HomeMy WebLinkAbout1997-06-26 - Resolution No. 97-03• RESOLUTION NO. 97-03 •
RESOLUTION OF THE BOARD OF DIRECTORS
OF THE YORBA LINDA WATER DISTRICT
ADOPTING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE
DISTRICT AND CALIFORNIA TEAMSTERS AND A PAY PLAN FOR THE
BARGAINING UNIT EMPLOYEES
WHEREAS, District Personnel Rule 12 provides for the recognition of employee
organizations in order to promote communication between the District,
its employees, and recognized employee organizations; and,
WHEREAS, District employees within the designated Bargaining Unit have elected
to be represented by the California Teamsters Public, Professional, and
Medical Employees Union, Local 911 (California Teamsters); and,
WHEREAS, the District has recognized the California Teamsters as the recognized
employee organization; and,
WHEREAS, an agreement between the District and the recognized employee
organization exists and the details are set forth in the 1997-98, 1998-99,
1999-2000 and 2000-01 Memorandum of Understanding between the
District and the California Teamsters.
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 Memorandum of
Understanding between the Yorba Linda Water District and the California
Teamsters Public, Professional, and Medical Employees Union, Local 911,
for the years 1997-98, 1998-99, 1999-2000 and 2000-01, as attached hereto
and by this reference incorporated herein as Exhibit "A".
Section 2. The fiscal 1997-98, 1998-99, 1999-2000 and 2000-01 Pay Plan for the
Bargaining Unit employees is approved and adopted as attached hereto and
by this reference incorporated herein as Exhibit "B 1" and "B2."
PASSED AND ADOPTED this 26th day of June, 1997 by the following called vote:
Ayes: Armstrong, Fox, Scanlin, and Beverage
Noes: Korn
Absent: None
Abstain: None ✓ C~~'I(~/ \
Paul Armstrong, President
Yorba Linda Water District
ATTE Ailliam Robertson, Secretary
Yorba Linda Water District
Yorba Linda Wat r
District
• Memoran um of
Understa ding
between orba Linda
Water Dis rict and the
� California Teamsters
Public, Professional
f .
and Medi al
Y
Employe s Union,
Local 911 for the
period Ju y 19 1997
through J ne 30,
2001 .
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MEMORANDUM OF UNDERSTANDING
BETWEEN YORBA LINDA WATER DISTRICT ,
AND THE CALIFORNIA TEAMSTERS PUBLIC,'
PROFESSIONAL AND MEDICAL EMPLOYEES UNION, L CAL 911
FOR THE PERIOD JULY 1, 1997, THROUGH JUNE 3I0, 2001
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Table of Contents
1997-1998—2001-2001 MEMORANDUM OF UNDERST NDING
Page
Article I—Recognition 1
Article II—Employee Rights 1
Article III—Salary Schedule 1
3.1 Salary Schedule 1
3.2 Employee PERS Contribution Rate 2
3.3 Classification Level Concepts 2
3.4 Merit Increases 2
3.5 Acting Pay 3
3.6 PERS Tax Status [414 (h) (2)] 4
Article IV—Overtime and Compensatory Time Off 4
4.1 Overtime 4
4.2 Compensatory Time Off 5
Article V—Standby and Call Out Compensation 5
5.1 Standby Compensation 5
5.2 Call Out Compensation 6
Article VI—Insurance 6
6.1 Life Insurance 6
6.2 Health and Accident Insurance 7
6.3 Dental Insurance 7
6.4 Vision Insurance 8
6.5 Cost Adjustments 9
6.6 Retiree Insurance Benefits 9
6.7 Cafeteria Plan 10
6.8 Long Term Disability 10
Article VII—Hours 11
Article VIII—Holidays 12
Article IX—Vacation 14
Article X—Leaves 17
10.1 Sick Leave 17
10.2 Disability Leave 19
10.3 Military Leave 20
10.4 Leave of Absence Without Pay 20
10.5 Maternity Leave 21
10.6 Jury Duty/Court Testimony 22
10.7 Bereavement Leave 22
Article XI—Grievance Procedure 23
11.1 Purpose 23
11.2 Matters Subject to the Grievance Procedure 23
11.3 Informal Grievance Adjustment 23
11.4 Formal Grievance Procedure 24
11.5 General Conditions 25
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Table of Contents–continued
1997-1998—2001-2001 MEMORANDUM OF UNDERST DING
Article XII—Employee Discipline 26
12.1 Forms of Discipline 26
12.2 Procedure 26
12.3 Appeal of Disciplinary Action 27
Article XIII—Job Posting 30
Article XIV—Miscellaneous Benefits 30
14.1 Safety Boot Allowance 30
14.2 Reimbursement for Certificates 30
14.3 Education Reimbursement 31
14.4 Uniforms 31
Article XV—Drug Policy 31
Article XVI—Completion of Meet and Confer 32
Article XVII—Concerted Activities 33
Article XVIII—Union Rights 34
17.1 Right of Access 34
17.2 Dues Deduction 34
Article IX—Term of Agreement 35
Article XX—District Governing Board Approval 35
EXHIBITS & APPENDIX
Exhibit "A" Current Job Titles
Exhibit "B1" Pay Plan: July 1, 1997 -June 30, 2000
Exhibit "B2" Pay Plan: July 1,2000 -June 30, 2001
Exhibit "C" Dues Checkoff
Exhibit"D"Holiday Schedule, 1997-98 through 2000-01
MEMORANDUM OF UNDERSTANDING
BETWEEN YORBA LINDA WATER DISTRICTI
AND THE CALIFORNIA TEAMSTERS PUBLIC, PROFESSIONAL
AND MEDICAL EMPLOYEES UNION, LOCAL 9111
ARTICLE I . RECOGNITION
1. 1 Pursuant to the provisions of the Governor 'nt Code and the
Rules and Regulations of the District, Yorba Linda Water District
(hereinafter called the "District") has recognized the California
Teamsters Public, Professional and Medical Employees Union, Local
911, an affiliate of the International Brotherhoo of Teamsters,
Chauffeurs, Warehousemen and Helpers of America (hereinafter
called the "Union" ) as the recognized repres ntative of a
bargaining unit consisting of the classificati ns listed in
Exhibit "A" to this Memorandum of understanding (her inaf ter called
"unit employees") .
ARTICLE II . EMPLOYEE RIGHTS
2 . 1 Unit employees shall have the right, outside of their
regular working hours, to form, join and parti ipate in the
activities of unit employees organizations of their own choosing.
ARTICLE III . SALARY SCHEDULE
3 . 1 The District shall maintain the salary schedule attached
hereto as Exhibit "B-1" for fiscal years 1997-98 1998-99, and
1999-2000, and shall implement the salary schedule attached hereto
is Exhibit "B-2" which contains an additional 2% s lary increase
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effective July 1, 2000, which salary schedule shal be maintained
for the balance of the 2000-01 fiscal year.
Section 3 .2 Employee PERS Contribution Rate.
The employee contribution rate to PERS is est blished by the
state legislature, and is currently set at 7% . For the 1997-98
fiscal year, the District agrees to pay 3% of the e ployee' s share
of 7%; for the 1998-99 fiscal year, the District a rees to pay 5%
of the employee' s share of 7%; for the 1999-2000 iscal year and
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the remaining term of this MOU, the District shall pay the entire
726 of the employee' s contribution rate. All pa ents will be
credited to the employee' s individual account with PERS.
