Agenda packet — Vernon City Council, August 16, 2022 (part 2 of 2)

_______________________
SECTION 5. The City Council of the City of Vernon hereby directs the City Clerk, or the City Clerk’s designee, to send a fully executed MOU to Nicholas Perez, VPMA President.

SECTION 6. The City Clerk shall certify the passage and adoption of this resolution and enter it into the book of original resolutions.

APPROVED AND ADOPTED this 16th day of August, 2022.
_______________________
LETICIA LOPEZ, Mayor

ATTEST:
_____________________________
LISA POPE, City Clerk
(seal)
APPROVED AS TO FORM:
_____________________________
ZAYNAH N. MOUSSA, City Attorney

MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF VERNON
AND

VERNON POLICE MANAGEMENT ASSOCIATION
July 1, 2022 through June 30, 2025
Resolution No. 2022-32

Page 3 of 39 ends

________________________
1 TABLE OF CONTENTS

ARTICLE TWO: LEGAL LIMITATIONS, SAVINGS CLAUSE& TERM
Section 1: Legal Limitations and Savings Clause ……………………………………. 6 Section 2: Term ………………………………………………………………………. 6
Section 3: Maintenance of Existing Conditions………………………………………. 6 Section 4: Modification and Waiver………………………………………………….. 6 Section 5: Severability………………………………………………………………… 7
ARTICLE THREE: SALARIES
Section 1: Lieutenants …….………………………………………………………........ 8 Section 2: Captains .…………………………….………………………………………8
Section 3: Merit Steps …………………………………………………………………..8
Section 4: Salary Adjustment Increase ………………………………..………………. 9 Section 5: Bilingual Pay ………………………………………………………………. 9
Section 6: “P.O.S.T.” Certificate Incentive …………..……….………………..…….. 9 Section 7: Shooting Pay ………………………………………………………………. 10
ARTICLE FOUR: LONGEVITY
Section 1: Employees Hired Before July 1, 1995 ……………………………………. 11 Section 2: Employees Hired On or After July 1, 1995 ………………………………. 11 Section 3: Employees Hired On or After July 1, 1995 and On or Before December 31, 1998 …………………………………………………………12
Resolution No. 2022-32

Page 4 of 39 ends

________________________
2 ARTICLE FIVE: OVERTIME
Section 1: Overtime Authorization …………………………………………………… 13 Section 2: FLSA Overtime …………………………………………………………… 13
Section 3: Compensatory Time ……………………………………………………….. 13 Section 4: Leave Time Inclusions …………………………………………………….. 13 Section 5: Training and Recertification Time ………………………………………… 14 Section 6: Court Attendance and “Stand By” Time …………………………………. 14 Section 7: Call Backs ………………………………………………………………… 15
Section 8: Jury Duty …………………………………………………………………. 15
Section 9: Non-Compensable ………………………………………………………… 16
ARTICLE SIX: UNIFORMS, ALLOWANCE AND SAFETY EQUIPMENT
Section 1: Uniform Allowance ……………………………………………………….. 17 Section 2: Summer Uniforms …………………………………………………………. 17
Section 3: Safety Equipment ………………………………………………………….. 17 ARTICLE SEVEN: BENEFITS
Section 1: Public Employees Retirement System (“PERS”)………………………… 18 Section 2: Supplemental PERS Retirement Benefits …………………….…………... 18 Section 3: Medical, Dental, Vision and Life Insurance ………………………………. 19 Section 4: Retiree’s Medical …………………………………………………………. 20 Section 5: Vacation Time …………………………………………………………….. 22
Section 6: “In Lieu” Holiday Time …………………………………………………… 23 Section 7: Sick Leave …………………………………………………………………. 23
Section 8: Bereavement Leave ……………………………………………………….. 24 Section 9: Administrative Leave…………………………………………………….. 24 Section 10: Deferred Compensation ………………………………………………… 25 Section 11: Other City Employee Programs …………………………………………… 25 Resolution No. 2022-32

Page 5 of 39 ends

________________________
3 ARTICLE EIGHT: WORK SCHEDULE AND ABSENCES
Section 1: Provisions …………………………………………………………………. 26
Section 2: Work Schedule 3/12 Plan …………………………………………………. 26 Section 3: Shift and Code Seven Policy …………………………………………… 26 Section 4: Shift Trades ……………………………………………………………….. 26
ARTICLE NINE: GRIEVANCE PROCEDURE
Grievance Procedure ……………………………………………………………….. 28
ARTICLE TEN: DISCIPLINE PROCEDURE
Discipline Procedure ………..……………………………………………………… 30
ARTICLE ELEVEN: MANAGEMENT RIGHTS
Section 1: Exclusive Rights and Authority………………………………………… 34 Section 2: Grievance on Impacts……………………………………………………….35

SIGNATURE PAGE
Signatures …………………………………………………………………………………. 36
Resolution No. 2022-32

Page 6 of 39 ends

________________________
4 MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF VERNON
AND

VERNON POLICE MANAGEMENT ASSOCIATION
Parties to the Memorandum of Understanding
Pursuant to Chapter 10 (section 3500 et seq) of Division 4, Title 1 of the Government Code and Resolution No. 4027, the Resolution for the administration of Employer-employee relations, the matters within the scope of representation that are set forth in this Memorandum of Understanding (MOU) have been discussed by and between representatives of the City of Vernon and the representatives of the Vernon Police Management Association (hereinafter “VPMA”) and except as otherwise specifically provided herein shall apply only to those defined in the aforesaid Resolution as Police Lieutenants and Police Captains.

This MOU constitutes a joint agreement by the Municipal Employee Relations Representative (“MERR”) and the VPMA, to be submitted to the City Council of Vernon for its determination and approval by one or more Resolutions or Ordinances as the City Council may deem fit and proper.

The MERR and the Representative of the VPMA have agreed that they will jointly urge the City Council of Vernon to adopt one or more Resolutions or Ordinances reflecting the changes in wages, hours, and other conditions of employment agreed upon in this MOU.

If approved, the terms agreed upon by this MOU shall take effect on July 1, 2022, and shall expire at midnight on June 30, 2025.

IN CONSIDERATION OF THE TERMS AND CONDITIONS HEREIN STATED, the VPMA and the City of Vernon agree as follows:

Resolution No. 2022-32

Page 7 of 39 ends

________________________
5 ARTICLE ONE

FUNDAMENTALS
Section 1: Recognition
The City of Vernon recognizes the Vernon Police Management Association (“VPMA”) as the certified majority representative of management, comprised of Police Lieutenants and Police Captains, as the exclusive representative of the employees for purposes of collective bargaining for all terms and conditions within this Memorandum of Understanding.

Section 2: No Discrimination
The provisions of this Memorandum of Understanding shall be applied equally to all employees covered hereby. Neither the City nor the VPMA shall discriminate against any individual, applicant, or employee with respect to their compensation, terms, condition, or privileges of employment or because of an individual’s race, color, sex, religion, national origin, age, marital status, disability, pregnancy, sexual orientation, political or religious opinions or affiliations, or membership or non-membership in the VPMA.

Section 3: Mutual Cooperation
The parties recognize the necessity of cooperating on matters of mutual concern and interest and agree to work together to maximize the effectiveness of the Police Department and the City and to accomplish legislative and funding goals in their mutual interest.

Section 4: No Strikes or Lockouts
During the life of this agreement no work stoppages, strikes, slowdowns, or picketing shall be caused or sanctioned by the VPMA, and no lockouts shall be made by the City.

Section 5: City/VPMA Meetings
Representatives from the VPMA and the City shall meet as needed to discuss issues of mutual concern.

Section 6: Association Business
The City shall grant release time of 100 hours per fiscal year for the Association President or designee. In no case will Association Leave Time be used for political action purposes or if it will cause overtime unless it is authorized in writing by the Police Chief or designee.

Resolution No. 2022-32

Page 8 of 39 ends

________________________
6 ARTICLE TWO

LEGAL LIMITATIONS, SAVINGS CLAUSE, AND TERM
Section 1: Legal Limitations and Savings Clause
It is understood and agreed that this Memorandum of Understanding (including, but not limited to, the provisions of the Fair Labor Standards Act) and any and all Resolutions or Ordinances adopted in implementation thereof are and shall be subject to all present and future applicable federal and state laws and regulations and shall be effective and implemented only to the extent permitted by such laws and regulations.

If any part of this Memorandum of Understanding or of any Resolution or Ordinance adopted in implementation thereof is in conflict or inconsistent with any such applicable provisions of federal and state laws or regulations or otherwise held to be invalid or unenforceable by any tribunal of competent jurisdiction, such part or provision shall be suspended and superseded, and such applicable laws and regulations and the remainder of this Memorandum of Understanding shall not be affected thereby and shall remain in full force and effect.

Section 2: Term
(a) Except as otherwise provided herein, this Memorandum of Understanding shall be in full force and effect from July 1, 2022, and shall remain in full force and effect up to and including midnight, the 30th day of June 2025, or until the next Memorandum of Understanding becomes effective.
(b) This Memorandum of Understanding shall be binding on the City and the Association when approved and adopted by the City Council.

Except as otherwise provided in Article III, Section 1, herein, the City and the Association agree to submit proposals for any changes related to wages, benefits and/or other terms of and conditions of employment affecting this Memorandum of Understanding between February 1, 2025 and March 1, 2025.

Section 3: Maintenance of Existing Conditions
Any employment policy, practices and/or benefits, including the alternative workweek schedule and overtime compensation are incorporated into this Memorandum of Understanding, unless otherwise stated herein. In the event of a conflict between the Memorandum of Understanding and an existing policy and/or practice, this Memorandum of Understanding shall govern.

Section 4: Modification and Waiver
The City reserves the right to add to, delete from, amend, or modify the Administrative rules, the City Municipal Code, and the City’s Personnel Policies and Procedures Manual during the term Resolution No. 2022-32

Page 9 of 39 ends

________________________
7 of the Memorandum of Understanding, subject to the requirements of the Meyers-Milias-Brown Act and the Police Officers Bill of Rights.

Section 5: Severability
In the event that a court finds any provision(s) of this Memorandum of Understanding to be invalid or unenforceable, the parties intend that the remaining provisions remain in effect. The parties further agree to meet and confer for purposes of negotiating an alternative to any provision declared invalid or unenforceable.

Resolution No. 2022-32

Page 10 of 39 ends

________________________
8 ARTICLE THREE

SALARIES
(a) Effective the first full pay period in July 2022, and the first full pay period in July of each subsequent year during the term of the agreement, the base salaries shall be increased by three percent (3%).

Section 1: Lieutenant
Police Lieutenant with 3% COLA
Salary Range PM 37
Step Effective
73/2022
Effective
7/2/2023
Effective
7/14/2024
1 $ 12,015 $ 12,375 $ 12,746
2 $ 12,615 $ 12,994 $ 13,384
3 $ 13,246 $ 13,643 $ 14,053
4 $ 13,908 $ 14,326 $ 14,755
5 $ 14,604 $ 15,042 $ 15,493
Section 2: Captain
Police Captain with 3% COLA
Salary Range PM 40
Step Effective
73/2022
Effective
7/2/2023
Effective
7/14/2024
1 $ 13,908 $ 14,326 $ 14,755
2 $ 14,604 $ 15,042 $ 15,493
3 $ 15,334 $ 15,794 $ 16,268
4 $ 16,101 $ 16,584 $ 17,081
5 $ 16,906 $ 17,413 $ 17,935
Section 3: Merit Steps
Effective the first full pay period in July of each year during the term of this agreement, employees who are not at the top step of their Classification Compensation Plan, and have attained one year of an overall “above average” or higher performance evaluation rating, as of their immediately preceding classification anniversary date, shall, in accordance with the City’s Performance Evaluation Policy, receive a merit step salary advance. Employees shall continue to receive their annual evaluations as scheduled in the City’s Performance Evaluation Policy. Future merit increases to any said step shall remain at the sole discretion of the City Council.

Resolution No. 2022-32

Page 11 of 39 ends

________________________
9 Section 4: Salary Adjustment Increase
In the event there is a salary inequity between ranks or between employees within the Department, the Chief of Police with the approval of the City Administrator may incorporate a service adjustment increase up to ten percent (10%) per month of their base salary.

Section 5: Bilingual Pay
A VPMA employee may be compensated for bilingual skills after the employee demonstrates proficiency in speaking a foreign language (the ability to read and write in a foreign language may also be tested, if necessary), which proficiency would be determined by successful completion of a foreign language proficiency test designated by the Human Resources Department. Those employees who successfully demonstrate this skill are eligible to receive an additional Two Hundred Seventy-Five Dollars ($275.00) per month for bilingual pay and shall not be considered to be part of the employee’s base monthly salary when computing Peace Officers Standards and Training (P.O.S.T.) certificate incentives; however, it shall be considered as part of the base monthly salary for purposes of computing the last highest annual salary.

Section 6: Peace Officers Standards and Training (“P.O.S.T.”) Certificate Incentive VPMA employees shall be entitled to P.O.S.T. certificate pay as follows:

Effective the first full pay period in July of 2021 the POST Certificate pay shall be as follows:

Intermediate: 6% of the employee’s basic monthly salary, excluding all other compensation Advanced: 12% of the employee’s basic monthly salary, excluding all other compensation Payment of the above-referenced incentive compensation shall not be cumulative; only the highest applicable incentive pay level shall apply.
• Effective June 1, 2014, VPMA employees shall be entitled to 7.5% of the employee’s base monthly salary, excluding all other compensation, for a P.O.S.T. Management Certificate.

