HomeMy WebLinkAbout2019-02-26 - Resolution No. 2019-04 RESOLUTION NO. 2019-04
RESOLUTION OF THE BOARD OF DIRECTORS
OF THE YORBA LINDA WATER DISTRICT
AMENDING SECTIONS 3.01 AND 6.02, 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, the Board of Directors then adopted Resolution No. 18-35 amending
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 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 Sections 3.01 and 6.02
of the Manual to add Director of Public Affairs to the Management
Employees definition and add Sr. Field Customer Service
Representative/Meters to the Certificate Pay section; and
WHEREAS, it is also the desire of the Board of Directors to further amend Exhibit A of
the Manual for Unrepresented Employees to remove the Management
Analyst classification and salary range and add the Director of Public
Affairs, Sr. Management Analyst and Sr. Field Customer Service
Representative/Meters classifications and salary ranges effective March 3,
2019.
Resolution No.2019-04 Amending the Personnel Manual for Unrepresented Employees 1
NOW THEREFORE BE IT RESOLVED by the Board of Directors of the Yorba Linda
Water District as follows:
Section 1. That effective March 3, 2019, Sections 3.01 and 6.02 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 2. That effective March 3, 2019, Exhibit A 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.
PASSED AND ADOPTED this 26th day of February 26 by the following called vote:
AYES: Directors Hall, Jones, and Miller
NOES: Director Nederhood
ABSTAIN: None
ABSENT: Director Hawkins
Brooke oneresident
Yorba Linda ater District
ATTEST:
Annie Alexander, Board Secretary
Yorba Linda Water District
Reviewed as to form by General Counsel:
Andrew B-Gagen, sq.
Kidman Gagen Law LLP
Resolution No.2019-04 Amending the Personnel Manual for Unrepresented Employees 2
Unrepresented Employees Personnel Manual 1
2018-2023
YORBA LINDA WATER DISTRICT
PERSONNEL MANUAL FOR UNREPRESENTED EMPLOYEES
EFFECTIVE JULY 1, 2018
Yorba Linda Water District (“District”) hereby presents this Personnel Manual
(“Manual”) describing the salaries, benefits and special conditions offered by the District
and establishing rules, regulations, and procedures for its Unrepresented Employees
(“Employees”) which shall be effective July 1, 2018, unless otherwise noted, through June
30, 2023.
ARTICLE I – MANAGEMENT RIGHTS
Section 1.01 – General
There are no provisions in this Manual that shall be deemed to limit or curtail the
District in any way in the exercise of the rights, powers and authority which the District had
prior to this Personnel Manual unless and only to the extent that the provisions of this
Manual specifically curtail or limit such rights, powers and authority. The Manual does not
create any contract of employment, expressed or implied, or any rights in the nature of a
contract.
ARTICLE II – RECOGNITION
Section 2.01 – General
The provisions of this Manual shall apply to the Unrepresented Employees’
(formerly Professional and Confidential Employee Group, and Management Employee
Group) as specified in Exhibit “A”.
The Assistant General Manager is at-will and serves at the will of the General
Manager and may be dismissed without cause or right of appeal. Articles X, XI, and XII
of this Personnel Manual do not apply to this classification.
Provisions of this Manual do not apply to part-time, temporary, limited term,
contract or intern personnel (employees) unless specifically noted in this manual, District
Policy or the employee’s contract.
ARTICLE III – DEFINITIONS
Section 3.01 – Definitions
The following terms as used in this Personnel Manual shall, unless the context
clearly indicates otherwise, have the respective meanings described below:
Unrepresented Employees Personnel Manual 2
2018-2023
CLASSIFICATION: All positions sufficiently similar in duties, authority, responsibility
and working conditions to permit grouping under common title and the application of
common standards of selection, transfer, promotion and salary.
CONTINUOUS SERVICE: The service of an employee in a payroll status without
interruption except for authorized leave(s) of absence from date of hire.
DAY: One calendar day, unless expressly noted otherwise.
DEMOTION: The voluntary or involuntary transfer of an employee from one
classification to another classification with a lower salary grade.
DEPARTMENT HEAD: One who functions directly under the authority of the General
Manager and Assistant General Manager, has direct responsibility for a particular
department or major function, and manages its staff, policies and budget.
DISCIPLINARY ACTION: The discharge, demotion, reduction of pay, suspension, or
the issuance of a written reprimand or formal warning. A performance evaluation is not
a disciplinary action, regardless of the rating.
ELIGIBLE: A person whose name is on an employment list, promotional list or
reemployment list.
EMPLOYEE: An individual within a classification included in Exhibit “A.” Regardless of
duties, anybody whom the District deems an independent contractor or volunteer shall
not be considered an “employee” for purposes of this Manual.
