Resolution No. 2014-066RESOLUTION NO. 2014-66
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
VERNON APPROVING THE MEMORANDUM OF UNDERSTANDING BY
AND BETWEEN THE CITY OF VERNON AND TEAMSTERS LOCAL
911 FOR THE PERIOD OF JULY 1, 2014 THROUGH JUNE 30,
2016
WHEREAS, the Teamsters Local 911 ("Teamsters") has been
recognized as an employee organization pursuant to Resolution No. 4027;
and
WHEREAS, the City and Teamsters have concluded labor
negotiations regarding wages, benefits and working conditions for the
period of July 1, 2014 through June 30, 2016; and
WHEREAS, representative members of Teamsters 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 Teamsters, 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
Teamsters Local 911, 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 Raymond B. Whitmer, Secretary -Treasurer of Teamsters
Local 911.
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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 21st day of October, 2014.
Name: W. Michael McCormick
Title: Mayor /
ATTEST:
Ana 8ax'eia Y'�
ity k / Deput ity Clerk
APPROVED AS TO FORM:
Zayn moussa, Deputy City Attorney
- 3 -
STATE OF CALIFORNIA )
) ss
COUNTY OF LOS ANGELES )
I Ana BarCia / Deputy City Clerk of the City
of Vernon, do hereby certify that the foregoing Resolution, being
Resolution No. 2014-66, 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, October 21, 2014, and thereafter was duly
signed by the Mayor or Mayor Pro-Tem of the City of Vernon.
Executed this 0/07- day of October, 2014, at Vernon, California.
(SEAL)
- 4 -
na Bar
Deputy City Clerk
EXHIBIT A
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Preamble
Section 1:
Section 2:
Section 3:
Section 4:
Section 5:
Section 6:
Section 7:
Section 8:
TABLE OF CONTENTS
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................................................. 6
ARTICLE ONE: FUNDAMENTALS
Recognition ............................
No Discrimination ...................
No Strikes or Lockouts............
Layoffs....................................
City /Union Meetings .............
Union Business .......................
Management Rights .................
Employee Rights .....................
I
.................................................... 7
.................................................... 7
................................................... 7
.................................................... 7
.................................................... 9
.....................................................10
ARTICLE TWO: LEGAL LIMITATIONS, SAVINGS CLAUSE& TERM
Section 1: Legal Limitations and Savings Clause......................................................... 12
Section2: Term..............................................................................................................12
Section 3: Modification and Waiver..............................................................................12
ARTICLE THREE: ORGANIZATIONAL SECURITY
Section 1: Organizational Security.................................................................................13
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Section 1:
Compensation ....................................
Section 2:
Acting Pay .........................................
Section 3:
Bilingual Pay .....................................
Section 4:
Certification Pay ................................
Section 5:
Longevity Pay ...................................
`A
....15
.........................................................15
.........................................................16
.........................................................16
.........................................................19
Section6: Merit Steps...................................................................................................20
Section 7: Premium Pay............................................................................................... 20
Section 8: Training and Recertification Time................................................................21
ARTICLE FIVE: OVERTIME
Section 1:
Overtime Authorization .......................
Section 2:
F.L.S.A. Overtime ................................
Section 3:
Compensatory Time .............................
Section 4:
Call Backs ...........................................
Section 5:
Police Dispatch Holdover ....................
......22
..................................................... 22
..................................................... 22
..................................................... 23
ARTICLE SIX: UNIFORMS & SAFETY BOOT/SHOE ALLOWANCE
Uniforms & Safety Boot/Shoe Allowance
..................................................... 24
ARTICLE SEVEN: HEALTH AND WELFARE BENEFITS
Section1:
Medical..........................................................................................................25
Section 2:
Cafeteria Plan .................................................................................................
25
Section3:
Dental...........................................................................................................
25
Section4:
Vision............................................................................................................
26
Section 5:
Life Insurance................................................................................................
26
Section 6:
Deferred Compensation.................................................................................
26
Section 7:
Other City Employee Programs....................................................................
26
ARTICLE EIGHT: RETIREMENT
Section1: P.E.R.S......................................................................................................... 27
Section 2: P.E.R.S. Supplemental Plans.........................................................................27
Section 3: Retiree Medical.............................................................................................. 27
3
ARTICLE NINE: HOLIDAYS
Section1: Holidays........................................................................................................ 29
Section2: In -Lieu Holidays..................................................................:.........................29
ARTICLE TEN: VACATION
Section1: Vacation Leave............................................................................................... 31
Section 2: Vacation Accumulation.................................................................................... 31
Section 3: Scheduling of Vacation..................................................................................... 32
ARTICLE ELEVEN: SICK LEAVE
SickLeave: ................................................................................................................................ 33
ARTICLE TWELVE: LEAVE BENEFITS
Section1: Jury Duty......................................................................................................... 34
Section 2: Bereavement Leave........................................................................................... 34
ARTICLE THIRTEEN: WORK SCHEDULE AND WORKING CONDITIONS
Section 1: Provisions......................................................................................................... 36
Section 2: 4/10 Work Schedule.......................................................................................... 36
Section3: Work Schedule.................................................................................................. 36
Section4: Standby Policy.................................................................................................. 36
ARTICLE FOURTEEN: GRIEVANCE PROCEDURE
Grievance Procedure................................................................................................................. 39
ARTICLE FIFTEEN: DISCIPLINE PROCEDURE
DisciplineProcedure.................................................................................................................41
M
ARTICLE SIXTEEN: JOINT LABOR MANAGEMENT COMMITTEE
Joint Labor Management Committee........................................................................................ 45
SIGNATURE PAGE
Signatures................................................................................................................................46
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF VERNON
AND
TEAMSTERS LOCAL 911 (TEAMSTERS)
PREAMBLE
This Memorandum of Understanding (hereinafter referred to as "MOU") is entered into by and
between the City of Vernon (hereinafter referred to as "City") and the California Teamsters,
Public, Professional and Medical Employees Union, Local 911, affiliated with the International
Brotherhood of Teamsters (hereinafter referred to as the "Union"). It is the purpose of this MOU
to promote and provide for harmonious relations, cooperation, and understanding between
Management and the Employees covered by this MOU. This MOU is entered into with reference
to the following facts:
A. Representatives of management for the City of Vernon (hereafter "City") and
representatives of Teamsters Local 911 (hereafter "Union") have met and 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.
B. The management representatives and the representatives of the Union have reached an
understanding as to recommendations to be made to the City Council for the City of
Vernon and to the membership of the Union.
C. This MOU incorporates, contains, and represents all of the terms and conditions agreed
upon by both parties as of the date this agreement is ratified.
0
ARTICLE ONE
FUNDAMENTALS
Section 1: Recognition
The City recognizes the California Teamsters, Public, Professional, and Medical Employees
Union, Local 911 ("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, terms, condition, or privileges of employment or
because of an individual's race, color, sex, religion, national origin, age, marital status, disability,
pregnancy, sexual orientation, political or religious opinions or affiliations, or membership or
non -membership in the Union.
Section 3: No Strikes or Lockouts
During the life of this agreement no work stoppages, strikes, or slowdowns shall be caused or
sanctioned by the Union, and no lockouts shall be made by the City.
Section 4: Layoffs
In accordance with the Meyers-Milias Brown Act, the City and the Union shall meet and confer
on the effect of its actions to layoff. This will occur prior to implementation of layoffs, except in
emergency circumstances wherein the City Council declares a fiscal emergency pursuant to
Article II, Chapter 2.2 of the City of Vernon City Charter. The agreement to meet and confer
over the effect of the exercising of a City right shall not in any way impair the right of the City to
exercise and implement any of its rights to layoff.
Section 5: City/Union Meetings
Representatives from the Union and the City shall meet as needed to discuss issues of mutual
concern.
Section 6: Union Business
A. Use of Bulletin Boards
The City shall provide the Union designated bulletin boards where employees will have access
during regular business hours, subject to the following conditions:
1. All Postings for bulletin boards must contain the date of posting and the identification of
the Union, and
2. Union will not post information, which is defamatory, derogatory, or obscene, subject to
the immediate removal of the right to post for a period not to exceed ninety (90) days.
3. The City will provide separate bulletin boards for the exclusive use of the Union at the
following locations:
A. Lunchroom in the City Yard.
B. Communications Center in Police Department.
C. West wing lunchroom on the second floor of City Hall.
D. South wing lunchroom on the second floor of City Hall.
E. Lunch room on the third floor of City Hall.
B. Access to Facilities
Except as specifically identified in Section D 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.
C. Shop Stewards
The City agrees to recognize up to five (5) Stewards appointed by the Union. One of the five (5)
shall be appointed by the Union as the Chief Steward. The Union shall notify the City in writing
of the names and departments of each Steward and Chief Steward.
D. Union Business
The Chief Steward and 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 Chief Steward/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 release up to five (5) Stewards per year to attend a one (1) day Union
sponsored Steward seminar 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 Stewards 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 7: Manaeement Ri6ts
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;
■ Determine the procedures and standards of selection of employment and promotions;
■ Direct its employees;
■ Establish.and enforce dress and grooming standards;
■ Determine the methods and means to relieve its employees from duty because of lack of
work or other lawful reasons;
■ Maintain the efficiency of government operations;
9
■ 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;
■ 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 in accordance with applicable laws and with the provisions
of this MOU, including without limitation Article II, Section 6 — Probationary Period and
9 — Disciplinary Actions;
■ 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 8: Emnlovee Rights
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
10
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, intimidated, restrained coerced
or discriminated against because of the exercise of these rights.
11
ARTICLE TWO
LEGAL LIMITATIONS, SAVINGS CLAUSE, AND TERM
Section 1: Legal Limitations and Savings Clause
It is understood and agreed that this Memorandum of Understanding (including, but not limited
to, the provisions of the Fair Labor Standards Act) and any and all Resolutions or Ordinances
adopted in implementation thereof are and shall be subject to all present and future applicable
federal and state laws and regulations and shall be effective and implemented only to the extent
permitted by such laws and regulations.
If any part of this Memorandum of Understanding or of any Resolution or Ordinance adopted in
implementation thereof is in conflict or inconsistent with any such applicable provisions of federal
and state laws or regulations or otherwise held to be invalid or unenforceable by any tribunal of
competent jurisdiction, such part or provision shall be suspended and superseded, and such
applicable laws and regulations and the remainder of this Memorandum of Understanding shall
not be affected thereby and shall remain in full force and effect.
Section 2: Term
(a) Except as otherwise provided herein, this Memorandum of Understanding shall be in full
force and effect from July 1, 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.
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: Modification and Waiver
The Union and the City hereby agree that no changes in this MOU regarding the hours or other
conditions of employment of employees in the classification represented by the Union that would
take effect prior to the expiration of the MOU shall occur, unless both parties mutually agree to
such changes.
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.
12
ARTICLE THREE
ORGANIZATIONAL SECURITY
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, if approved by the Union membership as
governed by the Meyers-Milias Brown Act, 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 and/or fees 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. Dues
and/or fees shall be deducted from the second paycheck of each month and remitted to the Union
by the last business day of the month.
The parties agree that the obligations herein are a condition of continued employment for unit
members. The parties further 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 tern 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 one of the following non religion charitable fund, tax
exempt under section 501(c)(3) of the Internal Revenue Code, chosen by the employee:
• United Way
• City of Hope
Los Angeles Regional Food Bank
Whenever a unit member shall be 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
13
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,
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
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
3546.5, 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.
14
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 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 75s'
percentile, 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. Employees in the Senior Environmental Specialist classification since July 1, 2014 or
earlier shall be grandfathered into the classification's previously applied salary schedule.
All merit increases due to each Senior Environmental Specialist shall be based on the
grandfathered salary schedule. Employees in the Senior Environmental Specialists
classification since July 1, 2014 or earlier shall not be eligible for the two (2) cost of living
increases set forth in subsection (D)) and (E)) below.
D. Effective the beginning of the pay period including January 1, 2015, employees
represented in the Union (excluding Y-rated employees, subject to the exception set forth
in subsection (F)), and employees in the Senior Environmental Specialist classification
since July 1, 2014 or earlier) shall receive a 1.5% cost of living increase.
E. Effective the beginning of the pay period including July 1, 2015, employees represented in
the Union (excluding Y-rated employees, subject to the exception set forth in subsection
(F)) shall receive a 1.5% cost of living increase.
F. As of July 1, 2014, employees who are Y-rated at base salaries 4% or less above the
maximum recommended grade and step plan shall be eligible to receive the cost of living
increases set forth in subsections (D) and (E) above.
Section 2: Acting Pay
Employees assigned for six weeks or more to a higher position in an acting status during the
absence of an incumbent, or to fill a vacancy until the vacancy can be filled by appointment, shall
be eligible for Acting Pay. If all the conditions listed in Personnel Policy I-4, Acting/Interim
Appointments have been satisfied the employee shall be compensated at either the beginning step
of the higher classification, or 5% higher than he/she normally receives, whichever is greater,
during the period of time that the employee is assigned to the higher position.
The employee must serve a minimum of 80 consecutive hours in the higher classification to be
compensated at the higher rate. This compensation shall be retroactive to the first hour of the
acting/interim appointment. Claims for acting/interim pay will not be honored beyond six months
from the end of the acting/interim appointment. Please refer to Personnel Policy and Procedures
15
I-4 Acting/Interim Appointments for specific details.
Section 3: Bilinaual 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.
Employees receiving bi-lingual pay as of July 1, 2014 shall be grandfathered into the City's
previous policy.
