HomeMy WebLinkAboutResolution 1959 - 0762RESOLUTION NO.762 1
RESOLUTION PROVIDING FOR RULES AND
REGULATIONS RELATIVE TO CONDITIONS
OF EMPLOYI€NT
The Board of Directors of County Sanitation District No.1
of Orange County,California,resolves as follows:
~‘J1iEREAS,this Board on November 12,1959 approved and adopted
a certain report entitled ‘Personnel Policies and Practices,Orange
County Sanitation Districts,July,1959”,prepared by Louis J.
Kroeger and Associates;and
WHEREAS,It is the intent of this resolution to put into opera
tion those recommendations in said report relating to rules and
regulations relative to conditions of employment,with certain
deviations therefrom as hereinafter provided;
NOW THEREFORE BE IT RESOLVED
That the following rules and regulations be established to
govern the terms of employment for all persons,except the General
Counsel,employed by the County Sanitation Districts of Orange
County,by and through the Joint Administrative Organization:
1.Eight (8)hours shall constitute a day’s work for all
employees unless otherwise provided by resolution of the Boards.
2.Except as may be otherwise provided by resolution,the
official work week of the District shall be five (5)working days of
eight (8)hours each.It shall be the duty of the General Manager
to arrange the work so that no employee shall work more than five (5)
days in each calendar week;except that the General Manager or his
designee may require any employee temporarily to perform service in
excess of five (5)days per week when public necessity or convenience
so requires.
3.If,in the judgment of the General Manager or his
designee,work beyond the normal work day and/or work week provided
in this resolution is required of an employee paid on a monthly
basis,such overtime service will be compensated for in equivalent
time of f to be taken not later than one month following the month in
-1-
which the overtime servIce was performed;provided,however,that
if the General Manager or his designee determines that the work
load and schedule of an employee is such that all of such equivalent
time of f cannot be taken,the employee shall be paid for any overtime
service remaining after any such equivalent time off is taken at
the same rate at which the employee was employed during the month
the overtime service was performed.Any such overtime pay shall be
s~parately itemized and paid on the payroll for the month following
the month in which overtime service is performed and shall not exceed
ten percent (10%)of the regular monthly pay of the employee
on any payroll.After such payment is made,no further compensation
will be allowed for overtime service for the month for which such
payment is made.
All overtime accrued prior to the effective date of this
resolution shall be compensated for in equivalent time off within
twelve (12)months,provided that not more than three (3)days
of such equivalent time off may be allowed off in any one month.
If at the end of twelve months after the effective date of this
resolution the employee has not taken such equivalent time off,no
further compensation for such prior accrued overtime will be
allowed.
)4~For overtime service performed after the effective date
of this resolution,the maximu~n amount of equivalent time off shall
be twelve (12)working days in any calendar year,unless otherwise
ordered by the Boards.
Any employee separating from the Districts’service who has
performed overtime service either prior to or after the effective
date of this resolution and which overtime service has not been
compensated for as provided above,shall be entitled to full pay at
his regular rate for such overtime service.Any such overtime pay
shall be separately itemized and paid in a lump sum on the payroll
following separation.When separation is caused by the death of
—2-
an employee,payment shall be made to the estate of such employee,
or in applicable cases,as provided by Section 630 of the Probate
Code.Nothing in this section shall be interpreted as preventing
the General Manager from filling a position vacated by separation
immediately following the last day actually worked by the.separated
employee.
~.Whenever any person employed in a position,the com
pensation for which is fixed at an hourly rate,shall be required
to work overtime,such person shall be paid for such overtime
service at the hourly rate at which he Is employed~provided that
any such additional compensation shall be separately itemized
on the payroll.
6.No addItional employee.may be engagedasa substitute
for a regular employee who is on leave of absence with pay on
account of overtime service,it being the.intent of this provision
that where persons are allowed time off with pay for overtime
service the work must be carried on without additional cost or
expense.
7.Any employee occupying a permanent position at a monthly
salary who is required to work on a holiday shall be entitled to
equivalent time off.
8.Every person holding a duly established full time permanent
position shall be entitled to an annual paid vacation of fifteen
(15)full work1n~days for each year of service,dating from the
date of commencement of his service.Absence because of injury or
sickness which is covered by accumulated sick leave shall not be a
bar to the granting of such annual vacation.The granting of any
leave of absence without pay exceeding fifteen (15)calendar days
shall cause the employee’s eligibility date for annual vacation to
be postponed a number of days equal to the number of calendar days
the employee is on leave of absence without pay less the first
fifteen (15)calendar days of such leave.
9.Every person holding a position which is duly designated
as intermittent or part time shall be allowed an anrAual vacation
consisting of one working day for each twenty (20)days actually
worked in the year preceding,dating from the original date of
employment,provided that he shall have actually worked not less
than two hundred (200)full days during such preceding year..Em
ployees In positions which are designated as temporary shall not
be eligible for vacation.
10..All earned vacation shall be taken during the year immedi
ately following the year in which it was earned.Under no circum
stances will an employee be permitted to accumulate more than one
year’s vacation privileges.
11.Any person separating from the Districts’service who has
not yet taken his earned vacation,if any,for his previous year’s
service shall be entitled to pay in lieu of such vacation.When
separation is eaused by death of an employee,payment shall be made
to the estate of such employee,or in applicable cases,as provided
by Section 630 of the Probate Code.In computing the payment for
-4-
such vacation the employee’s vacation time shall be projected for
ward from his last day worked the same number of actual working days
as he is entitled to in vacation.Nothing in this section shall
be interpreted as preventing the General Manager from filling a
position vacated by separation immediately following the last day
actually worked by the separated employee.Vacation pay of the
separating employee shall be specifically set forth on the payroll.
12.No person shall be permitted to work for compensation for
the Districts in another capacity during the time of his paid
vacation.
13.Every employee holding a duly established full time perma
nent position,whether paid by the month or by the hour,shall
accrue one working day sick leave with pay for each full calendar
month of actual continuous service cumulative to but not exceeding
one hundred (100)working days,except that no employee shall earn
sick leave credit during a calendar month in which he is absent
without pay more than three working days.
l~4.Sick leave may be applied only to absence caused by ill
ness or injury of an employee and may not extend to absence caused
by illness or injury of a member of the employee’s family.Ap
plication of accumulated sick leave to medical and dental office
calls during working hours may be authorized at the discretion of
the General Manager.In any instance involving use of a fraction
of a day’s sick leave,the minimum charge to the employee’s sick
leave account shall be one hour,while additional actual absence
over one hour shall be charged to the nearest full hour.The
c~eneral Manager shall be responsible for control of abuse of the
sick leave privilege.The employee may be required to furnish a
certificate issued by a licensed physician or nurse,or other satis
factory evidence of illness.Employees in positions which are
designated as temporary shall not be eligible for sick leave with
pay.
15.Whenever any employee is compelled by direction of his
physician to be absent from duty on account~of injury arising out
of and in the course of his employment,he shall receive full com
perisation during the first seven (7)calendar days of such absence.
Thereafter during such absence he may elect to apply pro-rated
accrued sick leave to such absence and to receive compensation
therefor in the amount equal to the difference between the compen
sation to which he is entitled under the Workmen1s Compensation Act
and his regular pay not to exceed the amount of his earned sick
leave.An employee may also elect to use any earned vacation time
and equivalent time off for overtime in like manner after his sick
leave is exhausted.
16.Whenever any person holding a duly established permanent,
full time position is compelled to be absent from duty by reason
of the death or critical illness where death appears to be Imminent,
of either father,mother,brother,sister,wife,husband,or child,
such person shall be entitled to a maximum of three (3)working
days absence with pay.
17.Any employee holding a duly established permanent position
may be granted a leave of absence without pay upon written request
approved by the General Manager.A leave of absence must be re
quested in all instances where an employee is absent without pay
for more than three consecutive working days.A leave without pay
may be granted for any of the following reasons:
a.Illness or disability
b.Pregnancy
c.To take a course of study which will increase the
employee~s usefulness on return to his position
d.For personal reasons acceptable to the General Manager
18.A supervisory employee may recommend a suspension or
dis~Ipl1nary leave without pay not to~exceed tht±’ty(30)working
days,when in his judgment such action will best serve the public
interest.He shall transmit his recommendation to the General
Manager for his decision.
-6-
19.Requests for leave of absence without pay shall be made up
on prescribed forms and shall state specifically the reason for the
request,the date when it is desired to begin the leave and the
probable date of return.The request shall normally be initiated
by the employee but may be initiated by his supervisor,and upon
written recommendation of the supervisor that it be granted,modi
fied or denied shall be promptly transmitted to the General Manager,
whose action shall be final.
20.P~leave of absence without pay may be for a period not to
exceed one year,provided tha~the Boards may extend such leave for
an additional period not to exceed one year.Procedure in granting
extensions shall be the same as that in granting the original leave
provided that the request for extension must be made not later than
ten (10)days after expiration of the original leave.
21.Whenever an employee who has been granted a leave without
pay desires to return before expiration of such leave he shall
notify the General Manager as soon as possible in advance of the
return.
22.The General Manager shall require evidence of good health
and freedom from disability defects,as shown by a recent medical
examination,as a condition to appointment to any position;and may
periodically thereafter require further medical examination of
employees at the Districts’expense.Chronic or persistent illness,
or a disabling physical defect not arising out of employment by
the Districts,shall be cause for separation from the service.
23.Employees required to wear uniforms or protective garments
shall be provided with regular laundering thereof at the Districts’
expense.
24.The following paid holidays shall be granted to all em
ployees holding duly established permanent,full time positions;
January 1,February 12,February 22,Good Friday from 12 noon to
3 p.m.,May 30,July 4,Labor Day,November 11,ThanksgivIng Day,
December 25.
—7-
Any employee eligible to receive paid holidays who is required
to work on a holiday shaJ.l be entitled to equivalent time off as
provided In these rules.
When a holiday falls on a Sunday,the following r.~onday will be
observed as a holiday.When a holiday falls on the regularly
scheduled same day off of a work week for an employee who Is
eligible to receive paid holidays,the employee shall be entitled
to an additional day as equivalent time off.
BE IT FURT~R RESOLVED,that the rules and regulations herein
above adopted be effective January 1,1960.
BE IT FURTHER RESOLVED,that any and all prior resolutions and
motions or portions thereof in conflict herewith be and are hereby
repealed and of no further effect.
-8-
The above and foregoing Resolution No.762-1 was regularly
passed and adopted by the Board of Directors of County Sanitation
District No,,1 at a regular meeting of said Boa~d held on the 9th
day of December,l959~,
:
__
Ora Mae M~rrit~,Secret~.cy of the
Board of Directors of County
Sanitation District No.1 of
Orange County,California
STATE OF CALIFORNIA)
ss
COUNTY OF ORANGE )
I,ORA MAE MERRITT,Secretary of the Board of Directors of
County Sanitation District No,1.of Orange County,California,do
hereby certify that the above and foregoing Resolution No.762-1
was regularly passed and adopted at a regular meeting of said Board
on the 9th day of December,1959 by the following roll call vote
to wit:
AYES:Directors A,Allen R&1,A.IL Meyers
and Wilits IL Warner
NOES:Directors I~Ione
ABSENT:Directors None
IN WITNESS WHEREOF,I have hereunto set my hand and affixed
the official seal of County Sanitation District No,1 of Orange
County,Catifornia,this 9th day of December,1959.
Ora Mae Merritt,Secretary of he
Board of Directcrs of County
Sanitation District No.1 of
Orange County,California
-9-
RESOLUTION NO.762~2
RESOLUTION PROVIDING FOR RULES AND
REGULATIONS RELATIVE TO CONDITIONS
OF EMPLOYI€NT
The Board of Directors of County Sanitation District No.2
of Orange County,California,resolves as follows:
WHEREAS,this Board on November 12,1959 approved and adopted
a certain report entitled “Personnel Policies and Practices1 Orange
County Sanitation Districts,July,1959”,prepared by Louis J.
Kroeger and Associates;and
WHEREAS,it is the intent of this resolution to put into opera
tion those recommendations in said report relating to rules and
regulations relative to conditions of employment,with certain
deviations therefrom as hereinafter provided;
NOW THEREFORE BE IT RESOLVED
That the following rules and regulations be established to
govern the terms of employment for all persons,except the General
Counsel,employed by the County Sanitation Districts of Orange
County,by and through the Joint Administrative Organization:
1.Eight (8)hours shall constitute a day’s work for all
employees unless otherwise provided by resolution of the Boards.
