Resolution No. 2024-026RESOLUTION NO. 2024-026
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF VERNON
ADOPTING CITYWIDE FRINGE BENEFITS POLICY AND REPEALING
RESOLUTION NO. 2023-24
SECTION 1. Recitals.
A. On October 3, 2023, the City Council adopted Resolution No. 2023-24, adopting a
Citywide Fringe Benefits Policy.
B. In order to comply with sick leave accrual requirements under Senate Bill No. 616,
approved by the Governor on October 4, 2023, staff recommends the adoption of an
updated Citywide Fringe Benefits Policy.
C. Staff also recommends updating the Citywide Fringe Benefits Policy terminology
for executive leave to be consistent with the terminology used by the Finance Department,
and to differentiate administrative leave related to discipline and leave accrued by eligible
Executive, Management, and Mid-Management staff.
D. At its regular meeting on November 19, 2024, prior to taking final action to approve
this Resolution, the City Council received an oral report summarizing the recommended
fringe benefits to be paid to eligible Executive and Management employees, in
accordance with Government Code Section 54953(c)(3).
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 finds and determines that the
above recitals are true and correct.
SECTION 3. Effective November 19, 2024, the City Council hereby approves the
Citywide Fringe Benefits Policy, attached hereto as Exhibit A.
SECTION 4. All resolutions or parts of resolutions, specifically Resolution No.
2023-24, not consistent with or in conflict with this resolution are hereby repealed.
SECTION 5. The Deputy City Clerk shall certify the passage and adoption of this
resolution and enter it into the book of original resolutions.
APPROVED AND ADOPTED November 19, 2024.
JUDITH MERLO, Mayor
ATTEST:
YONNIE PARKER, Deputy City Clerk
seal)
APPROVED AS TO FORM:
ZAYNAH N. MOUSSA, City Attorney
I CERTIFY THAT RESOLUTION NO. 2024-026 was passed and adopted by the City
Council of the City of Vernon at the Regular Meeting on November 19, 2024, by the
following vote:
AYES: 5 Council Members: Larios, Lopez, Rivera, Ybarra, Merlo
NOES: 0
ABSENT: 0
ABSTAIN: 0
YONNIE PARKER, Deputy City Clerk
seal)
Resolution No.2024-026
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Exhibit A
City of Vernon
CITYWIDE FRINGE BENEFITS
POLICY
Adopted November 19, 2024
Resolution No. 2024-026
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TABLE OF CONTENTS
CITYWIDE FRINGE BENEFITS POLICY
Introduction: ........................................................................................................ 3
Section 1: Holiday............................................................................................. 3
Section 2: Executive Leave Time ..................................................................... 4
Section 3: Overtime .......................................................................................... 5
Section 4: Compensatory Time ....................................................................... 7
Section 5: Court Time ...................................................................................... 7
Section 6: Vacation .......................................................................................... 8
Section 7: Sick Leave ...................................................................................... 9
Section 8: Family Sick Leave (Kin Care) ........................................................ 12
Section 9: Bereavement Leave ....................................................................... 12
Section 10: Jury Duty ....................................................................................... 13
Section 11: Automobile Allowance and Reimbursement for Expenses ............. 14
Section 12: Health Insurance ............................................................................ 15
Section 13: Dental Insurance ............................................................................ 16
Section 14: Vision Insurance ............................................................................. 16
Section 15: Life Insurance ................................................................................. 16
Section 16: Deferred Compensation Plan ......................................................... 16
Section 17: CalPERS Retirement Plan .............................................................. 17
Section 18: Retiree Medical Insurance .............................................................. 19
Section 19: Longevity Program ......................................................................... 22
Section 20: Bilingual Pay ................................................................................... 22
Section 21: Uniform Allowance .......................................................................... 22
Section 22: Stand-by Policy ............................................................................... 23
Section 23: Per Diem ........................................................................................ 24
Section 24: Compensation for Classifications Designated as Executive,
Management, Mid-Management, Confidential, Unclassified and
Elected Officials ............................................................................. 24
Resolution No. 2024-026
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INTRODUCTION
The Citywide Fringe Benefits Policy shall apply to all employees and officers of the City
of Vernon. Exceptions, additions, and/or limitations to this basic policy may be found in
respective Memoranda of Understanding or employment contracts. The existence of
these policies shall not create or imply any employment contract or vested right of
employees.
For those employees covered in respective memoranda of understanding (MOU), the
provisions set forth in the applicable MOU shall prevail in the event that there is any
conflict between provisions established in this Resolution and any provisions established
in the respective MOU.
The provisions set forth in this Policy or as amended from time to time shall be effective
upon City Council adoption, unless a specific effective date is stated therein.
FRINGE BENEFITS
Section 1. HOLIDAYS
A. Authorized holidays are as set forth in Table 1, attached hereto and incorporated
herein by reference. Municipal offices shall be closed on such holidays.
B. The dates for observation of holidays shall be approved by the City Council.
C. If an authorized holiday falls on a Sunday, the following Monday shall be treated
as the holiday. Holidays falling on a Friday, or Saturday, shall not be granted as
an authorized holiday to employees.
D. An employee whose regular shift assignment falls on an authorized holiday and
who is required to work on that day shall be paid at his/her regular hourly rate of
pay for the holiday, plus his/her regular hourly rate including any applicable
overtime pay for the actual hours he/she was required to work on the authorized
holiday.
E. Temporary and part-time employees are not eligible for paid holidays.
G. All full-time employees may use vacation time or compensatory time for a religious
holiday (not listed herein as an authorized holiday) with the prior approval of the
department head. If there is insufficient accumulated time, the employee may
request the time as unpaid leave of absence.
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TABLE 1 - HOLIDAY
Section 2. EXECUTIVE LEAVE
A. Executive and Management - Includes City Administrator, City Attorney, City
Clerk, City Treasurer and the heads of all Departments as listed in the City Code
or City Charter and their respective Deputies and Assistant Directors shall receive,
effective January 1 of each calendar year, 80 hours of Executive leave.
B. The 80 hours may not be carried over into the succeeding calendar year and is
lost and not eligible for cash payout if not used by December 31 of each calendar
year.
C. Executive and Management staff hired, promoted, or reclassified on or after April
1 of each calendar year shall be eligible to receive pro-rated executive leave hours
during the year of hire as identified below:
HOLIDAY
January 1st - New Year’s Day
3rd Monday in January - Martin Luther King Jr. Day
3rd Monday in February - Presidents Day
March 31st - Cesar Chavez Day
Last Monday in May – Memorial Day
July 4th – Independence Day
1st Monday in September – Labor Day
2nd Monday in October – Indigenous Peoples’ Day
November 11th – Veterans Day
4th Thursday in November - Thanksgiving Day
December 24th – Christmas Eve
December 25th – Christmas Day
December 31st – New Year’s Eve
And other days as such designated by City Council.
Hired, Promoted, or Reclassified on
or Between
Executive Leave
January 1 – March 31 80 hours
April 1 – June 30 60 hours
July 1 – Sept. 30 40 hours
Oct 1 – Dec. 31 20 hours
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D. Mid-Management – Staff who are designated as exempt in accordance with the
Fair Labor Standards Act (FLSA) shall receive, effective January 1 of each
calendar year, 60 hours of Executive leave.
E. The 60 hours may not be carried over into the succeeding calendar year and is
lost and not eligible for cash payout if not used by December 31 of each calendar
year.
F. Mid-Management FLSA exempt staff hired, promoted, or reclassified on or after
April 1 of each calendar year shall be eligible to receive pro-rated executive leave
hours during the year of hire as identified below:
Hired, Promoted, or Reclassified on or
Between
Executive Leave
January 1 – March 31 60 hours
April 1 – June 30 45 hours
July 1 – Sept. 30 30 hours
Oct 1 – Dec. 31 15 hours
G. All Executive leave requests should be approved by the department head or City
Administrator at least ten days in advance of the date to be taken, although the
department head retains discretion to approve the use of Executive Leave in
special circumstances.
H. The City Administrator or his/her designee may grant additional executive leave
upon commencement of employment in order to attract highly qualified and
experienced executive and management level staff.
Section 3. OVERTIME
A. It shall be the duty of all department heads to operate their respective departments
with a minimum amount of overtime. If the best interests of the City require that an
employee work beyond the forty (40) hours of work scheduled, such employee
shall be compensated as set forth hereinafter.
B. The department head may reschedule the workweek of employees in positions not
exempt from the FLSA to allow credit for productive hours actually worked on one
day (excluding lunch periods) towards the regular paid workweek schedule. For
example, if an employee works twelve (12) hours on one day (based on a ten (10)
hour day), the entire twelve hours will be recorded on the time card as paid worked
time. In this example, the department may schedule the employee to work only
eight (8) hours on one of the other scheduled workdays in the workweek, as long
as the employee’s hours for the workweek do not fall below the minimum paid work
hours schedule.
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C. All overtime requests must have prior written authorization of the respective
department head or designee prior to the commencement of such overtime work.
Where prior written authorization is not feasible, explicit verbal authorization must
be obtained. Where verbal authorization is obtained, written authorization must be
obtained as soon thereafter as practicable.
D. Except as may be provided in specific memoranda of understanding, employees
will be paid overtime at time and a half (1.5) of their regular hourly rate for all
eligible hours worked in excess of forty (40) hours in a single workweek.
E. Holidays (regular, in-lieu), vacation time, sick leave, compensatory time, paid jury
duty leave, and bereavement leave shall count as time worked for the purposes of
computing overtime. Unpaid jury leave, disciplinary suspensions, and
administrative leave shall not count as time worked for the purpose of computing
overtime.
F. In the event a part-time or temporary employee is required to work beyond his/her
assigned working hours, compensation shall be at the normal hourly rate up to
forty (40) hours per workweek. For hours worked beyond forty (40) in a workweek,
such employee shall be compensated at the rate of one and one-half of (1.5) said
employee’s hourly rate.
G. If an employee works on his/her regular day off, the employee will receive paid
compensation or receive compensatory time, at the employee’s discretion. With a
mutual agreement between an employee and his/her supervisor, an employee’s
regular day off may be rescheduled to another day off in the same pay period.
H. An employee is expected to begin work no more than five (5) minutes prior to the
beginning of his or her scheduled start time, and to stop work no later than five (5)
minutes after the end of his or her scheduled ending time. An employee who
wishes to begin or end work at a different time must obtain written approval from
his or her department head prior to working the different or additional time.
I. Straight time and overtime will be compensated in six (6) minute segments of time.
J. While overtime should be attempted to be distributed equally amongst all
employees in a given classification, the department head retains discretion to
assign such overtime.
K. The City Administrator, department heads and those management employees
designated by the City Administrator as exempt under the provisions of the Fair
Labor Standards Act (FLSA) shall not be subject to the provisions of this section
relating to overtime, but shall work such hours as may be necessary for the
effective operation of their respective departments.
L. Please refer to Human Resources Policy, Salary Plan Administration II-3.
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Section 4. COMPENSATORY TIME
A. All regular full-time employees may request to accrue compensatory time in lieu of
cash payment for overtime worked. The total compensatory time accrued is
calculated by multiplying the number of hours of overtime worked by the applicable
overtime rate (1, 1.5 or 2), and is subject to the approval of the department head.
B. Compensatory time may be accumulated up to a maximum of eighty (80) hours. It
is at the employee’s option whether to receive overtime compensation or
compensatory time accruals up to the 80-hour limit.
