Res 21-059RESOLUTION NO. 21-059
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
POWAY, CALIFORNIA, AUTHORIZING THE EXECUTION OF A
SIX- YEAR MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF POWAY AND THE NON -SAFETY BARGAINING
UNIT EMPLOYEES, CALIFORNIA TEAMSTERS LOCAL 911
FOR THE PERIOD OF JULY 1, 2021, THROUGH JUNE 30, 2027
WHEREAS, the City of Poway ("City"), through its management representatives, has
met and conferred in good faith with the Non -Safety Bargaining Unit Employees, California
Teamsters Local 911 ("Teamsters");
WHEREAS, the representatives of the City and Teamsters each have exchanged freely
information, opinions and proposals on matters regarding wages, hours and other terms and
conditions of employment for Teamsters employees;
WHEREAS, the City and Teamsters representatives have agreed on the term of a new
Memorandum of Understanding to be July 1, 2021 through June 30, 2027;
WHEREAS, the City and Non -Safety Bargaining Unit representatives have agreed upon
the items as contained in the attached Tentative Agreement (Exhibit A) to this Resolution; and
WHEREAS, Teamsters has ratified the Tentative Agreement for the period of July 1,
2021 through June 30, 2027.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Poway as
follows:
SECTION 1: That the items in the Tentative Agreement (Exhibit A) be incorporated into
the Memorandum of Understanding and adopted for implementation effective July 1, 2021.
SECTION 2: That the City Manager is hereby directed and authorized to implement all
provisions of the adopted Tentative Agreement which are to be incorporated into the
Memorandum of Understanding without further specific actions by the City Council. No
additional financial terms will be assumed beyond the terms of the approved Tentative
Agreement when finalizing and executing the Memorandum of Understanding.
/1
//
Resolution No. 21-059
Page 2
PASSED, ADOPTED AND APPROVED at a Regular Meeting of the City Council of the
City of Poway, California on the 20th day of July, 2021, by the following vote, to wit:
AYES: MULLIN, FRANK, GROSCH, LEONARD, VAUS
NOES: NONE
ABSENT: NONE
DISQUALIFIED: NONE
Steve Vaus, Mayor
ATTEST:
Resolution No. 21-059
Page 3
EXHIBIT A Date: June 16, 2021
City of Poway &
Teamsters, Local 911
Tentative Agreement
1. Term:
6 Years
Article 4. Duration of Agreement
This entire Agreement shall commence at 12:00 a.m. on July 1, 2021 and terminate at
11:59 p.m. on June 30, 2027.
2. Wages:
Year 1: $7,500 Stipend
Year 2: $7,500 Stipend
Year 3: 3.0% Salary Increase
Year 4: 5.0% Salary Increase
Year 5: 5.0% Salary Increase
Year 6: 5.0% Salary Increase
Article 5. Wages
Year 1
A cash stipend in the amount of Seven Thousand Five Hundred Dollars ($7, 500) shall be paid
in one payment in the first full pay period after ratification of the terms of a successor MOU by
Teamsters and approval by the City Council. In order to receive the one-time payment, the
employee must be employed on the last day of the first full pay period after ratification of the
terms of a successor MOU by Teamsters and approval by the City Council. The stipend shall be
pro -rated for part-time, regular employees based on their FTE. For example, a part-time, regular
employee with .50 FTE will receive 50% of the stipend payments at the same time as full-time
regular employees. Any part of the stipends which equates to six percent (6%) or less of the
employee's salary paid to Classic employees of Tier 1 & 2 will be reported to Ca!PERS. This
stipend is not reportable to CaIPERS for PEPRA employees.
Employees who are hired after the first stipend payment will receive a pro -rated portion of the
stipend payment based on the remaining pay periods in the fiscal year.
Employees may have all or a portion of the stipend deposited to their ICMA 457 account upon
following proper notification guidelines provided by the Human Resources or Finance
departments, up to the maximum IRS allowable amount.
