Agenda packet — Vernon City Council, February 17, 2026 (part 3 of 5)

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Item 8 Page 65 of 333
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2025-2026
Effective February 17, 2026
Exhibit A
CLASS

CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA

EMPLOYEE
GROUP
PAY
GRADE
{a}
ANNUAL
{a}

MONTHLY HOURLY PAY PERIOD
8130 Associate Electrical Engineer NE U 31
Step 1 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
Step 2 $ 127,105 $ 10,592 $ 61.1081 $ 4,888.65
Step 3 $ 133,460 $ 11,122 $ 64.1635 $ 5,133.08
Step 4 $ 140,133 $ 11,678 $ 67.3716 $ 5,389.73
Step 5 $ 147,140 $ 12,262 $ 70.7402 $ 5,659.22
8125 Electrical Engineer NE U 36
Step 1 $ 154,497 $ 12,875 $ 74.2772 $ 5,942.18
Step 2 $ 162,222 $ 13,518 $ 77.9911 $ 6,239.29
Step 3 $ 170,333 $ 14,194 $ 81.8907 $ 6,551.25
Step 4 $ 178,849 $ 14,904 $ 85.9852 $ 6,878.82
Step 5 $ 187,792 $ 15,649 $ 90.2845 $ 7,222.76
8132 Utilities Program Analyst NE G 29
Step 1 $ 109,798 $ 9,150 $ 52.7875 $ 4,223.00
Step 2 $ 115,288 $ 9,607 $ 55.4268 $ 4,434.15
Step 3 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
Step 4 $ 127,105 $ 10,592 $ 61.1081 $ 4,888.65
Step 5 $ 133,460 $ 11,122 $ 64.1635 $ 5,133.08
8031 Utilities Project Coordinator NE U 34
Step 1 $ 140,133 $ 11,678 $ 67.3716 $ 5,389.73
Step 2 $ 147,140 $ 12,262 $ 70.7402 $ 5,659.22
Step 3 $ 154,497 $ 12,875 $ 74.2772 $ 5,942.18
Step 4 $ 162,222 $ 13,518 $ 77.9911 $ 6,239.29
Step 5 $ 170,333 $ 14,194 $ 81.8907 $ 6,551.25
Gas Division
8211 Gas Systems Field Supervisor E MM 36
Step 1 $ 154,497 $ 12,875 $ 74.2772 $ 5,942.18
Step 2 $ 162,222 $ 13,518 $ 77.9911 $ 6,239.29
Step 3 $ 170,333 $ 14,194 $ 81.8907 $ 6,551.25
Step 4 $ 178,849 $ 14,904 $ 85.9852 $ 6,878.82
Step 5 $ 187,792 $ 15,649 $ 90.2845 $ 7,222.76
8208 Gas Systems Manager E MM 40
Step 1 $ 187,792 $ 15,649 $ 90.2845 $ 7,222.76
Step 2 $ 197,181 $ 16,432 $ 94.7987 $ 7,583.90
Step 3 $ 207,040 $ 17,253 $ 99.5387 $ 7,963.09
Step 4 $ 217,392 $ 18,116 $ 104.5156 $ 8,361.25
Step 5 $ 228,262 $ 19,022 $ 109.7414 $ 8,779.31

Page 22 of 32 ends

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Item 8 Page 66 of 333
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2025-2026
Effective February 17, 2026
Exhibit A
CLASS

CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA

EMPLOYEE
GROUP
PAY
GRADE
{a}
ANNUAL
{a}

MONTHLY HOURLY PAY PERIOD
8215 Gas Systems Specialist NE I 32
Step 1 $ 127,105 $ 10,592 $ 61.1081 $ 4,888.65
Step 2 $ 133,460 $ 11,122 $ 64.1635 $ 5,133.08
Step 3 $ 140,133 $ 11,678 $ 67.3716 $ 5,389.73
Step 4 $ 147,140 $ 12,262 $ 70.7402 $ 5,659.22
Step 5 $ 154,497 $ 12,875 $ 74.2772 $ 5,942.18
8212 Gas Systems Specialist, Lead NE I 34
Step 1 $ 140,133 $ 11,678 $ 67.3716 $ 5,389.73
Step 2 $ 147,140 $ 12,262 $ 70.7402 $ 5,659.22
Step 3 $ 154,497 $ 12,875 $ 74.2772 $ 5,942.18
Step 4 $ 162,222 $ 13,518 $ 77.9911 $ 6,239.29
Step 5 $ 170,333 $ 14,194 $ 81.8907 $ 6,551.25
8210 Gas Systems Field Superintendent E MM 38
Step 1 $ 170,333 $ 14,194 $ 81.8907 $ 6,551.25
Step 2 $ 178,849 $ 14,904 $ 85.9852 $ 6,878.82
Step 3 $ 187,792 $ 15,649 $ 90.2845 $ 7,222.76
Step 4 $ 197,181 $ 16,432 $ 94.7987 $ 7,583.90
Step 5 $ 207,040 $ 17,253 $ 99.5387 $ 7,963.09
8220 Gas Systems Technician NE I 28
Step 1 $ 104,569 $ 8,714 $ 50.2738 $ 4,021.90
Step 2 $ 109,798 $ 9,150 $ 52.7875 $ 4,223.00
Step 3 $ 115,288 $ 9,607 $ 55.4268 $ 4,434.15
Step 4 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
Step 5 $ 127,105 $ 10,592 $ 61.1081 $ 4,888.65
Resouce Planning and Scheduling Division
8435 Assistant Resouce Scheduler NE U 28
Step 1 $ 104,569 $ 8,714 $ 50.2738 $ 4,021.90
Step 2 $ 109,798 $ 9,150 $ 52.7875 $ 4,223.00
Step 3 $ 115,288 $ 9,607 $ 55.4268 $ 4,434.15
Step 4 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
Step 5 $ 127,105 $ 10,592 $ 61.1081 $ 4,888.65
8430 Associate Resource Scheduler NE U 30
Step 1 $ 115,288 $ 9,607 $ 55.4268 $ 4,434.15
Step 2 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
Step 3 $ 127,105 $ 10,592 $ 61.1081 $ 4,888.65
Step 4 $ 133,460 $ 11,122 $ 64.1635 $ 5,133.08
Step 5 $ 140,133 $ 11,678 $ 67.3716 $ 5,389.73