Incentive pay shall be payable the month following the month during which the certificate is granted.

P.O.S.T. certificate pay shall be considered as part of the base monthly salary for purposes of computing the last highest annual salary.

Should employees represented by the Vernon Police Officers Benefit Association (VPOBA) receive across-the board enhancements to the existing P.O.S.T. Certificate Pay, a like increase will be provided to employees represented by the Police Officers Management Association.

Resolution No. 2022-32

Page 12 of 39 ends

________________________
10 Section 7: Shooting Pay
It is recognized by the City of Vernon and the VPMA that a peace officer must qualify in the firing range on a monthly basis in order to continue to be employed and to receive Shooting Pay. Such qualifications shall occur on duty. Employees who shoot at the range other than the required qualifications dates will be considered to be on personal time. Such time is not counted as working time and is not compensable.

Officers who achieve the following qualifications shall receive compensation as follows:

Marksman $ 3.00 Per Month
Sharpshooter $ 5.00 Per Month
Expert $ 7.50 Per Month
Distinguished Expert $ 10.00 Per Month
Shooting Pay shall be considered as part of the base monthly salary for purposes of computing the last highest annual salary.

Resolution No. 2022-32

Page 13 of 39 ends

________________________
11 ARTICLE FOUR

LONGEVITY
Section 1: Employees Hired Before July 1, 1995
Effective August 31, 1986, the City established a four-step Longevity program for all employees.

Said Longevity program is as follows:
• All eligible employees who have five years of service on or before August 31, 1986, shall receive an additional five percent (5%) per month of their base salary effective August 31, 1986, and every year thereafter until reaching the next Longevity level. Employees upon reaching their 5th anniversary date after August 31, 1986, shall be entitled to said five percent (5%) per month upon said anniversary date.
• All eligible employees who have ten (10) years of service on or before July 1, 1987, shall receive an additional ten percent (10%) per month of their base salary effective July 1, 1987, and every year thereafter until reaching the next Longevity level. Employees upon reaching their 10th anniversary date after July 1, 1987, shall be entitled to said ten percent (10%) per month upon said anniversary date. Said ten percent (10%) is in place of the five percent (5%) referenced in paragraph 1 above and not cumulative therewith. • All eligible employees who have fifteen (15) years of service on or before July 1, 1988, shall receive an additional fifteen percent (15%) per month of their base salary effective July 1, 1988, and every year thereafter until reaching the next Longevity level. Employees upon reaching their 15th anniversary date after July 1, 1988, shall be entitled to said fifteen percent (15%) per month upon said date. Said fifteen percent (15%) is in place of each of the amounts referenced in paragraphs 1 and 2 above and not cumulative therewith. • All eligible employees who have twenty (20) years of service on or before July 1, 1989, shall receive an additional twenty percent (20%) per month of their base salary effective July 1, 1989, and every year thereafter. Employees upon reaching their 20th anniversary date after July 1, 1989, shall be entitled to said twenty percent (20%) per month upon said anniversary date. Said twenty percent (20%) is in place of each of the amounts referenced in paragraphs 1, 2 and 3 above and not cumulative therewith.

Section 2: Employees Hired on or after July 1, 1995, and on or before December 31, 2013 All employees in the VPMA who are hired on or after July 1, 1995, who attain five (5) years of consecutive uninterrupted employment shall receive an additional five percent (5%) per month of their base salary. Such employees shall be entitled to receive such five percent (5%) increase upon reaching their 5th anniversary date. Such employees will not be entitled to receive any additional Longevity percentage increase to their base salary for further service.

Resolution No. 2022-32

Page 14 of 39 ends

________________________
12 Section 3: Employees Hired on or after July 1, 1995, and on or before December 31, 1998.

Notwithstanding Sections 1 and 2 above, effective July 6, 2008, the City established an additional 5% longevity program tier. Employees hired on or after July 1, 1995, and on or before December 31, 1998, shall be entitled to receive an additional 5% above base pay (for a total Longevity pay not to exceed 10%) for attaining ten years of service.

Resolution No. 2022-32

Page 15 of 39 ends

________________________
13 ARTICLE FIVE

OVERTIME
Section 1: Overtime Authorization
All overtime requests must have prior written authorization of the Chief of Police prior to the commencement of such overtime work. Where prior written authorization is not feasible, explicit verbal authorization must be obtained. Where verbal authorization is obtained, written authorization must be obtained as soon thereafter as practicable.

Section 2: F.L.S.A. Overtime
Employees in the classification of Police Captain are exempt from overtime in accordance with the Fair Labor Standards Act (FLSA) executive exemption. Police Lieutenants required to perform in excess of the standard work period of 160 hours in a 28-day cycle shall receive compensation at the rate of time and one-half their regular rate of pay or time and one-half “compensatory time” for each hour worked. The regular rate of pay shall include the following components in addition to base salary:
• P.O.S.T. Certificate Pay
• Special Assignment Pay
Section 3: Compensatory Time
Police Lieutenants may not earn more than forty (40) hours of compensatory time during any FLSA 28-day cycle. At such time as an employee earns forty (40) hours of compensatory time within a given 28-day work cycle, any additional overtime in that cycle shall be paid to the employee at time and one-half of their regular rate of pay.

VPMA employees may not accumulate more than 240 hours of compensatory time. An employee must be paid at the rate of time-and one-half for any overtime worked beyond the 240-hour compensatory time “cap.”
Section 4: Leave Time Inclusions
In determining an employee’s eligibility for overtime compensation in a work period, paid leaves of absence will be included in the total number of hours worked. Paid leaves of absence include, but are not limited to, the following:

1. Vacation

2. Holiday Leave

3. Administrative Leave
Resolution No. 2022-32

Page 16 of 39 ends

________________________
14 4. Compensatory Leave

5. Workers’ Compensation Leave (4850 time)

6. Jury Duty

7. Bereavement Leave

8. Military Leave
Section 5: Training and Recertification Time
Training time that is required is compensable.

Recertification time that is directly related to an employee’s job will be compensable if completed during assigned work hours.

Section 6: Court Attendance and “Stand By” Time
Court Appearances
VPMA employees shall be compensated for court appearances in the line of duty outside regular scheduled duty hours as follows:

A. Court appearances which extend beyond an employee’s normal shift assignment shall be compensated as paid overtime. For purposes of calculating F.L.S.A. overtime pursuant to this section of this MOU, only the actual time spent in court or traveling in a City vehicle to and from the Station shall be credited as hours worked. Travel time to and from one’s private residence shall not be considered hours worked and shall not be compensated in any manner whatsoever.

B. Notwithstanding the provisions of “A” above, VPMA employees required to attend court sessions outside their regular schedule duty work shift shall be compensated a minimum guarantee of four (4) hours at time and one-half (1.5).

C. If an employee is required to stay beyond four hours in court, the employee shall be compensated at time and one-half (1.5) at their regular hourly rate for all hours spent in their court duty assignment that day.

Stand By Time
If an employee receives a subpoena to be placed on standby, the effected employee shall be compensated for Stand By status as follows:

A. An employee who is placed on Stand By status for a half court day, which shall consist of either a morning session or afternoon session of court, shall be paid Sixty Dollars ($60.00).

Resolution No. 2022-32

Page 17 of 39 ends

________________________
15 B. An employee who is placed on Stand By status for a full court day, which shall consist of the morning session and the afternoon session of court, on the same day, shall be paid One Hundred Nineteen Dollars ($119.00). However, if said employee is required to appear in court, they shall receive court appearance compensation rather than Stand By compensation for their time in court.

C. The parties agree that Stand By pay shall not count toward hours worked and that the provision complies with the F.L.S.A.

D. Alternatively, an employee (at the employee’s option and with the permission of the Chief of Police or designee) on court Stand By may report to the police station, in uniform, for assignment while awaiting court. Under these circumstances, an employee shall be compensated on an hour-for-hour basis (if on overtime, at time and a half) for time actually worked while on Stand By.

E. No additional payment other than that set forth in Section 6 of the MOU shall be made for Court Pay.

Should employees represented by the Vernon Police Officers Benefit Association (VPOBA) amend their MOU contract language regarding Court-Time Pay and Stand-by Pay, the City and the VPMA agree to amend the VPMA MOU to incorporate such changes.

Section 7: Call Backs
Call Back duty occurs when an employee is ordered to report to duty on a non-regularly scheduled work shift. Call Back does not occur when an employee is held over from their prior shift or is working prior to their regularly scheduled shift. This provision is also to be distinguished from Court pay, which is to be used when an employee is called to court.

An employee called back to duty shall be credited with a minimum of four hours’ work. Any hours worked in excess of four hours shall be credited on an hour-for-hour basis (at time and onehalf compensation) for actual time worked.

If the employee is ordered to return to work immediately, their work time shall be credited commencing immediately after the employee has been directly contacted by the employer.

Section 8: Jury Duty
I. Policy
A. Employees shall be granted up to two weeks (equivalent to eight (8) work days based on City Hall schedule Monday through Thursday) paid leave of absence in order to perform jury duty, provided that the employee provides notification to the City for such jury duty and provides proper verification of hours spent on jury duty.

VPMA employees will be required to return to work, if regularly scheduled to work, as soon as they are released from their jury duty.

B. In accordance with Section 215(b) of the Code of Civil Procedure, a juror who is employed by a local government entity who receives regular compensation and Resolution No. 2022-32

Page 18 of 39 ends

________________________
16 benefits while performing jury service, may not be paid Jury Duty Pay. An employee must return all Jury Duty Pay to the Court if paid by the Court.

Employees shall notify their Supervisor on the day they are released from jury duty.

C. VPMA employees shall retain any Jury Duty Mileage Pay.

Section 9: Non-Compensable
A. City Vehicle Use–VPMA employees who are provided with a City vehicle to travel to and from work shall not be compensated in any manner whatsoever for travel time to and from work. This provision also applies in those situations where the radio must be left on and monitored unless answering a call for service.

B. Clothes/Uniform Changing Time–Time spent in changing clothes before or after shift, or during lunch, is not considered hours worked and is not compensable in any manner whatsoever.

Resolution No. 2022-32

Page 19 of 39 ends

________________________
17 ARTICLE SIX

UNIFORMS, ALLOWANCE AND SAFETY EQUIPMENT
Section 1: Uniform Allowance
The City will pay each VPMA employee who is on the active payroll of the Vernon Police Department the sum of One Thousand Dollars ($1,000) per fiscal year for the purchase of uniforms and related equipment. Such payment shall occur within the month of August of each year.

Uniform allowance is special compensation that shall be deemed earned when paid and shall be reported to CalPERS as compensation earnable.

Section 2: Summer Uniforms
VPMA employees who are assigned to patrol will be allowed to utilize summer uniforms (blue shirt/blue shorts) on any day at the discretion of the Chief of Police. The Chief of Police shall establish authorization or notification procedures, as well as summer uniform requirements.

Section 3: Safety Equipment
The City shall, every three (3) years, pay one half of the cost of the member’s individual body armor if the member presents to the City a receipt for body armor that meets Departmental specifications. If the City provides individual body armor to an employee, and the employee accepts such body armor, then the three (3) year time period shall begin upon acceptance of the body armor by the employee.

VPMA employees who carry a private weapon which has been expressly approved by the Vernon Police Department and suffer the loss or damage of such weapon in the line of duty shall be compensated by the City of Vernon up to the amount of replacement cost of the official issue weapon of the Vernon Police Department unless such loss or damage was caused by the employee’s negligence.

Resolution No. 2022-32

Page 20 of 39 ends

________________________
18 ARTICLE SEVEN

BENEFITS
Section 1: Public Employee Retirement System (“PERS”)
The City shall maintain its contract with the California Employees Public Retirement System (PERS) that provides VPMA employees with three percent (3%) at 50 PERS retirement benefit plan.

As a result of the passage of AB 340 Public Employee Pension Reform (PEPRA), new CalPERS members hired on or after January 1, 2013, who meet the definition of new member under PEPRA, shall be provided a 2.7% at 57 PERS retirement benefit plan.

VPMA employees shall be responsible for paying their PERS nine percent (9%) employee’s contributions.

Effective the first full pay period in July 2019, in accordance with Government Code Section 20516(f) pursuant to a cost-sharing arrangement, all employees designated as “classic” employees and enrolled in the “classic” retirement benefit formula shall share the cost of the employer CalPERS contribution by paying an additional 1% of CalPERS reportable compensation for a total contribution of ten percent (10%).

Effective the first full pay period in July 2020, in accordance with Government Code Section 20516(f) pursuant to a cost-sharing arrangement, all employees designated as “classic” employees and enrolled in the “classic” retirement benefit formula shall share the cost of the employer CalPERS contribution by paying an additional 1% of CalPERS reportable compensation for a total contribution of eleven percent (11%).

Effective the first full pay period in July 2021, in accordance with Government Code Section 20516(f) pursuant to a cost-sharing arrangement, all employees designated as “classic” employees and enrolled in the “classic” retirement benefit formula shall share the cost of the employer CalPERS contribution by paying an additional 1% of CalPERS reportable compensation for a total contribution of twelve percent (12%).

