HomeMy WebLinkAbout2015-05-11 - Resolution No. 15-06 RESOLUTION NO. 15-06
RESOLUTION OF THE BOARD OF DIRECTORS
OF THE YORBA LINDA WATER DISTRICT
ADOPTING THE MEMORANDUM OF UNDERSTANDING AND
PAY PLANS 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 2015-
2018 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 2015-2018 as
attached hereto and by this reference incorporated herein including its
attachments Exhibits "A" through "E".
Section 2. That Resolution No. 12-22 is hereby rescinded.
PASSED AND ADOPTED this 11th day of May 2015, by the following called vote:
AYES: Directors Beverage, Collett, Kiley and Melton
NOES: None
ABSTAIN: None
ABSENT: Director Hawkins
Ric Collett, President
Yorba Linda Water District
Resolution No. 15-06 Adopting the MOU and Pay Plans Between the District and the YLWD Employees Association 1
ATTEST:
s.
Marc Marcan onio, Board Secretary
Yorba Linda Water District '' {'
Reviewed as to form by Labor Counsel:
�/
Connie Almond, Esq.
Liebert Cassidy Whitmore LLP
Resolution No. 15-06 Adopting the MOU and Pay Plans Between the District and the YLWD Employees Association 2
MEMORANDUM OF UNDERSTANDING
2015-2018
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 Employee PERS Contribution Rate ........................................... 2
Section 2.3 Merit Increases .......................................................................... 2
Section 2.4 Acting Appointments .................................................................. 4
Section 2.5 Salary Deduction ....................................................................... 5
Section 2.6 Probation ................................................................................... 5
ARTICLE 3 OVERTIME AND COMPENSATORY TIME OFF ................................. 5
Section 3.1 Overtime .................................................................................... 5
Section 3.2 Compensatory Time .................................................................. 6
ARTICLE 4 STANDBY AND CALL OUT COMPENSATION ................................... 6
Section 4.1 Standby Compensation ............................................................. 6
Section 4.2 Call-Out Compensation ............................................................. 7
ARTICLE 5 INSURANCE ........................................................................................ 9
Section 5.1 Life Insurance ............................................................................ 9
Section 5.2 Supplemental Life Insurance ..................................................... 9
Section 5.3 Health Insurance ........................................................................ 9
Section 5.4 Dental Insurance ...................................................................... 10
Section 5.5 Vision Coverage ...................................................................... 10
Section 5.6 Domestic Partners ................................................................... 10
Section 5.7 Retiree Insurance Benefits....................................................... 10
Section 5.8 Cafeteria Plan .......................................................................... 11
Section 5.9 Long-Term Disability ................................................................ 11
Section 5.10 Short-Term Disability ............................................................... 12
ARTICLE 6 HOURS .............................................................................................. 12
ARTICLE 7 HOLIDAYS ......................................................................................... 13
ARTICLE 8 VACATION ......................................................................................... 13
ARTICLE 9 LEAVES ............................................................................................. 15
Section 9.1 Sick Leave ............................................................................... 15
Section 9.2 Disability Leave ........................................................................ 16
Section 9.3 Leave of Absence Without Pay ................................................ 17
Section 9.4 Jury Duty/Court Testimony ...................................................... 17
Section 9.5 Bereavement Leave ................................................................. 18
Section 9.6 Emergency Leave Policy ......................................................... 18
ARTICLE 10 GRIEVANCE PROCEDURE .............................................................. 18
Section 10.1 Purpose ................................................................................... 18
Section 10.2 Matters Subject to the Grievance Procedure ........................... 18
Section 10.3 Informal Grievance Adjustment ................................................ 19
Section 10.4 Formal Grievance Procedure ................................................... 19
Section 10.5 General Conditions .................................................................. 20
ARTICLE 11 EMPLOYEE DISCIPLINE ................................................................... 20
Section 11.1 Forms of Discipline .................................................................. 20
Section 11.2 Procedure ................................................................................ 21
Section 11.3 Appeal of Disciplinary Action ................................................... 21
ARTICLE 12 JOB POSTING ................................................................................... 23
ARTICLE 13 MISCELLANEOUS BENEFITS .......................................................... 23
Section 13.1 Safety Boot Allowance ............................................................. 23
Section 13.2 Certificate Pay ......................................................................... 24
Section 13.3 Education Reimbursement....................................................... 27
Section 13.4 Commercial Driver’s License Pay ............................................ 28
Section 13.5 Uniforms .................................................................................. 28
Section 13.6 Job Description ........................................................................ 28
Section 13.7 Extended Work Accommodation .............................................. 28
ARTICLE 14 DRUG POLICY ................................................................................... 29
ARTICLE 15 MANAGEMENT RIGHTS ................................................................... 29
ARTICLE 16 CONCERTED ACTIVITIES ................................................................ 30
ARTICLE 17 TERM OF AGREEMENT .................................................................... 30
ARTICLE 18 DISTRICT GOVERNING BOARD APPROVAL .................................. 30
Exhibit A Salary Ranges and Authorized Classifications
Exhibit B Pay Plan Bargaining Unit Employees 2015-2016
Exhibit C Pay Plan Bargaining Unit Employees 2016-2017
Exhibit D Pay Plan Bargaining Unit Employees 2017-2018
Exhibit E Holiday Schedule
ARTICLE 1. RECOGNITION
Pursuant to the provisions of the Government Code and the Rules and
Regulations of the District, Yorba Linda Water District (hereinafter called the “District”)
has recognized the Yorba Linda Water District Employees Association, (hereinafter
called the “Association”) as the recognized representative of a bargaining unit consisting
of the classifications listed in Exhibit “A” (hereinafter sometimes called “unit employees,”
“employees,” “members” or “unit members”) to this Memorandum of Understanding
(hereinafter “MOU”).
ARTICLE 2. SALARY SCHEDULE
Section 2.1 Salary Schedules
(a) For those employees who are employed as of the date of
ratification of this MOU, the salary schedule attached hereto as Exhibit “B” will remain in
effect beginning July 1, 2015 (or upon adoption of the MOU by the Board of Directors,
whichever is later) through June 30, 2016 (reflecting a 2.5% base salary increase).
(b) Effective July 1, 2016, the salary schedule attached hereto as
Exhibit “C” shall be effective for FY 2016-2017 (reflecting a 2.0% base salary increase).
(c) Effective July 1, 2017, the salary schedule attached hereto as
Exhibit “D” shall be effective for FY 2017-2018 (reflecting a 2.0% base salary increase).
(d) Subject to the singular exception of deducting employee health,
dental, vision, supplemental life and supplemental accidental death and
dismemberment (AD&D) insurance contributions over 24 payroll periods, the District
employs 26 payroll periods of two (2) weeks each as a means of distributing
compensation.
(e) Upon implementing the 4/10 schedule, paychecks will be
distributed on the Thursday following the end of a payroll period, with the payroll period
commencing on a Sunday and ending on the last Saturday of the two (2) week period. If
the Thursday payday falls on a holiday, the pay shall be distributed on the prior day, a
Wednesday. The FLSA work period for employees assigned to a 4/10 or 5/8 work
schedule will begin at Sunday at 12:00 a.m. and end the following Saturday at 11:59
p.m., and recurring thereafter.
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(f) Employee payroll deductions for the employee share of health,
dental, vision, supplemental life and supplemental accidental death and
dismemberment (AD&D) insurance premium contributions shall be amortized over 24
payroll periods and deducted during said 24 payroll periods.
Section 2.2 Employee PERS Contribution Rate and Formula
The District has three tiers for retirement benefits:
• Tier 1 applies to District employees hired prior to January 26, 2012;
• Tier 2 applies to District employees hired between January 26, 2012 and
December 31, 2012, and any District employees hired on or after January
1, 2013 who are defined as “classic members” under the Public
Employees’ Retirement Law (“PERL”); and
• Tier 3 applies to District employees hired on or after January 1, 2013 who
are defined as “new members” under the PERL.
(a) Tier 1 and Tier 2 employees
Tier 1 employees are enrolled in the 2% at 55 retirement formula. Tier 2
employees are enrolled in the 2% at 60 retirement formula.
Tier 1 and Tier 2 employees pay the full employee contribution rate, which is 7%
of pensionable compensation. The District has also contracted with CalPERS for a
retirement benefit based on the single highest year with a Fourth Level of 1959 Survivor
Benefit Program.
(b) Tier 3 employees
Unit members hired on or after January 1, 2013 who are “new members” as
defined in the Public Employees’ Pension Reform Act of 2013 (PEPRA), are provided
the following retirement benefits: 2.5% at 67 benefit formula with a three year (36
month) final compensation period. Employees may designate the highest 36 month
period. Employees will pay one-half of the total normal cost rate as determined by
CalPERS.
Section 2.3 Merit Increases
Merit Increases
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
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granted only for continued or sustained improvement by the unit employees in the
effective performance of the duties of his/her position as determined within the District’s
sole discretion.
The District has a nine (9) step salary schedule with a 2.5% salary difference
between steps and 5% salary difference between ranges. Effective July 1, 2016, the
District will implement an eleven (11) step salary schedule with a 2.5% salary difference
between steps replacing the District’s previous nine (9) step salary schedule.
