Agenda packet — Wildomar City Council, January 15, 2025 (part 6 of 7)

FOURTH AMENDMENT
Client: City of Wildomar Project Number: 1064-01-RC17
Project Name: 27 Acre Park Date: January 7, 2025
Metho
d:
☐ Letter ☐ Email authorization attached to parties
☒ Client authorization required ☐ Included in contract, authorization not required ☐ Other:

Fee Type
(s):
☒ Fixed Fee
☐ Time & Materials/Not to Exceed (T&M/NTE)
RRM Design Group, a California Corporation ("RRM Design Group"), has entered into an agreement with the City of Wildomar (the "Client") dated October 11, 2017 (the "Prime Agreement") for the project: 27 Acre Park (the "Project"). Contract Amendments to the Agreement authorized by the Client are subject to the Terms and Conditions of the Prime Agreement.

I. DESCRIPTION OF WORK TO BE PERFORMED
Per meetings held on May 20, 2024 and October 15, 2024, the City directed RRM to continue with 27-Acre Park with a few additions to the Phase 1 scope of work. Contract Amendment 04 to the Agreement authorizes RRM Design Group to survey Susan Drive between Wildomar Trail and La Estrella, and the current terminus of La Estella to Susan Drive, prepare a Plan and Profile of Susan Drive bet ween Wildomar Trail and La Estrella, and the current terminus of La Estella to Susan Drive to set the proper roadway grades and update the grading interface with the portion of 27 acre Park abutting Susan Drive and La Estella, and provide supplemental project coordination and management services based on the additional wo rk. The scope of services is more fully described in the following section. 1178
27 Acre Park
City of Wildomar
Contract Amendment 04
January 7, 2025

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Subtask I.01: Supplemental Survey
In order to confirm the design grades for Phase 1 with the future road alignments of La Estrella Street and Susan Drive, RRM’s survey group will establish survey control and conduct a topographic survey of the two roads. RRM will incorporate aerial photogrammetry mapping enhanced by LiDAR to map the scope limits and provide mapping for a minimum of 60’ on both sides of the street centerline (See Attachment A for survey extents). RRM will search for and locate above ground utilities and obtain depths of manholes.

R
RM will process the gathered field data and compile that data with the aerial topographic map, showing all features listed above. The new topographic data will then be meshed with the current AutoCAD file to create one compiled topographic base map file.

N
ote: The existing record boundary will be used for the ROW limits, and no boundary survey or analysis will be conducted.

DELIVERABLES:
• Supplemental field survey data in AutoCAD format
Subtask I.02: Susan Drive and La Estrella Street Improvement Plans Based on the survey data captured in Subtask I.01, RRM will develop the plan and profile along La Estrella Street to Susan Drive (along the park extents) to confirm the tie ins and grading planned for the Phase 1 design. Additionally, the 100% improvements for La Estrella Street from the existing dead end to the temporary road and updating the WQMP and Drainage Report to reflect the inclusion of the street extension are included in this Subtask. The scope of the work includes the following components:
• Susan Drive and La Estrella Street Plan and Profile
RRM will conduct a study of the ultimate plan line and grade for La Estrella Street at the existing dead end street to the future connection with Susan Drive and Susan Drive from where it intersects at La Estrella Street to the Wildomar Trail. RRM will prepare plan and profile sheets showing horizontal and vertical control for the centerline of La Estrella Street and Susan Drive. The plans will identify project constraints for consideration in the ultimate construction of both streets. The plans will be presented to the City of Wildomar Staff for preliminary comment and approval.
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27 Acre Park
City of Wildomar
Contract Amendment 04
January 7, 2025

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T
he proposed improvements will conform to the La Estrella 74-80’ Collector section, based on the City of Wildomar General Plan. The plans will indicate the full-width design for the project’s frontage including utility extensions, horizontal and vertical control, erosion control, a
nd interim signage and striping plans. See Attachment B for limits. In addition to the revisions to the existing sheets for the 27-Acre Park Phase 1 Improvement Plans, the following sheets will be added to incorporate the proposed improvements to the overall package:

Street Plan and Profile
RRM will prepare typical street plan and profile sheets along La Estrella Street from where La Estrella Street dead ends to the temporary entrance road that is a part of the Phase 1 design for 27-Acre Park. These plans will be prepared at a scale as deemed appropriate by the Engineer to allow for clear and concise construction detailing for the changes to curbs, gutters, sidewalks, and related improvements along this corridor. Top of curb and flow line elevations for these improvements will be included for construction staking.

Signage and Striping Plans
RRM will prepare typical signage and striping plans along La Estrella Street from where La E
strella Street dead ends to the temporary entrance road that is a part of the Phase 1 design for 27-Acre Park. These plans will be prepared at a scale as deemed appropriate to allow for clear and concise construction detailing for the proposed signing and striping at the extension o
f La Estrella Street.
• WQMP Revisions
RRM will revise the WQMP for compliance with the Regional Water Quality Control Board adopted Post Construction Stormwater ordinance and City of Wildomar standards for the extension of La Estrella Street.
• Drainage Report Revisions
The La Estrella Street proposed improvements for the portion of La Estrella Street extension to the 27-acre park site require updates to the Drainage Report section containing the Hydraulic and Hydrologic analysis for the proposed improvements. This update will show curb and gutter capacity, proposed storm drainage hydraulic grade lines, and other analysis required by City of Wildomar standards.
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27 Acre Park
City of Wildomar
Contract Amendment 04
January 7, 2025

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32332 Camino Capistrano, Ste. 205 • San Juan Capistrano, CA 92675 p: (949) 361-7950 • f: (949) 361-7955
www.rrmdesign.com
a California corporation  Lenny Grant, Architect C26973  Robert Camacho, PE 76597  Steve Webster, LS 7561  Jeff Ferber, PLA 2844 DELIVERABLES:
• Schematic Plan and Profile sheet(s) for Susan Drive and La Estrella Street • La Estrella Street extension improvements incorporated into the 100% and bid-ready construction package
• Updated Final Drainage Report and Updated Final WQMP Report Subtask I.03: Supplemental Project Coordination and Management To supplement the additional tasks as a part of Contract Amendment 04, RRM’s project manager will coordinate with City and design staff, QAQC Manager, sub-consultants, and other agencies as necessary on an on-going basis throughout the remainder of the project. This task includes ongoing project schedule maintenance as tasks are completed and day-to-day project coordination efforts to support City staff during the Project’s development and ensure the project is delivered on-time.

DELIVERABLES:
• Memos, meeting minutes, project schedule maintenance and general correspondence for document control, compiled in electronic file form
Fix
ed Fee: $ 20,900
Fixed Fee: $ 29,252
III. COMPENSATION
Amendment 04
Subtask I.01: Supplemental Survey
Subtask I.02: Susan Dr. & La Estrella St. Improvement Plans Subtask I.03: Supplemental Project Coordination & Management Fixed Fee: $ 16,200 $ 66,352 Total Amendment 04
Total Current Contract $ 476,549
T
otal Amended Contract $ 542,901
N
otes:

1. Fixed fee tasks will be billed as the work progresses until the task is completed and the total amount stated in the contract for the task is invoiced.

2. R
RM may adjust any individual line-item amount within the total overall budget amount s
hown, with written approval of the City.
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RRM_SUSAN DRIVE TOPO_06LTR24 -036 _REV1 3
San Diego County Office | 380 State Place Escondido, CA 92029 OFFICE (760) 392-0652 WWW.GUIDAINC.COM

PROJECT UNDERSTANDING
RRM Design Group is requesting a topographic survey of Susan Drive & La Estrella Street in Wildomar, Ca.

The extents of this mapping to be from approximately 100’ north of the intersection of Susan Drive and Wildomar Trail, southerly and approximately 2,650’ feet to the intersection of Susan Drive & La Estrella Street, then approximately 700’ east along La Estrella Street. See below for a visual of the scope limits sent by client.

PROJECT LIMITS
Limits of Survey exhibit:

EXHIBIT A

SCOPE OF WORK

ATTACHMENT A
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CITY OF WILDOMAR

CAPITAL IMPROVEMENT PROGRAM PROJECT DETAIL SHEET
FY 24/25 to FY 28/29
PROJECT TITLE: CIP NO.: DEPT: Parks and Rec
LOCATION: CATEGORY: MANAGER: Cameron Luna
INITIATED: FY 19/20

PROP BUDGET
FY 24/25 FY 25/26 FY 26/27 FY 27/87 FY 28/29 &
Future Years
Project Dev/Environ. 150,000$ 150,000$ - $ - $ - $ - $ Design/PS&E 156,352 156,352 - - - -
Right-of-Way - - - - - -
Construction 5,060,000 2,024,000 3,036,000 - - - Const Admin/Inspect. 600,000 240,000 360,000 - - - Total Cost: 5,966,352$ 2,570,352$ 3,396,000$ - $ - $ - $

FUNDING SOURCES
461 - DIF Park Imp. 2 ,695,027$ 1,344,727$ 1,350,300$ - $ - $ - $ 440 - DIF Roads 228,000 - 228,000 - - -
507 - Misc. State Funds 3,029,500 1,211,800 1,817,700 - - - - - - -
- - - - - -

PROJECT SUMMARY
New 27 Acre Park 062-1
Northwest Corner of La Estrella St. and Porras Rd. Parks

PROJECT DESCRIPTION AND EXHIBIT
This project includes the preparation of plans, specifications and cost estimates, environmental permits, and construction for Phase 1 development of the park. Phase 1 includes substantial on-site grading, stormwater facilities, pedestrian walkways and trails, bicycle park area, bridge crossings, parking areas, and landscape establishment.

PROJECT

PHASE/TASK
TOTAL 5-
YEAR

PROJECT

PROJECTED BUDGET

BRILLANTE
DR.

WILDOMAR TRAIL
LA ESTRELLA RD.

SUSAN DR.

PEGGY LN.

RONALD REGAN

ELEMENTARY SCHOOL

Page 34 of 76 ends

200 - Measure A 13,825 13,825
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CITY OF WILDOMAR

CAPITAL IMPROVEMENT PROGRAM PROJECT DETAIL SHEET
FY 24/25 to FY 28/29
PROJECT TITLE: CIP NO.: DEPT: Parks and Rec
LOCATION: CATEGORY: MANAGER: Cameron Luna
INITIATED: FY 24/25

PROP BUDGET
FY 24/25 FY 25/26 FY 26/27 FY 27/87 FY 28/29 &
Future Years
Project Dev/Environ. - $ - $ - $ - $ - $ - $
Design/PS&E 197,473 197,473 - - - -
Right-of-Way - - - - - -
Construction 15,000,000 - - 15,000,000 - -
Const Admin/Inspect. 300,000 - - 300,000 - -
Total Cost: $ 15,497,473 $ - 197,473 $ 15,300,000$ - $ - $

FUNDING SOURCES
461 - DIF Park Imp. $ 197,473 $ - 197,473 $ - $ - $ - $ Unfunded 15,300,000 - - 15,300,000 - -
- - - - - -
- - - - - -
- - - - - -

PROJECT SUMMARY
New 27 Acre Park 062-2
Northwest Corner of La Estrella St. and Porras Rd. Parks

PROJECT DESCRIPTION AND EXHIBIT
This project includes the preparation of plans, specifications and cost estimates for Phase 2 development of the park. Phase 2 includes the remainder of the proposed park improvements identified in the Park Master Plan for the 27-Acre Park, including an outdoor amphiteater, courts for outdoor sports, gardens and play areas, and a potential community center building.

PROJECT

PHASE/TASK
TOTAL 5-
YEAR

PROJECT

PROJECTED BUDGET

BRILLANTE
DR.

WILDOMAR TRAIL
LA ESTRELLA RD.

SUSAN DR.

PEGGY LN.

RONALD REGAN

ELEMENTARY SCHOOL

Page 35 of 76 ends

CITY OF WILDOMAR

MEETING (CCR)

CONSENT CALENDAR
Agenda Staff Report # 1.10

Meeting Date: January 15, 2025
SUBJECT:

Amendment of City Personnel Rules, Updating the
Harassment, Discrimination and Retaliation Prevention Policy, Designating Three Supervisory Roles as Non-Exempt, and
Adopting an Updated Position Classification Schedule and Updated Pay Plan to Reflect the Non-Exempt Status
SUBMITTED BY:

Emily Wolf
PREPARED BY:

Emily Wolf

ACTION:

Adopt Resolutions entitled:

RESOLUTION NO. 2025 - ____

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WILDOMAR, CALIFORNIA, APPROVING THE REVISION OF THE CITY’S PERSONNEL RULES AND REGULATIONS

AND APPROVING THE UPDATE TO THE HARASSMENT, DISCRIMINATION AND

RETALIATION PREVENTION POLICY

RESOLUTION NO. 2025 - ____

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WILDOMAR, CALIFORNIA,

REVISING THE POSITION CLASSIFICATION SCHEDULE TO DESIGNATE THE CODE

ENFORCEMENT SUPERVISOR, BUILDING INSPECTION SUPERVISOR AND SUPERVISING PUBLIC WORKS INSPECTOR CLASSIFICATIONS AS NON-EXEMPT; AND

AMENDING THE EXISTING PAY PLAN
SUMMARY:

City staff recommends updating the City’s Personnel Rules and Regulations to include legislative updates, clarify phone and internet allowances, include leave for victims of qualifying acts of violence, update Flex Leave payout at separation, and make other administrative adjustments. In addition, staff recommends the approval of updating the Harassment, Discrimination and Retaliation Prevention Policy to include the distinction that harassment and/or discrimination is unlawful based on not just one protect classification, but also the combination of two or more protected classifications. Lastly, staff recommends updating the Pay Plan and Position Classification Schedule to reflect the updated exempt status for the Code Enforcement Supervisor, Building Inspection Supervisor, and Supervising Public Works Inspector to non-exempt under the Fair Labor Standards Act (FLSA).

BACKGROUND:
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Each year, new laws are enacted, and existing laws are updated, often impacting labor and employment regulations. These changes necessitate updates to the Personnel Rules and Regulations, which govern the employment relationship between the City of Wildomar and its employees. The Personnel Rules provide guidelines for recruitment, selection, compensation, benefits, performance management, and other aspects of personnel administration. To maintain clarity, fairness, and efficiency, and to ensure compliance with current legislation, it is essential to incorporate changes in employment law, industry standards, and best practices into these Rules.

DISCUSSION:

Personnel Rules and Regulations and Harassment, Discrimination and Retaliation Policy Update

The Rules have been amended to ensure legal compliance with updated employment legislation, provide fairness in compensation, and provide flexible benefits to staff. These amendments are outlined below.

Legislative Updates

On September 27, 2024, the governor signed into law Senate Bill 1137 stating that not only is discrimination based on any one of the protected classifications prohibited by law, but so is any discrimination based on two or more classifications. This distinction is important as the bill indicates, based on a ninth circuit court case, that the attempt to bisect a person’s identity at the combination of multiple protected characteristics often distorts or ignores the particular nature of their experiences. This distinction has been added to the Rules under Rule III.

Nondiscrimination, B. Policy Against Harassment, Discrimination and Retaliation, as well as the Harassment, Discrimination, and Retaliation Prevention Policy.

Additionally, Assembly Bill 1815 updates the definition of “race” in the Fair Employment and Housing Act (FEHA) to include that race discrimination includes discrimination based on traits associated with race, including hair texture and protective hairstyles (e.g. braids, locks, and twists).

Employees who are a victim of a crime or abuse or are an immediate family member of a victim of a crime or abuse, may take protected leave to obtain or attempt to obtain relief, as well as to seek medical attention for injuries caused by a crime or abuse, including mental health services. Assembly Bill 2499 updates the FEHA further by changing the term “victims of crime” to “victims of qualifying acts of violence”.

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Phone and Internet Allowances

The current Rules allow the City Manager to provide monthly allowances to compensate employees for the use of their personal electronic devices and/or personal automobile during the course of their employment. The current language is outdated and uses terms such as “voice/telephone only” and “data plan only”. Almost all cell phone plans combine both cellphone and data use as one package. The intention for the allowance is provide the options for one allowance for cellphone use, whether that is for phone calls or internet use; one allowance for mobile or home internet for employees who are expected to use their laptop, tablet, or other computer devices that are not a cellphone, on a regular basis while they are not in the office and connected to internet service through the City; and one allowance for the use of a personal automobile for responsibilities that require the employee to regularly drive their personal vehicle.

In order to clarify the phone and internet allowances, the verbiage has been changed to:
1 .

Personal Cell Phone
2 .

Personal Home/Mobile Internet

The line for “electronic device (voice and data) has been removed. There is no change to the verbiage regarding an automobile allowance.

Flex Leave

The current Rules state that Flex Leave will not be paid out at separation of employment.

However, it has been determined that, although a grey area, Flex Leave closely resembles vacation pay, which is required to be cashed out at separation according to the Labor Code.

The Department of Labor Standards Enforcement defines vacation pay as any bank of leave not tied to a specific event, such as holidays. Flex Leave is a bank of leave not tied to a specific event. As such, staff recommends changing the language in the Rules to reflect Flex Leave as being paid out at separation of employment.

Update FLSA Status of Three Supervisory Classifications

The Fair Labor Standards Act (FLSA) is a federal law that sets minimum standards for wages, overtime pay, recordkeeping, and child labor. Part of the FLSA provides direction on what types of duties must be conducted in order for a position to be considered exempt from overtime. The Code Enforcement Supervisor, Building Inspection Supervisor, and Supervising Public Works Inspector classifications do not meet the threshold of managing the 1188
department/subdivision for which they supervise, which is one of the requirements for an exempt status. All of these classifications have managers over them performing such duties.

Staff is recommending to make these positions non-exempt under the FLSA and update the Pay Plan to reflect the change. This is not a change in base pay, only in the ability of the incumbents to be eligible for overtime pay in accordance with the FLSA.

FISCAL IMPACT:

The changes to the Personnel Rules and Regulations have no financial impact.

The change in the exemption status for overtime for the three supervisory classifications will have a financial impact. The Building Inspection Supervisor and Supervising Public Works Inspector classifications are not funded positions at this time, so there is no impact on the budget at this time, nor is there any prior data for overtime for these positions. The Code Enforcement Supervisor is estimated to have up to approximately 40 hours of overtime per year. This will have a potential financial impact of approximately $1,370 for the remainder of the fiscal year. This amount will be included in the Code Enforcement Divisions’ budget under account 100-430-4350-51010.

ACCOUNT CODE:
100-430-4350-51010

ATTACHMENTS:

Attachment A. Resolution - Personnel Rules and Harassment, Discrimination and Retaliation Policy Exhibit A - Personnel Rules
Exhibit B - Harassment Policy
Attachment B. Resolution - Supervisory Exemptions, Updating Position Classification Schedule and Pay Plan
Exhibit A - Position Classification Schedule
Exhibit B - Pay Plan
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RESOLUTION NO. 2025 - _____

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WILDOMAR, CALIFORNIA, APPROVING THE REVISION OF THE CITY’S PERSONNEL RULES

AND REGULATIONS AND APPROVING THE UPDATE TO THE HARASSMENT,

DISCRIMINATION AND RETALIATION PREVENTION POLICY
WHEREAS, on June 18, 2014, the City of Wildomar (“City”) City Council adopted Ordinance No. 96 entitled “AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF WILDOMAR, CALIFORNIA, AMENDING CHAPTER 2.36 (PERSONNEL SYSTEM) OF THE WILDOMAR MUNICIPAL CODE; and
WHEREAS, Ordinance No. 96 among other things, states that the City Council shall have the authority to adopt, amend, or repeal the Personnel Rules (“Rules”) as determined necessary from time to time; and
WHEREAS, the most recent update to the Rules was approved on June 12, 2024; WHEREAS, legislative updates, clarifying phone and internet allowances, including leave for victims of qualifying acts of violence, updating Flex Leave payout at separation, and making other administrative adjustments are necessary in order to enhance clarity, fairness, and efficiency while ensuring compliance with relevant regulations;
WHEREAS, legislative updates have provided new definitions to the term “race” under the Fair Employment and Housing Act (FEHA);
WHEREAS, legislative updates have retitled “victims of crimes” as “victims of qualifying acts of violence”; and
WHEREAS, these legislative updates require revising the City’s Harassment, Discrimination and Retaliation Prevention Policy to reflect these changes.

NOW, THEREFORE, BE IT RESOLVED, by the City Council of the City of Wildomar, California, as follows:

SECTION I. Upon adoption of this Resolution, City Council adopts the “City of Wildomar Personnel Rules and Regulations, Updated January 15, 2025” as attached to this Resolution as Exhibit A.

SECTION II. Upon adoption of this Resolution, City Council adopts the updated Harassment, Discrimination and Retaliation Prevention Policy with a revision date of January 15, 2025 as attached to this Resolution as Exhibit B.

PASSED, APPROVED, AND ADOPTED this 15th day of January, 2025. 1190
______________________________
Ashlee DePhillippo
Mayor
APPROVED AS TO FORM: ATTEST:
______________________________ ______________________________ Thomas D. Jex Janet Morales, CMC
City Attorney City Clerk
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Personnel Rules and Regulations
Updated
January 15, 2025
1192

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | i Table of Contents
RULE I. GENERAL PROVISIONS ................................................................................................ 1 A. P URPOSE .......................................................................................................................... 1 B. N ATURE OF EMPLOYMENT .................................................................................................. 1 C. A PPLICABILITY ................................................................................................................... 1 D. N OT AN EMPLOYMENT CONTRACT ....................................................................................... 1 E. A MENDMENT OF PERSONNEL RULES ................................................................................... 1 F. A DOPTION OF ADMINISTRATIVE POLICIES ............................................................................. 1 G. D ELEGATION OF AUTHORITY ............................................................................................... 1 H. C HANGES TO THE LAW ....................................................................................................... 2 I. S EVERABILITY .................................................................................................................... 2 RULE II. DEFINITIONS ................................................................................................................. 2 A. G ENERAL DEFINITIONS ....................................................................................................... 2 B. S PECIFIC DEFINITIONS ........................................................................................................ 2 RULE III. NONDISCRIMINATION ................................................................................................. 5 A. E QUAL EMPLOYMENT OPPORTUNITY ................................................................................... 5 B. P OLICY AGAINST HARASSMENT, DISCRIMINATION AND RETALIATION ...................................... 5 C. D ISABLED APPLICANTS AND EMPLOYEES ............................................................................. 5 D. R ELIGIOUS ACCOMMODATION ............................................................................................. 6 E. L ACTATION ACCOMMODATION ............................................................................................. 6 RULE IV. CLASSIFICATION ........................................................................................................ 7 A. P REPARATION OF PLAN ...................................................................................................... 7 B. A DOPTION, AMENDMENT AND REVISION OF PLAN .................................................................. 7 C. A LLOCATION OF POSITIONS................................................................................................. 7 D. N EW POSITIONS ................................................................................................................ 7 E. J OB DESCRIPTIONS ............................................................................................................ 7 F. R ECLASSIFICATION ............................................................................................................. 8 RULE V. COMPENSATION .......................................................................................................... 8 A. S ALARY ON APPOINTMENT .................................................................................................. 8 B. S ALARY ANNIVERSARY DATES ............................................................................................ 8 C. I NCREASES WITHIN PAY GRADE .......................................................................................... 8 D. S ALARY UPON PROMOTION ................................................................................................ 9 E. S ALARY UPON TRANSFER ................................................................................................... 9 F. S ALARY ON CHANGE IN GRADE ASSIGNMENT ....................................................................... 9 G. S ALARY ON REALLOCATION OF POSITION ............................................................................. 9 H. S ALARY ON DEMOTION ....................................................................................................... 9 I. A CTING PAY .................................................................................................................... 10 J. B ILINGUAL PAY ................................................................................................................ 10 K. S PECIAL SALARY ADJUSTMENTS ....................................................................................... 10 L. C OST OF LIVING ADJUSTMENT .......................................................................................... 10 M. P AY PERIODS .................................................................................................................. 11 1193

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | ii N. S TANDBY AND CALLBACK PAY. .......................................................................................... 11 O. S EVERANCE UPON TERMINATION ...................................................................................... 12 RULE VI. APPLICATIONS, RECRUITMENT AND EXAMINATIONS ......................................... 13 A. V ACANCIES ..................................................................................................................... 13 B. A NNOUNCEMENT OF VACANCIES/ACCEPTANCE OF APPLICATIONS ........................................ 13 C. D ISQUALIFICATION OF APPLICANTS .................................................................................... 14 D. I NELIGIBILITY FOR EMPLOYMENT ........................................................................................ 14 E. S ELECTION PROCESS ....................................................................................................... 15 F. C REATION OF ELIGIBILITY LIST .......................................................................................... 16 G. P HYSICIAN'S EXAMINATION ............................................................................................... 16 RULE VII. APPOINTMENTS ....................................................................................................... 16 A. A PPOINTMENT OF NEW EMPLOYEE .................................................................................... 16 B. P ROVISIONAL APPOINTMENTS ........................................................................................... 16 C. A CTING APPOINTMENTS TO A HIGHER CLASS ..................................................................... 18 D. E MERGENCY APPOINTMENT .............................................................................................. 19 E. R EINSTATEMENT .............................................................................................................. 20 F. R EEMPLOYMENT .............................................................................................................. 20 G. P ROMOTION .................................................................................................................... 20 H. D EMOTION....................................................................................................................... 20 I. T RANSFER ....................................................................................................................... 20 J. I NTERACTIVE PROCESS TRANSFER .................................................................................... 21 RULE VIII. NEPOTISM AND CONSENSUAL ROMANTIC RELATIONSHIPS BETWEEN EMPLOYEES ................................................................................................................... 21 A. N EPOTISM ....................................................................................................................... 21 B. C ONSENSUAL ROMANTIC RELATIONSHIPS BETWEEN EMPLOYEES ......................................... 25 RULE IX. REPORTS AND RECORDS ....................................................................................... 26 A. M AINTENANCE OF PERSONNEL FILES ................................................................................. 26 B. R EVIEW AND ACCESS OF PERSONNEL FILES ...................................................................... 27 C. C URRENT ADDRESS ......................................................................................................... 27 D. R EFERENCES .................................................................................................................. 27 E. D ESTRUCTION OF RECORDS ............................................................................................. 28 RULE X. PERFORMANCE EVALUATIONS ............................................................................... 28 A. P OLICY ........................................................................................................................... 28 B. A UTHORITY TO MAKE EVALUATIONS .................................................................................. 28 C. T IME FOR PERFORMANCE EVALUATION .............................................................................. 28 D. P OSTPONEMENT OF PERFORMANCE EVALUATION ............................................................... 28 E. R EVIEW WITH THE DEPARTMENT HEAD .............................................................................. 28 F. R EVIEW WITH EMPLOYEE .................................................................................................. 29 G. R ETENTION OF PERFORMANCE EVALUATION ...................................................................... 29 H. E FFECTS OF "IMPROVEMENT NEEDED" AND "UNSATISFACTORY" RATINGS ............................. 29 1194

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | iii RULE XI. WORKWEEK, HOURS OF WORK AND OVERTIME ................................................. 29 A. FLSA CLASSIFICATION ..................................................................................................... 29 B. W ORK SCHEDULES AND WORKWEEK ................................................................................. 29 C. R ECORDING OF WORK HOURS .......................................................................................... 30 D. D AILY HOURS OF WORK/SHIFTS........................................................................................ 30 E. C HANGES IN WORK SCHEDULES. ...................................................................................... 31 F. M EAL PERIODS. ............................................................................................................... 31 G. R EST PERIODS ................................................................................................................ 31 H. O VERTIME ....................................................................................................................... 31 RULE XII. LEAVES OF ABSENCE ............................................................................................. 32 A. E FFECT OF LEAVE OF ABSENCE ......................................................................................... 32 B. U NAUTHORIZED ABSENCES ............................................................................................... 33 C. H OLIDAYS ........................................................................................................................ 33 D. C OMPREHENSIVE ANNUAL LEAVE ...................................................................................... 34 E. S ICK LEAVE FOR PART-TIME AND TEMPORARY EMPLOYEES ................................................ 36 F. B EREAVEMENT LEAVE ...................................................................................................... 40 G. M ILITARY LEAVE .............................................................................................................. 40 H. V ICTIMS OF QUALIFYING ACT OF VIOLENCE. ....................................................................... 41 I. J URY DUTY ...................................................................................................................... 41 J. P REGNANCY DISABILITY LEAVE ......................................................................................... 41 K. F AMILY CARE AND MEDICAL LEAVE ................................................................................... 42 L. R EPRODUCTIVE LOSS LEAVE. ........................................................................................... 42 M. L EAVE OF ABSENCE WITHOUT PAY .................................................................................... 43 N. F LEX LEAVE .................................................................................................................... 44 O. F ITNESS FOR DUTY LEAVE ................................................................................................ 44 P. V OTING LEAVE ................................................................................................................. 46 Q. S UBPOENAED ABSENCE ................................................................................................... 47 R. P ERSONNEL ACTION LEAVE .............................................................................................. 47 S. S CHOOL LEAVE ................................................................................................................ 47 T. W ORKERS’ COMPENSATION. ............................................................................................. 48 RULE XIII. ATTENDANCE .......................................................................................................... 49 A. A TTENDANCE ................................................................................................................... 49 B. T ARDINESS ...................................................................................................................... 49 C. G ENERAL ABSENCES........................................................................................................ 49 D. U NAUTHORIZED ABSENCES ............................................................................................... 49 RULE XIV. LAYOFF/SEPARATION/RETIREMENT ................................................................... 50 A. L AYOFF ........................................................................................................................... 50 B. R ESIGNATIONS ................................................................................................................ 50 C. T ERMINATIONS ................................................................................................................ 50 D. R ETIREMENT/DISABILITY RETIREMENT ............................................................................... 50 RULE XV. ETHICAL STANDARDS ............................................................................................ 51 1195

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | iv A. O UTSIDE EMPLOYMENT, ENTERPRISE, OR ACTIVITY ............................................................ 51 B. P OLITICAL ACTIVITIES ....................................................................................................... 52 C. S OLICITATION OF POLITICAL CONTRIBUTIONS ..................................................................... 52 D. C ONTRACTS AND CONFLICTS OF INTEREST ........................................................................ 52 E. C ONDUCT DURING THE WORKDAY ..................................................................................... 52 F. E MPLOYEES WITH ACCESS TO CONFIDENTIAL INFORMATION ................................................ 52 RULE XVI. DISCIPLINARY ACTIONS ........................................................................................ 53 A. R EASON FOR DISCIPLINARY ACTION .................................................................................. 53 B. T YPES OF DISCIPLINARY ACTIONS ..................................................................................... 55 C. A UTHORITY FOR DISCIPLINARY ACTIONS ............................................................................ 55 D. N OTICE OF DISCIPLINARY ACTION ..................................................................................... 56 E. N AME-CLEARING HEARING ............................................................................................... 56 RULE XVII. GRIEVANCE PROCEDURE .................................................................................... 57 A. P URPOSE OF THE GRIEVANCE PROCEDURE ....................................................................... 57 B. G RIEVANCE PROCEDURE .................................................................................................. 57 C. G ENERAL PROVISIONS ..................................................................................................... 58 RULE XVIII. EMPLOYMENT BENEFITS .................................................................................... 59 A. H EALTH BENEFITS............................................................................................................ 59 B. R ETIREMENT BENEFITS .................................................................................................... 59 RULE XIX. EDUCATIONAL ASSISTANCE ................................................................................ 60 A. E DUCATIONAL REIMBURSEMENT FOR TRAINING AND ADVANCEMENT ..................................... 60 B. L ICENSES AND CERTIFICATION ASSISTANCE ....................................................................... 60 RULE XX. WORKPLACE VIOLENCE PREVENTION ................................................................ 61 RULE XXI. DRUG- AND ALCOHOL-FREE WORKPLACE POLICY ......................................... 61 RULE XXII. ELECTRONIC COMMUNICATIONS POLICY ......................................................... 61 RULE XXIII. UNIFORMS AND EQUIPMENT .............................................................................. 61 A. U NIFORMS ....................................................................................................................... 61 B. E QUIPMENT ..................................................................................................................... 62 C. S AFETY EQUIPMENT AND PROTECTIVE CLOTHING ............................................................... 62 RULE XXIV. EMPLOYEE REIMBURSEMENTS AND ALLOWANCES ..................................... 62 A. R EIMBURSEMENT ............................................................................................................. 62 B. A LLOWANCE .................................................................................................................... 64 RULE XXV. DISASTER AND EMERGENCY SERVICE WORKERS ......................................... 64 A. E MPLOYEES DESIGNATED AS DISASTER WORKERS............................................................. 64 B. O ATH OR AFFIRMATION .................................................................................................... 64 C. D ECLARATION OF DISASTER OR EMERGENCY ..................................................................... 65 D. E MPLOYEE DISASTER RESPONSIBILITIES............................................................................ 65 1196

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 1

CITY OF WILDOMAR PERSONNEL RULES AND

REGULATIONS

RULE I. GENERAL PROVISIONS
A. Purpose. These personnel rules (“Rules”) are intended to establish and maintain an efficient and uniform personnel program for the City of Wildomar (“City”). This updated version of the Rules repeals and replaces all prior versions of the Rules.

Upon adoption, these Rules shall supersede any and all personnel management policies, rules, regulations and procedures previously adopted, except those which were adopted by order of a department head for that department, and which are not in conflict with the Rules specified herein.

B. Nature of Employment. All employees of the City are at-will employees. Their employment can be terminated by the City or the employee at any time, with or without cause, with or without notice, and with or without the right of appeal. Nothing in these Rules, in a contract for employment, or any other policy adopted by the City, should be interpreted in a manner that would cause the employee's employment to be other than at-will.

C. Applicability. Unless otherwise specifically stated either in these Rules or in a contract for employment or resolution or ordinance of the City Council, the provisions of these Rules apply to all City employees. In the event of conflict between the provisions of these Rules and a stand-alone personnel policy, the provisions of these Rules will control. In the event of a conflict between these Rules and a written contract for employment, the terms of the written contract for employment will control.

D. Not an Employment Contract. None of these Rules shall be deemed to create a vested contractual right for any employee.

E. Amendment of Personnel Rules. The City Council shall have authority to adopt, amend, or repeal these Rules by resolution. The Personnel Officer shall have authority to prepare and recommend revisions to the Rules.

F. Adoption of Administrative Policies. The Personnel Officer is hereby authorized to adopt administrative policies, so long as said administrative policies are not in direct conflict with these Rules.

G. Delegation of Authority. Except as otherwise provided, any duties, responsibilities, powers, and authority granted by these Rules or the personnel ordinance to the City Manager, appointing authority, Personnel Officer, Department Head, or any other person may be delegated, in writing, to any other employee at the discretion of the delegating individual.
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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 2 H. Changes to the Law. When any local ordinance, state or federal law, or regulation, that is incorporated in the Rules or upon which the Rules rely is amended, the Rules shall be deemed amended in conformance with those amendments.

I. Severability. If any section, subsection, sentence, clause, or phrase of the Rules is found to be illegal by a court of competent jurisdiction, such findings shall not affect the validity of the remaining portions of the Rules.

RULE II. DEFINITIONS
A. General Definitions. All words and terms used in these Rules and in any resolution or ordinance dealing with personnel policies, systems, or procedures shall be defined as they are normally and generally defined in the field of personnel administration.

B. Specific Definitions.

1. "Acting appointment" means a temporary appointment of an employee who possesses at least the minimum qualifications established for a particular class and who is appointed to a position in that class in the absence of available eligible incumbents, or on an interim basis pending later appointment of an eligible person.

2. "Advancement" means a salary increase within the limits of a pay range established for a class.

3. "Allocation" means the assignment of a single position to its proper class in accordance with the duties performed, and the authority and responsibilities exercised.

4. "Appointing authority" means the City Manager or their designee.

5. "At-will employee" means an employee whose employment can be terminated by the City or the employee, at any time, with or without cause and with or without notice.

6. “Base Pay” means the employee’s rate of pay based on the established and approved pay plan.

7. "Class" or “Classification” means all positions sufficiently similar in duties, authority, and responsibility, to permit grouping under a common title in the application with equity of common standards of selection, transfer, demotion and salary.

8. "Compensation" means the salary, wage, allowance, and all other forms of valuable consideration earned by or paid to any employee by reason of 1198

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 3 service in any position but does not include expenses authorized and incurred incidental to employment.

9. "Continuous service" means service in the employ of the City without a break or interruption. Unless otherwise required by law, a severance of the employee from his or her employment initiated by either the City or the employee for periods of more than 30 days constitutes a break in continuous service.

10. "Council" or “City Council” means the City Council of the City of Wildomar.

11. "Day" or "days" means calendar day(s), unless otherwise stated.

12. "Demotion" means the movement of an employee from one class to another class having a lower maximum base rate of pay.

13. “Department Head” means the administrative head of every department in the City.

14. “Disciplinary action" means the discharge, demotion, reduction in pay, suspension, or reprimand of an employee for punitive reasons.

15. "Eligibility list" means the list which contains the names of successful applicants according to relative performance on the total weighted examinations.

16. “Executive Classification” means employees who are in the “executive” group according to the City’s Position Classification Schedule adopted by the Council Resolution No. 2022-60 on November 9, 2022, and as may be later amended by Council.

17. “Exempt Employee” means an employee who holds a position that, based on both the job requirements and the salary earned, does not entitle the employee to receive compensation at an overtime rate under applicable state or federal wage and hour laws.

18. "Full-time employees" means employees whose positions require the employee works at least 40 hours in a workweek. All positions shall be full- time unless otherwise designated, or unless the compensation is fixed upon the basis of part-time work.

19. "Layoff' means the separation of employees from the active work force due to lack of work or funds, or to the abolition of positions by the City Council for the above reasons or due to organization changes.

20. “Management Classification” means employees who are in the “management” group according to the City’s Position Classification Schedule adopted by the 1199

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 4 Council Resolution No. 2022-60 on November 9, 2022, and as may be later amended by Council

21. “Non-exempt employee” means an employee who holds a position that, based on either the job requirements or the compensation earned, may entitle the employee to receive compensation at an overtime rate under applicable state or federal wage and hour laws.

22. "Personnel Officer" means the City Manager or their designee.

23. "Part-time employees" means employees whose positions work less than 1,000 hours per year, are paid on an hourly basis and only receive fringe benefits as provided by these Rules and as otherwise required by law.

24. "Position" means a group of duties and responsibilities in the service of the City requiring the full-time or part-time employment of one person.

25. "Promotion" means the movement of an employee from one class to another class having a higher maximum base rate of pay.

26. "Provisional appointment" means a temporary appointment, less than 960 hours in a fiscal year, of a non-employee who possesses the minimum qualifications established for a particular class and who has been appointed to a position in that class in the absence of available eligible employees.

27. "Reinstatement" means the restoration without examination of a former employee to a classification in which the employee formerly served.

28. "Suspension" means the temporary separation from service of an employee without pay for disciplinary purposes.

29. "Temporary employee" means an employee who is appointed to a position for a limited period of time and is only entitled to benefits as provided by resolution of the City Council and as required by law.

30. "Transfer" means the movement of an employee from one position to another position in the same class or to another class with the same maximum base rate of pay.

31. “Y-Rate” means a salary paid above the maximum salary of a range. A Y-rate may be used when an incumbent employee is reassigned or reclassified to a lower class or salary range but retains the higher salary rate of the former class. This Y-rate salary may be retained until the newly assigned class has a maximum rate equal to or higher than the Y-rate.

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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 5 RULE III. NONDISCRIMINATION
A. Equal Employment Opportunity. The City is committed to a policy of equal employment opportunity for applicants and employees. It does not discriminate against qualified applicants or employees with respect to terms or conditions of employment based on race, color, ancestry, sex, gender, sexual orientation, gender identity, gender expression, age (over 40), religion, ethnicity, national origin, creed, physical or mental disability, medical condition, genetic information, marital status, pregnancy, reproductive health decision-making, childbirth or related medical conditions, breastfeeding, military or veteran's status, or any other characteristic protected by state or federal law or local ordinance.

Any technique or procedure used in recruitment and selection of employees will be designed to measure only the job-related qualifications of applicants. No recruitment or selection technique will be used which, in the opinion of the City Manager or designee, is not justifiably linked to successful job performance.

Employees who believe they have experienced any form of employment discrimination are encouraged to report this immediately, using the complaint procedure provided in the City’s Harassment, Discrimination, and Retaliation Prevention Policy.Policy Against Harassment, Discrimination and Retaliation. City policy prohibits unlawful harassment and discrimination based on an employee's race, color, ancestry, sex, gender, sexual orientation, gender identity, gender expression, age (over 40), religion, ethnicity, national origin, creed, physical or mental disability, medical condition, genetic information, marital status, pregnancy, reproductive health decision-making, childbirth or related medical conditions, breastfeeding, military or veteran's status, or any other characteristic protected by state or federal law or local ordinance, or any combination of two or more protected classes. In addition, City policy prohibits retaliation because of the employee's opposition to a practice the employee reasonably believes to constitute employment discrimination or harassment or because of the employee's participation in an employment discrimination or harassment investigation, proceeding or hearing. The City's full Harassment, Discrimination, and Retaliation Policy is set forth in a council adopted policy.

C. Disabled Applicants and Employees. The City has a commitment to ensure equal opportunities for disabled applicants and City employees. Every reasonable effort will be made to provide an accessible work environment for such employees and applicants. Employment practices (e.g., hiring, training, testing, transfer, promotion, compensation, benefits, and discharge) will not discriminate unlawfully against disabled applicants or employees. The City provides employment-related reasonable accommodations to qualified individuals with disabilities within the meaning of the California Fair Employment and Housing Act ("FEHA") and the Americans with Disabilities Act ("ADA").
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1. Request for Accommodation. An applicant or employee who desires a reasonable accommodation in order to perform essential job functions should make such a request in writing to the Human Resources Division. The request must identify: a) the job-related functions at issue; and b) the desired accommodation(s). Reasonable accommodation may include, but is not limited to, job restructuring, reassignment to a vacant position for which the employee is qualified and making facilities accessible.

2. Reasonable Documentation of Disability. Following receipt of the request, the Human Resources Division may require additional information, such as reasonable documentation of the existence of a disability or additional explanation as to the effect of the disability on the employee’s ability to perform the employee’s essential functions but will not require disclosure of diagnosis or genetic history.

3. Interactive Process. The City will engage in the interactive process, as defined by the FEHA and ADA, to determine whether an applicant or employee is able to perform the essential functions of their position. During this process, the City will examine potential reasonable accommodations that will make it possible for the employee or applicant to so perform. Such interactive process will include a meeting with the employee or applicant, the City, and, if necessary, the employee or applicant’s health care provider.

4. Case-by-Case Determination. The City determines, in its sole discretion, whether reasonable accommodations(s) can be made, and the type of reasonable accommodations(s) to provide. The City will not provide an accommodation that would pose an undue hardship upon the City or that is not required by law. The City will inform the employee or applicant of any decisions made under this section in writing.

5. Light or Modified Duty. During the interactive process, the City may approve, at its sole discretion and subject to availability, the employee to perform light or modified duty for a limited period of time.

6. Fitness for Duty Leave. While the City is engaged in the interactive process with an employee, the City may require that the employee be placed on a fitness for duty leave in accordance with Rule XII.M.

D. Religious Accommodation. The City will make reasonable accommodations to the known religious creed of an applicant during the hiring process and of an employee in the course of employment, unless doing so would impose an undue hardship on the City.

