HomeMy WebLinkAbout2006-09-28 - Resolution No. 06-07RESOLUTION NO. 06-07
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RESOLUTION OF THE BOARD OF DIRECTORS
OF 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 Employees
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 2006-07,
2007-08 and 2008-09 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 fiscal years 2006-07, 2007-08,
2008-09 as attached hereto and by this reference incorporated as Exhibit "A"
with its attachments Exhibits "B" through "H".
Section 2. That Resolution 05-07 is hereby rescinded.
PASSED AND ADOPTED this 28th day of September, 2006 by the following called vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
Armstrong, Beverage, Collett, Mills, Summerfield
None
None
None
President, Paul R. Armstrong
Yorba Linda Water District
;
Yorba Lind
a Water
J
Exhibit A
YORBA LINDA WATER DISTRICT
MEMORANDUM OF UNDERSTANDING
2006-2009
BY AND BETWEEN THE YORBA LINDA WATER DISTRICT
AND
THE YORBA LINDA WATER DISTRICT EMPLOYEES ASSOCIATION
TABLE OF CONTENTS
Page
ARTICLE 1.
RECOGNITION
1
ARTICLE 2.
SALARY SCHEDULE
1
Section 2.1
Salary Schedules
1
Section 2.2
Position Reclassification
2
Section 2.3
Range Adjustments
2
Section 2.4
Employee PERS Contribution Rate
3
Section 2.5
Merit Increases
Section 2.6
Acting Appointments
5
Section 2.7
Salary Deduction
Section 2.8
Probation
6
ARTICLE 3. OVERTIME AND COMPENSATORY TIME OFF 6
Section 3.1 Overtime
Section 3.2 Compensatory Time Off 7
ARTICLE 4.
Section 4.1
Section 4.2
ARTICLE 5.
Section 5.1
Section 5.2
Section 5.3
Section 5.4
Section 5.5
Section 5.6
Section 5.7
Section 5.8
Section 5.9
ARTICLE 6.
ARTICLE 7.
STANDBY AND CALL OUT COMPENSATION 7
Standby Compensation 7
Call-Out Compensation 8
INSURANCE
Life Insurance 8
Health and Accident Insurance 8
Dental Insurance 9
Vision Coverage
1
Cost Adjustments
Domestic Partners 10
Retiree Insurance Benefits 10
Cafeteria Plan 11
Long-Term Disability 11
HOURS 11
HOLIDAYS 13
ARTICLE 8. VACATION 14
ARTICLE 9. LEAVES 16
Section 9.1 Sick Leave 16
Section 9.2 Disability Leave 18
Section 9.3 Leave of Absence Without Pay 19
Section 9.4 Maternity Leave 20
Section 9.5 Jury Duty/Court Testimony 21
Section 9.6 Bereavement Leave 21
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 -i-
Paae
1
Section 9.7 Catastrophic Leave 21
ARTICLE 10. GRIEVANCE PROCEDURE 22
Section 10.1 Purpose 22
Section 10.2 Matters Subject to the Grievance Procedure 22
Section 10.3 Informal Grievance Adjustment 22
Section 10.4 Formal Grievance Procedure 23
Section 10.5 General Conditions 23
ARTICLE 11. EMPLOYEE DISCIPLINE ...........................................................24
Section 11.1 Forms of Discipline 24
Section 11.2 Procedure 24
Section 11.3 Appeal of Disciplinary Action 25
ARTICLE 12. JOB POSTING 28
ARTICLE 13. MISCELLANEOUS BENEFITS 28
Section 13.1 Safety Boot Allowance 28
Section 13.2 Reimbursement for Certificates 28
Section 13.3 Education Reimbursement 28
Section 13.4 Uniforms 29
Section 13.5 Job Description 29
ARTICLE 14. DRUG POLICY 29
ARTICLE 15. COMPLETION OF MEET AND CONFER 30
ARTICLE 16. CONCERTED ACTIVITIES 30
ARTICLE 17. TERM OF AGREEMENT 31
ARTICLE 18. DISTRICT GOVERNING BOARD APPROVAL 31
YLWD EMPLOYESS ASSOCIATION MOU 2006/2009 -ii-
MEMORANDUM OF UNDERSTANDING
2006-2009
BY AND BETWEEN THE 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
1
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 "B" (hereinafter sometimes called "unit employees,"
"employees," "members" or "unit members") to this Memorandum of Understanding
(hereinafter "MOU").
ARTICLE 2. SALARY SCHEDULE
Section 2.1 Salarv Schedules
(a) For those employees who are employed as of the date of
ratification of this MOU, the salary schedule attached hereto as Exhibit "C" will be in
effect beginning July 1, 2006 through September 30, 2006.
(b) Effective October 1, 2006, the salary schedule attached hereto as
Exhibit "D" shall be in effect through June 30, 2007.
(c) Effective July 1, 2007, the salary schedule attached hereto as
Exhibit "E" shall be in effect for fiscal year 2007-2008.
(d) Effective July 1, 2008, the salary schedule attached hereto as
Exhibit "F" shall be in effect for fiscal year 2008-2009.
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009
1
Section 2.2 Position Reclassification
The following position will be reclassified effective upon ratification by this
agreement of all parties:
(a) Maintenance worker II to Maintenance Distribution Operator II;
(b) Maintenance worker III to Maintenance Distribution Operator III;
(c) Secretary to Engineering Secretary and Operations Secretary;
(d) Maintenance lead worker to Senior Maintenance Distribution
Operator; and
(e) Senior mechanic to Senior Fleet Mechanic.
