Agenda Item No. 13
CITY OF YUCAIPA
AGENDA REPORT
TO: Honorable Mayor and City Council
FROM: Chris Mann, City Manager L 1
Jennifer Crawford, Assistant City Manager~
Fermin Preciado, Director of ;!Sr
rvices / City Engineer
Phil White, Director of Finan
FOR: City Council Meeting of June 12, 2023
SUBJECT: Fiscal Year 2023 - 2024 Annual Budget, Capital Improvement Program, and Other Related Actions
RECOMMENDATION:
That the City Council:
1. Adopt Resolution No. 2023-3 1, approving the Fiscal Year 2023-2024 Operating Budget and Capital Improvement Program (FY24 Annual Budget) for the City of Yucaipa; and
2. Adopt Resolution No. 2023-25, approving the Fund Balance Policy; and
3. Adopt Resolution No. 2023-26, approving the Fund Balance Commitments in the General Fund;and
4. Adopt Resolution No. 2023-27, approving to Commit 35% of Property Tax Rcvcnue to Fire Protection Services and Paramedic Services; and
5. Adopt Resolution No. 2023-16, adopting the General Unit Salary, Benefit and Classification Plan effective with the pay period beginning July 1, 2023; and
6. Adopt Resolution No. 2023-15, adopting the Management, Supervisory and Confidential Employee Benefit and Classification Plan effective with the pay period beginning July 1, 2023; and
7. Approve the Memorandum of Understanding (MOU) Between the City and the General Employees Unit and the Personnel Rules of the City of Yucaipa; and
8. Adopt Resolution No. 2023-17, adopting the Measure I Five -Year Capital Improvement Program; and
9. Adopt Resolution No. 2023-23, approving the Five -Year Capital Project Needs Analysis (CPNA) for FY2024-2025 through FY2028-2029; and
242
10. Adopt Resolution No. 2023-20, approving a list of projects for Fiscal Year 2023-2024 funded by S131; and
11. Adopt Resolution No. 2023-28, setting the Appropriations Limit for Fiscal Year 2023/2024; and
12. Adopt Resolution No. 2023-29, approving the Fiscal Year 2023-2024 Budget for the Successor Agency to the Yucaipa Redevelopment Agency; and
13. Adopt Resolution No. 2023-30, approving the Fiscal Year 2023-2024 Budget for the Yucaipa Housing Authority; and
14. Approve and authorize the City Manager to execute an amendment to the Agreement for Professional Services with MV Cheng & Associates (Firm) to extend the contract for IT services by one year in an amount not to exceed $145,000 in FY 2023-2024.
DISCUSSION:
Staff is pleased to recommend the Fiscal Year 2023-2024 Operating Budget and Capital Improvement Program (FY24 Annual Budget) for City Council adoption, along with related resolutions. The FY24 Annual Budget represents the spending plan of all City accounting funds and includes operating and capital spending estimates.
The FY24 Annual Budget represents an accumulation of several months of data gathering and operational review. Each department reviewed its staffing and structure to ensure it was effectively organized to deliver services to the community. Financial and budgetary policies and process were updated. Capital cost estimates were gathered and entered into the City's new accounting system.
Revenues were conservatively projected, revenue and expenditure trend information was analyzed and forecast scenarios were developed. The City Council's organizational goals were prioritized throughout the effort.
The amounts in the FY24 Annual Budget are presented on the budgetary basis of accounting which focuses on flows into and out of each accounting fund. The budgetary basis differs from, and can be reconciled to, the modified -accrual basis of accounting that the City uses when compiling financial statements.
While the FY24 Annual Budget includes financial information for all accounting funds, staff would like to highlight the General Fund and certain special revenue funds that are defined as "major funds" by generally accepted accounting principles.
C.PnPral Fiend
Estimated activity in the General Fund projects budgetary inflows to be $32.7 million including American Rescue Plan Act of 2021 (ARPA) funding of $2.3 million. General Fund estimated budgetary outflows are $34.7 million. The General Fund budget deficit of $2.0 million would result in a decrease to General Fund equity of $2.0 million. General Fund equity is calculated as General Fund assets less General Fund liabilities and is projected to end FY 2023-2024 with a 243
balance of $38.4 million, of which approximately $12.5 million will be categorized as "Unassigned". One significant category of the General Fund's assets is Cash and Investments. An additional indicator of the City's financial health is the General Fund's Cash and Investment balance which is projected to be $20 million at June 30, 2023.
Fire Fund
Estimated activity in the Fire Fund projects budgetary inflows to be $5.6 million. Estimated budgetary outflows of $8.0 million include a transfer -out to the Paramedic Fund of $1.8 million to support operations. The Fire Fund budget deficit of $2.4 million would result in remaining Fire Fund equity of $8.0 million at the end of FY 2023-2024.
Measure I Special Revenue Fund
Estimated activity in the Measure I Special Revenue Fund projects budgetary inflows to be $2.1 million. Estimated budgetary outflows are projected to be $3.9 million resulting in a Measure I Special Revenue Fund budget deficit of $1.8 million. The Measure I Special Revenue Fund is used to track revenues that can only be spent on street maintenance. The projected activity reflects the City's intent to use restricted funding first, before using discretionary funding. The Measure I Fund is projected to have $259 thousand remaining and available to be spent in future years.
Miscellaneous Special Revenue Fund
The Miscellaneous Special Revenue Fund is primarily used to monitor operating grants that are restricted for use. Many of these grants are reimbursement based so the expenditures occur first and the City then seeks reimbursement. Estimated activity in the Miscellaneous Special Revenue Fund projects budgetary inflows and outflows to each be $2.8 million.
Information presented for the Capital Improvement Program (CIP) follows the City Council's direction to prioritize the completion of capital projects prior to starting new projects. Budget authorization for these projects is multi -year, meaning that the authorization to spend does not lapse at the end of the fiscal year, but instead the authorization continues until project completion.
Accordingly, the planned spending within the CIP for FY 2023 -2024 is from previously authorized budgets. Staff successfully aimed to minimize new budget authorization requests to the amounts included in the CIP section of the FY24 Annual Budget.
Several items are included in staff report and relate to the FY24 Annual Budget as follows:
Financial and Budgetary Policies:
In preparation for the FY23 Annual Budget, staff has reviewed the financial policies and budget policies and has updated those policies as applicable. Updated policies include the City's Budget Policy, the Budgetary Basis of Accounting Policy, Fund Balance Policy, General Fund Committed Fund Balance Policy, Interfund Borrowing Policy and Fire Fund Committed Revenue Source Policy. The impact of these renewed policies is included in the FY24 Annual Budget.
Labor Negotiations:
The City's labor negotiators have reached a tentative agreement with both the General Employees Unit and the Management, Supervisory and Confidential (MSC) employees. The agreement with the General Employees Unit is memorialized through Resolution 2023-16, General Unit Salary, 244
Benefit and Classification Plan, a Memorandum of Understanding and throughout the City of Yucaipa's Personnel Rules. The agreement with the MSC employees is memorialized through Resolution 2023-15, Management, Supervisory and Confidential Employee Benefit and Classification Plan and throughout the City of Yucaipa's Personnel Rules. The red -lined versions of both the Memorandum of Understanding and the City of Yucaipa's Personnel Rules are attached to this staff report as are Resolution 2023-15 and Resolution 2023-16.
Measure I
The City must adopt an annual Five -Year Capital Improvement Plan for planned expenditures to be funded by revenues from Measure I, the Countywide Transportation Sales Tax program administered by San Bernardino County Transportation Authority (SBCTA). Although these improvements are identified and included in the CIP, and adopted as part of the budget, SBCTA requires that a separate resolution be adopted relative to Measure I. Beginning with FY 2010-2011, the allocation of Measure I revenues was split between maintenance activities and capital projects in the amounts of 56% and 44% respectively. On June 9, 2014, the City Council approved reallocating 100% of the annual allocation to maintenance activities. As a result, the Measure I allocation has been included for allocation in the Pavement Management Program (PMP) section of the Proposed CIP. Resolution No. 2023-17, identifying the proposed Five -Year plan, is attached.
SBCTA has modified the requirements for adopting the Five -Year plan to include language relative to the annual required Maintenance of Effort (MOE), which for the City of Yucaipa totals the amount of $175,764. The City has consistently exceeded that threshold since the MOE was established.
Measure I Capital Projects Needs Analysis (CPNA)
The Measure I 2010-2040 Strategic Plan requires local agencies to annually adopt a Five -Year CPNA to document project needs by fiscal year and includes the anticipated funding sources, funding amounts and project phasing, where appropriate. The annual CPNA also includes the local agency's development mitigation fair share funding contribution for the projects in the form of Traffic Facilities Fee (TFF) funds and SB 1 funds in the form of a loan to the TFF account.
SBCTA (formerly SANBAG) will use this information to complete their FY2024-2025 through FY2028-2029 Measure 1 2010-2040 apportionment and fund allocation process for each local agency receiving Measure I Arterial funding. The projects currently identified in the City of Yucaipa's CIP, which include Measure I Arterial funding as a funding source, are as follows:
• Yucaipa Boulevard Widening, 15th Street to the 1-10 Freeway • Avenue E Intersections and Sidewalk Improvements, Bryant Street to 5th Street Project • County Line Road Improvements, Bryant to the 1-10 Freeway • Wildwood Canyon Road/1-10 Freeway Interchange
• Calimesa Boulevard Improvements, County Line Road to Oak Glen Road On September 26, 2022, City Council adopted Resolution No. 2022-55 approving the Five -Year CPNAs for FY 2023/2024 through FY 2027/2028. The funding identified for the five (5) projects listed above in the proposed FY 23 CIP requires that the CPNAs for FY 2024-2025 through FY 2028-2029 be revised by September 30, 2022.
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For the last several years, City Council has approved the allocation of Measure I Arterial funding for each of these projects. The proposed FY2023/2024 CIP includes the following allocations of Measure I Arterial funding for the City's eligible projects:
Advanced
Total
Measure I
Expenditure
Measure I
Projects
Arterial
Measure I
Arterial
Funding
Arterial
Funding
Funding
Yucaipa Boulevard Widening, 15th Street to
$6,543,000
$3,004,000
$9,427,000
the I-10 Freeway
Avenue E Street and Sidewalk
Improvements, Bryant Street to 5th Street
$5,043,000
$1,165,000
$6,208,000
Project
County Line Road Improvements, Bryant
$2,929,000
$3,041,000
$5,970,000
Street to the I-10 Freeway
Wildwood Canyon Road/I-10 Freeway
Interchange (Calimesa Boulevard
$750,000
$990,000
$1,740,000
Improvements, County Line Road to Oak
Glen Road
5th Street Widening, Yucaipa Boulevard to
$1,027,000
$155,000
$1,182,000
Avenue E
The CPNA funding includes the advancement of Measure I funds from SBCTA's Measure I Major Streets Program Arterial Sub -Program Advanced Fundingprocess approved by the SBCTA Board in July of 2019. This program allows the City to request an advance of up to five years of the City of Yucaipa's estimated equitable share of Measure I major Street Project Program/Arterial Sub- program funds for various arterial widening projects in an estimated amount of $9 million based on the amount of the unused fund balance in the program and the City's ability to match the funds with TFF and SB 1 funds.
SBI Funding
Proposed Resolution No. 2023-20 is required to account for the funding obligations relative to SB 1. In May of 2023, the State provided the City with their projections of the funding the City would receive for the Road Repair and Accountability Act of 2017 (SB 1). The projections show that the City will be eligible to receive approximately $1,327,163 in new gas taxes from the State for FY 2023/2024. In order to receive SB 1 funds, cities are being required to provide a list of the projects planned to be funded by SB 1 funds to the California Transportation Commission (CTC) by July 1, 2023. Projects on the list should be included in a City Council adopted budget or CIP and identify the appropriate level of SB 1 funds for FY 2023/2024. If approved, staff will submit the City of Yucaipa's list to the CTC prior to the deadline.
The CTC requires that each city and county that will be receiving SB 1 funds adopt a resolution to amend their budget or approve their budget identifying the SB 1 funds. By adopting Resolution No. 2023-20, the City will satisfy the CTC's requirement to be eligible to receive the SB 1 funds. 246
Consistent with the Proposed FY 2023/2024 CIP, the SB 1 funds, available for FY 2022-2023, are to be allocated to the following project:
• Pavement Management Program - $1,327,163
Successor Agency to the Yucaipa Redevelopment Agency
Upon the enactment of AB X1 26, redevelopment agencies (RDA) were eliminated in the State.
In order to effectively wind down any active projects/programs at the time of dissolution, the Successor Agency to the Yucaipa Redevelopment Agency was formed. The purpose of the Successor Agency is to monitor those remaining activities to completion and exhaust or transfer any and all assets maintained by the former RDA. The Successor Agency has adopted the Recognized Obligation Payment Schedules (ROPS) for the purpose of identifying remaining enforceable obligations to be paid from future tax increment revenue.
The Successor Agency will continue to be responsible for debt service payments on the outstanding bond issues and certain administrative expenses. In addition, the Oversight Board is required to approve any action taken by the Successor Agency. The San Bernardino Countywide Oversight Board, consisting of seven members representing various affected local governmental entities, has approved the ROPS for the period ending June 30, 2024.
The FY24 Annual Budget projects outflows of $749 thousand and inflows of $708 thousand. The amounts include the debt service requirements associated with the Tax Allocation Bonds issued in June 1998, 2004, and 2010.
Yucaipa Housing Authority
The Yucaipa Housing Authority is the housing successor to the former redevelopment agency under Health & Safety Code section 34176(b)(3). The Housing Authority incurs expenses in the administration of the three approved senior living projects. The FY24 Annual Budget projects Housing Authority expenditures in the amount of $53 thousand and inflows of $0.
Appropriations Limit:
In November 1979, the voters of the State of California approved Proposition 4, commonly known as the Gann Initiative. The Proposition created Article XIIIB of the State Constitution that placed limits on the amount of revenue that can be spent by all entities of government. Only those revenues that are referred to as "proceeds of taxes" can be restricted under this Proposition. This restriction on the limit of tax proceeds is often referred to as the Appropriations Limit.
Each year the Appropriations Limit is adjusted based on 1) the percentage change in per capita income, and 2) percentage change in population in either the City or in the entire County, whichever is greater.
The Appropriations Limit for FY 2022-2023 was $53.1 million. The percentage change in per capita income for FY 2022-2023 was 4.44%. The percentage change in population within the County of San Bernardino is 0.12%, which exceeded the change in the City of Yucaipa. 247
Based on the above adjustment factors, the Appropriations Limit for FY 2023-2024 is $55.5 million. Resolution No. 2023-28, setting the Appropriations Limit for FY 2023-2024 and identifying the appropriate adjustment factors, is attached.
Contract IT Staff
Information technology services are supplemented through a professional services contract. The agreement with the current contractor expires at the end of the fiscal year. Staff is requesting authorization to extend the contract through FY 2023-2024 with M.V. Cheng & Associates in an amount not to exceed $145,000, which represents no increase to the current rates and service levels.
Fiscal Impact•
An approval of this item will authorize the operating and capital expenditure plan for FY 2023- 2024.
Attachments:
1. Resolution No. 2023-31, Adopting FY24 Annual Budget
2. Resolution No. 2023-25, Adopting Fund Balance Policy
3. Resolution No. 2023-26, Adopting General Fund Commitments
4. Resolution No. 2023-27, Adopting Fire Fund Revenue Commitment
5. Resolution No. 2023-16, Adopting General Unit Salary, Benefit and Classification Plan
6. Memorandum of Understanding Between the City and the General Employees Unit (Redline)
7. Resolution No. 2023-15, Adopting Management, Supervisory and Confidential Employee Benefit and Classification Plan
8. Personnel Rules of the City of Yucaipa (Redline)
9. Resolution No. 2023-17, Approving the Measure I Five -Year Plan
10. Resolution No. 2023-23, Approving the Five -Year CPNA
11. Resolution No. 2023-20, Approving SB 1 List of Projects
12. Resolution No. 2023-28, Approving the FY2023-2024 Appropriations Limit
13. Resolution No. 2023-29, Adopting the Successor Agency Budget
14. Resolution No. 2023-30, Adopting the Yucaipa Housing Authority Budget Available under separate cover on the City's website:
1. Proposed FY24 Annual Budget
ATTACHMENT 1
249
RESOLUTION NO.2023-31
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YUCAIPA, CALIFORNIA, ADOPTING THE FISCAL YEAR 2023-2024 OPERATING
BUDGET AND CAPITAL IMPROVEMENT PROGRAM
WHEREAS, it is necessary for the efficient operation of the City that the City Council adopt an annual budget, and
WHEREAS, Government Code Section 53901 requires each local agency to file with the County Auditor a copy of its annual budget.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF YUCAIPA HEREBY FINDS, DETERMINES, ORDERS, AND RESOLVES AS FOLLOWS:
Section 1. That the annual Budget for Fiscal Year 2023-2024 is hereby adopted for the City of Yucaipa General Fund, Special Revenue Funds, Capital Projects Funds, Internal Service Funds and the multi -year budget related to the Capital Improvement Program as outlined in Exhibit A and Exhibit B.
PASSED, APPROVED, and ADOPTED this 12th day of June 2023.
