REGULAR COUNCIL MEETING AGENDA Eastvale City Hall ...

REGULAR COUNCIL MEETING AGENDA

Eastvale City Hall Council Chambers12363 Limonite Avenue, Suite 900, Eastvale, CA 91752

Wednesday, January 27, 2021 Regular Council Meeting: 6:30 PM

See Meeting Instructions Below City Councilmembers

Jocelyn Yow, Mayor Clint Lorimore, Mayor Pro Tem Ike Bootsma, Councilmember

Christian Dinco, Councilmember Todd Rigby, Councilmember

Bryan Jones, City Manager Erica Vega, City Attorney (Contract Legal Services)

Marc Donohue, City Clerk/Communications Director This Agenda contains a brief general descrip on of each item to be considered. Except as otherwise provided by law, no ac on ordirec on shall be taken on any item not appearing on the following Agenda. Unless legally privileged, all suppor ng documents,including staff reports, and any wri ngs or documents provided to a majority of the City Council a er the pos ng of this agenda areavailable for review at Eastvale City Hall, 12363 Limonite Avenue, Eastvale, CA 91752 or you may contact the City Clerk’s Office, at(951) 361-0900 Monday through Thursday from 7:30 a.m. to 5:30 p.m. and available online at www.eastvaleca.gov.

Per City Council ac on on May 27, 2020, the City Council Chamber is now open to the public in a limited capacity. Those whoa end the mee ng in person will have to social distance from others and only a limited amount of people will be permi ed in theCouncil Chamber at the same me. Members of the public who wish to observe the mee ng and/or make public comment mayalso do so by logging into GoTo Webinar at the above stated date and me. Informa on on how to par cipate via GoToWebinarand call in instructions can be found using the following link https://bit.ly/2XZfZUSTo maximize public safety while s ll maintaining transparency and public access, members of the public can observe the mee ngby GoTo Webinar pla orm and may provide public comment by sending comments to the City Clerk’s Oï¬ƒce by email [email protected] or u lize the “raise your hand” func on in GoToWebinar to speak at the mee ng. Staï¬€ will monitoremails to the extent possible during the mee ng and provide comments as possible. All comments will be made part of therecord. Comments will then be read into the record, with a maximum allowance of 3 minutes per individual comment, subject tothe Mayor’s discretion to reduce time on public comment. All comments should be a maximum of 500 words, which corresponds toapproximately 3 minutes of speaking me. If a comment is received a er the agenda item is heard but before the close of themeeting, the comment will still be included as a part of the record of the meeting but will not be read into the record.

In compliance with the Americans with Disabili es Act, if you need special assistance to par cipate in this mee ng, you shouldcontact the City Clerk’s Office at (951) 361-0900.

Regular mee ngs are recorded and made available on the City’s website at www.eastvaleca.gov. Mee ng recordings are uploadedto the City’s website within 24 hours (unless otherwise noted) after the completion of the meeting.

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mailto:[email protected]


1. CALL TO ORDER

2. ROLL CALL

3. CLOSED SESSION PUBLIC COMMENT Any member of the public may address the Council on items within the Council’s subject ma erjurisdic on, but which are not listed on this agenda during PUBLIC COMMENTS. However, noac on may be taken on ma ers that are not part of the posted agenda. We request commentsmade on the agenda be made at the me the item is considered and that comments be limitedto three minutes per person with a maximum of six minutes ( me may be donated by oneperson). Please address your comments to the Council and do not engaged in dialogue withindividual Council Members, City staff, or members of the audience. Blue speaker forms areavailable at the front table to the entrance of Council Chambers.

4. CLOSED SESSION ITEM(S)

5. INVOCATION

6. PLEDGE OF ALLEGIANCE

7. ADDITIONS/REVISIONS The City Council may only add an item to the Agenda a er making a finding that there is a needto take immediate ac on on the item and that the item came to the a en on of the agencysubsequent to the pos ng of the agenda. An ac on adding an item to the agenda requires 2/3vote of the Council. If there is less than 2/3 of the Council members present, adding an item tothe agenda requires a unanimous vote. Added items will be placed for discussion at the end ofeach section unless otherwise noted.

8. PRESENTATIONS/ANNOUNCEMENTS

8.1. Riverside County Animal Control Presentation of an Adoptable Pet8.2. Eastvale Public Library Update8.3. Proclamation for Health for Humanity Yogathon 2021

9. AGENCY PARTNER UPDATES

10. PUBLIC COMMENT Any member of the public may address the Council on items within the Council’s subject ma erjurisdic on, but which are not listed on this agenda during PUBLIC COMMENTS. However, noac on may be taken on ma ers that are not part of the posted agenda. We request commentsmade on the agenda be made at the me the item is considered and that comments be limitedto three minutes per person with a maximum of six minutes ( me may be donated by oneperson). Please address your comments to the Council and do not engaged in dialogue withindividual Councilmembers, City staff, or members of the audience. Blue speaker forms areavailable at the front table to the entrance of Council Chambers.

11. CONSENT CALENDAR

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Consent Calendar items are normally enacted in one mo on. The Mayor or City Council mayremove a Consent Calendar item for separate ac on. If a member of the public would like tospeak on a Consent Calendar item, please complete a blue “Public Comment Form” and submitto the City Clerk prior to the item.

11.1. City Council Meeting Minutes Submitted by: Marc A. Donohue, City Clerk/Communications Director

RECOMMENDED ACTION(S): Staff recommends that the City Council approve the City Council meeting minutes fromthe regular meeting on January 13, 2021.

11.2. December 2020 Warrant Register Submitted by: Amanda Wells, Finance Director/City Treasurer

RECOMMENDED ACTION(S): Staff recommends that the City Council approve the payment of warrants as submittedby the Finance Department.

11.3. Planning Department Update Submitted by: Gustavo Gonzalez, Planning Manager

RECOMMENDED ACTION(S): Staff recommends that the City Council receive and file the Planning DepartmentUpdate.

11.4. Public Works Department Update Submitted by: Jimmy Chung, City Engineer

RECOMMENDED ACTION(S): Staff recommends that the City Council receive and file the Public Works Departmentupdate.

11.5. City of Eastvale Crime Statistics – November 2020 Submitted by: Eva Terekhova, Emergency Management Specialist

RECOMMENDED ACTION(S): Staff recommends that the City Council receive and file the Eastvale Crime Statistics forNovember 2020.

11.6. Resolution Authorizing City Officials to Execute Applications and Documentation forthe Purposes of Obtaining Federal Financial Assistance Provided by the Department ofHomeland Security and Sub-granted Through the State of California and the County ofRiverside Submitted by: Gina Gibson-Williams, Community Development Director

RECOMMENDED ACTION(S): Staff recommends that the City Council adopt Resolution 21-XX, a Resolution of the City

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Council of the City of Eastvale Rescinding Resolution No. 18-02 and Designating andAuthorizing Certain City Officials to Execute Applications and Documents for the Purposeof Obtaining Federal Financial Assistance Provided by the Department of HomelandSecurity and Sub-Granted Through the State of California and the County of Riverside.

11.7. Update to Personnel Policies and Procedures Manual Submitted by: Erica Vega, City Attorney

RECOMMENDED ACTION(S): Staff recommends that the City Council adopts a Resolution approving the updatedPersonnel Policies and Procedures Manual.

11.8. Treasurer’s Report: December 2020 Submitted by: Amanda Wells, Finance Director/City Treasurer

RECOMMENDED ACTION(S): Staff recommends that the City Council receive and file the City Treasurer’s Report.

12. PUBLIC HEARINGS The public is encouraged to express your views on any ma er set for public hearing. It is ourprocedure to first receive the staff report, then to ask for public tes mony, first from those infavor of the project followed by tes mony from those in opposi on to it, and if there isopposi on, to allow those in favor, rebu al tes mony only as to the points brought up inopposi on. To tes fy on the ma er, you need to simply come forward to the speaker’s podiumat the appropriate me, give your name and address and make your statement. A er a hearingis closed, you may not further speak on the ma er unless requested to do so or are askedques ons by the Mayor or a Councilmember. Public comment is limited to three (3) minuteseach with a maximum of six (6) minutes (time may be donated by one speaker.)

13. CITY COUNCIL BUSINESS

13.1. Strategic Plan Update Submitted by: Stephanie Vasquez, Management Analyst

RECOMMENDED ACTION(S): Staff recommends that the City Council receive and file the report.

13.2. Community Satisfaction Survey Results Submitted by: Marc A. Donohue, City Clerk/Communications Director

RECOMMENDED ACTION(S): Staff recommends that the City Council receive and file the Community SatisfactionSurvey results.

14. CITY MANAGER/CITY STAFF REPORT

15. CITY COUNCIL COMMUNICATIONS/COMMITTEE REPORTS

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16. ADJOURNMENT The next regular mee ng of the Eastvale City Council is scheduled for Wednesday, February 10,2021, at 6:30 p.m. at Eastvale City Hall Council Chambers, 12363 Limonite Avenue, Suite 900,Eastvale, CA 91752.

We champion experiences that engage, excite, and elevate our commUNITY!

With our…Kindness – selfless concern for all

Grit – passion and resilience in everything we doSolutions-Driven – courageous, creative, and collaborative result s

Marc A. Donohue, MMC City Clerk

AFFIDAVIT OF POSTING

I hereby cer fy under penalty of perjury under the laws of the State of California, that the foregoingAgenda was posted at the following loca ons: City Hall, 12363 Limonite Avenue, Suite 910 andwebsite of the City of Eastvale (www.eastvaleca.gov,) not less than 72 hours prior to the meeting.

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AGENDA STAFF REPORT City Council Meeting PRESENTATIONS/ANNOUNCEMENTS Agenda Item No. 8.1 January 27, 2021

Riverside County Animal Control Presentation of an Adoptable Pet

Prepared By:

Recommended Action(s)Not Applicable.

SummaryNot Applicable. BackgroundNot Applicable. EnvironmentalNot Applicable. Strategic Plan Action - Priority Level: N/A | Target #: N/A | Goal #: N/A Not Applicable. Fiscal ImpactNot Applicable. Prior City Council/Commission ActionNot Applicable. Attachment(s)Not Applicable.

12363 Limonite Avenue | Suite 910 | Eastvale, CA 91752951.361.0900 | eastvaleca.gov

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Eastvale Public Library Update

Prepared By:




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Proclamation for Health for Humanity Yogathon 2021

Prepared By:




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MINUTESCITY OF EASTVALE

City Council Regular MeetingWednesday, January 13, 2021

Regular Meeting: 6:30 P.M.Meeting Streamed via GoToWebinar

Eastvale City Council Chambers12363 Limonite Avenue, Suite 900

Eastvale, CA 91752

1. CALL TO ORDER

The regular meeting of the Eastvale City Council was called to order at 6:31 p.m. by Mayor Yow.

2. ROLL CALL

Present: Councilmembers Bootsma, Dinco, Rigby, Mayor Pro Tem Lorimore, and Mayor Yow.

Absent:

City Staff Present: City Manager Jones, City Attorney Vega (via GoToWebinar), and City

Clerk/Communications Director Donohue were present at Roll Call. Other staff members were present and responded to questions.

3. CLOSED SESSION PUBLIC COMMENT – None

4. CLOSED SESSION ITEM(S) – None

5. INVOCATION

Paul Choi from Hillcrest Baptist Church offered the invocation.

6. PLEDGE OF ALLEGIANCE

Madeline Johnson led the Pledge of Allegiance.

7. ADDITIONS/REVISIONS – None

8. PRESENTATIONS/ANNOUNCEMENTS

8.1 Military Banner Presentations

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Eastvale City Council Meeting MinutesJanuary 13, 2021 Page - 2

Military Banners and a certificate were presented to the family of Robert Barksdale Jr.

8.2 Recognition of former Commissioners - Larry Oblea (Planning), Daryl Charlson (Planning), Ken Fitch (Public Safety)

Former Planning Commissioners Larry Oblea, Daryl Charlson, and Public Safety Commissioner Ken Fitch were recognized and presented with certificates.

9. AGENCY PARTNER UPDATES

9.1 Introduction of Sam Buenrostro/CNUSD Update

Sam Buenrostro was introduced and an update on CNUSD was provided.

10. PUBLIC COMMENTS

The following individual(s) provided public comment:

Keith White, Eastvale Resident Natalia Roman, Eastvale Resident

11. CONSENT CALENDAR

On motion of Councilmember Rigby and second by Mayor Pro Tem Lorimore, the City Council voted unanimously to approve the Consent Calendar Items 11.1-11.5.

11.1 City Council Meeting Minutes

The City Council approved the City Council meeting minutes from the special and regular meetings on December 9, 2020.

11.2 November 2020 Warrant Register

The City Council approved the payment of warrants as submitted by the Finance Department.

11.3 Budget Calendar for Fiscal Year 2021-22

The City Council received and filed the budget calendar for the Fiscal Year 2021-22 Annual Operations and Capital Improvement Budget.

11.4 November 2020 Treasurer’s Report

The City Council received and filed the City Treasurer’s Report.

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11.5 Annual Special Tax Accountability Report for the City's Community Facility Districts

The City Council received and filed the Fiscal Year 2019-20 Annual Special Tax Accountability Report for the City's Community Facility Districts.

11.6 Purchase of Police Motorcycle

Item 11.6 was pulled for discussion by Mayor Yow.

On motion of Councilmember Rigby and second by Councilmember Dinco, the City Council approved a purchase order for BMW Motorcycle of Riverside in the amount of $30,946.41 for a 2020 BMW R 1250 RT-P motorcycle for the Police Department and authorize the City Manager to execute any agreements and purchase orders.

12. PUBLIC HEARINGS – None

13. CITY COUNCIL BUSINESS

13.1 Comprehensive Annual Financial Report (CAFR) and Related Letters and Reports for the Fiscal Year Ended June 30, 2020

Finance Director/City Treasurer Wells and Joshua Calhoun, Teaman, Ramirez, & Smith, Inc., provided a presentation and responded to City Council inquiries.

Mayor Yow opened the public comment period. With no one desiring to speak on this item, Mayor Yow closed the public comment period.

There was a consensus to receive and file the Comprehensive Annual Financial Report (CAFR) and Related Letters and Reports for the Fiscal Year Ended June 30, 2020.

13.2 Riverside County Department of Animal Services, Agreement for Animal Field and Shelter Services

Julie Bank, County of Riverside Department of Animal Services, provided a presentation and responded to City Council inquiries.


The City Council discussed the item and staff answered related questions.

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On motion of Councilmember Bootsma and second by Councilmember Dinco, the City Council voted to approve the Riverside County Animal Field and Shelter Services Agreement through June 30, 2023.

Councilmember Rigby requested that the Revenue Neutrality Agreement be brought back to a future meeting.

13.3 COVID-19 Update

City Manager Jones provided a presentation and responded to City Council inquiries.


The City Council discussed the item and staff answered related questions.

There was a consensus to receive and file the COVID-19 update.

14. CITY MANAGER REPORT/CITY STAFF REPORT

City Manager Jones provided an update on upcoming City events.

15. CITY COUNCIL COMMUNICATIONS/COMMITTEE REPORTS

15.1 League of California Cities

Mayor Pro Tem Lorimore provided a report.

15.2 Southern California Association of Governments


15.3 Western Riverside Council of Governments

No report was provided.

15.4 Riverside Transit Agency

Keith White, Eastvale resident, provided a report.

15.5 Northwest Mosquito and Vector Control District


15.6 Riverside County Transportation Commission


15.7 Western Riverside County Regional Conservation Authority

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15.8 JCSD Parks Commission

Councilmember Rigby provided a report.

15.9 Western Community Energy


15.10 Finance Committee


15.11 City Council Communication

Councilmember Bootsma provided comments.

Councilmember Rigby provided comments.

Councilmember Rigby requested an update on the Hamner Place project.

Councilmember Rigby requested an update on projects done by the City of Ontario that affect the inlets and outlets into the City of Eastvale.

Mayor Pro Tem Lorimore provided comments.

Mayor Yow provided comments.

ADJOURNMENT – Mayor Yow adjourned the regular meeting at 9:33 p.m. The next regular meeting of the Eastvale City Council is scheduled for Wednesday, January 27, 2021 at 6:30 p.m.

_____________________________________Marc A. Donohue, MMCCity Clerk/Communications Director

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AGENDA STAFF REPORT City Council Meeting CONSENT CALENDAR Agenda Item No. 11.2 January 27, 2021

December 2020 Warrant Register

Prepared By: Amanda Wells, Finance Director/City Treasurer

Recommended Action(s)Staff recommends that the City Council approve the payment of warrants as submi ed by theFinance Department.

SummaryThe Warrant register is a list of demands of payment by the City of Eastvale for services performedfor the last thirty days. On January 19, 2020, the Finance Commi ee reviewed the a ached list ofinvoices for services performed and have recommended the Warrant Register for payment.

BackgroundThe invoices have been reviewed by the Finance Department for completeness, proper approvals,and if applicable, in accordance with underlying contracts. All items were properly supported.

EnvironmentalNot applicable.

Strategic Plan Action - Priority Level: N/A | Target #: 5 | Goal #: 1Enhance transparency e.g. “open government.”

Fiscal ImpactFunds are available for the payment of the warrants check numbers 18087 to 18166 and wirenumbers 1814 to 1834 for a total of $3,895,780.50. Included are payroll direct deposits in theamount of $177,966.70 (paid 12/10/2020 and 12/23/2020).


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Prior City Council/Commission ActionNot applicable.

Attachment(s)December 2020 Warrant Register


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12/01/2020‐12/31/2020

FUND DESCRIPTION AMOUNT100 GENERAL FUND $1,952,444.71110 STRUCTURAL FIRE FUND $9,011.11200 GAS TAX FUND $522,767.70205 SB1 ROAD MAINTENANCE/REHAB $1,198,335.05210 MEASURE A FUND $23,942.75220 AQMD TRUST FUND $0.00240 MISCELLANEOUS GRANTS FUND $160,538.79241 GRANT: CORONA VIRUS RELIEF FUND ($84.15)250 COMMUNITY DEVELOPMENT BLOCK GRANT $0.00260 SUPPLEMENTAL LAW ENFORCEMENT SERVICES ACCOUNT $0.00270 TUMF REIMBURSEMENT FUND $770.00292 PUBLIC FACILITIES DEVELOPMENT IMPACT FEE $0.00293 ROAD AND BRIDGE BENEFIT DISTRICT $8,525.75300 LANDSCAPE MAINTENANCE DISTRICT 89‐1 ZONE 10 (FORMERLY FUND 300) $0.00301 LANDSCAPE MAINTENANCE DISTRICT 89‐1 ZONE 33 (FORMERLY FUND 310) $0.00302 LANDSCAPE MAINTENANCE DISTRICT 89‐1 ZONE 41 (FORMERLY FUND 320) $0.00303 LANDSCAPE MAINTENANCE DISTRICT 89‐1 ZONE 79 (FORMERLY FUND 330) $0.00304 LANDSCAPE MAINTENANCE DISTRICT 89‐1 ZONE 85 (FORMERLY FUND 340) $0.00305 LANDSCAPE MAINTENANCE DISTRICT 89‐1 ZONE 111 (FORMERLY FUND 350) $245.66306 LANDSCAPE MAINTENANCE DISTRICT 89‐1 ZONE 115 (FORMERLY FUND 360) $98.27307 LANDSCAPE MAINTENANCE DISTRICT 89‐1 ZONE 116 (FORMERLY FUND 370) $47.07308 LANDSCAPE MAINTENANCE DISTRICT 89‐1 ZONE 147 (FORMERLY FUND 380) $47.07309 LANDSCAPE MAINTENANCE DISTRICT 89‐1 ZONE 151 (FORMERLY FUND 390) $259.15310 LANDSCAPE MAINTENANCE DISTRICT 89‐1 ZONE 156 (FORMERLY FUND 400) $241.48311 BENEFIT ASSESSMENT DISTRICT 2014‐2 (FORMERLY FUND 410) $0.00312 LANDSCAPE MAINTENANCE DISTRICT 2014‐1 (FORMERLY FUND 420) $0.00313 LANDSCAPE MAINTENANCE DISTRICT 2014‐3 (FORMERLY FUND 430) $0.00314 LANDSCAPE MAINTENANCE DISTRICT 2014‐4 (FORMERLY FUND 440) $0.00315 CLOVERDALE CFD $0.00400 CFD 2017‐1 GOODMAN (FORMERLY LLMD 89‐1 ZONE 156) $0.00401 CFD 2017‐2 SENDERO $284.91402 CFD 2020‐1 HAMNER CIVIC CENTER $0.00500 DEBT SERVICE FUND $0.00600 CAPITAL PROJECTS FUND $500.00800 AGENCY FUND $17,805.18

$3,895,780.50

FUND SUMMARY EXPENDITURES

City of EastvaleWarrant RegisterDecember 2020

Legend

FUND‐DEPARTMENT‐ACCOUNT100 ‐ 200 ‐ 6376

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Check No Vendor No Vendor Name Check Date Void Check Amount Invoice No Description GL Account Line Amount1827 ELA001 ELAN FINANCIAL SVCS/ CORPORATE PYM 12/30/2020 FALSE $8,807.96

DONOHU112020-01 CC ZOOM WEB SVCS/CITY CLERK/NOV 2020 100-240-6490 $14.99DONOHU112020-02 CC STRENGTHS FINDER TEST/D.KIM/Y.CHOI 100-220-6490 $99.98DONOHU112020-03 CC REFRESHMENTS/ELECTION DAY-POLL WORKERS/11.03.20100-120-6415 $92.00DONOHU112020-04 CC SUPPLIES/EMPLOYEE RETREAT/11.05.20 100-220-6235 $8.62DONOHU112020-05 CC SUPPLIES/EMPLOYEE RETREAT/11.05.20 100-220-6235 $1.08DONOHU112020-06 CC SUPPLIES/EMPLOYEE RETREAT/11.05.20 100-220-6235 $1.08DONOHU112020-07 CC GIFT CARD/EMPLOYEE RETREAT/11.05.20 100-220-6235 $10.00DONOHU112020-08 CC POSTAGE-PASSPORT/11.09.20 100-120-6514 $7.75DONOHU112020-09 CC POSTAGE-PASSPORT/11.09.20 100-120-6514 $7.75DONOHU112020-10 CC POSTAGE-PASSPORT/11.10.20 100-120-6514 $7.75DONOHU112020-11 CC JANITORIAL SUPPL/C.H. 100-290-6520 $32.31DONOHU112020-12 CC POSTAGE-PASSPORT/11.12.20 100-120-6514 $7.75DONOHU112020-13 CC OFFICE SUPPPL/CITY CLERK 100-120-6510 $43.09DONOHU112020-14 CC CREDIT-RETURNED JANITORIAL SUPPL/GENERAL 241-290-6590 ($84.15)DONOHU112020-15 CC SHUTTERSTOCK/COMMUNICATIONS/NOV 2020 100-260-6415 $29.00DONOHU112020-16 CC POSTAGE-PASSPORT/11.16.20 100-120-6514 $7.75DONOHU112020-17 CC J.COOPER/CITY CLERKS NEW LAW & ELECTIONS SEMINA100-120-6240 $150.00DONOHU112020-18 CC S.VASQUEZ/CITY CLERKS NEW LAW & ELECTIONS SEMIN100-120-6240 $150.00DONOHU112020-19 CC POSTAGE-PASSPORT/11.18.20 100-120-6514 $7.75DONOHU112020-20 CC DINNER-COUNCIL MTG/11.18.20 100-100-6240 $131.46DONOHU112020-21 CC M.WUENCE/CLIFTON STRENGTHS ASSESSMENT 100-220-6490 $49.99DONOHU112020-22 CC POSTAGE-PASSPORT/11.23.20 100-120-6514 $7.75DONOHU112020-23 CC POSTAGE-PASSPORT/11.24.20 100-120-6514 $7.75DONOHU112020-24 CC CONSTANT CONTACT SUB/EASTVALE WEEKLY/COMM/NO100-260-6220 $90.25DONOHU112020-25 CC M.DONOHUE/CITY CLERKS NEW LAW & ELECTIONS SEMI 100-120-6240 $150.00DONOHU112020-26 CC POSTAGE-PASSPORT/11.30.20 100-120-6514 $7.75DONOHU112020-27 CC POSTAGE-PASSPORT/12.01.20 100-120-6514 $7.75DONOHU112020-28 CC POSTAGE-PASSPORT/12.01.20 100-120-6514 $7.75DONOHU112020-29 CC MICROWAVE-BREAKROOM/GENERAL 100-290-6590 $75.42DONOHU112020-29 CC SPACE HEATER/CITY CLERK 100-120-6590 $37.70DONOHU112020-29 CC SPACE HEATER/BLDG-FRONT CLERK 100-310-6590 $37.70DONOHU112020-30 CC CAL/OSHA MANDATE COVID PREVENTION PLAN/TAD 100-220-6490 $149.00DONOHU112020-31 CC METAL WORDING/EASTVALE MAYOR AND COUNCIL WALL100-100-6510 $193.95GIBSON112020-01 CC BLUEBEAM ENGINEERING SOFTWARE/ENGINEERING DE 100-320-6590 $1,896.00GIBSON112020-02 CC (4) BUS LUNCH-NEW HIRE LUNCH/BLDG DEPT/11.03.2020 100-310-6240 $63.63GIBSON112020-02 CC TIP/ (4) BUS LUNCH-NEW HIRE LUNCH/BLDG DEPT/11.03.20100-310-6240 $6.36GIBSON112020-03 CC PRINTING-TEAM STRENGTHS GRID POSTER/TAD 100-220-6416 $69.76GIBSON112020-04 CC COSTAR SUB/COMM DEV/DEC 2020 100-301-6422 $395.00GIBSON112020-05 CC GOTOWEBINAR SUB/NOV 2020 100-240-6490 $249.00GIBSON112020-06 CC A.ZEPEDA/IEMPA-HR MBSHP/2021 100-220-6428 $24.99GIBSON112020-07 CC THE PRESS-ENTERPRISE SUB/DEC 2020 100-301-6220 $14.00GIBSON112020-08 CC OFFICE SUPPL/PLANNING 100-301-6510 $35.54GIBSON112020-09 CC MAILCHIMP-MARKETING SUB/COMM DEV/NOV 2020 100-301-6220 $51.99JONES112020-01 CC B.JONES/AICP ANNUAL MBSHP/FY2021 100-200-6428 $373.75JONES112020-02 CC CATERED LUNCH/EMPLOYEE RETREAT/11.05.20 100-220-6235 $425.00JONES112020-03 CC B.JONES/PARKING-COURT HEARING FOR G.DIAZ/11.10.20100-200-6240 $7.00JONES112020-04 CC L.HERNANDEZ/SCAG ECONOMIC SUMMIT MTG/12.01.20 100-210-6240 $50.00TERFEH112020-01 CC CAR WASH/RAV-4/CES 100-330-6332 $7.99TERFEH112020-02 CC CAR WASH/COLORADO#1/CES 100-330-6332 $7.99TERFEH112020-03 CC WAITWHILE-APPOINTMENT PORTAL/C.H./NOV 2020 100-290-6490 $71.55TERFEH112020-04 CC CAR WASH/COLORADO#1/CES 100-330-6332 $7.99


17

Check No Vendor No Vendor Name Check Date Void Check Amount Invoice No Description GL Account Line AmountTERFEH112020-05 CC CAR WASH/SILVERADO/CES 100-330-6332 $7.99TERFEH112020-06 CC GATE SVCS/ALTFILLISCH 100-295-6310 $155.25TERFEH112020-07 CC EQUIPMENT/CERT TRAINING 240-200-6490 $165.94WELLS112020-01 CC JANITORIAL SUPPL/C.H. 100-290-6520 $19.38WELLS112020-02 CC JANITORIAL SUPPL/C.H. 100-290-6520 $30.70WELLS112020-03 CC JANITORIAL SUPPL/C.H. 100-290-6520 $42.01WELLS112020-04 CC JANITORIAL SUPPL/C.H. 100-290-6520 $62.48WELLS112020-05 CC FIRE/SUBSCRIPTION & MATERIALS 110-420-6220 $1,919.67WELLS112020-05 CC SHIPPING-FIRE/SUBSCRIPTION & MATERIALS 110-420-6220 $61.28WELLS112020-06 CC MICROSOFT OFFICE/FULL SUPPORT/NOV 2020 100-240-6412 $660.00WELLS112020-07 CC MICROSOFT OFFICE/EMAIL SUPPORT/NOV 2020 100-240-6412 $164.00WELLS112020-08 CC MICROSOFT OFFICE/VISIO LICENSE-M.RAMIREZ/NOV 20 100-240-6412 $15.00WELLS112020-09 CC MICROSOFT OFFICE/NEW LICENSE & ACCT UPGRADES/N100-240-6412 $88.00WELLS112020-10 CC A.WELLS/CSMFO MBSHP 100-210-6428 $110.00

$8,807.961814 ATT005 AT&T CORP 12/9/2020 FALSE $958.69

4839508508 INTERNET SVCS/CITY HALL/11.11.20-12.10.20 100-290-6376 $958.69$958.69

1815 CAL007 CALPERS RETIREMENT 12/9/2020 FALSE $1,446.88RETRO-11.26 PR RETRO 11.26.2020 CALPERS PEPRA EMPLOYEE 100-000-2069 $11.94RETRO-11.26 PR RETRO 11.26.2020 CALPERS PEPRA EMPLOYER 100-000-2069 $12.35RETRO-11.26.20 PR RETRO 11.26.2020 CALPERS CLASSIC EMPLOYER 100-000-2069 $273.10RETRO-11.26.20 PR RETRO 11.26.2020 CALPERS CLASSIC EMPLOYEE 100-000-2069 $217.38RETRO-11.26.20 PR RETRO 11.26.2020 CALPERS PEPRA EMPLOYEE 100-000-2069 $434.45RETRO-11.26.20 PR RETRO 11.26.2020 CALPERS PEPRA EMPLOYER 100-000-2069 $497.66

$1,446.881816 EAS005 EASTVALE GATEWAY III LLC 12/9/2020 FALSE $20,271.61

161299 LEASE CITY HALL #910/DEC 2020 100-295-6474 $10,717.53161753 LEASE CITY HALL #900/DEC 2020 100-295-6474 $9,554.08

$20,271.611817 EDD001 EMPLOYMENT DEVELOPMENT DEPARTME 12/9/2020 FALSE $684.58

FINAL-12.10.20 PR 12.10.2020-FINAL CK C. ADAMS-STATE INCOME TAX 100-000-2052 $86.15RETRO-11.26 PR RETRO 11.26.2020 STATE INCOME TAX 100-000-2052 $11.70RETRO-11.26.20 PR RETRO 11.26.2020 STATE INCOME TAX 100-000-2052 $586.73

$684.581818 GAS001 SOCALGAS 12/9/2020 FALSE $246.96

ALT/OCT2020 ALTFILLISCH/GAS SVCS/10.12.20-11.12.20 100-295-6374 $59.21FS27/OCT2020 FS 27/GAS SVCS/10.12.20-11.12.20 110-420-6374 $84.64FS31/OCT2020 FS 31/GAS SVCS/10.09.20-11.10.20 110-420-6374 $103.11

$246.961819 IRS001 INTERNAL REVENUE SERVICE 12/9/2020 FALSE $2,660.72

FINAL-12.10.20 PR 12.10.2020-FINAL CK C. ADAMS-FEDERAL INCOME TAX 100-000-2033 $302.98FINAL-12.10.20 PR 12.10.2020-FINAL CK C. ADAMS-MEDICARE ER PORTION 100-000-2061 $38.73FINAL-12.10.20 PR 12.10.2020-FINAL CK C. ADAMS-MEDICARE ER PORTION 100-000-2061 $38.73RETRO-11.26 PR RETRO 11.26.2020 FEDERAL INCOME TAX 100-000-2033 $38.99RETRO-11.26 PR RETRO 11.26.2020 MEDICARE EMPLOYEE 100-000-2061 $2.56RETRO-11.26 PR RETRO 11.26.2020 MEDICARE EMPLOYER 100-000-2061 $2.56RETRO-11.26.20 PR RETRO 11.26.2020 FEDERAL INCOME TAX 100-000-2033 $1,959.45RETRO-11.26.20 PR RETRO 11.26.2020 MEDICARE EMPLOYER 100-000-2061 $138.36RETRO-11.26.20 PR RETRO 11.26.2020 MEDICARE EMPLOYEE 100-000-2061 $138.36

$2,660.72


18

Check No Vendor No Vendor Name Check Date Void Check Amount Invoice No Description GL Account Line Amount1820 JCS001 JCSD 12/9/2020 FALSE $2,308.21

37923/OCT2020 FS 27/WATER IRRIG SVC/10.05.20-11.01.20 110-420-6378 $65.0437924/OCT2020 FS 27/WATER SEWER BLDG SVC/10.05.20-11.01.20 110-420-6378 $583.2837925/OCT2020 FS 27/WATER IRRIG SVC/10.05.20-11.01.20 110-420-6378 $31.9339227/OCT2020 ALTFILLISCH/WATER SVC/10.05.20-11.01.20 100-295-6378 $603.6642563/OCT2020 FS 31/WATER IRRIG SVC/10.13.20-11.08.20 110-420-6378 $130.6442564/OCT2020 FS 31/WATER SEWER BLDG SVC/10.13.20-11.08.20 110-420-6378 $576.8242658/OCT2020 FS 31/WATER SEWER BLDG SVC/10.13.20-11.08.20 110-420-6378 $31.9343871/OCT2020 PKWY IRRIG/LIMONITE & HARRISON/10.13.20-11.08.20 401-295-6378 $284.91

$2,308.211821 PIT002 PITNEY BOWES PURCHASE POWER, PURC 12/9/2020 FALSE $520.99

NOV2020 POSTAGE USE/NOV 2020 100-290-6514 $520.99$520.99

1822 SCE001 SOUTHERN CALIFORNIA EDISON 12/9/2020 FALSE $2,583.920290/NOV2020 JCSD - LLMD/11.01.20-12.01.20 100-000-1350 $19.140393/NOV2020 ELECTRCAL SVCS/CITY HALL/10.29.20-12.01.20 100-295-6372 $561.641550/OCT2020 ELECTRIC SVC/SIGNALS/ST LIGHTS/10.09.20-11.09.20 200-510-6372 $69.721609/NOV2020 JCSD - LLMD/11.01.20-12.01.20 100-000-1350 $13.411725/OCT2020 ELECTRIC SVC/SIGNALS/ST LIGHTS/10.09.20-11.09.20 200-510-6372 $19.422459/OCT2020 ELECTRICAL SVC/ALTFILLISCH PROP/10.09.20-11.09.20 100-295-6372 $21.064603/NOV2020 ELECTRIC SVC/SIGNALS/ST LIGHTS/10.23.20-11.23.20 200-510-6372 $52.034952/OCT2020 ELECTRICAL SVC/CITY HALL #900/10.07.10-11.05.20 100-295-6372 $390.837490/NOV2020 JCSD - LLMD/11.01.20-12.01.20 100-000-1350 $13.417689/OCT2020 FS 31/ELECTRICAL SVC/10.07.20-11.05.20 110-420-6372 $830.517704/OCT2020 ELECTRICAL SVC/TRAFFIC SIGNAL/10.09.20-11.09.20 200-510-6372 $121.847708/OCT2020 ELECTRIC SVC/SIGNALS/ST LIGHTS/10.14.20-11.13.20 200-510-6372 $56.177765/OCT2020 ELECTRIC SVC/SIGNALS/ST LIGHTS/10.14.20-11.13.20 200-510-6372 $64.749269/OCT2020 ELECTRICAL SVC/TRAFFIC SIGNAL SAFETY LIGHTS/09.29.20- 200-510-6372 $350.00

$2,583.921823 VER001 VERIZON WIRELESS 12/9/2020 FALSE $1,974.38

9867317021-01 CITY CELL/A.WELLS/10.19.20-11.18.20 100-210-6376 $51.679867317021-02 CITY CELL/C.ADAMS/10.19.20-11.18.20 100-200-6376 $51.679867317021-03 CITY CELL/J.PEREZ/10.19.20-11.18.20 100-330-6376 $51.679867317021-04 GEN USE HOTSPOT/10.19.20-11.18.20 100-290-6376 $38.019867317021-05 CITY CELL/C.DE HESA/10.19.20-11.18.20 100-330-6376 $51.679867317021-06 CITY CELL/K.WRIGHT/10.19.20-11.18.20 100-301-6376 $51.679867317021-07 CODE ENF/HOTSPOT/10.19.20-11.18.20 100-330-6376 $190.059867317021-08 STREET CAMERAS/VAR LOCATIONS/10.19.20-11.18.20 200-510-6376 $369.419867317021-09 ALPR CAMERAS/VAR LOCATIONS/10.19.20-11.18.20 200-510-6376 $608.169867317021-10 CITY CELL/J.TERFEHR/10.19.20-11.18.20 100-330-6376 $51.679867317021-11 CITY CELL/C.LOSORELLI/10.19.20-11.18.20 100-330-6376 $51.679867317021-12 BACKUP INTERNET LINE/10.19.20-11.18.20 100-290-6376 $38.019867317021-13 CITY CELL/J.CHUNG/10.19.20-11.18.20 100-320-6376 $51.679867317021-14 CREDIT/(2) FRONT DESK CELL/10.19.20-11.18.20 100-290-6376 ($62.72)9867317021-15 (10) IPAD SVCS/CITY COUNCIL/COMMISSIONERS/10.19.20-11.1100-290-6376 $380.10

$1,974.38


19

Check No Vendor No Vendor Name Check Date Void Check Amount Invoice No Description GL Account Line Amount18087 ALV001 ALVARADO, JADRICK 12/9/2020 FALSE $40.00

DEC2020 J.ALVARADO/CELL PHONE STIPEND/DEC 2020 100-220-6376 $40.00$40.00

18089 AME002 AMERICAN FORENSIC NURSES 12/9/2020 FALSE $440.0073926 BLOOD DRAWS/23152/NOV 2020 100-400-6457 $165.0073926 BLOOD DRAWS/23153/NOV 2020 100-400-6457 $55.0073951 BLOOD DRAWS/23152/OCT 2020 100-400-6457 $110.0073986 BLOOD DRAWS/11550/OCT 2020 100-400-6457 $55.0074047 BLOOD DRAWS/11550/NOV 2020 100-400-6457 $55.00

$440.0018088 AMT001 AM-TEC TOTAL SECURITY, INC 12/9/2020 FALSE $91.50

614042 SECURITY SYSTEM/CITY HALL/12.01.20-02.28.21 100-295-6310 $91.50$91.50

18090 ARE001 ARELLANO, JEREMIAS 12/9/2020 FALSE $40.00DEC2020 J.ARELLANO/CELL PHONE STIPEND/DEC 2020 100-310-6376 $40.00

$40.0018091 ATT005 AT&T CORP 12/9/2020 FALSE $845.40

000015654417 INTERNET/C.H./10.24.20-11.23.20 100-295-6376 $407.14000015654417 INTERNET/ALTFILLISCH/10.24.20-11.23.20 100-295-6376 $407.14000015654417 FAX/C.H./10.24.20-11.23.20 100-295-6376 $31.12

$845.4018156 BER002 TORRES, MAGGIE BERGANZA 12/9/2020 FALSE $40.00

DEC2020 M.TORRES/CELL PHONE STIPEND/DEC 2020 100-210-6376 $40.00$40.00

18092 BES002 BEST BEST & KRIEGER, LLP 12/9/2020 FALSE $5,517.50889525 LEGAL SVCS/E-PERMA-2019-050/OCT 2020 100-220-6420 $3,373.00893223 LEGAL SVCS/E-PERMA-2019-050/NOV 2020 100-220-6420 $2,144.50

$5,517.5018093 BMW001 BMW MOTORCYCLES OF RIVERSIDE, RIDE 12/9/2020 FALSE $856.50

6025675 MOTORCYCLE#2/MAINT-PARTS/OCT 2020 100-400-6332 $180.416025675 MOTORCYCLE#2/MAINT/OCT 2020 100-400-6332 $62.506025774 MOTORCYCLE#1/MAINT-PARTS/OCT 2020 100-400-6332 $476.096025774 MOTORCYCLE#1/MAINT/OCT 2020 100-400-6332 $137.50

$856.5018094 BOR001 BORGDEN, DALE D. 12/9/2020 FALSE $1,932.32

112020-5 (2) NAME BADGES/(2) NAME PLATES/(2) PLATE HOLDERS/CO 100-301-6510 $81.56112020-5 (2) PLATE HOLDERS/(1) ACRYLIC/(2) PLAQUE/COUNCIL 100-100-6510 $296.18201104-2 (2) NAME PLATES/(3) NAME BADGES/PLANNING 100-300-6510 $103.04201104-2 (1) NAME PLATE/(3) NAME BADGES/BUILDING 100-310-6510 $83.74201104-2 (1) NAME PLATE/(3) NAME BADGES/COMM DEV 100-301-6510 $83.74201104-2 (1) NAME PLATES/(6) NAME BADGES/CES 100-330-6510 $148.18201104-2 (1) NAME PLATE/(1) NAME BADGE/PW 100-320-6510 $40.78201104-2 (1) NAME PLATE/(3) NAME BADGES/TAD 100-220-6510 $83.74201104-2 (1) NAME PLATE/(2) NAME BADGES/CITY MANAGER 100-200-6510 $62.26201104-2 (3) NAME PLATES/(3) NAME BADGES/CITY CLERK 100-120-6510 $122.34201104-2 (1) NAME BADGE/COMMUNICATIONS 100-260-6510 $21.48201104-2 (2) NAME PLATES/(5) NAME BADGES/FINANCE 100-210-6510 $146.00201104-2 (2) NAME PLATES/CITY ATTORNEY 100-110-6510 $49.20201104-2 (10) NAME PLATES/(4) NAME BADGE/CITY COUNCIL 100-100-6510 $236.52201104-2 (1) NAME PLATES/FIRE 110-420-6510 $19.30201104-2 (1) NAME PLATES/PD 100-400-6510 $19.30201104-2 (30) PLATE HOLDERS/GENERAL 100-290-6510 $334.96

$1,932.32


20

Check No Vendor No Vendor Name Check Date Void Check Amount Invoice No Description GL Account Line Amount18095 BUR001 BURKE, WILLIAMS & SORENSEN, LLP 12/9/2020 FALSE $30,533.00

260846 LEGAL SVCS/OCT 2020 100-110-6420 $22,145.00260847 LEGAL SVCS-PLANNING/OCT 2020 100-110-6420 $1,296.00260849 LEGAL SVCS-CITY MGR/OCT 2020 100-110-6420 $7,092.00

$30,533.0018096 CAS002 CASTRO, VALERIE 12/9/2020 FALSE $40.00

DEC2020 V.CASTRO/CELL PHONE STIPEND/DEC 2020 100-200-6376 $40.00$40.00

18097 CBC001 CBC TECHNICAL, INC 12/9/2020 FALSE $2,758.785501485 INSTALLATION OF AUDIO ENCODER/LIVE-STREAMING SOFT 100-240-6490 $1,316.305501485 INSTALLATION OF AUDIO ENCODER/LIVE-STREAMING SOFT 100-240-6490 $1,442.48

$2,758.7818098 CHE002 CHEA, ANGELI 12/9/2020 FALSE $250.00

REFCR10826106 REF/10826106/CANCELLED DEPOSIT-COUNCIL CHAMBERS 100-000-4700 $250.00$250.00

18099 CHO001 CHOI, YURHI 12/9/2020 FALSE $60.00DEC2020 Y.CHOI/CELL PHONE STIPEND/NOV & DEC 2020 100-500-6376 $60.00

$60.0018100 COM006 COMMUNITY WORKS DESIGN GROUP, LLC 12/9/2020 FALSE $5,075.00

13943 PRELIM DESIGN/SCHLEISMAN ROAD MEDIAN LANDSCAPING 200-510-6490 $1,650.0013943 CONSTRUCTIONS DOCUMENTS/SCHLEISMAN ROAD MEDIAN 200-510-6490 $3,425.00

$5,075.0018101 COO001 COOPER, JESSICA 12/9/2020 FALSE $167.26

DEC2020 J.COOPER/CELL PHONE STIPEND/DEC 2020 100-120-6376 $40.00EXPRPTOCT-DEC20 J.COOPER/EXPRPT-MILEAGE/OCT-DEC 2020 100-120-6250 $37.26EXPRPTOCT-DEC20 J.COOPER/EXPRPT-REIMB/MASTER MUNICIPAL CLERK ADMI 100-120-6230 $50.00REISSUENOV2020 J.COOPER/CELL PHONE STIPEND/NOV 2020 100-120-6376 $40.00

$167.2618102 COV001 COVERALL NORTH AMERICA, INC 12/9/2020 FALSE $1,014.00

1260184295 CLEANING SVCS/C.H./DEC 2020 100-295-6460 $800.001260184295 CLEANING SVCS/ALTFILLISCH/DEC 2020 100-295-6460 $214.00

$1,014.0018123 DEG002 LISELLE REGUEIRO DEGRAVE, DEGRAVE 12/9/2020 FALSE $1,952.08

294 LEADERSHIP PLANNING 100-260-6495 $1,712.08295 VIDEO SVCS/DRONE-HOTEL 100-260-6495 $240.00

$1,952.0818103 DOJ001 DEPARTMENT OF JUSTICE 12/9/2020 FALSE $98.00

479341 FINGERPRINTS/OCT 2020 100-400-6490 $98.00$98.00

18104 DON001 DONOHUE, MARC 12/9/2020 FALSE $40.00DEC2020 M.DONOHUE/CELL PHONE STIPEND/DEC 2020 100-120-6376 $40.00

$40.0018105 FRA004 FRANCHISE TAX BOARD, STATE OF CALIF 12/9/2020 FALSE $240.00

DEC2020 EE GARNISHMENT-PR 11.12.2020 & 11.26.2020 100-000-2036 $240.00$240.00

18106 GIB002 GIBSON-WILLIAMS, GINA 12/9/2020 FALSE $40.00DEC2020 G.GIBSON/CELL PHONE STIPEND/DEC 2020 100-301-6376 $40.00

$40.0018107 GMC001 GMC ENGINEERING INC 12/9/2020 FALSE $440,934.91

2 PLANS/SPECIFICATIONS HAMNER PLACE BEUTIFICATION/SE200-500-6650 $464,142.012 RETENTION-PLANS/SPECIFICATIONS HAMNER PLACE BEUTI 200-000-2200 ($23,207.10)

$440,934.91


21

Check No Vendor No Vendor Name Check Date Void Check Amount Invoice No Description GL Account Line Amount18108 GON003 GONZALEZ, GUSTAVO 12/9/2020 FALSE $40.00

DEC2020 G.GONZALEZ/CELL PHONE STIPEND/DEC 2020 100-300-6376 $40.00$40.00

18109 HAR002 HARDY & HARPER INC 12/9/2020 FALSE $1,198,194.5546947 2020 ANNUAL ASPHALT CONCRETE OVERLAY PROJECT/OCT 205-510-6660 $1,261,257.4246947 RETENTION/2020 ANNUAL ASPHALT CONCRETE OVERLAY PR205-000-2200 ($63,062.87)

$1,198,194.5518110 HAW002 HAWKINS, BOBBI 12/9/2020 FALSE $5.29

DEC2020 B.HAWKINS/REIMB-DENTAL CREDITS/COVID-19 LIMITED SVC 100-000-2067 $5.29$5.29

18111 HER004 HERNANDEZ DE LA HOYA, LUIS 12/9/2020 FALSE $40.00DEC2020 L.HERNANDEZ/CELL PHONE STIPEND/DEC 2020 100-210-6376 $40.00

$40.0018112 IMA001 IMAGE SOURCE, COPIER SOURCE INC 12/9/2020 FALSE $1,085.74

25AR1204583 COPIER MAINT/REPAIR/ALTFILLISCH/10.11.20-11.10.20 100-290-6342 $51.8525AR1205803 COPIER #1/MAINT & REPAIR/C.H./10.14.20-11.13.20 100-290-6342 $188.0625AR1207763 COPIER #2 & 3 MAINT/REPAIR/C.H./10.11.20-11.10.20 100-290-6342 $845.83

$1,085.7418114 INT004 INTERWEST CONSULTING GROUP, INC 12/9/2020 FALSE $297,526.34

64484 GEN CITY ADMIN/IT SUPPORT OCT 2020 100-240-6412 $10,000.0064484 EASTVALECA.GOV/DOMAIN RENEWAL OCT 2020 100-240-6412 $400.0064484 (1) SURFACE BOOK & ACCESSORIES/ENGINEER DEPT OCT 2100-240-6590 $3,208.7264484 (1) CAMERA/COUNCIL CHAMBERS OCT 2020 100-240-6590 $96.9664484 (1) WEBCAM AND (1) MACBOOK DOCKING STATION/COMM D100-240-6590 $193.6664494 FRONT COUNTER SVCS-FINANCE/A.MUNGUIA/OCT 2020 100-210-6490 $3,397.0064495 CIP-2020 ANNUAL OVERLAY OCT 2020 210-510-6660 $14,610.2564495 CIP-2020 SLURRY SEAL PROJECT OCT 2020 210-510-6660 $520.0064495 CIP-CITYWIDE TRAFFIC SIGNAL SYNCHRONIZATION OCT 20 210-510-6660 $2,820.0064495 CIP-FS27 BLDG MAINT OCT 2020 110-420-6490 $953.0064495 CIP-ADA TRANSITION PLAN OCT 2020 200-510-6690 $56.7564495 CIP?TRAFFIC SIGN INVENTORY OCT 2020 210-510-6695 $70.2564495 CIP?SCHLEISMAN ROAD STREET IMPROVEMENT DESIGN OC200-500-6650 $20,275.5064495 CIP-LANDSCAPE MEDIAN PROJECT OCT 2020 293-510-6660 $7,027.2564495 CIP?TRAFFIC SIGN INVENTORY OCT 2020 293-510-6660 $664.5064495 CIP?STREET NAME SIGN ENHANCEMENT PROJECT OCT 2020200-510-6660 $70.2564495 CIP?ATP BIKE CONNECTIVITY PROJECT OCT 2020 210-510-6690 $1,427.7564495 CIP?LIMONITE GAP CLOSURE?RFQ/RFP OCT 2020 270-510-6662 $770.0064495 CIP?SSARP OCT 2020 210-510-6660 $4,494.5064495 CIP?HAMNER AVE WIDENING (NORCO) OCT 2020 205-510-6662 $140.5064495 CIP?LIMONITE AT I?15 INTERCHANGE OCT 2020 200-510-6662 $421.5064495 STORM WATER MANAGEMENT NPDES/MS4 IMPLEMENTATIO100-510-6435 $4,156.2564495 STORM WATER MANAGEMENT/L.ORTIZ/OCT 2020 100-510-6435 $3,850.5064495 BLDG & SAFETY FIXED FEE PERMITS OCT 2020 100-310-6432 $33,042.2564495 GEN CITY ADMIN/OCT 2020 200-500-6490 $346.0064495 DEVELOPMENT ENG OCT 2020 100-320-6430 $15,951.5064495 DEVELOPMENT ENG/W.HEMSLEY/OCT 2020 100-320-6430 $70.2564495 DEVELOPMENT ENG/J. ISTIK/OCT 2020 100-320-6430 $325.0064495 ADD'L SVCS/CIP DEVELOPMENT/OCT 2020 200-500-6490 $1,065.0064495 ADD'L SVCS/GRANT FUNDING APPS/SUPPORT OCT 2020 200-500-6490 $6,339.50


22

Check No Vendor No Vendor Name Check Date Void Check Amount Invoice No Description GL Account Line Amount64495 ADD'L SVCS/PUB WKS MAINT & OPS/OCT 2020 200-500-6490 $23,621.7564495 ADD'L SVCS/TRAFFIC INVESTIGATIONS/ENGINEERING/OCT 200-500-6490 $1,981.5064495 PUB WKS ADM (PROF SVCS) GAS TAX OCT 2020 200-500-6490 $2,542.2564495 TRAFFIC INVESTIGATION OCT 2020 200-510-6490 $11,702.0064495 HSIP?APS AND COUNTDOWN INSTALLATION PROJ OCT 2020 240-510-6670 $8,408.0064495 PRIVATE DEVELOPMENT PROCESSING OCT 2020 100-310-6433 $112,506.25

$297,526.3418113 INT008 INTELLI-TECH, INTELLIGENT VAR TECHNO 12/9/2020 FALSE $696.07

14713 (1) FORTINET ACCESS POINT/IT 100-240-6412 $696.07$696.07

18115 JIV001 JIVE COMMUNICATIONS INC 12/9/2020 FALSE $1,581.32IN7100074016 TELEPHONE SVCS/C.H./DEC 2020 100-295-6378 $1,581.32

$1,581.3218116 JOE001 JOE A. GONSALVES & SON 12/9/2020 FALSE $3,000.00

158613 PROF LEGISLATIVE REP/DEC 2020 100-200-6495 $3,000.00$3,000.00

18117 JOH003 JOHN S. LOPEZ, SD IMAGES 12/9/2020 FALSE $100.00350 (1) PORTRAIT/PLANNING/G.GONZALEZ 100-300-6490 $50.00350 (1) PORTRAIT/ENGINEER/J.CHUNG 100-320-6490 $50.00

$100.0018118 JON002 JONES, BRYAN D 12/9/2020 FALSE $100.00

DEC2020 B.JONES/CELL PHONE STIPEND/DEC 2020 100-200-6376 $100.00$100.00

18119 KIL002 KILLEBREW, JASON 12/9/2020 FALSE $93.15DEC2020 J.KILLEBREW/REIMB-DENTAL CREDITS/COVID-19 LIMITED SV 100-000-2067 $93.15

$93.1518120 KIM004 KIM, DAHI 12/9/2020 FALSE $60.00

DEC2020 D.KIM/CELL PHONE STIPEND/NOV & DEC 2020 100-500-6376 $60.00$60.00

18121 LEW003 LEWIS, ANISA 12/9/2020 FALSE $40.00DEC2020 A.LEWIS/CELL PHONE STIPEND/DEC 2020 100-260-6376 $40.00

$40.0018122 LIM001 LIM, ALLEN RITHY 12/9/2020 FALSE $40.00

DEC2020 A.LIM/CELL PHONE STIPEND/DEC 2020 100-300-6376 $40.00$40.00

18124 LIU002 LIU, SHERRY SHEN & RICHARD X 12/9/2020 FALSE $2,490.14REFCR10822773 REF/PMT19-11543/PROJ COMPLETE/10822773/12.18.19 800-000-2305 $2,490.14

$2,490.1418125 MAC001 MACIAS, ORALIA VILLARREAL 12/9/2020 FALSE $5.29

DEC2020 O.MACIAS/REIMB-DENTAL CREDITS/COVID-19 LIMITED SVCS 100-000-2067 $5.29$5.29

18126 MAR005 MEJIA, MARICELA 12/9/2020 FALSE $40.00DEC2020 M.MEJIA/CELL PHONE STIPEND/DEC 2020 100-220-6376 $40.00

$40.00


23

Check No Vendor No Vendor Name Check Date Void Check Amount Invoice No Description GL Account Line Amount18127 MEN003 MENG CONSTRUCTION & REMODELING IN 12/9/2020 FALSE $2,108.50

REFCR10822724 REF/PMT19-11522/PROJ COMPLETE/10822724/12.12.19 800-000-2305 $2,108.50$2,108.50

18128 MET001 METROPOLITAN TRANSPORTATION COMM 12/9/2020 FALSE $1,500.004926-AR11859 PW-STREET SAVER ANNUAL SUB/12.31.20-12.31.21 200-500-6434 $1,500.00

$1,500.0018129 MIC003 MICHAEL BAKER INTERNATIONAL INC 12/9/2020 FALSE $12,165.25

1099080 PLANNING DEPT OCT 2020 100-300-6431 $2,443.751099080 MISC CITY MGR REQ OCT 2020 100-300-6431 $3,880.001099080 FIRE SVC OCT 2020 100-300-6431 $160.001099081 DEVELOPER PROJ?PLNG DEV OCT 2020 100-300-6433 $2,137.001099082 DEV PROJ?BLDG DEPT PERMITS OCT 2020 100-300-6433 $1,598.501099083 SPECIAL PROJECT? LIMONITE LANDSCAPE MEDIAN OCT 202 293-510-6660 $834.001099083 SPECIAL PROJECT? FS#27 OCT 2020 110-420-6436 $1,112.00

$12,165.2518130 MOU001 MOUNTAIN VIEW TIRE & SERVICE INC 12/9/2020 FALSE $84.52

093274 VEHICLE MAINT-PARTS/HONDA CIVIC/FIRE 110-420-6332 $62.57093274 VEHICLE MAINT-LABOR/HONDA CIVIC/FIRE 110-420-6332 $21.95

$84.5218131 MUN001 MUNISERVICES LLC, PRA GROUP INC 12/9/2020 FALSE $1,700.00

INV06-010436 CAFR STATISTICAL REPORTS/NOV 2020 100-210-6490 $1,700.00$1,700.00

18133 NAT006 NATIONWIDE COST RECOVERY SERVICES 12/9/2020 FALSE $1,750.40EVM89-A FORECLOSURE RES PROP/OCT 2020 100-330-6490 $1,750.40

$1,750.4018132 NFP001 NATIONAL FIRE PROTECTION ASSOCIATI 12/9/2020 FALSE $372.45

7847035Y NFCSS FIRE CODE & MATERIALS/2021 110-420-6220 $372.45$372.45

18134 OFF001 OFFICE DEPOT INC 12/9/2020 FALSE $1,696.96126122248001 (8) PRINT-RECEIPT BOOKS/FINANCE 100-210-6416 $271.44130337718001 OFFICE SUPPL/BUILDING 100-310-6510 $148.34130337718001 OFFICE SUPPL/CITY CLERK 100-120-6510 $37.14130337718001 OFFICE SUPPL/CITY MANAGER 100-200-6510 $10.13130337718001 OFFICE SUPPL/CES 100-330-6510 $6.58130337718001 OFFICE SUPPL/GENERAL 100-290-6510 $408.67130337718001 OFFICE SUPPL/TAD 100-220-6510 $40.52130337718001 OFFICE SUPPL/PLANNING 100-300-6510 $20.55130337718001 OFFICE SUPPL/PUBLIC WORKS 100-500-6510 $6.45130449816001 OFFICE SUPPL/CITY CLERK 100-120-6510 $103.97130449816001 OFFICE SUPPL/CES 100-330-6510 $42.65130449816001 OFFICE SUPPL/GENERAL 100-290-6510 $25.62130449829001 OFFCIE SUPPL/COMM DEV 100-301-6510 $268.29130449832001 OFFICE SUPPL/GENERAL 100-290-6510 $5.81130449832001 OFFICE SUPPL/CES 100-330-6510 $11.18130449871001 OFFICE SUPPL/CES 100-330-6510 $13.12130449877001 OFFICE SUPPL/CITY CLERK 100-120-6510 $103.97131328120001 OFFICE SUPPL/CES 100-330-6510 $96.38131343180001 OFFICE SUPPL/CES 100-330-6510 $33.55131343187001 OFFICE SUPPL/CES 100-330-6510 $32.92131343187001 OFFICE SUPPL/PLANNING 100-300-6510 $9.68

$1,696.96


24

Check No Vendor No Vendor Name Check Date Void Check Amount Invoice No Description GL Account Line Amount18135 ORK001 ORKIN SERVICES OF CALIFORNIA INC 12/9/2020 FALSE $813.65

203362037 PEST CONTROL SVC/ALTFILLISCH/10.26.20 100-295-6310 $220.00204635708 PEST CONTROL SVC/C.H./11.10.20 100-295-6310 $153.65204636256 PEST CONTROL SVC/ALTFILLISCH/11.11.20 100-295-6310 $220.00204636257 PEST CONTROL SVC/ALTFILLISCH/11.20.20 100-295-6310 $220.00

$813.6518136 PTM001 PTM GENERAL ENGINEERING SERVICES, 12/9/2020 FALSE $151,964.85

P20.09PP#1.0 PEDESTRIAN COUNTDOWN HEAD IMPROV PROJ/NOV 2020 240-510-6670 $159,963.00P20.09PP#1.0 RETENTION-PEDESTRIAN COUNTDOWN HEAD IMPROV PROJ240-000-2200 ($7,998.15)

$151,964.8518137 RAM002 RAMIREZ-CORNEJO, MIGUEL 12/9/2020 FALSE $40.00

DEC2020 M.RAMIREZ/CELL PHONE STIPEND/DEC 2020 100-301-6376 $40.00$40.00

18138 RCA002 RIVERSIDE COUNTY DEPT OF ANIMAL SER 12/9/2020 FALSE $9,301.55AN-2093 ANIMAL-SHELTER SVCS/OCT 2020 100-430-6480 $7,238.00AN-2093 ANIMAL-FIELD SVCS/OCT 2020 100-430-6480 $8,525.00AN-2093 ANIMAL-FIELD SVCS/LIC CR CREDIT/OCT 2020 100-000-4255 ($6,900.00)AN-2093 ANIMAL-LICENSING SVCS/OCT 2020 100-430-6480 $2,470.00AN-2093 ANIMAL-LICENSING SVCS/LIC CR CREDIT/OCT 2020 100-000-4255 ($2,470.00)AN-2093 ANIMAL-OPERATING & MAINT/OCT 2020 100-430-6480 $438.55

$9,301.5518139 RCS001 RIVERSIDE COUNTY SHERIFF DEPARTMEN 12/9/2020 FALSE $1,436,002.41

SH-38118 LAW ENF/CSO/08.27.20-09.23.20 100-400-6452 $38,747.03SH-38118 LAW ENF/CSO-OT/08.27.20-09.23.20 100-400-6452 $863.26SH-38118 LAW ENF/PATROL B&W/08.27.20-09.23.20 100-400-6452 $24,498.54SH-38118 LAW ENF/PLAIN UNIT/08.27.20-09.23.20 100-400-6452 $95.76SH-38118 LAW ENF/MOTOR DIFFERENTIAL/08.27.20-09.23.20 100-400-6452 $456.32SH-38118 LAW ENF/PATROL/08.27.20-09.23.20 100-400-6452 $500,214.89SH-38118 LAW ENF/PATROL-OT/08.27.20-09.23.20 100-400-6452 $4,772.71SH-38118 LAW ENF/INVESTIGATOR-OT/08.27.20-09.23.20 100-400-6452 $1,227.46SH-38118 LAW ENF/CHU-OT/08.27.20-09.23.20 100-400-6452 $991.41SH-38118 LAW ENF/ZONE OFFICER/08.27.20-09.23.20 100-400-6452 $51,753.60SH-38118 LAW ENF/TRAFFIC/08.27.20-09.23.20 100-400-6452 $51,753.60SH-38118 LAW ENF/MOTOR TEAM/08.27.20-09.23.20 100-400-6452 $51,753.60SH-38118 LAW ENF/MOTOR TEAM-OT/08.27.20-09.23.20 100-400-6452 $430.62SH-38220 LAW ENF/CSO/09.24.20-10.21.20 100-400-6452 $29,592.00SH-38220 LAW ENF/CSO-OT/09.24.20-10.21.20 100-400-6452 $50.78SH-38220 LAW ENF/PATROL B&W/09.24.20-10.21.20 100-400-6452 $22,477.95SH-38220 LAW ENF/PLAIN UNIT/09.24.20-10.21.20 100-400-6452 $35.91SH-38220 LAW ENF/MOTOR DIFFERENTIAL/09.24.20-10.21.20 100-400-6452 $533.60SH-38220 LAW ENF/PATROL/09.24.20-10.21.20 100-400-6452 $485,884.93SH-38220 LAW ENF/PATROL-OT/09.24.20-10.21.20 100-400-6452 $9,401.87SH-38220 LAW ENF/INVESTIGATOR-OT/09.24.20-10.21.20 100-400-6452 $4,296.11SH-38220 LAW ENF/CHU-OT/09.24.20-10.21.20 100-400-6452 $660.94SH-38220 LAW ENF/ZONE OFFICER/09.24.20-10.21.20 100-400-6452 $51,753.60SH-38220 LAW ENF/ZONE OFFICER-OT/09.24.20-10.21.20 100-400-6452 $1,866.02SH-38220 LAW ENF/TRAFFIC/09.24.20-10.21.20 100-400-6452 $50,136.30SH-38220 LAW ENF/MOTOR TEAM/09.24.20-10.21.20 100-400-6452 $51,753.60

$1,436,002.4118140 RCS002 RIVERSIDE COUNTY SHERIFF JURUPA VAL 12/9/2020 FALSE $928.40

SH-38183 EXTRA DUTY/COUNCIL MTGS/SEP 2020 100-400-6465 $928.40$928.40


25

Check No Vendor No Vendor Name Check Date Void Check Amount Invoice No Description GL Account Line Amount18141 RCS002 RIVERSIDE COUNTY SHERIFF JURUPA VAL 12/9/2020 FALSE $429.86

SH-38184 EXTRA DUTY/COMMISSION MTGS/SEP 2020 100-400-6465 $429.86$429.86

18142 RCS002 RIVERSIDE COUNTY SHERIFF JURUPA VAL 12/9/2020 FALSE $1,200.00SH-38185 PD-EXAM/EV202310048/AUG 2020 100-400-6459 $1,200.00

$1,200.0018143 RCS002 RIVERSIDE COUNTY SHERIFF JURUPA VAL 12/9/2020 FALSE $710.68

SH-38186 EXTRA DUTY/COUNCIL MTGS/OCT 2020 100-400-6465 $710.68$710.68

18144 RCS002 RIVERSIDE COUNTY SHERIFF JURUPA VAL 12/9/2020 FALSE $419.51SH-38187 EXTRA DUTY/COMMISSION MTGS/OCT 2020 100-400-6465 $419.51

$419.5118145 RIV006 RIVERSIDE MEDICAL CLINIC, INC 12/9/2020 FALSE $230.00

NOV2020 PRE-EMP PHYSICAL/G.GONZALEZ/D.KIM/Y.CHOI 100-220-6490 $230.00$230.00

18146 SAN002 SANTA ANA WATERSHED PROJECT AUTHO 12/9/2020 FALSE $18,484.00MSAR2021-04 FY20/21 SANTA ANA RIVER PATHOGEN TMDL TASK FORCE C100-500-6480 $18,484.00

$18,484.0018148 SHR001 SHRED-IT USA LLC, SHRED-IT US JV LLC 12/9/2020 FALSE $121.88

8180852866 SHREDDING SVCS/ 10.27.20 100-295-6490 $121.88$121.88

18149 SMI001 SMITTY'S POOL CARE, INC 12/9/2020 FALSE $120.0030306 POOL SVCS/ALTFILLISCH/NOV 2020 100-295-6310 $120.00

$120.0018150 SOU003 SOUTHERN CALIFORNIA NEWS GROUP, CA 12/9/2020 FALSE $508.40

0011417302 PLN20-20045/PUB HEAR-JINYA RAMEN RESTAURANT-CUP 800-000-2305 $508.40$508.40

18147 SPR003 SBRK FINANCE HOLDINGS, INC., BIAS ACC 12/9/2020 FALSE $6,137.68CM-000056 CREDIT MEMO/SPRINGBROOK SOFTWARE-AR MAINT/PM MA100-240-6615 ($593.72)CM-000057 CREDIT MEMO/SPRINGBROOK SOFTWARE-AR MAINT/PM MA100-240-6615 ($25,342.00)CM-000058 CREDIT MEMO/SPRINGBROOK SOFTWARE-HR MAINT & PR M100-240-6615 ($3,917.85)INV-004473 SPRINGBROOK SOFTWARE-AR SUB/PR SUB/PO SUB/FINANC100-240-6615 $35,991.25

$6,137.6818151 STA001 STAPLES ADVANTAGE 12/9/2020 FALSE $58.23

8058911776 OFFICE SUPPL/CITY CLERK 100-120-6510 $45.698058911776 OFFICE SUPPL/GENERAL 100-290-6510 $12.54

$58.2318152 TAN002 TAN, BO 12/9/2020 FALSE $2,321.14


18153 TAP001 TAPIA, MARCUS 12/9/2020 FALSE $40.00DEC2020 M.TAPIA/CELL PHONE STIPEND/DEC 2020 100-210-6376 $40.00

$40.0018154 TER002 TEREKHOVA, EVA 12/9/2020 FALSE $40.00

DEC2020 E.TEREKHOVA/CELL PHONE STIPEND/DEC 2020 100-301-6376 $40.00$40.00

18155 TIT001 TITO N. REYES, JBX IT & SURVEILLANCE 12/9/2020 FALSE $3,915.00CO11520 (5) SECURITY CAMERAS-CITY HALL 100-240-6490 $3,915.00

$3,915.0018157 VAS001 VASQUEZ, STEPHANIE 12/9/2020 FALSE $116.11

DEC2020 S.VASQUEZ/CELL PHONE STIPEND/DEC 2020 100-120-6376 $40.00EXPRPTNOV2020 S.VASQUEZ/EXPRPT-MILEAGE/NOV 2020 100-120-6250 $20.76EXPRPTNOV2020 S.VASQUEZ/EXPRPT-REIMB/REFRESHMENT--EMPLOYEE RET100-220-6235 $55.35

$116.11


26

Check No Vendor No Vendor Name Check Date Void Check Amount Invoice No Description GL Account Line Amount18158 VER003 VERIZON WIRELESS 12/9/2020 FALSE $70.00

INV21219727 MONTHLY GPS SVC/(2) CODE ENF/SEP 2020 100-330-6510 $34.00INV21219727 MONTHLY GPS SVC/(1) COUNCIL/SEP 2020 100-100-6510 $17.00INV21219727 MONTHLY GPS SVC/(1) FIRE/SEP 2020 110-420-6510 $19.00

$70.0018159 VOG001 VOGEL'S PLUMBING AND BACKFLOW INC 12/9/2020 FALSE $65.00

7305 ALTFILLISCH/BLACKFLOW TESTING/10.15.2020 100-290-6490 $65.00$65.00

18160 VOY001 VOYAGER FLEET SYSTEMS INC 12/9/2020 FALSE $867.10869288209048 FUEL/CODE ENF-SILVERADO/NOV 2020 100-330-6330 $252.74869288209048 FUEL/FIRE-CIVIC/NOV 2020 110-420-6330 $74.07869288209048 FUEL/POLICE#1/NOV 2020 100-400-6330 $109.83869288209048 FUEL/CODE ENF-COLORADO#1/NOV 2020 100-330-6330 $148.97869288209048 FUEL/CODE ENF-COLORADO #2/NOV 2020 100-330-6330 $145.72869288209048 FUEL/POLICE#2/NOV 2020 100-400-6330 $135.77

$867.1018162 WIL003 WILMINGTON TRUST, NATIONAL ASSOCIA 12/9/2020 FALSE $500.00

20200926-84194A ESCROW/AGENT FEE 600-500-6490 $500.00$500.00

18161 WRR001 WESTERN RIVERSIDE REGIONAL CONSER 12/9/2020 FALSE $9,644.21NOV2020 MSHCP MITIGATION FEE/NOV 2020 800-000-2315 $8,580.00NOV2020 NBS PMT DEDUCTED IN ERROR/NOV 2020 100-210-6490 $1,017.40NOV2020 RCA INTEREST PMT DEDUCTED IN ERROR/NOV 2020 100-210-6490 $46.81

$9,644.2118163 XER001 XEROX CORPORATION 12/9/2020 FALSE $1,255.39

2343006 COPIER MACHINE LEASE/ALTFILLISCH/10.25.20-11.24.20 100-290-6472 $418.122363140 COPIER MACHINE LEASE/C.H./11.06.20-12.05.20 100-290-6472 $837.27

$1,255.3918164 YAN002 YANG, HAO & QIAN 12/9/2020 FALSE $1,797.00


18166 ZEP001 ZEPEDA, ANGELICA 12/9/2020 FALSE $40.00DEC2020 A.ZEPEDA/CELL PHONE STIPEND/DEC 2020 100-220-6376 $40.00

$40.0018165 ZRE001 Z RENTALS, JORGE D ZAVALA 12/9/2020 FALSE $320.00

3000 (1) TENT/(40) CHAIR-RENTAL/VETERAN'S DAY CEREMONY/11. 100-260-6415 $320.00$320.00

1824 CAL006 CALPERS HEALTH 12/30/2020 FALSE $24,143.25NOV20-NONPERS HEALTH INSURANCE PREMIUMS/NOV 2020/NON PERS (PAYRO100-000-2066 $3,604.99NOV20-NONPERS HEALTH INSURANCE PREMIUMS/NOV 2020/NON PERS (J. TES 100-000-2066 $1,020.01NOV20-NONPERS HEALTH INSURANCE PREMIUMS ADMIN FEE/NOV 2020/NON P 100-100-6157 $11.10NOV20-PERS HEALTH INSURANCE PREMIUMS/NOV 2020/PERS (PAYROLL A 100-000-2066 $20,593.36NOV20-PERS HEALTH INSURANCE PREMIUMS/NOV 2020/PERS (J, CHUNG) 100-000-2066 ($1,132.92)NOV20-PERS HEALTH INSURANCE PREMS ADMIN FEE/NOV 2020/PERS 100-120-6157 $3.19NOV20-PERS HEALTH INSURANCE PREMS ADMIN FEE/NOV 2020/PERS 100-200-6157 $11.71NOV20-PERS HEALTH INSURANCE PREMS ADMIN FEE/NOV 2020/PERS 100-220-6157 $1.59NOV20-PERS HEALTH INSURANCE PREMS ADMIN FEE/NOV 2020/PERS 100-301-6157 $4.31NOV20-PERS HEALTH INSURANCE PREMS ADMIN FEE/NOV 2020/PERS 100-310-6157 $13.43NOV20-PERS HEALTH INSURANCE PREMS ADMIN FEE/NOV 2020/PERS 100-210-6157 $3.19NOV20-PERS HEALTH INSURANCE PREMS ADMIN FEE/NOV 2020/PERS 100-330-6157 $9.29

$24,143.25


27

Check No Vendor No Vendor Name Check Date Void Check Amount Invoice No Description GL Account Line Amount1825 CAL007 CALPERS RETIREMENT 12/30/2020 FALSE $41,968.73

457-11.26.2020 PR 11.26.2020 CALPERS 457 DEFERRAL 100-000-2071 $9,252.38457-11.26.2020 PR 11.26.2020 CALPERS 457 LOAN REPAYMENT 100-000-2072 $160.83457-12.10.2020 PR-12.10.2020 CALPERS 457 DEFERRAL 100-000-2071 $3,061.38457-12.10.2020 PR-12.10.2020 CALPERS 457 LOAN REPAYMENT 100-000-2072 $160.83PERS-11.26.2020 PR 11.26.2020 CALPERS CLASSIC EMPLOYER 100-000-2069 $3,642.28PERS-11.26.2020 PR 11.26.2020 CALPERS CLASSIC EMPLOYEE 100-000-2069 $2,899.25PERS-11.26.2020 PR 11.26.2020 CALPERS PEPRA EMPLOYEE 100-000-2069 $3,737.91PERS-11.26.2020 PR 11.26.2020 CALPERS PEPRA EMPLOYER 100-000-2069 $4,281.69PERS-11.26.2020 PR 11.26.2020 CALPERS SURVIVOR BENEFIT 100-000-2069 $36.63PERS-11.26.2020 PR 11.26.2020-CalPERS CLASSIC-EMPLOYER-(B. JONES) 100-000-2069 ($1.11)PR-12.10.2020 PR 12.10.2020 CALPERS CLASSIC EMPLOYER 100-000-2069 $3,365.38PR-12.10.2020 PR-12.10.2020 CALPERS CLASSIC EMPLOYEE 100-000-2069 $2,678.84PR-12.10.2020 PR-12.10.2020 CALPERS PEPRA EMPLOYEE 100-000-2069 $3,837.99PR-12.10.2020 PR-12.10.2020 CALPERS PEPRA EMPLOYER 100-000-2069 $4,396.35PR-12.10.2020 PR-12.10.2020 CALPERS SURVIVOR BENEFIT 100-000-2069 $35.52PR-12.10.2020 PR-12.10.2020 CALPERS CLASSIC EMPLOYER-C. ADAMS FINAL 100-000-2069 $234.67PR-12.10.2020 PR-12.10.2020 CALPERS CLASSIC EMPLOYEE-C. ADAMS FINAL 100-000-2069 $186.80PR-12.10.2020 PR-12.10.2020 CALPERS SURVIVOR BENEFIT-C. ADAMS FINAL 100-000-2069 $1.11

$41,968.731826 DIR001 DIRECTV LLC 12/30/2020 FALSE $114.53

028867081X20121 FS 31/CABLE/12.10.20-01.09.21 110-420-6375 $114.53$114.53

1828 EDD001 EMPLOYMENT DEVELOPMENT DEPARTME 12/30/2020 FALSE $11,811.17PR-11.26.2020 PR 11.26.2020-STATE EMPLOYEE TRAINING TAX 100-000-2054 $6.34PR-11.26.2020 PR 11.26.2020-STATE INCOME TAX 100-000-2052 $5,042.70PR-11.26.2020 PR 11.26.2020-STATE UNEMPLOYMENT INSURANCE 100-000-2055 $285.48PR-12.10.2020 PR-12.10.2020 STATE INCOME TAX 100-000-2052 $6,284.30PR-12.10.2020 PR-12.10.2020 STATE EMPLOYEE TRAINING TAX 100-000-2054 $4.18PR-12.10.2020 PR-12.10.2020 STATE UNEMPLOYMENT INSURANCE 100-000-2055 $188.17

$11,811.171829 IRS001 INTERNAL REVENUE SERVICE 12/30/2020 FALSE $38,864.45

PR-11.26.2020 PR 11.26.2020-FEDERAL INCOME TAX 100-000-2033 $13,942.86PR-11.26.2020 PR 11.26.2020-MEDICARE EMPLOYEE PORTION 100-000-2061 $1,954.38PR-11.26.2020 PR 11.26.2020-MEDICARE EMPLOYER PORTION 100-000-2061 $1,815.93PR-12.10.2020 PR-12.10.2020 FEDERAL INCOME TAX 100-000-2033 $17,224.86PR-12.10.2020 PR-12.10.2020 MEDICARE EMPLOYEE PORTION 100-000-2061 $2,053.30PR-12.10.2020 PR-12.10.2020 MEDICARE EMPLOYER PORTION 100-000-2061 $1,873.12

$38,864.451830 PRI001 PRINCIPAL FINANCIAL GROUP, PLIC SBD G 12/30/2020 FALSE $2,478.21

NOV2020 DENTAL INSURANCE PREMIUMS NOVEMBER 2020 (PAYROLL T100-000-2067 $2,850.71NOV2020 DENTAL INSURANCE PREMIUMS NOVEMBER 2020 (J. CHUNG) 100-000-2067 ($186.25)NOV2020 DENTAL INSURANCE PREMIUMS NOVEMBER 2020 (T. MARQU 100-000-2067 ($186.25)

$2,478.211831 PRO001 PROTECTION ONE ALARM MONITORING I 12/30/2020 FALSE $106.82

137398443 FS 31/FIRE INSPC/MONITOR/CELL/12.27.20-01.26.21 110-420-6310 $106.82$106.82

1832 SCE001 SOUTHERN CALIFORNIA EDISON 12/30/2020 FALSE $63,047.460192/NOV2020 JCSD - LLMD/11.01.20-12.01.20 100-000-1350 $13.410398/NOV2020 JCSD - LLMD/11.01.20-12.01.20 100-000-1350 $38.282287/NOV2020 JCSD - LLMD/11.01.20-12.01.20 100-000-1350 $19.142592/NOV2020 JCSD - LLMD/11.01.20-12.01.20 100-000-1350 $111.173251/NOV2020 JCSD - LLMD/11.01.20-12.01.20 100-000-1350 $19.143980/NOV2020 JCSD - LLMD/11.01.20-12.01.20 100-000-1350 $19.14


28

Check No Vendor No Vendor Name Check Date Void Check Amount Invoice No Description GL Account Line Amount4288/NOV2020 JCSD - LLMD/11.01.20-12.01.20 100-000-1350 $51,021.184735/NOV2020 JCSD - LLMD/11.02.20-12.03.20 100-000-1350 $505.694952/NOV2020 ELECTRICAL SVC/CITY HALL #900/11.05.20-12.08.20 100-295-6372 $282.545648/NOV2020 JCSD - LLMD/11.05.20-12.08.20 100-000-1350 $2,631.216512/NOV2020 JCSD - LLMD/11.01.20-12.01.20 100-000-1350 $72.107689/NOV2020 FS 31/ELECTRICAL SVC/11.05.20-12.08.20 110-420-6372 $722.327776/NOV2020-01 ELECTRIC SVC/SIGNALS/ST LIGHTS/10.20.20-11.19.20 200-510-6372 $4,735.967776/NOV2020-02 ELECTRIC SVC/SIGNALS/ST LIGHTS/10.20.20-11.19.20 305-510-6372 $245.667776/NOV2020-03 ELECTRIC SVC/SIGNALS/ST LIGHTS/10.20.20-11.19.20 306-510-6372 $98.277776/NOV2020-04 ELECTRIC SVC/SIGNALS/ST LIGHTS/10.20.20-11.19.20 307-510-6372 $47.077776/NOV2020-05 ELECTRIC SVC/SIGNALS/ST LIGHTS/10.20.20-11.19.20 308-510-6372 $47.077776/NOV2020-06 ELECTRIC SVC/SIGNALS/ST LIGHTS/10.20.20-11.19.20 309-510-6372 $259.157776/NOV2020-07 ELECTRIC SVC/SIGNALS/ST LIGHTS/10.20.20-11.19.20 310-510-6372 $241.488726/NOV2020 FS 27/ELECTRICAL SVC/11.09.20-12.10.20 110-420-6372 $1,014.259119/NOV2020 JCSD - LLMD/11.01.20-12.01.20 100-000-1350 $308.029194/NOV2020 JCSD - LLMD/11.01.20-12.01.20 100-000-1350 $109.129269/NOV2020 ELECTRICAL SVC/TRAFFIC SIGNAL SAFETY LIGHTS/10.29.20- 200-510-6372 $388.349895/NOV2020 JCSD - LLMD/11.01.20-12.01.20 100-000-1350 $97.75

$63,047.461833 STA007 STANDARD INSURANCE COMPANY 12/30/2020 FALSE $2,404.45

STND-NOV2020 NOV 2020 EMPLOYEE ASSISTANCE PROGRAM 100-000-2041 $2.80STND-NOV2020 NOV 2020 AD&D INSURANCE PREMIUMS 100-000-2064 $69.73STND-NOV2020 NOV 2020 LIFE INSURANCE PREMIUMS 100-000-2063 $385.47STND-NOV2020 NOV 2020 LONG TERM DISABILITY INSURANCE PREMIUMS 100-000-2053 $907.42STND-NOV2020 NOV 2020 SHORT TERM DISABILITY INSURANCE PREMIUMS 100-000-2056 $1,040.29STND-NOV2020 NOV 2020 EMPLOYEE ASSISTANCE PROGRAM 100-000-2041 ($1.26)

$2,404.451834 VSP001 VISION SERVICE PLAN 12/30/2020 FALSE $392.26

NOV2020 VISION INSURANCE PREMIUMS NOV 2020 100-000-2068 $392.26$392.26

TOTAL $3, 895, 780. 50


29


Planning Department Update

Prepared By: Gustavo Gonzalez, Planning Manager

Recommended Action(s)Staff recommends that the City Council receive and file the Planning Department Update.

