Loading...
HomeMy WebLinkAbout2003-06-26 - Resolution No. 03-01RESOLUTION NO. 03-01 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 2003- 04 and 2004-05 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 2003-04 and 2004-05, as attached hereto and by this reference incorporated herein as Exhibit "A". Section 2. The fiscal 2003-04 and 2004-05 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 That Resolution No. 01-06 is hereby rescinded. PASSED AND ADOPTED this 26th day of June, 2003 by the following called vote: Ayes: Paul Armstrong, Michael Beverage, John Summerf ield Noes: Arthur C. Korn Absent: William R. Mills Abstain: None 6;o;hn W. Summerfield, Presi~t Yorba Linda Water District Winam7`Robe son, Secretary Yorba Linda Water District • Exhibit"BI" PAN'PLAN Unit Employees Proposed July 1.2003-June 30,2004 (Range I0,Step I =$11.8384/hr*2080/12) Range Step 1 Step 2 Step 3 Step 4 Step 5 Classification 1 $1,323 $ 1.389 $ 1,458 $ 1,531 $ 1.608 (Temporary Help) 2 $1,389 $ 1,458 $ 1.531 $ 1.608 $ 1.688 (Temporary Help) 3 $1,458 $ 1,531 $ 1,608 $ 1,688 $ 1,773 (Temporary Help) 4 $1,531 $ 1.608 $ 1.688 $ 1.773 $ 1,861 ,(Temporary Help) 5 $1,608 $ 1.688 $ 1,773 $ 1.861 $ 1.954 (Temporary Help) 6 $1,688 5 1,773 $ 1,861 $ 1,954 $ 2.052 (Temporary Help) 7 $1,773 $ 1.861 $ 1,954 $ 2.052 $ 2,155 (Temporary Help) 8 $1.861 $ 1,954 $ 2,052 $ 2.155 $ 2,262 (Temporary Help) 9 $1.954 $ 2.052 $ 2.155 $ 2,262 $ 2.375 (Temporary Help) 10 $2.052 $ 2.155 $ 2,262 5 2,375 $ 2,494 (Temporary Help) 11 $2,155 $ 2,262 $ 2.375 $ 2.494 $ 2,619 (Temporary Help) 12 $2,262 $ 2,375 $ 2,494 $ 2.619 $ 2,750 13 $2,375 $ 2,494 $ 2,619 $ 2,750 $ 2,887 Customer Service Representative 1 14 $2,494 $ 2,619 $ 2.750 $ 2,887 $ 3,032 Meter Reader I 15 $2,619 $ 2,750 $ 2.887 $ 3,032 $ 3,183 Accounting Assistant I Customer Service Representative 11 16 $2,750 $ 2,887 $ 3,032 $ 3,183 $ 3,342 Maintenance Worker I Meter Reader II 17 $2,887 $ 3,032 $ 3,183 $ 3.342 $ 3.510 Mechanic 1 Plant Operator 1 Secretary 18 $3,032 $ 3.183 $ 3,342 $ 3.510 $ 3,685 Customer Service Representative III Eneineering Technician I Meter Services Technician 19 $3,183 $ 3,342 $ 3.510 $ 3.685 $ 3,869 Maintenance Worker II Storekeeper 20 $3,342 $ 3,510 $ 3,685 $ 3.869 $ 4,063 Facilities Maintenance 21 $3,510 $ 3,685 $ 3,869 $ 4,063 $ 4.266 Accounting Assistant II Mechanic II Plant Operator II 22 $3.685 $ 3,869 $ 4.063 $ 4.266 $ 4,479 Engineering Technician II Information Systems Technician I Maintenance Worker III Water Quality Technician 23 $3,869 $ 4,063 $ 4,266 $ 4,479 $ 4.703 Meter Services Representative 24 $4,063 $ 4,266 $ 4,479 $ 4,703 $ 4,938 Construction Inspector Senior Informations Systems Technician Senior Mechanic Senior Plant Operator 25 $4,266 $ 4,479 $ 4,703 $ 4,938 $ 5.185 Maintenance Leadworker 26 $4,479 $ 4,703 $ 4,938 $ 5,185 $ 5,445 Project Engineer S • Exhibit'B2" PAN PLAN Unit Employees Proposed July 1.2004-June 30.2005 (Range 1O.Step =$12.1935 hr*2080/12) Range Step 1 Step 2 Step-3 Step 4 Step 5 Classification $1.362 $ 1.431 $ 1.502 $ 1.577 $ 1.656 (Temporary Help) 2 $1.431 $ 1.502 $ 1.577 $ 1.656 $ 1.739 (Temporary Help) 3 $1.502 $ 1.577 $ 1.656 $ 1.739 $ 1.826 (Temporary Help) 4 $1.577 $ 1.656 $ 1.739 $ 1.826 $ 1.917 (Temporary Help) 5 $1.656 $ 1.739 $ 1.826 $ 1.917 $ 2.013 (Temporary Help) 6 $1.739 $ 1.826 $ 1.917 $ 2.013 $ 2.114 (Temporary Help) 7 $1.826 $ 1.917 $ 2.013 $ 2.114 $ 2.219 (Temporary Help) 8 $1.917 $ 2.013 $ 2.114 $ 2.219 $ 2.330 (Temporary Help) 9 $2.013 $ 2.114 $ 2.219 $ 2.330 $ 2.447 (Temporary Help) 10 $2.1 14 $ 2,219 $ 2.330 $ 2.447 $ 2.569 (Temporary Help) 11 $2.219 $ 2.330 $ 2.447 $ 2.569 $ 2.697 (Temporary Ilelp) 12 $2.330 $ 2.447 $ 2.569 $ 2.697 $ 2.832 13• $2.447 $ 2.569 $ 2.697 $ 2.832 $ 2.974 Customer Service Representative I 14 $2.569 $ 2.697 $ 2.832 $ 2.974 S 3.123 Meter Reader I 15 $2.697 $ 2.832 $ 2.974 $ 3.123 $ 3,279 Accounting Assistant I Customer Service Representative II 16 $2.832 $ 2.974 $ 3.123 $ 3.279 $ 3.443 Maintenance Worker I Meter Reader II 17 $2.974 $ 3.123 $ 3.279 $ 3.443 $ 3.615 Mechanic I Plant Operator 1 Secretary 18 53.123 $ 3.279 $ 3.443 S 3.615 5 3.796 Customer Service Representative III Engineering Technician I Meter Services Technician 19 $3.279 $ 3.443 $ 3.615 $ 3.796 $ 3.985 Maintenance Worker II Storekeeper 20 $3.443 $ 3.615 $ 3.796 $ 3.985 $ 4.185 Facilities Maintenance 21 $3.615 $ 3.796 $ 3.985 $ 4.185 5 4.394 Accounting Assistant II Mechanic 11 Plant Operator 11 22 $3.796 $ 3.985 $ 4.185 $ 4.394 $ 4.614 Engineering Technician II Maintenance Worker III Information Systems Technician I Water Quality Technician 23 $3.985 $ 4.185 $ 4.394 $ 4.614 $ 4.844 Meter Services Representative 24 $4.185 $ 4.394 $ 4.614 $ 4.844 $ 5.086 Construction inspector Senior Information Systems Technician Senior Mechanic Senior Plant Operator 25 $4.394 $ 4.614 $ 4.844 $ 5,086 $ 5.341 Maintenance Leadworker 26 $4,614 $ 4,844 $ 5.086 $ 5.341 $ 5.608 Project Engineer Yorba Linda Water District & I A Memorandum of Understanding between Yorba Linda Water District And the Yorba Linda Water District Employees Association For the period July 1 , 2003 through June 30, 2005 1 MEMORANDUM OF UNDERSTANDING BETWEEN YORBA LINDA WATER DISTRICT AND THE YORBA LINDA WATER DISTRICT EMPLOYEES ASSOCIATION 022/009412-0116 197942.02 PM03 TABLE OF CONTENTS • Page ARTICLE 1. RECOGNITION 1 ARTICLE 2. SALARY SCHEDULE 1 Section 2.1 Employee PERS Contribution Rate. 1 Section 2.2 Equity Adjustment. 1 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. 4 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 6 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 13 Section 9.1 Sick Leave 13 Section 9.2 Disability Leave. 15 Section 9.3 Leave of Absence Without Pay 16 Section 9.4 Maternity Leave. 17 Section 9.5 Jury Duty/Court Testimony. 17 Section 9.6 Bereavement Leave 18 Section 9.7 Catastrophic 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. 19 022/009412.0116 197942.02 PM03 -1- Page Section 10.4 Formal Grievance Procedure. 19 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 28 022/009412-0116 197942.02 PM03 -11- 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 and 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 a bargaining unit consisting of the classifications listed in Exhibit "A" (hereinafter sometimes called "unit employees," "employees," "members" or "unit members") to this Memorandum of Understanding (hereinafter"MOU"). ARTICLE 2. SALARY SCHEDULE The District shall maintain the salary schedule attached hereto as Exhibit "B-1" for fiscal year 2003-04, and shall implement the salary schedule attached hereto is Exhibit "B-2" for fiscal year 2004-05. Section 2.1 Employee PERS Contribution Rate. During the remaining term of this MOU, the District shall pay the entire 7% of the employee's contribution rate. All payments will be credited to the employee's individual account with PERS. The District will contract with CaIPERS for a Fourth Level of 1959 Survivor Benefit Program survivor benefit as soon as possible after ratification. Section 2.2 Equity Adjustment. Effective July 1, 2003, the following classifications will be adjusted up one range with incumbent employees granted a 5% increase: Senior Mechanic Senior Plant Operator 022/009412-0116 197942.02 PM03 Store Keeper Engineering Tech II Maintenance Lead Worker 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 effective performance of the duties of his/her position as determined within the District's sole discretion. 2. The District has developed a rating factor system for evaluation purposes. Merit salary increases from Steps 1 through 3 within an established salary range require that an employee have 60 or more points on the regular employee evaluation. In order for an employee to move to a step above Step 3 within an established salary range, the employee must have 80 or more points on the annual employee evaluation. At any time an employee on 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 shall 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 considered a permanent employee. Subsequent merit salary increase eligibility dates shall be at one (1) year intervals 022/009412-0116 197942.02 PM03 -2- following the completion of the probationary period. All employees shall receive a review on or before this anniversary date. The effective date of any merit salary increase shall generally become effective on the anniversary date. The District shall endeavor to have performance reviews completed within two weeks after the anniversary date. If the evaluation is delayed, any subsequent salary increase to which the employee could otherwise be entitled to shall be retroactive to the due date. 4. The Personnel Officer may appoint an employee to serve 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 the 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 shall make deductions in accordance with the law. ARTICLE 3. OVERTIME AND COMPENSATORY TIME OFF Section 3.1 