Year 2
A cash stipend in the amount of Seven Thousand Five Hundred Dollars ($7, 500) shall be paid
in one payment in the first full pay period in July 2022. In order to receive the one-time payment,
the employee must be employed on the last day of the first full pay period after ratification of the
1
Resolution No. 21-059
Page 4
Date: June 16, 2021
terms of a successor MOU by Teamsters and approval by the City Council. The stipend shall be
pro -rated for part-time, regular employees based on their FTE. For example, a part-time, regular
employee with .50 FTE will receive 50% of the stipend payments at the same time as full-time
regular employees. Any part of the stipends which equates to six percent (6%) or less of the
employee's salary paid to Classic employees of Tier 1 & 2 will be reported to CaIPERS. This
stipend is not reportable to Ca1PERS for PEPRA employees.
Employees who are hired after the Year 2 stipend payment is made will receive a pro -rated
portion of the stipend payment based on the remaining pay periods in the fiscal year.
Employees may have all or a portion of the stipend deposited to their iCMA 457 account upon
following proper notification guidelines provided by the Human Resources or Finance
departments, up to the maximum iRS allowable amount.
Year 3
Effective at the beginning of the first full pay period in July 2023, an across the board
salary increase of 3% will be provided to alt employees of the bargaining unit.
Year 4
Effective at the beginning of the first full pay period in July 2024, an across the board
salary increase of 5% will be provided to all employees of the bargaining unit.
Year 5
Effective at the beginning of the first full pay period in July 2025, an across the board
salary increase of 5% will be provided to all employees of the bargaining unit.
Year 6
Effective at the beginning of the first full pay period in July 2026, an across the board
salary increase of 5% will be provided to all employees of the bargaining unit.
3. Sick Leave
The City will increase the cap on cashing out accumulated sick leave upon retirement
to 6% effective July 1, 2021 for each of the respective tiers and 2% effective July 1,
2022 for each of the respective tiers. The 6% reflects cumulative median increases in
the San Diego market for the last two years and the next fiscal year. The 2% for July 1,
2022 reflects projected median increases for San Diego Market.
The City also agrees to establish an additional tier for employees who retire after 20 or
more years of service to the City of Poway to receive 50% of sick leave cash out with a
cap that is 5% above the tier for employees who retire after 15 years of service.
2
Resolution No. 21-059
Page 5
Date: June 16, 2021
Article 6. Leaves
H. Payout of Sick Leave
After five years of continuous employment with the City and upon retirement, an
employee will receive compensation for unused sick leave as follows:
1. Upon retirement, an employee will receive 50% of all sick leave hours accrued and
not used in the form of a deposit to their Retirement Health Savings Plan account.
Payout of sick leave shall be provided on a graduated scale for employees who
retire, based on years of service as follows:
a. An employee who retires after 5-9 years of service will receive 50% cash -out,
with a cap of $6, 915.84 beginning July 1, 2021 and $7,054.15 beginning July 1, 2022.
b. An employee who retires after 10-14 years of service will receive 50% cash -out,
with a cap of $9,221.13 beginning July 1, 2021 and $9,405.55 beginning July 1,
2022.
c. An employee who retires after 15-19 years of service will receive 50% cash -out
with a cap of $11,526.40 beginning July 1, 2021 and $11,756.94 beginning July 1,
2022.
d. An employee who retires after 20 or more years of service will receive 50% cash -
out with a cap of $12,102.73 beginning July 1, 2021 and $12,344.78 beginning July
1, 2022.
e. Each cap will increase by the same percentage as across-the-board wage
increases, beginning with the July 1, 2023 wage increase and as outlined in the
table below:
3
7/1/2023
7/1/2024
7/1/2025
7/1/2026
3.0%
5.0%
5.0%
5.0%
5-9 years
$ 7,265.78
$ 7,629.07
$ 8,010.53
$ 8,411.05
10-14 years
$ 9,687.72
$ 10,172.11
$ 10,680.71
$ 11,214.75
15-19 years
$ 12,109.64
$ 12,715.13
$ 13,350.88
$ 14,018.43
20+years
$ 12,715.13
$ 13,350.88
$ 14,018,43
$ 14,719.35
3
Resolution No. 21-059
Page 6
Date: June 16, 2021
4. Holidays
Article 6. Leaves
B. Additional One -Time Designated Holidays
The following holidays will be observed as additional one-time designated
holidays:
Year 1: Thursday, December 23, 2021 (in exchange for the 8 hours of flex
credit from Friday, December 24, 2021 which is a dark Friday)
Year 2: No additional one-time, designated holidays (Christmas is on
Sunday — observed on Monday, December 26, 2022; New Year's
Day is on Sunday - observed on Monday, January 2, 2023)
Year 3: No additional one-time, designated holidays (Christmas is on a
Monday — City Hall will be closed; New Year's Day is also on a
Monday— City Hall will be closed)
Year 4: Monday, December 23, 2024, and Tuesday, December 24, 2024
(City Hall is closed Friday, December 20, 2024.)
