HomeMy WebLinkAboutResolution 95-0545-9-95
RESOLUTION NO.95-54
PROVIDING FOR CLASSIFICATION,COMPENSATION AND OTHER
TERMS,CONDITIONS,RULES AND REGULATIONS OF EMPLOYMENT
A JOINT RESOLUTION OF THE BOARDS OF DIRECTORS OF
COUNTY SANITATION DISTRICTS NOS.1,2,3,5,6,7,11,13
and 14 OF ORANGE COUNTY,CALIFORNIA,RELATING TO
THE CLASSIFICATION,COMPENSATION AND OTHER TERMS,
CONDITIONS,RULES AND REGULATIONS OF EMPLOYMENT
OF DISTRICTS’EMPLOYEES AND REPEALING RESOLUTIONS
79-20 AND 79-21,AS AMENDED,AND ALL RESOLUTIONS OR
PORTIONS THEREOF PREVIOUSLY ADOPTED THAT ARE IN
CONFLICT HEREWITH
WHEREAS,the Districts’management representatives have reached agreements,as
evidenced by executed Memoranda of Understanding,with representatives of employee
bargaining units as follows:
EMPLOYEE UNIT MOU DATE MOU PERIOD
Administrative and Clerical 4/06/94 11/26/93 -11/21/96
Engineering 4/06/94 11/26/93 -11/21/96
Technical Services 4/06/94 11/26/93 -11/21/96
Operations and Maintenance 8/25/94 11/26/93 -11/21/96
Confidential 11/26/93 -11/21/96
Professional Group 10/19/94 02/01/94 -01/31/97
Supervisory Group 10/19/94 02/01/94 -01/31/97
WHEREAS,the Districts Boards of Directors desire to implement the provisions of the approved
Memoranda of Understanding and to further specify the governing rules and regulations for all
Districts’employees;and,
NOW THEREFOR:
The Boards of Directors of County Sanitation Districts Nos.1,2,3,5,6,7,11,13 and
14 of Orange County,California,
DO HEREBY RESOLVE,DETERMINE AND ORDER:
That the following rules and regulations be established to govern classification,
compensation and other terms,conditions,rules and regulations of employment for all persons
except the General Counsel,but including Executive Management employees,employed by the
County Sanitation Districts of Orange County,by and through the Joint Administrative
Organization.
TABLE OF CONTENTS
Article Page
I.Definitions I
II.Basic Salary Ranges 3
Ill.Classification/Positions/Salaries 3
IV.Probationary Employees 4
V.Compensation 5
VI.Overtime Pay -Non-Exempt 6
VII.Additional Compensation -Exempt 7
VIII.Shift Differential Pay 8
IX.Sfandby Pay 8
X.Call Back Pay 8
Xl.Working Out of Class Pay 8
XII.Vacation 9
XIII.Sick Leave 9
XIV.Personal Leave 10
XV.Conferral of Leave 11
XVI.Workers Compensation Leave 11
XVII.Jury Duty 11
XVIII.Witness Leave 11
XIX.Military Leave of Absence 12
XX.Leave of Absence Without Pay 12
XXI.Medical and Family Leave 12
XXII.Bereavement Leave 13
X)(III.Holidays 13
XXIV.Insurance 13
XXV.Deferred Compensation 15
XXVI.Benefits Option Plans 16
XXVII.Executive Management Vehicle Allowance 16
XXVIII.Uniforms 17
XXIX.Retirement 17
XXX.Severance Pay 17
XXXI.Working Hours 17
XXXII.Layoff Procedure 18
XXXIII.Discipline 18
XXXIV.Grievance Procedure 20
XXXV.Problem Solving Procedure 21
XXXVI.Attendance 22
X)(XVII.Medical Examination 23
X)(XVIII.Light Duty 23
XXXIX.Substance Abuse 23
XX)(X.Rideshare Program 24
X)O(XI.Nondiscrimination in Employment 26
XXXXII.Sexual Harassment 26
XXXXIII.Smoke-free Work Environment 27
XXXXIV.Miscellaneous Provisions 27
I.DEFINITIONS
Regular Full-time employees regularly work an 80 hour bi-weekly pay period for an indefinite
period of time.Regular full-time employees are entitled to benefits as set forth in the various
Memoranda of Understanding and elsewhere in this resolution.
Part-time employees regularly work less than 80 hours in a bi-weekly pay period for an
indefinite period of time.Part-time employees are not entitled to benefits.
Limited Term/Temporary employees are assigned to work 80 hours or less in a bi-weekly
pay period for an irregular or indeterminate period of time.Temporary employees are not
entitled to benefits.
Contract employees are those individuals who provide a unique or special service to the
Districts through an independent contractual relationship,and who exercise completely
independent judgement with regard to the performance of the work.Individuals in this
category do not have an employee-employer relationship with the Districts,and are not
entitled to benefits unless specifically provided in their contract.
Non-Exempt employees who are covered by the minimum wage and overtime provisions of
the Fair Labor Standards Act as amended.Such employees,because of the type of work
that they perform and their earnings level,are subject to receiving overtime pay in addition to
any entitlement otherwise provided for in applicable Memoranda of Understanding or this
resolution..
Exempt employees who are not covered by the minimum wage and overtime provisions of
the Fair Labor Standards Act as amended.Such employees are considered exempt by virtue
of their duties in conformance with the Act’s definition of Executive,Administrative and
Professional responsibilities.
Initial Probationary Period includes the first six months of employment with the Districts.
This period is regarded as an extension of the hiring process,and provides an opportunity for
both the employee and the Districts management to assess over a substantial period of time
whether or not the hiring decision was appropriate.Probationary employees become regular
full-time employees upon successful completion of their probationary period and approval
form as provided by the Director of Human Resource.
Promotional Probationary Period includes either the six months or ninety day period,
depending on applicable MOU provisions,immediately following the date of a promotion.This
period is regarded as an extension of the selection process,and provides an opportunity for
both the employee and the Districts management to assess over a substantial period of time
whether or not the decision was appropriate.
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Resignation is a voluntary separation,including:resignation with or without notice;an
unauthorized absence of three or more consecutive working days;failure to return from leave
of absence as arranged;failure to return from layoff upon recall.
Release is a separation in which the employee is not qualified for the type of work assigned and
no other more suitable assignment is available.Release usually results from no fault of the
employee.Employees who are unable to perform satisfactorily during a probationary period will
also be considered as released.
Layoff is a release of employees when funds or work at a specific skill level is no longer
available.
Discharge is a separation in which the employee is removed from the payroll for violation of
standards of employee conduct,violation of safety regulations,documented unsatisfactory job
performance or other proper cause.
Termination date is considered to be the last day actually worked by the employee irrespective
of any additional pay they may receive.
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II.BASIC SALARY RANGES
Section 1 There are hereby established in the Joint Administrative Organization the basic
salary ranges set forth on Exhibit “A”,attached hereto and made a part of this resolution.
III.CLASSIFICATIONS,POSITIONS AND SALARIES
Section 2 There are hereby established in the Joint Administrative Organization the
classifications,number of positions and their respective salary ranges or hourly rates,as set
forth on Exhibit “B-I”through “B-9”inclusive,attached hereto and made a part of this
resolution,effective on the dates set forth thereon.
Upon the effective date of the agreement with the Orange County Employee Retirement
System to implement the retiree medical health premium offset program,salary ranges for all
employee classifications shall be increased one percent in accordance with the provisions of
Section 46 of this resolution.In addition,salary ranges will be further adjusted in accordance
with the following schedule.
Employee Group Exhibit No.Adi.Percent Eff.Date
Administrative &Clerical B-I 0.0 11-26-93
3.0 11-25-94
3.0 11-24-95
Engineering B-2 0.0 11-26-93
3.0 11-25-94
3.0 11-24-95
Technical Services B-3 0.0 11-26-93
3.0 11-25-94
3.0 11-24-95
Operations &Maintenance B-4 0.0 11-26-93
3.0 11-25-94
3.0 11-24-95
Confidential B-5 0.0 11-26-93
3.0 11-25-94
3.0 11-24-95
Professional B-6 0.0 07-08-94
3.0 07-07-95
3.0 07-05-96
Supervisory B-7 0.0 07-08-94
3.0 07-07-95
3.0 07-05-96
Executive Management B-8 0.0 07-08-94
3.0 07-07-95
3.0 07-05-96
Part-Time,Hourly and B-9 0.0 11-26-93
Unrepresented 3.0 11-25-94
3.0 11-24-95
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Section 3 Wage adjustments for employees in the Professional,Supervisory and Executive
Management Groups are awarded from a “merit pool”amount established annually by the
Boards and allocated to each department in an amount proportional to the salary budget of
employees included within the Professional,Supervisory and Executive Groups.This pool
amount is awarded to individual employees based upon their performance as determined by the
Management Performance Review Program.Employees in the Professional,Supervisory and
Management Groups are not entitled to receive wage adjustments as a result of range
adjustments,except to the extent their salary falls outside the range limits.Further,assignment
of individual salaries into the top quartile of “E”ranges is limited to 20 percent of the employees
in the Professional,Supervisory and Executive Management Groups.
Section 4 The General Manager is hereby authorized to employ and assign persons as needed
to occupy the positions established in Section 5 herein and to exercise supervision over all
persons in accordance with the provisions of this resolution and to terminate,for cause,the
employment of any regular full time employee employed under the provisions herein.All other
employees,i.e.,probationary,part-time,limited term/temporary and contract may be terminated
at the Districts sole discretion.
Section 5 The current organizational listing of the County Sanitation Districts of Orange County,
Joint Administrative Organization,designated Exhibit “C”,and dated July 1,1993,is attached
hereto and made a part of this resolution.Exhibit “C”sets forth the departments and divisions
of the Joint Administrative Organization and designates the maximum number of authorized
positions in each organizational unit and classifications,except as provided below,and as
subject to amendment from time to time by the Boards of Directors.
The Districts are governed by the provisions of the Federal Fair Labor Standards Act,“FLSA”,
and in accordance therewith,after study and evaluation of the duties and responsibilities of all
job classifications do hereby establish those classifications that are within the Executive
Management,Supervisory and Professional Groups all as set forth on Exhibits “B-6”through “B-
9”,inclusive,as exempt from the provisions of the FLSA.
If,in the determination of the General Manager,qualified applicants are not available to fill an
open position,the General Manager shall have the authority to fill the position at a lower
classification or pay level until such time as qualified applicants are available.
IV.PROBATIONARY EMPLOYEES
Section 6 All persons employed by the Districts shall be deemed probationary employees for
a period of six months from the date of hire.The probationary period may be extended by
the Districts for cause by advising the employee prior to the expiration of the six-month
period.Said cause shall relate to the need for a further assessment of the individual’s
abilities to satisfactorily perform the duties required for their job classification.Probationary
employees are not deemed to be regular,full-time employees until completion of the
probationary period and may be terminated by the Districts at any time during the
probationary period and without cause.Said employees shall serve at the will of the Districts
during this period.In the event of termination of a probationary employee,the employee shall
not be entitled to receive any severance pay.
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All provisions of this Resolution shall apply to probationary employees,with the exception of the
Article on Severance Pay.Said employees are also not deemed to be members of employee
representative organizations.
V.COMPENSATION
Section 7 Non-Exempt employees shall be compensated at an hourly rate within the salary
range authorized for the classification in which they are employed as set forth in Exhibits “B
1”through “B-5”and “B-9”.Exempt employees shall be compensated at a monthly rate within
the salary range authorized for the classification in which they are employed as set forth in
Exhibits “B-6”through “B-8”.
Section 8 Salary offers beyond the midpoint of a range require prior approval by the Boards
of Directors for all classifications.New employees who are in classifications represented by
bargaining units other than the Professional or Supervisory Groups who successfully
complete their Probationary Period and are recommended for continued employment as
regular employees are eligible for consideration of a salary adjustment of up to one step
(5.5%)effective on the first day of the pay period that follows the date of completion of the
Probationary Period (normally 26 weeks).The Salary Review date for subsequent annual
reviews is established as the first day of that pay period following the date probation was
successfully completed.
Section 9 Employees other than Professional,Supervisory and Executive Management who
are not at the top of the salary range for their classification are eligible for consideration of an
annual salary adjustment of up to one step (5.5%)on their Salary Review date,provided their
performance satisfactorily meets expectations.Annual performance reviews shall be
completed on a form provided by the Director of Human Resource.
Section 10 Employees who earn a promotion are entitled to a promotional increase of at
least 5.5%,or to the base of the new range,which ever is greater,upon the effective date of
the promotion.If an employee has not successfully completed his or her Promotional
Probationary Period on their Salary Review date,any adjustment resulting from that annual
review will be delayed until such time as the probationary period is completed.Promotions to
classifications not in the Professional and Supervisory Group establish a new Salary Review
date.
Section 11 Employees who are hired into Professional,Supervisory and Executive
Management Group positions with “E”salary ranges shall be offered a salary at or near the
minimum of the range unless their level of background,expertise or prior earnings result in a
requirement for a salary greater than the minimum.The determination of an appropriate
salary should also consider relationships to other employees in the same classification and to
employees supervised,if any.
Employees in “E”range classifications serve a Probationary Period of six months and receive
a comprehensive performance evaluation at the end of that period.Employees who
successfully conclude their probation are eligible for a salary adjustment the subsequent July
in accordance with the provisions of the Management Performance Review Program
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•
established by separate action of the Boards of Directors and as amended from time to time.
An annual performance review is completed for all employees in “E”range classifications in
accordance with the provisions of the Management Performance Review Program.Performance
based salary adjustments occur on the first day of the first pay period in July,and may be
prorated based upon the date of hire,promotion,or last increase in those instances where the
individual has not concluded their probation as of July 1.
Employees in “E”range classifications who earn promotions to a new “E”range classification will
normally be offered a salary below the midpoint of the range that is commensurate with their
level of training and expertise,prior earnings,and in an appropriate relationship to other
employees in the same classification and to employees supervised.The new salary will normally
represent an increase of at least 5.5 percent,but not exceed the third quartile of the range for
the new classification.Employees in “E”range classifications are not entitled to a salary
adjustment at the conclusion of the Promotional Probationary Period.If the employee’s probation
period has not concluded as of July 1,the performance based salary adjustment is deferred until
such time as probation is successfully concluded.
Section 12 In the event the duties and responsibilities of a position are allocated to a lower paid
classification in the course of implementing the findings of a classification study,the salary of the
incumbent of that position shall remain unchanged (Y-rated)in accordance with the following
table:
Years of Service Term of Y-Rate
0-3 6Months
4-5 lYear
6-10 2Years
11-20 3Years
20 or More 4 Years
The Y-rate shall remain in effect until the salary range for the new classification equals or
exceeds the employee’s Y-rated salary,or until the term of the Y-rate expires in accordance with
the table above.If the Y-rate expires before the employee’s salary falls within the range of the
new classification,the employee shall be placed on the step of the new range nearest but not
more than the Y-rated salary.Employees become eligible for merit increases and range
adjustments when the Y-rate is no longer in effect.Employees who request a voluntary reduction
are not entitled to a Y-rate.