Page 23 of 32 ends

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Item 8 Page 67 of 333
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2025-2026
Effective February 17, 2026
Exhibit A
CLASS

CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA

EMPLOYEE
GROUP
PAY
GRADE
{a}
ANNUAL
{a}

MONTHLY HOURLY PAY PERIOD
8405 Integrated Resource Manager E MM 41
Step 1 $ 197,181 $ 16,432 $ 94.7987 $ 7,583.90
Step 2 $ 207,040 $ 17,253 $ 99.5387 $ 7,963.09
Step 3 $ 217,392 $ 18,116 $ 104.5156 $ 8,361.25
Step 4 $ 228,262 $ 19,022 $ 109.7414 $ 8,779.31
Step 5 $ 239,675 $ 19,973 $ 115.2284 $ 9,218.28
8436 Power Resources Settlement Analyst NE U 28
Step 1 $ 104,569 $ 8,714 $ 50.2738 $ 4,021.90
Step 2 $ 109,798 $ 9,150 $ 52.7875 $ 4,223.00
Step 3 $ 115,288 $ 9,607 $ 55.4268 $ 4,434.15
Step 4 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
Step 5 $ 127,105 $ 10,592 $ 61.1081 $ 4,888.65
8431 Power Resources Settlement Analyst, Senior NE U 31 Step 1 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
Step 2 $ 127,105 $ 10,592 $ 61.1081 $ 4,888.65
Step 3 $ 133,460 $ 11,122 $ 64.1635 $ 5,133.08
Step 4 $ 140,133 $ 11,678 $ 67.3716 $ 5,389.73
Step 5 $ 147,140 $ 12,262 $ 70.7402 $ 5,659.22
8411 Principal Resource Planner E MM 39
Step 1 $ 178,849 $ 14,904 $ 85.9852 $ 6,878.82
Step 2 $ 187,792 $ 15,649 $ 90.2845 $ 7,222.76
Step 3 $ 197,181 $ 16,432 $ 94.7987 $ 7,583.90
Step 4 $ 207,040 $ 17,253 $ 99.5387 $ 7,963.09
Step 5 $ 217,392 $ 18,116 $ 104.5156 $ 8,361.25
8422 Principal Resource Scheduler/Trader NE U 36
Step 1 $ 154,497 $ 12,875 $ 74.2772 $ 5,942.18
Step 2 $ 162,222 $ 13,518 $ 77.9911 $ 6,239.29
Step 3 $ 170,333 $ 14,194 $ 81.8907 $ 6,551.25
Step 4 $ 178,849 $ 14,904 $ 85.9852 $ 6,878.82
Step 5 $ 187,792 $ 15,649 $ 90.2845 $ 7,222.76
8415 Resource Planner NE U 35
Step 1 $ 147,140 $ 12,262 $ 70.7402 $ 5,659.22
Step 2 $ 154,497 $ 12,875 $ 74.2772 $ 5,942.18
Step 3 $ 162,222 $ 13,518 $ 77.9911 $ 6,239.29
Step 4 $ 170,333 $ 14,194 $ 81.8907 $ 6,551.25
Step 5 $ 178,849 $ 14,904 $ 85.9852 $ 6,878.82

Page 24 of 32 ends

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Item 8 Page 68 of 333
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2025-2026
Effective February 17, 2026
Exhibit A
CLASS

CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA

EMPLOYEE
GROUP
PAY
GRADE
{a}
ANNUAL
{a}

MONTHLY HOURLY PAY PERIOD
8420 Resource Scheduler NE U 33
Step 1 $ 133,460 $ 11,122 $ 64.1635 $ 5,133.08
Step 2 $ 140,133 $ 11,678 $ 67.3716 $ 5,389.73
Step 3 $ 147,140 $ 12,262 $ 70.7402 $ 5,659.22
Step 4 $ 154,497 $ 12,875 $ 74.2772 $ 5,942.18
Step 5 $ 162,222 $ 13,518 $ 77.9911 $ 6,239.29
Electric Operations Division
8140 Computer Aided Drafting Technician NE G 22
Step 1 $ 78,031 $ 6,503 $ 37.5150 $ 3,001.20
Step 2 $ 81,933 $ 6,828 $ 39.3908 $ 3,151.26
Step 3 $ 86,029 $ 7,169 $ 41.3603 $ 3,308.82
Step 4 $ 90,331 $ 7,528 $ 43.4283 $ 3,474.27
Step 5 $ 94,848 $ 7,904 $ 45.5998 $ 3,647.98
Water Operations Division
7137 Assistant Civil Engineer - Public Utilities NE G 27 Step 1 $ 99,590 $ 8,299 $ 47.8798 $ 3,830.38
Step 2 $ 104,569 $ 8,714 $ 50.2738 $ 4,021.90
Step 3 $ 109,798 $ 9,150 $ 52.7875 $ 4,223.00
Step 4 $ 115,288 $ 9,607 $ 55.4268 $ 4,434.15
Step 5 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
7127 Civil Engineer - Public Utilities E MM 33
Step 1 $ 133,460 $ 11,122 $ 64.1635 $ 5,133.08
Step 2 $ 140,133 $ 11,678 $ 67.3716 $ 5,389.73
Step 3 $ 147,140 $ 12,262 $ 70.7402 $ 5,659.22
Step 4 $ 154,497 $ 12,875 $ 74.2772 $ 5,942.18
Step 5 $ 162,222 $ 13,518 $ 77.9911 $ 6,239.29
7145 Engineering Aide NE G 21
Step 1 $ 74,315 $ 6,193 $ 35.7286 $ 2,858.28
Step 2 $ 78,031 $ 6,503 $ 37.5150 $ 3,001.20
Step 3 $ 81,933 $ 6,828 $ 39.3908 $ 3,151.26
Step 4 $ 86,029 $ 7,169 $ 41.3603 $ 3,308.82
Step 5 $ 90,331 $ 7,528 $ 43.4283 $ 3,474.27
7905 Water Administrator E MM 36
Step 1 $ 154,497 $ 12,875 $ 74.2772 $ 5,942.18
Step 2 $ 162,222 $ 13,518 $ 77.9911 $ 6,239.29
Step 3 $ 170,333 $ 14,194 $ 81.8907 $ 6,551.25
Step 4 $ 178,849 $ 14,904 $ 85.9852 $ 6,878.82
Step 5 $ 187,792 $ 15,649 $ 90.2845 $ 7,222.76

Page 25 of 32 ends

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Item 8 Page 69 of 333
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2025-2026
Effective February 17, 2026
Exhibit A
CLASS

CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA

EMPLOYEE
GROUP
PAY
GRADE
{a}
ANNUAL
{a}

MONTHLY HOURLY PAY PERIOD
7913 Water Maintenance and Construction Supervisor E MM 30 Step 1 $ 115,288 $ 9,607 $ 55.4268 $ 4,434.15
Step 2 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
Step 3 $ 127,105 $ 10,592 $ 61.1081 $ 4,888.65
Step 4 $ 133,460 $ 11,122 $ 64.1635 $ 5,133.08
Step 5 $ 140,133 $ 11,678 $ 67.3716 $ 5,389.73
7930 Water Maintenance Worker NE G 19
Step 1 $ 67,406 $ 5,617 $ 32.4069 $ 2,592.55
Step 2 $ 70,777 $ 5,898 $ 34.0272 $ 2,722.18
Step 3 $ 74,315 $ 6,193 $ 35.7286 $ 2,858.28
Step 4 $ 78,031 $ 6,503 $ 37.5150 $ 3,001.20
Step 5 $ 81,933 $ 6,828 $ 39.3908 $ 3,151.26
7922 Water Maintenance Worker, Lead NE G 27
Step 1 $ 99,590 $ 8,299 $ 47.8798 $ 3,830.38
Step 2 $ 104,569 $ 8,714 $ 50.2738 $ 4,021.90
Step 3 $ 109,798 $ 9,150 $ 52.7875 $ 4,223.00
Step 4 $ 115,288 $ 9,607 $ 55.4268 $ 4,434.15
Step 5 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
7925 Water Maintenance Worker, Senior NE G 23
Step 1 $ 81,933 $ 6,828 $ 39.3908 $ 3,151.26
Step 2 $ 86,029 $ 7,169 $ 41.3603 $ 3,308.82
Step 3 $ 90,331 $ 7,528 $ 43.4283 $ 3,474.27
Step 4 $ 94,848 $ 7,904 $ 45.5998 $ 3,647.98
Step 5 $ 99,590 $ 8,299 $ 47.8798 $ 3,830.38
7933 Water Operations Trainee NE G 16
Step 1 $ 58,228 $ 4,852 $ 27.9942 $ 2,239.54
Step 2 $ 61,139 $ 5,095 $ 29.3939 $ 2,351.52
Step 3 $ 64,196 $ 5,350 $ 30.8637 $ 2,469.09
Step 4 $ 67,406 $ 5,617 $ 32.4069 $ 2,592.55
Step 5 $ 70,777 $ 5,898 $ 34.0272 $ 2,722.18
7920 Water Project Coordinator E G 30
Step 1 $ 115,288 $ 9,607 $ 55.4268 $ 4,434.15
Step 2 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
Step 3 $ 127,105 $ 10,592 $ 61.1081 $ 4,888.65
Step 4 $ 133,460 $ 11,122 $ 64.1635 $ 5,133.08
Step 5 $ 140,133 $ 11,678 $ 67.3716 $ 5,389.73

Page 26 of 32 ends

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Item 8 Page 70 of 333
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2025-2026
Effective February 17, 2026
Exhibit A
CLASS

CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA

EMPLOYEE
GROUP
PAY
GRADE
{a}
ANNUAL
{a}

MONTHLY HOURLY PAY PERIOD
7911 Water Project Specialist E MM 35
Step 1 $ 147,140 $ 12,262 $ 70.7402 $ 5,659.22
Step 2 $ 154,497 $ 12,875 $ 74.2772 $ 5,942.18
Step 3 $ 162,222 $ 13,518 $ 77.9911 $ 6,239.29
Step 4 $ 170,333 $ 14,194 $ 81.8907 $ 6,551.25
Step 5 $ 178,849 $ 14,904 $ 85.9852 $ 6,878.82
7910 Water Superintendent E MM 33
Step 1 $ 133,460 $ 11,122 $ 64.1635 $ 5,133.08
Step 2 $ 140,133 $ 11,678 $ 67.3716 $ 5,389.73
Step 3 $ 147,140 $ 12,262 $ 70.7402 $ 5,659.22
Step 4 $ 154,497 $ 12,875 $ 74.2772 $ 5,942.18
Step 5 $ 162,222 $ 13,518 $ 77.9911 $ 6,239.29

