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HomeMy WebLinkAboutOCSD 00-25 (REPEALED)RESOLUTION NO.OCSD 00-25 AMENDING RESOLUTION NO.OCSD 98-33 A RESOLUTION OF THE BOARD OF DIRECTORS OF ORANGE COUNTY SANITATION DISTRICT AMENDING HUMAN RESOURCES POLICIES AND PROCEDURES ********** The Board of Directors of Orange County Sanitation District, DOES HEREBY RESOLVE,DETERMINE AND ORDER: Section 1 That Exhibit “A”of Resolution No.OCSD 98-33 is hereby amended by amending Policy No.Al 0.00,Definition of Terms,set forth in Attachment No.I,attached hereto and incorporated herein by reference. Section 2 That Exhibit “A”of Resolution No.OCSD 98-33 is hereby amended by amending Policy No.C 10.00’s Exhibit “A,”set forth in Attachment No.2,attached hereto and incorporated herein by reference. Section 3 That Exhibit “A”of Resolution No.OCSD 98-33 is hereby amended by amending Policy No.C 120.00,Part-time Employee Status &Benefits,set forth in Attachment No.3, attached hereto and incorporated herein by reference. Section 4 That Exhibit “A”of Resolution No.OCSD 98-33 is hereby amended by amending Policy No.010.00,Leave of Absence with Pay,set forth in Attachment No.4,attached hereto and incorporated herein by reference. Section 5 That Exhibit “A”of Resolution No.OCSD 98-33 is hereby amended by amending Policy No.D30.00,Holidays,set forth in Attachment No.5,attached hereto and incorporated herein by reference. Section 6 That Exhibit “A”of Resolution No.OCSD 98-33 is hereby amended by amending Policy No.070.00,Retirement,set forth in Attachment No.6,attached hereto and incorporated herein by reference. Section 7 That Exhibit UA~~of Resolution No.OCSD 98-33 is hereby amended by amending Policy No.E80.00,Cellular Telephone,set forth in Attachment No.7,attached hereto and incorporated herein by reference. Section 8 That all other terms and conditions of Resolution No.OCSD 98-33,as previously recommended,shall remain in full force and effect. Section 9 That all future amendments to Resolution No.OCSD 98-33 be made by Resolution. PASSED AND ~ ATT~r: Board Secr~~/1 H:\wp.dta\adm~n\BS\ResoIution4~OO’OQ-25.doc 1. REPEALED BY OCSD 15-18 Subject: Orange County Sanitation District DEFINITIONS OF TERMS Policy Number:A1O.OO Effective Date: Supersedes: December 9,1 Octob:r 22,1997 Approved by 1.0 PURPOSE 1.1.The purpose of this policy is to establish uniform definitions of terms used in the District’s policies and procedures. 2.0 ORGANIZATIONAL UNITS AFFECTED 2.1.This policy applies to all District employees. 3.0 DEFINITIONS At Will Employees include the General Manager v~h~serve~ Board of Directors and any Executive Management employee who has signed an agreement to serve at the pleasure of the Joint Boardc or the General Manager.An “at will”employee may be dismissed without notice or cause.“At-will”employees do not serve an initial probationary period They are Regular employees Call-Back Pay is paid to an employee by the District when an employee is called back to work by management 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. Classifications are groups of positions,regardless of location,which are alike enough in duties and responsibilities to be called by the same descriptive title,to be given the same pay scale under similar conditions,and to require substantially the same qualifications. Core Hours are the hours between 8:00 a.m.and 4:00 p.m. Day Shift is an assigned work shift of at least seven consecutive hours between 6:00 a.m.and 6:00 p.m. Discipline is the occurrence of any of the following actions 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. Page 1 of6 Dismissal is a separation from District employment of a non-probationary employee initiated by the District for proper cause. District means the Orange County Sanitation District. Executive Management employees include the General Manager,Assistant General Managers,the Director of Finance,the Director of Engineering,the Director of Technical Services,the Director of Communications,the Director of Operations and Maintenance, the Director of General Services Administration,the Director of Information Technology, the Director of Human Resources the Commuñ~cat1ons Manager,and the Asslstanttq the General Man~ger Exempt Employees are 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. Flextime is the ability of employees to choose their starting and finishing times so long as employees are present between the core hours of 8:00 am.and 4:00 p.m. Grievance is any complaint that management has violated a specific written policy or provision of a Memorandum of Understanding (MOU). Harassment for purposes of this policy,includes conduct that is so severe and pervasive that it creates a hostile and abusive working environment,and interferes with an employee’s ability to do his or her job. Immediate Fami~y is defined as an employee’s father,father-in-law,mother,mother-in- law,brother,sister,husband,wife,child,grandparent,legal guardian,or any family member with whom the employee resides. Interns are part-time employees who regularly work Less than 80 hours in a bi-weekly pay period.They must concurrently be attending an accredited college or university on a full-time basis and be pursuing a degree in a field related to the District’s business,all as determined by the District.They are not Regular employees and are not entitled to participate in,or receive,any District benefits,including but not limited to vacation and sick leave accrual,insurance and retirement. Joint Administrative Organization (JAO)is the organization that governs and sets policy for the Orange County Sanitation District owing its legal existence to a joint powers provision in the County Sanitation District Act.In Orange County,this is implemented by the July 1,1985 Joint Ownership,Operation and Construction Agreement among the individual Sanitation Dictricts. Layoff is the involuntary release of an employee due to lack of work or lack of funds. Page 2 of 6 Limited Term Employees are those employees employed to work on a full4ime or part- time basis for a specific duration set forth in a Limited Term Employment Agreement.The duration shall not to exceed 36 months,which period shall be identified in the Limited Term Employment Agreement.Upon completion of the Limited Term duration,the, Limited Term employee shall cease employment for the District for at least 100 calendar days.Only Full-time Limited Term employees are entitled to participate in,and receive, all District benefits,including but not limited to,vacation and sick leave accrual,insurance and retirement.Limited Term employees shall serve all applicable prtbationary periods. Limited Term Retired Employees are those employees who have retired from District employment and are employed in a position requiring special skills or knowledge for no more than the greater of 90 days or 720 hours in a fiscal year pursuant to a Limited Term Employment Agreement.Limited Term Retired employees are not entitled to participate in,nor receive,any District benefits,including but not limited to vacation and sick leave accrual,insurance and retirement. I --•———-——‘—I ——-——,nih,,—r...————‘ ...imiiwu I~FtEI 1..UJItF~Ct EIJuIJIUYW~JIU (11U~W IFIUIVIUUJI~.....,WUfl~101 LIlU LJRLIIt.L pursuant to a written emplo’jment agrooment approved by the General Manager.The employment agreement thai!