ATTEST:
Ana V. Sauseda, CMC
Director of General Services/City Clerk
Justin Beaver, Mayor
250
Resolution 2023-31
Exhibit A
CITY OF YUCAIPA BUDGET SUMMARY
Estimated Equity Adopted
Adopted
Adopted
Adopted Projected Equity
6/30/23 Revenues
Expenditures
Transfers In
Transfers Out 6/30/24
2023-2024
2023-2024
2023-2024
2023-2024
Governmental Funds
General Fund
Special Revenue Funds:
Air Quality Improvement
American Rescue Plan Act
California Dept of Transportation (CaITRANS)
Fire Fund
Gas Tax
Housing Authority
LLMD Funds (in aggregate)
Measure I - Arterial
Measure I - Local
Miscellaneous Special Revenue
Paramedic
PEG Video
RMRA
State Law Enforcement Grant
Total Special Revenue Funds
Proprietary Funds
Internal Service Funds:
Information Technology Fund
Self -Insurance Fund
Total Internal Service Funds
Fiduciary Funds
Private Purpose Trust Funds:
Successor Agency
Custodial Funds:
CFD 98-1 Debt Reserves
Cramer House
Police Department Donation
Total Custodial Funds
$ 40,453,514 $ 28,810,277 $ 31,165,265 $ 3,865,587 $ 3,531,722 $ 38,432,391 70,000
60,000
60,000
70,000
(2,597)
2,255,946
3,135,946
(882,597)
-
6,134,800
6,134,800
-
10,439,978
4,958,668
6,157,462
600,000
1,833,126
8,008,058
(30,370)
1,573,747
1,526,594
-
130,000
(113,217)
(117,147)
-
53,462
-
(170,609)
2,818,862
878,694
878,694
2,818,862
914,790
7,043,943
2,107
7,011,947
944,680
2,046,184
2,100,000
-
3,88G,800
259,384
(195,258)
2,752,161
427,076
2,000
2,362,117
(230,291)
341,589
1,090,000
2,402,502
1,333,126
-
362,214
920,464
92,000
85 -
-
1,012,379
419,142
1,353,927
-
1,300,000
473,069
70,000
100,000
112,200
57,800
$ 17,695,636 $
30,393,886 $
11,560,181 $
1,935,126 $
25,854,736 $
12,609,731
- 2,012,081 2,012,081
237,496 1,092,212 700,000 (154,715)
$ 237,496 $ $ 3,104,292 $ 2,712,081 $ $ (154,715)
$ 1,294,171 $ 707,993 $ 749,235 $ - $ - $ 1,252,929
4,949,591 2,190,000 2,343,392 4,796,200
52,743 - - 52,743
54,677 54,677
$ 5,057,012 $ 2,190,000 $ 2,343,392 $ - $ - $ 4,903,620 NOTE: See CIP section for details on Capital Project Funds City of Yucaipa Annual Budget 2023-2024
251
Resolution 2023-31
Exhibit B
CAPITAL PROJECTS FUNDS SUMMARY
COMMUNITY DEVELOPMENT BLOCK GRANT (CDBG) CAPITAL
Previously Authorized Available CIP
FY24 Proposed FY24 Proposed FY24 Proposed CIP FY24 Proposed Other FY24 Proposed
Expenditure Budget, Estimated
Revenue Additions Transfer -In Additions Expenditure Additions Expenditure Additions Transfer -Out
(as of 6/30/2023)
Additions
$ 906,329.00
$ - S 1,215,951.00 $ 498,951.00 $ $
DRAINAGE FACILITIES (DEVELOPER IMPACT FEES)
Previously Authorized Available CIP
FY24 Proposed FY24 Proposed FY24 Proposed CIP FY24 Proposed Other FY24 Proposed
Expenditure Budget, Estimated
Revenue Additions Transfer -In Additions Expenditure Additions Expenditure Additions Transfer -Out
(as of 6/30/2023)
Additions
$ 8,845,013.00
S 300,000.00 $ 2,902,000.00 $ 2,000,000.00 $ 66,261.01 $ 150,000.00
FIRE FACILITIES (DEVELOPER IMPACT FEES)
Previously Authorized Available CIP
FY24 Proposed FY24 Proposed FY24 Proposed CIP FY24 Proposed Other FY24 Proposed
Expenditure Budget, Estimated
Revenue Additions Transfer -In Additions Expenditure Additions Expenditure Additions Transfer -Out
(as of 6/30/2023)
Additions
$ 200,000.00 S $ S 135,230.59 $
100,000.00
LOW WATER CROSSINGS
Previously Authorized Available CIP
FY24 Proposed FY24 Proposed FY24 Proposed CIP FY24 Proposed Other FY24 Proposed
Expenditure Budget, Estimated
Revenue Additions Transfer -In Additions Expenditure Additions Expenditure Additions Transfer -Out
(as of 6/30/2023)
Additions
$ 215,331.00
$ $ 5,786,800.00 $ 5,610,000.00 $ 3,826,25 $
MISCELLANEOUS CAPITAL PROJECTS FUND
Previously Authorized Available CIP
FY24 Proposed FY24 Proposed FY24 Proposed CIP FY24 Proposed Other FY24 Proposed
Expenditure Budget, Estimated
Revenue Additions Transfer -In Additions Expenditure Additions Expenditure Additions Transfer -Out
(as of 6/30/2023)
Additions
$ 5,645,234.61
$ - $ 374,666.00 $ - $ 351,423.15 S
PARK CAPITAL REPLACEMENT FUND
Previously Authorized Available CIP
FY24 Proposed FY24 Proposed FY24 Proposed CIP FY24 Proposed Other FY24 Proposed
Expenditure Budget, Estimated
Revenue Additions Transfer -In Additions Expenditure Additions Expenditure Additions Transfer -Out
(as of 6/30/2023)
Additions
$ 23,000.00
$ 37,000.00 $ 285,000.00 $ 285,000.00 $ 186.13 $
PARK FACILITIES (DEVELOPER IMPACT FEES)
Previously Authorized Available CIP
FY24 Proposed FY24 Proposed FY24 Proposed CIP FY24 Proposed Other FY24 Proposed
Expenditure Budget, Estimated
Revenue Additions Transfer -In Additions Expenditure Additions Expenditure Additions Transfer -Out
(as of 6/30/2023)
Additions
$ 1,413,379.00
$ 740,000.00 $ - $ 175,000.00 $ 82,091.86 $
475,000.00
PUBLIC FACILITIES (DEVELOPER IMPACT FEES)
Previously Authorized Available CIP
FY24 Proposed FY24 Proposed FY24 Proposed CIP FY24 Proposed Other FY24 Proposed
Expenditure Budget, Estimated
Revenue Additions Transfer -In Additions Expenditure Additions Expenditure Additions Transfer -Out
(as of 6/30/2023)
Additions
$ 979,950.00
$ 150,000.00 $ $ $ 52,962.26 S
150,000.00
SIDEWALKS
Previously Authorized Available CIP
FY24 Proposed FY24 Proposed FY24 Proposed CIP FY24 Proposed Other FY24 Proposed
ExpenditureTransfer-Out
Budget, Estimated
Revenue Additions Transfer -In Additions Expenditure Additions Expenditure Additions (assof 6/30/2023)
Additions
$ 498,000.00
$ - S 358,000.00 $ 10,000.00 $ 4,664.38 $
STREET MAINTENANCE (PAVEMENT MANAGEMENT PROGRAM)
Previously Authorized Available CIP
FY24 Proposed FY24 Proposed FY24 Proposed CIP FY24 Proposed Other FY24 Proposed
Expenditure Budget, Estimated
Revenue Additions Transfer -In Additions Expenditure Additions Expenditure Additions Transfer -Out
(as of 6/30/2023)
Additions
$ 728,268.00
$ - $ 3,216,800,00 $ 3,216,800.00 $ 98,056.82 S
2,000.00
TRAFFIC FACILITIES (DEVELOPER IMPACT FEES)
Previously Authorized Available CIP
FY24 Proposed FY24 Proposed FY24 Proposed CIP Fl 24 Proposed Other FY 24 Proposed
Expenditure Budget, Estimated
Revenue Additions Transfer -In Additions Expenditure Additions Expenditure Additions Transfer -Out
(as of6/30/2023)
Additions
10,362,500.00
$ 1,200,000.00 $ 8,211,447.00 $ 4,149,000.00 $ 112,866.16 $ 600,000.00
City of Yucaipa Annual Budget 2023-2024 Page 123
252
ATTACHMENT 2
253
RESOLUTION NO. 2023-25
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YUCAIPA
ADOPTING A FUND BALANCE POLICY FOR FINANCIAL
STATEMENT REPORING
WHEREAS, the Government Accounting Standards Board (GASB) is the authoritative body that sets accounting principles for governmental agencies, including the City of Yucaipa (City); and
WHEREAS, GASB pronouncements comprise the majority of generally accepted accounting principles for governmental agencies; and
WHEREAS, GASB Statement No. 54, Fund Balance Reporting and Governmental Fund Type Definitions (GASB 54) establishes a hierarchy clarifying the constraints that govern how a government entity can use amounts reported as fund balance; and WHEREAS, the City Council has determined that compliance with GASB 54 will clearly define new fund balance classification; identify the City Council as the highest decision -making level of authority; identify authority and action that lead to committed and assigned fund balances; establish spending priority; and establish a minimum fund balance policy.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF YUCAIPA HEREBY FINDS, DETERMINES, ORDERS, AND RESOLVES AS FOLLOWS:
Section 1. The City Council hereby adopts the policy attached hereto as Exhibit A, establishing a fund balance policy for financial statement reporting.
PASSED, APPROVED, and ADOPTED this 12th day of June 2023.
ATTEST:
Ana V. Sauseda, CMC
Director of General Services/City Clerk
Justin Beaver, Mayor
254
EXHIBIT A
Purpose
The purpose of the Fund Balance Policy is to establish the process for the City of Yucaipa to report fund balance designations in accordance with Generally Accepted Accounting Principles (GAAP).
Policy
Fund balance is the municipal accounting term used for equity in governmental funds.
There are five components of fund balance, each of which represents a level of constraint to which the resources can be spent.
Nonspendable Fund Balance —
This component of Fund Balance represents amounts that are not in a spendable form (such as prepaid items or long-term receivables) or are required to be maintained intact (such as the principal portion of an endowment fund).
In the General Fund, Nonspendable Fund Balance includes amounts for Prepaid Items and Advances to Other Funds.
Restricted Fund Balance —
Restricted Fund Balance represents amounts restricted for specific purposes by their providers (such as grantors), through constitutional provisions, or by enabling legislation. Generally, the restriction on use is made by a party external to the City.
The City reports Restricted Fund Balance primarily in various special revenue funds.
Committed Fund Balance —
Equity with use constraints imposed by the City Council is designated as Committed Fund Balance. The formal action required to commit resources at the City is a Resolution. Once an amount is committed for use by Resolution, it can only be used for that purpose and amounts can only be decommitted through Resolution.
The City reports Committed Fund Balance in the General Fund and the Fire Fund. Refer to the Committed Fund Balance section below for further detail.
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Assigned Fund Balance —
Assigned Fund Balance represents the City's intent to utilize resources for a specific purpose; intent can be expressed by the City Manager or designee. Formal action is not required to assign fund balance. To the extent that accumulated equity will be used to fund a future budget shortfall, fund balance is designated as assigned.
Assigned Fund Balance is reported in the General Fund and certain capital projects funds.
Unassigned Fund Balance — The residual fund balance that is spendable, but not restricted, committed, or assigned is considered Unassigned Fund Balance.
The residual fund balance in the General Fund is reported as Unassigned Fund Balance in addition to deficit equity balances in other governmental funds.
Committed Fund Balance Detail
The City Council, as the City's highest level of decision -making authority, may commit fund balance for specific purposes by adopting a resolution. Once committed, these amounts must be used for the stated purpose unless the City Council removes or changes the specified use, also by resolution. The City reports the following Commitments:
General Fund
Economic Stabilization Contingency
The City Council has committed $1,000,000 for economic stabilization. The commitment is set aside for a future revenue shortfall that meets or exceeds a state reduction in revenue streams or economic conditions that lead to a decline in General Fund revenue of at least 30% compared to budgeted revenues. In such an event, the City may utilize these committed funds to maintain levels of service to residents.
Disaster Relief - Emergency Preparedness Contingency
The commitment of $5,000,000 is to provide funding in the event of a declaration of a federal state of emergency or a Local Emergency as defined in the Yucaipa Municipal Code Section 8.36.030.
Fire Special Revenue Fund
Reallocation of Property Tax Revenue
2g6
In fiscal year 1999 — 2000, the City assumed responsibility for fire protection services. At that time, property tax was reallocated to provide funding for fire protection services. The value of the reallocated property tax revenue was approximately 35%. City Council used the initial percentage as the basis to commit 35% of annual property tax revenue to fund fire protection and paramedic services. Fire protection services are accounted for in the Fire Special Revenue Fund.
217
ATTACHMENT 3
258
RESOLUTION NO.2023-26
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YUCAIPA
APPROVING COMMITMENT OF CERTAIN GENERAL FUND
RESERVES FOR SPECIFIED PURPOSES CONSISTENT WITH THE
FUND BALANCE POLICY
WHEREAS, the Government Accounting Standards Board (GASB) is the authoritative body that sets accounting principles for governmental agencies, including the City of Yucaipa (City); and
WHEREAS, GASB pronouncements comprise the majority of generally accepted accounting principles for governmental agencies; and
WHEREAS, GASB Statement No. 54, Fund Balance Reporting and Governmental Fund Type Definitions (GASB 54) requires that governmental agencies utilize certain terminology and classification when describing components of fund balance; and WHEREAS, GASB 54 is designed to improve the reporting of fund balance and to establish a hierarchy of fund balance classifications based primarily on the extent to which governments are bound by constraints on resources reported in the funds; and WHEREAS, the City Council approved the "Fund Balance Policy" with Resolution 2023- 25, which complies with the requirements of GASB 54; and WHEREAS, approval will result in the City having the reserves listed in the "Committed Fund Balance for the General Fund Only" attached hereto and incorporated herein by this reference as Exhibit A.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF YUCAIPA HEREBY FINDS, DETERMINES, ORDERS, AND RESOLVES AS FOLLOWS:
Section 1. Approval of Commitment of Certain Reserves for Specified Purposes Consistent with the Fund Balance Policy
Section 2. That the City Council hereby approve the commitment to the Economic Stabilization Contingency in the amount of $1,000,000 and the commitment to the Disaster Relief — Emergency Preparedness Contingency in the amount of $5,000,000. 259
Section 3. That all the provisions heretofore adopted by the City Council that are in conflict with the provisions of this Resolution are hereby repealed.
PASSED, APPROVED, and ADOPTED this 12th day of June 2023.
ATTEST:
Ana V. Sauseda, CMC
Director of General Services/City Clerk
Justin Beaver, Mayor
2�0
EXHIBIT A
COMMITTED FUND BALANCE FOR THE GENERAL FUND ONLY
Economic Stabilization Contingency
The Economic Stabilization Contingency commitment is $1,000,000 for economic stabilization. The commitment is set aside for a future revenue shortfall that meets or exceeds a State imposed reduction in revenue streams or economic conditions that lead to a decline in General Fund revenue of at least 30% compared to budgeted revenues. In such an event, the City may utilize these committed funds to maintain levels of service to residents.
Disaster Relief - Emergency Preparedness Contingency
The Disaster Relief - Emergency Preparedness Contingency commitment of $5,000,000 is to provide funding in the event of a declaration of a federal state of emergency or a Local Emergency as defined in the Yucaipa Municipal Code Section 8.36.030. 261
ATTACHMENT 4
262
RESOLUTION NO.2023-27
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YUCAIPA
APPROVING COMMITMENT OF A PORTION OF PROPERTY TAX
REVENUES FOR FIRE PROTECTION AND PARAMEDIC SERVICES
WHEREAS, Since July 1, 1999, the City of Yucaipa (City) receives property tax revenue previously allocated to County Service Area (CSA) 38 to provide funding for the assumed responsibility for fire protection and paramedic services throughout the City; and WHEREAS, the incremental property tax revenue received during fiscal year 1999 — 2000 was approximately 35% of total property tax revenue received; and WHEREAS, property tax revenue previously apportioned to CSA 38 remitted to the City in subsequent fiscal years is not distinguishable from other property tax revenue; and WHEREAS, City Council's intention was to establish a portion of property tax revenue and monitor and track fire protection service costs and paramedic service costs against that revenue.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF YUCAIPA HEREBY FINDS, DETERMINES, ORDERS, AND RESOLVES AS FOLLOWS:
Section 1. That the City Council approve the commitment of 3 5 % property tax revenue received each fiscal year to be monitored and tracked against fire protection service cost and paramedic service cost.
PASSED, APPROVED, and ADOPTED this 12�' day of June 2023.
ATTEST:
Ana V. Sauseda, CMC
Director of General Services/City Clerk
Justin Beaver, Mayor
263
ATTACHMENT 5
264
RESOLUTION NO.2023-16
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YUCAIPA, CALIFORNIA, RESCINDING RESOLUTION NO. 2022-64 AND 2021-30,
AND ADOPTING THE REVISED GENERAL UNIT EMPLOYEE SALARY,
BENEFIT AND CLASSIFICATION PLAN
WHEREAS, it is necessary for the efficient operation of the affairs of the City that the City Council adopt a pay and classification plan; and
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF YUCAIPA HEREBY FINDS, DETERMINES, ORDERS, AND RESOLVES AS FOLLOWS:
Adopt Resolution No. 2023-16, rescinding Resolution No. 2022-64 and Resolution No. 2021-30, and adopting the General Unit Salary, Benefit and Classification Plan effective with the pay period beginning July 1, 2023, by:
a. Increasing the salary schedule for all effected positions, with the implementation of a Cost -of -Living Adjustment (COLA) effective with the pay period beginning July 1, 2023, by an amount equal to (7.6%), and in the first pay period of July 2024, by an amount of equal to (4.4%); and
b. Increasing the Medical health allotment benefit from $1,295 per month to $1,445 effective with the pay period beginning July 1, 2023, and to $1,595 effective the first pay period following July 1, 2024, for employees hired prior to May 8, 2023; and
c. Creating a City funded medical gap insurance spending account up to $500/month for employees who are on the City sponsored medical plan, effective with the pay period beginning July 1, 2023; and
d. Creating an additional City funded Vision Insurance plan to replace the current Vision Reimbursement benefit of $300 per year; and
e. Facilitating the closure of City facilities between December 26th through December 31st (Winter Closure), Columbus Day, Fall Closure (Wednesday preceding Thanksgiving Day), and a Floating Holiday (1 day per calendar year); and f. Eliminating one Emergency Services Coordinator/Community Liaison position, Salary Range 31 ($81,758-$102,105); and
g. Creating one Information Technology Technician position, Salary Range 10 ($48,677-$60,791); and
h. Creating one Office Assistant II position, Salary Range 14, ($53,731-$67,102); and 265
i. Creating one additional Senior Maintenance Worker position, Salary Range 18 ($59,309-$74,069); and
j. Creating one additional Accountant position, Salary Range 27 ($74,069-$92,502); and
k. Creating one Development Services Technician position, Salary Range 23 ($67,102-$83,802) and
1. Creating one additional Code Enforcement Officer position, Salary Range 27 ($74,069-$92,502).
PASSED, APPROVED, and ADOPTED this 12th day of June 2023.
ATTEST:
Ana V. Sauseda, CMC
Director of General Services/City Clerk
Justin Beaver, Mayor
266
CITY OF YUCAIPA
GENERAL EMPLOYEES UNIT
SALARY SCHEDULE
(Effective beginning July 1, 2023)
No
Position
Range
Salary Range
42 Accountant
27 74,069-92,502
2 Accounting Assistant
17 57,862-72,262
2 Administrative Assistant
21 63,869-79,764
1 Senior Administrative Assistant Public Works
23 67,102-83,802
1 Administrative Technician
26 72,262-90,245
2 Assistant Planner
31 81,758-102,105
Associate Planner
35 90,245-112,704
23 Code Enforcement Officer*
27 74,069-92,502
-4
Qi 758 ins Inc
9 Community Services Coordinator
20 62,311-77,818
1 Development Services Technician
23 67,102-83,802
3 Community Services Specialist
10 45,239-56,498
1 Geographic Information Systems Technician
21 63,869-79,764
1 Information Technology Technician
10 48,677-60,791
8 Maintenance Worker I
10 45,239-56,498
Maintenance Worker II
14 49,936-62,363
1 Network Support Specialist
21 59,358-74,130
23 Office Assistant 1
Office Assistant II
10 14
45,239-56,498
53,731-67,102
1 Senior Code Enforcement Officer
31 81,758-102,105
1 Senior Development Services Technician
25 70,500-88,044
42 Senior Maintenance Worker
18 59,309-74,069
3 1
Park Ranger*
Public Works Ranger
25 25
70,500-88,044
70,500-88,044
*One position is vacant and unbudgeted
Attachment to Resolution No. 2023-16
June 12, 2023
267
ATTACHMENT 6
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF YUCAIPA AND THE GENERAL EMPLOYEES
OF THE CITY OF YUCAIPA
I OT"TwKeWIN
The Memorandum of Understanding is made and entered into between the City of Yucaipa (hereinafter referred to as the "City"), and the designated representatives (hereinafter referred to as the "Representative") of the General Employee Unit of the City of Yucaipa.
PREAMBLE
It is the purpose of this Memorandum of Understanding (hereinafter referred to as the "MOU") to promote and provide for harmonious relations, cooperation, and understanding between the City management representatives and the General employees covered under this MOU; to provide an orderly and equitable means of resolving any misunderstandings or differences which may arise under this MOU; and to set forth the agreement of the parties as a result of good faith negotiations regarding wages, hours, and other terms and conditions of employment of the employees covered under this MOU.
ARTICLE 1 RECOGNITION
The City recognizes the Yucaipa City Employees Association (hereinafter referred to as the "Association") chosen by the majority of the members of the General Unit, as the exclusive representative of all employees in the classifications as set forth in Exhibit A.
ARTICLE 2 IMPLEMENTATION
This MOU constitutes a recommendation to be submitted to the City Council subsequent to the ratification meeting by the membership of the General Employees. It is agreed that this MOU shall not be binding upon the parties either in whole or in part unless and until:
The City Council formally acts, by majority vote, to approve and adopt said MOU.
