HomeMy WebLinkAbout2015-05-11 - Resolution No. 15-08 RESOLUTION NO. 15-08
RESOLUTION OF THE BOARD OF DIRECTORS
OF THE YORBA LINDA WATER DISTRICT
ADOPTING THE EMPLOYEE COMPENSATION LETTER AND PAY PLANS FOR
MANAGEMENT EMPLOYEES FOR FISCAL YEARS 2015-2018
WHEREAS, the Yorba Linda Water District's Management Employees exist as a group
separate from the Yorba Linda Water District Employees' Association; and
WHEREAS, the last Management Employees Compensation Letter was adopted on
April 12, 2012; and
WHEREAS, the Employee Compensation Letter and Pay Plans for the Management
Employees for fiscal years 2012-2015 shall expire on June 30, 2015.
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 Management
Employees Compensation Letter for fiscal years 2015-2018 as attached
hereto and by this reference incorporated as Exhibit "A".
Section 2. The Salary Ranges and Authorized Classifications, Pay Plans and Holiday
Schedule for Management Employees are approved and adopted as
attached hereto and by this reference incorporated herein as Exhibits "B"
through "F".
Section 3. That all previous versions of the Employee Compensation Letter and Pay
Plans for Management Employees for fiscal years 2012-2015 are hereby
rescinded effective July 1, 2015.
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. 15-08 Management Employees Compensation Letter and Pay Plans 1
ATTEST:
_
Marc Marcan onio, Board Secretary '°`
' ' '
Yorba Linda Water District
Reviewed as to form by Labor Counsel:
onnie Almond, Es.: Zt- %"
Liebert Cassidy Whitmore LLP
Resolution No. 15-08 Management Employees Compensation Letter and Pay Plans 2
Exhibit A
Resolution No. 15-08
Employee Compensation Letter
And Pay Plans for Management Employees
Fiscal Years 2015-2018
I. The General Manager shall prepare an Employee Compensation Letter for the
Board of Directors’ consideration. The Employee Compensation Letter shall
describe the salaries, benefits and special conditions offered by the District to its
Management Employee Group (Exhibit B).
II. Effective July 1, 2015, the salary schedule attached hereto as Exhibit C shall be
in effect for fiscal year 2015-2016 (reflecting a 2.5% base salary increase).
III. Effective July 1, 2016, the salary schedule attached hereto as Exhibit D shall be
in effect for fiscal year 2016-2017 (reflecting a 2% base salary increase).
IV. Effective July 1, 2017, the salary schedule attached hereto as Exhibit E shall be
in effect for fiscal year 2017-2018 (reflecting a 2% base salary increase).
V. The District’s current contract with CalPERS is for a retirement benefit based on
the single highest year with a Fourth Level of 1959 Survivor Benefit Program.
The District has three tiers for retirement benefits:
a. Tier 1 applies to District employees hired prior to January 26, 2012;
b. 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
c. Tier 3 applies to District employees hired on or after January 1, 2013 who
are defined as “new members” under the PERL.
1. 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.
2. Tier 3 employees
Management Employees 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. Tier 3 employees shall individually pay an initial
CalPERS contribution rate of 50% of the normal cost rate for the
Defined Benefit Plan in which said newly hired employee is enrolled
rounded to the nearest quarter of 1%, or the current contribution
rate of similarly situated employees, whichever is greater.
VI. The District shall continue to maintain a "414(h)(2)" plan under the Internal
Revenue Code for the purpose of treating contributions to PERS as deferred
income for tax purposes to the extent permitted by law. Contributions will
continue to be deducted from the employee's actual gross salary as reflected on
the employee's pay stub. Employees shall otherwise be responsible for all taxes
related to fringe and reimbursement benefits and the District shall make
deductions in accordance with the law.
VII. All Management Employees hired or promoted to a Management position on or
after January 24, 2013 are at-will employees of the District, serve at the will of
the General Manager and may be dismissed without cause or right of appeal. All
employees serving in a Management Employee position prior to January 24,
2013 are not at-will employees of the District and maintain the appeal rights as
set forth in the District’s Personnel Rules.
VIII. 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 shall be reviewed annually on a one-year interval. 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 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 the merit salary increase
being on the anniversary date. If the evaluation is delayed, any subsequent
Management Employees Compensation Letter FYs 2015-2018
salary increase to which the employee is entitled as a result of the performance
review rating shall be retroactive to the anniversary date.
