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, while acting in an official capacity during work hours, or while in uniform. This includes, but is not limited to, campaigning for or against a 753
City of Wildomar Personnel Rules and Regulations – Updated August 13, 2025 Page | 53 candidate or ballot measure; wearing or displaying political buttons, signs, or clothing in the workplace; and/or soliciting political contributions from other employees during work hours.
1. Use of City Resources Prohibited. The use of City resources are prohibited for the use of political activity, including, but not limited to, City funds, facilities, equipment (including printers), vehicles, electronic devices, or communication platforms.
2. Presentation of Views. Employees may not imply that their political views or activities represent the official position of the City. The use of official titles or City affiliations in political endorsements or campaigns is prohibited.
3. No Retaliation. Employees shall not be retaliated against for lawful political activity conducted on their own time and without the use of City resources.
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, 754
City of Wildomar Personnel Rules and Regulations – Updated August 13, 2025 Page | 54 which can be protected by the attorney-client privilege. Employees with such access are required to keep such information confidential.
RULE XVII. 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. Harmful 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 C AL 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. 756
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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.
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. 757
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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 XVII.E. below. If the employee does not meet the criteria set forth in Rule XVII.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 X VII.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.
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 758
City of Wildomar Personnel Rules and Regulations – Updated August 13, 2025 Page | 58 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 XVIII. 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. All salary decisions;
4. Verbal counseling, including all disciplinary actions;
5. Classifications and work assignments;
6. Policy decisions of the City Council;
7. Any d isciplinary actions under Rule X VII.B, or procedure imposing such disciplinary action;
8. Transfer to another position without a loss of pay;
9. Any aspect of the employment examination or selection process;
10. Any matter covered by law or external administrative procedure; and
11. 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 grievance. At least one conference shall be held between the employee and their immediate supervisor after the employee has expressed their 759
City of Wildomar Personnel Rules and Regulations – Updated August 13, 2025 Page | 59 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 grievant to proceed to the next step. The grievant shall be entitled to be present at all steps of the procedure.
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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 , registered mail , or email with a read receipt returned.
RULE XIX.
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 Public Employees’ Medical & Hospital Care Act 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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City of Wildomar Personnel Rules and Regulations – Updated August 13, 2025 Page | 61 RULE XX. 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 fe es, along with proof of the certification or license, to the City Manager or designee. In unusual circumstances, the City Manager may authorize the payment of the test/renewal/license fees in advance.
762
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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 XXII. DRUG- and ALCOHOL-FREE WORKPLACE POLICY
The City of Wildomar maintains a drug- and alcohol-free workplace. 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.
For additional details, employees should refer to the City’s policy regarding drugs and alcohol in the workplace will be set forth in an administrative policy.
RULE XXIII. ELECTRONIC COMMUNICATIONS POLICY
The City provides its employees with certain electronic communications devices. All technology systems, including email, internet and mobile devices , are City property and should be used for official purposes. Limited personal use may be allowed if it does not conflict with any other Personnel Rules and Regulations, City policies, or interfere with job performance or City operations. Employees shall have no expectation of privacy when using City systems, software or hardware. Employees should be aware that no computer usage, including messages transmitted or received on the computer system are private or confidential. Misuse may result in discipline up to and including termination.
The City's full policy regarding the use of electronic communications equipment will be set forth in an administrative policy.
RULE XXIV.
SOCIAL MEDIA POLICY
Employees shall not post confidential, defamatory, or inappropriate content related to City business on social media platforms. Employees may not represent their views as those of the City. Management employees and public -facing staff must exercise heightened caution due to their visibility
For additional details, employees should refer to the City’s stand-alone Social Media Policy.
763
City of Wildomar Personnel Rules and Regulations – Updated August 13, 2025 Page | 63 RULE XXV. 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 nee ded. Uniforms provided to the Facilities Contract Specialist, Senior Facilities Maintenance Worker, Maintenance Workers and Senior Maintenance Workers will be furnished to employees at the City’s expense. The City is also responsible for the maintenance, cleaning, and replacement of these uniforms, at the City’s expense.
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 XXVI.
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 or at the IRS Standard Mileage Rate for mileage reimbursement. 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 764
City of Wildomar Personnel Rules and Regulations – Updated August 13, 2025 Page | 64 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 $2 50 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 department’s designee to confirm the safety requirements are met. Verification of the safety standards can include any document showing the shoe and its safety rating, which would match the shoe on the receipt. The department’s designee 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
Senior Facilities Maintenance Worker
Maintenance Worker I/II
Senior Maintenance Worker
Field Supervisor
Maintenance Manager
Public Works Inspector I/II
Associate Engineer
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Engineering Division Manager
Principal Engineer
Building Inspector I/II
Senior Building Inspector
Building Inspection Supervisor
Chief Building Official
Code Enforcement Technician
Code Enforcement Officer I/II
Senior Code Enforcement Officer
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 XXVII.
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 766
City of Wildomar Personnel Rules and Regulations – Updated August 13, 2025 Page | 66 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 sec tions 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.
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 767
City of Wildomar Personnel Rules and Regulations – Updated August 13, 2025 Page | 67 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 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:
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City of Wildomar Personnel Rules and Regulations – Updated August 13, 2025 Page | 68 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.
769
Personnel Rules Updated August 13, 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 m y supervisor, d irector, 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]
770
City of Wildomar
Harassment, Discrimination and Retaliation
Prevention Policy
Updated August 13, 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, inclu sive 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 771
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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 A ny 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, 772
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marital status, sexual orientation, age (40 and over), pregnancy, reproductive health 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 unreaso nably 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 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 773
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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 request for accommodation for a disability, religious beliefs, or complaint filed under this policy, 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 compl aint 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.
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 implementation 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, d iscrimination, or retaliation, and appropriate remedies to any victim of harassment, discrimination, or retaliation. The City 775
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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 again st 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. 776
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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 777
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remain confidential, if the City determines in its discretion that disclosure is necessary to complete the investigation.
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 wor kplace 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 778
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employee making an intentionally false complaint is subject to disciplinary action, up to and including termination.
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: 08/13/2025
Approved by:
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Drug- and Alcohol-Free Workplace Policy
Effective August 13, 2025
I. OBJECTIVE
A. The City of Wildomar (“City”) is committed to providing a healthy and safe work environment for its employees. The purpose of this policy is to maintain a workplace that is free of drugs and alcohol and to discourage drug and alcohol abuse (“substance abuse”) by employees. There is a vital interest in maintaining safe and efficient working conditions for employees. Substance abuse is incompatible with health, safety, efficiency, and success. Employees who are under the influence of alcohol or who have any illegal drugs in their system, or who abuse legal drugs while on City premises, operating machinery, or performing City business endanger their own health and safety and the health and safety of others. Nothing in this policy limits the City Manager’s ability to approve limited exceptions in relation to alcohol consumption for special events, receptions, or business meetings, provided such use does not impair judgment or safety.
B. Substance abuse can also cause a number of other work-related problems, including absenteeism and tardiness, substandard job performance, increased workloads for coworkers, disruption to other employees, delays in the completion of work, inferior quality of service, and disruption of community rel ations. This policy governs not only the abuse of alcohol and illegal drugs but also the use and abuse of legal drugs in the workplace. Employees who use legal drugs, including prescription and over -the- counter drugs, should consult with a health care prov ider regarding the medication’s impact on work and must comply with those provisions set forth in this policy that address such use.
C. To further its interest in avoiding accidents, to promote and maintain safe and efficient working conditions for its employees, to protect its business, property, equipment, and operations, and to comply with all federal and state requirements, including, but not limited to, the Drug -Free Workplace Act of 1988 (41 U.S.C. § 8103) and the California Drug-Free Workplace Act of 1990 (Government Code § 8355), the City has established this policy concerning employee use of alcohol and drugs. As a condition of hir e and continued employment, each employee must abide by this policy. Each employee will be given a copy of this policy upon their hire.
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D. In the spirit of creating a drug- and alcohol-free work environment, nothing in the policy shall be construed to restrict City’s ability to use common sense, prudence, technology, or external resources to protect the safety of its employees, its customers, or the public, unless otherwise prohibited by law.
Nothing in this policy is intended to diminish the City’s commitment to employ qualified disabled individuals or to provide reasonable accommodation to such individuals consistent with all federal, state, and local laws.
II. APPLICABILITY
A. This policy applies to all applicants and employees of the City.
B. Certain employees may be subject to the Omnibus Transportation Employee Testing Act of 1991 (Pub. L. No. 102- 143, 105 Stat. 952, as amended) which requires alcohol and drug -testing of safety -sensitive transportation employees who are required to have a com mercial driver’s license (49 CFR Parts 40, 382, 391, 392, and 395, as amended). To comply with Department of Transportation (DOT) regulations, the City has developed specific guidelines regarding when and how drug and alcohol testing will occur, as well as provisions on rehabilitative services available to all covered employees. The specific guidelines for covered employees who are required to have a commercial driver’s license are set forth in a separate commercial driver policy.
