HomeMy WebLinkAbout1980-02-21 Min - Board SPECIAL MEETING
February 21, 1980
The Special Meeting of the Board of Directors of the Truckee Donner Public
Utility District was called to order by President Kuttel at 2:56 P.M. in the
District Board Room.
ROLL CALL: Directors Huber, Maass and Kuttel were present.
EMPLOYEES PRESENT: Susan Craig. A. Milton Seymour arrived at 3:00 P.M.
CONSULTANTS PRESENT: Neither District Counsel Grumer nor District Engineer
Cook were present.
There were no others present.
BOND ELECTION FOR WATER IMPROVEMENTS - DISCUSSION RESPECTING SCOPE OF PROJECT
- POSSIBLE DIRECTION AND/OR ACTION
It was explained that Mr. Sperry, Bond Counsel, must have the information
relating to the scope of the water improvement projects in order to prepare
the resolutions necessary to go forward with the bond election - some of these
resolutions will be considered by the Board of Directors at the March 3, 1980,
regular meeting.
Director Huber stated that it was her opinion that only long-range and
emergency projects should be done by way of bonds - smaller projects can be
handled by way of revenue.
After very brief discussion, Director Maass moved that the Board direct
Bond Counsel to fill out all the necessary papers for Project 79-1, Schedules
A through G. Director Maass noted that the Board would most likely start working
with the entire list (of necessary improvements) and plan on another bond election
in the near future. (Director Huber agreed that the Board should move in this
direction) . The motion was seconded by Director Huber.
Mr. Seymour spoke at some length of his research into bond elections through
AWWA publications.
ROLL CALL vote on the motion: Hatch, absent; Huber, aye; Maass, aye; Sutton,
absent; Kuttel, aye. SO MOVED.
PAT SHANE'S REQUEST FOR A RIGHT-OF-WAY ACROSS DISTRICT OWNED PROPERTY - CONSIDERA-
TION OF RESOLUTION GRANTING SUCH RIGHT-OF-WAY
Mr. Seymour stated he thought Mr. Cook should be present during discussion
of this item. Mr. Maass noted that he would not be ready to discuss the matter
until certain "escrow things" close. (The Board agreed that, when the Senior
Citizen housing matter is settled, the Board will be ready to consider Mr. Shane's
request for a right-of-way across District owned property) .
REVIEW OF DRAFT ORDINANCE PERTAINING TO AN ELECTRIC RATE INCREASE
The Manager advised that he is in the process of preparing an advertisement
regarding the public hearing on an electric rate increase.
Mr. Seymour asked if the Board would consider holding meetings at the School
District Board Room rather than at the TDPUD building (other than small meetings) .
--- Discussion ensued respecting remodeling of the District building. Director
Maass offered to research the matter of holding the meetings elsewhere and requested
that an appropriate item be placed on the next meeting agenda.
Although Mr. Seymour had a tape recording of the proposed resolution increas-
ing electric rates, Director Maass indicated he preferred to see the resolution
in writing - figures can be inserted and changes made at the public hearing
on March 3rd.
RESOLUTION SETTING FORTH SPECIFICATIONS AND ISSUING A CALL FOR BIDS ON INSURANCE
- CONSIDERATION AND POSSIBLE ADOPTION
The Board listened to a tape recording of the proposed resolution prepared
by District Counsel Grumer.
+ N +
f~
v b N .0
47)•rl +3
N vU • l � ..
i •� O 4J 0
.r-1 EnN � �4i a O 0 � O
.O
° � 24
U rd 4-)l ' 'NI) r � I a) N , v u a) a)�
(IjUNvi �Raul 4-) I-) o� .-) � O 4 �4 4-) U 9 >
� •rl Lr1 -r-1 o)P �4 . v rd H
U Cl 4-3 En x v Nro 4-3 0 Q4 0 4-) � O v A N �
0 `" N:T v r � En -rl a
M a 0 CN
fn �
•rl 3s~
0 A (d �" Jy " •r r- N
rdU � 11 Orn :V. rd A (z.
r A ~ rd� N O
rI A 4J �4 oN r-1 4JZ d � O ;Jy N
r.
bl O U '� RS O 0 O 4 3 0
+� •r-1 � I 0 0 4J M .H as 3 0 � o v m 3 v
�4 0 3 rd v(U 0 -� a � � � r-) an w � � 2 � 9 cvi U x0 En �4 �
rd
11 fO o rd o z z v 4a v a >~ •rl u� •, w (G � 4J o
b 4-3
o +� v H •�► ro .° '� 4� a;7 a� .H r in v aa) rd 4 v s~ A s~ +�
•rl U -k4' N •rl v ay 4-a '� M rd >4 4J @ H v 4J b cd 'Jy 04 4J QI O
� .� + � r-I w 0 cn 3 � m w cn a Pq +� 3
O r-1 Z rd rd �4 Cn •ri H r--I N U rd A .4-) U]
UA � v O •rq o +4J a Ln O � l; z O in x O rd 0 �A rd
�4rd pq En UU O M v O H ►-► N O 44
--I W (U � .. v •r♦ U) (d rd 4-I ° �+ 0r En -r-1 v
r-1 �4 O rd v rd � -1 �4 ~ 4-3 rd rd >1 •• A rd w •ri
U c 4) z A O (a vS 0 W v ad r�d U ul x�4 A
rd 4-3 I 4-) -J W �4 4J rd v
v rd 4- O M
104 H rd 4-4 rd •r•l rdv It H 4 U .�rUd Uvri
� ° 4H O O v b x A
4-) N � �'
� vQ to °
w � w ao � �4
Ird ' rd4JN U � � O m r(j - 1 H rd cd rd 4-) a n rd rd o �4 A 41 rd
rd fd t rd rd z ~ o I-) d
a) 4-3 4-3 rd -r♦ 4J O rd r
r-lU
c r �4 44 v H - aa W
1-► rd S- O rd c rd Q @ p
s ° � A O to rd r-1 4-3 +vI4-)4- v n
4- � r o 1� O rd N rd pa l O a H° N ° ri +
. rd 4J FA 0 � d
r-1 O -
rA N r> U n J Q) •ri •r�l W U H x �I W -rl N 4� v x rd .� + � 444 o O r'l m �4
N Ea
rd N r-qH I v A U N b rd rd H O v .�QQ'' N �, r-1 ;� •rl a' r-1 �4 O O
•rl rH v •rl •rl 44 v �7 EO z O U Un x 4J U >,rd l`4 v It p ° W U U
m rd N 0 `�' 04 A N N ° ate-► 0 x
a v v H s~ �4 +J .� �+ � rd o U � v v
xN s� v• ••,� v �' �
� 4- A � n -rdJ •rto♦ O a-► MU N v +4-3 v Ov -�4 I 104 En l� w U 4-4
r r-I - rd E-r d U
(16 a) o -O - 4-►U t o rI l 4-)
�4� o 0) rl O z � r rn U U Wq UpO • � mU O i A
s~ Ird 1- z Z ! $4 �4 4J r- p r ri$ rdH H d� rd N 4J ro z ajzA a) En 4JA 41
O M • a) rd d U p � m > P4 >i Nrd O U a)U rd 0 r-1 J g a) 4J •rl O W rd O l� r� 4l rd rd o rd b rd cn H v a o H o cd a O >4 o s~ v •• v I
O >A 44 -P •rl •rl v •,� �. � `�' x � r-I cn '✓� O H � r-1 x W � tr�A � � - O H U r-I m v +-► aq
'Jy N Ul >~ Cn v H 4~i � v v 3 v -P N •rl
p +•rUi rd <T b 3 aD •r A M r. 9 a W v -P W O to all •rl rd U) v to+J �4 +► � O 4-4 •rl v � $4
I-4 rd r-I S� v 3 En rd U v UI O •rl H 4-► Cn U P4 W ul •• a n to v �.' t!I tT f" rd •rl �' �-► r-1 a-►
U d o v ri >~ •rl •rl r-I rd r I cd a H v rd a O rd all rd O rd rd •rl A N r-1 •rl 4-3
O
v rd szs b +s .� r-I v rd +� o v H o fd o a � P o rd a A Q +� 44 U r� A
}4 •rl •rl rd -P O v -P U A A
-rl rd v > � v v v rd U 1`4 �P U A U) W z w w rd v rn ,� cd m U U v Is N
A v 4 O r-I .,� 04 rd �4 � rl [T� O x O � to O v w rb v rd •rl U 4� �
M •4J P }4 4J rd rd O 4a O 4 a i� w v 1� rd o o O O a 0 -P M ., -P U cn v �; rd -J �4 4� •rl
U) 04 N w p 4. O � U) 3 -P •rl -N rd a O U QQ rd a O H a-a •rl rd a O
�"• rd rd m y -P rd cd N N v + PO4 ) E� •r j m H U 4 �' O �" z U UI N U rl 3 rd O W rs N v u Q4 o s�
O rr�C v � - a O rn v ,� rd > v H v lI +� w a� v F U v s~
v •rl O 4. 3 U � v 3 rd �4 04 U O p ,� v Ea v f� A p U O H W s4 U 3 rti �4 tr Z O .� W� v v b v �4-► $4 rd
.4-3 '� � � .'� -P -P av N U 4J l� -rl W Z CO Tn z �4 W •rl N to an an W rl rd •rl �' I
U n H �4 � � rq cd v r-1 o
H v O v H s~ A N •r l f l rd A • A A S~ t!2 a Clrd l0 A +•i v v an r a I� fYl W 3 a a 00
z k O �4 A O O M to H •r♦ �
U tr 3 U v U +► � � r� � � � w a z .,
•r•I �" •ri m r-I v an �' v p p CHn O v N vv1 a v ��-► N rd 4-4 U) v o N
0 ,� �4 4w-4 S44 •�rl N rya a 0 z d� >r O q� W U fez O,•�, A O rd U P •Z fd r� 8 °U
04 0 0 0 04 3 � A 0 4-4 •rl N x rd 4. � � sZi z+ N
ADJOURNMENT
Director Maass moved, and Director Huber seconded the motion, that the
meeting be adjourned. President Kuttel adjourned the meeting at 4:09 P.M.
