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Home My WebLink AboutRES 1982-22 - Board RESOLUTION NO. 8223 OF THE TRUCKEE DONNER PUBLIC UTILITY DISTRICT ESTABLISHING DEPOSIT SCHEDULE FOR PROJECT REVIEW, INSPECTION AND OTHER RELATED SERVICES WHEREAS, the Board of Directors of the Truckee Donner Public Utility District has determined it to be in its best interest to establish and collect deposits for project consultant review, inspection and other re- lated services; NOW, THEREFORE, BE IT RESOLVED by the Board of Directors as follows: 1. Effective with the date of this resolution, all prior policies, resolutions and/or ordinances pertaining to project review and inspection deposits are rescinded and of no further force and effect. 2. That Exhibit "A", Project Review and Inspection Deposit Schedule, is hereby adopted. PASSED AND ADOPTED by the Board of Directors of the Truckee Donner Public Utility District at a regular meeting thereof duly called and held within said District on the 3rd day of May, 1982, by the following roll call vote: AYES: Corbett, Huber, Kuttel, Monson and Maass. NOES: None. ABSENT: None. vi TRUCKEE DONNER PUBLIC UTILITY DISTRICT By James A. Maass, President ATTEST: Susan M. Craig Deputy District Clerk _._ ..... .... ..:........ .. ,,..,..,.:....r,,iv,.rA.af,,,±nF.;t.exe., ..y. 7cS'rx£-x...q._.. ,. ?'^". i'-'.'f $;i.+:^s:' z...:iF.• r;r- .a,..'•.6 a - i PROJECT REVIEW AND INSPECTION DEPOSIT SCHEDULE PROJECT APPLICATION REVIEW DEPOSIT A deposit of $7 50 will be required of a project proponent to defray the cost of review by the District staff, legal consultant and engineering consultant. PROJECT PLAN REVIEW - AGREEMENT PREPARATION DEPOSIT A deposit of 1 a of the Engineer's estimate of construction costs shall ac- company the submittal of plans for review by the District. PROJECT INSPECTION FEES A deposit in the amount of 3 0 of the Engineer's estimate or final construc- tion estimate shall be made prior to the issuance of a permit for connec- tion to the District's facilities or the beginning of construction. Only actual costs will be levied against the deposits. If the costs in- curred are Less than the deposit, a refund (less administrative costs) will Ye made If costs incurred are in excess of the deposit, a billing for the amount over the deposit will be made. All charges must be paid prior to the District' s acceptance of project systems. i 1 JMW/smc Exhibit "A" .., .... ... .• ... , .. -. ..._.i.. _ . ...a... V f's.. ..r .. K�S!.._n.-!iSAfE-:..lh.i. ... .V f 1B4 ,... __..i. < _ S _ •.N: _ �T51+Ff►B�ib•"'.'k2ib"tr�tt.:.T•L�ti'_.u;..:f,:.@1U7lfA.CiY?l7ilxtti!. :..y9Y>> -. .. •. .s....msr'xaa,.. rr s.. .. ,..er .., ner x :7tru,n•._tvs.-rar:,w.,.ao,:str<.^7. aisa%,..,,;.:.7:avt-.ssssae::..Y#-..t."x;`.sYi.-.*f�w^'3-?4-;:,�fa4..iEa'. ?k}:i88k Gx--',-r.'°.Yt .. ♦ r r rI'!`U Cr Policy JAI-Id Ope r(3 t i_nc� DEPARTI-II,'NT IN . Date SUr)e r:cedes NO. Date REFERENCE Sub 0ect: Civil Service System Object : The principal objective of the Cavil Service System is to establish a systern which p1 ov.id(.�s for: a. Fairness and consistency in the acllni_nistration of all District personnel Ina.tters; F b. Equitable 'and peaceful procedures for the resolution of differences; aizd, c. The means by %,,;h.ich c mi3loyees can exercise individual rights under the law. Score: The following orovi si_ons shal. 1 ajDply throughout the District. Other, written personnel policies as may be adopted �:nd amended from time to time by the Civil Service Commission 51WA .l 1 becOlne part Of the District ' s Civil Service Sys k.