2.Except as may be otherwise provided by resolution,the
official work week of the District shall be five (5)working days of
eight (8)hours each.It shall be the duty of the General Manager
to arrange the work so that no employee shall work more than five (5)
days in each calendar week;except that the General Manager or his
designee may require any employee temporarily to perform service in
excess of five (5)days per week when public necessity or convenience
so requires.
3.If1 in the Judgment of the General Manager or his
designee,work beyond the normal work day and/or work week provided
in this resolution is required of an employee paid on a monthly
basis,such overtime service will be compensated for in equivalent
time of f to be taken not later than one month following the month in
-1—
which the overtime service was performed;provided,however,that
if the General Manager or his designee determines that the work
load and schedule of an employee is such that all of such equivalent
time off cannot be taken,the employee shall be paid for any overtime
service remaining after any such equivalent time off is taken at
the same rate at which the employee was employed during the month
the overtime service was performed.Any such overtime pay shall be
separately itemized and paid on the payroll for the month following
the month in which overtime service is performed and shall not exceed
ten percent (iO~)of the regular monthly pay of the employee
on any payroll.After such payment is made,no further compensation
will be allowed for overtime service for the month for which such
payment is made.
All overtime accrued prior to the effective date of this
resolution shall be compensated for in equivalent time of f within
twelve (12)months,provided that not more than three (3)days
of such equivalent time off may be allowed off in any one month.
If at the end of twelve months after the effective date of this
resolution the employee has not taken such equivalent time off,no
further compensation for such prior accrued overtime will be
allowed.
)4•For overtime service performed after the effective date
of this resolution,the maximum amount of equivalent time off shall
be twelve (12)working days in any calendar year,unless otherwise
ordered by the Boards.
Any employee separating from the Districts’service who has
performed overtime service either prior to or after the effective
date of this resolution and which overtime service has not been
compensated for as provided above,shall be entitled to full pay at
his regular rate for such overtime service.Any such overtime pay
shall be separately itemized and paid in a lump sum on the payrDll
following separation.When separation is caused by the death of
-2-
an employee,payment shall be made to the estate of such employee,
or in applicable cases,as provided by Section 630 of the Probate
Code.Nothing in this section shall be interpreted as preventing
the General Manager from filling a position vacated by separation
immediately following the last day ~actually worked by the.separated
employee.
5.Whenever any person employed in a position,the com
pensation for which is fixed at an hourly rate,shall be required
to work overtime,such person shall be paid for such overtime
service at the hourly rate at which he is employed provided that
any such additional compensation shall be separately itemized
on the payroll.
6.No additional anip1pyee~may be engaged asa substitute
for a regular employee who is on leave of absence with pay on
account of overtime service,it being the.intent of this provision
that where persons are allowed time off with pay for overtime
service the work must be carried on without additional cost or
expense.
7.Any employee occupying a permanent position at a monthly
salary who is required to work on s holiday shall be entitled to
equivalent time off.
8.Every person holding a duly established full time permanent
position shall be entitled to an annual paid vacation of fifteen
(15)full working days for each year of service,dating from the
date of commencement of his service.Absence because of Injury or
sickness which Is covered by accumulated sick leave shall not be a
bar to the granting of such annual vacation.The granting of any
leave of absence without pay exceeding fifteen (15)calendar days
shall cause the employee’s eligibility date for annual vacation to
be postponed a number of days equal to the number of calendar days
the employee is on leave of absence without pay less the first
fifteen (15)calendar days of such leave.
9.Every person holding a position which is duly designated
as Intermittent or part time shall be allowed an annual vacation
consisting of one working day for each twenty (20)days actually
worked in the year preceding,dating from the original date of
employment,provided that he shall have actually worked not less
than two hundred (200)full days during such preceding year.,Em
ployees in positions which are designated as temporary shall not
be eligible for vacation.
10..All earned vacation shall be taken during the year immedi
ately following the year In which it was earned.Under no circum
stances will an employee be permitted to accumulate more than one
year’s vacation privileges.
11.Any person separating from the Districts’service who has
not yet taken his earned vacation,if any,for his previous year’s
service shall be entitled to pay in lieu of such vacation.When
separatIon is caused by death of an employee,payment shall be made
to the estate of such employee,or in applicable cases,as provided
by Section 630 of the Probate Code.In computing the payment for
-4-
such vacatIon the employee’s vacatlontime shall be projected for
ward from his last day worked the same number of actual working days
as he is entitled to In vacation.Nothing In this section shall
be Interpreted as preventing the General Manager from filling a
position vacated by separation immediately following the last day
actually worked by the separated employee.Vacation pay of the
separating employee shall be specifically set forth on the payroll.
12.No person shall be permitted to work for compensation for
the Districts in another capacity during the time of his paid
vacation.
13.Every employee holding a duly established full time perma
nent position,whether paid by the month or by the hour,shall
accrue one working day sick leave with pay for each full calendar
month of actual continuous service cumulative to but not exceeding
one hundred (100)working days,except that no employee shall earn
sick leave credit during a calendar month in which he is absent
without pay more than three working days.
l~4.Sick leave may be applied only to absence caused by ill
ness or injury of an employee and may not extend to absence caused
by illness or injury of a member of the employee’s family.Ap
plication of accumulated sick leave to medical and dental office
calls during working hours may be authorized at the discretion of
the General Manager.In any instance involving use of a fraction
of a day’s sick leave,the minimum charge to the employee’s sick
leave account shall be one hour,while additional actual absence
over one hour shall be charged to the nearest full hour.The
General Manager shall be responsible for control of abuse of the
sick leave privilege.The employee may be required to furnish a
certificate issued by a licensed physician or nurse,or other satis
factory evidence of Illness.Employees in positions which are
designated as temporary shall not be eligible for sick leave with
pay.
-5-
15.Whenever any employee is compelled by direction of his
physician to be absent from duty on account~of injury arising out
of and in the course of his employment,he shall receive full com
pensation during the first seven (7)calendar days of such absence.
Thereafter during such absence he may elect to apply pro-rated
accrued sick leave to such absence and to receive compensation
therefor in the amount equal to the difference between the compen
sation to which he is entitled under the Workmen’s Compensation Act
and his regular pay not to exceed the amount of his earned sick
leave.An employee may also elect to use any earned vacation time
and equivalent time off for overtime in like manner after his SiCk
leave is exhausted.
16.Whenever any person holding a duly established permanent,
full time position is compelled to be absent from duty by reason
of the death or critical illness where death appears to be imminent,
of either father,mother,brother,sister,wife,husband,or child,
such person shall be entitled to a maximum of three (3)working
days absence with pay.
17.Any employee holding a duly established permanent position
may be granted a leave of absence without pay upon written request
approved by the General Manager.A leave of absence must be re
quested in all instances where an employee is absent without pay
for more than three consecutive working days.A leave without pay
may be granted for any of the following reasons:
a.Illness or disability
b.Pregnancy
c.To take a course of study which will increase the
employee’s usefulness on return to his position
d.For personal reasons acceptable to the General Manager
18.A supervisory employee may recommend a suspension or
disciplinary leave without pay not tolexceed thtt~ty1(3O)working
days,when in his judgment such action will best serve the public
interest.He shall transmit his recommendation to the General
Manager for his,decision.
-6-
19.Requests for leave of absence without pay shall be made up
on prescribed forms and shall state specifically the reason for the
request,the date when it is desired to begin the leave and the
probable date of return.The request shall normally be initiated
by the employee but may be initiated by his supervisor,and upon
written recommendation of the supervisor that It be granted,modi
fied or denied shall be promptly transmitted to the General Manager,
whose action shall be final.
20.A leave of absence without pay may be for a period not to
exceed one year,provided that the Boards may extend such leave for
an additional period not to exceed one year.Procedure in granting
extensions shall be the same as that In granting the original leave
provided that the request for extension must be made not later than
ten (10)days after expiration of the original leave.
21.Whenever an employee who has been granted a leave without
pay desires to return before expiration of such leave he shall
notify the General Manager as soon as possible in advance of the
return.
22.The General Manager shall require evidence of good health
and freedom from disability defects,as shown by a recent medical
examination,as a condition to appointment to any position;and may
periodically thereafter require further medical examination of
employees at the Districts expense.Chronic or persistent illness,
or a disabling physical defect not arising out of employment by
the Districts,shall be cause for separation from the service.
23.Employees required to wear uniforms or protective garments
shall be provided with regular laundering thereof at the Districts.’
expense.
24.The following paid holidays shall be granted to all em
ployees holding duly established permanent,full time positions;
January 1,February 12,February 22,Good Friday from 12 noon to
3 p.m.,May 30,July 14,Labor Day,November 11,ThanksgivIng Day,
December 25.
(
~Any employee eligible to receive paid holidays who is required
to work on a holiday shall be entitled to equivalent time off as
provided in these rules.
When a holiday falls on a Sunday,the following Monday will be
observed as a holiday.When a holiday falls on the regularly
scheduled same day off of a work week for an employee who ~.s
eligible to receive paid holidays,the employee shall be entitled
to an additional day as equivalent time off.
BE IT FURTRER RESOLVED,that the rules and regulations herein
above adopted be effective January 1,1960.
BE IT FURTHER RESOLVED,that any and all prior resolutions and
motions or portions thereof in conflict herewith be and are hereby
repealed and of no further effect.
-8-
The above and foregoing Resolution No.762-2 was regularly
passed and adopted by the Board of Directors of County Sanitation
District No9 2 at a regular meeting of said Board held on the 9th
day of December,l959~
Ora Mae Merritt,Secreta~y of the
Board of Directors of County
Sanitation District No.2 of
Orange County,California
STATE OF CALIFORNIA)
ss
COUNTY OF ORANGE ).
I,ORA MAE MERRITT,Secretary of the Board of Directors of
County Sanitation District No.2 of Orange County,California,do
hereby certify that the above and foregoing Resolution No.762-2
was regularly passed and adopted at a regular meeting of said Board
on the 9th day of December,1959 by the following roll call vote
to wit:
AYES:Directors Frank 3.Schweitzer,Jr.,Howard M.Cornwefl,
Glenn G.Fry,A.Alien Hail,Rex A.k’arka,Raymond L.
Pound,Wàlter W.Walker,Robert Wardlow and Willis H.
Warner
IN WITNESS WHEREOF,I have hereunto set my hand and affixed
the official seal of County Sanitation District No.2 of Orange
County,California,this 9th day of December,l959~
~
Ora Mae Merritt,Secretary of th
Board of Directcrs of County
Sanit&tion District No.2 of
Orange County,California
NOES:Directors None
ABSENT:Directors W.A.MacKiunon
-9-
RESOLUTION NO.762~3
RESOLUTION PROVIDING FOR RULES AND
REGULATIONS RELATIVE TO CONDITIONS
OF EMPLOYMENT
The Board of Directors of County Sanitation District No.3
of Orange County,California,resolves as follows:
WHEREAS,this Board on November 12,1959 approved and adopted
a certain report entitled nlpersonnel Policies and Practices,Orange
County Sanitation DistrIcts,July,1959’,prepared by Louis J.
Kroeger and Associates;and
WHEREAS,It is the intent of this resolution to put into opera
tion those recommendations in said report relating to rules and
regulations relative to conditions of employment,with certain
deviations therefrom as hereinafter provided;
NOW T}~REFORE BE IT RESOLVED
That the following rules and regulations be established to
govern the terms of employment for all persons,except the General
Counsel,employed by the County Sanitation Districts of Orange
County,by and through the Joint Administrative Organization:
1.Eight (8)hours shall constitute a day’s work for all
employees unless otherwise provided by resolution of the Boards.
2.Except as may be otherwise provided by resolution,the
official work week of the District shall be five (5)working days of
eight (8)hours each.It shall be the duty of the General Manager
to arrange the work so that no employee shall work more than five (5)
days in each calendar week;except that the General Manager or his
designee may require any employee temporarily to perform service in
excess of five (5)days per week when public necessity or convenience
so requires.
3.If,in the judgment of the General Manager or his
designee,work beyond the normal work day and/or work week provided
in this resolution is required of an employee paid on a monthly
basis,such overtime service will be compensated for in equivalent
time off to be taken not later than one month following the month in
which the overtime servIce was performed;provided,however,that
if the General Manager or his designee determines that the work
load and schedule of an employee is such that all of such equivalent
time off cannot be taken,the employee shall be paid for any overtime
service remaining after any such equivalent time off is taken at
the same rate at which the employee was employed during the month
the overtime service was performed.Any such overtime pay shall be
separately itemized and paid on the payroll for the month following
the month in which overtime service is performed and shall not exceed
ten percent (lOs)of the regular monthly pay of the employee
on any payroll.After such payment Is made,no further compensation
will be allowed for overtime service for the month for which such
payment is made.
