HomeMy WebLinkAboutRES 1997-12 - Board RESOLUTION NO. 9712
OF SHE
TR .fCIKEE' OIVIVER PUBLIC �.ITILITY DISTRICT'
AMENDING POLICIES DEFINING BENEFITS FOR
MANAGEMENT AND N4N-BARGAlh1ING CINIT EMPLOYEES
WHEREAS, it is the intent of the District to provide consistent, concise and understandable policies;
and
WHEREAS, the Board has determined that it will provide amended benefits to management and
non-bargaining unit employees;
NOW, THEREFORE, BE 1T RESOLVED by the Board of Directors of the Truckee Donner Public
Utility District as follows:
1. That Sections 4.24.005.2, 4.24.020.1 and 4.24.025.2 of the District's Code are
hereby amended as set forth in the attachments hereto.
2. That all provisions of the Code of Policies conflicting with these amended policies
are hereby repealed to the extent that they so conflict.
PASSED AND ADOPTED by the Board of Directors at a meeting duly called and held within the
District on the fourth day of June 1997 by the following roll call vote:
AYES: Jones, Maass, Sutton and Hemig.
NOES: None.
ABSENT. Aguera
TRUCKEE DONNER PUBLIC UTILITY DISTRICT
By
Peter L. Ho zmeister, Di rict Clerk
ATTE ,
Susan M. Craig, Deputy Dis ct Clerk
smc
4.22.060 Annual Review of Overtime-The General Man
overtime hours worked to determine if problems are ager shall, on a quarterly basis, review
developing or staffing is adequate.
(MO91-35)
CHAPTER 4.24
BENEFITS
Sections:
4.24.005 Management and Confidential Employee
Program p oyee Benefit
4.24.010 Deferred Compensation Plan for Management
Employees 9 ment and
4.24.015 Confidential
Management and Confidential Employee
Absence Policy - Unpaid and Paid p yee Leave of
4.24.020 Management and Confidential Employee Vacation Policy
4.24.025 Management and Confidential Employee
Disability Leave and Industrial Disability Leave ersonal
4.24.028 Management and Confidential Employee
4.24.030 Retirement Bonus Holidays
4.24.005 Mang ement and Confidential Em to ee
Benefit fro ram
4.24.005.1 General: This policy shall apply to all regular the Union memorandum of understanding except that the employees of the District not covered by
erm
contracts with any management employee shall supersede the to s of specific written employment
they conflict. terms of this policy to the extent that
4.24.005.2 Contributions:
4.24.005.2(A) Groug Medical Insurance Plan: The District °
employees and dependents. The plan will include utilization review/cost
pay 100/° of the premiums for
80/20 plan agreed upon includes a$8,000/$16,000 stopew/cost containment. The NRECA
utilization review/cost containment share features, medical a loss, a $200/$400/$600 deductible,
at 100%, mail service prescription drugmanagement provisions, generic drugs
prescriptions for program (co-payments for brand name mail order
reimburse employee and dependents for first day medical management) 1997 at $9.00. District will
will cover the 1% claims processing fee. District's NRECA enrollment
deductibles and the District
retirees (who have 20 years of service and who have attained
selection shall allow eligible
together with their eligible dependents, to continue participationd the minimum 62 years of age),
retirees expense. of any benefit entitlements at the
(1) The District will contribute$102.20 month/ 1996 NRECA premium)for the retired
employee after the employee has reached MEDICARE eligible age and has 20 years
Title 4 Page 15
4.24.005.2(B) Vision and Dental Plans
4.24.005.2(B)(1) Vision Plan: The plan pays charges for eye examination, one pair of prescription
lenses, one (1) set of frames in each twelve (12) consecutive month period, when recommended
by a physician or optometrist.
SCHEDULES OF COVERED SERVICES AND SUPPLIES
Exam $35$70
Lenses(Pair)* Single vision $-39$60
Bi-focal $-59$100
Tri-focal $-69$120
Lenticular $-�90$180
Frames $-25$50
Contact lenses(Pair)* 1. If visual acuity is not correctable to 20/70 in
the better eye,except by the use of contact
lenses $180
2. If the patient is being treated for a condition
such as Keratoconus or Anisometropia,and
contact lenses are customarily used as part of
the treatment $180
3. If required following cataract surgery $180
4. Cosmetic $ 5$110
*Note: The amount for a single lens is 50% of the amounts shown for a pair of lenses.
MAXIMUM - The plan will pay reasonable charges for the covered services and supplies
up to the maximum amount shown in the schedule. If the charge is less than the maximum,
the balance will be added to the maximum amount payable for any other service or supply
for which a charge is incurred within 60 days.
