HomeMy WebLinkAboutOC SAN 25-06RESOLUTION NO. OC SAN 25-06
A RESOLUTION OF THE BOARD OF DIRECTORS OF THE
ORANGE COUNTY SANITATION DISTRICT APPROVING THE
MEMORANDA OF UNDERSTANDING (MOUS) BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT AND THE ORANGE
COUNTY EMPLOYEES ASSOCIATION (OCEA), FOR FISCAL
YEARS 2025/2026, 2026/2027 & 2027/2028
WHEREAS, on July 27, 2022, the Board of Directors ("Directors") of the Orange
County Sanitation District (OC San) authorized the General Manager to sign the Memoranda
of Understanding (MOUs) with the Orange County Employees Association (referred
hereinafter as "OCEA"), regarding salaries, benefits and terms and conditions of employment
for the period July 1, 2022 through June 30, 2025 ("2022 MOUs").
WHEREAS, prior to the expiration of the 2022 MOUs, on February 25, 2025, OCEA
requested to meet and confer regarding successor MOUs.
WHEREAS, pursuant to Government Code Section 3500, et seq., representatives of
OCEA 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 for the
current Fiscal Year would take effect the first full pay period in July 2025; and
WHEREAS, the parties have modified the attached 2025 MOUs between OC San
and OCEA to reflect the parties' understanding regarding certain terms and conditions,
which by this reference are made a part of this resolution as if set forth herein.
NOW, THEREFORE, the Board of Directors of the Orange County Sanitation District
DOES HEREBY RESOLVE, DETERMINE AND ORDER:
Section 1. The aforementioned MOUs between OC San and OCEA for the
contract period of July 1, 2025, through June 30, 2028, attached hereto as Exhibit A and are
hereby approved.
Section 2. The General Manager is authorized to sign the Memoranda of
Understanding with OCEA for the period of July 1, 2025, through June 30, 2028, in a form
approved by General Counsel.
2025.
PASSED AND ADOPTED at a regular meeting of the Board of Directors held July 23,
Ryan P. Gallagher
Board Chairman
OC SAN 25-06-1
ATTEST:
Kelly Lore
Kelly Lore (-rut 24, 2025 08:48:13 PDT)
Kelly A. Lore, MMC
Clerk of the Board
OC SAN 25-06-2
STATE OF CALIFORNIA )
ss
COUNTY OF ORANGE
I, Kelly A. Lore, Clerk of the Board
District, do hereby certify that the foregoing
adopted at a regular meeting of said Boar
d
AYES: Joyce Ahn, Debbie Baker, Pat Burns, Doug Chaffee, Jon Dumitru, Ryan
Gallagher, Johnathan Ryan Hernandez, Lisa Landau, Carlos Leon,
Christine Marick, Scott Minikus, Jordan Nefulda, Andrew Nguyen, Jamie
Valencia, Chad Wanke, Erik Weigand, Rose Espinoza (Alternate), Dan
Ferons (Alternate), Gene Hernandez (Alternate), Kelly McBride
(Alternate), Art Perry (Alternate), Cindy Tran (Alternate), Kathleen
Treseder (Alternate) and John Warren (Alternate)
NOES: None
ABSENT: Glenn Grandis
ABSTENTIONS: None
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal
of Orange County Sanitation District this 23rd day of July 2025.
Kelly I -Ore
Kelly Lore ( ut 24, 2025 08:48:13 PDT)
Kelly A. Lore, MMC
Clerk of the Board of Directors
Orange County Sanitation District
OC SAN 25-06-3
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT
AND THE
ORANGE COUNTY EMPLOYEES ASSOCIATION
FOR THE
ADMINISTRATIVE AND CLERICAL UNIT
July 1, 2025 through June 30, 2028
OR040\03 8\ 10068112.v4
OC SAN 25-06-4
TABLE OF CONTENTS
ARTICLE 1. - RECOGNITION.................................................................................................................................1
ARTICLE 2. - DURATION.......................................................................................................................................1
ARTICLE 3. - SUCCESSOR AGREEMENT...........................................................................................................1
ARTICLE4. - OCEA ACCESS................................................................................................................................1
ARTICLE5. - OCEA RIGHTS.................................................................................................................................2
ARTICLE 6. - OC SAN RIGHTS..............................................................................................................................2
ARTICLE 7. - NONDISCRIMINATION IN EMPLOYMENT.....................................................................................2
ARTICLE 8. - SMOKE -FREE WORK ENVIRONMENT..........................................................................................2
ARTICLE9. - SAFETY............................................................................................................................................2
ARTICLE 10. - DISCIPLINE AND DISMISSAL......................................................................................................3
ARTICLE 11. - GRIEVANCE PROCEDURE...........................................................................................................4
ARTICLE 12. - PROBLEM SOLVING PROCEDURE.............................................................................................5
ARTICLE 13. - SALARY ADJUSTMENTS AND COMPENSATION......................................................................6
ARTICLE 14. - SEVERANCE PAY.........................................................................................................................7
ARTICLE 15. - DEFERRED COMPENSATION......................................................................................................7
ARTICLE16. - HOLIDAYS......................................................................................................................................7
ARTICLE 17. - HOURS OF WORK.........................................................................................................................8
ARTICLE 18. - CALL-BACK PAY..........................................................................................................................9
ARTICLE 19. - STANDBY PAY..............................................................................................................................9
ARTICLE20. - INSURANCE...................................................................................................................................9
20.3 MEDICAL INSURANCE...............................................................................................................................
9
20.4 LIFE INSURANCE....................................................................................................................................
10
20.5 SHORT TERM DISABILITY........................................................................................................................
10
20.6 LONG TERM DISABILITY..........................................................................................................................
10
20.7 DENTAL INSURANCE...............................................................................................................................
10
20.8 VISION INSURANCE................................................................................................................................
10
20.9 RETIRING EMPLOYEES...........................................................................................................................
10
ARTICLE 21. - REIMBURSEMENT ACCOUNT...................................................................................................11
21.2 GROUP INSURANCE PREMIUMS...............................................................................................................
11
21.3 MEDICAL CARE REIMBURSEMENT ACCOUNT............................................................................................
11
21.4 DEPENDENT CARE ASSISTANCE ACCOUNT..............................................................................................
11
ARTICLE 22. - OVERTIME...................................................................................................................................11
ARTICLE 23. - PROBATIONARY PERIOD..........................................................................................................11
ARTICLE 24. - PROMOTIONS..............................................................................................................................12
ARTICLE 25. - RETIREMENT...............................................................................................................................12
ARTICLE 26. - SHIFT DIFFERENTIAL.................................................................................................................13
ARTICLE 27. - LEAVE -OF -ABSENCE WITH PAY..............................................................................................13
27.1 VACATION LEAVE...................................................................................................................................
13
27.2 SICK LEAVE...........................................................................................................................................
14
27.3 JURY DUTY LEAVE.................................................................................................................................
15
27.4 WITNESS LEAVE....................................................................................................................................
15
27.5 MILITARY LEAVE....................................................................................................................................
16
27.6 BEREAVEMENT LEAVE............................................................................................................................
16
27.7 SUPPLEMENTAL LEAVE...........................................................................................................................
16
ARTICLE 28. - LEAVE -OF -ABSENCE WITHOUT PAY.......................................................................................17
28.3 SUBSTITUTION OF PAID LEAVE................................................................................................................
17
28.4 PERMISSIBLE USES................................................................................................................................
18
28.5 GENERAL LEAVE....................................................................................................................................
19
28.6 RETURN TO WORK POLICY.....................................................................................................................
19
28.7 COMPLIANCE WITH LAW.........................................................................................................................
20
ARTICLE 29. - CLASSIFICATION STUDIES.......................................................................................................20
ARTICLE 30. - DRIVER'S LICENSE.....................................................................................................................20
ARTICLE 31. - LAYOFF PROCEDURE................................................................................................................21
ARTICLE 32. - LIGHT DUTY.................................................................................................................................21
ARTICLE 33. - MEDICAL EXAMINATION...........................................................................................................21
ARTICLE 34. - MILEAGE ALLOWANCE.............................................................................................................22
ARTICLE 35. -ACTING PAY................................................................................................................................22
OCEA - Administrative/Clerical MOU
July 1, 2025 to June 30, 2028
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ARTICLE36...........................................................................................................................................................22
ARTICLE 37. - PERSONNEL FILES....................................................................................................................22
ARTICLE 38. - BULLETIN BOARDS....................................................................................................................22
ARTICLE 39. - RELEASE TIME FOR MEET AND CONFER SESSIONS...........................................................22
ARTICLE 40. - USE OF OC SAN FACILITIES.....................................................................................................22
ARTICLE 41. - SCOPE OF BARGAINING...........................................................................................................23
ARTICLE 42. - IMPASSE PROCEDURES...........................................................................................................23
ARTICLE 43. - SEVERABILITY............................................................................................................................23
ARTICLE 44. - UNIFORMS...................................................................................................................................23
ARTICLE 45. - SUBSTANCE ABUSE POLICY....................................................................................................24
ARTICLE 46. - NEW EMPLOYEE ORIENTATION AND DUES DEDUCTIONS
..................................................24
ARTICLE47...........................................................................................................................................................25
ARTICLE 48. - PEACEFUL RESOLUTION OF DISPUTES.................................................................................25
ARTICLE49...........................................................................................................................................................25
ARTICLE 50. - WORKPLACE VIOLENCE AND WEAPONS POLICY................................................................25
ARTICLE 51. - RESIGNATION.............................................................................................................................25
ARTICLE52...........................................................................................................................................................25
ARTICLE 53. - LABOR MANAGEMENT COMMITTEE.........................................................................25
SIGNATUREPAGE...............................................................................................................................................26
EXHIBITA.............................................................................................................................................................27
OCEA — Administrative/Clerical MOU
July 1, 2025 to June 30, 2028
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OC SAN 25-06-6
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT
AND THE
ORANGE COUNTY EMPLOYEES ASSOCIATION
FOR THE
ADMINISTRATIVE AND CLERICAL UNIT
In accordance with the provisions of California Government Code Sections 3500, et seq., and Resolution No. OC
SAN 23-09, as Resolution No. OCSD 18-18 has been repealed, of the Orange County Sanitation District's (OC San)
Board of Directors, OC San's authorized representative has met and conferred in good faith with representatives of
the Orange County Employees Association (OCEA) for the Administrative and Clerical Unit. These meetings have
resulted in an agreement and understanding to recommend that the employees represented by OCEA 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 OCEA as set forth in this Agreement.
ARTICLE 1. - RECOGNITION
1.1 This Agreement, effective July 1, 2025, is entered into between the Orange County Sanitation District,
referred to hereinafter as "OC San," and the Orange County Employees Association, referred to
hereinafter as "OCEA."
1.2 OC San recognizes the Orange County Employees Association as the exclusive recognized employee
organization for matters within the scope of representation for the following classifications, as set forth in
Exhibit "A" (attached hereto and incorporated by reference), as well as additional classes as may be
added hereafter by OC San.
ARTICLE 2. - DURATION
2.1 This Agreement shall be binding on OC San and OCEA when approved and adopted by OC San's Board
of Directors. This Agreement shall terminate on June 30, 2028. Any issue regarding the question of
exclusive representation of a recognized employee organization shall be brought pursuant to the
Employer -Employee Relations Resolution (EERR), Resolution No. OC SAN 23-09, as a Resolution No.
OCSD 18-18 has been repealed.
ARTICLE 3. - SUCCESSOR AGREEMENT
3.1 The OCEA shall submit in writing its initial proposal for a successor agreement 60 days prior to the
expiration date of this Agreement.
ARTICLE 4. - OCEA ACCESS
4.1 An OCEA Representative shall have access to OC San's facilities during working hours for the purpose of
assisting Unit employees in processing grievances or investigating matters arising out of the application of
provisions of this Agreement. The OCEA Representative must obtain authorization for each visit in
advance from the Director of Human Resources, or designee.
4.2 The OCEA shall provide the Director of Human Resources, or designee, with a list of Representatives who
are authorized to request access under this article, and shall notify the Director of Human Resources, or
designee, of any changes in that list.
4.3 OCEA access shall not interfere with OC San's operations, or with the work of employees in any manner.
OC San reserves the right to restrict access in certain areas designated as confidential or secure.
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ARTICLE 5. - OCEA RIGHTS
5.1 The OCEA may designate employees to act as representatives for employees covered by this Agreement.
The OCEA shall furnish the Director of Human Resources, or designee with the names of employees
selected as representatives and shall 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 OCEA may not act as representatives.
5.2 Representatives shall not perform non work -related duties on work time without the prior approval of their
immediate supervisor. Neither OC San nor the OCEA shall interfere with, intimidate, restrain, coerce or
discriminate against employees because of the exercise or non -exercise of their rights to engage in OCEA
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 OCEA 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 shall 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, reproductive health decision making 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 shall be applied to all members of the unit 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 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. OCEA shall 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
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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 supervisors. An employee
shall 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 unit: verbal reprimand, written reprimand, suspension without pay; reduction in pay,
demotion to a classification with a lower maximum rate of pay 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 a
suspension without pay, a reduction in pay, a 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 shall be presumed to
provide actual notice to the affected employee. The Notice of Intent shall indicate the date on which it was
personally delivered or deposited in the mail, which shall be the date of issuance.
10.5 The Notice of Intent shall 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 shall also advise the employee of his or her right to
representation.
10.6 Prior to the effective date of the proposed disciplinary action, the employee shall 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 shall notify the
employee in writing of the action that shall 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.
10.7 Dismissal shall 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 Director of Human Resources, or designee,
within ten (10) business days following the effective date of the disciplinary action (for suspensions, the
effective date shall be the first business day following the final day of the suspension). The Director of
Human Resources, or designee, shall schedule a post disciplinary hearing with the General Manager or a
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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 shall be final.
10.9 Disciplinary actions will be recorded in employee performance reviews. Disciplinary action documentation,
except verbal reprimand documentation, shall 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.
Documentation regarding verbal and written reprimands may be removed from a supervisor's employee
file and/or an employee's personnel file twenty-four (24) months subsequent to the date of issuance,
provided that there has been no recurrence of a similar incident during the period. If the Director of
Human Resources, or designee, agrees to remove disciplinary action documentation from an employee's
personnel file, such documentation shall 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's proposed discipline.
10.10 Verbal reprimands and written reprimands may only be reviewed under this Agreement through the
Problem Solving Procedure. Nothing in this article shall be construed as a waiver of any statutory or
constitutional rights.
10.11 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.
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 Unit or by the
OCEA. 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 OCEA, 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 OCEA at all steps of the Grievance
Procedure, unless specifically agreed otherwise by the OCEA and the employee. OC San shall provide a
copy of all written grievance settlements to the OCEA. Any reference to days in this article implies
business days.
11.4.1 Step 1. An employee will submit his/her complaint in writing to his/her immediate supervisor or
designee 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, or
designee, shall attempt to resolve the issues surrounding the complaint, and respond in writing to
the employee within ten (10) days.
11.4.2 Step 2. If the grievance is not settled at Step 1, it may be submitted in writing to the employee's
Division Manager, 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;
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11.4.2.3 List the specific provisions of the MOU 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 Division Manager, or designee, shall 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 employee's
Department Director, or designee, for review and written response. The request for formal review
must be presented on a form provided by OC San within five (5) 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 will be filed with the Director of Human Resources, or designee.
The employee's Department Director, or designee, shall 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 an Assistant
General Manager, or designee, within five (5) days from the date the Step 3 finding was issued.
The Assistant General Manager, or designee, shall respond in writing to the employee within ten
(10) days after the date the grievance is received.
11.4.6 Step 5. Appeal to the General Manager, or designee, is the final step in the Grievance Procedure.
If the grievance cannot be resolved under Step 4, it may be presented to the General Manager, or
designee, within five (5) days from the date the Step 4 finding was issued. The General Manager,
or designee, shall respond in writing to the employee within ten (10) days after the date of the
grievance is received. The decision of the General Manager is final.
11.5 General Provisions: An employee shall be given reasonable time off without loss of pay to present and
process a grievance. If an employee is represented by the OCEA, the OCEA may designate one
employee to present and process the grievance. The employee representative shall be given reasonable
time off without loss of pay to perform this responsibility. Absence from work shall be approved only if it
does not cause disruption to OC San operations. However, if the time requested cannot be provided, an
alternate time shall be arranged.
11.6 Failure of a management representative to respond within the appropriate time limit shall provide a basis
for the employee appealing to the next step. If a grievance is not presented or appealed within the time
limits, it shall be considered resolved on the basis of the preceding response. The Director of Human
Resources, or designee, may be petitioned in writing to waive the step or time requirements provided
sufficient cause exists.
11.7 Resolution may be agreed upon at any stage of the grievance process. However, the OCEA shall 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 shall review the situation or decision, and provide a written response within
five days from the date they were notified of the problem.
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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 Director of Human Resources, or designee, within ten (10) days of receipt
of the supervisor's decision. Upon request of either party, a meeting shall be held to define issues and
establish the remedies sought. The employee shall be provided a written response within ten (10) days
after his or her statement is received. Time limits may be extended for cause upon mutual consent of the
parties, and the decision of the Director of Human Resources, or designee, 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.
