HomeMy WebLinkAbout2001-06-28 - Resolution No. 01-06RESOLUTION NO. 01-06
RESOLUTION OF THE BOARD OF DIRECTORS
OF THE YORBA LINDA WATER DISTRICT
ADOPTING THE MEMORANDUM OF UNDERSTANDING
AND PAY PLAN BETWEEN THE DISTRICT AND THE
YORBA LINDA WATER DISTRICT EMPLOYEES ASSOCIATION
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 have elected to be represented by the Yorba Linda
Water District Employees Association; and,
WHEREAS, the District has recognized the Yorba Linda Water District Employee's
Association as the recognized employee organization; and,
WHEREAS, an agreement between the District and the Yorba Linda Water District
Employees Association exists and the details are set forth in the 2001-
02 and 2002-03 Memorandum of Understanding between the District
and the Yorba Linda Water District Employees Association.
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 Yorba
Linda Water District Employees Association, for the years 2001-02 and
2002-03, as attached hereto and by this reference incorporated herein as
Exhibit "A".
Section 2. The fiscal 2001-02 and 2002-03 Pay Plan for the Yorba Linda Water
District Employees Association is approved and adopted as attached hereto
and by this reference incorporated herein as Exhibit "B1" and "B2."
Section 3. That Resolution No. 97-03 is hereby rescinded.
PASSED AND ADOPTED this 28th day of June, 2001 by the following called vote:
Ayes: Abramowitz, Armstrong, Beverage, Korn, Summerfield
Noes: None
Absent: None
Abstain: None
Paul Armstrong, President U
Yorba Linda Water District
Yorba Linda Water District
■
Yorba Linda Water
District
Memorandum of Understanding etween
Yorba Linda Water District an; the
Yorba Linda Water Distric
Employees Association
for the period
July 1, 2001 through June 30, 2003
TABLE OF CONTENTS
Paee
ARTICLE 1. RECOGNITION ...................................................................................................1
ARTICLE 2. SALARY SCHEDULE .........................................................................................1
Section 2.1 Employee PERS Contribution Rate I
Section 2.2 Classification Level Concepts I
Section 2.3 Merit Increases ..........................................................................................2
ARTICLE 3. OVERTIME AND COMPENSATORY TIME OFF ...........................................3
Section 3.1 Overtime ...................................................................................................3
Section 3.2 Compensatory Time Off ..........................................................................3
ARTICLE 4. STANDBY AND CALL OUT COMPENSATION ............................................4
Section 4.1 Standby Compensation ............................................................................4
Section 4.2 Call-Out Compensation ...........................................................................5
ARTICLE 5. INSURANCE .......................................................................................................5
Section 5.1 Life Insurance ..........................................................................................5
Section 5.2 Health and Accident Insurance ................................................................5
Section 5.3 Dental Insurance .......................................................................................6
Section 5.4 Vision Coverage ........................................................................................7
Section 5.5 Cost Adjustments ......................................................................................7
Section 5.6 Retiree Insurance Benefits .........................7
Section 5.7 Cafeteria Plan 8
Section 5.8 Long-Term Disability 8
ARTICLE 6. HOURS 8
ARTICLE 7. HOLIDAYS .........................................................................................................9
ARTICLE 8. VACATION .......................................................................................................11
ARTICLE 9. LEAVES .............................................................................................................14
Section 9.1
Sick Leave
14
Section 9.2
Disability Leave
16
Section 9.3
Leave of Absence Without Pay
16
Section 9.4
Maternity Leave
17
Section 9.5
Jury Duty/Court Testimony
18
Section 9.6
Bereavement Leave
18
ARTICLE 10. GRIEVANCE PROCEDURE ............................................................................18
Section 10.1 Purpose ...................................................................................................18
Section 10.2 Matters Subject to the Grievance Procedure ...........................................18
Section 10.3 Informal Grievance Adjustment ..............................................................19
Section 10.4 Formal Grievance Procedure ..........................................:.......................19
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Section 10.5 General Conditions ................................................................................20
ARTICLE 11. EMPLOYEE DISCIPLINE ...............................................................................21
Section 11.1 Forms of Discipline ................................................................................21
Section 11.2 Procedure ...............................................................................................21
Section 11.3 Appeal of Disciplinary Action ................................................................22
ARTICLE 12. JOB POSTING ....................................................................................................24
ARTICLE 13. MISCELLANEOUS BENEFITS .......................................................................25
Section 13.1 Safety Boot Allowance ..........................................................................25
Section 13.2 Reimbursement for Certificates .............................................................25
Section 13.3 Education Reimbursement ......................................................................25
Section 13.4 Uniforms .................................................................................................25
ARTICLE 14. DRUG POLICY ........................................................................'..........................26
ARTICLE 15. COMPLETION OF MEET AND CONFER ............................:.........................26
ARTICLE 16. CONCERTED ACTIVITIES ....................................................:.........................27
ARTICLE 17. TERM OF AGREEMENT .................................................................................28
ARTICLE 18. DISTRICT GOVERNING BOARD APPROVAL ....................i ........................28
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MEMORANDUM OF UNDERSTANDING
BETWEEN YORBA LINDA WATER DISTRICT
AND THE YORBA LINDA WATER
DISTRICT EMPLOYEES ASSOCIATION
ARTICLE 1. RECOGNITION
Pursuant to the provisions of the Government Code and the Rules ar d Regulations of the
District, Yorba Linda Water District (hereinafter called the "District") has recognized the Yorba
Linda Water District Employees Association, (hereinafter called the "Association") as the
recognized representative of the classifications listed in Exhibit "A" (hereinafter called "unit
employees") to this Memorandum of Understanding (hereinafter called "MOT').