EMPLOYMENT LIST:
A. Eligibility List -- A list of candidates who have qualified in an examination
open to all qualified individuals and who are eligible for appointment.
B. Promotional -- A list of candidates who have qualified in an examination
open only to qualified District employees and who are eligible for
appointment.
C. Reemployment -- A list of former employees who have been laid off and
who are eligible for reemployment in his/her former classification or in a
comparable classification carrying the same or lower maximum rate of
pay.
D. Reinstatement -- A list of former employees who resigned from the District
in good standing and who are eligible for reinstatement to his/her former
classification carrying the same or lower maximum rate of pay.
Unrepresented Employees Personnel Manual 3
2018-2023
EXEMPT EMPLOYEE: An employee who is exempt from the overtime payment
provisions of FLSA.
FAIR LABOR STANDARDS ACT (FLSA): The Federal Law which guarantees non-
exempt employees pay at one and one-half (1½) times for working overtime.
FISCAL YEAR: A twelve month period from July 1 to June 30 in which the District
plans, budgets, appropriates and expends its funds.
FULL-TIME POSITION: A position requiring the incumbent to work forty hours or more
per week.
GRIEVANCE: A claim by a regular employee that the District has violated,
misrepresented or misapplied an obligation to the employee, as expressed in the
Personnel Manual or other administrative rules, policy, procedures or regulations.
Disciplinary actions, the content of performance evaluations, failure of probation, merit
increases, reclassification, layoff, transfer or challenges to examinations or appointment
are not subject to the grievance procedure. The grievance procedure shall not be used
to establish new policies or change any existing rules.
GRIEVANCE PROCEDURE: The process by which the validity of a grievance is
determined.
IMMEDIATE FAMILY: Employee's spouse, domestic partner, parents, children
(stepchildren,) foster children, sisters, brothers, grandparents, grandchildren, mother-in-
law, father-in-law.
LAYOFF: Termination of employment due to elimination of position because of lack of
work or lack of available funding, reorganization or an action deemed by the Board to be
in the public interest.
LEAVE OF ABSENCE: Permission to be absent from work for a specified purpose, with
the right to return before or upon the expiration of the leave period.
MANAGEMENT EMPLOYEES: Employees within the Assistant General Manager,
Director of Public Affairs, Engineering Manager, Finance Manager, Human
Resources/Risk and Safety Manager, Information Technology Manager, and
Operations Manager classifications.
MERIT INCREASE: An increase in the base pay rate of an employee from his/her
current Step to a higher Step in the salary Range established for his/her classification.
The amount of merit increase is awarded based on the employee’s overall performance
rating as documented on the Performance Appraisal, not on longevity.
NON-EXEMPT EMPLOYEE: An employee who is covered by the overtime provisions
of FLSA.
Unrepresented Employees Personnel Manual 4
2018-2023
OVERTIME: The time which an exempt or a non-exempt employee is required or
permitted to work beyond forty hours in a 7 day work period. Non-exempt employees
receive time and a half pay for the hours worked. Exempt non-management employees
receive an hour of pay for each hour worked.
PART-TIME POSITION: A position requiring the incumbent to work less than forty (40)
hours per week. Employees working less than thirty (30) hours per week serve at the
will of the General Manager, and may be terminated without cause or without hearing or
right of appeal. Employees working 30 hours or more may receive some benefits.
POSITION: A combination of duties assigned to be performed by one person.
PROBATIONARY EMPLOYEE: An employee whose regular status is contingent upon
successful completion of a prescribed period of observation to determine that the
employee possesses the ability to perform the duties of the position. The original
probationary period is a 12 month working test period and the promotional probationary
period is a 6 month working test period, during which an employee is required to
demonstrate his/her ability to perform the duties of their position.
PROMOTION: The movement of an employee from one classification to another
classification with a higher rate of pay.
RECLASSIFICATION: The reassignment of a position from one classification title or
grade to a different classification title or grade in accordance with a reevaluation of the
minimum qualifications, duties, and responsibilities of the position in question.
REGULAR FULL TIME EMPLOYEE/REGULAR PART TIME EMPLOYEE: An
employee who has completed the Probationary Period and is occupying a position
established on a continuing basis, as distinct from temporary employees who serve on a
seasonal or intermittent basis. A regular part time employee works thirty hours or more
and has completed probation.
SALARY SCHEDULE: An annual listing of the minimum through maximum salary
grades of pay for all defined District classifications, as prepared by the General
Manager and adopted by the Board of Directors.
SENIORITY: Seniority is defined as the length of continuous service in the employee's
present classification or in higher or equal classification regardless of the department to
which assigned.
