Resolution No. 2022-032RESOLUTION NO. 2022-32
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 POLICE
MANAGEMENT ASSOCIATION FOR THE PERIOD OF JULY 1, 2022
THROUGH JUNE 30, 2025
SECTION 1. Recitals.
A. The Vernon Police Management Association (VPMA) has been recognized as an
employee organization pursuant to Resolution No. 4027.
B. On August 6, 2019, the City Council of the City of Vernon adopted Resolution No.
2019-31 approving a Memorandum of Understanding by and between the City and the
VPMA for the period of July 1, 2019 through June 30, 2022.
C. The City and VPMA have concluded labor negotiations regarding wages, benefits
and working conditions for the period of July 1, 2022 through June 30, 2025.
D. Representative members of the VPMA and the City have agreed to execute a
Memorandum of Understanding (MOU) setting forth certain terms and conditions for
employment of City of Vernon employees in classifications represented by the VPMA, for
the period of July 1, 2022 through June 30, 2025.
E. The City Council desires to approve the MOU.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY
OF VERNON AS FOLLOWS:
SECTION 2. The City Council of the City of Vernon hereby finds and determines
that the above recitals are true and correct.
SECTION 3. The City Council of the City of Vernon hereby approves the
Memorandum of Understanding between the City of Vernon and the Vernon Police
Management Association, in substantially the same form attached hereto as Exhibit A.
SECTION 4. The City Council of the City of Vernon hereby instructs the City
Administrator, or his designee, to take whatever action is deemed necessary or desirable
for the purpose of implementing and carrying out the purposes of this Resolution and the
transactions herein approved or authorized, including but not limited to, any
nonsubstantive changes to the MOU attached herein.
/ / /
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SECTION 5. The City Council of the City of Vernon hereby directs the City Clerk,
or the City Clerk’s designee, to send a fully executed MOU to Nicholas Perez, VPMA
President.
SECTION 6. The City Clerk shall certify the passage and adoption of this
resolution and enter it into the book of original resolutions.
APPROVED AND ADOPTED this 16th day of August, 2022.
_______________________
LETICIA LOPEZ, Mayor
ATTEST:
_____________________________
LISA POPE, City Clerk
(seal)
APPROVED AS TO FORM:
_____________________________
ZAYNAH N. MOUSSA, City Attorney
I CERTIFY THAT THE FOREGOING RESOLUTION NO. 2022-32 was passed and
adopted by the City Council of the City of Vernon at the Regular meeting on August 16,
2022 by the following vote:
AYES: 4 Council Members: Merlo, Ybarra, Larios, Lopez
NOES: 0
ABSENT: 1 Council Member: Davis
ABSTAIN: 0
________________________________
LISA POPE, City Clerk
(seal)
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF VERNON
AND
VERNON POLICE MANAGEMENT ASSOCIATION
July 1, 2022 through June 30, 2025
Resolution No. 2022-32
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TABLE OF CONTENTS
MEMORANDUM OF UNDERSTANDING
Parties to the Memorandum of Understanding ....…………………………………..…….. 4
ARTICLE ONE: FUNDAMENTALS
Section 1: Recognition ……………………………………………………………….. 5
Section 2: No Discrimination ………………………………………………………… 5
Section 3: Mutual Cooperation ……………………………………………………….. 5
Section 4: No Strikes or Lockouts ……………………………………………………. 5
Section 5: City/VPMA Meetings …………………………………………………...... 5
Section 6: Association Business ……………………………………………………… 5
ARTICLE TWO: LEGAL LIMITATIONS, SAVINGS CLAUSE& TERM
Section 1: Legal Limitations and Savings Clause ……………………………………. 6
Section 2: Term ………………………………………………………………………. 6
Section 3: Maintenance of Existing Conditions………………………………………. 6
Section 4: Modification and Waiver………………………………………………….. 6
Section 5: Severability………………………………………………………………… 7
ARTICLE THREE: SALARIES
Section 1: Lieutenants …….………………………………………………………........ 8
Section 2: Captains .…………………………….………………………………………8
Section 3: Merit Steps …………………………………………………………………..8
Section 4: Salary Adjustment Increase ………………………………..………………. 9
Section 5: Bilingual Pay ………………………………………………………………. 9
Section 6: “P.O.S.T.” Certificate Incentive …………..……….………………..…….. 9
Section 7: Shooting Pay ………………………………………………………………. 10
ARTICLE FOUR: LONGEVITY
Section 1: Employees Hired Before July 1, 1995 ……………………………………. 11
Section 2: Employees Hired On or After July 1, 1995 ………………………………. 11
Section 3: Employees Hired On or After July 1, 1995 and On or Before
December 31, 1998 …………………………………………………………12
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ARTICLE FIVE: OVERTIME
Section 1: Overtime Authorization …………………………………………………… 13
Section 2: FLSA Overtime …………………………………………………………… 13
Section 3: Compensatory Time ……………………………………………………….. 13
Section 4: Leave Time Inclusions …………………………………………………….. 13
Section 5: Training and Recertification Time ………………………………………… 14
Section 6: Court Attendance and “Stand By” Time …………………………………. 14
Section 7: Call Backs ………………………………………………………………… 15
Section 8: Jury Duty …………………………………………………………………. 15
Section 9: Non-Compensable ………………………………………………………… 16
ARTICLE SIX: UNIFORMS, ALLOWANCE AND SAFETY EQUIPMENT
Section 1: Uniform Allowance ……………………………………………………….. 17
Section 2: Summer Uniforms …………………………………………………………. 17
Section 3: Safety Equipment ………………………………………………………….. 17
ARTICLE SEVEN: BENEFITS
Section 1: Public Employees Retirement System (“PERS”)………………………… 18
Section 2: Supplemental PERS Retirement Benefits …………………….…………... 18
Section 3: Medical, Dental, Vision and Life Insurance ………………………………. 19
Section 4: Retiree’s Medical …………………………………………………………. 20
Section 5: Vacation Time …………………………………………………………….. 22
Section 6: “In Lieu” Holiday Time …………………………………………………… 23
Section 7: Sick Leave …………………………………………………………………. 23
Section 8: Bereavement Leave ……………………………………………………….. 24
Section 9: Administrative Leave…………………………………………………….. 24
Section 10: Deferred Compensation ………………………………………………… 25
Section 11: Other City Employee Programs …………………………………………… 25
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ARTICLE EIGHT: WORK SCHEDULE AND ABSENCES
Section 1: Provisions …………………………………………………………………. 26
Section 2: Work Schedule 3/12 Plan …………………………………………………. 26
Section 3: Shift and Code Seven Policy …………………………………………… 26
Section 4: Shift Trades ……………………………………………………………….. 26
ARTICLE NINE: GRIEVANCE PROCEDURE
Grievance Procedure ……………………………………………………………….. 28
ARTICLE TEN: DISCIPLINE PROCEDURE
Discipline Procedure ………..……………………………………………………… 30
ARTICLE ELEVEN: MANAGEMENT RIGHTS
Section 1: Exclusive Rights and Authority………………………………………… 34
Section 2: Grievance on Impacts……………………………………………………….35
SIGNATURE PAGE
Signatures …………………………………………………………………………………. 36
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MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF VERNON
AND
VERNON POLICE MANAGEMENT ASSOCIATION
Parties to the Memorandum of Understanding
Pursuant to Chapter 10 (section 3500 et seq) of Division 4, Title 1 of the Government Code and
Resolution No. 4027, the Resolution for the administration of Employer-employee relations, the
matters within the scope of representation that are set forth in this Memorandum of Understanding
(MOU) have been discussed by and between representatives of the City of Vernon and the
representatives of the Vernon Police Management Association (hereinafter “VPMA”) and except
as otherwise specifically provided herein shall apply only to those defined in the aforesaid
Resolution as Police Lieutenants and Police Captains.
This MOU constitutes a joint agreement by the Municipal Employee Relations Representative
(“MERR”) and the VPMA, to be submitted to the City Council of Vernon for its determination
and approval by one or more Resolutions or Ordinances as the City Council may deem fit and
proper.
The MERR and the Representative of the VPMA have agreed that they will jointly urge the City
Council of Vernon to adopt one or more Resolutions or Ordinances reflecting the changes in
wages, hours, and other conditions of employment agreed upon in this MOU.
If approved, the terms agreed upon by this MOU shall take effect on July 1, 2022, and shall expire
at midnight on June 30, 2025.
IN CONSIDERATION OF THE TERMS AND CONDITIONS HEREIN STATED, the VPMA
and the City of Vernon agree as follows:
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ARTICLE ONE
FUNDAMENTALS
Section 1: Recognition
The City of Vernon recognizes the Vernon Police Management Association (“VPMA”) as the
certified majority representative of management, comprised of Police Lieutenants and Police
Captains, as the exclusive representative of the employees for purposes of collective bargaining
for all terms and conditions within this Memorandum of Understanding.
Section 2: No Discrimination
The provisions of this Memorandum of Understanding shall be applied equally to all employees
covered hereby. Neither the City nor the VPMA shall discriminate against any individual,
applicant, or employee with respect to their compensation, terms, condition, or privileges of
employment or because of an individual’s race, color, sex, religion, national origin, age, marital
status, disability, pregnancy, sexual orientation, political or religious opinions or affiliations, or
membership or non-membership in the VPMA.
Section 3: Mutual Cooperation
The parties recognize the necessity of cooperating on matters of mutual concern and interest and
agree to work together to maximize the effectiveness of the Police Department and the City and to
accomplish legislative and funding goals in their mutual interest.
Section 4: No Strikes or Lockouts
During the life of this agreement no work stoppages, strikes, slowdowns, or picketing shall be
caused or sanctioned by the VPMA, and no lockouts shall be made by the City.
Section 5: City/VPMA Meetings
Representatives from the VPMA and the City shall meet as needed to discuss issues of mutual
concern.
Section 6: Association Business
The City shall grant release time of 100 hours per fiscal year for the Association President or
designee. In no case will Association Leave Time be used for political action purposes or if it
will cause overtime unless it is authorized in writing by the Police Chief or designee.
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ARTICLE TWO
LEGAL LIMITATIONS, SAVINGS CLAUSE, AND TERM
Section 1: Legal Limitations and Savings Clause
It is understood and agreed that this Memorandum of Understanding (including, but not limited to,
the provisions of the Fair Labor Standards Act) and any and all Resolutions or Ordinances adopted
in implementation thereof are and shall be subject to all present and future applicable federal and
state laws and regulations and shall be effective and implemented only to the extent permitted by
such laws and regulations.
If any part of this Memorandum of Understanding or of any Resolution or Ordinance adopted in
implementation thereof is in conflict or inconsistent with any such applicable provisions of federal
and state laws or regulations or otherwise held to be invalid or unenforceable by any tribunal of
competent jurisdiction, such part or provision shall be suspended and superseded, and such
applicable laws and regulations and the remainder of this Memorandum of Understanding shall
not be affected thereby and shall remain in full force and effect.
Section 2: Term
(a) Except as otherwise provided herein, this Memorandum of Understanding shall be in full
force and effect from July 1, 2022, and shall remain in full force and effect up to and
including midnight, the 30th day of June 2025, or until the next Memorandum of
Understanding becomes effective.
(b) This Memorandum of Understanding shall be binding on the City and the Association
when approved and adopted by the City Council.
Except as otherwise provided in Article III, Section 1, herein, the City and the Association
agree to submit proposals for any changes related to wages, benefits and/or other terms of and
conditions of employment affecting this Memorandum of Understanding between February 1,
2025 and March 1, 2025.
Section 3: Maintenance of Existing Conditions
Any employment policy, practices and/or benefits, including the alternative workweek schedule
and overtime compensation are incorporated into this Memorandum of Understanding,
unless otherwise stated herein. In the event of a conflict between the Memorandum of
Understanding and an existing policy and/or practice, this Memorandum of Understanding shall
govern.
Section 4: Modification and Waiver
The City reserves the right to add to, delete from, amend, or modify the Administrative rules, the
City Municipal Code, and the City’s Personnel Policies and Procedures Manual during the term
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of the Memorandum of Understanding, subject to the requirements of the Meyers-Milias-Brown
Act and the Police Officers Bill of Rights.
Section 5: Severability
In the event that a court finds any provision(s) of this Memorandum of Understanding to be invalid
or unenforceable, the parties intend that the remaining provisions remain in effect. The parties
further agree to meet and confer for purposes of negotiating an alternative to any provision
declared invalid or unenforceable.
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ARTICLE THREE
SALARIES
(a) Effective the first full pay period in July 2022, and the first full pay period in July of each
subsequent year during the term of the agreement, the base salaries shall be increased by three
percent (3%).
Section 1: Lieutenant
Police Lieutenant with 3% COLA
Salary Range PM 37
Step Effective
73/2022
Effective
7/2/2023
Effective
7/14/2024
1 $ 12,015 $ 12,375 $ 12,746
2 $ 12,615 $ 12,994 $ 13,384
3 $ 13,246 $ 13,643 $ 14,053
4 $ 13,908 $ 14,326 $ 14,755
5 $ 14,604 $ 15,042 $ 15,493
Section 2: Captain
Police Captain with 3% COLA
Salary Range PM 40
Step Effective
73/2022
Effective
7/2/2023
Effective
7/14/2024
1 $ 13,908 $ 14,326 $ 14,755
2 $ 14,604 $ 15,042 $ 15,493
3 $ 15,334 $ 15,794 $ 16,268
4 $ 16,101 $ 16,584 $ 17,081
5 $ 16,906 $ 17,413 $ 17,935
Section 3: Merit Steps
Effective the first full pay period in July of each year during the term of this agreement, employees
who are not at the top step of their Classification Compensation Plan, and have attained one year
of an overall “above average” or higher performance evaluation rating, as of their immediately
preceding classification anniversary date, shall, in accordance with the City’s Performance
Evaluation Policy, receive a merit step salary advance. Employees shall continue to receive their
annual evaluations as scheduled in the City’s Performance Evaluation Policy. Future merit
increases to any said step shall remain at the sole discretion of the City Council.
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Section 4: Salary Adjustment Increase
In the event there is a salary inequity between ranks or between employees within the Department,
the Chief of Police with the approval of the City Administrator may incorporate a service
adjustment increase up to ten percent (10%) per month of their base salary.
Section 5: Bilingual Pay
A VPMA employee may be compensated for bilingual skills after the employee demonstrates
proficiency in speaking a foreign language (the ability to read and write in a foreign language may
also be tested, if necessary), which proficiency would be determined by successful completion of
a foreign language proficiency test designated by the Human Resources Department. Those
employees who successfully demonstrate this skill are eligible to receive an additional Two
Hundred Seventy-Five Dollars ($275.00) per month for bilingual pay and shall not be considered
to be part of the employee’s base monthly salary when computing Peace Officers Standards and
Training (P.O.S.T.) certificate incentives; however, it shall be considered as part of the base
monthly salary for purposes of computing the last highest annual salary.
Section 6: Peace Officers Standards and Training (“P.O.S.T.”) Certificate Incentive
VPMA employees shall be entitled to P.O.S.T. certificate pay as follows:
Effective the first full pay period in July of 2021 the POST Certificate pay shall be as follows:
Intermediate: 6% of the employee’s basic monthly salary, excluding all other compensation
Advanced: 12% of the employee’s basic monthly salary, excluding all other compensation
Payment of the above-referenced incentive compensation shall not be cumulative; only the highest
applicable incentive pay level shall apply.
x Effective June 1, 2014, VPMA employees shall be entitled to 7.5% of the employee’s base
monthly salary, excluding all other compensation, for a P.O.S.T. Management Certificate.
Incentive pay shall be payable the month following the month during which the certificate is
granted.
