Reso 1258-02/2006•
RESOLUTION NO. 1258
RESOLUTION OF THE BOARD OF DIRECTORS OF THE
VALLECITOS WATER DISTRICT
AMENDING RULES, REGULATIONS AND PROCEDURES,
SALARY RANGES, AND OTHER CONDITIONS OF
EMPLOYMENT FOR EMPLOYEES OF THE DISTRICT
FOR FISCAL YEAR 2006-07, 2007-08, 2008-09, 2009-10 AND 2010-11
WHEREAS, the Board of Directors of the Vallecitos Water District (District) desires
to amend the Rules, Regulations and Procedures of the District for Salary Ranges and
other Conditions of Employment for Employees of the District;
NOW, THEREFORE, BE IT RESOLVED by the Board of Directors of the Vallecitos
Water District as follows:
SECTION 1: MEMORANDUM OF UNDERSTANDING.
The Board of Directors does hereby adopt the Memorandum of Understanding
between the Vallecitos Water District and the Vallecitos Water District Employees'
Association for Fiscal Years 2006-07, 2007-08, 2008-09, 2009-10 and 2010-11 as agreed
and signed on February 2, 2006, by the Employees' Association Representative attached
hereto as Exhibit "A" and incorporated herein by reference.
PASSED, APPROVED AND ADOPTED by the Board of Directors of the Vallecitos
Water District at a regular meeting held on the 15 h day of February, 2006 by the following
roll call vote:
AYES:
NOES:
ABSTAIN:
ABSENT:
ATTEST:
FERGUSON, GENTRY, HANNAN, SHELL, DAVY
io12_0 u-O-Q
William W. Rucker, Secretary
Board of Directors
Vallecitos Water District
Paul A. Davy, Presiden
Board of Directors
Vallecitos Water District
Resolution No. 1258 EXHIBIT "A"
Memorandum of Understanding
Page 2
MEMORANDUM OF UNDERSTANDING
BETWEEN THE VALLECITOS WATER DISTRICT
AND
THE VALLECITOS WATER DISTRICT EMPLOYEES' ASSOCIATION
COVERING THE EMPLOYEES' UNIT OF REPRESENTATION
FOR 2006-07, 2007-08, 2008-09, 2009-10 AND 2010-11
This Memorandum of Understanding is entered into between the Vallecitos Water District
(hereinafter "District") and the Vallecitos Water District Employees' Association (hereinafter
"Association") following good faith meeting and conferring on wages, hours, and other terms and
conditions of employment and covers the employees in the general employees' unit of
representation. This Memorandum of Understanding constitutes a mutual recommendation to
be submitted to the District's Board of Directors and shall not be binding upon the parties hereto
in whole or in part unless and until said Board of Directors formally approves said Memorandum
of Understanding.
IT IS AGREED BY AND BETWEEN THE PARTIES HERETO AS FOLLOWS:
I. RENEGOTIATION
In the event either party desires to negotiate the provisions of a successor Memorandum of
Understanding, such party shall serve upon the other no sooner than January 1, 2011, and no
later than April 1, 2011, its written request to commence negotiations, as well as its full and
entire written proposal for such successor Memorandum of Understanding. Upon receipt of such
written notice and proposals, negotiation shall begin thereafter no later than April 15, 2011.
II. COST OF LIVING SALARY ADJUSTMENT (COLA)
The adjustment for each fiscal year shall be based on the San Diego Consumer Price Index
(CPI) for all urban consumers (CPI-U) for the preceding calendar year or its successor
document. The COLA is based on the percent change in the CPI-U for the calendar year. If a
COLA cap was not invoked in the preceding fiscal year, the percent change shall be equal to the
percent change published by the Bureau of Labor Statistics. If a COLA cap was invoked in the
preceding fiscal year or years, the beginning CPI shall be modified to reflect the cap from the
previous fiscal year or years to calculate the percent change.
A. Fiscal Year 2006-07: On or about March 2006 the District shall provide a COLA
increase in salary in an amount not to exceed 4.0%.
B. Fiscal Year 2007-08: On or about March 2007 the District shall provide a COLA
increase in salary in an amount not to exceed 4.5%, as adjusted if the cap for the
previous fiscal year's COLA increase was invoked.
Resolution No. 1258 EXHIBIT "A"
Memorandum of Understanding Page 3
C. Fiscal Year 2008-09: On or about March 2008 the District shall provide a COLA
increase in salary in an amount not to exceed 5.0%, as adjusted if the cap for the
previous fiscal year's COLA increase was invoked.
D. Fiscal Year 2009-10: On or about March 2009 the District shall provide a COLA
increase in salary in an amount not to exceed 5.5%, as adjusted if the cap for the
previous fiscal year's COLA increase was invoked.
E. Fiscal Year 2010-11: On or about March 2010 the District shall provide a COLA
increase in salary in an amount not to exceed 6.0%, as adjusted if the cap for the
previous fiscal year's COLA increase was invoked.
III. FLOATING HOLIDAY
Upgrade Floating Holiday pay from 16 hours to 18 hours.
IV. HOLIDAY ADDITIONS.
During Fiscal Year 2007-08, the District shall allow the employees to utilize one of their two
respective nine -hour floating holidays for Monday, December 24, 2007, the day before
Christmas, which will close the District's offices.
During Fiscal Year 2007-08, the District shall provide one additional nine -hour holiday on
Monday, December 31, 2007, the day before New Year's Day, which will close the District's
offices.
