Agenda packet — Vernon City Council, September 2, 2025 (part 7 of 8)

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CERTIFICATION

STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) ss.

CITY OF VERNON )
I do hereby certify that the attached is a true copy of Resolution No. 2025-026 that was passed and adopted at the Regular Meeting held on September 2, 2025, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:
__________________________
GENOVEVA ROCHA, City Clerk
Resolution No. 2025-026

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MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF VERNON
AND
VERNON POLICE OFFICERS’ BENEFIT ASSOCIATION
July 1, 2025 through June 30, 2028
Exhibit A
Resolution No. 2025-026

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TABLE OF CONTENTS

MEMORANDUM OF UNDERSTANDING
Parties to the Memorandum of Understanding .................................................................... 6 ARTICLE ONE: FUNDAMENTALS
Section 1: Recognition ............................................................................................... . 7 Section 2: No Discrimination ....................................................................................... 7 Section 3: Mutual Cooperation ................................................................................... . 7 Section 4: Layoffs ......................................................................................................... 7 Section 5: No Strikes or Lockouts ................................................................................. 7 Section 6: City / VPOBA Meetings .......................................................................... .. 8 Section 7: Association Business ................................................................................... 8 ARTICLE TWO: LEGAL LIMITATIONS, SAVINGS CLAUSE& TERM
Section 1: Legal Limitations and Savings Clause ....................................................... . 9 Section 2: Term ........................................................................................................... . 9 Section 3: Maintenance of Existing Conditions .......................................................... 10 Section 4: Modification and Waiver ........................................................................... 10 Section 5: Severability ................................................................................................. 10 ARTICLE THREE: SALARIES
Section 1: Police Officers .............................................................................................. 11 Section 2: Sergeants ....................................................................................................... 11 Section 3: Merit Steps ................................................................................................. ..12 Section 4: Salary Adjustment Increase ........................................................................ . 12 Section 5: Premium Pay ................................................................................................. 12 Section 6: Bilingual Pay ................................................................................................. 13 Section 7: “P.O.ST.” Certificate Incentive ..................................................................... 13 Section 8: Shooting Pay ................................................................................................. 13 Section 9: Field Training Officer ................................................................................ .. 14 Resolution No. 2025-026

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Section 10: Canine Handlers ......................................................................................... .. 14 Section 11: Motor Officers ............................................................................................. . 14 Section 12: Relief Sergeant .............................................................................................. 14 Section 13: Police Corporal Assignment – Lead Premium Pay ........................................ 15 ARTICLE FOUR: LONGEVITY
Section 1: Employees Hired Before July 1, 1995 ......................................................... 16 Section 2: Employees Hired On or After July 1, 1995 ................................................. 17 Section 3: Employees Hired On or After July 1, 1995 and on or before December 31, 1998 ...................................................................................... 17 ARTICLE FIVE: OVERTIME
Section 1: Overtime Authorization ................................................................................. 18 Section 2: FLSA Overtime ............................................................................................. 18 Section 3: Comp Time .................................................................................................. . 18 Section 4: Leave Time Inclusion .................................................................................. . 18 Section 5: Training and Recertification ......................................................................... 19 Section 6: Court Attendance and “Stand By” Time ....................................................... 19 Section 7: Call Backs ..................................................................................................... 21 Section 8: Jury Duty ....................................................................................................... 21 Section 9: Non-Compensable .......................................................................................... 22 ARTICLE SIX: UNIFORMS, ALLOWANCE AND SAFETY EQUIPMENT
Section 1: Uniform Allowance ...................................................................................... . 24 Section 2: Summer Uniforms .......................................................................................... 24 Section 3: Safety Equipment ......................................................................................... . 24 Resolution No. 2025-026

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ARTICLE SEVEN: BENEFITS
Section 1: Public Employees Retirement System ......................................................... . 25 Section 2: Supplemental PERS Benefits ..................................................................... .. 26 Section 3: Medical .......................................................................................................... 27 Section 4: Cafeteria Plan ................................................................................................. 27 Section 5: Dental Plan ..................................................................................................... 28 Section 6: Vision Plan ..................................................................................................... 28 Section 7: Life Insurance ................................................................................................ 29 Section 8: Retirees Medical ........................................................................................ .. 29 Section 9: Vacation Time .............................................................................................. . 32 Section 10: “In Lieu” Holiday Time ................................................................................. 32 Section 11: Sick Leave ...................................................................................................... 34 Section 12: Bereavement Leave ...................................................................................... . 34 Section 13: Deferred Comp.............................................................................................. .35 Section 14: Other City Employee Programs ..................................................................... 35 Section 15: City Vehicle ................................................................................................. .35 ARTICLE EIGHT: WORK SCHEDULE AND ABSENCES
Section 1: Provisions ..................................................................................................... 36 Section 2: Work Schedule 3/12 Plan............................................................................... 36 Section 3: Shift and Code Seven Policy.......................................................................... 36 Section 4: Sergeants ..................................................................................................... . 37 Section 5: Shift Trades ................................................................................................. . 37 Section 6: Early Relief .................................................................................................. . 38 Section 7: Staffing ........................................................................................................... 38 ARTICLE NINE: GRIEVANCE PROCEDURE
Grievance Procedure Steps ................................................................................................. . 39 Resolution No. 2025-026

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ARTICLE TEN: DISCIPLINE PROCEDURE
Discipline Procedures ......................................................................................................... . 42 ARTICLE ELEVEN: MANAGEMENT RIGHTS
Management Rights ............................................................................................................. . 47

SIGNATURE PAGE
Signatures ............................................................................................................................. 49 Resolution No. 2025-026

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MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF VERNON
AND
VERNON POLICE OFFICERS’ BENEFIT 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 Officers’ Benefit Association (hereinafter “VPOBA”) and except as otherwise specifically provided herein shall apply only to those defined in the aforesaid Resolution as “full-time and regular part-time employees in the Police Department except management and confidential employees” (Section 8B(2) “Group 2”), otherwise known as Police Officers and Sergeants.

This MOU constitutes a joint agreement by the Municipal Employee Relations Representative (“MERR”) and the VPOBA, 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 VPOBA 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 be effective as of July 1, 2025, and shall expire at midnight on June 30, 2028 or until the next Memorandum of Understanding becomes effective. IN CONSIDERATION OF THE TERMS AND CONDITIONS HEREIN STATED, the VPOBA and the City of Vernon agree as follows:

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ARTICLE ONE

FUNDAMENTALS
Section 1: Recognition
The City of Vernon recognizes the Vernon Police Officers’ Benefit Association (“VPOBA”) as the certified majority representative of the employees, comprised of Police Officers and Sergeants, 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 VPOBA shall discriminate against any individual, applicant, or employee with respect to his/her 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 VPOBA.

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: Layoffs
In accordance with the Meyers-Milias Brown Act, the City and the Association shall meet and confer on the effect of its actions to layoff. This will occur prior to implementation of layoffs, except in emergency circumstances wherein the City Council declares a fiscal emergency pursuant to Article II, Chapter 2.2 of the City of Vernon City Charter. The agreement to meet and confer over the effect of the exercising of a City right shall not in any way impair the right of the City to exercise and implement any of its rights to layoff.

Section 5: No Strikes or Lockouts
During the life of this agreement no work stoppages, strikes, slowdowns, or picketing shall be caused or sanctioned by the VPOBA, and no lockouts shall be made by the City.

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Section 6: City/VPOBA Meetings
Representatives from the VPOBA and the City shall meet as needed to discuss issues of mutual concern.

Section 7: Association Business
Representatives of the VPOBA shall be allowed time to conduct their Association business as necessary during work hours. Coordination of such work will be made with the Chief of Police to ensure the availability of staffing levels for such meetings.

The VPOBA President will have available to him/her a total of 200 hours of Association Leave Time at the beginning of each calendar year for conducting Association business off-duty during time he/she and/or any of his/her Association board members would be regularly scheduled to work.

A. The VPOBA President will be responsible for assigning any Association Leave Time to his/her board members. Unused hours may not be carried over from one year to the next without the written authorization of the Police Chief or designee.

B. In each case where Association Leave Time is requested, such request must be in writing to the Police Chief or designee or above a minimum of 72 hours before the Leave Time is needed unless authorized in writing by the Police Chief or designee.

C. Association Leave Time will not be granted if it will cause overtime unless it is authorized in writing by the Police Chief or designee.

D. In no case will Association Leave Time be used for political action purposes.

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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, 2025, 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. The “effective date” does not reflect the date upon which any change to pay or other form of compensation is to be implemented. “Implement” shall mean an actual payment of a new or additional pay element. (b) Upon adoption by the City Council of this Memorandum of Understanding, the City shall take necessary steps to implement the provisions of this MOU with all due expediency.

The City has agreed to limited retroactive pay consistent with the terms of this Memorandum of Understanding; the period of retroactive pay to first full pay period after July 1, 2025, through the date of City Council adoption of this Memorandum of Understanding.
(c) 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 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, 2028 and March 1, 2028.

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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 of the Memorandum of Understanding, subject to the requirements of the Meyers-Milias-Brown Act and the Public Safety Officers’ Procedural Bill of Rights Act.

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.

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ARTICLE THREE

SALARIES
(a) Effective the first full pay period after July 1, 2025, the salary ranges for the classifications of Police Officer and Police Sergeant shall be as follows in an effort to maintain the City’s salary plan administration and policy goals. Each employee represented by the Association shall be placed within the proposed grade and step pay plan as a result of implementation of the Citywide classification and compensation plan, as specified in the attached Exhibit A to this MOU:

Police Officer: Salary Grade No. 30
Police Sergeant: Salary Grade No. 35
Section 1: Police Officer
Police Officer
Monthly Salary Range PO 30
Step Effective 7/13/2025
1 $ 9,607
2 $ 10,088
3 $ 10,592
4 $ 11,122
5 $ 11,678
Section 2: Police Sergeant
Police Sergeant
Monthly Salary Range PO 35
Step Effective 7/13/2025
1 $ 12,262
2 $ 12,875
3 $ 13,518
4 $ 14,194
5 $ 14,904
(b) Effective the first full pay period after July 1, 2026, eligible employees shall receive a 5% merit step increase in accordance with Section 3 (Merit Steps) herein and the City’s Performance Evaluation Policy. The 5% merit step increase shall not exceed the maximum salary or step of the pay grade.
(c) The City and Association agree to a limited reopener to discuss a Cost-of-Living Adjustment (COLA) on base salary ranges for the third year of this MOU term. Effective the first full pay period after July 1, 2027, eligible employees shall receive a COLA based on the percentage change in the Consumer Price Index for All Urban Consumers (CPI-U), Los Angeles-Long Beach-Anaheim region, as published by the U.S. Bureau of Labor Resolution No. 2025-026

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Statistics, for the 12-month period ending in March 2027. Starting on April 5, 2027, the City and Association agree to meet and confer regarding a COLA amount equal to the percentage change in the applicable CPI-U, but which shall not be less than 2% of base salary pay, regardless of the actual CPI change. If the COLA is not finalized by the first full pay period after July 1, 2027, the COLA will be retroactive to the first full pay period after July 1, 2027.

Section 3: Merit Steps
Salary increases to higher pay grade steps are merit steps only, and shall be available to employees as recognition and reward for satisfactory services with the time frames described in the Personnel Policies and Procedures, Performance Evaluation Policy. Merit increases to any said step shall remain the sole discretion of the City Council.

Employees who are not at the top step of their Classification Compensation Plan and who achieve an overall “above average” ranking during their annual performance review in accordance with the City’s Performance Evaluation Policy will receive one merit salary advance on the first full pay period in July. Employees shall continue to receive their annual evaluations as scheduled in the City’s Performance Evaluation Policy and employees may receive more than one annual merit salary advance during the term of this Agreement.

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 may incorporate a service adjustment increase up to ten percent (10%) per month of their base salary.

Section 5: Premium Pay
In the event a Police Officer or a Sergeant is assigned to the Detective Division, the Professional Standards Division, or an outside detail or task force, he/she shall receive premium pay equal to five percent (5%) of his/her base pay per month, and the premium pay 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 overtime pay and last highest annual Resolution No. 2025-026

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salary.

Section 6: Bilingual Pay
A VPOBA 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 Three Hundred Dollars ($300.00) 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 7: Peace Officers Standards and Training (“Post”) Certificate Incentive VPOBA employees shall be entitled to P.O.S.T. certificate pay as follows:

Effective the first full pay period in July of 2025 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 Supervisory: 17% 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.

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 highest annual salary
Section 8: Shooting Pay
Effective August 1, 2014, Shooting Pay for all employees shall be discontinued.

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Section 9: Field Training Officers
Police Officers assigned by the Chief of Police or designee, as Field Training Officers shall receive a differential of two and a half percent (2.5%) of their base salary while assigned as a Field Training Officer. This 2.5% differential shall be considered a part of their base salary and will not be compounded when calculating Longevity, SAI, and P.O.S.T certificate pay. Field Training Officer pay will not be included in the payout of leave hours.

Each officer assigned as a Field Training Officer shall complete a P.O.S.T. approved Field Training Officer School prior to assignment.

The number of field training officers, qualifications, and training for such assignment shall be determined by the Chief of Police. Such assignment maybe revoked at any time without recourse to the disciplinary procedure.

Section 10: Canine Handlers
Each member of the canine team is responsible for the care and maintenance of their assigned Police Service Dog (PSD) both on and off duty. Each handler assigned to the canine team will be paid three (3) hours of overtime each week. This overtime pay will compensate the handler for the time spent providing care for their PSD outside of normal duty hours.

Section 11: Motor Officers
Each Operator shall be allowed one (1) hour per work week to perform motorcycle maintenance.

The maintenance time shall be scheduled either at the beginning or end of a shift with the Watch Commander to ensure sufficient staffing levels.

Each Operator assigned by the Police Chief shall receive a Motorcycle Patrol Premium pay of five percent (5%) of their base salary for the period so assigned. The five percent (5%) Motorcycle Patrol pay shall not be considered to be part of the employee’s base salary when computing other incentive pay.