P.O.S.T. certificate pay shall be considered as part of the base monthly salary for purposes of
computing the last highest annual salary.
Should employees represented by the Vernon Police Officers Benefit Association (VPOBA)
receive across-the board enhancements to the existing P.O.S.T. Certificate Pay, a like increase will
be provided to employees represented by the Police Officers Management Association.
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Section 7: Shooting Pay
It is recognized by the City of Vernon and the VPMA that a peace officer must qualify in the firing
range on a monthly basis in order to continue to be employed and to receive Shooting Pay. Such
qualifications shall occur on duty. Employees who shoot at the range other than the required
qualifications dates will be considered to be on personal time. Such time is not counted as working
time and is not compensable.
Officers who achieve the following qualifications shall receive compensation as follows:
Marksman $ 3.00 Per Month
Sharpshooter $ 5.00 Per Month
Expert $ 7.50 Per Month
Distinguished Expert $ 10.00 Per Month
Shooting Pay shall be considered as part of the base monthly salary for purposes of computing
the last highest annual salary.
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ARTICLE FOUR
LONGEVITY
Section 1: Employees Hired Before July 1, 1995
Effective August 31, 1986, the City established a four-step Longevity program for all employees.
Said Longevity program is as follows:
x All eligible employees who have five years of service on or before August 31, 1986, shall
receive an additional five percent (5%) per month of their base salary effective August 31,
1986, and every year thereafter until reaching the next Longevity level. Employees upon
reaching their 5th anniversary date after August 31, 1986, shall be entitled to said five
percent (5%) per month upon said anniversary date.
x All eligible employees who have ten (10) years of 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 Longevity level. 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. Said ten percent (10%) is in place of the five
percent (5%) referenced in paragraph 1 above and not cumulative therewith.
x All eligible employees who have fifteen (15) years of 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 Longevity level. Employees
upon reaching their 15th anniversary date after July 1, 1988, shall be entitled to said fifteen
percent (15%) per month upon said date. Said fifteen percent (15%) is in place of each of
the amounts referenced in paragraphs 1 and 2 above and not cumulative therewith.
x All eligible employees who have twenty (20) years of 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. Said twenty percent (20%) is in place of each of the amounts referenced
in paragraphs 1, 2 and 3 above and not cumulative therewith.
Section 2: Employees Hired on or after July 1, 1995, and on or before December 31, 2013
All employees in the VPMA who are hired on or after July 1, 1995, who attain five (5) years of
consecutive uninterrupted employment shall receive an additional five percent (5%) per month of
their base salary. Such employees shall be entitled to receive such five percent (5%) increase upon
reaching their 5th anniversary date. Such employees will not be entitled to receive any additional
Longevity percentage increase to their base salary for further service.
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Section 3: Employees Hired on or after July 1, 1995, and on orbefore December 31, 1998.
Notwithstanding Sections 1 and 2 above, effective July 6, 2008, the City established an additional
5% longevity program tier. Employees hired on or after July 1, 1995, and on or before December
31, 1998, shall be entitled to receive an additional 5% above base pay (for a total Longevity pay
not to exceed 10%) for attaining ten years of service.
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ARTICLE FIVE
OVERTIME
Section 1: Overtime Authorization
All overtime requests must have prior written authorization of the Chief of Police prior to the
commencement of such overtime work. Where prior written authorization is not feasible, explicit
verbal authorization must be obtained. Where verbal authorization is obtained, written
authorization must be obtained as soon thereafter as practicable.
Section 2: F.L.S.A. Overtime
Employees in the classification of Police Captain are exempt from overtime in accordance with
the Fair Labor Standards Act (FLSA) executive exemption. Police Lieutenants required to perform
in excess of the standard work period of 160 hours in a 28-day cycle shall receive compensation
at the rate of time and one-half their regular rate of pay or time and one-half “compensatory time”
for each hour worked. The regular rate of pay shall include the following components in addition
to base salary:
x P.O.S.T. Certificate Pay
x Special Assignment Pay
Section 3: Compensatory Time
Police Lieutenants may not earn more than forty (40) hours of compensatory time during any
FLSA 28-day cycle. At such time as an employee earns forty (40) hours of compensatory time
within a given 28-day work cycle, any additional overtime in that cycle shall be paid to the
employee at time and one-half of their regular rate of pay.
VPMA employees may not accumulate more than 240 hours of compensatory time. An employee
must be paid at the rate of time-and one-half for any overtime worked beyond the 240-hour
compensatory time “cap.”
Section 4: Leave Time Inclusions
In determining an employee’s eligibility for overtime compensation in a work period, paid leaves
of absence will be included in the total number of hours worked. Paid leaves of absence include,
but are not limited to, the following:
1. Vacation
2. Holiday Leave
3. Administrative Leave
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4. Compensatory Leave
5. Workers’ Compensation Leave (4850 time)
6. Jury Duty
7. Bereavement Leave
8. Military Leave
Section 5: Training and Recertification Time
Training time that is required is compensable.
Recertification time that is directly related to an employee’s job will be compensable if completed
during assigned work hours.
Section 6: Court Attendance and “Stand By” Time
Court Appearances
VPMA employees shall be compensated for court appearances in the line of duty outside regular
scheduled duty hours as follows:
A. Court appearances which extend beyond an employee’s normal shift assignment shall be
compensated as paid overtime. For purposes of calculating F.L.S.A. overtime pursuant to
this section of this MOU, only the actual time spent in court or traveling in a City vehicle
to and from the Station shall be credited as hours worked. Travel time to and from one’s
private residence shall not be considered hours worked and shall not be compensated in
any manner whatsoever.
B. Notwithstanding the provisions of “A” above, VPMA employees required to attend court
sessions outside their regular schedule duty work shift shall be compensated a minimum
guarantee of four (4) hours at time and one-half (1.5).
C. If an employee is required to stay beyond four hours in court, the employee shall be
compensated at time and one-half (1.5) at their regular hourly rate for all hours spent in
their court duty assignment that day.
Stand By Time
If an employee receives a subpoena to be placed on standby, the effected employee shall be
compensated for Stand By status as follows:
A. An employee who is placed on Stand By status for a half court day, which shall consist
of either a morning session or afternoon session of court, shall be paid Sixty Dollars
($60.00).
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B. An employee who is placed on Stand By status for a full court day, which shall consist
of the morning session and the afternoon session of court, on the same day, shall be
paid One Hundred Nineteen Dollars ($119.00). However, if said employee is required
to appear in court, they shall receive court appearance compensation rather than Stand
By compensation for their time in court.
C. The parties agree that Stand By pay shall not count toward hours worked and that the
provision complies with the F.L.S.A.
D. Alternatively, an employee (at the employee’s option and with the permission of the
Chief of Police or designee) on court Stand By may report to the police station, in
uniform, for assignment while awaiting court. Under these circumstances, an employee
shall be compensated on an hour-for-hour basis (if on overtime, at time and a half) for
time actually worked while on Stand By.
E. No additional payment other than that set forth in Section 6 of the MOU shall be made
for Court Pay.
Should employees represented by the Vernon Police Officers Benefit Association (VPOBA)
amend their MOU contract language regarding Court-Time Pay and Stand-by Pay, the City and
the VPMA agree to amend the VPMA MOU to incorporate such changes.
Section 7: Call Backs
Call Back duty occurs when an employee is ordered to report to duty on a non-regularly scheduled
work shift. Call Back does not occur when an employee is held over from their prior shift or is
working prior to their regularly scheduled shift. This provision is also to be distinguished from
Court pay, which is to be used when an employee is called to court.
An employee called back to duty shall be credited with a minimum of four hours’ work. Any
hours worked in excess of four hours shall be credited on an hour-for-hour basis (at time and one-
half compensation) for actual time worked.
If the employee is ordered to return to work immediately, their work time shall be credited
commencing immediately after the employee has been directly contacted by the employer.
Section 8: Jury Duty
I. Policy
A. Employees shall be granted up to two weeks (equivalent to eight (8) work days
based on City Hall schedule Monday through Thursday) paid leave of absence in
order to perform jury duty, provided that the employee provides notification to the
City for such jury duty and provides proper verification of hours spent on jury duty.
VPMA employees will be required to return to work, if regularly scheduled to work,
as soon as they are released from their jury duty.
B. In accordance with Section 215(b) of the Code of Civil Procedure, a juror who is
employed by a local government entity who receives regular compensation and
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benefits while performing jury service, may not be paid Jury Duty Pay. An
employee must return all Jury Duty Pay to the Court if paid by the Court.
Employees shall notify their Supervisor on the day they are released from jury duty.
C. VPMA employees shall retain any Jury Duty Mileage Pay.
Section 9: Non-Compensable
A.City Vehicle Use–VPMA employees who are provided with a City vehicle to travel to
and from work shall not be compensated in any manner whatsoever for travel time to
and from work. This provision also applies in those situations where the radio must be
left on and monitored unless answering a call for service.
B.Clothes/Uniform Changing Time–Time spent in changing clothes before or after
shift, or during lunch, is not considered hours worked and is not compensable in any
manner whatsoever.
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ARTICLE SIX
UNIFORMS, ALLOWANCE AND SAFETY EQUIPMENT
Section 1: Uniform Allowance
The City will pay each VPMA employee who is on the active payroll of the Vernon Police
Department the sum of One Thousand Dollars ($1,000) per fiscal year for the purchase of uniforms
and related equipment. Such payment shall occur within the month of August of each year.
Uniform allowance is special compensation that shall be deemed earned when paid and shall be
reported to CalPERS as compensation earnable.
Section 2: Summer Uniforms
VPMA employees who are assigned to patrol will be allowed to utilize summer uniforms (blue
shirt/blue shorts) on any day at the discretion of the Chief of Police. The Chief of Police shall
establish authorization or notification procedures, as well as summer uniform requirements.
Section 3: Safety Equipment
The City shall, every three (3) years, pay one half of the cost of the member’s individual body
armor if the member presents to the City a receipt for body armor that meets Departmental
specifications. If the City provides individual body armor to an employee, and the employee
accepts such body armor, then the three (3) year time period shall begin upon acceptance of the
body armor by the employee.
VPMA employees who carry a private weapon which has been expressly approved by the Vernon
Police Department and suffer the loss or damage of such weapon in the line of duty shall be
compensated by the City of Vernon up to the amount of replacement cost of the official issue
weapon of the Vernon Police Department unless such loss or damage was caused by the
employee’s negligence.
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ARTICLE SEVEN
BENEFITS
Section 1: Public Employee Retirement System (“PERS”)
The City shall maintain its contract with the California Employees Public Retirement System
(PERS) that provides VPMA employees with three percent (3%) at 50 PERS retirement benefit
plan.
As a result of the passage of AB 340 Public Employee Pension Reform (PEPRA), new CalPERS
members hired on or after January 1, 2013, who meet the definition of new member under PEPRA,
shall be provided a 2.7% at 57 PERS retirement benefit plan.
VPMA employees shall be responsible for paying their PERS nine percent (9%) employee’s
contributions.
Effective the first full pay period in July 2019, in accordance with Government Code Section
20516(f) pursuant to a cost-sharing arrangement, all employees designated as “classic” employees
and enrolled in the “classic” retirement benefit formula shall share the cost of the employer
CalPERS contribution by paying an additional 1% of CalPERS reportable compensation for a total
contribution of ten percent (10%).
Effective the first full pay period in July 2020, in accordance with Government Code Section
20516(f) pursuant to a cost-sharing arrangement, all employees designated as “classic” employees
and enrolled in the “classic” retirement benefit formula shall share the cost of the employer
CalPERS contribution by paying an additional 1% of CalPERS reportable compensation for a total
contribution of eleven percent (11%).
Effective the first full pay period in July 2021, in accordance with Government Code Section
20516(f) pursuant to a cost-sharing arrangement, all employees designated as “classic” employees
and enrolled in the “classic” retirement benefit formula shall share the cost of the employer
CalPERS contribution by paying an additional 1% of CalPERS reportable compensation for a total
contribution of twelve percent (12%).
The City makes no representation as to whether any of the compensation or payments in this
Agreement are subject to CalPERS service credit or pensionable income. Employees/Union
expressly acknowledge that any determination by CalPERS to not fully credit the compensation
and/or service time provided under this Agreement is not a proper basis on which to void the
Agreement. Employees/Union further acknowledge that they will not pursue any claim or action
against the City related to any determination made by CalPERS in connection with this Agreement.
Section 2: Supplemental PERS Retirement Benefits
The City agrees to provide additional supplemental retirement benefits to VPMA employees under
PERS as follows:
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x Gov’t Code Section: 20042 – 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 Final Compensation.
x Gov’t Code Section: 21024 - Military Service Credit as Public Service:
x Gov’t Code Section: 21571 – Basic Level of 1959 Survivor Benefits:
x Gov’t Code Section: 21624 & 21626 & 21628 - Post Retirement Survivor Allowance:
Section 3: Medical, Dental, Vision and Life Insurance
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 their medical, dental, and vision plans as outlined in
Subsection A through D below. If employees opt out of dental and/or vision, they may use the
allotments for those respective coverages toward excess medical premiums as approved by the
Director of Human Resources.
A. For employees who elect Employee + Family coverage, the City shall provide a
cafeteria plan contribution equal to the total premium costs of the Employee + Family
Low Medical HMO, Employee + Family lowest cost Dental DMO and lowest cost
family vision plan. Employees enrolled in the Employee + Family health benefits
category that elect a health plan higher than the Low HMO medical, dental and/or
vision, will be responsible for any applicable premium costs through a pre-tax payroll
deduction. The City understands that this amount will vary based on the premium costs
that go into effect on January 1st of each calendar year of the term of this Agreement.
B. For employees who elect Employee-Only, Employee + Spouse and Employee +
Children tiers, the City shall provide the same flat dollar cafeteria contribution for
medical, dental and vision benefits that the City is paying as of June 2016 for these
employee health group tiers. That amount is $1,100 per month. Employees who elect
one of these tiers must pay for their dental and vision benefits from this cafeteria
contribution. This amount will remain fixed unless the total premium cost of the lowest
cost medical HMO, lowest cost Dental DMO, and lowest cost vision plan exceed the
current flat rate dollar cafeteria contribution for medical, dental, and vision benefits for
any of the tiers, then the contribution for that tier will be raised to equal the total
premium costs of the Low Cost Medical HMO, lowest cost Dental DMO, and lowest
cost vision plan for that tier. Employees that elect a health plan higher than the
applicable City contribution will be responsible for any applicable premium costs
through a pre-tax payroll deduction.
C. For employees enrolled in the HSA PPO plan, the City shall pay up to the city
contribution for their specific tier as set forth in A and B above reduced by an annual
amount of $3,000. In addition, for each employee enrolled in an HSA PPO plan,
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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 HSA PPO plan selected by employees that exceeds the City contribution amount
shall be paid the employee through a pre-tax payroll deduction.
D. During the term of the Agreement, Employees will be allowed to change health, dental,
and/or vision plans during any open enrollment period or upon a qualifying event as
prescribed by the City’s insurance provider.
Dental: The City of Vernon provides a dental insurance plan to employees. Employees may
purchase dental insurance through the City by pre-tax payroll deduction. In the event any VPMA
employee does not exceed their monthly benefit allowance, the employee shall be allowed to use
any excess monthly allowances towards additional provided coverage for dental and vision.
Vision:The City of Vernon provides a vision care reimbursement plan to employees. The City
shall pay 100% of the cost of such a plan as designated by their election of medical coverage.
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. The City agrees that all itemized benefit
amounts specified in the City of Vernon Vision Plan (CVVP) that fall below $150 shall be raised
to $150.