Subsequent movement on the salary schedule is based on merit as follows:
Evaluation Process
Each employee will be annually reviewed on a one-year interval following
completion of their probationary period. Effective July 1, 2016, the District will implement
a new five-rating performance evaluation with the following ratings: Unsatisfactory,
Needs Improvement, Meets Expectations, Exceeds Expectations, and Outstanding. An
employee who receives an overall rating of Exceeds Expectations and with no
Unsatisfactory and no more than two (2) Needs Improvement ratings on their evaluation
shall be entitled to move one (1) step. An employee who receives an overall rating of
Outstanding with no Unsatisfactory and no Needs Improvement ratings on their
evaluation, shall move two (2) steps. Movement shall take place until an employee has
reached Step 11. The District shall endeavor to have performance reviews completed
by 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 is entitled as a result of the performance review rating,
shall be retroactive to the anniversary date.
The revised performance evaluation form is to be created by a subcommittee
consisting of two (2) managers and two (2) supervisors (selected by the District), and
two (2) bargaining unit members (selected by the Association). If the subcommittee
does not have a revised form completed by October 1, 2015, the subcommittee will be
dissolved and the District and Association will meet and confer over a revised
performance evaluation form in accordance with the Meyers-Milias-Brown Act (MMBA).
Page 3
Section 2.4 Acting Appointments
The Human Resources/Risk Manager may appoint an employee to serve in a
position on a temporary “acting appointment” basis. Although the District shall give
reasonable consideration to an employee’s expression of unwillingness to serve in an
acting appointment, such expression shall not be controlling, and the District shall be
empowered to make the acting appointment regardless of such expression by the
employee. The District’s decision to appoint an employee to an acting position shall not
be subject to administrative or civil challenge. After serving in an acting position for 30
consecutive calendar days, the employee shall be paid prospectively on the 31st
consecutive calendar day at an amount closest to 5% more than their normal rate of pay
or shall be placed on step 1 of the range established for the acting position whichever is
higher. However, in no case shall said acting position compensation be less than 4.5%.
Eligibility for this “acting” compensation is contingent on the responsible
supervisor determining that the employee has satisfactorily served the necessary
consecutive calendar days in the acting position. For example, if an employee serves in
an acting position for 29 consecutive calendar days, is removed, and reappointed 10
calendar days later for a period of 29 consecutive calendar days, no acting
compensation shall be paid. If an employee works for 45 consecutive calendar days in
an acting position, is then removed from the acting position and reappointed 10 working
days later for 20 calendar days, acting pay is earned for the 15 calendar days worked
as part of the 45 consecutive calendar day period described in this sentence and no
acting pay is earned for the subsequent 20 calendar days. The employee shall return to
their original position and salary step at the discretion of the Human Resources/Risk
Manager. With the General Manager’s approval, the term of an “acting appointment”
may last longer than one (1) year.
Section 2.5 Salary 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
Page 4
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 2.6 Probation
All new hires shall be subject to a twelve (12) month probationary period. Such
new hires shall accrue vacation commencing with the start of employment but shall be
ineligible to use accrued vacation time prior to successful completion of six (6) months
of service.
An existing employee who is promoted to a new position shall be required to
serve a six (6) month promotional probationary period in the promotional position.
ARTICLE 3. OVERTIME AND COMPENSATORY TIME OFF
Section 3.1 Overtime
A. Non-exempt FLSA unit employees covered by this Memorandum of
Understanding who perform authorized work in excess of forty (40) hours in a seven (7)
day work period, shall be compensated for such overtime work at the rate of one and
one-half times their 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.
B. Exempt employees covered by this Memorandum of Understanding shall
be compensated for overtime at a straight time rate, pursuant to all of the conditions
precedent to overtime eligibility as stated in Section 3(A) above.
C. Sick leave hours which are utilized by the employee, shall not be
considered hours worked for purposes of computing overtime eligibility, whether
pursuant to this MOU or pursuant to the requirements of the FLSA. Additionally,
vacation hours not authorized twenty-four (24) hours prior to use, shall not be
considered hours worked for purposes of computing overtime eligibility, whether
pursuant to this MOU or pursuant to the requirements of the FLSA. Utilized
compensatory time off shall be considered hours worked for purposes of computing
overtime eligibility.
Page 5
Section 3.2 Compensatory Time
At the employee’s option, overtime may be earned as “compensatory time off”
instead of as cash. The maximum amount of compensatory time off which shall be
accrued is forty (40) hours. Compensatory time off shall be credited at the rate of 1-1/2
hours of compensatory time off for each hour of overtime worked.
At the employee’s discretion, the employee may submit a written request to
payroll for cash distribution of not greater than twenty (20) hours of accrued
compensatory time off during any payroll period. Upon separation from employment, the
employee shall be compensated at the then existing regular rate of pay for all accrued
compensatory time off.
An employee desiring to utilize compensatory time off shall submit a written
application to a supervisor authorized to grant the use of the time off, and shall be
allowed the time off, in 15 minute increments, unless in the supervisor’s sole
determination, use of the compensatory time off at the requested date and time, shall
result in an undue hardship to the District.
ARTICLE 4. STANDBY AND CALL OUT COMPENSATION
Section 4.1 Standby Compensation
A unit employee assigned to standby duty for purposes of being on call to handle
emergency situations arising at times other than normal scheduled working hours, and
not as an extension of a regularly scheduled shift, shall be paid a flat fee for each day
he/she is assigned to standby duty. In those instances where the standby occurs on
Monday through and including Thursday, the flat fee during the term of this MOU shall
be Thirty-Five Dollars ($35.00). In those instances where the standby occurs on a
District recognized holiday and/or Friday through and including Sunday, the flat fee
during the term of this MOU shall be Fifty-Five Dollars ($55.00).
A “standby day” for purposes of calculating standby compensation shall be that
period of time when a unit employee has been assigned to be available for purposes of
handling emergency situations arising at times other than normally scheduled working
hours and not as an extension of a regularly scheduled shift. (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
Page 6
Maintenance Worker I and Maintenance Distribution Operator II positions determined
qualified by the District shall be eligible for standby duty. The pay for standby
compensation shall be paid on the regular pay day for the pay period in which the
standby duty is completed.
An employee on standby duty must (1) be ready to respond immediately to a call
for service, (2) be readily available at all hours by telephone or other agreed upon
communication equipment, and (3) refrain from activities which might impair their
assigned duties upon call. The parties agree that an employee must be able to arrive at
District boundaries within forty-five (45) minutes from receiving a call-out. The parties
agree that employees on standby duty, as defined above, are “waiting to be engaged.”
Section 4.2 Call-Out Compensation
Call-out compensation shall be defined and governed as follows:
A “call-out” occurs when a unit employee on assigned standby duty is required to
return to a District-designated worksite or is otherwise required to commence work
following completion of the employee’s regularly scheduled work shift and following the
employee’s departure from the worksite at the end of that regular scheduled work shift.
Therefore, a “call-out” is not an extension of a regular scheduled work shift.
Upon being initially “called-out” during each standby day, the employee shall be
entitled to a minimum compensation of two (2) hours’ pay at 1.5 times the employee’s
base rate of pay, regardless of whether or not the initial call-out work is completed in
less than two (2) hours’ time. During any standby day, there shall be only one, two (2)
hour minimum compensation period at 1.5 times the employee’s base rate of pay. If a
subsequent call-out commences during the period of time for which the employee has
received the initial minimum compensation of two (2) hours, there shall not be an
additional minimum compensation for this subsequent call-out. The employee shall be
compensated at the rate of 1.5 times the employee’s base rate of pay for all hours
worked, over the initial two (2) hour minimum compensation provided because of the
initial call-out.
However, if a call-out occurs subsequent to the initial call-out and two (2) hours
or more have elapsed between commencement of the initial call-out and
commencement of the subsequent call-out, there shall be a one and one-half (1.5) hour
Page 7
minimum call-out compensation provided to the employee for this subsequent call-out.
This one and one-half (1.5) hour minimum eligibility shall repeat itself throughout the
standby period as long as there is a one and one half (1.5) hour or more passage of
time between the initial of any subsequent call-out and the following call-out.
EXAMPLE: Start Shift 0700 – End Shift 1630
1630 1700 1730 1800 1830 1900 1930 1945 2000 2030 2100 2130 2200 2230 2300 2400
Call out
commences
1800 & ends
1900
10
minute
phone
call
30
minute
call
30
minutes
= 2 hours’
pay x 1.5
times base
hourly rate
included
in 2 hour
minimum
.25
hours’
pay at
1.5
times
base
hourly
rate
1.5
hours’
pay at
1.5
times
base
hourly
rate
Call-out commences at 1800 hours and is completed at 1900 hours. The
employee shall be paid two (2) hours compensation at 1.5 times the base hourly rate. At
1930 hours, the employee commences a ten (10) minute electronic call. No additional
payment is due as the employee has already received the two (2) hour minimum. At
1945 hours, the employee commences a thirty (30) minute electronic call. The
employee shall be paid for .25 additional hours at 1.5 times the base hourly rate, as
because the employee has already received the two (2) hour minimum. The call which
lasted until 2015 hours commenced during the initial two (2) hour minimum payment
period of time but exceeded that period by fifteen (15) minutes.
However, if the initial call-out commenced at 1830 hours and is completed at
1900 hours and the next call-out commenced at 2030 hours, the employee would be
eligible for a one and one-half (1.5) hour minimum call-out payment at 1.5 times the
employee’s base hourly rate, because one and one half (1.5) hours or more have
passed between the initial call-out and the subsequent call-out. It would not be until a
Page 8
subsequent call-out was to commence on or after 2200 hours that the employee would
be eligible for an additional one and one-half (1.5) hour minimum.
