HomeMy WebLinkAbout2003-06-26 - Resolution No. 03-02RESOLUTION NO. 03-02
RESOLUTION OF THE BOARD OF DIRECTORS
OF THE YORBA LINDA WATER DISTRICT
ADOPTING THE EMPLOYEE COMPENSATION LETTER
AND PAY PLAN FOR THE MANAGEMENT,
SUPERVISORY AND CONFIDENTIAL EMPLOYEES
1
WHEREAS, the Yorba Linda Water District's Management, Supervisory and Confidential
employees exist as a group separate from the Yorba Linda Water District
Employees Association; and,
WHEREAS, the Board of Directors has an Employee Compensation Letter and Pay Plan with
the Management, Supervisory and Confidential employees for fiscal years 2001
through 2003 that expires on June 30, 2003; and
WHEREAS, the Board of Directors desires to review the Employee Compensation Letter and
adjust the Pay Plan for the Management, Supervisory and Confidential
employees for fiscal years 2003-2004 and 2004-2005; and
WHEREAS, the 2003-2004 and 2004-2005 Management, Supervisory and Confidential
employees compensation letter was adopted on June 26, 2003;
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 2003-04 and 2004-05
Management, Supervisory and Confidential Employee Compensation Letter, as
attached hereto and by this reference incorporated herein as Exhibit "A".
Section 2. The fiscal years 2003-2004 and 2004-05 Pay Plan for Management, Supervisory
and Confidential employees is approved and adopted as attached hereto and by this
reference incorporated herein as Exhibits "B1 and "B2."
Section 3. That Resolution 0l -07 is hereby rescinded.
PASSED AND ADOPTED this 26th day of June, 2003 by the following called vote:
Ayes:
Noes:
Absent:
Abstain:
Paul Armstrong, Michael Beverage, John Summerfield
Arthur C. Korn
William R. Mills
None
/ n W. , Prat
Yorba Linda Water District
Yorba Linda Water District
Exhibit "A"
Resolution No. 03-02
Employee Compensation Letter for
Management, Supervisory and Confidential Employees
Fiscal years: 2003-2004 and 2004-2005
The General Manager shall prepare an Employee Compensation Letter for consideration by
the Board of Directors. The Employee Compensation Letter shall describe the salaries,
benefits and special conditions offered by the District to its Management, Supervisory, and
Confidential, employee group.
II. The employees affected by this Compensation Letter are:
Administrative Secretary_
Assistant Administrator I
Assistant Administrator 11
Assistant General Manager
Business Manager
Chief Plant Operator
Customer Service Supervisor
Engineering Manager
Information Systems Administrator
Operations Manager
Senior Project Engineer
Sewer Maintenance Supervisor
Water Maintenance Supervisor
Water Quality Engineer
III. The District shall maintain the salary schedule attached hereto as Exhibit "B-1" for fiscal
year 2003-04 which contains a 3% salary equity adjustment, and shall implement the salary
schedule attached hereto as Exhibit "B-2" for fiscal year 2004-05 which contains a 3%
salary equity adjustment.
1V. The District shall contract with CaIPERS to provide the Level 4 survivor benefit in
accordance with Section 21574 benefit provisions.
V. The District shall continue to pay the entire portion of the employee's contribution rate. All
payments will be credited to the employee's individual account with PERS.
VI. The District shall continue to maintain a "414(h)(2)" plan under the Internal Revenue Code
for the purpose of treating contributions to PERS as deferred income for tax purposes to the
extent permitted by law. Contributions will continue to be deducted from the employee's
actual gross salary as reflected on the employee's pay stub. Employees shall otherwise be
■ responsible for all taxes related to fringe and reimbursement benefits and the District shall
make deductions in accordance with the law.
VII. 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
MSC 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
time's annual salary by authorizing the additional premium to be deducted from his/her
"glary.
VIII. 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 $259331 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 $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.
IX. The District shall pay up to $25.62 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.
X. 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 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.
XI. During the term of this agreement the maximum amounts in paragraphs Vlll, 1X, and X
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.
XII. Subject to carrier approval, the District shall pay the amounts provided in the paragraphs
Vill, IX and of this agreement for any employee who retires from the District for a period of
time which is equivalent to one (1) year or pro-ration thereof on a monthly basis for each
three (3) years of service to the District or pro-ration 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 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 paragraph V11 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.