Life Insurance: The City provides a $20,000 life insurance premium plan to employees. The City
shall pay 100% of the cost of such plan for employees.
The City’s agreement to pay full or partial costs of said premiums shall not create or ripen into a
vested right for said employee; however, the City shall be obligated to pay the cost or provide said
medical, dental, vision, and life insurance benefits as described so long as this MOU remains in
effect.
Should employees represented by the Vernon Police Officers Benefit Association (VPOBA)
amend their MOU contract language regarding medical, dental, vision or life insurance benefits,
the City and the VPMA agree to amend the VPMA MOU to incorporate such changes.
Section 4: Retiree’s Medical
Employees must retire from the City of Vernon under a CalPERS Benefit Formula (i.e. Age 50 or
57 Formula) to be eligible for Retiree Medical/Dental Benefits.
For employees hired by the City before July 1, 2019, the following retiree medical benefits apply:
Employees in the Vernon Police Management Association must have been employed as sworn
Peace Officers for a minimum of twenty (20) years and a minimum of 10 years of that service has
been in the employment of the City of Vernon to be eligible for Retiree’s Medical benefit. The
City shall pay up to $1,100 per month towards the employee’s option of the City’s medical and
dental insurance programs for the employee and their eligible spouse, or the equivalent to the then-
current lowest cost City-offered Employee + Spouse medical HMO and/or dental HMO insurance
premium, whichever is greater. Alternatively, eligible retired employees and spouse may opt not
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to enroll in the City’s medical and/or dental insurance coverage and instead receive a monthly
reimbursement for premiums actually paid up to $1,100 per month as permitted by the Public
Employee Pension Reform Act (PEPRA) or the amount equivalent to the then-current lowest cost
City-offered Employee + Spouse medical-HMO and/or dental HMO insurance premium,
whichever is greater. Once a retired employee opts not to enroll in the City’s medical and/or dental
insurance, he or she will not be allowed to re-enroll.
The City’s contribution toward the Retiree Medical/Dental Benefit Plan shall continue for said
retired employee and eligible spouse up to the age of sixty-five (65). Upon reaching the age of
sixty-five (65), the retiree and/or eligible spouse shall apply for Medicare Part A and Part B
coverage, whereupon the City’s insurance shall become supplemental coverage. The City shall
pay up to 100% of the cost to provide any Medicare supplemental medical and dental insurance
plan offered by the City of Vernon, not to exceed $1,100 per month. The City will not be the
primary insurance carrier once the retiree and/or employee reaches the age of sixty-five (65). If
the retiree or eligible spouse fails to timely obtain and maintain Medicare coverage, the City shall
not be required to provide any medical/dental benefits until such Medicare coverage is obtained
and maintained. The maximum $1,100 City contribution shall be applied only towards a City
sponsored Medicare supplemental medical and dental premium plan payment and shall have no
cash surrender value.
All retired employees with a minimum of ten (10) years of continuous uninterrupted service with
the City may pay the City’s premium cost for medical and dental insurance up to the age of sixty-
five (65) after which time Medicare will become the primary insurance carrier. The retired
employee may remain on the City’s supplemental insurance to Medicare at their cost provided the
retiree has timely obtained and maintains Medicare coverage.
Current active employees as of July 1, 2022, who have had a previous break in service with the
City shall receive credit for any previous full-time City of Vernon service for the purpose of
determining eligibility for retiree medical benefits.
Should the retired employee fail to pay their required cost of the insurance premium for the City’s
medical/dental benefit plan 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 maintain the
retiree’s medical/dental benefit plan shall automatically terminate without the need for further
notice.
For employees hired by the City on or after July 1, 2019, the following retiree medical benefits
apply:
The City shall pay up to the amount equivalent to the then current, lowest cost, employee
only HMO insurance premium for the City's medical and/or dental insurance premium(s) for
all full-time regular employees in the classifications represented by the Vernon Police
Management Association who have been employed as sworn Peace Officers for a minimum of
twenty (20) years and a minimum of ten (10) years of that service has been in the employment of
the City of Vernon. The City contribution shall be applied only toward a city provided medical
and dental premium plan payment and shall have no cash surrender value.
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The City’s contribution toward the Retiree Medical/Dental Benefit Plan shall continue for said
retired employee up to the age of sixty-five (65). Upon reaching the age of sixty-five (65), the
retiree shall apply for Medicare Part A and Part B coverage, whereupon the City’s insurance shall
become supplemental coverage. The City shall pay up to the cost of any Medicare supplemental
medical and dental insurance plan offered by the City of Vernon. The City will not be the primary
insurance carrier once the retiree reaches the age of sixty-five (65).
If the retiree fails to timely obtain and maintain Medicare coverage, the City shall not be required
to provide any medical/dental benefits until such Medicare coverage is obtained and maintained.
All retired employees with a minimum of ten (10) years of continuous uninterrupted service with
the City may pay the City’s premium cost for medical and dental insurance for employee only, up
to the age of sixty-five (65) after which time Medicare will become the primary insurance carrier.
The retired employee may remain on the City’s supplemental insurance to Medicare at their cost
provided the retiree has timely obtained and maintains Medicare coverage.
Should the retired employee fail to pay their required cost of the insurance premium for the City’s
medical/dental benefit plan 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 maintain the
retiree’s medical/dental benefit plan shall automatically terminate without the need for further
notice.
Eligible retired employees may opt not to enroll in the City’s medical and/or dental insurance
coverage and instead receive a monthly reimbursement payment up to the amount provided above
depending on the employee’s date of hire as permitted by the Public Employee Pension Reform
Act (PEPRA). Once a retired employee opts not to enroll in the City’s medical and/or dental
insurance, he or she will not be allowed to re-enroll.
Section 5: Vacation Time
A. Accrual
Continuous Years of Service Vacation Hours Earned per Year
1st year thru 4th year 120
5th year thru 9th year 140
10th year thru 14th year 170
15th year thru 24th year 185
25th year and more 190
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Current active employees as of July 1, 2022, who have had a previous break in service with
the City shall receive credit for any previous full-time City of Vernon service for the
purpose of determining accrual of vacation leave.
B.Policy
VPMA employees may take all or part of their vacation in increments of one-fourth
(1/4) hour or more, as determined by the Police Chief at their discretion with due
regard for the wishes of the employee and the needs of the Department.
Any request will be honored only if, in the opinion of the Police Chief or designee,
the staffingor service level on the day or days and at the times requested is adequate
to permit granting such a request.
Vacation time provided for herein shall be accumulated from calendar year to
calendar year, and shall be compensated for if not utilized during said period.
Section 6: “In Lieu” Holiday Time
VPMA employees shall receive one hundred and ten (110) “in lieu” holiday hours per calendar
year). “In lieu” holidays will be credited to each employee on each July 1 in which they are on
the active payroll, including those on “Light Duty”, of the Department in a classification
represented by the VPMA and must be taken prior to the immediately following July 1.
“In lieu” holidays may be taken in increments of one-fourth (1/4) hour or more, on dates desired
by the employee subject to the needs of the Vernon Police Department.
“In lieu” holidays, if not taken, shall not be paid for except if the employee was denied an
opportunity to take them off during the calendar year for which such “in lieu” holidays were
granted. In that case only, the employee shall be paid for said “in lieu” holidays not taken with
theirfirst possible payroll check on or after July 1 of the calendaryear following the year for which
the “in lieu” holidays were credited, at their then basic rate, excluding all other compensation,
computed in accordance with the applicable Salary Resolution of Vernon. An employee who quits
or is terminated shall not be entitled to any compensation for “in lieu” holidays not taken.
If the City Council, during the fiscal year, provides one or more additional holidays to the
miscellaneous employees in addition to those holidays provided for in Resolution No. 8764,
VPMA employees shall receive the same number of any additional holidays. Any additional “in
lieu” holiday time received by VPMA employees will be for a maximum of ten (10) hours per day
received.
Section 7: Sick Leave
Full-time VPMA employees only receive sick leave accrual while they are in a paid status.
Employees shall accrue sick time at a rate of 3.08 hours per pay period (80 hour annually), with a
maximum cap of 960 hours. Upon reaching the cap, full-time employees will continue to accrue
sick leave provided; however, in February of each year all accrued sick leave in excess of 960
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hours shall be cashed in at fifty percent (50%) of the employee’s regular rate of pay. Part-time and
temporary VPMA employees (excluding CalPERS retired annuitants) working for 30 or more days
within a year shall be entitled to accrue paid sick days at the rate of one (1) hour per every 30 hours
worked. Employee shall only receive sick leave accrual while they are in a paid status.
If a VPMA employee separates or terminates employment with the City, they shall be compensated
for any accrued sick leave hours at the time of separation not to exceed 960 hours. Employees that
separate from service with more than 20 years of service credit shall be compensated at 100% of
their current pay rate applied to the first 480 sick leave hours and 50% for their remaining hours
up to the cap of 960 hours. Employees with less than 20 years of service shall be compensated at
50% of their then current pay rate up to the cap of 960 hours. Employees shall have the option of
obtaining service creditfor the accrued, unused sick leave hours instead of a cash payment pursuant
to California Government Code Section 20965.
VPMA employees are expected to contact their supervisor or Department head as soon as possible
to report a sick leave time off notification and provide appropriate information on the nature of the
illness or injury and the expected duration of the time off. Employees unable to report for duty
due to an illness should be required to call in and notify the on-duty supervisor a minimum of 2
hours before they are due to start their shift.
A VPMA employee who is absent on sick leave for more than two (2) consecutive shifts shall be
required by their supervisor to provide a doctor’s note in order to be paid for the sick leave.
Section 8: Bereavement Leave
When an employee is compelled to be absent from duty by reason of death or critical illness (where
death appears imminent) of a member of the employee’s immediate family (father, mother,
brother, sister, spouse, children, mother-in-law, father-in-law, step-parent-in-law, grandmother,
grandfather, grandchildren, grandmother-in-law, grandfather-in-law, step-children, step-parents,
step-sister, step-brother, step-grandchild, daughter-in-law, son-in-law, brother-in-law, sister-in-
law, or registered domestic partners), such person will be permitted, subject to the Chief of Police’s
approval, to a leave of absence with pay for up to four (4) work days based upon the employee’s
regular 4/10 work schedule, which may, but need not be, consecutive. An employee shall not be
granted paid Bereavement Leave for more than 4 days in any six-month period for the same family
member.
Employees will be allowed to utilize their vacation time, any compensatory time, or any “in lieu”
holiday time that is due to the employee, in order to lengthen such bereavement time.
The employee shall furnish satisfactory evidence of such death or critical illness to the Chief of
Police, if requested.
Section 9: Administrative Leave
Employee(s) occupying the classification of Police Captain, which is designated as “Exempt” for
overtime purposes in accordance with the Fair Labor Standards Act (FLSA) executive exemption,
shall receive sixty (60) hours of Administrative Leave annually as provided in the Citywide Fringe
Benefits and Salary Resolution.
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Section 10: Deferred Compensation
VPMA employees are eligible to participate in the City’s Deferred Compensation Program.
Section 11: Other City Employee Programs
VPMAemployees are eligibleto participate in all Citysponsored programs passed by City Council
Resolutions that are intended to benefit all employees in the areas of, but are not limited to, the
following:
x Buyback of military leave for PERS retirement time
x Computer loan purchase plan
x Supplemental Life insurance
x Corrective eye surgery plan
x Hearing aid device plan
x Tuition reimbursement plan
x Family Medical Leave Act (FMLA)
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ARTICLE EIGHT
WORK SCHEDULE AND ABSENCES
Section 1: Provisions
The Vernon Chief of Police at their sole discretion shall establish the work schedule.
Section 2: Work Schedule 3/12 Plan
Law Enforcement agencies are allowed to establish a work period of any length between seven (7)
and twenty-eight (28) consecutive days. At the City, employees must work one hundred sixty
(160) hours per twenty-eight (28) day cycle. In order to be compliant, VPMA employees assigned
to patrol will work three (3), twelve and one half hour (12½) days per week with a ten (10) hours
payback per month, without incurring any overtime.
In the event the City needs to adjust any work schedule, the City agrees that no such
modification will be conducted without first notifying the effected employee a minimum of 10
days prior to the change, unless agreed to by the effected employee(s) and the Chief of Police or
designee.
The City agrees to continue the 3/12 Plan for VPMA employees assigned to patrol, with the
exception of specific assignments. The VPMA agrees that the City may, at its sole discretion and
at any time, terminate the 3/12 Plan. The VPMA agrees that the termination of the 3/12 Plan is
not subject to the grievance procedure or any other administrative review and that the 3/12 Plan is
not and shall not become a vested right in any manner, and that a decision to terminate such 3/12
Plan is subject to the meet and confer process.
Section 3: Shift and Code Seven Policy:
Patrol personnel shall work a twelve- and-one-half (12½) hour shift. The first one-half hour shall
be used for briefing and training purposes. Lunch time (Code 7) shall be part of the shift and is
compensable.
Section 4: Shift Trades
The practice of shift trading shall be voluntary on behalf of each employee involved in the trade.
A shift trade must be pre-approved by a supervisor. The trade must be due to the employee’s
desire or need to attend to a personal matter and not due to the department’s operations. The
employee providing the trade shall not have their compensable hours increased as a result of the
trade; nor shall the employee receiving the trade have their compensable hours decreased as a
result of the trade.
If one individual fails to appear for the other (regardless of the reason), the person who was
scheduled as a result of the shift trade will be listed as absent without leave and may be subject to
discipline.
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Any premium pay or other extra compensation shall continue to accrue only to the person
originally entitled to the premium pay or extra compensation. Any hours worked beyond the
normal work day will be credited to the individual actually doing the work. “Paybacks” of shift
trade are the obligation of the two employees involved in the trade. “Paybacks” are to be
completed within one (1) calendar year of the date of the initial shift trade.
Any dispute as to the “paybacks” is to be resolved by the involved employees, and under no
circumstances will the department be obligated for any further compensation whatsoever to any of
the involved employees. The department is not responsible in any manner for hours owed to
employees by other employees that leave the employment of the City or are assigned other duties.
A record of all initial shift trades and “paybacks’ shall be maintained by the involved employees
on forms provided by the Department.
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ARTICLE NINE
GRIEVANCE PROCEDURE
A. GRIEVANCE DEFINITION
A grievance shall be defined as an allegation by an employee or the Association of a
misinterpretation, misapplication, or violation of a particular provision of this MOU, City policy,
rule, or past practice. The grievance procedure shall not be used in connection with an impasse in
collective bargaining, nor with disciplinary actions or other matters for which appeal procedures
exist under the Discipline and Disciplinary Actions article herein, or pursuant to statute.
DAYS
Days shall be defined for the purposes of this Article as any day in which the City Hall is open to
the public for the general conduct of business.
Step One - Immediate Supervisor
Within fifteen (15) days of the date the employee(s) knew or reasonably should have known of the
incident giving rise to the grievance, the employee(s) or the Association shall initiate the grievance
procedure by explaining the situation orally or in writing to the immediate supervisor of the
affected employee(s). The Association and/or employee(s) waives the right to proceed with the
grievance if the grievant does not initiate the procedure by this deadline. After the presentation of
the grievance to the supervisor, the supervisor shall make a decision and present their decision, in
writing, to the Association and employee(s) within five (5) days.
Step Two - Department Head
If the Association or employee(s) is not satisfied with the decision of the immediate supervisor,
the grievant(s) shall present the grievance, in writing, to the Chief of Police within ten (10) days
of the decision of the immediate supervisor. The Association and/or employee(s) waives the right
to proceed with the grievance if the grievant(s) does not act by this deadline. Within five (5) days,
the Chief of Police or designee, shall meet with the Association and employee(s) to hear the
grievance. Within five (5) days of hearing the grievance, the Chief of Police or designee shall
present their decision, in writing, to the Association and employee(s), with copies to the Human
Resources Director and the City Administrator.
