HomeMy WebLinkAboutResolution 95-105 (AMENDED):\:
RESOLUTION NO.95-105
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 RESOLUTION 83-1 77
AND THOSE PORTIONS OF RESOLUTION 95-54 THAT ARE IN
CONFLICT HEREWITH
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 and Management employees,
employed by the County Sanitation Districts of Orange County,by and through the Joint
Administrative Organization.
I
*.~.,
TABLE OF CONTENTS
ARTICLE PAGE
Definitions 1
II.Basic Salary Ranges 2
Ill.Classification/Positions/Salaries 2
IV.Probationary Employees 4
V.Compensation 5
VI.Overtime Pay -Non-Exempt 6
VII.Additional Compensation -Exempt 7
VIII.Shift Differential Pay 8
IX.Standby 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
XXIII.Holidays 13
XXIV.Insurance 13
XXV.Deferred Compensation 15
XXVI.Benefits Option Plans 16
XXVII.Executive Management Vehicle Allowance 16
XXVIII.Uniforms 16
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
XXXVIII.Light Duty 23
XXXIX.Substance Abuse 23
XL.Rideshare Program 24
XLI.Nondiscrimination in Employment 26
XLII.Sexual Harassment 26
XLIII.Smoke-free Work Environment 26
XLIV.Employment of Former Employees 27
XLV.Miscellaneous Provisions 27
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95105
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
judgment 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.“At-will”employees do not serve an initial
probationary period.
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.“At-will”employees do not serve a promotional probationary
period.
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.
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Release is a separation in which the employee is notqualified for the type of work assigned and
no other more suitable assignment is available.Release usually results from no fault of the
employee.Employees serving an initial probationary period may be released without cause.
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.
At-will employee means the General Manager and any Executive Management employee who
has signed an agreement to serve at the pleasure of the General Manager in accordance with
Section 4 of this Resolution.An “at-will”employee may be dismissed without notice or cause.
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.
Ill.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.
There are also established,and ratified,the employee units listed hereinbelow under the column
entitled “Employee Group”,consisting of those job titles set forth in the corresponding exhibits
referred to in the column entitled “Exhibit No.”
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 47 of
this resolution.In addition,salary ranges will be further adjusted in accordance with the following
schedule:
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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
Professional B-5 0.0 07-08-94
3.0 07-07-95
3.0 07-05-96
Supervisory B-6 0.0 07-08-94
3.0 07-07-95
3.0 07-05-96
Executive Management B-7 0.0 07-08-94
3.0 07-07-95
3.0 07-05-96
Management B-B 0.0 07-08-94
3.0 07-07-95
3.0 07-05-96
Part-Time,Hourly and B-9 0.0 07-08-94
Unrepresented 3.0 07-07-95
3.0 07-05-96
Section 3 Wage adjustments for employees in the Professional,Supervisory,Executive
Management and 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 with the Professional,Supervisory,Executive Management and
Management 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,Executive Management 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,Executive
Management and 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,e.g.,probationary,part-time,limited term/temporary and contract may be terminated
at the Districts sole discretion.
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The General Manager is also authorized to employ Executive Management employees on an “at-
will”basis.Such status shall be memorialized by a written agreement signed by the General
Manager and the Executive Manager,acknowledging that the Executive Manager shall serve at
the pleasure of the General Manager.
Any Executive Management employee so employed on the date of adoption of this Resolution,
who has not signed an “at-will”agreement may voluntarily elect to do so,but may not be
required.
Notwithstanding any other provisions of this Resolution or any prior Board action,the General
Manager is authorized to periodically adjust the rate of compensation of Executive Management
employees who have signed “at-will”agreements so long as no adjustment exceeds the
compensation permitted by the applicable salary range established by the Joint Boards of
Directors.
Section 5 The current organizational listing of the County Sanitation Districts of Orange County,
Joint Administrative Organization,designated Exhibit “C”,and dated August 24,1995,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,Management,Supervisory and Professional Groups all as set forth on Exhibits “B-
5”through “B-7”,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 Except as otherwise provided for “at-will”Executive Management employees,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 released 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 release of a probationary
employee,the employee shall not be entitled to receive any severance pay.
Unless the contract indicates otherwise,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.
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V.COMPENSATION
Section 7 Non-Exempt ~mployees 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-I”
through “B-4”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-5”through “B-7”.
Section 8 Salary offers beyond the midpoint of a range require prior approval by the General
Manager.The General Manager shall also be authorized to offer up to three (3)weeks of paid
vacation to any prospective Executive Management employee if,in the judgment of the General
Manager,such offer is necessary to attract the most qualified candidate.The General Manager
shall annually report all such appointments to the Board Subcommittee having responsibility for
personnel matters.
.
New employees who are in classifications within employee bargaining units
other than the Professional,Supervisory,Executive Management and Management 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 and
Management who are not at the top of the salary range for their classification are e’igible 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 Resources.
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,Supervisory,Executive Management and Management Group establish a
new Salary Review date.
Section 11 Employees who are hired into Professional,Supervisory,Executive Management
and 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.
Except for “at-will”Executive Management employees,employees in “E”range classifications
serve a Probationary Period of six months and receive a comprehensive performance evaluation
at the end of that period unless otherwise provided in an individual,written employment
agreement.Said employees who successfully conclude their probation are eligible for a salary
adjustment in accordance with the provisions of the Management Performance Review Program
established by separate action of the Boards of Directors and as amended from time to time.
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Except for “at-will”Executive Management employees,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 for said
employees 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.This paragraph shall not apply to “at-will”Executive
Management employees.
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.This paragraph shall not apply to “at-will”Executive
Management employees.
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 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,
BS/RESIRES95I
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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,Supervisory,Executive Management and
Management 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 Professional,Supervisory,Executive Management and Management 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.
Except for performing extraordinary services as defined above,Professional,Supervisory,
Executive Management and Management Group employees are not entitled to receive any
compensation or Compensatory Time Off for service rendered beyond their normal work
schedule.
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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 17,1981,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.All 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 following payoff
schedule:
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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
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:
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Banked Sick Leave Hours Rate of Payoff
o -100 0 percent
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
Emp’oyees 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 Personnel 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 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
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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,Executive Management and 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 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.
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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 optional 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 have entered 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 Districts’management.The minimum deposit per
pay period is $25,and the total annual maximum deposit is $7,500 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.95-81,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%
Management,1.0%2.0%
Professional and Supervisory
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XXVI.BENEFITS OPTION PLANS
Section 51 Employees in the Professional,Supervisory,Executive Management and
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 and Management employees up to $1250 annually for
professional licenses,memberships,subscriptions,tuition reimbursement and other options,as
provided for by applicable Memoranda of Understanding and Board Resolutions.
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.
XXV1I.EXECUTIVE MANAGEMENT VEHICLE ALLOWANCE
Section 55 In lieu of a leased vehicle for use in the performance of their duties,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 $250,000 each person;each occurrence $500,000;property damage $100,000.Such
coverage and amounts shall include uninsured motorist coverage.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.
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.
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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 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 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.
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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 addition 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 discipline,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 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.Notwithstanding the foregoing,“at-will”Executive Management employees may be
dismissed at any time,without notice or just cause.
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Section 67 Discipline occurs when any of the following 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 to impose disciplinary action 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 Intent to impose disciplinary action 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 of Intent 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 any proposed disciplinary action requiring a Notice of
Intent,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 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.
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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.Discipline imposed under Article XXXIII 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;
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;
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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 1 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 Manager 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 subject 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.
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
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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 of 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 than 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 will be subject to
termination.
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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 are 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 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 water 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.
BS/RES/RES951
95 105 23
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 super-visor.
XL.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:
a.Compressed bi-weekly work schedules.
b.Allowing flexibility in the establishment of work hours to facilitate vanpool and other
Ridesharing participation.
c.Designation of preferential parking spaces for Rideshare vehicles.
d.Operation of a Vanpool Program offering Districts’provided vans with the following
provisions:
BS/RES/RES951
95 105 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.
e.Provision of a computerized carpool ridership matching service and routing assistance.
f.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.
g.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.
h.Installation and maintenance of bike racks at each plant as well as locker room and
shower facilities.
i.Conversion of in-plant vehicles used in Operations and Maintenance activities to electric
power as appropriate.
Conversion of fleet vehicles to alternate clean fuel systems as appropriate.
k.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.