Covered employees who are required to have a commercial driver’s license are covered by this policy except where this policy conflicts with the commercial driver policy or with the Omnibus Transportation Employee Testing Act of 1991, as amended, the Federal Highway Administration R egulations, as amended, Federal Motor Carrier Safety Administration, as amended, or any other applicable Department of Transportation City regulations governing drug testing of employees required to possess a commercial driver’s license, in which case the commercial driver policy or transportation-specific legal requirement will control.
III. DEFINITIONS
A. Controlled Substances. Any drug or substance that is classified into the five schedules or classes on the basis of its potential for abuse, accepted use, and accepted safety under medical supervision by the federal Drug Enforcement Administration. Examples of controlled substan ces include, but are not limited to, marijuana metabolites, cocaine metabolites, opiate metabolites, amphetamines, and phencyclidine (PCP).
Controlled substances may be further classified as illegal or legal drugs. 781
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B. Illegal Drugs. A controlled substance, a legal drug which has not been legally obtained, or a legal drug which was legally obtained, but that is being sold or distributed unlawfully.
C. Legal Drugs. Any drug, including any prescription drug or over- the-counter drug, that has been legally obtained and that is not unlawfully sold or distributed.
D. Abuse of any Legal Drug. Abuse of any legal drug means the use of any legal drug (i) for any purpose other than the purpose for which it was prescribed or manufactured; or (ii) in a quantity, frequency, or manner that is contrary to the instructions or recommendations of the prescribing physician or manufacturer.
E. Drug Paraphernalia . Drug paraphernalia means any device or instrument used for injecting, smoking, consuming, or otherwise administering a controlled substance/legal drug/illegal drug, which includes, but is not limited to the items set forth in California Health and Safety Code section 11364.
F. Reasonable Suspicion. Reasonable suspicion means a belief based upon objective facts, evidence, or other indicators sufficient to lead a reasonably prudent person to suspect that an employee is under the influence of drugs or alcohol so that the employee’s ability to perform t he functions of the job is impaired or reduced. For example, any of the following, alone or in combination, may constitute reasonable suspicion (this is not an exhaustive list):
1. Slurred speech;
2. Alcohol odor on breath/person;
3. Cannabis odor on breath/person;
4. Unsteady walking and movement;
5. Physical symptoms of impairment (e.g., glassy eyes, eye dilation, shaking, or erratic movement);
6. An accident involving City property that provides a reasonable basis to believe that the accident was likely to have been caused by impairment from drugs or alcohol;
7. Physical or verbal altercation;
8. Unusual behavior;
9. Job impairment;
10. Possession of alcohol, drugs, or prohibited drug paraphernalia; or
11. Information obtained from a reliable source with personal knowledge.
G. Possession. Possession means that an employee has the substance on the employee’s person or otherwise under the employee’s control. 782
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H. Under the Influence . The use or misuse of any of the following in a manner and to a degree that impairs the employee’s work performance or ability to use City property or equipment safely:
1. Any alcoholic beverage;
2. Any illegal drug or substance; or
3. Any legal drug.
I. Impaired. Diminished capacity, ability, mental acuity, or performance.
J. Safety-Sensitive Employees . Safety -sensitive employees are employees who hold safety-sensitive positions. Safety -sensitive positions are those requiring the performance of duties that present risks to self and others so that even a momentary lapse of attention can have disastrous consequences, including, but not limited to the following:
1. Positions that include interaction with children, where employees are directly responsible for protecting children, or where employees have continuous interaction or supervision that puts them in a position of influence over children.
2. Positions that include working in or around traffic.
3. Positions that have a history of drug or alcohol use include those where the City has established the existence of documented problems with drug or alcohol use by employees in a particular position or particular department.
IV. POLICY
A. No Right of Privacy.
The City respects the individual privacy of its employees. However, employee privacy does not extend to the employee’s use of City-provided equipment, supplies, or property. Employees should be aware that the terms of this policy limit their privacy in the workplace and that employees have no reasonable expectation of privacy with respect to City property, which may be searched at any time.
B. Cannabis.
The City recognizes that the State of California has legalized the use of cannabis for recreational and certain medical uses. However, under federal law, the use of cannabis remains prohibited, and cannabis remains a controlled substance. The City will not take action against an employee solely because of the employee’s lawful, off- duty use of cannabis. However, the City reserves the right to take disciplinary action under this policy, up to and including termination, when an employee is actually impaired by cannabis on duty or engages in any other conduct involving cannabis that 783
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violates this Policy. Any action involving cannabis use will be consistent with Government Code Section 12954.
C. Advance Notification To City Of Use Of Legal Drugs.
1. Use of Legal Drugs . The City recognizes that it may be necessary for employees to use legal drugs from time to time. The City also recognizes that even legal drugs can impair the employee's ability to adequately or safely perform their duties. In order to accommodate employe es who use legal drugs while helping avoid serious adverse consequences resulting from such drug use, employees are required to notify the City so that the City can determine if any work restrictions are advisable under the circumstances.
2. When Notification is Required . Employees who know or should know that their use of legal drugs might endanger their own safety or the safety of another person, might pose a risk of significant damage to the City’s property, or might interfere with their job performance or the efficient operation of the City’s business, are obligated to report such drug use to the Human Resources and Risk Manager. This includes, but is not limited to, side effects of increased drowsiness or dizziness.
The City reserves the right to have either a City -designated physician or the employee's own physician determine whether it is advisable for the employee to continue working while taking such drugs.
3. Duty to Disclose. Employees who operate or who are responsible in any way for the operation, custody, or care of the City’s property, or for the safety of other employees or other persons, have a duty to disclose the nature of their job duties to any prescribing physician or pharmacist and/or to a City physician or pharmacist and to inquire of the physician(s) or pharmacist whether their use of the prescribed drug might result in the dangers, risks, or impairment that this policy is intended to prevent.
4. Restrictions on Work. The City reserves the right to restrict the work activities of any employee who is using legal drugs or prohibit any employee from working entirely while the employee is using legal drugs.
5. Duty to Refrain from Working . No employee using legal drugs may report for or remain at work while impaired.
V. Prohibited Conduct
A. Scope. Employees may not engage in any of the prohibited conduct identified in this policy any time the employee is:
1. On City premises, in the workplace, or in uniform;
2. Conducting or performing City business, regardless of location; 784
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3. Operating or responsible for the operation, custody, or care of City vehicles, equipment, or other property; or
4. Responsible in any way for the safety of other individuals associated with the City, including, but not limited to, colleagues, management, visitors, residents, and vendors.
B. Alcohol. The following acts are prohibited, and commission of these acts may subject an employee to discipline, up to and including, termination:
1. The unauthorized use, possession, purchase, sale, manufacture, distribution, transportation, or dispensation of alcohol; or
2. Being impaired due to alcohol use.
C. Controlled Substances . The unlawful manufacture, distribution, dispensation, possession, or use of any controlled substance are prohibited, and commission of these acts may subject an employee to discipline, up to and including, termination.
D. Illegal Drugs . The following acts are prohibited, and commission of these acts may subject an employee to discipline, up to and including, termination:
1. The purchase, sale, manufacture, distribution, transportation, dispensation, use, or possession of any illegal drug or drug paraphernalia; or
2. Having any illegal drug in an employee’s system.
3. Cannabis. As it relates to testing for cannabis, consistent with Government Code section 12954, and except as otherwise required under federal law, this section shall only apply to an employee who has psychoactive cannabis metabolites in their system.
E. Legal Drugs . The following acts are prohibited, and commission of these acts may subject an employee to discipline, up to and including termination:
1. The abuse of any legal drug;
2. The purchase, sale, manufacture, distribution, transportation, dispensation, use, or possession of any legal prescription or over -the-counter drug in a manner inconsistent with law;
3. Working while impaired by the use of a legal drug in violation of this Section V;
4. Working without providing the required notice in violation of this Section V; or
5. Failure to make proper disclosure in violation of this Section V.
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VI. SUBSTANCE SCREENING
A. Job Applicants
Job applicants may be required to undergo drug and alcohol testing as a condition of employment with the City. No drug and/or alcohol test shall be administered prior to the applicant receiving a conditional offer of employment. Only positions that present a “special need” for drug and/or alcohol testing will be subject to this section. For purposes of pre -employment drug and/or alcohol testing, “ special need” includes safety-sensitive positions as defined in this policy and listed below.
1. Building Inspection Supervisor
2. Building Inspector I
3. Building Inspector II
4. Code Enforcement Manager
5. Code Enforcement Officer I
6. Code Enforcement Officer II
7. Code Enforcement Supervisor
8. Code Enforcement Technician
9. Community Services Director
10. Community Services Manager
11. Facilities Contract Specialist
12. Field Supervisor
13. Maintenance Worker I
14. Maintenance Worker II
15. Public Works Inspector I
16. Public Works Inspector II
17. Recreation Leader I
18. Recreation Leader II
19. Senior Building Inspector
20. Senior Code Enforcement Officer
21. Senior Facilities Maintenance Worker
22. Senior Maintenance Worker
23. Senior Public Works Inspector
24. Supervising Public Works Inspector
B. Employees
Current employees will be subject to drug or alcohol testing in the following circumstances:
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1. Following a determination that reasonable suspicion exists in accordance with this policy; or
2. When an employee is subject to return to duty and/or follow-up testing following an employee’s return from drug and/or alcohol rehabilitation and/or treatment.