EXCLUSIONS - Lenses that can be obtained without a prescription; orthoptics, vision
training or subnormal vision aids; services and supplies not listed in the schedule.
4.24.005.2(B)(2) NRECA Group Dental. The District will furnish the NRECA R&C 80 Dental Plan.
This plan will pay 100% of the reasonable and customary charges for preventive and diagnostic
services and 80% of the reasonable and customary charges for basic services. There is no
deductible. The plan will also pay 50%of the reasonable and customary charges incurred for major
services; however, each covered individual must first satisfy a $50 annual deductible (the first $50
of reasonable and customary charges incurred for major dental services during a calendar year).
This plan will not pay more than $2,000 per person in a calendar year for all preventive, diagnostic,
basic and major services received. (No orthodontic benefits are included in this plan.)
(1)At age 65, with 20 years of service, the District will contribute the full premium for
the retiree.
4.24.005.2(C) Group Life Insurance Plan: The District will furnish "term insurance" equal to three
(3) times the annual salary for each employee.
Title 4 Page 16
(1) Additional life insurance may be purchased in accordance with the provider's
requirements at the employee's expense.
4.24.005.2(D) Long-term Disability Plan: The District will furnish long-term disability coverage of
a monthly benefit equal to 66 2/3% of the employee's monthly salary, up to a maximum benefit of
$10,000 after the 26 week elimination period.
4.24.005.2(E) Retirement Plan: The District will offer the employee a choice of participating in the
deferred compensation plan described in Section 4.24.010 or the District will contribute 100% of
the premium to a retirement plan on behalf of the employee. The plan benefit formula will be
increased to 0.5% for each year over 20 years of service.
4.24.005.2(F) Personal Disability Leave Sell-back:
4.24.005.2(F)(1) After an employee has accumulated 600 hours of sick leave, the employee can
sell back to the District sick leave over 600 ho at a rate of 50% of base pay.
4.24.005.2(F)(2) At retirement, an employee can sell to the District unused sick leave at 50% of
base pay, not to exceed $3,000. Retirement may occur only after completion of employment to the
age of 62 or greater.
4.24.005.3 Longevity:
4.24.005.3(A) In recognition of an employee's years of service, the following annual longevity
compensation schedule will be recognized -
UPON COMPLETION OF AMOUNT OF COMPENSATION
YEARS OF SERVICE
5 years $250
10 years $350
15 years $450
20 years $550
25 years $650
4.24.005.3(B) Longevity payments will be made along with the first pay period of the calendar
year, by separate check, for those employees who are eligible.
4.24.005.3(C) The date from which the employee was employed full time (regular and continuous
employment) shall be the governing date.
(M091-218)
4.24.010 Deferred Compensation Plan for Management and Confidential Employees
4.24.010.1 Any full time, permanent employee of the District who is excluded from representation
by the Union may select to participate in the ICMA Retirement Corporation deferred compensation
plan approved by the District on June 18, 1984, by Resolution No. 8439.
Title 4 Page 17
4.24.010.2 Contributions to the ICMA plan are voluntary on the part of the employee, and shall
impose no cost upon the District.
4.24.010.3 At certain instances and at its discretion, the Board may choose to contribute to the
ICMA plan on behalf of an employee in lieu of other benefits and as set forth by contract with the
employee.
(Resolution 8458)
4.24.015 Management and Confidential Employee Leave of Absence Policy -
Unpaid and Paid
4.24.015.1 Personal Leave: An unpaid leave of absence will be granted to a regular 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. Such
leave will not be granted if the purpose for which it is requested may lead to the employee's
resignation.
4.24.015.2 Military Leave: A regular employee who leaves his employment with the District to
enter the military service or other service where his re-employment rights are protected by law will
be granted a "leave of absence"without pay.
4.24.015.3 Unpaid Medical Leave: The District General Manager may grant regular employees
-- an unpaid medical leave of absence after the expiration of paid disability leaves as provided in
Section 4.24.025 and after expiration of all accumulated vacation. The District may, in its
discretion, require satisfactory written medical evidence of personal illness prior to granting such
leave, and during such leave the District may require satisfactory written medical evidence of
continuing disability, at regular intervals. The cost of obtaining the medical evidence shall be borne
by the employee. If an employee has accumulated greater than four months of paid personal
disability leave and/or vacation leave, then the employee may use all accumulated personal
disability leave and vacation leave. Otherwise, in no event shall an employee's use of paid
personal disability leave, vacation time, and,unpaid medical leave extend more than four months,
unless the District General Manager determines to grant additional unpaid medical leave, and the
General Manager shall do so only in unusual cases involving exceptionally compelling medical
circumstances, when it appears clear that the inconvenience and expense caused by the
employee's continued absence will be outweighed by the benefit of the employee's eventual return
to work. Any grant of unpaid medical leave shall be in writing and shall specify the ending date of
such leave. Failure of the employee to return to work at the end of unpaid medical leave shall be
grounds for discipline, including discharge.