VI.OVERTIME PAY -NON-EXEMPT EMPLOYEES
Section 13 Non-exempt employees who qualify for overtime compensation for work beyond
their normal schedule shall,at the employee’s discretion,either be paid one-and-a-half times
their regular rate of pay,or be granted compensatory time off (“CTO”)at the rate of one-and
one-half hour for every hour worked for up to 30 hours worked per calendar year.Such CTO
must be scheduled off during the year in which it is earned.
All overtime hours worked in excess of thirty per calendar year shall,at the discretion of
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Districts’management,either be paid at one-and-one-half times the regular rate of pay,or by
compensatory time off at the rate of one-and-one-half hours for every hoUr worked.Normally,
employees who accumulate in excess of fifty hours compensatory time off,without regard to the
elective compensatory time off referred to in the preceding paragraph,will be scheduled to take
such time off or be paid for the excess accumulated compensatory time off at the discretion of
the Districts’management.For good reason,the Department Head,with the concurrence of the
Director of Human Resources,may allow compensatory time to be accumulated in excess of fifty
hours.
When an employee’s work schedule requires that they work on an observed holiday,the
employee may opt to be paid at two-and one-half times their regular rate of pay for the holiday
or to be paid at one-and one-half times their regular rate and receive an amount of Holiday
Compensatory Time Off equivalent to the number of hours in the shift.Normally,employees that
accumulate in excess of fifty hours of Holiday Compensatory Time Off will be scheduled to take
such excess time off or be paid for the excess accumulated Holiday Compensatory Time Off at
the convenience of the Districts.For good reason,the Department Head,with the concurrence
of the Director of Human Resources,may allow Holiday Compensatory Time Off to be
accumulated in excess of fifty hours.
VII.ADDITIONAL COMPENSATION -EXEMPT EMPLOYEES
Section 14 Employees in the Professional and Supervisory Groups will be eligible to receive
additional compensation at their regular rate of pay for performing extraordinary service of at
least four hours with regard to activities of a prolonged nature involving:major non-
emergency facilities failures or shutdowns;major tie-ins of newly constructed facilities;major
start-ups of new facilities or systems;major special projects or assigned work when a
substantial effort must be expended to meet a compliance date or scheduled deadline.
Employees in the Executive Management,Professional and Supervisory Groups will be
eligible to receive additional compensation at one and one-half times their regular rate of pay
for performing the following extraordinary services:work required by a major facilities failure
or necessity to protect public health and safety caused by an emergency declared as such by
the General Manager or their designee;work which becomes necessary to cover a regularly
assigned shift which falls on an otherwise non-work day or shift.
Written authorization to receive compensation for all such extraordinary service must be
obtained in advance,except in the event such approval is precluded by the nature of the
emergency.The authorization must be signed by the General Manager,a Department Head
or their designee,and set forth the work to be accomplished,the reason such work is
required,the anticipated hours and eligibility for additional compensation.All authorized
extraordinary service time worked must be reported on a form designated by the Director of
Human Resources as well as the employee’s time report.
Employees who have received approval for extraordinary service may elect to receive
Compensatory Time Off in lieu of additional compensation on an hour-for-hour basis.
Normally,employees who accumulate in excess of fifty hours of CTO will be scheduled to
take such excess time off at the convenience of the Districts.
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Except for performing extraordinary services as defined above,Professional,Supervisory and
Executive Management Group employees are not entitled to receive any compensation or
Compensatory Time Off for service rendered beyond their normal work schedule.
VIII.SHIFT DIFFERENTIAL PAY
Section 15 Employees who are assigned to work an a.m.shift of at least seven consecutive
hours,at least four hours of which fall between 0000 hours and 0600 hours,shall receive a
shift differential of $1.25 per hour for all such hours actually worked.Similarly,employees
who are assigned to work a p.m.shift of at least seven consecutive hours,at least four of
which fall between 1800 hours and 2400 hours,shall receive a shift differential of $1.00 per
hour for all such hours actually worked.Employees working 12-hour shifts are entitled to
$1.50 per hour for the a.m.shift and $1.12 per hour for the p.m.shift effective 11-25-94,and
$1.75 per hour for the a.m.shift and $1.25 per hour for the p.m.shift effective 11-24-95.
IX.STANDBY PAY
Section 16 Standby is time during which an employee is not required to be at the work
location or at the employee’s residence but is required to be available for immediate return to
work.Standby assignments shall first be made on a voluntary basis.Except for “E”range
employees,an employee placed on standby shall be compensated at the rate of $100 per
week,and will receive Call Back Pay when actually called to work.
X.CALL BACK PAY
Section 17 Except for “E”range employees,when an employee is called back to work by the
Districts’without prior notice,and the employee has completed his or her normal work shift
and left the plant,or when prior notice is given but the work begins on the same day at least
three hours after completion of the regular shift,the employee shall receive a minimum of
three hours of call back pay.The three hours minimum,whether or not actually worked,shall
be paid at the rate of one and one half times the regular hourly rate.Employees who are
called back a second time within a normal shift period are considered to be working for the
duration of that shift.
Xl.WORKING OUT OF CLASS PAY
Section 18 Employees who are temporarily assigned by Districts’management to perform
the duties of a higher level classification for a period of at least 200 hours may be eligible for
a one step salary increase,or the first step of the range for the higher level classification,
whichever is greater.The higher rate of pay begins with the 201st hour,and continues until
the assignment ends.Requests for Working Out of Class pay require the approval of the
Department Head and the Director of Human Resources.The 200 hour eligibility period may
be waived at the discretion of the General Manager.
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XII.VACATION
Section 19 Except as provided in the Personal Leave Article,regular full-time employees
accrue vacation leave,beginning with the first day of employment,in accordance with the
following schedule:
Years of Service Hours -Biweekly Hours -Annual
In Years 0 through 1 3.08 80
In Years 2 through 4 3.08 80
In Years 5 through 10 4.62 120
InYearll 4.93 128
In Year 12 5.24 136
In Year 13 5.54 144
In Year 14 5.85 152
In Year 15 and over 6.16 160
Vacation leave begins accruing with the first day of employment,but employees are not eligible
to schedule vacation time off until the completion of one year’s continuous service.Vacation
leave may only be utilized in increments of one-half hour or more.Vacation leave is accrued for
all paid hours,including hours actually worked and hours in a paid-leave payroll status.Unless
special approval is granted in advance for good cause by both the employee’s Department Head
and the Director of Human Resources,employees may have a maximum accumulation of 200
hours as of the last day of the final pay period in December of each year.In the event an
employee accrues vacation leave in excess of 200 hours,it must be used prior to said December
date,All other remaining hours in excess of 200 will be paid to the employee in the first pay
period in January at the employee’s then current hourly rate of compensation.
XIII.SICK LEAVE
Section 20 Except as provided in the Personal Leave Article,regular full-time employees
hired prior to November 27,1981,accrue paid sick leave at the rate of 3.5 hours for each
biweekly pay period of continuous service (91 hours per year)not to exceed 651 hours.
Regular full-time employees hired on or after November 27,1981,accrue paid sick leave at
the rate of 3.0 hours for each biweekly pay period of continuous service (78 hours per year)
not to exceed 638 hours,beginning with the first day of employment.
Employees may have a maximum accumulation of 651 hours (or 638 hours as provided
above)as of the last day of the final pay period in December of each year.In the event an
employee accrues sick leave in excess of 560 hours,it must be used prior to said December
date.All other remaining hours in excess of 560 will be paid to the employee in the first pay
period in January at a rate of 50 percent of the employee’s then current hourly rate of
compensation.
Section 21 Notwithstanding the provisions of Section 20 above,employees may elect
annually to be paid for any unused sick leave hours accrued through the last day of the last
pay period ending in December of each year at their current hourly rate according to the
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following payoff schedule:
Accrued Sick Leave Hours Rate of Payoff
0-100 0%
101-240 25%.
241-560 35%
Section 22 Employees who terminate for any reason other than retirement or death will be
compensated for any accrued and unused sick leave according to the above schedule.
Employees (or their estate)who retire for service or disability or die will be paid at the 50 percent
rate for all accrued and unused sick leave.
XIV.PERSONAL LEAVE
Section 23 Personal Leave is accrued in lieu of any vacation or sick leave benefits by
regular full-time employees in those job classifications currently represented by the
Operations and Maintenance bargaining unit (Exhibit “B-4”),as provided in an approved
Memorandum of Understanding,or upon expiration thereof,for all paid hours,including hours
actually worked and hours in a paid-leave payroll status,on a bi-weekly basis as follows:
Personal Leave Hours
Years of Service Biweekly Annual
0 through 1 2.31 80*
2through4 5.38 140
5 through 10 6.92 180
11 7.23 188
12 7.54 196
13 7.85 204
14 8.15 212
15 and over 8.46 220
*Only 60 hours may be taken in the first year;the 20 additional hours will be credited to
the accrual balance following successful completion of one year’s service.
Section 24 Employees may have a maximum accumulation of 400 hours of Personal Leave as
of the last day of the final pay period in December of each year.In the event an employee
accrues Personal Leave hours in excess of 400,they must be taken as scheduled leave prior
to said December date.All other remaining hours in excess of 400 will be paid to the employee
in the first pay period of January at the employee’s then current hourly rate of compensation.
Regular full-time employees (or their estate)who terminate,retire or die will be paid in full at the
employee’s then current hourly rate of compensation for all Personal leave hours accrued.
Section 25 Employees who elected to bank accrued sick leave prior to the implementation of
Personal Leave provisions may elect to use such time off for absence due to illness or injury
once 40 consecutive hours of Personal Leave have been used.Employees (or their estate)who
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retire for service or disability or die will be paid at the 50 percent rate for all Banked Sick Leave
hours;an employee who terminates will be compensated for Banked Sick Leave as follows.
Banked Sick Leave Hours Rate of Payoff
0-100 Opercent
101 -240 25 percent
241 -560 35 percent
over 560 50 percent
Employees may elect to bank the dollar equivalent of up to 400 hours of Personal Leave accrued
while in a job classification subject to the Personal Leave provisions of the Operations and
Maintenance Memorandum of Understanding upon their promotion or transfer from such
classification.Time subsequently withdrawn from the bank will be charged at the employee’s
hourly rate in effect at the time of the withdrawal.Employees who retire or decease will be paid
their Personal Leave Fund balance in full.
XV.CONFERRAL OF LEAVE
Employees may,on a one-time basis and in accordance with the provisions of the Districts’
Policy regarding Conferral of Paid Leave,elect to donate accrued and unused Personal
Leave,Vacation Leave or Compensatory Time Off to an individual employee who has
depleted their own paid leave as a direct result of a catastrophic medical condition.All such
time must be conferred on a form provided by the Director of Personnel.
XVI.WORKERS COMPENSATION LEAVE
Section 26 Employees who are injured in the course of their employment are placed on
Workers’Compensation Leave,and receive wage loss benefits to which they are entitled
under the Workers’Compensation Act.Employees may request to receive prorated Personal
Leave,Sick Leave or Vacation pay to supplement their Workers’Compensation payments in
an amount such that the sum of both is equal to the employee’s regular base pay.
XVII.JURY DUTY
Section 27 Employees called for jury duty will be granted a leave of absence with pay for the
actual time spent on jury service,less the amount of any jury duty pay received,exclusive of
mileage.A copy of the jury notice must be provided to the employee’s supervisor and the
Human Resource Office.Employees must report for work during their regularly scheduled
work shift when they are relieved from jury duty.
XVIII.WITNESS LEAVE
Section 28 Employees shall be granted leaves of absence to serve as witnesses in
accordance with the provisions of California Government Code Sections 1230 and 1230.1.
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XIX.MILITARY LEAVE OF ABSENCE
Section 29 In accordance with the provisions of the Military and Veterans Code,employees
who are recalled to active service in the Armed Forces of the United States,the National
Guard or who are required to fulfill obligations as members of a Military Reserve Unit,will be
granted a Military Leave of Absence.While on Military Leave,employees will be paid their
regular base pay for up to 30 calendar days.Upon an employee’s return to the Districts,all
benefit privileges,position,salary and seniority will be restored as if the employee had not
been absent in accordance with federal and state law.Employees who participate in weekend
military drill duty are not eligible for leave with pay for such activity,but may have their
regular work schedule changed to accommodate the required time off based on operational
needs of the Districts.
XX.LEAVE OF ABSENCE WITHOUT PAY
Section 30 Employees may request a Leave of Absence Without Pay for up to one year to
pursue a formal course of study or for other acceptable personal reasons.Requests must be
submitted in writing,and must specifically state the reason for the request and the dates of
anticipated absence.All requests are subject to approval by the employee’s Department
Head and the Director of Human Resources.
Section 31 Employees must provide two weeks notice prior to the date they expect to return
from an approved Leave of Absence Without Pay.Employees who do not provide such
notice may not be permitted to return to the same position held prior to the leave period.
Employees who,without notice or explanation,do not return to work on the date specified at
the end of the period will be deemed to have voluntarily terminated.
XXI.MEDICAL AND FAMILY LEAVE
Section 32 Under the provisions of the federal Family and Medical Leave Act of 1993,upon
completing one year of employment with the Districts and at least 1250 hours of service,
employees are entitled to 12 weeks of unpaid family or medical leave in a 12 month period
for three reasons:the birth or adoption of a child;to provide care during a serious health
condition of their child,parent or spouse;or because of the employee’s own serious health
condition.
Section 33 In the case of leaves for foreseeable events such as the expected birth of a child
or a planned medical treatment,an employee must provide notice at least 30 calendar days
in advance.For unforeseeable events,notice is requested as soon as need for the leave is
learned or notice is practicable.Employees are entitled to intermittent leaves not to exceed
an aggregate greater than 12 weeks only when such leave is medically necessary to provide
care during periods of serious illness of an employee’s child,parent or spouse.Employees
whose spouse is also employed by the Districts are entitled to an aggregate of 12 weeks’
leave during a 12 month period to care for a newly arrived child or sick parent.If the leave is
requested because of the illness of a child or of the other spouse,each spouse is entitled to
12 weeks of leave.
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Section 34 A request for medical leave should be accompanied by certification from the health
care provider of the child,parent,spouse or the employee who has a serious health condition
indicating:the date the condition began;the probable duration of the condition;appropriate
medical facts regarding the condition;a statement that the employee will be unable to perform
their regular functions because of the need to provide or receive care;and,in the case of
intermittent leave,the dates and duration of the treatments to be given.
Section 35 Employees who take Family and Medical Leave are guaranteed reinstatement to the
same or to a comparable position at the end of the leave period,and continue to receive the
same group health plan coverage and benefits during the leave as if they were continuing to
work.Employees may elect,or Districts’management may require,that paid leave including sick,
vacation,personal,or accrued compensatory time off be applied towards the unpaid Family and
Medical Leave.
