Resolution No. 2011-063RESOLUTION NO. 2011-63
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
VERNON APPROVING AND AUTHORIZING THE EXECUTION OF A
MEMORANDUM OF UNDERSTANDING BY AND BETWEEN THE CITY
OF VERNON AND THE VERNON FIREMEN'S ASSOCIATION
WHEREAS, the Vernon Firefighters Association ("VFA") has been
recognized as an employee organization and have met and conferred with
the Municipal Employee Relations Representative of the City of Vernon
(the "MERR"); and
WHEREAS, the VFA and the MERR, desire to enter into a
Memorandum of Understanding (11MOU"), which sets forth certain terms and
conditions for employment of firemen by the City of Vernon; and
WHEREAS, the members of the VFA and the City of Vernon desire
to execute an MOU covering the period April 19, 2011 to June 30, 2011.
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 does
hereby find and determine that the recitals contained hereinabove are
true and correct.
SECTION 2: The City Council of the City of Vernon hereby
approves the Memorandum of Understanding between the City of Vernon and
the Vernon Firemen's Association, in substantially the same form as the
copy which is attached hereto as Exhibit A.
SECTION 3: The City Council of the City of Vernon hereby
authorizes the Mayor or Mayor Pro-Tem to execute said MOU for, and on
behalf of, the City of Vernon and the City Clerk or Deputy City Clerk
is hereby authorized to attest thereto.
SECTION 4: The City Council of the City of Vernon hereby
authorizes the City Administrator, or his designee, to take whatever
action is deemed necessary or desirable for the purpose of implementing
and carrying out the purposes of this Resolution and the transactions
herein approved or authorized.
SECTION 5: The City Council of the City of Vernon hereby
directs the City Clerk, or the City Clerk's designee, to send a fully
executed MOU to Deans Richens, President of the Vernon Firemen's
Association.
SECTION 6: The City Clerk of the City of Vernon shall
certify to the passage, approval and adoption of this resolution, and
the City Clerk of the City of Vernon shall cause.this resolution and
the City Clerk's certification to be entered in the File of
Resolutions of the Council of this City.
APPROVED AND ADOPTED this 19th day of April, 2011.
ATTE
W' l rd 6. Ir
ch', City Clerk
Name: Hilario Gonzales
Title: Mayor /
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STATE OF CALIFORNIA )
) ss
COUNTY OF LOS ANGELES )
I, Willard G. Yamaguchi, City Clerk of the City of Vernon, do
hereby certify that the foregoing Resolution, being Resolution
No. 2011-63, was duly passed, approved and adopted by the City Council
of the City of Vernon.at a regular meeting of the City Council duly
held on Tuesday, April 19, 2011, and thereafter was duly signed by the
Mayor or Mayor Pro-Tem of the City of Vernon.
Executed this 91�e day of April, 2011, at Vernon, California.
Willard G. Y guc City Clerk
(SEAL)
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MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF VERNON
F, i
VERNON FIREMEN'S ASSOCIATION
IAFF, LOCAL 2312
APRIL 19, 2011 THROUGH JUNE 3012011
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MEMORANDUM OF UNDERSTANDING
.CITY OF VERNON, CALIFORNIA
AND
VERNON FIREMEN'S ASSOCIATION
ARTICLE ONE
I. PARTIES TO MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding (herein referred to as "MOU" or "Agreement," interchangeably) is
by and between the City of Vernon, California, a municipal entity, (hereinafter "City"), and the Vernon
Firemen's Association, a recognized employee organization, (hereinafter "VFA" or "Association").
This MOU has been prepared pursuant to the terms of the City of Vernon Employee Relations
Ordinance, as amended, which is hereby incorporated by reference.
The parties recognize the necessity of cooperating on matters of mutual concern and interest and agree
to work together to maximize the effectiveness of the Fire Department and the City, and to accomplish
legislative and funding goals in their mutual interest.
II. RECOGNITION
The City recognizes the Vernon Firemen's Association as the exclusive recognized employee
organization on behalf of all full-time sworn, non -management personnel engaged in fire prevention,
suppression, administration and paramedic services within the City, including, but not limited to,
employees occupying the job classifications of Firefighter, Administrative Firefighter, Firefighter/
Paramedic, Firefighter/ Paramedic Coordinator, Fire Engineer, Administrative Engineer, Fire Captain,
Regional Training Captain, and Administrative Captain.
III. COMMITMENT TO EQUAL EMPLOYMENT OPPORTUNITY
The City and the Association are committed to working together to support a work environment
characterized by fair treatment and access to equal opportunities.
The provisions of this Memorandum of Understanding shall be applied equally to all employees covered
hereby without favor or discrimination because of race, color, sex, age, national origin, political or
religious opinions or affiliations.
IV. GENDER
The terms "they" and "their" may be used in this agreement as substitutes for the terms "his," "her,"
"his/her"," "he,""she," or other terms which would indicate masculine or feminine gender. Whenever the
male gender is used herein it shall be construed to refer to both male and female employees.
V. ASSOCIATION AND EMPLOYEE RIGHTS AND RESPONSIBILITIES
A. Right to. Represent Members
Except as limited by the specific and express terms of this Memorandum of Understanding, the
Association hereby retains and reserves unto itself all rights, powers, authority, duties and
responsibilities conferred on and vested in it by the laws 'and the Constitution of the State of California
and/or the United States of America. The parties specifically agree that neither VFA nor any VFA
representative or member shall be discriminated against, intimidated, coerced, disciplined or retaliated
against because of the lawful exercise of its or his rights, including, but not limited to, the right to
participate in VFA activities, serve as a VFA officer or director, or otherwise represent the interests of
VFA.
B. Prohibition on Strikes and Lockouts
During the life of this agreement no work stoppages, strikes, slowdowns, shall be caused, or sanctioned,
by the Association, and no lockouts of unit employees shall be made by the City.
C. Payroll Deduction
The City shall, during the term of this agreement, effect a payroll deduction for membership dues,
service fees and other charges authorized pursuant to an executed form signed by the employee
permitting such deductions. Any payroll deductions collected by the City shall be transmitted on a
biweekly basis to the treasurer of the Association, or such other party designed in writing by the
Association. The City shall not be obligated to put into effect any new, changed, or discontinued
deduction until the first pay period commencing not more than thirty (30) days after receiving the
request. This provision shall remain operative as long as VFA is the exclusive recognized employee
organization of unit employees.
D. Bulletin Boards
The City shall provide a bulletin board for use by VFA at each fire station, provided that any documents
posted shall be in good taste and shall not reflect adversely upon the City or its employees.
E. Use of City Facilities
Representatives of VFA may use any fire Department facilities free of charge for its Board of Directors
and general membership meetings provided such facility is not otherwise booked. VFA shall secure
approval from the Fire Chief for the date and time it wishes secure use of the facility. The granting of
such approval is a ministerial duty, and is required if the City facility is not otherwise scheduled to be
used at the time of VFA's request. No unit employee shall engage in political activity while on duty or
in uniform.
F. Access to Facilities
Representatives of VFA shall have reasonable access to the work sites of unit employees at anytime
during the working hours to conduct Association business as long as such visits do not unreasonably
interfere with the conduct of the City's usual business and the employee's work.
VI. MANAGEMENT RIGHTS
Except as limited by the specific and express terms of this Memorandum of Understanding, the City
hereby retains and reserves unto itself all rights, powers, authority, duties and responsibilities. conferred
on and vested in it by the laws and the Constitution of the State of California and/or the United States of
America; provided, however, if the City's decision to exercise such rights, powers, authority, duties and
responsibilities impacts the wages, hours and other terms and conditions of employment of unit
employees, the City shall be required to first meet and confer on the impact and effect of such decision.
VII. SAVINGS
Should any part of this MOU be rendered or declared illegal or invalid by legislation, decree of court of
competent jurisdiction or other established governmental administrative tribunal, such invalidation shall
not affect the remaining portions of this MOU; provided, however, should the invalid or illegal
provisions relate to the compensation or benefits of unit employees the City shall replace such illegal or
invalid provision with another of substantially equal value such that unit employees suffer no financial
detriment. The precise replacement compensation or benefit shall be determined by the parties after
meeting and conferring in good faith.
VIII. WAIVER OF BARGAINING
Each of the parties acknowledges that it had a full and unrestricted right to make, advance, and discuss
all matters properly within the scope of the meet -and -confer process in accordance with the Meyers-
Milias-Brown Act (Cal. Gov't Code 3500, et. seq.). Except as otherwise provided herein during the
term of this Memorandum of Understanding, the parties expressly waive and relinquish the right to
compel the other to meet and confer except by their mutual consent with respect to any subject or
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matter, whether referred to or covered by this Memorandum of Understanding or not, even though each
subject or matter may or may not have been within that party's knowledge or contemplation at the time
they met and conferred or executed this Memorandum of Understanding.
IX. TERM
This agreement shall be in effect from between April 19, 2011 and shall expire at 11:59 on June 30,
2011.
ARTICLE TWO
SALARIES AND COMPENSATION
I. SALARY SCHEDULE The following salary schedule shall be in effect:
Job Classification
Step
Monthly Base Pay
Administrative Captain
Regional Training Captain
Step 1
8688
Step 2
8235
Step 3
7806
Fire Captain
Step 1
8267
Step 2
7836
Step 3
7427
Fire Engineer
Administrative Engineer
Step 1
6941
Step 2
6579
Step 3
6236
Firefighter/Paramedic Coordinator
Step 1
7288
Step 2
6908
Step 3
6548
Firefighter/Paramedic
Step 1
6941
Step 2
6579
Step 3
6236
Firefighter
Administrative Firefighter
Step 1
5918
Step 2
5609
Step 3
5317
Step 4
5040
IL SALARY STEP ADVANCEMENT
The Fire Chief may make appointments to or advancements within the prescribed ranges of specific
positions upon evaluation of employee qualifications and performance. Normally, employees shall be
appointed to Step 3 (Step 4 for Firefighter and Administrative Firefighter) and shall be eligible to be
advanced through the steps in their allocated schedules as follows:
Firefighter/Administrative Firefighter: After six (6) months of satisfactory service, an
employee appointed at Step 4 shall receive a salary step increase to Step 3 of the prescribed
schedule. Each year thereafter the employee shall progress to the next highest salary step of
the prescribed schedule. An employee originally appointed to a step other than Step 4 shall
receive a step increase one year after his appointment and each year thereafter.
All other classes: Each year of satisfactory service an employee shall be eligible to progress
to the next highest salary step of the prescribed schedule.
Promotions or salary increases to higher grades are merit step only and shall be available to employees
as recognition and reward for satisfactory services after one (1) year in service at present grade. The
promotion or salary increase to said grade shall remain the sole discretion of the City Council.
III. DEFERRED COMPENSATION
The City shall continue to administer the existing 457 deferred compensation program for all unit
employees.
IV. HAZARDOUS MATERIALS SPECIALIST PAY
A unit employee certified as a Hazardous Materials Specialist shall receive special compensation of one
hundred twenty-five dollars ($125.00) per month above their base pay. The City shall, as expeditiously
as possible, send each unit employee to all training necessary to achieve accreditation as a Hazardous
Materials Specialist.
V. EDUCATION INCENTIVE PAY
1. A unit employee who has completed the initial -hire probationary period and who holds a fire
science certificate or has completed course equivalent thereto (i.e., 30 units of fire science related
courses) shall receive special compensation of two and one half percent (2 '/2%) above their base
pay.
2. A unit employee who has completed the initial -hire probationary period and who holds an AA
or AS Degree in Fire Science or Fire Technology and who has completed five (5) or more years
of uninterrupted service with the Fire Department shall receive special compensation of two and
one half percent (2 '/z%) above their base pay.
3. A unit employee who (1) holds an AA or AS Degree in Fire Science or Fire. Technology, and (2)
holds a fire science certificate or course equivalent thereto (i.e., 30 units of fire science related
courses), and (3) who has completed five (5) or more years of uninterrupted service with the Fire
Department shall receive special compensation of five percent (5%) above their base pay.
VI. BILINGUAL PAY
A unit employee who demonstrates proficiency in speaking Spanish or any other language designated by
the Fire chief, which proficiency would be determined by successful completion on the Los Angeles
County proficiency test shall receive special compensation of One Hundred Twenty Five Dollars
($125.00) per month above his base pay.
VII. UNIFORM ALLOWANCE
On the first pay check in August each year, each unit employee shall be paid the sum of Seven Hundred
Twenty -Five Dollars ($725.00) for the purchase of uniforms. A unit employee hired by the City shall
receive an initial issue of uniforms.
The City shall provide all unit employees all required safety equipment, including, but not limited to,
work boots.
VIIL LONGEVITY PROGRAM.
Longevity pay shall be paid to employees as follows:
a. For unit employees initially hired by the City of Vernon on or before June 30,1994
Upon attaining 5 years of service with the City of Vernon........................5% above base pay
Upon attaining 10 years of service with the City of Vernon ...........................10% above base pay
Upon attaining 15 years of service with the City of Vernon.....................15% above base pay
Upon attaining 20 years of service with the City of Vernon.....................20% above base pay
A Captain upon attaining 30years of service with the City of Vernon...........25% above base pay
b. For unit employees initially hired by the City of Vernon after June 30, 1994
Upon attaining 5 years of service with the City of Vernon ........................5% above base pay
A Captain upon attaining 30years of service with the City of Vernon...........25% above base pay
IX. SERVICE ADJUSTMENT INCREASE
In the event there is an inequity between ranks or between employees within the Department, upon
reviewing the performance of an employee, the Department Head may incorporate a service adjustment
increase up to ten percent (10%) per month of their base salary.
X. COMPUTATION OF PAY
A. 40-hour personnel
Unit -employees assigned to a 40-hour work week shall be paid on an hourly basis. The hourly rate shall
be the product of dividing the monthly salary by 173.3. Upon being assigned to a 40-hour schedule an
employee's accrued leave shall be reduced by a factor of 1.4 and paid to the employee upon use or
separation at the employee's 40-hour regular rate of pay. Upon being reassigned to a 56-hour schedule,
all such accrued leave shall be increased by a factor of 1.4.
B. 56-hour platoon personnel
All Fire Department employees assigned to a fifty six (56) hour week would be paid a widely fluctuating
amount each pay period if they were paid for hours actually worked; therefore, such employees shall be
paid for the average number of hours in a two (2) week period, one hundred and twelve (112) hours.
Exceptions for leave without pay hours shall be reported and deducted from the average when pay is
computed. The "Exception Report" shall be in a form approved by the City Administrator.
XI. PERS CONTRIBUTIONS
A. The City shall provde the following CalPERS retirement benefits to all unit employees:
a. The 3% at 50 retirement formula pursuant to Cal. Gov't Code 21362.2
b. Military Service Credit 21024
c. One Year Final Compensation pursuant to Cal. Gov't Code 20042
d. Credit for unused sick leave 20965
e. 4"' level 1959 survivor benefit 21574
f. Pre -Retirement Option 2W Death Benefit 21548
B. Unit employees shall pay the nine percent (9%) required employee contribution.
ARTICLE THREE
WORK PERIODS, SCHEDULES AND OVERTIME
I. WORK PERIODS
A. 24-Day Work Period — Work Schedules in Excess of 24 Hours
The FLSA work period for unit employees assigned to a daily work schedule of twenty four
(24) hours shall be a fixed and regularly recurring work period of twenty four consecutive
days (576 hours).
II. SCHEDULES
A. PLATOON PERSONNEL
1. Unit employees assigned to a 56-hour work week shall work a 48/96 work schedule that
consists of two consecutive 24-hour shifts followed by 96 consecutive hours off, on a
rotating three platoon basis (A,B & C Platoon). Employees that work such schedule average
56 hours a week and 112 hours per pay period.
2. Unit employees assigned to work a 48/96 schedule shall begin work at 0700 hours and
terminate at 0700 hours following two 24-hour periods.
B. 40 HOUR PERSONNEL
1. Unit employees assigned to work a 40-hour work week shall be assigned to a 4/10 schedule
that consists of four (4) consecutive work days of ten (10) consecutive work hours each,
inclusive of paid breaks and an unpaid 30-minute meal period, followed three consecutive
days off, each week. Unit employees on such schedule shall be assigned to work Monday
through Thursday from 0600 to 1630 hours, unless an alternate schedule is approved in
writing by the Fire Chief and VFA.
III.OVERTIME
A: POLICY
It shall be the policy of the Vernon'Fire Department to honor personnel requests for time off
when possible, and distribute overtime opportunities in a fair and equitable manner to all
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members. It shall be the Departments priority to maintain essential staffing levels when
arranging coverage.
B: ORDER OF FILLING VACANCIES
Overtime vacancies will be filled on a rank -for -rank basis by first referring to the list of
personnel in the same rank as the vacancy who have signed up for overtime availability for
that day. The individual in the same rank with the least overtime worked that calendar year
will have the first opportunity to work the overtime vacancy. If that employee does not elect
to work the overtime shift, the person in the same rank as the vacancy with the next least
amount of overtime worked that calendar year will have the next opportunity. This process
will be followed until the overtime vacancy is filled or the list of `personnel within the same
rank as the vacancy is exhausted. In the event the vacancy is remains unfilled, the same
process will be used for those personnel who have signed up as available to work overtime
that day who are qualified to act in the rank in which the vacancy exists. If that list is also
exhausted and the vacancy is not filled, the person that is not presently working and that is of
the same rank as the vacancy with the least mandated overtime worked that calendar year
shall be mandated to work the overtime shift.