C. Compensatory time shall be taken in 6-minute increments. Scheduling of
compensatory time requires prior approval and must be preceded by a ten (10)
day notice of intended use from the employee. Management may waive the ten
10) day notice in cases of emergency.
D. Employees who have reached the 80-hour limit shall receive overtime
compensation. There are no cash payouts of compensatory time once an
employee has elected compensatory accrual.
Section 5. COURT TIME
A. The required presence in a court of law of any employee subpoenaed to testify in
a matter arising within the course and scope of his/her City employment shall be
compensated in accordance with the below provisions.
B. For each day that the presence of the employee is required in a court of law in
response to an order or subpoena in relation to an incident or event arising out of
the course and scope of employment with the City, the employee shall be given a
paid leave of absence.
C. For each day an employee is required in a court of law in response to an order or
subpoena in relation to an incident or event arising out of the course and scope of
employment with the City that is outside of the employee’s regularly scheduled
work shift, the employee shall be given a paid leave of absence.
D. An employee who needs to appear in court on any other matter not arising out of
the course and scope of employment with the City shall be expected to use their
accrued paid leave to make such appearance, or unpaid leave if no leave is
available.
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Section 6. VACATION
A. Except as provided for in respective memoranda of understanding, every full time
employee who has been in the continuous employment of the City shall receive
annual vacation leave as set forth in below:
Mid-Management and Confidential Staff:
Continuous Years of Service Vacation Hours Earned Bi-Weekly
Accrual
1styear thru 4th year 80 3.08
5th year thru 9th year 100 3.85
10th year thru 14th year 120 4.62
15th year thru 24th year 160 6.16
25th year and more 190 7.31
Executive and Management Staff: Include the City Administrator, City
Attorney, City Clerk, City Treasurer and the heads of all Departments as listed
in the City Code or City Charter and their respective Deputies and Assistant
Directors.
Continuous Years of Service Vacation Hours Earned Bi-Weekly
Accrual
1st year thru 4th year 120 4.62
5th year thru 10th year 150 5.77
10th year thru 15th year 170 6.54
15th year thru 25th year 185 7.12
25th year and more 190 7.31
B. 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.
C. Mid-Management and Confidential staff shall be allowed to accumulate and carry
over to the next calendar year a maximum number of hours equal to the number
of hours the employee accrued during the immediately preceding year. In or about
February of each year, employees shall be compensated for unused accrued
vacation benefit in excess of the allowed accumulated amount referenced herein.
D. Executive and Management staff shall be allowed to accumulate up to a maximum
accrual cap of 480 hours. Upon reaching the 480-hour maximum accrual cap, the
employee shall continue to accrue vacation hours and shall be automatically
cashed out for all hours in excess of 480 in February of each year.
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E. Vacation leave shall be scheduled with the approval of the City Administrator or
department head or his or her designee by submitting a Leave Request Form in
writing, within ten (10) business days before the beginning of the vacation.
Vacation leave requests for extended times (3 weeks or more), unless an
unforeseen emergency exists, shall be submitted at least thirty (30) days in
advance of the beginning of the vacation.
F. Vacations shall be approved subject to the needs of the department. The
employee’s seniority and wishes will be factors that are considered during the
scheduling process.
G. Vacation leave requests shall not be in excess of such leave actually earned at the
time it is requested or in excess of the regular scheduled workweek.
H. No vacation leave shall be accumulated by employees while they are on an unpaid
leave of absence.
I. Vacation may be taken prior to the completion of the employee’s probationary
period under special circumstances and with the approval of the department head.
J. In the event one or more City holidays fall within a vacation period, such holidays
shall not be charged as vacation leave.
K. Upon separation from City employment, compensation shall be paid for vacation
leave that has been earned but not taken.
L. Vacation leave shall be requested in fifteen (15) minute increments.
M. The department head retains discretion to cancel previously authorized vacation
in the case of an emergency.
N. The City Administrator or his /her designee may grant additional leave upon
commencement of employment in order to attract highly qualified and experienced
executive and management level staff.
Section 7. SICK LEAVE
A. All full-time employees shall accrue up to 80 hours of sick leave per calendar year,
at a rate of 3.08 of sick leave hours per pay period.
B. Effective January 1, 2024, in accordance with the Healthy Workplaces, Healthy
Families Act of 2014, all part-time and temporary 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 and
shall be eligible to use accrued sick leave after satisfying a 90-day employment
period. Eligible part-time and temporary employees will accrue no less than 40 hours
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of sick leave by the 200th calendar day of employment or each calendar year, or in
each 12-month period.
C. Employees shall only receive sick leave accrual while they are in a paid status.
D. The City shall allow annual carry-over of sick leave hours for full-time employees
up to a maximum accrual cap of 960 hours and 48 hours for eligible part-time/
temporary employees. This bank of carry-over sick leave would provide a cushion
for long-term illnesses and injuries.
E. Any sick leave hours exceeding 960 hours (full-time) or 48 Hours (part-time will be
compensated for in or about February of each year at 50% of the employee’s
hourly rate.
F. Temporary employees are not eligible for cash-out of accrued sick leave hours.
G. All employees who are rehired with a break in service of less than one year are
entitled to have previously unpaid accrued and unused paid sick days reinstated.
H. Sick leave shall be allowed on account of actual illness, for the diagnosis, care, or
treatment of an existing health condition or preventative care for an employee or
an employee’s family member (including to care for a parent-in-law, grandparent,
grandchild, or a sibling, in addition to child, parent, spouse or registered domestic
partner). Sick leave shall also be allowed for an employee for certain purposes
related to being a victim of domestic violence, sexual assault, or stalking.
Preventive health care shall include medical and dental appointments (if such
appointments cannot be arranged other than during working hours) and injury not
arising out of and in the course of employment. Sick leave shall be used in
increments of fifteen (15) minutes and shall not be taken in excess of time earned
at the time it is taken.
I. Foreseeable sick leave requires advance notification, while unforeseeable sick
leave requires notice as soon as practicable. If sick leave on account of any of the
above illnesses exceeds two (2) consecutive working days, the employee, prior to
return to work, shall submit a statement of such disability illness or injury from the
employee or family member’s physician. The statement shall certify the physical
condition of the employee/employee’s family member that prevented the employee
from performing the duties of said employee’s position during the period of
absence. The department head or designee, in accordance with departmental
procedure, shall approve all sick leaves. Notwithstanding the above, the City may
require verification of sick leave use whenever it has reason to believe there is
misuse, abuse or a pattern of abuse.
J. Abuse of sick leave, and excessive leave, may constitute grounds for disciplinary
action. Abuse of sick leave includes, but is not limited to, not adhering to sick leave
policies, using sick leave for purposes not enumerated in this policy, and falsifying
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or misstating facts when using sick leave. A pattern of sick leave usage on
Mondays, Thursdays, and immediately before and after holidays and/or vacations
may be evidence of sick leave abuse. A violation of this policy will result in
corrective action including counseling and/or disciplinary action, and/or a
mandatory referral to the City’s Employee Assistance Program (EAP). This
determination of abuse does not apply to an employee’s use of sick leave under
an approved family, medical, and/or pregnancy disability leave in accordance with
state and federal laws.
K. If in the opinion of the department head it appears that an employee may be
establishing a pattern of abuse of sick leave or frequent or excessive absences, a
statement establishing the need for sick leave from the employee’s physician may
be required as a condition of approved sick leave.
L. Employees may use accrued compensatory or vacation leave for extended sick
leave absence because of a prolonged and continuing illness and/or medical
treatment after sick leave has been exhausted.
M. Employees are required to use accumulated sick leave concurrently with absences
on account of a work related injury arising out of and in the course of his/her
employment. In cases where the injury suffered is covered by Workers
Compensation Insurance, accumulated sick leave must be used concurrently to
make up the difference between Workers Compensation Insurance allowance and
full base pay. Please refer to Personnel Policy, Family and Medical Leave Policy.
N. If an employee resigns from the City with 20 years or more of continuous service,
he/she will be compensated for all unused sick leave hours in his/her sick leave
bank at the time of separation at 50% of his/her then current regular hourly rate of
pay.
O. If an employee retires from the City with 15 or more years of continuous service,
but fewer than 20 years, he/she will be compensated for all unused sick leave
hours in his/her sick leave bank at the time of separation at 50% of his/her then
current regular hourly rate of pay. If an employee retires from the City with 20 or
more years of continuous service, he/she will be compensated for all unused sick
leave hours in his/her sick leave bank at the time of separation at 100% of his/her
then current regular hourly rate of pay.
P. If a temporary employee resigns or the temporary assignment has ended, he/she
shall not be eligible for compensation of unused sick leave hours in his/her sick
leave bank at the time of separation.
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Section 8. FAMILY SICK LEAVE (KIN CARE)
Employees may use in any calendar year, up to one-half of employee’s annual, accrued
and available sick leave to attend to the illness of a child, parent, spouse, domestic
partner, sibling, parent-in-law, grandchild, or grandparent. In the case of joint custody of
a child, illness of the child occurring at the other custodial parent’s house may also qualify.
All family sick leave shall be approved by the department head.
Section 9: BEREAVEMENT LEAVE
A. Permanent full-time employees, regardless of period of service, may in the event
of death or if death appears imminent, of any “immediate family member” as
defined below, including the equivalent relatives of a registered domestic partner,
be allowed up to the equivalent of four (4) work days (total hours may vary
depending on work schedule) of bereavement leave without loss of salary.
Relative All Regular
Employees
Spouse 4 work days
Child 4 work days
Registered
Domestic Partner
4 work days
Step-Child 4 work days
Parent 4 work days
Step-Parent 4 work days
Mother-in-law 4 work days
Father-in-law 4 work days
Grandchild 4 work days
Step-Grandchild 4 work days
Grandparent 4 work days
Grandparent-in-law 4 work days
Brother 4 work days
Sister 4 work days
Step-Sister 4 work days
Step-Brother 4 work days
Daughter-in-law 4 work days
Son-in-law 4 work days
Brother-in-law* 4 work days
Sister-in-law* 4 work days
Brother-in-law and sister-in-law are defined as the spouse of the employee’s sibling or
the sibling of the employee’s spouse.
B. Bereavement leave is paid over a maximum of seven (7) workdays and is paid in
thirty-minute increments. The bereavement leave begins on the first regularly
scheduled workday as requested by the employee. If the employee learns of the
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death while at work, he or she is entitled to leave work immediately; this partial day
leave will not be counted towards the bereavement leave.
C. Bereavement leave must be authorized by the Department head and must be
utilized within fifteen (15) days of employee learning of the death, or of the date of
foreseen imminent death of the immediate family member, unless special
circumstances require that the leave begin at a later date. Such requests to the
Department head shall be made within 15 days of the employee learning of the
death or of the date of foreseen imminent death and shall not be unreasonably
denied.
D. Representatives may be authorized by the Department head to attend with pay the
funeral of a co-worker in said department on behalf of the City if the funeral of the
deceased co-worker occurs during working hours; provided the funeral is held
within a reasonable distance of City limits.
Section 10: JURY DUTY
A. All regular full-time employees summoned to serve on jury duty shall be provided
Jury Duty Pay” and there shall be no loss of compensation. An employee will be
compensated up to two weeks (equivalent to eight (8) days based on City Hall
schedule Monday through Thursday) at full pay for jury duty. The employee must
provide notice of the expected jury duty to his or her supervisor as soon as
possible, but in no case later than 14 calendar days before the expected start date
of the jury duty.