Step Three - City Administrator/Advisory Arbitration
If the Association or employee(s) is not satisfied with the result of the meeting with the Chief of
Police, the grievant may request the matter be heard by the City Administrator or designee, or the
Association may choose to have the matter heard by an impartial hearing officer (arbitrator).
Should the matter be submitted directly to the City Administrator or designee, the City
Administrator shall meet with the Association and/or employee(s) within eight (8) days of receipt
of the grievant’ s written notice. If the Association and/or employee(s) elects to have the matter
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heard by the City Administrator or designee, the Association and/or employee(s) waives the right
to have the matter heard by an arbitrator. Within eight (8) days of hearing the grievance, the City
Administrator shall provide a decision, in writing, to the Association and employee(s). The
decision of the City Administrator shall be final and binding, subject to the option of the employee
to bring a proceeding pursuant to Code of Civil Procedure sections 1094.5 and 1094.6.
If the Association elects arbitration, costs of the arbitration shall be shared equally between the
Association and the City. A court reporter shall be retained only by mutual consent of the parties.
The costs of the arbitration, including the court reporter, shall be divided in half (i.e. 50/50) by the
parties. Attorney fees, staff time and witness fees shall not be shared between the parties and shall
be paid by the party that incurred the cost. If only one party wishes to retain a court reporter, the
requesting party shall bear the cost of said reporter.
If the Association elects arbitration, the City shall request a list of seven (7) arbitrators registered
with the American Arbitration Association, California State Conciliation Service or some other
mutually agreed upon source within ten (10) days of the Association’s request. If the parties are
unable to agree on an arbitrator from that list, an arbitrator will be selected by the parties alternately
striking names from the list until only one (1) name remains. The selected arbitrator shall serve
as the hearing officer. All arbitration proceedings arising under the Grievance procedure shall be
governed by the provisions of Chapter 5 (commencing with Section 11500) of Part 1 of Division
3 of Title 2 of the California Government Code.
Within eight (8) days of receipt of the arbitrator's recommendation, the City Administrator shall
provide a final decision, in writing, to the Association and employee(s). The recommendation of
an arbitrator shall be advisory to the City Administrator or designee. The decision of the City
Administrator shall be final and binding, subject to the option of the employee to bring a
proceeding pursuant to Code of Civil Procedure sections 1094.5 and 1094.6.
All time limits specified in the foregoing procedure may be waived only by mutual written
agreement.
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ARTICLE TEN
DISCIPLINE PROCEDURE
A. DISCIPLINARY ACTIONS
The tenure of every City employee shall be based on reasonable standards of personal conduct and
job performance. Failure to meet such standards shall be grounds for appropriate disciplinary
action, which shall be commensurate with the seriousness of the offense and with consideration of
the employee’s personnel file. Progressive discipline will be used; however, this does not preclude
the City from taking disciplinary action, up to and including termination, for an incident for which
there is no prior documentation as long as the disciplinary action is warranted and is based on just
cause.
The procedures herein shall be followed when, in the judgment of the Chief of Police, an employee
has committed an act or omission that justifies discipline. The Chief of Police or designee shall
advise employees of contemplated disciplinary actions in writing and allow the employee an
opportunity to respond to such charges prior to taking final action.
Disciplinary actions should be documented in the employee's official personnel file. Performance
deficiencies documented in the employee’s performance evaluation as “does not meet standards”
may be the basis for disciplinary action if the employee fails to correct those performance
deficiencies within the time period designated by their supervisor. To the extent possible,
performance deficiencies or other causes for discipline will be documented in the employee’s
personnel file.
Upon the City receiving authorization from the employee, the City will provide the Association
with all written notices of discipline given to employees represented by Association. The written
notice of discipline will also inform the employee that they have the right to consult with the
Association with regard to the disciplinary action being taken.
Nothing in this article shall preclude the Chief of Police or designee from ordering a public safety
officer to cooperate with other agencies involved in criminal investigations, except where the
public safety officer may be the focus of the investigation. If an officer fails to comply with such
an order, the officer may be officially charged with insubordination.
B. VERBAL OR WRITTEN REPRIMAND PROCEDURES/APPEALS
Any sworn employee having received a verbal or written reprimand shall be entitled to the
following appeal procedure; this will be the sole and exclusive procedure afforded to employees
for appealing disciplinary action consisting of a written reprimand or less. Subsection (D) (Pre-
Disciplinary Procedures), and Subsection (E) (Disciplinary Appeal Procedures), herein shall not
apply to disciplinary action consisting of a verbal or written reprimand. This appeal process shall
not be applicable to performance evaluations.
Days shall be defined for the purposes of this Article as any day in which the City Hall is open to
the public for the general conduct of business.
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Within ten (10) days of the employee’s receipt of the verbal or written reprimand, the employee
may request in writing a meeting with the supervisor who issued the reprimand. Failure to request
a meeting within ten (10) days will constitute a waiver of the employee’s right to respond. The
employee’s appeal may be made verbally or in writing. After the meeting or receipt of the
employee’s written appeal, the supervisor will have ten (10) days to respond to the employee in
writing.
If the matter is not resolved to the affected employee’s satisfaction, the employee may seek review
of the supervisor’s decision by submitting a written request to the Chief of Police or designee
within ten (10) days of receipt of the supervisor’s decision. The determination of the Chief of
Police or designee is final and binding, subject to the option of the employee to bring a proceeding
pursuant to Code of Civil Procedure sections 1094.5 and 1094.6.
C. PRE-DISCIPLINARY PROCEDURES
Prior to the suspension, demotion, reduction in pay or dismissal of any permanent employee for
disciplinary purposes, the following procedures shall be followed:
Written Notice of Proposed Action
Written notice of the proposed disciplinary action shall be given to the employee. Such notice shall
include the proposed effective date of the discipline, a statement of the reason(s) for the
proposed action, including the rule or standard of conduct allegedly violated, the proposed
discipline and the charge(s) being considered.
Employee Review
The employee shall be supplied with a copy of the documents or materials upon which the
proposed disciplinary action is based.
Employee Response/Pre-Disciplinary Conference
The notice of proposed action shall state the date by which the employee must exercise the right
to respond orally, in writing or both orally and in writing. This represents the pre-disciplinary
opportunity for the employee to state any reasons that they believe the proposed action to be
inappropriate. The employee shall have a reasonable amount of time to respond, which shall not
be fewer than ten (10) days. This date may be adjusted by mutual agreement. Failure to respond
by the assigned date will constitute a waiver of the right to respond. Any response will be fully
considered before any final action is decided upon.
The Pre-Disciplinary Conference does not need to be an evidentiary hearing. An employee has the
right to have a representative of their own choosing at the conference. The City may conduct
further investigation if the employee’s version of the facts or new information raises doubts as to
the accuracy of the City’s information leading to the discipline proposal.
Resolution No. 2022-32
Page 34 of 39
________________________
32
Written Notice of Final Action
After consideration of the employee’s response, or in the absence of a response, written notice of
the final disciplinary action shall be given to the employee. Such notice shall include essentially
the same information contained in the notice of proposed action, except that the employee’s formal
appeal rights shall be stated.
Emergencies
When, in the opinion of the City, immediate disciplinary action is required to protect the health,
safety or welfare of the public, other employees or the employee himself, the employee may be
suspended for up to five (5) days pending the processing of the notices required in Section C of
this article or may be suspended with pay pending the completion of such investigations or
hearings as may be required to determine if disciplinary action is to be taken. If the charges and/or
allegations are not sustained, the employee suspended without pay shall be entitled to
reinstatement with full back pay and benefits.
D. DISCIPLINARY APPEAL PROCEDURES
Major Discipline
Any permanent employee in the classified service shall have the right to appeal any dismissal,
suspension of three (3) days or more, reduction in salary, or non-probationary demotion. The
appeal process shall not be applicable to probationary employees. The appeal process shall not be
applicable to performance evaluations, verbal and/or written reprimands.
An employee desiring to appeal the discipline shall have ten (10) days after receipt of proposed
notice of discipline. The employee’s request for appeal must be addressed to the City
Administrator and received in the Human Resources Department. The Human Resources
Department shall date stamp the employee’s appeal to verify the timeliness of the appeal.
If, within the 10 day appeal period, the employee does not file the appeal, unless good cause for
the failure is shown, the discipline shall be considered conclusive. If the employee files a timely
appeal, an arbitration appeal hearing shall be established as follows:
1. The employee shall submit a written request to the Human Resources Department for
advisory arbitration to the City Administrator or designee. The City and Association will
share equally share (i.e. 50/50) the arbitration-related expenses, excluding attorney fees,
expert witness(es) and staff time.
2. The City shall request a list of seven (7) arbitrators registered with the American
Arbitration Association, California State Conciliation Service or some other agreed upon
source within ten (10) days of the employee’s request. If the parties are unable to agree
Resolution No. 2022-32
Page 35 of 39
________________________
33
on an arbitrator from that list, an arbitrator will be selected by the parties alternately
striking names from the list until only one (1) name remains.
3. The selected arbitrator shall serve as the hearing officer.
4. All arbitration proceedings arising under this procedure shall be governed by the
provisions of Chapter 5 (commencing with Section 11500) of Part 1 of Division 3 of Title
2 of the California Government Code.
5. All time limits specified in the procedure may be waived by mutual written agreement.
6. At the conclusion of the hearing, the arbitrator will submit their findings to the City and
the employee. Within eight (8) days of receiving the arbitrator’s findings, the City
Administrator shall provide a final decision, in writing, to the employee. The City
Administrator’s decisions shall set forth which charges, if any, are sustained and the
reasons therefor. The opinion shall set forth findings of fact and conclusions. The City
Administrator’s decision is final, subject to the option of the employee to bring a
proceeding pursuant to Code of Civil Procedure sections 1094.5 and 1094.6.
Minor Discipline
Any permanent employee shall have the right to appeal any suspension below the threshold of
major discipline. This appeal process shall not apply to probationary employees.
If the issue cannot be resolved between the employee and the supervisor, the employee may, within
ten (10) days from receiving notice of the proposed discipline, request and be granted an interview
with the Chief of Police or designee in order to discuss the appeal.
The Chief of Police or designee shall render a decision in writing within fifteen (15) days of
receiving the appeal. If the Chief of Police and employee are unable to arrive at a satisfactory
solution, the employee may, within fifteen (15) days from the date of the decision by the Chief of
Police, submit a written appeal to the City Administrator or designee. The City Administrator or
designee will respond or schedule a meeting within fifteen (15) days. The City Administrator or
designee shall render their judgment as soon after the conclusion of the hearing as possible and in
no event later than thirty (30) days after conducting the hearing. The City Administrator’s decision
shall set forth which charges, if any, are sustained and the reasons therefore. The opinion shall set
forth findings of fact and conclusions. The decision of the City Administrator shall be final and
binding, subject to the option of the employee to bring a proceeding pursuant to Code of Civil
Procedure sections 1094.5 and 1094.6.
Resolution No. 2022-32
Page 36 of 39
________________________
34
ARTICLE ELEVEN
MANAGEMENT RIGHTS
Section 1. Exclusive Rights and Authority
In order to ensure that the City is able to carry out its functions and responsibilities imposed by
law, the City has and will retain the exclusive right to manage and direct the performance of City
services and the work force performing such services, subject to certain limitations contained
elsewhere in this Memorandum of Understanding. Therefore, the following matters shall not be
subject to the meet and confer process, but shall be within the exclusive authority of the City. The
consideration of the merits, necessity, or organization of any service activity conducted by the City
shall include, but not be limited to the City's right to:
A. Determine issues of public policy.
B. The exclusive right to determine the mission of its constituent departments,
commissions, and boards.
C. Set standards and levels of service and to expand or diminish services.
D. Determine policies, procedures, and standards for selection, training, and
promotion of employees.
E. Direct its employees.
F. Establish and enforce employee dress and grooming standards.
G. Determine the methods and means to relieve its employees from duty because of
lack of work or other lawful reasons.
H. Maintain the efficiency of governmental operations.
I. Determine the methods, means and numbers and kinds of personnel by which
government operations are to be conducted.
J. Determine the content and intent of the job classifications and, to develop new job
classifications.
K. Determine methods of financing.
L. Determine style and/or types of city-issued wearing apparel, equipment, or
technology to be used.
M. Determine and/or change the facilities, methods, technology, means, organizational
structure and size and composition of the work force and allocate and assign work
by which the City operations are to be conducted.
N. Determine and change the number of locations, relocations, and type of operations
processes and materials to be used in carrying out all city functions, including, but
not limited to, the right to contract for or subcontract any work or operations of the
City.
O. Assign work to and schedule employees in accordance with requirements as
determined by the City and to establish and change work schedules and assignments
upon reasonable notice.
P. Establish and modify productivity and performance programs and standards.
Resolution No. 2022-32
Page 37 of 39
________________________
35
Q. Discharge, suspend, demote, reprimand, withhold salary increases and benefits, or
otherwise discipline employees in accordance with applicable state law.
R. Establish employee performance standards including, but not limited to, quality and
quantity standards, and to require compliance therewith.
S. Take all necessary actions to carry out its mission in emergencies.
T. Exercise complete control and discretion over its organization and the technology
of performing its work.
The Association recognizes that the City has and will continue to retain, whether exercised or not,
the unilateral and exclusive right to operate, administer and manage its municipal services and
work force performing those services in all respects, subject to this Memorandum of
Understanding.
Section 2. Grievance on Impacts
The exclusive decision-making authority of the City Council on matters involving City rights and
authority shall not be in any way, directly or indirectly, subject to the grievance procedure set forth
in this Memorandum of Understanding. The employee may only grieve the impact of the exercise
of exclusive City rights and authority that directly relate to matters within the scope of
representation.
The City shall not be required to meet and confer in good faith on any subject preempted by federal
or state law. The City shall meet and confer in good faith with the Association on all matters
related to the salaries, fringe benefits and other terms and conditions of employment in accordance
with the Meyers-Milias-Brown Act and/or Police Officers Bill of Rights.
Resolution No. 2022-32
Page 38 of 39
________________________
36
SIGNATURE PAGE
CITY OF VERNON VERNON POLICE
MANAGEMENT ASSOCIATION
Carlos R. Fandino Jr. Nicholas J. Perez
City Administrator/“MERR” President
______________________________ ______________________________
Michael A. Earl Brandon A. Gray
Director of Human Resources Treasurer
______________________________ ______________________________
Scott A. Williams Gustavo S. Herrera
Director of Finance/City Treasurer Secretary
______________________________
Lisette M. Grizzelle
Senior Human Resources Analyst
APPROVED AS TO FORM:
______________________________
Zaynah N. Moussa
City Attorney
APPROVED AND ADOPTED BY THE CITY COUNCIL ON , PER
RESOLUTION NO. .
Attest:
Dated:
Lisa Pope
City Clerk
Resolution No. 2022-32
Page 39 of 39
________________________
City Council Agenda Item Report
Submitted by: Lisette Grizzelle
Submitting Department: Human Resources
Meeting Date: August 16, 2022
SUBJECT
Memorandum of Understanding by and between the City of Vernon and the Vernon Police
Management Association
Recommendation:
Adopt Resolution No. 2022-32 approving the Memorandum of Understanding by and between
the City of Vernon and the Vernon Police Management Association for the period of July 1,
2022 through June 30, 2025.
