Resolution No. 72611
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RESOLUTION NO. 7261
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF VERNON APPROVING AND AUTHORIZING THE
ADOPTION OF A CITY OF VERNON EQUAL EMPLOYMENT
OPPORTUNITY PLAN
WHEREAS, the City of Vernon Police Department has
applied to COPS MORE for a $165,424.00 grant through its COPS
MORE 198 Award program; and
WHEREAS, the COPS MORE program requires the City of
Vernon to design, develop and adopt an Equal Employment
Opportunity Plan ("Plan"); and
WHEREAS, the City Council of the City of Vernon desires
to adopt the City of Vernon Plan to fulfill the requirements of
the COPS MORE 198 Award program.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF
THE CITY OF VERNON AS FOLLOWS:
SECTION 1: The City Council of the City of Vernon
hereby finds and determines that the recitals contained
Ihereinabove are true and correct.
SECTION 2: The City Council of the City of Vernon
hereby approves the City's Equal Employment Opportunity Plan, a
copy of which has been presented to the City Council concurrently
with this resolution, and the City Council hereby orders said Plan
to be received and filed by the City Clerk.
SECTION 3: The City Council of the City of Vernon
hereby authorizes the Mayor and the City Clerk to execute said
Plan for, and on behalf of, the City of Vernon.
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SECTION 4: The City Clerk of the City of Vernon shall
certify to the passage of this resolution, and thereupon and
thereafter the same shall be in full force and effect.
APPROVED AND ADOPTED this 26th day of January, 1999.
ATTES
BRUCE V. MALKENHORST, City Clerk
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LEONIS C. MAL URG, Ma or
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STATE OF CALIFORNIA )
)ss
COUNTY OF LOS ANGELES )
I, BRUCE V. MALKENHORST, City Clerk of the City of
Vernon, do hereby certify that the foregoing Resolution, being
Resolution No. 7261, was duly adopted by the City Council of the
City of Vernon at an adjourned meeting of the City Council duly
held on Tuesday, January 26, 1999, and thereafter was duly signed
by the Mayor of the City of Vernon.
v
BRUCE V. MALKENHORST, City Clerk
( SEAL)
-3-
SUPPORTING
DOCUMENTS
OFFICE OF THE CITY ADMINISTRATOR/
CITY CLERK
INTER -OFFICE MEMORANDUM
DATE: February 23, 1999
TO: Bruce Olson, Chief of Police
Joan Francone, Rief Deputy ` k Manager/Personnel Assistant
e
FROM: Gloria J. •rosc s p y City Clerk
RE: Equal Employment opportunity Plan Policy
Enclosed, for your files, is a copy of the above referenced
policy which was approved by City Council on January 26, 1999
through Resolution No. 7261.
pp-
Nov-05-98 02:26P
P.02
1
VERNON POLICE DEPARTMENT
OFFICE MEMORANDUM
October 5, 1998
TO: B.V. Malkenhorst, City Administrator
FROM: Bruce W. Olson, Chief of Police S
SUBJECT: Grant Acceptance
Sir:
I have forwarded the "COPS More" grant acceptance form to your office for your signature.
As you can see, it is simply a form that is formally accepting the money awarded to us by the
"COPS More" office. The conditions mentioned on the back of the letter are easily met by our
department.
If you require further clarification on this item, I will be happy to meet with you when I return
from my conference on Thursday, November 12`°, or, you can speak to Lt. Towles at
extension 116 if you would like information sooner.
See you next week.
-U.S. Department of Justice
r
Office of Justice Programs
Office for Civil Rights
Washington, D.C. 20531
December 18, 1998
Bruce Malkenhorst
City Administrator Office
Vernon Police Department
4305 South Santa Fe Avenue
Vernon, CA 90058
Re: Vernon Police Department
Application # 1998-3651-CA-CM, Grant # 98-CM-WX-1504
Dear Mr. Malkenhorst:
This is to advise you that the Department of Justice, Office of Justice Programs, Office for
Civil Rights (OCR), has received the signed and dated Certification from the Vernon Police
Department certifying that it has developed, and is maintaining an Equal Employment
Opportunity Plan ("EEOP") in connection with funding under the above -referenced grant award.
Based on this submission, OCR has determined that the Vernon Police Department is in
compliance with the requirement that it submit a certification, in accordance with 28 CFR
§42.301, et seq.
Thank you for your attention to this matter.