~et forth tho €pocific term of employment,length of the duration,and may be renewed at the di€cretion of the General Manager. Notwithgtanding any othor provision contained in this manual,limited term contract employoe~are entitled only to the rights and benefits contained in the employment .-.r,r~~m~nt which in no event thall be ~roater than the nght~and benefitE approvc~d fc~r regular omployeec. Overtime is the number of hours workod in paid status in excess of 40 during a workweek. Night Shift is an assigned work shift of at least seven consecutive hours between 6:00 p.m.and 6:00 am. Nonexempt Employees are 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 other policies. Payday is the Wednesday before the end of the pay period. Pay Periods are biweekly beginning at 12:01 a.m.on the Friday following payday and continuing for a 14-day period ending at midnight on the Thursday following the next payday. Probationary Period -Initial includes the first six months of employment with the District.This period is regarded as an extension of the hiring process,and provides an opportunity for both the employee and the District’s 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 Page 3 of 6 completion of their probationary period and the appropriate approval form,as provided by the Director of Human Resources.A~èé~db~T Probationary Period -Promotional includes either the first six months or a 90-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 District’s 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. Regular employees are those employees who regulaily work on a year-round basis,for an indefinite period of time.Regular employees are entitled to benefits as set forth in the various bargaining unit Memoranda of Understandings (MOU)and elsewhere in the District’s policies and procedures.Although not guaranteed,regular employees are appointed with the anticipation that their position will continue on a career basis and funding is available and appropriated.Regular employees may be full-time or part-time. •Part-time employees are those employees who regularly work less than 80 hours in a biweekly pay period.Regular part-time employees,who formerly held a regular full-time position,are entitled to prorated benefits set forth in a Part-time Employment Agreement.Employees originally hired as part-time employees,whether on a Limited Term or Regular basis,are not entitled to participate in,or receive,any District benefits,including but not limited to vacation and sick leave accrual, insurance and retirement: ?S are those employees who are regularly scheduled to won ay period. nm +knnn ~~m..~.QA I..n. biweekly pay period for an indeterminato period of time.Regular full time employees are entitled to benefits as set forth in the various bargaining Understanding (MOU)and elsewhere in the District’s po unit Memoranda of liciec and procodurec. Regular Part-time employees are those employees who regularly work less than 50 hours in a biweekly pay period for an indeterminate period of time.Regular part-time employoes are ontitled to prorated benofit& Relative is any person related by one of the following familial relationships to any employee at the agency:spouse,mother,father,brother,sister,child,grandmother, grandfather,grandchild,cousin,aunt,uncle,mother-in-law,father-in-law,brother-in-law, sister-in-law sop-in~4aw~*qaugMer.ld-law Release is a separation from employment in which the employee is not qualified for the type of work assigned and no other more suitable assignment is available.Release usually results from no fault of the employee.Employees serving an initial probationary period may be released without cause. Resignation is a voluntary separation from employment with the District,including: resignation with or without notice;an unauthorized absence of three or more consecutive Page 4 of 6 working days;failure to return from leave of absence as arranged;failure to return from layoff upon recall. Salary Range is the complete set of standard salary increments adjusted over time,as published in the Districts salary guide for any given position or job classification. Salary Ranges are the range of pay rates,from minimum to maximum,set for a pay grade or class. Sexual Harassment includes,but is not limited to any of the following: •Sexual favors Unwanted sexual advances that condition an employment benefit upon exchange of sexual favors. •Hostile work environment Sexually based verbal,physical or visual conduct 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: •Sexual epithets,jokes,derogatory comments or slurs; •Assault,impeding or blocking movement,or any physical interference with normal work or movement when directed at an individual on the basis of sex; •For the purposes of this policy,sexual harassment includes,but is not limited to ~ny of the following:sexual cartoons,drawings,photographs or derogatory posters. Sick Leave is defined as the absence from duty of an employee because of a bona fide illness,injury,or pregnancy,medical or dental appointment,orto attend to the illness or injury of a family member as hereinaftoi~defined in poflc~number DID 1_eaveof 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 and ready for immediate return to work. A ~is an increment on the salary guide.Where not provided on the salary guide,a step shall be 5.5%of the employee’s current salary,calculated to the nearest cent. Temporary workers are workers who are not directly employed or paid by the District, but are self-employed or employed by an entity or agency other than the District.They are assigned by agreement between the District and themselves or their employer to perform work for the District for a specified duration,which shall be set forth in a written agreement between the District and themselves or their employer.The duration shall be either (a)a period of time not to exceed 12 months which may be renewed one time,after which the temporary worker shall not perform any work for the District until the passage of at least 100 days or (b)the period of time required to complete a specific project,which project shall be identified in the written agreement.A temporary worker is not considered to be a District employee and shall not be entitled to participate in,or receive,any District benefits,including but not limited to vacation and sick leave accrual,insurance and Page 5 of 6 ret~remént.Persons designated by the District as Temporary workers shall remain ineligible to participate in District benefit programs even if a court later detemiines that the District incorrectly designated them as Temporary workers,or subsequently failed to designate them as Regular employees. Temporary ~mployea€are those employoe~who are ac€igned to work 80 hours or lQ~ in a biweekly pay period for an irregular or indeterminate period of time.No~ithEtanding any other provisionE €et forth herein,temporary employee€are not entitled to beneflt~ and corvo at the pleacure of the Dictrict. Termination Date is considered to be the last day actually worked by the employee irrespective of any additional pay they may receive. Witness Leave is leave granted to an employee who has been compelled by law to be present at a legal proceeding for the purposes of providing testimony or other evidence. Workweek means a seven-day period starting at 12:01 a.m.Friday and ending at midnight on the following Thursday.If a work shift begins on Thursday before midnight but ends any time after midnight on Friday,all hours worked on that shift are considered to be worked on Friday. 