Section 12: Relief Sergeant
Vernon has established a Sergeant’s relief position with a salary equal to the salary received by Patrol Sergeants. The Chief of Police has the discretion to assign additional duties to the Sergeant assigned to this position.

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Section 13: Police Corporal Assignment - Premium Pay
At the discretion of the Police Chief, an employee who is assigned to the Police Corporal assignment shall be eligible to receive a five percent (5%) Police Corporal Premium Pay. Effective the first full pay period after July 1, 2025 Police Corporals designated as Watch Commander will receive an additional 2.5% Premium Pay for the time they serve as Watch Commander. The Police Corporal Premium Pay shall be in accordance with the Police Corporal Program brochure and summary. The five percent (5%) premium or additional 2.5% premium shall be considered to be part of the employee’s base salary when computing other incentive pay.

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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 Resolution No. 2025-026

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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 who are hired on or after July 1, 1995, and before December 31, 2013, 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.

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.

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ARTICLE FIVE

OVERTIME
Section 1: Overtime Authorization
All overtime requests must have prior written authorization of a supervisor 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. Dispatched calls extending beyond the end of duty time are considered as authorized.

Section 3: Compensatory Time
Employees 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 his/her regular rate of pay.

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 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:

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1. Vacation

2. Holiday Leave

3. Sick Leave

4. Administrative Leave

5. Compensatory Leave

6. Workers’ Compensation Leave (4850 time)

7. Jury Duty

8. Bereavement Leave

9. Military Leave

10. Association 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
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, employees required to attend court sessions outside a scheduled work shift shall be compensated a minimum guarantee of four (4) hours at time and one-half (1.5). The court appearance minimum of four (4) hours or court standby time shall not apply to employees appearing in court during an on-duty status, whether it be his/her regularly assigned shift or an overtime shift assignment, or employees are receiving pay from the City for another reason (i.e., IOD or Administrative Leave).

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C. No more than one guaranteed minimum of four (4)-hours shall be paid in any one day. In the event an employee receives two or more court appearance notices for the same day (for example, morning and afternoon session) the court appearance shall be for the total accumulative hours for the day to attend court. In such cases, an employee shall be compensated at time and one-half (1.5) at his/her regular hourly rate for court duty assignment beyond the guaranteed minimum of four (4) hours.

D. 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.

E. When an employee is scheduled for duty and a court appearance is required within onehalf (1/2) hour before his/her shift or one-half (1/2) hour after the end of his/her shift, the employee shall not be eligible for the four (4) hour court appearance minimum. However, the employee shall be compensated for such overtime worked at 1.5 times his/her regular rate of pay.

F. After receiving a court appearance subpoena, an employee may not request or take vacation (or other requested/approved leave) on the appearance date, unless the court/subpoenaing party approves the employee’s request to reschedule. If an employee has requested or is scheduled to be off duty on vacation (or other requested/approved leave) prior to receipt of a subpoena, and the request to reschedule the court appearance is denied, he/she will be eligible for the court appearance overtime provisions of this section.

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).

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 Resolution No. 2025-026

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paid One Hundred Nineteen Dollars ($119.00). However, if said employee is required to appear in court, he/she shall receive court appearance compensation rather than Stand By compensation for his/her 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.

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/her prior shift or is working prior to his/her 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 (4) 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, his/her work time shall be credited commencing immediately after the employee has been directly contacted by the employer.

Section 8: Jury Duty
A. All regular full-time employees summoned to serve on jury duty shall be provided “Jury Duty Pay” and there shall be no loss of compensation. An employee will be compensated up to two weeks at full pay for jury duty. The employee must provide notice of the Resolution No. 2025-026

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expected jury duty to his or her supervisor as soon as possible, but in no case later than 14 calendar days before the expected start date of the jury duty.

An employee on call for jury duty is expected to report to work. An employee who is called in for jury duty will be required to return to work as soon as they are released from jury duty. All employees shall obtain verification of the hours of jury duty performed using verification forms as may be supplied by the court.

B. Except as herein provided, employees shall remit to the City any compensation received for those days while on jury duty and shall receive regular pay for the time served.

Employees shall be reimbursed by the City for the mileage portion of the jury duty compensation. Jury duty performed on an employee’s regular day off shall not be compensated by the city and the employee shall be entitled only to the court’s compensation for duty performed on such employee’s regular day off.

C. If an employee is required to serve on a jury for a period longer than two weeks, the employee shall be entitled, at the employees’ option, to use any accrued leave time, other than sick time, during the period of extended jury service. The employee shall continue to receive all paid benefits, and shall continue to accrue eligible leave benefits.

Section 9: Non-Compensable
A. City Vehicle Use–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–Employees are not authorized to wear their uniforms or any part thereof that is distinguishable as such unless on duty. Each employee is provided with a locker for his/her personal convenience. Any employee may or may not utilize the locker for storage and changing purposes at his/her own discretion.

Nothing herein prevents an employee from wearing his/her uniform to and/or from his/her residence to work as long as the badge and insignia are covered in a non-police issue Resolution No. 2025-026

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garment such as a windbreaker. Employees choosing to wear their uniforms covered to and/or from work should not wear their “Sam-Browne” belt.

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.

C. Exempt--The Chief of Police and Captains are exempt from overtime. For purposes of treatment of overtime, the classification of Police Sergeant shall be treated in the same manner as Police Officers.

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ARTICLE SIX

UNIFORMS, ALLOWANCE AND SAFETY EQUIPMENT
Section 1: Uniform Allowance
The City will pay each Group 2 employee who has completed his or her first year of service with the City and 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
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.

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.

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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 employees with three percent (3%) at 50 PERS retirement benefit plan for “classic” employees.

As a result of the recent 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 for (PEPRA) employees.
“Classic” 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%).

PEPRA employees shall be responsible for paying their CalPERs employee’s contribution which is one-half of the normal cost (currently 14.5%).

The City makes no representation or guarantee as to whether any of the compensation or payments in this Agreement are subject to CalPERS service credit or pensionable income. Employees/Association expressly acknowledge that CalPERS shall make the sole determination as to inclusion and 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 Resolution No. 2025-026

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to void the Agreement.

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

Final compensation is the average full-time monthly pay rate for the highest twelve (12) consecutive months.

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: 20124 - Military Service Credit as Public Service:

Employees may elect to purchase up to four (4) years of service credit. • Gov’t Code Section: 21571 – Basic Level of 1959 Survivor Benefits:

Provides surviving benefactor a monthly allowance up to four-hundred thirty dollars ($430).
• Gov’t Code Section: 21624 & 21626 & 21628 - Post Retirement Survivor Allowance:

Provides surviving spouse fifty percent (50%) of the amount of retirement allowance, dependent on option choices, in effect at the time of death of retiree.

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Section 3: Medical,
The City offers various medical plans to employees. The City reserves the right to select, administer, or fund any fringe benefit programs involving insurance that now exist or may exist in the future.

The City shall meet with the Association prior to any change of insurance carrier or method funding coverage for any fringe benefits listed in this article.

Section 4: Cafeteria Plan.

The City and Association agree to a section 125 cafeteria plan (non-cash out), effective January 1, 2015. The City will adhere to the cafeteria plan requirements in accordance with IRS Section 125 regulations. The City shall provide to each employee in this bargaining unit a monthly allowance toward the cost of his/her medical, dental, and vision plans as outlined in subsections A, B, C, and D below.

During the term of the Agreement, for employees who elect Employee + Family coverage, the City agrees to 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. If employees opt out of dental and/or vision, they may use the allotments for those respective coverages toward excess medical premiums.

During the term of the Agreement, for employees who elect Employee-Only, Employee + Spouse and Employee + Children tiers, the City agrees to 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 $1,165 per month. Employees who elect one of these tiers must pay for their dental and vision benefits from this cafeteria contribution. The parties understand and agree that this amount will remain fixed during the term of this Agreement. Provided, however, should the total premium cost of the lowest cost medical HMO, Resolution No. 2025-026

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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. If employees opt out of dental and/or vision, they may use the allotments for those respective coverages toward excess medical premiums.

For unit 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, 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.

During the term of the Agreement, Employees will be allowed to opt in to the Employee + Family plan during any open enrollment period or upon a qualifying event as prescribed by the City’s insurance provider.

Section 5: Dental:

The City of Vernon provides a dental insurance plan to employees. In the event an employee does not exceed his/her monthly employer medical allowance, the employee shall be allowed to apply any unused portion toward the purchase of dental insurance for himself/herself and eligible dependents. The cost of any plan selected by the employee that exceeds his/her monthly employer medical allowance shall be paid by the employee through a pre-tax payroll deduction.

Section 6: Vision:

The City of Vernon provides a vision care plan to employees. The City shall pay 100% of the cost of such a plan for employees only. All premiums for vision coverage at each tier of coverage are to be deducted from the total monthly city contribution for Medical, Dental, and vision coverage.

In the event an employee does not exceed his/her monthly employer medical allowance, the Resolution No. 2025-026

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employee shall be allowed to apply any unused portion towards the purchase of additional provided coverage for vision care.

Section 7: Life Insurance:

The City provides a $20,000 life insurance 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. In the event an employee does not exceed his/her monthly employer medical allowance, the employee shall be allowed to apply any unused portion towards the purchase of additional provided coverage for supplemental life insurance.

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.

Section 8: 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:

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/her eligible spouse in the classifications represented by the Vernon Police Officers Benefit Association who 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. The maximum $1,100 City contribution shall be applied only toward a city provided medical and dental premium plan payment and shall have no cash surrender value.

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 Resolution No. 2025-026

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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 $1,100 per month of the cost to provide 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 and/or eligible spouse 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 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 his/her 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 his/her 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.

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 for the employee and his/her eligible spouse of $1,100 or the equivalent to the then-current lowest cost as of the date of employee’s retirement City-offered Employee + Spouse medical HMO and/or dental HMO insurance premium, whichever is greater, 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.

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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 Officers Benefit 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.

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 Pert 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/her cost provided the retiree has timely obtained and maintains Medicare coverage.

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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 as of the date of employee’s retirement 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 reenroll.

Section 9: Vacations
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
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
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/her 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 manpower 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 10: “In Lieu” Holiday Time
Each year, the City will determine the number of holidays observed and shall provide in-lieu holiday hours for these employees in an amount equal to the number of observed holidays Resolution No. 2025-026

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multiplied by the employees’ paid hours per shift.

The following “In lieu” holidays will be credited to each employee on each July 1 in which he/she is on the active payroll of the Department, including those on “Light Duty,” in a classification represented by the VPOBA, and must be taken prior to the immediately following July 1.

1. January 1st - New Year’s Day

2. The 3rd Monday in January – Martin Luther King, Jr. Day

3. The 3rd Monday in February – Presidents Day

4. March 31st – Cesar Chavez Day

5. The last Monday in May – Memorial Day

6. June 19th - Juneteenth

7. July 4th – Independence Day

8. The first Monday in September – Labor Day

9. The second Monday in October – Indigenous Peoples’ Day

10. November 11th – Veterans Day

11. The 4th Thursday in November – Thanksgiving Day

12. December 24th – Christmas Eve

13. December 25th – Christmas Day

14. December 31st – New Year’s Eve
“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 except if the employee was off on Labor Code section 4850 or denied an opportunity to take them off during the fiscal 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/her first possible payroll check on or after July 1 of the fiscal year following the year for which the “in lieu” holidays were credited, at his/her 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 existing City Council approved holidays, Employees shall receive the same number of any additional holidays. Any additional “in lieu” holiday time received by employees will be for a maximum of ten (10) or twelve and a half (12.5) hours per day received, equivalent to assigned work shift.

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Section 11: Sick Leave
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, employees will continue to accrue sick leave provided; however, in or about 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.

If an 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.

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.

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

Section 12: 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, grandmother, grandfather, grandchildren, grandmother-in-law, grandfather-in-law, step children, step parents, step parentsin-law, step brother/sister-in-law, or registered domestic partner), such person will be permitted, subject to the Chief of Police’s approval, to a leave of absence with pay for up to the equivalent to Resolution No. 2025-026

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one work week (37.5, 40, OR 47.5 hours) based on the individual employee’s regular schedule.

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 13: Deferred Compensation
Employees are eligible to participate in the City’s Deferred Compensation Program.

Section 14: Other City Employee Programs
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
• Corrective eye surgery plan
• Hearing aid devise plan
• Tuition reimbursement plan
• Family Medical Leave Act (FMLA)
Section 15: City Vehicle
Employees assigned to detective duties shall be allowed to take the assigned City vehicle home and shall abide by the Vernon Police Department Vehicle Use Policy.

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ARTICLE EIGHT

WORK SCHEDULE AND ABSENCES
Section 1: Provisions
The Vernon Chief of Police at his/her 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, employees will work three (3), twelve and one half hour (12 1/2) days per week with a ten (10) hour 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 affected employee(s) and the Chief of Police or designee.

The City agrees to continue the 3/12 Plan for employees assigned to patrol, with the exception of specific assignments. The VPOBA agrees that the City may, at its sole discretion and at any time, terminate the 3/12 Plan. The VPOBA 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 (121/2) 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.

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Section 4: Sergeants
Patrol sergeants are entitled to eight (8) months of weekends off per year (including Saturday and Sunday). In the event there is a need to adjust a Patrol Sergeant's work schedule due to staffing issues, no such modification will be conducted without first notifying the affected Sergeant a minimum of 10 days prior to the schedule adjustment. There may be an exception to the minimum schedule change notice if the affected Sergeant is an agreement to an immediate change in his/her work schedule.

Section 5: 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/her compensable hours increased as a result of the trade; nor shall the employee receiving the trade have his/her 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.

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 Resolution No. 2025-026

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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.