Sincerely,
Inez Alfonzo-Lasso
Director
Office for Civil Rights
cc: Alicia Anderson
COPS
Brian Streaty
OC
Form OCR Attach. F-1 Rev. 02-19-97
VERNON POLICE DEPARTMENT
memorandum from the office of
[nice W. Ciscn
Chief of police
recember23, 1998
TO: Gloria Orosco, Chief Deputy City Clerk
FROM: Bruce Olson, Chief of Police
SUBJECT: E. E. O. P. Certification
As part of our application for the C.O.P.S. More grant we had to certify that
the City of Vernon had, or was in the process of obtaining a E.E.O.P. plan and this
certification was to be in the Department of Justice offices by a certain date. If this
certification was not submitted in a timely fashion we would have had to obtain an
extension on our grant application which I did not want to do because during this extension
period the funds that were made available to our department could possibly be re -directed
to another agency. Since I knew that our Personnel department was very close to finishing
our cities E.E.O.P. plan and I knew that it would certainly be ratified by the City Council
in the near future I approached Mr. Malkenhorst and I requested that we submit the
certification form even though the actual E.E.O.P. plan had not yet been approved. I
informed Mr. Malkenhorst that the only thing that we would have to make sure of was that
the E.E.O.P. plan would have to be on file in the event we were ever audited by the
Department of Justice. Since I knew that this audit would not take place until months after
we began using the grant money (which we have not even began to touch yet) I assured him
that we certainly would have plenty of time to get the plan through council. Mr
Malkenhorst agreed and the certification form was forwarded.
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CITY OF VERNON
EQUAL EMPLOYMENT OPPORTUNITY PLAN
I ZTT_RODUCTION
The City of Vernon is located 4 miles southeast of downtown Los Angeles in Los
Angeles County. The 1990 U.S. Census listed the City's population as 152. The City of Vernon
is an industrial community with a rich 90 year history of service to the needs of a diverse group
of manufacturing companies which employ over 45,000 men and women.
Founded in 1905, the city caters to the needs of manufacturing in an exclusive part
of Southern California. The City of Vernon offers the potential for new business and industry
to prosper in a totally business environment.
The City Council is the legislative body of the City, which has full power and
authority to adopt, make, exercise and enforce all legislation, laws, and regulations and to take
all actions in respect to municipal affairs, without limitation, which may lawfully be adopted,
made, exercised, taken or enforced under the constitution of the State of California, or by its
Charter, or by other lawful authority.
The City Administrator is the administrative head for the City of Vernon municipal
government. He/she is chosen and appointed without regard to his/her political beliefs and solely
upon the basis of his/her executive and administrative qualifications. The City Administrator's
duties include, but are not limited to the enforcement of laws and ordinances and making
recommendations concerning City government, policies and procedures to the City Council.
Based on the duties assigned to the City Administrator by the City Charter, he/she is the
appropriate official for overseeing the implementation of the City's Equal Employment
Opportunity Plan, subject to its approval by the City of Vernon City Council.
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ADDRESS: 4305 SANTA FE AVE.
VERNON, CA 90058
PHONE NUMBER:(323) 583-8811
EMPLOYER IDENTIFICATION NUMBER:95-6000808
Grant Number and Respective Funding Level:
COPS MORE `98 Award 98-CMWX 1504$165,424.00
PROJECT DIRECTOR: Lt. Steve Towles, Grant Manager
Vernon Police Department
The City of Vernon presently employs a total of 305 full-time employees and 4 part-
time employees. The City of Vernon is committed to the concept of Equal Employment
Opportunity. This commitment is reflected in the City of Vernon policy to comply with both the
letter and the spirit of all applicable laws and regulations; to prohibit unlawful discrimination or
harassment because of race, color, religion, national origin, sex, age, physical or mental
disability, or because of one's political affiliation, in any employment decision or in the
administration of any personnel policy; decisions; and to advise employees of their right to refer
violations of such discrimination to their supervisor or the appropriate City official charged with
the administration of the Equal Employment Opportunity Policy without intimidation or retaliation
of any form for exercising such right. The City of Vernon's commitment to equal opportunity
is ongoing.
IMPLEMENTATION OF EEOP
The Equal Employment Opportunity Plan (EEOP) will be effective immediately upon
the date it is approved by the City Council of the City of Vernon.
PERSONNEL MANAGEMENT AND OPERATIONS OVERVIEW
The City of Vernon officials and employees, in all departments and classifications,
PA
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support programs and activities which are based on the support of the community. These include
programs such as the D.A.R.E and school safety programs, Special Enforcement Team designed
to focus on various problems as they are identified by a review of field activities. In addition,
the Vernon Police Department investigative personnel are assigned to regional task forces working
closely with other law , enforcement agencies in addressing common problems affecting all
communities. The City's police personnel is currently assigned to narcotics interdiction efforts
as members of the Los Angeles Interagency Metropolitan Police Apprehension Crime Task Force
(L.A. IMPACT). The success of these programs, through the efforts of the City of Vernon, is
dependent upon a cohesive relationship between City government and the community. The City
of Vernon also provides quality municipal services in the form of fire protection, street
maintenance, and urban planning. The City of Vernon is one of only four cities in the state to
have its own health department.