ARTICLE 2. SALARY SCHEDULE
The District shall maintain the salary schedule attached hereto as Exl.ibit "B-1" for fiscal
year 2001-02 which contains a 4% Salary Equity Adjustment, and shall ir, iplement the salary
schedule attached hereto is Exhibit "B-2" for fiscal year 2002-03 which contains a 3% Salary
Equity Adjustment
Section 2.1 Emplovee PERS Contribution Rate.
During the remaining term of this MOU, the District shall pay th , entire 7% of the
employee's contribution rate. All payments will be credited to the employee's individual account
with PERS.
Section 2.2 Classification Level Concepts.
During the term of this MOU only, the District shall provide for the movement based
upon merit from Level I to Level II in Meter Reader, and from Level I to Leval II and Level II to
Level III in the Maintenance Worker classification. Any new employees hired after July 1, 2001
are not eligible for this movement.
Section 2.3 Merit Increases.
1. Unit employees may be considered for merit salary increases. These merit
increases to steps within an established salary range shall not be automatic but may be granted
only for continued or sustained improvement by the unit employees in the a 1ective performance
of the duties of his/her position as determined within the District's sole discrf tion.
2. The District has developed a rating factor system for evaluat ion purposes. Merit
salary increases from Steps 1 through 3 within an established salary ray ige require that an
employee have 60 or more points on the regular employee evaluation. In or ier for an employee
to move to a step above Step 3 within an established salary range, the emplo;eee must have 80 or
more points on the annual employee evaluation. At any time an employee pn Step 4 within an
established salary range fails to achieve 70 or more points on the employee's annual evaluation,
the employee will be reduced one step. At any time an employee on Step 5 within an established
salary range fails to achieve 80 or more points on the employee's annual evaluation, the
employee will be reduced one step. Such a step reduction shall be a function of evaluation
content and not be considered discipline for any purpose.
3. A new unit employee or reclassified unit employee shell be eligible for
consideration for a merit salary increase upon completion of the probationary period. It is
understood that any employee not notified prior to the end of the probationary period that he/she
has not passed probation or that probation has been extended shall be co isidered a regular
employee. Subsequent merit salary increase eligibility dates shall be at one (1) year intervals
following the completion of the probationary period. All employees shall rec6ive a review on or
before this anniversary date. The effective date of any merit salary increase shall generally
become effective on the anniversary date.
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4. The Personnel Officer may appoint an employee to servc, in a position on a
temporary "acting appointment" basis. The employee shall be paid at the nearest, higher step in
the salary range of the position after 30 days within any one year of satisfactory job performance.
The employee shall return to his/her original position and salary step at ;he discretion of the
Personnel Officer. The term of an "acting appointment" shall last not longer than one (1) year.
5. The District shall 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 sh -i11 make deductions
in accordance with the law.
ARTICLE 3. OVERTIME AND COMPENSATORY TIME OFF
Section 3.1 Overtime.
A unit employee covered by this MOU who performs authorized wor. c in excess of an 8-
hour work day, except for those employees who work a nine-eighty schedule or a 40-hour work
week, shall be compensated for such overtime work at the rate of one and one-half times his
regular hourly rate of pay. Overtime shall be calculated to the nearest one-half hour of overtime
worked. In order to receive overtime compensation, non-emergency 3vertime must be
authorized in advance by the appropriate department manager and approvwd by the General
Manager.
Section 3.2 Compensatorv Time Off.
Compensatory time off may be authorized by the appropriate department manager in lieu
of overtime pay on the basis of the best interests of his/her department' and the District.
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Compensatory time off shall be taken at the rate of one and one-half hours f compensatory time
off for each hour of overtime worked. The maximum amount of compensatory time off which
may be accrued is forty hours. At the employee's request, the employ,-.e shall be paid for
compensatory time in minimum increments of 10 hours in lieu of time off. Upon termination, a
unit employee shall be compensated at his/her current rate of pay for any accrued compensatory
time.
ARTICLE 4. STANDBY AND CALL OUT COMPENSATION
Section 4.1 Standbv Compensation.
A unit employee assigned to standby duty for purposes of being on call to handle
emergency situations arising at times other than normal working hours shall )e paid a flat fee for
each day he/she is assigned to standby duty. The flat fee during the term of this MOU shall be as
follows:
Fiscal vears Fee
2001-02 $28
2002-03 $30
(It is understood that standby duty for pump operations will be provided by qualified and
available employees as assigned by the supervisor and/or operations manager, and that those
individuals in Maintenance I and Maintenance II positions determined qualii ied by the District
shall be eligible for standby duty. Otherwise, standby eligibility will be as existed prior to the
date of this MOU.) The pay for standby time may be accrued to the second peyday in December
and paid in a lump sum or it may be paid at the regular pay period in which the standby duty is
completed.
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Section 4.2 Call-Out Comnensation.
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 situations arising at times other than the employee':; normally scheduled
working hours, the employee shall be paid time and one-half base rate for each hour worked;
provided, however, the employee will be paid a minimum of two hours.
(b) When a unit employee is called out between the hot rs of 6:00 a.m. and
10:00 p.m., for emergency situations arising at times other than the employee's normally
scheduled working hours, the employee shall be paid time and one-half bas 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 s: fall be calculated to
the nearest one-half hour of time worked.
ARTICLE 5. INSURANCE
Section 5.1 Life Insurance.
The District shall continue to provide group life insurance, in the ai bunt of one times
basic annual salary rounded to the next higher multiple of $1,000, for each full-time permanent
unit employee under age 70 after two full calendar months of service, in awcordance with the
provisions of the contract between the District and any company of the ?District's choosing
providing such coverage. An employee may increase the coverage to up to two times annual
salary by authorizing the additional premium to be deducted from his/her salary.
Section 5.2 Health and Accident Insurance.
