HomeMy WebLinkAboutOCSD 00-33 (REPEALED)RESOLUTION NO.OCSD 00-33
AMENDING RESOLUTION NO.OCSD 98-33
A RESOLUTION OF THE BOARD OF DIRECTORS OF ORANGE COUNTY
SANITATION DISTRICT AMENDING THE 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.Cl 0.00,set forth in Attachment No.1,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.010.00,Leave of Absence with Pay,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.D30.00,Holidays,set forth in Attachment No.3,attached hereto and
incorporated herein by reference.
Section 4 That all other terms and conditions of Resolution No.OCSD 98-33,as
previously recommended,shall remain in full force and effect.
Section 5 That all future amendments to Resolution No.OCSD 98-33 be made by
Resolution.
PASSED AND ADOPTED at a regular meeting held December 20,2000.
ATTEST:
i~iu~.~
Board Se~tary ~
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REPEALED BY
OCSD 15-18
Orange County
Sanitation District
Policy Number:C1O.00
Effective Date:May 21,2000
December 20,2000
Subject:CLASSIFICATIONS,
POSITIONS,SALARY
RANGES AND WAGES
Supersedes:NovQmb9r 17,1999
May 24,2000
.
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 compensation programs.
2.0 ORGANIZATIONAL UNITS AFFECTED
2.1 All District employees.
3.0 DEFINITIONS
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.
Salary Ranges are the range of pay rates,from minimum to maximum,set for a pay
grade or class.
4.0 POLICY
4.1 The District Compensation Program provides for the establishment of a wage
and benefit structure through the Meet and Confer process that allows
employees to effectively compete in the labor market and to retain present
employees through an internally consistent measure of relative job worth and
personal merit.Every position is assigned to a salary grade based upon the
duties and responsibilities of that position and the comparative market value of
that job function.Comparisons are most generally made with organizations of
similar size and engaged in similar occupational pursuits within the geographic
area of potential recruitment.The basic salary ranges are set forth on Exhibit A
4.2 Non-management employees are awarded merit increases based upon their
performance,as determined by the performance evaluation program,and the
position of their salary within the pay range.The Merit Matrix is the tool used to
determine the actual amount of merit increase.In addition,employees who at
least meet expectations receive annual Cost of Living Adjustments (COLA)to
keep employees’salaries at market.The amount of the COLA is based on the
Consumer Price Index (CPI,All-Urban Consumers-LA,Riverside,Orange
County)for the month of May and is distributed as a base-building increase.
Page 1
4.3 Employees in the Executive Management and Management Groups are awarded
merit increases based upon their performance,as determined by the
performance evaluation program and the position of their salary relative to the
external market.External market rates are determined through the use of salary
surveys.The merit increase may be distributed as base building or non-base
building.
4.4 The General Manager is authorized to employ and assign persons as needed to
occupy budgeted positions and to exercise supervision over all persons in
accordance with the provisions of this policy and to terminate,for cause,the
employment of any regular full time employee employed under these provisions.
All other employees,e.g.,probationary,part-time,and limited term/temporary
and contract may be terminated at the District’s sole discretion.
4.5 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 policy,who has not signed an “at-will”agreement may
voluntarily elect to do so,but may not be required to do so.
4.6 Notwithstanding any other provisions of this policy 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 J~i~Boards of Directors.
4.7 Employees who believe their position is not properly classified may request a
classification study of their position through their Department Head.
Classification studies shall only be conducted during the budget planning process
in accordance with a schedule that is announced annually by the General
Manager.Reclassifications approved in the budget may be made effective any
time during the new fiscal year.Classification studies may also be considered
one other time during the year in November.Classification study requests must
be submitted to Human Resources no later than October 10th for the November
cycle.
4.7.1 All classification study findings regarding existing classifications are
subject to approval by the General Manager;findings recommending
new job classification titles are subject to approval by the District’s
Boards of Directors.
4.8 The District shall provide an investment incentive salary to the employees within
the classifications and in the amounts,as set forth in Section 4.8.1,which
amounts are based on a percentage of salary equal to the amount previously
paid to designated employees pursuant to District Policy No.Cl 50.00,Section
7.1,effective October 22,1997,and repealed April 22,1998.
4.8.1 The percentage of base salary amounts are as follows:
Executive management cla~sifications —6%(to ~mpximum IPS
amount
Division management Supervisory Profe~sional and Exempt
Confidential classifications —4%
Profs~ional and Non exempt Confidential cJa~ssificatioifs—3%
Page 2
4.8.2 ~,~!
Executive management and Exempt Confidential classifications shall
receive additional investment incentive salary at a flat rate of $48 08 peT
~a~’per~d.rhis now•r~làc~sthè d~iete&Benefltscption~Pian ~9P).