Section 6: Early Relief
The practice of early shift relief shall be voluntary on behalf of each employee involved in the relief. The employee providing the early relief shall not have his/her compensable hours increased as a result of the early relief; nor shall the employee relieved early have his/her compensable hours decreased as a result of the early relief.
“Paybacks” of early relief hours are the sole obligation of the two employees involved in the early relief. Any dispute 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 who leave the employment of the City or are assigned other duties.

Section 7: Staffing
The City agrees, at the minimum, to meet and discuss any newly budgeted sworn position to determine special assignment pay, as appropriate.

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ARTICLE NINE

GRIEVANCE PROCEDURE

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 his/her 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 the 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 designee shall present his/her decision, in writing, to the Association and employee(s), with copies to the Human Resource Director and the City Administrator.

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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, he/she 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 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 his/her 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 his/her 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 Resolution No. 2025-026

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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.

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ARTICLE TEN

DISCIPLINE & DISCIPLINARY APPEALS 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 his/her 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 has 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.

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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.

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.

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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/she 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 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
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.

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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.

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 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.

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6. At the conclusion of the hearing, the arbitrator will submit his/her findings to the City and the employee. Within eight (8) days of receiving the arbitrator’s findings, the City Administrator shall provide his/her 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 his/her 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 his/her 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/her 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.

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ARTICLE ELEVEN

MANAGEMENT RIGHTS
The City retains all its exclusive rights and authority under State and Federal law and expressly and exclusively retains its management rights, which include, but are not limited to:

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

B. Set standards and levels of service.

C. Determine the procedures and standards of selection for employment and promotions.

D. Direct employees.

E. Establish and enforce dress and grooming standards.

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

G. Maintain the efficiency of governmental operations.

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

I. Determine the content and intent of the job classifications.

J. Determine methods of financing.

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

L. 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.

M. 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.

N. 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.

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

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

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

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

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

The exercise of such rights shall not preclude employees or their representatives from meeting and conferring or meeting and consulting, as required by law, with management representatives.

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SIGNATURE PAGE

CITY OF VERNON VERNON POLICE OFFICERS

BENEFIT ASSOCIATION

Brian T. Saeki Lorenzo Gaytan
City Administrator/“MERR” President
______________________________ ______________________________ Lisette M. Grizzelle Phillip Swinford
Human Resources Program Manager Negotiating Committee

______________________________ ______________________________ Alice Hui Brittany Gonzalez
Director of Finance/City Treasurer Negotiating Committee ______________________________ ______________________________ Joaquin Leon Alfonso Madrigal
Deputy City Treasurer Negotiating Committee
______________________________ ______________________________ Lilia Hernandez Steve Leonesio
Assistant to the City Administrator Attorney

______________________________
Su Tan
Director of Human Resources

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

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

ATTEST:

Dated:________________________
Genoveva Rocha
City Clerk
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VPOBA MOU Exhibit A
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MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF VERNON
AND
VERNON POLICE OFFICERS’ BENEFIT ASSOCIATION
July 1, 20252 through June 30, 202528
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TABLE OF CONTENTS

MEMORANDUM OF UNDERSTANDING
Parties to the Memorandum of Understanding .................................................................... 6 ARTICLE ONE: FUNDAMENTALS
Section 1: Recognition ............................................................................................... . 7 Section 2: No Discrimination ....................................................................................... 7 Section 3: Mutual Cooperation ................................................................................... . 7 Section 4: Layoffs ......................................................................................................... 7 Section 5: No Strikes or Lockouts ................................................................................. 7 Section 6: City / VPOBA Meetings .......................................................................... .. 8 Section 7: Association Business ................................................................................... 8 ARTICLE TWO: LEGAL LIMITATIONS, SAVINGS CLAUSE& TERM
Section 1: Legal Limitations and Savings Clause ....................................................... . 9 Section 2: Term ........................................................................................................... . 9 Section 3: Maintenance of Existing Conditions ............................................................ 9 Section 4: Modification and Waiver ........................................................................... 10 Section 5: Severability ................................................................................................. 10 ARTICLE THREE: SALARIES
Section 1: Police Officers .............................................................................................. 11 Section 2: Sergeants ....................................................................................................... 11 Section 3: Merit Steps ................................................................................................. ..11 Section 4: Salary Adjustment Increase ........................................................................ . 12 Section 5: Premium Pay ................................................................................................. 12 Section 6: Bilingual Pay ................................................................................................. 12 Section 7: “P.O.ST.” Certificate Incentive ..................................................................... 13 Section 8: Shooting Pay ................................................................................................. 13 .
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Section 9: Field Training Officer ................................................................................ .. 13 .
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Section 10: Canine Handlers ......................................................................................... .. 14 Section 11: Motor Officers ............................................................................................. . 14 Section 12: Relief Sergeant .............................................................................................. 14 Section 13: Police Corporal Assignment – Lead Premium Pay ........................................ 14 ARTICLE FOUR: LONGEVITY
Section 1: Employees Hired Before July 1, 1995 ......................................................... 15 Section 2: Employees Hired On or After July 1, 1995 .................................................. 16 Section 3: Employees Hired On or After July 1, 1995 and on or before December 31, 1998 ...................................................................................... 16 ARTICLE FIVE: OVERTIME
Section 1: Overtime Authorization ................................................................................. 17 Section 2: FLSA Overtime ............................................................................................. 17 Section 3: Comp Time .................................................................................................. . 17 Section 4: Leave Time Inclusion .................................................................................. . 17 Section 5: Training and Recertification ......................................................................... 18 Section 6: Court Attendance and “Stand By” Time ....................................................... 18 Section 7: Call Backs ..................................................................................................... 20 Section 8: Jury Duty ....................................................................................................... 20 Section 9: Non-Compensable .......................................................................................... 21 ARTICLE SIX: UNIFORMS, ALLOWANCE AND SAFETY EQUIPMENT
Section 1: Uniform Allowance ...................................................................................... . 23 Section 2: Summer Uniforms .......................................................................................... 23 Section 3: Safety Equipment ......................................................................................... . 23 .
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ARTICLE SEVEN: BENEFITS
Section 1: Public Employees Retirement System ......................................................... . 24 Section 2: Supplemental PERS Benefits ..................................................................... .. 24 Section 3: Medical .......................................................................................................... 26 Section 4: Cafeteria Plan ................................................................................................. 26 Section 5: Dental Plan ..................................................................................................... 27 Section 6: Vision Plan ..................................................................................................... 27 Section 7: Life Insurance ................................................................................................ 28 Section 8: Retirees Medical ........................................................................................ .. 28 Section 9: Vacation Time .............................................................................................. . 31 Section 10: “In Lieu” Holiday Time ................................................................................. 31 Section 11: Sick Leave ...................................................................................................... 32 Section 12: Bereavement Leave ...................................................................................... . 33 Section 13: Deferred Comp.............................................................................................. .33 Section 14: Other City Employee Programs ..................................................................... 33 Section 15: City Vehicle ................................................................................................. .34 ARTICLE EIGHT: WORK SCHEDULE AND ABSENCES
Section 1: Provisions ..................................................................................................... 35 Section 2: Work Schedule 3/12 Plan ............................................................................... 35 Section 3: Shift and Code Seven Policy.......................................................................... 35 Section 4: Sergeants ..................................................................................................... . 36 Section 5: Shift Trades ................................................................................................. . 36 Section 6: Early Relief .................................................................................................. . 37 Section 7: Staffing ........................................................................................................... 37 ARTICLE NINE: GRIEVANCE PROCEDURE
Grievance Procedure Steps ................................................................................................. . 38 ARTICLE TEN: DISCIPLINE PROCEDURE
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Discipline Procedures ......................................................................................................... . 41 ARTICLE ELEVEN: MANAGEMENT RIGHTS
Management Rights ............................................................................................................. . 46

SIGNATURE PAGE
Signatures ............................................................................................................................. 48 .
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MEMORANDUM OF UNDERSTANDING

BETWEEN

If approved, the terms agreed upon by this MOU shall be effective as of July 1, 20252, and shall expire at midnight on June 30, 202528 or until the next Memorandum of Understanding becomes effective.

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

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ARTICLE ONE

Section 5: No Strikes or Lockouts
During the life of this agreement no work stoppages, strikes, slowdowns, or picketing shall be .
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caused or sanctioned by the VPOBA, and no lockouts shall be made by the City.

Section 6: City/VPOBA Meetings
Representatives from the VPOBA and the City shall meet as needed to discuss issues of mutual concern.

C. Association Leave Time will not be granted if it will cause overtime unless it is authorized in writing by the Police Chief or designee.

D. In no case will Association Leave Time be used for political action purposes. .
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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, 20252, 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. The “effective date” does not reflect the date upon which any change to pay or other form of compensation is to be implemented. “Implement” shall mean an actual payment of a new or additional pay element. (a)(b) Upon adoption by the City Council of this Memorandum of Understanding, the City shall take necessary steps to implement the provisions of this MOU with all due expediency.

The City has agreed to limited retroactive pay consistent with the terms of this Memorandum of Understanding; the period of retroactive pay to first full pay period after July 1, 2025, through the date of City Council adoption of this Memorandum of Understanding.
(b)(c) This Memorandum of Understanding shall be binding on the City and the Association when approved and adopted by the City Council.

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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 5: Severability.

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ARTICLE THREE

SALARIES
(a) Effective the first full pay period after July 1, 20252, the salary ranges for the classifications of Police Officer and Police Sergeant shall be as follows in an effort to maintain the City’s salary plan administration and policy goals.: Each employee represented by the Association shall be placed within the proposed grade and step pay plan as a result of implementation of the Citywide classification and compensation plan,at the grade and step that is closest to but not less than the employee’s current base salary. as specified in the attached Exhibit A to this MOU:

Police Officer: Salary Range Grade No. 3027
Police Sergeant: Salary Range Grade No. 352
(b) Effective the first full pay period in July of each subsequent year during the term of the agreement, the base salaries shall be increased 3%.

Section 1: Police Officer
Police Officer Monthly Salary Range PO 3027
Step Effective
7/13/20252
Effective*
7/2/2023
Effective*
7/14/2024
1 $ 9607
7,161 $ 7,376 $ 7,597
2 $ 10088
7,519 $ 7,745 $ 7,977
3 $ 10592
7,895 $ 8,132 $ 8,376
4 $ 11122
8290 $ 8,539 $ 8,795
5 $ 11678
8,704 $ 8,966 $ 9,234
Section 2: Police Sergeant
Police Sergeant
Monthly Salary Range PO 352
Step Effective
7/13/20252
Effective*
7/2/2023
Effective *
7/14/2024
1 $ 12262
9,139 $ 9,414 $ 9,696
2 $ 12875
9,596 $ 9,884 $ 10,181
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3 $ 13518 -
10,076 $ 10,379 $ 10,690
4 $ 14194
10,580 $ 10,898 $ 11,224
5 $14904
11,109 $ 11,443 $ 11,786
(b) Effective the first full pay period after July 1, 2026, eligible employees shall receive a 5% merit step increase in accordance with Section 3 (Merit Steps) herein and the City’s Performance Evaluation Policy. The 5% merit step increase shall not exceed the maximum salary or step of the pay grade.
(c) Effective July 1, 2027,The City and Association agree to a limited reopener to discuss a Cost-of-Living Adjustment (COLA) on base salary ranges for the third year of this MOU term. Effective the first full pay period after July 1, 2027, eligible employees shall receive a COLA based on the percentage change in the Consumer Price Index for All Urban Consumers (CPI-U), Los Angeles-Long Beach-Anaheim region, as published by the U.S.

Bureau of Labor Statistics, for the 12-month period ending in March 2027. Starting on April 5, 2027, the City and Association agree to meet and confer regarding a COLA amount equal to the percentage change in the applicable CPI-U, but which shall not be less than 2% of base salary pay, regardless of the actual CPI change. If the COLA is not finalized by the first full pay period after July 1, 2027, the COLA will be retroactive to the first full pay period after payment in July 2027, COLAJuly 1, 2027. will be retroactive to first full pay period in July 2027.

Notwithstanding the above provision, any person employed in a position of Police Officer, Step 1, shall be appointed to Step 2 upon his/her successful completion in an assigned accredited training academy, and any person employed in a position of Police Officer, Step 2, shall be appointed to Formatted: Font: 12 pt, Condensed by 0.05 pt
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Step 3 after serving at least six (6) months in the field and upon receiving a merit evaluation of satisfactory/competent. Any person who qualifies for said increase shall have his/her anniversary date for future merit increases established as of the date said officer is appointed to said Step.

Section 6: Bilingual Pay
A VPOBA 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 Three Hundred Seventy-Five Dollars ($275.00300.00) 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 7: Peace Officers Standards and Training (“Post”) Certificate Incentive VPOBA employees who have completed their evaluation period shall be entitled to P.O.S.T. certificate pay as follows:

Effective the first full pay period in July of 202561 the POST Certificate pay shall be as follows:

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Payment of the above-referenced incentive compensation shall not be cumulative; only the highest applicable incentive pay level shall apply.

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 8: Shooting Pay
Effective August 1, 2014, Shooting Pay for all employees shall be discontinued.

Section 9: Field Training Officers
Police Officers assigned by the Chief of Police or designee, as Field Training Officers shall receive a deferential of five two and a half percent (2.5%) of their base salary for the period so assigned. while assigned as a Field Training Officer. This 2.5% deferential shall be considered a part of their base salary and will not be compounded when calculating Longevity, SAI, and P.O.S.T certificate pay. Field Training Officer pay will not be included in the payout of leave hours.

Each officer assigned as a Field Training Officer shall complete a P.O.S.T. approved Field Training Officer School prior to assignment.

Section 11: Motor Officers
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Each Operator shall be provided withallowed one (1) hour off per work week for to perform motorcycle maintenance. The maintenance time off shall be scheduled either at the beginning or end of a shift with the Watch Commander to ensure sufficient staffing levels.

Section 13: Police Corporal Assignment - Lead Premium Pay At the discretion of the Police Chief, an employee who is assigned to the Police Corporal assignment shall be eligible to receive a five percent (5%) Police Corporal Lead Premium Pay .