XXII.BEREAVEMENT LEAVE
Section 36 An employee who is compelled to be absent from work because of the death or
imminent death of either father,mother,grandparent,foster parent,step parent,
mother-in-law,father-in-law,brother,sister,wife,husband,child,grandchild or stepchild shall
be entitled to a maximum of three working days leave with pay in addition to any other leave
benefits provided herein.
XXIII.HOLIDAYS
Section 37 The days listed below are observed by the Districts as holidays.Regular full-time
employees will receive holiday pay if their entire scheduled work shift immediately preceding
and following the holiday are in a paid payroll status.When a holiday falls on a regularly
scheduled day off for an employee entitled to receive holiday pay the employee shall be
entitled to equivalent time off with pay.When an employee’s work schedule requires that they
work on an observed holiday,the employee will be paid at their regular rate of pay for the
holiday,and will also receive overtime pay at the rate of one and one-half times their regular
hourly rate for all hours actually worked.
Lincoln’s Birthday Thanksgiving Day
President’s Day Day After Thanksgiving
Memorial Day Day Before Christmas
Independence Day Christmas
Labor Day New Years’Day
Veteran’s Day Floating Holiday
XXIV.INSURANCE
Section 38 The Districts shall provide medical-health insurance coverage through both
Health Maintenance Organizations and an indemnity plan,which at the Districts’discretion
may be self-funded or insured,in accordance with the level of benefits provided in the plans
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in effect as of the date of adoption of this resolution,together with life insurance,and disability
insurance for the benefit of regular full-time employees.All insurance coverage shall become
effective on the first day of the month following one full month of employment.An open
enrollment period will be held annually in the month of June.
Section 39 The Districts will contribute up to the following amounts monthly towards the medical
health plans:
Plan Districts’Contribution
NORTHWESTERN NATIONAL LIFE
Employee only $338.62
Employee &I dependent $477.92
Full Family $653.96
FHP
Employee only $134.65
Employee &1 dependent $215.00
Full Family $275.00
KAISER
Employee only $136.62
Employee &1 dependent $215.00
Full Family $275.00
All costs of group health insurance coverage in excess of the Districts’contribution shall be paid
by the employee.
Section 40 Any change in insurance rates caused by a carrier after 11-25-94 are subject to the
applicable provisions of the various Memoranda of Understanding approved by the Boards of
Directors.
Section 41 The Districts shall provide and pay the full premium for $50,000 term life insurance
on each employee in the Professional,Supervisory and Executive Management Groups,and the
full premium for $15,000 for all other employees.
Section 42 The Districts shall provide a non-work related,short-term disability indemnity plan
that pays up to $336 per week for up to 26 weeks following a fourteen calendar day waiting
period.Employees may request to receive prorated Sick Leave,Personal Leave or Vacation pay
to supplement their short term disability payments in an amount such that the sum of both is
equal to the employee’s regular base pay.
Section 43 At such time that an employee completes five years of service,the Districts shall
provide a non-work related,long-term disability indemnity plan that pays two-thirds of the
employee’s rate of pay in effect at the time of such disability,not to exceed $5,000 per month,
for up to two years,following a 90-day waiting period of continuous disability.
No combination of disability and sick,personal or vacation leave pay shall result in more than
an employee’s regular rate of pay.Employees may not receive short-term and long-term
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disability benefits at the same time.An employee who is otherwise not eligible for Districts’paid
Long Term Disability may purchase such coverage at their own expense.
Section 44 The Districts shall provide dental insurance coverage.Employees shall contribute
the following monthly costs for the Districts’Self-Funded Dental Plan:$0.00 for employee only
coverage;and,$9.00 for full family coverage.
Section 45 The Districts will pay,for employees hired prior to July 1,1988,two and one-half
months’premium for each year of continuous service of an employee retiring for service,work
or non-work related disability towards the premium costs of coverage for the employee and
eligible dependents under a Districts’medical plan.
Section 46 The Districts reserve the right to unilaterally change plan providers.In the event the
Districts add additional optionaF insurance plans,the Districts’share of the premium will be the
same as for existing plans as set forth in Section 39 above.In the event the Districts change
underwriters for existing insurance plans,the Districts’share of the premium will be the same
as for existing insurance plans as set forth in Section 39 above.
Section 47 The Districts shall enter into an agreement with the Orange County Employee
Retirement System (OCERS)to implement the retiree medical health premium offset program
established by the County of Orange wherein the cost of health premiums are offset by $10 per
month for every year of service up to a maximum of 25 years or $250 per month.Upon the
effective date of the agreement,each employee will pay one percent of his or her salary to
OCERS to fund the above program.
Section 48 Employees who have payroll deductions for medical and dental health insurance
premiums shall be entitled to request that their salary be reduced by the amount of those
deductions pursuant to Internal Revenue Code regulations.The amount deducted shall then be
repaid to the employee through the Districts’Reimbursement Program.Participation in this
program does not affect the Districts’contribution to the Orange County Employees Retirement
System.
XXV.DEFERRED COMPENSATION
Section 49 Employees may participate in the Districts’deferred compensation plan,approved
separately by the Boards of Directors,and amended from time to time,subject to all
requirements for participation established by District’s management.The minimum deposit
per pay period is $25,and the total annual maximum deposit is $7500 or 25 percent of gross
salary,whichever is less,in accordance with IRS regulations and the Districts’plan.
Section 50 The Districts will contribute towards an employee’s Deferred Compensation
Account as specifically provided in District Boards Joint Resolution No.87-113,which is
summarized as follows:
Districts’Contribution
Classification Level Matching Non-Matching
Gen.Mgr.and Asst.Gen.Mgr.-0-$7500
Department Head 3.0%3.0%
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Districts’Contribution
Classification Level Matching Non-Matching
Asst.Department Head 2.0%2.5%
Executive Management and 1.0%2.0%
Professional and Supervisory
XXVI.BENEFITS OPTION PLANS
Section 51 Employees in the Professional,Supervisory and Executive Management Groups
who have successfully completed their Probationary Period are entitled to participate in the
Benefits Option Plan.Under the provisions of the Plan,Professional employees will be
reimbursed for up to $500 annually,Supervisory employees up to $1000 annually and
Executive Management employees up to $1250 annually in accordance with applicable
provisions of Memoranda of Understanding approved by the Boards of Directors.
Section 52 Professional Group employees are also entitled to tuition reimbursement of up to
$250 annually for job related courses taken to meet changing job demands and to prepare
for advancement within the Districts.
Section 53 The Benefits Option Plan will be administered on a calendar year basis,and
employees must designate expenditures by December 1 each year for the following year.
Designations may not be modified during the year.Requests for reimbursement of expenses
must be submitted on the appropriate Districts’form.Plan funds that are designated to offset
insurance premium expenses may be paid directly to the appropriate plan provider on a
monthly or pay period basis at the Districts’discretion.
Section 54 Any funds that are not claimed in accordance with provisions of the Benefits
Option Plan will be payable directly to the employee or credited to the employee’s Deferred
Compensation Account.
XXVII.EXECUTIVE MANAGEMENT VEHICLE ALLOWANCE
Section 55 In lieu of a leased vehicle for use in the performance of their duties,Assistant
Department heads and above shall be eligible,at the discretion of the General Manager,to
receive a monthly vehicle allowance in an amount equal to $715 if hired prior to August 24,
1993,and $465 per month if hired after that date,except as otherwise authorized by the
Boards,and as amended from time to time.Each employee receiving the vehicle allowance
shall furnish at their cost all transportation needs in the performance of their duties within the
Counties of Orange,Los Angeles,Riverside,San Bernardino,San Diego,Santa Barbara,
Kern and Ventura.Such employees shall also furnish at least the following amounts of
insurance coverage:Bodily Injury $100,000 each person;each occurrence $300,000;
property damage $100,000.Employees receiving this allowance are prohibited from
circumventing the intent and purpose of the allowance by obtaining the regular use of a
District-owned vehicle in the performance of their duties.
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XXVIII.UNIFORMS
Section 56 The Districts shall provide ten uniform pants and shirts,or three lab coats,bi
weekly at no cost for employees whose duties require that they wear uniforms.Coveralls
shall also be available as required.
Section 57 All employees who are issued uniforms must wear them during the performance
of their regular duties.Other clothing appropriate to the occasion,as determined by Districts’
management,may be worn when attending business meetings.Failure to wear required
clothing,shoes and safety equipment may be cause for disciplinary action.
XXIX.RETIREMENT
Section 58 The Districts and its employees shall participate in the Orange County Employees
Retirement System,wherein all eligible employees are considered members.The retirement
program in effect pursuant to the contract between OCERS and the Districts as of December
2,1977,shall continue in effect unless amendments to contracts or termination of
membership is effected by the Districts subsequent to meeting and conferring with
recognized employee units concerning such proposed amendments or termination.
Section 59 The Districts shall pay 4.5%of an eligible employee’s base salary towards the
employee’s required contribution to the Orange County Employees Retirement System in
addition to the Districts’payment of the employer’s required contribution.All monies actually
contributed into the retirement system by an employee will be deducted from gross salary for
taxation purposes in accordance with Internal Revenue Code provisions.
XXX.SEVERANCE PAY
Section 60 Employees are required to give a minimum of two weeks written notification when
terminating employment with the Districts.When a full-time regular employee is terminated by
action of the Districts,except for disciplinary cause,the employee will be notified in writing
two weeks prior to the effective separation date.In the event such notification is not given,
the employee shall be entitled to severance pay in accordance with the formula set forth
below:
a.Full-time regular employees shall be entitled to six hours pay for each full
calendar month of continuous employment not to exceed eighty hours pay,or as
may be determined by the General Manager.
b.Employees in temporary or part-time classifications,and employees who are
separated for cause,are not eligible for severance pay under any circumstances.
XXXI.WORKING HOURS
Section 61 The mission of the Districts requires that operations and maintenance activities
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be carried out on a continuous basis.Administrative and business functions are normally
performed between the hours of 7:30 a.m.and 5:30 p.m.Monday through Thursday,and until
4:30 p.m.on Friday.Activities and services that involve contact with the public or outside
organizations will be performed during those hours.In addition,individual divisions may schedule
work beyond those hours,subject to approval by the Department Head,to meet specific
operating or service requirements in the most cost effective or efficient manner.
Section 62 For time record keeping and accounting purposes,the work schedule for full-time
employees is established as forty hours per week based on a bi-weekly payroll period of eighty
hours.The actual work periods may be scheduled in shifts of five eight hour days each week
(10/80 schedule),four nine hour days each week and one additional eight hour shift on alternate
weeks (9/80 schedule)or four ten hour days each week (8/80 schedule).Operations employees
may work three twelve hour shifts each week and one additional eight hour shift on alternate
weeks (7/80 schedule).Day shifts typically begin between 6:30 and 7:30 a.m.However,actual
starting and ending times may vary depending on operational requirements of each department.
Work hours may also be varied,subject to minimum staffing requirements,to allow for individual
circumstances such as ridesharing.
XXXII.LAYOFF PROCEDURE
Section 63 If,in the sole discretion of Districts’management,Human Resource reductions
are necessary,layoff order and recall lists will be developed based upon job classification,
priority of function,individual qualifications and seniority within the job classification.
Employees subject to layoff will be provided with notification in accordance with the
provisions of the Worker Adjustment and Retraining Notification Act.
Section 64 Employees in classifications subject to layoff may request a voluntary demotion to
any previously held position for which they remain qualified.Such request must be made in
writing to the Human Resource Department within five days of receipt of the Layoff Notice.
The salary of an employee who voluntarily demotes will be unchanged,except that it may not
exceed the top step of the range for the lower level classification.
Section 65 Recall lists will be developed for all classifications experiencing personnel
reductions,and will be maintained for a period of two years from the date of the layoff.
Individuals will be placed on the list in the inverse order of layoff,so that the last person laid
off is the first recalled.When a vacancy occurs in a classification for which a Recall List
exists,an offer of reemployment will be made to the individual on the top of the list.That
individual must respond to the offer within five days,or the offer will be made to the next
person on the list.An individual who either does not respond or refuses three consecutive
offers will have their name removed from the list.
XXXIII.DISCIPLINE
Section 66 The General Manager is 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 this Resolution.The General Manager shall establish rules and
guidelines pertaining to the procedures governing such actions.The General Manager is
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authorized to delegate his authority herein to Department Heads,Division Managers,Director
of Human Resources and other management and supervisory employees as the General
Manager deems appropriate.
Section 67 Discipline occurs when any of the following progressive actions are taken for just
cause with respect to any employee:oral reprimand,counseling memo,written warning,
suspension with or without pay,deferral or denial of a merit increase,reduction in pay,demotion
to a classification with a lower top step of pay,or dismissal.Dismissal is the separation from
Districts employment of a non-probationary employee initiated by the Districts for proper cause.
Section 68 A Notice of Intent is not required when the disciplinary action involves an oral
reprimand,counseling memo,written warning or suspension for five or fewer working days (with
or without pay)or deferral or denial of a merit increase.
Section 69 A Notice of Inteni is required and will be given to an employee whenever the
disciplinary action involves suspension for more than five working days,reduction in pay,
demotion to a classification with a lower top step of pay or dismissal.The notice shall be given
to the affected employee either by delivery in person or by Certified Mail sent to the employee’s
last known address.The Notice of Intent shall indicate the date on which it was personally
delivered or deposited in the mail,which shall be the date of issuance.
The Notice of Intent shall contain a description of the disciplinary action intended,the effective
date of the action,the reasons for the proposed action,and a copy of the charges and materials
upon which the action is based.The Notice shall also provide a statement of the employee’s
right to respond,either orally or in writing to the authority initially imposing the discipline,the
person to whom any response must be directed,and the fact that such response must be
received within ten business days of the date of issuance of the notice.The Notice will also
advise the employee of their right to representation.
Section 70 Prior to the effective date of the proposed disciplinary action,the employee will be
given an opportunity to respond either orally or in writing to a management representative with
authority to make an effective recommendation on the proposed action.After review of an
employee’s response,the Districts will notify the employee in writing of any action to be taken.
Such action may not involve discipline more severe than that described in the Notice of Intent;
however,the Districts may reduce discipline without further notice.
Section 71 Dismissal shall be preceded by at least one written warning,except in those
situations in which the employee knows or reasonably should have known that the performance
or conduct was unsatisfactory.Such performance or conduct may involve,but is not limited to:
dishonesty,possession,use,sale or being under the influence of drugs or alcohol,theft or
misappropriation of Districts’property,falsification of Time Records,fighting on the job,
insubordination,acts endangering people or property,or other serious misconduct.The Districts
may substitute documented suspensions with or without pay for written warnings.
Section 72 If a Notice of Intent is upheld and the disciplinary action is imposed,the employee
may request a post disciplinary hearing.The request must be submitted to the Director of Human
Resources within ten business days following the effective date of the disciplinary action (for
suspensions,the effective date shall be the first business day of the suspension).The Director
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of Human Resources shall schedule a post disciplinary hearing with the General Manager or his
designee.The General Manager,or his designee,may uphold the disciplinary action which has
been taken or may reduce such discipline without the issuance of further notice.The decision
of the General Manager or his designee shall be final.