Overtime. A unit employee covered by this Memorandum of Understanding who performs authorized work 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 022/009412-0116 197942.02 PM03 -3- nearest one-half hour of overtime worked. In order to receive overtime compensation, non- emergency overtime must be authorized in advance by the appropriate department manager and approved by the General Manager. Section 3.2 Compensatory 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. Compensatory time off shall be taken at the rate of one and one-half hours of 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 employee 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 Standby 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 be 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 Thirty Dollars ($30.00). (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 qualified by the District shall be eligible for standby duty. Otherwise, standby eligibility will be as existed prior to the date of this Memorandum of Understanding.) The pay for standby time may be accrued to the 022/009412-0116 197942.02 PM03 -4- __ second payday 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. Section 4.2 Call-Out Compensation. 1. Call-out compensation shall be as follows: (a) When a unit employee is called out for emergency situations arising at times other than the employee's normally scheduled working hours, and not as an extension of a regularly scheduled shift, 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) All emergency call-out time which exceeds one hour shall 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 amount 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 accordance 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. v Section 5.2 Health and Accident Insurance. v The District shall pay up to $289.34 per month but not more than 100% of the premium toward the premium for hospital and medical insurance for all unit employees who work in excess of 30 hours per week, after they have worked for two calendar months, and up to an additional $259.31 per month but not more than 2/3 of the additional premium toward unit 022/009412-0116 197942.02 PM03 -5- employee dependent coverage for covered employees with one dependent or up to $330.71 per month but not more than 2/3 of the additional premium toward unit employee 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 $25.62 per month but not more than 100% of the premium for dental insurance for all unit employees who work 30 hours or more per week, after they have worked for two calendar months, and up to an additional $16.64 per month but not more than 2/3 of the additional premium toward unit employee dependent coverage for covered employees with one dependent or up to $39.76 per month but not more than 2/3 of the additional premium toward unit employee 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 "Delta Care" with the contribution for "Delta Care" to be in accordance with this paragraph. Section 5.4 Vision Coverage. The District shall pay up to $11.16 per month, but not more than 100% of the premium, toward the premium for vision insurance for unit members who work more than 30 hours per 022/009412-0116 197942.02 PM03 -6- week, after they have worked for two calendar months; and up to an additional $3.35 per month but not more than 2/3 of the additional premium toward dependent coverage for covered employees with one dependent, or up to $11.91 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 Adjustments. 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 coverages. Section 5.6 Retiree Insurance Benefits. Subject to carrier approval, the District shall pay the amounts provided 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 be eligible for this benefit, the employee must be at least 50 years of age, must have five (5) years of service with the District, must retire from the District after the date of this Agreement while in good standing and upon ninety (90) days written notice, and must remain in retired status. If any benefit period remains when the employee or his/her spouse reaches ages 65, whichever is latest, then coverage 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 compensation for more than seven hundred twenty (720) hours in any fiscal year (July 1 through June 30). The District 022/009412-0116 197942.02 PM03 -7- • may require an employee to certify under penalty of perjury that the employee 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 result 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 Long-Term Disability. 