C: WHAT VACANCIES WILL BE FILLED
Overtime vacancies will be filled as follows:
A. Any vacancy that is the result of an employee using vacation leave shall be filled.
B. A vacancy that is the result of an employee using sick leave may be filled at the
discretion of the Fire Chief, provided, however, if two or more employees within the
same rank (Capt., Eng., Paramedic, Firefighter) are absent due to sick leave, the
department shall be required to fill all but one of those positions.
C. Any vacancy that drops suppression staffing below twenty-two ( 22) positions shall be
filled; provided, however, that in the event such vacancies exist due to deployment of
wildfire strike teams, the figure shall be dropped to eighteen (18).
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ARTICLE FOUR
EMPLOYEE BENEFITS
I. FRINGE BENEFITS
A. MEDICAL INSURANCE
The City offers three medical plans to employees that consist of two (2) HMO and one (1)
PPO plan. The parties may change these plans upon their written agreement.
1. For employee enrolled in the HMO plans, the City shall pay monthly 100% of the cost of
the plan for employees and eligible dependants, not to exceed $1050.00 per month. The cost
of any plan selected by the employee that exceeds $1050 shall be paid by the employee
through a pre-tax payroll deduction.
2. For employee enrolled in the PPO plans, the City shall pay monthly 100% of the cost of
the plan for employees and eligible dependants, not to exceed $800.00 per month. In
addition, for each employee enrolled in a PPO plan, annually the City shall make lump sum
contributions to a health savings account (HSA) as follows: $1500 in January, and $500 each
in March, June and September. The cost of any plan selected by the employee that exceeds
$800 shall be paid by the employee through a pre-tax payroll deduction.
B. DENTAL
Employees may purchase dental insurance through the City by pre-tax payroll deduction
and/or applying any unused portion of the City's contribution towards medical insurance.
C. VISION CARE
The City of Vernon provides a vision care plan to employees. The City shall pay 100% of
the cost of such plan for employees, only. Employees shall have the option of purchasing
vision care for their dependents at a cost of $6.95 for one dependent or $13.95 for two or
more dependents.
D. EDUCATION REIMBURSEMENT
1. The educational reimbursement program is a financial assistance program that offers
reimbursements for tuition, fees and books up to a maximum of $2,200 per fiscal year
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The fiscal year is July 1 through June 30. Employees are eligible for this assistance after
12 months of uninterrupted employment with the City of Vernon.
2. A grade of "C" or better (or "pass" if on a pass/fail basis) is required for reimbursement.
A request for reimbursement must be made within 60 days of receipt of grades and
should include the following: a copy of the final grade report, a copy of expenses for
tuition, fees, and books and a completed and signed tuition reimbursement form.
E. AUTO INSURANCE PROGRAM
The City of Vernon has established an auto insurance program pursuant to Resolution No.
5741. All Vernon Fire employees who participate in said program will receive a contribution
by the City of thirty-five Dollars ($35.00) per month per employee.
F. PHYSICAL FITNESS / WELLNESS PROGRAM
This program is mandatory for all fire safety personnel. Any individual who after one (1)
year of participation has completed a pre-program fitness evaluation, minimum participation
requirements, bi-annual fitness evaluations and verification of participation by the Battalion
Chief will receive two hundred fifty dollars ($250.00) The Physical Fitness/Wellness
program is attached hereto as Attachment "A", and incorporated herein.
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ARTICLE FIVE
LEAVE POLICY
I. VACATION LEAVE
Each unit employee accrues vacation leave based upon their years of full time service with the City, as
follows:
A. ACCRUAL:
56-hour Personnel
Year of Service With City
Shifts/Yr
Vacation Hours Accrued/Pay Period
9 or less
13
12
10-24
15
13.85
25 or more
16
14.77
40-hour Personnel
Year of Service With City
Hours/Yr
Vacation Hours Accrued/Pay Period
9 or less
120
4.62
10-24
160
6.16
25 or more
170
6.54
B. USE:
A Maximum of 7 platoon personnel per shift shall be permitted off on vacation leave consisting of any
combination of the following:
a. Captains- maximum of 2 off per shift.
b. Engineers- maximum of 2 off per shift.
c. Paramedics- maximum of 1 off per shift.
d. Firefighters- maximum of 3 off per shift.
C. CARRY OVER OF VACATION LEAVE:
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Employees are permitted to carry-over, one year's annual accrual from calendar year to calendar. At the
end of every calendar year, employees who have accrued vacation hours in excess of their permitted
carry-over shall be paid their regular rate of pay of all such excess hours.
D. ADDITONAL VACATION:
Any time that City hall employees are granted an unscheduled day off with pay, each unit employee
shall be granted one additional 24 hour shift off of vacation, up to a maximum of 24 hours per year.
II. SICK LEAVE
Platoon Personnel shall accrue sick time at a rate of 4.31 hours per pay period (112 hours
annually), with a maximum cap of 672 hours. Upon reaching the cap, employees will
continue to accrue sick leave provided, however, in the final pay period in December each
year all accrued sick leave in excess of 672 hours shall be cashed in at fifty percent (50%) of
the employee's regular rate of pay.
2. 40 Hour Personnel shall accrue sick time at a rate of 3.08 hours per pay period (80 hours
annually), with a maximum cap of 480 hours. Upon reaching the cap, employees will
continue to accrue sick leave provided, however, in the final pay period in December each
year all accrued sick leave in excess of 480 hours shall be cashed in at fifty percent (50%) of
the employee's regular rate of pay.
4. If an employee separates or terminates employment with the City, they shall be compensated
for any accrued sick leave hours at the time of separation. Employees that separate from
service with more than 20 years of service credit would be compensated at 100% of then
current pay rate applied to the sick leave hours. Employees with less than 20 years of service
would be compensated at 50% of their then current pay rate. Employees shall have the option
of obtaining service credit for the accrued, unused sick leave hours instead of a cash payment
pursuant to California Government Code Section 20965.
An employee who is absent on sick leave for more than two (2) consecutive shifts may be
required by his or her supervisor to provide a doctor's note in order to be paid for the sick
leave.
III. BEREAVEMENT LEAVE
Unit employees shall be provided bereavement leave with pay of 24 hours for the death of a
member of the employee's immediate family or a person related by adoption or blood.
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SIGNATURES
CITY OF VERNON VERNON FIREMEN'S ASSOCIATION
Mark Whitworth
Municipal Employee Relations Representative
Dated
Dean Richens, President
Bill Foltz, Vice President
Todd Hewett, Secretary
John Flagler, Treasurer
1 Dated: 2011
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ADMINISTRATIVE DIRECTIVES
SECTION 1-9
Physical Fitness Policy
Physical Fitness/Wellness Program
Purpose
• To insure a physically fit emergency response force and to prevent injuries.
• To establish a physical fitness performance standard.
• To establish a formal procedure whereby physical fitness performance standards
are maintained.
• To insure the maintenance of sufficient levels of aerobic capacity, muscular
strength, muscular endurance and flexibility of all members of the department to
allow for effective fire suppression under conditions requiring high physical
performance for extended periods of time.
• To maintain a sufficient level of physical condition so as to reduce the chance of
injury during routine, training or emergency activities.
• To establish a non -punitive fitness and wellness program to improve and/or
maintain a high degree of physical fitness.
Policy
• All safety members of the department shall participate in the physical
fitness/wellness training contained in this policy.
• The VFD will provide time on duty to participate in physical fitness training each
shift or as otherwise specified.
• Semi-annual evaluations will be required to insure compliance with established
performance standards.
• In recognition that it is critical for members to maintain a sufficient level of
physical fitness in order to perform their jobs in a satisfactory and safe manner,
all members of the department who successfully pass the semi-annual
evaluations and complete the minimum number of fitness sessions will qualify for
a $250.00 fitness incentive award.
I-9 Physical Fitness Page 1 of 11 4/18/2011
Authority and Responsibility
• Under the authority of the Fire Chief, each Battalion Chief shall be responsible for
administering this program on their respective shift. Each Company Officer shall
be responsible for administering this program to the members of their crew.
Procedure
• Prior to beginning the fitness/wellness program, each member shall be given a
pre -fitness evaluation by the department Peer Fitness Trainer.
• New members will be given the pre -fitness evaluation after receiving their shift
assignment at the completion of the training academy. New members will be
eligible for the fitness incentive award only after completing a full fiscal year
evaluation period.
• Exercise program shall consist of warm-up and cool -down periods, flexibility
exercises, muscular strength and endurance training and aerobic training.
• Company Officers shall supervise and provide on -duty time for fitness sessions.
One and one-half (1 '/2) hours shall be allowed for fitness activities. It is
recommended that fitness sessions commence at 0700 hours. The fitness
sessions may be completed at a later hour if incidents or situations occur that
prevent the session at the prescribed hour. Members assigned to an
administrative position (40-hour week) shall be allowed a two (2) one and one-
half (1 Y2) fitness sessions per week
• The fitness/wellness program consists of activities and exercises as outlined
within this policy and in Exhibit "A" attached to this policy.
• All members shall complete a fitness session 85% of the total shifts worked
during any fitness evaluation period. Injury on duty (IOD) and light duty days
worked from the result of an IOD will not be calculated in the 85% of the total
shifts worked.
Uniforms for Fitness Sessions
• Shirt
• Short
• Footwear
• Socks
• Sweatshirt and sweatpants.
• All uniforms shall be kept in a clean and presentable condition. Exercise clothing
shall be worn only during physical fitness program activities.
I-9 Physical Fitness Page 2 of 11 4/18/2011
Exercise Sequence
• Warm-up and stretching: 15 minutes
• Muscular strength and stamina: 30 minutes
• Aerobic training: 30 minutes
• Cool -down and stretching: 15 minutes.
• Weight training is intended to develop sufficient levels of strength and endurance
to meet the standards contained in policy. Weight workouts shall not be
competitive in nature nor designed to build maximum strength capabilities. All
free weight workouts must be done with a spotter present.
Semi -Annual Fitness Evaluation
• The Battalion Chief will administer the evaluation during the months of October
and April each fiscal year. See Exhibit "B" for the evaluation sheet.
• Members shall submit a copy of their individual fitness log that is certified and
signed by the Company Officer and Battalion Chief.
• Evaluation Standards see Exhibit "C".
• Age standards will be applied to each of the evaluation standards and will be in
effect on the day the evaluation is administered.
• A member who is unsuccessful in passing the semi-annual fitness evaluation will
meet with the Peer Fitness Trainer to discuss and mutually develop a fitness
program that will enhance the opportunity for the member to be successful with
the next evaluation.
Documentation
• Fitness Sessions shall be recorded in the daily company log in detail. Time of
exercise, members participating and members not participating.
• Members shall keep a personal fitness log tracking all shifts worked, fitness
sessions completed and reason for not completing a session. Note: If a member
works a partial shift and misses the regular company fitness session will not be
deemed to have "not participated".
• Members who are absent from the semi-annual fitness evaluation due to
vacation or shift exchange will be re -scheduled to take the evaluation within five
shifts of their return to duty. Members absent from the evaluation for any other
reason may be re -scheduled upon approval of the Fire Chief.
• Members who are absent from the semi-annual fitness evaluation due to an
injury on duty (IOD). Must complete the evaluation within two weeks (14 days)
upon return to full duty status in order to be eligible for the fitness incentive
award. It is the sole responsibility of the member to make arrangements to
complete the evaluation upon his/her return to full duty.
I-9 Physical Fitness Page of 11 1 4/18/2011
Exhibit "A"
Fitness and Wellness Program
Participation Line Personnel: All personnel shall participate in the fitness and
wellness program with the exception of administrative personnel. Personnel will
participate at least 85% of shifts worked (approximately 8 shifts a month). The Station
Captain shall record when an employee chooses not to participate in the station logbook
and the reason for non -participation.
Participation Administrative Personnel: Administrative personnel may voluntarily
participate in the fitness and wellness program. Members assigned to an administrative
position (40-hour week) shall be allowed a two (2) one and one-half (1 Y2) fitness
sessions per week. In order to receive the physical fitness incentive, administrative
personnel will participate at least 85% of the allotted sessions.
Time: Physical training will be required for 1 hr each shift during normal business hours,
not including the formal lunch hour. PT. Shall not supercede or interfere in any way with
normal fire department duties. The time for PT will be at the station captain's discretion.
Types of Activities; Physical fitness activities shall be limited to; stretching,
strengthening, walking, jogging, and aerobic type exercises only. Competitive athletic
activities are not permitted. When weight training the participant shall always use a
spotter,
Yearly Evaluation; Participants will be evaluated yearly with a physical ability
evaluation; upon passing the test he/she will qualify for a pay incentive. If a participant
does not pass the test no punitive action will be taken and he will be directed to the peer
counselor.
I-9 Physical Fitness Page 4 of 11 4/18/2011
VERNON FIRE DEPARTMENT
Exhibit "B"
NAME: STATION #: SHIFT:
AGE: WEIGHT: 67% U LBS
DATE:
EVALUATOR:
OVERALL: PASS FAIL
CARDIOVASCULAR TEST -CHECK ONE
❑ 1.5 mile run Time Needed Time Results
El 500 meter swim Time Needed Time Results
- ❑ Stationary bicycle Chart Level X's 2 = Level Results
Bicycle Minimum Need 600 RPM in 10 min In 10 rains
PASS FAIL
FLEXIBILITY TEST -CHECK ONE
Ability to reach established standard. Sit with legs extended straight and reach to toes,
Minimum Needed ❑ 0"=Touched toes, ❑ .5", ❑ 1 ", ❑ 1.5", ❑ 2", ❑ 2.5", ❑ 3"
Results: ❑ 0"=Touched toes, ❑ .5" ❑ 1 ",❑ 1.5", ❑ 2", ❑ 2.5", ❑ 3"
PASS FAIL
I-9 Physical Fitness Page 5 of 11 4/18/2011
STRENGTH TEST -CHECK ONE -Circle one from each of the alternatives in a or b, and all
must complete c.
a) ❑ Push-ups
❑ Bench press
Minimum Needed
Results PASS FAIL
b) ❑ Pull-ups
❑ Pull downs
Minimum Needed
Results PASS FAIL
c) Sit-ups/Crunches @ 30 Degrees Off Floor
Minimum Per Age Requirements In 60 sec
Results In 60 sec
PASS FAIL
I-9 Physical Fitness Page 6 of I 1 4/18/2011
Fitness Evaluation Standards Cardiovascular Fitness
Exhibit "C"
1. Cardiovascular:
Members have a choice from on of the following three alternatives.
a) 1.5 mile run
b) 500 meter swim
c) Stationary bicycle
2. Flexibility:
a) Ability to reach established standard
3. Strength:
Members have a choice of one from each of alternatives in a or b, plus c.
a) Push-ups or Bench press
b) Pull-ups or Pull downs
c) Sit-upsStandards
a) Pass/Fail
b) Pass all three areas
I-9 Physical Fitness Page 7 of 11 4/18/201.1
Cardiovascular .fitness Mandards:
(I.
b.
1. 5 Mile run
Age
Time
�e
Time
20
12:00
38
13:48
21
12:06
39
13:54
22
12:12
40
14:00
23
12:18
41
14:06
24
12:24
42
14:12
25
12:30
43
14:18
26
12:36
44
14:24
27
12:42
45
14:30
28
12:48
46
14:36
29
12:54
47
14:42
30
13:00
48
14:48
31
13:06
49
14:54
32
13:12
50
15:00
33
13:18
51
15:06
34
13:24
52
15:12
35
13:30
53
15:18
36
13:36
54
15:24
37
13:42
55
15:30
500 meter swing =37x's in VFD pool swim M & back =T
Time
<23
11:00
24-26
11:15
27-29
11:45
30-33
12:00
34-35
12:15
36-37
12:30
37-38
12:45
38-39
13:00
40-41
13:15
42-43
13:30
44-45
13:45
46-47
14:00
48-49
14:15
>50
14:30
I-9 Physical Fitness Page 8 of 11 4/18/2011
C. Stutionart v Bicycle
Test is conducted on a resistance factor stationary bicycle. The fractions
indicated represent resistance levels. A completed test is ten (10) minutes in
duration with 600 revolutions completed.
Body Weight (lbs)
20-29
30-39
40-49
>50
243+
4.00
4.00
3.50
3.25
236
4.00
3.75
3.25
3.00
229
3.75
3.75
3.25
3.00
223
3.75
3.50
3.00
2.75
216
3.50
3.50
3.00
2.75
209
3.50
3.25
3.00
2.75
203
3.25
3.25
2.75
2.50
196
3.25
3.00
2.75
2,50
190
3.00
3,00
2.50
2.25
183
3.00
2.75
2.50
2.25
176
2,75
2,75
2.25
2.00
170
2,75
2.50
2.25
2.00
163
2,50
2.50
2.00
1:75
157
2.50
2.25
2.00
1.75
150
2.25
2.25
2.00
1.75
147
2.25
2.00
1.75
1.50
144
2.00
1.75
1.50
1.25
141
2.00
1.75
1.50
1.25
Flexibility
Ability to sit with legs extended straight and reaches to toes.
jL,e- Inches from toes
<24
0"
25-30
.5"
30-34
1"
35-39
1.5"
40-44
2.0"
45-49
2.5"
>50
3"
X's 2
Example:
Wt 190lbs
Age: 36
=3.00 x's 2 = level 6
I-9 Physical Fitness Page 9 of 11 4/18/2011
Strength:
Employee has a choice of one of two exercises for testing chest strength plus a choice of one of
two exercises for testing back strength.
a. Ch est Strength
Push -Ups
Awe
Repetitions
<24
24
25-29
23
30-34
22
35-39
21
40-44
20
45-49
19
>50
18
or 20 in one minute.