Section 3 . 3 Classification Level Concepts.
During the term of this MOU, the District shall provide for
the movement based upon merit from Level I to Level II in the
following classifications : Meter Reader, Accounting Assistant;
Engineering Tech; Customer Service Rep; Plant Operation and
Mechanic and from Level I to Level II and Level II o Level III in
the Maintenance Worker classification.
Section 3 .4 Merit Increases.
3 .4 . 1 Unit employees may be considered for merit
salary increases. These merit increases to st ps within an
established salary range shall not be automatic but may be granted
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only for continued or sustained improvement by the unit employees
in the effective performance of the duties of his position as
determined within the District' s sole discretion.
3 .4 .2 The District has developed a rating factor
system for evaluation purposes. Merit salary increases from Steps
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1 through 3 within an established salary range equire that an
employee have 60 or more points on the regular emplc ee evaluation.
In order for an employee to move to a step above Sheep 3 within an
established salary range, the employee must have 8 or more points
on the annual employee evaluation. At any time an mployee on Step
4 within an established salary range fails to ach eve 70 or more
points on the employee' s annual evaluation the
P � a to P Y ee will be
reduced one step. At any time an employee on St p 5 within an
established salary range fails to achieve 80 or mo points on the
employee' s- annual evaluation, the employee will a reduced one
step. Such a step reduction shall be a functio of evaluation
content and not be considered discipline for any p rpose.
3 .4 . 3 A new unit employee or rec assified unit
employee shall be eligible for consideration for a merit salary
increase upon completion of the probationary p riod. It is
understood that any employee not notified prior to the end of the
probationary period that he has not passed pro ation or that
probation has been extended shall be considere a permanent
employee. Subsequent merit salary increase eligibil ' ty dates shall
be at one (1) year intervals following the com letion of the
probationary period. All employees shall receive review on or
before this anniversary date. The effective dat of any merit
salary increase shall generally be at the beginning of the pay
period following approval of the General Manager.
3 . 5 The Personnel Officer may appoint an emplo ee to serve in
a position on a temporary "acting appointment" basis The employee
shall be paid at the nearest, higher step in the s lary range of
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the position after 30 days within any one year of s tisfactory job
performance. The employee shall return to his/her original
position and salary step at the discretion of the Personnel
Officer. The term of an "acting appointment" shall last not longer
than one (1) year.
3 . 6 The District shall maintain a "414 (h) (2) "' plan under the
Internal Revenue Code for the purpose of treating c' ntributions to
PERS as deferred income for tax purposes to the extent permitted by
law. Contributions will continue to be dedu ted 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.
ARTICLE IV. OVERTIME AND COMPENSATORY TI E OFF
Section 4 . 1 Overtime.
4 . 1 . 1 A unit employee covered by thi Memorandum of
Understanding who performs authorized work in exce s of an 8-hour
work day, except for those non-maintenance yard emp oyees who work
a nine-eighty schedule, or a 40-hour work w ek, shall be
compensated for such overtime work at the rate of o e and one-half
times his regular hourly rate of pay. Overtime shal be calculated
to the nearest one-half hour of overtime worked. In order to
receive overtime compensation, non-emergency ove time must be
authorized in advance by the appropriate depart ent head and
approved by the General Manager.
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Section 4 . 2 Compensatory Time Off .
4 .2 . 1 Compensatory time off may be at thorized by the
appropriate department head in lieu of overtime pay on the basis of
the best interests of his department and the Distr' ct . Compensa-
tory time off shall be taken at the rate of one an one-half hours
of compensatory time off for each hour of overti a worked. The
maximum amount of compensatory time off which ma be accrued is
forty hours . At the employee' s request, the employ 'e shall be paid
for compensatory time in minimum increments of 10 Y> urs in lieu of
time off . Upon termination, a unit employee shall be compensated
at his current rate of pay for any accrued compens tory time.
ARTICLE V. STANDBY AND CALL OUT COMPENS TION
Section 5 . 1 Standby Compensation. A unit employee assigned to
standby duty for purposes of being on call to h 'ndle emergency
situations arising at times other than normal work ng hours shall
be paid a flat fee for each day he is assigned t standby duty.
The flat fee during the term of this MOU shall be s follows :
Fiscal years Fee
1997-98 $24
1998-99 $25
1999-2000 $26
2000-2001 $27
(It is understood that standby duty for pump oper tions will be
provided by qualified and available employees as assigned by the
supervisor, and that those individuals in Main enance I and
Maintenance II positions determined qualified by the District shall
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be eligible for standby duty. Otherwise, standby ligibility will
be as existed prior to the date of this ` Memorandum of
Understanding. ) The pay for standby time may be accrued to the
second payday in December and paid in a lump sum o2 it may be paid
at the regular pay period in which the standby dut is completed.
Section 5 . 2 Call-Out Compensation.
5 . 2 . 1 Call-out compensation shall be as follows :
(a) When a unit employee is called out between the
hours of 10 : 00 p.m. and 6 : 00 a.m. for emergency sit ations arising
at times other than the employee' s normally scheduled working
hours, the employee shall be paid time and one-halE base rate for
each hour worked; provided, however, the employee will be paid a
minimum of two hours .
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(b) When a unit employee is called ' ut between the
hours of 6 : 00 a.m. and 10 : 00 p.m. , for emergency sit, ations arising
at times other than the employee' s normally sc eduled working
hours, the employee shall be paid time and one-hal base rate for
each hour worked; provided, however, the employee will be paid a
minimum of one hour.
(c) All emergency call-out time which exceeds one
hour shall be calculated to the nearest one-half hour of time
worked.
ARTICLE VI . INSURANCE
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Section 6 . 1 Life Insurance.
6 . 1 . 1 The District shall continue to, provide group
life insurance, in the amount of one times basic annual salary
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rounded to the next higher multiple of $1, 000, forj each full-time
permanent unit employee under age 70 after two full ('calendar months
of service, in accordance with the provisions 'f the contract
between the District and any company of the Dist ict' s choosing
providing such coverage. An employee may increase the coverage to
up to two times annual salary by authorizing the ad itional premium
to be deducted from salary.
Section 6 .2 Health and Accident Insurance.
6 .2 . 1 The District shall pay up to $196 . 05 per month
but not more than 100% of the premium toward tie premium for
hospital and medical insurance for all unit employ es who work in
excess of 30 hours per week, after they have orked for two
calendar months, and up to an additional $151 . 19 pe month but not
more than 2/3 of the additional premium toward unit employee
dependent coverage for covered employees with one ependent or up
to $197 . 11 per month but not more than 2/3 of the additional
premium toward unit employee dependent coverag for covered
employees with more than one dependent in accor ance with the
provisions of any contract between the District and any company or
companies of the District' s choosing. The indi idual employee
shall pay the cost of the difference in premium, to be deducted
from salary. The employees shall have the option of selecting a
District-designated Health Maintenance Organizatio ("HMO") . The
District contribution for HMO coverage will be in ccordance with
this paragraph.
Section 6 . 3 Dental Insurance.
