HomeMy WebLinkAbout2011-12-08 - Resolution No. 11-22
RESOLUTION NO. 11-22
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
January 13, 2011; and
WHEREAS, the Employee Compensation Letter and Pay Plan with the Management
employees for fiscal year 2010-2011 expired on June 30, 2011.
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 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 Management Employees are approved and adopted as
attached hereto and by this reference incorporated herein as Exhibits "B"
through "D".
Section 3. That Resolution No. 11-03 is hereby rescinded.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: None
President
Phil Hawkins
Yorba Linda Water District
Resolution No. 11-22 Adopting the Employee Compensation Letter and Pay Plan for Management Employees 1
ATTEST:
Kenneth R. Vecchiarelli Secretary
Yorba Linda Water District
Reviewed as to form by General Counsel:
rthur G. Kidman
Kidman, Behrens & Tague, LLP
Resolution No. 11-22 Adopting the Employee Compensation Letter and Pay Plan for Management Employees 2
Exhibit A
Resolution No. 11-22
Employee Compensation Letter
And Pay Plan for Management 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 Management 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.
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
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
Management Compensation Letter 2011/2012
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 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, 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. Management Employees may
increase the coverage 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 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 to cover the employee's share of the dependent
coverage. 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.
Management Compensation Letter 2011/2012
XI. District shall pay 100% of the premium for vision insurance for
Management employees 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 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 employed by the District on or before the adoption of Resolution
11-22 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
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. Management
employees hired after the adoption of Resolution 11-21 shall be ineligible to
receive this benefit.
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.
Management Compensation Letter 2011/2012
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. Effective January 1, 2012, Management 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 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.
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 Management 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 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.
XIX. 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 $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.
XX. 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
Management Compensation Letter 2011/2012
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. 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
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.
XXII. 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.
XXIII. 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.
XXIV. The Holiday schedule attached hereto as Exhibit D shall be in effect for
full-time Management employees covered by this Management letter. For
purposes of holiday compensation, compensation shall be equal to the
number of hours that the Management employee normally would have
worked other than for the holiday.
For those Management 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,
Management Compensation Letter 2011/2012
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 above
situation shall be used within 12 months following the accrual of each
floating 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, 2011 to June 30, 2012.
13 2z9
Ke neth R. Vecchiarelli Date
General Manager
Management Compensation Letter 2011/2012
EXHIBIT B
YORBA LINDA WATER DISTRICT
MANAGEMENT EMPLOYEES
SALARY RANGES AND AUTHORIZED CLASSIFICATIONS
7-1-2011 through 6-30-2012
CLASSIFICATION TITLE SALARY RANGES FLSA
Assistant General Manager ME40 EXEMPT
Engineering Manager ME37 EXEMPT
Finance Director ME37 EXEMPT
Human Resources and Risk Manager ME36 EXEMPT
Information Technology Director ME37 EXEMPT
Operations Manager ME37 EXEMPT
Exhibit "C"
Pay Plan Management 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
ME 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
ME 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
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 $40.7322 $41.7506 $42.7943 $43.8642 $44.9608 $46.0848 $47.2369 $48.4178 $49.6283
ME 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
ME 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 $49.5693 $50.8085 $52.0787 $53.3807 $54.7152
ME 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
ME 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
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 $53.2855 $54.6176 $55.9830 $57.3826 $58.8172 $60.2876 $61.7948 $63.3397
ME 38
Monthly $9,461.4179 $9,697.9533 $9,940.4022 $10,188.9122 $10,443.6350 $10,704.7259 $10,972.3440 $11,246.6526 $11,527.8190
Hourly $54.5851 $55.9497 $57.3485 $58.7822 $60.2517 $61.7580 $63.3020 $64.8845 $66.5066
(Page 2 of 3) Exhibit C
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9
ME 39
Monthly $9,934.4888 $10,182.8510 $10,437.4223 $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 $61.7213 $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 $11,514.1076 $11,801.9603 $12,097.0093 $12,399.4345 $12,709.4204
Hourly $60.1801 $61.6846 $63.2267 $64.8074 $66.4275 $68.0882 $69.7904 $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 $64.7688 $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 $69.7074 $71.4501 $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 $80.7912 $82.8109 $84.8812
ME 44
Monthly $12,679.2049 $12,996.1850 $13,321.0896 $13,654.1168 $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 $89.1253
ME 45
Monthly $13,313.1651 $13,645.9942 $13,987.1441 $14,336.8227 $14,695.2433 $15,062.6243 $15,439.1899 $15,825.1697 $16,220.7989
Hourly $76.8067 $78.7269 $80.6951 $82.7124 $84.7802 $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 $84.7298 $86.8481 $89.0193 $91.2447 $93.5259 $95.8640 $98.2606
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 C
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 $91.1362 $93.4146 $95.7500 $98.1437 $100.5973 $103.1123 $105.6901 $108.3323
ME 49
Monthly $16,182.2354 $16,586.7913 $17,001.4611 $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
Monthly $16,991.3472 $17,416.1308 $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 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