EQUAL OPPORTUNITY GOALS
An analysis of the recent hiring trends of the City of Vernon, as shown by the
evaluation of the last twelve months of both full and part-time employment, reveals not only a
firm and ongoing commitment to the recruitment and selection of qualified minorities and females
for employment with the City, but also significant success in increasing the representation of
minority groups among the City's workforce. Of the 46 employees hired between the period of
November 15, 1997 through November 17, 1998, 7 % were African American males, 5 % were
African American females, 22 % were Hispanic males, 9 % were Asian men and 3 % were White
females. The City of Vernon is experiencing a steadily increasing percentage of minorities and
females within its employee base. The 1990 U.S. Census indicates that the total minority
population within Los Angeles is approximately 36.6%. The City of Vernon currently employs
49% minority population, or 12.4 above the 1990 U.S. Census.
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In order to continue to provide equal opportunities for employment, the City will do
the following:
1. Continue its recruitment policy of non-discrimination for employment.
2. Assure that application, hiring and promotion practices allow employment
opportunities on a non-discriminatory basis.
STEPS TO ACHIEVE GOALS
Specific steps to achieve the goals enumerated above are as follows:
1. Continue to provide notification of all available positions to nearby cities.
2. Specific language shall always be included which defines the City's policy of
non-discrimination on the basis of race, sex, color, religion, national origin, age
and disability in the provision of services, programs, activities or employment
opportunities and benefits.
3. The City of Vernon will continue to comply with all applicable federal, state and
local laws and provide equal employment opportunity for allapplicants for
employment. The City shall not consider non -work related factors including
race, color, religion, creed, sex, national origin, disability, or political affiliation
in the decision to hire any individual.
4. To the extent that the City of Vernon provides employees with tuition
reimbursement opportunities, such opportunities shall be made available on a
non-discriminatory basis.
5. To the extent training programs designed to provide the City of Vernon personnel
with job specific education, training, and opportunities, they shall be provided
on a non-discriminatory basis.
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DISSEMINATION OF THE EEOP
The City of Vernon will establish various channels of communication to ensure that
employees and the community are aware of its positive posture and commitment to Equal
Employment Opportunity. During management and supervisory training, Equal Employment
Opportunity concepts will be covered. When new employees are hired, they will formally be
advised of the EEOP during their employment orientation process. A complete copy of this
Policy shall be made available to City of Vernon personnel, upon request.
The City of Vernon will notify appropriate recruiting sources of its commitment to
Equal Employment Opportunity. The City will provide copies of the EEOP to local
organizations, upon request.
The City Administrator for the City of Vernon has the ultimate responsibility for
ensuring the implementation of the Equal Employment Opportunity Plan. It is anticipated that he
will carry out this responsibility with the assistance of the Risk Manager/Personnel Assistant.
.keopm.12s
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I Grant Title:
Grantee Name:
I Address:
I Contact Person:
CERTIFICATION
COPS MORE `98 Award
City of Vernon Police Department
4305 Santa Fe Ave., Vernon, CA 90058
Lt. Steve Towles Telephone #: (323) 583-8811 x 116
Grant Number: 98-CMWX 1504 Award Amount:$165,424.00
Date and effective duration of EEPOP: 11/15/98 Present
Policy Statement: The City of Vernon is an Equal Opportunity Employer. It does not
discriminate on the basis of race, sex, color, religion, national origin, age or disability in the
provision of services, programs, activities or on the basis of disability in the programs and
activities on which it operates pursuant to the requirements of the Americans With Disabilities Act
of 1990, PUB. L. 101-336. This policy extends to both employment and admission to and
participation in the programs, services and activities of the City of Vernon.
CERTIFICATION (ESOP ON FILE)
I Certification Statement:
I, Bruce V. Malkenhorst, City Administrator certify that the City of Vernon has formulated
an Equal Employment Opportunity Plan, that it has been signed into effect by the proper authority
and posted in a public place throughout City Hall, and that it is on file in the offices of the Risk
Manager/Personnel Assistant of the City of Vernon for review or audit by officials of the
cognizant State planning agency or the Office for Civil Rights, Office of Justice Programs as
required by relevant laws and regulations.
Dated: yeti
0
Bruce V. Malkenhorst, City Administrator
� IV OFFICE OF THE CITY CLERK
I TER.OFFICE MEMORANDUM
DATE:
TO:
FROM:
RE:
Dear Joan:
March 3, 1999
Joan Francone, Risk Manager
Gloria J. Orosco
Chief Deputy City Clerk
City Workforce Analysis
Mr. Malkenhorst has me reviewing the information that was submitted
to this office with the original proposed EEOP.
In discussing the Workforce Analysis for both Police & the City we
were unsure where the numbers came from and what positions/persons
were considered to fall within named categories, i.e. para-
professionals, or professionals. We also noted that on the Police
Department Workforce Analysis, under Patrol there is a "1" under the
Female/Black category and under Officers there is a "1.5" under the
Female/Black category. Mr. Malkenhorst does not recall at anytime
having a black, female officer employed by the city and would like
clarification.
