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Resolution No. 2014-045 (2)STAFF REPORT �c JUL I 20 U ',4 CITJU CLERK STAFF REPORT CITY ADMINISTRATION DATE: July 15, 2014 TO: Honorable Mayor and City Council FROM: Mark C. Whitworth, City Administrator -- RE: (1) A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF VERNON APPROVING THE MEMORANDUM OF UNDERSTANDING BY AND BETWEEN THE CITY OF VERNON AND THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS LOCAL 47 FOR THE PERIOD OF JULY 1, 2014 THROUGH JUNE 30, 2016 (2) A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF VERNON AMENDING EXHIBIT A OF RESOLUTION NO. 2013-57, REGARDING THE COMPENSATION, COSTS AND BENEFITS OF ITS EMPLOYEES ("CITYWIDE PERSONNEL AND SALARY RESOLUTION") (AMENDMENT NO.10) Recommendations It is recommended that the City Council: 1) Find that approval of the resolutions proposed in this staff report are exempt under the California Environmental Quality Act (CEQA) in accordance with Section 15061(b)(3), the general rule that CEQA only applies to projects that may have an effect on the environment. 2) Adopt the attached resolution approving the Memorandum of Understanding by and between the City of Vernon and the International Brotherhood of Electrical Workers Local 47 ("IBEW") for the period of July 1, 2014 through June 30, 2016. 3) Adopt the attached resolution amending Exhibit A of the Citywide Personnel and Salary Resolution effective June 29, 2014, implementing the changes set forth in the 2014-2016 Memorandum of Understanding between the City of Vernon and IBEW. Background On June 17, 2013, pursuant to the City of Vernon Employer -Employee Relations Resolution (Resolution No. 4027), the City formally recognized IBEW as an employee organization for purposes of collective bargaining. On June 18, 2014, the City and IBEW Local 47 concluded labor negotiations regarding wages, benefits and working conditions for the 2014-2016 Memorandum of Understanding ("MOU"). This report recommends City Council approval of the benefits and contract language incorporated into an agreement with IBEW Local 47. Attached as Exhibit A to the Resolution is the MOU for employees in classifications represented by IBEW, which incorporates mutually agreed upon provisions. The MOU covers the period of July 1, 2014 through June 30, 2016. Members of City staff and representatives of IBEW met and conferred in good faith, and reached agreement on the proposed contract language, subject to the approval of the City Council. Key provisions of the proposed MOU are: • Effective June 29, 2014, (the beginning of the pay period including July 1, 2014), establish new salary ranges for employees represented by IBEW based upon the results of the City wide classification and compensation study at the 75s' percentile, and consistent with the proposed 5x5 grade and step pay plan. • Effective June 29, 2014, (the beginning of the pay period including July 1, 2014), employees represented by IBEW shall be placed at the new grade and step that is closest to, but not lower than their current salaries. • Effective the beginning of the pay period including January 1, 2015, the base salaries for employees represented by IBEW shall be increased by 1.5%. • Effective the beginning of the pay period including July 1, 2015, the base salaries for employees represented by IBEW shall be increased by 1.5%. • Effective the beginning of the pay period including July 1, 2015, employees represented by IBEW who, in the discretion of the Director of Gas & Electric and in accordance with the City's Performance Evaluation Policy, have attained one year of satisfactory service shall receive a one-time 5% merit increase. Future merit increases after June 30, 2016 shall remain at the sole discretion of the City Council. The July 1, 2015 merit increase date shall not alter an employee's classification anniversary date. • Effective July 1, 2014, sick leave shall not count toward time worked for purposes of calculating overtime. • Effective July 1, 2014, the $35.00 per month Auto Insurance benefit paid to employees shall be discontinued. • Discontinuation of longevity benefits for employees hired after December 31, 2013. • Christmas Eve and New Year's Eve shall be granted as additional recognized holidays, subject to the limitation that holidays are not recognized if they fall on a Friday or Saturday. • Effective January 1, 2015, IBEW employees enrolled in an Employee plus Spouse or Employee plus Children tiered medical plan shall receive an additional employer contribution of $50.00 per month. Employees enrolled in an Employee plus Family tiered medical plan shall receive an additional employer contribution of $100.00 per month. • Establishment of employee grievance and disciplinary appeal procedures. Amendment to Exhibit A of the Citywide Personnel and Salary Resolution effective June 29, 2014 In order to implement the salary pay changes set forth above, staff recommends that City Council approve and adopt the attached resolution amending Exhibit A of the Citywide Personnel and Salary Resolution effective June 29, 2014. Fiscal Imuact The total additional estimated cost to adopt the 2014-2016 Memorandum of Understanding between the City and IBEW is approximately $656,000. The approximate cost for fiscal year 2014-2015 is $458,500, and has been included in the City budget for FY 2014-2105. RESOLUTION NO. A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF VERNON APPROVING THE MEMORANDUM OF UNDERSTANDING BY AND BETWEEN THE CITY OF VERNON AND THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS LOCAL 47 FOR THE PERIOD OF JULY 1, 2014 THROUGH JUNE 30, 2016 WHEREAS, the International Brotherhood of Electrical Workers Local 47 ("IBEW") has been recognized as an employee organization pursuant to the City of Vernon Employer -Employee Relations Resolution (Resolution No. 4027); and WHEREAS, the City and IBEW have concluded labor negotiations regarding wages, benefits and working conditions for period of July 1, 2014 through June 30, 2016; and WHEREAS, representative members of the IBEW and the City have agreed to execute a Memorandum of Understanding ("MOU") setting forth certain terms and conditions for employment of City of Vernon employees in classifications represented by the IBEW, for the period of July 1, 2014 through June 30, 2016; and WHEREAS, the City Council desires to approve the MOU. NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF VERNON AS FOLLOWS: SECTION 1: The City Council of the City of Vernon hereby finds and determines that the above recitals are true and correct. SECTION 2: The City Council of the City of Vernon finds that this action is exempt under the California Environmental Quality Act (CEQA), in accordance with Section 15061(b)(3), the general rule that CEQA only applies to projects that may have an effect on the environment. SECTION 3: The City Council of the City of Vernon hereby approves the Memorandum of Understanding between the City of Vernon and the International Brotherhood of Electrical Workers Local 47, in substantially the same form as attached hereto as Exhibit A. SECTION 4: The City Council of the City of Vernon hereby instructs 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, including but not limited to, any nonsubstantive changes to the MOU attached herein. 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 Stan Stosel, IBEW Local 47 Senior Assistant Business Manager. - 2 - SECTION 6: The City Clerk, or Deputy City Clerk, of the City of Vernon shall certify to the passage, approval and adoption of this resolution, and the City Clerk, or Deputy City Clerk, of the City of Vernon shall cause this resolution and the City Clerk's, or Deputy City Clerk's, certification to be entered in the File of Resolutions of the Council of this City. APPROVED AND ADOPTED this 15th day of July, 2014. Name: Title: Mayor / Mayor Pro-Tem ATTEST: City Clerk / Deputy City Clerk APPROVED AS TO FORM: Zaynaq Nbgssa. Deputy City Attorney - 3 - STATE OF CALIFORNIA ) ) ss COUNTY OF LOS ANGELES ) I, , City Clerk / Deputy City Clerk of the City of Vernon, do hereby certify that the foregoing Resolution, being Resolution No. 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, July 15, 2014, and thereafter was duly signed by the Mayor or Mayor Pro-Tem of the City of Vernon. Executed this day of July, 2014, at Vernon, California. (SEAL). - 4 - City Clerk / Deputy City Clerk i EXHIBIT A Preamble .... Section 1: Section 2: Section 3: Section 4: Section 5: Section 6: Section 7: TABLE OF CONTENTS MEMORANDUM OF UNDERSTANDING ARTICLE ONE: FUNDAMENTALS Recognition................................................................................................. 7 NoDiscrimination........................................................................................ 7 NoStrikes or Lockouts.................................................................................7 City/Union Meetings.................................................................................. 7 UnionBusiness............................................................................................7 ManagementRights......................................................................................9 EmployeeRights........................................................................................... 10 ARTICLE TWO: LEGAL LIMITATIONS, SAVINGS CLAUSE& TERM Section 1: Legal Limitations and Savings Clause......................................................... 11 Section2: Term..............................................................................................................11 Section 3: Maintenance of Existing Conditions............................................................. 11 Section 4: Modification and Waiver.............................................................................. 12 Section5: Severability ................................................................................................... 12 ARTICLE THREE: ORGANIZATIONAL SECURITY Section 1: Organizational Security................................................................................ 13 Section 2: Contracting Out Provision............................................................................ 14 ARTICLE FOUR: COMPENSATION Section1: Salaries.......................................................................................................... 15 Section2: Merit Steps...................................................................................................15 Section 3: Temporary Upgrade Pay — Special Assignment ......................................... 15 2 Section4: Bilingual Pay.................................................................................................16 Section5: Longevity Pay...............................................................................................16 Section6: Promotions...................................................................................................17 Section 7: Reclassification.............................................................................................. 17 ARTICLE FIVE: OVERTIME Section 1: Overtime Authorization. Section 2: Overtime Compensation Section 3: Comp Time .................... Section 4: Call Backs ..................... ARTICLE SIX: UNIFORMS, ALLOWANCE AND SAFETY EQUIPMENT Section1: Uniforms....................................................................................................... 21 Section 2: Safety Boot/Shoe Allowance........................................................................ 21 ARTICLE SEVEN: HEALTH AND WELFARE BENEFITS Section1: Medical.......................................................................................................... 22 Section2: Cafeteria Plan................................................................................................ 22 Section3: Dental........................................................................................................... 23 Section4: Vision............................................................................................................ 23 Section 5: Life Insurance ................................................... :............................................ 23 Section 6: Deferred Compensation................................................................................. 23 Section 7: Other City Employee Programs.................................................................... 24 ARTICLE EIGHT: RETIREMENT Section1: P.E.R.S......................................................................................................... 25 Section 2: P.E.R.S. Supplemental Plans......................................................................... 25 3 Section 3 Section 1: Section 2: RetireeMedical.............................................................................................. 25 ARTICLE NINE: HOLIDAYS Holidays........................................................................................................ 27 In -Lieu Holidays............................................................................................ 28 ARTICLE TEN: VACATION Section1: Vacation Leave............................................................................................... 29 Section 2: Vacation Accumulation.................................................................................... 29 Section 3: Scheduling of Vacation.................................................................................... 29 ARTICLE ELEVEN: SICK LEAVE Section1: Sick Leave...................................................................................................... 31 Section2: Family Sick Leave............................................................................................ 32 ARTICLE TWELVE: LEAVE BENEFITS Section1: Jury Duty........................................................................................................ 33 Section 2: Military Leave of Absence............................................................................... 33 Section 3: Bereavement Leave.......................................................................................... 33 ARTICLE THIRTEEN: WORK SCHEDULE AND WORKING CONDITIONS Section1: Provisions........................................................................................................ 35 Section 2: 4/10 Work Schedule......................................................................................... 35 Section3: DuPont Schedule.............................................................................................. 35 Section4: Standby Policy.................................................................................................. 36 Section 5: Performance Evaluations.................................................................................. 37 ARTICLE FOURTEEN: GRIEVANCE PROCEDURE GrievanceProcedure................................................................................................................. 38 2 ARTICLE FIFTEEN: DISCIPLINE PROCEDURE DisciplineProcedure................................................................................................................. 40 ARTICLE SIXTEEN: JOINT LABOR MANAGEMENT COMMITTEE Joint Labor Management Committee Signatures ................................. ....................................................................... 