Eeffective the first full pay period after July 1, 202515. Police Corporals designated as Watch Commander will receive an additional 2.5% Premium Pay for the time they serve as Watch Commander. The Police Corporal Lead Premium Pay shall be in accordance with the attached Police Corporal Program brochure and summary. The five percent (5%) premium or additional

2.5% premium shall not be considered to be part of the employee’s base salary when computing other incentive pay.
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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 .
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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 who are hired on or after July 1, 1995, and before December 31, 2013, who attain five (5) years of consecutive uninterrupted employment shall receive an additional five percent (5%) per mouth 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.

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ARTICLE FIVE

Section 2: F.L.S.A. Overtime
Employees 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 those items of compensation required to be included under the FLSA. all regular renumerations.the following components in addition to base salary:
 P.O.S.T. Certificate Pay
 Special Assignment Pay
Section 3: Compensatory Time
Employees 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 his/her regular rate of pay.

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.

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1. Vacation

2. Holiday Leave

3. Sick Leave

4. Administrative Leave

5. Compensatory Leave

6. Workers’ Compensation Leave (4850 time)

7. Jury Duty

8. Bereavement Leave

9. Military Leave

10. Association 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
Employees shall be compensated for court appearances in the line of duty outside regular scheduled duty hours as follows:

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receiving pay from the City for another reason (i.e., IOD or Administrative Leave).

C. No more than one guaranteed minimum of four (4)-hours shall be paid in any one day. In the event an employee receives two or more court appearance notices for the same day (for example, morning and afternoon session) the court appearance shall be for the total accumulative hours for the day to attend court. In such cases, an employee shall be compensated at time and one-half (1.5) at his/her regular hourly rate for court duty assignment beyond the guaranteed minimum of four (4) hours.

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).
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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/she shall receive court appearance compensation rather than Stand By compensation for his/her 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.

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

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

Section 8: Jury Duty
A. All regular full-time employees summoned to serve on jury duty shall be provided “Jury .
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Duty Pay” and there shall be no loss of compensation. An employee will be compensated up to two weeks at full pay for jury duty. The employee must provide notice of the expected jury duty to his or her supervisor as soon as possible, but in no case later than 14 calendar days before the expected start date of the jury duty.

B. Except as herein provided, employees shall remit to the City any compensation received for those days while on jury duty and shall receive regular pay for the time served.

This provision also applies in those situations where the radio must be left on and monitored unless answering a call for service.

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Nothing herein prevents an employee from wearing his/her uniform to and/or from his/her residence to work as long as the badge and insignia are covered in a non-police issue garment such as a windbreaker. Employees choosing to wear their uniforms covered to and/or from work should not wear their “Sam-Browne” belt.

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.

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ARTICLE SIX

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ARTICLE SEVEN

As a result of the recent 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 for (PEPRA) employees.
“Classic” eEmployees shall be responsible for paying their PERS nine percent (9%) employee’s contributions.

PEPRA employees shall be responsible for paying their CalPERs employee’s contribution which is one-half of the normal cost (currently 14.5%).

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compensation and/or service time provided under this Agreement is not a proper basis on which to void the Agreement. Employees/Association 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 employees under PERS as follows:
 Gov’t Code Section: 20042 – One Year Final Compensation:

Final compensation is the average full-time monthly pay rate for the highest twelve (12) consecutive months.

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: 20124 - Military Service Credit as Public Service:

Employees may elect to purchase up to four (4) years of service credit.  Gov’t Code Section: 21571 – Basic Level of 1959 Survivor Benefits:

Provides surviving benefactor a monthly allowance up to four-hundred thirty dollars ($430).
 Gov’t Code Section: 21624 & 21626 & 21628 - Post Retirement Survivor Allowance:

Provides surviving spouse fifty percent (50%) of the amount of retirement allowance, dependent on option choices, in effect at the time of death of retiree.

Commented [LG1]: Clarification language listed in other Sworn MOU.
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Section 3: Medical,
The City offers various medical plans to employees. The City reserves the right to select, administer, or fund any fringe benefit programs involving insurance that now exist or may exist in the future.

The City shall meet with the Association prior to any change of insurance carrier or method funding coverage for any fringe benefits listed in this article.

Section 4: Cafeteria Plan.

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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. If employees opt out of dental and/or vision, they may use the allotments for those respective coverages toward excess medical premiums.

Section 5: Dental:

Section 6: Vision:

In the event an employee does not exceed his/her monthly employer medical allowance, the .
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employee shall be allowed to apply any unused portion towards the purchase of additional provided coverage for vision care.

Section 7: Life Insurance:

Section 8: 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:

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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 $1,100 per month of the cost to provide 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 and/or eligible spouse 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.

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

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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.

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

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/her cost provided the retiree has timely obtained and maintains Medicare coverage.

Should the retired employee fail to pay his/her required cost of the insurance premium for the City’s medical/dental benefit plan for any three (3) consecutive months or, should the coverage .
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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.

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 as of the date of employee’s retirement 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 reenroll.

Section 9: Vacations
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
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.

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Any request will be honored only if, in the opinion of the Police Chief or designee, the manpower 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.

1. January 1st - New Year’s Day

2. The 3rd Monday in January – Martin Luther King, Jr. Day

3. The 3rd Monday in February – Presidents Day

4. March 31st – Cesar Chavez Day

5. The last Monday in May – Memorial Day

6. June 19th - Juneteenth

7. July 4th – Independence Day

8. The first Monday in September – Labor Day

9. The second Monday in October – Indigenous Peoples’ Day

10. November 11th – Veterans Day

11. The 4th Thursday in November – Thanksgiving Day

12. December 24th – Christmas Eve

13. December 25th – Christmas Day

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holidays not taken with his/her first possible payroll check on or after July 1 of the fiscal year following the year for which the “in lieu” holidays were credited, at his/her 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 existing City Council approvedthose holidays provided for in Resolution No. 8764, Employees shall receive the same number of any additional holidays.

Any additional “in lieu” holiday time received by employees will be for a maximum of ten (10) or twelve and a half (12.5) hours per day received, equivalent to assigned work shift.

Section 11: Sick Leave
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, employees will continue to accrue sick leave provided; however, in or about 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.

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An employee who is absent on sick leave for more than two (2) consecutive shifts shall be required by his or her 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 13: Deferred Compensation
Employees are eligible to participate in the City’s Deferred Compensation Program.

Section 14: Other City Employee Programs
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
 Corrective eye surgery plan
 Hearing aid devise plan
 Tuition reimbursement plan
 Family Medical Leave Act (FMLA)
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Section 15: City Vehicle
Employees The Police Sergeant assigned to detective duties shall be allowed to take the his/her assigned City vehicle home and shall abide by the Vernon Police Department Vehicle Use Policy.

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ARTICLE EIGHT

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

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 aeffected employee(s) and the Chief of Police or designee.

Section 3: Shift and Code Seven Policy:

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Section 4: Sergeants
Patrol sergeants are entitled to eight (8) months of weekends off per year (including Saturday and Sunday). In the event there is a need to adjust a Patrol Sergeant's work schedule due to staffing issues, no such modification will be conducted without first notifying the affected Sergeant a minimum of 10 days prior to the schedule adjustment. There may be an exception to the minimum schedule change notice if the affected Sergeant is an agreement to an immediate change in his/her work schedule.

Section 5: Shift Trades
The practice of shift trading shall be voluntary on behalf of each employee involved in the trade.

Any dispute as to the “paybacks” is to be resolved by the involved employees, and under no .
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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.

Section 7: Staffing
The City agrees, at the minimum, to meet and discuss any newly budgeted sworn position to determine special assignment pay, as appropriate.
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ARTICLE NINE

GRIEVANCE PROCEDURE

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.

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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).

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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.
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ARTICLE TEN

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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.

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:

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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.

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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.

3. The selected arbitrator shall serve as the hearing officer. .
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5. All time limits specified in the procedure may be waived by mutual written agreement.

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.

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ARTICLE ELEVEN

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

B. Set standards and levels of service.

C. Determine the procedures and standards of selection for employment and promotions.

D. Direct employees.

E. Establish and enforce dress and grooming standards.

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

G. Maintain the efficiency of governmental operations.

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

I. Determine the content and intent of the job classifications.

J. Determine methods of financing.

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

N. 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.
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O. Establish and modify productivity and performance programs and standards.

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

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

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

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

The exercise of such rights shall not preclude employees or their representatives from meeting and conferring or meeting and consulting, as required by law, with management representatives. .
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SIGNATURE PAGE

CITY OF VERNON VERNON POLICE OFFICERS

BENEFIT ASSOCIATION

______________________________ ______________________________ Alice Hui Brittany Gonzalez
Director of Finance/City Treasurer Negotiating Committee ______________________________ ______________________________ Joaquin Leon Alfonso Madrigal
Deputy City Treasurer Negotiating Committee
______________________________
Lilia Hernandez Steve Leonesio
Assistant to the City Administrator Attorney

______________________________
Su Tan
Director of Human Resources

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

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

ATTEST:

Dated:________________________
Genoveva Rocha
City Clerk
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City Council Agenda Report
Meeting Date: September 2, 2025
From: Su Tan, Director of Human Resources
Department: Human Resources
Submitted by: Lisette Grizzelle, Human Resources Program Manager Subject
Citywide Fringe Benefits Policy
Recommendation
Adopt Resolution No. 2025-027 adopting the Citywide Fringe Benefits Policy and repealing Resolution No. 2024-026.

Background
The Citywide Fringe Benefits Policy (Policy) contains provisions that apply to all employees and officers of the City of Vernon and specifically outlines benefits and terms of employment for employees in classifications designated as Executive, Management, Mid-Management, Confidential, Unclassified, Temporary, and Elected Officials. Exceptions, additions, and/or limitations to the Policy are found in individual Memoranda of Understanding for represented classifications.

Proposed revisions to the Policy reflect previous City Council authority provided for labor negotiations with the City’s bargaining groups and the wages, hours, and terms and conditions of employment for employees in unrepresented classifications. The proposed revisions are summarized as follows:
• Section 1. Holidays: Addition of June 19th Juneteenth as an authorized City holiday; And language change to provide a floating holiday to eligible employees for holidays that fall on a Saturday, this will not be eligible to carry over into the following year or for cash out;
• Section 7. Sick Leave: Proposed language addition:
o If an active full-time employee passes away while on active status as a City of Vernon full-time employee, any unused sick leave hours in his/her sick leave bank will be compensated to employee’s designated beneficiary at 100% of his/her then current regular hourly rate of pay;
• Section 18. Retiree Medical – Non-Safety Employees: Addition of clarification language in retiree monthly reimbursement payment language to provide more clarity, uniform implementation and administration;
• Section 20. Bilingual Pay: Increase in Bilingual Pay from $275 to $300 per month consistent with all eligible City employees;
• Section 21. Certificate Pay: New section adding Executive P.O.S.T and Information Technology 5% certificate pay;
• Section 22. Uniform Allowance: Revision language to include required footwear for nonsworn Police Department employees; • Section 25. Compensation for Classifications Designated as Executive, Management, Mid-Management, Confidential, Unclassified, Temporary and Elected Officials: Each employee covered by this Policy shall be placed within the proposed grade and step pay plan as a result of implementation of the Citywide classification and compensation study, at a grade and step that is closest to but not less than the employee’s . .

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current base salary; and the City will review and consider a Cost-of-Living Adjustment (COLA) on base salary ranges for the 2027-2028 fiscal year to be effective July 1, 2027.

Approval of the specific salary schedule that makes up the City’s Classification and Compensation Plan is provided through a separate City Council agenda report.

Fiscal Impact
The estimated fiscal impact resulting from approval of the proposed amendments to the Citywide Fringe Benefits Policy for the classifications of Executive, Management, Mid-Management, Confidential, Unclassified, Temporary, and Elected Officials, as detailed above is approximately $674,628 for Fiscal Year 2025-2026. Sufficient funds for the proposed amendments are available in the salary and benefit accounts for each City Department. Funding for future fiscal years will be included in future proposed budgets.

Attachments

1. Citywide Fringe Benefits Policy Resolution No. 2025-027

2. Citywide Fringe Benefits Policy 07-01-2025 (Redline) .
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RESOLUTION NO. 2025-027

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF VERNON

ADOPTING THE CITYWIDE FRINGE BENEFITS POLICY AND
REPEALING RESOLUTION NO. 2024-26
SECTION 1. Recitals.

A. On November 19, 2024, the City Council adopted Resolution No. 2024-26, adopting a Citywide Fringe Benefits Policy.

B. To reflect City Council authority provided for labor negotiations with the City’s bargaining units and employees in unrepresented classifications, staff recommends the adoption of an updated Citywide Fringe Benefits Policy.

C. At its regular meeting on September 2, 2025, prior to taking final action to approve this Resolution, the City Council received an oral report summarizing the recommended fringe benefits to be paid, in accordance with Government Code Section 54953(c)(3).

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 September 2, 2025, the City Council of the City of Vernon hereby approves the Citywide Fringe Benefits Policy, attached hereto as Exhibit A.

SECTION 4. All resolutions or parts of resolutions, specifically Resolution No. 2024-26, not consistent with or in conflict with this resolution are hereby repealed. / / /
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SECTION 5. The City Clerk, or Deputy City Clerk, shall certify the passage and adoption of this resolution and enter it into the book of original resolutions.

APPROVED AND ADOPTED September 2, 2025.
________________________
LETICIA LOPEZ, Mayor
ATTEST:

GENOVEVA ROCHA, City Clerk
APPROVED AS TO FORM:

ZAYNAH N. MOUSSA, City Attorney
Resolution No. 2025-027

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CERTIFICATION

STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) ss.

