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12.3 Fire Prevention/In Case of Fire
City employees are expected to know the location of the fire extinguisher(s) in their work areas and to make sure they are kept accessible at all times. Employees must notify their supervisor if an extinguisher is used or if the seal is broken. Extinguishers that are rated ABC can be used for paper, wood, or electrical fires. Employees are to ensure that all flammable liquids, such as alcohol, are stored in approved and appropriately labeled safety cans and are not exposed to any ignition source.
Any employee who becomes aware of a fire should:
1. If the fire is small and contained, locate the nearest fire extinguisher. This should only be attempted by employees who are knowledgeable in the correct use of fire extinguishers.
2. If the fire is out of control, leave the area immediately. No attempt should be made to fight the fire.
3. After reaching a safe location, dial 911 to report the fire and then immediately contact a supervisor.
4. When the emergency services crew(s) arrives, direct them to the fire. Do not re-enter the building until directed to do so by the emergency services crew.
12.4 Emergency Evacuation
If you are advised to evacuate the building, you should:
1. Stop all work immediately.
2. Shut off all electrical equipment and machines, if possible.
3. Walk to the nearest exit, including emergency exit doors.
4. Exit quickly, but do not run. Do not stop for personal belongings.
5. Contact outside emergency response agencies, if needed.
6. Proceed, in an orderly fashion, to a parking lot near the building. Be present and accounted for during roll call.
7. Be alert to any person who may need assistance in the evacuation process.
Do not re-enter the building until instructed to do so.
In the event of a disaster, the City Manager serving as Incident Commander, or designee, is authorized to take such actions as may be necessary to facilitate recovery operations, including, but not limited to, deploying staff for damage assessment and emergency repair purposes. and procuring materials, labor, and services required for damage control and emergency repairs..
SECTION 13 – VEHICLE USAGE
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13.1 City Vehicles and City-Owned Pool Vehicles
The City provides vehicles for certain field employees while performing the duties of their job. Additional vehicles are maintained for use as needed. Further, the City provides City-owned pool vehicles to be utilized by employees while conducting City business.
The City has established guidelines to ensure the safety of the employee, liability protection for the employee and the City, and the care and maintenance of City vehicles. Employees who drive City vehicles in the course of their work shall adhere to the following policies and procedures:
1. A specific vehicle may be assigned to an employee.
2. Employees must complete Defensive Driver Training within six months of hire. Refresher training is required every four (4) years, as outlined in the City’s Employee Driver Program.
Employees shall have a thorough knowledge of all rules, procedures, and policies relating to the safe operation and maintenance of City-owned vehicles.
3. Employees with assigned vehicles have the responsibility to see that the proper care and maintenance of the vehicle is performed on a regular basis and in a timely manner.
4. When using a “Pool” vehicle, an employee shall inform the appropriate staff member upon returning the vehicle if there appears to be a need for maintenance while the car is being driven.
5. Employees are expected, as a condition of employment, to obtain, possess, and maintain all licenses required to operate vehicles and equipment if required by their job descriptions.
6. Employees are expected to maintain personal automobile insurance coverage on their personal vehicles and to obey all state and local traffic laws.
7. Employees are expected to report immediately when involved in an accident, no matter how minor, using a City-owned vehicle. If the accident involves a collision, a Report of Vehicle Accident must be completed by the supervisor and submitted to the Principal Risk and Safety Analyst within 24 hours. (see Employee Driver Program).
8. The Principal Risk and Safety Analyst shall determine whether an accident was preventable or non-preventable, the Administrative Services Director shall determine whether disciplinary action and/or additional driver training is necessary.
9. Any employee involved in more than one (1) preventable accident within a five (5) year period, at a minimum shall either attend a defensive driver training refresher course.
10. Employees using City-owned vehicles shall be responsible for keeping sufficient fuel in the vehicle.
11. Any employee operating or riding in City vehicles must wear seat belts at all times, as
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required by law.
The City Manager may, on a case-by-case basis, authorize in writing certain employees to drive a City vehicle to and from home. Such authorization may be granted on a limited basis or in special circumstances. Employees may use these vehicles for limited personal use during working hours but must leave them parked at home in a secure location during non-working hours unless otherwise indicated in writing by the City Manager.
For employees who do not drive a City vehicle to and from work, the following rules apply:
1. City-owned vehicles shall be parked at the appropriate City facility overnight and on the weekends when not in use for conducting City business.
2. An employee shall obtain his/her assigned vehicle prior to reporting to work at their assigned work area if the vehicle is parked in a different location.
3. An employee may use the City-owned vehicles while on coffee breaks or lunch breaks within the City limits or within a reasonable distance from the City (i.e. nearby areas of adjoining cities).
4. An employee shall return the City-owned vehicles after the completion of his/her workday.
5. The City-owned vehicles may be used for traveling to business meetings approved by the Department Head or other approved assignments outside of the City limits.
6. Under no circumstances is the vehicle to be used for personal business.
7. Time spent by non-exempt employees in driving a City or personal vehicle on City business during normal working hours is considered hours worked for pay purposes.
13.2 Rentals, and Private Vehicles
Employees traveling out of town on City business may be authorized to use rental cars, subject to City Manager approval. Optional insurance on rental vehicles should not be obtained.
Employees who need transportation in the course of their normal work may be assigned a City vehicle for their use or may be provided with a monthly car allowance as further outlined in the applicable Memorandum of Understanding or Resolution with the approval of the City Manager. All other employees needing transportation for City business may use a vehicle assigned to their Department or drawn from the motor pool.
As a last alternative, when no City vehicles are available, employees may use their own vehicles for business purposes, provided evidence of insurance has been received if requested, and approved by the City and with the prior approval of the City Manager. If this is the case, the employee will receive mileage reimbursement.
Employees who regularly use their own vehicles for City business should determine whether notification to their insurance company of such use is required. The City is not liable for any damage to an employee’s privately-owned vehicle unless caused by the City’s negligence (employee’s negligence
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excepted). It is the responsibility of the employee operating the vehicle to notify his/her immediate supervisor, the Department of Motor Vehicles (DMV), and the employee’s insurance company in case of an accident.
13.3 Driver’s License
Employees who drive City vehicles must possess a valid driver’s license, provide proof of valid insurance, and be approved to operate such vehicles. Such employees shall participate in the California Department of Motor Vehicle “Pull Notice” program (see Employee Driver Program) . Employees holding jobs designated as requiring driving for business as a condition of employment must be able to meet the driver approval standards of this policy at all times. The driving requirements are specified in each job description. In addition, such employees must inform their supervisor(s) of any changes that may affect their ability to meet the standards of this policy. The City obtains, on a regular basis, motor vehicle records of all employees.
Employees who notify their supervisor of a suspension or revocation of their driving privileges shall immediately cease driving City-owned vehicles or their own vehicles in the performance of their duties as City employees. Such employees may be temporarily assigned duties that do not require the operation of a vehicle with the approval of the Department Head and City Manager, providing:
1. The employee has passed the probationary period.
2. The temporary assignment does not affect the overall operation of the Department.
3. The temporary assignment does not place undue hardship or additional duties on other employees.
4. The duration of the temporary assignment does not exceed six (6) months.
The affected employee shall be notified of the action to be taken against them and the right of appeal related to disciplinary matters, as provided in this Manual.
