HomeMy WebLinkAboutOC SAN 25-07RESOLUTION NO. OC SAN 25-07
A RESOLUTION OF THE BOARD OF DIRECTORS OF THE
ORANGE COUNTY SANITATION DISTRICT APPROVING THE
MEMORANDUM OF UNDERSTANDING (MOU) BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT AND THE
INTERNATIONAL UNION OF OPERATING ENGINEERS LOCAL
501, FOR FISCAL YEARS 2025/2026, 2026/2027 & 2027/2028
WHEREAS, on September 28, 2022, the Board of Directors ("Directors") of the Orange
County Sanitation District (OC San) authorized the General Manager to sign the
Memorandum of Understanding with the International Union of Operating Engineers (referred
hereinafter as "Local 501"), regarding salaries, benefits and terms and conditions of
employment for the period July 1, 2022 through June 30, 2025 ("2022 MOU").
WHEREAS, prior to the expiration of the 2022 MOU, on December 13, 2024, Local
501 requested to meet and confer regarding a successor MOU.
WHEREAS, pursuant to Government Code Section 3500, et seq., representatives of
Local 501 have met and conferred with the representatives of OC San and have reached an
understanding with regard to certain terms and conditions relative to employment;
WHEREAS, through negotiations the parties agreed that any salary changes would
take effect the first full pay period in July 2025; and
WHEREAS, the parties have modified the 2025 MOU between OC San and Local 501
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 MOU between OC San and Local 501 for the
contract period of July 1, 2025, through June 30, 2028, attached hereto as Exhibit A and is
hereby approved.
Section 2. The General Manager is authorized to sign the Memorandum of
Understanding with Local 501 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 25-07-1
ATTEST:
keU Z-oYe
Kelly Lore Ml 24, 2025 08:48:45 PDT)
Kelly A. Lore
Clerk of the Board
OC SAN 25-07-2
STATE OF CALIFORNIA
ss
COUNTY OF ORANGE
I, Kelly A. Lore, Clerk of the Board of Directors of the Orange County Sanitation
District, do hereby certify that the foregoing Resolution No. OC SAN 25-07 was passed
and adopted at a regular meeting of said Board on the 23rd day of July 2025, by the
following vote, to wit:
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.
keU Lore
Kelly Lore ul 24, 2025 08:48:45 PDT)
Kelly A. Lore
Clerk of the Board of Directors
Orange County Sanitation District
OC SAN 25-07-3
MEMORANDUM OF UNDERSTANDING BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT AND THE
INTERNATIONAL UNION OF OPERATING ENGINEERS
LOCAL 501
FOR THE
OPERATIONS AND MAINTENANCE UNIT
July 1, 2025 through June 30, 2028
12959983.4 OR040-046
OC SAN 25-07-4
TABLE OF CONTENTS
ARTICLE 1.
RECOGNITION.............................................................................................................................4
ARTICLE 2.
DURATION....................................................................................................................................4
ARTICLE 3.
SUCCESSOR AGREEMENT........................................................................................................4
ARTICLE 4.
LOCAL 501 ACCESS...................................................................................................................4
ARTICLE 5.
LOCAL 501 RIGHTS.....................................................................................................................5
ARTICLE 6.
OC SAN RIGHTS..........................................................................................................................5
ARTICLE 7.
NONDISCRIMINATION IN EMPLOYMENT..................................................................................5
ARTICLE 8.
SMOKE -FREE WORK ENVIRONMENT.......................................................................................5
ARTICLE9.
SAFETY.........................................................................................................................................6
ARTICLE 10.
DISCIPLINE AND DISMISSAL.....................................................................................................6
ARTICLE 11.
GRIEVANCE PROCEDURE.........................................................................................................7
ARTICLE 12.
PROBLEM SOLVING PROCEDURE...........................................................................................8
ARTICLE 13.
SALARY ADJUSTMENTS AND COMPENSATION.........................................................9
ARTICLE 14.
SEVERANCE PAY......................................................................................................................10
ARTICLE 15.
DEFERRED COMPENSATION..................................................................................................10
ARTICLE 16.
HOLIDAYS..................................................................................................................................10
ARTICLE17.
HOURS OF WORK.....................................................................................................................12
ARTICLE18.
CALL-BACK PAY.......................................................................................................................13
ARTICLE 19.
STANDBY PAY...........................................................................................................................14
ARTICLE20.
INSURANCE...............................................................................................................................15
ARTICLE 21.
REIMBURSEMENT ACCOUNT..................................................................................................16
ARTICLE 22.
OVERTIME..................................................................................................................................16
ARTICLE 23.
PROBATIONARY PERIOD.........................................................................................................16
ARTICLE 24.
PROMOTIONS............................................................................................................................17
ARTICLE 25.
RETIREMENT.............................................................................................................................17
ARTICLE 26.
SHIFT DIFFERENTIAL...............................................................................................................18
ARTICLE 27.
LEAVE -OF -ABSENCE WITH PAY.............................................................................................18
ARTICLE 28.
LEAVE -OF -ABSENCE WITHOUT PAY.....................................................................................21
ARTICLE 29.
CLASSIFICATION STUDIES......................................................................................................24
ARTICLE 30.
DRIVER'S LICENSE...................................................................................................................25
ARTICLE 31.
LAYOFF PROCEDURE..............................................................................................................25
ARTICLE 32.
LIGHT DUTY...............................................................................................................................25
ARTICLE 33.
MEDICAL EXAMINATION..........................................................................................................26
ARTICLE 34.
MILEAGE ALLOWANCE............................................................................................................26
ARTICLE 35.
ACTING PAY...............................................................................................................................26
ARTICLE 36.
PERFORMANCE REVIEWS.......................................................................................................26
ARTICLE 37.
PERSONNEL FILES...................................................................................................................26
ARTICLE 38.
BULLETIN BOARDS..................................................................................................................27
ARTICLE 39.
RELEASE TIME FOR MEET AND CONFER SESSIONS.................................................27
ARTICLE 40.
USE OF OC SAN FACILITIES....................................................................................................27
ARTICLE 41.
SCOPE OF BARGAINING..........................................................................................................27
ARTICLE 42.
IMPASSE PROCEDURES..........................................................................................................27
ARTICLE 43.
SEVERABILITY...........................................................................................................................28
ARTICLE 44.
UNIFORMS..................................................................................................................................28
ARTICLE 45.
SUBSTANCE ABUSE POLICY..................................................................................................28
ARTICLE 46.
NEW EMPLOYEE ORIENTATION AND DUES DEDUCTIONS................................................28
Local 501 MOU
Page 2
July 1, 2025 to June 30, 2028
12959983.4 OR040-046
OC SAN 25-07-5
ARTICLE 47. UNION DUES..............................................................................................................................29
ARTICLE 48. PEACEFUL RESOLUTION OF DISPUTES...............................................................................30
ARTICLE 49. SHIFT CHANGES.......................................................................................................................30
ARTICLE 50. WORKPLACE VIOLENCE AND WEAPONS POLICY...............................................................31
ARTICLE 51. RESIGNATION............................................................................................................................31
ARTICLE 52. OPERATOR CERTIFICATION...................................................................................................31
ARTICLE 53. OPERATOR ROTATIONS..........................................................................................................32
SIGNATUREPAGE..............................................................................................................................................33
EXHIBITA............................................................................................................................................................. 34
Local 501 MOU
12959983.4 OR040-046
Page 3 July 1, 2025 to June 30, 2028
OC SAN 25-07-6
MEMORANDUM OF UNDERSTANDING BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT AND THE
INTERNATIONAL UNION OF OPERATING ENGINEERS LOCAL 501 FOR THE
OPERATIONS AND MAINTENANCE UNIT
In accordance with the provisions of California Government Code Sections 3500, et seq., and Resolution OC SAN 22-31 of the Joint
Board of Directors, OC San's authorized representatives have met and conferred in good faith with representatives of the International
Union of Operating Engineers, Local 501, for OC San's Operations and Maintenance Unit. These meetings have resulted in an
agreement and understanding to recommend that the employees represented by Local 501 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 Local 501 as set forth in this Agreement.
ARTICLE 1. RECOGNITION
1.1. This Agreement is entered into between the Orange County Sanitation District, referred to hereinafter as OC San, and the
International Union of Operating Engineers, Local 501, AFL-CIO, referred to hereinafter as Local 501, as a mutual
recommendation to the Board of Directors of OC San of those wages, hours of work, and terms of conditions of
employment which are to be in effect at 12:01 a.m. on July 1, 2025.
1.2. OC San recognizes the International Union of Operating Engineers, Local 501, AFL-CIO, which was certified on October
10, 1985, 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 will be binding on OC San and Local 501 when approved and adopted by OC San's Board of Directors.
This Agreement will terminate on June 30, 2028. Any issue regarding the question of representation shall be brought
pursuant to the Employer -Employee Relations Resolution (EERR), Resolution No. OCSD 99-24.
ARTICLE 3. SUCCESSOR AGREEMENT
3.1. Local 501 will submit in writing its initial proposal for a successor agreement 60 days prior to the expiration date of this
Agreement.
ARTICLE 4. LOCAL 501 ACCESS
4.1. The Local 501 representative will 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 Local 501 representative must obtain authorization for each visit in advance from the Director of Human Resources,
or designee.
4.2. Local 501 will provide the Director of Human Resources, or designee, with a list of Representatives who are authorized
to request access under this Article, and will notify the Director of Human Resources, or designee, of any changes in that
list.
Local 501 MOU
Page 4 July 1, 2025 to June 30, 2028
12959983.4 OR040-046
OC SAN 25-07-7
4.3. Local 501 access will not interfere with OC San operations, or with the work of employees in any manner. OC San reserves
the right to restrict access in certain areas designated confidential or secure.