E. Lactation Accommodation. The City provides lactation accommodation to employees as required by law. For additional details, employees should refer to the City’s stand- alone Lactation Accommodation Administrative Policy.
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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 7 RULE IV. CLASSIFICATION
A. Preparation of Plan. The Personnel Officer shall ascertain and record the duties, responsibilities, minimum standards, and minimum qualifications of all positions in the City and shall recommend a classification/compensation plan for all positions.

The classification/compensation plan need not be contained in only one document but may be comprised of various documents. The classification/compensation plan shall consist of classes of positions defined by class specifications, including the title. The classification/compensation plan shall be so developed and maintained that all positions substantially similar with respect to duties, responsibilities, authority, and character of work are included within the same class, and that the same schedules of compensation may be made to apply with equity under similar working conditions to all positions in the same class. The classification/compensation plan will contain the general salary schedule and a general benefits schedule.

B. Adoption, Amendment and Revision of Plan. The classification/compensation plan shall be adopted by and may be amended from time to time by resolution of the City Council. At the time of consideration by the City Council, any interested party may appear and be heard. Revisions to the classification/compensation plan may consist of the addition, abolishment, consolidation, division, or amendment of existing classes.

C. Allocation of Positions. Following the adoption of the classification/compensation plan, the Personnel Officer shall allocate every position in the employ of the City to one of the classes established by the plan.

D. New Positions. A new position shall not be created and filled until the classification/compensation plan has been amended to provide for such position.

E. Job Descriptions. The Administrative Services Director, in consultation with Department Heads, will prepare written specifications for each classification of positions to the City Manager for review. Subject to City Council approval of the initial job description, the specifications, when approved by the City Manager, will constitute the official classification specifications, and will indicate the date of approval or last revision. Revisions to job descriptions do not require approval by the City Council. Each specification will include the classification title, a brief description of the scope, nature, and responsibility of the class, a description of the tasks or duties ordinarily performed in the positions allocated to the classification; a statement of the minimum qualifications considered necessary for proficient performance of the work, including education, experience, training, knowledge, skills, physical characteristics, and any additional factors considered pertinent. Specifications are not restrictive. The specifications shall not be construed as an all-inclusive list of tasks performed; or be interpreted as restricting the assignment of related tasks not specifically listed therein; or as limiting the authority of supervisory personnel to assign, direct and control the work of subordinate employees. A Department Head 1203

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 8 may temporarily assign other related duties and responsibilities or otherwise direct the work of employees.

F. Reclassification. Positions, the assigned duties of which have been materially changed by the City so as to necessitate reclassification, whether new or already created, shall be allocated by the Personnel Officer to a more appropriate class.

Reclassifications shall not be used for the purpose of avoiding restrictions concerning demotions and promotions, or to effect a change in salary in the absence of a significant change in assigned duties and responsibilities.

RULE V. COMPENSATION
A. Salary on Appointment.

1. New Employees. New employees shall be paid at the first step of the pay grade for the position to which the employee is appointed except as approved by the City Manager or their designee.

2. Advanced Step Hiring. The City Manager may appoint a new employee to an advanced step of the pay grade so long as the following considerations are made: the selected candidate has significantly high qualifications and outstanding experience, the availability of other qualified candidates, and the resulting salary relationships with similar positions and their experience and skills.

3. Reemployment/Reinstatement. A person who previously held a position with the City and resigned in good standing may, at the discretion of the City Manager, when re-employed in the same or a comparable position held at separation, be appointed at the same salary rate which was paid at the effective date of the person's termination or the nearest applicable step for the grade to which the person is appointed.

B. Salary Anniversary Dates. Employees shall have a salary anniversary date on the date of their most recent appointment, promotion, demotion, reinstatement or reemployment. The salary anniversary date may be modified by the action of the appointing authority under Rule X.

C. Increases Within Pay Grade. Employees will normally become eligible for a merit adjustment in pay after 12 months of service in their current position. Increases shall not be automatic, and are based on merit. The adjustment shall be made only if recommended by the applicable Department Head, and, if approved, by the City Manager. The subsequent adjustments are based on performance evaluation, to encourage an employee to perform at the employee’s highest level, and to recognize increased skill on the job. Employees are normally eligible for these adjustments any 1204

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 9 time after the completion of 12 months of service in their current position. This period may be modified in conjunction with the performance evaluation recommendations and as approved by the City Manager. Unless so modified, a granted merit adjustment will be effective on the employee’s salary anniversary date. The City Manager, in their sole discretion, may determine that an increase within grade will be retroactive in effect to the employee’s salary anniversary date or to another appropriate date.

D. Salary Upon Promotion. Except in instances where the granting of a full step increase would result in a salary in excess of the top step of the range, any employee who is promoted to a position in a class with a higher salary grade shall be placed on the step in the new higher grade which is at least equal to an advancement of a full step over the step the employee held in their former grade. If the maximum of the grade would be exceeded by such advancement, the employee shall receive the top step of the grade. An employee thus promoted is assigned to a new salary anniversary date effective on the date of promotion.

E. Salary Upon Transfer. Any employee who is transferred from one position to another position in the same class, or to another position in a class having the same pay grade, shall be compensated at the same step of the pay grade as the employee previously received and their salary anniversary date shall not change.

F. Salary on Change in Grade Assignment. Whenever a class is reassigned to either a higher or lower pay grade by the Council, the salary of each incumbent in such class on the date the reassignment is effective shall be adjusted to the same step in the new grade that corresponds to the step, not the rate, the employee was at in the former grade and the employee shall retain the same salary anniversary date. For example, if an incumbent is currently at grade 115, step C, and the class is reassigned to grade 118, the incumbent will move to grade 118, step C. If appropriate, the City Manager may choose to Y-rate the employee, if the pay grade is lower than what the employee was previously earning.

G. Salary on Reallocation of Position. If the position is reallocated to a class having the same pay grade, the salary and the salary anniversary date of the incumbent shall not change. If the position is reallocated to a class which has a higher pay grade, the City Manager shall adjust the salary of the incumbent employee to fit the higher pay grade which is at least as much as the employee was receiving in the former grade and the employee shall retain the same salary anniversary date. If the position is reallocated to a class with a lower pay grade, and the employee's salary exceeds the top step of the class to which their position is reallocated, their salary shall be Y- rated until it is exceeded by the top step of the class. The employee's salary anniversary date shall not change.

H. Salary on Demotion. Any employee who is demoted to a position in a class with a lower pay grade shall have their salary adjusted by one the following three methods:
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1. If a disciplinary demotion, the employee's salary may be reduced. A new salary anniversary date shall be established on the basis of the demotion.

2. If a non-disciplinary demotion, the employee's salary may be reduced. The employee shall retain their salary anniversary date.

3. In the discretion of the City Manager, a demoted employee's salary may be Y-rated. A Y-rated salary is one that is paid above the maximum established salary range for the incumbent's classification. An employee whose salary is Y-rated will retain their current rate of pay until such time that the class has a higher maximum salary rate.

I. Acting Pay. An employee who is required on the basis of an acting appointment to serve in a class with a higher pay grade than that of the class in which the employee is normally assigned, shall receive the entrance salary rate of the higher pay grade or one rate higher than the rate the employee normally receives, whichever is greater, provided the employee shall perform all the duties and assume all the responsibilities of the higher class, and only after the employee has served for 10 consecutive working days when working a 5/8 schedule or 8 consecutive working days when working a 4/10 schedule in the higher classification.

J. Bilingual Pay. Employees in certain classifications, as determined at the City’s sole discretion, may be eligible to receive $100.00 per month as bilingual pay premium.

To receive the bilingual pay premium, an employee must be regularly accessible to the public in-person and through alternative means of communication, including but not limited to on the phone and via email, and shall successfully complete a language proficiency examination, selected at the City’s sole discretion. Upon successfully completing such proficiency examination, the eligible employee shall receive the bilingual pay premium effective on the first pay period of the month following the test date. Bilingual pay premium shall be paid in two payments each month, on the first and second pay period of each month at a rate of $50 per pay period.

The City, at its sole discretion, shall determine which languages qualify for bilingual premium pay.

K. Special Salary Adjustments. Notwithstanding anything in these Rules to the contrary, in order to correct gross inequities, or to reward outstanding achievement and performance, the City Manager may adjust the salary rate of an incumbent of a particular position to any step within the pay grade for the class to which the position is allocated.

L. Cost of Living Adjustment. Beginning June 12, 2024, City Council, at its sole discretion, will consider providing a Cost of Living Adjustment (“COLA”) to all employees on an annual basis with any wage adjustment going into effect on July 1.

City Council will review staff recommendation for the cost of living increase based 1206

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 11 on the published Riverside-San Bernardino-Ontario, CA, Consumer Price Index – U 12-month percent changes on all items for the month of March to consider potential COLA adjustments. Except as otherwise supported by justifiable findings, including the City’s budgetary status, such COLA shall be capped at 3% as approved by City Council.

M. Pay Periods. The salaries and wages of all employees shall be paid bi-weekly. In the event a payday falls on one of the holidays listed in these Rules, or on a Saturday or Sunday, the immediately previous working day shall become the payday.

N. Standby and Callback Pay.

1. Standby Pay. Standby Pay applies to all regular, non-exempt employees.

When assigned to standby duty, the employee will receive thirty-five dollars ($35) per day for each day in which they assume standby duty. If the employee is unable to perform the duties prescribed in the Standby Duties Policy, the employee will not receive standby pay for the days in which they were not able to perform such duties.

2. Callback Pay. Callback pay applies to all regular, non-exempt employees and occurs when an employee is called back to work to perform services not in conjunction with a regularly scheduled work shift. Callback pay does not apply to hours worked as a continuation to the end of the shift (for example if an employee is required to stay an additional hour after their shift is over) or a shift scheduled to work at a different time, such as early mornings or late nights. If an employee is called to work early under this rule, callback pay will cease at the beginning of their normal shift, with a minimum of two (2) hours paid at the callback rate. All callback pay will be paid out to the employee and is not eligible to be credited towards any leave banks. a. Callback Rate for a Physical Response. The City shall pay non- exempt, regular employees at the premium rate of one and one-half (1½) times the employee's base pay for the actual hours worked, or a minimum of two (2) hours, whichever is greater. Callback pay is only applied when an employee leaves the work premises, and the employee is required to physically respond to the City to perform services outside of the employee's regular scheduled working hours.

The callback time will commence from the time the employee leaves their residence or current location and is going directly to the incident or reporting location. The callback time will end when the employee leaves the incident or reporting location and is no longer conducting business on behalf of the City.
b. Callback Rate for a Remote Response. A remote response may include answering a request by phone, laptop, or other remote device.

Regular non-exempt employees who have a remote response will be 1207

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 12 compensated in fifteen (15) minute intervals at one and one-half times their base rate of pay.

O. Severance Upon Termination. Upon termination without cause, employees who are either in the Executive Classification, or are Department Heads, shall receive severance payment, upon execution of a waiver and release of all claims acceptable to the City, and as allowed by law, equivalent to 90 days of their base salary.

However, in no event shall the total cash value of the Severance Pay exceed the value of the employee’s monthly salary multiplied by eighteen (18), or multiplied by the month’s remaining in employee’s term, whichever is less.

1. Reimbursement Upon Conviction of Abuse of Office. In the event any employee is convicted of any crime involving an abuse of the employee’s office or position, as defined by California Government Code Section 53243.4, the employee is not entitled to receive Severance Pay, and must reimburse the City for any Severance Pay received.

2. Effect of Termination for Cause. If an executive employee or a Department Head is terminated for cause, they shall not be entitled to receive severance pay. Cause for termination shall be deemed to exist if any of the following occurs:
a. The City performs an administrative investigation based on charges against an employee by a prosecuting agency with any of the following criminal conduct: theft or attempted theft from the City; fraud or other type of criminal dishonesty; misuse or misappropriation of public funds; assault, battery or other criminal physical injury to another person; any felony; solicitation, prostitution, or other sexually oriented crime; or for violating Government Code §§ 1090 et seq. and/or § 53243.4, and such administrative investigation makes a finding, based on a preponderance of the evidence, that such conduct occurred and violated the City’s Rules;
b. The employee is fined by the Fair Political Practices Commission for a violation of the Political Reform Act or FPPC Regulation in an amount in excess of one thousand five hundred dollars ($1,500); c. An independent investigation sustains that the employee engaged in unlawful discrimination or harassment of an official, officer, employee or agent of City or a third party while conducting City business or violated any provisions of the City’s Municipal Code;
d. Unauthorized absence or leave;
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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 13 e. Use or possession of illegal drugs;
f. Material acts of dishonesty;
g. Persistent failure to disclose material information regarding the business or operation of the City necessary for the City Council to undertake its obligation as the elected legislative body of the City; h. Material failure to follow clear and legal directives of a majority of City Council provided in a duly noticed public meeting, including closed session while in the performance of City Manager duties or acting City Manager duties; or
i. Any other violation of these Rules, including a violation of a listed cause for discipline under Section XVI of these Rules, or other City policies or procedures.

RULE VI. APPLICATIONS, RECRUITMENT AND EXAMINATIONS
A. Vacancies. Except for the City Manager, Department Heads, Assistant City Manager, Deputy City Manager, and/or Assistant to the City Manager positions, vacant positions may be filled only by selection from an eligibility list, by acting appointment, provisional appointment, by transfer, by reinstatement, or by demotion.

Each Department Head is entitled to select a candidate to fill a vacancy within their department subject to the provisions in this rule and approval by the City Manager.

The City Council shall select the City Manager. The City Manager, or designee, shall select the Department Heads, Assistant City Manager, Deputy City Manager and Assistant to the City Manager. These positions may be filled by the method selected by the City Council or the City Manager to obtain the best candidate for the position.

The provisions of this rule are inapplicable to the filling of vacancies listed in this paragraph.

B. Announcement of Vacancies/Acceptance of Applications. When a position becomes vacant, the applicable Department Head shall notify the Personnel Officer. All positions shall be publicized by such methods as the Personnel Officer deems appropriate. The announcements shall specify the title and pay range of the class; the nature of the work to be performed; the experience and education requirements; the knowledge, skills, and abilities desirable for the performance of the work; how to apply; the application deadline date; that a post- offer, pre-employment physical examination is required, which may include a drug test; that upon receiving a conditional offer of employment, a criminal background check is required through the submission of fingerprints; and other relevant information. Applications will be available on the City’s website.
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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 14 C. Disqualification of Applicants. The Personnel Officer may reject any application which indicates on its face that the applicant does not possess the minimum qualifications required for the position, or because the applicant has failed to timely submit the application, fully complete the application, or submit all required materials.

D. Ineligibility for Employment. Further examination or consideration for employment of any applicant may be discontinued, and any employment of any person may be terminated, when any of the following has been determined by the Personnel Officer:

1. The individual does not meet the minimum qualifications established for the class or position to which they seek appointment;

2. The individual has made a false statement, misrepresentation, or omission of material fact, or actual or attempted deception, fraud or misconduct in connection with their application;

3. The application shows on its face that the applicant is physically or psychologically restricted from performing the essential functions of the position applied for, and the City determines that no reasonable accommodation can be made for such medical restrictions in the position applied for;

4. An employment history or personal conduct which demonstrates a lack of fitness for City employment, including dismissal for cause from prior public or private employment;

5. The individual has failed to submit a complete application within the prescribed time limit;

6. The individual has directly or indirectly obtained information regarding examinations to which applicants are not entitled;

7. The individual has been convicted, including pleas of guilty and nolo contendere, of any felony or misdemeanor, which was of such a nature as to reflect adversely and substantially on the applicant’s ability to perform the duties of the position. The City Manager, or designee, may disregard such convictions of felonies or misdemeanors if it is found and determined by the City Manager that mitigating circumstances exist. In making such determination, the City Manager may consider the classification, including sensitivity, to which the person is applying or being certified and whether the classification is unrelated to the conviction; the nature and seriousness of the offense; the circumstances surrounding the offense; the length of time elapsed since the conviction; the age of the person at the time of conviction; the presence or absence of rehabilitation or efforts at rehabilitation; and/or contributing social or environmental conditions.
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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 15 a. Unless otherwise required by law, the City will not ask an applicant for employment to disclose, orally or in writing, information concerning the conviction history of the applicant, until the City has issued a conditional offer of employment.
b. Applicants who receive a conditional offer of employment may be requested to complete a supplemental form regarding criminal conviction history for review by the City, and a background screening, as part of the application process. The Human Resources and Risk Manager will conduct an individual assessment, as may be required by law, for each applicant who has prior convictions before determining whether to disqualify the applicant and rescind the conditional offer of employment.

8. The individual has otherwise violated provisions of these Rules.

In addition, applicants with the least desirable background or qualifications among a large number of applicants may be denied further participation in the selection process through an evaluation of their qualifications, thus providing a reasonable number of the best qualified candidates for consideration.

Applicants disqualified from further participation in the selection process will be promptly notified to permit submission of additional information provided that the time limit for receiving applications has not expired. Notice will be mailed to the last known address and/or will be emailed to the email address provided by the applicant on the applicant’s application; it will be the applicant’s responsibility to keep the applicant’s current physical address and email address on file. Whenever an application is rejected, the Personnel Officer will mail and/or email notice of such rejection to the applicant.

E. Selection Process. The selection process shall be impartial and relate to those subjects which, in the opinion of the Personnel Officer, fairly measure the relative capacities of the applicants to execute the duties and responsibilities of the class to which they seek to be appointed. The selection process may include but is not necessarily limited to achievement, aptitude, and other written tests, personal interview, performance tests, physical agility tests, evaluation of daily work performance, work samples, criminal background check (after the City has provided a conditional offer for employment), medical tests (possibly including a drug test) after a conditional offer for employment has been accepted, successful completion of prescribed training, or other selection techniques as determined by the Personnel Officer. The selection process shall be designed to provide equal opportunity to all candidates by being based on an analysis of the essential requirements of the class, covering only factors related to such requirements. The City also retains the right to conduct a thorough background check of each applicant, which may include a credit verification for certain classifications.
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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 16 The Personnel Officer may enter into a contract with any competent agency or individual for the preparing and/or administering portions of the selection process.

If the Personnel Officer does not contract these duties to an agency or individual, then the Personnel Officer shall ensure that such duties are performed.

F. Creation of Eligibility List. As soon as possible after the completion of a recruitment, the Personnel Officer shall prepare and maintain an eligibility list consisting of the names of candidates who qualified as finalists. Eligibility lists shall remain in effect for up to 6 months unless the Personnel Officer abolishes the eligibility list after determining that the abolition of the list is in the best interest of the City. The name of any person appearing on an eligibility list shall be removed by the Personnel Officer if the person requests in writing that their name be removed or if the person fails to respond to a notice of certification mailed to the last designated physical address or emailed to the last designated email address. Persons on eligibility lists as a result of an internal recruitment who leave the service of the City for any reason shall automatically be dropped from such lists.

G. Physician's Examination. Applicants may be required to submit to a physician's examination at the City's expense upon being made a conditional offer of employment. As set forth in more detail in the City’s Drug-Free Workplace Policy, the physician's examination shall include a drug and alcohol test for positions that are (1) safety-sensitive; or (2) involve a position of influence over children. When a drug and alcohol test is required, applicants shall be made aware of that in the announcement published under Rule VI.B. No job commitment shall be made until a negative drug screen result is obtained and a physician has certified that the applicant is medically qualified to perform the essential functions of the position.

When the applicant reports to the medical facility for the scheduled examination, personal identification shall be provided to the facility in the form of a photograph and verifiable signature (for example, a driver's license or state-issued identification card). All test results will be kept confidential. The applicant will be told whether the tests were passed or failed, but only the Personnel Officer and their assistant will have access to the test results. If required, the drug/alcohol examination shall be administered in accordance with the City's Drug-Free Workplace Policy.

RULE VII. APPOINTMENTS
A. Appointment of New Employee. The hire date of a new employee shall be that of the first day actually worked.

B. Provisional Appointments. It shall be the policy of the City to require all Department Heads and other appointing authorities, whenever possible to notify the Personnel Officer, of impending or anticipated vacancies in their departments sufficient in advance so as to allow for the establishment of an appropriate eligibility list.

However, when the demands of the services are such that it is not practicable to give 1212

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 17 such notification and if it is not practicable to delay appointment until a new eligibility list can be certified, the appointing authority may make a provisional appointment to the position, in accordance with the following:

1. As soon as practicable, but not longer than six months after a provisional appointment has been made, the Personnel Officer may cause an examination to be prepared, and all positions filled provisionally shall be filled by an appointment from an eligibility list.

2. A person appointed to a position on a provisional basis may be entitled to credit for the time served under the provisional appointment if the employee was performing the full range of duties.

3. No special credit shall be allowed in any examination or the establishment of any eligibility lists for services rendered under a provisional appointment.

4. Except as otherwise required by law, a provisional appointee, who is not already a current employee, will not be entitled to the rights and benefits afforded to employees under these Rules.

5. Except for retired annuitants, no person shall be employed by the City under provisional appointment for a total of more than six months in any fiscal year except that the Personnel Officer may extend the period of any provisional appointment for not more than 90 days; however, no provisional appointment shall cause any person to work more than 960 hours (if paid on an hourly basis) or 125 days (if paid on a per diem basis) in a fiscal year.

6. A person who has retired from a CalPERS employer (“retired annuitant”) may only be appointed to a provisional appointment when all of the following conditions are met, unless otherwise allowed by CalPERS during extenuating circumstances:
a. The City can show the retired annuitant has previous experience and the skill set needed to perform the work required.
b. The appointment is made to fill a vacant position during the recruitment to permanently fill the vacancy, or during an emergency to prevent stoppage of public service. A recruitment to permanently fill the vacant position must be open before the retired annuitant is appointed. c. Retired annuitants cannot begin employment before the 181st day after their retirement date, unless the City certifies the nature of the employment and that the appointment is necessary to fill a critically needed position before 180 days has passed, and the City Council approves the appointment in a public meeting. The appointment may not be placed on a consent calendar.
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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 18 d. If the retired annuitant is under the normal retirement age, he or she must have a bona fide separation in service. Further, the retired annuitant must not have received unemployment insurance payments for retired annuitant work with any public employer within the 12 months prior to the date of the provisional appointment, and he or she must certify to this in writing to the City.
e. A retired annuitant may only be appointed once to the position.

Provisional appointments of retirees must specify a beginning date and an end date for the appointment, and the appointment term must not result in the retired annuitant working more than a combined 960 hours in a fiscal year for all CalPERS employers. If a retired annuitant works more the 960 hours in a fiscal year, he or she must be reinstated. The Personnel Officer may not extend any provisional appointment of a retired annuitant and must ensure the retired annuitant does not exceed the 960 hours limit.
f. The rate of pay for the retired annuitant must be consistent with the pay grade for the vacant position, and he or she may not receive any other benefit, incentive, compensation in lieu of benefits, or other form of compensation in addition to this base rate.

The City ensures the retiree is enrolled as a retired annuitant with CalPERS and that the pay rate and hours worked by the retired annuitant are reported to CalPERS.

C. Acting Appointments to a Higher Class. Acting appointments may be used to fill positions that are vacant or that are temporarily vacant, such as when an employee is on an extended leave of absence. Where applicable, 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 the appointee had continued their duties in their regular classification.

Acting appointments shall be subject to the following:

1. Whenever the needs of the City require an employee to temporarily perform the duties of a higher classification than that in which the employee is currently employed for a period of more than 10 consecutive working days when working a 5/8 schedule or 8 consecutive working days when working a 4/10 schedule, the employee shall receive the salary rate of the higher class in which the employee is performing the required duties. In such cases, the employee shall be paid at an appropriate step of the current salary schedule of the higher classification which will assure an increase of not less than 5% greater than the salary of the employee’s current position, but in no case shall such salary exceed the top salary step of the higher classification. 1214

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 19 The higher salary rate payable shall commence on the ninth or eleventh day as described in the paragraph above following the temporary reassignment to the performance of duties of the higher classification. The requirement for the performance of duties of the higher classification shall be placed in writing by the City Manager, or the City Manager’s designee, following a recommendation by the affected Department Head. No employee shall be required to perform any of the duties of a higher classification unless that employee is deemed to possess the minimum qualification of the higher classification by the City Manager, or the City Manager’s designee, as recommended by the affected Department Head.

2. In no case shall an employee serve as an acting appointee more than 960 hours in a fiscal year or six (6) total months, whichever comes first, in a higher classification.

3. An employee appointed in an acting capacity shall be eligible to receive performance increases in the permanent position during the acting appointment but shall not be entitled to performance increases in the position which the employee holds in an acting capacity, other than to address acting pay in accordance with Rule V. Compensation. I. Acting Pay.

4. The City Manager, or the City Manager’s designee, shall obtain the employee’s written consent for the temporary performance of any of the duties of the higher classification beyond a period of twelve (12) working days, prior to an employee assuming or continuing the duties and compensation of a higher classification, which consent shall clearly state that it is understood that employee’s salary rate will revert to the salary rate in the employee’s permanent position upon the expiration of the need for the performance of the duties of the higher classification.

D. Emergency Appointment. To meet the immediate requirements of an emergency condition, the Department Head, or any persons so authorized in advance by the City Manager, may employ such persons as may be needed for the duration of the emergency without regard to these Rules. As soon as possible, such employment will be reported promptly to the Administrative Services Director or designee.

Emergencies are defined as fire, flood, earthquake, or other public calamity, which threatens life or property. The emergency appointee shall be considered a temporary employee and, except as otherwise required by law, shall not be entitled to the rights and benefits afforded to employees under these Personnel Rules. In the event that a Retired Annuitant is hired as an emergency employee, the appointment and employment of the Retired Annuitant will be governed by the applicable statutes and regulations of CalPERS or other applicable retirement system, to the extent such provisions remain in effect during the emergency. In the event that the City’s rules and procedures on provisional employment are inconsistent with the applicable statutes and regulations governing the employment of retired annuitants, the statutes and regulations shall control.
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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 20 E. Reinstatement. With the approval of the City Manager, an employee who has completed at least 12 months of service and who has resigned in good standing may be reinstated within one year of the effective date of resignation to a vacant position in the same or comparable class. For purposes of reinstatement, "good standing" shall mean that the employee was not terminated for cause under these Rules, did not resign in lieu of termination, provided at least two-weeks notice of resignation, and was evaluated at least as "Satisfactory" or an equivalent rating on the employee’s last performance evaluation. No credit for former employment shall be granted in computing salary, vacation, sick leave, retirement benefits, or other benefits except on the specific written direction of the City Manager at the time of reinstatement. Such reinstatement action may, at the discretion of the City Manager, take precedence over any eligibility list except a reemployment list. An individual requesting reinstatement is required to successfully complete a background examination and physician’s examination, as set forth in Rule VI.

F. Reemployment. An employee may be appointed from a reemployment list following layoff.

G. Promotion. It is the policy of the City to fill authorized vacant positions based on merit. Insofar as consistent with the best interest of the City, vacancies may be filled by promotion. All employees meeting the qualifications standard of a higher-grade position under the same or different job classification may be considered for promotion. Employees promoted to a new position will start at the salary step determined appropriate by the City Manager. The date of promotion will become the employee’s new anniversary date for performance review and merit salary increase purposes. Employees receiving promotions will be reviewed after six months, one year, and annually thereafter, with the opportunity for the first merit salary increase at the one-year mark.

H. Demotion. The City Manager may voluntarily or involuntarily demote an employee.

No employee will be demoted to a position for which the employee does not possess the minimum qualifications. An employee may also request a voluntary demotion. An employee who possesses the minimum qualifications may request a voluntary demotion to a lower position. An employee requesting a voluntary demotion will submit a memorandum to the employee’s Department Head requesting a voluntary demotion and detailing the reasons for the request. Upon receipt of the request for voluntary demotion, the Department Head will notify the City Manager. If the request for voluntary demotion involves a change from one department to another, both Department Heads must consent thereto unless the City Manager orders the demotion. The employee’s anniversary date will change to the effective date of the demotion. Demoted employees will have their salary reduced according to the appropriate salary range. Salary determinations for demoted employees are solely within the discretion of the City Manager.

I. Transfer. The Personnel Officer may transfer an employee from one position to another in the same class or a comparable class at the same salary level. While the 1216

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 21 Personnel Officer retains the right to order the transfer, consideration will be given to the affected employee's and the Department Head’s wishes.

J. Interactive Process Transfer. As part of the interactive process and in accordance with state and federal law, an employee who is unable to perform the essential functions of the employee’s present classification may be placed in a vacancy in another class that does not result in a promotion without having to participate in the application process, if the employee can perform the essential functions of the vacant position, with or without reasonable accommodation.

RULE VIII. NEPOTISM AND CONSENSUAL ROMANTIC RELATIONSHIPS

BETWEEN EMPLOYEES
A. Nepotism.

1. Definitions.
a. Applicant. A person who applies for a position at the City and is not a Current Employee.
b. Change of Status. A change in the legal status or personnel status of one or more Current Employees.
i. Changes in legal status include but are not limited to marriage, divorce, separation, or any such change through which a Current Employee becomes a Family Member or ceases to be a Family Member of another Current Employee.
ii. Changes in personnel status include but are not limited to promotion, demotion, transfer, resignation, retirement or termination of a Current Employee who is a Family Member of another Current Employee.
c. Current Employee. A person who is presently a City employee, or an elected or appointed City official.
d. Direct Supervision. One or more of the following roles, undertaken on a regular, acting, overtime, or other basis shall constitute Direct Supervision:
i. Occupying a position in an employee’s direct line of supervision; or ii. Functional supervision, such as a lead worker, crew leader, or shift supervisor; or
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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 22 iii. Participating in personnel actions including, but not limited to, appointment, transfer, promotion, demotion, layoff, suspension, termination, assignments, approval of merit increases, evaluations, and grievance adjustments.
e. Family Member. A spouse, domestic partner (registered or not), parent, parent-in-law, stepparent, legal guardian, sister, half-sister, step-sister, sister-in-law, brother, half-brother, step-brother, brother-in- law, child, step-child, legal ward, daughter-in-law, son-in-law, grandchild, grandparent, niece, nephew, spouse’s niece, spouse’s nephew, domestic partner’s child, domestic partner’s niece, or domestic partner’s nephew.
f. Prohibited Conduct. Conduct by Family Members including, but not limited to, one or more of the following:
i. Participation directly or indirectly in the recruitment or selection process for a position for which a Family Member is an Applicant. ii. Direct Supervision of a Family Member that does not comply with limitations set forth in this Section;
iii. Conduct by one or more Family Members that has an adverse effect on supervision, safety, security or morale.

2. Department Head Authority. Department Heads are authorized to make initial determinations under this Rule, after reviewing the situation with the Human Resources and Risk Manager. Should the Department Head be related to the employee/applicant in question, the City Manager shall appoint another Department Head to execute the responsibilities under this Rule.

3. Applicants for Employment.
a. No qualified Applicant may be denied the right to file an application for employment and compete in the examination process. However, consistent with this Section, the City may reasonably regulate, condition, or prohibit the employment of an Applicant for a full-time position.
b. Disclosure of Relationship. Each Applicant is required to disclose the identity of any Family Member who is a Current Employee. c. Review of Department Head. For each Applicant who has a Family Member who is a Current Employee, the Department Head shall assess, and review with the Human Resources and Risk Manager, whether any of the following circumstances exist:
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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 23 i. Business reasons of supervision, safety, security or morale warrant the City’s refusal to place the Applicant under Direct Supervision by the Family Member; or
ii. Business reasons of supervision, security, or morale that involve potential conflicts of interest or other hazards that are greater for Family Members than for other employees, which warrant the City’s refusal to permit employment of Family Members in the same department, division, or facility.
d. Decision of the Department Head. If the Department Head determines that either of the above circumstances exist, the Department Head shall exercise his or her discretion, after review with the Human Resources and Risk Manager, to either reject the Applicant or consider the Applicant for employment in a position that does not present either of the above circumstances.
i. Following examination, if the Applicant is successfully certified as eligible pursuant to Rule VI, they may be employed in a position for which the Department Head has determined that neither
circumstance exists pursuant to Rule VII.A.3.c.
ii. When an eligible Applicant is refused appointment by virtue of this Rule, their name shall remain on the eligibility list for openings in the same classification. For each opening, the Department Head shall make a determination consistent with Rule VII.A.3.c.

4. Guidelines for Current Employees.
a. Employees shall report a Change of Status to the Department Head and the Human Resources and Risk Manager within a reasonable time after the effective date of the Change of Status. Wherever feasible, Employees shall report a Change of Status in advance of the effective date.
b. Within thirty days from receipt of notice, in coordination with the Human Resources and Risk Manager, the Department Head shall undertake a case-by-case consideration and individualized assessment of the particular work situation to determine whether the Change of Status has the potential for creating an adverse impact on supervision, safety, security, or morale.
i. The Department Head shall make a good faith effort to regulate, transfer, condition or assign duties in such a way as to minimize potential problems of supervision, safety, security, or morale. 1219

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 24 ii. Notwithstanding the above provisions, the City retains the right to exercise its discretion to determine that the potential for creating an adverse impact on supervision, safety, security, or morale cannot be sufficiently minimized and to take further action as set forth in Rule VII.A.5.b.

5. Monitoring by Department Head.
a. Following a Change of Status or new hire of a Family Member, affected Department Heads shall reasonably monitor and regulate both Family Members’ conduct and performance for a period of one year from the date of the Department Head’s determination. The Department Head shall document these actions. Successive Department Heads may re- visit such a determination at their discretion.
b. If the Department Head determines, subject to any applicable requirements of due process, that an employee has engaged in Prohibited Conduct, the Department Head shall reevaluate the Department Head’s prior determination, and may take one or more of the following additional measures:
i. Transfer one of the Family Members to a similar position that would not be in violation of this policy. The transfer will be granted provided the Family Member qualifies and there is an opening to be filled. There can be no guarantee that the new position will be within the same classification or at the same salary level. ii. If the situation cannot be resolved by transfer, one of the Family Members must separate from City employment. If one of the employees does not voluntarily resign, the employee with primary responsibility for the Prohibited Conduct will be discharged. c. Department Heads who receive complaints from other employees that one or more Family Members has engaged in Prohibited Conduct shall respond in accordance with existing complaint and disciplinary procedures, where applicable.
d. Where situations exist prior to the effective date of this Section that may be in conflict with this Section, every effort shall be made to reasonably address the situation so as to avoid any future conflict.

6. Appeal of Department Head Determination. Current Employees and Applicants affected by the application of this Section, may appeal the action of the Department Head to the City Manager within ten days of the action. The City Manager shall hear the individual’s concerns and issue a written decision within 30 days of the receipt of the individual’s appeal. The decision of the 1220

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 25 City Manager is final, and no other appeal may be had unless the employee is entitled to further administrative appeal under other provisions of these Rules.

7. Employee Complaints. Employees who believe that they have been adversely affected by Prohibited Conduct by one or more Family Member should submit complaints to a Department Head or to the Personnel Officer.

8. Savings Clause. Should any provision of this Section, or any application thereof, be unlawful by virtue of any federal, state, or local laws and regulations, or by court decision, such provision shall be effective and implemented only to the extent permitted by such law, regulation or court decision, but in all other aspects, the provisions of this Section shall continue in full force and effect.

B. Consensual Romantic Relationships Between Employees.

1. General. Consensual romantic or sexual relationships between City employees can lead to misunderstandings, complaints of favoritism, adverse effects on employee morale, and possible claims of sexual harassment during or after termination of the relationship. As a result, such relationships present existing or potential conflicts that adversely affect the efficient operation of the City. Relationships that present an actual conflict under this Section are therefore prohibited.

2. Application. This section shall apply to all City employees, regardless of gender or sexual orientation, who have a romantic or sexual relationship with another City employee. The provisions of Section A of this rule regarding nepotism shall govern employees who marry or become domestic partners with another City employee.

3. Definition of Conflict. For purposes of this section, a conflict exists if business issues of supervision, safety, security, and/or morale would be impacted by a romantic or sexual relationship between two employees.

4. Supervisor’s Duty to Report. If a romantic or sexual relationship exists between a Supervisor and another employee (including another Supervisor), the Supervisor shall promptly disclose the relationship to the Personnel Officer and request a determination as to whether the relationship presents a conflict. The disclosure must identify the names and positions of both employees. A Supervisor’s failure to comply with this section shall be grounds for discipline up to and including termination.

5. Determination by City Manager. Within five working days, the City Manager shall issue a written determination as to whether the relationship presents a 1221

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 26 conflict and is thereby prohibited. The City Manager shall have exclusive discretion in making the determination.

6. Resolution of Conflicts. Subject to limitations imposed by the Municipal Code and applicable provisions of these Rules, the City Manager will attempt in good faith to work with the Supervisor and the other employee to consider options to eliminate the conflict, including removing the Supervisory authority that created the conflict, reassignment, transfer or voluntary demotion of a Supervisory employee, or where the City Manager determines that modification of a Supervisor’s assignment is not feasible, reassignment, transfer or voluntary demotion of a non-Supervisory employee. The City Manager retains discretion to determine that the conflict may be resolved via voluntary resignation or termination only.

7. Prohibited On-Duty Conduct. All City employees are prohibited from engaging in intimate, physical, or other conduct in furtherance of a romantic or sexual relationship with another City employee at work locations, including off-site meetings, conferences, and similar activities. Moreover, upon termination of a sexual or romantic relationship with another City employee, employees are prohibited from engaging in behavior that adversely affects the working conditions of any City employee. In general, all employees are expected to observe appropriate standards of workplace conduct in their interactions with other City employees.

8. Complaints. Employees who believe that they have been adversely affected by romantic or sexual relationships between City employees should follow the complaint procedures provided under the City’s Harassment, Discrimination, and Retaliation Prevention Policy. The complaint procedures are available to all employees regardless of their past or present participation in a romantic or sexual relationship with another City employee.

RULE IX. REPORTS AND RECORDS
A. Maintenance of Personnel Files. A personnel history folder shall be kept for each employee. Confidential medical records will be maintained in a separate file from other personnel files. The personnel history folders shall be maintained by the Human Resources and Risk Manager or designee, and shall contain a record of date of employment, promotions, performance reviews, disciplinary actions and such other information as the City Manager, or City Manager’s designee, shall prescribe.

All performance-related entries to personnel history folders shall be brought to the attention of the employee.
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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 27 B. Review and Access of Personnel Files. Personnel records are confidential and, unless otherwise required by law, access to personnel records will be limited to current or former employees, authorized representatives of current or former employees, and authorized representatives of the City. Rights to access, inspect, and copy personnel records, as well as applicable procedures and limits upon such rights shall be consistent with the law. An individual wishing to review or access their personnel file must submit such request in writing to the Human Resources and Risk Manager, or designee. The Human Resources and Risk Manager, or designee, will schedule a date and time with the individual to review their personnel file. The date and time will be at reasonable intervals and at reasonable times, but not later than 30 calendar days from the date the employer receives a written request, unless the current or former employee, or their representative, and the employer agree in writing to a date beyond 30 calendar days to inspect the records, and the agreed-upon date does not exceed 35 calendar days from the employer’s receipt of the written request, in accordance with Labor Code 1198.5. Upon request, the employee shall receive a copy of any materials in the personnel file provided that the cost for such copies is paid by the employee. An employee shall be furnished a copy of any statement written for inclusion in the employee's personnel file concerning the employee's conduct or performance.

The Human Resources and Risk Manager, or designee, may reveal the following information regarding an employee, or ex-employee, in response to outside inquiries:

1. Employee's name.

2. Classification title and department.

3. Status.

4. Salary Range.

5. Hire date and/or termination date.

This information is a matter of public record and is available to anyone.

C. Current Address. Employees are required to notify the Human Resources and Risk Manager of any change of name, address, or telephone number within five calendar days of change.

D. References. Any employee who receives a request for a personal reference by a former or current employee is required to forward that request to the Administrative Services Director and seek direction. Only the City Manager and the Administrative Services Director or their designees are authorized to provide references for former or current employees on behalf of the City. No other employee is authorized to provide such written or verbal references or recommendations for former or current employees. Further, no other employee is authorized to respond to questions from persons outside the City about former or current employees regarding their work performance.
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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 28 E. Destruction of Records. Upon approval of the City Attorney, records relating to personnel may be destroyed as prescribed by law.

RULE X. PERFORMANCE EVALUATIONS
A. Policy. It is the policy of the City that regular evaluations be made as to the efficiency, competency, conduct and merit of its employees. To this end, it is the responsibility of the City Manager, the Department Heads, and their subordinate supervisors that these evaluations be completed. It is the responsibility of the Personnel Officer to provide and prescribe the forms and procedures to be used in such evaluations of performance and to assist in the training of supervisory personnel so that the program of performance evaluation will be carried on in a sound and effective manner.

B. Authority to Make Evaluations. The City Manager or their designee shall have the authority to prepare performance evaluations. The City Manager, or designee may, however, delegate such authority to such subordinate supervisory employees who are most familiar with work of the employees to be evaluated, provided that the City Manager, or designee, shall review and approve all performance evaluations of personnel under their jurisdiction.

C. Time for Performance Evaluation. An annual performance evaluation may be prepared and received before the employee's salary anniversary date, and shall evaluate the employee's performance in the last year. If the employee receives a rating of (or equivalent to) "improvement needed" or "unsatisfactory" in the employee’s annual performance evaluation, their supervisor shall be responsible for conducting an additional performance evaluation three months from receiving such rating and again three months subsequent to that. In addition, the employee may be given a performance evaluation at any other time during the year at the discretion of the appointing authority.

D. Postponement of Performance Evaluation. Unless otherwise required by law, the use of any leave of absence in excess of 30 consecutive days shall cause the date of the employee's performance evaluation to be extended by the same period of time that the employee was absent.

E. Review with the Department Head. A performance evaluation must be submitted for review by, and be approved by, the Department Head before the performance evaluation is provided to or discussed with an employee. 1224

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 29 F. Review with Employee. Each performance evaluation shall be presented by the supervisor who prepared it and discussed with the employee. The employee shall sign the evaluation to acknowledge its contents. Such signature shall not necessarily mean the employee endorses the content of the evaluation. Employees may not appeal or grieve the contents of a performance evaluation or the rating(s) received by the employee. Employees who disagree with the contents of their performance evaluation shall have the right to attach a written statement explaining the basis of their disagreement to the performance evaluation.

G. Retention of Performance Evaluation. After review and approval of the appointing authority, the performance evaluation, as well as any written statement provided by the employee, shall be made a part of the employee's personnel file.

H. Effects of "Improvement Needed" and "Unsatisfactory" Ratings.

1. Any employee who receives an "unsatisfactory" or "improvement needed" rating will not receive any merit salary increase during the period following the report, except as provided in Rule IX.H.2.

2. If an employee who has been denied a merit salary increase improves their performance to such an extent that the appointing authority believes a merit salary increase is now justified, the appointing authority shall indicate the improvement on a report of performance form and may specifically award a merit salary increase. Additionally, in awarding the merit salary increase under this subsection, the appointing authority may change the merit salary increase anniversary date to the date of the award of the merit salary increase or may permit the anniversary date to remain the same. Any merit salary increase awarded under this subsection shall not be made retroactive.

RULE XI. WORKWEEK, HOURS OF WORK AND OVERTIME
A. FLSA Classification. The Personnel Officer shall designate those positions which are exempted from the provisions of the Fair Labor Standards Act ("FLSA") based on an assessment of the duties of each position. This designation will be expressed in the job description for the position.