Year 5. Friday, December 26, 2025
Year 6: No additional one-time, designated holidays (Christmas is on a
Friday and New Year's Day is on a Friday)
5. Holidays (Regular Part -Time Employees)
Regular part-time employees represented by the Teamsters bargaining unit will qualify
for holiday pay from their first date of employment. The wait period of 18 or 24 months
before receiving holiday pay is eliminated.
Article 7. Leaves
C. Holiday Pay
1. Regular half-time employees shall receive regular pay for hours worked
on a Designated Holiday.
a. To be eligible for holiday pay, an employee must be in paid status
in the pay period that includes the Designated Holiday.
b. Half-time employees shall receive four hours holiday pay, whether
on or off duty, on a Designated Holiday.
4
Resolution No. 21-059
Page 7
Date: June 16, 2021
2. Regular three quarter -time employees shall receive regular pay for hours
worked on a Designated Holiday.
a. To be eligible for holiday pay, an employee must be in paid
status in the pay period that includes the Designated Holiday.
b. Three quarter -time employees shall receive six hours holiday pay,
whether on or off duty, on a Designated Holiday.
c. Three quarter -time employees shall receive double time for hours
worked on a Designated Holiday.
6. ICMA 457 PLAN MATCH
Year 1
The City will increase the dollar for dollar match to employees' 457 plan by an additional $50,
beginning with the pay period that includes July 1, 2021. The total dollar for dollar contribution
will be a total of $850 per fiscal year.
Year 4
The City will increase the dollar for dollar match to employees' 457 plan by an additional $50,
beginning with the pay period that includes July 1, 2024. The total dollar for dollar contribution
will be a total of $900 per fiscal year.
Article 8. Benefits
A. 457 Plan
1. Beginning with the pay period that includes July 1, 2021, the City will provide a
dollar -for -dollar match, of up to $850, for each employee's contributions to the
457 deferred compensation plan each fiscal year. Beginning with the pay period
that includes July 1, 2024, the City will provide a dollar -for -dollar match, of up to
$900, for each employee's contributions to the 457 deferred compensation plan
each fiscal year.
7. Reimbursement for DMV Certified Medical Exam
The City will reimburse employees required to undergo a DMV certified medical
evaluation for a Class A license required by the job description for the cost of the
medical evaluation if it is not through the City's occupational health provider, up to a
maximum of $150 per required exam by a DMV certified medical provider.
5
Resolution No. 21-059
Page 8
Date: June 16, 2021
Article 9. Special Pay
Section 11— Reimbursement for DMV Certified Medical Exam for Class A
License Renewal
The City will reimburse employees required to undergo a DMV certified medical
evaluation for a Class A license for the cost of the medical evaluation if it is not
through the City's occupational health provider, up to a maximum of $150 per required
exam by a DMV certified medical provider.
8. Tuition Reimbursement
Effective July 1, 2021, the City will increase the tuition reimbursement, under the
guidelines of the current City policy, to $2,000 per fiscal year per employee.
Section 1- Tuition Reimbursement
A. The actual cost paid for tuition, books and required technical supplies and equipment,
to a maximum of $2, 000 per fiscal year per employee, will be reimbursed to all regular City
employees for professional and technical courses in accredited educational institutions
provided that:
B. Regular City employees may also request reimbursement for actual cost paid for tuition,
books and required technical supplies and equipment, to a maximum of $2, 000 per
fiscal year per employee, for courses that result in the issuance of Continuing Education
Units (CEUs) or Continuing Education contact hours required for certification renewal, so
long as:
9. Recuperation time
The City agrees to providing recuperation pay up to a maximum of 9 hours or until the
end of the employee's regular shift, whichever is Tess.