6 .3 . 1 The District shall pay up to $ 9 .54 per month
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but not more than 100% of the premium for dental i surance for all
unit employees who work 30 hours or more per week, ;,,after they have
worked for two calendar months, and up to an addit -onal $13 . 08 per
month but not more than 2/3 of the additional premium toward unit
employee dependent coverage for covered emplo ees with one
dependent or up to $31 .27 per month but not more han 2/3 of the
additional premium toward unit employee dependenr coverage for
covered employees with more than one dependent in ccordance with
the provisions of any contract between the District and any company
or companies of the District' s choosing. The indi idual employee
shall pay the cost of the difference in premium, to be deducted
from salary. The employees shall have the opti of selecting
"Delta Care" with the contribution for "Delta re" to be in
accordance with this paragraph.
Section 6 .4 Vision Coverage .
6 .4 . 1 The District shall pay up to $ . 13 per month,
but not more than 100% of the premium, toward t e premium for
vision insurance for unit members who work more th n 30 hours per
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week, after they have worked for two calendar month and up to an
additional $6 . 70 per month but not more than 2/3 of the additional
premium toward dependent coverage for covered empl yees with one
dependent, or up to $13 . 31 per month but not more han 2/3 of the
additional premium toward dependent coverage for co ered employees
with more than one dependent, in accordance with th provisions of
any contract between the District and any company r companies of
the District' s choosing. The individual employee shall pay the
cost of the difference in premium, to be deducted f om salary.
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Section 6 . 5 Cost Adjustments .
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6 . 5 . 1 During the term of this agreement the maximum
amounts in Sections 6 .2, 6 .3 and 6 .4 shall be adju ted to reflect
the actual cost to the District of employee coverag and 2/3 of the
cost of all dependent coverages.
Section 6 . 6 Retiree Insurance Benefits.
6 . 6 . 1 Subject to carrier approval, th ' District shall
pay the amounts provided in Sections 6 .2 and 6 .3 of this Agreement
for any employee who retires from the District for a period of time
which is equivalent to one (1) year or proratioi thereof on a
monthly basis for each three (3) years of service o the District
or proration 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 etire from the
District after the date of this Agreement while i good standing
and upon ninety (90) days written notice, and ust remain in
retired status . For purposes of this Agreement, retired status
means that the employee shall not work for compen ation for more
than seven hundred twenty (720) hours in any fisc l year (July 1
through June 30) . The District may require an empl yee to certify
under penalty of perjury that the employee has rema ned on retired
status and/or submit to such additional verifi' ation as the
District deems necessary to demonstrate retired status. The
retired employee must make any contribution requir d of a regular
employee pursuant to Section 6 .2 prior to the fi st day of the
month in which coverage is to be extended. Failure of an employee
to make such payment shall result in termination of coverage and
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termination of any right to any benefit pursuant t this section.
Section 6 . 7 Cafeteria Plan.
6 . 7 . 1 To the extent possible, the District shall
extend its current plan under Section 125 of the I ternal Revenue
Code to cover unit employees.
Section 6 . 8 Loncr-Term Disability.
6 . 8 . 1 The District shall provide a long-term
disability plan for employees which has a 90-day ell ination period
and provides sixty percent (60°x) of salary for a designated period
of time in accordance with coverage procured by thB District from
a carrier to be determined at the District' s sole iscretion.
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ARTICLE VII . HOURS
7 . 1 The regular work week for all full-time unit employees
covered by this Memorandum of Understanding shall be 40 hours as
scheduled by department heads. It is expressly understood that
Department Heads may schedule maintenance and �lant operation
shifts which include evening, weekend and holiday work.
(Specifically, the Department Head may create crew3 consisting of
two individuals, one from either Maintenance Lead Man or
Maintenance III, and the other from Maintenance II, or Maintenance
I assigned to an on-duty maintenance shift availabl for emergency
situations and other maintenance assignments which ay be required
to work Saturdays or Sundays. Volunteers for such crews shall
first be solicited. In the event that there a e insufficient
volunteers, all maintenance employees shall be asc to such
crews on a three-month rotating basis . Employees may work out
trades, provided that the trade is completed within the same work
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week and one day notice is given to the Supervisor. Plant
operators shall be assigned in accordance with past ractice. ) For
all unit employees with an average regular work week of 40 hours,
the hourly rate of pay shall be twelve time the monthly rate
divided by 2, 080 (40 hours times 52 weeks) . An employee may
request a part-time assignment which shall be granted at the sole
discretion of the General Manager or his designee.
7 .2 The District at its sole discretion may of Eer a 9/80 work
schedule . If such a schedule is offered for maintenance workers,
however, all maintenance workers must participate provided that
two-thirds of such workers so elect .
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7 . 3 Those unit employees covered by this Memorandum of
Understanding whose regularly scheduled 40-hour work week or
special shift work week includes working hours after 6 : 00 P.M.
and/or before 6 : 00 A.M. Monday through Friday, and/or any hours on
Saturday and/or Sunday and/or holidays, shall be paid a
differential equal to their regular hourly rate pl s five percent
(5%s) for each hour worked after 6 : 00 P.M. and/or before 6 : 00 A.M.
Monday through Friday, and/or all hours worked on aturday and/or
Sunday and/or holidays.
ARTICLE VIII . HOLIDAYS
8 . 1 The following days shall be recognized i s holidays and
full-time unit employees covered by this emorandum of
Understanding (with the exception of employees assi ned to special
shift work for pumping plant operations and on-d 'ty maintenance
available for emergency situations) shall have the e holidays off
with pay:
(a) Independence Day
(b) Labor Day
(c) Veterans Day
(d) Thanksgiving Day and day after
(e) Christmas Day
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(f) New Year' s Day
(g) President' s Birthday
(h) Memorial Day
There shall be two additional holidays each yea r, one of which
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is in lieu of Admission' s Day, as follows :
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1997-98
December 26, 1997; and January 2, 1998
1998-99
December 24 and 31, 1998
1999-2000
December 22 and 23, 1999
2000-01
December 26 and 27, 2000
8 . 2 Regular part-time unit employees shall receive holiday
pay in proportion to the average or normal hours worked as a part-
time employee (e.g. , 4 hours worked by a part-time employee would
be paid 4 hours on a holiday) .
8 .2 . 1 For those unit employees whose scheduled work
week is Monday through Friday, a holiday falling on a Saturday
shall be taken on Friday and any holiday falling on unday shall be
taken on Monday, unless another day is designated by the General
Manager.
8 .2 .2 For those unit employees no assigned to
special shift work whose scheduled work week is not Monday through
Friday, any holiday falling on their scheduled days off shall be
taken so as to provide the employee with three consecutive days
off, unless another day is designated by the General Manager.
(For example; for a Sunday to Thursday work week, if a
holiday falls on Friday or Saturday, the employee to) es Thursday as
a holiday; or, for a Tuesday to Saturday work week if a holiday
falls on Saturday or Sunday, the employee takes Tuesday as a
holiday. )
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8 . 3 Unit employees assigned to special shif work shall be
entitled to receive one day of paid time off (an i' -lieu holiday)
on a day designated or approved by the District at t he regular rate
of pay for each holiday whether or not the holi ay falls on a
regularly scheduled workday for that employee, o long as the
pumping plant is manned and/or a maintenance cre is on duty at
work for emergency situations during the holiday period.