A Parking Fee Program will be implemented only if Districts employees are unsuccessful
in meet 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.
BS/RES/RES951
95 105 25
XLI.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.
XLII.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 will be promptly
investigated,and appropriate corrective action will be taken.
XLIII.SMOKE-FREE 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.
BS/RES/RES951
95 105 26
XLIV.EMPLOYMENT OF FORMER EMPLOYEES
Section 98 The General Manager may,with the written approval of the Joint Chairman,employ
on a part-time,as needed basis,a retired staff member when such person possesses knowledge
and expertise of unique and particular benefit to the Districts and when the services are required.
The length of service performed in any one year,shall be limited in accordance with the
provisions prescribed by the Orange County Employees’Retirement System (currently 120-day
maximum).
Such part-time service shall be compensated at the same current hourly rate of the retired
employee’s position classification,or if no such classification exists,at a rate not to exceed that
paid for the most comparable classification.The retired employee shall not be entitled to receive
any benefits otherwise payable to the District employees.In the event any employment under
this provision involves work assignments outside of Orange County,the current expense
reimbursement policy established for regular employees will apply.
Section 99 If any former employee commences doing business wherein the employee,his/her
spouse or members of his/her immediate family are sole proprietors,or majority or controlling
shareholders or owners of a corporation,partnership or other business entity,such business
shall not be retained as an independent contractor or consultant to provide service directly to the
Districts for a period of one year after leaving Districts’employment.Thereafter,said business
entity shall be allowed to contract with the Districts upon compliance with all resolutions and
regulations of the Districts then in effect,relating to the procurement of services.
Section 100 If any former employee becomes employed by any firm or business entity in which
the former employee,his/her spouse or members of his/her immediate family own less than the
majority or controlling interest in said entity,said entity shall not be prohibited from contracting
with the Districts.However,the former employee shall not perform work on Districts’projects for
a period of one year after leaving Districts’employment;nor shall such former employee contact
Districts’officers or employees for the purpose of attempting to influence any Districts’decision,
including but not limited to,the award of contract,issuance of permits,or compromise of
administrative civil penalties,for a like period of one year.Said services shall be obtained only in
accordance with all rules and procedures of the Districts relating to procurement.
Section 101 Any Districts’employee who receives an offer of employment or a request to
discuss potential employment from any person or business entity performing services for the
Districts shall report such contact to his or her immediate supervisor,who shall decide whether
any change in assignment is necessary or appropriate while the offer or discussions are pending.
Section 102 The prohibitions of this Article may be waived by the Finance,Administration and
Human Resources Committee of the Boards of Directors if,on a case-by-case basis,it is
determined to be in the best interests of the Districts to do so.
XLV.MISCELLANEOUS PROVISIONS
Section 103 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.
BS/RES/RES951
95 105 27
Section 104 If any provision of this Resolution directly conflicts with provisions of any existing
Memoranda of Understanding,so that both provisions cannot be fully effectuated,the provisions
of the applicable Memoranda of Understanding shall prevail.
Section 105 Resolution Number 83-177 and any other resolutions,minute orders or portions
thereof including portions of Resolution No.95-54 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 ~th day of
October,1995
BS/RES/RES951
95_105 28
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.95-105 was passed and adopted
at a regular meeting of said Boards on the 25th day of October,1995,by the
following vote,to wit:
AYES:George Brown,John Collins,John C.Cox,Jr.,Jan Debay,Barry
Denes,Shirley Dettloff,Norman Z.Eckenrode,James M.
Ferryman,James H.Flora,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,William G.Steiner,
Peer A.Swan,Charles E.Sylvia,Daniel T.Welch
NOES:None
ABSENT:Cecilia L.Age,Burnie Dunlap,Glenn Parker,Bob Zemel
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,
5,6,7,11,1 3 and 14 of Orange County,California,this 25th day of October,
1995.
Penny Kyle,cre7~/~’
Boards of Di ctor’s’(County Sanitation
Districts Nos.1,2,3,5,6,7,ii,13 and
14 of Orange County,California
J:\WPDOC\BS\FOAMS\95\F1 2.105
Exl~ibt~A
Crade S~ep~
0ate~22 AUG 3.995
1.5 20 25 AMid 35 40 45 Max
1.000 7.7662 8.0031 8.2400 8.4769 8.1138 8.9501 9.1816 9.4245 9.6614
1001.11.2373 1.1.5824 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 IS.231i.15.6148
1.003 13.5239 13.9385 14.3531.14.7676 15.1822 15.S963 16.0114 16.4259 16.8405
1004 13.6166 14.0338 14.4509 14.8681 1.5.2852 1S.1024 16.1195 16.5367 16.9S38
1.005 13.9050 14.3312 14.7513 15.1935 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 16.48S2 16.9345 17.3838 17.8332 18.2825
1009 15.7590 16.2418 16.7246 17.2074 17.6903 18.1.731 18.6559 19.1397 19.6215
1010 15.8620 16.3487 16.3354 17.3220 1.7.8087 18.29S4 19.7821 19.2687 19.7554
1011 1.6.1916 1.6.6873 17.1830 17.6187 18.1144 18.6700 19.1657 19.6614 20.1571
1012 16.6310 17.1.405 17.6501 18.1596 18.6692 19.1.781 19.6882 20.1978 20.7013
1013 16.4182 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 19.0105 19.5919 20.1.133 20.6348 21.1562
101.5 17.34S2 17.8757 18.4061 1.8.9366 19.4610 19.9975 20.5279 21.0584 21.5808
1016 17.7057 18.2477 18.7898 1.9.331.9 19.8739 20.41.59 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
1.018 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 23.1716 23.7621
1020 19.4876 20.0837 20.6798 21.2159 21.8721.22.4632 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 20.1151.21.39)1 22.0111 22.6291 23.2471 23.8651 24.4931 25.1011
1.023 20.3013 20.9232 21.5450 22.1669 22.7888 23.41.06 24.0325 24.6543 25.2762