PUBLIC WORKS DEPARTMENT
7015 Deputy Director of Public Works E M 37
Step 1 $ 162,222 $ 13,518 $ 77.9911 $ 6,239.29
Step 2 $ 170,333 $ 14,194 $ 81.8907 $ 6,551.25
Step 3 $ 178,849 $ 14,904 $ 85.9852 $ 6,878.82
Step 4 $ 187,792 $ 15,649 $ 90.2845 $ 7,222.76
Step 5 $ 197,181 $ 16,432 $ 94.7987 $ 7,583.90
7001 Director of Public Works-City Engineer E E 45
Step 1 $ 239,675 $ 19,973 $ 115.2284 $ 9,218.28
Step 2 $ 251,659 $ 20,972 $ 120.9899 $ 9,679.19
Step 3 $ 264,242 $ 22,020 $ 127.0394 $ 10,163.15
Step 4 $ 277,454 $ 23,121 $ 133.3914 $ 10,671.31
Step 5 $ 291,327 $ 24,277 $ 140.0609 $ 11,204.88
7300 Public Works Superintendent E MM 33
Step 1 $ 133,460 $ 11,122 $ 64.1635 $ 5,133.08
Step 2 $ 140,133 $ 11,678 $ 67.3716 $ 5,389.73
Step 3 $ 147,140 $ 12,262 $ 70.7402 $ 5,659.22
Step 4 $ 154,497 $ 12,875 $ 74.2772 $ 5,942.18
Step 5 $ 162,222 $ 13,518 $ 77.9911 $ 6,239.29
Building and Planning Division
7207 Building and Planning Operations Supervisor E MM 36 Step 1 $ 154,497 $ 12,875 $ 74.2772 $ 5,942.18
Step 2 $ 162,222 $ 13,518 $ 77.9911 $ 6,239.29
Step 3 $ 170,333 $ 14,194 $ 81.8907 $ 6,551.25
Step 4 $ 178,849 $ 14,904 $ 85.9852 $ 6,878.82
Step 5 $ 187,792 $ 15,649 $ 90.2845 $ 7,222.76

Page 27 of 32 ends

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Item 8 Page 71 of 333
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2025-2026
Effective February 17, 2026
Exhibit A
CLASS

CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA

EMPLOYEE
GROUP
PAY
GRADE
{a}
ANNUAL
{a}

MONTHLY HOURLY PAY PERIOD
7227 Building Inspector NE G 25
Step 1 $ 90,331 $ 7,528 $ 43.4283 $ 3,474.27
Step 2 $ 94,848 $ 7,904 $ 45.5998 $ 3,647.98
Step 3 $ 99,590 $ 8,299 $ 47.8798 $ 3,830.38
Step 4 $ 104,569 $ 8,714 $ 50.2738 $ 4,021.90
Step 5 $ 109,798 $ 9,150 $ 52.7875 $ 4,223.00
7215 Building Inspector, Senior NE G 27
Step 1 $ 99,590 $ 8,299 $ 47.8798 $ 3,830.38
Step 2 $ 104,569 $ 8,714 $ 50.2738 $ 4,021.90
Step 3 $ 109,798 $ 9,150 $ 52.7875 $ 4,223.00
Step 4 $ 115,288 $ 9,607 $ 55.4268 $ 4,434.15
Step 5 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
7237 Code Enforcement Officer NE G 22
Step 1 $ 78,031 $ 6,503 $ 37.5150 $ 3,001.20
Step 2 $ 81,933 $ 6,828 $ 39.3908 $ 3,151.26
Step 3 $ 86,029 $ 7,169 $ 41.3603 $ 3,308.82
Step 4 $ 90,331 $ 7,528 $ 43.4283 $ 3,474.27
Step 5 $ 94,848 $ 7,904 $ 45.5998 $ 3,647.98
7225 Electrical Inspector NE G 25
Step 1 $ 90,331 $ 7,528 $ 43.4283 $ 3,474.27
Step 2 $ 94,848 $ 7,904 $ 45.5998 $ 3,647.98
Step 3 $ 99,590 $ 8,299 $ 47.8798 $ 3,830.38
Step 4 $ 104,569 $ 8,714 $ 50.2738 $ 4,021.90
Step 5 $ 109,798 $ 9,150 $ 52.7875 $ 4,223.00
7213 Electrical Inspector, Senior NE G 27
Step 1 $ 99,590 $ 8,299 $ 47.8798 $ 3,830.38
Step 2 $ 104,569 $ 8,714 $ 50.2738 $ 4,021.90
Step 3 $ 109,798 $ 9,150 $ 52.7875 $ 4,223.00
Step 4 $ 115,288 $ 9,607 $ 55.4268 $ 4,434.15
Step 5 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
7250 Permit Technician NE G 17
Step 1 $ 61,139 $ 5,095 $ 29.3939 $ 2,351.52
Step 2 $ 64,196 $ 5,350 $ 30.8637 $ 2,469.09
Step 3 $ 67,406 $ 5,617 $ 32.4069 $ 2,592.55
Step 4 $ 70,777 $ 5,898 $ 34.0272 $ 2,722.18
Step 5 $ 74,315 $ 6,193 $ 35.7286 $ 2,858.28