At the direction of Mr. Malkenhorst please provide me with
information on how the data for your analysis was determined. Thank
you.
/gjo
:CACCIOMemo
v
CITY COUNCIL
LEONIS C. MALBURG
Mayor
THOMAS A. YBARRA
Mayor Pn>Tem
Wm. "BILL" DAVIS
Councilman
H. "LARRY" GONZALES
Councilman
W. MICHAEL McCORMICK
Councilman
BRUCE V. MALKENHORST
City Administrator / City Clerk
FAX (323) 581-7924
January 6, 1999
Irma Rodriguez-Moisa
CITY HALL
4305 SANTA FE AVENUE, VERNON, CALIFORNIA 90058
TELEPHONE (323) 583-8811
Liebert, Cassidy & Frierson
6033 West Century Blvd., Ste. 601
Los Angeles, CA 90045-6401
DAVID B. BREARLEY
City Attorney
FAX: (626) 330-5818
KEVIN WILSON
Director of Community Services & Water
FAX: (323) 588-2761
KENNETH I. DeDARIO
Director of Municipal Utilities
FAX: (323) 583-1983
DAVE TELFORD
Fire Chief
FAX: (323) 581-1385
BRUCE W. OLSON
Police Chief
FAX: (323) 583-5236
RE: CITY OF VERNON EQUAL EMPLOYMENT OPPORTUNITY PLAN (EEOP);
ANTI -DISCRIMINATION POLICY AND NEPOTISM POLICY
Dear Irma:
In reference to the above and yesterday's conversation, will you please respond in writing to the
following.
Since the City of Vernon is non -civil service, the City Administrator has been
following a practice of appointing friends, relatives and acquaintances to City
positions without conducting an open recruitment and/or testing process. Based on
the City's anti -discrimination policy, do you advise this practice to continue?
Given the City Administrator's variety of positions/titles, including compensation,
should a potential plaintiff allege racial and/or gender discrimination, would this
unique structure be easily defensible? Are the City Administrator's personal assets
at risk?
Our Nepotism Policy was last amended September 16, 1986. Please review
Resolution 5314 addressing nepotism and advise whether it is in conflict with our
proposed EEOP and/or anti -discrimination policy. Please amend if necessary.
Thank you, once again, for your legal expertise.
Yours truly,
AZIIIC4-ep_
Joan Francone
Risk Manager
Enclosure
JF/br
1 n'ESOLUTI:-ON_ND_._5_1A
2 A RESOLUTION OF THE CITY COUNCIL OF THE .CITY
OF VERNON ESTABLISHING RULES AND REGULATIONS
3 RESPECTING THE EMPLOYMENT OF RELATED FAMILY
MEMBERS. AND REPEALING RESOLUTION NOS. 4028
4 AND 5036
5 WHEREAS, the City Council of the City of Vernon adopted
6 Resolution No. 4028 on January 19, 1971, which restricted the
7 employment of related individuals and specifically prohibited the
8 employment of a spouse- of an existing employee; and
9 WHEREAS, the City Council of the City of Vernon adopted
10 Resolution No. 5036 on August 11, 1983, which amended Resolution
11 No. 4028 by establishing restrictions respecting the employment
12 of married individuals working in the same department: and
13 WHEREAS, the City Council of the City of Vernon wishes
14 to establish new rules and regulations respecting the employment
15 of related family members; and
16 WHEREAS, said policy is not intended in any way to
17 limit employment because of race, color, creed, sea:, or national
18 I origin.
19 NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF .
20 THE CITY OF VERNON AS FOLLOWS:
21 I SECT] -ON_]: No employee, prospective employee, or
22 appI i. caa-,t:. shaI I be improperly dem ed employment or benefits of
23 employment on the basis of marital status or, relationship to
24 another employee or official of the City. For purposes of
25 administration, a relative shall be defined as a member of the
26 immediate family (spouse, children, parents, brothers, sisters,
27 grandparents, grandchildren of the employee; and the
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corresponding .relationships by affinity). Marital status is
defined at an individual's state of marriage, non -marriage,
divorce ordissolution,' separation, widowhood, annulment, or
other marital state for the purpose of this anti -discrimination
policy. Spouse is defined as a partner in marriage as defined in
California Civil. Code Section 4100.
ECI
ON-21, Notwithstanding the provisions contained in
Section 1 above, the City retains the right:
(a) To refuse to place one party to a
relationship under the direct or indirect
supervision of the other party to a
relationship where such has the potential for
creating adverse impact on supervision,
safety, security or morale.
(b) To refuse to place both parties to a
relationship in the same department,
division, or facility where such has the
potential for creating adverse impact on
supervision, safety, security, or morale, or
involves potential conflicts of interest.
(c) To disqualify one party to a relationship for
a position privy to confidential personnel
matters who has a relative already in the
City'.s employment when the relationship may
compromise confidential information.