Ronph Pp,v�rr
67% of body weight'rounded down to the nearest weight.
Age
Repetitions
<24
12
25-29
11
30-32.5
10
32.5-35
9
36-37.5
8
37.5-40
7
41-42.5
6
42.5-45
5
46-47.5
4
>47.5
3
b. Back Strength.
Pull-ups or Lat Pull Downs
full -ups are performed palms away. Chin must clear bar at the top of repetition
Age
Rwetitions
<29
7
30-39
6
40-49
5
>50
4
or..less than 135# =5 135475=4, >175=3
I-9 Physical Fitness Page 10 of 11 4/18/2011
Lat Pull Down
Lat pull downs are performed on a lat pull down machine.
Employee is in a seated position. A bar is located directly above employee's head. Employee
pulls bar down to a position in front of the head, approximately even with the nose. Weight
pulled down is 67% of body weight rounded to the nearest lower weight.
e
Repetitions
<24
12
25-29
11
30-32.5
10
32.5-35
9
36-37.5
8
37.5-40
7
41-42.5
6
42.5-45
5
46-47.5
4
>47.5
3
Abdominal Sit -Up
Crunch type sit-up where shoulders are raised approximately 30 degrees off floor.
Arms are folded across chest.
Age 20-29 30-39 40-49 50-59 60+
38 35 29 24 19
I-9 Physical Fitness Page 11 of 11 4/18/2011
Er,
OFFICE OF THE CITY CLERK
4305 Santa Fe Avenue, Vernon, California 90058
Telephone (323) 583-8811
April 25, 2011
Vernon Firemen's Association
Attn: Dean Richens, President
4305 Santa Fe Avenue
Vernon, CA 90058
Re: Memorandum of Understanding — April 19, 2011— June 30, 2011
Dear Mr. Richens:
Transmitted herewith are two partially executed original Memorandums of Understanding
approved by City Council on April 19, 2011, through Resolution No. 2011-63.
Please ensure that a fully executed original Memorandum of Understanding is returned to the
attention of the undersigned.
If you have any questions regarding this matter, please call Mark Whitworth, at (323) 583-8811
ext. 280.
Very t yours,
ILLARD G. Y UC
City Clerk
WGY:dj
Enclosures
c: Mark Whitworth
Resolution No. 2011-63
Agreement No. 11-051
Fxc(usively Industrial
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF VERNON
VERNON FIREMEN'S ASSOCIATION
IAFF, LOCAL 2312
® , rR��Nn
APRIL 19, 2011 THROUGH JUNE 30, 2011
1
MEMORANDUM OF UNDERSTANDING
CITY OF VERNON, CALIFORNIA
AND
VERNON FIREMEN'S ASSOCIATION
ARTICLE ONE
I. PARTIES TO MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding (herein referred to as "MOU" or "Agreement," interchangeably) is
by and between the City of Vernon, California, a municipal entity, (hereinafter "City"), and the Vernon
Firemen's Association, a recognized employee organization, (hereinafter "VFA" or "Association").
This MOU has been prepared pursuant to the terms of the City of Vernon Employee Relations
Ordinance, as amended, which is hereby incorporated by reference.
The parties recognize the necessity of cooperating on matters of mutual concern and interest and agree
to work together to maximize the effectiveness of the Fire Department and the City, and to accomplish
legislative and funding goals in their mutual interest.
II. RECOGNITION
The City recognizes the Vernon Firemen's Association as the exclusive recognized employee
organization on behalf of all full-time sworn, non -management personnel engaged in fire prevention,
suppression, administration and paramedic services within the City, including, but not limited to,
employees occupying the job classifications of Firefighter, Administrative Firefighter, Firefighter/
Paramedic, Firefighter/ Paramedic Coordinator, Fire Engineer, Administrative Engineer, Fire Captain,
Regional Training Captain, and Administrative Captain.
III. COMMITMENT TO EQUAL EMPLOYMENT OPPORTUNITY
The City and the Association are committed to working together to support a work environment
characterized by fair treatment and access to equal opportunities.
The provisions of this Memorandum of Understanding shall be applied equally to all employees covered
hereby without favor or discrimination because of race, color, sex, age, national origin, political or
religious opinions or affiliations.
IV. GENDER
The terms "they" and "their" may be used in this agreement as substitutes for the terms "his," "her,"
"his/her"," "he,"she," or other terms which would indicate masculine or feminine gender. Whenever the
male gender is used herein it shall be construed to refer to both male and female employees.
V. ASSOCIATION AND EMPLOYEE RIGHTS AND RESPONSIBILITIES
A. Right to Represent Members
Except as limited by the specific and express terms of this Memorandum of Understanding, the
Association hereby retains and reserves unto itself all rights, powers, authority, duties and
responsibilities conferred on and vested in it by the laws 'and the Constitution of the State of California
and/or the United States of America. The parties specifically agree that neither VFA nor any VFA
representative or member shall be.discriminated against, intimidated, coerced, disciplined or retaliated
against because of the lawful exercise of its or his rights, including, but not limited to, the right to
participate in VFA activities, serve as a VFA officer or director, or otherwise represent the interests of
VFA.
B. Prohibition on Strikes and Lockouts
During the life of this agreement no work stoppages, strikes, slowdowns, shall be caused, or sanctioned,
by the Association, and no lockouts of unit employees shall be made by the City.
C. Payroll Deduction
The City shall, during the term of this agreement, effect a payroll deduction for membership dues,
service fees and other charges authorized pursuant to an executed form signed by the employee
permitting such deductions. Any payroll deductions collected by the City shall be transmitted on a
biweekly basis to the treasurer of the Association, or such other party designed in writing by the
Association. The City shall not be obligated to put into effect any new, changed, or discontinued
deduction until the first pay period commencing not more than thirty (30) days after receiving the
request. This provision shall remain operative as long as VFA is the exclusive recognized employee
organization of unit employees.
D. Bulletin Boards
The City shall provide a bulletin board for use by VFA at each fire station, provided that any documents
posted shall be in good taste and shall not reflect adversely upon the City or its employees.
E. Use of City Facilities
Representatives of VFA may use any fire Department facilities free of charge for its Board of Directors
and general membership meetings provided such facility is not otherwise booked. VFA shall secure
approval from the Fire Chief for the date and time it wishes secure use of the facility. The granting of
such approval is a ministerial duty, and is required if the City facility is not otherwise scheduled to be
used at the time of VFA's request. No unit employee shall engage in political activity while on duty or
in uniform.
F. Access to Facilities
Representatives of VFA shall have reasonable access to the work sites of unit employees at any time
during the working hours to conduct Association business as long as such visits do not unreasonably
interfere with the conduct of the City's usual business and the employee's work.
VI. MANAGEMENT RIGHTS
Except as limited by the specific and express terms of this Memorandum of Understanding, the City
hereby retains and reserves unto itself all rights, powers, authority, duties and responsibilities conferred
on and vested in it by the laws and the Constitution of the State of California and/or the United States of
America; provided, however, if the City's decision to exercise such rights, powers, authority, duties and
responsibilities impacts the wages, hours and other terms and conditions of employment of unit
employees, the City shall be required to first meet and confer on the impact and effect of such decision.
VII. SAVINGS
Should any part of this MOU be rendered or declared illegal or invalid by legislation, decree of court of
competent jurisdiction or other established governmental administrative tribunal, such invalidation shall
not affect the remaining portions of this MOU; provided, however, should the invalid or illegal
provisions relate to the compensation or benefits of unit employees the City shall replace such illegal or
invalid provision with another of substantially equal value such that unit employees suffer no financial
detriment. The precise replacement compensation or benefit shall be determined by the parties after
meeting and conferring in good faith.
VIII. WAIVER OF BARGAINING
Each of the parties acknowledges that it had a full and unrestricted right to make, advance, and discuss
all matters properly within,the scope of the meet -and -confer process in accordance with the Meyers-
Milias-Brown Act (Cal. Gov't Code 3500, et. seq.). Except as otherwise provided herein during the
term of this Memorandum of Understanding, the parties expressly waive and relinquish the right to
compel the other to meet and confer except by their mutual consent with respect to any subject or
4
matter, whether referred to or covered by this Memorandum of Understanding or not, even though each
subject or matter may or may not have been within that party's knowledge or contemplation at the time
they met and conferred or executed this Memorandum of Understanding.
IX. TERM
This agreement shall be in effect from between April 19, 2011 and shall expire at 11:59 on June 30,
2011.
ARTICLE TWO
SALARIES AND COMPENSATION
I. SALARY SCHEDULE The following salary schedule shall be in effect:
Job Classification
Step
Monthly Base Pav
Administrative Captain
Regional Training Captain
Step 1
8688
Step 2
8235
Step 3
7806
Fire Captain
Step 1
8267
Step 2
7836
Step 3
7427
Fire Engineer
Administrative Engineer
Step 1
6941
Step 2
6579
Step 3
6236
Firefighter/Paramedic Coordinator
Step 1
7288
Step 2
6908
Step 3
6548
Firefighter/Paramedic
Step 1
6941
Step 2
6579
Step 3
6236
Firefighter
Administrative Firefighter
Step 1
5918
Step 2
5609
Step 3
5317
Step 4
5040
II. SALARY STEP ADVANCEMENT
The Fire Chief may make appointments to or advancements within the prescribed ranges of specific
positions upon evaluation of employee qualifications and performance. Normally, employees shall be
appointed to Step 3 (Step 4 for Firefighter and Administrative Firefighter) and shall be eligible to be
advanced through the steps in their allocated schedules as follows:
Firefighter/Administrative Firefighter: After six (6) months of satisfactory service, an
employee appointed at Step 4 shall receive a salary step increase to Step 3 of the prescribed
schedule. Each year thereafter the employee shall progress to the next highest salary step of
the prescribed schedule. An employee originally appointed to a step other than Step 4 shall
receive a step increase one year after his appointment and each year thereafter.
All other classes: Each year of satisfactory service an employee shall be eligible to progress
to the next highest salary step of the prescribed schedule.
Promotions or salary increases to higher grades are merit step only and shall be available to employees
as recognition and reward for satisfactory services after one (1) year in service at present grade. The
promotion or salary increase to said grade shall remain the sole discretion of the City Council.
III. DEFERRED COMPENSATION
The City shall continue to administer the existing 457 deferred compensation program for all unit
employees.
IV. HAZARDOUS MATERIALS SPECIALIST PAY
A unit employee certified as a Hazardous Materials Specialist shall receive special compensation of one
hundred twenty-five dollars ($125.00) per month above their base pay. The City shall, as expeditiously
as possible, send each unit employee to all training necessary to achieve accreditation as a Hazardous
Materials Specialist.
V. EDUCATION INCENTIVE PAY
1. A unit employee who has completed the initial -hire probationary period and who holds a fire
science certificate or has completed course equivalent thereto (i.e., 30 units of fire science related
courses) shall receive special compensation of two and one half percent (2 '/2%) above their base
pay.
2. A unit employee who has completed the initial -hire probationary period and who holds an AA
or AS Degree in Fire Science or Fire Technology and who has completed five (5) or more years
of uninterrupted service with the Fire Department shall receive special compensation of two and
one half percent (2 ''/z%) above their base pay.
3. A unit employee who(]) holds an AA or AS Degree in Fire Science or. Fire Technology, and (2)
holds a fire science certificate or course equivalent thereto (i.e., 30 units of fire science related
courses), and (3) who has completed five (5) or more years of uninterrupted service with the Fire
Department shall receive special compensation of five percent (5%) above their base pay.
VI. BILINGUAL PAY
A unit employee who demonstrates proficiency in speaking Spanish or any other language designated by
the Fire chief, which proficiency would be determined by successful completion on the Los Angeles
County proficiency test shall receive special compensation of One Hundred Twenty Five Dollars
($125.00) per month above his base pay.
VII. UNIFORM ALLOWANCE
On the first pay check in August each year, each unit employee shall be paid the sum of Seven Hundred
Twenty -Five Dollars ($725.00) for the purchase of uniforms. A unit employee hired by the City shall
receive an initial issue of uniforms.
The City shall provide all unit employees all required safety equipment, including, but not limited to,
work boots.
VIII. LONGEVITY PROGRAM.
Longevity pay shall be paid to employees as follows:
For unit employees initially hired by the City of Vernon on or before June 30,1994
Upon attaining 5 years of service with the City of Vernon ........................5% above base pay
Upon attaining 10 years of service with the City of Vernon ...........................10%o above base pay
Upon attaining 15 years of service with the City of Vernon.....................15% above base pay
Upon attaining 20 years of service with the City of Vernon.....................20% above base pay
A Captain upon attaining 30years of service with the City of Vernon...........25% above base pay
b. For unit employees initially hired by the City of Vernon after June 30,1994
Upon attaining 5 years of service with the City of Vernon........................5% above base pay
A Captain upon attaining 30years of service with the City of Vernon...........25% above base pay
IX. SERVICE ADJUSTMENT INCREASE
In the event there is an inequity between ranks or between employees within the Department, upon
reviewing the performance of an employee, the Department Head may incorporate a service adjustment
increase up to ten percent (10%) per month of their base salary.
X. COMPUTATION OF PAY
A. 40-hour personnel
Unit -employees assigned to a 40-hour work week shall be paid on an hourly basis. The hourly rate shall
be the product of dividing the monthly salary by 173.3. Upon being assigned to a 40-hour schedule an
employee's accrued leave shall be reduced by a factor of 1.4 and paid to the employee upon use or
separation at the employee's 40-hour regular rate of pay. Upon being reassigned to a 56-hour schedule,
all such accrued leave shall be increased by a factor of 1.4.
B. 5.6-hour platoon personnel
All Fire Department employees assigned to a fifty six (56) hour week would be paid a widely fluctuating
amount each pay period if they were paid for hours actually worked; therefore, such employees shall be
paid for the average number of hours in a two (2) week period, one hundred and twelve (112) hours.
Exceptions for leave without pay hours shall be reported and deducted from the average when pay is
computed. The "Exception Report" shall be in a form approved by the City Administrator.
XI. PERS CONTRIBUTIONS
A. The City shall provde the following Ca1PERS retirement benefits to all unit employees:
a. The 3% at 50 retirement formula pursuant to Cal. Gov't Code 21362.2
b. Military Service Credit 21024
c. One Year Final Compensation pursuant to Cal. Gov't Code 20042
d. Credit for unused sick leave 20965
e. 4th level 1959 survivor benefit 21574
f. Pre -Retirement Option 2W Death Benefit 2154.8
B. Unit employees shall pay the nine percent (9%) required employee contribution.
ARTICLE THREE
WORK PERIODS, SCHEDULES AND OVERTIME
I. WORK PERIODS
A. 24-Day Work Period — Work Schedules in Excess of 24 Hours
The FLSA work period for unit employees assigned to a daily work schedule of twenty four
(24) hours shall be a fixed and regularly recurring work period of twenty four consecutive
days (576 hours).
II. SCHEDULES
A. PLATOON PERSONNEL
1. Unit employees assigned to a 56-hour workweek shall work a 48/96 work schedule that
consists of two consecutive 24-hour shifts followed by 96 consecutive hours off, on a
rotating three platoon basis (A,B & C Platoon). Employees that work such schedule average
56 hours a week and 112 hours per pay period.
2. Unit employees assigned to work a 48/96 schedule shall begin work at 0700 hours and
terminate at 0700 hours following two 24-hour periods.
B. 40 HOUR PERSONNEL
1. Unit employees assigned to work a 40-hour work week shall be assigned to a 4/10 schedule
that consists of four (4) consecutive work days of ten (10) consecutive work hours each,
inclusive of paid breaks and an unpaid 30-minute meal period, followed three consecutive
days off, each week. Unit employees on such schedule shall be assigned to work Monday
through Thursday from 0600 to 1630 hours, unless an alternate schedule is approved in
writing by the Fire Chief and VFA.
III. OVERTIME
A: POLICY
It shall be the policy of the Vernon'Fire Department to honor personnel requests for time off
when possible, and distribute overtime opportunities in a fair and equitable manner to all
10
members. It shall be the Departments priority to maintain essential staffing levels when
arranging coverage.
B: ORDER OF FILLING VACANCIES
Overtime vacancies will be filled on a rank -for -rank basis by first referring to the list of
personnel in the same rank as the vacancy who have signed up for overtime availability for
that day. The individual in the same rank with the least overtime worked that calendar year
will have the first opportunity to work the overtime vacancy. If that employee does not elect
to work the overtime shift, the person in the same rank as the vacancy with the next least
amount of overtime worked that calendar year will have the next opportunity. This process
will be followed until the overtime vacancy is filled or the list of personnel within the same
rank as the vacancy is exhausted. In the event the vacancy is remains unfilled, the same
process will be used for those personnel who have signed up as available to work overtime
that day who are qualified to act in the rank in which the vacancy exists. If that list is also
exhausted and the vacancy is not filled, the person that is not presently working and that is of
the same rank as the vacancy with the least mandated overtime worked that calendar year
shall be mandated to work the overtime shift.
C: WHAT VACANCIES WILL BE FILLED
Overtime vacancies will be filled as follows:
A. Any vacancy that is the result of an employee using vacation leave shall be filled.
B. A vacancy that is the result of an employee using sick leave may be filled at the
discretion of the Fire Chief, provided, however, if two or more employees within the
same rank (Capt., Eng., Paramedic, Firefighter) are absent due to sick leave, the
department shall be required to fill all but one of those positions.
