HomeMy WebLinkAboutResolution 1979 - 0021 (REPEALED)V.
RESO LU]’I ON NO.79-21
PROV fl~~~RIJ!J~S AN!)REEIJLA1’IONS
RE’!ERMS AND CONIfl TI ONS U!:F;!i’!OYNH~NI’
A JOINT RESOJUT]ON OF TI Ii ROARDS OF DI REC’I’ORS OF
COUNTY SANITATION DiSTRICTS NOS.1
,2,3,S
,6,
7 AND 11 OF ORANGE COUNTY,CALl FORN TA,i’RO\!I DING
FOR RULES AND REGULA1I (INS RE LA’!’]VE ‘1.0 TERMS AND
CONDITI ONS OF I1MPLOYMEN’I’,AND RESCINDING ALL
RESOLUTIONS PREVIOUSLY ADOPTED IN Ti ITS CONNECTION
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WhEREAS,the Districts’management representative has reached an agreement,
as evidenced by executed Memoranda of Understanding,as amended,with representatives
of employeeunits as follows:
~ployce Unit MOO Date MOO Period
Admini strative/Clbrical Employees 12/14/77 12/02/77 through 11/27/80
Supervisor)’Employees 12/14/77 1.2/02/77 through 11/27/80
Engineering Employees 11/30/78 12/01/78 through 11/27/80
Laboratory Employees 12/05/78 12/15/78 through 11/27/80
Operations afld Maintenance Employees 1/19/79 12/29/78 through 11/29/79
NOW TFIEREFOR:-
The Boards of Directors of County Sanitation Districts Nos.1,2,3,5,6,
7 and 11 of Orange County,California,
DO FIEREBY RESOLVE,DETERMINE AND ORDER:
That the following rules and regulations be estabi ished to govern the terms
and conditions of employment for all persons,except the Genera.1 Counsel,employed
by the Count)’Sanitation Districts of Orange County,by and through the Joint
Administrative Organization:
1.WORKiNG hOURS
Section].The General ft~nager shall have the autlior:i.ty to define and
estal)]:ish what shall constitute a regular day’s work for al)employees,provided,
however,sai (1 regui ar workday shall not be less than ciglii (8)hours
,
nor more
t han ten (10)hours.
Section 2 Except :is provided in Section 3 hcrCi.n,it shall be the duty
of the General Manager to arrange the work schedules so that no cmployec shall
work more than five (5)regular days in each work week nor less than four (4)
regular days i.n each work week.However,the General Manager or his designee
may require any employee temporarily to perform services i.n excess of said
prescribed limitation when the public necessity or conveniciic.c so requires.
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II.OVERTIME
Section 3 If,in the judgement of the General Manager,or his designee,
work beyond the prescribed workday and/or work week,or work on a paid holiday
or on a regularly scheduled day off is required of a full time,permanent employee,
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such work will he compensated for as provided in Section 9 of the Districts’
most current Positions and Salaries resolution.
Section ~Any employee separating from the Districts’service who has
performed overtime service and is otherwise entitled to overtime pa)’and which
overtime service has not been cornpensated,for as provided in the Districts’most
current Positions and Salaries resdlution,shall be entitled to full compensator)’
pay at his regular rate at the time of separation for such overtime service.
Aiiy such overtime pay shall be separately i.temized and paid in a lump sum on
the payroll following separation.When separation is caused by tlie death of an
employee,payment shall be made to the estate of such employee,or in applicable
cases,as provided bySection630 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.
III.\‘ACATION
Section 5.Absence because of injury or sickness which is covered by
accumulated sick I cave shall not be a bar to the granting of the annual vacation
accrued by an employee.The granting of any leave of absence without pay
exceeding fifteen (IS)consecutive working days shall cause the employee’s
cli~ibili iy date for annwil vacation to be j)ostpollCd a iiumhcr of days equal to the
ninnbcr of Ca]cndar days the cmpl oycc i s on I cave of abscncc without pay,less
the first fifteen (15)calendar days of such leave.
