HomeMy WebLinkAbout2006-09-28 - Resolution No. 06-09RESOLUTION NO. 06-09
RESOLUTION OF THE BOARD OF DIRECTORS
OF THE YORBA LINDA WATER DISTRICT
ADOPTING THE EMPLOYEE COMPENSATION LETTER
AND PAY PLAN FOR MANAGEMENT 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 Management, Supervisory and Confidential employees
compensation letter was adopted on June 26, 2005; and
WHEREAS, the Board of Directors has an Employee Compensation Letter and Pay
Plan with the Management, Supervisory and Confidential employees for
fiscal years 2005 through 2006 expired on June 30, 2006, and
WHEREAS, the General Manager has recommended and the Board of Directors
hereby approve separating the Management Employees from the
Supervisory and Confidential employees; and
WHEREAS, the Board of Directors desires to review the Management Compensation
Letter and adjust the Pay Plan for the Management employees for FY
2006-07; FY 2007-08 and FY 2008-09;
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 years 2006-09
Management Employee Compensation Letter, as attached hereto and by
this reference incorporated herein as Exhibit "A".
Section 2. The Salary Ranges and Authorized Classifications for Management
Employees is approved and adopted as attached hereto and by this
reference incorporated herein as Exhibits "B" and "G".
Section 3. That the approved Cost of Living Adjustment (C.O.L.A.) for FY 2006-07 is
4.5% retroactive to July 1, 2006.
Section 4. That Resolution 05-06 is hereby rescinded.
COPY
PASSED AND ADOPTED this 28th day of September, 2006 by the following called
vote:
Ayes:
Noes:
Absent:
Abstain:
Paul R. Armstrong, President
Michael A. Payne,-8ecrety
1
Exhibit A
Resolution No. 06-09
Employee Compensation Letter
And Pay Plan for Management Employees
Fiscal years: 2006-2009
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 employee group.
II. The District shall maintain the salary schedule attached hereto as Exhibit C for the
period July 1, 2006 through September 30, 2006.
111. Effective October 1, 2006, the salary schedule attached hereto as Exhibit D shall
be in effect through June 30, 2007.
IV. Effective July 1, 2007, the salary schedule attached hereto as Exhibit E shall be in
effect for fiscal year 2007-2008.
V. Effective July 1, 2008, the salary schedule attached hereto as Exhibit F shall be in
effect for fiscal year 2008-2009.
VI. Effective October 1, 2006, the District will make the following range adjustments
and/or position reclassifications with the express understanding that those
classifications adjusted two (2) ranges or more will be placed in a step that results
in a 5% salary increase as 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):
CURRENT
NEW
CURRENT
NEW
CLASSIFICATION
CLASSIFICATION
RANGE
RANGE
Assistant General Manager
Assistant General
37
40
Manager/Engineering
Manager
Business Manager
Finance Director
35
37
Operations Manager
Operations Manager
35
37
IT Director
IT Director
32
34
VII. Prior to the end of fiscal years 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 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.
VIII. Effective July 1, 2007, the District will modify its contract with CalPERS to replace
the District's current retirement benefit based on three (3) highest consecutive
years with the retirement benefit of single highest year. The District shall continue
to provide the Level 4 survivor benefit with CalPERS in accordance with Section
21574 benefit provisions.
IX. 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.
X. 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.
XI. 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 VI) in accordance with the
following:
Prior Schedule New Schedule
Step 1 Step 1
Step 2 Step 3
Step 3 Step 5
Step 4 Step 7
Step 5 Step 9
Subsequent movement on the salary schedule will be based on merit as follows:
Each employee will be annually reviewed on a one-year interval following
completion of their probationary period. An employee who receives a meets job
expectations evaluation will be entitled to move one (1) step and an employee who
receives an exceeds job 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. Management employees will be
provided training on the new performance evaluation process and the use of the
form. (Until implementation of the new form, the existing performance evaluation
form will remain in effect with the understanding that staff members may be given
written goals that will be added to the new performance evaluation which will be
used in evaluating future performance.)
XII. 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
on the new position.
XIII. 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 regular Management 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.
Management Employees may increase the coverage to up to two time's annual
salary by authorizing the additional premium to be deducted from his/her salary.