1024 20.7236 21.3583 21.9931 22.627a 23.2626 23.8973 24.5320 23.1663 25.8015
1025 21.3004 21.9532 22.6059 23.2581 23.91.15 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
1021 13.1754 18.7322 19.2890 19.9458 20.4027 20.9595 21.5163 22.0733.22.6299
2000 9.7747 10.0747 10.3747 10.6747 10.9147 11.2746 11.5746 11.8746 12.1746
2001 10.3309 1.0.6463 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 14.5211 14.9067 15.2916 15.6766
2003 12.7617 13.1S31 13.5445 13.9359 .14.3273 14.7187 15.1101 15.5015 1.5.8929
2004 13.2149 13.6192 14.0235 14.4277 14.8320 15.2363 15.6406 16.0443 16.4491
200S 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 1S.66S0 16.1041 16.S431 16.9821 17.4212 17.8602
2007 14.7393 15.1.912 LS.6431 16.0950 16.5470 16.9989 17.4508 17.9027 18.3546
2008 16.1195 16.6126 17.1057 ,1LS988 18.0920 18.58S1 19.0782 19.5713 20.0644
2009 16.2225 16.7195 17.2165 17.7134 19.2104 18.7074 19.2044 19.7013 20.1983
2010 16.6757 17.1868 17.6980 1.8.2091.18.1203 19.2314 19.7425 20.2537 20.7648
2011.16.7890 17.3040 17.81.90 18.3340 18.8490 19.3640 19.8790 20.3940 20.9090
2012 17.8602 18.4014 18.9546 19.5018 20.0490 20.5961.21.1433 21.6905 22.2377
2013 19.4782 19.0447 19.6112 20.1777 20.7442 21.3107 21.8772 22.4437 23.0102
2014 19.1271 19.7129 20.2981 20.3845 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 S Salary Ranges
Piscal Year 1995 -1996
Range 75th
No.Mm Mid Percentile Max
E 1 16.3710 19.8027 21.5185 23.2343
S 2 17.2326 20.7980 22.5807 24.3634
5 3 18.0646 21.8231 23.7024 25.5816
5 4 18.9856 22.9373 24.9131 26.8889
5 5 19.9364 24.0664 26.1313 28.1963
5 6 20.9168 25.2547 27.4237 29.5926
E 7 21.9865 26.5473 28.8276 31.1080
5 8 23.0561 27.8397 30.2314 32.6232
E 9 24.2446 29.2807 31.7988 34.3168
5 10 25.4033 30.6820 33.3363 35.9806
E 11 26.7106 32.2519 35.0225 37.7931
E 12 28.0774 33.9009 36.8126 39.7243
5 13 29.4738 35.5795 38.6324 41.6852
5 14 30.9000 37.3177 40.5265 43.7353
E 15 32.4747 39.2044 42.5692 45.9340
5 16 34.1088 41.1653 44.6936 48.2218
5 17 34.3168 42.9034 47.1967 51.4900
5 18 38.8924 48.9200 53.9338 58.9476
5 19 39.4272 49.3063 54.2458 59.1853
5 20 43.2693 51.9953 54.0866 57.6924
E 25 52.3231 64.6539 70.8192 76.9846
Exhibit B—i
Administrative and Clerical
Date:29 AUG 1.995
UNION.CODE -300
Union
Table Job Grade
Code Code Jobtitle Auth Code Mm Max Mo Mm Mo Max
300 1121 FIN TECHNICI?.N 1 1017 17.8190 22.1862 3,088.6267 3,845.6080
300 1227 SR ACCT CLERI(S 1004 13.6166 16.9538 2.360.2107 2,938.6587
300 1229 ACCT CLERK 5 1002 12.5454 15.6148 2,174.5360 2,706.5653
300 1722 GRAPHICS COORD 1.lOIS 17.34S2 21.5888 3,006.5013 3,742.0587
300 1724 GRAPHICS SVCS ASST 1 1011.16.1916 20.1571.2,806.5440 3,493.8973
300 1914 SR STORESKEEPER 2 1013 16.4182 20.4352 2,845.8213 3,542.1~l3
300 1916 STORESKEEPER 6 1003 13.5239 16.8405 2,344.1427 2,919.0200
300 2218 ADMIN ASST 1 1012 16.6310 20.7073 2,882.7067 3,589.2653
300 2225 SECRETARY 14 1007 14.2861 17.7881 2,476.2573 3,083.2707
300 2227 SR OFFICE AIDE 1 1004 13.6166 16.9538 2,360.2107 2,938.6587
300 2229 OFFICE AIDE 2 1002 12.5454 1S.61.48 2,174.5360 2,706.5653
300 2237 SR CLERK 20 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
300 5116 INFO SVCS TECH III 3 1.019 19.0859 23.7621 3,308.2227 4,118.7640
Date:29 AUG 1995
UNXON.CODE —900
Union
Exhibit B—2
Engineering
Table Job
Code Code Jobtitle
Grade
Auth Cede Mm Max Mo Mm Mo Max
900 3223 SR.ENG ASSOC 1 1026 22.3510 21.8306 3,874.1733 4,823.9707
900 3224 ENG ASSOC 4 1023 20.3013 25.2762 3,518.8920 4,381.2080
900 3234 ENG AIDE III 3 1015 17.3452 21.5888 3,006.5013 3,742.0587
900 3235 ENG AIDE II 3 1009 15.7590 19.6215 2,731.5600 3,401.0600
900 3236 ENG AIDE I 3 1006 14.1934 17.6645 2,460.1893 3,061.8467
900 3316 SR.CONSTP.INSP 6 1025 21.3004 26.5225 3,692.0693 4.597.2333
900 3317 CONSTR INS?11 1020 19.4876 24.2565 3,377.8507 4,204.4600
Date:29 AUG 1995
UNtON.CODE •700
Union
Exhibit B -3
Technic&Services
Table Job
Code Code Jobtitle
700 4223 SR ENV SPEC
4225 ENV SPEC It
4227 ENV SPEC I
4516 SR LAB ANALYST
4517 LAB ANALYST
4714 SOURCE CTRL INSP II
700 4718 SOURCE CTRL TECH
Grade
Auth Code Mm
700
700
700
700
700
Max Mo Mm Mo Max
1 1024 20.7236 25.8015 3,592.0907 4,472.2600
4 1018 18.5709 23.1235 3,218.9560 4,008.0733
1 1010 15.8620 19.7554 2,749.4133 3,424.2693
11 1018 18.5709 23.1235 3,218.9560 4,008.0733
10 1010 15.8620 19.7554 2,749.4133 3,424.2693
14 1018 18.5709 23.1235 3,218.9560 4,008.0733
3 1005 13.9050 17.3143 2,410.2000 3,001.1453
Exhibit B -1~
Operations and Maintenance
Date:24 OCT 1995
UUION.CODE -500
Union
Table Job Grade
Code Code Jobtitle Auth Code Mm Max Mo Mm Me 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
S00 6119 OPERATOR IN TRAINING 0 2004 13.2149 16.4491 2,290.5827 2,8S1.1773
500 6214 PUMP POWER OPERATOR 12 2013 18.4782 23.0102 3,202.8880 3,988.4347
500 6497 CTRL CTP.CLERK 10 2002 12.5969 15.6766 2,183.4627 2,717.2773
500 7215 LEAD WORKER 6 2012 17.8602 22.2317 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
$00 7325 GROUNDSKEEPER 6 2003 12.7617 1S.8929 2,212.0280 2,754.1693
500 7329 HELPER 7 2000 9.7747 12.1746 1,694.2813 2,110.2640
500 7332 MACHINIST 1 2012 17.8602 22.2317 3,095.7680 3,854.5347
500 7333 WELDER 3 2011 16.7890 20.9090 2,910.0933 3,624.2267
500 7334 EQUIPMENT OPERATOR 6 2010 16.6757 20.7648 2,890.4547 3,599.2320
500 7335 BUILDER 3 2009 16.222S 20.1983 2,811.9000 3,501.0387
500 7336 PAINTER 7 2007 14.7393 18.3546 2,554.8120 3,181.4640
500 741$LEAD COLt.FAC WORKER 7 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 PAC WORKER II 9 2005 13.3900 16.6757 2,320.9333 2,890.4547
500 1419 COLL FAD WORKER I 3 200].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 7518 MECHANIC 22 2006 14.3419 17.8602 2,486.9693 3,095.7680
500 7615 LEAD ELECT TECH 4 2015 20.1983 25.1526 3,501.0387 4,359.7840
500 7617 ELECT TECH II 9 2014 19.1271 23.8136 3,315.3640 4,127.6907
500 7618 ELECT TECH I 9 2009 16.2225 20.1983 2,811.9000 3,501.0387
500 7619 ELECT MTCE WORKER 0 2007 14.7393 18.3S46 2,554.8120 3,181.4640
500 7715 LEAD INSTR TECH 4 2015 20.1983 25.1526 3,501.0387 4,359.7840
500 7717 INSTR TECH II 17 2014 19.1271 23.8136 3,315.3640 4,127.6907
500 7718 INSTR TECH I 12 2009 16.2225 20.1983 2,811.9000 3,501.0387
500 7719 INSTR MTCE WORKER 0 2007 14.7393 18.3546 2,S54.8120 3,181.4640
Date:24 OCT 1995
TJNION.CODE -225
Union
Exhibit 8-5
Professional
Table Job
Code Code Jobtitle
Grade
Auth Code Miri Max Mo Mm Mo Max
225 1112 SR FIN ANALYST 1 S 19.9364 28.1963 3,455.6427 4,887.3587
225 1212 SR ACCOUNTANT 1 5 19.9364 28.1963 3,455.6427 4,887.3587