5.0 PROCEDURE
5.1 Executive Management,Management,Supervisory,Professional and OCEA
Group Employees
5.1.1 New Employees Employees shall be offered a salary ~asedupóh~a4-~
near the minimum of the rpnge 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.
5.1.1.1 Employees serve a Probationary Period of six months and
receive a comprehensive performance evaluation at the end
of that period.Employees who successfully conclude their
probation are eligible for a salary adjustment the subsequent
July in accordance with the provisions of the Management
Performance Review Program established by separate
action of the Boarde of Directors as amended from time to
time.
5.1.2 Annual Performance Review Program An annual performance review is
completed for all employees in accordance with the provisions of the
performance evaluation Program.Performance based salary
adjustments occur on the first day of the first pay period in July,and may
be prorated based upon the date of hire,or promotion in those instances
where the individual has not concluded probation as of July 1.
5.1.3 Promotional Increases Employees who earn promotions to a higher pay
range 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.Employees 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.
5.2 Local 501 Employees on the Five-Step Pay Plan
5.2.1 New Employees Employees who successfully complete their Initial
Probationary Period and are recommended for continued employment
are eligible for consideration of a salary adjustment of up to one step
(5.5%)effective on the first day of the pay period following completion of
the Initial Probationary Period.The Salary Review date for subsequent
annual reviews is established on the first day of a pay period following 26
weeks of continuous service and satisfactory completion of probation.
5.2.2 Annual Merit Increase Employees who are not at the top of the salary
range for their classification are eligible for consideration of an annual
Page 3
salary adjustment of up to one step (5.5%)on their Salary Review date,
provided their performance fully meets expectations.
5.2.3 Promotional Increase Employees who earn a promotion are entitled to a
promotional increase of 5.5%,or to the base of the new range,
whichever is greater,upon the effective date of the promotion.If an
employee has not successfully completed their 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.
6.0 EXCEPTIONS
6.1 Sections ~5.2.2 5.i.~and ~4 5.i.~do not apply to At-will
Executive Management Employees.
7.0 PROVISIONS AND CONDITIONS
8.0 RELATED DOCUMENTS
8.1 Exhibit A
8.2 Fair Labor Standards Act
Page 4
Orange County
Sanitation District
Pohcy Number:D10.00
Effective Date:October 25,2000
Subject:LEAVE-OF-ABSENCE WITH PAY Supersedes:April 26,2000
—
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 Districts 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 Service Hours-Biweekly Hours-Annually
Inyearsothrough I 3.08 80
Inyears2through4 3.08 80
Inyears5through 10 4.62 120
Inyearll 4.93 128
Inyearl2 5.24 136
In year 13 5.54 144
In year 14 5.85 152
In yearl5and 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
Page 1 of8
which he/she is absent without pay for one (1)full working day.A part-time,regular
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 hislher 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 entitledto
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 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 4~%
101-240 4Q~%
241-560
Over 560 (mandatory)6~
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
(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 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.
Page 3 of 8
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*
2through4 5.38 140
5throughlo 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
law,brother,sister,spouse,child,step-child,grandchild,grandparent,legal
guardian,or any family member with whom the employee resides.
Page 4 of 8
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
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.
Page 5 of 8
p
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.(The 40 hour stipulation does not extend to employees in the Confidential
Group).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 25percent
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
and/or upon completion of each day’s service,exclusive of travel time.
Page 6 of 8
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,
legat 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 4.1.1,of this policy does not apply to employees
covered under the provisions of Personal Leave in the Operations and Maintenance
Memorandum of Understanding and employees in the Confidential Group.
Section 4.2,Sick Leave,including Subsections 4.2.1 through 4.2.8,of this policy does not apply
to employees covered under the provisions of Personal Leave in the Operations and
Maintenance Memorandum of Understanding and employees in the Confidential Group.
Section 4.3,Personal Leave,including Subsections 4.3.1 through 4.3.9,of this policy applies only
to those employees covered under the provisions of Personal Leave in the Operations and
Maintenance Memorandum of Understanding and employees in the Confidential Group.
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.
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
Page 7 of 8
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 MOU
8.6 Professional MOU
8.7 Personal Leave Unscheduled Time Off Report Form
Page 8 of 8
Orange County
Sanitation District
Policy Number:D30.00
Effective Date:October 25,2000
~
Subject HOLIDAYS Su ersedes:April 26,2000p
3.0 DEFINITIONS
4.0 POLICY
Approved by:
4.1 It is the District’s policy to grant employees 12 paid holidays per year in
accordance with this policy.
5.0 PROCEDURE
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
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.
5.1
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