SummaryPlanning projects are provided in the a ached Planning Project Status list. The list provides a briefsummary and status of each project. New informa on is highlighted in yellow. A map iden fying thelocations of each project is also included.

BackgroundNot Applicable.

EnvironmentalNot Applicable.

Strategic Plan Action - Priority Level: N/A | Target #: N/A | Goal #: N/ANot Applicable.

Fiscal ImpactNot Applicable.

Prior City Council/Commission ActionNot Applicable.


30

Attachment(s)Attachment 1: Planning Department Update 1.27.21


31

https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/794230/Planning_Department_Update_Major_Projects_Summary_PC_1.27.21.pdf

Planning Department Major Projects Summary January 27, 2021

Major Projects Summary January 27, 2021 City of Eastvale Planning Department

32


Contents

IN-PROCESS/REVIEW ................................................................................................................................................................................................................. 1

ARCHIBALD AND CHANDLER RETAIL (MAP ID: ACR) ................................................................................................................................................................................... 1 SUMNER PLACE MIXED-USE DEVELOPMENT (MAP ID: SMNR) .................................................................................................................................................................... 2 ATNT STADIUM LIGHT POLE VARIANCE AT HARADA HERITAGE PARK (MAP ID: ATNT) .................................................................................................................................... 3

APPROVED/ ENTITLED ............................................................................................................................................................................................................... 4

GOODMAN COMMERCE CENTER (MAP ID: GCC) ....................................................................................................................................................................................... 4 Retail Unit CR-12 (GCC.1) ............................................................................................................................................................................................................. 5 Retail Unit CR-3/SBUX (GCC.2) ..................................................................................................................................................................................................... 6 Multi-Tenant Unit CR-11 (GCC.3) ................................................................................................................................................................................................. 7 Chick-fil-A (GCC.4) ........................................................................................................................................................................................................................ 8 Altura Credit Union D.R (GCC.5) ................................................................................................................................................................................................... 9 Meet Fresh D.R (GCC.6) .............................................................................................................................................................................................................. 10 “The Station” (GCC.7) ................................................................................................................................................................................................................. 11

THE CAMPUS (MAP ID: CAM) ............................................................................................................................................................................................................. 13 Self-Storage D.R & C.U.P (CAM.1) .............................................................................................................................................................................................. 14 7-Eleven C.U.P (CAM.2A) ............................................................................................................................................................................................................ 15 7-Eleven Appeal (CAM.2B) ......................................................................................................................................................................................................... 16

THE RANCH (MAP ID: RNCH) .............................................................................................................................................................................................................. 17 Warehouse/Industrial D.R (RNCH.1) .......................................................................................................................................................................................... 18 Howard Industrial (RNCH.2) ....................................................................................................................................................................................................... 19 Rodriguez Site D.R (RNCH.3) ...................................................................................................................................................................................................... 20 Summit Development Pre-Application (RNCH.4) ....................................................................................................................................................................... 21

HAMNER PLACE (MAP ID: HPLC) ......................................................................................................................................................................................................... 22 Hotel Suites (HPLC.1) .................................................................................................................................................................................................................. 23 Hamner Place Chevron Appeal (HLPC.2A) .................................................................................................................................................................................. 24 Hamner Place Chevron Initial (HPLC.2B) .................................................................................................................................................................................... 25 Tony’s Chophouse and Retail Suites D.R (HPLC.3) ...................................................................................................................................................................... 26

THE MERGE (MAP ID: MRG) .............................................................................................................................................................................................................. 27 Retail Minor D.R (MRG.1) .......................................................................................................................................................................................................... 28 Retail Major Shops 4 D.R (MRG.2) ............................................................................................................................................................................................. 29

33


Retail Shops 4 C.U.P (MRG.3) ..................................................................................................................................................................................................... 30 Retail Pad 2 C.U.P (MRG.4) ........................................................................................................................................................................................................ 31

WALMART (MAP ID: WMT) ............................................................................................................................................................................................................... 32 THE ENCLAVE MEDICAL OFFICE (MAP ID: EMED) ................................................................................................................................................................................... 33 SOUTH MILLIKEN DISTRIBUTION CENTER (MAP ID: SMDC) ....................................................................................................................................................................... 34 SENDERO HOMES (MAP ID: SH.1) ........................................................................................................................................................................................................ 35 SENDERO FRONT LOADED HOMES (MAP ID: SH.2) .................................................................................................................................................................................. 36 PRADO HOMES (MAP ID: PRDH) ......................................................................................................................................................................................................... 37 PULTE HOMES (MAP ID: PLTH) ........................................................................................................................................................................................................... 38 SUNSHINE GROWERS (MAP ID: SUN) .................................................................................................................................................................................................... 39 7-ELEVEN HAMNER AND RIVERBOAT APPEAL (MAP ID: 711HR) ................................................................................................................................................................ 40 YOSHIHARU C.U.P (MAP ID: YSH) ....................................................................................................................................................................................................... 41 BIG WOK C.U.P (MAP ID: WOK) ........................................................................................................................................................................................................ 42 JONO’S C.U.P (MAP ID: JONO) .......................................................................................................................................................................................................... 43 GOSSETT SELF-STORAGE (MAP ID: GOSS) ............................................................................................................................................................................................. 44 VAN LEEUWEN GP AMENDMENT (MAP ID: VAN) ................................................................................................................................................................................... 45 THE HOMESTEAD (MAP ID: HSTD) ....................................................................................................................................................................................................... 46 FIRE WINGS C.U.P (MAP ID: FWNGS) ................................................................................................................................................................................................. 47 JINYA RAMEN C.U.P (MAP ID: FWNGS) ............................................................................................................................................................................................... 48

FUTURE .................................................................................................................................................................................................................................... 49

THE LEAL PLAN (MAP ID: LEAL) ........................................................................................................................................................................................................... 49

34


35


1. New projects are added to the bottom of the list as they are submitted. 2. Projects that have been completed for more than one year are removed from this list. 3. Highlighted Text =Updated Information

1

In-Process/Review Archibald and Chandler Retail (MAP ID: ACR) Project: Retail Center Archibald and Chandler Project Map:

Current Status:

▪ Waiting for revised submittal.

Project No. PLN19-20000

Project Location:

Northwest corner of Archibald and Chandler; (Accessor Parcel Numbers: 144-130-004, 144-130-011, 144-130-012, 144-130-013)

Project Description:

A 2.71-acre mixed use commercial development comprised of a convenience store/ gas station/ carwash, a drive-through restaurant, and an undeveloped pad to be submitted at a later date.

Planner: Shawnika Johnson/Gustavo Gonzalez

Notes:

▪ Received application on January 3, 2019.

▪ Incompleteness letter mailed on January 17, 2019.

▪ Public information meeting was held at city hall on February 20, 2019.

▪ Comment letter sent out to applicant on February 21, 2019.

▪ Meeting with applicant occurred on March 14, 2019.

▪ Applicant is revising plan, not yet resubmitted.

36



2

Sumner Place Mixed-Use Development (MAP ID: SMNR) Project: Sumner Place Mixed-Use Development Project Map:

Status:

▪ Project has been routed out for review. ▪ Comments provided to applicant 12.10.20 ▪ Waiting for revised submittal.

Project No. PLN20-20063_GPA_001, DR_002, COZ_001, TPM38031, TTM38032

Project Location:

Southeast corner of Sumner Ave. and Schleisman Rd.; (Accessor Parcel Number: 152-040-01)


General Plan Amendment to change the land use designation from Commercial Retail (CR 0.20-0.35 FAR) to Highest Density Residential (HHDR 20.1-40 du/ac). Change of Zone to change the zone from Heavy Agriculture (A-2) to General Residential (R-3). Major Development Review for the development of 216-unit apartment project on over 9.3 acres, consisting of seven two (2) to three (3) story type “V” apartment buildings with tuck under garages and surface parking, and a 5000 s.f. commercial building (located at the corner of Sumner Ave. and Schleisman Rd.). Tentative Parcel Map to create two (2) parcels one residential and one commercial. Tentative Tract Map for condominium purposes.

Planner: Allen Lim/Gustavo Gonzalez

Notes:

▪ Received application on 11.5.20

▪ SB18 and AB52 notice provided.

37



3

ATNT Stadium Light Pole Variance at Harada Heritage Park (MAP ID: ATNT) Project: ATNT Stadium Light Pole Variance at Harada Park Project Map:

Status:

▪ Application currently under review. ▪ Tentatively scheduled for Planning Commission 2.17.21

Project No. PLN20-20075_VAR_002

Project Location:

Harada Heritage Park at 13099 65th St., Eastvale CA. Located at the southwest corner of Scholar Way and 65th Street.


Variance to allow a proposed disguised ball field light pole to exceed the maximum height limitation.

Planner: Melissa Manzo/Gustavo Gonzalez

Notes:

▪ Received application on 12.3.20

38



4

Approved/ Entitled Goodman Commerce Center (MAP ID: GCC) Project: Goodman Commerce Center (formally Lewis Eastvale Commerce Center) Project Map:

Current Status:

▪ Various buildings complete, operating and under construction.

Project No. 11-0271 **see related projects below

Project Location:

190 acres +/- fronting on Hamner Ave. north of Bellegrave Ave. and south of Cantu-Galleano Ranch Road


General Plan Amendment, Change of Zone, and Specific Plan to provide a mix of warehousing, light industrial, office, and retail uses. Major Development Review for the development of two industrial buildings of approximately 1,007,705 square feet and 1,033,192 square feet. CEQA: Environmental Impact Report (certified)

Planner: Allen Lim

Notes:

▪ Approved by City Council on November 12, 2014

▪ See the following projects for more recent activity at the Goodman Commerce Center Development:

▪ Project No. PLN17-20033: Retail Building CR-3 – Starbucks & other tenants (GCC.1)

▪ Project No. PLN18-20014: Retail Building CR-12 – Quick Quack Carwash (GCC.2)

▪ Project No. PLN18-20042: Retail Building CR-11 – Multi-Tenant (GCC.3)

▪ Project No. PLN19-20006: Retail Building CR-10- Chick-fil-A (GCC.4)

▪ Project No. PLN 19-20063 Retail Building CR-8 – Altura Credit Union (GCC.5)

▪ Project No. PLN 19-20064 Retail Building CR-6 – Meet Fresh (GCC.6)

39



5

Retail Unit CR-12 (GCC.1) Project: Goodman Retail CR-12 – Quick Quack Car Wash Project Map:

Current Status:

▪ Quick Quack Car Wash is completed and in operation


Project Location:

West of Amazon off-site parking lot and south of Costco parking lot in the retail portion of Goodman Commerce Center


Major Development Review for a proposed self-serve car wash with a 3,571-square foot car-wash tunnel, vacuum canopy structure, and associated parking.

Planner: Allen Lim

Notes:

▪ Received application on March 21, 2018

▪ Planning Commission approval on June 20, 2018

▪ Revised construction plans approved on May 30, 2019

40



6

Retail Unit CR-3/SBUX (GCC.2) Project: Goodman Retail Building CR-3 and Starbucks Drive-Through DR & CUP Project Map:

Current Status:

▪ Reviewing Tenant Improvements Plans for other units.


Project Location:

Southeast corner of Hamner Avenue and Cantu-Galleano Ranch Road and west of Goodman Way; Goodman Commerce Center


Major Development Review for the development of CR-3, a 4,000 square-foot multi-tenant building and Conditional Use Permit for a drive-through located in the retail portion of the Goodman Commerce Center

Planner: Allen Lim

Notes:

▪ Planning Commission approval on March 21, 2018.

▪ Starbucks in operation as of February 7, 2019.

41



7

Multi-Tenant Unit CR-11 (GCC.3) Project: Goodman Commerce Center CR-11 – Multi-Tenant Building Project Map:

Current Status:

▪ Approved by Planning Commission.

▪ Construction plans approved.


Project Location:

Southeast corner of Hamner Avenue and Cantu-Galleano Ranch Road and west of Goodman Way, Parcel 10 of Parcel Map 37208; (Assessor’s Parcel Number 160-020-078)


Major Development Review for a new 6,000 square-foot multi-tenant retail building on a 37,250 square-foot site.

Planner: Allen Lim

Notes:

▪ Received application on July 26, 2018.

▪ Building plans received November 20, 2018. Comments provided to applicant December 27, 2018.

▪ Approved by Planning Commission on November 8, 2018.

▪ Landscape plans approved on January 21, 2019.

▪ Revised construction plans approved on February 19, 2019.

42



8

Chick-fil-A (GCC.4) Project: Chick-fil-A at Goodman Commerce Center Project Map:

Current Status:

▪


Project Location:

5080 Hamner Avenue (Accessor Parcel Numbers: 160-020-079) (Goodman CR-10)


Major Development Review and Conditional Use Permit for development and operation of a 4,833 sq. ft. restaurant with two drive-through lanes

Planner: Allen Lim

Notes:

▪ Received application on February 19, 2019.

▪ Incompleteness letter sent on March 13, 2019.

▪ Comment letter sent on March 25, 2019.

▪ Meeting with applicant on April 3, 2019 to discuss comment letter.

▪ Revised plans received on April 12th and April 29th.

▪ Planning Commission approved on May 15, 2019.

▪ Construction plans approved.

43



9

Altura Credit Union D.R (GCC.5)

Project: Goodman Commerce Center CR-8 Altura Credit Union - Major Development Review (DR)

Project Map:

Current Status:

▪ Awaiting grading and building submittal


Project Location:

Southeast corner of Hamner Avenue and Cantu-Galleano Ranch Road – West of Goodman Way Parcel 10 of Parcel Map 37208; (Assessor’s Parcel Number: 160-020-082)


▪ Major Development Review for the development of a Credit Union Bank (CR-8) totaling approximately 5,000 square feet

Planner: Allen Lim/Gina Gibson-Williams

Notes:

▪ Received application on December 12, 2019

▪ Routed for department review on December 23, 2019

▪ Awaiting department comments to be returned to Planning

▪ Planning and department comments provided to applicant on January 23, 2020

▪ Resubmittal received on Janurary 30, 2020

▪ The Planning Commission approved the project on February 19, 2020

44



10

Meet Fresh D.R (GCC.6)

Project: Goodman Commerce Center CR-6 Meet Fresh – Major Development Review (DR)

Project Map:

Current Status:

▪ Routed for department review on December 23, 2019

▪ Awaiting department comments to be returned to Planning

▪ Planning and department comments provided to applicant on January 23, 2020

▪ Resubmittal received on January 30, 2020



Project Location:

Southeast corner of Hamner Avenue and Cantu-Galleano Ranch Road – West of Goodman Way Parcel “A” of Lot Line Adjustment 2018-001; (Assessor’s Parcel Number: 160-020-088)


▪ Major Development Review for the development of a multi-tenant retail building (CR-6) totaling approximately 4,800 square feet

Planner: Allen Lim/Gina Gibson-Williams

Notes:

▪ Received application on December 12, 2019

45



11

“The Station” (GCC.7) Project: • Goodman Commerce Center “The Station” Planning Area 4 CR-6A,

CR-A, CR-B, CR-C

Project Map:

Project No.: • PLN20-20018_DR_001_TPM37936_CUP_002

Project Location:

• Southeast corner of Hamner Avenue and Cantu-Galleano Ranch Road, west of Goodman Way

• Assessor’s Parcel Number (APN): 160-020-066, -068, -071, -084


• Major Development Review: o 6,000 sf. retail building (CR-6A) located on a building pad

directly east of CR-6. This building proposes three retail tenant spaces with an outdoor plaza and casual seating area.

o 21,500 square foot retail building (CR-A) locating directly north of the Costco Wholesale Store.

o 35,000 square foot retail grocery building (CR-B) located adjacent to CR-A. This use is proposed to be a typical, full service, grocery retailer. This store would be accessed through a shared courtyard entrance, as well as an entrance to the parking lot.

o 16,000 square foot food hall (CR-C) located across from the grocery retailer, accessed through a shared courtyard entrance. The food hall could support up to nine, individual quick service food tenants/units with shared casual seating indoors, outdoors, and within the courtyard area. The food hall would provide restrooms within the CR-C building.

46



12

• Tentative Parcel map: o Non-residential parcel map to create 11 commercial

parcels and facilitate various site and circulation improvements would be made to connect the parking areas to the nearby roadways. In addition, pedestrian walkways are proposed to connect buildings within “The Station” to these new proposed uses.

• Conditional Use Permit:

o To allow for the on-site consumption in association with

bona-fide food sale/restaurant uses and the off-site sale for the grocery retail store.

Current Status:

• Application submitted on May 14, 2020

• Distributed to Development Review Committee on May 21, 2020 and received comments and draft conditions on June 11, 2020

• Approved by the Planning Commission on July 15, 2020

• Approved by the Planning Department on July 27, 2020

Planner: • Gustavo Gonzalez

47



13

The Campus (MAP ID: CAM) Project: The Campus (former Providence Business Park) Project Map:

Current Status:

▪ Approved

Project No. 12-0750

Project Location:

West of Archibald Avenue and approximately 750 ft. south of Limonite Avenue (APNs 144-010-002, -033, -037 & -038)


Change of Zone, Major Development Review, and Tentative Parcel Map for the development of a business park consisting of 11 new industrial buildings ranging from 12,850 square feet to 129,000 square feet (totaling approximately 694,770 square feet), one 2-story office building of 33,600 square feet, and two retail buildings totaling 10,600 square feet on 53.37 gross acres of vacant land (former Bircher’s site).

CEQA: EIR Addendum

Planner: Allen Lim

Notes:

▪ Approved by City Council on April 9, 2014

▪ All industrial buildings are built and occupied.

▪ See the following projects for more recent activity at The Campus (former Providence Business Park) Development:

▪ PLN19-20001 The Campus Self-Storage Facility DR, CUP (CAM.1)

▪ PLN19-20008 The Campus 7-Eleven DR, CUP (CAM.2)

▪ Front land abutting Archibald has been entitled with The Campus Self-Storage and The Campus 7-Eleven.

48



14

Self-Storage D.R & C.U.P (CAM.1) Project: The Campus Self-Storage Facility DR & CUP Project Map:

Current Status:

▪ Approved by Planning Commission. ▪ Precise Grading Plans received January 2, 2020 for department review. Comments

have been returned to applicant. ▪ Precise Grading Plans approved by Planning on January 16, 2020


Project Location:

West side of Archibald Avenue and South of Providence Way; (Accessor Parcel Number: 144-010-063)


Major Development Review and Conditional Use Permit for development and operation of a 4-story, self-storage facility in the front portion of The Campus development.

Planner: Allen Lim

Notes:

▪ Received application on January 22, 2019.

▪ This project would replace an earlier approval for a two-story office building at this location.

▪ Application incompleteness letter sent on February 11, 2019.

▪ Comment letter sent on February 25, 2019.

▪ Second resubmittal received on February 27, 2019.

▪ 2nd incomplete application letter sent on March 13, 2019.

▪ 3rd resubmittal received on May 23, 2019.

▪ 4th submittal received on June 7, 2019.

▪ Planning Commission consideration and approval on July 17, 2019.

49



15

7-Eleven C.U.P (CAM.2A)

Project: The Campus 7-Eleven Gas Station DR, CUP’s Project Map:

Current Status:

▪ Approved by Planning Commission.


Project Location:

The Campus (West side of Archibald and South of Providence Way); (Accessor Parcel Number: 144-010-063)


Major Development Review and Conditional Use Permit for development and operation of a convenience store, gas station and carwash.

Planner: Allen Lim

Notes:


▪ Incomplete letter sent on March 14, 2019.

▪ Comment letter sent on March 22, 2019.

▪ 2nd resubmittal received on May 17, 2019.

▪ 3rd submittal received on June 7, 2019.

▪ Planning Commission consideration and approval on July 17, 2019.

N

50



16

7-Eleven Appeal (CAM.2B) Project: The Campus 7-Eleven Gas Station DR Appeal Project Map:

Current Status:

▪ City Council consideration in August 28, 2019.

▪ City Council denied the appeal and recommended new conditions on August 28, 2019.


Project Location:

The Campus (West side of Archibald and South of Providence Way); (Accessor Parcel Number: 144-010-063)


▪ Appeal Planning Commission’s approval of a Major Development Review and Conditional Use Permit for development and operation of a convenience store, gas station and carwash.

Planner: Allen Lim

Notes:

▪ Received application on July 29, 2019.

N

51



17

The Ranch (MAP ID: RNCH) Project: The Ranch Project Map

Current Status:

▪ Approved.

▪ Continue discussing potential development for commercial portion.

▪ Construction of six industrial/warehouse buildings are completed.

▪ Final Cancellation of the Williamson Act Contract for the Rodriguez Site scheduled for City Council meeting on July 24, 2019

Project No. 15-0783

Project Location:

Northeast and southeast corners of Hellman and future Limonite (Kimball) Avenues, west of Cucamonga Creek Channel.

Moons Site (APNs: 144-010-008-0, 144-101-013-4) and Rodriguez Site (APN: 144-010-009-1)


• Specific Plan Amendment to modify boundaries for Planning Areas 1 through 6, land use designation for Planning Area 5, and revisions to allowable uses. No revisions to Planning Areas 7 through 9.

• Major Development Review for six (6) industrial buildings totaling 985,000 square feet on six (6) parcels.

• Tentative Parcel Map No. 36787 to subdivide approximately 97 gross acres into 14 legal parcels.

CEQA: EIR Addendum

Planner: Allen Lim

Notes:

▪ Approved by City Council on December 9, 2015.

▪ February 19, 2016, a new owner purchased the six (6) industrial lots.

▪ Monument Sign approved on February 1, 2018.

▪ See the following projects for more recent activity at The Ranch:

▪ Project No. PLN18-20007: Eastvale 88,000 square-foot Warehouse building in Planning Area 3. (RNCH.1)

▪ Project No. PLN18-20050: Howard Industrial -Major Development Review, Tentative Map for Planning Areas 7, 8 and 9 (RNCH.2)

▪ Project No. PLN19-20034: Transwestern – Major Development Review, Amendment to Tentative Parcel Map for Planning Areas 7, 8,and 9 (RNCH.3)

▪ Project No. PLN19-20035: Summit Development – Major Development Review for Planning Area 6 (RNCH.4)

52



18

Warehouse/Industrial D.R (RNCH.1) Project: The Ranch Planning Area 3 Warehouse/Industrial Building Project Map:

Current Status:

▪ Approved construction plans October 31, 2018.

▪ Currently under construction.


Project Location:

Planning Area 3 of The Ranch at Eastvale


Major Development Review to construct an 88,000 square-foot industrial building on 5 acres in Planning Area 3 of The Ranch at Eastvale.

Planner: Allen Lim

Notes:


▪ On May 16, 2018 Planning Commission approved Major Development Review

53



19

Howard Industrial (RNCH.2)

Project: Howard Industrial at The Ranch (Rodriguez Site) Project Map:

Current Status:

▪ Waiting for grading and construction plan submittal.

▪ Final Cancellation of Williamson Act Contract approved by City Council July 24, 2019.


Project Location:

East end of Limonite Avenue (The Ranch Planning Area 7, 8 and 9); Assessor’s Parcel Numbers: 144-010-009 and 144-010-004, and 144-010-005


▪ Major Development Review for development of a 21-acre site for light industrial uses located in Planning Areas 7 and 9 of The Ranch Specific Plan

▪ Tentative Parcel Map to subdivide the project site.

▪ Diminishment of Agricultural Preserve & Williamson Act Cancellation for the project site.

Planner: Allen Lim

Notes:

▪ Agricultural Preservation & Williamson Act Cancellation submitted on September 4, 2018.

▪ Major Development Review and Tentative Parcel Map received on October 24, 2018.

▪ Approved by Planning Commission for Major Development Review and Tentative Parcel Map on December 19, 2018.

▪ Approved by City Council for diminishment of the agricultural preserve and tentative cancellation of the Williamson Act contract on February 13, 2019

▪ Staff is in discussion with a new owner regarding design changes.

54



20

Rodriguez Site D.R (RNCH.3) Project: The Ranch by Transwestern (Rodriguez Site) Project Map:

Current Status:

▪


Project Location:

East end of Limonite Avenue (The Ranch Planning Area 7, 8 and 9); (Assessor’s Parcel Numbers: 144-010-009 and 144-010-004, and 144-010-005)


▪ Major Development Review (DR) and an Amendment to the Tentative Parcel Map (TPM) to construct 2 light industrial warehouses on the Rodriguez Site (Planning Area 7, 8, and 9) located on the southeast corner of Moon Place and Remington Avenue.

Planner: Allen Lim

Notes:

▪ Received application on September 3, 2019.

▪ Routed to other departments for review.

▪ Incompleteness letter provided to applicant on October 8, 2019

▪ Precise Grading Plans received 12/23/19; Precise Grading comments provided 1/13/20; Awaiting resubmittal of Major Development Review and Precise Grade.

▪ Routed for comments from other departments on February 12, 2020

▪ Received comments on February 26, 2020

▪ Received Submittal 3 on April 8, 2020

▪ Will receive feedback and conditions of approval on May 4, 2020

55



21

Summit Development Pre-Application (RNCH.4) Project: The Ranch by Summit Development (Parcel 14) Pre-Application Project Map:

Current Status:

▪ Construction submittal under review.


Project Location:

East end of Limonite Avenue (The Ranch Planning Area 6); (Assessor’s Parcel Number: 144-010-058)


▪ A Pre-Application for a 61,000 square foot light industrial building on 4.36 acres of Parcel 14 on The Ranch. The building will be located in Planning Area 6 of The Ranch Specific Plan.

Planner: Allen Lim

Notes:

▪ Received application on September 12, 2019.

▪ Routed to other departments for review.

▪ Comments provided to applicant 10/17/19

▪ Formal submittal received January 15, 2020 – Routed for department review

▪ Planning Commission approved the project on February 19, 2020

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22

Hamner Place (MAP ID: HPLC) Project: Hamner Place (former Polopolus Property) Project Map:

Current Status:

▪ Approved by City Council

▪ Waiting for building construction plans

▪ Groundbreaking July 12, 2019

▪ Currently undergoing rough grading.

▪ Precise Grading plans received December 23, 2019; Comments provided January 6, 2020;

▪ Precise Grading Plans approved.


Project Location:

7270 Hamner Avenue; North of Silver Lakes Sports Complex and east of Hamner Avenue. APNs: 152-060-002 and -003


General Plan Amendment, Change of Zone, Tentative Parcel Map, and Major Development Review for the development of a retail center, and four Conditional Use Permits for the operations of certain uses and sales of alcohols.

CEQA: Environmental Impact Report (EIR)

Planner: Gina Gibson-Williams/ Allen Lim

Notes:

▪ June 25, 2018, applicant withdrew two Conditional Use Permits (for a drive-through on Pads 2 and for alcohol sales in a future gas station convenience store).

▪ June 27, 2018: City Council certified the Final EIR and approved all applications. Notice of Determination recorded on June 28, 2018.

▪ See the following projects in the retail center:

▪ Project No. PLN18-20041: Chevron Gas Station and Convenience Store DR CUP

▪ Project No. PLN19-20023: Lewis Retail Suites Hotel DR CUP

▪ Project No. PLN19-20053: Tony’s Chophouse and Retail Suites DR

▪ Project No. PLN19-20044: Appeal Chevron Gas Station and Convenience Store DR CUP

▪ Mass grading plan received on June 10, 2019; comments provided on June 12, 2019 requesting for documentations showing compliance with the conditions of approval for grading permit issuance.

▪ Rough grading plans received on June 24, 2019; Received documentation showing compliance to Conditions of Approval and approved July 2, 2019.

57



23

Hotel Suites (HPLC.1) Project: Hotel Suites at Hamner Place Project Map:

Current Status:

▪ Provided comments back on February 27, 2020. ▪ Construction plans under review.


Project Location:

Southeast corner of Hamner Avenue and Schleisman Road; (Accessor Parcel Number: 152-050-050)


A Major Development Review for a hotel and a banquet facility and a Conditional Use Permit for the sale of alcohol for on-site consumption.

Planner: Gina Gibson-Williams

Notes:

▪ Received application on June 6, 2019.

See the following project for more information:

▪ PLN17-20015: Hamner Place (former Polopolus Property)

▪ Approved by Planning Commission on June 19, 2019.

▪ Building plans received for review on Janurary 30, 2020

58



24

Hamner Place Chevron Appeal (HLPC.2A) Project: Appeal for Chevron Gas Station (Hamner Place) DR & CUP Project Map:

Current Status:

▪ Scheduled for City Council consideration on January 22, 2020

▪ City Council approved the project and recommended new conditions of approval on January 22, 2020

Project No. PLN19-20055 (see PLN18-20041)

Project Location:

7180 Hamner Avenue; northeast corner of Hamner Ave. and Schleisman Rd.; (Assessor’s Parcel Number: 152-060-003)


▪ Appeal Planning Commission’s denial for the Major Development Review for a new Chevron gas station with a 3,018 square-foot convenience store, 3,472 square-foot canopy and a Conditional Use Permit, to allow the sales of beer and wine for off-site consumption (See Map ID: 19)

Planner: Allen Lim

Notes:

▪ Received application on November 26, 2019

59



25

Hamner Place Chevron Initial (HPLC.2B) Project: Chevron at Lewis Retail at the Hamner Place (former Polopolus

Property) Project Map:

Current Status:

▪ Planning Commission denied the project on November 20, 2019.

▪ Applicant has submitted an application to appeal the Planning Commission’s decision on November 20, 2019 (See PLN19-20055)


Project Location:

7180 Hamner Avenue; northeast corner of Hamner Ave. and Schleisman Rd. (Assessor’s Parcel Number 152-060-003)


Major Development Review for a new Chevron gas station with a 3,018 square-foot convenience store, a 3,472 square-foot canopy with five (5) fueling dispensers, and associated site improvements.

• Conditional use permit for sales of beer and wine for off-site consumption.

Planner: Allen Lim

Notes:

▪ Received application on July 24, 2018; has been routed to the other departments for a review.

▪ Incompleteness letter out to applicant on August 28, 2018.

▪ Comment letter provided to applicant on September 18, 2018.

▪ Second revised development plans received November 5, 2018.

▪ Second submittal comment letter provided to applicant on November 14, 2018.

▪ Third revised development plans received January 22, 2019.

Incompleteness letter to applicant on February 12, 2019.

▪ Comment letter sent to applicant on February 20, 2019.

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26

Tony’s Chophouse and Retail Suites D.R (HPLC.3) Project: Tony’s Chophouse and Retail Suites at Hamner Place – Major

Development Review (DR) Project Map:

Current Status:

▪ Planning Commission consideration and approval on December 18, 2019


Project Location:

Southeast corner of Hamner Avenue and Schleisman Road; (Accessor’s Parcel Number: 152-060-003)


▪ Major Development Review for a multi-tenant building to include retail suites and a potential restaurant. The restaurant is proposed to be 5,910 square feet and the shops portion of the building is 2,270 square feet for a total building floor area of 9,190 square feet.

Planner: Gina Gibson-Williams

Notes:

▪ Received application on November 21, 2019

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27

The Merge (MAP ID: MRG) Project: The Merge Retail and Industrial Center Project Map:

Current Status:

▪ City Council approval on December 12, 2018.

▪ January 9, 2019, City Council conducted second reading of ordinance for Change of Zone.

▪ Received Industrial Precise Grading Plans 8/15

▪ Received Retail/Commercial Precise Grading Plans 8/20

▪ Construction building plan resubmittal received 9/17. Comments provided 9/26

▪ Construction building plans for industrial buildings 1-6 approved by Planning 11/25/19

▪ Sprouts (Major 1) is completed and in operation 10/28/20


Project Location:

Northeast corner of Limonite Avenue and Archibald Avenue; APN: 164-010-019-6


Major Development Review, Tentative Parcel Map, and Variance for the development of a retail and light industrial center on an approximately 26-acre site, and various Conditional Use Permits for certain uses.

Planner: Allen Lim

Notes:

▪ Received application on May 24, 2018; Development plans received on June 26, 2018.

▪ Draft Environmental Impact Report (EIR) available for a 45-day public review period from September 18, 2018, to November 2, 2018.

▪ Condition Use Permits application submitted on October 1, 2018.

▪ November 21, 2018, Planning Commission recommended approval of all applications, plus added new conditions for the Major Development Review application.

▪ December 12, 2018, City Council certified the EIR and approved all applications as recommended by the Planning Commission including the new conditions recommended by the Planning Commission, plus the Council added one new condition for the Major Development Review.

▪ Construction building plans received April 2, 2019 for Sprouts and Starbucks. Comments provided on April 29, 2019.

▪ Construction building plans received April 24, 2019 for all industrial buildings (1 through 6). Comments provided on May 22, 2019.

▪ Construction building plans for Chevron received May 8, 2019; comments provided June 11, 2019.

62



28

Retail Minor D.R (MRG.1) Project: The Merge Retail (Major 2) Minor Development Review Project Map:

Current Status:

▪ Application has been deemed incomplete on December 23, 2019

▪ Received resubmittal on February 3, 2020

▪ The Planning Department approved the project on February 26, 2020


Project Location:

Northeast corner of Limonite Avenue and Archibald Avenue; (Assessor’s Parcel Number: 164-010-019-6)


▪ Minor Development Review to replace the previously approved pharmacy with a drive through to two (2) retail buildings.

Planner: Allen Lim

Notes:

▪ Received application on October 28, 2019.

63



29

Retail Major Shops 4 D.R (MRG.2) Project: The Merge Retail Major Development Review (DR) Shops 4 Project Map:

Current Status:

▪ Resubmittal 1 received on December 3, 2019

▪ Resubmittal 1 has been deemed incomplete on December 20, 2019.

▪ Received preliminary elevations on 1/14/20 for Planning review.

▪ Resubmittal 2 received on February 3, 2020



Project Location:



▪ Major Development Review for the addition of one new building with a drive-through Shops 4 with drive-through is estimated to be 10,500 square feet.


Notes:

▪ Received application on November 7, 2019.

▪ Application has been deemed incomplete November 7, 2019

64



30

Retail Shops 4 C.U.P (MRG.3) Project: The Merge Retail Shops 4 Drive-Through CUP Project Map:

Current Status:


▪ Resubmittal has been deemed incomplete on December 20, 2019.




Project Location:



▪ Conditional Use Permit for the operation of a Drive-Through at Shops 4 of the Merge.


Notes:



65



31

Retail Pad 2 C.U.P (MRG.4) Project: The Merge Retail Pad 2 Drive-Through CUP Project Map:

Current Status:


▪ Resubmittal has been deemed incomplete on December 20, 2019.


▪ The Planning Commission did not approve the project on February 19, 2020 and the applicant will be resubmitting at a later date.


Project Location:



▪ Conditional Use Permit for the operation of a Drive-Through at Pad 2 of the Merge retail.


Notes:



66



32

Walmart (MAP ID: WMT) Project: Walmart – Eastvale Crossings Project Map:

Current Status:

▪ Waiting for applicant to submit construction plans.

▪ Scheduled for January 15, 2020 Planning Commission consideration for Tentative Tract Map – Extension of Time (PLN19-20052)

▪ Extension of Time (PLN19-20052) has been approved by the Planning Commission on 1/15/2020

Project No. 12-0051

Project Location:

Southeast corner of Limonite and Archibald Avenues (APN 144-030-039)


General Plan Amendment, Change of Zone, Major Development Review, five Conditional Use Permits, Tentative Tract Map No. 35061, and Variance for the development of a 177,000 +/- sq. ft. retail store and several outparcels on 24.78 acres.

CEQA: Environmental Impact Report (certified)

Planner: Allen Lim

Notes:

▪ City Council approval on April 26, 2017.

▪ Project was reviewed by the Riverside County Airport Land Use Commission and received a conditional finding of conformance with the Chino Airport Land Use Compatibility Plan.

▪ Public review of DEIR available from September 27 to November 17, 2016.

▪ On March 15, 2017, the Planning Commission reviewed and recommended approval of the project to City Council.

▪ City Council public hearing on April 12, 2017, with a staff recommendation to continue the hearing to April 26, 2017.

▪ City Council approval on April 26, 2017. Notice of Determination recorded on April 27, 2017.

67



33

The Enclave Medical Office (MAP ID: EMED) Project: Medical Office Building and Dialysis Center at The Marketplace at The

Enclave Project Map:

Current Status:

▪ DaVita Dialysis Center is completed

▪ 2-story medical office building is complete.


Project Location:

14252/14260 Schleisman Rd; at The Marketplace at The Enclave shopping center (144-860-018 and 114-860-020)


Major Development Review for the construction of a 30,000-sq. ft. two story medical office building and 10,000-sq. ft. dialysis center on the empty area at the south end of the shopping center.

CEQA: Previously certified EIR

Planner: Allen Lim

Notes:

▪ Approved by Planning Commission on May 17, 2017.

▪ Approved Building Construction Plan for the 2-story medical office building.

▪ Landscape plans approved

▪ Construction Trailer Temporary Use Permit approval letter to applicant on February 12, 2019

▪ Crosswalk has been modified according to the conditions of approval.

▪ Revisions for the 2-story office building was received on May 29, 2019; comments provided June 3, 2019.

68



34

South Milliken Distribution Center (MAP ID: SMDC) Project: South Milliken Distribution Center Project Map:

Current Status:

▪ Approved


Project Location:

East of Milliken Avenue, north of the SR-60, 0.2-mile west of the I-15/SR-60 interchange, and 0.4 miles south of Mission Boulevard APNs: 156-030-001 & -002


▪ General Plan Amendment, Change of Zone, and Major Development Review for the development of a 273,636-square foot industrial warehouse building with 29 dock doors located on a 15.8-acre site. General Plan Amendment of the entire site from Commercial Retail to Light Industrial. Change of Zone for the northern 12.5-acre lot from "C-P-S" to "MM"; no changes to the 3.3-acre lot with "M-M" zoning at southeastern portion of the site.

▪ CEQA: Not Determined.

Planner: Allen Lim

Notes:

▪ Received application on April 27, 2017.

▪ On February 7, 2018 Planning Commission recommended approval to City Council.

▪ March 14, 2018 City Council continued project to March 28, 2018 Public Hearing.

▪ On March 28, 2018 City Council approval

▪ Approval letter, final Conditions of Approval, stamped plans sent to applicant on April 10, 2018.

▪ Signed resolution sent to applicant on April 11, 2018.

▪ 2nd year fly survey completed; result is negative

69



35

Sendero Homes (MAP ID: SH.1) Project: Sendero Cluster Homes by Lennar Project Map:

Current Status:

▪ Model homes are open.

▪ Under construction.


Project Location:

West portion of Sendero (Tracts 36775-2, 36775-3, and 36775) at northwest corner of Limonite Avenue and Harrison Avenue.


Minor Development Review for Master Home Plan of the 6-Pack and 8-Pack at Sendero.

Planner: Allen Lim

▪ Received application on December 19, 2017, plans provided on December 21, 2017.

▪ Final Site of Development plans are approved on May 1, 2018.

▪ Architectural elevation approved on August 14, 2018.

▪ On-site Subdivision Flags signage submitted on March 28, 2019 by Lennar and approved on April 30, 2019.

70



36

Sendero Front Loaded Homes (MAP ID: SH.2) Project: Sendero Century Communities Front Loaded Homes Project Map:

Current Status:

▪ Under construction.

▪ Model homes are open.

▪ Waiting for revised FSOD map.

▪ Precise Grading Plans received December 23, 2019 – Planning approved Precise Grading on January 6, 2020


Project Location:

Northeast corner of Archibald Avenue and Chandler Street; Tract Map 36775-1


Minor Development Review for architectural design and Final Site of Development for front loaded homes (eastern side of the SEC easement) at Sendero. This portion consists of 82 single-family homes.

Planner: Allen Lim

Notes:

▪ Received application on June 27, 2018; has been routed to the other departments for a review.

▪ Architectural plans and enhancement map approved on August 15, 2018.

▪ Phase 1 and 2 of Precise Grading Plans approved September 9, 2018.

▪ Revised lot exhibits approved September 20, 2018.

▪ Front load landscape plans are approved on December 11, 2018.

▪ Sendero Century Community Subdivision Sign application submitted on February 7, 2019.

▪ Applicant resubmitted On-site subdivision flags signage plans May 6, 2019.

▪ Received revised Final Site of Development (FSOD) map on May 7, 2019 and grading plans on May 22, 2019. Comments provided on May 23, 2019.

▪ On-site subdivision flags approved April 30, 2019.

▪ Applicant proposes house plotting changes.

71



37

Prado Homes (MAP ID: PRDH) Project: Prado Residential Development by Lennar Project Map:

Current Status:

▪ Project site is currently undergoing grading.

▪ Model homes are under construction.

▪ Revised HOA landscape plans approved May 16, 2019.


Project Location:

Southeast corner of Cucamonga Creek Channel and Schleisman Road


Major Development Review to develop a gated community of 243 attached and detached single-family homes on approximately 19 acres at Tract 35751 on Schleisman Road.

Planner: Allen Lim

Notes:


▪ Planning Commission approval on June 20, 2018.

▪ Approved final site of development on December 10, 2018.

▪ Approved construction plans and fence and wall plan on March 7, 2019.

▪ HOA production landscaping plans approved on March 13, 2019.

▪ Temporary Use Permit (TUP) for model home complex and sales trailer approved on March 13, 2019.

72



38

Pulte Homes (MAP ID: PLTH) Project: Pulte Residential Development Project Map:

Current Status:

▪ Approved by Planning Director

▪ Models homes opened on March 9, 2019.


Project Location:

Southeast corner of Limonite Avenue and Scholar Way (west of Cloverdale Marketplace)


Minor Development Review for a Master Home Plan consisting of 79 residential units. This tract (Tract No. 28943) was approved and finalized by the County prior to cityhood.

Planner: Allen Lim

Notes:

▪ Received application on July 9, 2018. This is a recorded subdivision; application is

for the review of the design of the homes only.

▪ Approval letter sent on August 31, 2018.

▪ Revised architectural plans approved October 10, 2018.

▪ Construction building plans approved October 30, 2018.

▪ Site is being graded consistent with the recorded subdivision map.

▪ Approved construction fence and wall plans on March 7, 2019.

▪ Temporary Use Permit (TUP) for sales office approved March 26, 2019.

▪ On-site Subdivision Flags Signage approval letter sent on March 27, 2019.

▪ Received revised elevations for Lot 54 on April 25, 2019 and comment provided on May 2, 2019.

▪ Final revised elevation for lot 54 received on May 21, 2019; approved on May 22, 2019.

73



39

Sunshine Growers (MAP ID: SUN) Project: Sunshine Growers Nursery Project Map:

Current Status:

▪ Approved.

▪ Grading plans approved June 17, 2019

▪ Landscape plans approved June 20, 2019

▪ Construction plans approved July 17, 2019

▪ Awaiting submittal for freeway-oriented sign.


Project Location:

North of Riverside Drive; south of SR 60, east of Milliken Avenue, west of I-15; (Assessor’s Parcel Number 156-030-021, -023, -030, and -031)


Major and Minor Development Review for the installation of a 20,000 square-foot greenhouse for a plant nursery for Sunshine Growers Nursery located on Riverside Dr. and Hamner Ave.

Planner: Allen Lim

Notes:

Major Development Review

▪ Applications received on July 25, 2018 and October 3, 2018.

▪ Approved by Planning Commission on October 17, 2018.

▪ Approval letter and development plans sent on November 5, 2018.

▪ Construction plans for the nursery, retail, and wall for the trash enclosure received on April 8, 2019. Comment provided on April 23, 2019.

▪ Waiting for submittal for installation of propane gas from applicant.

▪ Grading plans received April 3, 2019. Comments provided April 24, 2019.

▪ Landscape plans received May 15, 2019. Comments provided May 23, 2019.

74



40

7-Eleven Hamner and Riverboat Appeal (MAP ID: 711HR) Project: Existing 7-Eleven on Hamner and Riverboat Alcohol CUP Amendment

Appeal Project Map:

Current Status:

▪ Approved


Project Location:

6993 Hamner Ave Suite B-1; (Accessor Parcel Number: 164-520-017)


Appeal Planning Commission’s denial for an Amendment to Conditional Use permit No. CUP0340, to allow the sales of distilled spirts (hard liquor) in addition to beer and wine (Type 21) at the existing 7-11 convenience store.

Planner: Allen Lim

Notes:

▪ Received application on May 28, 2019.

▪ On June 26, 2019 the City Council upheld the appeal.

75



41

Yoshiharu C.U.P (MAP ID: YSH) Project: Yoshiharu Japanese Ramen Alcohol Conditional Use Permit (CUP) Project Map:

Current Status:

▪ Approved

Project No. PLN20-20008_CUP_001

Project Location:

Southeast corner of Hamner Avenue and Cantu-Galleano Rancho Road 4910 Hamner Avenue, Suite 150 Assessor’s Parcel Number (APN): 160-510-019


▪ Conditional Use Permit to allow the sale of beer and wine (Type 41) for on-site consumption within an existing building and would not authorize any physical changes to the building.

Planner: Allen Lim

Notes:

▪ Received application and routed out for department review on March 04, 2020

▪ Received feedback on March 18, 2020

▪ Planning Commission approved the project on May 20, 2020

▪ Planning Department approved the project on June 01, 2020

▪ Applicant provided signed Conditions of Approval

76



42

Big Wok C.U.P (MAP ID: WOK) Project: Eastvale Marketplace Big Wok Alcohol CUP Project Map:

Current Status:

▪ Approval Letter and Conditions of Approval provided to applicant for signature on 10/1/2019 – Signature Received 10/2/2019

▪ Provided Signed Conditions of Approval to Alcohol Beverage Control.


Project Location:

Eastvale Marketplace 13394 Limonite Avenue Suite 100; (Accessor Parcel Number: 164-030-039)


Conditional Use Permit to allow the sales of beer and wine for on-site consumption.

Planner: Allen Lim

Notes:


▪ Incompleteness letter sent to Applicant on June 10, 2019.

▪ Requested information received on July 8, 2019.

▪ Staff is in preparation of staff report and materials for Planning Commission meeting.

▪ Project presented to Planning Commission for consideration on September 18, 2019. Planning Commission voted 5-0 approving the project.

77



43

Jono’s C.U.P (MAP ID: JONO) Project: Jono’s Simple Japanese Alcohol CUP Project Map:

Current Status:

▪ Planning Commission consideration and approval on December 18, 2019

▪ Approval Letter, Conditions of Approval, and Public Convenience/Necessity Letter provided to applicant for signature on 12/31/2019

▪ Signed Conditions of Approval received 12/31/19


Project Location:

6987 Hamner Ave Suite #7 (NWC of Riverboat Dr. and Hamner Ave.) ; (Assessor’s Parcel Number: 164- 520-017)


▪ Conditional Use Permit for alcohol sales at Jono’s Simple Japanese Food for on-site consumption.

Planner: Allen Lim

Notes:

▪ Received application on October 23, 2019.

▪ Application incompleteness letter provided to applicant 10/30/19

▪ Requested information received on 10/30/19

▪ Routed to other departments for review on 10/31/19

▪ Department comments received 11/14/19

▪ Staff is in preparation of staff report and materials for Planning Commission meeting.

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44

Gossett Self-Storage (MAP ID: GOSS) Project: Gossett Development Self-Storage Major DR, CUP, CoZ, GPA Project Map:

Current Status:

▪ Received application for Major DR, CUP, CoZ, and GPA on January 27, 2020

▪ Routed for comments from other departments on February 3, 2020.


▪ The Planning Commission approved the project on July 15, 2020.

▪ City Council approved the project on September 9,2020


Project Location:

14555, 14577, and 14587 Chandler Street; (Assessor’s Parcel Number: 144-120-002, -003, -004)


▪ Major Development Review for the development of 142,839 square foot self-storage facility on 3 parcels totaling 4.1 acres

▪ Conditional Use Permit to permit the self-storage facility

▪ Change of Zone from A-1 Light Agriculture to C-1/C-P General Commercial

▪ General Plan Amendment from Low Density Residential to Commercial Retail

Planner: Gustavo Gonzalez

Notes:

▪ Received pre-application on November 6, 2019

▪ Pre-application was routed out for comments from other departments on November 12, 2019

N

79



45

Van Leeuwen GP Amendment (MAP ID: VAN) Project: Van Leeuwen COZ, GPA, ZCA Project Map:

Current Status:

▪ Project presented to City Council for consideration on September 11, 2019. City Council voted 4-0 approving the project.


Project Location:

13000 Citrus Street; (Accessor Parcel Number: 152-050-050)


General Plan Amendment from low density to high density and Change of Zone from A-2 to R-3 with a senior housing overlay and zone text amendment to create a senior housing overlay.

Planner: Allen Lim

Notes:


▪ Project presented to Planning Commission for consideration and recommendation to City Council on July 17, 2019. Planning Commission voted 5-0 recommending approval to City Council.

▪ July 17, 2019, Planning Commission recommended approval to City Council.

N

80



46

The Homestead (MAP ID: HSTD) Project: The Homestead Project Map:

Current Status

▪ City Council approved the project on April 8th, 2020 ▪ Planning Commission approved the project on March 18, 2020


Project Location:

West of Archibald Avenue at the westerly terminus of Limonite Avenue; (Accessor Parcel Numbers: 144-010-015, -018, -020, -023, -032)


▪ Major Development Review for construction of seven(7) light industrial/ warehouse buildings

▪ Change of Zone from A-2 to I-P

▪ Tentative Parcel Map for subdivision of the site into seven(7) parcels

▪ Variance from the standard landscape shading requirements.


Notes:

▪ Received application on June 25, 2019.

▪ Submittal received July 2, 2019; routed to other departments for review.

▪ Request for proposal of an Environment Impact Report (EIR) sent on July 3, 2019. Proposals due on July 24, 2019.

▪ EIR screen check draft under review 1/8/20

▪ Project Under Review

▪ Received resubmittal 2 on February 6, 2020

▪ Routed for comments on February 10, 2020


▪ Received resubmittal 3 on March 11, 2020

81



47

Fire Wings C.U.P (MAP ID: FWNGS) Project: • Fire Wings Alcohol CUP Project Map:

Current Status:

• Approved by the Planning Commission on September 16, 2020

Project No.: • PLN20-20031_CUP_002

Project Location:

• Northeast corner of Hamner Avenue and Limonite Avenue at Eastvale Gateway North

• Assessor’s Parcel Number (APN): 160-230-019


• Conditional Use Permit: o To sell beer and wine (Type 41) for on-site consumption of alcohol at

the new Fire Wings restaurant located in Eastvale Gateway North (previously Pick Up Stix)

Project Planner:

• Allen Lim

Notes: • Application submitted on July 27, 2020

• Distributed to Development Review Committee; comments and draft conditions are expected by August 17, 2020

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48

Jinya Ramen C.U.P (MAP ID: FWNGS) Project: • Jinya Ramen Alcohol CUP Project Map:

Current Status:

• Approved by the Planning Commission on October 21, 2020.

Project No.: • PLN20-20045_CUP_003

Project Location:

• Southwest corner of Hamner Avenue and Limonite Avenue at Cloverdale Market Place

• Assessor’s Parcel Number (APN): 160-700-001


• Conditional Use Permit: o To authorize the sale of beer, wine and

distilled spirits for consumption on and off the license premises (Type 47) which must operate in a genuine eatery for the proposed Jinya Ramen restaurant located in Cloverdale Market Place

Project Planner:

• Allen Lim

Notes: • Application submitted on August 31, 2020

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49

Future

The Leal Plan (MAP ID: LEAL) Project: Leal Master Plan Project Map:

Current Status:

▪ Adopted by City Council on December 13, 2017.

▪ Staff continues to coordinate with the property owners as they seek a developer(s) for the site.

Project No. Special Project

Project Location:

160 acres + at the northwest corner of Hamner and Limonite Avenue, east of Scholar Way, and south of 58th Street.


This Master Plan describes the community’s vision for the project area, identifies appropriate land uses, and includes the development standards that are necessary to achieve the vision, defines the character of the project’s development, lists the steps involved with the development process, and provides the project’s implementation plan.

CEQA: EIR


Notes:

▪ In September 16, 2016, the Planning Commission reviewed and recommended approval to City Council. May 2017 – City has been asked by property owner’s representative to postpone action on the project while issues related to the estate of Brad Leal are resolved August 30, 2017 – City met with Leal family and prospective developer to discuss processing and timing.

▪ City Council Approved Master Plan and Final Environmental Impact Report on December 13, 2017.

84


Public Works Department Update

Prepared By: Jimmy Chung, City Engineer

Recommended Action(s)Staff recommends that the City Council receive and file the Public Works Department update.

SummaryThe Public Works Department provides monthly updates on residen al and commercialdevelopment projects, encroachment permits, capital improvements projects including a grantsummary.

BackgroundNot Applicable.

EnvironmentalNot Applicable.

Strategic Plan Action - Priority Level: N/A | Target #: N/A | Goal #: N/ANot Applicable

Fiscal ImpactNot Applicable.

Prior City Council/Commission ActionNot Applicable.


85

Attachment(s)Attachment 1 - PW Project Update List Attachment 2 - Grants Summary


86

https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/787379/PW_Project_Update_List_JAN_2021.pdf

https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/787382/Grants_Summary_JAN_2021.pdf

EASTVALE PUBLIC WORKS PROJECT UPDATES

Page 1 of 22

PROJECT TYPE: Capital Improvements Project

PROJECT NAME: 1) Schleisman Extension and Hamner Place Storm Drain Project 2) Hamner Beautification Project PROJECT DESCRIPTION: 1) Street Improvement along Schleisman Road from the intersection

with Hamner Avenue, including curb & gutter, base pavement,

roundabout section, domestic water facilities, drainage facilities and

storm drain facilities along Hamner Avenue from the intersection of

Schleisman Road and Hamner Avenue, to the north.

2) Beautification project includes installation of landscape, hardscape,

final cap pavement, pavers, audio system and streetlights.

PROJECT STATUS: Schleisman Extension and Storm Drain project has been completed. Beautification Project has started in early August.

PROJECT SCHEDULE: Construction contract was awarded to GMC Engineering, Inc. on June 24, 2020 for the Hamner Beautification Project. The construction is estimated to be completed in Spring 2021.

PROJECT MAP:

87


Page 2 of 22


PROJECT NAME: Limonite Gap Closure

PROJECT DESCRIPTION: Project will connect from 2,450 LF east of Hellman Ave to Archibald

Avenue. The total length of the proposed project is approximately

3,200 LF including a bridge over the Cucamonga Creek. Both road and

bridge will serve 4 lanes of traffic including bicycle and pedestrian

facilities. A separate pedestrian bridge over the Cucamonga Creek

little south of the proposed vehicular bridge, as shown on the below

map, is also part of this project.

PROJECT STATUS: Design contract was awarded to Mark Thomas. PROJECT SCHEDULE: Design contract award date - May 22, 2019 Estimated 30% design complete - December 2019 Estimated 100% design complete - 2021 PROJECT MAP:

88


Page 3 of 22


PROJECT NAME: Improvement of Bike Network Connectivity/ATP Trails

PROJECT DESCRIPTION: Project will design and construct nearly 5 miles of trails running along

Scholar Way and Harrison Avenue. The project will provide dedicated

space for people to bike and walk from north Eastvale to the Santa

Ana River Trail on the south.

PROJECT STATUS: Design contract was awarded to Mark Thomas. PROJECT SCHEDULE: Mark Thomas will perform Phase 1A efforts consisting of preliminary

design and public outreach. Phase 1A is estimated to be completed in summer 2021.

PROJECT MAP:

89


Page 4 of 22


PROJECT NAME: Systemic Safety Analysis Report

PROJECT DESCRIPTION: Perform network collision analysis, identifying safety issues on the

City’s roadway networks. Development of low-cost systemic

countermeasures to prepare for future Highway Safety Improvement

Program and other safety program applications.

PROJECT STATUS: The contract was awarded to Kimley-Horn. Final draft of SSAR was received and filed by the Public Safety Commission, on October 27, 2020; and the City Council on October 28, 2020. Four systemic safety improvements recommended by the SSAR has been submitted for the Highway Safety Improvement Program (HSIP) Grant funding by the November deadline.

PROJECT SCHEDULE: Design contract award date - December 11, 2019 Report completion date - Completed, awaiting Caltrans

approval. PROJECT MAP:

90


Page 5 of 22


PROJECT NAME: SB821 65th Street Bicycle Safety Enhancement Project

PROJECT STATUS: Enhance the safety of bicyclists and pedestrians along 65th Street between Archibald Avenue and Hamner Avenue.

PROJECT STATUS: Project scope change has been requested to Riverside County

Transportation Commission (RCTC) to maintain the same number of

driving lanes and add buffered bike lanes.

PROJECT MAP:

91


Page 6 of 22


PROJECT NAME: Limonite Avenue and Schleisman Road Landscape Median Project

PROJECT DESCRIPTION: Install landscape in the existing medians on Limonite Avenue

(between Sumner and Scholar) and Schleisman Road (between

Gypsum Creek and Enclave).

PROJECT STATUS: Construction Contract was awarded to Aramexx on August 26. The construction of landscape median on Limonite Avenue has been completed.

PROJECT MAP:

LIMONITE AVENUE

AR

CH

IBA

LD A

VEN

UE

SCHLEISMAN ROAD

SUM

NER

AV

ENU

E

92


Page 7 of 22


PROJECT NAME: HSIP Pedestrian Countdown Head Installation Project

PROJECT DESCRIPTION: Install pedestrian countdown heads on all existing crosswalks within

the City of Eastvale.

PROJECT STATUS: Construction Contract was awarded to PTM on August 26. The construction began on October 19 and be completed in March 2021. Pedestrian countdown heads have been installed. Installation of pedestrian push buttons are estimated to be completed in February.

PROJECT MAP:

93


Page 8 of 22


PROJECT NAME: 2020 Annual Asphalt Concrete Overlay Project

PROJECT DESCRIPTION: Pavement overlay and preventative maintenance work on various

streets within the City.

PROJECT STATUS: Construction Contract was awarded to Hardy and Harper on August 26. The construction is substantially complete. Hardy and Harper will come back to perform additional work when the temperature is appropriate for paving work.

PROJECT MAP:

94


Page 9 of 22


PROJECT NAME: ADA Transition Plan

PROJECT DESCRIPTION: Program includes preparation and implementation of an ADA Self

Evaluation Plan as required under the Americans with Disabilities Act

(ADA). Future year funding will support removal of ADA barriers as

identified in the Plan. Annual program to provide improvements

focusing on ADA accessibility, including curb ramps and sidewalks

throughout the City.

PROJECT SCHEDULE: This is an on-going project. Currently, field work to identify ADA

barriers on City streets including curb ramps and sidewalks is on hold

due to Covid.

95


Page 10 of 22


PROJECT NAME: Traffic Sign Inventory

PROJECT DESCRIPTION: The project will improve roadway safety and traffic through upgrades

to existing and/or adding new high-visibility traffic signs.

PROJECT SCHEDULE: This is an on-going project. Currently, field work to collect data of the

existing traffic signs within the City is on hold due to Covid.

96


Page 11 of 22


PROJECT NAME: Limonite/I-15 Interchange

PROJECT DESCRIPTION: The improvements consist of a new 8-lane overcrossing, 3 through

lanes in each direction plus 2 turn lanes, widening of the off-ramps

from 2 to 4 lanes, the addition of 2 new loop on-ramps, and the

widening of Limonite Avenue to 4 lanes in each direction between

Hamner Avenue to Wineville Avenue. The County of Riverside

awarded a construction contract to Atkinson in amount of $39

million. This project is being managed by the County of Riverside.

Construction is estimated to be completed in November of 2019.

PROJECT SCHEDULE: All construction has been completed.The landscape work has been

completed and is under plant establishment period.

PROJECT MAP:

I-1

5

LIMONITE AVE

97


Page 12 of 22

PROJECT TYPE: Maintenance Project

PROJECT NAME: Landscape Improvements at Fire Station No. 27

PROJECT DESCRIPTION: The improvement consists of designing and planting new landscape in

front of Fire Station No. 27.

PROJECT SCHEDULE: Concept design is under review.

PROJECT MAP:

LIM

ON

ITE

AV

E

98


Page 13 of 22

PROJECT TYPE: Residential Development

PROJECT NAME: Prado (TR 35751)

PROJECT LOCATION: Southeast corner of Schleisman Road and Cucamonga Flood Channel

PROJECT DESCRIPTION: Improvements include a development of a gated community of 243

attached and detached single-family homes on approximately 19

acres.

PROJECT STATUS: • Onsite improvement ongoing

• Offsite improvement completed

PROJECT MAP:

SCHLEISMAN RD

99


Page 14 of 22


PROJECT NAME: Pulte (TR 28943)

PROJECT LOCATION: Southeast corner of Limonite Avenue and Scholar Avenue

PROJECT DESCRIPTION: Improvements consists of 79 residential units.

PROJECT STATUS: Onsite improvements ongoing

PROJECT MAP:

LIMONITE AVE

SCH

OLA

R W

AY

100


Page 15 of 22

PROJECT TYPE: Commercial Development

PROJECT NAME: The Merge

PROJECT LOCATION: Northeast corner of Limonite Avenue and Archibald Avenue

PROJECT DESCRIPTION: Improvements includes 26 gross acres.

PROJECT STATUS: Onsite improvements ongoing

PROJECT MAP:

AR

CH

IBA

LD A

VE

LIMONITE AVE

101


Page 16 of 22


PROJECT NAME: The Ranch by Transwestern

PROJECT NUMBER: PW19-11322

PROJECT LOCATION: East end of Limonite Avenue west of the Cucamonga Creek

PROJECT DESCRIPTION: Improvements include 20 gross acres including 2 light industrial

warehouses.

PROJECT STATUS: Precise grading permit has been issued

PROJECT MAP:

CU

CA

MO

NG

A C

REE

K

HEL

LMA

N A

VE

102


Page 17 of 22


PROJECT NAME: Vantage Point Church


PROJECT LOCATION: Northeast corner of Archibald Avenue and Prado Basin Park Road

PROJECT DESCRIPTION: Improvements include development of an approximately 85,000 sq.

ft. church which includes a sanctuary, classrooms, cafe, and a

bookstore on 10.43 acres.

PROJECT STATUS: • Onsite improvement ongoing

• Utility improvements ongoing

PROJECT MAP:

103


Page 18 of 22


PROJECT NAME: Hamner Place


PROJECT LOCATION: East of Hamner Avenue and Schleisman Road

PROJECT DESCRIPTION: Improvements include 21.48 gross acres.

PROJECT STATUS: Onsite improvement ongoing

PROJECT MAP:

HA

MN

ER A

VE

104


Page 19 of 22


PROJECT NAME: Beazer Homes (Tract 31476)


PROJECT LOCATION: Northeast corner of Hellman Avenue and Walters Street

PROJECT DESCRIPTION: Improvements include 40.6 gross acres. Improvements include the

construction of Hellman Avenue (half street) and the associated

water, sewer, and drainage improvements.

PROJECT STATUS: Public improvements completed

PROJECT MAP:

WALTERS ST

HEL

LMA

N A

VE

105


Page 20 of 22


PROJECT NAME: The Campus Business Park


PROJECT LOCATION: West side of Archibald Avenue south of Limonite Avenue

PROJECT DESCRIPTION: Improvements includes 53.37 gross acres with 11 development

parcels and 6 letter lots.

PROJECT STATUS: Public improvements completed

PROJECT MAP:

LIMONITE AVE

AR

CH

IBA

LD A

VE

106


Page 21 of 22


PROJECT NAME: Chevron Gas Station


PROJECT LOCATION: Southwest corner of Hamner Avenue and Riverside Drive

PROJECT DESCRIPTION: Improvements includes 1.67 gross acres.

PROJECT STATUS: Punch list items have been issued

PROJECT MAP:

RIVERSIDE DR

HA

MN

ER A

VE

107


Page 22 of 22


PROJECT NAME: 99 Cent Store


PROJECT LOCATION: Northwest corner of Hamner Avenue and Schleisman Road

PROJECT DESCRIPTION: Improvements include 2.67 gross acres. Improvements include all

public improvements across the project frontage along Schleisman

Road and Hamner Avenue

PROJECT STATUS: Punch list items remaining

PROJECT MAP:

HA

MN

ER A

VE

108

Agency Grant Name Project Name Grant Award Match Due Date Status

RCTC SB821 65th Street Bicycle Safety

Enhancement Project

$ 350,000.00 $ - 6/30/2021 Design in process

AQMD Mobile source Air Pollution

Reduction Committee (MSRC)

Electrical Vehicle Charging

Stations

$ 110,000.00 $ 110,000.00 7/6/2024 In communication with

developers to install EV

charging stations

Caltrans Highway Safety Improvement

Program (HSIP)

Accessile Pedestrian Signal and

Countdown Installation

$ 206,500.00 $ 83,500.00 36 months after

Notice-to-Proceed

from Caltrans

Under construction

CalRecycle Rubberized Pavement Grant

TRP 10

Annual Overlay Project $ 203,180.00 $ - 4/1/2021 Will commence with the next

Annual Overlay Project

CTC/

Caltrans

Active Transportation Project Improvement of Bike Network

Connectivity

$ 6,471,000.00 $ 1,620,000.00 6/30/2025 Under design

Caltrans Systematic Safety Analysis

Report Program (SSARP)

Systematic Safety Anlaysis

Report

$ 80,190.00 $ 8,910.00 Summer 2020 SSAR completed, awaiting on

Caltrans.