B. Work Schedules and Workweek. The City Work Schedules include a standard 5/8 schedule and an alternative 4/10 schedule.
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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 30 a. Alternative 4/10 Workweek and Work Schedule.
i. The City has adopted a 4/10 work schedule for most employees, which consists of ten hours per day, four days per week.
ii. Employees assigned to work a 4/10 work schedule will work Monday through Thursday with Fridays off. At the direction of the City Manager, some employees may be required to work a different schedule due to the requirements of their job classifications or department responsibilities.
iii. The workweek for employees assigned to a 4/10 work schedule shall be seven consecutive 24-hour periods, starting at 12:00 a.m. on Saturday and ending at 11:59 p.m. on the following Friday. Time worked by non-exempt employees in excess of 40 hours in a workweek shall constitute overtime.
b. Standard Workweek and Work Schedule.
i. The standard 5/8 work schedule consists of eight hours per day, five days per week.
ii. Employees assigned to work a standard work schedule will work Monday through Friday. At the direction of the City Manager, some employees may be required to work a different schedule due to the requirements of their job classifications or department responsibilities. iii. The workweek for employees on the standard work schedule shall be seven consecutive 24-hour periods, starting at 12:00a.m. on Saturday and ending at 11:59 p.m. on the following Friday. Time worked by non- exempt employees in excess of 40 hours in a workweek shall constitute overtime.

C. Recording of Work Hours. All employees are required to report their time using the prescribed timekeeping program. In the absences of any clocking-in/out system, employee time from 1 to 7 minutes shall be rounded down, and thus not counted as hours worked, but employee time from 8 to 14 minutes must be rounded up and counted as a quarter hour of work time.

D. Daily Hours of Work/Shifts. Daily hours of work or shifts for employees within departments shall be assigned by Department Heads as required to meet the operational requirements of such departments. The City reserves the right to regulate and/or change the designation of the specific hours or days to be worked by any employee, and no such change in the scheduling of days or hours worked shall be deemed to constitute overtime, provided the total number of hours and days 1226

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 31 does not exceed those specified as constituting the standard work year, work period, workweek and workday hereunder.

E. Changes in Work Schedules. The City reserves the right to establish and modify work schedules in order to meet the varying needs of the different City departments. Except in the case of an emergency, Department Heads must provide employees with reasonable notice before changing an employee’s work schedule. If the needs of the City require that a position be assigned to work a different work schedule or have a different workweek than set forth in this section, the City Manager, in consultation with the Department Head, may designate the work schedule and workweek for employees in that position in writing. Any additional alternative workweeks shall be designated by administrative policy adopted by the City Manager.

F. Meal Periods. Non-exempt employees are entitled to unpaid meal periods during which they shall be entirely relieved of responsibilities and restrictions. Such time shall not constitute hours worked.

1. Non-exempt employees shall be entitled to a 60-minute unpaid meal period during each work shift which equals or exceeds 8 hours; non-exempt employees shall be entitled to a 30-minute unpaid meal period during each work shift which exceeds 5 hours but is less than 8 hours.

2. Supervisors shall schedule meal periods to ensure appropriate coverage.

3. Employees shall take reasonable measures wherever feasible to avoid the need for work to be performed during meal periods. Where required, time spent on such work shall be kept to a minimum, and may only occur with the prior written authorization of a Department Head. Non-exempt employees who work during their meal periods shall be paid for time worked.

G. Rest Periods. Except where unusual operational demands prevent a rest break, non- exempt employees are entitled to two 15-minute paid rest periods during each work shift which equals or exceeds 8 hours, or one 15-minute paid rest period during each work shift which equals or exceeds 4 hours, but is less than 8 hours. Rest periods shall not be combined or added to employees’ meal periods. Rest periods shall also not be added to the beginning or end of an employee’s shift.

H. Overtime. Non-exempt employees shall be entitled to overtime at the rate of one and one-half of their regular hourly rate of pay for each hour worked in excess of 40 hours in any one workweek. Employees are not entitled to compensatory time off in lieu of overtime. Exempt employees are not eligible to receive overtime compensation.

1. Calculation of Hours Worked. For the purposes of overtime compensation, "hours worked" shall only include those periods of time that the employee is required to be on duty or to be on the City's premises or at a prescribed 1227

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 32 workplace, and all time during which an employee is suffered or permitted to work. As such, paid time off, including for example, time spent on a paid leave of absence, sick leave, holidays and vacation, as well as time assigned as standby duty, shall not be included in the calculation of hours worked.

2. Approval of Overtime. It is the policy of the City to avoid the necessity for overtime work whenever possible. Employees shall take reasonable measures wherever feasible to avoid the need for work to be performed outside of their regularly scheduled shifts.

Employees shall not perform work outside of their regularly scheduled shifts or in excess of 40 hours in a workweek unless requested to do so by their Department Head or with advance written authorization from their Department Head. This requirement applies to, but is not limited to:
a. Work performed before the start of the shift;
b. Work performed during meal periods;
c. Work performed after the end of the shift; and
d. Other work performed "off the clock" including work performed at home.

Time spent on such work outside an employee’s regularly scheduled shift shall be kept to a minimum. The City will compensate employees for all hours worked as required by law, including overtime hours worked without approval from the pertinent Department Head. However, employees that work overtime without receiving prior approval as required under this section, may be subject to disciplinary action, up to and including, termination of employment.

RULE XII. LEAVES OF ABSENCE
A. Effect of Leave of Absence.

1. Effect of Leave of Absence on Employment Benefits.
a. Fully Paid Leave. Unless otherwise required by law, an employee on a leave of absence who continues to receive full compensation through the use of their accrued leave banks will continue to receive full employment benefits. Such employment benefits may include, but are not limited to, the accrual of paid leaves, accrual of seniority, and cafeteria contributions 1228

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 33 which remain at the rate the employee would receive if the employee was working their normal work schedule.
b. Partially Paid Leave. Unless otherwise required by law, an employee on a paid leave of absence who is receiving less than full compensation from the City through the use of the employee’s accrued paid leaves shall receive a prorated share of their employment benefits, including, but not limited to, the accrual of paid leaves, cafeteria contributions, or supplemental pay, when only partially paid leave has been received for two consecutive workweeks.
c. Unpaid Leave. Unless otherwise required by law, an employee on an unpaid leave of absence shall not accrue any employment benefits, including, but not limited to, the accrual of paid leaves, accrual of seniority, cafeteria contributions, and supplemental pay, when unpaid leave has been used for at least 40 hours in a pay period.

2. Effect of Leave on Performance Evaluations and Merit Increases. Unless otherwise required by law, the use of any leave of absence in excess of 30 consecutive days shall cause the date of the employee's performance evaluation, and merit increase, if relevant, to be extended by the same period of time that the employee was absent.

B. Unauthorized Absences. Any employee absent from their job for more than three consecutive working days without prior permission of the Department Head may be considered to have voluntarily resigned from their employment with the City. Any unauthorized absence may be cause for disciplinary action as provided in these personnel rules.

C. Holidays.

All full-time employees are eligible to receive paid holiday leave under this section.

Part-time employees that were hired before September 1, 2023, are eligible for paid holiday leave under this section. Part-time employees hired on or after September 1, 2023, and temporary employees are not eligible for paid holiday leave under this section.

Employees scheduled to work on a holiday listed below will receive pay for actual hours worked as if it were not a holiday in accordance with the Rules, whether that is straight time or overtime as determined in Rule XI. Workweek, Hour of Work and Overtime, in addition to 8 or 10 hours (as described below) of holiday pay. Holiday pay provided under this Rule does not constitute hours worked. Banked holiday hours will no longer be accrued.
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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 34

1. Holidays Observed for Employees on a 5/8 Work Schedule. As provided in Section B.1.b. of Rule XI, employees working a 5/8 work schedule, that are regularly scheduled Monday through Friday of each week with occasional Saturdays, shall receive 8 hours of pay for holidays observed and recognized under this subsection. Such employees are entitled to the following days as recognized and observed paid holidays:
a. New Year's Day (January 1)
b. Martin Luther King Jr. Day
c. Presidents' Day
d. Memorial Day
e. Independence Day (July 4)
f. Labor Day
g. Veterans Day (November 11)
h. Thanksgiving Day
i. Day after Thanksgiving Day
j. Each working day of the last calendar week of each calendar year, commencing December 24 and ending December 31

2. Holidays Observed for Employees on a 4/10 Work Schedule. As provided in Section B.1.a. of Rule XI, employees working a 4/10 work schedule, that are regularly scheduled Monday through Thursday of each week, shall receive 10 hours of pay for holidays observed and recognized under this subsection, if such holidays are observed on Monday, Tuesday, Wednesday, or Thursday.

Such employees shall not receive holiday pay for holidays observed on a Friday. Such employees are entitled to the following days as recognized paid holidays, so long as the observed day falls on Monday, Tuesday, Wednesday, or Thursday:
a. New Year's Day (January 1)
b. Martin Luther King Jr. Day
c. Presidents' Day
d. Memorial Day
e. Independence Day (July 4)
f. Labor Day
g. Thanksgiving Day
h. Each working day of the last calendar week of each calendar year, commencing December 24 and ending December 31
D. Comprehensive Annual Leave
Comprehensive Annual Leave (CAL time) is to ensure that all employees have an adequate amount of time off each year for rest and relaxation, personal business, or personal/family illness. All full-time employees earn CAL time from the date of hire.

Part-time employees are not eligible for CAL time; however, they will continue to 1230

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 35 receive sick leave in accordance with state and federal laws as further detailed in section E of this Rule.

1. Computation of CAL Time
Employees covered by this plan will earn CAL time from the date of hire using the following accrual rates, prorated each pay period, as outlined below.

Months of
Continuous
Employment
CAL Time
Hours
(Annually)
Biweekly
Accrual Rate
(hours per pay
period)
Maximum
Accumulation
(hours)
0 - 60 176 6.77 480
61 - 120 216 8.31 480
121+ 256 9.85 480
The maximum balance of unused CAL time an employee may have at any one time is four hundred eighty (480) hours. The City Manager may grant an employee, on a case-by-case basis, the ability to accrue annual leave above the annual accrual limit for good cause shown.

2. Procedure for Use of CAL Time
Whenever possible, employees should request time off at least two weeks in advance, however, the advance notice does not guarantee the time off request will be approved. Supervisors, managers, and directors will make every effort to approve requests for time off, while ensuring business priorities are being met.

When an employee is unable to request time off in advance, such as for an illness or emergency, the employee shall notify their supervisor prior to the start of their shift, or as soon as reasonably practicable.

Any employee absent for more than five (5) consecutive work days due to illness or accident may, at the discretion of their supervisor and in coordination with human resources, be required to provide a medical certificate from the employee’s medical provider indicating the day(s) of the illness/injury and that the illness/injury prevented the employee from being able to work.

An employee off work or contemplating to be off work due to illness or injury for an extended period equivalent to two (2) workweeks or more shall provide a medical certificate statement as to length of absence from the employee's health care provider stating the employee is either unable to work, or specifically describing any restrictions or light duty requirements. 1231

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 36 If a holiday falls on a workday during an employee's CAL time, that day shall be considered as a paid holiday and not CAL time.

3. CAL Time Voluntary Cashout
So long as the employee has at least forty (40) hours of CAL time remaining after any cashout, an employee may cash out up to forty (40) hours of CAL time twice a year, for a maximum of 80 hours of CAL time per calendar year.

The times at which CAL time may be cashed out will be determined by the City’s Administrative Services Department. CAL time cashout shall be paid at the employee's base rate of pay at the time of the conversion. Each employee eligible for CAL time benefit under this section shall make an election no later than December 31 of each calendar year, as to whether the employee wishes to cash out CAL time accrued and unused during the subsequent calendar year. Should the employee elect to cash out their CAL time and they do not have 40 hours remaining after the cashout, their election will default to the available amount that would provide 40 hours of CAL time remaining. Such an election is irrevocable. If an employee fails to make an election as required by this subsection, such failure will be treated as an election to not cash out CAL time accrued and unused during the subsequent calendar year.

4. CAL Time Cashout at Termination
At termination of employment for any reason, the City shall compensate the employee for the employee's accumulated, but unused, CAL time at the employee's base rate of pay at the time of termination.

E. Sick Leave for Part-Time and Temporary Employees

1. Applicability. This section applies to part-time and temporary employees only.

The City provides paid sick leave to part-time and temporary employees as required under California law. This section does not apply to retired annuitants working for the City.

2. Definitions.
a. Hours Worked. Hours worked shall include all time when a part-time or temporary employee is required to be on duty or to be on the City’s premises or at a prescribed workplace, and all time when a part-time or temporary employee is suffered or permitted to work. Paid sick time is not considered time worked.
b. Family member means any of the following: a child (which means a biological child, adopted child, foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis. This definition of a child is applicable regardless of age or dependency status), a parent (which means a biological parent, adoptive parent, foster parent, stepparent, legal 1232

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 37 guardian of an employee or registered domestic partner, or person who stood in loco parentis when the employee was a minor child), a spouse, a registered domestic partner, a grandparent, a grandchild, a sibling, or a designated person (which means a person identified by the employee at the time the employee requests paid sick leave. The City limits the employee to one designated person per 12-month period for paid sick leave).

3. Paid Sick Leave.
a. Eligibility for Sick Paid Sick Leave. Part-time and temporary employees are eligible for paid sick leave after they work for the City for at least thirty (30) days within a calendar year. Part-time and temporary employees who work fewer than thirty (30) days within a calendar year are not eligible for paid sick leave.
b. Accrual of Paid Sick Leave.
i. Part-time and temporary employees regularly scheduled to work 10 hours per day shall accrue paid sick leave at the rate of 3.58 hours for each pay period, resulting in 50 hours/5 working days by the employee’s 200th day of employment. Once the part-time or temporary employee has accrued 50 hours of sick leave in a 12-month period, regardless of how much has been used, they will not accrue any additional leave until their annual hire date anniversary, at which time their accruals will begin again under this policy.
ii. Part-time and temporary employees regularly scheduled to work 8 hours per day or less shall accrue paid sick leave at the rate of 2.86 hours for each pay period, resulting in 40 hours/5 working days by the employee’s 200th day of employment. Once the part-time or temporary employee has accrued 40 hours of sick leave in a 12-month period, regardless of how much has been used, they will not accrue any additional leave until their annual hire date anniversary, at which time their accruals will begin again under this policy.

c. Qualification Period Prior to Use of Paid Sick Leave. Part-time and temporary employees are entitled to use their accrued paid sick leave only after completing ninety (90) days of employment. Part-time and temporary employees who work fewer than 90 days are not entitled to take any paid sick leave.
d. Notice of Accrued Paid Sick Leave. All accrued paid sick leave will be reflected on each part-time and temporary employee’s paystub, including the balance of paid sick leave available.
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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 38 e. No Advance of Paid Sick Leave. The City will not “advance” or “lend” paid sick leave to a part-time or temporary employee before it has been accrued.
f. Sick Time Rate of Pay. Part-time and temporary employees shall be compensated for paid sick leave at their regular rate of pay for the position and schedule in which paid sick leave is utilized.
g. Annual Paid Sick Leave Use Limit. Part-time and temporary employees may use up to 40 hours or five days, whichever is more, of accrued paid sick leave during a calendar year.
h. Accrued Paid Sick Leave Carry-Over. Unused paid sick leave may be carried over from calendar year to calendar year with a maximum paid sick leave bank of 80 hours or ten working days, whichever is more. i. Minimum Increments Paid Sick Leave. The minimum charge to a part-time or a temporary employee’s paid sick leave account shall be 30 minutes per workday.
j. Permitted Use of Sick Leave. Upon the oral or written request of a part- time or a temporary employee, the City shall permit the part-time or temporary employee to use accrued paid sick leave for the following purposes:
• Diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee or an employee’s family member.
• Part-time and temporary employees who are victims of crime, abuse, or qualifying act of violence may take time off as paid sick leave to obtain or attempt to obtain any relief. Relief includes, but is not limited to, a temporary restraining order, restraining order, or other injunctive relief, to help ensure the health, safety, or welfare of the employee or their child.
• Part-time and temporary employees who are victims of crime, abuse, or qualifying act of violence may take time off as paid sick leave to seek medical attention for injuries caused by crime or abuse; to obtain services from a domestic violence shelter, program, rape crisis center, or victim services organization or agency as a result of the crime or abuse; to obtain psychological counseling or mental health services related to an experience of crime or abuse; or to participate in safety planning and take other actions to increase safety from future crime or abuse, including temporary or permanent relocation.
1234

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 39 k. Request for Use of Paid Sick Leave.
• A part-time or temporary employee shall contact the employee’s immediate supervisor prior to or within one hour of the commencement of their work shift to report the need for paid sick leave. If no immediate supervisor is available, an employee shall contact the Department Head. Consideration shall be given to emergency situations that restrict the employee from contacting the employee’s immediate supervisor within the first hour of work including, but not limited to: accident, injury, or hospitalization. In such emergency situations, an employee shall contact the employee’s supervisor as soon as practicable.
• If the need for paid sick leave unforeseeably arises, such as at a part-time or temporary employee’s work site, the part-time or temporary employee shall notify the employee’s immediate supervisor before leaving the work site or as soon as practicable. • When a part-time or temporary employee has advance notice of the need for paid sick leave, such as when scheduling non-emergency medical and dental appointments, the part-time or temporary employee is required to notify the employee’s supervisor at least three (3) days in advance of the employee’s need for paid sick leave. Part-time and temporary employees are encouraged to schedule medical and dental appointments outside normal working hours if possible.
• A part-time or temporary employee is not responsible for searching for or finding another employee to cover the employee’s shift in order to use paid sick leave.
l. Any employee absent for more than five (5) consecutive work days due to illness or accident may, at the discretion of their supervisor and in coordination with human resources, be required to provide a medical certificate from the employee’s medical provider indicating the day(s) of the illness/injury and that the illness/injury prevented the employee from being able to work.
m. Unused Paid Sick Leave. No part-time or temporary employee shall be compensated for or allowed to exhaust any accrued paid sick leave upon resignation, including retirement, termination, layoff, or death. n. Reinstatement of Unused Paid Sick Leave. Unused accrued paid sick leave for part-time or temporary employees at termination shall be reinstated upon return to active status occurring within no more than twelve (12) months of termination. For part-time or temporary employees 1235

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 40 who return to the City within twelve (12) months from their previous separation, days worked prior to the previous separation will count toward the ninety (90) day qualification period.
o. Paid Sick Leave Accrual Upon Promotion to Full-Time Employee Status.

If a part-time or temporary employee is promoted to full-time employee, the employee’s accrued unpaid sick leave shall be converted to CAL time. p. Records Documenting Hours Worked and Paid Sick Leave Accrued and Used. The City shall keep records documenting the hours worked and paid sick leave accrued and used by a part-time or temporary employee for three (3) years.
q. Employee Inspection of Records Pertaining to Paid Sick Leave. Upon reasonable request to the City’s Human Resources Department, and within twenty-one (21) calendar days after the request, the City shall afford current and former part-time and temporary employees the right to inspect or copy records pertaining to their hours worked and paid sick leave accrued and used.

F. Bereavement Leave.

1. Eligibility and Available Leave. An employee is eligible to receive leave under this section if the employee has been employed by the City for at least thirty (30) days prior to commencement of leave. If an employee loses an immediate family member, as defined in this section below, the employee will be allowed to take up to five (5) days of leave per death. Leave days under this section need not be consecutive but shall be completed within three months of the date of death of the immediate family member. The City may request verification of death as permitted under the law.

2. Pay While on Leave. Each employee is eligible to receive up to 40 hours of pay per year while on bereavement leave as provided in this section. These 40 hours of pay for bereavement leave shall not be chargeable to any other leave balance. Once an employee exhausts available pay under this section, such employee may use other available accrued paid leave to receive pay during additional bereavement leave.

3. Immediate Family Member. For purposes of this section, immediate family shall mean father, father-in-law, mother, mother-in-law, stepparent, brother, half-brother, brother-in-law, stepbrother, sister, half-sister, sister-in-law, stepsister, spouse, domestic partner, child, grandparent, grandchild, legal guardian or legal ward.

G. Military Leave. Military leave with or without pay shall be granted in accordance with Section 395 of the California Military and Veteran's Code and the Uniformed Services 1236

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 41 Employment and Reemployment Rights Act. In addition, leave for military exigency or military caregiver shall be granted in accordance with the Family and Medical Leave Act, as set forth in the City's FMLA/CFRA/PDL Administrative Policy.

H. Victims of Qualifying Act of Violence. Employees who are victims of, or an immediate family member of a victim of crime, abuse, or qualifying act of violence may take time off to obtain or attempt to obtain any relief. Relief includes, but is not limited to, a temporary restraining order, restraining order, or other injunctive relief, to help ensure the health, safety, or welfare of the employee or their child.

Employees who are victims of, or an immediate family member of a victim of crime, abuse, or qualifying act of violence may take time off to seek medical attention for injuries caused by crime or abuse; to obtain services from a domestic violence shelter, program, rape crisis center, or victim services organization or agency as a result of the crime or abuse; to obtain psychological counseling or mental health services related to an experience of crime or abuse; or to participate in safety planning and take other actions to increase safety from future crime or abuse, including temporary or permanent relocation.

Time taken off for this purpose is unpaid, however, you may use any available leave balances.

I. Jury Duty.

1. An employee summoned for jury duty will immediately notify the employee’s department head. While serving on a jury, an employee will be given a leave of absence with pay for up to ten working days of jury duty. Such leave of absence with pay is conditional upon the employee returning to work upon their dismissal each day to complete their normal workday, as required at the employee’s department head’s sole discretion. Employees who fail to return to work, as required by their department head, are required to use other accrued paid leaves for that period of the employee's absence. Such leave is also conditional upon the employee's conveyance to the City of any compensation received as a juror, not including any travel allowance received.

2. An employee required to serve on a jury for longer than ten working days may elect to use any accrued paid leaves, other than sick leave, for the time spent on jury duty after the ten days of jury duty paid leave have been exhausted.

An employee is not required to convey compensation received in excess of the ten days as a juror in this circumstance.

J. Pregnancy Disability Leave. Employees who are disabled due to pregnancy, childbirth, or related medical conditions shall be granted leave in accordance with the full provisions governing such leave set forth in an administrative policy. 1237

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 42 K. Family Care and Medical Leave. Employees shall be granted family care or medical leave in accordance with the Family Medical Leave Act and the California Family Rights Act. The full provisions governing such leave will be set forth in an administrative policy.

L. Reproductive Loss Leave. Upon completion of thirty (30) days of employment with the City, all employees are eligible to receive reproductive loss leave as provided in this section.

1. Definitions applicable to this section.
a. Reproductive loss event: means the day or, for a multiple-day event, the final day of a failed adoption, failed surrogacy, miscarriage, stillbirth, or an unsuccessful assisted reproduction.
b. Failed adoption: means the dissolution or breach of an adoption agreement with the birth mother or legal guardian, or an adoption that is not finalized because it is contested by another party. This event applies to any person who would have been the parent if the adoption was completed.
c. Failed surrogacy: means the dissolution or breach of a surrogacy agreement, or a failed embryo transfer to the surrogate. This event applies to any person who would have been the parent if the child was born as a result of the surrogacy.
d. Miscarriage: means a miscarriage by a person, by the person’s current spouse or domestic partner, or by another individual if the person would have been a parent of a child born as a result of the pregnancy. e. Stillbirth: means a stillbirth resulting from a person’s pregnancy, the pregnancy of a person’s current spouse or domestic partner, or another individual, if the person would have been a parent of a child born as a result of the pregnancy that ended in stillbirth.
f. Unsuccessful assisted reproduction: means an unsuccessful round of intrauterine insemination or of an assisted reproductive technology procedure. This event applies to a person, the person’s current spouse or domestic partner, or another individual, if the person would have been a parent of a child born as a result of the pregnancy.

2. Leave Entitlement. An employee is entitled to receive up to five (5) days of unpaid leave under this section following a reproductive loss event. If an employee experiences more than one reproductive loss event within a twelve (12)-month period, the City will grant additional reproductive loss leave, under this section, up to twenty (20) days within a twelve (12) month period. An 1238

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 43 employee may use leave entitlement under this section nonconsecutively.

Except as otherwise provided in subsection 3 “Impact of Other Leave” below, leave under this section shall be completed within three (3) months of the reproductive loss event.

3. Impact of Other Leave. If prior to or immediately following a reproductive loss event, an employee is on or chooses to go on leave under sections XII(I) or XII(J), or any other leave entitlement under state or federal law, the employee shall complete leave under this section within three (3) months of the end date of the other leave.

4. Use of Accrued Paid Leave. An employee may use CAL leave, sick leave, or other leave that is otherwise available to the employee to receive compensation while on leave under this section.

5. Nonretaliation. Noninterference. The City will not retaliate against an employee, including imposing any disciplinary action, because of the employee’s exercise of the right for leave under this section or an employee giving information or testimony as to their own reproductive loss leave, or another person’s reproductive loss leave. Further, the City will not interfere with, restrain, or deny the exercise of, or the attempt to exercise, any right provided under this section.

6. Confidentiality Provision. The City will maintain the confidentiality of any employee requesting leave under this section. Any information provided to the City pursuant to this section will be maintained as confidential and will not be disclosed except, as necessary, to internal personnel, legal counsel, or as may otherwise be required by law.

M. Leave of Absence Without Pay. In accordance with the procedures in this section, a temporary unpaid leave of absence for a defined period may be considered because of illness or disability not protected by law, or for other reason deemed acceptable at the City’s sole discretion. The department director may approve up to two weeks of leave without pay. Any amount of leave without pay beyond two weeks must be approved by the City Manager or their designee. This section does not govern leave protected by the law.

1. Exhaustion of Paid Leaves.
a. Non-medical Leave of Absence Without Pay. An employee requesting leave under this section for nonmedical reasons is required to fully exhaust all of their paid leaves, except sick leave, in order to be eligible to receive a leave of absence without pay.
b. Medical Leave of Absence Without Pay. An employee requesting leave under this section for medical reasons is required to fully exhaust all of 1239

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 44 their paid leaves, including sick leave, in order to be eligible to receive a leave of absence without pay.

2. Accrual of Benefits. Leave of absence without pay shall not be construed as a break in service or employment, and rights accrued at the time leave is granted shall be retained by the employee; however, CAL time, sick leave (where applicable), increases in salary, health benefit allotments, allowances 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 the employee received when they began t h e i r 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 by an amount equal to the days of unpaid leave taken by the employee.

Failure of the employee to return to their employment upon the termination of any authorized leave of absence shall constitute an automatic termination from City service of that employee, unless such leave is extended.

N. Flex Leave. As compensation for the unique nature of their jobs, including after- hours meetings or work, the City provides Flex Leave as described below to Executive, Management and General positions classified as exempt on the City’s Pay Plan. Flex Leave amounts are subject to modification from time to time at the City’s sole discretion, as follows:

1. Employees in the Executive classification shall receive 80 hours of Flex Leave per fiscal year.

2. Employees in the Management classification shall receive 60 hours of Flex Leave per fiscal year.

3. Employees in the General classification which are classified as exempt shall receive 20 hours of Flex Leave per fiscal year.

Flex Leave shall be credited and vest on July 1st of each year. New eligible employees shall be credited with a prorated number of Flex Leave hours based on the number of months remaining in their first fiscal year as an eligible employee. One day worked in a particular month shall be considered as qualifying for that month.

Flex Leave cannot be carried forward from year to year, and any unused leave will be cashed out on June 30th of each year. At separation of employment for any reason, the City shall compensate the employee for the employee's accumulated, but unused, Flex Leave at the employee's base rate of pay at the time of separation.

O. Fitness for Duty Leave.
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1. Purpose/Policy. Employees are expected to report to work fit for duty, which means able to perform their job duties in a safe, appropriate, and effective manner, free from adverse effects of physical, mental, emotional, and/or personal problems. This Rule is intended to provide a safe environment and protect the health and welfare of employees and the public. If an employee feels unfit to perform their duties, the employee must notify their supervisor immediately.

2. Reasons for Fitness for Duty Leave. In the discretion of the City, an employee may be placed on a paid Fitness for Duty Leave and a fitness for duty examination may be ordered in any of the following situations:
a. An employee returns from a medical leave of absence of more than five working days.
b. An employee is involved in the interactive process with the City under Rule III.C.
c. Supervisor observes or receives a reliable report of an employee’s possible lack of fitness for duty. Observations and reports may be based on, but are not limited to, employee’s own self-report of potential unfitness, dexterity, coordination, alertness, speech, vision acuity, concentration, response to criticism, interactions with the public, co-workers, and supervisors.
d. Fitness for duty examinations based on a reasonable suspicion that an employee is under the influence of illegal drugs or alcohol shall be conducted in accordance with the City’s Drug-Free Workplace Policy.

3. Procedures for Ordering a Fitness for Duty Examination. When a supervisor becomes aware of or observes behavior that makes the supervisor reasonably suspect that an employee may not be fit for duty, the supervisor shall confer with the Personnel Officer to discuss the supervisor’s basis for the reasonable suspicion that the employee may not be fit for duty. After such conference between the supervisor and the Personnel Officer, the Personnel Officer may request the supervisor to refer the employee to the Personnel Officer who will determine whether a fitness for duty examination is necessary and should be scheduled. If the circumstances warrant it, the Personnel Officer may place the employee on a paid or unpaid leave pending the results of the employee’s fitness for duty examination. The examination shall be paid for by the City. If the employee is placed on Fitness for Duty leave while at work, under no circumstances is the employee to drive themselves to any secondary location, whether that is to the employee’s home, an examination facility, or elsewhere.
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4. Procedure Following Receipt of Examination Results. The doctor examining the employee shall be limited to finding the employee “fit for duty” or “fit for duty with restrictions” or “unfit for duty.” In the case of finding an employee fit for duty, the doctor may issue work restrictions. In no case shall the doctor reveal the underlying cause of the fit or unfitness for duty without the employee’s permission.
a. Fit for Duty. If the doctor finds the employee is fit for duty, the employee shall return to work immediately and perform all duties of their position. b. Fit for Duty with Restrictions. If the doctor finds the employee is fit for duty with restrictions, the doctor shall specifically list what restrictions are necessary and for how long those restrictions are necessary. If the employee’s restrictions are based on a disability as defined by the ADA and/or FEHA, the City shall engage in the interactive process as set forth in Rule III.C. The City shall then evaluate those restrictions and determine if the restrictions can be reasonably accommodated.
c. Unfit for Duty. If the employee is found to be unfit for duty, the employee shall not be permitted to work. The Employee may request a leave of absence in accordance with the appropriate subsection of this Rule. If the employee can provide certification of fitness for duty prior to the exhaustion of all paid and unpaid leave that the employee is entitled to under these Rules, the employee shall be returned to work. However, if such certification is from the employee’s own health care provider, the City may request a second opinion from a doctor of its choosing and at its cost to evaluate the employee under the requirements of this section. If the two certifications conflict, a third opinion will be sought from a doctor chosen by the City and the employee, at the expense of the City. The opinion of fit or unfit rendered by the third doctor shall be binding. If the employee’s restrictions are based on a disability or a medical condition as defined by the ADA and/or FEHA, the City shall engage in the interactive process as set forth in Rule III.C.

P. Voting Leave. The City encourages eligible employees to register and vote in all federal, state and local elections. Employees of the City are expected to vote prior to or following their assigned working hours. In accordance with the Election Code, Sections 14000 and 14001, if a registered voter employee does not have sufficient time outside regular working hours within which to vote at statewide elections, the employee may take off such working time as will enable the employee to vote. A maximum of two hours may be taken with pay. To receive time off for voting, the employee must notify the employee’s Department Head in advance. Employees who need Voting Leave, must take such leave at the beginning or end of the employee’s work shift, based on the needs of the Department and the employee’s schedule. The exact amount of time off work and the scheduling of time off shall be decided 1242

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Q. Subpoenaed Absence. An employee who is subpoenaed or otherwise required under a court order to provide testimony as a witness, may receive the employee’s regular pay during the employee’s absence, whether such subpoena is related or unrelated to City business. An employee who receives a “Summons or Subpoena to Appear” for witness duty, must provide reasonable advance notice to the employee’s supervisor and human resources and provide a copy of the original summons to human resources.

R. Personnel Action Leave. The City has the right to place an employee on leave at any time with full pay. An employee may be placed on personnel action leave pending investigation of misconduct, potential disciplinary action, or other reasons that the City Manager, in the City Manager’s discretion, believes warrant such leave. If the City Manager is to be placed on personnel action leave, it will be done so at the discretion of the majority vote of the City Council. A personnel action leave shall not have any negative effect on the employee’s benefits. Personnel action leave may also be referred to as “Relief of Duty.” An employee assigned to personnel action leave shall be required to be available by phone during the employee’s regular working hours. In addition, employees on a personnel action leave are prohibited from entering City facilities or property or communicating with City employees, except to the extent that non-employees may access City facilities, property, or employees. The City Manager may place other reasonable restrictions on an employee during the period of personnel action leave.

S. School Leave. The City will grant a leave of absence to an employee who is the parent, guardian, or grandparent of a child, in accordance with the following provisions.

1. Permissible Purposes:
a. To participate in the activities of the child’s primary or secondary school or licensed childcare provider;
b. To find, or to enroll, or reenroll the child in, a primary or secondary school or licensed childcare provider.
c. To address an emergency, such as:
i. A request from childcare provider or school that the child be picked up.
ii. A provision in the attendance policy for the childcare provider or school, other than a planned holiday, that prohibits the child from attending.
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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 48 iii. Closure or unexpected unavailability of the childcare provider or school, other than during planned holidays.
iv. A natural disaster, including, but not limited to, fire, earthquake, or flood.
d. To appear at the school of a suspended child pursuant to a request made by the child’s school under California Education Code section 48900.1.

2. An employee may take up to 40 hours of leave per calendar year, but no more than eight or ten hours, based on their normal daily hours scheduled, in one calendar month. However, no limit shall be placed on the amount of leave taken under Section (R)(1)(d) of this rule. If more than one City employee requests leave in connection with the same child, only the first employee to provide notice is entitled to receive leave. The second employee may also be permitted to take a simultaneous leave of absence if the second employee obtains written supervisory approval. The amount of leave available is fixed at a maximum of 40 hours per calendar year, regardless of the number of children, grandchildren, or wards that an employee may have.

3. An employee must provide reasonable advance notice of the need for leave and must make all reasonable efforts to schedule the leave so as not to unduly disrupt the operations of the City. If an emergency makes such notice impossible, the employee shall notify the employee’s Department Head as soon as possible. Employees returning from leave may be required to provide written verification from the school or childcare provider of the employee’s need for leave at the specific time and date. If an employee fails to provide sufficient verification, the City may determine that the leave time was unauthorized.

4. Leave under this section is unpaid. However, an employee may choose to use any accrued CAL time when taking leave under this section.

T. Workers’ Compensation. Workers’ compensation applies to all employees who experience an injury or illness that arises out of the course and scope of employment.

Employees must immediately report all injuries or illnesses related to the scope of their employment to their supervisor or human resources. If an employee is incapacitated and unable to immediately report their injury or illness, they must report their injury or illness as soon as they are reasonably able to do so.

Employees seeking immediate medical attention at the direction of their supervisor, or in emergency situations, shall receive payment for time spent waiting for and receiving treatment, through the end of their scheduled shift on the date of injury or the date which their supervisor sends them for treatment, only. Subsequent appointments are dictated by the doctor, and therefore time spent at the appointments are not paid for through temporary disability insurance. Employees 1244

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 49 attending follow-up appointments may use their supplemental leave accruals for appointments for which they are unable to attend outside of working hours.

Before the start of benefits, injured employees shall serve a waiting period of three- calendar days. The waiting period need not be consecutive days. Partial days of absence for doctor appointments or authorized periods of disability may be accumulated to equal full days and charged to the waiting period. For the purpose of calculating the waiting period, the day of the injury shall be included unless the employee was paid full wages for that day. The waiting period is waived if the:
 Injury was caused by a criminal act of violence, or
 Employee is disabled more than 14 calendar days, or
 Employee is hospitalized as an inpatient for treatment required by the injury or illness.

RULE XIII. ATTENDANCE
A. Attendance. Employees will be in attendance on time at their workstation or location in accordance with the rules regarding hours of work, holidays, and leaves.

Employees will make every effort to schedule personal appointments outside their working hours. Employee adherence to the rules governing attendance, leaves of absence and tardiness will be reviewed and evaluated during the employee’s annual performance evaluation. All supervisors/managers will keep track of employee attendance records, which will be reported to Administrative Services by approval of electronic timesheets.

B. Tardiness. It is the responsibility of the employee to arrive at work on or before the assigned time each day. If for some reason beyond the control of the employee, it is not possible for the employee to come to work on time, arrangements in advance with the Department Head must be made at the earliest possible time. In no case will repeat tardiness be tolerated.

C. General Absences. Pre-authorized time off, authorized paid/unpaid leaves of absence due to bona fide illness or injury, jury duty, bereavement, or other City leaves are the only types of absences permitted. All others will be considered a violation of these Rules.

D. Unauthorized Absences. An employee who is absent for a full shift without notification or authorization may be subject to disciplinary action, up to and including, termination of employment.
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RULE XIV. LAYOFF/SEPARATION/RETIREMENT
A. Layoff. Whenever, in the judgment of the City Council, it becomes necessary to abolish any position or employment, the employee holding such position or employment, may be laid off without disciplinary action and without the right of appeal, unless otherwise required by law. The City Manager shall determine the class and number of positions within each class to be affected, as well as the effective date of the layoff.

1. Notification. Employees to be laid off shall be given, whenever possible, at least 14 days prior notice.

2. Order of Layoff. In each class of position, employees shall be laid off according to the needs of the service as determined by the Department Head and the Personnel Officer.

3. Reemployment List. The names of persons laid off or demoted in accordance with this section shall be entered upon a reemployment list. Lists from different departments or at different times for the same class of position shall be combined into a single list. Such list shall be used by every Department Head when a vacancy arises in the same or lower class of position before certification is made from an eligible list or starting a recruitment. Names of persons laid off shall be carried on a reemployment list for one year, except that of persons appointed to a position of the same level as that which laid off, shall, upon such appointment, be dropped from the list. Persons who refuse reemployment shall be dropped from the list. Persons reemployed in a lower class, or on a temporary basis, shall be continued on the list for the higher position until a full year lapses following the layoff or demotion under this section.

B. Resignations. Employees may resign at any time. However, the City requests that resigning employees file a written resignation stating the effective date and reason(s) at least two weeks prior to leaving the City's service. The resignation date should be the last day the employee actually worked.

C. Terminations. The City may terminate any employee at any time with or without cause and with or without notice.

D. Retirement/Disability Retirement. In accordance with the City's contract with the California Public Employees' Retirement System (CaIPERS), employees who meet the age and service credit minimums may qualify for a service retirement from CaIPERS. Under CaIPERS laws, an employee who is unable to perform their job 1246

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RULE XV. ETHICAL STANDARDS
A. Outside Employment, Enterprise, or Activity. In accordance with California Government Code section 1125 et seq., no employees may engage in any outside employment, enterprise, or activity that is inconsistent, incompatible, in conflict with, or adverse to the employee’s employment, their ability to perform their duties and responsibilities, including performance of overtime work and emergency duties, or any other aspect of City operations.

1. Employees are required to notify their Department Head in writing of all outside employment in which they are engaged, regardless of when that outside employment began, so that the City may assess whether such outside employment conflicts with the employee's City employment. An employee's outside employment, enterprise, or activity will be prohibited when any of the following are present:
a. It involves the use for private gain or advantage of their City time, facilities, equipment and/or supplies; or the badge, uniform, prestige, or influence of their City employment;
b. It involves the receipt or acceptance by the employee of any money or other consideration from anyone other than the City for the performance of an act which the employee, if not performing such act, would be required or expected to render in the regular course or hours of their City employment or as part of their duties as a City employee; c. It involves the performance of an act, in other than their capacity as a City employee, which may later be subject directly or indirectly to the control, inspection, review, audit, or enforcement of any other officer or employee of the City; or
d. It involves the time demands as would render performance of their duties as a City employee less efficient.

2. When outside employment is reported to a Department Head, the Department Head, in consultation with the Human Resources and Risk Manager, shall determine whether the employee's outside employment conflicts with the performance of their duties and shall advise the employee of their determination in writing. An employee who is unsatisfied with the decision of the Department Head may appeal the decision to the City Manager. An employee wishing to appeal this determination must file a written appeal to 1247

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The City Manager shall meet with the employee and determine whether the employee's outside employment conflicts with the performance of their duties as a City employee. The City Manager shall advise the employee and the Department Head of the City Manager’s determination in writing within 15 days of meeting with the employee. The City’s Manager determination shall be final and binding on all parties.

B. Political Activities. Consistent with the provisions of California Government Code section 3201 et seq., employees may not engage in political activity during working hours, while on City property on which members of the public would not be entitled to engage in political activities, or while in uniform.

C. Solicitation of Political Contributions. Consistent with the provisions of California Government Code section 3201 et seq., no City employee may knowingly, directly or indirectly, solicit a political contribution from a City employee, City officer, or person on an employment list. However, this does not prohibit City employees from requesting political contributions if the solicitation is part of a solicitation made to a significant segment of the public, which may include City employees. This also does not prohibit a City employee from soliciting or receiving political funds or contributions to promote the passage of or defeat of a ballot measure which would affect the rate of pay, hours of work, retirement, civil service, or other working conditions of City employees, provided that such solicitation cannot occur during working hours or while on City property. For purposes of this section, "contribution" means a payment, a forgiveness of a loan, a payment of a loan by a third party, or an enforceable promise to make a payment except to the extent that full and adequate consideration is received, unless it is clear from the surrounding circumstances that it is not made for political purposes.

D. Contracts and Conflicts of Interest. In accordance with California Government Code section 1090 et seq., no City employee can be financially interested in any contract made by the employee in the employee’s official capacity, or by any body or board of which the employee is a member.

E. Conduct During the Workday. During the workday, employees are expected to devote their full time to the performance of their assigned duties. Any approved outside work, hobbies, or personal business must be performed during off-duty hours.

F. Employees with Access to Confidential Information. In performing their duties, employees may have access to confidential information, including, but not limited to, employees' personnel files and the personal or financial information of other City employees or persons who do business with the City. In addition, some City employees will be involved in some communications with the City Attorney's Office, which can be protected by the attorney-client privilege. Employees with such access are required to keep such information confidential.
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RULE XVI. DISCIPLINARY ACTIONS
A. Reason for Disciplinary Action. While the City maintains an at-will employment environment and may terminate any employee at any time with or without cause, the City also reserves the right to take disciplinary actions against any employee.

Disciplinary measures may be taken for any good and sufficient cause. Cause may include, but is not limited to, any of the following:

1. Violation of the personnel ordinance or of these personnel rules.

2. Violation of any policies, procedures, personnel rules and/or regulations of the employee's department.

3. Any act of insubordination.

4. Act detrimental to the public service.

5. Refusal or inability to comply with the duties of the position occupied by the employee.

6. Any type of misfeasance, malfeasance or nonfeasance relating to their duties, office or position.

7. Fraud in securing employment or making a false statement on an application for employment or on any supporting documents furnished with or made a part of any application.

8. Dishonesty.

9. Incompetence, such as failure to comply with the minimum standards for an employee’s position.

10. Absence from the job during working hours without permission from the employee’s supervisor or Department Head.

11. Conviction of a misdemeanor relating to the employee’s fitness to perform assigned duties, or conviction of a felony.