Section 4: Certification Pay
Effective July 1, 2015, an employee shall be eligible, on a first come first serve basis, to receive
certificate pay in the amount of 2.5% of the employee's base rate of pay for possession of a
maximum of one (1) of the below certificates within his/her respective classification. The total
maximum certificate paid to all employees shall not exceed $50,000 during the term of this
contract.
CLASSIFICATION
CERTIFICATE PAY
As designated by the City Administrator
Notary Public - Employees designated by the
City Administrator to perform notary public
services on behalf of the City
Electrical Inspector
ICC — Building Inspector and Safety
Assessment Program (SAP) Evaluator (Both
certificates required)
ICC — Plumbing Inspector UPC
ICC — Mechanical Inspector UMC
Certified Access Specialist - CASP (Only 2
employees eligible in the inspector
classification series
Professional Electrical Engineer
Associate En ig neer
Professional Engineer (Traffic, Geotechnical) —
Only one Traffic, Geotechnical and Land
Surveyor certificate required for the entire
en i neeri ng series
Professional Land Surveyor
En ineerin Aid
Certified Landscape Auditor Water position
16
only)
Backflow Tester Certificate (Water position
only)
Facilities Maintenance Worker, Lead
Class B Commercial Driver's License
Public Works Degree/Certificate
Facilities Maintenance Worker, Senior
Class B Commercial Driver's License
Public Works Degree/Certificate
Mechanic, Lead
Class B Commercial Driver's License
Welding Certification (Only one welder
certification required in the mechanic
classification series
Mechanic, Senior
Class B Commercial Driver's License
Welding Certification (Only one welder
certification required in the mechanic
classification series
Mechanic
Class B Commercial Driver's License
Welding Certification (Only one welder
certification required in the mechanic
classification series
Senior Building Inspector
ICC — Electrical Inspector
ICC- Plumbing Inspector UPC
ICC —Mechanical Inspector
Certified Access Specialist - CASP (Only 2
employees eligible in the inspector
classification series
Professional Engineer (Civil, Structural, or
Geotechnical
Plumbing and Mechanical Inspector
ICC —Building Inspector and Safety
Assessment Program (SAP) Evaluator Both
certificates required
ICC — Electrical Inspector
Certified Access Specialist - CASP (Only 2
employees eligible in the inspector
classification series
Professional Mechanical Engineer
Prok En ineer
Professional Engineer Traffic, Geotechnical
Professional Land Surveyor — (Only one
employee with a traffic, geotechnical or land
survey license required in the engineering
17
roel atsl
Pesticide Applicator Certification (Up to two
emnlovees rotated annually)
Street Maintenance Worker Class B Commercial Driver's License
Pesticide Applicator Certification (Up to two
emnlovees rotated annually)
B Commercial Driver's
Pesticide Applicator Certification (Up to two
employees rotated annually)
Public Works Degree/Certificate
I Water Maintenance Worker I Class B Commercial Driver's License I
ICC — Buil
ICC — Fire
Environmental Specialist, Senior CA DPH Inspector/Assessor (Lead) (One
employee only in the Environmental
classification series)
Vector Control
Certified Professional Storm Water Quality,
Qualified SWPP Developer or Qualified
SWPPP (Non -cumulative. Only one certificate
pay for one of the certifications within the
Practitioner Solid Waste Assoc of North
American (Only two employees eligible in the
Environmental Specialist classification series)
National Registry of
Professional
Environmental Specialist CA DPH Inspector/Assessor (Lead) (One
employee only in the Environmental
classification series)
Vector Control Technician
AW WA — Backflow Tester
AW WA — Cross Connection Specialist
Solid Waste Association
Certification
National Registry of En-v
18
Professional
Police Dis atcher
Advanced Public Safety Dispatcher
Intermediate POST Certificate
Traininp, Officer Certificate
Police Dispatcher, Lead
Advanced Public Safety Dispatcher
Intermediate POST Certificate
Training Officer Certificate
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.
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 (151/o)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.
19
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. Emplovees Employed OnorAfter July 1, 1994 and on or before December 31, 2013.
Five (5)Years of Service
All eligible employees who are employed on or after July 1, 1994 and on or
before December 31, 2013, who attain five (5)years of consecutive uninterrupted service shall
receive an additional five percent (5%) per month of their base salary. Such employees upon
reaching their 5th anniversary date shall be entitled to receive said five percent (5%) per
month upon said anniversary date. Further, such employees will not be entitled to receive any
additional percentage increase to their base salary for further service. This subsection shall
only apply to employees hired on or after July 1, 1994 and on or before December 31, 2013. .
The discontinuation of the longevity benefit outlined in this subsection for
employees hire after December 31, 2013, shall be contingent when the City successfully reaches
agreement on the same proposal as presented with all other represented and unrepresented
employees working in the City.
Section 6: Merit Steps
Effective June 1, 2015 through May 31, 2016, employees who in the discretion of the
Department Head and in accordance with the City's Performance Evaluation Policy, have
attained one year of satisfactory service as of their classification anniversary date will be
eligible to receive a 5% merit step increase. 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 7: Premium Pay
After approval by the City Administrator and Director of Human Resources, premium pay as
defined below shall be assigned to persons found to possess on a regular or temporary assignment
such additional duties and responsibilities or whose positions entail certain hazards as to warrant
this salary step over the base class.
1. 5% Premium Pay - A temporary 5% increase in pay shall be given to
employees during periods when they assume some of the duties of higher -level
job classes for a period of two weeks or more. Upgrade pay does not apply for
short term absences or vacation coverage.
2. 10% Premium Pay — A temporary 10% increase in pay shall be given to
employees when in the judgment of the Department Head and concurrence
with the City Administrator they assume significantly more complex additional
duties and responsibilities not normally found in their class for a period of two
weeks or more. Upgrade pay does not apply for short term absences or vacation
coverage.
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3. 5% Dispatcher Training Pay — A temporary 5% increase in pay shall be given
to Police Dispatchers when they are designated by the Police Chief or designee
to train newly hired employees in the Police Dispatch Center.
Please refer to Personnel Policy and Procedures II-3 Salary Plan Administration for specific
details.
Section 8: Training and Recertification Time
Training and/or recertification time that is required by the employee's then current job description
on file with the Human Resources Department or approved in advance by the Department Head is
compensable.
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ARTICLE FIVE
CIITIO:II OUM
Section 1: Overtime Authorization
All overtime requests must have prior written authorization of the respective 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: F.L.S.A. Overtime
Employees will be paid overtime at time and a half (1.5) for all eligible hours worked in excess of
forty (40) hours in a single workweek.
Holidays (regular, in -lieu, and floating), vacation time, compensatory time, paid jury duty leave,
sick leave, and bereavement leave shall count as time worked for the purposes of computing
overtime. 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. 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.
C. Upon promotion to an FLSA exempt classification, all compensatory time off shall be
cashed out prior to promotion at the employee's current regular rate of pay in the non-
exempt classification.
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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 workday 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 (4) hours of work at
the applicable overtime rate. Any hours worked in excess of four (4) hours shall be credited for
actual time worked at the applicable overtime rate.
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.
Section 5: Police Dispatch Hold Over
A dispatcher following completion of a shift shall be paid double time for each hour held over in
excess of four (4) hours beyond the regular shift, regardless of the number of regular hours
worked in the workweek.
23
ARTICLE SIX
1_11010[1]_,7t%
If an employee's job classification requires him/her to wear a uniform while on duty, as
designated by the City or employee's Department, the City will provide and launder such
uniform.
For employees that work in the Police Department, the City will provide the initial set of uniforms
to the employees. The newly hired employee will receive: two (2) class A uniforms; two (2) class
B uniforms; two (2) polo shirts and one (1) jacket or sweater. On all subsequent anniversary dates
for Police Department employees, the City will provide an annual uniform purchase and
maintenance allowance of $600.00. The employee's uniforms shall meet the applicable
regulations for his/her job classification pursuant to City/Departmental policies.
Employees that work in the Fire Department and who are required to wear a uniform while on
duty shall receive the uniform allowance identified in the then current Vernon Firemen's
Association Memorandum of Understanding.
The City will provide a safety boot/shoe allowance of $200.00 payable in the first pay period in
July of each year 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-OHSA regulations and City/Departmental policies.
Employees receiving the boot/shoe allowance are required to wear the prescribed boots/shoes at
all time while on duty. Boots/shoes must be kept in a well -maintained condition to ensure
employee safety. The City reserves the right to determine if the boot or shoe is appropriate to the
job classification in conformance with applicable CAL-OHSA regulations and City/Departmental
policies.
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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 -cash out), 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
and B 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 $1,120 per month of the cost of the plan for employees and eligible
dependents. The cost of any plan selected by the employee that exceeds $1,120 shall be
paid by the employee through a pre-tax payroll deduction.
B. For Employees enrolled in the PPO/HSA plan, the City shall pay up to $870 per month of
the monthly cost of the plan for employees and eligible dependents. 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 $870 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
25
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.
Section 7: Other City Employee Programs
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
• Employee Assistance Program (EAP)
26
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 employees with 2.7% at 55 PERS retirement benefit plan.
As a result of the recent passage of AB 340 Public Employee Pension Reform (PEPRA), new
Ca1PERS members hired on or after January 1, 2013 who meets the definition of new member
under PEPRA, shall be provided a 2.0% at 62 PERS retirement benefit plan.
Employees shall be responsible for paying their employee's contribution to PERS.
The City and Union agree to a reopener to discuss the impacts and effects if the 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 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 60 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.
27
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
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.
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ARTICLE NINE
HOLIDAYS
Section 1: Holidays
A. All full-time employees, excluding employees assigned to a 24/7 operation, shall be
provided with the following holidays with pay based on the number of hours constituting a
regular working day, subject to the provisions below.
1. January P - New Year's Day
2. The Yd Monday in January — Martin Luther King, Jr. Day
3. The Yd Monday in February — Presidents Day
4. March 3 1 " — Cesar Chavez Day
5. The last Monday in May — Memorial Day
6. July 41h —Independence Day
7. The first Monday in September — Labor Day
8. The second Monday in October — Columbus Day
9. November 111h — Veterans Day
10. The 4' Thursday in November — Thanksgiving Day
11. December 24 h — Christmas Eve
12. December 25`h — Christmas Day
13. December 3 1 " — New Year's Eve
14. Such other days as may be designated as holidays by the City Council of the
City of Vernon (employees assigned to a 24/7 operation shall receive an
equivalent number of in -lieu hours)
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 a holiday to
employees.
C. Temporary, and part-time employees are not eligible for paid holidays.
D. An employee whose regular shift assignment falls on a scheduled holiday and who is
required to work on that day shall be paid at his/her regular rate of pay for the holiday, plus
overtime pay for his/her regular hours worked (excluding employees assigned to a 24/7
operation).
E. Employees assigned to a 24/7 operation shall not be eligible for holiday pay, but shall
instead receive In -Lieu Holiday hours equivalent to the applicable calendar year holiday
schedule for rest of the Teamsters' members, subject to the provisions below.
Section 2: In -Lieu Holiday Time
A. An employee regularly assigned to a 24/7 operation whose duties are such that they do not
receive the benefits of regular legal holidays, shall be granted In -Lieu Holiday hours
M
equivalent to the applicable calendar year holiday schedule for rest of the Teamsters'
members effective January 1" of each calendar year.
B. Such In -Lieu Holiday time shall only be granted so long as said employee is on the active
payroll of the Department.
C. In -Lieu Holidays must be taken prior to December 31". Holidays may be taken as days off
at the employee's discretion, subject to the approval of the Department Head or designee.
D. It shall be the responsibility of the employee to make a record of a good faith effort to
utilize all In -Lieu holiday time within the applicable calendar year. If such effort is
demonstrated, in or about January of each year, the employee shall be paid for said In -Lieu
Holidays not taken within the preceding calendar year. Compensation for unused In -Lieu
holidays shall be calculated using the employee's regular rate of pay, including all
compensation computed in accordance with the applicable base rate, as of December 31It
of the applicable calendar year.
E.
F. An employee who resigns, retires, transfers out of a 24/7 operation or is terminated shall
be compensated on a prorated basis for In -Lieu holiday time not yet taken. Proration shall
be determined by the number of holidays that occurred in the calendar year prior to the
resignation, retirement, transfer, or termination.
30
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
lst year thru 4th year
5th year thru 9"' year
101' year thru 141h year
15'h year thru 24th year
25" year and more
24/7 Operation:
Vacation Hours Earned
80
100
120
160
190
Bi-Weekly Accrual
3.08
3.85
4.62
6.16
7.31
IA year thru 4`" year
96
3.69
5th year thru 9th year
120
4.61
l Oth year thru 14th year
144
5.53
15th year thru 24"' year
192
7.38
25'h year and more
228
8.76
If the City agrees to increase the vacation accrual for other employee groups (outside of the
Teamsters' Union), excluding executives, who have worked for the City for 25 years or more, the
City agrees to a re -opener at the Union's request to discuss the differing vacation policy(ies).
Section 2: Vacation Accumulation
A. No vacation leave shall be carried over into the next calendar year that exceeds the
maximum 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. Compensation for unused vacation in excess of the allowed accumulated maximum
shall be calculated using the employee's regular rate of pay, including all compensation
computed in accordance with the applicable base rate, as of December 31" of the
applicable calendar year.
B. No vacation leave shall be accumulated by employees while they are on an unpaid leave of
absence or unpaid 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. (Except for employees assigned to a 24/7 Operation)
D. Upon separation from City employment, compensation shall be paid for vacation leave
which has been earned but not taken at the employee's regular rate of pay, including all
31
compensation computed in accordance with the applicable base rate, at time of separation.