TRUCKEE DONNER PUBLIC UTILITY DISTRICT
sft-
By
- jtf�
arl Ku el, President
Susan M. Craig, Deputy D' rict Clerk
2/21/80 pg. 3
. 1 n
AGREEMENT BETWEEN
TRUCKEE DONNER PUBLIC UTILITY DISrPRLC' T �
and
INTERNATIONAL BROTHERHOOD OF ELECTRICA_L: _'WO' RKCVRS y
February 11 , 1980
1 . Memorandum Of Understanding: That the Memorandum of Under-
standing entitled Draft No. 4 (dated 1j9f80) be adopted
except as may otherwise be provided for in the following.
2. Paragraph 3. 44 -_Temporary Upgrading: That the phrasing
"eight (8) consecutive working hours" be changed to "more
than four (4) consecutive working hours. "
3. Paragraph 14 .4 - Step #5: That the following phrasing be
deleted: "In either instance , the Board will render a
decision within twenty (20) working days from the day on which
the hearing is concluded. Such decision will be final
and binding. " '
And, that the following phrasing be added : "If the Board
elects to conduct a hearing themselves , a decision will be
rendered within twenty working days from the day on which
the hearing is concluded. If the matter is not satisfactorily
resolved , then :
4. Paragraph 14. 4 - Step #6 : That the following phrasing be
added:
�-, "Step #6 The employee (and an employee organization official
if desired by the employee) may refer the matter to Advisory
Arbitration . In any case , the Board will render a decision
within twenty (20) working days from the day the Board receives
notification of the Advisory Arbitrator' s recommendation.
Such decision will be final and binding. "
5. Paragraph 14. 5 - Special Provisions : That sub-paragraph (.d)
be deleted in its entirety.
6. Paragraph 19. 1 General : That the Union and employees may
elect either of the following:
a) That the word "overall" will remain with the understanding
that the District will , within the term of the MOU, explore
the possibilities of improving the retirement and other
insurance programs; or,
b) That the word "overall" will be deleted with the under-
standing that the District will not , within the term of the
MOU, explore the possibilities of improving the retirement
and other insurance programs.
e
Agreement Continued - Page 2
7. Title 20 - Wage Rates : That the Union and employees may elect
either of the following:
a) That the wage rates listed in the MOU be made effective
12/1/79 and remain in effect until 12/1/80 ; or
b) That the wage rates listed in the MOU be made effective
12/1/79 and remain in effect until 6/1/80 at which time all
rates will be increased in the amount of 8%; provided also
that such new rates , and the term of the MOU remain in effect
until 12/1/81 . .
8. Special Conditions : That it is understoc d that such provisions
as are described above constitute the District 's final offer
and are conditioned upon acceptance by the Union and employees
no later than 2/22/80.
..
bttG�,.cc��JC"<<16�Lu�t(( L��S-�fUeX�SL�t '���, cloC,i (ctitJts
AGREED:
Truckee Donner Public Utility District
Dated
Local Union 1245 IBEW, AFL-CIO
Dated
c '
TDPUD Draft No. 4
(TDPUD & IBEW)
1/9/80
M E M O R A N D U M
OF
U N D E R S T A N D I N G
BETWEEN
TRUCKEE DONNER PUBLIC UTILITY DISTRICT
AND
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS UNION
LOCAL NO. 1245
1979
through
November 30, 1980
�., ter•��. ,,,�S..ee�- "'"
CONTENTS
Title
Page
1. Preamble. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2
'• 2. Recognition. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3
3. Conditions of Employment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4
4. Working Hours. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6
5. Standby. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7
6. Overtime. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8
7. Holidays. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10
8. Expenses. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11
9. Leave of Absence. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12
10. Vacation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13
11. Safety. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14
12. Personal Disability and Industrial
InjuryLeave. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15
13. Funerals. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17
14. Grievance Procedure. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18
15. Layoff and Demotion Procedure. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .20
16. Job Vacancies. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .21
17. Termination. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .23
18. Inclement Weather Practice. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .24
19. Employee Benefit Program. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .25
20. Classifications and Wage Rates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .26
21. Term of Agreement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .30
-1-
i
a rt rt a a FJ a rtC� rtN• n ►�
rt o �j �l �:5 N m Fj• H- :� a
m aszo, N rta � o H. o a �5 FJ
N rt G o a rt
F-' N m N m G � O N m
En to G n H En F1 i t a y
rt rt rtra, c �3• m �:$ �d �
n G P. Fj• m o a sz � n n m H-
P_ tr m Ffi 9 � a o m cn
m O F- r-n N• m £ m G cn F-h rt
cn rt' Fes• rh Iz m m G m G 4 m 0 :3:
• n o G o F_ rt 4 �lj a m n n m
a n a Ffi F-h G m m n n m
a rt a FJa H- 1-1 �3- m p, o
a G cn N a n o Fn rt Fn FJ- O 0 n
0i � IJ m a rt rt o a
Fes• rt F✓ rt t)• a m R• rt G G
rt o a o m O IJ o rt sL
o G m rt G m sz�O O O G
�l rt fli N- G r-h a
moo0F r- � 4 � tx �' < O
cn o rt O o m m sl o � rt rh
mt-0 (D F m V U) m �r rt
n m m FJ m m m O m G• d
C n rt m Iz G O m rt rt m G
F i. a m r-n a rt n d sz
G rt 'rt O F-' O m . N P- y m
w m G' F- n b m m m m Fn n n
rt F i- m m a O '� G G '� � n 0 rt b
G' G 'zS FJ (1) s l F_ n F j• 7C a 7d f-3
m n '-C cn m o O m G tri Fj
ors o 01-0 ]'b m �l o rt m sz rt
C) n110 a 0 m O Fl O F—'
o m I-' Fes• G G O t7 rt t7 G Cb m
N D::I n I-j a ¢, n m Fj• Fes- m a o 4 r
rt O Ct rt !n cn m En O n G G ti7 H
FJ- rt F-1• a m rt G Fn a --
G N• m n a G O G Fi m
G G Fn m b rn n N- O r n m
N•W ::� o m O F-h �y o n
rt o F E rt m m ro m
�C a F-n rt o F-h n a G F--
H' a ( rt 5m a' o w � 0 rt
FJ- sz m m FJ a m rt G Ft H- (D
rt c d a o � M �r N• rt o C n
U) a �- dk< a o m o m �:$ rt
G cn rt N• a � G n F-'• n
cn n rt O M F- O G (Z: cn N m
m N• " rt rt rt G n N H- rt
'IF�• G K a G' Fl• N- n m � rt m
w m cn FJ- (D o o m Ht U n
FJ- rt m m a n G G N m n
n rt rt a F-i 0 C7 m
m �r a rt m rt O ct Fj t-h Fl• Rl
cn m G �y P- F-h m rh rt N• m Fn
rt E F-'• G FJ- 5 Rl m G �y ri o
O m F. n a n to FJ- cn rt m F-'-
F- rt P. rh m o m a
� � � � mrt � a � rt �
m n cn ►t n rt' pl n a o cn rt .,
't3 m' PJ � � aDC" E 0 ' rt n c {9p
G O m a 0 O 0 N• m G' G K O
Cr F-h Fes• ::J () n ::� m rn n m a m
FJ n n F• to a I I
Fi- m m rt 1 1
m �
Title 2
RECOGNITION
2 .1: The District will deduct regular membership dues from the wages of
non-management and non-confidential employees who are members of the Union
and who individually and voluntarily authorize such deductions in writing
in accordance with the provisions of Section 1157.3 of the Government Code
of the State of California. Such deductions will be made from the first
payroll period of each month and will be submitted forthwith to the Financial
Secretary of Local Union 12451 I.B.E.W. , P. O. Box 4790 (3063 Citrus Circle) ,
Walnut Creek, California 94596. The form of checkoff authorization shall
be approved by the District and the Union.