8 .4 If unit employees, other than employe s assigned to
special shift work, are required to work on a holi ay, they shall
receive, in addition to the paid holiday, compensa ion equivalent
to one and one-half times their regular rate of p y for the time
actually worked during a regularly scheduled holid y.
8 . 5 In order to be eligible for holiday pay, unit employee
must be either at work or on paid leave of absence the regularly
scheduled workday immediately preceding the day bserved as the
holiday and the regularly scheduled workday immedi tely following
the day observed as the holiday.
ARTICLE IX. VACATION
9 . 1 Unit employees covered by this 4emorandum of
Understanding shall receive annual vacation with par accordance
with the following provisions :
(a) Full-time unit employees wi ' h an average
regular work week of 40 hours shall accrue paid acation at the
following rate per month:
0 but less than 5 yrs . service - 6 `2/3 hrs/mo (10
days/yr)
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5 but less than 15 yrs . service - 10 hrs/mo (15
days/yr)
15 or more years service - 13- '/3 hrs/mo (20
days/yr)
(b) Part-time unit employees shall accrue paid
vacation in proportion to the average or normal ho rs worked as a
part-time employee.
9 .2 For vacation accrual the last day of the month shall be
considered the ending of the accrual period and a l accruals for
the preceding month or fraction of a month th reof shall be
credited to the employee at this time; provided, ho ever, that the
date for determining a change in the accrual ra a provided in
paragraph 9 . 1 (a) shall be the first day of the month on which the
employee was hired by the District .
9 .3 Paid vacations shall continue to accrue in accordance
with the above provisions during any period of lea e with pay.
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9 .4 All vacations shall be scheduled and take in accordance
with the best interest of the District and the depa tment in which
the employee is employed.
9 . 5 The maximum amount of vacation that may a taken at any
given time shall be that amount that has accrued t; the employee
concerned. The minimum amount of vacation that may ' e taken at any
given time shall be one hour.
9 . 6 A unit employee shall be eligible to to e any accrued
vacation after a completion of six months of service,; including the
probationary period.
9 . 7 Each unit employee shall have one (1) hou deducted from
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his accrued vacation time for each hour of vaca ion taken. An
employee with a regular workday of eight (8) hours 'hall have eight
(8) hours deducted from his accrued vacation time or each day of
vacation taken.
9 . 8 The maximum vacation that may be accrued shall not be
more than one and one-half (1-1/2) times the amo 'nt that may be
accrued in one year of service. Vacation, in exces of the maximum
which is accrued but not taken, will be forfeited xcept with the
written permission to accrue it from the General Manager at his
sole discretion.
9 . 9 Upon termination, a unit employee shall bE compensated in
cash at his current rate of pay for any vacation ccrued but not
taken.
9 . 10 In the event that any recognized holiday ccurs during a
unit employee' s vacation, the holiday shall not be harged against
the employee' s accrued vacation. The only vacation hours that
shall be charged against the employee' s accrued vac tion time shall
be those hours that the employee is regularly sche uled to work.
9 . 11 In the event that a regularly schedule pay day falls
during the time of an approved vacation, the Districd , upon written
direction, will either mail the check to a design ted address or
deposit the check in the local bank or savings and loan designated
by the employee. In the event of no written lirection, the
District will hold the check until the employee' s eturn to work.
9 . 12 As an experimental program and for the t rm of this MOU
only, unit members who have been employed by the Di trict for more
than one year may sell to the District up to fort (40) hours of
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accrued unused vacation time upon thirty (30) day, prior notice,
provided that the employee takes a minimum of one-h 'lf the vacation
time to which he/she is entitled within the same a nual period of
the sold vacation time. A member who has been mployed by the
District for more than one year may also buy from he 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 pur hased vacation
time by salary modification prior to use of the vacation time. It
is expressly understood that this benefit is provi ed at the sole
discretion of the District and shall automatically terminate upon
the expiration of this MOU unless an extension is a pressly agreed
to by the District .
ARTICLE X. LEAVES
Section 10 . 1 Sick Leave .
10 . 1 . 1 Sick leave is provided so that unit employee
will not be seriously handicapped financially if is unable to
work because of illness.
10 . 1 .2 A unit employee eligible for pt id sick leave
shall be granted such leave for the following reas 'ns :
(a) Illness of the employee or physical incapacity
of the employee due to illness or injury.
(b) Enforced quarantine of the employee in
accordance with community health regulations .
(c) Serious illness of a member of he employee' s
immediate family residing in the same household which requires the
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i
presence of the employee for a period not to exce' d five working
days.
(d) Routine medical or dental appointments for the
employee only or illness of an emergency nat re within the
employee' s immediate family. In order to receive sick pay for the
routine medical or dental appointments, the employee must notify
his immediate supervisor 24 hours in advance; otherwise, sick leave
will be denied. Sick leave for routine medical or dental leave is
for the period of the appointment only.
10 . 1 . 3 In the event that a unit emplo ee is absent on
paid sick leave in excess of one day, or if the Dis rict has cause
to believe that an employee is misusing sick leav , the District
may require that the employee submit a written , tatement by a
physician licensed by the State of California cert fying that the
employee' s condition prevented him from performin ' the duties of
his position.
10 . 1 .4 Unit employees shall accrue annual sick leave
with pay in accordance with the following provisio' s :
(a) Full-time unit employees wi h an average
regular work week of 40 hours shall receive paid si k leave at the
rate of one day per month.
(b) Part-time unit employees shall eceive sick pay
in proportion to the average or normal hours worked s a part-time,
employee (e.g. , an employee whose regular work we k is 20 hours
shall receive 1/2 day sick leave per month) .
(c) Unit employees shall be eligible to take sick
i
leave upon satisfactory completion of a probat onary period.
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i •
During the probationary period, sick leave may accumulate in
accordance with Sections (a) and (b) above.
(d) Paid sick leave shall contin to accrue in
accordance with the above provisions during any eriod of leave
with pay.
10 . 1 . 5 Each unit employee shall have o e hour deducted
from his accrued sick leave time for each hour of s ' ck leave taken.
An employee with a regular workday of eight (8) h urs shall have
eight (8) hours deducted from his accrued sick lea time for each
regularly scheduled working day that he is on paid sick leave .
10 . 1 . 6 In the event that any paid holiday occurs
during a period when a unit employee is on paid ick leave, the
holiday shall not be charged against the employee s accrued sick
leave. The only sick leave hours that shall be cha ed against the
employee' s accrued sick leave shall be those ours that the
employee is regularly scheduled to work.
10 . 1 . 7 A unit employee who retires (in 9ccordance with
the Public Employees' Retirement System qualifications) shall be
paid at the rate of his final salary for 3/8 of his accumulated
days of sick leave, if any, at the time of separation from active
employment . If the employee should die, his e ' tate shall be
entitled to such payment .
Section 10 . 2 Disability Leave .
10 . 2 . 1 In situations where a unit em iloyee has been
i
injured in a non-duty accident and his disability le ve exceeds one
calendar month or the total of his accumulated le ves, including
sick leave, paid time off and vacation, that porti 'n of the leave
FS2\022\009412-0116\2013172.3 a06/06/97 _19—
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• i
exceeding 30 days or the total of accumulated leaves, whichever is
more, shall constitute a break in service and his merit review
dates and anniversary date will be adjusted accord' ngly.