B. An employee on call for jury duty is expected to report to work. An employee who
is called in for jury duty does not have to report to work before or after appearing
in court. All employees shall obtain verification of the hours of jury duty performed
using verification forms as may be supplied by the court.
C. Except as herein provided, employees shall remit to the City any compensation
received for those days while on jury duty and shall receive regular pay for the time
served. Employees shall be reimbursed by the City for the mileage portion of the
jury duty compensation. Jury duty performed on an employee’s regular day off
shall not be compensated by the City and the employee shall be entitled only to
the jury’s compensation for duty performed on such employee’s regular day off.
Employees assigned to jury duty on a City authorized holiday will be considered to
have taken such a holiday and will receive regular holiday pay, but the employee
shall be entitled to the jury compensation for duty performed on such holiday.
Section 11: AUTOMOBILE ALLOWANCE AND REIMBURSEMENT FOR
EXPENSES
A. Any employee who is required to use said employee’s personal automobile in the
course of employment with the City shall be reimbursed for each mile actually
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traveled on official business in accordance with the per mile reimbursement rate
allowed by the Internal Revenue Service in effect at the time of such travel.
B. Any employee who is required to travel in the performance of his or her duties or
to attend an authorized meeting or conference which is of benefit to the City shall
be reimbursed for reasonable expenses incurred for transportation, meals,
lodging and incidentals. Automobile allowance and reimbursement for expenses
shall be recommended by the department head or designee and approved by the
City Administrator pursuant to the provisions of the City of Vernon Travel and
Meeting Expense Reimbursement Administrative Policy. No allowance shall be
made for transportation between the employee’s home and the place where such
person is normally employed by the City.
C. The City Administrator shall have the option to receive a monthly automobile
allowance of $600 or shall be provided a City Vehicle and Fuel. Executive and
Management Staff consisting of the Director of each City Department and their
respective Deputy Director or Assistant Director shall be eligible to receive a $400
monthly automobile allowance or be provided a City Vehicle and Fuel as
determined by the City Administrator.
D. Employees who occupy the following classifications shall receive a monthly
automobile allowance or be provided the use of a City Vehicle and Fuel as set
forth below.
Classification Amount
City Attorney (non-contract) $400.00
Environmental Health Program Administrator $400.00
Assistant General Manager of Public Utilities City Vehicle & Fuel
Utilities Operations Manager City Vehicle & Fuel
Utilities Engineering Manager City Vehicle & Fuel
Police Admin. Lieutenant City Vehicle & Fuel
Police Canine Officer #1 City Vehicle & Fuel
Police Canine Officer #2 City Vehicle & Fuel
Police Captain City Vehicle & Fuel
Police Lieutenant City Vehicle & Fuel
Police Motor Officer #1 City Vehicle & Fuel
Police Motor Officer #2 City Vehicle & Fuel
Police Sergeant on Detective Duty City Vehicle & Fuel
E. Wherever an automobile allowance is made to any employee for the use of their
personal automobile, such allowance shall not be payable whenever the employee
is on vacation, leave of absence, or otherwise absent the entire calendar month,
unless otherwise specified by the City Administrator.
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F. The City shall not be responsible for repairs or any additional costs for upkeep,
fuel, lubrication, replacement in whole or in part, or other expenses in connection
with any such vehicle beyond the respective amounts set forth above.
Section 12: HEALTH INSURANCE
A. The City offers various medical plans to employees under a Section 125 Cafeteria
plan (non-cash out). The City reserves the right to select, administer, or fund any
fringe benefit program involving insurance that now exist or may exist in the future.
The City will adhere to the cafeteria plan requirements in accordance with IRS
Section 125 regulations.
B. The City shall contribute for each full-time employee up to the maximum
amounts as set forth below per pay period, toward the cost of his/her medical
plan as outlined in Subsection A through C below. In the event an employee does
not exhaust nor exceed his/her monthly medical allowance, the employee shall
be allowed to apply any unused portion towards the purchase of dental, vision,
supplemental or ancillary plans offered through the City and approved by the
Director of Human Resources.
a. Effective July 1, 2016, employees shall receive a cafeteria plan
contribution equal to the total premium costs of the Employee Only,
Employee + Spouse, Employee + Child(ren), or Employee + Family Low
Medical HMO, lowest cost Dental DMO, and lowest cost vision Plan that
corresponds with the employees’ benefit selection or $1,120, whichever
is greater. The allotment amounts will vary based on the premium costs
that go into effect on January 1st of each calendar year.
b. Employees that elect a health plan higher than the Low HMO medical,
dental and/or vision, will be responsible for any applicable, excess
premium costs; however, if employees opt out of dental and/or vision
coverage, they may use the allotments for those respective coverages
toward excess medical premiums.
c. Employees who elect the PPO/HSA coverage shall receive an equal
benefit to that described above, less $3,000 on an annual basis, which
would instead be deposited to their HSA account.
C. City Council members are entitled to the same medical benefits offered to the
management and confidential employees. The City shall not pay or reimburse any
medical-related health, vision, or dental costs not covered by the City’s insurance
program or Medicare for City Council members or their eligible dependents or
spouses.
Resolution No. 2024-026
Page 17 of 27
D. The City shall not provide or reimburse the City Council members or their
dependents or spouses for expenses incurred relating to a PERS long-term health
care benefit.
Section 13. DENTAL INSURANCE
The City of Vernon provides a dental insurance plan to full-time employees. In the event
an employee does not exceed his/her monthly employer medical allowance, the
employee shall be allowed to apply any unused portion toward the purchase of dental
insurance for himself/herself and eligible dependents (spouse, registered domestic
partners and qualified dependents). The cost of any plan selected by the employee that
exceeds his/her monthly employer medical allowance shall be paid by the employee
through a pre-tax payroll deduction.
Section 14. VISION INSURANCE
The City of Vernon provides a vision care plan to full-time employees. All premiums for
vision coverage at each tier of coverage are to be deducted from the total monthly City
contribution for Medical, Dental, and vision coverage. In the event an employee does not
exceed their monthly employer medical allowance, the employee shall be allowed to apply
any unused portion towards the purchase of additional provided coverage for vision care.
Section 15. LIFE INSURANCE
The City provides life insurance up to $20,000 in coverage to full-time employees. The
City shall pay 100% of the cost of such plan for employees. The City’s agreement to pay
full or partial costs of said premiums shall not create or ripen into a vested right for said
employee.
Section 16. DEFERRED COMPENSATION PLAN
Employees are eligible to participate in the City’s Deferred Compensation Program.
Resolution No. 2024-026
Page 18 of 27
Section 17. CALIFORNIA PUBLIC EMPLOYEE RETIREMENT SYSTEM (CALPERS)
CONTRIBUTION
The City advises that it makes no representation to employees as to whether any of the
compensation or payments in this document are subject to CalPERS service credit or
pensionable income. Any determination by CalPERS to not fully credit the compensation
and/or service time provided under this document is not a proper basis on which to pursue
any claim or action against the City related to any determination made by CalPERS in
connection with this document.
MISCELLANEOUS EMPLOYEES
A. The City shall maintain its contract with the California Employees Public
Retirement System (PERS) that provides full-time employees hired before January
1, 2013 with 2.7% at 55 PERS retirement benefit plan.
As a result of the recent passage of AB 340, Public Employee Pension Reform Act
PEPRA), new CalPERS members hired on or after January 1, 2013 who meet the
definition of new member under PEPRA, shall be provided a 2.0% at 62 PERS
retirement benefit plan.
B. Employees shall be responsible for paying 100% of their PERS employee’s
contributions.
C. Effective the first 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 nine
percent (9%).
Effective the first 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 ten
percent (10%).
Effective the first 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
eleven percent (11%).
D. The City provides additional supplemental retirement benefits to full-time
employees under CalPERS as follows:
a. Gov’t Code Section: 20042 – (Classic Members Only) One
Year Final Compensation
Resolution No. 2024-026
Page 19 of 27
New employees hired on or after January 1, 2013 who meet
the definition of new member under PEPRA shall receive 3
Year Average Final Compensation
b. Gov’t Code Section: 21024 - Military Service Credit as Public
Service
c. Gov’t Code Section: 21624, 21626, 21628 – Post Retirement
Survivor Allowance
d. Gov’t Code Section: 21548 – Pre-Retirement Option 2W
Death Benefit
d. Gov’t Code Section: 21573 – Third Level of 1959 Survivor
Benefits
E. The payment to CalPERS made by the City on behalf of the affected employee
shall not be considered as base salary but shall be considered an employer
contribution pursuant to Section 414(h)(2) of the Internal Revenue Code.
SAFETY EMPLOYEES
A. The City shall maintain its contract with the California Employees Public
Retirement System (PERS) that provides full-time safety employees hired before
January 1, 2013 with 3.0% at 50 PERS retirement benefit plan.
As a result of the recent passage of AB 340, Public Employee Pension Reform Act
PEPRA), new CalPERS safety members hired on or after January 1, 2013 who
meet the definition of new member under PEPRA, shall be provided a 2.7% at 57
PERS retirement benefit plan.
B. Employees shall be responsible for paying their PERS nine percent (9%)
employee’s contributions.
C. Effective the first 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 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%).
Resolution No. 2024-026
Page 20 of 27
Effective the first 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%).
D. The City provides additional supplemental retirement benefits to full-time
employees under CalPERS as follows:
a. Gov’t Code Section: 20042 – (Classic Members Only) One
Year Final Compensation
New employees hired on or after January 1, 2013 who meet
the definition of new member under PEPRA shall receive 3
Year Average Final Compensation
b. Gov’t Code Section: 20124 - Military Service Credit as Public
Service
c. Gov’t Code 21574 – 4th Level 1959 Survivor Benefit (Fire
members only)
d. Gov’t Code Section: 21571 – Basic Level of 1959 Survivor
Benefit (Police members only)
e. Gov’t Code Section: 21624, 21626, 21628 – Post Retirement
Survivor Allowance
f. Gov’t Code Section: 21548 - Pre-Retirement Option 2W
Death Benefit (Fire members only)
g. Gov’t Code Section 20965 – Credit for Unused Sick Leave
E. The payment to CalPERS made by the City on behalf of the affected employee
shall not be considered as base salary but shall be considered an employer
contribution pursuant to Section 414(h)(2) of the Internal Revenue Code.
Section 18. RETIREE MEDICAL - NON-SAFETY EMPLOYEES
A. The City will pay up to the am ount equivalent to the then current, lowest cost,
HMO insurance premium for the City's medical and/or dental insurance
premium(s) for the employee and their eligible spouse for all full-time
employees designated as Executive who retire at age 55 or later with at least
twenty (20) years of eligible service. Eligible retirees may opt not to enroll in the
City’s medical and/or dental insurance coverage and instead receive a monthly
reimbursement up to the then-current lowest cost City-offered medical HMO
and/or dental HMO insurance premium for the employee and eligible spouse.
Resolution No. 2024-026
Page 21 of 27
Once an eligible retiree opts not to enroll in the City’s medical and/or dental
insurance, he or she will not be allowed to re-enroll. Once an eligible retiree
who has opted out reaches Medi-care eligibility, the retiree shall receive a
monthly reimbursement to the then-current cost of supplemental coverage.
Eligible service shall include cumulative employment in the public sector at
other public agencies.