Where a “call-out” requires the employee to leave their residence and respond to
a designated worksite, computation of compensable work hours shall commence with
and include travel time to and from the residence and the worksite. Compensable work
hours shall also include the time spent on the telephone or other electronic device
whereby the “call-out” is assigned and/or efforts by telephone or other electronic devise
are undertaken to address the subject of the “call-out.”
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 on the first day of the month following their
date of hire, 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 by up to an additional $100,000 by authorizing the additional
premium to be deducted from their salary.
Section 5.2 Supplemental Life Insurance
An employee may purchase additional life insurance up to $300,000 by
authorizing the additional premium to be deducted from their salary. In addition, an
employee may purchase coverage for their spouse, up to half of their elected amount.
Some medical restrictions may apply. An employee may purchase coverage for their
children, up to $10,000. Children include the employee’s natural children, legally
adopted children, stepchildren and foster children who depend on the employee for
support. Eligible children must be unmarried and between the ages of 14 days old up to
age 21, or up to age 25 if a full-time student at an accredited college/university. There
are no medical restrictions for child coverage.
Section 5.3 Health Insurance
The District shall pay 100% of the premium for hospital and medical insurance for
all unit employees who work in excess of 30 hours per week, effective the first of the
month following their date of hire, and ⅔ of the additional premium toward unit
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employee dependent coverage for covered employees with any dependents 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 their salary to cover the employee’s ⅓ share
of the dependent coverage.
Section 5.4 Dental Insurance
The District shall pay 100% of the premium for dental insurance for all unit
employees who work in excess of 30 hours or more per week, effective the first of the
month following their date of hire, and ⅔ of the additional premium toward unit
employee dependent coverage for covered employees with any dependents 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 their salary to cover the employee’s ⅓ share
of the dependent coverage.
Section 5.5 Vision Coverage
The District shall pay 100% of the premium, toward the premium for vision
insurance for unit members who work in excess of 30 hours per week, effective the first
of the month following their date of hire, and ⅔ of the additional premium toward unit
employee dependent coverage for covered employees with any dependents,, 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 their salary to cover the employee’s ⅓ share
of the dependent coverage.
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
For individuals employed by the District prior to December 8, 2011, and subject
to carrier approval, the District shall pay the amounts provided in Sections 5.3, 5.4 and
5.5 of this Agreement for any employee who retires from the District for a period of time
which is equivalent to one (l) year or pro-ration thereof on a monthly basis for each
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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 provide ninety (90) days’ notice of intent to
retire, must remain in a retired status, and must retire from the District during the term of
this Agreement while in good standing (did not retire after being provided written notice
that disciplinary investigation/proceedings were pending which in the sole judgment of
the District are reasonably anticipated to result in a recommendation of dismissal from
employment or which have resulted in a determination by the District to impose
dismissal. If a dismissal is appealed and results in a final administrative decision, (and
where appealable, a court determination) reinstating the employee, the withheld benefit
shall be retroactively implemented to the date of dismissal).
If any benefit period remains when the employee or their spouse reaches ages
65, whichever is latest, the coverage shall become secondary to Medicare for the
remainder of the benefit period. The retired employee must make any contributions
required of a regular employee pursuant to Section 5.3, 5.4 or 5.5 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.
For purposes of this Agreement, retired status means that the employee shall not
work for compensation for more than nine hundred sixty (960) hours in any fiscal year
(July 1 through June 30). The District shall require an employee to certify under penalty
of perjury that the employee has remained on retired status and/or to submit to such
additional verification as the District deems necessary to demonstrate retired status.
Individuals hired on or after December 8, 2011, shall be ineligible to receive this
benefit.
Section 5.8 Cafeteria Plan
To the extent lawful, the District shall extend its current plan under Section 125 of
the Internal Revenue Code to cover unit employees.
Section 5.9 Long-Term Disability
The District shall provide a long-term disability plan for employees which has a
90-day elimination period and provides 66⅔% of an employee’s monthly pre-disability
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earnings to a maximum of $7,000 per month 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.
Section 5.10 Short Term Disability
The District shall provide a short-term disability plan for employees which has a
29-day elimination period up to an employee’s eligibility for Long-Term Disability and
provides 66⅔% of an employee’s weekly pre-disability earnings to a maximum of $1500
per week for a designated period of nine weeks 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
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 that may be required to work Fridays, 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.
2. Unit members shall be assigned to a four (4) day workweek, consisting of
ten (10) scheduled hours of work each day (a 4/10 schedule). The parties agree,
understand and acknowledge that management clearly and unequivocally has the right
to terminate the 4/10 schedule at any time during the term of the MOU or after, and that
any such termination of the 4/10 schedule shall not be subject to the meet and confer
process, either as to the management decision being made and/or as to the impact of
that decision. In such case, the schedule shall revert to the 9/80 schedule as it existed
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immediately prior to implementation of the 4/10 schedule on December 31, 2011. Any
District-proposed change to the 9/80 schedule shall be subject to the meet and confer
process. Employees shall continue to earn sick leave at the rate of 3.70 hours per
payroll period.
ARTICLE 7. HOLIDAYS
1. Holidays for full-time unit employees covered by this Memorandum of
Understanding are set forth in Exhibit “E”.
2. For purposes of holiday compensation, compensation shall be equal to the
number of hours that the employee normally would have worked other than for the
holiday.
For those unit employees whose scheduled work week is Monday through
Thursday, a holiday falling on a Friday or Saturday shall not result in Thursday being a
holiday, and a holiday falling on a Sunday, shall not result in Monday being a holiday.
Instead observed holidays that fall on a Friday, Saturday or Sunday shall be recognized
as floating holidays earned. The floating holidays earned as a result of the above
situation shall be used within the fiscal year in which it is accrued or the following fiscal
year. Any unused floating holiday time will be cashed out at the employee’s base hourly
rate at the end of the fiscal year following the fiscal year during which the time was
accrued. For example, any unused floating holiday time accrued during fiscal year
2015-16 would be paid out at the end of fiscal year 2016-17.
3. 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:
Full-time unit employees with an average regular work week of 40 hours shall accrue
paid vacation at the following rate:
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Duration of Continuous Regular Employment Hours Accrued per Pay Period
During 1st through 60th month (0-5 yrs) 3.077 hrs = 2.0 wks/yr
During 61st through 120th month (5-10 yrs) 4.615 hrs = 3.0 wks/yr
During 121st through 180th month (10-15 yrs) 5.384 hrs = 3.5 wks/yr
During 181st through 240th month (15-20 yrs) 6.153 hrs = 4.0 wks/yr
During 241st month and thereafter (20+ yrs) 6.922 hrs = 4.5 wks/yr
2. Paid vacation hours shall continue to accrue in accordance with the above
provisions during any period of leave with pay.
3. All vacations shall be scheduled and taken in accordance with the best
interest of the District and with the approval of the employee’s Department Manager or
immediate supervisor with due regard to the wishes of the employee. Employees must
request vacation leave time at least two work days in advance.
4. A unit employee may not take more vacation time than the amount the
employee has accrued. The minimum amount of vacation that may be taken at any
given time shall be fifteen (15) minutes.
5. A unit employee shall be eligible to take any accrued vacation after
completion of six (6) months during their original twelve (12) month probationary period.
6. 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. If the
employee has accrued the maximum amount of hours of vacation, no additional hours
shall be accrued, nor shall the cash equivalent of what would have been excess hours,
be earned by the employee. However, where in the sole discretion of the General
Manager it is determined that requirements of the District are the sole reason for an
employee being unable to timely schedule and utilize vacation time off, said employee
may be provided authorization to accrue additional vacation time in an amount
determined in the sole discretion of the General Manager.
7. Upon termination, a unit employee shall be compensated in cash at their
current rate of pay for any vacation accrued but not taken.
8. In the event that any recognized holiday occurs during a unit employee’s
vacation, the vacation account shall not be debited for the holiday hours. The only
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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.
9. 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 a
minimum of one-half (½) the vacation time to which they are entitled within the same
annual period of the sold vacation time remains in the employee’s vacation account
after the cash distribution. Sell-back of vacation time will only be paid on the second
payday in November of each year.
ARTICLE 9. LEAVES
Section 9.1 Sick Leave
1. Sick leave is provided for use if the employee is unable to work because
of illness, and as otherwise allowed by law.
2. A unit employee eligible for paid sick leave shall be granted such leave for
the following reasons:
(a) Physical incapacity of the employee due to illness or injury.
(b) Enforced quarantine of the employee in accordance with
community health regulations.
(c) Illness of a member of the employee’s immediate family (child,
parent, spouse, domestic partner, sisters, brothers, grandparents, grandchildren,
mother-in-law, or father-in-law) which requires the attendance of the employee.
(d) In order to receive sick pay for routine medical or dental
appointments, the employee must notify their immediate supervisor twenty-four (24)
hours in advance; otherwise, sick leave can be denied. Subject to the following
exception, sick leave for routine medical or dental leave is for the length of the
appointment only and for reasonable travel time to and from the appointment and the
work site. An employee utilizing sick pay for the routine medical or dental appointment
shall be authorized to debit their earned sick leave balance for an entire scheduled work
day, where the employee presents the Human Resources/Risk Manager with
documentation from the health care provider treating the employee, of indication that
the treatment has resulted in the employee being incapacitated for the remainder of the
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work day, from performing the essential duties of the position. The purposes described
in Labor Code Section 230(c) and Labor Code Section 230.1(a) for employees who are
victims of domestic violence, sexual assault, or stalking.