All overtime accrued prior to the effective date of this
resolution shall be compensated for in equivalent time off within
twelve (12)months,provided that not more than three (3)da~rs
of such equivalent time off may be allowed off in any one month.
If at the end of twelve months after the effective date of this
resolution the employee has not taken such equivalent time off,no
further compensation for such prior accrued overtime will be
allowed.
4.For overtime service performed after the effective date
of this resolution,the maximum amount of equivalent time off shall
be twelve (12)working days In any calendar year,unless otherwise
ordered by the Boards.
Any employee separating from the Districtst service who has
performed overtime service either prior to or after the effective
date of this resolution and which overtime service has not been
compensated for as provided above,shall be entitled to full pay at
his regular rate for such overtime service.Any such overtime pay
shall be separately itemized and paid in a lump suni on the payroll
following separation.When separation is caused by the death of
-2-
an employee,payment shall be made to the estate of such employee,
or in applicable cases,as provided by Section 630 of the Probate
Code.Nothing in this section shall be interpreted as preventing
the General Manager from filling a position vacated by separation
immediately following the last day actually worked by the.separated
employee.
5.J~1henever any person employed in a position,the com
pensation for which is fixed at an hourly rate,shall be required
to work overtime,such person shall be paid for such overtime
service at the hourly rate at which he is employed;provided that
any such additional compensation shall be separately itemized
on the payroll.
6.No additional employee~.may be engaged as a substitute
for a regular employee who is on leave of absence with pay on
account of overtime service,it being the.intent of this provision
that where persons are allowed time off with pay for overtime
service the work must be carried on without additional cost or
expense.
7.Any employee occupying a permanent position at a monthly
salary who is required to work on a holiday shall be entitled to
equivalent time off.
8.Every person holding a duly established full time permanent
position shall be entitled to an annual paid vacation of fifteen
(15)full working days for each year of service,dating from the
date of commencement of his service.Absence because of Injury or
sickness which is covered by accumulated sick leave shall not be a
bar to the granting of such annual vacation.The granting of any
leave of absence without pay exceeding fifteen (15)calendar days
shall cause the employee’s eligibility date for annual vacation to
be postponed a number of days equal to the number of calendar days
the employee is on leave of absence without pay less the first
fifteen (15)calendar days of such leave.
9.Every person holding a position which is duly designated
as intermittent or part time shall be allowed an annual vacation
consisting of one working day for each twenty (20)days actually
worked in the year preceding,dating from the original date of
employment,provided that he shall have actually worked not less
than two hundred (200)full days during such preceding year.Em
ployees in positions which are designated as temporary shall not
be eligible for vacation.
10..All earned vacation shall be taken during the year immedi
ately following the year in which it was earned.Under no circum
stances will an employee be permitted to accumulate more than one
year’s vacation privileges.
11.Any person separating from the Districts’service who has
not yet taken his earned vacation,if any,for his prevIous year’s
service shall be entitled to pay in lieu of such vacation.When
separation is caused by death of an employee,payment shall be made
to the estate of such employee,or in applicable cases,as provided
by Section 630 of the Probate Code.In computing the payment for
such vacation the employee’s vacation time shall be projected for
ward from his last day worked the same number of actual working days
as he is entitled to in vacation.Nothing in this section shall
be Interpreted as preventing the General Manager from filling a
position vacated by separation immediately following the last day
actually worked by the separated employee.Vacation pay of the
separating employee shall be specifically set forth on the payroll.
12.No person shall be permitted to work for compensation for
the Districts in another capacity during the time of his paid
vacatIon.
13.Every employee holding a duly established full time perma
nent position,whether paid by the month or by the hour,shall
accrue one working day sick leave with pay for each full calendar
month of actual continuous service cumulative to but not exceeding
one hundred (100)working days,except that no employee shall earn
sick leave credit during a calendar month in which he is absent
without pay more than three working days.
l~.Sick leave may be applied only to absence caused by ill
ness or injury of an employee and may not extend to absence caused
by illness or injury of a member of the employee’s family.Ap
plication of accumulated sick leave to medical and dental office
calls during working hours may be authorized at the discretion of
the General Manager.In any instance involving use of a fraction
of a day’s sick leave,the minimum charge to the employee’s sick
leave account shall be one hour,while additional actual absence
over one hour shall be charged to the nearest full hour.The
General,Manager shall be responsible for control of abuse of the
sick leave privilege.The employee may be required to furnish a
certificate issued by a licensed physician or nurse,or other satis
factory evidence of illness.Employees In positions which are
designated as temporary shall not be eligible for sick leave with
pay.
-5-
15.Whenever any employee is compelled by direction of his
physician to be absent from duty on account~-of injury arising out
of and in thecourse of his employment,he shall receive full com
pensation during the first seven (7)calendar days of such absence.
Thereafter during such absence he may elect to apply pro-rated
accrued sick leave to such absence and to receive compensation
therefor in the amount equal to the difference between the compen
sation to which he is entitled under the Workmen’s Compensation Act
and his regular pay not to exceed the amount of his earned sick
leave.An employee may also elect to use any earned vacation time
and equivalent time off for overtime in like manner after his sick
leave is exhausted.
16.Whenever any person holding a duly established permanent,
full time position is compelled to be absent from duty by reason
of the death or critical illness where death appears to be imminent,
of either father,mother,brother,sister,wife,husband,or child,
such person shall be entitled to a maximum of three (3)working
days absence with pay.
17.Any employee holding a duly established permanent position
may be granted a leave of absence without pay upon written request
approved by the General Manager.A leave of absence must be re
quested in all instances where an employee is absent without pay
for more than three consecutive working days.A leave without pay
may be granted for any of the following reasons:
a.Illness or d1sab~lity
b.Pregnancy
c.To take a course of study which will increase the
employee’s usefulness on return to his position
ci.For personal reasons acceptable to the General Manager
18.A supervisory employee may recommend a suspension or
disäipJ.inary leave without pay not to exceed tht±’tyl(30)workir~g
days,when in his judgment such action will best serve the public
interest.He shall transmit his recommendation to the General
Manager for his decision.
-6-
19.Requests for leave of absence without pay shall be made up
on prescribed forms and shall state specifically the reason for the
request,the date when it is desired to begin the leave and the
probable date of return.The request shall normally be initiated
by the employee but may be initiated by his supervisor,and upon
written recommendation of the supervisor that it be granted,modi
fied or denied shall be promptly transmitted to the General Manager,
whose action shall be final.
20.A leave of absence without pay may be for a period not to
exceed one year,provided that the Boards may extend such lea~.re for
an additional period not to exceed one year.Procedure in granting
extensions shall be the same as that in granting the original leave
provided that the request for extension must be made not later than
ten (10)days after expiration of the original leave.
21.Whenever an employee who has been granted a leave without
pay desires to return before expiration of such leave he shall
notify the General Manager as soon as possible in advance of the
return.
22.The General Manager sFiall require evidence of good health
and freedom from disability defects,as shown by a recent medical
examination,as a condition to appointment to ai~iy position;and may
periodically thereafter require further medical examination of
employees at the Districts’expense.Chronic or persistent illness,
or a disabling physical defect not arising out of employment by
the Districts,shall be cause for separation from the service.
23.Employees required to wear uniforms or protective garments
shall be provided with regular laundering thereof at the Districts’
expense.
24.The following paid holidays shall be granted to all em
ployees holding duly established permanent,full time positions;
January 1,February 12,February 22,Good Friday from 12 noon to
3 p.m.,May 30,July 4,Labor Day,November 11,Thanksgiving Day,
December 25.
P~ny employee eligible to receive paid holidays who is required
to work on a holiday shall be entitled to equivalent time off as
provided In these rules.
When a holiday falls on a Sunday,the following Monday will be
observed as a holiday.When a holiday falls on the regularly
scheduled same day off of a work week for an employee who Is
eligible to receive paid holIdays,the employee shall be entitled
to an additional day as equivalent time off.
BE IT FIJRT~R RESOLVED,that the rules and regulations herein
above adopted be effective January 1,1960.
BE IT FURTI~R RESOLVED,that any and all prior resolutions and
motions or portions thereof In conflict herewith be and are hereby
repealed and of no further effect.
-8-
The above and foregoing Resolution No.762-3 was regularly
passed and adopted by the Board of Directors of County Sanitation
District No.3 at a regular meeting of said Board held on the 9th
day of December,l959~,
~~72~z~
ra Mae Merritt,Secretary of the
Board of DIrectors of County
Sanitation District No.3 of
Orange County~California
STATE OF CALIFORNIA)
ss
COUNTY OF ORANGE )
I,ORA HAE MERRITT,Secretary of the Bcard of Directors of
County Sanitation District No0 3 of Orange County,California,do
hereby certify that the above and foregoing Resolution No.762-3
was regularly passed and adopted at a regular meeting of said Board
on the 9th day of December,1959 by the following roll call vote
to wit:
AYES:Directors howard M.Cornwell,}Ierbert Cook,
John R.Dunham,Glenn C..Fry,.Paul C,.Furman,
Earl T.Ithy,Robert WardlOw,,Frank J.Schweitzer,Jr,
Walter W.Walker and Willis H.Warner
NOES:Directors None
ABSENT:Directors Thomas Baroldi,W.A.ac(innon and
John W.SteckO
IN WITNESS WHEREOF,I have hereunto set my hand and affixed
the official seal of County Sanitation District No.3 of Orange
County,California,this 9th day of December,l959~
(~
Ora Mae Merritt,Secretary of the
Board of Directors of County
Sanitation District No.3 of
Orange County,California
-9-
RESOLUTION NO.762-5
RESOLUTION PROVIDING FOR RULES AND
REGULATIONS RELATIVE TO CONDITIONS
OF EMPLOYMENT
The Board of Directors of County Sanitation District No.5
of Orange County,California,resolves as follows:
WHEREAS,this Board on November 12,1959 approved and adopted
a certain report entitled Personnel Policies and Practices,Orange
County Sanitation Districts,July,195911,prepared by Louis J.
Kroeger and Associates;and
WHEREAS,It is the Intent of this resolution to put into opera
tion those recommendations in said report relating to rules and
regulations relative to conditions of employment,with certain
deviations therefrom as hereinafter provided;
NOW THEREFORE BE IT RESOLVED
That the following rules and regulations be established to
govern the terms of employment for all persons,except the General
Counsel,employed by the County Sanitation Districts of Orange
County,by and through the Joint Administrative Organization:
1.Eight (8)hours shall constitute a day1s work for all
employees unless otherwise provided by resolution of the Boards.
2.Except as may be Otherwise provided by resolution,the
official work week of the District shall be five (5)working days of
eight (8)hours each.It shall be the duty of the General Manager
to arrange the work so that no employee shall work more than five (5)
days in each calendar week;except that the General Manager or his
designee may require any employee temporarily to perform service in
excess of five (5)days per week when public necessity or convenience
so requires.
3.If,in the Judgment of the General Manager or his
designee,work beyond the normal work day and/or work week provided
in this resolution is required of an employee paid on a monthly
basis,such overtime service will be compensated for in equivalent
time off to be taken not later than one month following the month in
-1-
which the overtime service was performed;provided,however,that
if the General Manager or his designee determines that the work
load and schedule of an employee is such that all of such equivalent
time off cannot be taken,the employee shall be paid for any overtime
service remaining after any such equivalent time off Is taken at
the same rate at which the employee was employed during the month
the overtime service was performed.Any such overtime pay shall be
separately itemized and paid on the payroll for the month following
the month in which overtime service Is performed and shall not exceed
ten percent (10%)of the regular monthly pay of the employee
on any payroll.After such payment is made,no further compensation
will be allowed for overtime service for the month for which such
payment is made.
All overtime accrued prior to the effective date of this
resolution shall be compensated for in equivalent time off within
twelve (12)months,provided that not more than three (3)days
of such equivalent time off may be allowed off in any one month.
If at the end of twelve months after the effective date of this
resolution the employee has not taken such equivalent time off,no
further compensation for such prior accrued overtime will be
allowed.
4.For overtime service performed after the effective date
of this resolution,the maximum amount of equivalent time off shall
be twelve (12)working days in any calendar year,unless otherwise
ordered by the Boards.
Any employee separating from the Districts’service who has
performed overtime service either prior to or after the effective
date of this resolution and which overtime service has not been
compensated for as provided above,shall be entitled to full pay at
his regular rate for such overtime service.Any such overtime pay
shall be separately Itemized and paid in a lump sum on the payroll
following separation.l~hen separation is caused by the death of
-2-
)
an employee,payment shall be made to the estate of such employee,
or in applicable cases,as provided by Section 630 of the.Probate
Code.Nothing in this section shall be interpreted as preventing
the General Manager from filling a position vacated by separation
immediately following the last day actually worked by the.separated
employee.