Section 2.3 Range Adiustments
(a) Effective October 1, 2006, the District will make the following
range adjustments with the express understanding that those classifications adjusted
two ranges will be placed in a step that results in a 5% salary increase as of the
effective date with those employees being eligible for merit increases on their next
performance evaluation due date in accordance with the performance policy then in
effect (Classifications and Salaries with new titles and ranges included in Exhibit "G"):
CLASSIFICATION
Maintenance Worker I
Maintenance Distribution Operator II
Maintenance Distribution Operator III
Sr. Maintenance Distribution Operator
Customer Service Representative I
Customer Service Representative II
Customer Service Representative III
Facilities Maintenance
Plant Operator II
Sr. Plant Operator
GIS Administrator
Sr. Fleet Mechanic
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009
CURRENT
NEW
RANGE
RANGE
16
17
19
20
22
23
25
26
13
15
15
17
18
19
20
21
21
22
24
26
24
26
24
26
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(b) Prior to the end of fiscal year 2006/2007 and 2007/2008, the
District will conduct a salary survey using data from the CALPACS database for the
purpose of determining whether the District's top salary step for a specific classification
is under the median of the top step for other similarly situated classifications performing
similar work in similar jurisdictions. In the event that the District determines that the
District's top step is under 9.55% of the median of similar classifications maintained by
similar public entities, the District will present to the Board of Directors a
recommendation to adjust those classifications by up to two (2) ranges with a step
placement which limits the actual increase to 5% effective July 1, 2007 and July 1,
2008, respectively.
Section 2.4 Emr)lovee PIERS Contribution Rate
During the remaining term of this MOU, the District shall pay the entire 7% of the
employee's contribution rate with payments to be credited to the employee's individual
account with PERS. The District's current contract as of the date of ratification with
CalPERS is for a retirement benefit based on three (3) highest consecutive years with a
Fourth Level of 1959 Survivor Benefit Program. The District will modify its contract with
CalPERS for a retirement benefit based on single highest year to be effective July 1,
2007.
Section 2.5 Merit Increases
(a) Merit Increases Prior to October 1, 2006
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 YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 3
the effective performance of the duties of his/her position as determined within the
1
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.
(b) Merit Increases Effective October 1, 2006
Effective October 1, 2006, the District will implement a nine (9) step salary
schedule with a 2.5% salary difference between steps replacing the District's previous
five (5) step salary schedule (Exhibit "D"). An employee's initial placement on the new
salary schedule will be at Step 1, 3, 5, 7 or 9, depending upon their placement on the
prior schedule (except as provided in Section 2.3) in accordance with the following:
Prior Schedule
Step 1
Step 2
Step 3
Step 4
Step 5
New Schedule
Step 1
Step 3
Step 5
Step 7
Step 9
Subsequent movement on the salary schedule will be based on merit as follows:
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009
4
(c) Evaluation Process
Each employee will be annually reviewed on a one-year interval following
completion of their probationary period. An employee who receives a meets iob
expectations evaluation will be entitled to move one (1) step and an employee who
receives an exceeds iob expectations evaluation, shall be allowed to move up to
two (2) steps. Movement shall take place until an employee has reached Step 9. The
District shall endeavor to have performance reviews completed within two (2) weeks
after the employee's anniversary date with the effective date of any merit salary
increase being on the anniversary date. If the evaluation is delayed, any subsequent
salary increase to which the employee could otherwise be entitled shall be retroactive to
the anniversary date.
Effective December 1, 2006 or soon thereafter as possible, the District will
implement a new performance evaluation form. Bargaining unit employee
representatives will be invited to participate in any training given to management and
supervisory employees in the use of the form. (Until implementation of the new form,
the existing performance evaluation form will remain in effect with the understanding
that bargaining unit members may be given written goals that will be added to the new
performance evaluation which will be used in evaluating future performance.)
Section 2.6 Actinq Appointments
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 acting position after 30 days within any one year of
satisfactory job performance. The employee shall return to his/her original position and
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 5
salary step at the discretion of the Personnel Officer. The term of an "acting
appointment" shall last not longer than one (1) year.
Section 2.7 Salarv Deduction
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.
Section 2.8 Probation
Effective October 1, 2006, all new hires shall be subject to a twelve (12) month
probationary period. An existing employee who has been promoted to a new position
will be required to serve a six (6) month promotional probationary period in the new
position.
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 eight (8) hour work day, except for those employees
who work a nine-eighty (9/80) schedule, or a forty (40) hour work week, shall be
compensated for such overtime work at the rate of one and one-half times his/her
regular hourly rate of pay. Overtime shall be calculated to the nearest one-quarter 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.
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 6
Section 3.2 Comr)ensatorv 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 in increments of fifteen
(15) minutes. The maximum amount of compensatory time off which may be accrued
shall be forty (40) hours. At the employee's request, the employee shall be paid for
compensatory time in minimum increments of ten (10) hours in lieu of time off. Upon
termination, a unit employee shall be compensated at his/her current rate of pay for any
accrued compensatory time.
ARTICLE 4. STANDBY AND CALL OUT COMPENSATION
Section 4.1 Standbv Compensation
A unit employee assigned to standby duty for purposes of being on call to handle
emergency situations arising at times other than normal working hours shall 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 Worker I and Maintenance
Distribution Operator 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
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.
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 7
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 (2) times their annual salary by authorizing the additional
premium to be deducted from his/her salary.
Section 5.2 Health and Accident Insurance
The District shall pay up to $374.57 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 $337.61 per month but not more than 2/3 of the
additional premium toward unit employee dependent coverage for covered employees
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 8
with one dependent or up to $430.57 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 $27.49 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 $17.89
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 $42.74 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 Coveraae
The District shall pay up to $11.50 per month, but not more than 100% of the
premium, toward the premium for vision insurance for unit members who work more
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 9
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 of the additional premium toward
dependent coverage for covered employees with one dependent, or up to $12.26 per
month but not more than 2/3 of the additional premium toward dependent coverage for
covered employees with more than one dependent, in accordance with the provisions of
any contract between the District and any company or companies of the District's
choosing. The individual employee shall pay the cost of the difference in premium, to
be deducted from his/her salary.
Section 5.5 Cost Adiustments
Effective January 1, 2007, 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 with the employees paying the balance for
selected coverages.