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 — Bargaining unit employees will be 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.
13.3.1.3 Performance Management Program: The performance management program includes
three (3) rating categories (exceeds, proficient, needs improvement) for performance
appraisals.
13.3.2 Development Pay —Employees under this Agreement will be 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:
Education — Eligible employees who obtain or who have obtained a degree of approved
subjects at an accredited college or university will receive $20.76 per pay period for an
associate degree and $41.53 per pay period for an undergraduate degree. The maximum
amount of Education pay is fixed at $41.53 per pay period. Effective the first full pay period in
July 2025, eligible employees who obtain or who have obtained a degree of approved subjects
at an accredited college or university will receive $25.00 per pay period for an associate
degree and $50.00 per pay period for an undergraduate degree. The maximum amount of
Education pay is fixed at $50.00 per pay period.
■ 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. The maximum amount of
certification/license pay for any combination of certificates and/or licenses is fixed at $45.72
per pay period.
13.3.2.1 The overall maximum Development Pay for education, certification and/or licenses is
fixed at $87.25 per pay period. Effective the first full pay period in July 2025, the
overall maximum Development Pay for education, certification and/or licenses is fixed
at $95.72 per pay period.
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13.3.2.2 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.
13.3.2.3 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.
13.4 Salary Range Adjustments
13.4.1 Effective the first pay period in July 2025, employees under this Agreement will receive salary
range adjustments at a flat rate of 4.5%.
13.4.2 Effective the first pay period in July 2026, employees under this Agreement will receive salary
range adjustments at a flat rate of 4.5%.
13.4.3 Effective the first pay period in July 2027, employees under this Agreement will receive salary
range adjustments at a flat rate of 3.0%.
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 shall be notified in writing two (2) weeks prior to the effective separation date. In
the event OC San does not give such notification, the employee shall be entitled to severance pay in
accordance with the formula set forth below:
14.1.1 Full-time, regular employees shall 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's approved deferred compensation plan subject to IRS
requirements, and in accordance with all guidelines for voluntary participation established by OC San
management.
15.2 Employees covered by OCERS Plans B and U and who participate in the deferred compensation plan, are
eligible to receive up to a $160 per month matching OC San contribution. Effective the first full pay period
in July 2025, employees covered by OCERS Plans B and U and who participate in the deferred
compensation plan, are eligible to receive up to $362 per month matching OC San contribution.
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 shift 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 overtime pay at the rate of one and
one half (1.5) times their 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).
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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 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
15' Quarter (January -March)
100%
2nd Quarter (April -June)
75%
3rd Quarter (July -September)
50%
4th Quarter (October -December)
0%
16.3 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 reason. Every effort will be made to approve
an employee's request for a "Floating Holiday" off providing sufficient notice is given.
ARTICLE 17. - HOURS OF WORK
17.1 For record keeping and accounting purposes, the "workweek" for full-time employees is 40 hours per 168-
hour period, to be paid on a biweekly payroll basis of 80 hours worked. Employee work periods may be
scheduled in shifts of four 9-hour days and one 4-hour day each workweek (9/80 schedule), five 8-hour
days each workweek (10/80), four 10-hour days each workweek (8/80), or three 12-hour days and one 4-
hour day each workweek (7/80). The starting and ending times of individual employees' workweeks may
vary.
17.2 Employees shall receive ten-minute rest periods twice in a nine -hour shift, and three times for a shift of
more than ten hours. Meal and rest periods may not be avoided or accrued for the purpose of obtaining
time off or shortening the regular shift. If an employee reports to work as scheduled and was not notified
that their hours had been changed, he or she shall receive two hours pay at the overtime rate.
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17.3 OC San may, at its sole discretion, change an employee's work schedule with thirty (30) days written
notice to the affected employee.
17.4 OC San may provide the option of telecommuting, as set forth in the Telecommuting Policy.
ARTICLE 18. - CALL-BACK PAY
18.1 When an employee is called back to work by OC San management without prior notice, and the employee
has completed his or her normal work shift and left the worksite; when prior notice is given but the work
begins on the same day at least three (3) hours after completion of the regular shift; or when an employee
assigned to standby is actually called to work, the employee shall receive a minimum of three (3) hours of
call back pay. The three (3) hour minimum, whether or not actually worked, shall be paid at the rate of one
and one half times the regular hourly rate.
18.2 The call back period shall begin when the standby employee has been informed by OC San to return to
work. The call back period shall end when either the employee arrives at his or her residence or the
original destination; in either case, the employee shall inform OC San upon arrival.
18.3 If the call back period has ended and the employee is called back to work (whether within or outside of the
3-hour minimum timeframe), a new call back period will be started and the employee will be eligible for at
least the 3-hour minimum call back pay.
18.4 If the call back period has not ended and the employee is called back to work (whether within or outside of
the 3-hour minimum timeframe), the call back period and associated pay will continue but the employee
will not be eligible for another 3-hour minimum call back pay.
18.5 Call back pay is applied per call back and not per work assignment or work order.
18.6 Call back work performed by employees on standby assignments is intended for activities that are
imperative and not routine in nature.
ARTICLE 19. - STANDBY PAY
19.1 Standby is time during which an employee is not required to be at the work location or at the employee's
residence but is required to be available for immediate return to work. Standby assignments shall first be
made on a voluntary basis. A volunteer standby list shall be established by classification and job location.
Standby assignments shall be made from the list of employees who are competent and experienced, in
alphabetical order, on a rotating basis. In the event that no one volunteers, OC San shall assign standby
by job classification and work location from employees who are competent and experienced on a rotational
basis. An employee placed on standby shall be compensated at the rate of five hundred (500) dollars per
week, and shall receive Call Back pay when they are actually called to work. Effective the first full pay
period in July 2025, an employee placed on standby shall be compensated at the rate of six hundred (600)
dollars per week.
ARTICLE 20. - INSURANCE
20.1 OC San will provide healthcare and welfare insurance benefits.
20.2 All insurance coverage shall become effective on the first day of the month following date of hire,
regardless of hire date. An open enrollment period shall 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 and a Preferred Provider Organization (PPO) medical
insurance plan.
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20.3.2 Regular, full-time employees:
20.3.2.1 OC San shall contribute 90% of employee only premiums for the HMO medical
health plan and 80% of employee only premiums for the PPO medical health plan.
OC San will contribute 80% of the employee +1 dependent and full family premiums
for the HMO and PPO medical plans. Any change in insurance rates shall be shared
equally in same ratio as OC San and employees currently pay premiums. Before
the renewal of any OC San's sponsored health insurance plan, the parties agree to
meet and confer as to changes in the plan.
20.3.3 OC San may reopen negotiations at any time during the term of the MOU to address the impact of
the Affordable Care Act (ACA), provided that no change may be made by OC San unless such
change is either (1) mandated by the ACA, or (2) mutually agreed upon by the parties.
20.4 Group Insurance Premiums
20.4.1 Group insurance premiums that are paid by salary redirection can be made on a pre-tax basis.
20.5 Life Insurance
20.5.1 OC San shall pay up to the full premium for $50,000 term life insurance on each employee
according to the plan terms, which provide for reductions at specific ages.
20.6 Short Term Disabil
20.6.1. OC San shall provide a non -work related, short-term disability indemnity plan that provides
benefits for employees equal to California's State Disability Insurance (SDI) program for up to
twenty-six (26) weeks following a fourteen (14) calendar day waiting period.
20.7 Long Term Disability
20.7.1 OC San shall provide a non -work related, long-term disability indemnity plan that pays two-
thirds of the employee's rate of pay in effect at the time of such disability, not to exceed
$5,000 per month, up to age 65, following a 90-day waiting period of continuous disability, at
such time that an employee completes five (5) years of service.
20.7.2 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 accession on the intranet.
20.7.3 No combination of disability or sick leave pay shall result in more than an employee's regular
rate of pay. Employees may not receive short-term and long-term disability benefits at the
same time. An employee who is otherwise not eligible for OC San paid Long Term Disability
may purchase such coverage at his or her own expense.
20.8 Dental Insurance
20.8.1 OC San will contribute 80% of employee only and full family premiums for dental insurance.
20.9 Vision Insurance
20.9.1 OC San shall provide a vision insurance plan for regular, full-time employees and eligible
dependents.
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20.10 Retiring Employees
20.10.1 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. Employees hired on or after August
1, 2011 shall not be eligible for the retiree medical health premium offset.
20.10.2 Continuous service is calculated based on benefitted employment. Time as an intern or in
non-benefitted status shall not count toward continuous service.
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 or herself for payment of health care costs not otherwise covered by his or
her medical insurance.
21.3 Dependent Care 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 Account for purposes of reimbursing himself or
herself for childcare expenses or day care for a disabled dependent.
ARTICLE 22. - OVERTIME
22.1 Employees shall be notified as soon as practicable after OC San decides upon the need for overtime or
additional work. OC San may require the performance of overtime. In the event no qualified employee
wishes to work overtime, OC San's management may select employees with the ability to perform the
work by inverse seniority. OC San managers shall attempt to evenly distribute overtime among employees
based upon an employee's ability to perform the overtime work.
22.2 For the purposes of overtime calculation, all time charged to unscheduled sick leave shall not be counted
as time worked. Pay for overtime time shall not occur until after actual work time of forty (40) hours in a
seven (7) day workweek is reached.
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 shall 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 or 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, laterally transferred or have a voluntary job change will serve a
probationary period of six months. The "probationary period" shall not divest an employee of his/her
property rights 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 shall be filled as an external or internal recruitment.
Whenever OC San intends to fill a position by promotion, OC San shall post the opportunity for a minimum
of ten (10) business days. Employees must apply during the period of posting. Notices shall be posted on
OC San's intranet.
24.2 A promoted employee shall serve a promotional probationary period that extends to at least the first day of
the pay period following twenty-six (26) weeks of employment without a break in service, beginning with
the effective date of the promotion. OC San may extend an employee's promotional probationary period
for the length of any period during which an employee is on an extended leave of absence during the
probationary period.
24.3 At any time during the promotional probationary period, an employee may be returned to his or her
previous position or an equivalent position. The promotional probation period may be extended by OC San
management for up to ninety (90) days.
24.4 If an employee is promoted during his or her initial probationary period, the period shall be extended until
at least the first day of the pay period twenty-six (26) weeks after the effective date of the promotion.
24.4.1 For those employees promoted during the pendency of their initial probationary period, such
period shall run concurrently with the promotional probationary period and shall apply over the
promotional probationary period while it remains in effect. Should the initial probationary
period end before the promotional probationary period, the promoted employee shall remain
on the promotional probationary period for the remaining period until at least the first day of
the pay period following twenty-six (26) weeks of employment without a break in service.
24.5 Promoted employees will receive the equivalent of a 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 shall continue participation in the Orange County Employees Retirement System (OCERS),
wherein all full-time employees 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 August 1, 2011: 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.
25.1.2.1 OC San will continue to pay 3.5% of an eligible employee's base salary toward the
employee's contributions to OCERS.
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25.1.2 Employees hired on or after August 1, 2011 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.
25.1.3.1 OC San will pay 0% of an eligible employee's base salary towards the employee's
contribution 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.
25.1.4.1 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 shall be deducted from gross
salary for taxation purposes in accordance with Internal Revenue Code provisions.
ARTICLE 26. - SHIFT DIFFERENTIAL
26.1 Employees who are regularly assigned to work a night shift that consists of 50% or more of their hours
between 6:00 p.m. and 6:00 a.m. and who actually work that shift shall receive a shift differential of $2.50
per hour for each hour worked between 6:00 p.m. and 6:00 a.m.
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
27.1.2 Part-time employees accrue vacation leave on a pro-rata basis as set forth in OC San Policy.
27.1.3 Vacation leave may only be utilized in increments of one -quarter (0.25) hour or more. Vacation
leave is accrued for all paid hours, including hours actually worked and hours in a paid -leave
payroll status.
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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 actually worked, 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 200 hours as of the last day of
the final pay period in December of each year. In the event an employee accrues vacation leave
in excess of 200 hours, it must be used prior to said December date; all other remaining hours in
excess of 200 will be paid to the employee in the first pay period in January at the employee's then
current hourly rate of compensation.
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, or to
attend to the illness or injury of a family member as hereinafter defined; or, for an employee or
family member who is a victim of violence, domestic violence, sexual assault, or stalking, for the
purposes described in Labor Code sections 230(c) and 230.1(a).
27.2.2 Method - Sick Leave Accrual. Full-time employees 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 When unpaid absences occur, sick leave accruals will be applied by straight proration for leave
accruals based on the number of hours actually worked, and is applicable to all types of leave,
whether legally protected or not.
27.2.4 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 or as specified in a Memoranda of Understanding.
Accrued Sick Leave Hours
Rate of Payoff
0-100
0%
101-240
25%
241-560
35%
Over 560 (mandatory)
50%
27.2.6 Employees who terminate for any reason other than retirement or death shall be compensated for
any accrued and unused sick leave according to the above schedule. Employees who retire or
decease with twenty (20) years or more of service shall 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 the following situations:
A. Absence due to illness, injury or pregnancy of an employee.
B. Absence due to medical and dental office appointments of an employee when approved by
the employee's supervisor.
C. 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,
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grandchild, legal guardian, any family member with whom the employee resides; or
designated person. A designated person is a person identified by the employee at the time
the employee requests sick leave. The employee is limited to one designated person per
rolling 12-month period.
D. Absence due to a job -related injury.
E. Absence related to an employee or family member who is a victim of violence, domestic
violence, sexual assault, or stalking, for the purposes described in Labor Code sections 246.5,
230(c) and 230.1(a).
F. Bereavement Leave, as set forth in section 27.6.1, below.
27.2.8 Protected Sick Leave — As prescribed under California Labor Code section 233, employees may
use up to one-half (1/2) of their annual sick leave accruals in any calendar year for qualifying
reasons to care for eligible family members.
27.2.9 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 shall be one -quarter (.25) hour increments.
Human Resources and department management shall be responsible for control of abuse of the
sick leave privilege. Except for the first forty (40) hours or five (5) days of sick leave use as
prescribed under the California Paid Sick Leave Law, if notified in advance by a manager or
supervisor, the employee may be required to furnish a certificate issued by a licensed physician or
nurse, or other satisfactory evidence of illness. For absences of ten (10) consecutive working
days or more, a request for leave and a medical statement, on prescribed forms, stating expected
date of return must be submitted to Human Resources. Upon return to work, a written doctor's
release must be submitted to Human Resources. For absences of one (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 Human Resources.
If the need for leave is due to the employee's serious health condition, as defined in the Family
and Medical Leave Act ("FMLA") or the California Family Rights Act ("CFRA"), the certification
requirement shall comply with the provisions of these Acts.
27.3 Jury Duty Leave
27.3.1 Any full-time, including probationary, employee who is called for jury duty shall, upon request on
prescribed forms, be entitled to his or 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 To be entitled to receive regular pay for such jury leave, the employee must report for work at OC
San for time not actually retained on jury unless there is less than one-half 'h of their 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
their supervisor with their 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 or her presence as a witness, except in a matter wherein
he or she is named as a defendant or plaintiff or as an expert witness, shall, upon approval of an
online time off request , be entitled the time necessary to comply with such subpoena, provided
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any fees received for such service, exclusive of mileage, are submitted to OC San for deposit in
the General Fund of OC San.
27.4.2 An employee so subpoenaed must submit a copy of the subpoena to his or 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 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 shall be made upon leave -of -absence forms approved by the Human
Resources Department and shall state the date when it is desired to begin the leave -of -absence
and the date of anticipated return. A copy of the orders requiring such military service shall be
submitted with the request.
27.5.2 Provisions of the Military and Veterans Code of the State of California, Sections 395-395.5 shall
govern military leave. In general, current law provides that an employee having one (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 accrued 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 Using the online time off request system, any full-time employee, whether probationary or regular,
shall receive up to five (5) days of bereavement leave, thirty-six (36) hours of which will be paid
time, for the death or funeral of an immediate family member. An employee may use existing
accruals (i.e., sick, vacation, supplemental leave, compensatory time off) in order to be paid for up
to five (5) days. 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. With reasonable cause, 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.
27.7 Supplemental Leave
27.7.1 Regular full-time employees in the bargaining unit shall be granted Supplemental Leave in
accordance with the following schedule in the first pay period in July:
Years of Service
5-9
10 - 14
15 - 19
20 - 24
25+
Supplemental Leave Hours
5
10
15
20
25
27.7.2 Supplemental Leave will be administered in accordance with the following guidelines:
27.7.2.1 Supplemental Leave may be used in one -quarter (0.25) hour increments.
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27.7.2.2 Any unused Supplemental Leave, within the fiscal year granted, will not be carried
over to the next fiscal year.
27.7.2.3 Any unused Supplemental 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 bargaining unit for any reason will forfeit any
unused Supplemental Leave.
27.7.2.5 Employees who become part of the bargaining unit shall be granted Supplemental
Leave on a pro-rata basis per the following schedule:
Hire/Transfer Date
Percent
July — September
100%
October — December
75%
January — March
50%
April — June
25%
27.7.2.6 Movement within and among the Administrative/Clerical, Engineering, and Technical
Services Units will not be subject to pro-rata granting or forfeiture of Supplemental
Leave.