Section 6.Any employee separating from the Districts’service who has
not taken his unused earned vacation,if any,shall receive the hourly equivalent
of his salary for each hour of Unused earned vacation.
When separation is caused by death of any employee,payment shall b~macic
to the estate of such cniployee,or in applicable cases,as provided in Section
630 of the Probate Code.An employee receiving pay in lieu of unused vacation
may not be re-employed by the County Sanitation Districts in any capacity until
a number of working days equal to the number of days paid vacation has elapsed
following the effective date of ~eparation.Nothing in this section shall be
interpreted as preventing the General Manager from fi].ling a position vacated
by separation immediately following the effective date of such separation.
Scct:i.on 7.No employee shall be permitted to work for compensation •for the
Districts during the time of his paid vaoation,nor be otherwise compensated for
vacation time not taken,except as provided in Section 6 hereof.
The General Manager or his designee-shall be responsible for scheduling the
vacations of employees in such a manner as to achieve the most efficient function
ing of the Districts.In any use of vacation the minimum charge to the employee’s
earned vacation shall.be one-half (½)hour,while additional actual leave over
one-half (½)hour shall be charged to the nearest half hour to a maximum of the
employee’s entitlement.
IV.SICK LEAVE
Section S.Except as hereafter provided,sick leave may be applied only
to absence caused by il].ncss,injury or pregnancy of an employee.Application
of accumulated sick leave to medical rind dental office cal].s during working
hours may be authorized at the discretion of the Genera]Manager.In any instance
involving use of a fraction of a day’s sick I cave,the minimum charge to,the
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Clfl~))oyeC’S sick leave accOunt shall be one—half (~)hour,hhi Ic nddi ti onal
actual absence over onc—h:il f (~)hour shall be charged to the nearest onc—hal f
(~)hour.The General Manager shall bc 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,satisfactory evidence of illness.
Sick leave may also be applied because an employee’s presence is needed to
attend to the illness of a member of his or her immediate family (spouse or
child),provided that ~uch absence shall be limited to a maximum of three (3)
working days per year.
V.SICK LEAVE —(Involving Worker’s Compensation
Section 9.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 compensation during the first three (3)
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 an amount equal to the difference between the compensation to which
he is.entit)ed under the Worker’s Compensation Act and his regular pay not to
exceed the amount of his earned sick leave.An employee may also elect to use
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any earned vacation time and compensatory time off in like manner after his sick
leave is exhausted.
VI.LEA\/E OF ABSENCE -(Emergency)
Section’10 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 imminent,of either father,mother,
foster parent,stel)-parcnt,mother—in-law,father-in-law,brother,sister,wife,
husband,child or step-child,such person shall be entitled to a maximum of
three (3)working days absence with pay.
VII.LEA\’E OF ABSENCE -(Regular
Section 11.Upon written request,approved by the General Manager,any
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cmpl nec holding a duly’cstab)ished pcrm:ineiit posi tion may be granted a leave
of absence without pay not to exceed one ycar,for.afiy 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
A leave of absence must be requested in all instances where an employee is
absent without pay for more than fifteen (15)consecutive working day’s.The
conditions of each leave of absence shall be determined by the General Manager,
base~1 upon the Districts’needs and requirements.
VII.LEAVE OF ABSENCE -(Military)
Section 12 Military leave is governed by the provisions of the Military
and Veterans Code of the State of California,Sections 395 -395.02.
IX.COMPENSATION ASSIGNMENTS AND ADJUSTMENTS
Section 13.Except for employ’ees reclassified in accordance with the pro\’isions
of Section 14 hereof,each employee empld~yed-before the effective date of this
resolution and assigned to a full time,permanent position established in the
current Positions and Salaries resolution,shall be assigned a salary’no greater
than that provided for by the step number to which such employe,e is entitled on
the effective date of this resolution,under the provisions of,and the salary
assignments authorized by prior resolutions,as amended..