ARTICLE 5. LOCAL 501 RIGHTS
5.1. Local 501 may designate fourteen (14) employees to act as Shop Stewards for employees covered by this Agreement.
Local 501 will furnish the Director of Human Resources, or designee, with the names of employees selected as Shop
Stewards and will update the list as necessary. An alternate Shop Steward may be designated to act in the absence of the
regular Shop Steward. Employees not listed on the roster of Shop Stewards provided to OC San by Local 501 may not
act as representatives.
5.2. For purposes of meeting and conferring, Local 501 will be allowed to designate two (2) Shop Stewards to attend (additional
Shop Stewards may be added by mutual agreement of the parties). An additional employee, who may or may not be a
designated Shop Steward, may be invited to attend to provide subject matter knowledge.
5.3. Shop Stewards will not perform non work -related duties on work time without the prior approval of their immediate
supervisor. Neither OC San nor Local 501 will interfere with, intimidate, restrain, coerce or discriminate against employees
because of the exercise or non -exercise of their rights to engage in Local 501 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 Local 501
from appealing or meeting and conferring the practical consequences or impacts that OC San decisions have on wages,
hours, and other terms and conditions of employment.
ARTICLE 7. NONDISCRIMINATION IN EMPLOYMENT
7.1. There will be no unlawful discrimination in the application of the provisions of this Agreement with regard to actual or
perceived race, color, religion, national origin, ancestry, sex, gender, gender identity, gender expression, sexual
orientation, age, physical or mental disability, medical condition, genetic information, marital status, 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 will 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.
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OC SAN 25-07-8
ARTICLE 9. SAFETY
9.1. It is the duty of OC San to provide and maintain a safe place of employment. Local 501 will cooperate by encouraging all
employees covered by this Agreement to perform their work in a safe manner. It is the duty of all employees covered by
this Agreement, in the course of performing their assigned duties, to be alert to unsafe practices, equipment, and conditions,
and to follow the safety regulations and requirements of OC San, and to report any unsafe practices or conditions to their
immediate supervisor. An employee will not be required to perform work that is unsafe.
9.2. OC San has a Safety Committee that includes up to six (6) members of Local 501. The committee's recommendations
are advisory. The committee will meet at least quarterly; however, additional meetings may be scheduled by either Local
501 or OC San.
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
pay grade, or dismissal.
10.2. Dismissal, for purposes of this Article, is the separation of a non -probationary employee initiated by OC San for just cause.
10.3. A Notice of Intent is not required when the disciplinary action involves a verbal reprimand or written reprimand.
10.4. A Notice of Intent is required and will be given to an employee whenever the disciplinary action involves suspension without
pay, reduction in pay, demotion to a classification with a lower pay grade, or dismissal. The notice will be given to the
affected employee either by delivery in person or by Certified Mail sent to the employee's last known address. Such
personal delivery or mailing will be presumed to provide actual notice to the affected employee. The Notice of Intent will
indicate the date on which it was personally delivered or deposited in the mail, which will be the date of issuance.
10.5. The Notice of Intent will contain the following: (1) a description of the disciplinary action intended and the effective date of
the action; (2) the reasons for the proposed action; (3) a copy of the charges and materials upon which the action is based;
and, (4) a statement of the employee's right to respond, either verbally or in writing to the person initially imposing the
discipline, or to an OC San management representative with authority to make an effective recommendation on the
proposed action, the person to whom any response must be directed, and the fact that such response must be received
within ten (10) business days of the date of issuance of the notice. The Notice will also advise the employee of the right
to representation.
10.6. Prior to the effective date of the proposed disciplinary action, the employee will be given an opportunity to respond either
verbally or in writing to a management representative with authority to make an effective recommendation on the proposed
action. After review of an employee's response, OC San will notify the employee in writing of the action that will be taken.
Such action may not involve discipline more severe than that described in the Notice of Intent; however, OC San may
reduce discipline without further notice. Further clarification of the disciplinary policies and procedures are covered in OC
San's Personnel Policies and Procedures Manual.
10.7. Dismissal will be preceded by at least one (1) written reprimand, except in those situations in which the employee knows
or reasonably should have known that the performance or conduct was unsatisfactory. Such performance or conduct may
involve, but is not limited to, dishonesty, possession, use, sale or being under the influence of drugs or alcohol, theft or
misappropriation of OC San property or funds, fighting on the job, insubordination, acts endangering people or property,
"no-call/no-show," or other serious misconduct. OC San may substitute documented suspensions without pay for written
reprimands.
10.8. 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 will be the first business day following the
final day of the suspension). The Director of Human Resources, or designee, will schedule a post disciplinary hearing with
the General Manager or a hearing officer selected by the General Manager. The hearing officer may not be an employee
of OC San. The hearing officer will provide a written, advisory decision to the General Manager. The General Manager may
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OC SAN 25-07-9
uphold the disciplinary action that has been taken or may reduce such discipline without the issuance of a further Notice of
Intent. The decision of the General Manager will be final.
10.9. Disciplinary actions will be recorded in employee performance reviews. All disciplinary action documentation, except verbal
reprimand documentation, will be maintained in an employee's Personnel File in the Human Resources Department.
Verbal reprimand documentation will be maintained in the supervisor's employee files. Supervisors shall inform
management staff when a verbal reprimand is to be implemented. If after twenty-four (24) months from implementation,
there have been no recurrences of similar incidents; supervisors shall destroy the verbal reprimand documentation.
10.10. Written reprimands may be removed from an employee's personnel file twenty-four (24) months subsequent to the date
of the issuance if there has been no recurrence of a similar incident during the period. If the Human Resources Department
agrees to remove the disciplinary action documentation from an employee's personnel file, such documentation will be
retained in a separate file by the Human Resources Department for the purpose of showing that progressive discipline
has been followed or in support of OC San proposed discipline.
10.11. Verbal reprimands and written reprimands may only be reviewed under this Agreement through the Problem Solving
Procedure. Nothing in this Article will be construed as a waiver of any statutory or constitutional rights.
10.12. A reduction in pay or a 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) will 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 Local 501. OC San
may not bring a grievance through this procedure. Grievances brought bytwo
(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 Local 501, 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 Local 501 at all steps of the Grievance Procedure unless
specifically agreed otherwise by Local 501 and the employee. OC San will provide a copy of all written grievance
settlements to Local 501. Any reference to days in this Article means business days, Monday through Friday, excluding
recognized holidays.
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, will 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;
11.4.2.3. List the specific provisions of the MOU that were allegedly violated and state how they were
violated;
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OC SAN 25-07-10
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.
11.4.2.6. The Division Manager, or designee, will respond in writing to the employee within ten (10) days
after the date the grievance is received.
11.4.3. Step 3. If a grievance is not settled under Step 1 or Step 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 the 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 Department Director, or designee, will respond in writing
to the employee within ten (10) days after the date the grievance is received.
11.4.4. Step 4• If the grievance cannot be resolved under Step 3, it may be presented to the Assistant General
Manager, or designee, within five (5) days from the date the Step 3 finding was issued. The Assistant General
Manager, or designee, will respond in writing to the employee within ten (10) days after the date the grievance
is received.
11.4.5. Step 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 the grievance is received. The decision of the
General Manager, or designee, is final.
11.5. General Provisions. An employee will be given reasonable time off without loss of pay to present and process a grievance.
If an employee is represented by a Local 501 Shop Steward, the employee representative will be given reasonable time
off without loss of pay to perform this responsibility. Absence from work will be approved only if it does not cause disruption
to OC San operations. However, if the time requested cannot be provided, an alternate time will be arranged.
11.6. Failure of a management representative to respond within the appropriate time limit will provide a basis for the employee
appealing to the next step. If a grievance is not presented or appealed within the time limits, it will be considered resolved
on the basis of the preceding response. The Director of Human Resources, or designee, may be petitioned in writing to
waive the step or time requirements provided sufficient cause exists. Time limits may also be extended at any step upon
mutual agreement of the parties.
11.7. Resolution may be agreed upon at any stage of the grievance process. However, the Local 501 will be notified prior to the
resolution of any formal grievance matter.
ARTICLE 12. PROBLEM SOLVING PROCEDURE
12.1. Employees may bring problems to the attention of OC San managers through the Problem Solving Procedure. This
procedure was developed to encourage and facilitate the resolution of employee concerns in a responsive and fair manner,
and may be used to attempt to resolve issues that may not be subjected to the Grievance Procedure. Counseling and
performance appraisals are not subject to the problem solving process. Any reference to days in this Article means
business days.
12.2. Step 1: An employee will submit his/her issue that is not subject to the Grievance Procedure in writing to his/her 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, will review the situation or decision,
and provide a written response within five (5) days from the date they were notified of the problem.
12.3. Step 2: If the problem is not resolved to the employee's satisfaction, a written statement concerning the problem may be
filed with the employee's Division Manager or designee, within ten (10) days of receipt of the supervisor's decision. The
employee raising the issue will be provided a written response from the Division Manager, or designee, within ten (10)
days after their statement is received.
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OC SAN 25-07-11
12.4. Step 3: If a problem is not settled under Step 1 or Step 2, it may be presented within ten (10) days to the Director of Human
Resources, or designee, who, at their discretion, may form a Work Issues Committee, comprised of the employee's
Department Director, or designee, another management representative and two (2) Local 501 representatives. The Work
Issues Committee may convene to cooperatively review and develop recommendations for solution(s) to the problem. The
Director of Human Resources, or designee, may utilize the committee's recommendation(s) to respond in writing to the
employee within fifteen (15) days after the date the problem is received.
12.5. 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. Merit Pay Step System
13.1.1. Each pay grade is divided into five (5) steps, with an approximate 5.0% difference between each step.
13.1.2. 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 ifactive payroll status becomes effective after
the date of implementation.