5.~Thenever any person employed In a position,the com
pensation for which is fixed at an hourly rate,shall be required
to work overtime,such person shall be paid for such overtime
service at the hourly rate at which he is employed;provided that
any such additional compensation shall be separately itemized
on the payroll.
6.No additional emp1pyee~iay be engagedasa substitute
for a regular employee who is on leave of absence with pay on
account of overtIme service,it being -the.intent of this provision
that where persons are allowed time off with pay for overtime
service the work must be carried on without additional cost or
expense.
7.Any employee occupying a permanent position at a monthly
salary who is required to work on a holiday shall be entitled to
equivalent time of f.
8.Every person holding a duly established full time permanent
position shall be entitled to an annual paid vacation of fifteen
(15)full working days for each year of service,dating from the
date of commencement of his service.Absence because of injury or
sickness which is covered by accumulated sick leave shall not be a
bar to the granting of such annual vacation.The granting of any
leave of absence without pay exceeding fifteen (15)calendar days
shall cause the employee’s eligibility date for annual vacation to
be postponed a number of days equal to the number of calendar days
the employee is on leave of absence without pay less the first
fifteen (15)calendar days of such leave.
9.Every person holding a position which is duly designated
as intermittent or part time shall be allowed an annual vacation
consisting of one working day for each twenty (20)days actually
worked in the year preceding,dating from the original date of
employment,provided that he shall have actually worked not less
than two hundred (200)full days during such preceding year..Em
ployees in positions which are designated as temporary shall not
be eligible for vacation.
10..All earned vacation shall be taken during the year immedi
ately following the year In which it was earned.Under no circum
stances will an employee be permitted to accumulate more than one
year’s vacation privileges.
11.Any person separating from the Districts’service who has
not yet taken his earned vacation,if any,for his previous year’s
service shall be entitled to pay in lieu of such vacation.When
separation is caused by death of an employee,payment shall be made
to the estate of such employee,or in applicable cases,as provided
by Section 630 of the Probate Code.In computing the payment for
-4-
such vacation the employee’s vacation time shall be projected for
ward from his last day worked the same number of actual working days
as he is entitled to in vacation.Nothing in this section shall
be interpreted as preventing the General Manager from filling a
position vacated by separation immediately following the last day
actually worked by the separated employee.Vacation pay of the
separating employee shall be specifically set forth on the payroll.
12.No person shall be permitted to work for compensation for
the Districts in another capacity during the time of his paid
vacation.
•l3.Every employee holding a duly established full time perma
nent position,whether paid by the month or by the hour,shall
accrue one working day sick leave with pay for each full calendar
month of actual continuous service cumulative to but not exceeding
one hundred (100)working days,except that no employee shall earn
sick leave credit during a calendar month in which he is absent
without pay more than three working days.
1~4.Sick leave may be applied only to absence caused by ill
ness or injury of an employee and may not extend to absence caused
by illness or injury of a member of the employee’s family.Ap
plication of accumulated sick leave to medical and dental office
calls during working hours may be authorized at the discretion of
the General Manager.In any instance Involving use of a fraction
of a day’s sick leave,the minimum charge to the employee’s sick
leave account shall be one hour,while additional actual absence
over one hour shall be charged to the nearest full hour.The
General Manager shall be responsible for control of abuse of the
sick leave privilege.The employee may be required to furnish a
certificate issued by a licensed physician or nurse,or other satis
factory evidence of illness.Employees in positions which are
designated as temporary shall not be eligible for sick leave with
pay.
15.Whenever any employee is compelled by direction of his
physician to be absent from duty on account~of injury arising out
of and in the course of his employment,he shall receive full com
pensation during the first seven (7)calendar days of such absence.
Thereafter during such absence he may elect to apply pro-rated
accrued sick leave to such absence and to receive compensation
therefor in the amount equal to the difference between the compen
sation to which he is entitled under the Workmen’s Compensation Act
and his regular pay not to exceed the amount of his earned sick
leave.An employee may also elect to use any earned vacation time
and equivalent time off for overtime in like manner after his sick
leave is exhausted.
16.Whenever any person holding a duly established permanent,
full time position is compelled to be absent from duty by reason
of the death or critical illness where death appears to be Imminent,
of either father,mother,brother,sister,wife,husband,or child,
such person shall be entitled to a maximum of three (3)working
days absence with pay.
17.Any employee holding a duly established permanent position
may be granted a leave of absence without pay upon written request
approved by the General Manager.A leave of absence must be re
quested in all instances where an employee is absent without pay
for more than three consecutive working days.A leave without pay
may be granted for any of the following reasons:
a.Illness or disability
b.Pregnancy
c.To take a course of study which will increase the
employee’s usefulness on return to his position
d.For personal reasons acceptable to the General Manager
18.A supervisory employee may recommend a suspension or
disôiplinary leave without pay not to exceed thi±’ty~(3O)working
days,when in his judgment such action will best serve the public
interest.He shall transmit his recommendation to the General
Manager for his decision.
-6-
19.Requests for leave of absence without pay shall be made up
on prescribed forms and shall state specifically the reason for the
request,the date when it is desired to begin the leave and the
probable date of return.The request shall normally be initiated
by the employee but may be initiated by his supervisor,and upon
written recommendation of the supervisor that It be granted,modi
fied or denied shall be promptly transmitted to the General Manager,
whose action shall be final.
20.A leave of absence without pay may be for a period not to
exceed one year,provided that the Boards may extend such leave for
an additional period not to exceed one year.Procedure in granting
extensions shall be the same as that in granting the original leave
provided that the request for extension must be made not later than
ten (10)days after expiration of the original leave.
21.Whenever an employee who has been granted a leave without
pay desires to return before expiration of such leave he shall
notify the General Manager as soon as possible in advance of the
return.
22.The General Manager shall require evidence of good health
and freedom from disability defects,as shown by a recent medical
examination,as a condition to appointment to any position;and may
periodically thereafter require further medical examination of
employees at the Districts’expense.Chronic or persistent illness,
or a disabling physical defect not arising out of employment by
the Districts,shall be cause for separation from the service.
23.Employees required to wear uniforms or protective garments
shall be provIded with regular laundering thereof at the Districts’
expense.
2~4.The following paid holidays shall be granted to all em
ployees holding duly established permanent,full time positions;
January 1,February 12,February 22,Good Friday from 12 noon to
3 p.m.,May 30,July 4,Labor Day,November 11,Thanksgiving Day,
December 25.
J~ny employee eligible to receive paid holidays who is required
to work on a holiday shall be entitled to equivalent time off as
provided in these rules.
When a holiday falls on a Sunday,the following Noriday will be
observed as a holiday.When a holiday falls on the regularly
scheduled same day off of a work week for an employee who ±5
eligible to receive paid holidays,the employee shall be entitled
to an additional day as equivalent time off.
BE IT FURTHER RESOLVED,that the rules and regulations herein
above adopted be effective January 1,1960.
BE IT FURTHER RESOLVED,that any and all prior resolutions and
motions or portions thereof in conflict herewith be and are hereby
repealed and of no further effect.
-8-
The above and foregoing Resolution No.762-5 was regularly
passed and adopted by the Board of Directors of County Sanitation
District No.5 at a regular meeting of said Board held on the 9th
day of December,1959~
Ora Mae Merritt,Secret ry of the
Board of Directors of County
Sanitation District No.5 of
Orange County,California
STATE OF CALIFORNIA)
ss
COUNTY OF ORANGE )
I,ORA MAE MERRITT,Secretary of th.e Board of Directors of
County Sanitation District No.5 of Orange County,California,do
hereby certify that the above and foregoing Resolution No.762-5
was regularly passed and adopted at a.regular meeting of said Board
on the 9th day of December,1959 by the following roll call vote
to wit:
AYES:Directors JamesB.Stoddard,I{ans J~Lorénz
and Wtllie H.Warner
NOES:Directors None
ABSENT:Directors None
IN WITNESS WHEREOF,I have hereunto set my hand and affixed
the official seal of County Sanitation District No.5 of Orange
County,California,this 9th day of December,1959.
Ora Mae Merritt,Secretary of the
Board.of Directors of County
Sanitation District No.5 of
Orange County,California
-9-
RESOLUTION NO.762~6
RESOLUTION PROVIDING FOR RULES AND
REGULATIONS RELATIVE TO CONDITIONS
OF EMPLOYMENT
The Board of Directors of County Sanitation District No.6
of Orange County,California,resolves as follows:
WHEREAS,this Board on November 12,1959 approved and adopted
a certain report entitled ‘Personnel Policies and Practices,Orange
County Sanitation Districts,July,1959”,prepared by Louis J.
Kroeger and Associates;and
WHEREAS,it is the intent of this resolution to put into opera—
tiori those recommendations in said report relating to rules and
regulations relative to conditions of employment,with certain
deviations therefrom as hereinafter provided;
NOW THEREFORE BE IT RESOLVED
That the following rules and regulations be established to
govern the terms of employment for all persons,except the General
Counsel,employed by the County Sanitation Districts of Orange
County,by and through the Joint Administrative Organization:
1.Eight (8)hours shall constitute a day’s work for all
employees unless otherwise provided by resolution of the Boards.
2.Except as may be otherwise provided by resolution,the
official work week of the District shall be five (5)working days of
eight (8)hours each.It shall be the duty of the General Manager
to arrange the work so that no employee shall work more than five (5)
days in each.calendar week;except that the General Manager or his
designee may require any employee temporarily to perform service in
excess of five (5)days per week when public necessity or convenience
so requires.
3.If,in the judgment of the General Nanager or his
designee,work beyond the normal work day and/or work week provided
in this resolution is required of an employee paid on a monthly
basis,such overtime service will be compensated for In equivalent
time off to be taken not later than one month following the month in
-1-
which the overtime service was performed;provided,however,that
if the General Manager or his designee determines that the work
load and schedule of an employee is such that all of such equivalent
time off cannot be taken,the employee shall be paid for any overtime
service remaining after any such equivalent time off is taken at
the same rate at which the employee was employed during the month
the overtime service was performed.Any such overtime pay shall be
separately itemized and paid on the payroll for the month following
the month in which overtime service is performed and shall not exceed
ten percent (10$)of the regular monthly pay of the employee
on any payroll.After such payment is made,no further compensation
will be allowed for overtime service for the month for which such
payment is made.
All overtime accrued prior to the effective date of this
resolution shall be compensated for In equivalent time off within
twelve (12)months,provided that not more than three (3)da~rs
or such equivalent time off may be allowed off in any one month.
If at the end of twelve months after the effective date of this
resolution the employee has not taken such equivalent time off,no
further compensation for such prior accrued overtime will be
allowed.
~.For overtime service performed after the effective date
of this resolution,the maximum amount of equivalent time off shall
be twelve (12)working days in any calendar year,unless otherwise
ordered by the Boards.
Any employee separating from the Districts’service who has
performed overtime service either prior to or after the effective
date of this resolution and which overtime service has not been
compensated for as provided above,shall be entitled to full pay at
his regular rate for such overtime service.Any such overtime pay
shall be separately itemized and paid in a lump sum on the payroll
following separation.When separation is caused by the death of
—2-
an employee,payment shall be made to the estate of such employee,
or In applicable cases,as provided by Section 630 of the Probate
Code.Nothing in this section shall be interpreted as preventing
the General Manager from filling a position vacated by separation
immediately following the last day actually worked by the separated
employee.
5.Whenever any person employed In a position,the com
pensation for which is fixed at an hourly rate,shall be required
to work overtime,such person shall be paid for such overtime
service at the hourly rate at which he is employed;provided that
any such additional compensation shall be separately itemized
on the payroll.
6.No additional emp1oyee~may be engagedasa substitute
for a regular employee who is on leave of absence with pay on
account of overtime service,it being theintent of thisprovision
that where persons are allowed time off with pay for overtime
service the work must be carried on without additional cost or
expense.
-3-
7.Any employee occupying a permanent position at a monthly
salary who is required to work on a holiday shall be entitled to
equivalent time off.
8.Every person holding a duly established full time permanent
position shall be entitled to an annual paid vacation of fifteen
(15)full working days for each year of service,dating from the
date of commencement of his service.Absence because of injury or
sickness which is covered by accumulated sick leave shall not be a
bar to the granting of such annual vacation.The granting of any
leave of absence without pay exceeding fifteen (15)calendar days
shall cause the employee’s eligibility date for annual vacation to
be postponed a number of days equal to the number of calendar days
the employee is on leave of absence without pay less the first
fifteen (15)calendar days of such leave.