B. The City will pay up to the amount equivalent to the then current, lowest cost,
employee only HMO insurance premium for the City's medical and/or dental
insurance premium(s) for all full-time employees designated as Management,
Mid-Management and Confidential who retire at age 60 or later with at least
twenty (20) years of continuous uninterrupted service. Eligible retirees may opt
not to enroll in the City’s medical and/or dental insurance coverage and instead
receive a monthly reimbursement up to the then-current lowest cost City-offered
Employee-only medical HMO and/or dental HMO insurance premium. Once an
eligible retiree opts not to enroll in the City’s medical and/or dental insurance,
he or she will not be allowed to re-enroll. Once an eligible retiree who has opted
out reaches Medi-care eligibility, the retiree shall receive a monthly
reimbursement to the then-current cost of supplemental coverage.
C. Eligible retirees will be permitted to enroll in a higher-cost plan and pay the
amount in excess of the HMO equivalent.
D. All full-time regular employees with at least thirty (30) years of continuous
uninterrupted service who retire before the age of sixty (60) years will be
permitted to pay their medical and/or dental insurance premiums, and, upon
reaching the age of sixty (60), the City will pay up to the amount equivalent to
the then current lowest cost, employee only HMO medical and/or dental
insurance premium(s).
E. All full-time regular employees, who retire with a minimum of ten (10) years of
continuous uninterrupted service with the City, may pay the premium(s) for medical
and/or dental insurance.
F. 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.
G. All retiree medical and/or dental insurance benefits provided pursuant to
subsections A, B, and C above, shall be for retired employees only and shall not
include their spouses or other dependents.
H. All retired employees who receive medical and/or dental insurance benefits
pursuant to subsections A, B, or C above and who reach the age of sixty-five
65), are required to be enrolled in Medicare, and shall show proof of such
enrollment, where upon the City's insurance policy will become supplemental
Resolution No. 2024-026
Page 22 of 27
coverage, if applicable.
I. Should the retired employee fail to pay any premiums due for the cost of the
insurance premium for the City’s medical-dental insurance program for any two
2) consecutive months, or should the coverage otherwise lapse for any reason
other than City’s non-payment, then the City’s obligation to make further
payment under the retiree medical benefits program shall automatically
terminate and cease, without the need for further notice.
J. The City’s obligation to make any payment under the retiree medical benefits
program shall automatically terminate and cease upon the death of the retired
employee.
K. The offer of the retiree medical benefits is not a vested right for future years.
L. City Council members are entitled to the same retiree medical benefits offered to
all full-time regular employees as identified under the citywide resolution for retiree
medical benefits in effect at the time Council members retire.
Section 19. LONGEVITY PROGRAM
A. LONGEVITY PROGRAM FOR EMPLOYEES EMPLOYED ON OR BEFORE
JUNE 30, 1994.
The City has established a longevity program for all employees. The longevity
program described herein will apply to all employees, except Department Heads and
employees covered in a collective bargaining agreement, employed on or before June
30, 1994.
a. Five (5) Years of Service.
All eligible employees who have five (5) years of consecutive uninterrupted service
on or before July 1, 1986, shall receive an additional five percent (5%) per month
of their base salary effective July 1, 1986, and every year thereafter until reaching
the next step. Employees upon reaching their 5th anniversary date after July 1,
1986, shall be entitled to said five percent (5%) per month upon said anniversary
date.
b. Ten (10) Years of Service.
All eligible employees who have ten (10) years of consecutive uninterrupted
service on or before July 1, 1987, shall receive an additional ten percent (10%) per
month of their base salary effective July 1, 1987, and every year thereafter until
reaching the next step. Employees upon reaching their 10th anniversary date after
July 1, 1987, shall be entitled to said ten percent (10%) per month upon said
anniversary date.
Resolution No. 2024-026
Page 23 of 27
c. Fifteen (15) Years of Service.
All eligible employees who have fifteen (15) years of consecutive uninterrupted
service on or before July 1, 1988, shall receive an additional fifteen percent (15%)
per month of their base salary effective July 1, 1988, and every year thereafter
until reaching the next step. Employees upon reaching their 15th anniversary date
after July 1, 1988, shall be entitled to said fifteen percent (15%) per month upon
said anniversary date.
d. Twenty (20) Years of Service.
All eligible employees who have twenty (20) years of consecutive uninterrupted
service on or before July 1, 1989, shall receive an additional twenty percent (20%)
per month of their base salary effective July 1, 1989, and every year thereafter.
Employees upon reaching their 20th anniversary date after July 1, 1989, shall be
entitled to said twenty percent (20%) per month upon said anniversary date.
e. Compensation Not Cumulative.
Payment of the aforesaid longevity compensation shall not be cumulative and only
the highest applicable longevity pay shall be paid.
B. LONGEVITY PROGRAM FOR EMPLOYEES ON OR AFTER JULY 1, 1994 AND ON
OR BEFORE DECEMBER 31, 2013.
The longevity program described in Section B herein will apply to all employees,
except Department Heads and employees covered in a collective bargaining
agreement, employed on or after July 1, 1994.
a. Five (5) Years of Service.
All eligible employees who are employed on or after July 1, 1994 and on or
before December 31, 2013, who attain five (5) years of consecutive uninterrupted
service shall receive an additional five percent (5%) per month of their base
salary. Such employees upon reaching their 5th anniversary date shall be
entitled to receive said five percent (5%) per month upon said anniversary date.
Further, such employees will not be entitled to receive any additional percentage
increase to their base salary for further service. This subsection shall only apply
to employees hired on or after July 1, 1994 and on or before December 31, 2013.
Section 20. BILINGUAL PAY
A program is hereby established for all employees whose regular and essential job duties
as described in their job description provide for interaction with the public on a regular
basis, allowing said employee to be compensated for bilingual skills after the employee
demonstrates proficiency in speaking Spanish (the ability to read and write in Spanish
may also be tested, if necessary), which proficiency would be determined by successful
completion of a proficiency test as determined by the Director of Human Resources.
Those employees who successfully demonstrate this skill would be eligible to receive an
additional Two Hundred Seventy-Five Dollars ($275) per month for bilingual pay.
Resolution No. 2024-026
Page 24 of 27
Section 21. UNIFORM ALLOWANCE
A. If an employee’s job classification requires him/her to wear a uniform while on duty,
as designated by the City or employee’s Department, the City will provide and
launder such uniform.
B. For the Administrative Secretary and Police Records Manager that works in the
Police Department, the City will provide the initial set of uniforms to the employees.
The newly hired employee will receive: two (2) class A uniforms; two (2) class B
uniforms; two (2) polo shirts and one (1) jacket or sweater. On all subsequent
anniversary dates the City will provide an annual uniform purchase and
maintenance allowance of $600.00. The employee’s uniforms shall meet the
applicable regulations for his/her job classification pursuant to City/Departmental
policies.
C. The monetary value of uniforms shall be reported to CalPERS in accordance with
CCR 571(a) and as defined by GC 7522.04(f)
Section 22. STAND-BY POLICY
The purpose of the Stand-by Policy is to have employees on stand-by to respond to major
incidents and emergencies during non-working hours which require immediate attention
to availability of qualified individuals with expertise in operating, maintaining, restoring
and repairing the City’s technology systems.
A. It is presently anticipated that the need for stand-by is for one (1) Information
Technology staff, with the understanding that actual stand-by staffing, if any,
remains at the discretion of the department head.
B. The Stand-by Policy does not apply to FLSA exempt managers and Executive
staff.
C. Stand-by duty requires that an employee be accessible, available, and physically
able to report to work. The employee must possess a City issued mobile phone
device that remains available for immediate contact. The employee must be ready,
willing, and able to respond to an emergency or incident or request for assistance
based on a pre-arranged schedule. Employees on stand-by must respond to the
mobile phone call immediately and be able to respond to the City within one (1)
hour of being called upon. The department head or designee will determine if an
employee is qualified to perform stand-by duties. The stand by duty period shall
be defined by the Department Head.
D. Employees on “stand–by” shall receive two (2) hours of regular straight time
compensation for each date that the employee is assigned to be on stand-by.
Stand-by time is not counted as hours worked for purposes of overtime calculation
Resolution No. 2024-026
Page 25 of 27
as employees are not restricted in their activities and may engage in non-work
related personal activities. On City-recognized Holidays where City Hall is closed,
employees on stand-by will be compensated four (4) hours of straight time
compensation.
E. An employee assigned to stand-by who is not available to report will be subject to
appropriate disciplinary action, unless the employee provides sufficient notice to
their immediate supervisor of their incapacity to respond prior to the call back so
that appropriate arrangements can be made for stand-by coverage.
F. When an employee on “stand-by” is called back to the City, he/she shall be entitled
to “stand-by” pay. Call back duty does not occur when an employee is held over
from his/her prior shift, or is working planned overtime. An employee called back
to duty shall be paid a minimum of four (4) hours of pay at the applicable overtime
rate. Time begins when the call back request is received and ends when the
employee returns home. If work is performed remotely, the employee shall receive
hour for hour compensation at the applicable overtime rate.
G. The employee will at times remain able to immediately respond to any
emergencies.
H. Each employee on stand-by duty is accountable to all of the rules and regulations
of the City.
I. In the event of a call back, the employee will wear his/her City uniform, if applicable.
Section 23. PER DIEM:
Per Diem is intended as a reimbursement to temporary/interim employees recruited from
outside the Los Angeles County area when working in a temporary or interim assignment
due to a critical staffing shortage to cover expenses relating to lodging/housing, travel,
meals, and incidentals. The rate is set at $125.00 for each day the employee physically
reports to work at the City of Vernon. The eligibility to receive this per diem must be pre-
approved and is at the discretion of the City Administrator.
Section 24. COMPENSATION FOR CLASSIFICATIONS DESIGNATED AS
EXECUTIVE, MANGEMENT, MID-MANAGEMENT, CONFIDENTIAL, UNCLASSIFIED,
AND ELECTED OFFICIALS:
EXECUTIVE
There shall be no Cost of Living Salary Adjustments (COLA) for classifications designated
as Executive for the fiscal year July 1, 2022 through June 30, 2023.
Effective the first full pay period in July, 2023, the salary ranges for classifications
designated as Executive shall be increased by 2.5%
Resolution No. 2024-026
Page 26 of 27
Effective the first full pay period in July, 2024, the salary ranges for classifications
designated as Executive shall be increased by 2.5%.
MANAGEMENT & MID-MANAGEMENT
Effective in July, 2022, employees who occupy classifications designated as
Management and Mid-Management shall receive a one-time lump sum Off Salary
Schedule payment equivalent to 3% of their annual base salary. This one-time Off Salary
Schedule Payment is given in lieu of any Cost of Living Adjustment or general salary
increase.
Effective the first full pay period in July, 2023, the salary ranges for classifications
designated as Management and Mid-Management shall be increased by 3%.
Effective the first full pay period in July, 2024, the salary ranges for classifications
designated as Management and Mid-Management shall be increased by 3%.
CONFIDENTIAL, UNCLASSIFIED, AND ELECTED OFFICIALS
Effective the first full pay period in July, 2022, the salary ranges for classifications
designated as Confidential, Unclassified, and Elected Officials shall be increased by 3%.
Effective the first full pay period in July, 2023, the salary ranges for classifications
designated as Confidential, Unclassified, and Elected Officials shall be increased by 3%.
Effective the first full pay period in July, 2024, the salary ranges for the classifications
designated as Confidential, Unclassified, and Elected Officials shall be increased by 3%.