44 SIGNATURE PAGE 61 .............................................................. 45 MEMORANDUM OF UNDERSTANDING BETWEEN CITY OF VERNON AND INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS (IBEW) PREAMBLE This Memorandum of Understanding ("MOU") is entered into with reference to the following facts: A. Representatives of management for the City of Vernon (hereafter "City") and representatives of the International Brotherhood of Electrical Workers, Local # 47 (hereafter "Union") have met on a number of occasions and have conferred in good faith exchanging proposals concerning wages, hours, fringe benefits and other terms and conditions of employment of employee/members represented by the Union in the Utility Unit. B. The management representatives and the representatives of the Union have reached an understanding as to certain recommendations to be made to the City Council for the City of Vernon and have agreed that the parties hereto will jointly urge said Council to adopt one or more resolutions which will establish the provisions regarding wages, hours, fringe benefits and other terms and conditions of employment contained in these joint recommendations. C. This MOU incorporates, contains and represents all of the terms and conditions agreed upon by both parties as of July 1, 2014. Any previous agreements/practices which are contrary to the language in this MOU shall be null and void. THEREFORE, the representatives of the City and the Union agree as follows: The parties hereto have jointly recommended to the City Council of the City of Vernon that one or more salary resolutions be adopted effectuating the following provisions related to salaries, fringe benefits and other terms of employment for IBEW Union members. . ARTICLE ONE FUNDAMENTALS Section 1: Remnition The City recognizes the International Brotherhood of Electrical Workers, Local 47 ("Union") as the certified majority representative of the employees, comprised of Addendum A, as the exclusive representative of the employees for purposes of collective bargaining for all terms and conditions within this Memorandum of Understanding. Section 2: No Discrimination The provisions of this Memorandum of Understanding shall be applied equally to all employees covered hereby. Neither the City nor the Union shall discriminate against any individual, or employee with respect to his/her compensation, terns, condition, or privileges of employment or because of an individual's race, color, sex, religion, national origin, age, marital status, disability, pregnancy, sexual orientation, political or religious opinions or affiliations, or membership or non -membership in the Union. Section 3: No Strikes or Lockouts Both the City and the Union recognize the continuing obligation to provide electrical and water service to the City of Vernon. Accordingly, during the term of this agreement, the Union, its officers, agents, representative and/or members agree they will not cause, condone or participate in any strike, walk out, work stoppage, job action, slowdown or sickout, including compliance with a request of other labor organizations to engage in any or all of the preceding activities. During the term of this agreement, the City agrees it will not lockout employees represented by the Union. Section 4: City/Union Meetines Representatives from the Union and the City shall meet as needed to discuss issues of mutual concern. Section 5: Union Business A. Access to Facilities Except as specifically identified in Section C below, all Union business will be conducted by employees and Union representatives outside of established work hours. Nothing herein shall be construed to prevent a Union representative or an employee from contacting the Human Resources Director or other management representatives regarding personnel related matters during work hours. The authorized Union Business Agent shall be given access to work locations during working hours provided that prior to visiting any work location the Union representative shall: Obtain authorization for the visit from the Human Resources Director or designee. In the event the requested time and/or location of such visit by the Union Business Agent is denied because it would interfere with the operations of the department, the Human Resources Director or designee shall consult with the Union Business Agent regarding availability and set an alternative time and/or location for such visit within seventy-two (72) hours of the request. The Union may schedule meetings in the City facilities at such times these facilities are not in use by submitting a written request to the Human Resources Director or designee, which shall include the date, time, and number of people expected. Approval will be granted in the same manner as it is granted to other organizations. B. Shop Stewards The City agrees to recognize up to three (3) Stewards appointed by the Union. The Union shall notify the City in writing of the names of each Steward . C. Union Business The Stewards shall be allowed release time during their regular work hours to conduct Union related business as necessary provided it does not unreasonably interfere with the Stewards' and/or employees' regular work duties. If a Steward must leave his/her work location to conduct Union related business, he/she shall first obtain authorization from his/her supervisor to do so. Authorization to leave will be granted unless such absence would be unreasonable. If such authorization cannot be granted promptly, the Steward will be informed when time can be made available. To the extent reasonable and compatible with City operational needs, such time will not be more than forty-eight 48 hours, excluding scheduled days off and/or legal holidays, after the time of the Steward's request unless otherwise mutually agreed upon. For purposes of this section, "Union Business" shall include grievance investigations, meetings with management called by management or the Steward, investigatory meetings where an employee has requested a Steward, contract/MOU negotiations, meetings with Human Resources involving personnel or labor relations matters, council meetings, health insurance committee meetings, and meetings of any other committees established by the City that involve matters directly pertaining to the bargaining unit with regard to said committees. Any Steward seeking leave time for Union business for tasks not listed in this section shall obtain authorization from the Human Resources Director or designee. The City agrees to allow all employees of the bargaining unit paid release time to attend a Union meeting on site at the City up to twice per year, up to one 1 hour per meeting. The City agrees to provide a total of 3 days (up to 36 hours) of paid release time per year for employees selected by the Union to attend a Union -sponsored Steward seminar or training located in Southern California. The Union shall provide the City at least ten (10) calendar days prior written notice of the request to release the selected employees for the seminar. Such request shall include the date and start/end time of the seminar. City vehicles may be made available upon request subject to availability and the City's vehicle use policy. Release time as provided for in any of the above sections shall not result in the City incurring any overtime. Section 6: Manaeement Riehts The City retains all of its exclusive rights and authority under Federal and State Law and the City Code, and expressly and exclusively retains its management rights, which include, but are not limited to: ■ The exclusive right to determine the mission of its constituent departments, commissions, and boards; ■ Set standards and levels of service; and to expand or diminish services; ■ Determine the procedures and standards of selection of employment and promotions; ■ Direct its employees; ■ Establish and enforce dress and grooming standards; ■ Relieve its employees from duty because of lack of work or other lawful reasons subject to the layoff procedure set forth in this memorandum of understanding; ■ Maintain the efficiency of government operations; ■ Determine the methods, means numbers, and kinds of personnel by which government operations are to be conducted; ■ Determine the content and intent of job classifications; ■ Determine methods of financing; ■ Determine style and/or types of City issued wearing apparel, equipment, or technology to be used; ■ Determine and/or change facilities, methods, technology, means, organizational structure, size, and composition of the work by which the City operations are to be conducted; ■ Determine and change the number of locations and types of operations, processes and materials to be used in carrying out all City functions including, but not limited to, the right to contract for or subcontract any work or operations of the City subject to the Contracting Provision set forth in this memorandum of understanding; 9 ■ To assign work to and schedule employees in accordance with requirements as determined by the City and to establish and change work schedules and assignments upon reasonable notice; ■ Establish and modify productivity and performance programs and standards; ■ Discharge, suspend, demote, reprimand, withhold salary increases and benefits, or otherwise discipline employees for cause in accordance with applicable laws and with the provisions of this MOU, and in accordance with Article XV — Discipline Procedure. ■ Take all necessary actions to carry out its mission in emergencies; and ■ Exercise complete control and discretion over its organization and the technology of performing its work. The Union expressly and specifically agrees that except to the extent that the City's rights are expressly limited by the terms of this Agreement, the Union waives any and all of its rights to meet and confer on any of the City's rights; provided, however, that if the exercise of these rights impacts wages, hours, or terms and conditions of employment, the City will meet and confer on the effect of its actions. This will occur prior to implementation except in emergency circumstances as defined in law. The agreement to meet and confer over the effect of the exercising of a City right shall not in any way impair the right of the City to exercise and implement any of its rights. Section 7: EmMovee Riahts The City and Union mutually recognize and agree to fully protect the rights of all employees covered by this MOU to join and participate in the activities of the Union and corresponding rights of covered employees to refrain from joining and participating in the activities of the Union. The City agrees that no employee shall be interfered with, intimated, restrained coerced or discriminated against because of the exercise of these rights. C[o' ARTICLE TWO LEGAL LIMITATIONS, SAVINGS CLAUSE, AND TERM Section 1: Legal Limitations and Savines Clause It is understood and agreed that this Memorandum of Understanding (including, but not limited to, the provisions of the Fair Labor Standards Act) and any and all Resolutions or Ordinances adopted in implementation thereof are and shall be subject to all present and future applicable federal and state laws and regulations and shall be effective and implemented only to the extent permitted by such laws and regulations. If any part of this Memorandum of Understanding or of any Resolution or Ordinance adopted in implementation thereof is in conflict or inconsistent with any such applicable provisions of federal and state laws or regulations or otherwise held to be invalid or unenforceable by any tribunal of competent jurisdiction, such part or provision shall be suspended and superseded, and such applicable laws and regulations and the remainder of this Memorandum of Understanding shall not be affected thereby and shall remain in full force and effect. The parties further agree to meet and confer for purposes of negotiating an alternative to any provision declared invalid or unenforceable. Section 2: Term (a) Except as otherwise provided herein, this Memorandum of Understanding shall be in full force and effect from July 1, 2014, and shall remain in full force and effect up to and including midnight, the 30th day of June 2016, or until the next Memorandum of Understanding becomes effective. (b) This Memorandum of Understanding shall be binding on the City and the Union when approved and adopted by the City Council. Except as otherwise provided in Article IV, Section F, herein, the City and the Union agree to submit proposals for any changes related to wages, benefits and/or other terms of and conditions of employment affecting this Memorandum of Understanding between February 1, 2016 and March 1, 2016. Section 3: Maintenance of Existing Conditions Any employment policy, practices and/or benefits, including the alternative workweek schedule and overtime compensation are incorporated into this Memorandum of Understanding, unless otherwise stated herein. In the event of a conflict between the Memorandum of Understanding and an existing policy and/or practice, this Memorandum of Understanding shall govern. 11 Section 4: Modification and Waiver The City reserves the right to add to, delete from, amend or modify the Administrative rules, the City Municipal Code, and the City's Personnel Policies and Procedures Manual during the term of the Memorandum of Understanding, subject to the requirements of the Meyers-Milias-Brown Act. Section 5: Severability In the event that a court finds any provision(s) of this Memorandum of Understanding to be invalid or unenforceable, the parties intend that the remaining provisions remain in effect. The parties further agree to meet and confer for purposes of negotiating an alternative to any provision declared invalid or unenforceable. 