Resolution No. 2014-074RESOLUTION NO. 2014-74
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
VERNON ADOPTING AN AMENDED AND RESTATED CITYWIDE
FRINGE BENEFITS AND SALARY RESOLUTION IN ACCORDANCE
WITH GOVERNMENT CODE SECTION 20636(b)(1) AND
REPEALING ALL RESOLUTIONS IN CONFLICT THEREWITH
WHEREAS, on November 4, 2014, the City Council of the City
of Vernon adopted Resolution No. 2014-68, adopting the Citywide Fringe
Benefits and Salary Resolution to incorporate and consolidate all
employee benefits into said Resolution, and to update certain terms,
conditions, and benefits in conjunction with various adopted memoranda
of understanding; and
WHEREAS, by memorandum dated December 9, 2014, the City
Administrator has recommended the adoption of an amended and restated
Citywide Fringe Benefits and Salary Resolution to (a) amend Exhibit A,
Classification and Compensation Plan (b) Amend Section 11, Automobile
Allowance (c) add Section 21, Uniform Allowance (d) delete the Risk
Manager classification and (e) implement the changes set forth in the
2014-2017 Memorandum of Understanding between the City of Vernon and
the Vernon Firemen's Association; and
WHEREAS, the City Council desires to adopt an amended and
restated Citywide Fringe Benefits and Salary Resolution, a copy of
which is attached hereto as Exhibit A.
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 December 28, 2014, the City Council of
the City of Vernon hereby approves the amended and restated Citywide
Fringe Benefits and Salary Resolution, a copy of which is attached
hereto as Exhibit A.
SECTION 4: All resolutions or parts of resolutions,
specifically Resolution No. 2014-68, not consistent with or in
conflict with this resolution are hereby repealed.
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 16th day of December, 2014.
ATTEST:
Ana Barcia
g j/ Deputy City Clerk
APPROVED AS TO FORM:
7"
Name:W. Michael McCormick
Title: Mayor / nr mP„�s
Moussa, Deputy City Attorney
- 2 -
STATE OF CALIFORNIA
COUNTY OF LOS ANGELES
I, Ana Barcia
ss
i-ty tsiM.—/' Deputy City Clerk of the City
of Vernon, do hereby certify that the foregoing Resolution, being
Resolution No. 2014-74, 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, December 16, 2014, and thereafter was
duly signed by the Mayor or Mayor Pro-Tem of the City of Vernon.
Executed this �� day of December, 2014, at Vernon, California.
(SEAL)
Ana rcia
t� � Deputy City Clerk
- 3 -
EXHIBIT A
City of Vernon
FRINGE BENEFITS
AND
SALARY RESOLUTION
Effective December 28, 2014
TABLE OF CONTENTS
FRINGE BENEFITS AND SALARY RESOLUTION
PART 1 — FRINGE BENEFITS
Introduction:
.........................................................................................................
4
Section1:
Holiday.............................................................................................4
Section 2:
Administrative Leave Time...............................................................6
Section3:
Overtime...........................................................................................8
Section 4:
Compensatory Time.......................................................................
10
Section 5:
Court Time.....................................................................................
11
Section 6:
Vacation.........................................................................................
12
Section 7:
Sick Leave......................................................................................
14
Section 8:
Family Sick Leave (Kin Care) ........................................................
16
Section 9:
Bereavement Leave.......................................................................
17
Section10:
Jury Duty.......................................................................................
19
Section 11:
Automobile Allowance and Reimbursement
for Expenses ............. 20
Section 12:
Health Insurance............................................................................
22
Section 13:
Dental Insurance............................................................................
24
Section 14:
Vision Insurance.............................................................................
25
Section 15:
Life Insurance.................................................................................
26
Section 16:
Deferred Compensation Plan .........................................................
27
Section 17:
CalPERS Retirement Plan.............................................................
28
Section 18:
Retiree Medical Insurance..............................................................
30
Section 19:
Longevity Program.........................................................................
32
Section 20:
Bilingual Pay..................................................................................
34
Section 21:
Uniform Allowance.........................................................................
35
PART II — CLASSIFICATION AND COMPENSATION
Section1. Purpose.......................................................................................... 37
Section 2. The Compensation Plan................................................................. 37
Section 3. The Classification Plan................................................................... 37
EXHIBIT A — CLASSIFICATION AND COMPENSATION PLAN ................................ 38
PART 1
FRINGE BENEFITS
INTRODUCTION
The Fringe Benefit and Salary Resolution shall apply to all employees and officers of
the City of Vernon. Exceptions, additions, and/or limitations to this basic policy may be
found in respective Memoranda of Understanding or employment contracts. The
existence of these policies shall not create or imply any employment contract or vested
right of employees.
For those employees covered in respective memoranda of understanding (MOU), the
provisions set forth in the applicable MOU shall prevail in the event that there is any
conflict between provisions established in this Resolution and any provisions
established in the respective MOU.
The provisions set forth in this Resolution or as amended from time to time shall be
effective upon City Council adoption, unless a specific effective date is stated therein.
PART 1 — FRINGE BENEFITS
Section 1. HOLIDAYS
A. Authorized holidays are as set forth in Table 1, attached hereto and incorporated
herein by reference. Municipal offices shall be closed on such holidays.
B. The dates for observation of holidays shall be approved by the City Council.
C. If an authorized holiday falls on a Sunday, the following Monday shall be treated
as the holiday. Holidays falling on a Friday, or Saturday, shall not be granted as
an authorized holiday to employees.
D. An employee whose regular shift assignment falls on an authorized holiday and
who is required to work on that day shall be paid at his/her regular hourly rate of
pay for the holiday, plus his/her regular hourly rate including any applicable
overtime pay for the actual hours he/she was required to work on the authorized
holiday.
E. Temporary and part-time employees are not eligible for paid holidays.
G. All full-time employees may use vacation time or compensatory time for a
religious holiday (not listed herein as an authorized holiday) with the prior
approval of the department head. If there is insufficient accumulated time, the
employee may request the time as unpaid leave of absence.
0
TABLE 1 - HOLIDAY
January 1 st - New Year's Da
31 Monday in January - Martin Luther King Jr. Da
3rd Monday in February - Presidents Da
March 31 st - Cesar Chavez Da
The Last Monday in May — Memorial Da
July 4th — Independence Da
The 1st Monday in September — Labor Da
The 2"d Monday in October — Columbus Da
November 11` —Veterans Da
The 4t^ Thursday in November - Thanksgiving Da
December 2411— Christmas Eve
December 25t' — Christmas Da
December 3111 —New Year's Eve
And other days as such designated by City Council.
Section 2. ADMINISTRATIVE LEAVE
A. Executive and Management - Includes City Administrator, City Attorney, City
Clerk, City Treasurer and the heads of all Departments as listed in the City Code
or City Charter and their respective Deputies and Assistant Directors shall
receive, effective January 1 of each calendar year, 80 hours of Administrative
leave.
B. The 80 hours may not be carried over into the succeeding calendar year and is
lost and not eligible for cash payout if not used by December 31 of each calendar
year.
C. Executive and Management staff hired, promoted, or reclassified on or after April
1 of each calendar year shall be eligible to receive pro -rated administrative leave
hours during the year of hire as identified below:
Hired, Promoted, or Reclassified on
or Between
Administrative Leave
January 1 — March 31
80 hours
April 1 —June 30
60 hours
Jul 1 — Sept. 30
40 hours
Oct 1 — Dec. 31
20 hours
D. Mid -Management — Staff who are designated as exempt in accordance with the
Fair Labor Standards Act shall receive, effective January 1 of each calendar
year, 60 hours of Administrative leave
E. The 60 hours may not be carried over into the succeeding calendar year and is
lost and not eligible for cash payout if not used by December 31 of each calendar
year.
F. Mid -Management FLSA exempt staff hired, promoted, or reclassified on or after
April 1 of each calendar year shall be eligible to receive pro -rated administrative
leave hours during the year of hire as identified below:
Hired, Promoted, or Reclassified on or
Between
Administrative Leave
January 1 — March 31
60 hours
April 1 —June 30
45 hours
Jul 1 — Sept. 30
30 hours
Oct 1 — Dec. 31
15 hours
G. All Administrative leave requests should be approved by the department head or
City Administrator at least ten days in advance of the date to be taken, although
the department head retains discretion to approve the use of Administrative
Leave in special circumstances.
H. The City Administrator or his/her designee may grant additional administrative
leave upon commencement of employment in order to attract highly qualified and
experienced executive and management level staff.
7
Section 3. OVERTIME
A. It shall be the duty of all department heads to operate their respective
departments with a minimum amount of overtime. If the best interests of the City
require that an employee work beyond the forty (40) hours of work scheduled,
such employee shall be compensated as set forth hereinafter.
B. The department head may reschedule the workweek of employees in positions
not exempt from the FLSA to allow credit for productive hours actually worked on
one day (excluding lunch periods) towards the regular paid workweek schedule.
For example, if an employee works twelve (12) hours on one day (based on a ten
(10) hour day), the entire twelve hours will be recorded on the time card as paid
worked time. In this example, the department may schedule the employee to
work only eight (8) hours on one of the other scheduled workdays in the
workweek, as long as the employee's hours for the workweek do not fall below
the minimum paid work hours schedule.
C. All overtime requests must have prior written authorization of the respective
department head or designee prior to the commencement of such overtime work.
Where prior written authorization is not feasible, explicit verbal authorization must
be obtained. Where verbal authorization is obtained, written authorization must
be obtained as soon thereafter as practicable.
D. Except as may be provided in specific memoranda of understanding, employees
will be paid overtime at time and a half (1.5) of their regular hourly rate for all
eligible hours worked in excess of forty (40) hours in a single workweek.
E. Holidays (regular, in -lieu), vacation time, sick leave, compensatory time, paid jury
duty leave, and bereavement leave shall count as time worked for the purposes
of computing overtime. Unpaid jury leave, disciplinary suspensions, and
administrative leave shall not count as time worked for the purpose of computing
overtime.
F. In the event a part-time or temporary employee is required to work beyond
his/her assigned working hours, compensation shall be at the normal hourly rate
up to forty (40) hours per workweek. For hours worked beyond forty (40) in a
workweek, such employee shall be compensated at the rate of one and one-half
of (1.5) said employee's hourly rate.
G. If an employee works on his/her regular day off, the employee will receive paid
compensation or receive compensatory time, at the employee's discretion. With a
mutual agreement between an employee and his/her supervisor, an employee's
regular day off may be rescheduled to another day off in the same pay period.
I. An employee is expected to begin work no more than five (5) minutes prior to the
beginning of his or her scheduled start time, and to stop work no later than five
i3
(5) minutes after the end of his or her scheduled ending time. An employee who
wishes to begin or end work at a different time must obtain written approval from
his or her department head prior to working the different or additional time.
J. Straight time and overtime will be compensated in six (6) minute segments of
time.
K. While overtime should be attempted to be distributed equally amongst all
employees in a given classification, the department head retains discretion to
assign such overtime.
L. The City Administrator, department heads and those management employees
designated by the City Administrator as exempt under the provisions of the Fair
Labor Standards Act (FLSA) shall not be subject to the provisions of this section
relating to overtime, but shall work such hours as may be necessary for the
effective operation of their respective departments.
M. Please refer to Human Resources Policy, Salary Plan Administration II-3
I
Section 4. COMPENSATORY TIME
A. All regular full-time employees may request to accrue compensatory time in lieu
of cash payment for overtime worked. The total compensatory time accrued is
calculated by multiplying the number of hours of overtime worked by the
applicable overtime rate (1, 1.5 or 2), and is subject to the approval of the
department head.
B. Compensatory time may be accumulated up to a maximum of sixty (60) hours. It
is at the employee's option whether to receive overtime compensation or
compensatory time accruals up to the 60-hour limit.
C. Compensatory time shall be taken in 15-minute increments. Scheduling of
compensatory time requires prior approval and must be preceded by a ten (10)
day notice of intended use from the employee. Management may waive the ten
(10) day notice in cases of emergency.
D. Employees who have reached the 60-hour limit shall receive overtime
compensation. There are no cash payouts of compensatory time once an
employee has elected compensatory accrual.
10
Section 5. COURT TIME
A. The required presence in a court of law of any employee subpoenaed to testify in
a matter arising within the course and scope of his/her City employment shall be
compensated in accordance with the below provisions.
B. For each day that the presence of the employee is required in a court of law in
response to an order or subpoena in relation to an incident or event arising out of
the course and scope of employment with the City, the employee shall be given a
paid leave of absence.
C. For each day an employee is required in a court of law in response to an order or
subpoena in relation to an incident or event arising out of the course and scope
of employment with the City that is outside of the employee's regularly scheduled
work shift, the employee shall be given a paid leave of absence.
D. An employee who needs to appear in court on any other matter not arising out of
the course and scope of employment with the City shall be expected to use their
accrued paid leave to make such appearance, or unpaid leave if no leave is
available.
11
Section 6. VACATION
A. Except as provided for in respective memoranda of understanding, every full time
employee who has been in the continuous employment of the City shall receive
annual vacation leave as set forth in below:
Mid -Management and Confidential Staff:
Continuous Years of Service Vacation Hours Earned Bi-Weekly
Accrual
111 year thru 4th year 80 3.08
5th year thru gth year 100 3.85
10th year thru 14th year 120 4.62
15th year thru 24th year 160 6.16
25th year and more 190 7.31
Executive and Management Staff: Include the City Administrator, City
Attorney, City Clerk, City Treasurer and the heads of all Departments as listed
in the City Code or City Charter and their respective Deputies and Assistant
Directors.