Section 3: Scheduling 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 (10) business days
before the beginning of the vacation. Vacation leave requests for extended times (3 weeks or
more), unless an unforeseen emergency exists, shall be submitted at least thirty (30) days in
advance of the beginning of the vacation. 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.
Notwithstanding the aforementioned, Department Heads can continue to exercise discretion
in granting vacation leave request.
B. Vacation leave requests shall not be in excess of that actually earned at the time it is
requested or in excess of the regular scheduled workweek.
MPA
ARTICLE ELEVEN
SICK LEAVE
Section 1: Sick Leave
A. Employees shall accrue 80 hours of sick leave per year, accruing 3.08 of sick hours over
26 pay periods per year. 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. Employees only receive sick
leave accrual while they are in a paid status.
B. The City shall allow carry-over of sick leave up to the maximum cap of 960 hours of sick
leave. This bank of carry-over sick leave would provide a cushion for longer -term
illnesses and injuries.
C. Annually, any sick leave hours exceeding 960 will be compensated for at the end of the
year at 50% of the employee's regular hourly rate.
D. If an employee resigns from the City with 20 years or more of continuous service, he/she
will be compensated for all unused sick leave hours in his/her sick leave bank at the time
of separation at 50% of his/her then current regular hourly rate of pay.
E. If an employee retires from the City with 15 to 20 years of continuous service, he/she will
be compensated for all unused sick leave hours in his/her sick leave bank at the time of
separation at 50% of his/her then current regular hourly rate of pay. If an employee retires
from the City with 20 or more years of continuous service, he/she will be compensated for
all unused sick leave hours in his/her sick leave bank at the time of separation at 100% of
his/her then current regular hourly rate of pay.
F. An employee who is out on sick leave for more than two (2) consecutive days shall be
required to provide the City with a doctor's note for the sick leave in order to be paid for
the sick leave.
M
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 court's
compensation for duty performed on such employee's regular day off. Employees
assigned to jury duty on a 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
while the employee is serving on jury duty. This temporary workweek reassignment shall
be for the balance of the scheduled workweek. Reassignment of duties may also be made
to maximize an employee's productivity prior to, and following release from jury duty.
E. If an employee is required to serve on a jury for a period longer than two weeks, the
employee shall be entitled, at the employees' option, to use any accrued leave time, other
than sick time, during the period of extended jury service. The employee shall continue to
receive all paid benefits, and shall continue to accrue eligible leave benefits.
Section 2: Bereavement Leave
Permanent full-time employees, regardless of period of service, may in the event of death or
where death appears imminent, of any "immediate family member" including the equivalent
relatives of a registered domestic partner, be allowed up to the equivalent of four (4) work days
(total hours may vary depending on work schedule) of bereavement leave without loss of salary.
34
Relative
All Regular Employees
Spouse
4 work days
Child
4 work days
Registered Domestic
Partner
4 work days
Step -Child
4 work days
Parent
4 work days
Step -Parent
4 work days
Mother-in-law
4 work days
Father-in-law
4 work days
Grandchild
4 work days
Step -Grandchild
4 work days
Grandparent
4 work days
Grandparent -in-law
4 work days
Brother
4 work days
Sister
4 work days
Step -Sister
4 work days
Step -Brother
4 work days
Daughter-in-law
4 work days
Son-in-law
4 work days
Brother-in-law"
4 work days
Sister-in-law"
4 work days
*Brother-in-law and sister-in-law are defined as the spouse of the employee's
sibling or the sibling of the employee's spouse. .
Bereavement leave is paid over a maximum of eight (8) workdays and is paid
in thirty -minute increments. The bereavement leave begins on the first
regularly scheduled workday as requested by the employee. If the employee
learns of the death while at work, he or she is entitled to leave work
immediately; this partial day leave will not be counted towards the
bereavement leave. Bereavement leave must be authorized by the employee's
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.
Upon written verification that funeral services or other related obligations necessitate
travel outside of California, the employee shall be entitled to up to two (2) additional
days of accrued leave (vacation, compensatory time, in -lieu holiday, or sick leave;
said leave to be recorded as vacation, etc.).
W1
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 any work schedule, the
City agrees that no such modification will be conducted without first notifying the affected employees
a minimum of ten (10) days prior to the change, unless agreed to by the affected employee(s) and the
Department Director.
Section 2: 4/10 Work Schedule
The City agrees to continue the 4/10 work schedule for employees assigned to work between
Monday — Friday shifts. The basic work schedule shall consist of four (4) consecutive 10-hour
days within a seven (7) calendar day period.
Section 3: Work Schedule
It is understood that the City has established a workweek for each covered employee which meets
the requirement of the FLSA and which will not result in overtime compensation as part of the
normal work schedule. Each non-exempt employee shall be assigned a designated FLSA
workweek for the correct calculation of overtime.
All employees shall receive a minimum of two 15-minute breaks and a thirty (30) minute lunch
period or sixty (60) minute lunch period per workday.
Section 4: Standby Policy
A. PURPOSE
To have employees on stand-by to respond to major incidents and emergencies during non-
working hours which require immediate attention to availability of qualified individuals with
expertise in operating, maintaining, restoring and repairing the City's infrastructure.
It is presently anticipated that the need for stand-by will be as follows, with the understanding that
actual stand-by staffing, if any, remains at the discretion of the department head:
1.- One (1) Water Employee
2.- One (1) Building Maintenance Employee
3.- One (1) Environmental Specialist
4.- One (1) Street Facilities Maintenance Employee
36
5. One (1) Police Dispatcher
The Emergency Call Back policy is not intended to be used in lieu of a demonstrated need for
stand-by.
B. DEFINITIONS
Stand-by: Stand-by duty requires that an employee be accessible, available, and physically able
to report to work. The employee must possess a city issued mobile phone device that remains
available for immediate contact. The employee must be ready, willing, and able to respond to an
emergency or incident or request for assistance based on a pre -arranged schedule. Employees on
stand-by must respond to the mobile phone call immediately and be able to respond to the City
within 1 hour of being called upon. The department head will determine if an employee is
qualified to perform stand-by duties. The stand by duty period shall be defined by the Department
Head.
Emergency Call Back: When an employee is called back to the City, or at the direction of their
supervisor, after their normal work shifts has been completed or before their normal work shift
commences due to an unscheduled emergency or request that affects the City's infrastructure.
Ce'/uIMN
Stand—by: Employees on "Stand —By" shall receive two hours of regular straight time
compensation for each date that the employee is assigned to be on stand-by. Stand-by time is not
counted as hours worked as employees are not restricted in their activities and may engage in non -
work related personal activities. On City -recognized Holidays where City Hall is closed,
employees on stand-by will be compensated four hours of straight time compensation.
An employee assigned to stand-by who is not available to report will be subject to appropriate
disciplinary action unless they provide sufficient notice to their immediate supervisor of their
incapacity to respond prior to the call back so that appropriate arrangements can me made so that
the stand-by duty is covered.
When an employee on "stand-by" is called back to the City, he/she shall be entitled to "stand-by"
pay. The employee shall be paid a minimum of four (4) hours of pay at the appropriate rate based
upon the employee's hours worked. Time begins when the call out request is received and ends
when the employee returns home. If work is performed remotely, the employee shall receive hour
for hour compensation at the appropriate rate based upon the employee's hours worked.
D. CONDUCT WHILE ON "STAND-BY" DUTY
While on stand-by duty the employee must be able to respond to the City within sixty 60
minutes of being called, and will carry the city issued phone.
2. The employee will at times remain able to immediately respond to any emergencies.
37
Each employee on stand-by duty is accountable to all of the rules and regulations of the
City.
4. In the event of a call back, the employee will wear his/her City uniform, if applicable.
F. ASSIGNED VEHICLES
At the discretion of the department head, employees on stand-by will have use of a City vehicle to
travel to and from their houses and call back assignments. When not on call, the City vehicle must
be parked in a secure location at the employee's residence.
38
ARTICLE FOURTEEN
10 R F*X QTQ 4 5 ' 914 UB Elli
GRIEVANCE DEFINITION
A grievance shall be defined as an allegation by an employee or the Union of a misinterpretation,
misapplication, or violation of a particular provision of this MOU, City policy, rule, or past
practice.
11M.]
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) waive 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(s) shall present the grievance, in writing, to the grievant is Department Head within five
(5) days of the decision of the immediate supervisor. The Union and/or employee(s) waive the
right to proceed with the grievance if the grievant(s) does not act by this deadline. Within five (5)
days, the Department Head, or the designee of the Department Head, shall meet with the Union
and employee(s) to hear the grievance. Within five (5) days of hearing the grievance, the
Department head 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
Head, the grievant may request 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
9%
his/her decision, in writing, to the Union and employee(s). The decision of the City Administrator
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 five (5) 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. The Union may delete/strike two
(2) names from the list. The City will then select the arbitrator from the remaining names on the
list. 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.
All time limits specified in the foregoing procedure may be waived only by mutual written
agreement.
M
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.
Disciplinary Actions
The tenure of every City employee shall be based on reasonable standards of personal conduct
and job performance. Failure to meet such standards shall be grounds for appropriate disciplinary
action, which shall be commensurate with the seriousness of the offense and with consideration of
the employee's personnel file. Progressive discipline will be used; however, this does not preclude
the City from taking disciplinary action, up to and including termination, for an incident for which
there is no prior documentation as long as the disciplinary action is warranted and is based on just
cause.
The 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
Hl
discipline and the charge(s) being considered.
Emnlovee Review
The employee shall be supplied with a copy of the documents or materials upon which the
proposed disciplinary action is based.
Emnlovee Resnonse/Pre-Disciplinary Conference
The notice of proposed action shall state the date by which the employee must exercise the right
to respond orally, in writing or both orally and in writing. This represents the pre -disciplinary
opportunity for the employee to state any reasons that he/she believes the proposed action to be
inappropriate. The employee shall have a reasonable amount of time to respond, which shall not
be fewer than five days. This date may be adjusted by mutual agreement. Failure to respond by
the assigned date will constitute a waiver of the right to respond. Any response will be fully
considered before any final action is decided upon.
The Pre -Disciplinary Conference does not need to be an evidentiary hearing. An employee has the
right to have a representative of his or her own choosing at the conference. The City may conduct
further investigation if the employee's version of the facts or new information raises doubts as to
the accuracy of the City's information leading to the discipline proposal.
Written Notice of Final Action
After consideration of the employee's response, or in the absence of a response, written notice of
the final disciplinary action shall be given to the employee. Such notice shall include essentially
the same information contained in the notice of proposed action, except that the employee's
formal appeal rights shall be stated.
Emergencies
When, in the opinion of the City, immediate disciplinary action is required to protect the health,
safety or welfare of the public, other employees or the employee himself, the employee may be
suspended without pay for up to five (5) days pending the processing of the notices 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..
Appeal Procedures
Major Discipline
Any permanent employee in the classified service shall have the right to appeal any dismissal,
suspension of thirty (30) hours or more, reduction in salary, or non -probationary demotion. The
appeal process shall not be applicable to probationary employees. The appeal process shall not be
42
applicable to performance evaluations, verbal and/or written reprimands.
An employee desiring to appeal the discipline shall have ten (10) days after receipt of final 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. If the employee files a timely
appeal, an arbitration appeal hearing shall be established as follows:
The employee shall file a written request with the Human Resources Division for
advisory arbitration to the City Administrator or designee. The City and Union will share
equally share (i.e. 50/50) the arbitration -related expenses, excluding attorney fees, expert
witness(es) and staff time.
2. The City shall request a list of five (5) 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. The employee may delete/strike
two (2) names from the list. The City will then select the arbitrator from the remaining
names on the list.
3. The selected arbitrator shall serve as the hearing officer.
4. All time limits specified in the procedure may be 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 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.
If the problem cannot be resolved between the employee and the supervisor, the employee may,
within ten (10) days from receiving notice of the final 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 and binding.
ARTICLE SIXTEEN
lLll��fl Il ►I a�[I Yu MA I Y W I DI y
A. 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 management
representatives of the City Departments. The Union shall provide up to five (5) City
employees and one (1) representative to sit on its committee. Employees who are regularly
scheduled to work shall be on paid release time during participation in the JLM
Committee. Participation in the JLM Committee is considered Union Business, and as
such, any release time under this section shall not result in the City incurring any overtime.
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.
B. The JLM Committee shall be utilized to allow the parties to discuss matters affecting the
workplace environment.
C. The JLM Committee 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 Committee's
meetings shall not be "Meet and Confer" sessions as that term is used in Government
Code Sections 3500 et. seq.
D. JLM Committee 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
APPROVED AND ADOPTED BY CITY COUNCIL ON
RESOLUTION NO.
0401m,,"
Ana Barcia, Deputy City Clerk
W4105 6-1I N.T.y 11414E SIM
Raymond B. Whitmer
Secretary -Treasurer
Carlos Rubio
Business Representative
Juan Arellano
Committee Member
Rafael Contreras
Committee Member
Cerissa Diaz
Committee Member
Lyndon Ong-Yiu
Committee Member
Christina Rivera
Committee Member
PER
STAFF REPORT
V, ola j[4
, �U/11 66
STAFF REPORT
CITY ADMINISTRATION
DATE: October 21, 2014
)gpnUW& .
RECEIVED
OCT 16 2014
CITY CLERK'S OFFICE
TO: Honorable Mayor and City Council
FROM: Mark C. Whitworth, City Administrator
RE: (1) A RESOLUTION OF THE CITY VCUNCIL OF THE CITY OF
VERNON APPROVING THE MEMORANDUM OF UNDERSTANDING
BY AND BETWEEN THE CITY OF VERNON AND TEAMSTERS LOCAL
911 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.14)
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 Teamsters Local 911 ("Teamsters") 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 July 1, 2014, implementing the changes set forth in the 2014-2016
Memorandum of Understanding between the City of Vernon and Teamsters and
amending the City Clerk salary range to $130,488 - $158,604 as a result of the Citywide
classification study conducted by Public Sector Personnel Consultants ("PSPC").
