HomeMy WebLinkAbout2011-12-08 - Resolution No. 11-21
RESOLUTION NO. 11-21
RESOLUTION OF THE BOARD OF DIRECTORS
OF THE YORBA LINDA WATER DISTRICT
ADOPTING THE EMPLOYEE COMPENSATION LETTER
AND PAY PLAN FOR SUPERVISORY AND CONFIDENTIAL EMPLOYEES
WHEREAS, the Yorba Linda Water District's Supervisory and Confidential employees
exist as a group separate from the Yorba Linda Water District Employees
Association; and
WHEREAS, the last Supervisory and Confidential employees compensation letter was
adopted on January 13, 2011; and
WHEREAS, the Employee Compensation Letter and Pay Plan with the Supervisory
and Confidential employees for fiscal year 2010-2011 expired on June 30,
2011; and
WHEREAS, the Board of Directors desires to review the Supervisory and Confidential
Compensation Letter and adjust the Pay Plan for the Supervisory and
Confidential employees for fiscal year 2011-2012.
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 Supervisory and
Confidential Employee Compensation Letter for fiscal year 2011-2012 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 Supervisory and Confidential Employees are approved and
adopted as attached hereto and by this reference incorporated herein as
Exhibits "B" through "D".
Section 3. That Resolution No. 11-02 is hereby rescinded.
PASSED AND ADOPTED this 8th day of December 2011 by the following called vote:
AYES: Directors Beverage, Collett, Kiley and Melton
NOES: Director Hawkins
ABSTAIN: None
ABSENT: Done
Phil Hawkins President
Yorba Linda Water District
Resolution No. 11-21 Adopting the Employee Compensation Letter and Pay Plan for Supervisory and Confidential Employees 1
ATTEST:
Kenneth R. Vecchiareiii Secretary
~Yorba Linda Water District
Reviewed as to form by General Counsel: `a
Arthur G. Kidman
Kidman, Behrens & Tague, LLP
Resolution No. 11-21 Adopting the Employee Compensation Letter and Pay Plan for Supervisory and Confidential Employees 2
Exhibit A
Resolution No. 11-21
Employee Compensation Letter
And Pay Plan for Supervisory and Confidential Employees
Fiscal years: 2011-2012
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 Supervisory and Confidential employee group (Exhibit B).
II. The District shall maintain the salary schedule attached hereto as Exhibit C
for the period July 1, 2011 through June 30, 2012. The salary schedule
reflects that no base salary increase is provided.
III. The District's current contract with CalPERS 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 of CALPERS for individuals employed by the District on or
before the adoption date of Resolution 12-01, which approves an
amendment to the contract between the Yorba Linda Water District and
CalPERS to provide Section 21353 (2% @ 60 Full formula).
However, individuals hired by the District after the adoption date of
Resolution 12-01 shall be enrolled in the 2% @ 60 retirement formula and
shall pay 100% of the statutory CalPERS employee contribution to
CalPERS.
All payments will be credited to the employee's individual account with
CalPERS.
V. The District shall continue to maintain a "414(h)(2)" plan under the Internal
Revenue Code for the purpose of treating contributions to CalPERS 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) step. 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
Supervisory and Confidential Compensation Letter 2011/2012
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.
Such new hires shall accrue vacation commencing with the start of
employment but shall be ineligible to use accrued vacation time prior to
successful completion of six (6) months of service. An existing employee
who has been promoted to a new position will be required to serve a six (6)
month promotional probationary period on 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 Supervisory and Confidential Employee
under age 70 on the first day of the month following their date of hire, in
accordance with the provisions of the contract between the District and any
company of the District's choosing providing such coverage. Supervisory
and Confidential Employees may increase the coverage to up to five time's
annual salary not to exceed $300,000 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 Supervisory and Confidential 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 Supervisory and
Confidential Employee dependent coverage for covered employees with
one dependent or up to 2/3 of the additional premium toward Supervisory
and Confidential Employee dependent coverage for covered Supervisory
and Confidential 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 Supervisory and Confidential
Employee shall pay the cost of the difference in premium, to be deducted
from his/her salary to cover the employee's share of the dependent
coverage. Supervisory and Confidential 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
Supervisory and Confidential 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 Supervisory and Confidential Employee
dependent coverage for covered Supervisory and Confidential Employees
with one dependent or up to 2/3 of the additional premium toward
Supervisory and Confidential Employee dependent coverage for covered
Supervisory and Confidential 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
Supervisory and Confidential Employees shall pay the cost of the
difference in premium, to be deducted from his/her salary. Supervisory
Supervisory and Confidential Compensation Letter 2011/2012
and Confidential Employees shall have the option of selecting "Delta Care"
with the contribution for "Delta Care" to be in accordance with this
paragraph.