ARTICLE 3 TERM
The term of this MOU shall commence on the date when the terms and conditions for its effectiveness, as set forth in Article 2 Implementation, are fully met. This MOU shall expire and otherwise be fully terminated on June 30, 202-J2025.
ARTICLE 4 AUTHORIZED AGENTS
For the purpose of administering the terms and provisions of this MOU:
4.1 City's principal authorized agent shall be the City Manager or his/her duly authorized representative (Address: 34272 Yucaipa Boulevard, Yucaipa, CA 92399, (909) 797- 2489) except where a particular City representative is specifically designated in connection with the performance of a specific function or obligation set forth herein. 269
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF YUCAIPA AND THE
GENERAL EMPLOYEES OF THE CITY OF YUCAIPA
4.2 General employees authorized representative shall be the Yucaipa City Employees Association (Address: c/o City Employees Association, 2918 E. 7th Street, Long Beach, CA 90804; telephone (562) 433-6983).
&IIN#[411M&KO)Ird3to] a, 1161
The rights of the City include, but are not limited to, the exclusive right to determine the mission of its constituent departments, commissions, committees, and boards; set standards of service; manage the City's schedule of working hours; establish, modify or change work schedules or standards; determine the procedures and standards of selection for action; relieve its employees from duty because of lack of work or for other legitimate reasons; maintain the efficiency of operations; determine the methods, means and personnel by which operations are to be conducted; determine the content of job classifications; take all necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology of performing its work.
Employees of the City shall have the right to form, join and participate in the activities of employee organizations of their own choosing for the purpose of representation on all matters of employer - employee relations, including but not limited to wages, hours and other terms and conditions of employment. Employees of the City also shall have the right to refuse to join or participate in the activities of employee organizations and shall have the right to represent themselves individually in their employment relations with the City. No employee shall be interfered with, intimidated, restrained, coerced or discriminated against by the City or by any employee organization because of his/her exercise of these rights.
ARTICLE 7 SCOPE OF REPRESENTATION
It is mutually recognized between the City and the Association that the scope of representation of the Association shall include, but not be limited to wages, hours and other terms and conditions of employment; except, however, that the scope of representation shall not include consideration of merits, necessity of organization or any service or activity provided by law.
Whenever in this MOU the term "employee" is used, the same shall mean and refer to individuals employed in job classifications represented by the Association.
ARTICLE 8 DUES CHECKOFFS
The City shall deduct from the first paycheck of each month and remit to the Association for the duration of the MOU, no later than 30 days following the collection of those dues, all such monies that employees individually and voluntarily authorized in writing; with all such authorizations to comply with appropriate laws and regulations. The Association agrees to indemnify and hold the City harmless against any and all suits, claims demands and liabilities that may arise out of, or by reason of, any action that shall be taken by the City for the purpose of complying with this Article.
270
MEMORANDUM OF UNDERSTANDING BETWEEN THE, CITY OF YU'CAIPA AND THE GENERA. EMPLOYEES OF THE CITY OF YIJCAIPA,
ARTICLE 9 COMPENSATION AND WAGES
9.1 All represented classifications will be compensated pursuant to the City's Salary Schedules by:
Incrcasina the salary schedule for all effected nositions. with the imulcincntation of a Cost-of-Livina- I iju,1mL�el (COJ,A) eff? Q(Tyevithtlte first Nil _nav_neriod in July2023, by, an amount equal to[7,6/@- and in rpr 111rgt pay. Period of MY-ZQ2-4,_I}Y__an ariount of eijUlll to t4.4%1, hsc,.asi, �� Ala mt c�vt�d pesitie+a�, -. ,rh •' a i alea�e►►tatien-ar�Ag! of , ; Ing A(Ijushneat kGGLA ai
9.2 Employees participating in the City's flexible benefit plan shall receive a monthly dollar allowance to be, used for the purchase of benefits under the flexible benefit plant. The monthly flex dollar allowance to purchase medical, dental and-visiotr-benefitts-shall be at a monthly rate of$;,295.').1,445.00 effective with the first ev period 01'Ju1y 2023 and $1,395 ffcctive the first pav period of July 2024 for employees hired prior to May 8, 2023.
L:mployce:s who are on the City ponsored medical plan shall receive a medical gap insurance Spending account up to S500 per month it) cover additional premiums.
Empluvccs will receive a City funded Vision Insurance plan.
Kniployee;s that have not elected to receive the ailolincnt as cash shall not be eligible to do so as 01' May 8, 20,23.
Employees hired after May 8, 2�71 will hLeligi171e tt teceive the aria-pved medical health bc:ncCtl or thcv rvill-rc cli iblc for cash in lieu paYtncnt of:$250.00 ps:r month. fmnlovees receiving the flexible benefit as cash hired nrior to Mav S. 2023_ shall be allowed to maintain the benefit. Should arr emnlovice elect to p lrticipAte in the City sponsored medical plan in the; future, such cash election will be final; however, if an employee opts out of' the City sponsored medical plan, they will be eligible for cash in lieu payment of $250.00 per m nn h
9.3 Payment of the Employee's share of his/her participation in the California Public Employees Retirement System ("CalPERS") shall be in accordance with Article 28 of this MOU.
Formatted: No bullets or numbering
Formatted: Indent: Left: U"
,9.,4.... City ices and facilities (including City CIaI1, the CommunitX Center, Senior Center ;.Formatte+�: Font: lz pt and Public Works Yard) shall be closed for City services and programs for the following Formatted: Normal No bullets or numdeting Holiday
• New Year's Da January i
• Martin Luther King; Jr. Day (third Monday in January) • Presiden(s' Day (durd Monday in February)
• Memorial Day Qwst Monday in May)
• independence Day (July 4)
• Labor Day (first Monday in September)
271
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF YUCAI,PA AND THE
GENERAL EMPLOYEES OF THE CITY OF YUCAIPA
• Columbus Day (second Mandav in October)
• Veterans Day (November l 1)
• Fall Clesurm (Wcdoq-,;dmy pLqc50ing'han ivmg Da
• Thanksgiving (fintirth'I'llursdayin N vcniber
• Thanl:s¢ivins (Friday after Thanksgiving)
• Christmas Eve (Dcccmbcr24)
• Christmas Day (December 25)
• Winter Closure {the days between Christmas Day and New Year's Day - December 26 through December 31)
Floating1�1oliday (I day per caieadsut'_yioLAI-finnlovee's discretion: does not roll over, shall.ao(by comncnsatcd in moncv 41 any time)
4...,1...1s.. r OOP-. bff 20 2021 ,I....... ll 1.,.,, R13' 7,4042 ,..ld Peee...1.a. 10 20n 11FO ..,I. I , 16aF., 2 6M2 ,.....�.�1L„eN►e-a@@modw4" a eeniplaytes
8lEkF1.'.,558!rip d jWi'R'r,a.,k jc"f)'AiHesa-w t�l+r. V.�. . be ,. ail..ble to r nd � T
Employees reitase44"t-d kw
�h�43ave-at4 prwjra een-seltedu te 1heSe
..1..,.....e dates. r_' npleyeas_..,1.e aFe alled i.eelt a 1. �-i'oi�tl^tSfi S{Ft�ij en Ei" C
l,.r..«e 6WO ,.[.nn . Ve theil' Celt baCa11WOF standby conapensafian in ec-ardance-wi-th4his ARTICLE 10 STANDBY COMPENSATION
Employees assigned to standby duty, pursuant to Rule IV, Section 6 of the City's Personnel Rules, shall accrue eight (8) hours of compensatory time for each week of standby duty. In lieu of compensatory time, the City retains the right to compensate an employee with pay for standby duty at the normal hourly rate.
ARTICLE 11 ALCOHOL AND DRUG POLICY
It is the policy of the City of Yucaipa to have a work environment free from the effects of drugs and alcohol. To accomplish this objective, represented employees agree to abide by the City of Yucaipa's Alcohol and Drug Policy over the life of this agreement.
ARTICLE 12 IMMEDIATE FAMILY
"Immediate family" shall be defined to include spouse, child(ren), parcnt(s), brother, sister, grandparent(s), or any person that maintains a significant relationship with the employee. "Significant relationship" shall be defined as one who has resided in the household of the employee for a period of not less than six (6) months. For the purpose of bereavement leave, immediate family shall also include like in-laws and grandchildren.
ARTICLE 13 BEREAVEMENT LEAVE
In the event of a death in the cmployee's immediate family, the employee shall be granted up to t4+ threc (32) days paid bereavement leave to attend the funeral or to deal with family affairs.
Employees are entitled to a total of five (5) days of bereavement leave. howevcr lh4 ui her i„o dM must be other paid leave (excludes sick leave)_
272
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF YUCAIPA AND THE
GENERAL EMPLOYEES OF THE CITY OF YUCAIPA
ARTICLE 19 PROBATIONARY PERIOD
All initial and promotional appointments shall be tentative and with a probationary period of not less than 12 months of actual service,
ARTICLE 15 PROGRESSIVE DISCIPLINE
The City reaffirms the concept of progressive discipline and shall initiate and administer discipline in an equitable manner based upon a for cause standard as reflected in the City's Personnel Rules.
ARTICLE 16 PERSONNEL RULES
One of the City Council adapted goads for 2023 is to "Review and Undate Personnel Rules and Conduct Classification and Contriensalion Study." As art update to the Personnel Rules Is anticipated during the term of this MQU, the City will need to have the ilhilitV to adopt revised Ptrsound Rolt,s without renegotiatingrenegatiating this MOU. "therefore the Association agrees to hold a Mote of its mrmtwi3O i, at the City's reautst. for the Purpose of accepting updated Personnel Raics. Itcvised Personnel Rules, once accented by the A,sweiahon, may go into effect without amending Ibis MUtt.
Except as amended by this MOU, the .Association agrees that the City's Personnel Rules are and shall remain in full effect with respect to City employees and hereby arc adopted by reference as part of this agreement.
Under a prior MOU, the bargaining unit agreed to an amendment to the Personnel Rules to incorporate by reference the Leave and Salary Continuance Policy and the .fury Duty Policy, replacing language in the Personnel Rules for the purpose of providing clarity specifically to Rule X, Leaves of Absence, which clearly delineate standards and procedures for the continuation of compensation during periods of absence, either paid or unpaid, including but not limited to, rMLA and jury duty leave.
ARTICLE 17 LATE STARTS
An employee who is tardy to work or upon returning from break or lunch, shall be docked pay at the discretion of the department director or designee(s). Such docking; shall be rounded to the nearest 15-minute increment. However, if the employee is tardy for a period of less than 7%2 minutes, then no docking of pay shall occur. If the employee is tardy between 7% minutes and 15 minutes, then a full 15 minutes shall be docked. The employee may not utilize a shortened break period or lunch period to make up the time. However, if an employee is late due to extenuating circumstances, then the departmem director or designcc(s), at the employee's request, may allow the employee to make up the time at some point during the same work period in which the late start occurred. In addition, no provisions of this article are subject to the grievance procedure.
Finally, an employee may be disciplined for continued late starts, ARTICLE 18 Reserved
ARTICLE 19 AGENCY SHOP
273
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF YUCAIPA AND THE
GENERAL EMPLOYEES OF THE CITY OF YUCAIPA
Employees from the City of Yucaipa General Employees Bargaining Unit shall have the right to voluntarily join or refrain from joining the Association. Employees who choose not to join the Association, however, and who are covered by the terms of this MOU shall be required to pay, as a condition of employment, a monthly service fee to the Association for the purpose of aiding the Association in defraying costs in connection with its legal obligations and responsibilities as the Exclusive Bargaining Agent for the General Employees Bargaining Unit.
The afore -mentioned fee shall be payable on or before the 20th of each month and such sum shall in no case exceed the membership dues paid by those who voluntarily choose to join the Association. Other than the payment of this service fee, those employees who do not choose to join the Association shall be under no further financial obligation or requirements of any kind to the Association.
It shall also be a condition of employment that all employees covered by this MOU shall on the 30th day following the beginning of such regular, non -probationary employment or the effective date of this MOU, whichever is later, pay the established monthly service fee.
ARTICLE 20 BENEFITS COMMITTEE
The City shall establish a committee to evaluate the health benefits offered by the City. The committee shall include two (2) members of the General Employee Unit and one (1) Business Representative. In addition, the City shall select an equal number of members at its discretion. The results of any Committee related study shall be available to all employees of the City. The City agrees to continue the committee as a Benefits Committee to study issues related to benefits, both current and proposed. The City also agrees to continue the committee to study issues related to standby procedures and characteristics (excluding standby compensation or pay), and to meet and confer over the Personnel Rules and Employer -Employee Relations Resolution, both current and proposed (subject to Article 5, City Rights). The Committee shall meet a minimum of two times per year, or as needed. It is understood by all parties that issues discussed by this Committee are for information gathering and fact finding only. It is also understood that any recommendations that may be presented by this Committee are not binding and do not obligate the City to enact such recommendations. The City will consider recommendations from the committee and will act upon those recommendations at the City's sole discretion.
ARTICLE 21 CONFIDENTIAL EMPLOYEES
Under previous memoranda of understanding with the Association, the City agreed to remove the following positions from the Confidential Employees designation, Administrative Secretary (Community Development), and Administrative Assistant (Community Services); and the City also agreed to add the following position to the Confidential Employees designation: Deputy City Clerk/Rent Administrator. The City continues to retain the right to reconsider the confidential designations at a later period of time pursuant to the Employer -Employee Relations Resolution of the City of Yucaipa and the rules adopted pursuant to that Resolution.
ARTICLE 22 FULL UNDERSTANDING MODIFICATION AND WAIVER
The parties acknowledge that during the negotiations, which resulted in this MOU, each party had 274
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF YUCAIPA AND THE
GENERAL EMPLOYEES OF THE CITY OF YUCAIPA
adequate opportunity to make requests and proposals with respect to the subject matter and that the understanding arrived at thereby are set forth in this MOU. /:11IN1.3
It is understood and agreed that this MOU is subject to all present and future applicable federal and state laws and regulations and the provisions hereof shall be effective and implemented only to the extent permitted by such laws and regulations. If any part of this MOU is in conflict or inconsistent with such applicable provisions of federal or state laws or regulations, or otherwise is held invalid or unenforceable by any tribunal of competent jurisdiction, such part or provisions shall be suspended and superseded by such applicable laws and regulations and the remainder of this MOU shall not be affected thereby and shall remain in full force and effect.
ARTICLE 24 PROVISION OF LAW
It is understood that existing ordinances, resolutions and written policies of the City cover matters pertaining to employer -employee relations including, but not limited to, salaries, wages, benefits, hours and other terms and conditions of employment.
Therefore, it is agreed that all such ordinances, resolutions and policies, including the employer - employee relations resolutions are hereby incorporated herein by this reference and made a part hereof as though fully set forth and except as provided herein shall remain in full force and effect during the term hereof.
The City and the Association agree that for the term of this MOU, each party waives its rights and each party agrees that the other party shall not be obligated to meet and confer with respect to any subject or matter pertaining to or covered by the agreement except as expressly provided for herein and as to meeting and conferring over the renewal or continuation of this MOU at its expiration date in accordance with said Employer -Employee Relations Resolution.
ARTICLE 25 ASSOCIATION REPRESENTATIVE PROVISION/RELEASE TIME The City shall recognize three (3) employees designated by the Association to participate in the meet and confer process. The three shall not be employees from within the same division in a single department and shall not include more than two from the front counter. The names of the Association representatives, once designated by the Association, shall be submitted, at least annually, or as vacancies occur, to the City for appropriate identification. The Association shall notify all represented employees of the identity of the designated representatives.
An employee represented by this MOU may request that an Association representative assist, accompany and/or represent him or her during the grievance procedures. The representatives, to the extent such cannot be done on non -duty time, may use a reasonable amount of on -duty time for the purpose of processing grievances of represented employees. Such use of on -duty time shall be subject to advance approval by the appropriate Department head or designee on the basis that it shall not interfere with the normal operations or with established safety or security requirements.
In the event a request for reasonable release time is denied, a good faith effort shall be made by the City to establish a time the request will be authorized. 275
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF YUCAIPA AND THE
GENERAL EMPLOYEES OF THE CITY OF YUCAIPA
Each representative shall be entitled to a total of up to 10 hours of Association Leave per contract year for the purpose of conducting Association business related to processing grievances. Such time is in addition to time spent in meet and confer sessions with City representatives, is subject to reasonable advance notice to the employee's Department Head or designee, and is subject to departmental organizational needs. Such time shall be used in increments of no less than 30 minutes per person.
ARTICLE 26 Reserved.
ARTICLE 27 MEDIATION
The City agrees to allow for an independent, non -binding mediator to assist in the resolution of disputes regarding items covered under this MOU. In the event a disputed matter remains unresolved after exhausting all appropriate organizational channels, as outlined in Rule XIV, Section 4 of the Personnel Rules, and prior to the matter being brought before the City Manager, at the timely, written request of the Association, an independent mediator will be selected by the Association and the City from a list of eligible mediators submitted by the State of California Mediation and Conciliation Service. The cost of the mediator will be assessed equally between the Association and the City. It is understood that the mediator will hear and review the circumstances of the matter, conduct any investigation as deemed necessary in the circumstances, and will present a written recommendation to the City Manager. The City Manager may conduct further investigative measures, as he/she deems necessary, but shall not be obligated to implement the recommendation of the mediator.
ARTICLE 28 RETIREMENT
The City currently provides eligible CaIPERS "classic employees" under the California Public Employees Retirement System ("CaIPERS"), as amended by the California Public Employee's Pension Reform Act of 2013 ("PEPRA") 2%@55 formula retirement plan based on single highest year compensation.
Each classic employee's total contribution rate to CaIPERS shall be seven percent (7%) and the City contribution shall be zero percent (0%)
In accordance with PEPRA, employees hired after January 1, 2013 who are "new members" of the CaIPERS retirement system as defined by California Government Code Section 7522.04(£), shall be provided the 2%@62 retirement benefit formula, based on the highest 36 months of compensation. New members shall contribute at least fifty percent (50%) of the normal cost rate to CaIPERS, and new members shall pay 100% of the required member contribution. The City shall not pay any portion of the CaIPERS member contribution.
ARTICLE 29 4/10 FLEX SCHEDULE
The City agrees to implement a work schedule known as a "4/10 plan". This plan will result in a change in the typical two -week work schedule to allow for 80 hours to be worked in eight days instead of 10. The working conditions created as a result of this change in scheduling 276
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF YUCAIPA AND THE
GENERAL EMPLOYEES OF THE CITY OF YUCAIPA
shall be subject to the rules and regulations as set forth in the 4/10 Policy and Procedures, which shall be substantially in the form attached as Exhibit B to this MOU, previously adopted by the City Council. It is understood by all parties that this change in scheduling will not result in increased compensation or overtime.
n*00R01tLIN] f111C0121 0111301IJ**3030Q11I
The City shall reimburse up to $3WI,500 per fiscal year for tuition and/or books for job related or career development coursework. The City shall also match an employee's cost for tuition and/or books in an additional amount of up to $1-,ON1.500 for a total City reimbursement amount of up to S-1-390-3.000 per fiscal year. All tuition reimbursements are subject to the eligibility requirements outlined in the City's Tuition Reimbursement Policy.
ARTICLE 31 CATASTROPHIC LEAVE POLICY
The City previously adopted a Catastrophic Leave Policy whereby an eligible employee may reduce his/her available sick leave accrual balance by "donating" a portion of that balance to an employee who has exhausted all leave and is absent without pay. That Catastrophic Leave Policy is attached hereto as Exhibit C and incorporated herein by reference as part of this agreement. The Catastrophic Leave Policy shall be incorporated into the text of the Personnel Rules, or as an exhibitor attachment thereto, without further obligation to meet and confer regarding the specific terms or implementation of such policy.