Flood

Control

District

Zone 2 Funding Line H Extension Project $ 933,552.60 $ - Completed

CTC/

Caltrans

Local Partnership Program Limonite Gap Closure Project 9,475,000.00$ -$ Award construction

December 2022

Grant request has been

approved

CTC/

Caltrans

Active Transportation Project Cucamonga Creek Bridge 1,999,000.00$ -$ September 2020 Grant application has been

submitted

CTC/

Caltrans

Active Transportation Project Southeast Eastvale Safe Routes

to School Gap Closures

1,420,000.00$ -$ September 2020 Grant application has been

submitted

EDA EDA Assistance Program

(CARES Act)

Limonite Business Hub - Gap

Closure

6,000,000.00$ TBD September 2020 Grant application has been

submitted

EDA EDA Assistance Program Hamner Place Infrastructure 8,000,000.00$ TBD September 2020 Grant application being

prepared

PUBLIC WORKS GRANTS SUMMARY

AWARDED GRANTS

FUTURE GRANTS

109


Program (HSIP)

Signal Coordination

439,500.00$ -$

November 2020 Grant application has been

submitted


Program (HSIP)

Advanced Deilemma Zone

Detection 712,800.00$ -$


submitted


Program (HSIP)

Retroflective Backplate for

Signals 278,100.00$ -$


submitted


Program (HSIP)

Leading Pedestrian Interval

333,400.00$ -$


submitted

110


City of Eastvale Crime Statistics – November 2020

Prepared By: Eva Terekhova, Emergency Management Specialist

Recommended Action(s)Staff recommends that the City Council receive and file the Eastvale Crime Sta s cs for November2020.

SummaryThe City Council requested staff to collaborate with the Riverside County Sheriff’s Department todevelop a crime sta s cs document that would reflect selected Part I and Part II crime data for theCity of Eastvale. Intended to show month-to-month crime sta s cs, the document will assist indetermining appropriate staffing levels for law enforcement services.

BackgroundIn May 2017, City Council directed staff to coordinate with the Riverside County Sheriff’sDepartment to request and obtain monthly crime sta s cs for the City of Eastvale. The primaryintent of the request was to determine appropriate staffing levels during the City’s contractnego a ons with the Sheriff’s Department. Over several weeks, the city manager and staff workedcollabora vely with Riverside County Sheriff’s Department administra on and management toobtain crime statistics that could be shared with the public on a regular basis. Upon receiving the data, the Riverside County Sheriff’s Department advised staff that the dataprovided would be reflec ve of the previous month, or thirty days behind the current month; andthat the report would need to include a disclaimer identifying the data as preliminary and raw. At the July 26, 2017 mee ng, City Council recommended that staff add columns reflec ve of felonyand misdemeanor arrests. During the September 26, 2017 mee ng, City Council recommended staff


111

add traffic viola ons/cita ons data and the total calls for service broken down per month. Crimesta s cs that were released in the me that passed since the last mee ng of the City Council areattached.

EnvironmentalCrime sta s cs are not a project pursuant to the California Environmental Quality Act (CEQA) and noenvironmental review is required.

Strategic Plan Action - Priority Level: 1A | Target #: 2 | Goal #: 4Explore implementa on of traffic enforcement and educa on opportuni es and grants (e.g.educa on regarding intoxicated/distracted drivers); and provide public informa on on crimestatistics.

Fiscal ImpactNone.

Prior City Council/Commission ActionJuly 25, 2017: Approved by the Public Safety CommissionSeptember 26, 2017: Approved by City Council

Attachment(s)Attachment - November 2020 Eastvale Crime Statistics.pdf


112

https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/802940/Attachment_-_November_2020_Eastvale_Crime_Statistics.pdf

City of Eastvale

Crime Statistics November 2020

Non-Violent Crime Statistics

PROPERTY CRIMES ESTIMATED 2020 POPULATION = 66,413

NOV 2020

CRIME

RATE PER

1000

NOV 2019

CRIME

RATE

PER

1000

OCT 2020

CRIME

RATE PER

1000

SEP 2020

CRIME

RATE

PER

1000

AUG 2020

CRIME

RATE PER

1000

YEAR TO

DATE

2020

YEAR END

TOTAL

2019

YEAR

END

TOTAL

2018

BURGLARY 9 0.14 16 0.24 6 0.09 13 0.20 3 0.05 111 150 139

VEHICLE THEFT 17 0.26 12 0.18 10 0.15 7 0.11 9 0.14 127 118 130

LARCENY THEFT 49 0.74 65 0.98 30 0.45 33 0.50 37 0.56 510 657 667

MAIL THEFT 11 0.17 5 0.08 8 0.12 5 0.08 4 0.06 72 53 72

INJURY TCS 15 0.23 22 0.33 7 0.11 12 0.18 13 0.20 125 202 215

FELONY ARREST 13 0.20 28 0.42 17 0.26 13 0.20 15 0.23 145 201 166

MISDEMEANOR ARREST

18 0.27 13 0.20 29 0.44 23 0.35 43 0.65 291 354 383

TRAFFIC

CITATIONS 237 3.57 269 4.07 287 4.32 332 5.00 373 5.62 2,954 3,335 3,299

TOTAL 369 N/A 430 N/A 394 N/A 438 N/A 497 N/A 4,335 5,082 5,071

Violent Crime Statistics

VIOLENT CRIMES ESTIMATED 2020 POPULATION = 66,413

NOV 2020

CRIME

RATE

PER

1000

NOV 2019

CRIME

RATE

PER

1000

OCT 2020

CRIME

RATE

PER

1000

SEP 2020

CRIME

RATE PER

1000

AUG 2020

CRIME

RATE PER

1000

YEAR TO

DATE 2020

YEAR

END

TOTAL

2019

YEAR

END

TOTAL

2018

HOMICIDE 0 0 0 0.00 0 0 0 0 1 0.02 1 0 1

RAPE 0 0 1 0.02 0 0 1 0.02 1 0.02 3 3 5

ROBBERY 6 0.09 2 0.03 4 0.06 1 0.02 0 0 22 25 27

AGGRAVATED

ASSAULT 10 0.15 4 0.06 5 0.08 5 0.08 5 0.08 53 52 27

ARSON 0 0 0 0 0 0 0 0 0 0 2 0 0

TOTAL 16 N/A 7 N/A 9 N/A 7 N/A 7 N/A 81 80 60

YEAR POPULATION TOTAL CALLS FOR SERVICE/FILE #S

2019 66,078* 24,587

2018 64,855* 28,383

2017 64,613* 32,295

2016 63,214* 31,234

2015 60,881* 26,556

2014 59,421* 28,641

LEGEND All data is preliminary, pending year end verification by CA-DOJ and FBI. The numbers

presented here are raw statistics based on the information currently in the Records Management System (RMS).

Source of population data: State of California, Department of Finance

“Total calls for service/file #s generated” encompass ALL call types inclusive of the ones listed and not listed on this chart.

Year to Date (YTD) is calendar year

TOTAL CALLS FOR SERVICE/FILE #S GENERATED YEAR: 2020 POPULATION: 66,413 TOTAL YTD: 21,672

JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC

1,979 2,217 1,966 1,712 1,904 1,799 2,084 1,961 1,932 2,345 1,773

113


Resolu on Authorizing City Officials to Execute Applica ons andDocumenta on for the Purposes of Obtaining Federal FinancialAssistance Provided by the Department of Homeland Security andSub-granted Through the State of California and the County ofRiverside

Prepared By: Gina Gibson-Williams, Community Development Director

Recommended Action(s)Staff recommends that the City Council adopt Resolu on 21-XX, a Resolu on of the City Council ofthe City of Eastvale Rescinding Resolu on No. 18-02 and Designa ng and Authorizing Certain CityOfficials to Execute Applica ons and Documents for the Purpose of Obtaining Federal FinancialAssistance Provided by the Department of Homeland Security and Sub-Granted Through the State ofCalifornia and the County of Riverside.

SummaryTo apply for and receive federal financial assistance provided by the Department of HomelandSecurity and sub-granted through the State of California, the City of Eastvale is required to designatecertain City officials who are authorized to execute all per nent grant applica ons and relateddocuments. This authority must be renewed every three years or as necessary. This reportrecommends City Council adopt the attached resolution, which will rescind Resolution No. 18-02 anddesignate and authorize certain City officials to execute applica ons and documents for the purposeof obtaining federal financial assistance provided by the Department of Homeland Security and sub-granted through the State of California for the dura on of the FY 2020, FY 2021, and FY 2022 grantperiods.


114

BackgroundOn October 28, 2015, the Eastvale City Council adopted Resolu on No. 15-32 which provided theCity Manager and Finance Director with signature authority to execute all necessary documentsrelated to the Fiscal Year 2015 Emergency Management Performance Grant (EMPG) and Fiscal Year2015 State Homeland Security Program (SHSP) Grant administered by the Governor’s Office ofEmergency Services. On January 24, 2018, the Eastvale City Council rescinded Resolu on No. 15-32 and adoptedResolu on No. 18-02 designa ng and authorizing certain City officials to execute all grantapplica ons and related documents necessary for the purpose of obtaining federal financialassistance provided by the Department of Homeland Security and sub-granted through the State ofCalifornia for three fiscal years.

EnvironmentalThe proposed Resolu on is not a project pursuant to the California Environmental Quality Act(CEQA) and no environmental review is required.

Strategic Plan Action - Priority Level: 2 | Target #: 2 | Goal #: 3Implement the neighborhood watch or community ambassador program; evaluate appropriatestaffing needs; include CERT training and emergency preparedness component.

Fiscal ImpactWithout a new Resolu on, the City would not be eligible to apply for or receive federal financialassistance provided by the Department of Homeland Security and sub-granted through the State ofCalifornia.

Prior City Council/Commission ActionOn January 24, 2018 the City Council approved Resolu on No. 18-02 designa ng and authorizingcertain City officials to execute all grant applica ons and related documents necessary for thepurpose of obtaining federal financial assistance provided by the Department of Homeland Securityand sub-granted through the State of California for three fiscal years.

Attachment(s)Attachment 1 - Resolution 21-XX.docx Attachment 2 - Resolution 18-02.pdf


115

https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/800594/Attachment_1_-_Resolution_21-XX.pdf

https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/791265/2._Resolution_18-02.pdf

RESOLUTION NO. 21-XX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EASTVALE, CALIFORNIA, RESCINDING RESOLUTION NO. 18-02 AND DESIGNATING AND AUTHORIZING CERTAIN CITY OFFICIALS TO EXECUTE APPLICATIONS AND DOCUMENTS FOR THE PURPOSES OF OBTAINING FEDERAL FINANCIAL ASSISTANCE PROVIDED BY THE FEDERAL DEPARTMENT OF HOMELAND SECURITY AND SUB-GRANTED THROUGH THE STATE OF CALIFORNIA AND THE COUNTY OF RIVERSIDE.

WHEREAS, the City Council of the City of Eastvale heretofore adopted Resolution No. 18-02 designating and authorizing certain City officials to execute said applications and documents; and

WHEREAS, the California Governor’s Office of Emergency Services requires that the Eastvale City Council update Resolution No. 18-02 in order to be eligible to apply for and receive federal financial assistance provided by the federal Department of Homeland Security and sub-granted through the State of California and the County of Riverside Emergency Management Department; and

WHEREAS, the City of Eastvale desires to continue to accept the State Homeland Security Program (SHSP) and Emergency Management Program Grant (EMPG) grants for grant years 2020 through 2022.

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

SECTION 1. Rescind resolution 18-02, which provides the City Manager and Assistant City Manager with signature authority to execute all necessary documents related to the EMPG and SHSP grants administered by the Governor’s Office of Emergency Management for the duration of three fiscal years.

SECTION 2. That the City Manager, Finance Director, or designee are hereby authorized to execute and submit for and on behalf of the City of Eastvale, a local government established under the laws of the State of California, applications and other related documents, including agreements amendments, extensions, and grant award documents, for the purpose of obtaining federal financial assistance provided by the federal Department of Homeland Security and sub-granted through the State of California.

SECTION 3. That this authorization shall be in effect for the duration of the FY 2020, FY 2021, and FY 2022 grant periods of the SHSP and EMPG.

PASSED, APPROVED AND ADOPTED this 27th day of January, 2021.

116

Jocelyn Yow Mayor

APPROVED AS TO FORM: ATTEST:

Erica Vega City Attorney


117

STATE OF CALIFORNIA)COUNTY OF RIVERSIDE ) § CITY OF EASTVALE )

I, Marc A. Donohue, City Clerk of the City of Eastvale, California, do hereby certify that the foregoing City Council Resolution No. 21-XX, was duly adopted by the City Council of the City of Eastvale, California, at a meeting held on the 27th day of January 2021, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:


118


Update to Personnel Policies and Procedures Manual

Prepared By: Erica Vega, City Attorney

Recommended Action(s)Staff recommends that the City Council adopts a Resolu on approving the updated PersonnelPolicies and Procedures Manual.

SummaryThe proposed revisions to the Personnel Policies and Procedures Manual are primarily non-substan ve clean up edits and clarifica ons to exis ng policy. Substan al por ons of the Manualrelated to employee safety have also been removed as they overlap with the Injury and IllnessPreven on Policy adopted by the City Council on September 23, 2020. In addi on, City staff isproposing that the recall period for laid-off employees be reduced from two years to one year. This is in keeping with the recall periods for other public agencies in the area. Individuals laid offpreviously would not be impacted by this change as it would only apply from this date goingforward. A redline showing the proposed changes is attached.

BackgroundThe City Council has adopted a Personnel Policies and Procedures Manual applicable to all Cityemployees. The Talent A rac on and Development Department and City A orney's Officeperiodically bring edits to the City Council for considera on. The Manual was last revised effec veJuly 1, 2019.



121

Strategic Plan Action - Priority Level: 1A | Target #: 4 | Goal #: 1Strengthen organizational development and effectiveness.

Fiscal ImpactThere is no fiscal impact associated with the approval of the revised Personnel Policies andProcedures Manual.

Prior City Council/Commission ActionThe City Council first adopted the City's Personnel Policies and Procedures Manual in 2013 byResolu on 13-14. Seven revisions have occurred since then, with the most recent occurring in June2019 by Resolution 19-27.

Attachment(s)Attachment 1 - Resolution adopting revised Personnel Policies and Procedures Manual Attachment 2 - Exhibit A to Resolution - Personnel Policies and Procedures Manual Attachment 3 - Redline of Personnel Policies and Procedures Manual


122

https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/786564/Resolution_adopting_revised_Personnel_Policies_and_Procedures_Manual_1.14.2021_4835-4060-7702_v.1.pdf

https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/797066/Eastvale_-_Personnel_Policies_and_Procedures_Manual_-_UPDATED_EFF_JAN_2021_4845-6569-7234_v.1.pdf

https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/797067/Redline_of_Personnel_Policies_and_Procedures_Manual.pdf

RESOLUTION NO. 21-XX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EASTVALE, CALIFORNIA AMENDING THE CITY’S PERSONNEL POLICIES AND PROCEDURES MANUAL

WHEREAS, the City of Eastvale’s Personnel Policies and Procedures Manual ("Personnel Rules") is the official document containing the employment policies of the City; and

WHEREAS, the Personnel Rules are a living document that are reviewed and updated as necessary or desireable to ensure the City’s employment policies are in compliance with applicable laws and regulations and to ensure the City is able to attract and retain top talent; and

WHEREAS, the Personnel Rules were last updated on June12, 2019 by Resolution No. 19-27.

NOW, THEREFORE, the City Council of the City of Eastvale does hereby resolve, determine, and order as follows:

1. The above recitals are true and correct and are incorporated as a material part of thisresolution.

2. The Personnel Policies and Procedures Manual attached hereto as Exhibit “A” and incorporated herein by reference is adopted and shall take effect on January 14, 2021. Any and all prior approved versions of the Personnel Policies and Procedures Manual shall no longer be of any force and effect as of January 14, 2021.

PASSED, APPROVED AND ADOPTED this 13th

day of January, 2021.

___________________________Jocelyn Yow, Mayor

ATTEST: APPROVED AS TO FORM:

______________________ ___________________________Marc Donohue, City Clerk Erica Vega, City Attorney

123

CITY OF EASTVALE PERSONNEL POLICIES

AND PROCEDURESMANUAL

January 28, 2021

Adopted by Resolution 13-14 Revised by Resolution 15-01 Revised by Resolution 17-69Revised by Resolution 17-75Revised by Resolution 18-12Revised by Resolution 18-41Revised by Resolution 18-69Revised by Resolution 19-27Revised by Resolution 21-__

124

TABLE OF CONTENTS

Page

-i-

ACKNOWLEDGEMENT OF RECEIPT OF PERSONNEL POLICIES AND PROCEDURES MANUAL ............................................................................................. 1

INTRODUCTION ...................................................................................................................... 2

ORGANIZATION....................................................................................................................... 3

CHAPTER 1 - EMPLOYMENT.................................................................................................. 4

SECTION 1.1 EQUAL EMPLOYMENT OPPORTUNITY ............................................... 4

SECTION 1.2 POLICY PROHIBITING DISCRIMINATION, HARASSMENT, AND RETALIATION ................................................................................................... 4

SECTION 1.3 DISABLED APPLICANTS AND EMPLOYEES.......................................10

SECTION 1.4 RECRUITMENT/SELECTION OF EMPLOYEES ...................................10

SECTION 1.5 MEDICAL EXAMINATIONS ...................................................................13

SECTION 1.6 NEPOTISM AND CONFLICTING RELATIONSHIPS .............................14

SECTION 1.7 PROBATION..........................................................................................17

SECTION 1.8 PERFORMANCE EVALUATION............................................................18

SECTION 1.9 CONDUCT DURING THE WORKDAY...................................................18

SECTION 1.10 OUTSIDE EMPLOYMENT, ACTIVITY, OR ENTERPRISE / CONFLICT OF INTEREST ...............................................................................19

SECTION 1.11 TRAINING OF EMPLOYEES...............................................................20

SECTION 1.12 POLITICAL ACTIVITIES OF PUBLIC EMPLOYEES............................21

SECTION 1.13 USE OF CAMERAS, VIDEO SURVEILLANCE, AND GPS SYSTEMS.........................................................................................................21

SECTION 1.14 USE OF CITY TECHNOLOGICAL RESOURCES................................22

SECTION 1.15 MANAGEMENT PEROGATIVES.........................................................22

SECTION 1.16 ACCEPTANCE OF GIFTS ...................................................................22

SECTION 1.17 TELECOMMUTING .............................................................................23

SECTION 1.18 EMPLOYEE’S HOME ADDRESS AND STATUS OF DRIVER’S LICENSE – DUTY TO UPDATE........................................................................25

SECTION 1.19 PERSONAL APPEARANCE, GROOMING AND DRESS CODE .........25

SECTION 1.20 USE OF CITY SEAL OR CITY OR DEPARTMENT EMBLEMS ...........26

SECTION 1.21 NEWS MEDIA RELATIONS.................................................................26

SECTION 1.22 ATTENDANCE AND PUNCTUALITY...................................................26

SECTION 1.23 TOBACCO, E-CIGARETTE, VAPING POLICY ....................................27

SECTION 1.24 OPEN DOOR POLICY.........................................................................27

SECTION 1.25 PERSONNEL RECORDS....................................................................28

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SECTION 1.26 GUIDANCE ON EMPLOYEE USE OF SOCIAL MEDIA .......................30

CHAPTER 2 - CLASSIFICATION AND COMPENSATION.......................................................31

SECTION 2.1 EMPLOYEE CLASSIFICATIONS/AUTHORIZED POSITIONS...............31

SECTION 2.2 NON-CITY FUNDED EMPLOYEES.......................................................32

SECTION 2.3 WORKWEEK AND SCHEDULES ..........................................................32

SECTION 2.4 PAYROLL PROCESSING......................................................................35

SECTION 2.5 REST AND MEAL PERIODS – NON-EXEMPT (HOURLY) EMPLOYEES....................................................................................................36

SECTION 2.6 OVERTIME COMPENSATION/COMPENSATORY TIME ......................37

SECTION 2.7 BI-LINGUAL PAY...................................................................................38

SECTION 2.8 TEMPORARY ASSIGNMENTS .............................................................38

SECTION 2.9 CALL BACK PAY...................................................................................39

SECTION 2.10 ON CALL (STANDBY) PAY .................................................................39

SECTION 2.11 CAR ALLOWANCE..............................................................................40

SECTION 2.12 PHONE ALLOWANCE.........................................................................40

SECTION 2.13 SALARY AND WAGE SCHEDULES....................................................40

SECTION 2.14 ADVANCEMENT WITHIN THE SCHEDULE........................................40

SECTION 2.15 CHANGES IN EMPLOYMENT STATUS..............................................41

SECTION 2.16 TRAVEL EXPENSES...........................................................................42

SECTION 2.17 SEVERENCE PAY...............................................................................42

SECTION 2.18 TUITION REIMBURSEMENT ………………………………………........ 41

CHAPTER 3 - EMPLOYEE BENEFITS....................................................................................44

SECTION 3.1 HOLIDAYS.............................................................................................44

SECTION 3.2 WINTER HOLIDAY CLOSURE..............................................................44

SECTION 3.3 INSURANCE BENEFITS .......................................................................45

SECTION 3.4 RETIREMENT BENEFITS .....................................................................46

SECTION 3.5 TEMPORARY PART-TIME EMPLOYEES .............................................46

CHAPTER 4 - LEAVE OF ABSENCE ......................................................................................47

SECTION 4.1 GENERAL INFORMATION....................................................................47

SECTION 4.2 VACATION ............................................................................................48

SECTION 4.3 SICK LEAVE..........................................................................................49

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SECTION 4.4 FAMILY CARE AND MEDICAL LEAVE; PREGNANCY DISABILITY LEAVE/TRANSFER; MILITARY FAMILY LEAVE; NEW PARENT LEAVE...............................................................................................51

SECTION 4.5 CIVIL AIR PATROL LEAVE ...................................................................52

SECTION 4.6 CRIME VICTIMS’ LEAVE.......................................................................52

SECTION 4.7 VICTIMS OF DOMESTIC VIOLENCE OR SEXUAL ASSAULT..............52

SECTION 4.8 MILITARY LEAVE..................................................................................52

SECTION 4.9 ORGAN AND BONE MARROW DONATION LEAVE.............................53

SECTION 4.10 SCHOOL ACTIVITIES/SCHOOL APPEARANCE LEAVE....................53

SECTION 4.11 VOLUNTEER FIREFIGHTERS, RESERVE PEACE OFFICERS,AND EMERGENCY RESCUE PERSONNEL LEAVE .......................................54

SECTION 4.12 VOTING LEAVE...................................................................................54

SECTION 4.13 LEAVE OF ABSENCE WITHOUT PAY................................................54

SECTION 4.14 JURY DUTY OR WITNESS APPEARANCE LEAVE............................55

SECTION 4.15 MANAGEMENT LEAVE.......................................................................55

SECTION 4.16 BEREAVEMENT LEAVE .....................................................................55

CHAPTER 5 - EMPLOYEE CONDUCT, DISCIPLINE AND DISCIPLINARY APPEALS...........56

SECTION 5.1 GENERAL POLICY STATEMENT .........................................................56

SECTION 5.2 TYPES OF DISCIPLINARY ACTIONS...................................................56

SECTION 5.3 GROUNDS FOR DISCIPLINARY ACTION ............................................56

SECTION 5.4 DISCIPLINING AUTHORITY..................................................................59

SECTION 5.5 MAJOR AND MINOR DISCIPLINE ........................................................59

SECTION 5.6 DISCIPLINARY PROCEDURES APPLICABLE TO MAJOR AND MINOR DISCIPLINE .........................................................................................59

SECTION 5.7 APPEAL PROCEDURES.......................................................................61

SECTION 5.8 PROCEDURES GOVERNING NAME CLEARING HEARINGS .............64

SECTION 5.9 PLACEMENT ON PAID ADMINISTRATIVE LEAVE PENDING DETERMINATION OF DISCIPLINARY ACTION...............................................64

SECTION 5.10 TIME EXTENSIONS ............................................................................64

SECTION 5.11 DELIVERY OF NOTICES ....................................................................64

SECTION 5.12 DISCIPLINARY RECORDS .................................................................65

CHAPTER 6 - EMPLOYEE SAFETY .......................................................................................66

SECTION 6.1 DRUG- AND ALCOHOL-FREE WORKPLACE ......................................66

SECTION 6.2 EMPLOYEE SAFETY ............................................................................66

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SECTION 6.3 REPORTING OF INJURY AND ACCIDENTS ........................................67

SECTION 6.4 EMERGENCIES ....................................................................................69

SECTION 6.5 VEHICLE USAGE..................................................................................70

SECTION 6.6 ANTI-VIOLENCE POLICY .....................................................................72

CHAPTER 7 - SEPARATION FROM EMPLOYMENT..............................................................74

SECTION 7.1 RESIGNATION ......................................................................................74

SECTION 7.2 LAYOFF.................................................................................................74

SECTION 7.3 ABANDONMENT OF EMPLOYMENT ...................................................76

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City of Eastvale PersonnelPolicies and Procedures

1

ACKNOWLEDGEMENT OF RECEIPT OF PERSONNEL POLICIES AND PROCEDURES MANUAL

Each employee shall verify that he/she has been given a copy of this manual. The acknowledgement shall be dated and signed by the employee and the original maintained in the employee’s personnel file.

ACKNOWLEDGEMENT OF RECEIPT

I have been given a copy of the City of Eastvale’s Personnel Policies and Procedures Manual.This Manual applies to all employees of the City and to others as indicated.

I understand that it is my responsibility to read the Manual and to comply with its provisions.

I further understand that the Manual contains important information governing my employmentwith the City of Eastvale, including regulations and obligations that are expected of me as a Cityemployee. Furthermore, I understand that I am obligated under the California Constitution that I am declared to be a Disaster Service Worker, as outlined in Government Code 3102, and as further defined in this Manual under Section 2.1, Paragraph K.

I understand that my failure to comply with these policies may result in disciplinary action, up to and including termination. If I have questions concerning these policies, I will bring them to theattention of my supervisor, department head, or City Manager.

I understand that because it is not possible to anticipate every situation that may arise in theworkplace and because laws and programs change, the City reserves the right to modify, supplement, rescind, or revise any provisions of this Manual (other than the employment at-willprovisions and provisions compelled by law), at any time as it deems necessary or appropriate in its sole discretion.

I understand that nothing in this Manual is intended to create a contract of employment with theCity, or to create an expectation of continued employment for any specified term.

I understand that the original of this acknowledgement of receipt will be placed in my personnelfile.

Dated: Employee’s Name

Employee’s Name

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INTRODUCTION

This Manual applies to all employees of the City and to others as indicated. An “employee” is generally defined as an individual whose work is within the usual course of the City’s business, and directed and controlled, or is subject to the direction or control, by the City with respect tothe final results of the work and the details of when, where and how the work is to be done. This Manual contains Employment Policies of the City of Eastvale. Each City employee is responsible for knowing and understanding its contents. In addition, each City employee isresponsible for knowing, understanding, and adhering to any specific departmental policy.

Except as otherwise provided, any duties, responsibilities, powers, and authority granted by this Manual or the Personnel Ordinance to any person may be delegated, in writing, to another employee at the discretion of the delegating individual.

Nothing in this Manual shall be deemed to create a vested contractual right for any employee.

Amendments and revisions shall become effective upon adoption by the City Council, or at a later date specified by the City Council when adopting the amendments and revisions.

In the event of a conflict between this Manual and an Administrative Policy or a Department’s policy or procedure, this Manual shall control.

When any local, state, or federal ordinance, regulation, or law that is incorporated in this Manual or upon which this Manual relies is amended, this Manual shall be deemed amended in conformance with those amendments.

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

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ORGANIZATION

The City of Eastvale was incorporated as a City on October 1, 2010. The City is governed by aCity Council, consisting of five (5) persons, each elected for a term of four (4) years. The CityCouncil generally meets twice a month, on the 2nd and 4th Wednesday of each month, unless otherwise directed by the City Council.

The City Council adopts policies and specifies what City services are to be provided to City residents. Some of the services that the City provides includes public safety services (Policeand Fire), Building and Safety Services, Animal Control, Planning and Public Works.

The City Council’s policies are implemented by the City Manager, who is directly responsible tothe City Council for the administration and implementation of the Council policies and priorities. To assist the City Manager, the City employs a staff of administrative, technical and field personnel. The City further utilizes contractors to provide a number of City services. Contractors are not City employees.

The City’s activities and services are divided into functional departments, with DepartmentHeads assigned to each department.

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CHAPTER 1 - EMPLOYMENT

SECTION 1.1 EQUAL EMPLOYMENT OPPORTUNITY

The City is an equal opportunity employer and makes employment decisions on the basis ofmerit. The City wants to have the best available persons in every job. The City’s policy prohibitsunlawful discrimination based on race, color, creed, gender (including gender identity and gender expression), religion (all aspects of religious beliefs, observance or practice, including religious dress or grooming practices) marital status, registered domestic partner status, age over 40, national origin (includes language use and possession of a driver's license issued topersons unable to prove their presence in the United States as authorized under federal law), ancestry, physical or mental disability, medical condition (including cancer or a record or history of cancer, and genetic characteristics), sex (including pregnancy, childbirth, breastfeeding orrelated medical condition), genetic information, sexual orientation, military and veteran status orany other protected characteristic under federal, state, or local laws. It also prohibits unlawful discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics, andany other basis protected by federal, state or local law or ordinance or regulation (“a protected category”). The City is committed to treating all employees equally and fairly regardless of these actual or perceived characteristics or associations. All such discrimination is prohibited. Thispolicy applies to all City employees including management personnel, applicants, interns,volunteers and persons providing services pursuant to a contract.

SECTION 1.2 POLICY PROHIBITING DISCRIMINATION, HARASSMENT, AND RETALIATION

The City of Eastvale maintains a strict policy prohibiting discrimination, harassment, and retaliation in accordance with State and Federal law. This policy applies to all City employees including management personnel, applicants, interns, volunteers and persons providingservices pursuant to a contract.

Statement of Policy

It is the policy of the City of Eastvale to treat its employees and volunteers with respect anddignity, and to provide a work environment free of discrimination and harassment based on a protected characteristic. The City therefore prohibits all forms of harassment and discrimination in the workplace including verbal, physical, and visual harassment based on participation in aprotected group including race, color, creed, gender (including gender identity and genderexpression), religion (all aspects of religious beliefs, observance or practice, including religious dress or grooming practices) marital status, registered domestic partner status, age over 40,national origin (includes language use and possession of a driver's license issued to persons unable to prove their presence in the United States as authorized under federal law), ancestry,physical or mental disability, medical condition (including cancer or a record or history of cancer, and genetic characteristics), sex (including pregnancy, childbirth, breastfeeding or related medical condition), genetic information, sexual orientation, military and veteran status or anyother consideration protected by federal, state, or local laws (collectively referred to as “protected characteristics”). It also prohibits discrimination based on the perception that anyonehas any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics, and any other basis protected by federal, state or local law or ordinance or regulation (“a protected category”). All such harassment and discrimination is

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prohibited.

The City has zero tolerance for any conduct that violates this Policy. Conduct need not to rise to the level of a violation of law to violate this Policy. A single act can violate this Policy and provide grounds for discipline or other appropriate sanctions.

Employees can raise good faith concerns, report problems, or make complaints without fear ofreprisal of any kind (see Section 1.2.4 - Procedure below). Anyone found to be engaging in anytype of discrimination or harassment will be subject to appropriate corrective action, up to and including termination.

Management employees, regular full-time, regular part-time and temporary part-time City employees, contract employees, interns or volunteers who permit or engage in suchharassment or fail to take appropriate steps to report such conduct may be subject to prompt and appropriate disciplinary action up to and including termination.

Harassment, Discrimination, and Retaliation

Discrimination: This Policy prohibits treating covered individuals differently or adversely because of the individual’s protected characteristic, actual or perceived; because the individual associates with a person with a protected characteristic, actual or perceived; or because the individual participates in a protected activity as defined in this Policy.

Harassment: May include, but is not limited to, the following types of behavior that is taken because of a person’s protected characteristic and that creates an intimidating, offensive, or hostile work environment or that interferes with work performance of an employee. Such conduct constitutes harassment when:

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

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

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

Harassment can also include conduct taken by those who are not employees, such as elected officials, appointed officials, persons providing services under contracts, or even members of the public.

Harassment can include, but is not limited to, the following types of conduct:

a. Speech: Such as epithets, derogatory comments or slurs, and propositioning on the basis of a protected characteristic. This might include inappropriate comments on appearance, including dress or physical features, or dress consistent with gender identification, or race-oriented stories and jokes.

b. Physical Acts: Such as assault, impeding or blocking movement, offensive touching or any physical interference with normal work or movement. This

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includes pinching, grabbing, patting, propositioning, leering, or making explicit or implied job threats or promises in return for submission to physical acts.

c. Visual Insults: Such as derogatory posters, cartoons, e-mails, pictures or drawings related to a protected classification.

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

a. Unwanted sexual advances.

b. Offering employment benefits in exchange for sexual favors.

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

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

e. Verbal sexual advances or propositions.

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

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

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

i. Electronic communications such as email, texts, or internet use that violate this policy.

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

Retaliation: Any adverse conduct taken against a covered individual because of the individual’s protected activity as defined in this Policy. “Adverse conduct” includes but is not limited to disciplinary action, counseling, taking sides because an individual has reported harassment or

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discrimination, spreading rumors about a complainant or about someone who supports or assists the complainant, shunning or avoiding an individual who reports harassment or discrimination, or making real or implied threats of intimidation to prevent an individual from reporting harassment or discrimination.

Protected Activity: This Policy prohibits discrimination, harassment and retaliation because of an individual’s protected activity. Protected activity includes, but is not limited to: making a request for an accommodation for a disability; making a request for accommodation for religious beliefs; making a complaint under this Policy; opposing violations of this Policy; or participating in an investigation under this Policy.

Guidelines for Identifying Harassment

To help clarify what constitutes harassment in violation of this Policy, use the following guidelines:

● Harassment includes any conduct which would be unwelcome or unwanted to an individual of the recipient’s same protected characteristic.

● It is no defense that the recipient “appears” to have “consented” to the conduct at issue by failing to protest about the conduct. A recipient may not protest for many legitimate reasons, including the need to avoid being insubordinate or to avoid being ostracized or subjected to retaliation.

● Simply because no one has complained about a joke, gesture, picture, physical contact, or comment does not mean that the conduct is welcome. Harassment can evolve over time. The fact that no one has yet complained does not preclude someone from complaining if the conduct is repeated in the future.

● Even visual, verbal or physical conduct between two employees who appear to welcome the conduct can constitute harassment of a third person who observes the conduct or learns about the conduct later. Conduct can constitute harassment even if it is not explicitly or specifically directed at an individual.

● Conduct can constitute harassment in violation of this policy even if the individual engaging in the conduct has no intention to harass. Even well-intentioned conduct can violate this policy if the conduct is directed at, or implicates a protected characteristic, and if an individual of the recipient’s same protected characteristic would find it offensive (e.g., gifts, over attention, endearing nicknames).

Bullying

In addition to the foregoing, the City prohibits abusive or “bullying” conduct by its supervisors, employees, contractors, customers, unpaid interns, volunteers, or vendors. The City defines bullying as “repeated inappropriate behavior, either direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others at the place of workand/or in the course of employment.” Such behavior violates City Policy. The City will nottolerate bullying behavior. Employees found in violation of this policy will be disciplined up to and including termination.

Bullying may be intentional or unintentional. However, it must be noted that where an allegationof bullying is made, the intention of the alleged bully is irrelevant and will not be givenconsideration when meting out discipline. As in sexual harassment, it is the effect of the

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behavior upon the individual that is important. The City considers the following types of behaviorexamples of bullying:

● Verbal bullying: Slandering, ridiculing or maligning a person or his/her family; persistent name calling that is hurtful, insulting or humiliating; using a person asthe butt of jokes; abusive and offensive remarks.

● Physical bullying: Pushing, shoving, kicking, poking, tripping, assault or threat of physical assault; damage to a person’s work area or property.

● Gesture bullying: Nonverbal threatening gestures or glances that conveythreatening messages.

● Exclusion: Socially or physically excluding or disregarding a person in work-related activities.

All such conduct violates City policy.

Procedure for Complaint Resolution

a. Any acts of discrimination, harassment, retaliation, or bullying should be reportedimmediately verbally and/or in writing to any of the following:

i. Immediate supervisor

ii. Any supervisor or manager within or outside of the department

iii. Department Director

iv. City Manager

There is no requirement that employees follow the chain-of-command when reporting potential violations of this Policy. Employees may utilize the EmployeeComplaint Form, included in the Appendix of this manual to file a complaint.

The complaint should be as detailed as possible, and must include details of the incident(s), names of individuals involved, and the names of any witnesses. Any supporting documentary evidence should be attached to the complaint.

b. Any supervisor who receives a complaint of discrimination, harassment, retaliation, or bullying, is required to immediately notify the City Manager, who will then investigate complaints or cause an investigation to be conducted in a prompt and timely manner. Any individuals who have knowledge of conduct or information regarding the matter shall be interviewed.

c. The City takes a proactive approach to potential policy violations and will conduct an investigation if its officers, supervisors, or managers become aware that harassment, discrimination, or retaliation may be occurring, regardless of whether the recipient or third party reports a potential violation.

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d. Employees may be placed on a leave of absence, or be subject to other intermediary measures, until the conclusion of the investigation. The City will also take reasonable steps to protect the complainant from harassment, discrimination or retaliation.

e. The City Manager shall take prompt corrective action to eliminate any harassing behavior to address the effects on the person subjected to the harassment and toprevent any further instances of harassment. This may consist of disciplinaryaction up to, and including, dismissal or termination of employment services, training or other remedial actions.

f. Each manager is responsible and legally liable for setting a positive example ofappropriate behavior in the work place and for ensuring a work environment free of harassment.

g. Any employee filing an intentionally false claim shall be subject to disciplinary action.

Retaliatory Behavior

The City prohibits retaliation against individuals who raise complaints of discrimination, harassment, or retaliation, who participate in workplace investigations, or who engage in other protected activity. No retaliatory behavior of any kind shall be tolerated, and such behavior mayresult in separate disciplinary action, up to and including termination.

Confidentiality

Every possible effort will be made to assure the confidentiality of complaints made under this policy. Complete confidentiality cannot occur, however, due to the need to fully investigate and the duty to take effective corrective or other remedial action. As a result, confidentiality will be maintained to the extent possible and the City will take all reasonable steps available to maintain the confidentiality of all complaints of harassment, discrimination, and/or retaliation as well as all information gathered during an investigation. However, the City retains sole discretion to determine whether disclosure of information is necessary to complete the investigation or for other legitimate purposes. An individual who is interviewed during the course of an investigation is prohibited from discussing the substance of the interview, except as otherwise directed by a supervisor or the City Manager. Individuals involved in the investigation may be ordered to keep certain information related to the investigation confidential, and any individual who violates such an order will be subject to corrective or other appropriate action. The City will not disclose a completed investigation report except as it deems necessary to support a corrective action, to take other remedial action, to defend itself in adversarial proceedings, or to comply with the law or court order.

Anonymous Complaints

While the City will investigate anonymous complaints, the City strongly discourages anonymous complaints. EMPLOYEES CHOOSING TO FILE A COMPLAINT ANONYMOUSLY MUST BE AWARE THAT ANONYMITY IN THE COMPLAINT PROCEDURE MAY COMPROMISE THE CITY'S ABILITY TO COMPLETE A THOROUGH INVESTIGATION. Employees should also be aware that should the City learn of the identity of an anonymous complainant, the City cannot

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guarantee that his/her identity will remain confidential, if the City determines in its discretion that disclosure is necessary to complete the investigation. Information on how to lodge anonymous complaints will be posted in the employee break area.

Option to Report to Outside Administrative Agencies

An individual has the option to report harassment, discrimination, or retaliation to the U.S. Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing (DFEH). These administrative agencies offer legal remedies and a complaint process and can be contacted as follows:

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

DFEH: Los Angeles Office, 320 West 4th Street, 10th Floor, Los Angeles, California 90013; 800-884-1684/800-700-2320 (TTY) or 916-478-7251; www.dfeh.ca.gov.

SECTION 1.3 DISABLED APPLICANTS AND EMPLOYEES

The City has a commitment to ensure equal opportunities for disabled applicants and City employees. Every reasonable effort will be made to provide an accessible work environment for such employees and applicants. Employment practices (e.g., hiring, training, testing, transfer, promotion, compensation, benefits, and disciplinary action) will not discriminate against disabled employees.

The City will engage in the interactive process, as defined by the Americans with Disabilities Act (“ADA”) and the Fair Employment and Housing Act (“FEHA”), to determine whether an applicant or employee is able to perform his/her essential functions. During this process, the City will examine possible reasonable accommodations that will make it possible for the employee or applicant to so perform. Such interactive process will include a meeting with the employee or applicant, the City, and, if necessary, the employee or applicant’s health care provider.

Reasonable accommodation can include, but is not limited to, job restructuring or reassignment to a vacant position for which the employee is qualified. Examples of accommodations that are considered unreasonable include, but are not limited to promotion, the creation of a new position, or the reassignment of essential functions of the position.

While the City is engaged in the interactive process with an employee, the City may require that the employee be placed on a fitness for duty leave

SECTION 1.4 RECRUITMENT/SELECTION OF EMPLOYEES

All persons considered for employment with the City of Eastvale shall be qualified to perform the duties of the position for which they may be employed. No individual who has served as an elected or appointed member of a legislative body of the City will be considered for employment with the City unless that individual is no longer serving as an elected or appointed official of the City and a period of one year has passed since their service as an elected or appointed official terminated.

As set forth in greater detail below, all new employees may, depending upon the job applied for,

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be required to undergo fingerprinting, background check, medical and/or psychological exams,polygraphs, and pre-employment drug testing before reporting for work. All employees shall berequired to sign an Oath of Office pursuant to State law.

All new employees must provide and maintain necessary documentation to prove identity andthe right to work in the United States in accordance with Federal and State Immigration and Naturalization laws (per I-9 Form). Failure to provide such documentation will result in disqualification from selection and/or grounds for immediate termination.

These steps establish a procedure for all phases of the employment process for full and part-time employees. The City Manager, or designee, will administer and coordinate the hiringprocess for all position vacancies to ensure compliance with contractual, legal and equalemployment opportunity requirements. All such hiring efforts are conducted in the spirit of equal opportunity and non- discrimination.

All full-time and part-time City appointments and promotions shall be based on merit and fitnessand will be determined by the results of any or all of the following testing procedures: written test, practical skills examination, and/or oral interview.

Internal Recruitment

The City Manager, or designee, may first consider recruitment from within the City. Recruiting from within the City is considered an internal recruitment and must be recommended by the Department Head and approved by the City Manager.

It is the policy of the City of Eastvale to recruit from within the City organization whenever feasible and consistent with the City’s interests of developing and retaining talent. Job-flyers will be prepared and disseminated to employees informing them of current openings, and qualified employees are encouraged to apply.

Full-time and part-time employees interested in internal opportunities shall follow the procedures below:

a. Employee(s) should provide a completed City Employment Application and written statement of interest in the available position and submit it to the City Manager, or designee, by the position’s stated closing date. The statement of interest should include appropriate documentation of related experience and qualifications. A supplemental questionnaire may also be required, as noted on the job flyer.

b. The City Manager, or designee, will notify the employee(s) if he/she will be interviewed or tested for the position.

c. After successfully completing the selection process, and upon the City Manager’s approval, the selected employee(s) will be notified of their appointment to the position(s).

Open Recruitment

If an internal recruitment is not recommended or approved, the City Manager, or designee, will

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seek candidates through a recruitment open to internal and external candidates.

The City Manager or designee will determine the best method for seeking candidates through open recruitment, including, but not limited to any of the following procedures: job announcements in print and online, mailing lists and/or advertisements through professional associations and related outreach.

Examination Process

Examinations shall be conducted to assist with the selection of qualified candidates. Testselection techniques will examine the qualifications of the candidates. Tests may include, butare not limited to, achievement and aptitude tests, written tests, personal interviews,performance tests, physical agility tests, evaluation of daily work performance, work samples, orany combination of these. The probationary period is considered as a portion of the examination process. All examinations given will be job related and designed to determine a candidate’s knowledge, skills, and abilities to perform the essential job functions.

Pre- employment physical, medical, psychological, drug and alcohol tests may be given as partof any examination if required for performing the essential job functions. Any such examinations will be performed only after a conditional offer of employment has been made.

The City Manager, or designee, will ensure that all examination results remain confidential andthat the examination process appropriately accommodates candidates with disabilities.

Interview Process

The employment interview is a significant part of the selection process. The interviewer’s function is to discover a candidate’s knowledge, skills, and abilities to perform the essential job functions. Certain guidelines must be observed to ensure compliance with State and Federal laws and to maximize the reliability of the interview process.

Interview questions must be job-related and designed to measure a candidate’s job knowledge, experience and education necessary to perform the essential job functions.

All interview panel members, if utilized by the City Manager, will be informed of the position responsibilities and requirements and each panel member must independently rate candidates using an objective measurement scale developed by the City.

Only the most highly rated candidate (s) will be considered for final evaluation and review.

Reference and Background Check

Before an offer of employment is extended, the City shall conduct a reference and background check on any candidate. The purpose of the reference check is to verify prior employmentduties, dates of employment, performance record, attendance record, and any other pertinentinformation.

Criminal Conviction History

The City will not ask any applicant for employment to disclose, through any written form or

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verbally, at any time, information concerning an arrest or detention that did not result in conviction, or information concerning a referral to, and participation in, any pretrial or post-trial diversion program, or concerning a conviction that has been judicially dismissed or ordered sealed pursuant to law, including, but not limited to, Penal Code sections 1203.4, 1203.4a, 1203.45, and 1210.1.

Unless otherwise required by law, the City will not ask an applicant for employment to disclose, orally or in writing, information concerning the conviction history of the applicant, until the City has issued a conditional offer of employment. The job announcement for the position in question will advise whether a lawful exception to this provision applies, such as for positions subject to the stringent requirements of Public Resources Code section 5164.

Rejection

The City may reject an applicant, at any point in the recruitment or hiring process, under any of the following circumstances:

a. The application shows on its face that the applicant does not possess the minimum qualifications required for the position.

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

c. The application shows on its face that the applicant is currently addicted to the habitual excessive use of drugs or alcohol.

d. The applicant has made a false statement of material fact or practiced any deception or fraud in the application process.

e. The applicant is not legally permitted to work with the United States.

Defective applications, such as those that are incomplete or unsigned, may be returned to the applicant with an opportunity to cure the defect, so long as the time limit for receiving applications has not yet expired. Applications that remain defective following expiration of that time limit will be rejected.

Candidate Notification

After references are verified and a final decision is reached, the City will notify the selected candidate, in writing, and make an employment offer, contingent upon passing required health screening as defined in Section 1.5 below. When a candidate accepts an employment offer, all other candidates, if any, will be notified in writing that they were not selected for the position.

SECTION 1.5 MEDICAL EXAMINATIONS

Depending on the essential functions of a position, a medical examination may be required for:

a. Applicants who have received a conditional offer of employment;

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b. Employees seeking a promotion, demotion, or transfer from one position requiring general physical abilities to another position requiring physical abilities of a different nature;

c. Employees returning to work from a medical leave of absence. The physician conducting the medical examination will be supplied with a current job description identifying the essential functions of the position;

d. Employees for whom a supervisor reasonably suspects, based on personal observation or reliable reports, a lack of fitness for duty.

The results of all medical examinations will be kept confidential and in a separate medical file from the general personnel file.

No person may hold any position in which or she is not able to perform the essential functions of the position, with or without reasonable accommodation.

The City will consider reasonable accommodation on a case-by-case basis.

SECTION 1.6 NEPOTISM AND CONFLICTING RELATIONSHIPS

Purpose and Scope

The purpose of this policy is to ensure effective supervision, safety, security, performance, assignments and discipline while maintaining positive morale by avoiding actual or perceived favoritism, discrimination, and other actual or potential conflicts of interest by or between employees of the City.

Definitions

a. Applicant - A person who applies for a position at the City and is not a Current Employee.

b. Relative – An employee’s parent, step-parent, spouse, domestic partner,significant other, child (natural, adopted or step), sibling (by blood or marriage) orgrandparent (by blood or marriage).

c. Personal Relationship – includes marriage, cohabitation, dating or any other intimate relationship beyond mere friendship, as well as being a relative, as defined in this policy.

d. Business Relationship – serving as an employee, independent contractor, compensated consultant, owner, board member, shareholder or investor in anoutside business, company, partnership, corporation, venture or other transactionwhere the employee’s annual interest, compensation, investment or obligation isgreater than $250.00.

e. Conflict of Interest – any actual, perceived or potential conflict of interest in which it reasonably appears that an employee’s action, inaction or decisions are or may be influenced by the employee’s personal or business relationship.

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f. Supervisor - an employee who has temporary or ongoing direct or indirectauthority over the actions, decisions, evaluation and/or performance of asubordinate employee. For purposes of this policy, supervisor can include a functional supervisor, such as a lead worker, crew leader, or shift supervisor.

g. Subordinate – an employee who is subject to the temporary or ongoing direct or indirect authority of a supervisor.

Restricted Duties and Assignments

While the City will not prohibit personal or business relationships between employees, thefollowing reasonable restrictions shall apply:

a. Employees are prohibited from directly training, supervising, occupying a positionin the line of supervision, or being directly trained or supervised by any other employee who is a relative or with whom they are involved in a personal orbusiness relationship.

i. If circumstances require that such a supervisor/subordinate relationship exists temporarily, the supervisor shall make every reasonable effort to refer matters involving the involved employee to an uninvolvedsupervisor.

ii. When personnel and circumstances permit, the City will attempt to make every reasonable effort to avoid placing employees in such supervisor/subordinate situations. The City, however, reserves the right to transfer or reassign any employee to another position within the same classification as it may deem necessary in order to avoid conflicts withany provision of this policy.

b. Employees are prohibited from participating in, contributing to, or recommending promotions, assignments, performance evaluations, transfers or other personneldecisions affecting an employee who is a relative or with whom they are involved in a personal or business relationship.

Supervisor’s Responsibility

Upon being notified of, or becoming aware of, any circumstance(s) which could result in orconstitute an actual or potential violation of this policy, a supervisor shall take all reasonablesteps to mitigate or avoid such violations whenever possible. Supervisor shall also promptlynotify the City Manager of such actual or potential violations through the chain of command.

Employee’s Responsibility

Whenever any employee is placed in circumstances which would require the employee to take enforcement action or provide other official information or services to any relative or other individual(s) with whom the employee is involved in a personal or business relationship, the employee shall promptly notify his/her uninvolved, immediate supervisor. In the event that no uninvolved supervisor is immediately available, the employee shall promptly notify a Talent

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Attraction and Development representative to have another uninvolved employee either relieve the involved employee or minimally remain present to witness the action.

Guidelines for Current Employees

Employees must report a change of status that will result in a personal or business relationship to a Talent Attraction and Development representative within a reasonable time after the effective date of the change of status. Wherever feasible, employees must report a change of status in advance of the effective date.

A Talent Attraction and Development representative will undertake a case-by-case consideration and individualized assessment of the particular work situation to determine whether the personal or business relationship has the potential for creating an adverse impact on supervision, safety, security, or morale.

The Talent Attraction and Development representative will consult with an affected Department Head to make a good faith effort to regulate, transfer, condition or assign duties in such a way as to minimize potential problems of supervision, safety, security, or morale.

Notwithstanding the above provisions, the City retains the right to exercise its discretion to determine that the potential for creating an adverse impact on supervision, safety, security, or morale cannot be sufficiently minimized and to take further action.

The Talent Attraction and Development representative will issue a written decision within 30 days from receipt of notice of a Change of Status

Applicants for Employment

a. Right to Apply. No qualified Applicant may be denied the right to submit an application for employment and complete in the examination process. However, consistent with this Section, the City may reasonably regulate, condition, or prohibit the employment of an Applicant for a position.

b. Disclosure of Relationship. Each Applicant is required to disclose the identity of any person in a personal relationship who is a Current Employee.

c. Review by Talent Attraction and Development Representative. For each Applicant who has a personal relationship with a Current Employee, a Talent Attraction and Development representative will assess and issue a written decision as to whether any of the following circumstances exist:

● Business reasons of supervision, safety, security or morale warrant the City’s refusal to place the Applicant under Direct Supervision by the Current Employee; or

● Business reasons of supervision, security, or morale that involve potential conflicts of interest or other hazards that are greater for persons in a personal relationship than for other employees, which warrant the City’s refusal to permit employment of persons in a personal relationship in the same department, division, or facility.

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d. Effect of Decision of the Talent Attraction and Development Representative. If the Talent Attraction and Development representative determines that either of the above circumstances exists, the Talent Attraction and Development representative may either reject the Applicant or consider the Applicant for employment in a position that does not present either of the above circumstances.

Appeal of Decision by Talent Attraction and Development Representative

Current Employees and Applicants affected by the application of this Section may appeal the action to the City Manager within five days of receipt of the Talent Attraction and Development representative’s decision.

The City Manager will hear the individual’s concerns and issue a written decision within 30 days of the receipt of the individual’s appeal. The decision of the City Manager is final, and no other appeal may be had unless the Current Employee is entitled to further administrative appeal under other provisions of these Rules.

SECTION 1.7 PROBATION

The probationary period is an integral part of the employment process and provides theopportunity to observe the employee’s work and assist the employee’s adjustment to the newposition. During the initial probation period, the probationary employee will have no rights of tenure, and may be terminated without cause either during or at the end of the probation period.Regular full-time and regular part-time employees are subject to the probationary period.

Duration

a. All newly hired, full-time regular employees and regular part-time employees are subject to at least a twelve (12) -month probation period.

b. All promoted employees are subject to at least a twelve (12) -month probationperiod.

c. Employees reclassified to a position in accordance with a re-evaluation of the minimum qualifications, duties and responsibilities of the position in question andwhere the employee has assumed those duties and responsibilities shall not be subject to any probationary period.

d. The twelve (12) -month probation period for promoted and full-time regular and part-time regular employees will begin on the first day of the promotion or hiredate.

e. At-will management employees are exempt from any probationary period.

Extensions

a. Prior to the end of any probation period, the probation period may be extendedby a maximum of twelve (12) additional months with the approval of the CityManager, or designee.

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b. Periods of time off work during unpaid absences will automatically extend the probationary period by the number of days of the absence. Further, periods of time on paid leave exceeding 20 consecutive working days will extend the probationary period by a corresponding number of days.

c. The employee will be notified in writing of such an extension.

SECTION 1.8 PERFORMANCE EVALUATION

The purpose of the performance evaluation is to accurately assess the employee’s overall job performance, and to set goals with the employee that further job knowledge and enhance skillsand abilities.

All new full-time regular employees, regular part-time employees and promoted employees will receive a comprehensive performance evaluation from their immediate supervisor at the end ofthe first full year of employment/promotion. Thereafter, performance evaluations will be given annually. The evaluation period may be extended if the employee takes a leave of absence. New employees may receive an optional performance evaluation during the probationaryperiod, generally six (6) months after the hire date at the City Manager’s discretion. In the eventmore than one (1) person supervises an employee, all supervisors are required to participate in the performance evaluation process. In conjunction with his/her evaluation, the employee may be eligible for a merit increase.

Those at-will management positions may receive an optional performance evaluation at the City Manager’s discretion.

Performance evaluations will be prepared on a City performance evaluation form, discussedwith the employee, and placed in the employee’s personnel file where it can be examined by the employee at reasonable times upon request. An employee may receive additional performanceappraisals from time to time whenever it is considered appropriate by the employee’ssupervisor(s). Employees will be required to submit their self-evaluation, accomplishments andgoals to their supervisor, prior to the preparation of the performance evaluation.

Performance evaluations are required and necessary, and it is a supervisor’s responsibility togive performance evaluations when they are due, even if a potential merit increase is notinvolved.

An employee may file a written response to a performance evaluation, regardless of the overall rating, within thirty (30) working days, which will be placed with the evaluation in the employee’s personnel file. The written response shall be prepared by the employee on their own time. City time and resources may not be used to prepare the written response. There is no requirement for management to respond in writing to the employee’s written response. This process shallconstitute the appeal procedure for performance evaluations, and no further appeal or grievance may be had.

SECTION 1.9 CONDUCT DURING THE WORKDAY

During the workday, employees are expected to devote their full time in the performance of their assigned duties. Any approved outside work, part-time job, hobbies, or personal business must be performed during off duty hours. Off duty hours include unpaid lunch break periods, but do

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not include other rest or break periods during which the employee continues to receive pay.

SECTION 1.10 OUTSIDE EMPLOYMENT, ACTIVITY, OR ENTERPRISE / CONFLICT OF INTEREST

As a public agency, the City must be particularly sensitive to real, potential, or perceivedconflicts of interest. The City expects all employees to adhere to the highest ethical andprofessional standards. City employees are employed on the condition that employment with the City is their primary employment and that they shall not engage in any employment, activity or enterprise for compensation which is inconsistent, incompatible or in conflict with his/her duties, functions or responsibilities as a City employee. The purpose of this policy is to establish guidelines for City employees regarding dual employment or outside activities that may conflictwith City employment.

No City employee shall lend his/her name as an employee of the City to any commercial orbusiness enterprise. No employee shall approve or utilize the name, uniform or prestige of theCity, or any City department, for any such purpose. Because of their knowledge and expertise, outside employment or other income opportunities may become available to City employees. Ifan employee is considering such an opportunity, he or she must fully disclose the employmentopportunity to the City and to have it carefully reviewed to avoid conflict of interest. Failure to disclose potential business opportunities that create a conflict of interest is grounds fordisciplinary action up to and including termination.

Employees shall notify the City Manager in writing if they are considering the following:

a. Simultaneous employment by any other employer;

b. Participation in an outside business on their own or with others;

c. Involvement in any other outside activity where they receive any form or amount of compensation.

The City Manager or designee shall determine if a conflict exists. If a conflict of interest or scheduling problem exists, the City may terminate the employee’s City employment unless the employee elects to resign from the other employment or outside activity.

An employee’s outside employment, activity or enterprise may be prohibited if it:

a. Involves the use of City time, facilities, equipment and supplies, the badge,uniform prestige or influence of his/her City department or employment for privategain or advantage.

b. Involves receipt or acceptance by the employee of any money or otherconsideration from anyone other than the City for the performance of an act which the employee would be required or expected to render in the regularcourse or hours of his/her City employment or as a part of his/her duties as a Cityemployee.

c. Involves the performance of an act in other than his/her capacity as a Cityemployee which may later be subject directly or indirectly to the control,

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inspection, review or audit, or enforcement of any other employee to thedepartment by which he/she is employed.

d. Involves such time demands as would render performance of his/her duties as a City employee less efficient.

Procedure for obtaining approval:

a. The employee shall request authorization of outside employment from the CityManager, or designee by completing the Authorization for Outside Employment Form prior to entering into the requested outside employment.

b. The City Manager shall authorize outside employment in accordance with thispolicy. In the event a request for outside employment is denied, writtencomments will be provided to the employee.

c. The City Manager or designee shall furnish the requesting employee a copy of the Authorization for Outside Employment indicating approval/denial and forwarda copy to the employee’s personnel file.

Every public employee who makes or influences governmental decisions is required to submit a Statement of Economic Interest, also known as the Form 700. The Form 700 provides transparency and ensures accountability. It provides necessary information to the public about an employee’s personal financial interests to ensure that officials are making decisions in the best interest of the public and not enhancing their personal finances, and it serves as a reminder to the employee of potential conflicts of interest so the official can abstain from making or participating in governmental decisions that are deemed conflicts of interest. The City shall determine positions which fall under the above requirements and notify employees accordingly for submittal of initial and annual statements.

SECTION 1.11 TRAINING OF EMPLOYEES

Policy

a. All employees of the City are eligible to request specialized training such asconferences, seminars, special courses, etc. at the City’s expense when job related, and where such training also provides a benefit to the City. Training programs may include lectures, courses, demonstrations, webinars, professional association sponsored meetings, or such other examples for the purpose of improving the effectiveness and increasing the knowledge of employees in the performance of their respective duties.

b. Participation and approval for training shall be subject to the limitations of the City’s budgeted resources. The City Manager, Department Heads, and Supervisors shall strive to ensure that employee training resources are distributed in an equitable manner, while taking into consideration the business necessity of the City for achieving various training needs. Costs associated with training may include registration, lodging, meals, and transportation, on a case-by-case basis. Means of transportation will be recommended and approved by

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the City Manager in accordance with the City’s administrative policies on Travel and Reimbursement, as they may be amended from time to time.

Procedure

a. Employees must submit a request for training to their supervisor and include sufficient explanation/documentation to support the training need (summary of course content, and how the training/membership will benefit the employee and the employee’s department.

b. Allow sufficient lead time when submitting requests for review and approval process, and for making travel arrangements, if necessary.

c. Employees will be notified by their supervisor of either approval or denial of the request.

Mandatory Training

a. As part of general orientation, each newly-hired employee will be scheduled toparticipate in Sexual Harassment Prevention training within six (6) months of hire.

b. Supervisors shall participate in at least one (1) two (2)-hour Sexual HarassmentPrevention training class every two (2) years, except that newly-appointedsupervisors shall participate in such training within six (6) months of appointment.

c. Non-supervisory employees shall participate in at least one (1) one (1)-hour Sexual Harassment Prevention training class every two (2) years, except that newly-appointed employees shall participate in such training within six (6) months of appointment.

d. Employees and supervisors may be required to attend other mandatory trainingperiodically as determined by the City Manager.

SECTION 1.12 POLITICAL ACTIVITIES OF PUBLIC EMPLOYEES

The political activities of City employees are governed by the provisions of Government Code Section 3201, et. seq. In addition and pursuant to Section 3201, City employees are notpermitted to participate in any political activity while in the uniform of his/her employment unlesson official City business. Further, City employees are not permitted to conduct or engage in anypolitical activity or purpose during those hours that he/she should be discharging the duties ofhis/her position.

SECTION 1.13 USE OF CAMERAS, VIDEO SURVEILLANCE, AND GPS SYSTEMS

The City utilizes video surveillance and camera systems in the workplace for business purposes including the safety and security of employees. Such cameras and video systems are located in open areas and lobbies. Employees do not have an expectation of privacy related to the City’s use of these cameras and video surveillance.

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The City also maintains GPS devices on all City vehicles. Employees do not have an expectation of privacy related to the City’s use of these GPS devices.

SECTION 1.14 USE OF CITY TECHNOLOGICAL RESOURCES

City employees shall adhere to the City’s administrative policy on Use of City Technological Resources, as such administrative policy may be amended from time to time.

SECTION 1.15 MANAGEMENT PEROGATIVES

The City retains, whether exercised or not, solely and exclusively, all express and inherent rights and authorities with respect to determining the level of, and the manner in which, theCity’s activities are conducted, managed and administered. These management rights include,but are not limited to the following:

a. The right and authority to schedule work and/or overtime work.

b. The right to direct work. An employee’s job description does not restrict the typeof work to which the employee can be assigned.

c. The right to discipline or to discharge employees, where applicable, subject to the procedures set forth in these Rules.

d. The right to determine assignments and to establish methods and processes by which assignments are performed.

e. The right to transfer employees within departments and to positions outside adepartment in a manner most advantageous to the City.

f. To evaluate employees and to schedule when an employee’s performanceevaluation will occur.

g. The right to determine the compensation and benefits that will be paid or provided to employees.

h. The right to make employment decisions.

SECTION 1.16 ACCEPTANCE OF GIFTS

Employees shall adhere to the Political Reform Act and Fair Political Practices Commission(FPPC) regulations with respect to the acceptance and reporting of gifts, and with the City’sadministrative on Ticket and Pass Distribution, as it may be amended from time to time.

Employees shall not accept compensation of any sort from anyone other than the City as consideration for the performance of an act which the employee would be required or expected to render in the regular course or hours of his/her City employment or as part of his/her dutiesas a City employee.

Employees who are designated under the Political Reform Act and the City’s Conflict of Interest Code to provide an economic interest disclosure shall submit the required FPPC Form 700 uponentering office, annually, and upon exiting office, under the direction and coordination of the City

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Clerk, or designee.

SECTION 1.17 TELECOMMUTING

Telecommuting may be appropriate for some employees and jobs, but not for others. Telecommuting is not an entitlement, it is not a City-wide benefit, and it in no way changes the terms and conditions of employment with the City of Eastvale. Participation in telecommuting may be mutually agreed to by the employee and their Director/Manager. A Telecommuting Agreement must be executed by the employee and City prior to the commencement of telecommuting. The City Manager must approve the Telecommuting Agreement before telecommuting begins.

Requests

Telecommuting provides employees with an opportunity to work from an alternative work environment instead of in the City’s primary location, generally City Hall. If an employee wishesto request a Telecommuting Agreement he/she should contact their Director/Managerto discuss and explore the feasibility of such an arrangement. Before entering into the Telecommuting Agreement, the employee and Department Director/Manager, with the assistance of the Talent Attraction and Development Department, will evaluate the suitability of such an arrangement, reviewing the following areas:

Employee suitability. The employee and Director/Manager will assess the needs and work habits of the employee, The Department Director/Manager may require an employee to telecommute in order to meet the needs of the City.

Job responsibilities. The employee and Director/Manager will discuss the job responsibilities and determine if the job is appropriate for a telecommuting arrangement. Exceptions may be made to facilitate emergency situations (such as a pandemic event) as determined by the Department Director/Manager.

Authority

Telecommuting must be pre-approved by the City Manager and cannot be initiated without a Telecommuting Agreement from the Talent Attraction and Development Department. The City Manager retains the right in his/her sole discretion to designate positions that are appropriate for telecommuting. Due to limited staffing and need for office coverage, such requests will beevaluated carefully by the City Manager in consideration of over-all business and operationalneeds of the City. The City Manager shall take into consideration those limited situations wherethe City may benefit from such an arrangement. Consideration will be given to the employee’sneed to engage with the public and co-workers, whether the work lends itself to independentwork which is measurable in terms of products and outcomes, and any other relevant factors.Telecommuting must be approved by the City Manager.

Telecommuting does not change the conditions of employment or required compliance with allCity policies and procedures. The City reserves the right to change or terminate theTelecommuting Agreement at any time, without cause or advance notice. An employee's abilityto work under a Telecommuting Agreement rests in the sole discretion of the City.Telecommuting is a privilege and may not be appropriate for every employee.

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Equipment

Equipment needs will be determined on a case by case basis as determined by the Department Director/Manager during the telecommuting period.

Telecommuting Safety

The Telecommuter is responsible for ensuring the safety of his or her alternative work environment. However, because the City is legally obligated to provide its employees with a workplace that is free from hazards that might cause serious harm or injury, the City reservesthe right to periodically inspect the Telecommuter's home work space.

Any such inspection will be preceded by advance notice and an appointment will be scheduled.Telecommuters are covered by the City's workers' compensation insurance. As such,Telecommuters are required to immediately report any injuries that occur while working, regardless of location. The Telecommuter shall be liable for any injuries that occur to thirdparties at or around the Telecommuter's alternative work environment.

Security

Consistent with the organization's expectations of information security for employees working at the office, telecommuting employees will be expected to ensure the protection of confidential information accessible from their home office. Steps include the use of locked file cabinets and desks, regular password maintenance, and any other measures appropriate for the job and the environment. All official City records, files and documents must be protected from unauthorized disclosure or damage and returned safely to the office. This includes taking all measures necessary to avoid cybersecurity threats.

Telecommuting Agreement

All Telecommuters will be required to sign a Telecommuting Agreement that outlines the daysand work hours (as applicable) of the Telecommuter; equipment the Telecommuter will need;how the Telecommuter will communicate with the City; use of support staff; and other appropriate information. To acquire the Telecommuting Agreement, please contact the Talent Attraction and Development Department.

Hours of Work

Unless otherwise agreed in the Telecommuting Agreement, hours and days of work will notchange. Employees agree to apply themselves during work hours. If mutually agreed between the Director/Manager and employee, an individual employee's schedule may be modified to accommodate the employee’s childcare or other needs and the focus of the arrangement must remain on job performance and meeting business demands. Prospective telecommuters are encouraged to discuss expectations of telecommuting with family members prior to entering a telecommuting agreement.

Attendance at Meetings

Telecommuters are expected to attend all required and regularly scheduled meetings.

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Costs Associated with Telecommuting

The City shall not incur additional costs due to a Telecommuting Agreement, except for legally-required reimbursements for necessary job-related expenses incurred due to the approved telecommuting agreement. The Telecommuting Agreement will specify any costs the City willcover. All other expenses are the responsibility of the Telecommuter.

SECTION 1.18 EMPLOYEE’S HOME ADDRESS AND STATUS OF DRIVER’S LICENSE –DUTY TO UPDATE

Home Address and Related Changes

All City employees shall notify his/her supervisor, and the supervisor shall ensure that Talent Attraction and Development is immediately updated on any change in their residential address,telephone number(s), personal email address, and emergency contact information.

Driver’s License Changes

a. The possession of a valid California Driver’s License is a requirement for all City employment positions. Convictions of certain offenses or administrative action by the Department of Motor Vehicles may restrict or prohibit an employee’s ability todrive City vehicles or operate City equipment. Therefore, all such employeesshall promptly notify their supervisor, and the supervisor shall ensure that Talent Attraction and Development is immediately updated on any change, temporary or permanent, in Driver’s License status.

b. These changes will be reported in writing directly to the City Manager. Thechanges will be recorded in the employee’s personnel file with a copy sent toappropriate supervisors and the City’s Finance Department.

c. Changes in Driver’s License Status will be evaluated by the City Manager on acase-by-case basis to determine whether the employee can fulfill the essentialduties of the position, as a result of a change involving temporary suspension orfull revocation.

SECTION 1.19 PERSONAL APPEARANCE, GROOMING AND DRESS CODE

Employees are required to dress appropriately for the jobs they are performing. The following personal appearance, grooming and dress code regulations shall apply to all City employees. If an employee has questions about how these standards apply to them, the matter should be immediately raised with their supervisor for consideration and determination.

a. All clothing and footwear must be neat, clean, in good repair, and appropriate for the work environment and functions performed.

b. Prescribed uniforms and safety equipment must be worn.

c. Hair must be neat, clean and well-groomed.

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d. Beards, mustaches, and sideburns must be maintained in a neat and well-groomed fashion.

e. Jewelry that does not pierce the skin is acceptable except where it constitutes a health or safety hazard.

f. Good personal hygiene is required, and

g. Dress must be professionally appropriate to the work setting, particularly if the employee has contact with the public at work.

SECTION 1.20 USE OF CITY SEAL OR CITY OR DEPARTMENT EMBLEMS

All official seals, emblems or logos, including patches, badges and business cards, of the City orof any of its departments, are the property of the City. Such seals, emblems and logos shall not be reproduced, duplicated, sold, traded or given away without the express written permission ofthe City Manager, other than for use in conducting City business.

SECTION 1.21 NEWS MEDIA RELATIONS

General Policy

From time-to-time, the City, its officials and employees are contacted by representatives of the news media, including press, radio and television. The ultimate authority and the individualresponsible for the release of information to the media on behalf of the City is the City Manager. Any media requests for information on behalf of the City shall be referred to the City Manager or his or her designee. At no time shall a City employee make any comment or release any information to the media on behalf of the City without prior approval from the City Manager orhis or her designee.

Media Access

Authorized and bona fide members of the media shall be provided access to scenes of disasters and emergencies subject to the following conditions:

a. The media representative shall produce valid press credentials which shall beprominently displayed at all times while in areas otherwise closed to the public.

b. Media representatives may be denied access to emergency operations insituations where such access would reasonably appear to interfere with emergency operations; provided, however, that every reasonable effort should be made to provide representatives with access to a command post at a locationnearest to the emergency operation.

SECTION 1.22 ATTENDANCE AND PUNCTUALITY

a. Employees of the City of Eastvale have accepted the responsibility of performingassigned job tasks, as a service to the community. Excessive absenteeism andlateness can cause extra burden on co-workers in the delivery of those services.

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b. When compelling personal reasons require absence from work, employeesshould provide as much advance notice as possible to allow for scheduling anddistribution of the work. If illness or some other emergency causes an unplannedabsence, the employee must speak directly with their supervisor as soon as practicable for each day of absence, or early departure from work due to illness.If the immediate supervisor is unavailable, the employee is required to speak directly with the next higher level of authority available. It is not acceptable toreport an absence to a co-worker. Failure to call in may result in disciplinary action.

c. The City of Eastvale is committed to complying with all applicable leave laws, and upon verbal or written notice from an employee of a qualifying circumstance, the City shall respond with appropriate designation and accommodation asrequired.

d. Foreseeable needs for time off should be requested a minimum of seventy-two (72) hours in advance. It is incumbent upon the supervisor or department head tonotify the City Manager of such requests.

SECTION 1.23 TOBACCO, E-CIGARETTE, VAPING POLICY

Employees shall not smoke, or use tobacco, e-cigarettes, or vape in any City facility or vehicle,or while on duty in City uniforms, except during designated rest and meal breaks, and not within 20 feet of a public building. A violation of this policy shall result in disciplinary action.

SECTION 1.24 OPEN DOOR POLICY

The City of Eastvale has adopted an open door policy for all employees. The purpose of the City’s open door policy is to encourage open communication, feedback, and discussion about any matter of importance to an employee. The open door policy means that employees are free to talk with any manager about any topic.

If any area of an employee’s work is causing concern, employees have the responsibility to address their concern with a manager. Whether the issue is a problem, a complaint, a suggestion, or an observation, the City is committed to wanting to hear from you. By listening to you, the City is able to improve, to address complaints, and to foster employee understanding of the rationale for practices, processes, and decisions.

Most problems can and should be solved in discussion with the employee’s immediate supervisor; this is encouraged as the first effort to solve a problem. But, an open door policymeans that an employee may also discuss their issues and concerns with the next levels of management and/or Talent Attraction and Development staff members. No matter which alternative is used to approach an employee’s perceived problem, complaint, or suggestion, the management team within the City organization is willing to listen and to help bring about a solution or a clarification.

By helping to solve problems, managers benefit by gaining valuable insight into possible problems with existing methods, procedures, and approaches. While there may not be an easy answer or solution to every concern, the City of Eastvale’s employees have the opportunity at all times, through the open door policy, to be heard.

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SECTION 1.25 PERSONNEL RECORDS

Establishment

An employee’s official personnel file will contain all records concerning personnel actions taken, including, but not limited to, performance evaluations, benefit enrollment forms, educational courses taken, and all employment related documents that give a complete employment history. The City Manager or designee shall keep personnel records confidential to the extent permittedby law. Personnel files may be viewed by the employee upon request. Employee medicalinformation shall be kept in files separate from the official personnel file. Likewise, any grievances filed by an employee as well as documents reflecting a review of such grievancesshall be maintained in separate confidential files.