9.Every person holding a position which is duly designated
as intermittent or part time shall be allowed an annual vacation
consisting of one working day for each twenty (20)days actually
worked in the year preceding,dating from the original date of
employment,provided that he shall have actually worked not less
than two hundred (200)full days during such preceding year..Em
ployees in positions which are designated as temporary shall not
be eligible for vacation.
10..All earned vacation shall be taken during the year immedi
ately following the year in which it was earned.Under no circum—
stances will an employee be permitted to accumulate more than one
year’s vacation privileges.
11.Any person separating from the Districts’service who has
not yet taken his earned vacation,if any,for his previous years
service shall be entitled to pay in lieu of such vacation.When
separation is caused by death of an employee,payment shall be made
to the estate of such employee,or in applicable cases,as provided
by Section 630 of the Probate Code.In computing the payment for
-4-
such vacation the employee’s vacation time shall be projected for
ward from his last day worked the same number of actual working days
as he is entitled to in vacation.Nothing in this section shall
be interpreted as preventing the General Manager from filling a
position vacated by separation immediately following the last day
actually worked by the separated employee.Vacation pay of the
separating employee shall be specifically set forth on the payroll.
12.No person shall be permitted to work for compensation for
the Districts in another capacity during the time of his paid
vacation.
13.Every employee holding a duly established full time perma
nent position,whether paid by the month or by the hour,shall
accrue one working day sick leave with pay for each full calendar
month of actual continuous service cumulative to but not exceeding
one hundred (100)working days,except that no employee shall earn
sick leave credit during a calendar month in which he is absent
without pay more than three working days.
14.Sick leave may be applied only to absence caused by ill
ness or injury of an employee and may not exterid to absence caused
by illness or injury of a member of the employee’s family.Ap
plication of accumulated sick leave to medical and dental office
calls during working hours may be authorized at the discretion of
the General Manager.In any instance involving use of a fraction
of a day’s sick leave,the minimum charge to the employee’s sick
leave account shall be one hour,while additional actual absence
over one hour shall be charged to the nearest full hour.The
General Manager shall be responsible for control of’abuse of the
sick leave privilege.The employee may be required to furnish a
certificate issued by a licensed physician or nurse,or other satis
factory evidence of illness.Employees in positions which are
designated as temporary shall not be eligible for sick leave with
pay.
15.Whenever any employee is compelled by direction of his
physician to be absent from duty on account~of injury arising out
of and in the course of his employment,he shall receive full com
pensation during the first seven (7)calendar days of such absence.
Thereafter during such absence he may elect to apply pro-rated
accrued sick leave to such absence and to receive compensation
therefor in the amount equal to the difference between the compen
sation to which he is entitled under the Workmen’s COmpensation Act
and his regular pay not to exceed the amount of his earned sick
leave.An employee may also elect to use any earned vacation time
and equivalent time off for overtime in like manner after his SiCk
leave is exhausted.
16.Whenever any person holding a duly established permanent,
full time position is compelled to be absent from duty by reason
of the death or critical illness where death appears to be imminent,
of either father,mother,brother,sister,wife,husband,or child,
such person shall be entitled to a maximum of three (3)working
days absence with pay.
17.Any employee holding a duly established permanent position
may be granted a leave of absence without pay upon written request
approved by the General Manager.A leave of absence must be re
quested in all instances where an employee is absent without pay
for more than three consecutive working days.A leave without pay
may be granted for any of the following reasons:
a.Illness or disab~1ity
b.Pregnancy
c.To take a course of study which will increase the
employee’s usefulness on return to his position
d.For personal reasons acceptable to the General Manager
18.A supervisory employee may recommend a suspension or
disälpllnary leave without pay not to exceed thtt’ty(30)workir~g
days,when in his judgment such action will best sex~ve the pub1~c
interest.He shall transmit his recommendation to the General
Manager for his decision.
-6-
19.Requests for leave of absence without pay shall be made up
on prescribed forms and shall state specifically the reason for the
request,the date when it is desired to begin the leave and the
probable date of return.The request shall normally be initiated
by the employee but may be initiated by his supervisor,and upon
written recommendation of the supervisor that it be granted,modi
fied or denied shall be promptly transmitted to the General Manager,
whose action shall be final.
20.A leave of absence without pay may be for a period not to
exceed one year,provided that the Boards may extend such leave for
an additional period not to exceed one year.Procedure in granting
extensions shall be the same as that in granting the original leave
provided that the request for extension must be made not later than
ten (10)days after expiration of the original leave.
21.Whenever an employee who has been granted a leave without
pay desires to return before expiration of such leave he shall
notify the General Manager as soon as possible in advance of the
return.
22.The General Manager shall require evidence of good health
and freedom from disability defects,as shown by a recent medical
examination,as a condition to appointment to any position;and may
periodically thereafter require further medical examination of
employees at the Districts’expense.Chronic or persistent illness,
or a disabling physical defect not arising out of employment by
the Districts,shall be cause for separation f±’om the service.
23.Employees required to wear uniforms or protective garments
shall be provided with regular laundering thereof at the Districts’
expense.
24.The following paid holidays shall be granted to all em
ployees holding duly established permanent,full time positions;
January 1,February 12,February 22,Goad Friday from 12 noon to
3 p.m.,May 30,July 4,Labor Day,November 11,Thanksgiving Day,
December 25.
Any employee eligible to receive paid holidays who is required
to work on a holiday shall be entitled to equivalent time off as
provided in these rules.
When a holiday falls on a Sunday,the following Monday will be
observed as a holiday.When a holiday falls on the regularly
scheduled same day off of a work week for an employee who is
eligible to receive paid holidays,the employee shall be entitled
to an additional day as equivalent time off.
BE IT FURTHER RESOLVED,that the rules and regulations herein
above adopted be effective January 1,1960.
BE IT FURTHER RESOLVED,that any and all prior resolutions and
motions or portions thereof in conflict herewith be and are hereby
repealed and of no further effect.
-8-
The above and foregoing Resolution No.762-6 was regularly
passed and adopted by the Board of Directors of County Sanitation
District No.6 at a regular meeting of said Board held on the 9th
day of December,l959~
Ora Mae Merritt,Secret ry of the
Board of Directors of County
Sanitation District No.6 of
Orange County,California
STATE OF CALIFORNIA)
ss
COUNTY OF ORANGE )
I,ORA MAE MERRITT,Secretary of the Board of Directors of
County Sanitation District No0 6 of Orange County,California,do
hereby certify that the above and foregoing Resolution No.762-6
was regularly passed and adopted at a regular meeting of said Board
on the 9th day of December,1959 by the following roll call vote
to wit:
AYES:Directors A.H.Meyers,Charles E.Hart
and Willia H.Warner
NOES:Directors None
ABSENT:Directors None
IN WITNESS WHEREOF,I have hereunto set my hand and affixed
the official seal of County Sanitation District No.6 of Orange
County,California,this9th day of December,i959~
~Le~~?~u2~
Ora Mae Merritt,Secretary of t e
Board of Directors of County
Sanitation District No.6 of
Orange County,California
-9-.
RESOLUTION NO.762~7
RESOLUTION PROVIDING FOR RULES AND
REGULATIONS RELATIVE TO CONDITIONS
OF EMPLOYMENT
The Board of Directors of County Sanitation District No.7
of Orange County,California,resolves as follows:
WHEREAS,this Board on November 12,1959 approved and adopted
a certain report entitled “Personnel Policies and Practices,Orange
County Sanitation Districts,July,1959”,prepared by Louis J.
Kroeger and Associates;and
WHEREAS,it is the intent of this resolution to put into opera
tion those recommendations in said report relating to rules and
regulations relative to conditions of employment,with certain
deviations therefrom as hereinafter provided;
NOW THEREFORE BE IT RESOLVED
That the following rules and regulations be established to
govern the terms of employment for all persons,except the General
Counsel,employed by the County Sanitation Districts of Orange
County,by and through the Joint Administrative Organization:
1.Eight (8)hours shall constitute a day’s work for all
employees unless otherwise provided by resolution of the Boards.
2.Except as may be otherwise provided by resolution,the
official work week of the District shall be five (5)working days of
eight (8)hours each.It shall be the duty of the General Manager
to arrange the work so that no employee shall work more than five (5)
days in each calendar week;except that the General Manager or his
designee may require any employee temporarily to perform service in
excess of five (5)days per week when public necessity or convenience
so requires.
3.If,in the judgment of the General Manager or his
designee,work beyond the normal work day and/or work week provided
in this resolution is required of an employee paid on a monthly
basis,such overtime service will be compensated for in equivalent
time off to be taken not later than one month following the month in
..1-
which the overtime service was performed;provided,however,that
if the General Manager or his designee determines that the work
load and schedule of an employee is such that all of such equivalent
time off cannot be taken,the employee shall be paid for any overtime
service remaining after any such equivalent time off is taken at
the same rate at which the employee was emplcyed during the month
the overtime service was performed.Any such overtime pay shall be
separately itemized and paid on the payroll for the month following
the month in which overtime service is performed and shall not exceed
ten percent (lO~)of the regular monthly pay of the employee
on any payroll.After such payment is made,no further compensation
wil].be allowed for overtime service for the month for which such
payment is made.
All overtime accrued prior to the effective date of this
resolution shall be compensated for in equivalent time off within
twelve (12)months,provided that not more than three (3)days
of such equivalent time off may be allowed of f in any one month.
If at the end of twelve months after the effective date of this
resolution the employee has not taken such equivalent time off,no
further compensation for such prior accrued overtime will be
allowed.
4.For overtime service performed after the effective date
of this resolution,the maximum amount of equivalent time off shall
be twelve (12)working days in any calendar year,unless otherwise
ordered by the Boards.
Any employee separating from the Districts’service who has
performed overtime service either prior to or after the effective
date of this resolution and which overtime service has not been
compensated for as provided above,shall be entitled to full pay at
his regular rate for such overtime service.Any such overtime pay
shall be separately Itemized and paid in a lump sum on the payr3ll
following separation.When separation is caused by the death of
—2-
an employee,payment shall be made to the estate of such employee,
or in applicable cases,as provided by Section 630 of the Probate
Code.Nothing in this section shall be Interpreted as preventing
the General Manager from filling a position vacated by separation
immediately following the last day actually worked by the separated
employee.
5.Whenever any person employed in a position,the com
pensation for which is fixed at an hourly rate,shall be required
to work overtime,such person shall be paid for such overtime
service at the hourly rate at which he Is employed;provided that
any such additional compensation shall be separately itemized
on the payroll.
6.No additional employee..inay be engaged asa substitute
for a regular employee who is on leave of absence with pay on
account of overtIme service,it being the.intent of this.provislon
that where persons are allowed time off with pay for overtime
service the work must be carried on without additional cost or
expense.
7.Any employee occupying a permanent position at a monthly
salary who is required to work on a holiday shall be entitled to
equivalent time off.
8.Every person holding a duly established full time permanent
poSition shall be entitled to an annual paid vacation of fifteen
(15)full working days for each year of service,dating from the
date of commencement of his service.Absence because of injury or
sickness which is covered by accumulated sick leave shall not be a
bar to the granting of such annual vacation.The granting of any
leave of absence without pay exceeding fifteen (15)calendar days
shall cause the employee’s eligibility date for annual vacation to
be postponed a number of days equal to the number of calendar days
the employee is on leave of absence without pay less the first
fifteen (15)calendar days of such leave.
9.Every person holding a position which is duly designated
as intermittent or part time shall be allowed an annual vacation
consisting of one working day for each twenty (20)days actually
worked in the year preceding,dating from the original date of
employment,provided that he shall have actually worked not less
than two hundred (200)full days during such preceding year.-
Em
ployees in positions which are designated as temporary shall not
be eligible for vacation.
10..All earned vacation shall be taken during the year immedi
ately following the year in which it was earned.Under no circum
stances will an employee be~permitted to accumulate more than one
year’s vacation privileges.
11.Any person separating from the Districts’service who has
not yet taken his earned vacation,if any,for his previous year’s
service shall be entitled to pay in lieu of such vacation.When
separation is caused by death of an employee,payment shall be made
to the estate of such employee;or in applicable cases,as provided
by Section 630 of the Probate Code.In computing the payment for
-4-
such vacation the employee’s vacation time shall be projected for
ward from his last day worked the same number of actual working days
as he is entitled to in vacation.Nothing in this section shall
be interpreted as preventing the General Manager from filling a
position vacated by separation immediately following the last day
actually worked by the separated employee.Vacation pay of the
separating employee shall be specifically set forth on the payroll.
