HomeMy WebLinkAboutOC SAN 22-22 RESOLUTION NO. OC SAN 22-22
A RESOLUTION OF THE BOARD OF DIRECTORS OF THE
ORANGE COUNTY SANITATION DISTRICT APPROVING THE
MEMORANDA OF UNDERSTANDING BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT AND THE
SUPERVISORY AND PROFESSIONAL MANAGEMENT
GROUP, FOR FISCAL YEARS 2022/2023, 2023/2024 &
2024/2025
WHEREAS, on August 28, 2019, the Board of Directors ("Directors") of the Orange
County Sanitation District (OC San) authorized the General Manager to sign the
Memoranda of Understanding with the Supervisory and Professional Management Group
(referred hereinafter as "SPMG"), regarding salaries, benefits and terms and conditions
of employment for the period July 1, 2019 through June 30, 2022 ("2019 MOUs").
WHEREAS, prior to the expiration of the 2019 MOUs on January 25, 2022, SPMG
requested to meet and confer regarding successor MOUs.
WHEREAS, pursuant to Government Code Section 3500, et seq., representatives
of SPMG have met and conferred with the representatives of OC San and have reached
an understanding with regard to certain terms and conditions relative to employment;
WHEREAS, through negotiations the parties agreed that any salary changes
would take effect during the first pay period in the current fiscal year;
WHEREAS, through negotiations the parties agreed to upgrades of the following
classifications: Chief Plant Operator (SUP88 to SUP90), Information Technology
Supervisor (SUP88 to SUP90), and Maintenance Supervisor (SUP82 to SUP84); and
WHEREAS, the parties have modified the 2022 MOUs between OC San and
SPMG to reflect the parties' understanding regarding certain terms and conditions, which
include:
• Duration of the MOUs has been modified and will be for a 3-year term commencing
July 1, 2022, and terminating June 30, 2025, as reflected in the Cover Page and
Articles 1 and 2 of the MOUs.
• Discipline and Dismissal has been modified as set forth below and as reflected in
Article 10 of the MOUs:
o Employees who fail to provide any notice to their supervisor and fail to report
to work as scheduled shall be considered "no call/no show" and shall be
subject to discipline, up to and including termination. Employees who fail
to provide any notice to their supervisor and fail to report to work for three
(3) or more consecutive days will be considered to have abandoned their
job and shall be subject to discipline up to and including termination.
OC SAN 22-22-1
• Grievance Procedure has been modified as set forth below and as reflected in
Article 11 of the MOUs:
o Language added to specify that a copy of the grievance documentation
must be submitted to the Director of Human Resources or designee in
addition to the Department Head.
• Salary Adjustments and Compensation has been modified as set forth below and
as reflected in Article 13 of the MOUs:
o Year 1 — 4.5% Salary Increase, effective the first pay period of July 2022.
o Year 2 — 4.0% Salary Increase, effective the first pay period of July 2023.
o Year 3 — 3.5% Salary Increase, effective the first pay period of July 2024.
o One-Time Lump Sum Payment — Employees hired or promoted into the
Group as of the last day of the first full pay period in July 2022 will receive
a $1,500 one-time payment.
• Severance Pay has been modified as set forth below and as reflected in Article 14
of the MOUs:
o Deleted: Employees are expected to give a minimum of two (2) weeks
written notification when terminating employment with the District.
• Deferred Compensation has been modified as set forth below and as reflected in
Article 15 of the MOUs:
o Effective the first full pay period in July 2022, employees covered by
OCERS Plans B and U and who participate in the deferred compensation
plan, are eligible to receive up to a $235 per month matching OC San
contribution.
• Holidays has been modified as set forth below and as reflected in Article 16 of the
MOUs:
o Add Martin Luther King, Jr. holiday, and remove Lincoln's birthday.
o Updated floating holiday language to say, "Employees will be granted
"Floating Holiday" hours equal to and no less than one (1) regular workday
during each calendar year. Floating Holiday hours may be utilized in one
quarter (.25) hour increments."
o Employees must use the "Floating Holiday" within the calendar year it is
granted, and it is not subject to cash out or eligible for any mandatory payout
regardless of the reason.
• Hours of Work has been modified as set forth below and as reflected in Article 17
of the MOUs:
o OC San may provide the option of telecommuting, as set forth in the
Telecommuting Policy.
• Insurance has been modified as set forth below and as reflected in Article 20 of
the MOUs:
OC SAN 22-22-2
o Inclusion of the previously negotiated Health Reimbursement Arrangement
reopener language.
o Effective the last full pay period in October 2022, OC San will contribute $50
per month to each employee's HRA account.
o Add language to reflect that calculation of benefits for retiring employees is
based on continuous service for benefitted employment only, time worked
as an intern or in a non-benefitted status will not count.
• Probationary Period has been modified as set forth below and as reflected in
Article 23 of the MOUs:
o Add language to reflect that the initial probationary period has been
changed from six (6) months to one (1) year.
o New employees serving their initial probationary period shall be eligible for
Development Pay and/or certification/license reimbursement the first day of
the pay period following six months of employment without a break in
service.
o An employee may be released during his/her initial probationary period at
the discretion of OC San without recourse to the Grievance, Discipline or
Appeal Procedure (i.e., an employee is "at-will" during his/her initial
probationary period). Employees within the initial probationary period do
not have any property rights in their job during probation and may be
separated with or without cause.
• Retirement has been modified as set forth below and as reflected in Article 25 of
the MOUs:
o Delete language regarding Plan G as there are no longer any Plan G
members.
• Leave of Absence with Pay has been modified as set forth below and as reflected
in Article 27 of the MOUs:
o Add language to support HRA contributions based on applicable accrued
leave banks.
• Classification Studies has been modified as set forth below and as reflected in the
MOUs:
o Add language to clarify that employee reclassification request decisions
made by the Human Resources Department are final and not subject to
appeal, problem-solving, or the grievance process.
o Reopener: OC San and SPMG agree to reopen this Agreement to meet
and confer regarding the comparison agencies used for any classification
and compensation studies.
• Resignation has been modified as set forth below and as reflected in Article 51 of
the MOUs:
o Employees resigning from OC San are expected to give a minimum of two
(2) weeks advanced written notice prior to leaving. OC San may accept in
OC SAN 22-22-3
writing any verbal or written resignation at any time and deem such
resignation irrevocable. Voluntary written resignation of employment with
OC San is automatically deemed irrevocable after seventy-two (72) hours
from OC San's receipt of the resignation except by approval of the Human
Resources Department.
• Housekeeping
o Changes have been made throughout the MOUs to reflect the name change
from OCSD to OC San.
o Changes have been made to modify language in accordance with law (i.e.
CFRA leave).
NOW, THEREFORE, the Board of Directors of the Orange County Sanitation
District, DOES HEREBY RESOLVE, DECLARE, DETERMINE AND ORDER:
Section 1 . The aforementioned MOUs between the District and SPMG for the
contract period of July 1, 2022 through June 30, 2025 and position upgrades as outlined
herein are hereby approved.
Section 2. The General Manager is authorized to sign the Memoranda of
Understanding with SPMG for the period of July 1, 2022 through June 30, 2025, in a form
approved by General Counsel.
PASSED AND ADOPTED at a regular meeting held July 27, 2022.
clut'd WAAke-
Chad Wanke(Jul 28,202211:30 PDT)
Chad P. Wanke
Board Chairman
APPROVED AS TO FORM:
;i�,� �.
Bradley R. Hogin
General Counsel
ATTEST:
Kelly Lore
Kelly Lore(Jul28,202211:46 PDT)
Kelly A. Lore
Clerk of the Board
OC SAN 22-22-4
STATE OF CALIFORNIA )
ss
COUNTY OF ORANGE )
I, Kelly A. Lore, Clerk of the Board of Directors of the Orange County Sanitation
District, do hereby certify that the foregoing Resolution No. OC SAN 22-22 was passed
and adopted at a regular meeting of said Board on the 27t" day of July 2022, by the
following vote, to wit:
AYES: Ron Bates, Art Brown, Rose Espinoza, Stephen Faessel, Ryan
Gallagher, Patrick Harper, Johnathan Ryan Hernandez, Brooke
Jones, Steve Jones, Anthony Kuo, Sandra Massa-Lavitt, Paulo
Morales, Andrew Nguyen, Kim Nichols, Glenn Parker, David
Shawver, Jesus Silva, Chad Wanke, John Withers, Chad
Zimmerman, Dan Kalmick (Alternate), Nitesh Patel (Alternate)
and Art Perry (Alternate)
NOES: None
ABSENT: Brad Avery and Donald Wagner
ABSTENTIONS: None
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal
of Orange County Sanitation District this 27t" day of July 2022.
Kelly`ore
KeIIy Lore(Jul 28,2022 11:46 PDT)
Kelly A. Lore, MMC
Clerk of the Board of Directors
Orange County Sanitation District
OC SAN 22-22-5
Resolution No. OC SAN 22-22
Final Audit Report 2022-07-28
Created: 2022-07-28
By: Kelly Lore(klore@ocsan.gov)
Status: Signed
Transaction ID: CBJCHBCAABAA6wwjtDcgkT2F_re78EHI0cQwgiuCweZl
"Resolution No. OC SAN 22-22" History
" Document created by Kelly Lore (klore@ocsan.gov)
2022-07-28-4:48:44 PM GMT-IP address:47.176.92.30
Document emailed to Bradley Hogin (bhogin@wss-law.com)for signature
2022-07-28-4:49:43 PM GMT
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Document e-signed by Bradley Hogin (bhogin@wss-law.com)
Signature Date:2022-07-28-5:19:50 PM GMT-Time Source:server-IP address:4.53.178.250
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Document e-signed by Chad Wanke (chad@chadwanke.com)
Signature Date:2022-07-28-6:30:26 PM GMT-Time Source:server-IP address: 198.54.129.52
Document emailed to Kelly Lore (klore@ocsan.gov)for signature
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l Document e-signed by Kelly Lore (klore@ocsan.gov)
Signature Date:2022-07-28-6:46:19 PM GMT-Time Source:server-IP address:47.176.92.30
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MEMORANDUM OF UNDERSTANDING
BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT
AND THE
EMPLOYEES IN THE PROFESSIONAL GROUP
July 1 , 2022 through June 30, 2025
8971409.1 OR040-031
OC SAN 22-22-6
TABLE OF CONTENTS
ARTICLE 1. - RECOGNITION............................................................................................................................ 1
ARTICLE 2. - DURATION................................................................................................................................... 1
ARTICLE 3. -SUCCESSOR AGREEMENT....................................................................................................... 1
ARTICLE4. -GROUP ACCESS........................................................................................................................ 1
ARTICLE 5. -GROUP RIGHTS.......................................................................................................................... 2
ARTICLE6. -OC SAN RIGHTS......................................................................................................................... 2
ARTICLE 7. - NONDISCRIMINATION IN EMPLOYMENT................................................................................ 2
ARTICLE 8. -SMOKE-FREE WORK ENVIRONMENT..................................................................................... 2
ARTICLE9. -SAFETY....................................................................................................................................... 3
ARTICLE 10. - DISCIPLINE AND DISMISSAL.................................................................................................... 3
ARTICLE 11. -GRIEVANCE PROCEDURE........................................................................................................5
11.4.1. STEP 1 ..................................................................................................................................................... 5
11.4.2. STEP 2..................................................................................................................................................... 5
11.4.4. STEP 3..................................................................................................................................................... 5
11.4.5. STEP 4 ..................................................................................................................................................... 6
ARTICLE 12. - PROBLEM SOLVING PROCEDURE.......................................................................................... 6
ARTICLE 13. -SALARY ADJUSTMENTS AND COMPENSATION................................................................... 6
13.3. MERIT PAY ............................................................................................................................................... 7
13.4. PERFORMANCE MANAGEMENT PROGRAM................................................................................................... 7
13.5. DEVELOPMENT PAY................................................................................................................................... 7
13.8. SALARY RANGE ADJUSTMENTS.................................................................................................................. 8
13.9. INVESTMENT INCENTIVE SALARY(IIS) ........................................................................................................ 8
13.10. ONE-TIME LUMP SUM PAYMENT ................................................................................................................ 8
ARTICLE 14. -SEVERANCE PAY....................................................................................................................... 8
ARTICLE 15. - DEFERRED COMPENSATION................................................................................................... 8
ARTICLE 16. - HOLIDAYS................................................................................................................................... 9
16.2. FLOATING HOLIDAY................................................................................................................................... 9
ARTICLE 17. - HOURS OF WORK.................................................................................................................... 10
ARTICLE18. ...................................................................................................................................................... 10
ARTICLE19. ...................................................................................................................................................... 10
ARTICLE20. - INSURANCE.............................................................................................................................. 10
20.3. MEDICAL INSURANCE............................................................................................................................... 10
20.8. GROUP INSURANCE PREMIUMS................................................................................................................ 11
20.9. LIFE INSURANCE...................................................................................................................................... 11
20.10 SHORT TERM DISABILITY.................................................................................................... 11
20.11. LONG TERM DISABILITY........................................................................................................................... 11
20.12. DENTAL INSURANCE................................................................................................................................ 12
20.13. VISION INSURANCE.................................................................................................................................. 12
20.14 RETIRING EMPLOYEES............................................................................................................................. 12
20.15 HEALTH REIMBURSEMENT ARRANGEMENT ..............................................................................12
Page ii
8971409.1 OR040-031
OC SAN 22-22-7
ARTICLE 21. - REIMBURSEMENT ACCOUNT................................................................................................. 13
21.2. MEDICAL REIMBURSEMENT ACCOUNT...................................................................................................... 13
21.3. DEPENDENT CARE ASSISTANCE ACCOUNT............................................................................................... 13
ARTICLE 22. - EXTRAORDINARY SERVICES COMPENSATION.................................................................. 13
ARTICLE 23. - PROBATIONARY PERIOD ....................................................................................................... 14
ARTICLE 24. - PROMOTIONS........................................................................................................................... 15
ARTICLE 25. - RETIREMENT............................................................................................................................ 15
25.1.1. EMPLOYEES HIRED ON OR AFTER SEPTEMBER 21, 1979 AND BEFORE OCTOBER 1, 2010 ........................... 15
25.1.2. EMPLOYEES HIRED ON OR AFTER OCTOBER 1, 2010 AND BEFORE JANUARY 1, 2013.................................. 16
25.1.3. EMPLOYEES HIRED ON OR AFTER JANUARY 1, 2013.................................................................................. 16
ARTICLE 26. -SHIFT DIFFERENTIAL.............................................................................................................. 16
ARTICLE 27. - LEAVE-OF-ABSENCE WITH PAY............................................................................................ 16
27.1. VACATION LEAVE .................................................................................................................................... 16
27.2. SICK LEAVE ............................................................................................................................................ 17
27.3. JURY DUTY LEAVE .................................................................................................................................. 19
27.4. WITNESS LEAVE...................................................................................................................................... 19
27.5. MILITARY LEAVE...................................................................................................................................... 20
27.6. BEREAVEMENT LEAVE............................................................................................................................. 20
27.7. ADMINISTRATIVE LEAVE........................................................................................................................... 20
ARTICLE 28. - LEAVE-OF-ABSENCE WITHOUT PAY.................................................................................... 21
28.3. SUBSTITUTION OF PAID LEAVE................................................................................................................. 21
28.4. PERMISSIBLE USES................................................................................................................................. 22
28.5. GENERAL PROVISIONS ............................................................................................................................ 23
ARTICLE 29. -CLASSIFICATION STUDIES..................................................................................................... 25
29.3. Y-RATING............................................................................................................................................... 25
ARTICLE 30. - DRIVER'S LICENSE.................................................................................................................. 26
ARTICLE 31. - LAYOFF PROCEDURE............................................................................................................. 26
ARTICLE 32. - LIGHT DUTY.............................................................................................................................. 26
ARTICLE 33. - MEDICAL EXAMINATION......................................................................................................... 27
ARTICLE 34. - MILEAGE ALLOWANCE...........................................................................................................27
ARTICLE 35. -ACTING PAY............................................................................................................................. 27
ARTICLE36. .............................................................................................................................27
ARTICLE 37. - PERSONNEL FILES.................................................................................................................. 27
ARTICLE 38. - BULLETIN BOARDS................................................................................................................. 27
ARTICLE 39. - RELEASE TIME FOR MEET AND CONFER SESSIONS ........................................................ 28
ARTICLE 40. - USE OF OC SAN FACILITIES .................................................................................................. 28
ARTICLE 41. -SCOPE OF BARGAINING......................................................................................................... 28
ARTICLE 42. - IMPASSE PROCEDURES.........................................................................................................28
42.2. IMPASSE PROCEDURES ........................................................................................................................... 28
ARTICLE 43. -SEVERABILITY......................................................................................................................... 29
ARTICLE 44. - UNIFORMS................................................................................................................................ 29
Page iii
8971409.1 OR040-031
OC SAN 22-22-8
ARTICLE 45. -SUBSTANCE ABUSE POLICY................................................................................................. 29
45.2. DEPARTMENT OF TRANSPORTATION (DOT) REGULATIONS........................................................................ 29
45.3. OC SAN'S SUBSTANCE ABUSE POLICY..................................................................................................... 29
ARTICLE 46. - NEW EMPLOYEE ORIENTATION AND DUES DEDUCTIONS............................................... 30
ARTICLE 47. - MAINTENANCE OF MEMBERSHIP......................................................................................... 30
ARTICLE 48. - PEACEFUL RESOLUTION OF DISPUTES.............................................................................. 30
ARTICLE49. .............................................................................................................................31
ARTICLE 50. -WORKPLACE VIOLENCE AND WEAPONS POLICY............................................................. 31
ARTICLE 51. - RESIGNATION........................................................................................................................... 31
ARTICLE52. .............................................................................................................................31
SIGNATUREPAGE.............................................................................................................................................. 32
APPENDIXA ..................................................................................................................................................... 33
Page iv
8971409.1 OR040-031
OC SAN 22-22-9
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT
AND THE
EMPLOYEES IN THE PROFESSIONAL GROUP
In accordance with the provisions of California Government Code Sections 3500, et seq., and
Resolution No. OCSD 18-18 of the Orange County Sanitation District's (OC San) Boards of
Directors, OC San's authorized representatives have met and conferred in good faith with
representatives of the Professional Group. These meetings have resulted in an agreement and
understanding to recommend that the employees represented by the Professional Group accept
these terms and conditions, and that the Board of Directors adopt by Resolution the changes and
additions to the wages, hours, and conditions of employment for the employees represented by
the Professional Group as set forth in this Agreement.
ARTICLE 1. - RECOGNITION
1.1. This Agreement, effective July 1, 2022, is entered into between the Orange County
Sanitation District, referred to hereinafter as the "OC San", and the Professional
Group, referred to hereinafter as "Group", as a mutual recommendation to the Board
of Directors of OC San of those wages, hours of work, and terms and conditions of
employment.
ARTICLE 2. - DURATION
2.1. This Agreement will be binding on OC San and the Group when approved and
adopted by OC San's Board of Directors. This Agreement will terminate on June 30,
2025. Any issue regarding the question of representation shall be brought pursuant
to the Employer-Employee Relations Resolutions (EERR), Resolution No. OCSD 18-
18.
ARTICLE 3. - SUCCESSOR AGREEMENT
3.1. The Group will submit in writing its initial proposal for a successor agreement prior to
the expiration date of this Agreement.
ARTICLE 4. - GROUP ACCESS
4.1. A Group representative will have access to OC San facilities during normal working
hours for the purpose of assisting Group employees in processing grievances or
investigating matters arising out of the application of provisions of this Agreement.
4.2. The Group will provide the Human Resources Department or designee, with a list of
Representatives who are authorized to request access under this article, and will
notify the Director of Human Resources, or designee, of any changes in that list.
4.3. Group access will not unreasonably interfere with OC San operations, or with the
work of employees in any manner. OC San reserves the right to restrict access in
certain areas designated confidential or secure.
Page 1 of 36
8971409.1 OR040-031
OC SAN 22-22-10
ARTICLE 5. - GROUP RIGHTS
5.1. The Group may designate up to five (5) employees to act as representatives for
employees covered by this Agreement. The Group will furnish the Human Resources
Department with the names of employees selected as representatives and will
update the list as necessary.An alternate representative may be designated to act in
the absence of the regular representative. Employees not listed on the roster of
representatives provided to OC San by the Group may not act as representatives.
5.2. Representatives will not perform non work-related duties on work time without the
prior approval of their immediate supervisor. Neither OC San nor the Group will
interfere with, intimidate, restrain, coerce or discriminate against employees because
of the exercise or non-exercise of their rights to engage in Group activity.
ARTICLE 6. - OC SAN RIGHTS
6.1. OC San inherent rights, powers, functions, duties, responsibilities and authority
related to a managerial or administrative character are reserved to OC San in its
exercise of management decision-making, except as specifically modified by the
express provisions of this Memorandum. OC San rights include, but are not limited
to, the exclusive right to consider the merits, necessity or organization of any service
or activity provided by law, or administrative order; determine the mission of its
constituent departments, commissions and boards; set standards of service,
determine the procedures and standards of selection for employment and promotion;
establish and implement performance standards; direct its employees; take
disciplinary action for proper cause; layoff employees from duty because of lack of
work or lack of funds; maintain the efficiency of OC San operations; determine the
methods, means and personnel by which OC San operations are to be conducted;
determine the content of job classifications; classify and reclassify positions; take all
necessary actions to carry out its mission in emergencies; and exercise complete
control and discretion over its organization and the technology of performing its work.
