HomeMy WebLinkAbout2009-10-21 - Resolution No. 09-21
RESOLUTION NO. 09-21
1 RESOLUTION OF THE BOARD OF DIRECTORS
OF THE YORBA LINDA WATER DISTRICT
ADOPTING THE EMPLOYEE COMPENSATION LETTER
AND PAY PLAN FOR MANAGEMENT EMPLOYEES
WHEREAS, the Yorba Linda Water District's Management employees exist as a group
separate from the Yorba Linda Water District Employees Association; and
WHEREAS, the last Management employees compensation letter was adopted on
September 28, 2006, and
WHEREAS, the Employee Compensation Letter and Pay Plan with the Management
employees for fiscal years 2006-2007, 2007-2008, and 2008-2009 expired
on June 30, 2009
NOW THEREFORE BE IT RESOLVED by the Board of Directors of the Yorba Linda
Water District as follows:
Section 1. The General Manager is authorized to execute the Management
Employee Compensation Letter for fiscal year 2009-2010 as attached
' hereto and by this reference incorporated as Exhibit "A"
Section 2. The Pay Plan, Salary Ranges and Authorized Classifications and Holiday
Schedule for Management Employees are approved and adopted as
attached hereto and by this reference incorporated herein as Exhibits "B"
through "D".
Section 3. That Resolution 06-09 is hereby rescinded.
PASSED AND ADOPTED this 21St day of October 2009, by the following called vote:
AYES- Directors Beverage, Collett, Mills and Summerfield
NOES. None
ABSTAIN: None
ABSENT Director Armstrong
John W erfield, President
Yorba Linda Water District
Resolution No. 09-21 Adopting Employee Compensation Letter and Pay Plan for Management Employees 1
ATTEST
Ask
Ken Vecchiarelli, Secretary
Yorba Linda Water District MW
Reviewed as to form by Special Employment Relations General Counsel:
Richard M. Kreisler, Esq.
Liebert Cassidy Whitmore
1
Resolution No. 09-21 Adopting Employee Compensation Letter and Pay Plan for Management Employees 2
Exhibit A
Resolution No. 09-21
Employee Compensation Letter
And Pay Plan for Management Employees
Fiscal years: 2009-2010
1 The General Manager shall prepare an Employee Compensation Letter for
consideration by the Board of Directors. The Employee Compensation
Letter shall describe the salaries, benefits and special conditions offered by
the District to its Management employee group.
II. The District shall maintain the salary schedule attached hereto as Exhibit B
for the period July 1, 2009 through June 30, 2010
111. The District's current contract with Ca1PERS is for a retirement benefit
based on the single highest year with a Fourth Level of 1959 Survivor
Benefit Program.
IV The District shall continue to pay the entire portion of the employee's
contribution rate. All payments will be credited to the employee's individual
account with PERS.
V. The District shall continue to maintain a "414(h)(2)" plan under the Internal
Revenue Code for the purpose of treating contributions to PERS as
deferred income for tax purposes to the extent permitted by law.
Contributions will continue to be deducted from the employee's actual
gross salary as reflected on the employee's pay stub. Employees shall
otherwise be responsible for all taxes related to fringe and reimbursement
benefits and the District shall make deductions in accordance with the law.
VI. Each employee will be annually reviewed on a one-year interval following
completion of their probationary period. An employee who receives a
meets job expectations evaluation will be entitled to move one (1) step and
an employee who receives an exceeds job expectations evaluation, shall
be allowed to move up to two (2) steps. Movement shall take place until
an employee has reached Step 9. The District shall endeavor to have
performance reviews completed within two (2) weeks after the employee's
anniversary date with the effective date of any merit salary increase being
on the anniversary date. If the evaluation is delayed, any subsequent
salary increase to which the employee could otherwise be entitled shall be
retroactive to the anniversary date.
VII. All new hires shall be subject to a twelve (12) month probationary period.
An existing employee who has been promoted to a new position will be
required to serve a six (6) month promotional probationary period in the
new position.