Maintenance

Employees are required to inform the City Manager, or designee, of any changes in name, address, telephone number, marital status, family status, beneficiary, or other information on file. This ensures that state and federal withholding statements, insurances and retirementrecords are correct. Employees may be liable for any costs incurred by the City as a result of inaccurate personnel information.

Release of Information Concerning City Personnel

To ensure personnel information is appropriately and accurately disseminated, the City Manager, or designee will initially screen all personnel reference checks and employment verifications, and confidentially handle financial inquires originating from banks, credit unions,etc. regarding current and past City employees. Responses to financial inquiries will be releasedonly upon written employee authorization.

Procedures for Release of Information

a. All outside inquiries and reference checks shall be in writing and shall beforwarded to the City Manager, or designee for response. The City Manager ordesignee may consult with the City Attorney as to the release of the requestedinformation. All calls for reference checks should be referred to the City Manager, or designee.

b. Financial information will be released only after a written request has been submitted to the City Manager or designee by the entity requesting theinformation, and the employee has executed a written approval to release therequested information.

c. The City Manager or designee shall comply with applicable Federal and State laws regarding release of public employee personnel and financial informationand shall consult with the City Attorney whenever there are questions concerning the release of such information. Nothing in this section shall be construed as prohibiting the City from releasing information required by law, including but not limited to a subpoena or court order.

Employees with Access to Confidential Information

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In performing their duties, employees may have access to confidential information, including employees’ personnel files and the personal, financial and medical information of other City employees. In addition, some City employees will be involved in some communications with the City Attorney’s Office which can be protected by the Attorney-Client privilege. Employees withsuch access are required to keep such information confidential.

Personnel/Payroll Files – Right to Inspect

a. California law provides that current and former employees (or a representative) have the right to inspect and receive a copy of the personnel files and records that relate to the employee's performance or to any grievance concerning theemployee.

b. Inspections shall be allowed at reasonable times and intervals, but not later than 30 calendar days from the date the City receives a written request. Upon a written request from a current or former employee, or a representative, the City shall provide a copy of the personnel records, at a charge not to exceed the actual cost of reproduction, not less than 30 calendar days from the date the City receives the request.

c. To facilitate the inspection, the City shall (1) maintain a copy of each employee's personnel records for a period of not less than three years after termination of employment, (2) make a current employee's personnel records available for inspection, and if requested by the employee or representative, provide a copy at the place where the employee reports to work, or at another location agreeable to the employer and the requester. If the employee is required to inspect or receive a copy at a location other than the place where he or she reports to work, no loss of compensation to the employee is permitted, (3) make a former employee's personnel records available for inspection, and if requested by the employee or representative, provide a copy at the location where the employer stores the records, unless the parties mutually agree in writing to a different location. The City is not required to make those personnel records or a copy available at a time when the employee is actually required to render service to the employer, if the requester is the employee.

d. The City shall take reasonable steps to verify the identity of a current or former employee or an authorized representative. Prior to making records available for inspection or providing a copy of those records, the City may redact the name of any nonsupervisory employee.

e. The right to inspect personnel files and records does not apply to records relating to the investigation of a possible criminal offense, letters of reference, or ratings, reports, or records that (a) were obtained prior to the employee’s employment, (b) were prepared by identifiable examination committee members, or (c) were obtained in connection with a promotional exam.

f. The City shall permit current and former employees to inspect or copy payroll records pertaining to that current or former employee.

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g. Upon receipt of a written or oral request from a current or former employee to inspect or copy his or her payroll records, the City shall comply with the request as soon as practicable, but no later than 21 calendar days from the date of the request.

SECTION 1.26 GUIDANCE ON EMPLOYEE USE OF SOCIAL MEDIA

While employees may voluntarily choose to engage with the City on its social media pages, the City does not encourage or require any employee to follow or “like” City social media sites.

The City does not condone the personal use by City employees of social media sites during the workday by any means, including by using City-owned equipment. City employees have no right or expectation of privacy when using City issued devices or systems. The City reserves the right to monitor, search, or disclose employee use of City resources.

Employees are reminded and cautioned that nothing posted on the internet is private. Content can easily be shared, forwarded, and distributed to broader audiences without your knowledge or permission.

Information posted on any social media site may be used as evidence in disciplinary, administrative, or legal proceedings.

The personal use of social media by a City employee in a manner that violates any City policy, rule, or procedure will not be tolerated, and may be grounds for disciplinary action, up to and including termination. Employees are expected to comply with the same ethical and performance standards on-line as in the workplace.

Employees may not use their official City email addresses to create or maintain any personal social media page(s).

An employee’s use of social media in a manner that violates the City’s policies and procedures, including, but not limited to, the City’s workplace harassment, discrimination, and retaliation policies, will not be tolerated, and may be grounds for disciplinary action, up to and including termination.

Employees may not post any content on the internet or social media that constitutes or contains City confidential, proprietary, privileged, private, personnel, or other non-public information.

Unless otherwise directed by the City Manager, City employees are prohibited from using the City logo, representing the City, or representing that they speak on behalf of the City. Employees must also make clear in any on-line activity that the views and opinions they express about work-related matters are their own, have not been reviewed by the City, and do not necessarily represent the views and opinions of the City.

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CHAPTER 2 - CLASSIFICATION AND COMPENSATION

SECTION 2.1 EMPLOYEE CLASSIFICATIONS/AUTHORIZED POSITIONS

Authorized full-time and part-time positions, with classification titles and pay ranges specified,shall be established from time to time upon adoption of a resolution by the City Council. The job descriptions for such positions shall be approved by the City Manager or his or her designeeand revised as deemed necessary or desirable. Unless otherwise stated, the following definitions shall apply for purposes of Authorized Positions under these Personnel Rules andRegulations:

a. Regular Full-time Employee: A full-time non-management employee who isappointed to a position for a six-month or longer term, who has successfully completed his or her probationary period in their position in the competitiveservice and is occupying a classified position established on a continuing basis,and is employed to work 2080 hours per year on a regular schedule, and iseligible for the City’s retirement program and full benefits. Such positions are designated as “general” on the City’s adopted Salary Schedule.

b. Regular Part-time Employee: A part-time non-management employee who isappointed to a position for a six-month or longer term, who has successfully completed his or her probationary period in their position in the competitiveservice and is occupying a classified position established on a continuing basis,and is employed to work a minimum of 30 hours per week, and less than 2080hours per year, and is eligible for the City’s retirement program and half thebenefits of a regular full-time employee. Such positions are designated as “general” on the City’s adopted Salary Schedule.

c. Temporary Part-time Employee: A part-time non-management employee who isemployed to work 29 hours per week or less. Such positions are designated as “part-time” on the City’s adopted Salary Schedule. Employees hired in thiscategory are excluded from receiving benefits, except as otherwise expressly provided for herein, and serve at the will of the City Manager. Those temporarypart-time employees who are assigned such hours that result in an accumulation of 1,000 hours within the fiscal year, shall become eligible for participation in the City’s retirement program. All employees in this category are eligible to receive sick leave in accordance with the Health Families Healthy Workplace Act of 2014and Section 4.3 below. Paid Interns shall be included in this category, as well as temporary or seasonal employees.

d. Probationary Employee: Every new employee in a regular full- or part-time position shall serve a probationary period of twelve (12) months, exclusive of time off for leaves of absence as hereinafter permitted. The probationaryemployee will be evaluated periodically during the probationary period and issubject to dismissal, with or without cause, at the discretion of the City Manager.The termination can be exercised at any time during the probationary period. Effective on the first day following completion of the probationary period, if theemployee’s performance has been satisfactory and the City Manager approves his/her retention, the employee shall be considered thereafter a full- or part-time

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regular employee of the city. Probationary employees are also deemed “Disaster Service Workers” per Section 2.1.i. below.

e. Exempt Employee: An employee who is exempt from the overtime provisions under applicable state law or the Fair Labor Standards Act (FLSA).

f. Non-Exempt Employee: An employee who is covered by the overtime provisionsof applicable state law or the Fair Labor Standards Act (FLSA).

g. “At-Will” Employee: A full-time management employee who is not included in the competitive service. Such positions are designated as “management” on the City’s adopted Salary Schedule. An “at-will” employee may be dismissed by the City Manager at any time for any reason and without prior notice or right of appeal. While many sections of this Manual will apply to “at-will” employees,others shall not, and inclusion of those sections does not change the status of “at-will” employees. Employment “at-will” means that either the employee or the City can terminate the employee relationship at any time with or without cause ateither party’s option with or without advanced notice. Nothing in this Manual or in any document or statement shall limit the right to terminate employment “at-will”.

h. Volunteer/Unpaid Interns: An individual who accepts an unpaid position with the City to perform specific tasks. A volunteer or unpaid intern is not an employee, and can be released at any time and for any reason without the right of appeal.

i. Disaster Service Workers: The protection of the health and safety, andpreservation of lives and property of the citizens of the City of Eastvale from theeffects of natural, manmade, or war-caused emergencies which result in conditions of disaster or in extreme peril to life, property and resources is ofparamount City importance requiring the responsible efforts of public and private agencies and individual citizens. In furtherance of the exercise of the power of the City in protection of its citizens and resources, ALL City employees are hereby declared to be Disaster Service Workers subject to such disaster service activities as may be assigned to them by their superiors or by law.

SECTION 2.2 NON-CITY FUNDED EMPLOYEES

Employees who are hired pursuant to Federal/State/County/Regional agency funding assistedprograms are at-will employees and subject to termination when program funding terminates.

SECTION 2.3 WORKWEEK AND SCHEDULES

General Policy

a. The City’s standard workweek for all employees begins at 12:00 a.m. eachMonday and ends at the following Sunday at 11:59 p.m. The City may establish additional standard workweek schedules to accommodate other uniquecircumstances.

b. City Hall’s normal operating hours are 7:30 a.m. to 5:30 p.m., Monday through Thursday. City Hall is closed every Friday.

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c. Depending on City requirements, some employees may be required to work different schedules, which may include working outside of City Hall’s normal operating hours. Each employee’s schedule hours of work will be determinedbased on staffing requirements to meet the needs of the City and our businessobjectives. Therefore, the City reserves the right to schedule employees to workan earlier or later schedule.

d. Variations in work schedules may be approved by the City Manager, however, must be requested and approved in writing prior to the employee making any changes to their schedule. Such requests will be evaluated as to their impact on the needs of the City, and to ensure appropriate and adequate staff coverage, inconsidering the request for a modified schedule.

e. The City reserves the right to change an employee’s work schedule to meet the needs of the City. However, unless urgent City needs make it impossible to do so, the City will provide employees with at least two (2) weeks’ notice of any schedule change.

Full-time Exempt (Salaried) Employees Work Schedule

Exempt (salaried) employees are generally expected to maintain the same work schedule andoffice hours as non-exempt employees unless pre-authorized by the City Manager. The City willconsider the need for exempt employees to have some flexibility in the work schedule, to the extent that exempt employees demonstrate that they are meeting the requirements of their position (including any supervisory obligations), and that a minimum of forty (40) hours per week is achieved, which shall include use of approved leaves from time banks (e.g. sick leave, vacation leave, etc.). Variances in the employee’s regular schedule must be discussed and approved in advance by the City Manager. In all cases, the business needs of the City and itsresidents must be considered and maintained as a top priority. Any perceived abuse of the City’s flexibility, and/or failure of the exempt employee to fully perform their job duties or to fulfill the required forty (40) hours will result in the loss of privilege for flexibility. Exempt employeesshall not receive less than forty (40) hours per week compensation as salaried employees, except as permitted by law. Such instances should be discussed with the City Manager forappropriate review and handling.

Exempt employees shall work extra hours as needed to perform their duties, to attend special events, and/or to attend meetings after hours as required by the City Manager. Exemptemployees receive management leave in recognition of the extra hours they are expected towork.

Regular Full-time Non-Exempt (Hourly) Employees Work Schedule

All full-time non-exempt (hourly) employees shall work either an assigned shift of 7:30 a.m. –6:00 p.m. with an unpaid thirty-minute meal period, or 7:00 a.m. – 6:00 p.m. with an unpaid one(1) hour meal period. Other variations may be approved by the City Manager on a case-by-casebasis.

Part-time Non-Exempt (Hourly) Employees Work Schedule

All part-time non-exempt (hourly) employees shall work designated hours as established by

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their supervisors and department heads, and shall be eligible for rest and meal breaksconsistent with the rules for full-time non-exempt employees.

Make-up Time for Non-Exempt (Hourly) Employees

a. Make-up time is available for all regular full-time, regular part-time, andtemporary part-time employees who are paid on an hourly basis (non-exempt).

b. The City of Eastvale does not require employees to work make up time. Make-uptime allows a non-exempt employee to voluntarily request time off for a personal obligation and to make up the time on another day in the same workweek without receiving overtime pay.

c. Notwithstanding the foregoing, non-exempt employees will be paid overtime when more than forty (40) hours are worked in a workweek. Use of sick leave,vacation leave, holidays, management leave, or other leaves shall not becounted towards the calculation of overtime.

d. Requests must be submitted in writing using the City’s prescribed form, and beapproved in advance by the employee’s supervisor and Department Head priorto performing any make- up time. Please note that the City cannot guarantee make-up time will be approved or provided.

e. Advance notice is required in order that the City may plan for work coverage. Employees are required to provide the City with seventy-two (72) hours’ notice, except in the case of emergencies. Same-day requests are discouraged, and willbe considered on a case-by-case basis and in emergency situations.

f. Any perceived abuse of the City’s flexibility (e.g. failure to provide advance notice on a recurring basis) will result in the loss of privilege for flexibility.

Special Events, City Council Meetings, and Commission Meetings

All employees may be required to work special events i.e. Picnic at the Park, State of the City,Fall Festival, National Night Out, and other similar events, and may be required to attend CityCouncil, Commission and/or other meetings.

Non-exempt (overtime eligible) employees who are assigned to work such events and to attend meetings after hours shall either receive overtime compensation or compensatory time off at the applicable rate of either straight time or time and one half (1.5) when hours worked in theworkweek exceed forty (40) hours. Such employees may also request approval to flex their schedule by taking a day off during the same week in which they will be required to work thespecial event. Requests to use compensatory time off or flex time must be made a minimum ofseven (7) days in advance prior to the event and will be evaluated to ensure appropriate andadequate staff coverage.

Work Performed “Off the Clock”

Work performed “off the clock” by any non-exempt (hourly) employee is consideredcompensable time and may be subject to overtime compensation or regular compensation.

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Time worked outside of regularly scheduled work hours beyond forty (40) hours must be recorded and paid for non-exempt employees. However, any work outside of regular hours must be pre-authorized. Non- exempt employees who work any additional hours without pre-authorization may be subject to disciplinary action.

SECTION 2.4 PAYROLL PROCESSING

General Information

The City processes payroll on a bi-weekly basis with twenty-six (26) pay periods in eachcalendar year. Payday will be the Thursday following the close of the pay period and is paid onThursday by direct deposit.

New Hires and Employee Changes

Talent Attraction and Development provides all applicable new hire personnel forms to each new employee, and prepares the Personnel Action Form (PAF) for all newly hired employees.Personnel Action Forms are also required for any employee changes including, but not limited to, position change, salary increase, benefit change, etc. The Personnel Action Form identifies programs and account numbers the employee’s time will be charged to and must be approved by the City Manager, Finance Director and Department Head. Talent Attraction and Development enters new employee data into the payroll system. The Finance Director, or designee, reviews the entries for completeness and accuracy.

Time Sheets – Non-Exempt Employees

All non-exempt (hourly) employees including Regular full-time, Regular Part-time, Probationary and Temporary Part-time employees are required to keep accurate and complete records of thetime worked on the time sheet form provided by the City. The use of time sheets assures proper cost accounting and compliance with wage and hour laws. Time sheets must be completed in a neat and orderly manner, so that all entries are easily read. The time sheets accurately muststate for each day worked, the time the employee began work, the time when the employee leftfor lunch, the time the employee returned from lunch, and the time when the employee finishedwork for the day. Employees will also acknowledge on the time sheet that they have been afforded the opportunity to take appropriate uninterrupted rest and meal breaks. Back-updocumentation must be submitted showing authorization for overtime, compensatory time, andmake-up time worked.

Time Sheets - Exempt Employees

All exempt (salaried) employees must complete time sheets in order to record regular timeworked and exception hours (e.g. sick leave, vacation, etc.).

Deductions

Any benefit or insurance deductions associated with payroll will be withheld from the first and second paycheck of each month. Cafeteria cash outs will be withheld from the first and second paycheck of each month. With bi-weekly pay periods, there are two (2) months during the yearthat a third pay check will be received. There will not be any benefit/insurance deductions takenon the third paycheck of a month.

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Issuance of Paychecks

After all entries have been verified and applicable corrections made, payroll checks areprocessed. The paychecks are scanned and kept in a secure location until payday. The Talent Attraction and Development Department distributes pay stubs to all employees on Thursdayprior to pay day.

Final Payment upon Separation of Employment

Talent Attraction and Development prepares and processes the final paycheck including payoff for unused vacation and any other vested leave (management leave, floating holidays) afterreceipt of the approved Personnel Action Form and approved time sheet. The City Managerreviews the calculations and proof list before the paycheck is prepared. The final check is issued to the separating employee upon receipt of all City issued property including keys,computers, uniforms, and identification card in the normal manner at the end of the pay period, via direct deposit.

SECTION 2.5 REST AND MEAL PERIODS – NON-EXEMPT (HOURLY) EMPLOYEES

a. Employees whose total daily work time is at least 3.5 hours must take amandatory paid rest period of fifteen (15) minutes. A fifteen (15) minute restperiod is mandatory for every four (4) hours worked, or “major fraction thereof.” Rest breaks must be taken during the work periods prior to the meal period andafter the meal period. As much as practicable, the rest break should be taken inthe middle of the work period.

b. Employees who work more than five (5) hours must take an unpaid, off-duty mealperiod of at least thirty (30) minutes.

c. When a work period of not more than six (6) hours will complete the day’s work,the meal period may be waived by mutual consent of the City and the employee. Such requests must be communicated in writing (e.g. email), and a copy of the request and approval shall be attached to the time sheet. Employees andsupervisors using this option must ensure that the employee ends their shiftimmediately after completing the sixth hour of work.

d. Employees who work more than ten (10) hours are entitled to a second unpaidmeal break.

e. During meal breaks, employees shall be relieved of all duties. The City does not discourage or interfere with the right to take rest and meal breaks. Employees should contact the City Manager if not provided reasonable opportunity to takethese breaks within one (1) hour of occurrence, so that appropriate action maybe taken.

In the event that an employee cannot be completely relieved of all duties during a meal break, the employee will be paid during the meal break, and such time shall constitute hours worked.

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f. Employees should refrain from taking rest and meal breaks at their desks toensure that a bona fide, uninterrupted rest and meal break has been taken.

g. Where adequate on-site facilities exist, employees should use the areas and facilities provided for rest breaks. Field employees should take rest breaks at the job site, or at restaurants and food establishments in close proximity to the work site, only if they can return to the job site within the designated time limit. If in transit between jobs, the break may be taken at a nearby park or at the next jobsite. Any travel time is included in the total amount of the meal or rest break.

h. Rest breaks are treated as hours worked, and are paid as time worked.

i. Rest and meal breaks may not be saved or used at another time or to make up alate arrival, or to shorten the workday. Rest breaks shall not be combined withmeal periods to provide an extended meal period.

j. Rest and meal breaks may not be taken within one (1) hour of starting time, orquitting time unless special circumstances make this desirable, and in whichcase prior approval shall be obtained from the employee’s immediate supervisor.

k. Non-exempt employees must accurately record each meal period on the time card. Each meal break must be at least 30 minutes long.

l. Supervisors are responsible for ensuring that employees are provided the opportunity for rest and meal breaks in accordance with these rules. Supervisors are also responsible for scheduling meal and rest breaks to provide for appropriate coverage of work.

SECTION 2.6 OVERTIME COMPENSATION/COMPENSATORY TIME

Non-exempt (hourly) employees who actually work more than forty (40) hours in a workweek shall be compensated at the rate of one and one-half (1.5) times the employee’s regular rate of pay, either as paid time at one and one-half (1.5) times the regular rate of pay or as compensatory time accrued at the rate of one and one-half (1.5) times the regular rate of pay for all hours worked in excess of forty (40) in any workweek. Work classified as standby, call back for emergency and disaster response will also be paid at one and one-half (1.5) times the straight time rate.

For the purposes of this policy, holidays, sick leave usage, vacation leave usage, and other pre-scheduled time off shall not be considered actual work time, towards the calculation of overtime.

The total amount of compensatory time an employee may accrue is 60 hours. When this maximum is reached, the employee will either take time off work or receive payment for all or a portion of the time at the discretion of the City Manager. The City Manager reserves the right to allow and authorize overages in special circumstances.

Non-exempt (hourly) employees may request compensatory time off using their accrued (banked) hours. Such requests shall be approved unless it would cause an “undue disruption” to work. Employees shall request time off following normal time off procedures. Same-day requests due to unforeseen or emergency circumstances, will be considered. However, same-

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day requests due to non-emergencies are discouraged and will be evaluated on a case-by-case basis.

SECTION 2.7 BI-LINGUAL PAY

Full-time employees who are certified as bi-lingual by the City in accordance with these provisions and who are routinely and consistently assigned to provide bi-lingual services in positions requiring communication skills in languages other than English are eligible for bilingual pay. Bi-lingual pay may be suspended for employees who are on a leave of absence from the City. The City may pro-rate the employee’s bi-lingual pay based on the length of the leave of absence.

Eligible full-time employees may receive an additional $100.00 per month for bi-lingual services, and eligible part-time employees may receive an additional $50.00 per month. The CityManager will be the final authority to determine the number of employees to receive bi-lingual pay, to assign and approve bi-lingual pay, and to remove bi-lingual pay from employees basedon business necessity. Each Department Head will be able to provide recommendations to the City Manager, the languages needed and the total number of staff to provide services to thepublic. Employees being considered for bi-lingual services shall be required to pass a bi-lingual proficiency test for both speaking and writing skills. Talent Attraction and Development willarrange for the testing, as required. Employees who pass the tests, and are consideredcertified, shall receive their bi-lingual pay effective the pay period following certification.

To the extent permitted by law, the value of the compensation for bi-lingual pay is considered special compensation and shall be reported as such to CalPERS pursuant to Title 2 CCR, Section 571(a)(4) (for Classic Members) or Title 2 CCR Section 571.1(b)(3) (for New Members) – Special Assignment Pay. Bi-lingual pay shall be reported to CalPERS periodically when earned, on a per pay period basis. However, the City makes no representations or guarantees whatsoever with respect to whether CalPERS shall include said bi-lingual pay as compensation for purposes of benefit determination and CalPERS shall make the sole determination as to inclusion.

SECTION 2.8 TEMPORARY ASSIGNMENTS

Employees may be temporarily assigned higher or lower duties without a change in pay andsuch action shall not be deemed as a transfer, demotion, promotion, or reclassification. In all cases where periodic or regular variations in assignments occur because of seasonal or operational needs, the nature of the duties, the work schedule or a position from which the incumbent is on extended leave of absence, such variations shall be considered as incidental tothe position.

“Temporary Upgrade Pay” – Acting Assignment to Higher Position

Employees assigned to perform the full duties in a higher level regular position authorized by the City Council shall be entitled to a salary rate increase to the higher level salary range for the classification to which assigned, and for the time actually worked in the temporary assignment(“Temporary Upgrade Pay”). The duration of such assignment shall be at the City Manager’sdiscretion and may be removed based on the needs of the organization, but must be of a limited duration.

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To the extent permitted by law, the value of the compensation for Temporary Upgrade Pay is special compensation and shall be reported as such to CalPERS pursuant to Title 2 CCR, Section 571(a)(3) – Premium Pay (for Classic Members). However, to constitute special compensation, an eligible employee must spend 100% of their time in performance of the full duties of the upgraded or higher level position. The City makes no representations or guarantees whatsoever with respect to whether CalPERS shall include said Temporary Upgrade Pay as compensation for purposes of benefit determination and CalPERS shall make the sole determination as to inclusion.

Moreover, if an employee is assigned to perform the full duties in a position that is vacant during recruitment for a permanent appointment and not a position that is temporarily available due to another employee’s leave of absence, the duration of such assignment shall be limited to 960 hours per fiscal year.

Additional Assignment Pay

Employees performing in a capacity beyond the normal scope of their duties because of avacancy and/or a leave of absence greater than three (3) months, and with increased and direct responsibility and personal liability for City operations, shall be eligible for Special Assignment Pay. Special Assignment Pay shall be a flat rate not to exceed five percent (5%) of base salary. Special Assignment Pay will only be authorized upon Department Head recommendation andCity Manager approval.

Lead Pay

Employees designated to perform in a lead capacity beyond the normal scope of their dutieswith increased responsibility shall be eligible for Lead Pay. Lead pay shall be a flat rate not toexceed five (5%) of base salary. Lead Pay will only be authorized upon Department Headrecommendation and City Manager approval. The duration of such assignment shall be at the City Manager’s discretion and may be removed based on the needs of the organization.

SECTION 2.9 CALL BACK PAY

Call back duty occurs when a non-exempt employee is ordered to return to duty on a non-regularly scheduled work shift. Call back does not occur when an employee is held over from his/her prior shift or is working prior to his/her regularly scheduled shift. An employee calledback to duty shall be credited with a minimum of two (2) hours work commencing at the time ofthe call or contact. Any call back lasting two (2) hours or less shall result in a credit for two (2)hours worked. A subsequent call received during a call back shall not result in an additional two(2) hours minimum call back pay, but shall be paid as actual time worked.

SECTION 2.10 ON CALL (STANDBY) PAY

Non-exempt (hourly) employees may be assigned to twenty-four (24) hour on call duty on aweek- end, holiday or non-scheduled work day, or on call duty between regularly scheduledwork shifts, requiring the employee to respond to emergency calls. Response to emergency calls shall occur within forty-five (45) minutes from the time the employee receives thecommunication. Response calls may require the employee to report back to work.

The rate of compensation for serving On Call shall be two dollars and fifty cents ($2.50) per

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hour. Said compensation is exclusive of any other compensation that may be provided for timeworked. On-call hours shall not count as hours worked.

The employee and the employee’s supervisor must execute a written agreement agreeing to the employee working on call.

SECTION 2.11 CAR ALLOWANCE

A car allowance may be provided to the City Manager if provided for within his or her Employment Agreement approved by the City Council. The City Manager may approve a car allowance, not to exceed $300 per month, for select at-will employees as determined appropriate by the City Manager. There is no right to a car allowance and the City Manager may reduce or eliminate a previously approved car allowance at any time. At-will employees who receive a car allowance shall do so in lieu of receiving a mileage reimbursement from the City for use of their personal vehicle for City-related travel.

SECTION 2.12 PHONE ALLOWANCE

The City Manager shall designate those positions requiring either the issuance of a cell phone for the conduct of City business, or the provision of a cell phone allowance in the amount of $40 per month, when designated employees use their own phone. The City Manager may receive a cell phone and/or internet allowance if provided for within his or her Employment Agreement approved by the City Council.

SECTION 2.13 SALARY AND WAGE SCHEDULES

The salary and wage schedule for authorized full-time and part-time positions shall beestablished from time to time upon adoption of a resolution by the City Council.

The City of Eastvale will comply with all applicable state and federal laws regarding equal pay. Compensation to employees shall be based upon job classification and defined factors includingeducation, training, experience, consequence of action, essential functions/duties and responsibilities, judgment/decision-making, and supervision received and exercised. In all cases, wages shall be based on bona fide factor other than sex, race, or ethnicity.

Consideration for initial salary placement shall be based upon the candidate’s education,training and experience. Consideration for future merit increases shall be based upon defined and measured quantity and quality of productivity.

SECTION 2.14 ADVANCEMENT WITHIN THE SCHEDULE

Merit Increases

The City Manager shall effect such merit-based advances as the City Manager may deemadvisable based upon the employee's ability, proficiency, and performance within the authorized salary range.

Employees who receive a rating of less than satisfactory (i.e. needs improvement) shall not be eligible for a salary increase for the rating period. When sustained improvement has beenobserved, the Department Head may prepare and submit an interim performance evaluation

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and recommend a salary increase to the City Manager.

Special Merit Increases

The City Manager, upon recommendation from a Department Head, may approve a SpecialMerit Increase for an eligible employee. Department Heads shall discuss such instances with the City Manager and prepare a memorandum to document superior, outstanding and meritorious performance warranting such special monetary recognition. Such increases shallnot exceed 5% and are subject to the approval of the City Manager. Special Merit Increasesshall typically occur outside the employee’s normal rating period. An employee receiving aSpecial Merit Increase shall remain eligible for their normal merit increase at the prescribed evaluation period. Special Merit Increases shall be rare exceptions, not the rule, and may not exceed the maximum of the established salary range.

SECTION 2.15 CHANGES IN EMPLOYMENT STATUS

Transfer

The City Manager, may, at any time, transfer an employee from one position to another positionin the same or comparable class. A comparable class is one with essentially the same maximum salary limits, involves the performance of similar duties, and requires substantially thesame basic qualifications. Transfer shall not be used to effectuate a promotion, demotion, advancement, or reduction, each of which may be accomplished only as provided in these Rules. No person shall be transferred to a positon for which he/she does not possess the minimum qualifications.

Promotion

A promotion is the appointment of an employee from one classification to a classification havinga higher base salary range. A promoted employee shall receive the entrance rate of the newrange or a five percent (5%) increase in salary, whichever is greater, provided that no employee is thereby advanced above the final step of the higher base salary range. The promotioneffective date shall be the first day of the pay period following the approval of the appointment.

Reclassification

An employee whose position has been reclassified from one class to another class, which has a higher base salary range, shall be placed at the entrance point of the new range or at a stepwithin the range that is not less than 5% and not more than 10% increase in salary. Ensuing merit increases will be due one (1) year from the date of the adopted reclassification. Reclassified employees are not required to serve a probationary period.

Demotion

A demotion is the appointment of an employee from one classification to a classification having a lower maximum rate of pay.

a. An employee demoted for disciplinary reasons shall be placed on the same stepwithin the base salary range of the class to which demoted.

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b. A promotional probationary employee who is returned to former classification during the probationary period shall be placed on the same step within the base salary range or the former classification that the employee was on at time of promotion. No credit shall be granted for time spent at the promoted level for nextstep advance due date.

c. An employee demoted for non-disciplinary reasons shall be retained at the samesalary rate, provided that the salary rate does not exceed the maximum of the salary range of the demoted class. With the approval of the City Manager, the employee may be “Y-rated” (rate of pay is frozen at the rate of pay immediately prior to the demotion). The rate of pay of an employee that is Y-rated will not change until the employee’s classification salary scale and step equals or exceeds their Y-rated level.

d. An employee who voluntarily demotes from one classification to a classificationwith a lower maximum salary range shall be placed within the new salary range.

Suspension

The City Manager may suspend, and approve the recommendation of a Department Head, to suspend an employee at any time for just cause, in accordance with the Skelly Process when required.

Reinstatement

With the approval of the City Manager, a regular employee who has resigned with a good record may be reinstated within one (1) year to his/her former position, if vacant, or to a vacant positionin the same, comparable, or lesser class provided he/she possesses the minimum qualificationsfor the position.

Reinstated employees do not retain any benefits or rights previously earned by virtue of his/her former employment unless approved by the City Manager. The employee will be appointed as a new employee and serve a new probationary period.

SECTION 2.16 TRAVEL EXPENSES

The City’s administrative policies on Travel and Reimbursement, as they may be amended from time to time, shall serve to provide policy related to this topic.

SECTION 2.17 SEVERENCE PAY

It is the policy of the City of Eastvale that severance pay shall not be granted to terminated employees unless defined in an Employment Agreement or under certain limited circumstances. The City retains the right to amend or terminate its severance pay plan at its sole discretion.

SECTION 2.18 TUITION REIMBURSEMENT

The City will provide regular full-time, and at-will employees with tuition reimbursement for courses which relate to their job assignment or the completion of a degree in a field related to City operations, subject to funding availability. An employee may be reimbursed for up to $2,500

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a fiscal year, not to exceed a cumulative total of $10,000.

To be eligible, an employee must satisfactorily complete 12 months of employment prior to qualifying for course approval and subsequent reimbursement. If eligible, an employee must do the following to obtain reimbursement: 1) receive course approval prior to registration from Talent Attraction and Development; 2) provide Talent Attraction and Development with evidence of satisfactory ("C" grade or better) completion of the approved course; 3) submit receipts for tuition, enrollment fees, and/or books within 60 days of course completion; and 4) sign a form agreeing to repay the City the reimbursed amount if the employee voluntarily separates from the City or is terminated for cause within 24 months of the date of the reimbursement.

If there is insufficient funding to pay for all pending or anticipated future reimbursementrequests, the City Manager may devise a fair and equitable manner for allocating the funds available amongst the eligible employees.

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CHAPTER 3 - EMPLOYEE BENEFITS

SECTION 3.1 HOLIDAYS

All regular full-time employees, and full-time employees who are in their probationary period,shall have the following holidays as time off with pay:

1. January 1st, known as “New Year’s Day”2. The third Monday in January, known as “Martin Luther King Jr. Day”3. The third Monday in February, known as “Presidents’ Day”4. The fourth Monday in May, known as “Memorial Day”5. July 4th, known as “Independence Day”6. The first Monday in September, known as “Labor Day”7. November 11th, known as “Veteran’s Day”8. The fourth Thursday in November, known as “Thanksgiving Day”9. The day after Thanksgiving Day10. December 24th, known as “Christmas Eve Day”11. December 25th, known as “Christmas Day”12. One (1) floating holiday.

The City Council may approve additional paid holiday(s) for employees in any given fiscal year from time to time by resolution.

In the event a holiday falls upon a Friday or Saturday, the prior work day will be taken in lieu ofthe holiday; in the event a holiday falls upon a Sunday, the following workday will be taken inlieu of the holiday.

All regular part-time employees and regular part-time employees who are in their probationperiod shall receive the defined holidays as time off with pay at one-half (1/2) (e.g. 5 hours paidholiday).

Floating holidays will be provided at the beginning of the calendar year. Floating holidays not used during the calendar year in which they are provided will be converted to vacation time and treated in the same manner as provided in Section 4.2 of these Rules, including counting toward an employee’s maximum vacation accrual and the vacation buy-back provisions.

SECTION 3.2 WINTER HOLIDAY CLOSURE

City Hall closes to the public during the winter holiday periods beginning December 24 throughJanuary 1 of each year (actual dates may vary depending on the day of the week the holidayfalls). Certain City operations may continue during this Winter Holiday Closure while others will not, as determined appropriate by the City Manager.

In conjunction with the City paid holidays including December 24th, December 25th, and January1st, employees not required to work during all or a portion of the Winter Holiday Closure will berequired to use their accrued leave time (vacation, compensatory, management leave, or floating holiday time) to equal the remainder of their regular work schedule hours/days during the Winter Holiday Closure.

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If an employee’s leave time has been exhausted due to a catastrophic event, and leave withoutpay would result in an undue hardship, the City agrees to review such situations on an individualbasis. Additionally, if an employee is a recent new hire and has no available leave hours to useduring the closure, the city agrees to review this situation. The City may advance vacation hoursto cover the needed time. The City Manager may also approve an employee’s ability to workduring the Winter Holiday Closure.

If an employee is ordered to return to duty during the Winter Holiday Closure, the time calledback during regular work hours will be deducted from the leave hours being used. Any call backhours may be eligible to be counted as overtime during the Winter Holiday Closure only.

SECTION 3.3 INSURANCE BENEFITS

All employees in regular full-time or part-time positions, shall be eligible for the City’s insurancebenefits which may include medical, dental, vision, life and long-term disability insurance policies including Accidental Death and Dismemberment (AD&D), or, alternatively in arecognized cafeteria plan approved by the City Council. These benefits may be increased or decreased from time to time. The City reserves the right to change carriers and/or eliminate anytype of coverage at its absolute discretion. No employee has any vested right to any type ofinsurance coverage or benefits.

Cafeteria Plan

As provided under the Affordable Care Act, enacted on March 23, 2010, the City is required to provide employees with notice of some basic information about the Marketplace andemployment- based health coverage offered by the City. Information regarding the City’s insurance plans including such information as premiums, coverage, etc. shall be provided toemployees at the time of hire and during annual open-enrollment periods, and/or upon notice from an employee concerning a qualifying event in which an employee’s dependent(s) maybecome eligible during the non-open enrollment period.

New employees who are hired between the first and the 14th day of the month shall be eligiblefor the full amount of the City’s cafeteria plan contribution for the first month of employment. Those new employees hired on or after the 15th of the month shall be eligible to receive one-half (1/2) of the City’s cafeteria plan contribution for the first month of employment.

The current City contribution towards the cafeteria plan for full-time employees is $1,600.00 per month. Eligible part-time employees receive $800.00 per month.

Employee’s hired on or after December 1, 2017 will fall under the new cafeteria cash out plan which limits that cash out threshold at a maximum of $800 per month for a full-time employee and $400 per month for a part-time employee.

Life Insurance

Life insurance coverage shall be provided by the City for eligible employees and elected officials as follows:

Level 1 – City Manager and Management – 2x annual salary to a maximum of $400,000.Level 2 – All Other Eligible Employees – 2x annual salary with a minimum of $100,000.

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Employees who are eligible for management leave under Section 4.15 shall be considered management employees for the purposes of life insurance benefits.

Life insurance premiums for eligible employees are paid for by the City.

Short Term Disability Insurance and Long Term Disability Insurance

The City does not participate in the State of California’s Disability Insurance (SDI) program which includes the paid family leave program. Employees remain eligible for “unpaid” family and medical leave as provided by State and Federal leave laws, and may use accrued sick, vacation, holiday and compensatory time to provide compensation during such leaves.

The City’s Short-Term Disability plan provides a maximum benefit period of 83 days, and the Long Term Disability program goes into effect after 90 days. Additional plan information, including elimination periods, and the monthly benefit amounts may be obtained from Talent Attraction and Development. Short-term and long-term disability insurance premiums for eligible employees are paid for by the City.

SECTION 3.4 RETIREMENT BENEFITS

All regular full-time employees and regular part-time employees shall be members of theCalifornia Public Employees' Retirement System (CalPERS). The City is a member of CalPERS. Eligible employees are required to participate in accordance with the rules of CalPERS.CalPERS Retirement benefits are available to all employees working at least 1,000 hours in afiscal year. Employees pay the full amount of the employee’s contribution to CalPERS. Retirement health insurance benefits are provided to retirees in compliance with the Public Employees’ Medical and Hospital Care Act (PEMHCA) and City Council Resolution No. 2011-03. The City shall pay no more than the monthly minimum employer contribution prescribed by Government Code section 22892 and Resolution No. 2011-03 toward retiree health benefits.

All temporary part-time employees, as well as any other employees not eligible for membership in CalPERS, shall be enrolled in the Accumulation Program for Part-Time and Limited Service Employees (APPLE) in lieu of enrollment in the federal Social Security Retirement System. APPLE-enrolled employees will pay 3.75% of salary into the program and the City will match that amount. Accumulated funds in APPLE will earn interest on contributions, and the principal is fully guaranteed. More information about APPLE can be received from Talent Attraction and Development.

SECTION 3.5 TEMPORARY PART-TIME EMPLOYEES

Employees of the City designated as temporary part-time (less than 30 hours per week) are non-benefitted and shall be compensated on an hourly basis as specified by the position classification in which they are assigned. Temporary Part-time employees are not eligible for participation in any benefit program established by the City, except as required by State orFederal law or as otherwise expressly provide for in these Personnel Policies and Procedures.

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CHAPTER 4 - LEAVE OF ABSENCE

SECTION 4.1 GENERAL INFORMATION

Generally, but not always, leaves of absences are unpaid. Employees have certain rights to substitute accrued paid leave for unpaid leave. Employees are not to perform work while onleave without prior authorization from the City Manager. While on leave, employees are stillemployees, and there is no break-in-service for purposes of longevity or seniority.

To the extent required by law, upon completion of the leave, the employee will be returned to hisor her position, or to an equivalent position, without the loss of pay or benefits. An employee’s failure to return to work as scheduled may result in separation from City employment.

As to exempt employees, the City will administer its leave policies so it preserves theemployee’s status as an exempt employee.

Unless otherwise required by law, employees will not be covered by non-health benefit plans(i.e. California Public Employees’ Retirement System (CalPERS)). The employee may make the appropriate contribution for coverage under non-health benefit plans if the plans allows for such employee payment.

The City will continue to pay the City-sponsored premium portion of the employeehealth/medical benefits (which include dental and vision) for the first 12 weeks of a disability related leave of absence (PDL, FEHA, ADA, CFRA, FMLA, or Workers’ Compensation1). City-sponsored premiums for benefits for all other leaves of absences will continue only through theend of the month in which the leave begins subject to the terms, conditions and limitations of the applicable plans for which the employee is otherwise eligible, and except where otherwise mandated by state or federal law. When the employee returns from leave, the City will again provide benefits according to the applicable plans.

Instances may exist where two (2) or more leave of absence policies provide overlapping protection for eligible employees. It is the intention of the City’s policies to limit employees to thetime available under the single most favorable leave of absence policy and to preventemployees from exceeding the limitations of that policy. This means that, when the applicable law permits, all leaves of absences run concurrently.

Employees should be aware that no two (2) leave of absence situations are exactly the sameand should not expect that what occurred for other employees to apply to their personalsituation.

For more detailed information regarding the types of leave, eligibility for leave, payment forleave, and the length of leave normally authorized, see the individual descriptions of each type of leave that follows.

1 “PDL” refers to the Pregnancy Disability Leave Law. “FEHA” refers to the Fair Employment and Housing Act. “ADA” refers to the Americans with Disabilities Act. “CFRA” refers to the California Family Rights Act. “FMLA” refers to the Family Medical Leave Act.

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SECTION 4.2 VACATION

All regular full-time employees and full-time employees who are in their probation period willaccrue vacation time as defined below. All regular part-time employees will accrue vacationhours at one- half (1/2) the rates below. Temporary part—time employees do not accrue vacation. Employees shall be eligible for, and accrue vacation with pay according to the following conditions:

Amount of Vacation

a. Fifty-nine (59) or less months of continuous service: Each employee working in continuous service of fifty-nine (59) or less months shall earn 80 hours of paid vacation per year. Vacation shall be earned on a prorated basis for time worked.

b. Sixty (60) to one hundred twenty (120) months of continuous service: Each employee working in continuous service for sixty (60) to one hundred nineteen(119) months shall earn 120 hours of paid vacation per year. Vacation shall be earned on a prorated basis for time worked. Additionally, an employee shall receive a one-time credit of forty (40) hours of paid vacation on their next regular paycheck after the start of their sixtieth month of continuous service.

c. One hundred twenty (120) or more months of continuous service: Each employee working in continuous service for one hundred twenty (120) months or more shall earn 160 hours of paid vacation per year. Vacation shall be earned on a prorated basis for time worked. Additionally, an employee shall receive a one-time credit of forty (40) hours of paid vacation on their next regular paycheck after the start of their one hundred twentieth (120) month of continuous service.

To attract and retain experienced at-will management employees and reflect their accruals for other comparable years of experience in a managerial at-will position, the City Manager may authorize an experienced at-will management employee to accrue paid vacation at a higher rate than what applies to other newly-hired employees at the time the at-will management employee is hired or at the time of their performance evaluation via a Personnel Action Form (PAF). However, the rate of accrual for newly-hired at-will management employees shall not exceed what is provided to employees with one hundred twenty (120) or more months of continuous service.

Use of Vacation

a. Employees shall be eligible to use vacation as it is accrued.

b. Employees shall request use of vacation a reasonable time in advance, preferably a minimum of seven (7) days, of the proposed use of the vacation. Same day requests are discouraged, and will be considered on a case-by-casebasis, and in emergency situations.

c. All requests for use of vacation must be approved by the employee’s supervisor and the relevant Department Head.

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d. Upon termination, employees shall be compensated for accrued unused vacation at their then current pay rate.

e. The City of Eastvale will not allow for accrual of vacation time in excess of 300hours. Any and all time accrued beyond that will be paid out at the regular rate of pay. The City Manager reserves the right to allow overages in specialcircumstances.

Vacation Buy-Back

a. Employees who have been employed with the City of Eastvale for a minimum ofone (1) year may elect to buy-back accrued, but unused, vacation hours. Anemployee may request to buy-back a minimum of ten (10) hours, up to amaximum of forty (40) hours, not more than two (2) times in a calendar year. To purchase vacation hours, an employee must have a minimum remaining balanceof forty (40) hours of vacation leave accrual after the purchase of said vacationhours. Further, an employee must have used a minimum of forty (40) hours ofvacation or management leave within the calendar year. The employee will becompensated for such purchased vacation hours at the salary rate in effect forthat employee at the time the hours are paid.

b. Vacation accruals for which the employee receives compensation will bededucted from the employee’s accumulated total.

c. Any employee who has been given a disciplinary action that results in a loss ofpay shall be excluded from the use of this provision for sixty (60) calendar days from the date of the implementation of the disciplinary action.

d. An employee desiring to exercise this option must make a written request to the City Manager for approval. All vacation buy back requests will be processed inthe payroll cycle following the date the request was approved whenever possible, or the following payroll cycle.

e. The City Manager reserves discretion to inactivate this provision based on the City’s financial ability to pay.

SECTION 4.3 SICK LEAVE

Sick Leave Accruals

a. All regular full-time employees and full-time employees who are in their probationperiod will accrue sick time. Sick leave with pay shall accrue at the rate of 90 hours for each 12 months of the employee's active service, and any such leave accrued but unused in any year shall be accumulated for the employee to use insucceeding years up to a maximum accumulation of five (5) years or 450 hours. An employee who reaches the maximum accumulation shall cease accruing sick leave until his/her balance is under the maximum accumulation. Upon termination for any cause other than retirement, sick leave time is forfeited. If an employee retires from City service, sick time may be converted to years of

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service as regulated by the California Public Employees’ Retirement System(CalPERS). If sick time is not converted to years of service, it is forfeited.

b. All regular part-time employees will accrue sick hours at ½ the rate, or 45 hoursfor each 12 months of the employee’s active service, and any such leave accrued but unused in any year shall be accumulated for the employee to use insucceeding years up to a maximum accumulation of five (5) years or 225 hours. An employee who reaches the maximum accumulation shall cease accruing sick leave until his/her balance is under the maximum accumulation. Upon termination for any cause other than retirement, sick leave time is forfeited. If anemployee retires from City service, sick time may be converted to years of service as regulated by the California Public Employees’ Retirement System (CalPERS). If sick time is not converted to years of service, it is forfeited.

c. All temporary part-time employees who work 30 or more days within a year shall receive 24 hours of sick leave in their sick leave bank immediately uponcommencement of employment. Employees who qualify for sick leave under this section are entitled to use accrued sick days beginning on the 90th day ofemployment. Unused sick leave at the end of the calendar year may not be carried forward and sick leave may not be cashed out. Thereafter, at thebeginning of each subsequent calendar year, the employee shall begin the yearwith 24 hours of leave time in their sick leave bank.

Sick Leave Usage

Sick leave shall be used for the following purposes. An employee eligible for sick leave with payshall be granted such leave for the following reasons:

a. Illness or physical incapacity of employee or a member of the employee’s immediate family. "Immediate family" is limited to any relative of blood ormarriage who is a member of the employee's household, under the same roof; and any parent, grandparent, spouse, registered domestic partner, child, brother, sister, father-in-law, brother-in-law, mother-in-law, or sister-in-law of theemployee's, regardless of residence. Sick leave used for the purposes of providing care to a member of the employee’s immediate family is limited to one-half (1/2) of the employee’s annual sick leave allotment.

b. Medical appointments.

c. Enforced quarantine of the employee in accordance with community healthregulations.

Sick leave may be used upon an employee's oral or written request. If the need for paid sickleave is foreseeable, an employee must provide “reasonable” advance notice. If not, the employee must provide notice to their supervisor “as soon as practicable” and/or within one-half(1/2) hour of the beginning of their work shift of each sick day, or prior to leaving the worksite when becoming ill during the work shift. Failure to provide notice in accordance with this policy may be cause for disciplinary action.

Eligibility of sick leave usage shall commence when accrued. Observed holidays occurring

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during sick leave shall not be counted as days of sick leave.

Vacation leave may not be used in lieu of paid sick leave unless employee’s sick leave accrualhas been exhausted, and the employee receives approval from their supervisor.

The City Manager shall place employees on leave when, in the reasonable judgment of the supervisor and Department Head, the presence of the employee at work would endanger the health and welfare of other employees or where the illness or injury of the employee interferes with the performance of such employee’s essential duties. Unless the law provides otherwise,leave under these circumstances will be unpaid unless the employee elects to use available sickleave.

Annual Sick Leave Buy-Back

Employees may receive compensation for unused sick leave, per fiscal year as follows:

a. An employee may choose to accumulate up to 450 hours with the understanding that all hours earned over 450 at the end of the calendar year must be sold bythe employee to the City.

b. Full-time employees must maintain a minimum forty-eight (48) hour base (afterany request for the City to buy back sick leave); and will not have used more thanforty-eight (48) hours of sick leave during the prior calendar year in order to beeligible for buy-back.

c. An employee desiring to exercise this option must make a written request to the City Manager for approval during the first two weeks of January each calendaryear.

d. Compensation for unused accumulated sick leave will only be paid the secondpay period in January of each year at the employee’s current rate of pay, basedon a buy-back rate of 50% for each hour that the City buys back. (e.g., 40 hoursof sick leave sold back to the City will be cashed out at 20 hours.)

e. Sick leave for which the employee receives compensation will be deducted from the employee’s accumulated total.

f. The City Manager reserves discretion to inactivate this provision based on the City’s financial ability to pay.

g. Terminating employees, including, but not limited to, resignation, retirement,layoff, “at-will” or probationary separation, are not eligible for buy-back at the timeof separation.

SECTION 4.4 FAMILY CARE AND MEDICAL LEAVE; PREGNANCY DISABILITY LEAVE/TRANSFER; MILITARY FAMILY LEAVE; NEW PARENT LEAVE

The City provides employees with family care and medical leave, pregnancy disability leave/transfer, military family leave and new parent leave. Information about these leaves is set forth in a separate administrative policy.

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SECTION 4.5 CIVIL AIR PATROL LEAVE

The City will provide employees with leave as required by the Civil Air Patrol Employment Protection Act. Employees who are also volunteer members of the Civil Air Patrol are annuallyentitled to up to 10 days of leave for Civil Air Patrol duty to respond to an emergency operationmission. The employee must have been a City employee for at least 90 days before thebeginning of leave. Generally, leave for a single emergency cannot exceed 3 days. Leave is unpaid. Employees may use available vacation leave. The employee must provide written certification of the need for leave from the proper Civil Air Patrol.

SECTION 4.6 CRIME VICTIMS’ LEAVE

Employees are allowed time off from work to attend judicial proceedings related to a violentfelony, serious felony, or felony theft or felony embezzlement (as defined in Labor Code 230.2), if the employee, an immediate family member (which includes spouse, child, stepchild, brother, stepbrother, sister, stepsister, mother, stepmother, father, or stepfather) of the employee, registered domestic partner of the employee, or the child of a registered domestic partner is a crime victim. The employee can use available sick leave, compensatory time off, or vacationleave for crime victims’ leave.

SECTION 4.7 VICTIMS OF DOMESTIC VIOLENCE OR SEXUAL ASSAULT

Employees who are the victims of domestic violence or sexual assault can take time off toobtain relief, such as a temporary restraining order, a restraining order, or other court-ordered relief, to help ensure the safety of the victim or the victim’s child. Employees can use availablevacation time or compensatory time off for this type of leave.

Employees who are the victims of domestic violence or sexual assault may take up to 12 weeksof leave in a 12-month period to seek medical attention, to obtain the services of a domesticviolence shelter or rape center, to obtain psychological counseling, or to participate in safety planning. Employees can use available sick leave, compensatory time off, or vacation time forthis type of leave.

Unless not feasible, employees are expected to provide reasonable advanced notice of theneed for leave and to supply documentation supporting the leave request.

SECTION 4.8 MILITARY LEAVE

Military Leave for Employee. Leaves of absence and re-employment resulting from service in the National Guard or U.S. Military Armed Forces, including reserve corps, will be in accordance with applicable state and federal laws, including but not limited to California Military and Veterans Code sections 389-399.5 and the federal Uniformed Services Employment and Reemployment Rights Act. A copy of the applicable, official orders for training or active duty should accompany an employee’s request for a leave of absence.

In general, all such leaves of absence will be unpaid, unless pay is required by Military and Veterans Code section 395.01, which provides for pay for the first 30 days of a leave under certain circumstances. The City does not provide pay for leaves of absence due to inactive duty training. An employee may use his/her accrued, unused vacation benefits for all or part of an unpaid leave of absence to supplement his/her military pay so as to equal the amount of pay

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that would have been received from the City during the leave of absence. Any portion of a leave that occurs after all available accrued vacation benefits have been used will be without pay.

If an employee fails to notify the City of his/her intent to return to work within the time periodallowed by law, the employee will be considered to have resigned.

Military Spouse Leave. In accordance with Section 395.10 of the Military and Veteran’s Code, military spouse leave lasts for up to 10 days. The qualified service member must be on leave from deployment during a period of military conflict.

Leave is unpaid, but the employee can use accrued but unused vacation, compensatory time off, and sick leave for this purpose.

To be eligible, the employee must be a spouse of a qualified service member, work an averageof 20 hours a week, give the City notice within two (2) business days of receiving official noticethat the service member will be on leave from deployment, and submit written documentationsupporting the leave request. The service member must be a member of the United StatesArmed Forces, National Guard, or the Reserves.

SECTION 4.9 ORGAN AND BONE MARROW DONATION LEAVE

Organ donors are entitled to up to 30 business days of paid leave in a one (1) -year period.Bone marrow donors are entitled to five (5) business days of paid leave in a one (1) -yearperiod. Group health insurance is maintained during the leave period.

For these types of leave, a year is measured as 12 consecutive months from the date leavebegins. These leaves do not run concurrently with CFRA leave. Eligible employees are thoseemployees who have been employed by the City for least a 90-day period before the leavebegins.

Employees who take bone marrow donation leave must take up to five (5) days of accrued sick leave or vacation time. Employees who take organ donor leave may take up to two (2) weeks of accrued sick leave or vacation time.

SECTION 4.10 SCHOOL ACTIVITIES/SCHOOL APPEARANCE LEAVE

Employees are entitled to up to forty (40) hours per calendar year to find, enroll, or reenroll the child in school or with a licensed child care provider; to address a child care provider or school emergency; or to attend or to participate in school activities of a child, foster child, or grandchild.The child must be enrolled in kindergarten through 12th grade, or must be enrolled with alicensed child care provider. The amount of leave cannot exceed 40 hours in a calendar year. The City must receive reasonable advanced notice of the planned absence and provide the City with documentation of attendance or participation. Where both parents request leave for thesame child’s activity, the employee who asks first will be given the leave. To the extentpermitted by law, employees must use available compensatory time off or vacation time.Otherwise, the leave is unpaid.

Employees are entitled to take unpaid leave time leave to appear at the employee’s child’s orward’s school in connection with a suspension from a class or school. Before the leave is taken, the employee must present a written statement from the school stating that the employee’s

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attendance is required.

SECTION 4.11 VOLUNTEER FIREFIGHTERS, RESERVE PEACE OFFICERS, AND EMERGENCY RESCUE PERSONNEL LEAVE

No employee shall be disciplined for taking time off to perform emergency duty as a volunteer firefighter, reserve peace officer, or emergency rescue personnel. If an employee is an official volunteer firefighter, reserve peace officer, or emergency rescue personnel, the employee shallalert their supervisor about the potential to take time off for emergency duty. When taking timeoff for emergency duty, the employee is required to alert their supervisor before doing so whenpossible. Employees may use their accrued vacation leave, or take unpaid leave time.

SECTION 4.12 VOTING LEAVE

If an employee does not have sufficient time to vote outside of working hours, employees are entitled to up to two (2) hours of working time, without loss of pay, to vote in statewide elections. Unless otherwise mutually agreed upon, this time must be taken at the beginning or the end ofthe regular work shift, whichever allows the most free time to vote and is the least time off fromworking. The employee must advise the City two (2) working days in advance to arrange the voting time.

SECTION 4.13 LEAVE OF ABSENCE WITHOUT PAY

Request for Leave.

Upon the request of the employee, a leave of absence without pay may be granted by the City Manager to an employee.

a. An employee shall not be entitled to a leave of absence as a matter of right, but only upon good and sufficient reason.

b. Request for leave of absence without pay shall be made in writing to Talent Attraction and Development, and shall state specifically the reason for the request, the date when it is desired to begin the leave, and the probable date of return. Talent Attraction and Development will transmit the request to the City Manager. A physician’s statement will be required of employees who request leave of absence without pay as a result of a medical condition. However, employees are not required to include information regarding diagnosis.

c. A leave of absence without pay may be granted by the City Manager for a period not to exceed one year.

d. An employee shall be entitled to reinstatement in his/her regular position upon completion of the authorized period of leave.

Conditions of Leave.

A leave of absence without pay granted by the City Manager shall not be construed as a break in continuous service or employment, and rights accrued at the time leave is granted shall be retained by the employee. A person granted such leave shall not accrue any paid leaves of

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absence (vacation, sick leave), shall not receive increases in salary and other similar benefits, and shall not be eligible to receive cafeteria contributions and reimbursements during the period of absence, unless required by law. An employee reinstated after leave of absence without pay shall receive the same step in the salary range he/she received when he began his/her leave of absence. Time spent on such leave without pay shall not count toward service for increases within the salary range, and the employee’s salary anniversary date shall be set forward one month for each thirty (30) consecutive days taken.

SECTION 4.14 JURY DUTY OR WITNESS APPEARANCE LEAVE

Any regular full-time employee or regular part-time employee, who is required to serve as a juroror subpoenaed as a witness in any State or Federal court, or any administrative board ortribunal, shall be entitled to a leave of absence up to ten (10) working days with pay while performing services as a juror or a witness; provided that any such employee shall be required to pay over to the City any amount he/she receives for jury fees, exclusive of approved traveland subsistence.

SECTION 4.15 MANAGEMENT LEAVE

At-will management employees, as shown on the City’s approved Salary Schedule, are authorized a maximum of eighty (80) hours of management leave (time off with pay) each calendar year. For new employees, management leave shall be provided on a pro-rata basis at the time of hire for the remaining months of the calendar year on a quarterly basis, and annually thereafter in January. The City Manager, as part of a job offer in special circumstances, may approve or front load up to 40 hours of management leave.

Management leave hours not used within the calendar year in which they are granted will rollover to the next calendar year, however, in that next calendar year the employee will only receive as much new management leave hours as needed to replenish his or her bank to eighty (80) hours. Management leave cannot be used within two weeks of separation from the organization.

SECTION 4.16 BEREAVEMENT LEAVE

When circumstances are such, and the City Manager determines that conditions warrant the use of bereavement leave, three (3) days of paid bereavement leave may be used peroccurrence in the event of the death of a relative of blood or marriage who is a member of theemployee’s household, under the same roof, and any parent, grandparent, grandchild, spouse,child, brother, sister, father- in-law, brother-in-law, mother-in-law, or sister-in-law of the employee, regardless of residence. With City Manager approval, accrued vacation may also beused for bereavement purposes for the same relatives for which bereavement leave may be used. Employees using bereavement leave may be required to submit proof of death such as anobituary announcement, as condition of approval.

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CHAPTER 5 - EMPLOYEE CONDUCT, DISCIPLINE AND DISCIPLINARY APPEALS

SECTION 5.1 GENERAL POLICY STATEMENT

Employees in the classified service of the City may not be suspended, demoted, dismissed, or reduced in pay for disciplinary reasons, without just cause. For purposes of this chapter, “at-will”employees and temporary part-time employees are not within the classified service; they serve at the will of the City Manager and may be subject to dismissal without cause.

Discipline may be necessary when City policies are violated or City expectations are not met.The causes for disciplinary action against an employee may include, but are not limited to, thefollowing:

SECTION 5.2 TYPES OF DISCIPLINARY ACTIONS

While the City maintains a progressive disciplinary system, the City may impose discipline at any level that is appropriate for the employee’s action up to and including termination.

Verbal Reprimand. An employee may be verbally reprimanded about his/her inappropriate behavior. The supervisor shall make a brief notation regarding the date and substance of the verbal reprimand in the personnel file. If an employee’s conduct does not improve, reference to the verbal reprimand will be made in a subsequent written reprimand or performance evaluation. The procedures in Section 5.6 and 5.7 are inapplicable to verbal reprimands. Verbal reprimands are not subject to any employee appeal or grievance.

Written Reprimand. An employee may receive written notification indicating the City is dissatisfied with the employee’s services or conduct and that further disciplinary measures may be taken if the behavior is not corrected. The procedures in Section 5.6 and 5.7 are inapplicable to written reprimands. Written reprimands are not subject to any employee appeal or grievance.

Suspension. An employee may be suspended without pay for disciplinary reasons.

Disciplinary Reduction in Pay. An employee’s pay rate within their pay range and class may be reduced for disciplinary reasons.

Disciplinary Demotion. An employee may be demoted from a position in one class to a position in another class having a lower maximum pay rate for disciplinary reasons. The demotion may be permanent or temporary.

Dismissal. An employee may be dismissed from City service for disciplinary reasons.

SECTION 5.3 GROUNDS FOR DISCIPLINARY ACTION

Discipline of non-probationary employees in the classified service will not be imposed except upon a showing of just cause, which may include, but shall not be limited to the following:

1. Fraud. To secure employment by providing false documents or knowingly make false statements or significant omissions, either orally or in writing, on a City employment application or in any supporting documents.

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2. Incompetence. Failure to perform some or all of the job duties; unsatisfactory, inefficient, or careless work; the inability or refusal to improve work performance in accordance with written or verbal direction after a reasonable time period.

3. Neglect of Duty. Failure to perform one or more essential duties required of theemployee’s position; unauthorized sleeping while on duty; intentional, negligent or reckless behavior resulting in spoilage or waste of City property; sabotage ofCity property, equipment, vehicles or work product; failing to take reasonableaction while on duty or when required by law.

4. Insubordination. Willful failure to conform to a supervisor’s legitimate requests and directions; refusing to comply with reasonable work assignments made by asupervisor.

5. Alcohol or Drug Use. Any violation of the City’s Drug- and Alcohol-Free Workplace Policy; being under the influence of alcohol or controlled substanceswhile at work, while driving a City vehicle, or consuming, selling, possessing, ormanufacturing same while on City premises or while engaged in City business.Possessing drug paraphernalia or open containers of alcoholic beverages while on duty, or off-duty in uniform or on City property or in City vehicles. “Being underthe influence” is defined as having the presence of any detectable level of drugsin the body or blood alcohol greater than .02%.

6. Absence Without Leave. Being away from work during assigned duty hours without permission, excessive tardiness, failure to return from leave, and/or improper use of leave.

7. Discourteous Treatment of Others. Disparaging remarks that discredit a co-worker or disrupt or subvert the good order, efficiency and discipline of the City orany department thereof; engaging in gossip or rumor mongering or otherbehavior which creates discord and disharmony in the workplace; engaging inbullying behavior; general discourteous, uncooperative, or offensive treatment of employees, contractors, the public or others doing business with the City.

8. Conduct that is Unbecoming a City Employee. Conduct which tends to discredit the City, whether on duty, off-duty in uniform or on City property.

9. Improper or Unauthorized Use of City Property. Using City telephone, or computer equipment for personal use or gain; using City equipment or City vehicles for personal use or gain; unauthorized possession of, loss of, or damage to any City property; theft or removal of any City property; violating the California Vehicle Code while operating a City vehicle; operating City vehicles or equipmentor privately-owned vehicles on City business without a current driver’s license;involvement in preventable traffic accident while on duty.

10. Conflict of Interest/Employment/Activity/Enterprise. Outside employment, activity or enterprise not authorized by the City Manager.

11. Gifts. Acceptance of any gift or other form of remuneration, in addition to the employee’s regular compensation, for the actions performed in the normal course

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of the employee’s assigned duties, in violation of applicable laws, regulations and/or policies.

12. Falsifying Records. Falsifying, modifying, or altering City reports or records, including timesheets, or making misleading entries or statements, or failing to disclose material facts, or destroying or mutilating any City record or otherdocument.

13. Dishonesty. The lack of honesty, deceit, and willful misrepresentation of facts.

14. Unethical Behavior. Failure of any employee to report any activities on his/herpart where such activities may result in criminal prosecution or result in disciplineunder this policy; failure of any employee to report official contacts by any law enforcement agency; concealing or attempting to conceal defective work; the exercise of authority for any improper purpose; making false, misleading ormalicious statements to a supervisor or which harm or destroy the reputation, authority or official standing of a co-worker; using a badge, uniform, identification card or other City property for personal gain or other improper purpose; attempted or actual theft of City property or the property of others.

15. Discrimination and Harassment and/or Sexual Harassment. Discrimination or harassment in violation of the City’s Policy Prohibiting Discrimination, Harassment, and Retaliation.

16. Safety. Violating safety rules; failing to wear required safety equipment; tampering with safety equipment; failing to report any on-the job or work-relatedaccident or injury within 24 hours; failing to maintain good physical condition sufficient to safely perform work related duties; engaging in reckless behaviorthat endangers self or safety or that of a co-worker or member of the public;threatening violence, engaging in horseplay or righting, while on duty, or off-dutyin uniform or on City property; unauthorized possession of a weapon, firearm or explosive while on duty, or off-duty in uniform or on City property, during working hours, or while acting in the capacity of a City employee; smoking/vaping/using e-cigarettes outside of designated smoking areas.

17. Security. Unauthorized access to confidential information or records;unauthorized release of confidential information or records; unauthorized access into secured City offices, City Buildings or both; providing unauthorized access into City offices or City buildings to third parties, whether co-workers or membersof the public; negligently misplacing security access codes, keys, electronic keys or cards that provide access to secured City offices or City buildings; loitering onCity property.

18. Convictions. The conviction of either a misdemeanor or a felony where theconviction has a nexus (as reasonably determined by the City in its sole discretion) with the employee’s duties. The conviction shall be conclusiveevidence of the misconduct having occurred for disciplinary purposes. A plea orverdict of guilty, or a conviction showing a plea of Nolo Contendere is deemed tobe a conviction for disciplinary purposes.

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19. Threats. Threatening, intimidating or coercing co-workers or members of the public while on duty, or while off-duty in uniform or on City property.

20. Interference. Interfering with investigations conducted by the City, its management or designated agents of the City.

21. Obscene Language. Obscene or abusive language toward a co-worker, amember of the public, or other person while on duty, or while off-duty in uniformor on City property.

22. Supervisor Obligations. Failure of a supervisor to ensure that subordinatescomply with the written rules, regulations, policies and procedures of the City or any department thereof; failure of a supervisor to report misconduct of a subordinate to his/her supervisor or to document such misconduct; discriminatorytreatment of subordinates.

23. Violation of Rules. Violation of the City’s policies, ordinances, and resolutions,including the personnel policies and procedures and administrative orders.

SECTION 5.4 DISCIPLINING AUTHORITY

The employee’s Department Head shall be the Disciplining Authority. For employees in the classified service who report directly to the City Manager, the City Manager shall be the Disciplining Authority. Any delegation of authority under this Section must be made in writing.

The Disciplining Authority may issue proposed discipline, may serve as the Skelly Officer, and may impose discipline. The Disciplining Authority may not serve also serve as the Appeal Officer.

SECTION 5.5 MAJOR AND MINOR DISCIPLINE

Major Discipline.

Major discipline is defined to include dismissal, suspension of five (5) or more days, reduction in pay, or involuntary demotion.

Minor Discipline.

Minor discipline is defined to include any suspension of four (4) days or less.

SECTION 5.6 DISCIPLINARY PROCEDURES APPLICABLE TO MAJOR AND MINOR DISCIPLINE

Written Notice of Intent to Discipline (“Skelly Notice”).

When the Disciplining Authority determines that an employee has committed an act or omission that justifies major or minor discipline, the Disciplining Authority or his/her designee shall provide the employee with written notice of the proposed disciplinary action. Such notice shall include:

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a. A statement which clearly defines the intent to take action, the proposed action to be taken, and the proposed effective beginning and ending time of intended action.

b. A statement of the specific grounds and particular facts upon which the proposed disciplinary action will be taken.

c. A copy of all written materials, reports, or documents upon which the intended action is based.

d. A statement that the employee will be afforded the right to respond to the Notice of Intent, either verbally, in writing, or both within five business days upon receipt of the intended disciplinary action, to the designated Skelly Officer.

e. If personally delivered, the employee’s signature on the Notice of Intent will acknowledge receipt of said notice by the employee. If the employee refuses to sign, it will be noted as such on the Notice of Intent. The signature documentation on the Notice of Intent will acknowledge that the employee received the Notice of Intent.

Employee Response/Pre-Disciplinary (“Skelly”) Conference.

Within five business days after the employee has been served with the Notice of Intent, the employee will have the right to respond, verbally or in writing, at the employee’s option, to the Skelly Officer. If, within the five business days response period, the employee does not provide a written or verbal response, the proposed action of the City will be considered conclusive and will take effect as set forth in the Notice of Intent. Prior to the expiration of the five business days, the response date may be adjusted by mutual agreement, but unreasonable delay will not be tolerated.

The employee’s response will be fully considered before the City issues any final notice of disciplinary action.

Should the Skelly Officer determine that the employee’s response warrants further investigation, the Skelly Officer may delay the implementation or modification of the proposed disciplinary action until such time as the further investigation is completed. In the event the investigation produces facts that warrant more severe disciplinary action than originally proposed, the Skelly Officer will re-implement the Written Notice of Intent to Discipline procedures, above.

Written Notice of Final Disciplinary Action.

The Skelly Officer has the authority, after considering the employee’s response and additional investigation, if any, to modify, revoke, or impose the proposed disciplinary action.

a. If the Skelly Officer decides to modify the proposed action, the Skelly Officer will notify the employee by either issuing a revised Notice of Intent (for more severe disciplinary action than originally proposed) or a Notice of Imposition (for less severe disciplinary action than originally proposed). The Notice of Imposition will also include the effective date of any disciplinary action issued. The decision of the Skelly Officer is final and shall be imposed.

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b. If the Skelly Officer decides to revoke the disciplinary action, the Skelly Officer will advise the employee in writing, and the original intent to impose disciplinary action will be discarded and no record made in the employee’s personnel file. The decision of the Skelly Officer is final and shall be imposed.

c. If the Skelly Officer decides to implement the discipline as originally proposed in the Notice of Intent, the Skelly Officer will notify the employee in writing by providing him/her with a Notice of Imposition. The Notice of Imposition will also include the effective date of any disciplinary action issued. The decision of the Skelly Officer is final and shall be imposed.

The employee will be advised in writing of any right of appeal.

The Notice of Imposition or other final decision of the Skelly Officer will be delivered to the employee in accordance with Section 5.11.

SECTION 5.7 APPEAL PROCEDURES

Minor Discipline.

There is no appeal for minor discipline.

Major Discipline.

Any employee who has received a Notice of Decision imposing major discipline shall be entitled to request an evidentiary appeal of the imposition of discipline.

a. Request for Appeal Hearing. An employee wishing to appeal any major discipline shall have ten (10) calendar days after receipt of the Notice of Imposition to submit a written and signed request for appeal hearing. The employee’s request for appeal must be addressed to the City Manager and shall identify the subject matter of the appeal, the grounds for the appeal, and the relief desired by the employee. All appeal hearings shall be conducted in private unless the employee requests a public hearing.

b. Scheduling of Appeal Hearing. The City Manager shall schedule the appeal hearing within a reasonable time after the designation of an Appeal Officer, considering the availability of the Appeal Officer, the employee, and any witnesses.

c. Appeal Officer.

i. When a person other than the City Manager was the Disciplining Authority, the City Manager may choose to act as the Appeal Officer and conduct the hearing himself/herself and make the final decision;

ii. When a person other than the City Manager was the Disciplining Authority, the City Manager may refer the hearing to an outside Appeal Officer, who will be selected by a method mutually agreed to by the employee and City Manager, to conduct the hearing and provide advisory

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findings and recommendations to the City Manager, who will then makethe final decision; or

iii. The City Manager may refer the hearing to an outside Appeal Officer who will be selected by a method mutually agreed to by the employee and City Manager to conduct the hearing and make the final decision on the appeal. The City Manager shall delegate authority to an Appeal Officer in this manner whenever the City Manager was the Disciplining Authority or whenever the appealing employee demonstrates significant bias on the part of the City Manager that disqualifies him/her as a neutral reviewer of that appeal.

d. Representation and Employee Appearance at Appeal Hearing. The employee is entitled to be represented by counsel or other representative at the appeal hearing. However, an employee who requests an appeal hearing must be present during the appeal hearing. Failure to be present shall constitute a waiver of the employee’s right to an appeal. Waiver will not occur if the employee can demonstrate good cause for his/her failure to be present within three (3) working days from the date the employee fails to appear.

e. Conduct of Appeal Hearing. The proceedings before the Appeal Officer shall be conducted as follows:

i. All parties shall have the following rights:

1. To call and examine witnesses;

2. To introduce exhibits;

3. To cross examine opposing witnesses on any matter relevant to the issue, even if the matter is not covered in the direct examination;

4. To impeach any witness regardless of which party first called him/her to testify;

5. To rebut the evidence against them; and

6. To present oral and written arguments

ii. The City shall have the burden of proof at the appeal hearing and shall be required to prove the charges against the employee by a preponderance of the evidence.

iii. The appeal hearing shall not be conducted in accordance with the technical rules relating to evidence and witnesses, but shall be conducted in a manner most conducive to the determination of the truth. Any relevant evidence may be admitted if it is the sort of evidence on which responsible persons are accustomed to rely in the conduct of seriousaffairs, regardless of the existence of any common law or statutory rules

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which might make improper admission of such evidence over objection in a court of law. The Appeal Officer’s decision shall not be invalided by any informality in the proceedings.

iv. Hearsay evidence may be used for the purpose of explaining any direct evidence but shall not be sufficient in and of itself to support a finding, unless it would be admissible over objections in civil actions.

v. The Appeal Officer shall not take testimony from one (1) party outside the presence of the other.

vi. The rules of privilege shall be effective to the same extent that they are now or hereafter may be recognized in civil actions.

vii. Irrelevant evidence and unduly repetitious evidence shall be excluded.

viii. The Appeal Officer shall determine the relevancy, weight, and credibility of testimony and evidence.

ix. The Appeal Officer shall have the power to exclude any witnesses.

f. Appeal Officer’s Decision. Within thirty (30) days after the close of the hearing, a written statement of decision, containing findings of fact and conclusions of law, shall be issued by the Appeal Officer. The Appeal Officer shall have the authority to affirm, revoke, or reduce the Disciplinary Action imposed against the employee. The Appeal Officer may not provide for discipline more stringent that than that imposed by the City. When the Appeal Officer presents an advisory opinion to the City Manager, the City Manager shall have an additional fifteen (15) days to consider the advisory opinion and any written objections to the advisory opinion filed by the parties before the City Manager must issue a final decision. The parties shall have seven (7) days from the date the advisory opinion is issued to file written objections with the City Manager.