Section 73 The Districts may place an employee on investigatory leave without prior notice in
order to review or investigate allegations of conduct which,in the Districts’view,would warrant
relieving the employee immediately from all work duties.If,upon conclusion of the investigation,
neither suspension without pay nor dismissal is.determined by the Districts to be appropriate,
the employee shall be paid for the leave.Although an investigatory leave may exceed fifteen
business days,if a suspension without pay is determined to be the appropriate discipline,a
maximum of fifteen business days of the investigatory leave period may be applied to such
suspension without pay.If dismissal is determined by the Districts to be appropriate,the entire
investigatory leave period shall be without pay.
Section 74 Disciplinary action documentation shall be placed in the employee’s Personnel File
in the Human Resource Office.Counseling memos and warning letters may be removed from
that file twenty four months subsequent to the date of the memo or letter,provided there has
been no reoccurrence of a similar nature during the period.
XXXIV.GRIEVANCE PROCEDURE
Section 75 A grievance is any charge that management has violated a specific provision of a
Memorandum of Understanding or of this resolution.Discipline imposed under under Article
XXXII is not reviewable as a grievance under this procedure.
Section 76 A grievance may be brought to the attention of the Districts by an individual
employee or by a recognized employee organization.A grievance may not be brought by the
Districts through this procedure.Grievances brought by two or more employees,and
concerning the same incident,issue,or course of conduct,or multiple grievances brought by
the same employee may,upon mutual agreement of the Districts and an employee
organization,be consolidated for the purposes of this procedure.An employee shall have the
right to be represented at all steps of the Grievance Procedure by any other employee within
the bargaining group or representative of the recognized employee organization.Any
reference to days in this article implies business days.
Step 1.An employee who has a complaint shall attempt to resolve it with their immediate
supervisor within five days of the occurrence of the event giving rise to the complaint.
The supervisor shall attempt to resolve the issues surrounding the complaint,and
respond to the employee within five days.
Step 2.If the grievance is not settled informally at Step 1,it may be presented in writing
to the employee’s Department Head or designee.This request for formal review must be
presented on a form provided by the Districts within five days of the conclusion of Step
1.The written grievance must:
a.Identify the specific management act to be reviewed;
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b.Specify how the employee was adversely affected;
c.List the specific provisions of the MOU that were allegedly violated,and
state how they were violated;
d.Provide the date of attempts at informal resolution and the name of the
supervisor or individual involved.
The Department Head or his or her designee shall respond in writing to the employee
within ten days after the date the grievance is received.
Step 3.If a grievance is not settled under Step 1 or 2,it may be presented to the
Director of Human Resources for review and written response.The request for formal
review must be presented on a form provided by the Districts within ten days of the
conclusion of Step I or 2,and must contain the information specified in Step 2 above.
The Director of Human Resources,or designee,shall respond in writing to the employee
within ten days after the date the grievance is received.
Step 4.If the grievance cannot be resolved under Step 3,it may be presented to the
General Manager within ten days from the date the Step 3 finding was issued.The
General Manager,or designee,shall respond in writing to the employee within fifteen
days after the date the grievance is received.The action of the General is deemed final.
Section 77 General Provisions.An employee shall be given reasonable time off,with advance
approval of his or her supervisor,to investigate and process a grievance.When an employee
is represented by a recognized employee organization,that organization may designate one
employee to investigate and process the grievance.The employee representative shall be given
reasonable time off,with the advance approval of his or her supervisor,to perform this duty.
Time off for investigating and processing a grievance shall be without loss of pay.Absence from
work will be approved only if it does not disrupt the Districts’operations.If the time requested
cannot be provided,another time will be arranged.
Failure of a supervisor,Department Head or other management representative to respond within
the prescribed time limit shall provide a basis for the employee to appeal to the next step.If a
grievance is not presented or appealed within the time limits,it shall be considered settled on
the basis of the preceding response.The Director of Human Resources may be petitioned in
writing to waive the step or time requirements provided sufficient cause exists.Time limits may
also be extended at any step upon mutual agreement of the parties.
XXXV.PROBLEM SOLVING PROCEDURE
Section 78 Employees may bring problems to the attention of Districts’managers through
the Problem Solving Procedure.This procedure was developed to encourage and facilitate
the resolution of employee concerns in a responsive and fair manner,and may be used to
attempt to resolve issues which may not be subjected to the Grievance Procedure.
Employees should discuss concerns regarding issues which are not grievable with their
supervisor as soon as possible.The supervisor will review the situation or decision,and
provide a written response within five days of the date they were notified of the problem.
21
If the problem is not resolved to the employee’s satisfaction,they may file a written statement
concerning the problem with the Director of Human Resources within ten days of receipt of the
supervisor’s decision.Upon request of either party,a meeting will be held to define issues and
establish the remedies sought.The employee will be provided a written response within ten
days after their statement is received.Time limits may be extended for cause upon mutual
consent of the parties,and the decision of the Director of Human Resources is final.
XXXVI.ATTENDANCE
Section 79 Prompt and regular attendance is required in order to maintain effective and
efficient Districts’operations.For that reason,all employees are expected to report to work
as scheduled unless proper arrangements have been made for authorized absence.
Section 80 Supervisors are responsible for ensuring that employees observe the Districts’
need for prompt and regular attendance.They are also responsible for providing counseling
at each step of this procedure,including referring employees to the Human Resource
Department or Employee Assistance Program for help in dealing with medical,physical,or
personal difficulties related to their attendance problem.All of the facts and circumstances
surrounding an employee’s inability to report for work should be considered in the counseling
process,including the employee’s performance,overall attendance,reasons for missing work
and prospects for improvement.While the Districts’need for prompt and regular attendance
of all employees is of utmost importance,it is equally important to recognize individual
employee needs in a fair and impartial manner.
Section 81 Employees must notify their supervisor of their inability to report for work as
scheduled as far in advance as possible,and in no case later than the regular start time.
Employees will be considered late,charged with a partial absence,and have their pay
adjusted accordingly if they arrive for work more than fifteen minutes after their start time
unless other arrangements are made.Tardiness is not acceptable from a performance
standpoint,and should be addressed through a program of progressive discipline.
Section 82 Employees may also be charged with a partial absence,and have their pay
adjusted accordingly,if they leave work early.The notification of absence should include a
reasonable explanation and an estimate of when the employee expects to be able to return.
The Districts may require medical documentation for any absence due to illness or injury,
particularly when there is an indication that abuse of time off privileges may exist.
Section 83 An absence will be recorded for all unscheduled Personal Leave time off or sick
leave use.However,absences of more than one consecutive day for the same injury or
illness will be treated as a single occurrence.Once an employee has accumulated five
separate unscheduled absence occurrences within a calendar year,which may involve more
than five days due to absences of more that one day’s duration,their supervisor will meet
with them to discuss the reasons for the absences and the Districts’need for regular
attendance.The accumulation of seven occurrences of absence within a twelve month period
will result in a verbal warning.The eighth occurrence will result in a written warning.
Employees who are charged with ten occurrences of absence within the twelve month period
22
will be subject to termination.
Section 84 Employees who have perfect attendance for a period of two consecutive months may
have one absence occurrence removed from their accumulation record for counseling purposes
only.Up to three occurrences may be removed in this manner for a total of six months of perfect
attendance.
XXXVII.MEDICAL EXAMINATION
Section 85 All offers of employment are contingent upon successful completion of a pre
employment physical examination,including a drug screening test.Offers of employment will
not be extended to individuals who fail to pass the drug screen test.However,such
individuals may be considered for other employment opportunities after a six month period
has elapsed.Examinations areS provided by the Districts at no cost to the applicant.
Section 86 When there is reasonable evidence to suggest that an employee is impaired in a
manner which endangers his or her own health or safety,or that of others,the Districts may
require that employee to be examined or evaluated by a health care provider.The purpose of
such examination must be job related.Any examination under this provision will be
conducted on Districts’time and at Districts’expense.An employee may submit an
independent medical opinion regarding his or her condition and addressing his or her ability
to competently perform the duties of their position.This information will be reviewed and
considered by a competent medical authority in arriving at a decision regarding the
individual’s continued employment in the position.
XXXVIII.LIGHT DUTY
Section 87 An employee who is released by a physician to perform limited duties because of
a temporary disability may be assigned to light duty at the discretion of the Districts.Light
duty may consist of duties other than those normally performed by the employee.An
employee assigned to light duty shall be paid the regular wage rate for the job classification
held prior to being temporarily disabled.
XXXIX.SUBSTANCE ABUSE
Section 88 The mission of the Districts,and its concern for the safety and well-being of
employees and the public,provide for a strong commitment to maintaining a drug and alcohol
free workplace.In support of that commitment,the Districts will not tolerate the unlawful or
unauthorized manufacture,sale,possession,distribution,use or being under the influence of
a controlled substance or alcohol while on the job or on Districts’property.
Section 89 Any employee who is reasonably suspected of controlled substance or alcohol
use which adversely impacts their job performance or behavior,or who manufactures,
possesses,consumes,sells,or distributes controlled substances or alcohol on Districts’
property or while on Districts’business,will be required to undergo testing for controlled
23
substance or alcohol use.Reasonable suspicion of the use of or being under the influence of a
controlled substance or alcohol may be based on appropriate factors,including excessive
absenteeism or attendance problems,poor work performance or erratic behavior coupled with
one or more of the following signs:bloodshot or watery eyes;very large or very small pupils,
runny nose,excessive perspiration,nausea and vomiting,lack of coordination,slurred speech,
or unpredictable responses to ordinary requests.
Section 90 Employees found to be under the influence of controlled substances or alcohol while
on Districts’property or on Districts’business,or who otherwise violate the Districts’Substance
Abuse Policy,will be placed on a Leave of Absence and referred to the Employee Assistance
Program for evaluation.Return to work will be contingent upon successful completion of a
rehabilitation program and a thorough assessment of the particular circumstances concerning
the abuse.An employee who chooses not to participate in the rehabilitation program,or in the
drug and alcohol screening test,or who tampers with the test specimen,will be subject to
disciplinary action including,bUt not limited to,termination.Any employee who successfully
completes a rehabilitation program and is subsequently found to be in violation of the Substance
Abuse Policy,will be terminated from employment with the Districts without further rehabilitative
effort.
Section 91 Controlled substances are those substances defined as such in the Federal
Controlled Substance Act or the California Health and Safety Code.All testing procedures will
be in conformance with National Institute on Drug Abuse standards,and will be conducted at a
reasonable time at the Districts’expense.
Section 92 If a Districts’manager or supervisor has a reasonable suspicion that an employee
is under the influence of a controlled substance or alcohol while on Districts’business or on
Districts’property,or otherwise in violation of the Districts’Substance Abuse Policy,they must
refer that employee to the Human Resource Department for a drug and alcohol screening test.
If an employee suspects that another employee is under the influence of a controlled substance
or alcohol in such a manner as to offer concern for the safety and well-being of other employees
or the public,or is otherwise in violation of this policy,that employee has an obligation to
immediately bring the matter to the attention of a Districts’manager or supervisor.
XXXX.RIDESHARE PROGRAM
Section 93 The South Coast Air Quality Management District’s Regulation XV requires that
the Districts offer incentives to reduce commute trips and meet ridesharing goals.In
conformance with those regulations,The Boards have,by separate action,as amended from
time to time,adopted the following incentives to encourage employees to rideshare:
1.Compressed bi-weekly work schedules.
2.Allowing flexibility in the establishment of work hours to facilitate vanpool and other
Ridesharing participation.
3.Designation of preferential parking spaces for Rideshare vehicles.
4.Operation of a Vanpool Program offering Districts’provided vans with the following
provisions:
24
The cost of operating the van would be recovered from the participating employees,with
the driver paying a reduced amount;
The Districts would subsidize up to three empty seats for up to three months when
employee participation turnover occurs to keep the fares consistent and to give
participants time to recruit new riders;
Prospective new participants will receive one free month as an encouragement for trying
vanpooling (to be subsidized by the Districts);
All participants will be required to sign a Vanpooling Agreement approved by the General
Counsel setting forth the conditions of vanpool participation.
5.Provision of a computerized carpool ridership matching service and routing assistance.
6.Utilization of certain fleet vehicles currently authorized to be driven between home and
work by employees subject to emergency call-out for ridesharing purposes,as practical.
7.Guaranteed Ride Home Program utilizing certain fleet vehicles in the event a Rideshare
participant cannot return home at the normally scheduled departure of their carpool or
vanpool.
8.Installation and maintenance of bike racks at each plant as well as locker room and
shower facilities.
9.Conversion of in-plant vehicles used in Operations and Maintenance activities to
electric power as appropriate.
10.Conversion of fleet vehicles to alternate clean fuel systems as appropriate.
11.Providing additional paid time off:employees Ridesharing at least 60 percent of the time
during a calendar quarter would accrue 4.5 hours of paid time off for that quarter,to be
taken off in the same calendar year;employees Ridesharing at least 90 percent of the
time would accrue 6.75 hours per calendar quarter.
12.A Parking Fee Program will be implemented only if Districts employees are unsuccessful
in meeting SCAQMD mandated Average Vehicle Ridership goals by July 1,1991,or in
any subsequent quarterly period if such goal is not met.Once the Parking Fee Program
is implemented for failure to meet the SCAQMD mandated Average Vehicle Ridership
goal,it shall thereafter remain in effect.
If the Parking Fee Program is implemented,employees hired subsequent to July 1,1991,
will be subject to a $30 per month parking fee;employees hired on or prior to that date
will be subject to a monthly parking fee of $15 beginning July 1 of the initial year of
implementation,and increasing to $30 July 1 of the second year of implementation.To
enhance the potential of meeting the SCAQMD requirements,the Districts will make a
reasonable effort to provide an incentive program that encourages employees to
commute by means other than single occupancy vehicles.
25
XXXXI.NONDISCRIMINATION IN EMPLOYMENT
Section 94 The Districts are an Equal Opportunity Employer,and do not discriminate against
any person in matters of employment,application for employment,participation in programs
and benefits,or in the application of rules and regulations with regard to race,ancestry,
color,religion,national origin,sex,sexual orientation,age,veteran status,marital status or
mental or physical disability or citizenship.
XXXXII.SEXUAL HARASSMENT
Section 95 The Districts will not tolerate sexual harassment in the workplace.Sexual
Harassment may include,but is not limited to,any of the following:
1.Sexual favors.Unwanted sexual advances which condition an employment benefit
upon exchange of sexual favors.
2.Hostile work environment.Sexually-based verbal,physical or visual harassment
of such a nature and intensity that it creates an intimidating,hostile or offensive
working environment.Conduct that may result in a hostile work environment
includes,but is not limited to,the following:
a.Sexual epithets,jokes derogatory comments or slurs;
b.Assault,impeding or blocking movement,or any physical interference with
normal work or movement when directed at an individual on the basis of sex;
c.Sexual cartoons,drawings,photographs or derogatory posters.