The District shall pay up to $231.08 per month but not more than 100% of the premium
toward the premium for hospital and medical insurance for all unit emplo) ees who work in
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excess of 30 hours per week, after they have worked for two calendar nionths, and up to an
additional $199.46 per month but not more than 2/3 of the additional premium toward unit
employee dependent coverage for covered employees with one dependent )r up to $254.96 per
month but not more than 2/3 of the additional premium toward unit N=ployee dependent
coverage for covered 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 employee shall pay the cost of the difference in premium, to be
deducted from his/her salary. The 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.
Section 5.3 Dental Insurance.
The District shall pay up to $24.08 per month but not more than 100°/ of the premium for
dental insurance for all unit employees who work 30 hours or more per wR~ek, after they have
worked for two calendar months, and up to an additional $15.82 per month bi it not more than 2/3
of the additional premium toward unit employee dependent coverage for covered employees with
one dependent or up to $37.76 per month but not more than 2/3 of the tdditional premium
toward unit employee dependent coverage for covered employees with morehan 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 employee shall pay the cost of the
difference in premium, to be deducted from his/her salary. The employees shall have the option
of selecting "Delta Care" with the contribution for "Delta Care" to be in ac ,ordance with this
paragraph.
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Section 5.4 Vision Coverase.
The District shall pay up to $13.16 per month, but not more than 100% of the premium,
toward the premium for vision insurance for unit members who work mwe than 30 hours per
week, after they have worked for two calendar months; and up to an additia nal $8.70 per month
but not more than 2/3 of the additional premium toward dependent average for covered
employees with one dependent, or up to $15.31 per month but not more than 2/3 of the additional
premium toward dependent coverage for covered 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 employee shall pay the cost of the
difference in premium, to be deducted from his/her salary.
Section 5.5 Cost Adiustments.
During the term of this agreement the maximum amounts in Sections 5.2, 5.3 and 5.4
shall be adjusted to reflect the actual cost to the District of employee coverage and 2/3 of the cost
of all dependent coverage's.
Section 5.6 Retiree Insurance Benefits.
Subject to carrier approval, the District shall pay the amounts provicied in Sections 5.2
and 5.3 of this Agreement for any employee who retires from the District for a period of time
which is equivalent to one (1) year or proration thereof on a monthly basis for each three (3)
years of service to the District or proration thereof on a quarterly basis. To 'Je eligible for this
benefit, the employee must be at least 50 years of age, must have five (5) ye;irs 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 employee or his/her spouse reaches ages 65, whichever is latest, then coverage
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will convert to Medicare Supplement for the remainder of the benefit period. For purposes of
this Agreement, retired status means that the employee shall not work for ccmpensation for more
than seven hundred twenty (720) hours in any fiscal year (July 1 through June 30). The District
may require an employee to certify under penalty of perjury that the emplo yee has remained on
retired status and/or submit to such additional verification, as the District deems necessary to
demonstrate retired status. The retired employee must make any contribution required of a
regular employee pursuant to Section 5.2 prior to the first day of the month in which coverage is
to be extended. Failure of an employee to make such payment shall rest It in termination of
coverage and termination of any right to any benefit pursuant to this section.
Section 5.7 Cafeteria Plan.
To the extent possible, the District shall extend its current plan under Section 125 of the
Internal Revenue Code to cover unit employees.
Section 5.8 Lone-Term Disabilitv.
The District shall provide a long-term disability plan for employees which has a 90-day
elimination period and provides at least sixty percent (60%) of salary for a d -,signated period of
time in accordance with coverage procured by the District from a carrier to b: determined at the
District's sole discretion.
ARTICLE 6. HOURS
1. The regular work week for all full-time unit employees covered by this MOU
shall be 40 hours as scheduled by department heads. It is expressly understood that department
manager may schedule maintenance and plant operation shifts which include evening, weekend
and holiday work. (Specifically, the department manager may create crews consisting of two
individuals, one from either Maintenance Lead Worker or Maintenance III, and the other from
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Maintenance II or Maintenance I assigned to an on-duty maintenanco shift available for
emergency situations and other maintenance assignments which may lie required to work
Saturdays or Sundays. Volunteers for such crews shall first be solicited. In the event that there
are insufficient volunteers, all maintenance employees shall be assigned to such crews on a
three-month rotating basis. Employees may work out trades, provided that fhe trade is completed
within the same work week and one day notice is given to the Supervisor. Plant operators shall
be assigned in accordance with past practice.) For all unit employees with an average regular
work week of 40 hours, the hourly rate of pay shall be twelve times 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/her designee The District, at its
sole discretion, may offer a 9/80 work schedule.
2. Those unit employees covered by this MOU whose regularl} 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 Sund iy and/or holidays,
shall be paid a differential equal to their regular hourly rate plus five percent (5%) 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 Saturday and/or Sunday and/or holidays.
ARTICLE 7. HOLIDAYS
1. The following days shall be recognized as holidays and full-time regular unit
employees covered by this MOU (with the exception of employees assigned to special shift work
for pumping plant operations and on-duty maintenance available for emergeMy situations) shall
have these holidays off with pay:
(a) Independence Day
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(b) Labor Day
(c) Veterans Day
(d) Thanksgiving Day and day after
(e) Christmas Day
(f) New Year's Day
(g) President's Birthday
(h) Memorial Day
There shall be two additional holidays each year, one of which is in lieu of Admission's
Day, as follows:
2001-02: December 24 and 31, 2001
2002-03: October 14, 2002 and December 24, 2002
3. For fiscal year 2001-02 holiday pay will be based on an 8 hour work day. For
fiscal year 2002-03 holiday pay will be based on the work hours schedulec. for the designated
holiday.
(a) 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
Sunday shall be taken on Monday, unless another day is designated by the Gejieral Manager.
(b) For those unit employees not 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 )ff, unless another
day is designated by the General Manager.
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(For example; for a Sunday to Thursday work week, if a holiday falls on Friday or
Saturday, the employee takes 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.)
