HomeMy WebLinkAbout2018-12-11 - Resolution No. 18-35 RESOLUTION NO. 18-35
RESOLUTION OF THE BOARD OF DIRECTORS
OF THE YORBA LINDA WATER DISTRICT
AMENDING SECTION 4.07, ARTICLES 6 AND 7, AND EXHIBIT A OF THE
PERSONNEL MANUAL FOR UNREPRESENTED EMPLOYEES
FOR THE REMAINDER OF FISCAL YEARS 2019-2023
WHEREAS, the Board of Directors of the Yorba Linda Water District previously
adopted the Personnel Manual (Manual) for Unrepresented Employees for
Fiscal Years 2019-2023 (Resolution No. 18-11); and
WHEREAS, the Board of Directors then adopted Resolution No. 18-17 amending the
effective dates of Exhibits A through F of the Manual to reflect the 1St day
of July of the applicable fiscal year; and
WHEREAS, the Board of Directors then adopted Resolution No. 18-29 amending
Section 6.02 of the Manual to clarify the benefits and special conditions
offered by the District for Unrepresented Employees as related to
Certificate Pay and amending Exhibit A of the Manual to modify the
classifications and salary ranges for Unrepresented Employees for the
remainder of Fiscal Years 2019-2023; and
WHEREAS, it is the desire of the Board of Directors to amend Section 4.07 and
Articles 6 and 7 of the Manual to clarify the benefits and special conditions
offered by the District for Unrepresented Employees as related to Merit
Increases, Certificate Pay, Commercial Drivers' License Pay, Uniforms,
Fatigue Accommodation, Standby Compensation, and Call-out
Compensation; and
WHEREAS, it is also the desire of the Board of Directors to further amend Exhibit A of
the Manual for Unrepresented Employees to: (1) add the Sr. Mechanic, Sr.
Maintenance Worker, and Sr. Plant Operator classifications and salary
ranges, and modify the Assistant General Manager classification and
salary range effective November 11, 2018; and (2) add the Construction
Project Manager classification and salary range effective January 1, 2019.
NOW THEREFORE BE IT RESOLVED by the Board of Directors of the Yorba Linda
Water District as follows:
Section 1. That effective November 11, 2018, Section 4.07 and Articles 6 and 7 of
the Personnel Manual for Unrepresented Employees for Fiscal Years
2019-2023 be amended to read as attached hereto and by this reference
incorporated herein.
Resolution No. 18-35 Amending the Personnel Manual for Unrepresented Employees and Exhibit A 1
Section 2. That effective November 11, 2018, Exhibit A (1) of the Personnel Manual
for Unrepresented Employees for Fiscal Years 2019-2023 be amended to
read as attached hereto and by this reference incorporated herein.
Section 3. That effective January 1, 2019, Exhibit A (2) of the Personnel Manual for
Unrepresented Employees for Fiscal Years 2019-2023 supersede Exhibit
A (1) and read as attached hereto and by this reference incorporated
herein.
PASSED AND ADOPTED this 11th day of December 2018 by the following called vote:
AYES: Directors Hall, Hawkins, Jones, Miller, and Nederhood
NOES: None
ABSTAIN: None
ABSENT: None
Brooke nes, President
Yorba Linda Water District
ATTEST:
Annie Alexander, Board Secretary
Yorba Linda Water District
Reviewed as to form by General Counsel
At1drew B. Gagens' sq.
Kidman Gagen aw LLP
Resolution No. 18-35 Amending the Personnel Manual for Unrepresented Employees and Exhibit A 2
Unrepresented Employees Personnel Manual 8
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informed in writing of the amount of extension and the reasons for the
extension. Extensions shall not exceed six (6) months. Only one
extension shall be granted.
D. Leave of Absence: The taking of a leave of absence shall automatically
cause the employee's probationary period to be extended by the length of
the leave where such leave exceeds in excess of fifteen (15) calendar
days.
Section 4.07 – Merit Increases
The advancement of an employee within a classification shall be dependent on
the employee exhibiting increased knowledge, skills, and abilities, coupled with
meritorious performance. The employee’s supervisor shall evaluate the employee’s
performance and if merited, recommend a merit-based step increase. The increase
shall not be automatic but may be granted only for continued or sustained improvement
by the employee in the effective performance of the duties of his/her position as
determined within the District’s sole discretion.
The District has an eleven (11) step salary schedule with approximately 2.5% salary
difference between steps and 5% salary difference between ranges.