12 ARTICLE THREE ORGANIZATIONAL SECURITY Section 1: Or¢anizational Securi Upon the voluntary written authorization of bargaining unit employees, the City shall deduct and remit to the Union the Union's initiation fee and periodic dues for members of the Union. Any unit member who is not a member of the Union, or who does not make application for membership within thirty (30) days following the effective date of this paragraph, or, for those hired after the effective date of this paragraph, within thirty (30) days from the commencement of duties, shall become a member of the Union or pay to the union a fee in an amount equal to the Union's periodic dues: provided, however, that the unit member may authorize payroll deductions for such fee in the same manner as provided in the paragraph above. Dues withheld by the City shall be transmitted to the Union Officer designated in writing by the Union as a person authorized to receive such funds, at the address specified. The parties agree that the obligations herein are a condition of continued employment for unit members. The parties farther agree that the failure of any unit member to remain a member in good standing of the Union or to pay the equivalent of Union dues during the term of this agreement shall constitute, generally, just and reasonable cause for termination. The City shall not be obligated to put into effect any new, changed or discontinued deduction until a pay period commences fifteen (15) working days or more after such submission. No unit member shall be required to join the Union or to make an agency fee payment if the unit member is an actual verified member of a bona fide religion, body, or sect which has historically held conscientious objections to joining or financially supporting employee organizations; this exemption shall not be granted unless and until such unit member has verified the specific circumstances. Such employee must, instead, arrange with the Union to satisfy his/her obligation by donating the equivalent amount to a non -labor, non -religion charitable fund, tax exempt under section 501(c)(3) of the Internal Revenue Code, chosen by the employee. Whenever a unit member becomes delinquent in the payment of dues or fees, the Union shall give the unit member written notice thereof and fifteen (15) days to cure the delinquency; a copy of said notice shall be forwarded to the Human Resources Department.. In the event the unit member fails to cure said delinquency, the Union shall request, in writing, that the City initiate termination proceedings. The termination proceedings shall be governed by applicable state laws and are specifically excluded from the Grievance/Appeal/Arbitration procedures. The City shall not deduct money specifically earmarked for a PAC or other political activities unless such deduction is affirmatively, separately and specifically authorized in writing by the unit member. The Union shall keep an adequate itemized record of its financial transactions. and shall make available annually to the City and, upon request, to the employees who are members of the unit, o within sixty (60) days after the end of its fiscal year, a detailed written financial report in the form of a balance sheet and an operating statement, certified as to accuracy by its president and 13 treasurer or principal officer, or by a certified public accountant. A copy of financial reports required under the Labor -Management Disclosure Act of 1959, or Government Code section 3546.51 shall satisfy this requirement. The Union will defend, indemnify and hold harmless the City of Vernon from any loss, claim, liability or cause of action arising out of the operation of this article. Upon commencement of any such legal action, the Union shall have the right to decide and determine litigation, settlement, and/or appeal strategy. Any such decision on the part of the Union shall not compromise or diminish the Union's indemnification obligations under this agreement. The City, immediately upon receipt of notice of such legal action shall inform the Union of such actions, provide the Union with all information, documents, and assistance necessary for the Union's defense or settlement of such action and fully cooperate with the Union in providing all necessary witnesses, experts and assistance necessary for such defense. The Union, upon compromise or settlement of such action, shall immediately pay the parties to such action all sums due under such settlement of compromise. The Union, upon final order and judgment of a court or administrative body of competent jurisdiction awarding damages to any prevailing party, shall pay to such party all sums owing under such order and judgment. Section 2: Contracting Out Provision The City and the Union share a common interest in maintaining the stability and the security of the City's workforce. As such, the City agrees to notify the Union prior to any decision to contract with an outside party if such contracting out will have a significant, long-term impact on work performed by employees in classifications represented by the Union. Such notification will be given before a decision to contract out is made, and the Union will have an opportunity to comment prior to a determination by the City to enter into contracting arrangements. If such contracting out will result in potential layoff of any unit member(s), the City shall meet and confer over the impact and effect such contracting out will have on the membership. This provision shall not apply to contracts already established at the time this MOU is adopted. W ARTICLE FOUR COMPENSATION Section 1: Salaries A. Effective June 29, 2014, (the beginning of the pay period including July 1, 2014), each employee represented in the IBEW Union shall be placed within the proposed grade and step pay plan as a result of the City wide classification and compensation study based upon the 75"' percentile (Attachment A), at the grade and step that is closest to but not less than his/her current base salary. B. Employees who are above the maximum recommended grade and step plan shall be Y- rated and their respective salaries frozen during the term of this contract. C. Effective the beginning of the pay period including January 1, 2015, employees represented in the IBEW Union (excluding Y-rated employees, subject to the exception set forth in subsection (E)) shall receive a 1.5% cost of living increase. D. Effective the beginning of the pay period including July 1, 2015, employees represented in the IBEW Union (excluding Y-rated employees, subject to the exception set forth in subsection (E)) shall receive a 1.5% cost of living increase. E. As of July 1, 2014, employees who are Y-rated at 4% or less above the maximum recommended grade and step plan shall be eligible to receive the cost of living increases set forth in in subsections (C) and (D) above. F. The City and the Union agree to a reopener no later than April 1, 2015 regarding the classification and compensation study of the Substation Technician classification pursuant to the annual review process of the application and maintenance of the classification and compensation plan. Section 2: Merit Steps Effective the beginning of the pay period containing July 1, 2015, employees who in the discretion of the Director of Gas and Electric and in accordance with the City's Performance Evaluation Policy, have attained one year of satisfactory service as of their immediately preceding classification anniversary date shall receive a one-time 5% merit increase during the term of this contract. Future salary increases to any said grade shall remain the sole discretion of the City Council. The July 1, 2015 merit increase shall not alter the employee's actual classification anniversary date. The 5% merit increase shall not exceed the maximum salary or step of the pay grade. Future merit increases to any said grade shall remain at the sole discretion of the City Council. Section 3: Temporary Uperade Pay — Special Assienment 15 Employees assigned to the Electric Operations Group who in the discretion of the Department Head or his/her designee, are authorized to assume the duties of a higher level position and who are temporarily assigned by the Department Head or his/her designee to perform the duties of said higher level position shall receive a temporary Utilities Systems Operation Premium (USOP) increase of five percent (5%) after a total of three (3) hours worked in the higher class within an assigned shift, retroactive to the first hour for those hours worked in the higher classification. An employee will not be reassigned for the purpose of avoiding the USOP within an assigned shift. The department head shall post a list of employees who are determined to be qualified for temporary upgrade. The list shall contain the title of each classification in which the employee is deemed eligible to perform at the higher level position. The employee shall have the option to decline the temporary upgrade. Section 4: Bilingual Pay An employee may be eligible to be compensated for bilingual pay if his/her regular job duties as described in his/her job description provide for interaction with the public on a regular basis. Employee must demonstrate proficiency in speaking Spanish (the ability to read and write in Spanish may also be tested if necessary). Proficiency would be determined by successful completion of a proficiency test administered by an agency or vendor approved by the Human Resources Department. Those employees who successfully demonstrate this skill would be eligible to receive an additional $125.00 per month for bilingual pay. Section 5: Longevity Pay A. Employees Hired on or Before June 30, 1994 Five (5)Years of Service All eligible employees who have five (5) years of consecutive uninterrupted service on or before July 1, 1986, shall receive an additional five percent (5%)per month of their base salary effective July 1, 1986, and every year thereafter until reaching the next step. Employees upon reaching their 5th anniversary date after July 1, 1986, shall be entitled to said five percent (5%)per month upon said anniversary date. Ten (10)Years of Service All eligible employees who have ten (10) years of consecutive uninterrupted service on or before July 1, 1987, shall receive an additional ten percent (10%)per month of their base salary effective July 1, 1987, and every year thereafter until reaching the next step. Employees upon reaching their loth anniversary date after July 1, 1987, shall be entitled to said ten percent (10%)per month upon said anniversary date. 16 Fifteen (15)Years of Service All eligible employees who have fifteen (15) years of consecutive uninterrupted service on or before July 1, 1988, shall receive an additional fifteen percent (15%) per month of their base salary effective July 1, 1988, and every year thereafter until reaching the next step. Employees upon reaching their 15th anniversary date after July 1, 1988, shall be entitled to said fifteen percent (15%)per month upon said anniversary date. Twenty (20)Years of Service All eligible employees who have twenty (20) years of consecutive uninterrupted service on or before July 1, 1989, shall receive an additional twenty percent (20%) per month of their base salary effective July 1, 1989, and every year thereafter. Employees upon reaching their 20th anniversary date after July 1, 1989, shall be entitled to said twenty percent (20%)per month upon said anniversary date. B. Employees Employed OnorAfter July 1 1994 and before December 31 2013 The longevity program described in this Section will apply to all employees employed on or after July 1, 1994 and before December 31, 2013. Five (5)Years of Service All eligible employees who are employed on or after July 1, 1994 and before December 31, 2013, who attain five (5) years of consecutive uninterrupted service shall receive an additional five percent (5%) per month of their base salary. Such employees upon reaching their 5th anniversary date shall be entitled to receive said five percent (5%) per month upon said anniversary date. Further, such employees will not be entitled to receive any additional percentage increase to their base salary for further service. This subsection shall only apply to employees hired on or after July 1, 1994 and before December 31, 2013. Section 6: Promotions Upon promotion, employees will be placed at the step within the grade for the position which results in at least a five percent (5) increase, except that such increase cannot extend beyond the top step of the range. Please refer to Personnel Policy II-3, Salary Plan Administration for specific terns and policy. Section 7: Reclassification In any case where a position is reclassified to a class with a salary grade having a higher maximum salary rate, and the incumbent meets the minimum qualifications for the new class, and 17 is in fact performing the full range of duties and responsibilities of the new classification, the incumbent shall be placed at the step within the new salary grade that is closest to his/her current salary and that would provide a minimum of a 5% increase, not to exceed the maximum of the grade. Consideration of the reclassification recommendation shall be based on competitive conditions and the City's ability to pay and shall be subject to approval by the City Council. Please refer to Personnel Policy Ii-2, Reclassification Plan for specific terms and policy. 18 ARTICLE FIVE OVERTIME Section 1: Overtime Authorization All overtime requests must have prior written authorization of a supervisor prior to the commencement of such overtime work. Where prior written authorization is not feasible, explicit verbal authorization must be obtained. Where verbal authorization is obtained, written authorization must be obtained as soon thereafter as practicable. Section 2: Overtime Compensation Employees will be paid overtime at time and a half (1.5) of their regular hourly rate for all eligible hours worked in excess of forty (40) hours in a single workweek. Time worked after four consecutive overtime hours of the employee's regular shift, shall be paid at the double time rate. Holidays (regular, in -lieu and floating), vacation time, compensatory time, paid jury duty leave, and bereavement leave shall count as time worked for the purposes of computing overtime. Sick leave, union leave, unpaid jury leave, disciplinary suspensions, and administrative leave shall not count as time worked for the purpose of computing overtime. Section 3: Compensatory Time In lieu of cash payment, an employee may request compensatory time for overtime worked. Accrual of compensatory time shall be limited at any point in time to a maximum of sixty (60) normal working hours. Compensatory time shall be calculated by multiplying the number of overtime hours worked by the appropriate factor of 1.5 or 2 times the regular hourly rate. A. Planned overtime shall be compensated as mutually agreed upon in advance by employee and employer. B. Scheduling of compensatory time requires prior management approval and must be preceded by a ten (10) day notice of intended use from the employee. Management may waive the ten (10) day notice in cases of emergency. Compensatory time off may be taken only in 15 minute increments. The ten (10) day notice requirement shall not apply to attendance at funerals; the employee will notify management as soon as the need to be absent for a funeral is known. W Section 4: Call Backs Emergency call back duty occurs when an employee is requested to report to duty on a non - regularly scheduled work shift. Emergency call back policy is applicable when an employee is requested to return to work after the employee's work day is completed and/or prior to when the employee is scheduled to begin his/her shift. Emergency call back does not occur when an employee is held over from his/her prior shift or is working planned overtime. An employee called back to duty shall be credited with a minimum.of four hours of work at the applicable overtime rate. Any hours worked in excess of four hours shall be credited for actual time worked at the applicable rate. During emergency call back, any paid sick leave hours taken during that week shall be counted as hours worked for the purpose of computing overtime. If the employee is called back to duty, his/her work time shall be credited commencing when the employee reports to work and shall conclude when the employee leaves work. 20 ARTICLE SIX UNIFORMS, ALLOWANCE AND SAFETY EQUIPMENT Section 1: Uniforms The City shall provide uniforms in accordance with departmental policy to all personnel who are required to wear uniforms while on duty. Uniforms issued by the City are considered as compensation and the value of such is reported to the Public Employees' Retirement System annually as special compensation. Section 2: Safety Boot/Shoe Allowance The City will provide a safety boot/shoe allowance of $150.00 payable in January of each year of the contract for those employees required to wear safety boots/shoes. The boots/shoes purchased must be appropriate to the employee's job classification and must meet applicable CAL -OSHA regulations and City/Departmental policies. Employees receiving the boot/shoe allowance are required to wear the prescribed boots/shoes at all times while on duty. Employees must maintain boots/shoes in proper condition to ensure employee safety. The City reserves the right to determine,if the boot or shoe is appropriate to job classification in conformance with applicable CAL -OSHA regulations and City/Departmental policies. 