12. Discourtesy to the public, employees, or other persons with whom the City maintains a relationship; or engaging in treatment that does not foster cooperation.
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13. Malicious gossip and/or spreading rumors; engaging in behavior designed to create discord and lack of harmony; interfering with another employee on the job; or willfully restricting work output or encouraging others to do the same.

14. Misuse or abuse of City property or equipment.

15. Substandard job performance.

16. Failure to maintain any employment qualification.

17. Discrimination and/or harassment of employees or applicants based on a protected characteristic, as set forth in the City’s Harassment, Discrimination and Retaliation Prevention Policy.

18. Failure or refusal to properly or satisfactorily perform assigned duties.

19. Theft or harm to City property or the personal property of another.

20. Inattention to duty, indolence, carelessness or negligence in the care or handling of City property.

21. Assault, battery, horseplay, or fighting while on duty or under the guise of office.

22. Gambling on City property or during working hours.

23. Sleeping on the job.

24. Improper use of City funds.

25. Acceptance or solicitation or bribes or extortion.

26. Abuse of CAL time or sick leave, repeated tardiness, or excessive absenteeism of any kind.

27. Acceptance from any source of any emolument, reward, gift or other form of remuneration in addition to the employee’s regular compensation, as a personal benefit to the employee for actions performed in the normal course of the employee’s assigned duties.

28. Refusal or failure to report to work in a disaster or an emergency.

29. Falsification of any City report or record, or of any report or record required to be filed by the employee.

30. Use of influence of position with the City for private gain or advantage, or the use of time, facilities, equipment or supplies for private gain or advantage. 1250

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31. Disclosure of confidential or proprietary City information to unauthorized persons, employees, or organizations.

32. Use of City tools, equipment, or other property for private, personal, unauthorized, or inappropriate purposes.

33. Use of City documents, software, or other information for personal use or for use other than City business.

B. Types of Disciplinary Actions. The City employs a disciplinary system, which includes a variety of levels of disciplinary actions, up to and including termination of employment. However, nothing in this disciplinary policy should be interpreted in any way that would affect the employee's at-will employment status. Notwithstanding any provision of this policy, all employees may be terminated at any time, with or without notice, and with or without cause. The City may take any of the following types of disciplinary actions against its employees:

1. Verbal Reprimand. Verbal reprimand as a disciplinary action means the employee is informed of their poor performance or misconduct verbally by their supervisor. Such verbal reprimand may be followed up with a written documentation memorializing the verbal reprimand.

2. Written Reprimand. Written reprimand as a disciplinary action means an official notification to the employee that there is cause for dissatisfaction with their services and that further disciplinary measures may be taken if such cause is not corrected. Official reprimand shall be given in the manner prescribed by the Personnel Officer, or designee. Reprimand notices shall be made a part of the employee's official personnel record.

3. Suspension Without Pay. Suspension without pay shall be a temporary separation from City service. Employees are ineligible to use any accrued leave during a suspension without pay.

4. Reduction In Range. Reduction in step within range as a disciplinary measure is the withdrawal of increments granted for merit, efficiency and length of service. Reduction in pay shall become effective on the first pay period following the effective date of the disciplinary action.

5. Involuntary Demotion. Demotion without consent shall include a reduction in classification or rank, with commensurate reduction in salary.

6. Termination. Termination is the dismissal of an employee from City service.

C. Authority for Disciplinary Actions.
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1. The Department Heads and/or City Manager shall have authority to take disciplinary action and they may delegate to certain of their subordinate supervisory employees the authority to make verbal or written reprimands.

2. The Human Resources and Risk Manager or designee shall be notified of any contemplated disciplinary action prior to the time it is taken.

D. Notice of Disciplinary Action. When disciplinary action, other than verbal or written reprimand, is to be taken against an employee, the Department Head or City Manager shall notify the employee in writing of the disciplinary action to be taken, the reasons for the disciplinary action, and the effective date of such disciplinary action, if applicable. Because all employees are at-will, there is no right to appeal or challenge disciplinary action. However, in certain circumstances, the employee may be entitled to a name-clearing hearing before the Personnel Officer consistent with Rule XVI.E below. If the employee does not meet the criteria set forth in Rule XVI.E.1., then the employee is not entitled to any hearing, appeal, or waiting time before the disciplinary action is imposed on the employee, and such disciplinary action may be effective immediately.

E. Name-Clearing Hearing. In certain circumstances, an employee may be entitled to a name-clearing hearing before the disciplinary action is imposed by the City. In such circumstances, the employee will be entitled to a name-clearing hearing in accordance with this section.

1. Criteria for Entitlement to a Name-Clearing Hearing. In accordance with state and federal law, when the following three elements are present, the employee is entitled to a name-clearing hearing:
a. A stigmatizing charge; and
b. The employee's denial of the stigmatizing charge; and c. Public disclosure of the stigmatizing charge.

2. Name-Clearing Hearing. If the employee has satisfied all three criteria set forth in Rule XVI.E.1., based on the employee’s Department Head or City Manager’s determination, then the employee is entitled to a hearing in order to clear the employee’s name. Under this limited circumstance, the City shall provide the employee with at least five days' notice of its intent to discipline the employee. During those five days, the employee may request a name- clearing hearing. If the employee desires a name-clearing hearing, the employee must file a written request with the Personnel Officer or designee within five days of receiving notice from the City of its intent to impose disciplinary action.
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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 57 If the employee does not timely request a name-clearing hearing, then the employee will have been deemed to have waived their right to said hearing. If the employee requests a hearing then the Personnel Officer or designee will make all necessary arrangements for the hearing prior to imposing the disciplinary action. The hearing shall be before the Personnel Officer or designee. The employee is not entitled to a full evidentiary hearing but is only entitled to the opportunity to clear their name of the stigmatizing charge(s). All name-clearing hearings shall be held in private unless the employee requests a public hearing in writing.

RULE XVII. GRIEVANCE PROCEDURE
A. Purpose of the Grievance Procedure. The grievance procedure shall be used to resolve employee complaints regarding an alleged violation or interpretation of the City's personnel ordinance or these personnel rules. Specifically excluded from the grievance procedure are:

1. Performance evaluations, or performance improvement plans;

2. Deferred or denied merit salary increases;

3. Verbal counseling;

4. Policy decisions of the City Council;

5. Any disciplinary actions under Rule XVI.B, or procedure imposing such disciplinary action;

6. Transfer to another position without a loss of pay;

7. Any aspect of the employment examination or selection process; and

8. Matters for which there is a separate appeal.

B. Grievance Procedure.

Step 1 The employee shall inform, in writing, the employee’s immediate supervisor of their grievance and relevant facts within seven days after the employee knew, or in the exercise of reasonable diligence should have known, of the events giving rise to the grievance. The grievance must include a statement of the event causing the grievance; the personnel rule or provision of the personnel ordinance alleged to have been violated; the relief sought by the employee; and any potential witnesses. Failure to provide complete grievance details may result in a delay in processing the 1253

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 58 grievance. At least one conference shall be held between the employee and their immediate supervisor after the employee has expressed their grievance. The supervisor shall advise the employee of their decision within 14 days following notification of the grievance.

Step 2. If the grievance is not satisfactorily resolved in Step 1, the grievant may, within seven days after receipt of their supervisor's response, submit the grievance to their Department Head. Such submittal shall be on the City’s designated grievance form and shall include details of the original grievance. The grievance must include a statement of the event causing the grievance; the personnel rule or provision of the personnel ordinance alleged to have been violated; the relief sought by the employee; and any potential witnesses. After receipt of the grievance form, the Department Head will meet with the grievant within seven days of receiving the grievance form and make such investigation as is required. Within seven days of their meeting with the grievant, the Department Head shall return the original of the grievance form to the employee along with their written decision on the grievance.

Step 3. If the grievance is not satisfactorily resolved in Step 2, the grievant may, within seven days of receipt of the Department Head's decision, submit the grievance for consideration by the City Manager or designee. Such submittal shall be on the grievance form, and shall include details of the original grievance; a statement of the event causing the grievance; the personnel rule or provision of the personnel ordinance alleged to have been violated; the relief sought by the employee; any potential witnesses; a written statement of any issues which are still in dispute; and the specific basis upon which the grievant takes issues with the position of their Department Head. The City Manager or designee shall take such review and investigative action as they deem necessary and inform the grievant of their decision within 14 days of receipt of the grievance. The decision of the City Manager is final and binding and no further appeal may be had by the employee.

C. General Provisions.

1. No retribution or prejudice shall be suffered by employees making good faith use of the grievance procedure. All parties will act in good faith while attempting to reach a solution at the earliest possible step of the procedure.

The employee will have the assurance that filing a grievance will not result in reprisal of any nature. The City will not retaliate against any employee because of the employee’s good faith use of the grievance procedure.

2. Failure by management at any step of this procedure to communicate the decision of the grievance within the specified time limits shall permit the 1254

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3. Failure at any step of this procedure to appeal a decision on a grievance within specified time limits shall be deemed acceptance of the decision rendered, and the grievant waives all further appeal of the matter.

4. The time limits specified at any step in this procedure may be extended by mutual written agreement.

5. The original of the grievance form shall accompany all requests for institution of the next step in the grievance procedure and shall be maintained in the employee's personnel file at the completion of the grievance procedure.

6. Communication with grievant shall be processed by personal signed receipt of document, certified mail or registered mail.

RULE XVIII. EMPLOYMENT BENEFITS
A. Health Benefits. Accident, health, hospital, dental and vision insurance to cover non- occupational injuries and sickness for full-time employees will be provided by the City, as set forth in the benefits flyer/schedule.

1. Any employee who does not use their full allotment for medical, dental and vision benefits may apply the remaining amount to cover the costs of other insurances, such as supplemental insurance plans, as allowed by IRS Code 125.

2. The City does not permit employees to take a “cash out” or “cash in lieu” of the medical, dental or vision insurance allotment.

3. The City contributes directly to the cost of health care premiums in accordance with Resolution 2010-48, or as may be subsequently amended.

4. The City reserves the right to modify the contribution amount or to terminate its participation in the P u b lic Em p lo yee s’ M e d ica l & Ho sp ita l C a re A ct program (PEMHCA) at any time in accordance with the CalPERS rules.

B. Retirement Benefits. The City has contracted with the California Public Employees' Retirement System (CaIPERS) for retirement benefits. Eligible Employees receive retirement benefits in accordance with CalPERS calculations and the Public Employees’ Retirement Law (PERL).
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RULE XIX. EDUCATIONAL ASSISTANCE
A. Educational Reimbursement for Training and Advancement.

The responsibility for developing training programs for employees is with the City Manager and Department Heads, jointly. When an educational course to be taken by an employee will benefit the City, the City Manager may authorize reimbursement by the City of tuition charges and books. An "educational course" may include courses that are in furtherance of a degree, other college-credit courses, or training.

In order to be eligible for educational reimbursement, the employee must obtain written approval of the City Manager prior to enrolling in any courses. Failure to receive written approval may result in funds not being available. Educational reimbursement shall not exceed $1,500.00 in any fiscal year and is not compensation reportable for retirement purposes.

Employee’s may qualify for reimbursement provided that:

1. The employee has not received any evaluations indicating their overall rating is unsatisfactory or needs improvement;

2. The class or classes did not commence until after the employee’s hire date; and

3. The employee receives a grade of “C” or better, or a “pass” or “credit” for those classes where a pass/fail or credit/no credit grading system is used.

In order to receive reimbursement, the employee must submit a copy of their signed Tuition Reimbursement Request form, a copy of their grade (an unofficial transcript is acceptable) and receipts for their tuition and/or required materials. Any required materials must be described in a document provided by the instructor.

B. Licenses and Certification Assistance.

1. In cases of enrollment for any certification which is a condition of employment, the City shall pay required application fees in advance.

2. The cost of licensing fees, renewal fees, and test fees for all levels of certification related to the position currently held or for advancement within the City are reimbursable, upon receipt of the certification or license. To obtain reimbursement after successful completion of the test/renewal/license process, the employee is responsible for submitting proof of payment for test fees, renewal fees, and license fees, along with proof of the certification or license, to the City Manager or designee. In unusual circumstances, the City 1256

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 61 Manager may authorize the payment of the test/renewal/license fees in advance.

RULE XX. WORKPLACE VIOLENCE PREVENTION
The City maintains a standalone administrative policy for workplace violence prevention: the City of Wildomar Workplace Violence Prevention Plan. Employees should refer to the stand-alone policy for details regarding the prevention of workplace violence.

RULE XXI. DRUG- and ALCOHOL-FREE WORKPLACE POLICY
It is the desire of the City that all work environments of employees be safe and productive and free of the influence of drugs and alcohol. The City is concerned with the physical safety of all employees, potential damage to property and equipment, mental and physical health of employees, productivity and work quality, medical insurance costs, and the harm done to employees and their families by drug and alcohol abuse. The full provisions regarding drugs and alcohol in the workplace will be set forth in an administrative policy.

RULE XXII. ELECTRONIC COMMUNICATIONS POLICY
The City provides its employees with certain electronic communications devices.

Employees should be aware that no computer usage, including messages transmitted or received on the computer system are private or confidential. The City's full policy regarding the use of electronic communications equipment will be set forth in an administrative policy.

RULE XXIII. UNIFORMS AND EQUIPMENT
A. Uniforms. Certain employees are required to wear a uniform in the performance of their job duties. All uniforms are expected to be clean and in good repair. Some uniforms consist of specific City-issued polo shirts and pants; in these circumstances the employee will wash their own uniforms, however replacements will be provided by the City, as needed. Uniforms provided to the Facilities Contract Specialist, Maintenance Workers and Senior Maintenance Workers will be furnished to employees at the City’s expense. The City will also be responsible for the maintenance, cleaning, and replacement of these uniforms, at the City’s expense. 1257

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 62 City uniforms are not suitable for everyday wear outside working hours, as such, employees shall wear the uniforms only while on duty and traveling to and from City work. Employees in the classifications required to wear uniforms shall wear the uniforms as a condition of employment while on City duty.

B. Equipment. The City shall provide employees with the essential equipment to perform the duties of their positions. Employees are responsible for requesting training on equipment that they are unfamiliar with. Also, employees are responsible for the proper operation and maintenance of all equipment.

C. Safety Equipment and Protective Clothing. Certain employees will be required to wear approved safety shoes and other safety equipment and protective clothing.

Employees failing or refusing to wear such safety equipment and protective clothing as appropriate will be subject to disciplinary action up to and including termination. If any employee is unable to wear such safety equipment and protective clothing for medical reasons, the employee must submit to the City a healthcare provider’s statement covering the reasons. Upon receiving such statement, the City will engage the employee in the interactive process as may be required by law and these Rules to determine whether a reasonable accommodation is available.

RULE XXIV. EMPLOYEE REIMBURSEMENTS AND ALLOWANCES
A. Reimbursement.

1. Electronic and Mileage Reimbursement. Employees who are required to use their personal electronic devices and/or personal automobiles during the course of their employment, and are not receiving an allowance for such item(s), will be entitled to receive reimbursement for the costs of actual expenses incurred in the performance of their duties. Employees are required to submit receipts in support of their claimed expenses.

2. Safety Shoe Reimbursement. Employees required to wear safety shoes shall be reimbursed for the purchase of such shoes, so long as they meet the appropriate requirements. Employees will be provided reimbursement for safety shoes up to $250 each fiscal year, on an as-needed basis for regular wear and tear.

Employees may purchase more than one pair of safety shoes each fiscal year, as needed, within the annual $250 maximum. Any remaining balance will not carryover to the next fiscal year.

In order to receive reimbursement, the employee must submit original receipts as proof of purchase, as well as verification that the shoes purchased meet the required safety standards to the Human Resources and Risk Manager to confirm the safety requirements are met. Verification of the safety standards can include 1258

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 63 any document showing the shoe and its safety rating, which would match the shoe on the receipt. The Human Resources and Risk Manager will then send the reimbursement request to Finance for reimbursement. If during the course of work, an employee’s safety shoes are destroyed due to unforeseen or accidental circumstances while working and the employee has used their maximum allowance, a supervisor may authorize one replacement pair of safety shoes up to $100 per fiscal year.

Safety shoes must meet the ANSI Z41-1999 and ASTM F2412-05 standards. The ANZI Z41-1999 is the standard on Protective footwear from 1999, and the ASTM is the American Society for Testing and Materials Foot Protection testing method from 2005. Most shoes show ASTM F2413—18, a standard that complies with ASTM F2312-05.

Below is a list of classifications authorized for reimbursement of safety shoes.

Any classification not specifically listed below is not authorized by the Personnel Rules for reimbursement of safety shoes and must be approved on a case-by- case basis by the department director.

City of Wildomar
Positions Designated for the Safety Shoes
Reimbursement
Facilities Contract Specialist
Maintenance Worker I/II
Senior Maintenance Worker
Maintenance Manager
Public Works Inspector I/II
Associate Engineer
Senior Engineer
Engineering Division Manager
Building Inspector I/II
Senior Building Inspector
Chief Building Official
Code Enforcement Technician
Code Enforcement Officer I/II
Senior Code Enforcement Officer
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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 64 Code Enforcement Supervisor
Code Enforcement Manager

B. Allowance. Certain employees may be provided with a monthly allowance to compensate the employee for the use of their personal electronic devices and/or personal automobile during the course of their employment. The City Manager, in their sole discretion will have the ability to determine which employees are eligible for such an allowance. If an employee receives an allowance under this section, the employee is not eligible for reimbursement under Section A.1 of this Rule, unless the employee provides receipts establishing that the allowance was insufficient to compensate the employee for all work-related use of their personal device and/or automobile. Allowances are not provided for voluntary benefits, such as voluntary remote work.

When eligible for an allowance, the following amounts may be provided:

1. Personal Cell Phone: $60/month

2. Personal Home/Mobile Internet: $60/month

3. Automobile: up to $500/month (varies per position and usage)

RULE XXV. DISASTER AND EMERGENCY SERVICE WORKERS
A. Employees Designated as Disaster Workers. The protection of the health and safety, and the preservation of lives and property from the effects of natural, man- made, or war-caused emergencies which result in conditions of disaster or extreme peril to life, property, and resources, is paramount to the City. When a disaster strikes, the Wildomar community looks to City employees for leadership and assistance in mitigating its effects. The assistance of City employees is vital to ensuring that this community recovers from a disaster as quickly as possible. It is important that all City employees be available to assist in responding to disasters, regardless of the position they hold. As such, in accordance with the provisions of Government Code sections 3100 et seq., all City employees are declared to be disaster service workers.

B. Oath or Affirmation. All employees are required to take and subscribe to the oath or affirmation set forth in Section 3 of Article XX of the Constitution of California at the commencement of their employment. The City Clerk shall maintain the oath or affirmation of all City employees for at least five years after the employee’s termination of employment.
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City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 65 C. Declaration of Disaster or Emergency. Upon the declaration of a disaster or an emergency, employees are required to follow directions given in accordance with the City Emergency Management Plan.

D. Employee Disaster Responsibilities.

1. Off-Duty Procedures.
a. Employees With Pre-Designated Roles. After ensuring that their families are safe and any short-term arrangements have been made for their families' security, employees who have pre-designated emergency or disaster roles shall respond according to those established procedures. b. Employees Without Pre-Designated Roles.
i. Communication Systems Not Functioning. When the telephones or other communication devices are not functioning, employees who do not have pre-designated emergency or disaster roles should gather information from radio and television broadcasts, as well as email and City social media websites such as Facebook and Instagram, and comply with any instructions given for City employees. Unless an employee cannot physically report to work, all City employees are expected to report to work at their normally scheduled time after ensuring the safety and security of their own families.
ii. Communication Systems Are Functioning. If the telephones or other communication devices are working, employees shall make every effort to contact their immediate supervisor for instructions as soon as possible. Unless otherwise instructed or if it is physically impossible for the employee to report to work, all City employees are expected to report to work at their normally scheduled time after ensuring the safety and security of their own families.

2. On-Duty Procedures.
a. Remain On Duty. All employees are expected to remain on duty at their normal work location or at a disaster location, unless dismissed by the proper authority. Every attempt possible will be made by the City to assist each employee in communicating with the pertinent employee’s family. b. Ongoing Disasters. For disasters extending beyond the normal workday, employees are required to follow the direction and order of the proper authority.

3. Employees Physically Unable to Report to Work. In the event that an employee is unable to return to work because road and transit conditions 1261

City of Wildomar Personnel Rules and Regulations – Updated January 15, 2025 P a g e | 66 prevent travel by automobile, public transit, or other conveyance, the employee has the option to become a disaster service worker in the City where the employee resides or is located at the time of the emergency. Any employee who cannot return to the City and serves as a disaster worker for another municipality is required to contact the personnel department of that municipality for further instructions and to obtain written documentation of the employee’s assignment. The employee is required to notify the employee’s own immediate supervisor of the employee’s status of working in the other municipality.
a. Compensation for Work Performed at Another Municipality. Employees who are unable to report to work during a disaster will be entitled to receive compensation from the City for the service performed at another municipality, provided that the employee provide written proof from the other municipality of the amount of time the employee worked there. That information should be logged onto the employee’s timesheet and submitted through the normal payroll process. Alternatively, the employee may present written proof from the other municipality that the employee offered the employee’s services, but that the other municipality rejected the employee’s assistance.
b. Returning to Wildomar. Employees are required to communicate with their supervisor as soon as possible and are required to return to their normal or disaster duties at the City as soon as travel, by any reasonable means, to the City is possible.

4. Timekeeping Requirements. All employees are required to complete special timekeeping forms daily, which will keep a record of the following information:
a. The kind of disaster work performed;
b. The number of hours worked; and
c. The location where work was performed.

5. Failure to Report to Work During a Disaster. An employee who fails to report to work as a disaster worker at the City or at another municipality will be considered on unpaid leave during the duration of the emergency, and may be subject to discipline, unless the employee submits documentation that supports justification to receive paid leave.
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Personnel Rules Updated January 15, 2025

EMPLOYEE ACKNOWLEDGMENT OF RECEIPT OF

CITY OF WILDOMAR

PERSONNEL RULES AND REGULATIONS

This acknowledges that I have received my copy of the City of Wildomar (“City”) Personnel Rules and Regulations (“Rules”). I recognize that the Rules supersede any related Personnel Rules, Employee Handbook, policy statements, manuals, and/or administrative policies previously issued by the City. I have read and agree to abide by all provisions set forth in the Rules and associated personnel policies. I understand that if any part of the Rules is unclear, it is my responsibility to seek clarification from my supervisor, director, Human Resources, or City Manager.

I understand that these Rules do not create a vested contractual right in the execution by City of any duties and responsibilities relating to these Rules or associated personnel policies. I also understand that my employment with the City is at-will, meaning either City or I may terminate my employment at any time with or without cause and with or without advance notice.

PRINT FULL NAME _________________________________________________

SIGNED __________________________________________________________

DATE ____________________________________________________________

[RETAIN IN EMPLOYEE PERSONNEL FILE]

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City of Wildomar
Harassment, Discrimination and Retaliation
Prevention Policy
Updated January 15, 2025

I. PURPOSE AND POLICY
The City of Wildomar (“City”) is committed to preventing harassment, discrimination, and retaliation, and maintains a strict policy prohibiting all types of harassment, discrimination, or retaliation because of race, inclusive of traits associated with race, including, but not limited to, hair texture and protective hairstyles [“Protective hairstyles” includes, but is not limited to, such hairstyles as braids, locs, and twists], color, national origin, ancestry, religion, creed, sex, gender, gender identity, gender expression, genetic characteristics or information, physical or mental disability, medical condition, marital status, sexual orientation, age, pregnancy, reproductive health choices, childbirth, or related medical conditions, military or veteran status, or any other basis protected by applicable federal, state, or local law, including based on association with individuals with one or a combination of two or more of these characteristics or based on the perception that an individual has one or a combination of two or more of these characteristics. All such harassment, discrimination, or retaliation is prohibited.

This policy applies to all officials, employees, interns, and volunteers involved in the operations of the City, as well as to applicants for employment, or any participant of another limited duration program to provide unpaid work experience, and prohibits harassment and discrimination by any employee including supervisors and co-workers, and by others doing business with the City. This policy prohibits retaliation by any employee, including supervisors and co-workers. If harassment occurs on the job by someone not employed by the City, the procedures in this policy should be followed as if the harasser were an employee of the City.

Conduct that may not be prohibited under harassment, discrimination, or retaliation law may nevertheless violate this policy, violate other City policies, or other City standards of conduct.

II. DEFINITIONS
A. Discrimination Any action or conduct by which an employee is treated differently or less favorably than other employees similarly situated to the employee, because the employee is a member of a Legally Protected Category or Characteristic, or has a combination or two or more Characteristics. Examples of conduct that can constitute discrimination if based 1264

on an individual’s Legally Protected Category or Characteristic include, but are not limited to the following:

1. Failing or refusing to hire an individual based on their Legally Protected Category or Characteristic(s).

2. Terminating an individual from employment based on their Legally Protected Category or Characteristic(s).

3. Singling out or targeting an individual for different or less favorable treatment because of their Legally Protected Category or Characteristic(s).

B. Employee Any individual under the direction and control of the City under any appointment or contract of hire or apprenticeship, expressed or implied, oral or written.

For purposes of this policy only, the term “employee” includes any individual who is an unpaid intern or volunteer of the City. The inclusion of any individual, including but not limited to unpaid interns and volunteers, in the definition of “employee” for purposes of this policy should not be interpreted to affect the applicability of any other policy or procedure of the City.

C. Harassment Unwelcome verbal, visual, or physical conduct based on membership in a Legally Protected Category or Characteristic(s) that creates an intimidating, offensive, or hostile work environment. Such conduct constitutes harassment when:

1. Submission to the conduct is made either an explicit or implicit condition of employment, or an unpaid internship or volunteer program;

2. Submission to or rejection of the conduct is used as the basis for an employment decision, or any decision related to an unpaid internship or volunteer program; or

3. The harassment unreasonably interferes with an employee’s work performance or creates an intimidating, hostile, or offensive work environment.

Harassing conduct can take many forms and includes, but is not limited to, slurs, jokes, statements, gestures, leering, pictures, computer images, or cartoons regarding an employee’s Legally Protected Category or Characteristic(s). Harassment is prohibited whether it involves a co-worker, subordinate, supervisor or manager, or third parties doing business with or for the City.

D. Legally Protected Category or Characteristic(s) Race, inclusive of traits associated with race, including, but not limited to, hair texture and protective hairstyles [“Protective hairstyles” includes, but is not limited to, such hairstyles as braids, locs, and twists], color, national origin, ancestry, religion, creed, sex, gender, gender identity, gender expression, genetic characteristics or information, physical or mental disability, medical condition, marital status, sexual orientation, age (40 and over), pregnancy, reproductive health 1265

choices, childbirth, breastfeeding, or related medical conditions, military or veteran status, or any other basis protected by applicable federal, state, or local law.

E. Sexual Harassment Sexual advances, requests for sexual favors, or visual, verbal, or physical conduct of a sexual nature may all constitute sexual harassment when: (1) submission to such conduct is made a term or condition of employment, an unpaid internship, or volunteer program; or (2) submission to or rejection of such conduct is used as basis for employment decisions, or any decision relating to an unpaid internship or volunteer program, affecting the individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an employee’s work performance or creating an intimidating, hostile or offensive working environment. This definition includes potential forms of offensive behavior. The following is a non-exclusive list of some examples:

1. Unwanted sexual advances.

2. Offering employment benefits in exchange for sexual favors.

3. Making or threatening reprisals after a negative response to sexual advances.

4. Visual conduct, such as leering, making sexual gestures, displaying of sexually explicit jokes, comments about an employee’s body or dress.

5. Verbal sexual advances or propositions.

6. Verbal abuse of a sexual nature, graphic verbal commentary about an individual’s body, sexually degrading words to describe an individual, suggestive or obscene letters, notes, or invitations.

7. Physical conduct, such as touching, assault, impeding, or blocking movements.

8. Retaliation for reporting harassment or threatening to report harassment.

9. Electronic communications such as email, texts, or internet use, including online messaging and conferencing systems such as, but not limited to, Zoom and Microsoft Teams, that violate this policy.

Sexual harassment can occur between members of the same or opposite sex and need not be motivated by sexual desire or attraction. Sexual harassment can be based on pregnancy, childbirth, or related medical conditions where such conduct unreasonably interferes with the employee’s work performance, affects or impacts an employee’s terms and conditions or privileges of employment or creates an intimidating, hostile or offensive work environment. Sexual harassment on the job is prohibited whether it involves co- worker harassment, harassment by a supervisor or manager, harassment by a subordinate, or harassment by third parties doing business with or for the City.

F. Supervisor Any individual having the authority to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees or the responsibility to direct them, or to adjust their grievances, or to effectively recommend such action, if the 1266

exercise of that authority is not of a merely routine or clerical nature, but requires the use of independent judgment.

G. Retaliation Taking adverse action against any employee because of the employee’s opposition to a practice that the employee reasonably believes constitutes employment discrimination or harassment or because of the employee’s participation in an employment discrimination or harassment investigation, proceeding or hearing.

Retaliation also includes adverse action against an employee because of opposition or participation by a family member or close associate of the employee.

1. Examples of Opposition: Opposition to perceived harassment or discrimination includes threatening to file a discrimination complaint with the Equal Employment Opportunity Commission (“EEOC”), the California Civil Rights Department (“CRD”), union, or court, or complaining or protesting about alleged employment discrimination or harassment to a manager, union official, co-worker, or other official. Opposition also includes a complaint or protest made on behalf of another employee or made by the employee’s representative. A complaint about an employment practice constitutes protected opposition only if the employee communicates to the City a reasonable good faith belief that the practice opposed constitutes employment discrimination or harassment. Opposition in a manner which disrupts the workplace, or which constitutes an unlawful activity, or engaging in badgering or threatening of employees or supervisors is not protected.

2. Examples of Participation: The City prohibits retaliation against any individual because the individual has filed a charge, testified, assisted or participated in any manner in an investigation, proceeding, hearing or litigation under federal or state employment discrimination or harassment statutes or at other hearings regarding protected employee rights, such as an application for unemployment benefits. The City also prohibits retaliation against somebody closely related to or associated with the employee exercising such rights.

3. Examples of Adverse Actions: For purposes of this policy, an adverse action includes the following acts, when the act is taken because of the employee’s opposition to or participation in disciplinary actions, negative performance evaluations, undesirable transfer, undesirable assignments, negative comments, unwarranted criticism, undesirable change in benefits, undesirable change in work schedule, unwarranted exclusion from meetings or events, or undesirable change in work duties.

III. PROCEDURES
A. Training and Policy Dissemination:
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1. Non-Supervisory Employees: All employees will be given a copy of this policy, and will receive guidance from the Human Resources Division on its provisions and the City’s commitment to provide a harassment-free, discrimination-free, and retaliation-free workplace. All non-supervisory employees and temporary/seasonal employees will receive training in accordance with the requirements of the Fair Employment Housing Act (Government Code section 12950.1) and implementing regulations.

2. Supervisory Employees:
a) All supervisors will be trained once every two years on matters relating to the prevention, reporting, and investigation of harassment, discrimination, and retaliation. Further, individuals appointed to supervisory positions from a non- supervisory position or as a new employee shall receive training within six months of their hiring or assumption of the supervisory position. b) Supervisory training will last for a minimum of two hours. c) Supervisory training will be conducted in a classroom or other interactive setting and will, at a minimum, cover the following topics:
(i) Information and practical guidance regarding federal and state statutory laws about sexual harassment;
(ii) Information about the correction of sexual harassment and the remedies available to victims of sexual harassment;
(iii) Practical examples aimed at instructing supervisors in the prevention of harassment, discrimination, and retaliation; and
(iv) Information and practical guidance regarding the prevention of abusive conduct, which is defined as follows: conduct of an employer or employee in the workplace, with malice, that a reasonable person would find hostile, offensive, and unrelated to an employer’s legitimate business interests. Abusive conduct may include repeated infliction of verbal abuse, such as the use of derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating, or the gratuitous sabotage or undermining of a person’s work performance. A single act does not constitute abusive conduct, unless especially severe and egregious.

B. Preventing Harassment, Discrimination, and Retaliation: The City’s complaint procedure provides for a prompt, thorough, impartial, and objective investigation of every harassment, discrimination, or retaliation claim, appropriate disciplinary action against one found to have engaged in prohibited harassment, discrimination, or retaliation, and appropriate remedies to any victim of harassment, discrimination, or retaliation. The City 1268

encourages reporting of all perceived incidents of harassment, discrimination, and retaliation.

1. Optional Process: An employee who believes that another person has harassed, discriminated, or retaliated against the employee is encouraged to, but is not required to, confront this person and politely, but firmly inform the person of the conduct that the employee finds offensive or retaliatory and request that the person cease this behavior. If the employee does not wish to confront the person harassing, discriminating, or retaliating against the employee, or if the employee’s attempts to do so have failed, the employee should file a complaint with the City.

2. Filing a Complaint: Employees should follow this procedure to notify the City of harassment, discrimination, or retaliation. Employees who believe they have been harassed, discriminated against, including by persons doing business with or for the City, or retaliated against on the job, should promptly report the complaint to their immediate supervisor, any supervisor, the Human Resources and Risk Manager, the Administrative Services Director, or to the City Manager as soon as possible.

In addition to being able to report potential harassment, discrimination, or retaliation to any supervisory employee, the following suggested reporting procedures are available when filing a complaint about certain individuals in the City:
 Complaints regarding a person within the employee’s direct chain of command may be provided to the Human Resources and Risk Manager or the Administrative Services Director.
 Complaints regarding the Human Resources and Risk Manager may be provided to the Administrative Services Director or the City Manager.
 Complaints regarding the City Manager or the City Attorney may be submitted to the City Clerk for consideration by the City Council during closed session.  Complaints regarding a member of the City Council may be reported to the City Manager or the City Attorney.

The complaints should be as detailed as possible, and should include: details of the incident(s), name(s) of individuals involved, and the name(s) of any witness(es). The employee should also attach any documentary evidence to the complaint. Employees may use the City of Wildomar Harassment, Discrimination and Retaliation Reporting Form, attached to this Policy as Attachment “A.”
Notification to the City of potential harassment, discrimination, or retaliation is essential.

The City assures employees that they will not be penalized in any way for filing a good faith complaint of potential discrimination, harassment, or retaliation. 1269

Supervisors and managers must immediately refer all harassment, discrimination, or retaliation complaints to the City’s Human Resources and Risk Manager, or the Administrative Services Director if the complaint is about the Human Resources and Risk Manager.

ALL EMPLOYEES SHOULD NOTE THAT THE FAILURE TO USE THE CITY’S COMPLAINT

PROCEDURE MAY HAVE AN ADVERSE EFFECT ON ANY CLAIM UNDER THIS POLICY WHEN SUCH CLAIMS ARE LITIGATED.

3. Investigation of Complaints: All incidents of harassment, discrimination, and retaliation that are reported must be investigated. The Human Resources and Risk Manager, or other appropriate person if the circumstances warrant, will promptly undertake or direct an effective, thorough, and objective investigation of the harassment, discrimination, or retaliation allegations. The investigation will be completed and the determination regarding the harassment, discrimination, or retaliation alleged will be made and such determination will be communicated to the complainant and the accused.

Employees may be placed on administrative leave during an investigation until the conclusion of a discrimination, harassment, or retaliation investigation.

4. Corrective Action: If the City determines that a policy violation has occurred, the City will take effective remedial action commensurate with the circumstances. Appropriate action will also be taken to deter any such future violation of the policy.

In light of the City’s duty to prevent harassment, discrimination, and retaliation and in light of the City’s desire to have a professional and productive work environment, the City reserves the right to take appropriate corrective action when an employee engages in inappropriate conduct that does not fully rise to the legal standards and definitions set forth in Section II but violates other City policy or standards of conduct. For example, the City may take appropriate corrective action for inappropriate conduct, even if such conduct was not subjectively unwelcome or offensive to another employee of the City.

C. Anonymity and Confidentiality:

1. While the City will investigate anonymous complaints, the City strongly discourages anonymous complaints. EMPLOYEES CHOOSING TO FILE A COMPLAINT

ANONYMOUSLY MUST BE AWARE THAT ANONYMITY IN THE COMPLAINT PROCEDURE MAY COMPROMISE THE CITY’S ABILITY TO COMPLETE A THOROUGH INVESTIGATION.

Employees should also be aware that should the City learn of the identity of an anonymous complainant, the City cannot guarantee that the complainant’s identity will remain confidential, if the City determines in its discretion that disclosure is necessary to complete the investigation.
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2. The City will take all reasonable steps available to maintain the confidentiality of all complaints of harassment, discrimination, and/or retaliation as well as all information gathered during an investigation. However, the City retains sole discretion to determine whether disclosure of information is necessary to complete the investigation or for other legitimate purposes.

3. In order to protect the integrity of the investigation and the privacy of the individuals involved, the City may direct that all employees involved in an investigation of harassment, discrimination, and/or retaliation complaints as complainant(s), witness(es), or accused are required to keep all information related to the investigation confidential. If so directed, an employee revealing such information is grounds for disciplinary action as provided for in the City’s Personnel Rules and Regulations, except as expressly permitted by law, such as in discussion with a legal or employee representative.

D. Obligation to Cooperate: All employees involved in a workplace investigation into alleged harassment, discrimination, or retaliation are required to fully and truthfully cooperate with the investigation. Failure to fully and truthfully cooperate with the investigation is grounds for disciplinary action as provided for in the City’s Personnel Rules and Regulations, up to and including termination.

E. Obligation to Report:

1. Supervisory Employees: Any supervisor who receives a complaint of harassment, discrimination, or retaliation, who witnesses harassment, discrimination, or retaliation or who has any reason to believe that harassment, discrimination, or retaliation may have occurred in the workplace is required to report the conduct immediately to the Human Resources and Risk Manager or the Administrative Services Director. Failure to report may result in disciplinary action being taken against the supervisor as provided for in the City’s Personnel Rules and Regulations, up to and including termination.

2. Non-Supervisory Employees: While non-supervisory employees are not required under this policy to report potential harassment, discrimination, or retaliation, they are strongly encouraged to do so. If a non-supervisory employee elects to report potential harassment, discrimination, or retaliation, the employee may report to any supervisor or to the Human Resources and Risk Manager or the Administrative Services Director.

F. Intentionally False Complaints: Employees are prohibited from making an intentionally false complaint of harassment, discrimination, and/or retaliation. An intentionally false complaint is a complaint that the employee demonstrably does not believe to be true. Any employee making an intentionally false complaint is subject to disciplinary action, up to and including termination.
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G. Additional Enforcement Information: In addition to the City’s internal complaint procedure, employees should also be aware that the EEOC and the CRD investigate and prosecute complaints of harassment, discrimination, or retaliation in employment.

1. You can contact the EEOC as follows: Los Angeles District Office, 255 East Temple, 4th Floor, Los Angeles, California, 90012; 800-669-4000/800-669-6820 (TTY) or 213-894- 1000; www.eeoc.gov.

2. You can contact the CRD as follows: 2218 Kausen Drive, Suite 100, Elk Grove, California 95758; 800-884-1684/800-700-2320 (TTY) or 916-478-7251; www.calcivilrights.ca.gov.

Employees should feel free, without fear of retaliation, to follow the procedures set forth above if they believe they have been harassed, discriminated or retaliated against as described in this policy.

For more information, contact the City’s Human Resources Division.

IV. EXCEPTIONS
There are no exceptions to this policy without the expressed authorization of the City Manager.

V. AUTHORITY
By the authority of the City Manager.

Policy Established: 10/11/2023
Last Revision: 01/15/2025
Approved by:
1272
RESOLUTION NO. 2025 -

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WILDOMAR, CALIFORNIA,

REVISING THE POSITION CLASSIFICATION SCHEDULE TO DESIGNATE THE CODE

ENFORCEMENT SUPERVISOR, BUILDING INSPECTION SUPERIVOSR AND SUPERVISING PUBLIC WORKS INSPECTOR CLASSIFICATIONS AS NON-EXEMPT;

AND AMENDING THE EXISTING PAY PLAN
WHEREAS, regular review of classification duties are necessary as the City evolves, in order to ensure classifications are appropriately designated in line with federal, state and local laws;
WHEREAS, The Fair Labor Standards Act (FLSA) is a federal law that sets minimum standards for wages, overtime pay, recordkeeping, and child labor; WHEREAS, the FLSA provides direction on what types of duties must be conducted in order for a position to be considered exempt from overtime; WHEREAS, one of the requirements to classify a position as Exempt is management of general operations of a department or subdivision of an organization; WHEREAS, the Code Enforcement Supervisor, Building Inspection Supervisor, and Supervising Public Works Inspector classifications are current classified as exempt, however, do not meet the threshold of managing the department/subdivision for which they supervise; and
WHEREAS, the City wishes to designate the Code Enforcement Supervisor, Building Inspection Supervisor, and Supervising Public Works Inspector classifications as non-exempt according to the Fair Labor Standards Act.

NOW, THEREFORE, BE IT RESOLVED, by the City Council of the City of Wildomar, California, as follows:

SECTION 1. POSITION CLASSIFICATION SCHEDULE. Effective January 15, 2025, City Council adopts a revised Position Classification Schedule to reflect the designation of the Code Enforcement Supervisor, Building Inspection Supervisor, and Supervising Public Works Inspector classifications as exempt, attached to this Resolution as Exhibit “A.”
SECTION 4. PAY PLAN.Effective January 15, 2025, City Council adopts a revised City of Wildomar Pay Plan updating the Code Enforcement Supervisor Pay Grade to 124 and the Building Inspection Supervisor and Supervising Public Works Inspector to Pay Grade 126 to identify the Non-Exempt FLSA Status, attached to this Resolution as Exhibit “B”.

PASSED, APPROVED, AND ADOPTED this 15th day of January, 2025.