A. Each employee shall be reviewed annually following the completion of
his/her probationary period. The District utilizes the following ratings for
performance evaluations: “Unsatisfactory”, “Needs Improvement”, “Meets
Expectations”, “Exceeds Expectations”, and “Outstanding”.
B. An employee who receives an overall performance rating “Exceeds
Expectations,” no “Unsatisfactory” ratings and no more than two (2)
“Needs Improvement” ratings on his/her evaluation shall receive a one (1)
step merit increase.
C. An employee who receives an overall performance rating of “Outstanding,”
no “Unsatisfactory” ratings and no “Needs Improvement” ratings on his/her
evaluation shall receive a two (2) step merit increase.
D. The resulting rate of pay shall not exceed the rate of pay corresponding to
step eleven (11) for the classification.
E. The District shall endeavor to have performance reviews completed by the
employee’s performance review date. The effective date of any resulting
merit increase shall be the first day of the first full pay period that starts
after the employee's review date. If the evaluation is delayed, any merit
increase resulting from the performance review shall apply retroactively
effective the date on which the increase would have otherwise have taken
effect.
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F. An early merit increase may be granted to an employee who has exhibited
an overall performance rating of Outstanding with the approval of the
General Manager, or designated representative(s). The scheduled date of
the next merit increase shall be upon completion of one (1) year from the
date of the early merit increase.
G. An employee on an authorized leave of absence that exceeds thirty (30)
continuous calendar days (fifteen (15) continuous calendar days for
probationary employees), other than for military leave, shall have his/her
performance appraisal and merit increase date extended by the number of
calendar days he/she was on leave.
H. Final approval of all merit increases rests with the General Manager, or a
designated representative thereof, whose decision shall be final and not
subject to a right of grievance or appeal. It shall be the responsibility of
the Human Resources/Risk and Safety Manager and Department Head to
ensure that the required performance evaluation is submitted in a timely
and complete fashion. In no event shall a merit increase be granted before
the requirements of this provision have been satisfied.
Section 4.08 – Salary on Promotion
Upon promotion to a classification with a higher salary range than that for the
classification held immediately prior to the promotion, the promoted employee’s salary
shall be at the salary step numerically closest, whether upward or downward, to 5%
above the salary step applicable to the employee immediately prior to the promotion.
The employee shall be given a new merit review date for purposes of future
salary step advancements, which shall be based upon the effective date of promotion.
Section 4.09 – Salary on Transfer
An employee who is transferred from one position to another in a classification
having the same salary range as the classification they formerly occupied shall be
compensated at the same step in the salary range. The employee's merit review date
shall not change.
Section 4.10 – Salary on Demotion
A. INVOLUNTARY DEMOTION: An involuntary demotion shall be
considered a disciplinary action and shall be subject to the provisions of
Article XI.
B. VOLUNTARY DEMOTION: An employee who is demoted at their request
or upon mutual agreement shall receive the highest salary in the new
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conditions of coverage, or the member enrolls in another group medical
plan.
E. For purposes of this Manual, 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.
F. Employees hired on or after December 8, 2011 shall be ineligible to
receive this benefit.
Section 5.14 – Benefits Payroll Deduction
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.
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.
ARTICLE VI – MISCELLANEOUS BENEFITS
Section 6.01 – Safety Boot Allowance
An employee who is required to wear safety footwear in the performance of
his/her job, as determined by the Department Manager, Human Resources/Risk and
Safety Manager, and/or Safety and Training Analyst, shall be eligible for District-
purchased safety footwear in an amount not to exceed $250 each fiscal year. Safety
footwear must meet American Society for Testing and Materials (ASTM) minimum
compression and impact performance standards in ASTM F2413 or provide equivalent
protection. 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
be required to reimburse the District for the cost of the safety footwear regardless of the
reason for the employee’s separation from the District.
If the Department Manager determines that an employee’s safety footwear is no
longer safe, the employee’s Department Manager may replace the used footwear with a
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new pair of safety footwear (up to $250). The employee will be required to submit the
used safety footwear to the District in exchange for the replacement safety footwear.
Section 6.02 – Certificate Pay
The District shall reimburse employees for sums paid to the appropriate agencies
for obtaining or renewing treatment and/or distribution certificates, collection certificates,
and other professional certifications, registrations and job related training.