Background
Pursuant to the City of Vernon Employer -Employee Relations Resolution (Resolution No. 4027),
the City formally recognized Teamsters as an employee organization for purposes of collective
bargaining. On September 29, 2014, the City and Teamsters concluded labor negotiations
regarding wages, benefits and working conditions for the 2014-2016 Memorandum of
Understanding ("MOU").
Members of City staff and representatives of Teamsters met and conferred in good faith, and
reached agreement on the proposed contract language, subject to the approval of the City
Council.
This report recommends City Council approval of the benefits and contract language
incorporated into an agreement with Teamsters. Attached as Exhibit A to the Resolution is the
MOU for employees in classifications represented by Teamsters, which incorporates mutually
agreed upon provisions. The MOU covers the period of July 1, 2014 through June 30, 2016.
Key provisions of the proposed MOU are:
• 2 Year Term
• Effective the beginning of the pay period containing July 1, 2014, establish new salary
ranges for employees represented by Teamsters based upon the results of the Citywide
classification and compensation study at the 75I' percentile, and consistent with the
proposed 5x5 grade and step pay plan.
• Effective the beginning of the pay period containing July 1, 2014, employees represented
by Teamsters 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 containing July 1, 2014, employees who are
above the maximum recommended grade and step plan shall be Y-rated and their
respective salaries frozen during the term of the contract.
• Employees in the Senior Environmental Specialist classification since July 1, 2014 or
earlier shall be grandfathered into the classification's previously applied salary schedule.
All merit increases that become due shall be based on the grandfathered salary schedule.
Employees in the grandfathered salary schedule shall not be eligible for the two (2) cost
of living increases set forth below.
• Effective the beginning of the pay period containing January 1, 2015, the base salaries for
employees represented by Teamsters (excluding Y-rated and grandfathered employees)
shall be increased by 1.5%.
• Effective the beginning of the pay period containing July 1, 2015, the base salaries for
employees represented by Teamsters (excluding Y-rated and grandfathered employees)
shall be increased by 1.5%.
• As of July 1, 2014, employees who are Y-rated at base salaries of 4% or less above the
maximum recommended grade and step plan shall be eligible to receive the cost of living
increases set forth above.
• Effective June 1, 2015 through May 31, 2016, employees represented by Teamsters who,
in the discretion of their department head and in accordance with the City's Performance
Evaluation Policy, have attained one year of satisfactory service as of their classification
anniversary date will be eligible to receive a 5% merit step increase, effective on the
employee's classification anniversary date. Future merit increases to any said grade shall
remain at the sole discretion of the City Council.
• Effective November 1, 2014, the $35.00 per month Auto Insurance benefit paid to
Teamsters employees shall be discontinued.
• Discontinuation of longevity benefits for Teamsters employees hired after December 31,
2013, effective and contingent upon the City successfully reaching agreement on the
same proposal as presented with all other represented and unrepresented employees
working in the City.
• .Effective January 1, 2015, full-time Teamsters employees shall receive an additional
employer contribution of $70.00 per month toward the cost of his/her medical plan. Any
unused portion of the medical allowance may be used under a section 125 cafeteria plan.
• Establishment of employee grievance and disciplinary appeal procedures.
• Effective July 1, 2015, eligible employees shall be entitled to one certification pay at
2.5% of base salary. Certification pay shall be awarded on a first come, first serve basis,
and the total maximum certificate pay paid to all Teamsters employees shall not exceed
$50,000 during the term of the contract.
Amendment to Exhibit A of the Citywide Personnel and Salary Resolution effective Jul- 1,
2014
In order to implement the salary 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 July 1, 2014.
In light of the recruitment process for the City Clerk position that has recently begun, it is also
recommended that City Council amend the compensation range of the City Clerk classification
to $130,488 - $158,604, based on the results of the Citywide classification study conducted by
Public Sector Personnel Consultants ("PSPC") and in line with the City's intent to implement
market -based salary ranges for executive positions.
Fiscal Impact
The total additional estimated cost to adopt the 2014-2016 Memorandum of Understanding
between the City and Teamsters is approximately $781,000. The approximate cost of the
Teamsters MOU for fiscal year 2014-2015 is $402,000, and has been included in the City budget
for FY 2014-2015. The approximate cost for fiscal year 2014-2015 to hire a full-time City Clerk
on or about January 1, 2015, is $107,777, and said costs are included in the City budget for FY
2014-2015.
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 TEAMSTERS LOCAL
911 FOR THE PERIOD OF JULY 1, 2014 THROUGH JUNE 30,
2016
WHEREAS, the Teamsters Local 911 ("Teamsters") has been
recognized as an employee organization pursuant to Resolution No. 4027;
and
WHEREAS, the City and Teamsters have concluded labor
negotiations regarding wages, benefits and working conditions for the
period of July 1, 2014 through June 30, 2016; and
WHEREAS, representative members of Teamsters 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 Teamsters, 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
Teamsters Local 911, 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 Raymond B. Whitmer, Secretary -Treasurer of Teamsters
Local 911.
- 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 21st day of October, 2014.
Name:
Title: Mayor / Mayor Pro-Tem
ATTEST:
City Clerk / Deputy City Clerk
APPROVED AS TO FORM:
Zayn loussa, 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, October 21, 2014, and thereafter was duly
signed by the Mayor or Mayor Pro-Tem of the City of Vernon.
Executed this day of October, 2014, at Vernon, California.
(SEAL)
-n-
City Clerk / Deputy City Clerk
EXHIBIT A
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF VERNON
AND
TEAMSTERS LOCAL 911
July 1, 2014 through June 30, 2016
TABLE OF CONTENTS
MEMORANDUM OF UNDERSTANDING
Preamble ............
ARTICLE ONE: FUNDAMENTALS
Section 1: Recognition
Section 2:
No Discrimination ...............
Section 3:
No Strikes or Lockouts........
Section 4:
Layoffs ................................
Section 5:
City /Union Meetings .........
Section 6:
Union Business ...................
Section 7:
Management Rights .............
Section 8:
Employee Rights .................
........................... 6
VA
....................................................... 7
........................................................ 7
........................................................ 7
....................................................... 7
........................................................ 7
........................................................ 9
.........................................................10
ARTICLE TWO: LEGAL LIMITATIONS, SAVINGS CLAUSE& TERM
Section 1: Legal Limitations and Savings Clause......................................................... 12
Section2: Term..............................................................................................................12
Section 3: Modification and Waiver..............................................................................12
ARTICLE THREE: ORGANIZATIONAL SECURITY
Section 1: Organizational Security.................................................................................13
ARTICLE FOUR: COMPENSATION
Section 1:
Compensation ............................
Section 2:
Acting Pay .................................
Section 3:
Bilingual Pay .............................
Section 4:
Certification Pay ..:.....................
Section 5:
Longevity Pay ...........................
2
.................................................15
.................................................15
.................................................16
.................................................16
.................................................19
Section6: Merit Steps...................................................................................................20
Section7: Premium Pay............................................................................................... 20
Section 8: Training and Recertification Time................................................................21
ARTICLE FIVE: OVERTIME
Section 1: Overtime Authorization.................................................................................22
Section 2: F.L.S.A. Overtime......................................................................................... 22
Section 3: Compensatory Time...................................................................................... 22
Section4: Call Backs.................................................................................................... 23
Section 5: Police Dispatch Holdover.............................................................................. 23
ARTICLE SIX: UNIFORMS & SAFETY BOOT/SHOE ALLOWANCE
Uniforms & Safety Boot/Shoe Allowance.......................................................................
ARTICLE SEVEN: HEALTH AND WELFARE BENEFITS
Section 1:
Medical .....................................
Section 2:
Cafeteria Plan ............................
Section 3:
Dental .......................................
Section 4:
Vision ........................................
Section 5:
Life Insurance ...........................
Section 6:
Deferred Compensation ............
Section 7:
Other City Employee Programs
................................................... 25
................................................... 25
.................................................. 25
.................................................. 26
................................................... 26
................................................... 26
.................................................. 26
ARTICLE EIGHT: RETIREMENT
Section1: P.E.R.S............................................................................
Section 2: P.E.R.S. Supplemental Plans ...........................................
Section 3: Retiree Medical ................................................................
3
ARTICLE NINE: HOLIDAYS
Section1: Holidays........................................................................................................ 29
Section 2: In -Lieu Holidays............................................................................................ 29
ARTICLE TEN: VACATION
Section 1:
Vacation Leave...............................................................................................
31
Section 2:
Vacation Accumulation....................................................................................
31
Section 3:
Scheduling of Vacation.....................................................................................
32
Sick Leave:....
Section 1:
Section 2:
ARTICLE ELEVEN: SICK LEAVE
ARTICLE TWELVE: LEAVE BENEFITS
JuryDuty.......................................................................
Bereavement Leave ........................................................
...33
ARTICLE THIRTEEN: WORK SCHEDULE AND WORKING CONDITIONS
Section 1: Provisions......................................................................................................... 36
Section 2: 4/10 Work Schedule.......................................................................................... 36
Section3: Work Schedule..................................................................................................36
Section 4: Standby Policy.................................................................................................. 36
ARTICLE FOURTEEN: GRIEVANCE PROCEDURE
Grievance Procedure..........................................................................................
ARTICLE FIFTEEN: DISCIPLINE PROCEDURE
Discipline Procedure.................................................................................
M
MRL':
... 41
ARTICLE SIXTEEN: JOINT LABOR MANAGEMENT COMMITTEE
Joint Labor Management Committee........................................................................................ 45
SIGNATURE PAGE
Signatures................................................................................................................................46
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF VERNON
0
TEAMSTERS LOCAL 911 (TEAMSTERS)
PREAMBLE
This Memorandum of Understanding (hereinafter referred to as "MOU") is entered into by and
between the City of Vernon (hereinafter referred to as "City") and the California Teamsters,
Public, Professional and Medical Employees Union, Local 911, affiliated with the International
Brotherhood of Teamsters (hereinafter referred to as the "Union"). It is the purpose of this MOU
to promote and provide for harmonious relations, cooperation, and understanding between
Management and the Employees covered by this MOU. This MOU is entered into with reference
to the following facts:
A. Representatives of management for the City of Vernon (hereafter "City") and
representatives of Teamsters Local 911 (hereafter "Union") have met and 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.
B. The management representatives and the representatives of the Union have reached an
understanding as to recommendations to be made to the City Council for the City of
Vernon and to the membership of the Union.
C. This MOU incorporates, contains, and represents all of the terms and conditions agreed
upon by both parties as of the date this agreement is ratified.
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FUNDAMENTALS
Section 1: Recognition
The City recognizes the California Teamsters, Public, Professional, and Medical Employees
Union, Local 911 ("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, terms, condition, or privileges of employment or
because of an individual's race, color, sex, religion, national origin, age, marital status, disability,
pregnancy, sexual orientation, political or religious opinions or affiliations, or membership or
non -membership in the Union.
Section 3: No Strikes or Lockouts
During the life of this agreement no work stoppages, strikes, or slowdowns shall be caused or
sanctioned by the Union, and no lockouts shall be made by the City.
Section 4: Layoffs
In accordance with the Meyers-Milias Brown Act, the City and the Union shall meet and confer
on the effect of its actions to layoff. This will occur prior to implementation of layoffs, except in
emergency circumstances wherein the City Council declares a fiscal emergency pursuant to
Article II, Chapter 2.2 of the City of Vernon City Charter. The agreement to meet and confer
over the effect of the exercising of a City right shall not in any way impair the right of the City to
exercise and implement any of its rights to layoff.
Section 5: City/Union Meetings
Representatives from the Union and the City shall meet as needed to discuss issues of mutual
concern.
Section 6: Union Business
A. Use of Bulletin Boards
The City shall provide the Union designated bulletin boards where employees will have access
during regular business hours, subject to the following conditions:
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1. All Postings for bulletin boards must contain the date of posting and the identification of
the Union, and
2. Union will not post information, which is defamatory, derogatory, or obscene, subject to
the immediate removal of the right to post for a period not to exceed ninety (90) days.
3. The City will provide separate bulletin boards for the exclusive use of the Union at the
following locations:
A. Lunchroom in the City Yard.
B. Communications Center in Police Department.
C. West wing lunchroom on the second floor of City Hall.
D. South wing lunchroom on the second floor of City Hall.
E. Lunch room on the third floor of City Hall.
B. Access to Facilities
Except as specifically identified in Section D 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.
C. Shop Stewards
The City agrees to recognize up to five (5) Stewards appointed by the Union. One of the five (5)
shall be appointed by the Union as the Chief Steward. The Union shall notify the City in writing
of the names and departments of each Steward and Chief Steward.
D. Union Business
The Chief Steward and 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 Chief Steward/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 release up to five (5) Stewards per year to attend a one (1) day Union
sponsored Steward seminar 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 Stewards 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 7: Management Rights
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;
■ Determine the procedures and standards of selection of employment and promotions;
■ Direct its employees;
■ Establish and enforce dress and grooming standards;
■ Determine the methods and means to relieve its employees from duty because of lack of
work or other lawful reasons;
■ Maintain the efficiency of government operations;
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■ 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;
■ 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 in accordance with applicable laws and with the provisions
of this MOU, including without limitation Article II, Section 6 — Probationary Period and
9 — Disciplinary Actions;
■ 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 8: Employee Rights
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
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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, intimidated, restrained coerced
or discriminated against because of the exercise of these rights.