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 condition of the employee
or the employee’s family member prevented them from performing their duties.
4. Full-time unit employees with an average regular work week of forty (40)
hours shall receive paid sick leave at the rate of 3.70 hours per payroll period.
5. Each unit employee may use sick leave in fifteen (15) minute increments.
An employee with a regular workday of ten (10) hours shall have ten (10) hours
deducted from their accrued sick leave time for each regularly scheduled working day
that they are 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 employee’s sick leave account shall not be debited
for what would otherwise be a holiday usage. 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 their final salary for ⅜ of
their accumulated days of sick leave, if any, at the time of separation from active
employment. The remaining ⅝ of their accumulated days of sick leave will be converted
into CalPERS service credit.
Section 9.2 Disability Leave
1. In situations where a unit employee has been injured in a non-duty
accident and their disability leave exceeds thirty (30) calendar days, their merit review
and anniversary dates will be adjusted accordingly for that portion of leave exceeding
thirty (30) calendar days.
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2. An injured employee may elect to take as much of their accumulated sick
leave and/or vacation so their disability payment, when added to their leave time will not
result in a payment to them of more than their full salary or wage.
Section 9.3 Leave of Absence Without Pay
1. Department managers may grant a regular or probationary unit employee
a leave of absence without pay for a period not to exceed two (2) weeks. Such leaves
shall be reported to the Human Resources/Risk Manager.
2. The General Manager may grant a regular or probationary unit employee
a 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 such approval shall be entirely at their
discretion.
3. In situations where a unit employee shall request leave without pay for a
period in excess of thirty (30) calendar days, said employee shall submit to the District
any and all actual premiums for any and all insurance coverage. If the employee
chooses not to submit any or all of these premiums, their coverage shall be terminated
within the limits prescribed by the benefit carriers and shall be reinstated within the
limits prescribed by the benefit carrier at the time of their reinstatement by the District.
4. 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 Jury Duty/Court Testimony
A full-time unit employee required to serve as a trial juror shall be entitled to be
absent from their duties during the period of such service. During these periods of
service, the employee shall receive full compensation from the District for a period not
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to exceed ten (10) working days for each period of jury duty. If court records indicate
that the employee advised the court of this ten (10) working day limit, and the employee
is nonetheless selected for a jury where the jury duty exceeds ten (10) working days,
the excess days shall be paid by the District. W itness fees or juror fees, with the
exception of mileage reimbursement, shall be submitted to the District.
Section 9.5 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 to attend
funeral services and/or conduct business associated with the deceased. Immediate
family shall include spouse, child, brother, sister, parent, parent-in-law, grandparent,
grandchild, son-in-law, daughter-in-law, stepparent, stepbrother, stepsister, stepchild, or
a state registered domestic partner. The General Manager, at their sole discretion, may
allow the employee to use up to an additional four (4) days of sick leave for this
purpose.
The General Manager, at their sole discretion, may allow the employee to use up
to four (4) days of their accrued sick leave for bereavement of non-immediate family
members.
Section 9.6 Emergency Leave Policy
Please refer to the District’s Emergency Leave Policy for information.
ARTICLE 10. GRIEVANCE PROCEDURE
Section 10.1 Purpose
The purpose of this section is to enhance communications between the District
and unit employees by providing a fair and impartial review and consideration of
grievances at the level closest to their point of origin within a reasonable time period
without jeopardizing the employee’s position or employment.
Section 10.2 Matters Subject to the Grievance Procedure
1. A grievance may be filed for the alleged violation of this Memorandum of
Understanding.
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 of a performance evaluation.
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Section 10.3 Informal Grievance Adjustment
1. Whenever possible, a unit employee who has a complaint shall try to solve
the problem through informal discussion with their supervisor not later than ten (10)
working days after the aggrieved employee knew or reasonably should have known of
the basis for commencing the grievance procedure. The supervisor shall make
whatever investigation they deem necessary and reply in writing within ten (10) working
days. Any matters for which they do not have authority to make a decision shall 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, they shall in
writing bring the matter to the attention of the next level of authority not later than ten
(10) working days after receipt of the informal decision. The higher level supervisor shall
make whatever investigation they deem necessary and reply in writing not later than ten
(10) working days after receipt of the written grievance. If the employee is still not
satisfied with the decision, they may file a formal grievance within ten (10) working days
of receipt of the higher level supervisor’s written decision.
Section 10.4 Formal Grievance Procedure
1. The formal grievance procedure may be followed only after failure to
resolve a problem through informal grievance adjustment. If the unit employee is not in
agreement with the informal written decision reached, they may, within ten (10) working
days of the receipt of the higher level supervisor’s written decision, file a formal
grievance in writing with the Human Resources/Risk Manager with a copy to the
General Manager. The Human Resources/Risk Manager shall make whatever
investigation they deem necessary to allow fair consideration of the situation and shall
present a written reply to the employee within ten (10) working days after receipt of the
written 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 Human
Resources/Risk Manager, they may file a written appeal to the General Manager within
five (5) working days after having received the written reply of the Human
Resources/Risk Manager. Within ten (10) working days of receipt of the written appeal,
the General Manager shall make a written decision which shall be final and binding on
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all parties. The General Manager may conduct whatever investigation and/or meeting(s)
which they deem appropriate.
Section 10.5 General Conditions
1. The Human Resources/Risk Manager shall receive and retain copies of all
written materials pertaining to the grievance.
2. A unit employee may represent themselves or at their own expense,
select whomever they desire to represent them in the grievance procedure.
3. If a unit employee fails to proceed with a grievance within any of the time
limits specified in this section, the grievance shall be deemed denied with no further
basis for appeal.
4. If a District supervisor/manager below the level of the General Manager
fails to reply within any of the time limits specified in this section, the grievance shall be
deemed denied. The time limits for appeal of a denied grievance shall commence
running upon receipt by the grievant of a timely written grievance rejection, or absent
such rejection, at the end of the supervisory reply period, where no written rejection has
been provided.
5. Any of the time limits specified in this section may be extended when
mutually agreed upon by all parties concerned.
6. Either the grievant, the Human Resources/Risk Manager or General
Manager, may request a meeting to review the grievance prior to a decision.
7. When a grievant or designated representative attends a grievance
meeting or hearing with management during the work day, they 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 Manager.
ARTICLE 11. EMPLOYEE DISCIPLINE
Section 11.1 Forms of Discipline
The employment of every unit employee who has passed probation shall be
subject to suspension, reduction in pay, demotion or dismissal for cause.
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Section 11.2 Procedure
1. When a unit employee who has passed probation is to be subject to
discipline, specific written charges shall be prepared and presented by the employee’s
department manager for action by the Human Resources/Risk Manager.
2. The Human Resources/Risk Manager shall provide such 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.
Prior to the effective date of the proposed action, such unit employee shall have
the right to file with the Human Resources/Risk Manager a written response to the
charges and/or request the right to make an oral response. The Human Resources/Risk
Manager may act upon the initial written and/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 pre-disciplinary
provision. At their own expense, the employee shall be entitled to be represented by
counsel or other person of their choice during the course of the above proceedings.
3. The Human Resources/Risk Manager shall provide written notice of their
final determination to such unit employee. The decision of the Human Resources/Risk
Manager shall be immediately implemented.
Section 11.3 Appeal of Disciplinary Action
1. When disciplinary action has been taken by the Human Resources/Risk
Manager pursuant to Section 11.2, the employee shall have the right to appeal. Appeal
shall not suspend the effective date of the discipline. Failure to timely appeal by the
employee or their representative will make the action by the Human Resources/Risk
Manager final and conclusive.
2. Subject to paragraph 11.3.1, such unit employee who has been
disciplined, within fifteen (15) calendar days after having been furnished with a copy of
the final notice of action by the Human Resources/Risk Manager may appeal to the
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General Manager by filing a written answer to the charges and requesting a hearing
thereon.
3. Representatives from the District and the Employees Association shall
attempt to agree upon the person who shall serve as the advisory hearing officer. If the
parties cannot agree on the hearing officer, he or she shall be selected from a panel of
seven names to be supplied by the State Conciliation and Mediation Services. The
parties will alternate striking names on the strike list until one hearing officer’s name
remains. The Association will strike the first name. The District agrees to pay any fees
associated with procuring the strike list.
4. The costs of the hearing officer shall be borne by the District.
5. 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.
6. The hearing officer shall determine the relevancy, weight, and credibility of
testimony and evidence. The hearing officer shall base their findings on the
preponderance of evidence. The level of discipline imposed shall be subject to an abuse
of discretion standard.
7. Each side will be permitted an opening statement and closing argument.
On behalf of the District, the Human Resources/Risk Manager or their representative
shall first present their witnesses and evidence to sustain the charges. The unit
employee will then present their witnesses and evidence in defense.
8. Each side will be allowed to examine and cross-examine witnesses.
9. Both the Human Resources/Risk Manager and the unit employee may be
represented by legal counsel. The unit employee may retain counsel or other
representative, at their own expense.
10. The hearing officer shall, if requested by either party, subpoena witnesses
and/or require production of other relevant records or relevant evidence.
11. The hearing officer may, prior to or during a hearing, grant a continuance
for any reason they believe to be important to their reaching a fair and proper decision.