C. Testing
1. Circumstances Warranting Testing. The City may conduct testing under any or all of the following circumstances:
a. Pre-employment testing;
b. Reasonable suspicion testing;
c. Post-accident testing; and
d. Testing authorized or required by federal or state regulations, including Department of Transportation regulations.
2. Consent. Prior to the administration of any drug and/or alcohol testing, the City’s testing provider shall attempt to obtain from the employee a completed and signed consent form. This form will document the employee’s consent in writing to examination and testing and will authorize the release of such information to the City. Refusal by the employee to sign a consent form is considered insubordination and may be independent grounds for disciplinary action, up to and including termination.
3. Interference with a Required Test or Refusal to Cooperate. An employee will be subject to the same consequences as a positive test if the employee:
a. Refuses the screening or test by engaging in behavior such as refusal to provide a urine specimen, body fluid specimen, hair, or breath sample without a valid medical explanation; a verbal declaration of refusal; or physical absence;
b. Adulterates, dilutes, contaminates, or tampers with the specimen, or attempts to do so;
c. Substitutes the specimen with that of another person, or sends an imposter to provide a specimen, or attempts to do either act;
d. Refuses to sign the required forms or documentation; e. Otherwise refuses to cooperate in the testing process in such a way that prevents conducting or completion of the test.
4. Results. If the drug screen is positive, the employee may be requested to provide, within one (1) business day of the test results, bona fide verification of a valid current prescription for the drug identified in the drug screen. The prescription must be in the employee’s name.
787
City of Wildomar
Drug- and Alcohol-Free Workplace Policy
Updated 8/13/2025
5. Cannabis. Consistent with Government Code section 12954, and except as otherwise required under federal law, the City will not screen for nonpsychoactive cannabis metabolites.
VII. CONSEQUENCES OF POLICY VIOLATIONS
Violation of this policy by any employee may result in discipline, up to and including termination, depending on the circumstances and at the sole discretion of the City.
A. Effect of Criminal Conviction
An employee who is convicted under a criminal drug statute for a violation occurring in the workplace, while conducting or performing City business regardless of location, or during any City-related activity or event will be deemed to have violated this policy.
B. Effect of a Positive Test
An employee who receives a positive test for drugs or alcohol will be in violation of this policy. An applicant who receives a positive test result for drugs or alcohol may have their conditional offer of employment rescinded and may not be hired.
C. Refusal to Test
Whenever an employee refuses an order to submit to a drug or alcohol test upon appropriate direction, the employee shall be reminded of the requirements of this policy and the disciplinary consequences for refusal. Such refusal may be considered insubordination and is grounds for disciplinary action up to and including termination.
Refusal to test includes, but is not limited to:
1. Failing to appear at the collection site in the time allotted;
2. Leaving the collection site before the testing process is completed;
3. Failing to provide a breath, urine, hair, or saliva specimen;
4. Failing to permit the observation or monitoring of specimen collection when required;
5. Failing to provide a sufficient amount of urine or breath specimen without a valid medical explanation;
6. Adulterating or diluting a urine, breath, or saliva specimen;
7. Failing or refusing to take a second test when required; and/or
8. Failing to cooperate with any part of the testing process; for example: refusing to sign the testing form when required.
788
City of Wildomar
Drug- and Alcohol-Free Workplace Policy
Updated 8/13/2025
D. Return to Duty/Follow-up Testing
Employees who violate this policy may also be required to participate in a drug and/or alcohol rehabilitation or counseling programs as a condition of continued employment. In certain instances (such as an employee who tested positive for drugs or alcohol or has successfully completed drug or alcohol rehabilitation), and solely at the City’s discretion, the City may enter into an agreement with an employee who would otherwise be disciplined to permit the employee to keep their job upon fulfilling certain re quirements pertaining to drug and/or alcohol rehabilitation, including, but not limited to, submitting to return to duty and/or follow-up testing when directed to do so by the City in accordance with this policy.
VIII. CRIMINAL CONVICTIONS
Employees must notify the City of any conviction under a criminal drug statute for a violation occurring in the workplace, while conducting or performing City business regardless of location, or during any City-related activity or event, in writing, no later than 5 days after any such conviction. For purposes of this policy, a conviction includes a finding of guilt, a plea of nolo contendre or no contest, and/or an imposition of sentence by any judicial body charged with responsibility to determine violations of federal or state criminal drug and alcohol statutes. When required by applicable law, the City will notify agencies under contract of any employee who has been convicted under a criminal drug statute for a violation occurring while conducting or performing City business, regardless of location.
IX. CONFIDENTIALITY
Disclosures made by employees to the Human Resources and Risk Manager concerning their use of legal drugs will be treated confidentially and will not be revealed to managers or supervisors unless there is an important work -related reason to do so, or discl osure is required by law. Disclosures made by employees to the Human Resources and Risk Manager concerning their participation in any drug or alcohol rehabilitation program will be treated confidentially. Laboratory reports and/or test results shall not be maintained in an employee’s general personnel file and information of this nature will be maintained in a separate confidential medical folder.
Managers and supervisors must restrict communications concerning possible violations of this policy to persons who have an important work-related reason to know. In addition, managers and supervisors must not disclose the fact of an employee's participatio n in any drug or alcohol counseling or rehabilitation program. 789
City of Wildomar
Drug- and Alcohol-Free Workplace Policy
Updated 8/13/2025
X. VOLUNTARY ASSISTANCE OR REHABILITATION
A. In General
The City encourages employees who suspect they may have alcohol or drug problems to seek voluntary assistance and rehabilitation at an early date. Accordingly, an eligible employee who decides to seek treatment or rehabilitation will not be subject to discipline solely because of seeking such treatment. However, the City reserves the right to discipline employees, up to and including termination, who are found to have engaged in activity prohibited by this policy.
B. Employee Assistance
The Employee Assistance Program (EAP) is available to assist employees in these efforts to overcome problems with drugs and/or alcohol. Information pertaining to such programs may be obtained by direct contact with the EAP agency or by contacting the Human Resources and Risk Manager.
C. Leave of Absence for Voluntary Receipt of Assistance and Rehabilitation Employees who wish to voluntarily enter and participate in an approved alcohol or drug rehabilitation program are encouraged to contact the Human Resources and Risk Manager, who will determine whether the City can accommodate the employee by providing unpaid leave to complete the program. The City reserves the right to deny such leave in accordance with applicable state or federal law if granting the leave is unreasonable or would impose an undue hardship on the City.
Policy Established: 08/13/2025
Last Revision: 08/13/2025
Approved by:
790
August 13, 2025
Presented by Emily Wolf
Personnel Rules and Regulation Updates
Harassment, Discrimination, and
Retaliation Prevention Policy Updates
New Policy: Drug- and Alcohol-Free
Workplace 791
Management Rights
Professionalism
Holidays
Administrative Leave
Remote Work Policy
City of Wildomar Personnel Rules and
Regulations
Outside Employment
Political Activity
Electronic Communications
Social Media Conduct
792
Update to Harassment, Discrimination,
and Retaliation Prevention Policy
Update definition of Retaliation
Retaliation
Taking adverse action against any employee because of the employee’s request for accommodation for a disability, religious beliefs, or complaint filed under this policy, 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.
793
Applicability
Limited Exceptions
No Expectation of Privacy
Employee Responsibilities
Prohibited Conduct
Workplace Testing
Consequences for Violations
Return-to-Work and Rehabilitation
Confidentiality
Drug- and Alcohol-Free
Workplace Policy
794
Questions
795
CITY OF WILDOMAR
REGULAR MEETING
GENERAL BUSINESS
Agenda Staff Report # 3.2
Meeting Date: August 13, 2025
SUBJECT:
Addition of Fire Safety Specialist Position
SUBMITTED BY:
Chief Dustin Reed, Fire Chief
PREPARED BY:
Paul Leach, Supervising Fire Marshal
ACTION:
Approve the addition of one Fire Safety Specialist to be provided through the Riverside County contract on behalf of the Fire Department.
SUMMARY:
This action would approve the addition of one Fire Safety Specialist to the Riverside County contract for Fire Services.
BACKGROUND:
Historically, the City of Wildomar Supervising Fire Marshal conducts weed abatement on vacant private land with the assistance of part time County contracted help. In the current fire season, the City has used a temporary employee under the County's Temporary Assignment Program (TAP). The County has indicated, however, that the program will not be available for subsequent years. The City will need to make other arrangements moving forward.