Background:
The existing Memorandum of Understanding (MOU) between the City of Vernon and Vernon
Police Management Association (VPMA) expired June 30, 2022. Pursuant to City Council
direction and authority, labor negotiations with VPMA, representing sworn employees in the
classifications of Police Lieutenant and Police Captain, have been ongoing since June 28,
2022. On August 2, 2022, the parties reached a tentative agreement on a successor MOU.
It is recommended that City Council approve a successor MOU with the VPMA for the period
of July 1, 2022 through June 30, 2025 that reflects the following key provisions:
Three year term from July 1, 2022 through June 30, 2025;
A 3% Cost of Living Adjustment (COLA) to salaries effective July 2, 2022, July 2, 2023,
and July 14, 2024;
Increase Bilingual Pay from $125 to $275 per month;
Addition of a 10% longevity tier for VPMA employees hired on or after July 1, 1995 and
on or before December 31, 1998 to correct a prior CalPERS special compensation
reporting error;
Increase in vacation accrual tiers and total vacation hours, no change to cash out
vacation cap; and
Various minor language changes to update and or eliminate outdated or obsolete
language.
Changes from previous MOU are redlined in the draft 2022-2025 MOU (Attachment 2).
Fiscal Impact:
The estimated fiscal impact of the 2022-2025 VPMA MOU is approximately $40,000 for Fiscal
Year 2022-2023. Sufficient funds are available in the salary and benefit accounts for the Police
Department. Funding for future years will be included in future proposed budgets.
Attachments:
1. Resolution No. 2022-32
2. VPMA MOU 2022-2025 (Redline)
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF VERNON
AND
VERNON POLICE MANAGEMENT ASSOCIATION
July 1, 202219 through June 30, 20252
1
TABLE OF CONTENTS
MEMORANDUM OF UNDERSTANDING
Parties to the Memorandum of Understanding ....…………………………………..…….. 4
ARTICLE ONE: FUNDAMENTALS
Section 1: Recognition ……………………………………………………………….. 5
Section 2: No Discrimination ………………………………………………………… 5
Section 3: Mutual Cooperation ……………………………………………………….. 5
Section 4: No Strikes or Lockouts ……………………………………………………. 5
Section 5: City/VPMA Meetings …………………………………………………...... 5
Section 6: Association Business ……………………………………………………… 5
ARTICLE TWO: LEGAL LIMITATIONS, SAVINGS CLAUSE& TERM
Section 1: Legal Limitations and Savings Clause ……………………………………. 6
Section 2: Term ………………………………………………………………………. 6
Section 3: Maintenance of Existing Conditions………………………………………. 6
Section 4: Modification and Waiver………………………………………………….. 6
Section 5: Severability………………………………………………………………… 7
ARTICLE THREE: SALARIES
Section 1: Lieutenants …….………………………………………………………........ 8
Section 2: Captains .…………………………….………………………………………8
Section 3: Merit Steps …………………………………………………………………..8
Section 4: Salary Adjustment Increase ………………………………..………………. 9
Section 5: Bilingual Pay ………………………………………………………………. 9
Section 6: “P.O.S.T.” Certificate Incentive …………..……….………………..…….. 9
Section 7: Shooting Pay ………………………………………………………………. 10
ARTICLE FOUR: LONGEVITY
Section 1: Employees Hired Before July 1, 1995 ……………………………………. 11
Section 2: Employees Hired On or After July 1, 1995 ………………………………. 11
Section 3: Employees Hired On or After July 1, 1995 and On or Before
December 31, 1998 …………………………………………………………12
2
ARTICLE FIVE: OVERTIME
Section 1: Overtime Authorization …………………………………………………… 132
Section 2: FLSA Overtime …………………………………………………………… 132
Section 3: Compensatory Time ……………………………………………………….. 123
Section 4: Leave Time Inclusions …………………………………………………….. 132
Section 5: Training and Recertification Time ………………………………………… 143
Section 6: Court Attendance and “Stand By” Time …………………………………. 143
Section 7: Call Backs ………………………………………………………………… 154
Section 8: Jury Duty …………………………………………………………………. 154
Section 9: Non-Compensable ………………………………………………………… 165
ARTICLE SIX: UNIFORMS, ALLOWANCE AND SAFETY EQUIPMENT
Section 1: Uniform Allowance ……………………………………………………….. 176
Section 2: Summer Uniforms …………………………………………………………. 176
Section 3: Safety Equipment ………………………………………………………….. 176
ARTICLE SEVEN: BENEFITS
Section 1: Public Employees Retirement System (“PERS”)………………………… 187
Section 2: Supplemental PERS Retirement Benefits …………………….…………... 187
Section 3: Medical, Dental, Vision and Life Insurance ………………………………. 198
Section 4: Retiree’s Medical …………………………………………………………. 2019
Section 5: Vacation Time …………………………………………………………….. 221
Section 6: “In Lieu” Holiday Time …………………………………………………… 231
Section 7: Sick Leave …………………………………………………………………. 232
Section 8: Bereavement Leave ……………………………………………………….. 243
Section 9: Administrative Leave…………………………………………………….. 243
Section 10: Deferred Compensation ………………………………………………… 243
Section 11: Other City Employee Programs …………………………………………… 253
ARTICLE EIGHT: WORK SCHEDULE AND ABSENCES
Section 1: Provisions …………………………………………………………………. 264
3
Section 2: Work Schedule 3/12 Plan …………………………………………………. 264
Section 3: Shift and 7 Code Seven Policy …………………………………………… 264
Section 4: Shift Trades ……………………………………………………………….. 264
ARTICLE NINE: GRIEVANCE PROCEDURE
Grievance Procedure Steps ……………………………………………………………….. 286
ARTICLE TEN: DISCIPLINE PROCEDURE
Discipline Procedure Steps ………..……………………………………………………… 3028
ARTICLE ELEVEN: MANAGEMENT RIGHTS
Section 1: Exclusive Rights and& Authority………………………………………… 343
Section 2: Grievance on Impacts……………………………………………………….354
SIGNATURE PAGE
Signatures …………………………………………………………………………………. 365
4
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF VERNON
AND
VERNON POLICE MANAGEMENT ASSOCIATION
Parties to the Memorandum of Understanding
Pursuant to Chapter 10 (section 3500 et seq) of Division 4, Title 1 of the Government Code and
Resolution No. 4027, the Resolution for the administration of Employer-employee relations, the
matters within the scope of representation that are set forth in this Memorandum of Understanding
(MOU) have been discussed by and between representatives of the City of Vernon and the
representatives of the Vernon Police Management Association (hereinafter “VPMA”) and except
as otherwise specifically provided herein shall apply only to those defined in the aforesaid
Resolution as Police Lieutenants and Police Captains.
This MOU constitutes a joint agreement by the Municipal Employee Relations Representative
(“MERR”) and the VPMA, to be submitted to the City Council of Vernon for its determination
and approval by one or more Resolutions or Ordinances as the City Council may deem fit and
proper.
The MERR and the Representative of the VPMA have agreed that they will jointly urge the City
Council of Vernon to adopt one or more Resolutions or Ordinances reflecting the changes in
wages, hours, and other conditions of employment agreed upon in this MOU.
If approved, the terms agreed upon by this MOU shall take effect on July 1, 202219, and shall
expire at midnight on June 30, 20252.
IN CONSIDERATION OF THE TERMS AND CONDITIONS HEREIN STATED, the VPMA
and the City of Vernon agree as follows:
5
ARTICLE ONE
FUNDAMENTALS
Section 1: Recognition
The City of Vernon recognizes the Vernon Police Management Association (“VPMA”) as the
certified majority representative of management, comprised of Police Lieutenants and Police
Captains, as the exclusive representative of the employees for purposes of collective bargaining
for all terms and conditions within this Memorandum of Understanding.
Section 2: No Discrimination
The provisions of this Memorandum of Understanding shall be applied equally to all employees
covered hereby. Neither the City nor the VPMA shall discriminate against any individual,
applicantapplicant, or employee with respect to theirhis compensation, terms, condition, or
privileges of employment or because of an individual’s race, color, sex, religion, national origin,
age, marital status, disability, pregnancy, sexual orientation, political or religious opinions or
affiliations, or membership or non-membership in the VPMA.
Section 3: Mutual Cooperation
The parties recognize the necessity of cooperating on matters of mutual concern and interest and
agree to work together to maximize the effectiveness of the Police Department and the City and to
accomplish legislative and funding goals in their mutual interest.
Section 4: No Strikes or Lockouts
During the life of this agreement no work stoppages, strikes, slowdowns, or picketing shall be
caused or sanctioned by the VPMA, and no lockouts shall be made by the City.
Section 5: City/VPMA Meetings
Representatives from the VPMA and the City shall meet as needed to discuss issues of mutual
concern.
Section 6: Association Business
The City shall grant release time of 100 hours per fiscal year for the Association President or
his/her designee. In no case will Association Leave Time be used for political action purposes or
if it will cause overtime unless it is authorized in writing by the Police Chief or hishis/her designee.
6
ARTICLE TWO
LEGAL LIMITATIONS, SAVINGS CLAUSE, AND TERM
Section 1: Legal Limitations and Savings Clause
It is understood and agreed that this Memorandum of Understanding (including, but not limited to,
the provisions of the Fair Labor Standards Act) and any and all Resolutions or Ordinances adopted
in implementation thereof are and shall be subject to all present and future applicable federal and
state laws and regulations and shall be effective and implemented only to the extent permitted by
such laws and regulations.
If any part of this Memorandum of Understanding or of any Resolution or Ordinance adopted in
implementation thereof is in conflict or inconsistent with any such applicable provisions of federal
and state laws or regulations or otherwise held to be invalid or unenforceable by any tribunal of
competent jurisdiction, such part or provision shall be suspended and superseded, and such
applicable laws and regulations and the remainder of this Memorandum of Understanding shall
not be affected thereby and shall remain in full force and effect.
Section 2: Term
(a) Except as otherwise provided herein, this Memorandum of Understanding shall be in full
force and effect from July 1, 202219, and shall remain in full force and effect up to and
including midnight, the 30th day of June 20252, or until the next Memorandum of
Understanding becomes effective.
(b) This Memorandum of Understanding shall be binding on the City and the Association
when approved and adopted by the City Council.
Except as otherwise provided in Article III, Section 1, herein, the City and the Association
agree to submit proposals for any changes related to wages, benefits and/or other terms of and
conditions of employment affecting this Memorandum of Understanding between February 1,
20252 and March 1, 20252.
Section 3: Maintenance of Existing Conditions
Any employment policy, practices and/or benefits, including the alternative workweek schedule
and overtime compensation are incorporated into this Memorandum of Understanding,
unless otherwise stated herein. In the event of a conflict between the Memorandum of
Understanding and an existing policy and/or practice, this Memorandum of Understanding shall
govern.
Section 4: Modification and Waiver
The City reserves the right to add to, delete from, amendamend, or modify the Administrative
rules, the City Municipal Code, and the City’s Personnel Policies and Procedures Manual during
7
the term of the Memorandum of Understanding, subject to the requirements of the Meyers-Milias-
Brown Act and the Police Officers Bill of Rights.
Section 5: Severability
In the event that a court finds any provision(s) of this Memorandum of Understanding to be invalid
or unenforceable, the parties intend that the remaining provisions remain in effect. The parties
further agree to meet and confer for purposes of negotiating an alternative to any provision
declared invalid or unenforceable.
8
ARTICLE THREE
SALARIES
(a) Effective theEffective the first full pay period in July 20192022XXXX, and the first full pay
period in July of each subsequent year during the term of the agreement, the base salaries shall
be increased by three percent employees represented in the Vernon Police Management
Association shall receive a one percent (31%) cost of living increase.
(b) Effective the first full pay period in July 2020, employees represented in the Vernon Police
Management Association shall receive a one percent (1%) cost of living increase.
(c) Effective the first full pay period in July 2021, employees represented in the Vernon Police
Management Association shall receive a one percent (1%) cost of living increase.
Section 1: Lieutenant
Police Lieutenant with 31% COLA
Salary Range PM 37
Step Effective
7/73/202219
Effective
7/25/20230
Effective
7/14/20241
1 $
11,43512,015
$
11,54912,375
$
11,66512,746
2 $
12,00712,615
$
12,12712,994
$
12,24813,384
3 $
12,60713,246
$
12,73313,643
$
12,86014,053
4 $
13,23713,908
$
13,37014,326
$
13,50314,755
5 $
13,89914,604
$
14,03815,042
$
14,17815,493
Section 2: Captain
Police Captain with 31% COLA
Salary Range PM 40
Step Effective
7/73/202219
Effective
7/25/20230
Effective
7/14/20241
9
1 $ 13,237
13,908
$
13,37014,326
$
13,50314,755
2 $
13,89914,604
$
14,03815,042
$
14,17815,493
3 $
14,59415,334
$
14,74015,794
$
14,88716,268
4 $
15,32416,101
$
15,47716,584
$
15,63217,081
5 $
16,09016,906
$
16,25117,413
$
16,41317,935
Section 3: Merit Steps
Effective the first full pay period in July of each year during the term of this agreement, employees
who are not at the top step of their Classification Compensation Plan, and have attained one year
of an overall “above average” or higher performance evaluation rating, as of their immediately
preceding classification anniversary date, shall, in accordance with the City’s Performance
Evaluation Policy, receive a merit step salary advance. Employees shall continue to receive their
annual evaluations as scheduled in the City’s Performance Evaluation Policy. Future merit
increases to any said step shall remain at the sole discretion of the City Council.
Section 4: Salary Adjustment Increase
In the event there is a salary inequity between ranks or between employees within the Department,
the Chief of Police with the approval of the City Administrator may incorporate a service
adjustment increase up to ten percent (10%) per month of their base salary.
Section 5: Bilingual Pay
A VPMA employee may be compensated for bilingual skills after the employee demonstrates
proficiency in speaking a foreign language (the ability to read and write in a foreign language may
also be tested, if necessary), which proficiency would be determined by successful completion of
a foreign language proficiency test designated by the Human Resources Department. Those
employees who successfully demonstrate this skill are eligible to receive an additional One Two
Hundred TwentySeventy-Five Dollars ($125275.00) per month for bilingual pay and shall not be
considered to be part of the employee’s base monthly salary when computing Peace Officers
Standards and Training (P.O.S.T.) certificate incentives; however, it shall be considered as part of
the base monthly salary for purposes of computing the last highest annual salary.
Section 6: Peace Officers Standards and Training (“P.O.S.T.”) Certificate Incentive
VPMA employees shall be entitled to P.O.S.T. certificate pay as follows:
Effective the first full pay period in July of 2019 the POST Certificate pay shall be as follows:
Intermediate: 4% of the employee’s basic monthly salary, excluding all other compensation
10
Advanced: 8% of the employee’s basic monthly salary, excluding all other compensation
Effective the first full pay period in July of 2020 the POST Certificate pay shall be as follows:
Intermediate: 5% of the employee’s basic monthly salary, excluding all other compensation
Advanced: 10% of the employee’s basic monthly salary, excluding all other compensation
Effective the first full pay period in July of 2021 the POST Certificate pay shall be as follows:
Intermediate: 6% of the employee’s basic monthly salary, excluding all other compensation
Advanced: 12% of the employee’s basic monthly salary, excluding all other compensation
Payment of the above-referenced incentive compensation shall not be cumulative; only the highest
applicable incentive pay level shall apply.
• Effective June 1, 20142014, VPMA employees shall be entitled to a 7.5% of the
employee’s base monthly salary, excluding all other compensation, for a P.O.S.T.
Management Certificate.
Incentive pay shall be payable the month following the month during which the certificate is
granted.
P.O.S.T. certificate pay shall be considered as part of the base monthly salary for purposes of
computing the last highest annual salary.