Article 9. Special Pays
D. Recuperation Time
An employee who has been on duty for 16 or more hours within a 24-hour period shall
be required to take a minimum of nine (9) consecutive hours off for rest and recovery
prior to returning to work. If any portion of the required rest period extends into the
employee's next scheduled work shift, the City shall pay the employee's regular base
pay, hour for hour, up to a maximum of nine (9) hours for and through the end of the
employee's next scheduled shift, if the employee is normally scheduled to work within
the 9 hours of recuperation/rest time. Time from one (1) to seven (7) minutes shall be
rounded down, and time from eight (8) to 14 minutes must be rounded up and counted
as a quarter hour, Employees who are on recuperation time will still be required to
respond to and work emergency situations when directed by their supervisors.
6
Resolution No. 21-059
Page 9
Date: June 16, 2021
10. Shift Differential
Shift differential pay will be 7.5% per hour.
Section 6 - Shift Differential
Shift differential refers to extra pay received by employees for working a less than
desirable shift (late nights, evenings). Shift differential is additional compensation
intended to recognize time worked outside of regular day shifts. Shift differential does
not apply for emergency responses where overtime, call back pay or recuperation time
applies, or if an employee requests a temporary adjustment to their schedule. It is meant
for regular schedules that are outside of regular or typical day shifts or a temporary
change in schedule required to complete a project outside of normal business hours
whereby the employees' hours or regular schedule are flexed in order to complete the
project.
A. Filtration Plant Employees
Filtration Plant employees required to work the afternoon and evening shift (3:00 p.m.
to 11:00 p.m.) and the night shift (11:00 p.m. to 7:00 a.m.) shall be entitled to receive
shift differential pay of 7.5% in addition to their regular rate of pay. Filtration Plant
employees assigned to work the forty-eight (48) hour weekend shift shall receive shift
differential while working from 7:00 a.m. to 3:00 p.m. or 3:00 p.m. to 11:00 p.m. on
Saturday and Sunday and while working from 11:00 p.m. to 7:00 a.m. on Saturday
night and Sunday night.
B. Public Works Employees
Public Works employees in the Park Maintenance Worker classification who are
assigned a work schedule beginning at or after 11:30 a.m. which requires them to work
a shift that ends between the hours of 3:30 p.m. and 5:00 a.m. shall be entitled
to shift differential pay of 7.5% of base pay in addition to their regular hourly rate of
pay regardless of when the employee's meal period is scheduled. However, if the
meal period is scheduled outside these hours, the employee will be paid shift
differential only for the hours actually worked.
Public Works employees who are required to work outside of their regular work
schedule shall receive shift differential pay of 7.5% of base pay.
C. Community Services Employees
Community Services employees in the Park Ranger classifications who are assigned a
work schedule beginning at or after 11:30 a.m. which requires them to work a shift that
ends between 3:30 p.m. and 5:00 a.m. shall be entitled to shift differential pay of
7.5% of base pay in addition to their regular hourly rate of pay regardless of when the
employee's meal period is scheduled. However, if the meal period is scheduled
outside these hours, the employee will be paid shift differential only for the hours
actually worked.
Resolution No. 21-059
Page 10
Date: June 16, 2021
D. General
Employees scheduled to work during the general office hours of 7:30 a.m. to 5:30 p.m.
will not receive shift differential pay for hours worked between 3:30 p.m. and 5.30 p.m.
11. Safety Shoes
Employees may receive one additional pair of safety shoes per year up to a maximum
of $125 at the supervisor's discretion if an employee's boots are damaged due to
accidental circumstances in the course of work, and the employee has used their
maximum allowance.
Article 9. Special Pay
For employees in the Lake Operations, Park and Landscape Maintenance Divisions,
and Public Works, the City will provide uniforms that are required by the City in
accordance with the following:
A. Safety Shoes
Safety shoes shall be worn by employees as required by the City. Employees
will be provided reimbursement for safety shoes and/or inserts, laces, toe -
protectors or resoling of safety shoes up to $ $250 each fiscal year, on as as -
needed basis for regular wear and tear. Employees may purchase more than
one pair of safety shoes each fiscal year, as needed, within the annual $250
maximum.
in order to receive reimbursement, the employee must submit original receipts
as proof of purchase to their department. Reimbursement will be made through
accounts payable. All other safety clothing required in the performance of duties
shall be furnished by the City.
If during the course of work, an employee's safety shoes are destroyed due to
unforeseen or accidental circumstances while working and the employee has
used their maximum allowance, a supervisor may authorize one replacement pair
of safety shoes up to $125 per fiscal year.