C. Any vacancy that drops suppression staffing below twenty-two ( 22) positions shall be
filled; provided, however, that in the event such vacancies exist due to deployment of
wildfire strike teams, the figure shall be dropped to eighteen (18).
11
ARTICLE FOUR
EMPLOYEE BENEFITS
I. FRINGE BENEFITS
A. MEDICAL INSURANCE
The City offers three medical plans to employees that consist of two (2) HMO and one (1)
PPO plan. The parties may change these plans upon their written agreement.
1. For employee enrolled in the HMO plans, the City shall pay monthly 100% of the cost of
the plan for employees and eligible dependants, not to exceed $1050.00 per month. The cost
of any plan selected by the employee that exceeds $1050 shall be paid by the employee
through a pre-tax payroll deduction.
2. For employee enrolled in the PPO plans, the City shall pay monthly 100% of the cost of
the plan for employees and eligible dependants, not to exceed $800.00 per month. In
addition, for each employee enrolled in a PPO plan, annually the City shall make lump sum
contributions to a health savings account (HSA) as follows: $1500 in January, and $500 each
in March, June and September. The cost of any plan selected by the employee that exceeds
$800 shall be paid by the employee through a pre-tax payroll deduction.
B. DENTAL
Employees may purchase dental insurance through the City by pre-tax payroll deduction
and/or applying any unused portion of the City's contribution towards medical insurance.
C. VISION CARE
The City of Vernon provides a vision care plan to employees. The City shall pay 100% of
the cost of such plan for employees, only. Employees shall have the option of purchasing
vision care for their dependents at a cost of $6.95 for one dependent or $13.95 for two or
more dependents.
D. EDUCATION REIMBURSEMENT
1. The educational reimbursement program is a financial assistance program that offers
reimbursements for tuition, fees and books up to a maximum of $2,200 per fiscal year.
12
The fiscal year is July 1 through June 30. Employees are eligible for this assistance after
12 months of uninterrupted employment with the City of Vernon.
2. A grade of "C" or better (or "pass" if on a pass/fail basis) is required for reimbursement.
A request for reimbursement must be made within 60 days of receipt of grades and
should include the following: a copy of the final grade report, a copy of expenses for
tuition, fees, and books and a completed and signed tuition reimbursement form.
E. AUTO INSURANCE PROGRAM
The City of Vernon has established an auto insurance program pursuant to Resolution No.
5741. All Vernon Fire employees who participate in said program will receive a contribution
by the City of thirty-five Dollars ($35.00) per month per employee.
F. PHYSICAL FITNESS / WELLNESS PROGRAM
This program is mandatory for all fire safety personnel. Any individual who after one (1)
year of participation has completed a pre-program fitness evaluation, minimum participation
requirements, bi-annual fitness evaluations and verification of participation by the Battalion
Chief will receive two hundred fifty dollars ($250.00) The Physical Fitness/Wellness
program is attached hereto as Attachment "A", and incorporated herein.
13
ARTICLE FIVE
LEAVE POLICY
I. VACATION LEAVE
Each unit employee accrues vacation leave based upon their years of full time service with the City, as
follows:
A. ACCRUAL:
56-hour Personnel
Year of Service With City
Shifts/Yr
Vacation Hours Accrued/Pay Period
9 or less
13.
12
10-24
15
13.85
25 or more
16
14.77
40-hour Personnel
Year of Service With City
Hours/Yr
Vacation Hours Accrued/Pay Period
9 or less
120
4.62
1.0-24
160
6.16
25 or more
170
6.54
B. USE:
A Maximum of 7 platoon personnel per shift shall be permitted off on vacation leave consisting of any
combination of the following:
a. Captains- maximum of 2 off per shift.
b. Engineers- maximum of 2 off per shift.
c. Paramedics- maximum of i off per shift.
d. Firefighters- maximum of 3 off per shift.
C. CARRY OVER OF VACATION LEAVE:
14
Employees are permitted to carry-over one year's annual accrual from calendar year to calendar. At the
end of every calendar year, employees who have accrued vacation hours in excess of their permitted
carry-over shall be paid their regular rate of pay of all such excess hours.
D. ADDITONAL VACATION:
Any time that City hall employees are granted an unscheduled day off with pay, each unit employee
shall be granted one additional 24 hour shift off of vacation, up to a maximum of 24 hours per year.
II. SICK LEAVE
1. Platoon Personnel shall accrue sick time at a rate of 4.31 hours per pay period (112 hours
annually), with a maximum cap of 672 hours. Upon reaching the cap, employees will
continue to accrue sick leave provided, however, in the final pay period in December each
year all accrued sick leave in excess of 672 hours shall be cashed in at fifty percent (50%) of
the employee's regular rate of pay.
2. 40 Hour Personnel shall accrue sick time at a rate of 3.08 hours per pay period (80 hours
annually), with a maximum cap of 480 hours. Upon reaching the cap, employees will
continue to accrue sick leave provided, however, in the final pay period in December each
year all accrued sick leave in excess of 480 hours shall be cashed in at fifty percent (50%) of
the employee's regular rate of pay.
4. If an employee separates or terminates employment with the City, they shall be compensated
for any accrued sick leave hours at the time of separation. Employees that separate from
service with more than 20 years of service credit would be compensated at 100% of then
current pay rate applied to the sick leave hours. Employees with less than 20 years of service
would be compensated at 50% of their then current pay rate. Employees shall have the option
of obtaining service credit for the accrued, unused sick leave hours instead of a cash payment
pursuant to California Government Code Section 20965.
An employee who is absent on sick leave for more than two (2) consecutive shifts may be
required by his or her supervisor to provide a doctor's note in order to be paid for the sick
leave.
III. BEREAVEMENT LEAVE
Unit employees shall be provided bereavement leave with pay of 24 hours for the death of a
member of the employee's immediate family or a person related by adoption or blood.
15
SIGNATURES
CITY OF VERNON
Mark tworth
Munic' al Employee Relations Representative
ROVED AS RM:
J
lard G. Yam g ch
r
In e im
Ci Attorney
Dated: 0 ,2011
VERNON FIREMEN'S ASSOCIATION
Dean Richens, President
Bill Foltz, Vice President
Todd Hewett, Secretary
John Flagler, Treasurer
Dated:
2011
16
ADMINISTRATIVE DIRECTIVES
SECTION 1-9
Physical Fitness Policy
Physical FitnessMellness Program
Purpose
• To insure a physically fit emergency response force and to prevent injuries.
• To establish a physical fitness performance standard.
• To establish a formal procedure whereby physical fitness performance standards
are maintained.
• To insure the maintenance of sufficient levels of aerobic capacity, muscular
strength, muscular endurance and flexibility of all members of the department to
allow for effective fire suppression under conditions requiring high physical
performance for extended periods of time.
• To maintain a sufficient level of physical condition so as to reduce the chance of
injury during routine, training or emergency activities.
• To establish a non -punitive fitness and wellness program to improve and/or
maintain a high degree of physical fitness.
Policy
• All safety members of the department shall participate in the physical
fitness/wellness training contained in this policy.
• The VFD will provide time on duty to participate in physical fitness training each
shift or as otherwise specified.
• Semi-annual evaluations will be required to insure compliance with established
performance standards.
• In recognition that it is critical for members to maintain a sufficient level of
physical fitness in order to perform their jobs in a satisfactory and safe manner,
all members of the department who successfully pass the semi-annual
evaluations and complete the minimum number of fitness sessions will qualify for
a $250.00 fitness incentive award.
I-9 Physical Fitness Page 1 of 11 4/18/2011
Authority and Responsibility
• Under the authority of the Fire Chief, each Battalion Chief shall be responsible for
administering this program on their respective shift. Each Company Officer shall
be responsible for administering this program to the members of their crew.
Procedure
• Prior to beginning the fitness/wellness program, each member shall be given a
pre -fitness evaluation by the department Peer Fitness Trainer.
• New members will be given the pre -fitness evaluation after receiving their shift
assignment at the completion of the training academy. New members will be
eligible for the fitness incentive award only after completing a full fiscal year
evaluation period.
• Exercise program shall consist of warm-up and cool -down periods,.flexibility
exercises, muscular strength and endurance training and aerobic training.
• Company Officers shall supervise and provide on -duty time for fitness sessions.
One and one-half (1 '/2) hours shall be allowed for fitness activities. It is
recommended that fitness sessions commence at 0700 hours. The fitness
sessions may be completed at a later hour if incidents or situations occur that
prevent the session at the prescribed hour. Members assigned to an
administrative position (40-hour week) shall be allowed a two (2) one and one-
half (1 '/2) fitness sessions per week.
• The fitness/wellness program consists of activities and exercises as outlined
within this policy and in Exhibit "A" attached to this policy.
• All members shall complete a fitness session 85% of the total shifts worked
during any fitness evaluation period. Injury on duty (IOD) and light duty days
worked from the result of an IOD will not be calculated in the 85% of the total
shifts worked.
Uniforms for Fitness Sessions
• Shirt
• Short
• Footwear
• Socks
• Sweatshirt and sweatpants.
• All uniforms shall be kept in a clean and presentable condition. Exercise clothing
shall be worn only during physical fitness program activities.
I-9 Physical Fitness Page 2 of 11 4/18/2011
Exercise Sequence
• Warm-up and stretching: 15 minutes
• Muscular strength and stamina: 30 minutes
• Aerobic training: 30 minutes
• Cool -down and stretching: 15 minutes.
• Weight training is intended to develop sufficient levels of strength and endurance
to meet the standards contained in policy. Weight workouts shall not be
competitive in nature nor designed to build maximum strength capabilities. All
free weight workouts must be done with a spotter present.
Semi -Annual Fitness Evaluation
• The Battalion Chief will administer the evaluation during the months of October
and April each fiscal year. See Exhibit "B" for the evaluation sheet.
• Members shall submit a copy of their individual fitness log that is certified and
signed by the Company Officer and Battalion Chief.
• Evaluation Standards see Exhibit "C".
• Age standards will be applied to each of the evaluation standards and will be in
effect on the day the evaluation is administered.
• A member who is unsuccessful'in passing the semi-annual fitness evaluation will
meet with the Peer Fitness Trainer to discuss and mutually develop a fitness
program that will enhance the opportunity for the member to be successful with
the next evaluation.
Documentation
• Fitness Sessions shall be recorded in the daily company log in detail. Time of
exercise, members participating and members not participating.
• Members shall keep a personal fitness log tracking all shifts worked, fitness
sessions completed and reason for not completing a session. Note: If a member
works a partial shift and misses the regular company fitness session will not be
deemed to have "not participated".
• Members who are absent from the semi-annual fitness evaluation due to,
vacation or shift exchange will be re -scheduled to take the evaluation within five
shifts of their return to duty. Members absent from the evaluation for any other
reason may be re -scheduled upon approval of the Fire Chief.
• Members who are absent from the semi-annual fitness evaluation due to an
injury on duty (IOD). Must complete the evaluation within two weeks (14 days)
upon return to full duty status in order to be eligible for the fitness incentive
award. It is the sole responsibility of the member to make arrangements to
complete the evaluation upon his/her return to full duty.
I-9 Physical Fitness Page 3 of 11 4/18/2011
Exhibit "A"
Fitness and Wellness Program
Participation Line Personnel: All personnel shall participate in the fitness and
wellness program with the exception of administrative personnel. Personnel will
participate at least 85% of shifts worked (approximately 8 shifts a month). The Station
Captain shall record when an employee chooses not to participate in the station logbook
and the reason for non -participation.
Participation Administrative Personnel: Administrative personnel may voluntarily
participate in the fitness and wellness program. Members assigned to an administrative
position (40-hour week) shall be allowed a two (2) one and one-half (1 '/2) fitness
sessions per week. In order to receive the physicaffitness incentive, administrative
personnel will participate at least 85% of the allotted sessions.
Time: Physical training will be required for 1 hr each shift during normal business hours,
not including the formal lunch hour. PT. Shall not supercede or interfere in any way with
normal fire department duties. The time for PT will be at the station captain's discretion.
Types of Activities; Physical fitness activities shall be limited to; stretching,
strengthening, walking, jogging, and aerobic type exercises only. Competitive athletic
activities are not permitted. When weight training the participant shall always use a
spotter.
Yearly Evaluation; Participants will be evaluated yearly with a physical ability
evaluation; upon passing the test he/she will qualify for a pay incentive. If a participant
does not pass the test no punitive action will be taken and he will be directed to the peer
counselor.
I-9 Physical Fitness Page 4 of 11 4/18/2011
VERNON DIRE DISPARTMgNT
Exhibit "B"
NAME: STATION #: SHIFT.
CARDIOVASCULAR TEST -CHECK ONE
1.5 mile run Time Needed Time Results
0 500 meter swim Time Needed Time Results
Stationary bicycle Chart Level X's 2 = Level Results
Bicycle Minimum Need 600 RPM in 10 min In 10 mins
PASS FAIL
FLEXIBILITY TEST -CHECK ONE
Ability to reach established standard. Sit with legs extended straight and reach to toes.
Minimum Needed [ 0"=Touched toes, fl .5", [] I ", Q 1.5", [] 2", [] 2.517, [] 3"
Results: Q 0"=Touched toes, Q .5" [ 1 ",0 1.5",[] 2", D 2.5", 0 3"
PASS
FAIL
1-9 Physical Fitness Page 5 of 11 4/18/2011
STRENGTH TEST -CHECK ONE -Circle one from each of the alternatives in a or b, and all
must complete c.
a) El Push-ups
Bench press
Minimum Needed
Results PASS FAIL
b) Pull-ups
El Pulp downs
Minimum Needed
Results PASS FAIL
c) Sit-ups/Crunches @ 30 Degrees Off Floor
Minimum Per Age Requirements In 60 sec
Results In 60 sec
PASS FAIL
1-9 Physical Fitness Page 6 of 11 4/18/2011
Fitness. Evaluation S.I§ndards. CaEdjovasc}jlar Fitness
Exhibit "C"
i. Cardiovascular:
Members have a choice from on of the following three alternatives.
a) 1.5 mile run
b) 500 meter swim
c) Stationary bicycle
2. Flexibility. -
a) Ability to reach established standard
3. Strength:
Members have a choice of one from each of alternatives in a .or b, plus c.
a) Push-ups or Bench press
b) Pull-ups or Pull downs
c) Sit-upsStandards
a) Pass/Fail
b) Pass all three areas
I-9 Physical Fitness Page 7 of 11 4/18/2011
Cardiovascular Fitness Standards:
b.
I S " IU 7'7'r"
Age,
Time
Age
Time
20
12:00
38
13:48
21
12:06'
39
13:54
22
12:1-2
40
14:00
23
12:18
41
14:06
24
12:24
42
14:12
25
12:30
43
14:18
26
12:36
44
14:24
27
12:42
45
14:30
28
12:48
46
14:36
29
12:54
47
14:42
30
13:00
48
14:48
31
13:06
49
14:54
32
13:12
50
15:00
33
13:18
51
15:06
34
13:24
52
15:12
35
13:30
53
15:18
36
13:36
54
15:24
37
13:42
55
15:30
500 meter swim =37x's in VFD pool (swim up & back =1 lap)
Age Time
<23
11:00
24-26
11:15
27-29
11:45
30-33
12:00
34-35
12:15
36-37
12:30
37-38
12:45
38-39
13:00
40-41
13:15
42-43
13:30
44-45
13:45
46-47
14:00
48-49
14:15
>50
14:30
I-9 Physical Fitness Page 8 of 11 4/18/2011
C. Stationary Bicycle
Test is conducted on a resistance factor stationary bicycle. The fractions
indicated represent resistance levels. A completed test is ten (10) minutes in
duration with 600 revolutions completed.
Body Weight Obs)
243+
236
229
223
216
209
203
196
190
183
176
170
163
157
150
147
144
141
20-29
30-39
40-49
>50
4.00
4.00
3.50
3.25
4.00
3.75
3.25
3.00
3.75
3.75
3.25
3.00
3.75
3.50
3.00
2.75
3.50
3.50
3.00
2.75
3.50
3.25
3.00
2.75
3.25
3.25
2.75
2.50
3.25
3.00
2.75
2.50
3.00
3.00
2.50
2.25
3.00
2.75
2.50
2.25
2.75
2.75
2.25
2.00
2.75
2.50
2.25
2.00
2.50
2.50
2.00
1.75
2.50
2.25
2.00
1.75
2.25
2.25
2.00
1.75
2.25
2.00
1.75
1.50
2.00
1.75
1.50
1.25
2.00
1.75
1.50
1.25
Flexibility
Ability to sit with legs extended straight and reaches to toes.
Age Inches from toes
<24
0"
25-30
.5"
30-34
1"
35-39
1.5"
40-44
2.0"
45-49
2.5"
>50
3»
X's 2
Example:
Wt 1901bs
Age: 36
=3.00 x's 2= level 6
I-9 Physical Fitness Page 9 of 11 4/18/2011
Strength:
Employee has a choice of one of two exercises for testing chest strength plus a choice of one of
two exercises for testing back strength.
a. Chest Strength
Push -Ups
AAge,
Repetitions
<24
24
25-29
23
30-34
22
35-39
21
40-44
20
45-49
19
>50
18
or 20 in one minute.
RPnrh PNPCQ
67% of body weight rounded down to the nearest weight.
Age
Repetitions
<24
12
25-29
11
30-32.5
10
32.5-35
9
36-37.5
8
37.5-40
7
41-42.5
6
42.5-45
5
46-47.5
4
>47.5
3
b. Back Strength
Pull-ups or Lat Pull Downs
Pull-ups are performed palms away. Chin must clear bar at the top of repetition
Age
Repetitions
<29
7
30-39
6
40-49
5
>50
4
or -less than 135# =5 135-175=4, >175=3
I-9 Physical Fitness Page 10 of 11 4/18/2011
Lat Pull Down
Lat pull downs are performed on a lat pull down machine.