DISCUSSION:
Fire staff are confident that there will be enough work available for the City to add a full time Fire Safety Specialist. Adding one Fire Safety Specialist through the Riverside County Fire Department (RCFD) contract would assist the City with implementing the Weed Abatement Program. The Fire Safety Specialist would also assist withe annual state-mandated fire inspections, as well as annual business inspections within the City. The Fire Safety Specialist would be able to provide planning and construction oversight. Other duties would include plan review, and conducting construction inspections on fire systems, creating a more flexible, more efficient Fire Prevention Office. With the ability to perform multiple, overlapping duties, this position will also ensure continuity of service in times of attrition due to illness, vacation, and any other possible long term impacts.
Approval of the addition of a Fire Safety Specialist will prompt the County to amend the City's contract with the County of Riverside on behalf of the Fire Department. It is anticipated the contract will be brought back to Council in October for approval. Upon approval of the Contract, the County will begin recruitment for a Fire Safety Specialist with the hiring process estimated to be completed by January 2026. If all goes to plan, the Fire Safety Specialist would start no later than February 2026.
FISCAL IMPACT:
The addition of one Fire Safety Specialist through the County of Riverside Fire Department 796
would cost approximately $217,649 per year, to be split between the General Fund (75%) and Measure AA (25%). It is estimated that over time and based on workload, this position may eventually be close to cost neutral.
ATTACHMENTS:
Wildomar Safety Specialist Presentation.pdf
797
Addition of Fire Safety
Specialist Position
Paul Leach, Supervising Fire Marshal
798
Wildomar
Office of the Fire Marshal
The Wildomar Fire Marshal's Office ensures fire
safety through annual inspections, enhancing the
city's safety standards through the California Fire
Code. We aspire to set the standard for excellence
in customer service, professionalism, and
community commitment, striving to lead in risk
reduction and create a safer Wildomar.
By adding one additional Fire Safety Specialist, the
Wildomar Fire Marshal’s Office will receive the
support needed to fulfill its mission annually.
799
Wildomar Office of the Fire Marshal
Duties of the Fire Safety Specialist?
Conduct the Weed Abatement Program:
Temporarily performed by TAP employee.
Annual Inspections:
State-mandated compliance on mandated occupancies
Compliance Enforcement:
Annual inspections to ensure businesses comply with fire safety regulations and to mitigate fire risks.
Verify the functionality of fire protection systems in all buildings. Planning and Construction Oversight:
Review new construction plans to ensure adherence to fire safety standards.
Conduct construction inspections to verify compliance with building codes, fire codes, and all adopted standards.
800
Wildomar Office of the Fire Marshal
Fiscal Impact and Implementation
Fire Safety Specialist - $217,649
In time, this position should become close to cost-neutral.
Timeline:
Official request for position from the City : by September 2025 Contract agreement (City/County) to Council: October 2025 Hiring Process: Completed by January 2026
Start Date: No later than February 2026
I
801
Wildomar
Office of the Fire Marshal
In conclusion, as Wildomar continues to
experience growth, additional staffing is
imperative to effectively meet the
increasing demands of our community.
Your support in this endeavor not only aids
in fulfilling our mission but also serves as a
vital measure in ensuring the safety and
well-being of our residents.
802
Questions?
803
CITY OF WILDOMAR
REGULAR MEETING
GENERAL BUSINESS
Agenda Staff Report # 3.3
Meeting Date: August 13, 2025
SUBJECT:
Proposed Amendments to Municipal Code 12.12.010 - City
Parks and Open Space Areas
SUBMITTED BY:
Daniel Torres, Community Services Director
ACTION:
Discuss and provide direction regarding proposed amendments to Wildomar Municipal Code §
12.12.010
SUMMARY:
Wildomar Municipal Code § 12.12.010, which governs prohibitions in city parks and open- space areas, has been requested for review by Council Member Morabito. The proposed changes focus on clarifying and strengthening regulations related to (1) the standing of unoccupied vehicles and trailers, and (2) commercial solicitation, vending, and the sale of goods within these areas.
DISCUSSION:
Title 12. Streets, Sidewalks and Public Places Chapter 12.12. CITY PARKS AND OPEN- SPACE AREAS Section 12.12.010 establishes a range of prohibitions within city parks and open-space areas, including restrictions on vehicle parking, commercial activities, and other uses. Areas for discussion with its updated language are listed below.
§ 12.12.010 Prohibitions – Subsection B.5:
To leave standing for more than 144 hours any unoccupied tent or unoccupied trailer, except in areas designated for the storage of unoccupied tents and trailers.
Staff is recommending updating the language to:
To leave standing any unoccupied vehicle or trailer for a period exceeding 72 consecutive hours. A vehicle or trailer left standing for 72 hours or more at the same location shall not be relocated within a 500-foot radius from the original location with the intent to circumvent this time limit. Enforcement personnel may tag such vehicles or trailers suspected of violating this provision.
§ 12.12.010 Prohibitions – Subsection B.13:
Commercial solicitations in any manner or for any purpose therein, or to sell or offer for sale any goods, wares, or merchandise therein, or to distribute or to pass out any handbill, advertising matter or literature therein for a commercial purpose provided that the provisions of this subsection shall not be deemed nor construed to prohibit the doing of any such act by any concession operating under lease granted by the City Council;
Staff is recommending updating the language to:
Commercial solicitations in any manner or for any purpose therein, or to sell or offer for sale 804
any goods, wares, or merchandise therein, or to distribute or to pass out any handbill, advertising matter or literature therein for a commercial purpose provided that the provisions of this subsection shall not be deemed nor construed to prohibit the doing of any such act by any concession operating under lease granted by the City;
The recommended language will bring Section 12.12.010 into alignment with other city and state regulations.
FISCAL IMPACT:
No direct fiscal impact is anticipated from the adoption of these amendments.
ATTACHMENTS:
ATTACHMENT - A: Title 12. Streets, Sidewalks and Public Places Chapter 12.12. CITY PARKS AND
OPEN-SPACE AREAS
ATTACHMENT - B: Proposed Amendments to Municipal Code § 12.12.010.pdf 805
City of Wildomar, CA
§ 12.12.010 § 12.12.010
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CHAPTER 12.12
CITY PARKS AND OPEN-SPACE AREAS
§ 12.12.010. Prohibitions.
A. Within the limits of any park or open- space area belonging to or operated by the City of Wildomar, it shall be unlawful for any person to do or commit, or for any person, firm or corporation to cause or permit to be done or committed, any act specified in subsection B of this section.
B. Within the boundaries of any such park or open-space area it is unlawful:
1. To drive or otherwise operate a vehicle or to ride a bicycle upon any surface other than those appropriately signed, maintained and open to the public for purposes of such travel, except that vehicles may use such temporary parking areas as may be designated by appropriate signs. This provision does not apply to any vehicle being used for authorized City business, nor to any police or other emergency vehicle performing an authorized mission, nor to a vehicle which is within a park or open-space area pursuant to written permission of the City. This provision does not apply to any wheelchair carrying a physically incapacitated person;
2. To throw upon, along, or across any public street or driveway any snowball or any object capable of causing personal injury or damage to personal property, or to throw any such snowball or object at or toward or in the vicinity of any vehicle standing or m oving along, upon, or across any such street or driveway;
3. To hitch or pull by any vehicle upon, along or across any public street or driveway, a toboggan, sled, skis or any other type of winter sports equipment; or for any person to use a toboggan, sled, skis or any other type of winter sports equipment upon, along or across any public street or driveway; or for any person to hitch or pull by any vehicle anyone on a skateboard or skates;
4. To operate or drive any vehicle at a speed in excess of 15 miles per hour or in a reckless manner;
5. To leave standing for more than 144 hours any unoccupied tent or unoccupied trailer, except in areas designated for the storage of unoccupied tents and trailers;
6. To practice, carry on, conduct, or solicit for any trade, occupation, business, or profession; or to sell or offer for sale any merchandise, article, or anything whatsoever.