The Appeal Officer’s decision constitutes a final resolution of any Disciplinary Action and no further appeal shall be permitted within the City’s administrative process. A copy of the Appeal Officer’s decision shall be provided to the employee.

Notwithstanding the above, the Appeal Officer shall not have binding authority to add, modify, or subtract from the Personnel Policies and Procedures Manual, or any resolutions, ordinances, or policies adopted by the City. Further, the Appeal Officer shall not have the authority or power to render a binding decision that requires the City to expend additional funds, to hire additional personnel, to buy additional equipment or supplies, or to pay wages or benefits not specifically provided for in the Personnel Rules, or any resolutions, ordinances, or policies adopted by the City. The Appeal Officer shall not have the authority to require the City to perform any other action that would violate state or federal laws.

g. Judicial Review. An employee may seek judicial review of the final decision by the Hearing Officer in accordance with Section 1094.5 of the California Code of

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Civil Procedure by filing a petition for a writ of mandate. Section 1094.5 of the Code of Civil Procedure requires that the petition writ of mandate must be filed not later than the ninetieth (90th) day following the date on which the Hearing Officer’s decision becomes final.

SECTION 5.8 PROCEDURES GOVERNING NAME CLEARING HEARINGS

An employee not in the classified service who is terminated under circumstances that might stigmatize his/her reputation, seriously impair his/her opportunity to earn a living, or that might seriously damage his/her standing or association in the community, may request a nameclearing hearing to refute the charges and clear his/her name. If a hearing is requested, and therequest is granted, the procedure in Section 5.6.2 shall be followed. The purpose of such ahearing is only to allow the employee an opportunity to clear his/her reputation.

SECTION 5.9 PLACEMENT ON PAID ADMINISTRATIVE LEAVE PENDING DETERMINATION OF DISCIPLINARY ACTION

An employee may be placed on an Administrative Leave with Pay to allow the City time to fully investigate the facts of an alleged violation, while the Disciplinary Action is in process, or when the City Manager determines that it is in the best interests of the City. The employee must be reasonably available by telephone during his/her normal working hours and able to report to the City within sixty (60) minutes if directed to do so. The employee may also be required to provide an email address that shall be used for written communications. When an employee is placed on Administrative Leave with Pay during this investigation, he/she shall not discuss the alleged violation or the Disciplinary Action with anyone, except a representative of his/her choice. Failure to remain reasonably reachable by telephone or to report to the City within sixty (60) minutes of being directed to do so will be a separate and independent ground for Disciplinary Action, unless the employee has requested and received authorization to use vacation, sick, or other leave time for the time in question. Where applicable, the employee shall also be informed that communicating with others, except a representative of his/her choice, about a pending investigation constitutes insubordination and is a separate and independent ground for discipline. This section is not intended to prevent the employee from communicating with his/her legal counsel.

SECTION 5.10 TIME EXTENSIONS

Any time limitations or requirements as set forth under this Chapter may be extended or changed by mutual written agreement of the parties.

SECTION 5.11 DELIVERY OF NOTICES

When notice is required under this Chapter, the notice shall be given to the affected employee either by delivery of the notice to the employee in person; or if the employee is not available for personal delivery, by sending by overnight delivery, or by placing the notice in the United States mail, first Class, postage paid, and by Certified Mail, return receipt requested, in an envelope addressed to the employee’s last known home address. It shall be the responsibility of the employee to inform the City, in writing, of his/her current home address and of any change in such address, and the information so provided shall constitute the employee’s “last known home address”. Such personal delivery or mailing shall be presumed to provide actual notice to the employee.

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SECTION 5.12 DISCIPLINARY RECORDS

Original copies of all written records pertaining to disciplinary actions shall be maintained in the employee’s confidential personnel file.

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CHAPTER 6 - EMPLOYEE SAFETY

SECTION 6.1 DRUG- AND ALCOHOL-FREE WORKPLACE

It is the policy of the City to maintain a workplace that is free from the effects of alcohol and drugs. The City’s policy on a drug and alcohol-free workplace is set forth in a separate administrative policy.

SECTION 6.2 EMPLOYEE SAFETY

General Safety

Employee safety is of utmost concern and each employee is expected to exercise safe work practices for his/her own benefit and the benefit and welfare of his/her co-workers. The City’s Injury and Illness Prevention Program provides more specific information regarding workplace safety. Each employee is responsible for reviewing and complying with the Injury and Illness Prevention Program.

Entering and Leaving the Premises

At the time of hire, employees will be advised about the proper entrances and exits foremployees, as well as unauthorized areas, if any. Employees should not be in City work areasexcept for their regularly scheduled or overtime shifts or attendance at a City authorized meeting. For insurance purposes, unescorted or unauthorized visitors in our facilities is prohibited. If an employee is expecting visitors, such as clients, customers or friends, the employee should notify his/her supervisor. Certain employees are authorized to arm and disarmthe building alarms, and they will be given instruction on the alarms and codes. Employees are expected to abide by these rules at all times. Failure to do so will lead to disciplinary action.

Security Checks – Packages/Parcels

The City may exercise its right to inspect all packages and parcels entering and leaving our premises.

Parking Lot

Employees are encouraged to use the parking areas designated for our employees. Pleasekeep in mind that the parking spaces adjacent to or in front of our building(s) are for customersand visitors only. Employees are reminded to lock their car every day and park within thespecified areas.

Courtesy and common sense in the parking lot will help eliminate accidents, personal injuries, and damage to employee vehicles. Remember that the area around all buildings, especially the City’s administration building, has a great deal of pedestrian walking activity - please maintain a safe driving speed at all times. If an employee should damage another car whileparking or leaving, he/she must immediately report the incident, along with the license numbersof both vehicles and any other pertinent information he/she may have, to his/her supervisor.

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The City cannot be and is not responsible for any loss, theft or damage to an employee’s vehicle or any of its contents.

Refer to the City’s Inury and Illness

Security

Maintaining the security of City buildings and vehicles is every employee's responsibility.Develop habits that insure security as a matter of course. For example:

● Always keep cash properly secured. If you are aware that cash is insecurely stored, immediately inform the person responsible.

● Know the location of all alarms and fire extinguishers, and familiarize yourself with the proper procedure for using them, should the need arise.

● Note and promptly report suspicious circumstances or persons about thepremises.

SECTION 6.3 REPORTING OF INJURY AND ACCIDENTS

Reporting Safety Issues

All accidents, injuries, potential safety hazards, safety suggestions and health and safety related issues must be reported immediately to your supervisor as provided for in the Injury and Illness Prevention Policy. The Employee's Claim for Worker's Compensation Benefits Form must becompleted in all cases in which an injury requiring medical attention has occurred.

What to Do If You Are Injured At Work

City employees are covered under the Workers' Compensation Laws of the State of California. These laws are intended to provide employees with medical care and treatment for injuries sustained in the course of their work. The Workers' Compensation Fund will also provide weekly benefits to those employees who are unable to work due to job-related illness or injury.

In order to be eligible for and receive benefits, the Workers' Compensation fund requires thatcertain steps be taken and certain documents be filed. In conjunction with their requirements, the City also has certain requirements that must be met in order for the employee to receive benefits.

The following steps must be followed in order for injured employees to be covered in a timely and efficient manner. The establishment of these steps constitutes the written policy of the City, and failure on the part of an injured employee to follow these steps may be cause fordisciplinary action up to and including termination. Moreover, pursuant to law, an injured employee who fails to properly notify his/her employer of a work related injury may forfeit benefitentitlement.

a. Every work related injury/illness, no matter how minor must be reported immediately to your supervisor. If unable to locate your supervisor, report to the Talent Attraction and Development representative.

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b. If the injury/illness is not an emergency, the supervisor will send the employee to Talent Attraction and Development. The Talent Attraction and Developmentrepresentative will give the employee a form and direct the employee to the appropriate medical facility for an examination. All injured employees, unless it’s an emergency, should report to this facility. If the injury/illness is an “emergency”,please call 911 immediately or report to the nearest emergency facility.

c. The Talent Attraction and Development representative will also give the employee a Worker’s Compensation claim form (DWC 1 Form) within one working day of the report of a workplace injury or illness. The employee should return the form to the Talent Attraction and Development representative as promptly as possible. A completed copy of the form will be provided to the employee within one work day of receipt.

d. If the injury occurs after hours or on a weekend, the employee must report the incident immediately to his/her supervisor and the Talent Attraction and Development representative on the first business day following the injury. Do not hesitate to contact your supervisor before, during, or after normal business hours.

e. The Talent Attraction and Development representative is responsible for the processing of the required documents to the City’s Workers’ Compensationcarrier.

f. The City’s Workers’ Compensation carrier is: State Compensation Insurance Fund, P.O. Box 8192, Pleasanton, CA 94588.

g. Supervisors are required to complete prescribed reporting forms whenever anemployee is injured and/or placed on Workers’ Compensation Leave.

Workers’ Compensation Leave

Whenever an employee is compelled by direction of his/her physician to be absent from duty on account of such injury or disability, such employee shall be placed on Workers’ Compensation Leave. The employee shall receive full compensation for the first three (3) calendar daysfollowing the day of injury. Thereafter, the employee may elect to apply pro-rated sick leave, vacation, or compensation time is sick leave is exhausted, to such absence to receive compensation therefore in an amount equal to the difference between the compensation towhich he/she is entitled under the Workers’ Compensation Act and his/her regular pay not toexceed the amount of accrued leave. An employee who is receiving workers’ Compensationshall continue to accrue sick leave and vacation.

Workers’ Compensation benefits begin with the fourth full consecutive calendar day of missedwork; however, if the absence continues beyond fourteen (14) days, Workers’ Compensation will then pay the applicable benefits for the first three (3) days of missed work. When thisoccurs, the employee will be docked for the first three (3) days the City previously paid the employee in an amount equal to the Workers’ Compensation benefits received.

An employee who is on a Workers’ Compensation leave of absence for more than thirty (30)days and who was covered by long-term disability insurance when the work-related injury or

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illness occurred may be eligible for disability benefits. Compensation to which an employee isentitled from Workers’ Compensation and Long-term disability shall not exceed an employee’sregular pay.

SECTION 6.4 EMERGENCIES

Emergency Operations Plan

The City has a written Emergency Operations Plan that presents the designated actions the City and the employees must take to ensure employee safety from fire and other emergencies.

Fire Prevention

City employees are expected to know the location of the fire extinguisher(s) in their work areasand to make sure they are kept clear at all times. Employees must notify their supervisor if an extinguisher is used or if the seal is broken. Keep in mind that extinguishers that are rated ABCcan be used for paper, wood, or electrical fires. Make sure all flammable liquids, such asalcohol, are stored in approved and appropriately labeled safety cans and are not exposed to any ignition source.

In Case of Fire

Any employee who becomes aware of a fire should:

● Dial 911 or the local fire department.

● If possible, immediately contact your supervisor. Evacuate all employees andother persons from the area.

● If the fire is small and contained, locate the nearest fire extinguisher. This should only be attempted by employees who are knowledgeable in the correct use of fireextinguishers.

● If the fire is out of control, leave the area immediately. No attempt should bemade to fight the fire.

● When the fire department arrives, direct the crew to the fire. Do not re-enter the building until directed to do so by the fire department.

Emergency Evacuation

If you are advised to evacuate the building, you should:

● Stop all work immediately.

● Contact outside emergency response agencies, if needed.

● Shut off all electrical equipment and machines, if possible.

● Walk to the nearest exit, including emergency exit doors.

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● Exit quickly, but do not run. Do not stop for personal belongings.

● Proceed, in an orderly fashion, to a parking lot near the building. Be present andaccounted for during roll call.

● Be alert to any person that may need assistance in the evacuation process.

Do not re-enter the building until instructed to do so.

In the event of a disaster, the Incident Commander and the County Emergency OperationsCenter (EOC) Representative are authorized to take such actions as may be necessary to facilitate recovery operations, including, but not limited to, deploying staff for damageassessment and emergency repair purposes; procuring materials, labor, and services requiredfor damage control and emergency repairs; suspending water service pending determination ofpublic health and safety requirements; and restoring water service when safe and appropriate.

SECTION 6.5 VEHICLE USAGE

Policy

It is the policy of the City of Eastvale to provide vehicles for business use. In instances where aCity vehicle is not available, employees shall be reimbursed for using their private vehiclesduring the course of business as set forth below.

Driver’s License

Employees who drive City vehicles must possess a valid driver’s license, provide proof of valid insurance, and be approved to operate such vehicles by Talent Attraction and Development. All employees shall participate in the California Department of Motor Vehicle “Pull Notice” program.Employees holding jobs designated as requiring driving for business as a condition ofemployment must be able to meet the driver approval standards of this policy at all times. The driving requirements are specified in each job description. In addition, such employees mustinform their supervisor(s) of any changes that may affect their ability to meet the standards ofthis policy. The City obtains, on a regular basis, motor vehicle records of all employees.

City Vehicles, Rentals, and Private Vehicles

City vehicles will be assigned to those departments which have demonstrated a continuing needfor them. Additional vehicles are maintained for use as needed. Employees traveling out of town on City business may also be authorized to use rental cars, subject to City Manager approval. Optional insurance on rental vehicles should not be obtained.

Employees who need transportation in the course of their normal work may be assigned a City vehicle for their use. All other employees needing transportation for City business may usevehicles assigned to the department or drawn from the motor pool. As a last alternative, when no City vehicles are available, employees may use their own vehicles for business purposes, provided evidence of insurance has been received and approved by the City and with the prior approval of the City Manager.

Responsibility for Vehicle and Tickets

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Employees who drive a vehicle on City business must exercise due diligence to drive safely and maintain the security of the vehicle and its contents. Employees are responsible for any driving infractions or fines as a result of their driving.

Reimbursement for Expenses

Employees driving on City business may claim reimbursement for parking fees and tolls actually incurred. Employees who use their personal vehicle for approved business purposes shallreceive a mileage allowance equal to the internal revenue service standard mileage rate. Thisallowance is to compensate for the cost of gasoline, maintenance, and usage.

Proof of Insurance

Employees who drive their own personal vehicle for approved business purposes must, on an annual basis, provide Talent Attraction and Development with a certificate verifying that they have insurance coverage. Before any employee can obtain reimbursement, the employee must have the prior approval from his/her supervisor and have a current insurance certificate on file with Talent Attraction and Development.

Safety While Driving

Employees are not permitted, under any circumstances, to operate a City vehicle, or a personal vehicle for City business, when any physical or mental impairment causes the employee to be unable to drive safely. This prohibition includes, but is not limited to, circumstances in which he employee is temporarily unable to operate a vehicle safely or legally because of illness,medication, or intoxication.

Accidents and Theft

Employees must report any accident, theft, or damage of any kind involving a City vehicle, or apersonal vehicle used for City business, to Talent Attraction and Development and the City Manager, regardless of the extent of damage or lack of injuries. Employees are expected tocooperate fully with authorities in the event of an accident. However, they should not make anystatements other than in reply to questions of investigating officers.

Pay

Time spent by non-exempt employees in driving a City or personal vehicle on City businessduring normal working hours is considered hours worked. Time spent on the employee’s normal commute to and from work is not considered hours worked.

Disciplinary Action for Accidents

Employees who drive City and personal vehicles on City business or carpooling are expected to maintain a good driving record. If an employee whose job requires driving as a condition of employment has a chargeable accident in a City vehicle, or personal vehicle while conductingCity business, the employee is subject to disciplinary action. If an employee operates any Cityvehicle while physically or mentally impaired, the employee is subject to immediate suspension or termination. This prohibition includes, but is not limited to, instances where an employee is temporarily unable to operate a vehicle safely or legally due to illness, medication, or

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intoxication.

Tobacco/Smoking Policy

Employees shall not smoke, vape, use e-cigarettes, or use any form of tobacco in any City facility or vehicle while on duty, except during designated rest and meal breaks and only when in a designated “smoking” area. A violation of this policy shall result in disciplinary action.

SECTION 6.6 ANTI-VIOLENCE POLICY

The City of Eastvale takes a proactive approach to violence and will tolerate neither violent behavior nor any behavior that is known to have a high correlation to violent behavior, such asbullying and threats of violence, in the workplace. The City encourages employees to report allincidents of violence in the workplace. Incidents of threats, harassment, and other aggressivebehavior should be immediately reported to a City supervisor.

The City recognizes that individuals will experience difficulties related to their work, their relationships with co-workers, supervisors, managers, or members of the public. The City offersan Employee Assistance Program for all employees to receive support in handling anydifficulties that may arise.

The City’s position is one of zero tolerance. Any acts that breach the policy will be investigatedand appropriate action will be taken including discipline, up to and including termination.

Definitions

a. Violence: Any act that is committee with the result of physical or psychological harm to another individual. This also includes any act of destruction of property belonging to the City or its employees.

b. Threat: A direct or implied expression of intent to inflict physical harm and/oractions that a reasonable person would perceive as a threat to physical safety orproperty. The following are some examples of behaviors that may be consideredthreats, taking into consideration the employee’s history along with the tone of voice, body language, and behavior of the employee when the threat was madeand the context of the discussion:

● Verbal threats, which include descriptions of what the violent personplans to do;

● Threatening conduct, such as intimidating others, showing off or actuallybrandishing a weapon;

● Bizarre statements or actions threatening physical harm, often stemming from a perceived work injustice;

● Obsessions, such as nursing a grudge against a co-worker or supervisor;or

● Jokes about physical acts of violence.

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Mandatory Report

When any employee becomes aware of a threat, implied or direct, to self or others, theemployee shall immediately notify his/her supervisor or the Talent Attraction and Developmentrepresentative, or City Manager, who shall notify the threatened employee and conduct aninvestigation.

No-Weapons Policy

a. Prohibition. The City prohibits all persons, except law enforcement, who enter City property (which includes all vehicles and all facilities under the control of orused by the City) from carrying a handgun, firearm, knife, or weapon of any kindonto the property, regardless of whether the person is licensed to carry theweapon or not. This includes the possession of such weapons in an employee’svehicle, locker, desk, etc.

b. Scope. All City employees, are also prohibited from carrying a weapon while inthe course and scope of performing their job for the City, whether they are onCity property at the time or not and whether they are licensed to carry a weaponor not. Employees may not carry a weapon while performing any tasks on theCity’s behalf.

c. Definition. This policy applies to all City employees, contract and temporaryemployees, visitors on City property, and customers and contractors on City property, regardless of whether they are licensed to carry a concealed weapon ornot. The only exceptions to this policy are law enforcement.

d. Mandatory Report. Prohibited weapons include any form of weapon or explosiverestricted under local, State, or Federal regulation. This includes all firearms,illegal knives, or other weapons covered by the law. If any employee has questions about whether an item is covered by this policy, he/she should contact Talent Attraction and Development. Employees are responsible for making sure that any potentially covered item in their possession is not prohibited by thispolicy.

If any employee becomes aware of anyone violating this policy, he/she shall report it to his/her immediate supervisor or the Talent Attraction and Development representative, or City Manager immediately.

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CHAPTER 7 - SEPARATION FROM EMPLOYMENT

SECTION 7.1 RESIGNATION/RETIREMENT

An employee wishing to resign is asked to submit a written notice ten (10) working days prior to leaving. The notice should include the reasons for resignation and the effective date. The last day of employment shall not fall on a paid holiday. Employees contemplating retirement should contact Talent Attraction and Development at least 90 days prior to their anticipated retirement date.

Employees no longer able to continue working due to illness or injury may be eligible for disability retirement under the laws, rules, and regulations governing CalPERS. Employees should immediately notify their supervisor and the Talent Attraction and Development Division if they can no longer continue to work due to illness or injury.

Prior to leaving, the City Manager, or designee, will arrange an exit interview to collect issueditems, where the employee will be expected to return all City property, including keys to City facilities or work areas, uniforms, equipment and the City Employee Identification Card.

In the event of dismissal or layoff, the employee will be paid at the time of dismissal. For voluntary resignation, the employee’s check will be issued at the last day of voluntary resignation.

Employees will be asked to review and sign a statement indicating receipt of their last paycheckwhich will include accrued comprehensive annual leave pay-off. Final payment of compensation may be withheld pending return of City property, completion of necessary paperwork and otherrequirements of termination.

SECTION 7.2 LAYOFF

General Policy

Whenever, in the judgment of the City Council, it becomes necessary to abolish any position or employment, the employee holding such position or employment may be laid off without disciplinary action and without the right of appeal. An employee who believes his/her layoff was pre-textual will be afforded with all due process required by law. The City Manager will determine the class and number of positions to be affected, the layoff date, and will notify the Department Head in writing of such reduction. Action under this Section may be taken for any of the following reasons:

a. Lack of Work;

b. Budgetary Reasons;

c. Elimination of Programs; or

d. Elimination of Services.

Written Notice of Layoff

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At least 14 calendar days’ written notice shall be given to any employee who is laid off. If less than 14 calendar days’ notice is provided, the employee will be paid for the difference between the date of layoff and 14 calendar days.

Order of Layoff

In each class of positions, employees will be laid off according to employment status in the following order: temporary, part-time, probationary, and regular. Temporary, part-time, and probationary employees will be laid off according to the needs of the service as determined by the City Manager. In cases where there are two or more regular employees in the class from which the layoff is to be made, such employees will be laid off on the basis of the most recent performance evaluation, with the employee with the least satisfactory performance being laid off first. In cases where their most recent performance evaluations are equal, the employee with less seniority will be laid off first. For purposes of layoff, “seniority” is defined as total time employed by the City from the employee’s date of hire to present.

Vacancy and Demotion

Except as otherwise provided, whenever there is a reduction in the work force, the City Managermay, but is not required to, first demote an employee identified for lay-off to a vacancy, if any, within the department in a lower class for which the employee is qualified. Secondly, employees may request to demote to a vacant position within the organization. An employee requesting a demotion must file a written request with the City Manager within five working days of receiving written notice of layoff, who will respond in writing to grant or deny the request. An employee who is offered a demotion has the right to refuse the demotion without losing his/her right to be placed on a reemployment list

Recall List

The name of every regular employee who is laid off, transferred, or demoted to a classification in the same department for longer than one (1) pay period due to a Reduction in Force, shall beplaced on the Recall List maintained by Talent Attraction and Development.

Vacancies to be filled within a department shall be offered, first in order of performance, to individuals named on the Recall List who at the time of the Reduction in Force, held a position inthe same job classification within the department as the vacancy to be filled. Individual namesmay be removed from the Recall List by the Talent Attraction and Development representative, for any of the following reasons:

a. The expiration of one (1) year from the date of placement on the List.

b. Reemployment with the City in a regular full-time position in a department other than that from which the employee was laid off.

c. Failure to respond within fourteen (14) calendar days of mailing of a certified letter regarding availability for employment.

d. Failure to report to work within fourteen (14) calendar days of mailing of a certified letter containing a notice of reinstatement to a position absent mitigatingcircumstances.

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e. Request in writing to the City Manager to be removed from the List.

Status on Re-employment

A regular employee who has been laid off or terminated in lieu of reassignment and isreemployed in a regular position within two (2) years from the date of his/her layoff ortermination shall be entitled to:

a. Restoration of seniority accrued prior to and during layoff.

b. Credit for all service prior to layoff for the purpose of determining the rate of accrual of vacation leave.

c. Placement in the salary range as if the employee had been on a leave ofabsence without pay if he/she is reinstated to the same job classification in thesame department from which he/she was laid off or terminated.

SECTION 7.3 ABANDONMENT OF EMPLOYMENT

Determination and Notification

When an employee has been absent without authorization from work for more than three workdays, and in the opinion of the Department Head the employee has abandoned his/her position, the Department Head shall notify the City Manager. The City Manager, or designee, shall notify the employee that the City has determined he/she has abandoned his/her position and that the employee has four working days upon receipt of the notice to contact the City regarding his/her intent to return to work. The notice shall also advise the employee that failure to contact the City within the four-day period shall be deemed an automatic resignation effective on the eighth day. Such notice shall be in writing and sent by certified mail or personal service to the last address listed in the employee’s personnel records. If the City is unable to secure delivery to the employee by certified mail or personal service, the City shall make a record of its attempts to deliver the notice to the employee and shall send the notice via regular U.S. mail, via overnight delivery, and/or via personal email address that has been provide to the City.

Employee’s Response

Where an employee fails to respond within four working days to the notice of abandonment of position, the employee may be considered to have abandoned his/her position of employment with the City. Abandonment of position shall constitute an automatic resignation from the City service.

If the employee contacts the City within the four-day period, the employee may still be subject to disciplinary action.

Circumstances When Abandonment Occurs

Abandonment of position may include, but is not limited to:

a. Where an employee fails to return to his/her employment upon conclusion of any authorized leave of absence;

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b. Where an employee fails to properly notify by telephone, verbally, or in writing his/her immediate Supervisor of absence due to sickness or injury, except as otherwise required by law;

c. Where an employee fails to appear for work without notification or express agreement between the Supervisor and the employee as to the use of any leave time set forth under the City’s personnel policies, except as otherwise required by law;

d. Where an employee fails to keep his/her immediate Supervisor reasonably apprised of disability status.

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OPTIONAL COMPLAINT FORM FOR REPORTS OF HARASSMENT, DISCRIMINATION AND RETALIATION

It is the City of Eastvale’s policy to investigate fairly, timely and thoroughly all complaints of harassment, discrimination, and retaliation and to take appropriate action. If you wish, use this form to document your complaint, and submit it to Talent Attraction and Development or to the City Manager.

Your Name: Date:

The person(s) involved in the complaint are:

The events involved in the complaint include (please include all relevant dates; attach additional sheets if necessary):

It may become necessary to disclose your identity and/or complaint, as well as to conduct a formal investigation. Should such disclosure become necessary, it will be only to persons who have a need to know your identity or the details and nature of the complaint. Confidentiality will be preserved to the best extent possible.

If you have any questions regarding how to file a complaint, please contact Talent Attraction and Development or the City Manager for assistance.

Revised: July 31, 2017

206

City of Eastvale Talent Attraction and Development DepartmentREQUEST TO ENGAGE IN OUTSIDE EMPLOYMENT

Name Job Title Date

Department Division

Secondary Employer Information

Outside Employer’s Name Outside Employer’s Address Telephone No.

Outside Employer’s Worker’s Comp. Insurance Carrier

Certificate No. Expiration Date

A COPY OF THE CERTIFICATE OF INSURANCE MUST BE ATTACHED TO THIS FORM

Self-Employment Information

Name of Business Address of Business Business Telephone No.

Business Tax License No. Date of Issuance

Type of outside employment and description of duties:

THIS PORTION SHOULD BE FILLED OUT WHETHER YOU ARE SELF-EMPLOYED OR EMPLOYED BY SOMEONE ELSE__

Number of hours per week Duration of job Weeks Months

207

I hereby request permission to engage in outside employment during my off-duty hours or vacation time. In requesting this permission, I understand and agree to the following conditions:

1. That my outside employment will not interfere with my regular City job and that I will respond immediately if recalled to duty with the City.

2. That the nature of my outside employment is such that there will be no conflict of interest with my City employment.

3. That the City of Eastvale will not be subject to claim or be held liable for any damages, injuries, or illnesses incurred through my outside job.

4. That this permission may be revoked at any time and will be automatically revoked upon a significant change in hours or duties or upon termination of my employment with the above employer and that I will notify the City if such should occur.

Employee’s Signature Printed Name Date

APPROVALS:

Department Head/Date Talent Attraction and Development City Manager/Date

THIS FORM WILL NOT BE ACCEPTED UNLESS ALL APPLICABLE PORTIONS ARE COMPLETED 2-26-17

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CITY OF EASTVALE

PERSONNEL POLICIES

AND PROCEDURES

MANUAL

July 1, 2019 January 28, 2021

Adopted by Resolution 13-14 Revised by Resolution 15-01 Revised by Resolution 17-69 Revised by Resolution 17-75 Revised by Resolution 18-12 Revised by Resolution 18-41 Revised by Resolution 18-69 Revised by Resolution 19-27 Revised by Resolution 21-__

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City of Eastvale Personnel

Policies and Procedures – May __, 2019

2

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TABLE OF CONTENTS

Page

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ACKNOWLEDGEMENT OF RECEIPT OF PERSONNEL POLICIES AND PROCEDURES MANUAL ............................................................................................. 1

INTRODUCTION ...................................................................................................................... 2

ORGANIZATION ....................................................................................................................... 3

CHAPTER 1 - EMPLOYMENT .................................................................................................. 4

SECTION 1.1 EQUAL EMPLOYMENT OPPORTUNITY ............................................... 4

SECTION 1.2 POLICY PROHIBITING DISCRIMINATION, HARASSMENT, AND RETALIATION ................................................................................................... 4

SECTION 1.3 DISABLED APPLICANTS AND EMPLOYEES .......................................10

SECTION 1.4 RECRUITMENT/SELECTION OF EMPLOYEES ...................................10

SECTION 1.5 MEDICAL EXAMINATIONS ...................................................................13

SECTION 1.6 NEPOTISM AND CONFLICTING RELATIONSHIPS .............................14

SECTION 1.7 PROBATION ..........................................................................................17

SECTION 1.8 PERFORMANCE EVALUATION ............................................................18

SECTION 1.9 CONDUCT DURING THE WORKDAY ...................................................18

SECTION 1.10 OUTSIDE EMPLOYMENT, ACTIVITY, OR ENTERPRISE / CONFLICT OF INTEREST ...............................................................................19

SECTION 1.11 TRAINING OF EMPLOYEES ...............................................................20

SECTION 1.12 POLITICAL ACTIVITIES OF PUBLIC EMPLOYEES ............................21

SECTION 1.13 USE OF CAMERAS, VIDEO SURVEILLANCE, AND GPS SYSTEMS.........................................................................................................21

SECTION 1.14 USE OF CITY TECHNOLOGICAL RESOURCES ................................22

SECTION 1.15 MANAGEMENT PEROGATIVES .........................................................22

SECTION 1.16 ACCEPTANCE OF GIFTS ...................................................................22

SECTION 1.17 TELECOMMUTING .............................................................................23

SECTION 1.18 EMPLOYEE’S HOME ADDRESS AND STATUS OF DRIVER’S LICENSE – DUTY TO UPDATE ........................................................................25

SECTION 1.19 PERSONAL APPEARANCE, GROOMING AND DRESS CODE .........25

SECTION 1.20 USE OF CITY SEAL OR CITY OR DEPARTMENT EMBLEMS ...........26

SECTION 1.21 NEWS MEDIA RELATIONS .................................................................27

SECTION 1.22 ATTENDANCE AND PUNCTUALITY ...................................................27

SECTION 1.23 TOBACCO, E-CIGARETTE, VAPING POLICY ....................................28

SECTION 1.24 OPEN DOOR POLICY .........................................................................28

SECTION 1.25 PERSONNEL RECORDS ....................................................................28

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SECTION 1.26 GUIDANCE ON EMPLOYEE USE OF SOCIAL MEDIA .......................31

CHAPTER 2 - CLASSIFICATION AND COMPENSATION.......................................................32

SECTION 2.1 EMPLOYEE CLASSIFICATIONS/AUTHORIZED POSITIONS ...............32

SECTION 2.2 NON-CITY FUNDED EMPLOYEES .......................................................33

SECTION 2.3 WORKWEEK AND SCHEDULES ..........................................................33

SECTION 2.4 PAYROLL PROCESSING ......................................................................36

SECTION 2.5 REST AND MEAL PERIODS – NON-EXEMPT (HOURLY) EMPLOYEES ....................................................................................................37

SECTION 2.6 OVERTIME COMPENSATION/COMPENSATORY TIME ......................38

SECTION 2.7 BI-LINGUAL PAY ...................................................................................39

SECTION 2.8 TEMPORARY ASSIGNMENTS .............................................................39

SECTION 2.9 CALL BACK PAY ...................................................................................40

SECTION 2.10 ON CALL (STANDBY) PAY .................................................................40

SECTION 2.11 CAR ALLOWANCE ..............................................................................41

SECTION 2.12 PHONE ALLOWANCE .........................................................................41

SECTION 2.13 SALARY AND WAGE SCHEDULES ....................................................41

SECTION 2.14 ADVANCEMENT WITHIN THE SCHEDULE ........................................41

SECTION 2.15 CHANGES IN EMPLOYMENT STATUS ..............................................42

SECTION 2.16 TRAVEL EXPENSES ...........................................................................43

SECTION 2.17 SEVERENCE PAY ...............................................................................43

SECTION 2.18 TUITION REIMBURSEMENT ………………………………………........ 41

CHAPTER 3 - EMPLOYEE BENEFITS ....................................................................................45

SECTION 3.1 HOLIDAYS .............................................................................................45

SECTION 3.2 WINTER HOLIDAY CLOSURE ..............................................................45

SECTION 3.3 INSURANCE BENEFITS .......................................................................46

SECTION 3.4 RETIREMENT BENEFITS .....................................................................47

SECTION 3.5 TEMPORARY PART-TIME EMPLOYEES .............................................47

CHAPTER 4 - LEAVE OF ABSENCE ......................................................................................48

SECTION 4.1 GENERAL INFORMATION ....................................................................48

SECTION 4.2 VACATION ............................................................................................49

SECTION 4.3 SICK LEAVE ..........................................................................................50

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SECTION 4.4 FAMILY CARE AND MEDICAL LEAVE; PREGNANCY DISABILITY LEAVE/TRANSFER; MILITARY FAMILY LEAVE; NEW PARENT LEAVE ...............................................................................................52

SECTION 4.5 CIVIL AIR PATROL LEAVE ...................................................................53

SECTION 4.6 CRIME VICTIMS’ LEAVE .......................................................................53

SECTION 4.7 VICTIMS OF DOMESTIC VIOLENCE OR SEXUAL ASSAULT ..............53

SECTION 4.8 MILITARY LEAVE ..................................................................................53

SECTION 4.9 ORGAN AND BONE MARROW DONATION LEAVE .............................54

SECTION 4.10 SCHOOL ACTIVITIES/SCHOOL APPEARANCE LEAVE ....................54

SECTION 4.11 VOLUNTEER FIREFIGHTERS, RESERVE PEACE OFFICERS, AND EMERGENCY RESCUE PERSONNEL LEAVE .......................................55

SECTION 4.12 VOTING LEAVE...................................................................................55

SECTION 4.13 LEAVE OF ABSENCE WITHOUT PAY ................................................55

SECTION 4.14 JURY DUTY OR WITNESS APPEARANCE LEAVE ............................56

SECTION 4.15 MANAGEMENT LEAVE .......................................................................56

SECTION 4.16 BEREAVEMENT LEAVE .....................................................................56

CHAPTER 5 - EMPLOYEE CONDUCT, DISCIPLINE AND DISCIPLINARY APPEALS ...........58

SECTION 5.1 GENERAL POLICY STATEMENT .........................................................58

SECTION 5.2 TYPES OF DISCIPLINARY ACTIONS ...................................................58

SECTION 5.3 GROUNDS FOR DISCIPLINARY ACTION ............................................58

SECTION 5.4 DISCIPLINING AUTHORITY..................................................................61

SECTION 5.5 MAJOR AND MINOR DISCIPLINE ........................................................61

SECTION 5.6 DISCIPLINARY PROCEDURES APPLICABLE TO MAJOR AND MINOR DISCIPLINE .........................................................................................61

SECTION 5.7 APPEAL PROCEDURES .......................................................................63

SECTION 5.8 PROCEDURES GOVERNING NAME CLEARING HEARINGS .............66

SECTION 5.9 PLACEMENT ON PAID ADMINISTRATIVE LEAVE PENDING DETERMINATION OF DISCIPLINARY ACTION ...............................................66

SECTION 5.10 TIME EXTENSIONS ............................................................................66

SECTION 5.11 DELIVERY OF NOTICES ....................................................................66

SECTION 5.12 DISCIPLINARY RECORDS .................................................................67

CHAPTER 6 - EMPLOYEE SAFETY .......................................................................................68

SECTION 6.1 DRUG- AND ALCOHOL-FREE WORKPLACE ......................................68

SECTION 6.2 EMPLOYEE SAFETY ............................................................................68

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SECTION 6.3 REPORTING OF INJURY AND ACCIDENTS ........................................74

SECTION 6.4 EMERGENCIES ....................................................................................76

SECTION 6.5 VEHICLE USAGE ..................................................................................77

SECTION 6.6 ANTI-VIOLENCE POLICY .....................................................................79

CHAPTER 7 - SEPARATION FROM EMPLOYMENT ..............................................................82

SECTION 7.1 RESIGNATION ......................................................................................82

SECTION 7.2 LAYOFF .................................................................................................82

SECTION 7.3 ABANDONMENT OF EMPLOYMENT ...................................................84

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Policies and Procedures – July 1, 2019

1

ACKNOWLEDGEMENT OF RECEIPT OF PERSONNEL POLICIES AND PROCEDURES MANUAL

Each employee shall verify that he/she has been given a copy of this manual. The acknowledgement shall be dated and signed by the employee and the original maintained in the employee’s personnel file.

ACKNOWLEDGEMENT OF RECEIPT

I have been given a copy of the City of Eastvale’s Personnel Policies and Procedures Manual. This Manual applies to all employees of the City and to others as indicated.

I understand that it is my responsibility to read the Manual and to comply with its provisions.

I further understand that the Manual contains important information governing my employment with the City of Eastvale, including regulations and obligations that are expected of me as a City employee. Furthermore, I understand that I am obligated under the California Constitution that I am declared to be a Disaster Service Worker, as outlined in Government Code 3102, and as further defined in this Manual under Section 2.1, Paragraph K.

I understand that my failure to comply with these policies may result in disciplinary action, up to and including termination. If I have questions concerning these policies, I will bring them to the attention of my supervisor, department head, or City Manager.

I understand that because it is not possible to anticipate every situation that may arise in the workplace and because laws and programs change, the City reserves the right to modify, supplement, rescind, or revise any provisions of this Manual (other than the employment at-will provisions and provisions compelled by law), at any time as it deems necessary or appropriate in its sole discretion.

I understand that nothing in this Manual is intended to create a contract of employment with the City, or to create an expectation of continued employment for any specified term.

I understand that the original of this acknowledgement of receipt will be placed in my personnel file.

Dated: Employee’s Name Employee’s Name

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INTRODUCTION

This Manual applies to all employees of the City and to others as indicated. An “employee” is generally defined as an individual whose work is within the usual course of the City’s business, and directed and controlled, or is subject to the direction or control, by the City with respect to the final results of the work and the details of when, where and how the work is to be done. This Manual contains Employment Policies of the City of Eastvale. Each City employee is responsible for knowing and understanding its contents. In addition, each City employee is responsible for knowing, understanding, and adhering to any specific departmental policy.

Except as otherwise provided, any duties, responsibilities, powers, and authority granted by this Manual or the Personnel Ordinance to any person may be delegated, in writing, to another employee at the discretion of the delegating individual.

Nothing in this Manual shall be deemed to create a vested contractual right for any employee.

Amendments and revisions shall become effective upon adoption by the City Council, or at a later date specified by the City Council when adopting the amendments and revisions.

In the event of a conflict between this Manual and an Administrative Policy or a Department’s policy or procedure, this Manual shall control.

When any local, state, or federal ordinance, regulation, or law that is incorporated in this Manual or upon which this Manual relies is amended, this Manual shall be deemed amended in conformance with those amendments.

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

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3

ORGANIZATION

The City of Eastvale was incorporated as a City on October 1, 2010. The City is governed by a City Council, consisting of five (5) persons, each elected for a term of four (4) years. The City Council generally meets twice a month, on the 2nd and 4th Wednesday of each month, unless otherwise directed by the City Council.

The City Council adopts policies and specifies what City services are to be provided to City residents. Some of the services that the City provides includes public safety services (Police and Fire), Building and Safety Services, Animal Control, Planning and Public Works. The City operates as a Contract City.

The City Council’s policies are implemented by the City Manager, who is directly responsible to the City Council for the administration and implementation of the Council policies and priorities. To assist the City Manager, the City employs a staff of administrative, technical and field personnel. The City further utilizes contractors to provide a number of City services. Contractors are not City employees.

The City’s activities and services are divided into functional departments, with Department Heads assigned to each department.

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CHAPTER 1 - EMPLOYMENT

SECTION 1.1 EQUAL EMPLOYMENT OPPORTUNITY

The City is an equal opportunity employer and makes employment decisions on the basis of merit. The City wants to have the best available persons in every job. The City’s policy prohibits unlawful discrimination based on race, color, creed, gender (including gender identity and gender expression), religion (all aspects of religious beliefs, observance or practice, including religious dress or grooming practices) marital status, registered domestic partner status, age over 40, national origin (includes language use and possession of a driver's license issued to persons unable to prove their presence in the United States as authorized under federal law), ancestry, physical or mental disability, medical condition (including cancer or a record or history of cancer, and genetic characteristics), sex (including pregnancy, childbirth, breastfeeding or related medical condition), genetic information, sexual orientation, military and veteran status or any other protected characteristic under federal, state, or local laws. It also prohibits unlawful discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics, and any other basis protected by federal, state or local law or ordinance or regulation (“a protected category”). The City is committed to treating all employees equally and fairly regardless of these actual or perceived characteristics or associations. All such discrimination is prohibited. This policy applies to all City employees including management personnel, applicants, interns, volunteers and persons providing services pursuant to a contract.

SECTION 1.2 POLICY PROHIBITING DISCRIMINATION, HARASSMENT, AND RETALIATION

The City of Eastvale maintains a strict policy prohibiting discrimination, harassment, and retaliation in accordance with State and Federal law. This policy applies to all City employees including management personnel, applicants, interns, volunteers and persons providing services pursuant to a contract.

Statement of Policy 1.2.1

It is the policy of the City of Eastvale to treat its employees and volunteers with respect and dignity, and to provide a work environment free of discrimination and harassment based on a protected characteristic. The City therefore prohibits all forms of harassment and discrimination in the workplace including verbal, physical, and visual harassment based on participation in a protected group including race, color, creed, gender (including gender identity and gender expression), religion (all aspects of religious beliefs, observance or practice, including religious dress or grooming practices) marital status, registered domestic partner status, age over 40, national origin (includes language use and possession of a driver's license issued to persons unable to prove their presence in the United States as authorized under federal law), ancestry, physical or mental disability, medical condition (including cancer or a record or history of cancer, and genetic characteristics), sex (including pregnancy, childbirth, breastfeeding or related medical condition), genetic information, sexual orientation, military and veteran status or any other consideration protected by federal, state, or local laws (collectively referred to as “protected characteristics”). It also prohibits discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics, and any other basis protected by federal, state or local law or ordinance or regulation (“a protected category”). All such harassment and discrimination is

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prohibited.

The City has zero tolerance for any conduct that violates this Policy. Conduct need not to rise to the level of a violation of law to violate this Policy. A single act can violate this Policy and provide grounds for discipline or other appropriate sanctions.

Employees can raise good faith concerns, report problems, or make complaints without fear of reprisal of any kind (see Section 1.2.4 - Procedure below). Anyone found to be engaging in any type of discrimination or harassment will be subject to appropriate corrective action, up to and including termination.

Management employees, regular full-time, regular part-time and temporary part-time City employees, contract employees, interns or volunteers who permit or engage in such harassment or fail to take appropriate steps to report such conduct may be subject to prompt and appropriate disciplinary action up to and including termination.

Harassment, Discrimination, and Retaliation 1.2.2

Discrimination: This Policy prohibits treating covered individuals differently or adversely because of the individual’s protected characteristic, actual or perceived; because the individual associates with a person with a protected characteristic, actual or perceived; or because the individual participates in a protected activity as defined in this Policy.

Harassment: May include, but is not limited to, the following types of behavior that is taken because of a person’s protected characteristic and that creates an intimidating, offensive, or hostile work environment or that interferes with work performance of an employee. Such conduct constitutes harassment when:

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

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

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

Harassment can also include conduct taken by those who are not employees, such as elected officials, appointed officials, persons providing services under contracts, or even members of the public.

Harassment can include, but is not limited to, the following types of conduct:

a. Speech: Such as epithets, derogatory comments or slurs, and propositioning on the basis of a protected characteristic. This might include inappropriate comments on appearance, including dress or physical features, or dress consistent with gender identification, or race-oriented stories and jokes.

b. Physical Acts: Such as assault, impeding or blocking movement, offensive touching or any physical interference with normal work or movement. This

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includes pinching, grabbing, patting, propositioning, leering, or making explicit or implied job threats or promises in return for submission to physical acts.

c. Visual Insults: Such as derogatory posters, cartoons, e-mails, pictures or drawings related to a protected classification.

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

a. Unwanted sexual advances.

b. Offering employment benefits in exchange for sexual favors.

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

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

e. Verbal sexual advances or propositions.

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

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

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

i. Electronic communications such as email, texts, or internet use that violate this policy.

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

Retaliation: Any adverse conduct taken against a covered individual because of the individual’s protected activity as defined in this Policy. “Adverse conduct” includes but is not limited to disciplinary action, counseling, taking sides because an individual has reported harassment or

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discrimination, spreading rumors about a complainant or about someone who supports or assists the complainant, shunning or avoiding an individual who reports harassment or discrimination, or making real or implied threats of intimidation to prevent an individual from reporting harassment or discrimination.

Protected Activity: This Policy prohibits discrimination, harassment and retaliation because of an individual’s protected activity. Protected activity includes, but is not limited to: making a request for an accommodation for a disability; making a request for accommodation for religious beliefs; making a complaint under this Policy; opposing violations of this Policy; or participating in an investigation under this Policy.

Guidelines for Identifying Harassment 1.2.3

To help clarify what constitutes harassment in violation of this Policy, use the following guidelines:

● Harassment includes any conduct which would be unwelcome or unwanted to an individual of the recipient’s same protected characteristic.

● It is no defense that the recipient “appears” to have “consented” to the conduct at issue by failing to protest about the conduct. A recipient may not protest for many legitimate reasons, including the need to avoid being insubordinate or to avoid being ostracized or subjected to retaliation.

● Simply because no one has complained about a joke, gesture, picture, physical contact, or comment does not mean that the conduct is welcome. Harassment can evolve over time. The fact that no one has yet complained does not preclude someone from complaining if the conduct is repeated in the future.

● Even visual, verbal or physical conduct between two employees who appear to welcome the conduct can constitute harassment of a third person who observes the conduct or learns about the conduct later. Conduct can constitute harassment even if it is not explicitly or specifically directed at an individual.

● Conduct can constitute harassment in violation of this policy even if the individual engaging in the conduct has no intention to harass. Even well-intentioned conduct can violate this policy if the conduct is directed at, or implicates a protected characteristic, and if an individual of the recipient’s same protected characteristic would find it offensive (e.g., gifts, over attention, endearing nicknames).

Bullying 1.2.4

In addition to the foregoing, the City prohibits abusive or “bullying” conduct by its supervisors, employees, contractors, customers, unpaid interns, volunteers, or vendors. The City defines bullying as “repeated inappropriate behavior, either direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others at the place of work and/or in the course of employment.” Such behavior violates City Policy. The City will not tolerate bullying behavior. Employees found in violation of this policy will be disciplined up to and including termination.

Bullying may be intentional or unintentional. However, it must be noted that where an allegation of bullying is made, the intention of the alleged bully is irrelevant and will not be given consideration when meting out discipline. As in sexual harassment, it is the effect of the

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behavior upon the individual that is important. The City considers the following types of behavior examples of bullying:

● Verbal bullying: Slandering, ridiculing or maligning a person or his/her family; persistent name calling that is hurtful, insulting or humiliating; using a person as the butt of jokes; abusive and offensive remarks.

● Physical bullying: Pushing, shoving, kicking, poking, tripping, assault or threat of physical assault; damage to a person’s work area or property.

● Gesture bullying: Nonverbal threatening gestures or glances that convey threatening messages.

● Exclusion: Socially or physically excluding or disregarding a person in work-related activities.

All such conduct violates City policy.

Procedure for Complaint Resolution 1.2.5

a. Any acts of discrimination, harassment, retaliation, or bullying should be reported immediately verbally and/or in writing to any of the following:

i. Immediate supervisor

ii. Any supervisor or manager within or outside of the department

iii. Department Director

iv. City Manager

There is no requirement that employees follow the chain-of-command when reporting potential violations of this Policy. Employees may utilize the Employee Complaint Form, included in the Appendix of this manual to file a complaint.

The complaint should be as detailed as possible, and must include details of the incident(s), names of individuals involved, and the names of any witnesses. Any supporting documentary evidence should be attached to the complaint.

b. Any supervisor who receives a complaint of discrimination, harassment, retaliation, or bullying, is required to immediately notify the City Manager, who will then investigate complaints or cause an investigation to be conducted in a prompt and timely manner. Any individuals who have knowledge of conduct or information regarding the matter shall be interviewed.

c. The City takes a proactive approach to potential policy violations and will conduct an investigation if its officers, supervisors, or managers become aware that harassment, discrimination, or retaliation may be occurring, regardless of whether the recipient or third party reports a potential violation.

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d. Employees may be placed on a leave of absence, or be subject to other intermediary measures, until the conclusion of the investigation. The City will also take reasonable steps to protect the complainant from harassment, discrimination or retaliation.

e. The City Manager shall take prompt corrective action to eliminate any harassing behavior to address the effects on the person subjected to the harassment and to prevent any further instances of harassment. This may consist of disciplinary action up to, and including, dismissal or termination of employment services, training or other remedial actions.

f. Each manager is responsible and legally liable for setting a positive example of appropriate behavior in the work place and for ensuring a work environment free of harassment.

g. Any employee filing an intentionally false claim shall be subject to disciplinary action.

Retaliatory Behavior 1.2.6

The City prohibits retaliation against individuals who raise complaints of discrimination, harassment, or retaliation, who participate in workplace investigations, or who engage in other protected activity. No retaliatory behavior of any kind shall be tolerated, and such behavior may result in separate disciplinary action, up to and including termination.

Confidentiality 1.2.7

Every possible effort will be made to assure the confidentiality of complaints made under this policy. Complete confidentiality cannot occur, however, due to the need to fully investigate and the duty to take effective corrective or other remedial action. As a result, confidentiality will be maintained to the extent possible and the City will take all reasonable steps available to maintain the confidentiality of all complaints of harassment, discrimination, and/or retaliation as well as all information gathered during an investigation. However, the City retains sole discretion to determine whether disclosure of information is necessary to complete the investigation or for other legitimate purposes. An individual who is interviewed during the course of an investigation is prohibited from discussing the substance of the interview, except as otherwise directed by a supervisor or the City Manager. Individuals involved in the investigation may be ordered to keep certain information related to the investigation confidential, and any individual who violates such an order will be subject to corrective or other appropriate action. The City will not disclose a completed investigation report except as it deems necessary to support a corrective action, to take other remedial action, to defend itself in adversarial proceedings, or to comply with the law or court order.

Anonymous Complaints 1.2.8

While the City will investigate anonymous complaints, the City strongly discourages anonymous complaints. EMPLOYEES CHOOSING TO FILE A COMPLAINT ANONYMOUSLY MUST BE AWARE THAT ANONYMITY IN THE COMPLAINT PROCEDURE MAY COMPROMISE THE CITY'S ABILITY TO COMPLETE A THOROUGH INVESTIGATION. Employees should also be aware that should the City learn of the identity of an anonymous complainant, the City cannot

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guarantee that his/her identity will remain confidential, if the City determines in its discretion that disclosure is necessary to complete the investigation. Information on how to lodge anonymous complaints will be posted in the employee break area.

Option to Report to Outside Administrative Agencies 1.2.9

An individual has the option to report harassment, discrimination, or retaliation to the U.S. Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing (DFEH). These administrative agencies offer legal remedies and a complaint process and can be contacted as follows:

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

DFEH: Los Angeles Office, 320 West 4th Street, 10th Floor, Los Angeles, California 90013; 800-884-1684/800-700-2320 (TTY) or 916-478-7251; www.dfeh.ca.gov.

SECTION 1.3 DISABLED APPLICANTS AND EMPLOYEES

The City has a commitment to ensure equal opportunities for disabled applicants and City employees. Every reasonable effort will be made to provide an accessible work environment for such employees and applicants. Employment practices (e.g., hiring, training, testing, transfer, promotion, compensation, benefits, and disciplinary action) will not discriminate against disabled employees.

The City will engage in the interactive process, as defined by the Americans with Disabilities Act (“ADA”) and the Fair Employment and Housing Act (“FEHA”), to determine whether an applicant or employee is able to perform his/her essential functions. During this process, the City will examine possible reasonable accommodations that will make it possible for the employee or applicant to so perform. Such interactive process will include a meeting with the employee or applicant, the City, and, if necessary, the employee or applicant’s health care provider.

Reasonable accommodation can include, but is not limited to, job restructuring or reassignment to a vacant position for which the employee is qualified. Examples of accommodations that are considered unreasonable include, but are not limited to promotion, the creation of a new position, or the reassignment of essential functions of the position.

While the City is engaged in the interactive process with an employee, the City may require that the employee be placed on a fitness for duty leave

SECTION 1.4 RECRUITMENT/SELECTION OF EMPLOYEES

All persons considered for employment with the City of Eastvale shall be qualified to perform the duties of the position for which they may be employed. No individual who has served as an elected or appointed member of a legislative body of the City will be considered for employment with the City unless that individual is no longer serving as an elected or appointed official of the City and a period of one year has passed since their service as an elected or appointed official terminated.

As set forth in greater detail below, all new employees may, depending upon the job applied for,

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be required to undergo fingerprinting, background check, medical and/or psychological exams, polygraphs, and pre-employment drug testing before reporting for work. All employees shall be required to sign an Oath of Office pursuant to State law.

All new employees must provide and maintain necessary documentation to prove identity and the right to work in the United States in accordance with Federal and State Immigration and Naturalization laws (per I-9 Form). Failure to provide such documentation will result in disqualification from selection and/or grounds for immediate termination.

These steps establish a procedure for all phases of the employment process for full and part-time employees. The City Manager, or designee, will administer and coordinate the hiring process for all position vacancies to ensure compliance with contractual, legal and equal employment opportunity requirements. All such hiring efforts are conducted in the spirit of equal opportunity and non- discrimination.

All full-time and part-time City appointments and promotions shall be based on merit and fitness and will be determined by the results of any or all of the following testing procedures: written test, practical skills examination, and/or oral interview.

Internal Recruitment 1.4.1

The City Manager, or designee, may first consider recruitment from within the City. Recruiting from within the City is considered an internal recruitment and must be recommended by the Department Head and approved by the City Manager.

It is the policy of the City of Eastvale to recruit from within the City organization whenever feasible and consistent with the City’s interests of developing and retaining talent. Job-flyers will be prepared and disseminated to employees informing them of current openings, and qualified employees are encouraged to apply.

Full-time and part-time employees interested in internal opportunities shall follow the procedures below:

a. Employee(s) should provide a completed City Employment Application and written statement of interest in the available position and submit it to the City Manager, or designee, by the position’s stated closing date. The statement of interest should include appropriate documentation of related experience and qualifications. A supplemental questionnaire may also be required, as noted on the job flyer.

b. The City Manager, or designee, will notify the employee(s) if he/she will be interviewed or tested for the position.

c. After successfully completing the selection process, and upon the City Manager’s approval, the selected employee(s) will be notified of their appointment to the position(s).

Open Recruitment 1.4.2

If an internal recruitment is not recommended or approved, the City Manager, or designee, will

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seek candidates through a recruitment open to internal and external candidates.

The City Manager or designee will determine the best method for seeking candidates through open recruitment, including, but not limited to any of the following procedures: job announcements in print and online, mailing lists and/or advertisements through professional associations and related outreach.

Examination Process 1.4.3

Examinations shall be conducted to assist with the selection of qualified candidates. Test selection techniques will examine the qualifications of the candidates. Tests may include, but are not limited to, achievement and aptitude tests, written tests, personal interviews, performance tests, physical agility tests, evaluation of daily work performance, work samples, or any combination of these. The probationary period is considered as a portion of the examination process. All examinations given will be job related and designed to determine a candidate’s knowledge, skills, and abilities to perform the essential job functions.

Pre- employment physical, medical, psychological, drug and alcohol tests may be given as part of any examination if required for performing the essential job functions. Any such examinations will be performed only after a conditional offer of employment has been made.

The City Manager, or designee, will ensure that all examination results remain confidential and that the examination process appropriately accommodates candidates with disabilities.

Interview Process 1.4.4

The employment interview is a significant part of the selection process. The interviewer’s function is to discover a candidate’s knowledge, skills, and abilities to perform the essential job functions. Certain guidelines must be observed to ensure compliance with State and Federal laws and to maximize the reliability of the interview process.

Interview questions must be job-related and designed to measure a candidate’s job knowledge, experience and education necessary to perform the essential job functions.

All interview panel members, if utilized by the City Manager, will be informed of the position responsibilities and requirements and each panel member must independently rate candidates using an objective measurement scale developed by the City.

Only the most highly rated candidate (s) will be considered for final evaluation and review.

Reference and Background Check 1.4.5

Before an offer of employment is extended, the City shall conduct a reference and background check on any candidate. The purpose of the reference check is to verify prior employment duties, dates of employment, performance record, attendance record, and any other pertinent information.

Criminal Conviction History 1.4.6

The City will not ask any applicant for employment to disclose, through any written form or

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verbally, at any time, information concerning an arrest or detention that did not result in conviction, or information concerning a referral to, and participation in, any pretrial or post-trial diversion program, or concerning a conviction that has been judicially dismissed or ordered sealed pursuant to law, including, but not limited to, Penal Code sections 1203.4, 1203.4a, 1203.45, and 1210.1.

Unless otherwise required by law, the City will not ask an applicant for employment to disclose, orally or in writing, information concerning the conviction history of the applicant, until the City has issued a conditional offer of employment. The job announcement for the position in question will advise whether a lawful exception to this provision applies, such as for positions subject to the stringent requirements of Public Resources Code section 5164.

Rejection 1.4.7

The City may reject an applicant, at any point in the recruitment or hiring process, under any of the following circumstances:

a. The application shows on its face that the applicant does not possess the minimum qualifications required for the position.

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

c. The application shows on its face that the applicant is currently addicted to the habitual excessive use of drugs or alcohol.

d. The applicant has made a false statement of material fact or practiced any deception or fraud in the application process.

e. The applicant is not legally permitted to work with the United States.

Defective applications, such as those that are incomplete or unsigned, may be returned to the applicant with an opportunity to cure the defect, so long as the time limit for receiving applications has not yet expired. Applications that remain defective following expiration of that time limit will be rejected.

Candidate Notification 1.4.8

After references are verified and a final decision is reached, the City will notify the selected candidate, in writing, and make an employment offer, contingent upon passing required health screening as defined in Section 1.5 below. When a candidate accepts an employment offer, all other candidates, if any, will be notified in writing that they were not selected for the position.

SECTION 1.5 MEDICAL EXAMINATIONS

Depending on the essential functions of a position, a medical examination may be required for:

a. Applicants who have received a conditional offer of employment;

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b. Employees seeking a promotion, demotion, or transfer from one position requiring general physical abilities to another position requiring physical abilities of a different nature;

c. Employees returning to work from a medical leave of absence. The physician conducting the medical examination will be supplied with a current job description identifying the essential functions of the position;

d. Employees for whom a supervisor reasonably suspects, based on personal observation or reliable reports, a lack of fitness for duty.

The results of all medical examinations will be kept confidential and in a separate medical file from the general personnel file.

No person may hold any position in which or she is not able to perform the essential functions of the position, with or without reasonable accommodation.

The City will consider reasonable accommodation on a case-by-case basis.

SECTION 1.6 NEPOTISM AND CONFLICTING RELATIONSHIPS

Purpose and Scope 1.6.1

The purpose of this policy is to ensure effective supervision, safety, security, performance, assignments and discipline while maintaining positive morale by avoiding actual or perceived favoritism, discrimination, and other actual or potential conflicts of interest by or between employees of the City.

Definitions 1.6.2

a. Applicant - A person who applies for a position at the City and is not a Current Employee.

b. Relative – An employee’s parent, step-parent, spouse, domestic partner, significant other, child (natural, adopted or step), sibling (by blood or marriage) or grandparent (by blood or marriage).

c. Personal Relationship – includes marriage, cohabitation, dating or any other intimate relationship beyond mere friendship, as well as being a relative, as defined in this policy.

d. Business Relationship – serving as an employee, independent contractor, compensated consultant, owner, board member, shareholder or investor in an outside business, company, partnership, corporation, venture or other transaction where the employee’s annual interest, compensation, investment or obligation is greater than $250.00.

e. Conflict of Interest – any actual, perceived or potential conflict of interest in which it reasonably appears that an employee’s action, inaction or decisions are or may be influenced by the employee’s personal or business relationship.

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f. Supervisor - an employee who has temporary or ongoing direct or indirect authority over the actions, decisions, evaluation and/or performance of a subordinate employee. For purposes of this policy, supervisor can include a functional supervisor, such as a lead worker, crew leader, or shift supervisor.

g. Subordinate – an employee who is subject to the temporary or ongoing direct or indirect authority of a supervisor.

Restricted Duties and Assignments 1.6.3

While the City will not prohibit personal or business relationships between employees, the following reasonable restrictions shall apply:

a. Employees are prohibited from directly training, supervising, occupying a position in the line of supervision, or being directly trained or supervised by any other employee who is a relative or with whom they are involved in a personal or business relationship.

i. If circumstances require that such a supervisor/subordinate relationship exists temporarily, the supervisor shall make every reasonable effort to refer matters involving the involved employee to an uninvolved supervisor.

ii. When personnel and circumstances permit, the City will attempt to make every reasonable effort to avoid placing employees in such supervisor/subordinate situations. The City, however, reserves the right to transfer or reassign any employee to another position within the same classification as it may deem necessary in order to avoid conflicts with any provision of this policy.

b. Employees are prohibited from participating in, contributing to, or recommending promotions, assignments, performance evaluations, transfers or other personnel decisions affecting an employee who is a relative or with whom they are involved in a personal or business relationship.

Supervisor’s Responsibility 1.6.4

Upon being notified of, or becoming aware of, any circumstance(s) which could result in or constitute an actual or potential violation of this policy, a supervisor shall take all reasonable steps to mitigate or avoid such violations whenever possible. Supervisor shall also promptly notify the City Manager of such actual or potential violations through the chain of command.

Employee’s Responsibility 1.6.5

Whenever any employee is placed in circumstances which would require the employee to take enforcement action or provide other official information or services to any relative or other individual(s) with whom the employee is involved in a personal or business relationship, the employee shall promptly notify his/her uninvolved, immediate supervisor. In the event that no uninvolved supervisor is immediately available, the employee shall promptly notify a Talent

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Attraction and Development representative to have another uninvolved employee either relieve the involved employee or minimally remain present to witness the action.

Guidelines for Current Employees 1.6.6

Employees must report a change of status that will result in a personal or business relationship to a Talent Attraction and Development representative within a reasonable time after the effective date of the change of status. Wherever feasible, employees must report a change of status in advance of the effective date.

A Talent Attraction and Development representative will undertake a case-by-case consideration and individualized assessment of the particular work situation to determine whether the personal or business relationship has the potential for creating an adverse impact on supervision, safety, security, or morale.

The Talent Attraction and Development representative will consult with an affected Department Head to make a good faith effort to regulate, transfer, condition or assign duties in such a way as to minimize potential problems of supervision, safety, security, or morale.

Notwithstanding the above provisions, the City retains the right to exercise its discretion to determine that the potential for creating an adverse impact on supervision, safety, security, or morale cannot be sufficiently minimized and to take further action.

The Talent Attraction and Development representative will issue a written decision within 30 days from receipt of notice of a Change of Status

Applicants for Employment 1.6.7

a. Right to Apply. No qualified Applicant may be denied the right to submit an application for employment and complete in the examination process. However, consistent with this Section, the City may reasonably regulate, condition, or prohibit the employment of an Applicant for a position.

b. Disclosure of Relationship. Each Applicant is required to disclose the identity of any person in a personal relationship who is a Current Employee.

c. Review by Talent Attraction and Development Representative. For each Applicant who has a personal relationship with a Current Employee, a Talent Attraction and Development representative will assess and issue a written decision as to whether any of the following circumstances exist:

● Business reasons of supervision, safety, security or morale warrant the City’s refusal to place the Applicant under Direct Supervision by the Current Employee; or

● Business reasons of supervision, security, or morale that involve potential conflicts of interest or other hazards that are greater for persons in a personal relationship than for other employees, which warrant the City’s refusal to permit employment of persons in a personal relationship in the same department, division, or facility.

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d. Effect of Decision of the Talent Attraction and Development Representative. If the Talent Attraction and Development representative determines that either of the above circumstances exists, the Talent Attraction and Development representative may either reject the Applicant or consider the Applicant for employment in a position that does not present either of the above circumstances.

Appeal of Decision by Talent Attraction and Development Representative 1.6.8

Current Employees and Applicants affected by the application of this Section may appeal the action to the City Manager within five days of receipt of the Talent Attraction and Development representative’s decision.

The City Manager will hear the individual’s concerns and issue a written decision within 30 days of the receipt of the individual’s appeal. The decision of the City Manager is final, and no other appeal may be had unless the Current Employee is entitled to further administrative appeal under other provisions of these Rules.

SECTION 1.7 PROBATION

The probationary period is an integral part of the employment process and provides the opportunity to observe the employee’s work and assist the employee’s adjustment to the new position. During the initial probation period, the probationary employee will have no rights of tenure, and may be terminated without cause either during or at the end of the probation period. Regular full-time and regular part-time employees are subject to the probationary period.

Duration 1.7.1

a. All newly hired, full-time regular employees and regular part-time employees are subject to at least a twelve (12) -month probation period.

b. All promoted employees are subject to at least a twelve (12) -month probation period.

c. Employees reclassified to a position in accordance with a re-evaluation of the minimum qualifications, duties and responsibilities of the position in question and where the employee has assumed those duties and responsibilities shall not be subject to any probationary period.

d. The twelve (12) -month probation period for promoted and full-time regular and part-time regular employees will begin on the first day of the promotion or hire date.

e. At-will management employees are exempt from any probationary period.

Extensions 1.7.2

a. Prior to the end of any probation period, the probation period may be extended by a maximum of twelve (12) additional months with the approval of the City Manager, or designee.

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b. Periods of time off work during unpaid absences will automatically extend the probationary period by the number of days of the absence. Further, periods of time on paid leave exceeding 20 consecutive working days will extend the probationary period by a corresponding number of days.

c. The employee will be notified in writing of such an extension.

SECTION 1.8 PERFORMANCE EVALUATION

The purpose of the performance evaluation is to accurately assess the employee’s overall job performance, and to set goals with the employee that further job knowledge and enhance skills and abilities.

All new full-time regular employees, regular part-time employees and promoted employees will receive a comprehensive performance evaluation from their immediate supervisor at the end of the first full year of employment/promotion. Thereafter, performance evaluations will be given annually. The evaluation period may be extended if the employee takes a leave of absence. New employees may receive an optional performance evaluation during the probationary period, generally six (6) months after the hire date at the City Manager’s discretion. In the event more than one (1) person supervises an employee, all supervisors are required to participate in the performance evaluation process. In conjunction with his/her evaluation, the employee may be eligible for a merit increase.

Those at-will management positions may receive an optional performance evaluation at the City Manager’s discretion.

Performance evaluations will be prepared on a City performance evaluation form, discussed with the employee, and placed in the employee’s personnel file where it can be examined by the employee at reasonable times upon request. An employee may receive additional performance appraisals from time to time whenever it is considered appropriate by the employee’s supervisor(s). Employees will be required to submit their self-evaluation, accomplishments and goals to their supervisor, prior to the preparation of the performance evaluation.

Performance evaluations are required and necessary, and it is a supervisor’s responsibility to give performance evaluations when they are due, even if a potential merit increase is not involved.

An employee may file a written response to a performance evaluation, regardless of the overall rating, within thirty (30) working days, which will be placed with the evaluation in the employee’s personnel file. The written response shall be prepared by the employee on their own time. City time and resources may not be used to prepare the written response. There is no requirement for management to respond in writing to the employee’s written response. This process shall constitute the appeal procedure for performance evaluations, and no further appeal or grievance may be had.

SECTION 1.9 CONDUCT DURING THE WORKDAY

During the workday, employees are expected to devote their full time in the performance of their assigned duties. Any approved outside work, part-time job, hobbies, or personal business must be performed during off duty hours. Off duty hours include unpaid lunch break periods, but do

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not include other rest or break periods during which the employee continues to receive pay.

SECTION 1.10 OUTSIDE EMPLOYMENT, ACTIVITY, OR ENTERPRISE / CONFLICT OF INTEREST

As a public agency, the City must be particularly sensitive to real, potential, or perceived conflicts of interest. The City expects all employees to adhere to the highest ethical and professional standards. City employees are employed on the condition that employment with the City is their primary employment and that they shall not engage in any employment, activity or enterprise for compensation which is inconsistent, incompatible or in conflict with his/her duties, functions or responsibilities as a City employee. The purpose of this policy is to establish guidelines for City employees regarding dual employment or outside activities that may conflict with City employment.

No City employee shall lend his/her name as an employee of the City to any commercial or business enterprise. No employee shall approve or utilize the name, uniform or prestige of the City, or any City department, for any such purpose. Because of their knowledge and expertise, outside employment or other income opportunities may become available to City employees. If an employee is considering such an opportunity, he or she must fully disclose the employment opportunity to the City and to have it carefully reviewed to avoid conflict of interest. Failure to disclose potential business opportunities that create a conflict of interest is grounds for disciplinary action up to and including termination.

Employees shall notify the City Manager in writing if they are considering the following:

a. Simultaneous employment by any other employer;

b. Participation in an outside business on their own or with others;

c. Involvement in any other outside activity where they receive any form or amount of compensation.

The City Manager or designee shall determine if a conflict exists. If a conflict of interest or scheduling problem exists, the City may terminate the employee’s City employment unless the employee elects to resign from the other employment or outside activity.

An employee’s outside employment, activity or enterprise may be prohibited if it:

a. Involves the use of City time, facilities, equipment and supplies, the badge, uniform prestige or influence of his/her City department or employment for private gain or advantage.

b. Involves receipt or acceptance by the employee of any money or other consideration from anyone other than the City for the performance of an act which the employee would be required or expected to render in the regular course or hours of his/her City employment or as a part of his/her duties as a City employee.

c. Involves the performance of an act in other than his/her capacity as a City employee which may later be subject directly or indirectly to the control,

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inspection, review or audit, or enforcement of any other employee to the department by which he/she is employed.

d. Involves such time demands as would render performance of his/her duties as a City employee less efficient.

Procedure for obtaining approval:

a. The employee shall request authorization of outside employment from the City Manager, or designee by completing the Authorization for Outside Employment Form prior to entering into the requested outside employment.

b. The City Manager shall authorize outside employment in accordance with this policy. In the event a request for outside employment is denied, written comments will be provided to the employee.

c. The City Manager or designee shall furnish the requesting employee a copy of the Authorization for Outside Employment indicating approval/denial and forward a copy to the employee’s personnel file.

Every public employee who makes or influences governmental decisions is required to submit a Statement of Economic Interest, also known as the Form 700. The Form 700 provides transparency and ensures accountability. It provides necessary information to the public about an employee’s personal financial interests to ensure that officials are making decisions in the best interest of the public and not enhancing their personal finances, and it serves as a reminder to the employee of potential conflicts of interest so the official can abstain from making or participating in governmental decisions that are deemed conflicts of interest. The City shall determine positions which fall under the above requirements and notify employees accordingly for submittal of initial and annual statements.

SECTION 1.11 TRAINING OF EMPLOYEES

Policy 1.11.1

a. All employees of the City are eligible to request specialized training such as conferences, seminars, special courses, etc. at the City’s expense when job related, and where such training also provides a benefit to the City. Training programs may include lectures, courses, demonstrations, webinars, professional association sponsored meetings, or such other examples for the purpose of improving the effectiveness and increasing the knowledge of employees in the performance of their respective duties.

b. Participation and approval for training shall be subject to the limitations of the City’s budgeted resources. The City Manager, Department Heads, and Supervisors shall strive to ensure that employee training resources are distributed in an equitable manner, while taking into consideration the business necessity of the City for achieving various training needs. Costs associated with training may include registration, lodging, meals, and transportation, on a case-by-case basis. Means of transportation will be recommended and approved by

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the City Manager in accordance with the City’s administrative policies on Travel and Reimbursement, as they may be amended from time to time.

Procedure 1.11.2

a. Employees must submit a request for training to their supervisor and include sufficient explanation/documentation to support the training need (summary of course content, and how the training/membership will benefit the employee and the employee’s department.

b. Allow sufficient lead time when submitting requests for review and approval process, and for making travel arrangements, if necessary.

c. Employees will be notified by their supervisor of either approval or denial of the request.

Mandatory Training 1.11.3

a. As part of general orientation, each newly-hired employee will be scheduled to participate in Sexual Harassment Prevention training within six (6) months of hire.

b. Supervisors shall participate in at least one (1) two (2)-hour Sexual Harassment Prevention training class every two (2) years, except that newly-appointed supervisors shall participate in such training within six (6) months of appointment.

c. Non-supervisory employees shall participate in at least one (1) one (1)-hour Sexual Harassment Prevention training class every two (2) years, except that newly-appointed employees shall participate in such training within six (6) months of appointment.

d. Employees and supervisors may be required to attend other mandatory training periodically as determined by the City Manager.

SECTION 1.12 POLITICAL ACTIVITIES OF PUBLIC EMPLOYEES

The political activities of City employees are governed by the provisions of Government Code Section 3201, et. seq. In addition and pursuant to Section 3201, City employees are not permitted to participate in any political activity while in the uniform of his/her employment unless on official City business. Further, City employees are not permitted to conduct or engage in any political activity or purpose during those hours that he/she should be discharging the duties of his/her position.