Employee is in a seated position. A bar is located directly above employee's head. Employee
pulls bar down to a position in front of the head, approximately even with the nose. Weight
pulled down is 67% of body weight rounded to the nearest lower weight.
Age
Repetitions
<24
12
25-29
11
30-32.5
10
32.5-35
9
36-37.5
8
37.5-40
7
41-42.5
6
42.5-45
5
46-47.5
4
>47.5
3
Abdominal Sit -Up
Crunch type sit-up where shoulders are raised approximately 30 degrees off floor.
Arms are folded across chest.
Age 20-29 30-39 40-49 50-59 60+
38 35 29 24 19
I-9 Physical Fitness Page 11 of 11 4/18/2011
Juarez, Debbie
From: Juarez, Debbie
Sent: Monday, May 02, 2011 5:08 PM
To: Richens, Dean Capt
Cc: Enomoto, Kristen
Subject: FW: Vernon Firemen's Association Memorandum of Understanding April 19 - June 30, 2011
Importance: High
Attachments: Vernon Firemen's Association Memorandum of Understanding April 19, 2011 - June 30,
2011.PDF
Hi Dean. Kristen just brought me the executed page that you sent to the Chief's
attention. Please execute the Memorandum of Understanding that was sent to you on April
27, 2011, and return one fully executed original to the City Clerk's office. Thank you.
---------------------------------------------------------
Deborah Juarez
Records Management Assistant
City of Vernon - City Clerk's office
4305 Santa Fe Avenue
Vernon, CA 90058
(323) 583-8811
-- --Original Message -----
From: Juarez, Debbie
Sent: Wednesday, April 27, 2011 10:25 AM
To: Richens, Dean Capt; Whitworth, Mark; Martinez, Luz; Yamaguchi, Willard
Subject: Vernon Firemen's Association Memorandum of Understanding April 19 - June 30, 2011
Originals will be sent through interdepartment mail.
I nt
Vernon Firemen's
Association M...
1
MEMORANDUM OF UNDERSTANDING.
BETWEEN
CITY OF VERNON
AND
VERNON FIREMEN'S ASSOCIATION
IAFF, LOCAL 2312
� J`R�!�eo�lr �'
MEMORANDUM OF UNDERSTANDING
CITY OF VERNON, CALIFORNIA
AND
VERNON FIREMEN'S ASSOCIATION
ARTICLE ONE
L PARTIES TO MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding (herein referred to as "MOU" or "Agreement," interchangeably) is
by and between the City of Vernon, California, a municipal entity, (hereinafter "City"), and the Vernon
Firemen's Association, a recognized employee organization, (hereinafter "VFA" or "Association").
This MOU has been prepared pursuant to the terms of the City of Vernon Employee Relations
Ordinance, as amended, which is hereby incorporated by reference.
The parties recognize the necessity of cooperating on matters of mutual concern and interest and agree
to work together to maximize the effectiveness of the Fire Department and the City, and to accomplish
legislative and funding goals in their mutual interest.
II. RECOGNITION
The City recognizes the Vernon Firemen's Association as the exclusive recognized employee
organization on behalf of all full-time sworn, non -management personnel engaged in fire prevention,
suppression, administration and paramedic services within the City, including, but not limited to,
employees occupying the job classifications of Firefighter, Administrative Firefighter, Firefighter/
Paramedic, Firefighter/ Paramedic Coordinator, Fire Engineer, Administrative Engineer, Fire Captain,
Regional Training Captain, and Administrative Captain.
III. COMMITMENT TO EQUAL EMPLOYMENT OPPORTUNITY
The City and the Association are committed to working together to support a work environment
characterized by fair treatment and access to equal opportunities.
The provisions of this Memorandum of Understanding shall be applied equally to all employees covered
hereby without favor or discrimination because of race, color, sex, age, national origin, political or
religious opinions or affiliations.
IV. GENDER
The terms "they" and "their" may be used in this agreement as substitutes for the terms "his," "her,"
"his/her"," "he,""she," or other terms which would indicate masculine or feminine gender. Whenever the
male gender is used herein it shall be construed to refer to both male and female employees.
V. ASSOCIATION AND EMPLOYEE RIGHTS AND RESPONSIBILITIES
A. Right to Represent Members
Except as limited by the specific and express terms of this Memorandum of Understanding, the
Association hereby retains and reserves unto itself all rights, powers, authority, duties and
responsibilities conferred on and vested in it by the laws and the Constitution of the State of California
and/or the United States of America. The parties specifically agree that neither VFA nor any VFA
representative or member shall be discriminated against, intimidated, coerced, disciplined or retaliated
against because of the lawful exercise of its or his rights, including, but not limited to, the right to
participate in VFA activities, serve as a VFA officer or director, or otherwise represent the interests of
VFA.
B. Prohibition on Strikes and Lockouts
During the life of this agreement no work stoppages, strikes, slowdowns, shall be caused, or sanctioned,
by the Association, and no lockouts of unit employees shall be made by the City.
C. Payroll Deduction
The City shall, during the term of this agreement, effect a payroll deduction for membership dues,
service fees and other charges authorized pursuant to an executed form signed by the employee
permitting such deductions. Any payroll deductions collected by the City shall be transmitted on a
biweekly basis to the treasurer of the Association, or such other party designed in writing by the
Association. The City shall not be obligated to put into effect any new, changed, or discontinued
deduction until the first pay period commencing not more than thirty (30) days after receiving the
request. This provision shall remain operative as long as VFA is the exclusive recognized employee
organization of unit employees.
D. Bulletin Boards
The City shall provide a bulletin board for use by VFA at each fire station, provided that any documents
posted shall be in good taste and shall not reflect adversely upon the City or its employees.
E. Use of City Facilities
Representatives of VFA may use any fire Department facilities free of charge for its Board of Directors
and general membership meetings provided such facility is not otherwise booked. VFA shall secure
approval from the Fire Chief for the date and time it wishes secure use of the facility. The granting of
such approval is a ministerial duty, and is required if the City facility is not otherwise scheduled to be
used at the time of VFA's request. No unit employee shall engage in political activity while on duty or
in uniform.
F. Access to Facilities
Representatives of VFA shall have reasonable access to the work sites of unit employees at any time
during the working hours to conduct Association business as long as such visits do not unreasonably
interfere with the conduct of the City's usual business and the employee's work.
VI. MANAGEMENT RIGHTS
Except as limited by the specific and express terms of this Memorandum of Understanding, the City
hereby retains and reserves unto itself all rights, powers, authority, duties and responsibilities. conferred
on and vested in it by the laws and the Constitution of the State of California and/or the United States of
America; provided, however, if the City's decision to exercise such rights, powers, authority, duties and
responsibilities impacts the wages, hours and other terms and conditions of employment of unit
employees, the City shall be required to first meet and confer on the impact and effect of such decision.
VII. SAVINGS
Should any part of this MOU be rendered or declared illegal or invalid by legislation, decree of court of
competent jurisdiction or other established governmental administrative tribunal, such invalidation shall
not affect the remaining portions of this MOU; provided, however, should the invalid or illegal
provisions relate to the compensation or benefits of unit employees the City shall replace such illegal or
invalid provision with another of substantially equal value such that unit employees suffer no financial
detriment. The precise replacement compensation or benefit shall be determined by the parties after
meeting and conferring in good faith.
VIII. WAIVER OF BARGAINING
Each of the parties acknowledges that it had a full and unrestricted right to make, advance, and discuss
all matters properly within the scope of the meet -and -confer process in accordance with the Meyers-
Milias-Brown Act (Cal. Gov't Code 3500, et. seq.). Except as otherwise provided herein during the
term of this Memorandum of Understanding, the parties expressly waive and relinquish the right to
compel the other to meet and confer except by their mutual consent with respect to any subject or
matter, whether referred to or covered by this Memorandum of Understanding or not, even though each
subject or matter may or may not have been within that party's knowledge or contemplation at the time
they met and conferred or executed this Memorandum of Understanding.
IX. TERM
This agreement shall be in effect from between April 19, 2011 and shall expire at 11:59 on June 30,
2011.
5
ARTICLE TWO
SALARIES AND COMPENSATION
I. SALARY SCHEDULE The following salary schedule shall be in effect:
Job Classification.
Step
Monthly Base Pay
Administrative Captain
Regional Training Captain
Step 1
8688
Step 2
8235
Step 3
7806
Fire Captain
Step 1
8267
Step 2
7836
Step 3
7427
Fire Engineer
Administrative Engineer
Step 1
6941
Step 2
6579
Step 3
6236
Firefighter/Paramedic Coordinator
Step 1
7288
Step 2
6908
Step 3
6548
Firefighter/Paramedic
Step 1
6941
Step 2
6579
Step 3
6236
Firefighter
Administrative Firefighter
Step 1
5918
Step 2
5609
Step 3
5317
Step 4
5040
II. SALARY STEP ADVANCEMENT
The Fire Chief may make appointments to or advancements within the prescribed ranges of specific
positions upon evaluation of employee qualifications and performance. Normally, employees shall be
appointed to Step 3 (Step 4 for Firefighter and Administrative Firefighter) and shall be eligible to be
advanced through the steps in their allocated schedules as follows:
Firefighter/Administrative Firefighter: After six (6) months of satisfactory service, an
employee appointed at Step 4 shall receive a salary step increase to Step 3 of the prescribed
schedule. Each year thereafter the employee shall progress to the next highest salary step of
the prescribed schedule. An employee originally appointed to a step other than Step 4 shall
receive a step increase one year after his appointment and each year thereafter.
All other classes: Each year of satisfactory service an employee shall be eligible to progress
to the next highest salary step of the prescribed schedule.
Promotions or salary increases to higher grades are merit step only and shall be available to employees
as recognition and reward for satisfactory services after one (1) year in service at present grade. The
promotion or salary increase to said grade shall remain the sole discretion of the City Council.
III. DEFERRED COMPENSATION
The City shall continue to administer the existing 457 deferred compensation program for all unit
employees.
IV. HAZARDOUS MATERIALS SPECIALIST PAY
A unit employee certified as a Hazardous Materials Specialist shall receive special compensation of one
hundred twenty-five dollars ($125.00) per month above their base pay. The City shall, as expeditiously
as possible, send each unit employee to all training necessary to achieve accreditation as a Hazardous
Materials Specialist.
V. EDUCATION INCENTIVE PAY
1. A unit employee who has completed the initial -hire probationary period and who holds a fire
science certificate or has completed course equivalent thereto (i.e., 30 units of fire science related
courses) shall receive special compensation of two and one half percent (2 'h%) above their base
pay.
7
2. A unit employee who has completed the initial -hire probationary period and who holds an AA
or AS Degree in Fire Science or Fire Technology and who has completed five (5) or more years
of uninterrupted service with the Fire Department shall receive special compensation of two and
one half percent (2 '/2%0) above their base pay.
3. A unit employee who (1) holds an AA or AS Degree in Fire Science or Fire Technology, and (2)
holds a fire science certificate or course equivalent thereto (i.e., 30 units of fire science related
courses), and (3) who has completed five (5) or more years of uninterrupted service with the Fire
Department shall receive special compensation of five percent (5%) above their base pay.
VI. BILINGUAL PAY
A unit employee who demonstrates proficiency in speaking Spanish or any other language designated by
the Fire chief, which proficiency would be determined by successful completion on the Los Angeles
County proficiency test shall receive special compensation of One Hundred Twenty Five Dollars
($125.00) per month above his base pay.
VII. UNIFORM ALLOWANCE
On the first pay check in August each year, each unit employee shall be paid the sum of Seven Hundred
Twenty -Five Dollars ($725.00) for the purchase of uniforms. A unit employee hired by the City shall
receive an initial issue of uniforms.
The City shall provide all unit employees all required safety equipment, including, but not limited to,
work boots.
VIII. LONGEVITY PROGRAM.
Longevity pay shall be paid to employees as follows:
a. For unit emnlovees initially hired by the Citv of Vernon on or before June 30. 1994
Upon attaining 5 years of service with the City of Vernon........................5% above base pay
Upon attaining 10 years of service with the City of Vernon ...........................10%o
above base pay
Upon attaining 15 years of service with the City of Vernon.....................15%
above base pay
Upon attaining 20 years of service with the City of Vernon.....................20%
above base pay
A Captain upon attaining 30years of service with the City of Vernon...........25% above base pay
8
b. For unit employees initially hired by the City of Vernon after June 30, 1994
Upon attaining 5 years of service with the City of Vernon........................5% above base pay
A Captain upon attaining 30years of service with the City of Vernon...........25% above base pay
IX. SERVICE ADJUSTMENT INCREASE
In the event there is an inequity between ranks or between employees within the Department, upon
reviewing the performance of an employee, the Department Head may incorporate a service adjustment
increase up to ten percent (10%) per month of their base salary.
X. COMPUTATION OF PAY
A. 40-hour personnel
Unit -employees assigned to a 40-hour work week shall be paid on an hourly basis. The hourly rate shall
be the product of dividing the monthly salary by 173.3. Upon being assigned to a 40-hour schedule an
employee's accrued leave shall be reduced by a factor of 1.4 and paid to the employee upon use or
separation at the employee's 40-hour regular rate of pay. Upon being reassigned to a 56-hour schedule,
all such accrued leave shall be increased by a factor of 1.4.
B. 56-hour platoon personnel
All Fire Department employees assigned to a fifty six (56) hour week would be paid a widely fluctuating
amount each pay period if they were paid for hours actually worked; therefore, such employees shall be
paid for the average number of hours in a two (2) week period, one hundred and twelve (112) hours.
Exceptions for leave without pay hours shall be reported and deducted from the average when pay is
computed. The "Exception Report" shall be in a form approved by the City Administrator.
XI. PERS CONTRIBUTIONS
A. The City shall provde the following Ca1PERS retirement benefits to all unit employees:
a. The 3% at 50 retirement formula pursuant to Cal. Gov't Code 21362.2
b. Military Service Credit 21024
c. One Year Final Compensation pursuant to Cal. Gov't Code 20042
d. Credit for unused sick leave 20965
e. 41h level 1959 survivor benefit 21574
f. Pre -Retirement Option 2W Death Benefit 21548
B. Unit employees shall pay the nine percent (9%) required employee contribution.
9
ARTICLE THREE
WORK PERIODS, SCHEDULES AND OVERTIME
L WORK PERIODS
A. 24-Day Work Period — Work Schedules in Excess of 24 Hours
The FLSA work period for unit employees assigned to a daily work schedule of twenty four
(24) hours shall be a fixed and regularly recurring work period of twenty four consecutive
days (576 hours).
II. SCHEDULES
A. PLATOON PERSONNEL
1. Unit employees assigned to a 56-hour workweek shall work a 48/96 work schedule that
consists of two consecutive 24-hour shifts followed by 96 consecutive hours off, on a
rotating three platoon basis (A,B & C Platoon). Employees that work such schedule average
56 hours a week and 112 hours per pay period.
2. Unit employees assigned to work a 48/96 schedule shall begin work at 0700 hours and
terminate at 0700 hours following two 24-hour periods.
B. 40 HOUR PERSONNEL
1. Unit employees assigned to work a 40-hour work week shall be assigned to a 4/10 schedule
that consists of four (4) consecutive work days of ten (10) consecutive work hours each,
inclusive of paid breaks and an unpaid 30-minute meal period, followed three consecutive
days off, each week. Unit employees on such schedule shall be assigned to work Monday
through Thursday from 0600 to 1630 hours, unless an alternate schedule is approved in
writing by the Fire Chief and VFA.
III.OVERTIME
A: POLICY
It shall be the policy of the Vemon'Fire Department to honor personnel requests for time off
when possible, and distribute overtime opportunities in a fair and equitable manner to all
10
members. It shall be the Departments priority to maintain essential staffing levels when
arranging coverage.
B: ORDER OF FILLING VACANCIES
Overtime vacancies will be filled on a rank -for -rank basis by first referring to the list of
personnel in the same rank as the vacancy who have signed up for overtime availability for
that day. The individual in the same rank with the least overtime worked that calendar year
will have the first opportunity to work the overtime vacancy. If that employee does not elect
to work the overtime shift, the person in the same rank as the vacancy with the next least
amount of overtime worked that calendar year will have the next opportunity. This process
will be followed until the overtime vacancy is filled or the list of personnel within the same
rank as the vacancy is exhausted. In the event the vacancy is remains unfilled, the same
process will be used for those personnel who have signed up as available to work overtime
that day who are qualified to act in the rank in which the vacancy exists. If that list is also
exhausted and the vacancy is not filled, the person that is not presently working and that is of
the same rank as the vacancy with the least mandated overtime worked_ that calendar year
shall be mandated to work the overtime shift.
C: WHAT VACANCIES WILL BE FILLED
Overtime vacancies will be filled as follows:
A. Any vacancy that is the result of an employee using vacation leave shall be filled.
B. A vacancy that is the result of an employee using sick leave may be filled at the
discretion of the Fire Chief, provided, however, if two or more employees within the
same rank (Capt., Eng., Paramedic, Firefighter) are absent due to sick leave, the
department shall be required to fill all but one of those positions.
C. Any vacancy that drops suppression staffing below twenty-two ( 22) positions shall be
filled; provided, however, that in the event such vacancies exist due to deployment of
wildfire strike teams, the figure shall be dropped to eighteen (18).