13.4 Responsibility for Vehicle and Tickets
Employees must drive safely, maintain the security of vehicles, and are personally responsible for citations, fines, or violations incurred while operating a vehicle.
13.5 Reimbursement for Expenses
Employees driving on City business may claim reimbursement for parking fees and tolls actually incurred. Employees who use their personal vehicle for approved business purposes shall receive a mileage allowance equal to the Internal Revenue Service standard mileage rate. This allowance is to compensate for the cost of gasoline, maintenance, and usage. Reimbursements may not be approved if the employee has not complied with the insurance requirements or if a City vehicle was available and the employee failed to use it.
13.6 Proof of Insurance
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All new employees required to drive City-owned vehicles shall be insurable by the City’s insurance carrier as a condition of employment.
Permanent full- and part-time competitive service employees who become uninsurable may be terminated, or may be temporarily assigned duties that do not require the operation of a vehicle, with the approval of the Department Head and City Manager, providing:
1. The employee has passed the probationary period.
2. The temporary assignment does not affect the overall operation of the Department.
3. The temporary assignment does not place an undue hardship or additional duties on other employees.
4. The duration of the temporary assignment does not exceed six (6) months.
Employees who drive their own personal vehicle for approved business purposes may, on an annual basis, be required to provide the City Manager with a certificate verifying that they have insurance coverage. Before any employee can obtain reimbursement, the employee must have prior approval from his/her supervisor and may be required to have a current insurance certificate on file.
13.7 Safety While Driving
Employees are not permitted, under any circumstances, to operate a City vehicle, or a personal vehicle for City business, when any physical or mental impairment causes the employee to be unable to drive safely. This prohibition includes but is not limited to, circumstances in which the employee is temporarily unable to operate a vehicle safely or legally because of illness, medication, or intoxication.
13.8 Use of Cell Phones While Operating a Motor Vehicle Employees may only use cell phones while operating a vehicle in compliance with California Vehicle Code 23123.5, which requires hands-free operations. A phone may not be held or operated while driving, except for a single swipe or tap if mounted properly. Phones may be used for emergency purposes (law enforcement, fire, medical, etc.).
Any violation of this policy is a violation of City rules and will be subject to disciplinary action.
13.9 Text Messaging, Emailing, and Accessing the Internet Employees are strictly prohibited from writing sending, or reading text messages, emails, or using the internet while driving, consistent with California Vehicle Code 23123.5.
Any violation of this policy is a violation of City rules and will be subject to disciplinary action.
13.10 Accidents and Theft
Employees must report any accident, theft, or damage involving a City vehicle, or a personal vehicle used for City business, to the City Manager regardless of the extent of damage or lack of injuries. Employees
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are expected to cooperate fully with authorities in the event of an accident. However, they should not make any statements other than in reply to questions of investigating officers.
Employees who drive City and personal vehicles on City business are expected to maintain a good driving record. If an employee whose job requires driving as a condition of employment has an at-fault accident in a City vehicle, or in a personal vehicle while conducting City business, the employee is subject to disciplinary action. If an employee operates any City vehicle while physically or mentally impaired, the employee may be subject to discipline. This prohibition includes but is not limited to, instances where an employee is temporarily unable to operate a vehicle safely or legally due to illness, medication, or intoxication.
13.11 No Smoking Policy
Pursuant to applicable California law, employees shall not smoke in any City vehicle. A violation of this “No Smoking” policy shall may result in disciplinary action.
SECTION 14 – ANTI-VIOLENCE POLICY
The City of Yorba Linda takes a proactive approach to violence and will tolerate neither violent behavior nor any behavior that is known to have a high correlation to violent behavior, such as bullying and threats of violence, in the workplace. The City encourages employees to report all incidents of violence in the workplace. Incidents of threats, harassment, and other aggressive behavior should be immediately reported to a City supervisor.
The City recognizes that individuals will experience difficulties related to their work and their relationships with co-workers, supervisors, managers, and/or members of the public. The City offers an Employee Assistance Program for all employees to receive support in handling any difficulties that may arise. The City also provides a complaint process if the difficulties are due to issues of harassment, discrimination, or other unfair treatment. Any acts that breach the policy will be investigated and appropriate action will be taken including discipline, up to and including termination.
14.1 Definitions
Workplace violence includes, but is not limited to, acts of violence against the physical, psychological, or economic interests of an individual. It also includes threats of such violence- implied or direct, verbal or non-verbal against individuals. Examples of workplace violence include, but are not limited to, the following:
1. Hitting, pushing, shoving, kicking, assaulting, or harming the physical body of an individual or threatening such behavior.
2. Unlawfully touching an individual.
3. Making menacing, threatening, or harassing gestures or statements toward an individual.
Such statements may include inappropriate joking or ridiculing that nevertheless constitutes a threat.
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4. Making menacing, harassing, or threatening phone calls to an individual.
5. Stalking or conducting an unlawful or unauthorized surveillance of an individual.
6. Attempting to intimidate an individual through the use of body language, threatening statements, innuendo, staring, or other direct or indirect means of communication.
7. Using firearms in an inappropriate or unauthorized manner.
8. Using tools, equipment, or other device against an individual in an inappropriate or unauthorized manner.
9. Harming, attempting to harm, or threatening to harm the property of an individual.
10. Harming, attempting to harm, or threatening to harm the property of the City. This includes, but is not limited to, arson, sabotage, and vandalism.
11. Behaving in a manner that poses a credible threat to the bodily safety, physical or psychological well-being, or economic interest of an individual.
12. Acting or behaving, as described above, against the family or friends of an employee.
13. Making a statement to a third-party that evidences a credible or meaningful possibility that the maker of the statement will commit workplace violence, including making threats of workplace violence.
14. A threat of violence need not be direct but may be implied. A threat of violence may be in written or oral form. A threat of violence may also be non-verbal (communicated by body language, gestures, or other means).
15. Workplace violence may be evidenced from a pattern of conduct composed of a series of acts over a period of time, notwithstanding that some or all of the acts individually may not appear to constitute workplace violence.
16. Workplace violence need not be directed toward an identifiable individual. It may be directed toward an unidentified individual, a group of employees, or employees of a legally protected class (e.g., race, sex, religion, age, disability).
14.2 General Policy
It is the policy of the City of Yorba Linda to provide a safe workplace for its employees. All forms of workplace violence are prohibited.
This policy applies to all persons involved in the City's operation, including but not limited to, the following: employees, contractors, temporary workers, volunteers, anyone on City property, subcontractors, vendors, any individual acting as a representative of the City of Yorba Linda while off City property, and/or any individual off City property whose actions involve City's business or interests.
Places where workplace violence can occur include, but are not limited to, the following:
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1. On City property, regardless of the relationship between the City and the persons involved in the incident of workplace violence.
2. Off City property, if the assailant is a City employee, worker, representative, agent, contractor, subcontractor, or vendor, and the incident involves or is connected to any City business or interest. Non-employees are encouraged to report known incidents of workplace violence or potential workplace violence, including any threats or acts of violence.
City employees, workers, representatives, agents, contractors, subcontractors, and/or vendors must report any known incidents of workplace violence or potential workplace violence pursuant to the procedures set forth herein and any other policies or procedures adopted by the City.
In order to promote compliance with this policy and maximize the City's efforts to provide a safe and secure workplace that is free from violence, the City will establish security measures and practices as needed. It will also provide related training programs as appropriate.