XIV. 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
Management 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 Management employee
dependent coverage for covered employees with one dependent or up to $430.57
per month but not more than 2/3 of the additional premium toward Management
Employee dependent coverage for covered Management 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
Management employee shall pay the cost of the difference in premium, to be
deducted from his/her salary. The Management 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.
XV. The District shall pay up to $27.49 month but not more than 100% of the premium
for dental insurance for all Management 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
Management employee dependent coverage for covered Management employees
with one dependent or up to $42.74 per month but not more than 2/3 of the
additional premium toward Management Employee dependent coverage for
covered Management 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 Management employees shall
pay the cost of the difference in premium, to be deducted from his/her salary. The
Management employees shall have the option of selecting "Delta Care" with the
contribution for "Delta Care" to be in accordance with this paragraph.
XVI. District shall pay up to $11.50 per month, but not more than 100% of the premium,
toward the premium for vision insurance for Management employees 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 of the additional
premium toward dependent coverage for covered Management 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 Management 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 Management Employee shall pay the cost of the difference in
premium, to be deducted from his/her salary.
XVII. During the term of this agreement the maximum amounts in paragraphs XIV, XV
and XVI shall be adjusted to reflect the actual cost to the District of employee
coverage and 2/3 of the cost of all dependent coverages.
XVIII. Subject to carrier approval, the District shall pay the amounts provided in the
paragraphs XIV, XV and XVI of this agreement for any Management 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 Management 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 Management 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 a Management
Employee to certify under penalty of perjury that the Management Employee has
remained on retired status and/or submit to such additional verification, as the
District deems necessary to demonstrate retired status. The retired Management
Employee must make any contribution required of a regular Management
Employee pursuant to paragraph XIV, XV and XVI prior to the first day of the
month in which coverage is to be extended. Failure of a Management Employee to
make such payment shall result in termination of coverage and termination of any
right to any benefit pursuant to this section. A Management 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 Management
Employee should die, his/her estate shall be entitled to such payment.
XIX. To the extent possible, the District shall extend its current plan under Section 125
of the Internal Revenue Code to cover Management Employees.
XX. The District shall provide a long-term disability plan for Management 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.
XXI. In situations where a Management 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.
XXII. 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 Management 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.
XXIII. The District shall reimburse Management 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.
XXIV. Management 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.
XXV. The District shall provide educational reimbursement to Management 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. Management Employee
shall be responsible for any tax consequences as a result of education
reimbursement.
XXVI. Management 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 Management 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
Management letter unless an extension is expressly agreed to by the District.
XXVII. Effective October 1, 2006, Management Employees will be entitled to either a
District provided vehicle or a car allowance up to $350.00/month as determined by
the General Manager. The Assistant General Manager, Finance Director and
Operations Manager shall be assigned a District vehicle. The Human Resources
Manager and the IT Director shall receive a car allowance of $350.00 per month.
XXVIII. Management Employees shall receive a maximum of forty (40) hours of
administrative leave with pay each fiscal year. Unused administrative leave time at
the end of each fiscal year, June 30, will be paid during the following month of July
with said time being calculated at the employee's then straight time hourly rate.
There will be no carry over of administrative leave time to the next fiscal year.
XXIX. The District shall pay for nine (9) hours of holiday pay for any holiday occurring on
a day in which a Management Employee would normally work a 9-hour day. If a
Management Employee regularly works an eight (8) hour day, the District shall pay
for eight hours of holiday pay. The Holiday schedule attached hereto as Exhibit H
shall be in effect for full-time Management employees covered by this Management
letter.
Holiday pay will be based on the work hours scheduled for the designated holiday
In order to be eligible for holiday pay, a Management 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 for Management Employees is for the period
of July 1, 2006 to June 30, 2009.