12.No person shall be permitted to work for compensation for
the Districts in another capacity during the time of his paid
vacation.
13.Every employee holding a duly established full time perma
nent position,whether paid by the month or by the hour,shall
accrue one working day sick leave with pay for each full calendar
month of actual continuous service cumulative to but not exceeding
one hundred (100)working days,except that no employee shall earn
sick leave credit during a calendar month in which he is absent
without pay more than three working days.
l~4.Sick leave may be applied only to absence caused by ill
ness or injury of an employee and may not extend to absence caused
by illness or injury of a member of the employee’s family.Ap
plication of accumulated sick leave to medical and dental office
calls during working hours may be authorized at the discretion of
the General Manager.In any instance involving use of a fraction
of a day’s sick leave,the minimum charge to the employee’s sick
leave account shall be one hour,while additional actual absence
over one hour shall be charged to the nearest full hour.The
General Manager shall be responsible for control of abuse of the
sick leave privilege.The employee may be required to furnish a
certificate issued by a licensed physician or nurse,or other satis
factory evidence of illness.Employees in positions which are
designated as temporary shall not be eligible for sick leave with
pay.
-5-
15.Whenever any employee is compelled by direction of his
physician to be absent from duty on account~of injury arising out
of and in the course of his employment,he shall receive full com
pensation during the first seven (7)calendar days of such absence.
Thereafter during such absence he may elect to apply pro-rated
accrued sick leave to such absence and to receive compensation
therefor in the amount equal to the difference between the compen
sation to which he is entitled under the Workmen’s Compensation Act
and his regular pay not to exceed the amount of his earned sick
leave.An employee may also elect to use any earned vacation time
and equivalent time of f for overtime in like manner after his sick
leave is exhausted.
1.Whenever any person holding a duly established permanent,
full time position is compelled to be absent from duty by reason
of the death or critical illness where death appears to be imminent,
of either father,mother,brother,sister,wife,husband,or child,
such person shall be entitled to a maximum of three (3)working
days absence with pay.
17.Any employee holding a duly established permanent position
may be granted a leave of absence without pay upon written request
approved by the General Manager.A leave of absence must be re
quested in all instances where an employee is absent without pay
for more than three consecutive working days.A leave without pay
may be granted for any of the following reasons:
a.Illness or disability
b.Pregnancy
c.To take a course of study which will increase the
employee’s usefulness on return to his position
d.For personal reasons acceptable to the General Manager
18.A supervisory employee may recommend a suspension or
disôipunary l€ave without pay not to exceed thi±’tyl(30)workir~g
days,when in his judgment such action will best serve the public
interest.He shall transmit his recommendation to the General
Manager for his decision.
-6-
19.Requests for leave of absence without pay shall be made up
on prescribed forms and shall state specifically the reason for the
request,the date when it is desired to begin the leave and the
probable date of return.The request shall normally be initiated
by the employee but may be initiated by his supervisor,and upon
written recommendation of the supervisor that it be granted,modi
fled or denied shall be promptly transmitted to the General Manager,
whose action shall be final.
20.A leave of absence without pay may be for a period not to
exceed one year,provided that the Boards may extend such leave for
an additional period not to exceed one year.Procedure in granting
extensions shall be the same as that in granting the original leave
provided that the request for extension must be made not later than
ten (io)days after expiration of the original leave.
21.Whenever an employee who has been granted a leave without
pay desires to return before expiration of such leave he shall
notify the General Manager as soon as possible in advance of the
return.
22.The General Manager shall require evidence of good health
and freedom from disability defects,as shown by a recent medical
examination,as a condition to appointment to any position;and may
periodically thereafter require further medical examination of
employees at the Districts’expense.Chronic or persistent illness,
or a disabling physical defect not arising out of employment by
the Districts,shall be cause for separation from the service.
23.Employees required to wear uniforms or protective garments
shall be provided with regular laundering thereof at the Districts’
expense.
24.The following paid holidays shall be granted to all em
ployees holding duly established permanent,full time positions;
January 1,February 12,February 22,Good Friday from 12 noon to
3 p.m.,May 30,July 4,Labor Day,November 11,Thanksgiving Day,
December 25.
‘1~ny employee eligible to receive paid holidays who is required
to work on a holiday shall be entitled to equivalent time off as
provided in these rules.
When a holiday falls on a Sunday,the following Monday will be
observed as a holiday.When a holiday falls on the~regularly
scheduled same day off of a work week for an employee who is
eligible to receive paid holIdays,the employee shall be entitled
to an additional day as equivalent time off.
BE IT FURTI~R RESOLVED,that the rules and regulations herein
above adopted be effective January 1,1960.
BE IT FIJRTI~R RESOLVED,that any and all prior resolutions and
motions or portions thereof In conflict herewith be and are hereby
repealed and of no further effect.
-8-
•The above and foregoing Resolution No.762-7 was regularly
passed and adopted by the Board of Directors of County Sanitation
District No,7 at a regular meeting of said Board held on the 9th
day of December,l959~
~~
Ora Mae Merritt,Secretary of the
Board of Directors of County
Sanitation District No.7 of
Orange County,California
STATE OF CALIFORNIA)
ss
COUNTY OF ORANGE )
I,ORA MAE MERRITT,Secretary of the Board of Directors of
County Sanitation District No,7 of Orange County,California,do
hereby certify that the above and foregoing Resolution No.762-7
was regularly passed and adopted at a regular meeting of said Board
on the 9th day of December,1959 by the following roll call vote
to wit:
AYES:Directors Jerome~Kidd,Charles E.Hart,
4.Allen Hall,Rex A.Parks,
A.L Meyers and Wilija H.Warner
NOES:Directors None
ABSENT:Directors None
IN WITNESS WHEREOF,I have hereunto set my hand and affixed
the official seal of County Sanitation District No.7 of Orange
County,California,this 9th day of December,1959,
-
Ora Mae Merritt,Secretary of the
Board of Directors of County
Sanitation District No.7 of
Orange County,California
-9-
RESOLUTION NO.762~11
RESOLUTION PROVIDING FOR RULES AND
REGULATIONS RELATIVE TO CONDITIONS
OF EMPLOYMENT
The Board of Directors of County Sanitation District No.1].
of Orange County,California,resolves as follows:
T~JBEREAS,this Board on November 12,1959 approved and adopted
a certain report entitled “Personnel Policies and Practices,Orange
County Sanitation Districts,July,1959”,prepared by Louis J.
Kroeger and Associates;and
WHEREAS,It is the Intent of this resolution to put Into opera
tion those recommendations In said report relating to rules and
regulations relative to conditions of employment,with certain
deviations therefrom as hereinafter provided;
NOW THEREFORE BE IT RESOLVED
That the following rules and regulations be established to
govern the terms of employment for all persons,except the General
Counsel,employed by the County Sanitation Districts of Orange
County,by and through the Joint Administrative Organization:
1.Eight (8)hours shall constitute a day’s work for all
employees unless otherwise provided by resolution of the Boards.
2.Except as may be otherwise provided by resolution,the
official work week of the District shall be five (5)working days of
eight (8)hours each.It shall be the duty of the General Manager
to arrange the work so that no employee shall work more than five (5)
days in each calendar week;except that the General Manager or his
designee may require any employee temporarily to perform service in
excess of five (5)days per week when public necessity or convenience
so requires.
3.If,in the Judgment of the General Manager or his
designee,work beyond the normal work day and/or work week provided
in this resolution is required of an employee paid on a monthly
basis,such overtime service will be compensated for in equivalent
time off to be taken not later than one month following the month in
-1..
which the overtime service was performed;provided,however,that
if the General Manager or his designee determines that the work
load and schedule of an employee is such that all of such equivalent
time off cannot be taken,the employee shall be paid f or any overtime
service remaining after any such equivalent time off Is taken at
the same rate at which the employee was employed during the month
the overtime service was performed.Any such overtime pay shall be
separately itemized and paid on the payroll for the month following
the month in which overtime service is performed and shall not exceed
ten percent (iO~)of the regular monthly pay of the employee
on any payroll.After such payment is made,no further compensation
will be allowed for overtime service for the month for which such
payment is made.
All overtime accrued prior to the effective date of this
resolution shall be compensated for in equivalent time off within
twelve (12)months,provided that not more than three (3)da;s
of such equivalent time off may be allowed of f in any one month.
If at the end of twelve months after the effective date of this
resolution the employee has not taken such equivalent time off,no
further compensation for such prior accrued overtime will be
allowed.
4.For overtime service performed after the effective date
of this resolution,the maximum amount of equivalent time off shall
be twelve (12)working days in any calendar year,unless otherwise
ordered by the Boards.
Any employee separating from the Districts’service who has
performed overtime service either prior to or after the effective
date of this resolution and which overtime service has not been
compensated for as provided above,shall be entitled to full pay at
his regular rate for such overtime service.Any such overtime pay
shall be separately itemized and paid in a lump sum on the payroll
following separation.When separation is caused by the death of
-2-
an employee,payment shall be made to the estate of such employee,
or in applicable cases,as provided by Section 630 of the Probate
Code.Nothing in this section shall be interpreted as preventing
the General Manager from filling a position vacated by separation
immediately following the last day actually worked by the separated
employee.
5.whenever any person employed in a position,the com
pensation for which is fixed at an hourly rate,shall be required
to work overtime,such person shall be paid for such overtime
service at the hourly rate at which he is employed;provided that
any such additional compensation shall be separately itemized
on the payroll.
6.No additional e.x~ployee.inay be engaged asa substitute
for a regular employee who is on leave of absence with pay on
account of overtime service,it being theintent of this provision
that where persons are allowed time off with pay for overtime
service the work must be carried on without additional cost or
expense.
-3-
7.Any employee occupying a permanent position at a monthly
salary who is required to work on a holiday shall be entitled to
equivalent time off.
8.Every person holding a duly established full time permanent
position shall be entitled to an annual paid vacation of fifteen
(15)full working days for each year of service,dating from the
date of commencement of his service.Absence because of injury or
sickness which is covered by accumulated sick leave shall not be a
bar to the granting of such annual vacation.The granting of any
leave of absence without pay exceeding fifteen (15)calendar days
shall cause the employee’s eligibility date for annual vacation to
be postponed a number of days equal to the number of calendar days
the employee is on leave of absence without pay less the first
fifteen (15)calendar days of such leave.
9.Every person holding a position which is duly designated
as intermittent or part time shall be allowed an annual vacation
consisting of one working day for each twenty (20)days actually
worked in the year preceding,dating from the original date of
employment,provided that he shall have actually worked not less
than two hundred (200)full days during such preceding year..Em
ployees in positions which are designated as temporary shall not
be eligible for vacation.
10..All earned vacation shall be taken during the year immedi
ately following the year in which it was earned.Under no circum
stances will an employee be permitted to accumulate more than one
year’s vacation privileges.
11.Any person separating from the Districts’service who has
not yet taken his earned vacation,if any,for his previous year’s
service shall be entitled to pay in lieu of such vacation.When
separation is caused by death of an employee,payment shall be made
to the estate of such employee,or in applicable cases,as provided
by Section 630 of the Probate Code.In computing the payment for
-4-
such vacation the employee’s vacation time shall be projected for
ward from his last day worked the same number of actual working days
as he is entitled to in vacation.Nothing in this section shall
be interpreted as preventing the General Manager from filling a
position vacated by separation immediately following the last day
actually worked by the separated employee.Vacation pay of the
separating employee shall be specifically set forth on the payroll.
12.No person shall be permitted to work for compensation for
the Districts in another capacity during the time of his paid
vacation.
13.Every employee holding a duly established full tIme perma
nent position,whether paId by the month or by the hour,shall
accrue one working day sick leave with pay for each full calendar
month of actual continuous service cumulative to but not exceeding
one hundred (100)working days,except that no employee shall earn
sick leave credit during a calendar month in which he is absent
without pay more than three working days.
14.Sick leave may be applied only to absence caused by ill
ness or injury of an employee and may not extend to absence caused
by illness or injury of a member of the employee’s family.Ap
plication of accumulated sick leave to medical and dental office
calls during working hours may be authorized at the discretion of
the General Manager.In any instance involving use of a fraction
of a day’s sick leave,the minimum charge to the employee’s sick
leave account shall be one hour,while additional actual absence
over one hour shall be charged to the nearest full hour.The
General Manager shall be responsible for control of abuse of the
sick leave privilege.The employee may be required to furnish a
certificate issued by a licensed physician or nurse,or other satis
factory evidence of illness.Employees in positions which are
designated as temporary shall not be eligible for sick leave with
pay.