An 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.
XIII. To the extent possible, the District shall extend its current plan under Section 125 of the
Internal Revenue Code to cover unit employees.
XIV. 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.
.X"V. In situations where a an 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.
XVI. The District shall pay for nine hours of holiday pay for any holiday occurring on a day in
which an employee would normally work a 9-hour day. If an employee regularly works an
8 hour day, tthe District shall pay for eight hours of holiday pay.
XVII. The District will pay up to a total of $2,000 annually to establish and administer a tax-
advantaged flexible benefit plan, and a total of $5,000 annually to establish a tax
advantaged dependent care plan. Plans will conform to the requirements of Section 125 of
the Internal Revenue Code, and permits employees to convert their share of insurance
premiums, un reimbursed medical expenses, child care and other qualifying expenditures to
pretax dollars. Savings to the District through reductions to the payroll and worker's
compensation tax base will accrue to the District and offset the costs of establishing and
administering this program.
XVIII. The District shall reimburse employees for sums paid to the appropriate agencies for
obtaining, or renewing, treatment and/or distribution certificates, and other professional
certifications, registrations and job related training.
1
XIX. Employees who are required to wear safety boots in the performance of their job, as
determined by the General Manager, shall be eligible for District-purchased boots in an
amount not to exceed $10.00, provided that the boots are from a list pre-approved by the
General Manager or his/her designee. The difference between $10.00 and the amount
actually used may be carried over for one year and combined with a subsequent allocation
for boot reimbursement.
XX. The District shall provide educational reimbursement to MSC 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.
XXI. MSC employees who have been employed by the District for more than one year may sell
to the District up to forty (40) hours of accrued unused vacation time upon thirty (30) days
prior notice, provided that the 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 MSC letter unless an
extension is expressly agreed to by the District.
XXII. The following days shall be recognized as holidays and full-time unit employees covered
by this Memorandum of Understanding:
(a) Independence Day
(b) Labor Day
(c) Thanksgiving Day and day after
(d) Christmas Day
(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
1. For fiscal year 2003-04 and thereafter, holiday pay will be based on the work hours
scheduled for the designated holiday.
2. 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.