13.2. Merit Pay
13.2.1. 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:
13.2.1.1. 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).
13.2.1.2. 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.
13.2.1.3. Performance Management Program: The performance management program includes three (3)
rating categories (exceeds, proficient, and needs improvement) for performance appraisals.
13.2.2. 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:
13.2.2.1. Education — Eligible employees who have completed 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.
13.2.2.2. Certification/License — Eligible employees who obtain 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.
13.2.2.2.1. The overall maximum Development Pay for any combination of education,
certification and/or licenses is fixed at $95.72 per pay period.
13.2.2.2.2. Grade V Pay — Employees who receive Grade V pay in accordance with the
applicable OC San policy are ineligible to receive Development Pay for their Grade
V California Wastewater Treatment Plant Operator Certificate. Employees who
possess a Grade V Certificate and do not meet the criteria for Grade V Pay are eligible
for Development Pay in accordance with the Development Pay Program Guidelines.
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OC SAN 25-07-12
13.2.2.2.3. 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.
13.2.2.2.4. 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.
13.3. Salary Range Adjustments
13.3.1. Effective the first pay period in July 2025, employees under this Agreement will receive salary range
adjustments at a flat rate of 4.5%.
13.3.2. Effective the first pay period in July 2026, employees under this Agreement will receive salary range
adjustments at a flat rate of 4.5%.
13.3.3. Effective the first pay period in July 2027, employees under this Agreement will receive salary range
adjustments at a flat rate of 3.0%.
13.3.4. One-time Lump Sum Payment — Employees hired or promoted into the Group as of the last day of the first full
pay period in July 2025 will receive a $1,000 one-time payment. The payment shall not apply to employees
hired after the first full pay period following approval and adoption of the Agreement.
ARTICLE 14. SEVERANCE PAY
14.1. Except for disciplinary cause or release from probation, when a full-time employee is terminated by action of OC San, the
employee will be notified in writing two (2) weeks prior to the effective separation date. In the event OC San does not give
such notification, the employee will be entitled toseverance pay in accordance with the formula set forth below:
14.1.1. Full-time, regular employees will be entitled to eight (8) hours pay for each full calendar month of continuous
employment not to exceed one hundred sixty (160) hours pay.
14.1.2. Employees in limited term or part-time positions, probationary employees and employees who are separated
for cause are not eligible for severance pay under any circumstances.
ARTICLE 15. DEFERRED COMPENSATION
15.1. Employees may participate in OC San approved deferred compensation plan subject to IRS requirements, and in
accordance with all guidelines for voluntary participation established by OC San management.
15.2. Employees covered by OCERS Plans B and U and who participate in the deferred compensation plan, are eligible to
receive up to $168 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
$335.37 per month matching OC San contribution. Effective the first full pay period in July 2026, employees covered by
OCERS Plans B and U and who participate in the deferred compensation plan, are eligible to receive up to $383.64 per
month matching OC San contribution.
ARTICLE 16. HOLIDAYS
16.1. For the purpose of OC San's business calendar, the days listed below are observed by OC San as holidays. Employees
who are assigned to eight (8), nine (9) or ten (10) hour shifts, Monday through Friday, will observe the holidays listed in
Schedule A. Employees who are assigned to twelve (12) hour shifts will observe the holidays as listed in Schedule B.
Employees shall receive holiday pay if their entire scheduled work shifts immediately preceding and following the holiday
are in a paid payroll status, meaning the employee worked those shifts or utilized paid time off in lieu of working those
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OC SAN 25-07-13
shifts. When an employee's work schedule requires that they work on an observed holiday, the employee shall be paid at
his/her regular rate of pay for the holiday, or receive an equivalent amount of Holiday Compensatory Time Off if requested
by December 31 of the prior year on the Holiday Comp Cashout Form. Employees shall also receive premium pay at the
rate of one and one half (1.5) times their regular hourly rate for all hours actually worked. 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).
SCHEDULE A
HOLIDAYS
2026
2027
2028
New Year's Day
January 1
January 1
December 31
Martin Luther King, Jr. Day
January 19
January 18
January 17
President's Day
February 16
February 15
February 21
Memorial Day
May 25
May 31
May 29
Independence Day
July 3
July 5
July 4
Labor Day
September 7
September 6
September 4
Veteran's Day
November 11
November 11
November 10
Thanksgiving Day
November 26
November 25
November 23
Day after Thanksgiving
November 27
November 26
November 24
Day before Christmas
December 24
December 23
December 25
Christmas
December 25
December 24
December 26
Floating Holiday
See 16.2
See 16.2
See 16.2
SCHEDULE B
HOLIDAY
2026
2027
2028
New Year's Day
January 1
January 1
January 1
Martin Luther King, Jr. Day
January 19
January 18
January 17
President's Day
February 16
February 15
February 21
Memorial Day
May 25
May 31
May 29
Independence Day
July 4
July 4
July 4
Labor Day
September 7
September 6
September 4
Veteran's Day
November 11
November 11
November 11
Thanksgiving Day
November 26
November 25
November 23
Day after Thanksgiving
November 27
November 26
November 24
Day before Christmas
December 24
December 24
December 24
Christmas
December 25
December 25
December 25
Floating Holiday
See 16.2
See 16.2
See 16.2
16.2. Floating Holiday: Employees will be granted "Floating Holiday" hours equal to and no less than one
(1) regular workday during each calendar year. Floating Holiday hours may be utilized in one -quarter (0.25) hour
increments. New employees shall be granted a "Floating Holiday" on a pro-rata basis in the first calendar year of service
per the following table:
Hire Date
Percent
1s'Quarter (January -March)
100%
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OC SAN 25-07-14
2nd Quarter (April -June)
75%
V 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 forty (40) hours per 168-hour
period, to be paid on a biweekly payroll basis of eighty (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), 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
employees' workweeks may vary but will be subject to a bid agreement based on seniority. The regular hours of work for
each shift will be consecutive and will be posted. Current practices regarding hours of work for Maintenance personnel and
meals for Operations personnel will continue. The regular hours of work for each shift will be consecutive, divided only by
normal breaks or rest periods. Work schedule and shift start and stop times will not be adjusted to avoid payment of
overtime.
17.2. OC San may, in accordance with Article 6 — OC San Rights, change an employee's work schedule and/or work location
with a thirty (30) day written notice to the affected employee. The change will not be made as a disciplinary action or to
avoid payment of overtime. The thirty (30) day written notice will not apply to shift changes pursuant to Article 49.
17.3. The last fifteen (15) minutes of an employee's work shift will be designated as their cleanup period. If the employee's work
shift is extended, the fifteen (15) minute cleanup period shall occur at the end of the extended period. Employees may not
avoid the cleanup period and end their shift before its scheduled ending time.
17.4. Employees will receive paid rest periods not to exceed ten (10) minutes no more than twice in an eight (8), nine (9) or ten
(10) hour shift or three (3) times for a shift of more than ten (10) hours. Each shift will contain a minimum thirty (30) minute
meal period for every six (6) hours of work. 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
his/her hours had been changed, he/she will receive two (2) hours pay at the overtime rate.
17.4.1. When employees from the Collections Division are assigned to line cleaning (gravity crew) as part of a road
crew and actively working an assignment, the supervisor may authorize a paid thirty (30) minute meal period,
understanding employees may be required to perform work and work through lunch as necessary.
17.5. Operations
17.5.1. For purposes of this Article, the day shift is defined as an assigned work shift of at least seven (7) consecutive
hours, between 0600 hours and 1800 hours. The night shift is defined as an assigned work shift of at least
seven (7) consecutive hours, between 1800 and 0600 hours.
17.5.2. Any employee who declares that an individual hardship exists should submit a request, to be excluded from the
twelve (12) hour workweek, to the Human Resources Department. Human Resources will determine if there is
a valid employee hardship, on a case -by -case basis, and notify the Local 501 representative of the decision.
17.6. Maintenance
17.6.1. Maintenance: Except where otherwise provided below, the official workweek for full-time represented personnel
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OC SAN 25-07-15
in Maintenance will be forty (40) hours per week. The workweek will consist of a four (4) consecutive day work
schedule with ten (10) consecutive daily hours in a workday with a one-half ('/2) hour unpaid lunch.
17.6.2. The workday will be 6:00 a.m. to 4:30 p.m. The workweek will begin on a Monday or a Tuesday and end on the
corresponding Thursday or Friday. All hours greater than 40- hours in an individual's assigned workweek will
be considered overtime and paid at one and one-half (1.5) times the regular rate of pay.
17.6.3. Disputes over days off will be handled on the basis of seniority except when OC San can demonstrate a business
necessity.
17.6.4. Co -Generation: For purposes of this Article, the day shift is defined as an assigned work shift of at least seven
(7) consecutive hours, between 10:00 a.m. and 10:00 p.m., which is inclusive of the Passdown period. The night
shift is defined as an assigned work shift of at least seven (7) consecutive hours, between 10:00 p.m. and 10:00
a.m., which is inclusive of the Passdown period. In exigent circumstances where an employee is required to be
present outside of the regular shift, overtime may be authorized by management.
17.7. Any employee who declares that individual hardship exists based on their assigned schedule, should submit a request to
the Human Resources Department. Human Resources will determine if there is a valid employee hardship, on a case -by -
case basis, and notify the Local 501 representative of the decision.
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/her normal work shift and left the work station; 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 will receive a minimum of three (3) hours of call back pay. The three (3) hour minimum, whether or not
actually worked, will be paid at the rate of one and one half (1.5) 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 must 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, as determined by the applicable on -duty Operations Supervisor or designee.
18.6.1. In some instances, if call back work can be postponed for several hours, the Operations Supervisor or designee
will do so as a courtesy to the employee and to allow for the work to be performed during daylight or day shift.