It is understood that the Association will present issues of concern to the City Manager, or his designee, regarding safety as it relates to the use of the County's Work Release Program. The City will evaluate those concerns and will address them, in its discretion, as it deems appropriate, The City may amend the methods by which this program is currently employed but is under no obligation to discontinue or otherwise modify this program.
ARTICLE 33 FAMILY AND MEDICAL LEAVE ACT (FMLA)
The City agrees to pay for the costs of maintaining health insurance coverage for the employee and immediate family, in the event that an employee is absent without pay and is qualified pursuant to the FMLA, to the extent that coverage was provided while working.
ARTICLE 34 SECTION 125 PLAN
The City agrees to expand its current Section 125 Defined Benefits Plan, subject to State and Federal regulations, to allow for employee designation of pre-tax wages for the purpose of covering out-of-pocket healthcare and childcare expenses.
ARTICLE 35 Reserved.
ARTICLE 36 LIFE INSURANCE
277
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF YUCAIPA AND THE
GENERAL, EMPLOYEES OF THE CITY OF YUCAIPA
The City agrees to maintain life insurance coverage in the amount of S50,000 per employee during the term of this MOU.
ARTICLE 37 VACATION LEAVE
In accordance with Rule X, Section 2 of the City's Personnel Rules, the maximum allowed unused vacation balance shall be 500 hours fur it t�onLi{gyres, r e 't c th oiLLserrisc� greater than nine years
ARTICLE 38 HEALTH RETIREMENT SAVINGS PLAN
The City agrees to continue to implement a retirement health savings plan through ICMA, in accordance with the specific provisions previously agreed to by the bargaining unit.
ARTICLE 39 ME TOO CLAUSE
If another bargaining unit within the City receives any negotiated item(s) with regard to compensation or health benefits above the General Unit, then the General Unit shall be entitled to said negotiated item(s).
For the City:
anti -+AN, r6asayChris Mann
Date
City Manager
For the Representatives:
Date Jackie Jones
Employee Organizalion Reprumtntive
Jennifer Crawford Date Josh German Date
Assistant City Manager Employee Otganizalien Rcpresentativa Fermin Preeiado Datc Jaseti ghormpi-iMark Stanley
Director Employee Organization Reprcgentative
Attachments:
Exhibit A: General Employees of the City of Yucaipa
Exhibit B: 4110 Work Schedule Policies and Procedures
Exhibit C: Catastrophic Leave Policy
Date
10 278
EXHIBIT A
GENERAL EMPLOYEES OF THE CITY OF YUCAIPA
No
Position
!ti:ll:lry ]Uligt
1 Acomillam
27 74.069-92 502
2 Agcogi(mg Assislaw
17 7 6 -
2 Adminisi raLive Assistant
21 63 869-79 704
I
Senior ldnlillisiralitic Assislrull Public Works
23 67 102-93 902
I
1`•4 t"wisiralivu l !c1m clan
S
2 -9 24
2 A9siswnt I'I;uultir
3 81.758-102,105
rAmciate 11l:ulncr
11 90 24 412 704
33 Code Fnfurctincnt (Nliccr
27 74 069-9202 5
^Ili�ti.E A-E�t. (�7r�Ff1}ol'itR -- —
�
_ _
9 Communityti' tierices ('00A11nutol'
20 62 311-77.818
1 Deve.lopm,:i,t'Services Teclulicinn
23 67.102-83.802
Qn3inunitE'_5crnic�va-gigIIgt
10 45.239-56.498
1 Geographic Information 5y91em9 Technician
21 63,869-79.764
1 I11formalirra'Ic411101ozyTecluliclan
10 4A.677-60, M1-
k
Maintenance Worker
10 48,671-60.791
Maintenance Worker 11
M
5LZL 67. 002
I.
N w rk S ecialist
21 6 SG9-79 764
.3
0ffirmeAsslslwlI
Mice Acsistanl 11
A
14 4A,677-611,791
53 731-67 102
1 Senim Code hilirrccnlcnt Ofliccr
31 8.1.158-102.105
1 SCtllnr DCYI'17111110111 Scrvicus'I'Lchulcian
2 7 44
12 Scnior Muir Wilallcu Wort q
139,309-74,069
3 1
Park hanger
Yul,lic Works RarSur
21 7-1
70,500-88.044
70,500-88,044
�o
�&R1tiHR
f�134:Ciklnli•E} 9151a}lt
4 genier�At#ttirE+s4r�lkiveA5sisltrE}HPnb}ie rlsi
4 A dni l l.lstra.: ., •f'a 1.n1olatt
a
�ssi9la:lt-PEarwer
Z
�vde[rl€Uraelnent-Ofticef
�
�t�El}nr�i e+�iee5�=eeEaE}i+�alaE
4 .7.
AUitito-mur W Fk@p4
na..:x.m-riteffim.....11 CeWff-.cF-1-1
4 }N
2 04kauE�aF;i lualF
0 Semi Of uk, wtkf tt}ioVm
1 sic'I114CCiI i11i}1r34llltlnl�]�11k4'f
4 Fewitre level }reEl o.__.:...... •� ...�...:.:....
4 &wA:g.�Rwmanee AV-Rftier
2 4•
paring
1?ut}11(:•W111'Iti9l�all�er
279
EXHIBIT A
GENERAL EMPLOYEES OF THE CITY OF YUCAIPA
12 io
EXHIBIT B
4/10 WORK SCHEDULE POLICIES AND PROCEDURES
PURPOSE
The purpose of this policy is to establish guidelines and procedures for administering the City's 4/10 work schedule.
STATEMENT
As a result of the 2020 employee negotiations, the City has agreed to implement a 4/10 work schedule.
The purpose of the 4/10 schedule is to allow City employees to work 80 hours in eight days during a two -week work period.
The 4/10 schedules are designed in such a way as to ensure that City service levels, work turnaround time, and office operations shall not be adversely affected; that service levels and productivity will be maintained or improved; that work areas with public access remain open during normal business hours and will be adequately staffed to provide good customer service; and that appropriate supervision shall be provided for every department and work unit.
The following policy adheres to the Fair Labor Standards Act (FLSA). FLSA requires that each consecutive seven-day work period must stand alone and may not exceed 40 hours without paying overtime for non-exempt employees. Hours may not be averages over a two -week period. This policy applies to all regular employees of the City who are affected by the 4/10 work schedule.
Nothing in this policy shall preclude management's right to determine work assignments and schedules in accordance with requirements as determined by the City.
DEFINITIONS/DESCRIPTIONS
Accrual Rates:
Vacation leave shall accrue per pay period according to the following schedule:
Years of
Maximum Annual
Accrual Amount
Service
Vacation Allowance
per Pay Period
1-4
80 hours
3.08 hours
5-9
120 hours
4.62 hours
10+
160 hours
6.15 hours
Sick leave shall accrue for employees in regular full-time positions at the rate of 3.69 hours per pay period. This equates to 96 hours per year. Regular, part-time employees shall accrue sick leave on a pro-rata basis based on hours assigned.
Paid Holiday: a ten-hour, City -paid holiday for a regular, full time employee.
Pay Period: an 80-hour work period in a consecutive two -week period.
Work Day: a ten-hour work period in a consecutive 24-hour period.
Work Week: a 40-hour work period in a consecutive seven-day period.
Work Year: 2080 work hours in a year.
13 281
EXHIBIT B
4/10 WORK SCHEDULE POLICIES AND PROCEDURES
4/10 Work Schedule General Provisions
Full-time, regular employees shall work 80 hours within every two -week pay period and 40 hours within each discrete work week. Employees shall work ten hours per day, Monday through Thursday.
This schedule may vary for certain classifications depending on the needs of the department.
Modifications may be made to the aforementioned schedule when work requirements dictate such.
Any modifications must be received by Human Resources and approved by the City Manager, or his designee.
Each employee shall have an approved work schedule. Management reserves the right to set schedules to accomplish the work tasks; exceptions shall be considered.
No work schedule shall be proposed or approved which imposes an additional overtime cost to the City.
Overtime
The City shall compensate non-exempt employees at the overtime rate for hours worked beyond the normal workweek; the normal workweek is 40 hours.
Pay Periods
- - I formatted: Indent: F4St line: 0.5"
Effective the first pay mriod fallowing_1nly L_ 2023, pav neriode shall be Iwo weeks lone: lbiwccklvl." - Formatted; Indent: Left: I" hccinninC oil Saturday and concluding On Friday. At the option of the employees collectively, payroll 1j!L1Y1> lima ut a SCmilncntllly scltcdule fcrnLr ces lid 911 tjig1" gnd If' of gali unn h at Ally tinic with a simple majority vnlu ofall full-time, rc uig 7reniployees. No amendmont to this MDU shall be LDNilircd to make This chance
i'ayerieds deli b•�. �..��k; lryr ^�nxtg krrr Stttt►rday end autelElrlingett l riay,- City PaidHolidays
The City provides employees with ten hours of holiday pay for City -approved holidays.
If a holiday occurs oa the employee's scheduled day off, that day is still considered to be a day off, and the employee rcccivcs the accrued ten hours holiday leave as part of their ]cave balances.
Whenever an employee is required to work on a fixed holiday, the employee shall receive ten hours of holiday pay and shall receive time and one-half for actual hours worked.
Employees must account for all absences occurring during each regularly scheduled work day. 14 282
EXHIBIT C
CATASTROPHIC LEAVE DONATION POLICY
Pumose
The purpose of this policy is to establish guidelines for the appropriate use of the Catastrophic Leave Donation Policy.
Policy
The City Manager, or designee, may authorize donations from an employee's accrued leave balances, pursuant to the conditions as outlined in this policy, to eligible employees who have depleted their paid leave balances and who have experienced a catastrophic event requiring absence from work.
Definition
Catastrophic event shall be defined as a serious illness or non -industrial injury to the employee or dependent that shall incapacitate them requiring an absence from the job for a minimum anticipated period of at least two (2) consecutive work weeks, and for which absence there is no paid leave benefit or replacement income available.
Anoroval Conditions
Recipient
A. Employee must fill a regular position.
B. A catastrophic event must have occurred requiring the absence of the employee beyond available paid leave.
C. Employee must provide medical certification of the catastrophic need. This certification shall be presented in advance of the absence, whenever possible.
D. Employee must not be receiving other salary replacement income or benefits, such as continuation insurance or Worker's Compensation.
E. The total amount of catastrophic leave available shall be limited to 520 hours in a calendar year (pro -rated for part-time employees). The leave may be taken in increments, but not less than two consecutive work weeks.
F. While on catastrophic leave, the employee shall not accrue any vacation or sick leave.
G. Participation in the Catastrophic Leave Program does not affect an employee's right to Family and Medical Leave (FMLA) and/or leave pursuant to the California Family Rights Act (CFRA). Time paid through this program will be charged as FMLA and/or CFRA as long as the employee meets the eligibility requirements and the leave has been designated as FMLA or CFRA.
H. Payout of catastrophic leave to the recipient is subject to required payroll deductions.
Donator
A. The City Manager, or designee, may authorize the donation of accrued vacation, compensatory or sick leave hours in an amount not to exceed 40 hours per calendar year. When donating vacation leave, a minimum amount of 40 hours of accrued 15 283
EXHIBIT C
CATASTROPHIC LEAVE DONATION POLICY
vacation leave must remain for the donating employee after the donation of vacation hours. When donating sick leave, a minimum amount of 160 hours of accrued sick leave must remain for the donating employee after the donation of sick hours. There shall be no minimum leave balance required for employees who donate compensatory time. The minimum donation shall be four hours. After the first four hours, donations shall be in full hour increments.
B. The donating employee must fill a regular position.
C. The donation of accrued vacation, sick and compensatory leave hours is irrevocable.
However. —unused donations shall be returned to the donating employee's vacation, sick and compensatory leave balances.
D. Donated vacation, sick and compensatory leave hours will be converted, based upon the donator's hourly rate of pay, into an amount available for usage. The amount available for usage will then be converted, based upon the recipient employee's rate of pay, to the actual number of paid sick leave hours to be received.
E. The name of the donator and number of hours donated shall be confidential and will not be disclosed to the recipient unless the donating employee indicates otherwise on the Catastrophic Leave requestform.
Procedure
1. Request to receive catastrophic leave donation shall be in writing from the employee receiving the donation and must explain the catastrophic event, why absence from work is required beyond available paid leave, and why there is insufficient paid leave to cover the employee's need.
2. The recipient employee's written request shall be forwarded to the City Manager or designee via department head for review and disposition within five (5) working days.
Approved requests shall be forwarded to the Administrative Services Department to determine and provide information on the projected number of donated hours needed.
Denied requests will be handled on a case -by -case basis and may be appealed to the City Manager. For members of the General Employees Unit, appeals to the City Manager may be presented by the Union.
3. The City Manager, or designee, shall send out a notice to all employees on the need for catastrophic leave donation.
4. Donating employee completes the Catastrophic Leave Donation Request Form (Exhibit A) and submits to the Administrative Services Department for review.
5. The Administrative Services Department reviews the request for compliance with established guidelines and forwards to the City Manager, ordesignee.
6. The City Manager, or designee, makes the final determination of the disposition of the request and returns the request form to Administrative Services, who then forwards approved requests to payroll for processing. Administrative Services will notify 16 EXHIBIT C
CATASTROPHIC LEAVE DONATION POLICY
employee of request that is denied within five (5) working days.
7. Payroll verifies donated hours and determines number of hours to be deducted from donating employee's balances. Payroll retains original copy of request for processing and returns respective copies to Administrative Services and the donating employee within five (5) working days.
S. Approved requests will be expedited through Payroll in accordance with payroll deadlines. Vacation, sick and compensatory leave hours donated are subtracted from the donating employee's respective balances, and the converted number of paid leave hours is added to the recipient employee's sick leave balance, as needed.
9. Donated hours shall be monitored and distributed so that enough hours are used to keep the recipient employee in a paid status while avoiding the accumulation of a sick leave balance exceeding what is needed.
10. Recipient employee will receive a regular paycheck from the resulting catastrophic leave donation.
11. Payroll will retain centralized records of Catastrophic Leave Donations. 17 285
EXHIBIT C
CATASTROPHIC LEAVE DONATION
REQUEST FORM
Donator (Print Name) Title
Employee #
I hereby request to donate accrued vacation, sick or compensatory leave (not to exceed a total of 40) to:
Recipient (Print Name) Title Department
Number of vacation leave hours requested to be donated.
Number of sick leave hours requested to be donated.
Number of compensatory leave hours requested to be donated.
Total number of hours requested to be donated.
Indicate yes or no in the following spaces regarding whether you wish your name and donation to be disclosed to the recipient.
Yes No
Number of vacation hours I will have after the donation.
Number of sick hours I will have after the donation.
I attest that I do currently have the hours that I wish to donate. I understand that my donation is irrevocable and that my unused donation shall be returned. I can donate no more than a combined maximum of 40 hours per calendar year.
Donation payout is subject to all required payroll deductions.
Donator's Signature Date
APPROVALS:
Director of Administrative Services Approved Denied Date City Manager or Designee Approved Denied Date
REMARKS (DENIALS MUST BE EXPLAINED):
PAYROLL:
Number of donated vacation leave hours that will be deducted from your balance based on need. _ Number of donated sick hours that will be deducted from your balance based on need.
Number of donated compensatory time hours that will be deducted from your balance based on need. 18 ATTACHMENT 7
287
RESOLUTION NO.2023-15
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YUCAIPA, CALIFORNIA, RESCINDING RESOLUTION NO. 2023-11, AND
ADOPTING THE REVISED MANAGEMENT, SUPERVISORY, AND
CONFIDENTIAL EMPLOYEE SALARY, BENEFIT AND
CLASSIFICATION PLAN
WHEREAS, it is necessary for the efficient operation of the affairs of the City that the City Council adopt a pay and classification plan.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF YUCAIPA HEREBY FINDS, DETERMINES, ORDERS, AND RESOLVES AS FOLLOWS:
Adopt Resolution No. 2023-15, Rescinding Resolution No. 2023-11, and adopting the Management, Supervisory and Confidential Employee Benefit and Classification Plan effective with the pay period beginning July 1, 2023, by:
a. Increasing the salary schedule for all effected positions, with the implementation of a Cost -of -Living Adjustment (COLA) effective with the pay period beginning July 1, 2023, by an amount equal to (7.6%), and in the first pay period of July 2024, by an amount of equal to (4.4%); and
b. Increasing the Medical health allotment benefit from $1,295 per month to $1,445 effective with the pay period beginning July 1, 2023, and to $1,595 effective the first pay period following July 1, 2024, for employees hired prior to May 8, 2023; and
c. Creating a City funded medical gap insurance spending account up to $500/month for employees who are on the City sponsored medical plan, effective with the pay period beginning July 1, 2023; and
d. Creating an additional City funded Vision Insurance plan to replace the current Vision Reimbursement benefit of $300 per year; and
e. Facilitating the closure of City facilities between December 26th through December 31St (Winter Closure), Columbus Day, Fall Closure (Wednesday preceding Thanksgiving Day), and a Floating Holiday (1 day per calendar year); and f. Creating one (1) Emergency Services Supervisor position Salary Range 38 ($100,524-$125,540); and
g. Reallocating the position of Senior Executive Assistant/Human Resources Analyst, Salary Range 34 ($91,069-$113,733) to Senior Executive Assistant, Salary Range 34 ($91,069-$113,733); and
h. Creating one Systems Analyst position, Salary Range 28 ($78,529-$98,072); and
i. Creating one Human Resources Manager position, Salary Range 43 ($113,733- $142,038); and
j. Creating one Deputy Director of Finance, Salary Range 47 ($125,540-$156,783); and
k. Eliminating the Senior Accountant position, Salary Range 34 ($91,069-$113,733); and
1. Eliminating one Community Services Supervisor position, Salary Range 28 ($78,529-$98,072); and
in. Creating one Human Resources Assistant position (Confidential), Salary Range 21 ($66,064-$82,504); and
n. Creating one Director of Community Development position (vacant and unbudgeted), Salary Range 57 ($160,703-$200,696); and
o. Reallocating the position of Public Works Manager, Salary Range 43 ($113,733- $142,038) to Deputy Director of Public Works, Salary Range 47 ($125,540- $156,783); and
p. Reallocating the position of Planning Manager/City Planner, Salary Range 43 ($113,733-$142,038) to Deputy Director of Community Development/City Planner, Salary Range 47 ($125,540-$156,783); and
q. Creating one Code Enforcement Supervisor position (vacant and unbudgeted), Salary Range 38 ($100,524-$125,540).
PASSED, APPROVED, and ADOPTED this 12th day of June, 2023.