This provision shall not apply to any person acting pursuant to written authorizat ion granted by the City;
7. To cause, permit, or allow any animal owned or possessed by anyone, or any animal in the custody or control of any person, to be present except:
a. Equine animals being led or ridden under reasonable control upon a bridle path or trail authorized and provided for such purpose,
b. Equine or other animals which are hitched or fastened at a place expressly 806
City of Wildomar, CA
§ 12.12.010 § 12.12.010
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authorized and designated for such purpose,
c. Dogs or cats when caged, or when led by a cord or chain not more than six feet long, or when confined by the interior of a vehicle,
d. Dogs which have been specially trained and are being used by blind or disabled persons to aid and guide them in their movements,
e. Small pets which are continuously kept on the person of the possessor at all times, f. In connection with activities authorized by the City and in accordance with all conditions attached to such authorization,
g. Fowl or animals turned loose at the direction or with the written permission of the City;
8. To own, or have custody, possession, or control of any animal and to fail to collect, pick up, and remove all fecal matter or debris promptly after it has been deposited by the animal. This provision shall not apply to guide dogs for the blind or disabled persons;
9. To disturb the peace and quiet therein by any undue loud or unusual noise, or by tooting, blowing, or sounding any automobile siren, horn or signal or any noise -making device, or by any tumultuous conduct;
10. To cut, break, injure, deface, or disturb any tree, shrub, plant, rock, building, cage, pen, monument, fence, bench, structure, apparatus, or property; or to pluck, pull up, cut, take, or remove any shrub, bush, plant, or flower; or to mark or write upon, paint, or deface in any manner any building, monument, fence, bench, or other structure. This provision shall not apply to any employee or contractor of the City acting within the scope of such employment or contract;
11. To violate any regulation for any park or open-space area as established by the City;
12. To cut or remove, any wood, turf, grass, soil, rock, sand, gravel, or fertilizer. This provision shall not apply to any employee or contractor of the City acting within the scope of such employment or contract;
13. Commercial solicitations in any manner or for any purpose therein, or to sell or offer for sale any goods, wares, or merchandise therein, or to distribute or to pass out any handbill, advertising matter or literature therein for a commercial purpose provided that the provisions of this subsection shall not be deemed nor construed to prohibit the doing of any such act by any concession operating under lease granted by the City Council;
14. To make or kindle a fire except in stoves, fire circles, or other facilities specifically provided by the City for such purpose. No fire shall be lit or maintained between the hours of 10:00 p.m. and 6:00 a.m. except by written permission of the City;
15. To be present before or after the posted closing time, except when lawfully in attendance at an event approved by the City or as a paid camper;
16. To cook any meal except in areas authorized and provided by the City for such use; 807
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§ 12.12.010 § 12.12.010
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17. To dispose of dishwater or other waste liquids, or dispose of any garbage, empty container, or other solid waste material other than in receptacles or other facilities provided for such disposal;
18. To play or bet at or against any game which is played, conducted, dealt, or carried on with cards, dice, or other device for money, chips, shells, credit or any other thing of or redeemable for value; or to maintain or exhibit any gambling table or other instruments of gambling or gaming. This provision shall not apply to simulated gambling games or to bingo games when conducted by a nonprofit organization during fund raising events pursuant to written permission of the City and in compliance with all othe r applicable law;
19. To discharge a firearm, or play or engage in model airplane flying, driving of golf balls, archery, or any game of a hazardous nature, except at such location as shall be specifically set apart and authorized by the City for such purpose;
20. To act in a riotous, boisterous, threatening or indecent manner, or to use abusive, threatening, profane or indecent language in such a manner as to disturb the public peace or to materially disrupt the quiet enjoyment of such park or open-space area or of nearby properties;
21. To distribute any handbill or circular, or to post, place or erect any bill, notice, paper, or advertising device or matter of any kind, except pursuant to written permission of the City;
22. To hold any meeting, service, concert, exercise, parade, or exhibition without prior written authorization from the City; except that this provision shall not be construed to deprive any person of a right protected by state or federal law;
23. To hunt, frighten, chase, set a snare for, catch, injure, or maltreat any domestic or other animal, or to fish with hook and line, seine, trap, spear or net, or by any other means, in any pond, lake, stream, or water, except a place authorized and provided for such purpose. This provision shall not apply to law enforcement personnel, animal control officers, or City employees or contractors acting within the scope of their official duties or contract obligations;
24. To urinate or defecate in other than a permanent or temporary restroom; or to use any restroom, washroom, or dressing facility when it has been designated for persons of the opposite sex. This provision shall not apply to children six years of age or younger when accompanied into such facility by an adult;
25. To ride any skateboard or bicycle, except at or on locations authorized and provided for such purpose; and elsewhere within a park or open- space area skateboards shall be carried and bicycles shall be dismounted and pushed;
26. To cause the amplification of sound, except pursuant to written permission of the City and in compliance with the following condition: the location of each bandstand or gathering and the position of each loudspeaker shall be as specified in writing by the City so as to cause the least amount of disturbance to other persons, both within and without the park or open-space area.
808
City of Wildomar, CA
§ 12.12.010 § 12.12.040
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(Ord. 18 § 2, 2008, RCC § 12.28.010)
§ 12.12.020. Reservations.
A. The Community Services Director shall be responsible for scheduling and controlling the use of parks and open- space areas, or portions thereof, for the benefit of and participation by interested public and private persons and groups.
B. Persons or groups may request the City to reserve the use of a park or open- space area or portions thereof. Persons or groups from within the City shall be given priority over persons or groups from outside the City if a conflict in scheduling arises. Requests for such reservations shall be submitted to the Community Services Director upon district forms no less than 30 working days in advance of the requested reservation. The Community Services Director may permit a shorter advance request time for good cause shown. If the Community Services Director is satisfied that the request will not unreasonably interfere with the use of the park or open -space area by other persons, and without disturbing the peace of the surrounding neighborhood, then the reservation may be granted upon such conditions as the Community Services Director deems necessary.
C. The Community Services Director will issue reservation confirmations as necessary to verify the granting of such reservations. If a reservation request is denied, the Community Services Director shall specify in writing the grounds for such denial. (Ord. 18 § 2, 2008, RCC § 12.28.020)
§ 12.12.030. Enforcement.
The Community Services Director shall have the primary responsibility for enforcement of this chapter. The Police Department and other law enforcement agencies are given permission to enter the public and restricted parts of all City parks and open-space areas to maintain public order or to prevent, remedy, or take other appropriate action with regard to violations of the provisions of this chapter or of other applicable laws or regulations.
(Ord. 18 § 2, 2008, RCC § 12.28.030)
§ 12.12.040. Penalty for violation.
A. Any person convicted of a violation of this chapter shall be: (1) guilty of an infraction offense and punished by a fine of not less than $50.00 but not to exceed $100.00 for a first violation; (2) guilty of an infraction offense and punishable by a fine of not less than $100.00 for a second violation of this chapter within one year. The third and any additional violation of this chapter within one year shall constitute a misdemeanor offense and shall be punishable by a fine of not less than $500.00 but not to exceed $1,000.00 or six months in jail or both.
Notwithstanding the above, a first offense may be charged and prosecuted as a misdemeanor.
Any person violating any provision of this chapter shall be deemed guilty of a separate offense for each and every day or portion thereof during which any violation of any provision of this chapter is committed, continued, or permitted. Payment of any penalty shall not relieve an individual from the responsibility for correcting the violation.
B. In addition to any other penalty for violation of this chapter, the Community Services Director, City employees, or appropriate law enforcement officers may require the violator 809
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§ 12.12.040 § 12.12.070
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to immediately leave the park or open-space area and to remain out of all City parks and open- space areas for the remainder of the day on which the violation occurred or other appropriate period.
(Ord. 18 § 2, 2008, RCC § 12.28.040)
§ 12.12.050. Notice of prohibitions.
The Community Services Director shall give public notice of the prohibitions set forth in Section
12.12.010(B) of this chapter by posting one or more signs in appropriate places within or at the entrance to each park or open-space area for which one or more of such prohibitions apply. (Ord. 18 § 2, 2008, RCC § 12.28.050)
§ 12.12.060. Severability.
If any provision, clause, sentence, or paragraph of this chapter or the application thereof to any person or circumstances shall be held invalid, such invalidity shall not affect the other provisions or applications of the provisions of this chapter which can be given effect without the invalid provision or application; and the provisions of this chapter are declared to be severable. (Ord. 18 § 2, 2008, RCC § 12.28.060)
§ 12.12.070. Public nuisance declaration.
A violation of any provision of this chapter is declared to be a public nuisance and may be abated by the enforcement officer (or other appropriate City employee) or may be enjoined by court action filed by the health officer (or other appropriate City employee) irrespective of, and in addition to, any other remedy herein provided.
(Ord. 18 § 2, 2008, RCC § 12.28.070)
810
AUGUST 13, 2025
PROPOSED AMENDMENTS TO
MUNICIPAL CODE § 12.12.010
Daniel Torres, Community Services
811
TITLE 12. STREETS, SIDEWALKS AND PUBLIC PLACES
CHAPTER 12.12. CITY PARKS AND OPEN- SPACE AREAS
Wildomar Municipal Code § 12.12.010 governs prohibitions in city parks and open- space areas.
The proposed changes focus on clarifying and strengthening regulations related to:
• the standing of unoccupied vehicles and trailers, and • commercial solicitation, vending, and the sale of goods within these areas.