2.2 : It is the policy of the District and the Union not to discriminate
against any employee because of race, creed, color, age, sex, handicap,
or national origin. In addition, the District will not discriminate against
an employee because of membership in the Union and neither the Union nor the
employees they represent will discriminate against any employee because of
non-affiliation with the Union.
'"`' -3-
Title 3
CONDITIONS OF EMPLOYMENT
3 .1 Seniority: Seniority is defined as a permanent employee's continuous
length of service with the District since the most recent date of hire. An
employee will not attain seniority during a probationary period but will,
/'" upon satisfactory completion of the probationary period, be granted senior-
ity from the date of hire as a probationary employee.
3 .2 Probationary Period: New permanent employees will be hired on a trial
basis and will be assigned to probationary status for a period of six (6)
months. During the probationary period an employee who is terminated by the
District will not have recourse to the grievance procedure except for issues
as to discrimination because of Union activities.
3 .3 Status: Employees are designated, at the discretion of the District,
as to whether their work is expected to be: (a) full-time and permanent;
(b) part-time and permanent; (c) full-time and temporary; or, (d) part-time
and temporary.
3.31 Definitions:
a) A permanent position is one which has been regularly established
and is expected to last for an indefinite period.
b) A temporary position is one which is utilized for occasional or
seasonal work or for a limited time not to exceed six (6) months.
c) A full-time position is one having a scheduled work week of five
(5) eight (8) hour periods.
d) A part-time position is one having a scheduled work week with
less than forty (40) hours. This could result from being reg-
ularly scheduled to work less than five (5) days in a work week
or less than eight (8) hours on work days.
The District will not utilize part-time and/or temporary positions to
dilute the number of full-time permanent positions.
3.32 Part-time Permanent: Employees designated as part-time per-
manent, who normally work twenty (20) hours or more during a work
week, will receive the same benefits and, wherever practicable, the
same working conditions offered for full-time permanent work except
for the effects of pro-ration. However, in no case will° this provi-
sion supercede any eligibility requirement of any employee benefit
plan.
3.33 Temporary: Employees designated as temporary are not eligible
for the regular employee benefits. Although employees assigned to
such work will receive no holiday pay, they will be paid the applicable
overtime rate for work actually performed. When such employees are re-
assigned to work involving permanent status, their seniority date will
,,.` -4-
be the date on which the permanent assignment commences.
3.4 Job Content:
3.41 Establishment of Duties and Qualifications: It is recognized
that the creation and/or redesign of job classifications, including
the establishment of duties and qualifications required therefore,
are functions of District management. The District will develop and
l"` maintain written descriptions of job classifications and make such
descriptions available to the Union and employees. The District will
meet and confer with the Union as to new descriptions or changes in
existing descriptions. Should the parties fail to reach agreement,
the District may establish temporary classifications and wages there-
fore or temporarily adjust the wages and duties of redesigned classi-
fications.
3.42 Work Assignments: While it is management's intent to schedule
work and assign personnel in such a manner as to achieve maximum util-
ization of the respective employee' s abilities, and while it is manage-
ment' s intent to encourage an employee's progression upward in the same
line of work, it is recognized and agreed that conditions which affect
District operations will require flexibility in work assignment to per-
mit cross-training and to stabilize the workload among departments. It
is therefore also recognized and agreed that as conditions require,
management will assign, and employees will perform, within their ability,
duties which may not be within the usual scope of classification responsi-
bilities.
3.43 Inherent Responsibilities: Inherent in each job classification
are, but not limited to, the responsibilities to (a) occasionally per-
form duties within the employee's abilities of the next higher classi-
fication in order to become qualified for advancement in the event of
a job vacancy; and, (b) accept overtime work in order to maintain,
,•., and/or restore, District services.
3.44 Temporary Upgrading: When a non-management employee is temporarily
assigned, and is accountable for, the principal responsibilities of a
higher classification for a period of eight (S) consecutive working hours,
the employee will be paid the next higher rate applicable to the higher
classification for all time worked; however, in no case will two (2)
employees be paid for carrying out the responsibilities of a single
position at the same time nor will any employee be temporarily upgraded
to the rate of a higher classification while performing in a learning
capacity.
When an employee is temporarily assigned or reassigned to work in a
classification lower than the employee' s regular classification, the
employee's rate of pay will not be reduced.
3.5 Employee Competency: The District is to be the judge as to the competency
and fitness of prospective employees and of the satisfactory performance of work
by any employee.
-5-
Title 4
WORKING HOURS
4.1 Definitions:
a) Calendar Work Week: The calendar work week will begin
Saturday midnight and end at midnight the following
Saturday.
b) Scheduled Work Week: Five (5) consecutive eight (8) hour
scheduled work periods and two (2) designated days off,
within a calendar work week, will constitute a normal
scheduled work week.
c) Work Day: Twenty-four (24) consecutive hours beginning
at midnight and ending at midnight the following day,
will constitute the normal work day.
d) Work Period: Eight (8) regularly scheduled hours during
a work day will constitute the normal work period.
4.2 Scheduling Work Periods: The District will meet and confer with the
Union with respect to changes in work period scheduling. The existing work
schedules are:
7:30 A.M. to 4:00 P.M.* Monday through Friday
8:00 A.M. to 4:30 P.M. Monday through Friday
8:00 A.M. to 5:00 P.m. Monday through Friday
* Temporary
-6-
Title 5
STANDBY
5.1 Scheduled Work Days: The standby period for a scheduled work day will
be twelve (12) hours extending from 6:00 P.M. to 6:00 A.M. the next day.
When an employee is assigned to standby on a scheduled work day, such em-
ployee will be paid two (2) hours at the straight time rate of pay for each
twelve (12) hour period or any portion thereof.
5.2 Scheduled Days Off: The standby period for a :scheduled day off will
be twenty-four (24) hours extending from 6:00 A.M. on the scheduled day off
to 6:00 A.M. the next day. When an employee is assigned to standby on a
scheduled day off_, including recognized holidays, such employee will be
paid five (5) hours at the straight time rate of pay for each twenty-four
(24) hour period or any portion thereof.
5.3 Availability: Although employees are riot required to standby at home,
they must remain in the District, or within paging distance, and make all
necessary arrangements to enable them to report for work within thirty (30)
minutes of the Supervisor's first contact effort by means of telephone and/
or pager.
5.4 Overtime: When an employee is assigned to standby and is called to
work during the standby period, he/she will be paid at the appl_Lcable over-
time rate in addition to standby pay.
-7-
4
Title 6
OVERTIME
6. 1 General: Except as otherwise provided below, all scheduled hours work-
ed of eight (8) or less in a work day, or forty (40) or less in a work week,
will be paid at the straight time rate. There will be no duplication or
pyramiding of hours in -the computation of pay. (i .e. the payment of over-
time for any hour excludes that hour from payment on any other basis.)