ARTICLE 28. - LEAVE -OF -ABSENCE WITHOUT PAY
28.1 It is the policy of OC San to grant employees leave -of -absences without pay under certain circumstances
and in accordance with state and federal benefit entitlement laws. Except as stated below, employees
shall 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 Leave of Absence Request 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
28.3.1 Employees who request FMLA and/or CFRA Leave for qualifying purposes other than the
employee's own serious health condition shall be required to use all accruals, before unpaid leave
is granted. Paid time off will not accrue during any pay period that an employee is absent without
pay for more than one (1) day.
28.3.2 Paid time off 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, or a child to whom the employee stands in loco parentis, grandchild,
grandparent, foster parent, legal guardian, or any family member with whom the employee
resides.
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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, domestic
partner, biological child, adopted child, step -child, foster child, legal ward, child of a
domestic partner, grandchild, grandparent, 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 twenty-six (26)
weeks of unpaid leave during a single twelve (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 designated person
identified by the employee at the time the employee requests leave to care for that
person, and shall run concurrently with FMLA leave.
28.4.2.1.1 Employees are limited to one (1) "designated person" per rolling 12-
month period.
28.4.2.2 CFRA 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.
28.4.3 General Provisions: Requests for FMLA and CFRA Leave
Where the need for Leave is foreseeable, OC San requests thirty (30) days advance notice.
28.4.4 Medical Certification
28.4.4.1 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 Department of Labor (DOL) regulations.
28.4.4.2 As a condition of FMLA and/or CFRA Leave because of an eligible family
member's serious health condition, OC San may require certification by the
eligible family member's attending physician in accordance with Department
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of Labor (DOL) regulations.
28.4.5 Medical and Dental Premiums
During FMLA and/or CFRA Leave, OC San shall 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 shall be required to pay his or her share of medical and dental premiums. Failure to
submit a monthly co -payment, in full, within sixty (60) days of the invoice date will result in loss
of group coverage. Coverage will be reinstated upon return to active employment.
28.4.6 Reinstatement
Upon expiration of FMLA and/or CFRA Leave, the employee shall 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., layoff), in which case the OC San's
obligation to continue health and dental or other benefits shall cease.
28.5 General Leave
28.5.1 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.
28.5.2 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.
28.5.3 Failure to submit a monthly co -payment, in full, within sixty (60) days of the invoice date will result
in loss of group coverage. Coverage will be reinstated upon return to active employment.
28.6 Return to Work Policy
28.6.1 An employee who has been absent from work due to a medical reason maybe subject to a
Return -to -Work medical evaluation.
28.6.2 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, shall be considered. The employee shall be re-
classified as medically disqualified while alternative positions are being considered. Such time off
shall 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.
28.6.3 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 shall be re-classified as medically disqualified and not
permitted to work. Thereafter, the employee shall 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.
28.6.4 Bridge of Service
If an employee is dismissed per Section 28.6.3, and then is rehired to a position within OC San
within one (1) year, OC San shall 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.
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28.6.5 Failure to Return to Work
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 shall be considered to have automatically resigned from his or her
position. In such cases, the employee will receive advance notification of OC San's intent to
implement an automatic resignation.
28.7 Compliance with Law
These Leave -of -Absence provisions shall 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 shall govern.
ARTICLE 29. - CLASSIFICATION STUDIES
29.1 An employee who believes his/her position is not properly classified may submit a written request to the
Department Director asking that a classification study be conducted. The Department Director will
acknowledge the request in writing and review the request for accuracy, and forward it to the Director of
Human Resources, or designee, 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 1st for the November review and according to the Finance budget
schedule. OC San's 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.
29.1.1 The findings of the Human Resources Department and the decision by the General Manager are
final and not subject to the appeal, problem -solving or grievance processes.
29.1.2 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 shall be
implemented in the first pay period immediately following the completion of the study, unless the
recommendations require action be taken by the Board of Directors prior to implementation. In
such event, the recommendations shall be implemented in the first pay period immediately
following authorization by the Board.
29.2 Y-Rating
29.2.1 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 shall remain unchanged.
29.2.2 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).
29.2.3 The Y-rate shall 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.
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 status changes, including but not limited to a suspension or
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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 or her regular duties
and responsibilities notifies OC San in a timely fashion, an attempt shall be made to place the employee in
an equal or lower level position for which he or she is qualified. Placement in the range of the new
classification is subject to OC San management's 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 Nothing herein shall be construed to require OC San to fill vacant, budgeted positions nor to prohibit OC
San from eliminating vacant positions from the budget. OC San reserves the right to reassign staff to
other positions in instances involving job restructuring, reorganization or due to lack of work.
31.2 If, in the sole discretion of OC San management, personnel reductions are necessary, layoff order and
recall lists shall be developed based upon job classification, priority of function, job performance, individual
qualifications and seniority. The OCEA and employees subject to layoff shall be provided with at least two
weeks notification in writing, whenever possible.
31.3 Employees in classifications subject to layoff may request a voluntary demotion to any previously held
position for which they remain qualified. Such requests 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 shall be unchanged, except that it may not exceed the maximum rate of the range for the lower
level classification.
31.4 Recall lists shall be developed for all classifications experiencing personnel reductions, and shall be
maintained for a period of two years from the date of layoff. Individuals shall 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 shall 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 shall be made to
the next person on the list. An individual who either does not respond or refuses three (3) consecutive
offers shall have their name removed from the list.
31.5 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 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
their 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 shall be conducted on OC San time and at OC San expense. An
employee may submit an independent medical opinion regarding the individual's condition and addressing
his or her ability to competently perform the duties of the position. This information shall be reviewed and
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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 shall 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 a position at a higher level
for a period of at least eighty (80) consecutive hours shall be eligible for a one step salary increase, or the
first step of the range for the higher level classification, whichever is greater. The higher rate of pay begins
with the hour eighty-one (81), 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 Director and the Director of
Human Resources, or designee. The eighty (80) hour eligibility period may be waived at the discretion of
the General Manager.
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 Director of
Human Resources, or designee. It is the responsibility of each employee to keep the personal information
in his or her file current, including home address, telephone number and person to contact in an
emergency.
ARTICLE 38. - BULLETIN BOARDS
38.1 The OCEA 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 of or derogatory to OC San, its employees, officers or Directors may be posted; (b) nothing posted
by OC San may be removed; (c) the OCEA shall remove its notices after a reasonable length of time; and
(d) only a reasonable number of notices shall 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 OCEA shall be
granted reasonable release time for attending meet and confer sessions at the bargaining table. Release
time shall not be compensated for any hours that exceed the employee's regularly scheduled hours of
work.
39.2 The OCEA shall provide the Director of Human Resources, or designee, with the names of employees
requiring meet and confer release time in advance of the meet and confer session. The release time shall
be granted provided that the needs of OC San permits the time away from assigned work.
ARTICLE 40. - USE OF OC SAN FACILITIES
40.1 OC San facilities may be used by the OCEA with prior notice to the Director of Human Resources, or
designee, for the purpose of holding meetings, to the extent that such use does not interfere with normal
OC San operations. The OCEA agrees to pay for the cost of any additional custodial or security services.
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ARTICLE 41. - SCOPE OF BARGAINING
41.1 OC San and the OCEA 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, the OC San and the OCEA, for the term of this
Agreement, except as otherwise provided herein, each voluntarily and unqualifiedly waive the right, and
each agrees that the other shall 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 OCEA 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 shall be
scheduled and held between the parties within fourteen (14) calendar days or as soon as practicable to:
42.2 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.
43.3 Impasse procedures are:
43.3.1 Mediation: If the parties mutually agree to submit the dispute to the State Mediator and
Conciliation Service, all mediation proceedings shall be private and occur as soon as practicable.
The mediator shall make no public recommendation, nor take any public position at any time
concerning the issues.
43.3.2 Fact-Findinq: If the parties fail to resolve the dispute through mediation, the parties may agree to
submit the impasse to fact finding as soon as practicable. The cost of a fact finder and other
mutually incurred costs shall be mutually shared by OC San and OCEA.
43.3.3 Board Actions: If the parties fail to resolve the impasse, the dispute shall be sent to OC San's
Board of Directors for resolution. Each party shall 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 shall 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 shall 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 OCEA shall meet and confer on
the affected article, section or subsection. In such event, all other articles, sections or subsections of this
Agreement not affected shall continue in full force and effect.
ARTICLE 44. - UNIFORMS
44.1 OC San shall provide and maintain ten (10) uniform pants and shirts, which may include the name of the
employee and OC San's seal, at no cost to employees whose duties require that they wear uniforms. OC
San will also provide lab coats as required management.
44.2 OCEA employees working in divisions designated in SOP-102 Personal Protective Equipment (PPE) as
eligible to receive a safety boot allowance and/or upon supervisor request shall receive an annual or bi-
annual voucher in the amount of $250 as applicable.
44.3 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
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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 unit members. 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 bargaining unit 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 concentration level of 0.02% or greater.
ARTICLE 46. - NEW EMPLOYEE ORIENTATION AND DUES DEDUCTIONS
46.1 New Employee Orientation
46.1.1. OCEA will be allowed up to one half-hour each orientation session to communicate with
OCEA-represented classifications to explain the rights and benefits as set forth in this
Agreement. Human Resources staff will send to the OCEA 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 OCEA-represented classifications. If there are no new
hires in the OCEA-represented classifications for a scheduled session, OC San will notify the
OCEA as soon as possible in advance of the session.
46.1.3. Human Resources staff will provide the OCEA with an electronic copy of the name, home
address, personal email address, and personal cell phone number of all new OCEA-
represented employees within 30 days of hire.
46.1.4. Human Resources staff will provide the OCEA with an electronic copy of the name, home
address, personal email address, and personal cell phone number of all OCEA-represented
employees at least every 120 days.
46.2 Dues Deductions
46.2.1 OC San shall deduct from each regular paycheck and remit to OCEA the dues, initiation fees
and assessments for each employee who voluntarily authorizes such deduction in writing.
Such authorizations must be filed by the end of the pay period prior to the period for which the
deduction is requested.
46.2.2 OC San shall provide the OCEA a quarterly list of the names of those employees for whom it
has made deductions. In addition, OC San shall provide the names and addresses of new
employees and the names of employees who have terminated within the previous quarter.
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46.2.3 OCEA 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.
(This Article intentionally left blank)
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 shall not lockout employees in this bargaining unit, and OCEA agrees that it shall 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 and Workplace Violence Prevention & Security SOP
applies to all unit members.
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 termination of employment with OC San is
automatically deemed irrevocable after seventy-two (72) hours from the receipt of the resignation, except
by approval of the Director of Human Resources, or designee.
ARTICLE 52.
(This Article intentionally left blank)
ARTICLE 53. - LABOR MANAGEMENT COMMITTEE
53.1 Orange County Employees Association (OCEA) and the Orange County Sanitation District (OC SAN) have
established a Labor Management Committee; the Committee convenes on an as -needed basis.
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OC SAN 25-06-31
SIGNATURE PAGE
2025 - 2028
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT
AND THE
ORANGE COUNTY EMPLOYEES ASSOCIATION
FOR THE
ADMINISTRATIVE AND CLERICAL UNIT
Executed:
OCEA ADMINISTRATIVE & CLERICAL UNIT
ORANGE COUNTY SANITATION DISTRICT
Alisha Greene, Labor Representative
Laura Drottz Kalty, Lead Negotiator
Veronica Rodarte, Operations Manager
Laura Maravilla, Director of Human Resources
Carlos Rosales, Lead Organizer
Thys DeVries, Human Resources Manager
Bobby Martinez, Materials Management Clerk
Janine Aguilar, Human Resources Supervisor
Christiana Richardson, Administrative
Andrew Nau, Human Resources Supervisor
Assistant
Mickey Whitney, Senior Construction Inspector
Stephanie Barron, Principal Human
Resources Analyst
Dana Andrews, Senior Construction Inspector
Dennis Dilliner, Lead Source Control Inspector
David Mallonee, Environmental Technician
OCEA — Administrative/Clerical MOU July 1, 2025 to June 30, 2028
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Exhibit A
ADMINISTRATIVE AND CLERICAL
UNIT
Effective Effective Effective
Pay 11-Jul-25 10-Jul-26 9-Jul-27
Classification Grade MIN I MAX MIN I MAX MIN MAX
Graphics Designer
69
Administrative Assistant
67
Contracts/Purchasing Technician
67
Payroll Technician
67
Records Management Technician
67
Materials Management Technician
64
Lead Materials Management Clerk
62
Accounting Technician
58
Program Assistant
56
Materials Management Clerk
56
Office Assistant
50
OCEA - Administrative/Clerical MOU
$49.21
$59.85
$46.85
$56.92
$46.85
$56.92
$46.85
$56.92
$46.85
$56.92
$43.50
$52.88
$41.42
$50.34
$37.49
$45.59
$35.73
$43.36
$35.73
$43.36
$30.79
$37.41
$51.42
$62.54
$48.96
$59.48
$48.96
$59.48
$48.96
$59.48
$48.96
$59.48
$45.46
$55.26
$43.28
$52.61
$39.18
$47.64
$37.34
$45.31
$37.34
$45.31
$32.18
$39.09
$52.96
$64.42
$50.43
$61.26
$50.43
$61.26
$50.43
$61.26
$50.43
$61.26
$46.82
$56.92
$44.58
$54.19
$40.36
$49.07
$38.46
$46.67
$38.46
$46.67
$33.15
$40.26
July 1, 2025 to June 30, 2028
OR040\038\ 10068112.v4
Page 27
OC SAN 25-06-33
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT
AND THE
ORANGE COUNTY EMPLOYEES ASSOCIATION
FOR THE
ENGINEERING UNIT
July 1, 2025 through June 30, 2028
8972312.1 OR040-030
OC SAN 25-06-34
TABLE OF CONTENTS
ARTICLE1. - RECOGNITION.................................................................................................................................1
ARTICLE 2. - DURATION.......................................................................................................................................1
ARTICLE 3. - SUCCESSOR AGREEMENT...........................................................................................................1
ARTICLE4. - OCEA ACCESS................................................................................................................................1
ARTICLE5. - OCEA RIGHTS.................................................................................................................................2
ARTICLE 6. - OC SAN RIGHTS.............................................................................................................................2
ARTICLE 7. - NONDISCRIMINATION IN EMPLOYMENT.....................................................................................2
ARTICLE 8. - SMOKE -FREE WORK ENVIRONMENT..........................................................................................2
ARTICLE9. - SAFETY............................................................................................................................................2
ARTICLE 10. - DISCIPLINE AND DISMISSAL......................................................................................................3
ARTICLE 11. - GRIEVANCE PROCEDURE...........................................................................................................4
ARTICLE 12. - PROBLEM SOLVING PROCEDURE.............................................................................................5
ARTICLE 13. - SALARY ADJUSTMENTS AND COMPENSATION......................................................................6
ARTICLE 14. - SEVERANCE PAY.........................................................................................................................7
ARTICLE 15. - DEFERRED COMPENSATION......................................................................................................7
ARTICLE16. - HOLIDAYS......................................................................................................................................7
ARTICLE 17. - HOURS OF WORK.........................................................................................................................8
ARTICLE 18. - CALL-BACK PAY..........................................................................................................................9
ARTICLE 19. - STANDBY PAY..............................................................................................................................9
ARTICLE20. - INSURANCE...................................................................................................................................9
20.3 MEDICAL INSURANCE..............................................................................................................................
9
20.4 LIFE INSURANCE.....................................................................................................................................
10
20.5 SHORT TERM DISABILITY........................................................................................................................
10
20.6 LONG TERM DISABILITY..........................................................................................................................
10
20.7 DENTAL INSURANCE...............................................................................................................................
10
20.8 VISION INSURANCE.................................................................................................................................
10
20.9 RETIRING EMPLOYEES............................................................................................................................
10
ARTICLE 21. - REIMBURSEMENT ACCOUNT...................................................................................................11
21.2 GROUP INSURANCE PREMIUMS..................................................................................................
11
21.3 MEDICAL CARE REIMBURSEMENT ACCOUNT.................................................................................
11
21.4 DEPENDENT CARE ASSISTANCE ACCOUNT...................................................................................
11
ARTICLE 22. - OVERTIME...................................................................................................................................11
ARTICLE 23. - PROBATIONARY PERIOD..........................................................................................................11
ARTICLE 24. - PROMOTIONS..............................................................................................................................12
ARTICLE 25. - RETIREMENT...............................................................................................................................12
ARTICLE 26. - SHIFT DIFFERENTIAL.................................................................................................................13
ARTICLE 27. - LEAVE -OF -ABSENCE WITH PAY..............................................................................................13
27.1 VACATION LEAVE....................................................................................................................
13
27.2 SICK LEAVE...........................................................................................................................
14
27.3 JURY DUTY LEAVE..................................................................................................................
15
27.4 WITNESS LEAVE.....................................................................................................................
15
27.5 MILITARY LEAVE.....................................................................................................................
16
27.6 BEREAVEMENT LEAVE..............................................................................................................
16
27.7 SUPPLEMENTAL LEAVE.............................................................................................................