The City’s management team will periodically review the implementation of this policy and offer advice to City supervisors to offset and prevent incidents of workplace violence.
Compliance with the Violence in the Workplace Policy is a condition of employment and will be evaluated, together with other aspects of an employee's performance.
In order to avert future acts of workplace violence, managers are expected to implement the following practices in sections 14.3 through 14.7 below.
14.3 Reference Checks
Prior to the selection of a job applicant for a position, a reference check should be completed. Basic employment should be verified. This includes but is not limited to, prior position held, duties of the position, dates of employment, and reason for leaving. The information received should be documented and factual with no subjective comments. The City Manager will offer assistance in the completion of reference checks.
14.4 Employee Privacy
Supervisors are encouraged to refer all requests for information concerning current employees to the City Manager or Human Resources Manager. Information concerning an employee's workplace location shall not be given to anyone who cannot demonstrate a business necessity for this information.
14.5 Workplace Security
Managers are encouraged to solicit assistance from the City’s Safety Officer and/or public safety officials for an inspection of the workplace facilities. This inspection would include recommendations to managers on securing the workplace against potential acts of workplace violence.
14.6 Workplace Violence Observations
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Supervisors and others should rely on their own judgment, personal observations, and corroborating information when assessing the likelihood that an employee or other person will commit workplace violence. Behavior of particular significance includes antisocial behavior (e.g., recurring hostility or excessive aggression), erratic behavior, irrational behavior, behavior evidencing the use of drugs or alcohol (e.g., incoherent or impaired speech, dilated pupils, lack of coordination when walking or performing other physical tasks, and/or alcohol on the breath), and out of the ordinary work mistakes or behavior. Acts that may individually appear harmless may, in conjunction with other behavior, indicate a possibility of (or potential for) workplace violence.
Supervisors and others should consult with their supervisor, Department Head, Safety Officer, and other appropriate personnel regarding behavior that may not constitute workplace violence but that may nevertheless indicate a significant increase in the likelihood of workplace violence.
It is important to be careful when drawing assumptions or relying on any of the above behaviors as indicators of violence. Many people experience stress, loss, or illness at some point. All but a very few people handle these disruptions and conditions without resorting to violence. Intervention should focus on supporting the employee through these disruptions and managers should be trained to deal with these difficulties.
Whenever a situation may arise in the workplace, it is important that an assessment occur to determine the degree of risk. All threats must be treated in a serious manner. Supervisors and employees should identify the potential perpetrator and report incidents of violence immediately. The situation should be managed in a way that protects all employees.
14.7 Procedure
The following guidelines are provided. All situations may not require the same actions, and good judgment should be utilized, as well as coordination with management, in taking all appropriate steps.
1. Recognize what is occurring.
2. Remain calm and proceed in a logical manner.
3. Assess the situation in terms of the degree of threat, injury, or damage.
4. Avoid making counter-threats or agitating the person committing the workplace violence.
5. Take appropriate and reasonable steps to reach a secure area and assist others, if necessary and possible, to reach a secure area.
6. Call 911 if:
a. The assailant is still violent or threatening violence. b. The assailant has not been detained or is not in custody. c. Someone is injured.
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7. The 911 dispatcher's screen will display the billing address. Answer the dispatcher's questions in a calm and accurate manner.
8. Provide warning, if necessary and possible, to any employees or persons.
9. If in a secure area, wait for security and/or medical assistance.
10. When it is safe, immediately report the potential or actual workplace violence.
11. Report the incident to the employee's immediate supervisor, other appropriate manager, or the Department Head. The reporting should not be delayed because of any unavailability of a supervisor, manager, or Department Head.
12. The immediate supervisor, other appropriate manager, or the Department Head must immediately report the potential or actual workplace violence to the City Manager or Human Resources Manager, and the Safety Officer.
13. The Department Head should ensure that the situation is under control, including ensuring that the assailant is in custody or removed from the work site, if necessary, that employees are safe, that any required warnings are given to other employees or persons, and that any appropriate federal, state, and/or local agencies are contacted about the incident as required by law.
14. If an employee or a work group has been affected by workplace violence, the City Manager should arrange for Employee Assistance Services.
15. If necessary, the City Manager should arrange for the drug and alcohol testing of the employee.
16. If necessary, the City Manager should arrange for the transportation of the employee to his or her home. If it appears that the employee's judgment is impaired, the employee should be prohibited from driving him or herself home. In such an event, the City Manager should contact a family member or provide alternative arrangements.
17. Return to the work site by an employee alleged to have perpetrated any act (or threat) of workplace violence shall only be authorized by the City Manager.
18. An investigation of the potential for actual workplace violence or of any credible allegations of potential or actual workplace violence will be conducted.
19. During the investigation, subsequent proceedings, and thereafter, all information regarding the incident must be kept confidential to the extent required by law and as reasonably necessary.
20. Employees found to have committed workplace violence will be disciplined up to and including termination.
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SECTION 1 – RESIGNATION
Any employee wishing to leave City employment shall notify his/her supervisor of his/her intended resignation in writing at least two (2) weeks prior to the resignation date. Any employee who submits their resignation shall be expected to work up to and including the day indicated as their resignation date. The two (2) weeks’ notice shall not include the use of accumulated leave, unless such time off during the final two (2) weeks is approved by the supervisor. Therefore, an employee’s resignation date, unless otherwise approved by the City Manager shall be the same day as their last working day with the City. The employee’s written notice of resignation shall be forwarded by the supervisorto the City Manager. Failure to give notice as required by this rule may be cause for denying future employment by the City.
Prior to the employee’s last day of employment, he/she will be required to complete various forms (See Section 2, Exit Interview below), and a timesheet to ensure that the final paycheck is issued accurately.
The final paycheck will be mailed on the City’s next regularly scheduled payday. On the last day of employment, the employee will be expected to return all City property, including keys to City facilities or work areas, uniforms, equipment, electronic equipment, the City Employee Identification Card, and any other items issued to the employee.
SECTION 2 – EXIT INTERVIEW
All permanent full and part-time competitive service employees who terminate from City employment shall be encouraged to complete a Personnel Exit Questionnaire. All completed copies of the Personnel Exit Questionnaire shall be forwarded to the City Manager.
These forms are not an evaluation of the employee but rather are intended to serve as a means to gather important feedback and statistical information in evaluating the reasons for employee departures. This information is used as a source of obtaining information for potential policy changes and improvements, and to respond to Unemployment Insurance Claims in a fair manner.
SECTION 3 – LAYOFF/REDUCTION IN FORCE/RECALL
3.1 General Policy
The City Manager shall maintain the authority to approve the layoff of permanent full and part-time employees in the competitive service, and probationary workers at any time, based upon:
1. Lack of, or shortage of, work;
2. Material change in duties;
3. Change in organization;
4. Budgetary reasons, including shortage of funds.
3.2 Alternatives to Layoff
It may be appropriate from time to time for the City to reduce staffing. Depending on the circumstances that give rise to such a situation, the City may respond in several ways, including offering a voluntary CHAPTER 11 – SEPARATION FROM EMPLOYMENT
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reduction of hours or days of work, implementing a mandatory reduction of employees’ hours or days of work, or implementing layoffs.
Before a layoff is implemented, the City will evaluate alternatives by which it may attempt to avoid layoffs.