6.2 Definition: Overtime will be computed to the nearest one-half O
hour and is defined as follows:
a) Time worked in excess of forty (40) hours in a work week;
b) Time worked in excess of eight (8) hours on a scheduled
work day;
c) Time worked on a non-work day;
d) Time worked on a holiday;
e) Time worked outside of regular hours on a work day.
6.3 Call-outs: if an employee is called out outside the employee's reg-
ularly scheduled hours and works less than two (2) hours, the employee will
receive not less than two (2) hours ' pay, to be compensated at the applicable
overtime rate, for each such call-out; provided the employee has finished the
first call-out and has returned home. If the employee is sent on another job
or jobs prior to returning home from the initial call_ without a break in work
time, it will be considered as a single call-out.
6.4 Overtime Distribution: Overtime will be divided as equally as is
practicable among those qualified and available in each department.
6. 5 Basic Overtime Rates:
a) Except as otherwise provided below, overtime compensation
will mean a rate of pay equivalent to one and one-half
(11) times the regular straight-time rate of pay.
b) Employees will be paid overtime compensation at the rate
of pay equivalent to two (2) times the regular straight-
time rate for all time worked in excess of sixteen (16)
consecutive hours.
c) Employees will be paid overtime compensation at the rate
of pay equivalent to two (2) times the regular straight-
time rate for all time worked between 12:00 A.M. and 8:00
A.M.
-8-
(n rt n F-t E -. t1 H rt N rt �5 O rt O -, 0 t�
0 0 rt �3 a tt CO O �j (D w• r-t, G' 0 C �3 O O �3• G n C M G tv C
G (D n (D — 1-1 r•; (n . 0 t-I (U a n �l 0 0 rt (D rt
n a H a pl;� rt rt G rt 75, N, �5 H• rt F� n in ti I---N
(n w- 0 0 .1 n (D rt KF� Fl• rt F-' rt rt m F• rt rt 0
• n LQ Ej 10, O ;l w• (D w• G' 5 0 - �31 Ql n �g O w• Pi-�C
(D :D'It 0 5 �Q n (D (D rt O o a, m
it O W E N cron N rt O 0 m- rt n 1 �'G (D O U) (n (D
(D rt.0 n F_ n rt a ti a �.< rt H �3' G7 F� F-' rt F_ t� "C n
C w- (D 0 G w rt n (D (D a (D - (D 0 0 a a n
(D � (D -< (t 1J :D, ,� (D rt n t to rt rt c) � �
sZ (D rt (D w• (D w- (D rt rt Ff- a (D (D 1-0 N
O n �< rt o w cn n Q, E G A O (n (D F-
n w (D 0 QJ (D IL7 �51 n rt n �5 (D
t i a N CT (D (D X (D H �t (D rt tt (D (D a tD' 0 (D (n QJ
O rt N O (D �' LQ C) 0 (D w• �3' 7' 0 (D Fi O w n 0 QQ a
El (D ti n 0 0 G �u 'C W 4 (D t-b t-h rt rt rt �3' G (t- O
tr 7c' O G E N (D rt (D G �3 lc� Ho O w a F-' w• G
QJ rt (D �5 ti a n G✓ (D N rt w 0 rt F✓ Q, w b (D U1 a 0 rt
r 0 �� (D Co F-' h w• (D a rt � :D, 0 G (D uQ (D �i �
O 0 w n w• (D 1-:1 (D n tt 0
"C a '-< (n Q, (D (n 00 a 0 (D x w• rt 0 (n a �l
a H. w• (D (D rt - 5 E If• tZ Ni (D rt 0 H• rt n rt rt
t� N �aj G F� (D 1-1 "0 (D 0 L.Q • (D (D O R ZY x' h t 11
0 F✓ Q H. a rt F✓ F- r l �1 G' in
1 n a LQ w w• �' o H. �' o rt rt Q�, (D o m
G' rt rt H. cn W (D "•C IQ I t-H rh n fi
1 a 0 �" t:3 �3 (D w b t i rt• 7U w rt 0 (D (D �3' a
(t G rt (D H rt 0 (D If- (D (D w• (D �_Q w rt f•i -<
n (D w• I E N ti n 5 11 (D rt El w• G 1 a (n
N m O m C rt �-C rt (D w• (D (D (D w• O (D n F- �3' rt rt
(D w• r-t, M w• F--1 O 0 U) 0 n (D a rt w (D a
U) O N UQ O ;� O '0 n p R� rt 1-1 'zS QJ (D a E rt W t•i
rt n �- (t >v (D o n 1-0 rt. 0 0 rt`� — �Q oD m o a,
ev a n (D (D (D '� O w• (D x co a G — n �3'
(D (D N OD n (D rat � P a Fl• o (D (D � rt � rat a
4 �l v (D M (D w• G n o tt rt Q, F-' n g rt O (D �-C w-
::a' G (D U.) rt w G (D :� x o 0 o w• G
rt w rt t-•h t_j (D (n '� w• (D rt'< n � t-I r-h (D W
�
rt 0 T� 0 rt a 0 (D (n N,w 0 4 kc
w• rt G 1-0 (D 1-1 �D' ::� (D (D
ti G (n
CO F- �3' H, (D (D o "u w -
�- (D - a (D n �t (D � � w o a c
n w n
G' ti w• o F-ICJ 7C G' o w• a `d rt -< F✓ a w
n (D tl (D O a �_ a w n �5 w• O n w• (n (D F- H
O '-, (D (n Q, w• w• O 0 �5 ti (D C 1 O (D N
� In` rt a o, o Q, rt Q, C rt (n s l rt t4 (D a (n �
(D �3 G (D G �l (D G rt 0'
(D (D t-J"CI �:$ G.a O t•i a n t-i H) F- G31 Fi•//D QJ � n (D
a l (D n rt rt F✓ rt � 0 a O N a �" rt
t-i !~; w• (n �3 �31 a 0 r- Fi G F- rt rt O
rt a w• w• LQ rt ti (D ti �3 n a
w (n O (n �3' i� () (n (n � (D a rt w
c rt o (D F, a
F- o
t
Title 7
HOLIDAYS
7 .1 Recognized Holidays: Following are the recognized paid holidays for
all permanent employees
New Years Day. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .January lst
Washington's Birthday. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3rd Monday in
February
Memorial Day. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Last Monday in May
Independence Day. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .July 4th
Labor Day. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1st Monday in
September
Veterans' Day. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .November llth
Thanksgiving Day. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ..4th Thursday in
November
Day after Thanksgiving Day. . . . . . . . . . . . . . . . . . . . . . . . . . .Friday
Christmas. Day. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .December 25th
Employee's Birthday
7.2 Holidays Falling on a Saturday or Sunday: When any of the allowed
holidays fall on a Saturday, the holiday will be observed on the preceding
Friday. If a holiday falls on a Sunday, the following Monday will be ob-
served.
7.3 Eligibility: If an employee takes off any of the days observed by the
District as a holiday and is absent without pay and/or authorization on the
work day either immediately preceding or following such day observed by the
District as a holiday, he/she will not receive holiday pay.
r..
-10-
Title 8
EXPENSES
8.1 Transportation: At the discretion of the District, transportation
will be furnished all employees in the performance of their duties as pre-
scribed. When, however, an employee is asked to use personal means of
transportation for District business, he/she will be reimbursed at the
then current tax exempt mileage rate established by the IRS, but in no
event less than $1.00 per day.
8.2 Meals:
a) If the District requires an employee to perform work
starting two (2) hours prior to his/her regular starting
time it will provide him/her with a meal.
b) If the District requires an employee to perform work
for one and one-half (11) hours or more beyond regular
quitting time, it will provide a meal. Thereafter,
meals will be provided at intervals of four (4) , but
not more than five (5) , hours for as long as such work
continues.
c) The cost of any such meals and the time necessary to
consume them will be at the District' s expense. Time
taken to consume the meals, up to one-half (1) hour,
will be considered as work time.
d) If an employee who is entitled to meals at the District' s
expense does not accept any such meal, the District will,
nevertheless, allow the employee one-half (1) hour with
pay in addition to a $5.50 allowance for such meal.