Any employee who believes that he or she has been the victim of sexual harassment should
immediately report the matter to his or her supervisor or manager,or to any other supervisor or
manager,including the General Manager.Complaints of sexual harassment will be promptly
investigated,and appropriate corrective action will be taken.
Section 96 The Districts will not tolerate any other form of harassment,and is committed to
providing a work environment that is free from unlawful discrimination.In keeping with that
commitment,the Districts maintains a strict policy prohibiting harassment based on race,
religious creed,color,national origin,ancestry,physical or mental disability,medical condition,
marital status,sex,age,sexual orientation,exercise of rights relating to family care leave,or any
other legally protected basis.This policy prohibits unlawful harassment,including verbal,physical
and visual harassment.
Any employee who believes that he or she has been the victim of unlawful harassment should
immediately report the matter to his or her supervisor or manager,or to any other supervisor or
manager,including the General Manager.Complaints of harassment will be promptly
investigated,and appropriate corrective action will be taken.
26
XXXXIII.SMOKE-FREE WORK ENVIRONMENT
Section 97 The Districts endorse and support the right of all employees to work in a healthy
and safe environment free of recognized hazards.In view of the hazards associated with
smoking,and the potentially harmful effect it has on the health and well being of Districts’
employees and their families,smoking is not permitted within Districts’facilities.
XXXXIV.MiSCELLANEOUS PROVISIONS
Section 98 The General Manager is authorized to develop and administer written Human
Resource policies and procedures in order to augment,clarify or otherwise provide for the
proper implementation of the provisions of this resolution,and to authorize special
adjustments to avoid or eliminate inconsistencies which may result from a strict application of
the provisions of this resolution.
Section 99 Resolution Numbers 79-20,79-21 and any other resolutions,minute orders or
portions thereof that are in conflict herewith are hereby rescinded and made of no further
effect on the effective date hereof.
PASSED AND ADOPTED at a regular meeting of the Boards of Directors held this
—
day of
________
1994.
27
Exhibit A
Grade Steps
Date:02 MAY 1995
Grade
Table Mm 1 5 2 0 2 5 A Mid 3 S 4 0 4 5 Max
1000 7.7662 8.0031 8.2400 8.4769 8.7138 8.9507 9.1876 9.4245 9.6614
1001 11.2373 13.5824 11.9274 12.2725 12.6175 12.9626 13.3076 13.6527 13.9977
1002 12.5454 12.9291 13.3128 13.6964 14.0801 14.4638 14.8475 15.2311 15.6148
1003 13.5239 3.3.9385 14.3531 14.7676 15.1822 15.5968 16.0114 16.4259 16.8405
1004 13.6166 14.0338 3.4.4509 14.868].15.2852 15.7024 16.1195 16.5367 16.9538
1005 13.9050 14.3312 14.7573 15.1835 15.6097 16.0358 16.4620 16.8881 17.3143
1006 14.1934 14.6273 15.0612 15.4951 15.9290 16.3628 16.7967 17.2306 17.6645
1007 14.2861 14.7239 15.1616 15.5994 16.0371 16.4749 16.9126 17.3504 17.7881
1008 14.6878 15.1371 15.5865 16.0358 16.4852 16.9345 17.3838 17.8332 3.8.2825
1009 15.7590 16.2418 16.7246 17.2074 17.6903 18.1731 18.6559 19.1387 19.621S
1010 15.8620 16.3487 16.8354 17.3220 17.8087 18.2954 18.7821 19.2687 19.7554
1011 16.1916 16.6873 17.1830 17.6787 18.1744 18.6700 19.1657 19.6614 20.1571
1012 16.3049 16.8045 17.3040 17.8036 18.3031 18.8027 19.3022 19.8018 20.3013
1013 3.6.4182 16.9203 17.4225 17.9246 18.4267 18.9288 19.4310 19.9331 20.4352
1014 16.9847 17.5061 18.0276 18.5490 19.0705 19.5919 20.1133 20.6348 21.1562
1015 17.3452 17.8757 18.4061 18.9366 19.4670 19.9975 20.5279 21.0584 21.5888
1016 17.7057 18.2477 18.7898 19.3318 19.8739 20.4159 20.9579 21.5000 22.0420
1017 17.8190 18.3649 18.9108 19.4567 20.0026 20.5485 21.0944 21.6403 22.1862
1018 18.5709 19.1400 19.7091 20.2781 20.8472 21.4163 21.9854 22.5544 23.1235
1019 19.0859 19.6704 20.2550 20.8395 21.4240 22.0085 22.5931 23.1776 23.7621
1020 19.4876 20.0837 20.6798 21.2759 21.8721 22.4682 23.0643 23.6604 24.2565
1021 19.6215 20.2215 20.8215 21.4214 22.0214 22.6214 23.2214 23.8213 24.4213
1022 20.1571 20.7751 21.3931 22.0111 22.6291 23.2471 23.8651 24.4831 25.1011
1023 20.3013 20.9232 21.5450 22.1669 22.7888 23.4106 24.0325 24.6543 2S.2762
1024 20.7236 21.3583 21.9931 22.6278 23.2626 23.8973 24.5320 25.1668 25.8015
1025 21.3004 21.9532 22.6059 23.2587 23.9115 24.5642 25.2170 25.8697 26.5225
1026 22.3510 23.0360 23.7209 24.4059 25.0908 25.7758 26.4607 27.1457 27.8306
2000 9.7747 10.0747 10.3747 10.6747 10.9747 11.2746 11.5746 11.8746 12.1746
2001 10.3309 10.6463 10.9618 11.2772 11.5927 11.9081 12.2235 12.5390 12.8544
2002 12.5969 12.9819 13.3668 13.7518 14.1368 14.5217 14.9067 15.2916 15.6766
2003 12.7617 13.1531 13.5445 13.9359 14.3273 14.7187 15.1101 15.5015 15.8929
2004 13.2149 13.6192 14.0235 14.4277 14.8320 15.2363 15.6406 16.0448 16.4491
2005 13.3900 13.8007 14.2114 14.6221 15.0329 15.4436 15.8543 16.2650 16.6757
2006 14.3479 14.7869 15.2260 15.6650 16.1041 16.5431 16.9821 17.4212 17.8602
2007 14.7393 15.1912 15.6431 16.0950 16.5470 16.9989 17.4508 17.9027 18.3546
2008 16.1195 16.6126 17.1057 17.5988 18.0920 18.58S1 19.0782 19.5713 20.0644
2009 16.2225 16.7195 17.2165 17.7134 18.2104 18.7074 19.2044 19.7013 20.1983
2010 16.6757 17.1868 17.6980 18.2091 18.7203 19.2314 19.7425 20.2537 20.7648
2011 16.7890 17.3040 17.8190 18.3340 18.8490 19.3640 19.8790 20.3940 20.9090
2012 17.8602 18.4074 18.9546 19.5018 20.0490 20.5961 21.1433 21.6905 22.2377
2013 18.4782 19.0447 19.6112 20.1777 20.7442 21.3107 21.8772 22.4437 23.0102
2014 19.1271 19.7129 20.2987 20.8845 21.4704 22.0562 22.6420 23.2278 23.8136
2015 20.1983 20.8176 21.4369 22.0562 22.6755 23.2947 23.9140 24.5333 25.1526
Exhibit A
Series E Salary Ranges
Fiscal Year 1995 -1996
Range 75th
No.Mm Mid Percentile Max
E 1 15.8942 19.2259 20.8918 22.5576
E 2 16.7307 20.1923 21.9230 23.6538
E 3 17.5384 21.1875 23.0120 24.8365
E 4 18.4326 22.2692 24.1874 26.1057
E 5 19.3557 23.3654 25.3702 27.3750
E 6 20.3076 24.5192 26.6249 28.7307
E 7 21.3461 25.7740 27.9880 30.2019
E 8 22.3846 27.0288 29.3509 31.6730
E 9 23.5384 28.4279 30.8726 33.3173
E 10 24.6634 29.7980 32.3653 34.9326
E 11 25.9326 31.3125 34.0024 36.6923
E 12 27.2596 32.9135 35.7404 38.5673
E 13 28.6153 34.5432 37.5072 40.4711
E 14 30.0000 36.2308 39.3461 42.4615
E 15 31.5288 38.0625 41.3293 44.5961
E 16 33.1153 39.9663 43.3918 46.8173
E 17 33.3173 41.6538 45.8221 49.9903
E 18 37.7596 47.4952 52.3629 57.2307
E 19 38.2788 47.8702 52.6658 57.4615
E 20 40.2115 50.2644 55.2909 60.3173
E 25 52.3231 64.6539 70.8192 76.9846
E 27 62.5000 62.5000 62.5000 62.5000
Exhibit B-i
Date:02 MAY 1995
UNION.CODE 300
Union
Unit Salaries
Table Job
Code Code Jobtitle
Grade
Auth Code Mm Max Mo Mm Mo Max
300 1121 FINANCIAL TECHNICIAN ].1017 17.8190 22.1862 3,088.6267 3,845.6080
300 1227 SR.ACCOUNTING CLERK 6 1004 13.6166 16.9538 2,360.2107 2,938.6587
300 1229 ACCOUNTING CLERK 6 1002 12.5454 15.6148 2,174.5360 2,706.5653
300 1414 SR.INFO.SVCS TECH 0 1022 20.1571 2S.101].3,493.8973 4,350.8573
300 1416 INFO SVCS TECHNICIAN III 3 1019 19.0859 23.7621 3,308.2227 4,118.7640
300 1418 INFO.SVCS.TECH.II 2 1011 16.1916 20.1571 2806.5440 3,493.8973
300 1420 INFO.SVCS.TECH.I 0 1008 14.6878 18.2825 2,545.8853 3,168.9667
300 1722 GRAPHICS COORDINATOR 1 1015 17.3452 21.5888 3,006.5013 3,742.0587
300 1724 SR.GRAPHICS TECHNICIAN 1 1011 16.1916 20.1571 2,806.5440 3,493.8973
300 1726 GRAPHICS TECHNICIAN 0 1007 14.2861 17.7881 2,476.2573 3,083.2707
300 1914 SR.STORESKEEPEP.2 1013 16.4182 20.4352 2,845.8213 3,542.1013
300 1916 STORESKEEPER 6 1003 13.5239 16.8405 2,344.1427 2.919.0200
300 2225 SECRETARY 13 1007 14.2861 17.7881 2,476.2573 3,083.2707
300 2237 SR.CLERK 17 1002 12.5454 15.6148 2,174.5360 2,706.5653
300 2239 CLERK 5 1001 11.2373 13.9977 1,947.7987 2,426.2680
Date:02 MAY 1995
UNION.CODE a 900
Exhibit 8 —2
Unit Salaries
Union
Table Job
Code Code Jobtitle
2 1020 19.4876
4 1015 17.3452
5 1009 15.7590
3 1006 14.1934
6 1025 21.3004
11 1020 19.4876
3,377.8507
3,006.5013
2,731.5600
2,460.1893
3,692.0693
3,377.8507
4,204.4600
3,742.0587
3,401.0600
3,061.8467
4,597.2333
4,204.4600
Grade
Auth Code Mm
2 1026 22.3510 27.8306
1 1023 20.3013 25.2762
Max Mo Mm Mo Max
900 3223 SR.ENGINEERING ASSDC.
900 3224 ENGINEERING ASSOCIATE
900 3233 SR.ENGINGINEERING AIDE
900 3234 ENGINEERING AIDE III
900 3235 ENGINEERING AIDE II
900 3236 ENGINEERING AIDE I
900 3316 SR.CONSTRUCTION INSP.