The alternatives will include methods that are designed to achieve a reduction in personnel costs in a manner that will enable the City to avoid or limit layoffs while still meeting its needs. The City retains full authority to determine what measures are most appropriate under the circumstances.
3.3 Offer of Reassignment
At the sole discretion of the City Manager, an employee who is to be laid off may be appointed to an existing vacancy in a lower or equal classification for which the employee is qualified, without exception. The Department Head, in consultation with the City Manager, will effect the appointment in lieu of layoff.
At the sole discretion of the City Manager, a demotion or transfer to another department or classification may be made to prevent a layoff, provided that the employee is qualified by education and/or experience and is capable of performing the duties of the classification and such an offer is possible. The Department Head, in consultation with the City Manager, will effect the reassignment in lieu of layoff.
3.4 Advance Notice
At least thirty (30) calendar days written notice shall be given to any employee who is laid off. If less than thirty (30) calendar days’ notice is provided, the employee will be paid for the difference between the date of layoff and thirty (30) calendar days.
3.5 Reduction in Force/Bumping Rights/Appeal Rights
When it becomes necessary to reduce the workforce at the City, the City Manager shall designate the impacted department(s), divisions(s), work unit(s), and/or classification(s) in order to effect a reduction in the workforce.
Temporary, part-time, seasonal, or probationary employees in the same job classification as the ones proposed to be reduced with the City shall be laid off first.
Probationary promotional employees who are laid off shall, if applicable, be returned to their former classification. Employees who accept lower positions or transfers in lieu of layoff shall be placed in the salary range of the new position at the closest step to the employee’s current compensation.
A permanent full- or part-time competitive service employee laid off from a particular classification may “bump” into a classification within the same Department for which he or she meets the qualification requirements. After an employee is informed of an impending layoff or “bump down”, he or she must inform the Department Head within five (5) working days of his or her intent to take the option of the layoff or the “bump down.”
The process will be repeated at the next classification level where an employee bumps in and creates a surplus in that classification. Please refer to Chapter 5, Section 5 of this manual concerning the elimination of positions for the appeal rights of permanent employees in the event of a layoff from all employment with the City.
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3.6 Order of Layoff
The order of layoff of permanent employees within the same job classification shall be made in accordance with each employee’s seniority as defined in Section 3.7 below.
3.7 Seniority Defined
For the purpose of layoff, seniority will be measured from an employee’s most recent date of hire as a permanent full- or part-time competitive service employee. However, any period of unpaid leave of absence in excess of thirty (30) calendar days shall be deducted from the employee’s total service time, except where the deduction of such leave is prohibited by state and/or Federal law.
A full-time employee shall be credited with one (1) year of seniority for each year of service provided there are no service reductions such as unpaid leave of absence. A permanent part-time employee shall be credited with years of seniority on a pro-rata basis, which shall be measured by accumulated hours worked.
3.8 Recall List
The name of every permanent full or part-time competitive service employee who is laid off, transferred, or demoted due to a reduction in force shall be placed on an appropriate recall list according to the date and the order separated and shall be eligible for re-employment. Such re-employment shall be based on the following sequence: the last employee laid off shall be the first employee on the list with other employees being eligible in sequential order thereafter. The City shall fill permanent vacancies from the Recall list, prior to using any other available employment eligibility list to fill permanent vacancies in the subject classification.
Individual names may be removed from the Recall List by the City Manager for any of the following reasons:
1. The expiration of two (2) years from the date of placement on the List.
2. Re-employment with the City in a full-time position in a Department other than that from which the employee was laid off.
3. Failure to respond within fourteen (14) calendar days of mailing of a certified letter regarding availability for employment.
4. Failure to report to work within fourteen (14) calendar days of mailing of a certified letter containing a notice of reinstatement to a position absent mitigating circumstances.
5. A request in writing from the employee to the City Manager requesting to be removed from the List.
The City Manager in his/her sole discretion may extend the active period of re-employment lists or an individual employee’s eligibility on such lists for six (6) month periods as he/she determines to be in the best interest of the City.
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3.9 Status on Re-employment
A permanent employee who has been laid off or terminated in lieu of reassignment and is re-employed in a permanent position within two (2) years from the date of his/her layoff or termination shall be entitled to:
1. Restoration of seniority accrued prior to layoff.
2. Credit for all service prior to layoff for the purpose of determining the rate of accrual of vacation leave.
3. Placement in the salary range as if the employee had been on a leave of absence without pay if he/she is reinstated to the same job classification in the same Department from which he/she was laid off or terminated.
3.10 Benefits for Laid-Off Employees
The following benefits shall be offered to employees subject to a layoff:
1. Employee Assistance Program (EAP) services for the employee and the employee’s family.
2. COBRA medical, dental, and vision benefits to be paid by the employee.
3.11 Exit Process
Prior to the employee’s last day of employment as a result of lay-off, he/she will be required to complete various forms and a timesheet to ensure that the final pay check is issued accurately. The final paycheck will be mailed on the City’s next regularly scheduled payday. On the last day of employment, the employee will be expected to return all City property, including keys to City facilities or work areas, uniforms, equipment, electronic equipment, the City Employee Identification Card, and any other items issued to the employee.
SECTION 4 – ABANDONMENT OF EMPLOYMENT
An employee's unauthorized absence without notice for more than five (5) consecutive working days will constitute an automatic resignation by the employee as of the last date on which the employee worked, and the employee may only be reinstated upon making an explanation which is satisfactory to the City Manager and upon the City Manager’s finding that the employee is ready, able, and willing to resume his or her position or that consent for a leave of absence has been given.
SECTION 5 – RETIREMENT OR END OF SERVICE RECOGNITION
The City has established an end of service recognition program in order to recognize employee contributions to the City of Yorba Linda upon retirement or other end of service. All employees who meet the conditions of retirement or ending service with the City as defined within this policy are eligible to receive the awards outlined within each category.
Recognition efforts shall be coordinated in a timely manner by the employee’s Department Head upon timely written notification from the employee of his/her pending retirement or separation from service, including the date of separation. The City Manager upon notification from the Department Head shall determine the award level based on the years of service and notify the employee and his/her Department Head of the determination.
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5.1 Definition of Retirement or Ending Service Eligibility The City shall recognize any permanent full- or part-time employee with at least five (5) years of continuous employment with the City, who permanently resigns or retires (including disability retirement) from the City. The number of years of service for purposes of end-of-service recognition shall be calculated based on the total number of years worked, not the total number of hours worked (i.e. a permanent parttime employee who worked in a three-quarter time capacity for 20 years shall be recognized as a 20- year employee).
5.2 City’s Maximum Contribution
Eligible employees, as defined above, shall be placed in the following categories of years of service in order to determine the City’s standard contribution for the retirement or end-of-service gift defined as follows.
The City Manager may at his/her discretion award a higher level of recognition to a departing employee or additional recognition such as a City street sign and/or a small gift.
Years of Service City’s Standard Contribution
5-9 Years Plaque
10-20 Years Plaque & Proclamation
20+ Years of Service Plaque, Proclamation, & TwoHundred-Fifty Dollars ($250.00) SECTION 6 – TERMINATION OF AT-WILL MANAGEMENT EMPLOYEES
6.1 General Policy
Persons occupying Management positions serve at the will and pleasure of the City Manager and may be discharged from City employment by the City Manager without proof of cause or other justification and without the right of appeal or hearing. It is the policy of the City of Yorba Linda that severance pay shall be granted to terminated at-will employees in accordance with the applicable Management Resolution and/or an Employment Agreement between the City and the employee.