Continuous Years of Service
1 st year thru 4th year
5th year thru 10th year
10th year thru 151h year
15th year thru 25th year
25th year and more
Vacation Hours Earned Bi-Weekly
Accrual
120
4.62
150
5.77
170
6.54
185
7.12
190
7.31
B. Mid -Management and Confidential staff shall be allowed to accumulate and carry
over to the next calendar year a maximum number of hours equal to the number
of hours the employee accrued during the immediately preceding year. In or
about January of each year, employees shall be compensated for unused
accrued vacation benefit in excess of the allowed accumulated amount
referenced herein.
C. Executive and Management staff shall be allowed to accumulate up to a
maximum accrual cap of 480 hours. Upon reaching the 480-hour maximum
accrual cap, the employee shall stop accruing vacation leave benefit until such
time he/she brings the vacation accrual below the 480-hour maximum accrual.
D. Vacation leave shall be scheduled with the approval of the City Administrator or
department head or his or her designee by submitting a Leave Request Form in
12
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.
E. 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.
F. Vacation leave requests shall not be in excess of such leave actually earned at
the time it is requested or in excess of the regular scheduled workweek.
G. No vacation leave shall be accumulated by employees while they are on an
unpaid leave of absence.
H. Vacation may be taken prior to the completion of the employee's probationary
period under special circumstances and with the approval of the department
head.
In the event one or more City holidays fall within a vacation period, such holidays
shall not be charged as vacation leave.
J. Upon separation from City employment, compensation shall be paid for vacation
leave that has been earned but not taken.
K. Vacation leave shall be requested in fifteen (15) minute increments.
L. The department head retains discretion to cancel previously authorized vacation
in the case of an emergency.
M. The City Administrator or his /her designee may grant additional leave upon
commencement of employment in order to attract highly qualified and
experienced executive and management level staff.
13
Section 7. SICK LEAVE
A. All full-time employees shall accrue up to 80 hours of sick leave per calendar
year, at a rate of 3.08 of sick leave hours per pay period.
B. Employees shall only receive sick leave accrual while they are in a paid status.
C. The City shall allow annual carry-over of sick leave hours for full-time employees
up to a maximum accrual cap of 960 hours. This bank of carry-over sick leave
would provide a cushion for long-term illnesses and injuries.
D. Any sick leave hours exceeding 960 hours will be compensated for at the end of
the calendar year at 50% of the employee's hourly rate.
E. Sick leave shall be allowed on account of actual illness, for the diagnosis, care,
or treatment of an existing health condition or preventative care for an employee
or an employee's family member (including to care for a parent -in-law,
grandparent, grandchild, or a sibling, in addition to child, parent, spouse or
registered domestic partner). Sick leave shall also be allowed for an employee
for certain purposes related to being a victim of domestic violence, sexual
assault, or stalking. Preventive health care shall include medical and dental
appointments (if such appointments cannot be arranged other than during
working hours) and injury not arising out of and in the course of employment.
Sick leave shall be used in increments of fifteen (15) minutes and shall not be
taken in excess of time earned at the time it is taken.
F. Foreseeable sick leave requires advance notification, while unforeseeable sick
leave requires notice as soon as practicable. If sick leave on account of any of
the above illnesses exceeds two (2) consecutive working days, the employee,
prior to return to work, shall submit a statement of such disability illness or injury
from the employee or family member's physician. The statement shall certify the
physical condition of the employee/employee's family member that prevented the
employee from performing the duties of said employee's position during the
period of absence. The department head or designee, in accordance with
departmental procedure, shall approve all sick leaves. Notwithstanding the
above, the City may require verification of sick leave use whenever it has reason
to believe there is misuse, abuse or a pattern of abuse.
G. Abuse of sick leave, and excessive leave, may constitute grounds for disciplinary
action. Abuse of sick leave includes, but is not limited to, not adhering to sick
leave policies, using sick leave for purposes not enumerated in this policy, and
falsifying or misstating facts when using sick leave. A pattern of sick leave usage
on Mondays, Thursdays, and immediately before and after holidays and/or
vacations may be evidence of sick leave abuse. A violation of this policy will
result in corrective action including counseling and/or disciplinary action, and/or a
mandatory referral to the City's Employee Assistance Program. This
14
determination of abuse does not apply to an employee's use of sick leave under
an approved family, medical, and/or pregnancy disability leave in accordance
with state and federal laws.
H. If in the opinion of the department head it appears that an employee may be
establishing a pattern of abuse of sick leave or frequent or excessive absences,
a statement establishing the need for sick leave from the employee's physician
may be required as a condition of approved sick leave.
I. Employees may use accrued compensatory or vacation leave for extended sick
leave absence because of a prolonged and continuing illness and/or medical
treatment after sick leave has been exhausted.
J. Employees are required to use accumulated sick leave concurrently with
absences on account of a work related injury arising out of and in the course of
his/her employment. In cases where the injury suffered is covered by Workers
Compensation Insurance, accumulated sick leave must be used concurrently to
make up the difference between Workers Compensation Insurance allowance
and full base pay. Please refer to Personnel Policy, Family and Medical leave
Policy.
K. 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.
L. If an employee retires from the City with 15 or more years of continuous service,
but fewer than 20 years, he/she will be compensated for all unused sick leave
hours in his/her sick leave bank at the time of separation at 50% of his/her then
current regular hourly rate of pay. If an employee retires from the City with 20 or
more years of continuous service, he/she will be compensated for all unused sick
leave hours in his/her sick leave bank at the time of separation at 100% of his/her
then current regular hourly rate of pay.
IIN
Section 8. FAMILY SICK LEAVE (KIN CARE)
In any calendar year, employees may use the employee's accrued and available sick
leave entitlement, in an amount not more than the sick leave that would be accrued
during six months at the employee's then current rate of entitlement, for qualifying family
illness as follows: Sick leave for family illnesses will be allowed only for the sickness of
the spouse of, or the children of, or mother or father of, the employee living within the
same household. In the case of joint custody of a child, illness of the child occurring at
the other custodial parent's house may also qualify. The department head shall approve
all family sick leaves and a statement establishing the need for sick leave from a
physician may be required as a condition of payment while on such leave.
16
Section 9: BEREAVEMENT LEAVE
A. Permanent full-time employees, regardless of period of service, may in the event
of death or if death appears imminent, of any "immediate family member" as
defined below, including the equivalent relatives of a registered domestic partner,
be allowed up to the equivalent of four (4) work days (total hours may vary
depending on work schedule) of bereavement leave without loss of salary.
Relative
All Regular
Employees
4 work days
-Spouse
Child
4 work days
Registered
Domestic Partner
4 work days
Step -Child
4 work days
Parent
4 work days
4 work days
-Step-Parent
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
4 work days
-Step-Sister
Step -Brother
4 work days
4 work days
-Daughter-in-law
Son-in-law
4 work days
Brother-in-law*
4 work days
Sister-in-law*
4 work days
Brother-in-law and sister-in-law are defined as the spouse of the employee's sibling or
the sibling of the employee's spouse.
B. Bereavement leave is paid over a maximum of seven (7) workdays and is paid in
thirty -minute increments. The bereavement leave begins on the first regularly
scheduled workday as requested by the employee. If the employee learns of the
death while at work, he or she is entitled to leave work immediately; this partial
day leave will not be counted towards the bereavement leave.
C. Bereavement leave must be authorized by the Department head and must be
utilized within fifteen (15) days of employee learning of the death, or of the date
of foreseen imminent death of the immediate family member, unless special
circumstances require that the leave begin at a later date. Such requests to the
Department head shall be made within 15 days of the employee learning of the
17
death or of the date of foreseen imminent death and shall not be unreasonably
denied.
D. Representatives may be selected by the Department head to attend with pay the
funeral of a co-worker in said department on behalf of the City if the funeral of the
deceased co-worker occurs during working hours; provided the funeral is held
within a reasonable distance of City limits.
18
Section 10: JURY DUTY
A. All regular full-time employees summoned to serve on jury duty shall be provided
"Jury Duty Pay" and there shall be no loss of compensation. An employee will be
compensated up to two weeks at full pay for jury duty. The employee must
provide notice of the expected jury duty to his or her supervisor as soon as
possible, but in no case later than 14 calendar days before the expected start
date of the jury duty.
B. An employee on call for jury duty is expected to report to work. An employee who
is called in for jury duty does not have to report to work before or after appearing
in court. All employees shall obtain verification of the hours of jury duty
performed using verification forms as may be supplied by the court.
C. Except as herein provided, employees shall remit to the City any compensation
received for those days while on jury duty and shall receive regular pay for the
time served. Employees shall be reimbursed by the City for the mileage portion
of the jury duty compensation. Jury duty performed on an employee's regular day
off shall not be compensated by the City and the employee shall be entitled only
to the jury's compensation for duty performed on such employee's regular day
off. Employees assigned to jury duty on a City authorized holiday will be
considered to have taken such a holiday and will receive regular holiday pay, but
the employee shall be entitled to the jury compensation for duty performed on
such holiday.
19
Section 11: AUTOMOBILE ALLOWANCE AND REIMBURSEMENT FOR
EXPENSES
A. Any employee who is required to use said employee's personal
automobile in the course of employment with the City shall be reimbursed
for each mile actually traveled on official business in accordance with the per
mile reimbursement rate allowed by the Internal Revenue Service in effect at the
time of such travel.
B. Any employee who is required to travel in the performance of his or her duties
or to attend an authorized meeting or conference which is of benefit to the City
shall be reimbursed for reasonable expenses incurred for transportation, meals,
lodging and incidentals. Automobile allowance and reimbursement for expenses
shall be recommended by the department head or designee and approved by
the City Administrator pursuant to the provisions of the City of Vernon Travel
and Meeting Expense Reimbursement Administrative Policy. No allowance
shall be made for transportation between the employee's home and the place
where such person is normally employed by the City.
C. Certain employees serving in specified classifications shall receive a monthly
automobile allowance as set forth below and incorporated herein by
reference; alternatively, specified employees may opt to receive use of a City -
owned vehicle and fuel.
Classification
Amount
City Administrator
$600.00 or City Vehicle
City Attorney
$400.00
Finance Director
$400.00
Fire Chief
City Vehicle
& Fuel
Assistant Fire Chief
City Vehicle
& Fuel
Fire Marshal
City Vehicle
& Fuel
Administrative Fire Captain
City Vehicle
& Fuel
Fire Training Captain
City Vehicle
& Fuel
Gas & Electric Director
$400.00*
Utility Operations Manager
City Vehicle
& Fuel
Police Chief
City Vehicle
& Fuel
Health Director
$400.00
20
Police Admin. Lieutenant
City Vehicle
& Fuel
Police Canine Officer #1
City Vehicle
& Fuel
Police Canine Officer #2
City Vehicle
& Fuel
Police Captain
City Vehicle
& Fuel
Police Lieutenant
City Vehicle
& Fuel
Police Motor Officer #1
City Vehicle
& Fuel
Police Motor Officer #2
City Vehicle
& Fuel
Public Works, Water &
Development Services Directo
$400.00
D. Wherever an automobile allowance is made to any employee for the use of their
personal automobile, such allowance shall not be payable whenever the
employee is on vacation, leave of absence, or otherwise absent the entire
calendar month, unless otherwise specified by the City Administrator.
E. The City shall not be responsible for repairs or any additional costs for upkeep,
fuel, lubrication, replacement in whole or in part, or other expenses in connection
with any such vehicle beyond the respective amounts set forth above.
*Fringe benefits for the Director of Gas and Electric classification have historically included and currently include
use of a City -owned vehicle and fuel. Accordingly, the current Director of Gas and Electric may continue to use a
City -owned vehicle and fuel in -lieu of receiving the $400 monthly automobile allowance. Once the current City -
owned vehicle is due for replacement or the current incumbent leaves the position, whichever occurs first, the
Director of Gas and Electric classification will receive the $400 monthly automobile allowance.
21
Section 12: HEALTH INSURANCE
A. The City offers various medical plans to employees under a Section 125
Cafeteria plan (non -cash out). The City reserves the right to select, administer, or
fund any fringe benefit program involving insurance that now exist or may exist in
the future. The City will adhere to the cafeteria plan requirements in accordance
with IRS Section 125 regulations.
B. The City shall contribute for each full-time employee up to the maximum
amounts as set forth below per pay period, toward the cost of his/her medical
plan as outlined in Subsection A through C below. In the event an employee
does not exhaust nor exceed his/her monthly medical allowance, the employee
shall be allowed to apply any unused portion towards the purchase of dental,
vision, supplemental or ancillary plans offered through the City and approved by
the Director of Human Resources.
a. For employees enrolled in either the HMO or PPO (non-HSA)
medical plans, the City shall pay up to $1,050 per month of the
cost of the plan for employees and their eligible dependents
(spouse, registered domestic partners and qualified
dependents) The cost of any plan selected by the employee that
exceeds $1,050 shall be paid by the employee through a pre-tax
payroll deduction.
b. Effective January 1, 2015, employees enrolled in either the
HMO or PPO (Non-HSA) medical plans, the City shall increase
the amount by $70.00 and pay up to $1120.00 toward the
monthly medical allowance.
c. For Employees enrolled in the PPO/HSA plan, the City shall pay
up to $800 per month of the monthly cost of the plan for
employees and their eligible dependents (spouse, registered
domestic partners and qualified 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 $800 shall be paid by the
employee through a pre-tax payroll deduction.
d. Effective January 1, 2015, employees enrolled in the PPO/HSA
medical plan, the City shall increase the amount by $70 and pay
up to $870 toward the monthly cost of the plan for employees
and their eligible dependents.
22
C. City Council members are entitled to the same medical benefits offered to the
management and confidential employees. The City shall not pay or reimburse
any medical -related health, vision, or dental costs not covered by the City's
insurance program or Medicare for City Council members or their eligible
dependents or spouses.