Title 9
LEAVE OF ABSENCE
9.1 General: An unpaid leave of absence will be granted to a per-
manent employee for urgent substantial personal reasons provided
that adequate arrangements can be made to take care of the employee's
duties without undue interference with the normal routine of work.
Leave will not be granted if the purpose for which it is requested
may lead to the employee's resignation.
9 .2 Effect on Employee Status: An employee' s status, including any
seniority accrual, as a permanent employee will not be impaired by an
authorized leave of absence.
9.3 Jury Duty: An employee will be paid his/her regular straight-
time salary if a leave of absence is occasioned by a call to jury
duty; however, any pay received as a juror will be deducted from
the employee's wages.
9 .4 Military Leave: The District will make up the difference be-
tween normal salary and regular military and longevity pay when an
employee is on active duty for training with any of the military
services; the Coast Guard, or National Guard.
9.5 Limitations: Except as otherwise specified, leave of absence
means an authorized absence without pay. While on such leave, an
employee will not be eligible for personal disability leave pay,
holiday pay, vacation pay or items of a similar nature. If an em-
ployee is in a non-pay status for the major portion of the work days
in a month, such employee shall not accrue paid leave nor be entitled
to insurance coverage unless the employee pays the premiums therefore
in a timely manner.
9.6 Inability to Return to Work: Inability to return to work after
an employee's personal disability leave has been exhausted will be
considered as an urgent and substantial personal reason and, in such
cases, a leave of up to three (3) months will be granted. Leaves of
greater duration may be granted at the discretion of the District.
-12-
Title 10
VACATION
10.1 Eligibility: Full-time permanent employees who have satisfactorily
completed six (6) months of continuous service will accrue vacation leave
from the date of hire.
10. 2 Rates of Accrual:
No. days per month
a) For the first four (4) years
of continuous service. . . . . . . . . . . . . . . . . . . . . . . .. . . . 1.00
b) After four (4) years of con-
tinuous service. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1.50
c) After fourteen (14) years of
continuous service. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1. 75
d) After twenty (20) years of
continuous service. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2.00
10.3 Consecutive Days: All vacations will be taken on consecutive days
unless otherwise mutually agreed upon between the District and the employee.
10.4 Termination: Any employee who leaves District employment before taking
his/her regular scheduled vacation will be entitled to receive full pay for
any accrued vacation.
10.5 Vacation Scheduling: Vacation leave may be scheduled during -the calendar
year by mutual agreement between management and employee. There will be a sign-
up in each department so that employees may designate their choices of vacation
periods. The District will prepare and post the annual vacation schedule ef-
fecting, wherever possible, the selections of employees in the order of senior-
ity. Such vacation schedule will be posted on or before April 15th each year.
10.5 Carryover: An employee may forego his/her vacation in one year and
carry it over to the following year provided the District gives its written
approval in advance. In no event will an employee defer all or any portion
of an annual vacation leave longer than one year unless the employee is un-
able to take such vacation by reason of industrial injury.
10.7 Part-time Permanent Employees: Provisions for part-time permanent
employees will be essentially the same as above except that vacation leave
will be pro-rated in accordance with time worked during the month.
-13-
Title 11
SAFETY
11.1 Tools: The District will furnish all tools and specialized
safety devices necessary to perform an employee's assigned duties.
Every effort will be made by the employee to maintain them in good
condition because an employee's safety is dependent upon his/her:
equipment.
11.2 Safety Meetings: Safety meetings will be prepared and conducted
during the course of regular working hours by a person designated by
Management. Approximately two (2) regular working hours each month
will be allowed for this purpose.
11.3 Safety Responsibilities: The District will make reasonable
provisions for the safety of employees in the performance of their
work. Employees will jointly cooperate in promoting the responsi-
bility of the individual employee with regard to the prevention of
accidents.
11.4 Safety Committee: The District Manager will appoint a Safety
Committee composed of at _least one management employee and two non-
management employees. Such Committee will function in the field of
accident prevention by ascertaining unsafe working conditions. At
least every six (6) months it will recommend, in writing to the
Manager, any corrective measures it deems necessary. It is under-
stood that such Committee shall serve in an advisory capacity only
and will in no way assume any responsibility for the safe operation
of the District.
11.5 Safety Rules: The District reserves the right to draft reason-
able safety rules for employees and to insist on the observance of
such rules.
'�` -14-
Title 12
PERSONAL DISABILITY LEAVE & INDUSTRIAL DISABILITY LEAVE
12.1 Definition of Personal Disability Leave: Personal Disability
Leave means an authorized paid leave of absence which is granted to
an employee who has actually become incapacitated and who is, there-
by, unable to perform his/her regular duties and responsibilities.
Such inability will have resulted from (1) personal illness or ac-
cident; or, (2) pregnancy. Personal Disability Leave is not appli-
cable to industrial disability (otherwise provided for below) ex-
cept to the extent of supplementing industrial disability leave up
to 100% of an employee's regular straight-time earnings. Such ap-
plication will be at the employee's option.
12.2 Eligibility & Accrual: Full-time permanent employees and
part-time permanent employees who work twenty (20) or more hours
per week, who have completed six (6) months of continuous service
will accrue unlimited personal disability leave from the date of
hire at the rate of one (1) day per month for each month the em-
ployee remains in a pay status (twelve, 12, days per year maximum) .
When an employee no longer is being compensated during the major
portion of any month by regular pay, paid vacation, or any other
form of paid leave, the employee no longer will accrue leave credit.
12.3 Evidence of Disability: The District may require satisfactory
evidence of any disability before leave will be granted. If it is
found that the employee is taking undue advantage of disability
leave provisions, the employee will forfeit all disability leave ac-
crued up to that date.
12.4 Holidays: If a holiday falls on a work day within the disa-
bility leave period of an employee who is entitled to paid holidays,
it will not be included in the leave. Nothing within this Title
will be interpreted to entitle an employee to disability leave while
on vacation or layoff.
12.5 Industrial Disabilities: When an employee is absent by reason
of disability which falls within the application of the Workers Com-
pensation Chapters of the State of California Labor Code,, he/she will
be entitled to Industrial disability Leave for the duration of such
temporary disability. Such benefits will begin with the first day of
absence following the day of the disability. The combined amount of
industrial disability and Workers Compensation benefits payable for
each day of absence will not exceed ninety percent (90%) of each em-
ployee's basic daily wage.
12.6 Limitations: The total benefits to be paid for any combination
of personal disability leave and industrial disability leave will not
exceed 100% of normal straight-time earnings less any benefits due
from Workers Compensation, State Disability Insurance, Social Security
Disability provisions, and/or any other benefit program to which the
District contributes.
-15-
12.7 Return to Work: Prior to a return to work, the District may require
a physical release stating the employee is physically able to perform his/her
job duties following any absence because of serious illness of injury.
0 o �l o F- F-
o w FJ r-n (D n m w
C n m of w
(D m rt w Fi- w C N
n rat t rt �5 (D
(D (D O E 'M
O F_ o cD
ccnn P� w
w O 0 m F_
FJ ::5 Oj (D �3' rt"C cn
oaw - ow ••
6C ho Ir In FJ �l H_
(D K �' O ¢ rt tri
cn Z m 11 Pi rt m :X
rt n (D H (D F-
rt w o
(D Hm (D C m (D
rt O
1-3
a a m (Do H rt
-
(D tz �:r m O rh N tlj H
(t rt• � m " ::E w ~
� F- sz� w tr r �
O cz m it (D to w
O ' En W w Pi� LQ
(D t-h m (D
O Frt
F- w o m O m 1
n C 1(.D� 11 O, r h
•)
(D F� H (D
• w rt (D
O t-h rt �3' I-'.
K � w rwt m w
`n Cr I-h m w iZ
w (D I F-'• Pi
Ql (D Fes• I—i O rt
0 X m U3 k< lC (D cn
N (D (D((DD O n ((DD i-h t-h
� � � m' �
• cD cD In F- m
�+ Ft rl Fes• Fes- F-J n
O m 5 N• w
rt m rt I (D F-j
O rt m m
(D
ri
Title 14
GRIEVANCE PROCEDURE
14.1 Definition: A grievance is defined as meaning any dispute
regarding the application of the following:
a) The terms of this Memorandum of Understanding
b) The Discharge, demotion, or discipline of an
individual employee.