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A-1 Acknowledgement of Receipt of Personnel Policies and Procedures Manual (Page 6) A-2 Authorization for Release of Medical Information
A-3 Drug Screen Analysis Form (Concentra)
A-4 Bi-lingual Program Application
A-5 Bi-lingual Compensation Agreement
A-6 Employee Fitness Program Contract
A-7 Employee Fitness Renewal Form
A-8 Employee Recognition Program Nomination Form
A-9 Tuition Reimbursement Application
A-13 Payroll Deduction Authorization Form
A-10 Performance Evaluation Form
A-11 Personnel/Exit Questionnaire
A-12 Employer’s Report of Occupational Illness or Injury (Adminsure) A-13 Request to Engage in Outside Employment Form
A-14 Supervisor’s Report of Industrial Injury Form
A-15 Report of Vehicle AccidentA-16 Vehicle Preventive Maintenance Checklist A-17 Workers’ Compensation DWC-1 Form
A-18 Cell Phone Stipend Authorization
A-19 Telecommuting Supplemental Policy
APPENDIX A - FORMS
APPENDIX A - FORMS
APPENDIX A - FORMS
APPENDIX A - FORMS
PUBLIC WORKS DEPARTMENT
DATE: DECEMBER 16, 2025
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: JAMIE LAI, P.E., DIRECTOR OF PUBLIC WORKS/CITY ENGINEER PREPARED BY: RICK YEE, P.E., DEPUTY PUBLIC WORKS DIRECTOR SUBJECT: CONTINUANCE OF EMERGENCY PROCLAMATION AND RATIFICATION
OF CONSTRUCTION AGREEMENT FOR STORM DRAIN REPAIR AT
LEMON AND IMPERIAL HIGHWAY
RECOMMENDATION
It is recommended that City Council:
1. Affirm the December 2, 2025 Local Emergency Proclamation and determine that the need for the Local Emergency Proclamation still exists by adopting Resolution No. 2025-5965; and
2. Ratify the award and execution of the construction services agreement with J&E Construction for the Lemon and Imperial Highway Emergency Storm Drain Repair Project in an amount not to exceed $335,252; and
3. Authorize the City Manager to approve additional expenditures up to $50,288 in contract contingencies for unanticipated work that may arise for a total potential contract amount not to exceed $385,540; and
4. Direct staff to provide updates at City Council meetings regarding the emergency conditions.
BACKGROUND
The City Manager, acting as Director of Emergency Services, issued a Proclamation of the Existence of a Local Emergency on October 29, 2025 following the failure of a corrugated metal stormwater drain pipe at Lemon drive and Imperial Hwy. City Council is required to reaffirm the ratification at each following meeting until the repair is complete to use the emergency purchasing procedures established in the Yorba Linda Municipal Code and other public accounting acts.
DISCUSSION
At the November 18, 2025 Council Meeting, the City Council authorized the City Manager to procure repair services of up to $550,000 under emergency purchasing procedures. The
CONTINUANCE OF EMERGENCY PROCLAMATION AND RATIFICATION OF
CONSTRUCTION AGREEMENT FOR STORM DRAIN REPAIR AT LEMON AND
IMPERIAL HIGHWAY
P a g e | 2
City issued a bid solicitation for replacement of reinforced concrete pipe and related repairs and received four bids. Public Works staff evaluated the bids and determined that JE Construction was the lowest responsive and responsible bidder. The bid solicitation included a base bid amount and an alternate bid option that allowed for upsizing the drainpipe from 36” to 48” diameter. Since the cost of upsizing is minimal, staff recommends upsizing the pipe to 48” as recommended in the City’s Master Plan of Drainage Report.
Bid Tabulation Results
Bidder Bid Amount
J&E Construction $325,018
Colich and Sons, LP $423,100
L&S Construction $747,315
TE Roberts $757,830
After accounting for the bid alternate to upsize to the 48” RCP, the actual award amount to J&E Construction, would be revised to $335,252 to incorporate the bid alternate of $10,234 for the pipe upsizing.
FISCAL IMPACT
Sufficient funds are available in the Lemon Drive and Imperial Highway Emergency Storm Drain Repair Project.
ALTERNATIVES
Do not approve the recommended actions and provide alternate direction to staff.
ATTACHMENTS
Attachment 1 – J&E Construction Agreement
Attachment 2 – Resolution No. 2025-5965
RESOLUTION NO. 2025-5965
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YORBA
LINDA, CALIFORNIA, RATIFYING EMERGENCY PROCLAMATION DUE
TO EMERGENCY EVENT
The City Council of the City of Yorba Linda does hereby resolve as follows:
WHEREAS, Section 2.32.050 of the Yorba Linda Municipal Code designates the City Manager as the City’s Director of Emergency Services; and WHEREAS, Section 2.32.060(A)(1) of the Yorba Linda Municipal Code empowers the Director of Emergency Services, to request the City Council to proclaim the existence of a Local Emergency if the Council is in session, or to issue such proclamation if the Council is not in session; and
WHEREAS, conditions of extreme peril to the safety of persons has arisen in the City of Yorba Linda due to an unstable subsurface condition resulting from a compromised underground storm drain pipe. This condition presents a potential hazard to motorists and pedestrians at the intersection of Imperial Highway and Lemon Drive (“Emergency Event”); and
WHEREAS, the City’s ability to mobilize local resources, coordinate interagency response, accelerate procurement of vital supplies, use mutual aid, and seek future reimbursement by the State and Federal governments will be critical to successfully responding to the Emergency Event;
WHEREAS, the Director of Emergency Services believes and has concluded that the above-described conditions of extreme peril warrant a proclamation of local emergency; and accordingly proclaimed and declared the existence of a local emergency on October 29, 2025; and
WHEREAS, Section 2.32.060(A)(1) requires the City Council to ratify the decision of the Director of Emergency Services within seven (7) days thereafter or the proclamation shall have no further force or effect; and
WHEREAS, the City Council of the City of Yorba Linda agreed with and affirmed and ratified the decision of the Director of Emergency Services; and NOW, THEREFORE, the City Council of the City of Yorba Linda does hereby resolve, order and determine as follows:
Section 1. The Emergency Proclamation made by the Director of Emergency Services on October 29, 2025 and ratified by the City Council on December 16, 2025, hereby remains ratified.
Section 2. The City Clerk shall certify to the adoption of this Resolution.
PASSED, APPROVED AND ADOPTED by the City Council of the City of Yorba Linda, California on the 16th day of December, 2025.
R E S O L U T I O N N O . 202 5 - 59 65
P A G E 2
_____________________________
CARLOS RODRIGUEZ, MAYOR
CITY OF YORBA LINDA
ATTEST:
______________________________
MARCIA BROWN, CITY CLERK
CITY OF YORBA LINDA
APPROVED AS TO FORM:
RUTAN & TUCKER, LLP
_______________________________
CITY ATTORNEY
STATE OF CALIFORNIA )
ss.