Page 28 of 32 ends

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Item 8 Page 72 of 333
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2025-2026
Effective February 17, 2026
Exhibit A
CLASS

CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA

EMPLOYEE
GROUP
PAY
GRADE
{a}
ANNUAL
{a}

MONTHLY HOURLY PAY PERIOD
7245 Permit Technician, Senior NE G 19
Step 1 $ 67,406 $ 5,617 $ 32.4069 $ 2,592.55
Step 2 $ 70,777 $ 5,898 $ 34.0272 $ 2,722.18
Step 3 $ 74,315 $ 6,193 $ 35.7286 $ 2,858.28
Step 4 $ 78,031 $ 6,503 $ 37.5150 $ 3,001.20
Step 5 $ 81,933 $ 6,828 $ 39.3908 $ 3,151.26
7220 Assistant Planner NE G 23
Step 1 $ 81,933 $ 6,828 $ 39.3908 $ 3,151.26
Step 2 $ 86,029 $ 7,169 $ 41.3603 $ 3,308.82
Step 3 $ 90,331 $ 7,528 $ 43.4283 $ 3,474.27
Step 4 $ 94,848 $ 7,904 $ 45.5998 $ 3,647.98
Step 5 $ 99,590 $ 8,299 $ 47.8798 $ 3,830.38
7235 Plumbing and Mechanical Inspector NE G 25
Step 1 $ 90,331 $ 7,528 $ 43.4283 $ 3,474.27
Step 2 $ 94,848 $ 7,904 $ 45.5998 $ 3,647.98
Step 3 $ 99,590 $ 8,299 $ 47.8798 $ 3,830.38
Step 4 $ 104,569 $ 8,714 $ 50.2738 $ 4,021.90
Step 5 $ 109,798 $ 9,150 $ 52.7875 $ 4,223.00
7217 Plumbing and Mechanical Inspector, Senior NE G 27
Step 1 $ 99,590 $ 8,299 $ 47.8798 $ 3,830.38
Step 2 $ 104,569 $ 8,714 $ 50.2738 $ 4,021.90
Step 3 $ 109,798 $ 9,150 $ 52.7875 $ 4,223.00
Step 4 $ 115,288 $ 9,607 $ 55.4268 $ 4,434.15
Step 5 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
Engineering Division (Public Works)
7140 Assistant Engineer NE G 26
Step 1 $ 94,848 $ 7,904 $ 45.5998 $ 3,647.98
Step 2 $ 99,590 $ 8,299 $ 47.8798 $ 3,830.38
Step 3 $ 104,569 $ 8,714 $ 50.2738 $ 4,021.90
Step 4 $ 109,798 $ 9,150 $ 52.7875 $ 4,223.00
Step 5 $ 115,288 $ 9,607 $ 55.4268 $ 4,434.15
7135 Associate Engineer NE G 28
Step 1 $ 104,569 $ 8,714 $ 50.2738 $ 4,021.90
Step 2 $ 109,798 $ 9,150 $ 52.7875 $ 4,223.00
Step 3 $ 115,288 $ 9,607 $ 55.4268 $ 4,434.15
Step 4 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
Step 5 $ 127,105 $ 10,592 $ 61.1081 $ 4,888.65

Page 29 of 32 ends

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Item 8 Page 73 of 333
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2025-2026
Effective February 17, 2026
Exhibit A
CLASS

CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA

EMPLOYEE
GROUP
PAY
GRADE
{a}
ANNUAL
{a}

MONTHLY HOURLY PAY PERIOD
7118 Civil Engineer E MM 33
Step 1 $ 133,460 $ 11,122 $ 64.1635 $ 5,133.08
Step 2 $ 140,133 $ 11,678 $ 67.3716 $ 5,389.73
Step 3 $ 147,140 $ 12,262 $ 70.7402 $ 5,659.22
Step 4 $ 154,497 $ 12,875 $ 74.2772 $ 5,942.18
Step 5 $ 162,222 $ 13,518 $ 77.9911 $ 6,239.29
7145 Engineering Aide NE G 21
Step 1 $ 74,315 $ 6,193 $ 35.7286 $ 2,858.28
Step 2 $ 78,031 $ 6,503 $ 37.5150 $ 3,001.20
Step 3 $ 81,933 $ 6,828 $ 39.3908 $ 3,151.26
Step 4 $ 86,029 $ 7,169 $ 41.3603 $ 3,308.82
Step 5 $ 90,331 $ 7,528 $ 43.4283 $ 3,474.27
7120 Project Engineer NE G 31
Step 1 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
Step 2 $ 127,105 $ 10,592 $ 61.1081 $ 4,888.65
Step 3 $ 133,460 $ 11,122 $ 64.1635 $ 5,133.08
Step 4 $ 140,133 $ 11,678 $ 67.3716 $ 5,389.73
Step 5 $ 147,140 $ 12,262 $ 70.7402 $ 5,659.22
Facilities Maintenance Division
7307 Facilities Maintenance Supervisor E MM 29
Step 1 $ 109,798 $ 9,150 $ 52.7875 $ 4,223.00
Step 2 $ 115,288 $ 9,607 $ 55.4268 $ 4,434.15
Step 3 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
Step 4 $ 127,105 $ 10,592 $ 61.1081 $ 4,888.65
Step 5 $ 133,460 $ 11,122 $ 64.1635 $ 5,133.08
7720 Facilities Maintenance Worker NE G 18
Step 1 $ 64,196 $ 5,350 $ 30.8637 $ 2,469.09
Step 2 $ 67,406 $ 5,617 $ 32.4069 $ 2,592.55
Step 3 $ 70,777 $ 5,898 $ 34.0272 $ 2,722.18
Step 4 $ 74,315 $ 6,193 $ 35.7286 $ 2,858.28
Step 5 $ 78,031 $ 6,503 $ 37.5150 $ 3,001.20
7735 Facilities Maintenance Worker, Lead NE G 26
Step 1 $ 94,848 $ 7,904 $ 45.5998 $ 3,647.98
Step 2 $ 99,590 $ 8,299 $ 47.8798 $ 3,830.38
Step 3 $ 104,569 $ 8,714 $ 50.2738 $ 4,021.90
Step 4 $ 109,798 $ 9,150 $ 52.7875 $ 4,223.00
Step 5 $ 115,288 $ 9,607 $ 55.4268 $ 4,434.15

