall report to the City Council at every regularly scheduled meeting until this emergency action is terminated the reasons justifying why the emergency continues to exist and whether there is a need to continue the emergency action.

SECTION 3. In accordance with Public Contract Code section 22050(c)(3), the City Council will terminate the emergency action at the earliest possible date that conditions warrant so that the remainder of the emergency action may be completed by a competitive solicitation for bids.

SECTION 4. 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 19th day of May, 2026.

Letty Lopez-Viado
Mayor

APPROVED AS TO FORM ATTEST
Thomas P. Duarte Lisa Sherrick, CMC
City Attorney Assistant City Clerk
I, LISA SHERRICK, CMC, ASSISTANT CITY CLERK of the City of West Covina, California, do hereby certify that the foregoing Resolution No. 2026-38 was duly adopted by the City Council of the City of West Covina, California, at a regular meeting thereof held on the 19th day of May, 2026, by the following vote of the City Council:

AYES:

NOES:

ABSENT:

ABSTAIN:

Lisa Sherrick, CMC
Assistant City Clerk

West Covina City CouncilMay 19, 2026

West Covina City Council
May 19, 2026