Section 5.6 Domestic Partners
Effective October 1, 2006, "dependent" shall include a domestic partner for whom
a California State Registration Certificate is provided.
Section 5.7 Retiree Insurance Benefits
Subject to carrier approval, the District shall pay the amounts provided in
Sections 5.2, 5.3 and 5.4 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 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
during the period of July 1, 2006 through June 30, 2009 of this Agreement while in good
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 10
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, 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 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 Section 5.2, 5.3 or 5.4 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 5.8 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 5.9 Lona-Term Disabilitv
The District shall provide a long-term disability plan for employees which has a
90-day elimination period and provides at least sixty percent (60%) of salary for a
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 forty (40) hours
as scheduled by department heads.
It is expressly
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 11
understood the 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 a Sr.
Maintenance Distribution Operator or Maintenance Distribution Operator III, and the
other from a Maintenance Distribution Operator II or Maintenance Worker I position
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 are insufficient
volunteers, all maintenance employees shall be assigned to such crews on a three (3)
month rotating basis. Employees may work out trades, provided that the trade is
completed within the same work week and one (1) 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 forty (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 nine-eighty (9/80) work schedule.
2. Those unit employees covered by this Memorandum of Understanding
whose regularly scheduled forty (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.
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 12
ARTICLE 7. HOLIDAYS
1. Holidays for 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)
as set forth in Exhibit "H".
2. 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.)
3. Unit employees assigned to special shift work shall be entitled to receive
one day of paid time off (an in-lieu holiday) on a day designated or approved by the
District at the regular rate of pay for each holiday whether or not the holiday falls on a
regularly scheduled workday for that employee, so long as the pumping plant is manned
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 13
and/or a maintenance crew is on duty at work for emergency situations during the
holiday period.
4. 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 (1-1/2) times their regular rate of pay for
the time actually worked during a regularly scheduled holiday.
5. 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.
2. For vacation accrual the last day of the month shall be considered the
ending of the accrual period and all accruals for the preceding month or fraction of a
month thereof shall be credited to the employee at this time; provided, however, that the
date for determining a change in the accrual rate provided in paragraph 9.1(a) shall be
the first day of the month on which the employee was hired by the District.
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 14
3. Paid vacations shall continue to accrue in accordance with the above
provisions during any period of leave with pay.
4. All vacations shall be scheduled and taken in accordance with the best
interest of the District and the department in which the employee is employed.
5.
The maximum
amount of vacation that may
be taken at any given time
shall be
that amount that
has accrued to the employee
concerned. The minimum
amount of vacation that may be taken at any given time shall be fifteen (15) minutes.
6. A probationary unit employee shall be eligible to take any accrued
vacation after the completion of thirteen (13) pay periods during their original twelve (12)
month probationary period.
7. Each unit employee shall have vacation time deducted in fifteen (15)
1
minute increments.
8. The maximum vacation that may be accrued shall not be more than one
and one-half (1-1/2) times the amount that may be accrued in one year of service.
Vacation, in excess of the maximum which is accrued but not taken, will be forfeited
except with the written permission to accrue it from the General Manager, at his/her sole
discretion.
9. Upon termination, a unit employee shall be compensated in cash at
his/her current rate of pay for any vacation accrued but not taken.
10. In the event that any recognized holiday occurs during a unit employee's
vacation, the holiday shall not be charged against the employee's accrued vacation.
The only vacation hours that shall be charged against the employee's accrued vacation
time shall be those hours that the employee is regularly scheduled to work.
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009
15
11. In the event that a regularly scheduled pay day falls during the time of an
approved vacation, the District, upon written direction, will either mail the check to a
designated address or deposit the check in the local bank, savings and loan institution
or credit union designated by the employee. In the event of no written direction, the
District will hold the check until the employee returns to work.
12. For the term of this MOU only, unit members who have been employed by
the District for more than one year may sell to the District up to forty (40) hours of
accrued unused vacation time upon thirty (30) days prior notice, provided that the
employee takes a minimum of one-half (1/2) 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:
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 16
(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 (1/2) of
a year's accrual of sick leave. Immediate family shall be as defined in AB109.
(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 twenty-four (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.
3. In the event that a unit employee is absent on paid sick leave in excess of
one (1) 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.
4. 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 forty
(40) hours shall receive paid sick leave at the rate of one (1) day per month.
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 17
(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 twenty (20) hours shall receive one-half (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.
5. Each unit employee may use sick leave in fifteen (15) minute increments.
An employee with a regular workday of eight (8) hours shall have eight (8) hours
deducted from his/her accrued sick leave time for each regularly scheduled working day
that he/she is on paid sick leave.
6. In the event that any paid holiday occurs during a period when a unit
employee is on paid sick leave, the holiday shall not be charged against the employee's
accrued sick leave. The only sick leave hours that shall be charged against the
employee's accrued sick leave shall be those hours that the employee is regularly
scheduled to work.
7. A unit employee who retires (in accordance with the Public Employees'
Retirement System qualifications) shall be paid at the rate of his final salary for 3/8 of
his/her accumulated days of sick leave, if any, at the time of separation from active
employment. If the employee should die, his/her estate shall be entitled to such
payment.
Section 9.2 Disabilitv 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
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 18
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.
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/her accumulated sick leave, or his/her
accumulated vacation as when added to his/her disability indemnity will result in a
payment to him/her of not more than his/her full salary or wage.
Section 9.3 Leave of Absence Without Pav
1. Department managers may grant a regular or probationary unit employee
leave of absence without pay for a period not to exceed two (2) 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 (6)
months. After six (6) 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 (1) 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
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 19
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 to a unit employee for
reasons of illness or injury, the District shall continue to pay for any hospitalization and
major medical insurance previously paid for by the District.
5. Upon expiration of a regularly approved leave or within twenty-four (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 forty-eight (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 Maternitv 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 (4) months 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.