The term of o nsation Letter is for the period of July 1, 2003 to June 30, 2005.
%VI liam .ice bertson ~ Date ~
~cnci-A Nkinager/Secretary
I
I Ranee
I 1
12
13
14
I s
16
17
I 8
19
I ]0
I 11
1 12
I 13
1 14
I 15
I 16
1 17
I 18
i 19
I 20
I 21
1 22
I 23
I 24
I 25
1 26
I 27
1 28
29
30
31
32
33
34
35
36
37
Proposed It
(Rangel0, Step] =
$11.8384/hr*2080/12)
Step 1 I
Step 2 I
Step 3
$
1,323 1 $
1,389 I $
1,458
$
1.389 1 $
1,458 1 $
1,531
$
1,458 1 $
1,531 I $
1,608
$
1,531 1 $
1,608 1 $
1,688
$
1,608 1 $
1.688 ( $
1,773
$
1,688 1 $
1,773 I $
1,861
$
1,773 I $
1,861 I $
1,954
$
1,861 I $
1,954 I $
2,052
$
1,954 I $
2,052 $
2,155
$
2,052 I $
2,155 $
2,262
$
2.155 1 $
2,262 I $
2,375
$
2,262 I $
2.375 I $
2,494
$
2,375 I $
2,494 1 $
2.619
$
2,494 1 $
1619 1 $
2,750
$
2,619 I $
2,750 1 $
2,887
$
2,750 I $
2,887 1 $
3,032
$
2,887 1 $
3,032 i $
3,183
$
3,032 1 $
3,183 I $
3,342
$
3,183 I $
3,342 1 $
3,510
$
3.342 I $
3,510 I $
3,685
$
3.510 I $
3,685 1 $
3,869
$
3,685 I $
3,869 I $
4,063
$
3,869 I $
4,063 I $
4,266
$
4,063 I $
4,266 1 $
4,479
$
4,266 $
4,479 I $
4,703
$
4,479 $
4,703 1 $
4,938
$
4,703 1 $
4,938 1 $
5,185
$ 4,938 1 $ 5,185 1 $ 5,445
$
5,185 1 $
I
5,445 1 $
I
$
5,445 1 $
I
5,717 1 $
I
$
5,717 I $
6,003 I $
$
6,003 1 $
6,303 $
$
6,303 1 $
6,618 $
$
6,618 I $
6,949 1 $
$ 6,949 1 $ 7,296 1 $
$ 7,296 I $ 7,661 1 $
I I
$ 7,661 I $ 8,044 I $
Exhibit "Bl"
PAY PLAN
ISC Employees
ily 1, 2003 - June 30; 2004
Step 4 I
Step 5 I I Classification
$
1,531 $
1,608 I I(Temporarv Help)
$
1,608 $
1,688 I I(Temoorarv Help)
$
1.688 1 $
1,773 11(Temporarv Help)
$
1,773 I $
1,861 I I(Temporarv Help)
$
1,861 1 $
1,954 I I(Temporarv Help)
$
1,954 1 $
2,052 I I(Temporarv Help)
$
2,052 1 $
2,155 I I(Temporarv Help)
$
2,155 1 $
2,262 I I(Temporarv Help)
$
2,262 1 $
2,375 I I(Temporarv Help)
$
2,375 1 $
2,494 I I(Temporarv Help)
$
2,494 1 $
2,619 11("femporarv Help)
$
2,619 I $
2,750 I I
$
2,750 I $
2,887
$
2,887 1 $
3,032 I
$
3,032 I $
3,183 I
$
3,183 I $
3,342
$
3,342 1 $
3,510 I I
$
3,510 I $
3,685 I I
$
3,685 $
3,86911
$
3,869 $
4,06311
$
4,063 $
4,266 I (Administrative Secretary
$
4,266 $
4,47911
$
4,479 I $
4,703 I I
$
4,703 1 $
4,938 1 1
$
4,938 I $
5,185 I Assistant Administrator 1
$
5,185 1 $
5,445 I
$
5,445 1 $
5,717 1 1Customer Service Supervisor
I I
$ 5,717 I $ 6,003
5,717 1 $ 6,003
1
6,003 1 $ 6,303
6,303
6,618
6.949
7,296
7,661
8,044
8,446
$ 6,303
$ 6,618
$
6,618 1 $
6,949
$
6.949 1 $
7,296
$
7,296 I $
7,661
$
7,661 I $
I
8,044
$
8,044 I $
I
8,446
$
I
8,446 I $
I
8,869
$
8,869 1 $
9,312
Sewer Maintenance Supervisor*
(Chief Plant Operator
Water Maintenance Supervisor
I
l Water Quality Engineer
I
(Assistant Administrator 11
I Information Svstems Administrator
(Senior Project Engineer
113usiness Manager
110perations Manager
IEngineering Manager
I
1Assistant General Manager
I
Exhibit "B2"
PAY PLAN
MSC Employees
Proposed .Iuly I, 2004 - June 30, 2005
(Rangel0, Stepi =$12.1935/hr*2080/12)