812
§ 12.12.010 PROHIBITIONS – SUBSECTION B.5:
To leave standing for more than 144 hours any unoccupied tent or unoccupied trailer, except in areas designated for the storage of unoccupied tents and trailers. 813
STAFF IS RECOMMENDING UPDATING THE LANGUAGE TO:
To leave standing any unoccupied vehicle or trailer for a period exceeding 72 consecutive hours. A vehicle or trailer left standing for 72 hours or more at the same location shall not be relocated within a 500- foot radius from the original location with the intent to circumvent this time limit. Enforcement personnel may tag such vehicles or trailers suspected of violating this provision. 814
§ 12.12.010 PROHIBITIONS – SUBSECTION B.13:
Commercial solicitations in any manner or for any purpose therein, or to sell or offer for sale any goods, wares, or merchandise therein, or to distribute or to pass out any handbill, advertising matter or literature therein for a commercial purpose provided that the provisions of this subsection shall not be deemed nor construed to prohibit the doing of any such act by any concession operating under lease granted by the City Council ;
815
STAFF IS RECOMMENDING UPDATING THE LANGUAGE TO:
Commercial solicitations in any manner or for any purpose therein, or to sell or offer for sale any goods, wares, or merchandise therein, or to distribute or to pass out any handbill, advertising matter or literature therein for a commercial purpose provided that the provisions of this subsection shall not be deemed nor construed to prohibit the doing of any such act by any concession operating under lease granted by the City;
816
QUESTIONS?
Daniel Torres, Community Services
817
CITY OF WILDOMAR
REGULAR MEETING
GENERAL BUSINESS
Agenda Staff Report # 3.4
Meeting Date: August 13, 2025
SUBJECT:
League of California Cities Annual General Business Meeting Voting Delegate and Alternate(s)
SUBMITTED BY:
Janet Morales, City Clerk
PREPARED BY:
Janet Morales, City Clerk
ACTION:
1. Ratify Council Member Morabito as the Voting Delegate, Council Member Moore as the Alternate and consider appointing one other Council Member as another alternate for the League of California Cities Annual General Business Meeting; and
2. Authorize staff to complete and submit the official Voting Delegate/Alternate form to the League of California Cities.
SUMMARY:
Annually, the City Council ratifies appointments to serve as voting members and alternates for the League of California Cities (League) Annual Business Meeting in which the League membership considers and takes action on resolutions that establish League policy.
BACKGROUND:
The City of Wildomar is a member of the League of California Cities, whose mission is to advocate, expand and protect local control for cities and towns through educational resources and advocacy to enhance the quality of life for all municipalities across the state. The League's Annual Conference and General Business Meeting, held each year, is a central event where city officials convene to vote on policy resolutions that shape the League's advocacy agenda and policy positions for the coming year. The City, as a member city, participates in this process to ensure its interests are represented at the state level.
DISCUSSION:
The League's Annual Conference will be held in Long Beach from October 8 - October 10, 2025. On the last day of the conference, the annual General Business Meeting is held in which each city will have a voting delegate represent the City.
Last December, during the annual appointments to the various Boards, Committees, and Commissions, the City Council appointed Council Member Morabito as the voting delegate and Councilmember Moore as the alternate. Per the League's established procedures and submission requirements, the formal designation of a voting delegate and alternates must be completed by City Council action and submitted to the League to ensure the City's eligibility to participate in the voting process. Staff is recommending that the City Council ratify the delegate and alternate, consider appointing a second alternate, and authorize staff to submit the official Voting Delegate/Alternate Form to the League. 818
FISCAL IMPACT:
No Fiscal Impact to appoint the Delegate and Alternate. The cost to the attend the conference is in the approved budget for FY 2025-26.
ATTACHMENTS:
1. 2025 Voting Delegate Information Packet
2. PPT Slide.pdf
819
1400 K Street, Suite 400, Sacramento, CA 95814 • 916.658.8200 • calcities.org
DATE: Wednesday, July 16, 2025
TO: Mayors, Council Members, City Clerks, and City Managers
RE: DESIGNATION OF VOTING DELEGATES AND ALTERNATES
League of California Cities Annual Conference and Expo, Oct. 8-10, 2025 Long Beach Convention Center
Every year, the League of California Cities convenes a member-driven General Assembly at the Cal Cities Annual Conference and Expo. The General Assembly is an important opportunity where city officials can directly participate in the development of Cal Cities policy.
Taking place on Oct. 10, the General Assembly is comprised of voting delegates appointed by each member city; every city has one voting delegate. Your appointed voting delegate plays an important role during the General Assembly by representing your city and voting on resolutions.
To cast a vote during the General Assembly, your city must designate a voting delegate and up to two alternate voting delegates, one of whom may vote if the designated voting delegate is unable to serve in that capacity. Voting delegates may either be an elected or appointed official.
Action by Council Required. Consistent with Cal Cities bylaws, a city’s voting delegate and up to two alternates must be designated by the city council. Please note that designating the voting delegate and alternates must be done by city council action and cannot be accomplished by individual action of the mayor or city manager alone.
Following council action, please submit your city’s delegates through the online submission portal by Wed., Sept. 24. When completing the Voting Delegate submission form, you will be asked to attest that council action was taken. You will need to be signed in to your My Cal Cities account when submitting the form.
Submitting your voting delegate form by the deadline will allow us time to establish voting delegate/alternate records prior to the conference and provide pre-conference communications with voting delegates.
Conference Registration Required. The voting delegate and alternates must be registered to attend the conference. They need not register for the entire conference; they may register for Friday only. Conference registration is open on the Cal Cities website.
Council Action Advised by September 24, 2025
820
For a city to cast a vote, one voter must be present at the General Assembly and in possession of the voting delegate card and voting tool. Voting delegates and alternates need to pick up their conference badges before signing in and picking up the voting delegate card at the voting delegate desk. This will enable them to receive the special sticker on their name badges that will admit the voting delegate into the voting area during the General Assembly.
Please view Cal Cities’ event and meeting policy in advance of the conference.
Transferring Voting Card to Non-Designated Individuals Not Allowed. The voting delegate card may be transferred freely between the voting delegate and alternates, but only between the voting delegate and alternates. If the voting delegate and alternates find themselves unable to attend the General Assembly, they may not transfer the voting card to another city official.
Seating Protocol during General Assembly. At the General Assembly, individuals with a voting card will sit in a designated area. Admission to the voting area will be limited to the individual in possession of the voting card and with a special sticker on their name badge identifying them as a voting delegate.
The voting delegate desk, located in the conference registration area of the Long Beach Convention Center in Long Beach, will be open at the following times: Wednesday, Oct. 16, 8:00 a.m.-6:00 p.m. and Thursday, Oct. 17, 7:30 a.m.-4:00 p.m. On Friday, Oct. 18, the voting delegate desk will be open at the General Assembly, starting at 7:30 a.m., but will be closed during roll calls and voting.
The voting procedures that will be used at the conference are attached to this memo.
Please share these procedures and this memo with your council and especially with the individuals that your council designates as your city’s voting delegate and alternates.
Once again, thank you for submitting your voting delegate and alternates by Wednesday, Sept. 24. If you have questions, please contact Zach Seals at [email protected].
Attachments:
• General Assembly Voting Guidelines
• Information Sheet: Cal Cities Resolutions and the General Assembly
821
1400 K Street, Suite 400, Sacramento, CA 95814 • 916.658.8200 • calcities.org
General Assembly Voting Guidelines
1. One City One Vote. Each member city has a right to cast one vote on matters pertaining to Cal Cities policy.
2. Designating a City Voting Representative. Prior to the Cal Cities Annual Conference and Expo, each city council may designate a voting delegate and up to two alternates; these individuals are identified on the voting delegate form provided to the Cal Cities Credentials Committee.
3. Registering with the Credentials Committee. The voting delegate, or alternates, may pick up the city's voting card at the voting delegate desk in the conference registration area. Voting delegates and alternates must sign in at the voting delegate desk. Here they will receive a special sticker on their name badge and thus be admitted to the voting area at the General Assembly.
4. Signing Initiated Resolution Petitions. Only those individuals who are voting delegates (or alternates), and who have picked up their city’s voting card by providing a signature to the credentials committee at the voting delegate desk, may sign petitions to initiate a resolution.
5. Voting. To cast the city's vote, a city official must have in their possession the city's voting card and voting tool; and be registered with the credentials committee. The voting card may be transferred freely between the voting delegate and alternates but may not be transferred to another city official who is neither a voting delegate nor alternate.
6. Voting Area at General Assembly. At the General Assembly, individuals with a voting card will sit in a designated area. Admission to the voting area will be limited to the individual in possession of the voting card and with a special sticker on their name badge identifying them as a voting delegate.
7. Resolving Disputes. In case of dispute, the credentials committee will determine the validity of signatures on petitioned resolutions and the right of a city official to vote at the General Assembly.
822
Sixty days before the
Annual Conference
and Expo, Cal Cities
members may submit
policy proposals on
issues of importance
to cities. The resolution must
have the concurrence of at least
five additional member cities or
individual members.
How it works: Cal Cities
Resolutions and the General Assembly
General Assembly
General Resolutions Policy Committees
Developing League of California Cities policy is a dynamic process that engages a wide range of members to ensure Cal Cities represents cities with one voice. These policies directly guide Cal Cities’ advocacy to promote local decision-making, and lobby against statewide policies that erode local control.