VIII. The District shall continue to provide group life insurance in the amount of
one times basic annual salary rounded to the next higher multiple of
$1,000, for each full-time regular Management Employee under age 70
Management Compensation Letter 2009/2010
after two full calendar months of service, in accordance with the provisions
of the contract between the District and any company of the District's
choosing providing such coverage. Management Employees may increase
the coverage to up to two time's annual salary by authorizing the additional
premium to be deducted from his/her salary
IX. The District shall pay 100% of the premium for hospital and medical
insurance for all Management employees who work in excess of 30 hours
per week, after they have worked for two calendar months, and up to 2/3 of
the additional premium toward Management employee dependent
coverage for covered employees with one dependent or up to 2/3 of the
additional premium toward Management Employee dependent coverage
for covered Management employees with more than one dependent in
accordance with the provisions of any contract between the District and
any company or companies of the District's choosing. The Management
employee shall pay the cost of the difference in premium, to be deducted
from his/her salary The Management employees shall have the option of
selecting a District-designated Health Maintenance Organization ("HMO").
The District contribution for HMO coverage will be in accordance with this
paragraph.
X. The District shall pay 100% of the premium for dental insurance for all
Management employees who work 30 hours or more per week, after they
have worked for two calendar months, and up to 2/3 of the additional
premium toward Management employee dependent coverage for covered
Management employees with one dependent or up to 2/3 of the additional
premium toward Management Employee dependent coverage for covered
Management Employees with more than one dependent in accordance
with the provisions of any contract between the District and any company
or companies of the District's choosing. The individual Management
employees shall pay the cost of the difference in premium, to be deducted
from his/her salary. The Management employees shall have the option of
selecting "Delta Care" with the contribution for "Delta Care" to be in
accordance with this paragraph.
A. District shall pay 100% of the premium for vision insurance for
Management employees who work more than 30 hours per week, after
they have worked for two calendar months; and up to 2/3 of the additional
premium toward dependent coverage for covered Management Employees
with one dependent, or up to 2/3 of the additional premium toward
dependent coverage for covered Management Employees with more than
one dependent, in accordance with the provisions of any contract between
the District and any company or companies of the District's choosing. The
individual Management Employee shall pay the cost of the difference in
premium, to be deducted from his/her salary.
XII. Subject to carrier approval, the District shall pay the amounts provided in
the paragraphs IX, X and XI of this agreement for any Management
Employee who retires from the District for a period of time which is
equivalent to one (1) year or pro-ration thereof on a monthly basis for each
Management Compensation Letter 2009/2010
three (3) years of service to the District or pro-ration thereof on a quarterly
basis. To be eligible for this benefit, the employee must be at least 50
years of age, must have five (5) years of service with the District, must
provide ninety (90) days notice of intent to retire must remain in a retired
status and must retire from the District in good standing. If any benefit
period remains when the Management Employee or his/her spouse
reaches ages 65, whichever is latest, and then coverage will convert to
Medicare Supplement for the remainder of the benefit period. For
purposes of this Agreement, retired status means that the Management
Employee shall not work for compensation for more than nine hundred
sixty (960) hours in any fiscal year (July 1 through June 30). The District
shall require a Management Employee to certify under penalty of perjury
that the Management Employee has remained on retired status and/or to
submit to such additional verification, as the District deems necessary to
demonstrate retired status. The retired Management Employee must
make any contribution required of a regular Management Employee
pursuant to paragraph IX, X and XI prior to the first day of the month in
which coverage is to be extended. Failure of a Management Employee to
make such payment shall result in termination of coverage and termination
of any right to any benefit pursuant to this section. A Management
Employee who retires (in accordance with the Public Employees'
Retirement System qualifications) shall be paid at the rate of his final
salary for 3/8 of his/her accumulated days of sick leave, if any, at the time
of separation from active employment. If the Management Employee
should die, his/her estate shall be entitled to such payment.
XIII. To the extent possible, the District shall extend its current plan under
Section 125 of the Internal Revenue Code to cover Management
Employees.
XIV. The District shall provide a long-term disability plan for Management
Employees which has a 90-day elimination period and provides at least
sixty percent (60%) of salary for a designated period of time in accordance
with coverage procured by the District from a carrier to be determined at
the District's sole discretion.