16
ARTICLE 28. - LEAVE -OF -ABSENCE WITHOUT PAY.......................................................................................17
28.3 SUBSTITUTION OF PAID LEAVE...................................................................................................
17
28.4 PERMISSIBLE USES.................................................................................................................
17
28.5 GENERAL LEAVE.....................................................................................................................
19
28.6 RETURN TO WORK POLICY........................................................................................................
19
28.7 COMPLIANCE WITH LAW............................................................................................................
20
ARTICLE 29. - CLASSIFICATION STUDIES.......................................................................................................20
ARTICLE 30. - DRIVER'S LICENSE.....................................................................................................................20
ARTICLE 31. - LAYOFF PROCEDURE................................................................................................................21
ARTICLE 32. - LIGHT DUTY.................................................................................................................................21
ARTICLE 33. - MEDICAL EXAMINATION...........................................................................................................21
ARTICLE 34. - MILEAGE ALLOWANCE.............................................................................................................22
ARTICLE 35. - ACTING PAY................................................................................................................................22
OCEA - Engineering MOU
July 1, 2025 to June 30, 2028
Page i
8972312.1 OR040-030
OC SAN 25-06-35
ARTICLE36...........................................................................................................................................................22
ARTICLE 37. - PERSONNEL FILES....................................................................................................................22
ARTICLE 38. - BULLETIN BOARDS....................................................................................................................22
ARTICLE 39. - RELEASE TIME FOR MEET AND CONFER SESSIONS...........................................................22
ARTICLE 40. - USE OF OC SAN FACILITIES.....................................................................................................22
ARTICLE 41. - SCOPE OF BARGAINING...........................................................................................................23
ARTICLE 42. - IMPASSE PROCEDURES...........................................................................................................23
ARTICLE 43. - SEVERABILITY............................................................................................................................23
ARTICLE 44. - UNIFORMS...................................................................................................................................23
ARTICLE 45. - SUBSTANCE ABUSE POLICY....................................................................................................24
ARTICLE 46. - NEW EMPLOYEE ORIENTATION AND DUES DEDUCTIONS..................................................24
ARTICLE47...........................................................................................................................................................25
ARTICLE 48. - PEACEFUL RESOLUTION OF DISPUTES.................................................................................25
ARTICLE49...........................................................................................................................................................25
ARTICLE 50. - WORKPLACE VIOLENCE AND WEAPONS POLICY................................................................25
ARTICLE 51. - RESIGNATION.............................................................................................................................25
ARTICLE52...........................................................................................................................................................25
ARTICLE 53. - LABOR MANAGEMENT COMMITTEE.........................................................................25
SIGNATUREPAGE...............................................................................................................................................26
EXHIBITA.............................................................................................................................................................27
OCEA —Engineering MOU
July 1, 2025 to June 30, 2028
Page ii
8972312.1 OR040-030
OC SAN 25-06-36
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT
AND THE
ORANGE COUNTY EMPLOYEES ASSOCIATION
FOR THE
ENGINEERING UNIT
In accordance with the provisions of California Government Code Sections 3500, et seq., and Resolution No. OC
SAN 23-09, as Resolution No. OCSD 18-18 has been repealed, of the Orange County Sanitation District's (OC San)
Board of Directors, OC San's authorized representative has met and conferred in good faith with representatives of
the Orange County Employees Association (OCEA) for the Engineering Unit. These meetings have resulted in an
agreement and understanding to recommend that the employees represented by OCEA 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 OCEA as set forth in this Agreement.
ARTICLE 1. - RECOGNITION
1.1 This Agreement, effective July 1, 2025, is entered into between the Orange County Sanitation OC San,
referred to hereinafter as "OC San," and the Orange County Employees Association, referred to
hereinafter as "OCEA."
1.2 OC San recognizes the Orange County Employees Association as the exclusive recognized employee
organization for matters within the scope of representation for the following classifications, as set forth in
Exhibit "A" (attached hereto and incorporated by reference), as well as additional classes as may be
added hereafter by OC San.
ARTICLE 2. - DURATION
2.1 This Agreement shall be binding on OC San and OCEA when approved and adopted by OC San's Board
of Directors. This Agreement shall terminate on June 30, 2028. Any issue regarding the question of
exclusive representation of a recognized employee organization shall be brought pursuant to the
Employer -Employee Relations Resolution (EERR), Resolution No. OC SAN 23-09, as Resolution No.
OCSD 18-18 has been repealed.
ARTICLE 3. - SUCCESSOR AGREEMENT
3.1 The OCEA shall submit in writing its initial proposal for a successor agreement 60 days prior to the
expiration date of this Agreement.
ARTICLE 4. - OCEA ACCESS
4.1 An OCEA Representative shall have access to OC San's facilities during working hours for the purpose of
assisting Unit employees in processing grievances or investigating matters arising out of the application of
provisions of this Agreement. The OCEA Representative must obtain authorization for each visit in
advance from the Director of Human Resources, or designee.
4.2 The OCEA shall provide the Director of Human Resources, or designee, with a list of Representatives who
are authorized to request access under this article, and shall notify the Director of Human Resources, or
designee, of any changes in that list.
4.3 OCEA access shall not interfere with OC San's operations, or with the work of employees in any manner.
OC San reserves the right to restrict access in certain areas designated as confidential or secure.
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July 1, 2025 to June 30, 2028
Page 1
8972312.1 OR040-030
OC SAN 25-06-37
ARTICLE 5. - OCEA RIGHTS
5.1 The OCEA may designate employees to act as representatives for employees covered by this Agreement.
The OCEA shall furnish the Director of Human Resources, or designee with the names of employees
selected as representatives and shall 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 OCEA may not act as representatives.
5.2 Representatives shall not perform non work -related duties on work time without the prior approval of their
immediate supervisor. Neither OC San nor the OCEA shall interfere with, intimidate, restrain, coerce or
discriminate against employees because of the exercise or non -exercise of their rights to engage in OCEA
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 OCEA 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 shall 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, reproductive health decision making 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 shall be applied to all members of the unit 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 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. OCEA shall 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
OCEA —Engineering MOU
July 1, 2025 to June 30, 2028
Page 2
8972312.1 OR040-030
OC SAN 25-06-38
of OC San, and to report any unsafe practices or conditions to their immediate supervisors. An employee
shall 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 unit: verbal reprimand, written reprimand, suspension without pay; reduction in pay,
demotion to a classification with a lower maximum rate of pay 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 a
suspension without pay, a reduction in pay, a 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 shall be presumed to
provide actual notice to the affected employee. The Notice of Intent shall indicate the date on which it was
personally delivered or deposited in the mail, which shall be the date of issuance.
10.5 The Notice of Intent shall 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 a 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 shall also advise the employee of his or her right to
representation.
10.6 Prior to the effective date of the proposed disciplinary action, the employee shall 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 shall notify the
employee in writing of the action that shall 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.
10.7 Dismissal shall 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 Director of Human Resources, or designee,
within ten (10) business days following the effective date of the disciplinary action (for suspensions, the
effective date shall be the first business day following the final day of the suspension). The Director of
Human Resources, or designee, shall 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.
OCEA —Engineering MOU
July 1, 2025 to June 30, 2028
Page 3
8972312.1 OR040-030
OC SAN 25-06-39
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 shall be final.
10.9 Disciplinary actions will be recorded in employee performance reviews. Disciplinary action documentation,
except verbal reprimand documentation, shall 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.
Documentation regarding verbal and written reprimands may be removed from a supervisor's employee
file and/or an employee's personnel file twenty-four (24) months subsequent to the date of issuance,
provided that there has been no recurrence of a similar incident during the period. If the Director of
Human Resources, or designee, agrees to remove disciplinary action documentation from an employee's
personnel file, such documentation shall 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's proposed discipline.
10.10 Verbal reprimands and written reprimands may only be reviewed under this Agreement through the
Problem Solving Procedure. Nothing in this article shall be construed as a waiver of any statutory or
constitutional rights.
10.11 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.
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 Unit or by the
OCEA. 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 OCEA, 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 OCEA at all steps of the Grievance
Procedure, unless specifically agreed otherwise by the OCEA and the employee. OC San shall provide a
copy of all written grievance settlements to the OCEA. Any reference to days in this article implies
business days.
11.4.1 Step 1. An employee will submit his/her complaint in writing to his/her immediate supervisor or
designee 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, or
designee, shall attempt to resolve the issues surrounding the complaint, and respond in writing to
the employee within ten (10) days.
11.4.2 Step 2. If the grievance is not settled at Step 1, it may be submitted in writing to the employee's
Division Manager, 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;
OCEA —Engineering MOU
July 1, 2025 to June 30, 2028
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8972312.1 OR040-030
OC SAN 25-06-40
11.4.2.3 List the specific provisions of the MOU 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 Division Manager, or designee, shall 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 employee's
Department Director, or designee, for review and written response. The request for formal review
must be presented on a form provided by OC San within five (5) 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 will be filed with the Director of Human Resources, or designee.
The employee's Department Director, or designee, shall 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 an Assistant
General Manager, or designee, within five (5) days from the date the Step 3 finding was issued.
The Assistant General Manager, or designee, shall respond in writing to the employee within ten
(10) days after the date the grievance is received.
11.4.6 Step 5. Appeal to the General Manager, or designee, is the final step in the Grievance Procedure.
If the grievance cannot be resolved under Step 4, it may be presented to the General Manager, or
designee, within five (5) days from the date the Step 4 finding was issued. The General Manager,
or designee, shall respond in writing to the employee within ten (10) days after the date of the
grievance is received. The decision of the General Manager is final.
11.5 General Provisions: An employee shall be given reasonable time off without loss of pay to present and
process a grievance. If an employee is represented by the OCEA, the OCEA may designate one
employee to present and process the grievance. The employee representative shall be given reasonable
time off without loss of pay to perform this responsibility. Absence from work shall be approved only if it
does not cause disruption to OC San operations. However, if the time requested cannot be provided, an
alternate time shall be arranged.
11.6 Failure of a management representative to respond within the appropriate time limit shall provide a basis
for the employee appealing to the next step. If a grievance is not presented or appealed within the time
limits, it shall be considered resolved on the basis of the preceding response. The Director of Human
Resources, or designee, may be petitioned in writing to waive the step or time requirements provided
sufficient cause exists.
11.7 Resolution may be agreed upon at any stage of the grievance process. However, the OCEA shall 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 shall review the situation or decision, and provide a written response within
five days from the date they were notified of the problem.
OCEA —Engineering MOU
July 1, 2025 to June 30, 2028
Page 5
8972312.1 OR040-030
OC SAN 25-06-41
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 Director of Human Resources, or designee, within ten (10) days of receipt
of the supervisor's decision. Upon request of either party, a meeting shall be held to define issues and
establish the remedies sought. The employee shall be provided a written response within ten (10) days
after his or her statement is received. Time limits may be extended for cause upon mutual consent of the
parties, and the decision of the Director of Human Resources, or designee, 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.
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 — Bargaining unit employees will be 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.
13.3.1.3 Performance Management Program: The performance management program includes
three (3) rating categories (exceeds, proficient, needs improvement) for performance
appraisals.
13.3.2 Development Pay —Employees under this Agreement will be 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:
Education — Eligible employees who obtain or who have obtained a degree of approved
subjects at an accredited college or university will receive $20.76 per pay period for an
associate degree and $41.53 per pay period for an undergraduate degree. The maximum
amount of Education pay is fixed at $41.53 per pay period. Effective the first full pay period in
July 2025, eligible employees who obtain or who have obtained a degree of approved subjects
at an accredited college or university will receive $25.00 per pay period for an associate
degree and $50.00 per pay period for an undergraduate degree. The maximum amount of
Education pay is fixed at $50.00 per pay period.
■ 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. The maximum amount of
certification/license pay for any combination of certificates and/or licenses is fixed at $45.72
per pay period.
13.3.2.1 The overall maximum Development Pay for education, certification and/or licenses is
fixed at $87.25 per pay period. Effective the first full pay period in July 2025, the
overall maximum Development Pay for education, certification and/or licenses is fixed
at $95.72 per pay period.
OCEA —Engineering MOU
July 1, 2025 to June 30, 2028
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8972312.1 OR040-030
OC SAN 25-06-42
13.3.2.2 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.
13.3.2.3 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.
13.4 Salary Range Adjustments
13.4.1 Effective the first pay period in July 2025, employees under this Agreement will receive salary
range adjustments at a flat rate of 4.5%.
13.4.2 Effective the first pay period in July 2026, employees under this Agreement will receive salary
range adjustments at a flat rate of 4.5%.
13.4.3 Effective the first pay period in July 2027, employees under this Agreement will receive salary
range adjustments at a flat rate of 3.0%.
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 shall be notified in writing two (2) weeks prior to the effective separation date. In
the event OC San does not give such notification, the employee shall be entitled to severance pay in
accordance with the formula set forth below:
14.1.1 Full-time, regular employees shall 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's approved deferred compensation plan subject to IRS
requirements, and in accordance with all guidelines for voluntary participation established by OC San
management.
15.2 Employees covered by OCERS Plans B and U and who participate in the deferred compensation plan, are
eligible to receive up to a $160 per month matching OC San contribution. Effective the first full pay period
in July 2025, employees covered by OCERS Plans B and U and who participate in the deferred
compensation plan, are eligible to receive up to $362 per month matching OC San contribution.
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 shift 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 overtime pay at the rate of one and
one half (1.5) times their 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).
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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 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
15' Quarter (January -March)
100%
2nd Quarter (April -June)
75%
3rd Quarter (July -September)
50%
4th Quarter (October -December)
0%
16.3 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 reason. Every effort will be made to approve
an employee's request for a "Floating Holiday" off providing sufficient notice is given.
ARTICLE 17. - HOURS OF WORK
17.1 For record keeping and accounting purposes, the "workweek" for full-time employees is 40 hours per 168-
hour period, to be paid on a biweekly payroll basis of 80 hours worked. Employee work periods may be
scheduled in shifts of four 9-hour days and one 4-hour day each workweek (9/80 schedule), five 8-hour
days each workweek (10/80), four 10-hour days each workweek (8/80), or three 12-hour days and one 4-
hour day each workweek (7/80). The starting and ending times of individual employees' workweeks may
vary.
17.2 Employees shall receive ten-minute rest periods twice in a nine -hour shift, and three times for a shift of
more than ten hours. Meal and rest periods may not be avoided or accrued for the purpose of obtaining
time off or shortening the regular shift. If an employee reports to work as scheduled and was not notified
that their hours had been changed, he or she shall receive two hours pay at the overtime rate.
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17.3 OC San may, at its sole discretion, change an employee's work schedule with thirty (30) days written
notice to the affected employee.
17.4 OC San may provide the option of telecommuting, as set forth in the Telecommuting Policy.
ARTICLE 18. - CALL-BACK PAY
18.1 When an employee is called back to work by OC San management without prior notice, and the employee
has completed his or her normal work shift and left the work site, when prior notice is given but the work
begins on the same day at least three (3) hours after completion of the regular shift: or when an employee
assigned to standby is actually called to work, the employee shall receive a minimum of three (3) hours of
call back pay. The three (3) hour minimum, whether or not actually worked, shall be paid at the rate of one
and one half times the regular hourly rate.
18.2 The call back period shall begin when the standby employee has been informed by OC San to return to
work. The call back period shall end when either the employee arrives at his or her residence or the
original destination; in either case, the employee shall inform OC San upon arrival.
18.3. If the call back period has ended and the employee is called back to work (whether within or outside of the
3-hour minimum timeframe), a new call back period will be started and the employee will be eligible for at
least the 3-hour minimum call back pay.
18.4. If the call back period has not ended and the employee is called back to work (whether within or outside of
the 3-hour minimum timeframe), the call back period and associated pay will continue but the employee
will not be eligible for another 3-hour minimum call back pay.
18.5. Call back pay is applied per call back and not per work assignment or work order.
18.6. Call back work performed by employees on standby assignments is intended for activities that are
imperative and not routine in nature.
ARTICLE 19. - STANDBY PAY
19.1 Standby is time during which an employee is not required to be at the work location or at the employee's
residence but is required to be available for immediate return to work. Standby assignments shall first be
made on a voluntary basis. A volunteer standby list shall be established by classification and job location.
Standby assignments shall be made from the list of employees who are competent and experienced, in
alphabetical order, on a rotating basis. In the event that no one volunteers, OC San shall assign standby
by job classification and work location from employees who are competent and experienced on a rotational
basis. An employee placed on standby shall be compensated at the rate of five hundred (500) dollars per
week, and shall receive Call Back pay when they are actually called to work. Effective the first full pay
period in July 2025, an employee placed on standby shall be compensated at the rate of six hundred (600)
dollars per week.
ARTICLE 20. - INSURANCE
20.1 OC San will provide healthcare and welfare insurance benefits.
20.2 All insurance coverage shall become effective on the first day of the month following date of hire,
regardless of hire date. An open enrollment period shall 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 and a Preferred Provider Organization (PPO) medical
insurance plan.
20.3.2 Regular, full-time employees:
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20.3.2.1 OC San shall contribute 90% of employee only premiums for the HMO medical
health plan and 80% of employee only premiums for the PPO medical health plan.