21 ARTICLE SEVEN HEALTH AND WELFARE BENEFITS Section 1: Medical The City offers various medical plans to employees. The City reserves the right to select, administer, or fund any fringe benefit programs involving insurance that now exist or may exist in the future. The City shall meet with the Union prior to any change of insurance carrier or method funding coverage for any fringe benefits listed in this article. Section 2: Cafeteria Plan The City and Union agree to a section 125 cafeteria plan (non-cashout), for this bargaining unit effective January 1, 2015. The City will adhere to the cafeteria plan requirements in accordance with IRS Section 125 regulations. The City shall provide to each employee in this bargaining unit a monthly allowance toward the cost of his/her medical plan as outlined in Subsection A through C below. In the event an employee does not exhaust nor exceed his/her monthly medical allowance, the employee shall be allowed to apply any unused portion towards the purchase of dental, vision, supplemental or ancillary plans offered through the City and approved by the Director of Human Resources. A. For employees enrolled in either the HMO or PPO (non-HSA) medical plans, the City shall pay up to $1,050 per month of the cost of the plan for employees and eligible dependents. The cost of any plan selected by the employee that exceeds $1,050 shall be paid by the employee through a pre-tax payroll deduction. B. Effective January 1, 2015 the City shall provide the Union an additional lump sum employer health benefit contribution in the amount of $56,500 to be applied toward monthly employee allowances during calendar year 2015 and 2016 only. 1. For calendar year 2015, employees enrolled in an Employee plus Spouse, or Employee plus Children tiered plan shall receive an additional employer contribution of $50.00 per month. 2. For calendar year 2015, employees enrolled in an Employee plus Family tiered plan shall receive an additional employer contribution of $100.00 per month. 3. For calendar year 2016, prior to the City's open enrollment period for the 2016 calendar year medical plans, the City shall identify the portion of the $56,500 lump 22 sum contribution unused as of December 31, 2015, and shall increase or decrease the additional employer contribution amounts specified in Subsections 1 and 2 above accordingly. C. For Employees enrolled in the PPO/HSA plan, the City shall pay up to 100% of the monthly cost of the plan for employees and eligible dependents, not to exceed $800 per month. In addition, for each employee enrolled in a PPO/HSA plan, annually the City shall make lump sum contributions to a health savings account (HSA) as follows: $1,500 in January, and $500 each in March, June and September. The cost of any PPO/HSA plan selected by the employee that exceeds $800 shall be paid by the employee through a pre- tax payroll deduction. Section 3: Dental: The City of Vernon provides a dental insurance plan to employees. In the event an employee does not exceed his/her monthly employer medical allowance, the employee shall be allowed to apply any unused portion toward the purchase of dental insurance for himself/herself and eligible dependents. The cost of any plan selected by the employee that exceeds his/her monthly employer medical allowance shall be paid by the employee through a pre-tax payroll deduction. Section 4: Vision The City of Vernon provides a vision care plan to employees. The City shall pay 100% of the cost of such a plan for employees only. 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. In the event an employee does not exceed their monthly employer medical allowance, the employee shall be allowed to apply any unused portion towards the purchase of additional provided coverage for vision care. Section 5: Life Insurance The City provides a $20,000 life insurance plan to employees. The City shall pay 100% of the cost of such plan for employees. The City's agreement to pay full or partial costs of said premiums shall not create or ripen into a vested right for said employee. In the event an employee does not exceed his/her monthly employer medical allowance, the employee shall be allowed to apply any unused portion towards the purchase of additional provided coverage for supplemental life insurance. Section 6: Deferred Compensation Employees are eligible to participate in the City's Deferred Compensation Program. 23 Section 7: Other City Employee Proarams Employees are eligible to participate in all City sponsored programs adopted by City Council Resolutions that are intended to benefit all employees in the areas of, but not limited to the following: • Computer loan purchase plan • Corrective eye surgery plan • Flexible Spending Plan • Hearing aid devise plan • Tuition reimbursement plan 24 ARTICLE EIGHT RETIREMENT Section 1: Public Employee Retirement System ("PERS") The City shall maintain its contract with the California Employees Public Retirement System (PERS) that provides IBEW employees with 2.7% at 55 PERS retirement benefit plan. As a result of the recent passage of AB 340, Public Employee Pension Reform Act(PEPRA), new Ca1PERS members hired on or after January 1, 2013 who meet the definition of new member under PEPRA, shall be provided a 2.0% at 62 PERS retirement benefit plan. IBEW members shall be responsible for paying 100% of their PERS employee's contributions. The City and Union agree to a reopener to discuss the impacts and effects if the applicable laws concerning PERS are amended during the term of this contract. Section 2: Supplemental PERS Retirement Benefits The City agrees to provide additional supplemental retirement benefits to IBEW employees under PERS as follows: • Gov't Code Section: 20042 — (Classic Members Only) One Year Final Compensation • New employees hired on or after January 1, 2013 who meet the definition of new member under PEPRA shall receive 3 Year Average Final Compensation • Gov't Code Section: 21024 - Military Service Credit as Public Service • Gov't Code Section: 21548 — Pre -Retirement Option 2W Death Benefit • Gov't Code Section: 21573 —Third Level of 1959 Survivor Benefits Section 3: Retiree Medical A. The City will pay up to the amount equivalent to the then current, lowest cost, employee only HMO insurance premium for the City's medical and/or dental insurance premium(s) for all full-time regular employees who retire at age sixty (6 0 ) or later, with at least twenty (20) years of continuous uninterrupted service. Retired employees will be permitted to enroll in a higher -cost plan and pay the amount in excess of the HMO equivalent. B.. All full-time regular employees with at least thirty (30) years of continuous uninterrupted service who retire before the age of sixty (60) years will be permitted to pay their medical and/or dental .insurance premiums, and, upon reaching the age of 25 sixty (60), the City will pay up to the amount equivalent to the then current lowest cost, employee only HMO medical and/or dental insurance premium(s). C. All full-time regular employees, who retire with aminimum often (10)years of continuous uninterrupted service with the City may pay the premium(s) for medical and/or dental insurance. D. All retiree medical and/or dental insurance benefits provided pursuant to subsections A, B, and C above, shall be for retired employees only and shall not include their spouses or other dependents. E. All retired employees who receive medical and/or dental insurance benefits pursuant to subsections A, B, or C above and who reach the age of sixty-five (65), are required to be enrolled in Medicare, and shall show proof of such enrollment, where upon the City's insurance policy will become supplemental coverage, if applicable. F. The City's obligation to make any payment under the retiree medical benefits program shall automatically terminate and cease upon the death of the retired employee. G. The offer of the retiree medical benefits is not a vested right for future years. Er ARTICLE NINE HOLIDAYS Section 1: Holidays A. All full-time employees, excluding employees assigned to the 12-hour rotating shift (Dupont Schedule) or any Resource Scheduler on the Tuesday through Friday schedule , shall be provided with the following holidays with pay subject to the provisions below. 1. Janua7 Is - New Year's Day 2. The 3` Monday in January — Martin Luther King, Jr. Day 3. The 3rd Monday in February — Presidents Day 4. March 315C — Cesar Chavez Day 5. The last Monday in May — Memorial Day 6. July 4`h — Independence Day 7. The first Monday in September — Labor Day 8. The second Monday in October — Columbus Day 9. November 11`h — Veterans Day 10. The 4`h Thursday in November — Thanksgiving Day 11. December 24`h — Christmas Eve 12. December 25d' — Christmas Day 13. December 31"—New Year's Eve 14. Such other days as may be designated as holidays by the City Council of the City of Vernon B. If an authorized holiday falls on a Sunday, the following Monday shall be treated as the holiday. Holidays falling on a Friday or Saturday, shall not be granted as an authorized holiday to employees. C. Temporary, and part-time employees are not eligible for paid holidays. D. An employee whose regular 4/10 shift assignment falls on an authorized holiday and who is required to work on that day shall be paid at his/her regular hourly rate of pay for the holiday, plus 2X (two times) his/her regular hourly rate of pay for the actual hours he/she was required to work on the authorized holiday. E. If New Year's Day or Christmas Day falls on a Friday or Saturday, and the 4/10 employee is required to work on that day, he/she shall not receive holiday pay (as set forth in subsection B above), but shall be paid 2X (two times) his/her regular hourly rate of pay for the actual hours he/she was required to work on that day. F. Employees assigned to the 12—hour DuPont Schedule and the Tuesday through Friday Resource Scheduler schedule shall not be eligible for Holiday pay, but shall instead receive forty-eight (48) hours of In -Lieu Holiday time subject to the provisions below. 27 Section 2: In -Lieu Holiday Time A. An employee regularly assigned to the 12-hour rotating shift (DuPont Schedule) whose duties are such that he/she does not receive the benefits of regular legal holidays, shall be granted 48-hours of In -Lieu Holiday time effective July 1st of each fiscal year. B. An employee regularly assigned to the classification of Resource Scheduler whose regular work schedule of Tuesday through Friday is such that he/she shall not receive the benefits of regular legal holidays of the City of Vernon shall be granted 120-hours of In -Lieu Holiday time effective July Ist of each calendar year. C. Such In -Lieu Holiday time shall only be granted so long as said employee is on the active payroll of the Department. D. In -Lieu Holidays must be taken prior to June 30`h of the fiscal year in which they are provided. Holidays may be taken as days off on dates desired by the employee subject to the approval of the Department Head or designee. E. Such In -Lieu Holidays not taken within the prescribed timeline, shall not be paid for unless the employee was continuously denied the opportunity to utilize them during the fiscal year for which such In -Lieu Holidays were granted. In that case only, the employee shall be paid for said In -Lieu Holidays not taken with his or her first payroll check on or after June 30th of the year in which the in -lieu holidays were granted, at his or her then regularly hourly rate of pay, excluding all other compensation computed in accordance with the applicable salary. F. An employee who resigns, retires, transfers into a 4/10 work schedule or is terminated shall not be entitled to any compensation for In -Lieu Holidays not taken unless previously denied. ARTICLE TEN VACATION Section 1: Vacation Leave All full-time employees shall accrue vacation according to the following schedule: 4/10 Schedule: Continuous Years of Service 15` year thru 41h year 5`h�year thru 9`h year 10 year thru 14`h year 15`h year thru 24`h year 25`h year and more Vacation Hours Earned 80 100 120 160 190 Bi-Weekly Accrual 3.08 3.85 4.62 6.16 7.31 12-Hour Rotation Shift (DuPont Schedule): is` year thru 9`h year 120 4.62 10` year thru 14`h year 160 6.16 15`h year and more 160 + one week's equivalent 6.16 salary on anniversary date and each anniversary date thereafter. Section 2: Vacation Accumulation A. Accumulation and carry-over of vacation leave shall be limited to a maximum of the number of hours the employee was eligible to accrue during the immediately preceding year. In or about January of each year, employees shall be compensated for unused accrued vacation benefit in excess of the allowed accumulated amount referenced above. B. No vacation leave shall be accumulated by employees while they are on an unpaid leave of absence or non -work related disability leave. C. In the event one or more City holidays fall within a vacation period, such holidays shall not be charged as vacation leave. D. Upon separation from City employment, compensation shall be paid for vacation leave which has been earned but not taken. Section 3: Scheduline of Vacation A. Vacation leave shall be scheduled with the approval of the Department Director or his or her designee by submitting a Leave Request Form in writing, within ten business days before the beginning of the vacation. Vacation leave requests for extended times (3 weeks or 29 more), unless an unforeseen emergency exists, shall be submitted at least thirty (30) days in advance of the beginning of the vacation. Vacations shall be approved subject to the needs of the department. The employee's seniority and wishes will be factors that are considered during the scheduling process. Non -earned vacation leave shall not be allowed. B. Vacation leave requests shall not be in excess of such leave actually earned at the time it is requested or in excess of the regular scheduled workweek. 