SECTIONA: When a party is refused appointment by
virtue of this resolution, the name of the party shall remain on
the eligibility list for openings in the same classification
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1
where no related
party falls within the provisions of the above
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section.
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SECT ION_4.:
In the event that two City employees marry
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or otherwise become related, the following provisions shall
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apply'
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I (a)
The newly related employees may continue to
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work in the some department when so requested
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by the Department Head and approved by the
City Administrator. They may not perform
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joint duties; share responsibility or
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authority; report to the same immediate
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supervisor; or supervise or be supervised by
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their spouse or related employee; or, if the
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situation cannot be resolved pursuant to this
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paragraph,
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(b)
An attempt will be made to transfer one of
the employees to a similar position that
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would not be in violation of this resolution.
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There can be no guarantee that the new
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position will be within the same
21
classification or at the same salary level;
or, if the situation cannot be resolved
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pursuant to either (a) or (b) above,
(c)
One of the employees must separate from City
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employment. If one of the employees does not
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voluntarily resign, the junior- of the two
will be discharged.
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SEC1']:IJN : This reSUI uti. on shall. not be applied to any
employment relationships that woUld _otherwise violate this
resolut.ion'that are in existence prior to September 1, 1986, so
Jong as their mutual employment causes the City no loss of funds,
time or productivity.
SECTION_6: Any reSOILltion not consistent with or in
conflict with this resolution, specifically Resolution Nos. 4028
and 507.6, arc- h.ereby repealed.
SE.CTION_7: That the City Clerk of the City of Vernon
is hereby directed to certify to the passage of this resolution
and thereupon and thereafter the same shall be in full force and
effect.
APPROVED AND ADOPTED this 16th day of September, 1986.
ATTEST:
__ sJ-Bruce V__Malkenhorst___-___
BRUCE V. MALKENHORST, City Clerk
--s/Leonis C. Malburg__-_----
------------------
LEONIS C. MALBURG, Mayor
-4-
1 1 I STATE OF CALIFORNIA )
) ss.
2 COUNTY OF LOS ANGELES )
4 I, BRUCE V. MALKENHORST, City Clerk of the City of
5 Vernon., do hereby certify that the foregoing Resolution, being
6 Resolution No. 5314 , was duly adopted by the City Council of
7 tlAp City of Vernon, and was approved by the Mayor of said City
an adjourned
8 at xW r,egular meeting of the City Council held on Tuesday,
9 September 16 1986
10
11 s/Bruce V. Malkenhorst
BRUCE V. MALKENHORST, City
12 Clerk
18
14 (SEAL)
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-5-
CITY OF VERNON
EQUAL EMPLOYMENT OPPORTUNITY PLAN
STEP 1:
Introduction: - The City of Vernon is located 4 miles south east of downtown Los Angeles
in Los Angeles County. The 1990 U.S. Census listed the City's population as 152. The
City of Vernon is an industrial community with a rich 90 year history of service to the needs
of a diverse group of manufacturing companies which employ over 45,000 men and women.
Founded in 1905 the city caters to the needs of manufacturing in an exclusive part of
Southern California. The City of Vernon offers the potential for new business and industry
to prosper in a totally business environment.
The City Council is the legislative body of the City, which have full power and authority to
adopt, make, exercise and enforce all legislation, laws, and regulations and to take all
actions in respect to municipal affairs, without limitation, which may lawfully be adopted,
made, exercised, taken or enforced under the constitution of the State of California, or by
its charter, or by other lawful authority.
The City Administrator is the Administrative Head for the City of Vernon municipal
government. He/she is chosen and appointed without regard to his/her political beliefs and
solely upon the basis of his/her executive and administrative qualifications. The City
Administrator's duties include, but are not limited to: City Clerk, Director of Finance,
Director of Personnel, CEO of Utilities, Executive Director of the Redevelopment Agency,
Secretary to the Redevelopment Agency, City Treasurer and enforcement of laws and
ordinances and making recommendations concerning City government, policies and
procedures to the City Council. Based on the duties assigned to the City Administrator by
the City charter, he/she is the appropriate official for overseeing the implementation of the
City's Equal Employment Opportunity Plan, subject to its approval by the City of Vernon
City Council.
ADDRESS: 4305 SANTA FE AVE.