Justin Beaver, Mayor
ATTEST:
Ana V. Sauseda, CMC
Director of General Services/City Clerk
CITY OF YUCAIPA
MANAGEMENT, SUPERVISORY AND CONFIDENTIAL
SALARY SCHEDULE
(Effective beginning July 1, 2023)
No
Position
Range
Salary Range
1 Accountant Confidential
26 74,745-93,346
1 *Accounting Manager
43 113,733-142,038
4-
*Senior- n,.,.eu tafft
-34
of 069 i i 3 7-3
1 *Assistant Engineer
33 88,848-110,959
2 *Associate Engineer
41 108,253-135,193
1 *Assistant City Manager'
Per Contract
1 *City Manager
Per Contract
1 Code Enforcement Supervisor"
38 100,524-125,540
43 Community Services Supervisor
28 78,529-98,072
1 Deputy City Clerk/ Deputy Rent Administrator/Records
Technician Confidential
39 103,037-128,679
1 *Director of Community Services'
57 160,703-200,696
1 *Director of Development Services/City Engineer'
62 181,820-227,069
1 *Director of Finance'
57 160,703-200,696
1 *Director of General Services/City Clerk'
57 160,703-200,696
1 * Director of Governmental Affairs/Public Information Officer'
57 160,703-200,696
1 *Director of Community Develo ment'**
57 160,703-200,696
1 Emergency Services Supervisor
38 100,524-125,540
1 Senior Executive AssistantlAhtmaN De��
34 91,069-113,733
1 Housing & Economic Development Analyst
28 78,529-98,072
1 Human Resources Assistant (Confidential)
21 66,064-82,504
1 Human Resources Manager
43 113,733-142,038
1 *Recreation Superintendent
41 108,253-135,193
1 *Information Systems Manager
43 113,733-142,038
1 Network Administrator Confidential
26 74,745-93,346
1 *ni, wing M ,,.,ger4City Plan 0
*Deputy Director/City Planner
4-3
47 1 s 7a 142,0
125,540-156,783
1 *De uty Director of Finance
47 125,540-156,783
1 Management Analyst Confidential
33 88,848-110,959
1 Public Works Analyst
28 78,529-98,072
1 LPub ;., Works Manage
*Deputy Director o Public Works
44-
47 108 ass ass 193
125,540-156,783
1 Construction Engineer
38 100,524-125,540
1 *Assistant City Engineer
52 142,038-177,386
1 Systems Analyst
28 78,529-98,072
1 Department Head
* At will employee
* * Vacant and unbudgeted
Attachment to Resolution No. 2023-15
June 12, 2023
290
ATTACHMENT 8
291
PERSONNEL RULES
292
RULE I. DEFINITION OF TERMS
ADVANCEMENT
The incremental increase granted to an employee within a pay range after a satisfactory period of service.
ALLOCATION
The grouping of all positions having duties and responsibilities of a similar nature into the same class.
APPOINTMENT
The act of filling a vacant position with an individual whom has met the qualifications for that position.
APPOINTING AUTHORITY
The officer of the City who has the authority to make an appointment to a position, subject to the approval of the City Manager.
CLASS
A group of positions with duties, responsibilities, and functions so similar in nature that they can be given the same title, pay, and promotional opportunities. In addition, the same tests, experience, ability, and standards can be applied equally to all persons in this class.
DEMOTION
The movement of an employee from one class to another class having a lower maximum rate of pay.
ELIGIBLE
Any individual who has successfully passed a competitive examination or interview and who has his/her name placed on an eligible list.
ELIGIBLE LIST
A list of eligible applicants for a position ranked according to the score they received on a competitive examination.
EMPLOYEE
A. Permanent: Any employee who has successfully completed a probationary period in a specific classification and is retained in that classification in accordance with these Rules and Regulations.
B. Probationary: Any employee appointed to fill a permanent position, but who has not completed the trial or probation period.
Revised 2023-06-12
293
C. Provisional: A person possessing minimum qualifications whom is appointed to a position because no others have applied. Such appointment must be reviewed by the Personnel Officer at the end of a six-month period.
D. Part-time: An employee in a regular position normally working a fraction of the normal workday and whose hours may be regular or irregular.
E. Temporary: A person employed to meet a short-term need of the City.
F. Manae em nt: An employee with city-wide and/or departmental responsibility for implementing program requirements through supervision; and for formulating, administering and managing city policies and programs.
G. Supervisor: An employee with responsibility and authority to effectively recommend hiring, transferring, suspensions, layoffs, recalls, promotions, discharging, assigning and disciplining.
H. Exempt: An employee who is not covered under the Fair Labor Standards Act due to the executive, administrative or professional nature of his/her occupation.
I. At -Will: An employee who serves at the discretion of the City Council, City Manager or Department Head.
EMPLOYMENT LIST
Any eligible, promotional, or reemployment list maintained by the City.
EXAMINATION
A. Assembled: A test or tests conducted at a specified time and place at which applicants are required to appear for competitive examination under the supervision of an examiner.
B. Unassembled: A test or tests consisting of an appraisal of training, experience, work history, and any other data that may be relevant in evaluating the relative qualifications of applicants.
C. Promotional: A test or tests given only to City employees to establish an eligibility list for a vacant position.
D. Open Competition: A test or tests given to all qualified applicants after a suitable period of advertising to establish an eligible list for a vacant position or any future vacancies that may occur.
HOLIDAY PAY
Pay received by employees for a City approved holiday.
IMMEDIATE FAMILY
Spouse, children, parents, brother, sister, grandparents, or any person that maintains a significant relationship with the employee and like in-laws. Significant relationship is someone living in the same house or dependent upon care by employee.
Revised 2023-06-12
294
PERSONNEL OFFICER
The City Manager or anyone he/she may appoint to act in his/her behalf.
PROBATIONARY PERIOD
A test period in which the employee is required to demonstrate the capability to fulfill duties and demonstrate the ability to establish effective working relationships with fellow employees.
PROMOTION
The movement from one class to another class having a higher maximum rate of pay.
REGULAR POSITION
A position authorized by the City Council per the Position and Salary Control Resolution.
REINSTATEMENT
The restoration of an employee to a previous position after layoff, sick leave, suspension, or resignation.
SALARY ADJUSTMENT
An adjustment in salary as a result of a wage and benefit study, classification study, etc.
SENIORITY
The length of full-time continuous service with the City.
SPECIAL ADJUSTMENT
A temporary increase in pay as a result of performing additional duties not normally required of an employee's classification. A Special Adjustment requires the approval of the Department Head and the Personnel Officer.
SUSPENSION
The temporary removal from duty of an individual, with or without pay, for disciplinary reasons.
TERMINATION
The leaving of City service by an employee due to death, discharge, layoff, resignation, retirement, or work completion.
TRANSFER
The movement of an individual from one department to another while remaining in the same class with similar duties and responsibilities.
Revised 2023-06-12
295
RULE II. GENERAL PROVISIONS
SECTION 1. APPLICABILITY
These rules apply to all employees occupying regular positions with the City of Yucaipa. The applicability of any of these rules to employees in other positions is at the discretion of the City.
SECTION 2. FAIR EMPLOYMENT
No question in any test, application form, interview, or other personnel proceeding shall be so framed as to attempt to elicit information concerning race, color, ancestry, national origin, religious or political opinion or affiliation. Any appointment to or removal from city service shall not be affected by race, color, ancestry, national origin, political or religious belief.
Neither the City nor any employee organization shall discriminate in any way against any City employee or applicant for City employment because of race age, color, creed, religion, sex, national origin, or handicap.
SECTION 3. VIOLATION OF RULES
Any violation of these rules shall be sufficient grounds for rejection, discharge, suspension or other disciplinary action, as the Personnel Officer may consider appropriate.
SECTION 4. AMENDMENT OF RULES
These rules may be amended by the City Council in the manner prescribed for the amendment of other resolutions.
SECTION 5. EMPLOYEE RESPONSIBILITY
It shall be the responsibility of each employee to ensure that personal information on the employee's personnel record is kept current.
SECTION 6. SENIORITY
Seniority shall be given serious consideration in shift assignment, days off, and choice of vacation days, if in the opinion of the administrative staff all other things are relatively equal.
Seniority shall be terminated by:
A. Resignation
B. Discharge for cause
Revised 2023-06-12
296
C. Retirement
D. Failure to return to work from lay-off within seven (7) calendar days after notice to return by certified or registered mail or by telegram addressed to the employee and sent to the employee's last known address on file with the Personnel Department.
SECTION 7. EXCLUSIONS
Those positions designated as "at -will" positions by separate Council resolution may be excluded from certain provisions of these rules.
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RULE III. CLASSIFICATION
SECTION 1. PREPARATION OF PLAN
The Personnel Officer or his/her designee shall determine and set forth the duties and responsibilities of each position in the City service. All positions, which are substantially similar in function according to the class specifications, shall be placed in the same class.
SECTION 2. REVISION AND REALLOCATION
The initial classes established in the classification plan may be amended, combined, or abolished and new classes set up by the Personnel Officer in accordance with these rules and regulations. In addition, any position may be reallocated to a different class and responsibilities of the position or for other sufficient causes. Any reclassification to a higher classification shall result in at least one incremental increase in salary.
The City will maintain a program of continual review of all job classifications making necessary revisions and reclassifications based on the findings.
The job description and classification for each position shall continue in effect unless and until:
A. The job content is substantially altered as to the requirements for training, skill, responsibility, effort and working conditions, or
B. The position is terminated
SECTION 3. NEW POSITIONS
Any new position that is established must be in accordance with these rules and regulations and allocated to a particular class before it can be filled.
SECTION 4. NEW OR CHANGED CLASSIFICATIONS
When an existing position is substantially altered, the existing classification shall be processed in accordance with the following procedures:
The Personnel Department shall perform an evaluation of the position, develop a description, and assign the appropriate classification.
Job descriptions shall reflect the general details considered necessary to describe the principal functions of the job being described and shall not be construed as a detailed description of all the work requirements that may be inherent in the job.
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299
RULE NV. COMPENSATION
SECTION 1. PREPARATION OF PAY PLAN
The pay plan shall be prepared to cover all classes and positions within the City service. In determining the pay rates for the different classes, consideration shall be, given to the City's financial condition, current costs of living, prevailing rates of pay for comparable work in public and private agencies, working conditions, fringe benefits, and any other relevant factors.
SECTION 2. ADOPTION OF PLAN
The pay plan shall be adopted and may be amended whenever necessary by action of the City Council. At the time of Consideration, any interested party may appear and be heard, Amendments and revisions of the plan may be suggested to the City Council by an interested party and shall be submitted to the City Council through the City Manager.
SECTION 3. PAYROLL PERIODS
The G } hal ay its errrpleyee�ever e�Tl s[ ty
] I'fec tiyc the Prat pay peripci_n(Jul_y._.[2623_.n.tiY ClCr14Cj4 1I1a1I hC [WLl kKt Cati_fiSn {hIWCCiCIV}. beginning on Saturday and concluding on Friday and the City shall May its employees every other "17tursday. At the option of the employees collectively. payroll may be changed to a scatimnnthly hca�lcicm l�avcus Paid all the -If -god 15" c)f each mnuth)_at Ally _linu Wvitl,_a simple majority vote of nll full-time, regular employees_ SECTION 4. CALL BACK
When an employee is required to return to active duty after being released from service after a shift, the employee will be compensated for a minimum of two (2) hours at time and one-half All time worked over two (2) hours will be compensated at the rate of time and one-half for the actual hours worked, except when such time runs into the employee's regularly scheduled work shift.
SECTION 5. MEALS DURING EMERGENCY WORK SITUATIONS
During emergency overtime situations which extend beyond a period of four hours, the City will make every effort to allow time for meals. If the emergency conditions or the location of the work site prevent the employees from leaving the work site for an adequate period of time, then meals will be provided for the employees at City expense.
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SECTION 6. STANDBY COMPENSATION
Employees who are released from active duty but are required by their departments to meet the following restrictions, shall be assigned to standby duty.
Standby duty requires that employees so assigned shall: (1) be reachable by telephone or other communicating devices; (2) be able to report to active duty within 30 minutes time; and (3) refrain from activities which might impair their ability to perform assigned duties.
Standby duty shall be rotated among qualified employees on a weekly basis beginning at the end of the normal work day on Monday and ending at the beginning of the workday on the following Monday.
Employees shall accrue eight (8) hours of compensatory time for each week of standby duty.
Employees required to report to work shall be compensated in accordance with the callback policy.
SECTION 7. OVERTIME COMPENSATION/NON-EXEMPT EMPLOYEES
A. Assignment of Overtime.
The City reserves the right to schedule overtime work as required in a manner most advantageous to the City and consistent with the public interest and the requirements of municipal employment. The City furthcr reserves the right to determine appropriate classification for overtime assignment, those qualified for assignment, and the ability to utilize employees within appropriate classifications from departments other than those requiring the overtime. AI I overtime must be authorized by the Department Head or his/her designee prior to commencement of the work.
B. Overtime Rate, Method of Compensation and Eligibility
Method of Compensation.
Those employees eligible to receive overtime compensation may receive pay or may elect to receive compensatory time ("camp time") at a rate equivalent to overtime pay.
Compensatory time accruals will be restricted to no more than SO camp time hours. hl..AN 1..,.A...li.,.. 0.....L.,..2T. 8 C-kftroffiVE, SaSP4.- e , Compensalory time may be paid out or rolled into a deferred compensation plan upon reaucst_
2. Rate of Compensation
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Overtime shall be paid at one and one-half (l%) times the normal hourly rate.
Overtime shall be paid for all time worked over forty (40) hours in any one work week.
A work week shall typically be considered seven (7) consecutive days beginning on Saturday and continuing through Friday.
SECTION S. OVERTIME COMPENSATION/EXEMPT EMPLOYEES
Those positions in the exempt group are not eligible for overtime except as specifically authorized by the City Manager.
Exempt group employees may receive administrative leave when approved by the City Manager. Administrative Leave is subject to the provisions outlined in the Administrative Leave Policy.
SECTIONS. RIL1NGU� A&M................................. .....• wrmatted;agtap$ An employee demonstrating oral bilingual competency in Spanish or proficiency in Amvricart•--------- Formatted: Normal, Indent, Left: 0,25% No bullets Sign Lan uaae may receive an additional one hundred twenty-five dollars ($125,00) per month lnumbering in compoils.aliolo
An m2loyee demonstrating both oral and written bilingual competencyoompetency in Spanish may .......... Formatted; Normal, Indent: Left: 0.25% Na bullets or receive a iota ofn_ne hundred fifty dollars ($150.00) per month. I numbering #..... .. Formatted; indent: Left: 1.2511
No compensation shall be provided where written translation alone is demonstrated. t ...... I Formatted: Normal, Indent: Left: US% No bullets or �•.. numberina
The Corti I lc#Ltion t1rpCt�SS will be administered through athird-party neutral SCCVICe contracted •-•••.,Formatt'ad: Indent: Left: 1.25", _ by the City to conduct bilingual certification. >rmploye Yishigg to, bo 4� as biling tal For numbeWringring Normal, indent: Leh: 4.25", Na bullets or must make a written reguest to Human Resources.
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RULE V. APPLICATION AND APPLICANTS
SECTION 1. ANNOUNCEMENTS
When an examination is to be given for any position in the City service, the Personnel Officer may have notice given by posting announcements in City Hall, official bulletin boards, and other public places and may also advertise by any other methods deemed advisable.
Announcements shall contain information as to the title of the position, duties and responsibilities of the position, remuneration for the position, the degree of training and experience required, the manner of making application, and any other information that may be pertinent.
SECTION 2. APPLICATION FORMS
Applications shall be on forms provided by the Personnel Office. These forms shall require information as to training, experience, citizenship, references, and other pertinent information.
All applications must be signed by the person making application.
SECTION 3. ACCEPTANCE OF APPLICATIONS
Any qualified person shall be admitted to examination who, within the period prescribed in the public notices thereof, has filed an application upon the forms furnished by the Personnel Officer, and whose application has not been rejected for cause in accordance with these rules, and who presents them at the time and place designated for the examination.
SECTION 4. REJECTION OF APPLICANT
The Personnel Officer shall reject any applicant who:
A. Clearly fails to meet required minimum qualifications for the position.
B. Is not a citizen of the United States, where citizenship is required by law.
C. Is physically incapable of fulfilling the duties as determined by a physician.
D. Makes any false statement of a material fact.
E. Has practiced any fraud or deception in the making of the application.
F. Cannot prove legal residence within the United States, if the applicant is not a citizen.
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SECTION S. NOTICE OF REJECTION
Whenever any application is rejected, written notice shall be mailed to the applicant.
Incomplete applications may be returned to the applicant to be amended if the time limit for accepting applications has not expired.
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RULE VI. EXAMINATIONS
SECTION 1. NATURE AND TYPES OF EXAMINATION
The selection techniques used in the examination process shall be impartial, of a practical nature, and shall relate to those subjects, which fairly measure the relative capacities of the individuals examined. Examinations may be assembled or unassembled, may consist of written, oral, or performance tests or any combination thereof. Physical tests, medical tests, and investigations and evaluations of training, experience, services, character, and personal traits may be included as a part of any examination.
SECTION 2. CONDUCT OF EXAMINATIONS
The City Council may contract with a competent agency to administer the tests or the Personnel Officer may make the necessary arrangements.
SECTION 3. PROMOTIONAL EXAMINATIONS
A promotional examination may be given whenever the Personnel Officer feels one is advisable or upon the request of a Department Head. These tests may consist of any of the selection techniques set forth in Section 1 of this rule. Only permanent or probationary employees who meet the qualifications set forth in the announcement are eligible to compete in a promotional examination.
SECTION 4. SCORING THE EXAMINATION
An applicant's score upon a test is determined by weighing the score achieved in each part as set forth in the examination announcement and then computing the average. Failure in one part of the examination may be grounds for declaring the applicant as failing in the entire examination or as disqualified for subsequent parts of the examination.
SECTION S. NOTIFICATION OF RESULTS
Each candidate in an examination shall be given written notice of the results thereof and if successful, the final earned rating and/or relative position on the employment list.
SECTION 6. COMPETITION FOR VACANCY
When a vacancy occurs or is anticipated in a position requiring unique qualifications, the Department Head may request suspension of competition and examination. Competition may be suspended and appointment made if the City Manager or his/her designee finds that the position requires unique qualifications, competition is impractical and the position can best be filled by the selection of some designated person of recognized attainments.
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RULE VII. EMPLOYMENT LISTS
SECTION 1. EMPLOYMENT LISTS
As soon as possible after the completion of an examination, the Personnel Officer shall prepare an employment list for the position tested. This list shall consist of the persons who qualified in the order of their final scores starting from the highest and proceeding to the lowest qualifying score.
SECTION 2. DURATION AND EFFECTIVE DATES OF THE LISTS
The list shall become effective by the pronouncement of the Personnel Officer that it is complete and available for selection. This list is to remain in effect for six months unless rescinded or extended by the City Manager.
Probationary and permanent employees who have been laid off will have their names placed on a re-employment list for six months.
SECTION 3. REMOVAL OF NAMES FROM LIST
The name of a person appearing on an eligible or promotional list shall be removed upon written notice from the individual, failure to respond to a written notice of certification, or for any of the reasons set forth in Rule V, Section 4. The individual concerned shall be notified in writing of the action taken and mailed to the last known address. Any person on a promotional list who resigns from City service shall automatically have his/her name removed from the list.
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RULE VIII. METHOD OF FILLING VACANCIES
SECTION 1. GENERAL PROVISIONS
All non -management vacancies in the City service shall be filled by transfer, demotion, promotion, reemployment, reinstatement, or from eligible candidates certified by the Personnel Officer from an appropriate list.
SECTION 2. NOTICE OF VACANCY
Whenever a vacancy occurs in the City service, the Department Head shall notify the Personnel Officer. The Personnel Officer shall decide in what manner the vacancy is to be filled from those listed in Section 1 of this rule.
SECTION 3. CERTIFICATION OF ELIGIBLE CANDIDATES
If it is deemed in the best interest of the City to appoint from a list of eligible candidates, then the Personnel Officer shall certify from the specified list the names of all individuals willing to accept employment.
In the event there are fewer than three names on the list willing to accept appointment, the appointing authority may make an appointment from among such eligible candidates or request the Personnel Officer to establish a new list.
SECTION 4. APPOINTMENT PROCEDURE
From the list of eligible candidates certified and submitted to the Department Head, the Department Head will make a selection, which must then be approved by the City Manager. If the person selected then presents himself or herself to the Personnel Office within the prescribed time, he or she shall be deemed to be appointed; otherwise, the individual shall be deemed to have declined the appointment.
SECTION 5. PROVISIONAL APPOINTMENTS
In the event there is a lack of qualified eligible candidates for a position, the City Manager may approve the provisional appointment of a person meeting the minimum qualifications of the position until a list of available eligible candidates is established. No credit shall be given for any service under a provisional appointment toward the establishment of a new list or in the giving of any examination.