Resolution No. 2024-026
Page 27 of 27
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City Council Agenda Report
Meeting Date:November 19, 2024
From:Lisette Grizzelle, Interim Director of Human Resources
Department:Human Resources
Submitted by:Tyler Cashman, Human Resources Analyst
Subject
Citywide Fringe Benefits Policy
Recommendation
Adopt Resolution No. 2024-026 approving the revised Citywide Fringe Benefits Policy and
repealing Resolution No. 2023-24.
Background
The Citywide Fringe Benefits Policy (Policy) contains provisions that apply to all employees and
officers of the City of Vernon and specifically outlines the benefits and terms and conditions of
employment for employees in classifications designated as Executive, Management, Mid-
Management, Confidential, Unclassified, and Elected Officials. The Human Resources and
Legal Department reviewed these revisions and solicited input from the employee Union and
Association groups.
A revision to the Sick Leave provision contained in Section 7 of the Policy is proposed. The
proposed revision applies to part-time and temporary employees (excluding CalPERS retired
annuitants). Existing law authorizes an employer to limit an employee’s use of accrued paid sick
days to 24 hours or 3 days in each year of employment, calendar year, or 12-month period. Under
the proposed provision, in accordance with Senate Bill No. 616, eligible part-time and temporary
employees will accrue no less than 40 hours of sick leave by the 200th calendar day of
employment or each calendar year, or in each 12-month period.
The proposed revision to the Citywide Fringe Benefits Policy is recommended to align with
Senate Bill No. 616, which was approved by the Governor on October 4, 2023.
A revision to the Administrative Leave Time provision contained in Section 2 of the Policy is
proposed. The proposed revision applies to employees designated as Executive, Management,
and Mid-Management. Currently, the Policy refers to leave rewarded to said employees as
Administrative Leave.” Under the proposed revision, the Policy will refer to the leave accruals
referred to as “Executive Leave.”
The proposed revision to the Citywide Fringe Benefits Policy is recommended to align with the
Finance Department’s reference to said leave and to differentiate administrative leave related to
discipline and leave accrued by eligible Executive, Management, and Mid-Management staff.
Pursuant to Government Code Section 54953(c)(3), prior to taking final action, an oral report
summarizing the recommended fringe benefits to be paid to eligible Executive and Management
employees will be provided.
Fiscal Impact
The fiscal impact is estimated at $4,231.22. Sufficient funds are available in the Salaries -
Regular Account for each City Department for the current fiscal year and will be budgeted in
subsequent fiscal years.
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Attachments
1. Resolution No. 2024-026
2. Citywide Fringe Benefits Policy Redline
Fringe Benefits Policy
Page 1 of 25
City of Vernon
CITYWIDE FRINGE BENEFITS
POLICY
Adopted November 19,
2024October 3, 2023
Fringe Benefits Policy
Page 2 of 25
TABLE OF CONTENTS
CITYWIDE FRINGE BENEFITS POLICY
Introduction: ..........................................................................................................3
Section 1: Holiday..............................................................................................3
Section 2: Administrative Executive Leave Time...............................................4
Section 3: Overtime............................................................................................5
Section 4: Compensatory Time ........................................................................ 7
Section 5: Court Time....................................................................................... 7
Section 6: Vacation........................................................................................... 8
Section 7: Sick Leave....................................................................................... 9
Section 8: Family Sick Leave (Kin Care) .........................................................12
Section 9: Bereavement Leave.........................................................................12
Section 10: Jury Duty .........................................................................................13
Section 11: Automobile Allowance and Reimbursement for Expenses..............14
Section 12: Health Insurance..............................................................................15
Section 13: Dental Insurance..............................................................................16
Section 14: Vision Insurance..............................................................................16
Section 15: Life Insurance..................................................................................16
Section 16: Deferred Compensation Plan ..........................................................16
Section 17: CalPERS Retirement Plan...............................................................17
Section 18: Retiree Medical Insurance...............................................................19
Section 19: Longevity Program...........................................................................22
Section 20: Bilingual Pay....................................................................................22
Section 21: Uniform Allowance...........................................................................22
Section 22: Stand-by Policy................................................................................23
Section 23: Per Diem .........................................................................................24
Section 24: Compensation for Classifications Designated as Executive,
Management, Mid-Management, Confidential, Unclassified and
Elected Officials ..............................................................................24
Fringe Benefits Policy
Page 3 of 25
INTRODUCTION
The Citywide Fringe Benefits Policy shall apply to all employees and officers of the City
of Vernon. Exceptions, additions, and/or limitations to this basic policy may be found in
respective Memoranda of Understanding or employment contracts. The existence of
these policies shall not create or imply any employment contract or vested right of
employees.
For those employees covered in respective memoranda of understanding (MOU), the
provisions set forth in the applicable MOU shall prevail in the event that there is any
conflict between provisions established in this Resolution and any provisions established
in the respective MOU.
The provisions set forth in this Policy or as amended from time to time shall be effective
upon City Council adoption, unless a specific effective date is stated therein.
FRINGE BENEFITS
Section 1. HOLIDAYS
A. Authorized holidays are as set forth in Table 1, attached hereto and incorporated
herein by reference. Municipal offices shall be closed on such holidays.
B. The dates for observation of holidays shall be approved by the City Council.
C. If an authorized holiday falls on a Sunday, the following Monday shall be treated
as the holiday. Holidays falling on a Friday, or Saturday, shall not be granted as
an authorized holiday to employees.
D. An employee whose regular shift assignment falls on an authorized holiday and
who is required to work on that day shall be paid at his/her regular hourly rate of
pay for the holiday, plus his/her regular hourly rate including any applicable
overtime pay for the actual hours he/she was required to work on the authorized
holiday.
E. Temporary and part-time employees are not eligible for paid holidays.
G. All full-time employees may use vacation time or compensatory time for a religious
holiday (not listed herein as an authorized holiday) with the prior approval of the
department head. If there is insufficient accumulated time, the employee may
request the time as unpaid leave of absence.
Fringe Benefits Policy
Page 4 of 25
TABLE 1 - HOLIDAY
Section 2. ADMINISTRATIVE EXECUTIVE LEAVE
A. Executive and Management - Includes City Administrator, City Attorney, City
Clerk, City Treasurer and the heads of all Departments as listed in the City Code
or City Charter and their respective Deputies and Assistant Directors shall receive,
effective January 1 of each calendar year, 80 hours of Administrative Executive
leave.
B. The 80 hours may not be carried over into the succeeding calendar year and is
lost and not eligible for cash payout if not used by December 31 of each calendar
year.
C. Executive and Management staff hired, promoted, or reclassified on or after April
1 of each calendar year shall be eligible to receive pro-rated administrative
executive leave hours during the year of hire as identified below:
HOLIDAY
January 1st - New Year’s Day
3rd Monday in January - Martin Luther King Jr. Day
3rd Monday in February - Presidents Day
March 31st - Cesar Chavez Day
Last Monday in May – Memorial Day
July 4th – Independence Day
1st Monday in September – Labor Day
2nd Monday in October – Indigenous Peoples’ Day
November 11th – Veterans Day
4th Thursday in November - Thanksgiving Day
December 24th – Christmas Eve
December 25th – Christmas Day
December 31st – New Year’s Eve
And other days as such designated by City Council.
Hired, Promoted, or Reclassified on
or Between
Administrative Executive Leave
January 1 – March 31 80 hours
April 1 – June 30 60 hours
July 1 – Sept. 30 40 hours
Oct 1 – Dec. 31 20 hours
Commented [ZM1]: Should we change the title to Executive
Leave to match payroll?
Fringe Benefits Policy
Page 5 of 25
D. Mid-Management – Staff who are designated as exempt in accordance with the
Fair Labor Standards Act (FLSA) shall receive, effective January 1 of each
calendar year, 60 hours of Administrative Executive leave.
E. The 60 hours may not be carried over into the succeeding calendar year and is
lost and not eligible for cash payout if not used by December 31 of each calendar
year.
F. Mid-Management FLSA exempt staff hired, promoted, or reclassified on or after
April 1 of each calendar year shall be eligible to receive pro-rated administrative
executive leave hours during the year of hire as identified below:
Hired, Promoted, or Reclassified on or
Between
Administrative Executive
Leave
January 1 – March 31 60 hours
April 1 – June 30 45 hours
July 1 – Sept. 30 30 hours
Oct 1 – Dec. 31 15 hours
G. All Administrative Executive leave requests should be approved by the department
head or City Administrator at least ten days in advance of the date to be taken,
although the department head retains discretion to approve the use of
Administrative Executive Leave in special circumstances.
H. The City Administrator or his/her designee may grant additional administrative
executive leave upon commencement of employment in order to attract highly
qualified and experienced executive and management level staff.
Section 3. OVERTIME
A. It shall be the duty of all department heads to operate their respective departments
with a minimum amount of overtime. If the best interests of the City require that an
employee work beyond the forty (40) hours of work scheduled, such employee
shall be compensated as set forth hereinafter.
B. The department head may reschedule the workweek of employees in positions not
exempt from the FLSA to allow credit for productive hours actually worked on one
day (excluding lunch periods) towards the regular paid workweek schedule. For
example, if an employee works twelve (12) hours on one day (based on a ten (10)
hour day), the entire twelve hours will be recorded on the time card as paid worked
time. In this example, the department may schedule the employee to work only
eight (8) hours on one of the other scheduled workdays in the workweek, as long
as the employee’s hours for the workweek do not fall below the minimum paid work
hours schedule.
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C. All overtime requests must have prior written authorization of the respective
department head or designee prior to the commencement of such overtime work.
Where prior written authorization is not feasible, explicit verbal authorization must
be obtained. Where verbal authorization is obtained, written authorization must be
obtained as soon thereafter as practicable.
D. Except as may be provided in specific memoranda of understanding, employees
will be paid overtime at time and a half (1.5) of their regular hourly rate for all
eligible hours worked in excess of forty (40) hours in a single workweek.
E. Holidays (regular, in-lieu), vacation time, sick leave, compensatory time, paid jury
duty leave, and bereavement leave shall count as time worked for the purposes of
computing overtime. Unpaid jury leave, disciplinary suspensions, and
administrative leave shall not count as time worked for the purpose of computing
overtime.
F. In the event a part-time or temporary employee is required to work beyond his/her
assigned working hours, compensation shall be at the normal hourly rate up to
forty (40) hours per workweek. For hours worked beyond forty (40) in a workweek,
such employee shall be compensated at the rate of one and one-half of (1.5) said
employee’s hourly rate.
G. If an employee works on his/her regular day off, the employee will receive paid
compensation or receive compensatory time, at the employee’s discretion. With a
mutual agreement between an employee and his/her supervisor, an employee’s
regular day off may be rescheduled to another day off in the same pay period.
H. An employee is expected to begin work no more than five (5) minutes prior to the
beginning of his or her scheduled start time, and to stop work no later than five (5)
minutes after the end of his or her scheduled ending time. An employee who
wishes to begin or end work at a different time must obtain written approval from
his or her department head prior to working the different or additional time.
I. Straight time and overtime will be compensated in six (6) minute segments of time.
J. While overtime should be attempted to be distributed equally amongst all
employees in a given classification, the department head retains discretion to
assign such overtime.
K. The City Administrator, department heads and those management employees
designated by the City Administrator as exempt under the provisions of the Fair
Labor Standards Act (FLSA) shall not be subject to the provisions of this section
relating to overtime, but shall work such hours as may be necessary for the
effective operation of their respective departments.