4.24.015.4 Bereavement Leave: Regular employees will be granted three days bereavement
leave with pay in the event of a death in their immediate families or to a member of the employee's
immediate household at the time of death. Immediate family consists of an employee's or
employee's spouse's mother, father, brother, sister, son, daughter, step-child, half-brother, half-
sister, foster parent or grandparent. In addition, such leave may be extended to cover the
employee's step-parent, foster child, or grandchild.
4.24.015.5 JuEy Duty: A regular employee will be paid his straight time salary if a leave of absence
is occasioned by a call to jury duty or by a subpena to appear as a witness in administrative, civil
or criminal cases, unless the employee's testimony is against the District's interest; however, any
Title 4 Page 18
4
pay received as a juror, except mileage expense, will be paid directly to the District by the
employee.
4.24.015.6 Military Training: For a maximum period of two weeks, the District will make up the
difference between normal salary and regular military and longevity pay when a regular employee
is on active duty for training with any of the military services, the Coast Guard, or National Guard.
4.24.015.7 General Provisions
4.24.015.7(A) A management employee's status as a regular employee will not be impaired by an
authorized leave of absence.
4.24.015.7(B) While on an unpaid leave of absence, an employee will not be eligible for personal
disability leave pay, holiday pay, vacation pay or items of a similar nature. If an employee 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.
(M091-218)
4.24.020 Management and Confidential Employee Vacation Policy
4.24.020.1 Full-time regular employees who have satisfactorily completed six months of
continuous service will accrue vacation leave from the date of hire as follows:
NUMBER OF
RATES OF ACCRUAL DAYS
PER YEAR
(a) For the first five years of continuous service 10
(b) After completing five years of continuous service 15
(c) After completing ten years of continuous service 20
(d) After completing 21 years of continuous service 21
(e) After completing 22 years of continuous service 22
(t) After completing 23 years of continuous service 23
(g) After completing 24 years of continuous service 24
(h) After completing 25 years of continuous service 25
4.24.020.2 Any employee who leaves District employment before taking his regular scheduled
vacation will be entitled to receive full pay for any accrued vacation.
Title 4 Page 19
a
4.24.020.3 Vacation leave may be scheduled by mutual agreement between the General Manager
and the employee.
4.24.020.4 An employee may forego his vacation for two years and carry it over to the following
third 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 two years unless the employee is
unable to take such vacation by reason of industrial injury.
4.24.020.5 The General Manager, at his discretion, may grant additional vacation to management
employees who have worked extra hours for which they were not otherwise compensated.
4.24.020.6 Employees covered by this section shall receive three days of paid administrative leave
per year, which leave shall not accrue from year to year. Administrative leave is to be arranged
by mutual agreement of the General Manager and the employee.
(MO91-218)
4.24.025 Management and Confidential Employee Personal Disability Leave and Industrial
Disability Leave
4.24.025.1 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, thereby, unable to perform his/her regular duties and responsibilities. Such inability will
have resulted from personal illness or accident; or pregnancy. Personal disability leave is not
applicable to industrial disability (otherwise provided for below) except to the extent of
supplementing industrial disability leave up to 100% of an employee's regular earnings. Such
application will be at the employee's option. Employees may use their personal disability leave,
up to a maximum of six (6) days in a calendar year, for paternity purposes, to tend to an ill spouse,
child, or parent. Employees can accumulate unused family sick leave not to exceed six days.
4.24.025.2 Eligibility bility and Accrual: Full-time regular employees who have completed six months
of continuous service will accrue unlimited personal disability leave from the date of hire at the rate
of one day per month for each month the employee remains in a pay status (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.
4.24.025.2(A) Disability Leave Incentive Plan -
If you have low personal disability leave use, you can exchange personal disability leave
for its cash equivalent according to the following schedule. Eligible employees are
permanent full-time employees who work a full payroll year. The credit is granted after year
end according to the following schedule:
PRIOR YEAR'S PERSONAL PERSONAL DISABILITY LEAVE
DISABILITY LEAVE USAGE CREDIT CONVERSION
Zero(0)days Two(2)days
One(1)day One(1)day, four(4)hours
Two(2)days or less One(1)day
Three(3) days or less Four(4)hours
Title 4 Page 20