12. The hearing officer shall prepare a recommended decision and forward it
to the General Manager no later than thirty (30) calendar days after the matter of appeal
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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
to sustain them.
13. Such unit employee or their representative may obtain a copy of the
transcript of the hearing and agrees to pay for necessary costs to obtain the copy.
14. Within thirty (30) calendar days of receiving the recommendation of the
hearing officer, and after consideration of the record only, the General Manager may
sustain or reject any or all of the charges filed against the unit employee. If the General
Manager modifies the discipline, the General Manager shall, consistent with their
decision, order all or part of the employee’s full compensation from the time of dismissal
or suspension to be paid. The General Manager shall issue a written decision which is
final and binding.
15. Such unit employee who has been disciplined may be reinstated to their
position as a result of a successful appeal. In the event of such reinstatement, the
employee shall be entitled to their former status of employment.
16. Dismissal of a unit employee from the District service following the pre-
disciplinary meeting at the Human Resources/Risk Manager level, shall:
(a) Constitute a dismissal as of the same date from all positions the
unit employee may hold in the District service.
(b) Terminate the salary of the unit employee as of the effective date of
their dismissal except that they shall be compensated for any unpaid salary, unused
vacation, compensatory time off, and alternative time to their 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 Safety Boot Allowance
Unit employees who are required to wear work boots in the performance of their
job, as determined by the Department Manager, Human Resources/Risk Manager,
and/or Safety and Training Analyst, shall be eligible for District-purchased safety
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footwear in an amount not to exceed $200.00 each fiscal year. Safety footwear must
meet American National Standards Institute (ANSI) minimum compression and impact
performance standards in ANSI Z41-1991 or provide equivalent protection. Employees
may only use the safety boot allowance on one pair of shoes/boots and employees
must purchase the shoes/boots from a District-approved vendor. Any unused funds
shall be forfeited at the end of each fiscal year.
Any employee who separates from District employment within thirty (30) calendar
days of purchasing safety footwear or receiving reimbursement for safety footwear shall
have that amount deducted from the employee’s final paycheck without the requirement
of a judgment in that regard. This requirement shall be applicable regardless of the
reason for the employee’s separation from the District.
If the Department Manager determines that a unit employee’s safety footwear is
no longer safe, the unit employee’s Department Manager may replace the used
footwear with a new pair of safety footwear (up to $200). The unit employee will be
required to submit the used safety footwear to the District in exchange for the
replacement safety footwear.
Section 13.2 Certificate Pay
(a) Reimbursement of Certificates
The District shall reimburse unit employees for sums paid to the appropriate state
agencies after successfully obtaining or renewing of distribution, treatment or collections
certificates.
(b) Certificate Pay
The District shall provide the below indicated certificate pay amounts where any
unit member in one of the classifications listed in Table “A” has been issued a State
Water Resources Control Board Distribution, Treatment, and/or Collection Certificate(s)
that is above and beyond the certification required for the particular unit member’s job
classification. As determined at the sole discretion of the General Manager, the
certificate(s) must be relevant to the employee’s principal duties and must be other than
a certificate(s) which is (are) a job requirement.
The affected unit classifications and the description of certification that is required
in order to hold each classification, is indicated in Table “A”:
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TABLE “A”
CLASSIFICATION REQ’D TREATMENT REQ’D DISTRIBUTION
PLANT OPERATOR II T2 D3
SR. PLANT OPERATOR T2 D3
MAINT. WORKER I D1
(REQUIRED TO ACHIEVE
STEPS 8 AND 9 IN SALARY
RANGE)
MAINT. DIST. OPERATOR II D2
MAINT. DIST. OPERATOR III D3
SR. MAINT. DIST. OPERATOR D3
ENGINEERING TECH I/II
CONSTRUCTION INSPECTOR D1
WATER QUALITY TECH I D1
WATER QUALITY TECH II T1 D2
METER READER I
METER READER II D1
METER SERVICES LEAD D1
In those instances where a Table “A” unit member has a Treatment, Distribution,
and/or Collection Certificate that is in addition to the certification required for the
individual unit member’s classification, the District agrees to pay the following certificate
pay amounts on a biweekly basis. Employees will receive no more than two (2)
certificate pays per pay period.
TREATMENT
CERTIFICATE
DISTRIBUTION
CERTIFICATE
COLLECTIONS
CERTIFICATE
CERTIFICATE PAY
PER PAY PERIOD
T-1 D-1 C-1 $6.00/PP
T-2 D-2 C-2 $7.00/PP
T-3 D-3 C-3 $8.00/PP
T-4 D-4 C-4 $9.00/PP
T-5 D-5 N/A $10.00/PP
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Subject to certificate pay being limited to a total of two (2) certificates, each
affected unit member shall be eligible to receive, biweekly, the combined total of the
certificate pay amount that relates to any of the above particular levels.
For example, a unit member having been issued a T-3 certificate shall receive an
$8.00 biweekly certificate pay. A unit member having been issued a T-3 and a D-4 shall
receive a $17.00 biweekly certificate pay. A unit member having a T-5, D-5 and a C-4,
shall receive a $20.00 biweekly certificate pay. Where three or more certificates have
been issued, the two (2) certificates having the highest combined total shall be utilized
to determine the total certificate pay. As indicated above, certificate pay will only be paid
for an issued certificate which is above the certification required of the unit member
holding a specific classification. Thus, a Plant Operator II having been issued a T-2 and
a D-3 certificate shall receive no certificate pay. A Plant Operator II having been issued
a T-2 certificate and a D-4 certificate shall receive a $9.00 biweekly certificate pay.
(c) Certificate Pay for Mechanic Employee Classifications
TABLE “B”
CLASSIFICATION
Mechanic I
Mechanic II
Mechanic III
Senior Fleet Mechanic
Individuals within the Mechanic classifications listed in Table “B” are eligible for
the following certificate compensation upon being awarded specified certificates issued
by the National Institute for Automotive Service Excellence (ASE).
It has been agreed by the parties that the following available ASE certificates
shall be deemed relevant to the employee’s principal duties. Those certificates as
defined by the ASE are:
Test Certificates
• Alternate Fuels Certification Test (F1)
• Advanced Engine Performance Specialist Certification Test (L1)
• Electronic Diesel Engine Diagnosis Specialist Certification Test (L2)
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• Undercar Specialist Exhaust Systems Test (X1)
Series Certificates
• Automobile & Light Truck Certification Tests (A Series)
• Truck Equipment Certification Tests (E Series)
• Medium-Heavy Truck Certification Tests (T Series)
In relation to these three series, the employee must successfully complete all
required tests in the series in order to receive the certificate pay.
Unlike the classifications described in Table “A” above, the classifications
described in Table “B” do not require any specified certification as a condition precedent
to employment. Accordingly, where a Table “B” classified employee has been issued an
ASE certificate deemed by the General Manager to be relevant to the employee’s
principal duties, the employee shall receive an $8.00 biweekly certificate pay for each
certificate, not to exceed two (2) certificates ($16.00 biweekly). The District agrees to
pay the aforementioned certificate pay amounts on a biweekly basis.
Payment by the District of any Table “A” or “B” certification exam fees, certificate
fees, renewal fees or similar fees shall only be made following provision to the District of
evidence that the employee has successfully qualified for and been awarded the
pertinent certificate(s). The biweekly certificate pay(s) for Table “A” or “B” certificates
shall be paid only while a certificate remains valid.
Section 13.3 Education Reimbursement
The District shall provide pre-approved reimbursement for the cost of tuition,
fees, books and parking relating to educational courses directly related to an
employee’s essential job duties for the employee’s present work classification. The
courses must be completed with a passing grade at approved institutions. As education
reimbursement, each fiscal year, employees may receive up to the equivalent of one
year’s full-time tuition at California State University for an in-state resident.
University and college-level course work must be undertaken at a Western
Association of Schools and Colleges and Universities (WASC) accredited institution.
To qualify for reimbursement, unit employees must successfully complete a pre-
approved course with a passing grade (C or better). In the event of a “Credit/No Credit”
Course, “Credit” will be considered a passing grade. Proof of payment and successful
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completion of the course with a passing grade as indicated in the District’s Educational
Reimbursement Policy must accompany the Educational Tuition Reimbursement form
(Exhibit A of the District’s Educational Reimbursement Policy). The employee shall be
responsible for any tax consequences as a result of education reimbursement.
If for any reason the employee separates from District employment prior to
completion of one (1) calendar year from the date of distribution by the District of funds
provided for herein, all such amounts distributed during that one (1) calendar year
period, shall be considered a judgment due and owing to the District. The judgment
amount shall be deducted from the employee’s closing check. Any remaining, non-
reimbursed amount shall be paid to the District within ninety (90) calendar days of
separation from District employment. Each employee receiving funds pursuant to this
Section shall sign a written agreement to comply with the terms of this section as a
condition precedent to receipt of any such funds.
In the event of a layoff or work hour reduction, reimbursement will cover courses
that are already in progress, provided that the employee successfully completes them
with a passing grade and fulfills the other provisions of the Educational Reimbursement
Policy.
Section 13.4 Commercial Driver’s License Pay
Unit employees who have a valid California Class A Commercial Driver’s License
in the performance of their job, shall be eligible for a $23.00 biweekly premium pay.
Section 13.5 Uniforms
The District provides a District-funded cleaning service for the uniform pants and
shirts with the employee’s name and District logo. The field uniforms provided to
employees may include District-issued shorts and t-shirts which may only be worn in
accordance with District established safety guidelines.