For instance, a breakdown occurs at 3:00 a.m. but work can be postponed a few hours so the standby employee
can be called in at 6:00 a.m.
18.7. Fatigue Time: The intent of fatigue time is to provide eight (8) hours of rest between the end of an employee's
overtime/call-back work and the start of the next regularly scheduled work shift, by replacing regular scheduled straight
time hours with paid rest time. Fatigue time shall not be considered unscheduled time off, and consistent with OC San
Non -Base Building Pay policy, fatigue time will be considered scheduled leave for purposes of calculating overtime pay.
Employees are responsible for obtaining supervisor approval in advance and accurately reporting fatigue time in the
timekeeping system.
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OC SAN 25-07-16
If an employee is required to perform sixteen (16) hours or more of work in a rolling twenty-four (24) hour period and the
completion of the work results in less than eight (8) hours of rest prior to the start of the employee's next regularly
scheduled shift, the following options will be made available:
18.7.1. Nearby hotel options, as identified in the Standby Process Guidelines: OM - SOP-03-002, will be made available
to employees to reduce travel time returning to their home, as well as returning to work for their next scheduled
shift; and/or,
18.7.2. The employee will be given the option to delay the start time of their next shift for up to eight (8) hours, and will
be compensated with fatigue time at their straight time rate of pay. For example, for an employee in
maintenance who is regularly scheduled to work from 6:00 am to 4:30 p.m., who is held over to work until
midnight, would be given the option to delay their 6:00 a.m. start time until 8:00 a.m. The employee would
receive two (2) hours of fatigue time at straight time pay;
18.7.3. If upon completion of fatigue time, there are two (2) hours or less remaining in the employee's regularly
scheduled shift for that day, the employee may elect to use accrued leave time and shall not be considered
unscheduled time off, subject to supervisor approval. If the supervisor determines there is a legitimate business
necessity, an employee may be required to report for the remainder of their regularly scheduled shift.
ARTICLE 19. STANDBY PAY
19.1. Treatment Plant: 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. Each plant maintenance craft may create a standby
list of a minimum of three (3) employees. Standby lists shall first be populated by volunteers. If, after allowing for volunteers,
the standby list still does not meet the three (3) employee minimum, OC San shall populate the remaining vacant slots of
the standby list by means of reverse seniority within the division. Employees who volunteer or are mandated to be on the
standby list shall be competent, experienced, journey level employees. Employees who are on their initial probation shall
be eligible for standby the first day of the pay period following six (6) months of employment without a break in service.
19.1.1. Each craft may create additional standby lists if anticipated work requires a specific skill set that may not be
readily available on the existing standby list. If additional standby lists are required, affected employees will be
notified.
19.2. Collections System: 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. The standby list for the Collections
division will contain a minimum of six (6) employees; three (3) employees for primary standby and three (3) employees for
secondary standby. The standby list shall
first be populated by volunteers. If, after allowing for volunteers, the standby list still does not meet the six (6) employee
minimum, OC San shall populate the remaining vacant slots of the standby list by means of reverse seniority within the
division. Employees who volunteer or are mandated to be on the standby list shall be competent and experienced, having
one (1) of the following:
a. at least eighteen (18) months of experience within the Collection Division, and be at a Mechanic job
classification level; or
b. at least four (4) years of experience within the Collections Division.
19.2.1. Employees who are on their initial probation shall be eligible for standby the first day of the pay period following
six (6) months of employment without a break in service.
19.3. Employees shall not complete more than two (2) consecutive weeks of standby without a seven (7) day break between
standby assignments.
19.4. Employees on standby will be compensated at the rate of $550 per week. Effective the first full pay period in July 2025,
employees on standby will be compensated at the rate of $600 per week.
19.4.1. Employees whose standby assignment include an OC San recognized Holiday will be compensated with two
(2) hours of straight time pay.
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OC SAN 25-07-17
19.5. Special Risk Standby: In the event of a "special risk," (e.g., based on seismic, weather, high -flow, and/or high impact
events), the Director of Operations & Maintenance or his/her designee may designate specific additional classifications to
be on "Special Risk" standby. Employees on Special Risk standby will be compensated on a pro -rated, daily basis, $78.57
for each day on Special Risk standby.
ARTICLE 20. INSURANCE
20.1. OC San will provide healthcare and welfare insurance benefits.
20.2. All insurance coverage will become effective on the first day of the month following date of hire, regardless of hire date.
An open enrollment period will be held annually.
20.3. Medical Insurance
20.3.1. OC San will provide medical health insurance coverage through a Health Maintenance Organization (HMO)
medical insurance plan, a Preferred Provider Organization (PPO) medical insurance plan, and a High Deductible
Health Plan (HDHP).
20.4. Regular, full-time employees:
20.4.1. OC San will contribute 90% of employee only premiums for the HMO medical health plans and 80% of employee
only premiums for the PPO and HDHP medical health plans. OC San will contribute 80%for employee +1 dependent
and full family premiums for the HMO, PPO or HDHP medical plans. Any change in insurance rates will be shared
equally in same ratio as OC San and employees currently pay premiums. Before the renewal of any OC San's
sponsored health insurance plan, the parties agree to meet and confer as to changes in the plan.
20.4.2. The HDHP will be accompanied by a Health Savings Account (HSA) to pay for qualified medical expenses. OC
San will use a portion of the cost savings in premiums to fund the HSA accounts during active employment only.
The HSA will be funded with the savings generated annually by calculating the difference between OC San's share
of the PPO and HDHP premiums. Exact HSA account funding will be calculated annually, prior to open enrollment,
in an amount up to the difference in deductibles, not to exceed OC San's aforementioned annual premium cost
savings.
20.5. Group Insurance Premiums
20.5.1. Group insurance premiums that are paid by salary redirection can be made on a pre-tax basis.
20.6. Life Insurance
20.6.1. OC San will 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.
20.7. Short Term Disabili
20.7.1. OC San will 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.
20.8. Long Term Disability
20.8.1. OC San will provide a non -work related, long-term disability indemnity plan that pays two-thirds of the employee's
rate of pay in effect at the time of such disability, not to exceed $5,000 per month, 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.
20.8.2. 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.
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OC SAN 25-07-18
20.8.3. No combination of disability or sick leave pay will result in more than an employee's regular rate of pay. Employees
may not receive short-term and long-term disability benefits at the same time. An employee who is otherwise not
eligible for OC San paid Long Term Disability may purchase such coverage at his or her own expense.
20.9. Dental Insurance
20.9.1. OC San will contribute 80% of employee only and family premiums for dental insurance.
20.10. Vision Insurance
20.10.1. OC San will provide a vision insurance plan for regular, full-time employees and eligible dependents.
20.11. Retiring Employees
20.11.1. OC San will continue to implement the retiree medical health premium offset program wherein the cost of health
premiums are offset by ten dollars ($10) per month for every full year of continuous service up to a maximum of
25 years or two hundred fifty dollars ($250) per month.
20.11.2. 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 Reimbursement Account for purposes of reimbursing himself/herself for payment of health care
costs not otherwise covered by his/her medical insurance.
21.3. Dependent Care 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/herself for childcare expenses or day care
for a disabled dependent.
ARTICLE 22. OVERTIME
22.1. Employees will 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 reverse seniority. OC San managers will
attempt to evenly distribute overtime among employees based upon an employee's ability to perform the overtime work.
22.2 For thepurposes of overtime calculation, all time charged to unscheduled leave will not be counted as time worked. Pay
for overtime will not occur until after work time (which includes scheduled leave) of forty (40) hours in a seven (7) day
workweek is reached.
ARTICLE 23. PROBATIONARY PERIOD
23.1. All new employees and employees who are reassigned or laterally transferred serve an initial probationary period
beginning with the date of hire, reassignment or transfer and extending to at least the first day of the pay period following
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OC SAN 25-07-19
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 employee's capability to meet performance
expectations for a position, and thus the time spent on such leaves will not be included towards completion of the
probationary period and may result in an extension.
23.2. All new employees who are hired in apprenticeship and/or trainee positions shall serve an initial probationary period
beginning with the date of hire and extending to at least the first day of the pay period following the complete period of
training for the position, 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 employee's capability to meet performance
expectations for a position, and thus the time spent on such leaves will not be included towards completion of the
probationary period and may result in an extension.
23.3. Employees who are rehired following a break in service must complete a new probationary period whether or not one was
previously completed.
23.4. 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.
23.5. An employee may be released during his/her initial probationary period at the discretion of OC San without recourse to
the Grievance, Discipline or Appeal Procedure (i.e., an employee is "at -will" during his/her initial Probationary Period).
Employees within the initial probationary period do not have any property rights in their job during probation and may be
separated with or without cause.
ARTICLE 24. PROMOTIONS
24.1. A promotion is the appointment of an employee to another classification with a higher maximum rate of pay. OC San will
determine whether a vacant position will be filled as an external or internal recruitment. Whenever OC San intends to fill a
position by promotion, OC San will post the opportunity for a minimum of ten (10) business days. Employees must apply
during the period of posting. Notices will be posted on OC San's intranet. If the promotion is for a classification that is
subject to Department of Transportation requirements, the employee selected for promotion must successfully complete
alcohol and controlled substances testing in order to be promoted.
24.2. A promoted employee will serve a promotional probationary period lasting at least until the first day of the pay period six
(6) months after the effective date of the promotion. At any time during the promotional probationary period, an employee
may be returned to his/her previous position. If the employee does not pass the probationary period, OC San shall return
the employee to his or her previous position or an equivalent position. The promotional probation period may be extended
by mutual agreement between the employee and OC San's management for up to ninety (90) days. If an employee is
promoted during his/her initial probationary period, the period will be extended until at least the first day of the pay period
six (6) months after the effective date of the promotion.