900 3317 CONSTRUCTION INSPECTOR’
3,874.1733 4,823.9707
3,518.8920 4,381.2080
24.2565
21.5888
19.6215
17.6645
26.5225
24.2565
Date:02 MAY 1995
UNION.CODE -700
Union
Table Job
Exhibit B -3
Unit Salaries
Grade
Code Code Jobtitle Auth Code Mm Max Mo Mm Mo Max
700 4223 SR.ENVIRON.SPECIALIST 2 1024 20.7236 25.8015 3,592.0907 4,472.2600
700 4225 ENVIRONMENTAL SPEC.II 2 1018 18.5709 23.1235 3,218.9560 4,008.0733
700 4227 ENV.SPECIALIST I 1 1013 16.4182 20.4352 2,845.8213 3,542.1013
700 4516 SR.LAB ANALYST 13 1018 18.5709 23.1235 3,218.9560 4,008.0733
700 4517 LAB ANALYST 12 1010 15.8620 19.7554 2,749.4133 3,424.2693
700 4519 LAB TECHNICIAN 0 1005 13.9050 17.3143 2.410.2000 3,001.1453
700 4714 SOURCE CTRL INSP.II 13 1018 18.5709 23.1235 3,218.9560 4,008.0733
700 4717 SOURCE CTRL INSP.I 1 1010 15.8620 19.7554 2,749.4133 3.424.2693
700 4718 SOURCE CONTROL TECH 3 1005 13.9050 17.3143 2,410.2000 3,001.1453
Exhibit B-k
Unit Salaries
Date:02 MAY 1995
UNION.CODE 500
Union
Table Job Grade
Code Code Jobtitle Auth Code Mm Max Mo Mm Mo Max
500 6114 SR.PLANT OPERATOR 28 2013 18.4782 23.0102 3,202.8880 3,988.4347
500 6116 pLANT OPERATOR 49 2008 16.1195 20.0644 2,794.0467 3,477.8293
500 61.19 OPERATOR IN TRAINING 3 2004 13.2149 16.4491 2,290.5827 2,851.1773
500 6214 PUMP POWER OPERATOR 11 2013 18.4782 23.0102 3,202.8880 3,988.4347
900 6497 CONTROL CENTER CLERK 10 2002 12.5969 15.6766 2,183.4627 2,717.2773
500 7215 LEAD WORKER 6 2012 17.8602 22.2377 3,095.7680 3,854.5347
500 7217 SR.MTCE.WORKER 8 2007 14.7393 18.3546 2,554.8120 3,181.4640
500 7219 MTCE.WORKER 10 2005 13.3900 16.6757 2,320.9333 2,890.4547
500 7325 GROUNOSKEEPER 3 2003 12.7617 15.8929 2,212.0280 2,754.7693
500 7329 HELPER 7 2000 9.7747 12.1746 1,694.2813 2,110.2640
500 7332 MACHINIST 1 2012 17.8602 22.2377 3,095.7680 3,854.5347
500 7333 WELDER 3 2011 16.7890 20.9090 2,910.0933 3,624.2267
500 7334 EQUIPMENT OPERATOR 6 2010 16.6757 20.7648 2,890.4547 3,599.2320
900 7335 BUILDER 4 2009 16.2225 20.1983 2,811.9000 3,501.0387
500 7336 PAINTER 9 2007 14.7393 18.3546 2,554.8120 3,181.4640
500 7415 LEAD COLL.FAC.WORKER 6 2012 17.8602 22.2377 3,095.7680 3,854.5347
500 7417 SR.COLL.FAC.WORKER 9 2007 14.7393 18.3546 2,554.8120 3,181.4640
500 7418 COLL.FAC.WORKER II 8 2005 13.3900 16.6757 2,320.9333 2,890.4547
500 7419 COLL.FAC.WORKER I 3 2001 10.3309 12.8544 1,790.6893 2,228.0960
500 7515 LEAD MECHANIC 11 2013 18.4782 23.0102 3,202.8880 3,988.4347
500 7517 SR.MECHANIC 23 2011 16.7890 20.9090 2,910.0933 3,624.2267
500 751.8 MECHANIC 22 2006 14.3479 17.8602 2,486.9693 3,095.7680
500 7615 LEAD ELECT.TECHNICIAN 4 2015 20.1983 25.1526 3,501.0387 4,359.7840
500 7617 ELECT.TECHNICIAN II 8 2014 19.1271 23.8136 3315.3640 4,127.6907
500 7618 ELECT.TECHNICIAN I 5 2009 16.2225 20.1983 2,811.9000 3,501.0387
500 7619 ELECT.MTCE.WORKER 3 2007 14.7393 18.3546 2,554.8120 3,181.4640
500 7715 LEAD INSTR.TECHNICIAN 4 2015 20.1983 25.1526 3,501.0387 4,359.7840
500 7717 INSTR.TECHNICIAN II 13 2014 19.1271 23.8136 3,315.3640 4,127.6907
500 7718 INSTR.TECHNICIAN I
500 7719 INSTR.MTCE.WORKER
7 2009 16.2225 20.1983
5 2007 14.7393 18.3546
2,811.9000 3,501.0387
2,554.8120 3,181.4640
Exhibit s-S
Unit Salaries
Date:02 MAY 1995
UNION.CODE -400
Union
Table Job Grade
Code Code Jobtitle Auth Code Mm Max Mo Mm Mo Max
400 2114 ASST.SECY To BOARD DIR.1 1021 19.6215 24.4213 3,401.0600 4,233.0253
400 2116 DEPUTY BOARD SECTY.1 1017 17.8190 22.1862 3,088.6267 3,845.6080
400 2221 SECTY.TO GENERAL MGR.1 1017 17.8190 22.1862 3,088.6267 3,845.6080
400 2223 ADMIN.SECRETARY 5 1012 16.3049 20.3013 2,826.1827 3,518.8920
400 2227 SR.OFFICE AIDE 1 1004 13.6166 16.9538 2,360.2107 2,938.6587
400 2229 OFFICE AIDE 2 1002 12.5454 15.6148 2,174.5360 2,706.5653
400 8117 PERSONNEL ASSISTANT 2 1012 16.3049 20.3013 2,826.1827 3,518.8920
Date:02 MAY 1995
UNION.CODE -225
Union
Table Job
Exhibit B-6
Unit Salaries
Grade
Code Code Jobtitle Auth Code Mm Max Mo Mm Mo Max
225 1212 SENIOR ACCOUNTAIFr 1 5 19.3557 27.3750 3,354.9880 4,745.0000
225 1214 ACCOUNTANT 1 1 15.8942 22.5576 2,754.9947 3,909.9840
225 1412 PRINC.INFO.SVCS.TECH 1 7 21.3461 30.2019 3,699.9907 5,234.9960
225 1520 INFO.SVCS.ANALYST 1 7 21.3461 30.2019 3,699.9907 5,234.9960
225 1612 PROGRANMER ANALYST 4 7 21.3461 30.2019 3,699.9907 5,234.9960
225 1614 PROGR.AMMER 4 4 18.4326 26.1057 3,194.9840 4,624.9880
225 1814 SR.BUYER 1 4 18.4326 26.1057 3,194.9840 4,524.9880
225 1816 BUYER 3 1 15.8942 22.5576 2,754.9947 3,909.9840
225 2214 PRINC.ADMIN.ASSISTANT 1 9 23.5384 33.3173 4,079.9893 5,774.9987
225 2216 SR.ADMIN,ASSISTANT 1 6 20.3076 28.7307 3,519.9840 4,979.9880
225 3114 ENGINEER 15 11 2S.9326 36.6923 4,494.9840 6,359.9987
225 3117 ASSOCIATE ENGINEER III 11 8 22.3846 31.6730 3,879.9973 5,489.9867
225 3118 ASSOCIATE ENGINEER II 3 5 19.3557 27.3750 3,354.9880 4,745.0000
225 3119 ASSOCIATE ENGINEER I 2 3 17.5384 24.8365 3,039.9893 4,304.9933
225 3222 PRINC.ENGR.ASSOC 3 9 23.5384 33.3173 4,079.9893 5,774.9987
225 4221 PRINC.ENV.SPECIALIST 3 8 22.3846 31.6730 3,879.9973 5,489.9867
225 4415 PROJECT SPECIALIST 2 9 23.5384 33.3173 4,079.9893 5,774.9987
225 4514 PRINC.LAB &RES.ANALYST 8 6 20.3076 28.7307 3,519.9840 4,979.9880
225 4612 SCIENTIST 6 9 23.5384 33.3173 4,079.9893 5,774.9987
225 8114 PERSONNEL ANALYST 2 2 16.7307 23.6538 2,899.9880 4,099.9920
225 8212 SAFETY &EMER.RESP.SPEC.1 8 22.3846 31.6730 3,879.9973 5,489.9867
Date:02 MAY 1995
UNION.CODE •200
Union
Exhibit a-7
Unit Salaries
Table Job
Code Code Jobtitle
PRINCI PAL ACCOUNTANT
INFO SVCS.SPECIALIST
SOFTWARE SPECIALIST
SUPERVISING BUYER
WAREHOUSE SUPERVISOR
ENGINEERING SUPERVISOR
SENIOR ENGINEER
CHIEF CONST.INSPECTOR
SUPV CONSTR INSPECTOR
COMPLIANCE SUPERVISOR
LAB SUPERVISOR
SENIOR SCIENTIST
SOURCE CONTROL SUPERV.
SUPV SOURCE CTRL INSP.
SR OPERATIONS SUPV
OPERATIONS SUPERVISOR
TRAINING SUPERVISOR
FIELD SUPERVISOR
FOREMAN
ELECTRICAL FOREMAN
FOREMAN-INSTRUMEN’rAT ION
SECURITY SUPERVISOR
3 9 23.5384
1 11 25.9326
1 11 25.9326
7 21.3461
1 4 18.4326
6 14 30.0000
3 13 28.6153
1 10 24.6634
3 9 23.5384
2 12 27.2596
3 12 27.2596
3 12 27.2596
1 9 23.5384
2 5 19.3557
2 11 25.9326
15 9 23.5384
1 8 22.3846
11 9 23.5384
9 5 19.3557
3 7 21.3461
4,079.9893
4,494.9840
4,494.9840
3,699.9907
3,194.9840
5,200.0000
4,959.9853
4,274.9893
4,079.9893
4,724.9973
4,724.9973
4,724.9973
4,079.9893
3,354.9880
4,494.9840
4,079.9893
3,879.9973
4,079.9893
3,354.9880
3,699.9907
3,699.9907
3,519.9840
5,774.9987
6,359.9987
6,359.9987
5,234.9960
4,524.9880
7,359.9933
7,014.9907
6,054.9840
5,774.9987
6,684.9987
6,684.9987
6,684.9987
5,774.9987
4,745.0000
6,3~9.9987
5,774.9987
5,489.9867
5 774 .99 87
4,745.0000
5,234.9960
5,234.9960
4,979.9880
Grade
Auth Code Mm Max Mo Mm Mo Max
200
200
200
200
200
200
200
200
200
200
200
200
200
200
200
200
200
200
200
200
200
200
1210
1410
1610
1810
1910
3110
3112
3305
3310
4210
4510
4610
4710
4712
6105
6110
6310
7110
7112
7612
7712
8310
33.3173
36.6923
36.6923
30.2019
26.1057
42.4615
40.4711
34.9326
33.3173
38.S673
38.5673
38.5673
33.3173
27.3750
36.6923
33.3173
31.6730
33.3173
27.3750
30.2019
3 7 21.3461 30.2019
1 6 20.3076 28.7307
Date:02 MAY 1995
UNION.CODE 100
Union
Table Job
Code Code Jobtitle
UNION.CODE 175
Union
Exhibit B-B
Unit Salaries
Table Job
Code Code Jobtitle
Grade
Auth Code Mm Max Mo Mm Mo Max
Grade
Auth Code Mm Max Mo Mm Mo Max
100 0001 GENERAL MANAGER 1 27 62.5000 62.5000 10,833.3333 10,833.3333
100 0002 ASST.GEN.MGR.ADMIN.1 20 40.2115 60.3173 6,969.9933 10,454.9987
100 0003 ASST.GEN.MGR.OPERS.1 20 40.2115 60.3173 6,969.9933 10,454.9987
100 1000 DIRECTOR OF FINANCE 1 18 37.7596 57.2307 6,544.9973 9,919.9880
100 2200 CHIEF ADMIN.ASSISTANT 1 17 33.3173 49.9903 5,774.9987 8,664.9853
100 3000 DIR.OF ENGINEERING 1 19 38.2788 57.4615 6,634.9920 9,959.9933
100
100
4000
5000
DIR.OF TECHNICAL SRVCS.
DIR.OF OPERS.&MTCE.
1
1
19
19
38.2788
38.2788
57.4615
57.4615
6,634.9920
6,634.9920
9,959.9933
9,959.9933
100 6000 ASST.DIR.OF OPERS.1 17 33.3173 49.9903 5,774.9987 8,664.9853
100 7000 ASST.DIR.OF MTCE.1 17 33.3173 49.9903 5,774.9987 8,664.9853
100 8000 PERSONNEL DIRECTOR 1 17 33.3173 49.9903 5,774.9987 8,664.9853
175 1100 FINANCIAL MANAGER 1 15 31.5288 44.5961 5,464.9920 7,729.9907
175 1200 CONTROLLER 1 15 31.5288 44.5961 5,464.9920 7,729.9907
175 1201 ACCOUNTING MANAGER 1 13 28.6153 40.4711 4,959.9853 7,014.9907
175 1300 INFO.SVCS.MANAGER 1 14 30.0000 42.4615 5,200.0000 7,359.9933
175 1800 PURCHASING MANAGER 1 12 27.2596 38.5673 4,724.9973 6,684.9987
175 2100 SECTY TO THE BOARD DIR.1 14 30.0000 42.4615 5,200.0000 7,359.9933
175 3100 ENGINEERING MANAGER 1 16 33.1153 46.8173 S,739.9853 8,114.9987
175 3300 CONSTRUCTION MANAGER 1 15 33.1153 45.8173 5,739.9853 8,114.9987
175 4100 AIR QUALITY MANAGER 1 14 30.0000 42.4615 5,200.0000 7,359.9933
175 4200 COMPLIANCE MANAGER 1 16 33.1153 46.8173 5,739.9853 8,114.9987
175 4300 CR&R MANAGER 1 14 30.0000 42.4615 5,200.0000 7,359.9933
175 4500 LAN MANAGER 1 16 33.1153 46.8173 5739.9853 8,114.9987
175 4700 SOURCE CONTROL MANAGER 1 16 33.1153 46.8173 5,739.9853 8,114.9987
175 6100 CHIEF OPERATOR 2 13 28.6153 40.4711 4,959.9853 7,014.9907
175 7100 FACILITIES MANAGER 6 12 27.2596 38.5673 4,724.9973 6,684.9987
175 8110 PERSONNEL SUPERVISOR 1 9 23.5384 33.3173 4,079.9893 5,774.9987
175 8113 SR.PERSONNEL ANALYST 1 6 20.3076 28.7307 3,519.9840 4,979.9880
175 8200 SAFETY &EMER.RESP.MANAGER 1 13 28.6153 40.4711 4,959.9853 7,014.9907
Date:02 MAY 1995
UNION.COOE -999
UNION.CODE 950
Exhibit B-9
Unit Salaries
Union
Table Job
Code Code
Grade
Jobtitle Auth Code Mm Max Mo Mm Mo Max
Union
Table Job Grade
Code Code Jobtitle Auth Code Mm Max Mo Mm Mo Max
999 1919 STORESKEEPING ASSISTANT 1 904 4.1800 12.8853 1,071.2000 2,233.4520
999 2299 P.T ASST 7 903 6.1800 10.5987 1,071.2000 1,837.1080
999 3399 PT.CONST.INSPECTOR 906 19.1065 25.3071 3,311.7933 4,386.5640
999 4499 CONTRACT EMPLOYEE 4000 21.0000 43.0000 3,640.0000 7,453.3333
999 7299 PT ASST-SUMMER 38 901 .0000 6.0000 .0000 1,040.0000
999 8395 SECURITY GUARD 3 1000 7.7662 9.6614 1,346.1413 1,674.6427
999 8399 PT.SECURITY GUARD 7 902 7.3542 8.42S4 1,274.7280 1,460.4027
950 9990 INTERN 18 905 9.2700 16.0000 1,606.8000 2,773.3333
Date:02 MAY 1995
Dept Job
Code Code Job Title
Exhibit C
Position and Salaries by Department
1.00 27 562.5000 -562.5000
1.00 20 540.2115 -560.3173
1.00 20 540.2115 -560.3173
1.00 1017 517.8190 -522.1862
1.00 1007 514.2861 -517.7881
10,833.3333 -510,833.3333
56,969.9933 -510,454.9987
56,969.9933 -510,454.9987
53,088.6267 -53,845.6080
52,476.2573 -53,083.2707
Dept Job
Code Code Job Title
Auth
Fte Grade Salary Ranges Monthly Salary Rangee
55,200.0000 -57,359.9933
53,401.0600 -54,233.0253
53,088.6267 -53,845.6080
Dept Job
Code Code Job Title
Auth
Fte Grade Salary Ranges Monthly Salary Ranges
Auth
Fte Grade Salary Ranges
2150 0001 GENERAL MANAGER
21S0 0002 ASST.GEN.MGR.ADMIN.
2150 0003 ASST.DEN.MGR.OPERS.
2150 2221 SECTY.TO GENERAL MGR.
2150 2225 SECRETARY
Monthly Salary Ranges
2150 5.00
2160 2100 SECTY TO THE BOARD DIR 1.00 14 530.0000 -542.4615
2160 2114 ASST.SECY TO BOARD DI 1.00 1021 $19.62lS -524.4213
2160 2116 DEPUTY BOARD SECTY.1.00 1017 517.8190 -522.1862
2160 3.00
2170 2200 CHIEF ADMIN.ASSISTANT 1.00 17 533.3173 -549.9903 55,774.9987 -58,664.9853
2170 2214 PRINC.ADMIN.ASSISTAN 1.00 9 523.5384 -533.3173 54,079.9893 -55,774.9987
2170 2216 SR.ADMIH.ASSISTANT 1.00 6 520.3076 -528.7307 53,519.9840 -54,979.9880
2170 2223 ADMIN.SECRETARY 1.00 1012 516.3049 -520.3013 52,826.1827 -53,518.8920
2170 2227 SR.OFFICE AIDE 1.00 1004 $136166 -516.9538 52,360.2107 -52,938.6587
2170 2229 OFFICE AIDE 2.00 1002 512.5454 -515.6148 52,174.5360 -$2,706.S6S3
2170 2237 SR.CLERK 1.00 1002 512.5454 -515.6148 52,174.5360 -52,706.5653
2170 8
.