A. In addition, the District shall provide a one-time per fiscal year payment of
$150.00 per certificate to an employee in the Maintenance
Superintendent, Operations Superintendent, and Production
Superintendent classifications who has qualified for and been issued a
State Water Resources Control Board (SWRCB) Distribution or SWRCB
Treatment and/or California Water Environment Association (CWEA)
Collection Certificate(s) that is above and beyond the certification(s)
required for his/her 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 above and beyond the requirement of the
employee’s classification. The $150.00 payment shall be issued during
each year in which the applicable certificate(s) remains valid and remains
other than a certificate which is a job requirement.
B. The District shall provide the below indicated certificate pay amounts
where any employee in the Sr. Plant Operator, Sr. Maintenance Worker,
classifications has been issued a State Water Resources Control Board
(SWRCB) Distribution, SWRCB Treatment, and/or California Water
Environment Association (CWEA) Collection Certificate(s) that is above
and beyond the certification(s) required for his/her 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 above
and beyond the requirement of the employee’s classification.
1. In those instances where an employee has a Treatment,
Distribution, and/or Collection Certificate that is above and beyond
the certification(s) required for the employee’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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2. Subject to certificate pay being limited to a total of two (2)
certificates, each affected employee 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, an employee having been issued a T-3 certificate
shall receive an $8.00 biweekly certificate pay. An employee having
been issued a T-3 and a D-4 shall receive a $17.00 biweekly
certificate pay. An employee 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 employee 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.
3. Individuals within the Sr. Mechanic classifications 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:
• Alternate Fuels Certification Test (F1)
• Advanced Engine Performance Specialist Certification Test (L1)
• Electronic Diesel Engine Diagnosis Specialist Certification Test
(L2)
• Undercar Specialist Exhaust Systems Test (X1)
• Any A1-A9 test certificate listed in the Automobile & Light Truck
Certification Tests (A Series)
• Any E1-E3 test certificate listed in the Truck Equipment
Certification Tests (E Series)
• Any T1-T8 test certificate listed in the Medium-Heavy Truck
Certification Tests (T Series)
Where these classified employees have 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)
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certificates ($16.00 biweekly). The District agrees to pay the
aforementioned certificate pay amounts on a biweekly basis.
C. Payment by the District of any 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) shall
be paid only while a certificate remains valid.
Section 6.03 – Education Reimbursement
The District shall provide pre-approved educational reimbursement for regular full
time employees to assist with the cost of tuition, fees, books and parking for
undergraduate and graduate level studies up to a Masters level coursework. As
education reimbursement each fiscal year, employees may, based upon level of
enrollment, receive up to the equivalent of one academic year’s full-time undergraduate
or graduate tuition at California State University for an in-state student.
To qualify for reimbursement, regular full time 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). The employee shall be responsible for any tax consequences as a result of
education reimbursement.
Once the degree is earned, the employee shall be required to complete three (3)
years of District employment from the date the degree is awarded. If, for any reason,
the employee separates from the District prior to the completion of three (3) years,
he/she shall be required to reimburse the District 1/3 of the total received educational
reimbursement for each year remaining. For example, an employee is awarded his/her
degree on June 1, 2018. If he/she separates from the District on September 20, 2019,
he/she shall reimburse the District 2/3 of the total received educational reimbursement.
If he/she separates from the District on September 20, 2020, he/she shall reimburse the
District 1/3 of the total received educational reimbursement.
Section 6.04 – Commercial Driver’s License Pay
An employee who has 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 6.05 – Uniforms
The District provides Sr. Maintenance Worker, Sr. Mechanic, and Sr. Plant
Operator classifications a District-funded cleaning service for uniform pants and shirts
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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 6.06 – Car Allowance
Management Employees will be entitled to car allowance of $400.00/month as
determined by the General Manager.
ARTICLE VII – WORK SCHEDULE
Section 7.01 – Work Week
Employees shall be in attendance at their work in accordance with the rules
regarding hours of work, holidays and leaves. All departments shall keep biweekly
timesheets of employees which must be reported in the form and on the dates specified
by the Human Resources/Risk and Safety Manager. Unless otherwise authorized by a
supervisor, employees are expected to be at work during all scheduled work hours in
order that the District may meet its work goals and objectives. Employees who are
frequently late and/or absent shall be subject to discipline as outlined in Article XI.
A. The regular work week for all employees covered by this manual shall be
forty (40) hours as scheduled by the department heads. It is expressly
understood the department head may schedule shifts which include
evening, weekend and holiday work.