VERNON, CA 90058
PHONE NUMBER: (323) 583-8811
EMPLOYER IDENTIFICATION NUMBER: 95-6000808
Grant Number and Respective Funding Level:
COPS MORE `98 Award 98-CMWX 1504 $165,424.00
PROJECT DIRECTOR: Lt. Steve Towles, Grant Manager
Vernon Police Department
The City of Vernon presently employs a total of 305 full-time employees and 4 part-time
employees. The City of Vernon is committed to the concept of Equal Employment
Opportunity as a necessary element to the basic merit system in regard to the recruitment,
application, selection and/or promotion of minorities, females, and/or other under-
represented groups within. the City. This commitment is reflected in the City of Vernon
policy to comply with both the letter and the spirit of all applicable laws and regulations; to
provide equal opportunity to all employees and all applicants for employment; to take
appropriate action to make equal opportunity a reality; to prohibit unlawful discrimination
or harassment because of race, color, religion, national origin, sex, age, physical or mental
disability, or because of one's political affiliation, in any employment decision or in the
administration of any personnel policy; decisions; and to advise employees of their right to
refer violations of this policy to their supervisor or the appropriate City official charged with
the administration of the Equal Employment Opportunity Policy without intimidation or
retaliation of any form for exercising such right. The City of Vernon's commitment to equal
opportunity in the recruitment, application, selection and promotion of under -represented
groups is ongoing, and will continue after the expiration of the specific grant numbers
identified in this document.
IMPLEMENTATION OF EEOP:
In my capacity as City Administrator for the City of Vernon, I hereby authorize the
implementation of this Equal Employment Opportunity Plan (EEOP) to be effective
immediately upon the date of my signature and to extend beyond the award period of this
and any future grants the City of Vernon may obtain.
City Administrator
Date
PERSONNEL MANAGEMENT AND OPERATIONS OVERVIEW
The City of Vernon officials and employees, in all departments and classifications, support
programs and activities which are based on the support of the community. These include
programs such as the D.A.R.E. and school safety programs, Special Enforcement Team
designed to focus on vairous problems as they are identified by a review of field activities.
In addition the Vernon Police Department investigative personnel are assigned to regional
task forces working closely with other law enforcement agencies in addressing common
problems affecting all communities. Our police personnel is currently assigned to narcotics
interdiction efforts as members of the Los Angeles Interagency Metropolitan Police
Apprehension Crime Task Force (L.A. IMPACT). The success of these programs, through
the efforts of the City of Vernon, is dependent upon a cohesive relationship between City
government and the community. The City of Vernon also provides quality municipal
services in the form of fire protection, street maintenance, and urban planning. The City of
Vernon is one of only four cities in the state to have its own health department.
It is incumbent upon the City of Vernon to embrace the ethnic diversity of the community
and understand the cultural practices of various racial and religious groups in order to
maximize the effectiveness of this relationship. A primary means by which to achieve this
understanding is to be sure that there is an appropriate ethnic, race and gender mix within
the employee base of the City of Vernon.
The creation of a more diverse workforce continues to be an ongoing objective of the City
of Vernon. Success is evident in the increasing representation of Hispanics among the
City's workforce. In the overall male employment, Hispanic representation exceeds both
the population and Community Labor Force statistics. Females, however, are under-utilized
overall both from a population and Community Labor Force Statistic status. There is
specific underutilization of females in the Official/Administrator, Professional, Protective
Services/Patrol Officer, para-Professionals and Skilled Craft categories. It shall be a mission
of the City of Vernon that the underutilization in certain categories be rectified to the extent
possible, and to make certain that discrimination is not a factor.
The City of Vernon recognizes its responsibility to be an Equal Opportunity Employer and
will continue its attempts to establish equitable representation from within the minority and
female employment base through recruitment, application, selection, training and promotion.
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STEP 411: UTILIZATION ANALYSIS NARRATIVE
The table entitled "Step 2: City of Vernon Workforce Analysis" and "City of Vernon Police
Department Workforce Analysis, details the composition of the City of Vernon personnel
by race and gender, across job categories. The Protective Services category includes both
sworn Police and Fire personnel broken into sub -categories of officials and patrol officers.
All other City employees fall into the following categories: Officials/Administrators,
Professionals, Technicians, Para -Professionals, Office/Clerical, Skilled Craft, and
Service/Maintenance. The employee distribution is based on the nature of the duties within
the position held.
The category of Officials/Administrators includes the City Officials including Mayor,
City Council, Department Heads and Assistant Department Heads..
The Professional category includes Attorneys, Engineers, Police Captain, Police
Lieutenant and Fire Battalion Chief.
The Technician category includes Computer Specialists, Inspectors, Production
Specialists and Police Department civilian Service Officers.
The Protective Services category includes Patrol Officers including all work
personnel below the rank of Lieutenant in the Police Department and all certified
Firefighters below the rank of Battalion Chief in the Fire Department.
The Para -Professional category includes employees who maintain a high level of
expertise in a specific field where education and experience is required.
The Office/Clerical category includes Utility and Account Clerks, Administrative
Associates and Secretaries.
The Skilled Craft category includes Mechanics and Maintenance Supervisors.
The Service/Maintenance category includes employees involved in street
maintenance and the water department.
The data is current and complete as of November 15, 1998.