4. Unit employees assigned to special shift work shall be entitled to receive one day
of paid time off (an in-lieu holiday) on a day designated or approved by the District at the regular
rate of pay for each holiday whether or not the holiday falls on a regularly scheduled workday
for that employee, so long as the production department is manned and/or a :maintenance crew is
on duty at work for emergency situations during the holiday period.
5. If unit employees, other than employees assigned to special shift work, are
required to work on a holiday, they shall receive, in addition to the paid holiday, compensation
equivalent to one and one-half times their regular rate of pay for the time acts tally worked during
a regularly scheduled holiday.
6. In order to be eligible for holiday pay, a unit 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.
ARTICLE 8. VACATION
Unit employees covered by this MOU shall receive annual vacation with pay in
accordance with the following provisions:
(a) Full-time regular unit employees with an average regular work week of 40
hours shall accrue paid vacation at the following rate per month:
0 but less than 5 years service
5 but less than 15 years service
15 or more years service
6-2/3 hours/month (W days/year)
10 hours/month (15 d~ ys/year)
13-1/3 hours/month (10 days/year)
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(b) Part-time unit employees shall accrue paid vacation in proportion to the
average or normal hours worked as a part-time employee.
2. For vacation accrual the last day of the month shall be considered the ending of
the accrual period and all accruals for the preceding month or fraction of a month thereof shall be
credited to the employee at this time; provided, however, that the date for d°termining a change
in the accrual rate provided in paragraph 9.1(a) shall be the first day of the month on which the
employee was hired by the District.
3. Paid vacations shall continue to accrue in accordance with the above provisions
during any period of leave with pay.
4. All vacations shall be scheduled and taken in accordance witt the best interest of
the District and the department in which the employee is employed.
5. The maximum amount of vacation that may be taken at any given time shall be
that amount that has accrued to the employee concerned. The minimum amo ant of vacation that
may be taken at any given time shall be one hour.
6. A unit employee shall be eligible to take any accrued vacation after completion of
the probationary period.
7. Each unit employee shall have one (1) hour deducted from his/her accrued
vacation time for each hour of vacation taken.
8. The maximum vacation that may be accrued shall not be more than one and one-
half (1-1/2) times the amount that may be accrued in one year of service. Vacation, in excess of
the maximum which is accrued but not taken, will be forfeited except with the written permission
to accrue it from the General Manager, at his/her sole discretion.
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9. Upon termination, a unit employee shall be compensated in wish at his/her current
rate of pay for any vacation accrued but not taken.
10. In the event that any recognized holiday occurs during a unit employee's vacation,
the holiday shall not be charged against the employee's accrued vacation. The only vacation
hours that shall be charged against the employee's accrued vacation time shall be those hours that
the employee is regularly scheduled to work.
11. In the event that a regularly scheduled pay day falls during the time of an
approved vacation, the District, upon written direction, will either mail the check to a designated
address or deposit the check in the local bank, savings and loan institution or credit union
designated by the employee. In the event of no written direction, the District will hold the check
until the employee returns to work.
12. For the term of this MOU only, unit members 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 employee t ekes 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 :han one year may
also buy from the District up to an additional forty (40) hours of vacatio; i time within any
calendar year for use during the same calendar year, provided that full and con tplete payment has
been made for the purchased vacation time by salary modification prior to U3e 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 MOU unles 3 an extension is
expressly agreed to by the District.
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ARTICLE 9. LEAVES
Section 9.1 Sick Leave.
1. Sick leave is provided so that a unit employee will not be seriously handicapped
financially if he/she is unable to work because of illness.
2. A unit employee eligible for paid sick leave shall be grante I such leave for the
following reasons:
(a) Illness of the employee or physical incapacity of tr a 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 the employee's immediate family which
requires the presence of the employee for a period not to exceed one half o:7 a years accrual of
sick leave. Immediate family shall be as defined in AB 109.
(d) Routine medical or dental appointments for the emplc yee only or illness
of an emergency nature within the employee's immediate family. In order to i eceive 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 -outine medical or
dental leave is for the period of the appointment only.
3. In the event that a unit employee is absent on paid sick leave in excess of one day,
or if the District has cause to believe that an employee is misusing sick leave, the District may
require that the employee submit a written statement by a physician licensed by the State of
California certifying that the employee's or the employee's family member's condition prevented
him/her from performing the duties of his/her position.
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4. Unit employees shall accrue annual sick leave with pay in accordance with the
following provisions:
(a) Full-time regular unit employees with an average regular workweek of 40
hours shall receive paid sick leave at the rate of one day per month.
(b) Part-time unit employees shall receive sick pay in proportion to the
average or normal hours worked as a part-time, employee (e.g., an employee whose regular work
week is 20 hours shall receive 1/2 day sick leave per month).
(c) Paid sick leave shall continue to accrue in accorda qce with the above
provisions during any period of leave with pay.
5. Each unit employee shall have one hour deducted from his/he.- accrued sick leave
time for each hour of sick leave taken. An employee with a regular workday of eight (8) hours
shall have eight (8) hours deducted from his/her accrued sick leave time for each regularly
scheduled working day that he/she is on paid sick leave.
6. In the event that any paid holiday occurs during a period when a unit employee is
on paid sick leave, the holiday shall not be charged against the employee's ;accrued sick leave.
The only sick leave hours that shall be charged against the employee's accrued sick leave shall be
those hours that the employee is regularly scheduled to work.
7. A unit 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
employee should die, his/her estate shall be entitled to such payment.
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Section 9.2 Disabilitv Leave.
In situations where a unit employee has been injured in an of 7- 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 e;cceeding 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.
2. A unit employee injured in the scope and course of his/her employment with the
District may elect to take as much of his accumulated sick leave, or his/her accumulated vacation
as when added to his/her disability indemnity will result in a payment to him/her of not more
than his/her full salary or wage.