The City makes no representation as to whether any of the compensation or payments in this Agreement are subject to CalPERS service credit or pensionable income. Employees/Union expressly acknowledge that any determination by CalPERS to not fully credit the compensation and/or service time provided under this Agreement is not a proper basis on which to void the Agreement. Employees/Union further acknowledge that they will not pursue any claim or action against the City related to any determination made by CalPERS in connection with this Agreement.

Section 2: Supplemental PERS Retirement Benefits
The City agrees to provide additional supplemental retirement benefits to VPMA employees under PERS as follows:

Resolution No. 2022-32

Page 21 of 39 ends

________________________
19 • Gov’t Code Section: 20042 – One Year Final Compensation:

New employees hired on or after January 1, 2013, who meet the definition of new member under PEPRA shall receive 3 Year Final Compensation.
• Gov’t Code Section: 21024 - Military Service Credit as Public Service:
• Gov’t Code Section: 21571 – Basic Level of 1959 Survivor Benefits:
• Gov’t Code Section: 21624 & 21626 & 21628 - Post Retirement Survivor Allowance:

Section 3: Medical, Dental, Vision and Life Insurance
The City shall contribute for each full-time employee up to the maximum amounts as set forth below per pay period, toward the cost of their medical, dental, and vision plans as outlined in Subsection A through D below. If employees opt out of dental and/or vision, they may use the allotments for those respective coverages toward excess medical premiums as approved by the Director of Human Resources.

A. For employees who elect Employee + Family coverage, the City shall provide a cafeteria plan contribution equal to the total premium costs of the Employee + Family Low Medical HMO, Employee + Family lowest cost Dental DMO and lowest cost family vision plan. Employees enrolled in the Employee + Family health benefits category that elect a health plan higher than the Low HMO medical, dental and/or vision, will be responsible for any applicable premium costs through a pre-tax payroll deduction. The City understands that this amount will vary based on the premium costs that go into effect on January 1st of each calendar year of the term of this Agreement.

B. For employees who elect Employee-Only, Employee + Spouse and Employee + Children tiers, the City shall provide the same flat dollar cafeteria contribution for medical, dental and vision benefits that the City is paying as of June 2016 for these employee health group tiers. That amount is $1,100 per month. Employees who elect one of these tiers must pay for their dental and vision benefits from this cafeteria contribution. This amount will remain fixed unless the total premium cost of the lowest cost medical HMO, lowest cost Dental DMO, and lowest cost vision plan exceed the current flat rate dollar cafeteria contribution for medical, dental, and vision benefits for any of the tiers, then the contribution for that tier will be raised to equal the total premium costs of the Low Cost Medical HMO, lowest cost Dental DMO, and lowest cost vision plan for that tier. Employees that elect a health plan higher than the applicable City contribution will be responsible for any applicable premium costs through a pre-tax payroll deduction.

Page 22 of 39 ends

________________________
20 annually the City shall make lump sum contributions to a health savings account (HSA) as follows $1,500 in January, and $500 each in March, June, and September. The cost of any HSA PPO plan selected by employees that exceeds the City contribution amount shall be paid the employee through a pre-tax payroll deduction.

D. During the term of the Agreement, Employees will be allowed to change health, dental, and/or vision plans during any open enrollment period or upon a qualifying event as prescribed by the City’s insurance provider.

Dental: The City of Vernon provides a dental insurance plan to employees. Employees may purchase dental insurance through the City by pre-tax payroll deduction. In the event any VPMA employee does not exceed their monthly benefit allowance, the employee shall be allowed to use any excess monthly allowances towards additional provided coverage for dental and vision.

Vision: The City of Vernon provides a vision care reimbursement plan to employees. The City shall pay 100% of the cost of such a plan as designated by their election of medical coverage.

Employees shall have the option of purchasing vision care for their dependents at a cost of $6.95 for one dependent or $13.95 for two or more dependents. The City agrees that all itemized benefit amounts specified in the City of Vernon Vision Plan (CVVP) that fall below $150 shall be raised to $150.

Life Insurance: The City provides a $20,000 life insurance premium plan to employees. The City shall pay 100% of the cost of such plan for employees.

The City’s agreement to pay full or partial costs of said premiums shall not create or ripen into a vested right for said employee; however, the City shall be obligated to pay the cost or provide said medical, dental, vision, and life insurance benefits as described so long as this MOU remains in effect.

Should employees represented by the Vernon Police Officers Benefit Association (VPOBA) amend their MOU contract language regarding medical, dental, vision or life insurance benefits, the City and the VPMA agree to amend the VPMA MOU to incorporate such changes.

Section 4: Retiree’s Medical
Employees must retire from the City of Vernon under a CalPERS Benefit Formula (i.e. Age 50 or 57 Formula) to be eligible for Retiree Medical/Dental Benefits.

For employees hired by the City before July 1, 2019, the following retiree medical benefits apply:

Page 23 of 39 ends

________________________
21 to enroll in the City’s medical and/or dental insurance coverage and instead receive a monthly reimbursement for premiums actually paid up to $1,100 per month as permitted by the Public Employee Pension Reform Act (PEPRA) or the amount equivalent to the then-current lowest cost City-offered Employee + Spouse medical-HMO and/or dental HMO insurance premium, whichever is greater. Once a retired employee opts not to enroll in the City’s medical and/or dental insurance, he or she will not be allowed to re-enroll.

The City’s contribution toward the Retiree Medical/Dental Benefit Plan shall continue for said retired employee and eligible spouse up to the age of sixty-five (65). Upon reaching the age of sixty-five (65), the retiree and/or eligible spouse shall apply for Medicare Part A and Part B coverage, whereupon the City’s insurance shall become supplemental coverage. The City shall pay up to 100% of the cost to provide any Medicare supplemental medical and dental insurance plan offered by the City of Vernon, not to exceed $1,100 per month. The City will not be the primary insurance carrier once the retiree and/or employee reaches the age of sixty-five (65). If the retiree or eligible spouse fails to timely obtain and maintain Medicare coverage, the City shall not be required to provide any medical/dental benefits until such Medicare coverage is obtained and maintained. The maximum $1,100 City contribution shall be applied only towards a City sponsored Medicare supplemental medical and dental premium plan payment and shall have no cash surrender value.

All retired employees with a minimum of ten (10) years of continuous uninterrupted service with the City may pay the City’s premium cost for medical and dental insurance up to the age of sixtyfive (65) after which time Medicare will become the primary insurance carrier. The retired employee may remain on the City’s supplemental insurance to Medicare at their cost provided the retiree has timely obtained and maintains Medicare coverage.

Current active employees as of July 1, 2022, who have had a previous break in service with the City shall receive credit for any previous full-time City of Vernon service for the purpose of determining eligibility for retiree medical benefits.

Should the retired employee fail to pay their required cost of the insurance premium for the City’s medical/dental benefit plan for any three (3) consecutive months or, should the coverage otherwise lapse for any reason other than City’s non-payment, then the City’s obligation to maintain the retiree’s medical/dental benefit plan shall automatically terminate without the need for further notice.

For employees hired by the City on or after July 1, 2019, the following retiree medical benefits apply:

Resolution No. 2022-32

Page 24 of 39 ends

________________________
22 The City’s contribution toward the Retiree Medical/Dental Benefit Plan shall continue for said retired employee up to the age of sixty-five (65). Upon reaching the age of sixty-five (65), the retiree shall apply for Medicare Part A and Part B coverage, whereupon the City’s insurance shall become supplemental coverage. The City shall pay up to the cost of any Medicare supplemental medical and dental insurance plan offered by the City of Vernon. The City will not be the primary insurance carrier once the retiree reaches the age of sixty-five (65).

If the retiree fails to timely obtain and maintain Medicare coverage, the City shall not be required to provide any medical/dental benefits until such Medicare coverage is obtained and maintained.

All retired employees with a minimum of ten (10) years of continuous uninterrupted service with the City may pay the City’s premium cost for medical and dental insurance for employee only, up to the age of sixty-five (65) after which time Medicare will become the primary insurance carrier.

The retired employee may remain on the City’s supplemental insurance to Medicare at their cost provided the retiree has timely obtained and maintains Medicare coverage.

Eligible retired employees may opt not to enroll in the City’s medical and/or dental insurance coverage and instead receive a monthly reimbursement payment up to the amount provided above depending on the employee’s date of hire as permitted by the Public Employee Pension Reform Act (PEPRA). Once a retired employee opts not to enroll in the City’s medical and/or dental insurance, he or she will not be allowed to re-enroll.

Section 5: Vacation Time
A. Accrual
Continuous Years of Service Vacation Hours Earned per Year 1st year thru 4th year 120
5th year thru 9th year 140
10th year thru 14th year 170
15th year thru 24th year 185
25th year and more 190
Resolution No. 2022-32

Page 25 of 39 ends

________________________
23 Current active employees as of July 1, 2022, who have had a previous break in service with the City shall receive credit for any previous full-time City of Vernon service for the purpose of determining accrual of vacation leave.

B. Policy
VPMA employees may take all or part of their vacation in increments of one-fourth (1/4) hour or more, as determined by the Police Chief at their discretion with due regard for the wishes of the employee and the needs of the Department.

Any request will be honored only if, in the opinion of the Police Chief or designee, the staffing or service level on the day or days and at the times requested is adequate to permit granting such a request.

Vacation time provided for herein shall be accumulated from calendar year to calendar year, and shall be compensated for if not utilized during said period.

Section 6: “In Lieu” Holiday Time
VPMA employees shall receive one hundred and ten (110) “in lieu” holiday hours per calendar year). “In lieu” holidays will be credited to each employee on each July 1 in which they are on the active payroll, including those on “Light Duty”, of the Department in a classification represented by the VPMA and must be taken prior to the immediately following July 1. “In lieu” holidays may be taken in increments of one-fourth (1/4) hour or more, on dates desired by the employee subject to the needs of the Vernon Police Department. “In lieu” holidays, if not taken, shall not be paid for except if the employee was denied an opportunity to take them off during the calendar year for which such “in lieu” holidays were granted. In that case only, the employee shall be paid for said “in lieu” holidays not taken with their first possible payroll check on or after July 1 of the calendar year following the year for which the “in lieu” holidays were credited, at their then basic rate, excluding all other compensation, computed in accordance with the applicable Salary Resolution of Vernon. An employee who quits or is terminated shall not be entitled to any compensation for “in lieu” holidays not taken.

If the City Council, during the fiscal year, provides one or more additional holidays to the miscellaneous employees in addition to those holidays provided for in Resolution No. 8764, VPMA employees shall receive the same number of any additional holidays. Any additional “in lieu” holiday time received by VPMA employees will be for a maximum of ten (10) hours per day received.

Section 7: Sick Leave
Full-time VPMA employees only receive sick leave accrual while they are in a paid status.

Employees shall accrue sick time at a rate of 3.08 hours per pay period (80 hour annually), with a maximum cap of 960 hours. Upon reaching the cap, full-time employees will continue to accrue sick leave provided; however, in February of each year all accrued sick leave in excess of 960 Resolution No. 2022-32

Page 26 of 39 ends

________________________
24 hours shall be cashed in at fifty percent (50%) of the employee’s regular rate of pay. Part-time and temporary VPMA employees (excluding CalPERS retired annuitants) working for 30 or more days within a year shall be entitled to accrue paid sick days at the rate of one (1) hour per every 30 hours worked. Employee shall only receive sick leave accrual while they are in a paid status.

If a VPMA employee separates or terminates employment with the City, they shall be compensated for any accrued sick leave hours at the time of separation not to exceed 960 hours. Employees that separate from service with more than 20 years of service credit shall be compensated at 100% of their current pay rate applied to the first 480 sick leave hours and 50% for their remaining hours up to the cap of 960 hours. Employees with less than 20 years of service shall be compensated at 50% of their then current pay rate up to the cap of 960 hours. Employees shall have the option of obtaining service credit for the accrued, unused sick leave hours instead of a cash payment pursuant to California Government Code Section 20965.

VPMA employees are expected to contact their supervisor or Department head as soon as possible to report a sick leave time off notification and provide appropriate information on the nature of the illness or injury and the expected duration of the time off. Employees unable to report for duty due to an illness should be required to call in and notify the on-duty supervisor a minimum of 2 hours before they are due to start their shift.

A VPMA employee who is absent on sick leave for more than two (2) consecutive shifts shall be required by their supervisor to provide a doctor’s note in order to be paid for the sick leave.

Section 8: Bereavement Leave
When an employee is compelled to be absent from duty by reason of death or critical illness (where death appears imminent) of a member of the employee’s immediate family (father, mother, brother, sister, spouse, children, mother-in-law, father-in-law, step-parent-in-law, grandmother, grandfather, grandchildren, grandmother-in-law, grandfather-in-law, step-children, step-parents, step-sister, step-brother, step-grandchild, daughter-in-law, son-in-law, brother-in-law, sister-inlaw, or registered domestic partners), such person will be permitted, subject to the Chief of Police’s approval, to a leave of absence with pay for up to four (4) work days based upon the employee’s regular 4/10 work schedule, which may, but need not be, consecutive. An employee shall not be granted paid Bereavement Leave for more than 4 days in any six-month period for the same family member.