Page 30 of 32 ends

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Item 8 Page 74 of 333
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2025-2026
Effective February 17, 2026
Exhibit A
CLASS

CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA

EMPLOYEE
GROUP
PAY
GRADE
{a}
ANNUAL
{a}

MONTHLY HOURLY PAY PERIOD
7730 Facilities Maintenance Worker, Senior NE G 22
Step 1 $ 78,031 $ 6,503 $ 37.5150 $ 3,001.20
Step 2 $ 81,933 $ 6,828 $ 39.3908 $ 3,151.26
Step 3 $ 86,029 $ 7,169 $ 41.3603 $ 3,308.82
Step 4 $ 90,331 $ 7,528 $ 43.4283 $ 3,474.27
Step 5 $ 94,848 $ 7,904 $ 45.5998 $ 3,647.98
Garage Division
7515 Fleet Supervisor E MM 30
Step 1 $ 115,288 $ 9,607 $ 55.4268 $ 4,434.15
Step 2 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
Step 3 $ 127,105 $ 10,592 $ 61.1081 $ 4,888.65
Step 4 $ 133,460 $ 11,122 $ 64.1635 $ 5,133.08
Step 5 $ 140,133 $ 11,678 $ 67.3716 $ 5,389.73
7530 Mechanic NE G 19
Step 1 $ 67,406 $ 5,617 $ 32.4069 $ 2,592.55
Step 2 $ 70,777 $ 5,898 $ 34.0272 $ 2,722.18
Step 3 $ 74,315 $ 6,193 $ 35.7286 $ 2,858.28
Step 4 $ 78,031 $ 6,503 $ 37.5150 $ 3,001.20
Step 5 $ 81,933 $ 6,828 $ 39.3908 $ 3,151.26
7520 Mechanic, Lead NE G 27
Step 1 $ 99,590 $ 8,299 $ 47.8798 $ 3,830.38
Step 2 $ 104,569 $ 8,714 $ 50.2738 $ 4,021.90
Step 3 $ 109,798 $ 9,150 $ 52.7875 $ 4,223.00
Step 4 $ 115,288 $ 9,607 $ 55.4268 $ 4,434.15
Step 5 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
7525 Mechanic, Senior NE G 23
Step 1 $ 81,933 $ 6,828 $ 39.3908 $ 3,151.26
Step 2 $ 86,029 $ 7,169 $ 41.3603 $ 3,308.82
Step 3 $ 90,331 $ 7,528 $ 43.4283 $ 3,474.27
Step 4 $ 94,848 $ 7,904 $ 45.5998 $ 3,647.98
Step 5 $ 99,590 $ 8,299 $ 47.8798 $ 3,830.38
7630 Warehouse Worker NE G 16
Step 1 $ 58,228 $ 4,852 $ 27.9942 $ 2,239.54
Step 2 $ 61,139 $ 5,095 $ 29.3939 $ 2,351.52
Step 3 $ 64,196 $ 5,350 $ 30.8637 $ 2,469.09
Step 4 $ 67,406 $ 5,617 $ 32.4069 $ 2,592.55
Step 5 $ 70,777 $ 5,898 $ 34.0272 $ 2,722.18

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Item 8 Page 75 of 333
City of Vernon
Classification and Compensation Plan
Fiscal Year: 2025-2026
Effective February 17, 2026
Exhibit A
CLASS

CODE OCCUPATIONAL JOB FAMILIES AND JOB CLASSES FLSA

EMPLOYEE
GROUP
PAY
GRADE
{a}
ANNUAL
{a}

MONTHLY HOURLY PAY PERIOD
Street Maintenance Division
7308 Street Maintenance Supervisor E MM 29
Step 1 $ 109,798 $ 9,150 $ 52.7875 $ 4,223.00
Step 2 $ 115,288 $ 9,607 $ 55.4268 $ 4,434.15
Step 3 $ 121,052 $ 10,088 $ 58.1982 $ 4,655.86
Step 4 $ 127,105 $ 10,592 $ 61.1081 $ 4,888.65
Step 5 $ 133,460 $ 11,122 $ 64.1635 $ 5,133.08
7430 Street Maintenance Worker NE G 17
Step 1 $ 61,139 $ 5,095 $ 29.3939 $ 2,351.52
Step 2 $ 64,196 $ 5,350 $ 30.8637 $ 2,469.09
Step 3 $ 67,406 $ 5,617 $ 32.4069 $ 2,592.55
Step 4 $ 70,777 $ 5,898 $ 34.0272 $ 2,722.18
Step 5 $ 74,315 $ 6,193 $ 35.7286 $ 2,858.28
7427 Street Maintenance Worker, Lead NE G 25
Step 1 $ 90,331 $ 7,528 $ 43.4283 $ 3,474.27
Step 2 $ 94,848 $ 7,904 $ 45.5998 $ 3,647.98
Step 3 $ 99,590 $ 8,299 $ 47.8798 $ 3,830.38
Step 4 $ 104,569 $ 8,714 $ 50.2738 $ 4,021.90
Step 5 $ 109,798 $ 9,150 $ 52.7875 $ 4,223.00
7425 Street Maintenance Worker, Senior NE G 21
Step 1 $ 74,315 $ 6,193 $ 35.7286 $ 2,858.28
Step 2 $ 78,031 $ 6,503 $ 37.5150 $ 3,001.20
Step 3 $ 81,933 $ 6,828 $ 39.3908 $ 3,151.26
Step 4 $ 86,029 $ 7,169 $ 41.3603 $ 3,308.82
Step 5 $ 90,331 $ 7,528 $ 43.4283 $ 3,474.27
{a} - The annual and monthly salaries are reported as whole dollar without the cents ONLY for reporting purposes.

