1993-1207_CVWD GENERAL EMPLOYEES_Memorandum of Understanding" MEMORANDUM OF UNDERSTANDING 0C£4
BETWEEN THE
CAPISTRANO VALLEY WATER DISTRICT AND THE
CAPISTRANO VALLEY WATER DISTRICT GENERAL EMPLOYEES
Section 1, Agreement
This agreement is entered into by the parties on behalf of the
Capistrano Valley Water District (District) and the Capistrano
Valley Water District General Employees (General Employees) in
accordance with the provisions of Section 3500-3510 of the
California Government Code, otherwise known as the Meyers-Milias,
Brown Act. All provisions of this agreement are effective upon
adoption of this agreement by the District Board of Directors
unless otherwise specified.
Section 2. Recognition
The District recognizes the General Employees as the "recognized
employee organization" for non-management and non-confidential,
full and part time employees.
Section 3. Rules and Regulations
The personnel rules and regulations that govern wages, benefits,
work conditions, standards of performance and conduct are
contained in a Employee Handbook dated December, 1992. This >
handbook replaces and supersedes all previous versions and previous
MOUs. Changes agreed upon in this MOU through negotiations will be
incorporated by issuing revised pages to the December, 1992
version.
Section 4. Salary and Benefits
The District agrees to continue the merit pay increases to eligible
employees in accordance with the Employee Handbook. Expect for the
changes in this MOU, all benefits covered in the Employee Handbook,
including those subject to renewal by the General Manager will be
continued for Fiscal Year 1993/94. A general increase to the
General Employee Salary Ranges of 2.5% will be implemented,
effective on July 1, 1993.
Section 5. Performance Pay Plan
The District and General Employees agree to eliminate the Performance Pay Plan, Section 316.
Section 6. Bilingual Pay The District will add to the Employee Handbook Section 324 regarding the payment of bilingual pay of $65 per month. This
benefit will be patterned after the City San Juan Capistrano's
program and will become effective on Jan. 1, 1994.
Section 7. Insurance 7 The District agrees to continue the payment of health insurance premiums for employees and their eligible dependents. The rate to
be paid by the District is the prevailing HMO rate for the coverage
/f93 - ff/noJ
in place at August, 1993. The District agrees to continue currentUCtw
coverage and payments for Dental and Vision insurance for employees
and eligible dependents.
Section 8. Wellness benefit
The wellness benefit for Fiscal Year 1993/94 will be paid to all
eligible employees in accordance with Section 313. The Wellness
benefit will be clarified in the Employee Handbook dated 12/92 to
apply on a prorated basis for employees employed after the July 1
start of the year and will be further prorated for part-time
employees.
Section 9. Requirements for Water Technician II The District will create new standards in the Job Description for
Water Technician II on the requirements for a Water Technician I to
become eligible to become a Water Technician II. , , ^
Section 10. Term
The term of this agreement runs through June 30, 1994.
Section 11. Separability
The provisions contained in this agreement have been bargained for
and agreed to independently, and no particular clause, condition,
or agreement is contingent or dependent upon any other therefore,
should any such clause, condition, or agreement be held to be void
or unenforceable, the remainder of the terms and conditions of this
agreement shall remain in full force and effect.
This Agreement, entered into this 7th day of December, 1993. .»
Capistrano Valley Water District Capistrano Valley Water District
General Employees
7^^^^.y^y^ .XJ^
Ray A. Auerbach, General Manager
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF SAN JUAN CAPISTRANO
MUNICIPAL EMPLOYEE RELMICNS CFFICER
AND
THE SAN JUAN CAPISTRANC MANAGEMENT EMPLCYEES ASSCCIATICN
SECTICN 1. AGREEMENT
This agreement is entered into by the parties on behalf of the City of San Juan
Capistrano, hereinafter known as "the City," and the San Juan Capistrano Management
Employees Association, hereinafter known as "the Management Association," in
accordance with the provisions of Section 3500-3510 of the California Government Code,
otherwise known as the Meyers-Milias-Brown Act, and the Employer-Employee Relations
Resolution of the City of San Juan Capistrano for the period of time commencing
July 1, 1993 through June 30, 1994. All provisions of this agreement are effective upon
adoption of this agreement by the City Council unless othen^ise specified.