Employees will be allowed to utilize their vacation time, any compensatory time, or any “in lieu” holiday time that is due to the employee, in order to lengthen such bereavement time.

The employee shall furnish satisfactory evidence of such death or critical illness to the Chief of Police, if requested.

Section 9: Administrative Leave
Employee(s) occupying the classification of Police Captain, which is designated as “Exempt” for overtime purposes in accordance with the Fair Labor Standards Act (FLSA) executive exemption, shall receive sixty (60) hours of Administrative Leave annually as provided in the Citywide Fringe Benefits and Salary Resolution.

Resolution No. 2022-32

Page 27 of 39 ends

________________________
25 Section 10: Deferred Compensation
VPMA employees are eligible to participate in the City’s Deferred Compensation Program.

Section 11: Other City Employee Programs
VPMA employees are eligible to participate in all City sponsored programs passed by City Council Resolutions that are intended to benefit all employees in the areas of, but are not limited to, the following:
• Buyback of military leave for PERS retirement time
• Computer loan purchase plan
• Supplemental Life insurance
• Corrective eye surgery plan
• Hearing aid device plan
• Tuition reimbursement plan
• Family Medical Leave Act (FMLA)
Resolution No. 2022-32

Page 28 of 39 ends

________________________
26 ARTICLE EIGHT

WORK SCHEDULE AND ABSENCES
Section 1: Provisions
The Vernon Chief of Police at their sole discretion shall establish the work schedule.

Section 2: Work Schedule 3/12 Plan
Law Enforcement agencies are allowed to establish a work period of any length between seven (7) and twenty-eight (28) consecutive days. At the City, employees must work one hundred sixty (160) hours per twenty-eight (28) day cycle. In order to be compliant, VPMA employees assigned to patrol will work three (3), twelve and one half hour (12½) days per week with a ten (10) hours payback per month, without incurring any overtime.

In the event the City needs to adjust any work schedule, the City agrees that no such modification will be conducted without first notifying the effected employee a minimum of 10 days prior to the change, unless agreed to by the effected employee(s) and the Chief of Police or designee.

The City agrees to continue the 3/12 Plan for VPMA employees assigned to patrol, with the exception of specific assignments. The VPMA agrees that the City may, at its sole discretion and at any time, terminate the 3/12 Plan. The VPMA agrees that the termination of the 3/12 Plan is not subject to the grievance procedure or any other administrative review and that the 3/12 Plan is not and shall not become a vested right in any manner, and that a decision to terminate such 3/12 Plan is subject to the meet and confer process.

Section 3: Shift and Code Seven Policy:

Patrol personnel shall work a twelve- and-one-half (12½) hour shift. The first one-half hour shall be used for briefing and training purposes. Lunch time (Code 7) shall be part of the shift and is compensable.

Section 4: Shift Trades
The practice of shift trading shall be voluntary on behalf of each employee involved in the trade.

A shift trade must be pre-approved by a supervisor. The trade must be due to the employee’s desire or need to attend to a personal matter and not due to the department’s operations. The employee providing the trade shall not have their compensable hours increased as a result of the trade; nor shall the employee receiving the trade have their compensable hours decreased as a result of the trade.

Resolution No. 2022-32

Page 29 of 39 ends

________________________
27 Any premium pay or other extra compensation shall continue to accrue only to the person originally entitled to the premium pay or extra compensation. Any hours worked beyond the normal work day will be credited to the individual actually doing the work. “Paybacks” of shift trade are the obligation of the two employees involved in the trade. “Paybacks” are to be completed within one (1) calendar year of the date of the initial shift trade.

Any dispute as to the “paybacks” is to be resolved by the involved employees, and under no circumstances will the department be obligated for any further compensation whatsoever to any of the involved employees. The department is not responsible in any manner for hours owed to employees by other employees that leave the employment of the City or are assigned other duties.

A record of all initial shift trades and “paybacks’ shall be maintained by the involved employees on forms provided by the Department.

Resolution No. 2022-32

Page 30 of 39 ends

________________________
28 ARTICLE NINE

GRIEVANCE PROCEDURE
A. GRIEVANCE DEFINITION
A grievance shall be defined as an allegation by an employee or the Association of a misinterpretation, misapplication, or violation of a particular provision of this MOU, City policy, rule, or past practice. The grievance procedure shall not be used in connection with an impasse in collective bargaining, nor with disciplinary actions or other matters for which appeal procedures exist under the Discipline and Disciplinary Actions article herein, or pursuant to statute.

DAYS
Days shall be defined for the purposes of this Article as any day in which the City Hall is open to the public for the general conduct of business.

Step One - Immediate Supervisor
Within fifteen (15) days of the date the employee(s) knew or reasonably should have known of the incident giving rise to the grievance, the employee(s) or the Association shall initiate the grievance procedure by explaining the situation orally or in writing to the immediate supervisor of the affected employee(s). The Association and/or employee(s) waives the right to proceed with the grievance if the grievant does not initiate the procedure by this deadline. After the presentation of the grievance to the supervisor, the supervisor shall make a decision and present their decision, in writing, to the Association and employee(s) within five (5) days.

Step Two - Department Head
If the Association or employee(s) is not satisfied with the decision of the immediate supervisor, the grievant(s) shall present the grievance, in writing, to the Chief of Police within ten (10) days of the decision of the immediate supervisor. The Association and/or employee(s) waives the right to proceed with the grievance if the grievant(s) does not act by this deadline. Within five (5) days, the Chief of Police or designee, shall meet with the Association and employee(s) to hear the grievance. Within five (5) days of hearing the grievance, the Chief of Police or designee shall present their decision, in writing, to the Association and employee(s), with copies to the Human Resources Director and the City Administrator.

Step Three - City Administrator/Advisory Arbitration
If the Association or employee(s) is not satisfied with the result of the meeting with the Chief of Police, the grievant may request the matter be heard by the City Administrator or designee, or the Association may choose to have the matter heard by an impartial hearing officer (arbitrator).

Should the matter be submitted directly to the City Administrator or designee, the City Administrator shall meet with the Association and/or employee(s) within eight (8) days of receipt of the grievant’ s written notice. If the Association and/or employee(s) elects to have the matter Resolution No. 2022-32

Page 31 of 39 ends

________________________
29 heard by the City Administrator or designee, the Association and/or employee(s) waives the right to have the matter heard by an arbitrator. Within eight (8) days of hearing the grievance, the City Administrator shall provide a decision, in writing, to the Association and employee(s). The decision of the City Administrator shall be final and binding, subject to the option of the employee to bring a proceeding pursuant to Code of Civil Procedure sections 1094.5 and 1094.6.

If the Association elects arbitration, costs of the arbitration shall be shared equally between the Association and the City. A court reporter shall be retained only by mutual consent of the parties.

The costs of the arbitration, including the court reporter, shall be divided in half (i.e. 50/50) by the parties. Attorney fees, staff time and witness fees shall not be shared between the parties and shall be paid by the party that incurred the cost. If only one party wishes to retain a court reporter, the requesting party shall bear the cost of said reporter.

If the Association elects arbitration, the City shall request a list of seven (7) arbitrators registered with the American Arbitration Association, California State Conciliation Service or some other mutually agreed upon source within ten (10) days of the Association’s request. If the parties are unable to agree on an arbitrator from that list, an arbitrator will be selected by the parties alternately striking names from the list until only one (1) name remains. The selected arbitrator shall serve as the hearing officer. All arbitration proceedings arising under the Grievance procedure shall be governed by the provisions of Chapter 5 (commencing with Section 11500) of Part 1 of Division 3 of Title 2 of the California Government Code.

Within eight (8) days of receipt of the arbitrator's recommendation, the City Administrator shall provide a final decision, in writing, to the Association and employee(s). The recommendation of an arbitrator shall be advisory to the City Administrator or designee. The decision of the City Administrator shall be final and binding, subject to the option of the employee to bring a proceeding pursuant to Code of Civil Procedure sections 1094.5 and 1094.6.

All time limits specified in the foregoing procedure may be waived only by mutual written agreement.

Resolution No. 2022-32

Page 32 of 39 ends

________________________
30 ARTICLE TEN

DISCIPLINE PROCEDURE
A. DISCIPLINARY ACTIONS
The tenure of every City employee shall be based on reasonable standards of personal conduct and job performance. Failure to meet such standards shall be grounds for appropriate disciplinary action, which shall be commensurate with the seriousness of the offense and with consideration of the employee’s personnel file. Progressive discipline will be used; however, this does not preclude the City from taking disciplinary action, up to and including termination, for an incident for which there is no prior documentation as long as the disciplinary action is warranted and is based on just cause.

The procedures herein shall be followed when, in the judgment of the Chief of Police, an employee has committed an act or omission that justifies discipline. The Chief of Police or designee shall advise employees of contemplated disciplinary actions in writing and allow the employee an opportunity to respond to such charges prior to taking final action.

Disciplinary actions should be documented in the employee's official personnel file. Performance deficiencies documented in the employee’s performance evaluation as “does not meet standards” may be the basis for disciplinary action if the employee fails to correct those performance deficiencies within the time period designated by their supervisor. To the extent possible, performance deficiencies or other causes for discipline will be documented in the employee’s personnel file.

Upon the City receiving authorization from the employee, the City will provide the Association with all written notices of discipline given to employees represented by Association. The written notice of discipline will also inform the employee that they have the right to consult with the Association with regard to the disciplinary action being taken.

Nothing in this article shall preclude the Chief of Police or designee from ordering a public safety officer to cooperate with other agencies involved in criminal investigations, except where the public safety officer may be the focus of the investigation. If an officer fails to comply with such an order, the officer may be officially charged with insubordination.

B. VERBAL OR WRITTEN REPRIMAND PROCEDURES/APPEALS
Any sworn employee having received a verbal or written reprimand shall be entitled to the following appeal procedure; this will be the sole and exclusive procedure afforded to employees for appealing disciplinary action consisting of a written reprimand or less. Subsection (D) (PreDisciplinary Procedures), and Subsection (E) (Disciplinary Appeal Procedures), herein shall not apply to disciplinary action consisting of a verbal or written reprimand. This appeal process shall not be applicable to performance evaluations.

Days shall be defined for the purposes of this Article as any day in which the City Hall is open to the public for the general conduct of business.

Resolution No. 2022-32

Page 33 of 39 ends

________________________
31 Within ten (10) days of the employee’s receipt of the verbal or written reprimand, the employee may request in writing a meeting with the supervisor who issued the reprimand. Failure to request a meeting within ten (10) days will constitute a waiver of the employee’s right to respond. The employee’s appeal may be made verbally or in writing. After the meeting or receipt of the employee’s written appeal, the supervisor will have ten (10) days to respond to the employee in writing.

If the matter is not resolved to the affected employee’s satisfaction, the employee may seek review of the supervisor’s decision by submitting a written request to the Chief of Police or designee within ten (10) days of receipt of the supervisor’s decision. The determination of the Chief of Police or designee is final and binding, subject to the option of the employee to bring a proceeding pursuant to Code of Civil Procedure sections 1094.5 and 1094.6.

C. PRE-DISCIPLINARY PROCEDURES
Prior to the suspension, demotion, reduction in pay or dismissal of any permanent employee for disciplinary purposes, the following procedures shall be followed:

Written Notice of Proposed Action
Written notice of the proposed disciplinary action shall be given to the employee. Such notice shall include the proposed effective date of the discipline, a statement of the reason(s) for the proposed action, including the rule or standard of conduct allegedly violated, the proposed discipline and the charge(s) being considered.

Employee Review
The employee shall be supplied with a copy of the documents or materials upon which the proposed disciplinary action is based.

Employee Response/Pre-Disciplinary Conference
The notice of proposed action shall state the date by which the employee must exercise the right to respond orally, in writing or both orally and in writing. This represents the pre-disciplinary opportunity for the employee to state any reasons that they believe the proposed action to be inappropriate. The employee shall have a reasonable amount of time to respond, which shall not be fewer than ten (10) days. This date may be adjusted by mutual agreement. Failure to respond by the assigned date will constitute a waiver of the right to respond. Any response will be fully considered before any final action is decided upon.

The Pre-Disciplinary Conference does not need to be an evidentiary hearing. An employee has the right to have a representative of their own choosing at the conference. The City may conduct further investigation if the employee’s version of the facts or new information raises doubts as to the accuracy of the City’s information leading to the discipline proposal.

Resolution No. 2022-32

Page 34 of 39 ends

________________________
32 Written Notice of Final Action
After consideration of the employee’s response, or in the absence of a response, written notice of the final disciplinary action shall be given to the employee. Such notice shall include essentially the same information contained in the notice of proposed action, except that the employee’s formal appeal rights shall be stated.

Emergencies
When, in the opinion of the City, immediate disciplinary action is required to protect the health, safety or welfare of the public, other employees or the employee himself, the employee may be suspended for up to five (5) days pending the processing of the notices required in Section C of this article or may be suspended with pay pending the completion of such investigations or hearings as may be required to determine if disciplinary action is to be taken. If the charges and/or allegations are not sustained, the employee suspended without pay shall be entitled to reinstatement with full back pay and benefits.