225 1214 ACCOUNTANT 1 1 16.3710 23.2343 2,837.6400 4,027.2787
225 1314 FIN ANALYST 1 1 16.3710 23.2343 2,837.6400 4,027.2787
225 1814 SR BUYER 1 4 18.9856 26.8889 3,290.8373 4,660.7427
225 1816 BUYER 3 1 16.3710 23.2343 2,837.6400 4,027.2787
225 2216 SR AOMIN ASST 1 6 20.9168 29.5926 3,625.5787 5,129.3840
225 2314 MANAGEMENT ANALYST 2 1 16.3710 23.2343 2,837.6400 4,027.2787
225 2414 CONTRACT ADMIN 1 8 23.0561 32.6232 3,996.3907 5,654.6880
225 3114 ENGINEER 21 11 26.7106 37.7931 4,629.8373 6,550.8040
225 3117 ASSOC ENGINEER III 9 8 23.0561 32.6232 3,996.3907 5,654.6880
22S 3118 ASSOC ENGINEER II 3 5 19.9364 28.1963 3,4S5.6427 4,881.3597
225 3119 ASSOC ENGINEER I 0 3 18.0646 25.5816 3,131.1973 4,434.1440
225 3222 PR ENG ASSOC 3 9 24.2446 34.3168 4,202.3973 5,948.2453
225 4114 REGULATORY SPEC 3 9 24.2446 34.3168 4,202.3973 5,948.2453
22$4221 PR ENV SPEC 2 8 23.0561 32.6232 3,996.3907 5,654.6880
22S 4415 PROJECT SPEC 1 9 24.2446 34.3168 4,202.3973 5,948.2453
225 4514 PR LAB &RES ANALYST 7 6 20.9168 29.5926 3,625.5787 5,129.3840
22$4614 SCIENTIST 6 9 24.2446 34.3168 4.202.3973 5,948.2453
225 5112 COMPUTER }6AP.DWARE SPEC 1 7 21.9865 31.1080 3,810.9933 5,392.0533
225 5113 TELECOMMUNICATIONS SPSC 1 7 21.9865 31.1080 3,810.9933 5,392.0S33
225 5212 PROGRAMMER ANALYST 9 1 21.9865 31.1080 3,810.9933 5,392.0533
225 5214 PROGRAMMER 4 4 19.9856 26.8889 3,290.8373 4,660.7427
225 7812 SR MTCE PLANNER 3 9 24.2446 34.3168 4,202.3973 5,948.2453
225 7814 M’rCE PLANNER 2 7 21.9865 31.1080 3,810.9933 5,392.0533
225 8114 MR ANALYST 1 2 17.2326 24.3634 2,986.9840 4,222.9893
225 8212 SAFETY/EMER RESP SPEC 1 8 23.0561 32.6232 3,996.3907 5,654.6880
225 8316 SAFETY REP 2 4 18.9856 26.8889 3,290.8373 4,660.7427
Data:24 OCT 1995
UNION.CODE -200
U~tion
Exhibit B —6
Supervi sory
Table Job
Code Code Jobtitla
Grade
Auth Coda Mm Max Mo Mm Mo Max
200 i210 PR ACCOUNTANT 3 9 24.2446 34.3168 4,202.3973 5,948.2453
200 1310 PR FIN ANALYST 2 9 24.2446 34.3168 4,202.3973 5,948.2453
200 1810 SPVSP.BUYER 7 21.9865 31.1080 3,810.9933 5,392.0533
200 1910 WAREHOUSE SPVSR 1 4 18.9856 26.8889 3,290.8373 4,660.7427
200 33.10 ENGINEERING SPVSR 7 14 30.9000 43.7353 5,356.0000 7,580.7853
200 31.12 SR ENGINEER 6 13 29.4738 41.6852 5,108.7920 7,225.4347
200 3310 SPVSR CONSTR INS?4 9 24.2446 34.3168 4,202.3973 5,948.2453
200 4310 EN’!MGT SUPVSR 2 13 29.4738 41.6852 5,108.7920 7,225.4347
200 4510 L.ABORATORY SPVSR 4 12 28.0774 39.7243 4,866.7493 6,885.5453
200 461.0 SR SCIENTIST 1 12 28.0774 39.7243 4,866.7493 6,885.5453
200 4710 SOURCE CONTROL.SPVSR 3.9 24.2446 34.3168 4.202.3973 5,948.2453
200 4712 SPVSR SOURCE CTP.L.INS?2 5 1.9.9364 28.1963 3,455.6427 4,887.3587
200 61.05 SR OPERATIONS SPVSR 2 11 26.7106 37.7931 4,629.8373 6,550.8040
200 6110 OPERATIONS SPVSR 12 9 24.2446 34.3168 4,202.3973 5,948.2453
200 6510 COMPLIANCE SPVSP.3.12 28.0774 39.7243 4,866.7493 6,885.5453
200 71.10 MAINTENANCE SPVSR S 9 24.2446 34.3168 4.202.3973 5,948.2453
200 73.12 FOREMAN 13 7 21.9865 31.1.080 3,81.0.9933 5,392.0533
200 8310 SA6’ETY SPVSR 1 6 20.9168 29.5926 3,625.5787 5,129.3840
200 8410 TRAINING SPVSP.2 8 23.0561 32.6232 3,996.3907 5,654.6880
Oa~ei 21.SEP 1.995
UWXOM.COOE -1.00
~ion
Exhibit B—7
Executive Management
Table Job
Code Code JobCi~1e
1~NtON.CO0E •175
ASS’D G~(NCR OPERS
DIR OF FINANCE
SECT’C TO TEE 3RD DIR
DIR OF ENGINEERING
DIR OP TEQWICA~.SVCS
DIP,OF tMTO TECX
DIR OP OPERATIONS
DIR OP MA.INTENANCE
DIR OP ER
Grade
Auc.h Code NL~Max Mo Mm
3.1.0 25.4033
3.1.9 39.4272
1.19 39.4272
3.1.1 34.33.58
3.1.9 39.4272
1 1.9 39.4272
1 17 34.3163
10,833 .3333
7.500.0120
7,500.0120
6.741.3493
4,403.2381
6,834.0480
6,834 .0480
5,943.2453
6.834 .0480
6,834.0480
5,940.2453
Mo Max
1.0.833.3333
10,000.0160
10.000.0160
1.0 •211.5840
6,236 .6373
10,250.7853
10,250.7853
3.924.9333
1.0 •
258.7853
10.258.7853
3,924.9333
Table Job
Code Code Jobc~~1e
Grade
AuC~Code Mi~Max Mo Mict Mo Max
1.00 0001.GENERM,MANAGER
1.00 0002 ASST GEN NCR ADHXN
100
100
1.00
100
1.00
1.00
1.00
1.00
100
0003
1000
2100
3000
4000
5000
6000
7000
0000
3.27 62.5000 62.5000
1.20 43.2693 57.6924
1.20 43.2693 57.6924
1.18 30.3924 58.9476
35.9804
59.1853
59.1053
51.4900
59.1.353
S9 .1.853
53.4 900
Exhibit B—B
Management
175 0500 COMMUNICATIONS D~R 1 9 24.2446 34.3168 4,202.3913 5,948.2453
1.75 3.100 Ft3~ANCIAI..4CR 1.1.5 32.4747 45.9340 5.629.9480 7.961.89)3
175 1200 CONTR03.L.ER 1.1.5 32.4747 45.9340 5,428.9430 7,961.8933
115 1201 ACCOONTING NCR 1.1.3 29.4719 41.6852 5,1.00.7920 7.225.~.347
1.75 1000 PUR~RASING NCR 1.12 28.0774 39.1243 4,366.7493 6.805.5453
175 2214 PR ADMIN ~~.SST 1.9 24.2446 34.3163 4,202.3913 5.948.2453
175 2223.ZXECIr’rE AEST 22 2 1021 13.1.754 22.4299 3.1.50.4027 3.922.5160
3.75 2223 EXECUTIVE ASST 2 7 101.2 1.6.631.0 20.1073 2,882.7067 3.589.2653
175 3100 ENGINEERING NCR 1 16 34.3.088 48.2218 5,91.2.1920 8.358.4453
175 3300 CONSTRUCTION CR 1 Ii 34.1.083 49.2213 5,91.2.1920 8,358.4453
1.75 41.12 SR RECtILATORY SPEC
‘
1 1.2 28.0774 39.7243 4,366.7493 6.385.S453
1.75 4300 ENV MANAGEMENT MCP.1.16 34.1083 48.2218 5,91.2.1.920 8.358.4453
175 4500 L4SORATORY NCR 1 15 34.1088 48.2218 S.912.1920 8.358.44S3
175 4600 CS6IEF SCIENTIST 1.14 30.9000 43.7353 5,356.0000 7.580.1853
175 4700 SOURCE CONTROC.NCR 1.1.6 34.1.088 43.2218 5.912.1920 8,358.4453
175 5100 ICARDWARE SYS NCR 1 1,1.25.71.06 37.7933.4.629.83~3 6.SSO.ao4o
175 5200 SOFTWARE SYS NCR 2.13.26.7106 37.1931.4,629.8373 6.550.8040
1.75 51.00 CICIEF OPERATOR 2 1.3 29.4138 41.4852 5,1.08.7920 7,225.4347
175 6101.OPERATIONS MC?.1.12 20.0174 39.7243 4.866.7493 6.88S.54S1
179 7100 MAINTENANCE MG?.5 12 28.0174 39.724)4,866.7493 6.335.S453
1.75 811.0 ER SPVSR 1.9 24.2446 34.3163 4.202.3973 S.948.24S3
1.75 8113 SR ER ALYST 2 6 20.9168 29.9926 3,625.9787 5.129.1840
1.75 81.17 ER ASET 2 1012 16.6310 20.7073 2,882.1047 3.539.2653
175 8200 SA7ET”(/ENER RESP NCR 1 1.3 29.4730 41.6852 5,1.08.7920 7.225.4347
175 3400 TRA.XNING NCR 1.1.0 25.4031 35.9806 4,403.2307 6.234.6373
Exhibit B-9
Unrepre5ented
OaCe~29 AUG 1.995
-950
Unioa
TabLe 3~ob Grade
Code Code .Zob~i~ie Auth Code Mm Max Mo Mm MO Max
950 9990 ZNTERN ~g 9o5 9.~70a ~.ooo0 L.GQ~.80O0 2.773.3333
Unrepre9ented
CWIOU.CODE •999
DabLe .~ob
Code Code SobC~~1e Au~h Code Mm Max Mo Mm Mo MaX
999 L9L9 S~ORZS~~PER ASST 1.904 6.3654 1.3.271.9 t.L03.3360 2.300.4621
999 2299 PT ASST 7 902 6.2654 1.0.91.67 L,1.03.3360 1..892.2290
999 3399 PT CONSTZ Z2ISP 906 19.6797 26.0663 3,41.1.1.460 4.SLa.1.5~7
999 7299 PT ~.SST.5~9Q~38 901..0000 6.0000 .0000 1.040.0000
Date:24 AUG 1995
Exhibit C
Position and Salaries by Division
Div.