D. The City shall not provide or reimburse the City Council members or their
dependents or spouses for expenses incurred relating to a PIERS long-term
health care benefit.
23
Section 13: DENTAL INSURANCE
The City of Vernon provides a dental insurance plan to full-time employees. In the
event an employee does not exceed his/her monthly employer medical allowance, the
employee shall be allowed to apply any unused portion toward the purchase of dental
insurance for himself/herself and eligible dependents (spouse, registered domestic
partners and qualified dependents). The cost of any plan selected by the employee
that exceeds his/her monthly employer medical allowance shall be paid by the
employee through a pre-tax payroll deduction.
24
Section 14: VISION INSURANCE
The City of Vernon provides a vision care plan to full-time 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 his/her
monthly employer medical allowance, the employee shall be allowed to apply any
unused portion towards the purchase of additional provided coverage for vision care.
25
Section 15: LIFE INSURANCE
The City provides a $20,000 life insurance plan to full-time employees. The City shall
pay 100% of the cost of such plan for employees. The City's agreement to pay full or
partial costs of said premiums shall not create or ripen into a vested right for said
employee. 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.
26
Section 16: DEFERRED COMPENSATION PLAN
Employees are eligible to participate in the City's Deferred Compensation Program.
27
Section 17: CALIFORNIA PUBLIC EMPLOYEE RETIREMENT SYSTEM (CALPERS)
CONTRIBUTION
MISCELLANEOUS EMPLOYEES
A. The City shall maintain its contract with the California Employees Public Retirement
System (PERS) that provides full-time employees hired before January 1, 2013 with
2.7% at 55 PERS retirement benefit plan.
As a result of the recent passage of AB 340, Public Employee Pension Reform Act
(PEPRA), new CalPERS members hired on or after January 1, 2013 who meet the
definition of new member under PEPRA, shall be provided a 2.0% at 62 PERS
retirement benefit plan.
B. Employees shall be responsible for paying 100% of their PERS employee's
contributions.
C. The City provides additional supplemental retirement benefits to full-time employees
under CalPERS as follows:
a. Gov't Code Section: 20042 — (Classic Members Only) One
Year Final Compensation
New employees hired on or after January 1, 2013 who meet the
definition of new member under PEPRA shall receive 3 Year
Average Final Compensation
b. Gov't Code Section: 21024 - Military Service Credit as Public
Service
C. Gov't Code Section: 21624, 21626, 21628 Post Retirement
Survivor Allowance
d. Gov't Code Section: 21548 — Pre -Retirement Option 2W
Death Benefit
d. Gov't Code Section: 21573 — Third Level of 1959 Survivor
Benefits
D. The payment to CalPERS made by the City on behalf of the affected employee
shall not be considered as base salary but shall be considered an employer
contribution pursuant to Section 414(h)(2) of the Internal Revenue Code.
PQ
SAFETY EMPLOYEES
A. The City shall maintain its contract with the California Employees Public Retirement
System (PERS) that provides full-time safety employees hired before January 1,
2013 with 3.0% at 50 PERS retirement benefit plan.
As a result of the recent passage of AB 340, Public Employee Pension Reform Act
(PEPRA), new CalPERS safety members hired on or after January 1, 2013 who meet
the definition of new member under PEPRA, shall be provided a 2.7% at 57 PERS
retirement benefit plan.
B. Employees shall be responsible for paying their PERS nine percent (9%) employee's
contributions.
C. The City provides additional supplemental retirement benefits to full-time employees
under CalPERS as follows:
a. Gov't Code Section: 20042 — (Classic Members Only) One
Year Final Compensation
New employees hired on or after January 1, 2013 who meet the
definition of new member under PEPRA shall receive 3 Year
Average Final Compensation
b. Gov't Code Section: 20124 - Military Service Credit as Public
Service
C. Gov't Code 21574 — 4th Level 1959 Survivor Benefit (Fire
members only)
d. Gov't Code Section: 21571 — Basic Level of 1959 Survivor
Benefit (Police members only)
e. Gov't Code Section: 21624, 21626, 21628 — Post Retirement
Survivor Allowance
f. Gov't Code Section: 21548 - Pre -Retirement Option 2W
Death Benefit (Fire members only)
g. Gov't Code Section 20965 — Credit for Unused Sick Leave
D. The payment to CalPERS made by the City on behalf of the affected employee
shall not be considered as base salary but shall be considered an employer
contribution pursuant to Section 414(h)(2) of the Internal Revenue Code.
29
Section 18: RETIREE MEDICAL - NON -SAFETY EMPLOYEES
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 employees designated as Executive,
Management, Mid -Management and Confidential who retire at age 60 or later with at
least twenty(20)years of continuous uninterrupted service.
B. Retired employees will be permitted to enroll in a higher -cost plan and pay the
amount in excess of the HMO equivalent.
C. 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).
D. All full-time regular employees, who retire with a minimum often (10)
years of continuous uninterrupted service with the City, may pay the premium(s)
for medical and/or dental insurance.
E. 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.
F. 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.
G. Should the retired employee fail to pay any premiums due for the cost of the
insurance premium for the City's medical -dental insurance program for any three
(3) consecutive months, or should the coverage otherwise lapse for any reason
other than City's non-payment, then the City's obligation to make further payment
under the retiree medical benefits program shall automatically terminate and
cease, without the need for further notice.
H. 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.
The offer of the retiree medical benefits is not a vested right for future years.
J. City Council members are entitled to the same retiree medical benefits offered to all
kill
full-time regular employees as identified under the citywide resolution for retiree
medical benefits in effect at the time Council members retire.
31
Section 19: LONGEVITY PROGRAM
A. LONGEVITY PROGRAM FOR EMPLOYEES EMPLOYED ON OR BEFORE
JUNE 30, 1994.
The City has established a longevity program for all employees. The
longevity program described herein will apply to all employees, except Department
Heads and employees covered in a collective bargaining agreement, employed on or
before June 30, 1994.
a. Five (6) Years of Service.
All eligible employees who have five (5) years of consecutive
uninterrupted service on or before July 1, 1986, shall receive an additional five percent
(5%) per month of their base salary effective July 1, 1986, and every year thereafter
until reaching the next step. Employees upon reaching their 5th anniversary date after
July 1, 1986, shall be entitled to said five percent (5%) per month upon said anniversary
date.
b. Ten (10) Years of Service.
All eligible employees who have ten (10) years of consecutive
uninterrupted service on or before July 1, 1987, shall receive an additional ten percent
(10%) per month of their base salary effective July 1, 1987, and every year thereafter
until reaching the next step. Employees upon reaching their 10th anniversary date after
July 1, 1987, shall be entitled to said ten percent (10%) per month upon said
anniversary date.
c. Fifteen (15) Years of Service.
All eligible employees who have fifteen (15) years of consecutive
uninterrupted service on or before July 1, 1988, shall receive an additional fifteen
percent (15%) per month of their base salary effective July 1, 1988, and every year
thereafter until reaching the next step. Employees upon reaching their 15th anniversary
date after July 1, 1988, shall be entitled to said fifteen percent (15%) per month upon
said anniversary date.
d. Twenty (20) Years of Service.
All eligible employees who have twenty (20) years of consecutive
uninterrupted service on or before July 1, 1989, shall receive an additional twenty
percent (20%) per month of their base salary effective July 1, 1989, and every year
thereafter. Employees upon reaching their 20th anniversary date after July 1, 1989,
shall be entitled to said twenty percent (20%) per month upon said anniversary date.
e. Thirty (30) Years of Service — Fire - Sworn
All eligible fire employees who have been appointed to a position ranking
above Captain and who have thirty (30) years of consecutive uninterrupted service on
or before July 1, 1991, shall receive an additional twenty-five percent (25%) of their
base salary per month effective July 1, 1991, and every year thereafter. Employees in
32
said position upon reaching their 30th anniversary date after July 1, 1991, shall be
entitled to said twenty-five percent (25%) per month upon said anniversary date.
E Compensation Not Cumulative.
Payment of the aforesaid longevity compensation shall not be cumulative
and only the highest applicable longevity pay shall be paid.
B. LONGEVITY PROGRAM FOR EMPLOYEES ON OR AFTER JULY 1,
1994 AND ON OR BEFORE DECEMBER 31, 2013.
The longevity program described in Section B herein will apply to all
employees, except Department Heads and employees covered in a collective
bargaining agreement, employed on or after July 1, 1994.
a. Five (5) Years of Service.
All eligible employees who are employed on or after July 1, 1994 and on
or before December 31, 2013, who attain five (5)years of consecutive uninterrupted
service shall receive an additional five percent (5%) per month of their base salary.
Such employees upon reaching their 5th anniversary date shall be entitled to receive
said five percent (5%) per month upon said anniversary date. Further, such
employees will not be entitled to receive any additional percentage increase to their
base salary for further service. This subsection shall only apply to employees hired
on or after July 1, 1994 and on or before December 31, 2013.
33
Section 20: BILINGUAL PAY
A program is hereby established for all employees whose regular and essential job
duties as described in their job description provide for interaction with the public on a
regular basis, allowing said employee to be compensated for bilingual skills after the
employee demonstrates proficiency in speaking Spanish (the ability to read and write in
Spanish may also be tested, if necessary), which proficiency would be determined by
successful completion of a proficiency test administered by the Human Resources
Department. Those employees who successfully demonstrate this skill would be eligible
to receive an additional One Hundred Twenty -Five Dollars ($125.00) per month for
bilingual pay.
34
Section 21: UNIFORM ALLOWANCE
A. If an employee's job classification requires him/her to wear a uniform while on duty, as
designated by the City or employee's Department, the City will provide and launder such
uniform.
B. For the Administrative Secretary and Police Records Manager that works in the Police
Department, the City will provide the initial set of uniforms to the employees. The newly
hired employee will receive: two (2) class A uniforms; two (2) class B uniforms; two (2)
polo shirts and one (1) jacket or sweater. On all subsequent anniversary dates the City
will provide an annual uniform purchase and maintenance allowance of $600.00. The
employee's uniforms shall meet the applicable regulations for his/her job classification
pursuant to City/Departmental policies.
C. The monetary value of uniforms shall be reported to Ca1PERS in accordance with CCR
571(a) and as defined by GC 7522.04(f)
35
PART II
CLASSIFICATION AND COMPENSATION PLAN
36
Section 1. PURPOSE
Exhibit A to this resolution is enacted pursuant to the City of Vernon City Charter to
provide for the classification and compensation of City officers and employees, and to
conform to the principle of equal pay for equal work.
Officers and employees of the City of Vernon shall receive compensation and costs in
accordance with the amounts set forth in the attached compensation plan.
Section 2. THE COMPENSATION PLAN
The basic compensation plan for the various employee units, groups and non-
classified employees, as of the date of adoption of this plan is hereby established as
set forth in Exhibit A, Citywide Classification and Compensation Plan, which is
attached hereto and incorporated herein by reference.
The City Administrator shall have authority to create and maintain salary steps to
implement the provisions of this Section. Salaries granted pursuant to this provision
shall be reported to PERS as compensation earned. Please refer to Human
Resources Policy II-3, Salary Plan for specific policy and procedures.
Section 3. THE CLASSIFICATION PLAN
The classification plan includes the allocation of class titles to salary ranges for City
officers and employees. The Classification Plan further includes the allocation of class
titles to salary ranges for those employees that are designated as exempt from the
classified service. These exempt classes are for elective officers; persons appointed
by the City Council, including the City Administrator, and City Attorney; persons
appointed by the City Administrator, including department head or designees; and
persons appointed by the City Attorney pursuant to City of Vernon Municipal Code
that serve in an "at will' capacity subject to the terms and conditions of an
employment contract and are so designated in the plan as "non -classified." The
classification plan as of the date of adoption of this plan is hereby established as set
forth in Exhibit "A" which is attached hereto and incorporated herein by reference. The
Human Resources Director, with approval by the City Administrator or his/her
designee, is responsible for maintenance of the Classification Plan, including the
allocation of new or changed positions to the appropriate class, the recommendation
of proper salary ranges within the provision of pay administration, maintenance of up-
to-date class specifications, and the preparation of reports and recommendations on
revisions to the Classification Plan. Please refer to Human Resources Policy II-1,
Classification Plan Administration for specific policy and procedures.