D. DISCIPLINARY APPEAL PROCEDURES
Major Discipline
Any permanent employee in the classified service shall have the right to appeal any dismissal, suspension of three (3) days or more, reduction in salary, or non-probationary demotion. The appeal process shall not be applicable to probationary employees. The appeal process shall not be applicable to performance evaluations, verbal and/or written reprimands.

An employee desiring to appeal the discipline shall have ten (10) days after receipt of proposed notice of discipline. The employee’s request for appeal must be addressed to the City Administrator and received in the Human Resources Department. The Human Resources Department shall date stamp the employee’s appeal to verify the timeliness of the appeal.

If, within the 10 day appeal period, the employee does not file the appeal, unless good cause for the failure is shown, the discipline shall be considered conclusive. If the employee files a timely appeal, an arbitration appeal hearing shall be established as follows:

1. The employee shall submit a written request to the Human Resources Department for advisory arbitration to the City Administrator or designee. The City and Association will share equally share (i.e. 50/50) the arbitration-related expenses, excluding attorney fees, expert witness(es) and staff time.

Page 35 of 39 ends

________________________
33 on an arbitrator from that list, an arbitrator will be selected by the parties alternately striking names from the list until only one (1) name remains.

3. The selected arbitrator shall serve as the hearing officer.

4. All arbitration proceedings arising under this procedure shall be governed by the provisions of Chapter 5 (commencing with Section 11500) of Part 1 of Division 3 of Title 2 of the California Government Code.

5. All time limits specified in the procedure may be waived by mutual written agreement.

6. At the conclusion of the hearing, the arbitrator will submit their findings to the City and the employee. Within eight (8) days of receiving the arbitrator’s findings, the City Administrator shall provide a final decision, in writing, to the employee. The City Administrator’s decisions shall set forth which charges, if any, are sustained and the reasons therefor. The opinion shall set forth findings of fact and conclusions. The City Administrator’s decision is final, subject to the option of the employee to bring a proceeding pursuant to Code of Civil Procedure sections 1094.5 and 1094.6.

Minor Discipline
Any permanent employee shall have the right to appeal any suspension below the threshold of major discipline. This appeal process shall not apply to probationary employees.

If the issue cannot be resolved between the employee and the supervisor, the employee may, within ten (10) days from receiving notice of the proposed discipline, request and be granted an interview with the Chief of Police or designee in order to discuss the appeal.

The Chief of Police or designee shall render a decision in writing within fifteen (15) days of receiving the appeal. If the Chief of Police and employee are unable to arrive at a satisfactory solution, the employee may, within fifteen (15) days from the date of the decision by the Chief of Police, submit a written appeal to the City Administrator or designee. The City Administrator or designee will respond or schedule a meeting within fifteen (15) days. The City Administrator or designee shall render their judgment as soon after the conclusion of the hearing as possible and in no event later than thirty (30) days after conducting the hearing. The City Administrator’s decision shall set forth which charges, if any, are sustained and the reasons therefore. The opinion shall set forth findings of fact and conclusions. The decision of the City Administrator shall be final and binding, subject to the option of the employee to bring a proceeding pursuant to Code of Civil Procedure sections 1094.5 and 1094.6.

Resolution No. 2022-32

Page 36 of 39 ends

________________________
34 ARTICLE ELEVEN

MANAGEMENT RIGHTS
Section 1. Exclusive Rights and Authority
In order to ensure that the City is able to carry out its functions and responsibilities imposed by law, the City has and will retain the exclusive right to manage and direct the performance of City services and the work force performing such services, subject to certain limitations contained elsewhere in this Memorandum of Understanding. Therefore, the following matters shall not be subject to the meet and confer process, but shall be within the exclusive authority of the City. The consideration of the merits, necessity, or organization of any service activity conducted by the City shall include, but not be limited to the City's right to:

A. Determine issues of public policy.

B. The exclusive right to determine the mission of its constituent departments, commissions, and boards.

C. Set standards and levels of service and to expand or diminish services.

D. Determine policies, procedures, and standards for selection, training, and promotion of employees.

E. Direct its employees.

F. Establish and enforce employee dress and grooming standards.

G. Determine the methods and means to relieve its employees from duty because of lack of work or other lawful reasons.

H. Maintain the efficiency of governmental operations.

I. Determine the methods, means and numbers and kinds of personnel by which government operations are to be conducted.

J. Determine the content and intent of the job classifications and, to develop new job classifications.

K. Determine methods of financing.

L. Determine style and/or types of city-issued wearing apparel, equipment, or technology to be used.

M. Determine and/or change the facilities, methods, technology, means, organizational structure and size and composition of the work force and allocate and assign work by which the City operations are to be conducted.

N. Determine and change the number of locations, relocations, and type of operations processes and materials to be used in carrying out all city functions, including, but not limited to, the right to contract for or subcontract any work or operations of the City.

O. Assign work to and schedule employees in accordance with requirements as determined by the City and to establish and change work schedules and assignments upon reasonable notice.

P. Establish and modify productivity and performance programs and standards.

Resolution No. 2022-32

Page 37 of 39 ends

________________________
35 Q. Discharge, suspend, demote, reprimand, withhold salary increases and benefits, or otherwise discipline employees in accordance with applicable state law.

R. Establish employee performance standards including, but not limited to, quality and quantity standards, and to require compliance therewith.

S. Take all necessary actions to carry out its mission in emergencies.

T. Exercise complete control and discretion over its organization and the technology of performing its work.

The Association recognizes that the City has and will continue to retain, whether exercised or not, the unilateral and exclusive right to operate, administer and manage its municipal services and work force performing those services in all respects, subject to this Memorandum of Understanding.

Section 2. Grievance on Impacts
The exclusive decision-making authority of the City Council on matters involving City rights and authority shall not be in any way, directly or indirectly, subject to the grievance procedure set forth in this Memorandum of Understanding. The employee may only grieve the impact of the exercise of exclusive City rights and authority that directly relate to matters within the scope of representation.

The City shall not be required to meet and confer in good faith on any subject preempted by federal or state law. The City shall meet and confer in good faith with the Association on all matters related to the salaries, fringe benefits and other terms and conditions of employment in accordance with the Meyers-Milias-Brown Act and/or Police Officers Bill of Rights.

Resolution No. 2022-32

Page 38 of 39 ends

________________________
36 SIGNATURE PAGE

CITY OF VERNON VERNON POLICE

MANAGEMENT ASSOCIATION

Carlos R. Fandino Jr. Nicholas J. Perez
City Administrator/“MERR” President
______________________________ ______________________________ Michael A. Earl Brandon A. Gray
Director of Human Resources Treasurer

______________________________ ______________________________ Scott A. Williams Gustavo S. Herrera
Director of Finance/City Treasurer Secretary
______________________________
Lisette M. Grizzelle
Senior Human Resources Analyst

APPROVED AS TO FORM:
______________________________
Zaynah N. Moussa
City Attorney

APPROVED AND ADOPTED BY THE CITY COUNCIL ON , PER
RESOLUTION NO. .

Attest:

Dated:

Lisa Pope
City Clerk
Resolution No. 2022-32

Page 39 of 39 ends

________________________

MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF VERNON
AND

VERNON POLICE MANAGEMENT ASSOCIATION
July 1, 202219 through June 30, 20252
1 TABLE OF CONTENTS

MEMORANDUM OF UNDERSTANDING
Parties to the Memorandum of Understanding ....…………………………………..…….. 4 ARTICLE ONE: FUNDAMENTALS
Section 1: Recognition ……………………………………………………………….. 5
Section 2: No Discrimination ………………………………………………………… 5
Section 3: Mutual Cooperation ……………………………………………………….. 5 Section 4: No Strikes or Lockouts ……………………………………………………. 5 Section 5: City/VPMA Meetings …………………………………………………...... 5 Section 6: Association Business ……………………………………………………… 5 ARTICLE TWO: LEGAL LIMITATIONS, SAVINGS CLAUSE& TERM
Section 1: Legal Limitations and Savings Clause ……………………………………. 6 Section 2: Term ………………………………………………………………………. 6
Section 3: Maintenance of Existing Conditions………………………………………. 6 Section 4: Modification and Waiver………………………………………………….. 6 Section 5: Severability………………………………………………………………… 7
ARTICLE THREE: SALARIES
Section 1: Lieutenants …….………………………………………………………........ 8 Section 2: Captains .…………………………….………………………………………8
Section 3: Merit Steps …………………………………………………………………..8
Section 4: Salary Adjustment Increase ………………………………..………………. 9 Section 5: Bilingual Pay ………………………………………………………………. 9
Section 6: “P.O.S.T.” Certificate Incentive …………..……….………………..…….. 9 Section 7: Shooting Pay ………………………………………………………………. 10
ARTICLE FOUR: LONGEVITY
Section 1: Employees Hired Before July 1, 1995 ……………………………………. 11 Section 2: Employees Hired On or After July 1, 1995 ………………………………. 11 Section 3: Employees Hired On or After July 1, 1995 and On or Before December 31, 1998 …………………………………………………………12
2 ARTICLE FIVE: OVERTIME
Section 1: Overtime Authorization …………………………………………………… 132 Section 2: FLSA Overtime …………………………………………………………… 132
Section 3: Compensatory Time ………………………………………………………..123 Section 4: Leave Time Inclusions ……………………………………………………..132 Section 5: Training and Recertification Time …………………………………………143 Section 6: Court Attendance and “Stand By” Time …………………………………. 143 Section 7: Call Backs ………………………………………………………………… 154
Section 8: Jury Duty …………………………………………………………………. 154
Section 9: Non-Compensable ………………………………………………………… 165
ARTICLE SIX: UNIFORMS, ALLOWANCE AND SAFETY EQUIPMENT
Section 1: Uniform Allowance ……………………………………………………….. 176 Section 2: Summer Uniforms ………………………………………………………….176
Section 3: Safety Equipment …………………………………………………………..176 ARTICLE SEVEN: BENEFITS
Section 1: Public Employees Retirement System (“PERS”)………………………… 187 Section 2: Supplemental PERS Retirement Benefits …………………….…………... 187 Section 3: Medical, Dental, Vision and Life Insurance ………………………………. 198 Section 4: Retiree’s Medical …………………………………………………………. 2019 Section 5: Vacation Time …………………………………………………………….. 221
Section 6: “In Lieu” Holiday Time ……………………………………………………231 Section 7: Sick Leave ………………………………………………………………….232
Section 8: Bereavement Leave ……………………………………………………….. 243 Section 9: Administrative Leave…………………………………………………….. 243 Section 10: Deferred Compensation ………………………………………………… 243 Section 11: Other City Employee Programs ……………………………………………253 ARTICLE EIGHT: WORK SCHEDULE AND ABSENCES
Section 1: Provisions …………………………………………………………………. 264
3 Section 2: Work Schedule 3/12 Plan …………………………………………………. 264 Section 3: Shift and 7 Code Seven Policy …………………………………………… 264 Section 4: Shift Trades ……………………………………………………………….. 264
ARTICLE NINE: GRIEVANCE PROCEDURE
Grievance Procedure Steps ……………………………………………………………….. 286 ARTICLE TEN: DISCIPLINE PROCEDURE
Discipline Procedure Steps ………..……………………………………………………… 3028 ARTICLE ELEVEN: MANAGEMENT RIGHTS
Section 1: Exclusive Rights and& Authority………………………………………… 343 Section 2: Grievance on Impacts……………………………………………………….354

SIGNATURE PAGE
Signatures …………………………………………………………………………………. 365
4 MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF VERNON
AND

If approved, the terms agreed upon by this MOU shall take effect on July 1, 202219, and shall expire at midnight on June 30, 20252.

IN CONSIDERATION OF THE TERMS AND CONDITIONS HEREIN STATED, the VPMA and the City of Vernon agree as follows:
5 ARTICLE ONE

Section 2: No Discrimination
The provisions of this Memorandum of Understanding shall be applied equally to all employees covered hereby. Neither the City nor the VPMA shall discriminate against any individual, applicantapplicant, or employee with respect to theirhis compensation, terms, condition, or privileges of employment or because of an individual’s race, color, sex, religion, national origin, age, marital status, disability, pregnancy, sexual orientation, political or religious opinions or affiliations, or membership or non-membership in the VPMA.

Section 5: City/VPMA Meetings
Representatives from the VPMA and the City shall meet as needed to discuss issues of mutual concern.

Section 6: Association Business
The City shall grant release time of 100 hours per fiscal year for the Association President or his/her designee. In no case will Association Leave Time be used for political action purposes or if it will cause overtime unless it is authorized in writing by the Police Chief or hishis/her designee. 6 ARTICLE TWO

Section 2: Term
(a) Except as otherwise provided herein, this Memorandum of Understanding shall be in full force and effect from July 1, 202219, and shall remain in full force and effect up to and including midnight, the 30th day of June 20252, or until the next Memorandum of Understanding becomes effective.
(b) This Memorandum of Understanding shall be binding on the City and the Association when approved and adopted by the City Council.

Section 4: Modification and Waiver
The City reserves the right to add to, delete from, amendamend, or modify the Administrative rules, the City Municipal Code, and the City’s Personnel Policies and Procedures Manual during 7 the term of the Memorandum of Understanding, subject to the requirements of the Meyers-MiliasBrown Act and the Police Officers Bill of Rights.