The list of authorized classifications for reimbursement of safety shoes is listed
in Part i (Full -Time Employees), Article 9, Section 2.
12. HVAC Pay
Section 8 - HVAC Differential Pav
Employee(s) in the classifications of Facilities Technician and/or Senior
Facilities Maintenance Technician may be assigned to perform HVAC -related
duties. Employee(s) assigned to HVAC -related duties for which the individual is
8
Resolution No. 21-059
Page 11
Date: June 16, 2021
required to hold an EPA Universal Certificate and the tasks performed are
documented in the City's asset management system, shall receive a salary
differential of 10% above their salary range and step for the time they spend
working on the HVAC systems when the HVAC work is directed by their
supervisor.
13. Medical Cost Sharing
Beginning with new medical plan year in December 2023, the City proposes to
pay the same amount for the CIGNA PPO plan at all coverage levels as it does
for the CIGNA HMO plan. See table below based on current monthly medical
insurance rates.
Article 8. Benefits
Section 1- Hospital and Medical
Beginning on the date of hire, an employee, upon proper application and acceptance,
shall be covered by health and dental benefits with coverage as set forth from time
to time in the agreement between the City and the carrier(s).
Health benefit premiums for each employee shall be paid in full by the City.
Dependents of each employee may also be covered by health benefit coverage, upon
proper application and acceptance. The cost of dependent coverage of the medical
and dental plan will be shared equally between the City and the employee for any
PPO plans. The City contribution for dependent care for HMO medical plans is 60%.
The employee contributes 40% of the dependent contribution. The employee's share
of the cost will be made through payroll deduction. The parties to this Agreement
agree to work with the City Insurance Committee to keep the overall cost of future
premium increases to a minimum.
Effective with the new plan year December 2023, health benefit premiums for each
employee shall be paid as follows:
Kaiser HMO City Paid
Employee Only: 100% Employee Only
Employee Plus One: 100% Employee Only + 60% of Dependent
Family: 100% Employee Only + 60% of Family
CIGNA HMO City Paid
Employee Only: 100% Employee Only
Employee Plus One: 100% Employee Only + 60% of Dependent
Family: 100% Employee Only + 60% of Family
CIGNA PPO
Employee Only:
Employee Plus One:
Family:
9
City Paid
Equivalent to the amount paid by the City of CIGNA
HMO at the Employee Only coverage level
Equivalent to the amount paid by the City of CIGNA
HMO at the Employee Plus One coverage level
Equivalent to the amount paid by the City of CIGNA
HMO at the Family coverage level
Resolution No. 21-059
Page 12
Date: June 16, 2021
During the term of this MOU, the City reserves the right to make carrier or plan changes
if our existing medical coverage requires a change that is outside of the City's control
such as but not limited to: required legislative changes, a cost increase that exceeds the
City's budgeted amount, the elimination of a current plan offering, or the removal of a
major medical group from the carrier's provider network. In the event that this situation
arises, the City, at its earliest opportunity will notify employees of the changes taking
place. in situations where changes to contributions are required, the City will meet and
confer with the Association.
14. Medical — Regular Part -Time Employees
Beginning the first day of the month following ratification by Teamsters and approval by
the City Council, regular part-time employees represented by the Teamsters bargaining
unit who are in the 24 month waiting period after hire to be eligible for medical coverage
may elect coverage under the City's medical and/or dental plans.
,Article 9. Benefits
Section 1 - Hospital and Medical
The first day of hire, an employee, upon proper application and acceptance, shall be covered
by health and dental benefits with coverage as set forth from time to time in the agreement
between the City and carrier(s).
A. Half-time employees may elect coverage under the City's medical and/or dental
insurance to be effective on the first day of employment.
1. The half-time employee shall pay 50%, and the City shall pay 50% of the health benefit
premiums for the employee -only coverage.
2. The cost of dependent coverage of the medical and dental plan of the employee's
choice will be as follows for half-time employees: the employee will pay seventy-five
percent (75%), and the City will pay twenty-five percent (25%).
8. Three quarter -time employees may elect coverage under the City's medical and/or
dental insurance to be effective on the first day of employment.
1. Three quarter -time employees shall pay 25% and the City shall pay 75% of the health
benefit premiums for the employee -only coverage.