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SECTION 6. TEMPORARY PROMOTIONS
Only management personnel are authorized to assign employees to perform duties associated with a higher classification. Such assignments will be confirmed in writing by the manager making the assignment, and notification will be provided to the Personnel Department.
Employees who temporarily assume all of the duties and responsibilities of a position in a higher classification for eighty (80) consecutive hours, shall continue to receive their normal rate of pay. Any subsequent work performed by such employees in that higher classification shall:
With management's approval, entitle them to be paid at the normal rate of pay for that classification.
The above shall apply while performing such duties with three (3) exceptions:
A. If substantial time has elapsed since the employee last performed the work of the higher classification, the supervisor may require a performance test not to exceed a normal day's work at the employee's normal rate of pay.
B. In the instances where new equipment or new operational procedures are involved, the supervisor may require a training period not to exceed sixteen (16) hours at the employee's normal rate of pay.
C. In those instances where training is not involved and, if in the supervisor's opinion an employee is proficient in the higher classification, management has the authority to pay that employee at the higher classification pay rate.
The effective date of the temporary promotion shall be the beginning of the pay period following the one consecutive pay period.
The temporary promotion will remain in effect until the incumbent returns or the position is declared vacant. If the incumbent returns, the temporary appointee shall be returned to his or her original position and salary range.
A temporary promotion shall not be granted for vacancies occurring as a result of the normal use of vacation and/or sick leave.
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RULE IX. PROBATIONARY PERIOD
SECTION 1. LENGTH OF PROBATIONARY PERIOD
All initial and promotional appointments shall be tentative and with a probationary period of not less than six (6) months actual service. The probationary period may be extended by the Department Head with the approval of the City Manager for up to six (6) months. Actual probationary periods may vary depending upon classification. All probation periods are to be one (1) year unless approved by the City Manager. (10/16/95) SECTION 2. OBJECTIVE OF THE PROBATIONARY PERIOD
During the probationary period, an employee may be terminated by the Department Head without cause and without right of appeal. Notification of rejection in writing shall be served on the probationary employee and a copy filed in the Personnel Office. Failure to terminate an employee during his/her probationary period will result in the employee obtaining permanent status.
An employee serving a probationary period after a promotion shall be returned to his or her former position if the Department Head feels the employee is incapable of fulfilling the duties of the promoted position after a reasonable period of time.
SECTION 3. EXCLUSIONS
At -will employees serve at the pleasure of the City Council and/or City Manager and therefore are not subject to a probationary period.
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RULE X; LEAVES OF ABSENCE
SECTION 1. LEAVES OF ABSENCE WITHOUT PAY
The City Manager shall have power to grant leaves of absence without pay for periods up to six (6) months. During these periods, no vacation or sick leave benefits shall accrue, An employee on an approved leave of absence without pay may continue medical insurance coverage by paying the full cost to the City in advance for each month, or portion thereof, of which he at she is absent_
SECTION 2. VACATION LEAVE
A. Definition. Vacation is a right, earned as a condition of employment, to a leave of absence with pay for the recreation and wellbeing of the employee.
If an employee has exhausted sick leave, vacation leave may be used for sick leave purposes upon a special request of the employee and with the approval of the appointing authority.
B. Accumulation. Employees in regular positions shall accrue vacation leave for completed pay periods. Part time employees in regular positions shall accrue vacation leave on a pro-rata basis based on the number of hours assigned. Such vacation allowance shall he available for use on the first day following the pay period in which it is earned, provided an employee has completed six (6) months or its equivalent of continuous service from the employee's benefit date. Vacation allowances are as follows:
Management Employees
Length of Service from
Annual Vacation
Maximum Allowed
Benefit Date
Allowance
Unused Balance
6 months — 2 years
80 Hours
440-5.9LHours
3 years — 9 years
120 Hours
—244.500 Hours
Greater than 9 years
160 Hours
500 Hours
All Other Employees
Length of Service from
Annual Vacation
Maximum Allowed
Benefit Date
Allowance
Unused Balance
6 months — 4 years
80 fours
Hours
5 years — 9 years
120 Hours
3444-500 Hours
Greater than 9 years
160 Hours
500 Hours
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PIr�1
Vacation periods should be taken annually with the approval of the appointing authority at such time as will not impair the work schedule or efficiency of the department but with consideration given to the wellbeing of the employee.
If an employee has reached the maximum allowed unused balance and is unable to take a vacation leave due to the demands of the City, the appointing authority will approve a waiver of the maximum allowed unused balance for a period not to exceed one six month waiver per year. At the end of that six- month waiver period, no additional vacation time shall accrue to the employee.
Amended 6-24-96 An employee shall have the right to sell accrued vacation hours back to the City under the following conditions;
- Farmntted; 5,Wimthrough
13111pleyee t-f usl iltr3inialik a fflH&Iimu anee of 160 haum A year end. Farmstead: Indent: Left 0.511, No bullets or numbering e)al If an cmployce has a banked balance exceeding the equivalent of I year of vacation accrual, that employee can opt to sell up to '/., of the followingyca��1` _v_aeahota. accrual. ln.txg�_-- F911owunt the buX back I employee must maintain no less than the "floor" balance.
4)hL__Up to 80 hours can be sold in 10 hour increments as long as funds are available.
a}!;I^The administration process shall be established by the City Manager, and shall be reviewed annually for availability of funding.
Written requests for vacation leave shall receive a written response within two (2) weeks of submission.
2. The minimum charge against accumulated vacation leave shall be thirty (30) minutes. Vacation leave shall be compensated at the employee's base rate of pay,
3. When a fixed holiday falls within a vacation period, the holiday time shall not be charged against an employee's earned vacation benefits.
41. 9111Pley�ee5 +18t iati+ ' le+ 11; F11 AC
aOMiOR 1011VO, eicep! th890 ctit.:R.. Shall be , SaNd LLB....,.. SUM Revised 2023-06-12
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the last ni.ty elect In ntie-Vftilk4efHeaVe-40
iiti`c'#'ci«nccxc',
4. U. nl? _n separti.2a_4C.mpy�neat, employces.shalI be Gomperlsated for vacation accrual balances paid out in Full or rolled into a Retirement Health Savings Program (RHS) or a delbrred compensation plan.
5. Unused flex time shall be converted to vacation lime it the end of the calendai- year.
SECTION 3, SICK LEAVE
A City employee is entitled to sick leave for: any bona Fide illness or injury, quarantine due to exposure to contagious disease; any treatment or examination including, but not limited to, medical, dental, ocular, etc., for the employee or member of the immediate family when the employee's attendance is necessary.
Employees in regular positions accrue sick leave at the rate of one (1) day per month or twelve (12) working days per year. Part-time employees accrue sick leave on a pro -rate basis based on hours assigned.
There shall be no limit on the amount of sick leave that may be accrued by a penrlanent employee.
Sick leave shall not be taken as vacation time or compensated in [Haney at any time.
When an employee has been on sick leave, the City reserves the right to make any investigation of the illness it deems necessary, including, but not limited to requiring a doctor's certificate.
On each day of illness, the employee must notify the department within one half (1/2) hour after the beginning of the work shift. A message left on an answering machine does not constitute notification of the department unless specifically permitted.
All approvals of sick leave usage shall be made by the Department Head subject to the approval of the Personnel Officer.
Employees with sick leave balances exceeding 480 hours (60) working_days will participate in a Rctirement Health Saving Program (RHS) I'unded through a -Mntidatury Employee Leavc ( PnlribUti411'._ Thit_Cundirig will be calculated as hall -the Billowing vcnr'.v sick Ic avc uccrual multinlied by a rate of 50°lb of the hourly rate. There are no retroactive imnlications of this onollicy.
SECTION 4. BEREAVEMENT LEAVE
Formatted: Numbered + Level: 1 + Numbering Style: 1, 2, 31 ... + Start at: 1 +Alignment: Left + Aligned at: V + Indent at: 1,25"
A. In the event of a death in the employee's immediate family, the employee shall be granted thrccup-te-*ree-_(33)2Lid days of p icl-1?ereayement leave to attend the funeral or to deal ........ Fom it;W: Fart: eota
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with family affairs. :Pie -a length of ease gaunted shall be deper i x t3er�—Eke i mployees are entitled to a total of rive (5) days of
bereavement have. howl:vc_L_4Ltis_t)Jh.4r_t+NO_clAys mull b4 olhcr p{rid Ic�tvc fcxcludcs sick Ieavcl.
B. City employees may be excused by Department Heads to attend the funeral of deceased City employees without loss of pay.
C. The employee may be required to furnish evidence satisfactory to the City of the family member's death and the employee's relationship to the deceased family member.
D. In the event the employee requires additional time, other paid leave may be used. If the employee has no paid leave available, the additional time shall be taken without pay. (Sick leave not eligible for bereavement leave. See definition of sick leave.) SECTION S. MILITARY LEAVE
A. Off cers and employees of the City who are members of a state or federal reserve military unit shall be entitled to absent themselves from their duties or service with the City while engaged in the performance of ordered military duty, and while going to or returning from such duty in accordance with the laws of the State of California, and the U.S. Government B. Employees are entitled to thirty (30) calendar days paid military leave in any one fiscal year provided they have been employed by the City for one (1) year prior to this leave.
Employees with less than one year's service must use accrued annual leave or compensatory time if they wish to receive their normal pay. This provision does not apply to regular drills at local stations.
C. Employees who are called or volunteer for service with the armed forces of the United States shall be entitled to reinstatement to their former positions. Upon application for reinstatement, the individual must display a certificate showing service was other than dishonorable. However, any individual possessing the right of reinstatement automatically forfeits these rights upon voluntary enlistment for a second term.
D. Any employee returning from service with the armed forces shall be entitled to such length of service seniority as would have been credited to the employee if he or she remained for that period of time with the City.
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E. An employee who was in a probationary period at the time of leaving shall, upon return, complete the remaining portion of the probationary period according to the present rules and regulations.
F. Any employee promoted to fill a vacancy created by a person serving in the armed forces shall hold such position subject to the return of the veteran. The employee affected by the return shall be restored to his or her former position or one of a similar nature while the returning employee resumes the position held previously.
SECTION f. JURY AND COURT LEAVE
A. Jury and Court Leave shall be subject to the provisions outlined in the Jury Duty Leave Policy and incorporated into the Personnel Mules by reference.
SECTION 7. HOLIDAYS
A. Fixed holidays. All employees in regular positions shall be entitled to the following holidays;
• New Year's Day (January I")
■ Martin Luther King Jr. Day (Third Monday in January)
• President's Day (Third Monday in February)
+ Memorial Day (Last Monday in May)
• Independence Day (July Wh)
• Labor Day (First Monday in September)
• C;oltnttbus Day (second Monday in October)
• Veteran's Day (November I Fh)
• full Closure (Wednesday preceding Thanksgiving Dayl
• Thanksgiving (fourth Thursday in Npvember)I\ay
• Bay-a4e -Thanksgiving (Friday after Thanksgiving)
■ Christmas Eve Day (December 24rh)
• Christmas Day (December 25")
• Winter Closure ( eek"F-Ghrvstmas-ewdthe days between Christmas Day and New flew-VFe� Year's Day — December 26 through December 3 t )
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+ New Year's Eve Day (Tl,....,...ber W')L[.Q n, 4-lUliday {1_d4►Y her CalC�tda YGgr a( employee's discretion, does not roll over, shall not be compensated in money at anv time
Part time cmployccs shall receive holiday pay on a pro -rate basis, based on the number of hours assigned per pay period.
B. To receive holiday pay for a fixed holiday, employees must be on the payroll during the entire pay period during which such fixed holiday Fell. "Entire pay period" shall mean that an employee must have been hired prior to or at the start of the pay period and not have separated prior to the end of the pay period and was paid for at least one-half ('/s) of the accountable hours.
C. Whenever an employee is required to work on a fixed holiday the employee shall receive ten (10) hours holiday pay. In addition, they shall receive time and one-half (11/2) for actual hours worked.
D. If a holiday occurs on the employee's regularly scheduled day off, that day is Still considered to be a day off, and the employee will accrue holiday leave (at straight time) as part of their leave balances.
E. This paragraph shall apply to all employees with a designation of Management, Supervisory and Confidential. Effective July 26, 2004, each holiday shall be compensated based upon the number of hours typically assigned for the particular day of the week on which the holiday falls.
SECTION 8. CONFERENCES, HOURS, AND DAYS OF WORK
Employees may be authorized by the City Manager to attend conferences and official business away from the City at full pay.
Hours and days of work shall be in accordance with the rules established by the department Head subject to approval of the City Manager.
SECTION 9. TERMINAL LEAVE
In the event a permanent employee terminates service with the City, terminal pay equivalent to vacation and holiday days accrued will be granted -
SECTION 10. LEAVE AND SALARY CONTIN1[1ANCE POLICY
The Leave and Salary Continuance Policy is hereby incorporated into the Personnel Rules by reference and is attached. Family leave shall be subject to the provisions outlined in the Leave and Salary Continuance Policy and incorporated into the Personnel Rules.
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RULE XI. SALARY ADJUSTMENTS
SECTION 1, APPLICATION OF RATES
Employees occupying a position in the City service shall be paid at the rate established for their positions according to Rule IV. All original appointments shall be maje at the minimum wage for the position, except when in the opinion of the City Manager, circumstances warrant appointment at a higher step.
SECTIONZ. ANNIVERSARYDATE
Each employee's anniversary date will coincide with his/her appointment to a new position in a different classification. All employees will retain their current anniversary date until appointed to a new classification. Any employee who is within ninety (90) days of achieving a merit raise at the time of promotion shall be entitled to an increase for the promotion and an increase for the merit step. All future increases while in that classification shall be in accordance with Section 3 below. The date of appointment shall be used to compute vacation, sick leave, and retirement benefits.
The anniversary date of employees who take an approved leave of absence without pay for more than sixty (60) continuous calendar days will be extended by the length of the absence from work over sixty (60) days adjusted to the start of the nearest pay period.
SECTION 3. ADVANCEMENTS
The advancement of an employee is not automatic, but the result of increased service value to the City. Service value shall be determined by recommendation of the Department Head, length of service, personal performance record, special training, and any other cvidence that illustrates the desire of the employee to do a better job.
Levels of advancement for each full-time and part-time position are granted according to the conditions outlined in Section I and 2 and the preceding paragraph. The merit increase effective date is the beginning of the closest payroll period to the employee's anniversary date.
SECTION 4. NORMAL STEP PROGRESSION & MERIT INCREASES
Based on performance, normal progression through the steps within a given range will result in annual increases of 2.5% or 5% per year.
Notwithstanding the above, Department Heads, with the approval of the City Manager may grant step increases at more frequent intervals.
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Employees become eligible for merit salary increase consideration when they reach the top of their resmetiye salary range. Upon City Manager anoroval. a merit hyresse up to an additional 5% Far exceptional performance may be awarded.
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RULE XII. MOVEMENT WITHIN THE CLASSIFIED SERVICE
SECTION 1. TRANSFER
A. A transfer may be affected at any time by the City Manager upon the recommendation of the Department Heads concerned or to meet the needs of the service. All transfers must be within comparable classes and no person shall be transferred to a position for which he/she does not possess the minimum qualifications. A transfer shall not be used to circumvent the regulations surrounding promotion, demotion, advancement, or reduction.
B. Vacant positions within a classification will be filled by transfers on the basis of seniority by requesting employees within that classification, provided that such a transfer will not be detrimental to the mission of that department. In the event an employee requests a transfer and such transfer is not approved, the employee will be notified of the reason thereof in writing within ten (10) working days.
SECTION 2. PROMOTION
A. Insofar as practical and in keeping with the best interests of the service, all vacancies in the classified service shall be filled by promotion after a promotional examination has been held and an eligible list established.
B. In those non -supervisory positions for which a written examination is not practical in management's judgment, promotions shall be on the recommendation of the supervisor and Department Head and confirmed by the City Manager. Among the factors to be considered, but not necessarily limited to, are:
1. Knowledge, training, ability, skill, and efficiency.
2. Ability to get along well with fellow employees.
3. Physical condition which would limit the employee's ability to perform the job applied for.
4. Attendance record.
5. Experience.
6. Seniority.
Where all factors are not significantly different, seniority shall prevail.
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C. An employee who receives a promotion shall receive a minimum of 5% (five per cent) increase in pay or the "A" step of the new classification, whichever is higher, provided that it does not exceed the top step in the range. For positions with supervisory responsibilities, an employee who receives a promotion may receive an increase in pay in an amount not to exceed 10% (ten percent) in order to maintain an appropriate organizational structure, as determined necessary by the City Manager, provided that the increase does not exceed the top step in the range.
SECTION 3. DEMOTION
A Department Head may demote any employee whom so requests it or whose performance falls below standard, or for disciplinary purposes, or to prevent a layoff. Any demotion to prevent layoff may be reversed when the employee's previous position is reopened. An employee may not be demoted to a class for which the employee does not possess the minimum qualifications. Normally ten (10) working days prior to the demotion, a written statement shall be given to the employee stating the reasons for the action, and one copy shall be filed in the Personnel Office.
If an employee, demoted for non -disciplinary reasons, had achieved permanent status in a previous class, the employee shall be entitled to permanent status in the class to which he/she has been demoted. Failure to successfully pass a probationary period shall not be considered a demotion.
All non -voluntary demotions must be in accordance with the disciplinary procedure.
SECTION 4. REINSTATEMENT
An employee who has resigned with a good record and who has complied with all personnel procedures may be reinstated to his/her former position if vacant, or to a comparable one, within one (1) year. Upon reinstatement, the employee shall be considered for all purposes to have received an original appointment.
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320
RULE XIII. SEPARATION FROM THE SERVICE
SECTION 1. DISCHARGE
The City Manager may dismiss anyone in the City service at any time. Any employee who is to be discharged will be provided with a written statement before the effective date of the termination setting forth the reasons for such action, in accordance with the disciplinary procedure, Rule XIX.
SECTION 2. LAYOFFS
The City Manager may lay off permanent and probationary workers at any time for lack of work or other changes that have taken place. The employee is to be given two (2) weeks notice before such a layoff is to take place.
A demotion or transfer to another department may be made to prevent a layoff provided the employee is qualified by education and/or experience and is capable of performing the duties of the classification and so requests.
In the event of a layoff, those employees with the least service in the classification affected shall be laid off first; if a recall begins, the most senior employees laid off in the classifications required shall be recalled first. Strict application of seniority shall prevail unless exceptional circumstances occur. The order of layoff shall be:
A. Temporary employees in the affected classification shall be removed first.
B. Probationary employees in the affected classification shall be removed next.
C. Exceptional circumstances may include the desirability of maintaining a balanced department or work unit and maintaining employees in the classification, department, or section who have the ability to perform the work available.
SECTION 3. RESIGNATION
An employee wishing to leave the City service in good standing shall file with the Department Head, a written statement as to the reasons for leaving, and the effective date, at least two weeks before leaving. The time limit of the resignation may be waived at the discretion of the Department Head concerned. The Department Head shall forward a copy of the resignation and other personnel forms as currently required, to the Personnel Department.
Revised 2023-06-12
321
SECTION 4. EXIT INTERVIEW
The Department Head or City Manager may conduct or have conducted, an exit interview, if in their opinion information can be gained which will improve or enhance present operating procedures.
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322
RULE XIV. GRIEVANCE PROCEDURES
SECTION 1. DEFINITION
A grievance is a claimed violation, misinterpretation, inequitable application, or non- compliance with existing City codes, rules, regulations, policies, and/or working conditions.