XI. District shall pay 100% of the premium, toward the premium for vision
insurance for Supervisory and Confidential members who work more than
30 hours per week, on the first day of the month following their date of hire;
and up to 2/3 of the additional premium toward dependent coverage for
covered Supervisory and Confidential Employees with one dependent, or
up to 2/3 of the additional premium toward dependent coverage for
covered Supervisory and Confidential 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 Supervisory and Confidential 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 Supervisory and
Confidential Employee employed by the District on or before the adoption
of Resolution 11-21 and 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 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 retire from the District after the date of this Agreement while in good
standing and upon ninety (90) days written notice, and must remain in
retired status. If any benefit period remains when the Supervisory and
Confidential 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 Supervisory and Confidential 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 may require a
Supervisory and Confidential Employee to certify under penalty of perjury
that the Supervisory and Confidential Employee has remained on retired
status and/or submit to such additional verification, as the District deems
necessary to demonstrate retired status. The retired Supervisory and
Confidential Employee must make any contribution required of a regular
Supervisory and Confidential 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 Supervisory and Confidential Employee to make such payment
shall result in termination of coverage and termination of any right to any
benefit pursuant to this section. Supervisory and Confidential employees
hired after the adoption of Resolution 11-21 shall be ineligible to receive
this benefit.
A Supervisory and Confidential Employee who retires (in accordance with
the Public Employees' Retirement System qualifications) shall be paid at
the rate of their final salary for 3/8 of their accumulated days of sick leave,
if any, at the time of separation from active employment. If the Supervisory
Supervisory and Confidential Compensation Letter 2011/2012
and Confidential 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 Supervisory and
Confidential Employees.
XIV. The District shall provide a long-term disability plan for Supervisory and
Confidential 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. Effective January 1, 2012, Supervisory and Confidential employees shall
be assigned to a four (4) day workweek, consisting of ten (10) scheduled
hours of work each day (a 4/10 schedule Monday through Thursday).
XVI. In situations where a Supervisory and Confidential 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.
XVII. 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 Supervisory and Confidential Employees to convert their share
of insurance premiums, un-reimbursed medical expenses, child care and
other 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.
XVIII. The District shall reimburse Supervisory and Confidential 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.
XIX. Supervisory and Confidential 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 $200.00, provided that the boots are from a list pre-approved by
the General Manager or his/her designee. The difference between
$200.00 and the amount actually used may be carried over for one year
and combined with a subsequent allocation for boot reimbursement.
Supervisory and Confidential Compensation Letter 2011/2012
XX. The District shall provide educational reimbursement to Supervisory and
Confidential 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. Supervisory
and Confidential 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.
XXI. Supervisory and Confidential 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 Supervisory and Confidential 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 discretion of the District
and shall automatically terminate upon the expiration of this Supervisory
and Confidential letter unless an extension is expressly agreed to by the
District.
XXII. The Holiday schedule attached hereto as Exhibit D shall be in effect for
full-time Supervisory and Confidential employees covered by this
Supervisory and Confidential letter. For purposes of holiday
compensation, compensation shall be equal to the number of hours that
the Supervisory and Confidential employee normally would have worked
other than for the holiday.