Section 13.6 Job Description
The Association hereby agrees to the implementation of the job descriptions
presented as of the date of ratification of this Agreement.
Section 13.7 Extended Work Accommodation
In any instance where at the direction of a supervisor, an affected employee
works sixteen (16) or more hours during a 24 hour period of time, the employee shall be
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provided with eight (8) consecutive hours of non-work time before being compelled to
commence a regularly scheduled shift or to commence other duties on behalf of the
District. This section shall not apply to employees who are on standby duty.
In any instance where use of the eight (8) consecutive hour period results in the
employee being excused from scheduled hours of work, the employee shall have said
hours credited as compensable hours worked. In any instance where utilization of the
eight (8) consecutive hour period would result in there being three (3) or less hours of
scheduled work shift time remaining should the employee return to his/her work
assignment, a department manager shall have discretion to relieve the affected
employee of the obligation to report to the District for the remainder of the scheduled
hours of work. Where the department manager exercises that discretion, the three (3) or
less remaining hours of scheduled work shall be considered compensable hours
worked.
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.
ARTICLE 15. MANAGEMENT RIGHTS
The parties further understand that all rights not clearly and expressly limited by
this MOU are expressly reserved to the District as evidenced by the EERR, even though
not enumerated in this MOU. 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 (herein
described as “management rights”,) provided however, that the District shall meet and
Page 29
confer as regards the impact of its exercise of “management rights,” and shall comply
with all federal and state laws relating to employee rights, opportunities and benefits.
ARTICLE 16. CONCERTED ACTIVITIES
1. Apart from and in addition to existing legal restrictions upon remedies for
work stoppages, the Association hereby agrees that neither it nor its members, agents,
representatives or persons acting in concert with any of them, shall incite, engage or
participate in any strike, walkout, slowdown, sick-out or other work stoppage of any
nature against the District whatsoever or wheresoever located, including, but not limited
to disputes which are related to the subject matter contained in this MOU; disputes
between the District and any other organization, persons or employees; or jurisdictional
disputes. In the event of any strike, walkout, slowdown, sick-out or other work stoppage
or threat thereof against the District, the Association and its officers will take all steps
reasonably within their control to end or avert the same.
2. Those represented by the Association shall not authorize, engage in,
encourage, sanction, recognize or assist in any strike, walkout, sick-out or other work
stoppage or picket in furtherance thereof, or participate in concerted interference in
violation of this provision or refuse to perform duly assigned services in violation of this
provision. It is understood that any person represented by the Association found in
violation of this provision will be subject to discipline, including termination, as
determined appropriate by the District.
ARTICLE 17. TERM OF AGREEMENT
This agreement shall remain in force for the period of July 1, 2015 through June
30, 2018 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.
Page 30
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 YORBA LINDA WATER DISTRICT
EMPLOYEE' S A OCIATION
, ►
Brian VaaM Da Mac Marcan nio Date
President General Manager
l
fop ,
1
kde Da a Gir(a sight Date
air H6ma Resources/
Ris Manager
SA
aroHulbert Date ryan Melton Date
Secretary Human Resources
Technician
( s
Ariel Bacani Date Connie Almond Date
Director Employment Law Attorney
Liebert, Cassidy, Whitmore
Page 31
Exhibit A
Yorba Linda Water District – Bargaining Unit Employees Association
Classifications and Salary Ranges
7/1/2015 – 6/30/2018
CLASSIFICATION TITLE SALARY RANGES FLSA
Accounting Assistant I BU 17 Non-Exempt
Construction Inspector BU 24 Non-Exempt
Customer Service Representative I BU 15 Non-Exempt
Customer Service Representative II BU 17 Non-Exempt
Customer Service Representative III BU 19 Non-Exempt
Engineering Secretary BU 17 Non-Exempt
Engineering Technician I BU 20 Non-Exempt
Engineering Technician II BU 24 Non-Exempt
Facilities Maintenance BU 21 Non-Exempt
GIS Analyst BU 26 Non-Exempt
GIS Technician BU 24 Non-Exempt
Information Systems Technician BU 22 Non-Exempt
Instrumentation Technician BU 25 Non-Exempt
Maintenance Distribution Operator II BU 20 Non-Exempt
Maintenance Distribution Operator III BU 23 Non-Exempt
Maintenance Worker I BU 17 Non-Exempt
Mechanic I BU 17 Non-Exempt
Mechanic II BU 21 Non-Exempt
Mechanic III BU 23 Non-Exempt
Meter Reader I BU 16 Non-Exempt
Meter Reader II BU 18 Non-Exempt
Meter Services Lead BU 23 Non-Exempt
Office Clerk BU 12 Non-Exempt
Operations/Warehouse Assistant BU 19 Non-Exempt
Plant Operator I BU 17 Non-Exempt
Plant Operator II BU 23 Non-Exempt
Sr. Fleet Mechanic BU 26 Non-Exempt
Sr. Maintenance Distribution Operator BU 26 Non-Exempt
Sr. Plant Operator BU 26 Non-Exempt
Water Quality Technician I BU 20 Non-Exempt
Water Quality Technician II BU 22 Non-Exempt
Exhibit B
YLWD Pay Plan - Bargaining Unit Employees
Effective July 1, 2015 through June 30, 2016
*In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated at 2.5% between each step and 5.0% between each range.
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9
Hourly 15.60 15.99 16.39 16.80 17.22 17.65 18.09 18.54 19.01
Monthly 2,704.00 2,771.60 2,840.89 2,911.91 2,984.71 3,059.33 3,135.81 3,214.21 3,294.56
Yearly 32,448 33,259 34,091 34,943 35,817 36,712 37,630 38,570 39,535
Hourly 16.38 16.79 17.21 17.64 18.08 18.53 19.00 19.47 19.96
Monthly 2,839.20 2,910.18 2,982.93 3,057.51 3,133.95 3,212.29 3,292.60 3,374.92 3,459.29
Yearly 34,070 34,922 35,795 36,690 37,607 38,548 39,511 40,499 41,511
Hourly 17.20 17.63 18.07 18.52 18.98 19.46 19.95 20.44 20.96
Monthly 2,981.16 3,055.69 3,132.08 3,210.38 3,290.64 3,372.91 3,457.23 3,543.66 3,632.25
Yearly 35,774 36,668 37,585 38,525 39,488 40,475 41,487 42,524 43,587
Hourly 18.06 18.51 18.97 19.45 19.93 20.43 20.94 21.47 22.00
Monthly 3,130.22 3,208.47 3,288.69 3,370.90 3,455.17 3,541.55 3,630.09 3,720.85 3,813.87
Yearly 37,563 38,502 39,464 40,451 41,462 42,499 43,561 44,650 45,766
Hourly 18.96 19.44 19.92 20.42 20.93 21.45 21.99 22.54 23.10
Monthly 3,286.73 3,368.90 3,453.12 3,539.45 3,627.93 3,718.63 3,811.60 3,906.89 4,004.56
Yearly 39,441 40,427 41,437 42,473 43,535 44,624 45,739 46,883 48,055
Hourly 19.91 20.41 20.92 21.44 21.98 22.53 23.09 23.67 24.26
Monthly 3,451.07 3,537.34 3,625.78 3,716.42 3,809.33 3,904.56 4,002.18 4,102.23 4,204.79
Yearly 41,413 42,448 43,509 44,597 45,712 46,855 48,026 49,227 50,457
Hourly 20.91 21.43 21.96 22.51 23.08 23.65 24.24 24.85 25.47
Monthly 3,623.62 3,714.21 3,807.06 3,902.24 3,999.80 4,099.79 4,202.29 4,307.34 4,415.03
Yearly 43,483 44,571 45,685 46,827 47,998 49,198 50,427 51,688 52,980
Hourly 21.95 22.50 23.06 23.64 24.23 24.84 25.46 26.09 26.74
Monthly 3,804.80 3,899.92 3,997.42 4,097.35 4,199.79 4,304.78 4,412.40 4,522.71 4,635.78
Yearly 45,658 46,799 47,969 49,168 50,397 51,657 52,949 54,273 55,629
Hourly 23.05 23.62 24.22 24.82 25.44 26.08 26.73 27.40 28.08
Monthly 3,995.04 4,094.92 4,197.29 4,302.22 4,409.78 4,520.02 4,633.02 4,748.85 4,867.57
Yearly 47,940 49,139 50,367 51,627 52,917 54,240 55,596 56,986 58,411
BU 10
BU 11
BU 12
BU 13
BU 14
BU 15
BU 16
BU 17
BU 18
Exhibit B
YLWD Pay Plan - Bargaining Unit Employees
Effective July 1, 2015 through June 30, 2016
*In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated at 2.5% between each step and 5.0% between each range.