OC San will contribute 80% of the employee +1 dependent and full family premiums
for the HMO and PPO medical plans. Any change in insurance rates shall be shared
equally in same ratio as OC San and employees currently pay premiums. Before
the renewal of any OC San's sponsored health insurance plan, the parties agree to
meet and confer as to changes in the plan.
20.3.3 OC San may reopen negotiations at any time during the term of the MOU to address the impact of
the Affordable Care Act (ACA), provided that no change may be made by OC San unless such
change is either (1) mandated by the ACA, or (2) mutually agreed upon by the parties.
20.4 Group Insurance Premiums
20.4.1 Group insurance premiums that are paid by salary redirection can be made on a pre-tax basis.
20.5 Life Insurance
20.5.1 OC San shall pay up to the full premium for $50,000 term life insurance on each employee
according to the plan terms, which provide for reductions at specific ages.
20.6 Short Term Disability
20.6.1 OC San shall provide a non -work related, short-term disability indemnity plan that provides
benefits for employees equal to California's State Disability Insurance (SDI) program for up to
twenty-six (26) weeks following a fourteen (14) calendar day waiting period.
20.7 Long Term Disability
20.7.1 OC San shall provide a non -work related, long-term disability indemnity plan that pays two-
thirds of the employee's rate of pay in effect at the time of such disability, not to exceed
$5,000 per month, up to age 65, following a 90-day waiting period of continuous disability, at
such time that an employee completes five (5) years of service.
20.7.2 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 accession on the intranet.
20.7.3 No combination of disability or sick leave pay shall result in more than an employee's regular
rate of pay. Employees may not receive short-term and long-term disability benefits at the
same time. An employee who is otherwise not eligible for OC San paid Long Term Disability
may purchase such coverage at his or her own expense.
20.8 Dental Insurance
20.8.1 OC San will contribute 80% of employee only and full family premiums for dental insurance.
20.9 Vision Insurance
20.9.1 OC San shall provide a vision insurance plan for regular, full-time employees and eligible
dependents.
20.10 Retiring Employees
20.10.1 OC San will continue to implement the retiree medical health premium offset program wherein
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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. Employees hired on or after August
1, 2011 shall not be eligible for the retiree medical health premium offset.
20.10.2 Continuous service is calculated based on benefitted employment. Time as an intern or in
non -benefited status shall not count toward continuous service.
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 Reimbursement Account for purposes of reimbursing
himself or herself for payment of health care costs not otherwise covered by his or her medical
insurance.
21.3 Dependent Care 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 Account for purposes of reimbursing himself or
herself for childcare expenses or day care for a disabled dependent.
ARTICLE 22. - OVERTIME
22.1 Employees shall be notified as soon as practicable after OC San decides upon the need for overtime or
additional work. OC San may require the performance of overtime. In the event no qualified employee
wishes to work overtime, OC San's management may select employees with the ability to perform the
work by inverse seniority. OC San managers shall attempt to evenly distribute overtime among employees
based upon an employee's ability to perform the overtime work.
22.2 For the purposes of overtime calculation, all time charged to unscheduled sick leave shall not be counted
as time worked. Pay for overtime time shall not occur until after actual work time of forty (40) hours in a
seven (7) day workweek is reached.
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 shall 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.
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 or 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
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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, laterally transferred or have a voluntary job change will serve a
probationary period of six months. The "probationary period" shall not divest an employee of his/her
property rights 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 shall be filled as an external or internal recruitment.
Whenever OC San intends to fill a position by promotion, OC San shall post the opportunity for a minimum
of ten (10) business days. Employees must apply during the period of posting. Notices shall be posted on
OC San's intranet.
24.2 A promoted employee shall serve a promotional probationary period that extends to at least the first day of
the pay period following twenty-six (26) weeks of employment without a break in service, beginning with
the effective date of the promotion. OC San may extend an employee's promotional probationary period
for the length of any period during which an employee is on an extended leave of absence during the
probationary period.
24.3 At any time during the promotional probationary period, an employee may be returned to his or her
previous position or an equivalent position. The promotional probation period may be extended by OC San
management for up to ninety (90) days.
24.4 If an employee is promoted during his or her initial probationary period, the period shall be extended until
at least the first day of the pay period twenty-six (26) weeks after the effective date of the promotion.
24.4.1 For those employees promoted during the pendency of their initial probationary period, such
period shall run concurrently with the promotional probationary period and shall apply over the
promotional probationary period while it remains in effect. Should the initial probationary period
end before the promotional probationary period, the promoted employee shall remain on the
promotional probationary period for the remaining period until at least the first day of the pay
period following twenty-six (26) weeks of employment without a break in service.
24.5 Promoted employees will receive the equivalent of a 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 shall continue participation in the Orange County Employees Retirement System (OCERS),
wherein all full-time employees 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 August 1, 2011: 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 toward the
employee's contributions to OCERS.
25.1.2 Employees hired on or after August 1, 2011 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
contribution to OCERS.
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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 shall be deducted from gross
salary for taxation purposes in accordance with Internal Revenue Code provisions.
ARTICLE 26. - SHIFT DIFFERENTIAL
26.1 Employees who are regularly assigned to work a night shift that consists of 50% or more of their hours
between 6:00 p.m. and 6:00 a.m. and who actually work that shift shall receive a shift differential of $2.50
per hour for each hour worked between 6:00 p.m. and 6:00 a.m.
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
27.1.2 Part-time employees accrue vacation leave on a pro-rata basis as set forth in OC San Policy.
27.1.3 Vacation leave may only be utilized in increments of one -quarter (0.25) 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 actually worked, 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 200 hours as of the last day of
the final pay period in December of each year. In the event an employee accrues vacation leave
in excess of 200 hours, it must be used prior to said December date; all other remaining hours in
excess of 200 will be paid to the employee in the first pay period in January at the employee's then
current hourly rate of compensation.
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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, or to
attend to the illness or injury of a family member as hereinafter defined; or, for an employee or
family member who is a victim of violence, domestic violence, sexual assault, or stalking, for the
purposes described in Labor Code sections 230(c) and 230.1(a).
27.2.2 Method - Sick Leave Accrual. Full-time employees 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 When unpaid absences occur, sick leave accruals will be applied by straight proration for leave
accruals based on the number of hours actually worked, and is applicable to all types of leave,
whether legally protected or not.
27.2.4 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 or as specified in a Memoranda of Understanding.
Accrued Sick Leave Hours
Rate of Payoff
0-100
0%
101-240
25%
241-560
35%
Over 560 (mandatory)
50%
27.2.6 Employees who terminate for any reason other than retirement or death shall be compensated for
any accrued and unused sick leave according to the above schedule. Employees who retire or
decease with twenty (20) years or more of service shall 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 the following situations:
A. Absence due to illness, injury or pregnancy of an employee.
B. Absence due to medical and dental office appointments of an employee when approved by
the employee's supervisor.
C. 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, any family member with whom the employee resides; or
designated person. A designated person is a person identified by the employee at the time
the employee requests sick leave. The employee is limited to one designated person per
rolling 12-month period.
D. Absence due to a job -related injury.
E. Absence related to an employee or family member who is a victim of violence, domestic
violence, sexual assault, or stalking, for the purposes described in Labor Code sections 246.5,
230(c) and 230.1(a).
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F. Bereavement Leave, as set forth in section 27.6.1, below.
27.2.8 Protected Sick Leave — As prescribed under California Labor Code section 233, employees may
use up to one-half (1/2) of their annual sick leave accruals in any calendar year for qualifying
reasons to care for eligible family members.
27.2.9 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 shall be one -quarter hour increments.
Human Resources and department management shall be responsible for control of abuse of the
sick leave privilege. Except for the first forty (40) hours or five (5) days of sick leave use as
prescribed under the California Paid Sick Leave Law, if notified in advance by a manager or
supervisor, the employee may be required to furnish a certificate issued by a licensed physician or
nurse, or other satisfactory evidence of illness. For absences of ten (10) consecutive working days
or more, a request for leave and a medical statement, on prescribed forms, stating expected date
of return must be submitted to Human Resources. Upon return to work, a written doctor's release
must be submitted to Human Resources. For absences of one (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 Human Resources.
If the need for leave is due to the employee's serious health condition, as defined in the Family
and Medical Leave Act ("FMLA") or the California Family Rights Act ("CFRA"), the certification
requirement shall comply with the provisions of these Acts.
27.3 Jury Duty Leave
27.3.1 Any full-time, including probationary, employee who is called for jury duty shall, upon request on
prescribed forms, be entitled to his or 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 To be entitled to receive regular pay for such jury leave, the employee must report for work at OC
San for time not actually retained on jury unless there is less than one-half 'h of their 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
their supervisor with their 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 or her presence as a witness, except in a matter wherein
he or she is named as a defendant or plaintiff or as an expert witness, shall, upon approval of an
online time off request , be entitled the time necessary to comply with such subpoena, provided
any fees received for such service, exclusive of mileage, are submitted to OC San for deposit in
the General Fund of OC San.
27.4.2 An employee so subpoenaed must submit a copy of the subpoena to his or 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 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 shall be made upon leave -of -absence forms approved by the Human
Resources Department and shall state the date when it is desired to begin the leave -of -absence
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and the date of anticipated return. A copy of the orders requiring such military service shall be
submitted with the request.
27.5.2 Provisions of the Military and Veterans Code of the State of California, Sections 395-395.5 shall
govern military leave. In general, current law provides that an employee having one (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 accrued 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 Using the online time off request system, any full-time employee, whether probationary or regular,
shall receive up to five (5) days of bereavement leave, thirty-six (36) hours of which will be paid
time for the death or funeral of an immediate family member. An employee may use existing
accruals (i.e., sick, vacation, supplemental leave, compensatory time off) in order to be paid for up
to five (5) days. 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. With reasonable cause, 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.
27.7 Supplemental Leave
27.7.1 Regular full-time employees in the bargaining unit shall be granted Supplemental Leave in
accordance with the following schedule in the first pay period in July:
Years of Service
5-9
10 - 14
15 - 19
20 - 24
25+
Supplemental Leave Hours
5
10
15
20
25
27.7.2 Supplemental Leave will be administered in accordance with the following guidelines:
27.7.2.1 Supplemental Leave may be used in one -quarter (0.25) hour increments.
27.7.2.2 Any unused Supplemental Leave, within the fiscal year granted, will not be carried
over to the next fiscal year.
27.7.2.3 Any unused Supplemental 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 bargaining unit for any reason will forfeit any
unused Supplemental Leave.
27.7.2.5 Employees who become part of the bargaining unit shall be granted Supplemental
Leave on a pro-rata basis per the following schedule:
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Hire/Transfer Date
Percent
July — September
100%
October — December
75%
January — March
50%
April — June
25%
27.7.2.6 Movement within and among the Administrative/Clerical, Engineering, and Technical
Services Units will not be subject to pro-rata granting or forfeiture of Supplemental
Leave.
ARTICLE 28. - LEAVE -OF -ABSENCE WITHOUT PAY
28.1 It is the policy of OC San to grant employees leave -of -absences without pay under certain circumstances
and in accordance with state and federal benefit entitlement laws. Except as stated below, employees
shall 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 Leave of Absence Request 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
28.3.1 Employees who request FMLA and/or CFRA Leave for qualifying purposes other than the
employee's own serious health condition shall be required to use all accruals, before unpaid leave
is granted. Paid time off will not accrue during any pay period that an employee is absent without
pay for more than one (1) day.
28.3.2 Paid time off 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, or a child to whom the employee stands in loco parentis, 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 fora 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, domestic
partner, biological child, adopted child, step -child, foster child, legal ward, child of a
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domestic partner, grandchild, grandparent, 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 twenty-six (26)
weeks of unpaid leave during a single twelve (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 designated person
identified by the employee at the time the employee requests leave to care for that
person, and shall run concurrently with FMLA leave.
28.4.2.1.1 Employees are limited to one (1) "designated person" per rolling 12-
month period.
28.4.2.2 CFRA 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.
28.4.3 General Provisions: Requests for FMLA and CFRA Leave
Where the need for Leave is foreseeable, OC San requests thirty (30) days advance notice.
28.4.4 Medical Certification
28.4.4.1 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 Department of Labor (DOL) regulations.
28.4.4.2 As a condition of FMLA and/or CFRA Leave because of an eligible family
member's serious health condition, OC San may require certification by the
eligible family member's attending physician in accordance with Department
of Labor (DOL) regulations.
28.4.5 Medical and Dental Premiums
During FMLA and/or CFRA Leave, OC San shall 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 shall be required to pay his or her share of medical and dental premiums. Failure to
submit a monthly co -payment, in full, within sixty (60) days of the invoice date will result in loss
of group coverage. Coverage will be reinstated upon return to active employment.
28.4.6 Reinstatement
Upon expiration of FMLA and/or CFRA Leave, the employee shall 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., layoff), in which case OC San's obligation to
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continue health and dental or other benefits shall cease.
28.5 General Leave
28.5.1 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.
28.5.2 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.
28.5.3 Failure to submit a monthly co -payment, in full, within sixty (60) days of the invoice date will result
in loss of group coverage. Coverage will be reinstated upon return to active employment.
28.6 Return to Work Policy
28.6.1 An employee who has been absent from work due to a medical reason may be subject to a
Return -to -Work medical evaluation.
28.6.2 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, shall be considered. The employee shall be re-
classified as medically disqualified while alternative positions are being considered. Such time off
shall 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.
28.6.3 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 shall be re-classified as medically disqualified and not
permitted to work. Thereafter, the employee shall 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.
28.6.4 Bridge of Service
If an employee is dismissed per Section 28.6.3, and then is rehired to a position within OC San
within one (1) year, OC San shall 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.
28.6.5 Failure to Return to Work
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 shall be considered to have automatically resigned from his or her
position. In such cases, the employee will receive advance notification of OC San's intent to
implement an automatic resignation.
28.7 Compliance with Law
These Leave -of -Absence provisions shall 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 shall govern.
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ARTICLE 29. - CLASSIFICATION STUDIES
29.1 An employee who believes his/her position is not properly classified may submit a written request to the
Department Director asking that a classification study be conducted. The Department Director will
acknowledge the request in writing and review the request for accuracy, and forward it to the Director of
Human Resources, or designee, 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. OC San's 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.
29.1.1 The findings of the Human Resources Department and the decision by the General Manager are
final and not subject to the appeal, problem -solving or grievance processes.
29.1.2 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 shall be
implemented in the first pay period immediately following the completion of the study, unless the
recommendations require action be taken by the Board of Directors prior to implementation. In
such event, the recommendations shall be implemented in the first pay period immediately
following authorization by the Board.
29.2 Y-Rating
29.2.1 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 shall remain unchanged.
29.2.2 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).
29.2.3 The Y-rate shall 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.
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 status changes, including but not limited to a 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 or her regular duties
and responsibilities notifies OC San in a timely fashion, an attempt shall be made to place the employee in
an equal or lower level position for which he or she is qualified. Placement in the range of the new
classification is subject to OC San management's 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 Nothing herein shall be construed to require OC San to fill vacant, budgeted positions nor to prohibit OC
San from eliminating vacant positions from the budget. OC San reserves the right to reassign staff to
other positions in instances involving job restructuring, reorganization or due to lack of work.
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31.2 If, in the sole discretion of OC San management, personnel reductions are necessary, layoff order and
recall lists shall be developed based upon job classification, priority of function, job performance, individual
qualifications and seniority. The OCEA and employees subject to layoff shall be provided with at least two
weeks notification in writing, whenever possible.
31.3 Employees in classifications subject to layoff may request a voluntary demotion to any previously held
position for which they remain qualified. Such requests 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 shall be unchanged, except that it may not exceed the maximum rate of the range for the lower
level classification.
31.4 Recall lists shall be developed for all classifications experiencing personnel reductions, and shall be
maintained for a period of two years from the date of layoff. Individuals shall 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 shall 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 shall be made to
the next person on the list. An individual who either does not respond or refuses three (3) consecutive
offers shall have their name removed from the list.
31.5 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 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
their 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 shall be conducted on OC San time and at OC San expense. An
employee may submit an independent medical opinion regarding the individual's condition and addressing
his or her ability to competently perform the duties of the position. This information shall 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 shall 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 a position at a higher level
for a period of at least eighty (80) consecutive hours shall be eligible for a one step salary increase, or the
first step of the range for the higher level classification, whichever is greater. The higher rate of pay begins
with the hour eighty-one (81), 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 Director and the Director of
Human Resources, or designee. The eighty (80) hour eligibility period may be waived at the discretion of
the General Manager.
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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 Director of
Human Resources, or designee. It is the responsibility of each employee to keep the personal information
in his or her file current, including home address, telephone number and person to contact in an
emergency.
ARTICLE 38. - BULLETIN BOARDS
38.1 The OCEA 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 of or derogatory to OC San, its employees, officers or Directors may be posted; (b) nothing posted
by OC San may be removed; (c) the OCEA shall remove its notices after a reasonable length of time; and
(d) only a reasonable number of notices shall 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 OCEA shall be
granted reasonable release time for attending meet and confer sessions at the bargaining table. Release
time shall not be compensated for any hours that exceed the employee's regularly scheduled hours of
work.
39.2 The OCEA shall provide the Director of Human Resources, or designee, with the names of employees
requiring meet and confer release time in advance of the meet and confer session. The release time shall
be granted provided that the needs of OC San permits the time away from assigned work.