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Item 8 Page 76 of 333
City Council Agenda Report
Meeting Date: February 17, 2026
From: Su Tan, Director of Human Resources
Department: Human Resources
Submitted by: Lisette Grizzelle, Human Resources Manager Subject
Citywide Fringe Benefits Policy
Recommendation
Adopt Resolution No. 2026-005 adopting the Citywide Fringe Benefits Policy and repealing Resolution No. 2025-036.

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.

Staff is recommending a benefit revision for the proposed new classification job title of Environmental Health-Hazardous Materials Program Manager.

The proposed revision is summarized as follows:
• Section 11. Automobile Allowance and Reimbursement for Expenses:
- Addition of Environmental Health-Hazardous Materials Program Manager classification to this section to be eligible for $400/monthly automobile allowance. - Deletion of inactive classification titles in this section.

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 for the February 17, 2026 meeting.

Fiscal Impact
The fiscal impact is estimated at $4,800, the prorated amount for the remainder of this fiscal year is $1,600. Sufficient funds are available in General Fund, Health Department, Salaries and Benefits accounts for the current fiscal year and will be budgeted for subsequent years.

Attachments

1. Citywide Fringe Benefits Policy Resolution No. 2026-005

2. Citywide Fringe Benefits Policy 02-17-2026 (Redline) .
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RESOLUTION NO. 2026-005

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF VERNON

ADOPTING THE CITYWIDE FRINGE BENEFITS POLICY AND
REPEALING RESOLUTION NO. 2025-036
SECTION 1. Recitals.

A. On December 16, 2025, the City Council adopted Resolution No. 2025-036, adopting a Citywide Fringe Benefits Policy.

B. To reflect the proposed revision to add a new classification title of Environmental Health-Hazardous Materials Program Manager as an eligible position for a $400/month automobile allowance in section 11. Automobile Allowance and Reimbursement for Expenses and to delete inactive classification titles within this section, staff recommends the adoption of an updated Citywide Fringe Benefits Policy.

C. At its regular meeting on February 17, 2026, prior to taking final action to approve this Resolution, the City Council received an oral report summarizing the recommended fringe benefits revisions, in accordance with Government Code Section 54953(d)(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 February 17, 2026, 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. 2025-036, not consistent with or in conflict with this resolution are hereby repealed. / / /
/ / /
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_______________________
SECTION 5. Severability. If any provision of this Resolution or the application thereof to any person or circumstance is held invalid, such invalidity shall not affect other provisions or applications, and to this end, the provisions of this Resolution are declared to be severable.

SECTION 6. 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 February 17, 2026.
________________________
LETICIA LOPEZ, Mayor
ATTEST:

GENOVEVA ROCHA, City Clerk
APPROVED AS TO FORM:

ZAYNAH MOUSSA-MILWARD,
City Attorney
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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. 2026-005 that was passed and adopted at the Regular Meeting held on February 17, 2026, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:
__________________________
GENOVEVA ROCHA, City Clerk
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Citywide Fringe Benefits Policy

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Exhibit A
City of Vernon

CITYWIDE FRINGE BENEFITS POLICY
Effective July 1, 2025
Adopted February 17, 2026
Resolution No. 2026-005

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Citywide Fringe Benefits Policy

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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.......................................................................................11 Section 8: Family Sick Leave (Kin Care) ....................................................... 14 Section 9: Bereavement Leave...................................................................... 14 Section 10: Jury Duty ........................................................................................ 16 Section 11: Automobile Allowance and Reimbursement for Expenses...... 16 Section 12: Health Insurance............................................................................ 18 Section 13: Dental Insurance............................................................................ 19 Section 14: Vision Insurance ............................................................................. 19 Section 15: Life Insurance ................................................................................. 19 Section 16: Deferred Compensation Plan ...................................................... 19 Section 17: CalPERS Retirement Plan ..............................................................20 Section 18: Retiree Medical Insurance............................................................ 23 Section 19: Longevity Program......................................................................... 25 Section 20: Bilingual Pay.................................................................................... 26 Section 21: Certificate Pay ………………………………………………………...27
Section 22: Uniform Allowance ........................................................................ 28 Section 23: Stand-by Policy .............................................................................. 28 Section 24: Per Diem .........................................................................................30 Section 25: Compensation for Classifications Designated as Executive, Management, Mid-Management, Confidential, Unclassified and Elected Officials ............................................................................30

Resolution No. 2026-005

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Citywide Fringe Benefits Policy

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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.

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. 2026-005

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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. 2026-005

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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. 2026-005

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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. 2026-005

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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. 2026-005

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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. 2026-005

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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, Permanent Unclassified, 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 December of each year, employees shall be compensated for unused accrued vacation benefit in excess of the allowed accumulated amount referenced above. For 2025, excess vacation leave pay out will be processed from January 1, 2025, through the end of the 25th biweekly pay period, which lands on November 29, 2025. The 2025 excess vacation leave Resolution No. 2026-005

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cashouts will be calculated with leave balances and regular rate of pay as of November 29, 2025. Employees will have an alternative, one-time option for 2025 only, to elect to defer their pay out to February 2026. This will be a deferred pay out, with the November 29, 2025, stipulated pay provisions.