The resolutions process and General Assembly is one way that city officials can directly participate in the development of Cal Cities policy. If a resolution is approved at the General Assembly, it becomes official Cal Cities policy. Here’s how resolutions and the General Assembly work.
The petitioned
resolution is an
alternate method
to introduce policy
proposals during
the annual conference. The
petition must be signed by
voting delegates from 10% of
member cities, and submitted to
the Cal Cities President at least
24 hours before the beginning
of the General Assembly.
Petitioned Resolutions
The Cal Cities
President assigns
general resolutions
to policy committees
where members
review, debate, and recommend
positions for each policy proposal.
Recommendations are forwarded
to the Resolutions Committee.
Who’s who
The Resolutions Committee
includes representatives
from each Cal Cities
diversity caucus, regional
division, municipal
department, and policy
committee, as well as
individuals appointed by
the Cal Cities president.
Voting delegates
are appointed by each
member city; every city
has one voting delegate.
The General Assembly is a
meeting of the collective
body of all voting
delegates —one from
every member city.
Seven policy committees
meet throughout the year
to review and recommend
positions to take on bills
and regulatory proposals.
Policy committees include
members from each Cal
Cities diversity caucus,
regional division, and
municipal department,
as well as individuals
appointed by the Cal
Cities president.
During the General Assembly, voting delegates
debate and consider general and petitioned
resolutions forwarded by the Resolutions
Committee. Potential Cal Cities bylaws
amendments are also considered at this meeting.
Cal Cities policy
development is a member-
informed process,
grounded in the voices and
experiences of city officials
throughout the state.
For more information visit www.calcities.org/general-assembly Prior to the Annual Conference and Expo
Resolutions Committee
The Resolutions
Committee considers
all resolutions. General
Resolutions approved1 by
either a policy committee
or the Resolutions Committee are next
considered by the General Assembly.
General resolutions not approved, or
referred for further study by both a
policy committee and the Resolutions
Committee do not go to the General
Assembly. All Petitioned Resolutions
are considered by the General
Assembly, unless disqualified.2
During the Annual Conference and Expo
1 The Resolution Committee can amend a general resolution prior to sending it to the General Assembly. 2 Petitioned Resolutions may be disqualified by the Resolutions Committee according to Cal Cities Bylaws Article VI. Sec. 5(f). 823
City Council Meeting
August 13, 2025
League of California Cities Annual General Business Meeting Voting Delegate andAlternates Requested Action:
Ratify Councilmember Morabito as the voting delegate
Ratify Councilmember Moore as the alternate
Optional - appoint one additional alternate
Authorize staff to submit the Voting Form to the League Conference Date: October 8 - 10, 2025
824
CITY OF WILDOMAR
REGULAR MEETING
FUTURE AGENDA ITEMS
Meeting Date: August 13, 2025
SUBJECT:
Future Agenda Items
SUBMITTED BY:
Janet Morales
ACTION:
Title- Councilmember-Anticipated Date
1. Expand Pavement Management/Road Rehab Program for private and public roads - Marquez - Oct. 2025
2. Street Lighting Options for neighborhoods that don't currently have lighting - Marquez - In process
3. Discuss potential Public Safety Subcommittee - DePhillippo - TBD
4. Park Rental Policy - Morabito - Aug. 2025
5. Shed Setback from property line - DePhillippo - Oct. 2025
6. Collaboration with Native Plant Network - Marquez - Aug. 2025 825
CITY OF WILDOMAR
REGULAR MEETING
CONSENT CALENDAR
Agenda Staff Report # 1.1
Meeting Date: August 13, 2025
SUBJECT:
Minutes - July 9, 2025 - Regular Meeting
SUBMITTED BY:
Janet Morales, City Clerk
ACTION:
Approve the minutes as presented.
ATTACHMENTS:
1. Minutes
826
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835
/0/1/2/3/2/i255/5/2/3/2/i255/6/7/i255/8/7/9/3/10/i255/11/7/12/12/13/6/14/11/9/15/14/7/6/16/17/i255 /19/20/20/21/22/23/19/24/i255/22/26/i255/27/28/29/i255/19/30/29/31/32/19/i255/19/33/i255/20/21/29/33/29/31/27/29/32 /34/7/35/2/10/i255/8/36/i255/37/7/16/2/38/1/i255/34/7/3/9/8/14/15/7/39/i255/16/2/11/7/6/10/2/10/i255/8/36/i255/40/3/14/10/41/2/15/15/2/i255/34/7/7/3/2/i255/15/7/i255/9/38/38/3/7/35/2/i255/15/1/2 /9/41/2/6/10/9/i255/9/16/i255/38/3/2/16/2/6/15/2/10/17/i255 /34/7/15/14/7/6/i255/42/38/38/3/7/35/2/10/43/i255/44/i255/45/i255/46 /47/7/15/14/6/41/i255/48/7/3/43/i255/42/16/1/49/2/2/i255/50/2/51/1/14/49/49/14/38/38/7/52/i255/53/9/3/49/7/16/i255/34/9/3/54/13/2/55/52/i255/40/3/14/10/41/2/15/15/2/i255/34/7/7/3/2/52/i255/37/7/16/2/38/1 /34/7/3/9/8/14/15/7
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/i255/10/9/15/2/10/i255/71/45/65/45/64/46/64/65/i255/14/6/i255/15/1/2/i255/9/12/7/13/6/15/i255/7/68/i255/72/64/52/73/62/65/17/64/73 /64/17/i255/67/9/3/3/9/6/15/i255/66/2/41/14/16/15/2/3/i255/10/9/15/2/10/i255/71/45/62/64/45/64/46/64/65/i255/14/6/i255/15/1/2/i255/9/12/7/13/6/15/i255/7/68/i255/72/44/52/74/73/46/17/74/44 /75/17/i255/67/9/3/3/9/6/15/i255/66/2/41/14/16/15/2/3/i255/10/9/15/2/10/i255/71/45/62/73/45/64/46/64/65/i255/14/6/i255/15/1/2/i255/9/12/7/13/6/15/i255/7/68/i255/72/71/52/62/65/62/17/64/44/17 /44/17/75/63/34/9/36/i255/64/46/64/65/i255/53/2/12/2/15/2/3/36/i255/0/3/2/9/16/13/3/2/3/16/i255/66/2/38/7/3/15 /42/38/38/3/7/35/2/10/i255/15/1/2/i255/0/3/2/9/16/13/3/2/3/76/16/i255/66/2/38/7/3/15/i255/68/7/3/i255/34/9/36/i255/64/46/64/65/17 /34/7/35/2/10/i255/8/36/i255/40/3/14/10/41/2/15/15/2/i255/34/7/7/3/2/39/i255/16/2/11/7/6/10/2/10/i255/8/36/i255/37/7/16/2/38/1/i255/34/7/3/9/8/14/15/7/i255/15/7/i255/9/38/38/3/7/35/2/i255/15/1/2 /53/2/12/2/15/2/3/36/i255/53/7/6/16/2/6/15/i255/53/9/49/2/6/10/9/3/17 /34/7/15/14/7/6/i255/42/38/38/3/7/35/2/10/43/i255/44/i255/45/i255/46 /47/7/15/14/6/41/i255/48/7/3/43/i255/42/16/1/49/2/2/i255/50/2/51/1/14/49/49/14/38/38/7/52/i255/53/9/3/49/7/16/i255/34/9/3/54/13/2/55/52/i255/40/3/14/10/41/2/15/15/2/i255/34/7/7/3/2/52/i255/37/7/16/2/38/1 /34/7/3/9/8/14/15/7
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/59/59/59/59/59/59/59/59/59/59/59/59/59/59/59/59/59/59/59/59/59/59/59/59/59/59/59/59/59 /60/29/6/2/9/i255/53/7/3/29/15/2/11/46/i255/47/53/47
/47/8/9/52/i255/47/15/2/3/61
837
CITY OF WILDOMAR
REGULAR MEETING
CONSENT CALENDAR
Agenda Staff Report # 4.2
Meeting Date: August 13, 2025
SUBJECT:
July 2025 Cemetery Warrant Register
SUBMITTED BY:
Nicholas Neidiffer, Accountant I
PREPARED BY:
Nicholas Neidiffer, Accountant I
ACTION:
Approve the following:
For Fiscal Years 2024/2025 and 2025/2026:
1. Warrant Register dated 7-3-2025 in the amount of $352.83.
2. Warrant Register dated 7-10-2025 in the amount of $2,014.76.
3. Warrant Register dated 7-17-2025 in the amount of $150.08.
4. Warrant Register dated 7-24-2025 in the amount of $3,468.09.
5. Warrant Register dated 7-31-2025 in the amount of $7,026.16.
SUMMARY:
July 2025 Cemetery Warrant Register
DISCUSSION:
The Wildomar Cemetery District requires that the Trustees audit payments of demands and direct the General Manager to issue checks. The Warrant Registers are submitted for approval.