6.2. OC San retains all authority and rights conferred on it by law, or other legal sources,
except to the extent that such authority is explicitly waived by the express terms of
this agreement. OC San exercise of its management rights hereunder shall not be
subject to appeal or meeting and conferring, however, that the exercise of such rights
does not preclude the Group from appealing or meeting and conferring the practical
consequences or impacts that OC San decisions have on wages, hours, and other
terms and conditions of employment.
ARTICLE 7. - NONDISCRIMINATION IN EMPLOYMENT
7.1. There will be no unlawful discrimination in the application of the provisions of this
Agreement with regard to actual or perceived race, color, religion, national origin,
ancestry, sex, gender, gender identity, gender expression, sexual orientation, age,
physical or mental disability, medical condition, genetic information, marital status, or
military or veteran status, or any other lawfully protected class. To the extent required
by law or by OC San's rules or regulations, this provision of the Agreement will be
applied to all members of the Group without regard to any protected classification.
ARTICLE 8. - SMOKE-FREE WORK ENVIRONMENT
8.1. OC San endorses and supports the right of all employees to work in a healthy and
safe environment free of recognized hazards. In view of the hazards associated with
smoking and the potentially harmful effect it has on the health and well being of OC
Page 2 of 36
8971409.1 OR040-031
OC SAN 22-22-11
San employees and their families, smoking and the use of tobacco (cigarettes,
cigars, e-cigarettes ["vaping"] and related tobacco products and technologies) is not
acceptable within OC San facilities, and may occur only in areas posted for smoking.
ARTICLE 9. - SAFETY
9.1. It is the duty of OC San to provide and maintain a safe place of employment. The
Group will cooperate by encouraging all employees covered by this Agreement to
perform their work in a safe manner. It is the duty of all employees covered by this
Agreement, in the course of performing their assigned duties, to be alert to unsafe
practices, equipment, and conditions, and to follow the safety regulations and
requirements of OC San, and to report any unsafe practices or conditions to their
immediate supervisor. An employee will not be required to perform work that is
unsafe.
ARTICLE 10. - DISCIPLINE AND DISMISSAL
10.1. Discipline may occur when any of the following actions are taken for just cause with
respect to any employee in the Group: verbal reprimand; written reprimand;
suspension without pay; reduction in pay; demotion to a classification with a lower
pay grade, or dismissal.
10.2. Dismissal, for purposes of this Article, is the separation of a non-probationary
employee initiated by OC San for just cause.
10.3. A Notice of Intent is not required when the disciplinary action involves a verbal
reprimand or written reprimand.
10.4. A Notice of Intent is required and will be given to an employee whenever the
disciplinary action involves suspension without pay, reduction in pay, demotion to a
classification with a lower pay grade, or dismissal. The notice will be given to the
affected employee either by delivery in person or by Certified Mail sent to the
employee's last known address. Such personal delivery or mailing will be presumed
to provide actual notice to the affected employee. The Notice of Intent will indicate
the date on which it was personally delivered or deposited in the mail, which will be
the date of issuance.
10.5. The Notice of Intent will contain the following: (1)a description of the disciplinary
action intended and the effective date of the action; (2)the reasons for the proposed
action; (3)a copy of the charges and materials upon which the action is based; and,
(4) a statement of the employee's right to respond, either verbally or in writing to the
person initially imposing the discipline, or to an OC San management representative
with authority to make an effective recommendation on the proposed action; the
person to whom any response must be directed, and the fact that such response
must be received within ten (10) business days of the date of issuance of the notice.
The Notice will also advise the employee of the right to representation.
10.6. Prior to the effective date of the proposed disciplinary action, the employee will be
given an opportunity to respond either verbally or in writing to a management
representative with authority to make an effective recommendation on the proposed
action. After review of an employee's response, OC San will notify the employee in
writing of the action that will be taken. Such action may not involve discipline more
severe than that described in the Notice of Intent; however, OC San may reduce
discipline without further notice. Further clarification of the disciplinary policies and
procedures are covered in OC San's Personnel Policies & Procedures Manual.
Page 3 of 36
8971409.1 OR040-031
OC SAN 22-22-12
10.7. Dismissal will be preceded by at least one (1)written reprimand, except in those
situations in which the employee knows or reasonably should have known that the
performance or conduct was unsatisfactory. Such performance or conduct may
involve, but is not limited to, dishonesty, possession, use, sale or being under the
influence of drugs or alcohol, theft or misappropriation of OC San property or funds,
fighting on the job, insubordination, acts endangering people or property, "no-call/no-
show" or other serious misconduct. OC San may substitute documented suspensions
without pay for written reprimands.
10.7.1. Employees who fail to provide any notice to their supervisor and fail to
report to work as scheduled shall be considered "no call/no show"and
shall be subject to discipline, up to and including termination. Employees
who fail to provide any notice to their supervisor and fail to report to work
for three (3)or more consecutive days will be considered to have
abandoned their job and shall be subject to discipline up to and including
termination.
10.8. If a Notice of Intent is upheld and the disciplinary action is imposed, the employee
may request a post-disciplinary hearing. The request must be submitted to the
Assistant General Manager or designee, within ten (10) business days following the
effective date of the disciplinary action (for suspensions, the effective date will be the
first business day following the final day of the suspension). The Director of Human
Resources, or designee, will schedule a post disciplinary hearing with the General
Manager or a hearing officer selected by the General Manager. The hearing officer
may not be an employee of OC San. The hearing officer will provide a written,
advisory decision to the General Manager. The General Manager may uphold the
disciplinary action that has been taken or may reduce such discipline without the
issuance of a further Notice of Intent. The decision of the General Manager will be
final. If the hearing officer upholds the disciplinary action, the employee will pay the
full cost and expenses of the hearing officer.
10.9. All disciplinary action documentation, except verbal reprimand documentation, will be
placed in an employee's Personnel File in the Human Resources Department.
Verbal reprimand documentation will be kept in the supervisor's employee files.
Supervisors shall inform management staff when a verbal reprimand is to be
implemented. If after twenty-four(24) months from implementation there have been
no recurrences of similar incidents, the supervisor shall destroy the verbal reprimand
documentation.
10.10. Written reprimands may be removed from an employee's personnel file twenty-four
(24) months subsequent to the date of the issuance, provided that there has been no
recurrence of a similar incident during the period. If the Human Resources
Department agrees to remove the written reprimand documentation from an
employee's personnel file such documentation will be retained in a separate file by
the Human Resources Department for the purpose of showing that progressive
discipline has been followed or in support of OC San proposed discipline.
10.11. Verbal reprimands and written reprimands may only be reviewed under this
Agreement through the Problem Solving Procedure. Nothing in this article will be
construed as a waiver of any statutory or constitutional rights.
10.12. A reduction in pay or demotion to a classification with a lower pay grade that is not a
result of performance deficiencies (for example, reclassifications, "bumping"
associated with layoffs, reasonable accommodation) shall not be considered
discipline.
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ARTICLE 11. - GRIEVANCE PROCEDURE
11.1. A grievance is any complaint that management has violated a specific provision of
this Agreement, except that, in accordance with Article 10 above, discipline which
requires a Notice of Intent may not be reviewed under this Grievance Procedure.
11.2. A grievance may be brought to the attention of OC San by an individual employee
within the Group or by the Group. OC San may not bring a grievance through this
procedure. Grievances brought by two (2) or more employees, and concerning the
same incident, issue, or course of conduct, or multiple grievances brought by the
same employee may, upon mutual agreement of OC San and the Group, be
consolidated for the purposes of this procedure.
11.3. Employees are encouraged prior to bringing forward a formal grievance, to discuss
the issue with the Director of Human Resources, or designee, in an effort to bring
about an informal resolution.
11.4. An employee may be self-represented or be represented by the Group at all steps of
the Grievance Procedure unless specifically agreed otherwise by the Group and the
employee. OC San will provide a copy of all written grievance settlements to the
Group. Any reference to days in this article implies business days.
11.4.1. Step 1. An employee who has a complaint will attempt to resolve it with
his/her immediate supervisor within ten (10)days of the occurrence of the
event giving rise to the complaint, or within ten (10)days from the time that
the employee became aware of such event. The supervisor will attempt to
resolve the issues surrounding the complaint, and respond to the employee
within ten (10) days.
11.4.2. Step 2. If the grievance is not settled informally at Step 1, it may be
submitted in writing to the employee's Department Head, or designee, with a
copy provided to the Director of Human Resources or designee. This request
for formal review must be presented on a form provided by OC San within
ten (10) days of the conclusion of Step 1. The written grievance must:
11.4.2.1. Identify the specific management act to be reviewed;
11.4.2.2. Specify how the employee was adversely affected;
11.4.2.3. List the specific provisions of this agreement that were allegedly
violated and state how they were violated;
11.4.2.4. Specify the remedy requested; and
11.4.2.5. Provide the date of attempts at informal resolution and the name
of the supervisor or individual involved.
11.4.3. The Department Head will respond in writing to the employee within ten (10)
days after the date the grievance is received.
11.4.4. Step 3. If a grievance is not settled under Step 1 or 2, it may be presented to
the Assistant General Manager, or designee, for review and written
response. The request for formal review must be presented on a form
provided by OC San within ten (10)days of the conclusion of Step 1 or 2,
and must contain the information specified in Step 2 above. A copy of each
written communication on a grievance shall be filed with the Assistant
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General Manager, or designee. The Assistant General Manager, or
designee, will respond in writing to the employee within ten (10)days after
the date the grievance is received.
11.4.5. Step 4. If the grievance cannot be resolved under Step 3, it may be
presented to the General Manager within ten (10)days from the date the
Step 3 finding was issued. The General Manager, or designee, will respond
in writing to the employee within fifteen (15)days after the date the grievance
is received. The decision of the General Manager is final.
11.5. General Provisions. An employee will be given reasonable time off without loss of
pay to present and process a grievance. If an employee is represented by the Group,
the Group may designate one (1) employee to present and process the grievance.
The employee representative will be given reasonable time off without loss of pay to
perform this responsibility. Absence from work will be approved only if it does not
cause disruption to OC San operations. However, if the time requested cannot be
provided, an alternate time will be arranged.
11.6. Failure of a supervisor, Department Head or other management representative to
respond within the appropriate time limit will provide a basis for the employee
appealing to the next step. If a grievance is not presented or appealed within the time
limits, it will be considered resolved on the basis of the preceding response. The
Human Resources Department may be petitioned in writing to waive the step or time
requirements provided sufficient cause exists. Time limits may also be extended at
any step upon mutual agreement of the parties. OC San agrees to meet face-to-face
with the employee at each step of the grievance procedure at the request of the
employee.
11.7. Resolution may be agreed upon at any stage of the grievance process. However, the
Group will be notified prior to the resolution of any formal grievance matter.
ARTICLE 12. - PROBLEM SOLVING PROCEDURE
12.1. Employees may bring problems to the attention of OC San managers through the
Problem Solving Procedure. This Procedure was developed to encourage and
facilitate the resolution of employee concerns in a responsive and fair manner, and
may be used to attempt to resolve issues that may not be subjected to the Grievance
Procedure. Any reference to days in this article implies business days.
12.2. Employees should discuss concerns regarding issues that are not grievable with their
supervisor as soon as possible. The supervisor will review the situation or decision,
and provide a written response within five (5) days from the date they were notified of
the problem.
12.3. If the problem is not resolved to the employee's satisfaction, the employee may file a
written statement concerning the problem with the Human Resources Department
within ten (10) days of receipt of the supervisor's decision. Upon request of either
party, a meeting will be held to define issues and establish the remedies sought. The
employee will be provided a written response within ten (10)days after his/her
statement is received. Time limits may be extended for cause upon mutual consent
of the parties, and the decision of the Human Resources Department is final.
ARTICLE 13. - SALARY ADJUSTMENTS AND COMPENSATION
13.1. Each pay grade is divided into five (5)steps, with an approximate 5.0% difference
between each step.
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13.2. Pay increases will only apply to eligible employees in an active payroll status on the
effective date of implementation. Eligible employees will not receive retroactivity if
active payroll status becomes effective after the date of implementation.
13.3. Merit Pay
13.3.1. Step Increase Pay—Group employees are eligible for Step Increase Pay
based upon receipt of year-end performance appraisal ratings issued by the
assigned supervisor. Step Increase Pay will be paid according to the
following:
13.3.1.1. Eligible - Employees must have a proficient year-end performance
appraisal to receive a one (1)step base-building salary increase
until earning placement at step five (5).
13.3.1.2. Ineligible- Employees who are placed on a Performance
Improvement Plan (PIP) due to a needs improvement performance
review on the year-end appraisal or who are on a PIP at the time of
the year-end appraisal period will remain at their current step until
the PIP is satisfactorily completed.
13.4. Performance Management Program: The performance management program
includes two (2) rating categories (proficient and needs improvement)for
performance appraisals.
13.5. Development Pay—Employees under this Agreement are eligible for Development
Pay. Development Pay is a non-base building pay type that will be distributed in a
lump-sum amount each pay period. Employees must have a proficient year-end
performance appraisal to be eligible for the following Development Pay types:
13.5.1. Education—Eligible employees who obtain or who have obtained a
graduate degree of approved subjects at an accredited college or
university will receive $75.00 per pay period.
13.5.2. Certification/License—Eligible employees who obtain or who have
obtained an OC San approved certification or license will receive $15.24
per pay period per certificate or license with a maximum of three (3)
certificates and/or licenses.
13.5.3. Grade V Pay— Employees who receive Grade V pay in accordance with
the applicable OC San policy are ineligible to receive Development Pay
for their Grade V California Wastewater Treatment Plant Operator
Certificate. Employees who possess a Grade V Certificate and do not
meet the criteria for Grade V Pay are eligible for Development Pay in
accordance with the Development Pay Program Guidelines.
13.6. Employees who are placed on a PIP due to a needs improvement performance
review on the year-end performance appraisal are not eligible for Development Pay
until the PIP is satisfactorily completed.
13.7. Employees who are placed on a PIP due to needs improvement performance outside
the year-end appraisal will have all Development Pay suspended until the PIP is
satisfactorily completed. The return of Development Pay will not be retroactive.
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13.8. Salary Range Adjustments
13.8.1. Effective the first pay period in July 2022, employees under this
Agreement will receive salary range adjustments at a flat rate of 4.5%.
13.8.2. Effective the first pay period in July 2023, employees under this
Agreement will receive salary range adjustments at a flat rate of 4.0%.
13.8.3. Effective the first pay period in July 2024, employees under this
Agreement will receive salary range adjustments at a flat rate of 3.5%.
13.9. Investment Incentive Salary (IIS)
13.9.1. An additional amount of 4% of base salary will be paid to employees
hired or promoted into the Group on or before October 16, 2003 in a
lump-sum amount each pay period. This provision continues to make
employees whole as a result of the Ventura decision. The above
percentages will not be counted toward base salary for the purpose of
salary surveys.
13.9.2. In addition, employees hired or promoted into the Group on or before
October 16, 2003 will be paid $1250 annually or$48.08 per pay period in
IIS to further encourage savings and investment for retirement.
13.9.3. IIS amounts are applied to annual, retirement, and termination leave
payouts for eligible employees.
13.10. One-Time Lump Sum Payment—Employees hired or promoted into the Group as of
the last day of the first full pay period in July 2022 will receive a $1,500 one-time
payment.
ARTICLE 14. - SEVERANCE PAY
14.1. Except for disciplinary cause or release from probation, when a full-time employee is
terminated by action of OC San, the employee will be notified in writing two (2)weeks
prior to the effective separation date. The employee will be entitled to severance pay
in accordance with the formula set forth below:
14.1.1. Full-time, regular employees will be entitled to eight (8) hours pay for
each full calendar month of continuous employment not to exceed one
hundred sixty(160) hours pay.
14.1.2. Employees in limited term or part-time positions, probationary employees
and employees who are separated for cause are not eligible for
severance pay under any circumstances.
ARTICLE 15. - DEFERRED COMPENSATION
15.1. Employees may participate in OC San approved deferred compensation plan, subject
to IRS requirements, and in accordance with all guidelines for voluntary participation
established by OC San management.
15.2. Effective the first full pay period in July 2022, employees covered by OCERS Plans B
and U and who participate in the deferred compensation plan, are eligible to receive
up to a $235 per month matching OC San contribution.
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ARTICLE 16. - HOLIDAYS
16.1. The days listed below are observed by OC San as holidays. Employees will receive
holiday pay if their entire scheduled work shifts immediately preceding and following
the holiday are in a paid payroll status, meaning the employee worked those shifts or
utilized paid time off in lieu of working those shifts. When an employee's work
schedule requires that they work on an observed holiday, the employee will be paid
at the employee's regular rate of pay for the holiday, and will also receive pay at the
rate of one and one half(1.5)times his/her regular hourly rate for all hours actually
worked. Employees may also elect to receive Holiday Compensatory Time Off on an
hour for hour basis rather than receive holiday pay, if requested by December 31 of
the prior year on the Holiday Comp Cashout Form. When a holiday occurs on an
employee's regular scheduled day off, the employee will accrue compensatory time
off for the amount of hours normally scheduled for that day. Employees with a
compensatory time off balance in excess of fifty (50) hours as of the last pay period
ending in October will receive a mandatory payout for the hours that exceed fifty (50).
The mandatory payout shall be made in the form of a contribution into the employee's
HRA according to Article 20— Insurance, Health Reimbursement Arrangement,
Section 20.15.4.
Holidays
New Year's Day
Martin Luther King, Jr. Day
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Day before Christmas
Christmas Day
Floating Holiday(refer to
section 16.2)
16.2. Floating Holiday: Employees will be granted "Floating Holiday" hours equal to and no
less than one (1) regular workday during each calendar year. Floating Holiday hours
may be utilized in one quarter(.25) hour increments. New employees shall be
granted a "Floating Holiday"on a pro rata basis in the first calendar year of service
per the following table:
Hire Date Percent
1s'Quarter(January-March) 100%
2nd Quarter(April-June) 75%
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Hire Date Percent
3" Quarter(July-September) 50%
41h Quarter(October-December) 0%
16.3. Employees must use the "Floating Holiday"within the year it is granted, and it is not
subject to cash out or eligible for any mandatory payout regardless of reason. Every
effort will be made to approve an employee's request for a "Floating Holiday"off
providing sufficient notice is given.
16.4. Part-time employees are eligible for holiday benefits on a pro-rata basis as set forth
in applicable OC San Policy.
ARTICLE 17. - HOURS OF WORK
17.1. The work schedule for full-time employees will be eighty (80) hours per biweekly pay
period, normally scheduled in shifts of five (5)eight 8-hour days each week, four(4)
nine-9-hour days each week and one (1)additional 8-hour day on alternate weeks
(9/80), four(4)ten 10-hour days each week (8/80), or three (3)twelve 12-hour days
each week and one (1)additional 8-hour day on alternate weeks (7/80). However,
with the approval of the employee's supervisor, employees may be allowed to flex
their schedule within the pay period provided that the business needs, work flow, and
customer service needs of OC San are met.
17.2. OC San may, at its sole discretion, change an employee's work schedule with thirty
(30)days written notice to the affected employee, which may be waived by the
employee per written request.
17.2.1. The 30-day notice will not be applicable if the change is a result of a
reasonable accommodation.
17.3. OC San may provide the option of telecommuting, as set forth in the Telecommuting
Policy.
ARTICLE 18.
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ARTICLE 19.
(This article intentionally left blank)
ARTICLE 20. - INSURANCE
20.1. OC San will provide healthcare and welfare insurance benefits.
20.2. All insurance coverage will become effective on the first day of the month following
date of hire, regardless of hire date. An open enrollment period will be held annually.
20.3. Medical Insurance
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20.3.1. OC San will provide medical health insurance coverage through a Health
Maintenance Organization (HMO) medical insurance plan, a Preferred
Provider Organization (PPO) medical insurance plan, and a High
Deductible Health Plan (HDHP).
20.4. Regular, full-time employees OC San will contribute 90% of employee only premiums
for the HMO medical health plans and 80% of employee only premiums for the PPO
medical plan. OC San will contribute 80% of the employee +1 dependent and full
family premiums for the HMO or PPO medical plans. Any change in insurance rates
will be shared equally in same ratio as OC San and employees currently pay
premiums. Before the renewal of any OC San sponsored health insurance plan, the
parties agree to meet and confer as to changes in the plan.
20.5. Regular, part-time employees Part-time employees are eligible for medical insurance
benefits on a pro-rata basis as set forth in the applicable OC San Policy.
20.6. The HDHP will be accompanied by a Health Savings Account(HSA)to pay for
qualified medical expenses. OC San will use a portion of the cost savings in
premiums to fund the HSA accounts during active employment only. The HSA will be
funded with the savings generated annually by calculating the difference between OC
San's share of the PPO and HDHP premiums. Exact HSA account funding will be
calculated annually, prior to open enrollment, in an amount up to the difference in
deductibles, not to exceed OC San's aforementioned annual premium cost savings.
20.7. OC San may reopen negotiations at any time during the term of this agreement to
address the impact of the Affordable Care Act(ACA).