4.0 POLICY 5.0 PROCEDURE 6.0 EXCEPTIONS 7.0 PROVISIONS AND CONDITIONS 8.0 RELATED DOCUMENTS ~See ‘Table of ~~~:S;:::~.>~~ed:~<~PO 8.2.Fair Labor Standards Act,as amended. Page 6 of 6 AtLAOQ 09,2a’OO Orange County Sanitation District Classifications By Employee Group _______ Operations and Maintenance (501) Pay Range Minimum Maximum Classifications IFLSA Status 2015 48,704 60,650 Lead Electrical Technician Non-Exempt 2015 48,704 60,650 Lead Instrumentation Technician Non-Exempt 2015 48,704 60,650 Lead Pump Power Operator Non-Exempt 2014 46,121 57,421 Electrical Technician II Non-Exempt 2014 46,121 57,421 Instrumentation Technician II Non-Exempt 2013 44,556 55,484 Lead Mechanic Non-Exempt 2013 44,556 55,484 Pump Power Operator Non-Exempt 2013 44,556 55,484 Lead Plant Operator Non-Exempt 2012 43,066 53,621 Lead Collection Facilities Worker Non-Exempt 2012 43,066 53,621 Lead Worker Non-Exempt 2012 43,066 53,621 Machinist Non-Exempt 2011 40,483 50,418 Senior Mechanic Non-Exempt 2011 40,483 50,418 Welder Non-Exempt 2010 40,210 50,070 Equipment Operator Non-Exempt 2009 39,117 48,704 Builder Non-Exempt 2009 39,117 48,704 Electrical Technician I Non-Exempt 2009 39,117 48,704 Instrumentation Technician I Non-Exempt 2008 38,869 48,381 Plant Operator Non-Exempt 2007 35,541 44,258 Electrical Maintenance Worker Non-Exempt 2007 35,541 44,258 Instrumentation Maintenance Worker Non-Exempt 2007 35,541 44,258 Painter Non-Exempt 2007 35,541 44,258 Senior Maintenance Worker Non-Exempt 2007 35,541 44,258 Senior Collection Facilities Worker Non-Exempt 2006 34,597 43,066 Mechanic Non-Exempt 2005 32,287 40,210 Collection Facilities Worker II Non-Exempt 2005 32,287 40,210 Maintenance Worker Non-Exempt 2004 31,867 39,665 Operator In Training Non-Exempt 2003 30,772 38,322 Groundskeeper Non-Exempt 2002 30,375 37,801 Control Center Clerk Non-Exempt 2001 24,911 30,996 Collection Facilities Worker I Non-Exempt 2000 23,570 29,356 Helper Non-Exempt Orange County Sanitation District Classifications By Employee Group Administrative and Clerical _______ Exhibit A Pay Range Minimum Maximum Classifications NE7 42,301 55,195 Financial Technician NE7 42,301 55,195 Graphics Coordinator NE6 38,501 50,155 Senior Storeskeeper NE6 38,501 50,155 Administrative Assistant NE6 38,501 NE4 33,800 NE3 31,651 NE3 31,651 NE3 31,651 NE2 29,800 NE2 29,800 NE2 29,800 NEI 23,250 IFLSA Status Non-Exempt Non-Exempt Non-Exempt Non-Exempt Non-Exempt Non-Exempt Non-Exempt Non-Exempt Non-Exempt Non-Exempt Non-Exempt Non-Exempt Non-Exempt At$A00 09126/00 50,155 Graphics Assistant 44,027 Secretary 41,001 Senior Accounting Clerk 41,001 Senior Office Aide 41,001 Storeskeeper 38,750 Accounting Clerk 38,750 Office Aide 38,750 Office Specialist 30,164 Assistant Store skeeper Att~00 5/24/00 Orange County Sanitation District Classifications By Employee Group _______ Confidential Pay ______________________________________________ Range Minimum Maximum Classifications ~frLSA Status 1 NE7 42,301 55,195 Executive Assistant II Non-Exempt NE6 38,501 50,155 Administrative Assistant Non-Exempt NE6 38,501 50,155 Human Resources Assistant Non-Exempt NE6 38,501 50,155 Principal Accounting Clerk Non-Exempt NE2 29,800 38,750 Office Specialist Non-Exempt AttACO 8/~1f2000 Orange County Sanitation District Classifications By Employee Group Executive Management Pay Range Minimum Maximum Classifications IFLSA Status E27 $158,000 $158,000 General Manager Exempt E20 $95,676 $148,836 Assistant General Manager Exempt E19 $87,180 $139,980 Director of Engineering Exempt E19 $87,180 $139,980 Director of Operations &Maintenance Exempt E19 $87,180 $139,980 Director of General Services Administration Exempt E19 $87,180 $139,980 Director of Technical Services Exempt E18 $85,992 $139,464 Director of Finance Exempt E18 $85,992 $139,464 Director of Information Technology Exempt E17 $75,876 $119,784 Director of Human Resources Exempt ~$67,128 $~1 932 Director of Communic~ticnc Exempt E1~$~7 12~$~4 ~32 CommunicaUons Se~v~ces Ma~rnger Exempt AI(AOO O~2a’OO Orange County Sanitation District Classifications By Employee Group ________ Engineering Pay _______________________________________ Range Minimum Maximum Classifications IFLSA Status NE9 49,001 63,611 Senior Construction Inspector Non-Exempt NE9 49,001 63,611 Engineering Associate Non-Exempt NE8 44,809 58,182 Construction Inspector Non-Exempt NE7 42,301 55,195 Engineering Aide III Non-Exempt NE5 36,200 47,066 Engineering Aide II Non-Exempt NE4 33,800 44,027 Engineering Aide I Non-Exempt AttAO0 5/24/00 Orange County Sanitation District Classifications By Employee Group Management Pay Range Minimum Maximum Classifications (FLSA Status E16 $77,688 $109,812 Construction Manager Exempt E16 $77,688 $109,812 Engineering Manager Exempt E16 $77,688 $109,812 Environmental Compliance &Monitoring Manager Exempt E16 $77,688 $109,812 Laboratory Manager Exempt E16 $77,688 $109,812 Source Control Manager Exempt E15 $73,956 $104,616 Controller Exempt E15 $73,956 $104,616 Financial Manager Exempt E15 $73,956 $104,616 Plant Automation Manager Exempt ETh $73,956 $104,616 Contracts &Purchasing Manager Exempt E13 $67,128 $94,932 Accounting Manager Exempt E13 $67,128 $94,932 Safety/Emergency Response Manager Exempt E13 $67,128 $94,932 Maintenance Manager Exempt E13 $67,128 $94,932 Human Resources Manager Exempt E13 $67,128 $94,932 Operations Manager Exempt E13 $67,128 $94,932 Information Technology Manager Exempt AItAOO 08/3112000 Orange County Sanitation District Classifications By Employee Group Professional Pay Range Minimum Maximum Classifications IFLSA Status E14 $70,380 $99,600 Chief Scientist Exempt E13 $67,128 $94,932 Assistant to the General Manager Exempt E13 $67,128 $94,932 Senior Engineer Exempt E12 $63,948 $90,468 Senior Scientist Exempt E12 $63,948 $90468 Senior Regulatory Specialist Exempt Eli $60,828 $86,064 Engineer Exempt Eli $60,828 $86,064 IT Strategic Implementation Leader Exempt ElO $57,852 $81,948 Secretary to the Board of Directors Exempt E9 $55,2i2 $78,156 Principal Administrative Analyst Exempt E9 $55,212 $78,156 Principal Engineering Associate Exempt E9 $55,212 $78,156 ProjectSpecialist Exempt E9 $55,212 $78,156 Regulatory Specialist Exempt E9 $55,212 $78,156 Scientist Exempt E9 $55,212 $78,156 Principal Accountant Exempt E9 $55,212 $78,156 Principal Financial Analyst Exempt E9 $55,212 $78,156 Senior Human Resources Analyst Exempt E8 $52,500 $74,292 Associate Engineer Ill Exempt ES $52,500 $74,292 Principal Environmental Specialist Exempt E8 $52,500 $74,292 Safety &Emergency Response Specialist Exempt E7 $50,064 $70,848 Programmer Analyst Exempt E7 $50,064 $70,848 Computer Hardware Specialist Exempt E7 $50,064 $70,848 Telecommunications Specialist Exempt E7 $50,064 $70,848 Maintenance Planner Exempt E7 $50,064 $70,848 Contracts Administrator Exempt E6 $47,640 $67,392 Principal Laboratory &Research Analyst Exempt E6 $47,640 $67,392 Senior Administrative Analyst Exempt E5 $45,396 $64,212 Associate Engineer II Exempt E5 $45,396 $64,212 Senior Accountant Exempt E5 $45,396 $64,212 Senior Financial Analyst Exempt E5 $45,396 $64,212 Human Resources Analyst Exempt E5 $45,396 $64,212 Senior Environmental Specialist Exempt E5 $4~~$~4~12 HR~S An~yst Exempt E4 $43,248 $61,236 Safety Representative Exempt E4 $43,248 $61,236 Programmer Exempt E4 $43,248 $61,236 Senior Buyer Exempt E3 $41,136 $58,260 Associate Engineer I Exempt E2 $39,252 $55,488 Contracts