XV In situations where a Management Employee has been injured in a non-
duty accident and his/her disability leave exceeds one calendar month or
the total of his/her accumulated leaves, including sick leave, paid time off
and vacation, that portion of the leave exceeding 30 days or the total of
accumulated leaves, whichever is more, shall constitute a break in service
and his/her merit review dates and anniversary date will be adjusted
accordingly
XVI. The District will pay up to a total of $2,000 annually to establish and
administer a tax-advantaged flexible benefit plan, and a total of $5,000
annually to establish a tax advantaged dependent care plan. Plans will
conform to the requirements of Section 125 of the Internal Revenue Code,
and permits Management Employees to convert their share of insurance
premiums, un-reimbursed medical expenses, child care and other
Management Compensation Letter 2009/2010
qualifying expenditures to pretax dollars. Savings to the District through
reductions to the payroll and worker's compensation tax base will accrue to
the District and offset the costs of establishing and administering this
program.
XVII. The District shall reimburse Management Employees for sums paid to the
appropriate agencies for obtaining, or renewing, treatment and/or
distribution certificates, and other professional certifications, registrations
and job related training.
XVIII Management Employees who are required to wear safety boots in the
performance of their job, as determined by the General Manager, shall be
eligible for District-purchased boots in an amount not to exceed $150.00,
provided that the boots are from a list pre-approved by the General
Manager or his/her designee. The difference between $150.00 and the
amount actually used may be carried over for one year and combined with
a subsequent allocation for boot reimbursement.
XIX. The District shall provide educational reimbursement to Management
Employees for costs of tuition, fees, books and parking relating to
educational courses taken and completed at accredited institutions at a
rate not to exceed standard resident fees as charged by the California
State University. Course work must be job related as determined and
approved in advance by the General Manager Proof of payment and
successful completion of the course must accompany the reimbursement
request on a form provided by the District. Management Employee shall
be responsible for any tax consequences as a result of education
reimbursement. If for any reason, the employee separates from District
employment prior to completion of one (1) calendar year from the date of
distribution by the District of funds provided for herein, all such amounts
distributed during that one (1) calendar year period, shall be considered a
judgment due and owing to the District. The judgment amount shall be
deducted from the employee's closing check. Any remaining, non-
reimbursed amount shall be paid to the District within ninety (90) calendar
days of separation from District employment. Each employee receiving
funds pursuant to this section shall sign a written agreement to comply with
the terms of this section as a condition precedent to receipt of any such
funds.
XX. Management Employees who have been employed by the District for more
than one year may sell to the District up to forty (40) hours of accrued
unused vacation time upon thirty (30) days prior notice, provided that the
Management Employee takes a minimum of one-half the vacation time to
which he/she is entitled within the same annual period of the sold vacation
time. A member who has been employed by the District for more than one
year may also buy from the District up to an additional forty (40) hours of
vacation time within any calendar year for use during the same calendar
year, provided that full and complete payment has been made for the
purchased vacation time by salary modification prior to use of the vacation
time. It is expressly understood that this benefit is provided at the sole
Management Compensation Letter 2009/2010
discretion of the District and shall automatically terminate upon the
expiration of this Management letter unless an extension is expressly
agreed to by the District.
XXI. Management Employees will be entitled to either a District provided vehicle
or a car allowance of up to $350.00/month as determined by the General
Manager The Assistant General Manager, Engineering Manager, Finance
Director, IT Director and Human Resources Manager positions shall
receive a car allowance of $350.00 per month.