CITY OF VERNON )
I do hereby certify that the attached is a true copy of Resolution No. 2025-027 that was passed and adopted at the Regular Meeting held on September 2, 2025, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:
__________________________
GENOVEVA ROCHA, City Clerk
Resolution No. 2025-027

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Exhibit A
City of Vernon

CITYWIDE FRINGE BENEFITS POLICY
Effective July 1, 2025
Resolution No. 2025-027

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TABLE OF CONTENTS

CITYWIDE FRINGE BENEFITS POLICY
Introduction: ........................................................................................................... 3 Section 1: Holiday ............................................................................................. 3 Section 2: Executive Leave Time ..................................................................... 4 Section 3: Overtime .......................................................................................... 5 Section 4: Compensatory Time ...................................................................... 7 Section 5: Court Time ....................................................................................... 8 Section 6: Vacation ......................................................................................... 9 Section 7: Sick Leave ....................................................................................... 9 Section 8: Family Sick Leave (Kin Care) ....................................................... 13 Section 9: Bereavement Leave ...................................................................... 13 Section 10: Jury Duty ........................................................................................ 15 Section 11: Automobile Allowance and Reimbursement for Expenses ...... 15 Section 12: Health Insurance ............................................................................ 17 Section 13: Dental Insurance ............................................................................ 18 Section 14: Vision Insurance ............................................................................. 18 Section 15: Life Insurance ................................................................................. 18 Section 16: Deferred Compensation Plan ...................................................... 18 Section 17: CalPERS Retirement Plan .............................................................. 19 Section 18: Retiree Medical Insurance ............................................................ 22 Section 19: Longevity Program......................................................................... 24 Section 20: Bilingual Pay .................................................................................... 25 Section 21: Certificate Pay ………………………………………………………...26
Section 22: Uniform Allowance ........................................................................ 27 Section 23: Stand-by Policy .............................................................................. 27 Section 24: Per Diem ......................................................................................... 29 Section 25: Compensation for Classifications Designated as Executive, Management, Mid-Management, Confidential, Unclassified and Elected Officials ............................................................................ 29 Resolution No. 2025-027

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The existence of these policies shall not create or imply any employment contract or vested right of employees.

For those employees covered in respective memoranda of understanding (MOU), the provisions set forth in the applicable MOU shall prevail in the event that there is any conflict between provisions established in this Resolution and any provisions established in the respective MOU.

The provisions set forth in this Policy or as amended from time to time shall be effective upon City Council adoption, unless a specific effective date is stated therein.

FRINGE BENEFITS
Section 1. HOLIDAYS
A. Authorized holidays are as set forth in Table 1, attached hereto and incorporated herein by reference. Municipal offices shall be closed on such holidays.

B. The dates for observation of holidays shall be approved by the City Council.

C. If an authorized holiday falls on a Sunday, the following Monday shall be treated as the holiday. Holidays falling on a Friday, shall not be granted as an authorized holiday to employees. If an authorized holiday falls on a Saturday, eligible employees shall be granted hours equivalent to one regular working day as a floating holiday. Each year effective July 1st, the City will determine the number of holidays that fall on a Saturday and will provide employees with a bank of floating holiday hours to be used within that fiscal year. The timing of an employee’s use of floating holiday hours shall be subject to advance approval of their Department Head or designee. Floating holiday hours must be used prior to June 30 of the fiscal year in which the floating holiday was granted, and such hours cannot be cashed out or carried over into the next fiscal year.

D. An employee whose regular shift assignment falls on an authorized holiday and who is required to work on that day shall be paid at his/her regular hourly rate of pay for the holiday, plus his/her regular hourly rate including Resolution No. 2025-027

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any applicable overtime pay for the actual hours he/she was required to work on the authorized holiday.

E. Temporary and part-time employees are not eligible for paid holidays.

F. All full-time employees may use vacation time or compensatory time for a religious holiday (not listed herein as an authorized holiday) with the prior approval of the department head. If there is insufficient accumulated time, the employee may request the time as unpaid leave of absence.

TABLE 1 - HOLIDAY
Section 2. EXECUTIVE LEAVE
A. Executive and Management - Includes City Administrator, City Attorney, City Clerk, City Treasurer and the heads of all Departments as listed in the City Code or City Charter and their respective Deputies and Assistant Directors shall receive, effective January 1 of each calendar year, 80 hours of Executive leave.

B. The 80 hours may not be carried over into the succeeding calendar year and is lost and not eligible for cash payout if not used by December 31 of each calendar year.

HOLIDAY
January 1st - New Year’s Day
3rd Monday in January - Martin Luther King Jr. Day
3rd Monday in February - Presidents Day
March 31st - Cesar Chavez Day
Last Monday in May – Memorial Day
June 19th - Juneteenth
July 4th – Independence Day
1st Monday in September – Labor Day
2nd Monday in October – Indigenous Peoples’ Day
November 11th – Veterans Day
4th Thursday in November - Thanksgiving Day
December 24th – Christmas Eve
December 25th – Christmas Day
December 31st – New Year’s Eve
And other days as such designated by City
Council.

Resolution No. 2025-027

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C. Executive and Management staff hired, promoted, or reclassified on or after April 1 of each calendar year shall be eligible to receive pro-rated executive leave hours during the year of hire as identified below:

D. Mid-Management – Staff who are designated as exempt in accordance with the Fair Labor Standards Act (FLSA) shall receive, effective January 1 of each calendar year, 60 hours of Executive leave.

E. The 60 hours may not be carried over into the succeeding calendar year and is lost and not eligible for cash payout if not used by December 31 of each calendar year.

F. Mid-Management FLSA exempt staff hired, promoted, or reclassified on or after April 1 of each calendar year shall be eligible to receive pro-rated executive leave hours during the year of hire as identified below:

Hired, Promoted, or Reclassified on or
Between
Executive Leave
January 1 – March 31 60 hours
April 1 – June 30 45 hours
July 1 – Sept. 30 30 hours
Oct 1 – Dec. 31 15 hours
G. All Executive leave requests should be approved by the department head or City Administrator at least ten days in advance of the date to be taken, although the department head retains discretion to approve the use of Executive Leave in special circumstances.

H. The City Administrator or his/her designee may grant additional executive leave upon commencement of employment in order to attract highly qualified and experienced executive and management level staff.

Section 3. OVERTIME
A. It shall be the duty of all department heads to operate their respective departments with a minimum amount of overtime. If the best interests of Hired, Promoted, or Reclassified on
or Between
Executive Leave
January 1 – March 31 80 hours
April 1 – June 30 60 hours
July 1 – Sept. 30 40 hours
Oct 1 – Dec. 31 20 hours
Resolution No. 2025-027

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the City require that an employee work beyond the forty (40) hours of work scheduled, such employee shall be compensated as set forth hereinafter.

B. The department head may reschedule the workweek of employees in positions not exempt from the FLSA to allow credit for productive hours actually worked on one day (excluding lunch periods) towards the regular paid workweek schedule. For example, if an employee works twelve (12) hours on one day (based on a ten (10) hour day), the entire twelve hours will be recorded on the time card as paid worked time. In this example, the department may schedule the employee to work only eight (8) hours on one of the other scheduled workdays in the workweek, as long as the employee’s hours for the workweek do not fall below the minimum paid work hours schedule.

C. All overtime requests must have prior written authorization of the respective department head or designee 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.

D. Except as may be provided in specific memoranda of understanding, employees will be paid overtime at time and a half (1.5) of their regular hourly rate for all eligible hours worked in excess of forty (40) hours in a single workweek.

E. Holidays (regular, in-lieu), vacation time, sick leave, compensatory time, paid jury duty leave, and bereavement leave shall count as time worked for the purposes of computing overtime. Unpaid jury leave, disciplinary suspensions, and administrative leave shall not count as time worked for the purpose of computing overtime.

F. In the event a part-time or temporary employee is required to work beyond his/her assigned working hours, compensation shall be at the normal hourly rate up to forty (40) hours per workweek. For hours worked beyond forty (40) in a workweek, such employee shall be compensated at the rate of one and one-half of (1.5) said employee’s hourly rate.

G. If an employee works on his/her regular day off, the employee will receive paid compensation or receive compensatory time, at the employee’s discretion. With a mutual agreement between an employee and his/her supervisor, an employee’s regular day off may be rescheduled to another day off in the same pay period.

Resolution No. 2025-027

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H. An employee is expected to begin work no more than five (5) minutes prior to the beginning of his or her scheduled start time, and to stop work no later than five (5) minutes after the end of his or her scheduled ending time. An employee who wishes to begin or end work at a different time must obtain written approval from his or her department head prior to working the different or additional time.

I. Straight time and overtime will be compensated in six (6) minute segments of time.

J. While overtime should be attempted to be distributed equally amongst all employees in a given classification, the department head retains discretion to assign such overtime.

K. The City Administrator, department heads and those management employees designated by the City Administrator as exempt under the provisions of the Fair Labor Standards Act (FLSA) shall not be subject to the provisions of this section relating to overtime, but shall work such hours as may be necessary for the effective operation of their respective departments.

L. Please refer to Human Resources Policy, Salary Plan Administration II-3.

Section 4. COMPENSATORY TIME
A. All regular full-time employees may request to accrue compensatory time in lieu of cash payment for overtime worked. The total compensatory time accrued is calculated by multiplying the number of hours of overtime worked by the applicable overtime rate (1, 1.5 or 2), and is subject to the approval of the department head.

B. Compensatory time may be accumulated up to a maximum of eighty (80) hours. It is at the employee’s option whether to receive overtime compensation or compensatory time accruals up to the 80-hour limit.

C. Compensatory time shall be taken in 6-minute increments. Scheduling of compensatory time requires prior approval and must be preceded by a ten (10) day notice of intended use from the employee. Management may waive the ten (10) day notice in cases of emergency.

D. Employees who have reached the 80-hour limit shall receive overtime compensation. There are no cash payouts of compensatory time once an employee has elected compensatory accrual.

Resolution No. 2025-027

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Section 5. COURT TIME
A. The required presence in a court of law of any employee subpoenaed to testify in a matter arising within the course and scope of his/her City employment shall be compensated in accordance with the below provisions.

B. For each day that the presence of the employee is required in a court of law in response to an order or subpoena in relation to an incident or event arising out of the course and scope of employment with the City, the employee shall be given a paid leave of absence.

C. For each day an employee is required in a court of law in response to an order or subpoena in relation to an incident or event arising out of the course and scope of employment with the City that is outside of the employee’s regularly scheduled work shift, the employee shall be given a paid leave of absence.

D. An employee who needs to appear in court on any other matter not arising out of the course and scope of employment with the City shall be expected to use their accrued paid leave to make such appearance, or unpaid leave if no leave is available.

Resolution No. 2025-027

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Section 6. VACATION
A. Except as provided for in respective memoranda of understanding, every full time employee who has been in the continuous employment of the City shall receive annual vacation leave as set forth in below:

Mid-Management and Confidential Staff:

Continuous Years of Service Vacation Hours Earned Bi-Weekly Accrual
1st year thru 4th year 80 3.08
5th year thru 9th year 100 3.85
10th year thru 14th year 120 4.62
15th year thru 24th year 160 6.16
25th year and more 190 7.31
Executive and Management Staff: Include the City Administrator, City Attorney, City Clerk, City Treasurer and the heads of all Departments as listed in the City Code or City Charter and their respective Deputies and Assistant Directors.

Continuous Years of Service Vacation Hours Earned Bi-Weekly Accrual
1st year thru 4th year 120 4.62
5th year thru 10th year 150 5.77
10th year thru 15th year 170 6.54
15th year thru 25th year 185 7.12
25th year and more 190 7.31
B. 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.

C. Mid-Management and Confidential staff shall be allowed to accumulate and carry over to the next calendar year a maximum number of hours equal to the number of hours the employee accrued during the immediately preceding year. In or about February of each year, employees shall be compensated for unused accrued vacation benefit in excess of the allowed accumulated amount referenced herein.

D. Executive and Management staff shall be allowed to accumulate up to a maximum accrual cap of 480 hours. Upon reaching the 480-hour maximum Resolution No. 2025-027

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accrual cap, the employee shall continue to accrue vacation hours and shall be automatically cashed out for all hours in excess of 480 in February of each year.

E. Vacation leave shall be scheduled with the approval of the City Administrator or department head or his or her designee by submitting a Leave Request Form in writing, within ten (10) business days before the beginning of the vacation. Vacation leave requests for extended times (3 weeks or more), unless an unforeseen emergency exists, shall be submitted at least thirty (30) days in advance of the beginning of the vacation.

F. Vacations shall be approved subject to the needs of the department. The employee’s seniority and wishes will be factors that are considered during the scheduling process.

G. Vacation leave requests shall not be in excess of such leave actually earned at the time it is requested or in excess of the regular scheduled workweek.

H. No vacation leave shall be accumulated by employees while they are on an unpaid leave of absence.

I. Vacation may be taken prior to the completion of the employee’s probationary period under special circumstances and with the approval of the department head.

J. In the event one or more City holidays fall within a vacation period, such holidays shall not be charged as vacation leave.

K. Upon separation from City employment, compensation shall be paid for vacation leave that has been earned but not taken.

L. Vacation leave shall be requested in fifteen (15) minute increments.

M. The department head retains discretion to cancel previously authorized vacation in the case of an emergency.

N. The City Administrator or his /her designee may grant additional leave upon commencement of employment in order to attract highly qualified and experienced executive and management level staff.

Resolution No. 2025-027

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Section 7. SICK LEAVE
A. All full-time employees shall accrue up to 80 hours of sick leave per calendar year, at a rate of 3.08 of sick leave hours per pay period.

B. Effective January 1, 2024, in accordance with the Healthy Workplaces, Healthy Families Act of 2014, all part-time and temporary 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 and shall be eligible to use accrued sick leave after satisfying a 90-day employment period. Eligible part-time and temporary employees will accrue no less than 40 hours of sick leave by the 200th calendar day of employment or each calendar year, or in each 12-month period.