For those Supervisory ad Confidential employees whose scheduled work
week is Monday through Thursday, a holiday falling on a Friday or
Saturday shall not result in Thursday being a holiday and a holiday falling
on a Sunday, shall not result in Monday being a holiday. Instead observed
holidays that fall on a Friday, Saturday or Sunday shall be recognized as
floating holidays earned. The floating holidays earned as a result of the
Supervisory and Confidential Compensation Letter 2011/2012
above situation shall be used within 12 months following the accrual of
each floating holiday.
In order to be eligible for Holiday pay, a Supervisory and Confidential
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.
XXIII. The District shall reimburse Supervisory and Confidential employees for
sums paid to the appropriate state agencies for obtaining or renewing of
production or distribution certificates. In addition, a one-time per fiscal year
payment of $150.00 per certificate shall be provided to an affected
employee who has qualified for and been issued a State of California
Department of Health Services Treatment and/or Distribution certificate
which has been determined in the sole discretion of the General Manager
to be relevant to the employee's duties and which is other than a certificate
which is a job requirement. The $150.00 payment shall apply for any
Distribution and/or Treatment Certificates issued by the State of California
Department of Health Services that are required above and beyond the
required certification for a specific classification within the District's
Operations Department and shall be issued during each year in which the
applicable certificate(s) remains valid and remains other than a certificate
which is a job requirement. The table below identifies the positions that
require specific State of California certifications.
CLASSIFICATION REQ'D TREATMENT REQ'D DISTRIBUTION
CHIEF PLANT T3 D5
OPERATOR
SCADA T2 D3
ADMINISTRATOR
WATER D5
MAINTENANCE
SUPERINTENDENT
The term of this Compensation Letter for Supervisory and Confidential
Employees is for the period of July 1, 2011 to June 30, 2012.
_
Kenneth R. Vecchiarelli Date
General Manager
Supervisory and Confidential Compensation Letter 2011/2012
EXHIBIT B
YORBA LINDA WATER DISTRICT
SUPERVISORY AND CONFIDENTIAL EMPLOYEES
SALARY RANGES AND AUTHORIZED CLASSIFICATIONS
7-1-2011 through 6-30-2012
CLASSIFICATION TITLE SALARY RANGES FLSA
Assistant Administrator I SC25 EXEMPT
Chief Plant Operator SC31 EXEMPT
Customer Service Supervisor SC27 EXEMPT
Executive Secretary SC25 NON-EX
Human Resources Analyst SC25 EXEMPT
Information Systems Administrator SC30 EXEMPT
Management Analyst SC28 EXEMPT
Personnel Technician SC23 NON-EX
Public Information Officer SC30 EXEMPT
SCADA Administrator SC30 EXEMPT
Sr. Accountant SC25 EXEMPT
Sr. Construction Inspector SC26 NON-EX
Sr. Project Manager SC34 EXEMPT
Water Maintenance Superintendent SC30 EXEMPT
Water Quality Engineer SC29 EXEMPT
Exhibit "C"
Pay Plan Supervisory & Confidential Employees
Effective July 1st, 2011 thru June 30, 2012
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9
SC 21
Monthly $4,127.9853 $4,231.1849 $4,336.9645 $4,445.3887 $4,556.5234 $4,670.4365 $4,787.1974 $4,906.8773 $5,029.5492