10 . 2 .2 A unit employee injured in the cope and course
of his employment with the District may elect to (lake as much of
his accumulated sick leave, or his accumulated vacation as when
added to his disability indemnity will result in a payment to him
of not more than his full salary or wage .
Section 10 .3 Military Leave.
10 . 3 . 1 Military leave shall be grantei4 in accordance
with the provisions of state law. Unit employe-s entitled to
military leave shall give the Personnel Officer an opportunity
within the limits of military regulations to determine when such
leave shall be taken. Compensation received for m litary service
shall be offset against compensation otherwise due from the
District as authorized by law.
Section 10 .4 Leave of Absence Without Pay.
10 .4 . 1 Department heads may grant a permanent or
probationary unit employee leave of
absence without pay for a
period not to exceed two weeks . Such leaves shall be reported to
the Personnel Officer in the manner and method which he shall
prescribe .
10 .4 .2 The General Manager may grant a permanent or
probationary unit employee leave of absence w thout pay or
seniority for a period not to exceed six months . After six months,
the leave of absence may be extended if authorized by the Board of
Directors. No such leave shall be granted excep upon written
FS2\022\009412-0116\2013172.3 a06/06/97 —20—
request of the employee, setting forth the reason for the request.
Approval shal be in writing from the General Manager or his
designee and a tirely within his discretion.
10 .4 3 In situations where a unit employee shall
request leave ithout pay for a period in excess of one calendar
month, he shal submit to the District any and all actual benefit
premiums for ny and all insurance coverage. If the employee
chooses not t Isubmit any or all of these premiums, his coverage
shall be term'nated within the limits prescribed by the benefit
carriers and w 11 be reinstated within the limits prescribed by the
benefit carrie at the time of his reinstatement by the District.
10 .4 .4 In the event that leave without pay is granted
a unit employ e for reasons of illness or injury, the District
shall continu to pay for any hospitalization and major medical
insurance pre ' ously paid for by the District .
10 .4 . 5 Upon expiration of a regularly approved leave
or within 24 ours' notice to return to duty, the unit employee
shall be reins ated in the position held at the time the leave was
granted. Fail re on the part of a unit employee on leave to report
promptly at i s expiration, or within 48 hours after notice to
return to du shall be cause for immediate discharge. The
depositing in he United States mail of a first-class postage-paid
letter addres ed to the unit employee' s last known place of
residence sha l be reasonable notice.
Section 10 . 5 Maternity Leave. Maternity leave with or without
pay shall fol ow the same procedures as leave granted for other
disabilities 'rovided, however, that an employee who has exhausted
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all accrued si k leave, compensatory time and vacation time shall
be entitled t an unpaid leave of absence for a total of four
months' s leav when combined with sick leave, vacation and
compensatory t me, provided that the employee furnishes to District
a physician' s erification of inability to work. Each request for
maternity leav must be accompanied by a statement from a licensed
physician veri ying the pregnancy, the last day the unit member may
work, and the xpected date of return to work. In no case will the
expectant mot r be allowed to work beyond the date specified by
her physician, and notification must be given to the District
thirty (30) da s prior to the last scheduled date of work.
Section 10 . 6 ury Duty/Court Testimony.
10 . 6 . 1 A full-time unit employee who is called as a
witness in a m tter to which he is not a party or required to serve
as a trial ju or shall be entitled to be absent from his duties
during the p 'riod of such service . During these periods of
service, the mployee shall receive full compensation from the
District if witness fees or juror fees, except mileage
reimbursement, are submitted to the District .
Section 10 . 7 ereavement Leave.
10 . . 1 Upon the death of a member of an employee' s
immediate family, an employee shall be entitled to use up to three
(3) days of istrict-paid bereavement leave for attendance at
funeral servi es and conduct of business associated with the
deceased. Im ediate family shall include spouse, child, brother,
sister, parent, parent-in-law, grandparent, grandchild, son-in-law,
daughter-in-1 'w, stepparent, stepbrother, stepsister, stepchild, or
1
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• •
any other rel tive living in the same household. The General
Manager, at hi sole discretion, may allow the employee to use up
to an addition l four (4) days of sick leave for this purpose.
ARTICLE XI . GRIEVANCE PROCEDURE
Section 11 . 1 ur ose.
11 . 1 1 The purpose of this , section is to enhance
communications between the District and unit employees by providing
a fair and imp rtial review and consideration of grievances at the
level closest to their point of origin within a reasonable time
period without jeopardizing the employee' s position or employment .
Section 11 . 2 atters Sub 'ect to the Grievance Procedure.
11 .2 . 1 A grievance may be filed for the alleged
violation of t is Memorandum of Understanding.
11 . 2 . 2 The grievance procedure shall not be used to
establish new olicies or change any existing rules. It shall not
be used in ma ers resulting from any form of disciplinary action
or evaluation ontent .
11 . . 3 Any matter being grieved by a unit employee
shall be kept confidential .
Section 11 . 3 !Informal Grievance Ad 'ustment .
11 . . 1 Whenever possible, a unit employee who has a
complaint sh ld try to solve the problem through informal
discussion wit his supervisor without delay. The supervisor shall
make whatever his
he deems necessary and reply within
five (5) working days. Any matters for which he does not have
authority to Take a decision should be brought to the attention of
l)
FS2\022\009412-0116\2013172. x06/06/97 -23-
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a higher level supervisor who does have the proper authority.
11 .3 2 If the unit employee is not satisfied with the
decision reach d through the informal discussion, and/or some other
extenuating clormal cumstances exist, he may bring the matter to the
attention of t next level of authority. If the employee is still
not satisfied ith the decision, he may file a formal grievance
within fiftee working days of the occurrence of the event or
action giving ise to the grievance.
Section 11 .4 Grievance Procedure.
11 .4. 1 The formal grievance procedure may be followed
only after fai ure to resolve a problem through informal grievance
adjustment . f the unit employee is not in agreement with the
decision reac ed, he may, within fifteen working days of the
occurrence of the event or action giving rise to the grievance,
file a formal rievance in writing with the Personnel Officer with
a copy to the General Manager. The Personnel Officer shall make
whatever inv stivation he deems necessary to allow fair
consideration f the situation and shall present a written reply to
the employee within ten working days after receipt of the
grievance. A copy of the reply shall be forwarded to the General
Manager.
11 . . 2 If the unit employee is not satisfied with the
decision of t e Personnel Officer, he may file a written appeal to
the General M ager within five working days after having received
the reply of he Personnel Officer. Within ten working days, the
General Managr shall make a written decision which shall be final
and binding of all parties .
FS2\022\009412-0116\2013172. "/06/97 -24-
Ill
Section 11 . 5 ieneral Conditions.
11 . 511 The Personnel Officer shall receive and retain
copies of all ritten materials pertaining to the grievance.
11 . 512 A unit employee may represent himself or select
whomever he de ires to represent him in the grievance procedure.
11 . 5 3 If a unit employee fails to proceed with a
grievance with n any of the time limits specified in the section,
the grievance shall be deemed settled on the basis of the last
decision reach d.
11 . 5 4 Any of the time limits specified in this
section may be extended when mutually agreed upon by all parties
concerned.
11 .5 . 5 Either the grievant, or the Personnel Officer
or General Man ger, may request a meeting to review the grievance
prior to a decision.