Each employee employed on or after the effective date of this resolution
shall be assigned,insofar as practicable,a salary’provided for by’the first
step rate hereinabove established for the position being filled;provided,
however,that U~Ofl a determination by the General Manager that an individual
being cnip].oy~d has unusual qualifications or that there is unusual difficulty’
~\in recruiting an employee for the position,the General Man~gcr may assign to such
an eml)loycc a salary not to exceed that f)rovidcd for by the third full step rate
for the position being fil led at.any time dur~ug the first ninety (90)days of
r
cup]0)1110 n t.It is further p roy (1 ed
,
tlia t on rcconuncnd:l t i on of t lie Genera I ~~:tiia ger
the J~oards of Directors may,by motion,authorize the assignment to such an
employee of a Salar)’exceeding that provided for by the third full St.e1)rate far
the position being filled.
Each empi oyee employed iii a position for which only an hourly salary has
been cstablished in the current Positi.ons and Salaries resolution shall,at the
discretion of the General Manager,he assigned a salary equal to or less,than
the maximum hourly rates specified in the current Posi tions and Salaries resolution.
Section 14.Upon the determination by the General Manager,with the ath~ice
and ‘recommendation of the Personnel Review Committee,that a person already
employed should be transferred or reclassified to a position with a different
title or range number,the assigrnnent of a new salary to such a person shall be
made as follows:
A.For an empldyee transferred to a position of substantially the same
•responsibility,the employee shall be assigned a salary established for said
position corresponding to the same step number occupied under thc cmployee’s
former classification on the effective date of the reclassification.
B.For an employee transferred to a position of higher responsibility,
the employee shall ~e assigned a salary established for said position up to the
step number occupied under the former classification on the effective date of
the reclassifi~ation.
C.For ~n employee transferred to a position of lesser responsibility or
lower salary range,the employee shall be assigned a salary established for
said position corresponding to a step number which is deemed appropriate by the
General Manager under the circumstances.
Section 15.If,in the determination of the General Manager,work of a
higher paid classification is required by a I)cpartmcnt Head or Division Supervisor
of an employee on a temporary basis for a period of more than twenty—one (21)
consecutive working days in ~payroll year,the employee working telllporar.i 1>’in
sa i.d lii glicr classif I.ca l:ion sha 1].be cli gi H e to receive a temporary increa so in
p:~y’rate for time worked in the higher paid c1:I!;si ii cation 1)e~1nnin~with the
22nd consecutive working day,provided (a)that it is estahl islied by the
Department head that said employee is,in fact,performing in the Capaci ty of
the higher position;(b)that the higher position classification is vacant by
virtue of the incumbent having been promoted,terminated,or on an extended
leave;and (c)that written notification of the rcquircd work of a higher paid
classification has been properly filed with the Department Head within the first
ten (10)consecutive days of said work.The increased compensation to be.paid
to an employee who meets the aforementioned criteria shall be equal to a one
full •step salary increase or the first step of the position classification for
which said work is allegedly being performed,whichever is greater,provided that
such increase does not exceed the top step of said position classification and,
further provided,only the percentage of time actually devoted to performing work
of the higher classification commencing with the 22nd consecutive work day shall
be compensated at the higher rate of pay.
When an employee is requested by the Department Head to work in an upgraded
classification wherein it is the intent to permanently upgrade said employee in
that classification,the twenty-one (21)consecutive working dar waiting period
for temporary increase in pay rate eligibility,as hereinabove provided,may be
waived by the General Manager.
Section 16.For each full time,permanent employee in the Joint Administrative
Organization assigned to a position established in the current Positions and
Salaries resolution,there shall be a salary anniversary date which,in the case
of employees Cm~)lOyed before the effective date of this resolution,shall be the
salary anniversary date heretofore established under the provi.sions of prior
resolutions,as amended.Thereafter,such employees’annual sal ary anniversary
date shall be the first day of the biweekly pay period following fifty-two (52)
weeks of continuous service from the preceding salary anniversary date.