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 20
Section 9.5 Jurv Dutv/Court Testimonv
A full-time unit employee who is called as a witness in a matter to which he/she is
not a party or required to serve as a trial juror shall be entitled to be absent from his/her
duties during the period of such service. During these periods of service, the employee
shall receive full compensation from the District if witness fees or juror fees, except
mileage reimbursement, are submitted to the District.
Section 9.6 Bereavement Leave
Upon the death of a member of an employee's immediate family, 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, a state registered domestic partner 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.
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 21
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 Subiect to the Grievance Procedure
1. A grievance may be filed for the alleged violation of this Memorandum of
Understanding.
2. The grievance procedure shall not be used to establish new policies or
change any existing rules. It shall not be used in matters resulting from any form of
disciplinary action or evaluation content.
3. Any matter being grieved by a unit employee shall be kept confidential.
Section 10.3 Informal Grievance Adiustment
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
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 22
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
1
resolve a problem through informal grievance adjustment. If the unit employee is not in
agreement with the decision reached, he/she may, within fifteen (15) 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 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 (5) working
days after having received the reply of the Personnel Officer. Within ten (10) 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.
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009
23
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.
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.
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 24
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/her choosing during the course of the above proceedings.
4. The Personnel Officer shall provide written notice of his/her 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 Disciolinarv 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 fifteen (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
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 25
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 (10) 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 (2) members. The report of the two (2) 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.
(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/her 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.
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 26
(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 thirty (30) days after the matter of
appeal was taken under submission by the hearing officer. The recommended decision
shall set forth which charges, if any, the hearing officer feels are sustained and the
reasons therefore.
Q) 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 (2)
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:
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 27
(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.
ARTICLE 13. MISCELLANEOUS BENEFITS
Section 13.1 Safetv Boot Allowance
Unit employees including those assigned to Engineering who are required to
wear work boots in the performance of their job, as determined by the Department
Manager, shall be eligible for District-purchased boots in an amount not to exceed
$150.00, 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 YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 28
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 to 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.
Section 13.5 Job Description
The Association hereby agrees to the implementation of the job descriptions
presented as of the date of ratification of this Agreement.
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
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 29
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, 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
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
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009 30
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.
ARTICLE 17. TERM OF AGREEMENT
This agreement shall remain in force for the period of July 1, 2006 through June
30, 2009 by resolution of the governing board of the District.
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.
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009
31
1
IN WITNESS WHEREOF, the parties hereto have caused their duly authorized
representatives to execute this Memorandum of Understanding the day, month and year
noted.
YORBA LINDA WATER DISTRICT
EMPLOYEE'S ASSOCIATION
Sandi Van Etten, President
B,
Lin a Pa Vice Preident
By:
Pati Medina, Director
YORBA LINDA WATER DISTRICT
By:
Michael A. Payne, er
By:
Giza night, HR Klanaa ew
By:
hn Brundahl, Director
By:
ave Barmer, Director
Date
/C/,z I /1(~~ /0 ~2
By:
Jennifer ill~ec~reta
By: --
'odd Colvin, Treasurer
THE YLWD EMPLOYEES ASSOCIATION MOU 2006/2009
32
Exhibit B
YORBA LINDA WATER DISTRICT
BARGAINING UNIT EMPLOYEES ASSOCIATION
SALARY RANGES AND AUTHORIZED CLASSIFICATIONS
7-1-2006
CLASSIFICATION TITLE
SALARY RANGES
Accounting Assistant I
BU15
Accounting Assistant II
BU21
Customer Service Representative I
BU13
Customer Service Representative II
BU15
Customer Service Representative III
BU18
Construction Inspector
BU24
Engineering Technician I
BU18
Engineering Technician II
BU22
Facilities Maintenance
BU20
GIS Administrator
BU24