Hourly $23.8153 $24.4107 $25.0209 $25.6465 $26.2876 $26.9448 $27.6184 $28.3089 $29.0166
SC 22
Monthly $4,334.3845 $4,442.7442 $4,553.8128 $4,667.6581 $4,784.3495 $4,903.9583 $5,026.5572 $5,152.2212 $5,281.0267
Hourly $25.0061 $25.6312 $26.2720 $26.9288 $27.6020 $28.2921 $28.9994 $29.7244 $30.4675
SC 23
Monthly $4,551.1038 $4,664.8814 $4,781.5034 $4,901.0410 $5,023.5670 $5,149.1562 $5,277.8851 $5,409.8322 $5,545.0780
Hourly $26.2564 $26.9128 $27.5856 $28.2752 $28.9821 $29.7067 $30.4493 $31.2106 $31.9908
SC 24
Monthly $4,778.6590 $4,898.1254 $5,020.5786 $5,146.0930 $5,274.7454 $5,406.6140 $5,541.7793 $5,680.3238 $5,822.3319
Hourly $27.5692 $28.2584 $28.9649 $29.6890 $30.4312 $31.1920 $31.9718 $32.7711 $33.5904
SC 25
Monthly $5,017.5919 $5,143.0317 $5,271.6075 $5,403.3977 $5,538.4826 $5,676.9447 $5,818.8683 $5,964.3400 $6,113.4485
Hourly $28.9476 $29.6713 $30.4131 $31.1734 $31.9528 $32.7516 $33.5704 $34.4097 $35.2699
SC 26
Monthly $5,268.4715 $5,400.1833 $5,535.1879 $5,673.5676 $5,815.4068 $5,960.7919 $6,109.8117 $6,262.5570 $6,419.1209
Hourly $30.3950 $31.1549 $31.9338 $32.7321 $33.5504 $34.3892 $35.2489 $36.1301 $37.0334
SC 27
Monthly $5,531.8951 $5,670.1925 $5,811.9473 $5,957.2460 $6,106.1771 $6,258.8315 $6,415.3023 $6,575.6849 $6,740.0770
Hourly $31.9148 $32.7126 $33.5305 $34.3687 $35.2279 $36.1086 $37.0114 $37.9366 $38.8851
SC 28
Monthly $5,808.4898 $5,953.7021 $6,102.5446 $6,255.1082 $6,411.4860 $6,571.7731 $6,736.0674 $6,904.4691 $7,077.0808
Hourly $33.5105 $34.3483 $35.2070 $36.0872 $36.9893 $37.9141 $38.8619 $39.8335 $40.8293
Monthly $6,098.9143 $6,251.3872 $6,407.6719 $6,567.8637 $6,732.0603 $6,900.3618 $7,072.8708 $7,249.6926 $7,430.9349
Hourly 35.1860 36.0657 36.9673 37.8915 38.8388 39.8098 40.8050 41.8251 42.8708
(Page 2 of 2) Exhibit C
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9
SC 30
Monthly $6,403.8600 $6,563.9565 $6,728.0555 $6,896.2568 $7,068.6633 $7,245.3798 $7,426.5143 $7,612.1772 $7,802.4816
Hourly $36.9453 $37.8690 $38.8157 $39.7861 $40.7807 $41.8003 $42.8453 $43.9164 $45.0143
SC 31
Monthly $6,724.0530 $6,892.1544 $7,064.4582 $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 $41.7754 $42.8198 $43.8903 $44.9875 $46.1122 $47.2650
SC 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 $40.7322 $41.7506 $42.7943 $43.8642 $44.9608 $46.0848 $47.2369 $48.4178 $49.6283
SC 33
Monthly $7,413.2685 $7,598.6002 $7,788.5652 $7,983.2793 $8,182.8613 $8,387.4328 $8,597.1187 $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
SC 34
Monthly $7,783.9319 $7,978.5302 $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 749.5693 $50.8085 $52.0787 $53.3807 $54.7152
SC 35
Monthly $8,173.1285 $8,377.4567 $8,586.8931 $8,801.5655 $9,021.6046 $9,247.1447 $9,478.3233 $9,715.2814 $9,958.1634
Hourly $47.1527 $48.3315 $49.5398 $50.7783 $52.0477 $53.3489 $54.6826 $56.0497 $57.4509
SC 36
Monthly $8,581.7849 $8,796.3295 $9,016.2378 $9,241.6437 $9,472.6848 $9,709.5019 $9,952.2395 $10,201.0455 $10,456.0716
Hourly $49.5103 $50.7481 $52.0168 $53.3172 $54.6501 $56.0164 $57.4168 $58.8522 $60.3235
SC 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 $53.2855 $54.6176 $55.9830 $57.3826 $58.8172 $60.2876 $61.7948 $63.3397
* 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 D
2011-2012 HOLIDAY SCHEDULE
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
350310.1 Y0030-008