20.8. Group Insurance Premiums
20.8.1. Group insurance premiums that are paid by salary redirection can be
made on a pre-tax basis.
20.9. Life Insurance
20.9.1. OC San will pay the full premium for$50,000 term life insurance on each
employee.
20.10. Short Term Disabilitv
20.10.1. OC San will provide a non-work related, short-term disability indemnity
plan that provides benefits for employees equal to the maximum weekly
amount provided through California's State Disability Insurance (SDI)
program for up to twenty-six (26)weeks following a fourteen (14)
calendar day waiting period.
20.11. Long Term Disability
20.11.1. OC San will provide a non-work related, long-term disability indemnity
plan that pays two-thirds of the employee's rate of pay in effect at the
time of such disability, not to exceed $5,000 per month, following a 90-
day waiting period of continuous disability, at such time that an employee
completes five (5)years of service.
20.11.2. For participants age 64 and younger, the maximum period of payment is
based on the Social Security Act retirement age of 65. For participants
age 65 and older, the maximum period of payment is specified. The
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specified periods and additional information about coverage is included
in OC San's long term disability plan contract accessible on the intranet.
20.11.3. No combination of disability or sick leave pay will result in more than an
employee's regular rate of pay. Employees may not receive short-term
and long-term disability benefits at the same time. An employee who is
otherwise not eligible for OC San paid Long Term Disability may
purchase such coverage at their own expense.
20.12. Dental Insurance
20.12.1. OC San will contribute 80% of employee only and full family premiums
for dental insurance.
20.13. Vision Insurance
20.13.1. OC San will provide a vision insurance plan for regular, full-time
employees and eligible dependents. Part-time employees are eligible for
vision insurance benefits on a pro-rata basis as set forth in applicable
OC San Policy.
20.14. Retiring Employees
20.14.1. OC San will pay, for employees hired prior to July 1, 1988, two and one-
half(2.5) months' premium for each year of continuous service of a
retiring employee towards the premium costs of coverage for the
employee and eligible dependents under OC San medical plan.
20.14.2. In the event OC San adds additional optional insurance plans, OC San's
share of the premium will be the same as for existing plans as set forth
above. In the event OC San changes underwriters for existing insurance
plans, OC San's share of the premium will be the same as for existing
insurance plans as set forth above.
20.14.3. OC San will continue to implement the retiree medical health premium
offset program wherein the cost of health premiums are offset by$10 per
month for every full year of continuous service up to a maximum of 25
years or$250 per month.
20.14.4. Continuous service is calculated based on benefitted employment. Time
as an intern or in non-benefitted status shall not count toward continuous
service.
20.15. Health Reimbursement Arrangement: OC San will establish a Health
Reimbursement Arrangement (HRA)for all employees in the Group, per Internal
Revenue Guidance Rev. Rul. 2002-41 and Rev. No. 2002-45.
20.15.1. All employees of the Group shall be required to contribute uniformly to
the HRA according to the following plan design and may not opt out.
20.15.2. All mandatory sick leave payouts shall be contributed to the employee's
HRA according to the provisions in Article 27— Leave of Absence with
Pay, Sections 27.2.5 and 27.2.11.
20.15.3. All mandatory vacation payouts shall be contributed to the employee's
HRA in accordance with Article 27— Leave of Absence with Pay, Section
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27.1.5.
20.15.4. All mandatory compensatory payouts shall be contributed to the
employee's HRA in accordance with Article 16 - Holidays, Section 16.1.
20.15.5. In the event of death while employed at OC San, any compensation as a
result of any accrued and unused sick leave, vacation leave, and
compensatory leave payouts shall be paid to the employee's designated
beneficiaries.
20.15.6. In the event of death, the employee's HRA account and all remaining
monies within the account shall be transferred to the qualified dependent
of record. The qualified dependent of record is a designation defined by
IRS rules rather than an employee-chosen beneficiary. In the event there
is no qualified dependent of record, all assets in the HRA shall be
forfeited and distributed on a non-discriminatory basis to remaining plan
participants.
20.15.7. In the event of termination by OC San, any compensation as a result of
accrued and unused sick leave, vacation leave, and compensatory leave
payouts shall be paid directly to the employee.
20.15.8. OC San shall pay the administrative costs of the HRA plan up to a
maximum of$30 per year per employee. Employees shall be responsible
for any asset management fees.
20.15.9. Effective the last full pay period in October 2022, OC San will contribute
$50 per month to each employee's HRA account.
ARTICLE 21. - REIMBURSEMENT ACCOUNT
21.1. Section 125 of the Internal Revenue Code permits employees to use pre-tax dollars
to pay for their portion of the cost of benefits under the Plan through salary
redirection arrangements. The options available under the flexible benefits program
are listed below. This is a brief overview of the different options. For complete
information regarding Flexible Spending Accounts employees must refer to the plan
booklet available in the Human Resources Department.
21.2. Medical Reimbursement Account
21.2.1. The purpose of this account is to provide a method through which the
employee can accumulate pre-tax funds in a Medical Care
Reimbursement Account for purposes of reimbursing himself/herself for
payment of health care costs not otherwise covered by his/her medical
insurance.
21.3. Dependent Care Assistance Account
21.3.1. The purpose of this account is to provide a method through which the
employee can accumulate pre-tax funds in a Dependent Care Assistance
Account for purposes of reimbursing himself/herself for child care
expenses or day care for a disabled dependent.
ARTICLE 22. - EXTRAORDINARY SERVICES COMPENSATION
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22.1. Employees in the Group are exempt from the overtime provisions of the Fair Labor
Standards Act. However, when services are required beyond what is normally
expected of a position in this Group, employees will be eligible to receive additional
compensation, as defined herein, for performing extraordinary services.
Extraordinary services shall be defined as:
22.1.1. The General Manager declares an emergency. A declaration of an
emergency is at the sole discretion of the General Manager whose
decision is final and not subject to any other provision of this Agreement,
including Article 11 —Grievance Procedure or Article 12— Problem
Solving Procedure.
22.1.2. The General Manager determines that there exists a critical event. A
critical event is defined as work of a prolonged nature; involving non-
emergency related services; major special projects; or when a
substantial effort must be expended to meet a compliance date or
scheduled deadline. The designation of a critical event is at the sole
discretion of the General Manager whose decision is final and not
subject to any other provision of this Agreement, including Article 11 —
Grievance Procedure or Article 12— Problem Solving Procedure.
22.1.3. Written approval of a critical event must be obtained in advance of the
work to be performed. The authorization shall set forth the work to be
accomplished, the anticipated start and end date and those employees
expected to participate in the work. The Department Head, or designee,
will be responsible for determining the actual start and end date as well
as those who actually work the event.
22.2. Upon the declaration of an emergency or upon the designation of a critical event,
employees will be compensated as follows:
22.2.1. Compensation will be restricted to those employees that are assigned to
the event, independent from which department they are assigned.
22.2.2. For emergencies, compensation will occur for all hours outside the
employee's regularly scheduled work shift. For critical events,
compensation will occur for all hours after an initial 10 hours of
uncompensated time has elapsed.
22.2.3. Employees in the Operations Supervisor classification will receive
additional compensation at one and one-half(1.5)times their regular rate
of pay. All other classifications shall receive straight time compensation.
ARTICLE 23. - PROBATIONARY PERIOD
23.1. All new employees serve an initial probationary period beginning with the date of hire
and extending to at least the first day of the pay period following one-year of
employment without a break in service. Extended absence without pay, short-term
and long-term disability and Workers' Compensation leave does not provide an
opportunity to judge an employees' capability to meet performance expectations for a
position, and thus the time spent on such leaves will not be included towards
completion of the probationary period and may result in an extension.
23.2. Employees who are rehired following a break in service must complete a new
probationary period whether or not one was previously completed.
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23.3. New employees serving their initial probationary period shall be eligible for
Development Pay and/or certification/license reimbursement the first day of the pay
period following six months of employment without a break in service.
23.4. An employee may be released during his/her initial probationary period at the
discretion of OC San without recourse to the Grievance, Discipline or Appeal
Procedure (i.e., an employee is "at-will"during his/her initial probationary period).
Employees within the initial probationary period do not have any property rights in
their job during probation and may be separated with or without cause.
23.5. Employees who are reassigned or laterally transferred will serve a probationary
period of six months. The "probationary period" shall not divest an employee of
his/her property right in his/her former position. Rejection of probation during this
period shall result in the employee reverting to his/her former assignment and/or
position.
ARTICLE 24. - PROMOTIONS
24.1. A promotion is the appointment of an employee to another classification with a higher
maximum rate of pay. OC San will determine whether a vacant position will be filled
as an open or promotional recruitment. Whenever OC San intends to fill a position by
promotion, OC San will post the opportunity for a minimum of ten (10) business days.
Employees must apply during the period of posting. Notices will be posted on OC
San's intranet.
24.2. A promoted employee will serve a promotional probationary period lasting at least
until the first day of the pay period six months after the effective date of the
promotion.
24.3. At any time during the promotional probationary period, an employee may be
returned to his/her previous position. The promotional probation period may be
extended by mutual agreement between the employee and OC San management for
up to ninety (90) days.
24.4. If an employee is promoted during his/her initial probationary period, the period will
be extended until at least the first day of the pay period six months after the effective
date of the promotion.
24.5. Promoted employees will receive the equivalent of a one (1) step increase in pay, not
to exceed the top of the range for the new classification or the minimum rate of the
new classification whichever is greater.
ARTICLE 25. - RETIREMENT
25.1. OC San will continue participation in the Orange County Employees Retirement
System (OCERS), wherein all full-time employees and part-time employees
scheduled to work twenty(20) hours per week or more are considered members.
The following retirement program is in effect pursuant to the contract between
OCERS and OC San.
25.1.1. Employees hired on or after September 21, 1979 and before October 1,
2010: OC San will continue to contract with OCERS to provide the 2.5%
@ 55 benefit formula (Plan H) based on the highest consecutive thirty-six
(36) months average earnings, past and future service.
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25.1.1.1. OC San will continue to pay 3.5% of an eligible employee's
base salary towards the employee's contribution to OCERS.
25.1.2. Employees hired on or after October 1, 2010 and before January 1,
2013: OC San will contract with OCERS to provide the 1.667% @ 57.5
benefit formula (Plan B) based on the highest consecutive thirty-six(36)
months average earnings, past and future service.
25.1.2.1. OC San will pay 0% of an eligible employee's base salary
towards the employee's contributions to OCERS.
25.1.3. Employees hired on or after January 1, 2013: OC San will contract with
OCERS to provide the 2.5% @ 67 benefit formula (Plan U - PEPRA)
based on the highest consecutive thirty-six (36) months average
earnings, past and future service.
25.1.3.1. OC San will pay 0% of an eligible employee's base salary
towards the employee's contribution to OCERS.
25.2. All monies actually contributed into the retirement system by an employee will be
deducted from gross salary for taxation purposes in accordance with Internal
Revenue Code provisions.
ARTICLE 26. — SHIFT DIFFERENTIAL
26.1. Employees who are assigned to work a night shift that consists of 50% or more of the
hours between 6:00 p.m. and 6:00 a.m. and who actually work that shift will receive a
shift differential of$3.00 per hour.
ARTICLE 27. — LEAVE-OF-ABSENCE WITH PAY
27.1. Vacation Leave
27.1.1. Except as otherwise provided, regular full-time employees accrue
vacation leave, beginning with the first day of employment, in
accordance with the following schedule:
Years of Service Hours-Biweekly Hours-Annual
In years 0 through 4 3.08 80
In years 5 through 10 4.62 120
In year 11 4.93 128
In year 12 5.24 136
In year 13 5.54 144
In year 14 5.85 152
In year 15 6.16 160
In year 16 6.46 168
In year 17 6.77 176
In year 18 7.08 184
In year 19 7.39 192
In year 20 and over 7.69 200
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27.1.2. Part-time employees accrue vacation leave on a pro-rata basis as set
forth in applicable OC San Policy.
27.1.3. Vacation leave may only be utilized in increments of one-quarter hour or
more. Vacation leave is accrued for all paid hours, including hours
actually worked and hours in a paid-leave payroll status.
27.1.4. When unpaid absences occur, vacation leave accruals will be applied by
straight proration of leave accruals based on the number of hours paid
within the pay period, and is applicable to all types of leave, whether
legally protected or not.
27.1.5. Annual Payoff. Employees may have a maximum accumulation of two
hundred (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 two hundred (200) hours, it must be used prior to said
December date, all other remaining hours in excess of two hundred (200)
will be contributed into the employee's HRA according to Article 20—
Insurance, Health Reimbursement Arrangement, Section 20.15.3. This
will occur in the first pay period in January at the employee's then current
hourly rate of compensation.
27.2. Sick Leave
27.2.1. Definition. Sick leave is an insurance or protection provided by OC San
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: to
attend to the illness or injury of a family member as hereinafter defined:
or, for an employee who is a victim of domestic violence, sexual assault,
or stalking, for the purposes described in Labor Code sections 230(c)
and 230.1(a). Temporary employees shall receive sick leave benefits as
required by State law.
27.2.2. Method. - 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.
27.2.3. Part-time employees accrue sick leave on a pro-rata basis as set forth in
applicable OC San Policy.
27.2.4. When unpaid absences occur, sick leave accruals will be applied by
straight proration of leave accruals based on the number of hours paid
within the pay period, and is applicable to all types of leave, whether
legally protected or not.
27.2.5. Annual Payoff. Employees may elect annually to be paid for any unused
sick leave hours accrued through the last pay period ending in October
at their current hourly rate according to the following payoff schedule.
The mandatory payout shall be made in the form of a contribution into
the employee's HRA according to Article 20— Insurance, Health
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Reimbursement Arrangement, Section 20.15.2:
Accrued Sick Leave Hours Rate of Payoff
0-100 0%
101-240 25%
241-560 35%
Over 560 (mandatory) 50%
27.2.6. Employees who terminate for any reason other than retirement or death
will be compensated for any accrued and unused sick leave according to
the above schedule. Employees who retire or decease with twenty(20)
years or more of service will be paid at the one hundred percent(100%)
rate for all accrued and unused sick leave. Employees who retire or
decease with less than twenty(20)years of service will be paid at the
seventy-five percent(75%) rate for all accrued and unused sick leave.
27.2.7. Permissible Uses. Sick leave may be applied only to:
27.2.7.1. Absence due to illness, injury or pregnancy of an employee.
27.2.7.2. Absence due to medical and dental office appointments of an
employee when approved by the employee's supervisor.
27.2.7.3. Absence for the care of the employee's father, father-in-law,
mother, mother-in-law, brother, sister, husband, wife,
domestic partner, child, child of domestic partner,
grandparent, grandchild, legal guardian, or family member
with whom the employee resides.
27.2.7.4. Absence due to a job-related injury.
27.2.7.5. Absence related to an employee who is a victim of domestic
violence, sexual assault, or stalking, for the purposes
described in Labor Code sections 230(c) and 230.1(a).
27.2.8. General Provisions. To qualify for sick leave pay, the employee must
notify OC San at or in advance of the time the employee is scheduled to
report for duty. Minimum charge to the employee's sick leave account
will be one-quarter(0.25) hour increments.
27.2.9. The Human Resources Department and department management will be
responsible for controlling the abuse of the sick leave privilege. 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 the Human Resources Department.
Upon return to work, a written doctor's release must be submitted to the
Human Resources Department. For absences of one (1)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 the Human Resources Department.
27.2.10. 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
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Family Rights Act("CFRA"), the certification requirement will comply with
the provisions of these Acts.
27.2.11. Sick Leave Incentive Plan. If the average sick leave usage of employees
in the Group is under forty(40) hours per year, calculated on annualized
actual time off from October to October, based on the last pay periods
ending in October, exclusive of catastrophic illness or injury requiring
absence in excess of two hundred (200) hours or industrial injury leave in
excess of eighty(80) hours, the annual payoff for unused sick leave will
be as follows in the chart below. The mandatory payout shall be made in
the form of a contribution into the employee's HRA according to Article
20— Insurance, Health Reimbursement Arrangement, Section 20.15.2:
Accrued Sick Leave Hours Rate of Payoff
0— 100 15%
101 —240 45%
241 —560 60%
Over 560 (mandatory) 75%
27.3. Jury Duty Leave
27.3.1. Any full-time, including probationary, employee who is called for jury duty
will 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.
27.3.2. Prior to jury duty service, employees must complete an online time off
request form. 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('/2) of a regular shift remaining. Employees are not
compensated for jury duty occurring on scheduled days off.
27.3.3. An employee serving jury duty must obtain an attendance slip from the
court to be submitted to his/her supervisor with his/her timesheet in order
to be eligible for regular pay for those hours of absence due to jury duty.
27.4. Witness Leave
27.4.1. 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, will,
upon approval of an online time off request, be entitled the time
necessary to comply with such subpoena. An employee's regular pay
will be reduced by the amount of witness leave pay received, exclusive
of mileage.
27.4.2. An employee so subpoenaed must submit a copy of the subpoena to
his/her supervisor and complete an online time off request form in order
to be eligible for pay for such absence. To be entitled to receive regular
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pay for such witness leave, the employee must report for work at OC
San 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.
27.5. Military Leave
27.5.1. A request for military leave will be made upon leave-of-absence forms
approved by the Human Resources Department and will 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 will
be submitted with the request.
27.5.2. Provisions of the Military and Veterans Code of the State of California,
Sections 395-395.5 will govern military leave. In general, current law
provides that an employee having one (1)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, administrative
leave, 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.
27.6. Bereavement Leave
27.6.1. Any full-time employee, whether probationary or regular, shall receive a
maximum of thirty-six (36) hours off with pay for the death or funeral of
an immediate family member. Bereavement leave shall be used within
six (6) months of the death of the immediate family member. Immediate
family member is defined as the employee's father, step-father, father-in-
law, mother, step-mother, mother-in-law, brother, step-brother, sister,
step-sister, husband, wife, domestic partner, biological child, adopted
child, step-child, child of a domestic partner, grandchild, grandparent,
foster parent, foster child, legal guardian, or any family member with
whom the employee resides. Employees must submit an online time off
request form for approval by their supervisor. Employees may be
required to furnish evidence satisfactory to OC San of the family
member's death and the employee's relationship to the deceased family
member. Employees may submit requests for bereavement leave after
the six(6) months to the Director of Human Resources or designee, who
has the discretion to grant or deny such requests. Any denial of a
request for the use of bereavement leave after the designated six(6)
months is not grievable or otherwise subject to appeal.
27.6.2. Part-time employees are eligible for bereavement leave on a pro-rata
basis as set forth in applicable OC San Policy.
27.7. Administrative Leave
27.7.1. Effective the first pay period in July, regular full-time employees in the
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Group shall be granted forty (40) hours of Administrative Leave.
Employees who are hired or promoted into the Group shall be granted
Administrative Leave on a pro-rata basis per the following schedule:
Hire Date Percent
July-September 100%
October- December 75%
January- March 50%
April -June 0%
27.7.2. Administrative Leave will be administered in accordance with the
following guidelines:
27.7.2.1. Administrative Leave may be used in one-quarter-(0.25) hour
increments.
27.7.2.2. Any unused Administrative Leave, within the fiscal year
granted, will not be carried over to the next fiscal year.
27.7.2.3. Any unused Administrative Leave, within the fiscal year
granted, is not subject to cash out or eligible for any mandatory
payout.
27.7.2.4. Employees who cease to be part of the Group for any reason
will forfeit any unused Administrative Leave.
ARTICLE 28. — LEAVE-OF-ABSENCE WITHOUT PAY
28.1. It is the policy of OC San to grant employees leaves-of-absence without pay under
certain circumstances and in accordance with state and federal benefit entitlement
laws. Except as stated below, employees will not receive compensation during an
unpaid leave-of-absence. Employees will not be granted an unpaid leave of absence
prior to exhausting all paid leave accrual balances, excluding employees protected
by PDL (Pregnancy Disability Leave)/FMLA (Family and Medical Leave Act)/CFRA
(California Family Rights Act)for their own serious health condition.
28.2. Using the prescribed forms, approved by OC San management, any full-time,
including probationary, or part-time employees with at least fifty-two (52)weeks of
service and at least twelve hundred fifty (1,250) hours of service, may be granted an
FMLA and/or CFRA leave-of-absence without pay, not to exceed twelve (12)weeks
in a rolling twelve (12) month calendar period. A"rolling"twelve (12) month period is
measured backward from the date the employee uses the leave. A request for leave
of absence without pay must be made upon prescribed forms in all instances where
an employee is absent without pay for more than five (5) consecutive working days,
or for absences of ten (10)working days or more when using paid sick leave
accruals.
28.3. Substitution of Paid Leave.
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28.3.1. Employees who request FMLA and/or CFRA Leave for qualifying
purposes other than the employee's own serious health condition will be
required to use all accruals before unpaid leave is granted.
28.3.2. Vacation, administrative leave or personal leave accruals may be used
for the care of the employee's father, step-father, father-in-law, mother,
step-mother, mother-in-law, brother, step-brother, sister, step-sister,
husband, wife, domestic partner, biological child, adopted child, step-
child, foster child, legal ward, child of a domestic partner, grandchild,
grandparent, foster parent, legal guardian, or any family member with
whom the employee resides.