L. Please refer to Human Resources Policy, Salary Plan Administration II-3.
FB 2-1
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Section 4. COMPENSATORY TIME
A. All regular full-time employees may request to accrue compensatory time in lieu of
cash payment for overtime worked. The total compensatory time accrued is
calculated by multiplying the number of hours of overtime worked by the applicable
overtime rate (1, 1.5 or 2), and is subject to the approval of the department head.
B. Compensatory time may be accumulated up to a maximum of eighty (80) hours. It
is at the employee’s option whether to receive overtime compensation or
compensatory time accruals up to the 80-hour limit.
C. Compensatory time shall be taken in 6-minute increments. Scheduling of
compensatory time requires prior approval and must be preceded by a ten (10)
day notice of intended use from the employee. Management may waive the ten
10) day notice in cases of emergency.
D. Employees who have reached the 80-hour limit shall receive overtime
compensation. There are no cash payouts of compensatory time once an
employee has elected compensatory accrual.
Section 5. COURT TIME
A. The required presence in a court of law of any employee subpoenaed to testify in
a matter arising within the course and scope of his/her City employment shall be
compensated in accordance with the below provisions.
B. For each day that the presence of the employee is required in a court of law in
response to an order or subpoena in relation to an incident or event arising out of
the course and scope of employment with the City, the employee shall be given a
paid leave of absence.
C. For each day an employee is required in a court of law in response to an order or
subpoena in relation to an incident or event arising out of the course and scope of
employment with the City that is outside of the employee’s regularly scheduled
work shift, the employee shall be given a paid leave of absence.
D. An employee who needs to appear in court on any other matter not arising out of
the course and scope of employment with the City shall be expected to use their
accrued paid leave to make such appearance, or unpaid leave if no leave is
available.
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Section 6. VACATION
A. Except as provided for in respective memoranda of understanding, every full time
employee who has been in the continuous employment of the City shall receive
annual vacation leave as set forth in below:
Mid-Management and Confidential Staff:
Continuous Years of Service Vacation Hours Earned Bi-Weekly
Accrual
1st year thru 4th year 80 3.08
5th year thru 9th year 100 3.85
10th year thru 14th year 120 4.62
15th year thru 24th year 160 6.16
25th year and more 190 7.31
Executive and Management Staff: Include the City Administrator, City
Attorney, City Clerk, City Treasurer and the heads of all Departments as listed
in the City Code or City Charter and their respective Deputies and Assistant
Directors.
Continuous Years of Service Vacation Hours Earned Bi-Weekly
Accrual
1st year thru 4th year 120 4.62
5th year thru 10th year 150 5.77
10th year thru 15th year 170 6.54
15th year thru 25th year 185 7.12
25th year and more 190 7.31
B. 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.
C. Mid-Management and Confidential staff shall be allowed to accumulate and carry
over to the next calendar year a maximum number of hours equal to the number
of hours the employee accrued during the immediately preceding year. In or about
February of each year, employees shall be compensated for unused accrued
vacation benefit in excess of the allowed accumulated amount referenced herein.
D. Executive and Management staff shall be allowed to accumulate up to a maximum
accrual cap of 480 hours. Upon reaching the 480-hour maximum accrual cap, the
employee shall continue to accrue vacation hours and shall be automatically
cashed out for all hours in excess of 480 in February of each year.
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E. Vacation leave shall be scheduled with the approval of the City Administrator or
department head or his or her designee by submitting a Leave Request Form in
writing, within ten (10) business days before the beginning of the vacation.
Vacation leave requests for extended times (3 weeks or more), unless an
unforeseen emergency exists, shall be submitted at least thirty (30) days in
advance of the beginning of the vacation.
F. Vacations shall be approved subject to the needs of the department. The
employee’s seniority and wishes will be factors that are considered during the
scheduling process.
G. Vacation leave requests shall not be in excess of such leave actually earned at the
time it is requested or in excess of the regular scheduled workweek.
H. No vacation leave shall be accumulated by employees while they are on an unpaid
leave of absence.
I. Vacation may be taken prior to the completion of the employee’s probationary
period under special circumstances and with the approval of the department head.
J. In the event one or more City holidays fall within a vacation period, such holidays
shall not be charged as vacation leave.
K. Upon separation from City employment, compensation shall be paid for vacation
leave that has been earned but not taken.
L. Vacation leave shall be requested in fifteen (15) minute increments.
M. The department head retains discretion to cancel previously authorized vacation
in the case of an emergency.
N. The City Administrator or his /her designee may grant additional leave upon
commencement of employment in order to attract highly qualified and experienced
executive and management level staff.
Section 7. SICK LEAVE
A. All full-time employees shall accrue up to 80 hours of sick leave per calendar year,
at a rate of 3.08 of sick leave hours per pay period.
B.Effective January 1, 2024, Iin accordance with the Healthy Workplaces, Healthy
Families Act of 2014, beginning July 1, 2015, all part-time and temporary
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 and shall be eligible to use accrued sick leave after
satisfying a 90-day employment period. Eligible part-time and temporary employees
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will accrue no less than 40 hours of sick leave by the 200th calendar day of
employment or each calendar year, or in each 12-month period.
C. Employees shall only receive sick leave accrual while they are in a paid status.
D. The City shall allow annual carry-over of sick leave hours for full-time employees
up to a maximum accrual cap of 960 hours and 48 hours for eligible part-time/
temporary employees. This bank of carry-over sick leave would provide a cushion
for long-term illnesses and injuries.
E. Any sick leave hours exceeding 960 hours (full-time) or 48 Hours (part-time will be
compensated for in or about February of each year at 50% of the employee’s
hourly rate.
F. Temporary employees are not eligible for cash-out of accrued sick leave hours.
G. All employees who are rehired with a break in service of less than one year are
entitled to have previously unpaid accrued and unused paid sick days reinstated.
H. Sick leave shall be allowed on account of actual illness, for the diagnosis, care, or
treatment of an existing health condition or preventative care for an employee or
an employee’s family member (including to care for a parent-in-law, grandparent,
grandchild, or a sibling, in addition to child, parent, spouse or registered domestic
partner). Sick leave shall also be allowed for an employee for certain purposes
related to being a victim of domestic violence, sexual assault, or stalking.
Preventive health care shall include medical and dental appointments (if such
appointments cannot be arranged other than during working hours) and injury not
arising out of and in the course of employment. Sick leave shall be used in
increments of fifteen (15) minutes and shall not be taken in excess of time earned
at the time it is taken.
I. Foreseeable sick leave requires advance notification, while unforeseeable sick
leave requires notice as soon as practicable. If sick leave on account of any of the
above illnesses exceeds two (2) consecutive working days, the employee, prior to
return to work, shall submit a statement of such disability illness or injury from the
employee or family member’s physician. The statement shall certify the physical
condition of the employee/employee’s family member that prevented the employee
from performing the duties of said employee’s position during the period of
absence. The department head or designee, in accordance with departmental
procedure, shall approve all sick leaves. Notwithstanding the above, the City may
require verification of sick leave use whenever it has reason to believe there is
misuse, abuse or a pattern of abuse.
J. Abuse of sick leave, and excessive leave, may constitute grounds for disciplinary
action. Abuse of sick leave includes, but is not limited to, not adhering to sick leave
policies, using sick leave for purposes not enumerated in this policy, and falsifying
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or misstating facts when using sick leave. A pattern of sick leave usage on
Mondays, Thursdays, and immediately before and after holidays and/or vacations
may be evidence of sick leave abuse. A violation of this policy will result in
corrective action including counseling and/or disciplinary action, and/or a
mandatory referral to the City’s Employee Assistance Program (EAP). This
determination of abuse does not apply to an employee’s use of sick leave under
an approved family, medical, and/or pregnancy disability leave in accordance with
state and federal laws.
K. If in the opinion of the department head it appears that an employee may be
establishing a pattern of abuse of sick leave or frequent or excessive absences, a
statement establishing the need for sick leave from the employee’s physician may
be required as a condition of approved sick leave.
L. Employees may use accrued compensatory or vacation leave for extended sick
leave absence because of a prolonged and continuing illness and/or medical
treatment after sick leave has been exhausted.
M. Employees are required to use accumulated sick leave concurrently with absences
on account of a work related injury arising out of and in the course of his/her
employment. In cases where the injury suffered is covered by Workers
Compensation Insurance, accumulated sick leave must be used concurrently to
make up the difference between Workers Compensation Insurance allowance and
full base pay. Please refer to Personnel Policy, Family and Medical Leave Policy.
N. If an employee resigns from the City with 20 years or more of continuous service,
he/she will be compensated for all unused sick leave hours in his/her sick leave
bank at the time of separation at 50% of his/her then current regular hourly rate of
pay.
O. If an employee retires from the City with 15 or more years of continuous service,
but fewer than 20 years, he/she will be compensated for all unused sick leave
hours in his/her sick leave bank at the time of separation at 50% of his/her then
current regular hourly rate of pay. If an employee retires from the City with 20 or
more years of continuous service, he/she will be compensated for all unused sick
leave hours in his/her sick leave bank at the time of separation at 100% of his/her
then current regular hourly rate of pay.
P. If a temporary employee resigns or the temporary assignment has ended, he/she
shall not be eligible for compensation of unused sick leave hours in his/her sick
leave bank at the time of separation.
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Section 8. FAMILY SICK LEAVE (KIN CARE)
Employees may use in any calendar year, up to one-half of employee’s annual, accrued
and available sick leave to attend to the illness of a child, parent, spouse, domestic
partner, sibling, parent-in-law, grandchild, or grandparent. In the case of joint custody of
a child, illness of the child occurring at the other custodial parent’s house may also qualify.
All family sick leave shall be approved by the department head.
Section 9: BEREAVEMENT LEAVE
A. Permanent full-time employees, regardless of period of service, may in the event
of death or if death appears imminent, of any “immediate family member” as
defined below, including the equivalent relatives of a registered domestic partner,
be allowed up to the equivalent of four (4) work days (total hours may vary
depending on work schedule) of bereavement leave without loss of salary.
Relative All Regular
Employees
Spouse 4 work days
Child 4 work days
Registered
Domestic Partner
4 work days
Step-Child 4 work days
Parent 4 work days
Step-Parent 4 work days
Mother-in-law 4 work days
Father-in-law 4 work days
Grandchild 4 work days
Step-Grandchild 4 work days
Grandparent 4 work days
Grandparent-in-law 4 work days
Brother 4 work days
Sister 4 work days
Step-Sister 4 work days
Step-Brother 4 work days
Daughter-in-law 4 work days
Son-in-law 4 work days
Brother-in-law*4 work days
Sister-in-law*4 work days
Brother-in-law and sister-in-law are defined as the spouse of the employee’s sibling or
the sibling of the employee’s spouse.
B. Bereavement leave is paid over a maximum of seven (7) workdays and is paid in
thirty-minute increments. The bereavement leave begins on the first regularly
scheduled workday as requested by the employee. If the employee learns of the
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death while at work, he or she is entitled to leave work immediately; this partial day
leave will not be counted towards the bereavement leave.
C. Bereavement leave must be authorized by the Department head and must be
utilized within fifteen (15) days of employee learning of the death, or of the date of
foreseen imminent death of the immediate family member, unless special
circumstances require that the leave begin at a later date. Such requests to the
Department head shall be made within 15 days of the employee learning of the
death or of the date of foreseen imminent death and shall not be unreasonably
denied.