SALARIES
(a) Effective theEffective the first full pay period in July 20192022XXXX, and the first full pay period in July of each subsequent year during the term of the agreement, the base salaries shall be increased by three percent employees represented in the Vernon Police Management Association shall receive a one percent (31%) cost of living increase. (b) Effective the first full pay period in July 2020, employees represented in the Vernon Police Management Association shall receive a one percent (1%) cost of living increase. (c) Effective the first full pay period in July 2021, employees represented in the Vernon Police Management Association shall receive a one percent (1%) cost of living increase.

Section 1: Lieutenant
Police Lieutenant with 31% COLA
Salary Range PM 37
Step Effective
7/73/202219
Effective
7/25/20230
Effective
7/14/20241
1 $
11,43512,015
$
11,54912,375
$
11,66512,746
2 $
12,00712,615
$
12,12712,994
$
12,24813,384
3 $
12,60713,246
$
12,73313,643
$
12,86014,053
4 $
13,23713,908
$
13,37014,326
$
13,50314,755
5 $
13,89914,604
$
14,03815,042
$
14,17815,493
Section 2: Captain
Police Captain with 31% COLA
Salary Range PM 40
Step Effective
7/73/202219
Effective
7/25/20230
Effective
7/14/20241
9 1 $ 13,237
13,908
$
13,37014,326
$
13,50314,755
2 $
13,89914,604
$
14,03815,042
$
14,17815,493
3 $
14,59415,334
$
14,74015,794
$
14,88716,268
4 $
15,32416,101
$
15,47716,584
$
15,63217,081
5 $
16,09016,906
$
16,25117,413
$
16,41317,935
Section 3: Merit Steps
Effective the first full pay period in July of each year during the term of this agreement, employees who are not at the top step of their Classification Compensation Plan, and have attained one year of an overall “above average” or higher performance evaluation rating, as of their immediately preceding classification anniversary date, shall, in accordance with the City’s Performance Evaluation Policy, receive a merit step salary advance. Employees shall continue to receive their annual evaluations as scheduled in the City’s Performance Evaluation Policy. Future merit increases to any said step shall remain at the sole discretion of the City Council.

Section 4: Salary Adjustment Increase
In the event there is a salary inequity between ranks or between employees within the Department, the Chief of Police with the approval of the City Administrator may incorporate a service adjustment increase up to ten percent (10%) per month of their base salary.

Section 5: Bilingual Pay
A VPMA employee may be compensated for bilingual skills after the employee demonstrates proficiency in speaking a foreign language (the ability to read and write in a foreign language may also be tested, if necessary), which proficiency would be determined by successful completion of a foreign language proficiency test designated by the Human Resources Department. Those employees who successfully demonstrate this skill are eligible to receive an additional One Two Hundred TwentySeventy-Five Dollars ($125275.00) per month for bilingual pay and shall not be considered to be part of the employee’s base monthly salary when computing Peace Officers Standards and Training (P.O.S.T.) certificate incentives; however, it shall be considered as part of the base monthly salary for purposes of computing the last highest annual salary.

Section 6: Peace Officers Standards and Training (“P.O.S.T.”) Certificate Incentive VPMA employees shall be entitled to P.O.S.T. certificate pay as follows:

Effective the first full pay period in July of 2019 the POST Certificate pay shall be as follows:

Intermediate: 4% of the employee’s basic monthly salary, excluding all other compensation 10 Advanced: 8% of the employee’s basic monthly salary, excluding all other compensation Effective the first full pay period in July of 2020 the POST Certificate pay shall be as follows:

Intermediate: 5% of the employee’s basic monthly salary, excluding all other compensation Advanced: 10% of the employee’s basic monthly salary, excluding all other compensation Effective the first full pay period in July of 2021 the POST Certificate pay shall be as follows:

Intermediate: 6% of the employee’s basic monthly salary, excluding all other compensation Advanced: 12% of the employee’s basic monthly salary, excluding all other compensation Payment of the above-referenced incentive compensation shall not be cumulative; only the highest applicable incentive pay level shall apply.
• Effective June 1, 20142014, VPMA employees shall be entitled to a 7.5% of the employee’s base monthly salary, excluding all other compensation, for a P.O.S.T.

Management Certificate.

Incentive pay shall be payable the month following the month during which the certificate is granted.

P.O.S.T. certificate pay shall be considered as part of the base monthly salary for purposes of computing the last highest annual salary.

Section 7: Shooting Pay
It is recognized by the City of Vernon and the VPMA that a peace officer must qualify in the firing range on a monthly basis in order to continue to be employed and to receive Shooting Pay. Such qualifications shall occur on duty. Employees who shoot at the range other than the required qualifications dates will be considered to be on personal time. Such time is not counted as working time and is not compensable.

Officers who achieve the following qualifications shall receive compensation as follows:
11 Marksman $ 3.00 Per Month
Sharpshooter $ 5.00 Per Month
Expert $ 7.50 Per Month
Distinguished Expert $ 10.00 Per Month
Shooting Pay shall be considered as part of the base monthly salary for purposes of computing the last highest annual salary.

ARTICLE FOUR

LONGEVITY
Section 1: Employees Hired Before July 1, 1995
Effective August 31, 1986, the City established a four-step Longevity program for all employees.

Said Longevity program is as follows:
• All eligible employees who have five years of service on or before August 31, 1986, shall receive an additional five percent (5%) per month of their base salary effective August 31, 1986, and every year thereafter until reaching the next Longevity level. Employees upon reaching their 5th anniversary date after August 31, 1986, shall be entitled to said five percent (5%) per month upon said anniversary date.
• All eligible employees who have ten (10) years of service on or before July 1, 1987, shall receive an additional ten percent (10%) per month of their base salary effective July 1, 1987, and every year thereafter until reaching the next Longevity level. Employees upon reaching their 10th anniversary date after July 1, 1987, shall be entitled to said ten percent (10%) per month upon said anniversary date. Said ten percent (10%) is in place of the five percent (5%) referenced in paragraph 1 above and not cumulative therewith. • All eligible employees who have fifteen (15) years of service on or before July 1, 1988, shall receive an additional fifteen percent (15%) per month of their base salary effective July 1, 1988, and every year thereafter until reaching the next Longevity level. Employees upon reaching their 15th anniversary date after July 1, 1988, shall be entitled to said fifteen percent (15%) per month upon said date. Said fifteen percent (15%) is in place of each of the amounts referenced in paragraphs 1 and 2 above and not cumulative therewith. • All eligible employees who have twenty (20) years of service on or before July 1, 1989, shall receive an additional twenty percent (20%) per month of their base salary effective July 1, 1989, and every year thereafter. Employees upon reaching their 20th anniversary date after July 1, 19891989, shall be entitled to said twenty percent (20%) per month upon 12 said anniversary date. Said twenty percent (20%) is in place of each of the amounts referenced in paragraphs 1, 2 and 3 above and not cumulative therewith.

Section 2: Employees Hired on or after July 1, 19951995, and on or before December 31, 2013
All employees in the VPMA who are hired on or after July 1, 1995, who attain five (5) years of consecutive uninterrupted employment shall receive an additional five percent (5%) per month of their base salary. Such employees shall be entitled to receive such five percent (5%) increase upon reaching their 5th anniversary date. Such employees will not be entitled to receive any additional Longevity percentage increase to their base salary for further service.

Section 3: Employees Hired on or after July 1, 1995, and on or before December 31, 1998.

1. Vacation

2. Holiday Leave

3. Administrative Leave
14 4. Compensatory Leave

5. Workers’ Compensation Leave (4850 time)

6. Jury Duty

7. Bereavement Leave

8. Military Leave
Section 5: Training and Recertification Time
Training time that is required is compensable.

Recertification time that is directly related to an employee’s job will be compensable if completed during assigned work hours.

Section 6: Court Attendance and “Stand By” Time
Court Appearances
VPMA employees shall be compensated for court appearances in the line of duty outside regular scheduled duty hours as follows:

Stand By Time
If an employee receives a subpoena to be placed on standby, the effected employee shall be compensated for Stand By status as follows:

A. An employee who is placed on Stand By status for a half court day, which shall consist of either a morning session or afternoon session of court, shall be paid Sixty Dollars ($60.00).
15 B. An employee who is placed on Stand By status for a full court day, which shall consist of the morning session and the afternoon session of court, on the same day, shall be paid One Hundred Nineteen Dollars ($119.00). However, if said employee is required to appear in court, he/shethey shall receive court appearance compensation rather than Stand By compensation for his/hertheir time in court.

C. The parties agree that Stand By pay shall not count toward hours worked and that the provision complies with the F.L.S.A.

D. Alternatively, an employee (at the employee’s option and with the permission of the Chief of Police or his his/her designee) on court Stand By may report to the police station, in uniform, for assignment while awaiting court. Under these circumstances, an employee shall be compensated on an hour-for-hour basis (if on overtime, at time and a half) for time actually worked while on Stand By.

E. No additional payment other than that set forth in Section 6 of the MOU shall be made for Court Pay.

Section 7: Call Backs
Call Back duty occurs when an employee is ordered to report to duty on a non-regularly scheduled work shift. Call Back does not occur when an employee is held over from his/hertheir prior shift or is working prior to his/hertheir regularly scheduled shift. This provision is also to be distinguished from Court pay, which is to be used when an employee is called to court.

If the employee is ordered to return to work immediately, theirhis work time shall be credited commencing immediately after the employee has been directly contacted by the employer.

VPMA employees will be required to return to work, if regularly scheduled to work, as soon as they are released from their jury duty.

B. In accordance with Section 215(b) of the Code of Civil Procedure, a juror who is employed by a local government entity who receives regular compensation and 16 benefits while performing jury service, may not be paid Jury Duty Pay. An employee must return all Jury Duty Pay to the Court if paid by the Court.

Employees shall notify their Supervisor on the day they are released from jury duty.

C. VPMA employees shall retain any Jury Duty Mileage Pay.

B. Clothes/Uniform Changing Time–Time spent in changing clothes before or after shift, or during lunch, is not considered hours worked and is not compensable in any manner whatsoever.
17 ARTICLE SIX

Uniform allowance is special compensation that shall be deemed earned when paid and shall be reported to CalPERS as compensation earnable.

VPMA employees shall be responsible for paying their PERS nine percent (9%) employee’s contributions.

Section 2: Supplemental PERS Retirement Benefits
The City agrees to provide additional supplemental retirement benefits to VPMA employees under PERS as follows:
19 • Gov’t Code Section: 20042 – One Year Final Compensation:

Section 3: Medical, Dental, Vision and Life Insurance
The City shall contribute for each full-time employee up to the maximum amounts as set forth below per pay period, toward the cost of his/hertheir medical, dental, and vision plans as outlined in Subsection A through D below. If employees opt out of dental and/or vision, they may use the allotments for those respective coverages toward excess medical premiums as approved by the Director of Human Resources.

C. For employees enrolled in the HSA PPO plan, the City shall pay up to the city contribution for their specific tier as set forth in A and B above reduced by an annual amount of $3,000. In addition, for each employee enrolled in an HSA PPO plan, 20 annually the City shall make lump sum contributions to a health savings account (HSA) as follows $1,500 in January, and $500 each in March, June, and September. The cost of any HSA PPO plan selected by employees that exceeds the City contribution amount shall be paid the employee through a pre-tax payroll deduction.

Dental: The City of Vernon provides a dental insurance plan to employees. Employees may purchase dental insurance through the City by pre-tax payroll deduction. In the event any VPMA employee does not exceed his/hertheir monthly benefit allowance, the employee shall be allowed to use any excess monthly allowances towards additional provided coverage for dental and vision.

Vision: The City of Vernon provides a vision care reimbursement plan to employees. The City shall pay 100% of the cost of such a plan as designated by their election of medical coverage.

Life Insurance: The City provides a $20,000 life insurance premium plan to employees. The City shall pay 100% of the cost of such plan for employees.

Section 4: Retiree’s Medical
Employees must retire from the City of Vernon under a CalPERS Benefit Formula (i.e. Age 50 or 57 Formula) to be eligible for Retiree Medical/Dental Benefits.

For employees hired by the City before July 1, 2019, the following retiree medical benefits apply:

Employees in the Vernon Police Management Association must have been employed as sworn Peace Officers for a minimum of twenty (20) years and a minimum of 10 years of that service has been in the employment of the City of Vernon to be eligible for Retiree’s Medical benefit. The City shall pay up to $1,100 per month towards the employee’s option of the City’s medical and dental insurance programs for the employee and his/hertheir eligible spouse, or the equivalent to the then-current lowest cost City-offered Employee + Spouse medical HMO and/or dental HMO insurance premium, whichever is greater. Alternatively, eligible retired employees and spouse may 21 opt not to enroll in the City’s medical and/or dental insurance coverage and instead receive a monthly reimbursement for premiums actually paid up to $1,100 per month as permitted by the Public Employee Pension Reform Act (PEPRA) or the amount equivalent to the then-current lowest cost City-offered Employee + Spouse medical-HMO and/or dental HMO insurance premium, whichever is greater. Once a retired employee opts not to enroll in the City’s medical and/or dental insurance, he or she will not be allowed to re-enroll.

All retired employees with a minimum of ten (10) years of continuous uninterrupted service with the City may pay the City’s premium cost for medical and dental insurance up to the age of sixtyfive (65) after which time Medicare will become the primary insurance carrier. The retired employee may remain on the City’s supplemental insurance to Medicare at his/hertheir cost provided the retiree has timely obtained and maintains Medicare coverage.