This procedure does not apply to instances of dissatisfac-
tion by employees over their wage rates once such rates
have been established by action of the District's Board
of Directors following the meet and confer process.
14.2 Representation: In initiating and prosecuting a grievance, an
employee may represent him/herself or be represented by a representa-
tive of a recognized employee organization.
14.3 Time Limits: The time limits specified below may be extended
for a reasonable period of time to a definite date and time by the
mutual consent of the involved parties. The failure by the involved
employee to meet any specified applicable time limit will constitute
a withdrawal of the grievance. The failure by the involved employer
representative to meet any specified applicable time limit will en-
title the involved employee to take the next step in the grievance
procedure.
14.4 Grievance Procedure Steps:
Step #1 The employee, or one designated member of a group
of employees, (and an employee organization of-
ficial if desired by the employee) will first
identify and discuss the grievance with the im-
mediate supervisor. If it is not satisfactorily
resolved, then:
Step #2 The employee (and an employee organization official
if desired by the employee) may reduce the grievance
to writing and resubmit it to the immediate super-
visor within twenty (20) working days after the
facts or circumstances giving rise to the grievance
are available to the employee. The supervisor will
investigate any grievance properly submitted and
give a decision on the matter within ten (10) work-
ing days from the day the grievance was received.
If it is not satisfactorily resolved, then:
-18-
Step #3 The employee (and an employee organization official
if desired by the employee) may refer the matter to
the department head within ten (10) working days
from the day the decision in Step #2 was received.
The department head will give a decision on the mat-
ter within ten (10) working days from the day the
grievance was received. If it is not satisfactorily
resolved, then:
Step #4 The employee (and an employee organization official
if desired by the employee) may refer the matter to
the District's Manager within twenty (20) working
days from the day the decision in Step #3 was re-
ceived. The District Manager will promptly schedule
and conduct an informal hearing on the grievance and
render a decision within ten (10) working days from
the day on which the hearing is concluded. If it is
not satisfactorily resolved, then:
Step #5 The employee (and an employee organization official
if desired by the employee) may refer the matter to
the District's Board of Directors within ten (10)
working days from the day the decision in Step #4
was received. The Board of Directors, at its op-
tion, will determine whether to conduct a hearing
themselves or to refer the grievance to a hearing
before an advisory arbitrator. In either instance,
the Board will render a decision within twenty (20)
working days from the day on which the hearing is
concluded. Such decision will be final and binding.
14.5 Special Provisions:
a) The employee initiating a grievance will be present during
all steps of the procedure except as otherwise agreed by
the District and the employee organization.
b) The grievance procedure, starting at the fourth step, may
also be employed by the District or the Union for any
matters arising under binding memoranda of understanding.
c) If the management official in Step #3 is the same as in
Step #2, Step #3 will be by-passed.
d) If a grievance involves the individual (personal)
activity of one or more Board Members, taken outside
the scope of official Board authority, such grievance
will automatically be referred to advisory arbitration.
-19-
w N m rn N- E w m rt � N G i rt F✓ n C7 N• N- w N
K o �:s P. t r o cn o O o ul
m b n rt r-J Ft, m n rtcn to cn
� m P- � w � I . H NJ rt t O O N r ~
n o E � P- n � o n w
mC4 m m H- m t-b rt m n rt N rt b
w o m F r r-h m n o N N• x z n w m n
cn G m n rt rt Ffi G m n w n w O o rt F✓ n rt 0
In n E ::� o rt En n l m in o rt �t w N• :z
F'• G m m n �-j cn m o Ft, w o rt G rt
LQ m �Yrt HHrt� w - r+, � ro n � w n Fi•W n
::� m �3' c c n rn in o E m o n o w
m n m m m rt w cn cn o •' i m F rt 0
sz m m c o � m w " cn nrt
s� cn G G m N• cn m
rt •• G � � N G FN sti I.4 v% n In rt
O O Fi N N O E H• O G h-' �3 o rt ho G' ti O t i
m `-- rt H• N Fi �O H• m rt m m m H• n
w ti n c H- rt � m n �' rt w n w x' +c
tU O m N F h to m m m m n rt N. w 7 p
G �1 o 0 0 kC o F'• a x w �, rt
n H- G G G G w � n o t7 rt n N Fi- O
m G n m rt w rt G H m m H- rt � n G o z
G (D m s� �' G s, o •• �o M m G rs, o
rt c n rt �< rt rt m sz n rt rt z
N cn n w m n n 0 H �' d n m rt m rn w c' m F-1- FJ-o w o Fa
m w o m N• cn n n cn I-n m �J d
rt w N m rt ( n cn �d d�
F- G F-' O FJ 1-0F'• F✓
o N• cn N• O F� G rt H
m
F ::5i rt, o L4 'C N t m N-G N 0 to O o
m
N xm N N �c F_ rt F-(D n Injrt G H N
o CO m F'- m rt n n N w- n N rt0
m a H w m o t3' tT w m rt
FJ• G G F-J cn F-3 m m cn W in H N• rt n H
F-J m m rt G'1 n m F'•CO o Fes• rt G b
w n x t3 o m m n o c w P. �:j o m
m n m m rn n m o m n rt to rt a o
n sz cn m d �n rt m Hi �FO F-, o � 0 � tn-i
m cn n LJ- F'- O w cn m
rt H w rt m w o cn n F-1• rt �l rt w rn rt ¢ m
w FJ• n F-•�< t7 rt �l m Ho o G• m n
Fes- 'C Fes• G o Fj m m ;5 H m rt m
G m G cn r-h H• rt C sl n � o �' O O m N ti
rt r-n w n �3' m o kc w
�• rt w - n rt m b cn n (D' P"V
r, ° m g m o 0 (D m �
c w gy m U) F�• F-J En H• m r r ° o o � v
m rr o n sz o b o y '-C m s t, m m
w Ft, �� :� w m F- m Fo m e
�l o o m i x rt Fj o n N m m m n
n r n w m N• m ::5' m �c �5 o cn n 5 m o
m m F-J cn n m a m m'< - b rt ':J
rt w F-A �' w o m a m w � �3' cn
w m n n n cn m cn rt o o rt
rtG rtVm o n rN' �3 m wcn G'lC sln
G m �D' n m w E to rt m m cn G
GG PJ C � ( ¢� 1-0 (D n In (D (D 5 m cn O �
• o O rt m Fl o m n G m
n Fj- Rj m n
P) rt I
t� �
m t-h rt H (ND H s✓ a a s F- H. o n H- rt K n 1-0 O F✓
K 0 mn a Fes- H- rt Fes• m 0t� K m rn .
r fi W m G K O rt m N tv m m rt m F-• C F-
M a N• rt rt N• m & P. Fes• tYK Fes• rt a
K H F'• C m rt m p- H a m m K F✓• n
b F_ t7i t:5 m a 0 F�•ilC r- n n L.Q m n m rt O a z
n m rt a N K C7 FJ rt C a N rt m -- -� �Q n ►-n a 0 K t-n m a � o
1-� F� H.
m m F• t-h � o a rt rn �' K c ho � a rt a N m rr t. � s� a � N � m cn n rt
a m F-' m ho • �3, m H- a �o n m m N• a F--' v C rt ::1 a O N in rt a rt H N• F'-
m n FJ o w Fes- rt n rt ::r H a a w o n e a m n �:• rt P. Fj• o r- F'• F_ rt m n a m n
m rt m FJ- Iv n K a N• 0 N m a a �C m m tr m a m o P. k F- c m m
FJ a a :� m H- ::5 m n tri rt m t1i alz� m m �y m a ::I o a a a
r t, rt 1-0 n FJ m 'C �C ho o n m 0 5 � x � � w m C m m K '� LQ t t 5 m P. 0 0
�N• 0 m t-3 K rt 0 C �310 H F-' FtP. �5 110 m p "t^5 n o F. • N• m rt as Fes• m F-Jn tt
n t� m m Fes• y a m n rt m 0 m > m � Fes• m � p-kC F-' m x rt ::5 0 a �J N• a n
a s lC n n 4 �o n K 0 K k< rt m � Fes• 0 K r. 0 m m H E a rt F'- �C �C t-h hO a r-h tr I✓ C
rt Fl• • 0 rt � � K a K m m m �'' b a kc m '•C m m F-3 • �' Z 0 ho rt Fi- t-' K a
F-'- m �5 F-i• rt o >✓ �5 Flo a m n m 0 m m t7 m m tr O 1-- m a In N P. n m •• n
o ho in F,• m C rt n K P- rtm �:5 m N• m m FJ• m 0 �:5 H •• 0 110 r� H• o P) - a
::5 F✓ H FJ• m a N• z m m a 0 m a a to (n :7' m rt K a 110 n 0 ::5 rt rt �:5
• a a rt a a a c a�o rt K rr rr a w �' a rt G t-h m F-' t::r a m I • :z' n
n m rt m m m H F' H m r. H_ rh K a o N m F--' IJ a N m H. rt 0 M m �c
m FJ K m a a H 0 � Z�' 0 a w m O K F. H H. n C - 0 F✓ n H m n elp- K E G
K 1-0 ..