Code Code Job Title Pte Grade Salary Ranges Monthly Salary Ranges
2150
2150
2150
2150
1.00
1.00
1.00
2.00
27
20
20
1027
Salary Ranges Monthly Salary Ranges
$25.4033 -$35.9806 $4,403.2387 -$6,236.6373
$14.2861 -$17.7881 $2,476.2573 —$3,083.2707
Div.
Code Code Job Title Ftc Grade Salary Ranges Monthly Salary Ranges
2170 2214 PR ADMIN ASST 1.00 9 524.2446 -534.3168 54,202.3973 -55,948.2453
Job Auth
562.5000 -562.5000 10,833.3333 -510.833.3333
543.2693 -557.6924 57,500.0120 -510,000.0160
543.2693 -557.6924 57,500.0120 -510,000.0160
518.1754 -522.6299 53,150.4027 -53.922.5160
0001 GENERAL MANAGER
0002 ASST GEM MGR ADMIN
0003 ASST GEM MGR OPERS
2221 EXECUTIVE ASST II
21S0 5.00
Div.Job Auth
Code Code Job Title Fee Grade
2160 2100 SECTY TO THE 3RD DIR 1.00 10
2160 2225 SECRETARY 2.00 1007
2160 3.00
Job Auth
2170 1.00
Date:19 SEP 1995
Ex~ibjt C
Position and Salaries by Division
Div.Job
Code Code Job Title
Auth
Fte Grade Salary Ranges Monthly Salary Ranges
Div.Job
Code Code Job Title
Auth
ftc Grade Salary Ranges Monthly Salary Ranges
2190 0500 COMMUNICATIONS DIR 1.00 9 $24.2446 -534.3168 54.202.3973 -55.948.2453
2190 2216 SR ADMIN ASST 1.00 6 520.9168 -$29.5926 53,625.5787 -55,129.3840
2190 1722 GRAPHICS COORD 1.00 1015 517.3452 -521.5888 53,006.5013 -53,742.0587
2190 2219 ADMIN ASST 1.00 3.012 $16.63l0 -520.7073 $2,882.7067 —53,589.2653
2190 3.724 GRAPHICS SVCS AEST 1.00 1011 516.1916 -$20.1571 52.806.5440 -53,493.8973
2190 2225 SECRETARY 1.00 1007 514.2861 -517.7881 52,476.2573 -53.083.2707
2190 2227 SR OFFICE AIDE 1.00 1004 513.6166 —$16.9538 52,360.2107 -52,938.6587
2190 9990 INTERN 1.00 905 59.2700 -$16.0000 51,606.8000 -52,773.3333
2190 2229 OFFICE AIDE 2.00 3.002 512.5454 -515.6148 52,174.5360 -52,706.5653
2190 2237 SR CLERK 1.00 1002 512.5454 —515.6148 52,174.5360 -52,706.5653
2190 2239 CLERK 1.00 100].511.2373 -513.9977 51,947.7987 -52,426.2680
2190 12.00
2210 1000 DIP.OF FINANCE 1.00 18 538.8924 -558.9476 56,741.3493 -510,217.5940
2210 1100 FINANCIAL NOR 1.00 15 532.4747 -545.9340 55,628.9480 -57.961.8933
2210 1310 PR FIN ANALYST 1.00 9 524.2446 -$34.3168 54,202.3973 -55,948.2453
2210 2223 EXECUTIVE ASST I 1.00 1012 S16.6310 -520.7073 52,882.7067 -53.589.2653
2210 4.00
Date:24 AUG 1995
Exhibit C
Position and Salaries by Division
Div.Job
Code Code Job Title
Auth
Ftc Grade Salary Ranges Monthly Salary Ranges
Div.Job
Code Code Job Title
Auth
Ftc Grade Salary Ranges Monthly Salary ganges
2220 1200 CONTROLLER 1.00 15 $32.4147 -$45.9340 $S,628.9480 -$7,961.8933
2220 1201.ACCOUNTING MGPS 1.00 1.3 $29.4138 -$41.6852 55,108.7920 -$7,225.4347
2220 1210 PR ACCOUNTANT 3.00 9 524.2446 -534.3168 54,202.3973 -55,948.2453
2220 1310 PR FIN ANALYST 1.00 9 $24.2446 -$34.3168 54,202.3973 -$5,948.2453
2220 1.212 SR ACCOUNTANT 1.00 5 519.9364 -529.1963 53,455.6427 -$4.887.3587
2220 1214 ACCOUNTANT 1.00 1 S16.3710 -523.2343 52,837.6400 -$4,027.2787
2220 1314 FIN ANALYST 1.00 1 516.3710 -$23.2343 $2,837.6400 -54,027.2787
2220 11.21 FIN TECHNICIAN 1.00 1017 $17.8190 -522.1862 53,088.6267 -53,845.6080
2220
2220
1227
1229
SR ACCT CLERK
ACCT CLERK
5.00
5.00
1004
1002
513.6166 -516.9538
512.5454 -515.6148
52.360.2107 -$2,938.6587
52,174.5360 -52,706.5653
2220 20.00
2230
2230
2230
2230
2230
2230.
2230
1800
1814
1910
1816
1914
2225
1916
1.00 12PURCHASINGMGR
SR BUYER
WAREHOUSE SPVSR
BUYER
SR STORESKEEPER
SECRETARY
STORESKEE PER
1.00 4 518.9856
1.00 4 $18.9856
3.00 1 516.3710
$280774 -539.7243 54,866.7493 -$6,885.54S3
-526.8889
-526.8889
-$23.2343
-$20.4352
-51.7.7881
-$16.8405
$16 .4182
$14 .2861
$13 .5239
2230 2237 SR CLERK
2230 1919 STORESKEEPER ASST
2230
$3 •290.8373
$3 •290.8373
$2,837.6400
$2,845.8213
$2 •476.2573
$2,344
.