11
ARTICLE FOUR
EMPLOYEE BENEFITS
I. FRINGE BENEFITS
A. MEDICAL INSURANCE
The City offers three medical plans to employees that consist of two (2) HMO and one (1)
PPO plan. The parties may change these plans upon their written agreement.
1. For employee enrolled in the HMO plans, the City shall pay monthly 100% of the cost of
the plan for employees and eligible dependants, not to exceed $1050.00 per month. The cost
of any plan selected by the employee that exceeds $1050 shall be paid by the employee
through a pre-tax payroll deduction.
2. For employee enrolled in the PPO plans, the City shall pay monthly 100% of the cost of
the plan for employees and eligible dependants, not to exceed $800.00 per month. In
addition, for each employee enrolled in a PPO plan, annually the City shall make lump sum
contributions to a health savings account (HSA) as follows: $1500 in January, and $500 each
in March, June and September. The cost of any plan selected by the employee that exceeds
$800 shall be paid by the employee through a pre-tax payroll deduction.
B. DENTAL
Employees may purchase dental insurance through the City by pre-tax payroll deduction
and/or applying any unused portion of the City's contribution towards medical insurance.
C. VISION CARE
The City of Vernon provides a vision care plan to employees. The City shall pay 100% of
the cost of such plan for employees, only. Employees shall have the option of purchasing
vision care for their dependents at a cost of $6.95 for one dependent or $13.95 for two or
more dependents.
D. EDUCATION REIMBURSEMENT
1. The educational reimbursement program is a financial assistance program that offers
reimbursements for tuition, fees and books up to a maximum of $2,200 per fiscal year.
12
The fiscal year is July 1 through June 30. Employees are eligible for this assistance after
12 months of uninterrupted employment with the City of Vernon.
2. A grade of "C" or better (or "pass" if on a pass/fail basis) is required for reimbursement.
A request for reimbursement must be made within 60 days of receipt of grades and
should include the following: a copy of the final grade report, a copy of expenses for
tuition, fees, and books and a completed and signed tuition reimbursement form.
E. AUTO INSURANCE PROGRAM
The City of Vernon has established an auto insurance program pursuant to Resolution No.
5741. All Vernon Fire employees who participate in said program will receive a contribution
by the City of thirty-five Dollars ($35.00) per month per employee.
F. PHYSICAL FITNESS / WELLNESS PROGRAM
This program is mandatory for all fire safety personnel. Any individual who after one (1)
year of participation has completed a pre-program fitness evaluation, minimum participation
requirements, bi-annual fitness evaluations and verification of participation by the Battalion
Chief will receive two hundred fifty dollars ($250.00) The Physical Fitness/Wellness
program is attached hereto as Attachment "A", and incorporated herein.
13
ARTICLE FIVE
LEAVE POLICY
I. VACATION LEAVE
Each unit employee accrues vacation leave based upon their years of full time service with the City, as
follows:
A. ACCRUAL:
56-hour Personnel
Year of Service With City
Shifts/Yr
Vacation Hours Accrued/Pay Period
9 or less
13
12
10-24
15
13.85
25 or more
16
14.77
40-hour Personnel
Year of Service With City
Hours/Yr
Vacation Hours Accrued/Pay Period
9 or less
120
4.62
10-24
160
6.16
25 or more
1.70
6.54
B. USE:
A Maximum of 7 platoon personnel per shift shall be permitted off on vacation leave consisting of any -
combination of the following:
a. Captains- maximum of 2 off per shift.
b. Engineers- maximum of 2 off per shift.
c. Paramedics- maximum of 1 off per shift.
d. Firefighters- maximum of 3 off per shift.
C. CARRY OVER OF VACATION LEAVE:
14
Employees are permitted to carry-over one year's annual accrual from calendar year to calendar. At the
end of every calendar year, employees who have accrued vacation hours in excess of their permitted
carry-over shall be paid their regular rate of pay of all such excess hours.
D. ADDITONAL VACATION:
Any time that City hall employees are granted an unscheduled day off with pay, each unit employee
shall be granted one additional 24 hour shift off of vacation, up to a maximum of 24 hours per year.
II. SICK LEAVE
Platoon Personnel shall accrue sick time at a rate of 4.31 hours per pay period (112 hours
annually), with a maximum cap of 672 hours. Upon reaching the cap, employees will
continue to accrue sick leave provided, however, in the final pay period in December each
year all accrued sick leave in excess of 672 hours shall be cashed in at fifty percent (50%) of
the employee's regular rate of pay.
2. 40 Hour Personnel shall accrue sick time at a rate of 3.08 hours per pay period (80 hours
annually), with a maximum cap of 480 hours. Upon reaching the cap, employees will
continue to accrue sick leave provided, however, in the final pay period in December each
year all accrued sick leave in excess of 480 hours shall be cashed in at fifty percent (50%) of
the employee's regular rate of pay.
4. If an employee separates or terminates employment with the City, they shall be compensated
for any accrued sick leave hours at the time of separation. Employees that separate from
service with more than 20 years of service credit would be compensated at 100% of then
current pay rate applied to the sick leave hours. Employees with less than 20 years of service
would be compensated at 50% of their then current pay rate. Employees shall have the option
of obtaining service credit for the accrued, unused sick leave hours instead of a cash payment
pursuant to California Government Code Section 20965.
An employee who is absent on sick leave for more than two (2) consecutive shifts may be
required by his or her supervisor to provide a doctor's note in order to be paid for the sick
leave.
III. BEREAVEMENT LEAVE
Unit employees shall be provided bereavement leave with pay of 24 hours for the death of a
member of the employee's immediate family or a person related by adoption or blood.
15
SIGNATURES
CITY OF VERNON
Mark Whit orth
Municipal mployee Relations Representative
AP P OVED AS 0
it and c i, I t rim
City Attorney
Dated: ,2011
VERNON FIREMEN'S ASSOCIATION
Dea Richens, President
Bill Foltz, Vice President
Todd Hewett, Secretary
Jg Flagler, Treasur
Dated: ,2011
16
ADMINISTRATIVE DIRECTIVES
SECTION 1-9
Physical Fitness Policy
Physical Fitness/Wellness Program
Purpose
• To insure a physically fit emergency response force and to prevent injuries.
• To establish a physical fitness performance standard.
• To establish a formal procedure whereby physical fitness performance standards
are maintained.
• -to insure the maintenance of sufficient levels of aerobic capacity, muscular
strength, muscular endurance and flexibility of all members of the department to
allow for effective fire suppression under conditions requiring high physical"
performance for extended periods of time..
• To maintain a sufficient level of physical condition so as to reduce the chance of
injury during routine, training or emergency activities.
• To establish a non -punitive fitness and wellness program to improve and/or
maintain a high degree of physical fitness.
Policy
• All safety members of the department shall participate in the physical
fitness/wellness training contained in this policy.
• The VFD will provide time on duty to participate in physical fitness training each
shift or as otherwise specified.
• Semi-annual evaluations will be required to insure compliance with established
performance standards.
• In recognition that it is critical for members to maintain a sufficient level of
physical fitness in order to perform their jobs in a satisfactory and safe manner,
all members of the department who successfully pass the semi-annual
evaluations and complete the minimum number of fitness sessions will qualify for
a $250.00 fitness incentive award.
I-9 Physical Fitness Page 1 of 11 4/18/2011
Authority and Responsibility
Under the authority of the Fire Chief, each Battalion Chief shall be responsible for
administering this program on their respective shift. Each Company Officer shall
be responsible for administering this program to the members of their crew.
Procedure
• Prior to beginning the fitness/wellness program, each member shall be given a
.pre -fitness evaluation by the department Peer Fitness Trainer.
• New members will be given the pre -fitness evaluation after receiving their shift
assignment at the completion of the training academy. New members will be
eligible for the fitness incentive award only after completing a full fiscal year
evaluation period.
• Exercise program shall consist of warm-up and cool -down periods, flexibility
exercises, muscular strength and endurance training and aerobic training.
• Company Officers shall supervise and provide on -duty time for fitness sessions.
One and one-half (1 %) hours shall be allowed for fitness activities. It is
recommended that fitness sessions commence at 0700 hours. The fitness
sessions maybe completed at a later hour if incidents or situations occur that
prevent the session at the prescribed hour. Members assigned to an
administrative position (40-hour week) shall be allowed a two (2) one and one-
half (1 1/) fitness sessions per week.
• The fitness/wellness program consists of activities and exercises as outlined
within this policy and in Exhibit "A" attached to this policy.
• All members shall complete a fitness session 85% of the total shifts worked
during any fitness evaluation period. Injury on duty (IOD) and light duty days
worked from the result of an IOD will not be calculated in the 85% of the total
shifts worked.
Uniforms for Fitness Sessions
• Shirt
• Short
• Footwear
• Socks
• Sweatshirt and sweatpants.
• All uniforms shall be kept in a clean and presentable condition. Exercise clothing
shall be worn only during physical fitness program activities.
I-9 Physical Fitness Page 2 of 11 4/18/2011
Exercise Sequence
• Warm-up and stretching: 15 minutes
• Muscular strength and stamina` 30 minutes
• Aerobic training: 30 minutes
• Cool -down and stretching 15 minutes.
• Weight training is intended to develop sufficient levels of strength and endurance
to meet the standards contained in policy. Weight workouts shall not be
competitive in nature nor designed to build maximum strength capabilities. All
free weight workouts must be done with a spotter present.
Semi -Annual Fitness Evaluation
• The Battalion Chief will administer the evaluation during the months of October
and April each fiscal year. See Exhibit "9" for the evaluation sheet.
• Members shall submit a copy of their individual fitness log that is certified and
signed by the Company Officer and Battalion Chief.
• Evaluation Standards see Exhibit "C".
• Age standards will be applied to each of the evaluation standards and will be in
effect on the day the evaluation is administered.
• A member who is unsuccessful in passing the semi-annual fitness evaluation will
meet with the Peer Fitness Trainer to discuss and mutually develop a fitness
program that will enhance the opportunity for the member to be successful with
the next evaluation.
Documentation
• Fitness Sessions shall be recorded in the daily company log in detail. Time of
exercise, members participating and members not participating.
• Members shall keep a personal fitness log tracking all shifts worked, fitness
sessions completed and reason for not completing a session. Note: If a member
works a partial shift and misses the regular company fitness session will not be
deemed to have "not participated".
• Members who are absent from the semi-annual fitness evaluation due to
vacation or shift exchange will be re -scheduled to take the evaluation within five
shifts of their return to duty. Members absent from the evaluation for any other
reason may be re -scheduled upon approval of the Fire Chief.
• Members who are absent from the semi-annual fitness evaluation due to an
injury on duty (IOD). Must complete the evaluation within two weeks (14 days)
upon return to full duty status in order to be eligible for the fitness incentive
award. It is the sole responsibility of the member to make arrangements to
complete the evaluation upon his/her return to full duty.
I-9 Physical Fitness Page 3 of 11 4/18/2011
Exhibit "A"
Fitness and Wellness Program
Participation Line Personnel: All personnel shall participate in the fitness and
wellness program with the exception of administrative personnel. Personnel will
participate at least 85% of shifts worked (approximately 8 shifts a month). The Station
Captain shall record when an employee chooses not to participate in the station logbook
and the reason for non -participation.
Participation Administrative Personnel: Administrative personnel may voluntarily
participate in the fitness and wellness program. Members assigned to an administrative
position (40-hour week) shall be allowed a two (2) one and one-half (1 '/2) fitness
sessions per week. In order to receive the physical fitness incentive, administrative
personnel will participate at least 85% of the allotted sessions.
Time: Physical training will be required for 1 hr each shift during normal business hours,
not including the formal lunch hour. PT. Shall not supercede or interfere in any way with
normal fire department duties. The time for PT will be at the station captain's discretion.
Types of Activities; Physical fitness activities shall be limited to; stretching,
strengthening, walking, jogging, and aerobic type exercises only. Competitive athletic
activities are not permitted. When weight training the participant shall always use a
spotter.
Yearly Evaluation; Participants will be evaluated yearly with a physical ability
evaluation; upon passing the test he/she will qualify for a pay incentive. If a participant
does not pass the test no punitive action will be taken and he will be directed to the peer
counselor.
I-9 Physical Fitness Page 4 of 11 4/18/2011
VERNON FIRE DEPARTMENT
Exhibit "B"
NAME: STATION #: SHIFT:
AGE: WEIGHT: 67% 0 LBS
DATE:
EVALUATOR:
OVERALL: PASS FAIL
CARDIOVASCULAR TEST -CHECK ONE
- ❑ 1.5 mile run Time Needed Time Results
- ❑ 500 meter swim Time Needed Time Results
- ❑ Stationary bicycle Chart Level X's 2 = Level Results
Bicycle Minimum Need 600 RPM in 10 min In 10 mins
PASS FAIL
FLEXIBILITY TEST -CHECK ONE
Ability to reach established standard. Sit with legs extended straight and reach to toes.
Minimum Needed ❑ 0"=Touched toes, [1.5",n 1", j L5", ❑ 2", Q 2.5", E 3"
Results: 0 0"=Touched toes, [1.5" o 1 ",n 1.5", [] 2", ❑ 2.5", ❑ 3"
PASS FAIL
I-9 Physical Fitness Page 5 of 11 4/18/2011
STRENGTH TEST -CHECK ONE -Circle one from each of the alternatives in a or b, and all
must complete c,
a) ❑ Push-ups
[� Bench press
Minimum Needed
Results PASS FAIL
b) ❑ Pull-ups
Pull downs \
Minimum Needed
Results PASS FAIL
c) Sit-ups/Crunches @ 30 Degrees Off Floor
Minimum Per Age Requirements In 60 sec
Results In 60 sec
PASS FAIL
I-9 Physical Fitness Page 6 of 11 4/18/2011
Fitness Evaluation Standards Cardiovascular Fitness
Exhibit «C"
1 Cardiovascular:
Members have a choice from on of the following three alternatives.
a) 1.5 mile run
b) 500 meter swim
c) Stationary bicycle
2 Flexibility:
a) Ability to reach established standard
3. Strength:
Members have a choice of one from each of alternatives in a or b, plus a.
a) Push-ups orBench press
b) Pull-ups or Pull downs
c) Sit-upsStandards
a) Pass/Fail
b) Pass all three areas
I-9 Physical Fitness Page 7 of 11 4/18/2011
Cardiovascular Fitness Standards:
a. 1.5 Mile run
AAe Time
Age
Time
20 12:00
38
13:48
21 12:06
39
13:54
22 12:12
40
14:00
23 12:18
41
14:06
24 12:24
42
14:12
25 12:30
43
14:18
26 12:36
44
14:24
27 12:42
45
14:30
28 12:48
46
14:36
29 12:54
47
14:42
30 13:00
48
14:48
31 13:06
49
14:54
32 13:12
50
15:00
33 13:18
51
15:06
34 13:24
52
15:12
35 13:30
53
15:18
36 13:36
54
15:24
37 13:42
55
15:30
b. 500 meter swim =37x's in VFD
pool (swim up & back =1 lap)
AAge, Time
<23 11:00
24-26 11:15
27-29 11:45
30-33 12:00
34-35 12:15
36-37 12:30
37-38 12:45
38-39 13:00
40-41 13:15
42-43 13:30
44-45 13:45
46-47 14:00
48-49 14:15
>50 14:30
I-9 Physical Fitness Page 8 of 11 4/18/2011
C. Stationary Bicvcle
Test is conducted on a resistance factor stationary bicycle. The fractions
indicated represent resistance levels. A completed testis ten (10) minutes in
duration with 600 revolutions completed.
Body Weight Obs) 20-29 30-39 40-49 >50
243+ 4.00 4.00 3.50 3.25
236 4.00 3.75 3.25 3.00
229 3.75 3.75 3.25 3.00
223
3.75
3.50
3.00
2.75
216
3.50
3.50
3.00
2.75
209
3.50
3..25
3.00
2.75
203
3.25
3.25
2.75
2.50
196
3.25
3.00
2.75
2.50
190
3.00
3.00
2.50
2.25
183
3.00 2.75
2.50
2.25
176
2.75 2.75
2.25
2.00
170
2.75 2.50
2.25
2.00
163
2.50 2.50
2.00
1.75
157
2.50 2.25
2.00
1.75
150
2.25 2.25
2.00
1.75
147
2.25 2.00
1.75
1.50
144
2.00 1.75
1.50
1.25
141
2.00 1.75
1.50
1.25
Flexibility
Ability to sit with legs extended straight and reaches to toes.
Age
Inches from toes
<24
0"
25-30
.5"
30-34
1"
35-39
1.5"
40-44
2.0"
45-49
2.5"
>50
3„
I-9 Physical Fitness
Page 9 of 11
4/18/2011
Strength:
Employee has a choice of one of two exercises for testing chest strength plus a choice of one of
two .exercises for testing back strength.
a. Chest Stren-th
Push -Ups
Age
Repetitions
<24
24
25-29
23
30-34
22
35-39
21
40-44
20
45-49
19
>50
18
or 20 in one minute.
Bench Press
67% of body weight rounded down to the nearest weight.
Age
Repetitions
<24
12
25-29
11
30-32.5
10
32.5-35
9
36-37.5
8
37.5-40
7
41-42.5
6
42.5-45
5
46-47.5
4
>47.5
3
b. Back Strength
Pull-ups or Lat Pull Downs
Pull-ups are performed palms away.
Chin must clear bar at the top of repetition
Age
Repetitions
<29
7
30-39
6
40-49 5
>50 4
or..less than 135# =5 135-175=4, >175=3
I-9 Physical Fitness Page 10 of 11 4/18/2011
Lat Pull Down
Lat pull downs are performed on a lat pull down machine.