28.4. Permissible Uses
28.4.1. FMLA Leave. FMLA leave may be used for:
28.4.1.1. The birth of a child or to care for a newborn of an employee;
28.4.1.2. The placement of a child with an employee in connection with
the adoption or foster care of a child;
28.4.1.3. The care for the employee's father, step-father, father-in-law,
mother, step-mother, mother-in-law, brother, step-brother,
sister, step-sister, husband, wife, biological child, adopted
child, step-child, foster child, legal ward, child of a domestic
partner, grandchild, grandparent, foster parent, legal guardian,
or any family member with whom the employee resides, who
has a serious health condition, as defined in the Act;
28.4.1.4. The employee's own serious health condition that renders the
employee unable to perform the essential functions of his or
her position, including incapacity due to pregnancy;
28.4.1.5. A qualifying exigency arising out of the fact that an employee's
family member is on covered active duty or called to covered
active duty status in the Armed Forces. A qualifying exigency
may include activities such as making arrangements for
childcare, attending counseling relating to the active duty of
the service member, or attending to farewell or arrival
arrangements for the service member;
28.4.1.6. The care for the employee's family member or"next of kin"
service member of the United States Armed Forces who has a
serious injury or illness incurred in the line of duty while on
active military duty. This leave may consist of up to 26 weeks
of unpaid leave during a single 12-month period.
28.4.2. CFRA Leave. CFRA Leave may be used for:
28.4.2.1. The same purposes as FMLA Leave, including the care of a
domestic partner or child of a domestic partner, and will run
concurrently with FMLA leave.
28.4.2.2. CFRA Leave may not be used for 1)an employee's incapacity
due to pregnancy, or 2)to care for a family member or next of
kin with a serious injury or illness incurred in the line of duty.
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However, incapacity due to pregnancy may entitle an
employee to up to four(4) months of pregnancy disability leave
under California's Pregnancy Disability Leave (PDL) law.
28.5. General Provisions
28.5.1. Requests for FMLA and CFRA Leave
28.5.1.1. Where the need for Leave is foreseeable, OC San requests
thirty(30)days advance notice.
28.5.2. Medical Certification
28.5.2.1. As a condition of FMLA and/or CFRA Leave because of a
serious health condition, OC San may require certification by
the employee's attending physician in accordance with the
Department of Labor(DOL) regulations.
28.5.3. Medical and Dental Premiums
28.5.3.1. During FMLA and/or CFRA Leave, OC San will pay for medical
and dental benefits at the same level as coverage would have
been provided if the employee was not on leave. The
employee will be required to pay his or her share of medical
and dental premiums. Failure to submit a monthly co-payment,
in full, within forty-five (45)days of the invoice date will result in
loss of group coverage. Coverage will be reinstated upon
return to active employment.
28.5.4. Reinstatement
28.5.4.1. Upon expiration of FMLA and/or CFRA Leave, the employee
will be reinstated to the same or a comparable position unless
the employee would not otherwise have been entitled to that
position for reasons unrelated to such leave (e.g., lay-off), in
which case OC San's obligation to continue health and dental
or other benefits will cease.
28.5.5. OC San Employment of Spouses/Domestic Partners
28.5.5.1. FMLA Leave Married employees will be limited to a combined
total of twelve (12)weeks FMLA or CFRA Leave in a rolling
twelve (12) month calendar period for the care of a parent or
newly born or placed child.
28.5.6. General Leave
28.5.6.1. Employees who have exhausted all paid time off accruals may
request to be granted a general leave-of-absence by OC San
management to attend to personal matters, or for FMLA and/or
CFRA qualifying events after the expirations of previously
authorized leave.
28.5.6.2. During a general leave-of-absence, the employee will be
required to pay both OC San's and the employee's share of
medical and dental premiums.
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28.5.6.3. Failure to submit a monthly co-payment, in full, within forty-five
(45)days of the invoice date will result in loss of group
coverage. Coverage will be reinstated upon return to active
employment.
28.5.7. Return to Work Policy
28.5.7.1. An employee who has been absent from work due to a
medical reason may be subject to a Return-to-Work medical
evaluation.
28.5.7.2. If it is determined that the job demands of the position last held
by the employee are not compatible with the employee's
restrictions (with reasonable accommodation if the employee is
disabled within the meaning of the ADA/FEHA) and the
employee is willing to return to work, placement in an
alternative position, if available, will be considered. The
employee will be re-classified as medically disqualified while
alternative positions are being considered. Such time off will
be without pay; however, the employee may elect to use
accrued leave hours, such as vacation, sick or personal, to
receive compensation. Placement of an employee in an
alternative position requires a pre-placement medical
evaluation for the alternative job.
28.5.7.3. If it is determined that the job demands of the position last held
by the employee are not compatible with the employee's
restrictions (and cannot be reasonably accommodated if the
employee is disabled within the meaning of ADA/FEHA)and
there is not an alternative position, or the employee's
restrictions are not compatible with an alternative position, or
the employee is not willing to return to work, the employee will
be re-classified as medically disqualified and not permitted to
work. Thereafter, the employee will be retired for disability, if
eligible, or dismissed. Such dismissal will not imply
disciplinary action for cause. If requested, the employee's file
will indicate the employee left for personal reasons.
28.5.8. Bridge of Service
28.5.8.1. If an employee is dismissed per Section 28.5.7.3 and then is
rehired to a position within OC San within one (1)year, OC
San will bridge the employee's service date. Bridging of
service procedures involve adding the total number of days
away from work to the employee's original date of hire.
28.5.9. Failure to Return to Work
28.5.9.1. If, upon the expiration of FMLA and/or CFRA Leave, or any
OC San-approved extension thereof including General Leave,
an employee fails to return to work and no additional leave has
been authorized, the employee will be considered to have
automatically resigned from his/her position. In such cases, the
employee will receive advance notification of OC San's intent
to implement an automatic resignation.
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28.5.10. Compliance with Law
28.5.10.1.These Leave-of-Absence provisions will be interpreted and
applied in a manner that is consistent with the provisions of
FMLA, CFRA, ADA and all other laws. In the event there is a
direct conflict between these provisions, as written or applied,
the provisions of law will govern.
ARTICLE 29. - CLASSIFICATION STUDIES
29.1. The law requires meet and confer over changes to wages, hours, and terms and
conditions of employment; OC San is committed to complying with the law.
29.2. An employee who believes his/her position is not properly classified may submit a
written request to the Department Head asking that a classification study be
conducted. The Department Head will acknowledge the request in writing and review
the request for accuracy, and forward it to the Human Resources Department for
consideration and response. Classification studies will only be conducted twice a
year in November and during the budget process; therefore, classification study
requests shall be submitted October 1 st for the November review and according to
the Finance budget schedule which normally requests all information by the end of
February. OC San management may also conduct classification studies at their
discretion to ensure that the duties and responsibilities of all employees are
appropriately allocated within the classification structure.
29.2.1. The findings of the Human Resources Department are final and not
subject to the appeal, problem-solving or grievance processes.
29.2.2. All classification study findings regarding existing classifications are
subject to approval by the General Manager; findings recommending a
new job classification range are subject to approval by OC San's Board
of Directors. The recommendations of the classification study will be
implemented in the first pay period immediately following the completion
of the study unless the recommendations require action to be taken by
the Board of Directors prior to implementation. In such event, the
recommendations will be implemented in the first pay period immediately
following authorization by the Board.
29.3. Y-Rating
29.3.1. In the event the duties and responsibilities of a position are allocated to a
lower paid classification, the salary of the incumbent of that position will
remain unchanged.
29.3.2. Y-rating will be granted for all reclassifications where employees are
working in a job classification with a lower maximum rate of pay resulting
from changes to OC San's staffing requirements, organizational structure
or"bumping" associated with layoffs. Y-rating shall not apply in cases
involving disciplinary actions or voluntary changes to a job classification
with a lower maximum rate of pay (unless otherwise authorized by the
General Manager).
29.3.3. The Y-rate will remain in effect until the salary range for the new
classification equals or exceeds the employee's Y-rated salary.
Employees become eligible for merit increases and range adjustments
when the Y-rate is no longer in effect.
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29.4. Reopener: OC San and SPMG agree to reopen this Agreement to meet and confer
regarding the comparison agencies used for any classification and compensation
studies.
ARTICLE 30. - DRIVER'S LICENSE
30.1. Employees who are required by OC San to drive must notify their supervisor and the
Risk Management Division immediately upon receipt of any suspension or revocation
of their California Driver's License privileges. Failure to do so could result in
disciplinary action up to and including separation.
30.2. If an employee whose license is suspended or revoked and is unable to perform
his/her regular duties and responsibilities notifies OC San in a timely fashion, an
attempt will be made to place the employee in an equal or lower level position for
which he/she is qualified. Placement in the range of the new classification is subject
to OC San's management discretion.
30.3. OC San will continue to pay the license renewals and physical examination costs of
Class A and B licenses that are specifically required by OC San.
ARTICLE 31. - LAYOFF PROCEDURE
31.1. If, in the sole discretion of OC San's management, personnel reductions are
necessary, layoff order and recall lists will be developed based upon job
classification, priority of function,job performance, individual qualifications and
seniority. The Group and employees subject to lay off will be provided with at least
two (2)weeks notification in writing whenever possible.
31.2. Employees in classifications subject to layoff may request a voluntary demotion to
any previously held position for which they remain qualified. Such request must be
made in writing to the Human Resources Department within five (5)days of receipt of
the Layoff Notice. The salary of an employee who voluntarily demotes will be
unchanged, except that it may not exceed the top step of the range for the lower level
classification.
31.3. Recall lists will be developed for all classifications experiencing personnel reductions,
and will be maintained for a period of two (2)years from the date of layoff. Individuals
will be placed on the list in the inverse order of layoff, so that the last person laid off is
the first recalled. When a vacancy occurs in a classification for which a Recall list
exists, an offer of reemployment will be made to the individual on the top of the list.
That individual must respond to the offer within five (5) days, or the offer will be made
to the next person on the list. An individual who either does not respond or refuses
three (3)consecutive offers will have his/her name removed from the list.
31.4. All notification and responses must be in writing and delivered either in person or by
Certified Mail. It is the responsibility of all employees to keep the Human Resources
Department informed of their current address, or where they may be contacted.
ARTICLE 32. - LIGHT DUTY
32.1. An employee who is released by a physician to perform limited duties because of a
temporary disability may be assigned to light duty at the discretion of OC San. Light
duty may consist of duties other than those normally performed by the employee and
that are within the employee's medical restrictions. An employee assigned to light
duty will be paid the regular wage rate for the job classification to which he or she
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was assigned prior to being temporarily disabled.
ARTICLE 33. - MEDICAL EXAMINATION
33.1. When there is reasonable evidence to suggest that an employee is impaired in a
manner that endangers his/her own health or safety, or that of others, OC San may
require that employee to be examined or evaluated by a health care provider. The
purpose of such examination must be job related. Any examination under this
provision will be conducted on OC San time and at OC San expense. An employee
may submit an independent medical opinion regarding his/her condition and
addressing his/her ability to competently perform the duties of the position. This
information will be reviewed and considered by a competent medical authority in
arriving at a decision regarding the individual's continued employment in the position.
ARTICLE 34. - MILEAGE ALLOWANCE
34.1. Approved use of a personal vehicle for OC San business will be reimbursed at the
current IRS rate.
ARTICLE 35. -ACTING PAY
35.1. Employees who are assigned by OC San management to perform the duties of an
open, budgeted position at a higher level for a period of at least one hundred (100)
consecutive hours will be eligible for a one (1)step salary increase, or the first step of
the range for the higher level classification, whichever is greater. The higher rate of
pay begins with the 101 st hour, and continues until the assignment ends or the six
(6) month limitation has been reached at which time a determination will be made as
to whether the position should or should not be posted. Requests for acting pay
require the approval of the Department Head and the Human Resources Department.
The one hundred (100)-hour eligibility period may be waived at the discretion of the
General Manager. Time served in higher level assignments shall be credited as
qualifying experience for promotional purposes.
ARTICLE 36.
(This article intentionally left blank.)
ARTICLE 37. - PERSONNEL FILES
37.1. Employees have the right to inspect their Personnel File in the Human Resources
Department during the normal office hours of the Human Resources Department by
appointment. Employees who wish to correct allegedly erroneous information in their
file, or request that items related to disciplinary matters be removed after the
indicated time period has elapsed, should submit a request in writing to the Human
Resources Department. It is the responsibility of each employee to keep the personal
information in his/her files current, including home address, telephone number and
person to contact in an emergency.
ARTICLE 38. - BULLETIN BOARDS
38.1. The Group may use the bulletin boards located at Plant 1 and Plant 2 which are
designated for use by employee Groups to post notices to OC San employees
provided that: (a) no controversial matter which is critical or derogatory of OC San, its
employees, officers or Directors may be posted; (b) nothing posted by OC San may
Page 27 of 36
8971409.1 OR040-031
OC SAN 22-22-36
be removed; (c)the Group will remove its notices after a reasonable length of time;
and (d)only a reasonable number of notices will be posted.
ARTICLE 39. - RELEASE TIME FOR MEET AND CONFER SESSIONS
39.1. A maximum of three (3) employees covered by this Agreement and appointed by the
Group will be granted reasonable release time for attending meet and confer
sessions at the bargaining table. Release time will not be compensated for any
hours that exceed the employee's regularly scheduled hours of work.
39.2. The Group will provide the Human Resources Department with the names of
employees requiring meet and confer release time in advance of the meet and confer
session. The release time will be granted provided that the needs of OC San permit
the time away from assigned work.
ARTICLE 40. - USE OF OC SAN FACILITIES
40.1. OC San facilities may be used by the Group with prior notice to the Human
Resources Department for the purpose of holding meetings, to the extent that such
use does not interfere with normal OC San operations. The Group agrees to pay for
the cost of any additional custodial or security services.
ARTICLE 41. - SCOPE OF BARGAINING
41.1. OC San and the Group acknowledge that during the negotiations which resulted in
this Agreement, each party had the unlimited right and opportunity to make demands
and proposals with respect to all proper subjects within the scope of representation.
Therefore, OC San and the Group, for the term of this Agreement, except as
otherwise provided herein, each voluntarily and unqualifiedly waive the right, and
each agrees that the other will not be obligated to bargain collectively with respect to
any subject or matter contained in this Agreement.
ARTICLE 42. - IMPASSE PROCEDURES
42.1. If either OC San or Group declares that an impasse exists in the meet and confer
process, the party so declaring may initiate the impasse procedure by providing the
other party with a written request for an impasse meeting, together with a statement
of its position on all issues. An impasse meeting will be scheduled and held between
the parties within fourteen (14) calendar days or as soon as practicable to:
42.1.1. Review the position of the parties in a final effort to reach agreement on
a memorandum of understanding, and if the impasse is not resolved, to
discuss the immediate utilization of impasse procedures outlined herein.
42.2. Impasse Procedures are:
42.2.1. Mediation: If the parties mutually agree to submit the dispute to the State
Mediator and Conciliation Service all mediation proceedings will be
private and as soon as practicable. The mediator will make no public
recommendation, nor take any public position at any time concerning the
issues.
42.2.2. Fact-Finding: Whether the parties submit the dispute to mediation or not,
the Group may request that the parties' differences be submitted to a
factfinding panel as soon as practicable. The cost of a fact finder and
Page 28 of 36
8971409.1 OR040-031
OC SAN 22-22-37
other mutually incurred costs will be mutually shared by OC San and
Group.
42.2.3. Board Actions: If the parties fail to resolve the impasse, the dispute will
be sent to OC San Board of Directors for resolution. Each party will
submit its written proposal on all issues to the Board. The Board may
take such action to resolve the impasse as it deems appropriate to the
public interest. Any action taken by the Board to resolve the impasse will
be final and binding.
ARTICLE 43. - SEVERABILITY
43.1. Notwithstanding any other provisions in this Agreement, in the event that any article,
section or subsection of this Agreement will be declared invalid by any court or by
any state or federal law or regulation, or should a decision by any court or any state
or federal law or regulation diminish the benefits provided by this Agreement, or
impose additional obligations on OC San, OC San and the Group will meet and
confer on the affected article, section or subsection. In such event, all other articles,
sections or subsections of this Agreement not affected will continue in full force and
effect.
ARTICLE 44. - UNIFORMS
44.1. OC San will provide and maintain ten (10) uniform pants and shirts, which may
include the name of the employee and OC San seal, at no cost to employees whose
duties require that they wear uniforms. OC San will also provide lab coats as required
by the lab manager.
44.2. All employees who are issued uniforms must wear them during the performance of
their regular duties. Other clothing appropriate to the occasion, as determined by OC
San management, may be worn when attending business meetings. Failure to wear
required clothing, shoes and safety equipment may be cause for disciplinary action.
ARTICLE 45. - SUBSTANCE ABUSE POLICY
45.1. OC San's Substance Abuse Policy will apply to all Group members. OC San and the
Group agree to meet and confer for any proposed revisions to the policy. OC San
may adopt or implement rules, regulations and policies to be in compliance with
federal and state laws. In such cases, notification will be provided to the Group prior
to implementation.
45.2. Department of Transportation (DOT) Regulations
45.2.1. Every driver who operates a commercial motor vehicle in interstate or
intrastate commerce, and is subject to the commercial driver's license
requirements of the Department of Transportation, Federal Highway
Administration CFR Part 382 is subject to OC San's Anti-Drug and
Alcohol Program. OC San will ensure that all alcohol or controlled
substances testing conducted under the Substance Abuse and Alcohol
Misuse Plan complies with the procedures set forth in CFR Part 40.
45.3. OC San's Substance Abuse Policy:
45.3.1. Any employee may be subject to discipline, up to and including
termination, for any alcohol screen test that indicates an alcohol
Page 29 of 36
8971409.1 OR040-031
OC SAN 22-22-38
concentration level of 0.02%or greater.
ARTICLE 46. - NEW EMPLOYEE ORIENTATION AND DUES
DEDUCTIONS
46.1. New Employee Orientation
46.1.1. The Group will be allowed up to one half-hour each orientation session to
communicate with Group-represented classifications to explain the rights
and benefits as set forth in this Agreement. Human Resources staff will
send to the Group representative, or designee, a notice of each new
employee orientation session. The notice will be provided at least 10
days prior to the session, or as soon as practicable, and will include
pertinent session details.
46.1.2. OC San will hold new employee orientation sessions on a regular basis
or at least on a quarterly basis, given there are new Group-represented
classifications. If there are no new hires in the Group-represented
classifications for a scheduled session, OC San will notify the Group as
soon as possible in advance of the session.
46.1.3. Human Resources staff will provide the Group with an electronic copy of
the name, home address, personal email address, and personal cell
phone number of all new Group-represented employees within 30 days
of hire.
46.1.4. Human Resources staff will provide the Group with an electronic copy of
the name, home address, personal email address, and personal cell
phone number of all Group-represented employees at least every 120
days.
46.2. Dues Deductions
46.2.1. Remittance of the aggregate amount of all dues and other proper deductions
made from the salaries of employees covered hereunder shall be made to
AFSCME along with an electronic report detailing the employee's name, employee
number, bargaining unit, classification title, work location, work phone, work e-mail,
hire date, home address, home phone, home e-mail, cell phone, , and deduction
amount(s)and type(s).
46.2.2. The Group shall indemnify, defend and hold the OC San harmless against any
liability from any claims, demands, or other action related to OC San's deduction of
Union Dues, including claims related to the Union's use of monies collected under
these provisions.
ARTICLE 47. - MAINTENANCE OF MEMBERSHIP
47.1. All employees who are members of the Group, or who become members of the
Group, shall remain members of the Group, except that any employee may withdraw
his/her membership by written notice to the Group and OC San during the ten day
period between ninety (90) and one hundred (100)days preceding the expiration of
this agreement.
ARTICLE 48. - PEACEFUL RESOLUTION OF DISPUTES
Page 30 of 36
8971409.1 OR040-031
OC SAN 22-22-39
48.1. During the term of this Memorandum, or any subsequent period when impasse
resolution procedures are in progress or recommendations resulting from such
procedures are being considered by the parties, OC San agrees it will not lockout
employees in this Group, and Group agrees that it will neither advocate, encourage
or participate in any strike, including sympathy strike, or work stoppages, nor
encourage employees to refrain in whole or in part from the full, faithful and proper
performance of their duties of employment.
ARTICLE 49.
(This article intentionally left blank)
ARTICLE 50. -WORKPLACE VIOLENCE AND WEAPONS POLICY
50.1. OC San's Workplace Violence and Weapons Policy will apply to all Group members.
OC San and the Group agree to meet and confer for any proposed revisions to the
policy.
ARTICLE 51. - RESIGNATION
51.1 Employees resigning from OC San are expected to give a minimum of two (2)weeks
advanced written notice prior to leaving. OC San may accept in writing any verbal or
written resignation at any time and deem such resignation irrevocable. Voluntary written
resignation of employment with OC San is automatically deemed irrevocable after
seventy-two (72) hours from OC San's receipt of the resignation except by approval of
the Human Resources Department.
ARTICLE 52.