1427
2.00 1013
1.00 1007
6.00 1003
2.00 1.002
1.00 904
18.00
-54,660.7427
-$4,660.7427
-54,027.2787
-53,542.1013
-$3,083.2707
-52,919.0200
51.2.5454 -51.5.6148 52,174.5360 -$2,706.S653
56.1900 -$l2.88S3 51.071.2000 -52,233.4520
Date:24 AUG 1995
Exhibit C
Position and Salaries by Division
Div.Job
Code Code Job Title
Auth
Fte Grade Salary Ranges Monthly Salary Ranges
2410 5000 DIR O~INFO TECH
2410 2314 MANAGEMENT ANALYST
2410 2223 EXECUTIvE ASST I
516.3710 -523.2343
516.6310 -520.7073
55,948.2453 -58,924.9333
52,837.6400 -54,027.2787
52,882.7067 -53,589.2653
Div.Job
Code Code Job Title
Auth
Fte Grade Salary Ranges Monthly Salary Ranges
Div.Job
Code Code Job Title
54,629.8373 —56,550.8040
53,810.9933 -SS,392.0S33
53,810.9933 —55,392.0533
53,308.2227 -54,118.7640
2410
1
1012
534.3168 -551.49001.00
1.00
1.00
3.00
51.00
5112
5113
5116
2420
2420
2420
2420
2420
HAP.DWAI%E SYS MGR
COMPUTER HARDWARE SPEC
TELECOMMUNICATIONS SPE
INFO SVCS TECH III
1.00 11 526.7106 -537.7931
1.00 7 $21.9865 -531.1080
1.00 7 521.9865 -531.1080
3.00 1019 519.0859 -523.7621
6.00
Auth
Ftc Grade Salary Ranges
1.00 1].526.7106 -537.7931
1.00 11 526.7106 537.7931
9.00 7 521.986S -531.1080
4.00 4 518.9856 -526.8889
1.00 1009 515.7590 -519.6215
1.00 1001 511.2373 -513.9977
2430
2430
2430
2430
2430
2430
3114
5200
5212
5214
3235
2239.
ENGINEER
SOFTWARE S’f S MGR
PROGRAMMER ANALYST
PROGRAMMER
ENG AIDE II
CLERIC
Monthly Salary Ranges
54,629.8373 -56,550.8040
S4,629.8373 -56,550.8040
53,810.9933 -55,392.0533
53,290.8373 -54,660.7427
52,731.5600 -53,401.0600
S1,947.7987 -52,426.2680
2430 17.00
Date:24 AUG 1995
Exhibit C
Position and Salaries by Division
Div.Job
Code Code Job Title
Auth
FEe Grade Salary Ranges Monthly Salary Ranges
Div.Job
Code Code Job Title
534.3168 -551.4900 $S,948.2453 -$8,924.9333
516.6310 -520.7073 52,882.7067 -$3,599.26S3
2510 8000 DIR OF HP.1.00 1’7
2510 2223 EXEC(3TIVE ASS’!’I 1.00 1012
2510 2.00
Auth
FEe Grade Salary Ranges Monthly Salary Ranges
2520 8400 TRAINING MGR 1.00 10 525.4033 -535.9806 54,403.2387 -56,236.6373
2520 8110 im SPVSP.1.00 9 524.2446 -534.3168 54,202.3973 -$5.948.2453
2520 8410 TRAINING SPVSR 1.00 8 523.0561 -532.6232 53,996.3907 -55,654.6880
2520 8113 SR HR ANALYST 2.00 6 520.9169 -529.5926 $3,625.5797 -$5,129.3840
2520 8114 HR ANALYST 1.00 2 817.2326 -524.3634 52,986.9840 -S4,222.9893
2520 8117 MR ASST 1.00 1012 516.6310 -520.7073 52.882.7067 -53.589.2653
2520 2225 SECRETARY 1.00 1007 514.2861 -517.7881 52,476.2573 -53,083.2707
2520 2237 SR CLERK 2.00 1002 812.5454 -815.6148 52.174.5360 -52,706.5653
2520 10.00
Date:24 AUG 1995
Exhibit C
Position and Salaries by Division
Div.Job
Code Code Job Title
Auth
Fte Grade Salary Ranges Monthly Salary Ranges
Div.Job
Code Code Job Title
Div.Job
Code Code Job Title
3320 7100
3320 781.2
3320 7814
MAINTENANCE MGR
SR MTCE PLANNER
MTCE PLANNER
$28.0774 -$39.7243
3.00 9 $242446 -$34.3168
2.00 7 $21.9865 -S31.1080
$4,866.7493 -$6,885.5453
$4,202.3973 -$5,948.2453
63,81.0.9933 -65,392.0533
8200
8212
8310
8316
811.7
9990
2530
2530
2530
2530
2530
2530
2530
SAFETY/EMER RESP MGR
SAFETY/EMER RESP SPEC
SAFETY SPVSR
SAFETY REP
HR ASST
INTERN
13
8
6
4
1012
905
1.00
1.00
1.00
2.00
1.00
1.00
7.00
$29 .4738
$23 .0561
620 .9168
$18 .9856
$16 .6310
$9 .2700
-641.6852
-$32.6232
-929.5926
-926.8889
-920.7073
-916.0000
-959.1853
-937.7931
-920.7073
-917.7881
-916.0000
-915.6148
-913.9977
Auth
Ftc Grade Salary Ranges
3310 ‘7000 DIPS OF MAINTENANCE 1.00 19 939.4272
3310 3114 ENGINEER 1.00 11 $26.7106
3310 2223 EXECUTIVE ASST I 1.00 1012 916.6310
3310 2225 SECRETARY 2.00 1007 $14.2861
3310 9990 INTERN 2.00 905 S9.2700
3310 2237 SR CLERK 1.00 1002 $12.5454
3310 2239 CLERK 2.00 1001 911.2373
95,108.7920 -67.225.4347
$3,996.3907 -$S,654.6880
$3,625.5787 -95,129.3840
93,290.8373 -94,660.7427
92,882.7067 -93,589.2653
$l,606.8000 -S2,773.3333
Monthly Salary Ranges
66,834.0480 -910.258.7853
94,629.8373 -96,550.8040
62,882.7067 -93,589.2653
$2,476.2573 -63,083.2707
$1,606.8000 -62,173.3333
62,174.5360 -$2,706.5653
$1,947.7987 -92,426.2680
Monthly Salary Ranges
3310 10.00
Auth
Fte Grade Salary Ranges
1.00 12
3320 6.00
Date:24 AUG 1995
Exhibit C
Position and Salaries by Division
Div.Job
Code Code Job Title
Auth
Fte Grade Salary Ranges Monthly Salary Ranges
Div.Job
Code Code Job Title
Auth
5’te Grade Salary Ranges Monthly Salary Ranges
3330 7100 MAINTENANCE MGR 1.00 12 528.0714 -539.1243 54,866.1493 -56,885.5453
3330 7110 MAINTENANCE SPVSR 1.00 9 524.2446 -534.3168 54,202.3973 -55,948.2453
3330 7112 POREMAN 83.810.9933 -55,392.0533
3330 7215 LEAD WORKER
.53,095.7680 -83.854.5347
3330 7335 BUILDER 52,811.9000 -53,501.0387
3330 7217 SR MTCE WORKER 82,554.8120 -53,181.4640
3330 7336 PAINTER 52,554.8120 -53,181.4640
3330 7219 MTCE WORKER 82,320.9333 -82,890.4547
3330 7325 GROUNDSKEEPER $2,212.0280 -52,754.7693
3330 7329 HELPER 51,694.2813 -52,110.2640
7
2012
2009
2007
2007
2005
2003
2000
3.00
6.00
3.00
8.00
7.00
10.00
6.00
7.00
52.00
521.9865
$17 .8602
$16 .222S
$14 .7393
$14 .7393
$13 .3900
$12 .7617
89.7747
3330
—531.1080
-822.2377
-820.1983
-818.3546
-818.3546
—516.6757
-515.8929
-512.1746
-839.7243
—834.3168
-831.1080
-822.2377
-818.3546
-516.6757
3340
3340
3340
3340
3340
3340
3340
7100
7110
7112
7415
7417
7418
7419
MAINTENANCE MGR
MAINTENANCE SPVSR
EOREMAN
LEAD COW..FAC WORKER
SR COLL FAC WORKER
COW..FAC WORKER II
COLt.FAC WORKER I
1.00 12
1.00 9
2.00 7
7.00 2012
9.00 2007
9.00 2005
3.00 2001
828.0774
$24 .2446
$21 .986S
817.8602
814.7393
$13 .3900
84,866.7493
$4 •202.3913
$3 •810.9933
$3,095.7680
$2,554 .8120
82,320.9333
-56,885.5453
-55,948.2453
-85,392.0533
-83,854.5347
-83,181.4640
-$2,890.4547
$10.3309 -512.8544 51,790.6093 -52,228.0960
3340 32.00
Date:24 AUG 1995
Exhibit C
Position and Salaries by Givi~ion
Div.Job
Code Code Job Title
Auth
Pte Grade Salary Ranges Monthly Salary Ranges
Div.Job
Code Code Job Title
Auth
Fte Grade Salary Ranges Monthly Salary Ranges
Div.Job
Code Code Job Title
7100
7110
7112
7515
7332
‘7333
7517
7334
7518
3350
3350
3350
3350
3350
3350
3350
3350
3350
3350
MAINTENANCE MGR
MAINTENANCE SPVSR
FOREMAN
LEAD MECHANIC
MACHINIST
WELDER
SR MECHANIC
EQUIPMENT OPERATOR
MECHANIC
12
9
.7
2013
2012
2011.