MilcTiael A. Payne
General Manager
1-3i-o7
Date
1
1
Exhibit B
YORBA LINDA WATER DISTRICT
MANAGEMENT EMPLOYEES
SALARY RANGES AND AUTHORIZED CLASSIFICATIONS
7-1-2006
CLASSIFICATION TITLE
Assistant General Manager/Engineering Manager
Finance Director
Human Resources Manager
Information Technology Director
Operations Manager
SALARY RANGES
ME37
ME35
ME32
ME34
ME35
1
J
Exhibit "C"
Resolution 06-07
Management Employees
Effective July 1st, 2006 thru September 30, 2006
(Includes 4.5% COLA Increase)
*Monthly Salaries Rounded to the Nearest Dollar*
Range
ME 25
ME 26
ME 27
ME 28
ME 29
ME 30
ME 31
ME 32
ME 33
ME 34
ME 35
ME 36
ME 37
ME 38
ME 39
ME 40
Step 1 Step 2
$4,7311 $4,9671
$4,9671 $5,2161
$5,2161 $5,4761
$5,4761 $5,7501
$5,7501 $6,037
$6,037 $6,3391
$6,3391 $6,6571
$6,6571 $6,9891
$6,9891 $7,338
$7,3381 $7,7061
$7,7061 $8,0901
$8,0901 $8,495
$8,4951 $8,9201
$8,9201 $9,3661
$9,3661 $9,8341
$9,8341 $10,3261
Step 3
$5,2161
$5,4761
$5,7501
$6,0371
$6,3391
$6,6571
$6,9891
$7,3381
$7,7061
$8,0901
$8,4951
$8,9201
$9,3661
$9,8341
$10,3261
$10,8421
Step 4 Step 5
$5,4761 $5,750
$5,7501 $6,037
$6,0371 $6,339
$6,3391 $6,657
$6,6571 $6,989
$6,9891 $7,338
$7,3381 $7,706
$7,7061 $8,090
$8,0901 $8,495
$8,4951 $8,920
$8,9201 $9,366
$9,3661 $9,834
$9,8341 $10,326
$10,3261 $10,842
$10,8421 $11,384
$11,3841 $11,954
Exhibit '"M
Resolution 06-07
Management Employees
Effective October 1st, 2006 thru June 30, 2007
(Amended to 9 Steps)
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
ME 25
Monthly
$4,729 56161
$4,847.80061
$4,968.99571
$5,093.22061
$5,220.55111
$5,351.0648
$5,484.8415
$5,621.96251
Hourly
$27.28591
$27.96811
$28.66731
$29.38401
$30.11861
$30.8715
$31.6433
$32.43441
ME 26
1
1
1
Monthly
$4,966.0397
$5,090.1907
$5,217.4454
$5,347.8816
$5,481.5786
$5,618.6181
$5,759.08351
$5,903.06061
Hourly
$28.6502
$29.3665
$30.1006
$30.8532
$31.62451
$32.41511
$33.22551
$34.05611
ME 27
Monthly
Hourly
ME 28
Monthly
Hourly
ME 29
Monthly
Hourly
ME 30
Monthly
Hourly
ME 31
Monthly
Hourly
M32
Monthly
Hourly
ME 33
Monthly
Hourly
$5,214.34171
$30.08271
1
$5,475.05881
$31.58691
1
$5,748.81171
$33.16621
1
$6,036.25231
$34.8245
$6,338.06491
$36.56581
$6,654.9681
$38.3940
$6,987.71651
$40.31371
$5,344.70021
$30.83481
1
$5,611.93521
$32.37651
$5,892.53201
$33.99541
$6,187.1586
$35.6951
1
$6,496.51651
$37.47991
1
$6,821.34231
$39.35391
$7,162.40951
$41.32161
$5,478.31771
$31.60571
1
$5,752.23361
$33.18601
$6,039.84531
$34.84531
$6,341.8376
$36.5875
1
$6,658.92941
$38.41691
$6,991.87591
$40.33771
1
$7,341.46971
$42.35461
$5,615.27571
$32.39581
1
$5,896.03941
$34.01561
$6,190.84141
$35.71641
$6,500.3835
$37.5022
$6,825.40271
$39.37731
1
$7,166.6728
$41.3462
$7,525.00641
$43.41351
$5,755.65761
$33.20571
1
$6,043.44041
$34.86601
$6,345.61251
$36.60931
$6,662.89311
$38.43981
$6,996.03771
$40.36181
1
$7,345.83961
$42.37981
$7,713.1316,1
$44.49,, 1
$5,899.54901