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ARTICLE TWO
LEGAL LIMITATIONS, SAVINGS CLAUSE, AND TERM
Section 1: Legal Limitations and Savings Clause
It is understood and agreed that this Memorandum of Understanding (including, but not limited
to, the provisions of the Fair Labor Standards Act) and any and all Resolutions or Ordinances
adopted in implementation thereof are and shall be subject to all present and future applicable
federal and state laws and regulations and shall be effective and implemented only to the extent
permitted by such laws and regulations.
If any part of this Memorandum of Understanding or of any Resolution or Ordinance adopted in
implementation thereof is in conflict or inconsistent with any such applicable provisions of federal
and state laws or regulations or otherwise held to be invalid or unenforceable by any tribunal of
competent jurisdiction, such part or provision shall be suspended and superseded, and such
applicable laws and regulations and the remainder of this Memorandum of Understanding shall
not be affected thereby and shall remain in full force and effect.
Section 2• Term
(a) Except as otherwise provided herein, this Memorandum of Understanding shall be in full
force and effect from July 1, 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.
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: Modification and Waiver
The Union and the City hereby agree that no changes in this MOU regarding the hours or other
conditions of employment of employees in the classification represented by the Union that would
take effect prior to the expiration of the MOU shall occur, unless both parties mutually agree to
such changes.
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.
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ARTICLE THREE
ORGANIZATIONAL SECURITY
Upon the voluntary written authorization of bargaining unit employees, the City shall deduct and
remit to the Union the Uniods 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, if approved by the Union membership as
governed by the Meyers-Milias Brown Act, pay to the union a fee in an amount equal to the
Unions 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 and/or fees 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. Dues
and/or fees shall be deducted from the second paycheck of each month and remitted to the Union
by the last business day of the month.
The parties agree that the obligations herein are a condition of continued employment for unit
members. The parties further 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 one of the following non religion charitable fund, tax
exempt under section 501(c)(3) of the Internal Revenue Code, chosen by the employee:
• United Way
• City of Hope
• Los Angeles Regional Food Bank
Whenever a unit member shall be 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
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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,
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
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
3546.5, 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.
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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 Union shall be placed within the proposed grade and step pay
plan as a result of the Citywide classification and compensation study based upon the 75a'
percentile, 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. Employees in the Senior Environmental Specialist classification since July 1, 2014 or
earlier shall be grandfathered into the classification's previously applied salary schedule.
All merit increases due to each Senior Environmental Specialist shall be based on the
grandfathered salary schedule. Employees in the Senior Environmental Specialists
classification since July 1, 2014 or earlier shall not be eligible for the two (2) cost of living
increases set forth in subsection (D)) and (E)) below.
D. Effective the beginning of the pay period including January 1, 2015, employees
represented in the Union (excluding Y-rated employees, subject to the exception set forth
in subsection (F)), and employees in the Senior Environmental Specialist classification
since July 1, 2014 or earlier) shall receive a 1.5% cost of living increase.
E. Effective the beginning of the pay period including July 1, 2015, employees represented in
the Union (excluding Y-rated employees, subject to the exception set forth in subsection
(F)) shall receive a 1.5% cost of living increase.
F. As of July 1, 2014, employees who are Y-rated at base salaries 4% or less above the
maximum recommended grade and step plan shall be eligible to receive the cost of living
increases set forth in subsections (D) and (E) above.
Section 2: Acting Pay
Employees assigned for six weeks or more to a higher position in an acting status during the
absence of an incumbent, or to fill a vacancy until the vacancy can be filled by appointment, shall
be eligible for Acting Pay. If all the conditions listed in Personnel Policy I-4, Acting/Interim
Appointments have been satisfied the employee shall be compensated at either the beginning step
of the higher classification, or 5% higher than he/she normally receives, whichever is greater,
during the period of time that the employee is assigned to the higher position.
The employee must serve a minimum of 80 consecutive hours in the higher classification to be
compensated at the higher rate. This compensation shall be retroactive to the first hour of the
acting/interim appointment. Claims for acting/interim pay will not be honored beyond six months
from the end of the acting/interim appointment. Please refer to Personnel Policy and Procedures
15
I-4 Acting/Interim Appointments for specific details.
Section 3: 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.
Employees receiving bi-lingual pay as of July 1, 2014 shall be grandfathered into the City's
previous policy.
Section 4: Certification Pay
Effective July 1, 2015, an employee shall be eligible, on a first come first serve basis, to receive
certificate pay in the amount of 2.5% of the employee's base rate of pay for possession of a
maximum of one (1) of the below certificates within his/her respective classification. The total
maximum certificate paid to all employees shall not exceed $50,000 during the term of this
contract.
CLASSIFICATION
CERTIFICATE PAY
As designated by the City Administrator
Notary Public - Employees designated by the
City Administrator to perform notary public
services on behalf of the City
Electrical Inspector
ICC — Building Inspector and Safety
Assessment Program (SAP) Evaluator (Both
certificates required)
ICC — Plumbing Inspector UPC
ICC — Mechanical Inspector UMC
Certified Access Specialist - CASP (Only 2
employees eligible in the inspector
classification series
Professional Electrical Engineer
Associate En ig neer
Professional Engineer (Traffic, Geotechnical) —
Oniy one Traffic, Geotechnical and Land
Surveyor certificate required for the entire
en i neerr ng series
Professional Land Surveyor
En inee ing Aid
Certified L adsca e Auditor Water position
IN
Tester Certificate (Water position
Facilities Maintenance Worker, Lead I Class B Commercial Driver's License
Public Works Decree/Certificate
Facilities Maintenance Worker Senior I Class B Commercial Driver's License
Public Works Degree/Certificate
Mechanic, Lead Class B Commercial Driver's License
Welding Certification (Only one welder
certification required in the mechanic
Mechanic Senior Class B Commercial Driver's License
Welding Certification (Only one welder
certification required in the mechanic
classification series)
Mechanic Class B Commercial Driver's License
Welding Certification (Only one welder
certification required in the mechanic
ICC —
ICC —Mechanical Inspector
Certified Access Specialist - CASP (Only 2
employees eligible in the inspector
classification series
Professional Engineer (Civil, Structural, or
ICC —Building Inspector and Safety
Assessment Program (SAP) Evaluator Both
ll.lJ-L',lctrulli(Il llll G\.Wl
Certified Access Specialist - CASP (Only 2
employees eligible in the inspector
classification series)
Professional Land Surveyor — (Only one
employee with a traffic, geotechnical or land
survey license required in the engineering
17
Street Maintenance Worker_ Senior I Class B Commercial Driver's License
Pesticide
Certification (Up to two
Street Maintenance Worker Class B Commercial Driver's License
Pesticide Applicator Certification (Up to two
Lead Water & Street Maintenance Worker I Class B Commercial Driver's License
Pesticide Applicator Certification (Up to two
emplovees rotated annually)
Water Maintenance Worker_ Senior I Class B Commercial Driver's License
Environmental Specialist, Senior
Driver's
r.. —�Ullu g.
ICC — Fire Plans
CA DPH Inspector/Assessor (Lead) (One
employee only in the Environmental
Certified Professional Storm Water Quality,
Qualified SWPP Developer or Qualified
SWPPP (Non -cumulative. Only one certificate
pay for one of the certifications within the
Practitioner Solid Waste Assoc of North
American (Only two employees eligible in the
Environmental Snecialist classification series)
National Registry
Professional
CA DPH Inspector/Assessor (Lead) (One
employee only in the Environmental
Vector Control Technician
AW WA — Backflow Tester
AWWA — Cross Connection Specialist
Solid Waste Association of North American
18
Professional
Police Dispatcher
Advanced Public Safety Dispatcher
Intermediate POST Certificate
Training Officer Certificate
Police Dispatcher Lead
Advanced Public Safety Dispatcher
Intermediate POST Certificate
Trainin Officer Certificate
Section 5: LonEevity 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.
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.
19
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 "in loved OncrAfter July 1 1994 and on or before December 31, 2013.
Five (5)Years of Service
All eligible employees who are employed on or after July 1, 1994 and on or
before December 31, 2013, who attain five (5)years of consecutive uninterrupted service shall
receive an additional five percent (5%) per month of their base salary. Such employees upon
reaching their 5th anniversary date shall be entitled to receive said five percent (5%) per
month upon said anniversary date. Further, such employees will not be entitled to receive any
additional percentage increase to their base salary for further service. This subsection shall
only apply to employees hired on or after July 1, 1994 and on or before December 31, 2013. .
The discontinuation of the longevity benefit outlined in this subsection for
employees hire after December 31, 2013, shall be contingent when the City successfully reaches
agreement on the same proposal as presented with all other represented and unrepresented
employees working in the City.
Section 6: Merit Steps
Effective June 1, 2015 through May 31, 2016, employees who in the discretion of the
Department Head and in accordance with the City's Performance Evaluation Policy, have
attained one year of satisfactory service as of their classification anniversary date will be
eligible to receive a 5% merit step increase. 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 7: Premium Pay
After approval by the City Administrator and Director of Human Resources, premium pay as
defined below shall be assigned to persons found to possess on a regular or temporary assignment
such additional duties and responsibilities or whose positions entail certain hazards as to warrant
this salary step over the base class.
1. 5% Premium Pay - A temporary 5% increase in pay shall be given to
employees during periods when they assume some of the duties of higher -level
job classes for a period of two weeks or more. Upgrade pay does not apply for
short term absences or vacation coverage.
2. 10% Premium Pay — A temporary 10% increase in pay shall be given to
employees when in the judgment of the Department Head and concurrence
with the City Administrator they assume significantly more complex additional
duties and responsibilities not normally found in their class for a period of two
weeks or more. Upgrade pay does not apply for short term absences or vacation
coverage.
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3. 5% Dispatcher Training Pay — A temporary 5% increase in pay shall be given
to Police Dispatchers when they are designated by the Police Chief or designee
to train newly hired employees in the Police Dispatch Center.
Please refer to Personnel Policy and Procedures II-3 Salary Plan Administration for specific
details.
Section 8: Training and Recertification Time
Training and/or recertification time that is required by the employee's then current job description
on file with the Human Resources Department or approved in advance by the Department Head is
compensable.
21
ARTICLE FIVE
OVERTIME
Section 1: Overtime Authorization
All overtime requests must have prior written authorization of the respective 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: F.L.S.A. Overtime
Employees will be paid overtime at time and a half (1.5) for all eligible hours worked in excess of
forty (40) hours in a single workweek.
Holidays (regular, in -lieu, and floating), vacation time, compensatory time, paid jury duty leave,
sick leave, and bereavement leave shall count as time worked for the purposes of computing
overtime. 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. 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.
C. Upon promotion to an FLSA exempt classification, all compensatory time off shall be
cashed out prior to promotion at the employee's current regular rate of pay in the non-
exempt classification.
22
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 workday 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 (4) hours of work at
the applicable overtime rate. Any hours worked in excess of four (4) hours shall be credited for
actual time worked at the applicable overtime rate.
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.
Section 5: Police Dispatch Hold Over
A dispatcher following completion of a shift shall be paid double time for each hour held over in
excess of four (4) hours beyond the regular shift, regardless of the number of regular hours
worked in the workweek.
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ARTICLE SIX
UNIFORMS & SAFETY BOOT/SHOE ALLOWANCE
If an employee's job classification requires him/her to wear a uniform while on duty, as
designated by the City or employee's Department, the City will provide and launder such
uniform.
For employees that work in the Police Department, the City will provide the initial set of uniforms
to the employees. The newly hired employee will receive: two (2) class A uniforms; two (2) class
B uniforms; two (2) polo shirts and one (1) jacket or sweater. On all subsequent anniversary dates
for Police Department employees, the City will provide an annual uniform purchase and
maintenance allowance of $600.00. The employee's uniforms shall meet the applicable
regulations for his/her job classification pursuant to City/Departmental policies.
Employees that work in the Fire Department and who are required to wear a uniform while on
duty shall receive the uniform allowance identified in the then current Vernon Firemen's
Association Memorandum of Understanding.
The City will provide a safety boot/shoe allowance of $200.00 payable in the first pay period in
July of each year 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-OHSA regulations and City/Departmental policies.
Employees receiving the boot/shoe allowance are required to wear the prescribed boots/shoes at
all time while on duty. Boots/shoes must be kept in a well -maintained condition to ensure
employee safety. The City reserves the right to determine if the boot or shoe is appropriate to the
job classification in conformance with applicable CAL-OHSA regulations and City/Departmental
policies.
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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 -cash out), 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
and B 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 $1,120 per month of the cost of the plan for employees and eligible
dependents. The cost of any plan selected by the employee that exceeds $1,120 shall be
paid by the employee through a pre-tax payroll deduction.
B. For Employees enrolled in the PPO/HSA plan, the City shall pay up to $870 per month of
the monthly cost of the plan for employees and eligible dependents. 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 $870 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
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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.
Section 7: Other City Employee Programs
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
• Employee Assistance Program (EAP)
N
ARTICLE EIGHT
RETIREMENT
Section 1 • Public Emylovee Retirement System ("PERS")
The City shall maintain its contract with the California Employees Public Retirement System
(PERS) that provides employees with 2.7% at 55 PERS retirement benefit plan.
As a result of the recent passage of AB 340 Public Employee Pension Reform (PEPRA), new
Cal PERS members hired on or after January 1, 2013 who meets the definition of new member
under PEPRA, shall be provided a 2.0% at 62 PERS retirement benefit plan.
Employees shall be responsible for paying their employee's contribution to PERS.