C. Employees shall only receive sick leave accrual while they are in a paid status.

D. The City shall allow annual carry-over of sick leave hours for full-time employees up to a maximum accrual cap of 960 hours and 48 hours for eligible part-time/ temporary employees. This bank of carry-over sick leave would provide a cushion for long-term illnesses and injuries.

E. Any sick leave hours exceeding 960 hours (full-time) or 48 Hours (part-time will be compensated for in or about February of each year at 50% of the employee’s hourly rate.

F. Temporary employees are not eligible for cash-out of accrued sick leave hours.

G. All employees who are rehired with a break in service of less than one year are entitled to have previously unpaid accrued and unused paid sick days reinstated.

H. Sick leave shall be allowed on account of actual illness, for the diagnosis, care, or treatment of an existing health condition or preventative care for an employee or an employee’s family member (including to care for a parent-in-law, grandparent, grandchild, or a sibling, in addition to child, parent, spouse or registered domestic partner). Sick leave shall also be allowed for an employee for certain purposes related to being a victim of domestic violence, sexual assault, or stalking. Preventive health care shall include medical and dental appointments (if such appointments cannot be arranged other than during working hours) and injury not arising out of and in the course of employment. Sick leave shall be used in increments of Resolution No. 2025-027

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fifteen (15) minutes and shall not be taken in excess of time earned at the time it is taken.

The statement shall certify the physical condition of the employee/employee’s family member that prevented the employee from performing the duties of said employee’s position during the period of absence. The department head or designee, in accordance with departmental procedure, shall approve all sick leaves. Notwithstanding the above, the City may require verification of sick leave use whenever it has reason to believe there is misuse, abuse or a pattern of abuse.

J. Abuse of sick leave, and excessive leave, may constitute grounds for disciplinary action. Abuse of sick leave includes, but is not limited to, not adhering to sick leave policies, using sick leave for purposes not enumerated in this policy, and falsifying or misstating facts when using sick leave. A pattern of sick leave usage on Mondays, Thursdays, and immediately before and after holidays and/or vacations may be evidence of sick leave abuse. A violation of this policy will result in corrective action including counseling and/or disciplinary action, and/or a mandatory referral to the City’s Employee Assistance Program (EAP). This determination of abuse does not apply to an employee’s use of sick leave under an approved family, medical, and/or pregnancy disability leave in accordance with state and federal laws.

K. If in the opinion of the department head it appears that an employee may be establishing a pattern of abuse of sick leave or frequent or excessive absences, a statement establishing the need for sick leave from the employee’s physician may be required as a condition of approved sick leave.

L. Employees may use accrued compensatory or vacation leave for extended sick leave absence because of a prolonged and continuing illness and/or medical treatment after sick leave has been exhausted.

M. Employees are required to use accumulated sick leave concurrently with absences on account of a work related injury arising out of and in the course of his/her employment. In cases where the injury suffered is covered by Workers Compensation Insurance, accumulated sick leave must be used concurrently to make up the difference between Workers Resolution No. 2025-027

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Compensation Insurance allowance and full base pay. Please refer to Personnel Policy, Family and Medical Leave Policy.

N. If an employee resigns from the City with 20 years or more of continuous service, he/she will be compensated for all unused sick leave hours in his/her sick leave bank at the time of separation at 50% of his/her then current regular hourly rate of pay.

O. If an employee retires from the City with 15 or more years of continuous service, but fewer than 20 years, he/she will be compensated for all unused sick leave hours in his/her sick leave bank at the time of separation at 50% of his/her then current regular hourly rate of pay. If an employee retires from the City with 20 or more years of continuous service, he/she will be compensated for all unused sick leave hours in his/her sick leave bank at the time of separation at 100% of his/her then current regular hourly rate of pay.

P. If a City employee dies while actively employed full-time, any unused sick leave hours in his/her sick leave bank will be paid as compensation to employee’s designated beneficiary at 100% of his/her the then-current regular hourly rate of pay.

Q. If a temporary employee resigns or the temporary assignment has ended, he/she shall not be eligible for compensation of unused sick leave hours in his/her sick leave bank at the time of separation.

Section 8. FAMILY SICK LEAVE (KIN CARE)
Employees may use in any calendar year, up to one-half of employee’s annual, accrued and available sick leave to attend to the illness of a child, parent, spouse, domestic partner, sibling, parent-in-law, grandchild, or grandparent. In the case of joint custody of a child, illness of the child occurring at the other custodial parent’s house may also qualify. All family sick leave shall be approved by the department head.

Section 9. BEREAVEMENT LEAVE
A. Permanent full-time employees, regardless of period of service, may in the event of death or if death appears imminent, of any “immediate family member” as defined below, including the equivalent relatives of a registered domestic partner, be allowed up to the equivalent of four (4) work days (total hours may vary depending on work schedule) of bereavement leave without loss of salary.

Resolution No. 2025-027

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Relative All Regular
Employees
Spouse 4 work days
Child 4 work days
Registered
Domestic Partner
4 work days
Step-Child 4 work days
Parent 4 work days
Step-Parent 4 work days
Mother-in-law 4 work days
Father-in-law 4 work days
Grandchild 4 work days
Step-Grandchild 4 work days
Grandparent 4 work days
Grandparent-inlaw 4 work days
Brother 4 work days
Sister 4 work days
Step-Sister 4 work days
Step-Brother 4 work days
Daughter-in-law 4 work days
Son-in-law 4 work days
Brother-in-law* 4 work days
Sister-in-law* 4 work days
*Brother-in-law and sister-in-law are defined as the spouse of the employee’s sibling or the sibling of the employee’s spouse.

B. Bereavement leave is paid over a maximum of seven (7) workdays and is paid in thirty-minute increments. The bereavement leave begins on the first regularly scheduled workday as requested by the employee. If the employee learns of the death while at work, he or she is entitled to leave work immediately; this partial day leave will not be counted towards the bereavement leave.

C. Bereavement leave must be authorized by the Department head and must be utilized within fifteen (15) days of employee learning of the death, or of the date of foreseen imminent death of the immediate family member, unless special circumstances require that the leave begin at a later date.

Such requests to the Department head shall be made within 15 days of the employee learning of the death or of the date of foreseen imminent death and shall not be unreasonably denied.

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D. Representatives may be authorized by the Department head to attend with pay the funeral of a co-worker in said department on behalf of the City if the funeral of the deceased co-worker occurs during working hours; provided the funeral is held within a reasonable distance of City limits.

Section 10. JURY DUTY
A. All regular full-time employees summoned to serve on jury duty shall be provided “Jury Duty Pay” and there shall be no loss of compensation. An employee will be compensated up to two weeks (equivalent to eight (8) days based on City Hall schedule Monday through Thursday) at full pay for jury duty. The employee must provide notice of the expected jury duty to his or her supervisor as soon as possible, but in no case later than 14 calendar days before the expected start date of the jury duty.

B. An employee on call for jury duty is expected to report to work. An employee who is called in for jury duty does not have to report to work before or after appearing in court. All employees shall obtain verification of the hours of jury duty performed using verification forms as may be supplied by the court.

C. Except as herein provided, employees shall remit to the City any compensation received for those days while on jury duty and shall receive regular pay for the time served. Employees shall be reimbursed by the City for the mileage portion of the jury duty compensation. Jury duty performed on an employee’s regular day off shall not be compensated by the City and the employee shall be entitled only to the jury’s compensation for duty performed on such employee’s regular day off. Employees assigned to jury duty on a City authorized holiday will be considered to have taken such a holiday and will receive regular holiday pay, but the employee shall be entitled to the jury compensation for duty performed on such holiday.

Section 11. AUTOMOBILE ALLOWANCE AND REIMBURSEMENT FOR EXPENSES A. Any employee who is required to use said employee’s personal automobile in the course of employment with the City shall be reimbursed for each mile actually traveled on official business in accordance with the per mile reimbursement rate allowed by the Internal Revenue Service in effect at the time of such travel.

B. Any employee who is required to travel in the performance of his or her duties or to attend an authorized meeting or conference which is of benefit to the City shall be reimbursed for reasonable expenses incurred for transportation, meals, lodging and incidentals. Automobile allowance and reimbursement for expenses shall be recommended by the Resolution No. 2025-027

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department head or designee and approved by the City Administrator pursuant to the provisions of the City of Vernon Travel and Meeting Expense Reimbursement Administrative Policy. No allowance shall be made for transportation between the employee’s home and the place where such person is normally employed by the City.

C. The City Administrator shall have the option to receive a monthly automobile allowance of $600 or shall be provided a City Vehicle and Fuel.

Executive and Management Staff consisting of the Director of each City Department and their respective Deputy Director or Assistant Director shall be eligible to receive a $400 monthly automobile allowance or be provided a City Vehicle and Fuel as determined by the City Administrator.

D. Employees who occupy the following classifications shall receive a monthly automobile allowance or be provided the use of a City Vehicle and Fuel as set forth below.

Classification Amount
City Attorney (non-contract) $400.00
Environmental Health Program $400.00
Assistant General Manager of Public City Vehicle & Fuel Utilities Operations Manager City Vehicle & Fuel
Utilities Engineering Manager City Vehicle & Fuel
Police Admin. Lieutenant City Vehicle & Fuel
Police Canine Officer #1 City Vehicle & Fuel
Police Canine Officer #2 City Vehicle & Fuel
Police Captain City Vehicle & Fuel
Police Lieutenant City Vehicle & Fuel
Police Motor Officer #1 City Vehicle & Fuel
Police Motor Officer #2 City Vehicle & Fuel
Police Sergeant on Detective Duty City Vehicle & Fuel
E. Wherever an automobile allowance is made to any employee for the use of their personal automobile, such allowance shall not be payable whenever the employee is on vacation, leave of absence, or otherwise absent the entire calendar month, unless otherwise specified by the City Administrator.

F. The City shall not be responsible for repairs or any additional costs for upkeep, fuel, lubrication, replacement in whole or in part, or other expenses Resolution No. 2025-027

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in connection with any such vehicle beyond the respective amounts set forth above.

Section 12. HEALTH INSURANCE
A. The City offers various medical plans to employees under a Section 125 Cafeteria plan (non-cash out). The City reserves the right to select, administer, or fund any fringe benefit program involving insurance that now exist or may exist in the future. The City will adhere to the cafeteria plan requirements in accordance with IRS Section 125 regulations.

B. 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/her medical plan as outlined in Subsection A through C below. In the event an employee does not exhaust nor exceed his/her monthly medical allowance, the employee shall be allowed to apply any unused portion towards the purchase of dental, vision, supplemental or ancillary plans offered through the City and approved by the Director of Human Resources.

a. Effective July 1, 2016, employees shall receive a cafeteria plan contribution equal to the total premium costs of the Employee Only, Employee + Spouse, Employee + Child(ren), or Employee + Family Low Medical HMO, lowest cost Dental DMO, and lowest cost vision Plan that corresponds with the employees’ benefit selection or $1,120, whichever is greater. The allotment amounts will vary based on the premium costs that go into effect on January 1st of each calendar year.
b. Employees that elect a health plan higher than the Low HMO medical, dental and/or vision, will be responsible for any applicable, excess premium costs; however, if employees opt out of dental and/or vision coverage, they may use the allotments for those respective coverages toward excess medical premiums.

c. Employees who elect the PPO/HSA coverage shall receive an equal benefit to that described above, less $3,000 on an annual basis, which would instead be deposited to their HSA account.

C. City Council members are entitled to the same medical benefits offered to the management and confidential employees. The City shall not pay or reimburse any medical-related health, vision, or dental costs not covered Resolution No. 2025-027

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by the City’s insurance program or Medicare for City Council members or their eligible dependents or spouses.

D. The City shall not provide or reimburse the City Council members or their dependents or spouses for expenses incurred relating to a PERS long-term health care benefit.

Section 13. DENTAL INSURANCE
The City of Vernon provides a dental insurance plan to full-time employees. In the event an employee does not exceed his/her monthly employer medical allowance, the employee shall be allowed to apply any unused portion toward the purchase of dental insurance for himself/herself and eligible dependents (spouse, registered domestic partners and qualified dependents). The cost of any plan selected by the employee that exceeds his/her monthly employer medical allowance shall be paid by the employee through a pre-tax payroll deduction.

Section 14. VISION INSURANCE
The City of Vernon provides a vision care plan to full-time employees. All premiums for vision coverage at each tier of coverage are to be deducted from the total monthly City contribution for Medical, Dental, and vision coverage. In the event an employee does not exceed their monthly employer medical allowance, the employee shall be allowed to apply any unused portion towards the purchase of additional provided coverage for vision care.

Section 15. LIFE INSURANCE
The City provides life insurance up to $20,000 in coverage to full-time 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.

Section 16. DEFERRED COMPENSATION PLAN
Employees are eligible to participate in the City’s Deferred Compensation Program.

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Section 17. CALIFORNIA PUBLIC EMPLOYEE RETIREMENT SYSTEM (CALPERS)

CONTRIBUTION
The City advises that it makes no representation to employees as to whether any of the compensation or payments in this document are subject to CalPERS service credit or pensionable income. Any determination by CalPERS to not fully credit the compensation and/or service time provided under this document is not a proper basis on which to pursue any claim or action against the City related to any determination made by CalPERS in connection with this document.

MISCELLANEOUS EMPLOYEES
A. The City shall maintain its contract with the California Employees Public Retirement System (PERS) that provides full-time “Classic” employees hired before January 1, 2013 with 2.7% at 55 PERS retirement benefit plan.

As a result of the recent passage of AB 340, Public Employee Pension Reform Act (PEPRA), new CalPERS members hired on or after January 1, 2013 who meet the definition of new member under PEPRA, shall be provided a 2.0% at 62 PERS retirement benefit plan.

B. Employees shall be responsible for paying 100% of their PERS employee’s contributions.

C. Effective the first 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 nine percent (9%).

Effective the first 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 eleven percent (11%).