Ranee I Stet) 1 I Step 2 I Step 3 I Step 4 I Step 5 I I Classification
I I I $ 1,362 1 $ 1,431 I $ 1,502 1 $ 1.577 1 $ 1,656 I I(Temporarv Help)
1 2 I $ 1,431 1 $ 1,502 1 $ 1,577 I $ 1.656 1 $ 1.739 1 (Temporary Help)
3 I $ 1,502 I $ 1,577 I $ 1,656 $ 1.739 1 $ 1.826 I (Temporary Heir))
1 4 1 $ 1,577 1 $ 1,656 I $ 1.739 I $ 1,826 1 $ 1,917 I I(Temporarv Heir))
1 5 1 $ 1,656 1 $ 1,739 1 $ 1,826 $ 1,917 1 $ 2,013 I I(Temporarv Help)
1 6 1 $ 1.739 1 $ 1,826 1 $ 1,917 $ 2,013 1 $ 2,114 I I(Temporarv Heir))
1 7 1 $ 1,826 1 $ 1,917 1 $ 2,013 I $ 2,114 1 $ 2,219 11(,remporarv Help)
1 8 1 $ 1,917 1 $ 2,013 1 $ 2,114 1 $ 2,219 1 $ 2,330 I I(Temvorarv Help)
1 9 1 $ 2,013 1 $ 2,114 1 $ 2,219 1 $ 2,330 1 $ 2,447 I I(Temporarv Help)
I 10 1 $ 2,114 I $ 2,219 I $ 2,330 1 $ 2,447 1 $ 2,569 I I(Temporarv Help)
I1 1 $ 2,219 1 $ 2,330 1 $ 2.447 1 $ 2,569 1 $ 2,697 I I(Temporarv Heir))
I 12 1 $ 2,330 1 $ 2,447 I $ 2,569 1 $ 2.697 I $ 2,832 I I
I 13 1 $ 2,447 I $ 2,569 I $ 2,697 I $ 2,832 I $ 2.974 I1
1 14 1 $ 2,569 1 $ 2,697 1 $ 2,832 1 $ 1974 1 $ 3,123 I1
I 15 1 $ 2,697 I $ 2,832 $ 2,974 I $ 3,123 I $ 3,279 I I
1 16 1 $ 2,832 1 $ 2,974 $ 3.123 1 $ 3,279 1 $ 3,443 I1
1 17 1 $ 2,974 1 $ 3,123 1 $ 3,279 1 $ 3,443 I $ 3,615 I1
I 18 I $ 3,123 I $ 3,279 I $ 3,443 1 $ 3,615 I $ 3,796 I 1
1 19 1 1 3,279 1 1 3,443 1 1 3,615 $ 3.796 1 $ 3,985 I1
1 20 1 $ 3,443 1 $ 3,615 1 $ 3,796 $ 3,985 I $ 4,185 I I
i 21 1 $ 3,615 1 $ 3,796 1 $ 3,985 1 $ 4,185 1 $ 4,394 I (Administrative Secretary
1 22 I $ 3,796 I $ 3,985 1 $ 4,185 I $ 4,394 I $ 4,614 ( I
1 23 1 $ 3,985 1 $ 4,185 1 $ 4,394 1 $ 4,614 1 $ 4,844 I1
I 24 I $ 4.185 I $ 4,394 I $ 4,614 1 $ 4,844 I $ 5,086 I I
1 25 I $ 4,394 1 $ 4,614 I $ 4.844 I $ 5,086 I $ 5,341 I (Assistant Administrator I
1 26 1 % 4,614 I $ 4,844 1 $ 5,086 1 $ 5.341 1 $ 5,608 I1
1 27 1 $ 4,844 I $ 5,086 1 $ 5,341 1 $ 5,608 1 $ 5,888 I ICustomer Service Supervisor
I I I I I I I ISewer Maintenance Supervisor*
I I I I I I II
1 28 1 $ 5.086 1 $ 5,341 1 $ 5,608 1 $ 5,888 1 $ 6,183 I (Chief Plant Operator
I I I I I I I IWater Maintenance Supervisor
I I I I I I II
29 I $ 5.341 I $ 5,608 I $ 5,888 1 $ 6,183 1 $ 6,492 I IWater Quality Engineer
I I I I I I II
30 1 $ 5,608 1 $ 5,888 1 $ 6.183 I $ 6,492 1 $ 6,816 I (Assistant Administrator 11
I I I I I I I Ilnformation Svstems Administrator
I I I I ISenior Project Engineer
1 31 1 $ 5.888 1 $ 6,183 I $ 6,492 I $ 6,816 1 $ 7,157 11
1 32 1 $ 6,183 $ 6,492 1 $ 6,816 1 $ 7,157 I $ 7,515 II
I 33 I $ 6,492 $ 6,816 I $ 7,157 I $ 7,515 I $ 7,891 I I
1 34 1 $ 6,816 I $ 7,157 I $ 7,515 1 $ 7,891 I $ 8,285 I1
I I I I I I II
I 35 I $ 7,157 1 $ 7,515 I $ 7,891 1 $ 8,285 1 $ 8.700 I IBusiness Manager
I I I I I I I (Operations Manager
I I I I I I I
1 36 1 $ 7,515 1 $ 7,891 1 $ 8,285 1 $ 8,7001 $ 9,135 Engineering Manager
I I I I I I II
I 37 I $ 7,891 I $ 8,285 I $ 8,700 1 $ 9,135 I $ 9.591 1 1Assistant General Manager
I I I I I I II
I I I I I I II