01 ARTICLE ELEVEN SICK LEAVE Section 1: Sick Leave Employees shall accrue up to 80 hours of sick leave per calendar year, at a rate of 3.08 of sick leave hours per pay period. If the employee works, or is on regular paid status, less than a full year, the hours of sick leave will accrue on a pro rata basis. Employee shall only receive sick leave accrual while they are in a paid status. A. The City shall allow annual carry-over of sick leave hours up to a maximum accrual cap of 960 hours. This bank of carry-over would provide a cushion for longer -term illnesses and injuries. B. Employees will continue to accrue sick leave hours at the 80 hours per year rate, and any sick leave hours exceeding 960 will be compensated for at the end of the year at 50% of the employee's hourly rate. C. Sick leave shall be allowed only for actual illness or injury not arising out of and in the course of employment. If sick leave on account of illness or injury exceeds two (2) working days, the employee, prior to returning to work, shall submit a statement from a physician certifying that the employee's physical condition prevented the employee from performing the duties of said employee's position during the period of absence. All sick leave shall be approved by the department head. Notwithstanding the above, the City may require verification of sick leave use whenever it has reason to believe there is misuse, abuse or a pattern of abuse. D. Except as hereinafter provided, upon retirement or disability retirement pursuant to City Council approval, or under the State Employees' Retirement System or pursuant to the provisions of any applicable agreement between the City and a state retirement system, or upon death, accumulated and unused sick leave credit shall be paid on the following basis: a. Employees employed for a continuous period of five (5) years or more, but less than ten. (10) years, immediately preceding said retirement or disability retirement shall receive payment comparable to twenty-five percent (25%) of accumulated and unused sick leave. Upon the death of such person so employed for said continuous period immediately preceding said employee's death, the estate or beneficiary of the deceased shall receive said payment. b. Employees employed for a continuous period of ten (10) years or more immediately preceding said retirement or disability retirement shall receive payment comparable to fifty percent (50%) of accumulated and unused sick leave. Upon the death of such person so employed for said continuous period immediately preceding his death, the estate or beneficiary of the deceased shall receive said payment. 31 Section 2: Family Sick Leave (Kin Care) Employees may use in any calendar year the employee's accrued and available sick leave entitlement, in an amount not more than the sick leave that would be accrued during six months at the employee's then current rate of entitlement, for qualifying family illness as follows: Sick leave for family illnesses will be allowed only for the sickness of the spouse of, or the children of, or mother or father of, the employee living within the same household. In the case of joint custody of a child, illness of the child occurring at the other custodial parent's house may also qualify. All family sick leave shall be approved by the department head and a statement establishing the need for sick leave from a physician may be required as a condition of payment while on such leave. 32 ARTICLE TWELVE LEAVE BENEFITS Section 1: Jury Duty A. All regular full-time employees summoned to serve on jury duty shall be provided "Jury Duty Pay" and there shall be no loss of compensation. An employee will be compensated up to two weeks at full pay for jury duty. The employee must provide notice of the expected jury duty to his or her supervisor as soon as possible, but in no case later than 14 calendar days before the expected start date of the jury duty. B. An employee on call for jury duty is expected to report to work. An employee who is called in for jury duty does not have to report to work before or after appearing in court. All employees shall obtain verification of the hours of jury duty performed using verification forms as may be supplied by the court. C. Except as herein provided, employees shall remit to the City any compensation received for those days while on jury duty and shall receive regular pay for the time served. Employees shall be reimbursed by the City for the mileage portion of the jury duty compensation.. Jury duty performed on an employee's regular day off shall not be compensated by the City and the employee shall be entitled only to the jury's compensation for duty performed on such employee's regular day off. Employees assigned to jury duty on a City authorized holiday will be considered to have taken such a holiday and will receive regular holiday pay, but the employee shall be entitled to the jury compensation for duty performed on such holiday. D. For those employees working graveyard and swing shift, or other shifts starting at an early and/or late hour (i.e., 5:00 a.m. or 9:00 p.m.); Management shall reschedule the employee to a day shift with a start time ranging between 7:00 a.m. to 9:00 a.m. Monday thru Friday. This temporary reassignment shall be only for the duration of the jury duty. Reassignment of duties may also be made so that the employee may have more productive time prior to, and following release from, jury duty. Section 2: Military Leave of Absence Military leave shall be granted in accordance with the provisions of applicable federal mid state law. Every employee entitled to receive the benefits of military leave shall give his/her Department Director the opportunity, within the limits of the law and military necessity, to determine when such leave shall be taken. Section 3: Bereavement Leave Permanent full-time employees, regardless of period of service, may in the event of death or if death appears imminent, of any "immediate family member" as defined below including the equivalent relatives of a registered domestic partner, be allowed up to the equivalent of four (4) work days (40 or 48 hours, based upon the employee's regular work schedule) of bereavement leave without loss of salary. 33 Relative All Regular Employees Spouse 4 work days Child 4 work days Registered Domestic Partner 4 work days Step -Child 4 work days Parent 4 work days Step -Parent 4 work days Mother-in-law 4 work days Father-in-law 4 work days Grandchild 4 work days Step -Grandchild 4 work days Grandparent 4 work days Grandparent -in-law 4 work days Brother 4 work days Sister 4 work days Step -Sister 4 work days Step -Brother 4 work days Daughter-in-law 4 work days Son-in-law 4 work days Brother-in-law "See below Sister-in-law "See below The equivalent of four (4) work days will be provided for the death of a brother-in-law or sister-in-law of the employee or sibling of the employee's spouse. Bereavement leave is paid over a maximum of seven (7) work days and is paid in thirty minute increments. The bereavement leave begins on the first regularly scheduled workday as requested by the employee. If the employee learns of the death while at work, he or she is entitled to leave work immediately; this partial day leave will not be counted towards the bereavement leave. Bereavement leave must be authorized by the Department Director and must be utilized within 15 days of employee learning of the death, or of the date of foreseen imminent death of the immediate family member, unless special circumstances require that the leave begin at a later date. Such requests to the Department Director shall be made within 15 days of the employee learning of the death or of the date of foreseen imminent death and shall not be unreasonably denied. ARTICLE THIRTEEN WORK SCHEDULE AND WORKING CONDITIONS Section 1: Provisions The seven (7) day work period shall begin on Sunday at 12:00 a.m. and end on Saturday at 11:59:59 p.m. except as modified by management. In the event the City needs to adjust nay work schedule, the city agrees that no such modification will be conducted without first notifying;the effected employees a minimum of 10 days prior to the change unless agreed to by the effected employee(s) and the Director of Gas & Electric or designee. Section 2: 4110 Work Schedule The City agrees to continue the 4110 work schedule for employees assigned to work between Monday — Friday shifts. Section 3: DuPont Schedule The DuPont rotating shift plan provides 24/7 coverage of critical operational positions. This type of schedule has been utilized successfully in several United States industries in order to enhance workplace safety, provide additional rest for staff, decrease calls backs and allow for more shift coverage. 24-hour operation staff shall work a twelve hour shift. The DuPont schedule consists of 4 two -person crews rotating in 12 hour shifts day and night to provide 24/7 coverage. The DuPont schedule consists of a 4-week cycle during which where each team works as follows: • 4 consecutive night shifts, followed by 3 consecutive days off duty; • 3 consecutive day shifts, followed by 1 day off duty; • 3 consecutive night shifts, followed by 3 consecutive days off duty; • 4 consecutive day shifts, followed by 7 consecutive days off duty. • Day 1 typically begins on a Monday but it can be any day of the week. At the end of the cycle, the entire sequence starts over. • Crews are able to review schedules in advance for planning. Vernon Gas & Electric Utilities Dispatchers & Electric Operators are assigned to these shifts. 35 Section 4: Standbv Polic Stand-by time is that period of time other than the employee's regularly scheduled working hours when an employee, at the direction of his/her Department Head, is on standby duty. The Department Head shall post a list of employees who are determined to be qualified to perform stand -by -duty. The list shall contain the title of each classification in which the employee is deemed eligible to perform stand-by duty. The stand-by duty and period shall be defined by the Department Head. The stand-by list will be made available 72 hours, or as soon as practical, prior to the start of stand-by. 4/10 Schedule The stand-by rotation list for employees working the 4/10 work schedule will first be filled through volunteers from the respective classification, and then from volunteers from other classifications who are deemed eligible for stand-by in that classification. If there are no volunteers available, employees shall be involuntarily placed on stand-by status pursuant to a rotational plan within the respective classification from the list of employees qualified to perform stand-by duties. DuPont Schedule The stand-by rotation list for employees working under the DuPont Schedule will be filled through a mandatory rotation list during the employees' 3 or 4-day off -cycle. Unless it is determined an emergency or voluntary basis, it is not the City's intent to place employees on stand-by during their scheduled 7-day off cycle under the DuPont Schedule. Stand-by duty employees are free to engage in personal business and activities. However, in order to be eligible for stand-by duty and pay, employees must: A. Be ready to respond immediately. B. Be reachable by City -issued cell phone. C. Be able to report to work within one (1) hour of notification. D. Refrain from activities that might impair their ability to perform assigned duties. This includes, but is not limited to, abstaining from the consumption of any alcoholic beverage and the use of any illegal drug or incapacitating medication. E. Respond to any call back during the assigned standby duty. Employees on stand-by shall receive two (2) hours of regular straight time compensation for each day that the employee is assigned stand-by. On City recognized Holidays, employees on stand-by will be compensated four (4) hours of straight time compensation. An employee assigned to stand-by who is not available to report may be subject to 36 appropriate disciplinary action, unless he/she provides sufficient notice to his/her immediate supervisor of incapacity to respond prior to the call back so that appropriate arrangements can be made so that the stand-by duty is covered. Section 5: Performance Evaluations It is agreed that an employee is not required to sign his/her Performance Evaluation when first presented with it. The employee's signature is an acknowledgment that the performance appraisal was discussed. The signature does not necessarily mean that the employee agrees with evaluation content. If there is a refusal to sign a performance evaluation, the supervisor shall note on the performance evaluation the refusal of the employee to sign. The employee may enter remarks in the space provided or attach a separate written response specific to the evaluation within ten calendar days of the employee's receipt of the Performance Evaluation. An employee shall receive a copy of the performance evaluation and the department may place a copy in an internal file. Please refer to Personnel Policy IV-1, Performance Evaluations for detailed procedures and policy. 37 ARTICLE FOURTEEN GRIEVANCE PROCEDURE Definition A grievance shall be defined as an allegation by an employee or the Union of misinterpretation, misapplication or violation of a particular provision of this MOU, City policy, rule or past practice. Days Days shall be defined for the purposes of this Article as any day in which the City Hall is open to the public for the general conduct of business. Step One - Immediate Supervisor Within eight (8) days of the date the employee(s) knew or reasonably should have known of the incident giving rise to the grievance, the employee(s) or the Union shall initiate the grievance procedure by explaining the situation orally or in writing to the immediate supervisor of the affected employee(s). The Union and/or employee(s) waives the right to proceed with the grievance if the grievant does not initiate the procedure by this deadline. After the presentation of the grievance to the supervisor, the supervisor shall make a decision and present his/her decision, in writing, to the Union and employee(s) within five (5) days. Step Two - Department Head If the Union or employee(s) is not satisfied with the decision of the immediate supervisor, the grievant shall present the grievance, in writing, to the Department Director within five (5) days of the decision of the immediate supervisor. The Union and/or employee(s) waives the right to proceed with the grievance if the grievant(s) does not act by this deadline. Within five (5) days, the Department Director, or the designee of the Department Director, shall meet with the Union or employee(s) to hear the grievance. Within five (5) days of hearing the grievance, the Department Director or designee shall present his/her decision, in writing, to the Union and employee(s) with copies to the Human Resource Director and the City Administrator. Step Three — City Administrator/Advisory Arbitration If the Union or employee(s) is not satisfied with the result of the meeting with the Department Director, the grievant may request that the matter be heard by the City Administrator or designee, or the Union may choose to have the matter heard by an impartial hearing officer (arbitrator). Should the matter be submitted directly to the City Administrator or designee, he/she shall meet with the Union and/or employee(s) within eight (8) days of receipt of the grievant's written notice. If the Union and/or employee(s) elects to have the matter heard by the City Administrator or designee, the Union and/or employee(s) waives the right to have the matter heard by an arbitrator. Within eight (8) days of hearing the grievance, the City Administrator shall provide his/her decision, in writing, to the Union and employee(s). The decision of the City Administrator 9M shall be final and binding. If the Union elects arbitration, costs of the arbitration shall be shared equally between the Union and the City. A court reporter shall be retained only by mutual consent of the parties. The costs of the arbitration, including the court reporter, shall be divided in half (i.e. 50/50) by the parties. Attorney fees, staff time and witness fees shall not be shared between the parties and shall be paid by the party that incurred the cost. If the Union elects arbitration, the City shall request a list of seven (7) arbitrators registered with the American Arbitration Association, California State Conciliation Service or some other mutually agreed upon source within ten (10) days of the Union's request. Upon receipt of the list, the parties shall alternately strike names from the list until a final name is selected as the hearing officer, with the Union striking first. The selected arbitrator shall serve as the hearing officer. All arbitration proceedings arising under the Grievance procedure shall be governed by the provisions of Title 9, Part 3, of the Code of Civil Procedure of the State of California. Within eight (8) days of receipt of the arbitrator's recommendation, the City Administrator shall provide his/her decision, in writing, to the Union and employee(s). The recommendation of an arbitrator shall be advisory to the City Administrator or designee. The decision of the City Administrator shall be final and binding. In the event the City Administrator does not adopt the arbitrator's recommendation, the City shall bear the full cost of the arbitrator's fee. Attorney fees, staff time and witness fees are excluded and shall be paid by the party that incurred the cost. All time limits specified in the procedure may be waived by mutual written agreement. 