B. Paychecks will be distributed on the Thursday following the end of each
payroll period. Payroll periods shall be two (2) weeks long, 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.
C. 4/10 WORK SCHEDULE: Employees shall be assigned to a four (4) day
work week, consisting of ten (10) scheduled hours of work each day. The
Board of Directors clearly and unequivocally have the right to terminate
the 4/10 schedule at any time during the term of this Manual. In such
case, the schedule shall revert to the 9/80 schedule as it existed prior to
implementation of the 4/10 schedule.
D. ALTERNATIVE WORK SCHEDULES: Work schedules of more than eight
hours within one day but not more than forty hours within a period of
seven consecutive days (9/80) may be scheduled by management to meet
the work needs of the District. Where it meets the needs of both the
District and the employee, an alternative work schedule may be
scheduled. Employees working a 9/80 schedule shall work nine (9) hours
per day on Monday through Thursday, and eight (8) hours per day on
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alternating Fridays. Employees shall have every other Friday off. For
employees working a 9/80 work schedule, each employee’s designated
FLSA work period shall begin exactly four hours after the start of his/her
eight hour shift on the day of the week that corresponds with the
employee’s alternating regular day off. The 9/80 work schedule is
displayed as follows:
SU MO TU WE TH FR SA
Off 4
(Start Workweek)
Off 9 9 9 9
Off
(End Workweek) Off Off
(Start Workweek)
Off 9 9 9 9
4
(End Workweek)
E. TIMESHEETS: All District employees must complete timesheets showing
hours worked and leave taken. They must be signed by the employee,
the employee's supervisor and Department Head or designated
representative(s). Notice of any corrections to the timesheets shall be
sent to the employee and Department Head. Such corrections shall be
deemed final unless questioned by the employee within thirty (30) days
after the notice of correction is given to the employee. Unresolved matters
may be taken to the General Manager for a final determination.
Section 7.02 – Overtime
A non-management employee who may be asked to perform overtime shall be
notified of the apparent need for such overtime as soon as practicable prior to the
commencement of overtime.
Overtime opportunities shall be made available first on an equal basis to regular
full-time employees capable of performing the work. All overtime must be authorized in
advance by the employee’s Department Head, General Manager, or designated
representative(s).
All non-management employees must accurately report all work time to the
nearest five minutes. Overtime is credited in fifteen minute increments; where an
employee works 7 minutes or more, the District will round up and pay for fifteen
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minutes; where an employee works less than 7 minutes, the District will round down.
Time worked as overtime shall not be used to earn supplemental benefits or to serve
out probation or merit increase periods.
Section 7.03 – Overtime Pay
A non-exempt employee shall be compensated at one and one-half (1½) times
his/her hourly rate of pay for hours worked in excess of forty (40) hours in any one work
period. An exempt non-management employee shall be compensated at one times
his/her hourly the rate of pay for hours worked in excess of forty (40) hours in any one
work period. Overtime shall be calculated to the nearest one-quarter hour of overtime
worked.
In addition to actual hours worked, scheduled vacation hours authorized at least
twenty-four (24) hours prior to use, compensatory time and/or agency observed holiday
time that falls within the employee’s regular shift shall also count as hours worked for
purposes of computing overtime. If an agency observed holiday falls outside of an
employee’s regular shift and the employee does not actually work on the day of the
holiday, the holiday shall not count as hours worked when computing overtime.
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
Manual 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 Manual or pursuant to the requirements of the FLSA.
Section 7.04 – Compensatory Time
A. Compensatory time, in lieu of monetary overtime compensation, shall be
provided at the selection of the employee at a rate equal to one and one-
half (1½) hours for non-exempt employees and one (1) hour for non-
management exempt employees of compensatory time for each hour of
overtime worked to be taken as paid time off. Compensatory time shall be
calculated to the nearest one-quarter hour of overtime worked. The
maximum amount of compensatory time off which shall be accrued is forty
(40) hours.
B. At the employee’s discretion, the employee may sell to the District up to
forty (40) hours of accrued unused compensatory time. An employee must
provide at least fifteen (15) days prior notice to sell-back compensatory
time and will only be paid on the last payday in March and July of each
year. All unused compensatory time accrued as of the last full pay period
in December will be cashed out at the employee’s hourly rate of pay on
the last payday in December.