--em. Polio: I . Civil -service 'I'11t2L e is hereby es abl i shed ,,within the Truc}.,ee �IXol1ner Public Utility District, a civil service system wfii.ch shall be adfidnistered by a civil. Service Coiruni-lion . The Civil service Co1Z u-nission shall consist of the Board of Directors, acting ex officio. ? . Adoi.:)ti.on of Poli_cv ; Cht:nc;e in Policies : The Civil s<?i-vice Cc�1«ini��S.ior1 Sh,-1.l_1. be CMIDOWered tO -i(-] j)t:. �:rit�_en pol.i.cie�� ith 3pect t O Di1 -:;Lrict iD r_` onnel i1��tt:��r� , ��.ilC`� _��_3��}� ��t.�.� �c1��c� !, !�Ll1 ci(-10Pt0d s Iia I I bt-,co:�e a part �� the c 1 v 1 l �CL"V ace �`'`�to?n. ReaSn fable notice oz the a(_lopti(Ion Of policies or of any p1:01:)os:2c7 C,!A� cf-2s Z_n I iSUIr-Ict «eLs��r�nel policy sha t1 be given in c�c �'��i��<�c of �i�,option �)y C.IIe C'ivi_l Service CoI��:�za.s 3 . General Board �e.�t_r v eJ Ghe po•�er to trod 1 fy adopted . Mien otne r pro posed personnel action any policy that i t ��a s does Ilot co1lf l is t with Board--a pni ove)-d lDol ictij, it may be to :en IDy the General I'lanager or -such designee as he/she I:1Z-1y elect; 110%-:0- Ver, such action will not be .in contravention of any (-app1 i_cable nor any boob f ide ;ls::'fllt�i"iitlC llttl of under s t.-CMd.1_1-Ig ('_Xecuted be-t%•,'eels the D-istr ic't and a rejc,ogntr.ed o-,,ni:)loyce oryanization. 4 . Con f 1 i.c.is of Interest : No employee shCr 1 1 have any filiz) lclal. interest in (any activity out` idt t-I-Ie r i:uc.}:CC Donner Public Utility Distr.ict which does business forProfit with t1le TrucrKee Donner Public Utility District. _ ` ' a f ..__,__...>-,_...._.._ .... -.. _ ,,. ..-...:-_.,.,.,;•s�v- <k.- --i...a.=..,_.r,.<-___..:,:-..,.-,. -.... ........:,-ws.:.»:,._ -,... .�� -.......,_...->_„m..._v... -.,...._._ _.:.- -.._-..,. -_m,.a._,..,..._..__.>..,_aH-+-.».w......�.a--.a.w..-.,..- _ __ r • So Per'for Inance Relx)rts : `I' e Ge.leraI {"II'li�C��C'r sh��.l c�*:�t:��1 i>}1 ._�_�._._�- wrr. �._.__....__.__ _ a.__ ..� im t.hC)c� c�f �.�� "� �.a l 1.t�i1c (_.�141c)�.(_��j�.a�tl, I� �r fc3L'r11cil)C�'c_ w}1�.c:}1 .��1j 1 1 b� used to irif luence such decisions as In�Il.].t wc-lc-ve i'And or s-3 l c-ir•y adVarlCC'Iile+lt, need for- tra in ng , promotion, perforinc-ince �_ir11-)rovement , retention of pr.ob,ationer_s, and order of layoff. The systecii shc�11 meet the following standards: a . It shall be sy s teind tica ]_ ly applied to all employees wlio are subordinate to the position of General_ r•�an�jgc,�. b . It shall recillire regular periodic reports at least once a year and at least three t.iines during the probation-ry period . c: Reports shall be in writing and shall be retained for at least two years after termination of ernployment with the District. do Rating criteria shall be job related. e. Employees shall leave -in opfx)r tun:i.t.y to review Z}nd respond to the wri tterl report of evalua t io:-1. C . Disc boar r Procedure : The General m a nag e r s ha 1 1 deve lop, arid submit for Board adoption, a procedure for ac�Tiinisteri ng disciplinary t-�ction. ` `his procedure shy- ll provide, whcnever rep:sonable, for notice of possible punitive rlct.ion in advc,rIce of taking the action. In addition, it sba 1 l provide for protection o f employee rights under_ the l.aw. 7 . Grievance-Procedure : Vie Djoard will recognize the gr_ievance procedure as outlined in the Title 14 of the Melnoranduln of Understanding . In connection with all grievances filed, it shall be tale policy of the commission that: a. Pro,ilpt attention be q 1Ven to is l l gr i-evr--inces; b . `I'i�e 1 e ID freedom f L oNi rei�r_ �_s a I a9,- i.ns t tIiose filing a Y L iev'llice :.Ind f C . .oyt 1 e ili to r eSOIVe t11e 9L'.icvk'.1I1cc 1k1 L the possible level te)_i t_l1 in Di E trice. . Ljiiployee Records : '1'h e G ry e�-z i l 1"Ala i; q e r sh a 1. L c-�3 u s e to hC-1Ve est(} d and Inainta i n c d for c?