Specialist Exempt El $37,284 $52,908 Accountant Exempt El $37,284 $52,908 Buyer Exempt El $37,284 $52,908 Financial Analyst Exempt El $37,284 $52,908 Management Analyst Exempt AItAOO 5/24/00 Orange County Sanitation District Classifications By Employee Group Supervisory Pay Range Minimum Maximum Classifications IFLSA Status E14 $70,380 $99,600 Engineering Supervisor Exempt E13 $67,128 $94,932 Environmental Management Supervisor Exempt E12 $63,948 $90,468 Laboratory Supervisor Exempt Eli $60,828 $86,064 Senior Operations Supervisor Exempt Eli $60,828 $86,064 Senior Maintenance Supervisor Exempt Eli $60,828 $86,064 Information Technology Supervisor Exempt El 1 $60,828 $86,064 Contracts &Purchasing Supervisor Exempt ElI $60,828 $86,064 Accounting Supervisor Exempt Eli $60,828 $86,064 Human Resources Supervisor Exempt E9 $55,212 $78,156 Maintenance Supervisor Exempt E9 $55,212 $78,156 Operations Supervisor Exempt E9 $55,212 $78,156 Source Control Supervisor Exempt E9 $55,212 $78,156 Supervising Construction Inspector Exempt E9 $55,212 $78,156 Warehouse Supervisor Exempt AILAQO 09/26/00 Orange County Sanitation District Classifications By Employee Group Technical Services Pay Range Minimum Maximum Classifications IFLSA Status NE8 44,809 58,182 Environmental Specialist II Non-Exempt NE8 44,809 58,182 Information Services Technician Ill Non-Exempt NE8 44,809 58,182 Source Control Inspector II Non-Exempt NE8 44,809 58,182 Senior Laboratory Analyst Non-Exempt NE6 38,501 50,155 Environmental Specialist I Non-Exempt NE6 38,501 50,155 Information Services Technician II Non-Exempt NE6 38,501 50,155 Laboratory Analyst Non-Exempt NE6 38,501 50,155 Source Control Inspector I Non-Exempt NE4 33,800 44,027 Information Services Technician I Non-Exempt NE4 33,800 44,027 Source Control Technician Non-Exempt NE1 23,250 30,164 Technical Services Assistant Non-Exempt NEO NEI NE2 NE3 NE4 NE5 NE6 NE7 NE8 NE9 •Policy Number:C120.OO Effective Date: Subject:~PART- TIME EMPLOYEE STATUS-AND BENEFITS__— Supersedes:Octobør 22,1997 . Approved by 1.0 PURPOSE 1.1.The purpose of this policy is to establish uniform guidelines for use in the administration of the program that provides beneflts’for employees w~ioth’ie~Iy held regular nih-time ~ösfttons~but ~*n~w working in a part-time status and the a6sociated benefitc program 2.0 ORGANIZATIONAL UNITS AFFECTED 2.1.AU District employees ~ working in a part-time status. 3.0 DEFINITIONS 4.0 POLICY 4.1 Part-time employees regularly work less than 80 hours in a biweekly pay period for an indefinite period of time Notwithstanding any other provision herein,the General Manager is authorized to confer the benefits set forth under the District’s policies and procedures regarding leave of absence with or without pay, vacations,sick leave,personal leave,holidays,tuition reimbursement,insurance, severance pay,FMLA and CFRA on a prorated basis as follows:Loavoc of AbEence with or without Pay (vacationg.Eick leave.Der~onal leave.hohidavg ~RAl A .-~1 E’~DA\~ HOURS OF WORK PER WEEK PERCENT BENEFiT/SUBSiDY 0—under 19 None 20 —under 29 50 percent 30 —39 75 percent 4.2.The benefits shall be set forth in a written agreement between the employee and the General Manager on a case-by-case basis. Page 1 of2 5.0 PROCEDURE 6.0 EXCEPTIONS 7.0 PROVISIONS AND CONDITIONS 8.0 RELATED DOCUMENTS Page 2 of 2 Orange County Sanitation District Policy Number:D1O.OO Effective Date:April 26,2O~O ~ober 25,2000 Subject:LEAVE-OF-ABSENCE WITH PAY Supersedes:April 22,1998 ~ Approved by 1.0 PURPOSE 1.1 The purpose of this policy is to establish uniform guidelines and procedures for use in the administration of the District’s leave-of-absence with pay program. 2.0 ORGANIZATIONAL UNITS AFFECTED 2.1 All District’s employees. 3.0 DEFINITIONS 4.0 POLICY 4.1 Vacation Leave Except as otherwise provided,regular full-time employees accrue vacation leave,in accordance with the following schedule: Years of Ser4’ice Hours-Biweekly Hours-Annually 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 Inyearl2 5.24 136 Inyearl3 5.54 144 In year 14 5.85 152 In year l5and over 6.16 160 4.1.1 Vacation leave begins to accrue after a new employee has completed six months of continuous service.After the first six months of service,the employee’s account will be credited with 40 hours.After that time,the employee will accrue vacation hours consistent with the above chart.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.A full-time,regular employee will be granted pro rata vacation leave credit during any pay period in which he/she is absent without pay for one (1)full working day.A part-time,regular Page 1 of8 employee will not be granted vacation leave credit during any period he/she is absent without pay on his/her regular working day.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. 4.2 Sick Leave Sick leave is an insurance or protection provided by the District to be granted to employees in circumstances of adversity to promote the health and welfare of the individual employee.It is not an earned right to take time off from work.Sick leave is defined as the absence from duty of an employee because of a bona fide illness,injury, or pregnancy,or to attend to the illness or injury of a family member as hereinafter defined.Temporary employees are not entitled to sick leave benefits. 4.2.1 Sick-Leave Accrual.Full-time employees hired prior to November 27,1981,accrue paid sick leave at the rate of three and one-half (3.5)hours for each biweekly pay period of continuous service (ninety-one (91)hours per year).Full-time employees hired on or after November 27,1981,accrue paid sick leave at the rate of three (3.0) hours for each biweekly pay period of continuous service (seventy-eight 78]hours per year),beginning with the first day of employment. 4.2.2 Sick-Leave Credit.A full-time,regular employee shall be granted pro rata sick-leave credit during any pay period in which he/she is absent without pay.A part-time, regular employee shall not be granted sick-leave credit during any period he/she is absent without pay on his/her regular working day.In the event an employee is required to work part-time by direction of his/her physician,sick-leave credit shall be prorated,except that sick leave shall continue to accrue if an employee is absent due to an injury arising out of or in the course of his/her employment and is entitled to Workers’Compensation benefits. 4.2.3 Annual Payoff.Employees may elect annually to be paid for any unused sick leave hours accrued through the end of October at their current hourly rate according to the following payoff schedule or as specified in a Memoranda of Understanding. Accrued Sick Leave Hours Rate of Payoff 0-100 0% 101-240 25% 241-560 35% Over 560 (mandatory)50% 4.2.4 Sick Leave Incentive Plan.The Sick Leave Incentive Plan applies to Executive Management,Management,Supervisory and Professional and tho Confidential Groups.The Plan will be administered on an individual Group basis.If the average sick leave usage of employees in a Group is under 40 hours per year,calculated on annualized actual time off during the period from January 1 to December 31 exclusive of catastrophic illness or injury requiring absence in excess of 200 hours or industrial injury leave in excess of 80 hours,the annual payoff for unused sick leave will be as follows: Page 2 of 8 Accrued Sick Leave Hours Rate of Payoff 0-100 10% 101-240 40% 241-560 50% Over 560 (mandatory)60% 4.2.5 Employees who separate for any reason other than retirement or death shall be compensated for any accrued and unused sick leave according to the above schedule.Employees who retire or decease shall be paid at the fifty percent (50%) rate for all accrued and unused sick leave. 