Information Systems Technician I
BU22
Maintenance Lead Worker
BU25
Maintenance Worker I
BU 16
Maintenance Worker II
BU19
Maintenance Worker III
BU22
Mechanic I
BU17
Mechanic II
BU21
Meter Reader I
BU14
Meter Reader II
BU16
Meter Services Representative
BU23
Meter Services Technician
BU18
Plant Operator I
BU17
Plant Operator II
BU21
Project Engineer
BU26
Secretary
BU 17
Senior Mechanic
BU24
Senior Plant Operator
BU24
Storekeeper
BU19
Water Quality Technician
BU22
Exhibit "C"
Resolution
06-07
Pay Plan Bargaining Unit Employees
Effective July 1st, 2006 thru Septembe
r 30, 2006
(Includes 4.5% COLA Increase
)
*
Monthly Salaries Rounded
to the Neare
st Dollar"
Range
Step 1
Step 2
Step 3
Step 4
Step 5
BU
10
I $2,2751
$2,3891
$2,5091
$2,6341
$2,766
BU
11
I
$2,3891
$2,5091
$2,6341
$2,7661
$2,904
BU
12
I
$2,5091
$2,6341
$2,7661
$2,9041
$3,049
BU
13
I
$2,6341
$2,7661
$2,9041
$3,049
$3,202
BU
14
I
$2,766
$2,9041
$3,0491
$3,202
$3,362
BU
15
I
$2,9041
$3,0491
$3,2021
$3,3621
$3,530
BU
16
I
$3,0491
$3,2021
$3,3621
$3,5301
$3,707
BU
17
I
$3,2021
$3,3621
$3,5301
$3,7071
$3,892
BU
18
I
$3,3621
$3,5301
$3,7071
$3,8921
$4,086
BU
19
I
$3,5301
$3,7071
$3,8921
$4,0861
$4,291
BU
20
I $3,7071
$3,8921
$4,0861
$4,2911
$4,505
BU
21
I $3,8921
$4,0861
$4,2911
$4,5051
$4,731
BU
22
I $4,0861
$4,2911
$4,5051
$4,7311
$4,967
BU
23
I $4,2911
$4,5051
$4,7311
$4,9671
$5,216
BU
24
I $4,5051
$4,7311
$4,9671
$5,2161
$5,476
BU
25
I $4,7311
$4,9671
$5,216
$5,4761
$5,750
BU
26
I $4,9671
$5,2161
$5,476
$5,7501
$6,037,
BU
27
I $5,2161
$5,4761
$5,750
$6,0371
$6,339
I
Range
BU 10
Monthly
Hourly
BU 11
Monthly
Hourly
BU 12
Monthly
Hourly
BU 13
Monthly
Hourly
BU 14
Monthly
Hourly
BU 15
Monthly
Hourly
BU 16
Monthly
Hourly
BU 17
Monthly
Hourly
BU 18
Monthly
Hourly
Exhibit "D"
Resolution 06-07
Pay Plan Bargaining Unit Employees
Effective October 1st, 2006 thru June 30, 2007
(Amended to 9 Steps)
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9
$2,275.0000 $2,331.8750 $2,390.1719 $2,449.92621 $2,511.1743 $2,573.9537 $2,638.3025 $2,704.2601 $2,771.8666
$13.1250 $13.4531 $13.7895 $14.1342 $14.4875 $14.8497 $15.2210 $15.6015 $15.9915
$2,388.75001 $2,448.46881 $2,509.68051 $2,572.42251 $2,636.73301 $2,702.6514 $2,770.21771 $2,839.47311 $2,910.4599
1 $13.7813
$14.1258
$14.4789
$14.8409
$15.2119
$15.5922
$15.9820
$16.3816
$16.7911
$2,508.1875
1
$2,570.8922
1
$2,635.1645
1
$2,701.0436
$2,768.5697
$2,837.7839
1
$2,908.7285
$2,981.4467
$3,055.9829
$14.4703
$14.8321
$15.2029
$15.5829
$15.9725
$16.3718
$16.7811
$17.2007
$17.6307
$2,633.5969
$2,699.4368
I
$2,766.9227
$2,836.0958
I
$2,906.9982
$2,979.6731
I
$3,054.1650
$3,130.5191
$3,208.7821
$15.1938
$15.5737
$15.9630
$16.3621
$16.7711
$17.1904
$17.6202
$18.0607
$18.5122
I
$2,765.2767
~
$2,834.4086
$2,905.2689
$2,977.9006
I
$3,052.34811
I
$3,128.65681
~
$3,206.8732
I
$3,287.0450
$3,369.2212
1 $15.9535
$16.3524
$16.7612
$17.1802
$17.6097
$18.0499
$18.5012
$18.9637
$19.4378
1
$2,903.5406
$2,976.1291
$3,050.5323
$3,126.7956
$3,204.9655
I
$3,285.0896
$3,367.2169
$3,451.3973
$3,537.6822
$16.7512
$17.1700
$17.5992
$18.0392
$18.4902
$18.9524
$19.4263
$19.9119
$20.4097
$3,048.7176
$17.5888
I
$3,201.1535
$18.4682
I
$3,361.2111
$19.3916
$3,124.9355
$18.0285
I
$3,281.1823
$18.9299
$3,445.2414
$19.8764)
I
$3,203.0589
$3,283.1354
$3,365.2138
I
$3,449.3441
$3,535.5777
$18.4792
$18.9412
$19.4147
$19.9001
$20.3976
$3,363.2119
$19.4031
I
$3,531.3724
$20.3733
$3,447.2922 $3,533.4745
$19.8882 $20.3854
I
$3,621.8113 $3,712.3566
$20.8951 j $21.4174
I
$3,623.9672
$3,714.5663
$20.9075
$21.4302
I
$3,805.1655
$3,900.2947
$21.9529
$22.5017
$3,619.6568 $3,710.14821 $3,802.9019 $3,897.9744 $3,995.4238 $4,095.3094
$20.8826 $21.4047 $21.9398 $22.4883 $23.0505 $23.6268
BU 19
Monthly
Hourly
BU 20
Monthly
Hourly
BU 21
Monthly
Hourly
BU 22
Monthly
Hourly
BU 23
Monthly
Hourly
BU 24
Monthly
Hourly
BU 25
Monthly
Hourly
BU 26
Monthly
Hourly
BU 27
1~ I
1 $3,529.27171 $3,617.5035
$20.3612 $20.8702
I
$3,705.7353
$21.3792
1
$3,891.0220
$22.4482
1
$4,085.5731
$23.57061
1
$4,289.85181
$24.7491
i
$3,707.9411
$21.3920
$3,798.3787 $3,893.3381
$21.9137 $22.4616
1
$3,988.29761
$23.00941
1
$4,187.7125
$24.1599
$4,397.0981
$25.36791
$4,504.3444 $4,616.9530
$25.98661 $26.63631
$4,088.0050
$23.58461
1
$4,292.4053
$24.7639
$4,507.0255
$26.0021
1
$4,732.37681
$27.30221
6 I
$3,800.639.65561
$21.92681 $22.47491
1
$3,990.6716 $4,090.43841
$23.0231 $23.5987
$4,190.20521
$24.17431
1
$4,399.71541
$25.38301
1
$4,619.70121
$26.65211
1
$4,850.6862
$27.9847
$4,294.9603
$24.7786
$4,509.70831
$26.01751
1
$4,735.1937
$27.3184
1
$4,971.95341
$28.6843
$3,993.0470
$23.0368
1
$4,192.69931
$24.18861
$4,402.3343
$25.3981
1
$4,622.4510
$26.6680
$4,853.5736
$28.00141
1
$5,096.25221
$29.40151
$4,092.8732
$23.61271
1
$4,297.51681
$24.79341
1
$4,512.39261
$26.03301
1
$4,738.0123
$27.3347
$4,974.9129
$28.70141
1
$5,223.65851
$30.13651
$4,729.5616 $4,847.8006 $4,968.9957 $5,093.22061 $5,220.5511 $5,351.0648 $5,484.84151
$27.2859 $27.9681 $28.66731 $29.3840 $30.1186 $30.8715 $31.64331
$4,966.0397 $5,090.1907 $5,217.4454 $5,347.8816 $5,481.5786 $5,618.6181 $5,759.0835
$28.6502 $29.3665 $30.1006 $30.85321 $31.6245 $32.41511 $33.2255
$4,195.1950
$ , i 9
$24.2030
$24.8081
$4,404.9547 $4,515.0786
$25.4132
$26.0485
1
$4,625.20251
$4,740.8325
$26.68391
$27.3510
1
$4,856.46261
$4,977.8742
$28.0181
$28.7185
1
$5,099.28571
$5,226.7679
$29.4190
$30.1544
$5,354.2500 $5,488.1063
$30.88991 $31.6622
$5,621.96251 $5,762.5116
$32.4344 $33.2453
1
$5,903.0606 $6,050.6371
$34.0561 $34.9075
Monthly $5,214.3417 $5,344.7002 $5,478.3177 $5,615.2757 $5,755.6576 $5,899.54901 $6,047.03771 $6,198.2137 $6,353.1690
Hourly $30.0827 $30.8348 $31.6057 $32.3958 $33.2057 $34.03591 $34.88681 $35.7589 $36.6529,
(Page 2 of 2) Exhibit D
* In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated @ 2.5% between each step and 5.0% between each range.