Ashlee DePhillippo 1273
Mayor
APPROVED AS TO FORM: ATTEST:

Thomas D. Jex Janet Morales
City Attorney City Clerk
1274
Classification FLSA Status Group Date
Accountant I Non-Exempt General 2/11/2023
Accountant II Non-Exempt General 2/11/2023
Accounting Specialist I Non-Exempt General 2/11/2023
Accounting Specialist II Non-Exempt General 2/11/2023
Administrative Assistant I Non-Exempt General 2/11/2023 Administrative Assistant II Non-Exempt General 2/11/2023 Administrative Services Director Exempt Executive 2/11/2023 Assistant City Clerk Non-Exempt General 2/11/2023
Assistant City Manager Exempt Executive 7/1/2023
Assistant Engineer Non-Exempt General 2/11/2023
Assistant Planner Non-Exempt General 2/11/2023
Assistant to the City Manager Exempt Executive 7/1/2023 Associate Engineer Non-Exempt General 2/11/2023
Associate Planner Non-Exempt General 2/11/2023
Building Inspection Supervisor Non-Exempt General 2/11/2023 Building Inspector I Non-Exempt General 2/11/2023
Building Inspector II Non-Exempt General 2/11/2023
Chief Building Official Exempt Management 2/11/2023
City Clerk Exempt Executive 2/11/2023
City Clerk - MMC Certified Exempt Executive 1/1/2025
City Manager Exempt Executive 2/11/2023
Code Enforcement Officer I Non-Exempt General 2/11/2023 Code Enforcement Officer II Non-Exempt General 2/11/2023 Code Enforcement Manager Exempt Management 2/11/2023
Code Enforcement Supervisor Non-Exempt General 7/1/2023 Code Enforcement Technician Non-Exempt General 2/11/2023 Community Development Director Exempt Executive 2/11/2023 Community Services Director Exempt Executive 2/11/2023
Community Services Manager Exempt Management 2/11/2023
Deputy City Clerk I Non-Exempt General 2/11/2023
Deputy City Clerk II Non-Exempt General 2/11/2023
Deputy City Manager Exempt Executive 7/1/2023
Development Services Technician I Non-Exempt General 2/11/2023 Development Services Technician II Non-Exempt General 2/11/2023 Economic Development Director Exempt Executive 2/11/2023 Engineering Division Manager Exempt Management 2/14/2024 Engineering Technician I Non-Exempt General 7/1/2023
Engineering Technician II Non-Exempt General 7/1/2023
Executive Assistant Non-Exempt General 7/1/2023
Facilities Contract Specialist Non-Exempt General 12/30/2023 Position Classification Schedule
effective January 15, 2025
Resolution 2025- Page 1 of 2
Approved at a regular Council Meeting
on January 15, 20251275
Classification FLSA Status Group Date
Field Supervisor Non-Exempt General 6/12/2024
Finance Manager Exempt Management 7/1/2023
Human Resources Analyst Non-Exempt General 7/1/2023
Human Resources & Risk Manager Exempt Management 7/1/2023 Human Resources Technician Non-Exempt General 7/1/2023
Intern I Non-Exempt General 2/11/2023
Intern II Non-Exempt General 2/11/2023
Maintenance Manager Exempt Management 2/14/2024
Maintenance Worker I Non-Exempt General 2/11/2023
Maintenance Worker II Non-Exempt General 2/11/2023
Management Analyst I Non-Exempt General 2/11/2023
Management Analyst II Non-Exempt General 2/11/2023
Planning Manager Exempt Management 1/1/2025
Plans Examiner I Non-Exempt General 7/1/2023
Plans Examiner II Non-Exempt General 7/1/2023
Principal Engineer Exempt Management 2/11/2023
Principal Planner Exempt Management 1/1/2025
Public Works Director Exempt Executive 2/11/2023
Public Works Director/City Engineer Exempt Executive 2/11/2023 Public Works Inspector I Non-Exempt General 2/11/2023
Public Works Inspector II Non-Exempt General 2/11/2023
Purchasing & Contracts Coordinator Non-Exempt General 2/13/2021 Recreation Leader I Non-Exempt General 2/11/2023
Recreation Leader II Non-Exempt General 2/11/2023
Senior Accountant Exempt General 2/14/2024
Senior Building Inspector Non-Exempt General 2/11/2023
Senior Code Enforcement Officer Non-Exempt General 2/11/2023 Senior Engineer Exempt Management 2/14/2024
Senior Financial Analyst Exempt General 2/11/2023
Senior Management Analyst Exempt General 2/11/2023
Senior Maintenance Worker Non-Exempt General 2/11/2023
Senior Planner Exempt General 2/14/2024
Senior Public Works Inspector Non-Exempt General 1/1/2025 Supervising Public Works Inspector Non-Exempt General 1/1/2025 Retired Annuitant Clerical Extra Help Non-Exempt General 1/1/2025 Position Classification Schedule (continued)
effective January 15, 2025
Resolution 2025- Page 2 of 2
Approved at a regular Council Meeting
on January 15, 20251276
City of Wildomar Pay Plan
Pay Grade Position FLSA Status Group 1 2 3 A B C D E F G H I J 104 Intern I (through June 30, 2025) Non ExemptPart-time 17.21$ 17.64$ 18.08$ 18.53$ 19.00$ 19.47$ 19.96$ 20.46$ 20.97$ 21.49$ Hourly 1,376.80$ 1,411.20$ 1,446.40$ 1,482.40$ 1,520.00$ 1,557.60$ 1,596.80$ 1,636.80$ 1,677.60$ 1,719.20$ Bi-weekly* 2,983.07$ 3,057.60$ 3,133.87$ 3,211.87$ 3,293.33$ 3,374.80$ 3,459.73$ 3,546.40$ 3,634.80$ 3,724.93$ Monthly* 35,796.80$ 36,691.20$ 37,606.40$ 38,542.40$ 39,520.00$ 40,497.60$ 41,516.80$ 42,556.80$ 43,617.60$ 44,699.20$ Annually* 105 Intern I (effective July 1, 2025) Non ExemptPart-time 18.07$ 18.52$ 18.99$ 19.46$ 19.95$ 20.45$ 20.96$ 21.48$ 22.02$ 22.57$ Hourly 1,445.60$ 1,481.60$ 1,519.20$ 1,556.80$ 1,596.00$ 1,636.00$ 1,676.80$ 1,718.40$ 1,761.60$ 1,805.60$ Bi-weekly* 3,132.13$ 3,210.13$ 3,291.60$ 3,373.07$ 3,458.00$ 3,544.67$ 3,633.07$ 3,723.20$ 3,816.80$ 3,912.13$ Monthly* 37,585.60$ 38,521.60$ 39,499.20$ 40,476.80$ 41,496.00$ 42,536.00$ 43,596.80$ 44,678.40$ 45,801.60$ 46,945.60$ Annually* 106 Recreation Leader I Non Exempt Part-time 18.97$ 19.45$ 19.93$ 20.43$ 20.94$ 21.47$ 22.00$ 22.55$ 23.12$ 23.70$ Hourly 1,517.60$ 1,556.00$ 1,594.40$ 1,634.40$ 1,675.20$ 1,717.60$ 1,760.00$ 1,804.00$ 1,849.60$ 1,896.00$ Bi-weekly* 3,288.13$ 3,371.33$ 3,454.53$ 3,541.20$ 3,629.60$ 3,721.47$ 3,813.33$ 3,908.67$ 4,007.47$ 4,108.00$ Monthly* 39,457.60$ 40,456.00$ 41,454.40$ 42,494.40$ 43,555.20$ 44,657.60$ 45,760.00$ 46,904.00$ 48,089.60$ 49,296.00$ Annually* 107 19.92 $ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$ 23.10$ 23.68$ 24.27$ 24.88$ Hourly 1,593.60$ 1,633.60$ 1,674.40$ 1,716.00$ 1,759.20$ 1,803.20$ 1,848.00$ 1,894.40$ 1,941.60$ 1,990.40$ Bi-weekly* 3,452.80$ 3,539.47$ 3,627.87$ 3,718.00$ 3,811.60$ 3,906.93$ 4,004.00$ 4,104.53$ 4,206.80$ 4,312.53$ Monthly* 41,433.60$ 42,473.60$ 43,534.40$ 44,616.00$ 45,739.20$ 46,883.20$ 48,048.00$ 49,254.40$ 50,481.60$ 51,750.40$ Annually* 108 Intern II Non Exempt Part-time 20.92 $ 21.44$ 21.98$ 22.53$ 23.09$ 23.67$ 24.26$ 24.87$ 25.49$ 26.12$ Hourly Recreation Leader II Non Exempt Part-time 1,673.60$ 1,715.20$ 1,758.40$ 1,802.40$ 1,847.20$ 1,893.60$ 1,940.80$ 1,989.60$ 2,039.20$ 2,089.60$ Bi-weekly* 3,626.13$ 3,716.27$ 3,809.87$ 3,905.20$ 4,002.27$ 4,102.80$ 4,205.07$ 4,310.80$ 4,418.27$ 4,527.47$ Monthly* 43,513.60$ 44,595.20$ 45,718.40$ 46,862.40$ 48,027.20$ 49,233.60$ 50,460.80$ 51,729.60$ 53,019.20$ 54,329.60$ Annually* 109 Maintenance Worker I (through June 30, 2025) Non ExemptGeneral 21.96$ 22.51$ 23.08$ 23.65$ 24.24$ 24.85$ 25.47$ 26.11$ 26.76$ 27.43$ Hourly 1,756.80$ 1,800.80$ 1,846.40$ 1,892.00$ 1,939.20$ 1,988.00$ 2,037.60$ 2,088.80$ 2,140.80$ 2,194.40$ Bi-weekly* 3,806.40$ 3,901.73$ 4,000.53$ 4,099.33$ 4,201.60$ 4,307.33$ 4,414.80$ 4,525.73$ 4,638.40$ 4,754.53$ Monthly* 45,676.80$ 46,820.80$ 48,006.40$ 49,192.00$ 50,419.20$ 51,688.00$ 52,977.60$ 54,308.80$ 55,660.80$ 57,054.40$ Annually* 110 Administrative Assistant I (through June 30, 2025) Non ExemptGeneral 23.06$ 23.64$ 24.23$ 24.84$ 25.46$ 26.09$ 26.74$ 27.41$ 28.10$ 28.80$ Hourly 1,844.80$ 1,891.20$ 1,938.40$ 1,987.20$ 2,036.80$ 2,087.20$ 2,139.20$ 2,192.80$ 2,248.00$ 2,304.00$ Bi-weekly* 3,997.07$ 4,097.60$ 4,199.87$ 4,305.60$ 4,413.07$ 4,522.27$ 4,634.93$ 4,751.07$ 4,870.67$ 4,992.00$ Monthly* 47,964.80$ 49,171.20$ 50,398.40$ 51,667.20$ 52,956.80$ 54,267.20$ 55,619.20$ 57,012.80$ 58,448.00$ 59,904.00$ Annually* 111 Maintenance Worker II (through June 30, 2025) Non ExemptGeneral 24.22$ 24.82$ 25.44$ 26.08$ 26.73$ 27.40$ 28.08$ 28.78$ 29.50$ 30.24$ Hourly Administrative Assistant I (effective July 1, 2025) Non ExemptGeneral 1,937.60$ 1,985.60$ 2,035.20$ 2,086.40$ 2,138.40$ 2,192.00$ 2,246.40$ 2,302.40$ 2,360.00$ 2,419.20$ Bi-weekly* 4,198.13$ 4,302.13$ 4,409.60$ 4,520.53$ 4,633.20$ 4,749.33$ 4,867.20$ 4,988.53$ 5,113.33$ 5,241.60$ Monthly* 50,377.60$ 51,625.60$ 52,915.20$ 54,246.40$ 55,598.40$ 56,992.00$ 58,406.40$ 59,862.40$ 61,360.00$ 62,899.20$ Annually* 112 Accounting Specialist I (through June 30, 2025) Non ExemptGeneral 25.43$ 26.06$ 26.71$ 27.38$ 28.07$ 28.77$ 29.49$ 30.22$ 30.98$ 31.75$ Hourly Code Enforcement Technician (through June 30, 2025) Non ExemptGeneral 2,034.40$ 2,084.80$ 2,136.80$ 2,190.40$ 2,245.60$ 2,301.60$ 2,359.20$ 2,417.60$ 2,478.40$ 2,540.00$ Bi-weekly* Maintenance Worker I (effective July 1, 2025) Non ExemptGeneral 4,407.87$ 4,517.07$ 4,629.73$ 4,745.87$ 4,865.47$ 4,986.80$ 5,111.60$ 5,238.13$ 5,369.87$ 5,503.33$ Monthly* 52,894.40$ 54,204.80$ 55,556.80$ 56,950.40$ 58,385.60$ 59,841.60$ 61,339.20$ 62,857.60$ 64,438.40$ 66,040.00$ Annually* 113 Administrative Assistant II (through June 30, 2025) Non ExemptGeneral 26.70$ 27.36$ 28.05$ 28.75$ 29.47$ 30.20$ 30.96$ 31.73$ 32.53$ 33.34$ Hourly Deputy City Clerk I (through June 30, 2025) Non ExemptGeneral 2,136.00$ 2,188.80$ 2,244.00$ 2,300.00$ 2,357.60$ 2,416.00$ 2,476.80$ 2,538.40$ 2,602.40$ 2,667.20$ Bi-weekly* 4,628.00$ 4,742.40$ 4,862.00$ 4,983.33$ 5,108.13$ 5,234.67$ 5,366.40$ 5,499.87$ 5,638.53$ 5,778.93$ Monthly* 55,536.00$ 56,908.80$ 58,344.00$ 59,800.00$ 61,297.60$ 62,816.00$ 64,396.80$ 65,998.40$ 67,662.40$ 69,347.20$ Annually* 114 Accounting Specialist II (through June 30, 2025) Non ExemptGeneral 28.03$ 28.73$ 29.45$ 30.19$ 30.94$ 31.71$ 32.51$ 33.32$ 34.15$ 35.01$ Hourly Code Enforcement Officer I (through June 30, 2025) Non ExemptGeneral 2,242.40$ 2,298.40$ 2,356.00$ 2,415.20$ 2,475.20$ 2,536.80$ 2,600.80$ 2,665.60$ 2,732.00$ 2,800.80$ Bi-weekly* Senior Maintenance Worker (through June 30, 2025) Non ExemptGeneral 4,858.53$ 4,979.87$ 5,104.67$ 5,232.93$ 5,362.93$ 5,496.40$ 5,635.07$ 5,775.47$ 5,919.33$ 6,068.40$ Monthly* Development Services Technician I Non Exempt General 58,302.40$ 59,758.40$ 61,256.00$ 62,795.20$ 64,355.20$ 65,956.80$ 67,620.80$ 69,305.60$ 71,032.00$ 72,820.80$ Annually* Code Enforcement Technician (effective July 1, 2025) Non ExemptGeneral Maintenance Worker II (effective July 1, 2025) Non ExemptGeneral Accounting Specialist I (effective July 1, 2025) Non ExemptGeneral 115 Engineering Technician I (through June 30, 2025) Non ExemptGeneral 29.43$ 30.17$ 30.92$ 31.70$ 32.49$ 33.30$ 34.13$ 34.99$ 35.86$ 36.76$ Hourly Human Resources Technician (through June 30, 2025) Non ExemptGeneral 2,354.40$ 2,413.60$ 2,473.60$ 2,536.00$ 2,599.20$ 2,664.00$ 2,730.40$ 2,799.20$ 2,868.80$ 2,940.80$ Bi-weekly* Deputy City Clerk I (effective July 1, 2025) Non ExemptGeneral 5,101.20$ 5,229.47$ 5,359.47$ 5,494.67$ 5,631.60$ 5,772.00$ 5,915.87$ 6,064.93$ 6,215.73$ 6,371.73$ Monthly* Administrative Assistant II (effective July 1, 2025) Non ExemptGeneral 61,214.40$ 62,753.60$ 64,313.60$ 65,936.00$ 67,579.20$ 69,264.00$ 70,990.40$ 72,779.20$ 74,588.80$ 76,460.80$ Annually* 116 Code Enforcement Officer II (through June 30, 2025) Non ExemptGeneral 26.70$ 28.03$ 29.43$ 30.90$ 31.68$ 32.47$ 33.28$ 34.11$ 34.96$ 35.84$ 36.73$ 37.65$ 38.59$ Hourly Development Services Technician II Non Exempt General 2,136.00 $ 2,242.40$ 2,354.40$ 2,472.00$ 2,534.40$ 2,597.60$ 2,662.40$ 2,728.80$ 2,796.80$ 2,867.20$ 2,938.40$ 3,012.00$ 3,087.20$ Bi-weekly* Senior Maintenance Worker (effective July 1, 2025) Non ExemptGeneral 4,628.00$ 4,858.53$ 5,101.20$ 5,356.00$ 5,491.20$ 5,628.13$ 5,768.53$ 5,912.40$ 6,059.73$ 6,212.27$ 6,366.53$ 6,526.00$ 6,688.93$ Monthly* Accounting Specialist II (effective July 1, 2025) Non ExemptGeneral 55,536.00$ 58,302.40$ 61,214.40$ 64,272.00$ 65,894.40$ 67,537.60$ 69,222.40$ 70,948.80$ 72,716.80$ 74,547.20$ 76,398.40$ 78,312.00$ 80,267.20$ Annually* Effective January 15, 2025, unless otherwise noted with a later date. 1 of 5
1 of 5
Approved at a regular City Counil Meeting on 01/15/20251277 Pay Grade Position FLSA Status Group 1 2 3 A B C D E F G H I J 117 Assistant Planner (through June 30, 2025) Non ExemptGeneral 28.03$ 29.43$ 30.90$ 32.45$ 33.26$ 34.09$ 34.94$ 35.82$ 36.71$ 37.63$ 38.57$ 39.54$ 40.52$ Hourly Engineering Technician II (through June 30, 2025) Non ExemptGeneral 2,242.40$ 2,354.40$ 2,472.00$ 2,596.00$ 2,660.80$ 2,727.20$ 2,795.20$ 2,865.60$ 2,936.80$ 3,010.40$ 3,085.60$ 3,163.20$ 3,241.60$ Bi-weekly* Plans Examiner I (through June 30, 2025) Non ExemptGeneral 4,858.53$ 5,101.20$ 5,356.00$ 5,624.67$ 5,765.07$ 5,908.93$ 6,056.27$ 6,208.80$ 6,363.07$ 6,522.53$ 6,685.47$ 6,853.60$ 7,023.47$ Monthly* Engineering Technician I (effective July 1, 2025) Non ExemptGeneral 58,302.40$ 61,214.40$ 64,272.00$ 67,496.00$ 69,180.80$ 70,907.20$ 72,675.20$ 74,505.60$ 76,356.80$ 78,270.40$ 80,225.60$ 82,243.20$ 84,281.60$ Annually* Code Enforcement Officer I (effective July 1, 2025) Non ExemptGeneral Human Resources Technician (effective July 1, 2025) Non ExemptGeneral 118 Deputy City Clerk II (through June 30, 2025) Non ExemptGeneral 29.43$ 30.90$ 32.45$ 34.07$ 34.92$ 35.80$ 36.69$ 37.61$ 38.55$ 39.51$ 40.50$ 41.51$ 42.55$ Hourly Management Analyst I (through June 30, 2025) Non ExemptGeneral 2,354.40$ 2,472.00$ 2,596.00$ 2,725.60$ 2,793.60$ 2,864.00$ 2,935.20$ 3,008.80$ 3,084.00$ 3,160.80$ 3,240.00$ 3,320.80$ 3,404.00$ Bi-weekly* Purchasing & Contracts Coordinator (through June 30, 2025) Non ExemptGeneral 5,101.20$ 5,356.00$ 5,624.67$ 5,905.47$ 6,052.80$ 6,205.33$ 6,359.60$ 6,519.07$ 6,682.00$ 6,848.40$ 7,020.00$ 7,195.07$ 7,375.33$ Monthly* Senior Code Enforcement Officer (through June 30, 2025) Non ExemptGeneral 61,214.40$ 64,272.00$ 67,496.00$ 70,865.60$ 72,633.60$ 74,464.00$ 76,315.20$ 78,228.80$ 80,184.00$ 82,180.80$ 84,240.00$ 86,340.80$ 88,504.00$ Annually* Executive Assistant (through June 30, 2025) Non ExemptGeneral Engineering Technician II (effective July 1, 2025) Non ExemptGeneral Plans Examiner I (effective July 1, 2025) Non ExemptGeneral 119 Accountant I (through June 30, 2025) Non ExemptGeneral 30.90$ 32.45$ 34.07$ 35.78$ 36.67$ 37.59$ 38.53$ 39.49$ 40.48$ 41.49$ 42.52$ 43.59$ 44.68$ Hourly Facilities Contract Specilalist Non Exempt General 2,472.00$ 2,596.00$ 2,725.60$ 2,862.40$ 2,933.60$ 3,007.20$ 3,082.40$ 3,159.20$ 3,238.40$ 3,319.20$ 3,401.60$ 3,487.20$ 3,574.40$ Bi-weekly* Public Works Inspector I Non Exempt General 5,356.00 $ 5,624.67$ 5,905.47$ 6,201.87$ 6,356.13$ 6,515.60$ 6,678.53$ 6,844.93$ 7,016.53$ 7,191.60$ 7,370.13$ 7,555.60$ 7,744.53$ Monthly* Building Inspector I Non Exempt General 64,272.00 $ 67,496.00$ 70,865.60$ 74,422.40$ 76,273.60$ 78,187.20$ 80,142.40$ 82,139.20$ 84,198.40$ 86,299.20$ 88,441.60$ 90,667.20$ 92,934.40$ Annually* Code Enforcement Officer II (effective July 1, 2025) Non ExemptGeneral Purchasing & Contracts Coordinator (effective July 1, 2025) Non ExemptGeneral 120 Assistant Engineer (through June 30, 2025) Non ExemptGeneral 32.45$ 34.07$ 35.78$ 37.56$ 38.50$ 39.46$ 40.45$ 41.46$ 42.50$ 43.56$ 44.65$ 45.77$ 46.91$ Hourly Building Inspector II Non Exempt General 2,596.00 $ 2,725.60$ 2,862.40$ 3,004.80$ 3,080.00$ 3,156.80$ 3,236.00$ 3,316.80$ 3,400.00$ 3,484.80$ 3,572.00$ 3,661.60$ 3,752.80$ Bi-weekly* Deputy City Clerk II (effective July 1, 2025) Non ExemptGeneral 5,624.67$ 5,905.47$ 6,201.87$ 6,510.40$ 6,673.33$ 6,839.73$ 7,011.33$ 7,186.40$ 7,366.67$ 7,550.40$ 7,739.33$ 7,933.47$ 8,131.07$ Monthly* Executive Assistant (effective July 1, 2025) Non ExemptGeneral 67,496.00$ 70,865.60$ 74,422.40$ 78,124.80$ 80,080.00$ 82,076.80$ 84,136.00$ 86,236.80$ 88,400.00$ 90,604.80$ 92,872.00$ 95,201.60$ 97,572.80$ Annually* Assistant Planner (effective July 1, 2025) Non ExemptGeneral Accountant I (effective July 1, 2025) Non ExemptGeneral Management Analyst I (effective July 1, 2025) Non ExemptGeneral 121 Accountant II (through June 30, 2025) Non ExemptGeneral 34.07$ 35.78$ 37.56$ 39.44$ 40.43$ 41.44$ 42.47$ 43.54$ 44.62$ 45.74$ 46.88$ 48.05$ 49.26$ Hourly Assistant City Clerk (through June 30, 2025) Non ExemptGeneral 2,725.60$ 2,862.40$ 3,004.80$ 3,155.20$ 3,234.40$ 3,315.20$ 3,397.60$ 3,483.20$ 3,569.60$ 3,659.20$ 3,750.40$ 3,844.00$ 3,940.80$ Bi-weekly* Management Analyst II (through June 30, 2025) Non ExemptGeneral 5,905.47$ 6,201.87$ 6,510.40$ 6,836.27$ 7,007.87$ 7,182.93$ 7,361.47$ 7,546.93$ 7,734.13$ 7,928.27$ 8,125.87$ 8,328.67$ 8,538.40$ Monthly* Public Works Inspector II Non Exempt General 70,865.60 $ 74,422.40$ 78,124.80$ 82,035.20$ 84,094.40$ 86,195.20$ 88,337.60$ 90,563.20$ 92,809.60$ 95,139.20$ 97,510.40$ 99,944.00$ 102,460.80$ Annually* Senior Code Enforcement Officer (effective July 1, 2025) Non ExemptGeneral 122 Associate Planner (through June 30, 2025) Non ExemptGeneral 35.78$ 37.56$ 39.44$ 41.41$ 42.45$ 43.51$ 44.60$ 45.71$ 46.85$ 48.03$ 49.23$ 50.46$ 51.72$ Hourly Human Resources Analyst (through June 30, 2025) Non ExemptGeneral 2,862.40$ 3,004.80$ 3,155.20$ 3,312.80$ 3,396.00$ 3,480.80$ 3,568.00$ 3,656.80$ 3,748.00$ 3,842.40$ 3,938.40$ 4,036.80$ 4,137.60$ Bi-weekly* Plans Examiner II (through June 30, 2025) Non ExemptGeneral 6,201.87$ 6,510.40$ 6,836.27$ 7,177.73$ 7,358.00$ 7,541.73$ 7,730.67$ 7,923.07$ 8,120.67$ 8,325.20$ 8,533.20$ 8,746.40$ 8,964.80$ Monthly* Accountant II (effective July 1, 2025) Non ExemptGeneral 74,422.40$ 78,124.80$ 82,035.20$ 86,132.80$ 88,296.00$ 90,500.80$ 92,768.00$ 95,076.80$ 97,448.00$ 99,902.40$ 102,398.40$ 104,956.80$ 107,577.60$ Annually* 123 Associate Engineer (through June 30, 2025) Non ExemptGeneral 37.56$ 39.44$ 41.41$ 43.48$ 44.57$ 45.68$ 46.83$ 48.00$ 49.20$ 50.43$ 51.69$ 52.98$ 54.30$ Hourly Field Supervisor Non Exempt General 3,004.80$ 3,155.20$ 3,312.80$ 3,478.40$ 3,565.60$ 3,654.40$ 3,746.40$ 3,840.00$ 3,936.00$ 4,034.40$ 4,135.20$ 4,238.40$ 4,344.00$ Bi-weekly* Senior Building Inspector Non Exempt General 6,510.40 $ 6,836.27$ 7,177.73$ 7,536.53$ 7,725.47$ 7,917.87$ 8,117.20$ 8,320.00$ 8,528.00$ 8,741.20$ 8,959.60$ 9,183.20$ 9,412.00$ Monthly* Senior Public Works Inspector Non Exempt General 78,124.80 $ 82,035.20$ 86,132.80$ 90,438.40$ 92,705.60$ 95,014.40$ 97,406.40$ 99,840.00$ 102,336.00$ 104,894.40$ 107,515.20$ 110,198.40$ 112,944.00$ Annually* Plans Examiner II (effective July 1, 2025) Non ExemptGeneral Associate Planner (effective July 1, 2025) Non ExemptGeneral Human Resources Analyst (effective July 1, 2025) Non ExemptGeneral Management Analyst II (effective July 1, 2025) Non ExemptGeneral Code Enforcement Supervisor (through June 30, 2025) Non ExemptGeneral 124 Assistant Engineer (effective July 1, 2025) Non ExemptGeneral 39.44$ 41.41$ 43.48$ 45.66$ 46.80$ 47.97$ 49.17$ 50.40$ 51.66$ 52.95$ 54.27$ 55.63$ 57.02$ Hourly Assistant City Clerk (effective July 1, 2025) Non ExemptGeneral 3,155.20$ 3,312.80$ 3,478.40$ 3,652.80$ 3,744.00$ 3,837.60$ 3,933.60$ 4,032.00$ 4,132.80$ 4,236.00$ 4,341.60$ 4,450.40$ 4,561.60$ Bi-weekly* Code Enforcement Supervisor (effective July 1, 2025) Non ExemptGeneral 6,836.27$ 7,177.73$ 7,536.53$ 7,914.40$ 8,112.00$ 8,314.80$ 8,522.80$ 8,736.00$ 8,954.40$ 9,178.00$ 9,406.80$ 9,642.53$ 9,883.47$ Monthly* 82,035.20$ 86,132.80$ 90,438.40$ 94,972.80$ 97,344.00$ 99,777.60$ 102,273.60$ 104,832.00$ 107,452.80$ 110,136.00$ 112,881.60$ 115,710.40$ 118,601.60$ Annually* 125 41.41$ 43.48$ 45.66$ 47.94$ 49.14$ 50.37$ 51.63$ 52.92$ 54.24$ 55.60$ 56.99$ 58.41$ 59.87$ Hourly 3,312.80$ 3,478.40$ 3,652.80$ 3,835.20$ 3,931.20$ 4,029.60$ 4,130.40$ 4,233.60$ 4,339.20$ 4,448.00$ 4,559.20$ 4,672.80$ 4,789.60$ Bi-weekly* 7,177.73$ 7,536.53$ 7,914.40$ 8,309.60$ 8,517.60$ 8,730.80$ 8,949.20$ 9,172.80$ 9,401.60$ 9,637.33$ 9,878.27$ 10,124.40$ 10,377.47$ Monthly* 86,132.80$ 90,438.40$ 94,972.80$ 99,715.20$ 102,211.20$ 104,769.60$ 107,390.40$ 110,073.60$ 112,819.20$ 115,648.00$ 118,539.20$ 121,492.80$ 124,529.60$ Annually* 126 Associate Engineer (effective July 1, 2025) Non ExemptGeneral 43.48$ 45.66$ 47.94$ 50.34$ 51.60$ 52.89$ 54.21$ 55.56$ 56.95$ 58.37$ 59.83$ 61.33$ 62.86$ Hourly Building Inspection Supervisor Non Exempt General 3,478.40$ 3,652.80$ 3,835.20$ 4,027.20$ 4,128.00$ 4,231.20$ 4,336.80$ 4,444.80$ 4,556.00$ 4,669.60$ 4,786.40$ 4,906.40$ 5,028.80$ Bi-weekly* Supervising Public Works Inspector Non Exempt General 7,536.53$ 7,914.40$ 8,309.60$ 8,725.60$ 8,944.00$ 9,167.60$ 9,396.40$ 9,630.40$ 9,871.33$ 10,117.47$ 10,370.53$ 10,630.53$ 10,895.73$ Monthly* 90,438.40$ 94,972.80$ 99,715.20$ 104,707.20$ 107,328.00$ 110,011.20$ 112,756.80$ 115,564.80$ 118,456.00$ 121,409.60$ 124,446.40$ 127,566.40$ 130,748.80$ Annually* 127 45.66$ 47.94$ 50.34$ 52.85$ 54.17$ 55.53$ 56.92$ 58.34$ 59.80$ 61.29$ 62.83$ 64.40$ 66.01$ Hourly 3,652.80$ 3,835.20$ 4,027.20$ 4,228.00$ 4,333.60$ 4,442.40$ 4,553.60$ 4,667.20$ 4,784.00$ 4,903.20$ 5,026.40$ 5,152.00$ 5,280.80$ Bi-weekly* 7,914.40$ 8,309.60$ 8,725.60$ 9,160.67$ 9,389.47$ 9,625.20$ 9,866.13$ 10,112.27$ 10,365.33$ 10,623.60$ 10,890.53$ 11,162.67$ 11,441.73$ Monthly* 94,972.80$ 99,715.20$ 104,707.20$ 109,928.00$ 112,673.60$ 115,502.40$ 118,393.60$ 121,347.20$ 124,384.00$ 127,483.20$ 130,686.40$ 133,952.00$ 137,300.80$ Annually* 128 47.94$ 50.34$ 52.85$ 55.50$ 56.88$ 58.31$ 59.76$ 61.26$ 62.79$ 64.36$ 65.97$ 67.62$ 69.31$ Hourly 3,835.20$ 4,027.20$ 4,228.00$ 4,440.00$ 4,550.40$ 4,664.80$ 4,780.80$ 4,900.80$ 5,023.20$ 5,148.80$ 5,277.60$ 5,409.60$ 5,544.80$ Bi-weekly* 8,309.60$ 8,725.60$ 9,160.67$ 9,620.00$ 9,859.20$ 10,107.07$ 10,358.40$ 10,618.40$ 10,883.60$ 11,155.73$ 11,434.80$ 11,720.80$ 12,013.73$ Monthly* 99,715.20$ 104,707.20$ 109,928.00$ 115,440.00$ 118,310.40$ 121,284.80$ 124,300.80$ 127,420.80$ 130,603.20$ 133,868.80$ 137,217.60$ 140,649.60$ 144,164.80$ Annually* 2 of 5
2 of 5
Approved at a regular City Counil Meeting on 01/15/20251278 Pay Grade Position FLSA Status Group 1 2 3 A B C D E F G H I J 129 50.34$ 52.85$ 55.50$ 58.27$ 59.73$ 61.22$ 62.75$ 64.32$ 65.93$ 67.58$ 69.26$ 71.00$ 72.77$ Hourly 4,027.20$ 4,228.00$ 4,440.00$ 4,661.60$ 4,778.40$ 4,897.60$ 5,020.00$ 5,145.60$ 5,274.40$ 5,406.40$ 5,540.80$ 5,680.00$ 5,821.60$ Bi-weekly* 8,725.60$ 9,160.67$ 9,620.00$ 10,100.13$ 10,353.20$ 10,611.47$ 10,876.67$ 11,148.80$ 11,427.87$ 11,713.87$ 12,005.07$ 12,306.67$ 12,613.47$ Monthly* 104,707.20$ 109,928.00$ 115,440.00$ 121,201.60$ 124,238.40$ 127,337.60$ 130,520.00$ 133,785.60$ 137,134.40$ 140,566.40$ 144,060.80$ 147,680.00$ 151,361.60$ Annually* 130 52.85$ 55.50$ 58.27$ 61.18$ 62.71$ 64.28$ 65.89$ 67.54$ 69.22$ 70.95$ 72.73$ 74.55$ 76.41$ Hourly 4,228.00$ 4,440.00$ 4,661.60$ 4,894.40$ 5,016.80$ 5,142.40$ 5,271.20$ 5,403.20$ 5,537.60$ 5,676.00$ 5,818.40$ 5,964.00$ 6,112.80$ Bi-weekly* 9,160.67$ 9,620.00$ 10,100.13$ 10,604.53$ 10,869.73$ 11,141.87$ 11,420.93$ 11,706.93$ 11,998.13$ 12,298.00$ 12,606.53$ 12,922.00$ 13,244.40$ Monthly* 109,928.00$ 115,440.00$ 121,201.60$ 127,254.40$ 130,436.80$ 133,702.40$ 137,051.20$ 140,483.20$ 143,977.60$ 147,576.00$ 151,278.40$ 155,064.00$ 158,932.80$ Annually* 220 32.45$ 34.07$ 35.78$ 37.56$ 38.50$ 39.46$ 40.45$ 41.46$ 42.50$ 43.56$ 44.65$ 45.77$ 46.91$ Hourly 2,596.00$ 2,725.60$ 2,862.40$ 3,004.80$ 3,080.00$ 3,156.80$ 3,236.00$ 3,316.80$ 3,400.00$ 3,484.80$ 3,572.00$ 3,661.60$ 3,752.80$ Bi-weekly* 5,624.67$ 5,905.47$ 6,201.87$ 6,510.40$ 6,673.33$ 6,839.73$ 7,011.33$ 7,186.40$ 7,366.67$ 7,550.40$ 7,739.33$ 7,933.47$ 8,131.07$ Monthly* 67,496.00$ 70,865.60$ 74,422.40$ 78,124.80$ 80,080.00$ 82,076.80$ 84,136.00$ 86,236.80$ 88,400.00$ 90,604.80$ 92,872.00$ 95,201.60$ 97,572.80$ Annually* 221 34.07$ 35.78$ 37.56$ 39.44$ 40.43$ 41.44$ 42.47$ 43.54$ 44.62$ 45.74$ 46.88$ 48.05$ 49.26$ Hourly 2,725.60$ 2,862.40$ 3,004.80$ 3,155.20$ 3,234.40$ 3,315.20$ 3,397.60$ 3,483.20$ 3,569.60$ 3,659.20$ 3,750.40$ 3,844.00$ 3,940.80$ Bi-weekly* 5,905.47$ 6,201.87$ 6,510.40$ 6,836.27$ 7,007.87$ 7,182.93$ 7,361.47$ 7,546.93$ 7,734.13$ 7,928.27$ 8,125.87$ 8,328.67$ 8,538.40$ Monthly* 70,865.60$ 74,422.40$ 78,124.80$ 82,035.20$ 84,094.40$ 86,195.20$ 88,337.60$ 90,563.20$ 92,809.60$ 95,139.20$ 97,510.40$ 99,944.00$ 102,460.80$ Annually* 222 35.78$ 37.56$ 39.44$ 41.41$ 42.45$ 43.51$ 44.60$ 45.71$ 46.85$ 48.03$ 49.23$ 50.46$ 51.72$ Hourly 2,862.40$ 3,004.80$ 3,155.20$ 3,312.80$ 3,396.00$ 3,480.80$ 3,568.00$ 3,656.80$ 3,748.00$ 3,842.40$ 3,938.40$ 4,036.80$ 4,137.60$ Bi-weekly* 6,201.87$ 6,510.40$ 6,836.27$ 7,177.73$ 7,358.00$ 7,541.73$ 7,730.67$ 7,923.07$ 8,120.67$ 8,325.20$ 8,533.20$ 8,746.40$ 8,964.80$ Monthly* 74,422.40$ 78,124.80$ 82,035.20$ 86,132.80$ 88,296.00$ 90,500.80$ 92,768.00$ 95,076.80$ 97,448.00$ 99,902.40$ 102,398.40$ 104,956.80$ 107,577.60$ Annually* 223 Senior Financial Analyst (through June 30, 2025) Exempt General 37.56$ 39.44$ 41.41$ 43.48$ 44.57$ 45.68$ 46.83$ 48.00$ 49.20$ 50.43$ 51.69$ 52.98$ 54.30$ Hourly Senior Management Analyst (through June 30, 2025) Exempt General 3,004.80$ 3,155.20$ 3,312.80$ 3,478.40$ 3,565.60$ 3,654.40$ 3,746.40$ 3,840.00$ 3,936.00$ 4,034.40$ 4,135.20$ 4,238.40$ 4,344.00$ Bi-weekly* Senior Accountant (through June 30, 2025) Exempt General 6,510.40$ 6,836.27$ 7,177.73$ 7,536.53$ 7,725.47$ 7,917.87$ 8,117.20$ 8,320.00$ 8,528.00$ 8,741.20$ 8,959.60$ 9,183.20$ 9,412.00$ Monthly* 78,124.80$ 82,035.20$ 86,132.80$ 90,438.40$ 92,705.60$ 95,014.40$ 97,406.40$ 99,840.00$ 102,336.00$ 104,894.40$ 107,515.20$ 110,198.40$ 112,944.00$ Annually* 224 Senior Planner (through June 30, 2025) Exempt General 39.44$ 41.41$ 43.48$ 45.66$ 46.80$ 47.97$ 49.17$ 50.40$ 51.66$ 52.95$ 54.27$ 55.63$ 57.02$ Hourly 3,155.20$ 3,312.80$ 3,478.40$ 3,652.80$ 3,744.00$ 3,837.60$ 3,933.60$ 4,032.00$ 4,132.80$ 4,236.00$ 4,341.60$ 4,450.40$ 4,561.60$ Bi-weekly* 6,836.27$ 7,177.73$ 7,536.53$ 7,914.40$ 8,112.00$ 8,314.80$ 8,522.80$ 8,736.00$ 8,954.40$ 9,178.00$ 9,406.80$ 9,642.53$ 9,883.47$ Monthly* 82,035.20$ 86,132.80$ 90,438.40$ 94,972.80$ 97,344.00$ 99,777.60$ 102,273.60$ 104,832.00$ 107,452.80$ 110,136.00$ 112,881.60$ 115,710.40$ 118,601.60$ Annually* 225 41.41$ 43.48$ 45.66$ 47.94$ 49.14$ 50.37$ 51.63$ 52.92$ 54.24$ 55.60$ 56.99$ 58.41$ 59.87$ Hourly 3,312.80$ 3,478.40$ 3,652.80$ 3,835.20$ 3,931.20$ 4,029.60$ 4,130.40$ 4,233.60$ 4,339.20$ 4,448.00$ 4,559.20$ 4,672.80$ 4,789.60$ Bi-weekly* 7,177.73$ 7,536.53$ 7,914.40$ 8,309.60$ 8,517.60$ 8,730.80$ 8,949.20$ 9,172.80$ 9,401.60$ 9,637.33$ 9,878.27$ 10,124.40$ 10,377.47$ Monthly* 86,132.80$ 90,438.40$ 94,972.80$ 99,715.20$ 102,211.20$ 104,769.60$ 107,390.40$ 110,073.60$ 112,819.20$ 115,648.00$ 118,539.20$ 121,492.80$ 124,529.60$ Annually* 226 Code Enforcement Manager (through June 30, 2025) Exempt Management 43.48$ 45.66$ 47.94$ 50.34$ 51.60$ 52.89$ 54.21$ 55.56$ 56.95$ 58.37$ 59.83$ 61.33$ 62.86$ Hourly Senior Planner (effective July 1, 2025) Exempt General 3,478.40$ 3,652.80$ 3,835.20$ 4,027.20$ 4,128.00$ 4,231.20$ 4,336.80$ 4,444.80$ 4,556.00$ 4,669.60$ 4,786.40$ 4,906.40$ 5,028.80$ Bi-weekly* Senior Accountant (effective July 1, 2025) Exempt General 7,536.53$ 7,914.40$ 8,309.60$ 8,725.60$ 8,944.00$ 9,167.60$ 9,396.40$ 9,630.40$ 9,871.33$ 10,117.47$ 10,370.53$ 10,630.53$ 10,895.73$ Monthly* Senior Financial Analyst (effective July 1, 2025) Exempt General 90,438.40$ 94,972.80$ 99,715.20$ 104,707.20$ 107,328.00$ 110,011.20$ 112,756.80$ 115,564.80$ 118,456.00$ 121,409.60$ 124,446.40$ 127,566.40$ 130,748.80$ Annually* Senior Management Analyst (effective July 1, 2025) Exempt General 227 Community Services Manager (through June 30, 2025) Exempt Management 45.66$ 47.94$ 50.34$ 52.85$ 54.17$ 55.53$ 56.92$ 58.34$ 59.80$ 61.29$ 62.83$ 64.40$ 66.01$ Hourly 3,652.80$ 3,835.20$ 4,027.20$ 4,228.00$ 4,333.60$ 4,442.40$ 4,553.60$ 4,667.20$ 4,784.00$ 4,903.20$ 5,026.40$ 5,152.00$ 5,280.80$ Bi-weekly* 7,914.40$ 8,309.60$ 8,725.60$ 9,160.67$ 9,389.47$ 9,625.20$ 9,866.13$ 10,112.27$ 10,365.33$ 10,623.60$ 10,890.53$ 11,162.67$ 11,441.73$ Monthly* 94,972.80$ 99,715.20$ 104,707.20$ 109,928.00$ 112,673.60$ 115,502.40$ 118,393.60$ 121,347.20$ 124,384.00$ 127,483.20$ 130,686.40$ 133,952.00$ 137,300.80$ Annually* 228 47.94$ 50.34$ 52.85$ 55.50$ 56.88$ 58.31$ 59.76$ 61.26$ 62.79$ 64.36$ 65.97$ 67.62$ 69.31$ Hourly 3,835.20$ 4,027.20$ 4,228.00$ 4,440.00$ 4,550.40$ 4,664.80$ 4,780.80$ 4,900.80$ 5,023.20$ 5,148.80$ 5,277.60$ 5,409.60$ 5,544.80$ Bi-weekly* 8,309.60$ 8,725.60$ 9,160.67$ 9,620.00$ 9,859.20$ 10,107.07$ 10,358.40$ 10,618.40$ 10,883.60$ 11,155.73$ 11,434.80$ 11,720.80$ 12,013.73$ Monthly* 99,715.20$ 104,707.20$ 109,928.00$ 115,440.00$ 118,310.40$ 121,284.80$ 124,300.80$ 127,420.80$ 130,603.20$ 133,868.80$ 137,217.60$ 140,649.60$ 144,164.80$ Annually* 229 Finance Manager (through June 30, 2025) Exempt Management 50.34$ 52.85$ 55.50$ 58.27$ 59.73$ 61.22$ 62.75$ 64.32$ 65.93$ 67.58$ 69.26$ 71.00$ 72.77$ Hourly Human Resources & Risk Manager (through June 30, 2025) Exempt Management 4,027.20$ 4,228.00$ 4,440.00$ 4,661.60$ 4,778.40$ 4,897.60$ 5,020.00$ 5,145.60$ 5,274.40$ 5,406.40$ 5,540.80$ 5,680.00$ 5,821.60$ Bi-weekly* 8,725.60$ 9,160.67$ 9,620.00$ 10,100.13$ 10,353.20$ 10,611.47$ 10,876.67$ 11,148.80$ 11,427.87$ 11,713.87$ 12,005.07$ 12,306.67$ 12,613.47$ Monthly* 104,707.20$ 109,928.00$ 115,440.00$ 121,201.60$ 124,238.40$ 127,337.60$ 130,520.00$ 133,785.60$ 137,134.40$ 140,566.40$ 144,060.80$ 147,680.00$ 151,361.60$ Annually* 230 Maintenance Manager Exempt Management 52.85 $ 55.50$ 58.27$ 61.18$ 62.71$ 64.28$ 65.89$ 67.54$ 69.22$ 70.95$ 72.73$ 74.55$ 76.41$ Hourly Principal Planner Exempt Management 4,228.00 $ 4,440.00$ 4,661.60$ 4,894.40$ 5,016.80$ 5,142.40$ 5,271.20$ 5,403.20$ 5,537.60$ 5,676.00$ 5,818.40$ 5,964.00$ 6,112.80$ Bi-weekly* Code Enforcement Manager (effective July 1, 2025) Exempt Management 9,160.67$ 9,620.00$ 10,100.13$ 10,604.53$ 10,869.73$ 11,141.87$ 11,420.93$ 11,706.93$ 11,998.13$ 12,298.00$ 12,606.53$ 12,922.00$ 13,244.40$ Monthly* Community Services Manager (effective July 1, 2025) Exempt Management 109,928.00$ 115,440.00$ 121,201.60$ 127,254.40$ 130,436.80$ 133,702.40$ 137,051.20$ 140,483.20$ 143,977.60$ 147,576.00$ 151,278.40$ 155,064.00$ 158,932.80$ Annually* 231 Engineering Division Manager Exempt Management 55.50 $ 58.27$ 61.18$ 64.24$ 65.85$ 67.49$ 69.18$ 70.91$ 72.68$ 74.50$ 76.36$ 78.27$ 80.23$ Hourly Finance Manager (effective July 1, 2025) Exempt Management 4,440.00$ 4,661.60$ 4,894.40$ 5,139.20$ 5,268.00$ 5,399.20$ 5,534.40$ 5,672.80$ 5,814.40$ 5,960.00$ 6,108.80$ 6,261.60$ 6,418.40$ Bi-weekly* Human Resources & Risk Manager (effective July 1, 2025) Exempt Management 9,620.00$ 10,100.13$ 10,604.53$ 11,134.93$ 11,414.00$ 11,698.27$ 11,991.20$ 12,291.07$ 12,597.87$ 12,913.33$ 13,235.73$ 13,566.80$ 13,906.53$ Monthly* 115,440.00$ 121,201.60$ 127,254.40$ 133,619.20$ 136,968.00$ 140,379.20$ 143,894.40$ 147,492.80$ 151,174.40$ 154,960.00$ 158,828.80$ 162,801.60$ 166,878.40$ Annually* 3 of 5
3 of 5
Approved at a regular City Counil Meeting on 01/15/20251279 Pay Grade Position FLSA Status Group 1 2 3 A B C D E F G H I J 232 Planning Manager Exempt Management 58.27 $ 61.18$ 64.24$ 67.45$ 69.14$ 70.87$ 72.64$ 74.46$ 76.32$ 78.23$ 80.18$ 82.19$ 84.24$ Hourly 4,661.60$ 4,894.40$ 5,139.20$ 5,396.00$ 5,531.20$ 5,669.60$ 5,811.20$ 5,956.80$ 6,105.60$ 6,258.40$ 6,414.40$ 6,575.20$ 6,739.20$ Bi-weekly* 10,100.13$ 10,604.53$ 11,134.93$ 11,691.33$ 11,984.27$ 12,284.13$ 12,590.93$ 12,906.40$ 13,228.80$ 13,559.87$ 13,897.87$ 14,246.27$ 14,601.60$ Monthly* 121,201.60$ 127,254.40$ 133,619.20$ 140,296.00$ 143,811.20$ 147,409.60$ 151,091.20$ 154,876.80$ 158,745.60$ 162,718.40$ 166,774.40$ 170,955.20$ 175,219.20$ Annually* 233 Senior Engineer Exempt Management 61.18 $ 64.24$ 67.45$ 70.83$ 72.60$ 74.41$ 76.27$ 78.18$ 80.13$ 82.14$ 84.19$ 86.30$ 88.45$ Hourly Chief Building Official Exempt Management 4,894.40 $ 5,139.20$ 5,396.00$ 5,666.40$ 5,808.00$ 5,952.80$ 6,101.60$ 6,254.40$ 6,410.40$ 6,571.20$ 6,735.20$ 6,904.00$ 7,076.00$ Bi-weekly* 10,604.53$ 11,134.93$ 11,691.33$ 12,277.20$ 12,584.00$ 12,897.73$ 13,220.13$ 13,551.20$ 13,889.20$ 14,237.60$ 14,592.93$ 14,958.67$ 15,331.33$ Monthly* 127,254.40$ 133,619.20$ 140,296.00$ 147,326.40$ 151,008.00$ 154,772.80$ 158,641.60$ 162,614.40$ 166,670.40$ 170,851.20$ 175,115.20$ 179,504.00$ 183,976.00$ Annually* 234 64.24$ 67.45$ 70.83$ 74.37$ 76.23$ 78.13$ 80.09$ 82.09$ 84.14$ 86.24$ 88.40$ 90.61$ 92.87$ Hourly 5,139.20$ 5,396.00$ 5,666.40$ 5,949.60$ 6,098.40$ 6,250.40$ 6,407.20$ 6,567.20$ 6,731.20$ 6,899.20$ 7,072.00$ 7,248.80$ 7,429.60$ Bi-weekly* 11,134.93$ 11,691.33$ 12,277.20$ 12,890.80$ 13,213.20$ 13,542.53$ 13,882.27$ 14,228.93$ 14,584.27$ 14,948.27$ 15,322.67$ 15,705.73$ 16,097.47$ Monthly* 133,619.20$ 140,296.00$ 147,326.40$ 154,689.60$ 158,558.40$ 162,510.40$ 166,587.20$ 170,747.20$ 175,011.20$ 179,379.20$ 183,872.00$ 188,468.80$ 193,169.60$ Annually* 235 Principal Engineer Exempt Management 67.45 $ 70.83$ 74.37$ 78.09$ 80.04$ 82.04$ 84.09$ 86.19$ 88.35$ 90.56$ 92.82$ 95.14$ 97.52$ Hourly 5,396.00$ 5,666.40$ 5,949.60$ 6,247.20$ 6,403.20$ 6,563.20$ 6,727.20$ 6,895.20$ 7,068.00$ 7,244.80$ 7,425.60$ 7,611.20$ 7,801.60$ Bi-weekly* 11,691.33$ 12,277.20$ 12,890.80$ 13,535.60$ 13,873.60$ 14,220.27$ 14,575.60$ 14,939.60$ 15,314.00$ 15,697.07$ 16,088.80$ 16,490.93$ 16,903.47$ Monthly* 140,296.00$ 147,326.40$ 154,689.60$ 162,427.20$ 166,483.20$ 170,643.20$ 174,907.20$ 179,275.20$ 183,768.00$ 188,364.80$ 193,065.60$ 197,891.20$ 202,841.60$ Annually* 328 47.94$ 50.34$ 52.85$ 55.46$ 56.84$ 58.26$ 59.72$ 61.21$ 62.74$ 64.31$ 65.92$ 67.57$ 69.26$ Hourly 3,835.20$ 4,027.20$ 4,228.00$ 4,436.80$ 4,547.20$ 4,660.80$ 4,777.60$ 4,896.80$ 5,019.20$ 5,144.80$ 5,273.60$ 5,405.60$ 5,540.80$ Bi-weekly* 8,309.60$ 8,725.60$ 9,160.67$ 9,613.07$ 9,852.27$ 10,098.40$ 10,351.47$ 10,609.73$ 10,874.93$ 11,147.07$ 11,426.13$ 11,712.13$ 12,005.07$ Monthly* 99,715.20$ 104,707.20$ 109,928.00$ 115,356.80$ 118,227.20$ 121,180.80$ 124,217.60$ 127,316.80$ 130,499.20$ 133,764.80$ 137,113.60$ 140,545.60$ 144,060.80$ Annually* 329 50.34$ 52.85$ 55.50$ 58.23$ 59.68$ 61.18$ 62.71$ 64.27$ 65.88$ 67.53$ 69.22$ 70.95$ 72.72$ Hourly 4,027.20$ 4,228.00$ 4,440.00$ 4,658.40$ 4,774.40$ 4,894.40$ 5,016.80$ 5,141.60$ 5,270.40$ 5,402.40$ 5,537.60$ 5,676.00$ 5,817.60$ Bi-weekly* 8,725.60$ 9,160.67$ 9,620.00$ 10,093.20$ 10,344.53$ 10,604.53$ 10,869.73$ 11,140.13$ 11,419.20$ 11,705.20$ 11,998.13$ 12,298.00$ 12,604.80$ Monthly* 104,707.20$ 109,928.00$ 115,440.00$ 121,118.40$ 124,134.40$ 127,254.40$ 130,436.80$ 133,681.60$ 137,030.40$ 140,462.40$ 143,977.60$ 147,576.00$ 151,257.60$ Annually* 330 City Clerk (through December 31, 2025) Exempt Executive 52.85$ 55.50$ 58.27$ 61.14$ 62.67$ 64.24$ 65.84$ 67.49$ 69.17$ 70.90$ 72.68$ 74.49$ 76.35$ Hourly Assistant to the City Manager Exempt Executive 4,228.00$ 4,440.00$ 4,661.60$ 4,891.20$ 5,013.60$ 5,139.20$ 5,267.20$ 5,399.20$ 5,533.60$ 5,672.00$ 5,814.40$ 5,959.20$ 6,108.00$ Bi-weekly* 9,160.67$ 9,620.00$ 10,100.13$ 10,597.60$ 10,862.80$ 11,134.93$ 11,412.27$ 11,698.27$ 11,989.47$ 12,289.33$ 12,597.87$ 12,911.60$ 13,234.00$ Monthly* 109,928.00$ 115,440.00$ 121,201.60$ 127,171.20$ 130,353.60$ 133,619.20$ 136,947.20$ 140,379.20$ 143,873.60$ 147,472.00$ 151,174.40$ 154,939.20$ 158,808.00$ Annually* 331 55.46$ 58.23$ 61.14$ 64.20$ 65.80$ 67.45$ 69.13$ 70.86$ 72.63$ 74.45$ 76.31$ 78.22$ 80.17$ Hourly 4,436.80$ 4,658.40$ 4,891.20$ 5,136.00$ 5,264.00$ 5,396.00$ 5,530.40$ 5,668.80$ 5,810.40$ 5,956.00$ 6,104.80$ 6,257.60$ 6,413.60$ Bi-weekly* 9,613.07$ 10,093.20$ 10,597.60$ 11,128.00$ 11,405.33$ 11,691.33$ 11,982.53$ 12,282.40$ 12,589.20$ 12,904.67$ 13,227.07$ 13,558.13$ 13,896.13$ Monthly* 115,356.80$ 121,118.40$ 127,171.20$ 133,536.00$ 136,864.00$ 140,296.00$ 143,790.40$ 147,388.80$ 151,070.40$ 154,856.00$ 158,724.80$ 162,697.60$ 166,753.60$ Annually* 332 58.23$ 61.14$ 64.20$ 67.41$ 69.09$ 70.82$ 72.59$ 74.40$ 76.26$ 78.17$ 80.12$ 82.13$ 84.18$ Hourly 4,658.40$ 4,891.20$ 5,136.00$ 5,392.80$ 5,527.20$ 5,665.60$ 5,807.20$ 5,952.00$ 6,100.80$ 6,253.60$ 6,409.60$ 6,570.40$ 6,734.40$ Bi-weekly* 10,093.20$ 10,597.60$ 11,128.00$ 11,684.40$ 11,975.60$ 12,275.47$ 12,582.27$ 12,896.00$ 13,218.40$ 13,549.47$ 13,887.47$ 14,235.87$ 14,591.20$ Monthly* 121,118.40$ 127,171.20$ 133,536.00$ 140,212.80$ 143,707.20$ 147,305.60$ 150,987.20$ 154,752.00$ 158,620.80$ 162,593.60$ 166,649.60$ 170,830.40$ 175,094.40$ Annually* 333 61.14$ 64.20$ 67.41$ 70.78$ 72.55$ 74.36$ 76.22$ 78.12$ 80.08$ 82.08$ 84.13$ 86.23$ 88.39$ Hourly 4,891.20$ 5,136.00$ 5,392.80$ 5,662.40$ 5,804.00$ 5,948.80$ 6,097.60$ 6,249.60$ 6,406.40$ 6,566.40$ 6,730.40$ 6,898.40$ 7,071.20$ Bi-weekly* 10,597.60$ 11,128.00$ 11,684.40$ 12,268.53$ 12,575.33$ 12,889.07$ 13,211.47$ 13,540.80$ 13,880.53$ 14,227.20$ 14,582.53$ 14,946.53$ 15,320.93$ Monthly* 127,171.20$ 133,536.00$ 140,212.80$ 147,222.40$ 150,904.00$ 154,668.80$ 158,537.60$ 162,489.60$ 166,566.40$ 170,726.40$ 174,990.40$ 179,358.40$ 183,851.20$ Annually* 334 Economic Development Director (through December 31, 2025) Exempt Executive 64.20$ 67.41$ 70.78$ 74.32$ 76.17$ 78.08$ 80.03$ 82.03$ 84.08$ 86.18$ 88.34$ 90.54$ 92.81$ Hourly City Clerk (effective January 1, 2026) Exempt Executive 5,136.00$ 5,392.80$ 5,662.40$ 5,945.60$ 6,093.60$ 6,246.40$ 6,402.40$ 6,562.40$ 6,726.40$ 6,894.40$ 7,067.20$ 7,243.20$ 7,424.80$ Bi-weekly* 11,128.00$ 11,684.40$ 12,268.53$ 12,882.13$ 13,202.80$ 13,533.87$ 13,871.87$ 14,218.53$ 14,573.87$ 14,937.87$ 15,312.27$ 15,693.60$ 16,087.07$ Monthly* 133,536.00$ 140,212.80$ 147,222.40$ 154,585.60$ 158,433.60$ 162,406.40$ 166,462.40$ 170,622.40$ 174,886.40$ 179,254.40$ 183,747.20$ 188,323.20$ 193,044.80$ Annually* 335 67.41$ 70.78$ 74.32$ 78.03$ 79.98$ 81.98$ 84.03$ 86.13$ 88.28$ 90.49$ 92.75$ 95.07$ 97.45$ Hourly 5,392.80$ 5,662.40$ 5,945.60$ 6,242.40$ 6,398.40$ 6,558.40$ 6,722.40$ 6,890.40$ 7,062.40$ 7,239.20$ 7,420.00$ 7,605.60$ 7,796.00$ Bi-weekly* 11,684.40$ 12,268.53$ 12,882.13$ 13,525.20$ 13,863.20$ 14,209.87$ 14,565.20$ 14,929.20$ 15,301.87$ 15,684.93$ 16,076.67$ 16,478.80$ 16,891.33$ Monthly* 140,212.80$ 147,222.40$ 154,585.60$ 162,302.40$ 166,358.40$ 170,518.40$ 174,782.40$ 179,150.40$ 183,622.40$ 188,219.20$ 192,920.00$ 197,745.60$ 202,696.00$ Annually* 336 Community Services Director (through December 31, 2025) Exempt Executive 70.83$ 74.37$ 78.09$ 81.99$ 84.04$ 86.14$ 88.29$ 90.50$ 92.76$ 95.08$ 97.46$ 99.90$ 102.39$ Hourly Public Works Director (through December 31, 2025) Exempt Executive 5,666.40$ 5,949.60$ 6,247.20$ 6,559.20$ 6,723.20$ 6,891.20$ 7,063.20$ 7,240.00$ 7,420.80$ 7,606.40$ 7,796.80$ 7,992.00$ 8,191.20$ Bi-weekly* 12,277.20$ 12,890.80$ 13,535.60$ 14,211.60$ 14,566.93$ 14,930.93$ 15,303.60$ 15,686.67$ 16,078.40$ 16,480.53$ 16,893.07$ 17,316.00$ 17,747.60$ Monthly* 147,326.40$ 154,689.60$ 162,427.20$ 170,539.20$ 174,803.20$ 179,171.20$ 183,643.20$ 188,240.00$ 192,940.80$ 197,766.40$ 202,716.80$ 207,792.00$ 212,971.20$ Annually* 337 Administrative Services Director (through December 31, 2025) Exempt Executive 74.37$ 78.09$ 81.99$ 86.09$ 88.24$ 90.45$ 92.71$ 95.03$ 97.40$ 99.84$ 102.33$ 104.89$ 107.51$ Hourly Community Development Director (through December 31, 2025) Exempt Executive 5,949.60$ 6,247.20$ 6,559.20$ 6,887.20$ 7,059.20$ 7,236.00$ 7,416.80$ 7,602.40$ 7,792.00$ 7,987.20$ 8,186.40$ 8,391.20$ 8,600.80$ Bi-weekly* Public Works Director/City Engineer (through December 31, 2025)Exempt Executive 12,890.80$ 13,535.60$ 14,211.60$ 14,922.27$ 15,294.93$ 15,678.00$ 16,069.73$ 16,471.87$ 16,882.67$ 17,305.60$ 17,737.20$ 18,180.93$ 18,635.07$ Monthly* 154,689.60$ 162,427.20$ 170,539.20$ 179,067.20$ 183,539.20$ 188,136.00$ 192,836.80$ 197,662.40$ 202,592.00$ 207,667.20$ 212,846.40$ 218,171.20$ 223,620.80$ Annually* 338 Deputy City Manager (through December 31, 2025) Exempt Executive 78.09$ 81.99$ 86.09$ 90.39$ 92.65$ 94.97$ 97.34$ 99.78$ 102.27$ 104.83$ 107.45$ 110.14$ 112.89$ Hourly Public Works Director (effective January 1, 2026) Exempt Executive 6,247.20$ 6,559.20$ 6,887.20$ 7,231.20$ 7,412.00$ 7,597.60$ 7,787.20$ 7,982.40$ 8,181.60$ 8,386.40$ 8,596.00$ 8,811.20$ 9,031.20$ Bi-weekly* Economic Development Director (effective January 1, 2026) Exempt Executive 13,535.60$ 14,211.60$ 14,922.27$ 15,667.60$ 16,059.33$ 16,461.47$ 16,872.27$ 17,295.20$ 17,726.80$ 18,170.53$ 18,624.67$ 19,090.93$ 19,567.60$ Monthly* Community Services Director (effective January 1, 2026) Exempt Executive 162,427.20$ 170,539.20$ 179,067.20$ 188,011.20$ 192,712.00$ 197,537.60$ 202,467.20$ 207,542.40$ 212,721.60$ 218,046.40$ 223,496.00$ 229,091.20$ 234,811.20$ Annually* City Clerk - MMC Certified (effective January 1, 2026) Exempt Executive 4 of 5
4 of 5
Approved at a regular City Counil Meeting on 01/15/20251280 Pay Grade Position FLSA Status Group 1 2 3 A B C D E F G H I J 339 Assistant City Manager (through December 31, 2025) Exempt Executive 81.99$ 86.09$ 90.39$ 94.91$ 97.29$ 99.72$ 102.21$ 104.77$ 107.39$ 110.07$ 112.82$ 115.64$ 118.53$ Hourly Administrative Services Director (effective January 1, 2026) Exempt Executive 6,559.20$ 6,887.20$ 7,231.20$ 7,592.80$ 7,783.20$ 7,977.60$ 8,176.80$ 8,381.60$ 8,591.20$ 8,805.60$ 9,025.60$ 9,251.20$ 9,482.40$ Bi-weekly* Community Development Director (effective January 1, 2026) Exempt Executive 14,211.60$ 14,922.27$ 15,667.60$ 16,451.07$ 16,863.60$ 17,284.80$ 17,716.40$ 18,160.13$ 18,614.27$ 19,078.80$ 19,555.47$ 20,044.27$ 20,545.20$ Monthly* Public Works Director/City Engineer (effective January 1, 2026) Exempt Executive 170,539.20$ 179,067.20$ 188,011.20$ 197,412.80$ 202,363.20$ 207,417.60$ 212,596.80$ 217,921.60$ 223,371.20$ 228,945.60$ 234,665.60$ 240,531.20$ 246,542.40$ Annually* 340 Deputy City Manager (effective January 1, 2026) Exempt Executive 86.09$ 90.39$ 94.91$ 99.66$ 102.15$ 104.70$ 107.32$ 110.00$ 112.75$ 115.57$ 118.46$ 121.42$ 124.46$ Hourly 6,887.20$ 7,231.20$ 7,592.80$ 7,972.80$ 8,172.00$ 8,376.00$ 8,585.60$ 8,800.00$ 9,020.00$ 9,245.60$ 9,476.80$ 9,713.60$ 9,956.80$ Bi-weekly* 14,922.27$ 15,667.60$ 16,451.07$ 17,274.40$ 17,706.00$ 18,148.00$ 18,602.13$ 19,066.67$ 19,543.33$ 20,032.13$ 20,533.07$ 21,046.13$ 21,573.07$ Monthly* 179,067.20$ 188,011.20$ 197,412.80$ 207,292.80$ 212,472.00$ 217,776.00$ 223,225.60$ 228,800.00$ 234,520.00$ 240,385.60$ 246,396.80$ 252,553.60$ 258,876.80$ Annually* 341 90.39$ 94.91$ 99.66$ 104.64$ 107.26$ 109.94$ 112.69$ 115.50$ 118.39$ 121.35$ 124.39$ 127.49$ 130.68$ Hourly 7,231.20$ 7,592.80$ 7,972.80$ 8,371.20$ 8,580.80$ 8,795.20$ 9,015.20$ 9,240.00$ 9,471.20$ 9,708.00$ 9,951.20$ 10,199.20$ 10,454.40$ Bi-weekly* 15,667.60$ 16,451.07$ 17,274.40$ 18,137.60$ 18,591.73$ 19,056.27$ 19,532.93$ 20,020.00$ 20,520.93$ 21,034.00$ 21,560.93$ 22,098.27$ 22,651.20$ Monthly* 188,011.20$ 197,412.80$ 207,292.80$ 217,651.20$ 223,100.80$ 228,675.20$ 234,395.20$ 240,240.00$ 246,251.20$ 252,408.00$ 258,731.20$ 265,179.20$ 271,814.40$ Annually* 342 Assistant City Manager (effective January 1, 2026) Exempt Executive 94.91$ 99.66$ 104.64$ 109.87$ 112.62$ 115.44$ 118.32$ 121.28$ 124.31$ 127.42$ 130.60$ 133.87$ 137.22$ Hourly 7,592.80$ 7,972.80$ 8,371.20$ 8,789.60$ 9,009.60$ 9,235.20$ 9,465.60$ 9,702.40$ 9,944.80$ 10,193.60$ 10,448.00$ 10,709.60$ 10,977.60$ Bi-weekly* 16,451.07$ 17,274.40$ 18,137.60$ 19,044.13$ 19,520.80$ 20,009.60$ 20,508.80$ 21,021.87$ 21,547.07$ 22,086.13$ 22,637.33$ 23,204.13$ 23,784.80$ Monthly* 197,412.80$ 207,292.80$ 217,651.20$ 228,529.60$ 234,249.60$ 240,115.20$ 246,105.60$ 252,262.40$ 258,564.80$ 265,033.60$ 271,648.00$ 278,449.60$ 285,417.60$ Annually* 343 99.66$ 104.64$ 109.87$ 115.37$ 118.25$ 121.21$ 124.24$ 127.34$ 130.53$ 133.79$ 137.13$ 140.56$ 144.08$ Hourly 7,972.80$ 8,371.20$ 8,789.60$ 9,229.60$ 9,460.00$ 9,696.80$ 9,939.20$ 10,187.20$ 10,442.40$ 10,703.20$ 10,970.40$ 11,244.80$ 11,526.40$ Bi-weekly* 17,274.40$ 18,137.60$ 19,044.13$ 19,997.47$ 20,496.67$ 21,009.73$ 21,534.93$ 22,072.27$ 22,625.20$ 23,190.27$ 23,769.20$ 24,363.73$ 24,973.87$ Monthly* 207,292.80$ 217,651.20$ 228,529.60$ 239,969.60$ 245,960.00$ 252,116.80$ 258,419.20$ 264,867.20$ 271,502.40$ 278,283.20$ 285,230.40$ 292,364.80$ 299,686.40$ Annually* 344 104.64$ 109.87$ 115.37$ 121.14$ 124.16$ 127.27$ 130.45$ 133.71$ 137.05$ 140.48$ 143.99$ 147.59$ 151.28$ Hourly 8,371.20$ 8,789.60$ 9,229.60$ 9,691.20$ 9,932.80$ 10,181.60$ 10,436.00$ 10,696.80$ 10,964.00$ 11,238.40$ 11,519.20$ 11,807.20$ 12,102.40$ Bi-weekly* 18,137.60$ 19,044.13$ 19,997.47$ 20,997.60$ 21,521.07$ 22,060.13$ 22,611.33$ 23,176.40$ 23,755.33$ 24,349.87$ 24,958.27$ 25,582.27$ 26,221.87$ Monthly* 217,651.20$ 228,529.60$ 239,969.60$ 251,971.20$ 258,252.80$ 264,721.60$ 271,336.00$ 278,116.80$ 285,064.00$ 292,198.40$ 299,499.20$ 306,987.20$ 314,662.40$ Annually* 345 109.87$ 115.37$ 121.14$ 127.19$ 130.37$ 133.63$ 136.97$ 140.40$ 143.91$ 147.50$ 151.19$ 154.97$ 158.84$ Hourly 8,789.60$ 9,229.60$ 9,691.20$ 10,175.20$ 10,429.60$ 10,690.40$ 10,957.60$ 11,232.00$ 11,512.80$ 11,800.00$ 12,095.20$ 12,397.60$ 12,707.20$ Bi-weekly* 19,044.13$ 19,997.47$ 20,997.60$ 22,046.27$ 22,597.47$ 23,162.53$ 23,741.47$ 24,336.00$ 24,944.40$ 25,566.67$ 26,206.27$ 26,861.47$ 27,532.27$ Monthly* 228,529.60$ 239,969.60$ 251,971.20$ 264,555.20$ 271,169.60$ 277,950.40$ 284,897.60$ 292,032.00$ 299,332.80$ 306,800.00$ 314,475.20$ 322,337.60$ 330,387.20$ Annually* 346 115.37$ 121.14$ 127.19$ 133.55$ 136.89$ 140.31$ 143.82$ 147.41$ 151.10$ 154.88$ 158.75$ 162.72$ 166.79$ Hourly 9,229.60$ 9,691.20$ 10,175.20$ 10,684.00$ 10,951.20$ 11,224.80$ 11,505.60$ 11,792.80$ 12,088.00$ 12,390.40$ 12,700.00$ 13,017.60$ 13,343.20$ Bi-weekly* 19,997.47$ 20,997.60$ 22,046.27$ 23,148.67$ 23,727.60$ 24,320.40$ 24,928.80$ 25,551.07$ 26,190.67$ 26,845.87$ 27,516.67$ 28,204.80$ 28,910.27$ Monthly* 239,969.60$ 251,971.20$ 264,555.20$ 277,784.00$ 284,731.20$ 291,844.80$ 299,145.60$ 306,612.80$ 314,288.00$ 322,150.40$ 330,200.00$ 338,457.60$ 346,923.20$ Annually* 347 121.14$ 127.19$ 133.55$ 140.23$ 143.73$ 147.33$ 151.01$ 154.79$ 158.65$ 162.62$ 166.69$ 170.85$ 175.12$ Hourly 9,691.20$ 10,175.20$ 10,684.00$ 11,218.40$ 11,498.40$ 11,786.40$ 12,080.80$ 12,383.20$ 12,692.00$ 13,009.60$ 13,335.20$ 13,668.00$ 14,009.60$ Bi-weekly* 20,997.60$ 22,046.27$ 23,148.67$ 24,306.53$ 24,913.20$ 25,537.20$ 26,175.07$ 26,830.27$ 27,499.33$ 28,187.47$ 28,892.93$ 29,614.00$ 30,354.13$ Monthly* 251,971.20$ 264,555.20$ 277,784.00$ 291,678.40$ 298,958.40$ 306,446.40$ 314,100.80$ 321,963.20$ 329,992.00$ 338,249.60$ 346,715.20$ 355,368.00$ 364,249.60$ Annually* 401 City Manager Exempt Executive 127.00 $ 127.00 $ Hourly 10,160.00$ 10,160.00 $ Bi-weekly* 22,013.33$ 22,013.33 $ Monthly*
264,160.00$ 264,160.00 $ Annually*
501 Retired Annuitant Clerical Extra Help Non-Exempt Retired Annuitant 22.00 $ 23.10$ 24.26$ 25.47$ 26.74$ 28.08$ 29.48$ 30.96$ 32.50$ 34.13$ Hourly 502 Retired Annuitant Analyst Extra Help Non-Exempt Retired Annuitant 44.00 $ 46.20$ 48.51$ 50.94$ 53.48$ 56.16$ 58.96$ 61.91$ 65.01$ 68.26$ Hourly 503 Retired Annuitant Supervisory Extra Help Non-Exempt Retired Annuitant 46.00 $ 48.30$ 50.72$ 53.25$ 55.91$ 58.71$ 61.64$ 64.73$ 67.96$ 71.36$ Hourly 504 Retired Annuitant Project Lead Extra Help Non-Exempt Retired Annuitant 55.00 $ 57.75$ 60.64$ 63.67$ 66.85$ 70.20$ 73.71$ 77.39$ 81.26$ 85.32$ Hourly 505 Retired Annuitant Management Extra Help Non-Exempt Retired Annuitant 62.00 $ 65.10$ 68.36$ 71.77$ 75.36$ 79.13$ 83.09$ 87.24$ 91.60$ 96.18$ Hourly 506 Retired Annuitant Executive Extra Help Non-Exempt Retired Annuitant 80.00 $ 75.00$ 78.75$ 82.69$ 86.82$ 91.16$ 95.72$ 100.51$ 105.53$ 110.81$ Hourly 507 Retired Annuitant City Manager Extra Help Non-Exempt Retired Annuitant 110.00 $ 115.50$ 121.28$ 127.34$ 133.71$ 140.39$ 147.41$ 154.78$ 162.52$ 170.65$ Hourly Contract Position
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Approved at a regular City Counil Meeting on 01/15/20251281