COUNTY OF ORANGE )
I, MARCIA BROWN, City Clerk of the City of Yorba Linda, California, DO HEREBY CERTIFY that the foregoing Resolution was adopted at a regular meeting of the City of Yorba Linda held on the 16th day of December, 2025 and was carried by the following roll call vote:
____________________________________
MARCIA BROWN, CITY CLERK
CITY OF YORBA LINDA
ADMINISTRATION DEPARTMENT
DATE: DECEMBER 16, 2025
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: PETER GRANT, CITY MANAGER
PREPARED BY: ALLISON ESTES, ASSISTANT TO THE CITY MANAGER SUBJECT: CITY COUNCIL MEETING SCHEDULE 2026
RECOMMENDATION
It is recommended that the City Council approve the 2026 City Council regular meeting schedule.
BACKGROUND
Municipal Code § 2.04.040 establishes that the City Council shall hold regular meetings on the first and third Tuesday of each month and cancels the first meeting in September due to the Labor Day. Traditionally, City Council has cancelled the first regular meetings in January and July due to the proximity to holidays.
DISCUSSION
The recommended 2026 City Council regular meeting schedule is attached and cancels three regular meetings:
January 6: for the year-end holiday season
July 7: for 4th of July
September 1: for Labor Day (required by the Municipal Code) The City Council may consider cancelling the first meeting in November, which falls on Election Day.
In addition to its regular meetings, the City Council often holds additional meetings throughout the year to conduct City business. State law refers to these additional meetings as special meetings. It is anticipated that the City Council will hold (at least) three special meetings in 2026:
January: City Council-City Manager Goal Setting
February: Economic Development Workshop
April/May: Strategic Planning Workshop
CITY COUNCIL MEETING SCHEDULE 2026 P a g e | 2
FISCAL IMPACT
None.
ALTERNATIVES
Do not approve the City Council meeting schedule and provide alternative direction.
ATTACHMENTS
1. 2026 City Council Meeting Schedule
Su Mo Tu We Th Fr Sa Su Mo Tu We Th Fr Sa Su Mo Tu We Th Fr Sa Su Mo Tu We Th Fr Sa 1 2 3 1 2 3 4 5 6 7 1 2 3 4 5 6 7 1 2 3 4
4 5 6 7 8 9 10 8 9 10 11 12 13 14 8 9 10 11 12 13 14 5 6 7 8 9 10 11 11 12 13 14 15 16 17 15 16 17 18 19 20 21 15 16 17 18 19 20 21 12 13 14 15 16 17 18 18 19 20 21 22 23 24 22 23 24 25 26 27 28 22 23 24 25 26 27 28 19 20 21 22 23 24 25 25 26 27 28 29 30 31 29 30 31 26 27 28 29 30
Su Mo Tu We Th Fr Sa Su Mo Tu We Th Fr Sa Su Mo Tu We Th Fr Sa Su Mo Tu We Th Fr Sa 1 2 1 2 3 4 5 6 1 2 3 4 1
3 4 5 6 7 8 9 7 8 9 10 11 12 13 5 6 7 8 9 10 11 2 3 4 5 6 7 8 10 11 12 13 14 15 16 14 15 16 17 18 19 20 12 13 14 15 16 17 18 9 10 11 12 13 14 15 17 18 19 20 21 22 23 21 22 23 24 25 26 27 19 20 21 22 23 24 25 16 17 18 19 20 21 22 24 25 26 27 28 29 30 28 29 30 26 27 28 29 30 31 23 24 25 26 27 28 29 31 30 31
Su Mo Tu We Th Fr Sa Su Mo Tu We Th Fr Sa Su Mo Tu We Th Fr Sa Su Mo Tu We Th Fr Sa 1 2 3 4 5 1 2 3 1 2 3 4 5 6 7 1 2 3 4 5
6 7 8 9 10 11 12 4 5 6 7 8 9 10 8 9 10 11 12 13 14 6 7 8 9 10 11 12 13 14 15 16 17 18 19 11 12 13 14 15 16 17 15 16 17 18 19 20 21 13 14 15 16 17 18 19 20 21 22 23 24 25 26 18 19 20 21 22 23 24 22 23 24 25 26 27 28 20 21 22 23 24 25 26 27 28 29 30 25 26 27 28 29 30 31 29 30 27 28 29 30 31
Council Meeting Dark, No Council Meeting
*Schedule is subject to change
2026
January February March April
May June July August
September October November December
City Council Meeting Schedule
ADMINISTRATION DEPARTMENT
DATE: DECEMBER 16, 2025
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: DAVID ALBAUGH, ADMINISTRATIVE SERVICES DIRECTOR
PREPARED BY: ARLENE QUINTERO, PRINCIPAL RISK AND SAFETY
ANALYST
SUBJECT: DENIAL OF CLAIMS FOR DAMAGES
RECOMMENDATION
It is recommended that the City Council deny the claims for damages filed by Keiko Jun, Ramon Sanchez, Paul and Tamara Letourneau.
BACKGROUND
Claims for damages filed against the City are reviewed and investigated by staff and George Hills Company, Inc., which specializes in claims management and risk management services. These services are provided through the City’s membership in the California Insurance Pool Authority. Recommendations to settle/deny the claims are based on investigatory findings.
DISCUSSION
The following claims for damages are recommended for denial. Further details for each claim are available upon request.
Keiko Jun
The claimant alleges a cracked windshield from a falling pinecone near 17592 Pacific Avenue. Under Government Code §835, a public entity is liable for injury caused by a dangerous condition of public property only if the condition was created by a public employee or the entity had actual or constructive notice and failed to take timely corrective action. City records confirm that there were no prior unaddressed complaints regarding the condition of the tree, and inspections indicate that the tree was in good health and properly maintained.
Ramon Sanchez
The claimant alleges a trip-and-fall caused by an uplifted sidewalk near 5551 Grandview Avenue. An investigation determined that the uplift is attributable to private property/tree maintenance and not to City-owned or City-maintained infrastructure. Accordingly, the claim
DENIAL OF CLAIMS FOR DAMAGES
P a g e | 2
is misdirected, and denial is recommended.
Paul and Tamara Letourneau
The claimants allege sewer-line damage caused by roots from a City tree behind 4130 Rainwood Avenue. The City’s landscape inspector reported that trenching along the rear property line exposed only minor roots less than one inch in diameter—not characteristic of sewer-line failure—and noted a privately owned tree within six feet of the line as the more likely source. Based on the absence of City causation, denial is recommended.
ALTERNATIVES
As an alternative to recommendation, the City Council has the following options:
1. Accept liability for the claim and pay the amount specified in the claim.
2. Grant settlement authority up to a certain amount and direct the claims adjuster to enter settlement negotiations with the claimant.
PLANNING COMMISSION | AGENDA ITEM SUMMARY
MEETING DATE | DECEMBER 10, 2025
Community Development Department
Planning Division
Director
Nate Farnsworth, AICP
4.1 APPROVAL OF OCTOBER 15, 2025, PLANNING COMMISSION MEETING MINUTES A motion by Commissioner Chavez Marquez, second by Commissioner Goldfarb, to approve the minutes as mailed. The motion carried (3-0-1-1) with the following roll call vote:
AYES: Bernstein, Chavez Marquez, Goldfarb
NOES: None
ABSENT: Behura
ABSTAIN: Masterson
4.2 APPROVAL OF NOVEMBER 12, 2025, PLANNING COMMISSION MEETING MINUTES A motion by Chair Pro Tem Masterson, second by Commissioner Goldfarb, to approve the minutes as mailed. The motion carried (3-0-1-1) with the following roll call vote:
AYES: Bernstein, Goldfarb, Masterson
NOES: None
ABSENT: Behura
ABSTAIN: Chavez Marquez
4.3 APPROVAL OF NOVEMBER 19, 2025, ADJOURNED PLANNING COMMISSION MEETING
MINUTES
A motion by Chair Pro Tem Masterson, second by Commissioner Goldfarb, to approve the minutes as mailed. The motion carried (4-0-1-0) with the following roll call vote:
AYES: Bernstein, Chavez Marquez, Goldfarb, Masterson
NOES: None
ABSENT: Behura
ABSTAIN: None
7.1 CONDITIONAL USE PERMIT 2025-49 – WEST COAST PICKLEBALL PROPERTY ADDRESS: 23061 SAVI RANCH PARKWAY
Behura arrived at 6:39 p.m.