XXII. Management Employees shall receive a maximum of forty (40) hours of
administrative leave with pay each fiscal year Unused administrative
leave time at the end of each fiscal year, June 30, will be paid during the
following month of July with said time being calculated at the employee's
then straight time hourly rate. There will be no carry-over of administrative
leave time to the next fiscal year
XXIII. The District shall pay for nine (9) hours of holiday pay for any holiday
occurring on a day in which a Management Employee would normally work
a 9-hour day If a Management Employee regularly works an eight (8)
hour day, the District shall pay for eight hours of holiday pay The Holiday
schedule attached hereto as Exhibit D shall be in effect for full-time
Management employees covered by this Management letter
Holiday pay will be based on the work hours scheduled for the designated
holiday
In order to be eligible for holiday pay, a Management Employee must be
either at work or on paid leave of absence on the regularly scheduled
workday immediately preceding the day observed as the holiday and the
regularly scheduled workday immediately following the day observed as the
holiday
The term of this Compensation Letter for Management Employees is for
the period of July 1, 2009 to June 30, 2010
f~~an~efW~J,Utj r~LU ~ ~cne%Y
~ ~ ~. &j._ _October 21, 2009
Kenneth R. Vecchiarelli Date
General Manager
Management Compensation Letter 2009/2010
r
Exhibit "B"
Pay Plan Management Employees
Effective July 1st, 2009 thru June 30, 2010
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9
ME 30
Monthly $6,403.8600 $6,563.9565 $6,728.0555 $6,896.2568 $7,068.6633 77,245.3798 $7,426.5143 $7,612.1772 $7,802.4816
Hourly $36.9453 $37.8690 $38.8157 $39.7861 $40.7807 1.8003 $42.8453 $43.9164 45.0143
ME 31
Monthly 6,724.0530 $6,8921544 $7,0644582 $7,241.0697 $7,422.0964 $7,607.6488 $7,797.8401 $7,992.7861 8,192.6057
Hourly $38.7926 $39.7624 $40.7565 $417754 542.8198 $43.8903 $44.9875 $46.1122 $47.2650
ME 32
Monthly $7,060.2557 $7,236.7621 $7,417.6811 $7,603.1232 7,793.2012 $7,988.0313 8,187 7321 8,392.4254 $8,602.2360
Hourly 0 7322 $41 7506 $42.7943 $418642 $44.9608 $46.0848 $472369 $48.4178 $49.6283
ME 33
Monthly $7,413.2685 $7,598.6002 $7,788.5652 $7,983.2793 $8,182.8613 $8,3874328 $8,5971187 $8,812.0466 $9,032.3478
Hourly $42.7689 $43.8381 $44.9340 $46.0574 $47.2088 $48.3890 $49.5988 $50.8387 $52.1097
ME 34
Monthly 77,783.9319 7978.5302 $8,177.9935 $8,382.4433 $8,592.0044 $8,806.8045 9,026.9746 $9,252.6490 $9,483.9652
Hourly $44.9073 $46.0300 $47 1807 $48.3602 $49.5693 $50.8085 $52.0787 $53.3807 $547152
ME 35
Monthly $8,1731285 $8,3774567 $8,586.8931 $8,801.5655 $9,021.6046 $9,2471447 $9,478.3233 $9,715.2814 9,958.1634
Hourly 7 1527 $48.3315 $49.5398 $50.7783 $52.0477 $53.3489 54.6826 56.0497 57 4509
ME 36
Monthly $8,581 7849 $8,796.3295 $9,016.2378 $9,241.6437 $9,472.6848 $9,709.5019 $9,952.239571-37251 .0455 $10,456.0716
Hourly $49.5103 $50.7481 $52.0168 $53.3172 $54.6501 $56.0164 $574168 $58.8522 $60.3235
ME 37
Monthly $9,010.8742 $9,236.1460 $9,467.0497 $9,703.7259 $9,946.3191 $10,194.9770 $10,449.8515 $10,711.0978 $10,978.8752
Hourly $51.9858 512855 $54.6176 $55.9830 $57.3826 $58.8172 $60.2876 $617948 $63.3397
ME 38
Monthly $9,4614179 $9,697.9533 $9,9404022 $10,188.9122 $10,443.6350 $10,7047259'71-0-972 3440 11,246.6526 $11,527.8190
Hourly $54.5851 55.9497 $57.3485 $58.7822 $60.2517 $617580 63.3020 $64.8845 $66.5066
(Page 2 of 3) Exhibit B