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The City makes no representation as to whether any of the compensation or payments in this Citywide Fringe Benefits Policy are subject to CalPERS service credit or pensionable income. Employees are hereby notified that any determination by CalPERS to not fully credit the compensation and/or service time provided under this Citywide Fringe Benefit Policy is not a proper basis on which to void or challenge the Policy.

D. The City provides additional supplemental retirement benefits to full-time employees under CalPERS as follows:
a. Gov’t Code Section: 20042 – (Classic Members Only)
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 Average Final Compensation
b. Gov’t Code Section: 21024 - Military Service Credit as Public Service
c. Gov’t Code Section: 21624, 21626, 21628 – Post
Retirement Survivor Allowance
d. Gov’t Code Section: 21548 – Pre-Retirement Option 2W Death Benefit
d. Gov’t Code Section: 21573 – Third Level of 1959 Survivor Benefits
E. The payment to CalPERS made by the City on behalf of the affected employee shall not be considered as base salary but shall be considered an employer contribution pursuant to Section 414(h)(2) of the Internal Revenue Code.

SAFETY EMPLOYEES
A. The City shall maintain its contract with the California Employees Public Retirement System (PERS) that provides full-time safety “Classic” employees hired before January 1, 2013, with 3.0% at 50 PERS retirement benefit plan.

As a result of the recent passage of AB 340, Public Employee Pension Reform Act (PEPRA), new CalPERS safety 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.

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

Effective the first 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 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 Citywide Fringe Benefits Policy are subject to CalPERS service credit or pensionable income. Employees are hereby notified that any determination by CalPERS to not fully credit the compensation and/or service time provided under this Citywide Fringe Benefits Policy is not a proper basis on which to void or challenge the Policy.

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d. Gov’t Code Section: 21571 – Basic Level of 1959 Survivor Benefit (Police members only)
e. Gov’t Code Section: 21624, 21626, 21628 – Post
Retirement Survivor Allowance
f. Gov’t Code Section: 21548 - Pre-Retirement Option 2W Death Benefit (Fire members only)
g. Gov’t Code Section 20965 – Credit for Unused Sick
Leave
E. The payment to CalPERS made by the City on behalf of the affected employee shall not be considered as base salary but shall be considered an employer contribution pursuant to Section 414(h)(2) of the Internal Revenue Code.

Section 18. RETIREE MEDICAL - NON-SAFETY EMPLOYEES
A. The City will pay up to the amount equivalent to the then current, lowest cost, HMO insurance premium for the City's m edical and/or dental insurance premium(s) for the employee and their eligible spouse for all full-time employees designated as Executive who retire at age 55 or later with at least twenty (20) years of eligible service. Eligible retirees may opt not to enroll in the City’s medical and/or dental insurance coverage and instead receive a monthly reimbursement up to the equivalent of then-current lowest cost City-offered medical HMO and/or dental HMO insurance premium as of the date of employee’s retirement for the employee and eligible spouse. Once an eligible retiree opts not to enroll in the City’s medical and/or dental insurance, he or she will not be allowed to re-enroll. Once an eligible retiree who has opted out reaches Medi-care eligibility, the retiree shall receive a monthly reimbursement to the then-current cost of supplemental coverage as of the date the employee turns 65 years of age. Eligible service shall include cumulative employment in the public sector at other public agencies.

B. The City will 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 employees designated as Management, Mid-Management and Confidential who retire at age 60 or later with at least twenty (20) years of continuous uninterrupted service. Eligible retirees may opt not to enroll in the City’s Resolution No. 2025-027

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medical and/or dental insurance coverage and instead receive a monthly reimbursement up to the equivalent of then-current lowest cost City-offered Employee-only medical HMO and/or dental HMO insurance premium as of the date of employee’s retirement. Once an eligible retiree opts not to enroll in the City’s medical and/or dental insurance, he or she will not be allowed to re-enroll. Once an eligible retiree who has opted out reaches Medi-care eligibility, the retiree shall receive a monthly reimbursement to the then-current cost of supplemental coverage as of the date the employee turns 65 years of age.

C. Eligible retirees will be permitted to enroll in a higher-cost plan and pay the amount in excess of the HMO equivalent.

D. All full-time regular employees with at least thirty (30) years of continuous uninterrupted service who retire before the age of sixty (60) years will be permitted to pay their medical and/or dental insurance premiums, and, upon reaching the age of sixty (60), the City will pay up to the amount equivalent to the then current lowest cost, employee only HMO medical and/or dental insurance premium(s).

E. All full-time regular employees, who retire with a minimum of ten (10) years of continuous uninterrupted service with the City, may pay the premium(s) for medical and/or dental insurance.

F. 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.

G. All retiree medical and/or dental insurance benefits provided pursuant to subsections A, B, and C above, shall be for retired employees only and shall not include their spouses or other dependents.

H. All retired employees who receive medical and/or dental insurance benefits pursuant to subsections A, B, or C above and who reach the age of sixty-five (65), are required to be enrolled in Medicare, and shall show proof of such enrollment, where upon the City's insurance policy will become supplemental coverage, if applicable.

I. Should the retired employee fail to pay any premiums due for the cost of the insurance premium for the City’s medical-dental insurance program for any two (2) consecutive months, or should the coverage otherwise lapse for any reason other than City’s non-payment, then the City’s obligation to make further payment under the retiree medical Resolution No. 2025-027

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benefits program shall automatically terminate and cease, without the need for further notice.

J. The City’s obligation to make any payment under the retiree medical benefits program shall automatically terminate and cease upon the death of the retired employee.

K. The offer of the retiree medical benefits is not a vested right for future years.

L. City Council members are entitled to the same retiree medical benefits offered to all full-time regular employees as identified under the citywide resolution for retiree medical benefits in effect at the time Council members retire.

Section 19. LONGEVITY PROGRAM
A. LONGEVITY PROGRAM FOR EMPLOYEES EMPLOYED ON OR BEFORE JUNE 30, 1994.

The City has established a longevity program for all employees. The longevity program described herein will apply to all employees, except Department Heads and employees covered in a collective bargaining agreement, employed on or before June 30, 1994.
a. Five (5) Years of Service.

All eligible employees who have five (5) years of consecutive uninterrupted service on or before July 1, 1986, shall receive an additional five percent (5%) per month of their base salary effective July 1, 1986, and every year thereafter until reaching the next step. Employees upon reaching their 5th anniversary date after July 1, 1986, shall be entitled to said five percent (5%) per month upon said anniversary date.
b. Ten (10) Years of Service.

All eligible employees who have ten (10) years of consecutive uninterrupted 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 step. 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. c. Fifteen (15) Years of Service.

All eligible employees who have fifteen (15) years of consecutive uninterrupted service on or before July 1, 1988, shall receive an additional fifteen percent (15%) per month of their base salary effective July 1, 1988, Resolution No. 2025-027

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and every year thereafter until reaching the next step. Employees upon reaching their 15th anniversary date after July 1, 1988, shall be entitled to said fifteen percent (15%) per month upon said anniversary date. d. Twenty (20) Years of Service.

All eligible employees who have twenty (20) years of consecutive uninterrupted 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.
e. Compensation Not Cumulative.

Payment of the aforesaid longevity compensation shall not be cumulative and only the highest applicable longevity pay shall be paid.

B. LONGEVITY PROGRAM FOR EMPLOYEES ON OR AFTER JULY 1, 1994, AND ON OR BEFORE DECEMBER 31, 2013.

The longevity program described in Section B herein will apply to all employees, except Department Heads and employees covered in a collective bargaining agreement, employed on or after July 1, 1994.

a. Five (5) Years of Service.

All eligible employees who are employed on or after July 1, 1994 and on or before December 31, 2013, who attain five (5) years of consecutive uninterrupted service shall receive an additional five percent (5%) per month of their base salary. Such employees upon reaching their 5th anniversary date shall be entitled to receive said five percent (5%) per month upon said anniversary date. Further, such employees will not be entitled to receive any additional percentage increase to their base salary for further service.This subsection shall only apply to employees hired on or after July 1, 1994 and on or before December 31, 2013.

Section 20. BILINGUAL PAY
A program is hereby established for all employees whose regular and essential job duties as described in their job description provide for interaction with the public on a regular basis, allowing said employee to be compensated for bilingual skills after the employee demonstrates proficiency in speaking Spanish (the ability to read and write in Spanish may also be tested, if necessary), which proficiency would be determined by successful completion of a proficiency test as determined by the Director of Human Resources. Those employees who Resolution No. 2025-027

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successfully demonstrate this skill would be eligible to receive an additional Three Hundred Dollars ($300) per month for bilingual pay.

Section 21. CERTIFICATE PAY
Effective the first full pay period in July 2025, an employee shall be eligible, to receive certificate pay in the amount of 5% of the employee’s base rate of pay for possession of a maximum of one (1) of the below certificates within their respective classification. Employees shall be required to annually submit eligibility documentation upon request by the Human Resources Department.

The Human Resource Department shall confirm that eligible certifications are not required as part of their respective classification. Employees who have received the certification pay during the term of the prior Agreement shall continue to be eligible to receive the certificate pay during the term of this Agreement. Employees hired or promoted into a classification for which a certification is required as part of the minimum qualifications as set forth in the job description, shall not be entitled to receive certificate pay.

CLASSIFICATION CERTIFICATE PAY
Information Technology Technician
CompTIA Network+
Microsoft 365 Certified: Endpoint
Administrator Associate
Information Technology Technician,
Senior
Cisco Networking Pro V8 (New Version)
Microsoft 365 Certified: Endpoint
Administrator Associate
Information Technology Analyst Cisco Certified Network Associate (CCNA)
Certified Information Systems Security
Professional (CISSP)
Microsoft 365 Certified: Administrator
Expert
Information Technology Analyst, Senior Cisco Certified Network Professional (CCNP)
Cisco Certified Internetwork Expert
(CCIE)
Certified Information Systems Security
Professional (CISSP)
Microsoft 365 Certified: Administrator
Expert
Information Technology Project
Manager
Cisco Certified Network Professional
(CCNP)
Cisco Certified Internetwork Expert
(CCIE)
Certified Information Systems Security
Resolution No. 2025-027

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Professional (CISSP)
Microsoft 365 Certified: Administrator
Expert
Information Technology Manager Cisco Certified Network Professional (CCNP)
Cisco Certified Internetwork Expert
(CCIE)
Certified Information Systems Security
Professional (CISSP)
Project Management Professional
(PMP)
Microsoft 365 Certified: Administrator
Expert
Police Chief Executive P.O.S.T. certificate
Section 22. UNIFORM ALLOWANCE
A. If an employee’s job classification requires him/her to wear a uniform while on duty, as designated by the City or employee’s Department, the City will provide and launder such uniform.

B. For the Administrative Secretary and Police Records Manager that works in the Police Department, the City will provide the initial set of uniforms to the employees. The newly hired employee will receive: two (2) class A uniforms; two (2) class B uniforms; two (2) polo shirts; one (1) pair of Shoes, per Lexipol Policy; and one (1) jacket or sweater. On all subsequent anniversary dates the City will provide an annual uniform purchase and maintenance allowance of $600.00. The employee’s uniforms shall meet the applicable regulations for his/her job classification pursuant to City/Departmental policies.

C. The monetary value of uniforms shall be reported to CalPERS in accordance with CCR 571(a) and as defined by GC 7522.04(f)
Section 23. STAND-BY POLICY
The purpose of the Stand-by Policy is to have employees on stand-by to respond to major incidents and emergencies during non-working hours which require immediate attention to availability of qualified individuals with expertise in operating, maintaining, restoring and repairing the City’s technology systems.

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A. It is presently anticipated that the need for stand-by is for one (1) Information Technology staff, with the understanding that actual stand-by staffing, if any, remains at the discretion of the department head.

B. The Stand-by Policy does not apply to FLSA exempt managers and Executive staff.

C. Stand-by duty requires that an employee be accessible, available, and physically able to report to work. The employee must possess a City issued mobile phone device that remains available for immediate contact. The employee must be ready, willing, and able to respond to an emergency or incident or request for assistance based on a pre-arranged schedule.

Employees on stand-by must respond to the mobile phone call immediately and be able to respond to the City within one (1) hour of being called upon.

The department head or designee will determine if an employee is qualified to perform stand-by duties. The stand by duty period shall be defined by the Department Head.

D. Employees on “stand–by” shall receive two (2) hours of regular straight time compensation for each date that the employee is assigned to be on standby. Stand-by time is not counted as hours worked for purposes of overtime calculation as employees are not restricted in their activities and may engage in non-work related personal activities. On City-recognized Holidays where City Hall is closed, employees on stand-by will be compensated four (4) hours of straight time compensation.

E. An employee assigned to stand-by who is not available to report will be subject to appropriate disciplinary action, unless the employee provides sufficient notice to their immediate supervisor of their incapacity to respond prior to the call back so that appropriate arrangements can be made for stand-by coverage.

F. When an employee on “stand-by” is called back to the City, he/she shall be entitled to “stand-by” pay. Call back duty does not occur when an employee is held over from his/her prior shift, or is working planned overtime. An employee called back to duty shall be paid a minimum of four (4) hours of pay at the applicable overtime rate. Time begins when the call back request is received and ends when the employee returns home.

If work is performed remotely, the employee shall receive hour for hour compensation at the applicable overtime rate.

G. The employee will at times remain able to immediately respond to any emergencies.

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H. Each employee on stand-by duty is accountable to all of the rules and regulations of the City.

I. In the event of a call back, the employee will wear his/her City uniform, if applicable.

Section 24. PER DIEM:

Per Diem is intended as a reimbursement to temporary/interim employees recruited from outside the Los Angeles County area when working in a temporary or interim assignment due to a critical staffing shortage to cover expenses relating to lodging/housing, travel, meals, and incidentals. The rate is set at $125.00 for each day the employee physically reports to work at the City of Vernon. The eligibility to receive this per diem must be pre-approved and is at the discretion of the City Administrator.