Should employees represented by the Vernon Police Officers Benefit Association (VPOBA)
receive across-the board enhancements to the existing P.O.S.T. Certificate Pay, a like increase will
be provided to employees represented by the Police Officers Management Association.
Section 7: Shooting Pay
It is recognized by the City of Vernon and the VPMA that a peace officer must qualify in the firing
range on a monthly basis in order to continue to be employed and to receive Shooting Pay. Such
qualifications shall occur on duty. Employees who shoot at the range other than the required
qualifications dates will be considered to be on personal time. Such time is not counted as working
time and is not compensable.
Officers who achieve the following qualifications shall receive compensation as follows:
11
Marksman $ 3.00 Per Month
Sharpshooter $ 5.00 Per Month
Expert $ 7.50 Per Month
Distinguished Expert $ 10.00 Per Month
Shooting Pay shall be considered as part of the base monthly salary for purposes of computing
the last highest annual salary.
ARTICLE FOUR
LONGEVITY
Section 1: Employees Hired Before July 1, 1995
Effective August 31, 1986, the City established a four-step Longevity program for all employees.
Said Longevity program is as follows:
• All eligible employees who have five years of service on or before August 31, 1986, shall
receive an additional five percent (5%) per month of their base salary effective August 31,
1986, and every year thereafter until reaching the next Longevity level. Employees upon
reaching their 5th anniversary date after August 31, 1986, shall be entitled to said five
percent (5%) per month upon said anniversary date.
• All eligible employees who have ten (10) years of 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 Longevity level. 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. Said ten percent (10%) is in place of the five
percent (5%) referenced in paragraph 1 above and not cumulative therewith.
• All eligible employees who have fifteen (15) years of 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 Longevity level. Employees
upon reaching their 15th anniversary date after July 1, 1988, shall be entitled to said fifteen
percent (15%) per month upon said date. Said fifteen percent (15%) is in place of each of
the amounts referenced in paragraphs 1 and 2 above and not cumulative therewith.
• All eligible employees who have twenty (20) years of 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, 19891989, shall be entitled to said twenty percent (20%) per month upon
12
said anniversary date. Said twenty percent (20%) is in place of each of the amounts
referenced in paragraphs 1, 2 and 3 above and not cumulative therewith.
Section 2: Employees Hired on or after July 1, 19951995, and on or before December 31,
2013
All employees in the VPMA who are hired on or after July 1, 1995, who attain five (5) years of
consecutive uninterrupted employment shall receive an additional five percent (5%) per month of
their base salary. Such employees shall be entitled to receive such five percent (5%) increase upon
reaching their 5th anniversary date. Such employees will not be entitled to receive any additional
Longevity percentage increase to their base salary for further service.
Section 3: Employees Hired on or after July 1, 1995, and on or before December 31, 1998.
Notwithstanding Sections 1 and 2 above, effective July 6, 2008, the City established an additional
5% longevity program tier. Employees hired on or after July 1, 1995, and on or before December
31, 1998, shall be entitled to receive an additional 5% above base pay (for a total Longevity pay
not to exceed 10%) for attaining ten years of service.
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ARTICLE FIVE
OVERTIME
Section 1: Overtime Authorization
All overtime requests must have prior written authorization of the Chief of Police prior to the
commencement of such overtime work. Where prior written authorization is not feasible, explicit
verbal authorization must be obtained. Where verbal authorization is obtained, written
authorization must be obtained as soon thereafter as practicable.
Section 2: F.L.S.A. Overtime
Employees in the classification of Police Captain are exempt from overtime in accordance with
the Fair Labor Standards Act (FLSA) executive exemption. Police Lieutenants required to perform
in excess of the standard work period of 160 hours in a 28-day cycle shall receive compensation
at the rate of time and one-half their regular rate of pay or time and one-half “compensatory time”
for each hour worked. The regular rate of pay shall include the following components in addition
to base salary:
• P.O.S.T. Certificate Pay
• Special Assignment Pay
Section 3: Compensatory Time
Police Lieutenants may not earn more than forty (40) hours of compensatory time during any
FLSA 28-day cycle. At such time as an employee earns forty (40) hours of compensatory time
within a given 28-day work cycle, any additional overtime in that cycle shall be paid to the
employee at time and one-half of his/hertheir regular rate of pay.
VPMA employees may not accumulate more than 240 hours of compensatory time. An employee
must be paid at the rate of time-and one-half for any overtime worked beyond the 240-hour
compensatory time “cap.”
Section 4: Leave Time Inclusions
In determining an employee’s eligibility for overtime compensation in a work period, paid leaves
of absence will be included in the total number of hours worked. Paid leaves of absence include,
but are not limited to, the following:
1. Vacation
2. Holiday Leave
3. Administrative Leave
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4. Compensatory Leave
5. Workers’ Compensation Leave (4850 time)
6. Jury Duty
7. Bereavement Leave
8. Military Leave
Section 5: Training and Recertification Time
Training time that is required is compensable.
Recertification time that is directly related to an employee’s job will be compensable if completed
during assigned work hours.
Section 6: Court Attendance and “Stand By” Time
Court Appearances
VPMA employees shall be compensated for court appearances in the line of duty outside regular
scheduled duty hours as follows:
A. Court appearances which extend beyond an employee’s normal shift assignment shall be
compensated as paid overtime. For purposes of calculating F.L.S.A. overtime pursuant to
this section of this MOU, only the actual time spent in court or traveling in a City vehicle
to and from the Station shall be credited as hours worked. Travel time to and from one’s
private residence shall not be considered hours worked and shall not be compensated in
any manner whatsoever.
B. Notwithstanding the provisions of “A” above, VPMA employees required to attend court
sessions outside their regular schedule duty work shift shall be compensated a minimum
guarantee of four (4) hours at time and one-half (1.5).
C. If an employee is required to stay beyond four hours in court, the employee shall be
compensated at time and one-half (1.5) at their regular hourly rate for all hours spent in
their court duty assignment that day.
Stand By Time
If an employee receives a subpoena to be placed on standby, the effected employee shall be
compensated for Stand By status as follows:
A. An employee who is placed on Stand By status for a half court day, which shall consist
of either a morning session or afternoon session of court, shall be paid Sixty Dollars
($60.00).
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B. An employee who is placed on Stand By status for a full court day, which shall consist
of the morning session and the afternoon session of court, on the same day, shall be
paid One Hundred Nineteen Dollars ($119.00). However, if said employee is required
to appear in court, he/shethey shall receive court appearance compensation rather than
Stand By compensation for his/hertheir time in court.
C. The parties agree that Stand By pay shall not count toward hours worked and that the
provision complies with the F.L.S.A.
D. Alternatively, an employee (at the employee’s option and with the permission of the
Chief of Police or his his/her designee) on court Stand By may report to the police
station, in uniform, for assignment while awaiting court. Under these circumstances,
an employee shall be compensated on an hour-for-hour basis (if on overtime, at time
and a half) for time actually worked while on Stand By.
E. No additional payment other than that set forth in Section 6 of the MOU shall be made
for Court Pay.
Should employees represented by the Vernon Police Officers Benefit Association (VPOBA)
amend their MOU contract language regarding Court-Time Pay and Stand-by Pay, the City and
the VPMA agree to amend the VPMA MOU to incorporate such changes.
Section 7: Call Backs
Call Back duty occurs when an employee is ordered to report to duty on a non-regularly scheduled
work shift. Call Back does not occur when an employee is held over from his/hertheir prior shift
or is working prior to his/hertheir regularly scheduled shift. This provision is also to be
distinguished from Court pay, which is to be used when an employee is called to court.
An employee called back to duty shall be credited with a minimum of four hours’ work. Any
hours worked in excess of four hours shall be credited on an hour-for-hour basis (at time and one-
half compensation) for actual time worked.
If the employee is ordered to return to work immediately, theirhis work time shall be credited
commencing immediately after the employee has been directly contacted by the employer.
Section 8: Jury Duty
I. Policy
A. Employees shall be granted up to two weeks (equivalent to eight (8) work days
based on City Hall schedule Monday through Thursday) paid leave of absence in
order to perform jury duty, provided that the employee provides notification to the
City for such jury duty and provides proper verification of hours spent on jury duty.
VPMA employees will be required to return to work, if regularly scheduled to work,
as soon as they are released from their jury duty.
B. In accordance with Section 215(b) of the Code of Civil Procedure, a juror who is
employed by a local government entity who receives regular compensation and
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benefits while performing jury service, may not be paid Jury Duty Pay. An
employee must return all Jury Duty Pay to the Court if paid by the Court.
Employees shall notify their Supervisor on the day they are released from jury duty.
C. VPMA employees shall retain any Jury Duty Mileage Pay.
Section 9: Non-Compensable
A. City Vehicle Use–VPMA employees who are provided with a City vehicle to travel to
and from work shall not be compensated in any manner whatsoever for travel time to
and from work. This provision also applies in those situations where the radio must be
left on and monitored unless answering a call for service.
B. Clothes/Uniform Changing Time–Time spent in changing clothes before or after
shift, or during lunch, is not considered hours worked and is not compensable in any
manner whatsoever.
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ARTICLE SIX
UNIFORMS, ALLOWANCE AND SAFETY EQUIPMENT
Section 1: Uniform Allowance
The City will pay each VPMA employee who is on the active payroll of the Vernon Police
Department the sum of One Thousand Dollars ($1,000) per fiscal year for the purchase of uniforms
and related equipment. Such payment shall occur within the month of August of each year.
Uniform allowance is special compensation that shall be deemed earned when paid and shall be
reported to CalPERS as compensation earnable.
Section 2: Summer Uniforms
VPMA employees who are assigned to patrol will be allowed to utilize summer uniforms (blue
shirt/blue shorts) on any day at the discretion of the Chief of Police. The Chief of Police shall
establish authorization or notification procedures, as well as summer uniform requirements.
Section 3: Safety Equipment
The City shall, every three (3) years, pay one half of the cost of the member’s individual body
armor if the member presents to the City a receipt for body armor that meets Departmental
specifications. If the City provides individual body armor to an employee, and the employee
accepts such body armor, then the three (3) year time period shall begin upon acceptance of the
body armor by the employee.
VPMA employees who carry a private weapon which has been expressly approved by the Vernon
Police Department and suffer the loss or damage of such weapon in the line of duty shall be
compensated by the City of Vernon up to the amount of replacement cost of the official issue
weapon of the Vernon Police Department unless such loss or damage was caused by the
employee’s negligence.
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ARTICLE SEVEN
BENEFITS
Section 1: Public Employee Retirement System (“PERS”)
The City shall maintain its contract with the California Employees Public Retirement System
(PERS) that provides VPMA employees with three percent (3%) at 50 PERS retirement benefit
plan.
As a result of the passage of AB 340 Public Employee Pension Reform (PEPRA), new CalPERS
members hired on or after January 1, 2013, who meet the definition of new member under PEPRA,
shall be provided a 2.7% at 57 PERS retirement benefit plan.
VPMA employees shall be responsible for paying their PERS nine percent (9%) employee’s
contributions.
Effective the first full pay period in July 2019, in accordance with Government Code Section
20516(f) pursuant to a cost-sharing arrangement, all employees designated as “classic” employees
and enrolled in the “classic” retirement benefit formula shall share the cost of the employer
CalPERS contribution by paying an additional 1% of CalPERS reportable compensation for a total
contribution of ten percent (10%).
Effective the first full pay period in July 2020, in accordance with Government Code Section
20516(f) pursuant to a cost-sharing arrangement, all employees designated as “classic” employees
and enrolled in the “classic” retirement benefit formula shall share the cost of the employer
CalPERS contribution by paying an additional 1% of CalPERS reportable compensation for a total
contribution of eleven percent (11%).
Effective the first full pay period in July 2021, in accordance with Government Code Section
20516(f) pursuant to a cost-sharing arrangement, all employees designated as “classic” employees
and enrolled in the “classic” retirement benefit formula shall share the cost of the employer
CalPERS contribution by paying an additional 1% of CalPERS reportable compensation for a total
contribution of twelve percent (12%).
The City makes no representation as to whether any of the compensation or payments in this
Agreement are subject to CalPERS service credit or pensionable income. Employees/Union
expressly acknowledge that any determination by CalPERS to not fully credit the compensation
and/or service time provided under this Agreement is not a proper basis on which to void the
Agreement. Employees/Union further acknowledge that they will not pursue any claim or action
against the City related to any determination made by CalPERS in connection with this Agreement.
Section 2: Supplemental PERS Retirement Benefits
The City agrees to provide additional supplemental retirement benefits to VPMA employees under
PERS as follows:
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• Gov’t Code Section: 20042 – 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 Final Compensation.
• Gov’t Code Section: 21024 - Military Service Credit as Public Service:
• Gov’t Code Section: 21571 – Basic Level of 1959 Survivor Benefits:
• Gov’t Code Section: 21624 & 21626 & 21628 - Post Retirement Survivor Allowance:
Section 3: Medical, Dental, Vision and Life Insurance
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/hertheir medical, dental, and vision plans as outlined
in Subsection A through D below. If employees opt out of dental and/or vision, they may use the
allotments for those respective coverages toward excess medical premiums as approved by the
Director of Human Resources.
A. For employees who elect Employee + Family coverage, the City shall provide a
cafeteria plan contribution equal to the total premium costs of the Employee + Family
Low Medical HMO, Employee + Family lowest cost Dental DMO and lowest cost
family vision plan. Employees enrolled in the Employee + Family health benefits
category that elect a health plan higher than the Low HMO medical, dental and/or
vision, will be responsible for any applicable premium costs through a pre-tax payroll
deduction. The City understands that this amount will vary based on the premium costs
that go into effect on January 1st of each calendar year of the term of this Agreement.
B. For employees who elect Employee-Only, Employee + Spouse and Employee +
Children tiers, the City shall provide the same flat dollar cafeteria contribution for
medical, dental and vision benefits that the City is paying as of June 2016 for these
employee health group tiers. That amount is $1,100 per month. Employees who elect
one of these tiers must pay for their dental and vision benefits from this cafeteria
contribution. This amount will remain fixed unless the total premium cost of the lowest
cost medical HMO, lowest cost Dental DMO, and lowest cost vision plan exceed the
current flat rate dollar cafeteria contribution for medical, dental, and vision benefits for
any of the tiers, then the contribution for that tier will be raised to equal the total
premium costs of the Low Cost Medical HMO, lowest cost Dental DMO, and lowest
cost vision plan for that tier. Employees that elect a health plan higher than the
applicable City contribution will be responsible for any applicable premium costs
through a pre-tax payroll deduction.
C. For employees enrolled in the HSA PPO plan, the City shall pay up to the city
contribution for their specific tier as set forth in A and B above reduced by an annual
amount of $3,000. In addition, for each employee enrolled in an HSA PPO plan,
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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 HSA PPO plan selected by employees that exceeds the City contribution amount
shall be paid the employee through a pre-tax payroll deduction.
D. During the term of the Agreement, Employees will be allowed to change health, dental,
and/or vision plans during any open enrollment period or upon a qualifying event as
prescribed by the City’s insurance provider.
Dental: The City of Vernon provides a dental insurance plan to employees. Employees may
purchase dental insurance through the City by pre-tax payroll deduction. In the event any VPMA
employee does not exceed his/hertheir monthly benefit allowance, the employee shall be allowed
to use any excess monthly allowances towards additional provided coverage for dental and vision.
Vision: The City of Vernon provides a vision care reimbursement plan to employees. The City
shall pay 100% of the cost of such a plan as designated by their election of medical coverage.
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. The City agrees that all itemized benefit
amounts specified in the City of Vernon Vision Plan (CVVP) that fall below $150 shall be raised
to $150.