Section 9.3 Leave of Absence Without Pav.
1. Department managers may grant a regular 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/she shall prescribe.
2. The General Manager may grant a regular or probationary unit employee a leave
of absence without 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 except upon written request of the employee, setting forth the reason for the request.
Approval shall be in writing from the General Manager or his/her designee ~ nd entirely within
his/her discretion.
3. In situations where a unit employee shall request leave without )ay for a period in
excess of one calendar month, he/she shall submit to the District any and all actual benefit
premiums for any and all insurance coverage. If the employee chooses not to submit any or all
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of these premiums, his/her coverage shall be terminated within the limits prescribed by the
benefit carriers and will be reinstated within the limits prescribed by the Benefit carrier at the
time of his/her reinstatement by the District.
4. In the event that leave without pay is granted a unit employee for reasons of
illness or injury, the District shall continue to pay for any hospitalization and major medical
insurance previously paid for by the District.
5. Upon expiration of a regularly approved leave or within 24 hours' notice to return
to duty, the unit employee shall be reinstated in the position held at the time the leave was
granted. Failure on the part of a unit employee on leave to report promptly at its expiration, or
within 48 hours after notice to return to duty, shall be cause for immediate discharge. The
depositing in the United States mail of a first-class postage-paid letter addressed to the unit
employee's last known place of residence shall be reasonable notice.
Section 9.4 Maternity Leave.
Maternity leave with or without pay shall follow the same procedures as leave granted for
other disabilities provided, however, that an employee who has exhausted all accrued sick leave,
compensatory time and vacation time shall be entitled to an unpaid leave of absence for a total of
four month's leave when combined with sick leave, vacation and compensaory time, provided
that the employee furnishes to District a physician's verification of inabili y to work. Each
request for maternity leave must be accompanied by a statement from a ; icensed physician
verifying the pregnancy, the last day the unit member may work, and the expected date of return
to work. In no case will the expectant mother be allowed to work beyond thf, date specified by
her physician, and notification must be given to the District thirty (30) day ; prior to the last
scheduled date of work.
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Section 9.5 Jurv Dutv/Court Testimonv.
A full-time unit employee who is called as a witness in a matter to which he/she is not a
party or required to serve as a trial juror shall be entitled to be absent from his/her duties during
the period of such service. During these periods of service, the employe shall receive full
compensation from the District if witness fees or juror fees, except mileage reimbursement, are
submitted to the District.
Section 9.6 Bereavement Leave.
Upon the death of a member of an employee's immediate family, ar, employee shall be
entitled to use up to three (3) days of District-paid bereavement leave for attendance at funeral
services and conduct of business associated with the deceased. Immediate family shall include
spouse, child, brother, sister, parent, parent-in-law, grandparent, grandchild, son-in-law,
daughter-in-law, stepparent, stepbrother, stepsister, stepchild, or any other relative living in the
same household. The General Manager, at his/her sole discretion, may allow the employee to
use up to an additional four (4) days of sick leave for this purpose or use of such leave for
bereavement of non-immediate family members.
ARTICLE 10. GRIEVANCE PROCEDURE
Section 10.1 Pumose.
The purpose of this section is to enhance communications between the District and unit
employees by providing a fair and impartial 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 10.2 Matters Subiect to the Grievance Procedure.
1. A grievance may be filed for the alleged violation of this MOU.
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2. The grievance procedure shall not be used to establish new policies or change any
existing rules. It shall not be used in matters resulting from any form of d..sciplinary action or
evaluation content.
3. Any matter being grieved by a unit employee shall be kept cot. fidential.
Section 10.3 Informal Grievance Adiustment.
1. Whenever possible, a unit employee who has a complaint she uld try to solve the
problem through informal discussion with his/her supervisor without delay. '.'he supervisor shall
make whatever investigation he/she deems necessary and reply within five (5) working days.
Any matters for which he/she does not have authority to make a decision should be brought to
the attention of a higher level supervisor who does have the proper authority.
2. If the unit employee is not satisfied with the decision re iched through the
informal discussion, and/or some other extenuating circumstances exist, he,`she may bring the
matter to the attention of the next level of authority. If the employee is still not satisfied with the
decision, he/she may file a formal grievance within fifteen working days of th -1 occurrence of the
event or action giving rise to the grievance.
Section 10.4 Formal Grievance Procedure.
1. The formal grievance procedure may be followed only after f lilure to resolve a
problem through informal grievance adjustment. If the unit employee is not in agreement with
the decision reached, he/she may, within fifteen working days of the occurrence of the event or
action giving rise to the grievance, file a formal grievance in writing with the Personnel Officer
with a copy to the General Manager. The Personnel Officer shall make whalever investigation
he/she deems necessary to allow fair consideration of the situation and shall present a written
-19-
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.
2. If the unit employee is not satisfied with the decision of th Personnel Officer,
he/she may file a written appeal to the General Manager within five working days after having
received the reply of the Personnel Officer. Within ten working days, the GE neral Manager shall
make a written decision which shall be final and binding on all parties.
Section 10.5 General Conditions.
1. The Personnel Officer shall receive and retain copies of all written materials
pertaining to the grievance.
2. A unit employee may represent himself/herself or select whomever he/she desires
to represent him/her in the grievance procedure.
3. If a unit employee fails to proceed with a grievance within any of the time limits
specified in the section, the grievance shall be deemed settled on the basis of the last decision
reached.
4. Any of the time limits specified in this section may be extended when mutually
agreed upon by all parties concerned.
5. Either the grievant, or the Personnel Officer or General Manager, may request a
meeting to review the grievance prior to a decision.
6. When it is necessary for a grievant or designated representative to attend a
grievance meeting or hearing with management during the work day, he/sh will be released
without loss of pay in order to permit participation in the foregoing activities provided advance
arrangements are made with the employee's department head.