UFA
EXHIBIT A
EXHIBIT A
CLASSIFICATION AND COMPENSATION PLAN
38
City of Vernon
Classification and Compensation Plan
Effective December 28, 2014
Citywide 1.5% Cola - Fire MOU - Exec - 75th percentile- Adopted CC- December 16, 2014
1025 Council Member E 01
1030 Mayor E 01
ADMINISTRATIONCITY
1010 City Administrator E E50
Min
Max
$25,368 $2,114
$25,368 $2,114
n/a
n/a
1 of 19
$975.69
$975.69
$237,840 $19,820 $114.3462 $9,147.69
$289,104 $24,092 $138.9923 $11,119.38
1015 Deputy City Administrator
E M40
Step 1
$146,016
$12,168
$70.2000
$5,616.00
Step 2
$153,312
$12,776
$73.7077
$5,896.62
Step 3
$160,980
$13,415
$77.3942
$6,191.54
Step 4
$169,032
$14,086
$81.2654
$6,501.23
Step 5
$177,492
$14,791
$85.3327
$6,826.62
1020 Economic Development Manager
E M36
Step 1
$120,132
$10,011
$57.7558
$4,620.46
Step 2
$126,132
$10,511
$60.6404
$4,851.23
Step 3
$132,444
$11,037
$63.6750
$5,094.00
Step 4
$139,056
$11,588
$66.8538
$5,348.31
Step 5
$146,016
$12,168
$70.2000
$5,616.00
ATTORNEYCITY -•
1110 City Attorney
E E47
Min
$205,452
$17,121
$98.7750
$7,902.00
Max
$252,000
$21,000
$121.1538
$9,692.31
1115 Deputy City Attorney
E M38
Step 1
$132,444
$11,037
$63.6750
$5,094
Step 2
$139,056
$11,588
$66.8538
$5,348
Step 3
$146,016
$12,168
$70.2000
$5,616
Step 4
$153,312
$12,776
$73.7077
$5,897
Step 5
$160,980
$13,415
$77.3942
$6,192
1525 Legal Secretary
NE C21
Step 1
$57,780
$4,815
$27.7788
$2,222
Step 2
$60,672
$5,056
$29.1692
$2,334
Step 3
$63,696
$5,308
$30.6231
$2,450
Step 4
$66,888
$5,574
$32.1577
$2,573
Step 5
$70,224
$5,852
$33.7615
$2,701
CITY CLERK'S OFFICE
1310 City Clerk
E E38
Min
$132,444
$11,037
$63.6750
$5,094.00
Max
$160,980
$13,415
$77.3942
$6,191.54
City of Vernon 2 of 19
Classification and Compensation Plan
Effective December 28, 2014
Citywide 1.5% Cola - Fire MOU - Exec - 75th percentile- Adopted CC- December 16, 2014
1315 Deputy City Clerk
NE
C25
Step 1
$70,224
$5,852
$33.7615
$2,700.92
Step 2
$73,752
$6,146
$35.4577
$2,836.62
Step 3
$77,436
$6,453
$37.2288
$2,978.31
Step
$81,300
$6,775
$39.0865
$3,126.92
Step 5
$85,368
$7,114
$41.0423
$3,283.38
1320 Records Management Assistant
NE
C20
Step 1
$55,032
$4,586
$26.4577
$2,116.62
Step 2
$57,780
$4,815
$27.7788
$2,222.31
Step 3
$60,672
$5,056
$29.1692
$2,333.54
Step 4
$63,696
$5,308
$30.6231
$2,449.85
Step 5
$66,888
$5,574
$32.1577
$2,572.62
Y1
$69,840
$5,820
$33.5769
$2,686.15
ADMINISTRATIVE AND CLERICAL GROUP
1505 Administrative Aide (part-time hourly)
NE
C5
Step 1
05
------
$40.0000
----
1530 Administrative Assistant
NE
G13
Step 1
$39,108
$3,259
$18.8019
$1,504.15
Step 2
$41,076
$3,423
$19.7481
$1,579.85
Step 3
$43,116
$3,593
$20.7288
$1,658.31
Step
$45,276
$3,773
$21.7673
$1,741.38
Step 5
$47,544
$3,962
$22.8577
$1,828.62
1530 Administrative Assistant, (Confidential) NE C13
Step 1
$39,108
$3,259
$18.8019
$1,504.15
Step 2
$41,076
$3,423
$19.7481
$1,579.85
Step 3
$43,116
$3,593
$20.7288
$1,658.31
Step
$45,276
$3,773
$21.7673
$1,741.38
Step 5
$47,544
$3,962
$22.8577
$1,828.62
1520 Administrative Assistant, Senior NE G17
Step 1
$47,544
$3,962
$22.8577
$1,828.62
Step 2
$49,908
$4,159
$23.9942
$1,919.54
Step 3
$52,416
$4,368
$25.2000
$2,016.00
Step
$55,032
$4,586
$26.4577
$2,116.62
Step 5
$57,780
$4,815
$27.7788
$2,222.31
Y1
$59,484
$4,957
$28.5981
$2,287.85
1510 Administrative Secretary NE C20
Step 1
$55,032
$4,586
$26.4577
$2,116.62
Step 2
$57,780
$4,815
$27.7788
$2,222.31
Step 3
$60,672
$5,056
$29.1692
$2,333.54
Step 4
$63,696
$5,308
$30.6231
$2,449.85
Step 5
$66,888
$5,574
$32.1577
$2,,572.62
Grandfathered - G1
$66,216
$5,518
$31.8346
$2,546.77
Grandfathered - G2
$69,864
$5,822
$33.5885
$2,687.08
Grandfathered - G3
$73,704
$6,142
$35.4346
$2,834.77
City of Vernon
Classification and Compensation Plan
Effective December 28, 2014
3of19
Step 1
$66,888
$5,574
$32.1577
$2,572.62
Step 2
$70,224
$5,852
$33.7615
$2,700.92
Step 3
$73,752
$6,146
$35.4577
$2,836.62
Step 4
$77,436
$6,453
$37.2288
$2,978.31
Step 5
$81,300
$6,775
$39.0865
$3,126.92
FINANCE GROUP
-1250 Account Clerk
NE G14
Step 1
$41,076
$3,423
$19.7481
$1,579.85
Step 2
$43,116
$3,593
$20.7288
$1,658.31
Step 3
$45,276
$3,773
$21.7673
$1,741.38
Step 4
$47,544
$3,962
$22.8577
$1,828.62
Step 5
$49,908
$4,159
$23.9942
$1,919.54
1247 Account Clerk, Senior
NE G18
Step 1
$49,908
$4,159
$23.9942
$1,919.54
Step 2
$52,416
$4,368
$25.2000
$2,016.00
Step 3
$55,032
$4,586
$26.4577
$2,116.62
Step 4
$57,780
$4,815
$27.7788
$2,222.31
Step 5
$60,672
$5,056
$29.1692
$2,333.64
1240 Accountant
NE C22
Step 1
$60,672
$5,056
$29.1692
$2,333.54
Step 2
$63,696
$5,308
$30.6231
$2,449.85
Step 3
$66,888
$5,574
$32.1577
$2,572.62
Step 4
$70,224
$5,852
$33.7615
$2,700.92
Step 5
$73,752
$6,146
$35.4577
$2,836.62
1230 Accountant, Senior
NE C26
Step 1
$73,752
$6,146
$35.4577
$2,836.62
Step 2
$77,436
$6,453
$37.2288
$2,978.31
Step 3
$81,300
$6,775
$39.0865
$3,126.92
Step
$85,368
$7,114
$41.0423
$3,283.38
Step 5
$89,640
$7,470
$43.0962
$3,447.69
1220 Assistant Finance Director
E M36
Step 1
$120,132
$10,011
$57.7558
$4,620.46
Step 2
$126,132
$10,511
$60.6404
$4,851.23
Step 3
$132,444
$11,037
$63.6750
$5,094.00
Step 4
$139,056
$11,588
$66.8538
$5,348.31
Step 5
$146,016
$12,168
$70.2000
$5,616.00
1248 Business License Clerk
NE G16
Step 1
$45,276
$3,773
$21.7673
$1,741.38
Step 2
$47,544
$3,962
$22.8577
$1,828.62
Step 3
$49,908
$4,159
$23.9942
$1,919.54
Step 4
$52,416
$4,368
$25.2000
$2,016.00
Step 5
$55,032
$4,586
$26.4577
$2,116.62
City of Vernon
Classification and Compensation Plan
Effective December 28, 2014
Citywide 1.5% Cola - Fire MOU - Exec - 75th percentile- Adopted CC- December 16, 2014
1225 Deputy City Treasurer E M34
4of19
Step 1
$108,960
$9,080
$52.3846
$4,190.77
Step 2
$114,408
$9,534
$55.0038
$4.400.31
Step
$120,132
$10,011
$57.7558
$4,620.46
Step 4
$126,132
$10,511
$60.6404
$4,851.23
Step 5
$132,444
$11,037
$63.6750
$5,094.00
1210 Director of Finance/City Treasurer
E E41
Min
$153,312
$12,776
$73.7077
$5,896.62
Max
$186,360
$15,530
$89.5962
$7,167.69
Y1
$210,000
$17,500
$100.9615
$8,076.92
1245 Payroll Specialist
NE C19
Step 1
$52,416
$4,368
$25.2000
$2,016.00
Step 2
$55,032
$4,586
$26.4577
$2,116.62
Step 3
$57,780
$4,815
$27.7788
$2,222.31
Step 4
$60,672
$5,056
$29.1692
$2,333.54
Step 5
$63,696
$5,308
$30.6231
$2,449.85
1248 Public Housing Property Coordinator
NE C16
Step 1
$45,276
$3,773
$21.7673
$1,741.38
Step 2
$47,544
$3,962
$22.8577
$1,828.62
Step 3
$49,908
$4,159
$23.9942
$1,919.54
Step 4
$52,416
$4,368
$25.2000
$2,016.00
Step 5
$55,032
$4,586
$26.4577
$2,116.62
1235 Purchasing Assistant
NE G20
Step 1
$55,032
$4,586
$26.4577
$2,116.62
Step 2
$57,780
$4,815
$27.7788
$2,222.31
Step 3
$60,672
$5,056
$29.1692
$2,333.54
Step 4
$63,696
$5,308
$30.6231
$2,449.85
Step 5
$66,888
$5,574
$32.1577
$2,572.62
5015 Assistant Fire Chief E
FM41
Step 1
$153,312
$12,776
$73.7077
$5,896.62
Step 2
$160,980
$13,415
$77.3942
$6,191.54
Step 3
$169,032
$14,086
$81.2654
$6,501.23
Step 4
$177,492
$14,791
$85.3327
$6,826.62
Step 5
$186,360
$15,530
$89.5962
$7,167.69
5025 Fire Battalion Chief (P) NE
FM38
Step 1
$132,444
$11,037
$45.4821
$5,094.00
Step
$139,056
$11,588
$47.7527
$5,348.31
Step 3
$146,016
$12,168
$50.1429
$5,616.00
Step 4
$153,312
$12,776
$52.6484
$5,896.62
Step 5
$160,980
$13,415
$55.2816
$6,191.54
City of Vernon 5 of 19
Classification and Compensation Plan
Effective December 28, 2014
Step 1
$94,128
$7,844
$32.3242
$3,620
Step 2
$98,832
$8,236
$33.9396
$3,801
Step 3
$103,776
$8,648
$35.6374
$3,991
Step 4
$108,960
$9,080
$37.4176
$4,191
Step 5
$114,408
$9,534
$39.2885
$4,400
5010 Fire Chief
E E45
Min
$186,372
$15,531
$89.6019
$7,168
Max
$226,512
$18,876
$108.9000
$8,712
5050 Fire Code Inspector
NE G25
Step 1
$70,224
$5,852
$33.7615
$2,701
Step 2
$73,752
$6,146
$35.4577
$2,837
Step 3
$77,436
$6,453
$37.2288
$2,978
Step 4
$81,300
$6,775
$39.0865
$3,127
Step 5
$86,368
$7,114
$41.0423
$3,283
5040 Fire Engineer (P)
NE F28
Step 1
$81,300
$6,775
$27.9190
$3,127
Step 2
$85,368
$7,114
$29.3159
$3,283
Step 3
$89,640
$7,470
$30.7830
$3,448
Step 4
$94,128
$7,844
$32.3242
$3.620
Step 5
$98,832
$8,236
$33.9396
$3,801
5020 Fire Marshall
NE FM33
Step 1
$103,776
$8,648
$49.8923
$3,991
Step 2
$108,960
$9,080
$52.3846
$4,191
Step 3
$114,408
$9,534
$55.0038
$4,400
Step 4
$120,132
$10,011
$57.7558
$4,620
Step 5
$126.132
$10,511
$60.6404
$4,851
5060 Firefighter (P)
NE F25
Step 1
$70,224
$5,852
$24.1154
$2,701
Step 2
$73,752
$6,146
$25.3269
$2,837
Step 3
$77,436
$6,453
$26.5920
$2,978
Step 4
$81,300
$6,775
$27.9190
$3,127
Step 5
$85,368
$7,114
$29.3159
$3,283
5045 Firefighter/Paramedic (P)
NE F28
Step 1
$81,300
$6,775
$27.9190
$3,127
Step 2
$85,368
$7,114
$29.3159
$3,283
Step 3
$89,640
$7,470
$30.7830
$3,448
Step 4
$94,128
$7,844
$32.3242
$3,620
Step 5
$98,832
$8,236
$33.9396
$3,801
5035 Firefighter/Paramedic Coordinator (P)
NE F29
Step 1
$85,368
$7,114
$29.3159
$3,283
Step 2
$89,640
$7,470
$30.7830
$3,448
Step 3
$94,128
$7,844
$32.3242
$3,620
City of Vernon
Classification and Compensation Plan
Effective December 28, 2014
"Citywide 1.5% Cola - Fire MOU - Exec - 75th percentile- Adopted CC- December 16, 2014
6of19
Step 4
$98,832
$8,236
$33.9396
$3,801
Step 5
$103,776
$8,648
$35.6374
$3,991
GAS & ELECTRIC DEPARTMENT
8010 Director of Gas and Electric E
E48
Min
$215,736
$17,978
$103.7192
$8,298
Max
$262,224
$21,852
$126.0692
$10,086
Business and Acco_��
8710 Business and Account Supervisor E
M31
Step 1
$94,128
$7,844
$45.2538
$3,620
Step 2
$98,832
$8,236
$47.5154
$3,801
Step 3
$103,776
$8,648
$49.8923
$3,991
Step 4
$108,960
$9,080
$52.3846
$4,191
Step 5
$114,408
$9,534
$55.0038
$4,400
8615 Utilities Compliance Analyst NE
G27
Step 1
$77,436
$6,453
$37.2288
$2,978
Step 2
$81,300
$6,775
$39.0865
$3,127
Step 3
$85,368
$7,114
$41.0423
$3,283
Step 4
$89,640
$7,470
$43.0962
$3,448
Step 5
$94,128
$7,844
$45.2538
$3,620
8610 Utilities Compliance Manager E
M35
Step 1
$114,408
$9,534
$55.0038
$4,400
Step 2
$120,132
$10,011
$57.7558
$4,620
Step 3
$126,132
$10,511
$60.6404
$4,851
Step 4
$132,444
$11,037
$63.6750
$5,094
Step 5
$139,056
$11,588
$66.8538
$5,348
Customer Serm . .