D. Representatives may be authorized by the Department head to attend with pay the
funeral of a co-worker in said department on behalf of the City if the funeral of the
deceased co-worker occurs during working hours; provided the funeral is held
within a reasonable distance of City limits.
Section 10: JURY DUTY
A. All regular full-time employees summoned to serve on jury duty shall be provided
Jury Duty Pay” and there shall be no loss of compensation. An employee will be
compensated up to two weeks (equivalent to eight (8) days based on City Hall
schedule Monday through Thursday) at full pay for jury duty. The employee must
provide notice of the expected jury duty to his or her supervisor as soon as
possible, but in no case later than 14 calendar days before the expected start date
of the jury duty.
B. An employee on call for jury duty is expected to report to work. An employee who
is called in for jury duty does not have to report to work before or after appearing
in court. All employees shall obtain verification of the hours of jury duty performed
using verification forms as may be supplied by the court.
C. Except as herein provided, employees shall remit to the City any compensation
received for those days while on jury duty and shall receive regular pay for the time
served. Employees shall be reimbursed by the City for the mileage portion of the
jury duty compensation. Jury duty performed on an employee’s regular day off
shall not be compensated by the City and the employee shall be entitled only to
the jury’s compensation for duty performed on such employee’s regular day off.
Employees assigned to jury duty on a City authorized holiday will be considered to
have taken such a holiday and will receive regular holiday pay, but the employee
shall be entitled to the jury compensation for duty performed on such holiday.
Section 11: AUTOMOBILE ALLOWANCE AND REIMBURSEMENT FOR
EXPENSES
A. Any employee who is required to use said employee’s personal automobile in the
course of employment with the City shall be reimbursed for each mile actually
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traveled on official business in accordance with the per mile reimbursement rate
allowed by the Internal Revenue Service in effect at the time of such travel.
B. Any employee who is required to travel in the performance of his or her duties or
to attend an authorized meeting or conference which is of benefit to the City shall
be reimbursed for reasonable expenses incurred for transportation, meals,
lodging and incidentals. Automobile allowance and reimbursement for expenses
shall be recommended by the department head or designee and approved by the
City Administrator pursuant to the provisions of the City of Vernon Travel and
Meeting Expense Reimbursement Administrative Policy. No allowance shall be
made for transportation between the employee’s home and the place where such
person is normally employed by the City.
C. The City Administrator shall have the option to receive a monthly automobile
allowance of $600 or shall be provided a City Vehicle and Fuel. Executive and
Management Staff consisting of the Director of each City Department and their
respective Deputy Director or Assistant Director shall be eligible to receive a $400
monthly automobile allowance or be provided a City Vehicle and Fuel as
determined by the City Administrator.
D. Employees who occupy the following classifications shall receive a monthly
automobile allowance or be provided the use of a City Vehicle and Fuel as set
forth below.
Classification Amount
City Attorney (non-contract)$400.00
Environmental Health Program Administrator $400.00
Assistant General Manager of Public Utilities City Vehicle & Fuel
Utilities Operations Manager City Vehicle & Fuel
Utilities Engineering Manager City Vehicle & Fuel
Police Admin. Lieutenant City Vehicle & Fuel
Police Canine Officer #1 City Vehicle & Fuel
Police Canine Officer #2 City Vehicle & Fuel
Police Captain City Vehicle & Fuel
Police Lieutenant City Vehicle & Fuel
Police Motor Officer #1 City Vehicle & Fuel
Police Motor Officer #2 City Vehicle & Fuel
Police Sergeant on Detective Duty City Vehicle & Fuel
E. Wherever an automobile allowance is made to any employee for the use of their
personal automobile, such allowance shall not be payable whenever the employee
is on vacation, leave of absence, or otherwise absent the entire calendar month,
unless otherwise specified by the City Administrator.
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F. The City shall not be responsible for repairs or any additional costs for upkeep,
fuel, lubrication, replacement in whole or in part, or other expenses in connection
with any such vehicle beyond the respective amounts set forth above.
Section 12: HEALTH INSURANCE
A. The City offers various medical plans to employees under a Section 125 Cafeteria
plan (non-cash out). The City reserves the right to select, administer, or fund any
fringe benefit program involving insurance that now exist or may exist in the future.
The City will adhere to the cafeteria plan requirements in accordance with IRS
Section 125 regulations.
B. The City shall contribute for each full-time employee up to the maximum
amounts as set forth below per pay period, toward the cost of his/her medical
plan as outlined in Subsection A through C below. In the event an employee does
not exhaust nor exceed his/her monthly medical allowance, the employee shall
be allowed to apply any unused portion towards the purchase of dental, vision,
supplemental or ancillary plans offered through the City and approved by the
Director of Human Resources.
a. Effective July 1, 2016, employees shall receive a cafeteria plan
contribution equal to the total premium costs of the Employee Only,
Employee + Spouse, Employee + Child(ren), or Employee + Family Low
Medical HMO, lowest cost Dental DMO, and lowest cost vision Plan that
corresponds with the employees’ benefit selection or $1,120, whichever
is greater. The allotment amounts will vary based on the premium costs
that go into effect on January 1st of each calendar year.
b. Employees that elect a health plan higher than the Low HMO medical,
dental and/or vision, will be responsible for any applicable, excess
premium costs; however, if employees opt out of dental and/or vision
coverage, they may use the allotments for those respective coverages
toward excess medical premiums.
c. Employees who elect the PPO/HSA coverage shall receive an equal
benefit to that described above, less $3,000 on an annual basis, which
would instead be deposited to their HSA account.
C. City Council members are entitled to the same medical benefits offered to the
management and confidential employees. The City shall not pay or reimburse any
medical-related health, vision, or dental costs not covered by the City’s insurance
program or Medicare for City Council members or their eligible dependents or
spouses.
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D. The City shall not provide or reimburse the City Council members or their
dependents or spouses for expenses incurred relating to a PERS long-term health
care benefit.
Section 13. DENTAL INSURANCE
The City of Vernon provides a dental insurance plan to full-time employees. In the event
an employee does not exceed his/her monthly employer medical allowance, the
employee shall be allowed to apply any unused portion toward the purchase of dental
insurance for himself/herself and eligible dependents (spouse, registered domestic
partners and qualified dependents). The cost of any plan selected by the employee that
exceeds his/her monthly employer medical allowance shall be paid by the employee
through a pre-tax payroll deduction.
Section 14. VISION INSURANCE
The City of Vernon provides a vision care plan to full-time employees. All premiums for
vision coverage at each tier of coverage are to be deducted from the total monthly City
contribution for Medical, Dental, and vision coverage. In the event an employee does not
exceed their monthly employer medical allowance, the employee shall be allowed to apply
any unused portion towards the purchase of additional provided coverage for vision care.
Section 15. LIFE INSURANCE
The City provides life insurance up to $20,000 in coverage to full-time employees. The
City shall pay 100% of the cost of such plan for employees. The City’s agreement to pay
full or partial costs of said premiums shall not create or ripen into a vested right for said
employee.
Section 16. DEFERRED COMPENSATION PLAN
Employees are eligible to participate in the City’s Deferred Compensation Program.
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Section 17. CALIFORNIA PUBLIC EMPLOYEE RETIREMENT SYSTEM (CALPERS)
CONTRIBUTION
The City advises that it makes no representation to employees as to whether any of the
compensation or payments in this document are subject to CalPERS service credit or
pensionable income. Any determination by CalPERS to not fully credit the compensation
and/or service time provided under this document is not a proper basis on which to pursue
any claim or action against the City related to any determination made by CalPERS in
connection with this document.
MISCELLANEOUS EMPLOYEES
A. The City shall maintain its contract with the California Employees Public
Retirement System (PERS) that provides full-time employees hired before January
1, 2013 with 2.7% at 55 PERS retirement benefit plan.
As a result of the recent passage of AB 340, Public Employee Pension Reform Act
PEPRA), new CalPERS members hired on or after January 1, 2013 who meet the
definition of new member under PEPRA, shall be provided a 2.0% at 62 PERS
retirement benefit plan.
B. Employees shall be responsible for paying 100% of their PERS employee’s
contributions.
C. Effective the first 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 nine
percent (9%).
Effective the first 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 ten
percent (10%).
Effective the first 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
eleven percent (11%).
D. The City provides additional supplemental retirement benefits to full-time
employees under CalPERS as follows:
a. Gov’t Code Section: 20042 – (Classic Members Only) One
Year Final Compensation
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New employees hired on or after January 1, 2013 who meet
the definition of new member under PEPRA shall receive 3
Year Average Final Compensation
b. Gov’t Code Section: 21024 - Military Service Credit as Public
Service
c. Gov’t Code Section: 21624, 21626, 21628 – Post Retirement
Survivor Allowance
d. Gov’t Code Section: 21548 – Pre-Retirement Option 2W
Death Benefit
d. Gov’t Code Section: 21573 – Third Level of 1959 Survivor
Benefits
E. The payment to CalPERS made by the City on behalf of the affected employee
shall not be considered as base salary but shall be considered an employer
contribution pursuant to Section 414(h)(2) of the Internal Revenue Code.
SAFETY EMPLOYEES
A. The City shall maintain its contract with the California Employees Public
Retirement System (PERS) that provides full-time safety employees hired before
January 1, 2013 with 3.0% at 50 PERS retirement benefit plan.
As a result of the recent passage of AB 340, Public Employee Pension Reform Act
PEPRA), new CalPERS safety members hired on or after January 1, 2013 who
meet the definition of new member under PEPRA, shall be provided a 2.7% at 57
PERS retirement benefit plan.
B. Employees shall be responsible for paying their PERS nine percent (9%)
employee’s contributions.
C. Effective the first 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 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%).
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Effective the first 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%).
D. The City provides additional supplemental retirement benefits to full-time
employees under CalPERS as follows:
a. Gov’t Code Section: 20042 – (Classic Members Only) One
Year Final Compensation
New employees hired on or after January 1, 2013 who meet
the definition of new member under PEPRA shall receive 3
Year Average Final Compensation
b. Gov’t Code Section: 20124 - Military Service Credit as Public
Service
c. Gov’t Code 21574 – 4th Level 1959 Survivor Benefit (Fire
members only)
d. Gov’t Code Section: 21571 – Basic Level of 1959 Survivor
Benefit (Police members only)
e. Gov’t Code Section: 21624, 21626, 21628 – Post Retirement
Survivor Allowance
f. Gov’t Code Section: 21548 - Pre-Retirement Option 2W
Death Benefit (Fire members only)
g. Gov’t Code Section 20965 – Credit for Unused Sick Leave
E. The payment to CalPERS made by the City on behalf of the affected employee
shall not be considered as base salary but shall be considered an employer
contribution pursuant to Section 414(h)(2) of the Internal Revenue Code.
Section 18. RETIREE MEDICAL - NON-SAFETY EMPLOYEES
A. The City will pay up to the amount equivalent to the then current, lowest cost,
HMO insurance premium for the City's medical and/or dental insurance
premium(s) for the employee and their eligible spouse for all full-time
employees designated as Executive who retire at age 55 or later with at least
twenty (20) years of eligible service. Eligible retirees may opt not to enroll in the
City’s medical and/or dental insurance coverage and instead receive a monthly
reimbursement up to the then-current lowest cost City-offered medical HMO
and/or dental HMO insurance premium for the employee and eligible spouse.
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Once an eligible retiree opts not to enroll in the City’s medical and/or dental
insurance, he or she will not be allowed to re-enroll. Once an eligible retiree
who has opted out reaches Medi-care eligibility, the retiree shall receive a
monthly reimbursement to the then-current cost of supplemental coverage.