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In the case of (‘nip]oyecs employed after the cffcct ive date of thi s rcsol ut.i on,
the salary anniversary (late shall be the first day of the biweekly pay period
following the COllh1)lCtiOII of the first twenty-six (26)weeks of continuous service.
Thereafter,such employees’annu~il salary anniversary date shall be the first
day of the biweekly pay period following fifty-two (52)weeks of continuous servi cc
from the preceding salary anniversary date.
For each employee assigned to a position designated as Supervisory,there
shall be established a salary anniversary date which shall be the first (lay of
the first biweekly pay period of the Districts’fiscal year.
Section 17 Except as provided hereafter in this section,thirty (30)days
prior to the salary anniversary date of each full time,permanent employee,the
GeneralMariager shall cause to be made a review of such employee’s performance
on the job.With the advice of the Personnel Review Committee,the General Manager
shall either (1)assign to each such employee a salary representing a higher step
rate not to exceed one full step effective on the employee’s anniversary date or
(2)cause such assignment to be postponed~for a period up to the next anniversary
date.The General Manager shall cause such postponement only for reason of sub
standard performance by the employee or to establish as much as possible within each-
position classification equal salary for equal ability and work performance with
due consideration for training and seniority.
In the case of employees’positions designated as Supervisory,the General
Manager shall cause to he made a review of such employee’s 1)erformance on the job.
With the advice and recommendation of the employee’s Department 1-lead and the
Personnel Review Committee,the General Manager shall either (1)assign to
each such employee a salary representing a higher step rate not to exceed one-half
full step effective on the employee’s anniversar)r date or (2)cause such assign
ment to be postponed for a period up to the next anniversary date.The General
Manager shall cause such postponement only for reason of sub-standard performance
by the employee or to c~tablish as much as possible within each position ci ussi —
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fi cati on cqua)sa’ary for equal alit it>’and work performance with due cons idcr:it ion
for training and seniority.
X.DISC1I~L1NARY ACTIONS
Scct ion 18.The General Manager is authori~cd and directed to exercise
supervision over all employees and to impOSe disciplinary act.ions,for just
cause,upon any person employed under the provisions of this resolution and
the Positions and Salaries resolution.The General M:inager shall establish rules
and gui delines pertaining to the procedures governing such actions,which such
rules and guidelines are more specifically set forth on Exhibit “A”,attached
hereto and made a part of this resolution.
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XII.MEDICAL EXAMINATION
Section 19.The General Manager may require evidence of good health and
freedom from disabling defects,as shown by a recent medical examination,as a
condition to original employment,or as a condition to appointment to any position
U~Ofl return of an employee from a medical leave of absence,and may periodically
thereafter require further medical examination of employees at the Districts’
expense.Chronic or persistent illness,or a disabling ph’sical defect not
arising out of employment by the Districts,may be cause for separation from
service.
XIII.GRIEVANCE PROCEDURE
Section 20.A grievance procedure,which said procedure is more specifi.calay
set forth on Exhibit “B”,attached hereto and made a part of this resolution,
is hereby approved and authorized.
XIV.LAY-OFF PROCEDURE
Section 21 A lay-off procedure,which sai.d procedure is more specifically
set forth on Exhibit “C”,attached hereto and made a part of this resolution,is
hereby approved and authorized.
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XV
.SEVi ~ANCI~PAY
Seci ion 22.A severance P~Y policy,whi cli said policy is more specifically
set forth on Exhibit “D”,attached hereto and made a part of this resolution is
hereby approvcd and authorized.
XVI..MISCELLANEOUS
Section 23.‘that any resolutions or motions or portions thereof that are i.n
conflict herewith are hereby rescinded and made of no further dffect.
Section 24.That,unlcss otherwise provided,the rules and regulations
hereinabove adopted shall become effective as follows:
Administrative/Clerical Employees December 1,1978
Supervisory Employees December 1,1978
Management Employees December 1,1978
Engineering Employees December 1,1978
Laboratory Employees December 15,1978
Operations and Maintenance Employees December 29,1978
PASSED AND ADOPTED at a regular meeting held February 14,1979.