Section 25. COMPENSATION FOR CLASSIFICATIONS DESIGNATED AS EXECUTIVE,

MANGEMENT, MID-MANAGEMENT, CONFIDENTIAL, UNCLASSIFIED, TEMPORARY, AND ELECTED OFFICIALS:

A. Effective the first full pay period following July 1, 2025, each employee designated as Executive, Management, Mid-Management, Confidential, Unclassified or Temporary shall be placed within the proposed grade and step pay plan as a result of implementation of the Citywide classification and compensation plan, at the grade and step that is closest to but not less than the employee’s current base salary.

B. Effective first full pay period after July 1, 2026, eligible employees shall receive a 5% merit step increase in accordance with Section 6 (Merit Steps) herein and the City’s Performance Evaluation Policy. The 5% merit step increase shall not exceed the maximum salary or step of the pay grade.

C. The City will review and consider a Cost-of-Living Adjustment (COLA) on base salary ranges in 2027. Effective July 1, 2027, eligible employees designated as Executive, Management, Mid-Management, Confidential, Unclassified, Temporary, and Elected Officials shall receive a COLA based on the percentage change in the Consumer Price Index for All Urban Consumers (CPI-U), Los Angeles-Long Beach-Anaheim region, as published by the U.S. Bureau of Labor Statistics, for the 12-month period ending in March 2027. The COLA amount to be equal to the percentage change in the applicable CPI-U, but which shall not be less than 2% of base salary pay, regardless of the actual CPI change. If the COLA is not finalized by the first full pay period after July 1, 2027, the COLA will be retroactive to the first full Resolution No. 2025-027

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pay period after July 1, 2027.

D. Effective the first full pay period following July 1, 2025, eligible employees whose’ placement will receive a pay grade increase and who are at step four (4) and below as a result of implementation of the Citywide classification and compensation plan will be eligible for a one-time nonpensionable retention lump-sum payment of 3% of base salary pay.

E. Effective the first full pay period following July 1, 2025, eligible employees in positions with no pay grade increases as a result of implementation of the Citywide classification and compensation plan will be eligible for a onetime non-pensionable retention lump-sum payment of either 1%, 2%, 3% or 5% of base salary pay, as specified in the attached Addendum A.

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EMPLOYEE

NUMBER POSITION GROUP PLAN PERCENTAGE
1251 CIVILIAN COURT OFFICER [4125002] TEAMSTERS 3% RETENTION (<= STEP 4) 3% 1184 CODE ENFORCEMENT OFFICER [7237001] TEAMSTERS 3% RETENTION (<= STEP 4) 3% 1247 CODE ENFORCEMENT OFFICER [7237002] TEAMSTERS 3% RETENTION (<= STEP 4) 3% 1182 COMPUTER AIDED DRAFTING TECHNICIAN [8140002] TEAMSTERS 3% RETENTION (<= STEP 4) 3% 1111 DIRECTOR OF HEALTH AND ENVIRONMENTAL CONTROL [2010001] EXECUTIVE CLOSEST STEP + 1% RET (STEP 5) 1% 1186 EH HAZ-MAT SPECIALIST I [2028001] TEAMSTERS 3% RETENTION (<= STEP 4) 3% 1238 EH HAZ-MAT SPECIALIST I [2028003] TEAMSTERS 3% RETENTION (<= STEP 4) 3% 1249 ENGINEERING AIDE [7145001] TEAMSTERS 3% RETENTION (<= STEP 4) 3% 1223 FACILITIES MAINTENANCE WORKER [7720001] TEAMSTERS 3% RETENTION (<= STEP 4) 3% 1054 FACILITIES MAINTENANCE WORKER [7720004] TEAMSTERS 5% RETENTION (STEP 5) 5% 1161 FACILITIES MAINTENANCE WORKER, SENIOR [7730001] TEAMSTERS 3% RETENTION (<= STEP 4) 3% 1253 HUMAN RESOURCES ANALYST [1420001] MID-MANAGEMENT CLOSEST STEP + 2% RET (STEP 5) 2% 1306 INFORMATION TECHNOLOGY ANALYST [1625001] CONFIDENTIAL 3% RETENTION (<= STEP 4) 3% 292 INFORMATION TECHNOLOGY ANALYST, SENIOR [1620001] CONFIDENTIAL 5% RETENTION (STEP 5) 5% 280 INFORMATION TECHNOLOGY MANAGER [1610001] MID-MANAGEMENT CLOSEST STEP + 2% RET (STEP 5) 2% 312 INFORMATION TECHNOLOGY PROJECT MANAGER [1618001] MID-MANAGEMENT CLOSEST STEP + 2% RET (STEP 5) 2% 154 LEGAL ANALYST [1492001] CONFIDENTIAL 5% RETENTION (STEP 5) 5% 1055 MANAGEMENT ANALYST [1470002] CONFIDENTIAL 3% RETENTION (<= STEP 4) 3% 1294 MANAGEMENT ANALYST [1470004] CONFIDENTIAL 3% RETENTION (<= STEP 4) 3% 153 MANAGEMENT ANALYST, SENIOR [1460001] MID-MANAGEMENT CLOSEST STEP + 2% RET (STEP 5) 2% 308 MANAGEMENT ANALYST, SENIOR [1460002] MID-MANAGEMENT CLOSEST STEP + 2% RET (STEP 5) 2% 1157 MECHANIC [7530001] TEAMSTERS 5% RETENTION (STEP 5) 5% 1189 METER READER, LEAD [7940001] TEAMSTERS 3% RETENTION (<= STEP 4) 3% 1199 OPERATIONS MANAGER [8316001] MID-MANAGEMENT CLOSEST STEP + 2% RET (STEP 5) 2% 1205 PLANT ENGINEER [8330001] MID-MANAGEMENT CLOSEST STEP + 2% RET (STEP 5) 2% 1180 POLICE COMMUNITY SERVICES OFFICER [4123001] TEAMSTERS 3% RETENTION (<= STEP 4) 3% 1241 POLICE RECORDS TECHNICIAN [4135001] TEAMSTERS 3% RETENTION (<= STEP 4) 3% 1173 POLICE RECORDS TECHNICIAN [4135002] TEAMSTERS 5% RETENTION (STEP 5) 5% 1175 PROCUREMENT SPECIALIST [1236001] TEAMSTERS 3% RETENTION (<= STEP 4) 3% 221 PROJECT ENGINEER [7120002] TEAMSTERS 5% RETENTION (STEP 5) 5% 1242 STREET MAINTENANCE WORKER [7430007] TEAMSTERS 3% RETENTION (<= STEP 4) 3% 1235 STREET MAINTENANCE WORKER [7430008] TEAMSTERS 3% RETENTION (<= STEP 4) 3% 1244 STREET MAINTENANCE WORKER [7430009] TEAMSTERS 3% RETENTION (<= STEP 4) 3% 1254 STREET MAINTENANCE WORKER [7430012] TEAMSTERS 3% RETENTION (<= STEP 4) 3% 1104 STREET MAINTENANCE WORKER, SENIOR [7425005] TEAMSTERS 3% RETENTION (<= STEP 4) 3% 1211 UTILITIES OPERATIONS MANAGER [8015001] MID-MANAGEMENT CLOSEST STEP + 2% RET (STEP 5) 2% 1192 WATER MAINTENANCE WORKER [7930002] TEAMSTERS 3% RETENTION (<= STEP 4) 3% 1027 WATER MAINTENANCE WORKER, SENIOR [7925001] TEAMSTERS 3% RETENTION (<= STEP 4) 3%

ADDENDUM A
Resolution No. 2025-027

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Exhibit A
City of Vernon

CITYWIDE FRINGE BENEFITS
POLICY
Adopted November 19, 2024
Effective July 1, 2025
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TABLE OF CONTENTS

CITYWIDE FRINGE BENEFITS POLICY

Introduction: ..........................................................................................................3 Section 1: Holiday ..............................................................................................3 Section 2: Executive Leave Time.......................................................................4 Section 3: Overtime............................................................................................5 Section 4: Compensatory Time ........................................................................ 7 Section 5: Court Time....................................................................................... 7 Section 6: Vacation........................................................................................... 8 Section 7: Sick Leave ....................................................................................... 9 Section 8: Family Sick Leave (Kin Care) .........................................................12 Section 9: Bereavement Leave.........................................................................12 Section 10: Jury Duty .........................................................................................13 Section 11: Automobile Allowance and Reimbursement for Expenses..............14 Section 12: Health Insurance..............................................................................15 Section 13: Dental Insurance..............................................................................16 Section 14: Vision Insurance ..............................................................................16 Section 15: Life Insurance ..................................................................................16 Section 16: Deferred Compensation Plan ..........................................................16 Section 17: CalPERS Retirement Plan...............................................................17 Section 18: Retiree Medical Insurance...............................................................19 Section 19: Longevity Program...........................................................................22 Section 20: Bilingual Pay....................................................................................22 Section 21: Certificate Pay ………………………………………………………...22
Section 221: Uniform Allowance...........................................................................22 Section 232: Stand-by Policy................................................................................23 Section 243: Per Diem .........................................................................................24 Section 254: Compensation for Classifications Designated as Executive, Management, Mid-Management, Confidential, Unclassified and Elected Officials ..............................................................................24 Commented [LG1]: Page numbers to be adjusted after red line changes are accepted.
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INTRODUCTION
The Citywide Fringe Benefits Policy shall apply to all employees and officers of the City of Vernon. Exceptions, additions, and/or limitations to this basic policy may be found in respective Memoranda of Understanding or employment contracts. The existence of these policies shall not create or imply any employment contract or vested right of employees.

The provisions set forth in this Policy or as amended from time to time shall be effective upon City Council adoption, unless a specific effective date is stated therein.

FRINGE BENEFITS
Section 1. HOLIDAYS
A. Authorized holidays are as set forth in Table 1, attached hereto and incorporated herein by reference. Municipal offices shall be closed on such holidays.

B. The dates for observation of holidays shall be approved by the City Council.

C. If an authorized holiday falls on a Sunday, the following Monday shall be treated as the holiday. Holidays falling on a Friday, or Saturday, shall not be granted as an authorized holiday to employees. If an authorized holiday falls on a Saturday, eligible employees shall be granted hours equivalent to one regular working day as a floating holiday. Each year effective July 1st, the City will determine the number of holidays that fall on a Saturday and will provide employees with a bank of floating holiday hours to be used within that fiscal year. The timing of an employee’s use of floating holiday hours shall be subject to advance approval of their Department Head or designee. Floating holiday hours must be used prior to June 30 of the fiscal year in which the floating holiday was granted, and such hours cannot be cashed out or carried over into the next fiscal year.

E. Temporary and part-time employees are not eligible for paid holidays. .
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G. All full-time employees may use vacation time or compensatory time for a religious holiday (not listed herein as an authorized holiday) with the prior approval of the department head. If there is insufficient accumulated time, the employee may request the time as unpaid leave of absence.
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B. The 80 hours may not be carried over into the succeeding calendar year and is lost and not eligible for cash payout if not used by December 31 of each calendar year.

HOLIDAY
January 1st - New Year’s Day
3 rd Monday in January - Martin Luther King Jr. Day
3 rd Monday in February - Presidents Day
March 31st - Cesar Chavez Day
Last Monday in May – Memorial Day
June 19th - Juneteenth
July 4th – Independence Day
1 st Monday in September – Labor Day
2 nd Monday in October – Indigenous Peoples’ Day
November 11th – Veterans Day
4 th Thursday in November - Thanksgiving Day
December 24th – Christmas Eve
December 25th – Christmas Day
December 31st – New Year’s Eve
And other days as such designated by City Council.

Hired, Promoted, or Reclassified on
or Between
Executive Leave
January 1 – March 31 80 hours
April 1 – June 30 60 hours
July 1 – Sept. 30 40 hours
Oct 1 – Dec. 31 20 hours
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D. Mid-Management – Staff who are designated as exempt in accordance with the Fair Labor Standards Act (FLSA) shall receive, effective January 1 of each calendar year, 60 hours of Executive leave.

E. The 60 hours may not be carried over into the succeeding calendar year and is lost and not eligible for cash payout if not used by December 31 of each calendar year.

Section 3. OVERTIME
A. It shall be the duty of all department heads to operate their respective departments with a minimum amount of overtime. If the best interests of the City require that an employee work beyond the forty (40) hours of work scheduled, such employee shall be compensated as set forth hereinafter.

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C. All overtime requests must have prior written authorization of the respective department head or designee 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.

I. Straight time and overtime will be compensated in six (6) minute segments of time.

J. While overtime should be attempted to be distributed equally amongst all employees in a given classification, the department head retains discretion to assign such overtime.

L. Please refer to Human Resources Policy, Salary Plan Administration II-3. .
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D. Employees who have reached the 80-hour limit shall receive overtime compensation. There are no cash payouts of compensatory time once an employee has elected compensatory accrual.

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Mid-Management and Confidential Staff:

Continuous Years of Service Vacation Hours Earned Bi-Weekly Accrual
1 st year thru 4th year 80 3.08
5 th year thru 9th year 100 3.85
10th year thru 14th year 120 4.62
15th year thru 24th year 160 6.16
25th year and more 190 7.31
Executive and Management Staff: Include the City Administrator, City Attorney, City Clerk, City Treasurer and the heads of all Departments as listed in the City Code or City Charter and their respective Deputies and Assistant Directors.

Continuous Years of Service Vacation Hours Earned Bi-Weekly Accrual
1 st year thru 4th year 120 4.62
5 th year thru 10th year 150 5.77
10th year thru 15th year 170 6.54
15th year thru 25th year 185 7.12
25th year and more 190 7.31
B. 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.

D. Executive and Management staff shall be allowed to accumulate up to a maximum accrual cap of 480 hours. Upon reaching the 480-hour maximum accrual cap, the employee shall continue to accrue vacation hours and shall be automatically cashed out for all hours in excess of 480 in February of each year. .
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Vacation leave requests for extended times (3 weeks or more), unless an unforeseen emergency exists, shall be submitted at least thirty (30) days in advance of the beginning of the vacation.