8530 Utilities Customer Service Representative NE
G17
Step 1
$47,544
$3,962
$22.8577
$1,829
Step
$49,908
$4,159
$23.9942
$1,920
Step 3
$52,416
$4,368
$25.2000
$2,016
Step 4
$55,032
$4,586
$26.4577
$2,117
Step 5
$57,780
$4,815
$27.7788
$2,222
8510 Utilities Customer Service Supervisor NE
M25
Step 1
$70,224
$5,852
$33.7615
$2,701
Step 2
$73,752
$6,146
$35.4577
$2,837
Step 3
$77,436
$6,453
$37.2288
$2,978
Step 4
$81,300
$6,775
$39.0865
$3,127
Step 5
$85,368
$7,114
$41.0423
$3,283
City of Vernon
Classification and Compensation Plan
Effective December 28, 2014
7of19
8040 Electric Operations Supervisor
E M35
Step 1
$114,408
$9,534
$55.0038
$4,400
Step 2
$120,132
$10,011
$57.7558
$4,620
Step 3
$126,132
$10,511
$60.6404
$4,851
Step 4
$132,444
$11,037
$63.6750
$5,094
Step 5
$139,056
$11,588
$66.8538
$5,348
8035 Electric Operator
NE 130
Step 1
$89,640
$7,470
$43.0962
$3,448
Step 2
$94,128
$7,844
$45.2538
$3,620
Step 3
$98,832
$8,236
$47.5154
$3,801
Step 4
$103,776
$8,648
$49.8923
$3,991
Step 5
$108,960
$9,080
$52.3846
$4,191
8050 Metering Technician
NE 129
Step 1
$85,368
$7,114
$41.0423
$3,283
Step 2
$89,640
$7,470
$43.0962
$3,448
Step 3
$94,128
$7,844
$45.2538
$3,620
Step 4
$98,832
$8,236
$47.5154
$3,801
Step 5
$103,776
$8,648
$49.8923
$3,991
8045 Power Plant Operator
NE 128
Step 1
$81,300
$6,775
$39.0865
$3,127
Step 2
$85,368
$7,114
$41.0423
$3,283
Step 3
$89,640
$7,470
$43.0962
$3,448
Step 4
$94,128
$7,844
$45.2538
$3,620
Step 5
$98,832
$8,236
$47.5154
$3,801
8055 Substation Technician
NE 129
Step 1
$85,368
$7,114
$41.0423
$3,283
Step 2
$89,640
$7,470
$43.0962
$3,448
Step 3
$94,128
$7,844
$45.2538
$3,620
Step 4
$98,832
$8,236
$47.5154
$3,801
Step 5
$103,776
$8,648
$49.8923
$3,991
8030 Utilities Dispatcher
NE 133
Step 1
$103,776
$8,648
$49.8923
$3,991
Step 2
$108,960
$9,080
$52.3846
$4,191
Step 3
$114,408
$9,534
$55.0038
$4,400
Step 4
$120,132
$10,011
$57.7558
$4,620
Step 5
$126,132
$10,511
$60.6404
$4,851
8025 Utilities Dispatcher, Senior
NE 134
Step 1
$108,960
$9,080
$52.3846
$4,191
Step 2
$114,408
$9,534
$55.0038
$4,400
Step 3
$120,132
$10,011
$57.7658
$4,620
Step 4
$126,132
$10,511
$60.6404
$4,851
Step 5
$132,444
$11,037
$63.6750
$5,094
City of Vernon 8 of 19
Classification and Compensation Plan
Effective December 28, 2014
'Citywide 1.5% Cola -Fire MOU - Exec - 75th percentile- Adopted CC- December 16, 2014
8015 Utilities Operations Manager
E M38
Step 1
$132,444
$11,037
$63.6750
$5,094
Step 2
$139,056
$11,588
$66.8538
$5,348
Step 3
$146,016
$12,168
$70.2000
$5,616
Step 4
$153,312
$12,776
$73.7077
$5,897
Step 5
$160,980
$13,415
$77.3942
$6,192
Engineering GrOLJP (Gas and Electric)