The City and Union agree to a reopener to discuss the impacts and effects if the 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 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 60 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
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.
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ARTICLE NINE
HOLIDAYS
Section 1: Holidays
A. All full-time employees, excluding employees assigned to a 24/7 operation, shall be
provided with the following holidays with pay based on the number of hours constituting a
regular working day, subject to the provisions below.
1. January 1st - New Year's Day
2. The 3rd Monday in January — Martin Luther King, Jr. Day
3. The 3`d Monday in February — Presidents Day
4. March 31't — Cesar Chavez Day
5. The last Monday in May — Memorial Day
6. July 4w — Independence Day
7. The first Monday in September — Labor Day
8. The second Monday in October — Columbus Day
9. November 1 ld' —Veterans Day
10. The 0 Thursday in November — Thanksgiving Day
11. December 24' — Christmas Eve
12. December 25' — Christmas Day
13. December 31't — New Year's Eve
14. Such other days as may be designated as holidays by the City Council of the
City of Vernon (employees assigned to a 24/7 operation shall receive an
equivalent number of in -lieu hours)
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 a holiday to
employees.
C. Temporary, and part-time employees are not eligible for paid holidays
D. An employee whose regular shift assignment falls on a scheduled holiday and who is
required to work on that day shall be paid at his/her regular rate of pay for the holiday, plus
overtime pay for his/her regular hours worked (excluding employees assigned to a 24/7
operation).
E. Employees assigned to a 24/7 operation shall not be eligible for holiday pay, but shall
instead receive In -Lieu Holiday hours equivalent to the applicable calendar year holiday
schedule for rest of the Teamsters' members, subject to the provisions below.
Section 2: In -Lieu Holiday Time
A. An employee regularly assigned to a 24/7 operation whose duties are such that they do not
receive the benefits of regular legal holidays, shall be granted In -Lieu Holiday hours
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equivalent to the applicable calendar year holiday schedule for rest of the Teamsters'
members effective January l" of each calendar year.
B. Such In -Lieu Holiday time shall only be granted so long as said employee is on the active
payroll of the Department.
C. In -Lieu Holidays must be taken prior to December 30. Holidays may be taken as days off
at the employee's discretion, subject to the approval of the Department Head or designee.
D. It shall be the responsibility of the employee to make a record of a good faith effort to
utilize all In -Lieu holiday time within the applicable calendar year. If such effort is
demonstrated, in or about January of each year, the employee shall be paid for said In -Lieu
Holidays not taken within the preceding calendar year. Compensation for unused In -Lieu
holidays shall be calculated using the employee's regular rate of pay, including all
compensation computed in accordance with the applicable base rate, as of December 31`
of the applicable calendar year.
E.
F. An employee who resigns, retires, transfers out of a 24n operation or is terminated shall
be compensated on a prorated basis for In -Lieu holiday time not yet taken. Proration shall
be determined by the number of holidays that occurred in the calendar year prior to the
resignation, retirement, transfer, or termination.
30
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
1 St year thru 4th year
5th year thru 90' year
109, year thru 140' year
150i year thru 24 h year
25'h year and more
24/7 Operation:
1 S` year thru 4ch year
5`h year thru 90i year
10`h year thru 14`h year
15'h year thru 240' year
25`h year and more
Vacation Hours Earned Bi-Weekly Accrual
80
3.08
100
3.85
120
4.62
160
6.16
190
7.31
96
3.69
120
4.61
144
5.53
192
7.38
228
8.76
If the City agrees to increase the vacation accrual for other employee groups (outside of the
Teamsters' Union), excluding executives, who have worked for the City for 25 years or more, the
City agrees to a re -opener at the Union's request to discuss the differing vacation policy(ies).
Section 2: Vacation Accumulation
A. No vacation leave shall be carried over into the next calendar year that exceeds the
maximum 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. Compensation for unused vacation in excess of the allowed accumulated maximum
shall be calculated using the employee's regular rate of pay, including all compensation
computed in accordance with the applicable base rate, as of December 3l't of the
applicable calendar year.
B. No vacation leave shall be accumulated by employees while they are on an unpaid leave of
absence or unpaid 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. (Except for employees assigned to a 24/7 Operation)
D. Upon separation from City employment, compensation shall be paid for vacation leave
which has been earned but not taken at the employee's regular rate of pay, including all
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compensation computed in accordance with the applicable base rate, at time of separation.
Section 3: Schedulina 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 (10) business days
before the beginning of the vacation. Vacation leave requests for extended times (3 weeks or
more), unless an unforeseen emergency exists, shall be submitted at least thirty (30) days in
advance of the beginning of the vacation. 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.
Notwithstanding the aforementioned, Department Heads can continue to exercise discretion
in granting vacation leave request.
B. Vacation leave requests shall not be in excess of that actually earned at the time it is
requested or in excess of the regular scheduled workweek.
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ARTICLE ELEVEN
SICK LEAVE
Section 1: Sick Leave
A. Employees shall accrue 80 hours of sick leave per year, accruing 3.08 of sick hours over
26 pay periods per year. 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. Employees only receive sick
leave accrual while they are in a paid status.
B. The City shall allow carry-over of sick leave up to the maximum cap of 960 hours of sick
leave. This bank of cant' -over sick leave would provide a cushion for longer -term
illnesses and injuries.
C. Annually, any sick leave hours exceeding 960 will be compensated for at the end of the
year at 50% of the employee's regular hourly rate.
D. If an employee resigns from the City with 20 years or more of continuous service, he/she
will be compensated for all unused sick leave hours in his/her sick leave bank at the time
of separation at 50% of his/her then current regular hourly rate of pay.
E. If an employee retires from the City with 15 to 20 years of continuous service, he/she will
be compensated for all unused sick leave hours in his/her sick leave bank at the time of
separation at 50% of his/her then current regular hourly rate of pay. If an employee retires
from the City with 20 or more years of continuous service, he/she will be compensated for
all unused sick leave hours in his/her sick leave bank at the time of separation at 100% of
his/her then current regular hourly rate of pay.
F. An employee who is out on sick leave for more than two (2) consecutive days shall be
required to provide the City with a doctor's note for the sick leave in order to be paid for
the sick leave.
33
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 court's
compensation for duty performed on such employee's regular day off. Employees
assigned to jury duty on a 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
while the employee is serving on jury duty. This temporary workweek reassignment shall
be for the balance of the scheduled workweek. Reassignment of duties may also be made
to maximize an employee's productivity prior to, and following release from jury duty.
E. If an employee is required to serve on a jury for a period longer than two weeks, the
employee shall be entitled, at the employees' option, to use any accrued leave time, other
than sick time, during the period of extended jury service. The employee shall continue to
receive all paid benefits, and shall continue to accrue eligible leave benefits.
Section 2: Bereavement Leave
Permanent full-time employees, regardless of period of service, may in the event of death or
where death appears imminent, of any "immediate family member" including the equivalent
relatives of a registered domestic partner, be allowed up to the equivalent of four (4) work days
(total hours may vary depending on work schedule) of bereavement leave without loss of salary.
021
Relative
All Regular Employees
Spouse
4 work days
Child
4 work days
Registered Domestic
Partner
4 work days
Step -Child
4 work days
Parent
4 work days
Step -Parent
4 work days
Mother-in-law
4 work days
Father-in-law
4 work days
Grandchild
4 work days
Step -Grandchild
4 work days
Grandparent
4 work days
Grandparent -in-law
4 work days
Brother
4 work days
Sister
4 work days
Step -Sister
4 work days
Step -Brother
4 work days
Daughter-in-law
4 work days
Son-in-law
4 work days
Brother-in-law*
4 work days
Sister-in-law"
4 work days
*Brother-in-law and sister-in-law are defined as the spouse of the employee's
sibling or the sibling of the employee's spouse. .
Bereavement leave is paid over a maximum of eight (8) workdays and is paid
in thirty -minute increments. The bereavement leave begins on the first
regularly scheduled workday as requested by the employee. If the employee
learns of the death while at work, he or she is entitled to leave work
immediately; this partial day leave will not be counted towards the
bereavement leave. Bereavement leave must be authorized by the employee's
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.
Upon written verification that funeral services or other related obligations necessitate
travel outside of California, the employee shall be entitled to up to two (2) additional
days of accrued leave (vacation, compensatory time, in -lieu holiday, or sick leave;
said leave to be recorded as vacation, etc.).
35
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 any work schedule, the
City agrees that no such modification will be conducted without first notifying the affected employees
a minimum of ten (10) days prior to the change, unless agreed to by the affected employee(s) and the
Department Director.
Section 2: 4/10 Work Schedule
The City agrees to continue the 4/10 work schedule for employees assigned to work between
Monday — Friday shifts. The basic work schedule shall consist of four (4) consecutive 10-hour
days within a seven (7) calendar day period.
Section 3: Work Schedule
It is understood that the City has established a workweek for each covered employee which meets
the requirement of the FLSA and which will not result in overtime compensation as part of the
normal work schedule. Each non-exempt employee shall be assigned a designated FLSA
workweek for the correct calculation of overtime.
All employees shall receive a minimum of two 15-minute breaks and a thirty (30) minute lunch
period or sixty (60) minute lunch period per workday.
Section 4: Standby Policy
A. PURPOSE
To have employees on stand-by to respond to major incidents and emergencies during non-
working hours which require immediate attention to availability of qualified individuals with
expertise in operating, maintaining, restoring and repairing the City's infrastructure.
It is presently anticipated that the need for stand-by will be as follows, with the understanding that
actual stand-by staffing, if any, remains at the discretion of the department head:
1: One (1) Water Employee
2.- One (1) Building Maintenance Employee
3.- One (1) Environmental Specialist
4.- One (1) Street Facilities Maintenance Employee
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5. One (1) Police Dispatcher
The Emergency Call Back policy is not intended to be used in lieu of a demonstrated need for
stand-by.
B. DEFINITIONS
Stand-by: Stand-by duty requires that an employee be accessible, available, and physically able
to report to work. The employee must possess a city issued mobile phone device that remains
available for immediate contact. The employee must be ready, willing, and able to respond to an
emergency or incident or request for assistance based on a pre -arranged schedule. Employees on
stand-by must respond to the mobile phone call immediately and be able to respond to the City
within I hour of being called upon. The department head will determine if an employee is
qualified to perform stand-by duties. The stand by duty period shall be defined by the Department
Head.
Emergency Call Back: When an employee is called back to the City, or at the direction of their
supervisor, after their normal work shifts has been completed or before their normal work shift
commences due to an unscheduled emergency or request that affects the City's infrastructure.
C.PAYMENT
Stand—by: Employees on "Stand —By" shall receive two hours of regular straight time
compensation for each date that the employee is assigned to be on stand-by. Stand-by time is not
counted as hours worked as employees are not restricted in their activities and may engage in non -
work related personal activities. On City -recognized Holidays where City Hall is closed,
employees on stand-by will be compensated four hours of straight time compensation.
An employee assigned to stand-by who is not available to report will be subject to appropriate
disciplinary action unless they provide sufficient notice to their immediate supervisor of their
incapacity to respond prior to the call back so that appropriate arrangements can me made so that
the stand-by duty is covered.
When an employee on "stand-by" is called back to the City, he/she shall be entitled to "stand-by"
pay. The employee shall be paid a minimum of four (4) hours of pay at the appropriate rate based
upon the employee's hours worked. Time begins when the call out request is received and ends
when the employee returns home. If work is performed remotely, the employee shall receive hour
for hour compensation at the appropriate rate based upon the employee's hours worked.
D. CONDUCT WHILE ON "STAND-BY" DUTY
While on stand-by duty the employee must be able to respond to the City within sixty 60
minutes of being called, and will carry the city issued phone.
The employee will at times remain able to immediately respond to any emergencies.
37
Each employee on stand-by duty is accountable to all of the rules and regulations of the
City.
4. In the event of a call back, the employee will wear his/her City uniform, if applicable.
F. ASSIGNED VEHICLES
At the discretion of the department head, employees on stand-by will have use of a City vehicle to
travel to and from their houses and call back assignments. When not on call, the City vehicle must
be parked in a secure location at the employee's residence.
38
ARTICLE FOURTEEN
GRIEVANCE PROCEDURE
GRIEVANCE DEFINITION
A grievance shall be defined as an allegation by an employee or the Union of a 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) waive 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(s) shall present the grievance, in writing, to the grievant is Department Head within five
(5) days of the decision of the immediate supervisor. The Union and/or employee(s) waive the
right to proceed with the grievance if the grievant(s) does not act by this deadline. Within five (5)
days, the Department Head, or the designee of the Department Head, shall meet with the Union
and employee(s) to hear the grievance. Within five (5) days of hearing the grievance, the
Department head 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
Head, the grievant may request 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
39
his/her decision, in writing, to the Union and employee(s). The decision of the City Administrator
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. 50150) 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 five (5) 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. The Union may delete/strike two
(2) names from the list. The City will then select the arbitrator from the remaining names on the
list. 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.
All time limits specified in the foregoing procedure may be waived only by mutual written
agreement.
:M
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.
Disciplinary Actions
The tenure of every City employee shall be based on reasonable standards of personal conduct
and job performance. Failure to meet such standards shall be grounds for appropriate disciplinary
action, which shall be commensurate with the seriousness of the offense and with consideration of
the employee's personnel file. Progressive discipline will be used; however, this does not preclude
the City from taking disciplinary action, up to and including termination, for an incident for which
there is no prior documentation as long as the disciplinary action is warranted and is based on just
cause.