24.3. Promoted employees will receive the equivalent of a one (1) step increase in pay, not to exceed the top of the range for
the new classification or the minimum rate of the new classification whichever is greater.
ARTICLE 25. RETIREMENT
25.1. OC San will continue participation in the Orange County Employees Retirement System (OCERS), wherein all full-time
employees 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 July 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 towards the employee's
contributions to OCERS.
25.1.2. Employees hired on or after July 1, 2011 and before January 1, 2013: The OC San will contract with OCERS to
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OC SAN 25-07-20
provide the 1.667% @ 57.5 benefit formula (Plan B) based on the highest consecutive thirty-six (36) months
average earnings, past and future service.
25.1.2.1. OC San will pay 0% of an eligible employee's base salary towards the employee's contributions to
OCERS.
25.1.3. Employees hired on or after January 1, 2013: OC San will contract with OCERS to provide the 2.5% @ 67 benefit
formula (Plan U - PEPRA) based on the highest consecutive thirty-six
(36) months average earnings, past and future service.
25.1.3.1. OC San will pay 0% of an eligible employee's base salary towards the employee's contribution to
OCERS.
25.1.4. All monies actually contributed into the retirement system by an employee will be deducted from gross salary for
taxation purposes in accordance with Internal Revenue Code provisions.
ARTICLE 26. SHIFT DIFFERENTIAL
26.1. Employees who are assigned to work a night shift that consists of fifty percent (50%) or more of the hours between 6:00
p.m. and 6:00 a.m. and who actually work that shift will receive a shift differential of $3.00 per hour.
ARTICLE 27. LEAVE -OF -ABSENCE WITH PAY
27.1. Personal Leave
27.1.1. Personal leave is provided to allow employees time off with pay for vacation, personal business and illness or
injury. Personal leave is accrued by full-time employees for all paid hours, including hours actually worked and
hours in a paid -leave payroll status, on a biweekly basis as follows:
Years of Service
Hours-
Biweekly
Hours -
Annual
In years 0 through 1
3.08
80
In years 2 through 4
5.38
140
In years 5 through 10
6.92
180
In year 11
7.23
188
In year 12
7.54
196
In year 13
7.85
204
In year 14
8.15
212
In year 15
8.46
220
In year 16
8.69
226
In year 17
8.92
232
In year 18
9.15
238
In year 19
9.38
244
In year 20 and over
9.62
250
27.1.2. When unpaid absences occur, personal 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.
27.2. Scheduled Time Off
27.2.1. Management will make reasonable effort, considering the operational needs of OC San, to accommodate all
employee requests for time off. Scheduled time off should normally be requested at least two (2) weeks in advance
to increase the likelihood of those dates being approved.
27.2.2. Employees with at least one (1) year's service must request and take at least forty (40) hours off each year.
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OC SAN 25-07-21
27.2.3. Supervisor absences will not affect an employee's ability to schedule time off unless the time off request is
submitted within two (2) weeks of the date requested.
27.2.4. Requests for time off that are submitted beyond six (6) months shall not be approved unless the request is for at
least one (1) week in duration. These requests shall be approved based on seniority. Requests for time off that
are less than one (1) week in duration must be submitted within six (6) months of the date requested. Time off
requests that are submitted within six (6) months shall be approved on a first -come, first -serve basis based on
staffing
requirements. Excessive single or partial day requests for time off may be cause for denial if the absence(s) is
found to negatively impact the effectiveness of work teams, scheduling of work, training, and the ability to take
multiple days off by other staff.
27.2.5. Full -day time off requests with less than twenty-three (23) hours' notice shall be considered unscheduled. All other
time off requests, including partial day time off requests, must be requested in accordance with the provisions of
this Article and may be considered scheduled at management's discretion based on business needs.
27.3. Unscheduled Time Off
27.3.1. Personal leave provides income protection to an employee unable to work due to illness, injury or pregnancy,
caring for an ill or injured member of his/her immediate family or other personal emergency. Unscheduled time off
must be accounted for by completion of an Unscheduled Time Off Report upon the employee's return to work. It
is the responsibility of OC San's management to control the potential abuse of unscheduled time off privileges.
Tardiness less than fifteen (15) minutes will not be deducted from the employees pay, but numerous occurrences
will be addressed through the progressive discipline procedures. Employees who are more than fifteen (15)
minutes tardy to work must use accrued time off to offset the time away from work. Tardiness of more than fifteen
(15) minutes may be considered unscheduled time off based on excessive occurrences.
27.3.2. Employees must notify their supervisor prior to the start time of their shift when they are unable to report to work.
Any absence that is requested within twenty-three (23) hours of the start of an employee's work schedule,
excluding protected leaves of absence and bereavement leave, shall be considered unscheduled time off.
27.3.2.1 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.
27.3.3. An employee's attendance record will be reviewed with an employee after five (5) separate occurrences of
unscheduled time off to provide an opportunity to assess problems that could potentially lead to disciplinary action.
The accumulation of the sixth (6th) and seventh (7th) occurrence within a twelve (12) month period will result in a
verbal warning. The eighth (8th) occurrence will result in a written warning. Employees who are charged with ten
(10) occurrences of unscheduled time off within a calendar twelve (12) month period will be subject to termination.
A rolling (12) month calendar period will be utilized to measure absence occurrences. A "rolling" twelve (12) month
calendar period is measured backward from the date the employee uses the leave. Absences of multiple
consecutive days involving the same injury or illness will be considered a single occurrence. OC San also has the
right to discipline employees on the basis of total absences away from work.
27.3.4. Employees returning from an extended leave should notify their supervisor as soon as possible to facilitate
personnel scheduling.
27.3.5. The employee may be required, at any time, to furnish a certificate issued by a licensed physician or nurse, or
other satisfactory evidence of illness; however, for unscheduled absences of ten (10) consecutive 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. 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.
27.4. Personal Leave and Workers' Compensation Leave
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OC SAN 25-07-22
27.4.1. Employees who are injured in the course of their employment are placed on Workers' Compensation Leave, and
receive wage loss benefits to which they are entitled under the Workers' Compensation Act. Employees may
request to receive prorated Personal Leave pay to supplement their Workers' Compensation payments in an
amount such that the sum of both is equal to the employee's regular base pay.
27.5. Personal Leave Payoff
27.5.1. Employees who terminate, retire or decease will be paid in full at their current rate of pay for all Personal Leave
hours accrued.
27.6. Maximum Accrual
27.6.1. Employees may have a maximum accumulation of four hundred forty (440) hours of personal leave as of the last
day of the final pay period in December of each year. In the event an employee accrues personal leave in excess
of four hundred forty (440) hours, it must be used prior to said December date. All other remaining hours in excess
of four hundred forty (440) will be paid to the employee in the first pay period in January at the employee's then
current hourly rate of compensation.
27.7. Sick Leave Bank
27.7.1. Employees who have banked sick leave that was accrued prior to being part of the Local 501 Unit may elect to
use such time off for absence due to a bona fide illness, injury or pregnancy; to attend to the illness or injury of an
immediate family member; 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). Employees
who retire or decease will be paid at the fifty percent (50%) rate for all banked sick leave hours; an employee who
terminates will be compensated for banked sick leave as follows:
Banked Sick Leave
Hours
Rate of Payoff
0 — 100
0 percent
101 — 240
25 percent
241 — 560
35 percent
Over 560
50 percent
27.7.2. If the need for leave is due to the employee's own serious health condition, as defined inthe Family and Medical
Leave Act (FMLA) or the California Family Rights Act (CFRA), the certification requirement will comply with the
provisions of these Acts.
27.8. Jury Duty Leave
27.8.1. Any full-time employee, including probationary, who is called for jury duty shall be entitled to his or her regular pay
for those hours of absence due to performance of jury duty for a period up to twenty-two (22) working days.
27.8.2. 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.
27.8.3. Employees who work other than the day shift who are called for jury duty will be considered on day shift for the
duration of their jury service for purposes of this provision. If a portion of that shift should fall on a weekend or
other day the employee is not required to be present in court, the employee will be expected to work.
27.8.4. A copy of the jury notice must be provided to the employee's supervisor. Employees must report for work during
their regularly scheduled work shift when they are relieved from jury duty, unless there is less than one-half ('/2)
of their regular shift remaining.
27.9. Witness Leave
27.9.1. Any full-time, including probationary, employee, who is required to be absent from work bya subpoena properly
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OC SAN 25-07-23
issued by a court, agency or commission legally empowered to subpoena witnesses, which subpoena compels
his/her presence as a witness, except in a matter wherein he/she is named as a defendant or plaintiff or as an
expert witness, will, upon approval of an online time off request, be entitled to 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.
27.9.2. An employee so subpoenaed must submit a copy of the subpoena to his/her supervisor and complete an online
time off request form in order to be eligible for pay for such absence. To be entitled to receive regular pay for such
witness leave, the employee must report for work at OC San for time not actually retained on witness service of
one (1) hour or more prior to and/or upon completion of each day's service, exclusive of travel time.
27.10. Military Leave
27.10.1.A request for military leave will be made upon leave -of -absence forms approved by the Human Resources
Department and will state the date when it is desired to begin the leave- of -absence and the date of anticipated
return. A copy of the orders requiring such military service will be submitted with the request.
27.10.2.Provisions of the Military and Veterans Code of the State of California, Sections 395-395.5 will govern military
leave. In general, current law provides that an employee having one (1) year or more service with a public entity
is entitled to military leave with pay not exceeding thirty (30) days per year if the employee is engaged in military
duty ordered for purposes of active military training or encampment. An employee who is required to attend
scheduled service drill periods or perform other inactive duty reserve obligations is entitled to military leave without
pay, not exceeding seventeen (17) calendar days per year, although the employee may, at his or her option, elect
to use 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.