ARTICLE 40. - USE OF OC SAN FACILITIES
40.1 OC San facilities may be used by the OCEA with prior notice to the Director of Human Resources, or
designee, for the purpose of holding meetings, to the extent that such use does not interfere with normal
OC San operations. The OCEA agrees to pay for the cost of any additional custodial or security services.
ARTICLE 41. - SCOPE OF BARGAINING
41.1 OC San and the OCEA 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 OCEA, for the term of this
Agreement, except as otherwise provided herein, each voluntarily and unqualifiedly waive the right, and
each agrees that the other shall 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 OCEA 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 shall be
scheduled and held between the parties within fourteen (14) calendar days or as soon as practicable to:
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42.2 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.
43.3 Impasse procedures are:
43.3.1 Mediation: If the parties mutually agree to submit the dispute to the State Mediator and
Conciliation Service, all mediation proceedings shall be private and occur as soon as practicable.
The mediator shall make no public recommendation, nor take any public position at any time
concerning the issues.
43.3.2 Fact -Finding: If the parties fail to resolve the dispute through mediation, the parties may agree to
submit the impasse to fact finding as soon as practicable. The cost of a fact finder and other
mutually incurred costs shall be mutually shared by OC San and OCEA.
43.3.3 Board Actions: If the parties fail to resolve the impasse, the dispute shall be sent to OC San's
Board of Directors for resolution. Each party shall 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 shall 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 shall 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 OCEA shall meet and confer on
the affected article, section or subsection. In such event, all other articles, sections or subsections of this
Agreement not affected shall continue in full force and effect.
ARTICLE 44. - UNIFORMS
44.1 OC San shall provide and maintain ten (10) uniform pants and shirts, which may include the name of the
employee and OC San's seal, at no cost to employees whose duties require that they wear uniforms. OC
San will also provide lab coats as required by management.
44.2 OCEA employees working in divisions designated in SOP-102 Personal Protective Equipment (PPE) as
eligible to receive a safety boot allowance and/or upon supervisor request shall receive an annual or bi-
annual voucher in the amount of $250 as applicable.
44.3 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 unit members. 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 bargaining unit 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.
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July 1, 2025 to June 30, 2028
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8972312.1 OR040-030
OC SAN 25-06-59
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. OCEA will be allowed up to one half-hour each orientation session to communicate with
OCEA-represented classifications to explain the rights and benefits as set forth in this
Agreement. Human Resources staff will send to the OCEA 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 OCEA-represented classifications. If there are no new
hires in the OCEA-represented classifications for a scheduled session, OC San will notify the
OCEA as soon as possible in advance of the session.
46.1.3. Human Resources staff will provide the OCEA with an electronic copy of the name, home
address, personal email address, and personal cell phone number of all new OCEA-
represented employees within 30 days of hire.
46.1.4. Human Resources staff will provide the OCEA with an electronic copy of the name, home
address, personal email address, and personal cell phone number of all OCEA-represented
employees at least every 120 days.
46.2 Dues Deductions
46.2.1 OC San shall deduct from each regular paycheck and remit to OCEA the dues, initiation fees
and assessments for each employee who voluntarily authorizes such deduction in writing.
Such authorizations must be filed by the end of the pay period prior to the period for which the
deduction is requested.
46.2.2 OC San shall provide the OCEA a quarterly list of the names of those employees for whom it
has made deductions. In addition, OC San shall provide the names and addresses of new
employees and the names of employees who have terminated within the previous quarter.
46.2.3 OCEA 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.
(This Article intentionally left blank)
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 shall not lockout employees in this bargaining unit, and OCEA agrees that it shall 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.
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8972312.1 OR040-030
OC SAN 25-06-60
ARTICLE 49.
(This Article intentionally left blank)
ARTICLE 50. - WORKPLACE VIOLENCE AND WEAPONS POLICY
50.1 OC San's Workplace Violence and Weapons Policy and Workplace Violence Prevention & Security SOP
applies to all unit members.
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 termination of employment with OC San is
automatically deemed irrevocable after seventy-two (72) hours from the receipt of the resignation, except
by approval of the Director of Human Resources, or designee.
ARTICLE 52.
(This Article intentionally left blank)
ARTICLE 53. - LABOR MANAGEMENT COMMITTEE
53.1 Orange County Employees Association (OCEA) and the Orange County Sanitation OC San (OC SAN)
have established a Labor Management Committee; the Committee convenes on an as -needed basis.
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Page 25
8972312.1 OR040-030
OC SAN 25-06-61
SIGNATURE PAGE
2025 — 2028
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT
AND THE
ORANGE COUNTY EMPLOYEES ASSOCIATION
FOR THE
ENGINEERING UNIT
Executed:
OCEA ENGINEERING UNIT
Alisha Greene, Labor Representative
Veronica Rodarte, Operations Manager
Carlos Rosales, Lead Organizer
Bobby Martinez, Materials Management Clerk
Christiana Richardson, Administrative
Assistant
Mickey Whitney, Senior Construction Inspector
Dana Andrews, Senior Construction Inspector
Dennis Dilliner, Lead Source Control Inspector
David Mallonee, Environmental Technician
OCEA —Engineering MOU
8972312.1 OR040-030
ORANGE COUNTY SANITATION DISTRICT
Laura Drottz Kalty, Lead Negotiator
Laura Maravilla, Director of Human Resources
Thys DeVries, Human Resources Manager
Janine Aguilar, Human Resources Supervisor
Andrew Nau, Human Resources Supervisor
Stephanie Barron, Principal Human
Resources Analyst
Page 26
July 1, 2025 to June 30, 2028
OC SAN 25-06-62
Exhibit A
ENGINEERING UNIT
Effective
Effective
Effective
Pay
11-Jul-25
10-Jul-26
9-Jul-27
Classification
Grade
MIN
I MAX
MIN
MAX
MIN
I MAX
Safety Inspector
78
Senior Construction Inspector
78
Construction Inspector
74
Engineering Technician
70
OCEA —Engineering MOU
$61.46
$74.70
$61.46
$74.70
$55.69
$67.68
$50.44
$61.32
$64.23
$78.06
$64.23
$78.06
$58.20
$70.73
$52.71
$64.08
$66.16
$80.40
$66.16
$80.40
$59.95
$72.85
$54.29
$66.00
July 1, 2025 to June 30, 2028
8972312.1 OR040-030
Page 27
OC SAN 25-06-63
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT
AND THE
ORANGE COUNTY EMPLOYEES ASSOCIATION
FOR THE
TECHNICAL SERVICES UNIT
July 1, 2025 through June 30, 2028
8972311.1 OR040-030
OC SAN 25-06-64
TABLE OF CONTENTS
ARTICLE 1. - RECOGNITION.................................................................................................................................1
ARTICLE 2. - DURATION.......................................................................................................................................1
ARTICLE 3. - SUCCESSOR AGREEMENT...........................................................................................................1
ARTICLE4. - OCEA ACCESS................................................................................................................................1
ARTICLE5. - OCEA RIGHTS.................................................................................................................................2
ARTICLE 6. - OC SAN RIGHTS..............................................................................................................................2
ARTICLE 7. - NONDISCRIMINATION IN EMPLOYMENT.....................................................................................2
ARTICLE 8. - SMOKE -FREE WORK ENVIRONMENT..........................................................................................2
ARTICLE9. - SAFETY............................................................................................................................................2
ARTICLE 10. - DISCIPLINE AND DISMISSAL......................................................................................................3
ARTICLE 11. - GRIEVANCE PROCEDURE...........................................................................................................4
ARTICLE 12. - PROBLEM SOLVING PROCEDURE.............................................................................................5
ARTICLE 13. - SALARY ADJUSTMENTS AND COMPENSATION......................................................................6
ARTICLE 14. - SEVERANCE PAY.........................................................................................................................7
ARTICLE 15. - DEFERRED COMPENSATION......................................................................................................7
ARTICLE16. - HOLIDAYS......................................................................................................................................7
ARTICLE 17. - HOURS OF WORK.........................................................................................................................8
ARTICLE 18. - CALL-BACK PAY..........................................................................................................................9
ARTICLE 19. - STANDBY PAY..............................................................................................................................9
ARTICLE20. - INSURANCE...................................................................................................................................9
20.3 MEDICAL INSURANCE...............................................................................................................................
9
20.4 LIFE INSURANCE....................................................................................................................................
10
20.5 SHORT TERM DISABILITY........................................................................................................................
10
20.6 LONG TERM DISABILITY..........................................................................................................................
10
20.7 DENTAL INSURANCE...............................................................................................................................
10
20.8 VISION INSURANCE................................................................................................................................
10
20.9 RETIRING EMPLOYEES...........................................................................................................................
10
ARTICLE 21. - REIMBURSEMENT ACCOUNT...................................................................................................11
21.2 GROUP INSURANCE PREMIUMS...............................................................................................................
11
21.3 MEDICAL CARE REIMBURSEMENT ACCOUNT............................................................................................
11
21.4 DEPENDENT CARE ASSISTANCE ACCOUNT..............................................................................................
11
ARTICLE 22. - OVERTIME...................................................................................................................................11
ARTICLE 23. - PROBATIONARY PERIOD..........................................................................................................11
ARTICLE 24. - PROMOTIONS..............................................................................................................................12
ARTICLE 25. - RETIREMENT...............................................................................................................................12
ARTICLE 26. - SHIFT DIFFERENTIAL.................................................................................................................13
ARTICLE 27. - LEAVE -OF -ABSENCE WITH PAY..............................................................................................13
27.1 VACATION LEAVE...................................................................................................................................
13
27.2 SICK LEAVE...........................................................................................................................................
14
27.3 JURY DUTY LEAVE.................................................................................................................................
15
27.4 WITNESS LEAVE....................................................................................................................................
15
27.5 MILITARY LEAVE....................................................................................................................................
16
27.6 BEREAVEMENT LEAVE............................................................................................................................
16
27.7 SUPPLEMENTAL LEAVE...........................................................................................................................
16
ARTICLE 28. - LEAVE -OF -ABSENCE WITHOUT PAY.......................................................................................17
28.3 SUBSTITUTION OF PAID LEAVE................................................................................................................
17
28.4 PERMISSIBLE USES................................................................................................................................
17
28.5 GENERAL LEAVE....................................................................................................................................
19
28.6 RETURN TO WORK POLICY.....................................................................................................................
19
28.7 COMPLIANCE WITH LAW.........................................................................................................................
20
ARTICLE 29. - CLASSIFICATION STUDIES.......................................................................................................20
ARTICLE 30. - DRIVER'S LICENSE.....................................................................................................................20
ARTICLE 31. - LAYOFF PROCEDURE................................................................................................................21
ARTICLE 32. - LIGHT DUTY.................................................................................................................................21
ARTICLE 33. - MEDICAL EXAMINATION...........................................................................................................21
ARTICLE 34. - MILEAGE ALLOWANCE.............................................................................................................22
ARTICLE 35. -ACTING PAY................................................................................................................................22
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ARTICLE36...........................................................................................................................................................22
ARTICLE 37. - PERSONNEL FILES....................................................................................................................22
ARTICLE 38. - BULLETIN BOARDS....................................................................................................................22
ARTICLE 39. - RELEASE TIME FOR MEET AND CONFER SESSIONS...........................................................22
ARTICLE 40. - USE OF OC SAN FACILITIES.....................................................................................................22
ARTICLE 41. - SCOPE OF BARGAINING.............................................................................................................3
ARTICLE 42. - IMPASSE PROCEDURES...........................................................................................................23
ARTICLE 43. - SEVERABILITY............................................................................................................................23
ARTICLE 44. - UNIFORMS...................................................................................................................................23
ARTICLE 45. - SUBSTANCE ABUSE POLICY......................................................................................................4
ARTICLE 46. - NEW EMPLOYEE ORIENTATION AND DUES DEDUCTIONS
..................................................25
ARTICLE47...........................................................................................................................................................25
ARTICLE 48. - PEACEFUL RESOLUTION OF DISPUTES.................................................................................25
ARTICLE49...........................................................................................................................................................25
ARTICLE 50. - WORKPLACE VIOLENCE AND WEAPONS POLICY................................................................25
ARTICLE 51. - RESIGNATION.............................................................................................................................25
ARTICLE52...........................................................................................................................................................25
ARTICLE 53. - LABOR MANAGEMENT COMMITTEE.........................................................................25
SIGNATUREPAGE...............................................................................................................................................26
EXHIBITA.............................................................................................................................................................27
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MEMORANDUM OF UNDERSTANDING
BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT
AND THE
ORANGE COUNTY EMPLOYEES ASSOCIATION
FOR THE
TECHNICAL SERVICES UNIT
In accordance with the provisions of California Government Code Sections 3500, et seq., and Resolution No. OC
SAN 23-09, as Resolution No. OCSD 18-18 has been repealed, of the Orange County Sanitation District's (OC San)
Board of Directors, OC San's authorized representative has met and conferred in good faith with representatives of
the Orange County Employees Association (OCEA) for the Technical Services Unit. These meetings have resulted in
an agreement and understanding to recommend that the employees represented by OCEA 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 OCEA as set forth in this Agreement.
ARTICLE 1. - RECOGNITION
1.1 This Agreement, effective July 1, 2025, is entered into between the Orange County Sanitation OC San,
referred to hereinafter as "OC San," and the Orange County Employees Association, referred to
hereinafter as "OCEA."
1.2 OC San recognizes the Orange County Employees Association as the exclusive recognized employee
organization for matters within the scope of representation for the following classifications, as set forth in
Exhibit "A" (attached hereto and incorporated by reference), as well as additional classes as may be
added hereafter by OC San.
ARTICLE 2. - DURATION
2.1 This Agreement shall be binding on OC San and OCEA when approved and adopted by OC San's Board
of Directors. This Agreement shall terminate on June 30, 2028. Any issue regarding the question of
exclusive representation of a recognized employee organization shall be brought pursuant to the
Employer -Employee Relations Resolution (EERR), Resolution No. OC SAN 23-09, as Resolution No.
OCSD 18-18 has been repealed.
ARTICLE 3. - SUCCESSOR AGREEMENT
3.1 The OCEA shall submit in writing its initial proposal for a successor agreement 60 days prior to the
expiration date of this Agreement.
ARTICLE 4. - OCEA ACCESS
4.1 An OCEA Representative shall have access to OC San's facilities during working hours for the purpose of
assisting Unit employees in processing grievances or investigating matters arising out of the application of
provisions of this Agreement. The OCEA Representative must obtain authorization for each visit in
advance from the Director of Human Resources, or designee.
4.2 The OCEA shall provide the Director of Human Resources, or designee, with a list of Representatives who
are authorized to request access under this article, and shall notify the Director of Human Resources, or
designee, of any changes in that list.
4.3 OCEA access shall not interfere with OC San's operations, or with the work of employees in any manner.
OC San reserves the right to restrict access in certain areas designated as confidential or secure.
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ARTICLE 5. - OCEA RIGHTS
5.1 The OCEA may designate employees to act as representatives for employees covered by this Agreement.
The OCEA shall furnish the Director of Human Resources, or designee with the names of employees
selected as representatives and shall 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 OCEA may not act as representatives.
5.2 Representatives shall not perform non work -related duties on work time without the prior approval of their
immediate supervisor. Neither OC San nor the OCEA shall interfere with, intimidate, restrain, coerce or
discriminate against employees because of the exercise or non -exercise of their rights to engage in OCEA
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 OCEA 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 shall 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, reproductive health decision making 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 shall be applied to all members of the unit 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 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. OCEA shall 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
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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 supervisors. An employee
shall 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 unit: verbal reprimand, written reprimand, suspension without pay; reduction in pay,
demotion to a classification with a lower maximum rate of pay 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 a
suspension without pay, a reduction in pay, a 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 shall be presumed to
provide actual notice to the affected employee. The Notice of Intent shall indicate the date on which it was
personally delivered or deposited in the mail, which shall be the date of issuance.
10.5 The Notice of Intent shall 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 a 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 shall also advise the employee of his or her right to
representation.
10.6 Prior to the effective date of the proposed disciplinary action, the employee shall 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 shall notify the
employee in writing of the action that shall 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.
10.7 Dismissal shall 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 Director of Human Resources, or designee,
within ten (10) business days following the effective date of the disciplinary action (for suspensions, the
effective date shall be the first business day following the final day of the suspension). The Director of
Human Resources, or designee, shall schedule a post disciplinary hearing with the General Manager or a
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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 shall be final.
10.9 Disciplinary actions will be recorded in employee performance reviews. Disciplinary action documentation,
except verbal reprimand documentation, shall 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.
Documentation regarding verbal and written reprimands may be removed from a supervisor's employee
file and/or an employee's personnel file twenty-four (24) months subsequent to the date of issuance,
provided that there has been no recurrence of a similar incident during the period. If the Director of
Human Resources, or designee, agrees to remove disciplinary action documentation from an employee's
personnel file, such documentation shall 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's proposed discipline.
10.10 Verbal reprimands and written reprimands may only be reviewed under this Agreement through the
Problem Solving Procedure. Nothing in this article shall be construed as a waiver of any statutory or
constitutional rights.
10.11 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.