Employee is in a seated position. A bar is located directly above employee's head. Employee
pulls bar down to a position in front of the head, approximately even with the nose. Weight
pulled down is 67% of body weight rounded to the nearest lower weight.
Age Repetitions
<24 12
25-29 11
30-32.5 10
32.5-35 9
36-37.5 8
37.5-40 7
41-42.5 6
42.5-45 5
46-47.5 4
>47.5 3
Abdominal Sit -Up
Crunch type sit-up where shoulders are raised approximately 30 degrees off floor.
Arms are folded across chest.
Age 20-29 30-39 40-49 50-59 60+
38 35 29 24 19
I-9 Physical Fitness Page 11 of 11
4/18/2011
RECEIVED
APR 14 2011
CITY CLERK'S OFFICE
STAFF REPORT
CITY ADMINISTRATION
DATE: April 14, 2011
TO: Honorable Mayor and City Council
FROM: Mark C. Whitworth, City Administrator
RE: Vernon Firemen's Association Memorandum of Understanding
It is recommended that the enclosed Memorandum of Understanding (MOU) for the Vernon
Firemen's Association (VFA) covering the period of April 19, 2011 through June 30, 2011, be
approved at the April 19, 2011 City Council meeting.
The wages and policies contained within the MOU are consistent with current City wages and
policies.
The City and VFA's representatives agree to the terms and conditions in the MOU and will
execute said document upon City Council's approval.
MEMORANDUM OF UNDERSTANDING
CITY OF VERNON, CALIFORNIA
AND
VERNON FIREMEN'S ASSOCIATION
ARTICLE ONE
I. PARTIES TO MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding (herein referred to as "MOU" or "Agreement," interchangeably) is
by and between the City of Vernon, California, a municipal entity, (hereinafter "City"), and the Vernon
Firemen's Association, a recognized employee organization, (hereinafter "VFA" or "Association").
This MOU has been prepared pursuant to the terms of the City of Vernon Employee Relations
Ordinance, as amended, which is hereby incorporated by reference.
The parties recognize the necessity of cooperating on matters of mutual concern and interest and agree
to work together to maximize the effectiveness of the Fire Department and the City, and to accomplish
legislative and funding goals in their mutual interest.
II. RECOGNITION
The City recognizes the Vernon Firemen's Association as the exclusive recognized employee
organization on behalf of all full-time sworn, non -management personnel engaged in fire prevention,
suppression, administration and paramedic services within the City, including, but not limited to,
employees occupying the job classifications of Firefighter, Administrative Firefighter, Firefighter/
Paramedic, Firefighter/ Paramedic Coordinator, Fire Engineer, Administrative Engineer, Fire Captain,
Regional Training Captain, and Administrative Captain.
III. COMMITMENT TO EQUAL EMPLOYMENT OPPORTUNITY
The City and the Association are committed to working together to support a work environment
characterized by fair treatment and access to equal opportunities.
The provisions of this Memorandum of Understanding shall be applied equally to all employees covered
hereby without favor or discrimination because of race, color, sex, age, national origin, political or
religious opinions or affiliations.
IV. GENDER
The terms "they" and "their" may be used in this agreement as substitutes for the terms "his," "her,"
"his/her"," "he,""she," or other terms which would indicate masculine or feminine gender. Whenever the
male gender is used herein it shall be construed to refer to both male and female employees.
V. ASSOCIATION AND EMPLOYEE RIGHTS AND RESPONSIBILITIES
A. Right to Represent Members
Except as limited by the specific and express terms of this Memorandum of Understanding, the
Association hereby retains and reserves unto itself all rights, powers, authority, duties and
responsibilities conferred on and vested in it by the laws and the Constitution of the State of California
and/or the United States of America. The parties specifically agree that neither VFA nor any VFA
representative or member shall be discriminated against, intimidated, coerced, disciplined or retaliated
against because of the lawful exercise of its or his rights, including, but not limited to, the right to
participate in VFA activities, serve as a VFA officer or director, or otherwise represent the interests of
VFA.
B. Prohibition on Strikes and Lockouts
During the life of this agreement no work stoppages, strikes, slowdowns, shall be caused, or sanctioned,
by the Association, and no lockouts of unit employees shall be made by the City.
C. Payroll Deduction
The City shall, during the term of this agreement, effect a payroll deduction for membership dues,
service fees and other charges authorized pursuant to an executed form signed by the employee
permitting such deductions. Any payroll deductions collected by the City shall be transmitted on a
biweekly basis to the treasurer of the Association, or such other party designed in writing by the
Association. The City shall not be obligated to put into effect any new, changed, or discontinued
deduction until the first pay period commencing not more than thirty (30) days after receiving the
request. This provision shall remain operative as long as VFA is the exclusive recognized employee
organization of unit employees.
D. Bulletin Boards
The City shall provide a bulletin board for use by VFA at each fire station, provided that any documents
posted shall be in good taste and shall not reflect adversely upon the City or its employees.
E. Use of City Facilities
Representatives of VFA may use any fire Department facilities free of charge for its Board of Directors
and general membership meetings provided such facility is not otherwise booked. VFA shall secure
approval from the Fire Chief for the date and time it wishes secure use of the facility. The granting of
such approval is a ministerial duty, and is required if the City facility is not otherwise scheduled to be
used at the time of VFA's request. No unit employee shall engage in political activity while on duty or
in uniform.
F. Access to Facilities
Representatives of VFA shall have reasonable access to the work sites of unit employees at any time
during the working hours to conduct Association business as long as such visits do not unreasonably
interfere with the conduct of the City's usual business and the employee's work.
VI. MANAGEMENT RIGHTS
Except as limited by the specific and express terms of this Memorandum of Understanding, the City
hereby retains and reserves unto itself all rights, powers, authority, duties and responsibilities conferred
on and vested in it by the laws and the Constitution of the State of California and/or the United States of
America; provided, however, if the City's decision to exercise such rights, powers, authority, duties and
responsibilities impacts the wages, hours and other terms and conditions of employment of unit
employees, the City shall be required to first meet and confer on the impact and effect of such decision.
VII. SAVINGS
Should any part of this MOU be rendered or declared illegal or invalid by legislation, decree of court of
competent jurisdiction or other established governmental administrative tribunal, such invalidation shall
not affect the remaining portions of this MOU; provided, however, should the invalid or illegal
provisions relate to the compensation or benefits of unit employees the City shall replace such illegal or
invalid provision with another of substantially equal value such that unit employees suffer no financial
detriment. The precise replacement compensation or benefit shall be determined by the parties after
meeting and conferring in good faith.
VIII. WAIVER OF BARGAINING
Each of the parties acknowledges that it had a full and unrestricted right to make, advance, and discuss
all matters properly within the scope of the meet -and -confer process in accordance with the Meyers-
Milias-Brown Act (Cal. Gov't Code 3500, et. seq.). Except as otherwise provided herein during the
term of this Memorandum of Understanding, the parties expressly waive and relinquish the right to
compel the other to meet and confer except by their mutual consent with respect to any subject or
4
matter, whether referred to or covered by this Memorandum of Understanding or not, even though each
subject or matter mayor may not have been within that party's knowledge or contemplation at the time
they met and conferred or executed this Memorandum of Understanding.
IX. TERM
This agreement shall be in effect from between April 19, 2011 and shall expire at 11:59 on June 30,
2011.
5
ARTICLE TWO
SALARIES AND COMPENSATION
I. SALARY SCHEDULE The following salary schedule shall be in effect:
Job Classification
Step
Monthly Base Pay
Administrative Captain
Regional Training Captain
Step 1
8688
Step 2
8235
Step 3
7806
Fire Captain
Step 1
8267
Step 2
7836
Step 3
7427
Fire Engineer
Administrative Engineer
Step 1
6941
Step 2
6579
Step 3
6236
Firefighter/Paramedic Coordinator
Step 1
7288
Step 2
6908
Step 3
6548
Firefighter/Paramedic
Step 1
6941
Step 2
6579
Step 3
6236
Firefighter
Administrative Firefighter
Step 1
5918
Step 2
5609
Step 3
5317
Step 4
5040
II. SALARY STEP ADVANCEMENT
The Fire Chief may make appointments to or advancements within the prescribed ranges of specific
positions upon evaluation of employee qualifications and performance. Normally, employees shall be
appointed to Step 3 (Step 4 for Firefighter and Administrative Firefighter) and shall be eligible to be
advanced through the steps in their allocated schedules as follows:
Firefighter/Administrative Firefighter: After six (6) months of satisfactory service, an
employee appointed at Step 4 shall receive a salary step increase to Step 3 of the prescribed
schedule. Each year thereafter the employee shall progress to the next highest salary step of
the prescribed schedule. An employee originally appointed to a step other than Step 4 shall
receive a step increase one year after his appointment and each year thereafter.
All other classes: Each year of satisfactory service an employee shall be eligible to _progress_
to the next highest salary step of the prescribed schedule.
Promotions or salary increases to higher grades are merit step only and shall be available to employees
as recognition and reward for satisfactory services after one (1) year in service at present grade. The
promotion or salary increase to said grade shall remain the sole discretion of the City Council.
III. DEFERRED COMPENSATION
The City shall continue to administer the existing 457 deferred compensation program for all unit
employees.
IV. HAZARDOUS MATERIALS SPECIALIST PAY
A unit employee certified as a Hazardous Materials Specialist shall receive special compensation of one
hundred twenty-five dollars ($125.00) per month above their base pay. The City shall, as expeditiously
as possible, send each unit employee to all training necessary to achieve accreditation as a Hazardous
Materials Specialist.
V. EDUCATION INCENTIVE PAY
1. A unit employee who has completed the initial -hire probationary period and who holds a fire
science certificate or has completed course equivalent thereto (i.e., 30 units of fire science related
courses) shall receive special compensation of two and one half percent (2 11/2%) above their base
pay.
7
2. A unit employee who has completed the initial -hire probationary period and who holds an AA
or AS Degree in Fire Science or Fire Technology and who has completed five (5) or more years
of uninterrupted service with the Fire Department shall receive special compensation of two and
one half percent (2 1/2%) above their base pay.
3. A unit employee who (1) holds an AA or AS Degree in Fire Science or Fire Technology, and (2)
holds a fire science certificate or course equivalent thereto (i.e., 30 units of fire science related
courses), and (3) who has completed five (5) or more years of uninterrupted service with the Fire
Department shall receive special compensation of five percent (5%) above their base pay.
VI. BILINGUAL PAY
A unit employee who demonstrates proficiency in speaking Spanish or any other language designated by
the Fire chief, which proficiency would be determined by successful completion on the Los Angeles
County proficiency test shall receive special compensation of One Hundred Twenty Five Dollars
($125.00) per month above his base pay.
VII. UNIFORM ALLOWANCE
On the first pay check in August each year, each unit employee shall be paid the sum of Seven Hundred
Twenty -Five Dollars ($725.00) for the purchase of uniforms. A unit employee hired by the City shall
receive an initial issue of uniforms.
The City shall provide all unit employees all required safety equipment, including, but not limited to,
work boots.
VIII. LONGEVITY PROGRAM.
Longevity pay shall be paid to employees as follows:
a. For unit emplovees initiallv hired by the Citv of Vernon on or before June 30,1994
Upon attaining 5 years of service with the City of Vernon........................5% above base pay
Upon attaining 10 years of service with the City of Vernon ...........................10% above base pay
Upon attaining 15 years of service with the City of Vernon.....................15% above base pay
Upon attaining 20 years of service with the City of Vernon.....................20% above base pay
A Captain upon attaining 30years of service with the City of Vernon...........25% above base pay
8
b. For unit employees initially hired by the City of Vernon after June 30,1994
Upon attaining 5 years of service with the City of Vernon........................5% above base pay
A Captain upon attaining 30years of service with the City of Vernon...........25% above base pay
IX. SERVICE ADJUSTMENT INCREASE
In the event there is an inequity between ranks or between employees within the Department, upon
reviewing the performance of an employee, the Department Head may incorporate a service adjustment
increase up to ten percent (10%) per month of their base salary.
X. COMPUTATION OF PAY
A. 40-hour personnel
Unit -employees assigned to a 40-hour work week shall be paid on an hourly basis. The hourly rate shall
be the product of dividing the monthly salary by 173.3. Upon being assigned to a 40-hour schedule an
employee's accrued leave shall be reduced by a factor of 1.4 and paid to the employee upon use or
separation at the employee's 40-hour regular rate of pay. Upon being reassigned to a 56-hour schedule,
all such accrued leave shall be increased by a factor of 1.4.
B. 56-hour platoon personnel
All Fire Department employees assigned to a fifty six (56) hour week would be paid a widely fluctuating
amount each pay period if they were paid for hours actually worked; therefore, such employees shall be
paid for the average number of hours in a two (2) week period, one hundred and twelve (112) hours.
Exceptions for leave without pay hours shall be reported and deducted from the average when pay is
computed. The "Exception Report" shall be in a form approved by the City Administrator.
XI. PERS CONTRIBUTIONS
A. The City shall provde the following Ca1PERS retirement benefits to all unit employees:
a. The 3% at 50 retirement formula pursuant to Cal. Gov't Code 21362.2
b. Military Service Credit 21024
c. One Year Final Compensation pursuant to Cal. Gov't Code 20042
d. Credit for unused sick leave 20965
e. 4ch level 1959 survivor benefit 21574
f. Pre -Retirement Option 2W Death Benefit 21548
B. Unit employees shall pay the nine percent (9%) required employee contribution.
ARTICLE THREE
WORK PERIODS, SCHEDULES AND OVERTIME
I. WORK PERIODS
A. 24-Day Work Period — Work Schedules in Excess of 24 Hours
The FLSA work period for unit employees assigned to a daily work schedule of twenty four
(24) hours shall be a fixed and regularly recurring work period of twenty four consecutive
days (576 hours).
II. SCHEDULES
A. PLATOON PERSONNEL
Unit employees assigned to a 56-hour work week shall work a 48/96 work schedule that
consists of two consecutive 24-hour shifts followed by 96 consecutive hours off, on a
rotating three platoon basis (A,B & C Platoon). Employees that work such schedule average
56 hours a week and 112 hours per pay period.
2. Unit employees assigned to work a 48/96 schedule shall begin work at 0700 hours and
terminate at 0700 hours following two 24-hour periods.
B. 40 HOUR PERSONNEL
1. Unit employees assigned to work a 40-hour work week shall be assigned to a 4/10 schedule
that consists of four (4) consecutive work days of ten (10) consecutive work hours each,
inclusive of paid breaks and an unpaid 30-minute meal period, followed three consecutive
days off, each week. Unit employees on such schedule shall be assigned to work Monday
through Thursday from 0600 to 1630 hours, unless an alternate schedule is approved in
writing by the Fire Chief and VFA.
III.OVERTIME
A: POLICY
It shall be the policy of the Vernon Fire Department to honor personnel requests for time off
when possible, and distribute overtime opportunities in a fair and equitable manner to all
10
members. It shall be the Departments priority to maintain essential staffing levels when
arranging coverage.
B: ORDER OF FILLING VACANCIES
Overtime vacancies will be filled on a rank -for -rank basis by first referring to the list of
personnel in the same rank as the vacancy who have signed up for overtime availability for
that day. The individual in the same rank with the least overtime worked that calendar year
will have the first opportunity to work the overtime vacancy. If that employee does not elect
to work the overtime shift, the person in the same rank as the vacancy with the next least
amount of overtime worked that calendar year will have the next opportunity. This process
will be followed until the overtime vacancy is filled or the list of "personnel within the same
rank as the vacancy is exhausted. In the event the vacancy is remains unfilled, the same
process will be used for those personnel who have signed up as available to work overtime
that day who are qualified to act in the rank in which the vacancy exists. If that list is also
exhausted and the vacancy is not filled, the person that is not presently working and that is of
the same rank as the vacancy with the least mandated overtime worked that calendar year
shall be mandated to work the overtime shift.
C: WHAT VACANCIES WILL BE FILLED
Overtime vacancies will be filled as follows:
A. Any vacancy that is the result of an employee using vacation leave shall be filled.
B. A vacancy that is the result of an employee using sick leave may be filled at the
discretion of the Fire Chief, provided, however, if two or more employees within the
same rank (Capt., Eng., Paramedic, Firefighter) are absent due to sick leave, the
department shall be required to fill all but one of those positions.
C. Any vacancy that drops suppression staffing below twenty-two ( 22) positions shall be
filled; provided, however, that in the event such vacancies exist due to deployment of
wildfire strike teams, the figure shall be dropped to eighteen (18).
11
ARTICLE FOUR
EMPLOYEE BENEFITS
I. FRINGE BENEFITS
A. MEDICAL INSURANCE
The City offers three medical plans to employees that consist of two (2) HMO and one (1)
PPO plan. The parties may change these plans upon their written agreement.
1. For employee enrolled in the HMO plans, the City shall pay monthly 100% of the cost of
the plan for employees and eligible dependants, not to exceed $1050.00 per month. The cost
of any plan selected by the employee that exceeds $1050 shall be paid by the employee
through a pre-tax payroll deduction.
2. For employee enrolled in the PPO plans, the City shall pay monthly 100% of the cost of
the plan for employees and eligible dependants, not to exceed $800.00 per month. In
addition, for each employee enrolled in a PPO plan, annually the City shall make lump sum
contributions to a health savings account (HSA) as follows: $1500 in January, and $500 each
in March, June and September. The cost of any plan selected by the employee that exceeds
$800 shall be paid by the employee through a pre-tax payroll deduction.