2011.
2010
2006
1.00
1.00
3.00
11.00
1.00
3.00
23.00
3.00
22.00
68.00
528.0774
$24 .2446
$21 .9865
$18 .4782
$17 .8602
$1.6 .7890
$1.6 .7690
$16.6757
51.4.3479
-$39.7243
-534.3168
-531.1080
-523.01.02
-$22.2377
-$Z0.9090
-520.9090
-$20.7648
-S17.8602
$4,866.7493
54,202.3973
53,810.9933
$3 •202.8880
$3,095 .7680
52,910.0933
52,910.0933
$2,890.4547
52.486.9693
-56.885.5453
-55,948.2453
—55.392.0533
-53.968.4347
-53,854.5347
-53,624.2267
-53,624.2267
-53,599.2320
-53,095.7680
3360 7110 MAINTENANCE SPVSR 1.00 9
3360 7112 fOREMAN 3.00 7
3360 7615 LEAD ELECT TECH 4.00 2015
3360 7617 ELECT TECH II 9.00 2014
3360 7618 ELECT TECH I 9.00 2009
3360
524.2446 -534.3168
521.9865 -531.1080
520.1983 -525.1526
519.1271.-523.81.36
516.2225 -$20.1983
26.00
Auth
Fte Grade Salary Ranges
S4,202.39’73 -55,948.2453
53,810.9933 -55,392.0533
53,501.0387 -54,359.7840
53,315.3640 —54,127.6907
52,811.9000 -$3,501.0387
Monthly Salary Ranges
7100
7110
‘7112
7715
7717
7718
3370
3370
3310
3370
3370
3370
3370
MAINTENANCE MGR
MAINTENANCE SPVSR
FOREMAN
LEAD INSTR TECH
INSTR TECH II
INSTR TECH I
1.00
1.00
2.00
4.00
17.00
12.00
12
9
7
2015
2014
2009
$28 .0774
524.2446
521.9865
520.1.983
51.9.1.271
516.2225
-539.7243
-534.3168
-531.1080
-S25.1526
-523.8136
-520.1983
54,866.1493 -
$4,202.3973 -
53,810.9933 -
53,501.0387 -
53,315.3640 —
52,811.9000 -
$6,885.5453
55,948.2453
$5,392.0533
$4,359.7840
54,127.6907
53,501.0387
3700
Date:24 AUG 1995
Exhibit C
Position and Salariee by Diviaion
Div.Job
Code Code Job Title
Auth
FEe Grade Salary Ranges Monthly Salary Ranges
Div.Job
Code Code Job Title
3410 6000 DIR OF OPERATIONS 1.00 19 539.4272 -559.1853 56,834.0480 -510,258.7853
3410 3110 ENGINEEP.ING SPVSP.1.00 14 530.9000 -543.7353 55,356.0000 -57,580.1853
3410 6510 COMPLIANCE SPVSR 1.00 12 528.0774 -539.7243 54,866.7493 -56,885.5453
3410 3114 ENGINEER 5.00 11 526.7106 -537.7931 54,629.8373 -56,550.8040
3410 4415 PROJECT SPEC 1.00 9 $242446 -534.3168 54,202.3973 -55.948.2453
3410 3117 ASSOC ENGINEER III 1.00 8 523.0561 -532.6232 53,996.3907 -55,654.6880
3410 8410 TRAINING SPVSR 1.00 8 523.0561 -532.6232 53,996.3901 -55.654.6880
3410 3118 ASSOC ENGINEER II 1.00 5 $19.9364 -528.1963 53,455.6427 —54.887.3587
3410 2314 MANAGEMENT ANALYST 1.00 1 516.3710 -523.2343 52.837.6400 -54,027.2787
3410 4225 ENV SPEC II 1.00 1018 518.5709 -523.1235 53,218.9560 -54,008.0733
3410 2223 EXECUTIVE ASST I 1.00 1012 516.6310 -520.7073 52,882.7067 -53,589.2653
3410 9990 INTERN 5.00 905 59.2700 -516.0000 51.606.8000 -52,773.3333
3410 2237 SR CLERK 1.00 1002 512.5454 -515.6148 52,174.5360 -52,706.5653
3410 2239 CLERK 1.00 1001 511.2373 -513.9971 51,947.7987 -52,426.2680
3410 22.00
Auth
Fte Grade Salary Ranges Monthly Salary Ranges
3480 6100 CHIEF OPERATOR 2,00 13 529.4738 -541.6852 $S,108.7920 -57.225.4347
3480 6101 OPERATIONS MGP.1.00 12 528.0774 -$39.7243 54,866.7493 -$6,885.5453
3480 6105 SR OPERATIONS SPVSR 2.00 11 526.7106 -537.7931 54,629.8373 -56,550.8040
3480 6110 OPERATIONS SPVSR 12.00 9 524.2446 -534.3168 54,202.3973 -S5.948.2453
3480 6114 SR PLANT OPERATOR 28.00 2013 518.4182 -523.0102 53,202.8880 -53,988.4347
3480 6214 PUMP POWER OPERATOR 12.00 2013 518.4182 -523.0102 53.202.8880 -53,988.4347
3480 ‘7334 EQUIPMENT OPERATOR 3.00 2010 516.6757 -520.7648 52,890.4547 -53,599.2320
3480 6116 PLANT OPERATOR 49.00 2008 516.1195 -$20.0644 52,794.0467 -53,477.8293
3480 6497 CTRL C’I’R CLERK 10.00 2002 512.5969 -51.5.6766 $2,183,462?-52,717.2773
119.003480
Data:24 AUG 1995
Exhibit C
Position and Salaries by Division
Div.Job
Code Code Job Title
Auth
Fte Grade Salary Ranges Monthly Salary Ranges
Div.Job
Code Code Job Title
Auth
Ftc Grade Salary Ranges Monthly Salary Ranges
3510 4000 DIR OF TECENICAL SVCS 1.00 19 $39.4272 —$59.1853 $6,834.0480 —$10,258.7853
3510 4112 SR REGULATORY SPEC 1.00 12 S28.0774 -$39.7243 $4,866.7493 -$6,885.5453
3510 4114 REGULATORY SPEC 3.00 9 $24.2446 -$34.3l68 $4.202.3973 -$5,948.2453
3510 4225 ENV SPEC II 1.00 1018 $18.5709 —$23.1235 $3.218.9560 —$4,008.0733
3510 2223 EXECUTIVE ASST I 1.00 1012 $16.6310 -$20.7073 $2,882.7067 $3,S89.2653
3510 2225 SECRETARY 1.00 1007 514.2861 -517.7881 52,476.2573 -53,083.2707
3510 9990 INTERN 7.00 905 $9.2700 -516.0000 51,606.8000 —52,773.3333
3510 15.00
3550 4300 ENV MANAGEMENT MGR 1.00 16 534.1088 -548.2218 55,912.1920 -58,358.4453
3550 4600 CHIEF SCIENTIST 1.00 14 530.9000 -543.7353 $S,356.0000 -57,580.7853
3550 4310 ENV MANAGEMENT SUP 2.00 13 $29.4738 -541.6852 55,108.7920 -57,225.4347
3550 4610 SR SCIENTIST 1.00 12 528.0774 -539.7243 54,866.7493 -56,885.5453
3550 3114 ENGINEER 1.00 11 526.7106 -537.7931 54.629.8373 -56.550.8040
3550 4614 SCIENTIST 1.00 9 524.2446 -534.3168 54,202.3973 —55,948.2453
3550 3117 ASSOC ENGINEER III 1.00 8 523.0561.-532.6232 53,996.3901 -55,654.6880
3550 4221 PR ENV SPEC 1.00 8 523.0561 -532.6232 53996.3907 -55,654.6880
3550 4223 SR ENV SPEC 1.00 1024 520.7236 -525.8015 53,592.0901 -54,472.2600
3550 4225 ENV SPEC II 2.00 1018 518.5709 -523.1235 53,218.9560 -54,008.0733
3550 4227 ENV SPEC I 1.00 1.010 515.8620 -$19.75S4 52,749.4133 -53,424.2693
3550 2225 SECRETARY 1.00 1007 514.2861 -517.7881 52,476.2573 53,083.2707
3550 2237 SR CLERK 2.00 1002 512.5454 -515.6148 52,1.74.5360 -52.706.5653
3550 16.00
Dates 24 AUG 1995
Exhibit C
Position and Salaries by Diviøion
Div.Job
Code Code Job Title
Auth
Fte Grade Salary Ranges Monthly Salary Ranges
Job
Code Job Title
Auth
Pte Grade Salary Ranges Monthly Salary Ranges
3580 4500 LABORATORY MGR 1.00 16 $34.l088 -$48.2218 $S,9l2.1920 -$8.358.4453
3580 4510 LABORATORY SPVSP.4.00 12 528.0774 539.7243 54.866.7493 -56,885.5453
3580 4614 SCIENTIST 5.00 9 524.2446 -534.3168 54.202.3973 -55.948.2453
3580 4514 PR LAB &RES ANALYST 7.00 6 520.9168 -529.5926 53.625.5787 -55,1.29.3840
3580 4516 SR LAB ANALYST 11.00 1018 518.5709 -523.1235 53,218.9560 -54,008.0733
3580 4517 LAB ANALYST 10.00 1010 515.8620 -519.7554 $2.749.4133 -53,424.2693
3580 2225 SECRETARY 1.00 1007 514.2861 -517.7881 52,476.2573 -53,083.2707
3580 2237 SR CLERK 2.00 1002 512.5454 -515.6148 S2.1.74.5360 -52,706.5653
3580 2299 PT ASSr 6.00 903 56.1800 -510.5987 51,071.2000 51,837.1080
3580 47.00
.