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 Unit or by the
OCEA. 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 OCEA, 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 OCEA at all steps of the Grievance
Procedure, unless specifically agreed otherwise by the OCEA and the employee. OC San shall provide a
copy of all written grievance settlements to the OCEA. Any reference to days in this article implies
business days.
11.4.1 Step 1. An employee will submit his/her complaint in writing to his/her immediate supervisor or
designee 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, or
designee, shall attempt to resolve the issues surrounding the complaint, and respond in writing to
the employee within ten (10) days.
11.4.2 Step 2. If the grievance is not settled at Step 1, it may be submitted in writing to the employee's
Division Manager, 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;
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11.4.2.3 List the specific provisions of the MOU 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 Division Manager, or designee, shall 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 employee's
Department Director, or designee, for review and written response. The request for formal review
must be presented on a form provided by OC San within five (5) 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 will be filed with the Director of Human Resources, or designee.
The employee's Department Director, or designee, shall 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 an Assistant
General Manager, or designee, within five (5) days from the date the Step 3 finding was issued.
The Assistant General Manager, or designee, shall respond in writing to the employee within ten
(10) days after the date the grievance is received.
11.4.6 Step 5. Appeal to the General Manager, or designee, is the final step in the Grievance Procedure.
If the grievance cannot be resolved under Step 4, it may be presented to the General Manager, or
designee, within five (5) days from the date the Step 4 finding was issued. The General Manager,
or designee, shall respond in writing to the employee within ten (10) days after the date of the
grievance is received. The decision of the General Manager is final.
11.5 General Provisions: An employee shall be given reasonable time off without loss of pay to present and
process a grievance. If an employee is represented by the OCEA, the OCEA may designate one
employee to present and process the grievance. The employee representative shall be given reasonable
time off without loss of pay to perform this responsibility. Absence from work shall be approved only if it
does not cause disruption to OC San operations. However, if the time requested cannot be provided, an
alternate time shall be arranged.
11.6 Failure of a management representative to respond within the appropriate time limit shall provide a basis
for the employee appealing to the next step. If a grievance is not presented or appealed within the time
limits, it shall be considered resolved on the basis of the preceding response. The Director of Human
Resources, or designee, may be petitioned in writing to waive the step or time requirements provided
sufficient cause exists.
11.7 Resolution may be agreed upon at any stage of the grievance process. However, the OCEA shall 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 shall review the situation or decision, and provide a written response within
five days from the date they were notified of the problem.
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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 Director of Human Resources, or designee, within ten (10) days of receipt
of the supervisor's decision. Upon request of either party, a meeting shall be held to define issues and
establish the remedies sought. The employee shall be provided a written response within ten (10) days
after his or her statement is received. Time limits may be extended for cause upon mutual consent of the
parties, and the decision of the Director of Human Resources, or designee, 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.
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 — Bargaining unit employees will be 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.
13.3.1.3 Performance Management Program: The performance management program includes
three (3) rating categories (exceeds, proficient, needs improvement) for performance
appraisals.
13.3.2 Development Pay —Employees under this Agreement will be 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:
Education — Eligible employees who obtain or who have obtained a degree of approved
subjects at an accredited college or university will receive $20.76 per pay period for an
associate degree and $41.53 per pay period for an undergraduate degree. The maximum
amount of Education pay is fixed at $41.53 per pay period. Effective the first full pay period in
July 2025, eligible employees who obtain or who have obtained a degree of approved subjects
at an accredited college or university will receive $25.00 per pay period for an associate
degree and $50.00 per pay period for an undergraduate degree. The maximum amount of
Education pay is fixed at $50.00 per pay period.
■ 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. The maximum amount of
certification/license pay for any combination of certificates and/or licenses is fixed at $45.72
per pay period.
13.3.2.1 The overall maximum Development Pay for education, certification and/or licenses is
fixed at $87.25 per pay period. Effective the first full pay period in July 2025, the
overall maximum Development Pay for education, certification and/or licenses is fixed
at $95.72 per pay period.
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13.3.2.2 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.
13.3.2.3 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.
13.4 Salary Range Adjustments
13.4.1 Effective the first pay period in July 2025, employees under this Agreement will receive salary
range adjustments at a flat rate of 4.5%.
13.4.2 Effective the first pay period in July 2026, employees under this Agreement will receive salary
range adjustments at a flat rate of 4.5%.
13.4.3 Effective the first pay period in July 2027, employees under this Agreement will receive salary
range adjustments at a flat rate of 3.0%.
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 shall be notified in writing two (2) weeks prior to the effective separation date. In
the event OC San does not give such notification, the employee shall be entitled to severance pay in
accordance with the formula set forth below:
14.1.1 Full-time, regular employees shall 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's approved deferred compensation plan subject to IRS
requirements, and in accordance with all guidelines for voluntary participation established by OC San
management.
15.2 Employees covered by OCERS Plans B and U and who participate in the deferred compensation plan, are
eligible to receive up to a $160 per month matching OC San contribution. Effective the first full pay period
in July 2025, employees covered by OCERS Plans B and U and who participate in the deferred
compensation plan, are eligible to receive up to $362 per month matching OC San contribution.
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 shift 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 overtime pay at the rate of one and
one half (1.5) times their 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).
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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 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
15' Quarter (January -March)
100%
2nd Quarter (April -June)
75%
3rd Quarter (July -September)
50%
4th Quarter (October -December)
0%
16.3 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 reason. Every effort will be made to approve
an employee's request for a "Floating Holiday" off providing sufficient notice is given.
ARTICLE 17. - HOURS OF WORK
17.1 For record keeping and accounting purposes, the "workweek" for full-time employees is 40 hours per 168-
hour period, to be paid on a biweekly payroll basis of 80 hours worked. Employee work periods may be
scheduled in shifts of four 9-hour days and one 4-hour day each workweek (9/80 schedule), five 8-hour
days each workweek (10/80), four 10-hour days each workweek (8/80), or three 12-hour days and one 4-
hour day each workweek (7/80). The starting and ending times of individual employees' workweeks may
vary.
17.2 Employees shall receive ten-minute rest periods twice in a nine -hour shift, and three times for a shift of
more than ten hours. Meal and rest periods may not be avoided or accrued for the purpose of obtaining
time off or shortening the regular shift. If an employee reports to work as scheduled and was not notified
that their hours had been changed, he or she shall receive two hours pay at the overtime rate.
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17.3 OC San may, at its sole discretion, change an employee's work schedule with thirty (30) days written
notice to the affected employee.
17.4 OC San may provide the option of telecommuting, as set forth in the Telecommuting Policy.
ARTICLE 18. - CALL-BACK PAY
18.1 When an employee is called back to work by OC San management without prior notice, and the employee
has completed his or her normal work shift and left the work site; when prior notice is given but the work
begins on the same day at least three (3) hours after completion of the regular shift; or when an employee
assigned to standby is actually called to work, the employee shall receive a minimum of three (3) hours of
call back pay. The three (3) hour minimum, whether or not actually worked, shall be paid at the rate of one
and one half times the regular hourly rate.
18.2 The call back period shall begin when the standby employee has been informed by OC San to return to
work. The call back period shall end when either the employee arrives at his or her residence or the
original destination; in either case, the employee shall inform OC San upon arrival.
18.3. If the call back period has ended and the employee is called back to work (whether within or outside of the
3-hour minimum timeframe), a new call back period will be started and the employee will be eligible for at
least the 3-hour minimum call back pay.
18.4. If the call back period has not ended and the employee is called back to work (whether within or outside of
the 3-hour minimum timeframe), the call back period and associated pay will continue but the employee
will not be eligible for another 3-hour minimum call back pay.
18.5. Call back pay is applied per call back and not per work assignment or work order.
18.6. Call back work performed by employees on standby assignments is intended for activities that are
imperative and not routine in nature.
ARTICLE 19. - STANDBY PAY
19.1 Standby is time during which an employee is not required to be at the work location or at the employee's
residence but is required to be available for immediate return to work. Standby assignments shall first be
made on a voluntary basis. A volunteer standby list shall be established by classification and job location.
Standby assignments shall be made from the list of employees who are competent and experienced, in
alphabetical order, on a rotating basis. In the event that no one volunteers, OC San shall assign standby
by job classification and work location from employees who are competent and experienced on a rotational
basis. An employee placed on standby shall be compensated at the rate of five hundred (500) dollars per
week, and shall receive Call Back pay when they are actually called to work. Effective the first full pay
period in July 2025, an employee placed on standby shall be compensated at the rate of six hundred (600)
dollars per week.
ARTICLE 20. - INSURANCE
20.1 OC San will provide healthcare and welfare insurance benefits.
20.2 All insurance coverage shall become effective on the first day of the month following date of hire,
regardless of hire date. An open enrollment period shall 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 and a Preferred Provider Organization (PPO) medical
insurance plan.
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20.3.2 Regular, full-time employees:
20.3.2.1 OC San shall contribute 90% of employee only premiums for the HMO medical
health plan and 80% of employee only premiums for the PPO medical health plan.
OC San will contribute 80% of the employee +1 dependent and full family premiums
for the HMO and PPO medical plans. Any change in insurance rates shall be shared
equally in same ratio as OC San and employees currently pay premiums. Before
the renewal of any OC San's sponsored health insurance plan, the parties agree to
meet and confer as to changes in the plan.
20.3.3 OC San may reopen negotiations at any time during the term of the MOU to address the impact of
the Affordable Care Act (ACA), provided that no change may be made by OC San unless such
change is either (1) mandated by the ACA, or (2) mutually agreed upon by the parties.
20.4 Group Insurance Premiums
20.4.1 Group insurance premiums that are paid by salary redirection can be made on a pre-tax basis.
20.5 Life Insurance
20.5.1 OC San shall pay up to the full premium for $50,000 term life insurance on each employee
according to the plan terms, which provide for reductions at specific ages.
20.6 Short Term Disability
20.6.1 OC San shall provide a non -work related, short-term disability indemnity plan that provides
benefits for employees equal to California's State Disability Insurance (SDI) program for up to
twenty-six (26) weeks following a fourteen (14) calendar day waiting period.
20.7 Long Term Disability
20.7.1 OC San shall provide a non -work related, long-term disability indemnity plan that pays two-
thirds of the employee's rate of pay in effect at the time of such disability, not to exceed
$5,000 per month, up to age 65, following a 90-day waiting period of continuous disability, at
such time that an employee completes five (5) years of service.
20.7.2 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 accession on the intranet.
20.7.3 No combination of disability or sick leave pay shall result in more than an employee's regular
rate of pay. Employees may not receive short-term and long-term disability benefits at the
same time. An employee who is otherwise not eligible for OC San paid Long Term Disability
may purchase such coverage at his or her own expense.
20.8 Dental Insurance
20.8.1 OC San will contribute 80% of employee only and full family premiums for dental insurance.
20.9 Vision Insurance
20.9.1 OC San shall provide a vision insurance plan for regular, full-time employees and eligible
dependents.
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20.10 Retiring Employees
20.10.1 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. Employees hired on or after August
1, 2011 shall not be eligible for the retiree medical health premium offset.
20.10.2 Continuous service is calculated based on benefitted employment. Time as an intern or in
non -benefited status shall not count toward continuous service.
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 Reimbursement Account for purposes of reimbursing
himself or herself for payment of health care costs not otherwise covered by his or her medical
insurance.
21.3 Dependent Care 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 Account for purposes of reimbursing himself or
herself for childcare expenses or day care for a disabled dependent.
ARTICLE 22. - OVERTIME
22.1 Employees shall be notified as soon as practicable after OC San decides upon the need for overtime or
additional work. OC San may require the performance of overtime. In the event no qualified employee
wishes to work overtime, OC San's management may select employees with the ability to perform the
work by inverse seniority. OC San managers shall attempt to evenly distribute overtime among employees
based upon an employee's ability to perform the overtime work.
22.2 For the purposes of overtime calculation, all time charged to unscheduled sick leave shall not be counted
as time worked. Pay for overtime time shall not occur until after actual work time of forty (40) hours in a
seven (7) day workweek is reached.
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 shall 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 or 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, laterally transferred or have a voluntary job change will serve a
probationary period of six months. The "probationary period" shall not divest an employee of his/her
property rights 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 shall be filled as an external or internal recruitment.
Whenever OC San intends to fill a position by promotion, OC San shall post the opportunity for a minimum
of ten (10) business days. Employees must apply during the period of posting. Notices shall be posted on
OC San's intranet.
24.2 A promoted employee shall serve a promotional probationary period that extends to at least the first day of
the pay period following twenty-six (26) weeks of employment without a break in service, beginning with
the effective date of the promotion. OC San may extend an employee's promotional probationary period
for the length of any period during which an employee is on an extended leave of absence during the
probationary period.
24.3 At any time during the promotional probationary period, an employee may be returned to his or her
previous position or an equivalent position. The promotional probation period may be extended by OC San
management for up to ninety (90) days.
24.4 If an employee is promoted during his or her initial probationary period, the period shall be extended until
at least the first day of the pay period twenty-six (26) weeks after the effective date of the promotion.
24.4.1 For those employees promoted during the pendency of their initial probationary period, such
period shall run concurrently with the promotional probationary period and shall apply over the
promotional probationary period while it remains in effect. Should the initial probationary
period end before the promotional probationary period, the promoted employee shall remain
on the promotional probationary period for the remaining period until at least the first day of
the pay period following twenty-six (26) weeks of employment without a break in service.
24.5 Promoted employees will receive the equivalent of a 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 shall continue participation in the Orange County Employees Retirement System (OCERS),
wherein all full-time employees 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 August 1, 2011: 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 toward the
employee's contributions to OCERS.
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25.1.2 Employees hired on or after August 1, 2011 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
contribution 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 shall be deducted from gross
salary for taxation purposes in accordance with Internal Revenue Code provisions.
ARTICLE 26. - SHIFT DIFFERENTIAL
26.1 Employees who are regularly assigned to work a night shift that consists of 50% or more of their hours
between 6:00 p.m. and 6:00 a.m. and who actually work that shift shall receive a shift differential of $2.50
per hour for each hour worked between 6:00 p.m. and 6:00 a.m.
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
27.1.2 Part-time employees accrue vacation leave on a pro-rata basis as set forth in OC San Policy.
27.1.3 Vacation leave may only be utilized in increments of one -quarter (0.25) hour or more. Vacation
leave is accrued for all paid hours, including hours actually worked and hours in a paid -leave
payroll status.
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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 actually worked, 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 200 hours as of the last day of
the final pay period in December of each year. In the event an employee accrues vacation leave
in excess of 200 hours, it must be used prior to said December date, all other remaining hours in
excess of 200 will be paid to the employee in the first pay period in January at the employee's then
current hourly rate of compensation.
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, or to
attend to the illness or injury of a family member as hereinafter defined; or, for an employee or
family member who is a victim of violence, domestic violence, sexual assault, or stalking, for the
purposes described in Labor Code sections 230(c) and 230.1(a).
27.2.2 Method - Sick Leave Accrual. Full-time employees 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 When unpaid absences occur, sick leave accruals will be applied by straight proration for leave
accruals based on the number of hours actually worked, and is applicable to all types of leave,
whether legally protected or not.
27.2.4 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 or as specified in a Memoranda of Understanding.
Accrued Sick Leave Hours
Rate of Payoff
0-100
0%
101-240
25%
241-560
35%
Over 560 (mandatory)
50%
27.2.6 Employees who terminate for any reason other than retirement or death shall be compensated for
any accrued and unused sick leave according to the above schedule. Employees who retire or
decease with twenty (20) years or more of service shall 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 the following situations:
A. Absence due to illness, injury or pregnancy of an employee.
B. Absence due to medical and dental office appointments of an employee when approved by
the employee's supervisor.
C. 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,
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grandchild, legal guardian, or any family member with whom the employee resides; or
designated person. A designated person is a person identified by the employee at the time
the employee requests sick leave. The employee is limited to one designated person per
rolling 12-month period.
D. Absence due to a job -related injury.
E. Absence related to an employee or family member who is a victim of violence, domestic
violence, sexual assault, or stalking, for the purposes described in Labor Code sections 246.5,
230(c) and 230.1(a).
F. Bereavement Leave, as set forth in section 27.6.1, below.
27.2.8 Protected Sick Leave — As prescribed under California Labor Code section 233, employees may
use up to one-half (1/2) of their annual sick leave accruals in any calendar year for qualifying
reasons to care for eligible family members.
27.2.9 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 shall be one -quarter hour increments.
Human Resources and department management shall be responsible for control of abuse of the
sick leave privilege. Except for the first forty (40) hours or five (5) days of sick leave use as
prescribed under the California Paid Sick leave Law, if notified in advance by a manager or
supervisor, the employee may be required to furnish a certificate issued by a licensed physician or
nurse, or other satisfactory evidence of illness. For absences of ten (10) consecutive working days
or more, a request for leave and a medical statement, on prescribed forms, stating expected date
of return must be submitted to Human Resources. Upon return to work, a written doctor's release
must be submitted to Human Resources. For absences of one (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 Human Resources.
If the need for leave is due to the employee's serious health condition, as defined in the Family
and Medical Leave Act ("FMLA") or the California Family Rights Act ("CFRA"), the certification
requirement shall comply with the provisions of these Acts.