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9
Hourly 24.20 24.81 25.43 26.06 26.71 27.38 28.07 28.77 29.49
Monthly 4,194.79 4,299.66 4,407.15 4,517.33 4,630.26 4,746.02 4,864.67 4,986.29 5,110.95
Yearly 50,337 51,596 52,886 54,208 55,563 56,952 58,376 59,835 61,331
Hourly 25.41 26.05 26.70 27.36 28.05 28.75 29.47 30.21 30.96
Monthly 4,404.53 4,514.64 4,627.51 4,743.20 4,861.78 4,983.32 5,107.91 5,235.60 5,366.49
Yearly 52,854 54,176 55,530 56,918 58,341 59,800 61,295 62,827 64,398
Hourly 26.68 27.35 28.03 28.73 29.45 30.19 30.94 31.72 32.51
Monthly 4,624.76 4,740.38 4,858.89 4,980.36 5,104.87 5,232.49 5,363.30 5,497.38 5,634.82
Yearly 55,497 56,885 58,307 59,764 61,258 62,790 64,360 65,969 67,618
Hourly 28.02 28.72 29.43 30.17 30.92 31.70 32.49 33.30 34.13
Monthly 4,856.00 4,977.40 5,101.83 5,229.38 5,360.11 5,494.11 5,631.47 5,772.25 5,916.56
Yearly 58,272 59,729 61,222 62,753 64,321 65,929 67,578 69,267 70,999
Hourly 29.42 30.15 30.91 31.68 32.47 33.28 34.11 34.97 35.84
Monthly 5,098.80 5,226.27 5,356.92 5,490.84 5,628.12 5,768.82 5,913.04 6,060.87 6,212.39
Yearly 61,186 62,715 64,283 65,890 67,537 69,226 70,956 72,730 74,549
Hourly 30.89 31.66 32.45 33.26 34.09 34.95 35.82 36.71 37.63
Monthly 5,353.74 5,487.58 5,624.77 5,765.39 5,909.52 6,057.26 6,208.69 6,363.91 6,523.01
Yearly 64,245 65,851 67,497 69,185 70,914 72,687 74,504 76,367 78,276
Hourly 32.43 33.24 34.07 34.92 35.80 36.69 37.61 38.55 39.51
Monthly 5,621.42 5,761.96 5,906.01 6,053.66 6,205.00 6,360.12 6,519.13 6,682.10 6,849.16
Yearly 67,457 69,143 70,872 72,644 74,460 76,321 78,230 80,185 82,190
Hourly 34.05 34.90 35.78 36.67 37.59 38.53 39.49 40.48 41.49
Monthly 5,902.49 6,050.06 6,201.31 6,356.34 6,515.25 6,678.13 6,845.08 7,016.21 7,191.61
Yearly 70,830 72,601 74,416 76,276 78,183 80,138 82,141 84,195 86,299
BU 22
BU 23
BU 24
BU 25
BU 26
BU 21
BU 19
BU 20
Exhibit C
YLWD Pay Plan - Bargaining Unit Employees
Effective July 1, 2016 through June 30, 2017
*In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated at 2.5% between each step and 5.0% between each range.
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11
Hourly 15.91 16.31 16.72 17.13 17.56 18.00 18.45 18.91 19.38 19.87 20.37
Monthly 2,757.73 2,826.68 2,897.34 2,969.78 3,044.02 3,120.12 3,198.13 3,278.08 3,360.03 3,444.03 3,530.13
Yearly 33,093 33,920 34,768 35,637 36,528 37,441 38,378 39,337 40,320 41,328 42,362
Hourly 16.71 17.12 17.55 17.99 18.44 18.90 19.37 19.86 20.35 20.86 21.38
Monthly 2,895.62 2,968.01 3,042.21 3,118.27 3,196.22 3,276.13 3,358.03 3,441.98 3,528.03 3,616.23 3,706.64
Yearly 34,747 35,616 36,507 37,419 38,355 39,314 40,296 41,304 42,336 43,395 44,480
Hourly 17.54 17.98 18.43 18.89 19.36 19.85 20.34 20.85 21.37 21.91 22.45
Monthly 3,040.40 3,116.41 3,194.32 3,274.18 3,356.03 3,439.93 3,525.93 3,614.08 3,704.43 3,797.04 3,891.97
Yearly 36,485 37,397 38,332 39,290 40,272 41,279 42,311 43,369 44,453 45,565 46,704
Hourly 18.42 18.88 19.35 19.83 20.33 20.84 21.36 21.89 22.44 23.00 23.58
Monthly 3,192.42 3,272.23 3,354.04 3,437.89 3,523.84 3,611.93 3,702.23 3,794.79 3,889.66 3,986.90 4,086.57
Yearly 38,309 39,267 40,248 41,255 42,286 43,343 44,427 45,537 46,676 47,843 49,039
Hourly 19.34 19.82 20.32 20.83 21.35 21.88 22.43 22.99 23.56 24.15 24.76
Monthly 3,352.04 3,435.84 3,521.74 3,609.78 3,700.03 3,792.53 3,887.34 3,984.52 4,084.14 4,186.24 4,290.90
Yearly 40,225 41,230 42,261 43,317 44,400 45,510 46,648 47,814 49,010 50,235 51,491
Hourly 20.31 20.81 21.33 21.87 22.41 22.97 23.55 24.14 24.74 25.36 25.99
Monthly 3,519.64 3,607.64 3,697.83 3,790.27 3,885.03 3,982.15 4,081.71 4,183.75 4,288.34 4,395.55 4,505.44
Yearly 42,236 43,292 44,374 45,483 46,620 47,786 48,980 50,205 51,460 52,747 54,065
Hourly 21.32 21.85 22.40 22.96 23.53 24.12 24.73 25.34 25.98 26.63 27.29
Monthly 3,695.63 3,788.02 3,882.72 3,979.79 4,079.28 4,181.26 4,285.79 4,392.94 4,502.76 4,615.33 4,730.71
Yearly 44,348 45,456 46,593 47,757 48,951 50,175 51,430 52,715 54,033 55,384 56,769
Hourly 22.39 22.95 23.52 24.11 24.71 25.33 25.96 26.61 27.28 27.96 28.66
Monthly 3,880.41 3,977.42 4,076.85 4,178.77 4,283.24 4,390.33 4,500.08 4,612.59 4,727.90 4,846.10 4,967.25
Yearly 46,565 47,729 48,922 50,145 51,399 52,684 54,001 55,351 56,735 58,153 59,607
Hourly 23.51 24.09 24.70 25.31 25.95 26.60 27.26 27.94 28.64 29.36 30.09
Monthly 4,074.43 4,176.29 4,280.70 4,387.71 4,497.41 4,609.84 4,725.09 4,843.21 4,964.30 5,088.40 5,215.61
Yearly 48,893 50,115 51,368 52,653 53,969 55,318 56,701 58,119 59,572 61,061 62,587
BU 15
BU 16
BU 17
BU 18
BU 10
BU 11
BU 12
BU 13
BU 14
Exhibit C
YLWD Pay Plan - Bargaining Unit Employees
Effective July 1, 2016 through June 30, 2017
*In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated at 2.5% between each step and 5.0% between each range.
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11
Hourly 24.68 25.30 25.93 26.58 27.24 27.93 28.62 29.34 30.07 30.82 31.59
Monthly 4,278.15 4,385.10 4,494.73 4,607.10 4,722.28 4,840.33 4,961.34 5,085.38 5,212.51 5,342.82 5,476.39
Yearly 51,338 52,621 53,937 55,285 56,667 58,084 59,536 61,025 62,550 64,114 65,717
Hourly 25.92 26.56 27.23 27.91 28.61 29.32 30.05 30.81 31.58 32.37 33.17
Monthly 4,492.06 4,604.36 4,719.47 4,837.45 4,958.39 5,082.35 5,209.41 5,339.64 5,473.14 5,609.96 5,750.21
Yearly 53,905 55,252 56,634 58,049 59,501 60,988 62,513 64,076 65,678 67,320 69,003
Hourly 27.21 27.89 28.59 29.30 30.04 30.79 31.56 32.35 33.15 33.98 34.83
Monthly 4,716.66 4,834.58 4,955.44 5,079.33 5,206.31 5,336.47 5,469.88 5,606.63 5,746.79 5,890.46 6,037.72
Yearly 56,600 58,015 59,465 60,952 62,476 64,038 65,639 67,280 68,962 70,686 72,453
Hourly 28.57 29.29 30.02 30.77 31.54 32.33 33.13 33.96 34.81 35.68 36.57
Monthly 4,952.49 5,076.31 5,203.21 5,333.29 5,466.63 5,603.29 5,743.37 5,886.96 6,034.13 6,184.98 6,339.61
Yearly 59,430 60,916 62,439 64,000 65,600 67,239 68,920 70,643 72,410 74,220 76,075
Hourly 30.00 30.75 31.52 32.31 33.12 33.94 34.79 35.66 36.55 37.47 38.40
Monthly 5,200.12 5,330.12 5,463.37 5,599.96 5,739.96 5,883.46 6,030.54 6,181.31 6,335.84 6,494.23 6,656.59
Yearly 62,401 63,961 65,560 67,199 68,879 70,601 72,367 74,176 76,030 77,931 79,879
Hourly 31.50 32.29 33.10 33.92 34.77 35.64 36.53 37.44 38.38 39.34 40.32
Monthly 5,460.12 5,596.63 5,736.54 5,879.96 6,026.95 6,177.63 6,332.07 6,490.37 6,652.63 6,818.95 6,989.42
Yearly 65,521 67,160 68,839 70,559 72,323 74,132 75,985 77,884 79,832 81,827 83,873
Hourly 33.08 33.90 34.75 35.62 36.51 37.42 38.36 39.32 40.30 41.31 42.34
Monthly 5,733.13 5,876.46 6,023.37 6,173.95 6,328.30 6,486.51 6,648.67 6,814.89 6,985.26 7,159.89 7,338.89
Yearly 68,798 70,517 72,280 74,087 75,940 77,838 79,784 81,779 83,823 85,919 88,067
Hourly 34.73 35.60 36.49 37.40 38.33 39.29 40.28 41.28 42.31 43.37 44.46
Monthly 6,019.79 6,170.28 6,324.54 6,482.65 6,644.72 6,810.84 6,981.11 7,155.63 7,334.52 7,517.89 7,705.84
Yearly 72,237 74,043 75,894 77,792 79,737 81,730 83,773 85,868 88,014 90,215 92,470
BU 26
BU 19
BU 20
BU 21
BU 22
BU 23
BU 24
BU 25
Exhibit D
YLWD Pay Plan - Bargaining Unit Employees
Effective July 1, 2017 through June 30, 2018
*In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated at 2.5% between each step and 5.0% between each range.