The table entitled "Step 3: Community Labor Statistics - Los Angeles, County" details the
composition by race and gender of the workforce comprising the Los Angeles County areas
of Los Angeles as defined by the United States Department of Commerce Bureau of the
Census, 1990 Census.
The table entitled "Step 3: Community Labor Statistics - Los Angeles County" details the
composition by race and gender of the workforce comprising the Los Angeles County area
of California as defined by the United States Department of Commerce, bureau of the
Census provided by the Department of Justice, Office of Civil Rights.
The table entitled "Step 4A: Utilization Analysis" was created by subtracting the Community
Labor Statistics job category employment percentages from the City of Vernon Workforce
job category employment percentages. These percentages are broken down by race and
gender. The table entitled "Step 4A: Utilization Analysis Comparisons" details the specific
comparisons made in producing the utilization analysis.
Three major points characterize the utilization analysis. The first issue concerns the
following: African American, Asian/Pacific Islander, and American Indian/Alaskan Native,
and Hispanic males and females, comprise such a small percentage of the Los Angeles
County population that it is impractical to target these groups to address under -
representation in some job categories in the City of Vernon.
The second issue concerns the following: Hispanics are marginally under -represented in two
of the eight job categories mainly in Officials/Administrators and Protective Services. Of
the six categories in which Hispanics are not under -represented based on the CLS, two of
the categories are the Technicians and Office/Clerical. It is obvious from these statistics that
the City of Vernon is sensitive to Equal Employment and non-discrimination and provides
a conducive environment for the career development of Hispanics.
The third area of concern is that females, as a group are under -represented. When the total
female employment is compared to Civilian Labor Force Statistics there is an under -
utilization of 30%.
The City of Vernon Workforce Data, the Community Labor Statistics for Los Angeles
County and the Utilization Analysis were gathered, calculated and presented according to
the instructions contained in the U.S. Department of Justice Publication Civil Rights Seven
Step Guide to the Design and Development of an Equal Emplo3nment Opportunity plan,
dated January 1997.
STEP 5: OBJECTIVES TO ADDRESS UNDER UTILIZATION
An analysis of the recent hiring trends of the City of Vernon as shown by the evaluation of
the last twelve months of both full and part-time employment reveals not only a firm and
ongoing commitment to the recruitment and selection of qualified minorities and females for
employment with the City, but also significant success in increasing the representation of
minority groups among the City's workforce. Of the 46 employees hired between the
period of November 15, 1997 through November 15, 1998, 7% were African American
males, 5% were African -American females, 22% were Hispanic males, 13% were Hispanic
females, 9% were Asian men and 3% were White females. As you can see from this
comparison, the City of Vernon is experiencing a steadily increasing percentage of minorities
and females within our employee base; however, as described in the "Utilization Analysis"
section of this report, the City of Vernon views any disproportionate staffing level by
category as a concern which must be addressed. The specific goals of the City of Vernon
shall be to achieve with respect to the employment and promotion of minorities and females
as follows:
1. Implement a recruitment program as a means by which to attract increasing
numbers of qualified minority and female applicants for employment within
areas such as the Officials/Administrators, Professional and Para -
Professional categories.
2. The 1990 U.S. Census indicates that the total minority population within
Los Angeles County, is approximately 36.6%. The City of Vernon currently
employs 49% minority population, or 12.4% above the 1990 U.S. Census
figure. While we have exceeded the goal of employing a sufficient number
of minorities to reflect the composition of the Los Angeles County
community, we must diligently pursue effective means by which to better
balance the female equation as a whole and to specifically address both the
white and minority under -represented categories.
3. Females are under -represented within the Protective Services sworn
category, which includes both Police and Fire employees. It is our goal to
increase this representation by continually evaluating and revising our
recruitment and selection practices and analyzing the job application and test
results to ensure that females are receiving equal opportunities in the
application, testing, employment and promotion process. Although there
has been an overall increase of qualified female employment over the year,
raising the total female representation within the Protective Services
category, it continues to be a challenge. It shall be the goal of the City of
Vernon to continue to ensure that all promotion policies are conductive to
the advancement of qualified female employees. The City of Vernon is
committed to fostering a climate that is supportive of women's career
growth and will take steps to assist qualified female employees in
strengthening their capabilities.
4. In those job categories such as Officials/Administrators, Professionals and
Para -Professionals which demonstrate marginal under -representation of
minorities and females, it is the continuing goal of the City of Vernon to
ensure that equal opportunities exist for all qualified job candidates in the
recruitment, application, testing, and employment process. Employment
statistics will be monitored to ensure that the City of Vernon Equal
Opportunity Employment policies, with respect to application and
employment, are applied with non-discriminatory intent of effect. The City
of Vernon will set goals for continuing to ensure that equal opportunities
exist for presently employed minorities and females and to ensure that
qualified candidates shall be treated fairly in the promotion process, with
particular emphasis on encouraging qualified minorities and females to move
within the classification of supervisory personnel.