39 ARTICLE FIFTEEN DISCIPLINE PROCEDURE Definition Types of discipline include the following: suspension, demotion, reduction in pay or dismissal. For the purposes of this article, verbal counseling, written warning, written reprimand, voluntary demotions, and performance evaluations are not classified as discipline. The purpose of disciplinary actions are not intended to be punitive, but are defined as actions by management directed to the modification or cessation of employee conduct which is contrary to the best interests of the City and the public service. Disciplinary Actions The tenure of every City employee shall be based on reasonable standards of personal conduct and job performance. Failure to meet such standards shall be grounds for appropriate disciplinary action, which shall be commensurate with the seriousness of the offense and with consideration of the employee's work history file. Progressive discipline will be used; however, this does not preclude the City from taking disciplinary action, up to and including termination, for an incident for which there is no prior documentation as long as the disciplinary action is warranted and is based on just cause. The following procedures shall be followed when, in the judgment of the Department Director, an employee has committed an act or omission that justifies discipline. The Department Director or his/her designee shall advise employees of contemplated disciplinary actions in writing and allow the employee an opportunity to respond to such charges prior to taking final action. Disciplinary actions should be documented in the employee's official personnel file. Performance deficiencies documented in the employee's performance evaluation as "does not meet standards" may be the basis for disciplinary action if the employee fails to correct those performance deficiencies within the time period designated by his/her supervisor. To the extent possible, performance deficiencies or other causes for discipline will be documented in the employee's personnel file. Upon the City receiving authorization from the employee, the City will provide the Union with all written notices of discipline given to employees represented by Union. The written notice of discipline will also inform the employee that he/she has the right to consult with the Union with regard to the disciplinary action being taken. Disciplinary Procedure Prior to the suspension, demotion, reduction in pay or dismissal of any permanent employee for disciplinary purposes, the following procedures shall be followed: Written Notice of Proposed Action Written notice of the proposed disciplinary action shall be given to the employee. Such notice shall include the proposed effective date of the discipline, a statement of the reason(s) for the proposed action, including the rule or standard of conduct allegedly violated, the proposed discipline and the charge(s) being considered. Employee Review The employee shall be supplied with a copy of the documents or materials upon which the proposed disciplinary action is based. Employee Response/Pre-Disciplinary Conference The notice of proposed action shall state the date by which the employee must exercise the right to respond orally, in writing or both orally and in writing. The employee will be provided a reasonable period of time to respond, which shall be no sooner than five (5) days after the notice of proposed action is provided, or additional time as may be reasonable. This represents the pre - disciplinary opportunity for the employee to state any reasons that he/she believes the proposed action to be inappropriate. The date the employee is scheduled to respond may be adjusted by mutual agreement. Failure to respond by the assigned date will constitute a waiver of the right to respond. Any response will be fully considered before any final action is decided upon. The Pre -Disciplinary Conference does not need to be an evidentiary hearing. An employee has the right to have a representative of his or her own choosing at the conference. The City may conduct further investigation if the employee's version of the facts or new information raises doubts as to the accuracy of the City's information leading to the discipline proposal. Written Notice of Final Action After consideration of the employee's response, or in the absence of a response, written notice of the final disciplinary action shall be given to the employee. Such notice shall include essentially the same information contained in the notice of proposed action, except that the employee's formal appeal rights shall be stated. Emergencies When, in the opinion of the City, immediate disciplinary action is required to protect the health, safety or welfare of the public, other employees or the employee himself, the employee may be suspended without pay for up to three (3) days pending the processing of the written notice of proposed action as required in this article or may be suspended with pay pending the completion of such investigations or hearings as may be required to determine if disciplinary action is to be taken. If the charges and/or allegations are not sustained, the employee suspended without pay shall be entitled to reinstatement with full back pay and benefits. All back pay awards related to suspension, demotions and discharges shall include interest as set by Civil Code §§ 3287 et. seq.. 41 Appeal Procedures Major Discipline Any permanent employee in the classified service shall have the right to appeal any termination, suspension of thirty (30) hours or more, reduction in salary, or non -probationary demotion. The appeal process shall not be applicable to newly hired probationary employees. The appeal process shall not be applicable to performance evaluations, verbal and/or written reprimands. An employee desiring to appeal the discipline shall have ten (10) days after receipt of proposed notice of discipline. The employee's request for appeal must be addressed to the City Administrator and received in the Human Resources Division. The Human Resources Division shall date stamp the employee's appeal to verify the timeliness of the appeal. If, within the 10 day appeal period, the employee does not file the appeal, unless good cause for the failure is shown, the discipline shall be considered conclusive and shall take effect as prescribed. If the employee files a timely appeal, an arbitration appeal hearing shall be established as follows: 1. The employee shall file a written request with the Human Resources Division for arbitration to the City Administrator or designee. The City and Union will share equally share (i.e. 50150) the arbitration -related expenses, excluding attorney fees, expert witness(es) and staff time. 2. The City shall request a list of seven (7) arbitrators registered with the American Arbitration Association, California State Conciliation Service or some other agreed upon source within ten (10) days of the employee's request. Unless the parties agree to another method of selecting an arbitrator, the parties shall alternately strike one name from the list, with the employee striking first, until one name remains as the arbitrator. 3. The selected arbitrator shall serve as the hearing officer. 4. All time limits specified in the procedure maybe waived by mutual written agreement. 5. At the conclusion of the hearing, the arbitrator will submit his/her findings to the City and the employee. The opinion shall set forth findings of fact and conclusions. The decision of the Arbitrator will become final unless the City or the employee/union elects to pursue judicial review under CCP § 1094.5. Minor Discipline Any permanent employee shall have the right to appeal any suspension below the threshold of major discipline. The appeal process shall not apply to probationary employees. 42 If the problem cannot be resolved between the employee and the supervisor, the employee may, within ten (10) days from receiving notice of the proposed discipline, request and be granted an interview with the Department Director or his/her designee in order to discuss the appeal. The Department Director or designee shall render his/her decision in writing within fifteen (15) days of receiving the appeal. If the Department Director and employee are unable to arrive at a satisfactory solution, the employee may, within fifteen (15) days from the date of the decision by the Department Director, submit a written appeal to the City Administrator or designee. The City Administrator or designee will respond or schedule a meeting within fifteen (15) days. The City Administrator or designee shall render his/her judgment as soon after the conclusion of the hearing as possible and in no event later than thirty (30) days after conducting the hearing. His/her decision shall set forth which charges, if any, are sustained and the reasons therefore. The opinion shall set forth findings of fact and conclusions. The decision of the City Administrator shall be final. 191 ARTICLE SIXTEEN JOINT LABOR MANAGEMENT COMMITTEE The City and the Union will maintain a Joint Labor .Management (JLM) Committee comprised of at least eight (8) members. The City's team shall consist of representatives from the City Administrator's office, the Human Resources Department and the Gas and Electric Department. The Union shall provide four (4) members to sit on its committee, at least two of which must be employees of the City. Additional department and employee representatives may participate on the Committee to deal with departmental matters which may be addressed. This committee shall meet at least semi-annually to discuss matters of concern to both management and the Union and a written summary of each meeting shall be prepared by the City. The committee shall be authorized to schedule meetings more frequently than the semi-annual ones required herein in order to expeditiously respond to concerns properly before the committee. 2. The JLM shall be utilized to allow the parties to discuss matters affecting the workplace environment. 3. The JLM shall not be a means for participating in the meet and confer process as provided for by Government Code Sections 3500 et. Seq. The JLM's meetings shall not be "Meet and Confer" sessions as that term is used in Government Code Sections 3500 et. seq. 4. JLM consideration of proposed changes in terms and conditions of employment shall not occur and is not a condition precedent to the exercise by the City of its rights. SIGNATURE PAGE CITY OF VERNON Mark Whitworth City Administrator / "MERR" Teresa McAllister Director of Human Resources Kristen Enomoto Deputy City Administrator Alex Kung Economic Development Manager APPROVED AS TO FORM: Zaynah Moussa, Deputy City Attorney IBEW LOCAL 47 Pat Lavin Business Manager/Financial Secretary Stan Stosel Senior Assistant Business Manager John Baca IBEW Business Representative Willie Carram Committee Member Jorrie Estrada Committee Member Michael Hendrickson Committee Member APPROVED AND ADOPTED BY CITY COUNCIL ON PER RESOLUTION NO. ATTEST: Ana Barcia, Deputy City Clerk EE Dated: RESOLUTION NO. A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF VERNON AMENDING EXHIBIT A OF RESOLUTION NO. 2013-57 REGARDING THE COMPENSATION, COSTS AND BENEFITS OF ITS EMPLOYEES ("CITYWIDE PERSONNEL AND SALARY RESOLUTION") (AMENDMENT NO. 10) WHEREAS, on June 18, 2013, the City Council of the City of Vernon adopted Resolution No. 2013-57, regarding the compensation, costs and benefits of its employees, which has subsequently been amended by Resolution Nos. 2013-66, 2013-90, 2014-07, 2014-12, 2014-14, 2014-25, 2014-27, 2014-33 and 2014-43 (the "Citywide Personnel and Salary Resolution"); and WHEREAS, Exhibit A of the Citywide Personnel and Salary Resolution provides for positions and salary scales of positions within the City Departments; and WHEREAS, by memorandum dated July 15, 2014, the City Administrator has recommended that Exhibit A be amended to implement the changes set forth in the 2014-2016 Memorandum of Understanding between the City of Vernon and the International Brotherhood of Electrical Workers Local 47; and WHEREAS, the City Council of the City of Vernon desires to amend Exhibit A of the Citywide Personnel and Salary Resolution. NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF VERNON AS FOLLOWS: SECTION l: The City Council of the City of Vernon hereby finds and determines that the above recitals are true and correct. SECTION 2: The City Council of the City of Vernon finds that this action is exempt under the California Environmental Quality Act (CEQA), in accordance with Section 15061(b)(3), the general rule that CEQA only applies to projects that may have an effect on the environment. SECTION 3: Effective June 29, 2014, Exhibit A of the Citywide Personnel and Salary Resolution is hereby amended to revise the Citywide personnel classifications and compensation, a copy of which is attached hereto as Exhibit A. SECTION 4: The provisions of Resolution No. 2013-57, as amended by Resolution Nos. 2013-66, 2013-90, 2014-07, 2014-12, 2014-14, 2014-25, 2014-27, 2014-33, and 2014-43 not consistent with or in conflict with this resolution are hereby repealed; in all other respects, Resolution Nos. 2013-57, 2013-66, 2013-90, 2014-07, 2014-12, 2014-14, 2014-25, 2014-27, 2014-33, and 2014-43 shall remain in full force and effect. - 2 - SECTION 5: The City Clerk, or Deputy City Clerk, of the City of Vernon shall certify to the passage, approval and adoption of this resolution, and the City Clerk, or Deputy City Clerk, of the