Should the retired employee fail to pay his/hertheir required cost of the insurance premium for the City’s medical/dental benefit plan for any three (3) consecutive months or, should the coverage otherwise lapse for any reason other than City’s non-payment, then the City’s obligation to maintain the retiree’s medical/dental benefit plan shall automatically terminate without the need for further notice.

For employees hired by the City on or after July 1, 2019, the following retiree medical benefits apply:

The City shall pay up to the amount equivalent to the then current, lowest cost, employee only HMO insurance premium for the City's m edical and/or dental insurance premium(s) for all full-time regular employees in the classifications represented by the Vernon Police Management Association who have been employed as sworn Peace Officers for a minimum of twenty (20) years and a minimum of ten (10) years of that service has been in the employment of the City of Vernon. The City contribution shall be applied only toward a city provided medical and dental premium plan payment and shall have no cash surrender value. 22 The City’s contribution toward the Retiree Medical/Dental Benefit Plan shall continue for said retired employee up to the age of sixty-five (65). Upon reaching the age of sixty-five (65), the retiree shall apply for Medicare Part A and Part B coverage, whereupon the City’s insurance shall become supplemental coverage. The City shall pay up to the cost of any Medicare supplemental medical and dental insurance plan offered by the City of Vernon. The City will not be the primary insurance carrier once the retiree reaches the age of sixty-five (65).

If the retiree fails to timely obtain and maintain Medicare coverage, the City shall not be required to provide any medical/dental benefits until such Medicare coverage is obtained and maintained.

The retired employee may remain on the City’s supplemental insurance to Medicare at his/hertheir cost provided the retiree has timely obtained and maintains Medicare coverage.

Section 5: Vacations Time
A. Accrual
• Vacation accrual after the first year of service: 120 hours per year • Vacation accrual after ten (10) years of service: 160 hours per year Vacation accrual after completion of twenty-five (25) years of service: 170 hours per year Continuous Years of Service Vacation Hours Earned per Year 1st year thru 4th year 120
5th year thru 9th year 140
10th year thru 14th year 170
15th year thru 24th year 185
25th year and more 190
23 Current active employees as of July 1, 2022, who have had a previous break in service with the City shall receive credit for any previous full-time City of Vernon service for the purpose of determining accrual of vacation leave.

B. Policy
VPMA employees may take all or part of their vacation in increments of one-fourth (1/4) hour or more, as determined by the Police Chief at his/hertheir discretion with due regard for the wishes of the employee and the needs of the Department.

Any request will be honored only if, in the opinion of the Police Chief or his his/her designee, the manpower staffing or service level on the day or days and at the times requested is adequate to permit granting such a request.

Vacation time provided for herein shall be accumulated from calendar year to calendar year, and shall be compensated for if not utilized during said period.

Section 6: “In Lieu” Holidays Time
VPMA employees shall receive one hundred and ten (110) “in lieu” holiday hours per calendar year). “In lieu” holidays will be credited to each employee on each July 1 in which he/she isthey are on the active payroll, including those on “Light Duty”, of the Department in a classification represented by the VPMA and must be taken prior to the immediately following July 1. “In lieu” holidays may be taken in increments of one-fourth (1/4) hour or more, on dates desired by the employee subject to the needs of the Vernon Police Department. “In lieu” holidays, if not taken, shall not be paid for except if the employee was denied an opportunity to take them off during the calendar year for which such “in lieu” holidays were granted. In that case only, the employee shall be paid for said “in lieu” holidays not taken with his/hertheir first possible payroll check on or after July 1 of the calendar year following the year for which the “in lieu” holidays were credited, at his/hertheir then basic rate, excluding all other compensation, computed in accordance with the applicable Salary Resolution of Vernon. An employee who quits or is terminated shall not be entitled to any compensation for “in lieu” holidays not taken.

Section 7: Sick Leave
Full-time VPMA employees only receive sick leave accrual while they are in a paid status. 24 Employees shall accrue sick time at a rate of 3.08 hours per pay period (80 hour annually), with a maximum cap of 960 hours. Upon reaching the cap, full-time employees will continue to accrue sick leave provided; however, in February of each year all accrued sick leave in excess of 960 hours shall be cashed in at fifty percent (50%) of the employee’s regular rate of pay. Part-time and temporary VPMA employees (excluding CalPERS retired annuitants) working for 30 or more days within a year shall be entitled to accrue paid sick days at the rate of one (1) hour per every 30 hours worked. Employee shall only receive sick leave accrual while they are in a paid status.

A VPMA employee who is absent on sick leave for more than two (2) consecutive shifts shall be required by his or hertheir supervisor to provide a doctor’s note in order to be paid for the sick leave.

Employees will be allowed to utilize their vacation time, any compensatory time, or any “in lieu” holiday time that is due to the employee, in order to lengthen such bereavement time.

The employee shall furnish satisfactory evidence of such death or critical illness to the Chief of Police, if requested.

Section 9: Administrative Leave
Employee(s) occupying the classification of Police Captain, which is designated as “Exempt” for 25 overtime purposes in accordance with the Fair Labor Standards Act (FLSA) executive exemption, shall receive sixty (60) hours of Administrative Leave annually as provided in the Citywide Fringe Benefits and Salary Resolution.

Section 10: Deferred Compensation
VPMA employees are eligible to participate in the City’s Deferred Compensation Program.

WORK SCHEDULE AND ABSENCES
Section 1: Provisions
The Vernon Chief of Police at his/hertheir sole discretion shall establish the work schedule.

Section 3: Shift and Code Seven Policy:

Section 4: Shift Trades
The practice of shift trading shall be voluntary on behalf of each employee involved in the trade.

A shift trade must be pre-approved by a supervisor. The trade must be due to the employee’s desire or need to attend to a personal matter and not due to the department’s operations. The employee providing the trade shall not have his/hertheir compensable hours increased as a result of the trade; nor shall the employee receiving the trade have his/hertheir compensable hours decreased as a result of the trade.

If one individual fails to appear for the other (regardless of the reason), the person who was scheduled as a result of the shift trade will be listed as absent without leave and may be subject to discipline.
27 Any premium pay or other extra compensation shall continue to accrue only to the person originally entitled to the premium pay or extra compensation. Any hours worked beyond the normal work day will be credited to the individual actually doing the work. “Paybacks” of shift trade are the obligation of the two employees involved in the trade. “Paybacks” are to be completed within one (1) calendar year of the date of the initial shift trade.

A record of all initial shift trades and “paybacks’ shall be maintained by the involved employees on forms provided by the Department.
28 ARTICLE NINE

GRIEVANCE PROCEDURE
A. GRIEVANCE DEFINITION
A grievance shall be defined as an allegation by an employee or the Association of a misinterpretation, misapplicationmisapplication, or violation of a particular provision of this MOU, City policy, rulerule, or past practice. The grievance procedure shall not be used in connection with an impasse in collective bargaining, nor with disciplinary actions or other matters for which appeal procedures exist under the Discipline and Disciplinary Actions article herein, or pursuant to statute.

DAYS
Days shall be defined for the purposes of this Article as any day in which the City Hall is open to the public for the general conduct of business.

Step One - Immediate Supervisor
Within fifteen (15) days of the date the employee(s) knew or reasonably should have known of the incident giving rise to the grievance, the employee(s) or the Association shall initiate the grievance procedure by explaining the situation orally or in writing to the immediate supervisor of the affected employee(s). The Association and/or employee(s) waives the right to proceed with the grievance if the grievant does not initiate the procedure by this deadline. After the presentation of the grievance to the supervisor, the supervisor shall make a decision and present his/hertheir decision, in writing, to the Association and employee(s) within five (5) days.

Step Two - Department Head
If the Association or employee(s) is not satisfied with the decision of the immediate supervisor, the grievant(s) shall present the grievance, in writing, to the Chief of Police within ten (10) days of the decision of the immediate supervisor. The Association and/or employee(s) waives the right to proceed with the grievance if the grievant(s) does not act by this deadline. Within five (5) days, the Chief of Police, or thehis/her designee of the Chief of Police, shall meet with the Association and employee(s) to hear the grievance. Within five (5) days of hearing the grievance, the Chief of Police or his/her designee shall present his/hertheir decision, in writing, to the Association and employee(s), with copies to the Human Resources Director and the City Administrator.

Step Three - City Administrator/Advisory Arbitration
If the Association or employee(s) is not satisfied with the result of the meeting with the Chief of Police, the grievant may request the matter be heard by the City Administrator or his/her designee, or the Association may choose to have the matter heard by an impartial hearing officer (arbitrator).

Should the matter be submitted directly to the City Administrator or his/her designee, he/shethe City Administrator shall meet with the Association and/or employee(s) within eight (8) days of 29 receipt of the grievant’ s written notice. If the Association and/or employee(s) elects to have the matter heard by the City Administrator or his/her designee, the Association and/or employee(s) waives the right to have the matter heard by an arbitrator. Within eight (8) days of hearing the grievance, the City Administrator shall provide his/hera decision, in writing, to the Association and employee(s). The decision of the City Administrator shall be final and binding, subject to the option of the employee to bring a proceeding pursuant to Code of Civil Procedure sections 1094.5 and 1094.6.

If the Association elects arbitration, costs of the arbitration shall be shared equally between the Association and the City. A court reporter shall be retained only by mutual consent of the parties.

Within eight (8) days of receipt of the arbitrator's recommendation, the City Administrator shall provide his/hera final decision, in writing, to the Association and employee(s). The recommendation of an arbitrator shall be advisory to the City Administrator or his/her designee.

The decision of the City Administrator shall be final and binding, subject to the option of the employee to bring a proceeding pursuant to Code of Civil Procedure sections 1094.5 and 1094.6.

All time limits specified in the foregoing procedure may be waived only by mutual written agreement.
30 ARTICLE TEN

The procedures herein shall be followed when, in the judgment of the Chief of Police, an employee has committed an act or omission that justifies discipline. The Chief of Police or his/her designee shall advise employees of contemplated disciplinary actions in writing and allow the employee an opportunity to respond to such charges prior to taking final action.

Disciplinary actions should be documented in the employee's official personnel file. Performance deficiencies documented in the employee’s performance evaluation as “does not meet standards” may be the basis for disciplinary action if the employee fails to correct those performance deficiencies within the time period designated by his/hertheir supervisor. To the extent possible, performance deficiencies or other causes for discipline will be documented in the employee’s personnel file.

Upon the City receiving authorization from the employee, the City will provide the Association with all written notices of discipline given to employees represented by Association. The written notice of discipline will also inform the employee that he/she hasthey have the right to consult with the Association with regard to the disciplinary action being taken.

Nothing in this article shall preclude the Chief of Police or his/her designee from ordering a public safety officer to cooperate with other agencies involved in criminal investigations, except where the public safety officer may be the focus of the investigation. If an officer fails to comply with such an order, the officer may be officially charged with insubordination.

Days shall be defined for the purposes of this Article as any day in which the City Hall is open to the public for the general conduct of business.
31 Within ten (10) days of the employee’s receipt of the verbal or written reprimand, the employee may request in writing a meeting with the supervisor who issued the reprimand. Failure to request a meeting within ten (10) days will constitute a waiver of the employee’s right to respond. The employee’s appeal may be made verbally or in writing. After the meeting or receipt of the employee’s written appeal, the supervisor will have ten (10) days to respond to the employee in writing.

If the matter is not resolved to the affected employee’s satisfaction, the employee may seek review of the supervisor’s decision by submitting a written request to the Chief of Police or his/her designee within ten (10) days of receipt of the supervisor’s decision. The determination of the Chief of Police or his/her designee is final and binding, subject to the option of the employee to bring a proceeding pursuant to Code of Civil Procedure sections 1094.5 and 1094.6.

C. PRE-DISCIPLINARY PROCEDURES
Prior to the suspension, demotion, reduction in pay or dismissal of any permanent employee for disciplinary purposes, the following procedures shall be followed:

Employee Review
The employee shall be supplied with a copy of the documents or materials upon which the proposed disciplinary action is based.

Employee Response/Pre-Disciplinary Conference
The notice of proposed action shall state the date by which the employee must exercise the right to respond orally, in writing or both orally and in writing. This represents the pre-disciplinary opportunity for the employee to state any reasons that he/shethey believes the proposed action to be inappropriate. The employee shall have a reasonable amount of time to respond, which shall not be fewer than ten (10) days. This date may be adjusted by mutual agreement. Failure to respond by the assigned date will constitute a waiver of the right to respond. Any response will be fully considered before any final action is decided upon.

The Pre-Disciplinary Conference does not need to be an evidentiary hearing. An employee has the right to have a representative of their his or her own choosing at the conference. The City may conduct further investigation if the employee’s version of the facts or new information raises doubts as to the accuracy of the City’s information leading to the discipline proposal.

Written Notice of Final Action
32 After consideration of the employee’s response, or in the absence of a response, written notice of the final disciplinary action shall be given to the employee. Such notice shall include essentially the same information contained in the notice of proposed action, except that the employee’s formal appeal rights shall be stated.