$34.03591
1
$6,194.52641
$35.73771
1
$6,504.25281
$37.52451
$6,829.4654
$39.40081
1
$7,170.93871
$41.37081
$7,529.48561
$43.43931
$6,047.03771
$34.8868
$6,349.3896
$36.6311
$6,198.21371
$35.75891
1
$6,508.1243
$37.5469
Step 9
$5,762.5116
$33.2453
$6,050.6371
$34.9075
$6,353.1690
$36.6529
$6,670.8275
$38.4855
$6,666.85911 $6,833.53061 $7,004.3688
$38.46261 $39.4242 $40.4098
$7,000.2020
$40.38581
1
$7,350.2121
$42.4051
1
$7,717.72271
$44.52531
$7,905.9599 $8,103.6089
$45.61131 $46.7516
$7,175.20711
$7,354.5873
$41.39541
$42.4303
1
$7,533.96741
$7,722.3166
$43.46521
$44.5518
1
$7,910.6658
$8,108.4325
$45.6385
$46.7794
1
$8,306.1991
$8,513.8541
$47.9204
$49.1184
ME 34
Monthly
Hourly
ME 35
Monthly
Hourly
ME 36
Monthly
Hourly
ME 37
Monthly
Hourly
ME 38
Monthly
Hourly
ME 39
Monthly
Hourly
ME 40
Monthly
Hourly
1
$7,337.10241
$42.3294
1
$7,70195751
$44,4459
1
$8,089.1554
$46.6682
$8,493.61311
$49.00161
1
$8,918.2938
$51.4517
$9,364.20851
$54.02431
1
$9,832.41891
$56.72551
1
$7,520.52991
$43.38771
1
$7,896.55641
$45.55711
$8,291.3842
$47.8349
$8,705.95351
$50.22671
1
$9,141.25111
$52.73801
$9,598.3137
$55.37491
1
$10,078.22941
$58.14361
1
$7,708.54321
$44.47241
1
$8,093 97031
$46.69601
$8,498.66891
$49.03081
$8,923.60231
$51.48231
1
$9,369.7824
$54.0564
$9,838.27151
$56.75931
1
$10,330.18511
$59.59721
I 1 1
$7,901.2568 $8,098.78821 $8,301.25791
$45.58421 $46.72381 $47.8919
1 1
$8,508.
78931
$8,721.
50911
$8,939.
5468
$49
0892
$50.
31641
1
$51.
5743
$8,296.31961
$8,503.72761
$8,71632081
$8,934.22881
$9,157.58451
$47.86341
$49.06001
$50.28651
1
$51.5436
1
$52.8322
1
$8,711.1356
$8,928.9140
$9,152.13681
$9,380.9402
$9,615.46371
$50.2566
$51.5130
$52.80081
$54.1208
1
$55.47381
1
1
$9,146.69241
1
$9,375.35971
1
$9,609.74371
$9,849.98721 $10,096.23691
$52.76941
$54.08861
$55.44081
1
$56.82681
$58.24751
1
$9,604.0270
1
$9,844.12761 $10,090.23081 $10,342.4866 $10,601.04881
$55.40781
$56.79301
$58.2129
$59.6682
$61.15991
1
$10,084.22831
1
$10,336.33401
$10,594.7424
$10,859.6109
$11,131.1012
$58.17821
$59.6327
$61.1235
$62.6516
$64.21791
1
1
$10,588.43971
$10,853.15071
$11,124.47951
1
$11,402.59151
$11,687.65631
$61.08721
$62.61431
$64.17971
$65.78421
$67.42881
(Page 2 of 2) Exhibit D
$9,386.5241
$54.1530
$9,855.8503
$56.8607
$10,34&6429
$59.7037
$10,866.0750
$62.6889
$11,409.3787
$65.8233
$11,979.8477
$69.1145
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 '
Resolution 06-07
Management Employees
Effective July 1st, 2007 thru June 30, 2
008
(Includes 3% COLA Increase)
Range
Step 1
Step 2
Step 3 Step 4 Step 5
Step 6
Step 7
Step 8
ME 25
Monthly
$4,871.44851
$4,993.23471
$5,118.06551 $5,246.01721 $5,377.1676+
$5,511.59681
$5,649.38671
$5,790.62141
Hourly
$28.10451
$28.8071
$29.52731 $30.26551 $31.0221
$31.79771
$32.5926
$33.40741
ME 26
1
1
1
1
1
1
1
1
Monthly
$5,115.02091
$5,242.89641
$5,373.96881 $5,508.31801 $5,646.02601