B. DENTAL
Employees may purchase dental insurance through the City by pre-tax payroll deduction
and/or applying any unused portion of the City's contribution towards medical insurance.
C. VISION CARE
The City of Vernon provides a vision care plan to employees. The City shall pay 100% of
the cost of such plan for employees, only. Employees shall have the option of purchasing
vision care for their dependents at a cost of $6.95 for one dependent or $13.95 for two or
more dependents.
D. EDUCATION REIMBURSEMENT
The educational reimbursement program is a financial assistance program that offers
reimbursements for tuition, fees and books up to a maximum of $2,200 per fiscal year.
12
The fiscal year is July 1 through June 30. Employees are eligible for this assistance after
12 months of uninterrupted employment with the City of Vernon.
2. A grade of "C" or better (or "pass" if on a pass/fail basis) is required for reimbursement
A request for reimbursement must be made within 60 days of receipt of grades and
should include the following: a copy of the final grade report, a copy of expenses for
tuition, fees, and books and a completed and signed tuition reimbursement form.
E. AUTO INSURANCE PROGRAM
The City of Vernon has established an auto insurance program pursuant to Resolution No.
5741. All Vernon Fire employees who participate in said program will receive a contribution
by the City of thirty-five Dollars ($35.00) per month per employee.
F. PHYSICAL FITNESS / WELLNESS PROGRAM
This program is mandatory for all fire safety personnel. Any individual who after one (1)
year of participation has completed a pre-program fitness evaluation, minimum participation
requirements, bi-annual fitness evaluations and verification of participation by the Battalion
Chief will receive two hundred fifty dollars ($250.00) The Physical Fitness/Wellness
program is attached hereto as Attachment "A", and incorporated herein.
13
ARTICLE FIVE
LEAVE POLICY
I. VACATION LEAVE
Each unit employee accrues vacation leave based upon their years of full time service with the City, as
follows:
A. ACCRUAL:
56-hour Personnel
Year of Service With City
Shifts/Yr
Vacation Hours Accrued/Pay Period
9 or less
13
12
10-24
15
13.85
25 or more
16
14.77
40-hour Personnel
Year of Service With City
Hours/Yr
Vacation Hours Accrued/Pay Period
9 or less
120
4.62
10-24
160
6.16
25 or more
170
6.54
B. USE:
A Maximum of 7 platoon personnel per shift shall be permitted off on vacation leave consisting of any
combination of the following:
a. Captains- maximum of 2 off per shift.
b. Engineers- maximum of 2 off per shift.
c. Paramedics- maximum of 1 off per shift.
d. Firefighters- maximum of 3 off per shift.
C. CARRY OVER OF VACATION LEAVE:
14
Employees are permitted to carry-over one year's annual accrual from calendar year to calendar. At the
end of every calendar year, employees who have accrued vacation hours in excess of their permitted
carry-over shall be paid their regular rate of pay of all such excess hours.
D. ADDITONAL VACATION:
Any time that City hall employees are granted an unscheduled day off with pay, each unit employee
shall be granted one additional 24 hour shift off of vacation, up to a maximum of 24 hours per year.
II. SICK LEAVE
Platoon Personnel shall accrue sick time at a rate of 4.31 hours per pay period (112 hours
annually), with a maximum cap of 672 hours. Upon reaching the cap, employees will
continue to accrue sick leave provided, however, in the final pay period in December each
year all accrued sick leave in excess of 672 hours shall be cashed in at fifty percent (50%) of
the employee's regular rate of pay.
2. 40 Hour Personnel shall accrue sick time at a rate of 3.08 hours per pay period (80 hours
annually), with a maximum cap of 480 hours. Upon reaching the cap, employees will
continue to accrue sick leave provided, however, in the final pay period in December each
year all accrued sick leave in excess of 480 hours shall be cashed in at fifty percent (50%) of
the employee's regular rate of pay.
4. If an employee separates or terminates employment with the City, they shall be compensated
for any accrued sick leave hours at the time of separation. Employees that separate from
service with more than 20 years of service credit would be compensated at 100% of then
current pay rate applied to the sick leave hours. Employees with less than 20 years of service
would be compensated at 50% of their then current pay rate. Employees shall have the option
of obtaining service credit for the accrued, unused sick leave hours instead of a cash payment
pursuant to California Government Code Section 20965.
An employee who is absent on sick leave for more than two (2) consecutive shifts may be
required by his or her supervisor to provide a doctor's note in order to be paid for the sick
leave.
III. BEREAVEMENT LEAVE
Unit employees shall be provided bereavement leave with pay of 24 hours for the death of a
member of the employee's immediate family or a person related by adoption or blood.
15
SIGNATURES
CITY OF VERNON
Mark Whitworth
Municipal Employee Relations Representative
Dated:
2011
VERNON FIREMEN'S ASSOCIATION
Dean Richens, President
Bill Foltz, Vice President
Todd Hewett, Secretary
John Flagler, Treasurer
Dated:
2011
16
Attachment to the
Vernon Firemen's Association
Memorandum of Understanding
ADMINISTRATIVE DIRECTIVES
SECTION 1-9
Physical Fitness Policy
Physical FitnessMellness Program
Purpose
• To insure a physically fit emergency response force and to prevent injuries.
• To establish a physical fitness performance standard.
• To establish a formal procedure whereby physical fitness performance standards
are maintained.
• To insure the maintenance of sufficient levels of aerobic capacity, muscular
strength, muscular endurance and flexibility of all members of the department to
allow for effective fire suppression under conditions requiring high physical
performance for extended periods of time.
• To maintain a sufficient level of physical condition so as to reduce the chance of
injury during routine, training or emergency activities.
• To establish a non -punitive fitness and wellness program to improve and/or
maintain a high degree of physical fitness.
Policy
• All safety members of the department shall participate in the physical
fitness/wellness training contained in this policy.
• The VFD will provide time on duty to participate in physical fitness training each
shift or as otherwise specified.
• Semi-annual evaluations will be required to insure compliance with established
performance standards.
• In recognition that it is critical for members to maintain a sufficient level of
physical fitness in order to perform their jobs in a satisfactory and safe manner,
all members of the department who successfully pass the semi-annual
evaluations and complete the minimum number of fitness sessions will qualify for
a $250.00 fitness incentive award.
I-9 Physical Fitness Page 1 of 11 4/18/2011
Authority and Responsibility
• Under the authority of the Fire Chief, each Battalion Chief shall be responsible for
administering this program on their respective shift. Each Company Officer shall
be responsible for administering this program to the members of their crew.
Procedure
• Prior to beginning the fitness/wellness program, each member shall be given a
pre -fitness evaluation by the department Peer Fitness Trainer.
• New members will be given the pre -fitness evaluation after receiving their shift
assignment at the completion of the training academy. New members will be
eligible for the fitness incentive award only after completing a full fiscal year
evaluation period.
• Exercise program shall consist of warm-up and cool -down periods, flexibility
exercises, muscular strength and endurance training and aerobic training.
• Company Officers shall supervise and provide on -duty time for fitness sessions.
One and one-half (1 %2) hours shall be allowed for fitness activities. It is
recommended that fitness sessions commence at 0700 hours. The fitness
sessions may be completed at a later hour if incidents or situations occur that
prevent the session at the prescribed hour. Members assigned to an
administrative position (40-hour week) shall be allowed a two (2) one and one-
half (1 %) fitness sessions per week.
• The fitness/wellness program consists of activities and exercises as outlined
within this policy and in Exhibit "A" attached to this policy.
• All members shall complete a fitness session 85% of the total shifts worked
during any fitness evaluation period. Injury on duty (IOD) and light duty days
worked from the result of an IOD will not be calculated in the 85% of the total
shifts worked.
Uniforms for Fitness Sessions
• Shirt
• Short
• Footwear
• Socks
• Sweatshirt and sweatpants.
• All uniforms shall be kept in a clean and presentable condition. Exercise clothing
shall be worn only during physical fitness program activities.
I-9 Physical Fitness Page 2 of 11 4/18/2011
Exercise Sequence
• Warm-up and stretching: 15 minutes
• Muscular strength and stamina: 30 minutes
• Aerobic training: 30 minutes
• Cool -down and stretching: 15 minutes.
• Weight training is intended to develop sufficient levels of strength and endurance
to meet the standards contained in policy. Weight workouts shall not be
competitive in nature nor designed to build maximum strength capabilities. All
free weight workouts must be done with a spotter present.
Semi -Annual Fitness Evaluation
• The Battalion Chief will administer the evaluation during the months of October
and April each fiscal year. See Exhibit "B" for the evaluation sheet.
• Members shall submit a copy of their individual fitness log that is certified and
signed by the Company Officer and Battalion Chief.
• Evaluation Standards see Exhibit "C".
• Age standards will be applied to each of the evaluation standards and will be in
effect on the day the evaluation is administered.
• A member who is unsuccessful in passing the semi-annual fitness evaluation will
meet with the Peer Fitness Trainer to discuss and mutually develop a fitness
program that will enhance the opportunity for the member to be successful with
the next evaluation.
Documentation
• Fitness Sessions shall be recorded in the daily company log in detail. Time of
exercise, members participating and members not participating.
• Members shall keep a personal fitness log tracking all shifts worked, fitness
sessions completed and reason for not completing a session. Note: If a member
works a partial shift and misses the regular company fitness session will not be
deemed to have "not participated".
• Members who are absent from the semi-annual fitness evaluation due to
vacation or shift exchange will be re -scheduled to take the evaluation within five
shifts of their return to duty. Members absent from the evaluation for any other
reason may be re -scheduled upon approval of the Fire Chief.
• Members who are absent from the semi-annual fitness evaluation due to an
injury on duty (IOD). Must complete the evaluation within two weeks (14 days)
upon return to full duty status in order to be eligible for the fitness incentive
award. It is the sole responsibility of the member to make arrangements to
complete the evaluation upon his/her return to full duty.
I-9 Physical Fitness Page 3 of 11 4/18/2011
Exhibit "A"
Fitness and Wellness Program
Participation Line Personnel: All personnel shall participate in the fitness and
wellness program with the exception of administrative personnel. Personnel will
participate at least 85% of shifts worked (approximately 8 shifts a month). The Station
Captain shall record when an employee chooses not to participate in the station logbook
and the reason for non -participation.
Participation Administrative Personnel: Administrative personnel may voluntarily
participate in the fitness and wellness program. Members assigned to an administrative
position (40-hour week) shall be allowed a two (2) one and one-half (1 '/2) fitness
sessions per week. In order to receive the physical fitness incentive, administrative
personnel will participate at least 85% of the allotted sessions.
Time: Physical training will be required for 1 hr each shift during normal business hours,
not including the formal lunch hour. PT. Shall not supercede or interfere in any way with
normal fire department duties. The time for PT will be at the station captain's discretion.
Types of Activities; Physical fitness activities shall be limited to; stretching,
strengthening, walking, jogging, and aerobic type exercises only. Competitive athletic
activities are not permitted. When weight training the participant shall always use a
spotter.
Yearly Evaluation; Participants will be evaluated yearly with a physical ability
evaluation; upon passing the test he/she will qualify for a pay incentive. If a participant
does not pass the test no punitive action will be taken and he will be directed to the peer
counselor.
I-9 Physical Fitness Page 4 of 11 4/18/2011
VERNON FIRE DEPARTMENT
Exhibit "B"
NAME: STATION #:
AGE: WEIGHT: 67%
DATE:
EVALUATOR: OVERALL:
SHIFT:
U LBS
PASS FAIL
CARDIOVASCULAR TEST -CHECK ONE
❑ 1.5 mile run Time Needed Time Results
- ❑ 500 meter swim Time Needed Time Results
❑ Stationary bicycle Chart Level X's 2 = Level Results
Bicycle Minimum Need 600 RPM in 10 min In 10 mins
PASS FAIL
FLEXIBILITY TEST -CHECK ONE
Ability to reach established standard. Sit with legs extended straight and reach to toes.
Minimum Needed ❑ 0"=Touched toes, ❑ .5",❑ 1", ❑ 1.5", ❑ 2", ❑ 2.5", ❑ 3"
Results: ❑ 0"=Touched toes, ❑ .5" ❑ 1 ",❑ 1.5", ❑ 2", ❑ 2.5", ❑ 3"
PASS FAIL
I-9 Physical Fitness Page 5 of 11 4/18/2011
STRENGTH TEST -CHECK ONE -Circle one from each of the alternatives in a or b, and all
must complete C.
a) ❑ Push-ups
❑ Bench press
Minimum Needed
Results PASS
b) ❑ Pull-ups
❑ Pull downs
Minimum Needed
FAIL
Results PASS FAIL
c) Sit-ups/Crunches @ 30 Degrees Off Floor
Minimum Per Age Requirements In 60 sec
Results In 60 sec
PASS FAIL
I-9 Physical Fitness Page 6,of 11 4/18/2011
Fitness Evaluation Standards Cardiovascular Fitness
Exhibit "C"
1. Cardiovascular:
Members have a choice from on of the following three alternatives.
a) 1.5 mile run
b) 500 meter swim
c) Stationary bicycle
2. Flexibility:
a) Ability to reach established standard
3. Strength:
Members have a choice of one from each of alternatives in a or b, plus c.
a) Push-ups or Bench press
b) Pull-ups or Pull downs
c) Sit-ups Standards
a) Pass/Fail
b) Pass all three areas
I-9 Physical Fitness Page 7 of 11 4/18/2011
Cardiovascular Fitness Standards:
b.
1 5 A4'ily rim
Age
Time
Age
Time
20
12:00
38
13:48
21
12:06
39
13:54
22
12:12
40
14:00
23
12:18
41
14:06
24
12:24
42
14:12
25
12:30
43
14:18
26
12:36
44
14:24
27
12:42
45
14:30
28
12:48
46
14:36
29
12:54
47
14:42
30
13:00
48
14:48
31
13:06
49
14:54
32
13:12
50
15:00
33
13:18
51
15:06
34
13:24
52
15:12
35
13:30
53
15:18
36
13:36
54
15:24
37
13:42
55
15:30
500 meter swim =3 7 x's in VFD pool (swim up & buck =1 la
Age Time
<23
11:00
24-26
11:15
27-29
11:45
30-33
12:00
34-35
12:15
36-37
12:30
37-38
12:45
38-39
13:00
40-41
13:15
42-43
13:30
44-45
13:45
46-47
14:00
48-49
14:15
>50
14:30
I-9 Physical Fitness Page 8 of 11 4/18/2011
C. Stationary
Bicycle
Test is conducted on a resistance
factor stationary bicycle. The fractions
indicated represent resistance levels.
A completed test is ten (10) minutes in
duration with 600 revolutions completed.
Body Weight Obs)
20-29
30-39
40-49
>50
243+
4.00
4.00
3.50
3.25
236
4.00
3.75
3.25
3.00
229
3.75
3.75
3.25
3.00
223
3.75
3.50
3.00
2.75
X's 2
216
3.50
3.50
3.00
2.75
Example:
209
3.50
3.25
3.00
2.75
Wt 190lbs
203
3.25
3.25
2.75
2.50
Age:36
196
3.25
3.00
2.75
2.50
=3.00 x's 2 = level 6
190
3.00
3.00
2.50
2.25
183
3.00
2.75
2.50
2.25
176
2.75
2.75
2.25
2.00
170
2.75
2.50
2.25
2.00
163
2.50
2.50
2.00
1.75
157
2.50
2.25
2.00
1.75
150
2.25
2.25
2.00
1.75
147
2.25
2.00
1.75
1.50
144
2.00
1.75
1.50
1.25
141
2.00
1.75
1.50
1.25
Flexibility
Ability to sit with legs extended straight and reaches to toes.
Age Inches from toes
<24
V
25-30
.5"
30-34
P
35-39
1.5"
40-44
2.0"
45-49
251
>50
3"
I-9 Physical Fitness Page 9 of 11 4/18/2011
Strength:
Employee has a choice of one of two exercises for testing chest strength plus a choice of one of
two exercises for testing back strength.
a. Chest Strength
Push -Ups
Ake
Repetitions
<24
24
25-29
23
30-34
22
35-39
21
40-44
20
45-49
19
>50
18
or 20 in one minute.
Bench Press
67% of body weight rounded down to the nearest weight.
Age
Repetitions
<24
12
25-29
11
30-32.5
10
32.5-35
9
36-37.5
8
37.5-40
7
41-42.5
6
42.5-45
5
46-47.5
4
>47.5
3
b. Back Strength
Pull-ups or Lat Pull Downs
Pull-ups are performed palms away. Chin must clear bar at the top of repetition
Age
Repetitions
<29
7
30-39
6
40-49
5
>50
4
or..less than 135# =5 135-175=4, >175=3
I-9 Physical Fitness Page 10 of 11 4/18/2011
Lat Pull Down
Lat pull downs are performed on a lat pull down machine.
Employee is in a seated position. A bar is located directly above employee's head. Employee
pulls bar down to a position in front of the head, approximately even with the nose. Weight
pulled down is 67% of body weight rounded to the nearest lower weight.
Age
Repetitions
<24
12
25-29
11
30-32.5
10
32.5-35
9
36-37.5
8
37.5-40
7
41-42.5
6
42.5-45
5
46-47.5
4
>47.5
3
Abdominal Sit -Up
Crunch type sit-up where shoulders are raised approximately 30 degrees off floor.
Arms are folded across chest.
Age 20-29 30-39 40-49 50-59 60+
38 35 29 24 19
I-9 Physical Fitness Page 11 of 11
4/18/2011