27.11. Bereavement Leave
27.11.1.Any full-time employee, whether probationary or regular, will 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., personal 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. Employees must submit an online time off request form for approval by their
supervisor. Employees may be required to furnish evidence satisfactory to OC San of the family member's death
and the employee's relationship to the deceased family member. Employees may submit requests for bereavement
leave after the six (6) months to the Director of Human Resources or designee, who has the discretion to grant or
deny such requests. Any denial of a request for the use of bereavement leave after the designated six (6) months is
not grievable or otherwise subject to appeal.
ARTICLE 28. LEAVE -OF -ABSENCE WITHOUT PAY
28.1. It is the policy of OC San to grant employees leaves -of -absence without pay under certain circumstances and in
accordance with state and federal benefit entitlement laws. Except as stated below, employees will not receive
compensation during an unpaid leave -of -absence. Employees will not be granted an unpaid leave of absence prior to
exhausting all paid leave accrual balances, excluding employees protected by PDL (Pregnancy Disability Leave)/FMLA
(Family and Medical Leave Act)/CFRA (California Family Rights Act) for their own serious health condition.
28.2. Using the prescribed forms, approved by OC San management, any full-time, including probationary, or part-time
employees with at least fifty-two (52) weeks of service and at least twelve hundred fifty (1,250) hours of service, may be
granted an FMLA and/or CFRA leave -of -absence without pay, not to exceed twelve (12) weeks in a rolling twelve (12)
month calendar period. A "rolling" twelve (12) month period is measured backward from the date the employee uses the
leave. A 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.
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OC SAN 25-07-24
28.3. Substitution of Paid Leave
28.3.1. Employees who request FMLA and/or CFRA Leave for qualifying purposes other than the employee's own serious
health condition will be required to use all accruals before unpaid leave is granted. 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. Personal leave accruals may be used for the care of the employee's father, step -father, father-in-law, mother,
step -mother, mother-in-law, brother, step -brother, sister, step -sister, husband, wife, domestic partner, biological
child, adopted child, step -child, foster child, legal ward, child of a domestic partner, 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 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, registered domestic partner, biological child,
adopted child, step -child, foster child, legal ward, child of a domestic partner, grandchild, grandparent,
foster parent, legal guardian, or any family member with whom the employee resides 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 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 will 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 Leave may not be used for 1) an employee's incapacity due to pregnancy, or 2) to care for a family
member or next of kin with a serious injury or illness incurred in the line of duty. However, incapacity due
to pregnancy may entitle an employee to up to four (4) months of pregnancy disability leave under
California's Pregnancy Disability Leave (PDL) law.
28.5. General Provisions
28.5.1. Requests for FMLA and CFRA Leave
28.5.1.1. Where the need for Leave is foreseeable, OC San requests thirty (30) days' advance notice.
28.5.2. Medical Certification
28.5.2.1. Asa condition of FMLA and/or CFRA Leave because of a serious health condition, OC San may require
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OC SAN 25-07-25
certification by the employee's attending physician in accordance with the Department of Labor (DOL)
regulations.
28.5.2.2. 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.
28.5.3. Medical and Dental Premiums
28.5.3.1. During FMLA and/or CFRA Leave, OC San will pay for medical and dental benefits at the same level as
coverage would have been provided if the employee was not on leave. The employee will be required
to pay his or her share of medical and dental premiums. Failure to submit a monthly co -payment, in
full, within forty-five
(45) days of the invoice date will result in loss of group coverage. Coverage will be reinstated upon return
to active employment.
28.5.4. Reinstatement
28.5.4.1. Upon expiration of FMLA and/or CFRA Leave, the employee will be reinstated to the same or a
comparable position unless the employee would not otherwise have been entitled to that position for
reasons unrelated to such leave (e.g., lay-off), in which case OC San's obligation to continue health and
dental or other benefits will cease.
28.5.5. General Leave
28.5.5.1. 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.
28.5.5.2. 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.
28.5.5.3. Failure to submit a monthly co -payment, in full, within forty-five (45) days of the invoice date will result
in loss of group coverage. Coverage will be reinstated upon return to active employment.
28.5.6. Return to Work Policy
28.5.6.1. An employee who has been absent from work due to a medical reason may be subject to a Return -to -
Work medical evaluation.
28.5.6.2. 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, will be considered. The employee will be re-classified as medically disqualified
while alternative positions are being considered. Such time off will be without pay; however, the
employee may elect to use accrued leave hours, such as vacation, sick or personal, to receive
compensation. Placement of an employee in an alternative position requires a pre -placement medical
evaluation for the alternative job.
28.5.6.3. 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 will be re-classified as medically disqualified and not permitted to work. Thereafter, the
employee will be retired for disability, if eligible, or dismissed. Such dismissal will not imply disciplinary
action for cause. Ifrequested, the employee's file will indicate the employee left for personal reasons.
28.5.7. Bridge of Service
28.5.7.1. If an employee is dismissed per Section 28.5.7.3 and then is rehired to a position within OC San within
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OC SAN 25-07-26
one (1) year, OC San will bridge the employee's service date. Bridging of service procedures involve
adding the total number of days away from work to the employee's original date of hire.
28.5.8. Failure to Return to Work
28.5.8.1. If, upon the expiration of FMLA and/or CFRA Leave, or any OC San -approved extension thereof
including General Leave, an employee fails to return to work and no additional leave has been
authorized, the employee will be considered to have automatically resigned from his/her position. In
such cases, the employee will receive advance notification of OC San's intent to implement an
automatic resignation.
28.5.9. Compliance with Law
28.5.9.1. These leave -of -absence provisions will be interpreted and applied in a manner that is consistent with the
provisions of FMLA, CFRA, ADA and all other laws. In the event there is a direct conflict between these
provisions, as written or applied, the provisions of law will govern.
ARTICLE 29. CLASSIFICATION STUDIES
29.1. 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 1sl 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 are final and not subject to the appeal, problem -solving or
grievance process.
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 will be implemented in the first pay period immediately following
the completion of the study unless the recommendations require action by the Board of Directors prior to
implementation. In such event, the recommendations will be implemented in the first pay period immediately
following authorization by the Board.
29.2. 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 will 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.
29.2.3. The Y-rate will remain in effect until the salary range for the new classification equals or exceeds the employee's
Y-rated salary. Employees become eligible for merit increases and range adjustments when the Y-rate is no longer
in effect.
29.2.4. Career Change — Operator -in -Training: Y-rating will occur when an existing employee is selected as a candidate
for an Operator -in -Training classification when the employee's hourly rate is higher than the applicable hourly rate
for the Operator -in -Training classification. The Y-rating shall begin with the effective date of the new classification
and continue for eighteen
(18) months. The employee must obtain a Grade I Plant Operator certificate within this eighteen (18) month period.
The employee will serve a probationary period for the first six
(6) months of this eighteen (18) month period. If the employee does not obtain a Grade I Plant Operator certificate
or does not pass probation, the employee will be returned to his/her prior position or an equivalent position.
29.2.5. Career Change —Power Plant Operator I: Y-rating will occur when an existing employee is selected as a candidate
for a Power Plant Operator I classification when the employee's hourly rate is higher than the applicable hourly
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OC SAN 25-07-27
rate for the Power Plant Operator I classification. The Y-rating shall begin with the effective date of the new
classification and continue for twenty-four (24) months. The employee will serve a probationary period for the first
six (6) months of this twenty-four (24) month period. If the employee does not pass probation, the employee will
be returned to his/her prior position or an equivalent position.
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 thus unable to perform his/her regular duties and
responsibilities notifies OC San in a timely fashion, an attempt will be made to place the employee in an equal or lower
level position for which he/she is qualified. Placement in the range of the new classification is subject to OC San's
management discretion.
30.3. OC San will continue to pay the license renewals and physical examination costs of Class A and B licenses that are
specifically required by OC San.
ARTICLE 31. LAYOFF PROCEDURE
31.1. Nothing herein will 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's management, personnel reductions are necessary, layoff order and recall lists will be
developed based upon job classification, priority of function, job performance, individual qualifications and seniority. Local
501 and employees subject to layoff will be provided with at least two (2) 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 request must be made in writing to the Human Resources Department within five (5) days of
receipt of the Layoff Notice. The salary of an employee who voluntarily demotes will be unchanged, except that it may not
exceed the top of the range for the lower level classification.
31.4. Recall lists will be developed for all classifications experiencing personnel reductions, and will be maintained for a period
of two (2) years from the date of layoff. Individuals will be placed on the list in the inverse order of layoff, so that the last
person laid off is the first recalled. When a vacancy occurs in a classification for which a Recall list exists, an offer of
reemployment will be made to the individual on the top of the list. That individual must respond to the offer within five (5)
days, or the offer will be made to the next person on the list. An individual who either does not respond or refuses three (3)
consecutive offers will have his/her name removed from the list.
31.5. 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 his/her own
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OC SAN 25-07-28
health or safety, or that of others, OC San may require that employee to be examined or evaluated by a health care
provider. The purpose of such examination must be job related. Any examination under this provision will be conducted
on OC San's time and at OC San's expense. An employee may submit an independent medical opinion regarding his/her
condition and addressing his/her ability to competently perform the duties of the position. This information will be reviewed
and considered by a competent medical authority in arriving at a decision regarding the individual's continued employment
in the position.
ARTICLE 34. MILEAGE ALLOWANCE
34.1. Approved use of a personal vehicle for OC San business will be reimbursed at the current IRS rate.
ARTICLE 35. ACTING PAY
35.1. Employees who are assigned by OC San's management to perform the duties of a budgeted position at a higher level for
a period of at least forty (40) consecutive hours in a pay period will be eligible for a one (1) step salary increase, or the first
step of the range for the higher level classification, whichever is greater. The higher rate of pay begins with hour forty-one
(41) 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 pre- approval
of the employee's Department Director and the Director of Human Resources, or designee(s). The forty (40) hour eligibility
period may be waived at the discretion of the General Manager.