Life Insurance: The City provides a $20,000 life insurance premium plan to employees. The City
shall pay 100% of the cost of such plan for employees.
The City’s agreement to pay full or partial costs of said premiums shall not create or ripen into a
vested right for said employee; however, the City shall be obligated to pay the cost or provide said
medical, dental, vision, and life insurance benefits as described so long as this MOU remains in
effect.
Should employees represented by the Vernon Police Officers Benefit Association (VPOBA)
amend their MOU contract language regarding medical, dental, vision or life insurance benefits,
the City and the VPMA agree to amend the VPMA MOU to incorporate such changes.
Section 4: Retiree’s Medical
Employees must retire from the City of Vernon under a CalPERS Benefit Formula (i.e. Age 50 or
57 Formula) to be eligible for Retiree Medical/Dental Benefits.
For employees hired by the City before July 1, 2019, the following retiree medical benefits apply:
Employees in the Vernon Police Management Association must have been employed as sworn
Peace Officers for a minimum of twenty (20) years and a minimum of 10 years of that service has
been in the employment of the City of Vernon to be eligible for Retiree’s Medical benefit. The
City shall pay up to $1,100 per month towards the employee’s option of the City’s medical and
dental insurance programs for the employee and his/hertheir eligible spouse, or the equivalent to
the then-current lowest cost City-offered Employee + Spouse medical HMO and/or dental HMO
insurance premium, whichever is greater. Alternatively, eligible retired employees and spouse may
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opt not to enroll in the City’s medical and/or dental insurance coverage and instead receive a
monthly reimbursement for premiums actually paid up to $1,100 per month as permitted by the
Public Employee Pension Reform Act (PEPRA) or the amount equivalent to the then-current
lowest cost City-offered Employee + Spouse medical-HMO and/or dental HMO insurance
premium, whichever is greater. Once a retired employee opts not to enroll in the City’s medical
and/or dental insurance, he or she will not be allowed to re-enroll.
The City’s contribution toward the Retiree Medical/Dental Benefit Plan shall continue for said
retired employee and eligible spouse up to the age of sixty-five (65). Upon reaching the age of
sixty-five (65), the retiree and/or eligible spouse shall apply for Medicare Part A and Part B
coverage, whereupon the City’s insurance shall become supplemental coverage. The City shall
pay up to 100% of the cost to provide any Medicare supplemental medical and dental insurance
plan offered by the City of Vernon, not to exceed $1,100 per month. The City will not be the
primary insurance carrier once the retiree and/or employee reaches the age of sixty-five (65). If
the retiree or eligible spouse fails to timely obtain and maintain Medicare coverage, the City shall
not be required to provide any medical/dental benefits until such Medicare coverage is obtained
and maintained. The maximum $1,100 City contribution shall be applied only towards a City
sponsored Medicare supplemental medical and dental premium plan payment and shall have no
cash surrender value.
All retired employees with a minimum of ten (10) years of continuous uninterrupted service with
the City may pay the City’s premium cost for medical and dental insurance up to the age of sixty-
five (65) after which time Medicare will become the primary insurance carrier. The retired
employee may remain on the City’s supplemental insurance to Medicare at his/hertheir cost
provided the retiree has timely obtained and maintains Medicare coverage.
Current active employees as of July 1, 2022, who have had a previous break in service with the
City shall receive credit for any previous full-time City of Vernon service for the purpose of
determining eligibility for retiree medical benefits.
Should the retired employee fail to pay his/hertheir required cost of the insurance premium for the
City’s medical/dental benefit plan 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
maintain the retiree’s medical/dental benefit plan shall automatically terminate without the need
for further notice.
For employees hired by the City on or after July 1, 2019, the following retiree medical benefits
apply:
The City shall pay up to the amount equivalent to the then current, lowest cost, employee
only HMO insurance premium for the City's m edical and/or dental insurance premium(s) for
all full-time regular employees in the classifications represented by the Vernon Police
Management Association who have been employed as sworn Peace Officers for a minimum of
twenty (20) years and a minimum of ten (10) years of that service has been in the employment of
the City of Vernon. The City contribution shall be applied only toward a city provided medical
and dental premium plan payment and shall have no cash surrender value.
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The City’s contribution toward the Retiree Medical/Dental Benefit Plan shall continue for said
retired employee up to the age of sixty-five (65). Upon reaching the age of sixty-five (65), the
retiree shall apply for Medicare Part A and Part B coverage, whereupon the City’s insurance shall
become supplemental coverage. The City shall pay up to the cost of any Medicare supplemental
medical and dental insurance plan offered by the City of Vernon. The City will not be the primary
insurance carrier once the retiree reaches the age of sixty-five (65).
If the retiree fails to timely obtain and maintain Medicare coverage, the City shall not be required
to provide any medical/dental benefits until such Medicare coverage is obtained and maintained.
All retired employees with a minimum of ten (10) years of continuous uninterrupted service with
the City may pay the City’s premium cost for medical and dental insurance for employee only, up
to the age of sixty-five (65) after which time Medicare will become the primary insurance carrier.
The retired employee may remain on the City’s supplemental insurance to Medicare at his/hertheir
cost provided the retiree has timely obtained and maintains Medicare coverage.
Should the retired employee fail to pay his/hertheir required cost of the insurance premium for the
City’s medical/dental benefit plan 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
maintain the retiree’s medical/dental benefit plan shall automatically terminate without the need
for further notice.
Eligible retired employees may opt not to enroll in the City’s medical and/or dental insurance
coverage and instead receive a monthly reimbursement payment up to the amount provided above
depending on the employee’s date of hire as permitted by the Public Employee Pension Reform
Act (PEPRA). Once a retired employee opts not to enroll in the City’s medical and/or dental
insurance, he or she will not be allowed to re-enroll.
Section 5: Vacations Time
A. Accrual
• Vacation accrual after the first year of service: 120 hours per year
• Vacation accrual after ten (10) years of service: 160 hours per year
Vacation accrual after completion of twenty-five (25) years of service: 170 hours per year
Continuous Years of Service Vacation Hours Earned per Year
1st year thru 4th year 120
5th year thru 9th year 140
10th year thru 14th year 170
15th year thru 24th year 185
25th year and more 190
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Current active employees as of July 1, 2022, who have had a previous break in service with
the City shall receive credit for any previous full-time City of Vernon service for the
purpose of determining accrual of vacation leave.
B. Policy
VPMA employees may take all or part of their vacation in increments of one-fourth
(1/4) hour or more, as determined by the Police Chief at his/hertheir discretion with
due regard for the wishes of the employee and the needs of the Department.
Any request will be honored only if, in the opinion of the Police Chief or his his/her
designee, the manpower staffing or service level on the day or days and at the times
requested is adequate to permit granting such a request.
Vacation time provided for herein shall be accumulated from calendar year to
calendar year, and shall be compensated for if not utilized during said period.
Section 6: “In Lieu” Holidays Time
VPMA employees shall receive one hundred and ten (110) “in lieu” holiday hours per calendar
year). “In lieu” holidays will be credited to each employee on each July 1 in which he/she isthey
are on the active payroll, including those on “Light Duty”, of the Department in a classification
represented by the VPMA and must be taken prior to the immediately following July 1.
“In lieu” holidays may be taken in increments of one-fourth (1/4) hour or more, on dates desired
by the employee subject to the needs of the Vernon Police Department.
“In lieu” holidays, if not taken, shall not be paid for except if the employee was denied an
opportunity to take them off during the calendar year for which such “in lieu” holidays were
granted. In that case only, the employee shall be paid for said “in lieu” holidays not taken with
his/hertheir first possible payroll check on or after July 1 of the calendar year following the year
for which the “in lieu” holidays were credited, at his/hertheir then basic rate, excluding all other
compensation, computed in accordance with the applicable Salary Resolution of Vernon. An
employee who quits or is terminated shall not be entitled to any compensation for “in lieu” holidays
not taken.
If the City Council, during the fiscal year, provides one or more additional holidays to the
miscellaneous employees in addition to those holidays provided for in Resolution No. 8764,
VPMA employees shall receive the same number of any additional holidays. Any additional “in
lieu” holiday time received by VPMA employees will be for a maximum of ten (10) hours per day
received.
Section 7: Sick Leave
Full-time VPMA employees only receive sick leave accrual while they are in a paid status.
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Employees shall accrue sick time at a rate of 3.08 hours per pay period (80 hour annually), with a
maximum cap of 960 hours. Upon reaching the cap, full-time employees will continue to accrue
sick leave provided; however, in February of each year all accrued sick leave in excess of 960
hours shall be cashed in at fifty percent (50%) of the employee’s regular rate of pay. Part-time and
temporary VPMA employees (excluding CalPERS retired annuitants) working for 30 or more days
within a year shall be entitled to accrue paid sick days at the rate of one (1) hour per every 30 hours
worked. Employee shall only receive sick leave accrual while they are in a paid status.
If a VPMA employee separates or terminates employment with the City, they shall be compensated
for any accrued sick leave hours at the time of separation not to exceed 960 hours. Employees that
separate from service with more than 20 years of service credit shall be compensated at 100% of
their current pay rate applied to the first 480 sick leave hours and 50% for their remaining hours
up to the cap of 960 hours. Employees with less than 20 years of service shall be compensated at
50% of their then current pay rate up to the cap of 960 hours. Employees shall have the option of
obtaining service credit for the accrued, unused sick leave hours instead of a cash payment pursuant
to California Government Code Section 20965.
VPMA employees are expected to contact their supervisor or Department head as soon as possible
to report a sick leave time off notification and provide appropriate information on the nature of the
illness or injury and the expected duration of the time off. Employees unable to report for duty
due to an illness should be required to call in and notify the on-duty supervisor a minimum of 2
hours before they are due to start their shift.
A VPMA employee who is absent on sick leave for more than two (2) consecutive shifts shall be
required by his or hertheir supervisor to provide a doctor’s note in order to be paid for the sick
leave.
Section 8: Bereavement Leave
When an employee is compelled to be absent from duty by reason of death or critical illness (where
death appears imminent) of a member of the employee’s immediate family (father, mother,
brother, sister, spouse, children, mother-in-law, father-in-law, step-parent-in-law, grandmother,
grandfather, grandchildren, grandmother-in-law, grandfather-in-law, step-children, step-parents,
step-sister, step-brother, step-grandchild, daughter-in-law, son-in-law, brother-in-law, sister-in-
law, or registered domestic partners), such person will be permitted, subject to the Chief of Police’s
approval, to a leave of absence with pay for up to four (4) work days based upon the employee’s
regular 4/10 work schedule, which may, but need not be, consecutive. An employee shall not be
granted paid Bereavement Leave for more than 4 days in any six-month period for the same family
member.
Employees will be allowed to utilize their vacation time, any compensatory time, or any “in lieu”
holiday time that is due to the employee, in order to lengthen such bereavement time.
The employee shall furnish satisfactory evidence of such death or critical illness to the Chief of
Police, if requested.
Section 9: Administrative Leave
Employee(s) occupying the classification of Police Captain, which is designated as “Exempt” for
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overtime purposes in accordance with the Fair Labor Standards Act (FLSA) executive exemption,
shall receive sixty (60) hours of Administrative Leave annually as provided in the Citywide Fringe
Benefits and Salary Resolution.
Section 10: Deferred Compensation
VPMA employees are eligible to participate in the City’s Deferred Compensation Program.
Section 11: Other City Employee Programs
VPMA employees are eligible to participate in all City sponsored programs passed by City Council
Resolutions that are intended to benefit all employees in the areas of, but are not limited to, the
following:
• Buyback of military leave for PERS retirement time
• Computer loan purchase plan
• Supplemental Life insurance
• Corrective eye surgery plan
• Hearing aid device plan
• Tuition reimbursement plan
• Family Medical Leave Act (FMLA)
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ARTICLE EIGHT
WORK SCHEDULE AND ABSENCES
Section 1: Provisions
The Vernon Chief of Police at his/hertheir sole discretion shall establish the work schedule.
Section 2: Work Schedule 3/12 Plan
Law Enforcement agencies are allowed to establish a work period of any length between seven (7)
and twenty-eight (28) consecutive days. At the City, employees must work one hundred sixty
(160) hours per twenty-eight (28) day cycle. In order to be compliant, VPMA employees assigned
to patrol will work three (3), twelve and one half hour (12½) days per week with a ten (10) hours
payback per month, without incurring any overtime.
In the event the City needs to adjust any work schedule, the City agrees that no such
modification will be conducted without first notifying the effected employee a minimum of 10
days prior to the change, unless agreed to by the effected employee(s) and the Chief of Police or
his his/her designee.
The City agrees to continue the 3/12 Plan for VPMA employees assigned to patrol, with the
exception of specific assignments. The VPMA agrees that the City may, at its sole discretion and
at any time, terminate the 3/12 Plan. The VPMA agrees that the termination of the 3/12 Plan is
not subject to the grievance procedure or any other administrative review and that the 3/12 Plan is
not and shall not become a vested right in any manner, and that a decision to terminate such 3/12
Plan is subject to the meet and confer process.
Section 3: Shift and Code Seven Policy:
Patrol personnel shall work a twelve- and-one-half (12½) hour shift. The first one-half hour shall
be used for briefing and training purposes. Lunch time (Code 7) shall be part of the shift and is
compensable.
Section 4: Shift Trades
The practice of shift trading shall be voluntary on behalf of each employee involved in the trade.
A shift trade must be pre-approved by a supervisor. The trade must be due to the employee’s
desire or need to attend to a personal matter and not due to the department’s operations. The
employee providing the trade shall not have his/hertheir compensable hours increased as a result
of the trade; nor shall the employee receiving the trade have his/hertheir compensable hours
decreased as a result of the trade.
If one individual fails to appear for the other (regardless of the reason), the person who was
scheduled as a result of the shift trade will be listed as absent without leave and may be subject to
discipline.
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Any premium pay or other extra compensation shall continue to accrue only to the person
originally entitled to the premium pay or extra compensation. Any hours worked beyond the
normal work day will be credited to the individual actually doing the work. “Paybacks” of shift
trade are the obligation of the two employees involved in the trade. “Paybacks” are to be
completed within one (1) calendar year of the date of the initial shift trade.
Any dispute as to the “paybacks” is to be resolved by the involved employees, and under no
circumstances will the department be obligated for any further compensation whatsoever to any of
the involved employees. The department is not responsible in any manner for hours owed to
employees by other employees that leave the employment of the City or are assigned other duties.
A record of all initial shift trades and “paybacks’ shall be maintained by the involved employees
on forms provided by the Department.
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ARTICLE NINE
GRIEVANCE PROCEDURE
A. GRIEVANCE DEFINITION
A grievance shall be defined as an allegation by an employee or the Association of a
misinterpretation, misapplicationmisapplication, or violation of a particular provision of this
MOU, City policy, rulerule, or past practice. The grievance procedure shall not be used in
connection with an impasse in collective bargaining, nor with disciplinary actions or other matters
for which appeal procedures exist under the Discipline and Disciplinary Actions article herein, or
pursuant to statute.
DAYS
Days shall be defined for the purposes of this Article as any day in which the City Hall is open to
the public for the general conduct of business.
Step One - Immediate Supervisor
Within fifteen (15) days of the date the employee(s) knew or reasonably should have known of the
incident giving rise to the grievance, the employee(s) or the Association shall initiate the grievance
procedure by explaining the situation orally or in writing to the immediate supervisor of the
affected employee(s). The Association and/or employee(s) waives the right to proceed with the
grievance if the grievant does not initiate the procedure by this deadline. After the presentation of
the grievance to the supervisor, the supervisor shall make a decision and present his/hertheir
decision, in writing, to the Association and employee(s) within five (5) days.