SECTION 1.13 USE OF CAMERAS, VIDEO SURVEILLANCE, AND GPS SYSTEMS

The City utilizes video surveillance and camera systems in the workplace for business purposes including the safety and security of employees. Such cameras and video systems are located in open areas and lobbies. Employees do not have an expectation of privacy related to the City’s use of these cameras and video surveillance.

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The City also maintains GPS devices on all City vehicles. Employees do not have an expectation of privacy related to the City’s use of these GPS devices.

SECTION 1.14 USE OF CITY TECHNOLOGICAL RESOURCES

City employees shall adhere to the City’s administrative policy on Use of City Technological Resources, as such administrative policy may be amended from time to time.

SECTION 1.15 MANAGEMENT PEROGATIVES

The City retains, whether exercised or not, solely and exclusively, all express and inherent rights and authorities with respect to determining the level of, and the manner in which, the City’s activities are conducted, managed and administered. These management rights include, but are not limited to the following:

a. The right and authority to schedule work and/or overtime work.

b. The right to direct work. An employee’s job description does not restrict the type of work to which the employee can be assigned.

c. The right to discipline or to discharge employees, where applicable, subject to the procedures set forth in these Rules.

d. The right to determine assignments and to establish methods and processes by which assignments are performed.

e. The right to transfer employees within departments and to positions outside a department in a manner most advantageous to the City.

f. To evaluate employees and to schedule when an employee’s performance evaluation will occur.

g. The right to determine the compensation and benefits that will be paid or provided to employees.

h. The right to make employment decisions.

SECTION 1.16 ACCEPTANCE OF GIFTS

Employees shall adhere to the Political Reform Act and Fair Political Practices Commission (FPPC) regulations with respect to the acceptance and reporting of gifts, and with the City’s administrative on Ticket and Pass Distribution, as it may be amended from time to time.

Employees shall not accept compensation of any sort from anyone other than the City as consideration for the performance of an act which the employee would be required or expected to render in the regular course or hours of his/her City employment or as part of his/her duties as a City employee.

Employees who are designated under the Political Reform Act and the City’s Conflict of Interest Code to provide an economic interest disclosure shall submit the required FPPC Form 700 upon entering office, annually, and upon exiting office, under the direction and coordination of the City

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Clerk, or designee.

SECTION 1.17 TELECOMMUTING

Telecommuting may be appropriate for some employees and jobs, but not for others. Telecommuting is not an entitlement, it is not a City-wide benefit, and it in no way changes the terms and conditions of employment with the City of Eastvale. Participation in telecommuting may be mutually agreed to by the employee and their Director/Manager. A Telecommuting Agreement must be executed by the employee and City prior to the commencement of telecommuting. The City Manager must approve the Telecommuting Agreement before telecommuting begins.

Requests 1.17.1

Telecommuting provides employees with an opportunity to work from an alternative work environment instead of in the City’s primary location, generally City Hall. If an employee wishes to request a Telecommuting Agreement he/she should contact the City Manager totheir Director/Managerto discuss and explore the feasibility of such an arrangement. Before entering into the Telecommuting Agreement, the employee and Department Director/Manager, with the assistance of the Talent Attraction and Development Department, will evaluate the suitability of such an arrangement, reviewing the following areas:

NoEmployee suitability. The employee has a rightand Director/Manager will assess the

needs and work habits of the employee, The Department Director/Manager may require an employee to telecommute, and such arrangements are granted only at the sole discretion in order to meet the needs of the City .

Job responsibilities. The employee and Director/Manager will discuss the job

responsibilities and determine if the job is appropriate for a telecommuting arrangement. Exceptions may be made to facilitate emergency situations (such as a pandemic event) as determined by the Department Director/Manager.

Authority 1.17.2

Telecommuting must be pre-approved by the City Manager and cannot be initiated without a Telecommuting Agreement. from the Talent Attraction and Development Department. The City Manager retains the right in his/her sole discretion to designate positions that are appropriate for telecommuting. Due to limited staffing and need for office coverage, such requests will be evaluated carefully by the City Manager in consideration of over-all business and operational needs of the City. The City Manager shall take into consideration those limited situations where the City may benefit from such an arrangement. Consideration will be given to the employee’s need to engage with the public and co-workers, whether the work lends itself to independent work which is measurable in terms of products and outcomes, and any other relevant factors. Telecommuting must be approved by the City Manager.

Telecommuting does not change the conditions of employment or required compliance with all City policies and procedures. The City reserves the right to change or terminate the Telecommuting Agreement at any time, without cause or advance notice. An employee's ability to work under a Telecommuting Agreement rests in the sole discretion of the City. Telecommuting is a privilege and may not be appropriate for every employee.

Formatted: Bulleted + Level: 1 + Aligned at: 0.25" + Indent at: 0.5"

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Equipment 1.17.3

Equipment needs will be determined on a case by case basis as determined by the Department Director/Manager during the telecommuting period.

Telecommuting Safety 1.17.31.17.4

The Telecommuter is responsible for ensuring the safety of his or her alternative work environment. However, because the City is legally obligated to provide its employees with a workplace that is free from hazards that might cause serious harm or injury, the City reserves the right to periodically inspect the Telecommuter's home work space.

Any such inspection will be preceded by advance notice and an appointment will be scheduled. Telecommuters are covered by the City's workers' compensation insurance. As such, Telecommuters are required to immediately report any injuries that occur while working, regardless of location. The Telecommuter shall be liable for any injuries that occur to third parties at or around the Telecommuter's alternative work environment.

Security 1.17.5

Consistent with the organization's expectations of information security for employees working at the office, telecommuting employees will be expected to ensure the protection of confidential information accessible from their home office. Steps include the use of locked file cabinets and desks, regular password maintenance, and any other measures appropriate for the job and the environment. All official City records, files and documents must be protected from unauthorized disclosure or damage and returned safely to the office. This includes taking all measures necessary to avoid cybersecurity threats.

Telecommuting Agreement 1.17.41.17.6

All Telecommuters will be required to sign a Telecommuting Agreement that outlines the days and work hours (as applicable) of the Telecommuter; equipment the Telecommuter will need; how the Telecommuter will communicate with the City; use of support staff; and other appropriate information. To acquire the Telecommuting Agreement, please contact the Talent Attraction and Development Department.

Hours of Work 1.17.51.17.7

Unless otherwise agreed in the Telecommuting Agreement, hours and days of work will not change. Employees agree to apply themselves during work hours. Telecommuting is not intended as a substitute for child care or care for another adult. If a child or adult needs care during work time, the employee will need to use their available leave accruals, unless another responsible individual is providing care, in which case the employee may continue their work dutiesIf mutually agreed between the Director/Manager and employee, an individual employee's schedule may be modified to accommodate the employee’s childcare or other needs and the focus of the arrangement must remain on job performance and meeting business demands. Prospective telecommuters are encouraged to discuss expectations of telecommuting with family members prior to entering a telecommuting agreement.

Attendance at Meetings 1.17.61.17.8

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Telecommuters are expected to attend all required and regularly scheduled meetings.

Costs Associated with Telecommuting 1.17.71.17.9

The City shall not incur additional costs due to a Telecommuting Agreement, except for legally-required reimbursements for necessary job-related expenses incurred due to the approved telecommuting agreement. The Telecommuting Agreement will specify any costs the City will cover. All other expenses are the responsibility of the Telecommuter.

SECTION 1.18 EMPLOYEE’S HOME ADDRESS AND STATUS OF DRIVER’S LICENSE – DUTY TO UPDATE

Home Address and Related Changes 1.18.1

All City employees shall notify his/her supervisor, and the supervisor shall ensure that Talent Attraction and Development is immediately updated on any change in their residential address, telephone number(s), personal email address, and emergency contact information.

Driver’s License Changes 1.18.2

a. The possession of a valid California Driver’s License is a requirement for all City employment positions. Convictions of certain offenses or administrative action by the Department of Motor Vehicles may restrict or prohibit an employee’s ability to drive City vehicles or operate City equipment. Therefore, all such employees shall promptly notify their supervisor, and the supervisor shall ensure that Talent Attraction and Development is immediately updated on any change, temporary or permanent, in Driver’s License status.

b. These changes will be reported in writing directly to the City Manager. The changes will be recorded in the employee’s personnel file with a copy sent to appropriate supervisors and the City’s Finance Department.

c. Changes in Driver’s License Status will be evaluated by the City Manager on a case-by-case basis to determine whether the employee can fulfill the essential duties of the position, as a result of a change involving temporary suspension or full revocation.

SECTION 1.19 PERSONAL APPEARANCE, GROOMING AND DRESS CODE

a. City employees shall maintain their personal hygiene and appearance to project a professional image appropriate for their assignment. Violation of this policy will result in disciplinary action, including termination.

b. While on duty, or representing the City in any official capacity, every reasonable effort should be made to conceal tattoos or other body art.

c. Facial piercing jewelry, including, but not limited to that displayed via nose piercing, tongue piercing, eyebrow piercing, lip piercing, or any other facial piercing, is prohibited while the employee is on duty or representing the City in any official capacity. Employees may display one or more earrings in each

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earlobe as long as the type or number of earrings does not detract from a professional appearance.

d. The City observes a business casual dress policy on Thursdays of each week. Business casual dress attire, while not formal, must be appropriate for a business environment. Jeans are allowed, however, must be in good condition. Employees who are required to attend professional meetings and/or events on casual Thursdays shall use appropriate judgment in wearing appropriate dress. Please check with a supervisor for clarification.

e. Employees are expected to demonstrate good judgment and professional taste at all times and must refrain from wearing anything that other employees or the public might find offensive or uncomfortable. Employees found to be in violation of the policy shall be asked to go home and change their attire, and promptly return to the workplace. Non-exempt employees may deduct the missed time from their available paid leave, or in the absence of paid leave, will be required to take the missing time as leave without pay. Failure by any employee to return to work promptly may be grounds for discipline

f. The City Manager may grant exceptions to this Section as required by law to accommodate an employee’s protected characteristic(s).

Employees are required to dress appropriately for the jobs they are performing. The following personal appearance, grooming and dress code regulations shall apply to all City employees. If an employee has questions about how these standards apply to them, the matter should be immediately raised with their supervisor for consideration and determination.

a. All clothing and footwear must be neat, clean, in good repair, and appropriate for the work environment and functions performed.

b. Prescribed uniforms and safety equipment must be worn.

c. Hair must be neat, clean and well-groomed.

d. Beards, mustaches, and sideburns must be maintained in a neat and well-groomed fashion.

e. Jewelry that does not pierce the skin is acceptable except where it constitutes a health or safety hazard.

f. Good personal hygiene is required, and

g. Dress must be professionally appropriate to the work setting, particularly if the employee has contact with the public at work.

SECTION 1.20 USE OF CITY SEAL OR CITY OR DEPARTMENT EMBLEMS

All official seals, emblems or logos, including patches, badges and business cards, of the City or of any of its departments, are the property of the City. Such seals, emblems and logos shall not be reproduced, duplicated, sold, traded or given away without the express written permission of

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the City Manager, other than for use in conducting City business.

SECTION 1.21 NEWS MEDIA RELATIONS

General Policy 1.21.1

From time-to-time, the City, its officials and employees are contacted by representatives of the news media, including press, radio and television. The ultimate authority and the individual responsible for the release of information to the media on behalf of the City is the City Manager. Any media requests for information on behalf of the City shall be referred to the City Manager or his or her designee. At no time shall a City employee make any comment or release any information to the media on behalf of the City without prior approval from the City Manager or his or her designee.

Media Access 1.21.2

Authorized and bona fide members of the media shall be provided access to scenes of disasters and emergencies subject to the following conditions:

a. The media representative shall produce valid press credentials which shall be prominently displayed at all times while in areas otherwise closed to the public.

b. Media representatives may be denied access to emergency operations in situations where such access would reasonably appear to interfere with emergency operations; provided, however, that every reasonable effort should be made to provide representatives with access to a command post at a location nearest to the emergency operation.

SECTION 1.22 ATTENDANCE AND PUNCTUALITY

a. Employees of the City of Eastvale have accepted the responsibility of performing assigned job tasks, as a service to the community. Excessive absenteeism and lateness can cause extra burden on co-workers in the delivery of those services.

b. When compelling personal reasons require absence from work, employees should provide as much advance notice as possible to allow for scheduling and distribution of the work. If illness or some other emergency causes an unplanned absence, the employee must speak directly with their supervisor as soon as practicable for each day of absence, or early departure from work due to illness. If the immediate supervisor is unavailable, the employee is required to speak directly with the next higher level of authority available. It is not acceptable to report an absence to a co-worker. Failure to call in may result in disciplinary action.

c. The City of Eastvale is committed to complying with all applicable leave laws, and upon verbal or written notice from an employee of a qualifying circumstance, the City shall respond with appropriate designation and accommodation as required.

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d. Foreseeable needs for time off should be requested a minimum of seventy-two (72) hours in advance. It is incumbent upon the supervisor or department head to notify the City Manager of such requests.

SECTION 1.23 TOBACCO, E-CIGARETTE, VAPING POLICY

Employees shall not smoke, or use tobacco, e-cigarettes, or vape in any City facility or vehicle, or while on duty in City uniforms, except during designated rest and meal breaks, and not within 20 feet of a public building. A violation of this policy shall result in disciplinary action.

SECTION 1.24 OPEN DOOR POLICY

The City of Eastvale has adopted an open door policy for all employees. The purpose of the City’s open door policy is to encourage open communication, feedback, and discussion about any matter of importance to an employee. The open door policy means that employees are free to talk with any manager about any topic.

If any area of an employee’s work is causing concern, employees have the responsibility to address their concern with a manager. Whether the issue is a problem, a complaint, a suggestion, or an observation, the City is committed to wanting to hear from you. By listening to you, the City is able to improve, to address complaints, and to foster employee understanding of the rationale for practices, processes, and decisions.

Most problems can and should be solved in discussion with the employee’s immediate supervisor; this is encouraged as the first effort to solve a problem. But, an open door policy means that an employee may also discuss their issues and concerns with the next levels of management and/or Talent Attraction and Development staff members. No matter which alternative is used to approach an employee’s perceived problem, complaint, or suggestion, the management team within the City organization is willing to listen and to help bring about a solution or a clarification.

By helping to solve problems, managers benefit by gaining valuable insight into possible problems with existing methods, procedures, and approaches. While there may not be an easy answer or solution to every concern, the City of Eastvale’s employees have the opportunity at all times, through the open door policy, to be heard.

Employees may also utilize the Employee Complaint Form included in the Appendix of this manual as a method to raise a concern and to seek resolution.

SECTION 1.25 PERSONNEL RECORDS

Establishment 1.25.1

An employee’s official personnel file will contain all records concerning personnel actions taken, including, but not limited to, performance evaluations, benefit enrollment forms, educational courses taken, and all employment related documents that give a complete employment history. The City Manager or designee shall keep personnel records confidential to the extent permitted by law. Personnel files may be viewed by the employee upon request. Employee medical information shall be kept in files separate from the official personnel file. Likewise, any grievances filed by an employee as well as documents reflecting a review of such grievances

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shall be maintained in separate confidential files.

Maintenance 1.25.2

Employees are required to inform the City Manager, or designee, of any changes in name, address, telephone number, marital status, family status, beneficiary, or other information on file. This ensures that state and federal withholding statements, insurances and retirement records are correct. Employees may be liable for any costs incurred by the City as a result of inaccurate personnel information.

Release of Information Concerning City Personnel 1.25.3

To ensure personnel information is appropriately and accurately disseminated, the City Manager, or designee will initially screen all personnel reference checks and employment verifications, and confidentially handle financial inquires originating from banks, credit unions, etc. regarding current and past City employees. Responses to financial inquiries will be released only upon written employee authorization.

Procedures for Release of Information 1.25.4

a. All outside inquiries and reference checks shall be in writing and shall be forwarded to the City Manager, or designee for response. The City Manager or designee may consult with the City Attorney as to the release of the requested information. All calls for reference checks should be referred to the City Manager, or designee by responding to a caller by saying “Under our policy, only the City Manager, or designee responds to calls concerning employees; I will transfer you to that office.”.

b. Financial information will be released only after an authorizeda written request has been submitted to the City Manager, or designee by the agencyentity requesting the information, and the employee has executed a written approval to release the requested information.

c. The City Manager or designee shall comply with applicable Federal and State laws regarding release of public employee personnel and financial information and shall consult with the City Attorney whenever there are questions concerning the release of such information. Nothing in this section shall be construed as prohibiting the City from releasing information required by law, including but not limited to a subpoena or court order.

Employees with Access to Confidential Information 1.25.5

In performing their duties, employees may have access to confidential information, including employees’ personnel files and the personal, financial and medical information of other City employees. In addition, some City employees will be involved in some communications with the City Attorney’s Office which can be protected by the Attorney-Client privilege. Employees with such access are required to keep such information confidential.

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Personnel/Payroll Files – Right to Inspect 1.25.6

a. California law provides that current and former employees (or a representative) have the right to inspect and receive a copy of the personnel files and records that relate to the employee's performance or to any grievance concerning the employee.

b. Inspections shall be allowed at reasonable times and intervals, but not later than 30 calendar days from the date the City receives a written request. Upon a written request from a current or former employee, or a representative, the City shall provide a copy of the personnel records, at a charge not to exceed the actual cost of reproduction, not less than 30 calendar days from the date the City receives the request.

c. To facilitate the inspection, the City shall (1) maintain a copy of each employee's personnel records for a period of not less than three years after termination of employment, (2) make a current employee's personnel records available for inspection, and if requested by the employee or representative, provide a copy at the place where the employee reports to work, or at another location agreeable to the employer and the requester. If the employee is required to inspect or receive a copy at a location other than the place where he or she reports to work, no loss of compensation to the employee is permitted, (3) make a former employee's personnel records available for inspection, and if requested by the employee or representative, provide a copy at the location where the employer stores the records, unless the parties mutually agree in writing to a different location. The City is not required to make those personnel records or a copy available at a time when the employee is actually required to render service to the employer, if the requester is the employee.

d. The City shall take reasonable steps to verify the identity of a current or former employee or an authorized representative. Prior to making records available for inspection or providing a copy of those records, the City may redact the name of any nonsupervisory employee.

e. The right to inspect personnel files and records does not apply to records relating to the investigation of a possible criminal offense, letters of reference, or ratings, reports, or records that (a) were obtained prior to the employee’s employment, (b) were prepared by identifiable examination committee members, or (c) were obtained in connection with a promotional exam.

f. The City shall permit current and former employees to inspect or copy payroll records pertaining to that current or former employee.

g. Upon receipt of a written or oral request from a current or former employee to inspect or copy his or her payroll records, the City shall comply with the request as soon as practicable, but no later than 21 calendar days from the date of the request.

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SECTION 1.26 GUIDANCE ON EMPLOYEE USE OF SOCIAL MEDIA

While employees may voluntarily choose to engage with the City on its social media pages, the City does not encourage or require any employee to follow or “like” City social media sites.

The City does not condone the personal use by City employees of social media sites during the workday by any means, including by using City-owned equipment. City employees have no right or expectation of privacy when using City issued devices or systems. The City reserves the right to monitor, search, or disclose employee use of City resources.

Employees are reminded and cautioned that nothing posted on the internet is private. Content can easily be shared, forwarded, and distributed to broader audiences without your knowledge or permission.

Information posted on any social media site may be used as evidence in disciplinary, administrative, or legal proceedings.

The personal use of social media by a City employee in a manner that violates any City policy, rule, or procedure will not be tolerated, and may be grounds for disciplinary action, up to and including termination. Employees are expected to comply with the same ethical and performance standards on-line as in the workplace.

Employees may not use their official City email addresses to create or maintain any personal social media page(s).

An employee’s use of social media in a manner that violates the City’s policies and procedures, including, but not limited to, the City’s workplace harassment, discrimination, and retaliation policies, will not be tolerated, and may be grounds for disciplinary action, up to and including termination.

Employees may not post any content on the internet or social media that constitutes or contains City confidential, proprietary, privileged, private, personnel, or other non-public information.

Unless otherwise directed by the City Manager, City employees are prohibited from using the City logo, representing the City, or representing that they speak on behalf of the City. Employees must also make clear in any on-line activity that the views and opinions they express about work-related matters are their own, have not been reviewed by the City, and do not necessarily represent the views and opinions of the City.

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CHAPTER 2 - CLASSIFICATION AND COMPENSATION

SECTION 2.1 EMPLOYEE CLASSIFICATIONS/AUTHORIZED POSITIONS

Authorized full-time and part-time positions, with classification titles and pay ranges specified, shall be established from time to time upon adoption of a resolution by the City Council. The job descriptions for such positions shall be approved by the City Manager or his or her designee and revised as deemed necessary or desirable. Unless otherwise stated, the following definitions shall apply for purposes of Authorized Positions under these Personnel Rules and Regulations:

a. Regular Full-time Employee: A full-time non-management employee who is appointed to a position for a six-month or longer term, who has successfully completed his or her probationary period in their position in the competitive service and is occupying a classified position established on a continuing basis, and is employed to work 2080 hours per year on a regular schedule, and is eligible for the City’s retirement program and full benefits. Such positions are designated as “general” on the City’s adopted Salary Schedule.

b. Regular Part-time Employee: A part-time non-management employee who is appointed to a position for a six-month or longer term, who has successfully completed his or her probationary period in their position in the competitive service and is occupying a classified position established on a continuing basis, and is employed to work a minimum of 30 hours per week, and less than 2080 hours per year, and is eligible for the City’s retirement program and half the benefits of a regular full-time employee. Such positions are designated as “general” on the City’s adopted Salary Schedule.

c. Temporary Part-time Employee: A part-time non-management employee who is employed to work 29 hours per week or less. Such positions are designated as “part-time” on the City’s adopted Salary Schedule. Employees hired in this category are excluded from receiving benefits, except as otherwise expressly provided for herein, and serve at the will of the City Manager. Those temporary part-time employees who are assigned such hours that result in an accumulation of 1,000 hours within the fiscal year, shall become eligible for participation in the City’s retirement program. All employees in this category are eligible to receive sick leave in accordance with the Health Families Healthy Workplace Act of 2014 and Section 4.3 below. Paid Interns shall be included in this category, as well as temporary or seasonal employees.

d. Probationary Employee: Every new employee in a regular full- or part-time position shall serve a probationary period of twelve (12) months, exclusive of time off for leaves of absence as hereinafter permitted. The probationary employee will be evaluated periodically during the probationary period and is subject to dismissal, with or without cause, at the discretion of the City Manager. The termination can be exercised at any time during the probationary period. Effective on the first day following completion of the probationary period, if the employee’s performance has been satisfactory and the City Manager approves his/her retention, the employee shall be considered thereafter a full- or part-time

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regular employee of the city. Probationary employees are also deemed “Disaster Service Workers” per Section 2.1.i. below.

e. Exempt Employee: An employee who is exempt from the overtime provisions under applicable state law or the Fair Labor Standards Act (FLSA).

f. Non-Exempt Employee: An employee who is covered by the overtime provisions of applicable state law or the Fair Labor Standards Act (FLSA).

g. “At-Will” Employee: A full-time management employee who is not included in the competitive service. Such positions are designated as “management” on the City’s adopted Salary Schedule. An “at-will” employee may be dismissed by the City Manager at any time for any reason and without prior notice or right of appeal. While many sections of this Manual will apply to “at-will” employees, others shall not, and inclusion of those sections does not change the status of “at-will” employees. Employment “at-will” means that either the employee or the City can terminate the employee relationship at any time with or without cause at either party’s option with or without advanced notice. Nothing in this Manual or in any document or statement shall limit the right to terminate employment “at-will”.

h. Volunteer/Unpaid Interns: An individual who accepts an unpaid position with the City to perform specific tasks. A volunteer or unpaid intern is not an employee, and can be released at any time and for any reason without the right of appeal.

i. Disaster Service Workers: The protection of the health and safety, and preservation of lives and property of the citizens of the City of Eastvale from the effects of natural, manmade, or war-caused emergencies which result in conditions of disaster or in extreme peril to life, property and resources is of paramount City importance requiring the responsible efforts of public and private agencies and individual citizens. In furtherance of the exercise of the power of the City in protection of its citizens and resources, ALL City employees are hereby declared to be Disaster Service Workers subject to such disaster service activities as may be assigned to them by their superiors or by law.

SECTION 2.2 NON-CITY FUNDED EMPLOYEES

Employees who are hired pursuant to Federal/State/County/Regional agency funding assisted programs are at-will employees and subject to termination when program funding terminates.

SECTION 2.3 WORKWEEK AND SCHEDULES


a. The City’s standard workweek for all employees begins at 12:00 a.m. each Monday and ends at the following Sunday at 11:59 p.m. The City may establish additional standard workweek schedules to accommodate other unique circumstances.

b. City Hall’s normal operating hours are 7:30 a.m. to 5:30 p.m., Monday through Thursday. City Hall is closed every Friday.

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c. Depending on City requirements, some employees may be required to work different schedules, which may include working outside of City Hall’s normal operating hours. Each employee’s schedule hours of work will be determined based on staffing requirements to meet the needs of the City and our business objectives. Therefore, the City reserves the right to schedule employees to work an earlier or later schedule.

d. Variations in work schedules may be approved by the City Manager, however, must be requested and approved in writing prior to the employee making any changes to their schedule. Such requests will be evaluated as to their impact on the needs of the City, and to ensure appropriate and adequate staff coverage, in considering the request for a modified schedule.

e. The City reserves the right to change an employee’s work schedule to meet the needs of the City. However, unless urgent City needs make it impossible to do so, the City will provide employees with at least two (2) weeks’ notice of any schedule change.

Full-time Exempt (Salaried) Employees Work Schedule 2.3.2

Exempt (salaried) employees are generally expected to maintain the same work schedule and office hours as non-exempt employees unless pre-authorized by the City Manager. The City will consider the need for exempt employees to have some flexibility in the work schedule, to the extent that exempt employees demonstrate that they are meeting the requirements of their position (including any supervisory obligations), and that a minimum of forty (40) hours per week is achieved, which shall include use of approved leaves from time banks (e.g. sick leave, vacation leave, etc.). Variances in the employee’s regular schedule must be discussed and approved in advance by the City Manager. In all cases, the business needs of the City and its residents must be considered and maintained as a top priority. Any perceived abuse of the City’s flexibility, and/or failure of the exempt employee to fully perform their job duties or to fulfill the required forty (40) hours will result in the loss of privilege for flexibility. Exempt employees shall not receive less than forty (40) hours per week compensation as salaried employees, except as permitted by law. Such instances should be discussed with the City Manager for appropriate review and handling.

Exempt employees shall work extra hours as needed to perform their duties, to attend special events, and/or to attend meetings after hours as required by the City Manager. Exempt employees receive management leave in recognition of the extra hours they are expected to work.

Regular Full-time Non-Exempt (Hourly) Employees Work Schedule 2.3.3

All full-time non-exempt (hourly) employees shall work either an assigned shift of 7:30 a.m. – 6:00 p.m. with an unpaid thirty-minute meal period, or 7:00 a.m. – 6:00 p.m. with an unpaid one (1) hour meal period. Other variations may be approved by the City Manager on a case-by-case basis.

Part-time Non-Exempt (Hourly) Employees Work Schedule 2.3.4

All part-time non-exempt (hourly) employees shall work designated hours as established by

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their supervisors and department heads, and shall be eligible for rest and meal breaks consistent with the rules for full-time non-exempt employees.

Make-up Time for Non-Exempt (Hourly) Employees 2.3.5

a. Make-up time is available for all regular full-time, regular part-time, and temporary part-time employees who are paid on an hourly basis (non-exempt).

b. The City of Eastvale does not require employees to work make up time. Make-up time allows a non-exempt employee to voluntarily request time off for a personal obligation and to make up the time on another day in the same workweek without receiving overtime pay.

c. Notwithstanding the foregoing, non-exempt employees will be paid overtime when more than forty (40) hours are worked in a workweek. Use of sick leave, vacation leave, holidays and, management leave, or other personal leaveleaves shall not be counted towards the calculation of overtime.

d. Requests must be submitted in writing using the City’s prescribed form, and be approved in advance by the employee’s supervisor and Department Head prior to performing any make- up time. Please note that the City cannot guarantee make-up time will be approved or provided.

e. Advance notice is required in order that the City may plan for work coverage. Employees are required to provide the City with seventy-two (72) hours’ notice, except in the case of emergencies. Same-day requests are discouraged, and will be considered on a case-by-case basis and in emergency situations.

f. Any perceived abuse of the City’s flexibility (e.g. failure to provide advance notice on a recurring basis) will result in the loss of privilege for flexibility.

Special Events, City Council Meetings, and Commission Meetings 2.3.6

All employees may be required to work special events i.e. Picnic at the Park, State of the City, Fall Festival, National Night Out, and other similar events, and may be required to attend City Council, Commission and/or other meetings.

Non-exempt (overtime eligible) employees who are assigned to work such events and to attend meetings after hours shall either receive overtime compensation or compensatory time off at the applicable rate of either straight time or time and one half (1.5) when hours worked in the workweek exceed forty (40) hours. Such employees may also request approval to flex their schedule by taking a day off during the same week in which they will be required to work the special event. Requests to use compensatory time off or flex time must be made a minimum of seven (7) days in advance prior to the event and will be evaluated to ensure appropriate and adequate staff coverage.

Work Performed “Off the Clock” 2.3.7

Work performed “off the clock” by any non-exempt (hourly) employee is considered compensable time and may be subject to overtime compensation or regular compensation.

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Time worked outside of regularly scheduled work hours beyond forty (40) hours must be recorded and paid for non-exempt employees. However, any work outside of regular hours must be pre-authorized. Non- exempt employees who work any additional hours without pre-authorization may be subject to disciplinary action.

SECTION 2.4 PAYROLL PROCESSING

General Information 2.4.1

The City processes payroll on a bi-weekly basis with twenty-six (26) pay periods in each calendar year. Payday will be the Thursday following the close of the pay period and is paid on Thursday by direct deposit.

New Hires and Employee Changes 2.4.2

Talent Attraction and Development provides all applicable new hire personnel forms to each new employee, and prepares the Personnel Action Form (PAF) for all newly hired employees. Personnel Action Forms are also required for any employee changes including, but not limited to, position change, salary increase, benefit change, etc. The Personnel Action Form identifies programs and account numbers the employee’s time will be charged to and must be approved by the City Manager, Finance Director and Department Head. Talent Attraction and Development enters new employee data into the payroll system. The Finance Director, or designee, reviews the entries for completeness and accuracy.

Time Sheets – Non-Exempt Employees 2.4.3

All non-exempt (hourly) employees including Regular full-time, Regular Part-time, Probationary and Temporary Part-time employees are required to keep accurate and complete records of the time worked on the time sheet form provided by the City. The use of time sheets assures proper cost accounting and compliance with wage and hour laws. Time sheets must be completed in a neat and orderly manner, so that all entries are easily read. The time sheets accurately must state for each day worked, the time the employee began work, the time when the employee left for lunch, the time the employee returned from lunch, and the time when the employee finished work for the day. Employees will also acknowledge on the time sheet that they have been afforded the opportunity to take appropriate uninterrupted rest and meal breaks. Back-up documentation must be submitted showing authorization for overtime, compensatory time, and make-up time worked.

Time Sheets - Exempt Employees 2.4.4

All exempt (salaried) employees must complete time sheets in order to record regular time worked and exception hours (e.g. sick leave, vacation, etc.).

Deductions 2.4.5

Any benefit or insurance deductions associated with payroll will be withheld from the first and second paycheck of each month. Cafeteria cash outs will be withheld from the first and second paycheck of each month. With bi-weekly pay periods, there are two (2) months during the year that a third pay check will be received. There will not be any benefit/insurance deductions taken on the third paycheck of a month.

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Issuance of Paychecks 2.4.6

After all entries have been verified and applicable corrections made, payroll checks are processed. The paychecks are scanned and kept in a secure location until payday. The FinanceThe Talent Attraction and Development Department distributes pay stubs to all employees on Thursday prior to pay day.

Final Payment upon Separation of Employment 2.4.7

Talent Attraction and Development prepares and processes the final paycheck including payoff for unused vacation and any other vested leave (management leave, floating holidays) after receipt of the approved Personnel Action Form and approved time sheet. The City Manager reviews the calculations and proof list before the paycheck is prepared. The final check is issued to the separating employee upon receipt of all City issued property including keys, computers, uniforms, and identification card in the normal manner at the end of the pay period, via direct deposit.

SECTION 2.5 REST AND MEAL PERIODS – NON-EXEMPT (HOURLY) EMPLOYEES

a. Employees whose total daily work time is at least 3.5 hours must take a mandatory paid rest period of fifteen (15) minutes. A fifteen (15) minute rest period is mandatory for every four (4) hours worked, or “major fraction thereof.” Rest breaks must be taken during the work periods prior to the meal period and after the meal period. As much as practicable, the rest break should be taken in the middle of the work period.

b. Employees who work more than five (5) hours must take an unpaid, off-duty meal period of at least thirty (30) minutes.

c. When a work period of not more than six (6) hours will complete the day’s work, the meal period may be waived by mutual consent of the City and the employee. Such requests must be communicated in writing (e.g. email), and a copy of the request and approval shall be attached to the time sheet. Employees and supervisors using this option must ensure that the employee ends their shift immediately after completing the sixth hour of work.

d. Employees who work more than ten (10) hours are entitled to a second unpaid meal break.

e. During meal breaks, employees shall be relieved of all duties. The City does not discourage or interfere with the right to take rest and meal breaks. Employees should contact the City Manager if not provided reasonable opportunity to take these breaks within one (1) hour of occurrence, so that appropriate action may be taken.

In the event that an employee cannot be completely relieved of all duties during a meal break, the employee will be paid during the meal break, and such time shall constitute hours worked.

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f. Employees should refrain from taking rest and meal breaks at their desks to ensure that a bona fide, uninterrupted rest and meal break has been taken.

g. Where adequate on-site facilities exist, employees should use the areas and facilities provided for rest breaks. Field employees should take rest breaks at the job site, or at restaurants and food establishments in close proximity to the work site, only if they can return to the job site within the designated time limit. If in transit between jobs, the break may be taken at a nearby park or at the next job site. Any travel time is included in the total amount of the meal or rest break.

h. Rest breaks are treated as hours worked, and are paid as time worked.

i. Rest and meal breaks may not be saved or used at another time or to make up a late arrival, or to shorten the workday. Rest breaks shall not be combined with meal periods to provide an extended meal period.

j. Rest and meal breaks may not be taken within one (1) hour of starting time, or quitting time unless special circumstances make this desirable, and in which case prior approval shall be obtained from the employee’s immediate supervisor.

k. Non-exempt employees must accurately record each meal period on the time card. Each meal break must be at least 30 minutes long.

l. Supervisors are responsible for ensuring that employees are provided the opportunity for rest and meal breaks in accordance with these rules. Supervisors are also responsible for scheduling meal and rest breaks to provide for appropriate coverage of work.

SECTION 2.6 OVERTIME COMPENSATION/COMPENSATORY TIME

Non-exempt (hourly) employees who actually work more than forty (40) hours in a workweek shall be compensated at the rate of one and one-half (1.5) times the employee’s regular rate of pay, either as paid time at one and one-half (1.5) times the regular rate of pay or as compensatory time accrued at the rate of one and one-half (1.5) times the regular rate of pay for all hours worked in excess of forty (40) in any workweek. Work classified as standby, call back for emergency and disaster response will also be paid at one and one-half (1.5) times the straight time rate.

For the purposes of this policy, holidays, sick leave usage, vacation leave usage, and other pre-scheduled time off shall not be considered actual work time, towards the calculation of overtime.

The total amount of compensatory time an employee may accrue is 60 hours. When this maximum is reached, the employee will either take time off work or receive payment for all or a portion of the time at the discretion of the City Manager. The City Manager reserves the right to allow and authorize overages in special circumstances.

Non-exempt (hourly) employees may request compensatory time off using their accrued (banked) hours. Such requests shall be approved unless it would cause an “undue disruption” to work. Employees shall request time off following normal time off procedures. Same-day requests due to unforeseen or emergency circumstances, will be considered. However, same-

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day requests due to non-emergencies are discouraged and will be evaluated on a case-by-case basis.

SECTION 2.7 BI-LINGUAL PAY

Full-time employees who are certified as bi-lingual by the City in accordance with these provisions and who are routinely and consistently assigned to provide bi-lingual services in positions requiring communication skills in languages other than English are eligible for bilingual pay. Bi-lingual pay may be suspended for employees who are on a leave of absence from the City. The City may pro-rate the employee’s bi-lingual pay based on the length of the leave of absence.

Eligible full-time employees may receive an additional $100.00 per month for bi-lingual services, and eligible part-time employees may receive an additional $50.00 per month. The City Manager will be the final authority to determine the number of employees to receive bi-lingual pay, to assign and approve bi-lingual pay, and to remove bi-lingual pay from employees based on business necessity. Each Department Head will be able to provide recommendations to the City Manager, the languages needed and the total number of staff to provide services to the public. Employees being considered for bi-lingual services shall be required to pass a bi-lingual proficiency test for both speaking and writing skills. Talent Attraction and Development will arrange for the testing, as required. Employees who pass the tests, and are considered certified, shall receive their bi-lingual pay effective the pay period following certification.

To the extent permitted by law, the value of the compensation for bi-lingual pay is considered special compensation and shall be reported as such to CalPERS pursuant to Title 2 CCR, Section 571(a)(4) (for Classic Members) or Title 2 CCR Section 571.1(b)(3) (for New Members) – Special Assignment Pay. Bi-lingual pay shall be reported to CalPERS periodically when earned, on a per pay period basis. However, the City makes no representations or guarantees whatsoever with respect to whether CalPERS shall include said bi-lingual pay as compensation for purposes of benefit determination and CalPERS shall make the sole determination as to inclusion.

SECTION 2.8 TEMPORARY ASSIGNMENTS

Employees may be temporarily assigned higher or lower duties without a change in pay and such action shall not be deemed as a transfer, demotion, promotion, or reclassification. In all cases where periodic or regular variations in assignments occur because of seasonal or operational needs, the nature of the duties, the work schedule or a position from which the incumbent is on extended leave of absence, such variations shall be considered as incidental to the position.

“Temporary Upgrade Pay” – Acting Assignment to Higher Position 2.8.1

Employees assigned to perform the full duties in a higher level regular position authorized by the City Council shall be entitled to a salary rate increase to the higher level salary range for the classification to which assigned, and for the time actually worked in the temporary assignment (“Temporary Upgrade Pay”). The duration of such assignment shall be at the City Manager’s discretion and may be removed based on the needs of the organization, but must be of a limited duration.

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To the extent permitted by law, the value of the compensation for Temporary Upgrade Pay is special compensation and shall be reported as such to CalPERS pursuant to Title 2 CCR, Section 571(a)(3) – Premium Pay (for Classic Members). However, to constitute special compensation, an eligible employee must spend 100% of their time in performance of the full duties of the upgraded or higher level position. The City makes no representations or guarantees whatsoever with respect to whether CalPERS shall include said Temporary Upgrade Pay as compensation for purposes of benefit determination and CalPERS shall make the sole determination as to inclusion.

Moreover, if an employee is assigned to perform the full duties in a position that is vacant during recruitment for a permanent appointment and not a position that is temporarily available due to another employee’s leave of absence, the duration of such assignment shall be limited to 960 hours per fiscal year.

Additional Assignment Pay 2.8.2

Employees performing in a capacity beyond the normal scope of their duties because of a vacancy and/or a leave of absence greater than three (3) months, and with increased and direct responsibility and personal liability for City operations, shall be eligible for Special Assignment Pay. Special Assignment Pay shall be a flat rate not to exceed five percent (5%) of base salary. Special Assignment Pay will only be authorized upon Department Head recommendation and City Manager approval.

Lead Pay 2.8.3

Employees designated to perform in a lead capacity beyond the normal scope of their duties with increased responsibility shall be eligible for Lead Pay. Lead pay shall be a flat rate not to exceed five (5%) of base salary. Lead Pay will only be authorized upon Department Head recommendation and City Manager approval. The duration of such assignment shall be at the City Manager’s discretion and may be removed based on the needs of the organization.

SECTION 2.9 CALL BACK PAY

Call back duty occurs when a non-exempt employee is ordered to return to duty on a non-regularly scheduled work shift. Call back does not occur when an employee is held over from his/her prior shift or is working prior to his/her regularly scheduled shift. An employee called back to duty shall be credited with a minimum of two (2) hours work commencing at the time of the call or contact. Any call back lasting two (2) hours or less shall result in a credit for two (2) hours worked. A subsequent call received during a call back shall not result in an additional two (2) hours minimum call back pay, but shall be paid as actual time worked.

SECTION 2.10 ON CALL (STANDBY) PAY

Non-exempt (hourly) employees may be assigned to twenty-four (24) hour on call duty on a weekend, holiday or non-scheduled work day, or on call duty between regularly scheduled work shifts, requiring the employee to respond to emergency calls. Response to emergency calls shall occur within forty-five (45) minutes from the time the employee receives the communication. Response calls may require the employee to report back to work.

The rate of compensation for serving On Call shall be two dollars and fifty cents ($2.50) per

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hour. Said compensation is exclusive of any other compensation that may be provided for time worked. On-call hours shall not count as hours worked.

The employee and the employee’s supervisor must execute a written agreement agreeing to the employee working on call.

SECTION 2.11 CAR ALLOWANCE

A car allowance may be provided to the City Manager if provided for within his or her Employment Agreement approved by the City Council. The City Manager may approve a car allowance, not to exceed $300 per month, for select at-will employees as determined appropriate by the City Manager. There is no right to a car allowance and the City Manager may reduce or eliminate a previously approved car allowance at any time. At-will employees who receive a car allowance shall do so in lieu of receiving a mileage reimbursement from the City for use of their personal vehicle for City-related travel.

SECTION 2.12 PHONE ALLOWANCE

The City Manager shall designate those positions requiring either the issuance of a cell phone for the conduct of City business, or the provision of a cell phone allowance in the amount of $40 per month, when designated employees use their own phone. The City Manager may receive a cell phone and/or internet allowance if provided for within his or her Employment Agreement approved by the City Council.

SECTION 2.13 SALARY AND WAGE SCHEDULES

The salary and wage schedule for authorized full-time and part-time positions shall be established from time to time upon adoption of a resolution by the City Council.

The City of Eastvale will comply with all applicable state and federal laws regarding equal pay. Compensation to employees shall be based upon job classification and defined factors including education, training, experience, consequence of action, essential functions/duties and responsibilities, judgment/decision-making, and supervision received and exercised. In all cases, wages shall be based on bona fide factor other than sex, race, or ethnicity.

Consideration for initial salary placement shall be based upon the candidate’s education, training and experience. Consideration for future merit increases shall be based upon defined and measured quantity and quality of productivity.

SECTION 2.14 ADVANCEMENT WITHIN THE SCHEDULE

Merit Increases 2.14.1

The City Manager shall effect such merit-based advances as the City Manager may deem advisable based upon the employee's ability, proficiency, and performance within the authorized salary range.

Employees who receive a rating of less than satisfactory (i.e. needs improvement) shall not be eligible for a salary increase for the rating period. When sustained improvement has been observed, the Department Head may prepare and submit an interim performance evaluation

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and recommend a salary increase to the City Manager.

Special Merit Increases 2.14.2

The City Manager, upon recommendation from a Department Head, may approve a Special Merit Increase for an eligible employee. Department Heads shall discuss such instances with the City Manager and prepare a memorandum to document superior, outstanding and meritorious performance warranting such special monetary recognition. Such increases shall not exceed 5% and are subject to the approval of the City Manager. Special Merit Increases shall typically occur outside the employee’s normal rating period. An employee receiving a Special Merit Increase shall remain eligible for their normal merit increase at the prescribed evaluation period. Special Merit Increases shall be rare exceptions, not the rule, and may not exceed the maximum of the established salary range.

SECTION 2.15 CHANGES IN EMPLOYMENT STATUS

Transfer 2.15.1

The City Manager, may, at any time, transfer an employee from one position to another position in the same or comparable class. A comparable class is one with essentially the same maximum salary limits, involves the performance of similar duties, and requires substantially the same basic qualifications. Transfer shall not be used to effectuate a promotion, demotion, advancement, or reduction, each of which may be accomplished only as provided in these Rules. No person shall be transferred to a positon for which he/she does not possess the minimum qualifications.

Promotion 2.15.2

A promotion is the appointment of an employee from one classification to a classification having a higher base salary range. A promoted employee shall receive the entrance rate of the new range or a five percent (5%) increase in salary, whichever is greater, provided that no employee is thereby advanced above the final step of the higher base salary range. The promotion effective date shall be the first day of the pay period following the approval of the appointment.

Reclassification 2.15.3

An employee whose position has been reclassified from one class to another class, which has a higher base salary range, shall be placed at the entrance point of the new range or at a step within the range that is not less than 5% and not more than 10% increase in salary. Ensuing merit increases will be due one (1) year from the date of the adopted reclassification. Reclassified employees are not required to serve a probationary period.

Demotion 2.15.4

A demotion is the appointment of an employee from one classification to a classification having a lower maximum rate of pay.

a. An employee demoted for disciplinary reasons shall be placed on the same step within the base salary range of the class to which demoted.

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b. A promotional probationary employee who is returned to former classification during the probationary period shall be placed on the same step within the base salary range or the former classification that the employee was on at time of promotion. No credit shall be granted for time spent at the promoted level for next step advance due date.

c. An employee demoted for non-disciplinary reasons shall be retained at the same salary rate, provided that the salary rate does not exceed the maximum of the salary range of the demoted class. With the approval of the City Manager, the employee may be “Y-rated (” (rate of pay is frozen at the current rate of pay).rate of pay immediately prior to the demotion). The rate of pay of an employee that is Y-rated will not change until the employee’s classification salary scale and step equals or exceeds their Y-rated level.

d. An employee who voluntarily demotes from one classification to a classification with a lower maximum salary range shall be placed within the new salary range.

Suspension 2.15.5

The City Manager may suspend, and approve the recommendation of a Department Head, to suspend an employee at any time for just cause, in accordance with the Skelly Process when required.

Reinstatement 2.15.6

With the approval of the City Manager, a regular employee who has resigned with a good record may be reinstated within one (1) year to his/her former position, if vacant, or to a vacant position in the same, comparable, or lesser class provided he/she possesses the minimum qualifications for the position.

Reinstated employees do not retain any benefits or rights previously earned by virtue of his/her former employment unless approved by the City Manager. The employee will be appointed as a new employee and serve a new probationary period.

SECTION 2.16 TRAVEL EXPENSES

The City’s administrative policies on Travel and Reimbursement, as they may be amended from time to time, shall serve to provide policy related to this topic.

SECTION 2.17 SEVERENCE PAY

It is the policy of the City of Eastvale that severance pay shall not be granted to terminated employees unless defined in an Employment Agreement or under certain limited circumstances. The City retains the right to amend or terminate its severance pay plan at its sole discretion.

SECTION 2.18 TUITION REIMBURSEMENT

The City will provide regular full-time, and at-will employees with tuition reimbursement for courses which relate to their job assignment or the completion of a degree in a field related to City operations, subject to funding availability. An employee may be reimbursed for up to $2,500

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a fiscal year, not to exceed a cumulative total of $10,000.

To be eligible, an employee must satisfactorily complete 12 months of employment prior to qualifying for course approval and subsequent reimbursement. If eligible, an employee must do the following to obtain reimbursement: 1) receive course approval prior to registration from Talent Attraction and Development; 2) provide Talent Attraction and Development with evidence of satisfactory ("C" grade or better) completion of the approved course; 3) submit receipts for tuition, enrollment fees, and/or books within 60 days of course completion; and 4) sign a form agreeing to repay the City the reimbursed amount if the employee voluntarily separates from the City or is terminated for cause within 24 months of the date of the reimbursement.

If there is insufficient funding to pay for all pending or anticipated future reimbursement requests, the City Manager may devise a fair and equitable manner for allocating the funds available amongst the eligible employees.

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CHAPTER 3 - EMPLOYEE BENEFITS

SECTION 3.1 HOLIDAYS

All regular full-time employees, and full-time employees who are in their probationary period, shall have the following holidays as time off with pay:

1. January 1st, known as “New Year’s Day” 2. The third Monday in January, known as “Martin Luther King Jr. Day” 3. The third Monday in February, known as “Presidents’ Day” 4. The fourth Monday in May, known as “Memorial Day” 5. July 4th, known as “Independence Day” 6. The first Monday in September, known as “Labor Day” 7. November 11th, known as “Veteran’s Day” 8. The fourth Thursday in November, known as “Thanksgiving Day” 9. The day after Thanksgiving Day 10. December 24th, known as “Christmas Eve Day” 11. December 25th, known as “Christmas Day” 12. One (1) floating holiday.

The City Council may approve additional paid holiday(s) for employees in any given fiscal year from time to time by resolution.

In the event a holiday falls upon a Friday or Saturday, the prior work day will be taken in lieu of the holiday; in the event a holiday falls upon a Sunday, the following workday will be taken in lieu of the holiday.

All regular part-time employees and regular part-time employees who are in their probation period shall receive the defined holidays as time off with pay at one-half (1/2) (e.g. 5 hours paid holiday).

Floating holidays will be provided at the beginning of the calendar year. Floating holidays not used during the calendar year in which they are provided will be converted to vacation time and treated in the same manner as provided in Section 4.2 of these Rules, including counting toward an employee’s maximum vacation accrual and the vacation buy-back provisions.

SECTION 3.2 WINTER HOLIDAY CLOSURE

City Hall closes to the public during the winter holiday periods beginning December 24 through January 1 of each year (actual dates may vary depending on the day of the week the holiday falls). Certain City operations may continue during this Winter Holiday Closure while others will not, as determined appropriate by the City Manager.

In conjunction with the City paid holidays including December 24th, December 25th, and January 1st, employees not required to work during all or a portion of the Winter Holiday Closure will be required to use their accrued leave time (vacation, compensatory, management leave, or floating holiday time) to equal the remainder of their regular work schedule hours/days during the Winter Holiday Closure.

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If an employee’s leave time has been exhausted due to a catastrophic event, and leave without pay would result in an undue hardship, the City agrees to review such situations on an individual basis. Additionally, if an employee is a recent new hire and has no available leave hours to use during the closure, the city agrees to review this situation. The City may advance vacation hours to cover the needed time. The City Manager may also approve an employee’s ability to work during the Winter Holiday Closure.

If an employee is ordered to return to duty during the Winter Holiday Closure, the time called back during regular work hours will be deducted from the leave hours being used. Any call back hours may be eligible to be counted as overtime during the Winter Holiday Closure only.

SECTION 3.3 INSURANCE BENEFITS

All employees in regular full-time or part-time positions, shall be eligible for the City’s insurance benefits which may include medical, dental, vision, life and long-term disability insurance policies including Accidental Death and Dismemberment (AD&D), or, alternatively in a recognized cafeteria plan approved by the City Council. These benefits may be increased or decreased from time to time. The City reserves the right to change carriers and/or eliminate any type of coverage at its absolute discretion. No employee has any vested right to any type of insurance coverage or benefits.

Cafeteria Plan 3.3.1

As provided under the Affordable Care Act, enacted on March 23, 2010, the City is required to provide employees with notice of some basic information about the Marketplace and employment- based health coverage offered by the City. Information regarding the City’s insurance plans including such information as premiums, coverage, etc. shall be provided to employees at the time of hire and during annual open-enrollment periods, and/or upon notice from an employee concerning a qualifying event in which an employee’s dependent(s) may become eligible during the non-open enrollment period.

New employees who are hired between the first and the 14th day of the month shall be eligible for the full amount of the City’s cafeteria plan contribution for the first month of employment. Those new employees hired on or after the 15th of the month shall be eligible to receive one-half (1/2) of the City’s cafeteria plan contribution for the first month of employment.

The current City contribution towards the cafeteria plan for full-time employees is $1,600.00 per month. Eligible part-time employees receive $800.00 per month.

Employee’s hired on or after December 1, 2017 will fall under the new cafeteria cash out plan which limits that cash out threshold at a maximum of $800 per month for a full-time employee and $400 per month for a part-time employee.

Life Insurance 3.3.2

Life insurance coverage shall be provided by the City for eligible employees and elected officials as follows:

Level 1 – City Manager and Management – 2x annual salary to a maximum of $400,000. Level 2 – All Other Eligible Employees – 2x annual salary with a minimum of $100,000.

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Employees who are eligible for management leave under Section 4.15 shall be considered management employees for the purposes of life insurance benefits.

Life insurance premiums for eligible employees are paid for by the City.

Short Term Disability Insurance and Long Term Disability Insurance 3.3.3

The City does not participate in the State of California’s Disability Insurance (SDI) program which includes the paid family leave program. Employees remain eligible for “unpaid” family and medical leave as provided by State and Federal leave laws, and may use accrued sick, vacation, holiday and compensatory time to provide compensation during such leaves.

The City’s Short-Term Disability plan provides a maximum benefit period of 83 days, and the Long Term Disability program goes into effect after 90 days. Additional plan information, including elimination periods, and the monthly benefit amounts may be obtained from Talent Attraction and Development. Short-term and long-term disability insurance premiums for eligible employees are paid for by the City.

SECTION 3.4 RETIREMENT BENEFITS

All regular full-time employees and regular part-time employees shall be members of the California Public Employees' Retirement System (CalPERS). The City is a member of CalPERS. Eligible employees are required to participate in accordance with the rules of CalPERS. CalPERS Retirement benefits are available to all employees working at least 1,000 hours in a fiscal year. Employees pay the full amount of the employee’s contribution to CalPERS. Retirement health insurance benefits are provided to retirees in compliance with the Public Employees’ Medical and Hospital Care Act (PEMHCA) and City Council Resolution No. 2011-03. The City shall pay no more than the monthly minimum employer contribution prescribed by Government Code section 22892 and Resolution No. 2011-03 toward retiree health benefits.

All temporary part-time employees, as well as any other employees not eligible for membership in CalPERS, shall be enrolled in the Accumulation Program for Part-Time and Limited Service Employees (APPLE) in lieu of enrollment in the federal Social Security Retirement System. APPLE-enrolled employees will pay 3.75% of salary into the program and the City will match that amount. Accumulated funds in APPLE will earn interest on contributions, and the principal is fully guaranteed. More information about APPLE can be received from Talent Attraction and Development.

SECTION 3.5 TEMPORARY PART-TIME EMPLOYEES

Employees of the City designated as temporary part-time (less than 30 hours per week) are non-benefitted and shall be compensated on an hourly basis as specified by the position classification in which they are assigned. Temporary Part-time employees are not eligible for participation in any benefit program established by the City, except as required by State or Federal law or as otherwise expressly provide for in these Personnel Policies and Procedures.

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CHAPTER 4 - LEAVE OF ABSENCE

SECTION 4.1 GENERAL INFORMATION

Generally, but not always, leaves of absences are unpaid. Employees have certain rights to substitute accrued paid leave for unpaid leave. Employees are not to perform work while on leave without prior authorization from the City Manager. While on leave, employees are still employees, and there is no break-in-service for purposes of longevity or seniority.

To the extent required by law, upon completion of the leave, the employee will be returned to his or her position, or to an equivalent position, without the loss of pay or benefits. An employee’s failure to return to work as scheduled may result in separation from City employment.

As to exempt employees, the City will administer its leave policies so it preserves the employee’s status as an exempt employee.

Unless otherwise required by law, employees will not be covered by non-health benefit plans (i.e. California Public Employees’ Retirement System (CalPERS)). The employee may make the appropriate contribution for coverage under non-health benefit plans if the plans allows for such employee payment.

The City will continue to pay the City-sponsored premium portion of the employee health/medical benefits (which include dental and vision) for the first 12 weeks of a disability related leave of absence (PDL, FEHA, ADA, CFRA, FMLA, or Workers’ Compensation1). City-sponsored premiums for benefits for all other leaves of absences will continue only through the end of the month in which the leave begins subject to the terms, conditions and limitations of the applicable plans for which the employee is otherwise eligible, and except where otherwise mandated by state or federal law. When the employee returns from leave, the City will again provide benefits according to the applicable plans.

Instances may exist where two (2) or more leave of absence policies provide overlapping protection for eligible employees. It is the intention of the City’s policies to limit employees to the time available under the single most favorable leave of absence policy and to prevent employees from exceeding the limitations of that policy. This means that, when the applicable law permits, all leaves of absences run concurrently.

Employees should be aware that no two (2) leave of absence situations are exactly the same and should not expect that what occurred for other employees to apply to their personal situation.

For more detailed information regarding the types of leave, eligibility for leave, payment for leave, and the length of leave normally authorized, see the individual descriptions of each type of leave that follows.

1 “PDL” refers to the Pregnancy Disability Leave Law. “FEHA” refers to the Fair Employment and Housing Act.

“ADA” refers to the Americans with Disabilities Act. “CFRA” refers to the California Family Rights Act. “FMLA” refers to the Family Medical Leave Act.

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SECTION 4.2 VACATION

All regular full-time employees and full-time employees who are in their probation period will accrue vacation time as defined below. All regular part-time employees will accrue vacation hours at one- half (1/2) the rates below. Temporary part—time employees do not accrue vacation. Employees shall be eligible for, and accrue vacation with pay according to the following conditions:

Amount of Vacation 4.2.1

a. Five (5Fifty-nine (59) or less yearsmonths of continuous service: Each employee working in continuous service of five (5) offifty-nine (59) or less yearsmonths shall earn 80 hours of paid vacation per year. Vacation shall be earned on a prorated basis for time worked.

b. Six (6Sixty (60) to ten (10) yearsone hundred twenty (120) months of continuous service: Upon completion of the fifth year ofEach employee working in continuous service, each employee shall receive an immediate credit of forty (40) hours of paid vacation and then for sixty (60) to one hundred nineteen (119) months shall earn 120 hours of paid vacation per year. Vacation shall be earned on a prorated basis for time worked. Additionally, an employee shall receive a one-time credit of forty (40) hours of paid vacation on their next regular paycheck after the start of their sixtieth month of continuous service.

c. Eleven (11One hundred twenty (120) or more yearsmonths of continuous service: Upon completion of the tenth year ofEach employee working in continuous service, each employee shall receive immediate credit of forty (40) hours of paid vacation, and then for one hundred twenty (120) months or more shall earn 160 hours of paid vacation per year. Vacation shall be earned on a prorated basis for time worked. Additionally, an employee shall receive a one-time credit of forty (40) hours of paid vacation on their next regular paycheck after the start of their one hundred twentieth (120) month of continuous service.

To attract and retain experienced at-will management employees and reflect their accruals for other comparable years of experience in a managerial at-will position, the City Manager may authorize an experienced at-will management employee to accrue paid vacation at a higher rate than what applies to other newly-hired employees at the time the at-will management employee is hired or at the time of their performance evaluation via a Personnel Action Form (PAF). However, the rate of accrual for newly-hired at-will management employees shall not exceed what is provided to employees with elevenone hundred twenty (120) or more yearsmonths of continuous service.

Use of Vacation 4.2.2

a. Employees shall be eligible to use vacation as it is accrued.

b. Employees shall request use of vacation a reasonable time in advance, preferably a minimum of seven (7) days, of the proposed use of the vacation. Same day requests are discouraged, and will be considered on a case-by-case basis, and in emergency situations.

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c. All requests for use of vacation must be approved by the employee’s supervisor and the relevant Department Head.

d. Upon termination, employees shall be compensated for accrued unused vacation at their then current pay rate.

e. The City of Eastvale will not allow for accrual of vacation time in excess of 300 hours. Any and all time accrued beyond that will be paid out at the regular rate of pay. The City Manager reserves the right to allow overages in special circumstances.

Vacation Buy-Back 4.2.3

a. Employees who have been employed with the City of Eastvale for a minimum of one (1) year may elect to buy-back accrued, but unused, vacation hours. An employee may request to buy-back a minimum of ten (10) hours, up to a maximum of forty (40) hours, not more than two (2) times in a calendar year. To purchase vacation hours, an employee must have a minimum remaining balance of forty (40) hours of vacation leave accrual after the purchase of said vacation hours. Further, an employee must have used a minimum of forty (40) hours of vacation or management leave within the calendar year. The employee will be compensated for such purchased vacation hours at the salary rate in effect for that employee at the time the hours are paid.

b. Vacation accruals for which the employee receives compensation will be deducted from the employee’s accumulated total.

c. Any employee who has been given a disciplinary action that results in a loss of pay shall be excluded from the use of this provision for sixty (60) calendar days from the date of the implementation of the disciplinary action.

d. An employee desiring to exercise this option must make a written request to the City Manager for approval. All vacation buy back requests will be processed in the payroll cycle following the date the request was approved whenever possible, or the following payroll cycle.

e. The City Manager reserves discretion to inactivate this provision based on the City’s financial ability to pay.

SECTION 4.3 SICK LEAVE

Sick Leave Accruals 4.3.1

a. All regular full-time employees and full-time employees who are in their probation period will accrue sick time. Sick leave with pay shall accrue at the rate of 90 hours for each 12 months of the employee's active service, and any such leave accrued but unused in any year shall be accumulated for the employee to use in succeeding years up to a maximum accumulation of five (5) years or 450 hours. An employee who reaches the maximum accumulation shall cease accruing sick leave until his/her balance is under the maximum accumulation. Upon

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termination for any cause other than retirement, sick leave time is forfeited. If an employee retires from City service, sick time may be converted to years of service as regulated by the California Public Employees’ Retirement System (CalPERS). If sick time is not converted to years of service, it is forfeited.

b. All regular part-time employees will accrue sick hours at ½ the rate, or 45 hours for each 12 months of the employee’s active service, and any such leave accrued but unused in any year shall be accumulated for the employee to use in succeeding years up to a maximum accumulation of five (5) years or 225 hours. An employee who reaches the maximum accumulation shall cease accruing sick leave until his/her balance is under the maximum accumulation. Upon termination for any cause other than retirement, sick leave time is forfeited. If an employee retires from City service, sick time may be converted to years of service as regulated by the California Public Employees’ Retirement System (CalPERS). If sick time is not converted to years of service, it is forfeited.

c. All temporary part-time employees who work 30 or more days within a year shall receive 24 hours of sick leave in their sick leave bank immediately upon commencement of employment. Employees who qualify for sick leave under this section are entitled to use accrued sick days beginning on the 90th day of employment. Unused sick leave at the end of the calendar year may not be carried forward and sick leave may not be cashed out. Thereafter, at the beginning of each subsequent calendar year, the employee shall begin the year with 24 hours of leave time in their sick leave bank.

Sick Leave Usage 4.3.2

Sick leave shall be used for the following purposes. An employee eligible for sick leave with pay shall be granted such leave for the following reasons:

a. Illness or physical incapacity of employee or a member of the employee’s immediate family. "Immediate family" is limited to any relative of blood or marriage who is a member of the employee's household, under the same roof; and any parent, grandparent, spouse, registered domestic partner, child, brother, sister, father-in-law, brother-in-law, mother-in-law, or sister-in-law of the employee's, regardless of residence. Sick leave used for the purposes of providing care to a member of the employee’s immediate family is limited to one-half (1/2) of the employee’s annual sick leave allotment.

b. Medical appointments.

c. Enforced quarantine of the employee in accordance with community health regulations.

Sick leave may be used upon an employee's oral or written request. If the need for paid sick leave is foreseeable, an employee must provide “reasonable” advance notice. If not, the employee must provide notice to their supervisor “as soon as practicable” and/or within one-half (1/2) hour of the beginning of their work shift of each sick day, or prior to leaving the worksite when becoming ill during the work shift. Failure to provide notice in accordance with this policy may be cause for disciplinary action.

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Eligibility of sick leave usage shall commence when accrued. Observed holidays occurring during sick leave shall not be counted as days of sick leave.

Vacation leave may not be used in lieu of paid sick leave unless employee’s sick leave accrual has been exhausted, and the employee receives approval from their supervisor.

The City Manager shall place employees on leave when, in the reasonable judgment of the supervisor and Department Head, the presence of the employee at work would endanger the health and welfare of other employees or where the illness or injury of the employee interferes with the performance of such employee’s essential duties. Unless the law provides otherwise, leave under these circumstances will be unpaid unless the employee elects to use available sick leave.

Annual Sick Leave Buy-Back 4.3.3

Employees may receive compensation for unused sick leave, per fiscal year as follows:

a. An employee may choose to accumulate up to 450 hours with the understanding that all hours earned over 450 at the end of the calendar year must be sold by the employee to the City.

b. Full-time employees must maintain a minimum forty-eight (48) hour base (after any request for the City to buy back sick leave); and will not have used more than forty-eight (48) hours of sick leave during the prior calendar year in order to be eligible for buy-back.

c. An employee desiring to exercise this option must make a written request to the City Manager for approval during the first two weeks of January each calendar year.

d. Compensation for unused accumulated sick leave will only be paid the second pay period in January of each year at the employee’s current rate of pay, based on a buy-back rate of 50% for each hour that the City buys back. (e.g., 40 hours of sick leave sold back to the City will be cashed out at 20 hours.)

e. Sick leave for which the employee receives compensation will be deducted from the employee’s accumulated total.

f. The City Manager reserves discretion to inactivate this provision based on the City’s financial ability to pay.

g. Terminating employees, including, but not limited to, resignation, retirement, layoff, “at-will” or probationary separation, are not eligible for buy-back at the time of separation.

SECTION 4.4 FAMILY CARE AND MEDICAL LEAVE; PREGNANCY DISABILITY LEAVE/TRANSFER; MILITARY FAMILY LEAVE; NEW PARENT LEAVE

The City provides employees with family care and medical leave, pregnancy disability leave/transfer, military family leave and new parent leave. Information about these leaves is set

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forth in a separate administrative policy.

SECTION 4.5 CIVIL AIR PATROL LEAVE

The City will provide employees with leave as required by the Civil Air Patrol Employment Protection Act. Employees who are also volunteer members of the Civil Air Patrol are annually entitled to up to 10 days of leave for Civil Air Patrol duty to respond to an emergency operation mission. The employee must have been a City employee for at least 90 days before the beginning of leave. Generally, leave for a single emergency cannot exceed 3 days. Leave is unpaid. Employees may use available vacation leave. The employee must provide written certification of the need for leave from the proper Civil Air Patrol.

SECTION 4.6 CRIME VICTIMS’ LEAVE

Employees are allowed time off from work to attend judicial proceedings related to a violent felony, serious felony, or felony theft or felony embezzlement (as defined in Labor Code 230.2), if the employee, an immediate family member (which includes spouse, child, stepchild, brother, stepbrother, sister, stepsister, mother, stepmother, father, or stepfather) of the employee, registered domestic partner of the employee, or the child of a registered domestic partner is a crime victim. The employee can use available sick leave, compensatory time off, or vacation leave for crime victims’ leave.

SECTION 4.7 VICTIMS OF DOMESTIC VIOLENCE OR SEXUAL ASSAULT

Employees who are the victims of domestic violence or sexual assault can take time off to obtain relief, such as a temporary restraining order, a restraining order, or other court-ordered relief, to help ensure the safety of the victim or the victim’s child. Employees can use available vacation time or compensatory time off for this type of leave.

Employees who are the victims of domestic violence or sexual assault may take up to 12 weeks of leave in a 12-month period to seek medical attention, to obtain the services of a domestic violence shelter or rape center, to obtain psychological counseling, or to participate in safety planning. Employees can use available sick leave, compensatory time off, or vacation time for this type of leave.

Unless not feasible, employees are expected to provide reasonable advanced notice of the need for leave and to supply documentation supporting the leave request.

SECTION 4.8 MILITARY LEAVE

Military Leave for Employee. Leaves of absence and re-employment resulting from 4.8.1service in the National Guard or U.S. Military Armed Forces, including reserve corps, will be in accordance with applicable state and federal laws, including but not limited to California Military and Veterans Code sections 389-399.5 and the federal Uniformed Services Employment and Reemployment Rights Act. A copy of the applicable, official orders for training or active duty should accompany an employee’s request for a leave of absence.

An employee who is assigned to an U.S. Military Armed Forces Reserve organization and is subject to active or inactive duty training will be granted leaves of absence without pay, generally for up to two (2) weeks.In general, all such leaves of absence will be unpaid, unless

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pay is required by Military and Veterans Code section 395.01, which provides for pay for the first 30 days of a leave under certain circumstances. The City does not provide pay for leaves of absence due to inactive duty training. An employee may use his/her accrued, unused vacation benefits for all or part of an unpaid leave of absence for Reserve training to supplement his/her military pay so as to equal the amount of pay that would have been received from the City during the leave of absence. Any portion of a leave that occurs after all available accrued vacation benefits have been used will be without pay.

A military leave of absence without pay will be granted to an employee who is called to active duty in the U.S. Military Armed Forces. An employee returning from military duty shall be offered re-employment in accordance with the Uniformed Services Employment and Re- Employment Rights Act of 1994. If an employee fails to notify the City of his/her intent to return to work within the time period allowed by law, the employee will be considered to have resigned.

Military Spouse Leave. In accordance with Section 395.10 of the Military and Veteran’s 4.8.2Code, military spouse leave lasts for up to 10 days. The qualified service member must be on leave from deployment during a period of military conflict.

Leave is unpaid, but the employee can use accrued but unused vacation, compensatory time off, and sick leave for this purpose.

To be eligible, the employee must be a spouse of a qualified service member, work an average of 20 hours a week, give the City notice within two (2) business days of receiving official notice that the service member will be on leave from deployment, and submit written documentation supporting the leave request. The service member must be a member of the United States Armed Forces, National Guard, or the Reserves.

SECTION 4.9 ORGAN AND BONE MARROW DONATION LEAVE

Organ donors are entitled to up to 30 business days of paid leave in a one (1) -year period. Bone marrow donors are entitled to five (5) business days of paid leave in a one (1) -year period. Group health insurance is maintained during the leave period.

For these types of leave, a year is measured as 12 consecutive months from the date leave begins. These leaves do not run concurrently with CFRA leave. Eligible employees are those employees who have been employed by the City for least a 90-day period before the leave begins.

Employees who take bone marrow donation leave must take up to five (5) days of accrued sick leave or vacation time. Employees who take organ donor leave may take up to two (2) weeks of accrued sick leave or vacation time.

SECTION 4.10 SCHOOL ACTIVITIES/SCHOOL APPEARANCE LEAVE

Employees are entitled to up to forty (40) hours per calendar year to find, enroll, or reenroll the child in school or with a licensed child care provider; to address a child care provider or school emergency; or to attend or to participate in school activities of a child, foster child, or grandchild. The child must be enrolled in kindergarten through 12th grade, or must be enrolled with a licensed child care provider. The amount of leave cannot exceed 40 hours in a calendar year. The City must receive reasonable advanced notice of the planned absence and provide the City

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with documentation of attendance or participation. Where both parents request leave for the same child’s activity, the employee who asks first will be given the leave. To the extent permitted by law, employees must use available compensatory time off or vacation time. Otherwise, the leave is unpaid.

Employees are entitled to take unpaid leave time leave to appear at the employee’s child’s or ward’s school in connection with a suspension from a class or school. Before the leave is taken, the employee must present a written statement from the school stating that the employee’s attendance is required.

SECTION 4.11 VOLUNTEER FIREFIGHTERS, RESERVE PEACE OFFICERS, AND EMERGENCY RESCUE PERSONNEL LEAVE

No employee shall be disciplined for taking time off to perform emergency duty as a volunteer firefighter, reserve peace officer, or emergency rescue personnel. If an employee is an official volunteer firefighter, reserve peace officer, or emergency rescue personnel, the employee shall alert their supervisor about the potential to take time off for emergency duty. When taking time off for emergency duty, the employee is required to alert their supervisor before doing so when

possible. Employees may use their accrued vacation leave, or take unpaid leave time.

SECTION 4.12 VOTING LEAVE

If an employee does not have sufficient time to vote outside of working hours, employees are entitled to up to two (2) hours of working time, without loss of pay, to vote in statewide elections. Unless otherwise mutually agreed upon, this time must be taken at the beginning or the end of the regular work shift, whichever allows the most free time to vote and is the least time off from working. The employee must advise the City two (2) working days in advance to arrange the voting time.

SECTION 4.13 LEAVE OF ABSENCE WITHOUT PAY

Request for Leave. 4.13.1

Upon the request of the employee, a leave of absence without pay may be granted by the City Manager to an employee.

a. An employee shall not be entitled to a leave of absence as a matter of right, but only upon good and sufficient reason.

b. Request for leave of absence without pay shall be made in writing to Talent Attraction and Development, and shall state specifically the reason for the request, the date when it is desired to begin the leave, and the probable date of return. Talent Attraction and Development will transmit the request to the City Manager. A physician’s statement will be required of employees who request leave of absence without pay as a result of a medical condition. However, employees are not required to include information regarding diagnosis.

c. A leave of absence without pay may be granted by the City Manager for a period not to exceed one year.

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d. An employee shall be entitled to reinstatement in his/her regular position upon completion of the authorized period of leave.

Conditions of Leave. 4.13.2

A leave of absence without pay granted by the City Manager shall not be construed as a break in continuous service or employment, and rights accrued at the time leave is granted shall be retained by the employee. However, A person granted such leave shall not accrue any paid leaves of absence (vacation, sick leave,), shall not receive increases in salary and other similar benefits, and shall not accruebe eligible to a person granted such leave receive cafeteria contributions and reimbursements during the period of absence, unless required by law. An employee reinstated after leave of absence without pay shall receive the same step in the salary range he/she received when he began his/her leave of absence. Time spent on such leave without pay shall not count toward service for increases within the salary range, and the employee’s salary anniversary date shall be set forward one month for each thirty (30) consecutive days taken.

SECTION 4.14 JURY DUTY OR WITNESS APPEARANCE LEAVE

Any regular full-time employee or regular part-time employee, who is required to serve as a juror or subpoenaed as a witness in any State or Federal court, or any administrative board or tribunal, shall be entitled to a leave of absence up to ten (10) working days with pay while performing services as a juror or a witness; provided that any such employee shall be required to pay over to the City any amount he/she receives for jury fees, exclusive of approved travel and subsistence.

SECTION 4.15 MANAGEMENT LEAVE

At-will management employees, as shown on the City’s approved Salary Schedule, are authorized a maximum of eighty (80) hours of management leave (time off with pay) each calendar year. For new employees, management leave shall be provided on a pro-rata basis at the time of hire for the remaining months of the calendar year on a quarterly basis, and annually thereafter in January. The City Manager, as part of a job offer in special circumstances, may approve or front load up to 40 hours of management leave.