(This article intentionally left blank)
Page 31 of 36
8971409.1 OR040-031
OC SAN 22-22-40
SIGNATURE PAGE
2022—2025
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT
AND THE
EMPLOYEES OF THE PROFESSIONAL GROUP
Executed:
PROFESSIONAL GROUP ORANGE COUNTY SANITATION DISTRICT
Z.&/7,y-W-4 G"&
Russell Maitland(Jul29,202211:08 PDT) Laura Drottz NIty(Jul29,2022 08:18 PDT)
Russell Maitland, Business Laura Drottz Kalty, Lead Negotiator
Representative, AFSCME Council 36
(Affiliate of SPMG)
Larry Roberson, Senior Contracts Celia Chandler, Director of Human Resources
Administrator
"1
Marc Brown, Principal Staff Analyst Laura Maravilla, Human Resources & Risk
Manager
Ang a Brandt(Ju128,202214:03 PDT)
Angela Brandt, Accounting Supervisor Andrew Nau, Human Resources Supervisor
AfICHOL4.S OSWALD \
NICHOLAS OSWALD(Jul 28,202214:35 PDT)
Nick Oswald, Maintenance Supervisor Jan Aguilar, Huma esources Supervisor
Dickie Fernandez, Engineer Thys DeVries, Principal Human Resources
Analyst
Stephanie Barron, Senior Human Resources
Analyst
Page 32 of 36
8971409.1 OR040-031
OC SAN 22-22-41
APPENDIX A
Medical Insurance Plan Design Components1,2
CURRENT STATE
PPO High Deductible Health Plan
Plan Design Component
In-Network Non-Network In-Network Non-Network
Deductible $150/$450 $1,400/$2,800
Annual Out-of
Pocket Max/Member $2,000 $3,000 $2,500 $5,000
Annual Out-of- $4,000 $6,000 $5,000 $10,000
Pocket Max/Family
Major Medical
Physician Office Visit $15/Visit 30% 10% 30%
Specialist Office Visit $15/Visit 30% 10% 30%
Preventive Care No Charge 30% No Charge Not Covered
Inpatient Hospitalization 10% 30%+$500 10% 30%(up to$600/day,
non-emergency)
Outpatient 10% 30/° °10/ 30%(up to
Hospitalization/Surgery $350/admit)
Emergency Room $100/Visit+10% $100/Visit+10%
(copay waived if admitted) (copay waived if admitted)
Infertility Benefits Not Covered Not Covered
Urgent Care $15/Visit 30% 10% 30%
Chiropractic
$15/Visit 30% 10%/Visit 30%/Visit
(30 visits/year) (30 visits/year) (30 visits/year) (30 visits/year)
Opt-Out from Plan Yes Yes Yes
Generic/Brand/ Generic/Brand/ Generic/Brand/
Prescription Drugs Non-Preferred Brand Non-Preferred Brand Non-Preferred Brand
50%of the
prescription
drug maximum $10/$25/$40 after $10 plus 25%/$25
Retail $5/$20/$35 allowed deductible plus 25%/$40 plus
(30-day supply) amount&costs
(30 day supply) 25%(30-day supply)
in excess up to
$250 per
prescription
$5/$40/$70 $20/$50/$80 after
Mail Order deductible
(90-day supply) Not Covered (90-day supply) Not Covered
Plan Design Components will include any applicable mandated legislative changes.
2 This is not a complete description of all benefit provisions.The information contained in Summary Plan Descriptions(SPDs)and
Evidence of Coverage EOC booklets prevails.
Page 33 of 36
8971409.1 OR040-031
OC SAN 22-22-42
Medical Insurance Plan Design Components1,2
CURRENT STATE
Plan Design Component Anthem HMO Kaiser HMO Kaiser Bronze
Deductible None None $5,000 Individual
$10,000 Family
Annual Out-of- $1,500 $1,500 $6,250
Pocket Max/Member
Annual Out-of-
Pocket Max/Family $3,000 $3,000 $12,500
Major Medical
Physician Office Visit $15/Visit $15/Visit $60/Visit
Specialist Office Visit $15/Visit $15/Visit $70/Visit
Preventive Care No Charge No Charge No Charge
Inpatient Hospitalization $100 Admit $100 Admit 30%
Outpatient $15 Co-pay
Hospitalization/Surgery $50 Admit (per procedure) 30/
Emergency Room $100/Visit $100/Visit $300/Visit
(waived if admitted) (waived if admitted) (waived if admitted)
Infertility Benefits Status Quo Status Quo Not Covered
Urgent Care $15/Visit $15/Visit $60/Visit
Chiropractic $15/Visit * $10/Visit Not Covered
(60 visits/year) (30 visits/year)
Opt-Out from Plan Yes Yes Yes
Prescription Drugs Generic/Brand/Non- Generic/Brand Generic/Brand
Preferred Brand
$5/$20/$35 $5/$20 $15/$50 medical
Retail deductible applies
(30-day supply) (30-day supply) (30-day supply)
$5/$40/$70 $5/$20 $30/$100 medical
Mail Order deductible applies
(90-day supply) (100-day supply) (100-day supply)
Plan Design Components will include any applicable mandated legislative changes.
2 This is not a complete description of all benefit provisions.The information contained in Summary Plan Descriptions(SPDs)
and Evidence of Coverage(EOC)booklets prevails.
For chiropractic services through the American Specialty Health(ASH)Network,the copay is$10 with a maximum of 30 visits
in a calendar year for covered services.
Page 34 of 36
8971409.1 OR040-031
OC SAN 22-22-43
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT
AND THE
EMPLOYEES IN THE SUPERVISOR GROUP
July 1 , 2022 through June 30, 2025
OR040\039\10130397.v1
OC SAN 22-22-44
TABLE OF CONTENTS
ARTICLE 1. - RECOGNITION............................................................................................................................ 1
ARTICLE 2. - DURATION................................................................................................................................... 1
ARTICLE 3. -SUCCESSOR AGREEMENT....................................................................................................... 1
ARTICLE4. -GROUP ACCESS........................................................................................................................ 1
ARTICLE 5. -GROUP RIGHTS.......................................................................................................................... 2
ARTICLE6. -OC SAN RIGHTS......................................................................................................................... 2
ARTICLE 7. - NONDISCRIMINATION IN EMPLOYMENT................................................................................ 2
ARTICLE 8. -SMOKE-FREE WORK ENVIRONMENT..................................................................................... 2
ARTICLE9. -SAFETY....................................................................................................................................... 3
ARTICLE 10. - DISCIPLINE AND DISMISSAL.................................................................................................... 3
ARTICLE 11. - GRIEVANCE PROCEDURE........................................................................................................5
11.4.1. STEP 1 ..................................................................................................................................................... 5
11.4.2. STEP 2 ..................................................................................................................................................... 5
11.4.4. STEP 3..................................................................................................................................................... 5
11.4.5. STEP 4 ..................................................................................................................................................... 6
ARTICLE 12. - PROBLEM SOLVING PROCEDURE.......................................................................................... 6
ARTICLE 13. -SALARY ADJUSTMENTS AND COMPENSATION................................................................... 6
13.3. MERIT PAY ............................................................................................................................................... 7
13.4. PERFORMANCE MANAGEMENT PROGRAM................................................................................................... 7
13.5. DEVELOPMENT PAY................................................................................................................................... 7
13.8. SALARY RANGE ADJUSTMENTS.................................................................................................................. 8
13.9. INVESTMENT INCENTIVE SALARY(IIS) ........................................................................................................ 8
13.10. ONE-TIME LUMP SUM PAYMENT ................................................................................................................ 8
ARTICLE 14. -SEVERANCE PAY....................................................................................................................... 8
ARTICLE 15. - DEFERRED COMPENSATION................................................................................................... 8
ARTICLE 16. - HOLIDAYS................................................................................................................................... 9
16.2. FLOATING HOLIDAY................................................................................................................................... 9
ARTICLE 17. - HOURS OF WORK.................................................................................................................... 10
ARTICLE18. ...................................................................................................................................................... 10
ARTICLE19. ................................................................................................................................................... 10
ARTICLE20. - INSURANCE.............................................................................................................................. 10
20.3. MEDICAL INSURANCE............................................................................................................................... 11
20.8. GROUP INSURANCE PREMIUMS................................................................................................................ 11
20.9. LIFE INSURANCE...................................................................................................................................... 11
20.10 SHORT TERM DISABILITY .....................................................................................................11
20.11. LONG TERM DISABILITY........................................................................................................................... 11
20.12. DENTAL INSURANCE................................................................................................................................ 12
20.13. VISION INSURANCE.................................................................................................................................. 12
20.14 RETIRING EMPLOYEES ......................................................................................................12
20.15. HEALTH REIMBURSEMENT ARRANGEMENT................................................................................................ 12
Page ii
OR040\039\10130397.v1
OC SAN 22-22-45
ARTICLE 21. - REIMBURSEMENT ACCOUNT................................................................................................. 13
21.2. MEDICAL REIMBURSEMENT ACCOUNT...................................................................................................... 13
21.3. DEPENDENT CARE ASSISTANCE ACCOUNT............................................................................................... 13
ARTICLE 22. - EXTRAORDINARY SERVICES COMPENSATION.................................................................. 14
ARTICLE 23. - PROBATIONARY PERIOD ....................................................................................................... 14
ARTICLE 24. - PROMOTIONS........................................................................................................................... 15
ARTICLE 25. - RETIREMENT............................................................................................................................ 15
25.1.1. EMPLOYEES HIRED ON OR AFTER SEPTEMBER 21, 1979 AND BEFORE OCTOBER 1, 2010 ........................... 16
25.1.2. EMPLOYEES HIRED ON OR AFTER OCTOBER 1, 2010 AND BEFORE JANUARY 1, 2013.................................. 16
25.1.3. EMPLOYEES HIRED ON OR AFTER JANUARY 1, 2013.................................................................................. 16
ARTICLE 26. -SHIFT DIFFERENTIAL.............................................................................................................. 16
ARTICLE 27. - LEAVE-OF-ABSENCE WITH PAY............................................................................................ 16
27.1. VACATION LEAVE .................................................................................................................................... 16
27.2. SICK LEAVE ............................................................................................................................................ 17
27.3. JURY DUTY LEAVE .................................................................................................................................. 19
27.4. WITNESS LEAVE...................................................................................................................................... 19
27.5. MILITARY LEAVE...................................................................................................................................... 20
27.6. BEREAVEMENT LEAVE............................................................................................................................. 20
27.7. ADMINISTRATIVE LEAVE........................................................................................................................... 21
ARTICLE 28. - LEAVE-OF-ABSENCE WITHOUT PAY.................................................................................... 21
28.3. SUBSTITUTION OF PAID LEAVE................................................................................................................. 22
28.4. PERMISSIBLE USES................................................................................................................................. 22
28.5. GENERAL PROVISIONS ............................................................................................................................ 23
ARTICLE 29. -CLASSIFICATION STUDIES..................................................................................................... 25
29.3. Y-RATING............................................................................................................................................... 25
ARTICLE 30. - DRIVER'S LICENSE.................................................................................................................. 26
ARTICLE 31. - LAYOFF PROCEDURE............................................................................................................. 26
ARTICLE 32. - LIGHT DUTY.............................................................................................................................. 27
ARTICLE 33. - MEDICAL EXAMINATION......................................................................................................... 27
ARTICLE 34. - MILEAGE ALLOWANCE...........................................................................................................27
ARTICLE 35. -ACTING PAY............................................................................................................................. 27
ARTICLE36. ...................................................................................................................................................... 27
ARTICLE 37. - PERSONNEL FILES.................................................................................................................. 27
ARTICLE 38. - BULLETIN BOARDS................................................................................................................. 28
ARTICLE 39. - RELEASE TIME FOR MEET AND CONFER SESSIONS ........................................................ 28
ARTICLE 40. - USE OF OC SAN FACILITIES .................................................................................................. 28
ARTICLE 41. -SCOPE OF BARGAINING......................................................................................................... 28
ARTICLE 42. - IMPASSE PROCEDURES.........................................................................................................28
42.2. IMPASSE PROCEDURES ........................................................................................................................... 28
ARTICLE 43. -SEVERABILITY......................................................................................................................... 29
ARTICLE 44. - UNIFORMS................................................................................................................................ 29
Page iii
OR040\039\10130397.v1
OC SAN 22-22-46
ARTICLE 45. -SUBSTANCE ABUSE POLICY................................................................................................. 29
45.2. DEPARTMENT OF TRANSPORTATION (DOT)REGULATIONS........................................................................ 29
45.3. OC SAN'S SUBSTANCE ABUSE POLICY..................................................................................................... 30
ARTICLE 46. - NEW EMPLOYEE ORIENTATION AND DUES DEDUCTIONS............................................... 30
ARTICLE 47. - MAINTENANCE OF MEMBERSHIP......................................................................................... 30
ARTICLE 48. - PEACEFUL RESOLUTION OF DISPUTES.............................................................................. 31
ARTICLE49. ...................................................................................................................................................... 31
ARTICLE 50. -WORKPLACE VIOLENCE AND WEAPONS POLICY............................................................. 31
ARTICLE 51. - RESIGNATION........................................................................................................................... 31
ARTICLE52. ...................................................................................................................................................... 31
SIGNATUREPAGE.............................................................................................................................................. 32
APPENDIXA ..................................................................................................................................................... 33
Page iv
OR040\039\10130397.v1
OC SAN 22-22-47
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT
AND THE
EMPLOYEES IN THE SUPERVISOR GROUP
In accordance with the provisions of California Government Code Sections 3500, et seq., and
Resolution No. OCSD 18-18 of the Orange County Sanitation District's (OC San) Boards of
Directors, OC San's authorized representatives have met and conferred in good faith with
representatives of the Supervisor Group. These meetings have resulted in an agreement and
understanding to recommend that the employees represented by the Supervisor Group accept
these terms and conditions, and that the Board of Directors adopt by Resolution the changes and
additions to the wages, hours, and conditions of employment for the employees represented by
the Supervisor Group as set forth in this Agreement.
ARTICLE 1. - RECOGNITION
1.1. This Agreement, effective July 1, 2022, is entered into between the Orange County
Sanitation District, referred to hereinafter as the"OC San", and the Supervisor
Group, referred to hereinafter as "Group", as a mutual recommendation to the Board
of Directors of OC San of those wages, hours of work, and terms and conditions of
employment.
ARTICLE 2. - DURATION
2.1. This Agreement will be binding on OC San and the Group when approved and
adopted by OC San's Board of Directors. This Agreement will terminate on June 30,
2025. Any issue regarding the question of representation shall be brought pursuant
to the Employer-Employee Relations Resolutions (EERR), Resolution No. OCSD 18-
18.
ARTICLE 3. - SUCCESSOR AGREEMENT
3.1. The Group will submit in writing its initial proposal for a successor agreement prior to
the expiration date of this Agreement.
ARTICLE 4. - GROUP ACCESS
4.1. A Group representative will have access to OC San facilities during normal working
hours for the purpose of assisting Group employees in processing grievances or
investigating matters arising out of the application of provisions of this Agreement.
4.2. The Group will provide the Human Resources Department or designee, with a list of
Representatives who are authorized to request access under this article, and will
notify the Director of Human Resources, or designee, of any changes in that list.
4.3. Group access will not unreasonably interfere with OC San operations, or with the
work of employees in any manner. OC San reserves the right to restrict access in
certain areas designated confidential or secure.
Page 1 of 36
OR040\039\10130397.v1
OC SAN 22-22-48
ARTICLE 5. - GROUP RIGHTS
5.1. The Group may designate up to five (5) employees to act as representatives for
employees covered by this Agreement. The Group will furnish the Human Resources
Department with the names of employees selected as representatives and will
update the list as necessary.An alternate representative may be designated to act in
the absence of the regular representative. Employees not listed on the roster of
representatives provided to OC San by the Group may not act as representatives.
5.2. Representatives will not perform non work-related duties on work time without the
prior approval of their immediate supervisor. Neither OC San nor the Group will
interfere with, intimidate, restrain, coerce or discriminate against employees because
of the exercise or non-exercise of their rights to engage in Group activity.
ARTICLE 6. - OC SAN RIGHTS
6.1. OC San inherent rights, powers, functions, duties, responsibilities and authority
related to a managerial or administrative character are reserved to OC San in its
exercise of management decision-making, except as specifically modified by the
express provisions of this Memorandum. OC San rights include, but are not limited
to, the exclusive right to consider the merits, necessity or organization of any service
or activity provided by law, or administrative order; determine the mission of its
constituent departments, commissions and boards; set standards of service,
determine the procedures and standards of selection for employment and promotion;
establish and implement performance standards; direct its employees; take
disciplinary action for proper cause; layoff employees from duty because of lack of
work or lack of funds; maintain the efficiency of OC San operations; determine the
methods, means and personnel by which OC San operations are to be conducted;
determine the content of job classifications; classify and reclassify positions; take all
necessary actions to carry out its mission in emergencies; and exercise complete
control and discretion over its organization and the technology of performing its work.
6.2. OC San retains all authority and rights conferred on it by law, or other legal sources,
except to the extent that such authority is explicitly waived by the express terms of
this agreement. OC San exercise of its management rights hereunder shall not be
subject to appeal or meeting and conferring, however, that the exercise of such rights
does not preclude the Group from appealing or meeting and conferring the practical
consequences or impacts that OC San decisions have on wages, hours, and other
terms and conditions of employment.
ARTICLE 7. - NONDISCRIMINATION IN EMPLOYMENT
7.1. There will be no unlawful discrimination in the application of the provisions of this
Agreement with regard to actual or perceived race, color, religion, national origin,
ancestry, sex, gender, gender identity, gender expression, sexual orientation, age,
physical or mental disability, medical condition, genetic information, marital status, or
military or veteran status, or any other lawfully protected class. To the extent required
by law or by OC San's rules or regulations, this provision of the Agreement will be
applied to all members of the Group without regard to any protected classification.
ARTICLE 8. - SMOKE-FREE WORK ENVIRONMENT
8.1. OC San endorses and supports the right of all employees to work in a healthy and
safe environment free of recognized hazards. In view of the hazards associated with
smoking and the potentially harmful effect it has on the health and well being of OC
Page 2 of 36
OR040\039\10130397.v1
OC SAN 22-22-49
San employees and their families, smoking and the use of tobacco (cigarettes,
cigars, e-cigarettes ["vaping"] and related tobacco products and technologies) is not
acceptable within OC San facilities, and may occur only in areas posted for smoking.
ARTICLE 9. - SAFETY
9.1. It is the duty of OC San to provide and maintain a safe place of employment. The
Group will cooperate by encouraging all employees covered by this Agreement to
perform their work in a safe manner. It is the duty of all employees covered by this
Agreement, in the course of performing their assigned duties, to be alert to unsafe
practices, equipment, and conditions, and to follow the safety regulations and
requirements of OC San, and to report any unsafe practices or conditions to their
immediate supervisor. An employee will not be required to perform work that is
unsafe.
ARTICLE 10. - DISCIPLINE AND DISMISSAL
10.1. Discipline may occur when any of the following actions are taken for just cause with
respect to any employee in the Group: verbal reprimand; written reprimand;
suspension without pay; reduction in pay; demotion to a classification with a lower
pay grade, or dismissal.
10.2. Dismissal, for purposes of this Article, is the separation of a non-probationary
employee initiated by OC San for just cause.
10.3. A Notice of Intent is not required when the disciplinary action involves a verbal
reprimand or written reprimand.
10.4. A Notice of Intent is required and will be given to an employee whenever the
disciplinary action involves suspension without pay, reduction in pay, demotion to a
classification with a lower pay grade, or dismissal. The notice will be given to the
affected employee either by delivery in person or by Certified Mail sent to the
employee's last known address. Such personal delivery or mailing will be presumed
to provide actual notice to the affected employee. The Notice of Intent will indicate
the date on which it was personally delivered or deposited in the mail, which will be
the date of issuance.
10.5. The Notice of Intent will contain the following: (1)a description of the disciplinary
action intended and the effective date of the action; (2)the reasons for the proposed
action; (3)a copy of the charges and materials upon which the action is based; and,
(4) a statement of the employee's right to respond, either verbally or in writing to the
person initially imposing the discipline, or to an OC San management representative
with authority to make an effective recommendation on the proposed action; the
person to whom any response must be directed, and the fact that such response
must be received within ten (10) business days of the date of issuance of the notice.
The Notice will also advise the employee of the right to representation.
10.6. Prior to the effective date of the proposed disciplinary action, the employee will be
given an opportunity to respond either verbally or in writing to a management
representative with authority to make an effective recommendation on the proposed
action. After review of an employee's response, OC San will notify the employee in
writing of the action that will be taken. Such action may not involve discipline more
severe than that described in the Notice of Intent; however, OC San may reduce
discipline without further notice. Further clarification of the disciplinary policies and
procedures are covered in OC San's Personnel Policies & Procedures Manual.
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10.7. Dismissal will be preceded by at least one (1)written reprimand, except in those
situations in which the employee knows or reasonably should have known that the
performance or conduct was unsatisfactory. Such performance or conduct may
involve, but is not limited to, dishonesty, possession, use, sale or being under the
influence of drugs or alcohol, theft or misappropriation of OC San property or funds,
fighting on the job, insubordination, acts endangering people or property, "no-call/no-
show" or other serious misconduct. OC San may substitute documented suspensions
without pay for written reprimands.
10.7.1. Employees who fail to provide any notice to their supervisor and fail to report
to work as scheduled shall be considered "no call/no show" and shall be
subject to discipline, up to and including termination. Employees who fail to
provide any notice to their supervisor and fail to report to work for three (3)or
more consecutive days will be considered to have abandoned their job and
shall be subject to discipline up to and including termination.