ACCOUNT CODE:
300
302
FISCAL IMPACT:
These Warrant Registers will have a budgetary impact in the amount and fiscal year noted in the recommendation section of this report. These costs are included in the Fiscal Years 2024/25 and 2025/26 Budgets.
ATTACHMENTS:
July 2025 Cemetery Warrant Register.pdf
838
Transaction Name Bill Date Payment Date Fund Line Amount (Debit) Vendor Memo Bill #062625-7258 6/26/2025 7/3/2025300 - Cemetery 233.92 EDISON Elec 21400 Palomar (Cemetery) Bill #6116657914 6/22/2025 7/3/2025300 - Cemetery 14.97 VERIZON WIRELESS 05/23/25-06/22/25 Cemetery/Comm Svs Bill #6116657914 6/22/2025 7/3/2025300 - Cemetery 51.97 VERIZON WIRELESS 05/23/25-06/22/25 Cemetery Bill #6116657914 6/22/2025 7/3/2025300 - Cemetery 51.97 VERIZON WIRELESS 05/23/25-06/22/25 Cemetery Bill #43376 6/16/2025 7/10/2025300 - Cemetery 385.00 HAZZARD BACKFLOW INC Backflow Repairs- 21400 Palomar Bill #4234333682 6/19/2025 7/10/2025300 - Cemetery 31.02 CINTAS CORPORATION Staff Uniform & Towel Maintenance Bill #4234333682 6/19/2025 7/10/2025300 - Cemetery 32.78 CINTAS CORPORATION Staff Uniform & Towel Maintenance Bill #4234333682 6/19/2025 7/10/2025300 - Cemetery 29.27 CINTAS CORPORATION Staff Uniform & Towel Maintenance Bill #4234333682 6/19/2025 7/10/2025300 - Cemetery 29.27 CINTAS CORPORATION Staff Uniform & Towel Maintenance Bill #4234333682 6/19/2025 7/10/2025300 - Cemetery 5.43 CINTAS CORPORATION Staff Uniform & Towel Maintenance Bill #8011211158 6/25/2025 7/10/2025300 - Cemetery 130.27 STERICYCLE, INC Contractual Shredding Svc Bill #001042 6/30/2025 7/10/2025300 - Cemetery 270.00 GOPHER SQUAD Gopher Control - Wildomar Cemetery Bill #308700/3 3/5/2025 7/10/2025300 - Cemetery 18.54 ACE HARDWARE Cemetery Department Supplies - Irrigation Box Keys Bill #4235057935 6/26/2025 7/10/2025300 - Cemetery 30.43 CINTAS CORPORATION Staff Uniform & Towel Maintenance Bill #4235057935 6/26/2025 7/10/2025300 - Cemetery 11.97 CINTAS CORPORATION Staff Uniform & Towel Maintenance Bill #4235057935 6/26/2025 7/10/2025300 - Cemetery 28.67 CINTAS CORPORATION Staff Uniform & Towel Maintenance Bill #4235057935 6/26/2025 7/10/2025300 - Cemetery 28.67 CINTAS CORPORATION Staff Uniform & Towel Maintenance Bill #4235057935 6/26/2025 7/10/2025300 - Cemetery 5.43 CINTAS CORPORATION Staff Uniform & Towel Maintenance Bill #404208 6/20/2025 7/10/2025300 - Cemetery 28.01 STAUFFERS LAWN EQUIPMENT Equip/Maint. Repair Bill #00014059 7/1/2025 7/10/2025300 - Cemetery 950.00 PONTEM SOFTWARE BY RIA Annual Cemetery Software Subscription 07/01/25-06/30/26 Bill #9327331666 6/30/2025 7/17/2025300 - Cemetery 150.08 CINTAS CORPORATION Emergency Eyewash Station Bill #43278 6/10/2025 7/24/2025300 - Cemetery 45.00 HAZZARD BACKFLOW INC Annual Backflow Devise Testing - Cemetery Bill #43278 6/10/2025 7/24/2025300 - Cemetery 45.00 HAZZARD BACKFLOW INC Annual Backflow Devise Testing -Cemetery Bill #0002558 6/30/2025 7/24/2025300 - Cemetery 646.75 BROWN FAMILY SERVICES Backhoe Service - Maintenance/Repair Bill #16980552 4/30/2025 7/24/2025300 - Cemetery 691.76 ALLIED UNIVERSAL JANITORIAL SERVICESCemetary Bill #16980552 4/30/2025 7/24/2025300 - Cemetery 66.67 ALLIED UNIVERSAL JANITORIAL SERVICESSupplies (Cemetary) Bill #17304485 6/30/2025 7/24/2025300 - Cemetery 1,520.73 ELSINORE VALLEY MUNICIPAL, WATER 05/18/25-06/16/25 Cemetery Water Services Bill #428457 7/2/2025 7/24/2025300 - Cemetery 452.18 RIGHTWAY SITE SERVICES, INC. (2) Cemetery Restroom Maintenance/Service 06/30/25-7/27/25 Bill #I016517-1 7/9/2025 7/31/2025300 - Cemetery 53.55 WESTERN FIRE CO., INC. CEM - Fire Protection Svcs Bill #I016517-1 7/9/2025 7/31/2025300 - Cemetery 17.85 WESTERN FIRE CO., INC. CEM - Fire Protection Svcs Bill #1827406 6/27/2025 7/31/2025
302 - Cemetery
Capital
Improvement
Fund 6,234.90 INTERWEST CONSULTING GROUP CIP 067 Palomar Widening, Gruwell to Wildomar Trail - May 2025 Bill #133604 6/20/2025 7/31/2025300 - Cemetery 70.00 DEANZA TERMITE & PEST CONTROL, INCPest Control Cemetery Bill #144256 7/24/2025 7/31/2025300 - Cemetery 70.00 DEANZA TERMITE & PEST CONTROL, INCPest Control Cemetery Bill #05F8710073513 6/24/2025 7/31/2025300 - Cemetery 0.83 PRIMO BRANDS Cemetery Drinking Water from 05/21/25-06/20/25 Bill #05G8710073513 7/23/2025 7/31/2025300 - Cemetery 11.14 PRIMO BRANDS Cemetery Drinking Water from 06/21/25-07/20/25 Bill #644855 7/1/2025 7/31/2025300 - Cemetery 567.89 TEMECULA VALLEY PIPE & SUPPLY Cemetery - Departmental Supplies TOTAL: 13,011.92
839
CITY OF WILDOMAR
REGULAR MEETING
CONSENT CALENDAR
Agenda Staff Report # 4.3
Meeting Date: August 13, 2025
SUBJECT:
June 2025 Cemetery Treasurers Report
SUBMITTED BY:
Adam Jantz, Finance Manager
PREPARED BY:
Adam Jantz, Finance Manager
ACTION:
Staff recommend that the Board of Trustees approve the Treasurer’s Report for June 2025.
SUMMARY:
June 2025 Cemetery Treasurer's Report
DISCUSSION:
Attached is the Treasurer’s Report for Cash and Investments for the month of June 2025.
ACCOUNT CODE:
300-1011
301-1011
FISCAL IMPACT:
This is only a report of balances for the Cemetery and therefore has no fiscal impact.
ATTACHMENTS:
June 2025 Cemetery Treasurer's Report.pdf
840
PERCENT
OF DAYS STATED
FUND BOOK VALUE FACE VALUE MARKET VALUE PORTFOLIO TO MAT. RATE 301 $ 446,669.19 $ 446,669.19 $ 446,669.19 28.70% N/A 4.400% 300 $ 1,085,518.44 $ 1,085,518.44 $ 1,109,404.86 71.30% 929 4.050% $ 1,532,187.63 $ 1,532,187.63 $ 1,556,074.05 100.00%
+ + WITHDRAWALS/
BEGINNING DEPOSITS/ INTEREST SALES/ ENDING STATED
FUND BALANCE PURCHASES DEPOSITED MATURITIES BALANCE RATE 301 $ 445,057.85 $ - $ 1,611.34 $ - $ 446,669.19 4.400% 300 $ 1,080,734.60 $ - $ 4,783.84 $ - $ 1,085,518.44 4.050% $ 1,525,792.45 $ - $ 6,395.18 $ - $ 1,532,187.63 City Treasurer
In compliance with the California Code Section 53646, as City Treasurer for the Wildomar Cemetery District, I hereby certify that sufficient investment liquidity and anticipated revenues are available to meet the District's expenditure requirements for the next six months.
I also certify that this report reflects all Government Agency pooled investments and all of the District's Bank Balances.
Heidi Schrader 7/8/2025
Heidi Schrader Date
TOTAL
WILDOMAR CEMETERY DISTRICT
TREASURER'S REPORT FOR
CASH AND INVESTMENT PORTFOLIO
June 2025
DISTRICT INVESTMENT
ISSUER
ISSUER
TOTAL
CAMP POOL
CAMP MANAGED ACCOUNT
CAMP POOL
CAMP MANAGED ACCOUNT
841