35.2. Substitution Pay
35.2.1. Employees in the Operations and Maintenance Departments who are assigned by OC San's management to
perform the duties of an absent Supervisor shall be eligible for Substitution Pay which shall begin with the first
hour of assignment.
35.3. Operations
35.3.1. If a Lead Plant Operator or Senior Plant Operator is assigned to perform the work of an Operations Supervisor
because of the absence of the regularly assigned Operations Supervisor and the unavailability of an alternate
Operations Supervisor for an entire shift, the Lead Plant Operator or Senior Plant Operator will be paid equal to a
one (1) step salary increase or the first step of the Operations Supervisor pay range, whichever is greater.
35.4. Maintenance
35.4.1. If an employee in any of the "Lead" classifications is assigned to perform the work of a Maintenance Supervisor
because of the absence of the regularly assigned Maintenance Supervisor and the unavailability of an alternate
Maintenance Supervisor for a period of at least two (2) weeks, the "Lead" worker will be paid equal to a one (1)
step salary increase or the first step of the Maintenance Supervisor pay range, whichever is greater.
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/her file current, including home address, telephone number and person
to contact in an emergency.
ARTICLE 38. BULLETIN BOARDS
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OC SAN 25-07-29
38.1. Local 501 may use the bulletin boards located at Plant 1 (10844 Ellis Avenue, Fountain Valley, CA 92708) and Plant 2
(22212 Brookhurst Street, Huntington Beach, CA 92646) which are designated for use by employee groups to post notices
to OC San employees provided that: (a) no controversial matter which is critical or derogatory of OC San, its employees,
officers or Directors may be posted; (b) nothing posted by OC San may be removed; (c) Local 501 will remove its notices
after a reasonable length of time; and (d) only a reasonable number of notices will be posted.
ARTICLE 39. RELEASE TIME FOR MEET AND CONFER SESSIONS
39.1. A maximum of six (6) employees covered by this Agreement and appointed by Local 501 will be granted reasonable
release time for attending meet and confer sessions at the bargaining table. Release time will not be compensated for any
hours that exceed the employee's regularlyscheduled hours of work.
39.2. Local 501 will 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 process. Release time will be limited exclusively to the six (6)
employees. The release time will be granted provided that the needs of OC San permit the time away from assigned work.
ARTICLE 40. USE OF OC SAN FACILITIES
40.1. OC San facilities may be used by Local 501 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. Local 501
agrees to pay for the cost of any additional custodial or security services.
ARTICLE 41. SCOPE OF BARGAINING
41.1. OC San and Local 501 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 Local 501, for the term of this Agreement, except as otherwise provided herein,
each voluntarily and unqualifiedly waive the right, and each agrees that the other will not be obligated to bargain collectively
with respect to any subject or matter contained in this Agreement.
ARTICLE 42. IMPASSE PROCEDURES
42.1. If either OC San or Local 501 declares that an impasse exists in the meet and confer process, the party so declaring may
initiate the impasse procedure by providing the other party with a written request for an impasse meeting, together with a
statement of its position on all issues. An impasse meeting will be scheduled and held between the parties within fourteen
(14) calendar days or as soon as practicable to:
42.2. Review the position of the parties in a final effort to reach agreement on a memoranda of understanding, and
42.3. If the impasse is not resolved, to discuss the immediate utilization of impasse procedures outlined herein.
42.4. Impasse procedures are:
42.4.1. Mediation: If the parties mutually agree to submit the dispute to the State Mediation and Conciliation Service all
mediation proceedings will be private and as soon as practicable. The mediator will make no public
recommendation, nor take any public position at any time concerning the issues.
42.4.2. Fact -Finding: Whether the parties submit the dispute to mediation or not, Local 501 may request that the parties'
differences be submitted to a factfinding panel as soon as practicable. The cost of a fact finder and other mutually
incurred costs will be mutually shared by OC San and Local 501.
42.4.3. Board Actions: If the parties fail to resolve the impasse, the dispute will be sent to OC San's Board of Directors
for resolution. Each party will submit its written proposal on all issues to
the Board. The Board may take such action to resolve the impasse as it deems appropriate to the public interest.
Any action taken by the Board to resolve the impasse will be final and binding.
Page 27
OC SAN 25-07-30
ARTICLE 43. SEVERABILITY
43.1. Notwithstanding any other provisions in this Agreement, in the event that any Article, Section or Subsection of this
Agreement will be declared invalid by any court or by any State or Federal law or regulation, or should a decision by any
court or any State or Federal law or regulation diminish the benefits provided by this Agreement, or impose additional
obligations on OC San, OC San and Local 501 will meet and confer on the affected Article, Section or Subsection. In such
event, all other Articles, Sections or Subsections of this Agreement not affected will continue in full force and effect.
ARTICLE 44. UNIFORMS
44.1. OC San will provide and maintain twelve (12) uniform pants and shirts, which may include the name of the employee and
OC San's seal, at no cost to appropriate personnel.
44.2. OC San will also provide each field employee with one (1) jacket. OC San will provide for the cleaning of the jacket, and will
determine when the jacket needs to be replaced.
44.3. OC San's management may establish specific appearance guidelines. All employees who are issued uniforms must wear
them during the performance of their regular duties. Failure to wear required clothing, shoes and safety equipment may
be cause for disciplinary action.
44.4. Classifications designated in SOP-102 Personal Protective Equipment (PPE) shall receive an annual voucher for a safety
boot allowance in the amount of $250 at the beginning of each fiscal year.
ARTICLE 45. SUBSTANCE ABUSE POLICY
45.1. OC San's Drug and Alcohol 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.
45.2.2. Any employee promoted, reassigned or transferred into a classification subject to DOT requirements will be
required to successfully complete alcohol and controlled substances testing prior to assuming the position.
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. Local 501 will be allowed up to one half-hour each orientation session to communicate with Local 501-
represented classifications to explain the rights and benefits as set forth in this Agreement. Human Resources
staff will send to the Local 501 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.
Page 28
OC SAN 25-07-31
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 Local 501-represented classifications. If there are no new hires in the Local 501-represented
classifications for a scheduled session, OC San will notify Local 501 as soon as possible in advance of the
session.
46.1.3. Human Resources staff will provide Local 501 with an electronic copy of the name, home address, personal
email address, and personal cell phone number of all new Local 501-represented employees within 30 days of
hire.
46.1.4. Human Resources staff will provide Local 501 with an electronic copy of the name, home address, personal
email address, and personal cell phone number of all Local 501-represented employees at least every 120
days.
46.2. Dues Deductions
46.2.1. OC San will deduct from each regular paycheck and remit to Local 501 the dues, initiation fees and assessments
for each employee who 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 will provide Local 501 a quarterly list of the names of employees for whom it has made deductions, the
names of new employees, and the names of employees who have terminated.
ARTICLE 47. UNION DUES
47.1. Legislative Authority
47.1.1. The parties mutually understand and agree that in accordance with California Government Code Sections 3500,
et.seq., all full-time Unit employees represented by the International Union of Operating Engineers, Local 501
(hereinafter "Union") have the right to join or not join the Union.
47.2. Union Dues
47.2.1. The Human Resources Department shall provide all current employees and any employees hired thereafter with
notice advising them that OC San has entered into a memorandum of understanding with the Union, and that all
employees within the Bargaining Unit are subject to the Agreement.
47.2.2. The Union shall submit to OC San a certified list of employees of whom to deduct monthly Union Dues from. If an
employee's membership status changes, the Union shall notify OC San via amendment to the certified list. The
effective date of Union dues shall begin no later than the first full pay period after receipt of the certified list from
the Union. The monetary amount of Union Dues shall be set by the Union. In the event of a change to Union Dues,
the Union shall notify OC San of the adjusted amount.
47.2.3. The employee's earnings must be sufficient after the other legal and required deductions are made to cover the
amount of the dues authorized. When an employee is in a non -pay status for an entire pay period, no withholding
will be made to cover the pay period from future earnings. In the case of an employee in a non -pay status only
during part of the pay period, whose salary is not sufficient to cover the full withholding, no deduction shall be made.
In the case of an employee who is receiving catastrophic leave benefits during a pay period, no deductions shall
be made. In this connection, all other legal and required deductions (including health care and insurance
deductions) have priority over Union dues and services fees.
47.3. Indemnification
47.3.1. The Union shall indemnify, defend and hold OC San harmless against any liability arising from any claims,
demands, or other action relating to OC San's deduction of Union Dues, including claims relating to the Union's
use of monies collected under these provisions. OC San reserves the right to select and direct legal counsel in
the case of any challenge to OC San's deduction of Union Dues, and the Union agrees to pay any attorney,
arbitrator or court fees related thereto.
ARTICLE 48. PEACEFUL RESOLUTION OF DISPUTES
Page 29
OC SAN 25-07-32
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 Unit, and Local 501 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. SHIFT CHANGES
49.1. The shift change provision is intended to provide an opportunity for employees to bid for open positions based on their job
knowledge, experience and seniority. An open position is considered an unencumbered position, or vacancy, resulting
from a transfer, promotion, separation, or retirement. Shift changes will be handled on the basis of seniority except when
OC San can demonstrate a business necessity.
49.2. Relief Operator
49.2.1. When Plant Operators, Senior Plant Operators or Power Plant Operator series are assigned to Relief Operator
positions, they will be entitled to $1.75 per hour premium.