10.8. If a Notice of Intent is upheld and the disciplinary action is imposed, the employee
may request a post-disciplinary hearing. The request must be submitted to the
Assistant General Manager or designee, within ten (10) business days following the
effective date of the disciplinary action (for suspensions, the effective date will be the
first business day following the final day of the suspension). The Director of Human
Resources, or designee, will schedule a post disciplinary hearing with the General
Manager or a hearing officer selected by the General Manager. The hearing officer
may not be an employee of OC San. The hearing officer will provide a written,
advisory decision to the General Manager. The General Manager may uphold the
disciplinary action that has been taken or may reduce such discipline without the
issuance of a further Notice of Intent. The decision of the General Manager will be
final. If the hearing officer upholds the disciplinary action, the employee will pay the
full cost and expenses of the hearing officer.
10.9. All disciplinary action documentation, except verbal reprimand documentation, will be
placed in an employee's Personnel File in the Human Resources Department.
Verbal reprimand documentation will be kept in the supervisor's employee files.
Supervisors shall inform management staff when a verbal reprimand is to be
implemented. If after twenty-four(24) months from implementation there have been
no recurrences of similar incidents, the supervisor shall destroy the verbal reprimand
documentation.
10.10. Written reprimands may be removed from an employee's personnel file twenty-four
(24) months subsequent to the date of the issuance, provided that there has been no
recurrence of a similar incident during the period. If the Human Resources
Department agrees to remove the written reprimand documentation from an
employee's personnel file such documentation will be retained in a separate file by
the Human Resources Department for the purpose of showing that progressive
discipline has been followed or in support of OC San proposed discipline.
10.11. Verbal reprimands and written reprimands may only be reviewed under this
Agreement through the Problem Solving Procedure. Nothing in this article will be
construed as a waiver of any statutory or constitutional rights.
10.12. A reduction in pay or demotion to a classification with a lower pay grade that is not a
result of performance deficiencies (for example, reclassifications, "bumping"
associated with layoffs, reasonable accommodation) shall not be considered
discipline.
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ARTICLE 11. - GRIEVANCE PROCEDURE
11.1. A grievance is any complaint that management has violated a specific provision of
this Agreement, except that, in accordance with Article 10 above, discipline which
requires a Notice of Intent may not be reviewed under this Grievance Procedure.
11.2. A grievance may be brought to the attention of OC San by an individual employee
within the Group or by the Group. OC San may not bring a grievance through this
procedure. Grievances brought by two (2) or more employees, and concerning the
same incident, issue, or course of conduct, or multiple grievances brought by the
same employee may, upon mutual agreement of OC San and the Group, be
consolidated for the purposes of this procedure.
11.3. Employees are encouraged prior to bringing forward a formal grievance, to discuss
the issue with the Director of Human Resources, or designee, in an effort to bring
about an informal resolution.
11.4. An employee may be self-represented or be represented by the Group at all steps of
the Grievance Procedure unless specifically agreed otherwise by the Group and the
employee. OC San will provide a copy of all written grievance settlements to the
Group. Any reference to days in this article implies business days.
11.4.1. Step 1. An employee who has a complaint will attempt to resolve it with
his/her immediate supervisor within ten (10)days of the occurrence of the
event giving rise to the complaint, or within ten (10)days from the time that
the employee became aware of such event. The supervisor will attempt to
resolve the issues surrounding the complaint, and respond to the employee
within ten (10) days.
11.4.2. Step 2. If the grievance is not settled informally at Step 1, it may be
submitted in writing to the employee's Department Head, or designee, with a
copy provided to the Director of Human Resources or designee. This request
for formal review must be presented on a form provided by OC San within
ten (10) days of the conclusion of Step 1. The written grievance must:
11.4.2.1. Identify the specific management act to be reviewed;
11.4.2.2. Specify how the employee was adversely affected;
11.4.2.3. List the specific provisions of this agreement that were allegedly
violated and state how they were violated;
11.4.2.4. Specify the remedy requested; and
11.4.2.5. Provide the date of attempts at informal resolution and the name
of the supervisor or individual involved.
11.4.3. The Department Head will respond in writing to the employee within ten (10)
days after the date the grievance is received.
11.4.4. Step 3. If a grievance is not settled under Step 1 or 2, it may be presented to
the Assistant General Manager, or designee, for review and written
response. The request for formal review must be presented on a form
provided by OC San within ten (10)days of the conclusion of Step 1 or 2,
and must contain the information specified in Step 2 above. A copy of each
written communication on a grievance shall be filed with the Assistant
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General Manager, or designee. The Assistant General Manager, or
designee, will respond in writing to the employee within ten (10)days after
the date the grievance is received.
11.4.5. Step 4. If the grievance cannot be resolved under Step 3, it may be
presented to the General Manager within ten (10)days from the date the
Step 3 finding was issued. The General Manager, or designee, will respond
in writing to the employee within fifteen (15)days after the date the grievance
is received. The decision of the General Manager is final.
11.5. General Provisions. An employee will be given reasonable time off without loss of
pay to present and process a grievance. If an employee is represented by the Group,
the Group may designate one (1) employee to present and process the grievance.
The employee representative will be given reasonable time off without loss of pay to
perform this responsibility. Absence from work will be approved only if it does not
cause disruption to OC San operations. However, if the time requested cannot be
provided, an alternate time will be arranged.
11.6. Failure of a supervisor, Department Head or other management representative to
respond within the appropriate time limit will provide a basis for the employee
appealing to the next step. If a grievance is not presented or appealed within the time
limits, it will be considered resolved on the basis of the preceding response. The
Human Resources Department may be petitioned in writing to waive the step or time
requirements provided sufficient cause exists. Time limits may also be extended at
any step upon mutual agreement of the parties. OC San agrees to meet face-to-face
with the employee at each step of the grievance procedure at the request of the
employee.
11.7. Resolution may be agreed upon at any stage of the grievance process. However, the
Group will be notified prior to the resolution of any formal grievance matter.
ARTICLE 12. - PROBLEM SOLVING PROCEDURE
12.1. Employees may bring problems to the attention of OC San managers through the
Problem Solving Procedure. This Procedure was developed to encourage and
facilitate the resolution of employee concerns in a responsive and fair manner, and
may be used to attempt to resolve issues that may not be subjected to the Grievance
Procedure. Any reference to days in this article implies business days.
12.2. Employees should discuss concerns regarding issues that are not grievable with their
supervisor as soon as possible. The supervisor will review the situation or decision,
and provide a written response within five (5) days from the date they were notified of
the problem.
12.3. If the problem is not resolved to the employee's satisfaction, the employee may file a
written statement concerning the problem with the Human Resources Department
within ten (10) days of receipt of the supervisor's decision. Upon request of either
party, a meeting will be held to define issues and establish the remedies sought. The
employee will be provided a written response within ten (10)days after his/her
statement is received. Time limits may be extended for cause upon mutual consent
of the parties, and the decision of the Human Resources Department is final.
ARTICLE 13. - SALARY ADJUSTMENTS AND COMPENSATION
13.1. Each pay grade is divided into five (5)steps, with an approximate 5.0% difference
between each step.
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13.2. Pay increases will only apply to eligible employees in an active payroll status on the
effective date of implementation. Eligible employees will not receive retroactivity if
active payroll status becomes effective after the date of implementation.
13.3. Merit Pay
13.3.1. Step Increase Pay—Group employees are eligible for Step Increase Pay
based upon receipt of year-end performance appraisal ratings issued by the
assigned supervisor. Step Increase Pay will be paid according to the
following:
13.3.1.1. Eligible - Employees must have a proficient year-end performance
appraisal to receive a one (1)step base-building salary increase
until earning placement at step five (5).
13.3.1.2. Ineligible- Employees who are placed on a Performance
Improvement Plan (PIP) due to a needs improvement performance
review on the year-end appraisal or who are on a PIP at the time of
the year-end appraisal period will remain at their current step until
the PIP is satisfactorily completed.
13.4. Performance Management Program: The performance management program
includes two (2) rating categories (proficient and needs improvement)for
performance appraisals.
13.5. Development Pay—Employees under this Agreement are eligible for Development
Pay. Development Pay is a non-base building pay type that will be distributed in a
lump-sum amount each pay period. Employees must have a proficient year-end
performance appraisal to be eligible for the following Development Pay types:
13.5.1. Education—Eligible employees who obtain or who have obtained a
graduate degree of approved subjects at an accredited college or
university will receive $75.00 per pay period.
13.5.2. Certification/License—Eligible employees who obtain or who have
obtained an OC San approved certification or license will receive $15.24
per pay period per certificate or license with a maximum of three (3)
certificates and/or licenses.
13.5.3. Grade V Pay— Employees who receive Grade V pay in accordance with
the applicable OC San policy are ineligible to receive Development Pay
for their Grade V California Wastewater Treatment Plant Operator
Certificate. Employees who possess a Grade V Certificate and do not
meet the criteria for Grade V Pay are eligible for Development Pay in
accordance with the Development Pay Program Guidelines.
13.6. Employees who are placed on a PIP due to a needs improvement performance
review on the year-end performance appraisal are not eligible for Development Pay
until the PIP is satisfactorily completed.
13.7. Employees who are placed on a PIP due to needs improvement performance outside
the year-end appraisal will have all Development Pay suspended until the PIP is
satisfactorily completed. The return of Development Pay will not be retroactive.
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13.8. Salary Range Adjustments
13.8.1. Effective the first pay period in July 2022, employees under this
Agreement will receive salary range adjustments at a flat rate of 4.5%.
13.8.2. Effective the first pay period in July 2023, employees under this
Agreement will receive salary range adjustments at a flat rate of 4.0%.
13.8.3. Effective the first pay period in July 2024, employees under this
Agreement will receive salary range adjustments at a flat rate of 3.5%.
13.9. Investment Incentive Salary (IIS)
13.9.1. An additional amount of 4% of base salary will be paid to employees
hired or promoted into the Group on or before October 16, 2003 in a
lump-sum amount each pay period. This provision continues to make
employees whole as a result of the Ventura decision. The above
percentages will not be counted toward base salary for the purpose of
salary surveys.
13.9.2. In addition, employees hired or promoted into the Group on or before
October 16, 2003 will be paid $1250 annually or$48.08 per pay period in
IIS to further encourage savings and investment for retirement.
13.9.3. IIS amounts are applied to annual, retirement, and termination leave
payouts for eligible employees.
13.10. One-Time Lump Sum Payment—Employees hired or promoted into the Group as of
the last day of the first full pay period in July 2022 will receive a $1,500 one-time
payment.
ARTICLE 14. - SEVERANCE PAY
14.1. Except for disciplinary cause or release from probation, when a full-time employee is
terminated by action of OC San, the employee will be notified in writing two (2)weeks
prior to the effective separation date. The employee will be entitled to severance pay
in accordance with the formula set forth below:
14.1.1. Full-time, regular employees will be entitled to eight (8) hours pay for
each full calendar month of continuous employment not to exceed one
hundred sixty(160) hours pay.
14.1.2. Employees in limited term or part-time positions, probationary employees
and employees who are separated for cause are not eligible for
severance pay under any circumstances.
ARTICLE 15. - DEFERRED COMPENSATION
15.1. Employees may participate in OC San approved deferred compensation plan, subject
to IRS requirements, and in accordance with all guidelines for voluntary participation
established by OC San management.
15.2. Effective the first full pay period in July 2022, employees covered by OCERS Plans B
and U and who participate in the deferred compensation plan, are eligible to receive
up to a $235 per month matching OC San contribution.
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ARTICLE 16. - HOLIDAYS
16.1. The days listed below are observed by OC San as holidays. Employees will receive
holiday pay if their entire scheduled work shifts immediately preceding and following
the holiday are in a paid payroll status, meaning the employee worked those shifts or
utilized paid time off in lieu of working those shifts. When an employee's work
schedule requires that they work on an observed holiday, the employee will be paid
at the employee's regular rate of pay for the holiday, and will also receive pay at the
rate of one and one half(1.5)times his/her regular hourly rate for all hours actually
worked. Employees may also elect to receive Holiday Compensatory Time Off on an
hour for hour basis rather than receive holiday pay, if requested by December 31 of
the prior year on the Holiday Comp Cashout Form. When a holiday occurs on an
employee's regular scheduled day off, the employee will accrue compensatory time
off for the amount of hours normally scheduled for that day. Employees with a
compensatory time off balance in excess of fifty (50) hours as of the last pay period
ending in October will receive a mandatory payout for the hours that exceed fifty (50).
The mandatory payout shall be made in the form of a contribution into the employee's
HRA according to Article 20— Insurance, Health Reimbursement Arrangement,
Section 20.15.4.
Holidays
New Year's Day
Martin Luther King, Jr. Day
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Day before Christmas
Christmas Day
Floating Holiday(refer to
section 16.2)
16.2. Floating Holiday: Employees will be granted "Floating Holiday" hours equal to and no
less than one (1) regular workday during each calendar year. Floating Holiday hours
may be utilized in one quarter(.25) hour increments. New employees shall be
granted a "Floating Holiday"on a pro rata basis in the first calendar year of service
per the following table:
Hire Date Percent
1s'Quarter(January-March) 100%
2nd Quarter(April-June) 75%
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Hire Date Percent
3" Quarter(July-September) 50%
41h Quarter(October-December) 0%
16.3. Employees must use the "Floating Holiday"within the year it is granted, and it is not
subject to cash out or eligible for any mandatory payout regardless of reason. Every
effort will be made to approve an employee's request for a "Floating Holiday"off
providing sufficient notice is given.
16.4. Part-time employees are eligible for holiday benefits on a pro-rata basis as set forth
in applicable OC San Policy.
ARTICLE 17. - HOURS OF WORK
17.1. The work schedule for full-time employees will be eighty (80) hours per biweekly pay
period, normally scheduled in shifts of five (5)eight 8-hour days each week, four(4)
nine-9-hour days each week and one (1)additional 8-hour day on alternate weeks
(9/80), four(4)ten 10-hour days each week (8/80), or three (3)twelve 12-hour days
each week and one (1)additional 8-hour day on alternate weeks (7/80). However,
with the approval of the employee's supervisor, employees may be allowed to flex
their schedule within the pay period provided that the business needs, work flow, and
customer service needs of OC San are met.
17.1.1. Operations Supervisors and Chief Plant Operators will receive paid thirty
(30) minute meal periods during which time Operations Supervisors and
Chief Plant Operators will remain on OC San premises and perform any
work as necessary.
17.2. OC San may, at its sole discretion, change an employee's work schedule with thirty
(30)days written notice to the affected employee, which may be waived by the
employee per written request.
17.2.1. The 30-day notice will not be applicable if the change is a result of a
reasonable accommodation.
17.3. OC San may provide the option of telecommuting, as set forth in the Telecommuting
Policy.
ARTICLE 18.
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ARTICLE 19.
(This article intentionally left blank)
ARTICLE 20. - INSURANCE
20.1. OC San will provide healthcare and welfare insurance benefits.
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20.2. All insurance coverage will become effective on the first day of the month following
date of hire, regardless of hire date. An open enrollment period will be held annually.
20.3. Medical Insurance
20.3.1. OC San will provide medical health insurance coverage through a Health
Maintenance Organization (HMO) medical insurance plan, a Preferred
Provider Organization (PPO) medical insurance plan, and a High
Deductible Health Plan (HDHP).
20.4. Regular, full-time employees OC San will contribute 90% of employee only premiums
for the HMO medical health plans and 80% of employee only premiums for the PPO
medical plan. OC San will contribute 80% of the employee +1 dependent and full
family premiums for the HMO or PPO medical plans. Any change in insurance rates
will be shared equally in same ratio as OC San and employees currently pay
premiums. Before the renewal of any OC San sponsored health insurance plan, the
parties agree to meet and confer as to changes in the plan.
20.5. Regular, part-time employees Part-time employees are eligible for medical insurance
benefits on a pro-rata basis as set forth in the applicable OC San Policy.
20.6. The HDHP will be accompanied by a Health Savings Account(HSA)to pay for
qualified medical expenses. OC San will use a portion of the cost savings in
premiums to fund the HSA accounts during active employment only. The HSA will be
funded with the savings generated annually by calculating the difference between OC
San's share of the PPO and HDHP premiums. Exact HSA account funding will be
calculated annually, prior to open enrollment, in an amount up to the difference in
deductibles, not to exceed OC San's aforementioned annual premium cost savings.
20.7. OC San may reopen negotiations at any time during the term of this agreement to
address the impact of the Affordable Care Act(ACA).
20.8. Group Insurance Premiums
20.8.1. Group insurance premiums that are paid by salary redirection can be
made on a pre-tax basis.
20.9. Life Insurance
20.9.1. OC San will pay the full premium for$50,000 term life insurance on each
employee.
20.10. Short Term Disability
20.10.1. OC San will provide a non-work related, short-term disability indemnity
plan that provides benefits for employees equal to the maximum weekly
amount provided through California's State Disability Insurance (SDI)
program for up to twenty-six (26)weeks following a fourteen (14)
calendar day waiting period.
20.11. Long Term Disability
20.11.1. OC San will provide a non-work related, long-term disability indemnity
plan that pays two-thirds of the employee's rate of pay in effect at the
time of such disability, not to exceed $5,000 per month, following a 90-
day waiting period of continuous disability, at such time that an employee
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completes five (5)years of service.
20.11.2. For participants age 64 and younger, the maximum period of payment is
based on the Social Security Act retirement age of 65. For participants
age 65 and older, the maximum period of payment is specified. The
specified periods and additional information about coverage is included
in OC San's long term disability plan contract accessible on the intranet.
20.11.3. No combination of disability or sick leave pay will result in more than an
employee's regular rate of pay. Employees may not receive short-term
and long-term disability benefits at the same time. An employee who is
otherwise not eligible for OC San paid Long Term Disability may
purchase such coverage at their own expense.
20.12. Dental Insurance
20.12.1. OC San will contribute 80% of employee only and full family premiums
for dental insurance.
20.13. Vision Insurance
20.13.1. OC San will provide a vision insurance plan for regular, full-time
employees and eligible dependents. Part-time employees are eligible for
vision insurance benefits on a pro-rata basis as set forth in applicable
OC San Policy.
20.14. Retiring Employees
20.14.1. OC San will pay, for employees hired prior to July 1, 1988, two and one-
half(2.5) months' premium for each year of continuous service of a
retiring employee towards the premium costs of coverage for the
employee and eligible dependents under OC San medical plan.
20.14.2. In the event OC San adds additional optional insurance plans, OC San's
share of the premium will be the same as for existing plans as set forth
above. In the event OC San changes underwriters for existing insurance
plans, OC San's share of the premium will be the same as for existing
insurance plans as set forth above.
20.14.3. OC San will continue to implement the retiree medical health premium
offset program wherein the cost of health premiums are offset by$10 per
month for every full year of continuous service up to a maximum of 25
years or$250 per month.
20.14.4. Continuous service is calculated based on benefitted employment. Time
as an intern or in non-benefitted status shall not count toward continuous
service.
20.15. Health Reimbursement Arrangement: OC San will establish a Health
Reimbursement Arrangement (HRA)for all employees in the Group, per Internal
Revenue Guidance Rev. Rul. 2002-41 and Rev. No. 2002-45.
20.15.1. All employees of the Group shall be required to contribute uniformly to
the HRA according to the following plan design and may not opt out.
20.15.2. All mandatory sick leave payouts shall be contributed to the employee's
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HRA according to the provisions in Article 27— Leave of Absence with
Pay, Sections 27.2.5 and 27.2.11.
20.15.3. All mandatory vacation payouts shall be contributed to the employee's
HRA in accordance with Article 27— Leave of Absence with Pay, Section
27.1.5.
20.15.4. All mandatory compensatory payouts shall be contributed to the
employee's HRA in accordance with Article 16 - Holidays, Section 16.1.
20.15.5. In the event of death while employed at OC San, any compensation as a
result of any accrued and unused sick leave, vacation leave, and
compensatory leave payouts shall be paid to the employee's designated
beneficiaries.
20.15.6. In the event of death, the employee's HRA account and all remaining
monies within the account shall be transferred to the qualified dependent
of record. The qualified dependent of record is a designation defined by
IRS rules rather than an employee-chosen beneficiary. In the event there
is no qualified dependent of record, all assets in the HRA shall be
forfeited and distributed on a non-discriminatory basis to remaining plan
participants.
20.15.7. In the event of termination by OC San, any compensation as a result of
accrued and unused sick leave, vacation leave, and compensatory leave
payouts shall be paid directly to the employee.
20.15.8. OC San shall pay the administrative costs of the HRA plan up to a
maximum of$30 per year per employee. Employees shall be responsible
for any asset management fees.
20.15.9. Effective the last full pay period in October 2022, OC San will contribute
$50 per month to each employee's HRA account.
ARTICLE 21. - REIMBURSEMENT ACCOUNT
21.1. Section 125 of the Internal Revenue Code permits employees to use pre-tax dollars
to pay for their portion of the cost of benefits under the Plan through salary
redirection arrangements. The options available under the flexible benefits program
are listed below. This is a brief overview of the different options. For complete
information regarding Flexible Spending Accounts employees must refer to the plan
booklet available in the Human Resources Department.