8130 Associate Electrical Engineer
NE 129
Step 1
$85,368
$7,114
$41.0423
$3,283
Step 2
$89,640
$7,470
$43.0962
$3,448
Step 3
$94,128
$7,844
$45.2538
$3,620
Step 4
$98,832
$8,236
$47.5154
$3,801
Step 5
$103,776
$8,648
$49.8923
$3,991
8140 Computer Aided Drafting Technician
NE G20
Step 1
$55,032
$4,586
$26.4577
$2,117
Step 2
$57,780
$4,815
$27.7788
$2,222
Step 3
$60,672
$5,056
$29.1692
$2,334
Step 4
$63,696
$5,308
$30.6231
$2,450
Step 5
$66,888
$5,574
$32.1577
$2,573
Y1
$70,860
$5,905
$34.0673
$2,725
8125 Electrical Engineer
NE 131
Step 1
$94,128
$7,844
$45.2538
$3,620
Step 2
$98,832
$8,236
$47.5154
$3,801
Step 3
$103,776
$8,648
$49.8923
$3,991
Step
$108,960
$9,080
$52.3846
$4,191
Step 5
$114,408
$9,534
$55.0038
$4,400
8115 Supervising Electrical Engineer
NE M33
Step 1
$103,776
$8,648
$49.8923
$3,991
Step
$108,960
$9,080
$52.3846
$4,191
Step 3
$114,408
$9,534
$55.0038
$4,400
Step 4
$120,132
$10,011
$57.7558
$4,620
Step 5
$126,132
$10,511
$60.6404
$4,851
8110 Utilities Engineering Manager E M40
Step 1
$146,016
$12,168
$70.2000
$5,616
Step 2
$153,312
$12,776
$73.7077
$5,897
Step 3
$160,980
$13,415
$77.3942
$6,192
Step 4
$169,032
$14,086
$81.2654
$6,501
Step 5
$177,492
$14,791
$85.3327
$6,827
8215 Gas Systems Specialist NE 130
Step 1
$89,640
$7,470
$43.0962
$3,448
Step 2
$94,128
$7,844
$45.2538
$3,620
Step 3
$98,832
$8,236
$47.5154
$3,801
City of Vernon
Classification and Compensation Plan
Effective December 28, 2014
9of19
Step 5
$108,960
$9,080
$52.3846
$4,191
YC1
$109,656
$9,138
$52.7192
$4,218
8210 Gas Systems Superintendent
E M34
Step 1
$108,960
$9,080
$52.3846
$4,191
Step 2
$114,408
$9,534
$55.0038
$4,400
Step 3
$120,132
$10,011
$57.7558
$4,620
Step
$126,132
$10,511
$60.6404
$4,851
Step 5
$132,444
$11,037
$63.6750
$5,094
8220 Gas Systems Technician
NE 126
Step 1
$73,752
$6,146
$35.4577
$2,837
Step 2
$77,436
$6,453
$37.2288
$2,978
Step 3
$81,300
$6,775
$39.0865
$3,127
Step
$85,368
$7,114
$41.0423
$3,283
Step 5
$89,640
$7,470
$43.0962
$3,448
Information TechnoloqV Group
1625 Information Technology Analyst
NE C26
Step 1
$73,752
$6,146
$35.4577
$2,837
Step 2
$77,436
$6,453
$37.2288
$2,978
Step 3
$81,300
$6,775
$39.0865
$3,127
Step 4
$85,368
$7,114
$41.0423
$3,283
Step 5
$89,640
$7,470
$43.0962
$3,448
1620 Information Technology Analyst, Senior
NE C29
Step 1
$85,368
$7,114
$41.0423
$3,283
Step 2
$89,640
$7,470
$43.0962
$3,448
Step 3
$94,128
$7,844
$45.2538
$3,620
Step 4
$98,832
$8,236
$47.5154
$3,801
Step 5
$103,776
$8,648
$49.8923
$3,991
1610 Information Technology Manager
E M37
Step 1
$126,132
$10,511
$60.6404
$4,851
Step 2
$132,444
$11,037
$63.6750
$5,094
Step 3
$139,056
$11,588
$66.8538
$5,348
Step 4
$146,016
$12,168
$70.2000
$5,616
Step 5
$153,312
$12,776
$73.7077
$5,897
1630 Information Technology Technician
NE C21
Step 1
$57,780
$4,815
$27.7788
$2,222
Step 2
$60,672
$5,056
$29.1692
$2,334
Step 3
$63,696
$5,308
$30.6231
$2,450
Step 4
$66,888
$5,574
$32.1577
$2,573
Step 5
$70,224
$5,852
$33.7615
$2,701
1615 Programmer/Analyst E C30
Step 1 $89,640 $7,470 $43.0962 $3,448
City of Vernon
Classification and Compensation Plan
Effective December 28, 2014
10 of 19
Step 2
$94,128
$7,844
$45.2538
$3,620
Step 3
$98,832
$8,236
$47.5154
$3,801
Step 4
$103,776
$8,648
$49.8923
$3,991
Step 5
$108,960
$9,080
$52.3846
$4,191
Y1
$114,444
$9,537
$55.0212
$4,402
Resource Planning and SchedUling
Group
8435 Assistant Resource Scheduler
NE 128
Step 1
$81,300
$6,775
$39.0865
$3,127
Step 2
$85,368
$7,114
$41.0423
$3,283
Step 3
$89,640
$7,470
$43.0962
$3,448
Step 4
$94,128
$7,844
$45.2538
$3,620
Step 5
$98,832
$8,236
$47.5154
$3,801
8430 Associate Resource Scheduler
NE 130
Step 1
$89,640
$7,470
$43.0962
$3,448
Step 2
$94,128
$7,844
$45.2538
$3,620
Step 3
$98,832
$8,236
$47.5154
$3,801
Step 4
$103,776
$8,648
$49.8923
$3,991
Step 5
$108,960
$9,080
$52.3846
$4,191
8410 Electric Resources Planning & Dev.
Mngr
E M41
Step 1
$153,312
$12,776
$73.7077
$5,897
Step 2
$160,980
$13,415
$77.3942
$6,192
Step 3
$169,032
$14,086
$81.2654
$6,501
Step 4
$177,492
$14,791
$85.3327
$6,827
Step 5
$186,360
$15,530
$89.5962
$7,168
8425 Electric Service Planner
NE G26
Step 1
$73,752
$6,146
$35.4577
$2,837
Step 2
$77,436
$6,453
$37.2288
$2,978
Step 3
$81,300
$6,775
$39.0865
$3,127
Step
$85,368
$7,114
$41.0423
$3,283
Step 5
$89,640
$7,470
$43.0962
$3,448
8415 Resource Planner
NE 135
Step 1
$114,408
$9,534
$55.0038
$4,400
Step 2
$120,132
$10,011
$57.7558
$4,620
Step 3
$126,132
$10,511
$60.6404
$4,851
Step 4
$132,444
$11,037
$63.6750
$5,094
Step 5
$139,056
$11,588
$66.8538
$5,348
8420 Resource Scheduler
NE 132
Step 1
$98.832
$8,236
$47.5154
$3,801
Step 2
$103,776
$8,648
$49.8923
$3,991
Step 3
$108,960
$9,080
$52.3846
$4,191
Step 4
$114,408
$9,534
$55.0038
$4,400
Step 5
$120,132
$10,011
$57.7558
$4,620
City of Vernon 11 of 19
Classification and Compensation Plan
Effective December 28, 2014
Citywide 1.5% Cole - Fire MOU - Exec - 75th percentile- Adopted CC- December 16, 2014
8315 Telecommunications Specialist
NE 5320
Step 1
$81,192
$6,766
$39.0346
$3,123
Step 2
$76,966
$6,413
$36.9981
$2,960
Step 3
$72,948
$6,079
$35.0712
$2,806
Step 4
$69,144
$5,762
$33.2423
$2,659
Step 5
$65,544
$5,462
$31.5115
$2,521
Step 6
$62,124
$5,177
$29.8673
$2,389
Step 7
$58,884
$4,907
$28.3096
$2,265
Step 8
$55,812
$4,651
$26.8327
$2,147
8310 Telecommunications Systems Engineer
NE 5330
Step 1
$109,656
$9,138
$52.7192
$4,218
Step 2
$103,944
$8,662
$49.9731
$3,998
Step 3
$98,520
$8,210
$47.3654
$3,789
Step 4
$93,384
$7,782
$44.8962
$3,592
Step 5
$88,512
$7,376
$42.5538
$3,404
Step 6
$83,892
$6,991
$40.3327
$3,227
Step 7
$79,524
$6,627
$38.2327
$3,059
Step 8
$75,384
$6,282
$36.2423
$2,899
2015 Deputy Dir. of Health & Environmental Control
E M35
Step 1
$114,408
$9,534
$55.0038
$4,400
Step 2
$120,132
$10,011
$57.7558
$4,620
Step 3
$126,132
$10,511
$60.6404
$4,851
Step 4
$132,444
$11,037
$63.6750
$5,094
Step 5
$139,056
$11,588
$66.8538
$5,348
2010 Director of Health and Environmental Control
E E43
Min
$169,032
$14,086
$81.2654
$6,501
Max
$205,452
$17,121
$98.7750
$7,902
2030 Environmental Specialist
NE G24
Step 1
$66,888
$5,574
$32.1577
$2,573
Step 2
$70,224
$5,852
$33.7615
$2,701
Step 3
$73,752
$6,146
$35.4577
$2,837
Step 4
$77,436
$6,453
$37.2288
$2,978
Step 5
$81,300
$6,775
$39.0865
$3,127
2025 Environmental Specialist, Senior
NE G28
Step 1
$81,300
$6,775
$39.0865
$3,127
Step 2
$85,368
$7,114
$41.0423
$3,283
Step 3
$89,640
$7,470
$43.0962
$3,448
Step 4
$94,128
$7,844
$45.2538
$3,620
Step 5
$98,832
$8,236
$47.5154
$3,801
Grandfathered - Hired before July 1, 2014 G1
$95,916
$7,993
$46.1135
$3,689
Grandfathered - Hired before July 1, 2014 G2
$101,196
$8,433
$48.6519
$3,892
Grandfathered - 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
City of Vernon
Classification and Compensation Plan
Effective December 28, 2014
12 of 19
1410 Director of Human Resources
E 9852
Min
$146,016
$12,168
$70.2000
$5,616.00
Max
$177,492
$14,791
$85.3327
$6,826.62
Y1
$195,996
$16,333
$94.2288
$7,638.31
1420 Human Resources Analyst
NE C26
Step 1
$73,752
$6,146
$35.4577
$2,836.62
Step 2
$77,436
$6,453
$37.2288
$2,978.31
Step 3
$81,300
$6,775
$39.0865
$3,126.92
Step
$85,368
$7,114
$41.0423
$3,283.38
Step 5
$89,640
$7,470
$43.0962
$3,447.69
1415 Human Resources Analyst, Senior
E M32
Step 1
$98,832
$8,236
$47.5154
$3,801.23
Step 2
$103,776
$8,648
$49.8923
$3,991.38
Step 3
$108,960
$9,080
$52.3846
$4,190.77
Step 4
$114,408
$9,534
$55.0038
$4,400.31
Step 5
$120,132
$10,011
$57.7558
$4,620.46
1425 Human Resources Assistant
NE C17
Step 1
$47,544
$3,962
$22.8577
$1,828.62
Step
$49,908
$4,159
$23.9942
$1,919.54
Step 3
$52,416
$4,368
$25.2000
$2,016.00
Step 4
$55,032
$4,586
$26.4577
$2,116.62
Step 5
$57,780
$4,815
$27.7788
$2,222.31
POLICE GROUP
4035 Police Cadet
NE 3180
Step 1
$37,560
$3,130
$18.0577
$1,445
Step 2
$35,604
$2,967
$17.1173
$1,369
Step 3
$33,756
$2,813
$16.2288
$1,298
Step 4
$31,992
$2,666
$15.3808
$1,230
Step 5
$30,324
$2,527
$14.5788
$1,166
Step 6
$28,740
$2,395
$13.8173
$1,105
Step 7
$27,252
$2,271
$13.1019
$1,048
Step 8
$25,824
$2,152
$12.4154
$993
4015 Police Captain
E PM39
Step 1
$139,056
$11,588
$66.8538
$5,348
Step 2
$146,016
$12,168
$70.2000
$5,616
Step 3
$153,312
$12,776
$73.7077
$5,897
Step 4
$160,980
$13,415
$77.3942
$6,192
Step 5
$169,032
$14,086
$81.2654
$6,501
4010 Police Chief
E 46
Min
$195,672
$16,306
$94.0731
$7,526
Max
$237,840
$19,820
$114.3462
$9,148
City of Vernon 13 of 19
Classification and Compensation Plan
Effective December 28, 2014
Citywide 1.5% Cole - Fire MOU - Exec - 75th percentile -Adopted CC- December 16, 2014
4020 Police Lieutenant
NE PM36
Step 1
$120,132
$10,011
$57.7558
$4,620
Step 2
$126,132
$10,511
$60.6404
$4,851
Step 3
$132,444
$11,037
$63.6750
$5,094
Step 4
$139,056
$11,588
$66.8538
$5,348
Step 5
$146,016
$12,168
$70.2000
$5,616
4030 Police Officer
NE P025
Step 1
$70,224
$5,852
$33.7615
$2,701
Step 2
$73,752
$6,146
$35.4577
$2,837
Step 3
$77,436
$6,453
$37.2288
$2,978
Step
$81,300
$6,775
$39.0865
$3,127
Step 5
$85,368
$7,114
$41.0423
$3,283
Y1
$83,784
$6,982
$40.2808
$3,222
Y2
$88,404
$7,367
$42.5019
$3,400
Y3
$93,252
$7,771
$44.8327
$3,587
4025 Police Sergeant
NE P030
Step 1
$89,640
$7,470
$43.0962
$3,448
Step 2
$94,128
$7,844
$45.2538
$3,620
Step 3
$98,832
$8,236
$47.5154
$3,801
Step 4
$103,776
$8,648
$49.8923
$3,991
Step 5
$108,960
$9,080
$52.3846
$4,191
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
O
4125 Civilian Court Officer
NE G17
Step 1
$47,544
$3,962
$22.8577
$1,829
Step
$49,908
$4,159
$23.9942
$1,920
Step 3
$52,416
$4,368
$25.2000
$2,016
Step 4
$55,032
$4,586
$26.4577
$2,117
Step 5
$57,780
$4,815
$27.7788
$2,222
4130 Police Dispatcher
NE G18
Step 1
$49,908
$4,159
$23.9942
$1,920
Step 2
$52,416
$4,368
$25.2000
$2,016
Step 3
$55,032
$4,586
$26.4577
$2,117
Step 4
$57,780
$4,815
$27.7788
$2,222
Step 5
$60,672
$5,056
$29.1692
$2,334
4115 Police Dispatcher, Lead NE G20
Step 1
$55,032
$4,586
$26.4577
$2,117
Step 2
$57,780
$4,815
$27.7788
$2,222
Step 3
$60,672
$5,056
$29.1692
$2,334
Step 4
$51,516
$4,293
$24.7673
$1,981
Step 5
$66,888
$5,574
$32.1577
$2,573
City of Vernon
Classification and Compensation Plan
Effective December 28, 2014
"Citywide 1.5% Cola - Fire MOU - Exec - 75th percentile- Adopfed CC- December 16, 2014
14 of 19
4110 Police Records Manager NE M27
Step 1
$77,436
$6,453
$37.2288
$2,978
Step 2
$81,300
$6,775
$39.0865
$3,127
Step 3
$85,368
$7,114
$41.0423
$3,283
Step 4
$89,640
$7,470
$43.0962
$3,448
Step 5
$94,128
$7,844
$45.2538
$3,620
4135 Police Records Technician NE G14
Step 1
$41,076
$3,423
$19.7481
$1,580
Step
$43,116
$3,593
$20.7288
$1,658
Step 3
$45,276
$3,773
$21.7673
$1,741
Step 4
$47,544
$3,962
$22.8577
$1,829
Step 5
$49,908
$4,159
$23.9942
$1,920
Y1
$51,540
$4,295
$24.7788
$1,982
4120 Police Records Technician, Lead NE G16
Step 1
$45,276
$3,773
$21.7673
$1,741
Step 2
$47,544
$3,962
$22.8577
$1,829
Step 3
$49,908
$4,159
$23.9942
$1,920
Step 4
$52,416
$4,368
$25.2000
$2,016
Step 5
$55,032
$4,586
$26.4577
$2,117
•- •• •
7015 Deputy Director of PW, Water and Dev. Sery E M38
Step 1
$132,444
$11,037
$63.6750
$5,094
Step 2
$139,056
$11,588
$66.8538
$5,348
Step 3
$146,016
$12,168
$70.2000
$5,616
Step 4
$153,312
$12,776
$73.7077
$5,897
Step 5
$160,980
$13,415
$77.3942
$6,192
7010 Director of PW, Water and Development Sery E E46
Min
$195,672
$16,306
$94.0731
$7,526
Max
$237.840
$19,820
$114.3462
$9,148
Building and Planning GrOUP
7215 Building Inspector, Senior NE G27
Step 1
$77,436
$6,453
$37.2288
$2,978
Step 2
$81,300
$6,775
$39.0865
$3,127
Step 3
$85,368
$7,114
$41.0423
$3,283
Step 4
$89,640
$7,470
$43.0962
$3,448
Step 5
$94,128
$7,844
$45.2538
$3,620
Y1
$96,612
$8,051
$46.4481
$3,716
7225 Electrical Inspector NE G25
Step 1
$70,224
$5,852
$33.7615
$2,701
Step 2
$73,752
$6,146
$35.4577
$2,837
Step 3
$77,436
$6,453
$37.2288
$2,978
Step 4
$81,300
$6,775
$39.0865
$3,127
Step 5
$85,368
$7,114
$41.0423
$3,283
City of Vernon
Classification and Compensation Plan
Effective December 28, 2014
15 of 19
Step 1
$47,544
$3,962
$22.8577
$1,829
Step 2
$49,908
$4,159
$23.9942
$1,920
Step 3
$52,416
$4,368
$25.2000
$2,016
Step 4
$55,032
$4,586
$26.4577
$2,117
Step 5
$57,780
$4,815
$27.7788
$2,222
7220 Assistant Planner
NE G22
Step 1
$60,672
$5,056
$29.1692
$2,334
Step 2
$63,696
$5,308
$30.6231
$2,450
Step 3
$66,888
$5,574
$32.1577
$2,573
Step 4
$70,224
$5,852
$33.7615
$2,701
Step 5
$73,752
$6,146
$35.4577
$2,837
7235 Plumbing and Mechanical Inspector
NE G25
Step 1
$70,224
$5,852
$33.7615
$2,701
Step 2
$73,752
$6,146
$35.4577
$2,837
Step 3
$77,436
$6,453
$37.2288
$2,978
Step
$81,300
$6,775
$39.0865
$3,127
Step 5
$85,368
$7,114
$41.0423
$3,283
Engineering GrOUP (Public
Works)
7140 Assistant Engineer
NE G24
Step 1
$66,888
$5,574
$32.1577
$2,573
Step 2
$70,224
$5,852
$33.7615
$2,701
Step 3
$73,752
$6,146
$35.4577
$2,837
Step 4
$77,436
$6,453
$37.2288
$2,978
Step 5
$81,300
$6,775
$39.0865
$3,127
7135 Associate Engineer
NE G28
Step 1
$81,300
$6,775
$39.0865
$3,127
Step
$85,368
$7,114
$41.0423
$3,283
Step 3
$89,640
$7,470
$43.0962
$3,448
Step 4
$94,128
$7,844
$45.2538
$3,620
Step 5
$98.832
$8,236
$47.5154
$3,801
7118 Civil Engineer
NE M32
Step 1
$98,832
$8,236
$47.5154
$3,801
Step 2
$103,776
$8,648
$49.8923
$3,991
Step 3
$108,960
$9,080
$52.3846
$4,191
Step 4
$114,408
$9,534
$55.0038
$4,400
Step 5
$120,132
$10,011
$57.7558
$4,620
7145 Engineering Aide
NE G21
Step 1
$57,780
$4,815
$27.7788
$2,222
Step 2
$60,672
$5,056