4.2.6 Permissible Uses Sick leave may be applied only when: a.The employee is physically or mentally unable to perform his or her normal functions due to illness,injury,or a medical condition. b.The absence is for the purpose of obtaining professional diagnosis or treatment for a medical condition of the employee or the absence is due to medical and dental office appointments of an employee when approved by the employee’s supervisor. c.The absence is for other medical reasons of the employee,such as pregnancy or obtaining a physical examination. d.The absence is for the care of the employee’s parent,father-in-law,mother-in- law,brother,sister,spouse,child,step-child,grandchild,grandparent,legal guardian,or any family member with whom the employee resides. e.The absence is due to a job-related injury. f.In accordance with Labor Code Section 233,the absence is because the employee’s presence is needed to attend to an illness of a parent (biological, foster or adoptive),step parent,legal guardian,spouse,child (biological,foster or adopted),step child,legal ward or a child of a person standing in loco parentis, provided that no more than the amount of sick leave that would accrue to the employee during six (6)months at the employee’s then current rate of accrual shall be applicable to this type of sick leave in each calendar year. 4.2.7 General Provisions To qualify for sick-leave pay,the employee must notify the District at or in advance of the time the employee is scheduled to report for duty. Minimum charge to the employee’s sick-leave account shall be one-half (.5)hour and thereafter in one-half (.5)hour increments. 4.2.8 Human Resources shall be responsible for control of abuse of the sick-leave privilege.If notified in advance by a manager or supervisor,the employee may be required,at any time,to furnish a certificate issued by a licensed physician or nurse, or other satisfactory evidence of illness;however,for absences of ten (10) consecutive working days or more,a request for leave and a medical statement,on prescribed forms,stating expected date of return must be submitted to Human Resources.Upon return to work,a written doctor’s release must be submitted to Human Resources.For absences of one or more working days in an unpaid status, a request for leave and a medical statement,on prescribed forms,stating expected Page 3 of 8 date of return must be submitted to Human Resources. 4.2.9 If the need for leave is due to the employee’s serious health condition,as defined in the Family and Medical Leave Act (“FMLA”)or the California Family Rights Act (“CFRA”),the certification requirement shall comply with provisions of these Acts. 4.3 Personal Leave Personal leave is provided to allow employees time off with pay for vacation,personal business and non-job-related illness or injury.Personal leave is accrued by full-time employees for all paid hours,including hours actually worked and hours in a paid-leave payroll status,on a biweekly basis as follows: Personal Leave Hours Years of Service Biweekly Annual O through 1 2.31 80* 2 through 4 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 shall be credited to the accrual balance following successful completion of one year’s service. 4.3.1 Scheduled Time Off Management shall make a reasonable effort;considering the operational needs of the District,to accommodate all employee requests for time off. Scheduled time off should normally be requested at least two weeks in advance to increase the likelihood of those dates being approved.However,in the event unforeseen circumstances prevent such advance notification,employees may request scheduled time off with as little as one day’s notice.Employees with at least one year’s service must request at least 40 hours off each year.Preference among employees who request time off at least six months in advance shall be based on seniority.Requests received less than six months in advance shall be scheduled in the order received.Personal leave may only be reported in one-half-hour or one- hour increments. 4.3.2 Unscheduled Time Off Personal leave that is classified as unscheduled time off provides income protection to an employee who is unable to work due the following: a.The employee is physically or mentally unable to perform his or her normal functions due to illness,injury,or a medical condition. b.The absence is for the purpose of obtaining professional diagnosis or treatment for a medical condition of the employee or the absence is due to medical and dental office appointments of an employee when approved by the employee’s supervisor. c.The absence is for other medical reasons of the employee,such as pregnancy or obtaining a physical examination. d.The absence is for the care of the employee’s parent,father-in-law,mother-in Page 4 of 8 law,brother,sister,spouse,child,step-child,grandchild,grandparent,legal guardian,or any family member with whom the employee resides. e.The absence is due to a job-related injury. f.In accordance with Labor Code Section 233,the absence is because the employee’s presence is needed to attend to an illness of a parent (biological, foster or adoptive),step parent,legal guardian,spouse,child (biological,foster or adopted),step child,legal ward or a child of a person standing in loco parentis, provided that no more than the amount of sick leave that would accrue to the employee during six (6)months at the employee’s then current rate of accrual shall be applicable to this type of sick leave in each calendar year. Unscheduled time off must be accounted for by completion of an Unscheduled Time Off Report upon the employee’s return to work.Employees may be required to submit medical documentation for their injury or illness.It is the responsibility of District’s management to control the potential abuse of unscheduled time off privileges.Tardiness less than 15 minutes shall not be deducted from the employee’s pay,but numerous occurrences will be addressed through the progressive discipline procedures.Tardiness of one hour or more shall be considered an unscheduled occurrence. 4.3.3 An employee’s attendance record shall be reviewed with an employee after five separate occurrences of unscheduled time off to provide an opportunity to assess problems that could potentially lead to disciplinary action.The accumulation of the sixth and seventh occurrence within a calendar year shall result in a verbal warning. The eighth occurrence shall result in a written warning.Employees who are charged with ten occurrences of absence within a twelve-month period shall be subject to termination.Absences of multiple consecutive days involving the same injury or illness shall be considered a single occurrence.The District also has the right to discipline employees on the basis of total absences away from work.Employees must notify their supervisor prior to the start time of their shift when they are unable to report for work.Employees returning from an extended leave should notify their supervisor as soon as possible to facilitate personnel scheduling. 