$5,787.17661
$5,931.85601
$6,080.1524
Hourly
$29.50971
$30.24751
$31.00371 $31.77881 $32.57321
$33.38761
$34.22221
$35.0778
ME 27
Monthly
Hourly
ME 28
Monthly
Hourly
ME 29
Monthly
Hourly
ME 30
Monthly
Hourly
ME 31
Monthly
Hourly
ME 32
Monthly
Hourly
ME 33 1
Monthly
Hourly
$5,370.77191
$30.98521
1
$5,639.31051
$32.5345+
$5,921.27601
$34.1612
1
$6,217.33981
$35.86931
1
$6,528.20681
$37.6627+
1
$6,854.61721
$39.5459
$7,197.34801
$41.52321
$5,505.04121
$31.75991
$5,780.29331
$33.34781
$6,069.30791
$35.0152
$6,372.77331
$36.76601
1
$6,691.41201
$38.60431
$7,025.9826+
$40.53451
1
$7,377.28171
$42.56121
$5,642.66731
$32.55381
1
$5,924.80061
$34.1815+
$6,221.0406
$35.8906
$6,532.09271
$37.68521
1
$6,858.69731
$39.56941
$7,201.6322
$41.54791
$7,561.7138
$43.6253
$5,783.7339
$5,928.3273
$33.3677
$34.2019
$67072 92061
1
$6,224 74361
$35.03611
$35.91201
$6,376.5667+ $6,535.9808
$36.78791 $37.7076
$6,695.39501
$38.62731
1
$7,030.16471
$40.55861
$6,862.77991
$39.59301
1
$7,205.91891
$41.57261
$7,381.67301
$42.58661
1
$7,750.75661
$44.71591
$7,566.21481
$43.65121
1
$7,944.52551
$45.83381
$6,076.53551
$35.05691
1
$6,380.36221
$36.80981
1
$6,699.38031
$38.65031
$7,034.34941
$40.58281
$7,386.0668
$42.61191
1
$7,755.37021
$44.74251
1
$8,143.13871
$46.97961
Step 9
$5,935.3869
$34.2426
$6,232.1563
$35.9547
$6,228.4489+ $6,384.16011 $6,543.7641
$35.93341 $36.83171 $37.7525
$6,539.87131 $6,703.36811 $6,870.9523
$37.73001 $38.6733 $39.6401
$6,866.86491
$39.6165
1
$7,210.2081
$41.59741
1
$7,570.71851
$43.67721
1
$7,949.25441
$45.86111
1
$8,346.71721
$48.15411
$7,038-53651
$40.60691
$7,390.46331
$42.63731
$7,214.4999
$41.6221
$7,575.2249
$43.7032
$7,759.98651
$7,953.9861
$44.
76921
$45.8884
$8,147.
1
98581
$8,351.6854
$47.
00761
$48.1828
$8,555.
3851
$8,769.2697
$49.
35801
$50.5919
ME 34
1
1
Monthly
$7,557.21541
$7,746.1458
Hourly
$43.5993
$44.68931
ME 35
1
1
Monthly
$7,935.0762
$8,1314531
Hourly
$45.7793
$46.9238
ME 36
1
1
Monthly
$8,331.8300
$8,540.12581
Hourly
$48.0683
$49.2700
ME 37
1
1
Monthly
$8,748.4215
$8,967.1321
Hourly
$50.4717
$51.7335
ME 38
1
1
Monthly
$9,185.8426
$9,415.4887
Hourly
$52.9952
$54.32011
ME 39
1
1
Monthly
$9,645.1347
$9,886.2631
Hourly 1
$55.6450
$57.03611
ME 40
1
1
Monthly 1
$10,127.39151
$10,380.57631
Hourly 1
$58.42731
$59.88791
I I I I I I
$7,939.7995 $8,138.2945 $8,341.7518 $8,550.29561 $8,764.0530 $8,983.1543 $9,207.7332
$45.8065 $46.9517 $48.1255 $493286 $50.5618 $51.8259 $53.1215
$8,336.7894 $8,545.20921 $8,758.8394 $8,977.8104 $9,202.2557 $9,432.3121 $9,668.1199
$48.0969
$49.2993
$50.5318)
$51.7951 $53.0899
$54.4172
$55.7776
I
$8,753.62891
1
$8,972.46961
I
$9,1961814
I I
$9,426.7009 $9,662.3684)
I
$9,903.9277)
$10,151.5258
$50.5017
$51.7642
$53.0584
$54.3848 $55.7444
$57.1380
$58.5665
I
$9,191.3104
I
$9,421.09311
I
$9,656.6205
I
$9,898.0360 $10,145.48691
$10,399.1240
$10,659.1021
$53.0268
$54.3525
$55.7113