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11
Hourly 16.23 16.64 17.05 17.48 17.91 18.36 18.82 19.29 19.77 20.27 20.78
Monthly 2,813.20 2,883.53 2,955.62 3,029.51 3,105.25 3,182.88 3,262.45 3,344.01 3,427.61 3,513.30 3,601.13
Yearly 33,758 34,602 35,467 36,354 37,263 38,195 39,149 40,128 41,131 42,160 43,214
Hourly 17.04 17.47 17.90 18.35 18.81 19.28 19.76 20.26 20.76 21.28 21.81
Monthly 2,953.86 3,027.71 3,103.40 3,180.98 3,260.51 3,342.02 3,425.57 3,511.21 3,598.99 3,688.97 3,781.19
Yearly 35,446 36,332 37,241 38,172 39,126 40,104 41,107 42,135 43,188 44,268 45,374
Hourly 17.89 18.34 18.80 19.27 19.75 20.24 20.75 21.27 21.80 22.35 22.91
Monthly 3,101.55 3,179.09 3,258.57 3,340.03 3,423.53 3,509.12 3,596.85 3,686.77 3,778.94 3,873.41 3,970.25
Yearly 37,219 38,149 39,103 40,080 41,082 42,109 43,162 44,241 45,347 46,481 47,643
Hourly 18.79 19.26 19.74 20.23 20.74 21.26 21.79 22.33 22.89 23.46 24.05
Monthly 3,256.63 3,338.05 3,421.50 3,507.04 3,594.71 3,684.58 3,776.69 3,871.11 3,967.89 4,067.09 4,168.76
Yearly 39,080 40,057 41,058 42,084 43,137 44,215 45,320 46,453 47,615 48,805 50,025
Hourly 19.73 20.22 20.73 21.24 21.78 22.32 22.88 23.45 24.04 24.64 25.25
Monthly 3,419.46 3,504.95 3,592.57 3,682.39 3,774.45 3,868.81 3,965.53 4,064.67 4,166.28 4,270.44 4,377.20
Yearly 41,034 42,059 43,111 44,189 45,293 46,426 47,586 48,776 49,995 51,245 52,526
Hourly 20.71 21.23 21.76 22.31 22.86 23.44 24.02 24.62 25.24 25.87 26.52
Monthly 3,590.44 3,680.20 3,772.20 3,866.51 3,963.17 4,062.25 4,163.80 4,267.90 4,374.60 4,483.96 4,596.06
Yearly 43,085 44,162 45,266 46,398 47,558 48,747 49,966 51,215 52,495 53,808 55,153
Hourly 21.75 22.29 22.85 23.42 24.01 24.61 25.22 25.85 26.50 27.16 27.84
Monthly 3,769.96 3,864.21 3,960.81 4,059.83 4,161.33 4,265.36 4,371.99 4,481.29 4,593.33 4,708.16 4,825.86
Yearly 45,239 46,370 47,530 48,718 49,936 51,184 52,464 53,776 55,120 56,498 57,910
Hourly 22.84 23.41 23.99 24.59 25.21 25.84 26.48 27.15 27.82 28.52 29.23
Monthly 3,958.45 4,057.42 4,158.85 4,262.82 4,369.39 4,478.63 4,590.59 4,705.36 4,822.99 4,943.57 5,067.16
Yearly 47,501 48,689 49,906 51,154 52,433 53,744 55,087 56,464 57,876 59,323 60,806
Hourly 23.98 24.58 25.19 25.82 26.47 27.13 27.81 28.50 29.22 29.95 30.70
Monthly 4,156.38 4,260.29 4,366.79 4,475.96 4,587.86 4,702.56 4,820.12 4,940.63 5,064.14 5,190.75 5,320.51
Yearly 49,877 51,123 52,402 53,712 55,054 56,431 57,841 59,288 60,770 62,289 63,846
BU 10
BU 11
BU 12
BU 13
BU 14
BU 15
BU 16
BU 17
BU 18
Exhibit D
YLWD Pay Plan - Bargaining Unit Employees
Effective July 1, 2017 through June 30, 2018
*In the event of a keying/formula discrepancy, all pay plans (salary matrices) are calculated at 2.5% between each step and 5.0% between each range.
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11
Hourly 25.18 25.81 26.45 27.11 27.79 28.49 29.20 29.93 30.68 31.44 32.23
Monthly 4,364.20 4,473.30 4,585.13 4,699.76 4,817.26 4,937.69 5,061.13 5,187.66 5,317.35 5,450.28 5,586.54
Yearly 52,370 53,680 55,022 56,397 57,807 59,252 60,734 62,252 63,808 65,403 67,038
Hourly 26.44 27.10 27.78 28.47 29.18 29.91 30.66 31.43 32.21 33.02 33.84
Monthly 4,582.41 4,696.97 4,814.39 4,934.75 5,058.12 5,184.57 5,314.19 5,447.04 5,583.22 5,722.80 5,865.87
Yearly 54,989 56,364 57,773 59,217 60,697 62,215 63,770 65,364 66,999 68,674 70,390
Hourly 27.76 28.45 29.16 29.89 30.64 31.41 32.19 33.00 33.82 34.67 35.53
Monthly 4,811.53 4,931.81 5,055.11 5,181.49 5,311.03 5,443.80 5,579.90 5,719.39 5,862.38 6,008.94 6,159.16
Yearly 57,738 59,182 60,661 62,178 63,732 65,326 66,959 68,633 70,349 72,107 73,910
Hourly 29.15 29.88 30.62 31.39 32.17 32.98 33.80 34.65 35.51 36.40 37.31
Monthly 5,052.10 5,178.41 5,307.87 5,440.56 5,576.58 5,715.99 5,858.89 6,005.36 6,155.50 6,309.38 6,467.12
Yearly 60,625 62,141 63,694 65,287 66,919 68,592 70,307 72,064 73,866 75,713 77,605
Hourly 30.60 31.37 32.15 32.96 33.78 34.63 35.49 36.38 37.29 38.22 39.18
Monthly 5,304.71 5,437.33 5,573.26 5,712.59 5,855.41 6,001.79 6,151.84 6,305.63 6,463.27 6,624.85 6,790.47
Yearly 63,656 65,248 66,879 68,551 70,265 72,021 73,822 75,668 77,559 79,498 81,486
Hourly 32.13 32.94 33.76 34.61 35.47 36.36 37.27 38.20 39.15 40.13 41.13
Monthly 5,569.94 5,709.19 5,851.92 5,998.22 6,148.18 6,301.88 6,459.43 6,620.91 6,786.44 6,956.10 7,130.00
Yearly 66,839 68,510 70,223 71,979 73,778 75,623 77,513 79,451 81,437 83,473 85,560
Hourly 33.74 34.58 35.45 36.34 37.24 38.17 39.13 40.11 41.11 42.14 43.19
Monthly 5,848.44 5,994.65 6,144.52 6,298.13 6,455.58 6,616.97 6,782.40 6,951.96 7,125.76 7,303.90 7,486.50
Yearly 70,181 71,936 73,734 75,578 77,467 79,404 81,389 83,423 85,509 87,647 89,838
Hourly 35.43 36.31 37.22 38.15 39.11 40.08 41.09 42.11 43.17 44.24 45.35
Monthly 6,140.86 6,294.38 6,451.74 6,613.04 6,778.36 6,947.82 7,121.52 7,299.56 7,482.05 7,669.10 7,860.82
Yearly 73,690 75,533 77,421 79,356 81,340 83,374 85,458 87,595 89,785 92,029 94,330
BU 22
BU 23
BU 24
BU 25
BU 26
BU 21
BU 19
BU 20
Exhibit E
Yorba Linda Water District – Bargaining Unit Employees
Holiday Schedule
7/1/2015 – 6/30/2018
Holiday FY 15/16 FY 16/17 FY 17/18
Employee Chosen Floater Accrued On 7/1/2015 7/1/2016 7/1/2017
Independence Day 7/4/2015 7/4/2016 7/4/2017
Labor Day 9/7/2015 9/5/2016 9/4/2017
Veterans’ Day 11/11/2015 11/11/2016 11/11/2017
Thanksgiving 11/26/2015 11/24/2016 11/23/2017
Day After Thanksgiving 11/27/2015 11/25/2016 11/24/2017
Christmas Eve 12/24/2015 12/24/2016 12/24/2017
Christmas Day 12/25/2015 12/25/2016 12/25/2017
New Year’s Day 1/1/2016 1/1/2017 1/1/2018
Presidents’ Day 2/15/2016 2/20/2017 2/19/2018
Memorial Day 5/23/2016 5/22/2017 5/28/2018