1. The employee shall submit a written request to the Human Resources Department for advisory arbitration to the City Administrator or his/her designee. The City and Association will share equally share (i.e. 50/50) the arbitration-related expenses, excluding attorney fees, expert witness(es) and staff time.

2. The City shall request a list of seven (7) arbitrators registered with the American Arbitration Association, California State Conciliation Service or some other agreed upon source within ten (10) days of the employee’s request. If the parties are unable to agree 33 on an arbitrator from that list, an arbitrator will be selected by the parties alternately striking names from the list until only one (1) name remains.

3. The selected arbitrator shall serve as the hearing officer.

5. All time limits specified in the procedure may be waived by mutual written agreement.

6. At the conclusion of the hearing, the arbitrator will submit his/hertheir findings to the City and the employee. Within eight (8) days of receiving the arbitrator’s findings, the City Administrator shall provide his/hera final decision, in writing, to the employee. The City Administrator’s decisions shall set forth which charges, if any, are sustained and the reasons therefor. The opinion shall set forth findings of fact and conclusions. The City Administrator’s decision is final, subject to the option of the employee to bring a proceeding pursuant to Code of Civil Procedure sections 1094.5 and 1094.6.

Minor Discipline
Any permanent employee shall have the right to appeal any suspension below the threshold of major discipline. This appeal process shall not apply to probationary employees.

The Chief of Police or his/her designee shall render his/hera decision in writing within fifteen (15) days of receiving the appeal. If the Chief of Police and employee are unable to arrive at a satisfactory solution, the employee may, within fifteen (15) days from the date of the decision by the Chief of Police, submit a written appeal to the City Administrator or his/her designee. The City Administrator or his/her designee will respond or schedule a meeting within fifteen (15) days.

The City Administrator or his/her designee shall render his/hertheir judgment as soon after the conclusion of the hearing as possible and in no event later than thirty (30) days after conducting the hearing. His/herThe City Administrator’s decision shall set forth which charges, if any, are sustained and the reasons therefore. The opinion shall set forth findings of fact and conclusions.

The decision of the City Administrator shall be final and binding, subject to the option of the employee to bring a proceeding pursuant to Code of Civil Procedure sections 1094.5 and 1094.6. 34 ARTICLE ELEVEN

MANAGEMENT RIGHTS
Section 1. Exclusive Rights and Authority.

In order to ensure that the City is able to carry out its functions and responsibilities imposed by law, the City has and will retain the exclusive right to manage and direct the performance of City services and the work force performing such services, subject to certain limitations contained elsewhere in this Memorandum of Understanding. Therefore, the following matters shall not be subject to the meet and confer process, but shall be within the exclusive authority of the City. The consideration of the merits, necessity, or organization of any service activity conducted by the City shall include, but not be limited to the City's right to:

A. Determine issues of public policy.

B. The exclusive right to determine the mission of its constituent departments, commissions, and boards.

C. Set standards and levels of service and to expand or diminish services.

D. Determine policies, proceduresprocedures, and standards for selection, trainingtraining, and promotion of employees.

E. Direct its employees.

F. Establish and enforce employee dress and grooming standards.

G. Determine the methods and means to relieve its employees from duty because of lack of work or other lawful reasons.

H. Maintain the efficiency of governmental operations.

I. Determine the methods, means and numbers and kinds of personnel by which government operations are to be conducted.

J. Determine the content and intent of the job classifications and, to develop new job classifications.

K. Determine methods of financing.

L. Determine style and/or types of city-issued wearing apparel, equipmentequipment, or technology to be used.

N. Determine and change the number of locations, relocationsrelocations, and type of operations
processes and materials to be used in carrying out all city functions, including, but not limited to, the right to contract for or subcontract any work or operations of the City.

O. Assign work to and schedule employees in accordance with requirements as determined by the City and to establish and change work schedules and assignments upon reasonable notice.

P. Establish and modify productivity and performance programs and standards. 35 Q. Discharge, suspend, demote, reprimand, withhold salary increases and benefits, or otherwise discipline employees in accordance with applicable state law.

R. Establish employee performance standards including, but not limited to, quality and quantity standards, and to require compliance therewith.

S. Take all necessary actions to carry out its mission in emergencies.

T. Exercise complete control and discretion over its organization and the technology of performing its work.

Section 2. Grievance on Impacts.

The exclusive decision-making authority of the City Council on matters involving City rights and authority shall not be in any way, directly or indirectly, subject to the grievance procedure set forth in this Memorandum of Understanding. The employee may only grieve the impact of the exercise of exclusive City rights and authority that directly relate to matters within the scope of representation.

CITY OF VERNON VERNON POLICE

MANAGEMENT ASSOCIATION
Carlos R. Fandino Jr. Nicholas J. Perez Brandon A. Gray City Administrator/“MERR” President
______________________________ ______________________________ Michael A. Earl Roberto C. SousaBrandon A. Gray
Director of Human Resources Treasurer
______________________________ ______________________________ Ana K. Rueda Scott A. Williams Nicholas J. PerezGustavo S. Herrera Human Resources AnalystDirector of Finance/City TresurerSecretary ______________________________
Lisette M. Grizzelle
Senior Human Resources Analyst
APPROVED AS TO FORM:
______________________________
Zaynah N. Moussa
Senior Deputy City Attorney

APPROVED AND ADOPTED BY THE CITY COUNCIL ON , PER
RESOLUTION NO. .

Attest:

Dated:

Deborah A. HarringtonLisa Pope
Interim City Clerk
City Council Agenda Item Report
Submitted by: Lisette Grizzelle
Submitting Department: Human Resources
Meeting Date: August 16, 2022

SUBJECT
Amendment to Classification and Compensation Plan
Recommendation:

Adopt Resolution No. 2022-33 amending Exhibit F of the Classification and Compensation Plan adopted by Resolution No. 2022-29 and amended by Resolution No. 2022-31 to incorporate Cost of Living Adjustments for classifications represented by the Vernon Police Management Association.

Background:

The Human Resources Department is responsible for maintenance for the Citywide Classification and Compensation Plan (Plan) which consists of various classification specifications (job descriptions) as well as the Compensation Schedules that list the classification titles and salaries for each classification on the Plan.

Exhibit F of the Classification and Compensation Plan is proposed to be amended to incorporate Cost of Living Adjustments (COLA) included in the new Memorandum of Understanding (MOU) between the City and the Vernon Police Management Association, effective July 3, 2022, July 2, 2023, and July 14, 2024.

Fiscal Impact:

There is no additional fiscal impact associated with approving the proposed amendments to the Citywide Classification and Compensation Plan as the related fiscal impacts of the COLAs are reflected in the staff report for the approval of the MOU between the City and the Vernon Police Management Association.

Attachments:

1. Resolution No. 2022-33
RESOLUTION NO. 2022-33

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF VERNON

AMENDING EXHIBIT F OF THE CLASSIFICATION AND
COMPENSATION PLAN ADOPTED BY RESOLUTION NO. 2022-29, AS AMENDED BY RESOLUTION NO. 2022-31, INCORPORATING COST OF

LIVING ADJUSTMENTS FOR CLASSIFICATIONS REPRESENTED BY

THE VERNON POLICE MANAGEMENT ASSOCIATION
SECTION 1. Recitals.

A. On July 19, 2022, the City Council adopted Resolution No. 2022-29, as amended by Resolution No. 2022-31, adopting the Classification and Compensation Plan in accordance with Government Code Section 20636(b)(1).

B. In order to incorporate Cost of Living Adjustments for classifications represented by the Vernon Police Management Association (VPMA) included in the new Memorandum of Understanding between the City and the VPMA, amendments are necessary to Exhibit F of the Classification and Compensation Plan.

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF VERNON AS FOLLOWS:

SECTION 2. The City Council of the City of Vernon hereby finds and determines that the above recitals are true and correct.

SECTION 3. Effective July 1, 2022, the Classification and Compensation Plan adopted by Resolution No. 2022-29, as amended by Resolution No. 2022-31, is hereby amended to incorporate Cost of Living Adjustments for classifications represented by the Vernon Police Management Association, as shown in Exhibit A of this Resolution and referred to as Exhibit F of the City’s Classification and Compensation Plan. / / /
/ / /
/ / /
/ / /
Resolution No. 2022-33

Page 2 of 5 ends

_______________________
SECTION 4. The City Clerk shall certify the passage and adoption of this resolution and enter it into the book of original resolutions.

APPROVED AND ADOPTED this 16th day of August, 2022.
______________________
LETICIA LOPEZ, Mayor
ATTEST:
____________________________
LISA POPE, City Clerk
(seal)
APPROVED AS TO FORM:
_____________________________
ZAYNAH N. MOUSSA, City Attorney
City of Vernon
Classification and Compensation Plan
Vernon Police Management Association (VPMA)
Fiscal Year: 2022-2023
Effective July 3, 2022
Exhibit F
CLASS

CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA

EMPLOYEE
GROUP
PAY
GRADE
{a}
ANNUAL
{a}

MONTHLY HOURLY PAY PERIOD

POLICE DEPARTMENT
4015 Police Captain E PM 40
Step 1 $ 166,902 $ 13,908 $ 80.2411 $ 6,419.29
Step 2 $ 175,247 $ 14,604 $ 84.2532 $ 6,740.25
Step 3 $ 184,009 $ 15,334 $ 88.4658 $ 7,077.26
Step 4 $ 193,209 $ 16,101 $ 92.8891 $ 7,431.12
Step 5 $ 202,870 $ 16,906 $ 97.5335 $ 7,802.68
4020 Police Lieutenant NE PM 37
Step 1 $ 144,176 $ 12,015 $ 69.3153 $ 5,545.22
Step 2 $ 151,385 $ 12,615 $ 72.7810 $ 5,822.48
Step 3 $ 158,954 $ 13,246 $ 76.4201 $ 6,113.61
Step 4 $ 166,902 $ 13,908 $ 80.2411 $ 6,419.29
Step 5 $ 175,247 $ 14,604 $ 84.2532 $ 6,740.25
Footnote:
{a} - The annual and monthly salaries are reported as whole dollar without the cents ONLY for reporting purposes.

Page 1 of 1 ends

Resolution No. 2022-33

Page 3 of 5 ends

________________________
City of Vernon
Classification and Compensation Plan
Vernon Police Management Association (VPMA)
Fiscal Year: 2023-2024
Effective July 2, 2023
Exhibit F
CLASS

CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA

EMPLOYEE
GROUP
PAY
GRADE
{a}
ANNUAL
{a}

MONTHLY HOURLY PAY PERIOD

POLICE DEPARTMENT
4015 Police Captain E PM 40
Step 1 $ 171,907 $ 14,326 $ 82.6475 $ 6,611.80
Step 2 $ 180,502 $ 15,042 $ 86.7799 $ 6,942.39
Step 3 $ 189,527 $ 15,794 $ 91.1189 $ 7,289.51
Step 4 $ 199,004 $ 16,584 $ 95.6748 $ 7,653.99
Step 5 $ 208,954 $ 17,413 $ 100.4586 $ 8,036.69
4020 Police Lieutenant NE PM 37
Step 1 $ 148,500 $ 12,375 $ 71.3940 $ 5,711.52
Step 2 $ 155,925 $ 12,994 $ 74.9637 $ 5,997.10
Step 3 $ 163,721 $ 13,643 $ 78.7119 $ 6,296.95
Step 4 $ 171,907 $ 14,326 $ 82.6475 $ 6,611.80
Step 5 $ 180,502 $ 15,042 $ 86.7799 $ 6,942.39
Footnote:
{a} - The annual and monthly salaries are reported as whole dollar without the cents ONLY for reporting purposes.

Page 1 of 1 ends

Resolution No. 2022-33

Page 4 of 5 ends

________________________
City of Vernon
Classification and Compensation Plan
Vernon Police Management Association (VPMA)
Fiscal Year: 2024-2025
Effective July 14, 2024
Exhibit F
CLASS

CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA

EMPLOYEE
GROUP
PAY
GRADE
{a}
ANNUAL
{a}

MONTHLY HOURLY PAY PERIOD

POLICE DEPARTMENT
4015 Police Captain E PM 40
Step 1 $ 177,065 $ 14,755 $ 85.1274 $ 6,810.19
Step 2 $ 185,918 $ 15,493 $ 89.3838 $ 7,150.70
Step 3 $ 195,214 $ 16,268 $ 93.8530 $ 7,508.24
Step 4 $ 204,975 $ 17,081 $ 98.5456 $ 7,883.65
Step 5 $ 215,224 $ 17,935 $ 103.4729 $ 8,277.83
4020 Police Lieutenant NE PM 37
Step 1 $ 152,955 $ 12,746 $ 73.5363 $ 5,882.90
Step 2 $ 160,603 $ 13,384 $ 77.2131 $ 6,177.05
Step 3 $ 168,633 $ 14,053 $ 81.0737 $ 6,485.90
Step 4 $ 177,065 $ 14,755 $ 85.1274 $ 6,810.19
Step 5 $ 185,918 $ 15,493 $ 89.3838 $ 7,150.70
Footnote:
{a} - The annual and monthly salaries are reported as whole dollar without the cents ONLY for reporting purposes.

Page 1 of 1 ends

Resolution No. 2022-33

Page 5 of 5 ends

________________________

Vernon City CouncilAugust 16, 2022

Vernon City Council
August 16, 2022