During Fiscal Year 2008-09, the District shall allow the employees to utilize one of their two
respective floating holidays for Friday, December 26, 2008, the day after Christmas, which will
close the District's offices.
During Fiscal Year 2008-09, the District shall provide one additional holiday on Friday,
January 2, 2009, the day after New Year's Day, which will close the District's offices.
V. DISTRICT HOLIDAY HOURS
i Establish that employees are paid for a full scheduled workday for District holidays, either eight
(8) hours or nine (9) hours depending upon regular scheduled work period(s).
VI. SELF-IMPROVEMENT PROGRAM UPDATE
The District encourages and financially assists employees with their educational advancement to
improve their job knowledge, skills, and capacities on their present job; to prepare for
advancement within District employment; and to assist the District in achieving maximum use of
human resources in attaining departmental goals through the employees' development.
Resolution No. 1258 EXHIBIT "A"
Memorandum of Understanding Page 4
A. REIMBURSEMENT
1. Reimbursement shall be a maximum of twenty-five hundred ($2,500) dollars
per fiscal year for all eligible employees, recognizing that the District will
establish an annual Fiscal Year Budget Cap that will utilize a "first come, first
served basis" in the event of significant participation by the employee group.
2. Reimbursement shall be made for up to a maximum of twelve units per quarter
or semester each fiscal year for tuition, registration fees, textbooks costs
(including tax), and laboratory fees. Expenses for parking, travel, meals, and
other incidentals are not reimbursable.
3. Employees who are eligible for Veteran's educational benefits from federal
and/or state governments are also eligible for the District's reimbursement plan
to the extent of the difference between the total amount of their Veteran's
educational benefits received and the maximum specified in Section 1 and 2
above.
B. SERVICE REQUIREMENT
1. Employees are expected to remain employed by the District for a minimum of
one year after completing the course(s) for which they have received
reimbursement up to $2,500 and two years for cumulative reimbursements that
exceed $2,500.
2. If an employee to whom a tuition reimbursement has been made, leaves
voluntarily, or is discharged for cause, prior to completing the service
requirements, the tuition reimbursement shall be due and payable at the time
of termination. The employee may have the amount deducted from the
employee's final paycheck, or will be required to make other acceptable
arrangements for payment.
3. Employees leaving the District's employment under a potential layoff resulting
from a reduction in force shall not be deemed to be leaving voluntarily for
purposes of this policy. The General Manager shall certify to the existence of a
potential layoff.
4. This policy does not cover reimbursement of expenses for conventions,
seminars, workshops, short courses, institutes, or other training programs.
C. CRITERIA FOR REIMBURSEMENT
1. Course(s) must be:
Resolution No. 1258 EXHIBIT "A"
Memorandum of Understanding
Page 5
a. Related to the employee's work, or
b. Related to District work which the employee can reasonably be expected to
perform in the future, or
c. Included in the required or elective curriculum for a degree related to the
employee's or District's work which the employee can reasonably be
expected to perform in the future.
2. Course(s) must be taken on the employee's time.
3. Course(s) must be taken at accredited colleges or universities, approved trade
schools, or with approved correspondence schools.
4. The employee must have completed six months of District service in a regular,
full-time position to apply for tuition reimbursement.
5. Reimbursement shall be made to the employee upon evidence of satisfactory
completion of the course(s) with a minimum final grade of 'B' or its equivalent.
Reimbursement shall not be provided for audited courses, courses taken an
additional time(s) or incomplete courses.
D. PROCEDURES
1. Prior to enrolling in a course(s), employees shall apply for tuition
reimbursement by completing the District's Tuition Reimbursement Request
form, and submitting this form to their supervisor, who shall forward the request
to the Department Manager.
2. The employee's Department Manager shall recommend either approval or
denial of the application, based on the tuition reimbursement guidelines. If the
Department Manager recommends approval, the application is then forwarded
to the Human Resources Department for review for compliance with program
criteria and processing, who will then forward to the General Manager for
consideration of final approval.
3. After approval, the request form shall be returned to the Human Resources
Department who will then forward the request form to the employee.
4. Employees who arrange with the educational institution to have the District pay
that institution directly after they satisfactorily complete their course(s), shall
immediately prepare a request form describing the payment arrangements, and
forward it to the Human Resources Department for approval.
Resolution No. 1258 EXHIBIT "A"
Memorandum of Understanding Page 6
5. After completion of an approved course(s), the employee shall furnish the
Human Resources Department with original receipts of payments made,
purchase order number (if assigned) and evidence of satisfactory completion of
the course(s).
6. After certification by the Human Resources Department, the request for
reimbursement shall be forwarded to the Finance Department for processing, a
copy of said request shall be maintained in the employee's personnel file.
VII. CLASSIFICATION AND COMPENSATION STUDY
The District shall perform a Classification and Compensation Study a minimum of every five
years, with a goal to be completed prior to commencement of Memorandum of Understanding
negotiations.
IN WITNESS WHEREOF, the parties have caused their authorized representatives to execute
this Memorandum of Understanding this 2nd day of February, 2006.
a
Ed Pedrazzi UC Date
FOR THE VALLECITOS WATER
DISTRICT EMPLOYEES' ASSOCIATION
Employees' Association Representative
1,U
William W. Rucker Date
FOR THE VALLECITOS WATER DISTRICT
Employee Relations Officer