4.3.4 Human Resources shall be responsible for control of abuse of the unscheduled leave privilege.The employee may be required,at any time,to furnish a certificate issued by a licensed physician or nurse,or other satisfactory evidence of illness;however, for unscheduled absences often (10)consecutive working days or more,a request for leave and a medical statement,on prescribed forms,stating expected date of return must be submitted to Human Resources.Upon return to work,a written doctor’s release must be submitted to Human Resources.For absences of one or more working days in an unpaid status,a request for leave and a medical statement on prescribed forms,stating expected date of return must be submitted to Human Resources. 4.3.5 Personal Leave and Workers’Compensation Leave 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 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. 4.3.6 Personal Leave Payoff Employees (or their estate)who separate,retire or die shall be paid in full at their current rate of pay for all Personal Leave hours accrued. 4.3.7 Maximum Accrual Employees may only accrue up to 400 hours of Personal Leave as of the last day of the final pay period in December of each year.Employees may Page 5 of 8 request to be paid in full for up to 40 such hours in excess of the 400 limit;any remaining time shall be scheduled off by the District. 4.3.8 Sick Leave Bank Employees who elect to bank sick leave accrued prior to the implementation of Personal Leave provisions may elect to use such time off for absence due to illness or injury once 40 continuous hours of Personal Leave have been used~ñdfi~C5~fi~ ~r~ii~$)~Employees who retire or die shall be paid at the 50 percent rate for all Banked Sick Leave hours;an employee who separates shall be compensated for Banked Sick Leave as follows. Banked Sick Leave Hours Rate of Payoff 0 -100 0 percent 101 -240 25 percent 241 -560 35 percent Over 560 50 percent 4.3.9 If the need for leave is due to the employee’s serious health condition,as defined in the Family and Medical Leave Act (“FMLA”)or the California Family Rights Act (“CFRA”),the certification requirement shall comply with the provisions of these Acts. 4.4 Jury Duty Leave Any full-time,including probationary,employee who is called for jury duty shall,upon request on prescribed forms approved by Human Resources,be entitled to his/her regular pay for those hours of absence due to performance of the jury duty for a period up to twenty-two (22)working days,provided that his/her fees for such service, exclusive of mileage,are submitted to the District for deposit in the General Fund of the District. 4.4.1 Prior to jury duty service,each employee must complete the District’s Leave-of- Absence Form and turn it in to Human Resources with a copy of the summons.To be entitled to receive regular pay for such jury leave,employees must report for work during their regularly scheduled work shift when they are relieved from jury duty service,unless there is less than one-half (1/2)of their regular shift remaining. Employees are not compensated for jury duty occurring on scheduled days off. 4.4.2 An employee serving jury duty must obtain an attendance slip from the court to be submitted to Payroll with his/her time sheet in order to be eligible for regular pay for those hours of absence due to jury duty. 4.5 Witness Leave Any full-time,including probationary,employee,who is required to be absent from work by a subpoena properly issued by a court,agency or commission legally empowered to subpoena witnesses,which subpoena compels his/her presence as a witness,except in a matter wherein he/she is named as a defendant or plaintiff or as an expert witness,shall,upon request on Leave-of-Absence Forms approved by Human Resources,be entitled to the time necessary to comply with such subpoena,provided any fees received for such service,exclusive of mileage,are submitted to the District for deposit in the General Fund of the District. 4.5.1 An employee so subpoenaed must submit a copy of the subpoena with his/her time sheet in order to be eligible for pay for such absence.To be entitled to receive regular pay for such witness leave,the employee must report for work at the District for time not actually retained on witness service of one (1)hour or more prior to Page 6 of 8 and/or upon completion of each day’s service,exclusive of travel time. 4.6 Military Leave A request for military leave shall be made upon Leave-of-Absence Forms approved by Human Resource and shall state the date when it is desired to begin the leave-of-absence and the date of anticipated return.A copy of the orders requiring such military service shall be submitted with the request. 4.6.1 Provisions of the Military and Veterans Code of the State of California,Sections 395- 395.5 shall govern military leave.In general,current law provides that an employee having one year or more service with a public entity is entitled to military leave with pay not exceeding thirty (30)days per year if the employee is engaged in military duty ordered for purposes of active military training or encampment.An employee who is required to attend scheduled service drill periods or perform other inactive duty reserve obligations is entitled to military leave without pay,not exceeding seventeen (17)calendar days per year,although the employee may,at his or her option,elect to use vacation or personal leave time to attend the scheduled reserve drill periods or to perform other inactive drill period obligations.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. 4.7 Bereavement Leave Using the prescribed forms,approved by Human Resources,any full-time employee,whether probationary or regular,shall receive a maximum of three (3) days off with pay for the death or funeral of an immediate family member.Immediate family member is defined as the employee’s father,father-in-law,mother,mother-in-law, brother,sister,husband,wife,child,step-child,step parent,grandchild,grandparent, legal guardian,or any family member with whom the employee resides or who is identified in the employee’s memorandum of understanding (MOU),if applicable. 5.0 PROCEDURE 6.0 EXCEPTIONS Section 4.1,Vacation,including Subsections 4.11 and 4.12,of this policy does not apply to employees covered under the provisions of Personal Leave in the Operations and Maintenance (General Servicec Adminigtration employsee Memorandum of Understanding ~ Section 4.2,Sick Leave,including Subsections 4.21 through 4.28,of this policy does not apply to employees covered under the provisions of Personal Leave in the Operations and Maintenance (Goner~l Service~Admini€tr3tion employsse Memorandum of Understanding ~ Section 4.3,Personal Leave,including Subsections 4.31 through 4.39,of this policy applies only to those employees covered under the provisions of Personal Leave in the Operations and Maintenance (General ~sriicec Adminigtration smployee€Memorandum of Understanding ~ Vacation leave is not accrued for overtime hours worked. Accrued balances of vacation leave,compensatory leave,and personal leave may be cashed out at the employee’s request on an annual basis in December of each calendar year. Page 7 of 8 7.0 PROVISIONS AND CONDITIONS 7.1 Employees may have a maximum accumulation of 200 hours of vacation as of the last day of the final pay period in December of each year. 7.2 In the event an employee accrues vacation leave in excess of 200 hours,it must be used prior to the 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. 