Management leave hours not used within the calendar year in which they are granted will rollover to the next calendar year, however, in that next calendar year the employee will only receive as much new management leave hours as needed to replenish his or her bank to eighty (80) hours. Management leave cannot be used within two weeks of separation from the organization.

SECTION 4.16 BEREAVEMENT LEAVE

When circumstances are such, and the City Manager determines that conditions warrant the use of bereavement leave, three (3) days of paid bereavement leave may be used per occurrence in the event of the death of a relative of blood or marriage who is a member of the employee’s household, under the same roof, and any parent, grandparent, grandchild, spouse, child, brother, sister, father- in-law, brother-in-law, mother-in-law, or sister-in-law of the employee, regardless of residence. With City Manager approval, accrued vacation may also be used for bereavement purposes for the same relatives for which bereavement leave may be

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used. Employees using bereavement leave may be required to submit proof of death such as an obituary announcement, as condition of approval.

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CHAPTER 5 - EMPLOYEE CONDUCT, DISCIPLINE AND DISCIPLINARY APPEALS

SECTION 5.1 GENERAL POLICY STATEMENT

Employees in the classified service of the City may not be suspended, demoted, dismissed, or reduced in pay for disciplinary reasons, without just cause. For purposes of this chapter, “at-will” employees and temporary part-time employees are not within the classified service; they serve at the will of the City Manager and may be subject to dismissal without cause.

Discipline may be necessary when City policies are violated or City expectations are not met. The causes for disciplinary action against an employee may include, but are not limited to, the following:

SECTION 5.2 TYPES OF DISCIPLINARY ACTIONS

While the City maintains a progressive disciplinary system, the City may impose discipline at any level that is appropriate for the employee’s action up to and including termination.

Verbal Reprimand. An employee may be verbally reprimanded about his/her 5.2.1inappropriate behavior. The supervisor shall make a brief notation regarding the date and substance of the verbal reprimand in the personnel file. If an employee’s conduct does not improve, reference to the verbal reprimand will be made in a subsequent written reprimand or performance evaluation. The procedures in Section 5.6 and 5.7 are inapplicable to verbal reprimands. Verbal reprimands are not subject to any employee appeal or grievance.

Written Reprimand. An employee may receive written notification indicating the City is 5.2.2dissatisfied with the employee’s services or conduct and that further disciplinary measures may be taken if the behavior is not corrected. The procedures in Section 5.6 and 5.7 are inapplicable to written reprimands. Written reprimands are not subject to any employee appeal or grievance.

Suspension. An employee may be suspended without pay for disciplinary reasons. 5.2.3

Disciplinary Reduction in Pay. An employee’s pay rate within their pay range and class 5.2.4may be reduced for disciplinary reasons.

Disciplinary Demotion. An employee may be demoted from a position in one class to a 5.2.5position in another class having a lower maximum pay rate for disciplinary reasons. The demotion may be permanent or temporary.

Dismissal. An employee may be dismissed from City service for disciplinary reasons. 5.2.6

SECTION 5.3 GROUNDS FOR DISCIPLINARY ACTION

Discipline of non-probationary employees in the classified service will not be imposed except upon a showing of just cause, which may include, but shall not be limited to the following:

1. Fraud. To secure employment by providing false documents or knowingly make false statements or significant omissions, either orally or in writing, on a City employment application or in any supporting documents.

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2. Incompetence. Failure to perform some or all of the job duties; unsatisfactory, inefficient, or careless work; the inability or refusal to improve work performance in accordance with written or verbal direction after a reasonable time period.

3. Neglect of Duty. Failure to perform one or more essential duties required of the employee’s position; unauthorized sleeping while on duty; intentional, negligent or reckless behavior resulting in spoilage or waste of City property; sabotage of City property, equipment, vehicles or work product; failing to take reasonable action while on duty or when required by law.

4. Insubordination. Willful failure to conform to a supervisor’s legitimate requests and directions; refusing to comply with reasonable work assignments made by a supervisor.

5. Alcohol or Drug Use. Any violation of the City’s Drug- and Alcohol-Free Workplace Policy; being under the influence of alcohol or controlled substances while at work, while driving a City vehicle, or consuming, selling, possessing, or manufacturing same while on City premises or while engaged in City business. Possessing drug paraphernalia or open containers of alcoholic beverages while on duty, or off-duty in uniform or on City property or in City vehicles. “Being under the influence” is defined as having the presence of any detectable level of drugs in the body or blood alcohol greater than .02%.

6. Absence Without Leave. Being away from work during assigned duty hours without permission, excessive tardiness, failure to return from leave, and/or improper use of leave.

7. Discourteous Treatment of Others. Disparaging remarks that discredit a co-worker or disrupt or subvert the good order, efficiency and discipline of the City or any department thereof; engaging in gossip or rumor mongering or other behavior which creates discord and disharmony in the workplace; engaging in bullying behavior; general discourteous, uncooperative, or offensive treatment of employees, contractors, the public or others doing business with the City.

8. Conduct that is Unbecoming a City Employee. Conduct which tends to discredit the City, whether on duty, off-duty in uniform or on City property.

9. Improper or Unauthorized Use of City Property. Using City telephone, or computer equipment for personal use or gain; using City equipment or City vehicles for personal use or gain; unauthorized possession of, loss of, or damage to any City property; theft or removal of any City property; violating the California Vehicle Code while operating a City vehicle; operating City vehicles or equipment or privately-owned vehicles on City business without a current driver’s license; involvement in preventable traffic accident while on duty.

10. Conflict of Interest/Employment/Activity/Enterprise. Outside employment, activity or enterprise not authorized by the City Manager.

11. Gifts. Acceptance of any gift or other form of remuneration, in addition to the employee’s regular compensation, for the actions performed in the normal course

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of the employee’s assigned duties, in violation of applicable laws, regulations and/or policies.

12. Falsifying Records. Falsifying, modifying, or altering City reports or records, including timesheets, or making misleading entries or statements, or failing to disclose material facts, or destroying or mutilating any City record or other document.

13. Dishonesty. The lack of honesty, deceit, and willful misrepresentation of facts.

14. Unethical Behavior. Failure of any employee to report any activities on his/her part where such activities may result in criminal prosecution or result in discipline under this policy; failure of any employee to report official contacts by any law enforcement agency; concealing or attempting to conceal defective work; the exercise of authority for any improper purpose; making false, misleading or malicious statements to a supervisor or which harm or destroy the reputation, authority or official standing of a co-worker; using a badge, uniform, identification card or other City property for personal gain or other improper purpose; attempted or actual theft of City property or the property of others.

15. Discrimination and Harassment and/or Sexual Harassment. Discrimination or harassment in violation of the City’s Policy Prohibiting Discrimination, Harassment, and Retaliation.

16. Safety. Violating safety rules; failing to wear required safety equipment; tampering with safety equipment; failing to report any on-the job or work-related accident or injury within 24 hours; failing to maintain good physical condition sufficient to safely perform work related duties; engaging in reckless behavior that endangers self or safety or that of a co-worker or member of the public; threatening violence, engaging in horseplay or righting, while on duty, or off-duty in uniform or on City property; unauthorized possession of a weapon, firearm or explosive while on duty, or off-duty in uniform or on City property, during working hours, or while acting in the capacity of a City employee; smoking/vaping/using e-cigarettes outside of designated smoking areas.

17. Security. Unauthorized access to confidential information or records; unauthorized release of confidential information or records; unauthorized access into secured City offices, City Buildings or both; providing unauthorized access into City offices or City buildings to third parties, whether co-workers or members of the public; negligently misplacing security access codes, keys, electronic keys or cards that provide access to secured City offices or City buildings; loitering on City property.

18. Convictions. The conviction of either a misdemeanor or a felony where the conviction has a nexus (as reasonably determined by the City in its sole discretion) with the employee’s duties. The conviction shall be conclusive evidence of the misconduct having occurred for disciplinary purposes. A plea or verdict of guilty, or a conviction showing a plea of Nolo Contendere is deemed to be a conviction for disciplinary purposes.

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19. Threats. Threatening, intimidating or coercing co-workers or members of the public while on duty, or while off-duty in uniform or on City property.

20. Interference. Interfering with investigations conducted by the City, its management or designated agents of the City.

21. Obscene Language. Obscene or abusive language toward a co-worker, a member of the public, or other person while on duty, or while off-duty in uniform or on City property.

22. Supervisor Obligations. Failure of a supervisor to ensure that subordinates comply with the written rules, regulations, policies and procedures of the City or any department thereof; failure of a supervisor to report misconduct of a subordinate to his/her supervisor or to document such misconduct; discriminatory treatment of subordinates.

23. Violation of Rules. Violation of the City’s policies, ordinances, and resolutions, including the personnel policies and procedures and administrative orders.

SECTION 5.4 DISCIPLINING AUTHORITY

The employee’s Department Head shall be the Disciplining Authority. For employees in the classified service who report directly to the City Manager, the City Manager shall be the Disciplining Authority. Any delegation of authority under this Section must be made in writing.

The Disciplining Authority may issue proposed discipline, may serve as the Skelly Officer, and may impose discipline. The Disciplining Authority may not serve also serve as the Appeal Officer.

SECTION 5.5 MAJOR AND MINOR DISCIPLINE

Major Discipline. 5.5.1

Major discipline is defined to include dismissal, suspension of five (5) or more days, reduction in pay, or involuntary demotion.

Minor Discipline. 5.5.2

Minor discipline is defined to include any suspension of four (4) days or less.

SECTION 5.6 DISCIPLINARY PROCEDURES APPLICABLE TO MAJOR AND MINOR DISCIPLINE

Written Notice of Intent to Discipline (“Skelly Notice”). 5.6.1

When the Disciplining Authority determines that an employee has committed an act or omission that justifies major or minor discipline, the Disciplining Authority or his/her designee shall provide the employee with written notice of the proposed disciplinary action. Such notice shall include:

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a. A statement which clearly defines the intent to take action, the proposed action to be taken, and the proposed effective beginning and ending time of intended action.

b. A statement of the specific grounds and particular facts upon which the proposed disciplinary action will be taken.

c. A copy of all written materials, reports, or documents upon which the intended action is based.

d. A statement that the employee will be afforded the right to respond to the Notice of Intent, either verbally, in writing, or both within five business days upon receipt of the intended disciplinary action, to the designated Skelly Officer.

e. If personally delivered, the employee’s signature on the Notice of Intent will acknowledge receipt of said notice by the employee. If the employee refuses to sign, it will be noted as such on the Notice of Intent. The signature documentation on the Notice of Intent will acknowledge that the employee received the Notice of Intent.

Employee Response/Pre-Disciplinary (“Skelly”) Conference. 5.6.2

Within five business days after the employee has been served with the Notice of Intent, the employee will have the right to respond, verbally or in writing, at the employee’s option, to the Skelly Officer. If, within the five business days response period, the employee does not provide a written or verbal response, the proposed action of the City will be considered conclusive and will take effect as set forth in the Notice of Intent. Prior to the expiration of the five business days, the response date may be adjusted by mutual agreement, but unreasonable delay will not be tolerated.

The employee’s response will be fully considered before the City issues any final notice of disciplinary action.

Should the Skelly Officer determine that the employee’s response warrants further investigation, the Skelly Officer may delay the implementation or modification of the proposed disciplinary action until such time as the further investigation is completed. In the event the investigation produces facts that warrant more severe disciplinary action than originally proposed, the Skelly Officer will re-implement the Written Notice of Intent to Discipline procedures, above.

Written Notice of Final Disciplinary Action. 5.6.3

The Skelly Officer has the authority, after considering the employee’s response and additional investigation, if any, to modify, revoke, or impose the proposed disciplinary action.

a. If the Skelly Officer decides to modify the proposed action, the Skelly Officer will notify the employee by either issuing a revised Notice of Intent (for more severe disciplinary action than originally proposed) or a Notice of Imposition (for less severe disciplinary action than originally proposed). The Notice of Imposition will also include the effective date of any disciplinary action issued. The decision of the Skelly Officer is final and shall be imposed.

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b. If the Skelly Officer decides to revoke the disciplinary action, the Skelly Officer will advise the employee in writing, and the original intent to impose disciplinary action will be discarded and no record made in the employee’s personnel file. The decision of the Skelly Officer is final and shall be imposed.

c. If the Skelly Officer decides to implement the discipline as originally proposed in the Notice of Intent, the Skelly Officer will notify the employee in writing by providing him/her with a Notice of Imposition. The Notice of Imposition will also include the effective date of any disciplinary action issued. The decision of the Skelly Officer is final and shall be imposed.

The employee will be advised in writing of any right of appeal.

The Notice of Imposition or other final decision of the Skelly Officer will be delivered to the employee in accordance with Section 5.11.

SECTION 5.7 APPEAL PROCEDURES

Minor Discipline. 5.7.1

There is no appeal for minor discipline.

Major Discipline. 5.7.2

Any employee who has received a Notice of Decision imposing major discipline shall be entitled to request an evidentiary appeal of the imposition of discipline.

a. Request for Appeal Hearing. An employee wishing to appeal any major discipline shall have ten (10) calendar days after receipt of the Notice of Imposition to submit a written and signed request for appeal hearing. The employee’s request for appeal must be addressed to the City Manager and shall identify the subject matter of the appeal, the grounds for the appeal, and the relief desired by the employee. All appeal hearings shall be conducted in private unless the employee requests a public hearing.

b. Scheduling of Appeal Hearing. The City Manager shall schedule the appeal hearing within a reasonable time after the designation of an Appeal Officer, considering the availability of the Appeal Officer, the employee, and any witnesses.

c. Appeal Officer.

i. When a person other than the City Manager was the Disciplining Authority, the City Manager may choose to act as the Appeal Officer and conduct the hearing himself/herself and make the final decision;

ii. When a person other than the City Manager was the Disciplining Authority, the City Manager may refer the hearing to an outside Appeal Officer, who will be selected by a method mutually agreed to by the employee and City Manager, to conduct the hearing and provide advisory

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findings and recommendations to the City Manager, who will then make the final decision; or

iii. The City Manager may refer the hearing to an outside Appeal Officer who will be selected by a method mutually agreed to by the employee and City Manager to conduct the hearing and make the final decision on the appeal. The City Manager shall delegate authority to an Appeal Officer in this manner whenever the City Manager was the Disciplining Authority or whenever the appealing employee demonstrates significant bias on the part of the City Manager that disqualifies him/her as a neutral reviewer of that appeal.

d. Representation and Employee Appearance at Appeal Hearing. The employee is entitled to be represented by counsel or other representative at the appeal hearing. However, an employee who requests an appeal hearing must be present during the appeal hearing. Failure to be present shall constitute a waiver of the employee’s right to an appeal. Waiver will not occur if the employee can demonstrate good cause for his/her failure to be present within three (3) working days from the date the employee fails to appear.

e. Conduct of Appeal Hearing. The proceedings before the Appeal Officer shall be conducted as follows:

i. All parties shall have the following rights:

1. To call and examine witnesses;

2. To introduce exhibits;

3. To cross examine opposing witnesses on any matter relevant to the issue, even if the matter is not covered in the direct examination;

4. To impeach any witness regardless of which party first called him/her to testify;

5. To rebut the evidence against them; and

6. To present oral and written arguments

ii. The City shall have the burden of proof at the appeal hearing and shall be required to prove the charges against the employee by a preponderance of the evidence.

iii. The appeal hearing shall not be conducted in accordance with the technical rules relating to evidence and witnesses, but shall be conducted in a manner most conducive to the determination of the truth. Any relevant evidence may be admitted if it is the sort of evidence on which responsible persons are accustomed to rely in the conduct of serious affairs, regardless of the existence of any common law or statutory rules

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which might make improper admission of such evidence over objection in a court of law. The Appeal Officer’s decision shall not be invalided by any informality in the proceedings.

iv. Hearsay evidence may be used for the purpose of explaining any direct evidence but shall not be sufficient in and of itself to support a finding, unless it would be admissible over objections in civil actions.

v. The Appeal Officer shall not take testimony from one (1) party outside the presence of the other.

vi. The rules of privilege shall be effective to the same extent that they are now or hereafter may be recognized in civil actions.

vii. Irrelevant evidence and unduly repetitious evidence shall be excluded.

viii. The Appeal Officer shall determine the relevancy, weight, and credibility of testimony and evidence.

ix. The Appeal Officer shall have the power to exclude any witnesses.

f. Appeal Officer’s Decision. Within thirty (30) days after the close of the hearing, a written statement of decision, containing findings of fact and conclusions of law, shall be issued by the Appeal Officer. The Appeal Officer shall have the authority to affirm, revoke, or reduce the Disciplinary Action imposed against the employee. The Appeal Officer may not provide for discipline more stringent that than that imposed by the City. When the Appeal Officer presents an advisory opinion to the City Manager, the City Manager shall have an additional fifteen (15) days to consider the advisory opinion and any written objections to the advisory opinion filed by the parties before the City Manager must issue a final decision. The parties shall have seven (7) days from the date the advisory opinion is issued to file written objections with the City Manager.

The Appeal Officer’s decision constitutes a final resolution of any Disciplinary Action and no further appeal shall be permitted within the City’s administrative process. A copy of the Appeal Officer’s decision shall be provided to the employee.

Notwithstanding the above, the Appeal Officer shall not have binding authority to add, modify, or subtract from the Personnel Policies and Procedures Manual, or any resolutions, ordinances, or policies adopted by the City. Further, the Appeal Officer shall not have the authority or power to render a binding decision that requires the City to expend additional funds, to hire additional personnel, to buy additional equipment or supplies, or to pay wages or benefits not specifically provided for in the Personnel Rules, or any resolutions, ordinances, or policies adopted by the City. The Appeal Officer shall not have the authority to require the City to perform any other action that would violate state or federal laws.

g. Judicial Review. An employee may seek judicial review of the final decision by the Hearing Officer in accordance with Section 1094.5 of the California Code of

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Civil Procedure by filing a petition for a writ of mandate. Section 1094.5 of the Code of Civil Procedure requires that the petition writ of mandate must be filed not later than the ninetieth (90th) day following the date on which the Hearing Officer’s decision becomes final.

SECTION 5.8 PROCEDURES GOVERNING NAME CLEARING HEARINGS

An employee not in the classified service who is terminated under circumstances that might stigmatize his/her reputation, seriously impair his/her opportunity to earn a living, or that might seriously damage his/her standing or association in the community, may request a name clearing hearing to refute the charges and clear his/her name. If a hearing is requested, and the request is granted, the procedure in Section 5.6.2 shall be followed. The purpose of such a hearing is only to allow the employee an opportunity to clear his/her reputation.

SECTION 5.9 PLACEMENT ON PAID ADMINISTRATIVE LEAVE PENDING DETERMINATION OF DISCIPLINARY ACTION

An employee may be placed on an Administrative Leave with Pay to allow the City time to fully investigate the facts of an alleged violation, while the Disciplinary Action is in process, or when the City Manager determines that it is in the best interests of the City. The employee must be reasonably available by telephone during his/her normal working hours and able to report to the City within sixty (60) minutes if directed to do so. The employee may also be required to provide an email address that shall be used for written communications. When an employee is placed on Administrative Leave with Pay during this investigation, he/she shall not discuss the alleged violation or the Disciplinary Action with anyone, except a representative of his/her choice. Failure to remain reasonably reachable by telephone or to report to the City within sixty (60) minutes of being directed to do so will be a separate and independent ground for Disciplinary Action, unless the employee has requested and received authorization to use vacation, sick, or other leave time for the time in question. Where applicable, the employee shall also be informed that communicating with others, except a representative of his/her choice, about a pending investigation constitutes insubordination and is a separate and independent ground for discipline. This section is not intended to prevent the employee from communicating with his/her legal counsel.

SECTION 5.10 TIME EXTENSIONS

Any time limitations or requirements as set forth under this Chapter may be extended or changed by mutual written agreement of the parties.

SECTION 5.11 DELIVERY OF NOTICES

When notice is required under this Chapter, the notice shall be given to the affected employee either by delivery of the notice to the employee in person; or if the employee is not available for personal delivery, by sending by overnight delivery, or by placing the notice in the United States mail, first Class, postage paid, and by Certified Mail, return receipt requested, in an envelope addressed to the employee’s last known home address. It shall be the responsibility of the employee to inform the City, in writing, of his/her current home address and of any change in such address, and the information so provided shall constitute the employee’s “last known home address”. Such personal delivery or mailing shall be presumed to provide actual notice to the employee.

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SECTION 5.12 DISCIPLINARY RECORDS

Original copies of all written records pertaining to disciplinary actions shall be maintained in the employee’s confidential personnel file.

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CHAPTER 6 - EMPLOYEE SAFETY

SECTION 6.1 DRUG- AND ALCOHOL-FREE WORKPLACE

It is the policy of the City to maintain a workplace that is free from the effects of alcohol and drugs. The City’s policy on a drug and alcohol-free workplace is set forth in a separate administrative policy.

SECTION 6.2 EMPLOYEE SAFETY

General Safety 6.2.1

Employee safety is of utmost concern and each employee is expected to exercise safe work practices for his/her own benefit and the benefit and welfare of his/her co-workers. Responsibility for each employee’s safety rests with each individual, and where unsafe work practices or work conditions exist, employees shall notify their supervisor immediately. Each department will hold safety meetings among employees regularly and records kept of the subject matter discussed and those in attendance. Employees injured on the job in the course of their duties shall notify their supervisors immediately or within 24 hours so that proper documentation can be providedThe City’s Injury and Illness Prevention Program provides more specific information regarding workplace safety. Each employee is responsible for reviewing and complying with the Injury and Illness Prevention Program.

The City strongly encourages employees to communicate with their supervisors regarding safety issues.

Entering and Leaving the Premises 6.2.2

At the time of hire, employees will be advised about the proper entrances and exits for employees, as well as unauthorized areas, if any. Employees should not be in City work areas except for their regularly scheduled or overtime shifts or attendance at a City authorized meeting. For insurance purposes, unescorted or unauthorized visitors in our facilities is prohibited. If an employee is expecting visitors, such as clients, customers or friends, the employee should notify his/her supervisor. Certain employees are authorized to arm and disarm the building alarms, and they will be given instruction on the alarms and codes. Employees are expected to abide by these rules at all times. Failure to do so will lead to disciplinary action.

Security Checks – Packages/Parcels 6.2.3

The City may exercise its right to inspect all packages and parcels entering and leaving our premises.

Parking Lot 6.2.4

Employees are encouraged to use the parking areas designated for our employees. Please keep in mind that the parking spaces adjacent to or in front of our building(s) are for customers and visitors only. Employees are reminded to lock their car every day and park within the specified areas.

Courtesy and common sense in the parking lot will help eliminate accidents, personal injuries,

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and damage to employee vehicles. Remember that the area around all buildings, especially the City’s administration building, has a great deal of pedestrian walking activity - please maintain a safe driving speed at all times. If an employee should damage another car while

parking or leaving, he/she must immediately report the incident, along with the license numbers of both vehicles and any other pertinent information he/she may have, to his/her supervisor.

The City cannot be and is not responsible for any loss, theft or damage to an employee’s vehicle or any of its contents.

6.2.5 Safety Rules

Safety is everybody's business. Safety is to be given primary importance in every aspect of planning and performing all City activities. The City wants to protect employees against industrial injury and illness, as well as minimize the potential loss of production.

Below are some general safety rules to assist employees in making safety a regular part of their work. Supervisors may post other safety procedures in a department or work area.

a. Working Safely - Safety is everyone's responsibility. Remind your co-workers about safe work methods. Start work on any machine only after safety procedures and requirements have been explained. Immediately report any suspected hazards and all accidents to your supervisor.

b. Lifting - Ask for assistance when lifting heavy objects or moving heavy furniture. Bend your knees, get a firm grip on the object, hold it close to your body and space your feet for good balance. Lift using your stronger leg muscles, not your weaker back muscles.

c. Materials Handling - Do not throw objects. Always carry or pass them. Use flammable items, such as cleaning fluids, with caution. Also, stack materials only to safe heights.

d. Trash Disposal - Keep sharp objects and dangerous substances out of the trash can. Items that require special handling should be disposed of in approved containers.

e. Cleaning Up - To prevent slips and tripping, clean up spills and pick up debris immediately.

f. Preventing Falls - Keep aisles, work places and stairways clean, clear and well lighted. Walk do not run. Watch your step.

g. Handling Tools - Exercise caution when handling objects and tools. Do not use broken, defective or greasy tools. Use tools for their intended purpose only. Wear safety glasses or goggles whenever using a power tool.

h. Falling Objects - Store objects and tools where they won't fall. Do not store heavy objects or glass on high shelves.

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i. Work Areas - Keep cabinet doors and file and desk drawers closed when not in use. Remove or pad torn, sharp corners and edges. Keep drawers closed. Open only one (1) drawer at a time.

j. Using Ladders - Place ladders securely. Do not stand on boxes, chairs or other devices not intended to be used as ladders.

k. Machine Guards - Keep guards in place at all times. Do not clean machinery while it is running. Lock all disconnect switches while making repairs or cleaning.

Personal Protective Refer to the City’s Inury and Illness

l. Equipment - Always wear or use appropriate safety equipment as required in your work. Wear appropriate personal protective equipment, like shoes, hats, gloves, goggles, spats and hearing protectors in designated areas or when working on an operation which is potentially hazardous. Also, wear gloves whenever handling castings, scrap, or barrels.

m. Electrical Hazards - Do not stand on a wet floor while using any electrical apparatus. Keep extension cords in good repair. Don't make unauthorized connections or repairs. Do not overload outlets.

n. Fire Extinguishers - Know where fire extinguishers are and how to use them.

o. Report Injuries - Immediately report all injuries, no matter how slight, to your supervisor.

p. Ask Questions - If you are ever in doubt regarding the safe way to perform a task, please do not proceed until you have consulted with a colleague or supervisor. Employees will not be asked to perform any task which may be dangerous to their health, safety or security. If you feel a task may be dangerous, inform your supervisor at once.

6.2.6 Employee Participation in Making Safety a High Priority

The City strongly encourages employee participation and employee input on health and safety matters. Employees may report potential hazards and make suggestions about safety without fear of retaliation. The City appreciates, encourages and expects this type of involvement. The success of the safety program relies on the participation of all employees. Though it is the City’s responsibility to provide for the safety, health and security of its workers during working hours, it is the responsibility of each employee to abide by the rules, regulations and guidelines set forth.

a. Safety Officer (Talent Attraction and Development Representative):

● Implement and maintain administrative procedures and activities necessary for the operation of a meaningful safety program;

● Advise and coordinate with safety representatives on those matters pertaining to committee meetings, safety inspections, California Occupational Safety and Health Act (CAL-OSHA) inspections, and safety

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training and related programs;

● Prepare periodic accident summaries, committee meeting minutes, agendas and reports as necessary, and summaries of inspections; research and provide information to safety representations and others concerning safety regulations, publications and other information as necessary;

● Maintain required records and make determinations of recordable/non-recordable, as defined by CAL-OSHA, or avoidable/non-avoidable accidents;

● Assist supervisors and departments heads to investigate and report on every incident of a serious job injury to an employee;

● Report serious injuries involving hospitalization or death of an employee to the State Department of Industrial Relations within twenty-four (24) hours of occurrence.

b. Department Heads

● Prepare or ensure the preparation and maintenance of specific safety rules and practices to be followed by all employees within the department and its various divisions and units.

● Such rules and practices shall be included in the departmental orientation of all new employees; they shall be the subject of periodic review (i.e. tailgate meetings) with affected employees; and they shall be posted on bulletin boards for reference.

● Assist in the implementation and maintenance of the safety program whenever practical or necessary;

● Consider and act upon appropriate recommendations from the safety committee concerning the abatement of unsafe or unhealthy work conditions or practices within a reasonable period of time.

c. Supervisors:

● Be responsible for the enforcement of safety rules among employees under their supervision;

● Be responsible for familiarizing employees with the hazards of the job to which they are assigned and shall instruct their personnel in the safe methods of performing the job;

● Periodically review the work practices of subordinate employees who work under their charge to ascertain that they continue to work in a safe manner, and in accordance with the safe practices covering the specific work;

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● At the end of each workday/shift, inspect work areas for proper housekeeping and for fire, or other hazards and see that they are left in a safe condition;

● Report all injuries promptly to the safety officer and department head pursuant to applicable administrative regulations of the City.

d. Safety Representatives:

● Attend and take an active role in safety committee meetings;

● Periodically evaluate and forward to the safety officer the department’s safety and training needs for committee action;

● With the approval of the respective department head, submit work orders to appropriate departments for the immediate correction of safety hazards;

● Participate as necessary in safety inspections, workshops or other training as may be necessary;

● Observe and recommend correction as appropriate of any departmental working conditions or practice which can be deemed unsafe or unhealthy;

● Periodically inspect and ensure that departmental safety supplies are replenished (first aid kits, fire extinguishers, etc.) by the department;

● Consult with the safety officer on departmental safety matters requiring research and/or technical advice.

e. The Safety Committee:

● Elect a committee chairperson and vice chairperson annually to conduct the business and tasks related to committee activities;

● Participate as needed in the conducting of safety inspections;

● Investigate, develop, and participate in the implementation of safety training programs;

● Review, evaluate and make recommendations as appropriate on reports submitted by the safety officer;

● Make recommendations to department heads and/or the City Manager on the Committee’s findings concerning safety issues.

f. All Employees:

● Notify their immediate supervisor of the need for correction of unsafe or unhealthy working conditions or practices, including potential workplace violence;

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● Adhere to all rules and regulations pertaining to the City’s and departmental safety rules and program;

● Apply a common-sense approach to safe working practices and conditions;

● Report all injuries, regardless of severity, to the immediate supervisor.

Failure to adhere to these rules will be considered serious infractions of safety rules and will result in disciplinary action.

6.2.7 Weapons

The City prohibits all persons who enter City property from carrying a handgun, firearm, knife, or other prohibited weapon of any kind regardless of whether the person is licensed to carry the weapon or not. Any object used in a threatening manner shall be considered use of a weapon.

The only exception to this policy will be police officers, security guards or other persons who have been given written consent by the City to carry a weapon on the property.

Any employee disregarding this policy will be subject to immediate termination.

6.2.8 Property and Equipment Care

It is your responsibility to understand the machines needed to perform your duties. Good care of any machine that you use during the course of your employment, as well as the conservative use of supplies, will benefit you and the City. If you find that a machine is not working properly or in any way appears unsafe, please notify your supervisor immediately so that repairs or adjustments may be made. Under no circumstances should you start or operate a machine you deem unsafe, nor should you adjust or modify the safeguards provided.

Do not attempt to use any machine or equipment you do not know how to operate, or if you have not completed training on the proper use of the machine or equipment. Machines/equipment should only be used for their intended purpose and within their manufacturer’s specified tolerances.

6.2.9 Safety Rules When Operating Machines and Equipment

When operating machines and equipment, please be sure to follow these procedures:

● Make sure machine guards are in place while machines are in operation.

● Remove loose clothing, jewelry or rings before operating machinery.

● Wear steel toe shoes and prescription eye protection to start the job, if required.

Required personal protective equipment, except for prescription glasses, will be issued to you by your supervisor.

We will continue to provide a clean, safe and healthy place to work and we will provide the best equipment possible. You are expected to work safely, to observe all safety rules and to keep the

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premises clean and neat. Remember that carelessly endangering yourself or others may lead to disciplinary action, including possible termination.

Security 6.2.106.2.5

Maintaining the security of City buildings and vehicles is every employee's responsibility. Develop habits that insure security as a matter of course. For example:

● Always keep cash properly secured. If you are aware that cash is insecurely stored, immediately inform the person responsible.

● Know the location of all alarms and fire extinguishers, and familiarize yourself with the proper procedure for using them, should the need arise.

● When you leave the City’s premises make sure that all entrances are properly locked and secured.

● Note and promptly report suspicious circumstances or persons about the premises.

Each employee shall comply with the safety laws, rules and regulations of the California Division of Occupational Safety and Health (“CAL/OSHA”), and with any and all other safety rules, regulations, ordinances and statutes pertaining to the employee’s position or job classification. All employees shall follow safe practices, use personal protective equipment as required, render every possible aid to safe operations and report all unsafe conditions or practices to the employee’s immediate supervisor or Department Head immediately upon knowledge of the unsafe conditions or practices.

SECTION 6.3 REPORTING OF INJURY AND ACCIDENTS

Reporting Safety Issues 6.3.1

All accidents, injuries, potential safety hazards, safety suggestions and health and safety related issues must be reported immediately to your supervisor. If you or another employee are injured, you should contact outside emergency response agencies, if needed. If an injury does not require medical attention, a Supervisor and Employee Report of Accident Form must still be completed in case medical treatment is later needed, and to insure that any existing safety hazards are corrected. as provided for in the Injury and Illness Prevention Policy. The Employee's Claim for Worker's Compensation Benefits Form must be completed in all cases in which an injury requiring medical attention has occurred.

What to Do If You Are Injured At Work 6.3.2

City employees are covered under the Workers' Compensation Laws of the State of California. These laws are intended to provide employees with medical care and treatment for injuries sustained in the course of their work. The Workers' Compensation Fund will also provide weekly benefits to those employees who are unable to work due to job-related illness or injury.

In order to be eligible for and receive benefits, the Workers' Compensation fund requires that certain steps be taken and certain documents be filed. In conjunction with their requirements,

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the City also has certain requirements that must be met in order for the employee to receive benefits.

The following steps must be followed in order for injured employees to be covered in a timely and efficient manner. The establishment of these steps constitutes the written policy of the City, and failure on the part of an injured employee to follow these steps may be cause for disciplinary action up to and including termination. Moreover, pursuant to law, an injured employee who fails to properly notify his/her employer of a work related injury may forfeit benefit entitlement.

a. Every work related injury/illness, no matter how minor must be reported immediately to your supervisor. If unable to locate your supervisor, report to the

Talent Attraction and Development representative.

b. If the injury/illness is not an emergency, the supervisor will send the employee to Talent Attraction and Development. The Talent Attraction and Development representative will give the employee a form to report toand direct the Industrial Medical Facility – Baldy View Health Care – 1780 Town and Country Drive, Unit #103, Norco, CA 92860, phone # (951) 270-0757employee to the appropriate medical facility for an examination. All injured employees, unless it’s an emergency, should report to this facility. If the injury/illness is an “emergency”, please call 911 immediately or report to the nearest emergency facility. If the injury/illness is after hours, report to Kaiser Permanente Hospital, 10800 Magnolia Avenue, Riverside, CA 92505, phone # (951) 353-4322.

c. The Talent Attraction and Development representative will also give the employee the following forms for completion:

1. Employee’s Claim fora Worker’s Compensation Benefitsclaim form (DWC 1 Form)

2.c. Your Guide within one working day of the report of a workplace injury or illness. The employee should return the form to Worker’s Compensation Pamphletthe Talent Attraction and Development representative as promptly as possible. A completed copy of the form will be provided to the employee within one work day of receipt.

3. Incident Notification Form

d. If the injury occurs after hours or on a weekend, the employee must report the incident immediately to his/her supervisor and the Talent Attraction and Development representative on the first business day following the injury. Do not hesitate to contact your supervisor before, during, or after normal business hours.

e. The Talent Attraction and Development representative is responsible for the processing of the required documents to the City’s Workers’ Compensation carrier.

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f. The City’s Workers’ Compensation carrier is: State Compensation Insurance Fund, P.O. Box 8192, Pleasanton, CA 94588.

g. Supervisors are required to complete prescribed reporting forms whenever an employee is injured and/or placed on Workers’ Compensation Leave.

Workers’ Compensation Leave 6.3.3

Whenever an employee is compelled by direction of his/her physician to be absent from duty on account of such injury or disability, such employee shall be placed on Workers’ Compensation Leave. The employee shall receive full compensation for the first three (3) calendar days following the day of injury. Thereafter, the employee may elect to apply pro-rated sick leave, vacation, or compensation time is sick leave is exhausted, to such absence to receive compensation therefore in an amount equal to the difference between the compensation to which he/she is entitled under the Workers’ Compensation Act and his/her regular pay not to exceed the amount of accrued leave. An employee who is receiving workers’ Compensation shall continue to accrue sick leave and vacation.

Workers’ Compensation benefits begin with the fourth full consecutive calendar day of missed work; however, if the absence continues beyond fourteen (14) days, Workers’ Compensation will then pay the applicable benefits for the first three (3) days of missed work. When this occurs, the employee will be docked for the first three (3) days the City previously paid the employee in an amount equal to the Workers’ Compensation benefits received.

An employee who is on a Workers’ Compensation leave of absence for more than thirty (30) days and who was covered by long-term disability insurance when the work-related injury or illness occurred may be eligible for disability benefits. Compensation to which an employee is entitled from Workers’ Compensation and Long-term disability shall not exceed an employee’s regular pay.

SECTION 6.4 EMERGENCIES

Emergency Operations Plan 6.4.1

The City has a written Emergency Operations Plan that presents the designated actions the City and the employees must take to ensure employee safety from fire and other emergencies.

Fire Prevention 6.4.2

City employees are expected to know the location of the fire extinguisher(s) in their work areas and to make sure they are kept clear at all times. Employees must notify their supervisor if an extinguisher is used or if the seal is broken. Keep in mind that extinguishers that are rated ABC can be used for paper, wood, or electrical fires. Make sure all flammable liquids, such as alcohol, are stored in approved and appropriately labeled safety cans and are not exposed to any ignition source.

In Case of Fire 6.4.3

Any employee who becomes aware of a fire should:

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● Dial 911 or the local fire department.

● If possible, immediately contact your supervisor. Evacuate all employees and other persons from the area.

● If the fire is small and contained, locate the nearest fire extinguisher. This should only be attempted by employees who are knowledgeable in the correct use of fire extinguishers.

● If the fire is out of control, leave the area immediately. No attempt should be made to fight the fire.

● When the fire department arrives, direct the crew to the fire. Do not re-enter the building until directed to do so by the fire department.

Emergency Evacuation 6.4.4

If you are advised to evacuate the building, you should:

● Stop all work immediately.

● Contact outside emergency response agencies, if needed.

● Shut off all electrical equipment and machines, if possible.

● Walk to the nearest exit, including emergency exit doors.

● Exit quickly, but do not run. Do not stop for personal belongings.

● Proceed, in an orderly fashion, to a parking lot near the building. Be present and accounted for during roll call.

● Be alert to any person that may need assistance in the evacuation process.

Do not re-enter the building until instructed to do so.

In the event of a disaster, the Incident Commander and the County Emergency Operations Center (EOC) Representative are authorized to take such actions as may be necessary to facilitate recovery operations, including, but not limited to, deploying staff for damage assessment and emergency repair purposes; procuring materials, labor, and services required for damage control and emergency repairs; suspending water service pending determination of public health and safety requirements; and restoring water service when safe and appropriate.

SECTION 6.5 VEHICLE USAGE

Policy 6.5.1

It is the policy of the City of Eastvale to provide vehicles for business use. In instances where a City vehicle is not available, employees shall be reimbursed for using their private vehicles during the course of business as set forth below.

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Driver’s License 6.5.2

Employees who drive City vehicles must possess a valid driver’s license, provide proof of valid insurance, and be approved to operate such vehicles by Talent Attraction and Development. All employees shall participate in the California Department of Motor Vehicle “Pull Notice” program. Employees holding jobs designated as requiring driving for business as a condition of employment must be able to meet the driver approval standards of this policy at all times. The driving requirements are specified in each job description. In addition, such employees must inform their supervisor(s) of any changes that may affect their ability to meet the standards of this policy. The City obtains, on a regular basis, motor vehicle records of all employees.

City Vehicles, Rentals, and Private Vehicles 6.5.3

City vehicles will be assigned to those departments which have demonstrated a continuing need for them. Additional vehicles are maintained for use as needed. Employees traveling out of town on City business may also be authorized to use rental cars, subject to City Manager approval. Optional insurance on rental vehicles should not be obtained.

Employees who need transportation in the course of their normal work may be assigned a City vehicle for their use. All other employees needing transportation for City business may use vehicles assigned to the department or drawn from the motor pool. As a last alternative, when no City vehicles are available, employees may use their own vehicles for business purposes, provided evidence of insurance has been received and approved by the City and with the prior approval of the City Manager.

Responsibility for Vehicle and Tickets 6.5.4

Employees who drive a vehicle on City business must exercise due diligence to drive safely and maintain the security of the vehicle and its contents. Employees are responsible for any driving infractions or fines as a result of their driving.

Reimbursement for Expenses 6.5.5

Employees driving on City business may claim reimbursement for parking fees and tolls actually incurred. Employees who use their personal vehicle for approved business purposes shall receive a mileage allowance equal to the internal revenue service standard mileage rate. This allowance is to compensate for the cost of gasoline, maintenance, and usage.

Proof of Insurance 6.5.6

Employees who drive their own personal vehicle for approved business purposes must, on an annual basis, provide Talent Attraction and Development with a certificate verifying that they have insurance coverage. Before any employee can obtain reimbursement, the employee must have the prior approval from his/her supervisor and have a current insurance certificate on file with Talent Attraction and Development.

Safety While Driving 6.5.7

Employees are not permitted, under any circumstances, to operate a City vehicle, or a personal vehicle for City business, when any physical or mental impairment causes the employee to be

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unable to drive safely. This prohibition includes, but is not limited to, circumstances in which he employee is temporarily unable to operate a vehicle safely or legally because of illness, medication, or intoxication.

Accidents and Theft 6.5.8

Employees must report any accident, theft, or damage of any kind involving a City vehicle, or a personal vehicle used for City business, to Talent Attraction and Development and the City Manager, regardless of the extent of damage or lack of injuries. Employees are expected to cooperate fully with authorities in the event of an accident. However, they should not make any statements other than in reply to questions of investigating officers.

Pay 6.5.9

Time spent by non-exempt employees in driving a City or personal vehicle on City business during normal working hours is considered hours worked. Time spent on the employee’s normal commute to and from work is not considered hours worked.

Disciplinary Action for Accidents 6.5.10

Employees who drive City and personal vehicles on City business or carpooling are expected to maintain a good driving record. If an employee whose job requires driving as a condition of employment has a chargeable accident in a City vehicle, or personal vehicle while conducting City business, the employee is subject to disciplinary action. If an employee operates any City vehicle while physically or mentally impaired, the employee is subject to immediate suspension or termination. This prohibition includes, but is not limited to, instances where an employee is temporarily unable to operate a vehicle safely or legally due to illness, medication, or intoxication.

Tobacco/Smoking Policy 6.5.11

Employees shall not smoke, vape, use e-cigarettes, or use any form of tobacco in any City facility or vehicle while on duty, except during designated rest and meal breaks and only when in a designated “smoking” area. A violation of this policy shall result in disciplinary action.

SECTION 6.6 ANTI-VIOLENCE POLICY

The City of Eastvale takes a proactive approach to violence and will tolerate neither violent behavior nor any behavior that is known to have a high correlation to violent behavior, such as bullying and threats of violence, in the workplace. The City encourages employees to report all incidents of violence in the workplace. Incidents of threats, harassment, and other aggressive behavior should be immediately reported to a City supervisor.

The City recognizes that individuals will experience difficulties related to their work, their relationships with co-workers, supervisors, managers, or members of the public. The City offers an Employee Assistance Program for all employees to receive support in handling any difficulties that may arise.

The City’s position is one of zero tolerance. Any acts that breach the policy will be investigated and appropriate action will be taken including discipline, up to and including termination.

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Definitions 6.6.1

a. Violence: Any act that is committee with the result of physical or psychological harm to another individual. This also includes any act of destruction of property belonging to the City or its employees.

b. Threat: A direct or implied expression of intent to inflict physical harm and/or actions that a reasonable person would perceive as a threat to physical safety or property. The following are some examples of behaviors that may be considered threats, taking into consideration the employee’s history along with the tone of voice, body language, and behavior of the employee when the threat was made and the context of the discussion:

● Verbal threats, which include descriptions of what the violent person plans to do;

● Threatening conduct, such as intimidating others, showing off or actually brandishing a weapon;

● Bizarre statements or actions threatening physical harm, often stemming from a perceived work injustice;

● Obsessions, such as nursing a grudge against a co-worker or supervisor; or

● Jokes about physical acts of violence.

Mandatory Report 6.6.2

When any employee becomes aware of a threat, implied or direct, to self or others, the employee shall immediately notify his/her supervisor or the Talent Attraction and Development representative, or City Manager, who shall notify the threatened employee and conduct an investigation.

No-Weapons Policy 6.6.3

a. Prohibition. The City prohibits all persons, except law enforcement, who enter City property (which includes all vehicles and all facilities under the control of or used by the City) from carrying a handgun, firearm, knife, or weapon of any kind onto the property, regardless of whether the person is licensed to carry the weapon or not. This includes the possession of such weapons in an employee’s vehicle, locker, desk, etc.

b. Scope. All City employees, are also prohibited from carrying a weapon while in the course and scope of performing their job for the City, whether they are on City property at the time or not and whether they are licensed to carry a weapon or not. Employees may not carry a weapon while performing any tasks on the City’s behalf.

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c. Definition. This policy applies to all City employees, contract and temporary employees, visitors on City property, and customers and contractors on City property, regardless of whether they are licensed to carry a concealed weapon or not. The only exceptions to this policy are law enforcement, security guards, or other person who have been given written consent by the City to carry a weapon on the property.

d. Mandatory Report. Prohibited weapons include any form of weapon or explosive restricted under local, State, or Federal regulation. This includes all firearms, illegal knives, or other weapons covered by the law. If any employee has questions about whether an item is covered by this policy, he/she should contact Talent Attraction and Development. Employees are responsible for making sure that any potentially covered item in their possession is not prohibited by this policy.

InIf any employee becomes aware of anyone violating this policy, he/she shall report it to his/her immediate supervisor or the Talent Attraction and Development representative, or City Manager immediately.

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CHAPTER 7 - SEPARATION FROM EMPLOYMENT

SECTION 7.1 RESIGNATION/RETIREMENT

An employee wishing to resign is asked to submit a written notice ten (10) working days prior to leaving. The notice should include the reasons for resignation and the effective date. The last day of employment shall not fall on a paid holiday. Employees contemplating retirement should contact Talent Attraction and Development at least 90 days prior to their anticipated retirement date.

Employees no longer able to continue working due to illness or injury may be eligible for disability retirement under the laws, rules, and regulations governing CalPERS. Employees should immediately notify their supervisor and the Talent Attraction and Development Division if they can no longer continue to work due to illness or injury.

Prior to leaving, the City Manager, or designee, will arrange an exit interview to collect issued items, where the employee will be expected to return all City property, including keys to City facilities or work areas, uniforms, equipment and the City Employee Identification Card.

In the event of dismissal or layoff, the employee will be paid at the time of dismissal. For voluntary resignation, the employee’s check will be issued at the last day of voluntary resignation.

Employees will be asked to review and sign a statement indicating receipt of their last paycheck which will include accrued comprehensive annual leave pay-off. Final payment of compensation may be withheld pending return of City property, completion of necessary paperwork and other requirements of termination.

SECTION 7.2 LAYOFF


Whenever, in the judgment of the City Council, it becomes necessary to abolish any position or employment, the employee holding such position or employment may be laid off without disciplinary action and without the right of appeal. An employee who believes his/her layoff was pre-textual will be afforded with all due process required by law. The City Manager will determine the class and number of positions to be affected, the layoff date, and will notify the Department Head in writing of such reduction. Action under this Section may be taken for any of the following reasons:

a. Lack of Work;

b. Budgetary Reasons;

c. Elimination of Programs; or

d. Elimination of Services.

Written Notice of Layoff 7.2.2

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At least 14 calendar days’ written notice shall be given to any employee who is laid off. If less than 14 calendar days’ notice is provided, the employee will be paid for the difference between the date of layoff and 14 calendar days.

Order of Layoff 7.2.3

In each class of positions, employees will be laid off according to employment status in the following order: temporary, part-time, probationary, and regular. Temporary, part-time, and probationary employees will be laid off according to the needs of the service as determined by the City Manager. In cases where there are two or more regular employees in the class from which the layoff is to be made, such employees will be laid off on the basis of the most recent performance evaluation, with the employee with the least satisfactory performance being laid off first. In cases where their most recent performance evaluations are equal, the employee with less seniority will be laid off first. For purposes of layoff, “seniority” is defined as total time employed by the City from the employee’s date of hire to present.

Vacancy and Demotion 7.2.4

Except as otherwise provided, whenever there is a reduction in the work force, the City Manager may, but is not required to, first demote an employee identified for lay-off to a vacancy, if any, within the department in a lower class for which the employee is qualified. Secondly, employees may request to demote to a vacant position within the organization. An employee requesting a demotion must file a written request with the City Manager within five working days of receiving written notice of layoff, who will respond in writing to grant or deny the request. An employee who is offered a demotion has the right to refuse the demotion without losing his/her right to be placed on a reemployment list

Recall List 7.2.5

The name of every regular employee who is laid off, transferred, or demoted to a classification in the same department for longer than one (1) pay period due to a Reduction in Force, shall be placed on the Recall List maintained by Talent Attraction and Development.

Vacancies to be filled within a department shall be offered, first in order of performance, to individuals named on the Recall List who at the time of the Reduction in Force, held a position in the same job classification within the department as the vacancy to be filled. Individual names may be removed from the Recall List by the Talent Attraction and Development representative, for any of the following reasons:

a. The expiration of two (2) yearsone (1) year from the date of placement on the List.

b. Reemployment with the City in a regular full-time position in a department other than that from which the employee was laid off.

c. Failure to respond within fourteen (14) calendar days of mailing of a certified letter regarding availability for employment.

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d. Failure to report to work within fourteen (14) calendar days of mailing of a certified letter containing a notice of reinstatement to a position absent mitigating circumstances.

e. Request in writing to the City Manager to be removed from the List.

Status on Re-employment 7.2.6

A regular employee who has been laid off or terminated in lieu of reassignment and is reemployed in a regular position within two (2) years from the date of his/her layoff or termination shall be entitled to:

a. Restoration of seniority accrued prior to and during layoff.

b. Credit for all service prior to layoff for the purpose of determining the rate of accrual of vacation leave.

c. Placement in the salary range as if the employee had been on a leave of absence without pay if he/she is reinstated to the same job classification in the same department from which he/she was laid off or terminated.

SECTION 7.3 ABANDONMENT OF EMPLOYMENT

Determination and Notification 7.3.1

When an employee has been absent without authorization from work for more than three workdays, and in the opinion of the Department Head the employee has abandoned his/her position, the Department Head shall notify the City Manager. The City Manager, or designee, shall notify the employee that the City has determined he/she has abandoned his/her position and that the employee has four working days upon receipt of the notice to contact the City regarding his/her intent to return to work. The notice shall also advise the employee that failure to contact the City within the four-day period shall be deemed an automatic resignation effective on the eighth day. Such notice shall be in writing and sent by certified mail or personal service to the last address listed in the employee’s personnel records. If the City is unable to secure delivery to the employee by certified mail or personal service, the City shall make a record of its attempts to deliver the notice to the employee and shall send the notice via regular U.S. mail, via overnight delivery, and/or via personal email address that has been provide to the City.

Employee’s Response 7.3.2

Where an employee fails to respond within four working days to the notice of abandonment of position, the employee may be considered to have abandoned his/her position of employment with the City. Abandonment of position shall constitute an automatic resignation from the City service.

If the employee contacts the City within the four-day period, the employee may still be subject to disciplinary action.

Circumstances When Abandonment Occurs 7.3.3

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Abandonment of position may include, but is not limited to:

a. Where an employee fails to return to his/her employment upon conclusion of any authorized leave of absence;

b. Where an employee fails to properly notify by telephone, verbally, or in writing his/her immediate Supervisor of absence due to sickness or injury, except as otherwise required by law;

c. Where an employee fails to appear for work without notification or express agreement between the Supervisor and the employee as to the use of any leave time set forth under the City’s personnel policies, except as otherwise required by law;

d. Where an employee fails to keep his/her immediate Supervisor reasonably apprised of disability status.

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OPTIONAL COMPLAINT FORM FOR REPORTS OF HARASSMENT, DISCRIMINATION AND RETALIATION

It is the City of Eastvale’s policy to investigate fairly, timely and thoroughly all complaints of harassment, discrimination, and retaliation and to take appropriate action. If you wish, use this form to document your complaint, and submit it to Talent Attraction and Development or to the City Manager.

Your Name: Date:

The person(s) involved in the complaint are:

The events involved in the complaint include (please include all relevant dates; attach additional sheets if necessary):

It may become necessary to disclose your identity and/or complaint, as well as to conduct a formal investigation. Should such disclosure become necessary, it will be only to persons who have a need to know your identity or the details and nature of the complaint. Confidentiality will be preserved to the best extent possible.

If you have any questions regarding how to file a complaint, please contact Talent Attraction and Development or the City Manager for assistance.

Revised: July 31, 2017

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City of Eastvale Talent Attraction and Development Department REQUEST TO ENGAGE IN OUTSIDE EMPLOYMENT

Name Job Title Date

Department Division

Secondary Employer Information

Outside Employer’s Name Outside Employer’s Address Telephone No.

Outside Employer’s Worker’s Comp. Insurance Carrier

Certificate No. Expiration Date

A COPY OF THE CERTIFICATE OF INSURANCE MUST BE ATTACHED TO THIS FORM

Self-Employment Information

Name of Business Address of Business Business Telephone No.

Business Tax License No. Date of Issuance

Type of outside employment and description of duties:

THIS PORTION SHOULD BE FILLED OUT WHETHER YOU ARE SELF-EMPLOYED OR EMPLOYED BY SOMEONE ELSE

_ _

Number of hours per week Duration of job Weeks Months

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I hereby request permission to engage in outside employment during my off-duty hours or vacation time. In requesting this permission, I understand and agree to the following conditions:

1. That my outside employment will not interfere with my regular City job and that I will respond immediately if recalled

to duty with the City. 2. That the nature of my outside employment is such that there will be no conflict of interest with my City employment. 3. That the City of Eastvale will not be subject to claim or be held liable for any damages, injuries, or illnesses incurred

through my outside job. 4. That this permission may be revoked at any time and will be automatically revoked upon a significant change in hours or

duties or upon termination of my employment with the above employer and that I will notify the City if such should occur.

Employee’s Signature Printed Name Date

APPROVALS:

Department Head/Date Talent Attraction and Development Director/Date

City Manager/Date

THIS FORM WILL NOT BE ACCEPTED UNLESS ALL APPLICABLE PORTIONS ARE COMPLETED 2-26-17

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CITY OF EASTVALE

TELECOMMUTING AGREEMENT

I have read and understand the Telecommuting Policy within the City’s Personnel Manual, and agree to the duties, obligations, responsibilities and conditions for telecommuters described in that document. I understand that I remain subject to all City of Eastvale policies, including, but not limited

to, use of technology, confidentiality, sexual harassment and workplace safety.

I agree that, among other things, I am responsible for establishing specific telecommuting work hours, furnishing and maintaining my remote work space in a safe manner, employing appropriate telecommuting security measures and protecting company assets, information, and systems.

I understand that telecommuting is voluntary and I may stop telecommuting at any time. I also understand that the City of Eastvale may at any time change any or all of the conditions under which I am permitted to telecommute, or withdraw permission to telecommute.

Work Schedule

I will be telecommuting on the following days: (check all that apply)

Monday Tuesday Wednesday Thursday Friday Saturday Sunday

I am a non-exempt employee and will be telecommuting during the following hours. I understand

that I must report to my supervisor when I check in for the day, when I leave for the day, and at all mandatory breaks so my hours will be properly recorded:

I am an exempt employee.

July 31, 2017 Page 1 of 3

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City of Eastvale Equipment

The City of Eastvale has supplied me with the following equipment. I understand that I am responsible for immediately reporting any malfunctions. I further understand that I am solely responsible for any damages that may occur to this equipment. At the termination of this Agreement, or upon request of the City, I agree to immediately return this equipment or reimburse the City for the value of this equipment. I will only use the equipment for work related activities:

Item Date

Issued Identification# (Serial #) Date

Returned

Condition

Acceptable

Yes No

Yes No

Yes No

Yes No

Yes No

Yes No

Contact Information

While working, I will be available by (check all that apply and fill in appropriate contact information:

Telephone

E-mail

Cellular Phone

Staff Assistance and Communication

While telecommuting, I will require regular assistance of the following staff:

July 31, 2017 Page 2 of 3

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I intend to communicate with staff in the following manner:

I intend to communicate with my supervisor in the following manner:

City of Eastvale Covered Costs

The City of Eastvale will cover the following costs. I understand that all other expenses related to

telecommuting are my responsibility.

My signature below affirms that I have reviewed the Telecommuting Policy and the contents of

this Telecommuting Agreement with my supervisor and understand their contents. I understand

that this Agreement may be altered or terminated at any time.

Date Employee Signature

Date Employee Printed Name

Date Department Head’s Signature

Date City Manager’s Signature

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Treasurer’s Report: December 2020

Prepared By: Amanda Wells, Finance Director/City Treasurer

Recommended Action(s)Staff recommends that the City Council receive and file the City Treasurer’s Report.

SummaryIn accordance with the City of Eastvale’s Investment Policy, adopted September 9, 2020, the CityTreasurer is required to submit a quarterly treasurer’s report to the City Council. The report shallinclude types of investments, credit ra ngs, ins tu ons involved, dates of purchases, dates ofmaturity, amount of deposits or cost of the security, current market value of the securi es, interestrates, investment fund balances, and a statement as to whether investments are in compliance withthe Investment Policy and whether there are sufficient funds to meet the City’s cash obliga ons forthe next six months.

BackgroundThe Schedule of Investments includes a breakdown of the City’s investments by “Ac ve” or“Inac ve” Deposits. “Ac ve Deposits” are those accounts which receive revenues, whereas“Inac ve Deposits” are available for use but are not earning revenues. Detail reports for the PFMManaged Investment Por olio, with all supplemental informa on required by the City’s investmentpolicy, are included in the report. The Dash Board Report Card, consists of two sections: I. Por olio Diversifica on – This sec on reflects the diversifica on of the City of Eastvale’s por olioby both type of instrument and length of maturity.


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II. Por olio Performance Measures – This sec on compares budget to actuals in for interestearnings. Also included is a cash breakdown report per the City’s fund balance reserve policyshowing funds restricted, commi ed, designated, and unassigned as of December 31, 2020 and theinvestment income received at December 31, 2020, broken down by fund. The City of Eastvale’sSchedule of Investments complies with the City’s Investment Policy. The City has sufficient funds tomeet its expenditure requirements for the next six months. Total cash and investments atDecember 31, 2020 is $ $74,815,173 (book value). Net investment income received for fiscal year 2020-21 through December 31, 2020 is$ $553,851. The net yield on investments is 1.090%.


Strategic Plan Action - Priority Level: N/A | Target #: 5 | Goal #: 1Enhance transparency e.g. “open government.”

Fiscal ImpactNot applicable.

Prior City Council/Commission ActionNot applicable.

Attachment(s)Attachment 1 - December 2020 Investment Report Attachment 2 - December 2020 PFM Statement


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https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/793808/20201231_Investment_Report.pdf

https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/793812/Statement_PFM.pdf

Institution Par Value

Book Value Price

@ Cost

(Fair Value) Market

Value Yield

Money Market Accounts:

Citizens Business Bank - Money Market 3,002,009$ 3,002,009$ 3,002,009$ 0.200%

First American Govt Oblig Fund CI Y 205,140 205,140 205,140 0.010%

Total Money Market 3,207,149$ 3,207,149$ 3,207,149$ 0.188%

Pooled Investment Accounts:

CAMP Pool 10,365,852$ 10,365,852$ 10,365,852$ 0.120%

Local Agency Investment Fund* 3,327,669 3,327,669 3,341,361 0.576%

Total Pooled Investment 13,693,520$ 13,693,520$ 13,707,212$ 0.231%

PFM Managed Investment Portfolio:

U.S. Treasury Bond / Note 9,500,000$ 9,509,540$ 10,006,779$ 2.030%

Supra-National Agency Bond / Note 1,200,000 1,199,110 1,210,322 2.210%

Municipal Bond / Note 1,570,000 1,575,939 1,609,390 1.120%

Federal Agency Collaterized Mortgage 1,248,129 1,260,352 1,286,381 2.410%

Asset-Back Security / Collateralized 1,547,035 1,546,944 1,570,679 2.670%

Certificate of Deposit 2,920,000 2,920,000 2,969,818 1.840%

Federal Agency Bond / Note 12,665,000 12,663,092 12,887,659 0.940%

Corporate Note 6,670,000 6,733,661 6,949,094 2.270%

Total PFM Managed Investments 37,320,164$ 37,408,638$ 38,490,122$ 1.696%

ACTIVE DEPOSITS TOTAL 54,220,833$ 54,309,307$ 55,404,484$ 1.238%

Checking Account:

Citizens Business Bank - General Account 20,498,048$ 20,498,048$ 20,498,048$ 0.000%

Citizens Business Bank - HdL Holding 7,817$ 7,817$ 7,817$ 0.000%

Total Inactive Deposits 20,505,865$ 20,505,865$ 20,505,865$ 0.000%

INACTIVE DEPOSITS TOTAL 20,505,865$ 20,505,865$ 20,505,865$

GRAND TOTAL CASH 74,726,699$ 74,815,173$ 75,910,349$

*yield as of the prior quarter end

CITY OF EASTVALESchedule of Investments

Fiscal Year 2020-21 as of December 31, 2020

Per Government Code requirements, the Investment Report is in compliance with the City of

Eastvale's Investment Policy, and there are adequate funds available to meet

budgeted and actual expenditures for the next six months.

ACTIVE DEPOSITS

INACTIVE DEPOSITS

308

I. PORTFOLIO DIVERSIFICATION

DIVERSIFICATION BY INSTRUMENTMoney Market 5.91%LAIF 6.13%CAMP Pool 19.09%Certificates of Deposit 5.38%U.S. Treasury Bond/ Note 17.51%Supra-National Agency Bond/Note 2.21%Municipal Bond / Note 2.90%Federal Agency Collaterized Mortgage 2.32%Asset-Backed Security/ Collateralized 2.85%Federal Agency Bond/ Note 23.32%Corporate Note 12.40%

100.00%

DIVERSIFICATION BY MATURITY (PFM PORTFOLIO ONLY)Less Than 90 Days 21.93%90 days to Six Months (26 Weeks) 1.43%Six Months to One Year (52 Weeks) 3.64%One to Two Years (104 Weeks) 14.44%Two to Three Years (156 Weeks) 28.31%Three to Four Years (208 Weeks) 11.20%Four to Five Years 19.05%Five Years + 0.00%

100.00%

II. PORTFOLIO PERFORMANCE MEASURES

Yield at Cost - December 31, 2020 1.238%

Annual Investment Income Budget 756,379$

Investment Income Received: Money Market 15$ LAIF 19,123 CAMP Pool 12,092 Certificate of Deposits - U.S. Treasury Bond/ Note 128,103 Federal Agency Bond/ Note 77,388 Asset-Backed Security/ Collateralized 84,180 Corporate Note 73,685 Supra-National Agency Bond/Note 18,764 Realized Gain/ (Loss) 160,523 Total Investment Income Received-YTD 12/31/2020 573,873 Less Investment Fees Paid: Trust Fees-U.S. Bank (2,590) Mgmt Fee-PFM (17,433) Total Investment Fees Paid-YTD 12/31/2020 (20,023)

Net Investment Income Received-YTD 12/31/2020 553,851$

Over/(Under) Annual Budget (202,529)$

% of Annual Budget 73.224%

Net Yield Annualized at Cost - December 31, 2020 1.090%

CITY OF EASTVALEDash Board Report Card


309

Diversification by Maturity

Diversification by Investment

CITY OF EASTVALEDash Board Report Card


CAMP Pool20%

Local Agency Investment Fund*

6%

U.S. Treasury Bond / Note19%

Supra-National Agency Bond / Note

2%

Municipal Bond / Note3%

Federal Agency Collaterized Mortgage

3%

Asset-Back Security / Collateralized

3%

Certificate of Deposit

6%

Federal Agency Bond / Note

25%

Corporate Note13%

0%

5%

10%

15%

20%

25%

30%

0 - 0.25 0.25 - 0.50 0.50 - 1 1 - 2 2 - 3 3 - 4 4 - 5 + 5 +

% o

f P

ort

folio

Maturity in Years

310

Schedule of Investments - December 31, 2020

Money Market Accounts 3,207,149$

Pooled Investment Accounts 13,693,520$

PFM Managed Investments 37,408,638$

Checking Account 20,505,865$

Grand Total Cash - December 31, 2020 74,815,173$

Breakdown of Total Cash at December 31, 2020

Restricted Funds (Non-Discretionary Per Law) 29,838,796$

Committed (Per Formal Action of City Council) 10,500,000

Designated/ Assigned (Per City's Intent): -

Fire Operations/ Improvements

(Per FY 20-21 Budget) 9,576,930

General Fund Emergency Contingency:

To meet City's cash obligations

for the next six months

General Fund Adopted Budget

Expenditures-FY 2020-21 (Per Fund Balance Reserve Policy) 11,840,728

Total Designated/ Assigned 21,417,658

Unassigned 13,058,719

Grand Total Cash - December 31, 2020 74,815,173

CITY OF EASTVALECash Breakdown per Fund Balance Reserve Policy


311

Yield at Cost - December 31, 2020 1.238%

Annual Investment Income Budget 756,379$

Investment Income Received YTD:

Money Market (CBB) 2,516$

Money Market (PFM) 15

LAIF 19,123

CAMP Pool 12,092

Certificate of Deposits -

U.S. Treasury Bond/ Note 128,103

Federal Agency Bond/ Note 77,388

Asset-Backed Security/ Collateralized 84,180

Corporate Note 73,685

Supra-National Agency Bond/Note 18,764

Realized Gain/ (Loss) 160,523

Total Investment Income Received-YTD 12/31/2020 573,873

Less Investment Fees Paid:

Trust Fees-U.S. Bank (2,590)

Mgmt Fee-PFM (17,433)

Total Investment Fees Paid-YTD 12/31/2020 (20,023)

Net Investment Income Received-YTD 12/31/2020 553,851$

Over/(Under) Annual Budget (202,529)$

% of Annual Budget 73.224%

Net Yield Annualized at Cost - December 31, 2020 1.090%

CITY OF EASTVALEInvestment Income


312

CITY OF EASTVALE

ACCOUNT STATEMENT

For the Month Ending

October 31, 2020

Customer Service

PO Box 11813

Harrisburg, PA 17108-1813

Contents

Cover/Disclosures

Summary Statement

Individual Accounts

CITY OF EASTVALE

AMANDA WELLS

12363 LIMONITE AVE

SUITE 910

EASTVALE, CA 91732

Client Management Team

Accounts included in Statement

20240100 CITY OF EASTVALE - INVESTMENT PORTFOLIO

www.pfm.comOnline Access 1-717-232-2723Customer Service

Sarah Meacham

Managing Director

601 South Figueroa, Suite 4500

Los Angeles, CA 90017

213-489-4075

[email protected]

Richard Babbe, CCM

Senior Managing Consultant

601 South Figueroa, Suite 4500

Los Angeles, CA 90017

949-230-6896

[email protected]

313

For the Month Ending October 31, 2020

Account Statement

Important Disclosures

Important Disclosures365 and dividing the result by 7. The yields quoted should not be

considered a representation of the yield of the fund in the future, since

the yield is not fixed.

Average maturity represents the average maturity of all securities and

investments of a portfolio, determined by multiplying the par or

principal value of each security or investment by its maturity (days or

years), summing the products, and dividing the sum by the total

principal value of the portfolio. The stated maturity date of mortgage

backed or callable securities are used in this statement. However the

actual maturity of these securities could vary depending on the level or

prepayments on the underlying mortgages or whether a callable

security has or is still able to be called.

Monthly distribution yield represents the net change in the value of one

share (normally $1.00 per share) resulting from all dividends declared

during the month by a fund expressed as a percentage of the value of

one share at the beginning of the month. This resulting net change is

then annualized by multiplying it by 365 and dividing it by the number of

calendar days in the month.

YTM at Cost The yield to maturity at cost is the expected rate of return,

based on the original cost, the annual interest receipts, maturity value

and the time period from purchase date to maturity, stated as a

percentage, on an annualized basis.

YTM at Market The yield to maturity at market is the rate of return,

based on the current market value, the annual interest receipts,

maturity value and the time period remaining until maturity, stated as a

percentage, on an annualized basis.

Managed Account A portfolio of investments managed discretely by

PFM according to the client’s specific investment policy and

requirements. The investments are directly owned by the client and

held by the client’s custodian.

Unsettled Trade A trade which has been executed however the final

consummation of the security transaction and payment has not yet

taken place.

Please review the detail pages of this statement carefully. If you think

your statement is wrong, missing account information, or if you need

more information about a transaction, please contact PFM within 60

days of receipt. If you have other concerns or questions regarding your

account you should contact a member of your client management team

or PFM Service Operations at the address below.

PFM Asset Management LLC

Attn: Service Operations

213 Market Street

Harrisburg, PA 17101

This statement is for general information purposes only and is not

intended to provide specific advice or recommendations. PFM Asset

Management LLC (“PFM”) is an investment advisor registered with the

Securities and Exchange Commission, and is required to maintain a

written disclosure statement of our background and business experience.

If you would like to receive a copy of our current disclosure statement,

please contact Service Operations at the address below.

Proxy Voting PFM does not normally receive proxies to vote on behalf of

its clients. However, it does on occasion receive consent requests. In the

event a consent request is received the portfolio manager contacts the

client and then proceeds according to their instructions. PFM’s Proxy

Voting Policy is available upon request by contacting Service Operations

at the address below.

Questions About an Account PFM’s monthly statement is intended to

detail our investment advisory activity as well as the activity of any

accounts held by clients in pools that are managed by PFM. The custodian

bank maintains the control of assets and executes (i.e., settles) all

investment transactions. The custodian statement is the official record of

security and cash holdings and transactions. PFM recognizes that clients

may use these reports to facilitate record keeping and that the custodian

bank statement and the PFM statement should be reconciled and

differences resolved. Many custodians use a settlement date basis which

may result in the need to reconcile due to a timing difference.

Account Control PFM does not have the authority to withdraw funds from

or deposit funds to the custodian. Our clients retain responsibility for their

internal accounting policies; implementing and enforcing internal controls

and generating ledger entries or otherwise recording transactions.

Market Value Generally, PFM’s market prices are derived from closing

bid prices as of the last business day of the month as supplied by Refinitiv

or Bloomberg. Where prices are not available from generally recognized

sources the securities are priced using a yield-based matrix system to

arrive at an estimated market value. Prices that fall between data points

are interpolated. Non-negotiable FDIC-insured bank certificates of deposit

are priced at par. Although PFM believes the prices to be reliable, the

values of the securities do not always represent the prices at which the

securities could have been bought or sold. Explanation of the valuation

methods for a registered investment company, local government

investment program,or TERM funds is contained in the appropriate fund

offering documentation or information statement.

Amortized Cost The original cost of the principal of the security is

adjusted for the amount of the periodic reduction of any discount or

premium from the purchase date until the date of the report. Discount or

premium with respect to short term securities (those with less than one

year to maturity at time of issuance) is amortized on a straightline basis.

Such discount or premium with respect to longer term securities is

amortized using the constant yield basis.

Tax Reporting Cost data and realized gains / losses are provided for

informational purposes only. Please review for accuracy and consult your

tax advisor to determine the tax consequences of your security transactions.

PFM does not report such information to the IRS or other taxing authorities

and is not responsible for the accuracy of such information that may be

required to be reported to federal, state or other taxing authorities.

Financial Situation In order to better serve you, PFM should be promptly

notified of any material change in your investment objective or financial

situation.

Callable Securities Securities subject to redemption prior to maturity may

be redeemed in whole or in part before maturity, which could affect the yield

represented.

Portfolio The securities in this portfolio, including shares of mutual funds,

are not guaranteed or otherwise protected by PFM, the FDIC (except for

certain non-negotiable certificates of deposit) or any government agency.

Investment in securities involves risks, including the possible loss of the

amount invested. Actual settlement values, accrued interest, and amortized

cost amounts may vary for securities subject to an adjustable interest rate

or subject to principal paydowns. Any changes to the values shown may be

reflected within the next monthly statement’s beginning values.

Rating Information provided for ratings is based upon a good faith inquiry of

selected sources, but its accuracy and completeness cannot be guaranteed.

Shares of some money market and TERM funds are marketed through

representatives of PFM's wholly owned subsidiary, PFM Fund Distributors,

Inc. PFM Fund Distributors, Inc. is registered with the SEC as a

broker/dealer and is a member of the Financial Industry Regulatory

Authority (“FINRA”) and the Municipal Securities Rulemaking Board

(“MSRB”). You may reach the FINRA by calling the FINRA Regulator Public

Disclosure Hotline at 1-888-289-9999 or at the FINRA Regulation Internet

website address www.nasd.com. A brochure describing the FINRA

Regulation Public Disclosure Program is also available from the FINRA

upon request.

Key Terms and Definitions

Dividends on money market funds consist of interest earned, plus any

discount ratably amortized to the date of maturity, plus all realized gains and

losses on the sale of securities prior to maturity, less ratable amortization of

any premium and all accrued expenses to the fund. Dividends are accrued

daily and may be paid either monthly or quarterly. The monthly earnings on

this statement represent the estimated dividend accrued for the month for

any program that distributes earnings on a quarterly basis. There is no

guarantee that the estimated amount will be paid on the actual distribution

date.