00
Date:02 MAY 1995
Exhibit C
Position and Salaries by Department
Dept Job
Code Code Job Title
Auth
Fte Grade Salary Ranges Monthly Salary Ranges
Dept Job
Code Code Job Title
Auth
Fte Grade Salary Ranges Monthly Salary Ranges
2210 1000 DIRECTOR OF FINANCE
2210 1100 FINANCIAL MANAGER
2210 2223 ADMIN.SECRETARY
1.00 18 $377596 -$57.2307
1.00 15 $315288 -$445961
1.00 1012 $16.3049 -920.3013
$6.544.9973 -99,919.9880
95,464.9920 -97,729.9907
92,826.1827 -S3,518.8920
2180 8000 PERSONNEL DIRECTOR 1.00 17 933.3173 -$49.9903 95,774.9987 -98,664.9853
2180 8200 SAFETY &EMER.RESP.M 1.00 13 928.6153 -940.4711 $4,959.9853 -$7,014.9907
2180 8110 PERSONNEL SUPERVISOR 1.00 9 $235384 -933.3173 $4,079.9893 -$5,774.9987
2180 8212 SAFETY &EMER.RESP.S 1.00 8 922.3846 -931.6730 $3,879.9973 -95,489.9867
2180 8113 SR.PERSONNEL ANALYST 1.00 6 920.3076 -928.7307 $3,519.9840 -$4,979.9880
2180 8310 SECURITY SUPERVISOR 1.00 6 920.3076 -928.7307 93,519.9840 -$4,979.9880
2180 8114 PERSONNEL ANALYST 2.00 2 $167307 -923.6538 $2,899.9880 -94,099.9920
2180 8117 PERSONNEL ASSISTANT 2.00 1012 916.3049 -920.3013 92,826.1827 -93,518.8920
2180 2225 SECRETARY 1.00 1007 914.2861 -917.7881 $2,476.2S73 -$3,083.2707
2180 1227 SR.ACCOUNTING CLERK 1.00 1004 913.6166 -$169538 $2,360.2107 -$2,938.6587
2180 1229 ACCOUNTING CLERK 1.00 1002 $12.S454 -915.6148 92,174.5360 -$2,706.56S3
2180 2237 SR.CLERK 1.00 1002 $12.5454 -915.6148 92,174.5360 -92,706.5653
2180 9990 INTERN 1.00 905 $9.2700 -916.0000 $l,606.8000 -$2,773.3333
2180 8395 SECURITY GUARD 3.00 1000 97.7662 -99.6614 91,346.1413 -91,674.6427
2180 8399 P.T.SECURITY GUARD 7.00 902 $7.3542 -98.4254 91,274.7280 -91,460.4027
2180 25.00
2210 3 .00
Exhibit C
Date:02 MAY 1995
Position and Salaries by Department
Job
Code Job Title
Dept Job
Code Code Job Title
Auth
Ftc Grade Salary Ranges
Auth
Ftc Grade Salary Ranges
Monthly Salary Ranges
Monthly Salary Ranges
Dept
Code
2220 1200 CONTROLLER 1.00 15 031.5288 -044.5961 05,464.9920 -$7,729.9907
2220 1201 ACCOUNTING MANAGER 1.00 13 $286153 -$40.471l $4,959.9853 -07,014.9907
2220 1210 PRINCIPAL ACCOUNTANT 3.00 9 023.5384 -$33.3173 04,079.9893 -$5,774.9987
2220 1212 SENIOR ACCOUNTANT 1.00 5 019.3557 -$273750 $3,354.9880 -$4,745.0000
2220 1121 FINANCIAL TECHNICIAN 1.00 1017 $178190 -$22.1862 $3,088.6267 -03,845.6080
2220 1214 ACCOUNTANT 1.00 1 $158942 -022.5576 02,754.9947 -03,909.9840
2220 1227 SR.ACCOUNTING CLERK 5.00 1004 $136166 -$169538 $2,360.2107 -$2,938.6587
2220 1229 ACCOUNTING CLERK 5.00 1002 $125454 -$156148 $2,174.5360 -02,706.5653
2220 2239 CLERK 1.00 1001 011.2373 -$l3.9977 01,947.7987 -02,426.2680
2220 19.00
2230 1800 PURCHASING MANAGER 1.00 12 $27.2596 -038.5673 $4,724.9973 -$6,684.9987
2230 1814 SR.BUYER 1.00 4 $18.4326 -026.1057 93,194.9840 -$4,524.9880
2230 1910 WAREHOUSE SUPERVISOR 1.00 4 018.4326 -926.1057 $3,194.9840 -94,524.9880
2230 1914 SR.STORESKEEPER 2.00 1013 $16.4182 -$20.4352 02,845.8213 -93,542.1013
2230 1816 BUYER 3.00 1 015.8942 -$22.S576 92,754.9947 -93,909.9840
2230 2225 SECRETARY 1.00 1007 914.2861 -917.7881 92,476.2573 -$3,083.2707
2230 1916 STORESKEEPER 6.00 1003 $135239 -$16.8405 $2,344.1427 -$2,919.0200
2230 2237 SR.CLERK 2.00 1002 012.5454 -915.6148 92,174.5360 -$2,706.5653
2230 1919 STORESKEEPIMG ASSISTAN 1.00 904 $6.1800 -$12.8853 $1,071.2000 -$2,233.4520
2230 18.00
Exhibit C
Date:02 MAY 1995
Position and Salaries by Department
Dept Job
Code Code Job Title
Auth
Ftc Grade Salary Ranges Monthly Salary Ranges
Dept Job
Code Code Job Title
Auth
Fte Grade Salary Ranges Monthly Salary Ranges
2240 1300 INFO.SVCS.MANAGER 1.00 14 $30.0000 -$42.4615 $S,200.0000 -$7,359.9933
2240 1410 INFO SVCS.SPECIALIST 1.00 11 $25.9326 -$36.6923 $4,494.9840 -$6,359.9987
2240 1610 SOFTWARE SPECIALIST 1.00 11 $25.9326 -$36.6923 $4,494.9840 -$6,359.9987
2240 3117 ASSOCIATE ENGINEER III 1.00 8 $223846 -$31.6730 $3,879.9973 -$5,489.9867
2240 1412 PRINC.INFO.SVCS.TEC 1.00 7 $213461 -$302019 53,699.9907 -55,234.9960
2240 1520 INFO.SVCS.ANALYST 1.00 7 $213461 -$302019 53,699.9907 -$5,234.9960
2240
2240
1612
1416
PROGRAMMER ANALYST
INFO SVCS TECHNICIAN I
5.00
3.00
7
1019
$213461 -$302019
$19.0859 -$237621
$3,699.9907 -$5,234.9960
$3,308.2227 -54,118.7640
2240 1614 PROGRAMMER 4.00 4 $184326 -$261057 $3,l94.9840 -$4,524.9880
2240 1722 GRAPHICS COORDINATOR 1.00 1015 $173452 -521.5888 $3,006.5013 -53,742.0587
2240
2240
1418
1724
INFO.SVCS.TECH.II
SR.GRAPHICS TECHNICIA
2.00
1.00
1011
1011
516.1916 -520.1571
516.1916 -$20.l571
$2,806.5440 -53,493.8973
$2,806.5440 -$3,493.8973
2240 2225 SECRETARY 1.00 1007 514.2861 -517.7881 52,476.2573 -53,083.2707
2240 23.00
3310 5000 DIR.OF OPERS.&MTCE.1.00 19 538.2788 -557.4615 56,634.9920 -$9,959.9933
3310 6000 ASST.DIR.OF OPERS.1.00 17 $33.3173 -549.9903 55,774.9987 -$8,664.9853
3310 7000 ASST.DIR.OF MTCE.1.00 17 $333173 -549.9903 $5,774.9987 -58,664.9853
3310 3110 ENGINEERING SUPERVISOR 1.00 14 $300000 -$42.4615 $S,200.0000 -$7,359.9933
3310 4210 COMPLIANCE SUPERVISOR 1.00 12 $272596 -$38.5673 $4,724.9973 -$6,684.9987
3310 3114 ENGINEER 3.00 11 525.9326 -$36.6923 54,494.9840 -$6,359.9987
3310 4612 SCIENTIST 1.00 9 523.5384 -$33.3l73 54,079.9893 -55,774.9987
3310 3117 ASSOCIATE ENGINEER III 1.00 8 $22.3846 -$31.6730 $3,879.9973 -55,489.9867
3310 3118 ASSOCIATE ENGINEER II 1.00 5 519.3557 -527.3750 $3,354.9880 -$4,745.0000
3310 4225 ENVIRONMENTAL SPEC.II 1.00 1018 $185709 -$231235 $3,218.9560 -54,008.0733
3310 4227 ENV.SPECIALIST I 1.00 1013 $164182 -$204352 52,845.8213 -53,542.1013
3310 2223 ADMIN.SECRETARY 1.00 1012 516.3049 -520.3013 $2,826.1827 -53,518.8920
3310 2225 SECRETARY 1.00 1007 514.2861 -$177881 $2,476.2573 -53,083.2707
3310 2237 SR.CLERK 2.00 1002 512.5454 -515.6148 52,174.5360 -$2,706.5653
3310 2239 CLERK 2.00 1001 $112373 -$139977 51,947.7987 -$2,426.2680
3310 9990 INTERN 7.00 905 $9.2700 -516.0000 51,606.8000 -$2,773.3333
3310 26.00
Date:02 MAY 1995
Exhibit C
Position and Salaries by Departeent
Dept Job
Code Code Job Title
Auth
Ftc Grade Salary Ranges Monthly Salary Ranges
Dept Job
Code Code Job Title
Auth
Ftc Grade Salary Ranges Monthly Salary Ranges
3330 7100 FACILITIES MANAGER 1.00 12 527.2596 -538.5673 54,724.9973 -$6,684.9987
3330 7110 FIELD SUPERVISOR 2.00 9 523.5384 -$333173 $4,079.9893 -$5,774.9987
3330 7112 FOREMAN 4.00 S 519.3557 -$273750 53,354.9880 -$4,74S.0000
3330 7215 LEAD WORKER 6.00 2012 $178602 -$22.2377 $30957680 -$3,854.5347
3330 7334 EQUIPMENT OPERATOR 3.00 2010 $16.6757 -$207648 $2,890.4S47 -$3,S99.2320
3330 7335 BUILDER 4.00 2009 $162225 -$20.1983 $2,811.9000 -$3,50l.0387
3330 7217 SR.MTCE.WORKER 8.00 2007 $147393 -$l8.3546 52,554.8120 -$3,181.4640
3330 7336 PAINTER 9.00 2007 614.7393 -518.3546 52,554.8120 -53,181.4640
3330 7219 MTCE.WORKER 10.00 2005 513.3900 -$16.6757 $2,320.9333 -$2,890.4S47
3330 7325 GROUNDSKEEPER 3.00 2003 $127617 -$158929 $2,212.0280 -$2,754.7693
3330 7329 HELPER 7.00 2000 $97747 -$12.1746 $1,694.2813 -$2,1l0.2640
3330 57.00
3340 7100 FACILITIES MANAGER 1.00 12 $272596 -$385673 $4,724.9973 -$6,684.9987
3340 7110 FIELD SUPERVISOR 2.00 9 523.5384 -$333173 $4,079.9893 -$5,774.9987
3340 7112 FOREMAN 2.00 5 519.3557 -$273750 $3,354.9880 -$4,745.0000
3340 7415 LEAD COLL.FAC.WORKER 6.00 2012 $17.8602 -$22.2377 S3,095.7680 -$3,854.5347
3340 7417 SR.COLL.FAC.WORKER 9.00 2007 $147393 -518.3546 52,554.8120 -53,181.4640
3340 7418 COLL.FAC.WORKER II 8.00 2005 513.3900 -$166757 $2,320.9333 -$2,890.4S47
3340 7419 COLL.FAC.WORKER I 3.00 2001 $10.3309 -$12.8544 $l,790.6893 -$2,228.0960
3340 31.00
Exhibit C
Date:02 MAY 1995
Position and Salaries by Department
Dept Job
Code Code Job Title
Auth
Fte Grade Salary Ranges Monthly Salary Ranges
Job
Code Job Title
Auth
Ftc Grade Salary Ranges Monthly Salary Ranges
Dept Job
Code Code Job Title
Auth
Ftc Grade Salary Ranges Monthly Salary Ranges
2 .00
3.00
4 .00
13 .00
7.00
$272596 -$385673
$23.5384 -$333173
$2l.3461 -$302019
$201983 -$251526
$191271 -$23.8l36
$162225 -$201983
$147393 -$183546
$4,724.9973 -$6,684.9987
$4,079.9893 -$5,774.9987
$3,699.9907 -$5,234.9960
53,501.0387 -$4,359.7840
$33153640-54,127.6907
$28119000 -53,501.0387
$2,554.8120 -53,181.4640
3350 7100 FACILITIES MANAGER 1.00 12 $27.2596 -$385673 $4,724.9973 -$6,684.9987
3350 7110 FIELD SUPERVISOR 3.00 9 $235384 -$333173 54,079.9893 -$57749987
3350 7112 FOREMAN 2.00 5 $193557 -$273750 $3,354.9880 -$4,745.0000
3350 7515 LEAD MECHANIC 11.00 2013 $184782 -$23.0l02 $3,202.8880 -$3,988.4347
3350 7332 MACHINIST 1.00 2012 $17.8602 -$22.2377 53,095.7680 -53,854.5347
3350 7333 WELDER 3.00 2011 516.7890 -520.9090 52,910.0933 -53,624.2267
3350
3350
7517
7334
SR.MECHANIC
EQUIPMENT OPERATOR
23.00
3.00
2011
2010
516.7890 -520.9090
516.6757 -520.7648
52,910.0933 -53,624.2267
52,890.4547 -53,599.2320
3350 7518 MECHANIC 22.00 2006 $l4.3479 -517.8602 52,486.9693 -53,095.7680
3350 69.00
Dept
Code
3360 7100 FACILITIES MANAGER 1.00 12 527.2596 -538.5673 $4,724.9973 -56,684.9987
3360 7110 FIELD SUPERVISOR 2.00 9 523.5384 -533.3173 54,079.9893 -55,774.9987
3360 7612 ELECTRICAL FOREMAN 3.00 7 521.3461 -530.2019 53,699.9907 -55,234.9960
3360 7615 LEAD ELECT.TECHNICIAN 4.00 2015 520.1983 -525.1526 53,501.0387 -54,359.7840
3360 7617 ELECT.TECHNICIAN II 8.00 2014 519.1271 -523.8136 53,315.3640 -54,127.6907
3360 7618 ELECT.TECHNICIAN I 5.00 2009 516.2225 -520.1983 52,811.9000 -53,501.0387
3360 7619 ELECT.MTCE.WORKER 3.00 2007 514.7393 -518.3546 52,554.8120 -53,181.4640
3360 26 .00
3370 7100 FACILITIES MANAGER 1.00 12