7.3 Employees are not eligible to schedule vacation leave until the completion of six months continuous service. 7.4 Employees may not maintain a negative balance on vacation,sick,compensatory,or personal leave accruals. 8.0 RELATED DOCUMENTS 8.1 Operations and Maintenance MOU 8.2 Administrative and Clerical MOU 8.3 Engineering MOU 8.4 Technical Services MOU 8.5 Supervisory and Professional MOU 8.6 Personal Leave Unscheduled Time Off Report Form Page 8 of 8 Orange County Sanitation District Policy Number:D30.OO Effective Date:April 26,2000 OCtób~25,2000 Subject:HOLIDAYS Supersedes:May 13,1998 April 26,2000 Approved by 1.0 PURPOSE 1.1 The purpose of this policy is to establish uniform guidelines and procedures for holidays. 2.0 ORGANIZATIONAL UNITS AFFECTED 2.1 This policy applies to all current employees regardless of their organizational unit. 3.0 DEFINITIONS 4.0 POLICY 4.1 It is the District’s policy to grant employees 12 paid holidays per year in accordance with this policy. 5.0 PROCEDURE 5.1 Full-time employees shall receive holiday pay if their entire scheduled work shift immediately preceding and following the holiday is in a paid payroll status.When an employee’s work schedule requires that they work on an observed holiday, the employee shall be paid at the employee’s regular rate of pay for the holiday or receive an equivalent amount of holiday compensatory time off,and shall also receive overtime pay at the rate of one-and-one-half times their regular hourly rate for all hours actually worked. 5.2 Holiday pay for part-time employees is based on a nine (9)hour workday.It is paid on the following prorated basis: NORMALLY SCHEDULED HOURS OF WORK PER WEEK PERCENT BENEFIT/SUBSIDY 0—under 19 None 20 —under 29 50%-(4.5)hours 30 —39 75%-(6.75)hours Page 1 of3 5.3 When a holiday occurs on an employee’s regularly scheduled day off,the employee will accrue compensatory time off for those hours.In no case may an employee accumulate more than 50 hours holiday compensatory time off. 5.4 The days listed below are observed by the District as holidays for 2000,2001 and 2002. SCHEDULE A HOLIDAY 2000 2001 2002 New Year’s Day Friday,December31 Monday,January 1 Tuesday,January 1 Lincoln’s Birthday Friday,February 11 Monday,February 12 Tuesday,February 12 President’s Day Monday,February 21 Monday,February 19 Monday,February 18 Memorial Day Monday,May29 Monday,May 28 Monday,May 27 Independence Day Tuesday,July 4 Wednesday,July 4 Thursday,July 4 Labor Day Monday,September 4 Monday,September 3 Monday,September 2 Veteran’s Day Friday,November10 Monday,November12 Monday,November11 Thanksgiving Day Thursday,November23 Thursday,November29 Thursday,November28 Day after Thanksgiving Friday,November24 Friday,November30 Friday,November29 Day before Christmas Monday,December 25 Monday,December 24 Tuesday,December24 Christmas Day Tuesday,December26 Tuesday,December 25 Wednesday , December25 Floating Holiday *5 *5 ** SCHEDU LE B ~__________________ HOLIDAY 2000 2001 2002 New Year’s Day Saturday,January 1 Monday,January 1 Tuesday,January 1 Lincoln’s Birthday Saturday,February 12 Monday,February 12 Tuesday,February 12 President’s Day Monday,February 21 Monday,February 19 Monday,February 18 Memorial Day Monday,May29 Monday,May28 Monday,May27 Independence Day Tuesday,July 4 Wednesday,July 4 Thursday,July 4 Labor Day Monday,September 4 Monday,September 3 Monday,September 2 Veteran’s Day saturday,November11 Sunday,November11 Monday,November11 Thanksgiving Day Thursday,November23 Thursday,November29 Thursday,November28 Day after Thanksgiving Friday,November24 Friday,November30 Friday,November29 Day before Christmas Sunday,December24 Monday,December 24 Tuesday,December24 Christmas Day Monday,December 25 Tuesday,December25 Wednesday,December25 Floating Holiday **** Page 2 of 3 **Employees may elect one day during each year as a “Floating Holiday”.The “Floating Holiday”must be used within the year it is accrued.Every effort shall be made to grant an employee’s request for a “Floating Holiday”off providing an employee gives sufficient notice to their supervisor. 6.0 EXCEPTIONS 6.1 When an employee is on medical or pregnancy leave,holidays will be paid only during disability waiting period if employee is in a continuous paid status.All other holidays that occur outside the waiting period will not be paid,regardless if employee is in paid status or not. 6.2 7.0 PROVISIONS AND CONDITIONS 7.1 If a regularly scheduled holiday occurs on a Saturday,the previous Friday shall be taken off as the “holiday”for pay purposes.If a regularly scheduled holiday occurs on a Sunday,then the following Monday shall be taken off as the “holiday” for pay purposes. 8.0 RELATED DOCUMENTS Page 3 of 3 Orange County Sanitation District Policy Number~D70.OO Effective Date:0 ctobor 22,1997 October 25~1000 :Subject:RETIREMENT Supersedes: Approved by 1.0 PURPOSE 1.1 The purpose of this policy is to establish uniform guidelines and procedures for retirement.This policy does not provide a complete description of all benefits available to District employees upon retirement,but rather provides top-level policy issues.Details about retirement options,benefits and other administrative information are available in the Summary Plan Description (SPD)booklet,“A Guide to Your Retirement Plan Benefits,”by the Orange County Employees Retirement System (OCERS),which is available to all employees from the Human Resources Department,and is considered a part of this policy. 2.0 ORGANIZATIONAL UNITS AFFECTED 2.1 This policy applies to all current employees regardless of their organizational unit. 3.0 DEFINITIONS Tier means the benefits group to which you belong depending on your date of membership into OCERS.You are a member of Tier I if your date of membership is before September21,1979,and you are a member of Tier II if your date of membership is on or after September21,1979.The tier to which an employee belongs affects such things as the multiplier used to determine one’s service retirement allowance,sick leave accrual,and other benefits. Service Credit means your hours worked as a member of OCERS,converted to months for which you make contributions and receive credit in the retirement system.One hour is equal to .00576923 months of service credit. Summary Plan Description is a booklet published by OCERS that provides detailed information about how the retirement plan works. Page 1 of3 4.0 POLICY 4.1 It is the District’s policy to continue participation in the Orange County Employees Retirement System (OCERS)and to abide by all of the conditions of the SPD and the County Employees Retirement Act of 1937. 5.0 PROCEDURE 5.1 ._._.4 I also conciderod memberc of OCERS The retirement program is in effect pursuant to the contract between OCERS and the District as of December 2, 1977,and will continue unless amendments to contracts or termination of membership is effected by the District subsequent to meeting and conferring with employee bargaining units concerning such proposed amendments or termination. 