The 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
91
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-Discii linary Conference
The notice of proposed action shall state the date by which the employee must exercise the right
to respond orally, in writing or both orally and in writing. This represents the pre -disciplinary
opportunity for the employee to state any reasons that he/she believes the proposed action to be
inappropriate. The employee shall have a reasonable amount of time to respond, which shall not
be fewer than five days. This date may be adjusted by mutual agreement. Failure to respond by
the assigned date will constitute a waiver of the right to respond. Any response will be fully
considered before any final action is decided upon.
The Pre -Disciplinary Conference does not need to be an evidentiary hearing. An employee has the
right to have a representative of his or her own choosing at the conference. The City may conduct
further investigation if the employee's version of the facts or new information raises doubts as to
the accuracy of the City's information leading to the discipline proposal.
Written Notice of Final Action
After consideration of the employee's response, or in the absence of a response, written notice of
the final disciplinary action shall be given to the employee. Such notice shall include essentially
the same information contained in the notice of proposed action, except that the employee's
formal appeal rights shall be stated.
Emergencies
When, in the opinion of the City, immediate disciplinary action is required to protect the health,
safety or welfare of the public, other employees or the employee himself, the employee may be
suspended without pay for up to five (5) days pending the processing of the notices 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 fall 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..
Anneal Procedures
Major Discipline
Any permanent employee in the classified service shall have the right to appeal any dismissal,
suspension of thirty (30) hours or more, reduction in salary, or non -probationary demotion. The
appeal process shall not be applicable to probationary employees. The appeal process shall not be
42
applicable to performance evaluations, verbal and/or written reprimands.
An employee desiring to appeal the discipline shall have ten (10) days after receipt of final 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. 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
advisory 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 five (5) 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. The employee may delete/strike
two (2) names from the list. The City will then select the arbitrator from the remaining
names on the list.
3. The selected arbitrator shall serve as the hearing officer.
4. All time limits specified in the procedure may be 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 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.
If the problem cannot be resolved between the employee and the supervisor, the employee may,
within ten (10) days from receiving notice of the final 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
W
decision shall set forth which charges, if any, are sustained and the reasons therefore. The opinion
shall set forth findings of fact and conclusions. The decision of the City Administrator shall be
final and binding.
MI
ARTICLE SIXTEEN
JOINT LABOR MANAGEMENT COMMITTEE
A. 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 management
representatives of the City Departments. The Union shall provide up to five (5) City
employees and one (1) representative to sit on its committee. Employees who are regularly
scheduled to work shall be on paid release time during participation in the JLM
Committee. Participation in the JLM Committee is considered Union Business, and as
such, any release time under this section shall not result in the City incurring any overtime.
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.
B. The JLM Committee shall be utilized to allow the parties to discuss matters affecting the
workplace environment.
C. The JLM Committee 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 Committee's
meetings shall not be "Meet and Confer" sessions as that term is used in Government
Code Sections 3500 et. seq.
D. JLM Committee 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.
45
SIGNATURE PAGE
CITY OF VERNON
Mark Whitworth
City Administrator / "MEW'
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
TEAMSTERS LOCAL 911
Raymond B. Whitmer
Secretary -Treasurer
Carlos Rubio
Business Representative
Juan Arellano
Committee Member
Rafael Contreras
Committee Member
Cerissa Diaz
Committee Member
Lyndon Ong-Yiu
Committee Member
Christina Rivera
Committee Member
APPROVED AND ADOPTED BY CITY COUNCIL ON PER
RESOLUTION NO.
ATTEST:
Ana Barcia, Deputy City Clerk
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. 14)
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, 2014-43, 2014-46, 2014-48, 2014-54
and 2014-58 (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 October 21, 2014, the City
Administrator has recommended that Exhibit A be amended to (i)
implement the changes set forth in the 2014-2016 Memorandum of
Understanding between the City of Vernon and Teamsters Local 911 and
(ii) amend the salary range of the City Clerk position as a result of
the Citywide classification study; 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 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: Effective July 1, 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, 2014-43, 2014-46, 2014-48, 2014-54
and 2014-58 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, 2014-43, 2014-46, 2014-48, 2014-54 and 2014-58 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 215t day of October, 2014.
ATTEST:
City Clerk / Deputy City Clerk
APPROVED AS TO FORM:
Zaynah
sa, Deputy City Attorney
- 3 -
Name:
Title
Mayor / Mayor Pro-Tem
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, October 21, 2014, and thereafter was duly
signed by the Mayor or Mayor Pro-Tem of the City of Vernon.
Executed this day of October, 2014, at Vernon, California.
(SEAL)
- 4 -
City Clerk / Deputy City Clerk
EXHIBIT A
1030 Mayor
City of Vernon 1 of 99
Classification and Compensation Plan
Effective July 1, 2014
E 5000
E 5000
$24,996
$24,996
$2,083
$2,083
n/a
n/a
$961.38
$961.38
ADMINISTRATION-•
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 1
$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
CITYATTORNEY GROUP
1110 City Attorney
E E47
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 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
1525 Legal Secretary
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
CITY CLERK'S OFFICE
1310 CityClerk
E E38
Min
$130,488
$10,874
$62.7346
$5,018.77
Max
$158,604
$13,217
$76.2519
$6,100.15
City of Vernon
Classification and Compensation Plan
Effective July 1, 2014
2of19
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) NE C5
Step 1
$40.0000 ------
1530 Administrative Assistant
NE G13
Step 1
$38,532
$3,211
$18.5250
$1,482.00
Step 2
$40,464
$3,372
$19.4538
$1,556.31
Step 3
$42,480
$3,540
$20.4231
$1,633.85
Step 4
$44,604
$3,717
$21.4442
$1,715.54
Step 5
$46,836
$3,903
$22.5173
$1,801.38
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
$1,556.31
Step 3
$42,480
$3,540
$20.4231
$1,633.85
Step 4
$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 G17
Step 1
$46,836
$3,903
$22.5173
$1,801.38
Step 2
$49,176
$4,098
$23.6423
$1,891.38
Step 3
$61,636
$4,303
$24.8260
$1,986.00
Step 4
$64,216
$4,518
$26.0654
$2,085.23
Step 5
$56.928
$4.744
$27.3692
$2,189.64
Y1
$59,484
$4,957
$28.5981
$2,287.85
1510 Administrative Secretary
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
$66,216
$5,518
$31.8346
$2,546.77
City of Vernon 3 of 19
Classification and Compensation Plan
Effective July 1, 2014
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
1 1250 Account Clerk
-
NE G14
`Step 1
$40;464
$3,372
$19.4538
$1,556.31
Step 2
$42,480
$3,540
$20.4231
$1,633.85
Step 3
$44,604
$3,717
$21.4442
$1,715.54
Step 4
$46,836
$3,903
$22.5173
$1,801.38
Step 5
$49,176
$4,098
$23.6423
$1.891.38
1247 Account Clerk, Senior
NE G15
Step
$49,176
$4,098
$216423
$1,891.38
Step 2
$51,636
$4,303
$24.8250
$1.986.00
Step 3
$54,216
$4,518
$26.0654
$2,085.23
Step 4
$56,928
$4,744
$27.3692
$2,189.54
Step 5
$59,772
$4,981
$28.7365
$2,298.92
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
Step 3
$80,100
$6,675
$38.5096
$3,080.77
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 4
$137,004
$11,417
$65.8673
$5,269.38
Step 5
$143,856
$11,988
$69.1615
$5,532.92
1248 Business License Clerk
NE G16
Step 1
$44,604
$3,717
$21.4442
$1,715.54
Step 2
$46,836
$3,903
$22.6173
$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 6
$64,216
$4,518
$26.0654
$2,085.23
City of Vernon
Classification and Compensation Plan
Effective July 1, 2014
4of19
Step 1
$107,352
$8,946
$51.6115 ,
$4,128.92
Step 2
$112,716
$9,393
$64.1904
$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
G20
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
1215 Risk Manager
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
Y1
$131,112
$10,926
$63.0346
$5,042.77
5015 Assistant Fire Chief
E
FM41
Step 1
$151,044
$12,587
$72.6173
$5,809.38
Step 2
$158,604
$13,217
$76.2519
$6,100.15
Step 3
$166,536
$13,878
$80.0654
$6,405.23
Step 4
$174,864
$14,572
$84.0692
$6,725.54
Step 5
$183,600
$15,300
$88.2692
$7,061.54
5025 Fire Battalion Chief (P)
NE
FM38
Step 1
$130,488
$10,874
$44.8104
$5,018.77
City of Vernon
Classification and Compensation Plan
Effective July 1, 2014
5of19
Step 3
$143,856
$11,988
$49.4011
$5,532.92
Step 4
$151,044
$12,587
$51.8695
$5,809.38
Step 5
$158,604
$13,217
$54.4657
$6,100.15
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 G25
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
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 FM33
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
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
5045 Firefighter/Paramedic (P)
NE 7270
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
City of Vernon
Classification and Compensation Plan
Effective July 1, 2014
6of19
Step 1 $261,996 $21,833 $125.9596 $10,077
Step 2 $240,000 $20,000 $115.3846 $9,231
Business . Accounts Group
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
Compliance Group
$112,716
$9,393
$54.1904
$4,335
8615 Utilities Compliance Analyst NE
G27
Step 1
$76,296
$6,358
$36.6808
$2,934
Step 2
$80,100
$6,675
$38.6096
$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
G17
Step 1
$46,836
$3,903
$22.5173
$1,801
Step 2
$49,176
$4,098
$23.6423
$1,891
Step 3
$51,636
$4,303
$24.8250
$1,986
Step 4
$54,216
$4,518
$26.0654
$2,085
Step 5
$56,928
$4,744
$27.3692
$2,190
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
OperationElectric
8040 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
8035 Electric Operator
NE
130
City of Vernon 7 of 19
Classification and Compensation Plan
Effective July 1, 2014
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
8050 Metering Technician
NE 129
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
8045 Power Plant Operator
NE 128
Step 1
$80,100
$6,675
$38.5096
$3,081
Step 2
$84,108
$7,009
$40.4365
$3,235
Step 3
$88,320
$7,360
$42.4615
$3,397
Step 4
$92,736
$7,728
$44.5846
$3,567
Step 5
$97.368
$8,114
$46.8115
$3,745
8055 Substation Technician
NE 129
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
8030 Utilities Dispatcher
NE 133
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
8025 Utilities Dispatcher, Senior
NE 134
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
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
City of Vernon a of 19
Classification and Compensation Plan
Effective July 1, 2014
Step 1
$84,108
$7,009
$40.4365
Step 2
$88,320
$7,360
$42.4615
Step 3
$92,736
$7,728
$44.5846
Step 4
$97.368
$8,114
$46.8115
Step 5
$102,240
$8.520
$49.1538
8140 Computer Aided Drafting Technician NE
G20
-
Step1
$54,216
$4,518
$26.0654
Step 2
$56,928
$4,744
$27.3692
_. Step 3
$59,772
$4,981
$28.7365
Step 4
$62,760
$5,230
$30.1731
Step 5
$65,904
$5,492
$31.6846
Y1
$70,860
$5,905
$34.0700
$3,235
$3,397
$3,567
$3,745
$3,932
$2,085
$2,190
$2,299
$2.414
$2,536
$2;725
8125 Electrical Engineer
NE 131
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
8115 Supervising Electrical Engineer
NE 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
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
NE 130
8215 Gas Systems Specialist
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
YC1
$108,036
$9,003
$51.9404
$4,155
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
City of Vernon 9 of 19
Classification and Compensation Plan
Effective July 1, 2014
8220 Gas Systems Technician
NE 126
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
TechnologyInformation
1625 Information Technology Analyst
NE C26
Step 1
$72,660
$6,056
$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
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 4
$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
Resource Planning and Scheduling
8435 Assistant Resource Scheduler
Group
NE 128
Step 1
$80,100
$6,675
$38.5096
$3,081
Step 2
$84,108
$7,009
$40.4365
$3,235
Step 3
$88,320
$7,360
$42.4615
$3,397
Step 4
$92,736
$7,728
$44.5846
$3,567
City of Vernon
Classification and Compensation Plan
Effective July 1, 2014
10 of 19
8430 Associate Resource Scheduler
NE 130
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
$51.6116
$4,129
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
$6,100
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 G26
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
8415 Resource Planner
NE 135
Step 1
$112,716
$9,393
$54.1904
$4.335
Step 2
$118,356
$9,863
$66.9019
$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
8420 Resource Scheduler
NE 132
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
Telecommunications Group
8315 Telecommunications Specialist
NE 5320
Step
$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 6
$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
City of Vernon 11 of 19
Classification and Compensation Plan
Effective July 1, 2014
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
2030 Environmental Specialist
NE G24
Step 1
$65,904
$5,492
$31.6846
$2,535
Step 2
$69,192
$5,766
$38.2654
$2,661
Step 3
$72,660
$6,055
$34.9327
$2,795
Step 4
$76,296
$6,358
$366808
$2,934
Step 5
$80,100
$6,675
$38.5096
$3,081
2025 Environmental Specialist, Senior
NE G28
Step 1
$80,100
$6,675
$38.5096
$3,081
Step 2
$84,108
$7,009
$40.4365
$3,235
Step 3
$88,320
$7,360
$42.4615
$3,$97
Step 4
$92,736
$7,728
$44.6846
$3,567'
Step 5
$97,368
$8,114
$46.8115
$3,745
Grandfathered - Hired before July 1, 2014
G1
$95,916
$7,993
$461135
$3,689
Grandfathered - Hired before July 1, 2014
G2
$101,196
$8,433
$48.6519
$3,892
Grandrafhered - Hired before July 1, 2014
G3
$106,764
$8,897
$51.3288
$4,106
Grandfathered - Hired before July 1, 2014
G4
$112,632
$9,386
$54.1500
$4,332
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
City of Vernon 12 of 19
Classification and Compensation Plan
Effective July 1, 2014
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
4035 Police Cadet
NE 3180
Step 1
$37,008
$3,084
$17.7923
$1,423
Step 2
$35,076
$2,923
$16.8635
$1,349
Step 3
$33,252
$2,771
$15.9865
$1,279
Step 4
$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 4
$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 P025
Step 1
$69,192
$5,766
$33.2654
$2,661
Step 2
$72,660
$6,065
$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
Y1
$83,784
$6,982
$40.2808
$3,222
City of Vernon 13 of 19
Classification and Compensation Plan
Effective July 1, 2014
Y3
$93,252
$7,771
$44.8327
$3,587
4025 Police Sergeant
NE P030
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
$102,012
$8,501
$49.0442
$3,924
Y2
$107,616
$8,968
$51.7385
$4,139
Y3
$113,544
$9,462
$54.5885
$4,367
Police... o .