CITY OF WILDOMAR

MEETING (CCR)

CONSENT CALENDAR
Agenda Staff Report # 1.11

Meeting Date: January 15, 2025
SUBJECT:

Tri-Party Consultant Service Agreement for the Paragon
Framing Industrial Project Mitigated Negative Declaration (PLN 24-0086)
SUBMITTED BY:

Matthew Bassi, Community Development Director
PREPARED BY:

Matthew Bassi, Community Development Director

ACTION:

1. Authorize the City Manager to execute a Tri-Party Consultant Services Agreement (Attachment A) between the City of Wildomar, Lakeside Properties CA, LLC and PlaceWorks, Inc. for preparation of a Mitigated Negative Declaration for the Paragon Framing Industrial Project; and

2. Authorize the City Manager to execute a Consultant Services Agreement/Contract between the City of Wildomar and PlaceWorks, Inc. for preparation of a Mitigated Negative Declaration for the Paragon Framing Industrial Project.

BACKGROUND:

The Planning Department, on November 18, 2024, received a formal Plot Plan application package (PLN 24-0086) from Lakeside Properties CA, LLC to establish the “Paragon Framing Industrial” project. Paragon Framing is a construction company that specializes in the fabrication and installation of lumber packages for both residential and commercial projects.

Fabrication will take place at the 6.44-acre site located on Corydon Road at the terminus of Cereal Street (APN’s: 370-060-015; 370-060-018 & 370-060-019) while installation is at various locations throughout Southern California.

Paragon Framing has about 31 employees currently and they provide all services for the estimating, designing, and management of lumber packages for those projects, as well as administrative staff for daily operations of the company itself (approximately 500 - 700 employees at various jobsites). The facility will operate Monday through Friday, from 6:00 am to 6:00 pm.

The project itself is to be divided into three (3) separate phases. Phase I includes the concrete tilt-up main building, street improvements, parking lot, driveway entrances, outdoor storage yard, and related site work. This will allow for the office operations noted above as well as vehicle maintenance and shop space for cutting lumber to size. Phase II, to be completed approximately three (3) years after Phase I, depending on demand and other economic factors, and will include the pre-engineered metal shop building, parking expansion, and related site work that will allow the shop area in Phase I to be relocated to a separate building on site, as well as expanding the production of the company (anticipating additional 35 employees). Phase III, to be completed three (3) years after Phase II, includes the concrete 1282
tilt-up lease building, parking expansion, outdoor storage yard, and related site work.

The project will require the following applications for consideration by the Planning Commission.

1 )
CEQA/IS/MND:

In accordance with CEQA Guidelines Section 15070, the proposed expansion project will require the preparation of several technical studies leading to an Initial Study/Mitigated Negative Declaration (IS/MND) and Mitigation Monitoring and Reporting Program (MMRP).

2)
Plot Plan No. 24-0086:

The project will require approval of a Plot Plan by the Planning Commission to establish the construction and fabrication facility (with administrative office and storage area on the 6.44-acre site to be built in three (3) phases as described above.

DISCUSSION:

In accordance with Section 15070 of the California Environmental Quality Act (CEQA), the Planning Department has determined that the proposed development project will require the preparation and processing of an Initial Study/Mitigated Negative Declaration (IS/MND) based on review of the proposed development application and size of the project site.

Once the determination was made that an MND was needed, staff asked our on-call CEQA consultant (PlaceWorks) to submit a Scope of Work and Budget to prepare the IS/MND. The scope of work and budget were sent to the Applicant (Paragon Framing) for review. Based on the information provided, the Applicant has agreed to move forward with the MND and accompanying technical studies.

To prepare the IS/MND, City Council must approve a Tri-Party Services agreement between the City of Wildomar, Lakeside Properties CA, LLC, and PlaceWorks, Inc. The MND contract agreement for PlaceWorks, Inc. is proposed for a total compensation of a “not-to-exceed” amount of $70,003. With the City’s standard administrative MND charge and City Attorney review fees ($20,362), the total cost to prepare the IS/MND is $90,365.

In accordance with the provisions of the agreement, the Applicant is required to deposit 50% of the total MND cost ($48,182.50) within ten (10) business days after the effective date of the agreement. This will allow PlaceWorks to begin the MND process. Further, within thirty (30) business days after the effective date, the applicant is required to deposit the remaining 50% of the MND cost ($48,182.50). The estimated time frame to prepare and process the IS/MND and Plot Plan application is approximately six (6) months.

FISCAL IMPACT:

The cost associated with preparation of the IS/MND document is the sole responsibility of the Applicant, thus, there is no fiscal impact to the City’s General Fund.

ATTACHMENTS:

Attach A-MND-Tri Party Agreement-final [1-6-25].pdf
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CEQA DOCUMENT PREPARATION

AND DEPOSIT TRI-PARTY AGREEMENT/CONTRACT

This CEQA Document Preparation and Deposit Contract (“Contract”) is made and entered into as of January 15, 2025, by and among the City of Wildomar, a California municipal corporation, (“City”), Lakeside Properties CA, LLC (“Applicant”), and PlaceWorks, Inc. (“Consultant”) . Hereafter, City, Applicant and Consultant may be collectively referred to as the “Parties.”

RECITALS
A. The California Environmental Quality Act (“CEQA”) [Public Resources Code § 21000 et seq.] makes lead agencies responsible for determining whether an Environmental Impact Report (“EIR”), a Mitigated Negative Declaration (“MND”), or Negative Declaration (“ND”), is to be required for any project. CEQA also provides that any such EIR, MND, or ND be prepared directly by, or under contract to, the legal agency.

B. Applicant is applying to the City for one or more land use approvals for that project (“Project”) more particularly described in the “Project Description” attached hereto and incorporated herein by reference as Exhibit “A”.

C. City is the lead agency under CEQA for the Project. Based on its preliminary review and consultation with Applicant, City has determined that a Mitigated Negative Declaration (MND) and Mitigation Monitoring and Reporting Program (MMRP) (“CEQA Document”) is required for the Project to adequately assess its potentially significant impacts. Pursuant to Public Resources Code § 21080.1(a) City’s determination that this particular CEQA Document required for the Project is final and conclusive.

D. Consultant is a qualified environmental and/or land use planning firm. City, in consultation with Applicant, has selected Consultant to prepare the CEQA Document and any related studies, surveys, and reports as may be required to comply with CEQA.

Consultant has prepared a “Scope of Work” attached hereto and incorporated her ein by reference as Exhibit “B”, outlining the breadth of analysis and the tasks to be performed to prepare the CEQA Document.

E. Applicant and Consultant acknowledge that as the lead agency, City is responsible for complying with CEQA and the State CEQA Guidelines (“CEQA Guidelines”) [14 Cal. Code Regs. § 15000 et seq], that the City is responsible for the adequacy of its environmental documents, that the City cannot rely on comments from other public agencies or private citizens as a substitute for work CEQA requires, and that this particular CEQA Document must reflect the independent judgment of the City.

Applicant and Consultant further acknowledge that as a result of these responsibilities, the CEQA Document is to be prepared and completed to reflect City’s independent judgment, to comply with CEQA and the CEQA Guidelines, and to comport with all applicable professional standards.
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F. CEQA authorizes City, as the lead agency, to charge and collect a reasonable fee from Applicant to recover the estimated costs incurred in preparing the CEQA Document and for procedures necessary to comply with CEQA regarding the Project. Applicant acknowledges that it is responsible for the payment of these costs as provided in this Contract.

G. City and Consultant acknowledge that CEQA and the CEQA Guidelines encourage the completion of the CEQA Document within certain time limits and that lead agencies should reduce delay and paperwork in the preparation of CEQA Documents.

H. Based on the foregoing Recitals, Applicant, City, and Consultant now desire to enter into this Contract for the preparation of the CEQA Document determined to be necessary for the Project.

OPERATIVE PROVISIONS
NOW, THEREFORE , in consideration of the above recitals and the mutual covenant hereafter set forth, the parties agree as follows:

Article 1.0 Applicants Obligations

1.1 CEQA Document Costs . Applicant shall pay all costs incurred for the preparation and completion of the CEQA Document.
1 .2 Consultant Charges . The consultant’s estimated charge for services and reimbursable expenses for preparation and completion of the CEQA MND Document, including the required technical studies pursuant to that Consultant Services Agreement between Consultant and City, a copy of which is attached hereto as Exhibit C are $70,003.

1.3 City Charges. The city’s administrative charge, including City Attorney review fees for preparation of the CEQA/MND is $20,362.

1.4 Deposits. Applicant acknowledges that the Consultant estimated charges, and the City estimated charges are estimated only and the actual costs may be higher.

Applicant agrees to pay all Consultant charges and City charges even if those charges exceed the cost estimates provided in this Contract. To ensure timely payment and performance, Applicant shall deposit the Consultant’s and City’s estimated charges (Total Estimated Cost) with the City as follows:

1.4.1 I
nitial Deposit . Within ten (10) business days (Jan. 27, 2025) after the Effective Date of this Contract, the Applicant shall deposit $45,182.50 with the City, being an amount equal to one half (1/2) of the Total Estimated Cost. Within thirty (30) business days (Feb. 13, 2025) after the Effective Date of this Contract, the Applicant shall deposit with the City the remaining balance of the Total Estimated Cost, which is $45,182.50. At the Applicant’s discretion, the entire amount of $90,365 may be paid in full at one time.

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1.4.2 Subsequent Deposits. The applicant shall be responsible for making subsequent deposits with the City if necessary. At such time as the Initial Deposit is reduced to either ten percent (10%) of its original amount or $5,000, whichever is greater, City shall invoice the Applicant for a subsequent deposit in an amount determined to be sufficient by the City to complete the next logical phase of work on the CEQA Document.

Applicant shall deposit the invoiced amount with City within ten (10) business days after receipt of such invoice.

1.4 .3 Return of Excess Deposits. Any excess of the amount deposited over the actual cost incurred by City in connection with preparation of the CEQA Document shall be refunded by City to Applicant within 15 days from the date a Notice of Determination in connection with the subject proposed Project is filed with the County Clerk.

1.4.4 N
o Obligation for City to Complete. Applicant understands and agrees that City shall have no obligation complete the CEQA Document, consider the CEQA Documents for approval, or to pay or incur any costs related thereto, in the event that the Applicant fails to deposit the funds required under Article 1.0 of this Contract. In no event shall City have any responsibility to incur or pay any cost for the preparation and completion of the CEQA Document, or any other activities associated with public review, comment, and consideration (such as preparing, posting, and filing notices, circulating copies of the CEQA Documents, or reviewing and recommending the CEQA Document for approval), except to the extent that Applicant has provided the deposits and funds to pay for such activities as provided under this Contract.

1.5 C
ommunication. Applicant hereby agrees that its officers, employees, contractors, agencies, or other representatives shall not communicate with, or discuss any matters relating to the CEQA Document with the Consultant engaged by City to prepare the CEQA Document without prior approval from the Planning Director or his duly authorized representative. Applicant further agrees that all questions regarding scheduling, content, or distribution of the CEQA Document, or any related matters, shall be addressed to the City staff, not the Consultant. The purpose of this provision is to ensure that the CEQA Document prepared will be objective and prepared on behalf of the City, and not a document prepared for purposes of advocating approval of the private proposed project to which it relates.

1.6 R
epresentations . Applicant understands and acknowledges that, although City shall use reasonable efforts to see that the CEQA Document is completed in compliance with the requirements of CEQA and the State CEQA Guidelines, City does not guarantee, warranty, or in any way represent that the CEQA Document will or would be found legally valid by a court of competent jurisdiction in the event of a legal challenge to the CEQA Document by any litigant, and no term of this Contract is intended to be, or shall be, construed to express or imply such guarantee, warranty, or representation.

Applicant further understands and acknowledges that neither City’s receipt of the amounts specified under this Contract from Applicant, nor any other term of this Contract, is intended to be, or shall be, construed to express or imply that City agrees or intends to assume or reimburse the cost of attorney’s fees, or any other cost, expense or obligation, 1286

that would be incurred in undertaking, in whole or in part, the legal defense to any lawsuit or other legal action challenging the validity of the CEQA Document by any litigant.

1.7 Peer Review. Applicant agrees to pay all costs associated with peer review of any document prepared in connection with the CEQA Document if a valid public controversy arises with respect to the CEQA Document. Peer review shall be conducted by the Applicant hiring an environmental consulting firm approved by the City to critique the adequacy of the CEQA Document (or any technical document pertaining thereto) so that the appropriate approval body can make an informed decision with respect to the environmental effects of the Project. For purposes of this section, a valid public controversy shall mean any of the following:
(1) submission of other differing scientific opinions with respect to the CEQA Document;
(2) submission of credible evidence in opposition to evidence contained within the CEQA Document;
(3) submission of additional credible information which was omitted from the CEQA Document.