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C. Selection of accrued compensatory time in lieu of overtime pay shall be
made by the employee at the time he/she submits his/her timesheet. The
usage of compensatory time shall be approved in advance by the
employee’s manager and/or supervisor. An employee desiring to utilize
accrued compensatory time shall submit an Employee Time Off Request
Form to his/her supervisor. Compensatory time off may be taken in 15
minute increments, unless in the supervisor’s sole determination, use of
the compensatory time off for the requested date(s) and time(s), shall
result in an undue hardship to the District.
D. In the event an employee is promoted/reclassified to a Management
classification, the employee shall be paid for all compensatory time on the
books at the employee’s hourly rate of pay prior to the change in
classification.
E. Upon separation from employment, the employee shall be compensated
for all accrued unused compensatory time at the employee’s current
hourly rate of pay.
Section 7.05 – Fatigue Accommodation
The District provides Sr. Maintenance Worker, Sr. Mechanic, and Sr. Plant
Operator classifications fatigue accommodation. In any instance where at the direction
of a supervisor an employee works sixteen (16) or more hours during a 24 hour period
of time, the employee shall be 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 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.
Section 7.06 – Meals During Emergency Service
If an employee is required to remain at work for a minimum of two hours following
the close of his/her regular workday for the purpose of performing emergency overtime
work, the District shall provide that employee with an adequate meal. If an employee is
called out to perform emergency overtime work during the morning hours of a regularly
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scheduled working day, the District shall provide that employee with an adequate meal
if such overtime work continues past the hour of 7 a.m. If an employee is called out to
perform emergency overtime work, the District shall provide an adequate meal at four-
hour intervals during the performance of such overtime work. Meal time is considered
working time and shall be compensated for at the appropriate overtime rate. The
District shall not provide meals before, during or after any overtime work which is
scheduled in advance. If the District is unable to provide the employee with a meal the
employee is authorized to spend up to $10.00 to obtain a meal and shall be reimbursed
upon provision to the District of a receipt.
Section 7.07 – Rest Period
An employee shall be granted one fifteen (15) minute rest period for each four (4)
hours worked. The rest period shall be determined by the supervisor. Rest periods
cannot be combined to extend the lunch period or shorten work hours.
Section 7.08 – Standby Compensation
A Sr. Maintenance Worker or Sr. Plant Operator 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 an 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
Maintenance Worker I and Maintenance Worker 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.”
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Section 7.09 – Call-Out Compensation
A “call-out” occurs when an employee on assigned standby duty is required to
return to a District worksite or is otherwise required to commence work following the
employee’s departure from the worksite at the end of his/her 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 at least two (2) hours’ pay at one and one-half (1½) times the employee’s
hourly 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, this two-hour minimum shall
apply only once. 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 one and one-half (1½) times the
employee’s hourly 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 (1½) hour
minimum call-out compensation provided to the employee for this subsequent call-out.
This one and one-half (1½) hour minimum eligibility shall repeat itself throughout the
standby period as long as there is two (2) hours or more passage of time between the
initial call-out and the subsequent call-out.
EXAMPLE: Start Shift 0700 – End Shift 1630
1630 1700 1730 1800 1830 1900 1930 1945 2000 2030 2100 2130 2200 2230 2300 240
0
Call out
commences
1800 & ends
1900
10
minute
phone
call
30
minute
call
30
minutes
= 2 hours’
pay at 1.5
times hourly
rate
included
in 2 hour
minimum
.25
hours’
pay at
1.5
times
hourly
rate
1.5
hours’
pay at
1.5
times
hourly
rate
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Call-out commences at 1800 hours and is completed at 1900 hours. The
employee would be paid for two (2) hours at one and one-half (1½) times the hourly
rate. At 1930 hours, the employee commences a ten (10) minute call. No additional
payment would be due as the employee has already accrued compensation for the two
(2) hour minimum. At 1945 hours, the employee commences a thirty (30) minute call.
For the call that commenced at 1945 hours, the employee would be paid for .25
additional hours at one and one-half (1½) times the hourly rate, because the call, which
lasted until 2015 hours, commenced during the initial two (2) hour minimum payment
period but exceeded that period by fifteen (15) minutes.
If the initial call-out had commenced at 1830 hours and was completed at 1900
hours and the next call-out had commenced at 2030 hours, the employee would be
eligible for a one and one-half (1½) hour minimum call-out payment at one and one-half
(1½) times the employee’s hourly rate for the call-out that commenced at 2030 hours,
because two (2) hours or more will have passed between the commencement of the
initial call-out and the commencement of the subsequent call-out. If a third call-out was
to commence on or after 2200 hours, the employee would then be eligible for an
additional one and one-half (1½) hour minimum payment.