4125 Civilian Court Officer -
NE G17
Step 1
$46,836
$3,903
$22.5173
$1,801
Step 2
$49,176
$4,098
$23.6423
$1,891
Step 3
$51,636
$4,303
$24.8250
$1,986
Step 4
$54,216
$4,518
$26.0654
$2,085
Step 5
$56,928
$4,744,
$27.3692
$2190
4130 Police Dispatcher
NE G18
Step 1
$49,176
$4.098
$23.6423
$1,891
Step 2
$51,636
$4,303
$24.8260
$1.986
Step 3
$54,216
$4,518
$26.0654
$2,085
Step 4
$56,928
$4,744
$27.3692
$2,190
Step 5
$59,772
$4,981
$28.7365
$2,299
4115 Police Dispatcher, Lead
NE G20
Step 1
$54,216
$4,518
$26.0654
$2,085
Step
$56,928
$4,744
$27.3692
$2,19.0
Step 3
$59,772
$4,981
$28.7365
$2,299
Step 4
$50,760
$4,230
$24.4038
$1,952
Step 5
$65,904
$5,492
$31.6846
$2,535'
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 G14
Step 1
$40,464
$3,372
$19.4538
$1,556
Step 2
$42,480
$3,540
$20.4231
$1,634
Step 3 .
$44,604
$3,717
$21.4442
$1,716
Step 4
$46,836
$3,903
$22.5173
$1,801
Step 5
$49,176
$4,098
$23.6423
$1,891
4120 Police Records Technician, Lead
NE G16
City of Vernon
14 of 19
Classification and Compensation Plan
Effective July 1, 2014
PAY
Class .. ..
..•
..
'. Teamsters MOU - Adopted CC- Oct. 21, 2014
Step 1 -
$44,604
$3,71.7' ;
$21.4442
$1,716
Step 2°
$46,836
$31903
$22;51!73
$1,801
Step 3.
$49,176 `-
$4,096
$23.6423
$1 891
Step 4
$51,636
$4,303
$24.8250
$1,986
Step 5 - -
$54,216
$4,518
$26.0654
$21085
7015 Deputy Director of PW, Water and Dev. Sent 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
7010 Director of PW, Water and Development Sery E 2100
Min
$220,128
$18,344
$105.8308
$8,466
Max
$220,128
$18,344
$105.8308
$8,466
Building . Planning Group
7215 Building Inspector, Senior NE G27
Step 1
$76,296
$6,358
$36.6808
$2,934
Step 2
$80,100
$6,675
$38.5090
$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
Y1
$96,612
$8,051
$46.4481
$3,716
7225 Electrical Inspector NE G25
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
7250 Permit Technician NE G17
Step 1
$46,836
$3,903
$22.5173
$1,801.
Step 2
$49,176
$4,098
$23.6423
$1,891
Step 3
$51,636
$4,303
$24.8250
$1,986
Step 4
$54,216
$4,518
$26.0654
$2,085
Step 5
$56,928
$4,744
$27.3692
$2,190
7220 Assistant Planner NE G22
Step 1
$59,772
$4,981
$28.7365
$2,299
Step 2
$02,760
$5,230
$30.1731
$2,414
Step 3
$65,904
$5,492
$31.6846
$2.535
Step 4
$69,192
$5,766
$33.2654
$2,661
Step 5
$72,660
$6,055
$34.9327
$2,795
7235 Plumbing and Mechanical Inspector NE G25
Step 1
$69,192
$5,766
$33.2654
$2,661
Step 2
$72,660
$6,055
$34.9327
$2,795
City of Vernon
Classification and Compensation Plan
Effective July 1, 2014
` Teamsters MOU - Adopted CC- Oct. 21, 2014
Step 3 Step.4
Step 5 ..
.pV,JJV'"
$6,675,
$7,009- -
-7140Assistant Engineer NE G24
Step 1; _.
$65,904 '.._
$5,492
Step 2
$69,192
Step 3
$72,660
$6;055
Step 4
$76,296
$6,358
Step 5
$80,100
$6,675
7135 . Associate Engineer NE G28
Step 1
$80,100
$6,675
Step 2
$84,108
$7,009
Step 3
$88,320
$7,360
Step 4
$92,736
$7,728
Step 5
$97,368
$8,114
15 of 19
8.5096 $3,081
0.4365 $3,235
$31.6846
$2,535
$33.2654
$2,661
$34.9327
$2,795
$36.6808
$2;934
$38.5096
$3,081-
$38.5096
$3,081
$40.4365
$3,235
$42.4615
$3,397
$44.5846
$3,567
$46.8115
$3,745
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 G21
Step 1
$56,928
$4,744
$27.3692
$2,190
Step 2
$69,772
$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
7115 Principal Civil Engineer
E M36
Step 1
$118,356
$9,863
$56.9019
$4,552
Step 2
$124,272
$10,356
$69.7462
$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
7120 Project Engineer
NE G30
Step 1
$88,320
$7,360
$42.4616
$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
$107,362
$8,946
$51.6115
$4,129
7125 Stormwaterand Special Projects
Analyst
NE G27
Step 1
$76,296
$6,358
$36.6808
$2,934
Step 2
$80,100
$6,675
$38.5096
$3,081
City of Vernon
Classification and Compensation Plan
Effective July 1, 2014
16 of 19
7720 Facilities Maintenance Worker,
- NE- G16
-
Step
$44,604
$3,717
$21.4442
$1,716
Step 2
$46,836
$3,903
$22.5173
$11,801'
Step3
$49,176
$4,098
$23.6423
$1,891 -,
Step 4
$51,636
$4,303
$24.8250
$1,986
Step 5,
$54,216
$4,518
$26.0654
$2,685
7735 Facilities Maintenance Worker, Lead
NE G22
-
Step.1
$59,772
$4,981
$28.7365
$2,299'
Step 2
$62,760
$5,230
$30.1731
$2,414
Step 3
$65,904
$5,492
$31.6846
$2,535
Step 4
$69,192
$5,766
$33 2664
$2,661
Step 5
$72,660
$6,055
$34.9327
$2,795
YC1
$73,704
$6,142
$35.4346
$2,835
7730 Facilities Maintenance Worker, Senior
NE G18
Step 1.
$49,176
$4,098
$23.6423
$1,891
Step 2
$51,636
$4,303
$24.8250
$1,986
Step.3
$54,216
$4,518
$26.0654
$2,085
Step 4
$56,928
$4,744
$27.3692
$2,190
Step 5
$59,772
$4,981
$28.7365
$2,299
NE G19
7530.Mechanic
Stop
$51,636
$4,303
$24.8250
$1,966
Step
$54,216
$4.618
$26.0654
$2,065
Step 3
$56,928
$4,744
$27.3692
$2,190
Step 4
$59,772
$4,981
$28.7365
$2,299
Step 5
$62,760
$5,230
$30.1731
$2,414
7520 Mechanic, Lead
NE G23
Step 1.
$62,760
$5,230
$30.1731
$2,414
Step 2
$65,904
$5,492
$31.6846
$2,535
Step 3
$69,192
$5,766
$33.2654
$2.661
Step 4
$72,660
$6,055
$34.9327
$2,795
Step 5
$76,296
$6,358
$36.6808
$2,934
7525 Mechanic, Senior
NE G21
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
$66,904
$5,492
$31.6846
$2,535
Step 5
$69,192
$5,766
$33.2654
$2,661
City of Vernon
Classification and Compensation Plan
Effective July 1, 2014
17 of 19
7830 Meter Reader -
NE G18
Step 1
$49,176
$4,098
$23.6423
$1,891
Step 2-.
$51,636
$4,303
$24.8260
$1,986
Step 3
-
$54,216
$4,518
$26.0654
$2,085
Step 4
$56,928
$4,744
$27.3692 -
$2,190
Step 5
-
$59,772
$4,981 -
$28.7365
$2,299
7820 Meter Reader, Lead
NE, G20
Step 1
$54,216
$4,518
$26.0654
$2,085
Step 2
$56,928
$4,744
$27.3692
$2,190
Step 3
$59,772
$4,981
$28.7365
$2,299
Step 4
$62,760
$5,230
$30.1731
$2,414
Step 5
$65,904
$5,492
$31.6846
$2,535
Street Maintenance Group
7430 Street Maintenance Worker
NE G15
Step 4
$42,480
$3,540
$20.4231
$1,634
Step 2
$44,604
$3,717
$21.4442
$1,716
Step 3
$46,836
$3,903
$22.6173
$1,801
Step 4
$49,176
$4,098
$23.6423
$1,891
Step 5
$51,636
$4,303
$24.8250
$1,986
7425 Street Maintenance Worker, Senior
NE G18
Step
$49,176
$4,098
$23.6423
$1,891
Step 2
$51,636
$4,303
$24.8250
$1,986
Step 3
$54,216
$4,518
$26.0654
$2,085
Step 4
$56,928
$4,744
$27.3692
$2,190
Step 5
$59,772
$4,981
$28,7365
$2,299
Warehouse Group
7630 Warehouse Worker
NE G16
Step 1
$44,604
$3,717
$21.4442
$1,716
Step 2
$46,836
$3,903
$22.5173
$1,801
Step 3
$49,176
$4,098
$23.6423
$1,891
Step 4
$51,636
$4,303
$24.8250
$1,986
Step 5
$54,216
$4,518
$26.0654
$2,085
7620 Warehouse Worker, Lead
NE G21
Step
$56,928
$4,744
$2T3692
$2,190
Step 2
$59,772
$4,981
$28.7365
$2,299
Step 3
$62,760
$5,230
$30.1731
$2,414
Step 4
$66,904
$5,492
$31,6846
$2,535
Step 5
$69,192
$5,766
$33.2654
$2,661
Y1
$73,704
$6,142
$35.4346
$2,835
7625 Warehouse Worker, Senior NE G18
Step 1
$49,176
$4,098
$23.6423
$1,891
Step 2
$51,636
$4,303
$24.8250
$1,986
Step 3
$54,216
$4,518
$26.0664
$2,085
Step 4
$66,928
$4,744
$27.3692
$2,190
City of Vernon
Classification and Compensation Plan
Effective July 1, 2014
18 of 19
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
$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
$84,108
$7,009
$40.4365
$3,235
Step 3
$88,320
$7,360
$42.4615
$3,397
Step 4
$92,736
$7,728
$44.5846
$3,567
Step 5
$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 G29
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
7132 Public Works Water Project Coordinator
NE G29
Step 1
$84,108
$7,009
$40.4365
$3,235
Step 2
$88,320
$7,360
$42.4616
$3,397
Step 3
$92,736
$7,728
$44.6846
$3,567
Step 4
$97,368
$8,114
$46.8115
$3,745
Step 5
$102,240
$8,520
$49.1538
$3,932
7325 Street and Water Crew Leader
NE G24
Step 1
$65,904
$5,492
$31.6846
$2,535
Step 2
$69,192
$5,766
$33.2654
$2,661
Step 3
$72,660
$6,055
$34.9327
$2,795
Step 4
$76,296
$6,358
$36.6808
$2934
Step 5
$80,100
$6,675
$38.6096
$3,081
NE G17
Water Maintenance Group
7930 Water Maintenance Worker
Step 1
$46,836
$3,903
$22.5173
$1,801
Step 2
$49,176
$4,098
$23.6423
$1,891
Step 3
$51,636
$4,303
$24.8250
$1,986
�.
City of Vernon 19 of 19
Classification and Compensation Plan
Effective July 1, 2014
Step 4_
Step 5
7925 Water Maintenance Worker, Senior NE G22
Step 1
Step 2
_. . Step 3
Step 4
Step 5
$b4,Z1b
ZKOR5.
bzO.Ut554
$56,928
$4,744.
$27.3692
$59,772 -
$4,981
$28.7365
$2,299
$62,760
$5,230
$30.1731
$2,414
$65,904
$5,492 '
$31.6846
$2,535-
$69,192
$5.766
$33.2654
$2,661
$72,660
$6,055
$34.9327
$2,795
HUMAN RESOURCES DEPARTMENT
Teresa McAllister, Director of Human Resources
4305 Santa Fe Avenue, Vernon, California 90058
Telephone (323) 583-8811
November 25, 2014
Carlos Rubio
Ray Whitmer
Teamsters Local 911
9900 Flower Street
Bellflower, CA 90706
Dear Mr. Rubio & Whitmer,
Attached herewith please find one fully executed copy of the original Memorandum of Understanding between
the City of Vernon and Teamsters Local 911 for the period of July 1, 2014 through June 30, 2016.
Sincerely,
n n W1
Teresa McAllister
Director of Human Resources
Ecfusivefy IndustridC