Article 2.0 Consultants Obligations

2.1 Preparation of CEQA Document. Consultant shall prepare the CEQA Document identified in Recital C of this Contract (i.e., Mitigated Negative Declaration), including the Final MND/Response to Comments document.

2.2 A ttendance at Public Hearings. The Consultant shall attend all public hearings in connection with the subject proposed Project.

2.3 Cit y Documents . The City shall maintain ownership, custody and control over all documents prepared by Consultant including, but not limited to, all CEQA Documents.

2.4 M
eetings . Both Applicant and Consultant agree not to hold meetings concerning the subject proposed Project without the City present.

Article 3.0 City Obligations

3.1 Review Materials. The City shall review and analyze all materials submitted in connection with the CEQA Documents as timely as practicable under the circumstances. City shall timely notify and work with Consultant regarding changes or modifications to any CEQA Documents.

3.2 C
oordinate Meetings of Parties . The City shall use its best efforts to coordinate and arrange meetings between City, Consultant and Applicant from time to time as the need arises.
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3.3 Submit to Approval Body. Upon the satisfactory completion of the CEQA Document and all other City application processing requirements, City shall submit the Project for a hearing to the appropriate approval body of the City.

Article 4.0 Indemnity

4.1 Indemnity. The Applicant shall indemnify, protect, defend, and hold harmless, the City, and/or any of its officials, officers, employees, agents, departments, agencies, and instrumentalities thereof, from any and all claims, demands, law suits, writs of mandamus, and other actions and proceedings (whether legal, equitable, declaratory, administrative or adjudicatory in nature), and alternative dispute resolutions procedures (including, but not limited to arbitrations, mediations, and other such procedures), (collectively “Actions”), brought against the City, and/or any of its officials, officers, employees, agents, departments, agencies, and instrumentalities thereof, that challenge, attack, or seek to modify, set aside, void, or annul any action of, or any permit or approval issued by, the City and/or any of its officials, officers, employees, agents, departments, agencies, and instrumentalities thereof (including actions approved by the voters of the City), for or concerning the project, whether such Actions are brought under the California Environmental Quality Act, the Planning and Zoning Law, the Subdivisions Map Act, Code of Civil Procedure Section 1085 or 1094.5, or any other state, federal, or local statute, law, ordinance, rule, regulation, or any decision of a court of competent jurisdiction. It is expressly agreed that the City shall have the right to approve, which approval will not be unreasonably withheld, the legal counsel providing the City’s defense, and that Applicant shall reimburse the City in the course of the defense. City shall promptly notify the Applicant of any Action brought and City shall cooperate with Applicant in the defense of the Action.

Article 5.0 General Provisions.

5.1 Attorney’s Fees. In the event any action is instituted to enforce the terms of this Contract, including any action to recover damages, to obtain injunctive relief, or to appeal any judgment or order of the court, the prevailing party in such action shall be entitled to entry of judgment for an amount equal to its reasonable attorneys’ fees, expert witness fees and costs, and costs of suit in addition to such other relief to which it may be entitled. The provisions of this subsection shall in no way limit the scope of either party’s obligations under this Contract.

5.2 A
ssignment . This Contract and any and all rights, duties and obligations set forth herein shall not be assigned or transferred by any party.

5.3 A mendments . This Contract may be amended only by a document in writing and signed by each of the parties to this Contract.

5.4 E ntire Agreement. This Contract contains the entire agreement and understanding between the parties relating to the transaction contemplated hereby and all prior or contemporaneous agreements, understandings, representations and 1288
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EXHIBIT “A”

Project Description

PARAGON FRAMING FACILITY

PROJECT DESCRIPTION AND STATEMENT OF OPERATIONS

Paragon Framing is a construction company that specializes in the fabrication and installation of lumber packages for both residential and commercial projects. Fabrication will take place at the 6.44 -acre site (APN’s: 370-060-015; 370-060-018 & 370-060-019) while installation is at various locations throughout Southern California. Our staff of 31 employees, currently, provide all services for the estimating, designing, and management of lumber packages for those projects, as well as administrative staff for daily operations of the company itself (approximately 500 - 700 employees at various jobsites). The facility will operate Monday through Friday, from 6:00 am to 6:00 pm.

The project itself is to be divided into three (3) separate phases. Phase I includes the concrete tilt -up main building, street improvements, parking lot, driveway entrances, outdoor storage yard, and related site work. This will allow for the office operations noted above as well as vehicle maintenance and shop space for cutting lumber to size. Phase II, to be completed approximately three (3) years after Phase I, depending on demand and other economic factors, and will include the pre- engineered metal shop building, parking expansion, and related site work that will allow the shop area in Phase I to be relocated to a separate building on site, as well as expanding the production of the company (anticipating additional 35 employees). Phase III, to be completed three (3) years after Phase II, includes the concrete tilt -up lease building, parking expansion, outdoor storage yard, and related site work.

The project will require the following applications for consideration by the Planning Commission.
1) CEQA/IS/MND: In accordance with CEQA Guidelines Section 15070, the proposed expansion project will require the preparation of several technical studies leading to an Initial Study/Mitigated Negative Declaration (IS/MND) and Mitigation Monitoring and Reporting Program (MMRP).
2) P lo
t Plan No. 24 -0086: The project will require approval of a Plot Plan by the Planning Commission to establish the construction and f abrication facility (with administrative office and storage area on the 6.44- acre site to be built in three (3) phases as described above.

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EXHIBIT “B”
PlaceWorks, Inc. Scope of Work/Budget
for
Paragon Framing Facility Project IS/MND

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December 18, 2024
Matthew C. Bassi
Community Development Director
City of Wildomar
23873 Clinton Keith Road, Suite 110
Wildomar, CA 92595
Subject: MND Proposal for the Paragon Lumber and Fabrication Project (PLN 24-0086) Dear Mr. Bassi:

Thank you for this opportunity to provide our scope and cost to prepare environmental documentation for the proposed Paragon Lumber and Fabrication Project consisting of a Plot Plan.

We have based this scope and cost on the following technical studies:
• Air Quality and Greenhouse Gas Assessment for Paragon Framing , Lilburn Corporation, August 2024
• Biological Resources Assessment, Jurisdictional Delineation, and MSHCP Consistency Analysis for the Paragon Framing Development, Jennings Environmental, June 2024 • A Phase I Cultural Resources Assessment for the Paragon Framing Project, BFSA Environmental Services, December 19, 2023
• Paleontological Assessment for the Paragon Framing Project, BFSA Environmental Services, December 19, 2023
• Preliminary Geotechnical Investigation, South Shore Testing and Environmental, June 9, 2023
• Phase I Environmental Site Assessment – Paragon Framing, Lilburn Corporation, July 2024 • Preliminary Drainage Study for Paragon Framing, Blaine A. Womer Civil Engineering, October 27, 2024
• Onsite Stormwater Infiltration System Investigation, South Shore Testing and Environmental, June 14, 2023
• Preliminary Project Specific Water Quality Management Plan, Blaine Womer Civil Engineering, October 21, 2024
• Paragon Framing Noise Impact Analysis, Ganddini, September 5, 2024 • Paragon Framing Traffic Impact Analysis, TJW Engineering, Inc., August 1, 2024

Our preliminary review of the studies that have been submitted suggests that they support preparation of an initial study followed by a mitigated negative declaration (IS/MND ). However, if the technical studies do not result in less than significant impacts (with or without mitigation measures), then an Environmental Impact Report would be prepared. In that event, t he IS/MND 1293

December 18, 2024 | Page 2
would be used to scope out issues in the Notice of Preparation for an Environmental Impact Report, if needed. This scope and budget do not account for the preparation of an Environmental Impact Report; the scope and budget would be revised accordingly.

Section 15183 Exemption
As the proposed project is consistent with the General Plan designation and zoning for the property, it may be eligible for CEQA streamlining under Section 15183 of the CEQA Guidelines.

The exemption would rely on the City’s General Plan EIR (SCH# 2023090064) . As part of our initial task, PlaceWorks will review the proposed project against the requirements for the exemption to determine if it qualifies. Should the project qualify for the exemption , the timing for CEQA compliance would be substantially reduced and we will amend the scope and cost accordingly.

Project Understanding
The proposed project would establish a fabrication and installation business specializing in lumber packages for both residential and commercial projects on a 6.44 -acre site in the M-I (Manufacturing/Industrial) zone. The company currently has 31 employees providing services for the estimating, designing, and management of lumber packages for those projects, as well as administrative staff for daily operations of the company, including approximately 500 -700 employees at various jobsites. The company would o perate Monday through Friday from 6 a.m. to 6 p.m. Fabrication would take place onsite, while installation would occur at various locations throughout Southern California. The proposed project would consist of three phases:
• Phase I : Concrete tilt -up main building (24,027 square feet), street improvements, parking lot, driveway entrances, outdoor storage yard, and related site work. • Phase II: To be completed three years after Phase I depending on demand and economic factors – Pre-engineering metal shop building (20,453 square feet) , parking expansion, and related site work that will allow the shop area in Phase I to be relocated to a separate building onsite, as well as expand the production of the company (anticipating additional 35 employees).
• Phase III: To be completed three years after Phase II – Concrete tilt-up lease building (15,725 square feet), parking expansion, outdoor storage yard, and related site work.

The project site is at the southeast corner of Corydon Road, at the terminus of Cereal Street (APN:
370-060-015, -018, -019) and is designated Light Industrial (LI) in the General Plan. The property is zoned M-I, and per the Development Code, this is a permitted use within the M-I zone district.

Scope for CEQA Compliance
TASK 1 – PROJECT INITIATION
Research and Investigation
PlaceWorks will obtain all project data and information to date from federal, state, and local agencies that may be affected by the project to acquire relevant environmental data, previous 1294

December 18, 2024 | Page 3
studies for the area and other available files, exhibits, maps, and reference documents . The PlaceWorks team will evaluate the necessary information with respect to the proposed project and identify any data gaps.

PlaceWorks will contact the Tribes on file with the City for compliance with AB 52. The contact will be using letters prepared for the Director’s signature on City letterhead. Consultation, if required, is usually conducted by conference call therefore an in -person meeting is not scoped or budgeted. As the project does not require a general plan amendment tribal consultation pursuant SB 18 is not required.

TASK 2 – TECHNICAL STUDY PEER REVIEW
PlaceWorks will conduct a review of the technical reports prepared for the project. We will review each study to determine whether it addresses the applicable CEQA checklist questions and ensure that conclusions are based on the appropriate level of analysis, findin gs are adequately substantiated, and mitigation is adequate and CEQA compliant. This level of review does not involve modeling to replicate results and assumes that we can rely on engineering review of the traffic analysis, storm drainage, and similar engineering-based reports. Review comments will be provided to the City and applicant , and our cost estimate is based on a maximum of one round of comments/review for the technical review comments. Additional fee may be requested if additional reviews are required.

Air Quality and Greenhouse Gas Emissions
Nicole Vermilion, Principal, Air Quality, GHG, & Noise Services, will conduct a review of the air quality and GHG modeling and analysis. Nicole is up to date on the latest threshold methodology and case law for GHG emissions and has completed numerous GHG emissions analyses for CEQA projects. In addition, she is a member of the Association of Environmental Professional’s Climate Change Committee and actively involved in development of GHG emissions thresholds approaches for development projects, and most recently, participated in the development of a white paper on establishing GHG reduction targets and thresholds for post-2020 GHG emissions analyses. The review of the GHG analysis will confirm the appropriate use of accepted thresholds of significance considering the Center for Biological Diversity v. California Department of Fish and Wildlife (Newhall Ranch), and Golden Door Properties, LLC v. County of San Diego/Sierra Club, LLC v. County of San Diego (2018) 27 Cal.App.5th 892. PlaceWorks will review that the technical modeling assumptions for construction and operational activities were conducted in accordance with the South Coast AQMD methodology, include an internal consistency evaluation of the modeling assumptions with the project description and traff ic report, and evaluate recommended measures to reduce significant impacts of the project (if needed). PlaceWorks will summarize the findings in a memorandum. This scope of work assumes no more than one round of peer review and comment.

Biological Resources
ECORP will conduct a peer review of the Biological Resources Assessment, Jurisdictional Delineation, and MSHCP Consistency Analysis Report (June 2024) prepared by Jennings Environmental, LLC. The report will be evaluated to determine if appropriate standar d methods 1295

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and applicable agency protocols were used to complete the studies. Requirements for additional studies or analyses will be determined and, if applicable, noted in the review , but will not be conducted by ECORP under this scope of work. Conclusions, impacts, significance thresholds, recommendations, and mitigation measures will be reviewed for technical requirements and content, and a determination will be made as to whether th ey are in conformance with all the California Environmental Quality Act (CEQA) and Multiple Species Habitat Conservation Plan (MSHCP) guidelines. Any identified mitigation measures recommended to avoid potential impacts or reduce them to a less than significant level will also be reviewed. A summary of the findings will be provided to t he City in a brief letter report. ECORP will provide one electronic copy (PDF) of the report delivered by email.

Costs for this task include peer review of the report prepared for the proposed p roject and preparation of a comment letter. It is assumed that the report will require minimal comments from ECORP’s Senior Biologist. No survey work, coordination with regulatory agencies, preparation of permit applications, or other reporting outside of what is described above is included in this task. ECORP assumes one round of review of the technical report will be necessary.

Noise
Chris Shields, Senior Associate – Noise and Vibration, will conduct a third -party technical review of the noise technical study and associated modeling prepared for the proposed project. The review will confirm the use of accepted thresholds of significance, confirm that the technical modeling assumptions for construction and operational activities were conducted in accordance with industry standards and best practices evaluate internal consistency between the modeling assumptions and the project description and traffic report, and review recommended measures to reduce significant impacts of the project (if necessary). PlaceWorks will summarize the findings of the third -party technical evaluation in a memorandum. The technical analysis for noise is assumed to be complete and contain all information necessary to adequately evaluate impacts associated with the proposed project. This scope of work assumes one (1) round of peer review and comment.

Deliverable(s):
− CEQA adequacy review technical memorandum to be provided for AQ/GHG, Biological Resources, and Noise
TASK 3 – ADMINISTRATIVE DRAFT IS/MND
PlaceWorks will prepare an Initial Study with the latest CEQA Appendix G checklist that will include a description of the proposed project and detailed analysis of each of the project phases and their respective impacts on the below environmental areas:

Aesthetics
Agriculture and Forestry Resources
Air Quality
Biological Resources
Cultural Resources
Hazards and Hazardous Materials
Hydrology/Water Quality
Land Use and Planning
Mineral Resources
Noise
Transportation
Tribal Cultural Resources
Utilities and Service Systems
Wildfire
Mandatory Findings of Significance
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Energy
Geology and Soils
Greenhouse Gas Emissions
Population and Housing
Public Services
Recreation
The IS /MND will include detailed explanations of all CEQA checklist determinations and discussions of potential environmental impacts. The analysis shall be in accordance with Sections 15063, 15070 and 15072 of the CEQA Guidelines. The IS/MND will identify and discuss the project location, environmental setting, existing uses onsite and in the vicinity, a project description, relevant background/history information, and previous environmental documentation, as applicable.

The IS/MND will be prepared utilizing the City’s preferred format. A discussion of the existing environmental baseline conditions will be provided for each issue area. The IS/MND will identify and evaluate the following: (1) potentially significant impacts ; (2) potentially significant impacts unless mitigated; (3) less than significant impacts; and (4) issues resulting in no impacts. The IS will consider relevant direct, indirect, and cumulative impacts . Findings will be clearly substantiated for each check list question to explain the basis for the assessment of No Impact, Less Than Significant Impact, Less Than Significant with Mitigation Incorporated, or Potentially Significant Impact. The IS/MND will identify mitigation measures, where applicable, to reduce impacts to less than significant, as well as identify conditions that future development applications would have to comply with per the City’s direction.

The analysis will be based on available literature, including but not limited to the City’s newly adopted General Plan and Municipal Code; consultation with local public service and utility providers; and technical analyses listed above. PlaceWorks will submit the first screen check draft IS/MND to the City for review and comment . PlaceWorks will respond to the first screen check draft of the City and applicant.

TASK 4 – PUBLIC DRAFT IS/MND
PlaceWorks will revise the screen check draft IS/MND and prepare the Public Review Draft IS/MND and will submit a “proof” draft to the City for approval prior to release for the 30 -day public review period. This task includes preparation of the Notice of Availability (NOA) for Public Review. PlaceWorks will prepare and submit the NOC to the State Clearinghouse and the NOA to the City for proper noticing and distribution. In addition, PlaceWorks will draft an Agency Letter, similar in text to the NOA, and mail the information to allow agenci es to review the project information from the City’s website. The state requires that all submittals to the Office of Land Use and Climate Innovation (LCI) to be electronic. PlaceWorks will prepare all submittals for upload to the state site and will print 5 copies of the IS/MND, if needed.

TASK 5 – RESPONSE TO COMMENTS, MMRP & NOD
Upon completion of the public review period, PlaceWorks will provide written responses to written comments received on the Draft IS/MND during the public review period . Following City review of the Responses to Comments, PlaceWorks will make final revisions based on one round of City comments. The estimate of the level of effort in responding to comments is based on a low level of public controversy.
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PlaceWorks will respond to one round of comments from the City and will revise the responses prepared as needed . PlaceWorks will make final revisions to the response to comments and IS/MND, as appropriate. PlaceWorks will prepare a “proof” Final IS/MND for approval by the City.

The Final IS/MND will include the responses to comments, any text changes to the IS/MND shown in strikeout/underline format, and the Mitigation Monitoring and Reporting Program (MMRP).

Mitigation Monitoring and Reporting Program
A MMRP will be developed by PlaceWorks for all mitigation measures identified because of significant project impacts. The MMRP will include a framework to implement the monitoring program including monitoring qualifications, specific monitoring activities, timing of monitoring activities, and a reporting system. The MMRP will be prepared for inclusion in the staff report as required by the City.

Notice of Determination
PlaceWorks will prepare a Notice of Determination (NOD) for the project, based on the findings of the Initial Study/Mitigated Negative Declaration. PlaceWorks assumes the City will file the NOD with the County Clerk within 5 business days of project approval and adoption of the MND.

PlaceWorks also assumes the City, or the applicant, will be responsible for all filing fees.

TASK 6 – PROJECT MEETINGS AND PUBLIC HEARINGS
Project meetings and hearings include, but are not limited to, the following:
» Conference Call Meeting with City staff to review comments on Administrative Draft Initial Study #1
» Meeting with City staff to responses to comments
» AB 52 Consultation Calls (Typically two Tribes)
» Planning Commission Hearing
» City Council Hearing
Additional meeting attendance by PlaceWorks will be billed on a time- and-materials basis in accordance with the hourly rates for the personnel involved.

TASK 7 – PROJECT MANAGEMENT AND COORDINATION
PlaceWorks’ project manager will coordinate closely with the City, public agencies, and the project team to ensure that the CEQA documents are legally defensible, accurate, and useful tools for decision makers when considering the approval of the project. The project manager will be the key contact for the City and will be responsible for (1) task scheduling and assignment, management of resources, monitoring of costs, and schedule adherence; (2) consultation and coordination with local, state, and federal agencies relative to the environmental document and the environmental review process; (3) coordination and communications with the project team to ensure that City policies, procedures, and any applicable codes are complied with and, where applicable, are incorporated into the environmental documents; (4) ensuring that the environmental review process satisfies the statutes and guidelines of CEQA and the City’s CEQA 1298

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procedures; and (5) representing the consultant team in public meetings and project progress meetings if requested by the City.

If the schedule is extended beyond the anticipated schedule for reasons beyond the control of PlaceWorks, additional time for ongoing project management would be incurred, and an adjustment to our cost estimate may be required.

Proposed Schedule
Table 1, Proposed Schedule, provides a breakdown of the CEQA schedule. Note that the timeline does not include time for applicant or City review and revision. The CEQA schedule would begin once PlaceWorks receives the notice to proceed.

Table 1. Proposed CEQA Schedule
TASK APPROX. DURATION
WEEKS
Task 1 – Project Initiation & AB 52 3
Task 2 – Technical Study Peer Review 4
Task 3 – Admin Draft IS/MND 6
Task 4 – Public Review Draft & Distribution 6
Task 5 – Response to Comments, MMRP & NOD 4
Task 6 – Project Meetings and Public Hearings Ongoing
Task 7 – Project Management and Coordination Ongoing
Approximate Total Time from Authorized Start Date 23 b
a prepared concurrent with other tasks and does not affect schedule. b does not include review time by City or Applicant

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Cost Estimate
The proposed fee assumes the preparation of one Initial Study to support either a Negative Declaration or Mitigated Negative Declaration for the project. PlaceWorks projects a cost to not exceed $70,003 (see Table 2, Proposed Fee ). As previously mentioned, we are willing to refine our scope of work and associated cost estimates to best meet the City’s needs.

Table 2. Proposed Fee

TASK COST
Task 1 – Project Initiation & AB 52 $2,950
Task 2 - Technical Study Peer Review $10,488
Ecorp – Biology Subconsultant for Biological Resources Document Review $4,978 Task 3 – Admin Draft IS/MND $30,075
Task 4 – Public Draft IS/MND & Distribution $5,795
Task 5. – Response to Comments, MMRP & NOD $6,585
Task 6. - Project Meetings and Public Hearings $4,950
Task 7 – Project Management & Coordination $8,360
Subtotal: Labor $69,203

REIMBURSABLES (COPIES & MAILING ONLY)
Misc. Printing, Postage, Deliveries, Mileage $800
Subtotal: Reimbursables $800
GRAND TOTAL $70,003
Note: Budget does not include filing the NOD or the CDFW fee for filing the NOD.

Printing, postage, delivery, and mileage costs are estimates and will be charged at actual cost.

Acknowledgment
This proposal shall remain valid for a period of 90 days from the time of submittal. We look forward to working with you to bring about the successful completion of this project. If you have any questions regarding the contents of this proposal, please feel free to contact me at 858.776.554.

Thank you for the opportunity to propose on this project.

Respectfully submitted,

PLACEWORKS
Mark Teague, AICP
Managing Principal
1300

EXHIBIT “C”
Consultant Services Agreement between
PlaceWorks, Inc. and the City

1301

AGREEMENT FOR SERVICES
By and Between

THE CITY OF WILDOMAR,
a municipal corporation
and
PLACEWORKS, INC.
a California Corporation
1302

AGREEMENT FOR SERVICES

BETWEEN THE CITY OF WILDOMAR, CALIFORNIA

AND PLACEWORKS, INC

This Agreement for Services (“Agreement”) is entered into as of this 15 th day of January, 2025 by and between the City of Wildomar, a municipal corporation (“City”) and PlaceWorks, Inc., a California Corporation (“Service Provider”). City and Service Provider are sometimes hereinafter individually referred to as “Party” and hereinafter collectivel y referred to as the “Parties.”

RECITALS

A. City has sought from its established on- call CEQA Service Provider, PlaceWorks, Inc., a Scope of Services and Budget to prepare a Mitigated Negative Declaration (MND) for the Paragon Framing Project (PLN 24-0086) the performance of the services defined and described particularly in Section 2 of this Agreement.

B. Service Provider, following submission of a Scope of Services and Budget for the performance of the services defined and described particularly in Section 2 of this Agreement, was selected by the City to perform those services.

C. Pursuant to the City of Wildomar’s Municipal Code, City has authority to enter into this Services Agreement and the City Manager has authority to execute this Agreement.

D. The Parties desire to formalize the selection of Service Provider for performance of those services defined and described particularly in Section 2 of this Agreement and desire that the terms of that performance be as particularly defined and described herein.

OPERATIVE PROVISIONS
NOW, THEREFORE, in consideration of the mutual promises and covenants made by the Parties and contained here and other consideration, the value and adequacy of which are hereby acknowledged, the Parties agree as follows:

SECTION 1. TERM OF AGREEMENT.

Subject to the provisions of Section 20 "Termination of Agreement" of this Agreement, the Term of this Agreement is for the timeframe outlined in the Scope of Services (Exhibit A) or until the IS/MND is adopted by the Planning Commission.

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SECTION 2. SCOPE OF SERVICES & SCHEDULE OF PERFORMANCE. (a) Scope of Services . Service Provider agrees to perform the services set forth in Exhibit “A” “Scope of Services” (hereinafter, the “Services”) and made a part of this Agreement by this reference.
(b) S chedule of Performance. The Services shall be completed pursuant to the schedule specified in Exhibit “A.” Should the Services not be completed pursuant to that schedule, the Service Provider shall be deemed to be in Default of this Agreement. The City, in its sole discretio n, may choose not to enforce the Default provisions of this Agreement and may instead allow Service Provider to continue performing the Services.

SECTION 3. ADDITIONAL SERVICES.

Service Provider shall not be compensated for any work rendered in connection with its performance of this Agreement that are in addition to or outside of the Services unless such additional services are authorized in advance and in writing in accordance with Section 26 “Administration and Implementation” or Section 28 “Amendment” of this Agreement. If and when such additional work is authorized, such additional work shall be deemed to be part of the Services.

SECTION 4. COMPENSATION AND METHOD OF PAYMENT.
(a) Subject to any limitations set forth in this Agreement, City agrees to pay Service Provider the amounts specified in Exhibit “B” “Compensation” and made a part of this Agreement by this reference. The total compensation, including reimbursement for actual expenses, shall not exceed seventy thousand, and three dollars ($70,003), unless additional compensation is approved in writing in accordance with Section 26 “Administration and Implementation” or Section 28 “Amendment” of this Agreement. In accordance with California Government Code Section 8546.7, if the Not to Exceed Amount exceeds TEN THOUSAND DOLLARS ($10,000.00), this Agreement and the Service Provider's books and records related to this Agreement shall be subject to the examination and audit of the State Auditor, at the request of City or as part of any audit of the City, for a period of three (3) years after final payment under the Agreement. (b) Each month Service Provider shall furnish to City an original invoice for all work performed and expenses incurred during the preceding month. The invoice shall detail charges in the following categories: labor (by sub- category), travel, materials, equipment, supplies, and sub-Service Provider contracts. Sub-Service Provider charges shall be detailed in the following categories: labor, travel, materials, equipment and supplies. If the compensation set forth in subsection (a) and Exhibit “B” include payment of labor on an hourly basis (as opposed to labor and materials being paid as a lump sum), the labor category in each invoice shall include detailed descriptions of task performed and the amount of time incurred for or allocated to that task. City shall independently review each invoice submitted by the Service Provider to determine whether the work performed, and expenses incurred are in compliance with the provisions of this Agreement. In the event that no charges or expenses are disputed, the invoice shall be approved and paid according to the terms set forth in subsection (c). In the event any 1304

charges or expenses are disputed by City, the original invoice shall be returned by City to Service Provider for correction and resubmission.
(c) Except as to any charges for work performed or expenses incurred by Service Provider which are disputed by City, City will use its best efforts to cause Service Provider to be paid within forty-five (45) days of receipt of Service Provider’s correct and undisputed invoice.
(d) Payment to Service Provider for work performed pursuant to this Agreement shall not be deemed to waive any defects in work performed by Service Provider.

SECTION 5. INSPECTION AND FINAL ACCEPTANCE.

City may inspect and accept or reject any of Service Provider’s work under this Agreement, either during performance or when completed. City shall reject or finally accept Service Provider’s work within sixty (60) days after submitted to City. City shall reject work by a timely written explanation, otherwise Service Provider’s work shall be deemed to have been accepted. City’s acceptance shall be conclusive as to such work except with respect to latent defects, fraud and such gross mistakes as amount to fraud.

Acceptance of any of Service Provider’s work by City shall not constitute a waiver of any of the provisions of this Agreement including, but not limited to, Section 16 “Indemnification” and Section 17 “Insurance.”
SECTION 6. OWNERSHIP OF DOCUMENTS; EXCEPTIONS; WARRANTY Except as otherwise provided below, all documents, data, studies, drawings, maps, models, photographs and reports prepared by service provider (collectively, “Documents”) under this Agreement are City’s property. Service Provider may retain copies of such Documents as desired but will deliver all original materials to City upon City’s written notice. City agrees that use of Service Provider’s completed work product, for purposes other than identified in this Agreement, or use of incomplete work product, is at City’s own risk. Service Provider warrants that all Documents it drafts and completes pursuant to this Agreement constitute original work. Specifically, Service Provider understands and agrees that use of artificial intelligence (AI) tools including, without limitation, ChatGPT, Microsoft’s Bing Chat, Google’s Bard, and Meta’s LLM MA (Large Language Model Meta AI), in the performance of this Agreement does not constitute an original work, i.e., submitting Documents generated by such AI tools to City and representing it as Service Provider’s original work constitutes a material breach of this Agreement, constitutes a false claim, and may also violate applicable intellectual property right laws including, without limitation, United States Copyright Law. Accordingly, and notwithstanding any other provision of this Agreement as to ownership, City specifically rejects ownership of such Documents. Service Provider is required to indemnify and defend City to the fullest extent allowed by applicable law should it violate this Section.

All original maps, models, designs, drawings, photographs, studies, surveys, reports, data, notes, computer files, files and other documents prepared, developed or discovered by Service Provider in the course of providing the Services pursuant to this Agreement shall become the sole property of City and may be used, reused or otherwise 1305

disposed of by City without the permission of the Service Provider. Upon completion, expiration or termination of this Agreement, Service Provider shall turn over to City all such original maps, models, designs, drawings, photographs, studies, surveys, reports, data, notes, computer files, files and other documents.

If and to the extent that City utilizes for any purpose not related to this Agreement any maps, models, designs, drawings, photographs, studies, surveys, reports, data, notes, computer files, files or other documents prepared, developed or discovered by Service Provider in the course of providing the Services pursuant to this Agreement, Service Provider’s guarantees and warranties in Section 9 “Standard of Performance” of this Agreement shall not extend to such use of the maps, models, designs, drawings, photographs, studies, surveys, reports, data, notes, computer files, files or other documents.

All Final Work Product developed by Service Provider in the course of providing the Services pursuant to this Agreement shall become the sole property of City and may be used, reused or otherwise disposed of by City without the permission of the Service Provider. Upon completion, expiration or termination of this Agreement, Service Provider shall turn over to City all such Final Work Product if paid for by the City. This provision specifically excludes Service Providers’ work notes and drafts, which are owned by Service Provider, not City.

SECTION 7. SERVICE PROVIDER'S BOOKS AND RECORDS.
(a) Service Provider shall maintain any and all documents and records demonstrating or relating to Service Provider’s performance of the Services. Service Provider shall maintain any and all ledgers, books of account, invoices, vouchers, canceled checks, or other documents or records evidencing or relating to work, services, expenditures and disbursements charged to City pursuant to this Agreement. Any and all such documents or records shall be maintained in accordance with generally accepted accounting principles and shall be sufficiently complete and detailed so as to permit an accurate evaluation of the services provided by Service Provider pursuant to this Agreement. Any and all such documents or records shall be maintained for three (3) years from the da te of execution of this Agreement and to the extent required by laws relating to audits of public agencies and their expenditures. (b) Any and all records or documents required to be maintained pursuant to this section shall be made available for inspection, audit and copying, at any time during regular business hours, upon request by City or its designated representative. Copies of such documents or records shall be provided directly to the City for inspection, audit and copying when it is practical to do so; otherwise, unless an alternative is mutually agreed upon, such documents and records shall be made available at Service Provider’s address indicated for receipt of notices in this Agreement.
(c) Where City has reason to believe that any of the documents or records required to be maintained pursuant to this section may be lost or discarded due to dissolution or termination of Service Provider’s business, City may, by written request, require that custody of such documents or records be given to the City. Access to such 1306

documents and records shall be granted to City, as well as to its successors -in-interest and authorized representatives.

SECTION 8. INDEPENDENT CONTRACTOR.
(a) Service Provider is and shall at all times remain a wholly independent contractor and not an officer, employee or agent of City. Nothing in this Agreement may be construed to be inconsistent with this relationship or status. Service Provider shall not at any time or in any manner represent that it or any of its agents or employees are agents or employees of City. Service Provider shall have no authority to bind City in any manner, nor to incur any obligation, debt or liability of any kind on behalf of or against City, whether by contract or otherwise, unless such authority is expressly conferred under this Agreement or is otherwise expressly conferred in writing by City. (b) Service Provider shall perform all Services as an independent contractor of City and shall remain at all times as to City, a wholly independent contractor with only such obligations as are consistent with that role. Service provider shall be solely responsible for the means, methods, techniques, sequences and procedures in performance of Services. The personnel performing t he Services under this Agreement on behalf of Service Provider shall at all times be under Service Provider’s exclusive direction and control. Any terms within this Agreement regarding City directives apply to a concern the result of Service Provider’s provision of service and not the means, methods, or scheduling of the Service Provider’s work. Neither City, nor any elected or appointed boards, officers, officials, employees or agents of City, shall have control over the conduct of Service Provider or any of Service Provider’s officers, employees, or agents except as set forth in this Agreement. Service Provider shall not at any time or in any manner represent that Service Provider or any of Service Provider’s officers, employees, or agents are in any manner officials, officers, employees or agents of City. (c) Neither Service Provider, nor any of Service Provider’s officers, employees or agents, shall obtain any privileges or rights to retirement, health care or any other benefits which may otherwise accrue to City’s employees. Service Provider expressly waives any claim Service Provider may have to any such benefits, privileges or rights.

SECTION 9. STANDARD OF PERFORMANCE.

Service Provider represents and warrants that it has the qualifications, experience and facilities necessary to properly perform the Services required under this Agreement in a thorough, competent and professional manner. Service Provider shall at all tim es faithfully, competently and to the best of its ability, experience and talent, perform all Services. In meeting its obligations under this Agreement, Service Provider shall employ, at a minimum, generally accepted standards and practices utilized by persons engaged in providing services similar to the Services required of Service Provider under this Agreement. In addition to the general standards of performance set forth this section, additional specific standards of performance and performance criteria may be set forth in Exhibit “A” “Scope of Work” that shall also be applicable to Service Provider’s work under this Agreement. Where there is a conflict between a general and a specific standard of 1307

performance or performance criteria, the specific standard or criteria shall prevail over the general.

SECTION 10. COMPLIANCE WITH APPLICABLE LAWS; PERMITS AND LICENSES.

Service Provider shall keep itself informed of and comply with all applicable federal, state and local laws, statutes, codes, ordinances, regulations and rules in effect during the term of this Agreement. Service Provider shall obtain any and all licenses , permits and authorizations necessary to perform the Services set forth in this Agreement.

Neither City, nor any elected or appointed boards, officers, officials, employees or agents of City, shall be liable, at law or in equity, as a result of any failure of Service Provider to comply with this section.

SECTION 11. PREVAILING WAGE LAWS
It is the understanding of City and Service Provider that California prevailing wage laws do not apply to this Agreement because the Agreement does not involve any of the following services subject to prevailing wage rates pursuant to the California Labor Code or regulations promulgated thereunder: Construction, alteration, demolition, installation, or repair work performed on public buildings, facilities, streets or sewers done under contract and paid for in whole or in part out of public funds. In this context, “construction" includes work performed during the design and preconstruction phases of construction including, but not limited to, inspection and land surveying work.

SECTION 12. NONDISCRIMINATION.

Service Provider shall not discriminate, in any way, against any person on the basis of race, color, religious creed, national origin, ancestry, sex, age, physical handicap, medical condition or marital status in connection with or related to the performance of this Agreement.

SECTION 13. UNAUTHORIZED ALIENS.

Service Provider hereby promises and agrees to comply with all of the provisions of the Federal Immigration and Nationality Act, 8 U.S.C.A. §§ 1101, et seq., as amended, and in connection therewith, shall not employ unauthorized aliens as defined therein.

Should Service Provider employ such unauthorized aliens for the performance of the Services and should the any liability or sanctions be imposed against City for such use of unauthorized aliens, Service Provider hereby agrees to and shall reimburse City for the cost of all such liabilities or sanctions imposed, together with any and all costs, including attorneys' fees, incurred by City.

SECTION 14. CONFLICTS OF INTEREST.
(a) Service Provider covenants that neither it, nor any officer or principal of its firm, has or shall acquire any interest, directly or indirectly, which would conflict in any manner with the interests of City or which would in any way hinder Service Provider ’s performance of the Services. Service Provider further covenants that in the performance of this Agreement, no person having any such interest shall be employed by it as an 1308

officer, employee, agent or subcontractor without the express written consent of the City Manager. Service Provider agrees to at all times avoid conflicts of interest or the appearance of any conflicts of interest with the interests of City in the performance of this Agreement.
(b) City understands and acknowledges that Service Provider is, as of the date of execution of this Agreement, independently involved in the performance of non-related services for other governmental agencies and private parties. Service Provider is unaware of any stated position of City relative to such projects. Any future position of City on such projects shall not be considered a conflict of interest for purposes of this section. (c) City understands and acknowledges that Service Provider will perform non- related services for other governmental agencies and private Parties following the completion of the Services under this Agreement. Any such future service shall not be considered a conflict of interest for purposes of this section.

SECTION 15. CONFIDENTIAL INFORMATION; RELEASE OF INFORMATION. (a) All information gained or work product produced by Service Provider in performance of this Agreement shall be considered confidential, unless such information is in the public domain or already known to Service Provider. Service Provider shall not release or disclose any such information or work product to persons or entities other than City without prior written authorization from the City Manager, except as may be required by law.
(b) Service Provider, its officers, employees, agents or subcontractors, shall not, without prior written authorization from the City Manager or unless requested by the City Attorney of City, voluntarily provide declarations, letters of support, testimony at depositions, response to interrogatories or other information concerning the work performed under this Agreement. Response to a subpoena or court order shall not be considered "voluntary" provided Service Provider gives City notice of such court order or subpoena.
(c) If Service Provider, or any officer, employee, agent or subcontractor of Service Provider, provides any information or work product in violation of this Agreement, then City shall have the right to reim bursement and indemnity from Service Provider for any damages, costs and fees, including attorney's fees, caused by or incurred as a result of Service Provider’s conduct.

Service Provider shall promptly notify City should Service Provider, its officers, employees, agents or subcontractors, be served with any summons, complaint, subpoena, notice of deposition, request for documents, interrogatories, request for admissions or other discovery request, court order or subpoena from any party regarding this Agreement and the work performed thereunder. City retains the right, but has no obligation, to represent Service Provider or be present at any deposition, hearing or similar proceeding. Service Provider agrees to cooperate fully with City and to provide City with the opportunity to review any response to discovery requests provided by Service Provider. However, this right to review any such response does not imply or 1309

mean the right by City to control, direct, or rewrite said response. Service Provider shall not be held criminally or civilly liable under any Federal or State trade secret law for the disclosure of a trade secret that is made in confidence to a Federal, S tate, or local government official or to an attorney solely for the purpose of reporting or investigating a suspected violation of law or for the disclosure of a trade secret that is made in a complaint or other document filed in a lawsuit or other proceeding, if such filing is made under seal.

SECTION 16. INDEMNIFICATION.
(a) Indemnification for Professional Liability. Where the law establishes a professional standard of care for Service Provider’s services, to the fullest extent permitted by law, Service Provider shall indemnify, protect, defend and hold harmless City and any and all of its officials, employees and agents (“Indemnified Parties”) from and against any and all liability (including liability for claims, suits, actions, arbitration proceedings, administrative proceedings, regulatory proceedings, losses, expenses or costs of any kind, whether actual, alleged or threatened, including attorney’s fees and costs, court costs, interest, defense costs, and expert witness fees) arise out of, are a consequence of, or are in any way attributable to, in whole or in part, any negligent or wrongful act, error or omission of Service Provider, or by any individual or entity for which Service Provider is legally liable, including but not limited to officers, agents, employees or sub-contractors of Service Provider, in the performance of professional services under this Agreement.
(b) I
ndemnification for Other than Professional Liability. Other than in the performance of professional services and to the full extent permitted by law, Service Provider shall indemnify, protect, defend and hold harmless City, and any and all of its employees, officials and agents from and against any liability (including liability for claims, suits, actions, arbitration proceedings, administrative proceedings, regulatory proceedings, losses, expenses or costs of any kind, whether actual, alleged or threatened, including attorney’s fees and costs, court costs, interest, defense costs, and expert witness fees), where the same arise out of, are a consequence of, or are in any way attributable to, in whole or in part, the performance of this Agreement by Ser vice Provider, or by any individual or entity for which Service Provider is legally liable, including but not limited to officers, agents, employees or sub-contractors of Service Provider. (c) I
ndemnification from Sub- Service Providers. Service Provider agrees to obtain executed indemnity agreements with provisions identical to those set forth in this section from each and every sub-Service Provider or any other person or entity involved by, for, with or on behalf of Service Provider in the performance of this Agreement naming the Indemnified Parties as additional indemnitees. In the event that the Service Provider fails to obtain such indemnity obligations from others as required herein, Service Provider agrees to be fully responsible according to the terms of this section. Failure of City to monitor compliance with these requirements imposes no additional obligations on City and will in no way act as a waiver of any rights hereunder. This obligation to indemnify and defend City as set forth herein is binding on the successors, assigns or heirs of Service Provider and shall survive the termination of this Agreement or this section. 1310

(d) City’s Negligence . The provisions of this section do not apply to claims occurring as a result of City’s sole negligence. The provisions of this section shall not release City from liability arising from gross negligence or willful acts or omissions of City or any and all of its officials, employees and agents.

SECTION 17. INSURANCE.

Service Provider agrees to obtain and maintain in full force and effect during the term of this Agreement the insurance policies set forth in Exhibit “C” “Insurance” and made a part of this Agreement. All insurance policies shall be subject to approval by City as to form and content. These requirements are subject to amendment or waiver if so approved in writing by the City Manager. Service Provider agrees to provide City with copies of required policies upon request.

SECTION 18. ASSIGNMENT.

The expertise and experience of Service Provider are material considerations for this Agreement. City has an interest in the qualifications and capability of the persons and entities who will fulfill the duties and obligations imposed upon Service Provider under this Agreement. In recognition of that interest, Service Provider shall not assign or transfer this Agreement or any portion of this Agreement or the performance of any of Service Provider’s duties or obligations under this Agreement without the prior written consent of the City. Any attempted assignment shall be ineffective, null and void, and shall constitute a material breach of this Agreement entitling City to any and all remedies at law or in equity, including termination of this Agreement pu rsuant to Section 20 “Termination of Agreement.” City acknowledges, however, that Service Provider, in the performance of its duties pursuant to this Agreement, may utilize sub-contractors.

SECTION 19. CONTINUITY OF PERSONNEL.

Service Provider shall make every reasonable effort to maintain the stability and continuity of Service Provider’s staff and sub-contractors, if any, assigned to perform the Services. Service Provider shall notify City of any changes in Service Provider’s staff and sub-contractors, if any, assigned to perform the Services prior to and during any such performance.

SECTION 20. TERMINATION OF AGREEMENT.
(a) City may terminate this Agreement, with or without cause, at any time by giving thirty (30) days written notice of termination to Service Provider. In the event such notice is given, Service Provider shall cease immediately all work in progress. (b) Service Provider may terminate this Agreement for cause at any time upon thirty (30) days written notice of termination to City. (c) If either Service Provider or City fail to perform any material obligation under this Agreement, then, in addition to any other remedies, either Service Provider, or City may terminate this Agreement immediately upon written notice. 1311

(d) Upon termination of this Agreement by either Service Provider or City, all property belonging exclusively to City which is in Service Provider’s possession shall be returned to City. Service Provider shall furnish to City a final invoice for work performe d and expenses incurred by Service Provider, prepared as set forth in Section 4 “Compensation and Method of Payment” of this Agreement. This final invoice shall be reviewed and paid in the same manner as set forth in Section 4 “Compensation and Method of Payment” of this Agreement.