N a 'C F'- G m '< k< 5`' b' �5 O n n a m m � Fes• a N a s 0 m m n d
a m rt Hl K a m m m m m rt rt �' o K x • H) rt E rt n �:l tQ - �3 p- CA
G I' O O m rt a rt m 'C m a m N- K m rt K H. Fi. a H- H. a m rZ m ��, O
O A K C C a m n F- �'- t7 0 1 n 0 m a FJ• m F'- n O ho H 0 : FJ• rt rt to -3
K 0 �5 a F-'• a rt H rt m til P. ::5 ►-' n rt m QQ a FQ a �j rt to a :Z ho F� t-i �y 0 K m H
0 �_h m rt C a n F'• a m rt m �t a o �v � F-'- rt m rt rt r, rt m F� N m m rt F'• C rt
aacCn ¢ �tNnmom� nmm a, n omm (D � � �h � a• ot-h (• wmu �Z- 0rt � m
tV rt a m a n a Fa- a H- O Fa. • a n Fi- t- F'• H- m - b o a C n `C O m m
H F.kC of rt rh�C n rt rt � m �C n G � a P_ m E t-h n a (� m K � m m a rt b m E n
� m N
1 O O m H• 0 rt rt H• Fes• n E3 ct 0 �Q m rt t h a F- P• a m O �C rt � � m p, � a 'Z3 H �
rh K n m K m O K n C H-'� m > � '"o �C F � rt m F✓ N K a t-h rt m a C a
a r-h O a t-h x K a a m a ►-' •. rt m rt a K m tr 0 �3' rt m �o m a F✓ 0 m
n - c s✓ a F• �c rt m 0 a It ::� o n m m F_j 1-0 Fes• K m a rt H K m H F m to
F'• a K ct rt a m K � F-' � 0 a n H P_�t a m rt rt rt t-h 0 rtm H O rt g m 1-• a - a a a n F✓ m � m � rt K � rt
o to m o a a m rt, rt tr m �Y m n �cs m n rt H H a K m m N m o N
m m m
m a 0 K m -• K H H m a 5 m 0 a H F'• a rt F'• n a m H. U m tb m rt 0
It kC n tr K a F-J rt rt rt l rt ::� K t-h �j H H• O H m rt o Fr• o rt rt H. �$
H m It rt 0 0 m �5 ►� � � � N• H_ N K m m rt 0 0' a F-' n ::I a m m K m H- rt m
0 o I✓ ro F,• K rt a a t3' K kC m H• 0 o H. �5 m rt a m F,• rt rt a 0 I'h kC
�c K i m 0 : m O a m H F,• a H m rt n E rt n k< � � O
m F✓ m K rt .E � a a m Fes• F� m � O W O F a H_ N• 0 m 0 Fes• a m K m a
m O F'- a rh rt 0 a m 0 Fes• rt p, F•'• m m F✓ K rt H- �5 k-0 rt 6< t-h nll:� n a kC - rt a a
C rt O N w �' LQ F•'• rt t t 1_0 m G m rt H m N• a m rt Ln rt-10 �' n a
F'• m P- K Ul m rt N• o K K H- m n n rt Fa- kC rt F-•-
m m m o �r o ►.Q P• rt H- rt H. tr I- �3, LQ �l n rt 0 a N• a 1 :3' rt rt
m �l K m �5 G ::5 �3 :' n m O m z rt O m t-h o a m �' m F-,•
a t3 a a m a K art m w m o rt � K m m Fl- � K 0 a m o
a m n n P.�3 rt •• o H 4 m m K rt o FJ O m �-h ►Q '� �
�c m cr m a H O m t-h F'• m a rt : a m Fes• a m m a K FJ 0 >✓ �:5 F� a
m - n 0 •• 0 rt r. t-h �5 b ::r m K m C n rt F' tt rt H• K m a s✓ O FJ
LQ rt K o rt b P- m m n �31 o m rn a E r a
Ft m m K K �- m a 0 m N• ::50 m n K o � 0 F✓ C n tv o n n F,• tD' m b
t-h 0 H rn m 0 O P• ► _ 1-0 a 0 K N• m Kll� rt t-' O n O n o H rt m m 0
::1 10 t-h c n rt • m �o O 10 K m a c rt H 0 -- m o P. n m
N m a n H. m �:;' �t m W. FJ m � a l< n a n o C K "0 m m n 0 F'-
>✓ F-I K J a rt F✓ Frt m r-h rt K N rt n n m 0 K 73' m a rt rt H• F'• a o t-h rt
LQ a m t-h rt a s m G K H. m m FJ. rt N O w a K. g a m es Fes• o � a � rt
K N � �t, F✓
H - O m �' m a O F 1. � : � G a rt N ti >✓ m rtm W If- � O
Fj• w K ct m � 1_j a rt a o rt art F-' o 1-1FJ w K o K o c :
t-h F-J �3' I m FJ �5 m O 'C m rt � O m K a a t m m
(. � m a rt a FJ- n' 1 K �H o ray m
a n m F-' I m O m
m F-'
16.33 Position Eliminated: If the appointment is termin-
ated because the position is eliminated, the employee's status
will be determined by his/her seniority and qualifications
as provided for in Title 15, Section 15.3.
16.4 Notice of Filling: The District shall, in not more than fifteen
(15) working days from the closing date for applications, post on
District bulletin boards a notice regarding the disposition of the
position with the name of the applicant, if any, selected. The Union
shall be promptly notified of any employee who is by-passed and the
reasons therefor.
r-� -22-
Title 17
TERMINATION
17.1 General: It is expressly understood that the District retains
the right to terminate any employee for unsatisfactory performance
or other serious cause. The specific reason(s) for such termination
will be given in writing within forty-eight (48; hours of the time of
such termination.
17.2 Termination Examples: Reasons for termination may include,
but will not be limited to, the following:
(a) Failure to perform work in an efficient, workmanlike
manner
(b) Insubordination
(c) Absence without authorization or just cause
(d) Failure to effectively cooperate with supervisors
and/or fellow employees in matters pertaining to
District operations
(e) Insobriety on the job
(f) Dishonesty
-23-
Title 18
INCLEMENT WEATHER PRACTICE
18.1 General: Employees who are unable to work in the field be-
cause of inclement weather or other similar causes, will receive
pay for the full day provided they have reported for duty. However,
they may be held pending emergency calls and may be given first aid,
safety, or other instructions. In addition, they may be required
to perform miscellaneous work in warehouses or other sheltered
locations. Temporary employees under the same conditions will receive
pay for time worked or held on District property or when ordered to
standby. They will not be paid in any event for less than four (4)
hours.
18.2 Determination of Weather Conditions: Management will determine
weather conditions that warrant cessation of outside work. In '
arriving at a decision, the following will be taken into account:
(a) Employee safety
(b) Operating requirements
(c) Undue hazards
(d) Service to the public
(e) Job site working conditions
(f) Anticipated duration of time required to leave
unfinished job in a safe condition
(g) Anticipated duration of inclement weather
(h) Distance from job site to operating headquarters
(i) Any other pertinent factors which, in management' s
opinion, should be taken into account in reaching a
decision relative to stopping or continuing work
-24-
44 O
.I.) O r I
U �
•,i >i�D
ri 44 a--) U r i ro
Q O
N (A l
1 •rA 91 � N
44 v O a) U) rl
4-) �I U -P U) Q) O
4Ua A b i p a � M
U O ul 4-I ::5
3 4-3 U ) O �
� U
ri U r-I co N E rIn N
GY r-1 � +�-) �4 - U i),
C7 Q) O •ri M O 4J
p U) Q Q) u) -N �4 4J r.