SECTION 2. GENERAL PROVISIONS
The following policies, procedures and provisions shall be adhered to in processing all grievances:
A. No punitive action will be assessed against an employee for utilizing the grievance procedure.
B. The preparation of grievances shall be on the employee's personal time and not during working hours.
C. No individual City Council member may be approached at any time the grievance is being processed.
D. Any time limit may be extended only by mutual agreement of both parties.
E. No matter shall be considered a grievance unless it is presented either orally as an informal grievance or formally, in writing on an approved form, within fifteen (15) working days after the employee is reasonably aware of the conditions precipitating the grievance.
F. Failure of the grievant to comply with any time limitations set forth in the grievance procedure, unless the extension of time is secured, shall constitute a withdrawal of the grievance. In the event of failure by the City to comply with any time limitations required of the City by the grievance procedure, unless an extension is secured, the grievant may proceed to the next step in the grievance procedure.
G. Organizational channels shall be utilized at all times and participation in the grievance and the discussion of information related thereto shall be limited to the parties to the grievance except when such other persons are identified and/or called as witnesses.
H. A group of employees may file one grievance rather than individual grievances as long as the following conditions are met:
Revised 2023-06-12
323
Each employee in the "group" grievance is individually named and subscribes to the grievance.
2. The grievable matter is exactly the same for each employee cited in the grievance.
3. The City is not obligated to conduct grievance hearings or provide grievance responses to each individual, but only to one of the employees involved who represents the group filing the grievance.
I. The City agrees to provide at its own expense, grievance forms (exhibit attached hereto) which shall be completed and utilized by employees wherever a formal grievance is filed.
SECTION 3. INFORMAL GRIEVANCE PROCEDURE
If an employee believes he/she has a justified grievance, the employee may discuss this problem with his/her first line supervisor, if the problem has not been resolved to the grievant' s satisfaction, formal grievance procedures may then be instituted.
SECTION 4. FORMAL GRIEVANCE PROCEDURE
A.
la
1) Grievant shall submit to his/her first line supervisor on a grievance form to be provided by the City, a written statement of the grievance and the facts upon which it is based; the specific remedy(s) or correction(s) requested; and the article(s), section(s), subsection(s) of existing City codes, rules, regulations, and/or policies claimed to have been violated.
2) Following submission of the grievance, the supervisor shall reply within ten (10) working days, in writing, to the grievant regarding the grievance. 3) The grievant or the City may request a meeting to discuss the written appeal and grievance, which must be submitted not less than two (2) work days prior to the occurrence of any such meeting.
4) If the grievance is not resolved to the satisfaction of the aggrieved employee, the grievant then has ten (10) working days following receipt of the written response from the first line supervisor, to file a written appeal to the assistant department head or department head (as may be appropriate).
1) Written appeal to the assistant department head or the department head shall consist of the statement of the grievant, as provided for in Ia. of this section, and shall also include
Revised 2023-06-12
324
C.
I�
a statement by the grievance setting forth the reasons why the response of the first line supervisor did not satisfactorily resolve the grievance. 2) After submission of the written appeal, the assistant department head/department head shall reply within ten (10) working days in writing to the grievant regarding the grievance.
3) The grievant or the City may request a meeting to discuss the written appeal and grievance, which must be submitted not less than three (3) working days prior to the occurrence of any such meeting.
4) If the grievance is not resolved by the assistant department head/department head to the satisfaction of the grievant, he/she then has ten (10) working days to file a written appeal to the agency head or department head (as may be appropriate). 1) Written appeal to the agency head or department head shall consist of the statement of the grievance as provided for in la. of this section, and shall also include a statement by the grievant setting forth the reasons why the response of the assistant department head/department head did not satisfactorily resolve the grievance. 2) After submission of the written appeal, the agency head/department head shall reply within ten (10) working days in writing to the grievant regarding the grievance. 3) The grievant or the City may request a meeting to discuss the written appeal and grievance, which must be submitted not less than five (5) working days prior to any such meeting occurring.
4) If the grievance is not resolved by the agency head/department head to the satisfaction of the grievant, he/she then has ten (10) working days to file a written appeal to the City Manager.
1) Written appeal to the City Manager shall consist of the statement of the grievance as provided for in la. of this section and shall also include a statement by the grievant setting forth the reasons why the response of the agency head/department head did not satisfactorily resolve the grievance.
2) After submission of the written appeal, the City Manager shall reply within ten (10) working days in writing to the grievant regarding the grievance.
Revised 2023-06-12
325
3) The grievant or the City may request a meeting to discuss the written appeal and grievance, which must be submitted not less than five (5) working days prior to any such meeting occurring.
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326
CITY OF YUCAIPA GRIEVANCE FORM
Employee's Name:
Employee's Classification/Job Title :
Department:
Name of Employee's Supervisor:
Division:
No punitive action will be assessed against an employee for utilizing the grievance procedure.
The preparation of grievances shall be on the employee's personal time and not during working hours. Please type or print legibly in ink. Be specific, concise and complete.
A. Statement of Grievance (facts, witnesses, work assignment) B. Rule, Policy, Agreement, etc. alleged to be violated.
C. Specify remedy or corrective action requested.
Signature of Employee: Date:
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327
RULE XV. POLITICAL ACTIVITY
SECTION 1. RESTRICTIONS
The Government Code of the State of California imposes certain restrictions on political activities of city and other government employees.
The following restrictions are applicable to all City employees:
A. A City employee shall not participate in any political activity while in uniform. This applies to all employees required or authorized to wear any type of City uniform.
B. A City employee who uses a badge or insignia as evidence of his/her authority shall not use his/her badge or insignia in any way to advance the interests of a political candidate.
This includes business cards.
C. A City employee shall not use his/her influence or authority to confer or withhold or promise to confer or withhold any position, promotion, salary change, or other personnel action for the purpose of influencing the political action of another.
D. A City employee shall not permit any office or place of work in the City to be used for the purpose of making or giving notice of any political assessment subscription or contribution.
This does not apply to any public auditorium, park or any other place used for political rallies and where governmental business is not conducted.
E. A City employee shall not participate in political activities or conduct the business of a political candidate while on duty or during work hours.
Revised 2023-06-12
328
RULE XVI. RELATIVES
It is the policy of the City not to discriminate in its employment and personnel actions with respect to its employees, prospective employees and applicants on the basis of family relationships. No employee, prospective employee, or applicant shall be denied employment or benefits of employment solely on the basis of his or her family relationships.
Notwithstanding the above provisions, the City retains the right:
A. To refuse to place one relative under direct supervision of another where such has the potential for creating adverse impact on supervision, safety, security or morale.
B. To refuse to place both relatives in positions where such has the potential for creating adverse impact in supervision, safety, security, or morale, or involves potential conflicts of interest.
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329
RULE XVII. EMPLOYEE CONDUCT
SECTION 1. OUTSIDE EMPLOYMENT
Full-time City employees may not carry on concurrently with their public service any private business or undertaking, attention to which affects the time or quality of their work or which casts discredit upon or creates embarrassment for the city government.
Outside employment, other than special police work, must be authorized by the Department Head and the City Manager.
SECTION 2. PERSONAL CONDUCT
Employees are required at all times to conduct themselves in such a manner as to reflect no discredit upon the City of Yucaipa.
SECTION 3. OFFICIAL BADGE OR INSIGNIA
No City employee who uses a badge or insignia as evidence of his/her authority shall allow it to be used by any other individual. Neither shall the City employee use his/her badge or insignia in any way to advance a private interest. Any infraction of this rule shall result in immediate disciplinary action by the department head concerned.
SECTION 4. EMERGENCY DATA
An Emergency Data Information Card is required to enable the Personnel Office to notify a relative in the event of an emergency or to complete the necessary documents in the event of the death of an employee. Complete and up-to-date information can expedite the process of securing the benefits for beneficiaries.
The Emergency Data Card will be completed as a part of the initial processing.
Any changes affecting the information on the card should be submitted within three days to the Personnel Office.
All information should be verified for accuracy.
SECTION 5. SMOKING
The Surgeon General has stated that "cigarettes are the most important individual health risk in this Country, responsible for more premature deaths and disability than any other know agent," and that "cigarette smoking can make a significant measurable contribution to the level of indoor air pollution at levels of smoking and ventilation that are common in indoor
Revised 2023-06-12
330
environments"; and that "there was a provable relation between such 'passive' smoke from smokers and illness and deaths among non-smokers".
A. GENERAL
1. All employees and the public using City buildings have a right to work and conduct business in a healthy environment.
2. Smoking is a personal habit, which should be practiced with concern for the health and feelings of others.
3. There shall be no smoking in any City owned or leased building.
B. SMOKING PROHIBITIONS
1. "Smoking is Prohibited" and "No Smoking" signs will be posted in locations including but not limited to:
(a) public hearing rooms and chambers
(b) elevators
(c) restrooms
(d) public lobbies/hallways
(e) conference rooms
(f) common work areas
(g) cafeterias/break rooms
2. For purposes of this policy "smoking" includes any lighted cigarette, cigar or pipe.
3. The sale of cigarettes or the placement of cigarette vending machines is prohibited in City owned or leased building.
Each Department Head is responsible for enforcing the above smoking prohibitions and restrictions for buildings within their jurisdiction.
Revised 2023-06-12
331
RULE XVIII. RULE MAKING AUTHORITY
A Department Head may adopt and administer personnel regulations, which are supplementary to, and not inconsistent with, the personnel rules and regulations of the City of Yucaipa.
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332
RULE XIX. DISCIPLINARY PROCEDURE
SECTION 1. The City shall afford permanent employees the procedural due process safeguards as required by State Law.
SECTION 2. The following disciplinary procedure shall be used for all serious disciplinary actions involving permanent full-time employees BEFORE the actions go into effect. Basically, the disciplinary procedure provides that:
A. The employee shall receive notice of the proposed disciplinary action.
Normally, one (1) week will be considered the minimum time necessary to give notice.
B. The notice must contain the reasons and the charges upon which the proposed action is based.
C. The notice must also contain a statement of the events or circumstances upon which the action is based.
D. The employee must be given materials, if any, upon which the action is based.
E. The employee must be given the right, either orally or in writing, to respond to the City Manager.
F. This disciplinary procedure should be used for all serious disciplinary actions which are normally considered (1) demotions, (2) discharges, (3) reductions in pay, and (4) suspensions.
The above procedure may be deviated from in circumstances where there is a need for immediate disciplinary action. In such cases, an employee may be ordered off the job without pay if his/her conduct imperils the safety or welfare of, the public, other employees, or said employee (i.e., drunkenness, violence, gross insubordination). Employees may appeal a disciplinary action in accordance with the grievance procedure.
Revised 2023-06-12
333
RULE XX. HOURS OF WORK
SECTION 1. WORK PERIODS/SCHEDULES
The workweek shall normally consist of 40 hours of work within a period of seven (7) consecutive days or 80 hours of work within 14 days, except as otherwise provided by law. All employees shall be scheduled to work beginning at regular starting times and ending at regular quitting times. Work schedules shall be communicated to each affected employee indicating shift days and hours.
The City utilizes a 4/10 workweek. Employees shall normally be scheduled to work four (4) days, ten (10) hours each day.
It is understood and agreed that Department Heads shall establish such work schedules as may be necessary for the efficient and economical provision of services for the public, and to make such adjustment in work shifts as are, from time to time, required.
The City shall give the employee appropriate notice of any proposed changes in scheduled work shifts prior to implementation. Whenever possible, said notice shall be two (2) weeks prior to implementation. Regular work schedules shall not be changed on the day of said change in work schedule for the purpose of avoiding payment of overtime.
Revised 2023-06-12
334
RULE XXI. LUNCH PERIODS AND BREAKS
SECTION 1. LUNCH PERIOD.
Employees are entitled to 30 minutes for lunch, although some employees may opt for a 60 minute lunch. Time granted for lunch shall be exclusive of the number of hours that an employee is required to work each shift. As a matter of good personnel practice, lunchtime should be granted no earlier than three (3) hours after the beginning of the employee's shift and no later than three (5) hours after the beginning of the shift. Lunch hours are not to be used to extend a break or at the beginning or end of the workday.
SECTION 2. BREAKS
In general, employees are entitled to two 15-minute breaks per day; one during morning working hours and one during afternoon working hours. Specific stipulations regarding breaks shall be determined by the Department Head, however, breaks are not to be used to extend the lunch period, or at the beginning or end of the workday.
Revised 2023-06-12
335
RULE XXII. LOYALTY OATH
Before any person can be appointed to a position in the City, the following oath is required:
OATH OR AFFIRMATION OF ALLEGIANCE
FOR CIVIL DEFENSE WORKERS AND PUBLIC EMPLOYEES
I, , do solemnly swear (or affirm)
that I will support and defend the Constitution of the United States and the Constitution of the State of California against all enemies, foreign and domestic; that I will bear true faith and allegiance to the Constitution of the United States and the Constitution of the State of California; that I take this obligation freely, without any mental reservation or purpose of evasion; and that I will and faithfully discharge the duties upon which I am about to enter.
Revised 2023-06-12
336
ATTACHMENT 9
337
RESOLUTION NO. 2023-17
RESOLUTION OF THE COUNCIL OF THE CITY OF YUCAIPA, STATE
OF CALIFORNIA, ADOPTING THE MEASURE I FIVE-YEAR
CAPITAL IMPROVEMENT PLAN FOR FY2023/2024 THROUGH
FY2027/2028
WHEREAS, San Bernardino County voters approved passage of Measure I in November 2004, authorizing the San Bernardino County Transportation Authority to impose a one-half of one percent retail transactions and use tax applicable in the incorporated and unincorporated territory of the County of San Bernardino; and WHEREAS, revenue from the tax can only be used for transportation improvement and traffic management programs authorized in the Expenditure Plans set forth in Ordinance No. 04- 01 of the Authority; and
WHEREAS, the Strategic Plan requires each local jurisdiction applying for revenue from the Local Street Program to annually adopt and update a Five -Year Capital Improvement Plan; and
WHEREAS, California Public Utilities Code 190300 and Ordinance No. 04-01 require each local jurisdiction to maintain General Fund expenditures for transportation -related construction and maintenance activities at the required Maintenance of Effort base year level in each fiscal year of the adopted Five -Year Capital Improvement Plan, which for the City of Yucaipa is $175,764; and
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF YUCAIPA HEREBY FINDS, DETERMINES, ORDERS, AND RESOLVES AS FOLLOWS:
- The Measure I Five -Year Capital Improvement Plan, attached to this resolution as Exhibit A, is hereby adopted.
PASSED, APPROVED, and ADOPTED this 12�h day of June, 2023.
ATTEST:
Ana V. Sauseda, CMC
Director of General Services/City Clerk
Justin Beaver, Mayor
338
Exhibit A
ueNde fur admt'w ,rows
ReeeluEnn Nurnper;
2023-17
RAe Ab-Appraed Date:
12aurt23
cent= PereeNride:
Fermin Preaado
Dir. De Sv fcdy Ergu..
ph*":
19o9j 797-2469 e1 240
tPreciaee*ywajP&Dfg
Jurisdiction,
Measure I Local Pass -through Program
FIVE YEAR CAPITAL IMPROVEMENT PLAN Yucaipa
Fiscal Years 202312024 thru 202712028
20232024 Pevemem Rehehift k-Prefect
B130l23 Carryover$et-ee
3201,110A0
kD° m
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Temyorocm
Ph.O
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FY2023R4 Est Fteve+ue
F470Md ESL Revenue
FY2025f26 EsL Revenue
FY2026R7 Est R.we w
FY2027Q8 Let R.—
Total EeL Rae.
$IA36.973
$1,472,975
s1,51S,365
$1,560]d3
$1,60 .M7
$7,593,%3
Cuaem
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c—erd
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Essrnale
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o.o%
1).o%l
$2,101,700
$2.111.790
SO
30 so
30 $2,1s1,790
202312024 Sudece Treanned Project
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0,0%
0,0%
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s0
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$140,D00
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0.01C
0.Q%
3145.9201
s143,920
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$143,920
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$o
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2ID2412025 Pavemem RehahilitA m Project
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$2,225,426
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s2,225,426
s0
s0
So
52,225,426
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o.0'R
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$140,000
so
S14D,000
$0
s0
$0
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2024f2o25 Patchecraex Sad Pfelkd
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3146,586
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$146.566
so
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$1d6,566
D.D%
O.D%
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2025R028 Pavemem Rehabih�n Project
0.0%
o.Y%
52,269,935
s0
So
s2,289,935
$0
s0
12,28D,905
202542026 Sudece Tremment P101e4
o_G%
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slau,000
3o
so
$19o.0oo
$o
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3186,o00
202512026 PXChCIACK Sad Project
0,0%
0.0%1
5149.344
s0
$a
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$0
0.0%
0.o%
s0
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$0
50 s0
20282027 Pavemem RehatMfion Plejed
o.o%
o-o%
s2,315,333
50 So
$4
s2xs333
s0
$2,315,$D7
202642027 Sudaro Trestrnem Plnyecl
o,0%
c.o%j
$ao,0oo
So
so
so
390.000
so
580,0pD
202WO27 PatchCrack Seal P-grw
0.01E
010%
5152,262
$0
s0
$o
5152,262
$0
$152.262
o.o%
o.D%
s0
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$0
30 50
SO
202712028 Parerneq Rehaheiteh- PrejW
o.0%
0,o%
$2A22,2A9
$o
So
s0
s0
s2,422,288
32,422,266
202712025 Surface Tre~t ProJed
0.0%
o,o%
$1".Noi
50 So
30 30
$165,000
S166AN
202742028 Pm.hiCreck Seal Plejee
0.0%
o.D%
$157.162
s0
$0
50 i0
s157,162
$157,162
"%
0.D%
so
so
$0
so
$0
So
s0
"%
0.0%
so
50 So
50 s0
so
s0
0.13%
0.o%
$0
So
So
$0
50 $0
So
0.0%
010%
so
So
Sol
so
So
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30 s0
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$0
o.G%
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so
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20 0,0%
0.o%
s0
so
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so
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0.D%
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30 so
$o
s0
0.0%
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so
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s0
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0.0%
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so
$0
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50 $D
s0
Projects Total: $2,4$5,710 32,511,092 $2,449,935 $2,547 i05 $2.744.450 Total Prngramming is Currently 163% (Must nnr a/teed I o1caffynuer Hefarnfe+ Tull Estimated PropremmfnD:
Tofef EJffinefed Arvrne )
$t2,719,662
$17,719,662
P�jc 1 -F 1
339
ATTACHMENT 10
340
RESOLUTION NO.2023-23
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YUCAIPA,
STATE OF CALIFORNIA, ADOPTING THE MEASURE I FIVE-YEAR
CAPITAL PROJECT NEEDS ANALYSIS FOR FISCAL YEARS 2024/2025 THROUGH 2O28/2029
WHEREAS, San Bernardino County voters approved passage of Measure I in November 2004, authorizing the San Bernardino County Transportation Authority to impose a one-half of one percent retail transactions and use tax applicable in the incorporated and unincorporated territory of the County of San Bernardino; and WHEREAS, revenue from the tax can only be used for transportation improvement and traffic management programs authorized in the Expenditure Plan set forth in Ordinance No. 04- 1 of the Authority; and
WHEREAS, the Strategic Plan requires each local jurisdiction applying for revenue from certain Measure I Programs to annually adopt and update a Five -Year Capital Project Needs Analysis; and
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF YUCAIPA HEREBY FINDS, DETERMINES, ORDERS, AND RESOLVES AS FOLLOWS:
The City Council of the City of Yucaipa adopt the Measure I Five Year Capital Project Needs Analysis for Fiscal Years 2024/2025 through 2028/2029, attached to this resolution as Exhibit A, is hereby adopted.
PASSED, APPROVED, and ADOPTED on the 12`h day of June 2023.