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EXH]1~1i ‘‘A’’
1)1 SC J P LI NAfl ~CT o~
The Genera)~.hnagCr is hereby authorized and di rc’ctc~to exercise supervision
over a)I Cm]))O)’CCS and to impose SCI p13 fl11>’actiOnS,for just cause,upon —
any person crap)oycd under tue provi SiOflS of the perSonnel and Sa 1 flT)’rCSO)uti oiis
DiSciplinary action to be imposed,if an)’,slial 1 be that whi cli,if in the
jtidgcrncnt of the General Manager,appears to l)C n the best int.crcst of the
Districts.The General Manager shall have the authority to:
Terminate the cinployee;
or
Suspend the employee,without pay,.for a period of time
not to exceed thirty (30)working days;
or
Defc±~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 hcretoforc-establi shed salary range of
the employee’s assigned position classification;
and/or
flcclassify 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
an),step rate within said lower position classification as deemed
appropriate under the circumstances by the General Manager.
EXhIBIT “B”
GRIEVANCE PROCEDURE
Section 1 A grievance is any dispute involving an individual
employee concerning the interpretation or application of the Employee
Relations Resolution No.75-127,or of a written memorandum of understanding,
or of rules or regulations governing personnel practices or working
conditions or of any alleged improper treatment of an cthployee not other
wisecovered herein.
Section 2
Step 1:When an employee has a grievance he shall
contact his immediate supervisor within
five (5)working days of the occurrence of
the event creating the grievance.The
supervisor shall ~ive a response within
three (3)Working days thereafter.
Step 2:If no agre-ernent is reached with his immediate
supervisor at Step 1,within three (3)working
days of his decision,the employee or his
representative must reduce the grievance to
writing arid file it with the Department Ilead.
Within five (5)working days after receiving
the written grievance,the Department Head
shall meet with the employee and/or his
representative and shall issue a written
decision within five (5)working days after
the meeting.
EXHIBiT “B”
Step 3:If 110 agrecmcnt can be reached with the
Dcpartmcnt Head at Step.2,within five
(5)working days of his decision,the
~rittcn grievance may be presented to the
Personnel Review Committee who at the
request of either party shall meet with
the grievant and/or his representative and
shall thereafter render a written decision
within five (5)working days after rec~ipt
of the grievance.
Step 4:If no agreement can be reached with the
Personnel Review Committee at Step 3,within
seven (7)working days of its decision the
written grievance may be presented to the.
General Manager who at the request of either
party shall-meet with the grievant and/or
his representative and shall thereafter
render a ~rittcn decision within five (5)
working days after receipt of the grievance.
Step 5:If no agreement can be reached with the
General Manager,~ithin ten (10)days from
hiS decision the written grievance may he
presented to the DISTRICTS’Secretary for
submission to the Boards of Directors for
consideration at their next regularly
scheduled meeting.Appeal to the DISIRICIS’
Boards shall be the final step in the
grievance procedure.
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EXIIIR1T ‘W’’
Scci.ion 3 A grievance may be prescntcd and processed by the cmployce,
a recognized cnploycc organization or its duly authorized agent,whichever
the cmployce desires.
Section 4 An employee shall be given reasonable time off to present
and process his grievance.If the employee is represented by a recognized
employee organization,said organization may designate one (1)employee
to present and process the grievance.Said employee shall also be given
reasonable time off to handle this duty.Time off for processing grievance
s’hal].be without loss of pay provided (a)said privilege is not abused;
(b)the grievance is a legitimate and bona fide one;and (c)absence from
•work station will not cause disruption to the DISTRICTS’operations.
Provided,further,that if a grievance ari.ses which affects two (2).or
more employees,the)’shall designate one (1)of them to process said
grievance for and on behalf of all affected employees.
Section 5 Failure of the DISTRICTS’representative to render a
decision within the designated time limits shall be deemed a rejection
enabling the grievant to process the grievance to the next available step.