A request to allow the sale and on-site consumption of beer, wine, and distilled spirits (Type-57 ABC license) as an accessory use to an existing indoor pickleball facility.
A motion by Chair Pro Tem Masterson, second by Commissioner Goldfarb, to adopt Resolution No. 5651 Conditional Use Permit 2025-49 – West Coast Pickleball subject to attached conditions.
The motion carried (3-2-0-0) with the following roll call vote:
Commissioner Chavez Marquez recused himself due to conflict of interest at 7:15 p.m.
Speakers in favor: None
Speakers in opposition: 1
AYES: Chavez Marquez, Goldfarb, Masterson
NOES: Bernstein, Behura
ABSENT: None
ABSTAIN: None
7.1 CONDITIONAL USE PERMIT 2025-10, TENTATIVE TRACT MAP 19389, AND DESIGN REVIEW 2025-02 – CITY VENTURES
PROPERTY ADDRESS: 19081 YORBA LINDA BOULEVARD
A request for site planning and architectural design review approval for a three-story, 62-unit multifamily, for sale, attached townhouse project.
A motion by Commissioner Behura, second by Chair Pro Tem Masterson, to adopt Resolution No. 5652 Tentative Tract Map 19389, approve by minute motion Design Review 2025-02, and adopt Resolution No. 5653 Conditional Use Permit 2025-10 subject to attached conditions and adding additional conditions. The motion carried (3-1-0-0) with the following roll call vote:
Speakers in favor: 4
Speakers in opposition: 10
AYES: Bernstein, Behura, Masterson
NOES: Goldfarb
ABSENT: None
ABSTAIN: None
Adjournment: The meeting adjourned at 11:00 p.m. to the January 14, 2025, Planning Commission meeting at 6:30 p.m.
CITY CLERK'S OFFICE
DATE: DECEMBER 16, 2025
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: MARCIA BROWN, CMC, CITY CLERK
SUBJECT: COUNCIL COMMITTEE AND AGENCY REPORTS
RECOMMENDATION
It is recommended that the City Council receive and file this report.
DISCUSSION
City Council members serve on a number of outside committees and agencies. Attached are updates received recently from these agencies.
ATTACHMENTS
1. Reports from City Council Organizations, Agencies and Committees
MONTHLY REPORT:
November
Monthly Year to Date (YTD) County Monthly County YTD
Service Requests Completed 6 96 309 2,994
Mosquitoes 6 81 262 2,393
Rats 0 7 28 375
RIFA 0 5 15 147
Number of Swimming Pools Inspected/Treated 23 221 561 7,461 Hours Spent Treating/Inspecting Gutters 1.5 53.58 159.07 4,225.3 Acres of Flood Channels Treated 0 1.645 39.7895 629.1863 Acres Treated for RIFA 68 686 1,576 21,113
IT (inspection/treatment) Sites Serviced 64 405 1,288 15,598 Adult Mosquitoes Collected 1 1053 4,870 214,715
Mosquito Pools (Samples) Tested 0 35 204 5,219
WNV Positive Samples 0 0 5 184
Other Positive Samples 0 0 0 0
WNV Positive Birds 0 0 0 4
Outreach Events Attended 0 0 0 60
General Presentations 0 1 3 37
Educational Program Presentations 0 0 7 107
Service Requests & Miscellaneous Calls Received 8 118 429 4,798 Fleas, Ticks, and Others Tested 0 0 0 2,387
Number of Disease Investigations 0 4 7 54
WNV Investigations 0 0 1 5
Dengue Investigations 0 0 0 14
Typhus Investigations 0 3 5 32
Other Investigations 0 0 1 3
Underground Storm Systems Treated 0 320 1,391 25,895
Public Insect ID Completed 0 0 29 480
COUNTY WIDE PROJECTS / INFORMATIONAL UPDATE
Yorba Linda
CONTROL
SURVEILLANCE
COMMUNICATIONS / OUTREACH
CITY CLERK'S OFFICE
DATE: DECEMBER 16, 2025
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: MARCIA BROWN, CMC, CITY CLERK
SUBJECT: COUNCIL APPOINTMENTS TO ORGANIZATIONS, AGENCIES AND
COMMITTEES
RECOMMENDATION
It is recommended that the City Council consider the Mayor’s recommended appointments to various organizations, agencies and committees.
BACKGROUND
Ordinance No. 2009-928, requires that, on the first Tuesday of each December, the Mayor shall ask Council Members to state whether they are available and desire to serve a particular entity on the list of regional organizations, agencies or committees. The Ordinance further states that the Mayor shall then consider the experience, special skills and workload of each Council Member and prepare written recommendations for presentation at the next regular City Council meeting. The appointments shall be affirmed by a majority vote of the City Council.
DISCUSSION
The Mayor solicited Council Member interest in serving on regional organizations, agencies and committees at the December 2, 2025, City Council meeting and his recommendations are presented in Attachment 1. It is recommended that the City Council consider the Mayor’s recommendation.
Three organizations provide compensation to the appointed Council Member:
Orange County Fire Authority: $100 per meeting
Transportation Corridors Agency: $120 per meeting
Orange County Mosquito & Vector Control District: $100 per meeting Mayor Pro Tem Huang is completing the first year of a two-year term on OCMVCD and state Health and Safety Code establishes that its members can only be replaced for cause.
Council Member Campbell represents Yorba Linda on the OCFA Board and OCFA has asked member cities to maintain continuity with the appointment (Attachment 2). OCFA bylaws require member agencies to appoint Directors by Resolution (Attachment 3).
COUNCIL APPOINTMENTS TO ORGANIZATIONS, AGENCIES AND COMMITTEES P a g e | 2
ALTERNATIVES
Ask for additional information and provide staff with further direction.