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ARTICLE 11. EMPLOYEE DISCIPLINE
Section 11.1 Forms of Discipline.
The tenure of every unit employee who has passed probation shall be conditioned by
good behavior and satisfactory work performance. A unit employee who h:is passed probation
may be suspended, demoted or dismissed for reasonable cause.
Section 11.2 Procedure.
1. When a unit employee who has passed probation is to be dismissed, demoted or
suspended without pay, specific written charges shall be prepared and presented by the
employee's department manager for action by the Personnel Officer.
2. The Personnel Officer shall provide such a unit employee with written notice of
the proposed action, the date it will be effective, the charge(s) on which the proposal is based,
and relevant written materials, written reports and documents, and notification that the employee
is entitled to respond to the charges as provided below.
3. Prior to the effective date of the proposed action, such a unit employee shall have
the right to file with the Personnel Officer a written response to the charges or request the right to
make an oral response. The Personnel Officer may act upon the initial written or oral
presentation of the employee or may request that the employee submit a farther response in
writing, or permit the employee a further oral presentation. Failure of the employee to make a
written response or request an oral presentation shall constitute waiver of this provision and
waiver of any right to appeal as provided in Section 11.2. The employee sha 1.1 be entitled to be
represented by counsel or other person of his choosing during the course of the above
proceedings.
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4. The Personnel Officer shall provide written notice of his fii gal determination to
such a unit employee. If the Personnel Officer determines that the employee should be reinstated
or the period of suspension shortened, the Personnel Officer shall order pay] nent of appropriate
back pay.
Section 11.3 Anneal of Discinlinarv Action.
1. When formal disciplinary action has been taken by the Personnel Officer pursuant
to Section 11.2 and the unit employee who has received a written notification of the action, if the
employee has previously made response to the charges to the Personnel Of icer, the employee
shall have the right to appeal provided that the employee has passed probation. Appeal shall not
suspend the effective date of the discipline. Failure to appeal by the employee or his/her
representative will make the action by the Personnel Officer final and conclusive.
2. Subject to paragraph 11.3.1, such a unit employee who ha, been disciplined,
within 15 days after having been furnished with a copy of the final notic+.- of action by the
Personnel Officer may appeal to the Board of Directors by filing with the ( ieneral Manager a
written answer to the charges and requesting a hearing thereon.
3. In the case of suspensions of less than ten working days, the Board of Directors
may appoint two (2) of its members to informally hear and make recommendations concerning
the appeal. No written transcript of proceedings shall be required, but any documents submitted
by either side shall be included with the report of the two members. The report of the two
members shall be submitted to the full Board and shall include a summary of tl to facts supporting
their recommendation that the discipline be sustained, modified, or rejected.
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(a) In the case of a disciplinary action other than set forth in paragraph 11.3.3,
the Board of Directors shall appoint a hearing officer to conduct a hearing on appeal of any
disciplinary action.
(b) The hearing shall be conducted in the manner most conducive 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, weight, and credibility
of testimony and evidence. The hearing officer 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/her representative shall first present his/her witnesses and evidence
to sustain the charges and the unit employee will then present his/her witnesses and evidence in
defense.
(e) Each side will be allowed to examine and cross-examine; witnesses.
(f) Both the Personnel Officer and the unit employee may be represented by
legal counsel.
(g) The hearing officer shall, if requested by either party, subpoena witnesses
and/or require production of other records or material evidence.
(h) The hearing officer may, prior to or during a hearing, grant a continuance
for any reason he/she believes to be important to his/her reaching a fair and proper decision.
(i) The hearing officer shall prepare a recommended decis .on and forward it
to the Board of Directors no later than 30 days after the matter of appeal was taken under
-23-
submission by the hearing officer. The recommended decision shall set forth which charges, if
any, the hearing officer feels are sustained and the reasons therefor.
0) Such an employee or his/she representative may obtain a copy of the
transcript of the hearing upon request and agreement to pay for necessary costs.
4. After receiving the recommendation of the committee of the wo 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 Boo rd may order all or
part of the employee's full compensation from the time of dismissal or suspen3ion be paid.
5. Such a unit employee who has been suspended or dismissed r. lay be reinstated to
his/her position as a result of a successful appeal. In the event of such reinstatement, the
employee shall be entitled to his/her former status of employment.
6. Dismissal of a unit employee from the District service shall, unless otherwise
ordered:
(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/her dismissal except that he/she shall be compensated for any unpaid salary, unused vacation
and unused paid time off to his/her credit as of the date of dismissal.
ARTICLE 12. JOB POSTING
All openings for employment positions in the District shall be posted for at least two (2)
weeks prior to the deadline for submission of applications.
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ARTICLE 13. MISCELLANEOUS BENEFITS
Section 13.1 Safetv Boot Allowance.
Unit employees including those assigned to Engineering who are required to wear work
boots in the performance of their job, as determined by the Department Manager, shall be
eligible for District-purchased boots in an amount not to exceed $150.00, prc vided that the boots
are from a list pre-approved by the General Manager or his/her designoe. The difference
between $150.00 and the amount actually used may be carried over for one year and combined
with a subsequent allocation for boot reimbursement.
Section 13.2 Reimbursement for Certificates.
The District shall reimburse unit employees for sums paid to th : appropriate state
agencies for obtaining or renewing of production or distribution certificates.
Section 13.3 Education Reimbursement.
The District shall provide educational reimbursement to unit 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 cours : must accompany
the reimbursement request on a form provided by the District. Employee shall be responsible for
any tax consequences as a result of education reimbursement.
Section 13.4 Uniforms.
The field uniforms provided employees may include shorts which may only be worn in
accordance with District established safety guidelines. During the summer months, the District
provided field uniforms may include T-shirts.
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ARTICLE 14. DRUG POLICY
In addition to any other District adopted drug policy, effective Januar} 1, 1996, the Yorba
Linda Water District must comply with the United States Department of Transportation
regulations implementing the Federal Omnibus Transportation Employee Y.-sting Act of 1991.