(-1c I e-iiipIoyc--c0 of District, pf�l-so11I�el r ec� ��:c� �•�i�ic�1 fail.-.ly rt�'131-c2scrIt:s t�11C" c�z�� .��y�l�.� ' : �•�r�r}�: hi.: t�ot��y `tir�.t-11 the District . Such r ecor-cls shall be acc(..ssible to the i3oc:rd of Dtrectoz:s, the General Manager , the eiiiployee , and such other persons as iiiay be ag L eed to by tl-ie el;�pl_oyee. s 3 I . ... T/.^•',•.4Tt 9 `. :r. .' .Sf+T,':f'R. .C.Rr .. '. ._ '111�'!fr�k.. ��'�Ir �l�` -��.''. .f.• ��.F:�fl,.�'Srl}IA}f17.j'vY.7l'..;R}E{1C"R'...T ,:--...iY.,.r v::...1....1.,..Y}GS1d..217.i..r.:k'Yr.--xt..f{ptr..:3a.-. .-... ..n r.r r_ntl..t;y v..r., ... _. _ .._... ..._. _ .. ., f' RESOLUTION NO. 8222 OF THE TRUCKEE DONNER PUBLIC UTILITY DISTRICT RESCINDING RESOLUTION NO. 8210 REGARDING SUSPENSION AND/OR TERMINATION OF EMPLOYEES AND ADOPTING A REVISED PROCEDURE REGARDING SUSPENSION AND/OR TERMINATION OF EMPLOYEES WHEREAS, on March 1, 1982, at a regular meeting of the Board of Directors of the Truckee Donner Public Utility District the Board, by adoption of Reso- lution No. 8210, adopted and established a Civil Service System and Disciplin- ary Procedure; and WHEREAS, after the adoption of Resolution No. 8210 and at the request of Local Union 1.245, I.B.E.W. , representatives of -the District corresponded with representatives of the Union and met on April 2 l, 1982, for the purpose of satisfying any obligation of the District to meet and confer with the Union concerning the Civil Service System and Disciplinary Procedure ; and WHEREAS, the Board of Directors has considered those changes recommended by the Union; and WHEREAS, a revised Civil Service System and Disciplinary Procedure has been drafted and attached hereto, ar'ld each incorporates those recommendations rrvide by the Union; NOW, THEREFORE, BE IT RESOLVED by the Board of Directors of the Truckee Donner Public Utility District that Resolution No. 8210 is hereby rescinded; and BE IT FURTHER RESOLVED that the attached. Civil Service System and Dis- ciplinary Procedure are adopted as the Civil. Service System and Disciplinary Procedure of the District. PASSED AND ADOPTED by the Board of Directors of the Truckee Donner Public Utility District at a meeting held within said District on the 3rd day of May, 1982, by the following roll call vote AYES: Corbett, Huber, Kutte l, Monson and Maass. NOES: None. ABSENT: None. TRUCKEE DONNER PUBLIC UTILITY DISTRICT ByL ✓ 4 i s � sl James A. Maass, President ATTEST: f 1 Y j low ,r 00 Susan M. Craig, Deputy District Clerk- 00 -- DISCIPLINARY PROCEDURES Subject . Disciplinary Procedure Oblect: The principal objectives of this policy are to (1).. promote orderly job conduct and the longer range . development of a goal-oriented and productive personnel team; (2 ) help ensure compliance with state and federal laws prohibiting discriminatory practices relating to sex, racer etc. , and, (3) establish the procedural means of protecti ng employment rights of employees. scope= This policy applies to all permanent employees , except those positions listed