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 designated period of time in accordance with coverage procured by the District from a carrier to be 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 Maintenance II or Maintenance I assigned to an on-duty maintenance shift available for emergency situations and other maintenance assignments which may be required to work Saturdays or Sundays. Volunteers for such crews shall first be solicited. In the event that there 022/009412-0116 197942.02 PM03 -8- 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 the 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 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 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 I. The following days shall be recognized as holidays and full-time unit employees covered by this Memorandum of Understanding (with the exception of employees assigned to special shift work for pumping plant operations and on-duty maintenance available for emergency situations) shall have these holidays off with pay: (a) Independence Day (b) Labor Day (c) Thanksgiving Day and day after (d) Christmas Day 022/009412-0116 197942.02 PM03 -9- (e) New Year's Day (f) President's Birthday (g) Memorial Day There shall be three additional holidays each year, one of which is in lieu of Admission's Day, as follows: 2003-04: October 13, 2003; December 24 (5 hours off) December 26, 2003, and December 31, 2003 (4 hours off) 2004-05: October 11, 2004; November 11, 2004, December 27, 2004 3. For fiscal year 2003-04 and thereafter, holiday pay will be based on the work hours scheduled 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 General 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 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 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 022/009412-0116 197942.02 PM03 -1 0- for that employee, so long as the pumping plant 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 actually 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 1. Unit employees covered by this Memorandum of Understanding shall receive annual vacation with pay in accordance with the following provisions: (a) Full-time 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 yrs. service 6-2/3 hrs/mo (10 days/yr) 5 but less than 15 yrs. service 10 hrs/mo (15 days/yr) 15 or more years service 13-1/3 hrs/mo (20 days/yr) (b) Part-time unit employees shall accrue paid vacation in proportion to the average or normal hours worked as a part-time employee. 7. 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 determining a change 022/009412-0116 197942.02 PIV103 -1 1- 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. 8. Paid vacations shall continue to accrue in accordance with the above provisions during any period of leave with pay. 9. All vacations shall be scheduled and taken in accordance with the best interest of the District and the department in which the employee is employed. 10. 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 amount of vacation that may be taken at any given time shall be one hour. 11. A unit employee shall be eligible to take any accrued vacation after completion of the probationary period. 12. Each unit employee shall have one (1) hour deducted from his/her accrued vacation time for each hour of vacation taken. 13. 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. 14. Upon termination, a unit employee shall be compensated in cash at his/her current rate of pay for any vacation accrued but not taken. 15. 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. 022/009412-0116 197942.02 PM03 -12- 16. 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. 17. 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 takes a minimum of one-half the vacation time to which he/she is entitled within the same annual period of the sold vacation time. A member who has been employed by the District for more than one year may also buy from the District up to an additional forty (40) hours of vacation time within any calendar year for use during the same calendar year, provided that full and complete payment has been made for the purchased vacation time by salary modification prior to use of the vacation time. It is expressly understood that this benefit is provided at the sole discretion of the District and shall automatically terminate upon the expiration of this MOU unless an extension is expressly agreed to by the District. 