IX. Management Employees shall accrue vacation leave time with pay as follows:
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
X. 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, on the first day of the
month following 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. Management Employees may purchase additional life insurance
coverage up to $300,000 by authorizing the additional premium to be deducted
from their salary. In addition, a Management Employee can purchase life
insurance for their spouse up to half of the employee’s coverage level. Some
medical restrictions may apply.
XI. The District shall pay 100% of the premium for hospital and medical insurance for
all Management Employees who work in excess of 30 hours per week, effective
the first of the month following date of hire and ⅔ of the additional premium
toward Management Employee dependent coverage for covered employees with
one or more dependents 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 the employee’s salary to cover the employee’s ⅓ share of the
dependent coverage.
XII. The District shall pay 100% of the premium for dental insurance for all
Management Employees who work in excess of 30 hours or more per week,
effective the first of the month following date of hire and ⅔ of the additional
premium toward Management Employee dependent coverage for covered
Management Employees with one or more dependents in accordance with the
provisions of any contract between the District and any company or companies of
the District's choosing. The Management Employees shall pay the cost of the
difference in premium, to be deducted from the employee’s salary to cover the
employee’s ⅓ share of the dependent coverage.
Management Employees Compensation Letter FYs 2015-2018
XIII. The District shall pay 100% of the premium for vision insurance for Management
Employees who work in excess of 30 hours or more per week, effective the first
of the month following date of hire and ⅔ of the additional premium toward
dependent coverage for covered Management Employees with one or more
dependents 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 the employee’s salary to cover the employee’s ⅓ share of the
dependent coverage.
XIV. For Management Employees who are employed by the District prior to December
8, 2011, and subject to carrier approval, the District shall pay the amounts
provided in paragraphs XI, XII and XIII of this agreement for a period of time
which is equivalent to one (1) year or pro ration thereof on a monthly basis for
each three (3) years of service to the District or pro ration thereof on a quarterly
basis.
To be eligible for this benefit, the employee must be at least 50 years of age,
must have five (5) complete consecutive years of service with the District, must
provide ninety (90) days’ notice of intent to retire, retire from the District in good
standing and remain in a retired status.
The retired Management Employee must make any contribution required of a
regular Management Employee pursuant to paragraphs XI, XII and XIII 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.
When the Management retiree, or their spouse, reaches age 65 and is eligible for
Medicare, the coverage provided by the District shall become secondary to
Medicare for the remainder of the benefit period.
Management Employees hired on or after December 8, 2011 shall be ineligible
to receive this benefit.
XV. A Management 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.
XVI. Management Employees who are laid off from District employment after being
employed by the District for five (5) or more complete consecutive years of
regular employment shall be compensated for accumulated, unused sick leave
above 400 hours as follows:
Management Employees Compensation Letter FYs 2015-2018
YEARS PERCENT PAYABLE ABOVE 400
HOURS ON THE BOOKS
5 through 9 20%
10 through 15 25%
16 through 20 and above 30%
Employees who are terminated from the District for cause, or who resign in lieu
of termination, shall not be eligible for this benefit.
XVII. The District shall provide a long-term disability plan for Management Employees
which has a 90-day elimination period and provides 66 ⅔% of an employee’s
monthly pre-disability 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.
XVIII. The District shall provide a short-term disability plan for Management Employees
which has a twenty-nine (29) day elimination period up to an employee’s
eligibility for long-term disability and provides 66 ⅔% of an employee’s weekly
pre-disability earnings to a maximum of $1,500 per week for a designated period
of nine (9) weeks in accordance with coverage procured by the District from a
carrier to be determined at the District’s sole discretion.
XIX. The District will match dollar for dollar not to exceed 2% salary earned per payroll
period of a Management Employee’s salary or the employee’s actual amount of
deferred compensation per payroll period, whichever amount is lesser.
XX. Management Employees shall continue to be assigned to a four (4) day
workweek, consisting of ten (10) scheduled hours of work each day (a 4/10
schedule Monday through Thursday). The Board of Directors clearly and
unequivocally has the right to terminate the 4/10 schedule at any time during the
term of this Employee Compensation Letter. In such case, the schedule shall
revert to the 9/80 schedule as existed immediately prior to implementation of the
4/10 schedule.
XXI. In situations where a Management Employee has been injured in a non-duty
accident and their disability leave exceeds thirty calendar days, their merit review
and anniversary dates will be adjusted accordingly for that portion of leave
exceeding thirty (30) calendar days.