STEP 6: 1STEPS TO ACHIEVE GOALS
The City of Vernon is committed to an aggressive recruitment program designed to attract
increasing numbers of qualified minority and female applicants. Towards this end,
procedures for employment and promotions will continually be reviewed and updated to
reflect organizational needs. The diversity of our City and indeed, the nation demands that
governmental agencies be staffed with personnel who as a group are representative of the
general population. Employment of qualified minorities and females is dependent upon
active recruitment efforts to identify and communicate with these prospective employee
groups. Specific steps to achieve the goals enumerated in STEP 5 are as follows:
Recruitment:
1. Aggressively recruit at all local schools including regional colleges and
universities.
2. Expand publication of announcements for vacancies to nearby large city
newspapers in an effort to increase the applicant pool.
Continue to provide notification of all available positions to all nearby cities.
4. Utilize electronic media such as the Internet to announce available positions.
Information on how to obtain, properly complete and return the applications
is also included. Specific language shall always be included which defines
the City's policy on non-discrimination on the basis of race, sex, color,
religion, national origin, age and disability in the provision of services,
programs, activities or employment opportunities and benefits.
Application Process:
1. It is the policy of the City of Vernon to comply with all applicable federal,
state and local laws and to provide an equal employment opportunity for all
applicants for employment by hiring the individual who, based upon relevant
factors including work quality, attitude and experience and excluding non -
work related factors including race, color, religion, creed, sex, national
origin, disability, or political affiliation, appears to the City to be the best
qualified for the job.
Promotion -Advancement:
Provide tuition reimbursement to all classifications for employees interested
in financial assistance to complete a formal education.
2. Continue an aggressive training program designed to provide the City of
Vernon personnel with job specific education and training, as well as
opportunities.
Seek and encourage eligible, qualified minorities and females to make
application for advancement opportunities with regard to special
assignments and promotions to management and leadership positions.
4. Provide information to employees on Family Medical Leave Act(FMLA) and
the California Family Rights Act of 1993 (CARA) so that career and family
may be equally balanced.
STEP 7: DISSEMINATION OF THE EEOP
The City of Vernon will establish various channels of communication to ensure that
employees and the community are aware of its positive posture and commitment to Equal
Employment Opportunity with respect to recruitment, application, employment, and
promotion and that all related policies are applied without discriminatory intent or effect.
Internal Dissemination:
This EEOP will be incorporated into the City's policies and procedures. Presentations will
be made to management, supervisors and employees from time to time concerning Equal
Employment Opportunities. During management and supervisory training, Equal
Employment Opportunity concepts will be covered. The EEOP and its implementation will
be periodically reviewed to ensure its continued effectiveness. When new employees are
hired, they will formally be reminded of the EEOP during their employment orientation
process. The plan will also be posted in a variety of conspicuous places, such as bulletin
boards, within the City departments. A complete copy of this report shall be made available
to City of Vernon personnel, upon request.
External Dissemination
As part of our policy of effective communication, the City of Vernon will notify appropriate
recruiting sources of our commitment to Equal Employment Opportunity. The City will
provide copies of the EEOP to local organizations upon request.
Responsibility for Implementation
The City Administrator for the City of Vernon has the ultimate responsibility for ensuring
that Equal Employment Opportunity and non-discriminatory practices, in both employment
and promotion, receives an appropriate level of priority. It is anticipated the he will carry
out this responsibility with the assistance of the Risk Manager/Personnel Assistant.
Grant Title:
Grantee Name:
Address:
Contact Person:
Grant Number:
CERTIFICATION
COPS MORE `98 Award
City of Vernon Police Department
4305 Santa Fe Ave., Vernon, CA 90058
Lt. Steve Towles
&EN85LVA 41MIZ,I
Date and effective duration of EEOP:
Telephone #: (323) 583-8811 x116
Award Amount: $165, 424.00
11/15/98 - Present
Policy Statement: The City of Vernon is an Equal Opportunity Employer. It does not
discriminate on the basis of race, sex, color, religion, national origin, age or disability in the
provision of services, programs, activities or on the basis of disability in the programs and
activities on which it operates pursuant to the requirements of the Americans With
Disabilities Act of 1990, PUB. L. 101-336. This policy extends to both employment and
admission to and participation in the programs, services and activities of the City of Vernon.
CERTIFICATION (EEOP ON FILE)
Certification Statement:
I, Bruce V. Malkenhorst , certify that the City of Vernon has formulated an Equal
Employment Opportunity Plan in accordance with 28 CFR 42.301, gl MQ., subpart E, that
it has been signed into effect by the proper authority and disseminated to all employees, and
that it is on file in the offices of Joan Francone, Risk Manager/Personnel Assistant for the
City of Vernon for review or audit by officials of the cognizant State planning agency or the
Office for Civil Rights, Office of Justice Programs as required by relevant laws and
regulations.
City Administrator
Signature Title Date