Step Two - Department Head
If the Association or employee(s) is not satisfied with the decision of the immediate supervisor,
the grievant(s) shall present the grievance, in writing, to the Chief of Police within ten (10) days
of the decision of the immediate supervisor. The Association and/or employee(s) waives the right
to proceed with the grievance if the grievant(s) does not act by this deadline. Within five (5) days,
the Chief of Police, or thehis/her designee of the Chief of Police, shall meet with the Association
and employee(s) to hear the grievance. Within five (5) days of hearing the grievance, the Chief of
Police or his/her designee shall present his/hertheir decision, in writing, to the Association and
employee(s), with copies to the Human Resources Director and the City Administrator.
Step Three - City Administrator/Advisory Arbitration
If the Association or employee(s) is not satisfied with the result of the meeting with the Chief of
Police, the grievant may request the matter be heard by the City Administrator or his/her designee,
or the Association may choose to have the matter heard by an impartial hearing officer (arbitrator).
Should the matter be submitted directly to the City Administrator or his/her designee, he/shethe
City Administrator shall meet with the Association and/or employee(s) within eight (8) days of
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receipt of the grievant’ s written notice. If the Association and/or employee(s) elects to have the
matter heard by the City Administrator or his/her designee, the Association and/or employee(s)
waives the right to have the matter heard by an arbitrator. Within eight (8) days of hearing the
grievance, the City Administrator shall provide his/hera decision, in writing, to the Association
and employee(s). The decision of the City Administrator shall be final and binding, subject to the
option of the employee to bring a proceeding pursuant to Code of Civil Procedure sections 1094.5
and 1094.6.
If the Association elects arbitration, costs of the arbitration shall be shared equally between the
Association and the City. A court reporter shall be retained only by mutual consent of the parties.
The costs of the arbitration, including the court reporter, shall be divided in half (i.e. 50/50) by the
parties. Attorney fees, staff time and witness fees shall not be shared between the parties and shall
be paid by the party that incurred the cost. If only one party wishes to retain a court reporter, the
requesting party shall bear the cost of said reporter.
If the Association elects arbitration, the City shall request a list of seven (7) arbitrators registered
with the American Arbitration Association, California State Conciliation Service or some other
mutually agreed upon source within ten (10) days of the Association’s request. If the parties are
unable to agree on an arbitrator from that list, an arbitrator will be selected by the parties alternately
striking names from the list until only one (1) name remains. The selected arbitrator shall serve
as the hearing officer. All arbitration proceedings arising under the Grievance procedure shall be
governed by the provisions of Chapter 5 (commencing with Section 11500) of Part 1 of Division
3 of Title 2 of the California Government Code.
Within eight (8) days of receipt of the arbitrator's recommendation, the City Administrator shall
provide his/hera final decision, in writing, to the Association and employee(s). The
recommendation of an arbitrator shall be advisory to the City Administrator or his/her designee.
The decision of the City Administrator shall be final and binding, subject to the option of the
employee to bring a proceeding pursuant to Code of Civil Procedure sections 1094.5 and 1094.6.
All time limits specified in the foregoing procedure may be waived only by mutual written
agreement.
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ARTICLE TEN
DISCIPLINE PROCEDURE
A. DISCIPLINARY ACTIONS
The tenure of every City employee shall be based on reasonable standards of personal conduct and
job performance. Failure to meet such standards shall be grounds for appropriate disciplinary
action, which shall be commensurate with the seriousness of the offense and with consideration of
the employee’s personnel file. Progressive discipline will be used; however, this does not preclude
the City from taking disciplinary action, up to and including termination, for an incident for which
there is no prior documentation as long as the disciplinary action is warranted and is based on just
cause.
The procedures herein shall be followed when, in the judgment of the Chief of Police, an employee
has committed an act or omission that justifies discipline. The Chief of Police or his/her designee
shall advise employees of contemplated disciplinary actions in writing and allow the employee an
opportunity to respond to such charges prior to taking final action.
Disciplinary actions should be documented in the employee's official personnel file. Performance
deficiencies documented in the employee’s performance evaluation as “does not meet standards”
may be the basis for disciplinary action if the employee fails to correct those performance
deficiencies within the time period designated by his/hertheir supervisor. To the extent possible,
performance deficiencies or other causes for discipline will be documented in the employee’s
personnel file.
Upon the City receiving authorization from the employee, the City will provide the Association
with all written notices of discipline given to employees represented by Association. The written
notice of discipline will also inform the employee that he/she hasthey have the right to consult
with the Association with regard to the disciplinary action being taken.
Nothing in this article shall preclude the Chief of Police or his/her designee from ordering a public
safety officer to cooperate with other agencies involved in criminal investigations, except where
the public safety officer may be the focus of the investigation. If an officer fails to comply with
such an order, the officer may be officially charged with insubordination.
B. VERBAL OR WRITTEN REPRIMAND PROCEDURES/APPEALS
Any sworn employee having received a verbal or written reprimand shall be entitled to the
following appeal procedure; this will be the sole and exclusive procedure afforded to employees
for appealing disciplinary action consisting of a written reprimand or less. Subsection (D) (Pre-
Disciplinary Procedures), and Subsection (E) (Disciplinary Appeal Procedures), herein shall not
apply to disciplinary action consisting of a verbal or written reprimand. This appeal process shall
not be applicable to performance evaluations.
Days shall be defined for the purposes of this Article as any day in which the City Hall is open to
the public for the general conduct of business.
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Within ten (10) days of the employee’s receipt of the verbal or written reprimand, the employee
may request in writing a meeting with the supervisor who issued the reprimand. Failure to request
a meeting within ten (10) days will constitute a waiver of the employee’s right to respond. The
employee’s appeal may be made verbally or in writing. After the meeting or receipt of the
employee’s written appeal, the supervisor will have ten (10) days to respond to the employee in
writing.
If the matter is not resolved to the affected employee’s satisfaction, the employee may seek review
of the supervisor’s decision by submitting a written request to the Chief of Police or his/her
designee within ten (10) days of receipt of the supervisor’s decision. The determination of the
Chief of Police or his/her designee is final and binding, subject to the option of the employee to
bring a proceeding pursuant to Code of Civil Procedure sections 1094.5 and 1094.6.
C. PRE-DISCIPLINARY PROCEDURES
Prior to the suspension, demotion, reduction in pay or dismissal of any permanent employee for
disciplinary purposes, the following procedures shall be followed:
Written Notice of Proposed Action
Written notice of the proposed disciplinary action shall be given to the employee. Such notice shall
include the proposed effective date of the discipline, a statement of the reason(s) for the
proposed action, including the rule or standard of conduct allegedly violated, the proposed
discipline and the charge(s) being considered.
Employee Review
The employee shall be supplied with a copy of the documents or materials upon which the
proposed disciplinary action is based.
Employee Response/Pre-Disciplinary Conference
The notice of proposed action shall state the date by which the employee must exercise the right
to respond orally, in writing or both orally and in writing. This represents the pre-disciplinary
opportunity for the employee to state any reasons that he/shethey believes the proposed action to
be inappropriate. The employee shall have a reasonable amount of time to respond, which shall
not be fewer than ten (10) days. This date may be adjusted by mutual agreement. Failure to respond
by the assigned date will constitute a waiver of the right to respond. Any response will be fully
considered before any final action is decided upon.
The Pre-Disciplinary Conference does not need to be an evidentiary hearing. An employee has the
right to have a representative of their his or her own choosing at the conference. The City may
conduct further investigation if the employee’s version of the facts or new information raises
doubts as to the accuracy of the City’s information leading to the discipline proposal.
Written Notice of Final Action
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After consideration of the employee’s response, or in the absence of a response, written notice of
the final disciplinary action shall be given to the employee. Such notice shall include essentially
the same information contained in the notice of proposed action, except that the employee’s formal
appeal rights shall be stated.
Emergencies
When, in the opinion of the City, immediate disciplinary action is required to protect the health,
safety or welfare of the public, other employees or the employee himself, the employee may be
suspended for up to five (5) days pending the processing of the notices required in Section C of
this article or may be suspended with pay pending the completion of such investigations or
hearings as may be required to determine if disciplinary action is to be taken. If the charges and/or
allegations are not sustained, the employee suspended without pay shall be entitled to
reinstatement with full back pay and benefits.
D. DISCIPLINARY APPEAL PROCEDURES
Major Discipline
Any permanent employee in the classified service shall have the right to appeal any dismissal,
suspension of three (3) days or more, reduction in salary, or non-probationary demotion. The
appeal process shall not be applicable to probationary employees. The appeal process shall not be
applicable to performance evaluations, verbal and/or written reprimands.
An employee desiring to appeal the discipline shall have ten (10) days after receipt of proposed
notice of discipline. The employee’s request for appeal must be addressed to the City
Administrator and received in the Human Resources Department. The Human Resources
Department shall date stamp the employee’s appeal to verify the timeliness of the appeal.
If, within the 10 day appeal period, the employee does not file the appeal, unless good cause for
the failure is shown, the discipline shall be considered conclusive. If the employee files a timely
appeal, an arbitration appeal hearing shall be established as follows:
1. The employee shall submit a written request to the Human Resources Department for
advisory arbitration to the City Administrator or his/her designee. The City and
Association will share equally share (i.e. 50/50) the arbitration-related expenses, excluding
attorney fees, expert witness(es) and staff time.
2. The City shall request a list of seven (7) arbitrators registered with the American
Arbitration Association, California State Conciliation Service or some other agreed upon
source within ten (10) days of the employee’s request. If the parties are unable to agree
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on an arbitrator from that list, an arbitrator will be selected by the parties alternately
striking names from the list until only one (1) name remains.
3. The selected arbitrator shall serve as the hearing officer.
4. All arbitration proceedings arising under this procedure shall be governed by the
provisions of Chapter 5 (commencing with Section 11500) of Part 1 of Division 3 of Title
2 of the California Government Code.
5. All time limits specified in the procedure may be waived by mutual written agreement.
6. At the conclusion of the hearing, the arbitrator will submit his/hertheir findings to the City
and the employee. Within eight (8) days of receiving the arbitrator’s findings, the City
Administrator shall provide his/hera final decision, in writing, to the employee. The City
Administrator’s decisions shall set forth which charges, if any, are sustained and the
reasons therefor. The opinion shall set forth findings of fact and conclusions. The City
Administrator’s decision is final, subject to the option of the employee to bring a
proceeding pursuant to Code of Civil Procedure sections 1094.5 and 1094.6.
Minor Discipline
Any permanent employee shall have the right to appeal any suspension below the threshold of
major discipline. This appeal process shall not apply to probationary employees.
If the issue cannot be resolved between the employee and the supervisor, the employee may, within
ten (10) days from receiving notice of the proposed discipline, request and be granted an interview
with the Chief of Police or his/her designee in order to discuss the appeal.
The Chief of Police or his/her designee shall render his/hera decision in writing within fifteen (15)
days of receiving the appeal. If the Chief of Police and employee are unable to arrive at a
satisfactory solution, the employee may, within fifteen (15) days from the date of the decision by
the Chief of Police, submit a written appeal to the City Administrator or his/her designee. The
City Administrator or his/her designee will respond or schedule a meeting within fifteen (15) days.
The City Administrator or his/her designee shall render his/hertheir judgment as soon after the
conclusion of the hearing as possible and in no event later than thirty (30) days after conducting
the hearing. His/herThe City Administrator’s decision shall set forth which charges, if any, are
sustained and the reasons therefore. The opinion shall set forth findings of fact and conclusions.
The decision of the City Administrator shall be final and binding, subject to the option of the
employee to bring a proceeding pursuant to Code of Civil Procedure sections 1094.5 and 1094.6.
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ARTICLE ELEVEN
MANAGEMENT RIGHTS
Section 1. Exclusive Rights and Authority.
In order to ensure that the City is able to carry out its functions and responsibilities imposed by
law, the City has and will retain the exclusive right to manage and direct the performance of City
services and the work force performing such services, subject to certain limitations contained
elsewhere in this Memorandum of Understanding. Therefore, the following matters shall not be
subject to the meet and confer process, but shall be within the exclusive authority of the City. The
consideration of the merits, necessity, or organization of any service activity conducted by the City
shall include, but not be limited to the City's right to:
A. Determine issues of public policy.
B. The exclusive right to determine the mission of its constituent departments,
commissions, and boards.
C. Set standards and levels of service and to expand or diminish services.
D. Determine policies, proceduresprocedures, and standards for selection,
trainingtraining, and promotion of employees.
E. Direct its employees.
F. Establish and enforce employee dress and grooming standards.
G. Determine the methods and means to relieve its employees from duty because of
lack of work or other lawful reasons.
H. Maintain the efficiency of governmental operations.
I. Determine the methods, means and numbers and kinds of personnel by which
government operations are to be conducted.
J. Determine the content and intent of the job classifications and, to develop new job
classifications.
K. Determine methods of financing.
L. Determine style and/or types of city-issued wearing apparel, equipmentequipment,
or technology to be used.
M. Determine and/or change the facilities, methods, technology, means, organizational
structure and size and composition of the work force and allocate and assign work
by which the City operations are to be conducted.
N. Determine and change the number of locations, relocationsrelocations, and type of
operations
processes and materials to be used in carrying out all city functions, including, but
not limited to, the right to contract for or subcontract any work or operations of the
City.
O. Assign work to and schedule employees in accordance with requirements as
determined by the City and to establish and change work schedules and assignments
upon reasonable notice.
P. Establish and modify productivity and performance programs and standards.
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Q. Discharge, suspend, demote, reprimand, withhold salary increases and benefits, or
otherwise discipline employees in accordance with applicable state law.
R. Establish employee performance standards including, but not limited to, quality and
quantity standards, and to require compliance therewith.
S. Take all necessary actions to carry out its mission in emergencies.
T. Exercise complete control and discretion over its organization and the technology
of performing its work.
The Association recognizes that the City has and will continue to retain, whether exercised or not,
the unilateral and exclusive right to operate, administer and manage its municipal services and
work force performing those services in all respects, subject to this Memorandum of
Understanding.
Section 2. Grievance on Impacts.
The exclusive decision-making authority of the City Council on matters involving City rights and
authority shall not be in any way, directly or indirectly, subject to the grievance procedure set forth
in this Memorandum of Understanding. The employee may only grieve the impact of the exercise
of exclusive City rights and authority that directly relate to matters within the scope of
representation.
The City shall not be required to meet and confer in good faith on any subject preempted by federal
or state law. The City shall meet and confer in good faith with the Association on all matters
related to the salaries, fringe benefits and other terms and conditions of employment in accordance
with the Meyers-Milias-Brown Act and/or Police Officers Bill of Rights.
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SIGNATURE PAGE
CITY OF VERNON VERNON POLICE
MANAGEMENT ASSOCIATION
Carlos R. Fandino Jr. Nicholas J. Perez Brandon A. Gray
City Administrator/“MERR” President
______________________________ ______________________________
Michael A. Earl Roberto C. SousaBrandon A. Gray
Director of Human Resources Treasurer
______________________________ ______________________________
Ana K. Rueda Scott A. Williams Nicholas J. PerezGustavo S. Herrera
Human Resources AnalystDirector of Finance/City TresurerSecretary
______________________________
Lisette M. Grizzelle
Senior Human Resources Analyst
APPROVED AS TO FORM:
______________________________
Zaynah N. Moussa
Senior Deputy City Attorney
APPROVED AND ADOPTED BY THE CITY COUNCIL ON , PER
RESOLUTION NO. .
Attest:
Dated:
Deborah A. HarringtonLisa Pope
Interim City Clerk