XXII. The District established a cafeteria plan under Section 125 of the Internal
Revenue Code. Employees can voluntarily participate in both tax advantage
flexible benefit and dependent care plans. Employees can elect to deduct up to
an annual maximum of $2,000 towards the flexible benefit plan and/or an annual
maximum of $5,000 towards the dependent care plan from their paychecks over
twenty-four (24) pay periods per calendar year. The cafeteria plan will allow
Management Employees to convert their share of insurance premiums, un-
Management Employees Compensation Letter FYs 2015-2018
reimbursed medical expenses, child care and other qualifying expenditures to
pretax dollars.
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 safety 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. At the end of the current fiscal year, any
unused funds shall not carry over into the next fiscal year.
XXV. The District shall provide pre-approved reimbursement to Management
Employees 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 as approved in advance by the General Manager and
the Human Resources/Risk Manager. 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 student.
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, Management 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 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).
Management Employees 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 final
check. Any remaining non-reimbursed amount shall be paid to the District within
Management Employees Compensation Letter FYs 2015-2018
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.
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 a minimum of one-
half (1/2) the vacation time to which the employee is 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.
XXVII. Management Employees will be entitled to car allowance of $400.00/month as
determined by the General Manager. The Engineering Manager, Finance
Manager, IT Manager, Human Resources/Risk Manager, Operations Manager
and Public Information Manager positions shall be eligible for this benefit.
XXVIII. Management Employees shall receive a maximum of forty (40) hours of
management leave with pay each fiscal year. Unused management 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 management leave time to the next fiscal
year. Management Employees joining after the start of the fiscal year shall
receive a prorated benefit based on the number of remaining payroll periods in
the fiscal year.
XXIX. The Holiday schedule attached hereto as Exhibit F shall be in effect for full-time
Management Employees covered by this Management Letter. For purposes of
holiday compensation, compensation shall be equal to the number of hours that
the Management Employee normally would have worked other than for the
holiday.
For those Management 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
Management Employees Compensation Letter FYs 2015-2018
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.
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.
XXX. The term of this Compensation Letter for Management Employees is for the
period of July 1, 2015 to June 30, 2018.
4
Mdre MarcAtonio Date
General Manager
Management Employees Compensation Letter FYs 2015-2018
Exhibit B
Yorba Linda Water District – Management Employees
Classifications and Salary Ranges
7/1/2015 – 6/30/2018
CLASSIFICATION TITLE SALARY RANGES FLSA
Engineering Manager ME 37 Exempt
Finance Manager ME 37 Exempt
Human Resources/Risk Manager ME 37 Exempt
Information Technology Manager ME 37 Exempt
Operations Manager ME 37 Exempt
Public Information Manager ME 33 Exempt
Exhibit C
YLWD Pay Plan - Management 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 47.92 49.11 50.34 51.60 52.89 54.21 55.57 56.96 58.38
Monthly 8,305.40 8,513.04 8,725.86 8,944.01 9,167.61 9,396.80 9,631.72 9,872.51 10,119.32
Yearly 99,665 102,156 104,710 107,328 110,011 112,762 115,581 118,470 121,432
Hourly 50.31 51.57 52.86 54.18 55.53 56.92 58.35 59.80 61.30