6.0 EXCEPTIONS 7.0 PROVISIONS AND CONDITIONS 7.1 Eligibility Criteria Employees are eligible for retirement when they are no longer working in a position requiring them to be a member of OCERS and they meet any of the following criteria: •Age 50 or over with 10 or more years of service credit •Any age with 30 or more years of service credit •Age 70 or over,regardless of years of service credit —A part timo employee ago 56 or older with 5 or more years of cervice crodit and at leact 10 yoorc of active employment 7.2 District’s Contribution The District shall pay an amount equal to 4.5%of an eligible employee’s base salary towards the employee’s required contribution to OCERS. All monies actually paid into the retirement system as an employee’s contribution are deducted from gross salary for taxation purposes in accordance with Internal Revenue Code provisions. 7.3 Early Retirement Incentive When,in the determination of the District,a change in the manner of performing service,savings of money or other economic benefit would result from employees being able to receive additional service credit and retire early,the District’s Boards may adopt an ordinance implementing the provisions of Government Code Section 31641.04,Receipt of Additional Service Credit.Subject to certain specified conditions,this Section generally provides that an employee who is at least age 50 with 10 years of service,and who is otherwise eligible to retire,may receive up to two years additional service credit,if the employee retires within a period of time designated by the Boards in accordance with this provision. The ui empIo~ r)articipates in OCERS,wherein all r-ir and limited term,full-time ~are consklered members from ~,rdate of Page 2 of 3 8.0 RELATED DOCUMENTS 8.1 “A Guide to Your Retirement Plan Benefits,”Orange County Employees Retirement System Summary Plan Description. 8.2 County Employees Retirement Law of 1937,Sections 31450 through 31899.10 of the California Government Code. 8.3 Government Code Section 31641.04,Receipt of Additional Service Credit. Page 3 of 3 Orange County Sanitation District ‘~ Policy Number:E80.00 Effective Date:October 25,2000 Subject:Cellular Telephone Supersedes: 1.0 PURPOSE Approved by: 1.1.To establish uniform guidelines for the purchase and use of cellular telephones. 2.0 ORGANIZATIONAL UNITS AFFECTED 2.1.All District employees. 3.0 DEFINITIONS Cellular telephone means portable telephone equipment,which connects via switched cell-to-cell or wireless communication. Cellular transmissions mean the communications link,established via radio frequency that connects cellular telephone calls.Cellular transmissions are not secure. Cellular Security means provisions that assure safety,protection,or defense. 4.0 POLICY 4.1 The District’s business needs should determine which employees are required to possess cellular telephones to enhance normal and emergency operations.The District reserves the right to monitor the usage of all cellular teleph.ones. Employees shall be familiar with the required protocol and skill set for effective use of a cellular telephone. 4.2 Employees shall use discretion in relaying confidential information,especially over cellular telephones.Care should be exercised to prevent equipment theft or vandalism. 5.1 The Department Head,or designee,shall approve the purchase and/or installation of cellular telephones.It shall be the responsibility of the Department Head,or designee,to ensure that sufficient funds are budgeted for the purchase and monthly operational costs associated with such equipment prior to its use. 5.2 The Department Head,or designee,shall determine if cellular telephone service is required based on reviewing the following guidelines: •Safety/Emergency Response -The employee’s duties involve monitoring, responding,or performing other activities that are essential to the safe operation of the District’s facilities,such that making mobile communication with a cellular telephone is necessary. 5.0 PROCEDURE Page 1 •On-Call -The employee’s job assignment involves being on-call,either on a formal assignment basis or as an inherent level of responsibility based on the responsibilities of the position. •Fieldwork -The employee’s normal work duties involve the need to communicate from the field with non-District personnel and District employees.Typically this will involve working in locations where no public telephone is reasonably available or practical. The Information Technology Department representative shall advise the Department Head,or designee,of the options available for basic service, order/supply the cellular telephone and arrange delivery to the employee. Should the service provider offer additional upgraded service plans that the employee would like to take advantage of,the employee may have the option to upgrade their service plan upon District approval and shall be responsible for reimbursing the District for the difference in monthly service fees. 5.3 Individual cellular telephone accounts will be established for each participant.A cellular telephone invoice statement will be sent,from the service provider to each individual user.The employee will be responsible for reviewing the invoice statement and determining which calls are business and which are personal. Any personal calls in excess of the pre-determined rate will be the responsibility of the individual user.The employee shall submit the appropriate funds necessary to reimburse the District for such personal calls. 5.4 The Information Technology Department representative will be responsible for administering the contract with a cellular service vendor to ensure the employee receives the best available rate and service.The Information Technology Department representative will coordinate all repairs and service requests. Departments are not authorized to contact the service provider directly to negotiate this service. 5.5 Upon separation from District service,an employee is required to return the cellular telephone to the Information Technology Department representative so the cellular telephone can be deactivated. 6.0 EXCEPTIONS 6.1 The District recognizes that work-related situations,such as the necessity to work unanticipated overtime or family emergencies,may require the use of a cellular telephone by an employee for personal business.Cellular telephones shall not be used when a less costly alternative is safe,convenient and readily available.Employees should keep personal calls brief and use a landline (standard telephone service)when available. 7.0 PROVISIONS AND CONDITIONS 7.1 Cellular telephones that are District property shall not be misused.Employees using or having access to cellular telephone equipment shall be held accountable for their misuse of this equipment and shall be subject to appropriate disciplinary action for misuse.Examples of cellular telephone misuse may include,but are not limited to,use for personal profit or to transmit an inappropriate message to another party. 7.2 Cellular telephone charges for all calls,whether personal or business related,are included in the monthly statement from the District’s cellular service provider. Page 2 The Supervisor will select the usage plan for each individual’s range of options. Employees are required to reimburse the.District for the cost of personal calls in excess of the employee’s predetermined rate.Records shall be maintained to monitor the usage of the cellular telephones and shall be reviewed by the Department Head,or designee. 7.3 Prior approval shall be established for the use of employee-owned cellular telephones for business use.Employees shall be reimbursed for costs incurred for approved use of personal cellular telephones on District business. 8.0 RELATED DOCUMENTS 8.1 Policy F1O.OO Rules of Conduct 8.2 Policy F40.OO Use of District Property Page 3