in 516111 of the Public Utility District Act,, to wit, the clerk/ex officio secretary of the Board , the accountant, the treasurer, and. the general manager, Policv: 1 , Definition. The term discipline will be understood as meaning "a state of orderliness" such as in a "disciplined team" or in a "disciplined performance" . Therefore , disciplinary action is action taken to maintain an orderly way of doing things . The following provisions are generally confined to negative actions or sanctions to be invoked in the event of unacceptable employee performance. It is well to recognize that they are no substitute for positive or constructive actions (such as counseling and goalsetting) . 2 . Grounds for Discipline. The following are examples of conduct for which discipline may be imposed. This list is not exclusive and discipline may be 'imposed for conduct not set forth below: (a) Fraud in securing employment. (b) Incompetency, (c) Inefficiency. (d) Inexcusable neglect of duty. (e) Insubordination. Jt 1b (f Dishonesty. (g) Intoxication on duty. (h) . Illegal use of narcotics or other controlled substances. (a..) Inexcusable absence without leave, 4 j} Conviction of a felony or conviction of a misdemeanor involving the following 'criminal offenses against persons such as homicide and assault, and against property, such as arson, burglary, and theft. A plea or verdict of guilty, or a conviction following a plea of nolo contendere , to any of such criminal offenses is deemed to be a conviction within the meaning of this section. (k) Inappropriate treatment of the public or other employees . (1) Willful disobedience, (m) Misuse of District property, (n) Theft. (o) Tardiness. (p) Other failure of good behavior either during or outside of duty hours which is of such a serious nature that it reflects directly upon and causes discredit to the District or his employment. 3 * Progressive Penalties. In general , a supervisor ' s approach to matters requiring disciplinary act -ion will consist of the following: Offense Action Penalty First Verbal warning none 2 . C:A]ili•3O+YK'!;v:Yvw:�•rC'..ram .......a.a...........:...>w.. 1 Second Written report in none employee ' s file Third Written report in suspension employee ' s file without pay Fourth written report in Discharge employee ' s file The seriousness of the offense shall be taken into account by the supervisor, and the supervisor need not necessarily proceed toIthe next level of disciplinary action upon the repetition of the offense, In order for a supervisor to proceed to the next level of disciplinary action, the offense need not be a repetition of a prior offense. 4 . Exceptions to Progressive Penalties. A supervisor need not always follow the progressive penalty schedule contained in paragraph 3 , a. Instances in which supervisors may proceed directly to the third step include, but are not limited to, the following --- serious violation of District safety regulations , procedures , and/or a supervisor' s instructions . b. Instances in which supervisors may proceed directly to the fourth step include , but are not limited. to, the following: ---- Intentional refusal to follow a supervisor' s instructions; gross insubordination. --M- violations of the basic: rules of conduct such as intoxication or theft. --- Action affecting probationary or temporary employees. 5 . Post-Disci linary Review. 