SECTION 21. DEFAULT.

In the event that Service Provider is in default under the terms of this Agreement, the City shall not have any obligation or duty to continue compensating Service Provider for any work performed after the date of default. Instead, the City may give notic e to Service Provider of the default and the reasons for the default. The notice shall include the timeframe in which Service Provider may cure the default. This timeframe is presumptively thirty (30) days, but may be extended, though not reduced, if circumstances warrant. During the period of time that Service Provider is in default, the City shall hold all invoices and shall, when the default is cured, proceed with payment on the invoices. In the alternative, the City may, in its sole discretion, elec t to pay some or all of the outstanding invoices during the period of default. If Service Provider does not cure the default, the City may take necessary steps to terminate this Agreement under Section 20 “Termination of Agreement.” Any failure on the part of the City to give notice of the Service Provider’s default shall not be deemed to result in a waiver of the City’s legal rights or any rights arising out of any provision of this Agreement.

SECTION 22. EXCUSABLE DELAYS.

Service Provider shall not be liable for damages, including liquidated damages, if any, caused by delay in performance or failure to perform due to causes beyond the control of Service Provider. Such causes include, but are not limited to, acts of God, acts of the public enemy, acts of federal, state or local governments, acts of City, court orders, fires, floods, epidemics, strikes, embargoes, and unusually sever e weather. The term and price of this Agreement shall be equitably adjusted for any delays due to such causes.

SECTION 23. COOPERATION BY CITY.

All public information, data, reports, records, and maps as are existing and available to City as public records, and which are necessary for carrying out the Services shall be furnished to Service Provider in every reasonable way to facilitate, without undue delay, the Services to be performed under this Agreement.

SECTION 24. NOTICES.

All notices required or permitted to be given under this Agreement shall be in writing and shall be personally delivered, or sent by telecopier or certified mail, postage prepaid and return receipt requested, addressed as follows:
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To City: City of Wildomar
Attn: City Manager
23873 Clinton Keith Rd., Suite 110
Wildomar, CA 92595
To Service Provider: PlaceWorks, Inc.

Attn: Kara L. Kosel, CFO
3 MacArthur Place, Suite # 1100
Santa Ana, CA 92707

Notice shall be deemed effective on the date personally delivered or transmitted by facsimile or, if mailed, three (3) days after deposit of the same in the custody of the United States Postal Service.

SECTION 25. AUTHORITY TO EXECUTE.

Each of the signatories hereto represents and warrants that he or she is competent and authorized to enter into this Agreement on behalf of the Party for whom he or she purports to sign. Each Party hereto agrees to defend, indemnify, and hold harmless the other Parties hereto against all claims, suits, actions, and demands, including necessary expenses of investigation and reasonable attorneys' fees and costs, arising out of claims that its signatory was not competent or so authorized to execute this Agreement.

SECTION 26. ADMINISTRATION AND IMPLEMENTATION.

This Agreement shall be administered and executed by the City Manager or his or her designated representative. The City Manager shall have the authority to issue interpretations and to make amendments to this Agreement, including amendments that commit additional funds, consistent with Section 28 “Amendment” and the City Manager’s contracting authority under the Wildomar Municipal Code.

SECTION 27. BINDING EFFECT.

This Agreement shall be binding upon the heirs, executors, administrators, successors and assigns of the Parties.

SECTION 28. AMENDMENT.

No amendment to or modification of this Agreement shall be valid unless made in writing and approved by the Service Provider and by the City. The City Manager shall have the authority to approve any amendment to this Agreement if the total compensation under this Agreement, as amended, would not exceed the City Manager’s contracting authority under the Wildomar Municipal Code. The Parties agree that the requirement for written modifications cannot be waived and that any attempted waiver shall be void. The City’s City Manager may, but is not required to, make minor amendments not affecting substantive terms without further authorization from the City Council. The City Council hereby authorizes the City Manager to execute any such amendments as required by this 1313

Agreement or that do not otherwise reduce City’s rights under this Agreement. All other amendments shall be approved by the City Council.

SECTION 29. WAIVER.

Waiver by any Party to this Agreement of any term, condition, or covenant of this Agreement shall not constitute a waiver of any other term, condition, or covenant. Waiver by any Party of any breach of the provisions of this Agreement shall not constitute a waiver of any other provision nor a waiver of any subsequent breach or violation of any provision of this Agreement. Acceptance by City of any work or services by Service Provider shall not constitute a waiver of any of the provisions of this Agreement.

SECTION 30. LAW TO GOVERN; VENUE.

This Agreement shall be interpreted, construed and governed according to the laws of the State of California. In the event of litigation between the Parties, venue in state trial courts shall lie exclusively in the County of Riverside, California. In the event of litigation in a U.S. District Court, venue shall lie exclusively in the Central District of California, in Riverside.

SECTION 31. ATTORNEY’S FEES, COSTS AND EXPENSES.

In the event litigation or other proceeding is required to enforce or interpret any provision of this Agreement, the prevailing Party in such litigation or other proceeding shall be entitled to an award of reasonable attorney's fees, costs and expenses, in addition to any other relief to which it may be entitled.

SECTION 32. ENTIRE AGREEMENT.

This Agreement, including the attached Exhibits "A" through "C", is the entire, complete, final and exclusive expression of the Parties with respect to the matters addressed therein and supersedes all other agreements or understandings, whether oral or written, or entered into between Service Provider and City prior to the execution of this Agreement. No statements, representations or other agreements, whether oral or written, made by any Party which are not embodied herein shall be valid and binding.

SECTION 33. SEVERABILITY.

If any term, condition or covenant of this Agreement is declared or determined by any court of competent jurisdiction to be invalid, void or unenforceable, the remaining provisions of this Agreement shall not be affected thereby, and the Agreement shall be read and construed without the invalid, void or unenforceable provision(s).

SECTION 34. CONFLICTING TERMS.

Except as otherwise stated herein, if the terms of this Agreement conflict with the terms of any Exhibit hereto, or with the terms of any document incorporated by reference into this Agreement, the terms of this Agreement shall control.

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EXHIBIT "A" - SCOPE OF SERVICES

I. Service Provider will perform the following Services:

A. Refer to Attached Scope of Services

II. As part of the Services, Service Provider will prepare and deliver the following tangible work products to the City:

A. Refer to Attached Scope of Services

III. During performance of the Services, Service Provider will keep the City appraised of the status of performance by delivering the following status reports:

A. Refer to Attached Scope of Services

IV. The tangible work products and status reports will be delivered to the City pursuant to the following schedule:

A. Refer to Attached Scope of Services

V. Service Provider will utilize the following personnel to accomplish the Services:

A. Refer to Attached Scope of Services

VI. Service Provider will utilize the following subcontractors to accomplish the Services:

A. Refer to Attached Scope of Services

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Thank you for this opportunity to provide our scope and cost to prepare environmental documentation for the proposed Paragon Lumber and Fabrication Project consisting of a Plot Plan.

The Final IS/MND will include the responses to comments, any text changes to the IS/MND shown in strikeout/underline format, and the Mitigation Monitoring and Reporting Program (MMRP).

PlaceWorks also assumes the City, or the applicant, will be responsible for all filing fees.

December 18, 2024 | Page 7
procedures; and (5) representing the consultant team in public meetings and project progress meetings if requested by the City.

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Table 2. Proposed Fee

Printing, postage, delivery, and mileage costs are estimates and will be charged at actual cost.

Thank you for the opportunity to propose on this project.

Respectfully submitted,

PLACEWORKS
Mark Teague, AICP
Managing Principal
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EXHIBIT "B"

COMPENSATION

I. Service Provider shall use the following rates of pay in the performance of the Services:

A. Refer to Scope of Services for Budget/Compensation

II. Service Provider may utilize sub- contractors as indicated in this Agreement. The hourly rate for any subcontractor does not exceed the amount outlined in the Scope of Services for Budget/Compensation.

III. The total compensation for the Services shall not exceed $ 70,003, as provided in Section 4 “Compensation and Method of Payment” of this Agreement.

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Exhibit C
Insurance Requirements
Service Provider shall procure and maintain, for the duration of the Agreement, insurance against claims for injuries to persons or damages to property which may arise from or in connection with the performance of the work hereunder by the Service Provider, its agents, representatives, or employees.

MINIMUM SCOPE AND LIMIT OF INSURANCE
Coverage shall be at least as broad as:

1. Commercial General Liability (CGL): Insurance Services Office Form CG 00 01 covering CGL on an “occurrence” basis, including products and completed operations, property damage, bodily injury and personal & advertising injury with limits no less than $1,000,000 per occurrence. If a general aggregate limit applies, either the general aggregate limit shall apply separately to this project/location (ISO CG 25 03 or 25 04) or the general aggregate limit shall be twice the required occurrence limit.

2. Automobile Liability: Insurance Services Office Form Number CA 0001 covering, Code 1 (any auto), or if Service Provider has no owned autos, Code 8 (hired) and 9 (non- owned), with limit no less than $1,000,000 per accident for bodily injury and property damage.

3. Workers’ Compensation insurance as required by the State of California, with Statutory Limits, and Employer’s Liability Insurance with limit of no less than $1,000,000 per accident for bodily injury or disease.
(Not required if Service Provider provides written verification it has no employees)

4. Professional Liability (Errors and Omissions) Insurance appropriate to the Service Provider’s profession, with limit no less than $2,000,000 per occurrence or claim, $2,000,000 aggregate. The Retroactive Date must be shown and must be before the date of t he Agreement or the beginning of Agreement work. Insurance must be maintained, and evidence of insurance must be provided for at least five (5) years after completion of the Agreement of work. If coverage is canceled or non- renewed, and not replaced with another claims -made policy form with a Retroactive Date prior to the Agreement effective date, the Service Provider must purchase “extended reporting” coverage for a minimum of five (5) years after completion of Agreement work. A copy of the claims reporting requirements must be submitted to the City for review.

If the Service Provider maintains broader coverage and/or higher limits than the minimums shown above, the City requires and shall be entitled to the broader coverage and/or higher limits maintained by the Service Provider. Any available insurance proceeds in excess of the specified minimum limits of insurance and coverage shall be available to the City.
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Other Insurance Provisions
The insurance policies are to contain, or be endorsed to contain, the following provisions:

The City, its officers, officials, employees, and volunteers are to be covered as additional insureds on the CGL policy with respect to liability arising out of work or operations performed by or on behalf of the Service Provider including materials, parts, or equipment furnished in connection with such work or operations. General liability coverage can be provided in the form of an endorsement to the Service Provider’s insurance (at least as broad as ISO Form CG 20 10 11 85 or both CG 20 10, CG 20 26, CG 20 33, or CG 20 38; and CG 20 37 forms if later revisions used).

Primary Coverage
For any claims related to this Agreement, the Service Provider’s insurance coverage shall be primary insurance coverage at least as broad as ISO CG 20 01 04 13 as respects the City, its officers, officials, employees, and volunteers. Any insurance or self -insurance maintained by the City, its officers, officials, employees, or volunteers shall be excess of the Service Provider’s insurance and shall not contribute with it.

Notice of Cancellation
Service Provider shall provide immediate written notice if (1) any of the required insurance policies is terminated; (2) the limits of any of the required policies are reduced; (3) or the deductible or self -insured retention is increased. In the event of any cancellation or reduction in coverage or limits of any insurance, Service Provider shall forthwith obtain and submit proof of substitute insurance.

Waiver of Subrogation
Service Provider hereby grants to City a waiver of any right to subrogation which any insurer of said Service Provider may acquire against the City by virtue of the payment of any loss under such insurance. Service Provider agrees to obtain any endorsement that may be necessary to affect this waiver of subrogation, but this provision applies regardless of whether or not the City has received a waiver of subrogation endorsement from the insurer. However, the Workers’ Compensation policy shall be endorsed wi th a waiver of subrogation in favor of the City for all work performed by the Service Provider, its employees, agents and subcontractors.

Self-Insured Retentions
Self-insured retentions must be declared to and approved by the City. The City may require the Service Provider to provide proof of ability to pay losses and related investigations, claim administration, and defense expenses within the retention. The policy language shall provide, or be endorsed to provide, that the self -insured retention may be satisfied by either the named insured or City.

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Acceptability of Insurers
Insurance is to be placed with insurers authorized to conduct business in the state with a current A.M. Best’s rating of no less than A:VII, unless otherwise acceptable to the City.

Verification of Coverage
Service Provider shall furnish the City with original Certificates of Insurance including all required amendatory endorsements (or copies of the applicable policy language effecting coverage required by this clause) and a copy of the Declarations and Endorsement Page of the CGL policy listing all policy endorsements to City before work begins. However, failure to obtain the required documents prior to the work beginning shall not waive the Service Provider’s obligation to provide them. The City reserves the right to require complete, certified copies of all required insurance policies, including endorsements required by these specifications, at any time.

Subcontractors
Service Provider shall require and verify that all subcontractors maintain insurance meeting all the requirements stated herein, and Service Provider shall ensure that City is an additional insured on insurance required from subcontractors.

Special Risks or Circumstances
City reserves the right to modify these requirements, including limits, based on the nature of the risk, prior experience, insurer, coverage, or other special circumstances. 1330

CITY OF WILDOMAR

MEETING (CCR)

CONSENT CALENDAR
Agenda Staff Report # 1.12

Meeting Date: January 15, 2025
SUBJECT:

Acceptance of FY2023-24 Measure Z Annual Report
SUBMITTED BY:

Daniel Torres
PREPARED BY:

Daniel Torres, Community Services Director

ACTION:

Approve the Measure Z Oversight Advisory Committee Annual Report for FY 2023-24.

SUMMARY:

Staff has prepared the FY 2023-2024 Annual Report for Measure Z with comments and edits by Measure Z Committee members. The final report is presented for City Council Acceptance.

BACKGROUND:

In according to reporting requirements, an annual report shall be prepared and shall contain:
(A) the amount of funds collected and expended; and (B) the status of the community park and community park facilities, programs and services funded by the tax proceeds raised pursuant to this chapter, including the costs of staff, utilities, materials, contract services and other items related to the repair and maintenance of community parks and community park facilities.

DISCUSSION:

During the August 22, 2024 meeting, the Committee chose to follow the Annual Report writing process as listed below.

1. 08-22-2024: Establishment of a Measure Z FY2023-24 Annual Report Subcommittee.

2. 11-21-2024: Provide review and comments regarding the Annual Park Inspections.

3. 12-05-2024: Review draft Annual Report which includes audited financial statements and the committee members written comments regarding the conditions of park facilities and a maintenance operations report.

FISCAL IMPACT:

This item is only for acceptance of the report and does not contain any additional appropriations or budget adjustments.

ATTACHMENTS:

ATTACHMENT A - Measure Z Annual Report FY 23-24
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CITY OF WILDOMAR
FY 2023-24
Bridgette Moore - Mayor | District 4
Ashlee DePhillippo – Mayor Pro Tem | District 5
Joseph Morabito – Council Member | District 3
Carlos Marquez- Council Member | District 1
Dustin Nigg - Council Member | District 2
Daniel York Thomas D. Jex
City Manager City Attorney
Measure Z Oversight and Advisory Committee
Nolan King – Chair
Sergio Rodriguez - Vice Chair
Kristi Bergdahl - Committee Member
James Howey - Committee Member
Timothy Underdown - Committee Member
Community Services and Parks Operations Staff
Daniel Torres, Community Services Director
Sherri Stanton, Management Analyst II
Annelle Rosales, Administrative Assistant II
Josh Cortez, Senior Maintenance Worker
Christy Bowen, Maintenance Worker II
Alejandro Cibrian, Maintenance Worker I
Paul Guerrero, Maintenance Worker I
Janet Morales, City Clerk
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TABLE OF CONTENTS
Introduction.............................................................................................................Pg. 01 Wildomar Parks Description…................................................................................Pg. 03 Maintenance and Operations Report ………………………………………………....Pg. 05 Measure Z Funded Parks Special Events ..…………………………………………..Pg. 12 Measure Z Oversight and Advisory Committee Comments Summary....................Pg. 15 Measure Z Oversight and Advisory Committee Comments ……………………...…Pg. 20 Financial Information...............................................................................................Pg. 88 1336

INTRODUCTION
The purpose of this report is to provide the City Council of the City of Wildomar with the amount of funds collected and expended, the status of the community parks and community park facilities, programs and services funded by the tax proceeds raised by Measure Z, including the costs of staff, utilities, materials, contract services and other items related to the repair and maintenance of community parks and community park facilities.

Specifically as stated in Ordinance 71 and Municipal Code section 3.18:

3.18.020 Purpose.

The tax authorized by this chapter is solely for the purpose of raising revenue to pay for the availability of and the funding, repair, operating and maintenance of community parks and community park related facilities, programs and services within the City of Wildomar.

The tax is not imposed as an ad valorem tax on real property, nor a transaction tax or sales tax on the sale of real property. The proceeds of the tax will be deposited in a special fund and shall be restricted for the purposes stated above. As such, the tax is a special tax. (Ord. 71 § 1, 2012)1

3.18.030 Use of proceeds.

Tax proceeds raised pursuant to this chapter may only be used for Wildomar community park purposes as specified in Section 3.18.020, including, but not limited to, maintaining clean public restrooms, maintaining safe playground equipment, restoring safety lighting, removing graffiti, maintaining sports fields, and maintaining landscaping and public structures situated in Wildomar community parks. Tax proceeds raised pursuant to this chapter may also be used for audit reports as set forth in this chapter. (Ord. 71 § 1, 2012)

3.18.040 Annual report.

An annual report shall be prepared and filed with the City Council of the City as provided in Sections 50075.1 and 50075.3 of the California Government Code, and shall contain:
(A) the amount of funds collected and expended; and (B) the status of the community park and community park facilities, programs and services funded by the tax proceeds raised pursuant to this chapter, including the costs of staff, utilities, materials, contract services and other items related to the repair and maintenance of community parks and community park facilities. (Ord. 71 § 1, 2012)

3.18.050 Annual audit. The Director of Finance shall cause the City’s independent auditor to perform an annual audit of the expenditure of the proceeds of the tax imposed by this chapter. (Ord. 71 § 1, 2012)
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On November 6, 2012, Wildomar residents voted and approved a $28 annual parcel tax (Measure Z) to assist in the funding of park operations and related park activities. By Statute, the passage of Measure Z triggered a number of tasks, one of which was establishing the Parks Funding Measure Z Citizen’s Oversight Advisory Committee. At the completion of the Fiscal Year 2023-24, the committee members were:

Nolan King
– Chair
Sergio Rodriguez - Vice Chair
Kristi Bergdahl - Committee Member
James Howey - Committee Member
Timothy Underdown - Committee Member
Committ
ee Meetings for FY 2023-24, were held:
• August 24, 2023
• October 03, 2023
• December 07, 2023
• February 22, 2024
• May 23, 2024
This report
includes a description of the four City of Wildomar parks, a report stating the Maintenance and Operations performed during the year, a recap of the Measure Z Funded Special Event, an inspection of the parks conditions and operations by each of the committee members and the Wildomar Measure Z Park Fund Financial Statements for the Year Ended June 30, 20 24 as provided by the independent audit firm of Roger Anderson, Malody & Scott, LLP.
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DESCRIPTION OF WILDOMAR PARKS

MARNA O'BRIEN PARK
20505 Palomar Street
The largest of
the city parks with a total of 9 acres and is often the site of many of the City’s special events. The park facilities consist of three baseball fields with spectator and player benches, two full basketball court, and two large multi -use soccer fields along with sports field lighting, a tot-lot for ages 2-5 yrs., a Little Free Library, three picnic shelters, a concrete walking trail, parking lot and permanent restrooms and a concession stand which is used for special events.

REGENCY HERITAGE PARK
20171 Autumn Oaks Place
This neighbor
hood park for the residents of Wildomar includes a tot -lot play area for ages 5-12 yrs., two basketball half courts, picnic shelters, park benches and a dog park. The park is designed with a direct access so that its facilities can be shared with neighborhood school.

WINDSONG PARK
35459 Prairie Road
This neigh
borhood park is in the Windsong area of Wildomar. The park includes tot-lot for ages 2-5 yrs., basketball court, a L ittle Free Library, concrete walkway around the perimeter of the park, picnic tables and picnic shelters.

MALAGA PARK
32038 Mission Trail
The newest of t
he city parks and it serves as a gateway to the City of Wildomar when traveling from the City of Lake Elsinore. The park amenities include a perimeter walkway, wooden shade arbors , a decorative rock feature near the Welcome to Wildomar/Malaga Park Monument, a Little Free Library, and has a beautiful view of the Cleveland National Forest Mountains .
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MAINTENANCE AND OPERATIONS SUMMARY
The daily upkeep of the four city parks is performed by contracted landscape, janitorial, and security services. These services are vital to the overall appearance and maintenance of each park locations assets. City Staff performs a daily walk thru to confirm that the parks are at an adequate service level for use.

During FY23-24 the following contractors provided routine services:
• Inland Empire Landscape
• Commercial Building Management
• AIS Security
Throughout the year larger maintenance items and projects are conducted to provide the most utility from each park location. The following pages highlight these items as well as reporting the water usage for each park.
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MARNA O’BRIEN
The regular landscape services that were performed at Marna O’Brien during this period includes weekly mowing during the warm season, leaf and debris removal during the fall season quarterly turf fertilization, shrub trimming, irrigation oversight, and upkeep of the parking lot and curbing.

For FY 23-24, Marna O’Brien received additional asset maintenance throughout the park including the playground received a replenishment of wood fiber. The foul ball netting south of softball field 3 was replaced and the three fields were graded. The blue recycling receptacles received new lids while the little free library was replaced.

REGENCY HERITAGE
The landscape contracted provide weekly services to this location that include ground cover maintenance, shrub trimming, cleaning to swale way and Trailwood Court drainage channel.

The janitorial contractor conducts a daily service that includes removal and replacing trash can liners, debris removal throughout the park, and confirming gate access during and after rain events.

The dog parks DG surface was repaired after rain events throughout the year. This year, this service was conducted by both city maintenance staff and contractors. The repairs would include the leveling and compacting any ruts created by the weather in both large and small dog park gated locations.
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WINDSONG
The landscape contractor performed weekly services that include the mowing during warm seasons, leaf and debris removal during the fall season quarterly turf fertilization, shrub trimming, and irrigation oversight.

The janitorial contractor performed daily services to Windsong Park that includes the removal and replacement of trash can liners, clearing of all debris within park, and clearing of walkway. Windsong Park’s portable restroom and handwashing station are serviced weekly.

This site did receive some additional repairs including creek maintenance, fence repair, and playground fiber replenishment.

MALAGA “GATEWAY” PARK
The landscape contractor performed weekly services the include shrub trimming, DG walkway maintenance, and irrigation oversight.

The janitorial contractor provides daily services that include removal and replacement of trash can liners, debris removal throughout the site, and DG walkway upkeep.

There was no additional maintenance services conducted on this site. 7 1343

WATER USAGE
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WATER USAGE
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WATER USAGE
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WATER USAGE
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MEASURE Z FUNDED SPECIAL EVENTS
City Sponsored Special Events for calendar year 2023 were approved by City Council during the regular meeting held on December 14, 2022. Special Event funded through Measure Z for fiscal year 2023-2024 are listed below. In 2024 all Special Events were funded through the Community Services General Fund.
2023

CITY OF WILDOMAR BIRTHDAY CELEBRATION
Saturday, July 01, 2023
Marna O’Brien Park
The City celebrated its 15 th year of
Incorporation at Marna O’Brien Park in
partnership with the Wildomar Historical
Society and bell ringing ceremony prior to
the event start. The night featured a Van
Halen Tribute band.

Event Sponsors Included:

CONCERT IN THE PARK
Saturday, July 29, 2023
Marna O’Brien Park
A long-awaited return for Concert in the
Park occurred this year with a 90’s
alternative tribute show.
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ASTRONOMY NIGHT

Saturday, August 19, 2023
Marna O’Brien Park
The all-time favorite Astronomy Night
was held for a summer night edition in
partnership with the Temecula Valley
Astronomers.

Sponsors Included:

MARIACHI NIGHT

Saturday,
September 16, 2023
Marna O’Brien Park
A community favorite, Mariachi Night was
held at Marna O’Brien Park with
participants partaking in live mariachi
themed music, food trucks and activities.

PICNIC IN THE PARK

Saturday,
September 30, 2023
Marna O’Brien Park
This event provides activities for adults
with special need. This year INCLUDE
EDUCATION provided interactive robotic
activities prior to the movie, “Big Hero
Six” being presented.

Sponsors Included:

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TRUNK OR TREAT

Saturday, October 21, 2023
Marna O’Brien Park
The City has partnered wit h Southwest
Health Care to provide the community
with a robust trunk or treat event. The
event included live music, entertainment,
and a multitude of vendor booths from
businesses and organizations within the
valley. Participants were encouraged to
wear their Halloween costumes.

VETERANS DAY EVENT

Saturday, November 11, 2023
Marna O’Brien Park
In partnership with American Legion Post
200 and VFW Post 1508, the City
presented a family event to honor those
who services in the US Armed Forces
with live music, car show, and a free hot
dog or hamburger lunch.

Sponsors Included:

BREAKFAST WITH SANTA

Saturday, December ,2023
Marna O’Brien Park
The annual Breakfast with Santa was
held at Marna O’Brien with breakfast
served by Wildomar Rotary. Families
were able to take photos with Santa and
receive a digital copy.

Sponsors Included:

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MEASURE Z'S OVERSIGHT AND ADVISORY

COMMITTEE MEMBER COMMENTS
Consistent with the requirements of City of Wildomar Municipal Code 3.18.040 – Annual Report, the following are comments from the Committee (presiding at 6-30-2021) regarding “…(a) the amount of funds collec ted and expended, and (b) the status of the community park and community park facilities, programs and services funded by the tax proceeds raised pursuant to this chapter, including the costs of staff, utilities, materials, contract services and other items related to the repair and maintenance of community parks and community park facilities.”
The first installment of this section is a summary of the combin ed Advisory Committee Member comments for each park location . The later pages are comments from the below listed committee members. The committee members provided their inspections of park locations after the transition of Kathleen Kovich and Shelia Urlaub.

ATTACHMENT A – Kristi Bergdahl
ATTACHMENT B – James Howey
ATTACHMENT C – Timothy Underdown
ATTACHMENT D – Sergio Rodriguez

15 1351
City of Wildomar
Measure Z - Parks Annual Inspection
FY 23-24 Summary
Marna O'Brien Park

KRISTI JAMES NOLAN SERGIO TIMOTHY

BERGDAHL HOWEY KING RODRIGUEZ UNDERDOWN
Rating Rating Rating Rating Rating
1 Landscape Detail

1.1 Turf Maintenance E B - A B

1.2 Shrub Gardens A A - E A

1.3 Trees E A - E A

1.4 Baseball Diamonds/
Dugouts/Bleachers E A - A A
2 Structural Detail

2.1 Building Appearance A A - A B

2.2 Restrooms A A - A A

2.3 Snack Bar Area E A - A B

2.4 Gazebos E A - A A

2.5 Playground A A - E A

2.6 Water Tower E A - E A

2.7 Fencing E A - E A
3 Park Assets

3.1 Basketball Courts E A - - A

3.2 Exercise Equipment E A - A A

3.3 Parking Lot E A - E B

3.4 Light Poles - A - E A

3.5 Picnic Tables and Benches E B - A A

3.6 Drinking Fountains E A - E B

3.7 Trash Cans E A - E A

3.8 Dog Bag Dispenser - A - E A

3.9 Little Free Library E A - E A
*Rating
E - Excellent A- Average B - Below Average P - Poor 16 1352
City of Wildomar
Measure Z - Parks Annual Inspection
FY 23-24 Summary
Windsong Park

KRISTI JAMES NOLAN SERGIO TIMOTHY

BERGDAHL HOWEY KING RODRIGUEZ UNDERDOWN
Rating Rating Rating Rating Rating
1 Landscape Detail

1.1 Turf Maintenance E A - E A

1.2 Shrub Gardens A A - E A

1.3 Trees E A - E A

1.4 Creek Garden A B - E A
2 Structural Detail

2.1 Gazebos E A - A A

2.2 Playground - A - E A

2.3 Trash Cans E A - E A

2.4 Fencing E A - E A
3 Park Assets

3.1 Basketball Courts A A - A A

3.2 Light Poles A A - E A

3.3 Picnic Tables and Benches E A - A A

3.4 Dog Bag Dispenser E A - E A

3.5 Rocks - A - E A

3.6 Little Free Library E A - E A
*Rating
E - Excellent A- Average B - Below Average P - Poor 17 1353
City of Wildomar
Measure Z - Parks Annual Inspection
FY 23-24 Summary
Heritage Regency Park

KRISTI JAMES NOLAN SERGIO TIMOTHY

BERGDAHL HOWEY KING RODRIGUEZ UNDERDOWN
Rating Rating Rating Rating Rating
1 Landscape Detail

1.1 Groundcover Maintenance - P - E A

1.2 Shrub Gardens - A - E A

1.3 Trees - A - E A

1.4 Swale - P - A E
2 Structural Detail

2.1 Gazebos - B - A P

2.2 Shade Structure - B - E A

2.3 Playground - A - E B

2.4 Dog Park - A - A A

2.5 Fencing - A - E A
3 Park Assets

3.1 Basketball Courts - B - E A

3.2 Picnic Tables and Benches - B - A B

3.3 Trash Cans - A - E A

3.4 Dog Bag Dispenser - A - E A
*Rating
E - Excellent A- Average B - Below Average P - Poor 18 1354
City of Wildomar
Measure Z - Parks Annual Inspection
FY 23-24 Summary
Malaga Park

KRISTI JAMES NOLAN SERGIO TIMOTHY

BERGDAHL HOWEY KING RODRIGUEZ UNDERDOWN
Rating Rating Rating Rating Rating
1 Landscape Detail

1.1 Groundcover and Tree
Maintenance - A - E A

1.2 Shrub Gardens - A - E A

1.3 DG Walkway - A - E A
2 Structural Detail

2.1 Shade Structures - A - E A

2.2 Signage - E - E A

2.3 Fencing - A - E A
3 Park Assets

3.1 Benches and Trash Cans - A - E A

3.2 Little Free Library - A - E A
*Rating
E - Excellent A- Average B - Below Average P - Poor 19 1355

ATTACHMENT A
Measure Z Oversight Advisory Committee
July 2023 - June 2024
Wildom
ar parks annual inspections
conducted by the presiding committee members:

Kristi Bergdahl
20 1356
City of Wildomar
Measure Z Ov
ersight Advisory Committee
Wildomar Parks
Annual Inspection Guide
2023 / 2024
Nolan King - Chair
Sergio Rodriguez - Vice Chair
Kristi Bergdahl - Committee Member
James Howey - Committee Member
Timothy Underdown - Committee Member
21 1357
Marna O’Brien Park
20505 Palomar Street
Wildomar, CA. 92595

1.0 LANDSCAPE DETAIL
The landscape detail consists of areas that are covered by turf, trees, shrubs, and bark. This detail also includes the baseball diamonds and dugouts. Majority of these locations are maintained by the parks landscape contractor.

1.1 Turf Mai
ntenance
“Field” turf used by baseball, football, and soccer leagues. “Park” turf found alongside the Gazebos and Tot lots.

Comments
:_______________________________________________
_____________________________________________________

1.2 Shrub Gar
dens
The shrub gardens are located throughout perimeter of the park and parking lot.

Comments
:_______________________________________________
_____________________________________________________

1.3 Trees
This section pertains to the overall health and appearance of the trees on this park site.

Comments:_______________________________________________ _____________________________________________________

1.4 Baseba
ll Diamonds / Dugouts / Bleachers
There are 3-Baseball Diamonds; each with 2-Dugout and spectator bleachers.

Comments:_______________________________________________ _____________________________________________________
22 1358

2.0 STRUCTURAL DETAIL
The structural detail pertains to the building located in the center of the park. The building contains two restrooms, a snack bar, and picnic benches. Also included in this detail are 3- Gazebos, Playground and Water Tower.

2.1 Building Appearance
This pertains to the overall appearance of the building such as paint, doors, benches, stainless roll-up doors, vents, and rain gutters.

Comments: _______________________________________________ _____________________________________________________

2.2 Restrooms
Men’s: 2-stalls and 1- urinal with 2-sinks
Women’s: 3-stalls with 2-sinks

Comments:_______________________________________________ _____________________________________________________

2.3 Snack Bar Area
This area contains 2-roll up doors with counter tops and 4-Picnic Tables / Benches.

Comments:_______________________________________________ _____________________________________________________

2.4 Gazebos
There are 3-Gazebos at this location; each with 2-Picnic Tables w/ Benches, BBQ’s, and Trash Can.

Comments:_______________________________________________ _____________________________________________________

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2.5 Playground
The Playground is for the age group of 2-5 years old.

Comments:_______________________________________________ _____________________________________________________

2.6 Water Tower
The Water Tower is in the center of the parking lot in front of the building structure.

Comments:_______________________________________________ _____________________________________________________

2.7 Fencing
This consists of the vinyl fencing located along Palomar Street.

Comments:_______________________________________________ _____________________________________________________

3.0 PARK ASSETS
This category consists of park play equipment, water fountains, benches and trash containers.

Most of these items are serviced by the janitorial contractor.

3.1 Basketball Courts
This park contains 2-courts with 4-hoops on a Plexi-pave surface.

Comments:_______________________________________________ _____________________________________________________

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3.2 Exercise Equipment
This location has 3-exercise devices around the Park Turf area.

Comments:_______________________________________________ _____________________________________________________

3.3 Parking Lot
The parking lot has two entrances from Palomar and may hold up to 149 vehicles.

Comments:_______________________________________________ _____________________________________________________

3.4 Light Poles
The 71 light poles vary from 14 -20 feet tall with a plastic base cover. The poles are located throughout the park.

Comments:_______________________________________________ _____________________________________________________

3.5 Picnic Tables and Benches
The Picnic Table are in the Gazebos, Snack Bar, and Park Turf.

The Bench are located around the Basketball Court, and Playground.

Comments:_______________________________________________ _____________________________________________________

3.6 Drinking Fountains
The drinking fountains are located by the Snack Bar and Basketball Courts.

Comments:_______________________________________________ _____________________________________________________

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3.7 Trash Cans
The Trash Cans are located at the Gazebos, Playground, Snack Bar, Basketball Court and Field Turf walkway.

Comments:_______________________________________________ _____________________________________________________

3.8 Dog Bag Dispenser
There are 3 – Dispensers in this park which are located around the Field Turf walkway.

Comments:_______________________________________________ _____________________________________________________

3.9 Little Free Library
The little free library is located between the parking lot and basketball courts.

Comments:_______________________________________________ _____________________________________________________

26 1362
Windsong Park
35459 Prairie Road
Wildomar, CA. 92595

1.0 LANDSCAPE DETAIL
The landscape detail consists of areas that are covered by turf, trees, shrubs, and bark. This detail also includes the creek behind the chain link fence on the west side of the park. These areas are maintained by the parks landscape contractor.

1.1 Turf Maintenance
The turf at this park site is irrigated with reclaimed / recycled water from EVMWD.

Comments:_______________________________________________ _____________________________________________________

1.2 Shrub Gardens
The Shrub Gardens are located on the perimeter of this park site.

Comments:_______________________________________________ _____________________________________________________

1.3 Trees
This section pertains to the overall health and appearance of the tree on this park site.

Comments:_______________________________________________ _____________________________________________________

1.4 Creek Garden
This area is not accessible to the public. It is sectioned off by 450 linear feet of fencing.

Comments:_______________________________________________ _____________________________________________________

27 1363

2.0 STRUCTURAL DETAIL
This detail is based on the structures that are on this park location which consists of the Playground and 3-Gazebos.

2.1 Gazebos
There are 3-Gazebos at this location, Picnic Tables, BBQ’s, and Trash Can. The Gazebo closest to the creek has 2-BBQ grills but does not contain any Picnic Tables to reduce vandalism and after hours usage.

Comments:_______________________________________________ _____________________________________________________

2.2 Playground
The playground is for the age group of 2-5 years old.

Comments:_______________________________________________ _____________________________________________________

2.3 Trash Cans
The Trash Cans are in each of the Gazebos.

Comments:_______________________________________________ _____________________________________________________

2.4 Fencing
This Park location is sectioned off by chain link fencing. This detail consists of 450 linear feet that separate the west side creek, and 41 linear feet at the south entry.

Comments:_______________________________________________ _____________________________________________________
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3.0 PARK ASSETS
This category consists of park play equipment, benches, tables, and landscape features. Most of these items are serviced by the janitorial contractor.

3.1 Basketball Court
This park contains 1-court with 2-hoops on a Plexi-pave surface.

Comments:_______________________________________________ _____________________________________________________

3.2 Light Poles
The 3-light poles on this location are 14ft tall and require a plastic base cover. The poles are found on the west side along the fence line.

Comments:_______________________________________________ _____________________________________________________

3.3 Picnic Tables and Benches
The Picnic Table are in the Gazebos.

The Bench are located at the North Entry, and South of Playground.

Comments:_______________________________________________ _____________________________________________________

3.4 Dog Bag Dispenser
There are 2 – Dispensers in this that are located at each entrance.

Comments:_______________________________________________ _____________________________________________________
29 1365

3.5 Rocks
Surrounding the east side (Prairie Road) of this park location. There are 38 rocks that act as décor and safety barrier.

Comments:_______________________________________________ _____________________________________________________

3.6 Little Free Library
The little free library is located under the sycamore tree north of the playground.

Comments:_______________________________________________ _____________________________________________________

30 1366
Heritage Regency Park
20171 Autumn Oak Place
Wildomar, CA. 92595

1.0 LANDSCAPE DETAIL
The landscape detail consists of areas that are covered by groundcover, trees, shrubs, and the swale that runs along the entire park. These areas are maintained by the parks landscape contractor.

1.1 Groundcover Maintenance
This pertains to the 30,248 sq. ft. of vegetation that acts as groundcover. The reasoning behind the vegetation growth is to prevent dirt from washing into the swale during rain or rain runoff.

Comments:_______________________________________________ _____________________________________________________

1.2 Shrub Gardens
The shrubs area consists of hillside that is located around the northern walls and southern wall from the Dog Park.

Comments:_______________________________________________ _____________________________________________________

1.3 Trees
This pertains to the over health and appearance of the trees located on this park site.

Comments:_______________________________________________ _____________________________________________________

1.4 Swale
This area pertains to the drain that runs along the 950 linear feet of park. 31 1367

Comments:_______________________________________________ _____________________________________________________

2.0 STRUCTURAL DETAIL
This detail is based on the structures on this site that consist of the Playground, Gazebos and Shade Structure.

2.1 Gazebos
There are 2-Gazebos at this location; each with 3-Picnic Tables and Trash Can.

Comments:_______________________________________________ _____________________________________________________

2.2 Shade Structure
The shade structure is in the center of the park with 3-Picnic Tables.

Comments:_______________________________________________ _____________________________________________________

2.3 Playground
The Playground is labeled for the age group of 5 -12 years old.

Comments:_______________________________________________ _____________________________________________________

2.4 Dog Park
This area pertains to the 12,177sqft. of DG that is split into two separate sections:

Large Dogs and Small Dogs.

Comments:_______________________________________________ _____________________________________________________
32 1368

2.5 Fencing
Most of this park is enclosed by chain link fencing. The Dog Park sectionals are also enclosed by black vinyl coated fencing.

Comments:_______________________________________________ _____________________________________________________

3.0 PARK ASSETS
This category consists of park assets that require maintenance or servicing.

3.1 Basketball Court
This park contains 2-half courts with 2-hoops on a concrete surface.

Comments:_______________________________________________ _____________________________________________________

3.2 Picnic Tables and Benches
The Picnic Tables are in Gazebos, and Shade Structure
The Benches are located around the Playground, East Walkway, Large Dog Park, Small Dog Park

Comments:_______________________________________________ _____________________________________________________

3.3 Trash Cans
The Trash Cans are in the Gazebos, Shade Structure, and Large Dog Park

Comments:_______________________________________________ _____________________________________________________

33 1369

3.4 Dog Bag Dispenser
The Dispensers are at the Autumn Oak entrance, and Small Dog Park.

Comments:_______________________________________________ _____________________________________________________

34 1370
Malaga Park
32308 Mission Trial
Wildomar, CA. 92595

1.0 LANDSCAPE DETAIL
The landscape detail consists of areas that are covered by groundcover, trees, shrubs, and bark. This detail also includes the DG walkway. This location is maintained by the parks landscape contractor.

1.1 Groundcover and Tree Maintena nce
This pertains to the Plants and Trees located throughout the park site.

Comments:_______________________________________________ _____________________________________________________

1.2 Shrub Gardens
The shrubs area is located along south perimeter of park site.

Comments:_______________________________________________ _____________________________________________________

1.3 D G Walkway
The pathway crosses through the center of the park starting on Wildomar Road leading up to Mission Trial.

Comments:
_______________________________________________
_____________________________________________________

2.0 STRUCTURAL DETAIL
This section pertains to the Shade Structures and Concrete Sign on this park site.

2.1 Shade Structures
There are two standalone wooden pergolas.
35 1371

Comments:_______________________________________________ _____________________________________________________

2.2 Signage
This pertains to the curved concrete sign on the corner of Wildomar Road and Malaga.

Comments:_______________________________________________ _____________________________________________________

2.3 Fencing
This is pertaining to the wooden post and rope fencing along the Malaga Street.

Comments:_______________________________________________ _____________________________________________________

3.0 PARK ASSETS
This category consists of park benches, trash containers and other features. These items are serviced by the janitorial contractor.

3.1 Benches and Trash Cans
The benches and trash containers are located under each wooden pergola.

Comments:_______________________________________________ _____________________________________________________

3.2 Little Free Library
The little free library is located next to the southern shade structure.

Comments:_______________________________________________ _____________________________________________________

36 1372

ATTACHMENT B

Measure Z Oversight Advisory Committee
July 2023 - June 2024

Wildomar parks annual inspections
conducted by the presiding committee members:

James Howey
37 1373
City of Wildomar
Measure Z Ov
ersight Advisory Committee
Wildomar Parks
Annual Inspection Guide
2023 / 2024
Nolan King - Chair
Sergio Rodriguez - Vice Chair
Kristi Bergdahl - Committee Member
James Howey - Committee Member
Timothy Underdown - Committee Member
38 1374
Marna O’Brien Park
20505 Palomar Street
Wildomar, CA. 92595

1.1 Turf Maintenance
“Field” turf used by baseball, football, and soccer leagues. “Park” turf found alongside the Gazebos and Tot lots.

Comments:_______________________________________________ _____________________________________________________

1.2 Shrub Gardens
The shrub gardens are located throughout perimeter of the park and parking lot.

Comments:_______________________________________________ _____________________________________________________

1.3 Trees
This section pertains to the overall health and appearance of the trees on this park site.

Comments:_______________________________________________ _____________________________________________________

1.4 Baseball Diamonds / Dugouts / Bleachers
There are 3-Baseball Diamonds; each with 2-Dugout and spectator bleachers.

Comments:_______________________________________________ _____________________________________________________

39 1375