21.2. Medical Reimbursement Account
21.2.1. The purpose of this account is to provide a method through which the
employee can accumulate pre-tax funds in a Medical Care
Reimbursement Account for purposes of reimbursing himself/herself for
payment of health care costs not otherwise covered by his/her medical
insurance.
21.3. Dependent Care Assistance Account
21.3.1. The purpose of this account is to provide a method through which the
employee can accumulate pre-tax funds in a Dependent Care Assistance
Account for purposes of reimbursing himself/herself for childcare
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expenses or day care for a disabled dependent.
ARTICLE 22. - EXTRAORDINARY SERVICES COMPENSATION
22.1. Employees in the Group are exempt from the overtime provisions of the Fair Labor
Standards Act. However, when services are required beyond what is normally
expected of a position in this Group, employees will be eligible to receive additional
compensation, as defined herein, for performing extraordinary services.
Extraordinary services shall be defined as:
22.1.1. The General Manager declares an emergency. A declaration of an
emergency is at the sole discretion of the General Manager whose
decision is final and not subject to any other provision of this Agreement,
including Article 11 —Grievance Procedure or Article 12—Problem
Solving Procedure.
22.1.2. The General Manager determines that there exists a critical event. A
critical event is defined as work of a prolonged nature; involving non-
emergency related services; major special projects; or when a
substantial effort must be expended to meet a compliance date or
scheduled deadline. The designation of a critical event is at the sole
discretion of the General Manager whose decision is final and not
subject to any other provision of this Agreement, including Article 11 —
Grievance Procedure or Article 12— Problem Solving Procedure.
22.1.3. Written approval of a critical event must be obtained in advance of the
work to be performed. The authorization shall set forth the work to be
accomplished, the anticipated start and end date and those employees
expected to participate in the work. The Department Head, or designee,
will be responsible for determining the actual start and end date as well
as those who actually work the event.
22.2. Upon the declaration of an emergency or upon the designation of a critical event,
employees will be compensated as follows:
22.2.1. Compensation will be restricted to those employees that are assigned to
the event, independent from which department they are assigned.
22.2.2. For emergencies, compensation will occur for all hours outside the
employee's regularly scheduled work shift. For critical events,
compensation will occur for all hours after an initial 10 hours of
uncompensated time has elapsed.
22.2.3. Employees in the Operations Supervisor classification will receive
additional compensation at one and one-half(1.5)times their regular rate
of pay. All other classifications shall receive straight time compensation.
ARTICLE 23. - PROBATIONARY PERIOD
23.1. All new employees serve an initial probationary period beginning with the date of hire
and extending to at least the first day of the pay period following one-year of
employment without a break in service. Extended absence without pay, short-term
and long-term disability and Workers' Compensation leave does not provide an
opportunity to judge an employees' capability to meet performance expectations for a
position, and thus the time spent on such leaves will not be included towards
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completion of the probationary period and may result in an extension.
23.2. Employees who are rehired following a break in service must complete a new
probationary period whether or not one was previously completed.
23.3. New employees serving their initial probationary period shall be eligible for
Development Pay and/or certification/license reimbursement the first day of the pay
period following six months of employment without a break in service.
23.4. An employee may be released during his/her initial probationary period at the
discretion of OC San without recourse to the Grievance, Discipline or Appeal
Procedure (i.e., an employee is "at-will"during his/her probationary period).
Employees within the initial probationary period do not have any property rights in
their job during probation and may be separated with or without cause.
23.5. Employees who are reassigned or laterally transferred will serve a probationary
period of six months. The"probationary period" shall not divest an employee of
his/her property right in his/her former position. Rejection of probation during this
period shall result in the employee reverting to his/her former assignment and/or
position.
ARTICLE 24. - PROMOTIONS
24.1. A promotion is the appointment of an employee to another classification with a higher
maximum rate of pay. OC San will determine whether a vacant position will be filled
as an open or promotional recruitment. Whenever OC San intends to fill a position by
promotion, OC San will post the opportunity for a minimum of ten (10) business days.
Employees must apply during the period of posting. Notices will be posted on OC
San's intranet.
24.2. A promoted employee will serve a promotional probationary period lasting at least
until the first day of the pay period six months after the effective date of the
promotion.
24.3. At any time during the promotional probationary period, an employee may be
returned to his/her previous position. The promotional probation period may be
extended by mutual agreement between the employee and OC San management for
up to ninety (90) days.
24.4. If an employee is promoted during his/her initial probationary period, the period will
be extended until at least the first day of the pay period six months after the effective
date of the promotion.
24.5. Promoted employees will receive the equivalent of a one (1) step increase in pay, not
to exceed the top of the range for the new classification or the minimum rate of the
new classification whichever is greater.
ARTICLE 25. - RETIREMENT
25.1. OC San will continue participation in the Orange County Employees Retirement
System (OCERS), wherein all full-time employees and part-time employees
scheduled to work twenty(20) hours per week, or more are considered members.
The following retirement program is in effect pursuant to the contract between
OCERS and OC San.
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25.1.1. Employees hired on or after September 21, 1979 and before October 1,
2010: OC San will continue to contract with OCERS to provide the 2.5%
@ 55 benefit formula (Plan H) based on the highest consecutive thirty-six
(36) months average earnings, past and future service.
25.1.1.1. OC San will continue to pay 3.5% of an eligible employee's
base salary towards the employee's contribution to OCERS.
25.1.2. Employees hired on or after October 1, 2010 and before January 1,
2013: OC San will contract with OCERS to provide the 1.667% @ 57.5
benefit formula (Plan B) based on the highest consecutive thirty-six(36)
months average earnings, past and future service.
25.1.2.1. OC San will pay 0% of an eligible employee's base salary
towards the employee's contributions to OCERS.
25.1.3. Employees hired on or after January 1, 2013: OC San will contract with
OCERS to provide the 2.5% @ 67 benefit formula (Plan U - PEPRA)
based on the highest consecutive thirty-six (36) months average
earnings, past and future service.
25.1.3.1. OC San will pay 0% of an eligible employee's base salary
towards the employee's contribution to OCERS.
25.2. All monies actually contributed into the retirement system by an employee will be
deducted from gross salary for taxation purposes in accordance with Internal
Revenue Code provisions.
ARTICLE 26. — SHIFT DIFFERENTIAL
26.1. Employees who are assigned to work a night shift that consists of 50% or more of the
hours between 6:00 p.m. and 6:00 a.m. and who actually work that shift will receive a
shift differential of$3.00 per hour.
ARTICLE 27. — LEAVE-OF-ABSENCE WITH PAY
27.1. Vacation Leave
27.1.1. Except as otherwise provided, regular full-time employees accrue
vacation leave, beginning with the first day of employment, in
accordance with the following schedule:
Years of Service Hours-Biweekly Hours-Annual
In years 0 through 4 3.08 80
In years 5 through 10 4.62 120
In year 11 4.93 128
In year 12 5.24 136
In year 13 5.54 144
In year 14 5.85 152
In year 15 6.16 160
In year 16 6.46 168
In year 17 6.77 176
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Years of Service Hours-Biweekly Hours-Annual
In year 18 7.08 184
In year 19 7.39 192
In year 20 and over 7.69 200
27.1.2. Part-time employees accrue vacation leave on a pro-rata basis as set
forth in applicable OC San Policy.
27.1.3. Vacation leave may only be utilized in increments of one-quarter hour or
more. Vacation leave is accrued for all paid hours, including hours
actually worked and hours in a paid-leave payroll status.
27.1.4. When unpaid absences occur, vacation leave accruals will be applied by
straight proration of leave accruals based on the number of hours paid
within the pay period, and is applicable to all types of leave, whether
legally protected or not.
27.1.5. Annual Payoff. Employees may have a maximum accumulation of two
hundred (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 two hundred (200) hours, it must be used prior to said
December date, all other remaining hours in excess of two hundred (200)
will be contributed into the employee's HRA according to Article 20—
Insurance, Health Reimbursement Arrangement, Section 20.15.3. This
will occur in the first pay period in January at the employee's then current
hourly rate of compensation.
27.2. Sick Leave
27.2.1. Definition. Sick leave is an insurance or protection provided by OC San
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: to
attend to the illness or injury of a family member as hereinafter defined:
or, for an employee who is a victim of domestic violence, sexual assault,
or stalking, for the purposes described in Labor Code sections 230(c)
and 230.1(a). Temporary employees shall receive sick leave benefits as
required by State law.
27.2.2. Method. - 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.
27.2.3. Part-time employees accrue sick leave on a pro-rata basis as set forth in
applicable OC San Policy.
27.2.4. When unpaid absences occur, sick leave accruals will be applied by
straight proration of leave accruals based on the number of hours paid
within the pay period, and is applicable to all types of leave, whether
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legally protected or not.
27.2.5. Annual Pavoff. Employees may elect annually to be paid for any unused
sick leave hours accrued through the last pay period ending in October
at their current hourly rate according to the following payoff schedule.
The mandatory payout shall be made in the form of a contribution into
the employee's HRA according to Article 20— Insurance, Health
Reimbursement Arrangement, Section 20.15.2:
Accrued Sick Leave Hours Rate of Payoff
0-100 0%
101-240 25%
241-560 35%
Over 560 (mandatory) 50%
27.2.6. Employees who terminate for any reason other than retirement or death
will be compensated for any accrued and unused sick leave according to
the above schedule. Employees who retire or decease with twenty(20)
years or more of service will be paid at the one hundred percent(100%)
rate for all accrued and unused sick leave. Employees who retire or
decease with less than twenty(20)years of service will be paid at the
seventy-five percent(75%) rate for all accrued and unused sick leave.
27.2.7. Permissible Uses. Sick leave may be applied only to:
27.2.7.1. Absence due to illness, injury or pregnancy of an employee.
27.2.7.2. Absence due to medical and dental office appointments of an
employee when approved by the employee's supervisor.
27.2.7.3. Absence for the care of the employee's father, father-in-law,
mother, mother-in-law, brother, sister, husband, wife,
domestic partner, child, child of domestic partner,
grandparent, grandchild, legal guardian, or family member
with whom the employee resides.
27.2.7.4. Absence due to a job-related injury.
27.2.7.5. Absence related to an employee who is a victim of domestic
violence, sexual assault, or stalking, for the purposes
described in Labor Code sections 230(c) and 230.1(a).
27.2.8. General Provisions. To qualify for sick leave pay, the employee must
notify OC San at or in advance of the time the employee is scheduled to
report for duty. Minimum charge to the employee's sick leave account
will be one-quarter(0.25) hour increments.
27.2.9. The Human Resources Department and department management will be
responsible for controlling the abuse of the sick leave privilege. 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 the Human Resources Department.
Upon return to work, a written doctor's release must be submitted to the
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Human Resources Department. For absences of one (1)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 the Human Resources Department.
27.2.10. 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 will comply with
the provisions of these Acts.
27.2.11. Sick Leave Incentive Plan. If the average sick leave usage of employees
in the Group is under forty (40) hours per year, calculated on annualized
actual time off from October to October, based on the last pay periods
ending in October, exclusive of catastrophic illness or injury requiring
absence in excess of two hundred (200) hours or industrial injury leave in
excess of eighty(80) hours, the annual payoff for unused sick leave will
be as follows in the chart below. The mandatory payout shall be made in
the form of a contribution into the employee's HRA according to Article
20— Insurance, Health Reimbursement Arrangement, Section 20.15.2:
Accrued Sick Leave Hours Rate of Payoff
0— 100 15%
101 —240 45%
241 —560 60%
Over 560 (mandatory) 75%
27.3. Jury Duty Leave
27.3.1. Any full-time, including probationary, employee who is called for jury duty
will 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.
27.3.2. Prior to jury duty service, employees must complete an online time off
request form. 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('/2) of a regular shift remaining. Employees are not
compensated for jury duty occurring on scheduled days off.
27.3.3. An employee serving jury duty must obtain an attendance slip from the
court to be submitted to his/her supervisor with his/her timesheet in order
to be eligible for regular pay for those hours of absence due to jury duty.
27.4. Witness Leave
27.4.1. 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, will,
upon approval of an online time off request, be entitled the time
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necessary to comply with such subpoena. An employee's regular pay
will be reduced by the amount of witness leave pay received, exclusive
of mileage.
27.4.2. An employee so subpoenaed must submit a copy of the subpoena to
his/her supervisor and complete an online time off request form 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 OC
San 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.
27.5. Military Leave
27.5.1. A request for military leave will be made upon leave-of-absence forms
approved by the Human Resources Department and will 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 will
be submitted with the request.
27.5.2. Provisions of the Military and Veterans Code of the State of California,
Sections 395-395.5 will govern military leave. In general, current law
provides that an employee having one (1)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, administrative
leave, 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.
27.6. Bereavement Leave
27.6.1. Any full-time employee, whether probationary or regular, shall receive a
maximum of thirty-six (36) hours off with pay for the death or funeral of
an immediate family member. Bereavement leave shall be used within
six (6) months of the death of the immediate family member. Immediate
family member is defined as the employee's father, step-father, father-in-
law, mother, step-mother, mother-in-law, brother, step-brother, sister,
step-sister, husband, wife, domestic partner, biological child, adopted
child, step-child, child of a domestic partner, grandchild, grandparent,
foster parent, foster child, legal guardian, or any family member with
whom the employee resides. Employees must submit an online time off
request form for approval by their supervisor. Employees may be
required to furnish evidence satisfactory to OC San of the family
member's death and the employee's relationship to the deceased family
member. Employees may submit requests for bereavement leave after
the six (6) months to the Director of Human Resources or designee, who
has the discretion to grant or deny such requests. Any denial of a
request for the use of bereavement leave after the designated six(6)
months is not grievable or otherwise subject to appeal.
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27.6.2. Part-time employees are eligible for bereavement leave on a pro-rata
basis as set forth in applicable OC San Policy.
27.7. Administrative Leave
27.7.1. Effective the first pay period in July, regular full-time employees in the
Group shall be granted forty (40) hours of Administrative Leave.
Employees who are hired or promoted into the Group shall be granted
Administrative Leave on a pro-rata basis per the following schedule:
Hire Date Percent
July-September 100%
October- December 75%
January- March 50%
April -June 0%
27.7.2. Administrative Leave will be administered in accordance with the
following guidelines:
27.7.2.1. Administrative Leave may be used in one-quarter-(0.25) hour
increments.
27.7.2.2. Any unused Administrative Leave, within the fiscal year
granted, will not be carried over to the next fiscal year.
27.7.2.3. Any unused Administrative Leave, within the fiscal year
granted, is not subject to cash out or eligible for any mandatory
payout.
27.7.2.4. Employees who cease to be part of the Group for any reason
will forfeit any unused Administrative Leave.
ARTICLE 28. — LEAVE-OF-ABSENCE WITHOUT PAY
28.1. It is the policy of OC San to grant employees leaves-of-absence without pay under
certain circumstances and in accordance with state and federal benefit entitlement
laws. Except as stated below, employees will not receive compensation during an
unpaid leave-of-absence. Employees will not be granted an unpaid leave of absence
prior to exhausting all paid leave accrual balances, excluding employees protected
by PDL (Pregnancy Disability Leave)/FMLA(Family and Medical Leave Act)/CFRA
(California Family Rights Act)for their own serious health condition.
28.2. Using the prescribed forms, approved by OC San management, any full-time,
including probationary, or part-time employees with at least fifty-two (52)weeks of
service and at least twelve hundred fifty (1,250) hours of service, may be granted an
FMLA and/or CFRA leave-of-absence without pay, not to exceed twelve (12)weeks
in a rolling twelve (12) month calendar period. A"rolling"twelve (12) month period is
measured backward from the date the employee uses the leave. A request for leave
of absence without pay must be made upon prescribed forms in all instances where
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an employee is absent without pay for more than five (5)consecutive working days,
or for absences of ten (10)working days or more when using paid sick leave
accruals.
28.3. Substitution of Paid Leave.
28.3.1. Employees who request FMLA and/or CFRA Leave for qualifying
purposes other than the employee's own serious health condition will be
required to use all accruals before unpaid leave is granted.
28.3.2. Vacation, administrative leave or personal leave accruals may be used
for the care of the employee's father, step-father, father-in-law, mother,
step-mother, mother-in-law, brother, step-brother, sister, step-sister,
husband, wife, domestic partner, biological child, adopted child, step-
child, foster child, legal ward, child of a domestic partner, grandchild,
grandparent, foster parent, legal guardian, or any family member with
whom the employee resides.
28.4. Permissible Uses
28.4.1. FMLA Leave. FMLA leave may be used for:
28.4.1.1. The birth of a child or to care for a newborn of an employee;
28.4.1.2. The placement of a child with an employee in connection with
the adoption or foster care of a child;
28.4.1.3. The care for the employee's father, step-father, father-in-law,
mother, step-mother, mother-in-law, brother, step-brother,
sister, step-sister, husband, wife, biological child, adopted
child, step-child, foster child, legal ward, child of a domestic
partner, grandchild, grandparent, foster parent, legal guardian,
or any family member with whom the employee resides, who
has a serious health condition, as defined in the Act;
28.4.1.4. The employee's own serious health condition that renders the
employee unable to perform the essential functions of his or
her position, including incapacity due to pregnancy;
28.4.1.5. A qualifying exigency arising out of the fact that an employee's
family member is on covered active duty or called to covered
active duty status in the Armed Forces. A qualifying exigency
may include activities such as making arrangements for
childcare, attending counseling relating to the active duty of
the service member, or attending to farewell or arrival
arrangements for the service member;
28.4.1.6. The care for the employee's family member or"next of kin"
service member of the United States Armed Forces who has a
serious injury or illness incurred in the line of duty while on
active military duty. This leave may consist of up to 26 weeks
of unpaid leave during a single 12-month period.
28.4.2. CFRA Leave. CFRA Leave may be used for:
28.4.2.1. The same purposes as FMLA Leave, including the care of a
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domestic partner or child of a domestic partner, and will run
concurrently with FMLA leave.
28.4.2.2. CFRA Leave may not be used for 1)an employee's incapacity
due to pregnancy, or 2)to care for a family member or next of
kin with a serious injury or illness incurred in the line of duty.
However, incapacity due to pregnancy may entitle an
employee to up to four(4) months of pregnancy disability leave
under California's Pregnancy Disability Leave (PDL) law.
28.5. General Provisions
28.5.1. Requests for FMLA and CFRA Leave
28.5.1.1. Where the need for Leave is foreseeable, OC San requests
thirty (30)days advance notice.
28.5.2. Medical Certification
28.5.2.1. As a condition of FMLA and/or CFRA Leave because of a
serious health condition, OC San may require certification by
the employee's attending physician in accordance with the
Department of Labor(DOL) regulations.
28.5.3. Medical and Dental Premiums
28.5.3.1. During FMLA and/or CFRA Leave, OC San will pay for medical
and dental benefits at the same level as coverage would have
been provided if the employee was not on leave. The
employee will be required to pay his or her share of medical
and dental premiums. Failure to submit a monthly co-payment,
in full, within forty-five (45)days of the invoice date will result in
loss of group coverage. Coverage will be reinstated upon
return to active employment.
28.5.4. Reinstatement
28.5.4.1. Upon expiration of FMLA and/or CFRA Leave, the employee
will be reinstated to the same or a comparable position unless
the employee would not otherwise have been entitled to that
position for reasons unrelated to such leave (e.g., lay-off), in
which case OC San's obligation to continue health and dental
or other benefits will cease.
28.5.5. OC San Employment of Spouses/Domestic Partners
28.5.5.1. FMLA Leave Married employees will be limited to a combined
total of twelve (12)weeks FMLA or CFRA Leave in a rolling
twelve (12) month calendar period for the care of a parent or
newly born or placed child.
28.5.6. General Leave
28.5.6.1. Employees who have exhausted all paid time off accruals may
request to be granted a general leave-of-absence by OC San
management to attend to personal matters, or for FMLA and/or
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CFRA qualifying events after the expirations of previously
authorized leave.
28.5.6.2. During a general leave-of-absence, the employee will be
required to pay both OC San's and the employee's share of
medical and dental premiums.
28.5.6.3. Failure to submit a monthly co-payment, in full, within forty-five
(45)days of the invoice date will result in loss of group
coverage. Coverage will be reinstated upon return to active
employment.
28.5.7. Return to Work Policy
28.5.7.1. An employee who has been absent from work due to a
medical reason may be subject to a Return-to-Work medical
evaluation.
28.5.7.2. If it is determined that the job demands of the position last held
by the employee are not compatible with the employee's
restrictions (with reasonable accommodation if the employee is
disabled within the meaning of the ADA/FEHA) and the
employee is willing to return to work, placement in an
alternative position, if available, will be considered. The
employee will be re-classified as medically disqualified while
alternative positions are being considered. Such time off will
be without pay; however, the employee may elect to use
accrued leave hours, such as vacation, sick or personal, to
receive compensation. Placement of an employee in an
alternative position requires a pre-placement medical
evaluation for the alternative job.
28.5.7.3. If it is determined that the job demands of the position last held
by the employee are not compatible with the employee's
restrictions (and cannot be reasonably accommodated if the
employee is disabled within the meaning of ADA/FEHA)and
there is not an alternative position, or the employee's
restrictions are not compatible with an alternative position, or
the employee is not willing to return to work, the employee will
be re-classified as medically disqualified and not permitted to
work. Thereafter, the employee will be retired for disability, if
eligible, or dismissed. Such dismissal will not imply
disciplinary action for cause. If requested, the employee's file
will indicate the employee left for personal reasons.