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(D F-J.0 U) X 0 0 (D rt F-J- ct (D (D (D 0 (D (D ::r (t (t rt 0 n (D (D F-J-0 0 co m (t ft rt rt H. (D Ct I-I (D (D Cn (D (D 0 rt �Oj 0 ct Fj_ D (D (,D 0 (D 0 (D r (D 0 (D �-h (D �l Fi.ct pi P-Z� (D �l ct �rt rl �n,H. (D kT) �:5 q% c� 4 (D -C� �l rt CD ::r (D F_j 0 <�, (_Q (D 0 0 (D ::r (D .0 0 (D ct F" Ct Z:r 0 0 rt (D �l (D F-J* F-J '-J*Ul Ct 0 (D 1-t M (D Fj-rt (D ::I (D rt rt (D (D rt (t (D In 0 Z7, 0 (D to < (D 0 (D 011-i (D (D liz� Ol P 1-t --i H'(-t (T) �l (D (,t keD x ct (D �5 �u 0i F t34 Cr m rt U) �l 0 rt (D 0 f (D cn rf ct :u- 0 �:l (D (D0 H, rt M rt 0 (n rt (D (D rt 0 t-I In �l Fj <� �:Yj IVO r_l ct rf P_ �5 rf a) rt VI 0 :D, ra ct (D C CD 0 Qj n �_j �:r �3a 0 0 00 �5 0 �3'rt �L) 0 0 to1-1 �l CD (D F� (D ct 0 M �aj ct �l IT W (D t-0 (D 0 cn �_l p- ti rt X%. ct 0 0 0 ::1 �0 �CO 0 �FJ-FJ- W-P6 they are otherwise required by statute to be recognized at the hearing , and. irrelevant and unduly repetitious evidence shall be excluded, d . The Review Panel sha I I issue a written determination as to whether the proposed disciplinary penalty will be sustained , sustained in part and. revoked in part., or revoked , within one ( 1 ) day f rom the date of the pre-di-sciplinary review. A copy of the decision shall be & delivered to the employee personally or sent by first class maj-1. e, In the 'event the employee does riot appear at the pre-disciplinary' review, or notifies management that he will not appear, the penalty will he sustained and the supervisor will immediately proceed to effect the proposed disciplinary action. fS If the proposed discipline is suspension without pay and the penalty is sustained , then the District shall, within the following thirty (30) days , withhold the pay that the employee would otherwise have earned for the period of the suspension. If the proposed discipline is suspension without pay and the penalty is revoked, the employee shall be immediately reinstated with no loss of pay 0 (2) If the proposed discipline is discharge and the penalty is sustained , then the discharge shall become effective 'immediately upon issuance of the written determination, and the employee shall not receive anv pay after the expiration of five (5) working days after the original suspension took effect. If the proposed discipline is discharge and the penalty is revoked, the employee shall be immediate1v reinstated with no loss of pay. 79 Removal of Written Report from E=loyee File If a written report is placed in an employee ' s file and the employee is not sub ect to any further disciplinary action of a similar or related nature for a period of two years , then the written report. shall be removed from the employee ' s fil.e . 9 Ik j:41 0 0 He � F34 pe,� 0 He,(D 0 0 1 � 0 C Fj•(D ct (D ',:I 17LI rt m 0 �l r2j, 0 In Qj"Ij 0 rt �3' In 0 QQ He m 0 U�(D f__j tj rt 0i w Fj-1-1 (D (D (D C) co m H. (t (D i:lj (t p-rt �l 0.5 ll� 0(D P;Zlj f-) D ct (n (D 0 rt (t INS Qj He 10 -0 '-(D to 0 (D rta� 0 C) we rt (D U) 0 (t • rt t-t M tr 0 F1K tD �' 0 Fie, 0 N Fi- ct He (t 0 0 rt o Fjs tl �3 M :3- cam r-4 ct �u (D 0 i--j He ct X H.rt (D He p It El n 0 t (D He 0 CO 0 (D rj (D Ct Ct IIQ 0 Ct �l 0 0 ct (D %OD 0 -� �- rt rt ct ct 0 J. CD (t (D k n (D rt He He pa la) Oj o 1-1 (D (D H ct �l (n (D (D (D (D (D (D H (t r_j t I (D & CD C) rt 0 ct Qc� Ct U) ct (D H ct ct 0 He (D 0 F" (D rt (t 0 (T) 10 �l v He LI—h (D rt (D rt�u �1) t n 0 It H e F.J_ (D (D (D(n ct �l Ct 0 0 He (t �o �5 ct QJ �D, Qj-Z5 rt (t ft 0 C) (D Fa- r t �u �u n �. �' � � M.(D �� He He 1. rt Ct �u �j 17J He (D Oj �D ct ct ct Fj- (t _n a) ry)