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Home My WebLink AboutResolution 1976 - 0032RESOLUTION NO.76-32 AMENDING RESOLUTION NO.75-168,RULES AND REGULATIONS RELATIVE TO CONDITIONS OF EMPLOYMENT A JOINT RESOLUTION OF THE BOARDS OF DIRECTORS OF COUNTY SANITATION DISTRICTS NOS.1,~,3,5,6, 7 AND 11 OF ORANGE COUNTY,CALIFORNIA,AMENDING RESOLUTION NO.75-168 RELATIVE TO CONDITIONS OF EMPLOYMENT ************. The Boards of Directors of County Sanitation Districts Nos.1,2,3,5,6, 7 and 11 of Orange County,California, HEREBY RESOLVE AS FOLLOWS: Section 1 Section 18 of Resolution No.75-168 is hereby amended to provide for disciplinary procedures as set forth in Exhibit “A”attached hereto and incorporated herein by reference;and, Section 2 Resolution No.75-168 is hereby amended by adding Section 21 thereto,to provide for an employee layoff procedure as specified in Exhibit “B” attached hereto and incorporated herein by reference. PASSED AND ADOPTED at a regular meeting held February 11,1976. DISCIPLINARY ACTIONS The General Manager is hereby authorized and directed to exercise supervision over all employees and to impose disciplinary actions,for just cause,upon any person employed under the provisions of the personnel and salary resolutions. Disciplinary action to be imposed,if any,shall be that which,if in the judgment of the General Manager,appears to be in the best interest of the Districts.The General Manager shalLhave the authority to: Terminate the employee; or Suspend the employee,without pay,for a period of time not to exceed thirty (30)working days; or Defer consideration of the employee’s annual anniversary merit review for a period of up to one year; and/or Adjust the employee’s salary to that representing a lower step rate within the heretofore-established salary range of the employee’s assigned position classification; and/or Reclassify the employee by demotion to a position classification for which.a lesser salary range has heretofore been established, in which case the employee may be assigned a salary representing any step rate within said lower position classification as deemed appropriate under the circumstances by the General Manager. EXHIBIT “A” LAYOFF PROCEDURE STEP 1 Determination of the need for layoff will be made by the Districts. STEP 2 Work groups and position-classifications will be determined by the Districts. STEP 3 Number of employees to be laid off will be determined by the Districts. STEP 4 Department Head of work group affected will recommend to the Personnel Review Committee employees--to be -laid--off based upon-performance, demonstrated competency as evidenced by past Performance Review and Action Notices (PRftN’s),length of service,and the requirements of the Districts.Performance and-competency being determined equal among employees-in a position classification selected for layoff,an employee with the least amount of full-time continuous-service with the Districts will be laid-off first,and thereafter,in order of length of service with the Districts.- Personnel Review Committee will recommend to the General Manager the employees to be laid off.The General Manager’s action to lay off employees will be final. STEP 5 Employees to be laid off will be so informed in writing at least two weeks prior to the date of said layoff.Such notification will include “bump down’!options.In the event employee has designated a recognized representative for purposes of employer-employee relations,said representative will receive a copy of the notification of layoff.- STEP 6 “down -An employee selected for layoff may “bump down”into a classification in his work group for which he is qualified (qualification -is presumed where the person has held the position previously with the District or where the position is in the regular promotional line).An employee who is selected for layoff and who has not completed the new- -hire probation period is not eligible for a “bump down”option. An employee informed of his impending layoff or “bump down”must inform his Department Head within five calendar days of his intent to take the option of the layoff or the “bump down”. The process will be repeated at the next lower position classification level within the group where an employee “bumps down”. The salary for an employee that has “bumped down”shall be established at the same rate of pay for which said employee had been assigned in the higher classification provided,however,that (a)in the event the exact same rate of pay is not set forth in the salary range assigned to the - position classification to which the employee has “bumped”,then the employee’s rate of pay shall-be established as the next lower rate of pay in the new position classification range;and (b)in no event shall the - employee receive a -salary that exceeds Step 5 of the new position classification to which he has “bumped”. EXHIBIT “B” STEP 7 Employees that have been laid off shall be placed on a rehire eligibility list for their respective work group.The employee most recently laid off shall be placed at the top of the list and thereafter,in descending order by date of layoff.Employees’names shall be maintained on the eligibility list for a period of two years from date of~separation. In the event the Districts commence hiring for positions from which employees have been previously laid off,all employees on the rehire eligibility list shall be so notified.Employees responding to said notification within 10 calendar days will be eligible for re-employment in position classification openings in the work group for which they have previously been laid off,in order of the rehire eligibility listing. , In the event openings occur in other work groups,the employee may apply for said openings and will be considered without,priority rating along with other applicants. Employees who do not respond within 10 calendar days of the date said notification was mailed by the Districts will automatically have their names removed from the rehire eligibility listing. N0TI~ES All notices and responses shall be in’writing,certified mail,return receipt requested,to the last address of record,’:or delivered in person,for which written acknowledgment must be made.Responses to the Districts should be addressed to P.0.Box 8127,Fountain Valley,CA 92708. —2— STATE OF CALIFORNIA ) )SS. COUNTY OF ORANGE ) I,J.WAYNE SYLVESTER,Secretary of the Boards of Directors of. County Sanitation Districts Nos.1,2,3,5,6,7,and 11 of Orange County,California,do hereby certify that the above and foregoing Resolution No.76-32 was regularly passed and adopted at a regular meeting of said Boards on the 11th day of February ,19 76, by the following vote,to wit: AYES:Directors Donald Winn (Joint Chairman),Robert Battin, John Burton,Michael Callahan,Dale Chaput,Phillip Cox, Norman Culver,Don Griffin,Don Mclnnis,Henry Duke, Vernon Evans,Donald Fox,John Garthe,Norma Gibbs, Francis Glockner,Beth Graham,James Jackman,Miriam Kaywood,Leonard MacKain,Alice MacLain,Thomas McKnew, Richard Olson,Jess Perez,Bob Perry,Thomas Riley, Donald Saltarelli,George Scott,Donald Shipley,John Store,Bernie Svalstad,Robert Root,Martha Weishaupt, and Robin Young NOES:None ABSENT:Directors Edward Byrne,Ralph Clark,Kerin Rima,Howard Rogers,and Laurence Schmit IN WITNESS WHEREOF,I have hereunto set my hand this 11th day of February , 19 76. 3,,6,7,and 11 of Orange County,California S -101