Pa-, rO 4a � N � � 1 (1) �-4
0� H ( O r-- H Ra rO ro z r L
r--I H S4 r-i 5:� Si •r-I U N
N W > > Q •r-I r U
z v a) 3 H v >i� O
ro - I 4 rC3 � 4-34-)� U �
r
a ro •� o �-I r o 41
4J � rO u � (d 5 3
a
w r•-j O 44 �4 Q) 4-) U O
,40 �° 4J
4-) N r-I .(Ar-q 5,-
r-i In� A � 0 0 O �,� N
N rtS m 41 C� U 4 4 �4 � •N �
�4 $:�
Uv O O U
�4 A
0
r—I r-i N
Ol
r--I 3 +� �-•1
Title 20
CLASSIFICATIONS AND WAGE RATES
The use of masculine or feminine genders
or titles herein will be construed as including
both genders and not as sex limitations
Current Pay Days = 3rd and 18th of each month unless such day
falls on a non-work day in which case pay day will be on the
last work day.
Effective
Title 12/1/79
Electric Department
Foreman, Power Services (Working) . . . . . . . . . . . . . . . . . . . . . . . . . 11.79
Lead Lineman . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11.26
Lineman, Journeyman . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10.72
Apprentice Lineman:
Start .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.77
After 6 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.04
After 12 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.31
After 18 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.58
After 24 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.84
After 30 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9.11
After 36 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9.92
Helper:
Start . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ... . . . . . . . . . . . . . . . . 6.43
After 6 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.97
After 12 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.50
Technical Services Department
Foreman, Technical Services . . . . . . . . . . . . . . . . . . .*. . . . . . . . . . . . 11.79
Technician, Meterman . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10.72
Effective
Title 12/1/79
Warehouseman/Service Utility Man . . . . . . . . . . . . . . . . . . . . . . . . . . 9.11
Meter Reader/Collector/Serviceman:
Start . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.70
After 6 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.24
After 12 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.77
After18 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.31
Helper:
Start .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.43
After 6 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.97
After12 months . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.50
Utility Worker:
Start . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3.22
After6 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3.75
After12 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.29
�- After 18 months ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.82
After 24 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.36
After30 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.90
Water Department
;j
}
Foreman, Water Services (Working) . . . . . . . . . . . . . . . . . . . . . . . . . 10.72
Serviceman .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9.65
Helper:
Start . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.43
Af
ter 6 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.97
After12 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.50
Utility Worker:
Start . . . . . . . . . . . . . . . . . . . .. . . 3.22
3.75
After 6 months . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Effective
Title 12/l/79
After 12 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.29
After 18 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.82
After 24 months .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.36
After30 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.90
Administration Department
Bookkeeper:
Start . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.92
After 6 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.27
After 12 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.64
After 18 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.02
After 24 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.42
After 30 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.84
Secretary:
Start .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.28
After6 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.60
After12 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.92
After 18 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.27
After24 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 .64
After 30 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.02
Senior Clerk:
Start . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.28
After 6 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.60
After 12 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.92
After 18 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.27
After 24 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7.64
After 30 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8.02
.-� -28-
Effective
Title 12/l/79
General Clerk:
Start . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 4.68
After6 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.92
' After 12 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.16
After18 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.43
After 24 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.70
After 30 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5.98
Junior Clerk:
Start .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . 3.15
After6 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3.31
After 12 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3.47
After 18 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3.65
After 24 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3.83
After 30 months . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.03
* Time intervals specified above represent the expected rate of
advancement. A step increase may be withheld if an employee is
not making satisfactory progress; however, in such event, the
employee will be advised in writing as to the basis for denial.
-29-
4
v Ul
U L 0 p N
ri 4 E U N O � 4J � v O O
N N � 3 � A •14 X 4a U
�4 4-4 O •r•4 f14 v
ro (n x � r�—I r•I O ro x W
U
� . 4v.., g v v M vi W
v v •r4 Ul z 3 > S 4 o x
4 M 4J rO N 0 . is 4-) •ri Q) Q4 EH U)
r
4-) O v rd U) •rii � PO4 W
4:� .ri 4.J r(5 v ro •ri •ri r-A v 04 • N m
v 4-) -N rn I r- •r-I rl 4-) ro Hr4 >, f~ r-4 a o
� bn N � 4 3 v 4~ v K�
v -1-4 4~ rd U) Cr rd Ul 4-) U) m > z z
r-4 r--I •ri +) �--: R4 �4 rn +. ri O O a
O A �4 •r-4 v O �4 •H O 44 lT H H
Ln O ::; 41 v ro -li v 4-) O ��' H� H
v ro rO o W 4J � 0 r� r-I r a�, z a •• '
.� � m rl U �D o v a a N o
4J (dv rl >i 4-4 Q) 4-) -H Q F::4wU 0
U)E-r •H M O v Q O X 4-I in Ul U H W
z Ln -P -P -r-I a)v o �l w M o z a
w v v �4 $:,' 4~
w , � �4In ova ° o� v . ro 0
ri 4JQ) 5 v ro U) z •H ro ri v
N f�4 •r1 14 v v 4::s (n Rf �" 'z ro 'b U O
�. -N 04 > �4 4-) r-t � i
54 4-I M O r M
Ul X •rq 4T U U 0 0 �4 H U O
+� p v U rd ro � -H a) v Ra v
O U H Q O (d 04 rO Z -)
E-r t:;) Ul -r-I 4J �-I �4 Ul rd ro v U
a S:� v �4 U v O H Ul �i .�i 0
(� ri • �4 04•rl �' 4-4 v •r-4 v U Ul
H r� N v r-I 4JM rO 4-) �rr-4 � H
-4-) a-► 4-) M 'ri
4-) r(j ri 44 O ri -H 4) a
to �4 (q >4 U v O O N �4 3 4P H
0 Ra o N v r'vi 4�-4 4-4-4 Ul ro Ul �
U -ri v U -P -H 4-) 4J Q H
}� �-4 I:: >1 ¢i v Ul �4 �4 (d a
4-4 N v v 4J r-4 Ul 4-4 v v RS (d U W
O 104 v 0 r-4 44 4 O rd w Q4-r-i z i
v 0 3 z (Z v v H 00 +) a
v O Ul 4J :j to ON >i �4 v U
(D r•I 4-) •H ro r-i 4J v X! ( a
ro o rd � p 4~ �• S4 , -P s4 w
� 04 Z
,Q En m 0 ro 3 ul Q) U) o Ra O 41 Z Ul O
O 4J d-) v v v U v �4 v v M Q
UJ v •r1 v ri O O v 4-) W O w H
4n v v -ri v r4 -H v N 41 U m U E-H v
r 4 �4 O �4 v r--I ri r7 ri z U) 41
H rid 4 O � b � 'aka O Z H 0 3 � H Q Q
}
1
DT,A-N COFER, Business Alan<ago- IZON.F1TZSIMMONS, President
1 4 5
43 tnationat
el
may■.{, `■! ,'■J'y� .;
.. ., ._ is .. -E.;:.✓. .. ... .. _. .-.._ ._..
i., (3063 CITRUS CIRCLE) • P.O. BOX 4790, WALNUT CREEK, CALIFORNIA 94596 (415) 933-6060
February 21 , 1980
Mr. A. Milton Seymour
Manager
Truckee-Donner Public Utilities District
P.O. Box 309
Truckee, CA 95734
Dear Mr. Seymour:
This will confirm our telephone conversation this date wherein
I advised you that the Local Union membership employed by the District
had voted to accept the results of the negotiations between the parties.
With respect to the document presented to Union by District on
February 11 , please be advised as follows.
With respect to item 6 (19.1 General ) , Union accepts proposal
(a) i .e. retaining the word "overall" in the language.
Item 7, Title 20 Wage Rates, Union accepts proposal (a) i .e. one
year term 12/1/79 until 12/1/80.
Very truly yours,
M. A. Walters
Assistant Business Manager
i .
MAW/lhb
cc: David Rossi , Business Representative
1