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 granted such leave for the following reasons: 022/009412-0116 197942.02 PM03 -13- (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 the employee's immediate family which requires the presence of the employee for a period not to exceed one half of a years accrual of sick leave. Immediate family shall be as defined in AB 109. (d) Routine medical or dental appointments for the employee only or illness of an emergency nature 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. 18. 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. 19. Unit employees shall accrue annual sick leave with pay in accordance with the following provisions: (a) Full-time unit employees with an average regular work week of 40 hours shall receive paid sick leave at the rate of one day per month. 022/009412-0116 -14- 197942.02 PM03 (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 accordance with the above provisions during any period of leave with pay. 20. Each unit employee shall have one hour deducted from his/her 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. 21. 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. 22. 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. Section 9.2 Disability Leave. 1. In situations where a unit employee has been injured in a non-duty accident and his/her disability leave exceeds one calendar month or the total of his/her accumulated leaves, including sick leave, paid time off and vacation, that portion of the leave exceeding 30 days or the total of accumulated leaves, whichever is more, shall constitute a break in service. and his/her merit review dates and anniversary date will be adjusted accordingly. 022/009412-0116 197942.02 PM03 -1 5- 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 Pay. 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 permanent or probationary unit employee 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 and entirely within his/her discretion. 3. In situations where a unit employee shall request leave without pay 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 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. 022/009412-0116 _1 6_ 197942.02 PM03 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 compensatory time, provided that the employee furnishes to District a physician's verification of inability to work. Each request for maternity leave must be accompanied by a statement from a licensed 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 the date specified by her physician, and notification must be given to the District thirty (30) days prior to the last scheduled date of work. Section 9.5 Jury Duty/Court Testimony. 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 employee shall receive full compensation from the District if witness fees or juror fees, except mileage reimbursement, are submitted to the District. 022/009412-0116 197942.02 PM03 -17- Section 9.6 Bereavement Leave. 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 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. Section 9.7 Catastrophic Leave. On an ad hoc basis, the parties will meet for the purpose of providing catastrophic leave by way of donation of such leave from existing employees to an employee who has a mutually agreed upon need which cannot otherwise be accommodated. ARTICLE 10. GRIEVANCE PROCEDURE Section 10.1 Purpose. 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 Subject to the Grievance Procedure. 1. A grievance may be filed for the alleged violation of this Memorandum of Understanding. 022/009412-0116 _18- 197942.02 PM03 23. 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 disciplinary action or evaluation content. 24. Any matter being grieved by a unit employee shall be kept confidential. Section 10.3 Informal Grievance Adjustment. 