$57.1041 $58.5317
$59.9949
$61.4948
1
$9,650.8759
I I 1 I
$9,892.1478 $10,139.4515 $10,392.93781 $10,652.7612
I
$10,919.0802
$11,192.0572
$55.67811
$57.0701
$58.4968
$59.95931 $61.4582
$62.9947
$64.5696
I
$10,133.4197
I I I I
$10,386.7552 $10,646.42411 $10,912.5847) $11,185.3993
$11,465.0343
$11,751.6601
$58.4620
$59.9236
$61.4217
$62.95721 $64.53111
$66.1444
$67.7980
$10,640.09071
I
$10,906.09291 $11,178.74531 $11,458.21391$11,744.6692
$12,038.28601
$12,339.2431
$61.38511
$62.91981
$64.49281
$66.10511 $67.75771
$69.45161
$71.1879
(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
Resolution 06-07
Management 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
ME 25
Monthly
$5,017.59191
$5,143.03171
$5,271.60751 $5,403.39771 $5,538.48261
$5,676.94471
$5,818.86831
$5,964.34001
Hourly
1 $28.94761
$2967131
$30.41311 $31.17341 $31.95281
$32.75161
$33.57041
$34.40971
ME 26
1 I
1
1
I
1
1
1
Monthly
$5,268.4715
$5,400.18331
$5,535.18791 $5,673.56761 $5,815.40681
$5,960.7919
$6,109.81171
$6,262.55701
Hourly
$30.3950
$31.15491
$31.93381 $32.73211 $33.55041
$34.38921
$35.24891
$36-13011
ME 27
Monthly
Hourly
ME 28
Monthly
Hourly
ME 29
Monthly
Hourly
ME 30
Monthly
Hourly
ME 31
Monthly
Hourly
ME 32
Monthly
Hourly
ME 33
Monthly
Hourly
$5,531.8951
$31.91481
$5,808.48981
$33.51051
$5,670.19251
$32.71261
I
$5,953.70211
$34.34831
$6,098.91431
$6,251.38721
$35.18601
$36.06571
$6,403.86001
$6,563.9565
$36.94531
$37.8690
I
$6,724.05301
I
$6,892.1544
$38.79261
$39.7624
$5,811.9473
$33.53051
$6,102.54461
$35.20701
$6,407.67191
$36.96731
1
$6,728.05551
$38.81571
1
$7,064.45821
$40.75651
$7,060.25571 $7,236.76211 $7,417.68111
$40.73221 $41.75061 $42.79431
$5,957.24601
$34.36871
1
$6,255.10821
$36.08721
$6,567.8637
$37.89151
$6,896.25681
$39.78611
1
$7,241.06971
$41.77541
$7,603.12321
$43.86421
$6,106.17711
$35.22791
1
$6,411.48601
$36.98931
$6,732.06031
$38.83881
$7,068.6633
$40.7807
$7,422.09641
$42.81981
$7,793.20121
$44.96081
$7,413.26851 $7,598.60021 $7,788.56521 $7,983.27931 $8,182.86131
$42.76891 $43.83811 $44.93401 $46.05741 $47.20881
$6,258.83151
$36.1086+
1
$6,571.77311
$37.91411
$6,900.36181
$39.80981
1
$7,245.37981
$41.80031
I
$7,607.64881
$43.8903
$7,988.0313
$46.08481
I
$8,387.43281
$48.38901
$6,415.3023
$37.01141
I
$6,736.06741
$38.8619
1
$7,072.87081
$40.80501
I
$7,426.51431
$42.84531
I
$7,79T84011
$44.98751
$8,187.73211
$47.23691
$8,597.11871
$49.5988
$6,575.68491
$37.93661
1
$6,904.46911
$39.83351
$7,249.69261
$41.82511
$7,612.17721
$43.91641
1
$7,992.78611
$46.11221
$8,392.42541
$48.41781
1
$8,812.04661
$50.83871
Step 9
$6,113.4485
$35.2699
$6,419.1209
$37.0334
$6,740.0770
$38.8851
$7,077.0808
$40.8293
$7,430.9349
$42.8708
$7,802.4816
$45.0143
$8,192.6057
$47.2650
$8,602.2360
$49.6283
$9,032.3478
$52.1097
ME 34
1
1
1
1
1
1
Monthly 1
$7,783.93191
$7,978.53021
$8,177.9935
$8,382.44331
$8,592.00441
$8,806.80451
$9,026.97461