11 . 5 . 6 When it is necessary for a grievant or
designated rep esentative to attend a grievance meeting or hearing
with manageme t during the work day, he/she will be released
without loss of pay in order to permit participation in the
foregoing activities provided advance arrangements are made with
the employee' department head.
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ARTICLE XII . EMPLOYEE DISCIPLINE
Section 12 . 1 korms of Disci line.
ja The tenure of every unit employee who has
passed prn shall be conditioned by good behavior and
satisfactok performance. A unit employee who has passed
probation suspended, demoted or dismissed for reasonable
cause .
Section 12ocedure.
12 .2 1 When a unit employee who has passed probation
is to be dismissed, demoted or suspended without pay, specific
written charge shall be prepared and presented by the employee' s
department hea for action by the Personnel Officer.
12 .2 . 2 The Personnel Officer shall provide such a unit
employee with written notice of the proposed action, the date it
will be effec live, the charge (s) on which the proposal is based,
and relevant w itten materials, written reports and documents, and
notification hat the employee is entitled to respond to the
charges as pr ided below.
12 . . 3 Prior to the effective date of the proposed
action, such unit employee shall have the right to file with the
Personnel Off ' cer a written response to the charges or request the
right to make n oral response. The Personnel Officer may act upon
the initial w itten or oral presentation of the employee or may
request that a employee submit a further response in writing, or
permit the em loyee a further oral presentation. Failure of the
employee to ma e a written response or request an oral presentation
shall constitte waiver of this provision and waiver of any right
FS2\022\009412-0116\2013172. "/06/97 -26-
to appeal as rovided in Section 12 . 3 . The employee shall be
entitled to b represented by counsel or other person of his
choosing durin the course of the above proceedings .
12 .214 The Personnel Officer shall provide written
notice of his inal determination to such a unit employee . If the
Personnel Offi er determines that the employee should be reinstated
or the period f suspension shortened, the Personnel Officer shall
order payment f appropriate back pay.
Section 12 . 3 oeal of Disciplinary Action.
12 . 3 1 When formal disciplinary action has been taken
by the Person 'el Officer pursuant to Section 12 .2 and the unit
employee who h s received a written notification of the action, if
the employee as previously made response to the charges to the
Personnel Officer, the employee shall have the right to appeal
provided that he employee has passed probation. Appeal shall not
suspend the of ective date of the discipline. Failure to appeal by
the employee r his representative will make the action by the
Personnel Offi er final and conclusive.
12 .3 .2 Subject to paragraph 12 .3 . 1, such a unit
employee who h s been disciplined, within 15 days after having been
furnished wit a copy of the final notice of action by the
Personnel Officer may appeal to the Board of Directors by filing
with the Gen ral Manager a written answer to the charges and
requesting a hearing thereon.
12 . . 3 In the case of suspensions of less than ten
working days, the Board of Directors may appoint two (2) of its
members to inf Drmally hear and make recommendations concerning the
FS2\022\009412-0116\2013172. a06/06/97 —27—
i
appeal. No written transcript of proceedings shall be required,
but any docume is submitted by either side shall be included with
the report of a two members. The report of the two members shall
be submitted t the full Board and shall include a summary of the
facts supporting their recommendation that the discipline be
sustained, mod fied, or rejected.
12 . 3 4
(a) In the case of a disciplinary action other than
set forth in p ragraph 12 . 3 .3, the Board of Directors shall appoint
a hearing of icer to conduct a hearing on appeal of - any
disciplinary a tion.
(b) The hearing shall be conducted in the manner
most conduciv to determination of the truth, and the hearing
officer shall not be bound by technical rules of evidence.
Decisions made shall not be invalidated by any informality in the
proceedings.
(c) The hearing officer shall determine the
relevancy, we' ht, and credibility of testimony and evidence. The
hearing offic r shall base his findings on the preponderance of
evidence.
(d) Each side will be permitted an opening
statement and closing argument . The Personnel Officer or his
representatiVE shall first present his witnesses and evidence to
sustain the Charges, and the unit employee will then present his
witnesses and evidence in defense.
(e) Each side will be allowed to examine and cross-
examine witne ses .
FS2\022\009412-0116\2013172. a06/06/97 —28—
k
(f) Both the Personnel Officer and the unit
employee may b represented by legal counsel.
(g) The hearing officer shall, if requested by
either party, s bpoena witnesses and/or require production of other
records or mat rial evidence.
, (h) The hearing officer may, prior to or during a
hearing, grant a continuance for any reason he believes to be
important to h s reaching a fair and proper decision.
(i) The hearing officer shall prepare a recommended
decision and f rward it to the Board of Directors no later than 30
days after the matter of appeal was taken under submission by the
hearing office The recommended decision shall set forth which
charges, if a the hearing officer feels are sustained and the
reasons theref r.
(j ) Such an employee or his representative may
obtain a copy of the transcript of the hearing upon request and
agreement to pay for necessary costs.
12 . 3 . 5 After receiving the recommendation of the
committee of t e two members or the hearing officer, the Board of
Directors may sustain or reject any or all of the charges filed
against the unit employee. If the Board of Directors sustains the
employee, the iBoard may order all or part of the employee' s full
compensation f om the time of dismissal or suspension be paid.
12 . 3 . 6 Such a unit employee who has been suspended or
dismissed may be reinstated to his position as a result of a
successful ap eal . In the event of such reinstatement, the
employee shal be entitled to his former status of employment .
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12 .3 7 Dismissal of a unit employee from the District
service shall, unless otherwise ordered:
I
l (a) Constitute a dismissal as of the same date from
all positions which the unit employee may hold in the District
service.
(b) Terminate the salary of the unit employee as of
the effective date of his dismissal except that he shall be
compensated fo any unpaid salary, unused vacation and unused paid
time off to hi credit as of the date of dismissal .
ARTICLE XIII . JOB POSTING
13 . 1 All openings for employment positions in the District
shall be post for at least two (2) weeks prior to the deadline
for submissio of applications .
ARTICLE XIV. MISCELLANEOUS BENEFITS
14 . 1 Saf tv Boot Allowance . Unit employees including those
assigned to En ineering who are required to wear work boots in the
performance of their job, as determined by the Department Manager,
shall be eligi le for District-purchased boots in an amount not to
exceed $100 . 00. Following approval by the Department Manager, the
District shal provide a requisition to a unit employee for the
purchase of w rk boots from a designated vendor. The difference
between $100 . 0 and the amount actually used may be carried over
for one year nd combined with a subsequent allocation for boot
reimbursement .
14 . 2 R iimbursement for Certificates. The District shall
FS2\022\009412-0116\2013172.x. a06/06/97 —30—
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reimburse unit employees for sums paid to the appropriate state
agencies for o' taining or renewing of production or distribution
certificates.
14 .3 Ed cation Reimbursement . The District shall provide
educational re mbursement to unit employees for costs of tuition,
fees, books ani parking relating to educational courses taken and
completed at ccredited institutions at a rate not to exceed
standard resi ent 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 c mpletion of the course must accompany the
reimbursement request on a form provided by the District . Employee
shall be resp nsible for any tax consequences as a result of
education reimDursement .
Section 14 .4 i,niforms .
14 .4 . 1 The field uniforms provided employees may
include shJInddition hich may only be worn in accordance with District
establishety guidelines . During the summer months, the
provided fniforms may include T-shirts.