City of Vernon shall cause this resolution and the City Clerk's, or Deputy City Clerk's, certification to be entered in the File of Resolutions of the Council of this City. APPROVED AND ADOPTED this 15th day of July, 2014. ATTEST: City Clerk / Deputy City Clerk APPROVED AS TO FORM: Name: Title: Mayor / Mayor Pro-Tem Zayn4h)N' Moussa, Deputy City Attorney - 3 - STATE OF CALIFORNIA ) ) ss COUNTY OF LOS ANGELES ) I, , City Clerk / Deputy City Clerk of the City of Vernon, do hereby certify that the foregoing Resolution, being Resolution No. , 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, July 15, 2014, and thereafter was duly signed by the Mayor or Mayor Pro-Tem of the City of Vernon. Executed this day of July, 2014, at Vernon, California. (SEAL) City Clerk / Deputy City Clerk - 4 - EXHIBIT A City of Vernon 9 of 19 Classification and Compensation Plan Effective June 29, 2014 MBEW Implementation 8115 Supervising Electrical Engineer Step 1 $102,240 $8,520 $49.1538 $3,932 Step 2 $107,352 $8,946 $51.6115 $4,129 Step 3 $112,716 $9,393 $54.1904 $4,335 Step 4 $118,356 $9,863 $56.9019 $4,552 Step 5 $124,272 $10,356 $59.7462 $4,780 8110 Utilities Engineering Manager E M40 Step 1 $143,856 $11,988 $69.1615 $5,533 Step 2 $151,044 $12,587 $72.6173 $5,809 Step 3 $158,604 $13,217 $76.2519 $6,100 Step 4 $166,536 $13,878 $80.0654 $6,405 Step 5 $174,864 $14,572 $84.0692 $6,726 8210 Gas Systems Superintendent E M34 Step 1 $107,352 $8,946 $51.6115 $4,129 Step 2 $112,716 $9,393 $54.1904 $4,335 Step 3 $118,356 $9,863 $56.9019 $4,552 Step 4 $124,272 $10,356 $59.7462 $4,780 Step 5 $130,488 $10,874 $62.7346 $5,019 1625 Information Technology NE Step 1 Step 2 Step 3 Step 4 Step 5 $72,660 $6,055 $34.9327 $2,795 $76,296 $6,358 $36.6808 $2,934 $80,100 $6,675 $38.5096 $3,081 $84,108 $7,009 $40.4365 $3,235 $88,320 $7,360 $42.4615 $3,397 1620 Information Technology Analyst, Senior NE C29 Step 1 $84,108 $7,009 $40.4365 $3,235 Step 2 $88,320 $7,360 $42.4615 $3,397 Step 3 $92,736 $7,728 $44.5846 $3,567 Step 4 $97,368 $8,114 $46.8115 $3,745 Step 5 $102,240 $8,520 $49.1538 $3,932 City of Vernon Classification and Compensation Plan Effective June 29, 2014 Implementation 1of19 1025 Council Member E 5000 $24,996 $2,083 n/a $961.38 1030 Mayor E 5000 $24,996 $2,083 n/a $961.38 1010 City Administrator E 4001 Min $267,000 $22,250 $128.3654 $10,269.23 Max $267,000 $22,250 $128.3654 $10,269.23 1015 Deputy City Administrator E M40 Step $143,856 $11,988 $69.1615 $5,532.92 Step 2 $151,044 $12,587 $72.6173 $5,809.38 Step 3 $158,604 $13,217 $76.2519 $6,100.15 Step 4 $166,536 $13,878 $80.0654 $6.405.23 Step 5 $174,864 $14,572 $84.0692 $6,725.54 1020 Economic Development Manager E M36 Step 1 $118,356 $9,863 $56.9019 $4,552.15 Step 2 $124,272 $10,356 $59.7462 $4.779.69 Step 3 $130,488 $10,874 $62.7346 $5,018.77 Step 4 $137,004 $11,417 $65.8673 $5.269.38 Step 5 $143,856 $11,988 $69.1615 $5,532.92 ATTORNEY• 1110 City Attorney E 9800 Min $202,572 $16,881 $97.3904 $7,791.23 Max $252,000 $21,000 $121.1538 $9,692.31 1115 Deputy City Attorney E M38 Step 1 $130,488 $10,874 $62.7346 $5,019 Step $137,004 $11,417 $65.8673 $5,269 Step 3 $143,856 $11,988 $69.1615 $5,533 Step 4 $151,044 $12,587 $72.6173 $5,809 Step 5 $158,604 $13,217 $76.2519 $6,100 1525 Legal Secretary NE C21 Step $56,928 $4,744 $27.3692 $2,190 Step 2 $59,772 $4,981 $28.7365 $2,299 Step 3 $62,760 $5,230 $30.1731 $2,414 Step 4 $65,904 $5,492 $31.6846 $2,535 Step 5 $69,192 $5,766 $33.2654 $2,661 CITY CLERK'S OFFICE 1310 City Clerk E 9851 Min $150,000 $12,500 $72.1154 $5,769.23 Max $150,000 $12,500 $72.1154 $5,769.23 City of Vernon Classification and Compensation Plan Effective June 29, 2014 ... .. PAY ..- nnualMonthly -IBBW Implementation Hourl y 2 of 19 Pay ., 1315 Deputy City Clerk NE C25 Step 1 $69,192 $5,766 $33.2654 $2,661.23 Step 2 $72,660 $6,055 $34.9327 $2,794.62 Step 3 $76,296 $6,358 $36.6808 $2,934.46 Step 4 $80,100 $6,675 $38.5096 $3,080.77 Step 5 $84,108 $7,009 $40.4365 $3,234.92 1320 Records Management Assistant NE C20 Step 1 $54,216 $4,518 $26.0654 $2,085.23 Step 2 $56,928 $4,744 $27.3692 $2,189.54 Step 3 $59,772 $4,981 $28.7365 $2,298.92 Step 4 $62,760 $5,230 $30.1731 $2,413.85 Step 5 $65,904 $5,492 $31.6846 $2,534.77 Y1 $69,840 $5,820 $33.5769 $2,686.15 1505 Administrative Aide (part-time hourly) C5 Step 1 ------- ------ $40.0000 ------ 1530 Administrative Assistant NE 4280 Step 1 $48,012 $4,001 $23.0827 $1,846.62 Step 2 $45,504 $3,792 $21.8769 $1,750.15 Step 3 $43,128 $3,594 $20.7346 $1,658.77 Step $40,884 $3,407 $19.6558 $1,572.46 Step 5 $38,748 $3,229 $18.6288 $1,490.31 Step 6 $36,732 $3,061 $17.6596 $1,412.77 Step 7 $34,812 $2,901 $16.7365 $1,338.92 Step 8 $33,000 $2,750 $15.8654 $1,269.23 Step 9 $31,284 $2,607 $15.0404 $1,203.23 Step 10 $29,652 $2,471 $14.2558 $1,140.46 1530 Administrative Assistant, (Confidential) NE C13 Step 1 $38,532 $3,211 $18.5250 $1.482.00 Step 2 $40,464 $3,372 $19.4538 $1.558.31 Step 3 $42,480 $3,540 $20.4231 $1,633.85 Step $44,604 $3,717 $21.4442 $1,715.54 Step 5 $46,836 $3,903 $22.5173 $1,801.38 1520 Administrative Assistant, Senior NE 4520 Step 1 $59,484 $4,957 $28.5981 $2,287.85 Step $56,388 $4,699 $27.1096 $2,168.77 Step 3 $53,448 $4,454 $25.6962 $2,055.69 Step 4 $50,664 $4,222 $24.3577 $1,948.62 Step 5 $48,024 $4,002 $23.0885 $1,847.08 Step 6 $45,516 $3,793 $21.8827 $1,750.62 Step 7 $43,140 $3,595 $20.7404 $1,659.23 Step 8 $40,896 $3,408 $19.6615 $1,572.92 Step 9 $38,760 $3,230 $18.6346 $1.490.77 City of Vernon Classification and Compensation Plan Effective June 29, 2014 3of19 Step 1 $54,216 $4,518 $26.0654 $2,085.23 Step 2 $56,928 $4,744 $27.3692 $2,189.54 Step 3 $59,772 $4,981 $28.7365 $2.298.92 Step 4 $62,760 $5,230 $30.1731 $2,413.85 Step 5 $65,904 $5,492 $31.6846 $2,534.77 Y1 $66,216 $5,518 $31.8346 $2,546.77 1500 Executive Assistant to the City Administrator NE C24 Step 1 $65,904 $5,492 $31.6846 $2,534.77 Step 2 $69,192 $5,766 $33.2654 $2,661.23 Step 3 $72,660 $6,055 $34.9327 $2,794.62 Step 4 $76,296 $6,358 $36.6808 $2,934.46 Step 5 $80,100 $6,675 $38.5096 $3,080.77 FINANCE GROUP 1250 Account Clerk NE 4230 Step 1 $50,412 $4,201 $24.2365 $1,938.92 Step 2 $47,784 $3,982 $22.9731 $1,837.85 Step 3 $45,288 $3,774 $21.7731 $1,741.85 Step 4 $42,924 $3,577 $20.6365 $1,650.92 Step 5 $40,692 $3,391 $19.5635 $1,565.08 Step $38,568 $3,214 $18.5423 $1,483.38 Step 7 $36,552 $3,046 $17.5731 $1,405.85 Step 8 $34,644 $2,887 $16.6558 $1,332.46 Step 9 $32,832 $2,736 $15.7846 $1,262.77 Step 10 $31,116 $2,593 $14.9596 $1,196.77 1247 Account Clerk, Senior NE 4225 Step 1 $59,244 $4,937 $28.4827 $2,278.62 Step 2 $56,160 $4,680 $27.0000 $2,160.00 Step 3 $53,232 $4,436 $25.5923 $2,047.38 Step 4 $50,460 $4,205 $24.2596 $1,940.77 Step 5 $47,832 $3,986 $22.9962 $1,839.69 Step 6 $45,336 $3,778 $21.7962 $1,743.69 Step 7 $42,972 $3,581 $20.6596 $1,652.77 Step 8 $40,728 $3,394 $19.5808 $1,566.46 Step 9 $38,604 $3,217 $18.5596 $1,484.77 Step 10 $36,588 $3,049 $17.5904 $1,407.23 1240 Accountant NE C22 Step 1 $59,772 $4,981 $28.7365 $2,298.92 Step 2 $62,760 $5,230 $30.1731 $2,413.85 Step 3 $65,904 $5,492 $31.6846 $2,534.77 Step 4 $69,192 $5,766 $33.2654 $2,661.23 Step 5 $72,660 $6,055 $34.9327 $2,794.62 1230 Accountant, Senior NE C26 Step 1 $72,660 $6,055 $34.9327 $2,794.62 Step 2 $76,296 $6,358 $36.6808 $2,934.46 City of Vernon Classification and Compensation Plan Effective June 29, 2014 4of19 Step $84,108 $7,009 $40.4365 $3,234.92 Step 5 $88,320 $7,360 $42.4615 $3,396.92 1220 Assistant Finance Director E M36 Step 1 $118,356 $9,863 $56.9019 $4,552.15 Step 2 $124,272 $10,356 $59.7462 $4,779.69 Step 3 $130,488 $10,874 $62.7346 $5,018.77 Step $137,004 $11,417 $65.8673 $5,269.38 Step 5 $143,856 $11,988 $69.1615 $5,532.92 1225 Deputy City Treasurer E M34 Step 1 $107,352 $8,946 $51.6115 $4,128.92 Step 2 $112,716 $9,393 $54.1904 $4,335.23 Step 3 $118,356 $9,863 $56.9019 $4,552.15 Step 4 $124,272 $10,356 $59.7462 $4,779.69 Step 5 $130,488 $10,874 $62.7346 $5,018.77 1210 Director of Finance/City Treasurer E 4100 Min $210,000 $17,500 $100.9615 $8,076.92 Max $210,000 $17,500 $100.9615 $8,076.92 1245 Payroll Specialist NE C19 Step 1 $51,636 $4,303 $24.8250 $1,986.00 Step 2 $54,216 $4,518 $26.0654 $2,085.23 Step 3 $56,928 $4,744 $27.3692 $2,189.54 Step 4 $59,772 $4,981 $28.7365 $2,298.92 Step 5 $62,760 $5,230 $30.1731 $2,413.85 1248 Public Housing Property Coordinator NE C16 Step 1 $44,604 $3,717 $21.4442 $1,715.54 Step 2 $46,836 $3,903 $22.5173 $1,801.38 Step 3 $49,176 $4,098 $23.6423 $1,891.38 Step 4 $51,636 $4,303 $24.8250 $1,986.00 Step 5 $54,216 $4,518 $26.0654 $2,085.23 1235 Purchasing Assistant NE 4910 Step 1 $65,340 $5,445 $31.4135 $2,513.08 Step 2 $61,932 $5,161 $29.7750 $2,382.00 Step 3 $58,704 $4,892 $28.2231 $2,257.85 Step 4 $55,644 $4,637 $26.7519 $2,140.15 Step 5 $52,740 $4,395 $25.3558 $2,028.46 Step 6 $49,992 $4,166 $24.0346 $1,922.77 Step 7 $47,388 $3,949 $22.7827 $1,822.62 Step 8 $44,916 $3,743 $21.5942 $1,727.54 1215 Risk Manager E M34 City of Vernon 5 of 19 Classification and Compensation Plan Effective June 29, 2014 Step 2 Step 3 Step 4 Step 5 Y1 FIRE GROUP 5015 Assistant Fire Chief E 1220 Step 1 Step 2 Step 3 $112,716 $9,393 $118,356 $9,863 $124,272 $10,356 $130,488 $10,874 $131,112 $10,926 $133,020 $11,085 $126,084 $10,507 $119,520 $9,960 $51.6115 $4,128.92 $54.1904 $4,335.23 $56.9019 $4.552.15 $59.7462 $4.779.69 $62.7346 $5.018.77 $63.0346 $5,042.77 $63.9519 $5,116.15 $60.6173 $4.849.38 $57.4615 $4,596.92 5025 Fire Battalion Chief NE 7120 Step 1 $126,696 $10,558 $60.9115 $4,872.92 Step 2 $120,072 $10,006 $57.7269 $4,618.15 Step 3 $113,808 $9,484 $54.7154 $4,377.23 5030 Fire Captain (P) NE 7130 Step 1 $105,240 $8,770 $36.1401 $4,048 Step 2 $99,756 $8,313 $34.2569 $3,837 Step 3 $94,560 $7,880 $32.4725 $3,637 5010 Fire Chief E 1100 Min $205,164 $17,097 $98.6365 $7,891 Max $205,164 $17,097 $98.6365 $7,891 5050 Fire Code Inspector NE 2150 Step 1 $82,128 $6,844 $39.4846 $3,159 Step 2 $77,844 $6,487 $37.4250 $2,994 Step 3 $73,788 $6,149 $35.4750 $2,838 Step 4 $69,936 $5,828 $33.6231 $2,690 Step 5 $66,288 $5,524 $31.8692 $2,550 5040 Fire Engineer (P) NE 7150 Step 1 $88,356 $7,363 $30.3420 $3,398 Step 2 $83,748 $6,979 $28.7596 $3,221 Step 3 $79,392 $6,616 $27.2637 $3,054 5020 Fire Marshall NE 7240 Step 1 $126,696 $10,558 $60.9115 $4,873 Step 2 $120,072 $10,006 $57.7269 $4,618 Step 3 $113,808 $9,484 $54.7154 $4,377 5060 Firefighter (P) NE 7180 Step 1 $75,348 $6,279 $25.8750 $2,898 Step 2 $71,412 $5,951 $24.5234 $2,747 Step 3 $67,692 $5,641 $23.2459 $2,604 Step 4 $64,164 $5,347 $22.0343 $2,468 City of Vernon Classification and Compensation Plan Effective June 29, 2014 6of19 Step 1 $88,356 $7,363 $30.3420 $3,398 Step 2 $83,748 $6,979 $28.7596 $3,221 Step 3 $79,392 $6,616 $27.2637 $3,054 5035 Firefighter/Paramedic Coordinator (P) NE 7260 Step 1 $92,784 $7,732 $31.8626 $3,569 Step 2 $87,948 $7.329 $30.2019 $3,383 Step 3 $83,364 $6,947 $28.6277 $3,206 GAS AND ELECTRIC DEPARTMENT 8010 Director of Gas and Electric E 2101 Step 1 $261,996 $21,833 $125.9596 $10,077 Step 2 $240,000 $20,000 $115.3846 $9,231 Business and Acrou �Grou 8710 Business and Account Supervisor E M31 Step 1 $92,736 $7,728 $44.5846 $3,567 Step 2 $97,368 $8,114 $46.8115 $3,745 Step 3 $102,240 $8,520 $49.1538 $3,932 Step 4 $107,352 $8,946 $51.6115 $4,129 Step 5 $112,716 $9,393 $54.1904 $4,335 Compliance Group 8615 Utilities Compliance Analyst NE G27 Step 1 $76,296 $6,358 $36.6808 $2,934 Step 2 $80,100 $6,675 $38.5096 $3,081 Step 3 $84,108 $7,009 $40.4365 $3,235 Step 4 $88,320 $7,360 $42.4615 $3,397 Step 5 $92,736 $7,728 $44.5846 $3,567 8610 Utilities Compliance Manager E M35 Step 1 $112,716 $9,393 $54.1904 $4,335 Step 2 $118,356 $9,863 $56,9019 $4,552 Step 3 $124,272 $10,356 $59.7462 $4,780 Step 4 $130,488 $10,874 $62.7346 $5.019 Step 5 $137,004 $11,417 $65.8673 $5,269 Customer Service Group 8530 Utilities Customer Service Representative NE 4111 Step 1 $56,316 $4,693 $27.0750 $2,166 Step 2 $53,376 $4,448 $25.6615 $2,053 Step 3 $50,592 $4,216 $24.3231 $1,946 Step 4 $47,952 $3,996 $23.0538 $1,844 Step 5 $45,456 $3,788 $21.8538 $1,748 Step 6 $43,092 $3,591 $20.7173 $1,657 Step 7 $40,848 $3,404 $19.6385 $1,571 Step 8 $38,724 $3,227 $18.6173 $1,489 City of Vernon 7 of 19 Classification and Compensation Plan Effective June 29, 2014 Step 9 Step 10 $34,800 $2,900 $16.7308 8510 Utilities Customer Service Supervisor NE M25 Step 1 $69,192 $5,766 $33.2654 $2,661 Step 2 $72,660 $6,055 $34.9327 $2,795 Step 3 $76,296 $6,358 $36.6808 $2,934 Step 4 $80,100 $6,675 $38.5096 $3,081 Step 5 $84,108 $7,009 $40.4365 $3,235 Electric OperationsgrouR Electric Operations Supervisor E M35 Step 1 $112,716 $9,393 $54.1904 $4,335 Step 2 $118,356 $9,863 $56.9019 $4,552 Step 3 $124,272 $10,356 $59.7462 $4,780 Step 4 $130,488 $10,874 $62.7346 $5,019 Step 5 $137,004 $11,417 $65.8673 $5,269 City of Vernon Classification and Compensation Plan s Effective June 29, 2014 8of19 8015 Utilities Operations Manager E M38 Step 1 $130,488 $10,874 $62.7346 $5,019 Step 2 $137,004 $11,417 $65.8673 $5,269 Step 3 $143,856 $11,988 $69.1615 $5,533 Step 4 $151,044 $12,587 $72.6173 $5,809 Step 5 $158,604 $13,217 $76.2519 $6,100 8140 Computer Aided Drafting Technician NE 5305 Step 1 $62,772 $5,231 $30.1788 $2,414 Step 2 $59,496 $4,958 $28.6038 $2,288 Step 3 $56,400 $4,700 $27.1154 $2,169 Step 4 $53,460 $4,455 $25.7019 $2,056 Step 5 $50,676 $4,223 $24.3635 $1,949 Step 6 $48.036 $4,003 $23.0942 $1,848 Step 7 $45,528 $3,794 $21.8885 $1,751 Step 8 $43,152 $3,596 $20.7462 $1,660 Step 9 $40,908 $3,409 $19.6673 $1,573 Y1 $70,860 $5,905 $34.0700 $2,725 City of Vernon a Classification and Compensation Plan Effective June 29, 2014 9of19 Step 1 $102,240 $8,520 $49.1538 $3.932 Step 2 $107,352 $8,946 $51.6115 $4,129 Step 3 $112,716 $9,393 $54.1904 $4,335 Step 4 $118,356 $9,863 $56.9019 $4,552 Step 5 $124,272 $10,356 $59.7462 $4,780 8110 Utilities Engineering Manager E M40 Step 1 $143,856' $11,988 $69.1615 $5,533 Step 2 $151,044 $12,587 $72.6173 $5,809 Step 3 $158,604 $13,217 $76.2519 $6,100 Step 4 $166,536 $13,878 $80.0654 $6,405 Step 5 $174,864 $14,572 $84.0692 $6,726 8210 Gas Systems Superintendent E M34 Step 1 $107,352 $8,946 $51.6115 $4,129 Step 2 $112,716 $9,393 $54.1904 $4,335 Step 3 $118,356 $9,863 $56.9019 $4,552 Step 4 $124,272 $10,356 $59.7462 $4,780 Step 5 $130,488 $10,874 $62.7346 $5,019 TechnologyInformation 1625 Information Technology Analyst NE C26 Step 1 $72,660 $6,055 $34.9327 $2,795 Step 2 $76,296 $6,358 $36.6808 $2,934 Step 3 $80,100 $6,675 $38.5096 $3,081 Step 4 $84,108 $7,009 $40.4365 $3,235 Step 5 $88,320 $7,360 $42.4615 $3,397 1620 Information Technology Analyst, Senior NE C29 Step 1 $84,108 $7,009 $40.4365 $3,235 Step 2 $88,320 $7,360 $42.4615 $3,397 Step 3 $92,736 $7,728 $44.5846 $3,567 Step 4 $97,368 $8,114 $46.8115 $3,745 Step 5 $102,240 $8,520 $49.1538 $3,932 City of Vernon Classification and Compensation Plan Effective June 29, 2014 10 of 19 1610 Information Technology Manager E M37 Step 1 $124,272 $10,356 $59.7462 $4,780 Step 2 $130,488 $10,874 $62.7346 $5,019 Step 3 $137,004 $11,417 $65.8673 $5,269 Step $143,856 $11,988 $69.1615 $5,533 Step 5 $151,044 $12,587 $72.6173 $5,809 1630 Information Technology Technician NE C21 Step 1 $56,928 $4,744 $27.3692 $2,190 Step 2 $59,772 $4,981 $28.7365 $2,299 Step 3 $62,760 $5,230 $30.1731 $2,414 Step 4 $65,904 $5,492 $31.6846 $2,535 Step 5 $69,192 $5,766 $33.2654 $2,661 1615 Programmer/Analyst E . C30 Step 1 $88,320 $7,360 $42.4615 $3,397 