27.3 Jury Duty Leave
27.3.1 Any full-time, including probationary, employee who is called for jury duty shall, upon request on
prescribed forms, be entitled to his or 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 To be entitled to receive regular pay for such jury leave, the employee must report for work at OC
San for time not actually retained on jury unless there is less than one-half 'h of their 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
their supervisor with their 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 or her presence as a witness, except in a matter wherein
he or she is named as a defendant or plaintiff or as an expert witness, shall, upon approval of an
online time off request , be entitled the time necessary to comply with such subpoena, provided
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any fees received for such service, exclusive of mileage, are submitted to OC San for deposit in
the General Fund of OC San.
27.4.2 An employee so subpoenaed must submit a copy of the subpoena to his or 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 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 shall be made upon leave -of -absence forms approved by the Human
Resources Department and shall state the date when it is desired to begin the leave -of -absence
and the date of anticipated return. A copy of the orders requiring such military service shall be
submitted with the request.
27.5.2 Provisions of the Military and Veterans Code of the State of California, Sections 395-395.5 shall
govern military leave. In general, current law provides that an employee having one (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 accrued 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 Using the online time off request system, any full-time employee, whether probationary or regular,
shall receive up to five (5) days of bereavement leave, thirty-six (36) hours of which will be paid
time for the death or funeral of an immediate family member. An employee may use existing
accruals (i.e., sick, vacation, supplemental leave, compensatory time off) in order to be paid for up
to five (5) days. 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. With reasonable cause, 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.
27.7 Supplemental Leave
27.7.1 Regular full-time employees in the bargaining unit shall be granted Supplemental Leave in
accordance with the following schedule in the first pay period in July:
Years of Service
5-9
10 - 14
15 - 19
20 - 24
25+
Supplemental Leave Hours
5
10
15
20
25
27.7.2 Supplemental Leave will be administered in accordance with the following guidelines:
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27.7.2.1
27.7.2.2
27.7.2.3
27.7.2.4
27.7.2.5
27.7.2.6
Supplemental Leave may be used in one -quarter (0.25) hour increments.
Any unused Supplemental Leave, within the fiscal year granted, will not be carried
over to the next fiscal year.
Any unused Supplemental Leave, within the fiscal year granted, is not subject to cash
out or eligible for any mandatory payout.
Employees who cease to be part of the bargaining unit for any reason will forfeit any
unused Supplemental Leave.
Employees who become part of the bargaining unit shall be granted Supplemental
Leave on a pro-rata basis per the following schedule:
Hire/Transfer Date
Percent
July — September
100%
October — December
75%
January — March
50%
April — June
25%
Movement within and among the Administrative/Clerical, Engineering, and Technical
Services Units will not be subject to pro-rata granting or forfeiture of Supplemental
Leave.
ARTICLE 28. - LEAVE -OF -ABSENCE WITHOUT PAY
28.1 It is the policy of OC San to grant employees leave -of -absences without pay under certain circumstances
and in accordance with state and federal benefit entitlement laws. Except as stated below, employees
shall 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 Leave of Absence Request 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
28.3.1 Employees who request FMLA and/or CFRA Leave for qualifying purposes other than the
employee's own serious health condition shall be required to use all accruals, before unpaid leave
is granted. Paid time off will not accrue during any pay period that an employee is absent without
pay for more than one (1) day.
28.3.2 Paid time off 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, or a child to whom the employee stands in loco parentis, grandchild,
grandparent, foster parent, legal guardian, or any family member with whom the employee
resides.
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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, domestic
partner, biological child, adopted child, step -child, foster child, legal ward, child of a
domestic partner, grandchild, grandparent, 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 twenty-six (26)
weeks of unpaid leave during a single twelve (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 designated person
identified by the employee at the time the employee requests leave to care for that
person, and shall run concurrently with FMLA leave.
28.4.2.1.1 Employees are limited to one (1) "designated person" per rolling 12-
month period.
28.4.2.2 CFRA 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.
28.4.3 General Provisions: Requests for FMLA and CFRA Leave
Where the need for Leave is foreseeable, OC San requests thirty (30) days advance notice.
28.4.4 Medical Certification
28.4.4.1 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 Department of Labor (DOL) regulations.
28.4.4.2 As a condition of FMLA and/or CFRA Leave because of an eligible family
member's serious health condition, OC San may require certification by the
eligible family member's attending physician in accordance with Department
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OC SAN 25-06-84
of Labor (DOL) regulations.
28.4.5 Medical and Dental Premiums
During FMLA and/or CFRA Leave, OC San shall 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 shall be required to pay his or her share of medical and dental premiums. Failure to
submit a monthly co -payment, in full, within sixty (60) days of the invoice date will result in loss
of group coverage. Coverage will be reinstated upon return to active employment.
28.4.6 Reinstatement
Upon expiration of FMLA and/or CFRA Leave, the employee shall 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., layoff), in which case OC San's obligation to
continue health and dental or other benefits shall cease.
28.5 General Leave
28.5.1 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.
28.5.2 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.
28.5.3 Failure to submit a monthly co -payment, in full, within sixty (60) days of the invoice date will result
in loss of group coverage. Coverage will be reinstated upon return to active employment.
28.6 Return to Work Policy
28.6.1 An employee who has been absent from work due to a medical reason maybe subject to a
Return -to -Work medical evaluation.
28.6.2 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, shall be considered. The employee shall be re-
classified as medically disqualified while alternative positions are being considered. Such time off
shall 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.
28.6.3 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 shall be re-classified as medically disqualified and not
permitted to work. Thereafter, the employee shall 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.
28.6.4 Bridge of Service
If an employee is dismissed per Section 28.6.3, and then is rehired to a position within OC San
within one (1) year, OC San shall 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.
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July 1, 2025 to June 30, 2028
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OC SAN 25-06-85
28.6.5 Failure to Return to Work
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 shall be considered to have automatically resigned from his or her
position. In such cases, the employee will receive advance notification of OC San's intent to
implement an automatic resignation.
28.7 Compliance with Law
These Leave -of -Absence provisions shall 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 shall govern.
ARTICLE 29. - CLASSIFICATION STUDIES
29.1 An employee who believes his/her position is not properly classified may submit a written request to the
Department Director asking that a classification study be conducted. The Department Director will
acknowledge the request in writing and review the request for accuracy, and forward it to the Director of
Human Resources, or designee, 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 1st for the November review and according to the Finance budget
schedule. OC San's 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.
29.1.1 The findings of the Human Resources Department and the decision by the General Manager are
final and not subject to the appeal, problem -solving or grievance processes.
29.1.2 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 shall be
implemented in the first pay period immediately following the completion of the study, unless the
recommendations require action be taken by the Board of Directors prior to implementation. In
such event, the recommendations shall be implemented in the first pay period immediately
following authorization by the Board.
29.2 Y-Rating
29.2.1 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 shall remain unchanged.
29.2.2 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).
29.2.3 The Y-rate shall 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.
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 status changes, including but not limited to a suspension or
OCEA — Technical Services MOU
July 1, 2025 to June 30, 2028
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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 or her regular duties
and responsibilities notifies OC San in a timely fashion, an attempt shall be made to place the employee in
an equal or lower level position for which he or she is qualified. Placement in the range of the new
classification is subject to OC San management's 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 Nothing herein shall be construed to require OC San to fill vacant, budgeted positions nor to prohibit OC
San from eliminating vacant positions from the budget. OC San reserves the right to reassign staff to
other positions in instances involving job restructuring, reorganization or due to lack of work.
31.2 If, in the sole discretion of OC San management, personnel reductions are necessary, layoff order and
recall lists shall be developed based upon job classification, priority of function, job performance, individual
qualifications and seniority. The OCEA and employees subject to layoff shall be provided with at least two
weeks notification in writing, whenever possible.
31.3 Employees in classifications subject to layoff may request a voluntary demotion to any previously held
position for which they remain qualified. Such requests 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 shall be unchanged, except that it may not exceed the maximum rate of the range for the lower
level classification.
31.4 Recall lists shall be developed for all classifications experiencing personnel reductions, and shall be
maintained for a period of two years from the date of layoff. Individuals shall 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 shall 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 shall be made to
the next person on the list. An individual who either does not respond or refuses three (3) consecutive
offers shall have their name removed from the list.
31.5 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 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
their 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 shall be conducted on OC San time and at OC San expense. An
employee may submit an independent medical opinion regarding the individual's condition and addressing
his or her ability to competently perform the duties of the position. This information shall be reviewed and
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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 shall 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 a position at a higher level
for a period of at least eighty (80) consecutive hours shall be eligible for a one step salary increase, or the
first step of the range for the higher level classification, whichever is greater. The higher rate of pay begins
with the hour eighty-one (81), 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 Director and the Director of
Human Resources, or designee. The eighty (80) hour eligibility period may be waived at the discretion of
the General Manager.
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 Director of
Human Resources, or designee. It is the responsibility of each employee to keep the personal information
in his or her file current, including home address, telephone number and person to contact in an
emergency.
ARTICLE 38. - BULLETIN BOARDS
38.1 The OCEA 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 of or derogatory to OC San, its employees, officers or Directors may be posted; (b) nothing posted
by OC San may be removed; (c) the OCEA shall remove its notices after a reasonable length of time; and
(d) only a reasonable number of notices shall 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 OCEA shall be
granted reasonable release time for attending meet and confer sessions at the bargaining table. Release
time shall not be compensated for any hours that exceed the employee's regularly scheduled hours of
work.
39.2 The OCEA shall provide the Director of Human Resources, or designee, with the names of employees
requiring meet and confer release time in advance of the meet and confer session. The release time shall
be granted provided that the needs of OC San permits the time away from assigned work.
ARTICLE 40. - USE OF OC SAN FACILITIES
40.1 OC San facilities may be used by the OCEA with prior notice to the Director of Human Resources, or
designee, for the purpose of holding meetings, to the extent that such use does not interfere with normal
OC San operations. The OCEA agrees to pay for the cost of any additional custodial or security services.
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ARTICLE 41. - SCOPE OF BARGAINING
41.1 OC San and the OCEA 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 OCEA, for the term of this
Agreement, except as otherwise provided herein, each voluntarily and unqualifiedly waive the right, and
each agrees that the other shall 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 OCEA 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 shall be
scheduled and held between the parties within fourteen (14) calendar days or as soon as practicable to:
42.2 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.
43.3 Impasse procedures are:
43.3.1 Mediation: If the parties mutually agree to submit the dispute to the State Mediator and
Conciliation Service, all mediation proceedings shall be private and occur as soon as practicable.
The mediator shall make no public recommendation, nor take any public position at any time
concerning the issues.
43.3.2 Fact-Findinq: If the parties fail to resolve the dispute through mediation, the parties may agree to
submit the impasse to fact finding as soon as practicable. The cost of a fact finder and other
mutually incurred costs shall be mutually shared by OC San and OCEA.
43.3.3 Board Actions: If the parties fail to resolve the impasse, the dispute shall be sent to OC San's
Board of Directors for resolution. Each party shall 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 shall 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 shall 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 OCEA shall meet and confer on
the affected article, section or subsection. In such event, all other articles, sections or subsections of this
Agreement not affected shall continue in full force and effect.
ARTICLE 44. - UNIFORMS
44.1 OC San shall provide and maintain ten (10) uniform pants and shirts, which may include the name of the
employee and OC San's seal, at no cost to employees whose duties require that they wear uniforms. OC
San will also provide lab coats as required by management.
44.2 OCEA employees working in divisions designated in SOP-102 Personal Protective Equipment (PPE) as
eligible to receive a safety boot allowance and/or upon supervisor request shall receive an annual or bi-
annual voucher in the amount of $250 as applicable.
44.3 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
OCEA — Technical Services MOU
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8972311.1 OR040-030
OC SAN 25-06-89
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 unit members. 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 bargaining unit 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 concentration level of 0.02% or greater.
ARTICLE 46. NEW EMPLOYEE ORIENTATION AND DUES DEDUCTIONS
46.1 New Employee Orientation
46.1.1. OCEA will be allowed up to one half-hour each orientation session to communicate with
OCEA-represented classifications to explain the rights and benefits as set forth in this
Agreement. Human Resources staff will send to the OCEA 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 OCEA-represented classifications. If there are no new
hires in the OCEA-represented classifications for a scheduled session, OC San will notify the
OCEA as soon as possible in advance of the session.
46.1.3. Human Resources staff will provide the OCEA with an electronic copy of the name, home
address, personal email address, and personal cell phone number of all new OCEA-
represented employees within 30 days of hire.
46.1.4. Human Resources staff will provide the OCEA with an electronic copy of the name, home
address, personal email address, and personal cell phone number of all OCEA-represented
employees at least every 120 days.
46.2 Dues Deductions
46.2.1 OC San shall deduct from each regular paycheck and remit to OCEA the dues, initiation fees
and assessments for each employee who voluntarily authorizes such deduction in writing.
Such authorizations must be filed by the end of the pay period prior to the period for which the
deduction is requested.
46.2.2 OC San shall provide the OCEA a quarterly list of the names of those employees for whom it
has made deductions. In addition, OC San shall provide the names and addresses of new
employees and the names of employees who have terminated within the previous quarter.
OCEA —Technical Services MOU
July 1, 2025 to June 30, 2028
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8972311.1 OR040-030
OC SAN 25-06-90
46.2.3 OCEA 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.
(This Article intentionally left blank)
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 shall not lockout employees in this bargaining unit, and OCEA agrees that it shall 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 and Workplace Violence Prevention & Security SOP
applies to all unit members.
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 termination of employment with OC San is
automatically deemed irrevocable after seventy-two (72) hours from the receipt of the resignation, except
by approval of the Director of Human Resources, or designee
ARTICLE 52.
(This Article intentionally left blank)
ARTICLE 53. - LABOR MANAGEMENT COMMITTEE
53.1 Orange County Employees Association (OCEA) and the Orange County Sanitation District (OC San) have
established a Labor Management Committee; the Committee convenes on an as -needed basis.
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Page 25
8972311.1 OR040-030
OC SAN 25-06-91
SIGNATURE PAGE
2025 - 2028
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT
AND THE
ORANGE COUNTY EMPLOYEES ASSOCIATION
FOR THE
TECHNICAL SERVICES UNIT
Executed:
OCEA TECHNICAL SERVICES UNIT ORANGE COUNTY SANITATION DISTRICT
Alisha Greene, Labor Representative Laura Drottz Kalty, Lead Negotiator
Veronica Rodarte, Operations Manager
Laura Maravilla, Director of Human Resources
Carlos Rosales, Lead Organizer
Thys DeVries, Human Resources Manager
Bobby Martinez, Materials Management Clerk
Janine Aguilar, Human Resources Supervisor
Christiana Richardson, Administrative
Andrew Nau, Human Resources Supervisor
Assistant
Mickey Whitney, Senior Construction Inspector
Stephanie Barron, Principal Human
Resources Analyst
Dana Andrews, Senior Construction Inspector
Dennis Dilliner, Lead Source Control Inspector
David Mallonee, Environmental Technician
OCEA — Technical Services MOU
8972311.1 OR040-030
Page 26
July 1, 2025 to June 30, 2028
OC SAN 25-06-92
Exhibit A
TECHNICAL SERVICES UNIT
Effective Effective Effective
Pay 11-Jul-25 10-Jul-26 9-Jul-27
Classification Grade MIN I MAX MIN I MAX MIN MAX
Lead Source Control Inspector
77
Data Management Technician II
75
Source Control Inspector II
73
Data Management Technician 1
71
Source Control Inspector 1
69
Information Technology
Technician
65
Environmental Technician
61
OCEA - Technical Services MOU
$59.97
$72.90
$57.06
$69.39
$54.31
$66.02
$51.68
$62.80
$49.21
$59.85
$44.59
$54.17
$40.39
$49.10
$62.67
$76.18
$59.63
$72.51
$56.75
$68.99
$54.01
$65.63
$51.42
$62.54
$46.60
$56.61
$42.21
$51.31
$64.55
$78.47
$61.42
$74.69
$58.45
$71.06
$55.63
$67.60
$52.96
$64.42
$48.00
$58.31
$43.48
$52.85
July 1, 2025 to June 30, 2028
8972311.1 OR040-030
Page 27
OC SAN 25-06-93
OC SAN 25-06
Final Audit Report
2025-07-24
Created:
2025-07-24
By:
Kelly Lore (klore@ocsan.gov)
Status:
Signed
Transaction ID:
CBJCHBCAABAA_R2CbaTCVPSElffv3cJdV3yocfDwukp6
"OC SAN 25-06" History
Document created by Kelly Lore (klore@ocsan.gov)
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Document emailed to Ryan Gallagher (rgallagher@mknassociates.us) for signature
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dp Document e-signed by Ryan Gallagher (rgallagher@mknassociates.us)
Signature Date: 2025-07-24 - 3:13:34 PM GMT - Time Source: server- IP address: 104.28.123.95
Document emailed to Kelly Lore (klore@ocsan.gov) for signature
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i�p Document e-signed by Kelly Lore (klore@ocsan.gov)
Signature Date: 2025-07-24 - 3:48:13 PM GMT - Time Source: server- IP address: 65.206.195.5
Q Agreement completed.
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