ARTICLE XV. DRUG POLICY
15 . 1 to any other District adopted drug policy,
effective January 1, 1996, the Yorba Linda Water District must
comply with the United States Department of Transportation
regulations mplementing the Federal Omnibus Transportation
Employee Test ng Act of 1991 . Specifically, the District must
comply with t e regulations of the Federal Highway Administration
FS2\022\009412-0116\2013172. a06/06/97 —31—
C
{
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(FHWA) . Adoption of a policy is one of the District' s obligations
under the regu ations, and it is the intent of the District to
comply fully w th both the letter and spirit of this law, as well
as to continue to administer the District' s Drug Free Workplace
policy, adopte in 1993 . Specific procedures for administering
thee Departmen of Transportation regulations are contained in the
District' s Adm nistrative Checkpoints (ABC' s) . Each employee will
be given a cop of these procedures and sign a statement attesting
to having rece ved and read them. Compliance with this policy is
a condition of 'employment .
ART CLE XVI . COMPLETION OF MEET AND CONFER
16 . 1 It i understood that this Memorandum of Understanding
represents the sole and complete understanding between the parties
I
and shall gove n their entire relationship and shall be the sole
source of any ights which may be asserted hereunder and that the
parties shall of be obligated to meet and confer except by their
mutual consen with respect to any subject or matter, whether
referred to or 'covered by this Memorandum of Understanding or not,
even though e ;ch subject or matter may not have been within the
knowledge or c ntemplation of either or both the District or the
Union at the time they met and conferred or executed this
Memorandum of nderstanding, even though subject or matters were
proposed and l ter withdrawn. The parties further understand that
all rights not clearly and expressly limited by this Memorandum of
Understanding are expressly reserved to the District, even though
not enumerate l. The express provisions of this Memorandum of
FS2\022\009412-0116\2013172.3 a06/06/97 —32—
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Understanding onstitute the only limitations upon the District' s
rights to det rmine, implement, supplement, change, modify, or
discontinue in thole or in part any term or condition of employment
or adopt any p licy, rule, regulation or practice as the District
deems fit or ppropriate; provided, however, that the District
shall comply w� th all federal and state laws relating to employee
rights, opport nities and benefits except for the requirement to
meet and con er with regard to such changes, alterations,
modifications r exercise of such reserve power, which right has
been expressly waived by the Union.
ARTICLE XVII . CONCERTED ACTIVITIES
17 . 1 Apar from and in addition to existing legal restrictions
upon remedies for work stoppages, the Union hereby agrees that
neither it no its members, agents, representatives or persons
acting in co �cert with any of them, shall incite, engage or
participate i any strike, walkout, slowdown, sick-out or other
work stoppagelof any nature against the District whatsoever or
wheresoever 1 fated, including, but not limited to disputes which
are related t the subject matter contained in this Memorandum of
Understanding; disputes between the District and any other
organization, ersons or employees; or jurisdictional disputes. In
the event of a strike, walkout, slowdown, sick-out or other work
stoppage or t eat thereof against the District, the Union and its
officers will ake all steps reasonably within their control to end
or avert the same.
17 .2 Tho 'e represented by the Union shall not authorize,
FS2\022\009412-0116\2013172. 1 "/06/97 -33-
engage in, enc urage, sanction, recognize or assist in any strike,
walkout, sick- ut or other work stoppage or picket in furtherance
thereof, or pa ticipate in concerted interference in violation of
this provisio or refuse to perform duly assigned services in
violation of his provision. It is understood that any person
represented by the Union found in violation of this provision will
be subject to discipline, including termination, as determined
appropriate by the District .
1
ARTICLE XVIII . UNION RIGHTS
18 . 1 Ri 'ht of Access. A Union representative shall have
access to the employee lounge/lunch room areas during the lunch
break and befo ie and after employee scheduled shifts but not before
or after norma business hours .
18 . 2 Due Deduction. During the term of this Agreement, the
District shallreduce the salary or wage payment due to an employee
in the Barga ' ing Unit by the amount which the employee has
requested in a revocable written authorization for the payment of
Union dues . T e District shall on a monthly basis pay to the Union
any funds de ucted from employee salaries . pursuant to this
provision. T e revocable written authorization shall remain in
effect until r voked in writing by the employee or the termination
of this Agree ent, whichever is sooner, and shall be in the form
attached here as Exhibit "C, " and by this reference made a part
hereof.
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I
ARTICLE XIX. TERM OF AGREEMENT
19 . 1 Thi agreement shall remain in force and effect from date
of adoption b resolution of the governing board of the District
until June 30,, 2001.
ARTI LE XX. DISTRICT GOVERNING BOARD APPROVAL
20 . 1 It ' s the understanding of the District and the Union
that this Memo andum of Understanding shall have no force or effect
whatsoever unl ss or until adopted by resolution of the governing
board of the D strict . Following approval of the governing board,
the District hall implement the terms of this Memorandum of
Understanding y appropriate resolution or other means.
IN WITNESS WHEREOF, the parties hereto have executed this
Memorandum of nderstanding this ZG day of uNr 1997 .