2. The cost of dependent coverage of the medical and dental plan of the employee's
choice will be as follows for three quarter -time employees: the employee will pay sixty-
two and one-half percent (62.5%), and the City will pay thirty-seven and one-half percent
(37.5%).
The employee's share of the cost will be made through payroll deduction.
10
Resolution No. 21-059
Page 13
Date: June 16, 2021
Section 2 - Eye Care
A. Half-time employees may elect coverage under the City's vision care plan effective on
the first day of employment.
The City shall pay 50% of the cost of the premium for the coverage of the employee
and his/her dependents, and the employee shall pay the remaining 50% of the premium.
The employee's share of the cost will be made through payroll deduction.
B. Three quarter -time employees may elect to be covered by the City's vision to be
effective on the first day of employment.
C. The City shall pay seventy-five percent (75%) of the cost of the premium for the
coverage of the employee and his/her dependents, and the employee shall pay the
remaining twenty-five percent (25%) of the premium. The employee's share of the cost will
be made through payroll deduction.
15. Additional PERS Contribution
Beginning July 1, 2024 (Year 4 of the proposed contract term) Teamsters employees
considered CaIPERS "classic" members in Tier 1 and Tier 2, will contribute an additional
1% towards CaIPERS costs for a total of 9%.
For those employees hired on or before December 31, 2011, and considered "classic"
members as defined above:
Employees considered "classic" members will contribute the required member share of seven
percent (7%) of his/her compensable eamable salary, on a pre-tax basis, to the extent permitted
by the internal Revenue Code, towards the "member contribution" portion of their CaIPERS
retirement account. In addition, employees considered "classic" members will contribute
another one percent (1 %) pursuant to Government Code Section 20516 toward the employer's
share, on a pre-tax basis to the extent permitted by the Internal Revenue Code. Beginning the
first full pay period in July 2024, employees considered "classic" members will contribute an
additional one percent (1%) pursuant to Government Code Section 20516 towards the
employer's share, on a pre-tax basis to the extent permitted by the internal Revenue Code. The
total employee contribution will be 9%.
The City will provide under its contract with CaiPERS the following provisions for each employee
in this first tier:
1. The Indexed Level 1959 Survivors Benefits;
2. The retirement benefit of 2% -at -55 formula; and
3. The One Year Final Compensation option.
Upon retirement from the City of Poway following at least 20 years of service, the City also
provides a supplemental PARS administered benefit applied to Poway and all prior CaiPERS
service with previous public agencies. When combined with CaiPERS, this is the equivalent
of the 2.7% @ 55 formula total retirement benefit.
11
Resolution No. 21-059
Page 14
Date: June 16, 2021
For employees hired after December 31, 2011, and considered "classic" members as
defined above:
The City will provide under its contract with CaiPERS the following provisions for each
employee in this second tier:
1. The retirement benefit of 2% -at -60 formula;
2. The Indexed Level 1959 Survivors Benefits; and
3. Average of three highest years' compensation.
Employees in the second tier and considered "classic" members will contribute the required
member share of seven percent (7%) of his/her compensable earnable salary on a pre-tax
basis, to the extent permitted by the Internal Revenue Code, towards the "member contribution"
portion of their CaIPERS retirement account. In addition, employees in the second tier
considered "classic" members will contribute another one percent (1 %) pursuant to Government
Code Section 20516 toward the employer's share, on a pre-tax basis to the extent permitted by
the Internal Revenue Code. Beginning the first full pay period in July 2024, employees
considered "classic" members will contribute an additional one percent (1%) pursuant to
Government Code Section 20516 towards the employer's share, on a pre-tax basis to the extent
permitted by the Internal Revenue Code. The total employee contribution will be 9%.
Regular full-time employees hired after January 9, 2012 are not eligible for a supplemental
PARS benefit.
16. General MOU Language Clean Up
12
ACCEPTED ON June 16, 2021 by:
FOR GENERAL EMPLOYEE
REPRESENTATIVES
Neil Sholander
Bryce Greschke
Stephanie Lacombe
Jeff Zamora
Jasonlfcc,
Jesse Gonzales
Michael Alcanter
Resolution No. 21-059
Page 15
Date: June 16, 2021
FOR CITY OF POWAY
Jodene Dunphy
Will Wiley
Emily Wolf
Leah T6,s
Vleolf)
4