Step 2 $92,736 $7,728 $44.5846 $3,567 Step 3 $97,368 $8,114 $46.8115 $3,745 Step 4 $102,240 $8,520 $49.1538 $3,932 Step 5 $107,352 $8,946 $51.6115 $4,129 Y1 $114,444 $9,537 $55.0212 $4,402 8410 Electric Resources Planning & Dev. Mngr E M41 Step 1 $151,044 $12,587 $72.6173 $5,809 Step 2 $158,604 $13,217 $76.2519 $8,100 Step 3 $166,536 $13,878 $80.0654 $6,405 Step 4 $174,864 $14,572 $84.0692 $6,726 Step 5 $183,600 $15,300 $88.2692 $7,062 8425 Electric Service Planner NE 5204 Step 1 $82,128 $6,844 $39.4846 $3,159 Step 2 $77,844 $6,487 $37.4250 $2,994 Step 3 $73,788 $6,149 $35.4750 $2,838 Step 4 $69,936 $5,828 $33.6231 $2,690 Step 5 $66,288 $5,524 $31.8692 $2,550 City of Vernon Classification and Compensation Plan a Effective June 29, 2014 Step 7 $59,556 $4,963 $28.6327 Step 8 $56,448 $4,704 $27.1385 11 of 19 $2,417 $2,291 . $2,171 8315 Telecommunications Specialist NE 5320 Step 1 $79,992 $6,666 $38.4577 $3,077 Step 2 $75,816 $6,318 $36.4500 $2,916 Step 3 $71,868 $5,989 $34.5519 $2,764 Step 4 $68,124 $5,677 $32.7519 $2,620 Step 5 $64,572 $5,381 $31.0442 $2,484 Step $61,200 $5,100 $29.4231 $2,354 Step 7 $58,008 $4,834 $27.8885 $2,231 Step 8 $54,984 $4,582 $26.4346 $2,115 8310 Telecommunications Systems Engineer NE 5330 Step 1 $108,036 $9,003 $51.9404 $4,155 Step 2 $102,408 $8,534 $49.2346 $3,939 Step 3 $97,068 $8,089 $46.6673 $3,733 Step 4 $92,004 $7,667 $44.2327 $3,539 Step 5 $87,204 $7,267 $41.9250 $3,354 Step 6 $82,656 $6,888 $39.7385 $3,179 Step 7 $78,348 $6,529 $37.6673 $3,013 Step 8 $74,268 $6,189 $35.7058 $2,856 2015 Deputy Dir. of Health & Environmental Control E M35 Step 1 $112,716 $9,393 $54.1904 $4,335 Step 2 $118,356 $9,863 $56.9019 $4,552 Step 3 $124,272 $10,356 $59.7462 $4.780 Step 4 $130,488 $10,874 $62.7346 $5,019 Step 5 $137,004 $11,417 $65.8673 $5,269 2010 Director of Health and Environmental Control E 4310 Min $193,440 $16,120 $93.0000 $7,440 Max $193,440 $16,120 $93.0000 $7,440 City of Vernon Classification and Compensation Plan Effective June 29, 2014 Implementation 12 of 19 2030 Environmental Specialist NE 4340 Step 1 $95,208 $7,934 $45.7731 $3,662 Step 2 $90,240 $7,520 $43.3846 $3,471 Step 3 $85,536 $7,128 $41.1231 $3,290 Step 4 $81,072 $6,756 $38.9769 $3,118 Step 5 $76,848 $6,404 $36.9462 $2,956 Step 6 $72,840 $6,070 $35.0192 $2,802 Step 7 $69,048 $5,754 $33.1962 $2,656 Step 8 $65,448 $5,454 $31.4654 $2,517 2025 Environmental Specialist, Senior NE 4440 Step 1 $112,632 $9,386 $54.1500 $4,332 Step 2 $106,764 $8,897 $51.3288 $4,106 Step 3 $101,196 $8,433 $48.6519 $3,892 Step 4 $95,916 $7,993 $46.1135 $3,689 Step 5 $90,912 $7,576 $43.7077 $3,497 Step 6 $86,172 $7,181 $41.4288 $3,314 Step 7 $81,684 $6,807 $39.2712 $3,142 RESOURCES GROUP 1410 Director of Human Resources E 9852 Min $195,996 $16,333 $94.2288 $7,538.31 Max $195,996 $16,333 $94.2288 $7,538.31 1420 Human Resources Analyst NE C26 Step 1 $72,660 $6,055 $34.9327 $2,794.62 Step 2 $76,296 $6,358 $36.6808 $2,934.46 Step 3 $80,100 $6,675 $38.5096 $3,080.77 Step 4 $84,108 $7,009 $40,4365 $3.234.92 Step 5 $88,320 $7,360 $42.4615 $3,396.92 1415 Human Resources Analyst, Senior E M32 Step 1 $97,368 $8,114 $46.8115 $3,744.92 Step 2 $102,240 $8,520 $49.1538 $3,932.31 Step 3 $107,352 $8,946 $51.6115 $4,128.92 Step 4 $112,716 $9,393 $54.1904 $4,335.23 Step 5 $118,356 $9,863 $56.9019 $4,552.15 1425 Human Resources Assistant NE C17 Step 1 $46,836 $3,903 $22.5173 $1,801.38 Step 2 $49,176 $4,098 $23.6423 $1,891.38 Step 3 $51,636 $4,303 $24.8250 $1,986.00 Step 4 $54,216 $4,518 $26.0654 $2,085.23 Step 5 $56,928 $4.744 $27.3692 $2,189.54 POLICE GROUP 4035 Police Cadet NE 3180 Step 1 $37,008 $3,084 $17.7923 $1,423 City of Vernon 13 of 19 Classification and Compensation Plan Effective June 29, 2014 -•-r- Step 3 Wp V,V/v $33,252 y[, yLJ $2,771 2b1G.6G35 $15.9865 $1,349 $1,279 Step $31,524 $2,627 $15.1558 $1,212 Step 5 $29,880 $2,490 $14.3654 $1,149 Step 6 $28,320 $2,360 $13.6154 $1,089 Step 7 $26,844 $2,237 $12.9058 $1,032 Step 8 $25,440 $2,120 $12.2308 $978 4015 Police Captain E PM39 Step 1 $137,004 $11,417 $65.8673 $5,269 Step 2 $143.856 $11,988 $69.1615 $5,533 Step 3 $151,044 $12,587 $72.6173 $5,809 Step $158,604 $13,217 $76.2519 $6,100 Step 5 $166,536 $13,878 $80.0654 $6,405 4010 Police Chief E 3100 Min $196,644 $16,387 $94.5404 $7,563 Max $196,644 $16,387 $94.5404 $7,563 4020 Police Lieutenant NE PM36 Step 1 $118,356 $9,863 $56.9019 $4,552 Step 2 $124,272 $10,356 $59.7462 $4,780 Step 3 $130,488 $10,874 $62.7346 $5.019 Step 4 $137,004 $11,417 $65.8673 $5.269 - Step 5 $143,856 $11,988 $69.1615 $5,533 4030 Police Officer NE 3340 Step 1 $93,252 $7,771 $44.8327 $3,587 Step 2 $88,404 $7,367 $42.5019 $3,400 Step 3 $83,784 $6,982 $40.2808 $3,222 Step 4 $79,428 $6,61.9 $38.1865 $3,055 Step 5 $75,288 $6,274 $36.1962 $2,896 Step 6 $71,352 $5,946 $34.3038 $2,744 4025 Police Sergeant NE 3130 Step 1 $113,544 $9,462 $54,5885 $4,367 Step $107,616 $8,968 $51.7385 $4,139 Step 3 $102,012 $8,501 $49.0442 $3,924 Step 4 $96,696 $8,058 $46,4885 $3,719 Step 5 $91,644 $7,637 $44.0596 $3,525 Step 6 $86,868 $7,239 $41.7635 $3,341 SupportPolice 4125 Civilian Court Officer NE 4370 Step 1 $57,324 $4,777 $27.5596 $2,205 Step 2 $54,336 $4,528 $26.1231 $2,090 Step 3 $51,504 $4,292 $24.7615 $1,981 Step 4 $48,816 $4,068 $23.4692 $1,878 Step 5 $46,272 $3,856 $22.2462 $1,780 Step 6 $43,860 $3,655 $21.0865 $1,687 City of Vernon Classification and Compensation Plan Effective June 29, 2014 'IBEW Implementation 14 of 19 oLeN 1 ;D4-1,000 $3,464 $19.9846 $1,599 Step 8 $39,396 $3,283 $18.9404 $1,515 4130 Police Dispatcher NE 4500 Step 1 $51,540 $4,295 $24.7788 $1,982 Step 2 $48,852 $4,071 $23.4865 $1,879 Step 3 $46,308 $3,859 $22.2635 $1,781 Step $43,896 $3,658 $21.1038 $1,688 Step 5 $41,604 $3,467 $20.0019 $1,600 4115 Police Dispatcher, Lead NE 4600 Step 1 $68,736 $5,728 $33.0462 $2,644 Step 2 $65,148 $5,429 $31.3212 $2,506 Step 3 $61,752 $5,146 $29.6885 $2,375 Step 4 $58,536 $4,878 $28.1423 $2,251 Step 5 $55,488 $4,624 $26.6769 $2,134 4110 Police Records Manager NE M27 Step 1 $76,296 $6,358 $36.6808 $2,934 Step 2 $80,100 $6,675 $38.5096 $3,081 Step 3 $84,108 $7,009 $40.4365 $3,235 Step 4 $88,320 $7,360 $42.4615 $3,397 Step 5 $92,736 $7.728 $44.5846 $3,567 4135 Police Records Technician NE 3160 Step 1 $51,540 $4,295 $24.7788 $1,982 Step $48,852 $4,071 $23,4865 $1,879 Step 3 $46,308 $3,859 $22.2635 $1,781 Step 4 $43,896 $3,658 $21.1038 $1,688 Step 5 $41,604 $3,467 $20.0019 $1,600 4120 Police Records Technician, Lead NE 3150 Step 1 $59,484 $4,957 $28.5981 $2,288 Step 2 $56,388 $4,699 $27.1096 $2,169 Step 3 $53,448 $4,454 $25.6962 $2,056 Step 4 $50,664 $4,222 $24.3577 $1,949 Step 5 $48,024 $4,002 $23.0885 $1,847 Step 6 $45,516 $3,793 $21.8827 $1,751 Step 7 $43,140 $3,595 $20.7404 $1.659 Step 8 $40,896 $3,408 $19.6615 $1,573 Step 9 $38.760 $3,230 $18.6346 $1,491 •-Mlayiyfiv I =1 MA 0 1 W 151 AVA =1 we]• -• 7015 Deputy Director of PW, Water and Dev. Sery E M38 Step 1 $130,488 $10,874 $62.7346 $5,019 Step 2 $137,004 $11,417 $65.8673 $5,269 Step 3 $143,856 $11,988 $69.1615 $5,533 Step 4 $151,044 $12,587 $72.6173 $5,809 Step 5 $158,604 $13,217 $76.2519 $6,100 7010 Director of PW, Water and Development Sery E 2100 7215 Building Senior City of Vernon Classification and Compensation Plan Effective June 29, 2014 NE 2190 15 of 19 Step 1 $96,612 $8,051 $46.4481 $3,716 Step 2 $91,572 $7,631 $44.0250 $3,522 Step 3 $86,796 $7,233 $41.7288 $3,338 Step $82,272 $6,856 $39.5538 $3,164 Step 5 $77,988 $6,499 $37.4942 $3,000 7225 Electrical Inspector NE 2900 Step 1 $82,128 $6,844 $39A846 $3,159 Step 2 $77,844 $6,487 $37.4250 $2,994 Step 3 $73,788 $6,149 $35.4750 $2,838 Step 4 $69,936 $5,828 $33.6231 $2,690 Step 5 $66,288 $5,524 $31.8692 $2,550 7250 Permit Technician NE 4280 Step 1 $48,012 $4,001 $23.0827 $1,847 Step 2 $45,504 $3,792 $21.8769 $1,750 Step 3 $43,128 $3,594 $20.7346 $1,659 Step 4 $40,884 $3,407 $19.6558 $1,572 Step 5 $38,748 $3,229 $18.6288 $1,490 Step 6 $36,732 $3,061 $17.6596 $1,413 Step 7 $34,812 $2,901 $16.7365 $1,339 Step 8 $33,000 $2,750 $15.8654 $1,269 Step 9 $31,284 $2,607 $15.0404 $1,203 Step 10 $29,652 $2,471 $14.2558 $1,140 7220 Assistant Planner NE 2330 Step 1 $73,704 $6,142 $35.4346 $2,835 Step 2 $69,864 $5,822 $33.5885 $2,687 Step 3 $66,216 $5,518 $31.8346 $2,547 Step 4 $62,760 $5,230 $30.1731 $2,414 Step 5 $59,484 $4,957 $28.5981 $2,288 7235 Plumbing and Mechanical Inspector NE 2800 Step 1 $82,128 $6,844 $39.4846 $3,159 Step 2 $77,844 $6,487 $37.4250 $2,994 Step 3 $73,788 $6,149 $35.4750 $2,838 Step 4 $69,936 $5,828 $33.6231 $2,690 Step 5 $66,288 $5,524 $31.8692 $2,550 Engineering Group�� 7140 Assistant Engineer NE 2180 Step 1 $79,056 $6,588 $38.0077 $3,041 Step 2 $74,940 $6,245 $36.0288 $2,882 Step 3 $71,028 $5,919 $34.1481 $2,732 Step 4 $67,320 $5,610 $32.3654 $2,589 Step 5 $63,816 $5,318 $30.6808 $2,454 City of Vernon Classification and Compensation Plan Effective June 29, 2014 IBEW Implementation 16 of 19 7135 Associate Engineer NE 2120 Step 1 $92,088 $7,674 $44.2731 $3,542 Step 2 $87,288 $7,274 $41.9654 $3,357 Step 3 $82.740 $6,895 $39.7788 $3,182 Step $78,432 $6,536 $37.7077 $3,017 Step 5 $74,340 $6,195 $35.7404 $2,859 7118 Civil Engineer NE M32 Step 1 $97,368 $8,114 $46.8115 $3,745 Step 2 $102,240 $8,520 $49.1538 $3,932 Step 3 $107,352 $8,946 $51.6115 $4,129 Step 4 $112,716 $9,393 $54.1904 $4,335 Step 5 $118,356 $9,863 $56.9019 $4,552 7145 Engineering Aide NE 2300 Step 1 $59,484 $4,957 $28.5981 $2,288 Step 2 $56,388 $4,699 $27.1096 $2,169 Step 3 $53,448 $4,454 $25.6962 $2,056 Step 4 $50,664 $4,222 $24.3577 $1,949 Step 5 $48,024 $4,002 $23.0885 $1,847 7115 Principal Civil Engineer E M36 Step 1 $118,356 $9,863 $56.9019 $4,552 Step 2 $124,272 $10,356 $59.7462 $4,780 Step 3 $130,488 $10,874 $62.7346 $5,019 Step $137,004 $11,417 $65.8673 $5,269 Step 5 $143,856 $11,988 $69.1615 $5,533 7120 Project Engineer NE 2130 Step 1 $96,612 $8,051 $46.4481 $3,716 Step 2 $91,572 $7,631 $44.0250 $3,522 Step 3 $86,796 $7,233 $41.7288 $3,338 Step 4 $82,272 $6,856 $39.5538 $3,164 Step 5 $77,988 $6,499 $37.4942 $3,000 7125 Stormwater and Special Projects Analyst NE 2130 1 Step 1 $96,612 $8,051 $46.4481 $3,716 Step 2 $91,572 $7,631 $44.0250 $3,522 Step 3 $86,796 $7,233 $41.7288 $3,338 Step 4 $82,272 $6,856 $39.5538 $3,164 Step 5 $77,988 $6,499 $37.4942 $3,000 Facilities . . 7120 Facilities Maintenance Worker NE 2380 Step 1 $38,772 $3,231 $18.6404 $1,491 Step 2 $36,756 $3,063 $17.6712 $1,414 Step 3 $34,836 $2,903 $16.7481 $1,340 Step 4 $33,024 $2,752 $15.8769 $1,270 Step 5 $31,308 $2,609 $15.0519 $1,204 City of Vernon 17 of 19 Classification and Compensation Plan Effective June 29, 2014 7735 Facilities Maintenance Worker, Lead NE 2290 Step 1 $73,704 $6,142 $35.4346 $2,835 Step 2 $69,864 $5,822 $33.5885 $2,687 Step 3 $66,216 $5,518 $31.8346 $2,547 Step 4 $62,760 $5,230 $30.1731 $2,414 Step 5 $59,484 $4,957 $28.5981 $2,288 7730 Facilities Maintenance Worker, Senior NE 2310 Step 1 $59,484 $4,957 $28,5981 $2,288 Step 2 $56,388 $4,699 $27.1096 $2,169 Step 3 $53,448 $4,454 $25.6962 $2,056 Step 4 $50,664 $4,222 $24.3577 $1,949 Step 5 $48,024 $4,002 $23.0885 $1,847 Garage Group 7530 Mechanic NE 2380 Step 1 $38,772 $3,231 $18.6404 $1,491 Step 2 $36,756 $3,063 $17.6712 $1,414 Step 3 $34,836 $2,903 $16.7481 $1,340 Step 4 $33,024 $2,752 $15.8769 $1,270 Step 5 $31,308 $2,609 $15.0519 $1,204 7520 Mechanic, Lead NE 2290 Step 1 $73,704 $6,142 $35.4346 $2,835 Step 2 $69,864 $5,822 $33.5885 $2,687 Step 3 $66,216 $5,518 $31.8346 $2,547 Step 4 $62,760 $5,230 $30.1731 $2,414 Step 5 $59,484 $4,957 $28.5981 $2,288 7525 Mechanic, Senior NE 2310 Step 1 $59,484 $4,957 $28.5981 $2,288 Step $56,388 $4,699 $27.1096 $2,169 Step 3 $53,448 $4,454 $25.6962 $2,056 Step 4 $50,664 $4,222 $24.3577 $1,949 Ste 5 $48,024 $4,002 $23.0885 $1,847 Meter Reading Group 7830 Meter Reader NE 5205 Step 1 $55,032 $4,586 $26.4577 $2,117 Step 2 $52,164 $4,347 $25,0788 $2,006 Step 3 $49,440 $4,120 $23.7692 $1,902 Step 4 $46,860 $3,905 $22.5288 $1,802 Step 5 $44,412 $3,701 $21.3519 $1,708 7820 Meter Reader, Lead NE 5206 Step 1 $59,412 $4,951 $28.5635 $2,285 Step 2 $56,316 $4,693 $27.0750 $2,166 Step 3 $53,376 $4,448 $25.6615 $2,053 Step 4 $50,592 $4,216 $24.3231 $1,946 City of Vernon Classification and Compensation Plan Effective June 29, 2014 18 of 19 Step 5 $47,952 $3,996 $23.0538 $1,844 Street Maintenance Group 7430 Street Maintenance Worker NE 2380 Step 1 $38,772 $3,231 $18.6404 $1,491 Step 2 $36,756 $3,063 $17.6712 $1,414 Step 3 $34,836 $2,903 $16.7481 $1,340 Step $33,024 $2,752 $15.6769 $1,270 Step 5 $31,308 $2,609 $15.0519 $1,204 7425 Street Maintenance Worker, Senior NE 2310 Step 1 $59,484 $4,957 $28.5981 $2,288 Step 2 $56,388 $4,699 $27.1096 $2,169 Step 3 $53,448 $4,454 $25.6962 $2,056 Step 4 $50,664 $4,222 $24.3577 $1,949 Step 5 $48,024 $4,002 $23.0885 $1,847 Warehouse Group 7630 Warehouse Worker NE 2340 Step 1 $48,012 $4,001 $23.0827 $1,847 Step 2 $45,504 $3,792 $21.8769 $1,750 Step 3 $43,128 $3,594 $20.7346 $1,659 Step 4 $40,884 $3,407 $19.6558 $1,572 Step 5 $38,748 $3,229 $18.6288 $1,490 7620 Warehouse Worker, Lead NE 2290 Step 1 $73,704 $6,142 $35.4346 $2,835 Step 2 $69,864 $5,822 $33.5885 $2,687 Step 3 $66,216 $5,518 $31.8346 $2,547 Step 4 $62,760 $5,230 $30.1731 $2,414 Step 5 $59,484 $4,957 $28.5981 $2,288 7625 Warehouse Worker, Senior NE 2310 Step 1 $59,484 $4,957 $28.5981 $2,288 Step 2 $56,388 $4,699 $27.1096 $2,169 Step 3 $53,448 $4,454 $25.6962 $2,056 Step 4 $50,664 $4,222 $24.3577 $1,949 Step 5 $48,024 $4,002 $23.0885 $1,847 Public Works and • 7330 Public Works Foreman E M26 Step 1 $72,660 $6,055 $34.9327 $2,795 Step 2 $76,296 $6,358 $36.6808 $2,934 Step 3 $80,100 $6,675 $38.5096 $3,081 Step 4 $84,108 $7,009 $40.4365 $3,235 Step 5 $88,320 $7,360 $42.4615 $3,397 7320 Public Works and Water Foreman E M28 Step 1 $80,100 $6,675 $38.5096 $3,081 Step 2 $84,108 $7,009 $40.4365 $3,235 City of Vernon Classification and Compensation Plan Effective June 29, 2014 Step 3 Step 4 Step 5 19 of 19 $92,736 $7,728 $44.5846 $3,567 $97,368 $8,114 $46.8115 $3,745 7310 Public Works and Water Superintendent E M33 Step 1 $102,240 $8.520 $49.1538 $3,932 Step 2 $107,352 $8,946 $51.6115 $4,129 Step 3. $112,716 $9,393 $54.1904 $4,335 Step 4 $118,356 $9,863 $56.9019 $4,552 Step 5 $124,272 $10,356 $59.7462 $4,780 7130 Public Works Project Coordinator NE 2130 Step 1 $96,612 $8,051 $46.4481 $3.716 Step 2 $91,572 $7,631 $44.0250 $3,522 Step 3 $86,796 $7,233 $41.7288 $3,338 Step 4 $82,272 $6,856 $39.5538 $3,164 Step 5 $77,988 $6,499 $37.4942 $3,000 7132 Public Works Water Project Coordinator NE 2130 Step 1 $96,612 $8,051 $46.4481 $3,716 Step 2 $91,572 $7,631 $44.0250 $3,522 Step 3 $86,796 $7,233 $41.7288 $3,338 Step 4 $82,272 $6,856 $39.5538 $3,164 Step 5 $77,988 $6,499 $37.4942 $3,000 7325 Street and Water Crew Leader NE 2290 Step 1 $73,704 $6,142 $35.4346 $2,835 Step 2 $69,864 $5,822 $33.5885 $2,687 Step 3 $66,216 $5,518 $31.8346 $2,547 Step 4 $62,760 $5,230 $30.1731 $2,414 Step 5 $59,484 $4,957 $28.5981 $2,288 Water Maintenanc_ . . 7930 Water Maintenance Worker NE 2380 Step 1 $38,772 $3,231 $18.6404 $1,491 Step $36,756 $3,063 $17.6712 $1,414 Step 3 $34,836 $2,903 $16.7481 $1,340 Step 4 $33,024 $2,752 $15.8769 $1,270 Step 5 $31,308 $2,609 $15.0519 $1,204 7925 Water Maintenance Worker,Senior NE 2310 Step 1 $59,484 $4,957 $28.5981 $2,288 Step 2 $56,388 $4,699 $27.1096 $2,169 Step 3 $53,448 $4,454 $25.6962 $2,056 , Step 4 $50,664 $4,222 $24.3577 $1,949 Step 5 $48,024 $4,002 $23.0885 $1,847