HomeMy WebLinkAbout2005-08-11 - Resolution No. 05-03RESOLUTION NO. 05-03
RESOLUTION OF THE BOARD OF DIRECTORS
OF THE YORBA LINDA WATER DISTRICT
ADOPTING THE EMPLOYEE COMPENSATION LETTER
AND PAY PLAN FOR MANAGEMENT,
SUPERVISORY AND CONFIDENTIAL EMPLOYEES
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 2003 through 2004 that expired on June 30, 2005; 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 2005-2006; and
WHEREAS, the 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 fiscal year 2005-06
Management, Supervisory and Confidential Employee Compensation Letter,
as attached hereto and by this reference incorporated herein as Exhibit "A".
Section 2. Fiscal year 2005-06 Pay Plan for Management, Supervisory and
Confidential employees is approved and adopted as attached hereto and by
this reference incorporated herein as Exhibits "B".
Section 2. That the amended salary ranges are retroactive to July 1, 2005.
Section 3. That Resolution 03-02 is hereby rescinded.
PASSED AND ADOPTED this 11th day of August 2005 by the following called vote:
Ayes: Armstrong, Beverage, Collett, Mills, Summerfield
Noes:
None
Absent:
None
Abstain:
None
Secretary
Exhibit "A"
Resolution No. 05-03
Employee Compensation Letter
And Pay Plan for Management,
Supervisory and Confidential Employees
Fiscal years: 2005-2006
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 II
Assistant General Manager
Business Manager
Chief Plant Operator
Customer Service Supervisor
Human Resources Analyst
Information Systems Administrator
Information Technology Manager
Operations Manager
Senior Project Engineer
Water Maintenance Supervisor
Water Quality Engineer
III. The District shall maintain the salary schedule attached hereto as Exhibit "B-1" for
fiscal year 2005-06 which contains a 3% salary equity adjustment.
IV. The District shall continue to provide the Level 4 survivor benefit with CalPERS 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 MSC
employee may increase the coverage to up to two time's annual salary by
authorizing the additional premium to be deducted from his/her salary.
VIII. The District shall pay up to $365.48 per month but not more than 100% of the
premium toward the premium for hospital and medical insurance for all MSC
employees who work in excess of 30 hours per week, after they have worked for
two calendar months, and up to an additional $329.25 per month but not more than
2/3 (1) of the additional premium toward MSC employee dependent coverage for
covered employees with one dependent or up to $419.91 per month but not more
than 2/3 (1) of the additional premium toward MSC employee dependent coverage
for covered MSC 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 MSC employee shall pay the cost of the
difference in premium, to be deducted from his/her salary. The MSC 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. (1) For the period of July 1, 2005 through
December 31, 2005, the District will pay the health, dental and vision percentages
as they existed prior to June 30, 2005. On January 1, 2006, the percentages will
revert back to percentages and costs outlined above.
IX. The District shall pay up to $27.49 month but not more than 100% of the premium
for dental insurance for all MSC employees who work 30 hours or more per week,
after they have worked for two calendar months, and up to an additional $17.89 per
month but not more than 2/3 (1) of the additional premium toward MSC employee
dependent coverage for covered MSC employees with one dependent or up to
$42.74 per month but not more than 2/3 (1) of the additional premium toward MSC
employee dependent coverage for covered MSC 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 MSC
employee shall pay the cost of the difference in premium, to be deducted from
his/her salary. The MSC employees shall have the option of selecting "Delta Care"
with the contribution for "Delta Care" to be in accordance with this paragraph. (1)
For the period of July 1, 2005 through December 31, 2005, the District will continue
to pay the health, dental and vision percentages as they existed prior to June 30,
2005. On January 1, 2006, the percentages will revert back to percentages and
costs outlined above.
X. District shall pay up to $11.50 per month, but not more than 100% of the premium,
toward the premium for vision insurance for MSC members who work more than 30
hours per week, after they have worked for two calendar months; and up to an
additional $3.45 per month but not more than 2/3 (1) of the additional premium
toward dependent coverage for covered MSC employees with one dependent, or
up to $12.26 per month but not more than 2/3 (1) of the additional premium toward
dependent coverage for covered MSC 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 MSC employee
shall pay the cost of the difference in premium, to be deducted from his/her salary.
(1) For the period of July 1, 2005 through December 31, 2005, the District will
continue to pay the health, dental and vision percentages as they existed prior to
June 30, 2005. On January 1, 2006, the percentages will revert back to
percentages and costs outlined above.
XI. During the term of this agreement the maximum amounts in paragraphs VIII, IX,
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.
XI 1. Subject to carrier approval, the District shall pay the amounts provided in the
paragraphs VIII, IX and of this agreement for any MSC 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 MSC employee or his/her spouse reaches ages
65, whichever is latest, and then coverage will convert to Medicare Supplement for
the remainder of the benefit period. For purposes of this Agreement, retired status
means that the MSC 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 MSC employee to certify under penalty of perjury that the
MSC employee has remained on retired status and/or submit to such additional
verification, as the District deems necessary to demonstrate retired status. The
retired MSC employee must make any contribution required of a regular MSC
employee pursuant to paragraph VII prior to the first day of the month in which
coverage is to be extended. Failure of an MSC employee to make such payment
shall result in termination of coverage and termination of any right to any benefit
pursuant to this section. An MSC 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 MSC 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 MSC employees.
1
XIV. The District shall provide a long-term disability plan for MSC employees which has
a 90-day elimination period and provides at least sixty percent (60%) of salary for a
designated period of time in accordance with coverage procured by the District
from a carrier to be determined at the District's sole discretion.