1. Whenever possible, a unit employee who has a complaint should try to solve the problem through informal discussion with his/her supervisor without delay. The 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 reached 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 the 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 failure 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 whatever investigation he/she deems necessary to allow fair consideration of the situation and shall present a written 022/009412-0116 197942 02 PM03 -1 9- 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 the 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 General 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/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's department head. 022/009412-0116 197942.02 PM03 -20- 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 has 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 further 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 shall be entitled to be represented by counsel or other person of his choosing during the course of the above proceedings. 022/009412-0116 197942.02 PM03 -21- 4. The Personnel Officer shall provide written notice of his final 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 payment of appropriate back pay. Section 11.3 Appeal of Disciplinary 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 Officer, 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 has been disciplined, within 15 days after having been furnished with a copy of the final notice of action by the Personnel Officer may appeal to the Board of Directors by filing with the General 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 the facts supporting their recommendation that the discipline be sustained, modified, or rejected. 022/009412-0116 197942.02 PM03 -22- (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 decision and forward it to the Board of Directors no later than 30 days after the matter of appeal was taken under 022/009412-0116 197942 02 PM03 -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. (j) 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 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 Board may order all or part of the employee's full compensation from the time of dismissal or suspension be paid. 5. Such a unit employee who has been suspended or dismissed may 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. 022/0094]2-0116 197942.02 PM03 -24- ARTICLE 13. MISCELLANEOUS BENEFITS Section 13.1 Safety 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, provided that the boots are from a list pre-approved by the General Manager or his/her designee. The difference between $150.00 and the amount actually used may be carried over for one year and combined with a subsequent allocation for boot reimbursement. Section 13.2 Reimbursement for Certificates. The District shall reimburse unit employees for sums paid to the 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 course 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 provided field uniforms may include T-shirts. 022/009412-0116 197942.02 PM03 -25- ARTICLE 14. DRUG POLICY In addition 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 implementing the Federal Omnibus Transportation Employee Testing 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 employee will be given a copy of these procedures and sign a statement attesting to having received 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 understanding between the parties and shall govern their entire relationship and shall be the sole source of any rights which may be asserted hereunder and that the parties shall not be obligated to 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 have 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 enumerated. The express provisions of this MOU constitute the only limitations upon the District's rights to determine, 022/009412-0116 197942.02 PM03 -26- 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 District deems fit or appropriate; provided, however, that the District shall comply with all federal 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 other 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 Association 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. 022/009412-0116 197942.02 PM03 -27- 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, 2005. ARTICLE 18. DISTRICT GOVERNING BOARD APPROVAL It is the understanding of the District and the Association that this MOU 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 implement the terms of this MOU by appropriate resolution or other means. IN WITNESS WHEREOF, the parties hereto have executed this MOU this I day of ■ VI y , 2003. YORBA LINDA WATER DISTRICT EMPLOYEE'S-/ASS1OCIATION By: Sandi Van Etten By: ■ - _ ��, e o•' -n v By: �•� etif! Don. , . illialobertson, General Manager 022/009412-0116 197942.02 PM03 -28_ Exhibit "BI" PAY PLAN Unit Employees Proposed July I.2003-June 30,2004 (Rangel°,Stepl =$11 8384/hr"2080/12) Range Step 1 Step 2 Step 3 Step 4 Step 5 Classification 1 $1,323 $ 1.389 $ 1,458 $ 1,531 $ 1,608 (Temporary Help) _ 2 $1,389 $ 1,458 $ 1,531 $ 1,608 $ 1,688 Temporary Help) 3 $1,458 $ 1,531 $ 1,608 $ 1,688 $ 1,773 (Temporary Help) 4 $1,531 $ 1,608 $ 1.688 $ 1,773 $ 1.861 (Temporary Help) 5 $1,608 $ 1,688 $ 1.773 $ 1,861 $ 1,954 Temporary Help) 6 $1,688 $ 1773 5 1861 $ 1,954 $ 2,052 (Temporary Help) 7 $1,773 $ 1,861 $ 1,954 $ 2,052 $ 2,155 (Temporary Help) 8 $1.861 $ 1,954 $ 2,052 $ 2,155 $ 2,262 (Temporary Help) 9 $1.954 $ 2,052 $ 2.155 $ 2,262 $ 2,375 (Temporary Help) J 10 $2.052 $ 2,155 $ 2,262 $ 2,375 5 2,494 (Temporary Help) 11 $2,155 $ 2,262 $ 2.375 $ 2,494 $ 2,619 (Temporary Help) 12 $2,262 $ 2,375 5 2,494 $ 2.619 $ 2,750 13 $2,375 $ 2,494 $ 2,619 $ 2,750 $ 2,887 Customer Service Representative I 14 $2,494 $ 2,619 5 2.750 $ 2,887 $ 3,032 Meter Reader 1 15 $2,619 $ 2,7.50 $ 2,887 $ 3,032 5 3,183 Accounting Assistant 1 Customer Service Representative 11 16 $2,750 $ 2,887 $ 3,032 $ 3,183 $ 3,342 Maintenance Worker! Meter Reader 11 17 $2,887 $ 3,032, $ 3,183 $ 3.342 5 3,510 Mechanic 1 Plant Operator I Secretary 18 $3,032 $ 3.183 $ 3,342 $ 3,510 $ 3,685 Customer Service Representative Ill Engineering Technician Meter Services Technician • 19 $3,183 $ 3,342 $ 3.510 $ .3,685 $ 3,869 Maintenance Worker II Storekeeper 20 $3,342 $ 3,510 $ 3,685 $ 3,869 $ 4,063 Facilities Maintenance 21 $3,510 $ 3,685 $ 3,869 $ 4,063 $ 4,266 Accounting Assistant II Mechanic II Plant Operator II 22 $3,685 $ 3,869 $ 4.063 $ 4.266 5 4,479 Engineering Technician II Information Systems Technician I Maintenance Worker III Water Quality Technician 23 $3,869 $ 4,063 $ 4,266 $ 4,479 $ 4,703 Meter Services Representative 24 $4,063 $ 4,266 $ 4,479 $ 4,703 $ 4,938 Construction Inspector Senior Informations Systems Technician Senior Mechanic Senior Plant Operator 25 $4.266 $ 4,479 $ 4.703 5 4,938 $ 5,185 Maintenance Leadworker 26 $4,479 $ 4,703 $ 4,938 $ 5,185 $ 5,445 Project Engineer s Exhibit "B2" PAY PLAN Unit Employees Proposed July 1,2004-June 30.2005 (Rangel0.Step =$12 1935/1ir"2080/12) Range Step I Step 2 Step 3 Step 4 Step 5 Classification 1 $1.362 $ 1.431 $ 1.502 $ 1.577 5 1.656 (Temporary Help) 2 $1.431 $ 1.502 $ 1.577 $ 1.656 $ 1,739 (Temporary Help) 3 $1.502 $ 1.577 $ 1.656 $ 1.739 $ 1.826 (Temporary Help) 4 $1.577 $ 1,656 $ 1.739 $ 1.826 $ 1.917 (Temporary Help) 5 $1.656 $ 1.739 $ 1.826 $ 1.917 5 2.013 (Temporary Help) 6 $1.739 $ 1.826 $ 1.917 $ 2.013 $ 2.114 (Temporary Help) 7 $1.826 $ 1.917 $ 2.013 $ 2.114 $ 2.219 (Temporary Help) 8 $1,917 $ 2.013 $ 2.114 $ 2.219 $ 2.330 (Temporary Help) 9 $2.013 $ 2.114 $ 2.219 $ 2.330 $ 2.447 (Temporary Help) 10 $2.114 $ 2.219 $ 2.330 $ 2.447 $ 2.569 (Temporary Help) 11 52.219 $ 2.330 $ 2;447 $ 2.569 $ 2.697 (Temporary Help) 12 $2.330 $ 2,447 $ 2.569 5 2.697 $ 2.832 13 $2.447 $ 2.569 $ 2.697 $ 2.832 $ 2.974 Customer Service Representative 1 14 $2.569 $ 2.697 $ 2.832 $ 2.974 $ 3.123 Meter Reader 1 15 $2.697 $ 2.832 $ 2,974 $ 3.123 $ 3.279 Accounting Assistant 1 Customer Service Representative II 16 $2.832 $ 2.974 $ 3.123 $ 3.279 $ 3.443 Maintenance Worker 1 Meter Reader 11 17 $2.974 5 3.123 $ 3.279 $ 3.443 5 3,615 Mechanic 1 Plant Operator 1 Secretary 18 $3.123 $ 3.279 $ 3.443 $ 3.615 $ 3.796 Customer Service Representative 111 Engineering Technician I Meter Services Technician 19 $3.279 5 3.443 $ 3.615 5 3.796 $ 3.985 Maintenance Worker 11 Storekeeper 20 $3.443 $ 3.615 $ 3.796 $ 3.985 $ 4.185 Facilities Maintenance 21 $3,615 _ $ 3.796 $ 3.985 $ 4.185 $ 4.394 Accounting Assistant II Mechanic II Plant Operator II 22 $3.796 $ 3.985 $ 4.185 $ 4.394 $ 4.614 Engineering Technician 11 Maintenance Worker I11 Information Systems Technician I Water Quality Technician 23 $3.985 $ 4.185 $ 4.394 $ 4.614 $ 4.844 Meter Services Representative 24 $4.185 $ 4.394 $ 4,614 $ 4.844 $ 5.086 Construction Inspector Senior Information Systems Technician Senior Mechanic Senior Plant Operator 25 54.394 $ 4,614 $ 4.844 $ 5.086 5 5.341 Maintenance Leadworker 26 54.614 $ 4,844 $ 5,086 $ 5,341 $ 5.608 Project Engineer • Exhibit"C" Side Letter re Sick Leave During the meet and confer sessions, the Yorba Linda Water District Employees Association raised concerns about sick leave references in employee evaluations. By way of clarification, the District indicated that any future references to sick leave in evaluations would be limited to those situations which involved misuse or abuse of sick leave.