Effective in 2026 and going forward, the excess vacation leave pay outs will be for the period of the 26th biweekly pay period of each year through the end of the 25th biweekly pay period of the following year. The specific dates will vary from year to year. Employees may elect to take pay out monies as cash or as contribution to the employee’s 457 deferred compensation account subject to the rules of the applicable plan.

D. Executive and Management staff shall be allowed to accumulate up to a maximum accrual cap of 480 hours. Upon reaching the 480-hour accrual cap, employees shall continue to accrue vacation hours and all hours in excess of 480 shall be automatically cashed out in December of each year.

In addition, employees may request to cash out vacation hours in excess of 120 hours in December of each year, subject to approval by the City Administrator. For 2025, excess vacation leave pay out will be processed from January 1, 2025, through the end of the 25th biweekly pay period, which lands on November 29th. The excess vacation leave cashouts will be calculated with leave balances and regular rate of pay as of November 29, 2025. Employees will have an alternative, one-time option for 2025 only, to elect to defer their pay out to February 2026. This will be a deferred pay out, with the November 29, 2025, stipulated pay provisions.

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.

Resolution No. 2026-005

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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.

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. Eligiblepart-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.

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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 December of each year at 50% of the employee’s regular rate of pay as of November 29, 2025. For 2025, excess sick leave pay out will be processed from January 1, 2025, through the end of the 25th biweekly pay period, which lands on November 29th. The excess sick leave cashouts will be calculated with leave balances and regular rate of pay as of November 29, 2025. Employees will have an alternative, one time option for 2025 only, to elect to defer their pay out to February 2026.

This will be a deferred pay out, with the November 29, 2025, stipulated pay provisions.

Effective in 2026, the excess sick leave pay outs will be for the period of the 26th biweekly pay period of each year through the end of the 25th biweekly pay period of the following year. The specific dates will vary from year to year. Pay out monies may be taken as cash or may be contributed to the employee’s 457 deferred compensation account subject to the rules of the plan.

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

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I. Foreseeable sick leave requires advance notification, while unforeseeable sick leave requires notice as soon as practicable. If sick leave on account of any of the above illnesses exceeds two (2) consecutive working days, the employee, prior to return to work, shall submit a statement of such disability illness or injury from the employee or family member’s physician.

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

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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.

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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-in-law 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.

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.

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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 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.

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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
Assistant General Manager of Public Utilities City Vehicle & Fuel Environmental Health-Hazardous Materials
Program Manager
$400
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 in connection with any such vehicle beyond the respective amounts set forth above.

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

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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. 2026-005

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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. 2026-005

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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. 2026-005

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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. 2026-005

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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
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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 Citywide Stand-by Policy is to have qualified employees on stand-by to respond to major incidents and emergencies during non-working hours which require immediate attention based on operational needs. Standby staffing remains at the discretion of the department head or designee.

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

B. 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 charged, in working order and readily accessible for immediate contact while on stand-by duty. 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.

C. 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. 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 stand-by.

D. Stand-by time is not counted as hours worked for purposes of overtime calculation as employees are free to engage in personal business and activities, so long as such activities do not impair their ability to respond to any call back during stand-by or perform assigned duties. Employee on stand-by duty must:

1. Be ready to respond immediately.

2. Be reachable by City-issued mobile phone device.

3. Be able to report to work within one (1) hour of notification.

4. Refrain from activities that might impair their ability to perform assigned duties. This includes but is not limited to abstaining from the consumption of any alcoholic beverage and the use of any illegal drug or incapacitating medication.

5. Respond to any call back during the assigned stand-by duty.

F. On City-recognized Holidays where City Hall is closed, employees on standby will be compensated four (4) hours of straight time compensation.

G. 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.

H. 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 Resolution No. 2026-005

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

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

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

K. 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, Resolution No. 2026-005

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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 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].

Resolution No. 2026-005

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Exhibit A

City of Vernon

CITYWIDE FRINGE BENEFITS POLICY
Effective July 1, 2025
Adopted February 17, 2026
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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 ....................................................................................... 11 Section 8: Family Sick Leave (Kin Care) ....................................................... 14 Section 9: Bereavement Leave ...................................................................... 14 Section 10: Jury Duty ........................................................................................ 16 Section 11: Automobile Allowance and Reimbursement for Expenses ...... 16 Section 12: Health Insurance ............................................................................ 18 Section 13: Dental Insurance ............................................................................ 19 Section 14: Vision Insurance ............................................................................. 19 Section 15: Life Insurance ................................................................................. 19 Section 16: Deferred Compensation Plan ...................................................... 19 Section 17: CalPERS Retirement Plan .............................................................. 20 Section 18: Retiree Medical Insurance ............................................................ 23 Section 19: Longevity Program......................................................................... 25 Section 20: Bilingual Pay .................................................................................... 26 Section 21: Certificate Pay ………………………………………………………...27
Section 22: Uniform Allowance ........................................................................ 28 Section 23: Stand-by Policy .............................................................................. 28 Section 24: Per Diem ......................................................................................... 30 Section 25: Compensation for Classifications Designated as Executive, Management, Mid-Management, Confidential, Unclassified and Elected Officials ............................................................................ 30

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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.

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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.

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.

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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.

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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.

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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.

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

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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.
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