15.Whenever any employee is compelled by direction of his
physician to be absent from duty on account~of injury arising out
of and in the course of his employment,he shall receive full com
pensation during the first seven (7)calendar days of such absence.
Thereafter during such absence he may elect to apply pro-rated
accrued sick leave to such absence and to receive compensation
therefor in the amount equal to the difference between the compen
sation to which he Is entitled under the Workmen’s Compensation Act
and his regular pay not to exceed the amount of his earned sick
leave.An employee may also elect to use any earned vacation time
and equivalent time off for overtime in like manner after his sick
leave is exhausted.
16.Whenever any person holding a duly established permanent,
full time position is compelled to be absent from duty by reason
of the death or critical illness where death appears to be imminent,
of either father,mother,brother,sister,wife,husband,or child,
such person shall be entitled to a maximum of three (3)working
days absence with pay.
17.Any employee holding a duly established permanent position
may be granted a leave of absence without pay upon written request
approved by the General Manager.A leave of absence must be re
quested in all instances where an employee is absent without pay
for more than three consecutive working days.A leave without pay
may be granted for any of the following reasons:
a.Illness or disabIlity
b.Pregnancy
c.To take a course of study which will Increase the
employee’s usefulness on return to his position
d.For personal reasons acceptable to the General Manager
18.A supervisory employee may recommend a suspension or
disôiplinary leave without pay not toexceed tht±~ty1(3O)working
days,when in his Judgment such action will best serve the publIc
interest.He shall transmit his recommendation to the General
Manager for his decision.
-6-
19.Requests for leave of absence without pay shall be made up
on prescribed forms and shall state specifically the reason for the
request,the date when it is desired to begin the leave and the
probable date of return.The request shall normally be initiated
by the employee but may be initiated by his supervisor,and upon
written recommendation of the supervisor that it be granted,modi
fied or denied shall be promptly transmitted to the General Manager,
whose action shall be final.
20.A leave of absence without pay may be for a period not to
exceed one year,provided that the Boards may extend such leave for
an additional period not to exceed one year.Procedure in granting
extensions shall be the same as that in granting the original leave
provided that the request for extension must be made not later than
ten (10)days after expiration of the original leave.
21.Whenever an employee who has been granted a leave without
pay desires to return before expiration of such leave he shall
notify the General Manager as soon as possible in advance of the
return.
22.The General Manager shall require evidence of good health
and freedom from disability defects,as shown by a recent medical
examination,as a condition to appointment to any position;and may
periodically thereafter require further medical examination of
employees at the Districts~expense.Chronic or persistent illness,
or a disabling physical defect not arising out of employment by
the Districts,shall be cause for separation from the service.
23.Employees required to wear uniforms or protective garments
shall be provided with regular laundering thereof at the Districts’
expense.
2k.The following paid holidays shall be granted to all em
ployees holding duly established permanent,full time positions;
January 1,February 12,February 22,Good Friday from 12 noon to
3 p.m.,May 30,July 4,Labor Day,November 11,Thanksgiving Day,
December 25.
‘1~ny employee eligible to receive paid holidays who is required
to work on a holiday shall be entitled to equivalent time off as
provided in these rules.
When a holiday falls on a Sunday,the following Monday will be
observed as a holiday.When a holiday falls on the regularly
scheduled same day off of a work week for an employee who ~s
eligible to receive paid holidays,the employee shall be entitled
to an additional day as equivalent time off.
BE IT FURTI~R RESOLVED,that the rules and regulations herein
above adopted be effective January 1,1960.
BE IT FURT}~R RESOLVED,that any and all prior resolutions and
motions or portions thereof in conflict herewith be and are hereby
repealed and of no further effect.
-8-
The above and foregoing Resolution No.762-U was regularly
passed and adopted by the Board of Directors of County Sanitation
District No.ii at a regular meeting of said Boa::d held on the 9th
day of December,l959~
Ora Mae Nerrff~,Secreta~of€he
Board of Directors of Co~unty
Sanitation District No.41 of
Orange County,California
STATE OF CALIFORNIA)
ss
COUNTY OF ORANGE )
I,ORA I~AE MERRITT,Secretary of the Board of Directors of
County Sanitation District No.11 of Orange County,California,do
hereby certify that the above and foregoing Resolution No.762-11
was regularly passed and adopted at a regular meeting of said Board
on the 9th day of December,1959 by the following roll call vote
to wit:
AYES:Directors Earl T.Irby,Victor Terry
ai~.d Willis L Warner
NOES:Directors None
ABSENT:Directors NOne
IN WITNESS WHEREOF,I have hereunto set my hand and affixed
the official seal of County Sanitation District No.u of Orange
County,California,this 9th day of December,1959.
ra Mae Merritt,Secretar’~of the
Board of Directors of County
Sanitation District No.U of
Orange County,California
-9-
Employee
Manual
County Sanitation Districts
of Orange County
California
ADMINISTRATIVE OFFICES
Room 239
1104 West Eighth Street
SANTA ANA,CALIFORNIA
Kimberly 2-3583
TREATMENT PLANT NO.1
10856 Ellis Avenue
SANTA ANA,CALIFORNIA
KImberly 5-7147
TREATMENT PLANT NO.2
22212 Brookhurst Street
HUNTINGTON BEACH,CALIFORNIA
LExington 6-8629
500—7-60
TO DISTRICTS’EMPLOYEES:
This Employee Manual is offered to satisfy the needs
of the Districts’Supervisors and employees for a con
venient source of information to aid in understanding
the laws,rules,and policies under which we work.To
new employees it should be especially helpful in answer
ing the multitude of questions that naturally arise on a
new lob.
In general,your supervisor is best qualified to answer
the particular questions that you may ask.He has made
considerable study of the rules as part of his lob and is
familiar with many practical examples of how various
rules have been applied.If he does not have the an
swer,he knows where and how to find it.Consult
with him regarding your questions.He will be pleased
to help you.
We welcome you as a member of the County Sanita
tion Districts of Orange County,California,an organi
zation of vital importance to the community.
LEE M.NELSON
GENERAL MANAGER
1
CHAPTER I
TABLE OF CONTENTS
GENERAL INFORMATION
Page
The development of any area is dependent upon four
basic facilities:1)water supply;2)transportation and
communications;3)power —electric and gas;4)waste
CHAPTER I 1
disposal —domestic and industrial.
General Information
Orange County was in adequate supply of the first
CHAPTER II 3 three,but not the fourth.Sewers become important
only when absent;they’re like the fourth wheel on an
Personnel Organization automobile.
CHAPTER III 3 The organization of our Sanitation Districts is quite
unique.They were created because of a geographical
Positions and Salarieê need.Sewage disposal in southern California poses
more of a problem than in most areas around the nation
CHAPTER IV
as there are no rivers with sufficient water the year
Regulations Concerning Employment around to carry off the treated wastes.In Orange
Health Requirements 6 County some of our cities are many miles distant from
the shore lines of the Pacific.
Hours of Work 6
In 1921 the Orange County Joint Outfall Sewer was
Overtime 6,7,8 organized by agreement between the cities of Anaheim
Leave of Absence 8,9 and Santa Ana for the purpose of sharing jointly con
struction costs and the operation of a screening plant
Suspension and ocean outfall.Between 1921 and 1927,the cities
Termination 9 of Fullerton and Orange and the sanitary districts of
La Habra,Placentia,Garden Grove and Buena Park be-
CHAPTER V 9 came participants in this joint agreement.
Employee Benefits Through these participating agencies,the Joint Out-.
Sick Leave 9,i~.ii J fall Sewer constructed a treatment plant,several trunk
sewers and an outfall to the Pacific Ocean,now known
Vacation 11,12 L as the old ocean outfall.Thus,eight of the northern
and central cities and sanitary districts were served byHolidays12,13
a jointly owned sewerage system at a cost within the
Group Insurance 13 economic capability of each.Newport Beach and Hunt-
Retirement System 13,14 ington Beach each owned and operated its own treat
ment plant.
Uniforms 14
2 3
There were many problems in administering this joint
venture at city levels due to limitations of city authority
outside of corporate limits.Community organizations
and civic groups were conscious of county-wide develop
ment over a period of 20 years and of the growing need
for a program to service rapidly expanding areas.The
factors of administration,expansion and development
called for further action.
In 1946 the Orange County Board of Supervisors au
thorized a board of consulting engineers to prepare a
sewerage survey report.After considerable study this
report was modified and became the basis for the for
mation of the eight sanitation districts.Organizational
phases of the sanitation districts were under jurisdiction
of the Board of Supervisors.After formation,each dis
trict became an indepedent political subdivision with its
own governing board which operates under the District
Act of the Health and Safety Code of the state.
The function of collecting and transporting sewage
from local areas to the sanitation districts’facilities is
performed by cities,sanitary districts and other special
districts.Through inter-district contracts,means of ad
ministration,construction and operation of facilities for
the eight districts were established.
Under California law,county sanitation districts have
broad powers to provide collection,treatment and dis
posal of all types of waste.However,all of the sanita
tion districts in Orange County limit their activities to
area-wide collection,treatment and disposal of sewage
and liquid industrial wastes.They do not handle gar
bage,refuse and other solid wastes;neither do they
own or operate local sewage collection systems.Their
function is the ownership and operation of major trunk
sewers,two sewage treatment plants and a 78-inch dia
meter disposal outfall 7,000 feet into the Pacific Ocean.
The original collection of sewage at the local level is
handled by individual cities and sewering districts with
in the Sanitation District.
CHAPTER Il
PERSONNEL ORGANIZATION
The Board of Directors and the General Manager
have endeavored to develop an organization composed
of competent and able personnel working under the
most pleasant conditions.In selecting benefits consid
eration was given to that which would be to the best in
terest of the employees,with the belief that an em
ployee who is happy in his work and satisfied with the
fair treatment he receives will be a better worker.
The general direction of all operations is under the
guidance of the General Manager.Other Administra
tive personnel include 1)Assistant General Manager,
2)Director of Finance,3)Administrative Officer,with
the remainder of the employees serving in a clerical ca
pacity.Employees assigned to the treatment plants are
classified as Operational Personnel.They include 1)Sup
erintendent of Operations,2)Sanitary Engineer,3)Re
search Chemist,4)Construction Inspector,5)Mainten
ance Supervisor,with the remainder of employees as
signed to these several departments.
CHAPTER III
POSITIONS AND SALARIES
There are established in the Joint Administrative Or
ganization the following Basic Salary Ranges:
Range No.
30 288
31 303
32 319
33 337
34 355
35 375
36 395
Monthly Five-Step Rates
1 2 3 4 5
303 319 337 355
319 337 355 375
337 355 375 395
355 375 395 417
375 395 417 440
395 417 440 464
417 440 464 489
4 5
37~417
38 440
39
-
464
40 489
41 516
42
43 575
44 608
45 641
46 677
47 715
48 755
49 797
50 842
440 464 489 516
464 489 516 545
489 516 545 575
516 545 575 608
545 575 608 641
575 608 641 677
608 641 677 715
641 677 715 755
677 715 755 797
715 755 797 842
755 797 842 889
797 842 889 942
842 889 942 992
889 942 992 1048
For each employee of the Joint Administrative Organ
ization assigned to a position for which a range num
ber is established,there shall be a salary anniversary
date which in the case of employees employed prior to
July 1,1960,shall be the dates heretofore established.
In the case of the employees employed on or after
July 1
,1960,the anniversary date shall be the first day
of the month after such an employee completes the
first six months of service.
In the case of employees reclassified,the anniver
sary date shall be the first day of the month after the
employee completes twelve months of service after re
classification.
Thirty days prior to the salary anniversary date of
each employee the General Manager shall review each
employee’s performance on the job.
An employee who is receiving the first or second sal
ary step rate,will be assigned an automatic increase to
the next step rate by the General Manager on the em
ployee’s anniversary date;provided,that his services
have been satisfactory to his supervisor.The supervisor
is expected to terminate,prior to the anniversary date,
any employee in the first or second step rate whose
services have not been satisfactory.
An employee who is receiving the third or fourth sal
ary step rate,can receive the next step rate only on
positive recommendation of the supervisor to the Gen
eral Manager.If no such recommendation is forthcom
ing,no salary increase can be made until the following
anniversary date (one year hence)and then only on
favorable recommendation of the supervisor.