Exhibit "
E"
Resolution
06-07
Pay Plan Bargaining Unit Employees
Effective July 1st, 2007 thru June 30, 2008
(In
cludes 3% COLA Increase)
Range
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
BU 10
Monthly
$2,343.2500
$2,401.8313
$2,461.87701
$2,523.4240
$2,586.5096
$2,651.17231
$2,717.4516
$2,785.3879
$2,855.0226
Hourly
$13.51881
$13.8567
$14.2031
$14.5582
$14.9222
$15.29521
$15.6776
$16.06951
$16.4713
BU 11
Monthly
$2,460.4125
$2,521.92281
$2,584.97091
$2,649.59521
$2,715.8350
$2,783.7309
$2,853.3242
$2,924.6573
$2,997.7737
Hourly
$14.1947
$14.5496
$14.9133
$15.2861
$15.6683
$16.0600
$16.4615
$16.8730
$17.2948
BU 12
1
1
1
1
Monthly
$2,583.4331
$2,648.0190
$2,714.2194
$2,782.07491
$2,851.6268
$2,922.9175
$2,995.9904
$3,070.89021
$3,147.6624
Hourly
$14.9044
$15.2770
$15.6590
$16.0504
$16.4517
$16.8630
$17.2846
$17.7167
$18.1596
BU 13
1
1
1
1
1
1
1
Monthly
$2,712.6048
$2,780.4199
$2,849.9304
$2,921.1787
$2,994.2081
$3,069.06331
$3,145.7899
$3,224.4347
$3,305.0455
Hourly
$15.6496
$16.0409
$16.4419
$16.8530
$17.2743
$17.7061
$18.1488
$18.6025
$19.0676
BU 14
1
1
1
1
1
Monthly
$2,848.2350
$2,919.4409
$2,992.4269
$3,067.2376
$3,143.9185
$3,222.5165
$3,303.0794
$3,385.6564
$3,470.2978
Hourly
$16.4321
$16.8429
$17.2640
$17.6956
$18.1380
$18.5914
$19.0562
$19.5326
$20.0209
BU 15
1
1
1
1
1
Monthly
$2,990.6468
$3,065.4129
$3,142.0483
$3,220.5995
$3,301.1145 $3,383.6423
$3,468.2334
$3,554.9392
$3,643.8127
Hourly
$17.2537
$17.6851
$18.1272
$18.5804
$19.0449
$19.5210
$20.0090
$20.5093
$21.0220
BU 16
1
Monthly
$3,140.1791
$3,218.6836
$3,299.1507
$3,381.6294
$3,466.1702
$3,552.8244
$3,641.6450
$3,732.6862
$3,826.0033
Hourly
$18.1164
$18.5693
$19.0336
$19.5094
$19.9971
$20.4971
$21.0095
$21.5347
$22.0731
BU 17
1
1
Monthly
$3,297.1881
$3,379.6178
$3,464.10821
$3,550.7109
$3,639.4787
$3,730.4657
$3,823.7273
$3,919.3205
$4,017.3035
Hourly
$19.0222
$19.4978
$19.9852
$20.4849
$20.9970
$21.52191
$22.0600
$22.6115
$23.1768
BU 18
1
1
1
1
Monthly
$3,462.0475
$3,548.5987
$3,637.3136
$3,728.2465
$3,821.4526
$3,916.9889
$4,014.9137
$4,115.2865
$4,218.1687
Hourly
$19.9734
$20.4727
$20.9845
$21.5091
$22.0468
$22.5980
$23.1630
$23.7420
$24.3356
BU 19
1
2
1
1
Monthly
,b;s5.1498
$3,726.0286
$3,819.1793
$3,914.6588
1
$4,
1
.8384
$4,2
5.6593
$4,321.0508
Hourly
$20.9720
$21.4963
$22.03371
$22.5846
$23.1492
$23.72791
$24.3211
$24.9291
$25.5524
BU 20
I
1
1
1
1
Monthly
$3,816.9073
$3,912.3300
$4,010.1383
$4,110.3917
$4,213.15151
$4,318.4803
$4,426.4423
$4,537.1034
$4,650.5310
Hourly
$22.0206
$22.5711
$23.1354
$23.7138
$24.30661
$24.9143
$25.5372
$26.1756
$26.8300
BU 21
1
1
1
1
1
Monthly
$4,007.7527
$4,107.9465
$4,210.6452
$4,315.9113
$4,423.80911
$4,534.4043
$4,647.7644
$4,763.9585
$4,883.0575
Hourly
$23.1217
$23.69971
$24.2922
$24.8995
$25.52201
$26.1600
$26.8140
$27.4844
$28.1715
BU 22
I
1
I
1
1
Monthly
$4,208.1403
$4,313.3438
$4,421.1774
$4,531.7069
$4,644.9995
$4,761.1245
$4,880.1527
$5,002.1565
$5,127.2104
Hourly
$24.2777
$24.8847
$25.5068
$26.1445
$26.7981
$27.4680
$28.1547
$28.8586
$29.5801
BU 23
I 1
1
1
1
1 Monthly
$4,418.5474
$4,529.0110
$4,642.2363
$4,758.2922
$4,877.2495
$4,999.1808
$5,124.1603
$5,252.2643
$5,383.5709
1 Hourly
$25.4916
$26.1289
$26.7821
$27.4517
$28.1380
$28.84141
$29.5625
$30.3015
$31.0591
BU 24
1
1
1
1
1
1
1 Monthly
$4,639.4747
$4,755.4616
$4,874.3481
$4,996.2068
$5,121.11201
$5,249.1398
$5,380.3683
$5,514.8775
$5,652.7494
1 Hourly
$26.7662
$27.4354
$28.12121
$28.82431
$29.5449
$30.2835
$31.0406
$31.8166
$32.6120
B25
Monthly
$4,871.4485
$4,993.2347
$5,118.0655
$5,246.0172
$5,377.1676
$5,511.5968