Specifically, the District must comply with the regulations of the Federal Highway
Administration (FHWA). Adoption of a policy is one of the District's obligations under the
regulations, and it is the intent of the District to comply fully with both the letter and spirit of this
law, as well as to continue to administer the District's Drug Free Workplace policy, adopted in
1993. Specific procedures for administering the Department of Transportation regulations are
contained in the District's Administrative Checkpoints (ABC's). Each emplo,., ee will be given a
copy of these procedures and sign a statement attesting to having receiv;d and read them.
Compliance with this policy is a condition of employment.
ARTICLE 15. COMPLETION OF MEET AND CONFER
It is understood that this MOU represents the sole and complete undcrstanding between
the parties and shall govern their entire relationship and shall be the sole sc urce of any rights
which may be asserted hereunder and that the parties shall not be obligated lo meet and confer
except by their mutual consent with respect to any subject or matter, whether referred to or
covered by this MOU or not, even though each subject or matter may not hate been within the
knowledge or contemplation of either or both the District or the Association at the time they met
and conferred or executed this MOU, even though subject or matters were proposed and later
withdrawn. The parties further understand that all rights not clearly and expressly limited by this
MOU are expressly reserved to the District, even though not enumerat(:d. The express
provisions of this MOU constitute the only limitations upon the District's rights to determine,
-26-
a ~
implement, supplement, change, modify, or discontinue in whole or in part any term or condition
of employment or adopt any policy, rule, regulation or practice as the D.strict deems fit or
appropriate; provided, however, that the District shall comply with all fed °ral and state laws
relating to employee rights, opportunities and benefits except for the requirement to meet and
confer with regard to such changes, alterations, modifications or exercise of such reserve power,
which right has been expressly waived by the Association.
ARTICLE 16. CONCERTED ACTIVITIES
1. Apart from and in addition to existing legal restrictions upon remedies for work
stoppages, the Association hereby agrees that neither it nor its members, agents, representatives
or persons acting in concert with any of them, shall incite, engage or participate in any strike,
walkout, slowdown, sick-out or other work stoppage of any nature against the District
whatsoever or wheresoever located, including, but not limited to disputes which are related to the
subject matter contained in this MOU; disputes between the District and any ether organization,
persons or employees; or jurisdictional disputes. In the event of any strike, walkout, slowdown,
sick-out or other work stoppage or threat thereof against the District, the Pssociation and its
officers will take all steps reasonably within their control to end or avert the same.
2. Those represented by the Association shall not authorize, engage in, encourage,
sanction, recognize or assist in any strike, walkout, sick-out or other work stoppage or picket in
furtherance thereof, or participate in concerted interference in violation of this provision or
refuse to perform duly assigned services in violation of this provision. It is understood that any
person represented by the Association found in violation of this provision will be subject to
discipline, including termination, as determined appropriate by the District.
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ARTICLE 17. TERM OF AGREEMENT
This agreement shall remain in force and effect from date of adoption by resolution of the
governing board of the District until June 30, 2003.
ARTICLE 18. DISTRICT GOVERNING BOARD APPROVAL
It is the understanding of the District and the Association that this l vIOU shall have no
force or effect whatsoever unless or until adopted by resolution of the governing board of the
District. Following approval of the governing board, the District shall imp,.ement the terms of
this MOU by appropriate resolution or other means.
IN WITNESS WHEREOF, the parties hereto have executed this MOW this day of
12001.
YORBA LINDA WATER DISTRICT
EMPLOYEE'S ASSOCIATION
By~ \
Jeff CopleA
By:
e cDonald ~
By: u ,
Sven Hermelin
YORBA W-ATERTRICT
/ /
By:
J.'R-06ertson, Gesneral Manager
-28-
Exhibit "A"
Bargaining Unit Employees
Effective July 1, 2001
Accounting Assistant I
Accounting Assistant II
Construction Inspector
Maintenance Worker `TI
Maintenance Worker [II
Mechanic I
Customer Service Representative I
Customer Service Representative II
Customer Service Representative III
Engineering Technician I
Engineering Technician II
Facilities Maintenance
GIS Specialist
Maintenance Lead Worker
Maintenance Worker I
Mechanic II
Meter Reader I
Meter Reader II
Meter Services Representative