CALIFORNIA TEAMSTERS PUBLIC,
PROFESSIONAL AND MEDICAL EMPLOYEES
UNION, IPCAL 911
I`
B �
By
By OU
By
YORB &ISETRICT
By VVI
eral Manager
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Exhibit"A"
CURRENT JOB TITLES
Bargaining Unit Employees
Effective July 1, 1997
Accounting Assistant I/ I Meter Reader I/II
Customer Service Repr sentative III Meter Service Representative
Customer Service Repr sentative I/II Lead Plant Operator III
Engineering Technici I/II Plant Operator I/II
Lead Maintenance Wor er Secretary
Maintenance Worker I I/III Storekeeper
Mechanical Services Lad Worker Water Quality Technician
Mechanical Services T chnician I/II Network Systems Administrator
3
{
Exhibit "BI"
• PAY PLAN •
Bargaining Unit Employees
Effective July 1, 1997 through June 30,2000
(Rangel0,S 1 =$10.3129/hr*2080/12)
Range Step 1 to 2 Step 3 Step 4 Step 5 Classification
1 $1,152 1,210 $1,270 $1,334 $1,401 (Temporary Help)
2 $1,210 1,270 $1,334 $1,401 $1,471 (Temporary Help)
3 $1,270 1,334 $1,401 $1,471 $1,544 (Temporary Help)
4 $1,334 1,401 $1,471 $1,544 $1,621 (Temporary Help)
5 $1,401 1,471 $1,544 $1,621 $1,702 (Temporary Help)
6 $1,471 1,544 $1,621 $1,702 $1,788 (Temporary Help)
7 $1,544 1,621 $1,702 $1,788 $1,877 (Temporary Help)
8 $1,621 1,702 $1,788 $1,877 $1,971 (Temporary Help)
9 $1,702 1,788 $1,877 $1,971 $2,069 (Temporary Help)
10 $1,788 1,877 $1,971 $2,069 $2,173 (Temporary Help)
11 $1,877 11,971 $2,069 $2,173 $2,281 (Temporary Help)
12 $1,971 $2,069 $2,173 $2,281 $2,396 Customer Service Representative I
13 $2,069 $2,173 $2,281 $2,396 $2,515
14 $2,173 2,281 $2,396 $2,515 $2,641 Accounting Assistant I
Customer Service Representative II
Meter Reader I
Secretary
15 $2,281 $2,396 $2,515 $2,641 $2,773
16 $2,396 2,515 $2,641 $2,773 $2,912 Customer Service Representative III
Maintenance Worker I
Meter Reader II
Storekeeper
17 $2,515 2,641 $2,773 $2,912 $3,057 Mechanic
Engineering Technician I
Plant Operator I
18 $2,641 2,773 $2,912 $3,057 $3,210 Accounting Assistant II
Lead Meter Reader
Maintenance Worker I1
19 $2,773 j$2,912 1 $3,057 $3,210 $3,371
20 $2,912 3,057 $3,210 $3,371 $3,539 Engineering Technician II
Meter Services Representative
Mechanic II
Maintenance Worker III
Water Quality Technician
Network Systems Administrator
Plant Operator II
21 $3,057 $3,210 $3,371 $3,539 $3,716
22 $3,210 $3,371 $3,539 $3,716 $3,902 Leadworker
Lead Plant Operator
Senior Mechanic
23 $3,371 $3,539 $3,716 $3,902 $4,097
24 $3,539 $3,7 16-1 $3,902 $4,097 $4,302
25 $3,716 $3,902 $4,097 $4,302 $4,517
I I
Exhibit"132" •
PAY PLAN
Bargaining Unit Employees
Effective July 1,2000
(Ran 10,Ste 1 =$10.5191988/hr*2080/12)
Range Ste 1 Step 2 Step 3 Step 4 Step 5 Classification
1 $1, 75 $1,234 $1,296 $1,361 $1,429 (Temporary Help)
2 $1, X34 $1,296 $1,361 $1,429 $1,500 (Temporary Help)
3 $1, 96 $1,361 $1,429 $1,500 $1,575 (Temporary Help)
4 $1,161 $1,429 $1,500 $1,575 $1,654 (Temporary Help)
5 $1,4 29 $1,500 $1,575 $1,654 $1,737 (Temporary Help)
6 $1, 00 $1,575 $1,654 $1,737 $1,823 (Temporary Help)
7 $1, 75 $1,654 $1,737 $1,823 $1,914 (Temporary Help)
8 $1, 54 $1,737 $1,823 $1,914 $2,010 (Temporary Help)
9 $1, 37 $1,823 $1,914 $2,010 $2,111 (Temporary Help)
10 $1, 23 $1,914 $2,010 $2,111 $2,216 (Temporary Help)
11 $1, 14 $2,010 $2,111 $2,216 $2,327 (Temporary Help)
12 $24 10 $2,111 $2,216 $2,327 $2,443 Customer Service Representative I
13 $2,111 $2,216 $2,327 $2,443 $2,566
14 $2,11.6 $2,327 $2,443 $2,566 $2,694 Accounting Assistant I
Customer Service Representative I1
Meter Reader I
Secretary
15 $2,127 $2,443 $2,566 $2,694 $2,829
16 $2, 43 $2,566 $2,694 $2,829 $2,970 Customer Service Representative III
Maintenance Worker I
Meter Reader II
Storekeeper
17 $2, 66 $2,694 $2,829 $2,970 $3,119 Mechanic
Engineering Technician I
Plant O erator 1
18 $2, 94 $2,829 $2,970 $3,119 $3,274 Accounting Assistant 1I
Lead Meter Reader
Maintenance Worker II
19 $2,$29 $2,970 $3,119 $3,274 $3,438
20 $2f70 $3,119 $3,274 $3,438 $3,610 Engineering Technician II
Meter Services Representative
Mechanic I1
jMaintenance Worker III
Water Quality Technician
Network Systems Administrator
Plant Operator II
21 $3 119 $3,274 $3,438 $3,610 $3,791
22 $3 74 $3,438 $3,610 $3,791 $3,980 Leadworker
Lead Plant Operator
Senior Mechanic
23 $3 38 $3,610 $3,791 $3,980 $4,179
24 $3 10 $3,791 $3,980 $4,179 $4,388
25 1 $3 91 $3,980 $4,179 1 $4,388 $4,607
1
a
i
EXHIBIT 66C
do hereby authorize the District to
deduct from my biwee y salary check the amount of$
(which is equivalent to wo hours per month of salary), to be paid to California Teamsters Public,
Professional and Medi al Employees Union, Local 911, in accordance with Article XVIII of the
Memorandum of Und rstanding between the Yorba Linda Water District and the California
Teamsters Public, Prof ssional and Medical Employees Union, Local 911.
THIS REQUEST IS EING MADE OF MY OWN FREE WILL, AND I UNDERSTAND
THAT AT ANY TIM I MAY REVOKE THIS REQUEST BY SUBMITTING A WRITTEN
STATEMENT TO T E EFFECT TO THE DISTRICT. I UNDERSTAND THAT I AM
UNDER NO OBLI ,ATION UNDER THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE DI TRICT AND UNION TO SIGN THIS REQUEST. I FURTHER
UNDERSTAND THA , IN THE EVENT THIS REQUEST IS NOT REVOKED IN WRITING
SOONER, IT WILL E PIRE ON JUNE 30, 2001.
Dated: Signed:
i
Exhibit "D"
Holiday Schedule
1997-98
Holiday Day & Date Celebrated
Independen e Day Friday, July 4, 1997
Labor Day Monday. September 1
Veteran's D ay Tuesday,November 11
Thanksgivii ig Day Thursday,November 27
Day Aft r Friday,November 28
Christmas I ay Thursday, December 25
Day Aft r Friday, December 26
New Year's I Day Thursday, January 1, 1998
Day Aft r Friday, January 2
President's ay Monday, February 16
Memorial I ay Monday, May 25
1998-99
liday Day & Date Celebrated
Independer ce Day Friday, July 3, 1998
Labor Day' Monday. September 7
Veteran's E ay Wednesday,November 11
Thanksgiv" g Day Thursday,November 26
Day AD er Friday,November 27
Day Be ore Christmas Thursday, December 24
Christmas ay Friday, December 25
Day Be ore New Year's Thursday, December 31
New Year' Day Friday, January 1, 1999
President's Day Monday, February 15
Memorial ay Monday, May 31
i
0
Exhibit "D"
Holiday Schedule - Continued
1999-2000
Ho liday Day & Date Celebrated
Independenc Day Monday, July 5, 1999
Labor Day Monday. September 6
Veteran's Da Thursday,November 11
Thanksgivin Day Thursday,November 25
Day Afte : Friday,November 26
Days Be f re Christmas Wednesday& Thursday, December 22 & 23
Christmas D ty Friday, December 24
New Year's ay Friday, December 31
President's E ay Monday, February 21, 2000
Memorial D y Monday, May 29
2000-2001
H iday Day & Date Celebrated
Independenc Day Tuesday, July 4, 2000
Labor Day Monday. September 4
Veteran's D 'y Friday,November 10
Thanksgivi Day Thursday,November 23
Day Aft Friday,November 24
Christmas ay Monday, December 25
Days A r Tuesday& Wednesday, December 26 & 27
New Year's 3ay Monday,January 1, 2001
President's ay Monday, February 19
Memorial Day Monday, May 28