$5,649.3867
$5,790.6214
$5,935.3869
Hourly
$28.1045
$28.8071
$29.5273
$30.2655
$31.0221
$31.79771
$32.5926
$33.4074
$34.2426
BU 26
I
1
1
1
1
1
1
1
Monthly
$5,115.0209
$5,242.89641
$5,373.9688
$5,508.3180
$5,646.0260
$5,787.1766
$5,931.8560
$6,080.1524
$6,232.1563
Hourly
$29.5097
$30.2475
$31.0037
$31.7788
$32.5732
$33.3876
$34.2222
$35.0778
$35.9547
BU 27
Monthly $5,370.7719 $5,505.0412 $5,642.6673 $5,783.7339 $5,928.3273 $6,076.5355 $6,228.4489 $6,384.1601 $6,543.7641
Hourly 1 $30.9852 $31.7599 $32.5538 $33.36771 $34.2019 $35.0569 $35.93341 $36.8317 $37.7525
(Page 2 of 2) Exhibit E
In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated @ 2.5% between each step and 5.0% between each range.
Exhibit "F"
Resolution 06-07
Pay Plan Bargaining Unit Employees
Effective July 1st, 2008 thru June 30, 2009
(Includes 3% COLA Increase)
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
BU 10
Monthly $2,413.5475 $2,473.8862 $2,535.7333 $2,599.1267 $2,664.1048 $2,730.7075 $2,798.9752 $2,868.94951
Hourly $13.92431 $14.2724 $14.6292 $14.99501 $15.3698 $15.7541 $16.1479 $16.5516
BU 11
Monthly
$2,534.22491
$2,597.5805
Hourly
$14.62051
$14.9860
BU 12
1
1
Monthly
$2,660.9361
$2,727.4595
Hourly
$15.3516
$15.7353
BU 13
1
Monthly
$2,793.9829
$2,863.8325
Hourly
$16.1191
$16.5221
BU 14
Monthly
Hourly
BU 15
Monthly
Hourly
BU 16
Monthly
Hourly
BU 17
Monthly
Hourly
BU 18
Monthly
Hourly
$2,933.6821 $3,007.0241
$16.9251 $17.3482
$3,080.3662
$17.7713
I
$3,234.3845
$18.6599
$3,396.1037
$19.5929
$3,565.9089
$20.5726
$2,662.52001
$15.3607
$2,795.6460
$16.1287
$2,935.4283
$16.9352
I
$3,082.1997
$17.7819
$3,157.3753 $3,236.3097
$18.2156 $18.6710
$3,315.2441
$19.1264
$3,398.1252
$19.6046
$3,481.0063
$20.0827
$3,655.0566
$21.0869
$3,568.0315
$20.5848
I
$3,746.4330
$21.6140
$2,729.08301
$2,797.31011
$2,867.24281
$2,938.92391
$3,012.39701
$15.7447
$16.1383
$16.5418
$16.9553
$17.3792
I
$2,865.5372
I
$2,937.1756
I
$3,010.6050
$3,085.8701
I
$3,163.0169
$16.5319
$16.9452
$17.3689
$17.8031
$18.2482
I
$3,008.8140
$3,084.0344
$3,161.1352
$3,240.1636
$3,321.1677
$17.3585
I
$17.7925
I
$18.2373
$18.6933
$19.1606
I
$3,159.2547
$3,238.23611
$3,319.1920
$3,402.1718
$3,487.2261
$18.2265
$18.6821
$19.1492
$19.6279
$20.1186
$3,317.2175
I
$3,400.1479
I
$3,485.1516
$3,572.2804
I
$3,661.5874
$19.1378
$19.6162
$20.1066
$20.6093
$21.1245
I
$3,483.0783
I
$3,570.1553
I
$3,659.4092
$3,750.8944
I
$3,844.6668
$20.0947
$20.5970
I
$21.1120
I
$21.6398
$22.18081
$3,657.2322
$3,748.6631
$3,842.3796
$3,938.4391
I
$4,036.9001
$21.0994
$21.6269
$22.1676
I
$22.7218
$23.28981
I
I
$3,840.0939
$3,936.0962
$4,034.4986
$4,135.3611
$4,238.7451
$22.1544
$22.7082
$23.2760
$23.8579
$24.4543
Step 9
$2,940.6733
$16.9654
$3,087.7069
$17.8137
$3,242.0923
$18.7044
$3,404.1969
$19.6396
$3,574.4067
$20.6216
$3,753.1271
$21.6527
$3,940.7834
$22.7353
$4,137.8226
$23.8721
$4,344.7137
$25.0657
i
3.744 2043 $3,837.8094
$21.6012 $22.1412
$3,931.4146
$22.6812
$4,127.9853
$23.81531
$4,334.3845
$25.0061
1
$4,551.1038
$26.25641
1
$4,778.6590
$27.5692
$4,029.6999
$23.2483
1
$4,231.1849
$24.4107
$4,442.7442
$25.6312
1
$4,664.8814
$26.9128
$4,898.1254
$28.2584
$3,933.7547
$22.6947
1
$4,130.4424
$23.8295
1
$4,336.96451
$25.0209
1
$4,553.8128
$26.2720
1
$4,781.5034
$27.5856
1
$4,032.0985 W3L : - ` -I
$23.2621 $23.8437
$4,233.7035 $4,339.5461
$24.4252 $25.0358
1 1
$4,445.3887 $4,556.5234
$25.6465 $26.2876
1 1
$4,667.6581 $4,784.3495
$26.9288 $27.6020
1
$4,236.2235
$24.4398
$4,448.0347
$25.6617
$4,670.4365
$26.9448
1
$4,903.9583
$28.2921
$4,901.0410 $5,023.5670 $5,149.1562
$28.2752 $28.9821 $29.7067