Eligible service shall include cumulative employment in the public sector at
other public agencies.
B. The City will pay up to the amount equivalent to the then current, lowest cost,
employee only HMO insurance premium for the City's medical and/or dental
insurance premium(s) for all full-time employees designated as Management,
Mid-Management and Confidential who retire at age 60 or later with at least
twenty (20) years of continuous uninterrupted service. Eligible retirees may opt
not to enroll in the City’s medical and/or dental insurance coverage and instead
receive a monthly reimbursement up to the then-current lowest cost City-offered
Employee-only medical HMO and/or dental HMO insurance premium. Once an
eligible retiree opts not to enroll in the City’s medical and/or dental insurance,
he or she will not be allowed to re-enroll. Once an eligible retiree who has opted
out reaches Medi-care eligibility, the retiree shall receive a monthly
reimbursement to the then-current cost of supplemental coverage.
C.Eligible retirees will be permitted to enroll in a higher-cost plan and pay the
amount in excess of the HMO equivalent.
D. All full-time regular employees with at least thirty (30) years of continuous
uninterrupted service who retire before the age of sixty (60) years will be
permitted to pay their medical and/or dental insurance premiums, and, upon
reaching the age of sixty (60), the City will pay up to the amount equivalent to
the then current lowest cost, employee only HMO medical and/or dental
insurance premium(s).
E. All full-time regular employees, who retire with a minimum of ten (10) years of
continuous uninterrupted service with the City, may pay the premium(s) for medical
and/or dental insurance.
F. 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.
G. All retiree medical and/or dental insurance benefits provided pursuant to
subsections A, B, and C above, shall be for retired employees only and shall not
include their spouses or other dependents.
H.All retired employees who receive medical and/or dental insurance benefits
pursuant to subsections A, B, or C above and who reach the age of sixty-five
65), are required to be enrolled in Medicare, and shall show proof of such
enrollment, where upon the City's insurance policy will become supplemental
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coverage, if applicable.
I.Should the retired employee fail to pay any premiums due for the cost of the
insurance premium for the City’s medical-dental insurance program for any two
2) consecutive months, or should the coverage otherwise lapse for any reason
other than City’s non-payment, then the City’s obligation to make further
payment under the retiree medical benefits program shall automatically
terminate and cease, without the need for further notice.
J. The City’s obligation to make any payment under the retiree medical benefits
program shall automatically terminate and cease upon the death of the retired
employee.
K. The offer of the retiree medical benefits is not a vested right for future years.
L. City Council members are entitled to the same retiree medical benefits offered to
all full-time regular employees as identified under the citywide resolution for retiree
medical benefits in effect at the time Council members retire.
Section 19. LONGEVITY PROGRAM
A. LONGEVITY PROGRAM FOR EMPLOYEES EMPLOYED ON OR BEFORE
JUNE 30, 1994.
The City has established a longevity program for all employees. The longevity
program described herein will apply to all employees, except Department Heads and
employees covered in a collective bargaining agreement, employed on or before June
30, 1994.
a. Five (5) Years of Service.
All eligible employees who have five (5) years of consecutive uninterrupted service
on or before July 1, 1986, shall receive an additional five percent (5%) per month
of their base salary effective July 1, 1986, and every year thereafter until reaching
the next step. Employees upon reaching their 5th anniversary date after July 1,
1986, shall be entitled to said five percent (5%) per month upon said anniversary
date.
b. Ten (10) Years of Service.
All eligible employees who have ten (10) years of consecutive uninterrupted
service on or before July 1, 1987, shall receive an additional ten percent (10%) per
month of their base salary effective July 1, 1987, and every year thereafter until
reaching the next step. Employees upon reaching their 10th anniversary date after
July 1, 1987, shall be entitled to said ten percent (10%) per month upon said
anniversary date.
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c. Fifteen (15) Years of Service.
All eligible employees who have fifteen (15) years of consecutive uninterrupted
service on or before July 1, 1988, shall receive an additional fifteen percent (15%)
per month of their base salary effective July 1, 1988, and every year thereafter
until reaching the next step. Employees upon reaching their 15th anniversary date
after July 1, 1988, shall be entitled to said fifteen percent (15%) per month upon
said anniversary date.
d. Twenty (20) Years of Service.
All eligible employees who have twenty (20) years of consecutive uninterrupted
service on or before July 1, 1989, shall receive an additional twenty percent (20%)
per month of their base salary effective July 1, 1989, and every year thereafter.
Employees upon reaching their 20th anniversary date after July 1, 1989, shall be
entitled to said twenty percent (20%) per month upon said anniversary date.
e. Compensation Not Cumulative.
Payment of the aforesaid longevity compensation shall not be cumulative and only
the highest applicable longevity pay shall be paid.
B. LONGEVITY PROGRAM FOR EMPLOYEES ON OR AFTER JULY 1, 1994 AND ON
OR BEFORE DECEMBER 31, 2013.
The longevity program described in Section B herein will apply to all employees,
except Department Heads and employees covered in a collective bargaining
agreement, employed on or after July 1, 1994.
a. Five (5) Years of Service.
All eligible employees who are employed on or after July 1, 1994 and on or
before December 31, 2013, who attain five (5) years of consecutive uninterrupted
service shall receive an additional five percent (5%) per month of their base
salary. Such employees upon reaching their 5th anniversary date shall be
entitled to receive said five percent (5%) per month upon said anniversary date.
Further, such employees will not be entitled to receive any additional percentage
increase to their base salary for further service. This subsection shall only apply
to employees hired on or after July 1, 1994 and on or before December 31, 2013.
Section 20. BILINGUAL PAY
A program is hereby established for all employees whose regular and essential job duties
as described in their job description provide for interaction with the public on a regular
basis, allowing said employee to be compensated for bilingual skills after the employee
demonstrates proficiency in speaking Spanish (the ability to read and write in Spanish
may also be tested, if necessary), which proficiency would be determined by successful
completion of a proficiency test as determined by the Director of Human Resources.
Those employees who successfully demonstrate this skill would be eligible to receive an
additional Two Hundred Seventy-Five Dollars ($275) per month for bilingual pay.
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Section 21. UNIFORM ALLOWANCE
A.If an employee’s job classification requires him/her to wear a uniform while on duty,
as designated by the City or employee’s Department, the City will provide and
launder such uniform.
B. For the Administrative Secretary and Police Records Manager that works in the
Police Department, the City will provide the initial set of uniforms to the employees.
The newly hired employee will receive: two (2) class A uniforms; two (2) class B
uniforms; two (2) polo shirts and one (1) jacket or sweater. On all subsequent
anniversary dates the City will provide an annual uniform purchase and
maintenance allowance of $600.00. The employee’s uniforms shall meet the
applicable regulations for his/her job classification pursuant to City/Departmental
policies.
C. The monetary value of uniforms shall be reported to CalPERS in accordance with
CCR 571(a) and as defined by GC 7522.04(f)
Section 22. STAND-BY POLICY
The purpose of the Stand-by Policy is to have employees on stand-by to respond to major
incidents and emergencies during non-working hours which require immediate attention
to availability of qualified individuals with expertise in operating, maintaining, restoring
and repairing the City’s technology systems.
A. It is presently anticipated that the need for stand-by is for one (1) Information
Technology staff, with the understanding that actual stand-by staffing, if any,
remains at the discretion of the department head.
B. The Stand-by Policy does not apply to FLSA exempt managers and Executive
staff.
C. Stand-by duty requires that an employee be accessible, available, and physically
able to report to work. The employee must possess a City issued mobile phone
device that remains available for immediate contact. The employee must be ready,
willing, and able to respond to an emergency or incident or request for assistance
based on a pre-arranged schedule. Employees on stand-by must respond to the
mobile phone call immediately and be able to respond to the City within one (1)
hour of being called upon. The department head or designee will determine if an
employee is qualified to perform stand-by duties. The stand by duty period shall
be defined by the Department Head.
D. Employees on “stand–by” shall receive two (2) hours of regular straight time
compensation for each date that the employee is assigned to be on stand-by.
Stand-by time is not counted as hours worked for purposes of overtime calculation
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as employees are not restricted in their activities and may engage in non-work
related personal activities. On City-recognized Holidays where City Hall is closed,
employees on stand-by will be compensated four (4) hours of straight time
compensation.
E. An employee assigned to stand-by who is not available to report will be subject to
appropriate disciplinary action, unless the employee provides sufficient notice to
their immediate supervisor of their incapacity to respond prior to the call back so
that appropriate arrangements can be made for stand-by coverage.
F. When an employee on “stand-by” is called back to the City, he/she shall be entitled
to “stand-by” pay. Call back duty does not occur when an employee is held over
from his/her prior shift, or is working planned overtime. An employee called back
to duty shall be paid a minimum of four (4) hours of pay at the applicable overtime
rate. Time begins when the call back request is received and ends when the
employee returns home. If work is performed remotely, the employee shall receive
hour for hour compensation at the applicable overtime rate.
G. The employee will at times remain able to immediately respond to any
emergencies.
H. Each employee on stand-by duty is accountable to all of the rules and regulations
of the City.
I. In the event of a call back, the employee will wear his/her City uniform, if applicable.
Section 23. PER DIEM:
Per Diem is intended as a reimbursement to temporary/interim employees recruited from
outside the Los Angeles County area when working in a temporary or interim assignment
due to a critical staffing shortage to cover expenses relating to lodging/housing, travel,
meals, and incidentals. The rate is set at $125.00 for each day the employee physically
reports to work at the City of Vernon. The eligibility to receive this per diem must be pre-
approved and is at the discretion of the City Administrator.
Section 24. COMPENSATION FOR CLASSIFICATIONS DESIGNATED AS
EXECUTIVE, MANGEMENT, MID-MANAGEMENT, CONFIDENTIAL, UNCLASSIFIED,
AND ELECTED OFFICIALS:
EXECUTIVE
There shall be no Cost of Living Salary Adjustments (COLA) for classifications designated
as Executive for the fiscal year July 1, 2022 through June 30, 2023.
Effective the first full pay period in July, 2023, the salary ranges for classifications
designated as Executive shall be increased by 2.5%
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Effective the first full pay period in July, 2024, the salary ranges for classifications
designated as Executive shall be increased by 2.5%.
MANAGEMENT & MID-MANAGEMENT
Effective in July, 2022, employees who occupy classifications designated as
Management and Mid-Management shall receive a one-time lump sum Off Salary
Schedule payment equivalent to 3% of their annual base salary. This one-time Off Salary
Schedule Payment is given in lieu of any Cost of Living Adjustment or general salary
increase.
Effective the first full pay period in July, 2023, the salary ranges for classifications
designated as Management and Mid-Management shall be increased by 3%.
Effective the first full pay period in July, 2024, the salary ranges for classifications
designated as Management and Mid-Management shall be increased by 3%.
CONFIDENTIAL, UNCLASSIFIED, AND ELECTED OFFICIALS
Effective the first full pay period in July, 2022, the salary ranges for classifications
designated as Confidential, Unclassified, and Elected Officials shall be increased by 3%.
Effective the first full pay period in July, 2023, the salary ranges for classifications
designated as Confidential, Unclassified, and Elected Officials shall be increased by 3%.
Effective the first full pay period in July, 2024, the salary ranges for the classifications
designated as Confidential, Unclassified, and Elected Officials shall be increased by 3%.