In the case of employees employed in positions in
which the Operators’Certificates issued by the Califor
nia Sewage and Industrial Wastes Association are ap
plicable,due consideration shall be given by the Gen
eral Manager in his assignments of salary increases to
the diligence of such employees in preparing for and ob
taining such cerficiates.
CHAPTER IV
REGULATIONS CONCERNING EMPLOYMENT
The County Sanitation Districts of Orange County,
California,is a public agency and as such is subject to
scrutiny by the general public.Therefore,you must al.
ways keep in mind that the taxpayers are paying your
salary,and you should govern your conduct accord
ingly.
A new employee is more or less on a probationary
period for the first sixty days of employment.If he per
forms his job satisfactorily during this period he will,
in all probability,be retained under the conditions stated
in this Manual.It must be remembered,however,that
this is not a Civil Service organization.An employee has
no lob security other than himself—his opportunity for
advancement lies within himself.If he performs his job
well,he may expect to be employed as long as there
is need for his services.However,the Districts do not
tolerate insubordination or failure to carry out assigned
duties,and an employee may be terminated for this or
6 7
•other gross misconduct or lack of competence at any
time.
Health Requirements
The General Manager shall require evidence of good
health and freedom from disability defects,as shown
by a recent medical examination,as a condition to ap
pointment to any position;and may periodically there
after require further medical examination of employees
at the Districts’expense.
Hours of Work
Eight (8)hours shall constitute a day’s work for all
employees unless otherwise provided by resolution of
the Boards.
The official work week of the District shall be five (5)
working days of eight (8)hours each.
No employee shall work more than five (5)days in
each calendar week,except that the General Manager
or his designee may ~require any employee temporarily
to perform service in excess of five (5)days per week
when public necessity or convenience so requires.
Overtime
If,in the judgment of the General Manager or his de
signee,work beyond the normal work day and/or work
week is required of an employee paid on a monthly ba
sis,such overtime service shall be compensated for in
equivalent time off to be taken not later than one month
following the month in which the overtime service was
performed;provided however,that if the General Man
ager or his designee determines that the work load and
schedule of an employee is such that all of such equiv
alent time off cannot be taken,the employee shall be
paid for any overtime service remaining after any such
equivalent time off is taken at the same rate at which
the employee was employed during the month the over
time service was performed.
and paid on the payroll for the month following the
month in which overtime service is performed and shall
not exceed ten percent (10%)of the regular monthly pay
of the employee on any payroll.After such payment is
made,no further compensation will be allowed for
overtime service for the month for which such payment
is made.
For overtime service performed,t h e maximum
amount of equivalent time off shall be twelve (12)
working days in any calendar year,unless otherwise
ordered by the Boards.
Any employee occupying a permanent position at a
monthly salary who is required to work on a holiday
shall be entitled to equivalent time off.
Any employee separating from the Districts’service
who has performed overtime service either prior to or
after July 1,1960,and which overtime service has not
been compensated for as provided in this section,shall
be entitled to full pay at his regular rate for such over
time service.Any such overtime pay shall be separately
itemized and paid in a lump sum on the payroll follow
ing separation.
When separation is caused by the death of an em
ployee,overtime payment shall be made to the estate
of such employee,or in applicable cases,as provided
by Section 630 of the Probate Code.,
Nothing in this section shall be interpreted as prevent
ing the General Manager fr,om filling a position vacated
by separation immediately following the last day actu
ally worked by the separated employee.
Whenever any person employed in a position for
which the compensation is fixed at an hourly rate shall
be required to work overtime,such person shall be paid
for such overtime service at the hourly rate at which he
is employed;provided,however,that any such addi
tional compensation shall be separately itemized on the
payroll.
1.
Any such overtime pay shall be separately itemized
8 9
No additional employee may be engaged as a substi
tute for a regular employee who is on leave of absence
•with pay on account of overtime service,it being the in
tent of this provision that where persons are allowed
time off with pay for overtime service the work must
be carried on without additional cost or expense.
Leave of Absence
a.With Pay
Whenever any person holding a duly established per
manent,full time position is compelled to be absent from
duty by reason of the death or critical illness where
death appears to be imminent,of either father,mother,
brother,sister,wife,husband,or child,such person shall
be entitled to a maximum of three (3)working days
with pay.
b.Without Pay
Any employee holding a duly established perma
nent position may be granted a leave of absence with
out pay upon written request approved by the General
Manager.
A leave of absence must be requested in all instances
where an employee is absent without pay for more
than three (3)consecutive working days.
leave of absence without pay may be granted for
of the following reasons:
a.Illness or disability
b.Pregnancy
c.To take a course of study which will
increase the employee’s usefulness
on return to his position
d.For personal reasons acceptable to
the General Manager
Requests for leave of absence without pay shall be
made upon prescribed forms and shall state specifically
the reason for the request,the date when it is desired to
begin the leave,and the probable date of return.
The request shall normally be initiated by the em
ployee,but may be initiated by his supervisor.Upon
written recommendation of the supervisor that it be
granted,modified,or denied,it shall be promptly trans
mitted to the General Manager,whose action shall be
final.
A leave of absence without pay may be for a period
not to exceed one year,provided that the Board of
Directors may extend such leave for an additional per
iod not to exceed one year.
Procedure in granting extensions shall be the same as
that in granting the original leave,provided that the
request for extension must be made not later than ten
(10)days after expiration of the original leave.
Whenever an employee who has been granted a
leave of absence without pay desires to return before
expiration of such leave,he shall notify the General
Manager as soon as possible in advance of the return~
Suspension
A supervisory employee may recommend a suspen
sion or disciplinary leave without pay not to exceed thir
ty (30)working days,when in his judgment such action
will best serve the public interest.He shall transmit his
recommendation to the General Manager for his de
cision.
Termination
Any employee may be terminated,for cause,at any
time.
Chronic or persistent illness,or a disabling physical
defect,not arising out of employment by the Districts,
shall be cause for separation from the service.
CHAPTER V
EMPLOYEE BENEFITS
Sick Leave
Every employee holding a duly established full time
permanent position,whether paid by the month or by
A
any
10 11
the hour,shall accrue one (1)working day sick leave
with pay for each full calendar month of actual con
tinuous service cumulative to,but not exceeding,one
hundred (100)working days,except that no employee
shall earn sick credit during a calendar month in which
he is absent without pay more than three (3)working
days.
Sick leave may be applied only to absence caused by
illness or iniury of an employee and may not extend to
absence caused by illness or injury of a member of the
employee’s family.
Application of accumulated sick leave to medical and
dental office calls during working hours may be author
ized at the discretion of the General Manager.
In any instance involving use of a fraction of a day’s
sick leave,the mimimum charge to the employee’s sick
leave account shall be one hour,while additional actual
absence over one hour shall be charged to the nearest
full hour.
The General Manager shall be responsible for con
trol of abuse of the sick leave privilege.The employee
may be required to furnish a certificate issued by a li
censed physician or nurse,or other satisfactory evidence
of illness.
Employees in positions which are designated as tem
porary shall not be eligible for sick leave with pay.
Whenever any employe is compelled by direction of
his physician to be absent from duty on account of in
jury arising out of and in the course of his employment,
he shall receive full compensation during the first seven
(7)calendar days of such absence.Thereafter during
such absence he may elect to apply pro-rated accrued
sick leave to such absence and to receive compensation
therefor in the amount equal to the difference between
the compensation to which he is entitled under the Work
men’s Compensation Act and his regular pay not to ex
ceed the amount of his earned sick leave.
An employee may also elect to use any earned vaca
tion time and equivalent time off for overtime in like
manner after his sick leave is exhausted.
Employees having accumulated sick leave at time of
termination will not be compensated for accumulated
sick leave,as its purpose is intended to benefit the em
ployee during his employment only.
Vacation
Every person holding a duly established full time per-.
manent position shall be entitled to an annual paid va
cation of fifteen (15)full working days for each year of
service,dating from the date of commencement of his
service;provided,however,that he has completed one
year’s continuous service.
All earned vacation shall be taken during the year
immediately following the year in which it was earned.
Under no circumstances will an employee be permitted
to accumulate more than one year’s vacation privileges.
Absence because of injury or sickness which is cov
ered by accumulated sick leave shall not be a bar to the
granting of such annual vacation.
The granting of any leave of absence without pay ex
ceeding fifteen (15)calendar days shall cause the em
ployee’s eligibility date for annual vacation to be post
poned a number of days equal to the number of calen
dar days the employee is on leave of absence without
pay less the first fifteen (15)calendar days of such
leave.
Every person holding a position which is duly desig
nated as intermittent or part time shall be allowed an
annual vacation consisting of one (1)working day for
each twenty (20)days actually worked in the year pre
ceding,dating from the original date of employment;
provided that he shall have actually worked not less
than two hundred (200)full days during the preced
ing year.
Employees in positions which are designated as tern-
12
porary shall not be eligible for vacation.
Any person separating from the Districts’service who
-
has not yet taken his earned vacation,if any,for his
previous year’s service shall be entitled to pay in lieu
of such vacation.
When separation is caused by death of an employee,
payment shall be made to the estate of such employee,
or,in applicable cases,as provided by Section 630 of
the Probate Code.In computing the payment for such
vacation,the employee’s vacation time shall be pro
jected forward from his last day worked the same num
ber of actual working days as he is entitled to in vaca
tion.
Nothing in this section shall be interpreted as prevent
ing the General Manager from filling a position vacated
by separation immediately following the last day actu
ally worked by the separated employee.Vacation pay
of the separating employee shall be specifically set forth
on the payroll.
No person shall be permitted to work for compensa
tion for the Districts in another capacity during the time
of his paid vacation.
Holidays
The following paid holidaysshall be granted to all
employees holding duly established permanent,full
time positions:
January 1 New Year’s Day
February 12 incoln’s Birthday
February 22 Washington’s Birthday
Good Friday 12 Noon to 3 P.M.
May 30 Memorial Day
July 4 Independence Day
First Monday of September Labor Day
November 11 Veteran’s Day
Last Thursday in November~~Thanksgiving Day
December 25 Christmas Day
I
13
Any employee eligible to receive paid holidays who
is required to work on a holiday shall be entitled to
equivalent~time off as provided in Chapter IV.
When a holiday falls on a Sunday,the following
•Monday will be observed as a holiday.
When a holiday falls on the regularly scheduled day
off of a work week for an employee who is eligible to
receive paid holidays,the employee shall be entitled to
an additional day as equivalent time off.
Group Insurance
The County Sanitation Districts protects its permanent
full time employees under a group major medical insur
ance program underwritten by the Connecticut General
Life Insurance Company.
Employees are eligible for this insurance program af
ter a period of ninety (90)days from date of employ
ment.Coverage includes life insurance,basic hospitaliz
ation provisions and major medical benefits.Participa
tion is voluntary and the cost is as follows:
Employee only $1.10
Employee and dependents $13.11
More detailed information may be obtained from a
booklet issued by the Connecticut General Life Insurance
Company,a copy of which is given employee at time
of employment.
Retirement System
Every person holding a duly established full time per
manent position automatically becomes a member of the
State Employees’Retirement System after completing
six (6)months of employment.
Each member contributes monthly to the Retirement
System.These contributions are deducted from the em
ployee’s salary throughout his period of membership and
are credited to his personal account with the System.The
rate of contribution depends upon the member’s age at
entrance and sex.(Rates by age and sex are indicated
14
on sheet given each employee at time of employment.)
An example of this method is as follows:
A male employee at age 25 at time of entrance
into the Retirement System,with a monthly salary
of $355,will contribute 6.58%of his salary to
ward his retirement.
A male employee at age 40 at time of entrance,
earning the same salary,will contribute 7.89%of
his salary.
Although an employee may receive salary increases
during his length of service,his rate of contribution will
not increase.
The normal age of retirement is 60;however,a mem
ber may retire from service when he reaches the mini
mum retirement age of 55
.Employees retiring at an age
younger than the normal retirement age will receive a
smaller retirement allowance,and those retiring at a
later age will receive a larger monthly retirement al
Iowa nce.
The County Sanitation Districts also contributes month
ly toward the cost of the member’s benefits.The amount
contributed is 6%of the employee’s monthly salary.The
Districts bear the entire cost of guaranteeing retirement
benefits,all the costs of other benefits,and the cost of
administration of the System for its members.
The employee contributions earn interest at the rate
of 3 1/4%per annum.‘In the event the employee ter
minates before retirement he is entitled to withdraw his
contributions,plus the accumulated interest earnings.
For more detailed information,consult the booklet
“Ret.Form 744”which is given each employee at time
of employment.
Uniforms
Employees required to wear uniforms or protective
garments shall be provided with regular laundering
thereof at the Districts’expense.