ATTACHMENTS
1. Mayor’s Recommendations of City Council Appointments to Organizations, Agencies and Committees
2. Letter from OCFA requesting Continuity of Appointee to Board
3. Resolution Appointing a Representative to Orange County Fire Authority
CITY COUNCIL APPOINTMENTS TO
ORGANIZATIONS, AGENCIES AND COMMITTEES
2026
AGENCY/COMMITTEE DELEGATE ALTERNATE
ACC-OC Mayor Mayor Pro Tem
Bridges at Kraemer Place Community Advisory Board Campbell N/A Finance Committee
Rodriguez
Singh N/A
Foothill/Eastern Transportation Corridor Agency Huang Lim Orange County City Selection Committee Mayor N/A
Orange County Council of Governments (OCCOG) Singh N/A
Orange County Fire Authority Campbell N/A
Orange County Mosquito and Vector Control District
Huang
2-Year Term Exp 1/2027 N/A
Placentia Navigation Center Lim N/A
Placentia Yorba Linda Unified School District Campbell Lim Santa Ana River Flood Protection Agency Singh Campbell
Southern California Association of Governments Rodriguez Huang Trauma Intervention Program Singh Lim
Yorba Linda Chamber of Commerce Rodriguez Singh
Yorba Linda Water District Huang Lim
YLWD/CC Joint Advisory Committee
Huang
Singh N/A
RESOLUTION NO. 2025-xxxx
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
YORBA LINDA CALIFORNIA, DESIGNATING AND
APPOINTING ITS REPRESENTATIVE TO THE ORANGE
COUNTY FIRE AUTHORITY’S BOARD OF DIRECTORS
WHEREAS, the City, as a “member” of the Orange County Fire Authority Joint Powers Authority (JPA) is entitled to appoint a representative director (“Director”) to the Orange County Fire Authority’s Board of Directors, and
WHEREAS, each member agency, by resolution of its governing body, shall designate and appoint one representative to act as its Director on the Authority Board of Directors, except the County whose Board of Supervisors shall appoint two representatives to act as its Directors, and
WHEREAS, each Director shall be a current elected member of the governing body, and
WHEREAS, each Director shall hold office until the selection of a successor by the appointing body, and
WHEREAS, each Director is to serve at the pleasure of his or her appointing body and may be removed at any time, with or without cause, at the sole discretion of that appointing body, and
WHEREAS, any vacancy shall be filled in the same manner as the original appointment of a Director.
NOW, THEREFORE the City Council of the City of Yorba Linda does hereby resolve as follows:
SECTION 1. The City Council hereby designate and appoint Council Member ___________ as a Director to the Orange County Fire Authority Board of Directors.
SECTION 2. The City Council hereby directs the City Clerk to transmit a copy of execute resolution to the Clerk of the Authority of the Orange County Fire Authority prior to their next regularly scheduled board meeting.
SECTION 3. This Resolution shall take effect immediately upon its adoption by the City Council and the City Clerk shall attest to and certify the vote adopting this Resolution.
PASSED, APPROVED AND ADOPTED by the City Council of the City of Yorba Linda, California on the ___ day of _____, 2025.
_____________________________
MAYOR
CITY OF YORBA LINDA
ATTEST:
______________________________
MARCIA BROWN, CITY CLERK
CITY OF YORBA LINDA
APPROVED AS TO FORM:
RUTAN & TUCKER, LLP
_______________________________
CITY ATTORNEY
STATE OF CALIFORNIA )
ss.
COUNTY OF ORANGE )
I, MARCIA BROWN, City Clerk of the City of Yorba Linda, California, DO HEREBY CERTIFY that the foregoing Resolution was adopted at a regular meeting of the City of Yorba Linda held on the ___ day of _____, 2025 and was carried by the following roll call vote:
AYES: COUNCIL MEMBERS:
NOES: COUNCIL MEMBERS:
ABSENT: COUNCIL MEMBERS:
_______________________________
MARCIA BROWN, CITY CLERK
CITY OF YORBA LINDA
CITY COUNCIL MEETING
AGENDA SCHEDULING REQUEST FORM
TO: City Manager
FROM: Councilwoman Tara Campbell
FOR (DATE OF COUNCIL MEETING): December 16, 2025
“OTHER BUSINESS” ITEM TO BE AGENDIZED:
TITLE OF REPORT/ ITEM:
Adopt Resolution Regarding Vote Centers in Yorba Linda
ADDITIONAL INFORMATION:
I respectfully request your support to adopt the attached resolution affirming the City’s commitment to helping ensure accessible, well-managed, and convenient voting options for Yorba Linda residents.
During the November 4, 2025 Special Election, Yorba Linda residents experienced significant wait times to cast their ballots. This issue appeared to be widespread across Orange County. In Yorba Linda, one of the vote centers was located at the Yorba Linda Public Library, a well-known location and facility that drew high turnout.
The purpose of the resolution is to establish a collaborative approach with the Orange County Registrar of Voters (ROV) to ensure that future voting in Yorba Linda is accessible, well-managed, and convenient. The resolution formalizes the City’s role in providing input on practical considerations such as parking, accessibility, and facility usage to guide effective site selection.
CC: MAYOR & CITY COUNCIL
CITY CLERK
RESOLUTION NO. 2025-____
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YORBA LINDA, CALIFORNIA AFFIRMING THE CITY’S COMMITMENT TO ENSURING
ACCESSIBLE, WELL-MANAGED, AND CONVENIENT VOTING OPTIONS IN YORBA LINDA
WHEREAS, Yorba Linda residents are active participants in their local, state and federal governments and high propensity voters; and
WHEREAS, the City Council is committed to encouraging Yorba Linda residents to vote and ensuring that Yorba Linda residents have accessible, well-managed, and convenient voting options; and
WHEREAS, in the November 4, 2025 Special Election, the Yorba Linda Public Library was the busiest in-person vote center in Orange County; and WHEREAS, on November 4, 2025, many Yorba Linda residents experienced significant wait times, over an hour in some cases, to cast their ballots; and WHEREAS, long waits were experienced at many vote centers across Orange County; and
WHEREAS, locating a voter center at the Yorba Linda Public Library, with its busy, regular programming and its parking lot under construction, created an avoidable challenge for the Orange County Registrar of Voters (ROV), the City and voters; and WHEREAS, our municipal government is well positioned to advise the ROV on practical factors such as parking, accessibility, and facility usage, and should play a collaborative role in determining vote center locations; and WHEREAS, Yorba Linda residents deserve accessible, well-managed, and convenient voting options.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF YORBA LINDA DOES FIND, DETERMINE, AND RESOLVE AS FOLLOWS:
1. The recitals set forth above are true and correct and are incorporated herein.
2. That the City is committed to partnering with the ROV to improve coordination, communication, and local input for future elections.
3. That, as long as vote centers are the election model in Orange County, the City should accommodate at least one 11-day vote center and at least one four-day vote center in City facilities, and assist the ROV in identifying additional suitable venues, whether City-owned or private.
4. That the City Manager and City Clerk meet with the ROV to discuss the implementation of this Resolution and the voter experience during the November 4, 2025 Special Election.
PASSED, APPROVED AND ADOPTED at a regular meeting of the City Council of the City of Yorba Linda on this _____ day of __________ 2025. __________________________
CARLOS RODRIGUEZ, MAYOR
CITY OF YORBA LIND
ATTEST:
______________________________
MARCIA BROWN, CITY CLERK
CITY OF YORBA LINDA
APPROVED AS TO FORM:
RUTAN & TUCKER, LLP
__________________________
CITY ATTORNEY
STATE OF CALIFORNIA )
ss.
COUNTY OF ORANGE )
I, MARCIA BROWN, City Clerk of the City of Yorba Linda, California, DO HEREBY CERTIFY that the foregoing Resolution was adopted at a regular meeting of the City Council of the City of Yorba Linda held on the _____ day of ______, 2025, and was carried by the following roll call vote:
AYES: COUNCIL MEMBERS:
NOES: COUNCIL MEMBERS:
ABSENT: COUNCIL MEMBERS:
_________________________________
MARCIA BROWN, CITY CLERK
CITY OF YORBA LINDA