$9,252.64901
$9,4819652
Hourly 1
$44.90731
$46.03001
$47.1807
$48.36021
$4956931
$50.8085
$52.07871
$53.38071
$54.7152
ME 35 1
1
1
1
1
1
1
1
Monthly 1
$8,173.12851
$8,377.45671
$8,586.89311
$8,801.56551
$9,021.60461
$9,247.14471
$9,478.3233
$9,715.28141
$9,958.1634
Hourly
$47.15271
$48.33151
$49.53981
$50.77831
$52.04771
$53.34891
$54.68261
$56.04971
$57.4509
ME 36
1
1
1
1
1
1
Monthly 1
$8,581.78491
$8,796.32951
$9,016.2378
$9,241.64371
$9,472.68481
$9,709.50191
$9,952.23951
$10,201.04551
$10,456.0716
Hourly 1
$49.51031
$50.74811
$52.0168
$53.31721
$54.65011
$56.01641
$57.4168
$58.85221
$60.3235
ME 37 1
1
1
1
1
1
Monthly 1
$9,010.87421
$9,236.14601
$9,467.04971
$9,703.72591
$9,946.31911 $10,194.97701$10,449.85151
$10,711.0978
$10,978.8752
Hourly 1
$51.98581
$53.28551
$54.61761
$55.98301
$57.38261
$58.81721
$60.28761
$61.7948
$63.3397
ME 38 1
1
1
1
1
1
1
1
1
Monthly 1
$9,461.41791
$9,697.95331
$9,940.40221
$10,188.91221 $10,443.63501 $10,704.72591$10,972.34401
$11,246.65261
$11,527.8190
Hourly
$54.58511
$55.9497
$57.34851
$58.78221
$60.2517
$61.75801
$63.30201
$64.88451
$66.5066
ME 39
1
1
1
1
1
Monthly 1
$9,934.48881
$10,182.85101
$10,437.42231
$10,698.35781 $10,965.81681 $11,239.96221$11,520.96121
$11,808.98531
$12,104.2099
Hourly 1
$57.31441
$58.74721
$60.21591
$61.72131
$63.26431
$64.84591
$66.46711
$68.12881
$69.8320
ME 40 1
1
1
1
1
1
1
1
1
Monthly I
$10,431.2132
$10,691.99351
$10,959.29341
$11,233.27571 $11,514.10761 $11,801.96031 $12,097.0093
$12,399.43451
$12,709.4204
Hourly I
$60.1801
$61.68461
$63.22671
$64.80741
$66.4275
$68.08821
$69.7904
$71.53521
$73.3236
(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.
~ i ~
1
Exhibit G
YORBA LINDA WATER DISTRICT
MANAGEMENT EMPLOYEES
SALARY RANGES AND AUTHORIZED CLASSIFICATIONS
10-1-2006
CLASSIFICATION TITLE
Assistant General Manager/Engineering Manager
Finance Director
Human Resources Manager
Information Technology Director
Operations Manager
SALARY RANGES
ME40
ME37
ME32
ME34
ME37
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.
2.
Independence Day
Labor Day
July 4
September 3
Wednesday
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
Fiscal 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
NL
w
MANAGEMENT EMPLOYEES
RESOLUTION
AND
EMPLOYEE COMPENSATION LETTER
ACKNOWLEDGEMENT FORM
By signing this acknowledgement form, I confirm that I have received a copy of the
Management Employees' Resolution (No. 06-09) and Employee Compensation Letter
for the negotiated agreement extending from July 1, 2006 through June 30, 2009.
Furthermore, by signing below I agree to read and refer to the Employee Compensation
Letter for Management employees in the event of any questions or concerns.
I have received my 2006/2009 Employee Compensation Letter and Salary Matrices.
Employee Signature
Print Name
Please sign and return to Human Resources.
Date
C: Personnel File