Plant Operator I
Plant Operator II
Secretary
Senior Mechanic li
Senior Plant Operator
Storekeeper
Exhibit "Bl"
Resolution No. 01-06
PAY PLAN
Bargaining Unit Employees
Effective July 1, 2001 through June 30, 2002
(Rangel0, Stepl = $11.1588/hr*2080/12)
Range
Step 1
Step 2
Step 3
Step 4
Step 5
1
$1,247
$1,309
$1,375
$1,443
$1,515
2
$1,309
$1,375
$1,443
$1,515
$1,591
3
$1,375
$1,443
$1,515
$1,591
$1,671
4
$1,443
$1,515
$1,591
$1,671
$1,754
5
$1,515
$1,591
$1,671
$1,754
$1,842
6
$1,591
$1,671
$1,754
$1,842
$1,934
7
$1,671
$1,754
$1,842
$1,934
$2,031
8
$1,754
$1,842
$1,934
$2,031
$2,132
9
$1,842
$1,934
$2,031
$2,132
$2,239
10
$1,934
$2,031
$2,132
$2,239
$2,351
11
$2,031
$2,132
$2,239
$2,351
$2,469
12
$2,132
$2,239 (
$2,351
$2,469
$2,592
13
$2,239
$2,351
$2,469
$2,592
$2,722
14
$2,351
$2,469
$2,592
$2,722
$2,858
15
$2,469
$2,592
$2,722
$2,858
$3,001
16 $2,592 $2,722 $2,858 $3,001 $3,151
17 $2,722 $2,858 $3,001 $3,151 $3,308
18 $2,858 $3,001 $3,151 $3,308 $3,474
19 1 $3,001 $3,151 1 $3,308 1 $3,474 $3,647
20 $3,151 $3,308 $3,474 $3,647 $3,830
21 $3,308 $3,474 $3,647 $3,830 $4,021
22 1 $3,474 1 $3,647 1 $3,830 1 $4,021 1 $4,222
23 $3,647 $3,830 $4,021 $4,222 $4,433
24 $3,830 $4,021 $4,222 $4,433 $4,655
25 $4,021
$4,222
$4,433
$4,655
$4,888
26 $4,222
$4,433
$4,655
$4,888
$5,132
27 $4,433
$4,655
$4,888
$5,132
$5,389
Classification
(Temporary Help)'
(Temporary Help) E
(Temporary Help) 1
(Temporary Help)
(Temporary Help)
(Temporary Help) L,
(Temporary Help)
(Temporary Help) ,
(Temporary Help)
(Temporary Help)
(Temporary Help)
Customer Service representative I
Meter Reader I
Accounting Assistant I
Customer Service Representative II
Maintenance Work 1r I
Meter Reader II
Mechanic I
Plant Operator I
Secretary
Customer Service presentative III
Engineering Technician I
Storekeeper
Maintenance Worked' II
Facilities Maintena ce
Water Quality Technician
Accounting Assistant II
Engineering Technician II
Mechanic II
Plant Operator II
Maintenance Worke, III
Senior Plant Operator
Meter Services Representative
Senior Mechanic
Construction Inspec or
Maintenance Lead orker
I
I
I
Exhibit "B2"
Resolution No. 01-06
PAY PLAN
h
Bargaining Unit Employees
Effective July 1
, 2002 throug
h June 30, 2003
(Rangel0,
Stepl = $1
1.4936/h
r*2080/12)
I
Range
Step 1
Step 2
Step 3
Step 4
Step 5
Classification
1
$1,284
$1,348
$1,416
$1,487
$1,561
(Temporary Help)
I
2
$1,348
$1,416
$1,487
$1,561
$1,639
(Temporary Help)
j
I
3
$1,416
$1,487
$1,561
$1,639
$1,721
(Temporary Help)
4
$1
487
$1,561
$1,639
$1,721
$1,807
(Temporary Help)
5
,
$1,561
$1,639
$1,721
$1,807
$1,897
(Temporary Help)
6
$1,639
$1,721
$1,807
$1,897
$1,992
(Temporary Help) 11I
7
$1,721
$1,807
$1,897
$1,992
$2,092
(Temporary Help) I
8
$1,807
$1,897
$1,992
$2,092
$2,196
(Temporary Help)
9
$1,897
$1,992
$2,092
$2,196
$2,306
(Temporary Help)
10
$1,992
$2,092
$2,196
$2,306
$2,422
(Temporary Help)
11
$2,092
$2,196
$2,306
$2,422
$2,543
(Temporary Help)
~
12
$2,196
$2,306
$2,422
$2,543
$2,670
I
13
$2,306
$2,422
$2,543
( $2,670
$2,803
Customer Service Representative I
14
$2,422
$2,543
$2,670
( $2,803
$2,943
Meter Reader I
15
$2,543
$2,670
$2,803
$2,943
$3,091
Accounting Assistant I
Customer Service Representative II
16
$2,670
$2,803
$2,943
$3,091
$3,245
Maintenance Worker I
Meter Reader II
17
$2,803
$2,943
$3,091
$3,245
$3,407
Mechanic I
Plant Operator I
Secretary
18
$2,943
$3,091
$3,245
$3,407
$3,578
Customer Service Representative III
Engineering Tech4ian I
Storekeeper 9
19
$3,091
$3,245
$3,407
$3,578
$3,757
Maintenance Workor II
20
$3,245
$3,407
$3,578
$3,757
$3,944
Facilities Maintenalce
Water Quality Tech' ician
21
$3,407
$3,578
$3,757
$3,944
$4,142
Accounting Assistat II
Engineering Techm .ian II
Mechanic II
Plant Operator II
22
$3,578
$3,757
$3,944
$4,142
$4,349
Maintenance Workd
III
23
$3,757
$3,944
$4,142
$4,349
$4,566
Senior Plant Operator
Meter Services Representative
Senior Mechanic
24
$3,944
$4,142
$4,349
$4,566
$4,795
Construction Inspec~or
GIS Specialist
Maintenance Lead orker
25
$4,142
$4,349
$4,566
$4,795
$5,034
26
$4,349
$4,566
$4,795
$5,034
$5,286
27
$4,566
$4,795
$5,034
$5,286
$5,550
1
Exhibit "C"
2001-2002 HOLIDAY SCHEDULE
Holiday _
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after
Day before Christmas
Christmas Day
Day before New Years
New Year's Day
President's Day
Memorial Day
Day & Date Celebrated
Wednesday, July 4, 2001
Monday, September 3,
Monday, November 12,
Thursday, November 22,
Friday, November 23,
Monday, December 24,
Tuesday, December 25,
Monday, December 31,
Tuesday, January 1, 2002
Monday, February 18,
Monday, May 27,
2002-2003 HOLIDAY SCHEDULE
Holiday _
Day & Date-Celebrated
Independence Day
Thursday, July 4, 2002
Labor Day
Monday, September 2,
{
{
Columbus Day
Monday, October 14,
1
Veteran's Day
Monday, November 11,
Thanksgiving Day
Thursday, November 28
Day after Thanksgiving
Friday, November 29,
Day before Christmas
Tuesday, December 24,
Christmas Day
Wednesday, December 25,
New Year's Day
Wednesday, January 1, 2003
President's Day
Monday, February 17,
Memorial Day
Monday, May 26,