$29.1692
$2,334
Step 3
$63,696
$5,308
$30.6231
$2,450
Step 4
$66,888
$5,574
$32.1577
$2,573
Step 5
$70,224
$5,852
$33.7615
$2,701
City of Vernon
Classification and Compensation Plan
Effective December 28, 2014
16 of 19
Step 1
$120,132
$10,011
$57.7558
$4,620
Step 2
$126,132
$10,511
$60.6404
$4,851
Step 3
$132,444
$11,037
$63.6750
$5,094
Step 4
$139,056
$11,588
$66.8538
$5,348
Step 5
$146,016
$12,168
$70.2000
$5,616
7120 Project Engineer
NE G30
Step 1
$89,640
$7,470
$43.0962
$3,448
Step 2
$94,128
$7,844
$45.2538
$3,620
Step 3
$98,832
$8,236
$47.5154
$3,801
Step 4
$103,776
$8,648
$49.8923
$3,991
Step 5
$108,960
$9,080
$52.3846
$4,191
7125 Stormwater and Special Projects Analyst
NE G27
Step 1
$77,436
$6,453
$37.2288
$2,978
Step 2
$81,300
$6,775
$39.0865
$3,127
Step 3
$85,368
$7,114
$41.0423
$3,283
Step 4
$89,640
$7,470
$43.0962
$3,448
Step 5
$94,128
$7,844
$45.2538
$3,620
Facilities Maintenance GrOU
7720 Facilities Maintenance Worker
NE G16
Step 1
$45,276
$3,773
$21.7673
$1,741
Step 2
$47,544
$3,962
$22.8577
$1,829
Step 3
$49,908
$4,159
$23.9942
$1,920
Step 4
$52,416
$4,368
$25.2000
$2,016
Step 5
$55,032
$4,586
$26.4577
$2,117
7735 Facilities Maintenance Worker, Lead
NE G22
Step 1
$60,672
$5,056
$29.1692
$2,334
Step 2
$63,696
$5,308
$30.6231
$2,450
Step 3
$66,888
$5,574
$32.1577
$2,573
Step 4
$70,224
$5,852
$33.7615
$2,701
Step 5
$73,752
$6,146
$35.4577
$2,837
YC1
$74,808
$6,234
$35.9654
$2,877
7730 Facilities Maintenance Worker, Senior
NE G18
Step 1
$49,908
$4,159
$23.9942
$1,920
Step 2
$52,416
$4,368
$25.2000
$2,016
Step 3
$55,032
$4,586
$26.4577
$2,117
Step 4
$57,780
$4,815
$27.7788
$2,222
Step 5
$60,672
$5,056
$29.1692
$2,334
Garage Group
7530 Mechanic
NE G19
Step 1
$52,416
$4,368
$25.2000
$2,016
Step 2
$55,032
$4,586
$26.4577
$2,117
Step 3
$57,780
$4,815
$27.7788
$2,222
Step 4
$60,672
$5,056
$29.1692
$2,334
City of Vernon
Classification and Compensation Plan
Effective December 28, 2014
Citywide 1.5% Cola - Fire MOU - Exec - 75th percentile- Adopted CC- December 16, 2014
17 of 19
Step 5 $63,696 $5,308 $30.6231 $2,450
7520 Mechanic, Lead
NE G23
Step 1
$63,696
$5,308
$30.6231
$2,450
Step 2
$66,888
$5,574
$32.1577
$2,573
Step 3
$70,224
$5,852
$33.7615
$2.701
Step 4
$73,752
$6,146
$35.4577
$2,837
Step 5
$77,436
$6,453
$37.2288
$2,978
7525 Mechanic, Senior
NE G21
Step 1
$57,780
$4,815
$27.7788
$2,222
Step 2
$60,672
$5,056
$29.1692
$2,334
Step 3
$63,696
$5,308
$30.6231
$2,450
Step 4
$66,888
$5,574
$32.1577
$2.573
Step 5
$70,224
$5,852
$33.7615
$2,701
Meter Reading Group
7830 Meter Reader
NE G18
Step 1
$49,908
$4,159
$23.9942
$1,920
Step 2
$52.416
$4,368
$25.2000
$2,016
Step 3
$55,032
$4,586
$26.4577
$2,117
Step 4
$57.780
$4,815
$27.7788
$2,222
Step 5
$60,672
$5,056
$29.1692
$2,334
7820 Meter Reader, Lead
NE G20
Step 1
$55,032
$4,586
$26.4577
$2,117
Step 2
$57,780
$4,815
$27.7788
$2,222
Step 3
$60,672
$5,056
$29.1692
$2,334
Step 4
$63,696
$5,308
$30.6231
$2,450
Step 5
$66,888
$5,574
$32.1577
$2,573
Street MaintenangeGroup
7430 Street Maintenance Worker
NE G15
Step 1
$43,116
$3,593
$20.7288
$1,658
Step 2
$45,276
$3,773
$21.7673
$1,741
Step 3
$47,544
$3,962
$22.8577
$1,829
Step 4
$49,908
$4,159
$23.9942
$1,920
Step 5
$52,416
$4,368
$25.2000
$2,016
7425 Street Maintenance Worker, Senior
NE G18
Step 1
$49,908
$4,159
$23.9942
$1,920
Step 2
$52,416
$4,368
$25.2000
$2,016
Step 3
$55,032
$4,586
$26.4577
$2,117
Step 4
$57,780
$4,815
$27.7788
$2,222
Step 5
$60,672
$5,056
$29.1692
$2,334
Warehouse Group
7630 Warehouse Worker
NE G16
Step 1
$45,276
$3,773
$21.7673
$1,741
Step 2
$47,544
$3,962
$22.8577
$1,829
City of Vernon
Classification and Compensation Plan
Effective December 28, 2014
Step 4 $52,416
Step 5 $55,032
$4,159
$4,368
$4,586
$23.9942
$25.2000
$26.4577
18 of 19
$1,920
$2,016
$2,117
7620 Warehouse Worker, Lead
NE G21
Step 1
$57,780
$4,815
$27.7788
$2,222
Step 2
$60,672
$5,056
$29.1692
$2,334
Step 3
$63,696
$5,308
$30.6231
$2,450
Step 4
$66,888
$5,574
$32.1577
$2,573
Step 5
$70,224
$5,852
$33.7615
$2,701
Yll
$73,704
$6,142
$35.4346
$2,835
7625 Warehouse Worker, Senior
NE G18
Step 1
$49,908
$4,159
$23.9942
$1,920
Step 2
$52,416
$4,368
$25.2000
$2,016
Step 3
$55,032
$4,586
$26.4577
$2,117
Step 4
$57,780
$4,815
$27.7788
$2,222
Step 5
$60,672
$5,056
$29.1692
$2,334
Public Works and WaterOperations
Group
7330 Public Works Foreman
E M26
Step 1
$73,752
$6,146
$35.4577
$2,837
Step 2
$77,436
$6,453
$37.2288
$2,978
Step 3
$81,300
$6,775
$39.0865
$3,127
Step 4
$85,368
$7,114
$41.0423
$3,283
Step 5
$89,640
$7,470
$43.0962
$3,448
7320 Public Works and Water Foreman
E M28
Step 1
$81,300
$6,775
$39.0865
$3,127
Step 2
$85,368
$7,114
$41.0423
$3,283
Step 3
$89,640
$7,470
$43.0962
$3,448
Step
$94,128
$7,844
$45.2538
$3,620
Step 5
$98,832
$8,236
$47.5154
$3,801
7310 Public Works and Water Superintendent
E M33
Step 1
$103,776
$8,648
$49.8923
$3,991
Step 2
$108,960
$9,080
$52.3846
$4,191
Step 3
$114,408
$9,534
$55.0038
$4,400
Step 4
$120,132
$10,011
$57.7558
$4,620
Step 5
$126,132
$10,511
$60.6404
$4,851
7130 Public Works Project Coordinator
NE G29
Step 1
$85,368
$7,114
$41.0423
$3,283
Step 2
$89,640
$7,470
$43.0962
$3,448
Step 3
$94,128
$7,844
$45.2538
$3,620
Step 4
$98,832
$8,236
$47.5154
$3,801
Step 5
$103,776
$8,648
$49.8923
$3,991
City of Vernon 19 of 19
Classification and Compensation Plan
Effective December 28, 2014
Citywide 1.5% Cola -Fire MOU -Exec - 75th percentile- Adopted CC- December 16, 2014
Water Project Coordinator NE
G29
_
Step 1
$85,368
$7,114
$41.0423
$3,283
Step 2
$89,640
$7,470
$43.0962
$3,448
Step 3
$94,128
$7,844
$45.2538
$3,620
Step 4
$98,832
$8,236
$47.5154
$3,801
Step 5
$103,776
$8,648
$49.8923
$3,991
7325 Street and Water Crew Leader NE G24
Step 1
$66,888
$5,574
$32.1577
$2,573
Step 2
$70,224
$5,852
$33.7615
$2,701
Step 3
$73,752
$6,146
$35.4577
$2,837
Step 4
$77,436
$6,453
$37.2288
$2,978
Step 5
$81,300
$6,775
$39.0865
$3,127
Water Maintenance Group
7930 Water Maintenance Worker NE G17
Step 1
$47,544
$3,962
$22.8577
$1,829
Step
$49,908
$4,159
$23.9942
$1,920
Step 3
$52,416
$4,368
$25.2000
$2,016
Step
$55,032
$4,586
$26.4577
$2,117
Step 5
$57,780
$4,815
$27.7788
$2,222
7925 Water Maintenance Worker, Senior NE G22
Step
$60,672
$5,056
$29.1692
$2,334
Step 2
$63,696
$5,308
$30.6231
$2,450
Step 3
$66,888
$5,574
$32.1577
$2,573
Step 4
$70,224
$5,852
$33.7615
$2,701
Step 5
$73,752
$6,146
$35.4577
$2,837
TRANSMITTAL COMMUNICATION
CITY CLERK'S OFFICE
INTEROFFICE MEMORANDUM
DATE: December 18, 2014
TO: Daniel Calleros, Police Chief
Kristen Enomoto, Deputy City Administrator
Carlos Fandino, Director of Gas & Electric
William Fox, Finance Director/City Treasurer
Leonard Grossberg, Director of Health & Environmental Control
Masarni Higa, Assistant Finance Director
Alex Kung, Economic Development Manager
Joaquin Leon, Deputy City Treasurer
Teresa McAllister, Director of Human Resources
Lisette Michel, Sr. Human Resources Analyst
Hema Patel, City Attorney
Mark Whitworth, City Administrator
Michael Wilson, Fire Chief
S. Kevin Wilson, Director of Public Works, Water & Development Services
FROM: Deborah Juarez, Records Management Assistant
RE: Resolution No. 2014-74 — A Resolution of the City until of the City of Vernon Adopting
an Amended and Restated Citywide Fringe Benefits and Salary Resolution in Accordance
with Government Code Section 20636(B) (1) and Repealing All Resolutions in Conflict
Therewith
Transmitted herewith is a copy of Resolution No. 2014-74 referenced above, which was approved by City
Council on December 16, 2014.
Thank you.
Attachment
c: Resolution No. 2014-74
STAFF REPORT
CITY CLERK'S OFFICE CITY ADMINISTRATION
DATE: December 16, 2014
TO: Honorable Mayor and City Council
FROM: Mark C. Whitworth, City Administrator
RE: A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF VERNON
ADOPTING AN AMENDED AND RESTATED CITYWIDE FRINGE BENEFITS
AND SALARY RESOLUTION IN ACCORDANCE WITH GOVERNMENT
CODE SECTION 20636(B)(1) AND REPEALING ALL RESOLUTIONS IN
CONFLICT THEREWITH
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF VERNON
APPROVING THE MEMORANDUM OF UNDERSTANDING BY AND
BETWEEN THE CITY OF VERNON AND THE VERNON FIREMEN'S
ASSOCIATION FOR THE PERIOD OF JULY 1, 2014 THROUGH JUNE 30, 2016
Recommendations
It is recommended that the City Council:
1) Find that approval of the resolution proposed in this staff report 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.
2) Adopt the attached resolution approving the Memorandum of Understanding by and
between the City of Vernon and the Vernon Firemen's Association ("VFA") for the
period of July 1, 2014 through June 30, 2017.
3) Adopt the attached resolution amending and restating the Citywide Fringe Benefits and
Salary Resolution, effective December 28, 2014, to reflect the following provisions:
a) Amend Exhibit A, Classification and Compensation Plan
b) Amend Section 11, Automobile Allowance
c) Add Section 21, Uniform Allowance
d) Delete the Risk Manager Classification
e) Implement the changes set forth in the 2014-2016 Memorandum of
Understanding between the City of Vernon and the Vernon Firemen's
Association.
1
Background
The City Council adopted the below resolutions approving several Memoranda of Understanding
("MOUs") setting forth certain terms and conditions for employment for classifications
represented by respective employee organizations. Included in the adoption of the MOUs is a
1.5% cost of living increase (excluding certain Y-rated employees) to take effect the pay period
containing January 1, 2015.
June 3, 2014
Resolution No. 2014-26
Vernon Police Management Association
July 15, 2014
Resolution No. 2014-45
IBEW Local 47
July 15, 2014
Resolution No. 2014-47
Vernon Fire Management Association
Sept. 16, 2014
Resolution No. 2014-57
Vernon Police Officers' Benefit Association
Oct. 21, 2014
Resolution No. 2014-66
Teamsters Local 911
In addition, presented concurrently for City Council's adoption during this meeting is a
resolution approving the MOU between the City and the Vernon Fireman's Association for the
period of July 1, 2014 through June 30, 2016.
The attached resolution is to amend Exhibit A of the Citywide Fringe Benefits and Salary
Resolution incorporating the agreed upon 1.5% cost of living increase made between the City
Council of the City of Vernon and the respective employee organizations effective December 28,
2014 (the beginning of the pay period containing January 1, 2015).
The attached resolution was originally brought to City Council and adopted at a special meeting
held on December 9, 2014. However, Government Code Section 20636(b)(1), requires all
compensation items be approved at a regular City Council meeting. In light of the finalized
Vernon Firemen's Association Memorandum of Understanding (MOU) staff has amended and
reintroduced the attached resolution for Council's consideration and to comply with the above
statute.
Confidential and Management Employees
Employees in the classifications designated as "confidential and management" are not designated
for purposes of recognition and representation in collective bargaining, and are therefore not
subject to the provisions of the Meyers-Milias-Brown Act.
To ensure internal equity among classification relationships and ongoing maintenance of the
citywide Classification and Compensation Plan, City staff recommends City Council approval to
amend Exhibit A, of the Citywide Fringe Benefits and Salary Resolution to extend the 1.5% cost
of living increase to classifications designated as "confidential and management" effective
December 28, 2014.
In addition, as provided for in other employee groups it is recommended that the below
provisions apply to similarly situated employees designated as confidential or management:
• Incumbents in the classification of Administrative Secretary in the Police and Health
Departments shall be grandfathered into the classification's previously applied salary
2
schedule. All merit increases that become due shall be based on the grandfathered salary
schedule. Incumbents in the grandfathered salary schedule shall not be eligible for the
cost of living increase set forth above. The following steps are recommended to be added
to Grade C20:
o G1 - $5518.00 per month
o G2 - $5822.00 per month
o G3 - $6142.00 per month
• Employees who are Y-rated at base salaries of 4% or less above the maximum
recommended grade and step plan effective as of July 1, 2014, shall be eligible to receive
the 1.5% cost of living increase set forth above.
• Effective December 28, 2014, for employees in the Police Administrative Secretary and
Police Records Manager classifications, the City will provide an initial set of uniforms to
newly hired employees. Newly hired employees 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 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.
The attached resolution also adds Section 21, Uniform Allowance, and amends Exhibit A of the
Citywide Fringe Benefits and Salary Resolution incorporating the above recommended
provisions.
Executive and Council Members
Effective April 20, 2014, City Council adopted the updated Citywide classification plan as a
result of the Citywide classification study. At that time, no changes were recommended to the
compensation portion of the study because the City was obligated to negotiate over salaries with
all bargaining units pursuant to the Meyers-Milias-Brown Act.