I
$4,342.1291
$25.0507
$4,559.2356
$26.3033
1
$4,787.1974
$27.6184
$5,026.5572
$28.9994
$4,450.6824
$25.6770
$4,673.2165
$26.9609
I
$4,906.8773
$28.30891
1
$5,152.2212
$29.7244
1
$5,277.8851 $5,409.8322
$30.4493 $31.2106
$26.3189
$4,790.0469
$27.6349
$5,029.5492
$29.0166
$5,281.0267
$30.4675
$5,545.0780
$31.9908
$5,020.5786
$5,146.0930 I
$5,274.74541
$5,406.6140
$5,541.7793
$5,680.3238
$5,822.3319
$28.9649
$29.6890
$30.4312
$31.1920
$31.9718
$32.7711
$33.5904
$5,017.5919 $5,143.0317 $5,271.6075 $5,403.3977 $5,538.4826 $5,676.9447 $5,818.8683 $5,964.3400 $6,113.4485
$28.9476 $29.6713 $30.41311 $31.1734 $31.9528 $32.7516 $33.5704 $34.4097 $35.2699
$5,268.4715
$5,400.1833
$5,535.1879
$5,673.5676
$5,815.4068
$5,960.7919
$6,109.81171
$6,262.5570
$6,419.1209
$30.3950
$31.1549
$31.9338
$32.7321
$33.5504
$34.3892
$35.24891
$36.1301
$37.0334
$5,531.8951
$5,670.1925
$5,811.9473
$5,957.2460
$6,106.1771
$6,258.8315
$6,415.3023
$6,575.6849
$6,740.0770
$31.9148
$32.7126
$33.5305
$34.36871
$35.2279
$36.10861
$37.01141
$37.9366
$38.8851
(Page 2 of 2) Exhibit F
* In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated @ 2.5% between each step and 5.0% between each range.
L-,
Exhibit G
YORBA LINDA WATER DISTRICT
BARGAINING UNIT EMPLOYEES ASSOCIATION
SALARY RANGES AND AUTHORIZED CLASSIFICATIONS
10-1-2006
1
CLASSIFICATION TITLE SALARY RANGES
Accounting Assistant I
BU15
Accounting Assistant II
BU21
Customer Service Representative I
BU15
Customer Service Representative II
BU17
Customer Service Representative III
BU19
Construction Inspector
BU24
Maintenance Distribution Operator II
BU20
Maintenance Distribution Operator III
BU23
Engineering Technician I
BU18
Engineering Technician II
BU22
Facilities Maintenance
BU21
GIS Administrator
BU26
Information Systems Technician I
BU22
Maintenance Worker I
BU17
Mechanic I
BU17
Mechanic II
BU21
Mechanic III
BU23
Meter Reader I
BU14
Meter Reader II
BU16
Meter Services Representative
BU23
Meter Services Technician
BU20
Plant Operator I
BU17
Plant Operator II
BU22
Project Engineer
BU26
Engineering Secretary
BU17
Operations Secretary
BU17
Sr. Maintenance Distribution Operator
BU26
Sr. Fleet Mechanic
BU26
Sr. Plant Operator
BU26
Storekeeper
BU19
Water Quality Technician
BU22
Exhibit H
District Holidays
Fiscal Year 2006/09
Fiscal Year 2006- 2007
1. Day before Independence Day
2.
Independence Day
July 4
Tuesday
3.
Labor Day
September 4
Monday
4.
Veterans Day
November 10
Friday
5.
Thanksgiving
November 23
Thursday
6.
Day after Thanksgiving
November 24
Friday
7.
Christmas
December 25
Monday
8.
Day after Christmas
December 26
Tuesday
9.
New Years Day
January 1
Monday
10.
Presidents Day
February 19
Monday
11.
Memorial Day
May 28
Monday
Fiscal Year 2007- 2008
1.
Independence Day
July 4
Wednesday
2.
Labor Day
September 3
Monday
3.
Veterans Day
November 12
Monday
4.
Thanksgiving
November 22
Thursday
5.
Day after Thanksgiving
November 23
Friday
6.
Day before Christmas
December 24
Monday - District Floater
7.
Christmas
December 25
Tuesday
8.
New Years Day
January 1
Tuesday
9.
Presidents Day
February 18
Monday
10.
Memorial Day
May 26
Monday
11.
Employee Chosen Floater
Fis
cal Year 2008- 2009
1.
Independence Day
July 4
Friday
2.
Labor Day
September 1
Monday
3.
Veterans Day
November 11
Tuesday
4.
Thanksgiving
November 27
Thursday
5.
Day after Thanksgiving
November 28
Friday
6.
Christmas
December 25
Thursday
7.
Day after Christmas
December 26
Friday - District Floater
8.
New Years Day
January 1
Thursday
9.
Presidents Day
February 16
Monday
10.
Memorial Day
May 25
Monday
11.
Employee Chosen Floater