Monthly 8,720.67 8,938.69 9,162.15 9,391.21 9,625.99 9,866.64 10,113.30 10,366.14 10,625.29
Yearly 104,648 107,264 109,946 112,694 115,512 118,400 121,360 124,394 127,503
Hourly 52.83 54.15 55.50 56.89 58.31 59.77 61.26 62.79 64.36
Monthly 9,156.70 9,385.62 9,620.26 9,860.77 10,107.29 10,359.97 10,618.97 10,884.44 11,156.55
Yearly 109,880 112,627 115,443 118,329 121,287 124,320 127,428 130,613 133,879
Hourly 55.47 56.86 58.28 59.73 61.23 62.76 64.33 65.93 67.58
Monthly 9,614.54 9,854.90 10,101.27 10,353.81 10,612.65 10,877.97 11,149.92 11,428.67 11,714.38
Yearly 115,374 118,259 121,215 124,246 127,352 130,536 133,799 137,144 140,573
Hourly 58.24 59.70 61.19 62.72 64.29 65.90 67.54 69.23 70.96
Monthly 10,095.27 10,347.65 10,606.34 10,871.50 11,143.28 11,421.87 11,707.41 12,000.10 12,300.10
Yearly 121,143 124,172 127,276 130,458 133,719 137,062 140,489 144,001 147,601
ME 33
ME 34
ME 35
ME 36
ME 37
Exhibit D
YLWD Pay Plan - Management 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 48.87 50.09 51.34 52.63 53.94 55.29 56.67 58.09 59.54 61.03 62.56
Monthly 8,470.44 8,682.20 8,899.26 9,121.74 9,349.78 9,583.53 9,823.12 10,068.70 10,320.41 10,578.42 10,842.88
Yearly 101,645 104,186 106,791 109,461 112,197 115,002 117,877 120,824 123,845 126,941 130,115
Hourly 51.31 52.59 53.91 55.26 56.64 58.05 59.51 60.99 62.52 64.08 65.68
Monthly 8,893.97 9,116.31 9,344.22 9,577.83 9,817.27 10,062.71 10,314.27 10,572.13 10,836.43 11,107.34 11,385.03
Yearly 106,728 109,396 112,131 114,934 117,807 120,752 123,771 126,866 130,037 133,288 136,620
Hourly 53.88 55.22 56.60 58.02 59.47 60.96 62.48 64.04 65.64 67.28 68.97
Monthly 9,338.66 9,572.13 9,811.43 10,056.72 10,308.14 10,565.84 10,829.99 11,100.74 11,378.26 11,662.71 11,954.28
Yearly 112,064 114,866 117,737 120,681 123,698 126,790 129,960 133,209 136,539 139,953 143,451
Hourly 56.57 57.99 59.43 60.92 62.44 64.00 65.60 67.24 68.93 70.65 72.42
Monthly 9,805.60 10,050.74 10,302.01 10,559.56 10,823.54 11,094.13 11,371.49 11,655.77 11,947.17 12,245.85 12,551.99
Yearly 117,667 120,609 123,624 126,715 129,883 133,130 136,458 139,869 143,366 146,950 150,624
Hourly 59.40 60.88 62.41 63.97 65.57 67.20 68.88 70.61 72.37 74.18 76.04
Monthly 10,295.88 10,553.27 10,817.11 11,087.53 11,364.72 11,648.84 11,940.06 12,238.56 12,544.53 12,858.14 13,179.59
Yearly 123,551 126,639 129,805 133,050 136,377 139,786 143,281 146,863 150,534 154,298 158,155
ME 33
ME 34
ME 35
ME 36
ME 37
Exhibit E
YLWD Pay Plan - Management 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 49.85 51.10 52.37 53.68 55.03 56.40 57.81 59.26 60.74 62.26 63.81
Monthly 8,640.81 8,856.83 9,078.25 9,305.21 9,537.84 9,776.28 10,020.69 10,271.21 10,527.99 10,791.19 11,060.97
Yearly 103,690 106,282 108,939 111,662 114,454 117,315 120,248 123,255 126,336 129,494 132,732
Hourly 52.34 53.65 54.99 56.37 57.78 59.22 60.70 62.22 63.78 65.37 67.00
Monthly 9,072.85 9,299.67 9,532.16 9,770.47 10,014.73 10,265.10 10,521.73 10,784.77 11,054.39 11,330.75 11,614.02
Yearly 108,874 111,596 114,386 117,246 120,177 123,181 126,261 129,417 132,653 135,969 139,368
Hourly 54.96 56.33 57.74 59.19 60.67 62.18 63.74 65.33 66.96 68.64 70.35
Monthly 9,526.49 9,764.66 10,008.77 10,258.99 10,515.47 10,778.35 11,047.81 11,324.01 11,607.11 11,897.29 12,194.72
Yearly 114,318 117,176 120,105 123,108 126,186 129,340 132,574 135,888 139,285 142,767 146,337
Hourly 57.71 59.15 60.63 62.15 63.70 65.29 66.92 68.60 70.31 72.07 73.87
Monthly 10,002.82 10,252.89 10,509.21 10,771.94 11,041.24 11,317.27 11,600.20 11,890.21 12,187.46 12,492.15 12,804.45
Yearly 120,034 123,035 126,111 129,263 132,495 135,807 139,202 142,682 146,250 149,906 153,653
Hourly 60.59 62.11 63.66 65.25 66.88 68.56 70.27 72.03 73.83 75.67 77.57
Monthly 10,502.96 10,765.53 11,034.67 11,310.54 11,593.30 11,883.13 12,180.21 12,484.72 12,796.84 13,116.76 13,444.68
Yearly 126,036 129,186 132,416 135,726 139,120 142,598 146,163 149,817 153,562 157,401 161,336
ME 33
ME 34
ME 35
ME 36
ME 37
Exhibit F
Yorba Linda Water District – Management 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