Current Yield is the net change, exclusive of capital changes and income

other than investment income, in the value of a hypothetical fund account

with a balance of one share over the seven-day base period including the

statement date, expressed as a percentage of the value of one share

(normally $1.00 per share) at the beginning of the seven-day period. This

resulting net change in account value is then annualized by multiplying it by

314

For the Month Ending October 31, 2020

Account Statement

Consolidated Summary Statement

CITY OF EASTVALE

Investment Allocation

Investment Type Closing Market Value Percent

1,814,217.23 3.71 Asset-Backed Security

3,672,030.24 7.52 Certificate of Deposit

6,960,210.38 14.25 Corporate Note

1,306,157.16 2.67 Federal Agency Collateralized Mortgage Obligation

11,782,148.89 24.12 Federal Agency Bond / Note

1,597,605.35 3.27 Municipal Bond / Note

933,753.57 1.91 Supra-National Agency Bond / Note

10,425,085.90 21.34 U.S. Treasury Bond / Note

10,363,632.47 21.21 CAMP Pool

$48,854,841.19 Total 100.00%

Portfolio Summary

and Income

Closing

Market ValuePortfolio Holdings

Cash Dividends

PFM Managed Account 116,140.60 38,491,208.72

CAMP Pool 0.00 10,363,632.47

$116,140.60 $48,854,841.19 Total

Maturity Distribution (Fixed Income Holdings)

Portfolio Holdings Closing Market Value Percent

11,064,159.57

0.00

0.00

1,050,792.26

1,435,554.16

6,579,672.81

11,801,084.40

7,105,386.35

9,818,191.64

0.00

22.64

0.00

0.00

2.15

2.94

13.47

24.16

14.54

20.10

0.00

Under 30 days

31 to 60 days

61 to 90 days

91 to 180 days

181 days to 1 year

1 to 2 years

2 to 3 years

3 to 4 years

4 to 5 years

Over 5 years

Total $48,854,841.19

820

100.00%

Weighted Average Days to Maturity

Sector Allocation

3.71%ABS

7.52%Cert of Deposit

14.25%Corporate Note

2.67%Fed Agency CMO

24.12%

Fed Agy Bond /Note

3.27%Muni Bond / Note

1.91%

Supra-NationalAgency Bond / Note

21.34%US TSY Bond / Note

21.21%CAMP Pool

Summary Page 1

315

For the Month Ending October 31, 2020Managed Account Summary Statement

CITY OF EASTVALE - INVESTMENT PORTFOLIO - 20240100

Total Cash Basis Earnings

Plus Net Realized Gains/Losses

Less Purchased Interest Related to Interest/Coupons

Interest/Dividends/Coupons Received

Earnings Reconciliation (Cash Basis) - Managed Account

Less Beginning Accrued Interest

Less Beginning Amortized Value of Securities

Less Cost of New Purchases

Plus Coupons/Dividends Received

Plus Proceeds of Maturities/Calls/Principal Payments

Plus Proceeds from Sales

Ending Accrued Interest

Ending Amortized Value of Securities

Earnings Reconciliation (Accrual Basis)

$38,586,245.37

(464,385.22)

(1,439,662.29)

1,746,499.00

145,000.00

(82,488.14)

$38,491,208.72

60,000.91

(2,022.02)

58,161.71

$116,140.60

Total

37,397,684.81

153,650.30

1,445,767.88

467,115.33

51,165.21

(1,893,521.02)

(37,364,217.62)

(154,420.22)

Total Accrual Basis Earnings $103,224.67

Closing Market Value

Change in Current Value

Unsettled Trades

Principal Acquisitions

Principal Dispositions

Maturities/Calls

Opening Market Value

Transaction Summary - Managed Account

_________________

_________________

_______________________________________________ _______________________________________________ Reconciling Transactions

Net Cash Contribution

Security Purchases

Principal Payments

Coupon/Interest/Dividend Income

Sale Proceeds

Maturities/Calls

Cash Transactions Summary - Managed Account

347,730.11

1,445,767.88

51,165.21

119,385.22

(1,748,521.02)

(426.86)

0.00

Cash Balance

$249,906.15 Closing Cash Balance

Account 20240100 Page 1

316

For the Month Ending October 31, 2020Portfolio Summary and Statistics


Account Summary

Percent Par Value Market ValueDescription

U.S. Treasury Bond / Note 9,880,000.00 10,425,085.90 27.08

Supra-National Agency Bond / Note 920,000.00 933,753.57 2.43

Municipal Bond / Note 1,570,000.00 1,597,605.35 4.15

Federal Agency Collateralized Mortgage

Obligation

1,264,210.40 1,306,157.16 3.39

Federal Agency Bond / Note 11,580,000.00 11,782,148.89 30.62

Corporate Note 6,670,000.00 6,960,210.38 18.08

Certificate of Deposit 3,620,000.00 3,672,030.24 9.54

Asset-Backed Security 1,784,601.51 1,814,217.23 4.71

Managed Account Sub-Total 37,288,811.91 38,491,208.72 100.00%

Accrued Interest 153,650.30

Total Portfolio 37,288,811.91 38,644,859.02

Unsettled Trades 145,000.00 145,000.00

Sector Allocation

4.71%ABS

9.54%Cert of Deposit

18.08%Corporate Note

3.39%Fed Agency CMO

30.62%

Fed Agy Bond /Note

4.15%Muni Bond / Note

2.43%

Supra-NationalAgency Bond / Note

27.08%US TSY Bond / Note

0 - 6 Months 6 - 12 Months 1 - 2 Years 2 - 3 Years 3 - 4 Years 4 - 5 Years Over 5 Years

4.55%3.73%

17.09%

30.66%

18.46%

25.51%

0.00%

Maturity Distribution Characteristics

Yield to Maturity at Cost

Yield to Maturity at Market

Weighted Average Days to Maturity 1041

1.76%

0.51%


317

For the Month Ending October 31, 2020Managed Account Issuer Summary


Credit Quality (S&P Ratings)

6.04%A

3.75%A+

4.82%A-

3.46%A-1

3.31%AA

62.77%AA+

5.77%AA-

7.09%AAA

1.75%BBB+

1.24%NR

Issuer Summary

Percentof HoldingsIssuer

Market Value

102,959.30 0.27 ADOBE INC

271,605.50 0.71 ALLY AUTO RECEIVABLES TRUST

505,812.00 1.31 AMERICAN HONDA FINANCE

502,657.68 1.31 APPLE INC

285,380.19 0.74 BANK OF AMERICA CO

286,649.50 0.74 BRISTOL-MYERS SQUIBB CO

381,733.20 0.99 CALIFORNIA ST

101,996.96 0.26 CAPITAL ONE PRIME AUTO REC TRUST

256,507.41 0.67 CARMAX AUTO OWNER TRUST

353,619.48 0.92 CITIGROUP INC

283,081.96 0.74 CREDIT AGRICOLE SA

290,380.19 0.75 CREDIT SUISSE GROUP RK

279,742.41 0.73 DNB ASA

6,486,075.44 16.85 FANNIE MAE

279,507.20 0.73 FEDERAL FARM CREDIT BANKS

1,035,980.00 2.69 FEDERAL HOME LOAN BANKS

288,078.00 0.75 FLORIDA ST HURRICAN CAT FUND

5,286,743.41 13.73 FREDDIE MAC

321,188.83 0.83 GOLDMAN SACHS GROUP INC

131,380.75 0.34 HOME DEPOT INC

316,791.00 0.82 HONDA AUTO RECEIVABLES

208,862.05 0.54 HYUNDAI AUTO RECEIVABLES

513,440.50 1.33 IBM CORP

419,564.59 1.09 INTER-AMERICAN DEVELOPMENT BANK

514,188.98 1.34 INTL BANK OF RECONSTRUCTION AND DEV

358,239.64 0.93 JP MORGAN CHASE & CO

145,000.00 0.38 LOS ANGELES CA CMNTY CLG DIST

99,859.00 0.26 MARYLAND ST

131,839.70 0.34 MERCEDES-BENZ AUTO RECEIVABLES

199,158.00 0.52 MISSISSIPPI STATE

348,145.71 0.90 MITSUBISHI UFJ FINANCIAL GROUP INC

364,694.70 0.95 NATIONAL RURAL UTILITIES CO FINANCE CORP


318

For the Month Ending October 31, 2020Managed Account Issuer Summary


Percentof HoldingsIssuer

Market Value

418,767.38 1.09 NISSAN AUTO RECEIVABLES

539,930.48 1.40 NORDEA BANK ABP

371,816.35 0.97 NOVARTIS AG

254,127.90 0.66 OREGON STATE

645,951.00 1.68 PFIZER INC

104,273.00 0.27 SAN DIEGO CA CMNTY CLG DIST

570,884.66 1.48 SKANDINAVISKA ENSKILDA BANKEN AB

368,839.80 0.96 SOCIETE GENERALE

290,497.93 0.75 SUMITOMO MITSUI FINANCIAL GROUP INC

700,527.10 1.82 SWEDBANK AB

553,435.20 1.44 THE BANK OF NEW YORK MELLON CORPORATION

404,839.75 1.05 TOYOTA MOTOR CORP

185,588.64 0.48 TRUIST FIN CORP

520,164.50 1.35 UNITED PARCEL SERVICE INC

10,425,085.90 27.09 UNITED STATES TREASURY

125,376.25 0.33 UNIVERSITY OF CALIFORNIA

660,239.60 1.72 WAL-MART STORES INC

$38,491,208.72 Total 100.00%


319

For the Month Ending October 31, 2020Managed Account Detail of Securities Held


Dated Date/Coupon/Maturity CUSIP Rating Rating Date Date Cost at Cost Interest Cost Value

Security Type/Description S&P Moody's Original YTM Accrued Amortized MarketTrade Settle

Par

U.S. Treasury Bond / Note

US TREASURY N/B NOTES

DTD 10/31/2017 2.000% 10/31/2022

373,218.77 354,664.94 19.89 347,990.63 05/04/1805/02/18AaaAA+ 360,000.00 9128283C2 2.80

US TREASURY NOTES

DTD 11/15/2012 1.625% 11/15/2022

751,671.88 729,704.51 5,479.96 729,572.26 12/04/1912/02/19AaaAA+ 730,000.00 912828TY6 1.65

US TREASURY NOTES

DTD 02/01/2016 1.750% 01/31/2023

517,656.25 487,598.13 2,211.28 476,132.82 10/04/1810/02/18AaaAA+ 500,000.00 912828P38 2.93

US TREASURY NOTES

DTD 02/29/2016 1.500% 02/28/2023

412,250.00 389,225.10 1,027.63 378,437.50 07/05/1807/02/18AaaAA+ 400,000.00 912828P79 2.74

US TREASURY NOTES

DTD 02/29/2016 1.500% 02/28/2023

412,250.00 391,251.28 1,027.63 384,656.25 01/31/1901/30/19AaaAA+ 400,000.00 912828P79 2.50

US TREASURY NOTES

DTD 08/01/2016 1.250% 07/31/2023

164,624.99 155,700.73 505.44 153,225.00 04/04/1904/02/19AaaAA+ 160,000.00 912828S92 2.28

US TREASURY NOTES

DTD 08/01/2016 1.250% 07/31/2023

535,031.23 504,004.69 1,642.66 493,979.69 02/12/1902/08/19AaaAA+ 520,000.00 912828S92 2.44

US TREASURY NOTES

DTD 08/31/2016 1.375% 08/31/2023

666,466.37 638,459.06 1,518.96 635,375.39 07/03/1907/01/19AaaAA+ 645,000.00 9128282D1 1.75

US TREASURY NOTES

DTD 10/01/2018 2.875% 09/30/2023

215,531.24 203,469.31 505.49 205,257.81 05/03/1905/01/19AaaAA+ 200,000.00 9128285D8 2.25

US TREASURY NOTES

DTD 11/30/2016 2.125% 11/30/2023

926,406.25 865,929.09 7,823.60 861,054.69 03/08/1903/07/19AaaAA+ 875,000.00 912828U57 2.48

US TREASURY NOTES

DTD 11/30/2016 2.125% 11/30/2023

947,581.25 884,922.95 8,002.42 878,987.89 01/09/1901/07/19AaaAA+ 895,000.00 912828U57 2.52

US TREASURY N/B

DTD 12/31/2018 2.625% 12/31/2023

69,935.94 65,124.17 574.93 65,192.97 01/31/1901/30/19AaaAA+ 65,000.00 9128285U0 2.56


DTD 05/01/2017 2.000% 04/30/2024

535,852.37 506,630.29 27.90 507,288.28 06/05/1906/03/19AaaAA+ 505,000.00 912828X70 1.90

US TREASURY N/B

DTD 07/31/2017 2.125% 07/31/2024

379,572.67 359,123.08 1,906.44 360,491.41 08/05/1908/01/19AaaAA+ 355,000.00 9128282N9 1.80


320





Par



DTD 08/31/2017 1.875% 08/31/2024

106,078.12 102,000.58 321.13 102,605.47 09/05/1909/03/19AaaAA+ 100,000.00 9128282U3 1.33

US TREASURY NOTES

DTD 10/02/2017 2.125% 09/30/2024

771,525.00 736,856.27 1,345.05 741,515.63 10/03/1910/01/19AaaAA+ 720,000.00 9128282Y5 1.50

US TREASURY N/B

DTD 10/31/2017 2.250% 10/31/2024

377,234.38 359,169.76 21.75 361,443.36 11/05/1911/01/19AaaAA+ 350,000.00 9128283D0 1.57

UNITED STATES TREASURY NOTES

DTD 01/02/2018 2.250% 12/31/2024

1,485,429.69 1,409,069.23 10,424.59 1,415,766.60 01/07/2001/03/20AaaAA+ 1,375,000.00 9128283P3 1.63

US TREASURY N/B

DTD 02/17/2015 2.000% 02/15/2025

776,769.50 759,810.55 3,073.37 765,186.53 03/04/2003/02/20AaaAA+ 725,000.00 912828J27 0.85

47,460.12 10,425,085.90 9,902,713.72 2.00 9,864,160.18 9,880,000.00 Security Type Sub-Total


INTER-AMERICAN DEVELOPMENT BANK

NOTE

DTD 04/19/2018 2.625% 04/19/2021

419,564.59 414,859.22 363.13 414,087.00 04/19/1804/12/18AaaAAA 415,000.00 4581X0DB1 2.70

INTL BANK OF RECONSTRUCTION AND DEV

NOTE

DTD 07/25/2018 2.750% 07/23/2021

514,188.98 504,714.84 3,780.49 503,818.30 07/25/1807/18/18AaaAAA 505,000.00 459058GH0 2.83

4,143.62 933,753.57 919,574.06 2.77 917,905.30 920,000.00 Security Type Sub-Total

Municipal Bond / Note

SAN DIEGO CCD, CA TXBL GO BONDS

DTD 10/16/2019 1.996% 08/01/2023

104,273.00 100,000.00 499.00 100,000.00 10/16/1909/18/19AaaAAA 100,000.00 797272QN4 2.00

CA ST TXBL GO BONDS

DTD 10/24/2019 2.400% 10/01/2023

381,733.20 365,330.06 720.00 367,203.60 10/24/1910/16/19Aa2AA- 360,000.00 13063DRJ9 1.87

MD ST TXBL GO BONDS

DTD 08/05/2020 0.510% 08/01/2024

99,859.00 99,973.69 121.83 99,972.00 08/05/2007/23/20AaaAAA 100,000.00 574193TQ1 0.52


321





Par


MS ST TXBL GO BONDS

DTD 08/06/2020 0.565% 11/01/2024

199,158.00 200,000.00 266.81 200,000.00 08/06/2007/24/20Aa2AA 200,000.00 605581MZ7 0.57

OR ST DEPT TRANS TXBL REV BONDS

DTD 09/17/2020 0.566% 11/15/2024

254,127.90 255,000.00 176.40 255,000.00 09/17/2009/11/20Aa1AAA 255,000.00 68607DVA0 0.57

UNIV OF CAL TXBL REV BONDS

DTD 07/16/2020 0.883% 05/15/2025

125,376.25 125,424.32 321.93 125,452.50 07/16/2007/14/20Aa2AA 125,000.00 91412HGE7 0.81

FL ST BOARD OF ADMIN TXBL REV BONDS

DTD 09/16/2020 1.258% 07/01/2025

80,864.00 80,550.72 125.80 80,565.60 09/16/2009/03/20Aa3AA 80,000.00 341271AD6 1.11

FL ST BOARD OF ADMIN TXBL REV BONDS

DTD 09/16/2020 1.258% 07/01/2025

207,214.00 205,000.00 322.36 205,000.00 09/16/2009/03/20Aa3AA 205,000.00 341271AD6 1.26

LOS ANGELES CCD, CA TXBL GO BONDS

DTD 11/10/2020 0.773% 08/01/2025

145,000.00 145,000.00 0.00 145,000.00 11/10/2010/30/20AaaAA+ 145,000.00 54438CYK2 0.77


Federal Agency Collateralized Mortgage Obligation

FNA 2018-M5 A2

DTD 04/01/2018 3.560% 09/01/2021

94,364.35 94,435.96 278.78 95,839.36 04/30/1804/11/18AaaAA+ 93,970.20 3136B1XP4 2.93

FHLMC MULTIFAMILY STRUCTURED P

DTD 05/01/2015 2.791% 01/01/2022

330,210.81 325,905.14 755.90 327,031.25 05/21/1905/16/19AaaAA+ 325,000.00 3137BHXY8 2.54


DTD 11/01/2015 2.716% 06/01/2022

153,213.54 150,187.66 339.50 150,375.00 04/05/1904/02/19AaaAA+ 150,000.00 3137BLUR7 2.63


DTD 12/01/2012 2.307% 08/01/2022

168,888.44 166,470.56 317.21 167,436.33 09/09/1909/04/19AaaAA+ 165,000.00 3137AWQH1 1.78

FHLMC SERIES K721 A2

DTD 12/01/2015 3.090% 08/01/2022

185,307.63 180,620.91 463.50 181,532.81 04/09/1804/04/18AaaAA+ 180,000.00 3137BM6P6 2.88

FANNIEMAE-ACES

DTD 04/01/2014 3.346% 03/01/2024

270,945.49 259,847.26 697.68 262,374.10 12/18/1912/13/19AaaAA+ 250,215.19 3136AJB54 2.14

FHMS KJ27 A1

DTD 11/01/2019 2.092% 07/01/2024

103,226.90 100,023.09 174.38 100,022.60 11/26/1911/20/19AaaAA+ 100,025.01 3137FQ3V3 2.09


322





Par




FREDDIE MAC NOTES (CALLABLE)

DTD 08/06/2020 0.300% 02/06/2023

950,035.15 950,000.00 672.92 950,000.00 08/06/2008/03/20AaaAA+ 950,000.00 3134GWLD6 0.30

FREDDIE MAC NOTES

DTD 05/07/2020 0.375% 05/05/2023

441,601.60 440,721.36 797.50 440,840.40 06/03/2006/02/20AaaAA+ 440,000.00 3137EAER6 0.31

FANNIE MAE NOTES

DTD 05/22/2020 0.250% 05/22/2023

575,301.88 573,526.89 634.90 573,269.25 05/22/2005/20/20AaaAA+ 575,000.00 3135G04Q3 0.35

FREDDIE MAC NOTES

DTD 06/11/2018 2.750% 06/19/2023

1,215,006.30 1,144,736.55 11,495.00 1,148,002.80 01/09/1901/07/19AaaAA+ 1,140,000.00 3137EAEN5 2.58

FREDDIE MAC NOTES

DTD 06/26/2020 0.250% 06/26/2023

515,144.20 513,671.99 447.05 513,496.20 06/26/2006/24/20AaaAA+ 515,000.00 3137EAES4 0.35

FANNIE MAE NOTES

DTD 07/10/2020 0.250% 07/10/2023

735,011.76 733,584.27 566.56 733,419.75 07/10/2007/08/20AaaAA+ 735,000.00 3135G05G4 0.32

FREDDIE MAC NOTES

DTD 08/21/2020 0.250% 08/24/2023

345,005.87 344,671.18 167.71 344,648.10 08/21/2008/19/20AaaAA+ 345,000.00 3137EAEV7 0.28

FANNIE MAE NOTES

DTD 09/14/2018 2.875% 09/12/2023

569,647.18 529,357.39 2,073.99 528,929.40 12/06/1812/03/18AaaAA+ 530,000.00 3135G0U43 2.92

FEDERAL FARM CREDIT BANK (CALLABLE)

DTD 09/21/2020 0.250% 09/21/2023

279,507.20 279,534.17 77.78 279,524.00 10/09/2010/07/20AaaAA+ 280,000.00 3133EMAM4 0.31

FEDERAL HOME LOAN BANKS NOTES

DTD 12/09/2013 3.375% 12/08/2023

542,102.22 504,320.21 6,636.09 509,589.58 01/31/1901/30/19AaaAA+ 495,000.00 3130A0F70 2.72

FANNIE MAE NOTES

DTD 02/08/2019 2.500% 02/05/2024

412,580.25 384,064.32 2,299.31 383,567.80 02/08/1902/07/19AaaAA+ 385,000.00 3135G0V34 2.58

FHLB BONDS

DTD 02/15/2019 2.500% 02/13/2024

117,933.53 109,744.03 595.83 109,610.60 02/15/1902/14/19AaaAA+ 110,000.00 3130AFW94 2.58


323





Par


FEDERAL HOME LOAN BANK NOTES

DTD 04/16/2020 0.500% 04/14/2025

375,944.25 373,342.93 88.54 373,140.00 04/16/2004/15/20AaaAA+ 375,000.00 3130AJHU6 0.60

FANNIE MAE NOTES

DTD 04/24/2020 0.625% 04/22/2025

504,030.00 499,077.86 78.12 498,970.00 04/24/2004/22/20AaaAA+ 500,000.00 3135G03U5 0.67

FANNIE MAE NOTES

DTD 04/24/2020 0.625% 04/22/2025

730,843.50 725,482.97 113.28 725,536.50 05/04/2005/01/20AaaAA+ 725,000.00 3135G03U5 0.61

FANNIE MAE NOTES

DTD 04/24/2020 0.625% 04/22/2025

756,045.00 753,518.92 117.19 753,840.00 06/05/2006/03/20AaaAA+ 750,000.00 3135G03U5 0.52

FANNIE MAE NOTES

DTD 06/19/2020 0.500% 06/17/2025

140,046.06 140,646.27 256.67 140,656.60 10/05/2010/01/20AaaAA+ 140,000.00 3135G04Z3 0.40

FANNIE MAE NOTES

DTD 06/19/2020 0.500% 06/17/2025

575,189.18 573,897.84 1,054.16 573,809.75 06/19/2006/17/20AaaAA+ 575,000.00 3135G04Z3 0.54

FREDDIE MAC NOTES

DTD 07/23/2020 0.375% 07/21/2025

347,916.45 348,353.51 357.29 348,257.00 07/23/2007/21/20AaaAA+ 350,000.00 3137EAEU9 0.48

FANNIE MAE NOTES

DTD 08/27/2020 0.375% 08/25/2025

367,403.71 368,331.06 246.67 368,268.40 08/27/2008/25/20AaaAA+ 370,000.00 3135G05X7 0.47

FANNIE MAE NOTES

DTD 08/27/2020 0.375% 08/25/2025

754,667.08 755,911.66 506.66 755,888.40 10/22/2010/21/20AaaAA+ 760,000.00 3135G05X7 0.49

FREDDIE MAC NOTES

DTD 09/25/2020 0.375% 09/23/2025

531,186.52 533,422.32 200.63 533,389.65 09/25/2009/23/20AaaAA+ 535,000.00 3137EAEX3 0.44


Corporate Note

GOLDMAN SACHS GROUP CORP NOTES

DTD 07/27/2011 5.250% 07/27/2021

321,188.83 315,866.38 4,249.58 339,725.90 11/07/1711/03/17A3BBB+ 310,000.00 38141GGQ1 2.53

AMERICAN HONDA FINANCE CORP NOTES

DTD 09/09/2016 1.700% 09/09/2021

505,812.00 498,883.89 1,227.78 494,770.00 09/08/1709/06/17A3A- 500,000.00 02665WBG5 1.97

CITIGROUP INC CORP (CALLABLE) NOTE

DTD 12/08/2016 2.900% 12/08/2021

353,619.48 345,605.78 3,974.21 347,356.35 11/22/1711/20/17A3BBB+ 345,000.00 172967LC3 2.72


324





Par

Corporate Note

IBM CORP BONDS

DTD 01/27/2017 2.500% 01/27/2022

513,440.50 500,260.91 3,263.89 501,050.00 02/03/1702/01/17A2A 500,000.00 459200JQ5 2.45

BANK OF NY MELLON CORP (CALLABLE)

NOTES

DTD 02/07/2017 2.600% 02/07/2022

553,435.20 542,914.68 3,276.00 545,977.80 08/05/1908/01/19A1A 540,000.00 06406RAA5 2.14

APPLE INC CORP NOTES

DTD 02/09/2017 2.500% 02/09/2022

502,657.68 486,999.74 2,790.28 482,728.40 01/09/1901/07/19Aa1AA+ 490,000.00 037833CM0 3.01

BB&T CORP (CALLABLE) NOTES

DTD 03/21/2017 2.750% 04/01/2022

185,588.64 178,816.21 412.50 176,657.40 04/05/1804/03/18A3A- 180,000.00 05531FAX1 3.25

NATIONAL RURAL UTIL COOP CORP NOTES

DTD 04/25/2017 2.400% 04/25/2022

364,694.70 351,459.83 142.00 345,290.75 04/05/1804/03/18A1A 355,000.00 637432NM3 3.12

UNITED PARCEL SERVICE CORP NOTES

DTD 09/27/2012 2.450% 10/01/2022

520,164.50 495,091.10 1,020.83 488,265.00 03/05/1803/01/18A2A- 500,000.00 911312AQ9 3.00

ADOBE INC CORP NOTE

DTD 02/03/2020 1.700% 02/01/2023

102,959.30 99,897.06 425.00 99,863.00 02/03/2001/22/20A2A 100,000.00 00724PAA7 1.75

HOME DEPOT INC CORP NOTES

DTD 04/05/2013 2.700% 04/01/2023

131,380.75 123,851.61 281.25 122,625.00 04/05/1804/03/18A2A 125,000.00 437076AZ5 3.11

JPMORGAN CHASE & CO CORP NOTES

DTD 05/18/2016 2.700% 05/18/2023

358,239.64 345,794.26 4,156.50 348,435.40 09/05/1909/03/19A2A- 340,000.00 46625HRL6 2.00

PFIZER INC CORP NOTES

DTD 03/11/2019 2.950% 03/15/2024

645,951.00 604,903.97 2,261.67 607,260.00 04/04/1904/02/19A1AA- 600,000.00 717081ES8 2.69

WALMART INC CORPORATE NOTES

DTD 04/23/2019 2.850% 07/08/2024

660,239.60 622,410.12 5,456.96 629,038.10 07/12/1907/10/19Aa2AA 610,000.00 931142EL3 2.19

BANK OF AMERICA CORP CORPORATE

NOTES

DTD 10/21/2020 0.810% 10/24/2024

285,380.19 285,000.00 64.13 285,000.00 10/21/2010/16/20A2A- 285,000.00 06051GJH3 0.81

TOYOTA MOTOR CREDIT CORP CORP

NOTES

DTD 02/13/2020 1.800% 02/13/2025

125,049.48 121,064.27 468.00 121,172.40 05/26/2005/20/20A1A+ 120,000.00 89236TGT6 1.58


325





Par

Corporate Note

TOYOTA MOTOR CREDIT CORP CORP

NOTES

DTD 02/13/2020 1.800% 02/13/2025

171,943.04 166,463.37 643.50 166,612.05 05/26/2005/20/20A1A+ 165,000.00 89236TGT6 1.58

NOVARTIS CAPITAL CORP

DTD 02/14/2020 1.750% 02/14/2025

371,816.35 367,068.70 1,328.78 368,436.75 05/11/2005/07/20A1AA- 355,000.00 66989HAP3 0.93

BRISTOL-MYERS SQUIBB CO CORPORATE

NOTES

DTD 07/15/2020 3.875% 08/15/2025

286,649.50 284,861.60 2,045.14 285,430.00 10/05/2010/01/20A2A+ 250,000.00 110122DC9 0.89



SWEDBANK (NEW YORK) CERT DEPOS

DTD 11/17/2017 2.270% 11/16/2020

700,527.10 700,000.00 7,371.20 700,000.00 11/17/1711/16/17P-1A-1 700,000.00 87019U6D6 2.27

MUFG BANK LTD/NY CERT DEPOS

DTD 02/28/2019 2.970% 02/26/2021

348,145.71 345,000.00 7,087.16 345,000.00 02/28/1902/27/19P-1A-1 345,000.00 55379WZT6 2.94

CREDIT AGRICOLE CIB NY CERT DEPOS

DTD 04/04/2019 2.830% 04/02/2021

283,081.96 280,000.00 4,600.32 280,000.00 04/04/1904/03/19P-1A-1 280,000.00 22535CDU2 2.83

CREDIT SUISSE NEW YORK CERT DEPOS

DTD 08/07/2020 0.520% 02/01/2022

290,380.19 290,000.00 360.24 290,000.00 08/07/2008/05/20A1A+ 290,000.00 22549L6F7 0.52

SOCIETE GENERALE NY CERT DEPOS

DTD 02/19/2020 1.800% 02/14/2022

368,839.80 365,000.00 1,405.25 365,000.00 02/19/2002/14/20A1A 365,000.00 83369XDL9 1.80

SUMITOMO MITSUI BANK NY CERT DEPOS

DTD 07/14/2020 0.700% 07/08/2022

290,497.93 290,000.00 620.28 290,000.00 07/14/2007/10/20A1A 290,000.00 86565CKU2 0.70

NORDEA BANK ABP NEW YORK CERT DEPOS

DTD 08/29/2019 1.850% 08/26/2022

539,930.48 525,000.00 1,807.60 525,000.00 08/29/1908/27/19Aa3AA- 525,000.00 65558TLL7 1.84

SKANDINAV ENSKILDA BANK LT CD

DTD 09/03/2019 1.860% 08/26/2022

570,884.66 555,000.00 1,921.22 555,000.00 09/03/1908/29/19Aa2A+ 555,000.00 83050PDR7 1.85

DNB BANK ASA/NY LT CD

DTD 12/06/2019 2.040% 12/02/2022

279,742.41 270,000.00 2,325.60 270,000.00 12/06/1912/05/19Aa2AA- 270,000.00 23341VZT1 2.03


326





Par


Asset-Backed Security

HAROT 2017-4 A3

DTD 11/29/2017 2.050% 11/21/2021

20,662.53 20,617.75 11.74 20,615.61 11/29/1711/22/17AaaNR 20,618.52 43813FAC7 2.05

TAOT 2017-D A3

DTD 11/15/2017 1.930% 01/15/2022

45,609.65 45,476.25 39.01 45,473.27 11/15/1711/07/17AaaAAA 45,477.46 89238KAD4 1.93

ALLYA 2017-5 A3

DTD 11/22/2017 1.990% 03/15/2022

25,903.61 25,862.88 22.87 25,861.51 11/22/1711/14/17AaaAAA 25,863.52 02007YAC8 1.99

NAROT 2017-C A3

DTD 12/13/2017 2.120% 04/15/2022

31,332.56 31,213.27 29.41 31,209.76 12/13/1712/06/17AaaNR 31,215.03 65478HAD0 2.12

TAOT 2018-A A3

DTD 01/31/2018 2.350% 05/16/2022

62,237.58 61,877.68 64.63 61,877.22 01/31/1801/23/18AaaAAA 61,877.93 89238BAD4 2.35

ALLYA 2018-1 A3

DTD 01/31/2018 2.350% 06/15/2022

72,800.63 72,476.51 75.70 72,471.23 01/31/1801/23/18NRAAA 72,479.61 02007MAE0 2.35

HART 2018-A A3

DTD 04/18/2018 2.790% 07/15/2022

56,153.30 55,720.27 69.10 55,715.24 04/18/1804/10/18AaaAAA 55,723.64 44891KAD7 2.79

MBART 2018-1 A3

DTD 07/25/2018 3.030% 01/15/2023

131,839.70 130,147.64 175.27 130,145.10 07/25/1807/17/18AaaAAA 130,150.10 58772RAD6 3.03

ALLYA 2018-3 A3

DTD 06/27/2018 3.000% 01/15/2023

172,901.26 170,952.88 227.94 170,946.85 06/27/1806/19/18AaaAAA 170,958.54 02007JAC1 3.00

NAROT 2018-B A3

DTD 07/25/2018 3.060% 03/15/2023

157,688.42 155,234.60 211.12 155,232.14 07/25/1807/17/18AaaAAA 155,237.16 65479GAD1 3.06

HAROT 2019-1 A3

DTD 02/27/2019 2.830% 03/20/2023

101,994.07 99,998.43 102.19 99,997.32 02/27/1902/19/19NRAAA 100,000.00 43814WAC9 2.83

HYUNDAI AUTO RECEIVABLES TRUST

DTD 04/10/2019 2.660% 06/15/2023

152,708.75 149,987.64 177.33 149,980.26 04/10/1904/03/19NRAAA 150,000.00 44932NAD2 2.66

HAROT 2019-2 A3

DTD 05/29/2019 2.520% 06/21/2023

194,134.40 189,995.40 133.00 189,992.91 05/29/1905/21/19AaaNR 190,000.00 43815MAC0 2.52


327





Par


NAROT 2019-A A3

DTD 02/13/2019 2.900% 10/15/2023

229,746.40 224,978.45 290.00 224,965.91 02/13/1902/05/19AaaNR 225,000.00 65479KAD2 2.90

COPAR 2019-1 A3

DTD 05/30/2019 2.510% 11/15/2023

101,996.96 99,986.22 111.56 99,979.74 05/30/1905/21/19AaaAAA 100,000.00 14042WAC4 2.51

CARMX 2019-2 A3

DTD 04/17/2019 2.680% 03/15/2024

128,219.61 124,991.24 148.89 124,987.23 04/17/1904/09/19NRAAA 125,000.00 14316LAC7 2.68

CARMX 2020-1 A3

DTD 01/22/2020 1.890% 12/16/2024

128,287.80 124,979.37 105.00 124,975.48 01/22/2001/14/20NRAAA 125,000.00 14315XAC2 1.89


37,288,811.91 37,391,645.89 1.76 153,650.30 37,397,684.81 38,491,208.72 Managed Account Sub-Total

$37,288,811.91 $37,391,645.89 $153,650.30 $37,397,684.81 $38,491,208.72 1.76%

$38,644,859.02

$153,650.30

Total Investments

Accrued Interest

Securities Sub-Total

Bolded items are forward settling trades.


328

For the Month Ending October 31, 2020Managed Account Fair Market Value & Analytics


Value On Cost Amort CostCUSIP Broker Date PriceDated Date/Coupon/Maturity Par at Mkt

Market Unreal G/L Unreal G/LNext Call MarketSecurity Type/Description YTMEffective

Duration


18,553.83 25,228.14 373,218.77 103.67 MERRILL 360,000.00 9128283C2US TREASURY N/B NOTES

DTD 10/31/2017 2.000% 10/31/2022

0.16 1.95

21,967.37 22,099.62 751,671.88 102.97 MERRILL 730,000.00 912828TY6US TREASURY NOTES

DTD 11/15/2012 1.625% 11/15/2022

0.17 2.00

30,058.12 41,523.43 517,656.25 103.53 TD 500,000.00 912828P38US TREASURY NOTES

DTD 02/01/2016 1.750% 01/31/2023

0.18 2.21

23,024.90 33,812.50 412,250.00 103.06 BNP_PARI 400,000.00 912828P79US TREASURY NOTES

DTD 02/29/2016 1.500% 02/28/2023

0.18 2.30

20,998.72 27,593.75 412,250.00 103.06 GOLDMAN 400,000.00 912828P79US TREASURY NOTES

DTD 02/29/2016 1.500% 02/28/2023

0.18 2.30

8,924.26 11,399.99 164,624.99 102.89 NOMURA 160,000.00 912828S92US TREASURY NOTES

DTD 08/01/2016 1.250% 07/31/2023

0.20 2.71

31,026.54 41,051.54 535,031.23 102.89 RBC 520,000.00 912828S92US TREASURY NOTES

DTD 08/01/2016 1.250% 07/31/2023

0.20 2.71

28,007.31 31,090.98 666,466.37 103.33 RBS 645,000.00 9128282D1US TREASURY NOTES

DTD 08/31/2016 1.375% 08/31/2023

0.20 2.78

12,061.93 10,273.43 215,531.24 107.77 MERRILL 200,000.00 9128285D8US TREASURY NOTES

DTD 10/01/2018 2.875% 09/30/2023

0.20 2.82

60,477.16 65,351.56 926,406.25 105.88 RBC 875,000.00 912828U57US TREASURY NOTES

DTD 11/30/2016 2.125% 11/30/2023

0.21 2.98

62,658.30 68,593.36 947,581.25 105.88 BNP_PARI 895,000.00 912828U57US TREASURY NOTES

DTD 11/30/2016 2.125% 11/30/2023

0.21 2.98

4,811.77 4,742.97 69,935.94 107.59 MERRILL 65,000.00 9128285U0US TREASURY N/B

DTD 12/31/2018 2.625% 12/31/2023

0.22 3.04

29,222.08 28,564.09 535,852.37 106.11 MORGAN_S 505,000.00 912828X70US TREASURY N/B NOTES

DTD 05/01/2017 2.000% 04/30/2024

0.25 3.37

20,449.59 19,081.26 379,572.67 106.92 MORGAN_S 355,000.00 9128282N9US TREASURY N/B

DTD 07/31/2017 2.125% 07/31/2024

0.27 3.61

4,077.54 3,472.65 106,078.12 106.08 HSBC 100,000.00 9128282U3US TREASURY N/B NOTES

DTD 08/31/2017 1.875% 08/31/2024

0.28 3.71

34,668.73 30,009.37 771,525.00 107.16 HSBC 720,000.00 9128282Y5US TREASURY NOTES

DTD 10/02/2017 2.125% 09/30/2024

0.29 3.78

18,064.62 15,791.02 377,234.38 107.78 MORGAN_S 350,000.00 9128283D0US TREASURY N/B

DTD 10/31/2017 2.250% 10/31/2024

0.29 3.82


329





Duration


76,360.46 69,663.09 1,485,429.69 108.03 TD 1,375,000.00 9128283P3UNITED STATES TREASURY NOTES

DTD 01/02/2018 2.250% 12/31/2024

0.31 3.98

16,958.95 11,582.97 776,769.50 107.14 MERRILL 725,000.00 912828J27US TREASURY N/B

DTD 02/17/2015 2.000% 02/15/2025

0.32 4.13

560,925.72 0.24 522,372.18 10,425,085.90 9,880,000.00 Security Type Sub-Total 3.12


4,705.37 5,477.59 419,564.59 101.10 CITIGRP 415,000.00 4581X0DB1INTER-AMERICAN DEVELOPMENT BANK

NOTE

DTD 04/19/2018 2.625% 04/19/2021

0.28 0.47

9,474.14 10,370.68 514,188.98 101.82 MORGAN_S 505,000.00 459058GH0INTL BANK OF RECONSTRUCTION AND

DEV NOTE

DTD 07/25/2018 2.750% 07/23/2021

0.26 0.72

15,848.27 0.27 14,179.51 933,753.57 920,000.00 Security Type Sub-Total 0.61


4,273.00 4,273.00 104,273.00 104.27 RBC 100,000.00 797272QN4SAN DIEGO CCD, CA TXBL GO BONDS

DTD 10/16/2019 1.996% 08/01/2023

0.43 2.68

16,403.14 14,529.60 381,733.20 106.04 MORGAN_S 360,000.00 13063DRJ9CA ST TXBL GO BONDS

DTD 10/24/2019 2.400% 10/01/2023

0.32 2.83

(114.69)(113.00) 99,859.00 99.86 JPM_CHA 100,000.00 574193TQ1MD ST TXBL GO BONDS

DTD 08/05/2020 0.510% 08/01/2024

0.55 3.72

(842.00)(842.00) 199,158.00 99.58 WELLS_F 200,000.00 605581MZ7MS ST TXBL GO BONDS

DTD 08/06/2020 0.565% 11/01/2024

0.67 3.96

(872.10)(872.10) 254,127.90 99.66 MORGAN_ 255,000.00 68607DVA0OR ST DEPT TRANS TXBL REV BONDS

DTD 09/17/2020 0.566% 11/15/2024

0.65 4.00

(48.07)(76.25) 125,376.25 100.30 04/15/25JPM_CHA 125,000.00 91412HGE7UNIV OF CAL TXBL REV BONDS

DTD 07/16/2020 0.883% 05/15/2025

0.82 4.45

313.28 298.40 80,864.00 101.08 MERRILL 80,000.00 341271AD6FL ST BOARD OF ADMIN TXBL REV BONDS

DTD 09/16/2020 1.258% 07/01/2025

1.02 4.54

2,214.00 2,214.00 207,214.00 101.08 MERRILL 205,000.00 341271AD6FL ST BOARD OF ADMIN TXBL REV BONDS

DTD 09/16/2020 1.258% 07/01/2025

1.02 4.54


330





Duration


0.00 0.00 145,000.00 100.00 MERRILL 145,000.00 54438CYK2LOS ANGELES CCD, CA TXBL GO

BONDS

DTD 11/10/2020 0.773%

08/01/2025

0.77 4.68



(71.61)(1,475.01) 94,364.35 100.42 JPM_CHAS 93,970.20 3136B1XP4FNA 2018-M5 A2

DTD 04/01/2018 3.560% 09/01/2021

3.05 0.45

4,305.67 3,179.56 330,210.81 101.60 JPM_CHAS 325,000.00 3137BHXY8FHLMC MULTIFAMILY STRUCTURED P

DTD 05/01/2015 2.791% 01/01/2022

1.41 1.09

3,025.88 2,838.54 153,213.54 102.14 JPM_CHAS 150,000.00 3137BLUR7FHLMC MULTIFAMILY STRUCTURED P

DTD 11/01/2015 2.716% 06/01/2022

1.35 1.39

2,417.88 1,452.11 168,888.44 102.36 CANT_FIT 165,000.00 3137AWQH1FHLMC MULTIFAMILY STRUCTURED P

DTD 12/01/2012 2.307% 08/01/2022

0.95 1.71

4,686.72 3,774.82 185,307.63 102.95 CITIGRP 180,000.00 3137BM6P6FHLMC SERIES K721 A2

DTD 12/01/2015 3.090% 08/01/2022

1.39 1.58

11,098.23 8,571.39 270,945.49 108.29 JPM_CHAS 250,215.19 3136AJB54FANNIEMAE-ACES

DTD 04/01/2014 3.346% 03/01/2024

0.83 3.03

3,203.81 3,204.30 103,226.90 103.20 JPM_CHAS 100,025.01 3137FQ3V3FHMS KJ27 A1

DTD 11/01/2019 2.092% 07/01/2024

1.20 2.29



35.15 35.15 950,035.15 100.00 08/06/21NOMURA 950,000.00 3134GWLD6FREDDIE MAC NOTES (CALLABLE)

DTD 08/06/2020 0.300% 02/06/2023

0.30 0.77

880.24 761.20 441,601.60 100.36 WELLS_F 440,000.00 3137EAER6FREDDIE MAC NOTES

DTD 05/07/2020 0.375% 05/05/2023

0.23 2.50

1,774.99 2,032.63 575,301.88 100.05 CITIGRP 575,000.00 3135G04Q3FANNIE MAE NOTES

DTD 05/22/2020 0.250% 05/22/2023

0.23 2.55

70,269.75 67,003.50 1,215,006.30 106.58 MORGAN_S 1,140,000.00 3137EAEN5FREDDIE MAC NOTES

DTD 06/11/2018 2.750% 06/19/2023

0.24 2.54


331





Duration


1,472.21 1,648.00 515,144.20 100.03 TD 515,000.00 3137EAES4FREDDIE MAC NOTES

DTD 06/26/2020 0.250% 06/26/2023

0.24 2.65

1,427.49 1,592.01 735,011.76 100.00 CITIGRP 735,000.00 3135G05G4FANNIE MAE NOTES

DTD 07/10/2020 0.250% 07/10/2023

0.25 2.69

334.69 357.77 345,005.87 100.00 CITIGRP 345,000.00 3137EAEV7FREDDIE MAC NOTES

DTD 08/21/2020 0.250% 08/24/2023

0.25 2.81

40,289.79 40,717.78 569,647.18 107.48 TD 530,000.00 3135G0U43FANNIE MAE NOTES

DTD 09/14/2018 2.875% 09/12/2023

0.25 2.77

(26.97)(16.80) 279,507.20 99.82 09/21/22TD 280,000.00 3133EMAM4FEDERAL FARM CREDIT BANK (CALLABLE)

DTD 09/21/2020 0.250% 09/21/2023

0.31 1.89

37,782.01 32,512.64 542,102.22 109.52 BARCLAYS 495,000.00 3130A0F70FEDERAL HOME LOAN BANKS NOTES

DTD 12/09/2013 3.375% 12/08/2023

0.29 2.95

28,515.93 29,012.45 412,580.25 107.16 NOMURA 385,000.00 3135G0V34FANNIE MAE NOTES

DTD 02/08/2019 2.500% 02/05/2024

0.29 3.14

8,189.50 8,322.93 117,933.53 107.21 BARCLAYS 110,000.00 3130AFW94FHLB BONDS

DTD 02/15/2019 2.500% 02/13/2024

0.29 3.16

2,601.32 2,804.25 375,944.25 100.25 CITIGRP 375,000.00 3130AJHU6FEDERAL HOME LOAN BANK NOTES

DTD 04/16/2020 0.500% 04/14/2025

0.44 4.41

4,952.14 5,060.00 504,030.00 100.81 CITIGRP 500,000.00 3135G03U5FANNIE MAE NOTES

DTD 04/24/2020 0.625% 04/22/2025

0.44 4.42

5,360.53 5,307.00 730,843.50 100.81 WELLS_F 725,000.00 3135G03U5FANNIE MAE NOTES

DTD 04/24/2020 0.625% 04/22/2025

0.44 4.42

2,526.08 2,205.00 756,045.00 100.81 HSBC 750,000.00 3135G03U5FANNIE MAE NOTES

DTD 04/24/2020 0.625% 04/22/2025

0.44 4.42

(600.21)(610.54) 140,046.06 100.03 NOMURA 140,000.00 3135G04Z3FANNIE MAE NOTES

DTD 06/19/2020 0.500% 06/17/2025

0.49 4.58

1,291.34 1,379.43 575,189.18 100.03 NOMURA 575,000.00 3135G04Z3FANNIE MAE NOTES

DTD 06/19/2020 0.500% 06/17/2025

0.49 4.58

(437.06)(340.55) 347,916.45 99.40 WELLS_F 350,000.00 3137EAEU9FREDDIE MAC NOTES

DTD 07/23/2020 0.375% 07/21/2025

0.50 4.68

(927.35)(864.69) 367,403.71 99.30 BARCLAY 370,000.00 3135G05X7FANNIE MAE NOTES

DTD 08/27/2020 0.375% 08/25/2025

0.52 4.78

(1,244.58)(1,221.32) 754,667.08 99.30 NOMURA 760,000.00 3135G05X7FANNIE MAE NOTES

DTD 08/27/2020 0.375% 08/25/2025

0.52 4.78


332





Duration


(2,235.80)(2,203.13) 531,186.52 99.29 CITIGRP 535,000.00 3137EAEX3FREDDIE MAC NOTES

DTD 09/25/2020 0.375% 09/23/2025

0.52 4.86


Corporate Note

5,322.45 (18,537.07) 321,188.83 103.61 GOLDMAN 310,000.00 38141GGQ1GOLDMAN SACHS GROUP CORP NOTES

DTD 07/27/2011 5.250% 07/27/2021

0.37 0.73

6,928.11 11,042.00 505,812.00 101.16 SUSQ 500,000.00 02665WBG5AMERICAN HONDA FINANCE CORP NOTES

DTD 09/09/2016 1.700% 09/09/2021

0.34 0.85

8,013.70 6,263.13 353,619.48 102.50 11/08/21MORGAN_S 345,000.00 172967LC3CITIGROUP INC CORP (CALLABLE) NOTE

DTD 12/08/2016 2.900% 12/08/2021

0.63 1.00

13,179.59 12,390.50 513,440.50 102.69 MERRILL 500,000.00 459200JQ5IBM CORP BONDS

DTD 01/27/2017 2.500% 01/27/2022

0.33 1.22

10,520.52 7,457.40 553,435.20 102.49 01/07/22GOLDMAN 540,000.00 06406RAA5BANK OF NY MELLON CORP (CALLABLE)

NOTES

DTD 02/07/2017 2.600% 02/07/2022

0.63 1.17

15,657.94 19,929.28 502,657.68 102.58 WELLS_FA 490,000.00 037833CM0APPLE INC CORP NOTES

DTD 02/09/2017 2.500% 02/09/2022

0.47 1.26

6,772.43 8,931.24 185,588.64 103.10 03/01/22TD 180,000.00 05531FAX1BB&T CORP (CALLABLE) NOTES

DTD 03/21/2017 2.750% 04/01/2022

0.55 1.32

13,234.87 19,403.95 364,694.70 102.73 GOLDMAN 355,000.00 637432NM3NATIONAL RURAL UTIL COOP CORP NOTES

DTD 04/25/2017 2.400% 04/25/2022

0.55 1.47

25,073.40 31,899.50 520,164.50 104.03 JPM_CHAS 500,000.00 911312AQ9UNITED PARCEL SERVICE CORP NOTES

DTD 09/27/2012 2.450% 10/01/2022

0.34 1.88

3,062.24 3,096.30 102,959.30 102.96 MERRILL 100,000.00 00724PAA7ADOBE INC CORP NOTE

DTD 02/03/2020 1.700% 02/01/2023

0.38 2.21

7,529.14 8,755.75 131,380.75 105.10 WELLS_FA 125,000.00 437076AZ5HOME DEPOT INC CORP NOTES

DTD 04/05/2013 2.700% 04/01/2023

0.57 2.36

12,445.38 9,804.24 358,239.64 105.36 MKTX 340,000.00 46625HRL6JPMORGAN CHASE & CO CORP NOTES

DTD 05/18/2016 2.700% 05/18/2023

0.58 2.46

41,047.03 38,691.00 645,951.00 107.66 02/15/24BNP_PARI 600,000.00 717081ES8PFIZER INC CORP NOTES

DTD 03/11/2019 2.950% 03/15/2024

0.65 3.16


333





Duration

Corporate Note

37,829.48 31,201.50 660,239.60 108.24 04/15/23CITIGRP 610,000.00 931142EL3WALMART INC CORPORATE NOTES

DTD 04/23/2019 2.850% 07/08/2024

0.59 2.38

380.19 380.19 285,380.19 100.13 MERRILL 285,000.00 06051GJH3BANK OF AMERICA CORP CORPORATE

NOTES

DTD 10/21/2020 0.810% 10/24/2024

0.78 3.93

3,985.21 3,877.08 125,049.48 104.21 CITIGRP 120,000.00 89236TGT6TOYOTA MOTOR CREDIT CORP CORP

NOTES

DTD 02/13/2020 1.800% 02/13/2025

0.80 4.13

5,479.67 5,330.99 171,943.04 104.21 CITIGRP 165,000.00 89236TGT6TOYOTA MOTOR CREDIT CORP CORP

NOTES

DTD 02/13/2020 1.800% 02/13/2025

0.80 4.13

4,747.65 3,379.60 371,816.35 104.74 01/14/25HILLTOP 355,000.00 66989HAP3NOVARTIS CAPITAL CORP

DTD 02/14/2020 1.750% 02/14/2025

0.63 4.06

1,787.90 1,219.50 286,649.50 114.66 05/15/25WELLS_F 250,000.00 110122DC9BRISTOL-MYERS SQUIBB CO CORPORATE

NOTES

DTD 07/15/2020 3.875% 08/15/2025

0.75 4.20



527.10 527.10 700,527.10 100.08 MERRILL 700,000.00 87019U6D6SWEDBANK (NEW YORK) CERT DEPOS

DTD 11/17/2017 2.270% 11/16/2020

2.27 0.05

3,145.71 3,145.71 348,145.71 100.91 MITSU 345,000.00 55379WZT6MUFG BANK LTD/NY CERT DEPOS

DTD 02/28/2019 2.970% 02/26/2021

0.04 0.33

3,081.96 3,081.96 283,081.96 101.10 CREDAG 280,000.00 22535CDU2CREDIT AGRICOLE CIB NY CERT DEPOS

DTD 04/04/2019 2.830% 04/02/2021

0.20 0.42

380.19 380.19 290,380.19 100.13 CSFB 290,000.00 22549L6F7CREDIT SUISSE NEW YORK CERT DEPOS

DTD 08/07/2020 0.520% 02/01/2022

0.42 1.27

3,839.80 3,839.80 368,839.80 101.05 MERRILL 365,000.00 83369XDL9SOCIETE GENERALE NY CERT DEPOS

DTD 02/19/2020 1.800% 02/14/2022

0.98 1.28

497.93 497.93 290,497.93 100.17 SMBC 290,000.00 86565CKU2SUMITOMO MITSUI BANK NY CERT DEPOS

DTD 07/14/2020 0.700% 07/08/2022

0.59 1.68


334





Duration


14,930.48 14,930.48 539,930.48 102.84 MERRILL 525,000.00 65558TLL7NORDEA BANK ABP NEW YORK CERT

DEPOS

DTD 08/29/2019 1.850% 08/26/2022

0.28 1.80

15,884.66 15,884.66 570,884.66 102.86 BARCLAYS 555,000.00 83050PDR7SKANDINAV ENSKILDA BANK LT CD

DTD 09/03/2019 1.860% 08/26/2022

0.28 1.80

9,742.41 9,742.41 279,742.41 103.61 GOLDMAN 270,000.00 23341VZT1DNB BANK ASA/NY LT CD

DTD 12/06/2019 2.040% 12/02/2022

0.30 2.04



44.78 46.92 20,662.53 100.21 BARCLAYS 20,618.52 43813FAC7HAROT 2017-4 A3

DTD 11/29/2017 2.050% 11/21/2021

1.85 0.15

133.40 136.38 45,609.65 100.29 JPM_CHAS 45,477.46 89238KAD4TAOT 2017-D A3

DTD 11/15/2017 1.930% 01/15/2022

1.69 0.19

40.73 42.10 25,903.61 100.16 CITIGRP 25,863.52 02007YAC8ALLYA 2017-5 A3

DTD 11/22/2017 1.990% 03/15/2022

1.88 0.11

119.29 122.80 31,332.56 100.38 WELLS_FA 31,215.03 65478HAD0NAROT 2017-C A3

DTD 12/13/2017 2.120% 04/15/2022

1.86 0.23

359.90 360.36 62,237.58 100.58 MITSU 61,877.93 89238BAD4TAOT 2018-A A3

DTD 01/31/2018 2.350% 05/16/2022

1.97 0.30

324.12 329.40 72,800.63 100.44 BARCLAYS 72,479.61 02007MAE0ALLYA 2018-1 A3

DTD 01/31/2018 2.350% 06/15/2022

2.07 0.22

433.03 438.06 56,153.30 100.77 BARCLAYS 55,723.64 44891KAD7HART 2018-A A3

DTD 04/18/2018 2.790% 07/15/2022

2.33 0.33

1,692.06 1,694.60 131,839.70 101.30 BNP_PARI 130,150.10 58772RAD6MBART 2018-1 A3

DTD 07/25/2018 3.030% 01/15/2023

2.43 0.52

1,948.38 1,954.41 172,901.26 101.14 BARCLAYS 170,958.54 02007JAC1ALLYA 2018-3 A3

DTD 06/27/2018 3.000% 01/15/2023

2.47 0.42

2,453.82 2,456.28 157,688.42 101.58 SOCGEN 155,237.16 65479GAD1NAROT 2018-B A3

DTD 07/25/2018 3.060% 03/15/2023

2.38 0.60

1,995.64 1,996.75 101,994.07 101.99 MERRILL 100,000.00 43814WAC9HAROT 2019-1 A3

DTD 02/27/2019 2.830% 03/20/2023

1.97 0.81


335





Duration


2,721.11 2,728.49 152,708.75 101.81 SOCGEN 150,000.00 44932NAD2HYUNDAI AUTO RECEIVABLES TRUST

DTD 04/10/2019 2.660% 06/15/2023

1.95 0.78

4,139.00 4,141.49 194,134.40 102.18 JPM_CHAS 190,000.00 43815MAC0HAROT 2019-2 A3

DTD 05/29/2019 2.520% 06/21/2023

1.68 1.03

4,767.95 4,780.49 229,746.40 102.11 MITSU 225,000.00 65479KAD2NAROT 2019-A A3

DTD 02/13/2019 2.900% 10/15/2023

2.16 0.84

2,010.74 2,017.22 101,996.96 102.00 JPM_CHAS 100,000.00 14042WAC4COPAR 2019-1 A3

DTD 05/30/2019 2.510% 11/15/2023

1.83 0.95

3,228.37 3,232.38 128,219.61 102.58 RBC 125,000.00 14316LAC7CARMX 2019-2 A3

DTD 04/17/2019 2.680% 03/15/2024

1.89 1.09

3,308.43 3,312.32 128,287.80 102.63 MERRILL 125,000.00 14315XAC2CARMX 2020-1 A3

DTD 01/22/2020 1.890% 12/16/2024

1.24 1.76


37,288,811.91 38,491,208.72 1,099,562.83 1,093,523.91 0.51 Managed Account Sub-Total 2.63

Total Investments $38,644,859.02

$153,650.30

$38,491,208.72

Accrued Interest

Securities Sub-Total $37,288,811.91 $1,099,562.83 $1,093,523.91 0.51% 2.63



336

For the Month Ending October 31, 2020Managed Account Security Transactions & Interest


Transaction Type

Trade CUSIPSecurity DescriptionSettle Par Proceeds

Principal Accrued

Interest Total Cost

Realized G/L Realized G/L Sale

Amort Cost Method

BUY

10/05/20 FANNIE MAE NOTES

DTD 06/19/2020 0.500% 06/17/2025

3135G04Z3 (140,656.60) (206.11) (140,862.71) 140,000.00 10/01/20

10/05/20 BRISTOL-MYERS SQUIBB CO

CORPORATE NOTES

DTD 07/15/2020 3.875% 08/15/2025

110122DC9 (285,430.00) (1,345.49) (286,775.49) 250,000.00 10/01/20

10/09/20 FEDERAL FARM CREDIT BANK

(CALLABLE)

DTD 09/21/2020 0.250% 09/21/2023

3133EMAM4 (279,524.00) (35.00) (279,559.00) 280,000.00 10/07/20

10/21/20 BANK OF AMERICA CORP CORPORATE

NOTES

DTD 10/21/2020 0.810% 10/24/2024

06051GJH3 (285,000.00) 0.00 (285,000.00) 285,000.00 10/16/20


DTD 08/27/2020 0.375% 08/25/2025

3135G05X7 (755,888.40) (435.42) (756,323.82) 760,000.00 10/21/20

11/10/20 LOS ANGELES CCD, CA TXBL GO

BONDS

DTD 11/10/2020 0.773%

08/01/2025

54438CYK2 (145,000.00) 0.00 (145,000.00) 145,000.00 10/30/20

(2,022.02) (1,893,521.02)(1,891,499.00) 1,860,000.00 Transaction Type Sub-Total

INTEREST

10/01/20 CA ST TXBL GO BONDS

DTD 10/24/2019 2.400% 10/01/2023

13063DRJ9 0.00 4,320.00 4,320.00 360,000.00 10/01/20

10/01/20 BB&T CORP (CALLABLE) NOTES

DTD 03/21/2017 2.750% 04/01/2022

05531FAX1 0.00 2,475.00 2,475.00 180,000.00 10/01/20

10/01/20 HOME DEPOT INC CORP NOTES

DTD 04/05/2013 2.700% 04/01/2023

437076AZ5 0.00 1,687.50 1,687.50 125,000.00 10/01/20

10/01/20 UNITED PARCEL SERVICE CORP NOTES

DTD 09/27/2012 2.450% 10/01/2022

911312AQ9 0.00 6,125.00 6,125.00 500,000.00 10/01/20

10/25/20 FHLMC MULTIFAMILY STRUCTURED P

DTD 11/01/2015 2.716% 06/01/2022

3137BLUR7 0.00 339.50 339.50 150,000.00 10/01/20

10/25/20 FHLMC SERIES K721 A2

DTD 12/01/2015 3.090% 08/01/2022

3137BM6P6 0.00 463.50 463.50 180,000.00 10/01/20


DTD 12/01/2012 2.307% 08/01/2022

3137AWQH1 0.00 317.21 317.21 165,000.00 10/01/20


337



Transaction Type


Principal Accrued

Interest Total Cost


Amort Cost Method

INTEREST

10/25/20 FNA 2018-M5 A2

DTD 04/01/2018 3.560% 09/01/2021

3136B1XP4 0.00 295.62 295.62 99,286.38 10/01/20

10/25/20 FANNIEMAE-ACES

DTD 04/01/2014 3.346% 03/01/2024

3136AJB54 0.00 699.00 699.00 250,687.13 10/01/20


DTD 05/01/2015 2.791% 01/01/2022

3137BHXY8 0.00 755.90 755.90 325,000.00 10/01/20

10/25/20 FHMS KJ27 A1

DTD 11/01/2019 2.092% 07/01/2024

3137FQ3V3 0.00 174.72 174.72 100,223.06 10/01/20

10/02/20 MONEY MARKET FUND MONEY0002 0.00 0.36 0.36 0.00 10/02/20

10/14/20 FEDERAL HOME LOAN BANK NOTES

DTD 04/16/2020 0.500% 04/14/2025

3130AJHU6 0.00 927.08 927.08 375,000.00 10/14/20

10/15/20 TAOT 2017-D A3

DTD 11/15/2017 1.930% 01/15/2022

89238KAD4 0.00 91.14 91.14 56,664.73 10/15/20

10/15/20 HART 2018-A A3

DTD 04/18/2018 2.790% 07/15/2022

44891KAD7 0.00 147.69 147.69 63,520.56 10/15/20

10/15/20 NAROT 2019-A A3

DTD 02/13/2019 2.900% 10/15/2023

65479KAD2 0.00 543.75 543.75 225,000.00 10/15/20

10/15/20 HYUNDAI AUTO RECEIVABLES TRUST

DTD 04/10/2019 2.660% 06/15/2023

44932NAD2 0.00 332.50 332.50 150,000.00 10/15/20

10/15/20 ALLYA 2017-5 A3

DTD 11/22/2017 1.990% 03/15/2022

02007YAC8 0.00 60.94 60.94 36,749.58 10/15/20

10/15/20 TAOT 2018-A A3

DTD 01/31/2018 2.350% 05/16/2022

89238BAD4 0.00 140.32 140.32 71,651.88 10/15/20

10/15/20 CARMX 2020-1 A3

DTD 01/22/2020 1.890% 12/16/2024

14315XAC2 0.00 196.88 196.88 125,000.00 10/15/20

10/15/20 NAROT 2018-B A3

DTD 07/25/2018 3.060% 03/15/2023

65479GAD1 0.00 428.03 428.03 167,853.53 10/15/20

10/15/20 MBART 2018-1 A3

DTD 07/25/2018 3.030% 01/15/2023

58772RAD6 0.00 362.01 362.01 143,372.23 10/15/20

10/15/20 ALLYA 2018-3 A3

DTD 06/27/2018 3.000% 01/15/2023

02007JAC1 0.00 474.90 474.90 189,959.86 10/15/20

10/15/20 CARMX 2019-2 A3

DTD 04/17/2019 2.680% 03/15/2024

14316LAC7 0.00 279.17 279.17 125,000.00 10/15/20


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Transaction Type


Principal Accrued

Interest Total Cost


Amort Cost Method

INTEREST

10/15/20 ALLYA 2018-1 A3

DTD 01/31/2018 2.350% 06/15/2022

02007MAE0 0.00 171.26 171.26 87,453.04 10/15/20

10/15/20 COPAR 2019-1 A3

DTD 05/30/2019 2.510% 11/15/2023

14042WAC4 0.00 209.17 209.17 100,000.00 10/15/20

10/15/20 NAROT 2017-C A3

DTD 12/13/2017 2.120% 04/15/2022

65478HAD0 0.00 66.18 66.18 37,462.94 10/15/20

10/18/20 HAROT 2019-1 A3

DTD 02/27/2019 2.830% 03/20/2023

43814WAC9 0.00 235.83 235.83 100,000.00 10/18/20

10/19/20 INTER-AMERICAN DEVELOPMENT BANK

NOTE

DTD 04/19/2018 2.625% 04/19/2021

4581X0DB1 0.00 5,446.88 5,446.88 415,000.00 10/19/20

10/21/20 HAROT 2019-2 A3

DTD 05/29/2019 2.520% 06/21/2023

43815MAC0 0.00 399.00 399.00 190,000.00 10/21/20

10/21/20 HAROT 2017-4 A3

DTD 11/29/2017 2.050% 11/21/2021

43813FAC7 0.00 48.37 48.37 28,312.21 10/21/20


DTD 04/24/2020 0.625% 04/22/2025

3135G03U5 0.00 6,103.30 6,103.30 1,975,000.00 10/22/20

10/25/20 NATIONAL RURAL UTIL COOP CORP

NOTES

DTD 04/25/2017 2.400% 04/25/2022

637432NM3 0.00 4,260.00 4,260.00 355,000.00 10/25/20

10/31/20 US TREASURY N/B NOTES

DTD 10/31/2017 2.000% 10/31/2022

9128283C2 0.00 3,600.00 3,600.00 360,000.00 10/31/20

10/31/20 US TREASURY N/B

DTD 10/31/2017 2.250% 10/31/2024

9128283D0 0.00 3,937.50 3,937.50 350,000.00 10/31/20


DTD 05/01/2017 2.000% 04/30/2024

912828X70 0.00 5,050.00 5,050.00 505,000.00 10/31/20

51,165.21 51,165.21 0.00 8,668,197.13 Transaction Type Sub-Total

MATURITY

10/09/20 FFCB NOTES (CALLED, OMD 04/09/25)

DTD 04/09/2020 1.150% 10/09/2020

3133ELWC4 280,000.00 1,610.00 281,610.00 0.00 0.00 280,000.00 10/09/20

10/16/20 SUMITOMO MITSUI BANK NY CERT

DEPOS

DTD 10/18/2018 3.390% 10/16/2020

86565BPC9 65,000.00 1,120.11 66,120.11 88.40 0.00 65,000.00 10/16/20


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Transaction Type


Principal Accrued

Interest Total Cost


Amort Cost Method

2,730.11 0.00 88.40 347,730.11 345,000.00 345,000.00 Transaction Type Sub-Total

PAYDOWNS

10/25/20 FNA 2018-M5 A2

DTD 04/01/2018 3.560% 09/01/2021

3136B1XP4 5,316.18 0.00 5,316.18 (105.74) 0.00 5,316.18 10/01/20

10/25/20 FANNIEMAE-ACES

DTD 04/01/2014 3.346% 03/01/2024

3136AJB54 471.94 0.00 471.94 (22.93) 0.00 471.94 10/01/20

10/25/20 FHMS KJ27 A1

DTD 11/01/2019 2.092% 07/01/2024

3137FQ3V3 198.05 0.00 198.05 0.00 0.00 198.05 10/01/20

10/15/20 ALLYA 2018-1 A3

DTD 01/31/2018 2.350% 06/15/2022

02007MAE0 14,973.43 0.00 14,973.43 1.73 0.00 14,973.43 10/15/20

10/15/20 ALLYA 2018-3 A3

DTD 06/27/2018 3.000% 01/15/2023

02007JAC1 19,001.32 0.00 19,001.32 1.30 0.00 19,001.32 10/15/20

10/15/20 MBART 2018-1 A3

DTD 07/25/2018 3.030% 01/15/2023

58772RAD6 13,222.13 0.00 13,222.13 0.51 0.00 13,222.13 10/15/20

10/15/20 ALLYA 2017-5 A3

DTD 11/22/2017 1.990% 03/15/2022

02007YAC8 10,886.06 0.00 10,886.06 0.84 0.00 10,886.06 10/15/20

10/15/20 TAOT 2017-D A3

DTD 11/15/2017 1.930% 01/15/2022

89238KAD4 11,187.27 0.00 11,187.27 1.03 0.00 11,187.27 10/15/20

10/15/20 HART 2018-A A3

DTD 04/18/2018 2.790% 07/15/2022

44891KAD7 7,796.92 0.00 7,796.92 1.17 0.00 7,796.92 10/15/20

10/15/20 TAOT 2018-A A3

DTD 01/31/2018 2.350% 05/16/2022

89238BAD4 9,773.95 0.00 9,773.95 0.11 0.00 9,773.95 10/15/20

10/15/20 NAROT 2017-C A3

DTD 12/13/2017 2.120% 04/15/2022

65478HAD0 6,247.91 0.00 6,247.91 1.06 0.00 6,247.91 10/15/20

10/15/20 NAROT 2018-B A3

DTD 07/25/2018 3.060% 03/15/2023

65479GAD1 12,616.37 0.00 12,616.37 0.41 0.00 12,616.37 10/15/20

10/21/20 HAROT 2017-4 A3

DTD 11/29/2017 2.050% 11/21/2021

43813FAC7 7,693.69 0.00 7,693.69 1.08 0.00 7,693.69 10/21/20

0.00 0.00 (119.43) 119,385.22 119,385.22 119,385.22 Transaction Type Sub-Total

SELL

10/05/20 US TREASURY NOTES

DTD 09/30/2015 1.750% 09/30/2022

912828L57 397,392.19 92.55 397,484.74 28,108.01 19,617.28 FIFO 385,000.00 10/01/20


340



Transaction Type


Principal Accrued

Interest Total Cost


Amort Cost Method

SELL


DTD 10/31/2017 2.000% 10/31/2022

9128283C2 285,312.50 2,600.54 287,913.04 19,486.33 14,449.39 FIFO 275,000.00 10/16/20


DTD 01/10/2020 1.625% 01/07/2025

3135G0X24 756,957.60 3,412.50 760,370.10 10,598.40 14,040.44 FIFO 720,000.00 10/21/20

6,105.59 48,107.11 58,192.74 1,445,767.88 1,439,662.29 1,380,000.00 Transaction Type Sub-Total

12,548.51 57,978.89 70,527.40 58,161.71 48,107.11 Managed Account Sub-Total

Total Security Transactions $58,161.71 $70,527.40 $57,978.89 $12,548.51 $48,107.11



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AGENDA STAFF REPORT City Council Meeting CITY COUNCIL BUSINESS Agenda Item No. 13.1 January 27, 2021

Strategic Plan Update

Prepared By: Stephanie Vasquez, Management Analyst

Recommended Action(s)Staff recommends that the City Council receive and file the report.

SummaryStaff will present an update on the progress of completed tasks from the City Council Strategic Planand Priority Goals that were adopted by the City Council on November 14, 2018 and the StrategicPlan Workshop on January 8, 2020. The City Manager is working with the prior Strategic Plan consultant, HR Dynamics, to update theStrategic Plan with the en re City Council and input from city staff and the community on January29, 2021 so that we can work to align budget workshops in Spring 2021.

BackgroundOn Friday, August 24, 2018 the City Council met to discuss a strategic plan and set Council Prioritygoals for the City of Eastvale. During the workshop, the City Council engaged in a par cipatoryprocess along with City Management staff and the community, in which much was accomplished. Atits November 14, 2018 mee ng, the City Council approved the Strategic Plan. Subsequently, staffwill provide an update of the Strategic Plan each quarter. An update was provided at the following City Council Mee ngs: February 27, 2019, May 22, 2019,and September 25, 2019. On January 8, 2020, City Council held a Strategic Plan Workshop andupdate to evaluate and update the targets and ac on items. On April 8, 2020, the City Managercombined an update with the Strategic Plan in conjunc on with the COVID-19 response and anupdated Strategic Plan projected calendar was submi ed to City Council on April 22, 2020.


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Quarterly updates con nued on August 26, 2020 and November 18, 2020. A workshop to updatethe Strategic Plan is scheduled for January 29, 2021.


Strategic Plan Action - Priority Level: N/A | Target #: N/A | Goal #: N/ACommunication/Community Engagement

Fiscal ImpactFunds to implement ac on items of the Strategic Plan will be budgeted within the General Fund,and various departments - depending the project or ini a ve. The City will con nue to search forrelatable grant funding.

Prior City Council/Commission ActionThe City Council approved the Strategic Plan on November 14, 2018. City Council has subsequentlyreceived quarterly updates during Council mee ngs and held a Strategic Plan Workshop on January8, 2020.

Attachment(s)Not Applicable.


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AGENDA STAFF REPORT City Council Meeting CITY COUNCIL BUSINESS Agenda Item No. 13.2 January 27, 2021

Community Satisfaction Survey Results

Prepared By: Marc A. Donohue, City Clerk/Communications Director

Recommended Action(s)Staff recommends that the City Council receive and file the Community Satisfaction Survey results.

SummaryThe City strives to be strategic in communica on, community engagement and community outreachefforts so we can cul vate authen c rela onships with our residents; leading us to a be erunderstanding of the priorities and needs of our community. City staff previously contracted with True North Research, Inc. in 2018 to perform the City firstscien fic Community Sa sfac on Survey. At their December 9, 2020, mee ng, the City Councilapproved a new agreement with True North Research, Inc. for a second scien fic CommunitySatisfaction Survey. The survey results will be presented by True North Research at the City Council meeting.

BackgroundThe goal of the Community Sa sfac on Survey is to gather resident feedback to scien ficallymeasure sa sfac on, perspec ves, and preferences with City services, quality of life, and otherrelevant informa on, including strengths and areas of improvement. This will help iden fyopportuni es to help the City be er understand the community's interests, concerns, wants, andneeds. This new survey also aligns with our upcoming Strategic Plan workshop on January 29, 2021,that will outline the objectives of the City Council for the next two years. True North Research, Inc., having previously conducted the City's first scien fic Community


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Sa sfac on Survey, understands and appreciates the importance of gathering public input andproviding a voice to residents. True North's President (Dr. Timothy McLarney) has personallydesigned and conducted more surveys to assist California municipali es than any other researchersin the State. Since True North's founding in 2002, their team has conducted over 1,000 surveys forpublic agencies, including more than 350 community opinion surveys for California cities. The survey was conducted with a sample of residents in the City of Eastvale who are chosen usingstra fied random sampling, which enabled the survey results to be generalized to the largerpopula on of Eastvale residents within a small margin of error. Geography demographics areconsidered as data collec on proceeds to ensure that the final sample matches the profile ofEastvale residents on key factors such as age, gender, and ethnicity. Conduc ng a survey onpla orms such as social media only reach those engaged on those specific pla orms and can lead tobiases that are not reflec ve of our community. This survey is a reflec on of the en re Eastvalepopulation.


Strategic Plan Action - Priority Level: 3 | Target #: 1 | Goal #: 1Engage Community Feedback

Fiscal ImpactThe contract approved by the City Council in December 9, 2020, was for $39,950, which included asample size of 1,000 respondents. There is sufficient funds in the 2020-2021 fiscal year budget tocover the cost of this Community Satisfaction Survey.

Prior City Council/Commission ActionThe City Council approved a contract for a second Community Sa sfac on Survey at their December9, 2020 meeting.

Attachment(s)Not Applicable.


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