ATTEST:
Ana V. Sauseda, CMC
Director General Services/City Clerk
Justin Beaver, Mayor
341
Exhibit A
Capital Project Needs Analvsis
Nexus Project Cost
Dev. Loan? select Yes/No-
6-Year Advance? Yes
City of Yucaipa
Valley Arterial Sub -Program
Public Share: 69.1
Dev. Share: 30.90
Project information
Phase
Funding
PRIOR*
FY 24125
FY 25126
FY 26127
FY 27128
FY 28/29
FUTURE
Widen Yucaipa Boulevard from 1-10 to
15th Street from 4 to 6 lanes
Current Total Project Cost Estimate:
$17,572,000.00
Total Measure I Request:
$12,627,000.00
(Summation of Measure 1)
Comments:
PA&ED
Total Cost:
Fund Type:
$64,000.00
MSI Arterial
MI LOCAL ST
DEV FEE
- Select Fund -
Other:
$ -
$
$ 50,000.00
$ 14,000.00
$--
$ -
$ -
$
$
$ -
$
PSBE
Total Cost:
Fund Type:
MI Advance
$225,000.00
MSI Arterial
MI LOCAL ST
MI LOCAL ST
DEV FEE
Other:
$ -
$ -
$ -
$ _
$
$ _
g
$ _ 75,000.00
$ _ -
$ _
$
$
$
$
$ 75,000.00
$ -
$
$_—
$ 75,000,00
$
$
$ -
$
$ -
$
$
$
$ ---
ROW
Total Cost:
Fund Type:
MI Advance
$3,579,000.00
MSI Arterial
MI LOCAL ST
MI LOCAL ST
DEV FEE
Other:
$
$ 750,000.00
$ _ -
$ -
$ -
$ _
$
$ 1,829,000.00
$
$ 1,000,000.00
$ -
$ _ -
$
$ _
$
$ -
$
CONST
Total Cost:
Fund Type:
MI Advance
SB1
$13,704,000.00
MSI Arterial
MI LOCAL ST
MI LOCAL ST
DEV FEE
OTHER
OTHER
Other: SB1
$
$ 5,548,000.00
$ -
$ 700,000.00
$ 700,000.00
$ 700,000.06
$ -
$
$ 1,100,000.00
$ 1,100,000.00
$ -
$ -
$
$
$ _
$— 2,768,000.00
$ 514,000.00
$ 60,000.00
$ 60,000.00
$ 60,000.00
$
$
$ -
$ -
$ _
$ - -
$ -
$ --_—
$ -
$
$
$ -__
$ -
$ --
$
1 $ 394 000.00
$
$
$
$
$
'Prior should identifv anv
expenses incurred in prior
vears that have not vet
been reimbursed by SBCTA
includino anticipated
FY 909319094
expenses.
342
Capital Project Needs Analvsis
Nexus Project Cost $
Dev. Loan? select Yes/No-
5-Year Advance? Yes
City of Yucaipa
Valley Arterial Sub -Program
Public Share: 69.1
Dev. Share: 30.90%
Project Information
Phase
Funding
PRIOR*
FY 24125
FY 25/26
FY 26/27
FY 27/28
FY 28/29
FUTURE
Widen Avenue E from 14th Street
to Bryant Street fro 2 to 4 lanes
Current Total Project Cost
Estimate:
$9,053,000.00
Total Measure I Request:
$6,208,000.00
(Summation of Measure 1)
Comments:
PAGED
Total Cost:
Fund Type:
MI Advance
$142,000.00
MSI Arterial
MI LOCAL ST
MI LOCAL ST
DEV FEE
Other:
$
$ -
$ -
$
$ 43,000.60
$ _
$
$
$
$
$
$ 18 000.00
$
$ 81,000.00
$
$
$ -
$
$ -
$
$
$
$
$
$
PS&E
Total Cost:
Fund Type:
MI Advance
$275,000.00
MSI Arterial
MI LOCAL ST
MI LOCAL ST
DEV FEE
Other:
$
$ -
$ -
$ -
$
$ 85,000.00
$ -
$
$
$ 40,000.00
$ -
$
$ -
$
$ 150,000.00_
$ -
$
$
$
$ -
$ -
_
$
$
ROW
Total Cost:
Fund Type:
MI Advance
$1,006,000.00
MSI Arterial
MI LOCAL ST
MI LOCAL ST
DEV FEE
Other:
$ -
$
$
$
$
$ 326,000.00
$ -
$ -
$ -
$
$ 150,000.00
$ -
$
$
$ 530,000.00
— —
$ -
$
$ -
$
$
$
$
$ -
—
$
$
$_—
CONST
Total Cost:
Fund Type:
MI Advance
SB1
$7,630,000.00
MSI Arterial
MI LOCAL ST
MI LOCAL ST
DEV FEE
- Select Fund -
PROP 1B
Other: _SB1_1
$
$ 4,589,000.00
$ -
$ -
$ -
$
$ 957,000.00
$
$
$ -
$
$
$ _
$ 797,000.00
$ -
$
$-- -
_
$-
$ _ -
$ -
__
$
$
$ 219,000.00
$ -
--
$
$ -
$
$ 1,068,000.00
$
$
$
$
$
$
u "' 'Y "'Y -PP ... r1 - Y-1- — I'll t yet "I" t,y �� a wuuuiy auuwpatcu r expenses.
343
Capital Project Needs Analvsis
Nexus Project Cost $ •• -
Dev. Loan? -Select Yes/No-
5-Year Advance? Yes
City of Yucaipa
Valley Arterial Sub -Program
Public Share: 69.1
Dev. Share: 30.90!
Project Information
Phase
Funding
PRIOR*
FY 24/25
FY 25/26
FY 26/27
FY 27/28
FY 28/29
FUTURE
Widen 5th Street from Yucaipa
Boulevard to County Line Road
from 2 to 4 lanes
Current Total Project Cost
Estimate:
$2,410,000.00
Total Measure 1 Request:
$1,782,000.00
(Summation of Measure 1)
Comments:
PAGED
Total Cost:
Fund Type:
$15,000.00
MSI Arterial
MI LOCAL ST
DEV FEE
- Select Fund -
Other:
$ - _
$-
$ 15,000.00
$
$ -
$
$ -
$
$
$
$
$
$
PS&E
Total Cost:
Fund Type:
$40,000.00
MSI Arterial
MI LOCAL ST
DEV FEE
- Select Fund -
Other:
$
$ 20,000.00
$
$ 20,000.00
$
$
$ -
$ _
$ _
$
$ -
$
$ -
$
ROW
Total Cost:
Fund Type:
$10,000.00
MSI Arterial
MI LOCAL ST
DEV FEE
- Select Fund -
Other:
$ -
$
$
$
$
$
$
$ -
$
$
$
$
g
$
$ 10,000.00
$ ----
$ -
$
$
$
$
$ --
$ -
$ -
—
$
—
$
—
---
CONST
Total Cost:
Fund Type:
MI Advance
$2,345,000.00
MSI Arterial
MI LOCAL ST
MI LOCAL ST
DEV FEE
Select Fund -
Select Fund -
Other:
$
_
$ 1,007,000.00
$ 600,000.00
$
$
$ 155,000.00
$ -
$
$ _
$
$
$
$ _ 483,000.00
$ 100,000.00
—
_$__-_- -
$ -
$ -
$
$
$
$
$
$
$
$
$
$
$
$
$
r—I biluuiu Munuly ally vxpenbeb II I —I eU Ill pIIUI yedlb that IIdVU nUt yet Ueell telmuuttieu Dy JCR, I A mcmuin9 amlGpated t-T ZUZ3/2UZ4 expenses.
344
Capita) Project Needs Anaivsis
Nexus Project Cost $ -
Dev. Loan? select Yes/No-
5-Year Advance? -Select Yes/No-
City of Yucaipa
Valley Arterial Sub -Program
Public Share: 69.1%
Dev. Share: 30.90%
Project Information
Phase
Funding
PRIOR*
FY 24/25
FY 25/26
FY 26/27
FY 27/28
FY 28/29
FUTURE
Widen County Line Road from 1-10
to Calimesa Boulevard from 2 to 4
lanes
Current Total Project Cost
Estimate:
$8,641,000.00
Total Measure I Request:
$5,970,000.00
(Summation of Measure 1)
Comments:
PA&ED
Total Cost:
Fund Type:
$9,000.00
MSI Arterial
MI LOCAL ST
DEV FEE
- Select Fund -
Other:
$ -
$ 9,000.00
$
$
$ -
$
$ - —
$ -- _-
$ - --
$ - _-
$ _
$ -
$
$
$ _
$
$
$ _
PS&E
Total Cost:
Fund Type:
$310,000.00
MSI Arterial
MI LOCAL ST
DEV FEE
- Select Fund -
Other:
_
$ -
$ -
$
$ -
$ _
$
$
$ 310,000.00
$ -
$
$ -
$
$ -
$
$ -
$ _
$
$
$ -
$ -
$ -
$
$
$
$
$
$ _
$
ROW
Total Cost:
Fund Type:
$405,000.00
MSI Arterial
MI LOCAL ST
MI LOCAL ST
DEV FEE
Other:
--
--------
$ -
$ -
$
$
$ _
$
$ 405,000.00
-
$
$ -
$
$
$
$ _
$
$
$
$ -
$
$
$
$ _
$ _
$ _
CONST
Total Cost:
Fund Type:
MI Advance
SB1
$7,917,000.00
MSI Arterial
MI LOCAL ST
MI LOCAL ST
DEV FEE
- Select Fund -
- Select Fund -
Other: SB1
$
_
$ 2,205,000.00
$
$ -
$
$ -
$
$
$ 3,041,000.00
$
$
$ -
_
$
$ -_
$
$ -
$
$
$ -
$ _
$
$
$ -
$
$
$ -- -
$ --
$ ----
$ ---
$
_---
$ 2,671,000.00
$
$
$
$
$
$
'Prior should identify any
expenses incurred in prior
years that have not vet
been reimbursed by SBCTA
including anticinated
FY 2023/9094
expenses.
345
Capital Proiect Needs Analvsis
Nexus Project Cost $ -
Dev. Loan? -Select Yes/No-
5-Year Advance? Yes
City of Yucaipa
Valley Arterial Sub -Program
Public Share: 69.1%
Dev. Share: 30.90%
Project Information
Phase
Funding
PRIOR'
FY 24/25
FY 25126
FY 26127
FY 27128
FY 28129
FUTURE
Widen Calimesa Blvd from Oak
Glen Road to County Line Road
from 2 to 4lanes
Current Total Project Cost
Estimate:
$7,477,000.00
Total Measure 1 Request:
$1,740,000.00
(Summation of Measure 1)
Comments:
PAGED
Total Cost:
Fund Type:
MI Advance
$3,427,000.00
MSI Arterial
MI LOCAL ST
MI LOCAL ST
DEV FEE
Other: SB1
$ -
$
$
$
$
$
$
$ 750,000.00
$
$
$
$
$
$
$ 990 000.00
$
$
$
$
$
$
$ 1,437,000.00
$
$
$
$
$
$
$ 250 000.00
$
$
$
$
$
$
PS&E
Total Cost:
Fund Type:
MI Advance
$2,430,000.00
MSI Arterial
MI LOCAL ST
MI LOCAL ST
DEV FEE
Other: SB1
$ -
$
$
$
$
$
$
$ 750.000.00
$ 750,000.00
$ 750,000.00
$
$
$
$
$
$
$
$ -
$ 60 000.00
$ 60 000.00
$ 60,000.00
$
$
$
$
$
$
$
$
$
ROW
Total Cost:
Fund Type:
MI Advance
$1,620,000.00
MSI Arterial
MI LOCAL ST
MI LOCAL ST
DEV FEE
Other:
$ -
$
$
$
$
$
$
$
$
$
$ 750,000.00
$ 750,000.00
$
$
$
$
$
$
$
$
$
$
$ -
$
$ 60 000,00
$ 60,000.00
$
$
$
$
$
$
$
$
CONST
Total Cost:
Fund Type:
MI Advance
$0.00
MSI Arterial
MI LOCAL ST
MI LOCAL ST
DEV FEE
Select Fund -
Select Fund -
Other:
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
2025-2029 CPNA Template.xlsx - 5024 - Calimesa Blvd (W WC -IC) iu, m'u lue, my any anperlb- it 1-feu m prnur years tnat nave not yet peen retmoursea oy =i, iA Inciuoing anucipateo t-Y zu232U24 expenses.
346
ATTACHMENT 11
347
RESOLUTION NO.2023-20
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YUCAIPA,
CALIFORNIA, APPROVING A LIST OF PROJECTS FOR FISCAL YEAR 2023-2024 FUNDED BY SB 1: THE ROAD REPAIR AND
ACCOUNTABILITY ACT OF 2017
WHEREAS, Senate Bill 1 (SB 1), the Road Repair and Accountability Act of 2017 (Chapter 5, Statutes of 2017) was passed by the Legislature and Signed into law by the Governor in April 2017 to address the significant multi -modal transportation funding shortfalls statewide; and
WHEREAS, SB 1 includes accountability and transparency provisions that will ensure the residents of the City of Yucaipa are aware of the projects proposed for funding in our community and which projects have been completed each fiscal year; and WHEREAS, the City of Yucaipa must adopt by resolution a list of projects proposed to receive fiscal year funding from the Road Maintenance and Rehabilitation Account (RMRA), created by SB 1, which must include a description and the location of each proposed project, a proposed schedule for the project's completion, and the estimated useful life of the improvement; and
WHEREAS, the City of Yucaipa, will receive an estimated $1,327,163 in RMRA funding in Fiscal Year 2023-2024 from SB 1; and
WHEREAS, this is the seventh year in which the City of Yucaipa is receiving SB 1 funding and will enable the City of Yucaipa to continue essential road maintenance and rehabilitation projects, safety improvements, repairing and replacing aging bridges, and increasing access and mobility options for the traveling public that would not have otherwise been possible without SB 1; and
WHEREAS, the City of Yucaipa has undergone a robust public process to ensure public input into our community's transportation priorities/the project list; and WHEREAS, the City of Yucaipa is using a Pavement Management System to develop the SB 1 project list to ensure revenues are being used on the most high -priority and cost-effective projects that also meet the communities priorities for transportation investment; and WHEREAS, the funding from SB 1 will help the City of Yucaipa maintain and rehabilitate 30 streets/roads and add active transportation infrastructure throughout the City of Yucaipa this year and hundreds of similar projects into the future; and WHEREAS, the 2018 California Statewide Local Streets and Roads Needs Assessment found that the City of Yucaipa's streets and roads are in an good condition and this revenue will help us increase the overall quality of our road system and over the next decade will bring our streets and roads into excellent condition; and
.•
WHEREAS, the SB 1 project list and overall investment in our local streets and roads infrastructure with a focus on basic maintenance and safety, investing in complete streets infrastructure, and using cutting -edge technology, materials and practices, will have significant positive co -benefits statewide.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF YUCAIPA HEREBY FINDS, DETERMINES, ORDERS, AND RESOLVES AS FOLLOWS:
- The foregoing recitals are true and correct.
- The following list of newly proposed projects will be funded in -part or solely with Fiscal Year 2023-24 Road Maintenance and Rehabilitation Account revenues:
o Pavement Management Program is the City's annual prioritized program used to maintain the City's public streets. The Program includes the rehabilitation and surface treatment of public asphalt streets throughout the City and includes crack sealing, street patching, full rehabilitation, surface treatment, street striping and overall general maintenance of the City of Yucaipa's street, bicycle and pedestrian facilities. Estimated useful life 25 years.
Anticipated construction during the FY 2023/2024. SB 1 Funding amount of $1,327,163.
PASSED, APPROVED, and ADOPTED this 12th day of June, 2023.
ATTEST:
Ana V. Sauseda, CMC
Director of General Services/City Clerk
Justin Beaver, Mayor
349
ATTACHMENT 12
350
RESOLUTION NO.2023-28
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YUCAIPA,
STATE OF CALIFORNIA, SETTING THE ANNUAL APPROPRIATIONS
LIMIT FOR THE FISCAL YEAR ENDING JUNE 30, 2024
WHEREAS, Article XIIIB of the California Constitution requires the Legislative Body to establish its appropriations limit at a regularly scheduled meeting for the upcoming fiscal year ending June 30, 2024, and
WHEREAS, Section 7910 of the Government Code requires the governing body of each local jurisdiction to make such determinations and establish its appropriations limit by resolution; and
WHEREAS, the appropriations limit documentation has been available for public inspection for the required fifteen days, per Section 7910 of the Government Code, prior to the approval of the limit by Legislative Body; and
WHEREAS, for the fiscal year ending June 30, 2024, the appropriations limit has been computed using the change in population for the County of San Bernardino (rather than for the City of Yucaipa) and the change in California per capita personal income.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF YUCAIPA HEREBY FINDS, DETERMINES, ORDERS, AND RESOLVES AS FOLLOWS:
Section 1. The appropriations limit for the fiscal year ending June 30, 2024 is established at $55,519,896.
PASSED, APPROVED, and ADOPTED this 12�h day of June 2023.
ATTEST:
Ana V. Sauseda, CMC
Director of General Services/City Clerk
Justin Beaver, Mayor
351
ATTACHMENT 13
352
RESOLUTION NO.2023-29
A RESOLUTION OF THE SUCCESSOR AGENCY TO THE YUCAIPA
REDEVELOPMENT AGENCY, ADOPTING A BUDGET FOR FISCAL
YEAR 2023-2024
WHEREAS, the former Yucaipa Redevelopment Agency was required to adopt an annual fiscal year budget; and
WHEREAS, the legislature of the State of California enacted AB X1 26 and AB 1484, effectively eliminating every redevelopment agency (RDA) in the State; and WHEREAS, in order to effectively wind down any active projects/programs at the time of dissolution, the Successor Agency to the Yucaipa Redevelopment Agency was formed, the purpose of which is to monitor those remaining activities to completion and exhaust or transfer any and all assets maintained by the former RDA; and
WHEREAS, the Successor Agency has approved a Recognized Obligation Payment Schedule, as prescribed in the legislation, for the purpose of identifying remaining enforceable obligations to be paid from future tax increment revenue, as a budget document.
NOW, THEREFORE, THE SUCCESSOR AGENCY TO THE YUCAIPA
REDEVELOPMENT AGENCY HEREBY FINDS, DETERMINES, ORDERS, AND RESOLVES AS FOLLOWS:
Section 1. That a Budget for Fiscal Year 2023-2024 is hereby adopted with total estimated revenues of $707,993 and total estimated expenditures of $749,235.
PASSED, APPROVED, and ADOPTED this 12th day of June 2023.
ATTEST:
Ana V. Sauseda, CMC
Agency Secretary
Justin Beaver, Agency Chairperson
353
ATTACHMENT 14
354
RESOLUTION NO.2023-30
A RESOLUTION OF THE YUCAIPA HOUSING AUTHORITY,
ADOPTING A BUDGET FOR FISCAL YEAR 2023-2024
WHEREAS, on February 28, 2011, the City Council adopted Resolution No. 2011-08, declaring the need for a Housing Authority and establishing the City Council as the Commissioners of the Authority; and
WHEREAS, on March 28, 2011 the Authority adopted Resolution No. 2011-09, designating officers, adopting Personnel Rules and a Conflict of Interest Code and adopted Resolution No. 2011-10, adopting bylaws of the Housing Authority and elected the Chairperson and Vice Chairperson of the Yucaipa Housing Authority; and WHEREAS, the Yucaipa Housing Authority is required to adopt an annual fiscal year budget.
NOW, THEREFORE, THE YUCAIPA HOUSING AUTHORITY HEREBY FINDS, DETERMINES, ORDERS, AND RESOLVES AS FOLLOWS:
Section 1. That a Budget for Fiscal Year 2023-2024 is hereby adopted with no estimated revenues and total estimated expenditures of $53,462.
PASSED, APPROVED, and ADOPTED this 12th day of June 2023.
ATTEST:
Ana V. Sauseda, CMC
Authority Secretary
Justin Beaver, Authority Chairperson
355