Div.
Code
3590 4700 SOURCE CONTROL MGR 1.00 16 534.1.088 -548.2218 55.912.1920 -58,358.4453
3590 3112 SR ENGINEER 2.00 13 S29.4738 -541.6852 55,108.7920 -57,225.4347
3590 3114 ENGINEER 2.00 11 526.7106 -537.7931 54,629.8373 -56,550.8040
3590 4710 SOURCE CONTROL SPVSR 1.00 9 524.2446 -534.3168 54,202.3973 -55.948.2453
3590 3117 ASSOC ENGINEER III 6.00 8 523.0561 -532.6232 53,996.3907 -SS,654.6890
3590 4221 PR ENV SPEC 1.00 8 523.0561.-532.6232 $3,996.3907 -55,654.6880
3590.3118 ASSOC ENGINEER II 2.00 5 519.9364 -528.1963 53,455.6427 -54,887.3587
3590 4712 SPVSR SOURCE CURL INS?2.00 5 519.9364 -528.1963 53,455.6427 -54,887.3587
3590 4714 SOURCE CURL 1N5p II 14.00 1018 518.5709 -$23.1235 $3,218.9560 -54,008.0733 :
3590 2225 SECRETARY 1.00 1007 514.2861 -$17.7881.52,476.2573 -53,083.2707
3590 4718 SOURCE CTRL TECH 3.00 1005 513.9050 -517.3143 52,410.2000 -53.001.1453
3590 2237 SR CLERK 7.00 1002 512.5454 -515.6148 S2,174.S360 S2,706.S653
3590 2299 PT ASS?1.00 903 56.1800 -510.5987 51,071.2000 -51,837.1080
3590 43.00
Dates 24 AUG 1995
Div.Job
Code Code Job Title
Exhibit C
Position and Salaries by Division
Div.Job
Code Code Job Title
36,834.0480 -310,258.7853
33,996.3907 -35,654.6880
32,882.7067 -$3,589.26S3
$2,773.3333
Auth
Fte Grade Salary Ranges
3000
2414
2223
9990
3710
3710
3710
3710
3710
DIR OF ENGINEERING
CONTRACT ADMIN
EXECtITIVE ASST I
INTERN
Monthly Salary Ranges
$39 .42 72
$23 .0561
$16.6310
1.00 19
1.00 8
1.00 1012
3.00 905
6.00
-359.1853
-332.6232
-$20.7073
39.2700 -316.0000 31,606.8000 -
Auth
Fte Grade Salary Ranges Monthly Salary Ranges
3720 3100 ENGINEERING MGR 1.00 16 334.1088 -348.2218 35,912.1920 -38,358.4453
3720 3110 ENGINEERING SPVSR 3.00 14 330.9000 -343.7353 35,356.0000 -37,580.7853
3720 3112 SR ENGINEER 2.00 13 329.4738 -341.6852 S5,i.08.7920 -37,225.4347
3720 3114 ENGINEER 6.00 11 326.7106 -$37.7931 34,629.8373 -36,550.8040
3720 3222 PP.ENG P.SSOC 2.00 9 324.2446 -334.3168 34,202.3973 -35,948.2453
3720 3117 ASSOC ENGINEER III 1.00 8
•
323.0561 -332.6232 33,996.3907 -35,654.6880
3720 3223 SR ENG ASSOC 1.00 1026 322.3510 -327.8306 33,874.1733 -$4,823.9707
3720 3224 ENG ASSOC 2.00 1023 320.3013 -$25.2762 33,518.8920 —34,381.2080
3720 3234 ENG AIDE III •2.00 1015 317.3452 -321.5888 $3,006.5013 -33,742.0587
3720 3235 ENG AIDE II 1.00 1009 315.7590 -319.6215 32,731.5600 -$3,401.0600
3720 2225 SECRETARY 1.00 1007 314.2861 -317.7881 32,476.2573 -33,083.2701
3720 3236 ENG AIDE I 2.00 1006 314.1934 -$17.6645 S2,460.1893 -33,061.8467
3720 2237 SR CLERK 1.00 1002 312.5454 -$15.6148 32,114.5360 -32,706.5653
25.003720
Date:24 AUG 1995
Exhibit C
Position and Salaries by Diviøion
Div.Job
Code Code Job Title
Auth
Pte Grade Salary Ranges Monthly Salary Ranges
330.9000 -343.7353
824.2446 -334.3168
820.3013 -325.2762
315.7590 -319.6215
314.2861 -317.7881
814.1934 -817.6645
35,356.0000 -87,580.7853
84,202.3973 -35,948.2453
33,518.8920 -84,381.2080
82,731.5600 83,401.0600
82,476.2573 -83,083.2707
82,460.1893 -83,061.8467
Div.Job
Code Code Job Title
Auth
Fte Grade Salary Ranges Monthly Salary Ranges
314.2861 -317.7881
312.5454 -315.6148
85,912.1920 -88,358.4453
85,356.0000 -87,580.7853
35,108.7920 -37,225.4347
34,629.8373 -36,550.8040
34,202.3973 -35,948.2453
33,692.0693 -34,597.2333
33,518.8920 —34,381.2080
33,377.8507 -84,204.4600
33,006.5013 -33,742.0587
32,476.2573 —33,083.2707
32,174.5360 -32,706.5653
3730 3110 ENGINEERING SPVSR 1.00 14
3730 3222 PR ENG ASSOC 1.00 9
3730 3224 ENG ASSOC 1.00 1023
3730 3235 ENG AIDE II 1.00 1009
3730 2225 SECRETARY 1.00 1007
3730 3236 ENG AIDE I 1.00 1006
3730 6.00
3300
3110
3112
3114
3310
3316
3224
3317
3234
2225
2237
3790
3790
3790
3790
3790
3790
3790
3790
3790
3790
3790
3790
CONSTRUCTION MGR
ENGINEERING SPVSR
SR ENGINEER
ENGINEER
SPVSR CONSTE XNSP
SR CONSTR INSP
ENG ASSOC
CONSTR INSP
ENG AIDE III
SECRETARY
SR CL~ERIC
1.00
2.00
2.00
5.00
4.00
6.00
1.00
11.00
1.00
16
14
13
11
9
1025
1023
1020
1015
334.1088 —348.2218
330.9000 -343.7353
329.4738 -341.6852
326.7106 -337.7931
324.2446 -334.3168
321.3004 -326.5225
320.3013 -325.2762
319.4876 -$24.2565
317.3452 -321.5888
1.00 1007
1.00 1002
35.00
673.00.