Where a “call-out” requires the employee to leave his/her residence and respond
to a designated worksite, computation of compensable work hours shall include travel
time to and from the employee’s residence and the worksite. Compensable work hours
shall also include 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.”
Employees shall have a District issued ID badge in his/her possession when
responding to call-outs for ease of identification from outside the vehicle.
ARTICLE IX – LEAVES
Section 9.01 – Holidays
A. The District’s holiday schedule is set forth in Exhibit “G”.
B. 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.
C. For those employees whose scheduled work week is Monday through
Thursday, a District-observed holiday falling on a Friday, Saturday, or
Sunday shall convert into a floating holiday to be used within the fiscal
year in which it is accrued or the following fiscal year. Any unused floating
holiday will be cashed out at the employee’s then hourly rate of pay at the
end of the fiscal year following the fiscal year during which the time was
Exhibit A (1)
Yorba Linda Water District – Unrepresented Employees
Classifications and Salary Ranges
Effective November 11, 2018
CLASSIFICATION TITLE SALARY RANGES FLSA
Accountant UN 25 Exempt
Accounting Assistant II UN 21 Non-Exempt
Assistant General Manager*UN 42 Exempt
Construction Project Supervisor UN 28 Exempt
Customer Service Billing Administrator UN 30 Exempt
Engineering Manager*UN 39 Exempt
Executive Assistant UN 32 Non-Exempt
Finance Manager*UN 39 Exempt
Human Resources Analyst UN 27 Exempt
Human Resources Technician UN 23 Non-Exempt
Human Resources/Risk and Safety Manager* UN 39 Exempt
Information Systems Administrator UN 30 Exempt
Information Technology Manager*UN 37 Exempt
Maintenance Superintendent UN 30 Exempt
Management Analyst UN 28 Exempt
Operations Manager*UN 39 Exempt
Operations Superintendent UN 30 Exempt
Principal Engineer UN 32 Exempt
Production Superintendent UN 31 Exempt
Records Management Administrator UN 30 Exempt
Records Management Specialist UN 19 Non-Exempt
Safety and Training Analyst UN 27 Exempt
Safety and Training Technician UN 23 Non-Exempt
Sr. Accountant UN 30 Exempt
Sr. Engineer UN 30 Exempt
Sr. Maintenance Worker UN 26 Non-Exempt
Sr. Mechanic UN 26 Non-Exempt
Sr. Plant Operator UN 26 Non-Exempt
Sr. Project Manager UN 34 Exempt
* Management Classifications
Exhibit A (2)
Yorba Linda Water District – Unrepresented Employees
Classifications and Salary Ranges
Effective January 1, 2019
CLASSIFICATION TITLE SALARY RANGES FLSA
Accountant UN 25 Exempt
Accounting Assistant II UN 21 Non-Exempt
Assistant General Manager*UN 42 Exempt
Construction Project Manager UN 30 Exempt
Customer Service Billing Administrator UN 30 Exempt
Engineering Manager*UN 39 Exempt
Executive Assistant UN 32 Non-Exempt
Finance Manager*UN 39 Exempt
Human Resources Analyst UN 27 Exempt
Human Resources Technician UN 23 Non-Exempt
Human Resources/Risk and Safety Manager* UN 39 Exempt
Information Systems Administrator UN 30 Exempt
Information Technology Manager*UN 37 Exempt
Maintenance Superintendent UN 30 Exempt
Management Analyst UN 28 Exempt
Operations Manager*UN 39 Exempt
Operations Superintendent UN 30 Exempt
Principal Engineer UN 32 Exempt
Production Superintendent UN 31 Exempt
Records Management Administrator UN 30 Exempt
Records Management Specialist UN 19 Non-Exempt
Safety and Training Analyst UN 27 Exempt
Safety and Training Technician UN 23 Non-Exempt
Sr. Accountant UN 30 Exempt
Sr. Engineer UN 30 Exempt
Sr. Maintenance Worker UN 26 Non-Exempt
Sr. Mechanic UN 26 Non-Exempt
Sr. Plant Operator UN 26 Non-Exempt
Sr. Project Manager UN 34 Exempt
* Management Classifications