SECTICN 2. RECCGNITICN
The City recognizes the Management Association as the "recognized employee
organization" for all employees within the unit of representation, consisting of regular full-
time employees in the following classifications:
Accounting Cfficer Council Services Manager
Assistant to the City Manager Land Use Manager
Building and Safety Manager Maintenance Superintendent
City Clerk Management Assistant I
City Engineer Management Assistant II
Community Development Manager Planning Manager
Community Services Supervisor Senior Management Assistant
SECTICN 3. RULES AND REGUUVTICNS
It is understood and agreed that there exists within the City certain Personnel Rules and
Regulations set forth in the Municipal Code, the Personnel Rules and Regulations of the
City, the Administrative Policy Manual, the Employer-Employee Relations Resolution,
departmental rules and regulations, and other written plicies of the City which shall
remain in full force and effect during the term of this agreement.
EXHIBIT "A"
SUMMARY OF BENEFITS
1. Vacation
Accrual Rate:
Length of Service Annual Hours Accrued
0- 3 years 80
4- 7 years 132
8-10 years 148
more than 10 years 164
Maximum Accrual: 300 hours
Pay Out Policy: 240 hours maximum at separation
2. Management Leave
All employees designated as management shall accrue sixty-four (64) hours
additional leave per year as compensation worked over and above the normal
work schedule.
Maximum Accrual: 64 hours
Pay Out Policy: 100% at end of fiscal year, at employee's request;
100% at separation
3. Sick Leave
Accrual: 8 hours sick leave for each calendar month of service.
Maximum: None.
Pay Out Policy: Above 396 hours~at the employee's request, the City will
compensate in cash or in time off for unused sick leave
accrued above 396 hours. The oompensation formula will be
consistent with the pay out levels established in Section 7.12
of the Personnel Rules and Regulations, based upon years
of service.
4. Floatino Holidav
Ten hours of compensated time off on July 1 of each year. Must be used prior
to June 30 or shall be forfeited.
•
5. Holiday Schedule
New Year's Day
Lincoln's Birthday
Washington's Birthday
Memorial Day
Independence Day The day following Thanksgiving Day
Labor Day Christmas Eve
Veteran's Day Christmas Day
Thanksgiving Day
6. Retirement Benefit
The City shall pay 100% of the management employee's share of the retirement
contribution.
7. Insurance Premium Rates
Medical
Health Net
Select
Health Net
HMC
Employee
Employee + 1 dependent
Employee + 2 or more
$203.58
407.19
576.38
$159.77
319.56
463.36
Vision
Employee only
Employee + 1 dependent
Employee + two or more
$8.14
11.79
20.96
Dental
CMC Traditional
Employee
Employee + 1 dependent
Employee + 2 or more
$28.01
46.56
71.39
$28.01
46.56
71.39
8. Life Insurance
The value of life insurance coverage for each management employee is equal to
one and one-half times the annual salary.
Physical Examination/Optionai Benefit
At the discretion of the management employee, up to $600.00 may be used for
a personal physical examination or up to $300.00 may be used for other wellness
related benefits and the remainder of the $600.00 to be used for a physical
examination. Wellness-related activities are the same as those defined In Section
7.91.
The physical examination shall be voluntary. Reimbursement for the physical
examination and/or the Optional Benefit will be based upon the submittal of
receipts for the expenses incurred or a bill for payment.
For the purpose of this section, physical examination shall include, but not be
limited to such items as prostate cancer screen, baseline or diagnostic
mammogram, OB-GYN examination and/or PAP screen, routine diabetes or
cholesterol blood screen.
Unexpended reimbursement funds may not be carried over into the next fiscal
year.
Capistrano Galley" ^^V^^ter district
TRANSMITTAL LETTER
To: ORANGE COUNTY EMPLOYEES
ASSOCIATION
830 N. Ross Street
Santa Ana, CA 927(D1
Subject:
File No.
Attention:
Date:
MEMORANDUM OF UNDERSTANDING
51.014
Rich Brown
December 9, 1993
WE ARE TRANSMITTING:
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THE FOLLOWING
Agreement
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Description: GVWD's General Employees Memorandum of Understanding
Remarks: RjiAaae sigh both copies and retain one jror your files.
Mail back at your earliest conveniaBce. Thanks.
By: Copies To:
M. Villalpando
G. A. Scott. Clerk ..o,..^ o.^tx^..
P.O. Box 967, San Juan Capistrano, California 92693
Phone 714-493-1515 FAX 714 493-3955
32450 Paseo Adelanto • San Juan Capistrano, California 92675