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9
ME 39
Monthly $9,9344888 $10,182.8510 $10,4374223 $10,698.3578 $10,965.8168 11,239.9622 $11,520.9612 $11,808.9853 12,104.2099
Hourly $57.3144 $58.7472 $60.2159 $617213 63.2643 $64.8459 $66.4671 $68.1288 $69.8320
ME 40
Monthly $10,431.2132 $10,691.9935 $10,959.2934 $11,233.2757 $11,5141076 $11,801.9603 $12,097.0093 $12,399.4345 $12,709.4204
Hourly $601801 $61.6846 $63.2267 $64.8074 $66.4275 $68.0882 $697904 $71.5352 $73.3236
ME 41
Monthly $10,952.7739 $11,226.5932 $11,507.2581 $11,794.9395 $12,089.8130 $12,392.0583 $12,701.8598 $13,019.4063 $13,344.8914
Hourly $63.1891 $647688 $66.3880 $68.0477 $69 7489 $71 4926 $73.2800 75.1120 76.9898
ME 42
Monthly $11,500.4126 $11,787.9229 12,082.6210 $12,384.6865 $12,694.3036 $13,011.6612 $13,336.9528 $13,670.3766 $14,012.1360
Hourly $66.3485 $68.0072 $697074 $714501 $73.2364 $75.0673 $76.9440 $78.8676 $80.8392
ME 43
Monthly $12,075.4332 $12,377.3190 $12,686.7520 $13,003.9208 $13,329.0188 $13,662.2443 $14,003.8004 $14,353.8954 $14,712.7428
Hourly $69.6660 $71 4076 $73.1928 $75.0226 $76.8982 $78.8206 $807912 $82.8109 $84.8812
ME 44
Monthly $12,679.2049 $12,996.1850 $13,321.0896 $13,6541168 $13,995.4698 14,345.3565 $14,703.9904 $15,071.5902 $15,448.3799
Hourly $73.1493 74.9780 $76.8524 $78.7738 $80.7431 $82.7617 $84.8307 $86.9515 891253
ME 45
Monthly $13,313.1651 $13,645.9942 $13,9871441 $14,336.8227 14,695.2433 915,062.6243 15,439.1899 $15,825.1697 $16,220.7989
Hourly $76.8067 $78.7269 $80.6951 $82.7124 $847802 $86.8998 $89.0722 $91.2991 $93.5815
ME 46
Monthly $13,978.8234 $14,328.2939 $14,686.5013 15,053.6638 $15,430.0054 $15,815.7556 $16,211 1494 $16,616.4282 $17,031.8389
Hourly $80.6471 $82.6632 $847298 $878481 $89.0193 $91.2447 $93.5259 95.8640 $981606
ME 47
Monthly $14,677.7645 $15,044 7086, $15,420.8264 $15,806.3470 $16,201.5057 $16,606.5433 $17,021 7069 $17,447.2496 $17,883 4308
Hourly $84.6794 $86.7964 $88.9663 $91 1905 93.4702 $95.8070 98.2022 $100.6572 $103.1736
` In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated @ 2.5% between each step and 5.0% between each range.
(Page 3 of 3) Exhibit B
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9
ME 48
Monthly $15,411.6527 15,796.9441 $16,191.8677 $16,596.6644 $17,011.5810 $17,436.8705 $17,872.7923 $18,319.6121 18,777.6024
Hourly $88.9134 $911362 $93.4146 $95.7500 98.1437 $100.5973 $103.1123 $105.6901 $108.3323
ME 49
Monthly $16,182.2354 $16,586.7913 $17,0014611 $17,426.4976 $17,862.1600 $18,308.7140 18,766.4319 $19,235.5927 $19,716.4825
Hourly $93.3591 $95.6930 98.0854 $100.5375 $103.0509 $105.6272 $108.2679 $110.9746 $113.7489
ME 50
$1
Monthly $16,991.3472 7,416.1308 $17,851.5341 $18,297.8225 18,755.2680 $19,224 1497 $19,704 7535 $20,197.3723 $20,702.3066
Hourly $98.0270 100.4777 $102.9896 $105.5644 $108.2035 $110.9086 113.6813 $116.5233 $119.4364
In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated @ 2.5% between each step and 5.0% between each range.
Exhibit C
YORBA LINDA WATER DISTRICT
MANAGEMENT EMPLOYEES
SALARY RANGES AND AUTHORIZED CLASSIFICATIONS
07-01-2009
CLASSIFICATION TITLE SALARY RANGES
Assistant General Manager ME40
Engineering Manager ME37
Finance Director ME37
Human Resources Manager ME36
Information Technology Director ME37
Operations Manager ME37
Exhibit D
1 Independence Day
2. Labor Day
3. Veterans Day
4 Thanksgiving
5. Day after Thanksgiving
6. Christmas Eve
7 Christmas Day
8. New Years Day
9 Presidents Day
10. Memorial Day
11 Employee Chosen Floater
336530.1 Y0030-008