3370 7110 FIELD SUPERVISOR 9
3370 7712 FOREMAN-INSTRUMENTATID 7
3370 7715 LEAD INSTR.TECHNICIAN 2015
3370 7717 INSTR.TECHNICIAN II 2014
3370 7718 INSTR.TECHNICIAN I 2009
3370 7719 INSTR.MTCE.WORKER 5.00 2007
3370 35.00
Date:02 MAY 1995
Exhibit C
Position and Salaries by Department
Job
Code Job Title
Dept Job
Code Code Job Title
Auth
Ftc Grade Salary Ranges Monthly Salary Ranges
$382788 -$574615
$163049 -$20.30l3
$125454 -$15.6148
$92700 -$160000
$6,634.9920 -$9,959.9933
$2,826.l827 -$3,5l8.8920
$2,l74.5360 -$2,706.5653
$l,606.8000 -$2,773.3333
Dept
Code
3380 6100 CHIEF OPERATOR 2.00 13
3380 7100 FACILITIES MANAGER 1.00 12
3380 6105 SR OPERATIONS SUPV 2.00 11
3380 6110 OPERATIONS SUPERVISOR 14.00 9
3380 6310 TRAINING SUPERVISOR 1.00 8
3380 6114 SR.PLANT OPERATOR 28.00 2013
3380 6214 PUMP POWER OPERATOR 12.00 2013
3380 6116 PLANT OPERATOR ‘49.00 2008
3380 6497 CONTROL CENTER CLERK 10.00 2002
$28.6153 —$404711
$27.2596 -$385673
$259326 -$366923
$235384 -$333173
$22.3846 -$316730
$18.4782 -$230102
$184782 -$230102
$16.1195 -$200644
$12.5969 -$156766
$1l.2373 -513.9977
3380
54,959.9853 -$7,0l4.9907
54,724.9973 -56,684.9987
$4,494.9840 -56,359.9987
$4,079.9893 —$5,774.9987
$3,879.9973 -55,489.9867
$3,202.8880 -$3,988.4347
$3,202.8880 -$3,988.4347
52,794.0467 -53,477.8293
$2,183.4627 -$2,717.2773
51,947.7987 -52,426.2680
Monthly Salary Ranges
120.00
Auth
Fte Grade Salary Ranges
3510 4000 DIR.OF TECHNICAL SRVC 1.00 19
3510 2223 ADMIN.SECRETARY 1.00 1012
3510 2237 SR.CLERK 1.00 1002
3510 9990 INTERN 7.00 905
3510 10.00
Exhibit C
Date:02 MAY 1995
Position and Salaries by Department
Dept Job
Code Code Job Title
Auth
Ftc Grade Salary Ranges Monthly Salary Ranges
Dept Job
Code Code Job Title
Auth
Ftc Grade Salary Ranges Monthly Salary Ranges
CR&R MANAGER
PROJECT SPECIALIST
ENVIRONMENTAL SPEC.11
SECRETARY
$30.0000 -$42.4615
523.5384 -$33.3173
$185709 -$23.1235
$142861 -$17.7881
$5,200.0000 -$7,359.9933
$4,079.9893 -55,774.9987
53,218.9560 -54,008.0733
$2,476.2573 -$3,083.2707
Dept Job
Code Code Job Title
3520 4200 COMPLIANCE MANAGER 1.00 16 533.1153 -$46.8173 55,739.9853 -$8,114.9987
3520 4210 COMPLIANCE SUPERVISOR 1.00 12 527.2596 -538.5673 54,724.9973 -$6,684.9987
3520 4610 SENIOR SCIENTIST 1.00 12 $272596 -538.5673 54,724.9973 -$6,684.9987
3520 3117 ASSOCIATE ENGINEER III 1.00 8 $223846 -$31.6730 $3,879.9973 -$5,489.9867
3520 4221 PRINC.ENV.SPECIALIST 2.00 8 $223846 -531.6730 53,879.9973 -55,489.9867
3520 4223 SR.ENVIRON.SPECIALIS 2.00 1024 520.7236 -$258015 53,592.0907 -54,472.2600
3520 4225 ENVIRONMENTAL SPEC.II 1.00 1018 518.5709 -523.1235 53.218.9560 -$4,008.0733
3520 4227 ENV.SPECIALIST I 1.00 1013 $16.4182 -520.4352 52,845.8213 -$3,542.1013
3520 2225 SECRETARY 1.00 1007 514.2861 -517.7881 $2,476.2573 -$3,083.2707
3520 2237 SR.CLERK 1.00 1002 512.5454 -$156148 $2,174.5360 -52,706.5653
3520 12 .00
4300
4415
4225
2225
3530
3530
3530
3530
3530
14
9
1018
1007
1.00
2.00
1.00
1.00
5.00
Auth
Ftc Grade Salary Ranges Monthly Salary Ranges
3540 4100 AIR QUALITY MANAGER 1.00 14 $300000 -542.4615 $5,200.0000 -$7,359.9933
3540 4610 SENIOR SCIENTIST 1.00 12 527.2596 -$385673 $47249973 -$6,684.9987
3540 3114 ENGINEER 2.00 11 $259326 -$36.6923 54,494.9840 -$63599987
3540 2225 SECRETARY 1.00 1007 $142861 -517.7881 52,476.2573 -53,083.2707
3540 5.00
Exhibit C
Date:02 MAY 1995
Position and Salaries by Department
Job
Code Job Title
LAB MANAGER
LAB SUPERVISOR
SENIOR SCIENTIST
SCIENTIST
PRINC.LAB &RES.ANAL
SR.LAB ANALYST
LAB ANALYST
SECRETARY
CLERK
P.T ASST
Auth
Fte Grade Salary Ranges Monthly Salary Ranges
Job
Code Job Title
Auth
Ftc Grade Salary Ranges Monthly Salary Ranges
Dept
Code
3580
3580
3580
3580
3580
3580
3580
3580
3580
3580
3580
4500
4510
4610
4612
4514
4516
4517
2225
2239
2299
1.00 16 533.1153 -546.8173 $S,739.9853 -58,114.9987
3.00 12 527.2596 -538.5673 54,724.9973 -56,684.9987
1.00 12 527.2596 -538.5673 54,724.9973 -56,684.9987
7.00 9 523.5384 -533.3173 54,079.9893 -55,774.9987
8.00 6 520.3076 -528.7307 53,519.9840 -54,979.9880
14.00 1018 518.5709 -523.1235 53,218.9560 -54,008.0733
12.00 1010 515.8620 -519.7554 52,749.4133 -53,424.2693
1.00 1007 514.2861 -517.7881 52,476.2573 -53.083.2707
1.00 1001 511.2373 -513.9977 51,947.7987 -$2,426.2680
4.00 903 56.1800 -510.5987 51,071.2000 -51,837.1080
52.00
Dept
Code
3590 4700 SOURCE CONTROL MANAGER 1.00 16 533.1153 -546.8173 55,739.9853 -58,114.9987
3590 3110 ENGINEERING SUPERVISOR 1.00 14 530.0000 -542.4615 55.200.0000 -57,359.9933
3590 3114 ENGINEER 2.00 11 525.9326 -536.6923 54,494.9840 -56,359.9987
3590 4710 SOURCE CONTROL SUPERV.1.00 9 523.5384 -533.3173 54,079.9893 -55,774.9987
3590 3117 ASSOCIATE ENGINEER III 6.00 8 522.3846 -531.6730 53,879.9973 -55,489.9867
3590 4221 PRINC.ENV.SPECIALIST 1.00 8 522.3846 -531.6730 53,879.9973 -55,489.9867
3590 3118 ASSOCIATE ENGINEER II 2.00 5 519.3557 -527.3750 53,354.9880 -54,745.0000
3590 4712 SUPV SOURCE CTRL INSP.2.00 5 519.3557 -527.3750 53,354.9880 -54,745.0000
3590 4714 SOURCE CTRL INSP.II 13.00 1018 518.5709 -523.1235 53,218.9560 -54,008.0733
3590 3119 ASSOCIATE ENGINEER I 2.00 3 517.5384 -524.8365 53,039.9893 -54,304.9933
3590 4717 SOURCE CTRL INS?.I 1.00 1010 515.8620 -519.7554 52,749.4133 -53,424.2693
3590 2225 SECRETARY 1.00 1007 514.2861 -517.7881 52,476.2573 -53,083.2707
3590 4718 SOURCE CONTROL TECN 3.00 1005 513.9050 -517.3143 52,410.2000 -53,001.1453
3590 2237 SR.CLERK 7.00 1002 512.5454 -515.6148 52,174.5360 -52,706.5653
3590 2299 P.T ASST 1.00 903 56.1800 -510.5987 51,071.2000 -51,837.1080
3590 44 .00
Exhibit C
Date:02 MAY 1995
Position and Salaries by Department
Dept Job
Code Code Job Title
Auth
Fte Grade Salary Ranges Monthly Salary Ranges
Dept Job
Code Code Job Title
Auth
Ftc Grade Salary Ranges Monthly Salary Ranges
3710 3000 DIP..OF ENGINEERING 1.00 19 $38.2788 -$57.4615 $6~634.9920 -$9,959.9933
3710 2223 ADMIN.SECRETARY 1.00 1012 $16.3049 -$203013 52,826.1827 -53,518.8920
3710 2225 SECRETARY 3.00 1007 $14.2861 -$177881 52,476.2573 -$3,083.2707
3710 2237 SR.CLERK 2.00 1002 $l2.5454 -$156148 52,174.5360 -52,706.5653
3710 9990 INTERN 3.00 90S $92700 -$160000 $l,606.8000 -52,773.3333
3710 ~10.00
3720 3100 ENGINEERING MANAGER 1.00 16 $331153 -$46.8173 $5,739.9853 —58,114.9987
3720 3110 ENGINEERING SUPERVISOR 2.00 14 $300000 -542.4615 $5,200.0000 -$7,359.9933
3720 3112 SENIOR ENGINEER 1.00 13 $286153 -$40.47ll $4,959.9853 -$7,014.9907
3720 3114 ENGINEER 4.00 11 $25.9326 -$36.6923 $4,494.9840 -56,359.9987
3720 3222 PRINC.ENGR.ASSOC 3.00 9 $23.5384 -$33.3l73 $4,079.9893 -55,774.9987
3720 3117 ASSOCIATE ENGINEER III 3.00 8 $223846 -531.6730 $3,879.9973 -$5,489.9867
3720 3223 SR.ENGINEERING ASSOC.2.00 1026 $223510 -527.8306 $3,874.1733 -54,823.9707
3720 3224 ENGINEERING ASSOCIATE 1.00 1023 $203013 -$252762 53,518.8920 -54,381.2080
3720 3233 SR.ENGINGINEERING AID 2.00 1020 519.4876 -524.2565 53,377.8507 -$4,204.4600
3720 3234 ENGINEERING AIDE III 2.00 1015 517.3452 -521.5888 $3,006.5013 -$3,742.0587
3720 3235 ENGINEERING AIDE II 1.00 1009 $157590 -519.6215 $2,731.5600 -53,401.0600
3720 3236 ENGINEERING AIDE I 3.00 1006 $141934 -$176645 $2,460.1893 -$3,061.8467
3720 2299 P.T ASST 1.00 903 $61800 -510.5987 $1,071.2000 -51,837.1080
3720 26.00
Exhibit C
Date:02 MAY 1995
Dept Job
Code Code Job Title
Position and Salaries by Department
Auth
Ftc Grade Salary Ranges Monthly Salary Ranges
3790 3300 CONSTRUCTION MANAGER 1.00 16 $33.1153 -$46.8173 $5,739.98S3 -$8,114.9987
3790 3110 ENGINEERING SUPERVISOR 2.00 14 $300000 -$42.461S $5,200.0000 -$7,359.9933
3790 3112 SENIOR ENGINEER 2.00 13 $286153 -$404711 64,959.9853 -$7,014.9907
3790 3114 ENGINEER 3.00 11 625.9326 -$366923 $4,494.9840 -$6,359.9987
3790 3305 CHIEF CONST.INSPECTOR 1.00 10 $246634 -$349326 64,274.9893 -$6,054.9840
3790 3310 SUPV CONSTR INSPECTOR 3.00 9 $23.5384 -$333173 $4,079.9893 -$5,774.9987
3790
3790
3316
3317
SR.CONSTRUCTION INSP.
CONSTRUCTION INSPECTOR
6.00
‘11.00
1025
1020
$213004 -$265225
$194876 -$242565
63,692.0693 -$4,597.2333
63,377.8507 -$4,204.4600
3790 3234 ENGINEERING AIDE III 2.00 1015 $173452 -$215888 63.006.5013 -63,742.0587
3790 3235 ENGINEERING AIDE II 2.00 1009 615.7590 -$196215 62,731.5600 -63,401.0600
3790 2299 P.T ASST 1.00 903 $61800 -$105987 $1,071.2000 -$18371080
3790 34.00
666.00
STATE OF CALIFORNIA)
)SS.
COUNTY OF ORANGE
I,PENNY KYLE,Secretary of the Boards of Directors of County Sanitation Districts
Nos.1,2,3,5,6,7,11,13 and 14 of Orange County,California,do hereby certify that
the foregoing Resolution No.9 5-54 was passed and adopted at a regular meeting of said
Boards on the 24th day of May,1995,by the following vote,to wit:
AYES:Steve Anderson,George Brown,John Collins,John C.Cox,Jr.,Jan
Debay,Barry Denes,Shirley Dettloff,Norman Z.Eckenrode,James M.
Ferryman,Don R.Griffin,John M.Gullixson,Barry Hammond,Victor
Leipzig,Wally Linn,Pat McGuigan,Mark A.Murphy,Margie L.Rice,
Julie Sa,Thomas R.Saltarelli,Sal A.Sapien,Sheldon S.Singer,Roger
R.Stanton,Peer A.Swan,Charles E.Sylvia,Daniel T.Welch,Bob
Zemel
NOES:None
ABSENT:Cecilia Age,Burnie Dunlap,Glenn Parker,William G.Steiner
IN WITNESS WHEREOF,I have hereunto set my hand and affixed the official seal of
County Sanitation District No.1 on behalf of itself and Districts Nos.2,3,5,6,7,11,13
and 14 of Orange County,California,this 24th day of May,1995.
Penny Kyle,Se~Jtiry/f
Boards of Directors,c~nty Sanitation Districts
Nos.1,2,3,5,6,7,1,13 and 14 of
Orange County,California
F12.054