The City Council adopted Salary Plan Administration Policy II-3 on September 17, 2013. The
policy of the citywide salary plan is intended to attract, retain, and motivate highly qualified staff
that are necessary to enable the City of Vernon to discharge its obligations to the community
with regard to the quality and timeliness of services provided. Based on the desire of the City
Council to provide high quality services and leadership to the community and management to the
organization, the compensation policy should be postured to pay market average salary levels at
a minimum, with an ideal of paying employees at the 75th percentile of the applicable labor
market. To this end, the Human Resources staff shall make available to the City Administrator
for consideration in determining pay, the salary grade at the 75th percentile of the competitive
surveyed rates. The 75a' percentile will be one of several internal and external factors that the
City will use to consider appropriate compensation.
On June 3rd, July 15`h, September 16th, and October 215t, 2014, the City Council adopted
Resolution Nos. 2014-26, 2014-27, 2014-45, 2014-47, 2014-57 and 2014-66 respectively. The
resolutions approved new salary grades and step pay plans based upon the 75th percentile of the
comparable survey labor market for classifications designated in the Vernon Police Management
Association, Management and Confidential, IBEW Local 47, Vernon Fire Management
3
Association, Vernon Police Officers Benefit Association and Teamsters Local 911 respectively.
Employees were placed within their classification's new salary grade that was closest to their
current base salary (excluding certain employees represented by the Vernon Police Officers
Benefit Association).
At that time, there were no recommendations made to apply the similar structure of a new salary
grade and step pay plan based upon the 75a' percentile of the comparable survey labor market to
executive classifications, as such recommendations were pending completion of all negotiations
with employee bargaining units. As of November 17, 2014, City staff has concluded labor
negotiations with all bargaining units. It is the appropriate time to recommend City Council
approval to amend Exhibit A of the Citywide Fringe Benefits and Salary Resolution reflecting
the new salary grade plan with a minimum and maximum pay scale for executive classifications
effective December 28, 2014. The proposed salary grades are based upon the Citywide
classification and compensation study at the 75`" percentile range of the surveyed labor market.
In addition, to ensure internal equity among classification relationships and to avoid compaction
among classifications going forward, staff also recommends City Council's approval to amend
Exhibit A, of the Citywide Fringe Benefits and Salary Resolution to apply the 1.5% cost of living
increase to executive classifications effective December 28, 2014.
The following table provides the compensation study results at the 75`' percentile, the proposed
salary range consistent with the City's grade and step pay plan, and the recommended salaries
(highlighted in yellow) for executive classifications.
Current
75th Survey
75th
Proposed
Proposed
Proposed
1.5% COLA
1.5% COLA
Salary
Min
Survey
Grade
Min Salary
Max
Min
Max
Max
- 75th
Salary -
75th
City
$22,250.00
$19,634.00
$23,492.00
50
$19,527.00
$23,736.00
$19,820.00
$24,092.00
Administrator
Director of
$21,832.99
$16,510.00
$22,684.00
48
$17,712.00
$21,529.00
$17,978.00
$21,852.00
Gas & Electric
City Attorney
$20,500.00
$17,880.00
$19,501.00
47
$16,868.00
$21,000.00
$17,121.00
$21,000.00
$20,808.00
Police Chief
*
$17,495.22
$16,176.00
$19,063.00
46
$16,065.00
$19,527.00
$16,306.00
$19,820.00
Director of
$18,344.00
$15,770.00
$19,344.00
46
$16,065.00
$19,527.00
$16,306.00
$19,820.00
PW, Water &
Dev. Services
Fire Chief
**
$17,097.00
$14,997.00
$18,867.00
45
$15,300.00
$18,597.00
$15,530.50
$18,876.00
$18,107.00
Director of
$16,120.00
$12,315.00
$18,006.00
43
$13,878.00
$16,868.00
$14,086.00
$17,121.00
Health
Director of
Y1
$17,500.00
$12,363.00
$15,439.00
41
$12,587.00
$15,300.00
$12,776.00
$15,530.00
Finance
Director of
Y1
$16,333.34
$11,745.00
$14,956.00
40
$11,988.00
$14,572.00
$12,168.00
$14,791.00
HR
City Clerk
NA
$10,874.00
$13,217
38
$10,874.00
$13,217
$11,037.00
$13,415.00
*Not eligible for premium pay
* * Eligible for premium pay
It is recommended that the amendments to Exhibit A of the Citywide Fringe Benefits and Salary
Resolution also include the application of the 1.5% cost of living increase to City Council
member salaries. Pursuant to Chapter 3.11 of the Vernon City Charter, the City Council may
only increase the base compensation of Council members through cost of living adjustments.
Effective December 28, 2014, the new monthly base salary for Council members would be
$2,114.
Automobile Allowance
On November 4, 2014, the City Council adopted Resolution No. 2014-68 adopting the Citywide
Fringe Benefits and Salary Resolution. At that time Automobile Allowance was under review
pending final survey results from the comparable labor market and would be brought back for
City Council consideration if any further revisions were recommended.
61
The following table provides the survey results for City Council members and executive
classifications, and indicates an average automobile allowance of $400 among comparable labor
market organizations.
Citv
City
CitV Administrator
Department
Fire Chief
Police Chief
Heads
Council
Arcadia
N/A
$375
$350.00
City Vehicle
City Vehicle
Culver City
N/A
Per employment contract
$375
City Vehicle
City Vehicle
ElSegundo
N/A
City Vehicle
N/A
City Vehicle
City Vehicle
Glendale
$525
$490
$490
City Vehicle
City Vehicle
Huntington
Mayor
City Vehicle or $500
City Vehicle or
City Vehicle or
City Vehicle or $500
Beach
$936*
$500
$500
Council
$698*
Huntington
N/A
$450 or
Finance
N/A
$450
Park
City Vehicle
Director only:
or
$450
City Vehicle
or
City Vehicle
LA County
$656 or
$656 or lease a Car
$559 or
$559 or lease a
$559 or lease a car
lease a
lease/drive car
car
Car
or County Pool
Vehicle
LA City
Pending
reply
Montebello
N/A
$500
N/A
City Vehicle
City Vehicle
Monterey
N/A
$500
N/A
City Vehicle
City Vehicle
Park
Riverside
Mayor -
$500
$350
City Vehicle
City Vehicle
$500
$400 for City
Council-
Attorney, City
$350.00
Clerk, Utilities
General
Manager
Santa Fe
Pool
City Vehicle
May use Pool
City Vehicle
N/A
Springs
Vehicle
Vehicle
Torrance
$446
$446
$446
$446
$446
Whittier
N/A
$700
$310
N/A
City Vehicle
Based on the survey results, it is recommended that effective January 1, 2015, the City Council
amend the Automobile Allowance benefit to include $400 per month for Executives serving the
in the roles of City Attorney, Director of Public Works, Water & Development Services,
Director of Health, and Director of Finance. Incumbents in these classifications perform duties
that require frequent routine use of their personal vehicles for business purposes in the course of
employment during normal and off work hours and for official business.
G
Fringe benefits for the Director of Gas and Electric classification has historically included and
currently includes use of a City -owned vehicle and fuel. It is recommended that the current
Director of Gas and Electric continue to use a City -owned vehicle and fuel in -lieu of receiving
the $400 monthly automobile allowance. Once the current City -owned vehicle is due for
replacement or the current incumbent leaves the position, whichever occurs first, the Director of
Gas and Electric classification will receive the $400 monthly automobile allowance.
It is also recommended that the Council member designated as Mayor receive a $400.00
monthly automobile allowance or alternatively utilize a City -owned vehicle and fuel as a result
of the performance of duties that require frequent routine use of a personal vehicle to conduct
official business. This recommendation is contingent upon voter approval of an amendment to
Section 3.11 of the Vernon City Charter that staff proposes to place on the ballot for the April 14,
2015 General Municipal Election. The proposed charter amendment would allow Council to
establish additional compensation pursuant to comparable market survey data, and will be
presented to City Council on January 6, 2015.
Reorganization of Risk Management Functions
On October 15, 2013, City staff recommended City Council approval of a full-time Risk
Manager position. The position of Risk Manager was previously budgeted as a part-time hourly
position. It was initially established when the Finance Director began employment with the City
and there was no clear track record established relative to the volume and complexity of the
organization's risk management requirements. Historically, the City's risk management function
was not equipped with solely dedicated resources to handle risk management duties. Initially,
risk management was handled as part of the duties of the City Attorney's department, and
subsequently transferred to the Human Resources department before most recently being
absorbed into the Finance department. The focus of the Risk Manager classification is to
manage the day-to-day administration of property and casualty claims and recovery activities and
services; develop, administer and coordinate programs and strategies designed to eliminate, limit
or transfer risk exposures utilizing insurance, contractual agreements or a combination of both to
protect the City.
City staff has reassessed, reviewed and gathered input on the need for full-time risk management
functions to determine whether the existing Risk Manager job and structure meet the City's
goals and priorities. Staff considered key factors such as the hiring of new talent and skills
within the City Attorney's Office that will contribute to the overall effectiveness of the City's
property and casualty claims and recovery activities. Consequently, staff recommends
elimination of the Risk Manager classification and realignment of the risk management functions
related to liability claims against the City back to the City Attorney's Office, with the Finance
Department retaining functions related to insurance issues and City claims against third parties.
This difficult decision was based on a need for improved workflow and enhanced organizational
efficiencies and effectiveness.
Unfortunately, the reorganization of the risk management functions and the elimination of the
Risk Manager classification will result in the reduction of workforce of one (1) incumbent. It is
recommended that the elimination of the Risk Manager classification be effective as of
December 10, 2014. It is also recommended that City Council approve a two week severance
7
pay due to the unforeseen elimination of the classification and to assist the incumbent in their
transition.
In order to move forward with the delivery of services, the City will continue to reconcile its
resources (its budget and work force) with organizational and community needs and then
prioritize accordingly. Departmental reorganizations and the consolidation of duties are one part
of this reconciliation.
Vernon Fireman's Association 2014-2016 Memorandum of Understanding (MOU)
Pursuant to the City of Vernon Employer -Employee Relations Resolution (Resolution No. 4027),
the City formally recognized Vernon Firemen's Association as an employee organization for
purposes of collective bargaining. On December 8, 2014, the City and VFA concluded labor
negotiations regarding wages, benefits and working conditions for the 2014-2016 Memorandum
of Understanding ("MOU").
On at least 12 occasions, members of City staff and representatives of VFA 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 VFA. Attached as Exhibit A to the Resolution is the MOU
for employees in classifications represented by VFA, 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 December 28, 2014, (the beginning of the pay period containing January 1,
2015), establish new salary ranges for employees represented by VFA based upon the
results of the Citywide classification and compensation study at the 75s' percentile, and
consistent with the proposed 5x5 grade and step pay plan.
• Effective December 28, 2014, (the beginning of the pay period containing Jan 1, 2015),
employees represented by VFA shall be placed at the new grade and step that is closest
to, but not lower than their current salaries.
• Effective December 28, 2014, (the beginning of the pay period containing January 1,
2015), the base salaries for employees represented by VFA shall be increased by 1.5%.
• Effective December 28, 2014, (the beginning of the pay period containing January 1,
2015), increase monthly USAR and Haz-Mat Premium Pay from $125.00 per month to
$178.21 for each eligible member.
• Effective December 28, 2014, (the beginning of the pay period containing January 1,
2015), allow a BA or BS Degree in Fire Science, Fire Technology, or a closely related
field, and a Fire Office Certificate to qualify for Education Incentive Pay. The
cumulative maximum for Education Incentive Pay remains at 6%.
• Effective January 1, 2015, the $35.00 per month Auto Insurance benefit paid to VFA
employees shall be discontinued.
L
• Effective January 1, 2015, all members will have the option to apply any unused portion
of the $1100.00 monthly medical allowance toward supplemental or ancillary plans
approved under a section 125 cafeteria plan.
• Effective the beginning of the pay period containing July 1, 2015, the base salaries for
employees represented by VFA shall be increased by 1.5%.
• Effective July 1, 2015, employees represented by VFA 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 shall receive a 5% merit step increase. Future
merit increases to any said grade shall remain at the sole discretion of the City Council.
• Discontinuation of longevity benefits for VFA employees hired after December 31, 2013.
• Establishment of employee grievance and disciplinary appeal procedures.
• Effective December 28, 2014, (the beginning of the pay period containing January 1,
2015), sick leave/kin care shall not count for purposes of calculating overtime within a
24-day cycle. A doctor's note shall be required for more than one sick day absence.
• Sick time back filling will be at the discretion of the Fire Chief unless and until staffing
falls below 19 (18 VFA members and 1 VMA member).
Fiscal Impact
The approximate cost for fiscal year 2014-2015 to implement the 1.5% base salary increase for
confidential, management, and City Council is $32,000. These costs have been included in the
2014-2015 fiscal year budget and were presented to City Council during the respective
departmental budget presentations for the proposed fiscal year 2014-2015 Citywide budget
adoption.
The additional cost to implement the automobile allowances for Executives and Mayor for fiscal
year 2014-2015 is $9,600 and can be absorbed in the respective departmental budgets.
The cost for fiscal year 2014-2015 to implement the new salary grades for Executives based
upon the 75t' percentile of the comparable labor market and subsequently place incumbents at
the proposed salary to include the 1.5% cost of living increase is approximately $79,300.
The savings associated with the elimination of the Risk Manager classification for the balance of
fiscal year 2014-2015 is $85,400.
The total additional estimated cost to adopt the 2014-2016 Memorandum of Understanding
between the City and VFA is approximately $974,900. The approximate cost of the VFA MOU
for fiscal year 2014-2015 is $289,100 and has been included in the City budget for FY 2014-
2015.