SEPARATION: The separation of an employee from District service because of
retirement, resignation, termination, permanent disability, dismissal or death.
STEP: The various increments of a salary range, from minimum to maximum,
authorized for the subject classification.
Unrepresented Employees Personnel Manual 5
2018-2023
SUSPENSION: An involuntary absence imposed by the General Manager for
disciplinary purposes or pending investigation or charges.
TEMPORARY EMPLOYEE: An employee in a position that is intended to be occupied
on less than a year-round basis including, but not limited to the following: to cover
seasonal peak workloads; emergency extra workloads of limited duration; vacation
relief, paid sick leave or other situations involving a fluctuating staff. Ordinarily, such
positions shall not be authorized for over six months. Temporary employees, serve at
the will of the General Manager, and may be terminated without cause or without
hearing or right of appeal.
TRANSFER: Change of an employee from one classification to another having the
same maximum salary and similar duties and basic qualifications.
WORKWEEK: A regularly reoccurring period of seven (7) consecutive twenty-four (24)
hour days.
ARTICLE IV – CLASSIFICATION AND COMPENSATION
Section 4.01 – Compensation
The following base salary increases are considered “persable” compensation and
lump sum payments are considered “non-persable” compensation.
A. On July 12, 2018, employees shall receive a 1% increase to his/her base
salary (Exhibit “B”). On November 15, 2018, employees shall receive a
lump sum payment equivalent to 2% of his/her current hourly rate of pay
as of November 10, 2018 multiplied by 2080.
B. On July 11, 2019, employees shall receive a 2% increase to his/her base
salary (Exhibit “C”). On November 14, 2019, employees shall receive a
lump sum payment equivalent to 1% of his/her current hourly rate of pay
as of November 9, 2019 multiplied by 2080.
C. On July 9, 2020, employees shall receive a 1% increase to his/her base
salary (Exhibit “D”). On November 12, 2020, employees shall receive a
lump sum payment equivalent to 2% of his/her current hourly rate of pay
as of November 7, 2020 multiplied by 2080.
D. On July 8, 2021, employees shall receive a 2% increase to his/her base
salary (Exhibit “E”). On November 10, 2021, employees shall receive a
lump sum payment equivalent to 1% of his/her current hourly rate of pay
as of November 6, 2021 multiplied by 2080.
E. On July 7, 2022, employees shall receive a 1% increase to his/her base
salary (Exhibit “F”). On November 10, 2022, employees shall receive a
Unrepresented Employees Personnel Manual 17
2018-2023
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. Field Customer Service
Representative/Meters, Sr. Plant Operator, and 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
Unrepresented Employees Personnel Manual 18
2018-2023
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)
Unrepresented Employees Personnel Manual 19
2018-2023
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
Exhibit A
Yorba Linda Water District – Unrepresented Employees
Classifications and Salary Ranges
Effective March 3, 2019
SALARY RANGES FLSA
UN 25 Exempt
UN 21 Non-Exempt
UN 42 Exempt
UN 30 Exempt
UN 30 Exempt
UN 34 Exempt
UN 39 Exempt
UN 32 Non-Exempt
UN 39 Exempt
UN 27 Exempt
UN 23 Non-Exempt
UN 39 Exempt
UN 30 Exempt
UN 37 Exempt
UN 30 Exempt
UN 39 Exempt
UN 30 Exempt
UN 32 Exempt
UN 31 Exempt
UN 30 Exempt
UN 19 Non-Exempt
UN 27 Exempt
UN 23 Non-Exempt
UN 30 Exempt
UN 23 Non-Exempt
UN 30 Exempt
UN 26 Non-Exempt
UN 33 Exempt
UN 26 Non-Exempt
UN 26 Non-Exempt
UN 34 Exempt
CLASSIFICATION TITLE
Accountant
Accounting Assistant II
Assistant General Manager*
Construction Project Manager
Customer Service Billing Administrator
Director of Public Affairs*
Engineering Manager*
Executive Assistant
Finance Manager*
Human Resources Analyst
Human Resources Technician
Human Resources/Risk and Safety Manager*
Information Systems Administrator
Information Technology Manager*
Maintenance Superintendent
Operations Manager*
Operations Superintendent
Principal Engineer
Production Superintendent
Records Management Administrator
Records Management Specialist
Safety and Training Analyst
Safety and Training Technician
Sr. Accountant
Sr. Field Customer Service Representative/Meters
Sr. Engineer
Sr. Maintenance Worker
Sr. Management Analyst
Sr. Mechanic
Sr. Plant Operator
Sr. Project Manager
* Management Classifications