Section 6 If a grievai~ice is not presented or appealed within the
designated time limits,it shall be considered settled and no further action
need be taken.
EXHIBIT ‘‘C’’
LM’OF F p Rcx:!}RE
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
Person’nel Review Committee employees to be laid off based upon
performance,demonstrated competency as evidenced by past rcrformance
Review and Action Notices (PRAN’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 fleview Committee will recommend to the General Manager
the employees to be laid off.The ~cneral 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”opi~ions.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.
Ste~6:It~~p -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 èompleted the new-hire probation period is not
eligible for a “bump down”oI~tion.
An employee informed of his impending layoff or “bump down~must
inform his Department Head within ~fivc caJendar 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 class
ification 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 sai.d employee had
been assigned in the higher classification prOvided,however,
that (a)in the event thc exact same rate of pay is not set forth
in the salary range assigned to the position classification to
which the CIflplO)’CC has “bU~npcd”,thcn 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 S of the new position
classification to which he has “bumped”.
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.
NOTICES 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.o.
Box $127,Fountain Valley,CA 92708.
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1 !1 I ‘F ‘‘I)’
~1~Vl~RANCl~PAY
Employees arc required to give a minimum of two weeks (l’l calcndar days)
written notification when terminating employment with the Districts.If an
employee is on paid or unpaid leaVe during the two-week period then the required
notification period must be increased by the rcma~ning number of days of such
leave.Failure to do so may result in an unfavorable job reference which will
become part of the employee’s permanent personnel file.
~Then a regular,full time employee is terminated by action of the Districts,
except for disciplinary cause,the employee will be so notified in writing two
weeks (14 calendar days)prior to the eff~ctive separation date.The notification
period for employees on unpaid leave shall be reduced by the number of calendar
days of such leave.In the event such notificatiOn is not given,the employee
shall be entitled to severance pay,in accordance with the formula set forth belo’v.’:
Employees in probationary Period:
Six (6)hours pay for each full calendar month of continuous
employment not to exceed thirty-six (36)hours pay
Permanent Employees:
Six (6)hours pay for each full calendar month of continuous
employment not to exceed eighty (80)hours pay
Employees in temporary,intermittent or part-time classifications are not
eligible for severance pay under any circumstances.
If an employee is terminated by the District for absence and such termination
is a direct result-of the employee’s failure to contact his or her supervisor re
garding said absence;or,if after notification,the employee is absent from work
without authorization in accordance with Districts’policy,or fails to perform
assigned duties in a satisfactory manner,the employee will not be eligihl~for
severance pa’.
If an emp]oyee is terminated as a result of a disciplinary action for
just cause in accordance with Distri.cts’poilcy,the employee will not be elibible
for severance pay.
STATE OF CALIFORNIA )
COUNTY OF ORANGE
)Ss.
I,3.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.79-19 ~as regularly passed and adopted at a
Philip Anthony,Ruth Bailey,Sam Cooper,Norman Culver,
Vernon Evans,Sal Gambina,Francis Glockner,Beth Graham,
Don Griffin,Bernard Houston,Donald Hudson,Elvin
Hutchison,Frank Laszlo,Don Mclnnis,Harry Miller,
Richard Olson,David Ortiz,Ron Pattinson,Bob Perry,
Alan Priest,Thomas Riley,Earl Roget,Donald Roth,
Paul Ryckoff,Donald Saltarelli,James Sharp,Richard
Siebert,Don Smith,Roger Stanton,Donald Strauss,Bernie
Svalstad,Charles Sylvia,Bill Vardoulis,Louis Velasquez,
Henry Wedaa,Ray Williams and Duane Winters
regular meeting of said Boards on the 14th day of February ,
1979
by the following vote,to wit:
AYES:
NOES:None
ABSENT:Donald Holt
IN WIThESS WHEREOF,I have,hereunto set my hand this 14th day
of February i~79
Coi
ster,Secretary,
ecto~s,County
istricts Nos.1,2,
6,7,and 11 of Orange
:y,California
S-lO1