XV. In situations where a an MSC 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 MSC employee would normally work a 9-hour day. If an MSC
employee regularly works an 8 hour day, the 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 MSC 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 MSC employees for sums paid to the appropriate
agencies for obtaining, or renewing, treatment and/or distribution certificates, and
other professional certifications, registrations and job related training.
XIX. MSC 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 $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.
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. MSC 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 MSC 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 observed as holidays covered by this Memorandum of
Understandina:
2005-2006 HOLIDAY SCHEDULE
Holiday Day & Date Celebrated
2005 Independence Day Monday, July 4, 2005
Labor Day Monday, September 5,
Columbus Day Monday October 10,
Veterans Day Friday, November 11,
Thanksgiving Day Thursday, November 24,
Day after Friday, November 25,
Before Christmas Friday, December 23,
Day after Monday, December 26,
2006 New Year's Day Monday, January 2, 2006
President's Birthday Monday, February 20,
Memorial Day Monday, May 29,
1. Holiday pay will be based on the work hours scheduled for the designated holiday.
2. In order to be eligible for holiday pay, a MSC employee must be either at work or on
paid leave of absence on the regularly scheduled workday immediately preceding the
day observed as the holiday and the regularly scheduled workday immediately
following the day observed as the holiday.
The term of this Compensation Letter is for the period of July 1, 2005 to June 30,
2006.
4o (o T
Michael A. Payne Date
General Manager
1
Exhibit "B2"
Resolution 97-02
PAY PLAN
MSC Employees
Effective .luly 1, 2005 Thru June 30,2006
(Range10, Stepl =$12.56203846/hr*208012)
Ranee
Sten I
Sten 2
Steo 3
Sten 4
Sten 5
Classification
1
$1,404
$1,474
$1,547
$1,625
$1,706
("Temporary Ilelp)
2
$1,474
$1,547
$1,625
$1,706
$1,791
("Temporary Help)
3
$1,547
$1,625
$1,706
$1,701
$1,881
(Temporary Help)
4
$1,625
$1.706
$1,791
$1,881
$1.975
(Temporan, Help)
5 .
$1,706
: $1,791
$1,881
$1,975
$2,074
(Temporary Help)
6
$1,791
$1.881
$1,975
$2,074
$2,177
(Temporary Help)
7
$1,881
$1,975
$2;074
'$2,177
$2?86
(Temporary Help)
8
$1,975
$2,074
$2,177
$2,286
$2,401
(Temporary help)
9
$2,074
$2,177
$2,286
$2,401
$2,521
(Temporary Help)
10
$2,177
$2,286
$2,401
$2,521
$2,647
("Temp)rary Help)
11
$2?86
$2,401
$2,531
$2,647
$2,779
('1emporarv Help)
12 I
$2.401
I $2.521
$2.647
I $2.779
1 $2918
13
I
$2,521
$3.647
I I
$779
2.
$2.918
I
I 3.064
$
II
14 I
$2.647
I $2,779 I
$2,918
I $3.064
I S3.217
I
15 I
S2.779
I $2.918 I
$3.064
I $3.217
I $3.378
16 I
$2.918
I $3.064 I
$3.217
I $3378 1 $3,547
If
I 17 I
$3.064
I '3-217 I
$3378
I S3.547
I S3.724
II
18
$3.217
I $3.3119 I
$3,547
I $3,724
I $3.910
II
19
$3.378
I S 3J47 I
S3.724
I $3.910
I $4.106
I
20 1
$3.547
S3.724 I
3.910'
1 $4.106
I $1.31 I
I
21
S3.724
I
$3.910 1
$4.106
1 54311
154.527
' Administrative Secretary
22 I
$3.910
I $4.106 1
$4.311
I S4.527
I $4.75;
I
23 I
54.1()6
I $4.311 I
$4.527
I $4.753
1 $4,991
I~
24 I
$4.311
i $4.527 I
$4.753
I ';4.991
I $5.240
I
25 1
$4,527
1 $4,753 1
$4,991
I ';5?40
1 $5.502
IlAssistant Administrator I
I 26 i
$4,753
1 84,991 I
$5,240
1 $5,502
I $5,777
1
77 i
$4.991
i $5,240 $5,502 $5.777' $6,066
-
ustomer Service Sup pvisor
17
wer i7laintenance Su ervisor*
I 28 I
$5,240
I $5,502 1
$5,777
1 $6,066
6,370
hiet Plant Operator
t
I I
I I
I
Maintenance Supervisor
ater
29 i
$5,502
J $5,777 J $6,066
J $6,370
$6,688
J Water Quality Engineer
30 J
$5,777
J $6,066 J
$6,370
J $6,688
J $7,022
J Assistant Administrator II
J
J J
J
J
1 Inforntation Systems Administrator
J
J i
J
J
I Senior Project Engineer
31
$6,066
J $6,370 J
S6,688
$7,022
$7,374
32 J
$6,370
J $6,688 J
$7,022
J $7,374
J 97,742
33 J
$6,688
1 $7,022 J
$7,374
J $7,742
J $8.129
Jl
34 J
$7,022
J $7,374 J
$7,742
i $8,129
J $8,536
1
35
$7,374
I $7,742
$8,129
J $8,536
J $8,963
Business Manager
J
+ J
J
J
Operations Manager
36 J
$7,742
$8,129 J
$8,536
1 $8,963
1 S0,411
Engineerin Manager
Z
1 37 J
$8,129
J $8,536 J
$8,963
J $9,411
J $9,881
eneralManager
1JAssistant
N,A ~
(Salary set by Board of Director,,)
116eneral Manager