49.2.2. Except in emergencies, an employee will be notified of a change in his/her work schedule at least forty-eight (48)
hours in advance of such change, preferably seven (7) calendar days in advance of such change. In the event that
notice is under forty-eight (48) hours, management will first try to fill vacancy from the overtime list. Failure to fill
from the overtime list will result in payment equivalent to call back pay in addition to any pay received from the
shift worked for the Relief Operator.
49.2.3. It will be the intent of Management that relief employees will receive two (2) consecutive days off and will only be
subject to split days off when schedule changes occur.
49.3. Shift change -bidding procedure
49.3.1. OC San will mail (email is acceptable) a Shift Change Request Form to employees in appropriate classifications
every six (6) months. Any employee who wishes to be assigned to the same or a different shift, and who is qualified
for that shift, may indicate his/her preference for reassignment on the Shift Change Request Form. The Shift
Change Request Form must be returned within thirty (30) days for an employee to be placed on a shift bid list. The
list of requests will be used for a period of six (6) months to fill vacant positions. A new employee or a promoted
employee may request through the Human Resources Department to be added to the current list within two (2)
weeks of his/her start date (new employee) or of being notified of the promotion.
49.3.2. When OC San intends to fill an open position, the following steps will be followed:
49.3.2.1. OC San will notify the most senior employee on the Shift Change Request list of the availability of the
open position; however, OC San may also notify the employee that his/her work location may not be
changed in accordance with Section 17.2. OC San agrees that it will verbally notify the employee about
the plant connected with the shift.
49.3.2.2. Within two (2) business days of the shift change offer, the employee must notify OC San in writing (email
is acceptable) of his/her decision to accept or reject the position.
49.3.2.3. If the most senior employee rejects the position, the position will be offered to the next most senior
employee on the list.
49.3.2.4. The process will be repeated until the position is filled or the list is exhausted.
49.3.3. If an employee declines a shift change offer, or does not notify the Human Resources Department within the two
(2) business days, his/her name will remain on the list unless they request in writing to have it removed. An
employee who accepts a shift change offer will be notified of the effective date of the shift change within seven
(7) business days.
49.3.4. When an employee is awarded a shift bid, the employee shall begin the new shift within 30 days of accepting the
Page 30
OC SAN 25-07-33
49.4
bid. The 30 days may be extended if the shift change would interfere with the initial training of a newly hired Power
Plant Operator.
Requests for urgency transfer
49.4.1. On occasion, an employee may wish to initiate a transfer to a different shift or plant in response to a personal
situation beyond his/her immediate control. Management will make a reasonable effort to accommodate such
requests, considering the operational needs of OC San, in accordance with the following guidelines:
49.4.2. The requirement to work any shift is considered an essential job function. An employee who requests a transfer
due to health reasons that are supported by competent medical findings will be considered disabled and an effort
will be made to explore reasonable accommodations. If such accommodations cannot be made, or if the
accommodation would result in an undue business hardship on OC San, the employee will have the option of
remaining in the position unless his/her presence would pose a threat to the safety and welfare of others.
49.4.3. Transfer requests for non -medically related reasons will be considered only when the health or well being of the
employee or a member of his/her immediate family is involved. In such events, the transfer would normally be of
a temporary nature and limited to the duration of the emergency.
49.4.4. Employees who wish to submit a Request for Transfer must do so in writing to their supervisor. The request
should contain sufficient information to allow full consideration of the nature of the emergency or medical condition,
and include medical documentation.
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. OPERATOR CERTIFICATION
52.1. All employees assigned to the Lead Plant Operator, Senior Plant Operator, Plant Operator or Operator- in -Training
classifications will comply with the certification requirements of Chapter 4, Title 23, Subchapter 14 of the California
Administrative Code. Failure to maintain a valid certificate will be grounds for dismissal. This provision will not be subject to
the Grievance Procedure.
52.2. OC San will notify the Office of Operator Certification in writing within thirty (30) days of a final disciplinary action resulting
in suspension, demotion or discharge of a certified operator if the discipline is the result of commission of any of the acts
defined as grounds for discipline within the Operator Certification Regulations.
52.3. As a condition of employment, newly hired Operator -in -Training employees who do not possess a Certificate of Competence
will apply for an Operator -in -Training Certificate and pay any applicable fee to the State Water Resources Control Board
and submit proof of such application to the Human Resources Department within ten (10) business days of employment.
Operators -in -Training who do not receive their Grade I Certificate within three (3) years from their date of hire will be released
from OC San's employment. OC San agrees to continue its current policy of reimbursing Operations and Maintenance
employees for required certifications upon receiving a passing score.
ARTICLE 53. OPERATOR ROTATIONS
Page 31
OC SAN 25-07-34
53.1 All employees assigned to the Lead Plant Operator, Senior Plant Operator, Plant Operator or Operator -in -Training
classifications will be subject to Plant Operator Process Area and Plant Rotation Programs as developed.
Page 32
OC SAN 25-07-35
SIGNATURE
PAGE
2025 - 2028
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
ORANGE COUNTY SANITATION DISTRICT
AND THE
INTERNATIONAL UNION OF OPERATING ENGINEERS, LOCAL 501
FOR THE
OPERATIONS AND MAINTENANCE GROUP
Executed:
LOCAL 501
Edward J. Curly, Business Manager and
General Vice President
Thomas O'Mahar, President
Deric Barnes, Vice President, Director of
Public Employees
Reisee Salamero, Business Representative
Luis Gasca, Shop Steward
Rick Mirolla, Shop Steward
Brett Beutler, Shop Steward
Tim Hopkins, Shop Steward
Jason Biedermann, Shop Steward
Mike Rose, Shop Steward
Robert Solis, Shop Steward
Page 33
ORANGE COUNTY SANITATION DISTRICT
Laura Drottz Kalty, Lead Negotiator
Laura Maravilla, Director of Human Resources
Thys DeVries, Human Resources Manager
Andrew Nau, Human Resources Supervisor
Janine Aguilar, Human Resources Supervisor
Stephanie Barron, Principal Human Resources
Analyst
OC SAN 25-07-36
EXHIBIT A
LOCAL 501 - OPERATIONS AND MAINTENANCE UNIT
Effective Effective Effective
Pay 11-J a 1-25 10 -J u l -26 9-Jul-27
Classification Grade N11N h X I PAIN I I X I MIN MAX
Automotive?Heavy Equipm- TechriJan
LOC67
Building Maintenance Tecrinicia-
LOC67
Electrical Technician I
LOC65
Electrical Technician II
LOC71
Facilities Worker
LOC62
Instrumentation Technician I
LOC65
Instrumentation Technician II
LOC71
Lead Electrical Technician
LOC75
Lead Facilities Worker
LOC66
Lead Instrumentation Technician
LOC75
Lead Mechanic
LOC72
Lead Plant -Operator
LOC75
Lead Power Plant Cperator
LOC75
Machinist
LOC60
Maintenance'Odorker
LOC60
Mechanic
LOC62
Mobile Crane Operator
LOC67
Operator -In -Training
L0050
Plant Operator
LOC66
Power Plant Operator I
LOC66
Power Plant Operator 11
LOC71
Reliability Maintenance Technician
LOC75
Senior Mechanic
LOC68
Senior Plant Operator
LOC71
°.+elder{Fabricator
LOC67
$4:.53
$57-77
$47-53
$57-77
$45 25
$54-97
$52 421
$63.75
$42-02
$51-05
$45.25
$54 97
$52.43
$63.75
$57-90
$70.36
$46-39
$56.39
$57.90
$70-36
$53.74
$65-33
$57.90
$70.36
$57-90
$70-36
$48.69
$59-19
$39.99
$48-61
$42.02
$51-08
$47.53
$57-77
$38.04
$46.25
$46.39
$56 Y.
$46.39
$56.39
$52.43
$63.75
$57.9C
$70.36
$48.69
$59.19
$5= 43
$63.75
S4- v
$57 -7
Page 34
S49.67
$60.37
$49.67
$60.37
S47.29
S57.44
$54.79
$66.fi2
S43.91
$53.33
$47.29
$57.44
$54.79
$66.62
$60.51
$73.53
S45.48
$58.93
$60.51
$73.53
$56.16
S68.27
$60.51
$73.53
$60.51
$73.53
$50.&&
$61.35
$41.79
$50.30
$43.91
$53.33
$49.67
$60.37
$39.75
$45.33
S4c� 4L
$53.93
S4c� 4t
$55.93
$54.75
$66.62
$60.51
$73.53
$50.38
$61.35
$54.79
$66.62
$49.67
$60.37
$51.16
S62.18
$51.16
S62.18
$4&.71
S59.16
$56.43
S68.62
$45.23
S54.98
$4&.71
S59.16
$56.43
S6&.62
$62.33
$75.74
$49.93
W.70
$62.33
$75.74
$57.84
$70.32
$62.33
$75.74
$62.33
$75.74
$52.41
$63.71
$43.04
$52.32
$45.23
S54.98
$51.1 G
$62.18
$40.94
549.75
$45.93
$fiU.70
$49.93
W.70
$56.43
W.62
$62.33
S75.74
$52.41
S63.71
$56.43
S 68.£2
$51.16
S82.18
OC SAN 25-07-37
Page 35
OC SAN 25-07-38
OC SAN 25-07
Final Audit Report
2025-07-24
Created:
2025-07-24
By:
Kelly Lore (klore@ocsan.gov)
Status:
Signed
Transaction ID:
CBJCHBCAABAA6PVNBm85wYBVC05nshQxnOsgpGYLdlvl
"OC SAN 25-07" History
Document created by Kelly Lore (klore@ocsan.gov)
2025-07-24 - 2:57:38 PM GMT- IP address: 65.206.195.5
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i�p Document e-signed by Kelly Lore (klore@ocsan.gov)
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Q Agreement completed.
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