28.5.8. Bridge of Service
28.5.8.1. If an employee is dismissed per Section 28.5.7.3 and then is
rehired to a position within OC San within one (1)year, OC
San will bridge the employee's service date. Bridging of
service procedures involve adding the total number of days
away from work to the employee's original date of hire.
28.5.9. Failure to Return to Work
28.5.9.1. If, upon the expiration of FMLA and/or CFRA Leave, or any
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OC San-approved extension thereof including General Leave,
an employee fails to return to work and no additional leave has
been authorized, the employee will be considered to have
automatically resigned from his/her position. In such cases, the
employee will receive advance notification of OC San's intent
to implement an automatic resignation.
28.5.10. Compliance with Law
28.5.10.1.These Leave-of-Absence provisions will be interpreted and
applied in a manner that is consistent with the provisions of
FMLA, CFRA, ADA and all other laws. In the event there is a
direct conflict between these provisions, as written or applied,
the provisions of law will govern.
ARTICLE 29. - CLASSIFICATION STUDIES
29.1. The law requires meet and confer over changes to wages, hours, and terms and
conditions of employment; OC San is committed to complying with the law.
29.2. An employee who believes his/her position is not properly classified may submit a
written request to the Department Head asking that a classification study be
conducted. The Department Head will acknowledge the request in writing and review
the request for accuracy, and forward it to the Human Resources Department for
consideration and response. Classification studies will only be conducted twice a
year in November and during the budget process; therefore, classification study
requests shall be submitted October 1 11 for the November review and according to
the Finance budget schedule which normally requests all information by the end of
February. OC San management may also conduct classification studies at their
discretion to ensure that the duties and responsibilities of all employees are
appropriately allocated within the classification structure.
29.2.1. The findings of the Human Resources Department are final and not
subject to the appeal, problem-solving or grievance processes.
29.2.2. All classification study findings regarding existing classifications are
subject to approval by the General Manager; findings recommending a
new job classification range are subject to approval by OC San's Board
of Directors. The recommendations of the classification study will be
implemented in the first pay period immediately following the completion
of the study unless the recommendations require action to be taken by
the Board of Directors prior to implementation. In such event, the
recommendations will be implemented in the first pay period immediately
following authorization by the Board.
29.3. Y-Rating
29.3.1. In the event the duties and responsibilities of a position are allocated to a
lower paid classification, the salary of the incumbent of that position will
remain unchanged.
29.3.2. Y-rating will be granted for all reclassifications where employees are
working in a job classification with a lower maximum rate of pay resulting
from changes to OC San's staffing requirements, organizational structure
or"bumping" associated with layoffs. Y-rating shall not apply in cases
involving disciplinary actions or voluntary changes to a job classification
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with a lower maximum rate of pay(unless otherwise authorized by the
General Manager).
29.3.3. The Y-rate will remain in effect until the salary range for the new
classification equals or exceeds the employee's Y-rated salary.
Employees become eligible for merit increases and range adjustments
when the Y-rate is no longer in effect.
29.4. Reopener: OC San and SPMG agree to reopen this Agreement to meet and confer
regarding the comparison agencies used for any classification and compensation
studies.
ARTICLE 30. - DRIVER'S LICENSE
30.1. Employees who are required by OC San to drive must notify their supervisor and the
Risk Management Division immediately upon receipt of any suspension or revocation
of their California Driver's License privileges. Failure to do so could result in
disciplinary action up to and including separation.
30.2. If an employee whose license is suspended or revoked and is unable to perform
his/her regular duties and responsibilities notifies OC San in a timely fashion, an
attempt will be made to place the employee in an equal or lower level position for
which he/she is qualified. Placement in the range of the new classification is subject
to OC San's management discretion.
30.3. OC San will continue to pay the license renewals and physical examination costs of
Class A and B licenses that are specifically required by OC San.
ARTICLE 31. - LAYOFF PROCEDURE
31.1. If, in the sole discretion of OC San's management, personnel reductions are
necessary, layoff order and recall lists will be developed based upon job
classification, priority of function,job performance, individual qualifications and
seniority. The Group and employees subject to lay off will be provided with at least
two (2)weeks notification in writing whenever possible.
31.2. Employees in classifications subject to layoff may request a voluntary demotion to
any previously held position for which they remain qualified. Such request must be
made in writing to the Human Resources Department within five (5)days of receipt of
the Layoff Notice. The salary of an employee who voluntarily demotes will be
unchanged, except that it may not exceed the top step of the range for the lower level
classification.
31.3. Recall lists will be developed for all classifications experiencing personnel reductions,
and will be maintained for a period of two (2)years from the date of layoff. Individuals
will be placed on the list in the inverse order of layoff, so that the last person laid off is
the first recalled. When a vacancy occurs in a classification for which a Recall list
exists, an offer of reemployment will be made to the individual on the top of the list.
That individual must respond to the offer within five (5) days, or the offer will be made
to the next person on the list. An individual who either does not respond or refuses
three (3)consecutive offers will have his/her name removed from the list.
31.4. All notification and responses must be in writing and delivered either in person or by
Certified Mail. It is the responsibility of all employees to keep the Human Resources
Department informed of their current address, or where they may be contacted.
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ARTICLE 32. - LIGHT DUTY
32.1. An employee who is released by a physician to perform limited duties because of a
temporary disability may be assigned to light duty at the discretion of OC San. Light
duty may consist of duties other than those normally performed by the employee and
that are within the employee's medical restrictions. An employee assigned to light
duty will be paid the regular wage rate for the job classification to which he or she
was assigned prior to being temporarily disabled.
ARTICLE 33. - MEDICAL EXAMINATION
33.1. When there is reasonable evidence to suggest that an employee is impaired in a
manner that endangers his/her own health or safety, or that of others, OC San may
require that employee to be examined or evaluated by a health care provider. The
purpose of such examination must be job related. Any examination under this
provision will be conducted on OC San time and at OC San expense. An employee
may submit an independent medical opinion regarding his/her condition and
addressing his/her ability to competently perform the duties of the position. This
information will be reviewed and considered by a competent medical authority in
arriving at a decision regarding the individual's continued employment in the position.
ARTICLE 34. - MILEAGE ALLOWANCE
34.1. Approved use of a personal vehicle for OC San business will be reimbursed at the
current IRS rate.
ARTICLE 35. -ACTING PAY
35.1. Employees who are assigned by OC San management to perform the duties of an
open, budgeted position at a higher level for a period of at least one hundred (100)
consecutive hours will be eligible for a one (1)step salary increase, or the first step of
the range for the higher level classification, whichever is greater. The higher rate of
pay begins with the 101 st hour, and continues until the assignment ends or the six
(6) month limitation has been reached at which time a determination will be made as
to whether the position should or should not be posted. Requests for acting pay
require the approval of the Department Head and the Human Resources Department.
The one hundred (100)-hour eligibility period may be waived at the discretion of the
General Manager. Time served in higher level assignments shall be credited as
qualifying experience for promotional purposes.
ARTICLE 36.
(This article intentionally left blank.)
ARTICLE 37. - PERSONNEL FILES
37.1. Employees have the right to inspect their Personnel File in the Human Resources
Department during the normal office hours of the Human Resources Department by
appointment. Employees who wish to correct allegedly erroneous information in their
file, or request that items related to disciplinary matters be removed after the
indicated time period has elapsed, should submit a request in writing to the Human
Resources Department. It is the responsibility of each employee to keep the personal
information in his/her files current, including home address, telephone number and
person to contact in an emergency.
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ARTICLE 38. - BULLETIN BOARDS
38.1. The Group may use the bulletin boards located at Plant 1 and Plant 2 which are
designated for use by employee Groups to post notices to OC San employees
provided that: (a) no controversial matter which is critical or derogatory of OC San, its
employees, officers or Directors may be posted; (b) nothing posted by OC San may
be removed; (c)the Group will remove its notices after a reasonable length of time;
and (d)only a reasonable number of notices will be posted.
ARTICLE 39. - RELEASE TIME FOR MEET AND CONFER SESSIONS
39.1. A maximum of three (3) employees covered by this Agreement and appointed by the
Group will be granted reasonable release time for attending meet and confer
sessions at the bargaining table. Release time will not be compensated for any
hours that exceed the employee's regularly scheduled hours of work.
39.2. The Group will provide the Human Resources Department with the names of
employees requiring meet and confer release time in advance of the meet and confer
session. The release time will be granted provided that the needs of OC San permit
the time away from assigned work.
ARTICLE 40. - USE OF OC SAN FACILITIES
40.1. OC San facilities may be used by the Group with prior notice to the Human
Resources Department for the purpose of holding meetings, to the extent that such
use does not interfere with normal OC San operations. The Group agrees to pay for
the cost of any additional custodial or security services.
ARTICLE 41. - SCOPE OF BARGAINING
41.1. OC San and the Group acknowledge that during the negotiations which resulted in
this Agreement, each party had the unlimited right and opportunity to make demands
and proposals with respect to all proper subjects within the scope of representation.
Therefore, OC San and the Group, for the term of this Agreement, except as
otherwise provided herein, each voluntarily and unqualifiedly waive the right, and
each agrees that the other will not be obligated to bargain collectively with respect to
any subject or matter contained in this Agreement.
ARTICLE 42. - IMPASSE PROCEDURES
42.1. If either OC San or Group declares that an impasse exists in the meet and confer
process, the party so declaring may initiate the impasse procedure by providing the
other party with a written request for an impasse meeting, together with a statement
of its position on all issues. An impasse meeting will be scheduled and held between
the parties within fourteen (14) calendar days or as soon as practicable to:
42.1.1. Review the position of the parties in a final effort to reach agreement on
a memorandum of understanding, and if the impasse is not resolved, to
discuss the immediate utilization of impasse procedures outlined herein.
42.2. Impasse Procedures are:
42.2.1. Mediation: If the parties mutually agree to submit the dispute to the State
Mediator and Conciliation Service all mediation proceedings will be
private and as soon as practicable. The mediator will make no public
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OC SAN 22-22-75
recommendation, nor take any public position at any time concerning the
issues.
42.2.2. Fact-Finding: Whether the parties submit the dispute to mediation or not,
the Group may request that the parties' differences be submitted to a
factfinding panel as soon as practicable. The cost of a fact finder and
other mutually incurred costs will be mutually shared by OC San and
Group.
42.2.3. Board Actions: If the parties fail to resolve the impasse, the dispute will
be sent to OC San Board of Directors for resolution. Each party will
submit its written proposal on all issues to the Board. The Board may
take such action to resolve the impasse as it deems appropriate to the
public interest. Any action taken by the Board to resolve the impasse will
be final and binding.
ARTICLE 43. - SEVERABILITY
43.1. Notwithstanding any other provisions in this Agreement, in the event that any article,
section or subsection of this Agreement will be declared invalid by any court or by
any state or federal law or regulation, or should a decision by any court or any state
or federal law or regulation diminish the benefits provided by this Agreement, or
impose additional obligations on OC San, OC San and the Group will meet and
confer on the affected article, section or subsection. In such event, all other articles,
sections or subsections of this Agreement not affected will continue in full force and
effect.
ARTICLE 44. - UNIFORMS
44.1. OC San will provide and maintain ten (10) uniform pants and shirts, which may
include the name of the employee and OC San seal, at no cost to employees whose
duties require that they wear uniforms. OC San will also provide lab coats as required
by the lab manager.
44.2. All employees who are issued uniforms must wear them during the performance of
their regular duties. Other clothing appropriate to the occasion, as determined by OC
San management, may be worn when attending business meetings. Failure to wear
required clothing, shoes and safety equipment may be cause for disciplinary action.
ARTICLE 45. - SUBSTANCE ABUSE POLICY
45.1. OC San's Substance Abuse Policy will apply to all Group members. OC San and the
Group agree to meet and confer for any proposed revisions to the policy. OC San
may adopt or implement rules, regulations and policies to be in compliance with
federal and state laws. In such cases, notification will be provided to the Group prior
to implementation.
45.2. Department of Transportation (DOT) Regulations
45.2.1. Every driver who operates a commercial motor vehicle in interstate or
intrastate commerce, and is subject to the commercial driver's license
requirements of the Department of Transportation, Federal Highway
Administration CFR Part 382 is subject to OC San's Anti-Drug and
Alcohol Program. OC San will ensure that all alcohol or controlled
substances testing conducted under the Substance Abuse and Alcohol
Page 29 of 36
OR040\039\10130397.v1
OC SAN 22-22-76
Misuse Plan complies with the procedures set forth in CFR Part 40.
45.3. OC San's Substance Abuse Policy:
45.3.1. Any employee may be subject to discipline, up to and including
termination, for any alcohol screen test that indicates an alcohol
concentration level of 0.02%or greater.
ARTICLE 46. - NEW EMPLOYEE ORIENTATION AND DUES
DEDUCTIONS
46.1. New Employee Orientation
46.1.1. The Group will be allowed up to one half-hour each orientation session to
communicate with Group-represented classifications to explain the rights
and benefits as set forth in this Agreement. Human Resources staff will
send to the Group representative, or designee, a notice of each new
employee orientation session. The notice will be provided at least 10
days prior to the session, or as soon as practicable, and will include
pertinent session details.
46.1.2. OC San will hold new employee orientation sessions on a regular basis
or at least on a quarterly basis, given there are new Group-represented
classifications. If there are no new hires in the Group-represented
classifications for a scheduled session, OC San will notify the Group as
soon as possible in advance of the session.
46.1.3. Human Resources staff will provide the Group with an electronic copy of
the name, home address, personal email address, and personal cell
phone number of all new Group-represented employees within 30 days
of hire.
46.1.4. Human Resources staff will provide the Group with an electronic copy of
the name, home address, personal email address, and personal cell
phone number of all Group-represented employees at least every 120
days.
46.2. Dues Deductions
46.2.1. Remittance of the aggregate amount of all dues and other proper
deductions made from the salaries of employees covered hereunder
shall be made to AFSCME along with an electronic report detailing the
employee's name, employee number, bargaining unit, classification title,
work location, work phone, work e-mail, hire date, home address, home
phone, home e-mail, cell phone, , and deduction amount(s)and type(s).
46.2.2. The Group shall indemnify, defend and hold the OC San harmless
against any liability from any claims, demands, or other action related to
OC San's deduction of Union Dues, including claims related to the
Union's use of monies collected under these provisions.
ARTICLE 47. - MAINTENANCE OF MEMBERSHIP
47.1. All employees who are members of the Group, or who become members of the
Group, shall remain members of the Group, except that any employee may withdraw
Page 30 of 36
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OC SAN 22-22-77
his/her membership by written notice to the Group and OC San during the ten day
period between ninety (90) and one hundred (100)days preceding the expiration of
this agreement.
ARTICLE 48. - PEACEFUL RESOLUTION OF DISPUTES
48.1. During the term of this Memorandum, or any subsequent period when impasse
resolution procedures are in progress or recommendations resulting from such
procedures are being considered by the parties, OC San agrees it will not lockout
employees in this Group, and Group agrees that it will neither advocate, encourage
or participate in any strike, including sympathy strike, or work stoppages, nor
encourage employees to refrain in whole or in part from the full, faithful and proper
performance of their duties of employment.
ARTICLE 49.
(This article intentionally left blank)
ARTICLE 50. -WORKPLACE VIOLENCE AND WEAPONS POLICY
50.1. OC San's Workplace Violence and Weapons Policy will apply to all Group members.
OC San and the Group agree to meet and confer for any proposed revisions to the
policy.
ARTICLE 51. - RESIGNATION
51.1. Employees resigning from OC San are expected to give a minimum of two (2)weeks
advanced written notice prior to leaving. OC San may accept in writing any verbal or
written resignation at any time and deem such resignation irrevocable. Voluntary
written resignation of employment with OC San is automatically deemed irrevocable
after seventy-two (72) hours from OC San's receipt of the resignation except by
approval of the Human Resources Department.
ARTICLE 52.
(This article intentionally left blank)
Page 31 of 36
OR040\039\10130397.v1
OC SAN 22-22-78
SIGNATURE PAGE
2022—2025
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT
AND THE
EMPLOYEES OF THE SUPERVISOR GROUP
Executed:
SUPERVISOR GROUP ORANGE COUNTY SANITATION DISTRICT
Z,&/7,y:r-,4 —S*A41.r
Russell Maitland(Jul 29,202211:12 PDT) Laura Drottz alty(Jul 29,202208:17 PDT)
Russell Maitland, Business Laura Drottz Kalty, Lead Negotiator
Representative, AFSCME Council 36
(Affiliate of SPMG)
-/-7leeSe4ae1 tit
Larry Roberson, Senior Contracts Celia Chandler, Director of Human Resources
Administrator
7edA'—at&
Marc Brown, Principal Staff Analyst Laura Maravilla, Human Resources & Risk
Manager
Angela Brand
Ange a Brandt(Jul 28,202214:03 PDT)
Angela Brandt, Accounting Supervisor Andr ,-Human Resources Supervisor
NICHOLAS OSWALD(Jul 28,202214:34 PDT)
Nick Oswald, Maintenance Supervisor Ja&Aguilar, Hu an esources Supervisor
Dickie Fernandez, Engineer Thys DeVries, Principal Human Resources
Analyst
Stephanie Barron, Senior Human Resources
Analyst
Page 32 of 36
OR040\039\10130397.v1
OC SAN 22-22-79
APPENDIX A
Medical Insurance Plan Design Components1,2
CURRENT STATE
PPO High Deductible Health Plan
Plan Design Component
In-Network Non-Network In-Network Non-Network
Deductible $150/$450 $1,400/$2,800
Annual Out-of
Pocket Max/Member $2,000 $3,000 $2,500 $5,000
Annual Out-of- $4,000 $6,000 $5,000 $10,000
Pocket Max/Family
Major Medical
Physician Office Visit $15/Visit 30% 10% 30%
Specialist Office Visit $15/Visit 30% 10% 30%
Preventive Care No Charge 30% No Charge Not Covered
Inpatient Hospitalization 10% 30%+$500 10% 30%(up to$600/day,
non-emergency)
Outpatient 10% 30/o 10/0 30%(up to
Hospitalization/Surgery $350/admit)
Emergency Room $100/Visit+10% $100/Visit+10%
(copay waived if admitted) (copay waived if admitted)
Infertility Benefits Not Covered Not Covered
Urgent Care $15/Visit 30% 10% 30%
Chiropractic
$15/Visit 30% 10%/Visit 30%/Visit
(30 visits/year) (30 visits/year) (30 visits/year) (30 visits/year)
Opt-Out from Plan Yes Yes Yes
Generic/Brand/ Generic/Brand/ Generic/Brand/
Prescription Drugs Non-Preferred Brand Non-Preferred Brand Non-Preferred Brand
50%of the
prescription
drug maximum $10/$25/$40 after $10 plus 25%/$25
Retail $5/$20/$35 allowed deductible plus 25%/$40 plus
(30-day supply) amount&costs
(30 day supply) 25%(30-day supply
in excess up to
$250 per
prescription
$5/$40/$70 $20/$50/$80 after
Mail Order deductible
(90-day supply) Not Covered (90-day supply) Not Covered
Plan Design Components will include any applicable mandated legislative changes.
2 This is not a complete description of all benefit provisions.The information contained in Summary Plan Descriptions(SPDs)and
Evidence of Coverage EOC booklets prevails.
Page 33 of 36
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Medical Insurance Plan Design Components1,2
CURRENT STATE
Plan Design Component Anthem HMO Kaiser HMO Kaiser Bronze
Deductible None None $5,000 Individual
$10,000 Family
Annual Out-of- $1,500 $1,500 $6,250
Pocket Max/Member
Annual Out-of- $3,000 $3,000 $12,500
Pocket Max/Family
Major Medical
Physician Office Visit $15/Visit $15/Visit $60/Visit
Specialist Office Visit $15/Visit $15/Visit $70/Visit
Preventive Care No Charge No Charge No Charge
Inpatient Hospitalization $100 Admit $100 Admit 30%
Outpatient $15 Co-pay o
Hospitalization/Surgery $50 Admit (per procedure) 30/Emergency Room $100/Visit $100/Visit $300/Visit
(waived if admitted) (waived if admitted) (waived if admitted)
Infertility Benefits Status Quo Status Quo Not Covered
Urgent Care $15/Visit $15/Visit $60/Visit
Chiropractic $15/Visit * $10/Visit Not Covered
(60 visits/year) (30 visits/year)
Opt-Out from Plan Yes Yes Yes
Prescription Drugs Generic/Brand/Non- Generic/Brand Generic/Brand
Preferred Brand
$5/$20/$35 $5/$20 $15/$50 medical
Retail deductible applies
(30-day supply) (30-day supply)
(30-day supply)
$5/$40/$70 $5/$20 $30/$100 medical
Mail Order deductible applies
(90-day supply) (100-day supply) (100-day supply)
Plan Design Components will include any applicable mandated legislative changes.
2 This is not a complete description of all benefit provisions.The information contained in Summary Plan Descriptions(SPDs)
and Evidence of Coverage(EOC)booklets prevails.
*For chiropractic services through the American Specialty Health(ASH)Network,the copay is$10 with a maximum of 30 visits
in a calendar year for covered services.
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